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NGOs Salary Survey and NGOs Benefit Survey

NGOs Salary Survey 2018

NGOs Salary Survey 2018

Introduction

The Hong Kong Council of Social Service (hereafter the "HKCSS") has conducted an annual NGOs Salary Survey (hereafter the "Survey") for the social service sector since 2003. Overseen by a Working Group composed of representatives from the social service sector, experts from the business sector and human resources management profession and conducted by an independent survey consultant, the Survey aims to provide the most updated reference to assist Non-governmental Organisations (NGOs) in positioning their salary and benefits practices. Starting from 2016, salary survey is conducted annually while benefits survey is conducted biennially. However, this year, a pilot study on comparing the salary data between subvented and non-subvented organisations has been introduced, the benefit survey is therefore postponed to the next year.

In the past decades, the operating environment of the social service sector has kept on changing. The introduction of the Lump Sum Grant Subvention (LSGS) has transformed the resources management of the 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 LSG funding mode. To facilitate NGOs in determining the levels of salary and benefits with flexibility to meet their organisational requirements, more relevant and timely reference on the salary and benefits policy and strategy of the sector should be made available.

The scope of the Survey and salary data collected have been modified to cope with the changing environment and practices of the sector. In this year, the salary data cover most of the full-time staff in-post including for those whose salary scale are strictly following the Master Pay Scale (MPS). Only snapshot staff members have been excluded. Information on salary structure with both starting and maximum salaries, and detailed salary data for given job positions are covered. Apart from the availability of salary data comparison among large, medium and small organisations, salary data comparison between subvented and non-subvented organisations is newly introduced. In addition, as a pilot study, the salary data of social work positions has been collected in more details with the comparison on subvented and non-subvented posts. The enhancement has provided a clearer picture of the salary information of the benchmarked positions.

With the contributions of the Working Group members and the professional service rendered by the survey consultant, the Survey has been accomplished with satisfactory results. This year, a record high participation rate is achieved with 123 Agency Members joined. In regards of the reference date of the salary data, “31 October” has been adopted, which is the same of the past surveys. 


Objective and Scope

The objective of this Survey is to provide the most updated reference in the following areas:

  1. summary of salary data for a set of benchmarked positions in different job families;
  2. comparison of salary level in past years for each type of jobs;
  3. comparison of salary level among large, medium and small sized organisations, and subvented and non-subvented organisations;
  4. average percentage of overall salary adjustment awarded to eligible staff in NGOs;
  5. staff turnover data for a set of benchmarked positions in different job families.

The reference date of the salary data in this Survey is 31 October 2018. It covers 40,379 full-time staff in-post. A total of 64 benchmarked positions have been selected for this Survey.


Survey Methodology

The following methodology is deployed in this Survey.

Design of the Survey

The questionnaire and job descriptions for benchmarked positions are developed to:

  1. ensure adequate representation and fair interpretation of findings;
  2. collect empirical data and views from the Participants on their current practices in salary and benefits management; and
  3. identify the differences in salary and benefit management practices due to the heterogeneity of Members.

To facilitate the Participants to complete the questionnaire, the HKCSS answers enquiries on general and administration questions. Stat Solutions Co, as the survey consultant, is responsible for answering technical questions, conducting data analysis as well as maintenance of all data provided by the Participants in total confidentiality throughout the entire process.

Data Collection

All Agency Members (471 Members as of 31 August 2018) of the HKCSS were invited to participate in this Survey. A total of 123 Members returned the questionnaires to Stat Solutions Co. directly.

Data Analysis and Report

Data were entered into an electronic file for tabulation and analysed by Stat Solutions Co. in a professional and strictly confidential manner. Necessary clarifications were made by Stat Solutions Co. to resolve potential data distortion to ensure completeness, accuracy, reliability and validity. Only salary data with THREE OR ABOVE responses will be presented in the report.

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


Profile of Participants

A total of 123 Agency Members have participated this year, covering 40,379 full-time employees, which accounts for about 60.5% of employees of HKCSS Members covered in the Membership database of the Hong Kong Council of Social Service (HKCSS). Among the Participants, 47.2% of them are medium to large organisations employing 100 or more full-time staff and 55.3% are subvented Agency Members.

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Analysis of Pay Management Practice

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