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 relevant information from the sectors to set their remuneration and benefits policy and strategy.

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 2012 (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 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.

Objective and Scope

The objective of this Survey is to provide reference information for the participating Agency Members on a most recent:

1. summary of salary data for a set of benchmarked positions in different job families;
2. report of benefits offered to different levels of staff by NGOs;
3. summary findings of human resources management practice among NGOs;
4. comparison of trends of salary level in past years for each of the job title included in the Survey of staff whose salary scale does not strictly follow the MPS; and
5. average percentage of overall salary adjustment awarded to eligible staff in organizations as a result of the regular salary review.

The scope of this Survey covers the latest salary adjustment practice of the selected benchmarking jobs, benefits offered to different levels of staff and other human resources management practice of the participating Agency Members at the reference date as of 31 October 2012. This year, the data of the Survey covered full-time staff in-post whose salary scale does not strictly follow the Master Pay Scale (the “MPS”). A total of 41 benchmarked jobs have been selected for this Survey in light of their specific nature to the social service sector and market pay data is not readily available.

Survey Methodology

The following methodology was deployed in this Survey.

Design of the Survey

With the input of the Working Group on NGOs Salary Survey 2012 of The Hong Kong Council of Social Service (the “HKCSS”), the questionnaire and job descriptions for benchmarked jobs were developed. They are aimed to:

• ensure adequate representation and fair interpretation of findings;
• collect empirical data and views from participating Agency Members on their current practices in salary and benefits; and
• identify differences in remuneration practice due to the heterogeneity of Agency Members.

To facilitate Agency Members to complete the questionnaire, joint efforts have been made by HKCSS and HKIHRM to answer enquiries on general and technical questions respectively. Furthermore, HKIHRM, as the Survey Consultant, has kept all data provided by Agency Members in total confidentiality throughout the entire process.

Data Collection and Response Rate

All Agency Members (404 Agency Members as of 31 October 2012) of the Hong Kong Council of Social Service were invited to participate in this Survey. A total of 94 Agency Members returned the completed questionnaires to HKIHRM directly. With reference to the Directory of Social Service Organizations in Hong Kong 2009, the number of full time staff covered in this survey was 32,650, accounted for 67.2% of employees in the social service sector.

Data Analysis and Report

Data were entered into an electronic file for tabulation and analysis by HKIHRM in a professional and strictly confidential manner. Necessary clarifications were made by HKIHRM to resolve potential data distortion and ensure completeness, accuracy, reliability and validity. To ensure the integrity of data, salary data with less than 3 Agencies Members will not be presented in the report.

Some percentages in the figures may not add up to the total or 100% because of rounding.

Profile of Participants

Profile of Participants

94 Agency Members returned the completed questionnaires are listed as follows:

Data Collection and Response Rate

All Agency Members (404 Agency Members as of 31 October 2012) of the Hong Kong Council of Social Service were invited to participate in this Survey. A total of 94 Agency Members returned the completed questionnaires to HKIHRM directly. With reference to the Directory of Social Service Organizations in Hong Kong 2009, the number of full time staff covered in this survey was 32,650, accounted for 67.2% of employees in the social service sector.


Data Analysis and Report

Data were entered as electronic file for tabulation and analysis by HKIHRM in a professional and strictly confidential manner. Necessary clarifications were made by HKIHRM to resolve potential data distortion and ensure completeness, accuracy, reasonableness and validity.

Analysis of Remuneration Management Practice