UNESCO - United Nations Educational, Scientific and Cultural Organization

UNESCO in Baghdad, Iraq

OVERVIEW

Parent Sector : Education Sector (ED)

Duty Station: Baghdad

Job Family: Education

Type of contract : Non Staff

Duration of contract : From 7 to 11 months

Recruitment open to : External candidates

Application Deadline (Midnight Paris Time) : 12/10/2022 Extended

UNESCO Core Values: Commitment to the Organization, Integrity, Respect for Diversity, Professionalism

UNESCO is seeking to recruit an International Expert on TVET Career Development Centers (CDCs) and Sectorial Councils (SC) for 11 months beginning October 2022.

Background

Following the successful completion of the TVET Reform Phase 1 (TVET 1) project, UNESCO is implementing the second Phase of the TVET Reform Programme Phase 2 (TVET 2) with continued funding support from the European Union. The TVET-2 supports the implementation of the idea of Centers of Vocational Excellence (CoVES) promoted by the Government of Iraq. The CoVES focuses on three main areas: improving the quality of TVET provision, improving the outcomes for learners and employers, and improving TVET systems and infrastructure.

The overall goal (impact) of TVET 2 is:

To ensure increased access to inclusive skills development services and assets, contributing to improved employability and socio-economic status.

Outcomes of TVET 2:

1. To strengthen MoE national and Directorate systems and capacities for quality management, curriculum, and labour market alignment for vocational education. 2. To enhance the performance of selected vocational schools to create and operate Centres of Excellence 3. To develop higher education institutions’ systems and leadership for meeting local skills needs and international recognition of qualifications.

The overall aim is to create employment for the graduating Trainees. In order to increase the employment rates of graduates the sectorial councils will play a key role in linking the Private sector’s needs with the Vocational schools’ output. In addition, building on the experience in Phase 1 of setting up career Development Centers in Universities, CDCs will be set up in each of the 5 Vocational schools to enhance the absorption rates of graduates into employment or self-employment

Each of the three Outcomes above has a set of Outputs and Expected Results (ERs). The Expert’s assistance will contribute to the achievement of Outcomes 1 and 2 with the following ERs: ER1.3 Increased capacity and capability to assess the skills needs of the local labor market (Directorate level)

  • 1.3a Set up a DOE/MoE CDC Technical committee with nominees from the MoE Design and run a 3 day Workshop for DoE officials and School Headmasters on the need for CDC services in the schools including o Role of CDC o Structure of CDC o Resources needed for CDC o Monitoring CDC performance tracking students o Agree ToRs for School CDCs o Establish Baseline levels of graduate employment for last 3 years segregated by gender and special needs.
  • 1.3b Run Workshop for DoE and MoE officials plus Headmasters on designing a database for the school CDCs to use to track student progress, performance, attendance and placement into jobs and follow up on employment status
  • 1.3c Write TOR and specification for a tender for a local software company to design the database
  • 1.3d Run training for the schools in the use of the database

Long Description

Activities to achieve ER2.2 Develop and support CDCs in each of the 5 schools

  • 2.2 a Identify 5 CDC teams (~ 3 staff) in each of the 5 schools in liaison with the Headmasters and carry out 5 day workshop on ToRs and role and objectives of CDCs
  • 2.2b Identify minimum CDC equipment requirements (furniture, equipment, office space etc) and write Tender documents for procurement in liaison with National project officer.
  • 2.2c Work with Headmasters to install equipment and database from 1.3 above and training staff in use of equipment.
  • 2.2d Training the CDCs team through a series of ToT workshops on o Employment skills (interviews, Cv writing, job searching) o Entrepreneurship skills o Communication skills
  • 2.2e Develop ToRs into weekly work plan for the CDCs throughout the year including Job Fairs, identifying internships, building list of Private sector employers, longitudinal studies of employment and retention by gender, special needs etc
  • Hold monthly meetings with all CDCs to review progress and activities and support them where weaknesses are apparent. Collate data on employment of graduates for each school and develop a Dashboard monthly report format from the databases

Activities to achieve ER2.3 Developed systems and practices for ensuring that programmes deliver skills needed by local employers

  • 2.3a Review the existing list of 10-20 local employers in the Sector being Piloted in the Directorate, including large and small companies, for each of the 5 selected Sectors

  • 2.3b Review the existing guidelines for the Terms of Reference for Sectorial Councils
  • 2.3c Invite additional local employers to join the Sectorial Council to review these ToRs. in their industry area, and get feedback on the programme and data on students and graduates
  • 2.3d Invite members of the SC to attend selected classes, delivery guest lectures, offer field trips, offer work placement and Internships, mentor projects, observe assessment events etc.
  • 2.3e Implement a schedule of SC engagement with a 12 month schedule including detailed weekly and monthly activities
  • 2.3f Schedule SC meetings every 3 months and allow space for professional networking between members.

Sectorial Councils have already been formed for the 5 schools but 4 of them are struggling to maintain momentum and they all need longer-term support. ToRs have been developed for the SCs and some initial training took place. The consultant’s role is to revive and support these SCs to help them to move towards sustainable operations by the end of the 11-month period.

Of critical importance, the combined capacity of the SCs and their professional networks should yield work placement opportunities for students. Providing work placement for learners will enhance the insight and therefore the quality of feedback from the employers, and a routine of the same employers providing work placements each year will strengthen relationships and systems for organizing and supervising work placement so that the learners find the experience meaningful and rewarding. This will help to create a feedback loop to the Vocational schools and Technical Universities on the quality and specific skills gaps of their graduates, allowing programme improvement.

Duties and Responsibilities of International Expert

Under the overall authority of the Director and UNESCO Representative to Iraq and guidance of the Chief of Education of the UNESCO Office for Iraq, and under the direct supervision of the Senior Project Officer for TVET 2, the Expert shall be responsible for the development and performance of the CDCs and SCs in the 5 schools.

Monthly payment will be dependent on the achievement of each deliverable within the project time frame below i. Inception report describing the methodological framework the Expert will use in undertaking the consultancy work. It sets out in detail the implementation methodology, corresponding milestones and monitoring and evaluation activities for the above Results to be submitted by 21 September 2022 ii. Workshop for Officials as per 1.3a above by end of October 2022 iii. 5 CDCs established and trained by mid of December 2022 iv. 5 CDCs fully equipped and with functioning database by end of January v. All 5 Scs meeting monthly with minutes by end December 2022 vi. New ICT learning materials fully developed with all supporting documentation by January 2022 and selected modules piloted vii. Baseline Employment levels of graduates established for the last 3 years by end December 2022. viii. CDCs carry out training of all 12th Grade graduates by May 2023 ix. Employment levels established for 12th grade graduates by July 2023 x. Copies of all presentations/reports/ minutes of meetings etc. in the period and evaluations of all capacity-building activities.

xi. Final Summative consultancy report, including the M&E results by one month after the end of contract services

Other Information including information on timelines:

The total duration of the assignment will be 11 months. Frequent visits to Iraq will be required to carry out workshops and monitor progress and deliver any additional workshops required under subsequent contracts. About 50% of the consultant’s time will be in the country. Remuneration according to UNESCO rules and regulations based on qualifications and experience. Payment of remuneration will be linked to acceptance of the deliverables as per the agreed work plan. The consultancy will require missions to Erbil, Mosul, Baghdad, Basra, and Karbala as per the UN security standards and procedures in Iraq.

COMPETENCIES (Core / Managerial)

Accountability (C)

Communication (C)

Innovation (C)

Knowledge sharing and continuous improvement (C)

Planning and organizing (C)

Results focus (C)

Teamwork (C)

Professionalism (C)

For detailed information, please consult the UNESCO Competency Framework.

REQUIRED Q UALIFIC ATIONS

1. Academic qualifications

Degree in the field of education, TVET or Youth employment enhancement through TVET, or other related fields.

2. Professional experience

  • 10 years of experience in the field of enhancing Youth employment and Private sector engagement though supporting CDCs and SCs.
  • Experience in working with TVET institutions In Iraq preferably of MENA in general
  • Experience in designing and delivering workshops for officials and teachers on CDCs and SCs implementation and operation.

3. Language requirement

Native Arabic Speaker Fluent in English – oral, written, comprehension. Able to write report in both English and Arabic Computer literate in MS Desktop programmes

DESIRABLE QUALIFICATIONS

  • Master’s degree related to TVET preferred. Previous TVET experience in Iraq is an advantage.
  • 15 years of experience supporting an international organization, preferably a United Nations entity within the MENA region.

SELECTION AND RECRUITMENT PROCESS

Please note that all candidates must complete an on-line application and provide complete and accurate information. To apply, please visit the UNESCO careers website. No modifications can be made to the application submitted.

The evaluation of candidates is based on the criteria in the vacancy notice, and may include tests and/or assessments, as well as a competency-based interview.

UNESCO uses communication technologies such as video or teleconference, e-mail correspondence, etc. for the assessment and evaluation of candidates.

Please note that only selected candidates will be further contacted and candidates in the final selection step will be subject to reference checks based on the information provided.

To Be Included in the application

Interested candidates should click on “Apply Now”, then download and complete the Employment History form (Word file). At the end of the Word file, insert extra pages with the following required information in English: Please note UNESCO cannot consider an incomplete proposal that does not include:

A Technical Written proposal (2-3 Pages Maximum) consisting of:

  • A description of your proposed approach and methodology for undertaking the assignment
  • A work plan with detailed milestones and key deliverables/activities as per the terms of reference
  • Comments on the Terms of Reference, if any (in brief)

A Financial Proposal showing the amount to be charged for the assignment laid out in a payment schedule showing monthly payments against specific deliverable and then expressed as an overall lump-sum, which should be quoted in US dollars only. Any travel and subsistence requirements should be indicated separately. Please design your payment scheme against clear and specific set of deliverables and milestones as reflected in your work plan

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UNESCO recalls that paramount consideration in the appointment of staff members shall be the necessity of securing the highest standards of efficiency, technical competence and integrity. UNESCO applies a zero-tolerance policy against all forms of harassment. UNESCO is committed to achieving and sustaining equitable and diverse geographical distribution, as well as gender parity among its staff members in all categories and at all grades. Furthermore, UNESCO is committed to achieving workforce diversity in terms of gender, nationality and culture. Candidates from non- and under-represented Member States ( last update here) are particularly welcome and strongly encouraged to apply. Individuals from minority groups and indigenous groups and persons with disabilities are equally encouraged to apply. All applications will be treated with the highest level of confidentiality. Worldwide mobility is required for staff members appointed to international posts.

UNESCO does not charge a fee at any stage of the recruitment process.

Tags: career development, continuous improvement, entrepreneurship, gender parity, internship, knowledge sharing, labour market, monitoring and evaluation, procurement, quality management, skills development, vocational education, youth employment