Antecedentes

The NPRC is one of the five Independent Commissions established under Chapter 12 of the Constitution of Zimbabwe Amendment (No. 20) Act 2013 for the purpose of supporting and entrenching a culture of human rights and democracy; protecting the sovereignty and interests of the people; promoting constitutionalism; transparency and accountability in public institutions; securing the observance of democratic values and principles by the State and all institutions and agencies of government as well as ensuring that injustices are remedied as provided for in Section 233 of the Constitution. The National Peace and Reconciliation Act Chapter 10:32 of 2018 was gazetted on 5 January 2018. The Commission’s mission is to unite Zimbabweans for sustainable peace by developing mechanisms for resolving conflicts of the past and institutionalizing approaches for preventing their recurrence in the future. In that regard the NPRC has undertaken a number of initiatives to fulfil its mandate such as developing its strategic document. In order to ensure that its work is inclusive, adheres to the principles of leaving no one behind and to ensure that is executing its constitutional mandate the NPRC will begin developing its gender policy. This policy will guide the NPRC’s work internally as well as its interactions with external stakeholders and citizens as it executes its mandate.

Deberes y responsabilidades

Specific Objectives of the Consultancy:

• Agree on methodology to be used in the situational analysis;
• Review of key documents developed by the NPRC and those related to its work to identify key entry points for promoting gender equality and enhancing inclusivity within the work of the commission;
• Collect required information through participatory processes (Focused Group Discussions (FGDs), key informant interviews);
• Analyse the information and present the findings to the NPRC;
• Utilise a capacity development approach with an emphasis on gender, gender policy development and gender mainstreaming within the peace and reconciliation work. This approach should be used to solicit for and consolidate the Commission’s input for inclusion in the gender policy;
• Using a collaborative approach, draft a comprehensive draft Gender Policy for NPRC, with identified issues and recommended action plan.
• Present a final, validated Gender Policy

Expected outputs

• Inception report
• A work-plan
• Facilitate the collection of data;
• A workshop and report from the consultative process with Commissioners;
• A report of the findings, conclusions and recommendations from the desk review or situational analysis;
• A summary of recommendations to be used for a Gender and Inclusion Action Plan;
• A Gender Policy

Timeline, reporting and quality control of the assignment

The assignment is expected to take 30 business days. The Consultant will work in close collaboration with the Chairperson of the NPRC’s Victim Support, Gender and Diversity Committee, the Executive Secretary and UNDP.

Milestone payment schedule

• 10% of activity budget upon submission of “Inception report including a workplan, relevant tools for the policy development”
• 30% of activity budget upon successful completion of “A consultative workshop for the NPRC and collection of relevant information from stakeholders”
• 40% of activity budget upon submission of “A comprehensive report of the findings, conclusions and recommendations from the consultations and situational analysis. A summary of recommendations to be used for a Gender Policy and Inclusion Action Plan should be included”
• 20% of activity budget upon “A draft of the Gender Policy produced and finalized with NPRC input”

The Consultant shall ensure that the Gender Policy provides for the following;

Institutional Human Resource Strengthening

• The gender policy should make provision for equal employment opportunity to be used within NPRC to ensure the vast gender parity between males and females at all levels is minimised;
• Provide for gender equity in staffing and benefits for female and male staff.

Recruitment and Staffing

• Provide for gender parity during recruitment in particular within higher grades of the Commission where ordinarily women find hard to be;
• Provides for advertising all opportunities through channels likely to reach more women
• Provides for gender awareness orientation at the time employment.

Work Environment

• Make provision for the non-discrimination of women staff especially in terms of promotions, other benefits or equipment;
• Equal pay for equal work;
• Making provision for complaints mechanisms that deal with harassment within the Human Resources Department and provision for training to the HR Committee on addressing sexual harassment complaints.

Specific Work Practice Measures

• Specific job training for female staff to enhance and develop their job related skills.

Gender Structures within NPRC

• Make provision for gender implementation structure for the NPRC in terms of Section of the NPRC Act. More specifically, internal and external committees, within the organogram of the NPRC.

Engendering Management and Information Systems

• Make provision of engendering the MIS as failure to incorporate gender indicators will result in gender blind programs and initiatives;
• Make provision for continuously assessing the extent to which men and women are reached by projects;
• Making provision for gathering sex disaggregated data and its analysis as a key step to understanding what the key challenges and gaps are in developing initiatives.

Monitoring and Evaluation Systems

• Make provision of indicators that ensure gender initiatives and efforts are monitored and evaluated.

Service Delivery

• Making provision for the setting up of guidelines for the departments, Committees and programs mainstreaming gender concerns through initiatives and ensuring that women’ empowerment as crosscutting is actualised.

Recognising Diversity

• Gender operates in relation to a variety of factors amongst which are ethnicity, age, class, abilities and geographical location;
• Different conditions amongst women and men inform their experiences and realities;
• The Policy should therefore provide for strategies for how to reflect concerns of different groups of men and women.

Qualitative Participation of women beneficiaries

• Make provision for strengthening the role of women in programs;
• Make provision for increasing women’ meaningful participation;
• Make provision for the promotion of women’ leadership, capacity development and research and documentation.

Competencias

• Understanding of organizational structures, operations and policies of large organizations;
• Appreciation of the challenges and limitations as well as opportunities of within organizations to promote gender equality and inclusion;
• Strong facilitation skills and hands-on experience of working in participatory ways with staff groups, partners and communities;
• Strong gender analytical skills and knowledge/experience of different gender tools;
• Ability to create non-threatening environment for open and frank discussions on difficult issues
• Strong understanding of inclusion issues in organizational set-up and experience of using tools to elicit information pertaining to inclusion;
• The ability to select the best approach/methodology for different groups and audiences;
• Qualitative and quantitative data collection skills;
• Openness to listen, learn and accurately record the findings;
• Good report-writing skills are essential;
• An ability to present challenging findings from the assessments with actionable propositions to move forward.

Habilidades y experiencia requeridas

Education:

• Master’s Degree in Development and Gender Studies, Public Policy with a focus on Women in Development or Gender or related field.

Experience:

• At least 7 years of relevant professional experience in developing organizational policies using appropriate gender equality participatory methodologies;
• Experience in gender policy formulation;
• Experience in undertaking organizational gender and /or self-assessment processes /methodologies/gender policy development;
• Vast experience in writing reports and publications which have made a significant contribution to gender equality programmes or learning in the field of development practice and studies;
• Working with independent constitutional commissions within the framework of human rights and promotion of gender equality;
• Working with government, UN system and civil society organisations in designing strategic interventions to promote peace

Language:

• Fluency in written and spoken English and local language;

Application Proceedure

Applicants are requested to upload copies of:

• Latest CV highlighting the relevant experience;
• Updated P11 Form template of which can be downloaded from this website - http://www.sas.undp.org/Documents/P11_Personal_history_form.doc.
• A detailed technical proposal on undertaking the tasks and evidence of previous work;
• Letter Indicating the Position Applied for;

Please group all your documents (CV, P11, Technical Proposal and certificates) into one (1) single PDF document as the system only allows to upload maximum one document. Incomplete applications will not be given consideration.

• Applicants must reply to the mandatory questions asked by the system when submitting the application

Please note that only applicants who are short-listed will be contacted.

Evaluation criteria:

The Consultants will be evaluated based on qualifications and the years of experience, as outlined in the qualifications/requirements section of the ToR.  In addition, the Consultant will also be evaluated on the following methodology:
 
Technical Criteria weight: 70%;
Financial Criteria weight: 30%;
The award of the contract shall be made to the 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 Terms of Reference.

UNDP is committed to gender equality in its mandate and its staff, and equal opportunities for people with disabilities. Well qualified candidates, particularly women and people with disabilities are especially encouraged to apply.