Consultancy: Evaluation Expert for the Evaluation of UNICEF’s Provisions for Reasonable Accommodation for Employees and Job Applicants with Disabilities, from December 2022 to April 2023 (50

Consultant Programme & Policy Monitoring & Evaluation

Overview

Evaluate UNICEF’s provisions for reasonable accommodation for employees with disabilities

You have:

• An advanced university degree in a relevant field across the social sciences or health sciences.
• A minimum of eight years of professional experience in conducting evaluations or research.
• Extensive expertise related to provisions for reasonable accommodation and disability inclusion.
• Work experience with UN agencies or international organizations is an asset.
• Knowledge of UNEG Norms and Standards for Evaluation is desirable.
• In-depth knowledge of qualitative and quantitative data collection and analytical methods.
• Strong communication and interpersonal skills.
• Fluency in English is required. Knowledge of another official UN language or a local language is an asset.

Contract

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For every child, evaluate:

The UNICEF Evaluation Office, located in New York headquarters, provides global leadership and oversight of the evaluation function in the organization. The Evaluation Office is commissioning an Evaluation of UNICEF’s Provisions for Reasonable Accommodation for Employees and Job Applicants with Disabilities with the aim to ensure that it meets needs and expectations while being in line with the Convention on the Rights of Persons with Disabilities and relevant UN-specific guidelines.

Diversity, equity, and inclusion are pillars of a successful, modern workplace. However, d****iversity and equity efforts often overlook persons with disabilities****. People with disabilities include long-term physical, mental, intellectual or sensory impairments which, in interaction with various barriers, may hinder their full and effective participation in society on an equal basis. Successfully addressing these barriers in the workplace would mean that employees with disabilities and applicants to job vacancies with disabilities feel they have an equal opportunity to work, bring in their skills and grow their careers.

A catalyst for the global movement on the rights of persons with disabilities is the Convention on the Rights of Persons with Disabilities. The Convention is an international human rights treaty of the United Nations intended to promote and protect the rights and dignity of persons with disabilities. At the level of the UN system, a United Nations Disability Inclusion Strategy was launched in June 2019 to lead by example and improve the Organization’s standards and performance on disability inclusion across all pillars of work. The Strategy enables the UN system to support the implementation of the Convention on the Rights of Persons with Disabilities.

UNICEF has identified disability inclusion as a priority both for its programmatic work and within the organization. The organization’s current Strategic Plan has been elevating programming on disability rights as a cross-cutting dimension. Moreover, it identifies ‘Dynamic and inclusive people and culture’ as an organizational performance enabler. It is expected that the successful inclusion of employees with disabilities will also inform and benefit the organization’s programmatic work to effectively support children with disabilities. Besides, related efforts are also a direct response to the demands of colleagues with disabilities to adequately address their needs and shape the organization into a truly inclusive workplace.

As part of its commitment to disability inclusion, UNICEF has developed its first ever Disability Inclusion Policy and Strategy (DIPAS) 2022-2030 to guide the organization’s work towards disability inclusion in both programmatic areas as well as in organizational systems, processes and culture. Moreover, there are various other elements and initiatives aimed at supporting the inclusion of persons with disabilities at UNICEF.

A key element in including colleagues with disabilities is the organization’s reasonable accommodation fund and mechanism. UNICEF established a reasonable accommodation fund in 2013, but awareness and use of this instrument among employees has long remained limited. Recently, the process was automated and streamlined which means that all UNICEF employees can request reasonable accommodation through an internal service gateway, while job applicants can do so through their HR focal points. The fund for reasonable accommodation is administered through UNICEF’s Division of Human Resources and is managed by the organization’s Culture & Diversity team. The Culture and Diversity team coordinates and aligns organizational culture and diversity, equity and inclusion approaches across offices, and across all areas of UNICEF’s work.

How can you make a difference?

UNICEF’s efforts in supporting the inclusion of persons with disabilities in the organization have reached a new level. This is particularly evident in the emphasis placed on this topic in the organization’s current Strategic Plan; in the recently developed Disability Inclusion Policy and Strategy (DIPAS) and the formation of the Culture & Diversity team. The organization’s provisions for reasonable accommodation play a central role in the success of these effort. Therefore, an independent evaluation of UNICEF’s Provisions for Reasonable Accommodation has been solicited to inform its design and approach. This vacancy is to identify a qualified expert to carry out the evaluation.

The more specific objectives of the evaluation are as follows:

• Conformity with relevant guidelines****: To assess the extent to which the current model is compliant with principles of the Convention on the Rights of Persons with Disabilities (CRPD) and the requirements of the United Nations Disability Inclusion Strategy (UNDIS).
• Benchmarking with good and proven practices: To compare the current model with good and proven practices on reasonable accommodation in literature and among other organizations.
• Internal role and coherence: Clarify the extent to which the provisions for reasonable accommodation are implemented consistently within the organization; the extent to which they are aligned with other relevant organizational policies; and their relevance for employees with disabilities in the context of broader HR tools and policies, health insurance, wellbeing, and occupational health provisions.
• Quality of operationalization: To determine the extent to which the use of the fund is regulated by rules that are transparent, clear, and easy to understand for all involved; and understand the quality of operationalisation in terms of existing procurement processes as well as barriers and enablers in this context.
• Use and results achieved: To determine the extent to which the fund has achieved satisfactory results in that its use has met related reasonable accommodation requirements and facilitated the mitigation of barriers in relation to essential job functions and to create an equitable work environment.
• Overall readiness and suitability****: To identify the extent to which the current model meets the requirements for an effective, efficient and sustainable future provision of reasonable accommodation while allowing to successfully deliver on the recently established Disability Inclusion Policy and Strategy (DIPAS) and being in line with the CRPD and the requirements of the UNDIS.

The scope of the evaluation will encompass all aspects related to UNICEF’s approach to reasonable accommodation across the various organizational levels (global, regional, and country levels). The timeframe under scope shall be the entire period since the first establishment of UNICEF’s reasonable accommodation fund in 2013, focusing on the period since the fund was increased in 2020 to now.

Evaluation questions

The evaluation is expected to answer a set of questions to meet its purpose and objectives. The evaluation questions are tentative and expected to be refined during the inception phase of the evaluation, based on initial exploratory findings and careful consideration of which questions appear to be most helpful.

The following set of questions is suggested for this evaluation:

1. To what extent is the current model in line with relevant guidelines and best practices?

• To what extent does the current model fulfil the principles of the Convention on the Rights of Persons with Disabilities and the requirements of the United Nations Disability Inclusion Strategy?
• What are current good or proven practices, lessons or insights that can be applied to UNICEF’s reasonable accommodation fund and mechanism for employees with disabilities?

2. To what extent is the current model coherent with other relevant internal guidelines, procedures, or broader organizational policies?

• To what extent is the model well aligned with other targeted or mainstream internal systems and provisions related to the inclusion of persons with disabilities? Are there any major gaps or overlaps?
• What is the relevance of the fund for employees with disabilities in the context of broader HR tools and policies, health insurance, wellbeing and occupational health provisions?

3. To what extent is the model clearly and consistently defined, organized, and communicated?

• Are UNICEF employees and applicants aware of the provisions for reasonable accommodation? Is the necessary information about their use communicated to potential users in a timely and transparent manner?
• To what extent is the model and its governance well organized, especially with regard to related decision-making and procurement processes, and given the ambition of the DIPAS?
• To what extent are the associated processes and decisions implemented consistently throughout the organization?

4. What have been the main results achieved so far?

• What estimated proportion of potential users are using reasonable accommodation so far?
• To what extent was the provision of reasonable accommodation implemented effectively, efficiently, and in accordance with established procedures?
• Are there particular user characteristics that influence their likelihood of requesting or benefit from reasonable accommodation, such as gender identity or age?
• To what extent do past users feel that it enabled them to have equal employment opportunities and that the fund contributes to an equitable working environment?
• What are current shortcomings in the process? What have been main strengths and enablers where it went well?

5. To what extent is the current model suitable to meet related objectives and requirements?

• To what extent is the current approach ‘fit for purpose’, in particular with regard to requirements of the Convention on the Rights of Persons with Disabilities; the United Nations Disability Inclusion Strategy; and the goals laid out in UNICEF’s Disability Inclusion Policy and Strategy?
• How could the model and its implementation be further improved and what is the projected necessary increase in the fund over the next years to meet the goals set forth in the DIPAS?
• To what extent are adequate data, M&E, and knowledge management systems in place to foster accountability and learning?
• What internal or external factors enhance or impede the provision of reasonable accommodation?

Methodology and approach

The evaluation is expected to use a mixed methods approach, so to collect and analyse both quantitative and qualitative data to draw on the strengths of each and obtain a comprehensive understanding building on many perspectives.

The following data collection methods and approaches are suggested:

1. Document review, which will mainly include the following types of sources:
   • Information and documents related to the provision of reasonable accommodation and disability inclusion in the organization, including available data from internal data management systems
   • Other internal regulations or policies relevant to the provision of reasonable accommodation
   • External guidelines and strategies (in particular the CRPD and UNDIS)
2. Literature review, including publications, evaluations, and studies that provide insights on good or proven practices in this area.
3. Key informant interviews, which will be conducted in a semi-structured manner, either face-to-face or online. These conversations are mainly foreseen with the following groups:
   • UNICEF staff responsible for or involved in the provision of reasonable accommodation and disability inclusion, HR and operational focal points, and internal assistive technology experts
   • Potential or actual users of reasonable accommodation, both UNICEF employees or job applicants
   • Colleagues from other UN agencies or comparable organizations that are dealing with reasonable accommodation
   • External experts or resource persons in this area, e.g., from research institutes or academia.
4. An online survey may be used to assess the quality and results related to reasonable accommodation. Such a survey may most likely be implemented among potential or actual users of reasonable accommodation, both inside and outside the organization.

The methodology is expected to be guided by an evaluation matrix that forms the primary analytical framework for the evaluation. The evaluation matrix reflects the evaluation questions to be answered and, for each of them, indicates the most appropriate and feasible method to collect data for answering them.

The evaluation may rely on further specific methodological approaches that are considered suitable and helpful, and which may be decided on during the inception phase. For example, it is suggested to explore to what extent the evaluation may include elements of a theory-based approach by analysing the underlying theories and assumptions regarding how reasonable accommodation is expected to achieve its intended results.

The evaluation process is expected to be in line with UNICEF standards on evaluation ethics and quality, UNEG Ethical Guidelines, as well as the UNEG Guidance on Human Rights and Gender Equality in Evaluation. The selected consultant must sign a non-disclosure agreement, abide by UNICEF’s security protocols, and ensure that sensitive data is protected.

Management arrangements

UNICEF’s Evaluation Office commissions the evaluation. An Evaluation Specialist in the Evaluation Office will manage the exercise to ensure impartiality, independence and credibility and supervise the work of the external evaluation consultant who will conduct the evaluation. The Culture and Diversity team responsible for managing the reasonable accommodation fund will collaborate with the Evaluation Manager during the process and ensure access to background documents and key informants. Furthermore, a reference group will support the evaluation in an advisory capacity. The reference group will consist of internal resource persons on reasonable accommodation and disability inclusion as well as external experts as deemed helpful.

Timeline, key responsibilities, and deliverables

A timeline of around five months is envisaged for the evaluation, from December 2022 to April 2023. The consultant will be responsible for the delivery of the outputs as set out below:

Inception phase (approx. 10 days): conduct a desk review and additional exploratory data collection as needed to prepare the evaluation; design the evaluation approach, data collection instruments, and prepare a draft inception report; revise the inception report based on comments received.

The inception report shall include (i) an initial overview and analysis based on a review of critical documents, other related available data, and possibly a few scoping interviews, (ii) the final set of evaluation questions to be answered, and (iii) the envisaged evaluation methodology and approach, including the design, data collection methods and draft data collection tools, foreseen indicators to measure performance and results, an evaluation matrix, and an updated timeline for the evaluation.

Data collection and analysis phase (approx. 20 days): collect additional primary and secondary data using methods and instruments developed during the inception phase; duly store, clean and analyse data gathered to ensure its confidentiality and personal data protection; conduct a validation workshop with key stakeholders presenting preliminary findings and conclusions.

Report drafting and dissemination phase (approx. 20 days): prepare an outline of the evaluation report, indicating the report structure and key inputs to be integrated; prepare a draft evaluation report based on the findings from data collection and analysis; possibly organize another meeting with key stakeholders to discuss and co-create recommendations; share the draft report for review and revise it based on comments received while documenting how comments have been addressed; prepare a draft evaluation brief and presentation that highlight the most significant learning points generated by the evaluation.

The evaluation report is expected to be in line with UNICEF and UNEG reporting standards, present the evidence found in response to all evaluation questions and relevant to decision-making needs. The report will include an Executive Summary and evidence-based recommendations that have been jointly developed with key stakeholders and were directly derived from the evaluation findings and conclusions. It will preferably comprise not more than 40 pages (25,000 words), excluding the Executive Summary and annexes.

In line with the process described above, the expected key deliverables for this evaluation will be:

1. a draft inception report; approx. by early January 2023
2. a final inception report; approx. by mid-January 2023
3. a presentation with preliminary findings and conclusions; approx. by early March 2023
4. a draft evaluation report; approx. by mid-March 2023
5. a final evaluation report; approx. by early April 2023
6. a final presentation and an evaluation brief; approx. by mid-April 2023.

To qualify as an advocate for every child you will have…

• An advanced university degree (Master’s or higher) in a relevant field across the social sciences or health sciences (a first university degree in a relevant field combined with two additional years of professional experience may be accepted in lieu of an advanced university degree)
• A minimum of eight years of professional experience in conducting evaluations or research, including experience in development cooperation, humanitarian assistance, social sciences, or institutional effectiveness.
• Extensive expertise and working experience related to provisions for reasonable accommodation, disability inclusion, and relevant policies and guidelines
• Work experience with UN agencies or international organizations is an asset;
• Knowledge of UNEG Norms and Standards for Evaluation and the UNEG Ethical Guidelines for Evaluation is desirable;
• In-depth knowledge of qualitative and quantitative data collection and analytical methods;
• Strong communication and interpersonal skills, with the ability to communicate effectively with stakeholders from different backgrounds; and
• Excellent report writing skills, being able to write clear and concise analytical reports
• Fluency in English is required. Knowledge of another official UN language (Arabic, Chinese, French, Russian or Spanish) or a local language is an asset.

Declaring prior work with UNICEF: Individuals may have worked for UNICEF in the past or with an implementing partner. All such affiliations must be declared at the time of application. UNICEF will review these declarations and judge the potential for conflicts of interest. If a conflict of interest is presumed, it may either be decided that the person is not suitable to conduct the evaluation or options may be considered on how the conflict of interest may be appropriately addressed.

How to Apply:

For your application to this role, please include an updated CV and a cover letter. Ideally, your cover letter will include the following:

• An outline of why you are interested in this evaluation
• Specific expertise and experience that qualify you for this assignment
• References to related studies or reports you worked on (through links provided or attached documents)
• An indication of your daily fee

For every Child, you demonstrate…

UNICEF's values of Care, Respect, Integrity, Trust, Accountability, and Sustainability (CRITAS).

To view our competency framework, please visit here.

UNICEF has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UNICEF, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination. UNICEF also adheres to strict child safeguarding principles. All selected candidates will be expected to adhere to these standards and principles and will therefore undergo rigorous reference and background checks. Background checks will include the verification of academic credential(s) and employment history. Selected candidates may be required to provide additional information to conduct a background check.

Remarks:

Only shortlisted candidates will be contacted and advance to the next stage of the selection process.

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 not 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.

The selected candidate is solely responsible to ensure that the visa (applicable) and health insurance required to perform the duties of the contract are valid for the entire period of the contract. Selected candidates are subject to confirmation of fully-vaccinated status against SARS-CoV-2 (Covid-19) with a World Health Organization (WHO)-endorsed vaccine, which must be met prior to taking up the assignment. It does not apply to consultants who will work remotely and are not expected to work on or visit UNICEF premises, programme delivery locations or directly interact with communities UNICEF works with, nor to travel to perform functions for UNICEF for the duration of their consultancy contracts.

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Potential interview questions

Added 3 years ago - Updated 1 year ago - Source: unicef.org