2020 Review of Staff Compensation for the World Bank Group and Awards Allocations - February 21, 2020

Jul 19, 2026

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2020 Review of Staff Compensation for the World Bank Group and Awards Allocations presents items submitted for Board approval, including 2020 (FY21) structure adjustments for Headquarters and Country Offices, FY21 budget allocations for IBRD, IFC and MIGA awards programs, and modifications to the Special Compensation Measures Framework. The review follows Board-approved compensation methodology for HQ- and CO-appointed staff and uses salary movement projections and comprehensive market surveys across eligible locations and sectors.

LanguageEnglish

CategoryResearch & Report

FormatPDF

Pages23

Reading Time58 min

AccessFree to download

Executive Summary

Headquarters – Structure Adjustment

Country Offices – Structure Adjustment

FY21 Total Salary Increase

Distribution of Salary Increases

Financial Implications

WBG Awards

Awards Budget Allocations

Special Compensation Measures

Summary of Recommendations

Annexes

Annex A: 2020 (FY21) Structure Adjustments – Country Offices

Annex B: July 1, 2020 HQ Salary Scale

Annex C: WBG Awards

Annex D: IFC Awards Methodology

Annex E: Special Compensation Measures

Public Disclosure Authorized Disc losure Public Disclosure Authorized 2020 REVIEW OF STAFF COMPENSATION FOR THE WORLD BANK GROUP ANDAWARDS ALLOCATIONS February 21, 2020 Blank Page GLOSSARY | Bank Group or WBG | The World Bank Group (WBG) consists of the International Bank for Reconstruction and Development (IBRD or the Bank), International Finance Corporation (IFC), Multilateral Investment Guarantee Agency (MIGA), International Development Association (IDA), and International Center for the Settlement of Investment Disputes (ICSID) . | | --- | --- | | Board of Directors | The Executive Directors of IBRD, IDA, IFC and MIGA. | | Country Office (CO) Staff | For purposes of this paper, Country Office staff refers to locallyappointed staff in locations outside of Washington. | | FCS | Fragile and Conflict-Affected Situations. | | HQ | Headquarters based in Washington, D.C. | | Merit Element | Its main objective is to reward performance and is not an addition to the budget as this funded by the salary erosion in the preceding fiscal year. | | Midpoint | The point in the World Bank Group’s salary ranges which aims to be aligned with the 75th percentile of compensation at comparable levels in the respective local labor markets. | | Performance Management System | The Bank Group’s individual performance rating system based on staff contribution and performance (ranging from a rating of 1 for‘unsatisfactory’ performance up to a rating of 5 for ‘significantly exceeds expectations’) . | | Salary Erosion | Salary erosion is defined as the percentage decline in average WBG salaries over the course of the year. It arises largely from turnover and promotions (caused by inflows and outflows of staff, where more experienced staff leaving the organization or retiring staff are replaced by new recruits or newly promoted staff) . | | Salary Structure or Salary Scale | The set of salary ranges established for various grade levels. At the World Bank Group, the salary structure or salary scale has 11 salary ranges from GA to GK. Each grade has a minimum and a maximum (called a salary range) and a midpoint. In some country offices, the scale starts with G1 grade. | | Special Compensation Measures (SCM) Framework | Support provided to CO-appointed staff with the scale and pay disbursed in the local currency as a response to significant changes in inflation and currency depreciation. | | --- | --- | | Structure Adjustment | The structure adjustment aligns the salary scales with the increases in labor market salary levels. This represents the increase resulting from aligning the midpoints to the new market values. | Table of Contents EXECUTIVE SUMMARY ............................................................................................................................................7 INTRODUCTION .......................................................................................................................................................8 A.I. HEADQUARTERS – STRUCTURE ADJUSTMENT ...................................................................................................8 A.II. COUNTRY OFFICES – STRUCTURE ADJUSTMENT ...............................................................................................9 A.III. FY21 TOTAL SALARY INCREASE ........................................................................................................................9 A.IV. DISTRIBUTION OF SALARY INCREASES.............................................................................................................9 A.V. FINANCIAL IMPLICATIONS..............................................................................................................................10 B.I. WBG AWARDS.................................................................................................................................................10 B.II. AWARDS BUDGET ALLOCATIONS.................................................

FAQs

What items are submitted to the Board for approval in this 2020 review?

The paper requests approval for 2020 (FY21) structure adjustments for Headquarters and Country Offices, FY21 budget allocations for IBRD, IFC and MIGA awards programs, and modifications to the Special Compensation Measures Framework.

How were the 2020 (FY21) structure adjustments calculated?

Because FY21 is the second year of a three-year compensation cycle, adjustments were generally calculated using salary movement projections for local public and private sectors, supported by comprehensive market surveys in applicable Country Offices.

What is the purpose of the Special Compensation Measures Framework?

It provides support to Country Office-appointed staff with scale and pay disbursed in local currency in response to significant changes in inflation and currency depreciation.

Jul 19, 2026

Upload by Eden