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Education in Crisis
Job Classification Levels
For Learning Everywhere
We are committed to building a diverse, gender-balanced workforce that embodies our core programmatic values of Passion, Dedication, Inclusivity, Innovation and Accountability ((PDiiA).
The EiC Job Grading & Classification Framework is part of the Founding Documents that established a structured framework for evaluating job roles within the organization. It ensures consistency, transparency, and equity in remuneration and career progression. This system aligns job responsibilities with skills, experience, and performance expectations.
Job Classification Levels
Compensation Philosophy
3.1 Purpose
Education in Crisis (EiC) is committed to providing fair, equitable, transparent, and sustainable compensation that enables the organization to attract, motivate, develop, and retain talented professionals while ensuring responsible stewardship of donor and organizational resources.
EiC recognizes that its people are its greatest asset. Accordingly, compensation is designed not only to reward work performed but also to recognize professional competence, responsibility, leadership, performance, and contribution to advancing EiC’s mission.
Compensation at EiC is guided by the principles of equity, consistency, accountability, affordability, and long-term organizational sustainability.
3.2 Compensation Principles
EiC’s compensation system is guided by the following principles:
a) Equal Pay for Equal Work
Employees performing substantially similar work with comparable qualifications, responsibilities, and performance shall receive equitable compensation regardless of nationality, gender, ethnicity, disability, religion, or other protected characteristics.
b) Job Value Determines Pay
Compensation is based primarily on the value of the position to the organization rather than on the individual occupying the role.
Salary levels are determined through EiC’s Job Architecture & Grading Framework, considering:
- Scope of responsibility;
- Complexity of work;
- Decision-making authority;
- Technical expertise required;
- Leadership responsibilities;
- Organizational impact.
c) Internal Equity
EiC maintains consistent salary relationships across comparable positions and grades to promote fairness, transparency, and staff confidence in the compensation system.
d) External Competitiveness
Where financially feasible, EiC aims to position its salaries competitively against comparable humanitarian, development, and nonprofit organizations operating within the relevant labour market.
Benchmarking may consider:
- National NGOs;
- International NGOs;
- United Nations agencies;
- Academic and research institutions;
- Local labour market conditions.
e) Financial Sustainability
Compensation decisions shall reflect EiC’s financial capacity and commitment to prudent management of donor and unrestricted resources.
Salary commitments shall not compromise the organization’s ability to deliver programmes or maintain long-term financial stability.
f) Performance and Growth
While salary bands are determined by job grade, progression within a salary band may be influenced by:
- Performance;
- Professional development;
- Experience;
- Increased responsibilities;
- Organizational contribution.
g) Transparency
The methodology used to determine salary grades and salary bands shall be documented and consistently applied across the organization.
Employees shall have access to information regarding their grade classification and applicable salary band
h) Local Leadership
EiC values locally led development and seeks to build strong national leadership across its countries of operation.
Compensation practices shall support the recruitment, development, and retention of qualified national professionals while recognizing situations where international expertise is strategically required.
3.3 Total Rewards Philosophy
EiC recognizes that meaningful employment extends beyond financial compensation.
Accordingly, the organization seeks to provide a balanced total rewards package that may include:
- Competitive salary;
- Professional development opportunities;
- Leadership opportunities;
- Learning and mentoring;
- Flexible work arrangements where appropriate;
- Employee wellbeing initiatives;
- Recognition awards;
- Long-service recognition;
- International collaboration opportunities.
3.4 Stewardship of Donor Resources
As a humanitarian organization, EiC acknowledges its responsibility to manage entrusted resources with integrity.
Compensation shall therefore balance organizational competitiveness with prudent financial management, ensuring that resources remain primarily directed toward advancing EiC’s mission while maintaining a capable and motivated workforce.
3.5 Commitment
EiC is committed to maintaining a compensation system that is:
- Fair;
- Transparent;
- Consistent;
- Merit-based;
- Inclusive;
- Financially responsible;
- Aligned with humanitarian values; and
- Supportive of the organization’s long-term vision of advancing learning where it is needed most.
Through this philosophy, EiC seeks to build a workforce that is motivated not only by remuneration but also by purpose, professionalism, and a shared commitment to transforming educational opportunities for children and young people affected by crisis.
For Learning Everywhere.
Performance and Progression
4.1 Purpose
Education in Crisis (EiC) is committed to fostering a high-performing, learning-oriented workforce where career progression is based on demonstrated performance, professional competence, leadership potential, and organizational contribution.
Performance and progression are designed to motivate excellence, encourage continuous learning, recognize achievement, and strengthen EiC’s ability to deliver quality programmes and services.
4.2 Performance Philosophy
EiC believes that outstanding performance extends beyond completing assigned tasks. It reflects an individual’s ability to uphold the organization’s values, collaborate effectively, innovate, demonstrate accountability, and contribute meaningfully to improving learning opportunities for children and communities.
Performance management is therefore intended to:
- Promote excellence and continuous improvement.
- Recognize individual and team contributions.
- Identify learning and development needs.
- Support career growth and succession planning.
- Strengthen organizational effectiveness.
4.3 Performance Assessment
Employees shall be assessed through a structured performance management process based on agreed annual work objectives and key performance indicators (KPIs).
Performance evaluations may consider:
- Achievement of agreed objectives.
- Quality and timeliness of work.
- Technical competence.
- Problem-solving and innovation.
- Leadership and teamwork.
- Communication and collaboration.
- Compliance with EiC policies and procedures.
- Demonstration of EiC’s Core Values (PDiiA).
- Contribution to organizational learning and improvement.
Managers shall provide regular feedback throughout the performance cycle and conduct formal performance reviews at least once annually.
4.4 Career Progression
Career progression within EiC is based on merit and organizational requirements rather than automatic advancement.
Employees may progress through:
a) Salary Step Progression
Movement within the salary range of the same grade in recognition of:
- Sustained high performance.
- Increased experience.
- Professional development.
- Expanded responsibilities.
b) Grade Promotion
Promotion to a higher grade may occur when an employee:
- Successfully competes for a higher-level position.
- Is appointed to a role with greater responsibility.
- Demonstrates the competencies required for the higher grade.
- Meets the qualification and experience requirements of the new position.
Promotion shall not be automatic based solely on length of service.
c) Career Mobility
Employees are encouraged to pursue career development through:
- Internal recruitment.
- Cross-functional assignments.
- International assignments.
- Project leadership.
- Temporary acting appointments.
- Professional learning opportunities.
4.5 Professional Development
EiC encourages every employee to continuously develop professionally through:
- Formal education.
- Professional certifications.
- Training workshops.
- Coaching and mentoring.
- Conferences and seminars.
- Communities of practice.
- On-the-job learning.
Professional development supports both individual career aspirations and EiC’s institutional growth.
4.6 Recognition of Excellence
Outstanding performance may be recognized through non-financial and financial mechanisms, including:
- Performance awards.
- Certificates of recognition.
- Long-service awards.
- Leadership opportunities.
- Professional development sponsorship.
- Public recognition during the EiC Annual Goodwill Gathering.
- Performance-based salary progression, where applicable and financially feasible.
Recognition shall celebrate excellence while reinforcing EiC’s values and culture.
4.7 Promotion Principles
Promotion decisions shall be guided by the following principles:
- Merit and demonstrated performance.
- Competence and readiness for increased responsibility.
- Fairness and equal opportunity.
- Organizational need.
- Transparency.
- Compliance with EiC recruitment and human resource policies.
No employee has an automatic entitlement to promotion based solely on tenure.
4.8 Underperformance
Where performance falls below expected standards, managers shall work collaboratively with employees to identify challenges and develop appropriate performance improvement plans.
EiC is committed to supporting employees through:
- Coaching.
- Additional supervision.
- Skills development.
- Reasonable performance improvement periods.
Where performance does not improve despite appropriate support, EiC may take further action in accordance with its Human Resources Manual and applicable employment regulations.
4.9 Leadership Development
EiC believes that future organizational leaders should be developed from within whenever possible.
Managers are therefore expected to identify, mentor, and prepare high-potential employees for future leadership responsibilities through structured learning, coaching, delegation, and succession planning.
4.10 Commitment
EiC seeks to create a workplace where employees are inspired to grow professionally, challenged to achieve excellence, and recognized for their contributions to advancing learning where it is needed most.
Career progression at EiC is earned through integrity, competence, continuous learning, and a shared commitment to transforming educational opportunities for children and communities across Africa.
For Learning Everywhere.
Review and Governance
The CCF is reviewed every 2 years by EiC’s HR and Strategic Management Committee with approval from the board to ensure alignment with:
• Labor laws in countries of operation
• Donor compliance standards
• Evolving operational needs
5.1 Purpose
The Education in Crisis (EiC) Salary Band Framework shall be governed through a structured review and approval process to ensure that it remains relevant, equitable, financially sustainable, and aligned with the organization’s strategic priorities, operational realities, and labour market conditions.
This framework is intended to serve as a living institutional document that evolves alongside EiC’s growth while maintaining consistency and transparency in compensation decisions.
5.2 Governance
Overall oversight of the Salary Band Framework rests with EiC’s Executive Leadership under the authority of the Executive Director and, where applicable, the Board of Directors.
The Human Resources function shall serve as the custodian of this framework and shall be responsible for:
- Maintaining the official Salary Band Framework;
- Advising management on compensation matters;
- Monitoring implementation across all countries of operation;
- Ensuring consistency in salary grading and classification;
- Coordinating periodic salary benchmarking exercises;
- Recommending amendments where necessary; and
- Maintaining records of approved revisions.
All salary-related decisions shall be made in accordance with this framework, the EiC Global Job Architecture & Grading Framework, applicable Human Resources policies, approved organizational budgets, and relevant donor requirements.
5.3 Periodic Review
The Salary Band Framework shall undergo a comprehensive review at least once every three (3) years, or earlier where significant organizational, financial, legal, or labour market changes occur.
A review may also be initiated where:
- EiC expands into new countries or operational contexts;
- Significant inflation or economic changes affect staff remuneration;
- Labour market conditions substantially change;
- New job families or grades are introduced;
- Major organizational restructuring occurs; or
- The Board or Executive Director determines that a review is necessary.
5.4 Salary Benchmarking
EiC shall periodically benchmark its compensation practices against comparable organizations operating within relevant labour markets to ensure that salaries remain fair, competitive, and financially sustainable.
Benchmarking may consider:
- National non-governmental organizations;
- International non-governmental organizations;
- United Nations agencies;
- Research and academic institutions;
- Public sector salary structures where appropriate;
- Local labour market conditions.
Benchmarking results shall inform future revisions but shall not automatically determine salary adjustments.
5.5 Approval of Amendments
Any amendment to this framework shall be formally documented and approved through EiC’s established governance processes.
Major revisions—including changes to salary philosophy, grading methodology, salary band structure, or compensation principles—shall require approval by the Executive Director and, where applicable, the Board of Directors or its designated committee.
Minor administrative updates may be approved by the Human Resources function with the authorization of the Executive Director.
5.6 Exceptions
Exceptions to this framework shall only be considered under exceptional circumstances where they are justified by organizational need and supported by appropriate documentation.
Examples may include:
- Highly specialized technical expertise;
- Short-term emergency surge capacity;
- Donor-specific remuneration requirements;
- Unique international recruitment circumstances.
Any approved exception shall be documented, transparent, time-bound where appropriate, and authorized in accordance with EiC’s delegated approval authority.
5.7 Compliance
All EiC employees, managers, and hiring authorities are expected to comply with this framework.
Failure to adhere to the approved salary grading and compensation procedures may result in corrective action in accordance with EiC’s Human Resources policies and internal governance procedures.
5.8 Institutional Commitment
Education in Crisis is committed to maintaining a compensation system that reflects its values of fairness, accountability, professionalism, and responsible stewardship.
Through this framework, EiC seeks to ensure that every compensation decision supports both organizational sustainability and the development of a motivated workforce dedicated to advancing learning where it is needed most.
For Learning Everywhere.
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At Education in Crisis (EiC), we believe that meaningful change is driven by passionate people, strong partnerships, and shared purpose. Whether you are an experienced professional, an emerging leader, a volunteer, a researcher, or an organization seeking collaboration, there are many ways to contribute to our mission.
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Equal Opportunity
Education in Crisis is an equal opportunity organization committed to diversity, inclusion, and merit-based recruitment. We welcome applications from qualified individuals regardless of nationality, gender, age, disability, ethnicity, religion, or background who are willing to work in the most difficult and remotest parts of the world where often others fear to go.
We particularly encourage applications from the most vulnerable or underrepresented groups including women, persons with disabilities, displaced and professionals with lived experience in crisis-affected contexts.
Safeguarding Commitment
EiC is a UN rated Full Capacity Partner CSO that maintains zero tolerance for sexual exploitation, abuse, harassment, fraud, corruption, and all forms of misconduct. All successful candidates must undergo a mandatory background check as a pre-requisite for any relationship and partners including vendors are expected to uphold EiC’s safeguarding policies, Code of Conduct, and ethical standards.
Recruitment Notice
EiC does not charge any fee at any stage of its recruitment, consultancy, volunteer, internship, or partnership processes. Any request for payment should be reported immediately through EiC’s official reporting channels or through https://eduincrisis.org/raise-a-concern/.
For Learning Everywhere.