Consultant to train trainers on Gender and Sexual Harassment

Contract

This is a National Consultant contract. More about National Consultant contracts.

Background

PROJECT OVERVIEW

The Spotlight Initiative is a global partnership to eliminate all forms of violence against women and girls launched in 2017 by the United Nations (UN) Secretary-General and the European Union (EU) High Representative. In Africa, the Spotlight Initiative is being implemented in 8 countries (Liberia, Malawi, Mali, Mozambique, Niger, Nigeria, Uganda, and Zimbabwe) with a focus on gender-based violence, sexual reproductive health rights and harmful practices. The overall vision of the Spotlight Initiative in Zimbabwe is that women and girls realize their full potential in a violence-free, gender-responsive and inclusive Zimbabwe. The Spotlight Initiative directly contributes to Zimbabwe’s achievement of three of the country’s prioritized Sustainable Development Goals (SDGs): Goal 5 on Gender Equality, Goal 3 on good health and well-being and Goal 16 on inclusive and peaceful societies.

The programme contributes to the elimination of SGBV and HPs through the creation of a broad partnership with Civil Society, Government, Private Sector, Media, among others; and build a social movement of women, men, girls and boys as champions and agents of change at the national, subnational and community levels.

ACTIVITY BACKGROUND INFORMATION

In April 2022, the Cabinet of Zimbabwe endorsed Public Service Sexual Harassment policy which provides guidelines on reporting, investigating, and procedures for handling cases of sexual harassment. Additionally, the policy is expected to reduce sexual harassment cases and create a safer workspace. The Public Service Commission (PSC) through the Public Service Academy, in collaboration with the United Nations Development Programme (UNDP) within the framework of the Spotlight Initiative, developed a Gender and Sexual Harassment module to enhance the knowledge and skills of public service employees regarding issues of gender and sexual harassment at the workplace. The development of the Gender and Sexual Harassment module was done in tandem with the recent baseline survey on sexual harassment (SH) issues which was commissioned and conducted by the PSC in 2021. The module seeks to equip public service employees with knowledge on the domestic and international frameworks for addressing sexual harassment and empower public servants to identify acts of sexual harassment, and to be able to take the necessary preventive and response measures against such acts as well as utilise the grievance and disciplinary procedures identified in the policy.

In an effort to institutionalize the fight against gender and sexual harassment at the workplace, the module will form part of the cross cutting mandatory courses in the Public Service. In order to accelerate the awareness and capacity building on the subject matter, the Academy is desirous to build a pool of competent Trainers who will lead in the roll-out of the module from the 13 Campuses of the Academy.

In light of this, the Academy with support from UNDP intents to engage a consultant (or team of consultants) who are well experienced in the subject matter to train a group of 50 members on the module. The members will be primarily drawn from the Public Service Academy and other selected focal persons from line Ministries and Departments who will also form part of the pool of Trainers for module roll-out.

Duties and Responsibilities

OBJECTIVES OF THE CONSULTANCY

The overall objective of this consultancy service is to build capacity of the 50 members identified in order to equip them with the requisite competencies essential and appropriate for cascading gender and sexual harassment curriculum.

SCOPE OF WORK

The Consultant(s) shall train the selected Trainers guided by the current Gender and Sexual Harassment module along with existing relevant referral materials on the subject matter. The training shall be guided by a Train the Trainer (ToT) programme developed by the Consultant (s) in liaison with the PSA. The Consultant is also expected to:

• Develop a standardized training programme for use by Trainers;
• Prepare training materials and guides;
• Review and adapt training materials to the local context;
• Prepare pre and post assessment tools or materials in liaison the PSA;
• Submit a draft training report 1 week after completion of workshop with recommendations covering the suitability of Trainers, feasibility of training duration.

****METHODOLOGY****

The consultant/s will develop the detailed methodology for undertaking this assignment which shall be shared with Public Service Academy for approval.

TIMEFRAME

The training delivery materials shall be ready at least 1 week before the commencement of the ToT. Such material shall be agreed upon by the parties. Training delivery shall be conducted in two 2 days. The final Train the Trainer Report should be submitted within 1 week after the ToT workshop.

Payment Terms:

Note that all payments to the IC are dependent on the satisfactory completion of deliverables. Payment is linked to deliverables as per table below:

Payment of 20%

• After submission of Inception Report and approved by PSC and UNDP
  • Inception report submitted
  • Inception meeting convened

Payment of 40%

• After Developing a standardized training programme for use by Trainers.

  • Prepare training materials and guides;
  • Review and adapt training materials to the local context;
  • Prepare pre and post assessment tools or materials in liaison the PSA;
  • Prepare ToT concept and programme documents.

Payment of 40%

• After Facilitating ToT training workshop and submission of final training material and end of activity report.

  • Facilitate and lead the train the trainer’s workshop;
  • Deliver the training programme as agreed with PSC;
  • Final training material submitted;
  • ToT activity report produced;
  • End of activity report submitted.

General Conditions: Procedures and Logistics

The consultant is expected to work from their own premises and liaise with, UNDP, PSC and the SI RUNOs as necessary.

For the entire period of this project/contract all travel (if necessary) (within Zimbabwe) related to any contract emerging from this RFP, including all travel for consultations and discussions, meetings for planning and execution of potential works etc. will have to be borne by the Contractor and must be included in the Financial Proposal submitted. The Contractor is responsible to make all relevant travel arrangements, including hotel, transportation, and other relevant costs.

UNDP may, as a courtesy, facilitate through the provision of a letter of certification that travel is related to this project/contract, provide/indicate names of hotels/guest houses used by UN, but all arrangements are the responsibility of the Contractor, both financially and action-wise.

Policy both parties should be aware of:

• UNDP has a zero-tolerance policy towards sexual exploitation and abuse.
• Members of the contracting company are not entitled to payment of overtime. All remuneration must be within the contract agreement.
• No contract may commence unless the contract is signed by both UNDP and the Contractor.
• The data and information collected during this data is sole and full ownership of the Spotlight Initiative.
• No member of the contracting company may travel prior to contract signature.
• Members of the contracting company will not have supervisory responsibilities or authority on UNDP budget.

Competencies

Core Competencies:

• Awareness and Sensitivity Regarding Gender Issues.
• Accountability.
• Creative Problem Solving.
• Effective Communication.
• Inclusive Collaboration.
• Stakeholder Engagement.
• Leading by Example.

Core Values:

• Respect for Diversity.
• Integrity.
• Professionalism.

Required Skills and Experience

Education

• A post-graduate or equivalent qualification in law, human rights, social sciences and any other relevant discipline;

Experience

• Demonstrated knowledge and work experience in issues related to Gender and sexual harassment;
• Prior experience in developing and or delivering training material on Gender and Sexual harassment in the public service is desirable;
• Knowledge of the grievance and disciplinary procedures of the public service is desirable;
• Good facilitation, presentation, and analytical skills, as well as ability to elaborate high quality research documents as well as simplify complex concepts;
• Language skills: fluency in English, knowledge of local languages of the target regions will be an added advantage.

Language Requirements:

• Fluency in English is required
• Knowledge of the other UN official working language is an asset.

How to apply

Latest CV highlighting the relevant experience. Prospective candidates could apply either as a team or as individuals. When applying as a team, the CVs of all experts in the team should be provided, along with the application; Updated P11 Form template of which can be downloaded from this website - http://www.sas.undp.org/Documents/P11_Personal_history_form.doc; A detailed technical proposal on undertaking the tasks and evidence of previous work;

Please group all your documents (CV, P11, Technical Proposal and certificates) into one (1) single PDF document as the system only allows to upload maximum one document. Incomplete applications will not be given consideration.

Applicants must reply to the mandatory questions asked by the system when submitting the application

Please note that only applicants who are short-listed will be contacted.

CRITERIA FOR SELECTING THE BEST OFFER

Interested candidates are expected to submit both the Technical and Financial Proposals. Complete applications will be evaluated based on Cumulative Analysis as per the following scenario:

• Responsive/compliant/acceptable;
• Having received the highest score out of a pre-determined set of weighted technical and financial criteria specific to the solicitation. In this regard, the respective weight of the proposals is:
  • Technical Criteria weight is 70%
  • Financial Criteria weight is 30%

The technical proposal should include:

• Curriculum vitae of the IC;
• Brief presentation of the individual consultants’ experience on similar assignments;
• Proposed Approach and methodology for carrying out the assignment.

The award of the contract shall be made to the Consultant whose offer has been evaluated and determined as: Responsive/compliant/acceptable; and having received the highest score out of a pre-determined set of weighted technical and financial criteria specific to the Terms of Reference.

“UNDP is committed to gender equality in its mandate and its staff, and equal opportunities for people with disabilities. Well qualified candidates, particularly women and people with disabilities are especially encouraged to apply”.