Jobs Kenya

Job Field: Sector in Consultancy  , NGO/Non-Profit  , Project Management

  • Disability Inclusion Advisor

    Disability Inclusion Advisor

    The Disability Inclusion Advisor will provide technical leadership on the integration of disability inclusive programming with WISH 2 programme activities. They will ensure that country workplans across all programme outputs integrate disability considerations and will be accountable to ensure that they are delivered. They will advise Member Associations on global best practice of disability inclusion in SRHR programmes and ensure that best practice is followed within the WISH programme with a particular focus on the FCDO disability strategy.

    Where necessary they will provide capacity building and training activities across the consortium. The Disability Inclusion Advisor will be the technical focal point for the IPPF Member Associations as well as consortium partners for disability related activities. They will also serve as the focal point for any regional or national coalition of Organisations of Persons with Disabilities that work together with WISH 2 partners on the programme.

    Deliverables:

    Conduct a situational analysis on disability inclusion in SRHR across programme countries and identify key areas of focus for WISH2.
    Collaborate with consortium partners, technical teams, and Country Managers to integrate disability priorities into workplans.
    Stay updated on global best practices and contribute to position papers and other materials for WISH2.
    Build and maintain relationships with regional and national disabled persons’ organizations (DPOs) and link them with service delivery partners.
    Support evidence generation on the programme’s impact on SRHR and disability inclusion.
    Monitor the implementation of disability-inclusive activities in country workplans.
    Develop and adapt training materials and tools for capacity building of DPOs and consortium partners.
    Ensure all program activities, services, and interventions are inclusive of people with disabilities, and adapt SRH services to meet their needs.
    Provide technical advice on integrating disability inclusion throughout the program lifecycle.
    Build the capacity of staff, healthcare providers, and partners on disability inclusion principles.
    Facilitate engagement with people with disabilities in target communities and enhance outreach efforts.
    Implement and monitor disability-inclusive evaluation tools to track progress and outcomes.
    Work with program teams to integrate disability inclusion into all WISH2 components, including SRH and gender equality.

    Reporting/Management Responsibility:

    Line management of Disability Inclusion Officer(s) based remotely in countries.

    Expertise:

    Substantial experience leading disability inclusion in global health programming with significant experience working in SRHR/FP programming preferred.
    Extensive experience in technical leadership and programme management in developing countries, particularly in sub-Saharan Africa.
    Experience working in humanitarian / FCAS settings and understanding of the particular challenges relating to programme delivery in these settings preferred.
    Extensive experience working on disability inclusions programmes or components funded by FCDO.
    In-depth understanding and knowledge of the UN Convention on the Rights of Persons with Disabilities (CRPD) and disability inclusion frameworks.
    Demonstrated understanding of the global technical landscape of disability inclusion within SRHR, key opportunities and challenges.
    Experience in adapting SRH services to the needs of people with disabilities.
    Experience in training healthcare providers, program staff, and partner organizations on disability-inclusive practices.
    Expertise in developing and implementing disability-inclusive M&E tools and frameworks, including data disaggregation by disability and gender.
    Strong ability to advocate for disability inclusion within SRHR policies and programs, and influence stakeholders.

    Skills:

    Developed Interpersonal skills with a proven ability to influence and negotiate.
    Fluent English verbal and written communication skills with French and/or Arabic being an advantage.
    Demonstratable leadership skills including the ability to effectively engage a range of stakeholders.
    Prior staff and team management skills – including global/virtual management, conflict resolution and holding difficult conversations.
    Advanced quantitative and qualitative analytical skills.
    Prior project management skills including experience of reporting to donor agencies.
    Demonstratable budget management skills.
    Time management skills with the ability to meet tight deadlines.

    Apply via :

    africa.ippf.org

  • Disability Inclusion Advisor

    Disability Inclusion Advisor

    The Disability Inclusion Advisor will provide technical leadership on the integration of disability inclusive programming with WISH 2 programme activities. They will ensure that country workplans across all programme outputs integrate disability considerations and will be accountable to ensure that they are delivered. They will advise Member Associations on global best practice of disability inclusion in SRHR programmes and ensure that best practice is followed within the WISH programme with a particular focus on the FCDO disability strategy.

    Where necessary they will provide capacity building and training activities across the consortium. The Disability Inclusion Advisor will be the technical focal point for the IPPF Member Associations as well as consortium partners for disability related activities. They will also serve as the focal point for any regional or national coalition of Organisations of Persons with Disabilities that work together with WISH 2 partners on the programme.

    Deliverables:

    Conduct a situational analysis on disability inclusion in SRHR across programme countries and identify key areas of focus for WISH2.
    Collaborate with consortium partners, technical teams, and Country Managers to integrate disability priorities into workplans.
    Stay updated on global best practices and contribute to position papers and other materials for WISH2.
    Build and maintain relationships with regional and national disabled persons’ organizations (DPOs) and link them with service delivery partners.
    Support evidence generation on the programme’s impact on SRHR and disability inclusion.
    Monitor the implementation of disability-inclusive activities in country workplans.
    Develop and adapt training materials and tools for capacity building of DPOs and consortium partners.
    Ensure all program activities, services, and interventions are inclusive of people with disabilities, and adapt SRH services to meet their needs.
    Provide technical advice on integrating disability inclusion throughout the program lifecycle.
    Build the capacity of staff, healthcare providers, and partners on disability inclusion principles.
    Facilitate engagement with people with disabilities in target communities and enhance outreach efforts.
    Implement and monitor disability-inclusive evaluation tools to track progress and outcomes.
    Work with program teams to integrate disability inclusion into all WISH2 components, including SRH and gender equality.

    Reporting/Management Responsibility:

    Line management of Disability Inclusion Officer(s) based remotely in countries.

    Expertise:

    Substantial experience leading disability inclusion in global health programming with significant experience working in SRHR/FP programming preferred.
    Extensive experience in technical leadership and programme management in developing countries, particularly in sub-Saharan Africa.
    Experience working in humanitarian / FCAS settings and understanding of the particular challenges relating to programme delivery in these settings preferred.
    Extensive experience working on disability inclusions programmes or components funded by FCDO.
    In-depth understanding and knowledge of the UN Convention on the Rights of Persons with Disabilities (CRPD) and disability inclusion frameworks.
    Demonstrated understanding of the global technical landscape of disability inclusion within SRHR, key opportunities and challenges.
    Experience in adapting SRH services to the needs of people with disabilities.
    Experience in training healthcare providers, program staff, and partner organizations on disability-inclusive practices.
    Expertise in developing and implementing disability-inclusive M&E tools and frameworks, including data disaggregation by disability and gender.
    Strong ability to advocate for disability inclusion within SRHR policies and programs, and influence stakeholders.

    Skills:

    Developed Interpersonal skills with a proven ability to influence and negotiate.
    Fluent English verbal and written communication skills with French and/or Arabic being an advantage.
    Demonstratable leadership skills including the ability to effectively engage a range of stakeholders.
    Prior staff and team management skills – including global/virtual management, conflict resolution and holding difficult conversations.
    Advanced quantitative and qualitative analytical skills.
    Prior project management skills including experience of reporting to donor agencies.
    Demonstratable budget management skills.
    Time management skills with the ability to meet tight deadlines.

    Apply via :

    africa.ippf.org

  • Economic Empowerment Consultancy Consultancy to Provide Psychosocial Services to Refugees and Host Community – 2 Positions Training and Capacity Building Consultant

    Economic Empowerment Consultancy Consultancy to Provide Psychosocial Services to Refugees and Host Community – 2 Positions Training and Capacity Building Consultant

    Objectives of the Consultancy

    The consultant shall ensure:

    Business mapping for viable enterprises for refugees and host community women in the stated project locations.
    Development of a business entrepreneurship training curriculum for refugee and host community women.
    Identified refugee and host community women are trained on business entrepreneurship skills.
    Development of viable group business plans for refugee and host women post training.
    Disbursement of in-kind grants to the refugee and host women groups as capital for the identified businesses.
    Mentorship and coaching oversight for the women engaged in the businesses.

    Expected Deliverables and Outputs

    The shortlisted consultant is therefore expected to achieve the following deliverables:

    Deliverable 1: Provide a work plan in line with the project objectives on economic empowerment strategy for the targeted beneficiaries within 14 days from the start of the consultancy.
    Deliverable 2: Conduct a quick and simple market analysis and develop a business entrepreneurship training curriculum based on the analysis within 30 days of the consultancy.
    Deliverable 3: Pilot test the business entrepreneurship training curriculum within 60 days of the consultancy.
    Deliverable 4: Based on the work plan and project proposal, conduct trainings on business entrepreneurship skills for women within 90 days of the consultancy.
    Deliverable 5: Develop viable business plans for the trained women in groups, within 95 days of the consultancy.
    Deliverable 6: Facilitate in-kind grants disbursement to the women groups trained on business and entrepreneurship skills.
    Deliverable 7: Monitor, mentor and coach the initiated enterprises and document key milestones.
    Deliverable 8: Document the project challenges, lessons learnt and impact stories.
    Deliverable 9: Submit satisfactory monthly, quarterly, bi annual and annual consultancy reports as per the donor reporting dates and RCK operational requirements.

    Consultancy Time Frame

    This consultancy covers a period of 43 days spread out over 12 months. The consultancy is renewable subject to performance and availability of funds as supported by the donor.

    Qualifications

    Education

    Bachelor’s Degree in Economics/Business Administration, Gender Studies, Development Studies, and Law with advanced knowledge in gender and micro business entrepreneurship/SME.

    Experience

    At least 3-years’ experience in economic empowerment of women especially for local groups, preferably in addressing GBV situations.
    Experience working with a non-governmental organization (NGO) or in the humanitarian field is an added advantage.
    Knowledge of RCK working environment, protection needs of refugees and displaced populations.
    Experience providing business trainings to varied community groups.
    Experience in partnership building and knowledge management.
    Provide certificate of good conduct.
    At least 2 years of experience working on GBV, gender equality, women and or human rights especially amongst refugee and or displaced populations.
    Knowledge of dynamics of the local business/market environment.

    Functional Competencies:

    Strong knowledge of Economic Empowerment of women and GBV.
    Strong capacity in working with community groups and capacity development.

    Core Competencies:

    Professionalism: In-depth knowledge of and significant experience in relevant field of business entrepreneurship, strong analytical, problem solving and drafting skills. Discretion and sound judgment in applying business expertise to sensitive, complex entrepreneurial issues.
    Communication and information sharing: Strong interpersonal and effective communication (written, spoken and presentational) skills. Proficiency in English and Kiswahili is a must.
    Technology Awareness: Fully proficient computer skills and ability to use relevant software applications, in particular Microsoft Office, information databases, internet/intranet services, library sources, etc.
    Teamwork: Ability to establish and maintain effective working relations with people of different national and cultural backgrounds with respect for diversity.
    Managing Performance: Ability to supervise, coach, mentor and develop community members as required.
    Self-management and Emotional Intelligence: Stay composed and positive even in difficult moments, handle tense situations with diplomacy and tact, and have a consistent behaviour towards others.

    Reporting Line

    The consultant shall report directly to the Director of Programmes with guidance from the Executive Director.
    Shall work closely with the Pillar Programme Managers, and with peer lines to Project Officers based in Nairobi, Dadaab, Mwingi, Mombasa, Garissa and Kakuma.
    S/he will refer any matters of the contract to the Finance and Administration Director; and the Human Resources Officer.
    S/he may be assigned interns, volunteers, Community Based Counselors, translators and monitors.

    go to method of application »

    All applications should be sent to admin@rckkenya.org by Monday 25th March 2024 with the Title,

    Apply via :

    admin@rckkenya.org

  • Consultancy for End of Project Evaluation – Promoting livelihoods

    Consultancy for End of Project Evaluation – Promoting livelihoods

    Oxfam in Kenya, in partnership with the National Organization of Peer Educators (NOPE), SITE Enterprise Promotion and Youth Alive! Kenya (YAK!) received financial support from the European Union (EU) to strengthen socio-economic empowerment of the informal economy workers, particularly the poor and vulnerable women domestic workers and women small scale traders who live in Nairobi City’s urban settlements namely; Mukuru, Kibera, Mathare, Korogocho and Kawangware through a four years project, titled Wezesha Jamii (community empowerment). The project aimed to strengthen socio-economic status of the women domestic workers and women small scale traders by enhancing their life skills and business management skills, building strategic linkages and strengthening advocacy actions and increasing their participation in decision making processes such as public planning and budgeting.
    Scope of Work
    Oxfam and implementing partners are inviting applications from suitable consultants/consultancy firms to undertake project end evaluation to provide us with the status of implementation and assess the performance

  • Terms Of Reference For Carrying Out A Comprehensive Job Evaluation Exercise For Hand In Hand Ea Training On Results Based Management And Project Management

    Terms Of Reference For Carrying Out A Comprehensive Job Evaluation Exercise For Hand In Hand Ea Training On Results Based Management And Project Management

    EXPRESSION OF INTEREST
    Terms of reference for carrying out a comprehensive job evaluation exercise for Hand in Hand EA (HiH EA)
    Introduction
    Objectives of the Assignment
    The specific objectives of the consultancy are as follows;

    To embark on revising the salary grading structure appropriate to HiH EA and address the inequalities and disparities in similar functions. Set the foundation for implementation of HR initiatives in the area of performance management and talent management with the aim of retaining high performing staff.
    To generate a remuneration criteria that aligns remuneration, functions and grade levels that reflect the basic concept of equal pay for work of equal value.

    The Exercise is purposed to achieve the following requirements:

    Involve employees in entrenching a fair and non-discriminative workplace perception
    Create and develop internal capacity in job analysis and evaluation
    Apply thorough and systematic gathering of information
    Ensure a consistent method of evaluation
    Furnish a rationale for the resultant job grading system and organization chart.

    Scope of work
    The scope of work involves:

    Obtain and review recent reports on internal and external on surveys on compensation and employee satisfaction.
    from internal comments made by staff and management on the current salary and benefits structure to understand the outstanding questions that should be addressed by this study.
    Carryout a jobs/ Functions analysis; Carry out a job analysis, on all the positions and propose job descriptions for each position specifying the minimum competencies required for each position. The consultant will be expected to train and ensure participation of identified job analysts from the ORGANIZATON in the job analysis process.
    Agreement on benchmark job classifications within HiH EA organization structure.
    Study Review salary levels and steps for each job category- To review/assess the current HiH EA Salary Structure, Job Descriptions or Position Profiles (Not just Job Title) in terms of qualifications, experience/seniority, knowledge/ skills, nature of work for comparison and clarity within the organization.
    Grade all jobs and recommend a new grading for all jobs in the organization structure.
    Study the current organization structure and apply the job analysis and job evaluation findings to make recommendations for review to ensure it is aligned to the strategic direction of the organization.
    Recommendations on effective implementation of the outputs of the job evaluation exercise.
    Link job evaluation results to salary and benefits and come up with revised salary and benefits structure.
    Prepare Career Progression guidelines in which the duties and responsibilities are clearly defined and designed to meet the functional and organizational needs of HiH EA.

    The consultant will propose an implementation road map for each of the recommendations made. The Road map should outline the actions required and timelines.
    It is expected that that the job evaluation will provide HiH EA with:

    A rational basis for making defensible decisions on job grades and rates
    A consistent approach for the determination and management of relativities between jobs
    An equitable pay structure across HiH EA based on a logical method of measuring relative job sizes
    A strategic framework within which rational decisions can be made in response to changing organization structure and roles and to market rate pressures
    A logical and consistent approach to measuring the relative sizes of jobs with HiH EA.

    Core activities

    Carry out a literature review of the already available in-house information related to this assignment
    Develop and share with the HiH EA an inception report for this assignment
    Hold meetings with HiH EA CEO Heads of Department and HiH EA HR and nominations Committee.
    Train HiH EA management, job analysis team and the job evaluation panel.
    Professional collect and analyze all information on jobs and prepare job analysis and evaluation reports – both in draft and the final copy.
    Develop with justification a revised salaries and benefits structure for HiH EA with an implementation arrangement.
    Facilitate and provide explanation to questions on managements and boards meeting on the exercise.

    Expected Deliverables

    Proposed organization structure
    Job Descriptions for each position
    A competency framework for all proposed positions with clear personal and position specifications.
    Train HiH EA management, job analysis team and job evaluation panel to build their capacity on job analysis and familiarization with job evaluation.
    A final Grading structure for all positions in the organization in line with the proposed organization structure
    A clear job classification and recommended remuneration structure for each grade
    A scheme of service (Career Paths) for all established positions
    A detailed proposal on implementation road map for the new recommendations
    Proposed change management approach
    An Inception Report
    Final Report

    Submission of Expression of Interest
    Human Resource Management and/or Organization Development professionals to submit a proposal for conducting an employee climate survey, analysis and reporting as outlined here below.

    go to method of application »

  • Project Consultant, Africa

    Project Consultant, Africa

    Job Description

    DURATION: 6 months
    CLOSING DATE: 13 May 2018
    BACKGROUND
    Federal Ministry for Nature Conservation, Building and Nuclear Safety (BMUB), of the Federal Republic of Germany is supporting implementation of the project: “URBAN PATHWAYS: Supporting Low Carbon Plans for Urban Basic Services in the context of the New Urban Agenda.” Led by UN-Habitat, the project is being implemented by a consortium of partners that includes, the Wuppertal Institute of Climate, Energy and Environment and UNEP.   
    The Urban Pathways project will help delivering on the Paris Agreement and the NDCs in the context of the New Urban Agenda and the Sustainable Development Goals. It will establish a facility in close cooperation with other organisations and networks such as ICLEI and C40 active in this area to support national and local governments to develop action plans and concrete implementation measures to boost low-carbon urban development. This will build on UN-Habitat’s role as “a focal point on sustainable urbanization and human settlements including in the implementation and follow-up and review of the New Urban Agenda” (reference: Art .171 of NUA). The overall outcomes of the project include national action plans and local implementation concepts in key emerging economies with a high mitigation potential (India, Brazil, Kenya and Viet Nam). The plans will include an assessment of the political, technological, socio-economic and financial viability. The local implementation concepts will be developed into bankable projects, focusing on the access to urban basic services to create a direct link between climate change mitigation and sustainable development goals. This process will then be replicated regionally with policy development and implementation support and advice on stakeholder engagement and financing mechanisms. 
    The project will achieve its outcomes through the following outputs (work packages):   

    Inform (WP1): The first level of engagement will aim to reach a large number of local and national policy makers, practitioners, stakeholders and NGOs to raise awareness of the mitigation potential of urban energy efficiency, mobility and waste management strategies and show how an integrated approach to urban development can deliver on the New Urban Agenda, the Paris Agreement and the Sustainable Development Goals. 
    Inspire (WP2): This Work Package will actively train local and national policy makers, practitioners, stakeholders and NGOs and involve them in a structured capacity building program on the mitigation potential of sustainable urban basic services measures.
    Initiate (WP3):  Building on the “Inform” and “Inspire” work packages, WP3 will facilitate the preparation of policy proposals based on the NUA as well as commitments under the Paris Agreement and Agenda 2030. This WP will also establish twinning partnerships between cities.  
    Implement (WP4): This Work Package will focus on developing feasibility studies and implementation plans for at-least four pilot cities. The aim is to ensure that bankable and implementation-ready projects – demonstrating alignment with the NUA, respective country NDCs and the SDGs – are developed in the pilot cities.

    RESPONSIBILITIES 
    Key responsibilities and tasks of the Regional consultant are outlined below:

    Review the existing NDCs and current action plans with particular reference to transport but also on energy and the resource sector;
    Undertake dialogue with government on NDCs and sector policy and action plans to improve access to basic services;
    Facilitate workshops and wide stakeholder consultations;
    Develop at least 2 substantial project proposals focussing on improving access to transport in consultation with Government Counterparts and in collaboration with other UN agencies;
    Contribute to preparing technical materials (tool kits, guides etc)
    Compile Monthly Project Progress Reports (Africa Region).     

    The above comprise a board description of tasks. The consultant is expected to be adaptive, responding to changing situations in project countries and regions and take on other responsibilities particularly in the area of urban mobility.    
    COMPETENCIES

    Professionalism: High level of expertise in the area of urban mobility with demonstrated capacity for intellectual leadership and innovative and creative thinking. Professional competence and conscientious and efficient in meeting commitments while observing deadlines and achieving results.
    Communications: Speaks and writes clearly and effectively; listens to others, correctly interprets messages from others and responds appropriately; exhibits interest in having two-way communication; tailors language to transport related project partners; demonstrates openness in sharing information and keeping colleagues informed.
    Teamwork: Works collaboratively with colleagues to achieve organizational goals; solicits input by genuinely valuing others’ ideas and expertise; is willing to learn from others; places team agenda before personal agenda; 
    Planning & Organizing: Develops clear goals that are consistent with agreed strategies of the work on urban mobility; identifies priority activities and assignments for the unit; adjusts priorities as required; allocates the appropriate amount of time and resources for completing work; foresees risks and allows for contingencies when planning; monitors and adjusts plans and actions as necessary.
    Accountability: Takes ownership of all responsibilities and commitments; delivers outputs for which one has responsibility within prescribed time, cost, and quality standards; operates in compliance with organizational regulations and rules.

    EDUCATION

    Advanced University degree (Masters or Equivalent) in Urban or Regional Planning or a first degree with the relevant combination of professional and academic qualifications.

    QUALIFICATION

    At least ten (10) years of relevant experience in research/capacity building; policy analysis or urban basic services.
    Demonstrated Knowledge and competence in areas of climate change mitigation; Paris Agreement; New Urban Agenda; SDGs. 
    Knowledge of UN policies and procedures is an advantage.

    LANGUAGE SKILLS
    English and French are the working languages of the United Nations Secretariat. For this assignment, fluency in oral and written English is essential.
    OTHER SKILLS

    Experience with government institutions is an asset.
    Understanding of diverse institutional cultures and the specific needs and conditions of low-income residents, slum-dwellers, NGOs and Municipalities involved in addressing the urban mobility needs of the poor. 
    Ability to communicate with donors, partners and senior management.
    Sound judgment, analytical skills, networking and interpersonal skills, ability to plan and organize work.
    Good report/project writing skills.

    REMUNERATION
    The payment schedule with corresponding outputs in more detail are described in below:
    Payment Stage, Conditions & Amount of Payment (USD)

    First: Signature of contract, submission and acceptance of work plan and inception report = 4,000
    Second: Submission and acceptance of monthly report for the month of May, June and July 2018 and outputs produced during this period = 12,400
    Third and Final: Submission and acceptance of monthly report for the month of May, June and July 2018 and outputs produced during this period. Submission and acceptance of at-least two project concepts. = 12,400 Total = 28,800

  • Consultant: Political Economy Analysis (PEA) of the South Omo – Turkana Conflict Consultant: Political Economy Analysis (PEA) of the Mandera Triangle Cluster

    Consultant: Political Economy Analysis (PEA) of the South Omo – Turkana Conflict Consultant: Political Economy Analysis (PEA) of the Mandera Triangle Cluster

    General Background
    Violent conflicts in the border areas between Kenya and Ethiopia are shaped by the realities that define subsistence rural livelihoods.For example, climate change has led to rising temperatures and higher frequency and intensity of droughts that have changed the vegetation in the rangelands, forcing pastoralists to move further to find food and water for cattle.In addition, conflicts over land rights and access occur between private businesses, local governments, and different ethnic groups. In all cases, violent conflict erodes the positive social capital that holds communities together and pushes vulnerable and already marginalized people to migrate to locations they believe can allow them to attain secure livelihoods and alternative options for a stable, prosperous life. Funded by the European Union Trust Fund for Africa, the Selam Ekisil (SEEK) project adopts a conflict systems based approach to address the multiple causes of conflict in cross border areas and to promote peace building, conflict management, and conflict resolution capacity at the community and cross border levels. It is part of the EU’s program for Collaboration in the Cross Border areas of the Horn of Africa, providing over 60 million euros of investment to prevent and mitigate the impact of local conflict and to promote economic development and greater resilience in four different cross border regions. Ultimately, the prevalence and severity of conflict are shaped by the effectiveness of informal and formal institutional structures and forces that manage differences between groups. The three-year project will address drivers of conflict, insecurity, and instability, while strengthening the systems and institutions that peacefully manage and resolve conflict on the border of Southwest Ethiopia and Northwest Kenya. It is against this backdrop that Pact will carry out a broad Political Economy Analysis (PEA) of the peace architecture across the cross-border area to inform overall Action direction and serve as the basis of overall activity design. The PEA will be structured to elucidate power dynamics, values and ideas that shape actors’ behaviors, and the relationships, interests and incentives. It will consider how actors interact with each other as a whole system and will consider relationships between different layers of peace structures. The PEA also will incorporate conflict analysis to capture and map local drivers of conflict and to provide an overview of the status of EWER and other peace architectures.
    Key Question
    What are the barriers and opportunities of Government and Non-Government Actors to engage effectively to prevent local conflict and/or mitigate its impact that will lead to sustainable peace and perceived improved quality of life? Specific Background
    In order to contribute to the prevention of local conflicts in the cross-border areas, mitigating the impact of conflicts and strengthening the broader institutional systems for conflict prevention, response, management and potentially resolution, and as part of the inception phase of the project, Pact will conduct a Political Economy Analysis (PEA) to inform the project and the Consortium strategy and intervention plan in the conflict prevention, management, and resolution (CPMR) sector for the coming three years of programming.
    Scope of Work
    This ToR is to manage the delivery of a Political Economy Analysis (PEA) in South-Omo-Turkana cluster, to provide an understanding of the contexts and conditions for the Government, civil society and other conflict management actors to improve performance in conflict management. The assignment consists of the following aspects:

    Develop an appropriate PEA methodology and APEA framework through a participatory workshop with the South-Omo team and partners. The methodology and exact questions to be answered by the political economy analysis will develop over the course of the workshop as the teams and the consultant consider their initial analysis. The teams will be prepared to identify and explore emerging political economy questions as the research is carried out.
    Demonstrate and support the development of the teams to interview and collect data through an experiential learning process that develops their skills and guides the teams to undertake field work to inform the final analysis.
    Collate and analyse the findings
    Write up the reportThe Lead Analyst will guide the team during the collection of data and interviews. The aim of the PEAs is to provide an understanding and analysis of the political and economic constraints and opportunities for change in the CPMR system, leading to a set of specific recommendations and that can be turned into operational delivery objectives as part of Pact’s programme strategy. The specific objectives of the PEA are to understand:
    What the dynamics and incentives are of the government, institutions, civil society, business sector and other stakeholders (the drivers of change) that can support the emergence of a more effective conflict management system. Consideration should also be given to the capability of these actors and drivers for change;
    How interests and incentives can be combined to create levers of change that provide opportunities for Pact interventions, or when these interests may resist change such that an intervention is unlikely to be feasible;
    Who are the current main “winners” and “losers” in this arena, and what are the implications for Pacts programme in these areas that will support strengthened conflict management and stability, and stakeholder efforts to address drivers of conflict;
    Understand how the formal and informal policy arenas and ways of doing business shape success or failure in the management of conflict;
    How investment and future government and stakeholder development plans may affect the system and potentially create losers amongst poor people or encourage drivers of migration.

    Deliverables

    An approach and methodology and work plan for conducting this PEA. The work plan will include indicative activities, per phases (desk research, consultation/meetings, analysis, report drafting and finalisation).
    A presentation of findings to Pact Consortium. Half day meeting/workshop with power point.
    A final report on the political economy of the CPMR and conflict stakeholders (including the business sector). The report structure will be agreed with the Pact team before completion. The report shall contain, at least:
    The methodology and approach developed by the teams;
    A final political analysis of the CPMR sectors in the cluster area, outlining the key issues in the political economy as they impact on conflict-affected communities, the peacebuilding institutions and the potential for Pact and partners to work with stakeholders – including private sector companies as levers of change to promote stability and social cohesion. These should include:
    Roles and responsibilities of different actors: who are the key stakeholders in the clusters and what are their functions in CPMR sector?
    The ‘peace ecosystem structure’: what are the relationships and balance between the key stakeholders and institutions such as government departments, peace structures, traditional leaders, large companies, small-scale enterprises, and individuals?
    What are the Government policies, regulations and institutional arrangements on both sides of the relevant borders that affect the CPMR sector?
    Power relations: to what extent is power vested in the hands of specific stakeholders, companies and/or individuals? How do different interest groups, including government influence the sector and conflict dynamics and how it functions? Are certain groups/ethnicities/gender groups excluded from playing positive roles in peacebuilding?
    Historical legacies: what is the past history that affects CPMR, including government and the business sector actions? How does this influence current stakeholder perceptions and incentives?
    Local issues: what are the sensitive issues such as land rights, business practices, sources of conflict and environmental and cultural sensitivities in these clusters?
    What are the dominant ’rules of the game’ both formal and informal which shape behaviours and views on conflict and its management? To what extent may these serve to constrain change?
    Corruption and rent-seeking: is there significant corruption and rent-seeking that affects the sector? Who benefits most from this? How is patronage being used?
    A set of specific and actionable recommendations for Pact and consortium members to consider in its strategy.

    Skills and Expertise Required

    5+ years’ expertise in the functioning of public sector institutional structures, organizational behavior and incentives mapping and theory e.g. principal-agent problems;
    5+ years’ expertise of applied political economy analysis and the use of various methodologies, as well as the application of analysis to develop recommendations for development programming;
    5+ years of experience working in research and analysis in Horn of Africa, and ability to demonstrate knowledge of the region’s/country’s culture and social norms;
    Expertise in the functioning of informal networks and drivers of decision-making;
    Proven ability to tap into informal networks, obtain information, triangulate it, assess its reliability;
    Work in the humanitarian sector is an added advantage.Evaluation Criteria ​Applicants are requested to submit CV’s no later than February 15th, with a cost estimate to fulfill the deliverables above within the assigned dates of assignment. An applicant will be selected based on best value (combination of qualifications, price, and ability to meet timeline).

    go to method of application »

  • Peer to Peer Support Consultant

    Peer to Peer Support Consultant

    Job Description
    Farm Africa Kenya through one of its project in Kitale (Growing Futures) aims to develop a model to expand agricultural entrepreneurial skills to improve livelihood opportunities for youths engaging in profitable and viable agri-enterprises beyond the traditional maize production.
    Currently the project is recruiting a consultant to support the champion farmers on peer leadership and life skills so as to enhance their understanding of self, community issues, challenges and resource use to improve their livelihoods.

  • Terms Of Reference For Carrying Out A Comprehensive Job Evaluation Exercise For Hand In Hand Ea Training On Results Based Management And Project Management

    Terms Of Reference For Carrying Out A Comprehensive Job Evaluation Exercise For Hand In Hand Ea Training On Results Based Management And Project Management

    EXPRESSION OF INTEREST
    Terms of reference for carrying out a comprehensive job evaluation exercise for Hand in Hand EA (HiH EA)
    Introduction
    Objectives of the Assignment
    The specific objectives of the consultancy are as follows;

    To embark on revising the salary grading structure appropriate to HiH EA and address the inequalities and disparities in similar functions. Set the foundation for implementation of HR initiatives in the area of performance management and talent management with the aim of retaining high performing staff.
    To generate a remuneration criteria that aligns remuneration, functions and grade levels that reflect the basic concept of equal pay for work of equal value.

    The Exercise is purposed to achieve the following requirements:

    Involve employees in entrenching a fair and non-discriminative workplace perception
    Create and develop internal capacity in job analysis and evaluation
    Apply thorough and systematic gathering of information
    Ensure a consistent method of evaluation
    Furnish a rationale for the resultant job grading system and organization chart.

    Scope of work
    The scope of work involves:

    Obtain and review recent reports on internal and external on surveys on compensation and employee satisfaction.
    from internal comments made by staff and management on the current salary and benefits structure to understand the outstanding questions that should be addressed by this study.
    Carryout a jobs/ Functions analysis; Carry out a job analysis, on all the positions and propose job descriptions for each position specifying the minimum competencies required for each position. The consultant will be expected to train and ensure participation of identified job analysts from the ORGANIZATON in the job analysis process.
    Agreement on benchmark job classifications within HiH EA organization structure.
    Study Review salary levels and steps for each job category- To review/assess the current HiH EA Salary Structure, Job Descriptions or Position Profiles (Not just Job Title) in terms of qualifications, experience/seniority, knowledge/ skills, nature of work for comparison and clarity within the organization.
    Grade all jobs and recommend a new grading for all jobs in the organization structure.
    Study the current organization structure and apply the job analysis and job evaluation findings to make recommendations for review to ensure it is aligned to the strategic direction of the organization.
    Recommendations on effective implementation of the outputs of the job evaluation exercise.
    Link job evaluation results to salary and benefits and come up with revised salary and benefits structure.
    Prepare Career Progression guidelines in which the duties and responsibilities are clearly defined and designed to meet the functional and organizational needs of HiH EA.

    The consultant will propose an implementation road map for each of the recommendations made. The Road map should outline the actions required and timelines.
    It is expected that that the job evaluation will provide HiH EA with:

    A rational basis for making defensible decisions on job grades and rates
    A consistent approach for the determination and management of relativities between jobs
    An equitable pay structure across HiH EA based on a logical method of measuring relative job sizes
    A strategic framework within which rational decisions can be made in response to changing organization structure and roles and to market rate pressures
    A logical and consistent approach to measuring the relative sizes of jobs with HiH EA.

    Core activities

    Carry out a literature review of the already available in-house information related to this assignment
    Develop and share with the HiH EA an inception report for this assignment
    Hold meetings with HiH EA CEO Heads of Department and HiH EA HR and nominations Committee.
    Train HiH EA management, job analysis team and the job evaluation panel.
    Professional collect and analyze all information on jobs and prepare job analysis and evaluation reports – both in draft and the final copy.
    Develop with justification a revised salaries and benefits structure for HiH EA with an implementation arrangement.
    Facilitate and provide explanation to questions on managements and boards meeting on the exercise.

    Expected Deliverables

    Proposed organization structure
    Job Descriptions for each position
    A competency framework for all proposed positions with clear personal and position specifications.
    Train HiH EA management, job analysis team and job evaluation panel to build their capacity on job analysis and familiarization with job evaluation.
    A final Grading structure for all positions in the organization in line with the proposed organization structure
    A clear job classification and recommended remuneration structure for each grade
    A scheme of service (Career Paths) for all established positions
    A detailed proposal on implementation road map for the new recommendations
    Proposed change management approach
    An Inception Report
    Final Report

    Submission of Expression of Interest
    Human Resource Management and/or Organization Development professionals to submit a proposal for conducting an employee climate survey, analysis and reporting as outlined here below.

    go to method of application »

  • Project Consultant, Africa

    Project Consultant, Africa

    Job Description

    DURATION: 6 months
    CLOSING DATE: 13 May 2018
    BACKGROUND
    Federal Ministry for Nature Conservation, Building and Nuclear Safety (BMUB), of the Federal Republic of Germany is supporting implementation of the project: “URBAN PATHWAYS: Supporting Low Carbon Plans for Urban Basic Services in the context of the New Urban Agenda.” Led by UN-Habitat, the project is being implemented by a consortium of partners that includes, the Wuppertal Institute of Climate, Energy and Environment and UNEP.   
    The Urban Pathways project will help delivering on the Paris Agreement and the NDCs in the context of the New Urban Agenda and the Sustainable Development Goals. It will establish a facility in close cooperation with other organisations and networks such as ICLEI and C40 active in this area to support national and local governments to develop action plans and concrete implementation measures to boost low-carbon urban development. This will build on UN-Habitat’s role as “a focal point on sustainable urbanization and human settlements including in the implementation and follow-up and review of the New Urban Agenda” (reference: Art .171 of NUA). The overall outcomes of the project include national action plans and local implementation concepts in key emerging economies with a high mitigation potential (India, Brazil, Kenya and Viet Nam). The plans will include an assessment of the political, technological, socio-economic and financial viability. The local implementation concepts will be developed into bankable projects, focusing on the access to urban basic services to create a direct link between climate change mitigation and sustainable development goals. This process will then be replicated regionally with policy development and implementation support and advice on stakeholder engagement and financing mechanisms. 
    The project will achieve its outcomes through the following outputs (work packages):   

    Inform (WP1): The first level of engagement will aim to reach a large number of local and national policy makers, practitioners, stakeholders and NGOs to raise awareness of the mitigation potential of urban energy efficiency, mobility and waste management strategies and show how an integrated approach to urban development can deliver on the New Urban Agenda, the Paris Agreement and the Sustainable Development Goals. 
    Inspire (WP2): This Work Package will actively train local and national policy makers, practitioners, stakeholders and NGOs and involve them in a structured capacity building program on the mitigation potential of sustainable urban basic services measures.
    Initiate (WP3):  Building on the “Inform” and “Inspire” work packages, WP3 will facilitate the preparation of policy proposals based on the NUA as well as commitments under the Paris Agreement and Agenda 2030. This WP will also establish twinning partnerships between cities.  
    Implement (WP4): This Work Package will focus on developing feasibility studies and implementation plans for at-least four pilot cities. The aim is to ensure that bankable and implementation-ready projects – demonstrating alignment with the NUA, respective country NDCs and the SDGs – are developed in the pilot cities.

    RESPONSIBILITIES 
    Key responsibilities and tasks of the Regional consultant are outlined below:

    Review the existing NDCs and current action plans with particular reference to transport but also on energy and the resource sector;
    Undertake dialogue with government on NDCs and sector policy and action plans to improve access to basic services;
    Facilitate workshops and wide stakeholder consultations;
    Develop at least 2 substantial project proposals focussing on improving access to transport in consultation with Government Counterparts and in collaboration with other UN agencies;
    Contribute to preparing technical materials (tool kits, guides etc)
    Compile Monthly Project Progress Reports (Africa Region).     

    The above comprise a board description of tasks. The consultant is expected to be adaptive, responding to changing situations in project countries and regions and take on other responsibilities particularly in the area of urban mobility.    
    COMPETENCIES

    Professionalism: High level of expertise in the area of urban mobility with demonstrated capacity for intellectual leadership and innovative and creative thinking. Professional competence and conscientious and efficient in meeting commitments while observing deadlines and achieving results.
    Communications: Speaks and writes clearly and effectively; listens to others, correctly interprets messages from others and responds appropriately; exhibits interest in having two-way communication; tailors language to transport related project partners; demonstrates openness in sharing information and keeping colleagues informed.
    Teamwork: Works collaboratively with colleagues to achieve organizational goals; solicits input by genuinely valuing others’ ideas and expertise; is willing to learn from others; places team agenda before personal agenda; 
    Planning & Organizing: Develops clear goals that are consistent with agreed strategies of the work on urban mobility; identifies priority activities and assignments for the unit; adjusts priorities as required; allocates the appropriate amount of time and resources for completing work; foresees risks and allows for contingencies when planning; monitors and adjusts plans and actions as necessary.
    Accountability: Takes ownership of all responsibilities and commitments; delivers outputs for which one has responsibility within prescribed time, cost, and quality standards; operates in compliance with organizational regulations and rules.

    EDUCATION

    Advanced University degree (Masters or Equivalent) in Urban or Regional Planning or a first degree with the relevant combination of professional and academic qualifications.

    QUALIFICATION

    At least ten (10) years of relevant experience in research/capacity building; policy analysis or urban basic services.
    Demonstrated Knowledge and competence in areas of climate change mitigation; Paris Agreement; New Urban Agenda; SDGs. 
    Knowledge of UN policies and procedures is an advantage.

    LANGUAGE SKILLS
    English and French are the working languages of the United Nations Secretariat. For this assignment, fluency in oral and written English is essential.
    OTHER SKILLS

    Experience with government institutions is an asset.
    Understanding of diverse institutional cultures and the specific needs and conditions of low-income residents, slum-dwellers, NGOs and Municipalities involved in addressing the urban mobility needs of the poor. 
    Ability to communicate with donors, partners and senior management.
    Sound judgment, analytical skills, networking and interpersonal skills, ability to plan and organize work.
    Good report/project writing skills.

    REMUNERATION
    The payment schedule with corresponding outputs in more detail are described in below:
    Payment Stage, Conditions & Amount of Payment (USD)

    First: Signature of contract, submission and acceptance of work plan and inception report = 4,000
    Second: Submission and acceptance of monthly report for the month of May, June and July 2018 and outputs produced during this period = 12,400
    Third and Final: Submission and acceptance of monthly report for the month of May, June and July 2018 and outputs produced during this period. Submission and acceptance of at-least two project concepts. = 12,400 Total = 28,800