Antecedentes

Grounded in the vision of equality enshrined in the Charter of the United Nations, UN Women will work for the elimination of discrimination against women and girls; the empowerment of women; and the achievement of equality between women and men as partners and beneficiaries of development, human rights, humanitarian action and peace and security.

Placing women’s rights at the centre of all its efforts, UN Women leads and coordinates United Nations system efforts to ensure that commitments on gender equality and gender mainstreaming translate into action throughout the world. It provides strong and coherent leadership in support of Member States’ priorities and efforts, building effective partnerships with civil society and other relevant actors.

Guided by the UN standards of conduct and obligations of the UN Staff Rules and Regulations, as well as the UN Core Values: Integrity, Professionalism and Respect for Diversity, UN Women promotes a safe working environment where all personnel adhere to the highest standards of behaviour and conduct themselves in a professional and disciplined manner at all times.? The Charter of the United Nations sets high standards for the Organization and promotes the observance of those standards throughout the world. UN Women is implementing those standards in its human resources policy through ongoing contributions to system-wide policy development, as well as implementing internal measures, to ensure awareness and protection from sexual exploitation and abuse, and therefore safeguarding a workplace free of any form of discrimination, harassment, including sexual harassment, and abuse of authority where all staff is treated with dignity and respect and are aware of their role and responsibilities. UN Women applies zero tolerance to any violation to the above and act consistently by taking the appropriate administrative, disciplinary and/or contractual action required.

In addition, UN Women recognizes the various key international instruments on equality in the workplace such as The Convention on Elimination of All Forms of Discrimination Against Women (CEDAW, 1979); The Beijing Declaration and Platform for Action (1995) and its follow up recommendations (2000, 2005, 2010); The Commonwealth Plan on Action on Gender Equality; The United Nations Declaration on Violence Against Women (DEVAW, 1993); The International Labour Organisation (ILO) Discrimination (Employment and Occupation) Convention, 1958 (No. 111),  which addresses the fundamental right of non-discrimination at work promoting equality of opportunity and treatment in respect of employment and occupation, with a view to eliminating discrimination. Another ILO equality instrument is the Equal Remuneration Convention, 1951 (No. 100). It specifically addresses equal remuneration between men and women for work of equal value.

The Government of Egypt has made significant advances in the field of gender equality and women empowerment the last two decades. The revised Constitution of 2014 guarantees equal opportunities for all citizens without discrimination (Article 9). It also espouses equality before the Law for all persons without discrimination based on religion, belief, sex, origin, race, color, language, disability, social class, political or geographic affiliation or any other reason (Article 53). Furthermore, women’s rights are stipulated in the new constitution to include various principles: equality, political rights, protection from all forms of discrimination and violence (Article 11 and 180).

Furthermore, Egypt has adopted the definition of violence against women approved by the General Assembly in December 1993 in article 1 the Declaration on the Elimination of Violence against Women, namely, “Violence against women means any act of gender-based violence that results in, or is likely to result in, physical, sexual or psychological harm or suffering to women, including threats of such acts, coercion or arbitrary deprivation of liberty, whether occurring in public or in private life”. Furthermore, in a step towards fulfilling the state’s obligation to protect women, the Penal Code was amended in 2014 to define ‘sexual harassment’ and punish its perpetrators.  In 2008, amendments to the Child Law raised the legal marriage age to 18 for both sexes and outlawed FGM.

Within this context, UN Women is dedicated to advancing gender equality and women’s human rights in Egypt, where the strengthening of national capacities and human potential is evidently prioritized.  UN WOMEN is fully supporting the Government of Egypt’s Sustainable Development Strategy: Egypt's vision 2030, the National Strategy for the Empowerment of Women, the new civil service law issued to improve the working conditions of civil employees and enhance transparency of government services and strengthen citizens' confidence in the state administration. Such developments are geared towards realizing an efficient and effective government administrative body that strongly contributes in the achievement of Egypt’s development goals.

Within this framework, UN Women is supporting the capacity building of the administrative apparatus in Egypt and the current and ongoing initiatives led by the Ministry of Planning, Monitoring and Administrative Reform towards gender mainstreaming in human resources policies, with a view to create and maintain a culture of employment based on respect, equal opportunities and safe from harassment.

UN Women intends to hire a national training consultant to research and analyse all the existing material on gender equality in employment and consolidate all into one single inclusive and comprehensive Gender Training Manual to be used in training the human resources staff of the Ministry of Planning, Monitoring and Administrative Reform through familiarizing them of the national and international commitments in relation to gender equality at the workplace,  means to assess gender equality in HR policies and operations, and the importance to combat all forms of harassment at the workplace.

Deberes y responsabilidades

Under the supervision of the UN Women Gender Specialist, the consultant will develop and deliver tailored training to human resource personnel in line ministries on gender sensitive human resource policies. This would include all aspects of HR including hiring, promotion to decision making and senior positions, prevention and response to sexual harassment, in line with applicable national laws, such as the Civil Service Reform law and its executive bylaws, as well as international standards in this area. The consultant shall perform the following functions:

1. Conduct  a scoping exercise and analysis of all the documents/training materials on human resource policies and practices in the Egyptian public administration to map the existing training materials available for training human resource staff of the Egyptian civil service on gender responsive HR management;
2. Carry out stakeholder analysis to identify the roles and responsibilities of key players and institutions;
3. Conduct a Gap Analysis to identify gaps in the trainings being imparted on human resource for Egyptian civil servants;
4. Map out the issues and identify the priorities in line with the objectives of this training curricula on gender sensitive human resource policies and management. This should include consultations and meetings and key informant interviews with relevant stakeholders (Government, UN, CSOs etc.) working on HR in the Civil Service.
5. Review and analyze the Egyptian Civil Service Law and it Executive Regulations as well as other relevant laws and frameworks governing women’s labor force participation in the civil service (e.g. Sustainable Development Strategy, National Strategy on Women’s Empowerment);
6. Research and compile relevant international standards on gender equality at work, including on the (a) Prevention of Sexual Exploitation and Abuse, (b) Prevention of Sexual Harassment and Abuse of Authority, and (c) Ethics and Integrity at the UN
7. Draft and develop the Gender Sensitive Human Resource Manual, including its outline, structure and content. The toolkit should be developed in a consultative way and is expected to provide detailed guidelines and support HR personnel to, among other areas, identify hidden gender biases and develop transparent and gender sensitive criteria to ensure gender sensitive hiring and promotion processes in addition to a clear action plan to address sexual harassment in the work place. As a minimum the manual will comprise a curriculum and examples of case studies and learning activities for a ToT course. The consultant is responsible for ensuring the toolkit and its contents are culturally sensitive and reflect the Egyptian context.
8. Conduct interactive and participatory training session (s) using the developed training manual.

Description of Responsibilities:

• Prepare and develop an outline/contents for the consolidated standard training manual;
• Undertake research for the collection of the training materials from reliable resources;  
• Analyze and make necessary Arabization and alterations to the materials to fit the Egyptian context for incorporation into the training manual;
• Finalize the training material by incorporating comments from UN WOMEN Gender Specialist and Ministry of Planning, Monitoring and Administrative Reform;
• Organize and conduct training session (s) for the human resources staff of the Ministry of Planning, Monitoring and Administrative Reform;
• Prepare and submit the final work completion report on services delivered to UN Women.

 Deliverables:

• Submission of an inception report detailing the activities, strategy and timelines for the development of the training manual on Gender Responsive Human Resources, for approval by UN Women 
• Development and submission of an *outline* for the Gender Sensitive Human Resource Manual for comments and discussions with UN Women and the Ministry of Planning 
• Conduct a stakeholder’s consultations to provide guidance in the development of the first draft of the training content 
• Preparation and submission of the *zero draft* of the content of the Gender Sensitive Human Resource Manual 
• Conduct a workshop to pretest the zero draft of the training manual prior to launching the training
• Preparation of final draft of the training content after incorporating comments received 
• Conduct 3 training session (s) for the human resources staff of the Ministry of Planning, Monitoring and Administrative Reform
• Submission of a final report on the process/steps taken to develop the manual.

Impact of Results:

This assignment has an impact on the overall effectiveness and success of UN Women intervention and activities in the field. The consultant will contribute to UN WOMEN concerted efforts towards the promotion of gender equality through providing awareness and knowledge on gender responsive human resources policies and gender mainstreaming in employment in Egypt.

Competencias

Core Values:

• Respect for Diversity
• Integrity
• Professionalism

Core Competencies:

• Awareness and Sensitivity Regarding Gender Issues
• Accountability
• Creative Problem Solving
• Effective Communication
• Inclusive Collaboration
• Stakeholder Engagement
• Leading by Example

Please visit this link for more information on UN Women’s Core Values and Competencies: 

http://www.unwomen.org/-/media/headquarters/attachments/sections/about%20us/employment/un-women-employment-values-and-competencies-definitions-en.pdf

Fuctional Competencies:

• Thorough knowledge of the key concerns and challenges facing development practitioners in the area of gender/training/governance/administration;
• Highly effective at networking and at facilitating professional collaboration;
• Outstanding writing and editing skills, in Arabic and English;
• Strong ability to create, edit and present information in clear and presentable formats, using appropriate IT functionality;
• Ability to consolidate information from multiple sources;
• Developing People/Coaching and Mentoring & Fostering Innovation and Empowerment;
• Self-Management/Emotional Intelligence;
• Knowledge sharing/continuous learning.

Habilidades y experiencia requeridas

Education and Certification:

• Master’s Degree in Public Administration, Development Studies, Gender Studies, or Statistics or related fields,
• Or Bachelor’s degree in same fields but with 7 years of relevant professional experience with international organizations or government entities.

Experience:

• Minimum of 5 years of relevant work experience, or for a Bachelor’s degree a minimum of 7 years of professional experience in the field related to training, development of training curricula, modules and manuals and capacity development with experience in working with government ministries and international development organizations.
• Extensive experience in the design, development and implementation of capacity development interventions, particularly development of training curricula in the area of Gender development.
• Extensive knowledge on human resources policies and gender issues.
• Experience in delivering training to government officials, international organizations, civil society or NGOs.
• Excellent interpersonal and communication skills;
• Must be self-starter with excellent demonstrated teamwork skills;
• Demonstrated sensitivity, discretion, tact, and courtesy in relation to gender equality and women’s economic rights, development principles and projects, implementing partners, and national and international personnel of varied nationalities and backgrounds;
• Excellent reporting and communication skills, especially in written and oral Arabic and English;
• Understanding of national and international policy frameworks on gender equality.

Language Requirenments:

Fluency in Arabic and English is required (written and oral).

Evaluation Criteria:

UN Women applies a fair and transparent selection process that takes into account both the technical qualification of potential consultants as well as the financial proposals submitted in support of consultant applications.

Individual consultants will be evaluated based on the following methodology:

Cumulative analysis: When using this weighted scoring method, the award of the contract should be made to the candidate 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 criteria.

Technical Criteria weight: 70%

Financial Criteria Weight: 30%

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

Criteria Weight Technical: 70%

• Master’s Degree in Public Administration, Development Studies, Gender Studies, or Statistics or related fields,or  Bachelor’s degree in same fields but with 7 years of relevant professional experience with international organizations or government entities (20%)
•  Minimum of 5 years of relevant work experience, or for a Bachelor’s degree a minimum of 7 years of professional experience in the field related to training, development of training curricula, modules and manuals and capacity development with experience in working with government ministries and international development organizations (20%),
• Extensive experience in the design, development and implementation of capacity development interventions, particularly development of training curricula in the area of Gender development  (10%)
• Extensive knowledge on human resources policies and gender issues (5%),
•  Experience in delivering training to government officials, international organizations, civil society or NGOs (5%)
• Excellent reporting and communication skills, especially in written and oral Arabic and English (5%)
• Self-starter with excellent demonstrated teamwork skillsExcellent demonstrated teamwork skills, demonstrated sensitivity, discretion, tact, and courtesy in relation to gender equality and women’s economic rights, and understanding of national and international policy frameworks on gender equality (5%)

Financial: Lowest financial proposal (30%) The Financial officer must be a Lumpsum all-inclusive; (training fees, transportation, ...etc.).

Contract will be awarded to the technically qualified consultant who obtains the highest combined score (financial and technical). The points for the Financial Proposal will be allocated as per the following formula:

 (Lowest Bid Offered*)/ (Bid of the Consultant) x 30

*"Lowest Bid Offered" refers to the lowest price offered by Offer or scoring at least 49 points in technical evaluation.

Applications:

 Candidates must submit the following documents/information to demonstrate their qualifications:

• Personal CV;
• UN Women Personal History form (P-11) which can be downloaded from http://www.unwomen.org/about-us/employment;
• Education certificates.
• Health certificate valid for consultants whose assignment is longer than 3 months.

Please note: All documents have to be uploaded in 1 single files