SOS CHILDREN’S VILLAGES GHANA is a child welfare organization that provides a stable family environment for children in need, with four villages currently in operation in Tema, Asiakwa, Asokore Mampong & Tamale. Applications are invited from suitably qualified and dynamic persons for appointment as:
Position: Driver
Duty Post: TEMA COMMUNITY 6
Purpose: To drive the Programme Location vehicles to ensure the smooth running of the Organization’s activities.
Qualification and Experience
The ideal applicant must;
- Hold Senior High School certificate or Middle School Leaving Certificate
- Possess a professional driver’s license. Applicant should be at least a license C holder
- Have at least 3 years of relevant work experience without any record of accidents
- Possess some knowledge in basic vehicle maintenance
- Possess knowledge in road signs and motor vehicle regulations.
- Be able to take initiative and have a sense of responsibility
- Be physically fit
- Be patient, honest and very respectful
- Be able to work for long hours and on weekends when the need arises.
- Possess good writing skills with a flair for the needs and development of children.
- Have a strong cultural awareness, able to work with people from different cultural backgrounds.
- Be a team player, have strong collaborative skills and able to relate with children, youth & all levels of coworkers
At SOS Children’s Villages Ghana we believe in creating an inclusive and diverse workplace. Our hiring process is based on skills, qualification and experience. We have a strict zero-tolerance policy for discrimination, harassment or bias of any kind. We are committed to providing a safe and inclusive environment for all.
🌟СОС Детско село Северна Македонија бара посветено лице Стручен/на за поддршка на згрижувачки семејства кој ќе биде одговорен за обезбедување на континуирана поддршка на згрижувачкото семејство и корисникот, заради постигнување на целта на згрижување.
📝 Клучни одговорности:
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Врши редовен увид на спроведување на стандардите за задоволување на потребите на корисникот во згрижувачко семејство.
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Учествува во избор на згрижувачко семејство за корисник во соработка со надлежниот центар за социјална работа;
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Одржува редовна комуникација со згрижувачките семејства и ги следи стандардите за задоволување на потребите на корисникот во згрижувачко семејство;
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Одговорен за редовна комуникација со Центрите за социјална работа за потребите на згрижувачките семејства, старателот и водителот на случај за сместен корисник; Имплементација на политиката: Ја води имплементацијата на Политиката за обезбедување безбедност на деца и млади;
🔍Што е потребно?
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Високо образование во областа на општествените науки (социјален работник, психолог, педагог, специјален едукатор/рехабилитатор);
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Најмалку три години работно искуство во областа на заштита на деца;
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Познавање на законска регулатива за социјална заштита и семејство;
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Напредни познавања на детските права;
- Лиценца за стручна работа во Центар за поддршка на згрижувачки семејстава;
- Познавање на англиски јазик;
- Активно познавање на работа на компјутер;
- Возачка дозвола Б категорија (активен возач).
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Добри комуникациски и организациски вештини
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Проактивен пристап кон работата, прецизност, аналитичност
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Критичко и креативно размислување;
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Способност за самостојна и работа во тим
🚀 Услови за работа:
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Работа на определено време (прв договор во траење од 12 месеци, со можност за продолжување)
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Континуирани можности за професионален и личен развој (обуки за професионален развој, активности за јакнење на тимот)
📅 Ве молиме испратете професионална биографија најдоцна до 02.04.2024 година.
Доколку сте подготвени да направите разлика во животот на децата и да придонесете за безбедна и негувачка средина, ве покануваме да се придружите на нашиот посветен тим. Заедно, да изградиме иднина каде секое дете ќе биде заштитено и ќе може да напредува.
Аплицирајте за да бидете витален дел од СОС Детските села и да помогнете во обликувањето на посветла иднина за децата и младите!
Асистент за финансиско-административно работење на проект
СОС Детското село е здружение на граѓани кое претставува дел од големото семејство на национални здруженија на меѓународната хуманитарна организација “СОС Детски села Интернационал”. Здружението делува и работи на развојни програми од областа на социјална заштита, социјална превенција и детски права.
СОС Детското село го имплементира проектот “Зајакнување на младите преку нови можности“(“Youth empowerment enabling prospects”), финансиски поддржан од Министерство за економска соработка и развој на Германија (БМЗ). Целта на проектот е социо-економско зајакнување на млади од ранливи категории и нивна интеграција на пазарот на труд.
Асистентот е поддршка на проектниот менаџер и проектниот тим за целосна и навремена имплементација на проектните активности како одговорен за финансиско- административно работење на проектот.
📋 Главни задачи и одговорности:
- Придонесува за ефикасно дневно административно и финансиско работење
- Го подготвува и следи статусот на ликвидност и предвидувањата на проектот
- Подготвува редовни финансиски извештаи за проектот
- Врши подготовка за книжење/или учествува во книжење на финансиска документација
- Подготовува благајнички и вирмански плаќања на трошоците
- Пополнува ДДВ/ЕПФ обрасци за УЈП за проекти ослободени од ДДВ
- Одговорен е за подготовка и исплата на персонален данок на доход преку соодветниот даночен систем и други даноци согласно закон
- Учествува во финансиска ревизија, подготовка на годишен и финален извештај за ревизија за проектот
- Ги следи посебните финансиски политики и процедури на донаторот
- Ги следи и се придржува до стандардите и политиките на СОС Детско село, со особен акцент врз заштитата на децата
🎓 Потребни квалификации:
- Завршено високо образование (предност од областа на економски науки)
- Познавање на процедури за работење на проекти финансирани од меѓународни донатори (Агенции на Обединетите Нации, Европска Комисија и други донатори се смета за предност)
- Најмалку тригодишно искуство во финансиско и административно работење (работа со проекти во граѓански сектор се смета за предност)
- Претходно искуство во сметководство или познавања од областа
- Добро познавање на англиски јазик
- Одлични компјутерски вештини (MS Office, Интернет)
💼 Дополнителни критериуми:
- Добри комуникациски и организациски вештини
- Проактивен пристап кон работата, прецизност, аналитичност
- Способност за самостојна и работа во тим
🚀 Работни услови:
- Работа на определено време (прв договор во траење од 12 месеци, со можност за продолжување до крај на проектот ноември 2026 год)
- Работно време од понеделник до петок од 08.00 до 16.00
- Континуирани можности за професионален и личен развој (обуки за професионален развој, активности за јакнење на тимот)
📅Ве молиме испратете професионална биографија најдоцна до 31.03.2024 година.
Fondée en 1949, SOS Villages d’Enfants International est une Organisation Internationale de développement social qui œuvre pour la satisfaction des besoins et la protection des droits des enfants privés de protection parentale adéquate Représentée dans plus de 133 pays à travers le monde, elle est implantée en Côte d’Ivoire depuis 1971 à travers SOS Villages d’Enfants Côte d’Ivoire.A ce jour SOS Villages d’Enfants Côte d’Ivoire détient trois villages (Abobo, Aboisso et Yamoussoukro) et des foyers intégrés dans les communautés.
Pour l’exercice de ses activités de Ressources Humaines à la direction nationale, SOS Villages d’Enfant Côte d’Ivoire est engagé dans le processus de recrutement d’un(e) :
Manager des Ressources Humaines et du Développement Organisationnel
Mission du poste
Le Manager RHDO coordonne, communique et met en œuvre les plans et les politiques RH. Il s‘assure de la réalisation des opérations RH pour soutenir le développement de l’Association Nationale, gère et administre le recrutement, l’orientation, la rémunération et les avantages sociaux, la gestion des performances, le développement du personnel et les autres activités RH. Il est chargé de construire au sein de l’Association Nationale une base solide et alignée des ressources humaines qui puisse mener à bien l’atteinte des objectifs organisationnels. Il promeut l’application des valeurs de l’organisation, des normes juridiques et éthiques et des pratiques de bonne gestion et soutient le développement d’un personnel stable, engagé et hautement performant.
Tâches et responsabilités:
Soutient la stratégie RH :
- Conduit l’élaboration des stratégies RH nationales, des plans et budgets qui soutiennent les objectifs stratégiques de l’Association Nationale
- Assure la mise en œuvre intégrale des normes RH définies et des bonnes pratiques
- Conseille sur les changements structurels à apporter à l’organisation qui accompagnent l’évolution des priorités stratégiques de l’Association Nationale
- Supervise le personnel national affecté au service des RH et de la formation
Coordonne les activités de recrutement et d‘orientation :
- Soutient le recrutement de personnel qualifié et engagé. Cela comprend la préparation des profils de poste et avis de recrutement, l’examen des candidatures et la participation au processus de sélection
- Prépare, assure le suivi de l’orientation & l’intégration des nouveaux collaborateurs et présente personnellement les modules de base de l’orientation
Coordonne les activités de formation et développement du personnel :
- Évalue les besoins du personnel en matière de formation & développement et élabore en conséquence des plans nationaux de formation et de développement
- Coordonne la formation initiale et continue des Mères SOS, des Educateurs de jeunes et autres collaborateurs clés de l’organisation en collaboration avec le personnel de formation.
- Identifie les opportunités de croissance et de développement des collaborateurs à fort potentiel/talents
- En collaboration avec le Directeur National, promeut les initiatives de développement en management et leadership pour le personnel clé.
Coordonne la gestion des performances :
- Met en œuvre et coordonne la gestion des performances/système d’évaluation au niveau national, en s‘assurant que les collaborateurs reçoivent régulièrement des revues et tiennent des évaluations formelles
- Développe des compétences en interne dans ce domaine en animant la formation continue et en apportant un soutien aux responsables hiérarchiques
Administre la rémunération & les politiques RH :
- Administre les politiques RH au sein de l’Association Nationale, cela comprend le règlement du personnel, les salaires et avantages sociaux, les contrats de travail, les congés etc.
- Procède régulièrement à des études de marché (salaires, politiques) et propose des ajustements nécessaires ou de nouvelles politiques pour s‘assurer que l’Association Nationale reste compétitive.
- S’assure que les données du personnel sont complètes, régulièrement mises à jour et gérées dans la stricte confidentialité.
- Met à jour et prépare des rapports sur les données RH clés (etc. turnover du personnel).
Qualifications et Expérience :
- Master en gestion des Ressources Humaines ou d’un Bac + 5 (en sciences sociales ou droit) ayant une expérience dans le domaine considéré (au moins 4 années à un niveau managérial) ;
- Parfaite maitrise du code de travail et de la législation sociale en vigueur en Côte d’Ivoire ;
- Forte capacité d’analyse, de respect de la confidentialité d’organisation et de résolutions des problèmes et conflits ;
- Maitrise d’au moins un logiciel de traitement de salaires (notamment Sage Paie & RH) ;
- Bonne capacité rédactionnelle ;
- Parfaite maitrise du français (écrit/oral) et bonne connaissance de l’anglais ;
- Intègre, tolérant, objectif, ayant la confiance en soi et le respect pour ses pairs et ses superviseurs ;
- Dispose d’une capacité de facilitation et de formation ;
- Aptitudes en communication ;
- Aptitude à travailler efficacement avec une organisation installée sur plusieurs sites géographiques.
- Avoir une bonne maîtrise de l’outil informatique (MS WORD, MS EXCEL, MS POWERPOINT, MS ACCESS)
- Etre ouvert d’esprit, sociable, honnête et être capable de travailler en équipe
Ce que nous défendons: **
SOS Villages d’Enfants Côte d’Ivoire est engagé à créer et à maintenir un environnement chaleureux et protecteur. Elle promeut ses valeurs fondamentales, prévient et traite les abus et l’exploitation des enfants. Nous condamnons fermement toutes les formes de maltraitance et d'exploitation des enfants, que ce soit au sein ou à l'extérieur de notre organisation. Nous répondons toujours à tout cas de maltraitance avérée, allégation ou tentation d’abus dans notre sphère d'influence selon sa nature. Nous veillons à ce que des mécanismes soient en place pour sensibiliser, aider à la prévention, encourager les signalements et faciliter les réponses. Ces mécanismes vont des actions de développement des ressources humaines telles que la formation et le conseil aux mesures telles que la suspension, le licenciement et l'action en justice.
Introduction
SOS Children's Villages Ethiopia is a non-governmental, non-political, and non-profit organization and is registered as an international, locally active organization. SOS-CV in Ethiopia is an active member of the international umbrella organization of SOS-Kinderdorf International, based in Innsbruck. SOS CVE has been active in Ethiopia since 1974 and since then has supported millions vulnerable children, youth and families including in the sectors of alternative long-term care, community-based family strengthening programs, and education and training of young people. SOS- CV in Ethiopia operates nationwide at seven program coordination locations sited at Addis Ababa, Bahir Dar, Gode, Hawassa, Jimma and Mekelle.
The Addis Ababa Program location is established in 1987 to provide alternative family like care services to children either who lost their biological families or vulnerable to loss parental care. As part of its development programs, SOS-CVE Addis Ababa program location has been implementing a project entitled ‘Innovative Training Partnership for More Youth Employment’ in Addis Ababa and Adama. The project is designed to directly benefit 10,000 disadvantaged young people at the age between15-29. To take into account, the special challenges women face in the education and labour market, the majority 60% of women are integrated into the project. The project is targeted young people from households affected by poverty. Other selection criteria include limited access to education and qualification measures, limited access to jobs, as well as self-motivation, previous knowledge, and experience of the young people. It is assumed that 50,000 more people will benefit indirectly from the project measures: Apprentices who benefit from the improved capacities of their vocational schools; job seekers who find employment with the micro-enterprises set up under the project; and members of families, households, and communities whose living conditions are improved by the young people's participation in the project.
Accordingly, this ToR is prepared to facilitate the evaluation of the project by an external consultant against the predefined project achievement, outcomes, and impact and sustainability measures. The results of the project evaluation will help SOS-CV, the HGFD and the BMZ (Project Donors) to understand the relevance, effectiveness, efficiency, impact and sustainability of the implemented project and thereby generate knowledge that would contribute to the quality designing and implementation of the upcoming program/s.
Background and rationale
Ethiopia is the second populous African country with fast growing population coupled with developing economy, where proper management and efficient utilization of its work force is essential. In this respect, the capacity of the economy in absorbing the potential labour force was not well monitored regularly with the purpose to reduce the ever-increasing rate of unemployment. According to the comparative analysis of the 2016, 2018, 2020 Urban Employment Unemployment Survey (UEUS) and 2021 LMS urban survey results by the Federal Democratic Republic of Ethiopian statistics Service (Published-Sept 2022), the urban youth(15-29 aged) unemployment rate is increased to 26.5% with the total number of 1,142,346.
The study also reviled that the differentials of unemployment rate by sex demonstrated that female unemployment rate is 28.2 % more than double as compared to male. The reason behind an increasing unemployment rate is due to the fact that either the university/collage graduated youth has no appropriate skill to furnish their labour to the market, have not taken active steps to search for work, they have no strong labour market information, have no appropriate skill & knowledge to the labour market, have no capacity to cover the cost of employable skill trainings , absence of initial capital to start self-employment or the labour absorption is inadequate to the size of unemployed youth. Based on the study result, Addis Ababa city is the first with a total of 462,963 unemployed youth Adama town is the second (61,563) and Bahir Dar city (45,227) is the third.
Accordingly, the ‘Innovative Training Partnership for More Youth Employment’ in Addis Ababa and Adama was a four years project (Jan 2021-31st April 2024) which has been implemented in Addis Ababa and Adama will be completed by the end of April.
The project was targeting unemployed youth (aged 15-19), young people from households impacted by poverty, limited access to education & qualification measures and youth with limited knowledge & skill on employability.
The project started its intervention with the purpose of
As explained at the introductory part, the purpose of the terminal evaluation by an external consulting company is to independently understand weather the project has met its predefined objective, achievement/outputs, outcomes, and impact and sustainability measures.
The results of the project evaluation will help SOS-CV, the HGFD and the BMZ (Project Donors) to understand the relevance, effectiveness, efficiency, impact and sustainability of the implemented project and thereby generate knowledge that would contribute to the quality designing and implementation of the upcoming program/s.
Purpose, Objectives and Use
The overall objective of this project evaluation will be to understand the impact of the project. Whereas the specific objectives of the evaluation are:
- To assess the impact and effectiveness of the activities implemented in ” innovative Training Partnership for more Youth Employment in Addis Ababa and Adama” projects
- To evaluate the efficiency of the project in relation to beneficiaries, cost and timeframe of the project.
- To assess the current figures of the Objectively Verifiable Indicators as found in the impact matrix
- To assess the sustainability of the project (institutional, social, financial, etc.
- To make recommendations for improving future interventions.
The desired results of the project evaluation are:
- To document the impact of the project with special emphasis on the impact that the project has had on women and children.
- To provide commentary on the overall project design, the intervention logic and an analysis of the strategy and methodology used in in ” innovative Training Partnership for more Youth Employment in Addis Ababa and Adama” projects.
- To critically examine the impact matrix and verifiable indicators found in the original proposal and provide post-project figures along with a narrative explaining the reasons for under/over performance achievement.
- To draw conclusions, make recommendations and state lessons learnt for future strategy and improvements in implementation of the project.
- To provide commentary on the current political, social and cultural factors influencing the implementation of the project.
- To document the communities’ attitude towards the project
Key stakeholders to be contacted for the evaluation
Other than many other targets (E.g.-families of the targeted & benefited project participants), the followings are the key stakeholders to be contacted in the process of determining the impact of the project
- Direct and indirect project participants
- Project implementation team
- Project partners, community members, local partners and main stakeholders
- Project management at SOS-CVE national office and program location levels
Key users of evaluations results are:
- Project level: Project team and implementing partners
- Donor/s (BMZ and HGFD)
- Management level: The National Director (DND), Deputy National Director (DND), National IPDs, National Project Coordinator, etc.
- Regional level: SOS international Office Region (IOR)
- Global level: SOS international (IO), project donor and SOS-Kinderdörfer weltweit
Scope of work
The project evaluation assignment will be conducted in Adama and Addis Ababa cities for the consecutive 45 working days accordingly the incumbent consulting company is expected to develop a standardised methodology of evaluation, tools for data collection & analysis and final report on the results of the evaluation. In order to objectively evaluate the results & impacts of the project, the evaluation questions should be revolved around the DAC criteria: Relevance, Effectiveness and Efficiency, Impact, Sustainability, and Project Management and Coordination, as given in the ToR.
Based on the above-mentioned evaluation criteria, instruments /questionnaires for the field mission should be prepared for stakeholders.
Evaluation issue
Key guiding questions
Relevance
The extent to which the aid activity is suited to the priorities and policies of the target group, recipient and donor.
- To what extent was, the project focused on the intended target group?
- What were the specific criteria for the selection of beneficiaries
- To what extent the project selection criteria was met?
- To what extent did the project respond to the needs of the community?
- To what extent did the project interventions respond to the needs and priorities of the project participants?
- To what extent have the project adjustments made so far been relevant?
Effectiveness
- To what extent have the project objectives been achieved?
- To what extent have the project strategies, methodologies, tools and processes contributed to the achievement of the planned results?
- To what extent were the project objectives and activities in compliance with the target group needs?
- To what extent were the beneficiaries aware of the project and the services it provided? Did all the targeted beneficiaries receive services by the project?
- To what extent were beneficiaries satisfied with the project interventions?
- Does the support system built in the target communities effectively respond to the situation of the target group?
- To what extent did the SOS Children’s Villages contribute to the capacity building of the public / private partners and main duty bearers to respond to the situation of the target group?
- To what extent were the local authorities involved and provided support to the project?
Efficiency
An economic term, which signifies that the aid uses the least costly resources possible in order to achieve the desired results.
- Were activities cost-efficient?
- Were objectives achieved on time?
- Was the programme or project implemented in the most efficient way compared to alternatives?
Impact
The positive and negative changes produced by a development intervention, directly or indirectly, intended or unintended.
- To what extent has, the quality of support improved the lives of the beneficiaries.
- What was the impact against the planned results of the project, in terms of changes brought about in the living circumstances of beneficiaries and communities?
- What was the impact beyond the planned results of the project, in terms of changes brought about in the living circumstances of beneficiaries and communities? (positive and/or negative)
Sustainability
Concept concerned with measuring whether the benefits of an activity are likely to continue after donor funding has been withdrawn.
- How many beneficiaries left the project since the beginning and became self-reliant? To what extent are the results, which they have reached sustainable and are the results effective after the beneficiaries leave the project?
- To what extent can activities, results and effects be expected to continue after the project financing (BMZ/HGFD) has ended?
- Have the capacities of the implementation partner been developed? If so, in what areas and how?
Coherence
The compatibility of the intervention with other interventions in a country, sector or institution.
- How well does the intervention fit?
- Is the intervention giving added value?
- Do we avoid duplication?
- If and how closely policy objectives of actors are aligned with international development goals
- Which interests, influence and power do other external actors have?
Project management and coordination
Evaluation of the role of the project management and coordination in ensuring quality implementation.
- To what extent did the project have appropriate management and coordination structures and organisation of the process? Were these structures aimed at the quality of the project implementation?
- Which other local implementing partners were involved in the process of management and coordination and how did this affect the quality of implementation?
Methodology to be applied in the evaluation
Though the consultant is advised to develop its relevant methodology to evaluate the project, the evaluation should be based on a participatory approach involving and engaging a wide and diverse range of stakeholders.
Stakeholders’ participation is necessary for accountability, promoting ownership and sustainability, facilitating buy in, and further use of the evaluation recommendations. According to this, the participatory approach is very useful in engaging stakeholders and gaining their insights, experiences with the programmes and the benefits accrued to them because of the programmes. The evaluation implies the inclusion of various 'rights holders' who benefit from the project, as well as the 'duty bearers' or those responsible and accountable for providing services. This is necessary to assess whether benefits and contributions are fairly distributed by the interventions being evaluated.
In general, the evaluation methodology is concentrated on the objective observation, description and explanation of changes that have happened in beneficiaries lives due to their participation in the project. The evaluation approach should be results-oriented to provide evidence of both quantitative and qualitative achievements as well as the outputs and outcomes obtained by the programmes (or not). Hence, both primary and secondary data should be used in the evaluation and be collected from a wide and diverse range of primary and secondary sources.
Accordingly, the methodology of the evaluation will include the following:
- Document review including analysis on key reference documents;
- Qualitative and Quantitative data collection (e.g. through surveys)
- Case study of randomly selected beneficiaries files (present and those who exited the project)
- Interviews (structured and/or semi-structured; in person and/or by telephone) with key informants
- Focus groups with selected key informants
- Other methods relevant to evaluation objectives and scope
Process of evaluation
The process of the evaluation shall include the standardized Plan and design data collection methodology and process and agree on site visits within the project areas to meet project participants (children, families, state specialists, project team and project stakeholders), and collect information in accordance with the requirements stipulated in the evaluation design)
Other than many others, the data collection process shall include the following major points:
- Reviewing the project documentation and other sources of information at project level
- Identifying the major stakeholders who are associated with the project to be interviewed
- Agreeing on the type of information to be collected
- Preparing checklists and other tools for data collection
- Developing methodological tools for data collection and consulting with project staff on project/national/continental level
- Filling in questionnaires and conducting interviews with co-workers, beneficiaries, representatives of partners, local authorities and the community, focus groups and analysis of data (SWOT Analysis.
Data analysis and elaboration of evaluation report:
The external evaluator will analyse collected data and will prepare an evaluation report that describes the main findings, recommendations and lessons learned. To this end, the consultant is expected to collect data by using KOBO tool and SPSS/STATA soft wares to analyse quantitative data. Similarly, the consultant is expected to clarify how he/she the how to analyse the qualitative data. Accordingly, the final report should follow the structure and content as outlined in the terms of references. That process step includes:
- Analysis of the data and elaboration of conclusions and recommendations
- Preparation of a draft report
- Presentation of the findings to the respective project staff on local/national and regional/continental level to ensure triangulation
- Finalisation of the report after having included the inputs from various stakeholders
Outputs and Deliverables
The followings are the key expected deliverables from the consultant
- As part of the inception report, the consultant is expected to show its own Evaluation design – contains the evaluation framework; detailed evaluation methodology; work plan and budget and Developed evaluation tools
- Draft evaluation report – Draft report will be prepared in line with the proposed structure bellow and should be submitted to the national project management, electronically via e-mail, in English,
- Final evaluation report - The findings of the external evaluation shall be presented in a written report following the proposed outline in English language. Attachments – Templates of applied evaluation tools (questionnaires; main areas for focus groups etc.). Final evaluation report should be submitted to National director in English, in electronic format.
Tentative timetable
The following guiding narrative are recommendable for managing the 45 days of the evaluation process whereas the consulting company can propose its own timetable and discuss in the approval process of the inception report
First week:
- Hold first meeting with the client, provide orientation on the safeguarding documents and define of the contracted volume of work
- Prepare the action plan for the evaluation process indicating the exact dates of visit to the location
- Finalise the list of the basic documents to be provided to the evaluation team. If translation is needed, define the documents for translation
- Analyse all available basic project documents (BMZ-proposal, reports, BMZ-guidelines, concepts, etc.)
Second week:
- Develop set of tools (interviews, questionnaires, focus group scenarios etc.)
- 2nd meeting with the client and discussion of the methodology and tools to be used during evaluation
- Prepare and submit to NO schedule of site visits mentioning all required documents to be prepared in the location.
- Develop and finalise in cooperation with the location the visit plan for defined local stakeholders, SOS location workers, stakeholders in the location, beneficiaries in the location.
Third and fourth weeks:
- Make visit to the project location
- Hold meetings with all relevant parties as per the visit plan
- Provide and analyse project documents in the location
- Analyse all data and prepare the draft report indicating the findings, recommendations, lessons learnt
- meeting with the client and discussion of the preliminary results of the evaluation
Fifth week:
- Prepare the final draft report
- Receive feedback for the final draft report from NO and insert in the final draft
- Prepare and send final draft to NO
Ethical standards
External evaluators should not be biased and have any reason for conflict of interests. The evaluation team must respect the participating communities’ culture, social norms, values and behaviour; and maintain appropriate relationships with participants of this evaluation.
In Addition, SOS-CVE is a child focused Organization and will always uphold the safety and wellbeing of children and young persons as it strives towards creating a better environment for children and their surrounding community. In ensuring this, SOS-CVE will only consider those who are suitable to work with children and young persons. The selected contracting firm will sign in all safeguarding documents- Child and Youth Safeguarding Policy, Code of Conduct, Sexual Misconduct Regulation, Anti-Fraud and Anti-Corruption Regulation. He/he will sign the declaration to make sure that the people the code of conduct or child protection policy of SOS CVs before the commencement of the work.
Safeguarding
- All team members who are engaged in this study/evaluation are expected to attend awareness creation on the safeguarding regulations- code of conduct, Child and Youth Safeguarding Policy, Sexual Misconduct Regulation, Anti-fraud and anti-corruption regulation.
- Following the orientation session, the consultant is expected to sign the declaration.
- The consultant is required to submit the FGD, Interview and other assessment tools before implementing on the study.
Job Requirements
Expert profile of the Evaluation team
The company and person(s) carrying out the project evaluation should have a thorough understanding of the employment & unemployment issues in Ethiopia and experience in related project evaluations. The company and its team members should have at least 5 years of proven competence and experience in conducting project terminal evaluation and social research. Specifically the team members must have a social science background, e.g. MA/higher education in social work, psychology, social-pedagogy, development management, community development, and law is an advantage. In addition, the incumbent consulting team shall include a statement of independence of evaluators in its technical proposal.
Specifically, the consulting team must have:
- proven competency in monitoring and evaluation, including impact assessment or project evaluation
- a social science background
- a good understanding of development work
- a good understanding of child rights and issues affecting vulnerable children
- good facilitation and interpersonal skills
- proven experience in participatory processes and data collection methods
- strong skills in coordinating teamwork
- strong analytical and conceptual skills
- excellent written communication skills
- ability to transfer complex concepts and ideas into practical and simple language
- ideally experience and credibility in providing evaluating services to employment & unemployment related projects
The evaluation team should consist of the number of persons, which can be affordable in accordance with the approved evaluation budget. Roles and responsibilities in the team are distributed in accordance with the competence, level of expertise and requirements of the team members. In order to be more time effective, the revision of documents, meetings with the project team, beneficiaries, partners and stakeholders can be carried out simultaneously and divided among evaluation team members.
The team leader of the evaluation team is responsible for
- Quality and timely fulfilment of the TOR with expected results of the evaluation
- Overall evaluation design of the process
- Elaborated evaluation plan indicating each step of the process
- Effective distribution of the responsibilities among evaluation team members
- Quality and timely implementation of the evaluation plan
- Effective and quality data collection
- Data compilation and analysis aimed at reaching the goal of the evaluation
- Preparation and submission of high quality and consistent evaluation report in due course
How to Apply
Application Documents
Application for the pre-feasibility study should contain the following information:
- Team members of the firm should possess a social science background including: higher education (MA, PhD) in Development Studies, Education, Economics, Psychology, social-pedagogy, development management, Social Work, or related field with at least 5 years of practical experience.
- Name and contact details of an individual expert(s) to the evaluation assignment and description of previous experiences
- Introduction on the consulting team and its experience relevant to the assignment
- Refined terminal evaluation objectives than copying from this ToR
- Description of the methodology (including the target groups; description of quantitative and qualitative research methods that will be used; description of sampling and size of sample etc.)
- Proposal how the project team will be involved in the study
- Description of Product(s) (deliverables)
- Time schedule of activities (a time schedule should be prepared for each element of the work plan and of the reporting requirements).
- Composition of research team (for each expert proposed, a curriculum vitae, should be submitted along with the proposal.)
- An example of a recent/relevant evaluation report
- Technical and Financial proposal; both levelled separately and sealed separately
- Legally registered firm with renewed license, VAT registration and TIN number
Applications should be based on this Terms of Reference and delivered to SOS Children’s Villages Ethiopia within seven days (8:00 AM-5:00PM) from the publication of the call for consultancy service through the following address:
1. SOS Children’s Villages Ethiopia, National office
Bole-Atlas Area in front of Mado Hotel,
Tel. Tel. +251 116 613381 or +251 912 231 869
2. SOS Children’s Villages Ethiopia, Addis Ababa Program Location
Sarbrt- at the Back of Bisirategebriel Church
Tel. +251113710596 or +251911675690
3. SOS Children’s Villages Ethiopia Technical & Vocational training Collage - BMZ Project Office, Addis Ababa
Kaliti Total Area – At the back of KAFDEM Building
Tel. +251113710596
SOS CHILDREN’S VAGES GHANA is part of a global humanitarian and child welfare organization that provides a stable family environment for children in need. We have four villages currently in operation in Tema, Asiakwa, Kumasi & Tamale. We also provide social services for families at risk through our Family Strengthening Programme (FSP).
A Applications are invited from suitably qualified and dynamic persons for appointment as:
National Ombuds – Ghana
Part-time Employment Contract
Location of the role: Ghana/Accra
The Ombuds Office for SOS Children’s Villages is an independent office supporting children and young people in situations that have not been successfully resolved by SOS Children’s Villages safeguarding processes.
An An Ombuds is a trustworthy person who can listen, support, and guide children and young people. There are national, regional, and global Ombuds.
Ea Each Ombuds follows the four principles: Confidentiality, Impartiality, Independence and Informality. They work independently of SOS Children’s Villages as a check and balance to saf safeguarding with the goal of finding a solution to the concern raised.
In order to further their mission, SOS Children’s Villages has decided to implement an Ombuds Office.
T The National OmbudsGhana, as a designated neutral professional, will respond to concerns that the SOS Safeguarding Team has been unable to resolve to the satisfaction of the Chil child, young person, or adult involved.
Sh She/He is a person of trust who has the skills and interest to work through their concerns and find a local solution by:
- Adhering to the principles of confidentiality, independence, informality and impartiality;
- Guiding a fair process through listening and supporting;
- Utilizing dispute resolution skills;
- Being a check and balance;
- Identifying trends and making recommendations to the SOS Children’s Villages Ghana and General Secretariat (GSC).
Th The National Ombuds will operate independently from SOS Children’s Villages Ghana and will report to the Regional Ombuds.
Pr Profile , skills and qualifications:
- Bachelor’s or higher degree in a relevant area such as child rights or child protection, child and youth studies, mediation, social work, child psychology, safeguarding or psychosocial wellbeing, law;
- Minimum five years demonstrated experience in one of the following fields: ombudsperson, mediation, child safeguarding, child protection, or child rights;
- Good level of knowledge of children’s rights or child protection/prevention and related issues - child safeguarding, child development and health, law, policies, regulations and International Standards related to children's care;
- Very good listener with good observational skills;
- Strong communication skills;
- Strong facilitation/training skills - Ability to develop and implement engaging trainings and ongoing support workshops for staff and children' representatives;
- Demonstrated ability to build rapport with children and young people, to identify marginalized children and young people and connect with them and build trust;
- A problem solver, adviser and mediator capable of resolving young people’s and adults’ concerns effectively and in a timely manner;
- Understanding of the local context, including laws, policies, practices, language and social norms;
- Be gender and diverse sensitive and representative;
- Professional proficiency in one Local language and English
- Understand the foundations of the Ombuds’ work;
- Experience working in an NGO or international organization would be an asset.
Th The job offers:
- Training and development
- Support from the Regional Ombuds
- Satisfying and stimulating work
- Remote and in-person work arrangements
- The opportunity to work for an NGO that is a member of a recognized international network.
We are looking forward to receiving your application and motivation letter and CV by Friday 5th April 2024 (indicating your reliable e-mail address & phone numbers)
* To protect the independence of the Ombuds Office, this position is not open to SOS Children's Villages employees or those who have been employed by SOS Children's Villages within the last 2 years.
* ** Please note that only successful candidates will be contacted.
I In case you have question, please reach out to us by email: hr@ombuds-sos-cv.org
You can find more detail about us here:
Ombuds Office - SOS Children's Villages (ombuds-sos-childrensvillages.org)
I In accordance with the organization’s child protection policy, this position will be subject to applicable background checks, including criminal record checks.
National Ombuds Zimbabwe (JOB REF: SOS/5/3/24)
Position title: National Ombuds
Working location: Harare
Supervisor: Regional Ombuds
Employment: Full Time
Established in 1949, SOS Children's Villages International (CVI) is a dynamic, international social development organization working globally to meet the needs and protect the interests and rights of children without parental care and those who are at the risk of losing it.
SOS Children's Villages Association of Zimbabwe is a member of SOS International - a worldwide children's social welfare organisation, providing vulnerable children without homes with a family home and educational opportunities as well as strengthening families to reduce poverty.
Mission of the position:
The National Ombuds and the rest of the Ombuds Office (i.e., other National Ombuds, Regional Ombuds, Global Ombuds and Ombuds Administrator) work independently from SOS Children’s Villages. SOS Children’s Villages Zimbabwe (MA) contracts this National Ombuds position.
The National Ombuds is to provide additional safeguarding support, including checks and balances to the present SOS systems, so that children, young people, care leavers, programme adults and staff have a reporting and response process when they feel that their concerns have not been heard or addressed appropriately.
The Ombuds Office is based on a rights-based approach in accordance with the Convention on the Rights of the Child (1989). Developed with input from children and young people, the Ombuds Office functions on the principles of independence, impartiality, confidentiality and informality. Honouring these principles is critical to the success of the Ombuds Office.
Purpose of the position:
The National Ombuds serves as a designated independent practitioner providing informal and confidential conflict resolution support to children, young people, care leavers, their families, and staff at the SOS country levels.
Historical and current children, young people, care leavers, families and staff in SOS programmes who have safeguarding and/or HR inquiries that were not resolved satisfactorily within the local safeguarding teams can contact the National Ombuds for advice, guidance, and support. The National Ombuds works to promote fairness of process and conflict resolution within SOS Children’s Villages Member Associations through the SOS Ombuds Office's fundamental principles.
Key performance areas and main responsibilities:
SOS Children’s Villages International is seeking a National Ombuds in accordance with the International Ombudsman Association’s Standards of Practice and Code of Ethics to support the SOS Ombuds office. The National Ombuds will: Serve as a vehicle for historical and current children, young people, care leavers, families and staff to make safeguarding or HR inquiries about issues that have not been dealt with to their satisfaction by SOS.
The Ombuds will:
- receive and address concerns in a timely manner;
- listen carefully to concerns, discuss an ‘action plan’, suggest next steps, guide Inquirers through the agreed process as needed, and be available for ongoing support;
- help Inquirers to understand SOS processes and navigate between SOS and community structures and systems; and
- make referrals to appropriate SOS departments, local child protection agencies, legal advice, and/or community resources when appropriate.
Collaborate and support children, young people and staff:
- within their roles as Children/Young People and Staff Representatives;
- within child-friendly and staff-friendly Safeguarding and Ombuds policies and processes; and
- to share their views and feedback to improve the Ombuds Office.
Develop and maintain a confidential database that tracks concerns until they are resolved.
Identify relevant national trends within SOS programmes, services, and human resources; recommend changes to the National MA Board of Directors and the SOS Regional and Global Ombuds, while maintaining the confidentiality of the Inquirers to the Ombuds Office.
Requirements
Qualifications and Technical Competencies
- Bachelor’s or higher degree in a relevant area such as child rights or child protection, child and youth studies, mediation, social work, child psychology, safeguarding or psychosocial wellbeing, law;
- Masters, Ph.D or other advanced degree in a relevant area such as law, social work, psychology, sociology, child rights, youth work and psychosocial wellbeing is an added advantage;
- Minimum five years demonstrated experience in one of the following fields: ombudsperson, mediation, child safeguarding, child protection, or child rights;
Competencies: Skills, Abilities & Knowledge
- Experience in working with children and youths;
- Very good understanding of child rights, child development, family and community development, rights based programming;
- Very good listener with good observational skills;
- Strong communication skills;
- Strong facilitation/training skills;
- Ability to develop and implement engaging trainings and ongoing support workshops for staff and children' representatives;
- Demonstrated ability to build rapport with children and young people, to identify marginalized children and young people and connect with them and build trust;
- A problem solver, adviser and mediator capable of resolving young people’s and adults’ concerns effectively and in a timely manner;
- Understanding of the local context, including laws, policies, practices, language and social norms;
- Be gender and diverse sensitive and representative;
- Local language and professional proficiency in one official federation language: English, Shona, Ndebele;
- Understand the foundations of the Ombuds’ work;
- You have the right to live and work in Zimbabwe;
- Experience working in an NGO or international organization would be an asset.
SOS Children’s Villages Zimbabwe holds strict child safeguarding principles and a zero-tolerance policy towards sexual harassment, exploitation and abuse in the workplace and program activity locations. Parallel to technical competence, recruitment, selection and hiring decisions will give due emphasize to assessing candidates value congruence and thorough background checks, police clearance reference check processes.
How to Apply
Applications accompanied by a detailed curriculum vitae (CV) with at least 3 traceable references and copies of certified academic certificates should be submitted electronically not later than 1st April 2024 .
* To protect the independence of the Ombuds Office, this position is not open to SOS Children's Villages employees or those who have been employed by SOS Children's Villages within the last 2 years.
** Only shortlisted candidates will be contacted.
Applications that are late, do not have a CV or certified certificates attached will be disqualified. E-mail applications should bear the reference number of the position and country name in the subject line of the email.
E-mail: Applications should be sent electronically to:
hr@ombuds-sos-cv.org
SOS Children’s Villages Zimbabwe is an equal opportunities employer and encourages all eligible applicants to apply without any consideration to sex, cultural consideration, disability or creed.
Established in 1949, SOS Children's Villages is a dynamic social development international organization working globally to meet the needs and protect the interest and rights of orphaned and vulnerable children. In Nigeria, SOS Children’s Villages was established in 1973 after the civil war as an affiliate of SOS Children’s Villages International which is a federation of 137 SOS Children’s Villages Associations worldwide. We build families for neglected, abandoned or orphaned children, we help them shape their own futures and we share in the development of their communities. In fulfilment of our expansion project, we urgently require skilled individuals to fill the following vacancies. All eligible candidates are required to possess the under listed skills in addition to role-specific requirements:
- Understanding the NGO/INGO sector
- Excellent understanding of children's rights and child protection issues
- Awareness and basic understanding of issues affecting orphans & vulnerable children, such as the causes of vulnerability (e.g. HIV & AIDS, Gender,Social Development Issues, Youth Development ), local and national responses, etc.
- Excellent command of written and spoken English – other languages, an asset
- Strong analytical and reporting skills, including the ability to identify problems and possible solutions, and ability to clearly reflect these in a report.
- Good communication skills and people development skills, including facilitation, coaching and mentoring skills, to build the capacities of co-workers from partner organizations; as well as of children and their care-givers, and other community members
- Collaboration skills, being driven to work with others and able to build strong working relationships with community members and groups
- Fluent in at least one of the local languages spoken in the Programme’s target communities
- Ability and willingness to travel as required within and between project/programme locations
- Ability to work successfully in a cross-cultural, team-based environment
- Strong use of MS Office Word, Excel and PowerPoint, Office 365
JOB SUMMARY:
The Head Internal Audit sets up and oversees audit unit at the National Office. The role includes procedures for audit, developing annual audit plans, carrying out risk-based audit of control processes at National Office and Field Offices/Locations, reporting on findings of reviews, making recommendations in order to remedy weakness in the systems and procedure reviewed, and support management in compliance and implementation. The incumbent also liaise with the external auditors in order to prevent duplication of effort and to keep them briefed on areas of concern. In addition, he/she will also act as the lead person for investigating whistleblower complaints and allegations of misconduct or fraud.
KEY RESPONSIBILITIES:
The head of internal audit and compliance (HIAC) plays a critical role in delivering the organisation's strategic objectives by objectively assessing the adequacy and effectiveness of governance and management of risks, giving an evidence-based opinion on all aspects of governance, risk management and internal control. Responsible for performaning “Financial Audits“, “ Compliance Audits“, “Information Systems Audits“, “Operational Audits“ and “Investigative Audits“. The exercise will also involve preparation of comprehensive Audit Manual, Audit Charter, and, if needed, TORs for Board Audit Commitee will also be reviewed for any revisions. Develop annual audit plan for establishment of preventive, detective and corrective controls.
Ensure that Internal Audit is performing its work in accordance with established professional standards and remain abreast of emerging trends and best practices that can be incorporated into the function.
Lead Internal Audit’s annual risk assessment and enterprise risk assessment and planning process to develop the audit plan and ensure the plan is responsive to and aligned with the risk profile of the organization.
Carry out risk-based audit Internal control processes at national office and field office/locations including income, expenditure, internal projects, donations, information and communication, grant applocation and grant awards, funds disbursement, and risk assessment processes.
Lead Internal Audit’s change initiative by implementing action plans related to risk assessment and annual planning, audit execution, audit reporting, staff recruiting and development, audit technology, and Audit Committee reporting.
Communicate regularly with the Audit Committee to report the status of Internal Audit’s ongoing monitoring activities, educate/inform the committee of emerging risks and/or exposures (whether internal or external to the company) that should be considered, and serve as a “thought leader” with respect to risk management and internal control best practices.
Ascertain the effective management of the resources and that all operatios of the national office are witin the policies and plans as laid down by management in compliance with best accounting pracitces and donor guidleines.
Issue all Internal Audit reports ensuring the reports are clear, concise, identify root causes with practical solutions, and ultimately provide value to management.
Proactively inform senior management of significant risks or exposures related to internal controls, compliance, and/or governance requiring prompt attention
Ascertain the extent to which assets are accounted for and safeguarded from losses.
Takes appropraite meausres for the prevention of frauds and elimination of conditions inducing fraudulent actions.
Reports regularly to Board Audi Committeee and Management with regard to progress in achieving planned objectives of interal audit and Compliance activitty.
Develops and pursues best practices for strategies regarding Sufficiency of Controls, Risk Management, Disaster, Recovery, Asset Mnagement, Ssustainability, etc.
Undertakes business travel as and wjhen required to assist regional oiifce Audit, Act as the Compliance Officer for investigating whistleblower compliants and allegations of misconduct or fraud.
Prepares reports containing observations, comments and recommendations based on carried out work. Support management in compliance of recommendations.
Assist in knowldege management process by providing accurate, sound and timely professional advice to SOS Nigeria managemnet, Audit Committee and Board.
Liaise with the External auditors in order to prevent duplication of efforts and to keep them briefed on areas of concern in order that both external and internal audit functions could be carried out efficeintly and effectively.
Contributes in all relevant meetings involving consideration of policy/procedures formation matters and other allied matters relating to overall operations of the organisation.
Ascertains Management’s compliance with the agreements executed with donor agencies are strictly implemented.
Ensures the confidentiatlity of financial and technical information including audit findings and observations from the irrelevant entities.
All other roles and responsilibility as contained in the Internal Audit Charter.
TECHNICAL SKILLS:
BSC/HND in Accounting/Auditing /Financial Management
MBA/M.Sc. is an added advantage
Professional qualifications: ACA/ACCA/CPA/CIA/CFE/CISA
WORK EXPERIENCE:
Minimum of 7 years (with at least 5 years’ experience in INGO/NGO
SOFT SKILLS:
Good use of Microsoft Office
Effective communication skills
Relationship building/Interpersonal skills
Arithmetic/analytical reasoning
Respect for clients as subject matter experts
Honest and transparent lines of communication
Time management
Tenacity and Ethics
Continuous learning
How to Apply
Send us your application (application letter, detailed CV containing contact detail of there references) electronically through SOS Children Villages Application portal (ICIMS)
Only shortlisted candidates will be contacted.
SOS Children’s Villages Nigeria holds strict child safeguarding principles and a zero-tolerance policy for conducts of sexual harassment, exploitation and abuse in the workplace and other places where the organization’s activities are rendered.
In addition to technical competence, recruitment, selection and hiring decisions will give due emphasis to assessing candidates value congruence and thorough background and reference checks.
SOS Children's Villages Nigeria provides equal employment opportunities to all co-workers & qualified applicants without regard to race, colour, religion, gender, ancestry, national origin, age, disability, marital status, or class.