Historique

Equal opportunities in accessing resources, services and employment for both women and men are universally accepted as a condition for development and the promotion of human rights. Alongside recognizing the Sustainable Development Goal 5 which needs to be met by 2030, gender equality is a principle value of the European Union.  In accordance with this, key strategic documents prioritize the importance of gender equality and gender mainstreaming to deliver projects and programs that promote equality for all and more sustainable development solutions. Similarly, Montenegro is constitutionally devoted to exercise of human rights and gender equality, which is a necessary precondition which makes Montenegro closer to the European Union, but also to the fulfilment of the existing obligations as a member state of the United Nations and the Council of Europe.

Public administration activities have a significant impact on daily life and equality issues. They determine the way political and economic decisions made by governments are implemented and how budgets are allocated and spent. On the other hand, Parliament is one of three key governing pillars in the country with the mandate to approve and monitor developed legislation and corresponding budget, and therefore also needs knowledge and capacities on integration of equality principles and gender mainstreaming in the work they do at all levels in the Parliament. For this reason, the equal participation of women and men, especially at decision-making levels is a necessary condition for inclusive and gender-responsive public administration and parliamentary systems. However, gender equality has not always been a guiding principle in the work of public administration neither in the work of Parliament and UN CEDAW Committee observed that gender-based, direct and indirect discrimination should be thoroughly addressed. CEDAW Committee concluded that gender stereotypes and patriarchy are still very strong in the society, with a tacit acceptance of gender discrimination in general. 

Legal framework for gender equality and institutional gender mechanism in the country has been in place for almost fifteen years. Laws on gender equality were revised and strengthened in 2015 while the umbrella Law on the Prohibition of Discrimination had been fully harmonized with European legislation in June 2017. The Law on Gender Equality guarantees equal rights for women and men and stipulates measures to eliminate gender-based discrimination and establish equal opportunities for women and men in all areas of life as well as stipulating mandatory trainings on gender equality for all the civil servants and media, while sanctioning failure to comply. The Law on gender equality also stipulates the obligation of all authorities, public enterprises and other public persons to consider the gender impact of all the decisions and actions undertaken. Furthermore, the Law on Civil Servants and State Employees includes measures on prohibiting gender-based discrimination, mandating the use of gender-responsive language and having balanced representation in the selection of candidates. It also grants the Human Resources Management Authority the power to monitor the implementation of measures aimed at achieving balanced gender representation in employment.

The establishment of a more functional public administration represents one of the key challenges of the European integration process in Montenegro, since it directly influences the capability of governments to provide public services and stimulate economic growth, competitiveness and create enabling environment for enjoyment of fundamental rights. The Montenegrin government has been undertaking significant efforts in this area through the strategic (PAR Strategy 2016-2020) reform process that encompasses the entire public administration system, which includes state administration, local self-government and organisations with public powers. At the same time there were significant efforts in strengthening capacities of the General Secretariat of the National Assembly in order to contribute to advancement of policy framework and development of in-house capacities for delivery of its mandate with highest democratic and professional standards. UNDP Project will work to contribute to integration of gender equality principles in the work of Parliament and public administration. In turn, this will contribute to the citizens’ wellbeing, economic development and growth, as well as country’s capacities for the EU accession process. For both the Parliament and public administration, gender mainstreaming knowledge and policies in place are severely lacking. The project offers substantive capacity development intervention based on thorough assessment and situation analyses, needs-based tailored education, accountability framework and milestones for gender mainstreaming in institutions. Institutionalisation of gender mainstreaming will be fuelled by global UNDP knowledge framework developed as Gender Equality Seal for Public institutions.
 
Project will support development and integration of gender mainstreaming as principal policy for achieving effective governance and strong institutions by making gender equality perspective an integral part of day-to-day activities, where decisions are made, resources are allocated, and norms are created. Inclusive development and democratic governance are crucial for restoring confidence in public institutions, strengthening accountability and enhancing the sustainability and responsiveness of public policies, conditions that are now fundamental to the achievement of the global Agenda 2030, SDG 5 and SDG16.

Devoirs et responsabilités

The assignment has following objectives:

• To conduct training needs assessment of training participants;
• Design and deliver Training for Trainers program on gender responsive budgeting with full-fledge instruments for measurement of capacity development;   
• Evaluate success and draft recommendations in narrative report. 

Job content: Under the direct supervision of Gender Program Manager, consultant/trainer will perform the following duties:

Training for trainers programme development

a) Conduct assessment of knowledge and skills of selected group of trainees regarding gender responsive budgeting;
b) Design training program in two cycles of 5 days duration each, inclusive of:

• guidelines for gender responsive budgeting concepts
• recommended techniques to help consolidate and reinforce adult learning process through interactive and stimulating activities with participants;
• develop user friendly GRB T4T manual; 
• prepare selection of useful reading materials;
• upon completion of each training, evaluate its effectiveness and make recommendations for improvement in written report to Gender Program.

c) Deliver Training for Trainers for Gender Responsive Budgeting detailed content and material for the training of trainers including following thematic subjects:

Training 1:

• Gender Responsive Budgeting – An introduction
• Gender Responsive Budgeting Initiatives – Good practices and lessons learnt  
• Different stakeholders and steps of implementation
• Sex-disaggregated statistics, time use data and gender indicators
• Gender Responsive Budgeting Tools 
• Gender Aware Policy Appraisal 

Training 2:

• Sex-disaggregated Public Expenditure Incidence Analysis
• Gender Aware Beneficiary Assessment
• Sensitive Public Expenditure Tracking Surveys
• Sex-disaggregated Analysis of the Impact of the Budget on Time Use
• Engendering Social Accounting Matrices 
• Lobbying and Advocacy Strategies

Expected results:

• Trainers equipped with knowledge on Gender Responsive Budgets;
• Final report on training for trainers with recommendations for further development of capacities on gender responsive budget.

Expected deliverables:

• Learning needs assessment for T4T program participants regarding gender responsive budgeting;  
• Delivered 2 training cycles each 5 days duration (total 10 days face to face training) for trainers on gender responsive budgeting; 
• Training for Trainers Manual;
• Manual for Gender responsive budgeting
• Training reports with recommendations for further candidate development;
• Develop Final assessment test and evaluate all candidates;

Time duration and travel: The trainers will be engaged under short-term Individual Contract (IC) on part-time bases, for estimated time of 30 consultancy days in total in the period from 10 May 2019 until 31 December 2019, including 10 training days in Montenegro and 2 field trips to Montenegro. Time-line of the assignment will be from September 2019 till end of December 2019. Precise schedule of the training will be developed in agreement with the Programme Manager. The trainer is expected to cover her/his transport costs to and from home country to Montenegro, as well as local transport and accommodation costs.

Compétences

• Demonstrates integrity by modeling the UN’s values and ethical standards;
• Promotes the vision, mission and strategic goals of UN/UNDP;
• Displays cultural, gender, religion, race, nationality and age sensitivity and adaptability;
• Ability to lead strategic planning, results-based management and reporting;
• Builds strong relationships with clients, focuses on impact and result for the client and responds positively to feedback;
• Consistently approaches work with energy and a positive, constructive attitude;
• Demonstrates good oral and written communication skills;
• Demonstrates ability to manage complexities and work under pressure, as well as conflict resolution skills.

Qualifications et expériences requises

Education:

• University degree;

Experience:

• Minimum 5 years of relevant working experience in the field of gender equality;
• Minimum of 3 years of relevant working experience in the field of gender mainstreaming and gender responsive budgeting; 
• Certified trainer for trainers;
• Excellent communication and presentation skills and ability to operate under pressure;

Language:

• Fluency in Montenegrin/Serbian/Croatian/Bosnian language is a requirement.
• Fluency in English language is an asset.

Criteria for selection:

Combined Scoring method will be used. When using this weighted scoring method, the award of the contract should be made to the individual consultant whose offer has been evaluated and determined as: (i) responsive, compliant, acceptable, and (ii) having received the highest score out of a pre-determined set of weighted technical and financial criteria specific to the solicitation.

• Technical criteria weight - 70% (Background and education 10%; Relevant previous experience 20%; Substantial knowledge/Required competencies 30%; Required language 10%);
• Financial criteria weight - 30%.

Only offerors obtaining a minimum 490 points for technical criteria will be considered for the financial evaluation. For more information on procurement methodology for Individual Contractors, please refer to Procurement Notice.

Application procedure:

Interested applicants are requested to submit their applications by April 25, 2019 by using the Apply now button. The application should contain CV or P11 that can be downloaded at http://www.me.undp.org/content/montenegro/en/home/operations/jobs.html. Please note that UNDP jobsite system allows only one uploading of application document, so please make sure that you merge all your documents into a single file.

Only the short-listed applicants will be contacted and requested to submit a letter of interest including a price quotation indicating the lump sum (in EUR) requested for the work envisaged in the section "Description of Responsibilities".