Organizational Development Specialist

Background

UNDP and the State of Kuwait, represented by the General Secretariat of the Supreme Council of Planning and Development (GSSCPD), strive to enhance institutional capacities at various government agencies by providing them with necessary technical support to strengthen their capacities and skills to perform their expected duties.

Under the framework of the Institutional Capacity Development for Implementation of the Kuwait National Development Plan (ICDI/KNDP) project, UNDP and GSSCPD attempt to support the Central Statistics Bureau (CSB) to create an enabling environment for KNDP results. The aim is to enhance institutional and human capacities of the CSB for evidence-based plans and policies on sustainable development.

Within this context, CSB is seeking to solicit the services of an Organizational Development Specialist to support the institutional strengthening of the Bureau with the purpose to support national capacities to become well qualified to assume senior and supervisory roles at the CSB. 

Objective:

The objective of the consultancy is to evaluate the current state of the CSB to formulate a sequenced and strategic support programme and to promote a strategic and cohesive approach to dealing with the country national statistics priorities while building internal capacities for a sustainable management performance. The consultancy also aims to improve productivity to help transform CSB into an attractive and competent work place. It also aims to support staff in acquiring professional and operational knowledge, skills and abilities. It also aims to improve internal communications and work methods to enable efficient performance

Duties and Responsibilities

Summary of key functions:

Under the direct supervision of the General Manager of the CSB and close coordination with the GSSCPD International Cooperation Department and the ICDI project team, the Organization Development Specialist will assume the following tasks:

1. Conduct capacity needs assessment, gap analysis and development of action plans
2. Propose institutional strengthening recommendations and measures to improve efficiency and productivity of CSB divisions 

?1. Conduct capacity needs assessment, gap analysis and development of action plans 

• Hold meeting/ Consultations with CSB senior management and heads of decisions with a view to assess gaps and discuss required strategic support to the CSB capacity needs.

Assessment of CSB

• Review CSB’s internal structure and functions and suggest ways to improve. Undertake an overall institutional assessment of the Central Statistics Bureau in alignment within its mandate
• Review key operational and management processes (e.g. finance and accounting, procurement, human resources management, IT, and administration) in relation to competencies needed.

Assessment of senior /middle level managers and working staff:

• Conduct an assessment of CSB’s senior management, supervisors and department heads capacities and introduce succession plan.
• Develop a manpower succession planning grid to be used in closing present/ future gaps in senior positions, estimate the number of positions due for promotion and related capacity building programs, and to have the Grid reviewed at the leadership and supervisory levels;
• Assess and analyze technical capabilities of all staff and identify key competency gaps and recommend fulfillment in the short and long term.
• Organize group sessions for CSB staff including managerial staff to discover human talents with skills and abilities to facilitate taking a decision by CSB management on selected group to be further trained and qualified;
• Undertake a comprehensive knowledge and skills assessment for all staff including middle management level in order to identify critical gaps within the CSB to evaluate and improve the effectiveness of the risk management, control, and governance process.
• Establish and agree on a monitoring and reporting framework for the CSB. 
• Develop action points addressing the functional, capabilities, and structural gaps within the CSB Leadership (to be discussed and agreed);
• Estimate overall costing and budget for suggested capacity development and the implementation plan

2. Propose institutional strengthening recommendations and measures to improve efficiency and productivity of CSB divisions 

• Introduce class and practical comprehensive training programs for all staff levels, and an action plan, and develop TOR for the consulting company;
• Estimate overall costing and budget for suggested workshops and training plan.

Expected Outputs and Deliverables 

• Pre-assessment and post assessment report and templates
• Conduct working group sessions for every department to discover human talents with adequate competencies and decide on the suitable candidates to participate in the capacity building program (and submit report/ minutes);
  1. For working Staff
  2. For managerial staff (Supervisors, Department heads and Senior management)
• Submission of Gap assessment and the developed action points report including any related templates and manuals
  1. For working Staff
  2. For managerial staff (Supervisors, Department heads and Senior management)
• Institution and capacity development report with short and long term actions.
• Submit an integrated technical, operational and leadership capacity building program plan for all staff.
• Submit a Manpower Succession Planning Grid to be used in closing present/ future gaps in senior positions, estimate the number of positions due for promotion and related capacity building programs, and to have the Grid reviewed at the leadership and supervisory levels;
• Detailed implementation plan with the proposed actions and estimated costs.
• Submit TOR for training development firm

The duration and timeline of the deliverables are indicated in the below table:

Deliverables/ Outputs	Target Due Dates	Payment schedule in percentage	Review and Approvals Required (Indicate designation of person who will review output and confirm acceptance)
Deliverable 1 - Inception report including pre-assessment of CSB staff capacity needs assessment (including review CBS internal structure, functions and identifying key competency gaps of staff with recommendations for short and long terms).	2 weeks after the start of the contract	10%	CSB and UNDP
Deliverable 2 – Conduct working group sessions for every department to discover human talents with adequate competencies and Submission of Gap, risk assessment analysis for working level staff.	1 month after contract Start	15%	CSB and UNDP
Deliverable 3 – Conduct working group sessions to assess capacities and competencies and Submission of Gap and risk assessment for managerial level staff.	2 month after contract Start	15%
Deliverable 4 – Draft Institution and capacity development report with short and long term actions.	2.5 Months after Contract Start	10%
Deliverable 5 – Draft Report to include: Findings of gap assessment for both working staff and managerial level Proposed action plan long and short term Integrated technical and operational and leadership capacity building plan (with comprehensive training programmes) for all staff Succession planning grid to promote working staff to managerial level staff. Monitoring and reporting framework Costing and budget for incapacity development and the implementation plan Costing and budget for workshops and training plan	End of 3.5 months from contract start	30%	CSB and UNDP
Deliverable 6 – Submit approved Final Report covering all draft reports and developed attachments with Terms of Reference for training development firm.	4 months after contract Start	20%	CSB and UNDP

Institutional Arrangement

1. The Consultant will work under the direct supervision of the General Manager of the CSB. He/she needs to coordinate closely with the GSSCPD International Cooperation Department and the ICDI project team.
2. All payments subject to approval based on submitted certified and approved interim, draft and final reports (with relevant attachments)  by GSSCPD / CSB and UNDP. These interim and final reports will serve as justification of payment.
3. The Consultant will be provided with access to printing machine and internet connection.

Duration of the Work

The duration of this assignment is expected to be 4 month. The starting date is expected within December 2017

Duty Station

The consultant will be based in Kuwait at CSB office for the duration of the assignment

Scope of Price Proposal

The financial proposal submitted 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. The financial proposal will include a breakdown of this lump sum amount (including travel, living allowance, and number of anticipated working days).

Travel: All envisaged travel and other related costs must be included in the financial proposal.

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

Cumulative analysis

Total score=Technical Score + Financial Score.

Technical Criteria weight - 70%, 700 scores maximum 

Financial Criteria weight - 30%. 300 scores maximum

The selection of candidates will be done in 3 stages:

1st stage: Prior to detailed evaluation, all applications will be thoroughly screened against eligibility criteria (minimum qualification requirements) as set in the TOR to determine whether they are compliant/non-compliant. 

Shortlisting criteria
1	Academic Degree:  Masters’ degree in Public Administration/Institutional and Human Resources development
2	Experience in Public Administration and/or Human Resources Management
3	Language: Fluency in English

2nd stage: Evaluation of technical proposals

Short-listed candidates will be evaluated based on the following criteria. Only candidates obtaining a minimum of 490 points (70%) at the Technical Evaluation would be considered for the Financial Evaluation.

Technical Evaluation Criteria (Desk review and Interview based)	Maximum obtainable points – 700;   Threshold – 490 points
PHD in Public Administration/Institutional and Human Resources development  or Other Related Field.	50
15 years of proven practical experience in Public Administration and Human Resources Management 50 points -  for minimum 10 years of experience	100 50
Experience with international organizations	50
Experience in working with government institutions in GCC countries/Arab region	50
Experience working with statistic institutions	50
Language requirements: Arabic is advantage 30 - 50 points - excellent 20 - 29 points - very good 10 – 19 points – good 1 – 9 points – satisfactory 0 - points – poor	50
Technical Proposal/Interview: Good understanding of the assignment with all specific components proposed within TOR have been identified clearly and in a logical order to address ToR requirements: Excellent           100% from the score Good                  90% from the score Satisfactory      70% from the score Poor                   40% from the score Very poor          10% from the score	400
Financial Evaluation Criteria	Maximum obtainable points – 300 (30%)

3rd stage: Financial evaluation

Cumulative analysis will be used based on the following methodology: All the offers of individual consultants who scored 490 (70% from 700) and more points during the desk review are acceptable for financial evaluation. The lowest financial qualified proposal receives 300 points and all the other technically qualified proposals receive points in inverse proportion per the formula:

Formula applied	P=y(µ/z)
P=points for the financial proposal being evaluated
y=maximum number of points for the financial proposal equal to 300
µ=the lowest priced proposal
z=price of the proposal being evaluated

The candidate achieving the highest cumulative score for both Technical and Financial evaluations will be recommended by the Evaluation Committee for contracting.

Applicants are requested to compile and submit as one PDF file the below requested documents:

1. Duly accomplished and signed Offeror’s letter/filled-in template to UNDP confirming interest and Breakdown of Costs Supporting the Final All-Inclusive Price as per Template. If an 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 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;
2. Complete and signed P11 form or CV, indicating all past experience from similar projects, as well as the contact details (email and telephone number) of the Candidate;
3. At least three (3) professional references;
4. Brief description of why the individual considers him/herself as the most suitable for the assignment.
5. Technical Proposal of how the consultant will carry out the required assignment, with a clear Methodology.
6. Financial Proposal that indicates the all-inclusive fixed total contract price, supported by a breakdown of costs, as per template provided.  If an 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 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. 
7. Copy of diploma/s

Copy of ID card (passport)

Competencies

Core Competencies

• Demonstrates leadership, team building and coordinating skills
• Demonstrates commitment to human development principles and values.
• Displays cultural, gender, religion, race, nationality and age sensitivity and adaptability;
• Shares knowledge and experience;
• Provides helpful feedback and advice;
• Strong analytical skills;
• Plans and produces quality results to meet established goals;
• Generates innovative, practical solutions to challenging situations;
• Conceptualizes and analyses problems to identify key issues, underlying problems, and how they relate;
• Demonstrates substantive and technical knowledge to meet responsibilities and post requirements with excellence;
• Demonstrates strong oral and written communication skills;
• Demonstrates openness to change and ability to manage complexities;
• Responds positively to critical feedback and differing points of view.

Functional Competencies

Promoting Organizational Learning and Knowledge Sharing:

• Makes the case for innovative ideas documenting successes and building them into the design of new approaches;
• Identifies innovative approaches and strategies that promote the use of tools and mechanisms;
• Develops and/or participates in the development of tools and mechanisms, including identifying new approaches to promote individual and organizational learning and knowledge sharing using formal and informal methodologies.

Job Knowledge/Technical Expertise:

• Proven analytical and writing skills, including in the area of gender and programming.
• Understands more advanced aspects of social development as well as the fundamental concepts of related disciplines
• Ability to prepare succinct analytical publications and reports.  ?
• Continues to seek new and improved methods and systems for social planning.
• Keeps abreast of new developments in area of public policy development and international organisations and seeks to develop him/herself professionally.

Results-Based Programme Development and Management:

• Assesses project performance to identify success factors and incorporates best practices into project work
• Researches linkages across programme activities to identify critical points of integration
• Monitors specific stages of projects/programme implementation
• Excellent written communication and analytical skills.

Client Orientation:

• Maturity and confidence in dealing with senior and high ranking members of national and local institutions, government and non-government.
• Researches potential solutions to internal and external client needs and reports back in a timely, succinct and appropriate fashion
• Organizes and prioritizes work schedule to meet client needs and deadlines.
• Anticipates client needs and addresses them promptly.

Required Skills and Experience

I. Academic Qualifications:

• Minimum requirement is a Masters’ degree in Public Administration/Institutional and Human Resources development, or other related fields. A PhD is an advantage.

II. Years of experience:

• 15  years of proven practical experience in Public Administration and/or Human Resources Management.
• Experience with international organizations is an advantage;
• Experience working with statistic institutions is advantage
• Experience in working with government institutions in GCC countries/Arab region is an advantage;

Language Requirements:

III. Language Requirements:

Fluency in oral and written English, Arabic is an advantage. 1.      Expected Outputs and Deliverables