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3 Mar 2017

Muqdisho Somalia Change Management Specialist

Overview of CTG Global:

CTG support and manage humanitarian projects in fragile and conflict-affected countries around the world. With past performance in 15 countries – from the Middle East, Africa, Europe, Asia and Central and South America – we offer a holistic fabric of project management, implementation and support. Skilled in emergency response to crises such as the Ebola outbreak in West Africa, we have the ability to act quickly (crisis response teams can be on the ground in 24 hours) and to establish structured operations in high-risk environments. CTG recruit and manage qualified, skilled teams with extensive experience operating in challenging conditions.

Overview of position:

Our client mission is to serve people in need by expanding the ability of the UN, govt. and other partners to manage projects, infrastructure and procurement in a sustainable and efficient manner.

With over 7,000 personnel spread across 80 countries, our client offers its partners the logistical, technical and management knowledge they need, wherever they need it.

Currently in Somalia our clients operations are largely focused on assisting partners with the implementation of physical infrastructure projects including the construction and rehabilitation of public administration infrastructure. Our client plays a crucial role in supporting the Somali govt. and the UN assistance mission in Somalia.

The MPWRH needs to be strategically positioned, staffed and resourced to improve delivery of the govt’s clearly stated strategic and policy directions.

Although the focus for MPWRH’s perceived difficulties in delivery is lack of sufficient budget or equipment, undoubtedly the lack of properly qualified people in the right positions in the right places is one of the most limiting factors for MPWRH in achieving its organizational objectives. There is currently a huge need for basic management, supervision and administration skills training across all sections of the MPWRH.

The project is ready for implementation starting in March 2017 for 3 years duration with a project budget of approximately US$ 7 million. The project is called the Somalia Strengthening Institutions for Public Works Project (SSIPWP).

AfDB has contracted our client to implement the project that will primarily focus on capacity development and organizational change of MPWHR and relevant Public Works State Ministries.

Our client is now seeking to recruit a Change Management Specialist for the project.

Role objectives:

The overall objective for the govt. is to develop a more effective, efficient and affordable public service. This is starting with reform in the MPWRH including rationalizing the number of personnel in the Ministry, and realigning departments based on core functions such as financial, M&E, works and operations, HR, procurement and encouraging economic growth by supporting the private sector. This will be supplemented by an ongoing program of reform to MPWRH systems and staff capacities.

The on-going objective of the SSIPWSP is to develop the public works sector to have:
(i) Stronger policy, planning and regulatory institutions and framework.
(ii) Improved service and facilities and compliance with international and national accepted standards.
(iii) Greater capacity for construction and maintenance.

In particular, the purpose of this role is to:

  • Identify the most appropriate structure and responsibilities for the MPWRH, and prepare a plan for how the MPWRH would be established.
  • Facilitate, co-ordinate, and support the implementation process of creating the new MPWRH.
  • Strengthen the capacity of the top management team in the related management principles and help them to apply the new corporate planning, budgeting and staff performance systems for the ministry.
  • The Change Management Specialist will be expected to work in close collaboration with the counterpart working group(s) (to be formed as required from MPWRH staff) and in liaison with our client advising and working with MPWRH staff to implement components of the project. In particular, the Change Management Specialist will work closely with all departments and units of MPWRH and will be expected to consult closely with the Ministry of Finance, Ministry of Planning, Ministry of Women and Human Rights Department as well as the public service commission and private sector, and other relevant government agencies to ensure that all training and mentoring is consistent with the government and the project standard processes.
  • The project and the govt. specifically does not want this Change Management Specialist to develop different approaches to that of the overall reform program.

Expected output:

The consultant will be required to work closely with the MPWRH counterparts, working group(s), and associated project staff from our clients end, to achieve the above key objectives in the most effective and efficient manner. The Change Management Specialist will also be expected to maintain close links with the overall reform program to corporate planning and budgeting and staff performance systems to ensure that they are fully familiar with and able to support the implementation of the agreed project procedures.

The Change Management Specialist is specifically responsible for the following:

PART 1: Institutional review and plan to change:

  • The IR will be a diagnostic review of the issues and problems confronting the MPWRH, the public works sector’s needs in the country and the key agencies in meeting their responsibilities and executing their various business functions. The Change Management Specialist shall define an ‘as is’ model which reflects the current institutional arrangements of the public works sector in Somalia. The Change Management Specialist will then propose a ‘to be’ model reflecting the most appropriate long-term institutional arrangements for ensuring public works in Somalia. The Change Management Specialist shall also indicate the steps and policy decisions that are required to transition from the ‘as is’ to the ‘to be’ model.
  • It is anticipated that this will build upon some work already undertaken by MPWRH which is considered to be very preliminary and rudimentary. It will also draw on relevant studies and recommendations provided by other donor funded projects and UN involvement in the on-going development of the govt.
    The Change Management Specialist activities shall include, but not be limited to:
  • Familiarize themselves with the legal and regulatory mandates for public works in Somalia, including the roles and responsibilities of all actors in the sector.
  • Familiarize themselves with the management structure and operations of the MPWRH, and other key organizations as these pertain to the public works sector.
  • Develop a thorough understanding of the existing relevant policy, planning, budgeting, and staff management framework of MPWRH.
  • Review the MPWRH’s communications up, down and across management structures and with other govt. organizations and its other key stakeholders.
  • Review the MPWRH’s resources including staff, space, equipment and other facilities available to perform present functions. This will include a review of annual budget allocations as well as scoping the availability of various own-source revenues.
  • Review the MPWRH’s administrative and reporting functions.

On the basis of the above, analyze and evaluate the strengths and weaknesses of the ‘as is’ institutional and governance arrangements for the public works sector in Somalia. The analysis and evaluation should be made in the current context of Somalia for South Central and Puntland and take into account the likely future development trends.

Prepare a recommended a future institutional model for the operation of the public works sector in Somalia through the MPWRH. This model should reflect any identified constraints on institutional development that the govt. faces, as well as the capacity of the private sector to participate in future services delivery. It should clearly identify:

  • The core functions of the MPWRH.
  • Specific ‘business units’ that can be established in the MPWRH to improve operations and efficiency responsibilities and fees-for-service.
  • Functions which are most appropriate to be transferred to other ministries.
  • Functions which can be outsourced to the private sector. In putting forward this institutional model, the Change Management Specialist will be expected to reflect recommendations and options that have been developed through various studies to date and accepted by the govt. in Somalia or to clearly justify any alternative recommendations.
  • Identify the challenges to implementing the ‘to be’ model in the general context of Somalia and discuss these with the government and key stakeholders. On the basis of this, reach agreement with the government on the appropriate model for the MPWRH and a time based program to implement this model.

PART 2: Implementing change:

Once the govt. is through the various working groups that would be formed for each separate task, has accepted the proposed ‘to be’ model for the MPWRH, the Change Management Specialist will provide support to the govt. in defining an appropriate organizational structure and in establishing the MMPWRH. This will include, but not be limited to:

  • Assist in the introduction and development of the following components as part of the MPWRH’s mandatory/statutory functions:
  • 3 year rolling corporate plan, and annual management plan in accordance with current govt. policy.
  • Review and assist the HR Adviser to develop JD’s for key staff in accordance with public service commission policy.
  • Participate in the assessment of the future human resource requirements. The staff allocation will be phased in over time.
  • Realistic budget allocation and identification of feasible own-source revenues for particular business units.
  • Assist our clients HR Adviser to implement a simple and realistic performance appraisal system in accordance with PSC policy.
  • Assist our clients Project Manager in developing drafts of the above components, using the revised govt. structure for corporate planning, job descriptions and staff performance management and prepare a time-bound action plan and present to the working group(s) to provide comments and amendments.
  • Assist the MPWRH to prepare and submit the final documents to the Minister and DG for approval.
  • Provide evaluation of the progress of implementing the above components, and prepare feedback report.

PART 3: Strengthening senior management:

  • The objective of this activity is to facilitate the senior management in developing the necessary skills to operate the MPWRH. This will be done by transferring skills and experiences to the counterparts and providing coaching and mentoring.
  • All training and mentoring must be fully compliant and consistent with the project process being developed and prior approval of our clients Project Manager and MPWRH Project Director.

In addition to the above, some short-term training for the top management team in the MPWRH on the basic principles of the following suggested management areas:

  • Leadership.
  • Change management.
  • Risk management.
  • Policy & planning process.
  • Project management.
  • Organization structure & job design.
  • Performance appraisal system.
  • Development of staff training plans.
  • Time management.

Schedule:

The assignment is expected to involve periodic inputs over a 12 month period, starting March 2017. A total of about 6 person-months of in-country consultancy services are seen over this 12 month period.

Additional duties:

  • The Change Management Specialist will need to perform any other related tasks suited to their position and as instructed by the Project Manager Institutional Development Specialist.
  • The Change Management Specialist will be based in Mogadishu in the UN Compound with in the MIA working alongside our client’s project staff and Ministry staff.
  • The Change Management Specialist may undertake regular site visits to support and check on the needs and performance of the MPWRH staff in the state capitals throughout Somalia.
  • The Change Management Specialist will be part of our client’s project team and will be facilitating the MPWRH in the implementation of the scope of services indicated above. The Change Management Specialist will be expected to work closely with the MPWRH Project Director and PMU.

Deliverable’s:

  • Inception report providing a detailed plan for project delivery, reporting, and logistics. include timing for delivery of working papers below, and overview of the issues and challenges facing existing institutional arrangements for MPWRH, a proposed work plan of the way forward for this assignment and planned workshops and areas of research required.
  • Brief monthly progress reports that report on actions in the previous month provide a detailed work program for the next month and update the entire work program. The progress reports will include a specific section on change management activities performed and in-house training outputs for the period. Include findings with recommendations on policy, institutional models and implementation plans.

Working papers on:

Part 1: Institutional review and plan to change:

  • The understanding of the existing relevant policy, planning, and legislation framework, based on the Change Management Specialist’s own rapid assessment and the relevant studies & recommendations provided other policy studies.
  • A baseline report analyzing and evaluating the strengths and weaknesses of the institutional and governance arrangements for the public works sectors (‘as is’ model) with particular focus on MPWRH’s existing structures, resources and communications and reporting.
  • A report setting out the proposed ‘to be’ model, and plan to change.
  • Final ‘to be’ model as agreed with govt.

Part 2: Implementing change:

Drafts of the following components and presentation to be presented to the working group(s) to provide comments and amendments (after acceptance of ‘to be’ model):

  • MPWRH organizational structure.
  • 3 year rolling corporate plan, and annual management plan.
  • Detailed key staff allocation/proposal.
  • Realistic budget allocation and own-source revenue streams from fees-for-service functions.
  • Simple and realistic performance appraisal system.
  • Staff training & development scheme.

Part 3: Strengthening of senior staff:

  • Review of training plan and suggest how the strengthening of senior management will be achieved.
  • Summary assessment report of effectiveness/outcomes of training, based on feedback from participants.
  • Workshops and presentations to be conducted with MPWRH staff and our client’s project team as required. Prepare, facilitate, coordinate and/or participate in assessments, conferences, seminars or other capacity building activities.
  • Reports, papers, comments and recommendations, presentations, minutes of meeting, summary of works undertaken during the assignment.

Monitoring and progress controls:

  • Ensure that the project(s) produces the required products within the specified tolerance of time, cost, quality, scope, risk and benefits.

Project reporting:

This roles reports to the Project Manager.

Key competencies:

Education:

  • Advanced University Degree (Master’s degree equivalent or higher) in related discipline (Management, Public Sector Administration or other equivalent relevant qualification).

Work experience:

  • Minimum ten years of progressive experience in corporate restructuring, policy and planning process development, change management, particularly in regards to public sector institutions.
  • Extensive experience of public works planning and policy development.

Languages:

  • Fluency in English is essential.

Competencies:

  • Demonstrated ability to work under pressure and pay attention to detail whilst maintaining the big picture.
  • Demonstrated ability and willingness to work in a collegial manner with counterparts in a multi-cultural environment.
  • Good team player attitude.
  • Remains calm, in control even under pressure.

Team management:

This role does not have team management responsibility.

Further information:

To be advised.

How to Apply

How to apply:
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