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 2010 (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. analysis 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;
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 2010. 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 35 benchmarked jobs (A301 cancelled this year) 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 Task Group from HKCSS, the questionnaire and job descriptions for benchmarked jobs were developed. They are aimed to:

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

To facilitate the participating Agency Members to complete the questionnaire (Appendix, P.101), an Explanatory Note with step-by-step instructions was developed (Appendix, P.129). HKCSS representatives served as hotline support for agencies enquiries.


Data Collection and Response Rate

All Agency Members (370 agencies as of 31 October 2010) of the Hong Kong Council of Social Service were invited to participate in this Survey. A total of 80 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, 28,838 accounted for 59.3% of those 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.

Profile of Participants

Profile of Participants

A total of 80 agencies returned the completed questionnaires this year as follows:

Data Collection and Response Rate

All Agency Members (370 agencies as of 31 October 2010) of the Hong Kong Council of Social Service were invited to participate in this Survey. A total of 80 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, 28,838 accounted for 59.3% of those 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