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 connected world

How can you make a difference?

For UNICEF to maintain and improve our position as a leading agency that delivers results for children and women, UNICEF needs to constantly keep abreast of changes in the development environment and new technologies.

In this context, UNICEF recognizes that a decisive factor in the organizational capacity is the adoption of digital transformation as a key enabler to improve programmes and operations, meaning better outcomes and results for children. The work of adapting to the massive changes that go along with digital transformation affects all areas of UNICEF and requires a whole-of-organization approach. As there is a strong correlation between the organization’s digital transformation and the use of digital technologies, ICTD needs to assert its leadership and vision to create opportunities to drive digital transformation.

Given that Digital Transformation happens in an environment with permanent fast evolving technologies, UNICEF’s ICT personnel need support to develop their skills on a continuous basis. The shift into the Digital Transformation model is therefore a compelling driver of strategies and investments in upscaling of skills across UNICEF’s ICT functional area.

Objectives of the consultancy

1. Conduct a Skills mapping exercise in ICTD, identifying both current existing skills in ICTD and gaps based on the findings of the ongoing review of ICTD’s operating model
2. Integrate the findings of the Skills mapping exercise with IDIOM to obtain a holistic overview of envisaged skills in the ICT functional area in UNICEF for the remaining of the current strategic cycle
3. Integrate the findings of the Skills mapping exercise with DHR’s Skills+ online tool
4. Develop a strategy for upscaling skills in the ICT functional area with three levels of recommendations (bold, moderate, conservative), also taking into account the outcome of the ICTD Divisional Review by external consultancy
5. Develop career paths and developmental plans aligned with the above strategy and UNICEF’s Mobility scheme that can be promoted to staff willing to advance their careers
6. Develop a communication strategy for the upscaling skills strategy and for the ICT function career path framework
7. Provide continuous support to the Regional ICT and T4D teams for the IDIOM framework, including roll out, refinement and capacity building capability

Scope of work

The scope of work for this consultancy encompasses a range of activities and processes designed to identify, assess, and manage the skills and competencies of employees within an organization. The key components are:

1. Skill Identification and Definition: Defining and listing the specific skills, competencies, and knowledge areas required within a range of sub- functions within ICTD and also at Regional and Country Office level. These are informed by the ICTD Divisional Review by external consultancy and by IDIOM as the operating model for the ICT function at Country Office level.
2. Data Collection and Documentation: Gathering information about skills through various means, such as self-assessments, manager assessments, performance appraisals, and formal skill assessments. This information is documented in a structured format.
3. Skill Profiling: Developing profiles for individual staff using DHR’s Skills+, outlining skills, proficiency levels, areas of expertise, and potential for growth. These profiles provide a snapshot of each employee’s skill landscape and should be considerate of Mobility in the ICT function.
4. Mapping to Job Roles and Functions: Matching the identified skills with specific job roles and ICT sub-functions within the organization. This step helps in understanding the skill requirements for each position and ensuring alignment with the organization’s goals.
5. Skill Gap Analysis: Comparing the skills possessed by staff against the skills required for their current roles or future roles. This analysis highlights skill gaps that need to be addressed through training, hiring, or other developmental initiatives.
6. Individual Development Plans: Creating a framework for career paths and accompanying personalized development plans for employees based on their skill profiles and identified skill gaps. These plans outline the steps needed to enhance existing skills and acquire new ones.
7. Training and Development Programs: Recommending training programs tailored to address specific skill gaps. These programs could include workshops, courses, online learning resources, stretch and development assignments, and mentoring.
8. Succession Planning: Identifying Talent pipeline opportunities and developing strategy for high-potential staff with recommendations for future leadership or critical roles within the ICT functional area.
9. Reporting and Analytics: Generating reports and dashboards that provide insights into the organization’s skill landscape. These reports can be used for decision-making, resource allocation, and strategic planning.
10. Integration with Performance Management: Linking skill mapping data with performance management processes to articulate how performance management, including leadership capacity will be a factor for consideration for future job opportunities and promotions.
11. Communication and Transparency: Ensuring clear communication with staff about the skill mapping process, its purpose, and the benefits it brings to their professional growth and the organization’s success.
12. Continued support to IDIOM roll-out in 2024 in the form of:
    • Remote support and advisory capacity to Regional ICT Chiefs and T4D Business Analysts for IDIOM Reviews and implementation, as required
    • Support to in-person IDIOM reviews to enable global capacity building
    • Develop an IDIOM implementation plan for Regional roll-out, embedding IDIOM framework to PPPX process, country budget guidelines and develop key indicators to measure adoption at Regional and Country office levels
    • Additional capacity building / training as required
    • Continuous refinement to IDIOM based on feedback and lessons learned from IDIOM reviews and collaboration with stakeholders across the organization

Key deliverables

1. Recommendation paper with criteria for definition of Highly Specialized posts in ICTD & Recommendations paper with opportunities and challenges for Succession Planning for the next Mobility cycle in the ICT function
2. IDIOM Regional roll out package, supporting each Regional ICT and T4D team to develop a Regional Roll out strategy
3. Report with Inventory of existing skills and skills gap identification with quantification of gap in respective functional and sub-functional areas in ICT functional area
4. Guidance package to staff regarding the roll-out of Skills+ in the ICT function
5. Learning needs assessment and recommendation report for upscaling skills with training and learning activities in key gap areas
6. Career path framework which reflects technical tracks and is inclusive of levels/hierarchy, timeframe, mobility in the ICT function, recommendations for skills acquisition and development, growth into leadership levels
7. Guidance package, monitoring tool and communication strategy for career path framework, to staff members
8. Strategy paper for Talent Management and Upscaling skills in the ICT function, including recommendations
9. SharePoint page with information and resources to staff regarding the above
10. Lessons learned package to collect, consolidate, review, prioritize and implement feedback on the IDIOM framework through collaboration with the IDIOM working group / can be invoiced on monthly basis
11. Monthly update on Capacity building package for the IDIOM framework, including continued refinement of materials, presentations/briefings to global colleagues and support to Regional ICT and T4D teams / can be invoiced on monthly basis / Develop an IDIOM implementation plan for Regional roll-out, embedding IDIOM framework to PPPX process, country budget guidelines and develop key indicators to measure adoption at Regional and Country office levels

Activities based on cost-recovery model (charged to Regional or Country Office)

12. Implementation of the IDIOM Regional roll out package – in person support (anticipate 1 per Region – 7 in total) – Cost recovery to each region
13. On demand Implementation of the IDIOM Regional roll out package – remote / advisory support (estimate 3 per Region – 21 in total) – Cost recovery to each region per review

Timeline and budget allocation

To qualify as an advocate for every child you will have…

• An advanced university degree (Master’s or higher) in  ICT, Business Administration,  Organizational Design, Project Management or related
• 8 years of relevant professional experience in planning and organizational design
• Technical skills, knowledge and track record in design and implementation of initiatives in the area of organizational development, learning needs assessment, career development and frameworks in the ICT sector
• Previous experience working with organizations in the United Nations system
• Relevant academic qualifications
• Sound communication skills
• Capacity to develop presentation and communication materials, including Sharepoint pages.
• Fluency in English

Duration of contract: 12 months

Travel

Minimum of one, possibly two trips to Valencia are envisaged (two days duration). Financial proposal should include and be explicit regarding travel costs.

Anticipated minimum 5 in person missions to COs to facilitate IDIOM roll out (1 week duration each). Travel costs will be determined and reimbursed based on location when the mission plans are finalized.

Financial Proposal: 

For every Child, you demonstrate…

UNICEF’s values of Care, Respect, Integrity, Trust, Accountability, and Sustainability (CRITAS).  To view our competency framework, please visit  here.

UNICEF is here to serve the world’s most disadvantaged children and our global workforce must reflect the diversity of those children. The UNICEF family is committed to include everyone, irrespective of their race/ethnicity, age, disability, gender identity, sexual orientation, religion, nationality, socio-economic background, or any other personal characteristic.

UNICEF offers reasonable accommodation for consultants/individual contractors with disabilities. This may include, for example, accessible software, travel assistance for missions or personal attendants. We encourage you to disclose your disability during your application in case you need reasonable accommodation during the selection process and afterwards in your assignment.

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 be expected to adhere to these standards and principles and will therefore undergo rigorous reference and background checks. Background checks will include the verification of academic credential(s) and employment history. Selected candidates may be required to provide additional information to conduct a background check.

Remarks: 

Only shortlisted candidates will be contacted and advance to the next stage of the selection process.

Individuals engaged under a consultancy or individual contract will not be considered “staff members” under the Staff Regulations and Rules of the United Nations and UNICEF’s policies and procedures, and will not be entitled to benefits provided therein (such as leave entitlements and medical insurance coverage). Their conditions of service will be governed by their contract and the General Conditions of Contracts for the Services of Consultants and Individual Contractors. Consultants and individual contractors are responsible for determining their tax liabilities and for the payment of any taxes and/or duties, in accordance with local or other applicable laws.

The selected candidate is solely responsible to ensure that the visa (applicable) and health insurance required to perform the duties of the contract are valid for the entire period of the contract. Selected candidates are subject to confirmation of fully-vaccinated status against SARS-CoV-2 (Covid-19) with a World Health Organization (WHO)-endorsed vaccine, which must be met prior to taking up the assignment. It does not apply to consultants who will work remotely and are not expected to work on or visit UNICEF premises, programme delivery locations or directly interact with communities UNICEF works with, nor to travel to perform functions for UNICEF for the duration of their consultancy contracts.