UNDP recruiting Consultant for Developing Training Procedures Manual
Tbilisi, Georgia, 27 March 2014
The Ministry of Regional Development and Infrastructure (MRDI) is a governmental institution, which is responsible for regional development, local self-government reform and infrastructure development in Georgia. MRDI plans to implement ambitious reforms in the field of local and regional governance and development. The UNDP project – Fostering Regional and Local Development in Georgia provides extensive capacity development support to MRDI. As part of its activities under Output 3, the project assists MRDI to enhance the knowledge and skills of the employees of the regional governors’ administrations and Local Self Governments (LSGs) through an array of wide-range quality trainings. To this end, the project closely cooperates with LEPL Vano Khukhunaishvili Center for Effective Governance System and Territorial Arrangement Reform (CEGSTAR) under MRDI.
To enhance capacity of CEGSTAR to prepare, implement, and evaluate offered trainings effectively, UNDP shall hire a Training Expert to develop a Training Procedures Manual for CEGSTAR. The manual shall be in Georgian and cover all essential elements related to training preparation, implementation and evaluation.
Objective of the activity is development of Training Procedures Manual (at least 150 pages, 30,000 words) to allow CEGSTAR to ensure utilization of unified and systematic approach and aligned procedures while preparing and delivering trainings to the employees representing MRDI, regional administrations, and LSGs countrywide. The manual shall be used as a guidebook by CEGSTAR, MRDI HR management officers, and municipal and regional administration leaderships and HR management employees.
Duties and Responsibilities
Under the supervision of the UNDP Project Manager and in close collaboration with CEGSTAR, the Training Expert shall carry out the following activities:
Develop detailed structure of the manual and agree with the Project Manager and CEGSTAR;
Develop Training Procedures Manual that shall introduce the best practices for training design and implementation and will cover all key aspects of training cycle, including (but not limited to):
Training Needs Analysis (TNA): detailed description of methods for implementing TNA, including: methods for conducting functional analysis in the context of TNA, identification of training needs of the target groups (organization) based on the functional analyses, and determination of training goals to meet the organization’s needs;
Annual Training Plan Development: detailed description of methods of development of training plans and schedules, including definition of training dates and target audiences (learners); Description of annual training budget development procedures.
Training Design: suggestions for identifying learning objectives, developing course content, lessons and sequence of lessons, training methods (detailed description of at least five interactive methods), supporting group feedback, clarifying training materials, developing and administering tests and conducting the final evaluation, identifying needed facilities, necessary funding, etc..;
Training Package Development: description of training resources’ and materials’ development process, including, development of visual aids, graphics, manuals, etc.
Training Implementation: description of the training implementation process, including description of procedures for training planning, definition of timeframes for ToR development, procurement, and training providers’ identification and contracting, training delivery, etc.
Training Evaluation: description of training evaluation methods and process, including pre-training, during and post-training evaluation;
Public information management: description of standards and procedures for creation and publishing up-to-date and objective information, both quantitative and qualitative, about the programs offered;
Return-on-investment (ROI) – description of methods and a process for measuring the monetary benefits obtained by an organization over specified period in return for a given investment in a training program.
Develop and incorporate into the manual training-related forms and templates (sample of TNA questionnaire, sample of training plans, schedules, training curriculum, course and lesson plans, trainer’s notes, training evaluation forms, etc.);
In the course of the manual development, discuss each module and solicit feedback and suggestions from CEGSTAR and UNDP relevant staff;
In the course of the manual development closely cooperate with the Training Quality Assurance Expert, contracted for the development of the Training Quality Assurance Manual;
Provide consultations to CEGSTAR relevant staff in regard to all important aspects of the training cycle.
Individual consultants will be evaluated based on the cumulative analysis methodology:
The award of the contract will be made to the individual consultant whose offer has been evaluated and determined as:
Having received the highest score out of a pre-determined set of weighted technical and financial criteria specific to the solicitation.
Candidates who do not meet Minimum Qualification Criteria will be automatically rejected, while the rest will form up the long list. The candidates who obtain minimum 35 points as a result of the desk review will be invited for an interview. Applicants, who obtain minimum of 14 points (70% of the maximum obtainable 20 points) at the interview, will be requested to provide financial proposal. Final decision will be reached by a cumulative score, adding up desk review, interview and financial scores.
Training Procedures Manual’s detailed structure (to be submitted and agreed with UNDP and CEGSTAR);
Training Procedures Manual’s final version (to be submitted and approved by UNDP and CEGSTAR).
Deadline: 10 April 2014
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