UNDP is the UN Development Programme and works in more than 170 countries and territories, helping to achieve the eradication of poverty, and the reduction of inequalities and exclusion. UNDP helps countries to develop policies, leadership skills, partnering abilities, institutional capabilities and build resilience in order to sustain development results. UNDP supports the 2030 Agenda for Sustainable Development and the 17 Sustainable Development Goals (SDGs), as they help shape global sustainable development.

UNDP has a workforce of more than 18,000 personnel in country, regional and headquarters offices. The workforce includes national employees (85%) and international employees (15%). In 2019 The organization posted 4,800 job vacancies for internal and/or external candidates, and hired and onboarded 2,613 new employees, including 2,174 national employees (638 national officer/general service staff and 1,536 service contract holders) and 439 international professional staff. In addition, the organization reassigned/relocated 740 international professional staff within the organization.

In May 2019 UNDP launched its new people strategy called People for 2030.  The vision of People for 2030 is to:

• Build a “One UNDP” culture and employer brand that generates continuing fitness for the future characterized by high performance and employee engagement, creativity, collaboration, and continuous improvement, attracting and retaining talent,
• Ensure that managers at all levels are oriented towards, and capable of, leading and developing personnel, and managing performance effectively – and fully own their part of People for 2030,
• Incorporate a talent perspective into all aspects of management and organisational development,
• Develop organisational and digital capabilities that enable personnel to strive for excellence and adapt to future challenges,
• Transform HR into a function that drives organisational effectiveness, capability and value generation in partnership with managers – in contrast to the cost-based and administrative focus of the past.

The People for 2030 Strategy is driving the transformation of talent management in the Organization. A new competency framework,  defining the knowledge, skills, and attributes needed for people within UNDP will be launched at the end of the year. In addition, a new framework for career development, as well as a new mobility and performance management policy have recently been launched. 

One of the key priorities is to transform recruitment to make the process more efficient and leaner, and to strengthen the quality of assessment and selection, including reducing the scope for subjectivity and bias in the process. As part of this transformation, the Office of Human Resources has established a Central Recruitment Unit (CRU) to support transformation of recruitment and provide recruitment services to UNDP central offices (for international professional and general service administrative positions), and a Talent Acquisition and Peoples Programmes Unit (TAPP) to support talent acquisition strategies, including UNDP’s employer value proposition, recruitment marketing, assessment and selection and on-boarding. In addition, TAPP is also responsible for managing young professionals and early talent programmes.

In 2020, UNDP developed a Young Professionals Assessment and Selection Framework. It is the intention that this framework will offer a consistent and standardised approach to the assessment and selection of candidates for entry level positions across UNDP. The framework introduces an integrated and holistic approach to assessment and selection, aligned with UNDP’s strategic direction, key priorities, and aspirations for talent acquisition. Furthermore, the framework accentuates the candidate experience and UNDP’s brand as an employer of choice.

The framework also introduces a more agile and flexible process by introducing a four stage-screening process; each stage applying relevant tools to provide reliable and valid data on candidates in a time efficient manner. The first stage focuses on screening for essential and desirable criteria. The second and third stages screen for high-potential competencies, and the final stage focuses on an in-depth assessment of core- and technical competencies.

In the coming months, the framework will be rolled-out for selected young talent programmes, including among others the new UNDP Graduate Programme, and the Junior Professional Officers Programme. 

As a next step and building on the Young Professionals Assessment and Selection Framework, UNDP is seeking to 1) design a corporate assessement and selection feamework outlinig stratagies and approaches to be applied in the assessment of external and internal candidates for roles wit UNDP at international and national professional levels, separate stratagies and approaches should be applied to assess external and internal candidates, and 2) idnetify the most suitable tests ( including psychometric tests) and other assessment tools which could be used in the assessment of abilities and competences for different roles and levels. UNDP is looking for an experienced consultant to provide advisory support in these areas. 

SCOPE OF WORK, RESPONSIBILITIES AND DESCRIPTION OF THE PROPOSED ANALYTICAL WORK

The People for 2030 Strategy, UNDP’s new Competency and Career Frameworks will constitute  key building blocks for a corporate  assessment and selection framework. In addition, inclusion and diversity will be an integral part of the framework.

The corporate assessment and selection framework will be informed and seek inspiration from the Young Professionals Assessment and Selection Framework.

The consultant will provide advisory support to:

• The design of a corporate assessment and selection framework, which will serve as a platform for ensuring that a consistent and holistic approach is applied to the assessment and selection of external and internal candidates for international and national professional positions across UNDP.  It is the objective that the framework will enhance and modernize UNDP’s assessment and selection processes by leveraging various  tests (including psychometric tests)and other assessment tools at different stages in the screening process, thereby reducing the scope for bias and ensuring that the organization employs the most talented candidates on the market as well as the best match to the organization.

• The identification of the most suitable online tests and other assessment tools which are predictive and reliable, supported by adequate evidence to be considered fair, free of bias and discrimination, to be used at different stages in the screening process to assess UNDP key competencies and behaviours.

• Preparation of an implementation plan for the roll-out of the corporate assessment and selection framework, including: 1) resources and capacity building required to administer the assessment processes and tests, and 2) advice with regards to data protection, seamless candidate experience and digital testing platforms. Hereunder, consideration and overview of the estimated cost implications to the organization of different recommended options.

• The development of Terms of Reference for a Request for Proposal (Long-Term Agreements – LTA) from providers of  on-line tests and other assessment tools and digital testing platforms, based on the corporate assessment and selection framework and recommended most suitable ones to be utilised at different screening stages in the assessment and selection process and for different types and levels of positions/roles.

Expected outputs and deliverables:

The consultant will implement the following deliverables:

• Commitment to UNDP vision, mission, and values and knowledge of UN work environment an advantage.
• Capability to bring tested best practice on assessment and selection.
• Strong analytical skills, including identification of key issues and how they relate to one another.
• Ability to focus on impact and results for the client
• Ability to work independently, organize work and be flexible
• Excellent communication and writing skills

Academic qualifications:

• Minimum Master’s Degree or post-graduate professional qualification in Human Resources Management, Occupational Psychology, or related area.

Experience:

• Minimum 7 years of experience in talent management and acquisition is required.
• Minimum 5 years of experience in application of assessment testing in recruitment in international occupational settings is required.  
• Minimum 5 years of experience in supporting large public organisations or private companies in assessment and selection of candidates, including using different assessment tools (psychometric tests, interviews, assessment centres) is required.
• Experience with international recruitment specifically in the multilateral sector would be an advantage.
• Experience from the private sector would be an advantage

Language:

• Fluency in written and spoken English is required;

Application Procedure

The application package containing the following (to be uploaded as one file):

• A cover letter with a brief description of why the Offer considers her/himself the most suitable for the assignment;
• Personal CV or P11, indicating all past experience from similar projects and specifying the relevant assignment period (from/to), as well as the email and telephone contacts of at least three (3) professional references;

Note: The above documents need to be scanned in one file and uploaded to the online application as one document.

Shortlisted candidates (ONLY) will be requested to submit a Financial Proposal.

• The financial proposal shall specify a total lump sum amount, and payment terms around the specific and measurable deliverables of the TOR. Payments are based upon output, i.e. upon delivery of the services specified in the TOR, and deliverables accepted and certified by the technical manager. 
• The financial proposal must be all-inclusive and take into account various expenses that will be incurred during the contract, including: the daily professional fee; (excluding mission travel); living allowances at the duty station; communications, utilities and consumables; life, health and any other insurance; risks and inconveniences related to work under hardship and hazardous conditions (e.g., personal security needs, etc.), when applicable; and any other relevant expenses related to the performance of services under the contract.
• This consultancy is a home-based assignment, therefore, there is no envisaged travel cost to join duty station/repatriation travel. 
• In the case of unforeseeable travel requested by UNDP, payment of travel costs including tickets, lodging and terminal expenses should be agreed upon, between UNDP and Individual Consultant, prior to travel and will be reimbursed. In general, UNDP should not accept travel costs exceeding those of an economy class ticket. Should the IC wish to travel on a higher class he/she should do so using their own resources.
• If the Offeror 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 Offeror must indicate at this point, and ensure that all such costs are duly incorporated in the financial proposal submitted to UNDP.

The Financial Proposal is to be emailed as per the instruction in the separate email that will be sent to shortlisted candidates.

Evaluation process

Applicants are reviewed based on Required Skills and Experience stated above and based on the technical evaluation criteria outlined below.  Applicants will be evaluated based on cumulative scoring.  When using this weighted scoring method, the award of the contract will be made to the individual consultant whose offer has been evaluated and determined as:

• Being 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 where technical criteria weighs 70% and Financial criteria/ Proposal weighs 30%.

Technical evaluation - Total 70% (70 points):

• Criteria 1. Relevance of the experience in talent management and acquisition to the assignment Weight = 10%; Maximum Points: 10;
• Criteria 2. Relevance of the experience in application of assessment testing in recruitment in international occupational settings to the assignment. Weight = 15 %; Maximum Points: 15;
• Criteria 3. Experience in supporting large public organizations or private companies in assessment and selection of candidates, including using different assessment tools (psychometric tests, interviews, assessment centres). Weight = 15 %; Maximum Points: 15;
• Criteria 4. Experience with international recruitment specifically in the multilateral sector and private sector. Weight = 10 %; Maximum Points: 10; and
• Interview: Weight = 20 %; Maximum Points: 20.

Having reviewed applications received, UNDP will invite the top three shortlisted candidates for interview. Please note that only shortlisted candidates will be contacted.

Candidates obtaining a minimum of 70% (49 points) of the maximum obtainable points for the technical criteria (70 points) shall be considered for the financial evaluation.

Financial evaluation - Total 30% (30 points)

The following formula will be used to evaluate financial proposal:

p = y (µ/z), where

p = points for the financial proposal being evaluated

y = maximum number of points for the financial proposal

µ = price of the lowest priced proposal

z = price of the proposal being evaluated

Contract Award

Candidate obtaining the highest combined scores in the combined score of Technical and Financial evaluation will be considered technically qualified and will be offered to enter into contract with UNDP.

Institutional arrangement

The consultant will report and work closely with the Chief of Central Recruitment and Chief of Talent Acquisition and Peoples Programme.

The consultancy will be home based with weekly virtual meetings with the Chiefs of the Central Recruitment and Talent Acquisition and Peoples Programme units. The consultant will hold virtual meetings will key stakeholders within UNDP.

The consultant will be responsible for the fulfilment of the deliverables as specified above.

Payment modality

• Payments are based upon output, i.e. upon delivery of the services specified above and deliverables accepted and upon certification of satisfactory completion by the manager. 
• The work week will be based on 35 hours, i.e. on a 7 hour working day, with core hours being between 9h00 and 18h00 daily.

Annexes (click on the hyperlink to access the documents):

Annex 1 - UNDP P-11 Form for ICs

Annex 2 - IC Contract Template

Annex 3 – IC General Terms and Conditions

Annex 4 – RLA Template

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 applicants.