(TOR) Consultancy Service to Develop Organizational Structure, Career Structure, and Compensation & Benefits Manual

Terms of Reference (TOR)   Consultancy Service to Develop Organizational Structure, Career Structure, and Compensation & Benefits Manual   Introduction   The Income Generating Activities of the Ethiopian Economics Association (EEA-IGA) was established in 2020 as the commercial and business arm of the Association, in accordance with relevant legal provisions that allow associations to engage in lawful income-generating activities to support the core activities of the Association.  Since its establishment, EEA-IGA has evolved from a primarily rental-based revenue model into a diversified business unit operating in several service areas, including office rental, training room and conference hall rental, catering and restaurant services, as well as consultancy and training services.  Over the past five years, EEA–IGA has experienced significant growth in revenue, staffing, infrastructure modernization, and business diversification. However, rapid operational expansion, increasing organizational complexity, inflation-driven salary pressures, and the existence of outdated or misaligned organizational arrangements now necessitate a comprehensive review and redesign of the current organizational structure and compensation framework.  Furthermore, the previous organizational structure and related manual were originally developed based on a college-style operational model that was planned but never fully implemented. As a result, the current structure does not adequately reflect the present operational realities, functional responsibilities, and the business-oriented nature of the IGA.  In addition, EEA–IGA has recently developed a Five-Year Strategic Business Plan (2025–2030), which outlines its future growth directions and operational priorities. In light of this strategic direction, it has become necessary to undertake a comprehensive review of the existing organizational structure, salary scale, and employee benefit packages.  The objective is therefore to design a new and modern organizational and career structure that ensures internal equity and external competitiveness while also providing clear career pathways that attract, motivate, and retain a competent and high-performing workforce.  Aligned with the 2025–2030 Strategic Plan, which focuses on financial sustainability, operational excellence, asset optimization, and institutional strengthening, EEA–IGA seeks to develop a modern, transparent, and performance-based Organizational Structure, Career Structure, and Compensation & Benefits Manual that will guide its institutional development and human resource management in the coming years.  Purpose of the Assignment   The primary purpose of this assignment is to design a comprehensive and integrated Organizational Structure, Career Structure, Job Grading System, Salary Scale, and Benefits Framework that:  Supports IGA’s business-oriented mandate  Ensures internal equity and external competitiveness  Strengthens organizational efficiency and accountability  Provides clear career progression pathways  Aligns with the 2025–2030 Strategic Plan  Objectives of the Assignment   The Consultant shall:  Review and assess the current IGA organizational structure and staffing framework.  Identify structural inefficiencies, redundancies, overlaps, and role ambiguities.  Design a new business-oriented organizational structure aligned with IGA’s strategic priorities.  Develop clear career progression pathways across operational, technical, and managerial tracks.  Establish a transparent job grading framework based on responsibility, complexity, and organizational impact.  Develop a market-aligned salary scale and benefits structure, benchmarked against comparable commercial service providers, income-generating units of non-profit institutions, and relevant business operators, local and international.  Produce a comprehensive Organizational Structure, Career Structure, and Compensation & Benefits Manual.  Scope of Work   Organizational Structure Review and Redesign   The Consultant shall:  Review current reporting lines, units, and staffing arrangements.  Align the structure with existing IGA’s core business units and new business ventures to be pursued:  Propose an optimal span of control and management structure.  Clarify roles, reporting relationships, and decision-making authority.   Job Description and Specification Manual   The Consultant shall:  Review and prepare job descriptions for all positions.  Develop standardized job description templates.  Clearly define: Roles and responsibilities, Qualifications and competencies, Reporting relationships, and Key Performance Indicators (KPIs)  Ensure consistency across operational, technical, and professional positions.   Job Grading and Career Structure   The Consultant shall:  Develop a structured job grading system.  Establish horizontal and vertical career progression pathways.  Define promotion criteria and advancement requirements.  Integrate performance evaluation mechanisms into career progression.   Salary Scale and Benefits Framework   The Consultant shall:  Conduct salary benchmarking against:  Income-generating arms of associations and institutions  National and international institutions with income-generating models  Comparable business operators in relevant sectors  Develop a structured salary scale linked to job grades.  Propose a comprehensive benefits framework.  Provide recommendations to gradually address inherited high payroll burdens.   Stakeholder Engagement and Validation   The Consultant shall:  Conduct consultations with key stakeholders, including: IGA Management, Finance Team, and Unit Heads.   Facilitate validation workshops.  Present draft and final manuals for review and approval.