Recrutement d’un(e) Consultant (e ) international en Evaluability assessments du programme M4D et du programme 2ème chance

UNICEF works in over 190 countries and territories to save children’s lives, defend their rights, and help them fulfill their potential, from early childhood through adolescence.

At UNICEF, we are committed, passionate, and proud of what we do for as long as we are needed. Promoting the rights of every child is not just a job – it is a calling.

UNICEF is a place where careers are built. We offer our staff diverse opportunities for professional and personal development that will help them reinforce a sense of purpose while serving children and communities across the world. We welcome everyone who wants to belong and grow in a diverse and passionate culture., coupled with an attractive compensation and benefits package.

Visit our website to learn more about what we do at UNICEF.

For every child, the right to a future

Les objectifs de l’evaluabilty assessment sont :
• Objectif 1: Évaluer l’adéquation, la validité et la disponibilité de la documentation, des résultats (y compris les systèmes de rapport) et des indicateurs à utiliser comme éléments de preuve pour mesurer dans quelle mesure les résultats ont été atteints de manière pertinente et efficace par rapport aux objectifs fixés.
• Objectif 2: Dans quelle mesure les données disponibles (techniques, financières, humaines, gestion documentaire et autres) sont suffisantes pour évaluer l’efficacité et l’efficience dans l’atteinte des résultats.
• Objectif 3: Réaliser une analyse des parties prenantes, des partenaires et de la coordination dans la planification, la mise en œuvre, le suivi et la communication des résultats.
• Objectif 4 : Fournir des recommandations clés sur la manière dont la logique des programmes M4D et 2ème chance puisse être améliorée.

How can you make a difference? 

Le consultant individuel répondra aux questions clés suivantes dans le cadre des objectifs de l’évaluation. Les questions seront discutées et affinées avec le consultant recruté pour mener l’evaluability assessment lors de la phase de démarrage.
• Y a-t-il une théorie du changement bien articulée pour les programmes M4D et de 2ème chance ?
• La théorie du changement est-elle flexible et réactive aux facteurs externes ? Y a-t-il eu des modifications de la logique d’intervention au cours de l’implémentation et pourquoi ? Les liens de causalité entre les différents niveaux de la logique d’intervention sont-ils clairs ? Les risques et hypothèses identifiés sont-ils adéquats ?
• Des données de référence sont-elles en place pour les indicateurs ? Sinon, des activités sont-elles prévues pour générer la base de référence ?
• Les indicateurs sont-ils fiables pour la prise de décision concernant les améliorations des programmes ?
• Les moyens de vérification sont-ils clairement identifiés et fiables pour tous les indicateurs de résultats et de produits ? Génèrent-ils des données/informations à des intervalles raisonnables pour aider à suivre et documenter les progrès au fil du temps ?
• Existe-t-il des mécanismes et des ressources humaines et financières adéquates pour collecter des données pertinentes de manière cohérente ?
• Les indicateurs ont-ils été définis (par exemple, numérateurs et dénominateurs) sans ambiguïté ? Une valeur cible pour l’indicateur a-t-elle été fournie, y compris pour toute désagrégation nécessaire ?
• Des mesures, outils et mécanismes sont-ils en place pour mesurer l’intégration et les progrès réalisés par rapport à des priorités transversales telles que le genre, les droits de l’homme, la connaissance, les attitudes et pratiques, les adolescents (ADAP)

• Les ressources financières sont-elles clairement alignées avec les résultats planifiés des deux programmes ?
• Quel est le programme le plus évaluable ? Quel est le programme prioritaire à évaluer en référence aux indicateurs de sélection de la Politique de l’évaluation de l’UNICEF ? Et quels sont les ajustements nécessaires pour chaque programme pour renforcer leur évaluabilité/ leur logique ? Une évaluation intégrée des deux programmes est-elle désirable, faisable et moyennant quelles conditions et ajustements?

If you would like to know more about this position, please review the complete Job Description here:  Terms of Reference Evaluability Assessment education programmes Tunisia shared with RO 21 Sep ht SR final.docx

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

Minimum requirements:

• Mastère en Evaluation, development studies economics, social science, etc.).
• Au moins 7 ans d’expérience dans la réalisation et la gestion d’évaluations multidisciplinaires. 
• Familiarité avec la planification, la mise en œuvre, le suivi, le reporting et les engagements fondamentaux de l’UNICEF envers les enfants. 
• Une expérience dans la conduite des evaluability assessment est désirable 
• Excellentes compétences en communication orale et écrite en français. 
• Proposition technique/compréhension des termes de références 

For every Child, you demonstrate…

UNICEF’s Core Values of Care, Respect, Integrity, Trust and Accountability and Sustainability (CRITAS) underpin everything we do and how we do it. Get acquainted with Our Values Charter: UNICEF Values

The UNICEF competencies required for this post are…

(1) Builds and maintains partnerships

(2) Demonstrates self-awareness and ethical awareness

(3) Drive to achieve results for impact

(4) Innovates and embraces change

(5) Manages ambiguity and complexity

(6) Thinks and acts strategically

(7) Works collaboratively with others 

[add the 8^th competency (Nurtures, leads and manages people) for a supervisory role]. 

Familiarize yourself with our competency framework and its different levels.

[Remove the following paragraph if not a child safeguarding elevated risk role] This position has been assessed as an elevated risk role for Child Safeguarding purposes as it is either a role with direct contact with children, a role that works directly with identifiable children’s data, a safeguarding response role, or an assessed risk role. Additional vetting and assessment for elevated risk roles in child safeguarding (potentially including additional criminal background checks) apply.

UNICEF promotes and advocates for the protection of the rights of every child, everywhere, in everything it does and is mandated to support the realization of the rights of every child, including those most disadvantaged, and our global workforce must reflect the diversity of those children. The UNICEF family is committed to include everyone, irrespective of their race/ethnicity, disability, gender identity, sexual orientation, religion, nationality, socio-economic background, minority, or any other status.

UNICEF encourages applications from all qualified candidates, regardless of gender, nationality, religious or ethnic backgrounds, and from people with disabilities, including neurodivergence. We offer a wide range of benefits to our staff, including paid parental leave, breastfeeding breaks and reasonable accommodation for persons with disabilities. UNICEF provides reasonable accommodation throughout the recruitment process. If you require any accommodation, please submit your request through the accessibility email button on the UNICEF Careers webpage Accessibility jobs-near-me.org UNICEF. Should you be shortlisted, please get in touch with the recruiter directly to share further details, enabling us to make the necessary arrangements in advance.

UNICEF does not hire candidates who are married to children (persons under 18). 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 based on gender, nationality, age, race, sexual orientation, religious or ethnic background or disabilities. UNICEF is committed to promote the protection and safeguarding of all children. All selected candidates will, therefore, undergo rigorous reference and background checks, and will be expected to adhere to these standards and principles. 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, and selected candidates with disabilities may be requested to submit supporting documentation in relation to their disability confidentially.

UNICEF appointments are subject to medical clearance.  Issuance of a visa by the host country of the duty station is required for IP positions and will be facilitated by UNICEF. Appointments may also be subject to inoculation (vaccination) requirements, including against SARS-CoV-2 (Covid). Should you be selected for a position with UNICEF, you either must be inoculated as required or receive a medical exemption from the relevant department of the UN. Otherwise, the selection will be canceled.

Remarks:  

As per Article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity.

UNICEF is committed to fostering an inclusive, representative, and welcoming workforce. For this position, eligible and suitable [Insert candidates from targeted underrepresented groups] are encouraged to apply.

Government employees who are considered for employment with UNICEF are normally required to resign from their government positions before taking up an assignment with UNICEF. UNICEF reserves the right to withdraw an offer of appointment, without compensation, if a visa or medical clearance is not obtained, or necessary inoculation requirements are not met, within a reasonable period for any reason. 

UNICEF does not charge a processing fee at any stage of its recruitment, selection, and hiring processes (i.e., application stage, interview stage, validation stage, or appointment and training). UNICEF will not ask for applicants’ bank account information.

[Applicable to HQEI positions, remove the below text if not applicable]

In this role, you will collaborate with colleagues across multiple locations. For effective collaboration, we encourage flexible working hours that accommodate different time zones while prioritizing staff wellbeing.

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Mobility is a condition of international professional employment with UNICEF and an underlying premise of the international civil service.

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Humanitarian action is a cross-cutting priority within UNICEF’s Strategic Plan. UNICEF is committed to stay and deliver in humanitarian contexts. Therefore, all staff, at all levels across all functional areas, can be called upon to be deployed to support humanitarian response, contributing to both strengthening resilience of communities and capacity of national authorities.

[Adapt the below paragraph or remove it if not applicable]

[CO/ HQ specific: visa residence requirements: i.e.: UNICEF shall not facilitate the issuance of a visa and working authorization for candidates under consideration for positions at the national officer and general service category.]

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All UNICEF positions are advertised, and only shortlisted candidates will be contacted and advance to the next stage of the selection process. An internal candidate performing at the level of the post in the relevant functional area, or an internal/external candidate in the corresponding Talent Group, may be selected, if suitable for the post, without assessment of other candidates.

Additional information about working for UNICEF can be found here.