Salary benchmarking, payscale design, skills audit and placement services – film and publication board

Bidding procedure enquiries:

• Contact: Makhosazana Hlatshwayo
• Email: [email protected]
• Telephone: 012 003 1400

Technical enquiries:

• Contact: Makhosazana Hlatshwayo
• Email: [email protected]
• Telephone: 012 003 1400

Submission address:

ECO Glades 2, 420 Witch Hazel Ave

ECO Park, Centurion, 0169

Submission method: email

Submission email: [email protected]

Closing date: 08 October 2026 at 12:00 pm

Quotations must be valid for 60 days.

All prices must be VAT inclusive.

Returnable documents (neatly attached as annexures):

• Tax Clearance Certificate or Unique PIN
• Proof/supporting documents for specific goal claims (CIPC, CSD full report, sworn affidavit/B-BBEE level)
• Standard Bidding Documents: SBD1, SBD4, SBD6.1
• Tax compliant CSD report
• Comprehensive proposal or quotation responding to the RFQ

Disqualification risks:

• Late submissions will not be accepted.
• Bids must be submitted on official forms (not re-typed).
• False information may lead to recovery of costs, cancellation of purchase order, and damages.
• Bids from persons in the service of the state, or companies with directors who are, will not be considered.

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

Specific goals points:

• B-BBEE level: Level 1 = 9, Level 2 = 8, Level 3 = 7, Level 4 = 6, Level 5 = 5, Level 6 = 4, Level 7 = 3, Level 8 = 2, Non-compliant = 0
• EME/QSE: 2 points
• 51% women-owned: 3 points
• 51% youth-owned: 4 points
• 51% owned by persons with disabilities: 1 point
• Gauteng: 1 point

Functional evaluation (as per document):

• Company Experience: 5% weight. 0 points for less than 10 years; 3 points for company profile indicating 10 years of relevant working experience in salary benchmarking.

Further evaluation criteria are detailed in the tender document.

The Film and Publication Board requires a service provider for salary benchmarking, pay-scale design, skills audit, and placement services.

Organisational context:

• Current staff complement: 82 employees (including 3 outsourced positions).
• Previous approved establishment: 101 positions.
• Anticipated revised establishment: not exceeding 120 positions.
• FPB uses the Paterson Job Evaluation System.

Scope of work:

Salary benchmarking and pay-scale design:

• Benchmark remuneration, match positions to comparator rules, conduct market survey.
• Develop salary scales and ranges with notches/percentiles for all salary levels.
• Develop implementation plan from old to new pay-scale, including cost implications and management of outliers.
• Conduct Equal Pay for Work of Equal Value analysis and audit of jobs.
• Present reports and consolidate consultation inputs to management/governance structures.
• Compile and present handover report.

Skills audit:

• Develop skills audit methodology/framework for management approval.
• Develop change management strategy.
• Conduct skills audit awareness sessions and line manager alignment workshops.
• Conduct skills audit for all staff and provide recommendations.

Placement:

• Develop Migration and Placement Plan with Placement Criteria (MPPPC) for management approval.
• Facilitate placement processes, appeals/objections, and produce close-out report.
• Management retains final decision-making authority.
• Review related policies and strategy (Reward and Recognition, Remuneration, Job Evaluation/OD, Remuneration Strategy).

Project timeline: maximum of 3 months.

Service provider must demonstrate knowledge of labour legislation, codes of good practice, employment equity, and HR governance frameworks.

Technical proposal must include:

• Proposed process, methodology, key stakeholders, stakeholder consultation and communication, change management, and quality assurance.
• Project plan with project phases, activities, strategic risks and mitigation measures, identified stakeholders, consultations, change management, and timelines for a maximum of three months.
• Access to credible and current SA salary database, including strong representation of schedule 3A entities.

Company experience:

• Minimum of 10 years in salary benchmarking, pay-scale design, skills audit, and placement in a corporate organisation, public sector, or state-owned entities.
• Experience in benchmarking jobs, job grading systems (Paterson System), conducting organisational skills audit, assessing employees against job requirements, developing skills and competency metrics.
• Minimum of five similar assignments completed, with details of organisations, scope, duration, completion dates, and contact references.

Team Leader/Project Leader:

• Minimum National Diploma or Bachelor's Degree in HR Management, Industrial Psychology, Organisational Development or equivalent.
• Minimum 10 years' experience in the relevant fields.
• Valid registration with SARA, SABPP, IPM, or HPCSA.

Team Members:

• Minimum National Diploma or Bachelor's Degree in relevant field.
• Minimum 5 years' experience in the relevant fields.

Attachments: CVs with signed references, less than six months certified ID, qualifications, and professional registrations.

Pricing Schedule must include a breakdown of activities for salary benchmarking and pay-scale design, skills audit, and placement. The financial proposal must include a detailed cost breakdown for each project phase, activity, deliverable and/or milestone, aligned with implementation timelines. Total contract price must include all costs necessary for complete delivery, including overheads and disbursements, and must be reflected in the Grand Total Pricing Schedule. Ad hoc services must be priced separately and not included in the total contract price. Service providers must disclose all assumptions, exclusions, and additional costs. The estimated number of positions may vary between 82 and 120; quotes must be based on this flexibility.

Pricing format: comprehensive and detailed financial proposal aligned with scope, deliverables, phases, and timelines.

• Detailed cost breakdown for each project phase, activity, deliverable, and/or milestone.
• Total contract price must include all costs necessary for complete delivery, including overheads and disbursements.
• Total contract price must be reflected in the Grand Total Pricing Schedule.

Ad hoc services:

• Provide indicative schedule of rates/costs for potential ad hoc services.
• Must be presented separately from main financial proposal and total contract price.
• Not included in Grand Total Pricing Schedule or total tender price.
• Only applicable when formally requested and authorised in writing.

Assumptions and exclusions:

• Must disclose all assumptions, exclusions, conditions, and additional costs.
• Any costs not expressly disclosed are deemed included in total contract price.

Flexibility: estimated number of positions may vary between 82 and 120; quotes must be based on this flexibility.

Tax compliance:

• Submit SARS Tax Compliance Status PIN or printed TCS certificate.
• If no PIN, provide CSD number.
• Consortia/JVs/sub-contractors: each party must submit separate TCS certificate/PIN/CSD number.

B-bbee:

• B-BBEE status level verification certificate or sworn affidavit (for EMEs & QSEs) must be submitted to qualify for preference points.
• B-BBEE level determines specific goal points (see evaluation criteria).

CSD: Full CSD report required.

CIPC: Proof of CIPC registration required for specific goal claims.

State service: Bids from persons in the service of the state, or companies with directors who are, will not be considered.

Standard forms:

• SBD1 (Invitation to Bid): bidder and contact details, signed as offer cover page.
• SBD4 (Declaration of Interest): discloses whether any director/shareholder is employed by the state or connected to anyone at the procuring institution.
• SBD6.1 (Preference Points Claim): claims B-BBEE points under the PPPFA 80/20 system.
• SBD7 (Contract Form): successful bidder will be required to fill in and sign.

The successful bidder will be required to sign a written contract form (SBD7). The bid is subject to the Preferential Procurement Policy Framework Act, 2000, the Preferential Procurement Regulations, 2017, the General Conditions of Contract (GCC), and any applicable special conditions. False information may lead to recovery of costs, cancellation of purchase order, and damages. The organisation may conduct reference checks and verify qualifications of the preferred bidder's team.

Bidder requirements: proven experience in salary benchmarking, pay-scale design, skills audit and placement. Key competencies include sound knowledge of remuneration principles, ability to conduct salary benchmarking, design salary structures, conduct pay equity analysis, identify remuneration anomalies, apply job evaluation methodologies (Paterson), and link job evaluation to remuneration. For skills audit: assessing qualifications, identifying skills gaps, matching employee capability to future job requirements, identifying development and training needs. For placement: matching employees to suitable positions, objective and fair placement methodology, managing sensitive placement processes.