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.

For every child, a champion.

Background

For over 70 years, UNICEF has been the world’s leader for children, working in over 150 countries and territories to help children survive and thrive, from early childhood through adolescence. The world’s largest provider of vaccines for developing countries, UNICEF supports child health and nutrition, good water and sanitation, quality basic education for boys and girls, and the protection of children from violence, exploitation and AIDS. UNICEF is funded by the voluntary contributions of individuals, businesses, foundations and governments. UNICEF’s focus areas, with an emphasis on equity for the most marginalized children, are Child Survival and Development, Basic Education and Gender Equality, HIV/AIDS and Children, Child Protection and Policy Advocacy and Partnerships. In view of the above context, it is important to attract, recruit and retain the right profile of senior leaders.

UNICEF Division of People & Culture (DPC) has embarked on a reform agenda to measurably improve UNICEF's ability to deliver results for children and young people. One of the primary goals of the reform is to achieve more effective leadership talent acquisition to ensure a flexible, highly skilled, competent and motivated workforce to deliver on organizational objectives. Assistant Representatives and Deputy Representatives play a critical role in inspiring, steering and motivating the workforce to achieve strategic results. Therefore, high importance is attached to the selection of the right senior staff in the right place at the right time.

Purpose of Assignment

UNICEF is strengthening its executive screening and assessment capacity to support recruitment activities for Assistant Representatives, Deputy Representative Programme and Deputy Representative Operations roles.

UNICEF is also preparing to launch the first Generic Vacancy Announcement (GVA) for the Deputy Representative Operations, P-4 and P-5 Talent Groups. A significant number of applicants are expected to undergo the screening and assessment process. In parallel, the same screening and assessment services will be utilized on a rolling basis to support regular Deputy Representative (Programme and Operations) recruitment processes.

Programme area and Objectives

The initial desk-review of applicants (long-listing) is performed by DPC. To ensure the suitability of long listed and shortlisted candidates against core values, competencies and specific eligibility criteria, DPC would like to engage several consultants who will be called upon as the need arises to provide in-depth screening and assessment services that can be flexibly deployed. 

This consultancy assignment is home-based, starting in Summer/Fall 2026.

Major tasks to be accomplished

Depending on the role, recruitment context, and business needs, a combination of the following assessment methodologies may be used. Not all assessment types will be applied in every recruitment process.

• Competency‑Based Interviews (CBI) - Structured interviews designed to assess behavioural evidence against UNICEF competencies and role‑specific requirements.
• Situational Judgement Tests (SJTs) - Assessment of candidates’ judgement and decision‑making in job‑relevant scenarios aligned to UNICEF values and leadership competencies.
• Case studies – Job‑relevant scenarios requiring candidates to analyse complex situations and propose solutions, designed to assess various leadership competencies, as well as relevant Knowledge, Skills and Abilities (KSAs).
• Tactical exercises – Time-bound, scenario based tasks focused on operational decision-making and prioritisation, designed to assess candidates’ ability to translate strategy into actionable steps in realistic contexts.
• Role Play exercises - Job‑relevant role play exercises to assess leadership behaviors, communication, problem‑solving skills, etc.
• Other Assessment Tools (as needed)

How can you make a difference?

The consultants will work with DPC Senior Leadership Support Team recruiters to accomplish the following tasks:

• In an iterative process, and with DPC’s input, use the UNICEF vacancy announcement(s), Job Description(s), leadership competencies, and established evaluation criteria to develop a robust bank of assessment methodologies;
• Pilot the newly developed assessment methodologies to ensure statistical validity and reliability;
• Create a shared calendar to keep DPC updated on scheduled interviews, assessments and feedback calls;
• Conduct interviews and provide interview reports in a timely manner;
• Provide oral feedback (max duration 30 min) to unsuccessful candidates.

Expected Deliverables

The consultants are expected to work individually or as a team to deliver the below outputs:

• Discuss and agree with the Senior Leadership Support team on the assessment methodologies to be used.
• In collaboration with the Senior Leadership team and subject matter experts, design content of assessment methodologies. 
• Provide a comprehensive assessment plan and scoring matrix.
• Structured interviews (and other assessments methodologies, if any) conducted within the agreed timeline;
• Analysis and assessment report finalized within 48 hours after the interview;

• Assessment report should include details of the assessment and should be proofread and ready for dissemination;

• Online scoring spreadsheet kept up to date;
• 30-minute feedback sessions provided to unsuccessful candidates within the agreed timeline. Feedback is delivered in a constructive manner for the purpose of career progression and self-development.

• Senior Leadership Teamr will be notified if potential conflicts could arise from these discussions;
• Periodic feedback, analyses and reports provided to DPC team.

Responsibilities of the Consultant:

1.  The consultant will use their own equipment; laptops, microphones, software and other accessories that may be required for this task.
2. The consultant will not give the content/material or any part thereof, to any third party without the written permission of UNICEF. All components will be a property of UNICEF, and the consultant will not share the same with anyone else.
3. The consultant will not put their own name or logo/emblem on the content / final product. The only organization branding will be UNICEF, if required. 

Responsibilities of UNICEF:

4. UNICEF will provide all details pertaining to the activity and the requirements.
5. UNICEF will orient the consultant on UNICEF’s branding guidelines.

UNICEF will describe the methods, practices, and approaches that guide the organization’s overall approach to projects of the type described in the Terms of Reference.

Estimated duration of LTA

The Long-Term Agreement will be for a maximum duration of 3 (three) years. The initial period would be for 2 (two) years with an option for extension for a subsequent 1 (one) year at the same rates, terms and conditions, subject to satisfactory performance evaluation and continuing need for the services. The services of the consultants selected under the LTA would also be made available to all UNICEF Offices.

Travel (optional)

No travel envisaged for this consultancy; however, consultant might be required to travel outside their duty station for specific events (e.g. if in-person training or documentation missions or meetings are required by UNICEF, government or partners) in which case payment of travel costs including tickets, lodging, etc. should be agreed upon, between the supervisor and the consultant prior to travel and will be reimbursed on actuals.

Qualifications and Experience

Education

• Advanced university degree (Master’s or higher) in Industrial/Organizational Psychology, Organizational Psychology, Psychometrics, or a related field.
• Degrees in Human Resources Management or other social sciences may be considered if combined with demonstrated expertise in assessment design, psychometrics, or organizational psychology.

Experience

• 10+ years of relevant professional experience in assessment design and implementation, talent assessment.
• Demonstrated experience in designing, developing and administering various assessment types (e.g. SJTs, role play exercises, case exercises, etc.) is required.
• Experience producing assessment reports that focus on strength, weaknesses and improvement areas.
• Experience in executive-level assessment is preferred.
• Strong knowledge of psychometric principles, including:
  • Reliability
  • Validity
  • bias mitigation / fairness
• Experience in designing, piloting, and refining assessment tools using data and feedback.
• Ability to develop robust scoring frameworks and evaluation criteria.
• Familiarity with competency frameworks (UNICEF or similar international frameworks is an asset).
• Experience in designing, piloting, and refining assessment tools using data and feedback.
• Ability to develop robust scoring frameworks and evaluation criteria.

Desirables:

• Familiarity with competency frameworks (UNICEF or similar international frameworks is an asset).
• Experience working in or with multicultural, international, and geographically dispersed environments, with the ability to apply assessment approaches across diverse cultural contexts.
• Fluency in English language is required. Fluency in another UN language (Arabic, Chinese, French, Russian and Spanish) is a distinct advantage.

How To Apply:

The application is to be submitted through the online portal and should contain three separate attachments:

1. Curriculum Vitae (CV) (to be uploaded online under the “Resume” tab)
2. A Cover letter explaining suitability for the position (to be uploaded online under the “Cover Letter” tab)

3. Please submit a work sample of an assessment report produced. (to be uploaded online under the request for a “writing sample”)

4. A financial proposal must be sent in PDF format to dhr-financial-proposals@unicef.org.  Please see Annex II for the financial proposal template, also available  annex II.docx.  Please do not forget to specify your name in the file while saving.

Important Note: Please do not indicate financials anywhere else in the online application form, please mark "n/or 00", under the fee-related questions in the online application form.

• Any attempt to unduly influence UNICEF’s selection process will lead to automatic disqualification of the applicant.
• Joint applications of two or more individuals are not accepted.
• Please note, UNICEF does not charge any fee during any stage of the process.
• Female candidates meeting the requirements are strongly encouraged to apply.
• UNICEF is committed to diversity and inclusion and encourages qualified candidates from all backgrounds including persons living with disabilities to apply.
• 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.

 

Annex I

TECHNICAL EVALUATION CRITERIA (WITH WEIGHTS FOR EACH CRITERIA)

The selection of consultants for the LTA will be based on technical evaluation and financial offers in the ratio of 80:20. The criteria for technical evaluation will be as follows:

 

Criteria	Marks
	Min	Max
Relevant Education	24	35
Relevant years of experience.	24	35
The work sample of an assessment report produced	7	10
TOTAL TECHNICAL SCORE The minimum overall qualifying score is 55. Only those candidates who meet the overall qualifying marks of 55 and score the minimum cut-off in each of the above sub-criteria, including the interview, will be considered technically responsive, and their financials will be opened.	55	80
Financial Score The selection of the consultant will be on the basis of technical evaluation & financial offer in the ratio of 80:20		20
TOTAL		100

 

Annex II

Financial Proposal

 Please provide your financial proposal by completing the table below. Rates should include all costs related to preparation, administration, and reporting unless otherwise specified.

 

 

Service/Item	Rate (USD)/candidate	Notes (optional)
Assessment and evaluation - Competency‑Based Interview (CBI)
Assessment and evaluation - Situational Judgement Test (SJT)
Assessment and evaluation - Case Study
Assessment and evaluation - Tactical exercise
Assessment and evaluation - Role Play exercise
Assessment and evaluation - Other Assessment Tools (please specify)
Max 30 minutes feedback (per candidate)
Service/Item	Rate (USD)/design	Notes (optional)
Design of SJT (Deputy Representative Operations and Programme)
Design and recording of role play exercise (Deputy Representative Operations and Programme)
Design of case study (Deputy Representative Operations and Programme)
Design of CBI for (Deputy Representative Operations)
Design of other assessment (please specify)

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

For every Child, you demonstrate…

UNICEF's values of Care, Respect, Integrity, Trust, Accountability and Sustainability (CRITAS) and core competencies in Communication, Working with People and Drive for Results.

To view our competency framework, please visit here.

Click here to learn more about UNICEF’s values and competencies.

UNICEF is committed to diversity and inclusion within its workforce, and encourages all candidates, irrespective of gender, nationality, religious and ethnic backgrounds, including persons living with disabilities, to apply to become a part of the organization.

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. UNICEF also adheres to strict child safeguarding principles. All selected candidates will be expected to adhere to these standards and principles and will therefore undergo rigorous reference and background checks. 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.

Remarks:

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

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.