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And we never give up. 

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How can you make a difference? 

Purpose of Activity/Assignment:

The overall objective of the consultancy is to assist the UNICEF Indonesia Office (ICO) in the identification of the capacity and skills requirements for a ‘Fit for Purpose’ office structure required to effectively deliver the new Country Programme for the period 2026-2030.

Considering the shifts in the focus and efforts of the Country Programme, the ICO has recognized the need to review and assess required and available technical capacities, expertise, knowledge, and skills and is hiring a consultant to lead the process. Under the direct supervision of the Deputy Representative Operations, and in coordination with Senior Management Team (SMT), People and Culture Manager and the Staff Association, the Consultant will conduct a review of the current office skills of a core workforce of circa 170 staff members in comparison with functions requirements to align for effective programme delivery of the Country Programme and as detailed in the Programme Strategy Notes. The review will address the following questions:

• What type of knowledge and skills do we need to effectively deliver on the Country Programme priorities in the current operational and programmatic context?
• What new skills are needed to implement the new approach in the Country Programme Document (CPD)? Where do we need them?
• To what extent do the current staff profiles meet the relevant functions, proposed posts and job requirements?
• How can we bridge the gap?

Scope of Work

Informed by the programmatic, cross sectoral and operational priorities of the 2026-2030 Country Programme, the Consultant will:

• Identify the skills requirements for all programming, operational and cross sectoral areas at all current locations / possible future presence of Indonesia Country Office Analyse the current skills mix available, highlighting the capacity gaps in terms of skills, knowledge and experience.
• Provide a framework and a list of skill sets identified for the CO in different areas of work.

Propose options to fill in the gaps including through learning and development plans for existing staff. The consultant will work closely with Country Management Team (CMT) members of the UNICEF Indonesia Country Office to discuss issues of skills mapping, capacity gaps analysis, identification of potential skills to support office efficiency and improvement of skills gaps for efficient delivery of new country programme.

Methodology:

A four-phase evidence-based approach will be adopted to allow for the collection, analysis, and presentation of data considering the programming, operational and cross-sectoral sections, reflecting multiple dimensions. The approach will facilitate a continual emphasis on communication.

Phase 1: Understand implications of the CPD and existing skill profiles

The consultant will conduct a comprehensive review of the ICO CPD, strategy notes and conclusions of the Mid Point Strategic Reflection This review will include the following activities:

• The Consultant will review CPD and related documents and meet with Senior Management and Section Chiefs to explore the impact of new and evolving programmatic, cross sectoral and operational strategies.
• Consultant will facilitate development of the critical skills / functions required for planned CPD results.
• Conduct skills assessment through mapping staff capability levels based on the skill sets required to achieve the organization’s strategy. 

Output:

• Inception report, which will include a detailed workplan, methodology, and tools to be used for the consultancy – to be presented to the CPD-CPMP Task Force, the CMT, and All Staff.
• Review of the technical competencies and skills required to implement the CPD.
• Skill profiles reflecting the differing skills requirements for planned strategies, functions and then posts.
• List of technical skills to be used in the data collection and analysis process.
• Finalized existing skills profiles by section and holistic groupings such as Programme Associates.

Phase 2: Determine current skill levels and identify capacity gaps.

The Consultant will produce online data collection tool based on relevant skills needed to implement the CPD, differentiated per function, post, and grade. The data will be collected, analysed, and incorporated into a skills matrix based on the technical, service, and cross cutting skills, showing the required and available skills allowing for a job matching exercise.

The Consultant will facilitate meetings with Section Chiefs and staff to review and validate the data leading to discussions on the implications and opportunities for the section based on the skills gaps.

Output:

• Draft assessment report consolidating the result of the skills gap analysis against existing skills and strengths.
• Electronic file (PowerBI or equivalent) containing the skills matrix, mapping the required and available technical skills for each section and job group.
• Skill strengths and gaps of the current workforce by section, highlighting high-risk areas.

Phase 3: Identify solutions to bridge capacity gaps.

This phase will be undertaken by the Consultant with inputs and guidance from the People and Culture Manager using for example a 4 B’s strategy: Buy, Build, Borrow and Boost The process will involve working with Section Chiefs in highlighting areas for investment in learning and development with the input of staff within the section to bridge the capacity. Remaining gaps will need to be addressed through other means such as recruitment proposals or institutional contracts.

Output:

• Facilitate a learning and development plan meeting with the Staff Development Committee (SDC) to enable targeted solutions to close skill gaps in sections and at an organizational level – including how to make the best use of available Organisational resources and general guidance for staff to take ownership of their growth and career development.
• A well-designed internal training/capacity building capacity/development plan with a list of skills to fill the gap addressing the analysis result.
• Proposal to bridge remaining capacity gaps.

Phase 4: Compilation of Report and Presentation of electronic file

A report will be presented to the CPD-CPMP Task Force, SMT, and CMT, documenting the skill assets, gaps, and solutions identified in Phase 3.

Output:

• Draft presentations of salient results to: the SDC, Senior Management, the CMT, and all staff to enable targeted solutions to address skill gaps in sections and at office level.
• Final consultancy report.

Tasks and Deliverables:

The projected timeline for support to Indonesia is two (2) months and half beginning 17 February 2025, with a final report issued by 18 April 2025. The Consultant will undertake the exercise in person and remotely with support from the People and Culture team and the Staff Development Committee (SDC).

A core requirement of this process is to work closely with the ICO to develop appropriate solutions to ensure recommendations have the agreement and support of those responsible for implementation. An effective participatory approach including the CMT, staff and Staff Association is crucial to the process of this exercise to ensure that the Consultant benefits from the enormous knowledge and institutional memory possessed by key staff in the ICO.

The Joint Consultative Committee (JCC) will agree on a communication strategy to maximize staff engagement, ensuring that the exercise is managed carefully and in a transparent manner with the participation of all staff.

Please refer to the Term of Reference attached for the detailed tasks and deliverables.

 TOR Skills Mapping_Indonesia - TMS.pdf

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

• Advanced university degree in Human Resources Management, Business Administration, Social Sciences, or similar discipline
• At least 10 years’ experience in management positions or in managing team or programmes.
• Knowledge of change management principles and methodologies.
• Technical knowledge on skills mapping and capacity gap analysis.
• Proven experience in leading and conducting skills mapping and capacity gap analyses.
• Excellent planning and analytical skills required.
• Demonstrated ability to work independently.
• Knowledge of UNICEF rules/regulations and processes an asset.
• Communication and presentation skills.
• Fluency in English is required.

Submission of applications:

• Letter of Interest (cover letter)
• CV or Resume
• Performance evaluation reports or references of similar consultancy assignments (if available)
• Technical proposal for the consultancy indicating methodological approach and the timeline for the in-country versus remote delivery of the various stages of the consultancy.
• Financial proposal: All-inclusive lump-sum cost including travel and accommodation cost for this assignment as per work assignment. Applicants should submit their financial proposals per deliverable.

For every Child, you demonstrate…

UNICEF's values of Care, Respect, Integrity, Trust, Accountability and Sustainability (CRITAS) and core competencies:

• Builds and Maintains Partnerships
• Demonstrates self-awareness and ethical awareness
• Drive to achieve results for impact
• Innovates and embraces change
• Manages ambiguity and complexity
• Thinks and acts strategically
• Works collaboratively with others

To view our competency framework, please visit  here. 

UNICEF is committed to diversity and inclusion within its workforce, and encourages all candidates, irrespective of gender, nationality, religious or ethnic background, and persons with disabilities, to apply to become a part of the organization. To create a more inclusive workplace, UNICEF offers paid parental leave, breastfeeding breaks, and reasonable accommodation for persons with disabilities. UNICEF strongly encourages the use of flexible working arrangements. Click here to learn more about flexible work arrangements, well-being, and benefits.

According to the UN Convention on the Rights of Persons with Disabilities (UNCRPD), persons with disabilities include those who have long-term physical, mental, intellectual, or sensory impairments which, in interaction with various barriers, may hinder their full and effective participation in society on an equal basis with others. In its Disability Inclusion Policy and Strategy 2022-2030, UNICEF has committed to increase the number of employees with disabilities by 2030. At UNICEF, we provide reasonable accommodation for work-related support requirements of candidates and employees with disabilities. Also, UNICEF has launched a Global Accessibility Helpdesk to strengthen physical and digital accessibility. If you are an applicant with a disability who needs digital accessibility support in completing the online application, please submit your request through the accessibility email button on the UNICEF Careers webpage Accessibility | UNICEF.

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.

Remarks:  

Only shortlisted candidates will be contacted and advance to the next stage of the selection process. 

Individuals engaged under a consultancy or individual contract will not be considered “staff members” under the Staff Regulations and Rules of the United Nations and UNICEF’s policies and procedures and will not be entitled to benefits provided therein (such as leave entitlements and medical insurance coverage). Their conditions of service will be governed by their contract and the General Conditions of Contracts for the Services of Consultants and Individual Contractors. Consultants and individual contractors are responsible for determining their tax liabilities and for the payment of any taxes and/or duties, in accordance with local or other applicable laws. 

The selected candidate is solely responsible to ensure that the visa (if applicable) and health insurance required to perform the duties of the contract are valid for the entire period of the contract. Selected candidates are subject to confirmation of fully vaccinated status against SARS-CoV-2 (Covid-19) with a World Health Organization (WHO)-endorsed vaccine, which must be met prior to taking up the assignment. It does not apply to consultants who will work remotely and are not expected to work on or visit UNICEF premises, programme delivery locations or directly interact with communities UNICEF works with, nor to travel to perform functions for UNICEF for the duration of their consultancy contracts.