- UNDP around the world
Many of UNDP's relationships with countries and territories on the ground exceed 60 years. Find details on our successes and ongoing work.
- Bosnia and Herzegovina
- Burkina Faso
- Cape Verde
- Central African Republic
- Congo (Dem. Republic of)
- Congo (Republic of)
- Costa Rica
- Côte d'Ivoire
- Democratic People's Republic of Korea
- Denmark (Rep. Office)
- Dominican Republic
- E.U (Rep. Office)
- El Salvador
- Equatorial Guinea
- Fiji (Multi-country Office)
- Finland (Rep. Office)
- Geneva (Rep. Office)
- Iraq (Republic of)
- Kosovo (as per UNSCR 1244)
- Lao PDR
- Mauritius & Seychelles
- Norway (Rep. Office)
- Papua New Guinea
- Programme of Assistance to the Palestinian People
- Russian Federation
- Samoa (Multi-country Office)
- São Tomé and Principe
- Saudi Arabia
- Sierra Leone
- South Africa
- South Sudan
- Sri Lanka
- Sweden (Rep. Office)
- The former Yugoslav Republic of Macedonia
- Tokyo (Rep. Office)
- Trinidad and Tobago
- United Arab Emirates
- About Us
- News Centre
National Consultant - UN Women Country Portfolio Evaluation (CPE) in Ethiopia
|Advertised on behalf of :|
|Location :||Addis Ababa, ETHIOPIA|
|Application Deadline :||15-Sep-20 (Midnight New York, USA)|
|Type of Contract :||Individual Contract|
|Post Level :||National Consultant|
|Languages Required :||English|
|Duration of Initial Contract :||3 months|
|Expected Duration of Assignment :||21 days|
For UN Women, the Country Office (CO) Strategic Note (SN) is the main planning tool for the agency’s support to normative, coordination and operational work. The current UN Women Ethiopia Strategic Note is aligned with the UN Women Strategic Plan (2014-2017) , the Growth and Transformation Plan (GTP II) 2015/2016 to 2019/2020  and UNDAF (20016-2020). Below is a brief summary of the Strategic Note in Ethiopia:
The UN Women Ethiopia Strategic Note (SN (2017-2020) is informed and guided by the Addis Ababa Action Agenda and the Africa Agenda 2063. Within this context, UN Women Ethiopia Strategic Note (SN) 2017-2020 outlines the overall strategy and plan of action for the UN Women Ethiopia Country Office for the years 2017-2020. Its content was updated after a thorough strategic mid-term review (MTR) in October 2018.
UN Women Ethiopia plays a dual role as the Country Office for Ethiopia and, as the Liaison Office to the Africa Union Commission (AUC) and Economic Commission for Africa (ECA). Therefore, this context analysis presents both: the country context for Ethiopia and the Africa context at continental level. The Ethiopia CO contributes to all 17 SDGs through its impact areas. It coordinates interagency structures and processes towards the localisation and implementation, of global, regional and national commitments including the SDGs as part of its normative role. In addition, it leads and coordinates the UN system’s work on Gender Equality and Women’s Empowerment (GEWE). The Country Office (CO) also promotes accountability, including the implementation of a regular monitoring system.
The current SN (2017 – 2020) is aligned with the Ethiopia Growth and Transformation Plan II (2015 – 2020) and the UNDAF (2016 – 2020). It is informed by broad consultations with a broad range of partners at both the national and regional level, including consultations held with MoWCY and Sector Ministries at federal and regional levels, the CSO Advisory Group, implementing partners, the UN system, donor partners the AUC, Regional CSOs. In line with the UN Women Strategic Plan (2014-2017), UN Women Ethiopia’s vision is to become “a centre of excellence and knowledge hub for GEWE with capacity and clout to influence national and regional political, social and economic agenda“ by 2020. The Programme is divided into two parts, Ethiopia Country Programme and the Liaison to AU and ECA Programme
In 2018, a mid-term review was conducted on the SN whose key lesson learnt were the following:
Duties and Responsibilities
Scope of the evaluation
The period covered by the evaluation is from January 2017 to April 2020.
The evaluation team is expected to establish the boundaries for the evaluation, especially in terms of which stakeholders and relationships will be included or excluded from the evaluation. These will need to be discussed in the Inception Workshop.
UN Women organisational structures and systems outside of the Country Office (such as regional architecture) are not within the scope of this evaluation and should be referenced only where a there is a clear implication for the design and implement of the CO Strategic Note. Joint programmes and programming are within the scope of the evaluation. Where joint programmes are included in the analysis, the evaluation will consider both the specific contribution of UN Women, and the additional benefits and costs from working through a joint modality. The specificity of the Delivering as One (DaO) framework and UN Women’s contribution to national development results through the UNDAF will be part of the scope of the evaluation.
The evaluation is recommended to apply the Women’s Empowerment Framework developed by Sara Hlupekile Longwe as a way to conceptualize the process of empowerment. This will help frame progressive steps towards increasing equality, starting from meeting basic welfare needs to equality in the control over the means of production.
The national consultant will be part of an evaluation team led by an international consultant and the team is expected to undertake a rapid evaluability assessment in the inception stage. This should include the following:
The evaluation team will need to undertake an initial assessment of the availability of secondary data necessary for the evaluation in each country. Additionally, in circumstances where constraints are faced such as limited travel or accessibility to project sites, these limitations should be understood and generalizing findings should be avoided where a strong sample has not been used. In addition, cultural aspects that could impact the collection of data should be analysed and integrated into data collection methods and tools. Evaluators are expected to include adequate time for testing data collection tools and also creative data collection tools in the eventual situation of having travel restrictions.
Evaluation design (process and methods)
UN Women has developed the Evaluation Handbook “How to manage gender-responsive evaluation” as well as detailed Guidance on Country Portfolio Evaluations (CPEs) to ensure greater rigor and consistency in CPEs while also providing flexibility to cater to varied contexts and country typologies. While the final evaluation methodology and questions will be adapted during the inception phase it is recommended that the evaluation use a theory-based cluster design. To achieve sufficient depth, the evaluation will cluster programming, coordination, and policy activities of the Country Office around the thematic areas stated in the UN Women Strategic Plan.
The evaluation will undertake a desk-based portfolio analysis that includes a synthesis of secondary results data for the Development Results Framework and the Organisational Effectiveness and Efficiency Framework of the Country Office. This will cover all activities undertaken by the Country Office.
The portfolio analysis will be triangulated through a mixed methods approach that will include:
The evaluation is expected to apply a gender responsive approach to assessing the contribution of UN Women to development effectiveness. They should identify expected and unexpected changes in target and affected groups. It is anticipated that the evaluation will apply process tracing to identify the mechanisms of change and the probable contributions of UN Women.
The evaluation is expected to assess the strategic position of UN Women. It is anticipated that mixed qualitative/quantitative cases of different target groups will be developed, compared and contrasted. The evaluation team will identify which factors, and which combinations of factors, are most frequently associated with a higher contribution of UN Women to expected and unexpected outcomes.
The methods should include a wide range of data sources (including documents, field information, institutional information systems, financial records, beneficiaries, staff, funders, experts, government officials and community groups). The evaluation is particularly encouraged to use participatory methods to ensure that all stakeholders are consulted as part of the evaluation process. At a minimum, this should include participatory tools for consultation with stakeholder groups and a plan for inclusion of women and individuals and groups who are vulnerable and/or discriminated against in the consultation process (see below for examples). Due to possible travel restrictions, it is expected that the methods include creative options for virtual/online participation and data collection.
The use of participatory analysis, video, photography or other methods are particularly encouraged as means to include rights holders as data collectors and interpreters. The evaluator should detail a plan on how protection of participants and respect for confidentiality will be guaranteed.
The evaluation is encouraged to use a wide range of relevant participatory data collection tools, with focus on collection tools on remote basis (please refer to the guidance note):
The evaluators should take measures to ensure data quality, reliability and validity of data collection tools and methods and their responsiveness to gender equality and human rights; for example, the limitations of the sample (representativeness) should be stated clearly and the data should be triangulated (cross-checked against other sources) to help ensure robust results.
The evaluation is expected to reconstruct the Theory of Change using a participatory process during the Inception Workshop. This should be critiqued based on feminist and institutional analysis. The evaluation will apply Contribution Analysis to assess the effectiveness of UN Women’s multi-country portfolio.
The evaluation is expected to apply a purposive sampling design based on the following minimum standards:
Required Skills and Experience
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.