Call for Expressions of Interest (EOI):

Transcription

1 Call for Expressions of Interest (EOI): EVALUATION ANALYST The Caribbean Leadership Project is soliciting Expressions of Interest from suitably qualified consultants to serve as an Evaluation Analyst. Interested Consultants are invited to submit their applications before the deadline on July 1 st, May 30 th, 2014

2 PROJECT OVERVIEW The Caribbean Leadership Project (CLP) is a seven-year project funded by the Department of Foreign Affairs, Trade and Development Canada (DFATD, formerly CIDA) to support the leadership and economic development training needs of regional and national public sectors in twelve (12) CARICOM countries. The countries participating in the project are Antigua & Barbuda, Barbados, Belize, Dominica, Grenada, Guyana, Jamaica, St. Lucia, St. Kitts & Nevis, St. Vincent & the Grenadines, Suriname and Trinidad & Tobago. The CLP s executing agency is the Canada School of Public Service (CSPS) while the Regional Project Office (RPO) is hosted by The Cave Hill School of Business/The University of the West Indies (CHSB/UWI) in Barbados. PROJECT PILLARS The Project supports public sector leaders in developing self-sustaining approaches to continuous learning in the workplace and is composed of five pillars: 1. LEADERSHIP DEVELOPMENT PROGRAMME (LDP) This pillar comprises leadership development programming. Under the CLP, about 250 senior officials in the Region will participate in the LDP to improve leadership skills and abilities. The LDP has been customised to the Region and addresses the key leadership learning needs of the target groups. It is based on best practices in LDP design. The CLP draws upon qualified and skilled leadership resources from the Caribbean and Canada. The programme is regionally representative and gender balanced, relevant and strategic, accountable, multi-faceted, applied, time conscious, reciprocal and rigorous. It also involves high quality approach and delivery methods. Programme content is shaped by: Regional and government priorities; Key learning needs and issues identified by level; and Research on best practices in leadership and leadership learning programmes. The programme takes a holistic approach, weaving together leadership skills and knowledge with interpersonal skills development. The LDP addresses priority themes for individual leaders in eight categories: 1) Leading strategically; 2) Communicating with courage and integrity; 3) Balancing risk and accountability; 4) Leading high performance teams; 5) Acting with integrity and building personal resilience; 6) Leading public service transformation and change; 7) Leadership and financial management strategies; and 8) Leading policy development and implementation.

3 The LDP targets the top three levels of public officials in national government departments and regional institutions. Level 1 These leaders report directly to a Minister (or Ministerial equivalent) or head of Regional Organisation. They hold a position with substantial influence on policy development or service/programme delivery at the national or regional level. They possess decision-making authority in areas of national or regional importance. Level 2 These leaders report to a level 1 leader. They have the potential to assume broader responsibilities; and meet or exceed leadership competencies at current level. Level 3 These leaders report to a level 2 leader. This is more the managerial level. The programme is approximately 8 months in duration and is delivered under the following format: Pre-programme preparation: A confidential personal style inventory and one-onone debriefing. Face-to-face workshops: Four full-cohort modules held at 4-6 week intervals Inter-module sessions: Self-paced learning, at your desk : Business Development Action Learning (BDAL) group challenge Addressing a wicked problem (group work, on-line); One-on-one coaching sessions between each of the five modules Independent reading, research and writing Additional webinars or virtual meetings as required Final symposium: Full cohort, with additional guests from a variety of public and private sector leadership roles. 2. CONTINUOUS LEARNING AND DEVELOPMENT NETWORKS The CLP will facilitate the development of continuous learning and development networks that can support LDP graduates in their workplaces. These networks function as a mechanism through which individual learning can truly be consolidated; and as importantly, they contribute to organisational learning and positive change more broadly. They maximize the impact of learning by facilitating further exchange about practical applications of what happens in the classroom. The Project will link each cohort to the collective wisdom of LDP graduates; use CLP s multifunctional website as a platform for on-going engagement and dialogue utilizing the best available technology; provide alumnae with opportunities for face-to-face engagement; hold symposia for each cohort which are open to interested officials who are not CLP alumnae; and establish a system of membership dues for being in the network of peers. 3

4 3. ENABLING ENVIRONMENT Leadership capacity in national and regional institutions is reflected in the ability to create an enabling environment for exercising and developing leadership. Within organisations, the enabling environment for exercising leadership is strengthened with improved policies, procedures and governance systems. CLP will utilize technical assistance to support the creation and/or reinforcement of the requisite cultural, institutional, and procedural and governance frameworks for such an enabling environment. 4. RESEARCH The leadership capacity in national and regional organisations is strengthened by access to information on best practices in developing and exercising leadership for economic development. The CLP will implement a research programme on leadership and economic development issues specific to the Caribbean context. The programme will complete and disseminate up to 15 research publications. 5. COMMUNITIES OF PRACTICE FOR PROJECT RESOURCES The Project will support communities of practice with qualified and skilled leadership development specialists as members. These are regionally-representative core groups of professionals working in the field of leadership programme design, delivery and evaluation, or executive coaching. The Project will support the development of communities of practice for professional development and leadership design specialists and executive coaches to evergreen existing programmes and develop new programmes to meet the Region s needs. The CLP will also help training divisions to be more effective in their purchasing decisions when they commission and/or procure LDPs or other professional development opportunities. In the longer term, the communities of practice will be involved in the design and delivery of leadership development programming through a Caribbean Centre of Leadership Excellence which is envisioned to be the Project s legacy institution. SERVICES AND RESPONSIBILITIES The Evaluation Analyst s duties relate primarily to the LDP and overall Project Monitoring and Evaluation. Subject to the direction and approval of the CLP Project Management Team, the Evaluation Analyst will be required to deliver on the following areas of responsibility during the period September 1 st, 2014 to October 15 th, 2015: 1) Post Module/Event Surveys: Draft and administer each post-module/event on-line survey for the Leadership Development Programme (LDP) and other CLP events for review consideration by the Project s Senior Co-Learning and Evaluation Specialist and Project Delivery Team, and approval by the Project Management Team (up to eight post-module surveys); 4

5 Analyze and report on the results of each post-module/event survey; 2) Tracer Study (Cohort 1) Follow-up on any outstanding analysis and reporting for the LDP post-cohort 1 Tracer Study; 3) Tracer Study (Cohort 2) Following the completion of the LDP Cohort 2 leadership coaching in November 2014, collaborate with the executive coaches in their assessment and report on the participants progress on their leadership journeys. Following the completion of the LDP Cohort 3 leadership coaching in April 2015, collaborate with the executive coaches in their assessment and report on the participants progress on their leadership journeys. Conduct follow-up Skype interviews with participants to probe the impact and application of their learning. Draft and administer the LDP post-cohort2 on-line survey; In collaboration with the Project s Senior Co-Learning and Evaluation Specialist, collect and synthesize data from the on-line surveys, videos, interviews and other recorded statements, into a Tracer Study Report 4) Annual Evaluation Report In collaboration with the Project s Senior Co-Learning and Evaluation Specialist, collect and synthesize data from the on-line surveys, videos, other recorded statements, evaluator s observations, and facilitator s comments into a modified form of an annual developmental evaluation report on impact and lessons. (Due in mid-march 2015) 5) DFATD Reporting Support the Project Management Team in the inclusion of progress and results of evaluation activities in the Semi-Annual Narrative Report, Annual Narrative Report, and other required and ad-hoc reports for DFATD. 6) Revision of the Project s Results-Based Management Framework Contribute to the revision of the Project s Logic Model, Performance Measurement Framework and Risk Register NB: The projected level of effort is estimated at days. Most of the work will be conducted remotely. 5

6 APPLICATION PROCESS ELIGIBILITY The application process is open to individual consultants of all nationalities. EOIs submitted by firms or corporations will not be considered. Candidates must possess: A bachelor s degree in social sciences At least five years experience in monitoring and evaluating capacity building programmes in developing countries, with a strong preference for work experience in at the Caribbean Prior experience managing multi-site research and the M&E of multi-country initiatives Demonstrated expertise in qualitative and quantitative methods Knowledge of sampling and questionnaire design Excellent writing skills and the ability to document clearly and succinctly for internal and external audiences Strong IT skills Demonstrated experience in working in virtual teams and working to short deadlines A strong understanding of Results Based-Management Frameworks would be advantageous. APPLICATION COMPONENTS EOIs are required to describe how the applicant s qualifications and professional experiences have equipped him/her to meet the needs of the Project as outlined in this Call. In doing so, specific mention must be made of the consultant s experience in designing, executing and analyzing comparable surveys and the various software applications and analytical tools utilized for this purpose. The EOI must also include a copy of the applicant s Curriculum Vitae and the names and full contact information of three professional references. CONCISION AND COMPLETENESS The EOI should be clear and concise while providing sufficient detail to allow effective evaluation and substantiation of the validity of statements. Consultants shall assume that the Evaluation Team has no prior knowledge of their qualifications and experience and will base its evaluation solely on the information presented in the EOI. The EOI must be submitted electronically as a single PDF file to applications@caribbeanleadership.org with the subject heading of Evaluation Analyst. The deadline for receipt is 4.00 p.m. (Eastern Caribbean Time) on Tuesday 1 st July,

7 Submissions will not be considered unless all the elements identified above are received by the stipulated deadline. Interested consultants may obtain further information about the Project at or direct questions to 7