Global staff are provided with several allowances, as established in the HR Manual to assist them in establishing themselves, their spouse and dependants in the host country .
Salary
Global staff receives a competitive salary in US dollars. There are four grade levels of global staff (ranging from the lowest which is grade D, to the highest which is grade A). Salary increment will be based on a written performance appraisal of each staff member. Staff normally begin at the bottom of the salary range. Staff are rarely paid above the midpoint.
Salary Ranges – 2006
Grade |
Minimum |
Mid Point |
Maximum |
|
A |
76,605.22 |
95,756.53 |
114,907.83 |
|
B |
61,317.96 |
76,647.45 |
91,976.94 |
|
C |
49,071.26 |
61,339.08 |
73,606.89 |
|
D |
39,273.90 |
49,092.38 |
58,910.85 |
Post Adjustment Allowance
Global staff are entitled to a post adjustment allowance for the duty post of assignment. This is based upon the UN Post Adjustment system, which is subject to revision from time to time.
Housing allowance
A monthly housing allowance is provided to assist with the cost of local accommodation. The housing support provided is 75% of the actual rental cost of accommodation to a maximum dependant on the grade of the staff member. The maximum rental set for each duty station is based on local conditions, practice, standards, costs and availability.
Vehicles
CIFOR will provide each globally recruited staff member with a suitable vehicle primarily for business use, but which may be used for reasonable personal needs as required. CIFOR is under no obligation to provide any staff member with a vehicle for exclusive personal use.
Education allowance
CIFOR will cover 75% of the cost of school attendance based on the cost of attendance at the Jakarta International School. Eligibility is limited to dependant children (natural born, legally adopted or step-children) attending pre-school or kindergarten up to attaining a first university degree or up to and including the school year in which the dependant reaches 24 years of age or marries, whichever is the earlier.
Retirement fund contribution
|
AGE |
CIFOR'S CONTRIBUTION
(% of base salary) |
|
45 and above |
20% |
|
40-44 |
16% |
|
35-39 |
12% |
|
32-34 |
8% |
|
Under 32 |
6% |
CIFOR will contribute to a retirement plan fully vested in the name of the staff member from his/her first day of employment. The plan, also administered by AIARC, provides for CIFOR contributions as follows:
Home leave travel
If assigned to a duty station outside their recognised home country, global staff members and each authorised dependant, residing with them at the duty station, are entitled to home leave travel once in each full year of service, from the contract commencement date.
Insurances
CIFOR provides a non-contributory insurance benefits package covering medical benefits and medical evacuation (staff member, spouse, and dependants), life insurance, accidental death and dismemberment, long-term disability, travel accident insurance (for staff member) re-arrange, and add the eligibility to be clearer.
Dental Benefits
CIFOR will reimburse 75% of dental costs up to a maximum payment of US$ 400 per contractual year per staff and per family member, up to a maximum of four dependants
Leave
- 30 days of vacation leave per year
- 20 sick leave days per year.
- 12 weeks maternity leave
- 2 weeks paternity leave
- 2 weeks adoption leave
- 5 days compassionate leave
Separation benefit
CIFOR provides a separation payment to assist staff who have completed their assignment with CIFOR. Separation payments are made only on the completion of two years of satisfactory service and are computed on the basis of one month's net basic salary, at the current rate, for each completed year of satisfactory continuous service up to a maximum of six month's base salary.
Travel and relocation costs
When the new staff member is appointed and moves or changes the duty station, the following is paid: air transportation, the cost of the shipment of personal effects within an established volume/weight, installation allowance and temporary living expenses for staff member and each dependent joining at the duty station.
Spouse Travel/Compensatory leave
This policy seeks to compensate globally recruited staff for the difficulties of separation from families caused by frequent travel. Compensatory benefits are available in two options. Staff members with family members at their duty post may choose either spouse travel or compensatory leave option at the beginning of their appointment, and may not change.