Support the update, design and management of Regional Emergency Response Internal Roster and External Roster or Talent Pool

In coordination with Operations and the HR Section in LACRO and the ESRS (Emergencies & Surge Recruitment) Section in DHR NY, the selected consultant is expected to provide support to the Emergency Unit in: • Compiling information that can be converted into shareable knowledge from recent experiences of RRR deployments and other similar experiences outside the Region. • Adjusting the current guidelines, managing and monitoring the selection and deployment process for the next internal RRR Cohort (2018) accordingly. • Developing and managing the rollout of the a sustainable and innovative external RRR mechanism or Talent Pool for 2017 – 2018 formulating the necessary specific administrative and technical procedures and tools according to existing regulations and guidelines. • Assisting the rollout and monitoring of the training program for the internal RRR (Current and potential members, 2017 - 2018) making sure procedural learnings are captured and documented.

BACKGROUND:

Latin American and Caribbean Region is continually facing critical humanitarian and political situations in many countries with an increased risk of significant humanitarian crises. In 2016, around 10,7 million people have been affected by disasters in the region. Another 3,7 Million people were also affected by Dengue, Chikungunya and Zika outbakes. Population movements, displacement, forced migration, violence, and economic and political crisis are also generating humanitarian concern requiring UNICEF to be ready to provide effective relief. UNICEF in LAC plays and active and critical role in the four areas of global sectorial responsibility, leading response and preparedness activities in these areas in most countries and scaling up coordination capacity during emergencies.

Given the frequency of emergencies in the LAC region and expectations placed on UNICEF Country Offices (COs), the Regional Office in LAC (LACRO) needs to create a pool of readily available, previously vetted candidates, able to be deployed on an immediate no regret basis. To address this demand, LACRO created in 2015 a LAC Rapid Response Roster (“LAC RRR”) formed by its own staff which has been successfully implemented during the last 2 years. The goal of the RRR is to ensure that LACRO can deploy qualified staff in all programme and functional areas to support CO emergency response within 48 hours of a request.

The LAC RRR provides a reliable and systematic mechanism for human resource mobilization in emergency response, thereby contributing to a stronger overall emergency response for Latin America and the Caribbean. The first phase of RRR has focused in the development of an Internal Roster. The second phase will complement UNICEF’s internal capacities with an external pool of professionals in a Response Roster. External candidates preferably residing in the region will be identified for contract and deployment as consultants, contractors, or temporary staff, for an approximate period from three to nine continuous months.

Based on our current RRR Guidelines and the recent Ecuador Earthquake Emergency 2016 experience the following has been identified as important actions:

The Regional Rapid Response Roster (RRR) needs to be updated and extended.

1. The RRR should be extended to assistant functions and include Programme Assistants, Supply and Logistics Assistants, Warehouse Assistants and Admin/Finance Assistants.
2. C4D as well as Health and Nutrition sectors need to be enhanced.
3. The development of an External Talent Roster is important to complement UNICEF’s internal surge capacity.

Both Rosters have the purpose to set the conditions and jumpstart assessment, coordination, planning and fund raising for humanitarian action.

Lessons learned from the Ecuador earthquake and other emergencies in the regions clearly demonstrate the importance of a comprehensive and integral approach for preparedness and readiness of Multisectorial teams at country level that play a crucial role at the various phases of the organizational response therefore the LAC RRR will include qualified staff from one or more of the following Programme and Functional areas: Education; Child Protection; WASH; Nutrition/Health; Programme Coordination and Planning; Emergency Assessment; Monitoring and evaluation (HPM); Information Management (IM); Communication (Internal/External); C4D; Human Resources; Finance, Procurement, Administration, ICT.

OBJECTIVES:

In coordination with Operations and the HR Section in LACRO and the ESRS (​Emergencies & Surge Recruitment) Section in DHR NY, the selected consultant is expected to provide support to the Emergency Unit in:Compiling information that can be converted into shareable knowledge from recent experiences of RRR deployments and other similar experiences outside the Region.

• Adjusting the current guidelines, managing and monitoring the selection and deployment process for the next internal RRR Cohort (2018) accordingly.
• Developing and managing the rollout of the a sustainable and innovative external RRR mechanism or Talent Pool for 2017 – 2018 formulating the necessary specific administrative and technical procedures and tools according to existing regulations and guidelines.
• Assisting the rollout and monitoring of the training program for the internal RRR (Current and potential members, 2017 - 2018) making sure procedural learnings are captured and documented.

 EXPECTED RESULTS (measurable results):

• Internal RRR information from recent experiences converted into shareable knowledge adequately compiled and disseminated among LACRO relevant sections to inform further RRR implementation, including the relevant information from the RRR training Program.
• Internal RRR procedures and guidelines with corresponding sectorial annexes, successfully updated and expanded in coordination with all relevant LACRO Sections.
• Internal RRR 2018 Cohort successfully managed, rolled out and monitored in coordination with all relevant LACRO Sections in compliance of the updated procedures and guidelines.
• External RRR procedures successfully formulated in coordination with all relevant UNICEF Regulations
• External RRR 2018 Cohort successfully managed and rolled out.

 ACTIVITIES

Activities for the internal RRR. Cohort 2018.

• Compile Lessons learned from the rollout of previous cohorts, useful for informing the RRR adjustment of management procedures.
• Compile Lessons learned from the training process useful for informing the RRR adjustment of management procedures.
• Review and adjust the current RRR guidelines based on lessons learned considering the following points, among others:
• Revise the process of application, nomination and screening by a review committee of nominations as well as the monitoring of evaluation processes involved through a RRR Annual Cycle.
• Propose differentiated categorization of RRR members per deployment capabilities:
• • Members in full capacity: available for immediate and autonomous deployment for up to 6 weeks.
  • Members in training: available for shadowing-conditioned deployment with support from RO staff or a member with proven experience in emergencies.
  • Members in capacity for remote support: available for desktop tasks for a certain number of hours in an estimated period in support of a country in emergency. Ex. Review and edit documents, translations etc.
• Include the training program and incentive mechanisms as part of the RRR guidelines.
• Clarify the roles of the receiving offices, the offering offices and RO, including a retribution from the receiving offices for the nomination of a minimum percentage of staff to the next Roster Cohort after 10 months of Roster support.
• Clarify the participation of LACRO Staff in the internal Roster and all procedure and costs related to their deployment.
• Support the LACRO sections for a complete and standardized formulation, review and final edition of TORS available for roster member deployments.
• Propose incentive mechanisms for the growth and formation of the RRR.
• Develop the Internal RRR monitoring tool to be implemented along the management process. Manage the entire internal RRR rollout once guidelines have been updated.

Activities for the external RRR mechanism for 2017 – 2018.

• Establish a technical and procedural proposal for the creation of an external RRR or Talent Pool based on UNICEF’s operations and human resources regulations.
• Map possible opportunities for standby partners to cover costs of external Consultants.
• Design the process of application and screening of candidates by a review committee as well as the final selection, monitoring of evaluation processes or the Roster through an Annual Cycle.
• Design the process of identification and selection of external roster members.
• Identify the best rapid procedures for the funding and contracting the external Roster members in close coordination with OPS – LACRO.
• Create the guidelines and any legal arrangements required for the deployment of external RRR members.
• Support LACRO sections for the formulation, review and final edition of standard TORS available for external roster member deployments.
• Manage the entire external RRR rollout once guidelines have been updated and report the monitored results.
• Develop a mechanism of periodic check of validity (availability, capacity etc) of the selected members.
• Identify the right ratio of members per secto, taking into account the efficiency of sustaining the good enough number of members per sector and modality of deployment.
• Stablish a mechanism to pre-determine and agree adequate standardized fees and deployment conditions for each profile Sector/function)

• Explore possible linkages between our external roster /Talent Pool and the UNV Program.

DELIVERABLES:

KEY QUALIFICATIONS, TECHNICAL BACKGROUND, AND EXPERIENCE REQUIRED:

• University degree in organizational management, social sciences or any human resources management related field of knowledge.
• More than 10 years of overall experience and more than 5 years of progressive experience with human resources in international humanitarian organizations.
• Experience in the United Nations is an asset.
• Experience in emergency management is an asset
• Fluency in Spanish and in English (written & oral) is essential. The selection process includes an interview in both languages. 

CONSULTANT’S WORKPLACE:The consultant is expected to work in Panama. She/he might be required to travel to country offices where surge mechanisms are or were previously activated.  LACRO will cover economy airticket and corresponding DSA for travelling to each country. 

FEES:

Qualified candidates are requested to submit a financial proposal daily/monthly rate in US Dollars. Proven experience (70%) and financial proposal (30%) will be taken into consideration during selection process. Travel will be covered by UNICEF as per policy. 

UNICEF is committed to diversity and inclusion within its workforce, and encourages qualified female and male candidates from all national, religious and ethnic backgrounds, including persons living with disabilities, to apply to become a part of our organisation.