All UN jobs in Kigali, Rwanda

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Background and Purpose

Since 2012, the Rwanda Education Board (REB), with support from UNICEF, has used a Teacher Management and Information System (TMIS), a national teacher database that enhances the management of the teaching workforce, to collect administrative data on the teaching cohort.

In 2017, TMIS has become a web-based platform designed for pre-primary, primary and secondary teachers, which allows to manage teacher registration, recruitment, appointment letters and termination, placement, transfer, performance, bonus and promotion, post grades (A2, A1, A0), professional teaching licence certificate and school structures. A user manual has been developed and used to train national and district education officers to effectively manipulate the system. However, there is a need to upgrade the system so as to improve security, add required functionalities and ensure the full handover of TMIS to REB. Further, the platform coverage remains a challenge as a total of 61,414 teachers out of an estimated of 70,000 teachers have been registered in the platform. Lastly, because of lack of capacity users at decentralized level are having difficulties interacting with the system, which hinders teachers registration processes.

In collaboration with the Ministry of Education (MINEDUC) and the Rwanda Education Board(REB), The United Nations Children's Fund (UNICEF) seeks to recruit five consultants to provide technical assistance to education officials at district, sector and school level on the usage of the Teacher Management Information System (TMIS) and to ensure teacher data entry quality assurance.

Justification

An effective teacher management information system (TMIS) is a critical tool for providing MINEDUC and REB with accurate and relevant information to inform its policy decisions, particularly in the area of teacher management. Although MINEDUC and REB have data and information systems in place, inefficiencies in those systems reduce the effectiveness of planning, management and decision-making processes and, ultimately, reduce the quality and equity of education.

One of the key strategic priorities in the Rwanda Education Sector Strategic Plan 2018-2023 (ESSP) is to strengthen governance and accountability across all levels of education in Rwanda. Specifically, MINEDUC and REB are focusing their efforts on, including among others, improving data collection and management processes in order to ensure relevant and efficient planning processes and accountability between the local, district and national levels.

The present technical assistance is directly aligned with priorities identified in the ESSP and responds directly to needs identified in the Rwanda education sector by MINEDUC and REB, to provide support to the education system and a clear impetus for strengthening the use of data on teachers. This will simultaneously improve the overall efficiency and quality of data collection processes needed for tracking the ESSP indicators related to teacher development and management.

Objectives, Expected Results and Scope of Work

I.-Objectives

The key objectives of this technical assistance is to:

II.-Expected results

III.- Scope of Work

a.-Methodological Approach

This technical support to REB builds on previous work that has been done to operationalize TMIS in 2017. The consultants will work closely with the Teacher Development and Management (TDM) department and a national consultant to develop the capacity of education officials at district, sector and school level on TMIS usage. Therefore, they are expected to plan the implementation of their activities under the guidance of the stakeholders mentioned above. Each consultant will be assigned to 6 districts. The capacity development activities will be based on the updated user manual and tailored to the needs of each type of users at decentralized level. Regarding the registration process, a two-month campaign will be organized in each sector in collaboration with district and sector education officers where teachers will be invited to register their data into the platform. This campaign will be an additional opportunity to sensitize and build teachers capacity to use TMIS. In the meantime, consultants will work with districts to ensure data consistency and completeness.

b.-Major Tasks, Deliverables & Timeframe

Tasks

Deliverables

Means of verification

Timeframe

1.- Capacity Development

1.Development of detailed training plans per district on usage of TMIS at district and local levels in collaboration with REB/TDM.

1.Availability of training plans per district.

1.Training Matrix Plan.

April 2019 (5 days)

2.Implementation of training plans.

1.Thirty Primary District Education Officers are trained on the usage and management of TMIS.

2.Thirty Secondary & Technical and Vocational Training(TVT) District Education Officers are trained on the usage and management of TMIS.

3.Thirty District Teachers Human Resources officials are trained on the usage and management of TMIS.

4.Thirty District Director of Education are trained on the usage and management of TMIS.

1. Training reports of primary and secondary/TVT District Education Officers, human resource officials, District Director of Education.

April 2019 (15 days)

2.- Support to Teacher Registration

3.Support to and supervision of registration process of new teachers.

1.Teacher information is available in TMIS.

1.Verification through TMIS.

2.Reports on teachers and sector education officers receiving supports to use effectively TMIS.

May-June 2019 (40 days)

3.- Data Quality Assurance

4.Data cleaning at district level for Teachers Placement.

1.Information on TMIS is coherent with data collected on teachers at district level, using excel Teacher Placement format.

1.Reports on discrepancies identified and actions taken to remediate.

July-September 2019 (60 days)

4.- Final Report

5.Development of final reports

1.Final reports, which include key accomplishments and way forward related to capacity development and data collection on teachers.

1.Reports document

October 2019 (5 days)

Desired competencies, technical background and experience

Applying consultants must meet the following qualifications:

Evaluation Criteria

Evaluation will be done based on a 75 % technical and 25% financial criteria for each component.Applicants must score a minimum of 49 points on the Technical Proposal and meet the mandatory qualifications listed below to be considered technically compliant for the component, and in order for the financial proposal to be opened:

Technical Evaluation

Max

Min

1.- Overall Response & Methodology

Max Score

20

14

Understanding of scope, objectives and completeness of response

10

Quality of the proposed approach, methodology and implementation plan

10

2.- Consultant Profile

Max Score

50

35

Consultant experience

25

Technical expertise of the consultant

25

Total Marks For Technical Component

70

49

3.- Financial Proposal

Full points are allocated to the lowest priced proposal that meets the minimum score on the technical proposal. The financial scores of the other proposals will be in inverse proportion to the lowest price.

30

N/A

Total Marks

100

Payment Schedule

The payment schedule will be based on the delivery of quality final products. The timeframe for each stage of the consultancy should be presented in the technical proposal and the payment schedule in the financial proposal. Payments will be made only based on the quality completion of deliverables, as approved by the Rwanda Education Board and UNICEF.

UNICEF reserves the right to withhold all or a portion of payment if performance is unsatisfactory, if work/outputs is incomplete, not delivered or for failure to meet deadlines.

Deliverables/Reports

Timing

Payment Schedule

1.-Capacity development reports

20 days

20%

2. Support to teacher registration process report

40 days

25%

3. Report on Data cleaning

60 days

35%

4. Final report

5 days

20%

Risks associated with the contract

Major risks relate to the quality of deliverables, notably those related to capacity development of district education officials and teachers to use effectively the TMIS system. To mitigate these risks, a technical committee composed of UNICEF, MINEDUC and REB staff will ensure quality assurance of processes and final products. Particular emphasis will be put on a more hands-on approach during capacity development activities to ensure ownership and sustainability of the system by district officials and easy manipulation by teachers. Lastly, a clear communication strategy about TMIS usage will be implemented to ensure teachers are sensitized to the importance and benefits of registering their profile on TMIS

General Conditions: Procedures & Logistics

In support of MINEDUC/REB, UNICEF Rwanda will be responsible for selection of the consultants to conduct the work described herein and will administratively supervise the consultants. The consultants will report to UNICEF on all contractual and technical issues and will work closely with and report to REB on a daily basis.

The products and deliverables of this consultancy are not the property of the consultancy firm. No deliverables may be shared or published without written permission from MINEDUC, REB and UNICEF. MINEDUC, REB and UNICEF will be free to adapt and modify them.

The consultant will be required to use his/her own computer. The Country Office will avail working space as required and facilitate transport for in-country travels.

The consultant is required to provide support free of charge when needed for a duration of 6 months, following the end of the consultancy.

How to Apply

Qualified candidates are requested to submit a cover letter justifying their interest and suitability for the assignment, resume/CV and P-11 form (http://www.unicef.org/about/employ/files/P11.doc). In addition, please provide a monthly rate. The financial proposal must be an all-inclusive lump sum

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, therefore, undergo rigorous reference and background checks, and will be expected to adhere to these standards and principles.

How to apply:

UNICEF is committed to diversity and inclusion within its workforce, and encourages qualified female and male candidates from all national, religious and ethnic backgrounds, including persons living with disabilities, to apply to become a part of our organization. To apply, click on the following link http://www.unicef.org/about/employ/?job=518413

We re transforming Africa through innovative scientific training, technical advances and breakthrough discoveries!

Established in 2003 in Cape Town, South Africa, the African Institute for Mathematical Sciences (AIMS) is a Pan-African network of centres of excellence offering postgraduate training, research, and public engagement for the advancement of Science, Technology, Engineering and Mathematics (STEM) in Africa. Building on the success of its first Centre in South Africa, AIMS launched the Next Einstein Initiative (NEI) in 2008 to scale up and roll out the AIMS model across the continent. Five additional centres were established in Senegal (2011), Ghana (2012), Cameroon (2013), Tanzania (2014), and Rwanda (2016). Its global secretariat is situated in Kigali, Rwanda and it has global offices in United Kingdom, Germany and Canada.

AIMS vision is to lead the transformation of Africa through innovative scientific training, technical advances and breakthrough discoveries which benefit the whole of society and its mission is to enable Africa s brightest students to flourish as independent thinkers, problem solvers and innovators capable of propelling Africa s future scientific, educational and economic self-sufficiency.

Collectively, AIMS centres provide an intensive and broad education to over 275 African students each year and prepares them for leadership careers in academia, government and industry. The AIMS educational program relies on top international lecturers who teach in a 24-hour learning environment.

If you bring a collaborative spirit with a passion to effect change, consider this opportunity as the

Director, People, Talent & Culture

Based from the AIMS-NEI Secretariat, and reporting to the President & CEO the Director, People, Talent & Culture (DPTC) you will be responsible to oversee, plan for and champion talent attraction, development and retention across the global network. In support of the organization s goals and objectives, you will give leadership to all aspects of human resources including organizational planning and development, recruitment and selection, learning and development, reward and recognition, people and culture, employee services, employee relations, volunteer relations, and regulatory compliance across multiple international jurisdictions. In addition, the DPTC will be an active member of the senior leadership team and be an exemplary model to contribute to, set and encourage a values-driven organizational culture.

As a well-established human resource professional, you have a demonstrated ability to interpret, develop and implement thoughtfully constructed strategies to engage the talent base in meaningful work and to inspire unwavering commitment to the continued growth and advancement of the organization s goals and objectives ultimately to cultivate the Next Einstein all while giving leadership to and managing a team of up to 9 direct and indirect team members.

You recognize the power of a values-based culture because you lead by example. You are known for your ability to nurture, develop and sustain effective relationships with senior leadership members, varying levels of staff, volunteers, vendors and suppliers and you are particularly in-tune with diverse cultural sensitivities across international lines. You take a collaborative approach to ensure stakeholder perspectives are considered and you are comfortable to effectively manage the complexities of conflicting priorities with utmost grace and diplomacy.

You are no stranger to the realities of a service delivery model and have the ability to establish and implement a variety of operational and administrative protocols, practices and systems to support and manage all aspects associated with the end to end cycle of people attraction, management, development and retention, across multiple geographical lines.

This is a full-time, open opportunity based at the Secretariat in Kigali, Rwanda.

Do you have what we need?

Bachelor s degree (Master s degree preferred), and a minimum of 10 years of HR experience in the above areas at a leadership role

Thorough understanding of HR policies and procedures (including compensation, recruitment, benefits, training)

Familiarity with labour laws in multiple jurisdictions including Africa, Europe, and North America and more specifically South Africa, Ghana, Cameroon, Senegal, Tanzania, Rwanda, Germany, Canada, UK, and USA

Must possess excellent decision-making, strategic thinking, interpersonal, and ethical conduct capabilities

Must be a self-starter with natural leadership and team building abilities

Excellent interpersonal, written and verbal communication skills are essential, with the ability to lead meetings and presentations, and to interface with all levels of staff with tact and diplomacy

Strong English language skills is must; knowledge of another language, preferably French, an asset

At ease to champion and incorporate change management principles to give guidance to organizational design and development

Must be a collaborative team player, possess a strong orientation for services and must be a consultative problem solver

Ability to balance organizational and employee interests

Highly proactive style of work, with a demonstrated track record of developing innovative approaches

Strong organizational and analytical skills

Ability to understand and adapt behaviour to a decentralized governance structure working with local HR expertise at centre level for harmonization and quality assurance across the network

Knowledge of the labour market in Africa is an asset

Proficiency with Microsoft Word, Excel, and PowerPoint required; knowledge of any HR software or payroll management system will be an asset

Ability and willingness to travel internationally

Are you ready to be a part of the transformation?

Submit your letter of motivation, including salary expectations together with a detailed CV as one document, in English to: careers@nexteinstein.org(Please quote Director, PTC in the subject line). Applications will be accepted until December 31, 2018.

Should no feedback be received from AIMS-NEI within four weeks of your submission, kindly accept that your application will not be further pursued. AIMS-NEI reserves the right not to make an appointment at its sole discretion.

AIMS-NEI is an equal opportunity employer.