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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 education

How can you make a difference? 

Purpose of Activity/Assignment:

To identify and modify evidence-based, age-appropriate, and culturally sensitive programmes for children and caregivers on the prevention of sexual violence (including online), designed for delivery through both in-person and online modalities.

Scope of Work:

Background

Child sexual abuse and exploitation (CSAE) remains a major concern globally and in Georgia. According to international evidence, CSAE is prevalent across all contexts, with life-long consequences for children’s well-being, development, and rights. The UNICEF-commissioned review Action to End Child Sexual Abuse and Exploitation: A Review of the Evidence (2020)[1] highlights the urgent need for integrated prevention approaches, combining:

• Child and caregiver empowerment (through skills and awareness).
• Community and institutional capacity building (through protection systems).
• Social and cultural change (through communication strategies).

Georgia has made important progress in developing its child protection legislation, advancing national referral and response mechanisms, and social services. However, prevention of violence against children, especially prevention of sexual violence, remains insufficiently addressed.

Prevention of child sexual violence, among other interventions, requires systematic efforts to equip children with age-appropriate knowledge and resilience, and caregivers with skills to protect and respond effectively.

This ToR outlines the engagement of an international expert or group of experts to identify and contextualize evidence-based programs for the prevention of sexual violence tailored to Georgian legislation, context, and culture.

Purpose of the Assignment:

The assignment is about creating practical and sustainable tools that empower children and strengthen the adults and systems around them to prevent sexual violence. It aims to equip children with knowledge and resilience, supporting caregivers with the skills to protect and respond, and ensuring that professionals and communities have clear, culturally appropriate messages and strategies to keep children safe. The work will come together in integrated programs that are evidence-based, child-centered, and designed for real use in Georgia.

The assignment includes the following steps:

1. Identifying and adapting evidence-based capacity-building programs for children (with modules tailored to age groups: 6–9, 10–13, and 14–18 years) and for caregivers (including parents, foster carers, and guardians) on the prevention of sexual violence, ensuring that the content is aligned with international good practices, compatible with the Georgian child protection system, and culturally adapted to the Georgian context. During the selection process, due consideration must be given to the fact that the programme will be implemented in Georgia and must demonstrate full compliance and contextual relevance to the Georgian legal, institutional, and socio-cultural environment.
2. Collect, review, and systematize all relevant information related to licensing and intellectual property requirements of the identified programmes, including permissions for adaptation, translation, and scale-up. In parallel, develop comprehensive facilitator/trainer profiles specifically linked to each selected programme, outlining the required qualifications, core competencies, training pathways, supervision arrangements, and quality assurance requirements necessary for their effective implementation.
3. Design capacity-building activities for facilitators/trainers specifically linked to each selected programme to ensure quality and safe implementation of the selected programmes.
4. Develop guidelines how to ensure meaningful child participation in the design process.

Preventing child sexual violence is not only a matter of protection—it is a fundamental human rights issue. By equipping children with knowledge and resilience, empowering caregivers, and strengthening professional and community responses, this assignment contributes to building a safer, more supportive environment for every child in Georgia. The tools and strategies developed will have a lasting impact, helping to shift norms, build capacity, and foster a culture where children are protected, heard, and empowered.

Interested individual experts should apply for the whole scope of the consultancy. In case of groups of experts, each group member should apply individually referencing all other members of the group in the application and specifying which components of the TOR each of the members of the group will be covering (with estimated number of days), so that together they cover the entire scope of the TOR. Daily fee and the lump sum (including travel costs) for relevant components should be indicated.

Duration: Start Date: 10 March 2026- End Date: 31 July 2026

Duty Station: Home based

Number of Days (working): 40

1. Tasks/Milestone:
   Identifying and adapting evidence-based capacity-building programmes for children and caregivers on prevention of sexual violence.

Deliverables/Outputs:
Identified and adapted programme for children’s age-specific modules.
Identified and adapted programmes for caregiver modules.
Adaptation framework showing how international programmes will be localized.
Final programme package (children’s modules + caregiver modules).

2. Timeline:
   17 days

Tasks/Milestone:
Collecting, reviewing, and systematizing licensing and intellectual property requirements and developing facilitator profiles.

Deliverables/Outputs:
Licensing and IP matrix for each identified programme.
Facilitator profile framework, including minimum qualifications, competencies, and training requirements.
Brief note on feasibility and risks related to licensing and human resource capacity.

Timeline:
7 days

3. Tasks/Milestone:
   Designing capacity-building activities for facilitators/trainers.

Deliverables/Outputs:
Facilitator capacity-building framework.
Training curriculum and agenda (including child safeguarding and trauma-informed approaches).
Training materials/toolkit.
Recommendations for certification, supervision, and quality assurance.

Timeline:
10 days

4. Tasks/Milestone:
   Developing guidelines to ensure meaningful child participation.

Deliverables/Outputs:
Draft guidelines on child participation (principles, methods, ethical safeguards).
Checklist and tools for involving children safely in program design and message validation.
Final guidelines endorsed by stakeholders.

Timeline:
6 days

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

Minimum requirements:

Minimum Qualifications required:

Advanced university degree (Master’s or higher) in social work, psychology, education, public health, child protection, or a related field

Knowledge/Expertise/Skills required:

At least five years of professional experience in the field of child protection.
Proven expertise in prevention of child sexual violence, and child rights.
Proven expertise in evidence-based programme adaptation on prevention of sexual violence, capacity building, and training design.
Strong knowledge of international child protection standards, trauma-informed practice, and child participation (INSPIRE, RESPECT, Barnahus, Luxembourg Guidelines).
Experience working in Eastern Europe/Caucasus region is an asset.
Excellent analytical, writing, and communication skills in English.
Strong capacity for participatory and child-centered approaches.

 

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.

 

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 | 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. 

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.

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.

 

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.