New careers at UNICEF Tanzania



Individual Consultant

Job Number: 532925
Locations: Africa: Tanzania,Uni.Re
Work Type : Consultancy
UNICEF works in some of the world’s toughest places, to reach the world’s most disadvantaged in order children to save their lives, to defend their right and to help them fulfill their potential.

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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.
UNICEF Tanzania Country Office (TCO) participated in the 2017 Global Staff Survey (GSS) and it had a total of 157 staff members, stationed in the main office in Dar es Salaam, with an extended office in Dodoma and three field office in Mbeya, Kibondo and Zanzibar.  There were 134 respondents out of the 157 total staff compliment in the TCO for this engagement survey and based on the results derived from the responses of  TCO staff members, the office came up with a Country Office  staff action plan to address areas that required improvement.
TCO completed a substantive Mid-Term Review in 2018 setting out the strategic direction for the programme till June 2020 with accompanying ream changes.  TCO also invested in relational team processes using two team retreats to set out its culture change agenda (see TCO Culture Change Action Plan and Culture When attached is annexes).  This is against the wider organizational change agenda and UNICEF’s core values of care, respect, integrity, trust and accountability.  The CMT is currently responding to COVID-19 outbreak in a complex environment, delivering result whilst balancing duty of care issues.  In this context, the CMT is committed to
    • Promoting and actively role modelling effective and respectful communication within the team and with other teams.
    • Supporting the implementation of the TCO culture change action plan (Nov 2019) and most recent staff survey action plan recommendations.
    • Promoting behaviors as agreed in the TCO Culture Wheel (April 2019) and adherence to UNICEF’s core values.
    • Promoting a culture of learning and provide equitable team and individual learning opportunities as available within resource envelope.
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As part of this commitment, responding to the Global Staff Survey results for Tanzania is a priority for TCO.  The 2017 Global Staff Survey (GSS) saw 34/157 staff complete the survey.  Based on an analysis of the results, the office came up with a country office staff action plan to address areas for improvement.  While overall support for the CMT is being sought through a firm to provide “individual and Team Coaching Support to the TCO CMT to build on its strengths in crisis
management and adapt to continuity and change with a short, medium and long term view, specific support is required to develop a mentorship programme for TCO.
The mentorship programme will also be beneficial for colleagues who are participating in the IMPACT+ and REACH programme which is designed to provide UNICEF National Staff with the opportunity to enhance capacity (IMPACT) and to support a transition to an international career (REACH).  On the other hand, those colleagues who have not been able to participate in the IMPACT+ and REACH Programme would also benefit from this structured mentorship progarmme.
Ä key focus area of the engagement survey was the Career and Professional Development, where staff were asked if they were satisfied with the opportunities for career enrichment available to them in UNICEF.   Based on the responses received to this question, 45% of the 134 staff were dissatisfied with the career development available to them in the Tanzania Country Office.  Some of the responses highlighted the following:

Ä key focus area of the engagement survey was the Career and Professional Development, where  staff were asked if they were satisfied with the opportunities  for career enrichment available to them in UNICEF.   Based on the responses received to this question, 45% of the 134 staff  were dissatisfied with the career development available to them in the Tanzania Country Office.  Some of the responses highlighted the following:
  • There was a lot of talk on career development and enrichment within UNICEF ,but staff felt that there was lack of clear policy to support career development for staff;
  • Staff felt that the work load was too heavy thus no time to participate in opportunities to enhance their career;
  • Staff felt that they required more  guidance, support and mentorship from their supervisors;
  • General Services (GS) staff felt that UNICEF TCO did not provide room for growth.
Overall, based on these responses, it was evident that staff are dissatisfied with regards to career development within TCO. The Office therefore  developed an action plan to address this dissatisfaction with regards to career development, with one of the key actions being the development of a Concept Note and Standard Operations Procedures (SOP) for a structured mentorship programme.
The proposed consultancy is therefore anticipated to support the UNICEF Tanzania  Country office to develop a Standard Operating Procedures and roll out a structured Mentorship Programme.
For every child, [Protection]
How can you make a difference?
The specific tasks of this consultancy are: 
  • Review the TCO Staff Survey results and consult with management and key stakeholders as appropriate.
  • Develop a Concept Note to identify the scope, objectives and modus operand of mentorship programme, its complementarity with IMPACT + and Reach and its indicators for success
  • Develop Standard Operating Procedures for a Mentorship Program for the Tanzania Country Office (TCO), which should be consulted with the SDC and endorsed by the Country Management Team (CMT) and approved by the Representative
  • Develop a Standard Operating Procedure for a Mentorship Programme, which may include focus areas, criteria for selecting mentors, nomination forms and feedback tool for mentors and mentees to ensure effectiveness of the programme.
  • Facilitate endorsement by SDC.
  • Develop a Communication Plan and Roll Out implementation of the Mentorship Program.
  • Conduct a focus group sessions for interested mentees and mentors, to understand the Mentorship Programme and ensure smooth implementation thereof.
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The assignment will comprise:
  1. A desk review of relevant literature and reports including GSS 2017 results for Tanzania, Impact + And Reach programme  and TCO analysis
  2. Individual and group-based informant consultation with relevant UNICEF staff and managers to ensure inclusive participation and buy-in of the proposed program.
  3. Development and finalization of Concept Note to identify the scope, objectives and modus operand of mentorship programme and its indicators for success through consultations with the SDC
  4. Focus group sessions for selected mentors and mentees to ensure a common understanding and programme effectiveness.
  5. An SOP structured and developed in close consultation with HR Manager and Staff Development Committee, and.
  6. Communication Plan and roll out of the Mentorship Programme.
Deliverables and timelines
Key Task: Develop Concept Note and Standard Operating Procedures, and roll out a structured Mentorship Programme
DeliverableEstimate # (DaysTimeline/ DeadlineSchedule of payment
Review the 2018 GSS Survey Report and the TCO analysis of the results related to this initiative.1 dayAugust 202020%
Consult with key stakeholders to ensure an in-depth understanding of TCO needs regarding mentoring.2 days
Develop a Concept Note to guide development SOP for the  mentorship program and facilitate approval by the CMT.5 days
Develop Mentorship Programme SOP, which might include focus areas, selection criteria and feedback tools for mentors and mentees.15 daysAugust – September 202050%
Facilitate consultations with a representative sample of  mentees and mentors to ensure a common understanding and  programme effectiveness.5 days
Develop a Communication Plan and Roll out implementation of the Mentorship Programme8 daysSeptember November 202030%
Presentation to SDC and CMT2 daysNovember 2020
Prepare consultant handover report and debrief Deputy Representative and HR Manager2 daysNovember 2020
Payment Schedule
Payment will be made upon the satisfactory completion of all deliverables.
To qualify as an advocate for every child you will be required to have;
  • Advanced University Degree in Management, Human Resources, Business Administration or related field, with senior level background on Human Resources Management, or Organizational Development;
  • A minimum of 8 years’ experience in Human Resources Management; experience is training, mentoring/coaching and organizational change management is desirable;
  •  Good understanding of UNICEF’s policies and procedures is required; ·
  • Good analytical, negotiating, communication and advocacy skills
  • Demonstrated ability to work in a multi-cultural environment and establish harmonious and effective working relationships both within and outside the organization, and;
  • Excellent interpersonal skills.
Administrative issues
The consultant will work remotely and will provide his/her own resources in order to deliver on the assignment. All consultations and focus group sessions will be via online platforms such as Skype and/or Zoom, where organizational support might be required, depending on the spread and location of the stakeholders.
The candidate selected will be governed by and subject to UNICEF’s General Terms and Conditions for individual contracts. As per UNICEF DFAM policy, payment is made against approved deliverables. 
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This consultancy will complete the assignment within 40 days spread between mid-July 2020 and mid- March 2021. The timeline has been extended to several months taking into account that all tasks will be carried out remotely, it involves staff time for consultation and focus group sessions, that staff are based in 5 different locations and possible emergency disruptions.
Failure to complete this consultancy on time will have negative implications on the timely implementation of the Mentorship Programme.
For every Child, you demonstrate…
UNICEF’s values of Care, Respect, Integrity, Trust, and Accountability (CRITA) and core competencies in Communication, Working with People and Drive for Results.
View our competency framework at
UNICEF is committed to diversity and inclusion within its workforce, and encourages all candidates, irrespective of gender, nationality, religious and ethnic backgrounds, including persons living with disabilities, to apply to become a part of the organization.
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.

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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.

Closing Date Thu Jul 23 2020 23:55:00 GMT+0300 (East Africa Time)