Historique

Although the Government of Albania has been successfully implementing important political, social and economic reforms, Roma and Egyptian face direct and indirect barriers in accessing public services, stemming from an eligibility criteria they cannot comply with, lack of information or understanding of administrative procedures, as well as stigma and frequent discriminatory attitude from the majority population. Long-term exclusion, treatment by the majority population and the relationship with government institutions has affected the living conditions of Roma and Egyptians. Studies show that the level of poverty among Roma is twice as high as the majority population. Regardless of their recognition as minority, Roma are both marginalized and socially excluded communities.

The "Economic and Social Empowerment for Roma and Egyptians- a booster for social inclusion" (ESERE) project is funded by the European Union and aims to further improve the social inclusion of most vulnerable communities consisting of Roma and Egyptians in Albania, with focus in the regions of Tirana, Durrës, Shkodra and Berat. The project’s purpose is to promote the economic and social empowerment of Roma and Egyptian communities in Albania by standardizing an innovative and integrated new approach at the policy and programming level and to provide integrated social inclusion models at sub-national level focusing in the regions of Tirana, Durrës, Shkodra and Berat.

This will be achieved by facilitating the horizontal and vertical communication and cooperation of the different stakeholders, including the target groups, at the national and sub-national/local level and implementing innovative tools, new models in flagship initiatives for increasing employment and vocational training opportunities, improving access to basic social services, strengthening institutional capacity, and establishing supportive mechanisms for those who live under severe circumstances. In the long term, this aims to lift the Roma and Egyptian families out of poverty and support their sustainable inclusion in the Albanian society and labour market.

The project is composed based on four (4) project objectives formalized in four (4) work packages, introduced below.

Objective 1 – Increased employment and skills development opportunities accessed by Roma and Egyptian women and men reduce the employment gap between R&E communities and the majority of the population.

Objective 2 – Community Led Local Development (CLLD) for R&E inclusion at the local level through integrated, inclusive and sustainable development.

Objective 3 – Procedures, models, tools and guidelines established and made operational based on the Integrated Approach and a Behavioural Change Model to support better access of Roma and Egyptian communities to basic equitable, inclusive and decentralised services and to foster a tolerant and inclusive society in Albania.

Objective 4 – The National Action Plan for Roma and Egyptian Integration in the Republic of Albania, 2015-2020, supported for implementation, monitoring and evaluation at the national, regional and local level.

All of the above will be supported by a comprehensive communication and visibility strategic plan. The methodology selected is based on hands-on support to active participation in community development activities and businesses required and selected by the beneficiaries. Through this methodology it has been calculated that the impact will be stronger and the interest of different stakeholders higher and more sustainable in the long term.

Scope of the assignment

ESERE project is seeking two consultants, who will work together to evaluate the impact and the outcomes of a pilot Behaviour Change Model undertaken to change attitudes and behaviours of public servants with a view to improve access of Roma and Egyptians in public services.

In close cooperation with the Albanian School of Public Administration (ASPA), the project developed and implemented a Behavior Change Model (BCM) targeting public servants responsible to provide services to Roma and Egyptians and the overall population. BCM and the training curricula associated with it, provide guidance on how to develop a theory of change and enhance capacities of public servants by improving attitudes, behaviour, skills and building awareness of key issues affecting Roma and Egyptians. As part of the BCM, 107 public servants were trained on diversity, social inclusion, and on applying the theory of change into their daily work. The project also provided guidance and coaching to 45 public servants (among the 107 trained ones) on developing Operational Plans for improving services delivery at the workplace in response to the needs of Roma and Egyptian communities and in line with the activities foreseen in the NAPREI (2016-2020)[1].

An evaluation therefore is required to assess the impact of BCM model, understand the changing process and the outcomes while measuring whether the public servant behaviour towards Roma and Egyptians, and their capacity to deliver better services and programs have improved. The  focus would be on measuring achievements, and assessing whether changes in the knowledge and attitudes of public servants has taken place. Consequently, the analyze is expected to make recommendations on the whole process to improve the design and implementation of related future programs. 

The consultants will work under the direct supervision of UNDP Project Manager and in close cooperation with Social Inclusion Coordinator and Local Coordinators based in Tirana, Durres, Shkodra and Berat.

[1] National Action Plan for Integration of Roma and Egyptians in the Republic of Albania 2016-2020.

Devoirs et responsabilités

Description of Tasks and Responsibilities

Reporting to the Project Manager, the consultants will be based in Tirana and responsible to evaluate the impact of behavioural change model for public servants with regards to improve access of Roma and Egyptians in public services. The process will include the following steps: 1) Design and develop the impact and outcome evaluation methodology; 2) Impact and outcome analyses of the BCM; 3) Assess the level of attitude and behavioral change within the trained and coached public servants and formulate recommendations for future improvements; and 4) Deliver a half/day workshop with key stakeholders to introduce the findings.

Duties and Responsibilities

• Familiarize with the existing Model of Behaviour Change and the Training Curriculum developed by ESERE project and ASPA to change attitudes and behaviours of public servants to improve Roma and Egyptians access to public services (http://www.al.undp.org/content/albania/en/home/library/poverty/-behavioral-change-modules-/).
• Design and develop the evaluation framework including methodology for data collection and analyses, and indicators to measure impact and outcomes of the model.
• Evaluate the model by using criteria including effectiveness, impact and results achieved:

1. Review and evaluate implementation on the ground of 28 operational plans prepared by public servants with regard to improve public services for Roma and Egyptians taking into account their needs and the strategic objectives and activities foreseen in the National Action Plan for Integrating Roma and Egyptian communities in the Republic of Albania (2016-2020).
2. Assess if the behavior change program had a positive impact and desired effect on the knowledge, attitudes and competences of public servants in applying principles of human rights, cultural diversity and social cohesion while working with Roma and Egyptian communities.
3. Assess how the behavior change program has affected interaction among public servants and members of Roma and Egyptian communities and the impact in accessing services.
4. Assess the barriers and strengths contributing to achieve behavior change with regards to motivation and capability of public servants and how to best leverage the combination of them.
5. Understand to what extent do the results indicate that the public servants who completed on the job coaching, experienced a changed behavior compared with those having completed only the training.
6. Assess whether the behavior change program has achieved its objective of adoption of desired behavior from the public servants and areas of further improvements.

• Field visit to conduct interviews with public servants trained and coached for behavioral change in Tirana, Durres, Berat and Shkodra.
• Field visit to conduct questionnaires interviews or focus groups with Roma and Egyptian beneficiaries in Tirana, Durres, Berat and Shkodra.
• Provide draft evaluation report for feedback and comments to UNDP/ESERE project and ASPA.
• Finalization of the evaluation report including findings, lessons learned and recommendations for future actions.
• Coordinate with UNDP/ESERE project and ASPA to deliver a half-day validation workshop to present the findings with key stakeholders.
• Prepare final report of the assignment as agreed with UNDP/ESERE project.

Expected deliverables:

• Inception report consisting of: a) evaluation work plan/timeline b) full evaluation methodology with instruments to be used. The workplan will be provided in electronic version within two (2) weeks after start of the assignment, while the methodology within four (4) weeks and both will be presented for approval to UNDP.
• Interim BCM evaluation report (draft data collection and analyses).
• Final evaluation report provided in both hard copy and electronic version in English language.
• Validation workshop to present findings to key stakeholders and preparation of presentation materials.
• Final report on the tasks performed as per ToRs.

Compétences

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.

Core Competencies:

• Communication - Facilitate and encourage open communication and strive for effective communication.
• Planning & Organizing – Develops clear goals in line with agreed strategies, identifies priorities, foresees risks and makes allowances accordingly.
• Organizational Awareness - Demonstrate corporate knowledge and sound judgment.
• Teamwork - Demonstrate ability to work in a multicultural, multi-ethnic environment and to maintain effective working relations with people of different national and cultural backgrounds.
• Accountability – Takes ownership of all responsibilities and delivers outputs in accordance with agreed time, cost and quality standards.

Functional competencies:

• Ability to work well with multiple stakeholders;
• Ability to deliver under tight deadlines;
• Creativity skills;

Qualifications et expériences requises

Education:

• Master studies in Communication, Social Sciences, Public Administration or any other related field.

Work experience:

• At least 6 years of professional experience on evaluation of project/programs or behaviour change models.

• Familiarity and proven experience in developing communication tools/materials, communication strategies, and communication for behaviour change.
• Knowledge of the national institutional, legal and policy frameworks in social inclusion of Roma and Egyptian communities.
• A prior experience in similar assignments will be considered an asset.

Language requirement:

• Fluency in written and spoken Albanian and English.

Evaluation Procedure

Applicants will be screened against qualifications and the competencies specified above. UNDP applies the ‘Best value for money’ approach - the final selection will be based on the combination of the applicants’ qualifications and financial proposal. Only the highest ranked candidates who would be found qualified for the job will be considered for the Financial Evaluation.

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

a) Responsive, and

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

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

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

Criteria A: Compliant educational background– max points: 20

Criteria B: Relevant experience in evaluating project/programs and behaviour change models- max points: 20

Criteria C: Approach & Methodology proposed for conducting the assignment - max points: 30.

Application Procedure

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

• 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.
• Letter to UNDP Confirming Interest and Availability-please fill in the attached form...http://www.un.org.al/doc/PSU_%20Individual%20Contract_Letter%20to%20UNDP.docx
• Filled P11 form including past experience in similar projects and contact details of referees, please upload the P11 instead of your CV. Download here.
• Financial Proposal in ALL* - specifying a total lump sum in Albanian Lek  for the tasks specified in this announcement.  The attached template may be used - http://www.un.org.al/doc/Financial%20Offer%20template.doc Please note that the financial proposal is all-inclusive and shall take into account various expenses incurred by the consultant during the contract period (e.g. fee and any other relevant expenses related to the performance of services).
• Copy of Diplomas and copy of Passport.

*Kindly note that Letter to UNDP Confirming Interest and Availability and Financial Proposal are two separate documents and should be both part of your application.

How to Submit the Application:

How 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, Letter to UNDP Confirming Interest and Availability  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.

• Merge your UN Personal History Form (P11) for Service Contracts (SCs) and Individual Contracts (ICs), Financial Proposal Letter to UNDP Confirming Interest and Availability and cover letter into a single file. The system does not allow for more than one attachment to be uploaded

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.

UNDP is committed to achieving workforce diversity in terms of gender, nationality and culture. Qualified women and individuals from minority groups, indigenous groups and persons with disabilities are equally encouraged to apply. All applications will be treated with the strictest confidence.