Historique

Since 2006, through a broad range of complementary interventions, UNDP and the State Commission for Prevention of Corruption have been addressing some of the main challenges related to the institutional and human capacities for prevention of corruption and promotion of the principles for transparency, accountability and openness.

The results of these efforts include introduction of a range of new tools and methodologies, such as the innovative methodology for measuring susceptibility to corruption at local level (Responsibility, Transparency and Accountability Index), a Code of Ethics for Local Government Officials, which was adopted by all municipal councils, and introduction of quality management standards in the target municipalities (ISO certification). 

The process of preparing the new State Programme for Prevention of Corruption of Corruption, including the sectoral approach emphasized the need for efficient and effective raising institutional transparency and public awareness about the harmfulness of corruption and conflict of interest, and also highlighted the need for introduction of effective whistleblowers protection system.

Based on the strategic directions set forth in the State Programme for Prevention of Corruption, the UNDP and the State Commission for Prevention of Corruption developed a methodology for introduction of integrity systems, which has already been piloted in 9 municipalities at local level.  In the process of designing the concept, UNDP and the State Commission for Prevention of Corruption agreed that the whistleblowers protection system should be part and parcel of the overall integrity systems and developed as a complementary policy and operational tool to reinforce the system. 

Within the overall anti-corruption work, UNDP and the State Commission for Prevention of Corruption intend to continue with the systematic efforts for introducing integrity systems including a system of whistleblowers protection and identifying the most effective junctions of their complementary and reinforcing implementation.

Current situation and legal framework

The existing system for whistle-blowing in the country is at an initial stage. The existing legal framework does not directly address whistle-blowing although it does contain various provisions/elements which can support such a system. These include the provision to disclose information and, in certain circumstances, the obligation to disclose. 

On the other hand, a system is in place for the reporting of corruption, including existence of hotlines for informing on specific acts of corruption. This system is functional although evidence suggests that its practical usage is intermittent and inconsistent across the different agencies that are involved.  However, it is important to understand that a whistle-blower system, whilst sharing many of the features of an anti-corruption reporting system, has a number of different aspects.  Most particularly, whistle-blowing is focused on the reporting of concerns within an organisation (i.e. by its own employees) and also that its scope is not limited to corruption or criminal actions but to areas of wider public interest.

Having in mind that there is little knowledge in the public about the concept of whistle-blowing and the related steps and aspects of reporting and protection systems, there is further need to inform and educate the public administration, private sector, employees, media and the general public about the idea, concept, meaning and the positive benefits of whistle-blowing.

Regarding the legal framework, an inter-institutional working group has been established to work on amendments of the several laws which would put in place the whistle blowers protection system working group. Representatives from the State Commission for Prevention of Corruption (SCPC) are part of the working group working on the said analysis and amendments.  The adoption of the amendments is expected by end of 2013.

In addition, a roadmap for implementation of a Whistle-blower System in the country has been prepared by the SCPC outlining the steps needed to introduce such a system in the country.

Objectives

The effective use of a whistle blowing system is a significant tool in preventing and exposing corruption and other irregularities is a relatively new area, not only in the country but in the majority of countries. 

The benefits of implementing initial whistle blower activities are that it will send out a strong and positive message that the country is taking comprehensive and multi-pronged efforts about tackling corruption and other irregularities.

However, once the amendments to the laws become effective, it will be a challenge to put the system in place and ensure that they are properly implemented.

Therefore, within the overall efforts to introduce whistle-blowing system, a strategy for introduction and raising awareness on the whistle-blowing system will be needed to specifically recommend measures to promote the positive values and benefits, but also to encourage the whistle blowers in the public and private sector.  Such Strategy will support the SCPC to develop and implement a system that can be implemented with immediate effect, but also with a longer-term strategic plan to further expand and enhance the programme in the future.

The strategic document should be consisted of a proposal for the campaign which will be addressed to the three key areas. Firstly, it will educate the public about the concept itself and to show that whistle-blowing is and can be a positive action.  Secondly, it will demonstrate the actual or potential benefits of the system in terms of tackling corruption, public health and safety etc. Thirdly, it will ensure that people understand how the reporting system functions and provide assurances in terms of its functioning, particularly in relation to anonymity and measures to prevent retribution.

For preparation of the strategy for introduction and awareness raising on the whistle-blowing  system, and within the overall support to the State Commission for Prevention of Corruption towards introduction of comprehensive integrity systems, UNDP needs to engage an international expert to prepare the said Strategy and advise on establishing substantive linkages with the tools and methods for introduction of integrity systems.

Devoirs et responsabilités

• Desk review of documents (including the existing roadmap for the Implementation of a Whistle-blower system in the country prepared by the SCPC and the methodology for introduction of integrity systems);  
  
• Identification of best international practices (with focus on EU)  in the whistle blowers systems including written procedures for internal and external whistle-blowing within the public and private entities and strategies for outreach/information to all stakeholders;
  
• Initial interviews with the main stakeholders/institutions;
• The expert will work with representatives from SCPC, and if there is need and with other institutions involved with the system of whistleblowers protections, such as, Ministry of Justice, Ministry of Information Society and Administration, Government of the country, Ministry of Health, Ministry for Environment, Ministry of Interior, Ministry of Finance, NGO, media etc.;
  
• Based on analysis of best practices, but also the specific needs/circumstances in the country, draft the strategic document composed of three parts/modules; one with focus on raising public awareness including proposals for  example for TV clips, brochures, radio, newspapers; organization of public debates, with indication of stakeholders, time table and budget;  the second on the guidelines containing best practices and whistle blowers systems and written procedures for internal and external whistle-blowing within the public and private entities; the third with focus on a training strategy based  on identification of training needs and training target group;
  
• Identifying within the SCPC, persons to be nominated as knowledge managers/trainers on whistle-blowing issues and to be mentored how they can further train the trainers and develop relevant staff knowledge and skills in other institutions;
  
• Presentation of the outputs in front of the main stakeholders and integrating the relevant inputs into the final products.

Deliverables:

• Prepare strategy for introduction and awareness raising on the whistle-blowing  system including three distinct parts/modules- until End of December;
• Strategy for public awareness campaign through TV spots, brochures, radio, newspapers, organization of public debates, proposing other ways of awareness raising, with indication of stakeholders, time table and budget;
  
• Guidelines containing best practices and whistle blowers systems and written procedures for internal and external whistle-blowing within the public and private entities;
  
• Training strategy based on identification of training needs and training target groups;
  
• Prepare a concept paper with recommendations and specific steps on linking the Strategy with the overall introduction of integrity systems in the country as per the current methodology for integrity  –until 15 December 2013

Duration of assignment

The assignment should be completed in the period from 15 -November 31 December 2013, including one five-day mission to the country and additional desk work prior and after the mission.

Payment Schedule:

• First installment: 50% upon successful completing of desk work, completion of the first mission;
• Second installment: 50% upon approval of the final report and delivery of all outputs.
  

Compétences

Functional Competencies:

• Good presentation and communication skills, sense of initiative;
• Excellent analytical and writing skills. All documents shall be prepared in the English language;
• Excellent communications and facilitation skills; and excellent analytical skills.

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;
• Fulfills all obligations to gender sensitivity and zero tolerance for sexual harassment.

Qualifications et expériences requises

Education:

• Master Degree in law or specific education in the field of anti-corruption/ social accountability/open governance. 
  

Professional Experience:

• More than 5 years of working experience in related areas (anti-corruption, whistle-blowing, integrity systems or similar with a good knowledge of the state of the art approaches and international and EU best practices;
• Prior experience in designing similar awareness strategies/ documents in the EU countries will be a considerable asset assessed based on indication of specific examples/cases of prior experience in EU countries.
• Experience in the region will also be an asset.
  

Language Requirements:

• Language proficiency in both written and oral English;
• Knowledge of languages of the region will be an asset.

Application procedure:

The Consultant is expected to provide the following

• United Nations Personnel History form (P-11) (CV of the Consultant);
  
• Financial offer - lump sum amount in USD for completion of the tasks specified in this announcement. The financial offer shall include a breakdown of the lump sum amount (number of anticipated working days, consultancy fee, travel expenses to Skopje, per diems and any other possible costs);
  
• Reference list of similar work/projects and contact details of the clients.

Evaluation of offers

Individual consultants can be evaluated based on the following methodology for Combined Scoring Method principle, which takes into account a combination of the applicants’ qualification and financial proposal (70% technical and 30 % financial offer). When using this weighted scoring method, the award of the contract should be made to the consultant whose offer has been evaluated and determined as:

• Responsive/compliant/acceptable; and
• Having received the highest score out of a pre-determined set of weighted technical and financial criteria specific to the solicitation.

Only the highest ranked candidates who would be found qualified for the job will be considered for the Financial Evaluation. Shortlisted candidates will be invited for interview via Skype.

Technical Criteria - 70% of total evaluation – max. 70 points (see the qualifications):

• Criteria A – More than 5 years of working experience in related areas (anti-corruption, whistle-blowing, integrity systems or similar with a good knowledge of the state of the art approaches and international and EU best practices.-30 points max;
  
• Criteria B – Prior experience in designing similar awareness strategies/ documents in the EU countries (to be proved by references or similar projects)- 10 points max;
  
• Criteria C – Prior Experience in the region and knowledge of activities in the area of whistleblowing -10 points max;
  
• Criteria D- Knowledge and experience in designing strategies for public awareness campaign in the area of whistle blowing/AC/integrity- 15 points max;
  
• Criteria E –Level of language knowledge (English and regional languages, if any) max points 5;

Financial Criteria - 30% of total evaluation.