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NGOs Salary Survey and NGOs Benefit Survey

NGOs Salary Survey and NGOs Benefit Survey 2014

NGOs Salary Survey and NGOs Benefit Survey 2014

Introduction

The Hong Kong Council of Social Service (the "HKCSS") has conducted annual NGOs Salary Survey (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 Organizations (NGOs) in positioning their salary and benefits strategies to attract, motivate, reward and retain staff and revamping the relevant human resources management practices to meet the challenging operating environment. This year, the Survey includes the benefit survey which is conducted biennually.

In the past decade, 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 new funding mode. To facilitate NGOs in determining the levels of salary and benefits with flexibility to meet their organizational requirements, more relevant and timely reference on the salary and benefits policy and strategy of the sectors should be made available.

The scope of the survey and salary data covered have been being modified to cope with the changing environment and practices of the sector. Apart from covering the salary data of full-time staff in-post whose salary structure does not strictly follow the Master Pay Scale (the "MPS"), more comprehensive information on salary structure with both starting and maximum salaries has also been collected since 2012. The enhancement provides a better understanding on the salary structure of the benchmarked positions of the sector. Without the contributions from the Participants and the Working Group, and the professional service rendered by the survey consultant, the Survey cannot be accomplished to provide the social service sector with valuable reference on the practices on salary and benefits. Over the past years, the participation has doubled its rate. This year, 97 Members have participated, with 11 of them being new participants.

One special remark has to be made this year. Regarding the salary data, special attention should be paid on the salary adjustment part as the delay in civil service pay adjustment this year may have implications to the practices of some of the Participants receiving LSGS. LSGS is one of the important factors underlying their salary adjustment, which could normally be reflected in the Survey. However, such factor cannot be truly reflected this year since Participants may adopt different approaches in response to the delay.


Objective and Scope

The objective of this Survey is to provide NGOs with the most updated reference on the following issues:

  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 position (which salary structure do not strictly follow the MPS);
  3. average percentage of overall salary adjustment awarded to eligible staff in NGOs as a result of the regular salary review;
  4. benefits offered to different categories of staff and
  5. summary of findings of human resources management practices among the NGOs.

The reference date of the salary data in this Survey is as of 31 October 2014. It covers 27,155 full-time staffs in-post whose salary structure do not strictly follow the MPS. A total of 46 benchmarked positions have been selected for this Survey.


Survey Methodology

The following methodology was 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 Participants.

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 and Response Rate

All Members (424 Members as of 25 September 2014) of the HKCSS were invited to participate in this Survey. A total of 97 Members returned the completed questionnaires to Stat Solutions Co. directly.

Data Analysis and Report

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

Profile of Participants

A total of 97 Members participated in the survey this year, covering 35,710 full-time staff. Among them, 76.0% are those who employed under salary structures which do not strictly follow the MPS. With reference to the Directory of Social Service Organizations in Hong Kong 2009, the number of full time staff covered in this survey accounts for about 70.0 % of employees in the social service sector.


Analysis of Pay Management Practice

Analysis of Pay Management Practice

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