Local Expert in Human Resources Management within the Civil Service

Location : Yerevan, ARMENIA
Application Deadline :28-Feb-21 (Midnight New York, USA)
Time left :4d 10h 26m
Type of Contract :Individual Contract
Post Level :National Consultant
Languages Required :
Starting Date :
(date when the selected candidate is expected to start)
Duration of Initial Contract :05 March 2021 –20 April 2021 (estimated 35 working days)

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.


UNDP partners with people at all levels of society to help build nations that can withstand crisis, and drive and sustain the kind of growth that improves the quality of life for everyone. For UNDP, creating equal opportunities for women and men is critical for equitable, sustainable development and prosperity. Hence, gender equality is in core of the UNDP mandate globally and nationally.

Specifically, UNDP “Gender Equality in Public Administration of Armenia” (GEPAA) Project is committed to supporting the Government of Armenia in its efforts to establish a modern, transparent, citizen-centric and gender-responsive public administration system. With the overall contributing goal to SDG 5 and SDG16, GEPAA has been actively involved in setting the baseline for further targeted interventions through robust research initiatives.

In particular, solid basis for further modernization of the public administration (PA) system in Armenia has been ensured through impressive research efforts targeting, among others, societal, structural, legal and procedural aspects towards a more gender-sensitive and gender-responsive governance system.

A comprehensive legal review of the civil service legislation was carried out through gender prism, and amendments to 6 normative acts were suggested and presented to the attention of the Civil Service Office (CSO). Two more research – on public perception of roles of men and women in the public sector and on students’ aspiration to join the public sector – helped to reveal several issues of concern and propose the list of recommendations and possible solutions.

In shaping project implementation course, GEPAA aligns its activities to the core strategic documents in the public administration field, among others. One of them, the OECD SIGMA Principles of Public Administration underline the professionalism of the public service as one of the key requirements for HRM, which is ensured by good managerial standards and HRM practices. According to the SIGMA Baseline Measurement Report, the general turnover in Armenian PA system has been quite high (around 26% in 2016 and 2017). Now when the new 2018 Civil Service Legislation (CSL) has improved many aspects of organization of recruitment, it is critical to conduct early proper monitoring and evaluation of the staff turnover within the civil service, which will allow for better understanding of the purposes, causes and reasons of the turnover. It will also help to adjust the recruitment policy within the public sector in order to attract and retain talent to the public sector.

Thus, GEPAA is currently seeking a qualified Human Resources expert, who will assist the project in its efforts to modernize the system of monitoring of staff turnover within the public sector, namely civil service, through a technically enhanced, top-notch HRM approaches and techniques and make timely and targeted recommendations on improvement of HRM practices and particularly recruitment policies. This assistance is quite timely considering the introduction of the new Human Resources Management Information System (HRMIS), which will serve as a unified platform for the human resources management within the civil service.


Duties and Responsibilities

Scope of work of the Expert under this task, will encompass 1) review of current system of monitoring and evaluation of the turnover in the civil service system; 2) proposal of modern approaches for monitoring and evaluation of the turnover among the  civil  servants as per the best practices, including the digital tracking tools. The gender dimension shall be ensured throughout the work; 3) recommendations on improvement/adjustment of HRM recruitment and retention policies with the view of reducing the turnover rate.

The Expert will work under the overall supervision of the Women Empowerment and Gender Equality Programme Manager, direct supervision of the GEPAA Project Technical Task Leader, and in collaboration with the project team.

Specifically, the expert shall:

  • Get familiarized with the system of recruitment, promotion, remuneration, professional development opportunities, integrity and ethics and dismissal within the civil service, including available software(s) and online tools/HRMIS;
  • Get familiarized with the existing system of monitoring and evaluation of the turnover in the civil service, including available software(s), mechanisms and online tools;
  • Explore in detail the possibilities of the Human Resources Management Information System (HRMIS), with the specific focus on the data/measurement mechanisms and tools of turnover monitoring and evaluation, if any. If such data, mechanisms and tools are missing, make recommendations for introduction of respective solutions;
  • Prepare a list of stakeholders to co-design (explore, discuss, identify) possible recommendations and solutions and submit to the approval of the project team;
  • In consultation with the UNDP team and the relevant stakeholder organization, organize a co-design event with the selected stakeholders;
  • Draft entry questionnaire for those willing to join civil service. Special attention should be paid to the aspirations, motives, prospects and values that guide potential candidates to the public sector/civil service;
  • Draft mid-term evaluation (employee satisfaction) questionnaire/survey, for those employees who have been enrolled with the institution for more than 5 (five) years;
  • Draft exit questionnaire for the staff members leaving public tenure. Among other, special attention should be paid to the observance of the principles of fair treatment, adherence to work ethics, anti-discrimination and any types of harassment;
  • Draft a comprehensive Report on the work done, including legal documents/ regulations reviewed, software (s)/online tools explored, specific new tools suggested, as well as the data/inputs from the co-design event. A separate section on the modern approaches and methods of monitoring and evaluation of the turnover based on the best practices, as well as new tools and mechanisms should be included in the report. The report should also include recommendations on the improvement of recruitment and retention in terms of turnover management.

Expected deliverables:   

Report summarizing all the data from the desk review, data and other materials (software); Entry questionnaire for the potential civil servants; Mid-term evaluation questionnaire; Exit questionnaire for the civil servants

25 March, 2021

Co-design data collected and summarized; Comprehensive report, including new tools, mechanisms, methods of staff turnover monitoring and evaluation, recommendations on improvement of HR policy finalized upon validation and approval by UNDP and national partners.

20 April, 2021

Payment mode:

Payment will be made in one  installment (lump-sum) upon final approval of the report by the UNDP Project team. 



  • Ability to deliver and reach the planned targets without undermining proper operational processes;
  • Strong interpersonal skills with ability to establish and maintain effective work relationships with people of different social and cultural background;
  • Creativity, flexibility and an innovative approach to problem solving;
  • Demonstrated initiative, tact and high sense of responsibility and discretion;
  • Strong teamwork skills;
  • Ability to work under the pressure and meet deadlines;
  • Strong computer literacy and proficiency in MS Office (MS Word, Excel, etc.); ability to design and maintain spreadsheets, as well as web-based management systems (SPSS).
  • Competence on research techniques and terminology
  • Strong verbal and written communication skills; strong competence in writing reports intended for diverse audiences

Required Skills and Experience


  • University Degree in Sociology, Social Sciences, Human Resources, Monitoring and Evaluation, Public Administration, Political Science or Economics, Law degree or other related field.


  • Minimum 3 years of experience in qualitative and quantitative research;
  • Solid experience (minimum 5 years) in human resources management. Experience in conducting entry/ exit interviews;
  • Good knowledge of the Armenian Civil Service Legislation is an asset;
  • Experience in conducting staff turnover monitoring and evaluation, including analysis of causes and recommendations to address those;
  • Previous exposure to the gender dimension in the public administration is a strong asset.
  • Experience in conducting desk researches and analysis;
  • Experience in reviewing legislation;
  • Experience in working with professional software(s). Familiarity with HRMIS is desired.
  • Relevant experience in analyzing qualitative data and preparing sets of recommendations;
  • Experience in drafting analytical reports;
  • Exposure to innovative research methods and techniques.

Language Skills:

  • Fluency in Armenian and English is required (written and oral).



Candidates will be evaluated using a cumulative analysis method taking into consideration the combination of the applicants' technical qualifications, experience and financial proposal.The contract will be awarded to the individual consultant whose offer has been evaluated and determined as technically responsive/compliant/acceptable to the requirements of the ToR and received the highest cumulative (technical and financial) score out of below defined technical and financial criteria.

Only candidates obtaining a minimum of 49 points in the technical evaluation would be considered for financial evaluation.

Technical Criteria - 70% of total evaluation - max. 70 points

Financial Criteria - 30% of total evaluation - max. 30 points.



  • Financial Proposal and Availability formOFFEROR’S LETTER TO UNDP (A total lump sum  option is applicable for this assignment)
  • Methodology of the work, research component and co-design included
  • List of the stakeholders to be included in the assignment (interviews, co-design)
  • CV shall include Education/Qualification, Processional Certification, Employment Records /Experience

General Conditions of Contract is available here: GENERAL CONDITIONS OF CONTRACT


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