Lowongan Consultancy Support for Capacity Assessment at NLR Indonesia

Terms of Reference
Consultancy Support for Capacity Assessment at NLR Indonesia
1.    Introduction 
NLR promotes and supports the health, ability and full inclusion in society of people affected by leprosy and persons with disabilities. NLR works at the forefront of impressive advances in leprosy control. NLR Alliance works in countries as Brazil, India, Indonesia, Mozambique and Nepal with a total of approximately 200 staff members. 

In 2015, NLR decided to embark on a process of decentralization (called NLR2020). The organization will transform into an alliance of strong and locally-rooted leprosy organizations that have the capacity and legitimacy to work on fulfilling our mission: a world free of leprosy and exclusion due to disabilities.

Under NLR2020 investments have been made in the strengthening of capacities mainly in programme management, institutional fundraising and communication. However, during a 2018 Mid Term Review of the NLR2020 process it was concluded that NLR had not invested enough in technical capacity within the organization. Medical-technical and public health expertise in the field of leprosy and NTDs, expertise on inclusive development (disability, persons affected by leprosy, gender) and advocacy is crucial to continue the work in collaboration with partners in the field of leprosy. Research, including protocol development, data analysis and writing manuscripts for publication in scientific journals or other relevant platforms for dissemination or results are other areas of expertise that are important for our work.   

It has become more challenging to find new highly-qualified people with adequate experience in the leprosy field, while many available staff members are reaching the age of retirement. Recruitment and retention of experienced staff is crucial to continue to play a role in international coordinating bodies, such as ILEP and GPZL, and to support governments in delivering quality services and implementing innovations, aiming for zero leprosy.

We therefore need to develop plans for recruitment, retention and capacity strengthening of NLR technical staff, for each national NGO for the coming 5 years. For this reason, an international project was launched recently to develop such plans. These plans should ensure that sufficient individual capacity is available within NLR to implement our work well, now and in the future.  

The first phase of this project - the preparation phase – is soon coming to an end. In the second phases, additional support from local consultants is required in order to gather information on the level of competencies available in each of the offices and to assess the context within which NLR is attracting, retaining and developing their staff.

2.    Objectives of the assignment
For the above-mentioned reasons, this specific ToR will focus - on the one hand - on an assessment of the technical competencies needed and available at NLR Indonesia, and - on the other hand - on the analysis of current HR Development processes in place (or missing) that would support the attraction, retention, and development of staff.

More specifically, we are looking for a consultant who can:
a.        Perform a gap analysis of the technical and transversal competencies available and needed, both now and in the future. 
b.        Identify the specific strengths in the office: with what experience, expertise and competencies can this particular office contribute to the Alliance as a whole. 
c.        Analyse to what extent the basic HR development policies and tools are in place to allow the recruitment, development and retention of the required competencies. 
d.        Analyse the local market for attraction- and learning opportunities for the required competencies.
e.        Identify the main factors for motivation and potential demotivation of current staff working for NLR Indonesia.

3.    Methodology for the assignment
This Consultancy Support for Capacity Assessment is part of the second phase of a larger project to develop capacity development plans for the different NLR offices worldwide.

The 1st phase (preparation phase) existed of interviews with key staff, the development of a SWOT- analysis focusing on L&D within NLR, and the development of a competency assessment tool.

The 2nd phase (information gathering phase) - to which this specific assignment belongs - is about gathering the relevant information in the different country offices.

In the 3rd and last phase (development of the capacity development plans), capacity development plans will be developed to guide the offices for the next 5 years ahead. 

The information needed for the 2nd phase will be gathered through a combination of interviews and market research. Templates to help gather this information will be provided by the lead consultant of the Capacity Strengthening project.   

 4.    Timeframe & duration
 Recruitment national consultant
 End November 2019
 Briefing with the lead consultant
 Beginning December 2019
 Information gathering through interviews and desk research
 December 2019
 Reporting on the findings to the lead consultant
 31 December 2019

Estimated number of days: 5 (depending on the number of key persons to be interviewed (including but not limited too: executive director, key program staff, HR.)

5. Required profile of the Consultant
The national consultant will work under the guidance of an international lead consultant based in Brussels. The lead consultant will provide the tools for the assignment.

 Required profile:
 Background in HR/Learning and Development, more specifically in the field of competency assessment and development.
 Understanding of the local recruitment market in the NGO and medical field.
 Fluent in both English and the main local language, written and spoken.
 Ability to quickly build trust with people.
 Ability to conduct interviews and distil the key points for further analysis and reporting.
 Ability to gather and organise information in a structured way.
 Experience in the (public) health sector is a big advantage.

 6.    How to Apply
 Interested applicants are invited to send:
 A short expression of interest (max 2 pages) clearly specifying understanding of the assignment, steps in the process, limitations, innovative suggestions as well as suitability and availability and budget requested.
 Portfolio indicating previous similar experiences and a list of these consultancies conducted.
 Samples of previous consultancies or research reports.

 Interested consultants, or organizations can submit their application by e-mail to email recruitment@nlrindonesia.or.id <mailto:recruitment@nlrindonesia.or.id, indicating the title of this assignment. Application deadline will close on November 29, 2019. Only shortlisted applicants will be contacted.

The assignment will be awarded to candidates whose proposal shows the soundest methodology and efficiency in using resources.

We promote equal opportunities for men and women and welcome applications from all suitably qualified persons regardless of their race, sex, disability, religion/belief, sexual orientation or age.

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