TOR: COMPETENCY FRAMEWORK AND SUCCESSION PLANNING PROCESS

Background:

Established in 2005, Commerce Equitable Afrique trading as Fairtrade Africa (FTA) is the independent non-profit umbrella organization representing all Fairtrade certified producers in Africa. Currently, the organization represents over 1,400,000 producers across 29 countries in Africa.

Fairtrade Africa is owned by its members, who are African producer organizations certified against international Fairtrade Standards producing traditional export commodities such as coffee, cocoa, tea, cut flowers, cane sugar, wine, cotton, bananas, mango, pineapples and non-traditional commodities including shea butter, rooibos tea, vegetables and fresh and dry fruits.

The Fairtrade Africa secretariat is in Nairobi, Kenya and supports producers from four regional network offices as follows:
• The Fairtrade Africa Western Africa Network (FTA-WAN) with offices in Accra and Kumasi in Ghana and Abidjan and Yamoussoukro in Cote d’Ivoire
• The Fairtrade Africa Eastern and Central Africa Network (FTA-ECAN) with an office in Nairobi and Naivasha, Kenya and Addis Abba, in Ethiopia.
• Fairtrade Africa Southern Africa Network (FTA-SAN) with an office in Cape Town, South Africa and Blantyre, Malawi.
• Fairtrade Africa Middle East and Northern Africa Network (FTA-MENA) represents producers in four (4) countries: Egypt, Morocco, Tunisia and Palestine.

Aim and Objectives:

FTA is seeking a comprehensive behavioural and leadership competency framework and technical skills profiles that will serve as a basis for talent management initiatives such as succession planning, career development and learning and development.

A key driving force in this exercise is the need to:
• Identify and assess quality of internal candidates.
• Identify future experiences and development actions that potential leaders will need to address and prepares candidates to execute against current and future organizational needs.
• Create a solid succession management process and pipeline.

Deliverables and how success will be measured:
1. Behavioural and leadership competency and skill requirements clearly identified and communicated.
2. Technical skills requirements clearly identified and communicated.
3. Competencies and skills capabilities mapped for identified successors within the existing Director, Head of Region, and Manager/Team leader levels, identifying available skills and gaps.
4. Competencies and behaviours, fully integrated into succession planning, career development and learning and development processes.
5. Succession plans in place for key Directors, Heads of Region and Manager/Team leaders and critical positions.
6. Individual learning and development plans reflecting the priority capability gaps and actions required to support internal staff in the acquisition of skills and knowledge.
7. Internal FTA Directors, Heads of Region and Managers/Team leaders selected, promoted, and developed based on evidence of the demonstrated behaviours.

Duration:
For this assignment:
• Delivery in 1.5 to 2 months after signing of contract.

Submission guidelines:
A proposal with six sections:
• Section 1: An overview of the organisation profile.
• Section 2: A list of project managers that will be assigned to this project
• Section 3: Financial proposal/quotation for the provision of services.
• Section 4: Any additional information the organisation believe demonstrates added value for Fairtrade Africa within the scope of this service provision.
• Section 5: Three references (name and contact) from organizations with whom similar
services have been undertaken outlining the service provision performance for at least the last 3 (three) years.
• Section 6: Copy of Certificate of registration, payment terms inclusive of payment terms if contracted.