Consultancy – Evaluation and Implementation of a Plan to Improve the Organization Climate, LACRO, Panama (Remote/Office)

UNICEF works in some of the world’s toughest places, to reach the world’s most disadvantaged children. To save their lives. To defend their rights. To help them fulfill their potential. 

Across 190 countries and territories, we work for every child, everywhere, every day, to build a better world for everyone. 

And we never give up. 

For every child, a champion

How can you make a difference? 

Background

UNICEF’s work to strengthen its organizational culture and systems is a collective effort to promote an organizational climate where behaviors and actions are strongly linked to the Core Values and Standards of Conduct; and where there is zero tolerance for any form of abuse, harassment, and discrimination against colleagues and zero tolerance for sexual exploitation and abuse of the people we serve.

Improving work culture is the responsibility of all UNICEF staff. In addition, managers and leaders have a unique role to play through their own leadership. A more respectful, values-based culture will make us better and stronger at UNICEF. It will make us even more effective in achieving results for the children we serve while actively contributing to all staff well-being.

Through these analyses, four priority areas were identified for the Office to focus its improvement efforts on
– Psychological safety and trust
– Standards of conduct
– Trust in senior management
– Performance management

LACRO actively participates in the Global Staff Survey every two years, the Pulse Survey every six months, as well as other surveys at the office level led by the Staff Association, to learn about the issues that most concern the staff. The above measurements have provided solid support for promoting the institutional position of zero tolerance for any form of abuse and misconduct and have also served as input for management to deepen discussions with staff, both in all-staff meetings and in focus groups and departmental meetings, to better understand and propose ideas for improvement. Diagnostics have been implemented in previous years; an Office Improvement Plan was developed to respond to main gaps identified in those surveys. mainly focused on the promotion of organizational culture and the efficiency of organizational plans and processes.

As part of the implementation of this organizational climate improvement plan, the Senior Management Team agreed in hiring a consultant to assist in adapting and promoting the implementation of a plan in order to achieve results with a positive impact on the working culture.

The Consultant must be able to work under the direction of Senior Management Team, and with guidance of the LACRO Staff Association.

Objective:

The primary objective is to work collaboratively with LACRO teams, to deepen understanding of the situation, support the identification and implementation of additional critical tasks/actions to improve workplace culture and to address the gaps identified in the Pulse Survey.

Purpose of the Assignment

Reporting and working closely with the Senior Management Team and in collaboration with staff association the Consultant will conduct an analysis of the current Organizational Climate of LAC Regional Office, based on the results of the latest surveys and interviews with staff and teams in the LACRO office to propose an actions to improve the climate, in addition, the consultant will monitor the progress of the action plan.

Specific Functions/Tasks

The contract will initially be for 9 months and will be implemented in 3 phases:

• PHASE ONE: Assess the current situation. Reading of relevant documents, interviewing with key actors. Facilitate a series of activities to deep dive on the office climate before or during the retreat.
• PHASE TWO: Consolidation of Actions and presentation of the updated Office Improvement Plan to all staff, including expected results, management indicators and monitoring activities.
• PHASE THREE: Months 3 to 9: Monitoring the implementation of the organizational climate improvement plan, in principle on a bimonthly basis.
• Report on the progress of the plan according to these indicators (deliverables: monthly progress reports
• PHASE FOUR: Last month: Evaluation of achievements and submission of final report (deliverables).

Expected Results

Scope of Work: The consultant is being asked to:

• Review the results of the surveys (Global Staff Survey, Pulse Survey, and other APULAC surveys), study the measures and initiatives adopted and implemented by Senior Management in the improvement plan, and review the results of focus groups, especially the areas of improvement that emerged from peer group discussions, as well as relevant policies, procedures, and guiding documents, the consultant will propose a methodology to complement and update this information and finalize the diagnosis.
• Implement the agreed methodology to finalize the assessment phase. this methodology would include in-depth and confidential interviews and focus group discussions with staff, management, APULAC and HR to gain a better understanding of the organizational context, and the key challenges faced in the effort to improve the working environment. The consultant will also seek insight and guidance and support from the different Global entities and Centers of Expertise such as Ethics Office, Culture Office, Ombudsman, DHR among others.
• Assist in reviewing actions proposed and consolidate the Office Improvement Plan and monitoring the implementation of these actions, review and provide feedback on priorities and deadlines established.
• Propose mechanisms for clear accountabilities to monitor progress and support to assess the progress of the actions on a monthly basis.
• Propose workshops and training sessions for staff and managers to address issues/gaps identified to improve LACRO internal climate.
• Propose any additional ideas and actions to improve LACRO climate.
• Provide regular reports and updates to Senior Management Team.
• Properly document the entire process, including the preparation of progress and final reports.

To qualify as an advocate for every child you will have… 

Minimum Requirements and Qualifications

Education

• General education: Technical/University degree in Psychology, Human Resources, Management, or related field.
• Specific training: Postgraduate degree, specialization or specific training in organizational climate management, Organisational culture or change management.

Work Experience

Experience in organizational change management and team facilitation, specifically with knowledge of Organizational Climate Management, Organisational Culture or Change Management (minimum 5 years).

• Preferably with relevant experience in the required areas in international organizations such as NGOs, or Development Agencies.

Languages

Fluency in Spanish and English is required

Technical knowledge

• Interpersonal communication skills
• Proactive and responsible attitude
• Privacy and confidentiality
• Ability to understand problems
• Propose solutions and implement improvement actions
• Ability to communicate with different levels of the organization
• Planning and Organisational skills, group dynamic analysis, organizational climate management and conflict resolution, active listening

Other skills and attributes

• Excellent interpersonal skills
• Coordination and facilitation skills

Administrative details

Supervision: Administratively, the consultant will report to Senior Management Team.

Workplace: This consultancy will be remote and office-based. Consultant will do most work home based with some planned sessions to be Office Based.

Duration: This contract is expected to start in February 2024 with a duration of 9 months.

How to Apply: Application should be submitted online and should include TMS application form duly completed, Cover Letter and Financial proposal. Qualified candidates are requested to indicate an all-inclusive (lump sum) fee for the services to be provided, including all associated administrative. 

Is travel involved: Travel will be determined and will be covered by UNICEF as per policy.

• Travel costs will be estimated and added to the contract once they are determined based on UNICEF Financial Rules and Regulations.
• For agreed country visits, the contractor/consultant will be responsible in administering their own travel. UNICEF will reimburse travel related expenses based on actual costs or on the below criteria whichever is lower and upon presentation of receipts.
• Any travel involved should be budgeted according to UN Travel Standards as a ceiling.
• UN Secretariat Administrative Instruction on Official Travel, ST/AI/2013/3: Sect. 4, para. 4.2, numerals (d) and (e)
• For information on Daily Subsistence Allowance (DSA), can be found on the International Civil Service Commission website (all countries and destinations can be found by navigating on the map).

For every Child, you demonstrate… 

UNICEF’s values of Care, Respect, Integrity, Trust, Accountability, and Sustainability (CRITAS). 

To view our competency framework, please visit  here. 

 

*****

UNICEF is here to serve the world’s most disadvantaged children and our global workforce must reflect the diversity of those children. The UNICEF family is committed to include everyone, irrespective of their race/ethnicity, age, disability, gender identity, sexual orientation, religion, nationality, socio-economic background, or any other personal characteristic.

UNICEF offers reasonable accommodation for consultants/individual contractors with disabilities. This may include, for example, accessible software, travel assistance for missions or personal attendants. We encourage you to disclose your disability during your application in case you need reasonable accommodation during the selection process and afterwards in your assignment. 

UNICEF has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UNICEF, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination. UNICEF also adheres to strict child safeguarding principles. All selected candidates will be expected to adhere to these standards and principles and will therefore undergo rigorous reference and background checks. Background checks will include the verification of academic credential(s) and employment history. Selected candidates may be required to provide additional information to conduct a background check. 

Remarks:  

Only shortlisted candidates will be contacted and advance to the next stage of the selection process. 

Individuals engaged under a consultancy or individual contract will not be considered “staff members” under the Staff Regulations and Rules of the United Nations and UNICEF’s policies and procedures, and will not be entitled to benefits provided therein (such as leave entitlements and medical insurance coverage). Their conditions of service will be governed by their contract and the General Conditions of Contracts for the Services of Consultants and Individual Contractors. Consultants and individual contractors are responsible for determining their tax liabilities and for the payment of any taxes and/or duties, in accordance with local or other applicable laws. 

The selected candidate is solely responsible to ensure that the visa (applicable) and health insurance required to perform the duties of the contract are valid for the entire period of the contract. Selected candidates are subject to confirmation of fully-vaccinated status against SARS-CoV-2 (Covid-19) with a World Health Organization (WHO)-endorsed vaccine, which must be met prior to taking up the assignment. It does not apply to consultants who will work remotely and are not expected to work on or visit UNICEF premises, programme delivery locations or directly interact with communities UNICEF works with, nor to travel to perform functions for UNICEF for the duration of their consultancy contracts.