NGOs Salary Survey 2011

Introduction

The introduction of Lump Sum Grant has transformed the resources management of the Non-governmental Organizations (NGOs) in the social service sector, especially in human resources management. NGOs are given the freedom to manage their staff structure, staff-mix and the level of salary and benefits under the new funding mode.

NGOs of the welfare sector are entering into the post-Tide-Over Grant (TOG) period. With regard to the expenditure in salary and benefits, it usually carries over 70% of the total expenditure of an organization. To facilitate NGOs in determining the levels of salary and benefits with flexibility to meet their organizational requirements, NGOs need more information from the comparable sectors to set a fair and reasonable remuneration and benefits system for their own organizations.

The Hong Kong Council of Social Service (the “HKCSS”) commissioned Hong Kong Institute of Human Resource Management Ltd. (the “HKIHRM”) to conduct the HKCSS NGOs Salary Survey 2011 (the “Survey”) among the Agency Members of HKCSS. The Survey intends to provide participating Agency Members more comprehensive and updated sector-wide information on the salary and benefits offered by the participating Agency Members to their staff.

During 2005-2008, the pay data did not cover “snapshot” staff of participating Agency Members receiving subvention from the Social Welfare Department of HKSAR Government.  In 2009, due to the completion of TOG, more organizations reviewed their salary scales.  Therefore the pay data covered has expanded to those Agency Members who do not strictly follow the Master Pay Scale (MPS) in their remuneration and benefits design.  The Survey this year includes a new item - measures adopted to cope with the implementation of Minimum Wage Legislation effective as of 1 May 2011.

The results of the Survey aim to provide reference information to assist the participating Agency Members in positioning their remuneration and benefits strategies to attract, reward and motivate staff and revamping the relevant human resources management practices to meet the challenging operating environment.

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