UNDP Jobs

• To make a research of the Zimbabwe Labour Market to define the list of organization that could be considered as comparators for the SC remuneration Survey. The final approval of the list of comparators will be provided by UNDP Zimbabwe.
• To collect information using prevailing survey questionnaire template (as outlined in the annex 3 of remuneration hand book attached) from 10 recommended employers as agreed by UNDP (Seven from Public Sector and three from private.) 
• To review the  value of typical allowances  and benefits those are found in the market from such employers
• To  Conduct survey interview and match the benchmark job for the six service occupations  across  the eleven levels of responsibility typically found in the UN (please refer to Annex 2 of the remuneration Hand book).
• Benchmarking exercise should consider the job in the context of overall structure of organization, scope and depth of responsibilities, experience, training requirement and qualification for that particular job.
• To develop programme and tools for analysis the data from participants and examine the utility of scale from competitive market position perspective.
• To make recommendation on the remuneration scales with market position of 60% percentile and establish the remuneration with target of the 50th percentile of the surveyed employers. The final remuneration scale should integrate into five broad band (please refer to page 8-9 of the remuneration handbook)
• To do matching  process  between  actual service contract salaries /positions and new remuneration  scale consisting of;

• The Consultant/Firm shall provide a list of employers which may be considered for the SC Remuneration Survey. UNDP will revise and approve the list within one week from its receipt. All employers where data is sought should have established remuneration ranges which clearly distinguish pay for levels of responsibility. The survey model for collecting local market information should include a sample of ten employers (the list of comparators should include at least 10 employers to be surveyed, of which six should be retained).  In all instances no less than two thirds of the sample must be drawn from public/not for profit employers (i.e., 7 surveyed employers should be from public sector and 3 from private sector, out of which 4 should be retained from public and 2 from private sector for the final scale).
• The Consultant/Firm shall collect compensation information from additional employers recommended by the UNDP for possible inclusion in the SC Remuneration Survey.  UNDP will provide the employer contact and the Consultant shall collect the necessary information from each of these employers.
• The Consultant/Firm shall collect data from employers using the UNDP Survey Questionnaire form and analyzed in accordance with UNDP methodology (a copy to be provided by UNDP upon signature of the contract), and will include all typical allowances and benefits that are found in the local labor market.
• Matching of terms of reference based on the benchmarks provided by UNDP. The following four factors should be evaluated in establishing SC TOR matches Structure, content, progression & qualifications
• When information from all 10 potential employers is complete, UNDP will make the selection of at least 6 retained employers for inclusion in the SC Remuneration Survey analysis.  (Two third from public sector and the rest from private sector).
• The Consultant/Firm shall present analysis to UNDP and make recommendation on the remuneration scale with market position of 40th, 50th, 60th percentile and establish the final remuneration with target of the 50th percentile of the surveyed employers.

• The Consultant/Firm shall review the TORs of all SC holders at each band
• The Consultant shall classify the TORs based on the newly set remuneration scale
•  Deliverables
  All deliverables shall be submitted in one original hard copy, and one electronic soft copy , preferably in Microsoft Word format, where applicable;
• 3rd September 2012: UNDP to provide a list of recommended comparators and calendar of meetings to the Consultant(s)
• 17th September 2012: Submission of first draft report to UNDP. The Report will include the following:
• Summary of data collected from specific organisations showing ToRs matches and the valuation of their remuneration scale
• A table showing the average of all organizations by benchmarked ToRs and the 40-50-60 percentile remuneration
• A summary table of organization practices on remuneration
• 24th September 2012: Final date for UNDP to review, consult and approve report
• 3rd October 2012: Submission of final report to UNDP. In addition to the information included in the first draft, the final report will include the following:
• Remuneration of Service Contract scales with 3 versions targeting market position at 40-50-60 percentile (established in local currency)
• All documents used during the remuneration survey
• Suggested Remuneration scale as per UNDP Methodology and user guide
• Tools that will allow easy updates of data to be performed by the UNDP for carrying out further interim remuneration
• The report for external UNDP use considering confidentiality of information from organisation
• 10 October 2012: Final date for UNDP to review and approve the final report

• 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
  

• Knowledge Management and Learning
• Shares knowledge and experience and contributes to UNDP Practice Areas and actively works towards continuing personal learning and development.
• Ability to provide top quality policy advice services on economic issues.
• In-depth practical knowledge of inter-disciplinary development issues.

• Ability to lead strategic planning, results-based management and reporting
• Abililty to go beyond established procedures and models, propose new approaches which expand the range of programmes
• Ability to work with minimal supervision
• Ability to lead formulation and evaluation of development programmes and projects
• Ability to apply economic theory to the specific country context, carry out high-quality economic research

• Focuses on impact and result for the client and responds positively to critical feedback
• Encourages risk-taking in the pursuit of creativity and innovation
• Leads teams effectively and shows conflict resolution skills
• Consistently approaches work with energy and a positive, constructive attitude
• Demonstrates strong oral and written communication skills
• Builds strong relationships with clients and external actors
  

The review will be conducted by a national or an international consultant who is expected to have the following major qualifications and competencies:

• Advanced degree in Human Resources, Business or Public Administration or related field
• At least 10 years of relevant experience
• Fluent in English

Documents to be submitted:

Interested Consultant must submit the following document/information to demonstrate their qualifications: (see attached Annexes)

• Letter stating suitability for the assignment
• Annex 2 – Proposal Submission form for Individual Contractor
• Annex 3 - CV and P.11 Form
• Annex 4 – Price Schedule for Individual Contractor
• Annex 5 – Minimum Requirements
  

For details  please visit the UNDP Zimbabwe Site at: www.undp.org.zw