Consultancy- Eastern and Southern Africa Region General Service Staff Representatives’ Retreat Facilitator

Contract

This is a Consultancy contract. More about Consultancy contracts.

UNICEF works in some of the world’s toughest places, to reach the world’s most disadvantaged children. To save their lives. To defend their rights. To help them fulfill their potential.

Across 190 countries and territories, we work for every child, everywhere, every day, to build a better world for everyone.

And we never give up.

TERMS OF REFERENCE

Background and Justification

Globally, 37 per cent of UNICEF’s regular posts are General Staff (GS) posts. A similar share of GS in UNICEF’s workforce prevails in ESAR (36%). GS staff constitute a critical functional pillar, without whom no UNICEF office can deliver results for children. The ESAR GS network:

• Provides a forum for members to be abreast of the latest developments in their areas of work.
• Allows members to network with their peers, and to share work experiences, challenges and best practices.
• Feeds into country and regional entities that can take actions on recommendations emanating from the Network.
• Identifies relevant training themes that will strengthen GS’ skills, knowledge and practices.

In view of this important role of GS staff category, ESAR’s Human Resources Development Committee (HRDC) supports the GS Network in the region, with an aim of developing and facilitating career development initiatives for the staff members.

A Consultant is required to facilitate a workshop to build stronger, more coherent, and harmonized ESAR GS Staff Representatives’ team with a collective focus on GS staff career development gaps, identifying learning needs and support required to address these gaps/needs. The GS Staff Representatives should be adequately equipped and motivated to collaborate with HR in their respective offices to advance GS Staff career development agenda and activities.

Scope of Work

1. Goal and objectives:

The goal and objectives of this consultancy is to provide a platform for GS staff members to explore and clarify their career trajectory. This includes identifying challenges usually encountered by GS staff members in their quest to enhance career development and performance in their roles.

2. Activities and Tasks:

Under the guidance of the supervisor the consultant will be expected to implement the following activities:

1. Prior to the workshop: Have consultations with HR Manager, HRDC GS Staff Champions and ESAR GS Staff Representatives Chairperson to gain insight on career development gaps/needs and office dynamics and focus training content/activities to address these.
2. During the workshop: Facilitate discussions and lead activities among participants to create an enabling environment conducive for discussions that will yield a 2023 career development workplan and activities for ESAR GS Staff.
3. After the workshop: Provide an evaluation of the workshop and a report containing key highlights and recommendations.

Specific activities include the following:

1. Design and prepare detailed activities/exercises for the Team Building Components of the Workshop, to revamp the GS Network.
2. Define and create an understanding of both individual and collective GS Staff leadership, and how leadership can positively impact uptake of career development activities by GS Staff.
3. Create an environment to stimulate active participation and facilitate session to identify career development gaps and deliberations on how best to address the gaps.
4. Based on identified gaps, facilitate participatory session to design 2023 work plan to be presented to HRDC.

5. Identify training themes that will strengthen GS staff skills, knowledge, and practices

6. Outputs/Deliverables:

7. Participate in briefs to review meeting objectives, and support in preparation of agenda for the workshop, to be discussed and agreed upon before the workshop

8. Workshop designed and delivered to revamp GS network, and career development needs of GS staff, and equip/motivate the GS Staff Representatives to work closely with Human Resources staff to advance GS Staff career development agenda and activities.
9. Submit Workshop report and recommendations upon completion of workshop.

Deliverables

Outputs

Payment

Deadline

Obtain overview of current GS network status, Design and deliver 3-day Workshop facilitation and deliver report and recommendations upon workshop completion

100%

Lumpsum payment upon completion of assignment

Payment Schedule

The consultant will be paid lumpsum fee after successfully delivering the workshop and a report with recommendations.

Desired Competencies, technical background and experience

The consultant must possess the following profile: a) An advanced university degree in human resources management, business studies, social sciences or any other relevant university degree. b) At least eight years of practical working experience in areas such as facilitation, designing and delivering career development programmes. *A first University Degree in a relevant field combined with 2 additional years of professional experience may be accepted in lieu of an Advanced University Degree. c) Excellent trainers/facilitation skills with proven track record of excellent communication skills, ability to provide team motivation techniques and develop outline of the workshop. d) Must exhibit the UNICEF Core Values of: 1. Care 2. Respect 3. Integrity 4. Trust 5. Accountability 6. Sustainability e) Languages needed. Fluency in English is required. Knowledge of French is an asset.

Administrative Issues

• The in-person workshop will be held in Johannesburg
• No office space/equipment will be provided; hence the consultant should have own resources.
• In line with UNICEF’s COVID-19 vaccine mandate, the consultant will be required to self-declare that s/he is vaccinated against COVID-19.

Conditions

Stating the conditions for the contract is very important. This may include information on:

• ‘As per UNICEF DFAM policy, payment made against approved deliverables. No advance payment is allowed unless in exceptional circumstances against bank guarantee, subject to a maximum of 30 per cent of the total contract value in cases where advances purchases, for example for supplies or travel, may be necessary’.
• Individuals engaged under a consultancy or individual contract will not be considered ‘staff members’ under the Staff Regulations and Rules of the United Nations and UNICEF’s policies and procedures and will be entitled to benefits provided therein (such as leave entitlements and medical insurance coverage). Their conditions of service will be governed by their contract and the General Conditions of Contracts for the Services of Consultants and Individual Contractors. Consultants and individual contractors are responsible for determining their tax liabilities and for the payment of any taxes and/or duties, in accordance with local or other applicable laws.

Risks

All reasonable and risks associated with the consultancy assignment should be identified, and a relevant risk response and possible mitigation action defined. Failure by participants to actively participate in the workshop, and therefore lack of career development workplan. This should be mitigated by providing an environment for free sharing of ideas and concerns and embracing/encouraging all participants to speak….

How to Apply Interested and qualified candidates should apply online using the button below. As part of their application, candidates should indicate their ability and availability by providing:

1. A cover letter that specifies how you meet the desired competencies, technical background and experience (no more than 2 pages) 2. A short CV (no more than 4 pages) 3. A financial proposal that should include the daily rate expressed in US$ for international or KES for national consultants to undertake the terms of reference.(Any application without a financial proposal will not be considered) 4. 3 Referees.