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Consultancy Title: Subject Matter Expert for SBC Emergency and Development Roster Interviews
Section/Division/Duty Station: Social & Behaviour Change Section, Programme Group –HQ New York (Remote)
Duration: August 1, 2022 to November 15, 2022 (35 days)
If you are a committed, creative professional and are passionate about making a lasting difference for children, the world's leading children's rights organization would like to hear from you. For 70 years, UNICEF has been working on the ground in 190 countries and territories to promote children's survival, protection and development. The world's largest provider of vaccines for developing countries, UNICEF supports child health and nutrition, good water and sanitation, quality basic education for all boys and girls, and the protection of children from violence, exploitation, and AIDS. UNICEF is funded entirely by the voluntary contributions of individuals, businesses, foundations, and governments. UNICEF has over 12,000 staff in more than 145 countries.
There is an unprecedented level of interest in the international development community for more effective interventions and strategies to increase demand generation, facilitate social and behavior change, and promote empowerment and community led accountability across all programmatic areas. UNICEF also has a significant role in the humanitarian space and in the Risk Communication and Community Engagement Response to the COVID-19 Pandemic.
SBC and related community engagement strategies are central to achieving each of the five goals of UNICEF’s new Strategic Plan 2022 – 2025. SBC is a cross-cutting, evidence- based process that uses a mix of communication tools, channels and approaches to facilitate participation and engagement with children, families, communities and networks, for positive social and behavior change in both development and humanitarian contexts.
As part of the strategic vision of Social and Behavioral Change on institutional capacity building, the SBC Section is currently expanding two distinct consultant rosters: (1) the SBC Regular (Development) Roster for candidates with proven expertise in a wide range of SBC services in non-emergency, development programming contexts; and (2) a Humanitarian Roster for candidates with expertise in delivering SBC in humanitarian, disease outbreak, conflict, and other emergency contexts.
The expansion of the Humanitarian Roster is crucial in order to scale up the emergency response to the unprecedented humanitarian and public health emergencies linked to the COVID-19 pandemic and other disease outbreaks such as Ebola. This requires, among other critical response efforts, the need to deploy SBC/RCCE expertise to strengthen coordination, collaboration, and implementation of community engagement interventions.
The expansion of the Regular (Development) Roster is also critical as there is a need to align SBC human resources and capacity development with the growing demands for technical support and leadership in key cross-cutting areas, such as social norms, community engagement and systems strengthening. There is an urgency to prioritize and raise the profile of human resources from junior to mid-level and more senior technical staff. This staffing would be in line with the evolving engagement that is required for leveraging government resources and influencing policy dialogue for social and behaviour change programming. SBC is placing increased importance on the continuum, or nexus, between SBC in humanitarian response and in development programming. SBC needs to be able to plan more seamless connections between its development and emergency responses. It is therefore an imperative to expand both the
Regular (Development) Roster and the Humanitarian Roster in tandem, so that regional and country offices have the facility to rapidly draw upon SBC expertise in both emergency and non-emergency contexts.
The process for expansion of the rosters began in April 2020 and is unfinished. What remains is the pre-screening of the remaining applications and interviewing of the short-listed candidates. The SBC Section has engaged the service of an HR Consultant to lead this process, who will screen the remaining applications and will develop a ‘long list’ of candidates. The Interview Panels will consist of the HR Consultant, the Lead Subject Matter Expert (SME) and a second SME (alternating members of the SBC Team). This consultant will serve as the Lead SME, working closely with the HR Consultant to support the interview and selection process for both the Humanitarian and Regular (Development) rosters.
Scope of Work:
WORK ASSIGNMENT OVERVIEW
a) Notes on candidate responses during interviews.
b) Recommendations for inclusion/non-inclusion in the rosters.
a) Endorsement of the selection reports (which will be prepared weekly by the HR Consultant).
Timeline: on or before 30 November 2022.
Terms of Reference / Deliverables
Participate as Lead SME in recommending candidates for inclusion/non-inclusion in the rosters
Review and technical input to the selection reports provided by the HR Consultant
2) Work experience
U.S. Visa information:
With the exception of the US Citizens, G4 Visa and Green Card holders, should the selected candidate and his/her household members reside in the United States under a different visa, the consultant and his/her household members are required to change their visa status to G4, and the consultant’s household members (spouse) will require an Employment Authorization Card (EAD) to be able to work, even if he/she was authorized to work under the visa held prior to switching to G4.
Only shortlisted candidates will be contacted and advance to the next stage of the selection process
For every Child, you demonstrate…
UNICEF’s core values of Commitment, Diversity and Integrity and core competencies in Communication, Working with People and Drive for Results. View our competency framework at: Here
UNICEF is committed to diversity and inclusion within its workforce, and encourages all candidates, irrespective of gender, nationality, religious and ethnic backgrounds, including persons living with disabilities, to apply to become a part of the organization.
UNICEF has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UNICEF, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination. UNICEF also adheres to strict child safeguarding principles. All selected candidates will, therefore, undergo rigorous reference and background checks, and will be expected to adhere to these standards and principles.