Historique

UNDP is the development arm of The United Nations' Organization, with its Headquarters in New York. UNDP is represented in 166 countries in the world. In Angola, its office is based Luanda. UNDP administers individuals engaged in Programmes and Projects undertaken in collaboration with The Government of Angola and other development partners.

Background on the Service Contract contractual modality:

UNDP Angola is currently using a salary scale matrix for National project personnel called Service Contract holders (SC) that were updated in 2016. Individuals engaged to work in programmes or projects are hired under the Service Contract contractual modality, which is a non-staff contract. It is a decentralized contracting instrument, which is cost effective and flexible for use only by UNDP country offices and regional centres outside of Headquarters Individuals contracted under SC, are not considered UN staff members and therefore, are not covered by UN Staff Regulations and Rules.  The basis for the establishment of conditions of service for Service Contract (SCs) holders is based on the local labour market.  Therefore, the remuneration package for Service Contracts must be consistent with prevailing levels of pay for similar services and comparable work in the local labour market.  UNDP Angola would like to update the current remunerations of Service Contract holders utilizing the set procedures in the UNDP Handbook on Setting Remuneration for Service Contract Personnel.  In this context, the survey process will be carried out by a technically qualified individual with extensive expertise in labour market analyses, management and organizational development.  Accordingly, UNDP Angola solicits proposals from interested individuals to conduct a salary survey and to assist UNDP Angola in coming up with a revised and reasonable salary scale for SC holders.

Devoirs et responsabilités

  • The selected individual, jointly with UNDP Angola, will compile and suggest a list of employers as Comparators, which may be considered for SC remuneration survey for approval by UNDP Angola;
  • The selected individual will carry out the survey based on the Handbook on Setting Remuneration for Service Contract Personnel and collect, compile, analyze and interprets data collected in a written report;

The selected individual will collect the following information from each of these Comparators:

  • Job descriptions of the similar positions for Job matching process with proposed comparator organizations on the nature, complexities and responsibilities of each position of existing SC levels;
  • Collect and analyze the salary structures and associated benefits (including typical allowances and benefits package) of the selected employers in comparison to existing SC Job descriptions.
  • Research on social security options available on the Angolan market and make recommendations on a reliable and suitable options;
  •  Review tax applications and apply any updates to the new salary scale;
  •  The selected individual will then compare the new salary scale with other UN Agencies’ scales for similar contractual modality;
  • The selected individual will present analysis to UNDP Angola and make recommendations on the proposed salary scale.

Deliverables:

Based on the established UNDP Handbook on Setting Remuneration for Service Contract Personnel and within the time frame specified, the selected individual is expected to submit a report which includes, but not limited to, the following outputs:

  • Details and Summary of data collected from the Comparators showing TOR matches and the evaluation of their remuneration package;
  • Present the Minimum and Maximum Remuneration values of all job matches obtained from the comparators;
  • A report on final survey findings with comparison and analysis of the survey results, recommendations related to remuneration packages;
  • A summary table of Comparators practices on remunerations compared to UNDP Angola Service Contract salary scale;
  • A proposal with options for a revised remunerations scale for SC holders as set out in the UNDP Handbook on Setting Remuneration for Service Contract Personnel (options at the 40th, 50th and 60th Percentile levels);
  • A comparison of other UN salary scales for similar contractual modalities;
  • Highlight of benefits offered by comparator organizations for similar contractual modalities with emphasis on annual leave, sick leave, maternity & paternity leave, health coverage, life & disability insurance, vacation benefits and public holidays;

 Recommendation for a social security / investment plan that takes into account the following:

  • The versatility of this contractual instrument;
  • The short-term nature of the service contract;
  • The need to ensure that individuals engaged under this contract have a retirement/savings plan.
  • Fulfilment of UNDP's obligation to assure that Service Contract holders have social security as stipulated in the Service Contract User Guide;
  • Incorporation of comments and suggestions made by UNDP Angola, if any, into the proposal for SC remunerations;
  • Provide all completed questionnaires together with relevant salary and all relevant documentations and correspondences with the respective comparators;
  • After the submission of the draft report to the country office, the selected individual may be requested to provide additional data or clarifications to UNDP HQ.

 

Compétences

Corporate Competencies: 

  • Demonstrates commitment to UNDP´s mission, vision and values;
  • Displays cultural, gender, religion, race, nationality and age sensitivity and adaptability;
  • Highest standards of of integrity, discretion and loyalty

Functional competencies:-

  • Development and Operational Effectiveness;
  • Good research and analysis skills;
  • Excellent knowledge of UNDP HR strategy and policies;
  • Strong IT skills;
  • Ability to implement new systems (business side) and affect staff behavioral/ attitudinal change;
  • Ability to lead strategic planning, results-based management and reporting;

Management and Leadership:

  • Focuses on impact and result for the client;
  • Consistently approaches work with energy and a positive, constructive attitude;
  • Demonstrates strong oral and written communication skills;
  • Builds strong relationships with clients and external actors;

Corporate Competencies:

Qualifications et expériences requises

Education: 

  • A Master’s degree or equivalent in HR, Business Administration or Public Administration

Years of experience:

  • Proven track of experience of at least five years in the area of compensation and benefits for international organizations as well as data collection and analysis;
  • Experience in handling Salary Surveys;
  • Demonstrated capacity for collecting data from across the UNDP Country offices globally.

Language requirement:

  • English

Interested individual consultants must submit the following documents/information to demonstrate their qualifications:

  • Proposal (maximum of three pages)
  • Explaining why they are the most suitable for the work
  • Technical proposal on how they will approach and conduct the work

 Financial proposal

  • Financial proposal should be all inclusive (lump sum)

Financial proposal

Lump sum contracts

The financial proposal shall specify a total lump sum amount, and payment terms around specific and measurable (qualitative and quantitative) deliverables (i.e. whether payments fall in installments or upon completion of the entire contract). Payments are based upon output, i.e. upon delivery of the services specified in the TOR.  In order to assist the requesting unit in the comparison of financial proposals, the financial proposal will include a breakdown of this lump sum amount (including travel, per diems, and number of anticipated working days).

Travel:

All envisaged travel costs must be included in the financial proposal. This includes all travel to join duty station/repatriation travel.  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.

In the case of unforeseeable travel, payment of travel costs including tickets, lodging and terminal expenses should be agreed upon, between the respective business unit and Individual Consultant, prior to travel and will be reimbursed.

Evaluation:-

Individual consultants will be evaluated based on the following methodologies:

  • Cumulative analysis

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:

  • 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.
  • Technical Criteria weight; [70]
  • *Financial Criteria weight; [30]

Only candidates obtaining a minimum of 70 points out of 100 would be considered for the Financial Evaluation

Technical skills, given by qualifications and training record -------------- max                          15 points

Overall experience in the provision of the services given above---------max                          35 points

 Adequacy of competencies & skills responding to the Terms of Reference , (TOR)             20  points

Proposed Methodology                                                                                                          30  points