Job Evaluation, Grading and Salary Benchmarking Services

Brand South Africa, a Schedule 3A public entity that reports to the Department of Communication, is seeking an experienced and reputable service provider to conduct an independent review of job profiles, job evaluation, and grading or re-grading for 66 positions in its draft organisational structure. The work must use the Paterson Job Grading system and follow best practice. Some of the positions are currently occupied by temporary staff. The overall objective is a fair, transparent, equitable, competitive, and sustainable remuneration structure that supports organisational effectiveness and helps attract and retain critical talent. The service provider must also account for the Labour Relations Act and the Basic Conditions of Employment Act where applicable, and must distinguish any King IV guidance from binding legislation.

The scope of work includes evaluating and grading positions against the draft job profiles and providing a report that sets out the methodology, the recommended grade, and the motivation for each recommendation. The provider must also present job profiling and grading results to relevant business structures when requested. Salary benchmarking covers the entire organisation: the provider must collect and align relevant salary data, compare it with internal roles, and benchmark against similar industries, then document the findings in a comprehensive methodology report. A knowledge and skills transfer plan must be produced and implemented, including training for the internal Job Evaluation committee on conducting job evaluations using the Paterson system. The benchmarking exercise itself is expected to be completed within three weeks, within an overall appointment of six months that covers the complete 66-position assignment. Bidders must submit a realistic project plan showing resources, tasks, milestones, dependencies, and review periods. The work is a defined assignment rather than an open-ended retainer, and scope changes require prior written approval. Payment is made only against milestones and deliverables.

Evaluation follows the 80/20 preference point system under the Preferential Procurement Regulations. Bidders must first meet a mandatory requirement of valid membership of a relevant professional body, such as the South African Rewards Association (SARA) or WorldatWork, with a valid certificate attached. Proposals must then score at least 75 out of 100 on technical capability before price and specific goals are evaluated. Compulsory documents include a SARS PIN or tax clearance certificate, a B-BBEE certificate or sworn affidavit, a National Treasury CSD report, completed and signed SBD forms, a signed POPIA declaration, and a quotation on company letterhead with a detailed cost breakdown. Proposals are due by 12:00 on 13 November 2026. For technical queries, contact Brand South Africa through the designated email address or telephone number listed in the tender documents. For this assignment, the value lies in a credible, defensible remuneration framework that Brand South Africa can use to address pay equity, retention, and compliance.