Tender: Review and Benchmark of Senior Management Remuneration and Academic Staff Salaries - University of the South Pacific
TERMS OF REFERENCE
REVIEW AND BENCHMARK OF SENIOR MANAGEMENT REMUNERATION AND ACADEMIC STAFF SALARIES AT THE UNIVERSITY OF THE SOUTH PACIFIC
– Vice-Chancellor and Deputy Vice-Chancellor
– Pro Vice Chancellors – for teaching and learning; research and innovation; planning and quality (to be filled)
– Deans of Faculties – arts and law; business and economics; science, technology and environment
– Director of Finance
Objectives of the Consultancy
(a) USP is a regional university which seeks to maintain its reputation and standing as being equivalent to a number of universities in Australia and New Zealand. This is essential for it to maintain the confidence of its member countries, to attract both undergraduate and graduate students, to attract funding from international donors and to attract and retain appropriate academic and support staff.
A key prerequisite for maintaining its reputation and standing is the need for USP to have a strong senior management team.
(b) USP considers that the remuneration for its senior managers and salaries for its academic staff should be characterised as being:
The detailed approach  for undertaking this review will be proposed by the consultant. However, USP envisages that it would include for:
1. Senior Management Remuneration
i. Identification of a “basket” of universities which are sufficiently comparable to USP whose senior management salaries / remuneration can be used as an external benchmark.  Accurate and current data would need to be obtained from the “benchmark” basket of universities.
ii. Determining the positions (public and private sector) in Fiji and other relevant member countries and their salary / remuneration that could be used as “local” benchmark data.
iii. Considering the appropriate relativities between the USP positions included in the review and the comparator data obtained in (i), (ii) above. These relativities would include consideration of the:
– Comparative “job sizing” for positions
– Market for positions
– Comparative “costs of living”
– Other matters such as maintaining the reputation and standing of USP and the affordability within the USP funding regime.
2. Academic Staff Salaries
i. Analysis and evaluation of the current international comparator index agreed by the USP Council taking into consideration the movements of the index in comparator universities over the last three years.
ii. Determination of the appropriate percentage at which USP’s academic salaries are set against this international comparator index taking into account current trends in comparator universities, the market for such positions and the economic situations of the Member Countries of the University.
The Consultant is required to consult with appropriate members of Council and staff within the University community in order to address the objectives of the consultancy .
The main output will be a report of no more than 35 pages (with Executive Summary) that contains:
1. Identification of a “benchmark” basket of universities, and applicable private and public institutions and positions, to be used to determine salaries and remuneration of the senior management team
2. Proposals for alternative levels of salaries and remuneration with a view to arriving at a more appropriate and consolidated “total remuneration package” for senior manager positions
3. A clear analysis and evaluation of the appropriateness of:
(i) the international comparator index agreed to by the USP Council for academic and comparable staff
(ii) the percentage at which USP’s academic salaries are set against this comparator index
and recommendations for changes to (i) and (ii) above, for consideration by the University Council
A draft report will be prepared for USP and following its consideration, a final report will be required by mid June 2009.
The consultant should have:
(a) relevant capability and experience to complete the review
(b) knowledge and experience in carrying out similar salary and remuneration reviews for senior management and academic positions
(c) sound knowledge and experience of assessing job sizing and comparators and to distinguish and set appropriate benchmarks
(d) knowledge of the Pacific Region and the role of higher education in the region would be an advantage
The expected timeframe for this consultancy is a maximum of 35 days
A draft report is required by 22 May 2009. Comments will be provided within 10 days and the final report submitted by 12 June 2009.
Lines of Accountability
The consultancy will be supervised by the USP Council Task Force and Vice-Chancellor through the Project Manager.
Consultants wishing to tender for this contract should send a detailed Curriculum Vitae, with a covering letter detailing expertise and previous experience of similar reviews, scope of the work to be undertaken, details of other consultants to be used, key activities, tasks, stages and timelines for the review, proposed methodology, costing and confirmation of availability to The Registrar, University of the South Pacific, Private Mailbag, Laucala Campus, Suva, Fiji Islands.
Tenders may be submitted by email to: governanceproject(at)usp.ac.fj by the closing date with a copy being mailed to the above address.
Tenders close 4.00pm on Thursday 30 April 2009