Historique

UNDP Global Mission Statement

UNDP is the UN’s global development network, an organization advocating for change and connecting countries to knowledge, experience and resources to help people build a better life. We are on the ground in 166 countries, working with national counterparts on their own solutions to global and national development challenges.

UNDP Afghanistan Mission Statement

UNDP supports stabilization, state-building, governance and development priorities in Afghanistan. UNDP support, in partnership with the Government, the United Nations system, the donor community and other development stakeholders, has contributed to institutional development efforts leading to positive impact on the lives of Afghan citizens. Over the years UNDP support has spanned such milestone efforts as the adoption of the Constitution; Presidential, Parliamentary and Provincial Council elections; institutional development through capacity-building to the legislative, the judicial and executive arms of the state, and key ministries, Government agencies and commissions at the national and subnational levels.

UNDP has played a key role in the management of the Law and Order Trust Fund for Afghanistan (LOTFA), which supports the Government in developing and maintaining the Afghan National Police (ANP) and the Central Prisons Department (CPD) in efforts to stabilize the internal security environment. Major demobilizations, disarmaments and rehabilitations and area-based livelihoods and reconstruction programmes have taken place nationwide. UNDP Programmes in Afghanistan have benefited from the very active support of donors. UNDP Afghanistan is committed to the highest standards of transparency and accountability and works in close coordination with the United Nations Assistance Mission in Afghanistan and the UN system as a whole to maximize the impact of its development efforts on the ground.

Organizational Context

Law and Order Trust Fund for Afghanistan (LOTFA)

Support to Payroll Management Project (SPM)

The SPM is a dedicated payroll management project with approximately 20 national staff and 3 international staff working closely together with MOIA staff from the Budget & Finance, HR and ICT departments to ensure timely payment of Salaries and incentives to the Afghan National Police (ANP) and Central Prison Department (CPD) officers.

The expected outcome of the SPM project is GIROA’s (i.e. MOIA) ability to independently manage all non-fiduciary aspects of payroll for the ANP and CPD, including producing relevant reports for donors in their specified formats. MOIA should also be able to manage the full range of functions related to payroll, i.e. human resources, accounting, and information and communication technology in a seamless manner.

The project is divided into 6 outputs as follows:

• Output 1 entails having in place updated legislative, policy and regulatory framework and business processes, implemented and functional in support of independent MOIA payroll management;
• Output 2 entails MOIA personnel (in Payroll, Human Resources (HR), Finance and Budget as appropriate) being able to independently undertake all payroll inputs, processing and validation tasks to agreed and measurable standards, using the reliability, accuracy and timeliness of personnel data and payroll to support improved evidence-based planning, prioritization and decisions;
• Output 3 covers MOIA’s payroll systems which should electronically be linked with HR systems, implemented and operational nationwide, and covers all pertinent and validated personnel. Three interconnected activity results are to be achieved for the overall achievement of this output;
• Output 4 covers the provisions of the necessary infrastructures to support the full functionality of MOIA payroll systems during and after the SPM project;
• Output 5 is the core function of the SPM project as it entails the transfer of funds, on a timely and regular basis, to MOF for Police Pay;
• Output 6 is the SPM Project management component which is to ensure that the rest of the outputs get implemented in accordance with the project document and in a timely, efficient, accountable and effective manner.SPM project is tasked with the responsibility of building the capacity of MOI staff in preparation for the handover of payroll functions in December 2016. The report of the Micro Capacity assessment conducted by an international accounting firm, Grant Thornton between December 2015 and January 2016 indicates that there is a serious lack of capacity at the MOI to manage payroll functions   as well as in other functions such as budgeting, procurement, financial and human resource management. Despite the ongoing civilianization program, MOIA is not able to attract and retain sufficient numbers of highly quality staff due to the low pay among other factors. The purpose of pay and incentives is to compensate employees for the work they do, motivate and retain them. Pay across government institutions may not be harmonized and even within the MOIA, the current method of determining pay and incentives is not enabling MOIA to attract and retain competent and motivated staff.

The MOIA issues pay scales annually together with the approved Tashkil, which has been used as the basis for preparing annual budgets and commitment letters used by UNDP, and the donors to commit funds to the MOIA.  There basis for determining  pay scale, its fairness or sustainability is not very clear , and it is from this background that UNDP is seeking to hire and retain a competent consultant to conduct.

Overall Objective of the Consultancy:

The general objective of the consultancy is to conduct a study which will ensure rationalization of pay structure and determine the sustainability of the current salary structure of the ANP and GDCPD, established by the current salary scales and incentive rates. The study will provide recommendations to the MOIA, on how to rationalize the remuneration structure, making it more transparent, reducing the dependence on incentives and improving the relationship between pay and performance. The study should provide findings of the current pay structure and propose   2pay structure options. Specific objectives of the consultancy include:

• Assess the basis for the current pay structure of the Police salary scale in light of best practices in similar sector and context, and provide recommendations for improvement;
• Identify and propose alternative ANP pay structures;
• Assess the implications of changes in pay structure, and the challenges for implementation;
• Facilitate determination of pay budgets, planning for recruitment, promotions and salary[i] increments;
• Propose a pay structure for MOIA that align with those of other security sector institutions such as the National Directorate of Security (NDS) and the Ministry of Defense (MOD);
• Identify and clarify the legal requirements to make any changes to the current pay and incentives.

[i] Pay = Base salary + Incentives,  Salary = Base Pay

Devoirs et responsabilités

Scope of Work

Review of ANP and GDCPD Salary Structure (Salary Scales and Grades) and Incentive Rates:

• Determine policies and regulations on which the current salary scales/grades and incentive rates are established; determine and document policy gaps, if applicable;
• Document current criteria concerning eligibility for all categoriesof payand current processes by which entitlements /deductionsare establishedand implemented;
• Review the methodology currently used to determine incentives payments for ANP personnel who are deployed temporarily from one province to another , especially to higher risk provinces;and recommend appropriate policy changes to address observed shortcomings;
• Determine the comparability of current salary scales and incentive rates of the ANP against salary scales and incentive rates used in the ANSF institutions , such as the MOD and NDS;
• Determine whether there are established legal or regulatory requirements to make any changes to the current pay and incentives , and the adequacy of such legal requirements, if any;
• Determine whether, and if so how, current pay structure of the ANP/GDCPD is linked to performance appraisal, and its impact of motivation, retention and performance of the personnel;
• Determine the budgetary impact of changes in salary scales and incentive rates, according to the 2 scenarios for proposed changes in the current ANP and GDCPD forces;
• Recommend policy changes to ensure fiscal sustainability, affordability and fairness of the pay structure.

Design Pay Structure Proposal:

• Make specific recommendations on the required reforms in pay and incentives;
• Assess the capacity of the MOIA to implement reforms to the pay structure;
• Determine the cost of implementation of the recommendations and propose financing options;
• Propose the method and timeframe for implementation of the recommendations;
• Prepare an advocacy strategy for the MOIA on implementation of the pay reform.

Outline of Study:

The study shall follow the outline as described here below:

• Background and objectives of study;
• The existing Pay and incentives structure , trends and its shortcomings;
• Previous pay reforms initiatives in Afghanistan – lessons learned;
• Major pay reform issues that need to be addressed , suggesting sequencing of implementation;
• Proposed Medium-term reform scenarios;
• Plan for implementation of pay reform recommendations;
• Conclusions.

Expected Output and Deliverables; Timeframe and Payment:

Deliverable 1: Submission and approval of Workplan and inception report (The inception report and work-plan will be vetted by the SPM Project, UNDP Rule of Law and Human Security Unit, and CSTC-A). The inception report will include among other things;  a study outline  and Table of Contents and a summary of key consultative discussions held with LOTFA, MOIA and CSTC-A; Week 2nd (10 working days); 10%

Deliverable 2: Submission of a draft report on the findings on the Review of pay structure; Week 8th (30 working days); 30%

Deliverable 3: Presentation of reformed  pay structure proposals (2 options); Week 10th (10 working days); 20%

Deliverable 4: Advocacy strategy for implementation of the Pay Reform recommendations; Week 12th (10 working days); 10%

Deliverable 5: Submission and acceptance of the final report by LOTFA management; Week 14th (10 working days; 30%

Payment Modality

Payments under the contract shall be delivery based and be made on receipt of the specific milestone reports indicated above, and including a timesheet according to UNDP procurement formats for individual contractors. These shall be as indicated in the table above, and shall be made upon approval by the LOTFA/SPM Project Manager. Upon receipt of final comments, the consultant shall finalize the report for formal acceptance by UNDP at which point the final payment shall be released.

Compétences

Corporate Competencies:

• Demonstrates integrity by modeling the UN’s values and ethical standards;
• Promotes the vision, mission, and strategic goals of UNDP;
• Displays cultural, gender, religion, race, nationality and age sensitivity and adaptability;
• Treats all people fairly without favoritism.

Functional Competencies:

• Ability to lead and implement capacity development approaches;
• Ability to implement public administration reform processes;
• Ability to lead formulation, oversight of implementation, monitoring and evaluation of development projects;
• Ability to apply development theory to the specific country context to identify creative, practical approaches to overcome challenging situations.

Management and Leadership:

• Builds strong relationships with clients, focuses on impact and result for the client and responds positively to feedback;
• Consistently approaches work with energy and a positive, constructive attitude;
• Demonstrates openness to change and ability to manage complexities;
• Ability to lead effectively, mentoring as well as conflict resolution skills;
• Demonstrates strong oral and written communication skills;
• Remains calm, in control and good humored even under pressure;
• Proven networking, team-building, organizational and communication skills.

Qualifications et expériences requises

Academic Qualifications:

• Master degree in business administration, law, political science, public administration, or other relevant field from an accredited college or university.

Experience:

• 7 years of practical experience in public administration reform, public financial management, governance and project management;
• Direct experience in reviewing salary structures, especially for public sector institutions is required; experience in payroll management is a strong asset;
• Direct relevant work experience in providing capacity development support to government, in the areas of institutional development and reform initiatives;
• Prior experience working in Afghanistan or other in-conflict developing country, on similar assignments will be considered an asset;
• Prior experience with the UNDP is highly desirable, although not essential.

Language:

• Excellent written and oral English skills a necessary requirement.

Working Arrangements:

Institutional Arrangement

The candidate will work under direct supervision of the Support to Payroll Management Project Manager and in close consultation with the MOIA and MOF, overall LOTFA Project Team and CO Team. LOTFA and the CO will provide office space and internet facility, logistical and other support service including transport and security applicable to UNDP international personnel. The candidate however is expected to bring his/her own laptop and mobile phone (UNDP will provide a local pre-paid sim card).

Duration of the Work

The performance under the contract shall take place over total contract duration of 3 months with maximum 70 working days.

Duty Station

The duty station for the candidate is Kabul, Afghanistan for the entire duration of the contract. Nunmber of limited field visits outside Kabul are envisaged under the contract. The candidate will be required to report regularly and be present at LOTFA during the working hours. The candidate will follow the working hours and weekends as applicable to LOTFA staff. Candidate’s movement for meetings and consultations shall be coordinated by LOTFA. The candidate is at all times required to observe UNDP security rules and regulations.

Price Proposal and Schedule of Payments:

The contractor shall submit a price proposal as below:

• Daily Fee – The contractor shall propose a daily fee which should be inclusive of his/her professional fee, local communication cost and insurance (inclusive of medical health and medical evacuation). The number of working days for which the daily fee shall be payable under the contract is 70 working days;
• Living Allowance (LA) – The contractor shall propose a LA at the Kabul applicable rate of USD 162 per night for his/her stay at the duty station. The number of nights for which the LA shall be payable under the contract is 97 nights. The contractor is NOT allowed to stay in a place of his/her choice other than the UNDSS approved places. UNDP will provide MORSS compliant accommodation in Green Village (GV) to the contractor. The payment of GV accommodation shall be made directly to GV by the contractor;
• Travel & Visa – The contractor shall propose an estimated lump sum for home-Kabul-home travel and Afghanistan visa expenses;
• The contractor shall be entitled for R&R - 7 calendar days (USD 2,170) for every six weeks during the course of the assignment. After the last R&R, the contractor should mandatorily stay in country for minimum of 30 calendar days.

The total professional fee, shall be converted into a lump sum contract and payments under the contract shall be made on submission and acceptance of deliverables under the contract in accordance with the abovementioned schedule of payment.

Evaluation Method and Criteria

Individual consultants will be evaluated based on the following methodology:

Cumulative Analysis

The award of the contract shall be made to the individual 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 solicitation;
• Technical Criteria weight 70%;
• Financial Criteria weight 30%.

Only candidates obtaining a minimum of 49 points (70% of the total technical points) would be considered for the Financial Evaluation.

Technical Criteria (70 points)

Technical Proposal (30 marks):

• Technical Approach & Methodology (20 marks) – Explain the understanding of the objectives of the assignment, approach to the services, methodology for carrying out the activities and obtaining the expected output, and the degree of detail of such output. The Applicant should also explain the methodologies proposed to adopt and highlight the compatibility of those methodologies with the proposed approach;
• Work Plan (10 marks) – The Applicant should propose the main activities of the assignment, their content and duration, phasing and interrelations, milestones (including interim approvals by the Client), and delivery dates. The proposed work plan should be consistent with the technical approach and methodology, showing understanding of the TOR and ability to translate them into a feasible working plan.

Qualification and Experience (40 marks) [Evaluation of CV]:

• Written Assessment & Work Sample (10 marks) – The short-listed applicants shall submit (upon request) a written evidence of their work that is relevant to the assignment. The applicant shall also be requested to participate in a virtual written assignment to assess their technical aptitude for the assignment;
• General Qualification (10 marks);
• Experience relevant to the assignment (20 marks).

Documents to be included when submitting the proposals:

Interested individual consultants must submit the following documents/information to demonstrate their qualifications in one single PDF document:

• Duly accomplished Confirmation of Interest and Submission of Financial Proposal Template using the template provided by UNDP (Annex II);
• Personal CV or P11, indicating all past experience from similar projects, as well as the contact details (email and telephone number) of the Candidate and at least three (3) professional references.

Technical Proposal:

• Brief description of why the individual considers him/herself as the most suitable for the assignment;
• A methodology, on how they will approach and complete the assignment and work plan as indicated above.