Historique

The staff transition plan tool is a web-based system developed by the Office of Human Resources (OHR/BMS) to enable RBx and COs to develop their Staff Transition Plan for clustering of Finance, HR and Procurement functions and OHR in preparation to support the transition. Specifically, the currently staff transition plan tool is equipped with features for: 

1. Identification of “in-scope” positions; positions currently undertaking functions that will be clustered
2. Detailed information regarding functions performed by “in-scope” positions (e.g. which functions/activities undertaken and workload in % FTE)
3. Mapping of current “as-is” positions to “to-be” positions in future CO typology
4. Information regarding proposed transition measures for impacted staff (e.g. learning, separation)

UNDP is the knowledge frontier organization for sustainable development in the UN Development System and serves as the integrator for collective action to realize the Sustainable Development Goals (SDGs).  With presence in 170 countries and territories, UNDP endeavors to help countries develop strong policies, skills, partnerships and institutions so they can sustain their progress. UNDP staff are united by a common purpose: to help countries and communities across the world pursue peaceful, prosperous lives, lived in harmony with the planet. 

Drawing on the diversity of UNDP’s client needs and partnerships, the Office of Human Resources (OHR) is the hub for the global HR function for UNDP, providing strategy, policy setting, guidance and oversight. In addition, OHR provides a broad range of HR advisory and talent management services enabling UNDP to deliver fully integrated development solutions at corporate level.  In this context, OHR is focused on the implementation of an ambitious and forward-looking three-year strategy, People for 2030, which will progressively transform UNDP’s culture and enable its workforce capacity to deliver more and better results.  

Project Description:

The current staff transition plan tool was launched (go live) in November 2020 and have been used by COs, Regional Bureaus and OHR users for the ongoing staff transition plan exercise. 

Based on the users’ feedback, recommendations for enhancement have been noted to make the system more productive, flexible and user friendly to maximize its benefits.

The enhancement requires competencies of an IT consultant who will work under the overall supervision of the OHR Deputy Director and the HR Analytics and Data Specialist.

Devoirs et responsabilités

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

The consultant will be responsible for the upgrade and redesign/architectural change to the system to equip it with necessary features and functions:

• OHR and RBx users access to add/edit positions i.e.  similar access as CO user.  
•  Approval workflows within CO: This will allow country office to verify the work done by CO users.
• Accepting positions workload in % FTE for various activities they are performing;
• Reporting/ monitoring for RBx (Dashboard for RBx showing status of each CO). 
• Reporting / monitoring for Clustering team (Dashboard showing status for each RBx and CO). 
• OHR user analytical option - What-if analysis of positions to assess the cost impact.
• OHR user’s option to restore the edit rights for CO user after the plan is finalized.
• Identifying the training needs of the staff in new functions or requiring new skills.
• Pictorial view of the agency level organization structure to see the staff transition, vacant positions and additional positions filled.
• Displaying the roles and responsibility matrix for reference for the users while planning.
• Preparing recruitment plan for the positions which are vacant. 
• Providing a communication feature for users to discuss on any specific position.
• For OHR user – Take the backup of the system data.
• For OHR user – Importing of IWP Data from a excel sheet. Only OHR users can have access to this feature. The system will basically overwrite everything we have on the site once it is done. The format of the import excel file will be pre-designed.
• Allow CO user to upload profiles/resumes and supporting documents of incumbents to make the proposed plan stronger.
• Option for COA displayed for each position.
• Have Proforma Modelling under Design to make a better Organization Structure.
• Better Reporting Capabilities on Design and Plan tab.

This information will be available to RBx and OHR user while doing the plan review.

Expected outputs and deliverables:

The consultant will be requested to deliver –

• An enhanced/upgraded Staff Transition Plan tool with various users (RBx, COs and OHR) access and features and functions, reporting, monitoring dashboards, Analytical tool as described above.

The consultant will not be responsible for procurement of software purchase and license renewal, as necessary.

In this role, the consult will review, redesign/ and change the structure of the staff transition plan tool, implement, and maintain all solutions and communicate the progress to stakeholders and/or project managers.

Conditions:

The organization will not provide equipment or office space. The consultant(s) will work on their own computer(s)/ other equipment and use their own office resources and materials in the execution of this assignment. The Responsible Partner’s fee shall be inclusive of all office administrative costs and products must be compatible with standard UNDP office equipment.

Compétences

Evaluation process

Applicants will be reviewed through a desk review and 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 experience in human resources management systems or similar positions in other international organizations or significant international human resources experience at a similar level (maximum 15 points).
• Criteria 2: Demonstrated knowledge and relevance of experience working with .Net, SharePoint, Azure, Power apps (Maximum 15 points)
• Criteria 3: Relevance of experience in People Analytics (Maximum 10 points)
• Criteria 4: Experience in SQL, data visualization tools and Power BI (Maximum 10 points)
• Interview: Only those candidates scoring 70% (35 points) in the above criteria will be invited for interview. (Maximum 20 points)

Applicants will be assessed through a desk review.

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.

Qualifications et expériences requises

Academic qualifications:

• Bachelor's degree from an accredited college/university in the following majors with relevant analytics or data management focused coursework: Management/Information Systems, Business Analytics, Information Science/Management, Data Analytics, Computer Science, Computer Information Systems, or Statistics required.

Skills and Experience:

• 5 years of relevant experience in human resources management or must have held similar positions in other international organizations or has significant international human resources experience at a similar level required.
• At least 5 years of substantive experience in Quantitative analysis, monitoring and reporting of huge Datasets required.
• Knowledge and experience of working with .Net, SharePoint, Azure, Power apps required.
• Experience in People Analytics required.
• Experience in data warehouse technologies required.
• Knowledge of data visualization and design principles required.
• Knowledge of statistical analysis (e.g., descriptive and predictive statistics and knowledge of statistical significance), quantitative research, and experience gathering and interpreting data required.
• Experience in SQL, data visualization tools and Power BI required.

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.

• 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.

Payment Method

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 work under the guidance and direct supervision of the HR Analytics and Data Specialist, Office of Human Resources and will be responsible for the fulfilment of the deliverables as specified above.

The Consultant will be responsible for providing her/his own laptop.

Payment modality

• lumpsum: 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.