UNDP Jobs - 60973- National consultant to assess and review the Alban

National consultant to assess and review the Albanian School of Public Administration (ASPA) training modules from the gender perspective (2 posts)

Location :

Tirana, ALBANIA

Type of Contract :

Individual Contract

Starting Date :

Application Deadline :

06-Nov-15 (Midnight New York, USA)

Post Level :

National Consultant

Duration of Initial Contract :

Languages Required :

English

Expected Duration of Assignment :

25 workdays each consultant, over a period November-December 2015

UNDP is committed to achieving workforce diversity in terms of gender, nationality and culture. Individuals from minority groups, indigenous groups and persons with disabilities are equally encouraged to apply. All applications will be treated with the strictest confidence. UNDP does not tolerate sexual exploitation and abuse, any kind of harassment, including sexual harassment, and discrimination. All selected candidates will, therefore, undergo rigorous reference and background checks.

Background

Albania’s progress in recent years in respecting and promoting gender equality is highlighted in a series of international commitments as well as domestic legal and policy development and implementation. Since 2008 Albania passed the Gender Equality in Society Law, established the national gender machinery, improved the Law on Measures against Violence in Family Relations, opened the first national shelter for survivors of domestic violence, established the mechanism of coordination and referral of domestic violence cases in several municipalities, evaluated the National Strategy for Gender Equality and Domestic Violence (2007-2010), and approved the revised National Strategy on Gender Equality and against Gender-Based and Domestic Violence (2011-2015). In addition, Albania created a stronger data collection system through conducting Domestic Violence, Time Use and Demographic Health Surveys as well as through approval of a series of gender indicators that will mandate gender disaggregation of public statistics for a number of entities. Starting from mid-2014 Albania built also an online data collection and case tracking system that will produce statistics on the cases handled in an inter-disciplinary fashion in every district. Introduction of the 30% quota of women representation for general election and the 50% quota of women representation in local elections in the Electoral Code and community initiatives in engaging women more intensively in electoral and decision-making processes have opened the door for a greater voice for women’s need. Albania’s reporting in the framework of CEDAW Committee, Universal Periodic Review, Beijing and EU have evidenced certain recommendations and in August 2014 the European Convention on preventing and combating violence against women and domestic violence entered into force for all CoE Sate Parties. Thanks to a close collaboration between UN Agencies and other international organisms, MSWY and MEI, gender equality standards and gender mainstreaming have been embedded in key strategies and sector planning documents.

Despite positive developments, statistical data as well as Albania’s reporting in the framework of the UN CEDAW Committee, Universal Periodic Review, Beijing, and EU Progress Reports have evidenced marked gender inequalities in development outcomes. Gender mainstreaming still needs to be coherently pursued in programming, planning, budget allocation, implementation, and monitoring.

Public Administration Reform is among the priority areas of the European Commission’s Enlargement Package for Albania. Equality - in particular equality between women and men - and accountability to female and male citizens are guiding principles within the EU, specifically reflected in the EU Gender Equality acquis. Since progress in adopting the EU Gender Equality acquis largely depends on the capacity of government institutions, Public Administration Reform that supports and results in accurate absorption of the EU Gender Equality acquis is of high importance.

The most important gender equality issue related to public administration is the capacity of public institutions to formulate policies and deliver programmes that (i) recognize and respond to the different situation and needs of women and men; and (ii) work towards reducing inequalities. It is therefore paramount that the envisaged reform process specifically establishes the preconditions for engaging in socially and gender-responsive service delivery at central and municipal level. The aim is to ensure a public administration that delivers high-quality, inclusive, and equitable products and services, benefiting all women, men, girls and boys.

In light of the above and Albania’s advancement to the EU accession process, considerable and broad-based technical support is needed to ensure the effective implementation of the newly adopted reforms, the recent advances in the country’s legal framework and further alignment of the national legislation, policies and strategies with the EU Gender Equality acquis. The Government of Albania has identified gender equality as a cross-cutting strategic priority in the realization of democratic governance and sustainable development, and the eradication of gender-based violence and domestic violence is among the main national priorities for the advancement of gender equality. To support Albania’s international commitments to the implementation of international human rights standards, gender equality, environmental sustainability, and development of national capacities the Government of Albania and the United Nations signed in 2011 the Programme of Cooperation 2012-2016. Advancing gender equality is a core principle of the One UN in Albania and is viewed as a key cross-cutting issue throughout all of the UN programmes in the last decade.

Since 2007 and ongoing, UNDP and UN Women (formerly UNIFEM) have supported the Department of Public Administration and the Training Institute of Public Administration (at present Albanian School of Public Administration) with the introduction of induction training modules on domestic violence, gender equality, non-discrimination legislation and the related public officials responsibilities, gender mainstreaming in the public administration work. Furthermore, to support the MSWY (formerly MOLSAEO) in their role to continuously increase the capacities as gender equality employees/ gender focal points and align their responsibilities to the requirements of CEDAW and the improved gender equality legislation, training manuals and toolkits were produced.

It remains a challenge to ensure that Gender Equality goals and social priorities are implemented by central government structures that is to go beyond existing routine operations, and prioritise specific social concerns. It requires objective oriented planning, committing human resources to specific results, and measuring success. Government units are understaffed, do not always associate with achieving measured success, have limited experience in new areas of work, and are rarely incentivized to do so. Implementation in such a context is particularly challenging requiring the provision of on-going support and advice to government staff. Top-level management needs to ensure that “doing” is accompanied by training and reflection; that revised plans are linked to budgets and resources; that monitoring implementation is based on targets; that coordination, liaison and collaboration is accompanied by coaching; that when faced by bottlenecks, intransigence and challenges, advice is available. In this task, ministerial top level managers are foreseen to be technically supported by a ministerial Gender Equality Employee (GEE), jointly anchoring gender mainstreaming within a ministry. So far, GEEs have not yet been fully established (Note: Despite serious efforts to operationalize the national gender machinery as foreseen by Albanian gender equality legislation, full time gender equality employees (GEEs) in ministries and municipalities currently operate as informal gender focal points). In order for GEEs to be of clear benefit and assume their role as supporters to ministerial top level management, the Job Description/ToR of GEEs needs to be matched with and aligned to the requirements derived from sector reform and GoA’s obligations under the accession/enlargement agenda, particularly the EU Gender Equality acquis.

Duties and Responsibilities

In view of the substantial changes ensuing from EU accession, and the recent legal and policy advances in territorial and administrative reform, there is an increasing need for the public administration at central and local level to be equipped with the required skills for implementing GoA’s national and international commitments on gender equality, preventing and combating violence against women and domestic violence, and mainstreaming gender equality EU policy and directives through the work of public officials. Through its routine capacity development measures, the Albanian School for Public Administration (ASPA) assumes a central role in equipping civil servants with the respectively required knowledge and skills for ensuring efficient absorption and application of the EU Gender Equality acquis.

To this end, UNDP and UN Women will seek the services of two national consultants to jointly support ASPA in the gender-sensitive assessment, review and updating of ASPA’s current curricula and training modules targeting top level management of ministries: one legal and public administration expert, one gender and public administration with special expertise on local public administration. The two experts will work jointly in a team, together with an international gender & EU expert to focus on the following:

Draft a methodology for assessing and updating ASPA’s existing curricula and training modules with reference to the roles and responsibilities of central government bodies regarding gender mainstreaming, promoting gender equality, and preventing and combating violence against women and domestic violence,;
Review the existing legal framework on gender equality and gender based violence and domestic violence in Albania as amended recently, with particular focus on the duties and responsibilities of public administration officials at central level;
Review the recent reforms related to central public administration and their responsibilities in preventing and combating GBV&DV, promoting gender equality, gender mainstreaming and adopting the EU Gender Equality acquis in drafting and/or improving legislation, public policies, plans, strategies, budgets, monitoring and evaluation;
Based on the above reviews, identify respective gender training gaps in current ASPA curricula.
Revise/update curricula and customize training modules specifically targeting top level ministerial managers; add modules as required; in parallel, revise/update sample information folders for trainees;
Develop a “Training of Trainers” for future ASPA trainers in order to familiarizing them with the revised and updated modules, contents, and materials to be used in future trainings targeting top level ministerial managers;
Conduct a test run of ToT using the customized gender modules for top level ministerial managers;
Revise and update the existing database of ASPA gender trainers, for the subsequent establishment of ASPA’s Pool of Gender Trainers and initiation of their certification;
Organise consultancy sessions with the Department of Public Administration (DOPA), the EU Twinning project “Support to Albanian Civil Service Reform”, MSWY and with ASPA the customised training modules, with the aim to tailor these modules to the needs of ministerial top managers in specific sectors;
Prepare any additionally required materials, including training agendas, power point presentations, content of participants’ folders, exercises for training sessions;
Critically evaluate and integrate feedback obtained (i) during the test run; (ii) from ASPA gender trainers; (iii) from consultations with the abovementioned central public institutions; and (iv) from UNDP, UN Women and the EU Twinning project “Support to Albanian Civil Service Reform”;
Finalise training modules, the complete ToT package, and all supplementing materials.
Throughout the assignment efficiently liaise with the EU Twinning project “Support to Albanian Civil Service Reform”;
Participate in coordination meetings, and planning and review sessions with UNDP and UN Women.

The list of final deliverables:

Draft methodology and detailed Work Plan for the overall assignment, indicating time line, tasks, and division of labour among and responsibility of each of the consultants;
An initial gap report assessing existing ASPA training contents and modules regarding the roles and responsibilities of central government bodies and top level ministerial managers in preventing and combating violence against women and domestic violence, gender mainstreaming and promoting gender equality versus the contents to be incorporated in ASPA trainings in response to (i) the national legal and policy framework on gender equality and domestic violence; (ii) international gender equality obligations; and (iii) the EU Gender Equality acquis;
Revised, updated and newly introduced training modules targeting top level ministerial managers; sample information folders for training participants (in Albanian)
A toolkit for future ASPA trainers, focusing on the newly introduced components, modules and elements (in Albanian);
Draft agendas for training sessions (in Albanian)
An overview of the test run of the revised gender modules (in Albanian);
A ToT gender training package
Updated list of ASPA gender trainers with profiles, experience, relevant qualifications and specific expertise;
An Outline for each of the planned consultations;
Power point presentations and exercises (in Albanian);
A final report (in English) highlighting the expert’s work, outputs, achievements, lessons learned and the proceedings of consultations, including recommendations for the actual application and use of materials developed.

The consultants shall report to the Gender Programme Manager responsible for the respective contract at UNDP.

Competencies

Corporate Competencies:

Demonstrates integrity by modelling 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 favouritism.

Functional Competencies:

In-depth understanding of the work, competences, functions and structures of central government, demonstrated through years of experience, engagement, and personal contribution to the developments in this area;
High level of commitment in combating domestic violence in Albania and in supporting implementation of the Gender Equality Law and NSGE-GBV-DV;
While specific aspects of the EU Gender Equality acquis will be provided by the international gender expert, sound knowledge of and familiarity with EU gender policy and legislation is a prerequisite.
Excellent analytical skills, initiative, sound judgment, results-oriented and efficiency in the assigned tasks;
Excellent interpersonal and cross-cultural communication and public speaking skills, very good team player, and capacity to deliver as per deadlines.
Ability to work under pressure;
Excellent training and presentation skills

Required Skills and Experience

Academic Qualifications/Education:

Master’s degree in Law, Social Sciences, Public Administration, Gender Equality, and/or Development disciplines. Advanced degree in any of these areas or combination of them is highly preferred;

Work Experience:

Minimum 7 years of practicing experience in the field of social services development and/or socially responsive governance;
Demonstrated knowledge and hands-on experience in gender mainstreaming, gender responsive budgeting, issues of domestic violence and gender equality, including a solid understanding of pertinent legislation and policy;
Past experience in conducting training sessions for government employees, preferably in cooperation with ASPA;
Past experience in developing and designing gender training methodologies and modules; and in delivering gender/ gender mainstreaming trainings;

Language skills:

Excellent writing, editing, and oral communication skills in English.

Evaluation of Applicants:

Individual consultants will be evaluated based on a cumulative analysis taking into consideration the combination of the applicants’ qualifications and financial proposal.

The award of the contract should be made to the individual consultant whose offer has been evaluated and determined as:

a) responsive/compliant/acceptable, and

b) Having received the highest score out of a pre-determined set of weighted technical and financial criteria specific to the solicitation.

Only the highest ranked candidates who would be found qualified for the job will be considered for the Financial Evaluation.

Technical Criteria - 70% of total evaluation – max. 35 points:

Criteria A: Compliant educational background - max points: 10
Criteria B: Demonstrated knowledge and experience on issues of gender equality and public administration - max points: 15
Criteria C: Demonstrated experience in conducting training sessions for government employees - max points: 10

Financial Criteria - 30% of total evaluation – max. 15 points

Application procedures:

Qualified candidates are requested to apply online via this website. The application should contain:

A brief presentation explaining why you are the most suitable candidate for the advertised position, to be entered in the first part of "Resume and Motivation" (max 1000 characters)
Your word format resume in the following box, under"Resume and Motivation".
Filled UN Personal History Form (P11) for Service Contracts (SCs) and Individual Contracts (ICs); form to be downloaded at link: http://www.al.undp.org/content/albania/en/home/operations/jobs.html
lease upload the P11 instead of your CV.
Financial Proposal* - specifying a total lump sum amount for the tasks specified in this announcement. The financial proposal shall include a breakdown of this lump sum amount (number of anticipated working days, travel, per diems and any other possible costs).

Incomplete applications will not be considered. Please make sure you have provided all requested materials.

How to Submit the Application:

To submit your application online, please follow the steps below:

Download and complete the UN Personal History Form (P11) for Service Contracts (SCs) and Individual Contracts (ICs);
Merge your UN Personal History Form (P11) for Service Contracts (SCs) and Individual Contracts (ICs), Financial Proposal and cover letter into a single file. The system does not allow for more than one attachment to be uploaded;
Click on the Job Title (job vacancy announcement);
Click “Apply Now” button, fill in necessary information on the first page, and then click “Submit Application;”
Upload your application/single file as indicated above with the merged documents (underlined above);
You will receive an automatic response to your email confirming receipt of your application by the system.

*Please note that the financial proposal is all-inclusive and shall take into account various expenses incurred by the consultant/contractor during the contract period (e.g. fee, health insurance, vaccination and any other relevant expenses related to the performance of services...). All envisaged travel costs must be included in the financial proposal. This includes all travel to join duty station/repatriation travel.

Payments will be made only upon confirmation of UNDP on delivering on the contract obligations in a satisfactory manner.

Qualified women and members of minorities are encouraged to apply.

Due to large number of applications we receive, we are able to inform only the successful candidates about the outcome or status of the selection process.