Africa-Press – Eswatini. Eswatini Bank intends to evaluate 114 positions and review salaries for both managerial and non-managerial posts within the bank.
The process has been initiated in order to ensure that job positions get properly placed within a hierarchy and production of an appropriate salary structure.
To kick-start the process, the bank has through Eswatini Public Procurement Regulatory Agency (ESPPRA), invited proposals from competent, registered and reputable consulting firms to submit tenders.
The consultant will carry out the exercise and present a draft report not later than three months from appointment date, and present the final report a month later.
“The bank does not bind itself to accept any or the lowest tender,” clarified the bank led by Nozizwe Mulela as Managing Director (MD).
The consultant will be expected to develop a project plan which could be approved by the parties prior to commencement of the assignment. It was explained that the desired consultant will receive and analyse job descriptions for all posts within the assignment scope.
Eswatini Bank said the consultant will conduct a pre-project training of a Job Evaluations Appeals Committee which should comprise of five members of the Swaziland Union of Financial Institutions and Allied Workers (SUFIAW) and five management representatives.
Further, an operating manual should be provided to the committee for future reference.
The consultant will also interview a sample of job holders for all positions and scientifically establish appropriate grades for the positions and grade them to come up with a new salary structure for the bank.
“The job holder’s manager will participate during the interviews,” the bank stipulated.
It was added that one union representative should participate as an observer during the job evaluation interviews of union members.
“The consultant shall benchmark the bank’s salary structure with the banking industry and financial services sector of Eswatini.
The consultant shall advise and/or recommend on the benchmarking of jobs that are not available within the local market,” it was added.
Outputs of the exercise include two separate reports to both the bank and the union, recommendations on the proposed grading structure plus salary scales and a corresponding implementation plan.
When emphasising on the need to clearly separate the reports, it was pointed out that a separate reports will be tabled before both the bank’s management and union.
Non-unionised staff’s report (managerial) will be submitted only to the bank’s management.
Reports submitted to the union will be in respect of employees within the union’s bargaining unit.
The reports pertaining to the employees outside the bargaining unit shall be for the exclusive access and use of the bank and its board of directors.
The report should provide details on the process followed, including documentary evidence of methodology used, data and information sources, supporting and reference documents.
“The tenderer is required to submit a detailed financial proposal and pricing for each of the project phases,” Eswatini Bank said.
It should be noted that tender submissions must include a company profile indicating similar jobs or engagements executed by the company over the past three years, current contracts and duration together with a demonstration of capacity to successfully deliver on the contract.
Firms must also indicate the number of consultants, their qualifications and experience together with roles in the exercise. Applications must be delivered not later than 10am on February 18, 2022.
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