BACKGROUND

SOS Children's Villages in Ethiopia (SOSCVE) is a non-governmental, non-political, non-denominational charitable child welfare organization. For the past more than 40 years, we have been working to build families for children in need, help them shape their future, and share in the development of their communities. Everything we do is based on the best interest of the child. We help vulnerable families care for their children, and we work to prevent the breakdown of parental care. When children lose parental care (the care of families of origin), we provide quality alternative care in different care settings according to the children’s best interest. We support young people in their efforts to become independent adults and succeed in life.

We collaborate with donors, communities, governments, and other organizations to reach the children who need support when emergencies strike; we focus on providing humanitarian assistance, care, and protection for children and families in coordination with the government and other relief agencies. We continuously measure the impact of our program.

For more than four-decade, SOS CVE has been designing various interventions to support vulnerable children and youth in Ethiopia. With its midterm plan and strategy 2030, the organization is striving to reach many more Children and Youth with its programs.

As SOS CVE thrives in developing programs and exploring uncharted territory, it is paramount that its co-workers particularly leaders possess the right skills and capacity to deliver quality programs. It is vital to cultivate leaders who are capable of delivering the goals and objectives of SOS CVE, and even more crucial to nurture future leaders that can drive the organization’s goals and strategy further.

SOS CVE has a foundation for building the capacity of co-workers. Records indicate that programs and efforts in place have been contributing to co-workers’ growth over the years. As it strengthens the culture of developing our co-workers, SOS CVE is taking steps to ensure business continuity when leadership departures occur. To ensure that this is done in a much more organized and professional manner, the Successors’ Development Program has recently been introduced. 

In this context, SOS CVE is currently looking for a consultant to assist in designing and implementing a successor’s development program for identified business-critical leadership positions. 

OBJECTIVE

The main objective of this assignment is to design, implement and evaluate a successor’s development program that is aimed at developing internal talents and enhancing the leadership bench strength of the organization.  Specifically, the consulting firm shall provide professional services in the following areas:

• The design and development of the Successor development program (SDP

• Identification, screening, and onboarding of candidates

• Identification, onboarding, and development of coaches and mentors

• Reviewing the progress of the program periodically

RESPONSIBILITIES

The consultant is expected to perform the following responsibilities

• Engage with Human Resource and Organizational Development department to further develop the concept and design the program

• Generate professional justification to ascertain that the identified positions are indeed business critical.

• Review and enrich the competency suites developed for each position under consideration

• Support in the development of  selection criteria in consultation with the client

• Screen out potential successors from among the applicants based on agreed-upon criteria and methodology.

• Assess the candidate’s current competency against required technical and leadership competencies and identify the gap.

• Develop a 12-36 month Individual Successor Development Plan (ISDP) to help fill the competency gap observed in the successor.

• In the ISDPs, indicate the most appropriate tool to meet the specific needs of the successor such as mentoring, coaching, training, secondment, association, private reading, certification, etc. 

• Develop methodology and process of identifying mentors can also be considered as one activity.

• Provide practical training to identified coaches and mentors on the topics of results-based coaching and mentoring

• Devise a tracking system for training and activities performed during the successors ’development program.

• Periodically review the progress of the program and provide constructive professional feedback to all parties involved.

• Conduct mid-term and terminal evaluations of the program.

• Undertake terminal competency assessment to ascertain the success of the individuals involved in the successor’s development Program.

• Document the process, successes, challenges lessons learned.

KEY DELIVERABLES

 The following deliverables are expected from the consultant,

• Improved version of the successor’s development Program concept note

• A strategic argument for considering certain positions for the SDP over others

• A compendium of competency suits for all identified business-critical positions

• Methodology for the identification of the most appropriate candidates for the SDP

• A compilation of the assessment reports of every candidate considered for the SDP

• A compilation of all Individual SDPs with a clear recommendation on the specific methodologies that should be employed to address identified gaps (coaching, mentoring, secondment …)

• Training reports and documents on coaching and mentoring

• Activity tracking system

• Review, mid-term and terminal evaluation reports

• Documentation of the program highlighting key processes, successes, challenges, and lessons learnt.

• Revisit and improve draft successors’ development guideline prepared by SOS CVE

IDENTIFIED BUSINESS-CRITICAL ROLES

Below is a list of business-critical positions,

1. National Director

2. Deputy National Director

3. National Program Director

4. Fund Development Head

5. Location Program Director

6. Humanitarian Response Program Manager

7. National Finance Manager

8. Institutional Partnership Development Advisor

9. Human Resource and Organizational Development Manager

10. Information and Communications Technology Manager

11. Program Monitoring and Evaluation Manager

SUCCESSORS’ DEVELOPMENT PROGRAM FACILITATION

The Successors Development Program will be facilitated on the premises of SOS Children’s Village in Ethiopia, National Office. Based on the consensus reached a virtual session and another learning method will be considered for the program.

Job Requirements

The following are the minimum criteria for the interested firm

• Seasoned HR expert with practical experience in managing similar programs.

• At least10 years of experience consulting in the area of leadership development

• Vast years of working with an international organization in Human Resources Management and Leadership Development and has proven experience in consulting for succession planning and development programs for other organizations,

• Has proven experience in coaching and mentoring Managerial level employees and can provide various methods of developing the skills required to lead department and organization.

• Experience in developing competencies requirements for different leadership positions and assessing the competencies of individual candidates for the Successors’ Development Program.

• Has the necessary license to provide consultancy in Management, Human Resource, and leadership development areas.

• Fluent in verbal and written communication in English language

How to Apply

Interested consulting firms should submit a technical and financial proposal within twenty calendar days effective from the date the call for the consultancy service is released through SOSETHIOPIA.HROD@sos-ethiopia.org

The following shall be included in the proposal

• Firm’s background, pertinent work experience that meets the requirements of the TOR, and comprehension of the TOR; it should also outline the key tasks to be completed and the methodology and approaches to be used in order to meet the assignment's key deliverables.

• Evidence of experience in undertaking similar assignments with International Organizations

Financial proposal containing the final and all-inclusive (professional fees, etc.) total price in USD for the full range of services required, broken down into all major cost components associated with the services.