What is the new program?

The IRC is changing from a ‘grade’ system to a ‘band’ system. In the new program, positions will be grouped into one of ten bands.

How will this change affect my salary?

There will be no immediate change to your salary. Supervisors will take the new salary system into account during the next merit increase period and, in some cases, will review salaries for their competitiveness in the market and may recommend a change. If an employee is receiving salary considerably above the market rate, the employee’s future salary increases may be limited - but the new program WILL NOT REDUCE any employee’s salary, either now or in the future. In general, the flexibility of the bands facilitates both promotions and salary growth, because you would not have to move to the next higher salary band to receive a promotion or salary increase.

What positions are included in the new compensation structure?

All Resettlement, Headquarters and overseas (other than national staff hired in country) positions are included in the new structure.

Why is the IRC making this change?

Making this change has given us the opportunity to completely review jobs and salary levels in the organization.

We want to stay competitive with our peers, reward performance, and attract the best-qualified candidates for jobs at the IRC. The new compensation program uses market research to ensure that our salary levels are competitive and consistent with job content and requirements. This program emphasizes and encourages excellence by rewarding individual and group contributions, including performance which supports IRC’s values, such as excellence, diversity, teamwork, flexibility, innovation, fiscal responsibility and leadership. The system encourages transparency and clarity in compensation.

Does the new system allow for differences in cost of living in the various cities IRC employees live and work?

Yes, there are 3 clusters.

• Positions in New York City, Oakland, San Francisco and San Jose are in Category 1.
• Positions in Baltimore, Boston, Fresno, Los Angeles, Sacramento, San Diego, Seattle and Washington DC are in Category 2.
• Positions in Abilene, Boise, Charlottesville, Dallas, Decatur, Miami, Phoenix, Salt Lake City, Tucson and overseas locations (other than national staff hired in country) are in Category 3.

Will this change affect IRC’s performance management system?

No, the performance management system will remain unchanged.

How can I learn more (including details of the salary bands)?

Please read the Compensation Q & A page for more answers to questions we think you will have. And of course you can learn more by speaking with your supervisor.