Consultancy: Writer on Early Warning Early Response Mechanism Best Practices (Philippine Nationals Only)

Building the Resilience of women, young people, at-risk groups and their Communities Against violent Extremism (BRACE Project)

Terms and Reference for

“Writer on Early Warning Early Response Mechanism Best Practices”

(Philippine Nationals Only)

I. ABOUT NONVIOLENT PEACEFORCE

Nonviolent Peaceforce or NP is a nonpartisan international organisation founded in 2002 that works to reduce violence and increase the security of conflict-affected civilians. In the Philippines, NP is a long standing CSO partner of the Philippine government in its peace process with the Moro Islamic Liberation Front (MILF) since 2009 being the first international NGO to become a member of the International Monitoring Team (IMT) under its Civilian Protection Component (CPC)—now placed under the GPH-MILF Peace Implementing Panels. Recently, NP was able to get the official recognition of the Joint Normalization Committee (JNC) to participate in supporting and complementing the Bangsamoro normalization processes on the ground. Preventing violent extremism (PVE) is currently one of the core programmes of NP in the Philippines and its expanding presence in Southeast Asia. As violent extremist landscape continues to evolve, NP is increasing its investment to contribute in attaining peace and security in conflicted affected areas through nonviolent methodologies and complementary approaches.

II. BACKGROUND INFORMATION OF THE PROJECT

Four years into the transition, the Bangsamoro Autonomous Region in Muslim Mindanao (BARMM) led by its 80-member Bangsamoro Transition Authority (BTA) has gained undeniable progress in establishing the governance system of the new region. However, the momentum of transition was confronted with immense challenges when COVID-19 hit the Philippines early 2020 forcing the BTA to prioritize the pandemic response which contributed to the delays in the implementation of peace process roadmap. By end of 2020, the extension of the transition period was granted and signed into law on October 28, 2021 giving three more years to complete the transition process and take BARMM to its first elections in May 2025.

Similarly, the “normalization process”, as a commitment under the 2014 Comprehensive Agreement on the Bangsamoro (CAB), is running behind schedule as disrupted by the COVID-19 pandemic. One of these delays is the decommissioning of MILF combatants and their weapons as transition process towards integrating themselves into mainstream society being productive and peaceful citizens of the country. On another note, the interim government may have largely contained jihadists opposed to the peace process, with the help of the government forces, but the considerable delay in the ongoing normalization process, especially in the delivery of services, could spark massive frustrations among young and angry Moros in the past and could fuel the militancy.Many of these militants surrendered in order to avail of financial, livelihood, housing, and other forms of assistance from the government. On the other hand, reintegration programs for surrendered Islamist militants are also not universally accepted. There are locals, especially victims and affected communities, who feel that the government is rewarding those who fought against them, while deprioritizing 6 those who bore the brunt of violent extremism. This may foster resentment at surrenderee’s and negatively affect their reintegration into society. Furthermore, violent extremists have been using digital platforms as breeding grounds for online recruitment. A report also suggests that hate speech proliferates on these digital platforms. Young people are the most active users of the digital space, making them more susceptible to online hate and vulnerable to recruitment by extremists. In the Philippines, about 21 million digital platform users are between 18-24 years old.

III. OBJECTIVES

The writer will develop a comprehensive book on best practices in Early Warning and Early Response (EWER) mechanisms, focusing on the ground-level experiences and successes of NP’s EWER monitors/mechanisms in countering violent extremism and other NP programs. During training and workshops, the writer will collect and consolidate case studies and best practices from key areas across the project regions, highlighting successful EWER initiatives and will include local governments and civil society organizations. The geographic coverage will include areas where NP has established EWER structures, providing a rich repository of lessons learned and effective strategies for replication and scaling up.

IV. SCOPE OF WORK:

a. Research and Desk Review

• Conduct a comprehensive review of existing literature on EWER mechanisms, violent extremism, and NP’s programs.
• Identify best practices and lessons learned from initiatives. Analyze case studies and success stories from key areas across the project regions

b. Data Collection and Analysis

• Conduct interviews with key stakeholders, including:
• NP’s EWER monitors/mechanisms
• Local government officials
• Civil society organizations
• Beneficiaries of NP’s programs
• Collect and analyze data on EWER mechanisms, including:
• Types of early warning signs detected
• Response strategies employed
• Outcomes and impact
• Document best practices and lessons learned from successful EWER initiatives

c. Case Studies Development

• Write detailed case studies of 5-8 successful EWER initiatives in key areas across the project regions Include:
• Context and background information
• Description of EWER mechanisms used
• Outcomes and impact
• Lessons learned and best practices

d. Compilation of Best Practices

• Compile and organize best practices from the case studies and literature review into a comprehensive book on EWER mechanisms
• Organize the book into chapters or sections on:
• Introduction to EWER mechanisms
• Early Warning Signs and Indicato
• Response Strategies and Intervention
• Lessons Learned and Best Practice
• Conclusion and Recommendations

e. Review and Editing

• Review and edit the book for clarity, accuracy, and coherence
• Ensure that the book meets the required standards for publication

f. Finalizing the Book

• Finalize the book in a format suitable for publication (e.g., PDF, print-on-demand)

V. DUTIES AND RESPONSIBILITIES

• The writer will develop a comprehensive book on best practices in Early Warning and Early Response (EWER) mechanisms, focusing on ground-level experiences and successes of NP’s EWER monitors/mechanisms in countering violent extremism and other NP programs.
• During training and workshops, the writer will collect and consolidate case studies from key areas across the project regions, highlighting successful EWER initiatives.
• The writer will identify best practices in EWER mechanisms, including successful initiatives and effective strategies.
• The writer will engage with local governments and civil society organizations to gather information and insights on successful EWER initiatives.
• The writer will focus on areas where NP has established EWER structures, generating a comprehensive repository of lessons learned and effective strategies for replication and scaling up. By synthesizing the insights gained from the case studies and best practices, the writer will identify and highlight the most effective methods for replication and scaling
• To develop a comprehensive book on best practices in EWER mechanisms, drawing on ground-level experiences and successes from NP’s EWER monitors/mechanisms across various regions.

VI. PROFESSIONAL FEE AND MODE OF PAYMENT

The professional fee will be inclusive of tax and the payment will be done according to the following arrangement:

Instalments: 1st instalment

Amount: 20% of the total amount

Timeframe: Upon approval of inception report work plan

Instalments: 2nd instalment

Amount: 40% of the total amount

Timeframe: After submission of the draft book

Instalments: 3rd instalment

Amount: 40% of the total amount

Timeframe: After completion of the final version of the book

The payments will be made in A/C payee cheques in the name of the consultant/company.

Timeline: September 1- December 31, 2024

VII. GENERAL QUALIFICATION OF THE CONSULTANT:

The consultant shall have the following qualifications:

• Minimum 5 years of experience in research, writing, and project management, particularly in the areas of conflict prevention, peacebuilding, and counter-terrorism.
• In-depth knowledge of Early Warning and Early Response (EWER) systems, violent extremism, and counter-terrorism approaches. Additionally, possesses expertise in human rights, international humanitarian law, Women, Peace and Security, Youth, Peace and Security, small arms and light weapons, community-oriented policing, and gender sensitivity.
• A master’s degree in a relevant field such as International Relations, Conflict Resolution, Peace Studies, or a related field.
• Strong research and analysis skills, with the ability to collect and consolidate case studies and best practices from various sources.
• The candidate should have excellent written, editing, and oral communication skills in English.
• Strong networking skills, with the ability to engage with local governments, civil society organizations, and other stakeholders.

The process for selecting researchers/consultants involves the following steps:

1. Issuing a request for expression of interest.

2. Conducting a shortlisting of the received expression of interest.

3. Requesting the submission of technical and financial proposals through a request for proposal.

4. Evaluating the received proposals;

5. Awarding the task to the selected candidate.

VIII. APPLICATION PROCESS AND REQUIREMENTS

Qualified and interested parties are asked to submit the following:

a. The technical proposal should consist of the following components:

• A concise summary, not exceeding one and a half pages, that demonstrates the consultant’s comprehension of the Terms of Reference (TORs)
• An overview of the proposed methodology that will be employed to carry out the assignment.
• A comprehensive schedule of activities and work plan, including specific time frames.
• A detailed profile of the consultant, along with CV(s) for the lead consultant(s) and the supporting team. This profile should clearly outline the roles and responsibilities of each team member involved in the assignment. Additionally, it should include descriptions of at least two recent examples of relevant work.
• The consultant must provide contact information for three referees who can vouch for their ability to successfully complete similar assignments. This information should include the organization, assignment details, dates and duration, as well as the contact person’s name, email address, and phone number.

b. The financial proposal should include the following details:

• A breakdown of the consultant’s fees, itemized and indicating the professional rate.
• An itemized breakdown of any additional expenses that may be charged, such as field work-related costs, administrative costs, or overhead charges.
• The validity period for the quotation, specifying the duration for which the proposed fees and expenses will remain valid.

HOW TO APPLY

• Candidates meeting the above requirements are requested to submit all documents mentioned above, through our website detailing their experience and how they qualify for the role. Incomplete applications will not be considered.
• Address application to:
• DELSY RONNIE
• Head of Mission, Philippines
• Nonviolent Peaceforce
• The closing date for applications is Monday, 19 August 2024.
• As part of the recruitment process, shortlisted candidates may be asked to complete a written assignment and if successful, participate in an interview process.

SPECIAL NOTICE

Nonviolent Peaceforce is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, colour, religion, sex, sexual orientation, gender identity, national origin, or protected veteran status and will not be discriminated against based on disability.

Nonviolent Peaceforce acknowledges the duty of care to safeguard and promote the welfare of employees, contractors, volunteers, interns, communities we work with, and other stakeholders and is committed to ensuring safeguarding practice reflects statutory responsibilities and government guidance and complies with best practices in the Humanitarian and Development sector. NP expects all staff and volunteers to share this commitment through our code of conduct. We prioritise ensuring that only those who share and demonstrate our values are recruited to work for us.

The post holder will undertake the appropriate level of training and is responsible for ensuring that they understand and work within the safeguarding policies of the organisation.

All offers of employment will be subject to satisfactory references and appropriate screening checks, which can include criminal records and terrorism finance checks. NP also participates in the Inter Agency Misconduct Disclosure Scheme. In line with this Scheme, we will request information from job applicants’ previous employers about any findings of sexual exploitation, sexual abuse and/or sexual harassment during employment or incidents under investigation when the applicant left employment. By submitting an application, the job applicant confirms their understanding of these recruitment procedures.

NO FEE 

We never ask for payment as part of our selection process, and we always contact candidates via our corporate accounts and platforms. If you are approached for payment, this is likely to be fraudulent. Please check whether the role you are interested in is posted here on our website.

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