Development of a total rewards framework, linked policy and sops for the nrf

Closing date: 30 October 2026 at 11h00am

No briefing session or site visit is mentioned in the document.

No briefing session or site visit is mentioned in the document. Bidders may submit enquiries via the contact email.

Enquiries (bidding procedure and technical information):

• Email: [email protected]
• Note: This mailbox is strictly for enquiries, not for bid submission.

Fraud alert:

• Report suspected fraud or corruption to toll-free number 0800 701 701 or SMS 39772.

Delivery address:

NRF Building, South Gate, CSIR Complex, Meiring Naudé Road, Brummeria, Pretoria, 0184.

Submission method: National Treasury e-submission portal only, using CSD login details. Login at https://admin.etenders.gov.za//Identity/Account/Login?ReturnUrl=%2F%2F, select 'tender number', enter RIISA/RFQ 2026/27:130, click the plus icon, then 'start e-submission'. Bids submitted by any other method will not be accepted.

Returnable documents (all must be completed and submitted):

• SBD 1 (Procurement Invitation): signed and completed, including SBD 4, SBD 6.1 and the signed Bid Submission Certificate form.
• SBD 4 (Declaration of Interest): discloses whether any director or shareholder is employed by the state or connected to anyone at the NRF.
• SBD 6.1 (Preference Points Claim): claims B-BBEE preference points.
• SBD 3.1 (Pricing Schedule): completed with total contract value inclusive of 15% VAT.
• Valid B-BBEE certificate or sworn affidavit (for EMEs & QSEs).
• Proof of registration on the Central Supplier Database (CSD).
• Company profile and organogram/project-team structure.
• For each key personnel role: qualification certification, CV, and proof of SARA designation/qualification where required.
• Three qualifying reference letters and contact details.
• Details of at least three relevant assignments completed within the past 3–5 years, supported by reference letters.
• Detailed method statement and project plan aligned to the six project phases.
• Description of benchmark data sources and licences/access arrangements.
• Description of analytical approach.
• Resourcing plan showing roles, allocation and availability of key personnel.
• Risk-management and quality-assurance approach.
• Change, stakeholder-engagement and knowledge-transfer approach.

Disqualification risks:

• Failure to provide or comply with any of the above particulars may render the bid invalid.
• Late bids will not be accepted for consideration.
• Bids from persons in the service of the state, or companies with directors who are in the service of the state, will not be considered.
• Any effort to influence evaluation, comparisons, or award decisions will result in rejection and disqualification.
• Fronting: if the NRF establishes potential breaches, the bidder has 7 days from notification to prove fronting does not exist; failure invalidates the bid/contract and may result in restriction from public sector business for up to 10 years.

Evaluation stages:

• Stage 1: Administrative requirements – SBD 1 (signed and completed including SBD 4, 6.1 and signed Bid Submission Certificate), valid B-BBEE certificate or sworn affidavit, pricing (SBD 3.1), CSD registration.
• Stage 2A: Minimum/Mandatory requirements – bidders must meet all minimum requirements for key personnel or be eliminated.
• Stage 2B: Written technical proposal – bidders must score a minimum of 80 out of 100 points to proceed. Bidders failing to meet the 80% threshold are eliminated.
• Stage 2C: Due diligence interviews or proof of delivery/concept against specifications (where circumstances justify).
• Stage 2D: Due diligence research – the NRF confirms reference letters with referees.
• Stage 3: Price/Preference evaluation – lowest priced bid receives maximum points (either 80 or 90), remainder ranked in relation to lowest price; preference points from SBD 6.1 are added for final ranking.
• Stage 4: Tax compliance check – recommended bidder has 7 working days to provide proof of tax compliance if non-compliant.
• Stage 5: Award and contract signing – highest combined score subject to administrative documentation.

Technical proposal criteria (Stage 2B) with weights:

• Methodology and technical approach: 20
• Relevant Total Rewards experience and track record: 20 (at least three relevant assignments in past 3–5 years, with reference letters)
• Benchmarking, remuneration analytics and data capability: 15
• Proposed team and specialist expertise: 15
• Understanding of the NRF / regulated organisational context: 10 (submit reference letter of similar work at a Schedule 3A/Public entity)
• Implementation, change and knowledge transfer: 10
• Project plan, resourcing and risk management: 10 (submit project plan with Gantt chart and risk-management/QA approach)

The National Research Foundation (NRF) requires a service provider to develop a comprehensive Total Rewards Framework, linked Total Rewards Policy, and supporting Standard Operating Procedures (SOPs) for application across the organisation.

Scope of work includes:

• Review of existing reward environment: remuneration structures, job grades, incentives, benefits, recognition practices, wellness initiatives, learning and development, performance management, flexible working, and existing policies and governance.
• Development of Total Rewards Philosophy: principles, internal equity, external market competitiveness, pay-for-performance, affordability, attraction/retention of critical skills, differentiation, transparency, and alignment with strategy.
• Development of Total Rewards Framework: financial rewards (base pay, variable pay, salary structures, incentives, allowances), benefits (retirement, medical, leave, insurance), non-financial rewards (recognition, career development, wellbeing, work-life balance), and pay structure recommendations (grades, ranges, progression, market positioning).
• Remuneration structure and internal equity: alignment of job levels with pay, salary ranges, progression principles, management of employees below/above range, and identification of pay compression or inequity.
• External market competitiveness: benchmarking against credible comparator organisations, documenting methodology, comparator group, data sources and assumptions.
• Performance and reward linkage: relationship between performance outcomes and salary progression, incentives, recognition, and controls for consistency.
• Employee value proposition: integration of financial and non-financial rewards to support attraction, retention, engagement, talent development, and wellbeing.
• Total Rewards Policy: comprehensive policy covering purpose, scope, definitions, philosophy, roles, remuneration principles, salary administration, benefits, performance-related rewards, governance, confidentiality, and compliance.
• Standard Operating Procedures (SOPs): step-by-step procedures for annual remuneration review, salary adjustments, promotions, benchmarking, performance-related rewards, incentive administration, allowances, recognition, queries/disputes, exceptions, approvals, data management, and periodic review.
• Reward governance: roles and responsibilities, authority, approvals, delegations, exceptions, review cycles, risk management, policy ownership, monitoring and reporting.

Deliverables:

• Current-State Diagnostic Report
• Total Rewards Philosophy
• Comprehensive Total Rewards Framework
• Remuneration and Benefits Benchmarking Report
• Editable Benchmarking Data Book/Analytical Workbook
• Total Rewards Policy
• Total Rewards SOPs
• Process maps, templates, forms and supporting tools
• Reward Governance and Control Requirements
• HRIS, ESS, payroll and data requirements
• Implementation and Transition Roadmap
• Final Consolidated Total Rewards Pack

All final deliverables must be provided in PDF and editable source formats (Word, Excel, PowerPoint). Analytical models and tools must include formulas, assumptions, data sources, data dictionaries, methodology, and user instructions.

Contract period: three (3) months from the day of the last signature on the contract.

Project phases (indicative):

• Phase 1: Inception and Mobilisation (weeks 1-2)
• Phase 2: Current-State Diagnostic and Market Benchmarking (weeks 3-5)
• Phase 3: Total Rewards Future-State Design (weeks 6-8)
• Phase 4: Policy, SOPs and Supporting Tools (weeks 9-10)
• Phase 5: Validation, Change Management and Implementation Planning (weeks 11-12)
• Phase 6: Finalisation, Approval and Handover (week 13)

The service provider must follow a structured six-phase methodology:

• Phase 1: Inception and Mobilisation (weeks 1-2) – project initiation, confirmation of scope and methodology, stakeholder mapping, detailed work plan, data requirements, project governance.
• Phase 2: Current-State Diagnostic and Market Benchmarking (weeks 3-5) – review of existing documentation and reward practices, data collection and analysis, remuneration and benefits benchmarking, comparator analysis, stakeholder consultations, identification of key gaps and risks.
• Phase 3: Total Rewards Future-State Design (weeks 6-8) – development of Total Rewards Philosophy and Framework, including remuneration structures, market positioning, employee value proposition, performance and reward linkage, governance requirements.
• Phase 4: Policy, SOPs and Supporting Tools (weeks 9-10) – development of Total Rewards Policy, SOPs, process maps, templates, governance controls, and supporting analytical/administrative tools.
• Phase 5: Validation, Change Management and Implementation Planning (weeks 11-12) – stakeholder validation, refinement of deliverables, change and communication planning, knowledge-transfer activities, development of implementation and transition roadmap.
• Phase 6: Finalisation, Approval and Handover (week 13) – incorporation of final comments, completion of all deliverables, governance/approval support, final presentations, knowledge transfer, handover and project close-out.

The methodology must include diagnostic activities, benchmarking and analytics, design, policy development, and implementation planning. Bidders must submit a detailed method statement and project plan aligned to the six phases.

Minimum mandatory requirements for key personnel (bidders failing to meet all minimum requirements are eliminated):

Project / Total Rewards Lead:

• NQF Level 8 or higher qualification in Human Resources, Industrial/Organisational Psychology, Business, Finance or related field.
• Minimum eight (8) years relevant experience with demonstrable senior-level experience in Total Rewards, remuneration strategy and/or Total Rewards framework development.
• Must have a recognised SARA qualification/designation relevant to reward and remuneration.
• Evidence: qualification certification, CV, proof of SARA designation.

Reward / Remuneration Specialist:

• Relevant qualification in HR, Industrial/Organisational Psychology, Business, Finance or related field.
• Demonstrated experience in remuneration and reward design, salary structures, market benchmarking, pay equity and reward analytics.
• Recognised SARA qualification/designation required.
• Evidence: qualification certification, CV, proof of SARA designation.

Change Management / HR Specialist:

• Relevant qualification and demonstrated experience in organisational change, employee engagement, HR transformation and stakeholder management, preferably within complex organisations.
• Evidence: qualification certification, CV.

HR / Reward Policy and Governance Specialist:

• Relevant qualification and demonstrated experience in developing HR/reward policies, SOPs, governance frameworks and related documentation, with knowledge of applicable employment and regulatory requirements.
• Evidence: qualification certification, CV, proof of SARA designation.

One individual may fulfil more than one specialist role but not more than two roles, provided the individual meets the minimum requirements for each role.

Quality management requirements:

• All final deliverables must be complete, internally consistent and suitable for use by the NRF following project close-out.
• Deliverables must be provided in PDF and editable source formats (Word, Excel, PowerPoint).
• Analytical models and tools must include formulas, calculations, assumptions, data sources, data dictionaries, methodology and explanatory notes, and user instructions.
• Sufficient documentation must enable the NRF to understand, operate, update and maintain the tools internally.
• Quality assurance is part of the methodology assessment (criterion 1, weight 20).

Pricing format: Complete SBD 3.1 Pricing Schedule with unit prices and total price inclusive of VAT. Total contract value (ceiling price) inclusive of 15% VAT.

Pricing conditions:

• Price schedule remains unchanged for the duration of the contract (GCC clause 17.1), with no changes, extensions, or additional ad hoc costs, except price adjustments authorised in Special Conditions.
• Firm quantities over the contract period: NRF requires firm set quantities during the current period.
• Estimated quantities: NRF may require further quantities; actual quantity and delivery time determined when needed. NRF does not guarantee ordering the entire estimated amount.
• Contract ceiling price includes both firm and potential future quantities. NRF pays only for verified deliveries/performances.
• Price quoted in South African Rands, fully inclusive of all costs including delivery to the specified delivery point, VAT, income tax, UIF contributions, and skills development levies.
• Price adjustments: rules for application are set out in Special Conditions; NRF and bidder share price risk equally.
• Preference points: pricing subject to addition of preference points as per SBD 6.1.

No bid security, bonds, guarantees, or retention mentioned in the document.

CSD registration: Proof of registration on the Central Supplier Database (CSD) is mandatory.

Tax compliance:

• Bidders must submit their SARS tax compliance status PIN or a printed TCS certificate.
• Where no TCS is available but bidder is registered on CSD, a CSD number must be provided.
• In consortia/JVs/sub-contracting, each party must submit a separate TCS certificate/PIN/CSD number.
• Bids from persons in the service of the state, or companies with directors who are in the service of the state, will not be considered.

B-bbee:

• A valid B-BBEE certificate or sworn affidavit (for EMEs & QSEs) must be submitted to qualify for preference points.
• B-BBEE minimum level: 8.
• Preference point system: 80/20 (price 80 points, B-BBEE 20 points).

Other:

• SBD 4 (Declaration of Interest) – discloses any relationship with state employees or the procuring institution.
• SBD 9 (Certificate of Independent Bid Determination) – certifies no collusion or price disclosure.
• Authority to sign / board resolution – proof of authority must be submitted.
• Foreign suppliers: complete the questionnaire on residency, branch, permanent establishment, source of income, and tax liability in RSA.

Health and safety requirements:

• All personnel performing work on NRF sites must obtain safety induction.
• Comply with the Occupational Health and Safety Act and its Regulations, and all relevant health and safety instructions from site safety personnel.
• Personal protective equipment (closed safety shoes, hard hats, height safety equipment, high visibility vests) must be worn at all times while on the work site.
• Obey all instructions, including signage, related to restricted access and speed limits.
• The contracted party is responsible for itself, its employees, and those affected by its operations in terms of the Act.
• Provide a valid Letter of Good Standing in terms of the COID Act and ensure its validity does not expire while executing the bid.
• Furnish registration number with the office of the Compensation Commissioner.
• Enter into a Section 37.2 agreement in terms of the OHS Act that the NRF drafts.
• Maintain a health and safety plan complying with the Act at the work site.
• Each team member (including sub-contracted personnel) must submit a signed indemnity form prior to entering the work site.

Contract period: three (3) months from the day of the last signature on the contract.

Special conditions of contract:

• The NRF reserves the right to terminate the agreement in whole or in part for operational reasons, with not less than 60 calendar days' written notice.
• The service provider shall not be entitled to claim compensation or damages arising from such termination, save for payment due for services satisfactorily rendered up to the effective date of termination.
• The service provider must take reasonable steps to ensure orderly handover and transition, including provision of relevant documentation, records, and assistance.

Service provider obligations:

• Exercise reasonable skill, care and diligence in rendering services.
• Deliver services during normal working hours (Monday to Friday, excluding public holidays, 08h30 to 17h00) and/or additional hours as reasonably required by the NRF.
• Not do anything that may prejudice or be adverse to NRF operations.
• Submit information and reports as specified in the agreed service request.
• Communicate in writing (mail, delivery, or email) and state contract number and purchase order number on all communication.

Performance levels:

• Milestone delivery: 100% of agreed milestones delivered by approved due date unless formally varied.
• Deliverable quality: deliverables meet scope and acceptance criteria with no material unresolved errors.
• Progress reporting: reports submitted by agreed due dates and accurately reflect status, risks and decisions.
• Responsiveness: material queries/risks acknowledged within one business day and substantive response within agreed turnaround.
• Data confidentiality: zero unauthorised disclosure or unapproved use of NRF data.
• Knowledge transfer: all agreed sessions, tools and editable materials completed before close-out.

Failure to meet performance levels may result in contractual remedies, including recovery plans and root-cause analysis.

Special conditions of contract:

• The NRF reserves the right to terminate the agreement in whole or in part for operational reasons, with not less than 60 calendar days' written notice.
• The service provider shall not be entitled to claim compensation or damages arising from such termination, save for payment due for services satisfactorily rendered up to the effective date of termination.
• The service provider must take reasonable steps to ensure orderly handover and transition.
• Service provider obligations: exercise reasonable skill, care and diligence; deliver services during normal working hours (Monday to Friday, excluding public holidays, 08h30 to 17h00) and/or additional hours as reasonably required; not prejudice NRF operations; submit information and reports as specified.
• Communication: in writing (mail, delivery, or email), stating contract number and purchase order number.
• Occupational health and safety: comply with OHS Act, obtain safety induction, wear PPE, provide COID Letter of Good Standing, enter into Section 37.2 agreement, maintain health and safety plan, submit signed indemnity forms.
• Performance levels: milestone delivery, deliverable quality, progress reporting, responsiveness, data confidentiality, knowledge transfer.

Evaluation criteria:

• Stage 1: Administrative requirements – SBD 1 (signed and completed including SBD 4, 6.1 and signed Bid Submission Certificate), valid B-BBEE certificate or sworn affidavit, pricing (SBD 3.1), CSD registration.
• Stage 2A: Minimum/Mandatory requirements – bidders must meet all minimum requirements for key personnel or be eliminated.
• Stage 2B: Written technical proposal – bidders must score minimum 80 out of 100 points to proceed.
• Criteria weights: Methodology and technical approach (20), Relevant Total Rewards experience and track record (20), Benchmarking, remuneration analytics and data capability (15), Proposed team and specialist expertise (15), Understanding of NRF/regulated organisational context (10), Implementation, change and knowledge transfer (10), Project plan, resourcing and risk management (10).