Procurement Notices

Project Description 

The Regional Human Rights Commission (RHRC) the human rights institution in Autonomous Region for Muslim Mindanao (ARMM) created under Muslim Mindanao Act 288 (MMA Act 288), is currently implementing an 18-month project funded by the European Union through the United Nations Development Programme (UNDP) focused  on Supporting Transition to the Bangsamoro: Strengthening Institutions for Peace and Human Rights. The project has four major outputs, all contributing to strengthen RHRC as an institution in the future Bangsamoro.

Legal Bases:

• The Civil Service Commission (CSC), in its Resolution No. 1200481 dated March 16, 2012, promulgated Memorandum Circular No. 6, s. 2012, “Guidelines in the Establishment and Implementation of Agency Strategic Performance Management System”, mandating all agencies of the government to establish their Strategic Performance Management System (SPMS).
• The Regional Human Rights Commission, ARMM submitted its very own SPMS and was approved by the Civil Service Commission- ARMM dated August 29, 2014. As part of the SPMS, the criteria for evaluation of each unit and employees’ performance are contained in the form of indicators that describe the attributes of each program, and rubrics that identify the unit/individual performance.  A Human Resource Development Plan provides activities that support the competencies that a qualified evaluator needs in order to effectively evaluate the employees.  Remediation to employees who had been rated unsatisfactory in a specific area takes the form of a Performance Improvement Plan, which contains an action plan of activities to be carried out by the employee and the qualified evaluator/support staff in order to bring about improvement in a deficient area.
• Under CSC Memorandum Circular No. 3, s. 2012 “Program to Institutionalize Meritocracy and Excellence in Human Resource Management (PRIME-HRM), part of the components of the program are the HR Plan, Training and Development and Career Pathing Program which is included in the Human Resource Development Plan.

The Importance of Human Resource Development Plan

• To carry out the mandates of the institution, it is imperative that the organization should make an effort design programs to make human capital a source of competitive advantage. Human Capital is an organization’s most important asset. The Human Resource Development Plan is needed to establish to ensure that personnel will be able to meet the standard of an International Human Rights Institution.
• The RHRC is seeking to engage a consultant to carry out research and author of the idealistic and functional Human Resource Development Plan of the Regional Human Rights Commission, ARMM.

Scope of Work

Specifically, the consultant would be expected to:

1. Carry out a review of the CSC existing policies, memoranda and circular related to the Human Resource and provide a report thereon (to be included in the Human Resource Development Plan);
2. Carry out a review of the existing HR policies and procedure involving training of personnel and training assessment and provide a report and recommendations to the RHRC (to be included in the Human Resource Development Plan);
3. Carry out the review on the previous trainings attended by the personnel,  and based on the review identify gaps and weaknesses and provide a report and recommendations to the RHRC (this be included in the Human Resource Development Plan);
4. Evaluate, analyze and assess competencies and capacities of personnel vis-a-vis their job description (this be included in the Human Resource Development Plan).
5. Conduct strategic analysis on human resource issues among deaprtments and offices and to provide a report and recommendations to the RHRC (this be included in the Human Resource Development Plan);
6. Review the Job Description of all personnel and based on the review, identify the priority training needs required and develop a training plan to execute the identified training needs;
7. As needed,  provide analysis and recommendation on the Job Description of personnel;
8. Work closely with the RHRC Commission en banc, Senior Management, Human Resource Personnel and International Human Rights Expert to propose a different strategic approach on the Capacity Development Program of RHRC personnel;
9. Conduct interview with all RHRC personnel for possible depth analysis on their skills; and
10. Link the mandate, mission and vision and  Four Key Result Areas with the overall human resource capacities of RHRC so that the latter can effectively perform said mandate, mission and vision and  Four Key Result Areas; and
11. Provide an overall Human Resource Development Plan for the RHRC;

Expected Outputs and Deliverables

The Human Resource Development Plan expected to provide a framework for the identification of RHRC personnel’s skill needs, both current and for the future, and for the identification and incorporation of the learning needs of individuals. The main objective of this output is to have a workforce that has the skills and knowledge to undertake the tasks required, and that is eager to learn new skills in order to be able to meet future challenges and able to meet the standard of an Internation Human Rights Institution.

Deliverables

1. A comprehensive Human Resource Development Plan for RHRC personnel for 2015-2020 that links to the RHRC Strategic Plans;
2. Pre - training assessment form and a post - training evaluation form;
3. Background paper on the status of personnel’s skills;
4. Background paper on the proposed intervention on the training needs and skills of personnel;
5. Background paper on the selection of training and development programmes, training methods and training providers;
6. A briefing paper on the criteria for selection of officials and personnel for training and development.
7. An orientation/briefing  to the selected RHRC personnel for the implementation/execution of the said plan, at a reasonable period after submission of the HRD Plan

Institutional Arrangements

The Contractor/ Subscriber shall directly report to the RHRC Executive Director, designate and/or to a designated Focal Person during the duration of his/her contract. All draft and final report shall be communicated to them respectively.

All information and other data gathered and prepared in the conduct of the activities of this project shall be the sole property of the RHRC, ARMM. The consultant shall not have the right to disclose any information pertaining to the herein engagement without clearance from the RHRC, ARMM.

All RHRC organizational information handled by both parties must be treated with confidentiality.

Duration of the Work

The consultant will work for a maximum of 30 person-days, spread over a period of 3 months.

Duty Station

This is an output-based Contract. The Contractor will not be required to report regularly or be present at RHRC during the contract period but might be requested to attend meetings and report at the RHRC Office for activities related to the consultancy. Deliverables and output deadlines will be specified in the mutually agreed upon workplan between RHRC and the Contractor.

Qualification Of Successful Individual Contractor

The selected consultant should have the following experience:

• Specialization in HR or PhD in Human Resource/Public Administration;
• Have a knowledge or at least 3years experience of modern Human Resources Development techniques and an understanding of organizational theory;
• At least, have a solid background on a Human Rights Institution;
• Work experience with government agencies is an advantage;
• Excellent communication, interpersonal and team building skills;
• Able to work independently, arranging travel, appointments, and interviews for himself/herself;
• Have experience in social research methods;
• Strong strategy and decision-making skills;
• Good organizational skills

Scope of Price Proposal and Schedule of Payments

1st Tranche - 20% - Upon Upon signing of the Contract and submission of Work Plan

2nd Tranche - 40% - Upon submission of: Develop a pre - training assessment form and a post - training evaluation form; Background paper on the status of personnel’s skills; Background paper on the proposed intervention on the training needs and skills of personnel; Background paper on the selection of training and development programmes, training methods and training providers.

3rd  Tranche - 40% - Upon completion of:Develop a comprehensive Human Resource Development Plan for RHRC personnel for the period of 2015-2020 that links to the RHRC Strategic Plans;A briefing paper on the criteria for selection of officials and personnel for training and development.After submission of the HRD Plan, conduct orientation/briefing  to the selected RHRC personnel for the implementation/execution of the said plan.

Criteria for Selection of the Best Offer

Cumulative analysis

When using this weighted scoring method, the award of the contract will be made to the individual consultant whose offer has been evaluated and determined as:

• Responsive/compliant/acceptable, and
• Having received the highest score out of a pre-determined set of weighted technical and financial criteria specific to the solicitation.

Technical Criteria weight: 70%

Financial Criteria weight: 30%

Application Requirements

• Comprehensive CV
• Financial Proposal

Kindly email all applications at procurement.ph@undp.org on or before the extended deadline of 19 June 2015.