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UNICEF works in some of the world’s toughest places, to reach the world’s most disadvantaged children. To save their lives. To defend their rights. To help them fulfill their potential. Across 190 countries and territories, we work for every child, everywhere, every day, to build a better world for everyone. And we never give up. 

How can you make a difference?  

Purpose and Objectives: The purpose of the Consultancy is to support the Government of Montenegro, i.e.  the Ministry of Social Welfare, Demography and Family Care to produce the Final Report on the implementation of the Strategy for Exercising the Rights of the Child 2019-2023 in line with with the Government`s Methodology of developing policies, drafting and monitoring the implementation of strategic documents proposed by the Montenegro`s Sector for coordination, compliance and monitoring of the implementation of strategic documents defining public policies - General Secretariat of the Government of Montenegro. Among other the conultancy will answer to the following questions: 

DOES THE SUBMITTED REPORT MEET THE MINIMUM QUALITY CRITERIA PRESCRIBED BY METHODOLOGY? Compliance with the existing strategic framework (at the level of goals and indicators), i.e. how the strategic document explains the compliance with the umbrella strategic documents (NSOR 2030, PPCG, PRCG, PER, SPRV)? Compliance with assumed international obligations.  Availability of strategic environmental impact assessment. Compliance with the European integration process and key EU policies (compliance with the EU integration process, from the national level (final benchmarks, negotiating position, IPA criteria)? Compliance with EU-level policies (EU strategic framework, EU sectoral policies, EU goals until 2030, European Green Plan, EU-level gender policies)?  Compliance with the Regulation on the manner and procedure of drafting, harmonizing and monitoring the implementation of strategic documents and the principle of public policy utilization .Is there an Analysis of the situation and problems . Does the analysis of the situation include an analysis of the performance (including shortcomings) of the previous strategic document. Was gender-disaggregated data used in the analysis of the situation?  Does it include the analysis of the situation and the analysis of the roles of domestic and international relevant actors?  Has the analysis of the situation and problems identified the priority problems in the given area, that is, their causes and consequences? Has the analysis of the situation identified gender inequalities in education, employment, participation in decision-making or other areas relevant for public policy?  Has the analysis of the situation identified any obstacles or risks arising from belonging to a certain gender, which prevent citizens from using the benefits produced by public policy? Was the gender perspective taken into account in the preparatory phase of adopting the draft/proposal of the strategic document? Was the composition of the working group for the preparation of the draft/proposal of the strategic document gender-balanced? Has the strategic goal been defined in accordance with the Methodology for developing policies, drafting and monitoring the implementation of strategic documents? Are the operational goals that contribute to the implementation of the strategic goal defined? Do the operational objectives correspond to the priority problems identified during the situational analysis? Are operational objectives SMART (specific, measurable, action-oriented, realistic and time-bound)? Does each operational objective have at least one corresponding performance indicator? Are the performance indicators clear, measurable and relevant for the implementation of the set of operational goals? Have gender-sensitive indicators been set to measure the effect of public policy on men and women, and especially on identified inequalities, obstacles and risks? Do the performance indicators have initial, mid-term and target values ​​set? Are the planned activities defined in such a way that they contribute to the realization of the operational goal? Are the start and end deadlines for the implementation of activities specified? Is a result indicator defined for each of the activities? Are the necessary budget funds and sources of financing for the implementation of activities specified? 

FINANCIAL ASSESSMENT: Does the strategic document contain an overview of the total financial resources that will be used for the duration of the strategic document or at least for the period covered by the accompanying action plan of the document? Are the sources of financing from which the financial resources will be provided presented? Is a budget planned for the implementation of activities addressing gender inequalities? 

MONITORING, EVALUATION, AND REPORTING: Are the mechanisms for monitoring, data collection, and reporting established and described by the strategy? Is a body responsible for monitoring specified? Are the deadlines and reporting dynamics specified? Is the method of submitting monitoring reports – the recipient and public disclosure of reports – specified? Is evaluation provided by the strategy? If the evaluation is carried out by an external evaluator (independent evaluator), are the necessary financial resources for their engagement provided? 

GENERAL QUALITY ASSESSMENT OF THE REPORT: Introductory summary with a review of the most important achievements and challenges that marked the reporting period. Information on progress in achieving operational objectives. Table of implementation of action plan activities. Elements of the annual report assessment on the implementation of the action plan. Recommendations for the next phases of implementing the strategic document. Elements of the annual report assessment on the implementation of the action plan. Assessment of criteria compliance 

DOES THE REPORT CONTAIN AN INTRODUCTORY SUMMARY: Does the introductory summary contain information on the level of AP implementation? (Percentage of completed activities, percentage of activities not completed on time, percentage of partially completed activities, etc.).Does the introductory summary provide brief explanations for why activities were not completed on time? Does the introductory summary provide a brief overview of key achievements by operational objectives? Does it provide an overview of the values achieved of the most important performance indicators? (An overview of the values of the most important indicators is mandatory for reports after the second year of AP implementation).Does the introductory summary provide an overview of the challenges in achieving the goals and target values of performance indicators? Does the introductory summary provide an overview of the challenges in achieving the goals and target values with a gender dimension? Does the report contain information on progress in achieving operational objectives? Does the report contain an analytical review of achievements for each operational objective separately? (Description of achievements and how they contribute to operational objectives, examples of good practice).Does the report contain a review of challenges in achieving objectives for each operational objective separately? (Description of challenges in achieving desired changes. Challenges should be addressed with recommendations for the next implementation period in the last chapter – point 4). Does the report contain the initial, target, and achieved value of performance indicators (for each operational objective separately)? (A review of indicator values is mandatory for reports for the year in which the transitional (mid-term) value is set – usually after the second year of strategic document implementation). Are performance indicators presented disaggregated by gender? (A review of indicator values is mandatory for reports for the year in which the transitional (mid-term) value is set – usually after the second year of strategic document implementation). Does the report contain an accompanying analysis of causes, reasons for (non-)achievement of desired performance indicator values? (A review of indicator values is mandatory for reports after the second year of AP implementation). During implementation, have any obstacles or risks arising from belonging to a certain gender been identified that prevent citizens from benefiting from public policy? 

DOES THE REPORT CONTAIN A TABLE FOR REPORTING ON AP IMPLEMENTATION: Does the table contain key information prescribed by the Methodology: Performance indicators (mandatory after the second year of AP implementation). Activities(Responsible institution, Start of activity implementation, Deadline for implementation of activity, Status of result indicators, Status of result indicators disaggregated by gender, Implementation status (traffic light approach), Reasons for delays in activity implementation,New deadline for activity implementation,Review of planned and spent funds for each activity,Recommendation for further activity implementation). 

DOES THE REPORT CONTAIN RECOMMENDATIONS FOR THE FUTURE MORE EFFICIENT STRATEGY AND AP IMPLEMENTATION (major achievements,major equity gaps and challenges,lessons learned,unexpected impact, Recommendations for future strategic framework and implementation). 

Methodology and technical approach:The Report's overall methodological approach and design will incorporate gender, disability and human rights perspectives. The Report should also consider cross-cutting dimensions (such as gender mainstreaming and environmental impact), cooperation between local and national authorities, and cross-sectoral cooperation.The methodology will include desk review of Strategy, background documents, annual reports, output reports, independent external evaluation and other international and national child rights instruments, including data supplied by coordinating ministry, the Council, other line ministries, CSOs, children, families etc.Desk review of data, reports, external evaluation and other analysis to determine the extent to which indicators have been met.Survey / Key Informant Interviews / Focus Group Discussions with decision makers, implementing partners, professionals, the community of practice and other stakeholders.Observations and field visits to at least two or three municipalities (by taking into consideration adequate geographical coverage and urban and rural settlements), in addition to the capital city of Podgorica, to collect feedback and evidence from beneficiaries, including from minority groups, in order to answer above questions. 

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

Education: Master’s degree in, strategic planning, social policy, law and other social sciences.

Experience:A minimum of 5 years of relevant professional experience in human rights, including experience in children`s rights, Familiarity with CRC, Agenda 2030, EU accession benchmarks,Previous work experience with UN/UNICEF or other international organizations will be considered as an advantage. 

Language:Fluency in Montenegrin and English is required.  

Payment schedule;1st tranche: upon producing the Draft Report on the implementation of the Strategy on the Rights of the Child 2019–2023, i.e. 30th July 2025.2nd tranche: upon integrating comments from the presentation and consultations on the Draft Report on the implementation of the Strategy on the Rights of the Child 2019–2023, i.e., 20th September 2025.3rd Tranche: upon presentation and endorsement of the Final Report on the implementation of the Strategy on the Rights of the Child 2019–2023 with reccommendations for development of the new national stratrgic framework on child rights, i.e., 20th October 2025.UNICEF reserves the right to withhold all or a portion of payment if performance is unsatisfactory, if work/outputs is incomplete, not delivered or for failure to meet deadlines. 

Mandatory e-learning:Upon conducting the recruitment process and prior to the signing of the contract, the consultant will be required to complete the following online courses. All certificates should be presented as part of the contract.Ethics and Integrity at UNICEF,Prevention of Sexual Harassment and Abuse of Authority (PSEAA),Prevention of Sexual Exploitation Abuse (PSEA),A course in ethics in research with children and adults.Before commencement of any travel on behalf of UNICEF, the Consultants and Individual Contractors must complete course on General Information Security Awareness Course.The above courses can be found on Agora through the following link: AGORA: Log in to the site (unicef.org).

Selection methodology:All applicants will be screened against qualifications and requirements set above. Candidates fully meeting all the requirements will be further evaluated based on the criteria below. The proposal will be evaluated against the following criteria: A) Technical criteria – Technical evaluation process / Maximum points: 70:Education: 20,Previous experience: 25,Tecnical questions at the interview: 25.Only candidates who obtained at least 70% of points from the technical part (who will score at least 49 points) will be qualified for considering for financial proposal evaluation.

B) Financial criteria – evaluation of financial proposal / Maximum points: 30. The financial scores will be calculated using the formula [lowest offer / financial offer of the candidate x 30].The applicants are requested to submit their financial proposal as a separate document, consisting of all-inclusive professional fee for the services and travel to be provided.  Financial scores will be calculated using the formula [lowest offer / financial offer of the candidate x 30].  

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 (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.