Job Opening

Posting Title: Re-Advertisement - National Specialist in Strategy & Change Management
Department/Office: United Nations Human Settlements Programme
Duty Station: BEIRUT
Posting Period: 28 September 2021 - 17 October 2021
Job Opening Number: 21-United Nations Human Settlements Programme-164653-Consultant
Staffing Exercise N/A
United Nations Core Values: Integrity, Professionalism, Respect for Diversity

Result of Service

DGLAC plays a key role in providing support for Lebanese municipalities and unions of municipalities. Therefore, it is crucial for DGLAC to set the standard for good governance and serve as a model for an efficient and effective public administration catering to local authorities. This consultancy will achieve short and medium-term strategic objectives by improving the overall internal institutional and organizational functioning of DGLAC. In addition, the outputs of this consultancy will ultimately confirm DGLAC’s newly endorsed vision, mission, and values and support the ways of working towards further sustainability, efficiency, modernization, and transparency.

Work Location

Beirut - Lebanon

Expected duration

7 months

Duties and Responsibilities

Organizational Setting
UN-Habitat, the United Nations Human Settlements Programme, is mandated by the UN General Assembly to promote socially and environmentally sustainable towns and cities. It is the focal point for all urbanization and human settlement matters within the UN system.

Background
The Directorate General of Local Administration and Councils (DGLAC) fulfills the municipal support function of the Ministry of Interior and Municipalities (MoIM) as stipulated in the Municipal Act No. 118 of 30 June 1977 and its amendments . By law, DGLAC plays a crucial role in providing administrative oversight, capacity-building, and evidence-based planning support for Lebanese municipalities and unions of municipalities (UoMs). DGLAC’s framework also calls for prioritisation of the welfare of its indirect beneficiaries, i.e., citizens and residents, who are the primary target of the civil service and the end-users of service delivery. Although citizens are not the prime beneficiaries of DGLAC, they should be at the heart of its policies towards local authorities. DGLAC has been facing chronic challenges since its inception in 2000, however. Most of these challenges, which include underfunding, understaffing, lack of digitisation, and internal governance gaps, are directly correlated with the overarching conditions and the broader political environment affecting the Lebanese civil service and the public administration.

In response to the above, the Municipal Empowerment and Resilience Project (MERP), a joint initiative by UNDP and UN-Habitat and funded by the European Union (EU), commissioned a review of DGLAC. The review identified strengths, weaknesses, opportunities, and challenges for the Directorate and generated concrete and realistic short, medium, and long-term recommendations for reform. Although the review of DGLAC revealed strong technical expertise among staff, it identified the need to detail and delineate the role of departments and units and to create a complementarity of tasks between them, thus conveying a sense of unity, harmony, and organic interdependence of each department. In addition, the review highlighted the need to:

• Develop documented job descriptions or Terms of Reference (ToRs) for each department and individual role and review existing ones, thus proposing additional tasks and sub tasks to be included as part of the existing ToRs;

• Draft a formal and systematic performance management system to provide feedback to staff on strengths and areas of improvement;

• Develop a code of conduct that would guide the Directorate towards value-based operations and decision-making. This would further complement DGLAC’s newly developed values – namely decentralisation, optimal service delivery, stewardship, integrity, and inclusivity- and set a professional standard between DGLAC and stakeholders (local and central government, donors, partners, etc.).

For this reason, MERP is looking for a national specialist in Strategy & Change Management to implement the proposed recommendations and lead a change management process to create buy in and ownership of the proposed reform processes among DGLAC staff.

Reporting Line
The consultant will work under the supervision of MERP Chief Technical Advisor and in close coordination with DGLAC’s Director.

Duties and responsibilities

The consultant will be responsible for the following Duies:

a) Detailed Terms of References for departments and individual roles. If not existent, the consultant will review existing ToRs and develop and/or update job descriptions or Terms of Reference for each department and individual roles as needed, proposing additional tasks and sub tasks to be included as part of the existing ToRs. The detailed ToRs will be developed in coordination with DGLAC’s Director General and staff and in line with the newly endorsed vision, mission, and values;

a) Organizational and individual code of conduct. The consultant will seek to elaborate and incorporate additional principles to existing codes of conducts set by the government regulations. If not existent, the consultant will develop an organizational and individual code of conduct delineating the ethical principles that govern decisions and behaviours at DGLAC and provide specific guidance for handling ethical issues. The codes of conduct should align with DGLAC’s vision, mission, and set of principles and values, such as client-centeredness, decentralisation, optimal service delivery, integrity, gender equality, and inclusivity;

b) Performance management framework. The purpose of the framework is to embed improved performance management practices and tools within DGLAC. The performance management framework is expected to link strategy and planning to performance by setting clear expectations and commitments in work plans and individual performance agreements. It will also contribute to the improved performance of the DGLAC staff which will result in a higher satisfaction in the public service. The consultant is expected to work closely with DGLAC staff, heads of departments, and management and coordinate with the Civil Service Board to build legitimacy for onward implementation;

c) Training, coaching, and mentoring on the performance management framework and tools with an objective to transfer expertise and knowledge regarding the developed framework and tools to DGLAC management and staff as well as proposing means to evaluate its effectiveness;

d) Change management workshops focusing on increasing staff and management understanding of all aspects of DGLAC’s organisational change as well as effective ways to manage change, increase buy-in and minimize resistance. The change management workshops will be implemented at the beginning/end of each phase of the above tasks throughout the consultancy. This is to facilitate a collaborative, communication-based process where employees and management work together to plan, monitor, and review staff’s objectives, long-term goals, job trajectory, and comprehensive contribution to DGLAC’s overall mission, vision, and values.

Qualifications/special skills

Academic Qualifications:
A Master’s degree or equivalent in Human Resources, Business Administration, Management and Public Administration, or other relevant is required.

Experience:
• Minimum 7 years of working experience in human resources management, organisational development and institutional strengthening in public/private sector is required;
• Extensive experience in conducting organisational and capacity needs assessments, training activities, workshops, writing job descriptions and contract management, preparing framework programmes and policies and change management, preferably in the public sector is required;
• Knowledge of the latest evidence, best-practices and innovative approaches in organizational development, capacity development, learning, and change management is required;
• Demonstrated experience in producing high-quality reports and applying strategic and innovative approaches and thinking is required;
• Experience in the field of local governance is highly desirable.

Language:
Fluency in oral and written English and Arabic is required

No Fee

THE UNITED NATIONS DOES NOT CHARGE A FEE AT ANY STAGE OF THE RECRUITMENT PROCESS (APPLICATION, INTERVIEW MEETING, PROCESSING, OR TRAINING). THE UNITED NATIONS DOES NOT CONCERN ITSELF WITH INFORMATION ON APPLICANTS’ BANK ACCOUNTS.

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