REQUEST FOR PROPOSAL FOR SALARY BENCHMARK SERVICES

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Clement Simmons
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REQUEST FOR PROPOSAL FOR SALARY BENCHMARK SERVICES The South African Council for the Architectural Profession (SACAP) is in the process of conducting a benchmark for the remuneration packages of

1 REQUEST FOR PROPOSAL FOR SALARY BENCHMARK SERVICES The South African Council for the Architectural Profession (SACAP) is in the process of conducting a benchmark for the remuneration packages of their staff members. We invite your company to participate and to submit a proposal to render this particular service. 1. BACKGROUND The South African Council for the Architectural Profession (SACAP) is a statutory body, established in terms of the Architectural Profession Act No.44 of 2000 that is committed to serving and protecting the public and providing guidance to registered persons in the profession. SACAP achieves its mandate by regulating the Architectural profession in the Republic of South Africa in aspects pertaining to registration, education and training, professional conduct and ethical behavior, ensuring continuing professional development, and fostering compliance with architectural standards. 2. SCOPE OF TERMS OF REFERENCE The terms of reference are intended to provide a scope of work and deliverables for the remuneration benchmarking services for the period commencing 01 April SCOPE OF WORK Remuneration and rewarding employees for performance on a fair and equitable manner is core to the development of a high-performance culture. The remuneration and reward system is therefore built on the pillars of fair and equitable remuneration, linked to experience and knowledge, as well as impact of position within SACAP. The successful service provider must assist SACAP with measurement and provision of the following services: i. Assess and grade new and existing SACAP job profiles as and when required (ad-hoc) by following an accurate, fair, equitable and impartial process based on the Patterson grading system, within ten working days turn around period. ii. Analyse SACAP s current employee data to assist with the formulation of a benchmark-data base that proportionally matches the company s unique set-up. South African Council for the Architectural Profession 51 Wessel Road, Right Wing, Rivonia, Sandton, 2128, P.O. Box 1500, Rivonia, Tel: Fax: Yashaen Luckan (President) Gillian Bolton (Treasurer), Marella O Reilly (Registrar/CEO)

2 The database needs to contain elements of the peer Councils and ensure that the relevant institutions in the database is a close reflection/match to the current SACAP staff database, taking into account company size and other relevant factors such as annual budget, number of employees, arear of work etc. i. Conduct an annual benchmark process to compare our salary database, against the SACAP market database determined in point (ii), based on the following weighting: a) Entities within the Department of Public Works (DPW) CBE. ii. iii. iv. The benchmarking process (point iii) should include all elements of total package as SACAP is using a Cost to Company remuneration structure. Every third year the benchmarking process as detailed in point ii and iii, should include other elements of total rewards such as leave, working conditions, and benefits (provident, group life, disability benefits and medical aid) to ensure that we are in line with what other similar companies offer employees as part of their Total Rewards Package. Analyse the pay distribution, range, slope and overlap of SACAP remuneration, providing the relevant reports, recommendations and presenting the outcome of these to REMCO and Council on an annual basis. Design a pay scale for SACAP in support of SACAP strategy and culture, using current salaries (pay-grade averages) to inform mid-points, apply different pay ranges for normal staff vs management grades, using Patterson methodology. i. Providing the relevant deliverables/reports and presenting these to REMCO, Council and Staff, including but not limited to the Annual Benchmark Report, Annual Pay Scale and Job Evaluation Report. 4. SUBMISSION REQUIREMENTS (a) Proposal Requirements All proposal must address all the program components as detailed in the scope. Each bidder must submit one original set and four copies of the proposal to: South African Council for the Architectural Profession 51 Wessel Road Right Wing Rivonia 2128

3 (b) Technical Requirements The interested bidders must present a thorough proposal including turnaround times to develop and detail the approach that will be followed to assist SACAP with the following required services: i. Annual Salary Benchmark of Remuneration/Total Rewards Benchmark, every three years. ii. Proposal to define a relevant benchmark database as described in points (ii iv), of the Scope of Services. iii. Relevant participant database size and structure to include companies in the DPW CBE. iv. Examples of benefit information gathered during Total Reward Benchmarks conducted on existing clients, including but not limited to Leave, Working Conditions, Benefits (provident, Group Life/Risk Cover), Medical aid benefits. v. Example of a benchmark report, as per the combined SACAP database as well as per DPW and CBE. (c) Job Evaluation and Grading of new and existing positions i. Proposal to define and outline the methodology used for job evaluation and grading. ii. Example of a graded position from previous client that will indicate the use of the described methodology. (d) Turnaround Times The interested bidders must present a brief description of the timelines required for each project components: i. Annual Salary Benchmark of Remuneration / Total Rewards Benchmark, once every three years. ii. Job Evaluation and Grading of new and existing positions. (e) Evidence of Competence A brief description of the firm/institution and an outline of recent experience on projects of a similar nature. The proposal must also include any other information that will facilitate the evaluation of the companies/organisation s reliability and capacity to meet SACAP s requirements. a) Experience of the organisation List of clients serviced in the Regulatory Field, b) Provide at least three (3) written letters of recommendation by clients where similar projects have been delivered, on the client s letterheads. c) The recommendation letters needs to address all the areas of work requested namely: i. Annual Salary Benchmark of Remuneration, ii. Total Rewards Benchmark, once every three years,

4 iii. Job Evaluation and Grading of new and existing positions (per position), iv. At least five (5) years experience of project team in the related field, as demonstrated by their curriculum vitae of the project team members, v. Project team leader must have an active Global Remuneration Professional (GRP) qualification. (f) Quality Assurance i. Describe the internal processes for quality assurance. ii. Describe the company s approach to resolving list of benchmark issues. (g) Board Based Black Economic Empowerment (BBBEE) i. Submit the necessary information. (h) Fees/Pricing (Inclusive of VAT) i. Competitive fee quote. ii. General overview of the schedule and timing of billings. 5. THE ROLE OF THE SACAP SACAP together with the Remuneration Committee will be responsible for reviewing the effectiveness of the Salary Benchmark process. SACAP undertakes to: a) Provide all the information/documentation necessary for providing the salary benchmark function. b) Provide logistical support in terms of office space and other resources deemed necessary to execute the benchmark function. 6. SPECIAL CONDITIONS SACAP reserves the right not to consider any proposal not fully completed. a) By accepting to take part in the proposal process you agree to the confidentiality information imparted to you in relation with the proposal process, not to disclose it to third parties and not to use it for any other purpose than the proposal. b) The Benchmark process time lines should not exceed a period of eight (8) weeks effective from the date of confirmation. c) The Benchmark process will be conducted at the SACAP Offices situated in 51 Wessels Road, Rivonia, and Sandton. d) The Service Provider will liaise with the Chief Operations Officer and the Senior Manage: Finance. e) Draft and Final report will be furnished to Council, the benchmark report that address the objective and scope of work, conclusions and recommendations.

5 SACAP reserves the right to request the shortlisted providers to make physical presentations on the key features of their proposals.

27 September 2017 at 14: October 2017 at 11:00 No late tenders will be accepted

27 September 2017 at 14: October 2017 at 11:00 No late tenders will be accepted TENDER No.: TIA 013/2017 DESCRIPTION: Job grading, remuneration benchmark, and employee engagement services Tender for Technology Innovation Agency MANDATORY SESSION: BRIEFING 27 September 2017 at 14:00