Salary Scale

UNDP Salary Scale Survey I and II

The United Nations Development Programme (UNDP) wanted to implement a new salary scale in 2008 and 2011 to assess the Service Contract (SC) modality which as defined by the UNDP is used to hire individuals for activities which are not part of the central functions of the UNDP work program. The target market or the entities which can be considered to be comparable to UNDP was to be primarily drawn from the bilateral and NGO community. InfoPro initiated both salary scale surveys by providing UNDP with a list of employers that can be considered comparable.  InfoPro took into account that two thirds of the sample must be drawn from the public / not for profit employers such as civil service organizations and embassies, international and non-governmental organizations, educational institutions, and organizations that serve the state in-directly.  As for the private sector selection process, InfoPro tapped into the thousands of companies which span the following sectors: accounting, advertising and media, banking, engineering and construction, financial services, FMCG, freight, human resources, Information Technology, insurance, journalism, manufacturing, marketing, public relations, retail, travel and tourism, and hospitality among others. InfoPro screened these companies by assessing several criteria: 1) whether they fall into one of the main sectors of the economy 2) whether they have more than 50 employees and 3) whether they have an established salary scale / remuneration range. InfoPro, as a result of the above screening exercise, was able to provide UNDP with a listing of ten comparable companies; 7 belonging to the public sector and 3 to the private sector. InfoPro interviewed all ten companies and collected all positions available at their organization and their job descriptions in order to match them to UNDP’s SC jobs. InfoPro then assessed the compatibility of the employers’ job positions with UNDP’s SC job positions. Employers who did not have a sufficient amount of job matches with the UNDP SC jobs were discarded. InfoPro then collected information on the minimum and maximum span of remuneration for each job position available at the employers’ organization. InfoPro also assessed the effect of education and years of experience on salary variation for each job position. Data on working hours, annual leaves, and additional allowances and benefits (cash and non-cash) were also gathered. InfoPro mapped separately all cash and non-cash benefits provided by employers and quantified all allowances and benefits. After the data collection process was complete, InfoPro in coordination with UNDP selected six of the 10 employers interviewed to be retained for the SC Remuneration Survey analysis. InfoPro’s final step was to provide salary scales that fall within the 40th, 50th, and 60th percentile and established the final UNDP salary scale within the fiftieth percentile.


NGO Salary Scale Survey

One of the largest NGOs in the country was interested in evaluating its salary scale for a set number of job positions. The client commissioned InfoPro to conduct its salary scale survey. InfoPro, after extensive deliberations with the client, decided on the sectors which can be considered to be competition and which need to take part in the study. InfoPro then sent the job positions and job descriptions to comparators similar in profile to the client. Companies with a low number of matches were eliminated and in-depth interviews were conducted with the rest. During the in-depth interviews, InfoPro assessed the profile of the companies considered to be comparators and the salaries that they provide. InfoPro also investigated the company benefits and allowances provided including educational allowance, transportation allowance, housing allowance, meals, medical insurance, profit sharing schemes among other pertinent benefits. Working conditions and discrepancies in providing benefits and allowances across skill set and education were also assessed. Eventually InfoPro formulated a salary scale for the clienthighlighting its salary scale vs. the competition. The salary scale will allow client to re-assess its internal salary sale and take action accordingly


InfoPro Salary Scale Omnibus

InfoPro’s Salary Scale Omnibus assesses the salary scales, benefits / allowances, and working conditions provided by companies in Lebanon across the following sectors:

  • Accounting
  • Advertising and Media
  • Banking
  • Engineering and Construction
  • Financial Services
  • FMCG’s
  • Freight Sector
  • Hospitality
  • Human Resources
  • Information Technology
  • Insurance
  • Manufacturing
  • Public Relations
  • Retail
  • Travel and Tourism


InfoPro follows a multi-faceted methodology in the preparation for the Salary Scale Omnibus. The project kicks off by compiling a list of companies that can be considered as comparators across each sector. InfoPro then prepares a matching template that contains all job titles pertinent to the various sectors and specifically to clients that are on board the Omnibus. A job description for each job title is then prepared in coordination with clients on board. InfoPro then conducts in-depth interviews with entities selected to be potential comparators in order to assess the number of job matches (including a matching job description) that they have. Companies with a low number of job matches are eliminated. A second round of in-depth interviews are conducted with the short listed companies.  Companies are asked to provide the minimum, average, and maximum salary for each job description and all cash and non-cash benefits that they provide. Companies are also asked to provide the minimum requirements of each position and the variations that may ensue as a result of education, gender, qualifications etc.  The salaries are then compiled and salaries for each position are assessed taking into account an average 50th percentile. All cash and non-cash benefits provided by employers are mapped separately. The data of the companies on-board for the Salary Scale Omnibus will remain separate and they will be provided with two salary scales; one that assesses the salaries of the job occupations provided across their sector and another which assesses the various job occupations across sectors that they usually recruit or lose employees to.