National Consultant

UN Woman, India

Skill Required: Project/ Programme Management
Preferred Experience: 
8 to 10 Year
Email for CV Submission: 
Apply By: 
20th November, 2017


Job Description

Background

UN Women is the UN organization dedicated to gender equality and the empowerment of women. UN Women supports UN Member States as they set global standards for achieving gender equality, and works with governments and civil society to design laws, policies, programmes and services needed to ensure that the standards are effectively implemented and truly benefit women and girls worldwide. It works globally to make the vision of the Sustainable Development Goals a reality for women and girls and stands behind women’s equal participation in all aspects of life, focusing on five priority areas: increasing women’s leadership and participation; ending violence against women; engaging women in all aspects of peace and security processes; enhancing women’s economic empowerment; making gender equality central to national development planning and budgeting.
In the area of peace and security, UN Women is a global advocate for strengthening women’s participation in positions of leadership and decision making in all matters related to conflict prevention and resolution, peacebuilding, peacekeeping, rule of law and access to justice.

In India, UN Women works in close partnership with select security sector institutions to build capacities of stakeholders on gender sensitive designing, implementation and monitoring of relevant programmes. Since 2015, UN Women has been working on mainstreaming gender in the Rapid Action Force (RAF), which is a specialized force in the Central Reserve Police Force (CRPF), set up to deal with riots and riot like situations, crowd management and maintenance of public order[1].
The RAF, being an integral part of the state machinery, is responsible for protecting and safe-guarding citizens’ rights, including women’s rights. It is therefore critical that members of the force are equipped with the necessary skills and knowledge on designing, implementing and monitoring gender-responsive plans which are sensitive particularly to the difference in the security threats to women, men and other genders, their varying vulnerabilities, needs, challenges and concerns[2]. Unfortunately, however, gender and human rights concerns have hitherto remained outside the scope of its training curriculum[3].

Between 2015 and 2016, UN Women along with the Department for Peacekeeping Operations (DPKO) strengthened the capacities of officers selected for international deployment to United Nations Peace missions. In 2017, UN Women and the RAF expanded their area of cooperation to include sensitization of RAF officers deployed within India. Thereafter, starting in May 2017, UN Women conducted monthly learning sessions at the RAF Academy of Public Order (RAPO). The sessions comprised of knowledge inputs on basic gender concepts, sexual/gender-based violence and the roles and responsibilities of the police in strengthening gender equality. Ninety per cent of the participants had never attended a lecture on gender mainstreaming and women’s rights and more than 80 per cent of the officers requested additional training on the subject.
UN Women has now signed a Letter of Intent with the RAPO in Meerut, Uttar Pradesh with the objective to institutionalize a gender perspective in all the trainings that are conducted at the Academy. This will be achieved through strengthening the gender-related technical expertise of the resident trainers at the RAPO. Under the partnership, a training of trainers, together with the development of a context specific training manual and other learning material is envisaged.

[1] Central Reserve Police Force. 2017. Accessed on 14 July 2017 at http://crpf.nic.in/index.htm
[2] Belgrade Centre for Security Policy. 2013. Gender and police: seminar on gender mainstreaming in policing. Accessed on 21.09.2017 at http://www.bezbednost.org/BCSP-News/5171/Gender-and-police-seminar-on-gender.shtml
[3] UN DPKO/DFS. 2008. DPKO/DFS Guidelines For Integrating Gender Perspectives Into The Work Of United Nations Police In Peacekeeping Missions. p.24. New York. Accessed on 21.09.2017 at http://www.resdal.org/observatorio-mujer/police-guidelines.pdf

Duties and Responsibilities

The main objective of the consultancy is to build the capacities of the 40 resident RAPO trainers on gender and policing and thus contribute to the mainstreaming and institutionalization of gender perspectives in all future trainings in the Academy.
Detailed tasks are outlined below:
Conduct an introductory and a follow-up meeting with RAPO officials to define the scope of work, including identification of the relevant sessions in their current training curriculum where gender perspectives are to be integrated, as well as understand their specific needs and expectations to design the contours of the standalone session on gender.
Design a training manual on Gender and Policing targeted at officers from the Central Reserve Police Force’s Rapid Action Force (RAF). This training manual will be contextualized to local realities and the special mandate of the RAF officers, and will be based on the ‘Facilitating Change - Restructuring Gender Relations. A Manual for Police Trainers’ prepared by the Centre for Social Research (CSR), the National Human Rights Commission (NHRC) and UN WOMEN in 2015;
Develop, facilitate and conduct a two-day Training of Trainers (TOT) with the 40 resident trainers from RAPO to strengthen their gender-related technical expertise and enable them to utilize the produced gender manual for the trainings of the RAF officers, as well as to integrate gender into all aspects of their training efforts.

Expected Deliverables:

One training manual on gender mainstreaming in the RAF;
40 in-house trainers from the RAF Academy of Public Order (RAPO) in Meerut, Uttar Pradesh, with the capacity to integrate gender perspectives into their annual training curriculum.
Specifically, the consultant will be responsible for the following deliverables:
Inception report with draft design of the training manual and the TOT, as well as monitoring and evaluation tools;
Production of the training manual;
Delivery of the TOT for resident RAPO trainers, including needs assessment and end-line evaluation;
Impact assessment of the TOT.

Time Frame:

  • 1 – 30 January 2018 (5 days) (10%):
  • 10 January 2018: Inception report submitted to UN Women.
  • 11- 30 January 2018: Consultations with RAPO officials to understand their annual training curriculum and specific needs and gaps.
  • 1 February- 30 March (25 days) (50%):
  • 10 February 2018: First draft of the training manual submitted to UN Women.
  • 1 March 2018: Comments from UN Women and RAPO incorporated into the Training manual.
  • 15 March 2018: TOT learning material (presentations, handouts, exercise sheets, etc.) developed.
  • 1 – 30 April 2018 (20 days) (40%):
  • 1-15 April 2018: TOT for resident RAPO trainers conducted.
  • 30 April 2018: Report of the TOT submitted to UN Women.

Competencies

Corporate Competencies:

  • Demonstrates commitment to UN Women’s mission, vision and values;
  • Displays cultural, gender-related, religious, ethnic and age-related sensitivity and adaptability.
  • Knowledge Management and Learning:
  • Shares knowledge and experience;
  • Actively works towards continuing personal learning, acts on learning plan and applies newly acquired skills.
  • Development and Operational Effectiveness
  • Ability to perform a variety of specialized tasks related to design, planning and implementation of programmes and trainings, research, reporting;
  • Ability to provide inputs to and use new IT based systems.
  • Leadership and Self-Management:
  • Focuses on result for the client and responds positively to feedback;
  • Consistently approaches work with energy and a positive, constructive attitude;
  • Good writing and communication skills;
  • Ability to work under pressure;
  • Demonstrates openness to change and ability to manage complexities;
  • Good understanding of gender and development in South Asia;
  • Demonstrable ability to work in a team;
  • Excellent computer literacy and skills.

Required Skills and Experience

Education:

  • Masters degree in Gender Studies, Social Sciences or any other Gender and Development-related field;
  • Experience:
  • Minimum 8 years of relevant experience;
  • Experience in designing and developing trainings and required materials preferably on gender and policing issues;
  • Proven expertise and skills on training facilitation and management;
  • Sound knowledge on gender and security issues in India;
  • Ability to work independently and with minimal supervision.

Language:

Strong verbal and written skills in English and Hindi.

Application:

Interested applicants should apply to this announcement through UNDP jobs site: jobs.undp.org
Interested individual consultants must submit the following documents/information to demonstrate their qualifications in one single PDF document:
All applications must include (as an attachment) the completed UN Women Personal History form (P-11) which can be downloaded from http://asiapacific.unwomen.org/en/about-us/jobs;
Kindly note that the system will only allow one attachment, please combine all your documents into one (1) single PDF document. Applications without the completed UN Women P-11 form will be treated as incomplete and will not be considered for further assessment;
Applications received after the close date will not be accepted;
Only short-listed candidates will be contacted.
Please include 2 writing samples, preferably training reports on gender mainstreaming and related issues.
Payment will be on a lump sum basis and the selected candidate will be expected to start as soon as the contract is signed. Please note that we cannot consider applications without a completed P11.

Evaluation and Selection Criteria

Criteria for shortlisting of CVs will be based on the following assessment:
Required Degree and Qualification (5 points);
Demonstrable experience relevant to the assignment (10 points);
Working knowledge and experience of working on Gender Issues related to Peace & Security (5 points).

The evaluation process for selection of the candidate will be based on the following assessment:

  • Interview
  •  Writing Samples

Note:
In July 2010, the United Nations General Assembly created UN Women, the United Nations Entity for Gender Equality and the Empowerment of Women. The creation of UN Women came about as part of the UN reform agenda, bringing together resources and mandates for greater impact. It merges and builds on the important work of four previously distinct parts of the UN system (DAW, OSAGI, INSTRAW and UNIFEM), which focused exclusively on gender equality and women’s empowerment.


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