Antecedentes

As described in UNDP’s Agenda for Organizational Change (AOC), the challenges of the 21st century development landscape, including dwindling resources, demand that UNDP repositions itself and lifts its performance “from good to great”. The vision is for UNDP to be a forward-looking, cohesive, knowledge-based organization that leads the development arena, with governance accountabilities and mechanisms that promote the continuous refinement of the organization’s strategic priorities, and with agile and flexible operations that respond effectively to evolving development needs in the countries that we serve.
Fulfilling this vision requires a UNDP workforce that not only possesses the right mix of competencies to deliver on strategic priorities, but one that is also able to adapt to ever-evolving development demands. Equally, UNDP must ensure the engagement of its people and create an environment that enables them to contribute to their full potential, to deliver on organizational priorities. In this context, the AOC called for a People Capability Strategy (PCS), conceived as UNDP’s Integrated Talent Management strategy. The PCS aims at bringing change to how the organization conducts talent management.

Objective:
The objective of this consultancy is to drive the Change Management elements of the PCS, which entail changing leadership behaviours in UNDP as well as driving change to make the Office of Human Resources (OHR) the most effective and efficient human resources provider it can possibly be.

The Recipient(s): The direct recipients of these services will be (1) UNDP’s leadership; and (2) OHR. The indirect recipients will be UNDP’s people.

Current Status:   
An initial assessment is currently underway to be completed by no later 16 December 2013. However, the assessment of progress will continue to be conducted periodically throughout the entire project cycle to ensure coherence, adherence and compliance with not only the unfolding UNDP OHR strategic plan but with that of other stakeholders as well. 

Deberes y responsabilidades

This consultancy will deliver the following outputs:
 
Deliverables for 2014
 
The timelines will be arranged to suit UNDP’s Regional Centres and Country Offices and the goal will be to deliver training to all large offices in 2014.
 
1 January 2014 – 31 December 2014:
  • Phase I: A Change Management assessment and a solution design (30 working days);
  • Phase II: The implementation of change solutions, including interventions at leadership level (90 working days);
  • Phase III – Assessment phase: An assessment of progress with the People Strategy, revisiting how it has to deliver against the Agenda for Change. Forward looking, it includes planning for the next strategic plan period, 2014-2017 (30 working days).
1 January 2015 – 31 December 2015:
  • Phase I:Continuation of a Change Management assessment and a solution design (30 working days);
  • Phase II:  Continued implementation of change solutions in regional centres and country offices, including any further interventions at leadership level (90 working days);
  • Phase III – Assessment phase: Continued assessment of progress with the People Strategy, including the status of delivery against the Agenda for Change as well as strategic plans for the remaining period, 2015-2017 (30 working days).
1 January 2016 – 31 December 2016:
  • Phase I: Continuation of a Change Management assessment and a solution design (30 working days);
  • Phase II: Continued implementation of change solutions in regional centres and country offices, including any further interventions at leadership level (90 working days);
  • Phase III – Assessment phase: Continued assessment of progress with the People Strategy, including the status of delivery against the Agenda for Change as well as strategic plans for the remaining period, 2016-2017 (30 working days).
Deliverables - Work will be prioritized according to UNDP Regional Bureaux availability and assessment of most critical needs.
 
Deliverables for 2014 to be completed within an estimated 150 days during the timeframe of 1 January 2014 – 31 December 2014 with an arrangement suitable to the regional centres and country offices, with the goal of delivering training to all large offices during 2014.
  • Conduct training for all managers (in all regional hubs and agreed country offices) in performance management including giving and receiving feedback, coaching, completing PMD assessment, career and development discussions and documentation, and managing poor performance;
  • Conduct training for all staff (in all regional hubs and agreed country offices) in giving and receiving feedback, and in preparing for and participating in the PMD process;
  • Provide and conduct Train the Trainer programs for designated HR focal points and other appropriate staff for training courses that will be rolled out to a large population – e.g. Feedback, PMD;
  • Provide Advanced Coaching for designated managers;
  • Provide and conduct Train the Trainer for designated Subject Matter Experts  (SMEs) who need to design and deliver training;
  • Co-ordinate the people management and leadership components of in-role courses, cohorts including Operations Managers, Deputy Resident Representatives;
  • Co-ordinate the people management and leadership components of the leveraged RBA Leadership Program;
  • Act as Facilitator in strategy and planning meetings and retreats, as required at UNDP, DGACM, MPTF, UNCDF;
  • Act as Executive Coach for managers at UNDP, DGACM, MPTF, UNCDF and other agencies, as required.
Deliverables for 2015 to be completed within an estimated 150 days during the timeframe of 1 January 2015 – 31 December 2015:
  • Prepare all relevant documentation and  training materials for the conduct of training programmes for all managers (in all regional hubs and agreed country offices) in performance management including giving and receiving feedback, coaching, completing PMD assessment, career and development discussions and documentation, and managing poor performance;
  • Conduct training for all staff (in all regional hubs and agreed country offices) in giving and receiving feedback, and in preparing for and participating in the PMD process;
  • Provide Advanced Coaching for designated managers;
  • Provide and conduct Train the Trainer programmes for designated Subject Matter Experts who need to design and deliver training;
  • Facilitate the people management and leadership components of in-role courses, cohorts including Operations Managers, Deputy Resident Representatives;
  • Co-ordinate the people management and leadership components of the leveraged RBA Leadership Program;
  • Act as Facilitator in strategy and planning meetings and retreats, as required at UNDP, DGACM, MPTF, UNCDF;
  • Act as Executive Coach for managers at UNDP, DGACM, MPTF, UNCDF and other agencies, as required.
Deliverables for 2016 to be completed within an estimated 150 days during the timeframe of 1 January 2016 – 31 December 2016
 
Any other follow-up activities that may be required.

Competencias

Functional competencies:
  • Superior facilitation skills;
  • Ability to think on feet and quickly respond to queries on issues of managerial judgment in the context of UNDP’s HR policy framework;
  • Ethical behaviour and integrity;
  • Sensitivity to diversity;;
  • Flexibility;
  • Autonomy;
  • Strategic thinking;
  • Research and analysis;
  • Intervention design;
  • Stakeholder management / Building partnerships;
  • Promotion of organizational change and development;
  • Written and Oral communication.

Habilidades y experiencia requeridas

Education:
  • Master's degree in HR, Management, Change Management, Communications, Development, Knowledge Management, or similar field.
Experience:
  • Over 15 years of senior level experience in Human Resources Management of culturally diverse international organizations with both HQ and field-based workforces;
  • Previous consultancy expertise and skills in Change Management, leadership development, and organizational development in a multicultural global institution is mandatory;
  • Previous experience and demonstrated ability to interact at very high levels in a multicultural international/global organization;
  • Previous UN/UNDP international organizational experience and expertise in HR policies formulation with direct relevant experience in Change Management practices is desirable;
  • Current knowledge of HR policies and practices essential, particularly the ability to align workshops to give effect to UNDP’s strategic plan;
  • Detailed understanding of UNDP’s performance management framework is also essential, as well as the understanding of UNDP’s current case law in this respect, including the written policies and legislation and relevant applicability in a range of contexts.
Language:
  • Fluent in spoken and written English.
Reporting requirements
  • The consultant will report to the Director, OHR.
Timeline and location:
  • The consultancy is for a total period/duration of 450 (four hundred and fifty) working days spanning a period of 36 months with effect from 1 January 2014 to end by no later than 31 December 2016. The contract will be issued annually for a maximum not-to-exceed (NTE) 150 (one hundred and fifty) working days per year subject to satisfactory performance, project requirements and budget availability;
  • The assignment will be home-based with a telecommuting arrangement to various UNDP locations;
  • Travel beyond the original duty station, as and when required, will be in accordance with already negotiated and previously agreed upon terms and conditions.
Financial Proposal:
  • Candidates will be requested to submit a financial proposal at a later stage of the process. The financial proposal must indicate a daily rate based on 8-hour working day (lunch time is not included). The cost for air travel and living cost should NOT be included in the daily rate; this cost will be borne by UNDP if such travel will be required. UNDP normally use economy class and reduced UN DSA rate;
  • If the candidate is employed by an organization/company/institution, and he/she expects his/her employer to charge a management fee in the process of releasing him/her to UNDP under a Reimbursable Loan Agreement (RLA), the candidate must indicate at this point, and ensure that all such costs are duly incorporated in the Financial Proposal submitted to UNDP.
Interview:
The contract will be awarded to the candidate who received the highest score out of a pre-determined set of weighted technical and financial criteria: Technical Criteria weight: 70% + Financial Criteria weight: 30%. Individual consultants will be evaluated based on Cumulative analysis.

When using this weighted scoring method, 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 70% (490 points) of the total obtainable technical points would be considered for the Financial Evaluation. The pre-determined questions to be asked during the interview would be in line with the below Criteria.
  • Motivation = 10% or 100 Points;
  • Technical Knowledge = 20% or 200 Points;
  • Experience in Change Management as set out in ToRs = 40% or 400 points;
  • Financial Offer = 30% or 300 points.
Applicants are shortlisted based on educational background and extent of relevant working experience in the required areas.
 
Process:
 
The following documents must be merged in one standalone file, since the online application submission does only permit to upload one file per application. Incomplete submission can be a ground for disqualification. Cover letter explaining why you are the most suitable candidate for the advertised position (please paste the letter into the "Resume and Motivation" section of the electronic application).
  • CV including past experience in similar projects/assignments;
  • At least two (2) references;
  • Other documents confirming the work experience, expertise and skills.
Framework Agreement
 
UNDP plans to enter into the Long-Term Agreement (LTA) with the successful Individual Contractor. The service of who will be used on an intermittent and repetitive basis when needed and based on the fixed unit price. 
Please note that the LTA does not form a financial obligation or commitment from UNDP at the time the contract is signed, and that such an agreement is non-exclusive. Financial commitments will only be established each time the services are requested within the scope of the IC.
 
This LTA has a cumulative ceiling amount that may accrue to the individual consultant during the life of the IC/LTA, but said amount shall remain as an upper limit, and must not and cannot be interpreted nor understood as neither a financial commitment nor guarantee of business volume.
The duration of LTA is for 3-year period, renewable on an annual basis and subject to satisfactory contract performance and budget availability.
Please visit http://procurement-notices.undp.org/view_file.cfm?doc_id=22291 to view the Individual Contract's General Terms and Conditions (for Individuals/Free Lancers who will sign the UNDP contract on behalf of themselves).
 
For Individuals who will be represented on behalf of a company, a Reimbursable Loan Agreement (RLA) will be signed between UNDP and the company. To view the RLA's terms & conditions, please see http://procurement-notices.undp.org/view_file.cfm?doc_id=22292
 
Incomplete applications or applications received after the closing date will not be given consideration. Please note that only applicants who are shorted-listed will be contacted.
 
Any request for clarification must be sent by email to cpu.bids@undp.org 
 
The UNDP Central Procurement Unit will respond by email and will send written copies of the response, including an explanation of the query without identifying the source of inquiry, to all consultants