Job evaluation, grading and salary benchmarking for brand south africa — supply chain management service provider

Closing date: 13 November 2026

Closing time: 12:00

No compulsory briefing or site visit is specified.

Technical enquiries

• Email: [email protected]
• Telephone: 011 483 0122

Supply chain enquiries

• Email: [email protected]
• Telephone: 011 483 0122

Submission

• Email: [email protected]

Brand South Africa head office

103 Central Street

Houghton

Gauteng

South Africa

Postal address

PO Box 87168

Houghton

2041

Gauteng

Submission method: email

Submission email: [email protected]

Closing time: 12:00

Returnable documents (failure to submit any leads to disqualification):

• SARS tax compliance status PIN or tax clearance certificate.
• B-BBEE certificate or sworn affidavit.
• National Treasury Central Supplier Database (CSD) report.
• Completed and signed SBD forms.
• Signed POPIA consent form.
• Quotation on company letterhead.
• SBD 3 pricing schedule, completed per the cost components and returned with the bid.
• SBD 4 (Bidder's Disclosure): declares any state employment or relationship with the procuring institution and any interest in other CSD-registered enterprises; a false declaration disqualifies the bid.
• SBD 6.1 (Preference Points Claim): claims the 20 specific-goals points; must be supported by the CSD report and a certified B-BBEE certificate or sworn affidavit, failing which zero specific-goals points are scored.

Proposal content to include:

• Company profile showing years in business, track record, client base, geographic reach and capacity.
• Minimum of 3 reference letters on client letterhead, signed, with organisation name, contact person and contact details, for similar services delivered within the last 8 years.
• Technical proposal covering approach and methodology for job evaluation, salary benchmarking and reporting/close-out.
• Project plan with team, tasks, timelines, milestones, number of resources deployed and ability to compress the timeline.
• Detailed CVs and certified copies of qualifications for the project leader and team members.
• Valid professional membership certificate (SARA, World at Work or equivalent).
• Detailed budget breakdown on company letterhead.

Preference point system: 80/20 (price 80 points, specific goals 20 points).

Phase 1 — Mandatory:

• Valid professional membership of a relevant body (South African Rewards Association, World at Work or equivalent), with certificate attached.
• Bidders failing any mandatory requirement are excluded from further evaluation.

Phase 2 — Technical/functional (100 points):

• Minimum qualifying score: 75/100. Bidders below 75 are not evaluated on price and specific goals.
• Company experience (10 points): proven job evaluation and salary benchmarking work for a public entity; under 5 years = 0, 5–9 years = 5, 10 years or more = 10.
• Reference letters (15 points): minimum 3 letters for similar services within the last 8 years; 3–4 letters = 4, 5–6 = 8, 7–8 = 12, more than 8 = 15.
• Approach and methodology (30 points): job evaluations (0–10), salary benchmarking (0–10), reporting and close-out (0–10).
• Project plan (15 points): realistic plan with team, tasks, timelines, milestones, number of resources and ability to deliver within a shorter period if required.
• Capacity and experience of team and project leader (30 points): years of similar experience — under 5 years = 0, 5–6 years = 5, 7–9 years = 10, 10 years or more = 15; qualification — degree in Human Resources, Psychology or equivalent = 15, diploma = 7.5. No points where the CV does not evidence the experience or qualification.

Phase 3 — Price and specific goals (100 points):

• Price: 80 points, based on the detailed budget breakdown.
• Specific goals: 20 points, claimed on SBD 6.1.
• Specific goals allocation: 100% black-owned = 10 points; exempted micro enterprise (annual turnover below R10 000 000) = 10 points.
• No CSD report or B-BBEE certificate/sworn affidavit means zero specific-goals points.

Scope

• Independent review of job profiles, job evaluation and grading/re-grading on the Paterson Job Grading system, plus external salary benchmarking, for 66 positions.
• Positions are set out in Annexure A: Draft Brand SA Organisational Structure; some are currently filled by temporary staff.

Deliverables

• Evaluate and grade positions against the draft job profiles.
• Report setting out the methodology, recommended grade and motivation for each recommendation.
• Presentation of job profiling and grading results to relevant business structures on request.
• Salary benchmarking across the whole organisation: collect and align salary data, compare it with internal roles, benchmark against similar industries, and document the findings.
• Comprehensive report on the benchmarking methodology and findings.
• Knowledge and skills transfer plan, implemented within the assignment, including training the Job Evaluation committee to conduct evaluations on the Paterson system.

Standards and framework

• Output must support a fair, transparent, equitable, competitive and sustainable remuneration structure that aids attraction and retention of critical talent.
• Must align with the Labour Relations Act, Basic Conditions of Employment Act, Employment Equity Act, POPIA, Brand South Africa's Human Capital and Remuneration Policies, and DPSA guidelines.
• King IV may be used as guidance only, distinguished from binding legislation and checked against Brand South Africa's governance framework.

Duration and delivery

• Contract period: 6 months from the agreed commencement date, covering the full 66-position assignment.
• The benchmarking exercise itself must be completed within 3 weeks.
• Defined assignment, not an open-ended retainer; scope changes need prior written approval through the delegated process.
• The successful bidder works under a Brand South Africa representative and must follow the organisation's Code of Conduct and guidelines.

The technical proposal must set out the approach to delivering the assignment, covering:

• Job evaluations (0–10 points).
• Salary benchmarking (0–10 points).
• Reporting and close-out (0–10 points).

It must show the strategies, the qualifications and individual experience of the resources assigned, and the work plans for the project duration.

A separate project plan (15 points) must show the proposed team, tasks, timelines and milestones, state how many resources will be deployed, and demonstrate the ability to shorten the timeline if unforeseen circumstances require it.

Company

• Proven experience in job evaluation and salary benchmarking for a public entity.
• Company profile showing industry experience, years in business, track record, specialised knowledge, client base, geographic reach, capacity and resources.
• Years in business scored: under 5 = 0; 5–9 = 5; 10 or more = 10 points.

References

• Minimum 3 reference letters for the same type of service, within the last 8 years, signed on client letterhead with organisation name, contact person and contact details.
• Scored: 3–4 = 4; 5–6 = 8; 7–8 = 12; more than 8 = 15 points.

Team and project leader

• Detailed CVs for the team and project leader evidencing years of similar experience: under 5 = 0; 5–6 = 5; 7–9 = 10; 10 or more = 15 points.
• Qualification: degree in Human Resources, Psychology or equivalent = 15 points; diploma = 7.5 points; certified copies must be attached.
• No points are awarded where the CV does not evidence the experience or qualification.

Mandatory

• Valid professional membership certificate from SARA, World at Work or an equivalent body.

Pricing is submitted on SBD 3 and must follow the scope of work. Line amounts exclude VAT; the total includes VAT.

Cost components to price:

• Job-profile review for 66 positions.
• Paterson job evaluation and grading for 66 positions.
• External salary benchmarking for 66 positions.
• Reports, moderation, presentations and implementation recommendations.
• Sundry and other expenses, with inclusions disclosed.
• Subtotal excluding VAT, VAT where applicable, and total including applicable taxes.

A detailed cost breakdown on company letterhead must accompany the schedule. Prices must be valid for at least 90 days.

Pricing

• Complete the SBD 3 pricing schedule by cost component: job-profile review (66 positions); Paterson job evaluation and grading (66 positions); external salary benchmarking (66 positions); reports, moderation, presentations and implementation recommendations; sundry and other expenses with inclusions disclosed.
• Line prices exclude VAT; the total price includes VAT.
• Provide a detailed cost breakdown on company letterhead.
• Quoted prices must remain valid for at least 90 days.

Payment

• Payment within 30 days of a substantiated invoice for work done to Brand South Africa's satisfaction.
• Payment is against completed milestones and deliverables in the project implementation plan agreed at inception.

No bid security, performance guarantee or retention is specified.

Mandatory eligibility and evidence

• Valid professional membership of SARA, World at Work or an equivalent body, with certificate.
• CSD registration, evidenced by a National Treasury Central Supplier Database report.
• SARS tax compliance status PIN or tax clearance certificate.
• B-BBEE certificate or sworn affidavit; required both to claim specific-goals points and as a compulsory submission.
• Completed and signed SBD forms and signed POPIA consent form.
• Bidders listed on the Register for Tender Defaulters or the List of Restricted Suppliers are automatically disqualified.

Disqualification risks

• Any compulsory document missing: tax compliance, B-BBEE evidence, CSD report, signed SBD forms, POPIA form, quotation on letterhead.
• Failure to disclose all active CSD-registered companies linked to directors on SBD 4.
• Failing the mandatory phase or scoring below 75/100 on technical.
• Late submission after 12:00 on 13 November 2026.

Contract period: 6 months from the agreed commencement date, including the 3-week execution period, covering all 66 positions.

• Brand South Africa may extend the closing date in exceptional circumstances.
• Submitted proposals and subsequent information are not returned.
• The adjudication process does not commit Brand South Africa to proceed with any proposal.
• Brand South Africa may amend the RFP; changes are communicated only to firms that responded, and no reliance may be placed on information from any other source.
• Submissions are treated in strict confidence.
• Brand South Africa may decline to enter into any relationship and will not correspond on submissions; it may close the process, proceed on a different basis, or make no appointment.
• Bidders bear their own proposal costs.
• Brand South Africa may validate all claims made in proposals.
• Scope changes require prior written approval through the delegated process.
• The successful bidder works under a Brand South Africa representative and must comply with the organisation's Code of Conduct and guidelines.

Evaluation runs in three phases under Brand South Africa's Supply Chain Management policy and the Preferential Procurement Regulations, 2022.

Phase 1 — Mandatory: valid professional membership certificate (SARA, World at Work or equivalent). Non-compliant bids are excluded.

Phase 2 — Technical (100 points, minimum 75 to proceed):

• Company experience: 10 points (under 5 years 0; 5–9 years 5; 10 years or more 10).
• Reference letters: 15 points (3–4 = 4; 5–6 = 8; 7–8 = 12; more than 8 = 15), minimum 3, for similar services within 8 years, signed on client letterhead with contact details.
• Approach and methodology: 30 points (job evaluations 0–10; salary benchmarking 0–10; reporting and close-out 0–10).
• Project plan: 15 points, including team, tasks, timelines, milestones, resources deployed and ability to shorten the timeline.
• Team and project leader capacity: 30 points (experience under 5 years 0; 5–6 years 5; 7–9 years 10; 10 years or more 15; degree 15; diploma 7.5), evidenced by CVs and certified qualifications.

Phase 3 — Price and specific goals (100 points): price 80, specific goals 20. Specific goals: 100% black-owned 10 points; EME with turnover below R10 000 000 10 points. Claims require SBD 6.1 plus CSD report and B-BBEE certificate or sworn affidavit; without them, zero points.