skills

skills

  • Symphonia For South Africa: Financial Administrator and Office Assistant

    Symphonia For South Africa
    Please note: this opportunity closing date has passed and may not be available any more.
    Opportunity closing date: 
    Sunday, July 6, 2014
    Opportunity type: 
    Employment

    Symphonia for South Africa (SSA) is a NPO working in the Education and Leadership Development sector, with a bold vision: Quality Education for all children in South Africa by 2022. SSA's people are key to the organisations success. The organisation works with the best and the brightest people who have something to give and who really care about delivering excellent work. In return SSA offers a relaxed, fun environment that allows employees the opportunity to improve their skills.

    Symphonia for South Africa seeks to appoint a Financial Administrator and Office Assistant, based in Cape Town (Durbanville).

    As an NPO, managing our money well is of primary importance to us to ensure that every cent goes to the education cause that we serve. The successful candidate's role will be vital to ensuring the success of the organisation. The candidate should have energy, passion, an eye for detail and excellent financial / bookkeeping skills.

    This is a full-time fixed term contract.
     
    Requirements:

    • Energetic, hard-working and deadline driven;
    • Enjoy working with detail and are is accurate;
    • Minimum of three years experience working on Pastel Accounting (preferrably in a nonprofit environment);
    • Great with Excel and creating financial spreadsheets;
    • Know how to produce an income statement, a balance sheet and management accounts;
    • Worked with UIF, payroll, invoices, debtors, creditors and donors;
    • Enjoy working in a small working environment as part of a young, fun team;
    • General administrative tasks such as writing letters, answering phones, speaking to clients, filing and general office assistance;
    • Good written and verbal communication skills;
    • Own car needed to get to offices.

    Remuneration: R15 000 - R17 000 per month.

    To apply, submit a three page CV to caroline@symphonia.net.

    Please quote the source of this advertisement in your application - NGO Pulse Portal.

    Note: Only submit a CV if you genuinely meet the requirements for this role.    

    For more about Symphonia for South Africa, refer to www.symphonia.net.

    For other vacancies in the NGO sector, refer to www.ngopulse.org/vacancies.

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  • Boston and loveLife: Allies in Empowering South Africa’s Youth

    Boston City Campus & Business College is thrilled to announce its partnership with loveLife - South Africa's largest national HIV prevention initiative for young people. The issues of social development and youth empowerment are of such paramount importance, and this partnership not only presents an ideal  opportunity to give back to the communities who loyally support us, but also helps upskill loveLife staff members and loveLife’s young leaders known as groundBREAKERS,” says Craig Stollard, financial director at Boston.

    Running nationally for a full year, and with Boston as the national education provider, 200 loveLife groundBREAKERS will undergo training in Business Administration at Boston City Campuses, while about 150 loveLife staff members are registered for the Human Resource Management course. 

    For loveLife’s chief executive officer, Grace Matlhape, this is indeed a proud moment: “In order for us to continuously grow in the ways we do to empower and educate young South Africans, we also need to ensure the continuous development of the loveLife team and volunteers. In the context of high levels of unemployment among young people in South Africa, the partnership with Boston is also a door opener; both for our staff in their personal capacity and also for the young groundBREAKERs for who these courses are hoped to facilitate access to opportunity.”

    With its mission of building complete young leaders for an HIV free future, loveLife’s nationwide community-level outreach and support programmes promote healthy, HIV-free living among South African youth. Complemented by an integrated media campaign, currently loveLife is in partnership with more than 8 000 schools nationwide and works from almost 900 bases in loveLife Y-Centres, youth-friendly clinics, social franchises, and other loveLife outlets. loveLife’s toll-free helplines  for young people and parents - available through sending a Please Call Me to 083 323 1023 - respectively reach an average of 60 000 callers a month.

    “We really hope that by sponsoring these courses the potential of the loveLife groundBREAKERS and staff who were selected will reach new heights. We also hope that others will take note - as a society we should remind ourselves of the role such organisations play and the impact they have on bettering our communities. We cannot take the work they do for granted, but should rather find ways to support them and encourage them,” adds Stollard.

    Ultimately, for Boston, this partnership applauds loveLife’s whole HIV prevention strategy which goes beyond mere safe sex messaging. “Any HIV prevention strategy should, after all, address the social determinants of HIV: poverty, unemployment, lack of access to healthcare and education, low social solidarity, lack of self-worth, belonging and identity. These are the realities that so many of South Africa’s youth face on a daily basis, and our aim with this partnership is to indirectly address these issues through the best available means to do so -  Education for Life,” says Stollard.

    Members of the public who would like to offer a helping hand in their very own communities should enquire about and enrol for Boston’s HIV/AIDS Counselling and Management course. This course is also targeted at professionals in the health and social sciences, nurses, social workers, psychologists, teachers, religious workers, and more. This course aims to equip participants with the necessary skills to deal with HIV/AIDS in different care, counselling and educational situations in the multicultural South African context.

    It offers students the opportunity to: disseminate correct and relevant information on HIV/AIDS in the community; facilitate the breakdown of negative attitudes, stereotypes and misconceptions about HIV/AIDS; promote HIV/AIDS prevention strategies in the community; counsel clients on various HIV/AIDS aspects; provide pre- and post-HIV test counselling; deal with cultural and sexual diversity; apply basic legal and ethical issues in various contexts; understand the basic principles of home-based care; use resources and be able to participate in networking and develop and facilitate educational programmes.

    For more information contact:

    Thandiwe McCloy
    Subeditor / Copy Writer
    loveLife
    Tel: 011 523 1000
    Email: thandiwe@lovelife.org.za 
    About Boston City Campus and Business College

     
    Boston is committed to ‘Education. For Life’ and prides itself on offering relevant courses that meet industry needs, as well as quality academic material and tuition that delivers a high level of success for students, providing them with employable, work-ready skills. At Boston, students are offered assistance with all aspects of student life – from training, computer literacy, computerised career compass assessment, to moderation and verification of theoretical and practical training schedules.
     
    Founded in 1991, Boston City Campus and Business College was started to assist Unisa students prepare for their examinations. Today, it has become one of South Africa's leading tertiary education institutions, offering over 80 career study options at over 40 colleges nationwide and servicing more than 20 000 learners annually throughout South Africa.
     
    Recognising the need in the marketplace for employees with a degree, and the insufficient provision of places to study a degree, Boston City Campus and Business College also offers students the opportunity to register for certain Unisa degrees.

    More information on Boston City Campus and Business College, refer to www.boston.co.za.


    About loveLife
     
    loveLife is a cutting-edge, highly visible South African organisation with a proven evidence-based record in reducing HIV risk among youth. loveLife promotes a vibrant, youth leadership culture through on-the-ground healthy sexuality and positive lifestyle programmes aimed at building complete young leaders for an HIV free future.
     
    loveLife addresses the individual, societal and structural drivers of high-risk behaviour through combining multimedia campaigns, community-level outreach, clinical and psychosocial services.

    Our positive lifestyle and healthy sexuality programmes are implemented by a national youth volunteer corps known as groundBREAKERS (peer motivators and community mobilisers between the ages of 18 and 25 years old) and mpintshis (loveLife volunteers).

    Working together, groundBREAKERS and mpintshis implement loveLife’s empowering positive lifestyle and healthy sexuality programmes in 8000 schools and from nearly 900 bases in loveLife Y-Centres (youth centres), youth-friendly clinics and social franchises (community-based organisations). The groundBREAKERS guide and mentor mpintshis in the implementation of loveLife programmes.

    For more information on loveLife, refer to www.lovelife.org.za.
  • GetOn Skills Development Centre: Business Development Trainer

    GetOn Skills Development Centre
    Please note: this opportunity closing date has passed and may not be available any more.
    Opportunity closing date: 
    Thursday, May 15, 2014
    Opportunity type: 
    Employment

    GetOn Skills Development is a nonprofit organisation which seeks to holistically develop unemployed people in a professional and inclusive environment so that they may learn the values and skills to become economically active.

    GetOn Skills Development seeks to appoint a Business Development Trainer, based in Pretoria, Frikkie Meyer Road.

    The successful candidate will mentor, start up businesses, create sustainable livings through business incubation.

    Starting date: 2 June 2014

    Requirements:

    • Minimum of two years experience in training adults;
    • Business development experience;
    • Knowledge about the BB-BEE environment;
    • Proposal writing skills / experience;
    • Relevant qualifications and experience;
    • Passionate about the development of unemployed people;
    • Well organised and able to take initiative;
    • Good interpersonal skills and ability to work cross-culturally;
    • Good communication skills in English. 

    To apply, submit a CV with relevant referees and a letter of personal motivation, expected remuneration, as well as a date you are available to start working in this position to manager@getonskillsdevelopment.com

     Please quote the source of this advertisement in your application - NGO Pulse Portal.

    For more about the GetOn Skills Development Centre, refer to www.getonskillsdevelopment.co.za.

    For other vacancies in the NGO sector, refer to www.ngopulse.org/vacancies.

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  • GetOn Skills Development Centre: Recruitment / Placement Administrator

    GetOn Skills Development Centre
    Please note: this opportunity closing date has passed and may not be available any more.
    Opportunity closing date: 
    Thursday, May 15, 2014
    Opportunity type: 
    Employment

    GetOn Skills Development is a nonprofit organisation which seeks to holistically develop unemployed people in a professional and inclusive environment so that they may learn the values and skills to become economically active.

    GetOn Skills Development seeks to appoint a Recruitment / Placement Administrator, based in Pretoria, Frikkie Meyer Road.

    The successful candidate should have a passion for developing people, networking, and creating opportunity this job is for you.

    Starting date: 2 June 2014

    Requirements:

    • Two years recruitment experience, with proven track record;
    • Ability to successfully network, and cold call potential clients;
    • Facilitate Job Readiness Workshops;
    • Target driven individual that can work well in a team, or alone;
    • Valid drivers license with your own transport;
    • Relevant qualifications and experience;
    • Passionate about the development of unemployed people;
    • Well organised and able to take initiative;
    • Good interpersonal skills and ability to work cross-culturally;
    • Good communication skills in English. 

    To apply, submit a CV with relevant referees and a letter of personal motivation, expected remuneration, as well as a date you are available to start working in this position to manager@getonskillsdevelopment.com

    Please quote the source of this advertisement in your application - NGO Pulse Portal.

    For more about the GetOn Skills Development Centre, refer to www.getonskillsdevelopment.co.za.

    For other vacancies in the NGO sector, refer to www.ngopulse.org/vacancies.

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    Need to upgrade your NGO's technology capacity and infrastructure? Need software and hardware at significantly discounted prices? Refer to the SANGOTeCH online technology donation and discount portal at www.sangotech.org.

  • Symphonia for South Africa: Junior Business Analyst

    Symphonia for South Africa
    Please note: this opportunity closing date has passed and may not be available any more.
    Opportunity closing date: 
    Thursday, May 15, 2014
    Opportunity type: 
    Employment
    Symphonia for South Africa (SSA) is a non-governmental organisation working in the education and leadership development sector currently based in Bellville Cape Town, with a bold vision: quality education for all children in South Africa by 2022.

    Symphonia for South Africa seeks to appoint a Junior Business Analyst, based in Cape Town.

    Symphonia for South Africa is searching for a well-organised, detail-oriented individual to help us manage our measurement, process and reporting to help us take our organisation to a greater level. This person will play a critical role in measuring the leadership development and impact of the programme using leading edge instruments in leadership and social impact. The role will also encompass process development and management; as well as data analysis, reporting, research and proactive engagement in measurement development.

    Requirements:
    • Appropriate diploma, degree or equivalent tertiary qualification encompassing statistics, data analysis and process;
    • Experience working with data, research and analysis;
    • Systematic and process oriented approach;
    • Experience in designing and streamlining processes is required;
    • Strong numeracy and computer literacy skills that support the job function;
    • Ability to work collaboratively with suppliers and stakeholders within the company;
    • Exposure to principles of leadership, business and the education sector will be advantageous;
    • Good communication and writing skills for reporting purposes;
    • Own transport.
    Remuneration: R120 000 per annum.

    To apply, submit a three pages CV and salary expectations to louiseh@symphonia.net.

    Please quote the source of this advertisement in your application - NGO Pulse Portal.

    Only shortlisted candidates will be contacted. 

    Should you not receive a response within two weeks, consider your application unsuccessful.

    For more about Symphonia for South Africa, refer to www.symphonia.net.

    For other vacancies in the NGO sector, refer to www.ngopulse.org/vacancies.

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  • The Carpenters Shop: Administrator

    The Carpenters Shop
    Please note: this opportunity closing date has passed and may not be available any more.
    Opportunity closing date: 
    Monday, April 7, 2014
    Opportunity type: 
    Employment

    The Carpenter’s Shop is a charitable organisation operating in the heart of Cape Town. It is based at 14A Roeland Street, which has been a venue for developing people’s skills since the 19th century. Today, the Carpenter’s Shop offers security and support combined with practical skills training that enable our clients to rise above their circumstances and, in some cases, reconnect with their families.

    The Carpenter’s Shop seeks to appoint an Administrator, based in Cape Town, CBD.

    The successful candidate should be an energetic, organised person to fill the post of administrator. The Administrator should enjoy working with people and have a cheerful disposition.

    Responsibilities:

    • Reception;
    • Oversee maintenance and repairs;
    • Manage driving errands;
    • Take payments for goods and services;
    • Banking and record keeping.

    Requirements

    • Matric (a tertiary qualification would be an advantage);
    • Minimum of five years experience in a similar position;
    • Good writing skills;
    • Competent in using microsoft office and pastel;
    • Contactable references;
    • Ability to communicate well in English.
    To apply, submit a CV to director@tcs.org.za or fax to 021 461 5508.

    Please quote the source of this advertisement in your application - NGO Pulse Portal.

    Only shortlisted applicants will be invited to be interviewed.

    For more about The Carpenters Shop, refer to www.tcs.org.za.

    For other vacancies in the NGO sector, refer to www.ngopulse.org/vacancies.

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    Need to upgrade your NGO's technology capacity and infrastructure? Need software and hardware at significantly discounted prices? Refer to the SANGOTeCH online technology donation and discount portal at www.sangotech.org.

  • Symphonia: Operations Manager

    Symphonia for South Africa
    Please note: this opportunity closing date has passed and may not be available any more.
    Opportunity closing date: 
    Saturday, March 15, 2014
    Opportunity type: 
    Employment
    Symphonia for South Africa (SSA) is a non-governmental organisation working in the Education and Leadership Development sector currently based in Bellville Cape Town, with a bold vision: Quality Education for all children in South Africa by 2022.

    Symphonia for South Africa seeks to appoint a

    The Operations Manager will manage the day to day operations activities and promote the growth of the organisation. Reporting to the Chief Executive Officer, and the Board of Directors, the candidate will ensure high quality consistent service delivery throughout the programme through active leadership of the team. The Operations Manager is required to provide professional, efficient, comprehensive, accurate and timeous delivery of the organisations goals.

    Responsibilities: 
    • Ensure the smooth functioning of the operations function by providing guidance, feedback and finding solutions for operational challenges on a day-by-day basis;
    • Provide support to strategy development and carry out to strategy implementation;
    • Oversee financial management including: budgeting and monitoring of expenditure at all levels, overseeing financial systems, procedures and controls, and ensuring the effective maintenance of accounting records and financial reports;
    • Human resources management and administration including: staffing, HR policies and systems, and office management;
    • Implement business systems to ensure good governance and standardisation of activities;
    • Report to donors, government departments and the board of directors;
    • Contribute to proposal development and budgets;
    • Line Managing a core team of five individuals in line with performance target and deliverables;
    • Manage a virtual team of outsourced service providers;
    • Contribute to the strategic planning for the organisation;
    • Manage day to day programme delivery;
    • Oversee SSA events;
    • Liaise with clients and participants on the programme;
    • Provide internal communications support;
    • Develop and maintain the policies and procedures regarding the HR, Finance and office management function;
    • Manage a range of service providers;
    • Monitor and evaluate the programme according to established guidelines.
    Requirements:
    • An appropriate diploma, degree or equivalent tertiary qualification business management;
    • Minimum of five years relevant line management experience;
    • Knowledge of CSI and the education/leadership development sector would be an advantage;
    • Experience in the NGO sector at management level;
    • Experience in leading an organisation to meet its strategic goals;
    • Experience of working in diverse environments, with multi-disciplinary and virtual teams;
    • Interpersonal, leadership and management skills;
    • Hands on project management skills;
    • Proven strong research and information gathering skills;
    • High level of proficiency in Microsoft Office suite;
    • Valid light vehicle driver’s licence;
    • Ability and willingness to travel (within South Africa) if required;
    • Passion for helping people, contributing to improving South African society and changing the future;
    • High levels of initiative, energy and enthusiasm;
    • Ability to work independently, self-motivated and results-driven; 
    • Communications skills including, oral, written, presentation and listening;
    • Ability to work under pressure and manage competing deadlines; shows confidence / ability to articulate / well spoken;
    • A strategic thinker who is able to function effectively at an operational level;
    • Inspires and encourages a professional work ethic and sets the tone for team spirit and interdepartmental connectivity.
    To apply, submit a two page CV and motivation letter, indicating desired salary, as well as availability to pfp@symphonia.net. Using the reference: OPSMAN.

    Please quote the source of this advertisement in your application - NGO Pulse Portal.

    Only shortlisted candidates will be contacted. 

    Should you not receive a response within two weeks, consider your application unsuccessful.

    For more about Symphonia for South Africa, refer to www.symphonia.net.

    For other vacancies in the NGO sector, refer to www.ngopulse.org/vacancies.

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  • Symphonia: Marketing Manager

    Symphonia for South Africa
    Please note: this opportunity closing date has passed and may not be available any more.
    Opportunity closing date: 
    Saturday, March 15, 2014
    Opportunity type: 
    Employment
    Symphonia for South Africa (SSA) is a non-governmental organisation working in the Education and Leadership Development sector currently based in Bellville Cape Town, with a bold vision: Quality Education for all children in South Africa by 2022.

    Symphonia for South Africa seeks to appoint a Marketing Manager, based in Bellville Cape Town.

    The Marketing Manager will guide and promote the growth of the organisation. Reporting to the Chief Executive Officer and the Board, the candidate will craft and implement the Marketing strategy through planning and active leadership within the marketing team, and provide proactive support and promotion of programme activities.

    The Marketing Manager is required to provide professional, efficient, comprehensive, accurate and timeous support of the organisations goals.

    Responsibilities: 
    • Awareness of  the overall political, economic / business and public landscapes to identify key leverage points for communications engagements;
    • Write press releases and working closely with P.R. companies and media houses;
    • Participate and co-coordinating staff participation in radio interviews, workshops and presentations;
    • Oversee the design and development of pamphlets, posters, campaign materials;
    • Develop and review communications strategy in line with company strategy;
    • Implement and manage external and internal communication programmes (incl. copywriting, speechwriting, online activities, advertising, media and public relations);
    • Oversee SSA and client events; Media liaison - writing, distributing, managing media relationships;
    • Use social media platforms to create dialogue in the public space;
    • Develop communication campaigns and/or initiatives targeted at  civil society, government and corporate sectors (print, radio, electronic);
    • Provide internal communications support (incl. design, editing, online support, and report/article writing);
    • Provide client service and support;
    • Manage a range of service providers;
    • Ability to manage marketing team performance and deliverables.
    • Monitor and evaluate Marketing activities on a regular basis (and ensure they are aligned to / consistent with the brand’s corporate identity).
    • Manage public education and awareness campaigns;
    Requirements:
    • An appropriate diploma, degree or equivalent tertiary qualification in journalism, marketing or communications would be advantageous;
    • Minimum of five years relevant experience;
    • Knowledge of CSI and the education / leadership development sector would be an advantage;
    • Knowledge of developments in current affairs, economics, advertising, marketing and media industries;
    • Knowledge of online marketing and communications functions;
    • Previous management of graphic design subcontractors would be advantageous;
    • Experience in assessing and distributing the release of strategic information;
    • Experience of working in diverse environments, with multi-disciplinary and virtual teams;
    • Interpersonal, leadership and management skills;
    • Project management skills;
    • Previous line management experience
    • Research and information gathering skills;
    • Knowledge of working effectively across a range of media platforms;
    • High level of proficiency in Microsoft Office suite;
    • Valid light vehicle driver’s licence;
    • Ability and willingness to travel (within South Africa) if required.;
    • Passion for helping people, contributing to improving South African society and changing  the future;
    • High levels of initiative, energy and enthusiasm;
    • Ability to work independently, self-motivated and results-driven;
    • Communications skills including, oral, written, presentation and listening;
    • Ability to work under pressure and manage competing deadlines; shows confidence / ability to articulate / well spoken;
    • Strategic thinker who is able to work easily at an operational level.
    To apply, submit a two page CV and motivation letter, indicating desired salary, as well as availability to pfp@symphonia.net

    Please quote the source of this advertisement in your application - NGO Pulse Portal.

    Only shortlisted candidates will be contacted. 

    Should you not receive a response within two weeks, consider your application unsuccessful.

    For more about Symphonia for South Africa, refer to www.symphonia.net.

    For other vacancies in the NGO sector, refer to www.ngopulse.org/vacancies.

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  • Hope Educational Foundation International: Facilitators

    Hope Educational Foundation International (Hope Education)
    Please note: this opportunity closing date has passed and may not be available any more.
    Opportunity closing date: 
    Wednesday, February 19, 2014
    Opportunity type: 
    Employment
    Children and youth are some of the most vulnerable members of our societies. An estimated 19,000 of them will die every day from preventable causes (UNICEF USA). Hope Educational Foundation International's (Hope Education) mission is to protect children by teaching them the knowledge, skills, and convictions that they will need to combat systemic threats like HIV/AIDS and intestinal worms.

    Hope Education seeks to appoint Facilitators, based in Gauteng.

    Responsibilities:
    • Deliver a community-based, evidenced based behavioural intervention to mall groups of parents following an FMP pre-established curriculum;
    • Lead discussions on sensitive topics in an inclusive manner while keeping the discussion on track and giving feedback;
    • Lead discussions about sexuality in a factual and comprehensive way;
    • Set up training facilities and venues for the workshop sessions;
    • Facilitate the FMP sessions as prescribed in the Implementer’s Manual as prescribed;
    • Roll-modelling of key skills and behaviour as required by the programme;
    • Mentor parents to improve their communication skills with their children;
    • Be a source of accurate sex and sexuality issues information for participants during the sessions;
    • Use FMP facilitation tools such as audio equipment, visuals and flipcharts during sessions;
    • Report and collect monitoring and evaluation data as required by the Program;
    • Refer participants to appropriate social service agencies;
    • Show good organisation by keeping keep objectives and goals clearly in mind:
    • Appropriate use of time during session implementation;
    • Participate in the Training of Facilitators;
    • Community mobilisation and recruitment by making presentations at community forums;
    • Have children between the ages of 9 and 12 (or older), or have experience in interacting with children in this age group;
    • Understanding of the difficulties that parents face, since parents will be more likely to trust and accept encouragement from someone with whom they can relate;
    • Attend regular staff meetings and train throughout the project;
    • Have above average and good people skills and being enthusiastic about the programme;
    • Deliver the programme with fidelity;
    • Be comfortable in adhering to the curricula including following of the FMP! Facilitator Manual;
    • Any other duties that may be required by the Program from time to time.
    Requirements:
    • Tertiary education qualification, preferably a social science degree;
    • Experience in adult groups facilitation;
    • Certification in facilitation a distinct advantage;
    • Experience in child and adolescent development, parent-child communication, and/or HIV prevention methodologies;
    • Confidence, knowledgeable and being comfortable in openly discussing sexuality issues;
    • Familiarity with the local culture and ability to speak the local language;
    • Knowledge of child rearing, and candidates with their own preadolescent children are strongly preferred;
    • Familiarity and experience working with families;
    • Commitment and passion for working with families to support them in raising healthy children;
    • Proven prior experience in report writing;
    • Demonstrated leadership skills;
    • Communication skills.
    The successful candidates will be required to undergo a one-week training to be conducted by trainers from Atlanta, the USA. Appointment to this position is contingent upon passing and certification by these trainers.

    To apply, submit a CV, contact details of three referees and motivation letter to kathleenmngadi@hopeeducation.org.

    Please quote the source of this advertisement in your application - NGO Pulse Portal.

    For more about Hope Educational Foundation International, refer to www.hopeeducation.org.

    For other vacancies in the NGO sector, refer to www.ngopulse.org/vacancies.

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  • The Importance of Paying Market-Related Remuneration Levels in the NPO Sector

    Averile Ryder Reward Specialists have processed salary, benefits and conditions of employment surveys and in addition has consulted to numerous public sector and profit organisations in human resources and reward across Pan Africa for over 18 years and has repeatedly witnessed that those organisations who have transparent, fair and defensible remuneration or reward strategies attract and retain the best available talent.  This always results in more effective, sustainable, economically and socially responsible and if relevant profitable organisations. Here in South Africa, across all industry sectors, organisations which emerge as successful and attract and retain the best talent, too name but a few, are Unilever, Microsoft, South African Breweries, South African Revenue Services, etc.

    In our organisations we can begin to attract not only the right talent but also ensure that we get the ‘best bang for our buck’ by having a fair, defensible and sustainable reward strategies, policies and procedures in place.

    I am also of the opinion that the more knowledgeable and informed the decision-makers in organisations are about remuneration and reward, results in more transparent, fair and defensible strategies, policies and procedures.     
       
    The remaining contents of this article are therefore not only based on my research but is also aimed at increasing the knowledge bank of the key stakeholders and decision-makers in the organisation and for members of the Board and Board Committees in each country to ensure that they make informed decisions regarding attracting, retaining and motivating the organisation’s human capital.  

    Organisations need to find a balance between paying too little, risking losing valuable employees, and paying too much and unwisely spending the organisation resources.
     
    Elements of an Effective Total Rewards Strategy
    • The elements of an effective reward strategy should consist of the following:
    • Internal Equity – same pay for same work within the organisation;
    • External Equity – same pay for same work when compared to other participant organisations;
    • People Equity – Individual employee recognition; and
    • The organisation’s competitive market position.
    The table below further describes these concepts:

    Table: Elements of an Effective Total Rewards Strategy
    Internal Equity External Equity People Equity The Organisation’s Competitive Market Position
     
    Same pay for same work
    Same pay for same work within comparator organisations  
    Individual employee or team recognition
    Organisations need to establish which job categories / skills are critical or core to their business and their competitive market pay position(s) for these and all other organisation. positions.
    This includes having and / or developing:
    • Job descriptions for all job categories;
    • Placing positions in job families / level descriptors; and
    • Grading the relevant job categories and not the person.
    “The market for any job category is where you lose your labour to or draw your labour from.”
     
    The correct salary surveys therefore need to be targeted by the organisation for their relevant job categories.
    This includes the following:
    • Performance Appraisals;
    • Short-Term Incentive Bonus Schemes, and
    • Retention Bonus Programmes
    Competitive market positions include the following:
    • Lead payer
    • Lead / Match payer
    • Match Payer
    • Match / Lag Payer
    • Lag payer

    External Competitiveness: Determining the Pay Level

    An employer’s pay level helps determine its external competitiveness. Three policy alternatives exist: to lead competitors or comparators pay, to match it, or to lag below it. Variations may however exist, employers may tie pay to the organisation’s financial success through bonuses when profits are high, and which will result in pay leading that offered by comparator organisations. Another variation is to become an ‘employer of choice’ by emphasising the total return in addition to pay, such as employment security, training and development, the status of working for a highly respected employer or challenging projects. In practice, some employers use different policies for different divisions and or job categories.

    How an organisation positions its pay relative to its comparators or competitors depends on three major factors:
    • Supply and demand for the relevant job categories;
    • The organisation’s financial vitality and in turn what the organisation can afford to pay; and
    • The strategic and operating objectives that the organisation has established.
    The pay level has a twofold effect on pay objectives:
    • It directly affects the employers operating costs; and
    • It also directly affects the employer’s ability to attract and maintain a stable and qualified work force.
    Consequently, the policies and practices related to external competitiveness are among the most critical in compensation management. It is my opinion that it is far more important to pay rates of pay according to the organisation’s competitors or comparators. The least important factors were the organisation’s financial position and ability to pay.

    Failure to match pay of competitors or comparators causes employee dissatisfaction; limits an organisation’s ability to recruit and retain and ultimately will eventually oblige the organisation to pay prevailing rates. A number of researchers have however linked high rates of pay to ease of attraction, reduced vacancy rates and training time, and better quality employees. Research carried out also suggests that increasing pay levels reduces turnover and absenteeism. 

    Costs associated with the loss and subsequent replacement of staff typically include the following:
    • Separation costs: These include the costs of separation and / or severance pay, the employee being disengaged prior to separation and the effect on other employees morale and turnover of any period of vacancy during the replacement research period;
    • Acquisition costs: These include the costs of recruitment, selection and placement, or alternatively the costs of promotion or transfer within the organisation;
    • Learning and induction costs: These include the costs of the new employee acquiring the necessary skills, knowledge and expertise to perform in his / her new position, the time required to adjust to the organisation and integrate into the work team. This also includes the time costs related to the current employees in the organisation needing to induct, train and provide the necessary handover to the new employee.
    Additional costs, however, not easily measurable cost concerns is the accumulated knowledge, experience and training that staff ‘take with them’ when leaving the organisation. This would obviously vary by employee level and is most significant at senior staff and management level.

    The table below also summarises the three competitive market positions in more detail:

    Table: Summary of the Four Competitive Market Position 

    Competitive market position Pay Level Methodology How the organisation will be viewed
    To lead comparators for the entire financial year Equals the ‘upper quartile’ or 75th percentile market levels plus the projected increase for the following year
     
    The 75 percent quartile is a figure which marks the level where 25 percent of the participating organisations’ pay more than, and 75 percent pay less than the indicated value.
    The organisation starts the year ahead of its competition and remains there until the end of the year, when market rates catch up.  As a ‘lead payer’ organisation. As a ‘lead payer’ organisation.
     
    The organisation will be in a position to attract experienced and high performing talent and attract that talent by paying higher than market remuneration packages.
    To match comparators for the entire financial year Equals the ‘median quartile’ or 50th percentile market levels plus the projected increase for the following year.

    The 50th quartile is a figure which marks the level where 50 percent of the participating organisations’ pay more, and 50 percent pay less than the indicated value
    The organisation’s pay levels will be slight ahead of its competition during the first half of the year and ‘match’ the market during the second half As a ‘match’ payer.
     
    The organisation will attempt to hire more qualified applicants than match organisations, but offer more training and development opportunities than lead organisations.
    To lag comparators for the entire financial year  Equals the ‘lower quartile’ or 25th percentile market levels at the beginning of the year plus the projected increase for the following year. Equals the ‘lower quartile’ or 25th percentile market levels at the beginning of the year plus the projected increase for the following year.
     
    The 25th quartile is a figure which marks the level where 75 percent of participating organisations’ pay more than, and 25 percent pay less than the indicated value.
     
    The organisation’s pay levels will ‘lag’ the market during the first and second half of the year. As a ‘lag’ payer
     
    The organisation will start losing its ability to attract top talent and employees with the necessary experience, knowledge and skills but may offer additional training and development opportunities as a means to attract and develop employees.

    Averile Ryder is a founding member of Averile Ryder Reward Specialists. Should anyone reading this article need additional information or market-related remuneration levels within the nonprofit sector they can contact Averile Ryder on 011 453 0080 or 083 293 2037 or email her on averile@rewardspecialist.co.za

     

    Author(s): 
    Averile Ryder
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