Consultant Corporate Capacity Development Plan for Gender Equality and Women s Empowerment The World Food Programme (WFP) is the world's largest humanitarian agency, fighting hunger worldwide. We are currently seeking a Consultant to formulate WFP s Corporate Capacity Development Plan for Gender Equality and Women s Empowerment based in Rome, Italy. ARE YOU UP TO THE CHALLENGE? To learn more about how WFP contributes to the Sustainable Development Goals and what the Zero Hunger Challenge means for WFP, watch this video. General Information Unit/Division: WFP Gender Office and a dotted line to Individual Performance Strengthening Branch within Human Resources Country: Italy Duty Station: Rome Duration of assignment: 5 months initially. Background WFP s ability to achieve its Strategic Objectives depends on its capacity to deliver food assistance that addresses the specific needs and priorities of the women, men, girls and boys whom it serves. A world with zero hunger can only be achieved when everyone has equal opportunities, equal access to and control over resources, and equal voice in the decisions that shape their lives, households, communities and societies. WFP is committed to achieving swift and steady progress in promoting gender equality and women s empowerment (GEWE). Through the Gender Policy 2015-2020 and associated Gender Action Plan, WFP has defined the institutional mechanisms and measures that will help bring about the organizational change needed in human resources, capacity development, communications, knowledge management, partnerships, financial resources, evaluation and oversight throughout WFP. All WFP employees are responsible and accountable for implementing the Gender Policy and working towards its objectives. Page 1
Why capacity development on gender? Capacity development is central to the advancement of WFP s commitment to ensuring that gender equality is everyone s business. To reach this stage of common understanding and purpose, WFP s workforce needs to be equipped with a clear understanding of their own responsibilities and the capabilities to mainstream gender in their work so as to contribute to achieving gender equality and women s empowerment. Accordingly, WFP requires a comprehensive, multi-year capacity development plan. Preliminary data as to capacity needs exists; such as from the November 2014 staff survey. The findings of the global gender capacity survey indicated that most respondents were aware of gender concepts, policies and tools in general, with the usage of gender indicators and sex-disaggregated data widely recognised. Only a minority of WFP staff, however, felt responsibility for mainstreaming gender and few feel confident in knowing what they can do to advance gender equality. Furthermore, a large number of respondents did not see the benefits in integrating gender concepts, tools, gender analysis or gender coordination mechanisms into their daily work. Formulation of a global gender capacity development plan for all WFP staff will address the gaps in staff development needs and interest in relation to gender. WFP s gender capacity development plan will aim to: (a) empower and equip WFP s workforce and its partners with adequate knowledge and skills for mainstreaming gender in their work and advancing gender equality and women s empowerment; (b) deliver systematic and relevant capacity development opportunities for WFP employees at all levels of the organization; (c) provide lessons learned from the implementation of the WFP Gender Policy and implications for further capacity development, and (d) provide a change management plan to embed and sustain capacity development efforts. Guiding principles The Capacity Development Plan on gender should support achievement of the objectives of the Gender Policy and should define both short-term impact activities and medium/long-term initiatives aimed at enhancing WFP s capabilities on gender equality and women s empowerment across the organization. The plan will be tailored to WFP s operational environment and constitute an important advocacy, communication and resource mobilization tool. Moreover, the capacity development plan should: start from and build on existing capacities; foster locally driven process implying decentralized and flexible approaches taking into account context-specific knowledge and understanding and promoting peer-to-peer learning; build a WFP-specific process of change to ensure sustainability within the organization; and be results- based and strongly aligned with WFP s corporate Gender Action Plan. Page 2
Scope of work The consultant will deliver a comprehensive plan to sustainably strengthen the gender-related competencies of WFP staff, such that all staff can effectively and efficiently contribute to achieving the corporate objectives of a world in which there is zero hunger and gender equality. The gender capacity development plan must address individual and organisational capacities, being applicable to the diverse contexts in which WFP operates. 1. Organizational capacity The WFP Gender Capacity Development Plan will address the needs and performance gaps identified in the 2014 Capacity Assessment on Gender, as well as be aligned with both the WFP Gender Action Plan and the Regional Gender Implementation Strategies and ensure coverage of programme and operational areas of WFP s work. The capacity development plan will address staff needs through targeted priorities and performance benchmarks in order to track progress on improving institutional effectiveness in mainstreaming gender across the organisation. WFP utilises external capacities, such as gender experts and advisers from the Gender Standby Capacity project and is strengthening its strategic partnerships with other UN agencies and research institutions. The Gender Capacity Development Plan will identify ways to expand the current partnership base for capacity development initiatives and knowledge exchange. 2. Individual Capacity At the individual level, the Gender Capacity Development Plan should propose learning initiatives that aim at developing gender-related knowledge and skills in order to contribute to gender transformation in WFP for gender equality outcomes and a world of zero hunger. Proposed learning options should build upon ongoing training initiatives and take into account the 70-20-10 learning and development model: 70% of learning from on-the-job experiences, 20% from people (particularly a role model or manager) and 10% from formal courses and reading. Expected outputs In collaboration with the WFP Gender Office, Human Resources and Diversity and Inclusion Team, the consultant will formulate a Gender Capacity Development Plan that (a) takes into account WFP s 4Ps Core Organisational Capability Model; 1 (b) adheres to the 70-20-10 approach to learning; and (c) itemises a set of learning options aimed at enhancing awareness and strengthening skills across all of WFP s work and activities. Elements of the plan include, but are not limited to: short-, mid- and long-term activities; methods of learning for GEWE, with clear learning paths, distinguishing among objectives, modalities, methodologies, audiences, and learning outcomes; 1 Purpose, People, Partnerships, Performance Page 3
basic gender training for all WFP employees, with results tracked annually, and which can be made available to partners and their employees; guided learning-by-doing activities for WFP staff and partners; partnerships with other United Nations entities, non-un organisations and gender specialists, such as from the Gender Standby Capacity Project; tailored gender training for different elements of WFP and for senior management; estimated budget for full implementation of the Plan; a list of target groups for priority training; an action plan with clear delineation of stakeholders roles and responsibilities, milestones and timelines; an accountability framework, including performance indicators to monitor implementation and impact of the capacity development plan; recommendations for updating the plan every three years; and targets and indicators for measuring implementation of the Capacity Development Plan. Institutional arrangements and timeframe The consultant will report to the Director GEN with a dotted line to the Chief of Individual Performance Strengthening Branch. She/he will be engaged for a period of five months, prospectively between July and November 2016. 25 July 2016: selected consultant is begins the assignment; Second week of October 2016: first draft of the Capacity Development Plan is submitted for review and comments; First week of November 2016: a multi-stakeholder validation workshop is organized; Third week of November 2016: the final version of the Corporate Gender Capacity Development Plan is submitted to WFP. Requirements Advanced university degree in social sciences. gender, international development; Demonstrated track record and experience in gender-related capacity development and of strategic capacity development plans; Experience in data collection, collation, analysis as well as the generation and presentation of information for internal and external audiences; Evidence of contributing to gender mainstreaming activities in the UN system is desirable; Understanding of the impact of gender inequalities on food security and nutrition and working experience on some of the issues WFP works on gender, protection and accountability to affected populations is desirable; Knowledge of humanitarian operations and needed gender capacities is desirable; Excellent drafting skills in English. Page 4
Qualifications & Experience Required Education: Advanced university degree in social sciences. gender, international development; Experience: Demonstrated track record and experience in gender-related capacity development and of strategic capacity development plans; Experience in data collection, collation, analysis as well as the generation and presentation of information for internal and external audiences; Technical Skills & Knowledge: Understanding of the impact of gender inequalities on food security and nutrition and working experience on some of the issues WFP works on gender, protection and accountability to affected populations is desirable; Knowledge of humanitarian operations and needed gender capacities is desirable; Excellent drafting skills in English Language: Fluency in oral and written English. Terms and Conditions WFP offers a competitive compensation package which will be determined by the contract type and selected candidate s qualifications and experience. Please visit the following websites for detailed information on working with WFP. http://www.wfp.org Click on: Our work and Countries to learn more about WFP s operations. Application Procedures: Go to: http://i-recruitment.wfp.org/vacancies/16-0021673 Step 1: Register and create your online CV. Step 2: Click on Description to read the position requirements and Apply to submit your application. NOTE: You must complete Step 1 and 2 in order for your application to be considered for this vacancy. Deadline for applications: 18 July 2016 Female applicants and qualified applicants from developing countries are especially encouraged to apply. WFP has zero tolerance for discrimination and does not discriminate on the basis of HIV/AIDS status. Page 5
No appointment under any kind of contract will be offered to members of the UN Advisory Committee on Administrative and Budgetary Questions (ACABQ), International Civil Service Commission (ICSC), FAO Finance Committee, WFP External Auditor, WFP Audit Committee, Joint Inspection Unit (JIU) and other similar bodies within the United Nations system with oversight responsibilities over WFP, both during their service and within three years of ceasing that service. REF: 16-0021673 Fighting Hunger Worldwide www.wfp.org Page 6