Support to Gender Balance in the Civil Service Chief of Technical Adviser

Location : Riyadh, SAUDI ARABIA
Application Deadline :20-Mar-18 (Midnight New York, USA)
Additional Category :Gender Equality
Type of Contract :Individual Contract
Post Level :International Consultant
Languages Required :
Arabic   English  
Starting Date :
(date when the selected candidate is expected to start)
Duration of Initial Contract :1 year - with possibility of renewal.

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.


Saudi Arabia enjoys a very high human development & ranked 38 out of 188; with an adult literacy rates of 99% for females and 99% for males for ages 15-24 years (2009-2014); yet international indicators point to the progress that needs to be achieved. For example, the Gender Inequality Index ranked Saudi Arabia 50 out of 188 countries; and Saudi Arabia’s Human Development Index has a value of 0.779 for females in contrast to 0.884 for males; with the lowest rank of 1.3% on the Global Women Leader Index (GWLI) which measures civil service leadership; and a labor force participation of 20.1% for females versus 79.1% for males. Indeed, it is important to note that the employed males in the labor force (Saudi and non-Saudi) constitute 83% versus 16.7% for females and the 2016 statistics point to the distribution of Saudis versus non-Saudis in the labor force (15 years and above) standing at 47.5% of non-Saudi males as opposed to 35.6% of Saudi males, and 10.1% of Saudi females versus 6.7% of non-Saudi females. Moreover, among the Saudis, female unemployment stands at 33.7% compared to 5.4% for males within a total unemployment figure of 11.6% for 2016. In this regard, women’s low economic participation is correlated to women’s low representation in leadership positions. While women’s participation in the public sector is increasing, rates of leadership are staggeringly low. A limited number of women assume decision making roles. In 2016, only 6 females were in Level 13 versus 548 males. Moreover, 42 females were in Grades 11-13 versus 2,385 males. Thus, these low rates of women’s participation in leadership positions exclude women’s voices and needs from important decision-making processes.


In recent years, the Kingdom paid particular attention to advancing the socioeconomic and political

development of women based on the rights granted to them in the Basic Law of Governance and the successive development plans. As part of its commitment to the advancement of a gender balance in the civil service and women’s empowerment, the Saudi Government has committed within its Vision 2030 launched in September 2017 to “Empower women and materialize their potentials; and improve performance, productivity, and flexibility of public authorities;” to increase “women’s participation in the workforce from 22% to 30%;” and to achieve the National Transformation Program’s 2020 goal of raising the proportion of women in Grade 11 and above of the civil service from 1.27% in 2016 to 5% by 2020.


To contribute to the achievement of Vision 2030 targets, the Ministry of Civil Service is undertaking an Initiative entitled “Women’s Empowerment in the Civil Service Sector and the promotion of Women’s Leadership.” The main objective of the Initiative is to increase the percentage of women's participation and representation in the civil service at all levels of employment and in all job categories including women's leadership positions, and capitalize on their available capabilities to expand their employment options thus increasing their participation in order to achieve a gender balance in the civil service. The Initiative

consists of three projects: a) Project to empower women leaders and increase their representation in decision-making positions; b) Project on Achieving a Gender Balance in the Civil Service; and c) Project Strategy for Telework in the Civil Service.

The overall aim of the Initiative on achieving a Gender Balance in the Civil Service (hereafter called the “project”) is to facilitate an enabling environment (legislative frameworks, policies, and regulations); gender-sensitive institutional practices and workplace culture supportive of the actualization of Vision 2030 targets on women’s empowerment.

The Initiative’s Development Goal is to achieve the following: Females in civil service institutions (selected pilots) by 2020, are empowered and their participation increases, at all levels and in all job categories, through equitable and diversified representation; capacities and opportunities; and supportive legislative frameworks to contribute to Vision 2030 Targets on achieving a prosperous economy, prosperous opportunities, increasing participation of women in the labour market and reducing unemployment rates (Enabling environment and institutional levels trickling down to the individual level).

To facilitate the implementation of the proposed Development Goal, the Initiative is designed around a set of concrete outcomes: Outcome 1: Gender-Balanced Enabling Environment in the Civil Service Enhanced to Promote Women’s Empowerment (enabling environment level); Outcome 2: Gender-Sensitive Structural and Institutional Frameworks including Human Resources Systems’ & Practices Developed & Strengthened to Ensure Gender Balance in the Civil Service (institutional level); and Outcome 3: A Positive Mind-set towards Women’s Employment by Decision-makers, Civil Servants, the General Public, and Women Promoted (individual and community level).

Duties and Responsibilities

1. Ensures the overall Project management focusing on achieving the following:

  • Supports MCS in leading a participatory process for developing a "Gender-sensitive Legislative Review” and “Gender-sensitive Human Resources” in the civil service;
  • Supervises the preparation of the Project’s deliverables such as the gender needs’ assessment and gender audit, action plans, etc. as per the Project Document;
  • Provides guidance to targeted civil service pilot institution’s technical staff on implementing the project;
  • Elaborates, reviews and finalizes the TORs for various experts envisaged in the Project Document (short and long-term international and local consultants), assist in their recruitment, and participate in their evaluation;
  • Provides technical support to the Secretariat and to the High-Level Advisory Committee and lead the elaboration of the Project’s activities, preparation of periodic reports on the progress of activities and supervision of the work of the international experts;
  • Manages the realization of the Project’s outputs through activities; Provides direction and guidance to the Project’s team and pilot civil service institutions gender focal points;
  • Liaises with the Project’s Secretariat to assure the overall direction and integrity of the Project;
  • Identifies and obtain any support and advice required for the management, planning and control of the Project.

2.Ensures the running of the project focusing on achieving the following:

  • Ensures the timely preparation of work plans, which includes:
    • Prepares the overall work plans of the Project on quarterly basis and revise them as needed;
    • Ensures the timely preparation by the experts of their work plans;
    • Ensures the timely production of outputs according to set work plans; and
    • Ensures that the required work plan is prepared and updated in consultation and agreement with the Secretariat.
  •  Prepares quarterly progress reports;
  •  Ensures that the project management is continuously aware of the progress made in the

implementation of outputs;

  • Ensures that the Project’s Secretariat are informed on all issues of importance for the

implementation of the project, including challenges faced;

  • Prepares the TORs for short-term international and local consultants, and assist in their
  • Provides technical backstopping to the short-term consultants and coordinate and facilitate their
  • Designs and facilitate the organization of workshops and consultation meetings using utilization-focused, appreciative, participatory, adult learning methodologies and approaches, and ensure effective participation of the MCS and pilot institutions;
  • Advises and assist, in line with the accepted international practices and standards, in formulating the implementation and regulation of standards and quality assurance;
  • Advises and assist in designing, implementation and enforcement of the monitoring assessment for pilot civil service institutions;
  • Provides technical advice for the selection, harmonization and adoption of Gender-Sensitive Human Resources regulations and practices;
  • Assists in the design and organization of gender sensitization training workshops and coaching activities and organize study tours abroad;
  • Develops program(s) for cooperation with pilot civil service institutions and other national Human Resources Initiatives;
  •  Coordinates (expedite) liaison actions with government institutions, international organizations and other stakeholders;
  • Advises on good practices for awareness and promotion of quality and compliance assessment for pilot civil service institutions;
  • Provides technical assistance and support in areas such as designing and conducting gender analyses and assessments, and developing toolkits, resource guides, and other technical resources related to the project;
  • Develops and deepen innovative approaches to gender integration, gender equity, and inclusive development, and participate actively in relevant professional (formal and informal) meetings;
  • Ensures the collection of sex-disaggregated baseline data that will be used to monitor gender impacts; 
  •  Assesses the gender “awareness” and “sensitivity’’ of project beneficiaries and stakeholders;
  • Assists in the recruitment of project staff to ensure gender equality in recruitment and a gender focuses in staff competencies to support the implementation of gender activities;
  • Conducts regular site visits to monitor the implementation of gender activities in pilot civil service institutions, collect sex-isaggregate data on gender responsive targets and indicators, and prepare corresponding progress reports;
  • Ensures that the Institution’s objectives are aligned with the gender-related goals of Vision 2030 and the outcomes of the Gender Balance in the Civil Service Initiative;
  • Coordinates with the General Authority for Statistics to provide data and necessary figures;
  • Pursues the implementation of policies generated by the Project to promote gender equality;
  • Reports on gender issues that are prepared to provide data and information required by the Project; Participates in the study of the gender needs of the various departments for the purposes of gender mainstreaming;
  • Documents and observes gender-insensitive practices within the work place, especially those that negatively affect the women staff career development;
  • Coordinates, guides and facilitates the development and/or implementation of the Office’s gender equality strategy, and its plan of action;
  • Supports the Human Resource’s unit in ensuring that gender-sensitive workplace policies are implemented and staff members are aware of these policies;
  •  Works with Human Resources’ unit to ensure gender sensitive recruitment processes are promoted at all levels;
  • Undertakes overall supervision of all consultants recruited under the Project;
  • Monitors and evaluates the Project’s implementation through:
    • Preparing quarterly progress reports covering progress against planned activities, achievements, analysis of lessons learned and recommendations (taking into consideration initial quality criteria, update on risks, issues, and expenditures) and submit the report to the Secretariat and the High Level Advisory Committee;
    • Preparing budgets and budget revisions in a timely manner;
    • Producing periodical annual Project progress reports and financial reports for the Secretariat;
    • Preparing ad-hoc project reports upon the request of the Secretariat;
    • Planning, coordinating and facilitating monitoring mechanism of the Project; and Ensuring that the Secretariat is informed on a regular basis of the progress made and on all issues of importance for the implementation of the Project, including problems faced;
    • Ensuring that all Units report regularly in relation to the implementation of intended actions indicated in the Gender Strategy action plan and that relevant reports of senior managers, including Results-based Management ones, including adequate and concise information on progress on gender;
    • Ensuring that a gender sensitive monitoring and evaluation plan is implemented and recommend improvements when necessary;
    • Ensuring the monitoring for adequate integration of gender perspectives in policies and practices as outlined in the Project activities;
  • Manages issues and requests for change by maintaining an Issues Log;  Manages and monitors the Project’s risks as initially identified in the Project Document, submit new risks to the Secretariat for consideration and decision on possible actions if required; and update the status of these risks by maintaining the Project Risks’ Log;
  • Monitors events as determined in the Monitoring & Communication Plan, and updates the plan as required; 
  • Manages the financial aspects of the Project which includes:
    • Managing the Project’s financial resources to achieve the completion of Project outputs; Managing financial allocations and approving expenditures according to authority delegated, and ensuring timely payments in accordance with rules, regulations and procedures;
    • Managing the Project's material resources, ensuring that vehicles, office equipment, furniture, etc. are properly maintained and used correctly for implementation of Project’s activities; 
    • Monitoring financial resources and accounting to ensure accuracy and reliability of financial reports;

Develops the capacity of the pilot institutions in gender-sensitive human resource management and systems;

  • Arranges participation of MCS staff in regional and international seminars on HR;
  • Coordinates and arrange the study tours of MCS staff in countries of the region that have best practices in gender-sensitive HRM and HRD;
  •  Ensures facilitation of knowledge building and knowledge sharing in the MCS and pilot institutions;
  • Empowers the MCS staff working on the project, through on-job training and delegation of responsibilities, to ensure national ownership of the project;
  • Promotes organizational learning at individual and work unit levels on how to practically and effectively mainstreams gender into policies, programmes, operations and structures within the framework of existing Project;
  • Ensures that publications and training materials are of high quality standard;
  • Follows-up with the MCS staff on the implementation of the work plans they will be preparing in the various workshops;
  •  Identifies critical tasks that should be taken for the successful implementation of the Project;
  • Synthesizes findings and inputs of the Project’s activities;
  • Supports resource mobilization efforts and prepares funding proposals to enhance implementation of the Project;
  • Encourages full participation of all the stakeholders in order to promote women’s empowerment and ownership of national counterparts;
  • Liaises with various institutions during the implementation of the Project;
  • Liaises with pilot civil service institutions on various aspects of the Project, and cooperates with other institutions on issues related to the Project’s implementation particularly on gender balance in the civil service reform efforts;
  • Liaises and co-ordinates, within the framework of Project activities, with relevant national initiatives operating complementary activities and provides feedback to the Secretariat and the Project’s partners;

Ensures regular communication and coordination with Project partners and develops and maintains effective mechanisms for integrating and responding to their feedback;

  • Prepares the final project review report, comprising all relevant information compiled from the

interim reports, conclusions and recommendations, to be submitted to the Secretariat and High

Level Advisory Committee; and

  • Identifies follow-on actions and submits them for consideration by the Secretariat.

Institutional Arrangement

The core project team will consist of an experienced Chief Technical Advisor (CTA) supported by trainers and specialized experts in addition to needed administrative and financial staff (to be allocated from MCS). The CTA will have the authority to take all decisions required for the efficient management of the project, in compliance with practices within MCS, and approval by the Secretariat. The CTA will, on a regular basis, keep the Committee informed about the project’s progress when requested by the Secretariat.

The CTA will report to the Secretariat/CGU within MCS and has the authority to run the project on a day-to-day basis and decision-making for the project on behalf of MCS and the Advisory Committee. The CTA’s prime responsibility is to ensure that the project produces the results specified in the project document, to the required standards of quality and within the specified constraints of time and cost. The CTA is appointed by the MCS and will have access to MCS staff, offices facilities and necessary office equipment and other project’ support facilities as required including for project-related seminars, workshops and training facilities.

The CTA will also be able to draw on the support from MCS’s financial and administrative staff, as well as logistical support. The project may also mobilize a number of UN and non-UN Agencies to serve as cooperating agencies in the project for the provision of international advisors and other technical/ substantive advice. The selection and recruitment of the staff will be done by the MCS’s team, according to standard government procedures.


Corporate behavioral Competencies:

  • Demonstrates integrity in values and ethical standards;
  • Promotes the vision, mission, and strategic goals of the Ministry of Civil Service;
  • Displays cultural, gender, nationality, age, etc. sensitivity and adaptability; and
  • Treats all people fairly without favoritism.

Functional Competencies:

  • Has proven knowledge of project cycle and log-frame design including budgeting abilities;
  • Has ability to advocate and provide policy advice;
  • Perform leadership in capacity development, strategic planning, re-engineering processes, results-based management and reporting;
  • Consistently approaches work with energy and a positive, constructive attitude;
  •  Demonstrates openness to change and ability to manage complexities;
  • Demonstrates strong oral and written communication skills, including ability to convey complex
  • concepts to different stakeholders in a clear and concise style;
  • Manages multiple activities concurrently, work under pressure, and to meet tight deadlines; and

Displays a high level of respect, diplomacy and tact when dealing with government officials, donors and other stakeholders.

Required Skills and Experience

  • A postgraduate university degree in Social Sciences or other relevant discipline,

preferably with a specialization in gender and project cycle management;

  • Experience designing and implementing gender analyses and gender assessments (including

collecting and analyzing data);

  • Formal training in gender analysis and gender planning and demonstrated expertise in

mainstreaming gender in projects and programmes, especially in the specific area of intervention; 

At least 7 to 10 years of practical experience in advisory capacity and management of projects and programs on gender-related interventions and/or capacity development for the public sector;

  • Extensive knowledge of good governance in developed and under-developed countries;
  • Knowledge and experience of capacity development and human resource management in the public sector is an asset;
  • Strong communication skills, and ability to liaise with various stakeholders, including government officials;
  • Knowledge of the region is desirable;
  • Ability to interact and establish/ maintain good and effective working relation with all parties;
  • Experience in the usage of computers and office software packages;
  • Well organized and methodical ability to set priorities and pay attention to detail;
  • Demonstrated excellent interpersonal skills and collaborative managerial style; and
  • Excellent speaking and writing skills in Arabic. Knowledge of English is an asset.

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