Gender Audit Lead Consultant UNDP

CONSULTANT: GENDER AUDIT LEAD CONSULTANT

The main objective of the audit is to promote and facilitate organizational learning at the individual, office and project level as to how LEAD can effectively mainstream gender in its procedures, grant making and project activities, as well as its management arrangements.

Scope of work:

Expected Output
It is expected that findings and recommendations of the Gender Audit will help the LEAD PMU to produce a practical and concrete action plan that stipulates how gender mainstreaming will be taken up and accomplished in the LEAD project. The action plan will be developed in a participatory manner, involving various stakeholders including LEAD’s grantees, and will outline future gender mainstreaming initiatives and activities—i.e. gender-capacity development plan and trainings for LEAD staff and LEAD grantees.

Expected Outcome
The audit is expected to strengthen LEAD’s ability to develop and implement a gender mainstreaming strategy which will ensure that gender concerns are taken into account and addressed in all project activities. Positive changes and lessons learned out of this process are also expected to inspire other projects in UNDP Indonesia to take similar steps forward for gender mainstreaming.

Methodology
The gender audit team is composed of a Lead Consultant with strong experience of conducting gender audit and a Consultant with strong expertise in gender issues, and ideally in gender audits.

The Lead Consultant takes responsibility for:

  • Designing the overall approach for gender audit and the methodology to be used.
  • Leading the interviews, presentation of findings and drafting of action plan and gender audit report.
  • Facilitating the workshop.

The auditors, in collaboration with the LEAD PMU, will design a participatory audit methodology that best suits the LEAD project and can effectively meet the audit objectives. As a guide, however, the audit team will use the International Labour Organisation’s (ILO) Participatory Gender Audit model as the central framework of analysis.

The following steps will be undertaken by the auditors:

  • Conduct literature review of pertinent documents (see below)
  • Design tools for data collection (i.e. a survey of the LEAD PMU staff, LEAD provincial offices and all current grantees)
  • Make an introductory presentation to the LEAD PMU
  • Undertake and analyze the survey of the LEAD PMU staff
  • Interview key informants (Bappenas, selected grantees and PMU staff)
  • Present key findings and recommendations to the LEAD PMU
  • Draft and integrate inputs from LEAD Project Manager and Sector Coordinator for Justice and Gender to develop the Action Plan for gender capacity building and gender mainstreaming for LEAD
  • raft the audit report
  • * Hold and facilitate a debriefing session
  • * Finalize the audit report and Action Plan based on the feedback from the LEAD Projects

Services and Outputs to be delivered

Ouputs:

a. A draft report with practical recommendations and survey findings.
The Survey aims to:
* Ascertain the level of knowledge of and commitment to gender equality
* Gather stakeholder’s perceptions about the level of LEAD’s commitment to gender concerns

b. A draft Action Plan which stipulates how to implement the recommendations
c. Debriefing presentation for the LEAD PMU, presenting key findings and the proposed Action Plan
d. Final Action Plan and Report

Audit Report
A final audit report should be in English and should be 15 to 20 pages (excluding annexes) in length. In addition, the report should have an executive summary (2 to 4 pages), containing the main findings, conclusions, lesson learned, recommendations and an action plan.

An introductory section of the report should explain the main objectives of the audit, intended audience of the report, key questions asked, methodology used, as well as limitations of the audit.

Every section of the report should consist of findings (describing the data, methodology and analysis which led to these findings), and recommendations.

Specifically, the report should explain:

  • what the audit intended to accomplish;
  • what exactly was audited;
  • how the audit was designed and conducted;
  • what evidence was used;
  • what conclusions were drawn;
  • what recommendations were made;
  • what lessons were identified.

The report should contain the following sections:

  • Title Page
  • Table of contents
  • Acknowledgements
  • List of acronyms and abbreviations
  • Executive Summary
  • Introduction: background and context of the programme
  • Purpose of the audit
  • Key questions, scope, and limitations of the audit Approaches and methodology
  • Findings
  • Summary and explanation of findings and interpretations
  • Conclusions
  • Lessons learned
  • Recommendations
  • Annexes

The report should also include the following documents in the annexes (the list not exhaustive):

1. Terms of Reference for the audit
2. Audit Framework
3. Action Plan
4. List of reference documents
5. List of people interviewed and their affiliation (if deemed appropriate by the auditors)_
6. Survey Questionnaire
7. Overview of survey results

Action Plan
The Action Plan should be written in a tabular format with a maximum of 6 pages in length, clearly outlining the practical and realistic measures for LEAD to take after the audit. It should spell out, for instance, what should be done, by whom, where, with what resources, and so on. The action plan should be categorized by issues such as human resources, budgeting/planning, grant making facility. It should also set priorities for each issue category for effective implementation.

Schedule of Deliverables: Gender Audit Consultancy, October 2009

Deliverables; Support from LEAD; Indicative Timetable; Working days consultant

  1. 1. Interview Schedule & Questions , List of Reciewed Document; Office space, available supporting documents & Arranging meeting; October 12; 1 working day.
  2. Interviews, Workshops, Skeleton Report Structure, Grantees Email Surveys; Office Space, Comments and inputs; Arranging workshop; October 13 – 16; 4 working days.
  3. Workshop Notes, Survey Results , Document Reviewed; Office Space, Comments and inputs October19; 1 working day.
  4. Meeting with Partners, Draft executive summary for audit report; Office Space, Comments and inputs; Arranging Meeting October 20; 1 working day.
  5. Draft Report Main Points & Action Plan; Comments & inputs; October 21; 1 working day.
  6. Findings, Recommendations & Draft Action Plan; Comments & inputs; October 22; 1 working day.
  7. Final Report & Action Plan; Arranging meeting, Comments & inputs, Approval & processing payment; October 23
  8. 27; 3 working days.
  9. Total number of working days: 12

Payment Schedule:
Payment will be made based on individual auditor’s previous salary history and work experience. Schedule of Payment:

  • 20% of professional fee upon sbumission of work plan.
  • 40% of professional fee after the submission of the draft Report and draft Action Plan.
  • 40% of professional fee after the submission of the final Report and the final Action Plan.

Review/approval time required to review/approve the outputs prior to authorizing payments:

1 (one) week after submission of documentation.

Competencies

  • Native speaker in Bahasa Indonesia and English with excellent written skills.
  • Ability to write reports, make presentation, provide training, etc.

Required Skills and Experience

  • Bachelor degree, preferably Masters in gender, human rights or social sciences.
  • Minimum 7 years of relevant experience at the national level related to gender issues.

UNDP is committed to achieving workforce diversity in terms of gender, nationality and culture. Individuals from minority groups, indigenous groups and persons with disabilities are equally encouraged to apply. All applications will be treated with the strictest confidence.

Application Deadline: 28-Sep-09

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