Merit Increases
While the overall compensation schedule will be monitored and reviewed regularly, merit increases based on satisfactory or higher performance will be recommended annually in conjunction with the employee’s performance. The amount of merit increase will be determined by a percentage established each fiscal year by the organisation. All salary changes must be approved in writing by the Executive Director. The People Management Lead is responsible for communicating merit increases to the staff.
New Positions
Salaries for all employees will be based on the job cadres. The People Management Lead is responsible for conveying all salary information to employees and candidates. New employees who meet the minimum education and work experience requirements are hired at the entry level for their position. However, AfriLabs may consider additional factors, such as relevant work experience, when determining placement within the salary scale. Any deviations from the designated cadre/ level will be reviewed based on organizational needs, performance, and approval from the Chief Operating Officer.
New Employees and Transfers
The People Management Lead in consultation with the Hiring Manager, is responsible for determining the band level of a new position after a job description for the new position has been drafted and submitted to People Management.
Inflation Adjustment
AfriLabs will monitor the annual inflation rate. Remuneration for AfriLabs staff will be adjusted to reflect inflationary changes in the preceding year if budgetary considerations permit. The Executive Director will make the final determination on whether inflation adjustment should be made or not, and if so at what rate and the effective date. Only regular and confirmed staff as of the time of the adjustment will be entitled to the inflation adjustment. Staff on probation on the date of inflation adjustment will receive this adjustment with effect from the date of their confirmation.
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