Mercy Corps Hiring for Building Capacity for Women Empowerment Unit in MOSD at Amman, Jordan Full Time

Background:

Mercy Corps is a leading global organization powered by the belief that a better world is possible. In disaster and hardship, in more than 40 countries worldwide, we partner to put bold solutions into action, helping people triumph over adversity and build stronger communities now and for the future.

Mercy Corps has worked in Jordan since 2003 to implement a variety of programs funded by global public institutions, as well as private donors, to meet the urgent needs of vulnerable populations, build cohesive and civically engaged communities, and increase inclusive economic opportunities. Mercy Corps’ current portfolio in Jordan focuses on three domains: resilient individuals, strong communities and governance, and environmentally sustainable and inclusive economic growth. Mercy Corps integrates cross-cutting themes of youth, gender equality and empowerment, governance, natural resource management, and technology.

Purpose / Project Description:

Tawazon – Promoting the Voice and Leadership of Women Activity is a five-year activity that will create transformational changes in gender relations at the family, community, and national levels to enhance gender equality and advance women’s leadership in Jordan. This will be achieved through 1) strengthening the enabling environment and institutional capacity and addressing structural barriers for women to fully exercise their rights, express their agency, and freely lead and participate in society without restrictions; 2) partnering with local stakeholders to counter prevailing prohibitive social norms that perpetuate gender inequality, undermine women’s agency to exercise their rights, and prevent transformative change in gender relations; and 3) advancing the inclusive and transparent leadership and decision-making participation of girls and women.

Consultancy Background and Rationale:

Upon the establishment of the Women Empowerment Unit (WEU) at the Ministry of Social Development (MOSD), the Tawazon activity has played a crucial role in supporting MOSD in the institutionalization and governance of the unit. The emerged framework encompasses various sections, including the organizational structure of the WEU and its administrative hierarchy, job descriptions, and qualifications required for the WEU and its associated departments. It also emphasizes alignment with the MOSD strategy and coordination mechanisms with other departments, field offices, and a diverse array of stakeholders. The second part of the framework outlines the action plan for the WEU, specifying its scope, objectives, and main procedures. Additionally, the framework delves into the monitoring and evaluation aspect, addressing scope, needed reporting mechanisms, logical framework, and feedback mechanisms for unit achievement and impact. Lastly, a capacity development plan for the Women’s Empowerment Unit was also developed, clearly defining its scope and purpose.

The consultancy’s scope and deliverables build significantly on this development plan, incorporating an innovative approach to learning by doing while simultaneously building skills and capabilities that can be applied in practice. Constructive feedback embeds into building the know-how of running the WEU, facilitated through coaching and to some extent mentoring, both as and are an integral to this process.

Consultancy Objectives

Tawazon’s consultancy endeavors to significantly enhance the capacity of the Ministry of Social Development’s (MOSD) Women’s Empowerment Unit (WEU) and its gender focal points GFPs in the field by providing essential gender skills and tools. The comprehensive 7-month program, concluding in July 2024, integrates training, mentoring, and coaching, with a focus on building foundational knowledge by introducing key concepts such as gender, gender-sensitive communication, and data analysis. The initiative also aims to develop practical skills, enabling WEU personnel to implement their unit action plan for the first two quarters of 2024. Additionally, the program seeks to raise awareness and capacity among WEU colleagues within MOSD, fostering their ability to champion gender equality in their respective roles. It further emphasizes promoting inclusivity and equity by fostering an understanding of gender as a social construct and equipping the WEU to address biases and promote inclusivity across genders in diverse contexts. This consultancy aligns with Tawazon’s commitment to applying a gender transformative approach, ensuring that the acquired skills contribute to lasting change, empowering the WEU to effectively advocate for and advance women’s empowerment within MOSD and beyond.

Consultant Activities:

1- Develop Gender Skills Manual and related presentations and Conduct a comprehensive gender skills training program as part of Tawazon’s consultancy program. The workshop will span multiple sessions, each focusing on different aspects of gender knowledge and skills. All topics covered are gender sensitive and include as examples: gender awareness, bias recognition, and communication strategies. WEU staff will also learn about gender-sensitive budgeting, policy analysis, data collection, research methodologies, and educational materials and resources for awareness training sessions on code of ethics safeguarding and reporting. The training program aims to create a dynamic learning environment, fostering inclusivity and promoting a deeper understanding of gender-related concepts.

2- Organize and develop High-Level Key Performance Indicators (KPIs) and Stakeholders Mapping for the Women’s Empowerment Unit (WEU) at the Ministry of Social Development. The goal is to empower the WEU personnel with the tools to effectively monitor and evaluate their performance from a gender perspective allowing the WEU personnel to track and evaluate their performance in alignment with their gender empowerment objectives and action plan.

3- Collaborate with the Ministry of Social Development (MOSD) to further develop and implement a Safeguarding and Code of Conduct framework, including policies, reporting mechanisms, and awareness training.

4- The consultant should modify the Gender Skills Manual and Training Presentations onto a TOT manual comprehensive TOT training materials, including presentations, handouts, templates, and tools for evaluation, and training notes for trainers.

5- Implement a mentor coaching program for the Women’s Empowerment Unit (WEU) to support the implementation of WEU’s action plan for the first two quarters of 2024 applying strategies such as Participatory Action Learning (PAL), Learning by Doing, Peer Coaching and Mentoring, Action-Oriented Workshops, Community of Practice (CoP), Knowledge Management System, Knowledge Brokering, and Advocacy and Communication Strategies. The report will follow a structured approach, providing a detailed account of each strategy’s effectiveness, challenges faced, and the overall impact on the WEU’s capacity.  

6- Create a presentation for stakeholders, showcasing the achievements and future recommendations include a glossary definition for all used terms. The latter should be presented in the form of a follow-up plan for continued support and monitoring after the initial six-month assignment, including recommendations for sustainability, replacement planning in succession planning, and ongoing capacity building.

7- Undertake the development of a comprehensive final report, aligning with the logical framework established during the capacity strengthening phase for the Women’s Empowerment Unit (WEU). The report will meticulously document the implementation and outcomes of key strategies employed, including Participatory Action Learning (PAL), Learning by Doing, Peer Coaching and Mentoring, Action-Oriented Workshops, Community of Practice (CoP), Knowledge Management System, Knowledge Brokering, and Advocacy and Communication Strategies. The report will follow a structured approach, providing a detailed account of each strategy’s effectiveness, challenges faced, and the overall impact on the WEU’s capacity. The final deliverable will serve as a comprehensive resource, offering insights, lessons learned, and recommendations for sustained capacity development within the WEU, ensuring the longevity and effectiveness of gender empowerment initiatives within the Ministry of Social Development.

Consultant Deliverables:

1. Develop Gender Skills Manual and Training Presentation.
2. Conduct training program to the WEU Unit staff on the manual
3. Develop a comprehensive Gender-Integrated Performance Dashboard that encompasses functions for High-Level Key Performance Indicators (KPIs) and Stakeholders Mapping. The goal is to establish and implement a robust system of High-Level Key Performance Indicators (KPIs) at the WEU for tracking and measuring the effectiveness of gender mainstreaming efforts across MOSD and its partners.
4. Develop a safeguarding and Code of Conduct toolkit for the MOSD, including adapted policies on prevention, detection, and response to safeguarding and code of conduct issues, A user-friendly reporting mechanism for incidents of misconduct aligning with MOSD and SPAC laws and regulations building on existing policies and procedures.
5. Modify the Gender Skills Handbook and Training Presentations for a TOT workshop and conduct a five-day ToT training.
6. Mentor-coach the WEU implementing their activities as per their action plan for the first two quarters of2024 including the development coaching and mentoring guide cards to facilitate skill development and empower WEU leaders and team members in their respective roles.
7. Comprehensive report and presentation

 

Timeframe / Schedule:

The estimated level of effort is 40 working days. The assignment is expected to start in January 2024 and end in July 2024.

The Consultant will report to: The Institutional and Leadership Development Lead.

The Consultant will work closely with: Tawazon’s Senior Gender Capacity Strengthening Specialist, and Institutional and leadership development team.

All deliverables will be in Arabic except the comprehensive final report and presentation will be bilingual: Arabic & English.

Required Experience & Skills:

The ideal consultant for this role should possess a strong foundation in gender theory, analysis, and transformative approaches, showcasing expertise in designing and facilitating workshops with a commitment to adult learning principles. They should specialize in monitoring and evaluation, crafting performance indicators and frameworks. The consultant should excel in training and knowledge transfer, particularly in policy development, including safeguarding and code of conduct frameworks. Their versatility extends to designing and delivering training of trainers programs, and they demonstrate proficiency in mentoring, coaching, and impactful communication. Ideal candidates should have a deep understanding of the public sector, preferably with experience in entities like the Ministry of Social Development (MOSD). They must be adept at data analysis, capable of interpreting gender-related data using both quantitative and qualitative methods. Strong resource development skills are essential for creating tailored training materials, toolkits, and resources. Beyond technical skills, cultural awareness and sensitivity to local contexts are crucial for ensuring interventions are culturally appropriate and reach the diverse audience effectively.

Education:

• Master’s degree: Ideally in Gender Studies, Development Studies, Social Sciences, or a related field with a strong focus on gender analysis and transformative approaches.

• Additional training or certifications in: Gender-responsive programming, monitoring and evaluation, adult learning, training of trainers, public sector management, and safeguarding and code of conduct frameworks.

Experience:

• Minimum 10 years of experience: Working on gender issues in development or public sector organizations, preferably with experience in government institutions like the Ministry of Social Development (MOSD).

• Proven expertise in: Gender theory and analysis: Ability to explain and apply complex gender concepts in practical ways.

•Workshop design and facilitation: Designing and delivering interactive workshops on diverse gender topics using adult learning principles.

•Monitoring and evaluation: Developing and applying performance indicators and frameworks, particularly for gender-related programs.

•Training and knowledge transfer: Delivering impactful training sessions on policy development, safeguarding, code of conduct, and other relevant topics.

Training of trainers (TOT) design and delivery: Adapting and delivering effective TOT programs for capacity building.

•Mentoring and coaching: Providing constructive feedback, guidance, and support for skill development and empowerment.

• Strong data analysis skills: Ability to collect, analyse, and interpret gender-related data using both quantitative and qualitative methods.

• Resource development skills: Creating high-quality training materials, toolkits, and resources tailored to specific needs.

• Cultural awareness and sensitivity: Demonstrating understanding of diverse cultural contexts and adapting interventions accordingly, for example, the consultant will also be working with MOSD GFPs in the field.

Additional Desirable Skills:

• Experience working with the Ministry of Social Development (MOSD) or similar government institutions.

• Fluency in Arabic and English (both written and spoken).

• Experience working with international development organizations.

• Strong communication, presentation, and teamwork skills.

HOW TO APPLY: Interested candidates should send the following documents to [email protected] by the 7th of January 2024.

• A proposal demonstrating the approach and strategies the consultant will follow in delivering this scope of work. Proposal length shouldn’t exceed three pages.

• Detailed workplan with estimated level of effort for each deliverable.

• CV of applicant.

• Samples of previous work in media and communications.

• At least three letters of reference.

• Financial offer and daily rate.

Selection Process

The selection process will involve evaluating candidates based on their qualifications and experience, which should be submitted as a CV and a portfolio demonstrating previous policy development work. Shortlisted candidates will be invited for interviews.

Evaluation Criteria

Applicants will be evaluated according to the below elements and weights. Only applicants that receive a score of 40% and above on elements from one to three will be qualified to present their proposal in-person to the selection committee.

1. Proposal and approach 30%

2. Workplan and distribution of level of effort 10%

3. Previous experience 20%

4. Presentation 20%

5. Financial offer 20%

Diversity, Equity & Inclusion

Achieving our mission begins with how we build our team and work together. Through our commitment to enriching our organization with people of different origins, beliefs, backgrounds, and ways of thinking, we can better leverage the collective power of our teams and solve the world’s most complex challenges. We strive for a culture of trust and respect, where everyone contributes their perspectives and authentic selves, reaches their potential as individuals and teams, and collaborates to do the best work of their lives.

We recognize that diversity and inclusion are journeys, and we are committed to learning, listening, and evolving to become more diverse, equitable, and inclusive than we are today.

Equal Employment Opportunity

We are committed to providing an environment of respect and psychological safety where equal employment opportunities are available to all. We do not engage in or tolerate discrimination based on race, color, gender identity, gender expression, religion, age, sexual orientation, national or ethnic origin, disability (including HIV/AIDS status), marital status, military veteran status or any other protected group in the locations where we work.

Safeguarding & Ethics

Mercy Corps team members are expected to support all efforts toward accountability, specifically to our stakeholders and to international standards guiding international relief and development work, while actively engaging communities as equal partners in the design, monitoring, and evaluation of our field projects. Team members are expected to conduct themselves professionally and respect local laws, customs, and MC’s policies, procedures, and values at all times and in all in-country venues.