Evaluation and Implementation

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Description

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• 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).

• 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.
• 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.

• 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

• 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.

• 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.

• 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.

• Fluency in Spanish and English is required

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