Consultant in Charge of Capacity Building and Support for the Development of a Public... Tender

Procurement Summary

Country : Burundi

Summary : Consultant in Charge of Capacity Building and Support for the Development of a Public Administration Human Resources Management Manual

Deadline : 18 Jul 2018

Other Information

Notice Type : Tender

TOT Ref.No.: 24884859

Document Ref. No. :

Competition : ICB

Financier : United Nations Secretariat

Purchaser Ownership : -

Tender Value : Refer Document

Purchaser's Detail

Purchaser : UNITED NATIONS DEVELOPMENT PROGRAMME
Compound du PNUD Rohero I - Avenue des Patriotes N° 10, BP 1490 Bujumbura Tel: +257 22 30 11 00
Burundi
URL :http://www.bi.undp.org

Tender Details

Tenders are invited for Consultant in Charge of Capacity Building and Support for the Development of a Public Administration Human Resources Management Manual.

Human Resources Management in the Burundian Administration

Currently, the management of human resources of the Public Administration falls within the jurisdiction of the General Directorate of the Public Service, which is responsible for:

· Participate in the development of government policy on the administrative and financial management of civil servants and state employees and ensure the application of this policy;

· To ensure the rational and efficient use of the State's human resources;

· To conduct, supervise and co-ordinate all studies and works intended for the evaluation of the needs of personnel at the level of the civil administrations of the State;

· To prepare and control the acts of administration and management of the aforementioned personnel;

· Coordinate the implementation of the human resources management policy in the different ministries;

· To centralize all information concerning the staff of the Public Service, to periodically prepare statistical reports and to proceed with their exploitation and dissemination;

· To follow the files before the administrative court concerning litigation arising from the application of the Civil Service Statute.

Also, as part of the implementation of the PNRA, it is planned that the Public Service Branch's function could evolve towards the strategic management of human resources, leaving the operational management to human resources management units placed with the departments. ministries.

The General Directorate of the Civil Service is relayed at the provincial level (16 provinces outside Bujumbura) through branches and at the level of two ministries (education and health) by human resources departments. Under the PNRA, the generalization of human resources management units in the various ministries that do not yet have a human resources department is planned. In these ministries, a position is dedicated to human resources management, most of the time at the cabinet or permanent secretariat level. It is thus that this device does not allow real ownership of the function in the different ministries.

The General Directorate of the Function relies on the Computer Processing Center, whose mission is to ensure the automated processing of the administrative and financial situations of State agents and which ensures the preparation of monthly salary statements.

Also, it is planned a major computerization project of all aspects of the management of human resources of the State. Currently, only payroll management is automated. The management of the career of the agents of the State remains manual. This major project requires that the human resources management chain be well defined, that the role of the various actors be specified, that the tasks are described at all levels. This is the rationale for the development of a Public Administration Human Resources Management Manual.

It is in this perspective that the present mission of capacity building of human resources managers of the Public Administration and support to the development of a manual of management of human resources of the State is planned.




Duties and Responsibilities

Main objective of the mission

The main objective of the mission is to strengthen the capacities of the actors in the Human Resources management chain of the Public Administration and to accompany the development of a manual of human resources management.

Expected results of the mission

Principle results

The main expected results are:

· The senior executives of the Public Service Branch, the provincial branches of the Public Service, the human resources directorates of Education and Health and the human resources focal points in the other ministries have a good knowledge of the fundamentals in the field of human resources management in public administration: issues, the different aspects of human resources management, the usual tools for managing human resources, the experiences and method of managing human resources, the management of human resources in a results-based management context

· The new reforms in progress and their involvement in the work of human resources managers at all levels are under control; these reforms concern the classification of jobs, the new wage policy, the workforce management strategy, the performance management policy in the public sector;

· HRM management tools are designed and appropriated by HR management executives;

· A mechanism for collaboration is defined between the actors of the human resources management chain: General Directorate of the Public Service, Computer Processing Center, Provincial Civil Service Office, Human Resources Directorates and focal points with the various ministerial departments.

· A human resources management manual is developed incorporating the relevant elements presented above.

deliverables

The main deliverables are:

· A methodological note on the understanding of the terms of reference, the proposed methodology;

· A training report describing the content of the training, the evaluation of the acquisitions by the participants and in appendix the modules taught;

· A manual of human resources management of the State.

· A mission report.

Procedure and management of the mission

The mission will take place in two stages.

· The first step focuses on the learners' record in the field of human resources management, the analysis of the institutional framework for human resources management, the diagnosis of the current functioning of human resources management and the insufficiencies in terms of capacity. This phase will be completed by the proposal and the validation by the participants of the training modules to be retained as well as the operational modalities. This phase will take 5 working days including two days of workshops. It will continue with the first training, which will take 5 working days followed by 5 working days for the drafting of the Public Administration Human Resources Management Manual. The manual will be flooded to actors for feedback.

· The second phase will focus on a second 5-day training followed by a 2-day manual validation workshop. This phase will end with the writing of the mission report (3 days).

The details below present an indicative agenda for the mission.

Step 1: 1st International Travel - Mission Period: August to September 2018 - 15H / D (Men-Days)

Step 2: 2nd International Journey - Mission Period: October to November 2018 - 10H / D (Men-Days)

The Consultant's work will be supervised by the Chief Technical Advisor of the PNRA Project, the National Director of the Project and the Permanent Executive Secretary of the Public Administration Reform.




Competencies

Skills and Abilities

· Good interpersonal and teamwork skills;

· Excellent communication and writing skills

· Mastery of the French language.




Required Skills and Experience

Training

· Have a Master's degree in Human Resources Management, Administrative Sciences, Management or another related field.

Experience:

· Demonstrate 10 years of experience in the human resources management business, including at least three in human resources development or performance evaluation.

· Have worked on the issue of managing jobs and skills.

· Be familiar with the issue of results-based management in public administrations.

· Have worked in the African context of Public Administration.

languages

· Mastering French.

Documents to be provided in the application file

Submittal packages should include the following elements:

A technical proposal

· Explanatory note on the understanding of the terms of reference and the reasons for the application.

· Technical offer developed - methodological approach and organization of the proposed mission.

· Curriculum Vitae including the experience gained from similar missions - Give three references with their contact email and phone.

· Form P11 duly completed and signed.

A financial proposal

The financial proposal must be submitted on the basis of the lump sum approach and denominated in US dollars.

In order to facilitate the comparison of the financial offers by the requesting service, it is recommended to the candidates to provide a breakdown of this flat-rate amount specifying the fees, the living expenses and the expenses, according to what will have been described in the technical proposal. UNDP will not bear any additional costs.

The realism of the costs indicated for field trips can be verified by UNDP by an independent comparison with market prices. UNDP does not accept mission expenses in excess of the rates in force in the UNS. UNDP reserves the right to negotiate the successful bid within budget and within the terms of reference.

Any expenditure not provided for by the terms of reference or explicitly entered in the financial offer as accepted by UNDP, whatever its nature, shall be agreed in writing between the UNDP Office and the individual consultant to the UNDP. in advance, on pain of not being reimbursed.

In addition, applicants should note that payments can be made only on the basis of the delivered products, ie on presentation of the result of the services specified in the terms of reference and after validation of these deliverables by the designated official. by UNDP.

The consultants will be evaluated on the basis of the following methodology:

Cumulative Analysis: The contract will be awarded to the Consultant whose bid has been evaluated and confirmed as:

·

Documents

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