Introduction
The introduction of Lump Sum Grant has transformed the resources management of the Non-governmental Organizations (NGOs), especially in human resources management. NGOs are given the freedom to manage their staff structure, staff-mix and the level of compensation and benefits under the new funding mode.
NGOs of the welfare sector are entering into the post-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 salary system for their own organizations.
The Hong Kong Council of Social Service (HKCSS) commissioned Hong Kong Institute of Human Resource Management Ltd (HKIHRM) to conduct the HKCSS Salary Survey 2006-2008 among the Agency Members of HKCSS. The Report intends to provide participating Agency Members more comprehensive and updated sector-wide information on the salary and benefits offered by the members to their staff.? The Survey this year includes the following new items:
- define job types with clear job responsibilities;
- more benefits data;
- further changes in compensation and benefits.
The results of the Survey aim to assist the participating agencies in positioning their remuneration strategies to recruit and reward employees and revamping their compensation and benefits practices to meet with the current challenges in the operating environment of NGOs.
Objective and Scope
The objective of this survey is to provide reference for the participating agencies on:
- a most recent summary of salary data for a set of common benchmarked positions in job families;
- a most recent report of benefits offered to different levels of staff by NGOs.
The scope of this survey covers the current practices of the participating agencies in the compensation of the selected benchmark jobs, benefits offered to different levels to staff and other human resources management at the reference date as at 30th September 2006. The pay data does not cover “snapshot” staff of participating agencies receiving subvention from the Social Welfare Department. A total of 35 benchmark jobs have been selected for this study as they are specific to the social service sector and market pay data is not available.
This is an attempt to provide a comprehensive study of the human resources management of the NGO in the social service sector and we hope this survey will pave the ground work for NGOs to further develop and better utilize their most valuable assets - Human Resources.
Survey Methodology
The following methodology was deployed in this Survey.
Design of the Survey
With the input of the Task Group from HKCSS, the questionnaire and job descriptions for benchmark jobs were developed. The objectives of the design are:
- to ensure adequate representation and precision of findings
- to collect empirical data and views from participating agencies on their current practices in salary and benefits
- to spot differences in compensation practices due to the heterogeneity of agencies.
To facilitate participants in completing the questionnaire, an Explanatory Note with step-by-step instructions was developed. HKCSS representatives served as hotline support for agencies enquiries.
Data Collection and Response Rate
All Agency Members (324 agencies) of The Hong Kong Council of Social Service were invited to participate in this Survey. A total of 81 Agency Members returned the completed questionnaires to HKIHRM directly with a response rate of 25%.
Data Analysis and Report
Data were entered as electronic file for tabulation and analysis by HKIHRM in a professional and strict confidential manner. Necessary clarifications were made by HKIHRM to resolve potential data distortion and ensure completeness, accuracy, reasonableness and validity.
