South Sudan: Call for CVs (Consultancy Service): Conducting a Human Resource Capacities Assessment

BACKGROUND

In 2011, South Sudan inherited one of the weakest migration and border management regimes in the world, which opened the country to illegal cross-border activities. Weak border management practices and limited capacity at borders further opens avenues for transnational criminal organisations, traffickers and smugglers to entrench themselves within the country. Migratory movements in the South Sudan context are also mixed in nature, consisting of various categories of migrants that include refugees, asylum seekers, job seekers, business investors and entrepreneurs, migrant workers and their family members, as well as those in an irregular situation (victims of human trafficking and smuggling). Therefore, better information and skills in border management are needed to address the migration challenges of irregular migrants using South Sudan as a transit and destination route.

Since 2012 up to date the Directorate Nationality, Passports and Immigration (DNPI) officers have received migration management training from IOM. This training ranges from training of trainers courses, border management, use and maintenance of the Migration Data Analysis and Information System (MIDAS) and interagency as well as cross border cooperation. At the same time IOM continues to provider equipment to the department and is working towards operationalizing the Immigration Training Centre.

RATIONALE

Since training started being provided to DNPI there has never been a baseline established on the skill levels of the officers to determine what type and level of training they require. As the officers continue to receive equipment such as the MIDAS system it is important that they have some basic knowledge on their operation such as basic IT skills, language proficiency and basic literacy. Therefore, it is important to carry our an assessment to determine the literacy levels as well as other skills to support the training unit and DNPI in general to develop a training curriculum and annual programme for capacity building of its officers.

OBJECTIVES

The objectives for the human resource capacity assessment are as follows:

1. To ascertain the skills base of officers using a representative sample agreed upon with the DNPI;

2. To determine the competency levels of officers;

3. To identify the skills gaps;

4. To develop a two year Skills Development & Training Strategy;

SCOPE OF WORK

The successful service provider/consultant will be expected to perform the following functions:

1. Conduct competency assessment through intensive consultations and use of data collection tools for the agreed representative sample of officers;

2. Identify competency gaps for sample respondents;

3. Develop informed skills profile for the DNPI and recommendations for a training programme.

Upon appointment the successful service provider/consultant shall produce the following;

1. Review the survey methodology including the survey tools already developed by DNPI.
2. Train enumerators on ethical data collection techniques;
3. Conduct data gathering exercise at selected sites identified in collaboration with DNPI;
4. Supervise data entry process and lead the data analysis work;
5. Present the findings of the assessment in a report to IOM and DNPI; and
6. Validate the findings.

PROJECT DELIVERABLES

The service provider/consultant will be expected to deliver the following:

1. A comprehensive human resource capacity assessment report clearly articulating the gaps as well as the skills profiles for the representative sample officers in DNPI;

2. Recommendations for a two year skills development and training programme:

PROPOSED TIME FRAME

The appointed service provider is expected to have completed the project within three (3) months from the date of project initiation.

COMPETENCIES AND EXPERTISE REQUIREMENTS

The service provider/consultant should possess the following competencies and requirements;

1. Advanced university degree in business administration, organization development and change management or a combination of any other relevant degree/diploma and work experience;

2. Extensive knowledge and experience in the Human Resource Development field;

3. Required analytical and technical skills;

4. Knowledge of the public sector legislation and processes;

5. Successful completion of similar projects;

6. Ability to meet time frames;

7. IOM functional competencies required: Effective communicator, successful negotiator, active learner, team player, and cross-cultural facilitator; and

8. Consultants can apply as individuals or legally registered institutions

Interested candidates are required to send a letter of motivation and curriculum vitae with their credential documents to: vss@iom.int

When you send your application through email, please make sure to put the title of the position on the "Subject line".