Consultancy - Evaluation and Implementation of a

hace 5 meses

Panamá, Panamá UNICEF A tiempo completo

**Job no**: 569337

**Contract type**: Consultant

**Duty Station**: Panama City

**Level**: Consultancy

**Location**: Panama

**Categories**: Human Resources

UNICEF works in some of the world’s toughest places, to reach the world’s most disadvantaged children. To save their lives. To defend their rights. To help them fulfill their potential.

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.

**For every child, **_a champion_**

**How can you make a difference?**

**Background**

UNICEF's work to strengthen its organizational culture and systems is a collective effort to promote an organizational climate where behaviors and actions are strongly linked to the Core Values and Standards of Conduct; and where there is zero tolerance for any form of abuse, harassment, and discrimination against colleagues and zero tolerance for sexual exploitation and abuse of the people we serve.

Improving work culture is the responsibility of all UNICEF staff. In addition, managers and leaders have a unique role to play through their own leadership. A more respectful, values-based culture will make us better and stronger at UNICEF. It will make us even more effective in achieving results for the children we serve while actively contributing to all staff well-being.
- Through these analyses, four priority areas were identified for the Office to focus its improvement efforts on
- Psychological safety and trust
- Standards of conduct
- Trust in senior management
- Performance management

LACRO actively participates in the Global Staff Survey every two years, the Pulse Survey every six months, as well as other surveys at the office level led by the Staff Association, to learn about the issues that most concern the staff. The above measurements have provided solid support for promoting the institutional position of zero tolerance for any form of abuse and misconduct and have also served as input for management to deepen discussions with staff, both in all-staff meetings and in focus groups and departmental meetings, to better understand and propose ideas for improvement. Diagnostics have been implemented in previous years; an Office Improvement Plan was developed to respond to main gaps identified in those surveys. mainly focused on the promotion of organizational culture and the efficiency of organizational plans and processes.

As part of the implementation of this organizational climate improvement plan, the Senior Management Team agreed in hiring a consultant to assist in adapting and promoting the implementation of a plan in order to achieve results with a positive impact on the working culture.

The Consultant must be able to work under the direction of Senior Management Team, and with guidance of the LACRO Staff Association.

**Objective**:
The primary objective is to work collaboratively with LACRO teams, to deepen understanding of the situation, support the identification and implementation of additional critical tasks/actions to improve workplace culture and to address the gaps identified in the Pulse Survey.

**Purpose of the Assignment**

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.

**Specific Functions/Tasks**

The contract will initially be for 9 months and will be implemented in 3 phases:

- 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**

Scope of Work: The consultant is being asked to:

- 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 inf

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