158 NGO Jobs in Ethiopia jobs

// Job Summary As a member of the Peacebuilding program unit, you will provide technical lead for CRS peace building activities in support of Catholic Relief Services’ (CRS) work serving the poor and vulnerable. Your thorough and service-oriented approach will ensure that the project consistently applies best practices and constantly works towards improving the impact of its benefits to those we serve. Job Requirement Master’s degree in Conflict Studies, Political Sciences and International Relations, Law, Social Sciences Minimum of five (5) years of relevant work experience on peacebuilding programs Experience and skills in networking and relations with donors, government, other peer organizations Fluency in English and the local language Able to work on a high level with Word, Power Point, and Excel A previous experience in an international NGOs is a strong advantage Personal Skills   Demonstrated ability to work in a team-oriented environment with good interpersonal skills Observation, active listening and analysis skills with ability to make sound judgment Good relationship management skills and the ability to work closely with local partners and community members Attention to details, accuracy and timeliness in executing assigned responsibilities Proactive, results-oriented and service-oriented Agency-wide Competencies (for all CRS Staff): These are rooted in the mission, values, and guiding principles of CRS and used by each staff member to fulfill his or her responsibilities and achieve the desired results. Trusting Relationships Professional Growth Partnership Accountability How to Apply Please enter via https://form.myjotform.com/92263398059568t o fill a form and attach your up-to-date CV before the application deadline ,  August 29, 2019. Applications should be submitted by August 29, 2019 up to 5:00 PM, late submission will not be accepted. These job opportunities are open to Ethiopian nationals only. Phone solicitations cannot be accepted. You will be contacted only if you are selected for written exam/interview. Qualified women are highly encouraged to apply CRS’ talent acquisition procedures reflect our commitment to protecting children and vulnerable adults from abuse and exploitation. Equal Opportunity Employer

// Organization: COOPI - Cooperazione Internazionale Country: Ethiopia Closing date: 26 Aug 2019 Coopi is looking for a Country Administrator in Ethiopia The Country Administrator is responsible for supervision, management and quality implementation of all aspects of COOPI financial and administrative operations in country. The Country Administrator will be part of the senior management team and is expected to work with the Project Managers, Coordinators and Accountants in the field in order to support the management of the projects. Responsibilities Administration and finance Ensure compliancy with financial and administrative requirements set by the Donors and by COOPI; Provide technical support on correct application of the COOPI and donors’ administrative procedures to the Project Managers; Control and assure compliance of program expenditures with program budgets; Monitor cash flows and supervise petty cash handling; Supporting Project Managers in the management of projects budget, ensuring that the financial resources available for the projects are spent following the donors' procedures and according to the project’s budgets; Monitor the sustainability of the Country Coordination and field offices under the Regional Coordination responsibility, and verifies the correct costs’ attribution/distribution; Ensures sound planning and preparation of budgets, amendments and forecasts together with the project manager; Manage financial audit performed on the projects; Supervise yearly financial audit on general accounting for local authorities. Logistics Procurement: provide technical oversight to the procurement process and ensure proper supply chain management procedures are in place and that standard logistics and related administrative systems are established and implemented within COOPI country programme; Support and control the activities of logistic office in compliance with the organization regulations and the major donors including ensuring the correct management of the stock of materials and equipment and preparing, updating and management of the inventories. Human Resources Coordinate and supervise overall human resources policy implementation, included Labour Law application, recruitment and that staff salaries are effectively paid to eligible staff and an audit trail of records is maintained. Reporting Prepare periodical project financial reports and/or requests to be sent to COOPI Milan HQ's; Produce monthly cash and bank reconciliation statements. Requirements Essentials Degree in economics, finance, accounting, administration or related field; A minimum of five years of relevant working experience; Good knowledge of main donors’ administrative rules and procurement procedures (ECHO, UE, UN, AICS); Experience in logistics, procurement and security matters; Experience in liaising with governmental/local authorities, IOs and NGOs; Ability to understand the administrative policies of the donors; Fluency in English; Budget design and management. Soft skills Ability to organize work efficiently and deliver assignments in a timely manner often under time constraints; Proven capacity to work in a team; Strong analytical and practical problem-solving skills; Institutional relations management and cultural context understanding; Strong supervisory abilities, and demonstrated capacity of teamwork and of coordination with the relevant actors; Demonstrated effective verbal and written communication, negotiation skills, multi-tasking and organizational skills; Demonstrated ability to work in stressful environments and under pressure; Very good inter-personal behaviour; Computer literacy, with high proficiency in the use of standard office software applications. Plus Experience in organizing and supervising a complex team; Knowledge of Italian; Previous work experience in country; Knowledge of COOPI’s procedures. How to apply: https://coopi.org/it/posizione-lavorativa.html?id=3723&ln=

// Organization: African Child Policy Forum Country: Ethiopia Closing date: 15 Sep 2019 VACANCY ANNOUNCEMENT EXECUTIVE DIRECTOR African Child Policy Forum (ACPF) is a leading, independent Pan-African centre of policy advocacy and dialogue on the African child. It aims to provide a knowledge-based and advocacy-driven platform for dialogue; contribute to improved knowledge of the problems facing children in Africa; identify policy options; strengthen the capacity of governments and CSOs to develop and implement effective pro-child policies and programmes; and promote and strengthen an Africa-wide movement for children. ACPF is seeking to recruit a senior executive for the position of Executive Director (ED) who will enhance ACPF’s role as the moral and authoritative voice for Africa’s children. The ED will carry out vigorous advocacy at the international, Pan-African and national levels to ensure that Africa’s children are on the public and political agenda and that African governments are more child- friendly and more accountable to children. He/she will ensure and strengthen ACPF’s resource and financial base. This is a high profile international position based at ACPF’s headquarters in Addis Ababa, Ethiopia, which involves interaction with heads of state and government, political figures, leading African, international and civil society executives, as well as thinkers and experts on child rights and wellbeing. The candidate should have proven intellectual leadership, a minimum of 15 years of progressively responsible experience in high-level advocacy, building strategic alliances and partnerships and resource mobilisation. The candidate should possess a demonstrated capacity in leading, managing, motivating and developing a multi-disciplinary and a multi-cultural team. The successful candidate should have an advanced university degree in Social Sciences, Law, Economics, Statistics, Public and Business Administration, Public Health or other relevant disciplines. How to apply: The successful candidate should be able to assume his/her position by January or February 2020. Applicants can send their resume and a letter of interest no later than 15 September 2019. jobs2019@africachildforum.org . The Executive Director position is reserved for African Nationals. ACPF is an equal opportunity employer. Women are encouraged to apply. Only shortlisted candidates will be contacted.

// Organization: Canadian Physicians for Aid and Relief Country: Ethiopia Closing date: 13 Sep 2019 CPAR Background CPAR is a non-governmental organization working in partnership with health professionals, vulnerable communities and governments to build health systems capacity in Sub-Saharan Africa. For over 35 years, CPAR has made a commitment to long-term change in rural East Africa. CPAR employs a community-centered development approach, working alongside African community members in Ethiopia, Malawi and Tanzania, to develop initiatives that best address their needs, where they live. CPAR works to improve the quality of life, and that of future generations for these vulnerable populations. In Ethiopia, CPAR’s recent work has focused on improving the capacity of health care workers involved in emergency medicine to deliver higher caliber services at the hospital and health center levels to patients in rural locations. In the coming months, CPAR will be growing its work in the area of sexual reproductive health and rights (SRHR) with an emphasis on supporting the ministry of health to provide greater access to quality SRHR services, specifically for women and adolescents. Gender equality, health education, and sexual and reproductive rights will be at the center of CPAR's approach to provide young people, especially girls, with the tools they need to protect themselves from sexual and gender-based violence and other harmful traditional practices. The targeted communities have high levels of child marriage, early pregnancy and related maternal health complications due to the particularly low SRHR coverage and prevalence of gender discriminatory cultural norms. Addressing obstetric fistula through community awareness, patient identification, and referral will also be a feature of CPAR’s Programming. Reporting to the CPAR HQ Director of Programs and overseeing the activities of the CPAR Ethiopia Country Team, the Country Program Director (CPD) is responsible for the overall leadership and strategic direction of CPAR’s programs and operations. Scope of the Position: The CPD has the overall responsibility for the strategic leadership and direction of CPAR Ethiopia to achieve the organizational vision, mission and objectives. The CPD will be responsible for leading and overseeing program implementation, operational workplanning, donor compliance, monitoring and evaluation, reporting, operational and human resources management, financial management and engagement with CPAR’s Headquarters in Toronto, Canada. The CPD will prioritize responsiveness to donor requirements as well as alignment with the Ethiopia government’s strategic plans, ensuring that high quality, impactful programs are delivered on time and consistent with budgets. The CPD will ensure that program activities are completed as per donor agreement from start up to phase out. The CPD will be accountable to the CPAR HQ Director of Programs. Extensive interaction with CPAR’s HQ Program Team is required for both compliance purposes and to ensure that CPAR’s programming and reporting meets donor expectations. S/he represents CPAR to the government of Ethiopia, and local or international organisations and other stakeholders involved in CPAR’s programming. S/he will take a leading role in developing, overseeing implementation, reviewing and monitoring of the Country Strategic Plan while ensuring it is appropriately aligned with the CPAR HQ (Toronto) strategic direction and overall thematic focus. The CPD will work closely with CPAR HQ to support and lead new programming initiatives while initiating new partnerships with prospective donors and other stakeholders. The CPD will be responsible for identifying areas for cross country learning and fertilisation of knowledge in all areas of programming, and will assist in ensuring that CPAR policies (ie. human resources, gender, procurement, anti-corruption, etc.) are adequately conveyed to and understood by the CPAR Ethiopia team members, and that policies are integrated throughout CPAR’s programming. Specific Responsibilities: Strategy Development and Implementation · Provide leadership in the development and implementation of CPAR Ethiopia’s Country Strategic Plan in line with the overall CPAR Strategic Plan. · Facilitate the alignment of CPAR Ethiopia priorities with strategic organisational thematic priorities and accountability mechanisms, relevant Ethiopian national strategies and international standard development frameworks. · Provide leadership for the dissemination of CPAR’s values, vision and mission at the country level and lead, direct and mentor the country program and its staff in line with the organizational strategy. · Keep abreast on socio-economic and political changes in the environment and undertake timely strategic review of the CPAR Ethiopia Country Strategic Plan ensuring continued relevance in the rapidly changing environment. · Ensure that CPAR Ethiopia implements policies, procedures, operational guidelines and standards within the CPAR framework. Representation · Represent CPAR in Ethiopia and be responsible for the management of relations and CPAR interests in dealing with government, international and local organisations, networks and media in country. · Represent CPAR in strategic meetings, conferences, forums and other public events and contribute towards raising the profile of CPAR. · Develop and strengthen relationships with local organisations and networks and establish national and regional strategic relations and alliances with partners and civil society working in common cause with CPAR’s objectives. · Maintain good partnerships at national and international levels · Promote CPAR’s organizational identity and capacity to all stakeholders and partners in Ethiopia and ensure that CPAR Ethiopia remains relevant to the changing needs of the people in the country. Program Development and Management · Lead in the development of CPAR Ethiopia’s programs, providing sound methodological and technical support, as per the organisational thematic alignment and program approach. · Coordinate the CPAR Ethiopia participatory annual planning and budgeting process, as per organisational and donor guidelines. · Promote a participatory approach in programming work and create space in the structure for staff participation and involvement in decision-making. · Oversee and coordinate the program portfolio to ensure the highest level of project quality and accountability, while fostering continuity through building local capacity and developing innovative program interventions. · Ensure that participatory systems and processes for monitoring activities, results and impact assessment at program level are in place and involve the team and partners. · Provide continuous monitoring and support to field offices and existing projects, coordinate program reviews, evaluations, and ensure that program evaluation findings are integrated into lessons learned and help inform future programming throughout CPAR’s global operations. · Responsible for ensuring that all grants being implemented in Ethiopia are in compliance with donor and CPAR requirements, including but not limited to financial management, reporting and policies & procedures. · Keep well informed of trends and discourse in international development, particularly in the following sectors: health, water and sanitation · Provide strong service to internal departments, responding to inquiries in a timely and satisfactory fashion. Funding and Grants Management In close communication with the Director of Programs: · Develop networks and partnerships with national/regional/international institutions in Ethiopia · Initiate donor collaboration, fundraising and project development within Ethiopia and outside the country where opportunities arise. · Keep abreast of the trends within the donor environment in Ethiopia and internationally · Undertake diversified local and international fundraising initiatives to strengthen program funding and sustainability · Respond to calls for proposal and coordinate the production of good quality funding proposals · Facilitate donor visits, donor meetings, round table discussions and evaluations, as necessary · Ensure that effective grant management systems are in place and are consistent with the overall organisation fund seeking and management policy, and promote their application · Lead the process and contribute to the development of routine donor reports and other related results-based management requirements (i.e. detailed correspondence to support donor information needs and performance measurement frameworks) · Be aware of all donor requirements and monitor adherence to donor requirements in the development of proposals · Work with the Development Department at HQ on program information and asset development, ensuring they are equipped with knowledge and resources to effectively fundraise · Support in the creation of external communication and marketing materials · Create communication and marketing material for CPAR Ethiopia, in coordination with the Development Department at HQ to ensure brand compliance Financial Management In close collaboration with the Ethiopia Finance Manager, the Director of Programs and the Director of Finance at HQ: · Provide oversight to all finance and administrative services in the country program. · Ensure effective implementation and compliance with CPAR financial policies, and the overall compliance with procedures required by grant or contract agreements. · Responsible for the submission of CPAR Ethiopia’s monthly financial reports to the CPAR HQ and donor financial reports. · Oversee the development and implementation of annual country budgets. · Ensure that adequate internal control mechanisms are in place. · Ensure adequate mechanisms are in place for budget monitoring and review and minimize significant expenditure variances. · Review accuracy of accounts and carry out periodic checks on financial matters. · Oversee annual and project-specific audit processes within CPAR Ethiopia. · Ensure the preparation, accuracy and timely submission of financial reports that comply with grant or contract agreements and ensure compliance with all aspects of CPAR policies and donor funding. · Check and verify all inventories and promote efficient management of organizational assets. Human Resources Management and Organizational Development In close collaboration with the Ethiopia Finance/Admin Manager and the Director of Programs: · Provide leadership support to the Ethiopia Country Team and promote best practices in human resources management, as per CPAR’s pertinent policies · Foster a positive, collaborative, inclusive and productive work environment that aligns with CPAR’s organizational mission and values. · Direct line supervision of senior staff in Ethiopia, while overseeing the management of the entire CPAR Ethiopia team including field offices. · Coordinate regular reviews and update of the human resources policies and procedures for CPAR Ethiopia and ensure compliance with the overall human resources management manual and the national labour laws. · Oversee adequate implementation of the performance management system including performance objectives and planning, reviews, appraisals and staff development. · Coordinate the development of a staff development plan in line with strategic directions of CPAR in Ethiopia. · Oversee and monitor efficiency and fairness of recruitment processes. · Provide coaching and counselling advice to staff when necessary and lead initiatives to develop staff capacity. · Organise regular meetings with the senior management team in Ethiopia and all staff for the purpose of exchanging information, coordination learning, and team-building. · Ensure that the country senior management team is effective, mutually supporting and sufficiently involved in decision-making. · Support in the development of improved processes and systems for greater flow of information and alignment with Country Offices and internal teams. · Ensure people issues are front and centre, promoting an office that embraces diversity, gender balance and engagement with all Partnership staff. · Develop and enhance relationships, partnerships, and networks with the Donors, INGOs, NGOs and Government · Ensure compliance to all registration requirements of the country program and be CPAR's legal representative in the country program, accountable for operations and results in an evolving political, economic, institutional and legal/labour environment. Information, Communication and Learning · Ensure that CPAR Ethiopia is maintaining a coordinated and agreed upon information exchange both internally and in its dealing with CPAR HQ and other CPAR offices. · Ensure that key program documents (donor financial and narrative reports, Country Strategic Plan, project proposals, research documents, etc) are internally shared and with the Director of Programs before communicating to donors and other external parties. · Ensure that all communication infrastructure is set up and smooth information flow is maintained. · Ensure that experiences and best practices are documented and shared across the organisation (including all countries). Supervision & Responsibility · The CPD is under direct supervision of the CPAR HQ Director of Programs. · The CPD is responsible for all staff in Ethiopia. Background, Skills and Experience · University degree (Master’s or PHD preferred) in community development, gender, social work, medicine, public health, pediatric health, family health, health research, global/international health, nursing, health policy and/or health management, health education, sexual reproductive health, maternal health, epidemiology or other health related sciences is required. · Ten years of progressive work experience in international health programming working with international NGOs, UN or related agencies. · Recognized as a valued team leader and team member with a collaborative and cooperative approach to managing work requirements · Knowledge of international donor requirements (GAC, USAID, EU, UN, World Bank, etc.) · Experience implementing Global Affairs Canada (formerly CIDA and DFATD) funded Programming strongly preferred · Display strong sensitivity towards issues of women’s empowerment and gender equality, with a detailed understanding of programmatic trends that support women’s empowerment. · Experience implementing programming focusing on sexual reproductive health and rights is a requirement. · Strong leadership, interpersonal and cross-cultural skills to work effectively in a collegial manner in collaborative contexts · Extensive management experience, with direct line supervision of senior staff and overseeing teams spread across multiple office locations in Ethiopia. · Outstanding writing skills: reviewing, editing and synthesizing field reports, analyzing qualitative and quantitative data, articulating results and producing high quality donor reports. · Experience in preparing or supporting the development of new health focused programs · Capacity to network and liaise with representatives of the international donor community · Computer literacy including Microsoft Office (Word, Excel, Outlook, PowerPoint) and Internet · Experience managing budgets and grants · Experience in Results-Based Management (RBM), project cycle management · Ability to communicate clearly and effectively with various audiences including CPAR HQ, field staff, government representatives, donors, partners and the public · Task-focused and organized: able to establish priorities in a time-sensitive environment, to meet deadlines with strong attention to detail · Resourcefulness, flexibility, innovation focused and creativity are assets How to apply: Interested applicants are invited to send their CV and cover letter by email to ethiopiaCPD@cpar.ca by September 13th. Note: Female candidates are strongly encouraged to apply. Ethiopian candidates preferred.

// Organization: African Child Policy Forum Country: Ethiopia Closing date: 30 Aug 2019 VACANCY ANNOUNCEMENT Senior Technical Officer: Advocacy and Communications African Child Policy Forum (ACPF) is a leading, independent Pan-African centre of policy advocacy and dialogue on the African child. It aims to provide a knowledge-based and advocacy-driven platform for dialogue; contribute to improved knowledge of the problems facing children in Africa; identify policy options; strengthen the capacity of governments and CSOs to develop and implement effective pro-child policies and programmes; and promote and strengthen an Africa-wide movement for children. ACPF seeks to recruit a dynamic professional to fill the position of a Senior Technical Officer: Advocacy and Communications. The Senior Technical Officer: Advocacy and Communications reports to the Executive Director and works closely and collaboratively with the ACPF technical team in the design and implementation of advocacy and communication strategies. The candidate will be the principal officer responsible for the development and implementation of a vigorous advocacy strategy and programme to promote a more child-friendly Africa and greater accountability among African governments to promote child rights and child wellbeing. He/She would also be responsible to translate the organisation’s work into effective advocacy messages for different audiences. The ideal candidate is an experienced professional familiar with development and human rights issues in Africa How to apply: The successful candidate should meet the following basic requirements: · Advanced degree in Journalism, Social Sciences, Law, or Media Studies • Proven record and experience, preferably with international NGOs - Work with the media would be an asset • Project Management Experience • Fluency in English; knowledge of the French language is an advantage • Ability to work in multicultural settings ACPF is an equal opportunities employer. African nationals and women are especially encouraged to apply. Applicants can send their resume on or before 30 August 2019 to jobs.AC.2019@africanchildforum.org. If you have not been contacted two weeks after the deadline, please consider your application unsuccessful.

// Organization: SOS Children's Villages International Country: Ethiopia Closing date: 26 Aug 2019 TERMS OF REFERENCE Evaluation of ReBuild Project Resilience Building for Refugees, Internally Displaced People and Host Communities in Ethiopia and Uganda ReBuild – from 1 September 2017 to 31 August 2019) Project Countries: Ethiopia and Uganda, with support from International Office Eastern & Southern Africa (ESAF) in Addis Ababa - Ethiopia and the International Branch Office in Nairobi - Kenya. Project Number: o ADA Contract Number: 2826-12/2017 o SOS GMS Number: 002003-2017 Introduction/Background SOS-Kinderdorf Österreich (SOS Children’s Villages Austria / SOS AT)) was founded in 1949. The idea of “a loving home for every child” has since spread all over the world. Today SOS Children’s Villages is present in 135 countries, organized as a federation with SOS Children’s Villages International as an umbrella body. SOS Kinderdorf Österreich (SOS AT) is part of the federation and is implementing as well domestic as international programmes, together with the respective national SOS CV member associations (MA). SOS CV Uganda is one of the focus MA’s for SOS AT. The cooperation with SOS UG and SOS ET is defined by the following principles of strategic and bilateral cooperation (non-exhaustive list) Goals: • Individual support of focus countries to develop their programmes and portfolio • Individual support of focus countries to reach their goals within strategy 2030 • Generating knowledge within the organization Activities: • Knowledge exchange depending on the specific need of the MA • Partnerships between locations in Austria and in the focus countries Public Funding: • Watching out for funding opportunities (preferred for focus countries but also for others) • Joint proposal development • Implementation of projects funded by institutional donors (especially Austrian Development Cooperation) SOS Children’s Villages believes in: · Child development is best realized within a caring family environment. · A child’s parents have the primary responsibility for the upbringing and the development of the child (Article 18, UNCRC). · The state is the principle duty bearer in promoting and protecting child rights. · The child has a right to receive special promotion and assistance from the state when deprived on his/her family environment and to be provided with alternative care (Article 20, UNCRC). · Civil Society Organizations, such as SOS Children’s Villages organization, have an obligation with regard to children’s rights. Working with governments can support the state in fulfilling its responsibilities in regard to children’s rights ReBuild is a two-year intervention representing its first phase. It is implemented through a partnership between SOS Austria, SOS Children’s Village International (CVI), the National Associations of SOS Ethiopia and SOS Uganda and local Community Based Organizations in cooperation with the Governments of Ethiopia and Uganda. The themes identified are in line with the current programmatic and strategic themes and model of SOS family strengthening program (FSP) and ADA policies. The main objective of the ReBuild project is to contribute to improved resilience of IDPs, refugees and host communities in Ethiopia and Uganda. Based on the assumption, that it takes multidimensional approaches in order to achieve sustainable results in regards to resilience building of the target group, the main interventions strategies of the ReBuild project are described here. The intervention logic is based on four thematic pillars. Economic empowerment Instead of relying on hand-outs beneficiaries are empowered to employ strategies to meet their needs independently. Psychosocial support and life skills Having gone through the stress of migration and being uprooted, psychosocial support and life skills are an important element of regaining stability and becoming resilient. Gender equality and child protection Children are more vulnerable in general and even more so in a migration context. Women also face sometimes extreme challenges (e.g. exploitation, GBV, etc.) when they are forced to leave their homes. Girls, suffering from the intersectionality of those threats, are in a particularly difficult and vulnerable situation. It was therefore indispensable to include gender and child protection in the design of this project. Capacity development Investing in the development of the capacity of local NGO’s, CBO’s and CSO’s to plan, implement and monitor projects with an LRRD approach is a key endeavour for sustainable resilience building in their respective communities. The ReBuild project, which is 70% co-financed (of total EUR 714,285) by the Austrian Development Agency (ADA) with EUR 500.000 and 30% by SOS Austria at EUR 214,285 is running from 01.09.2017 to 31.12.2019. Therefore, this external evaluation of the project covers the period from 01.09.2017 up to the time when the evaluation takes place (probably October/November 2019). Contributions to and integration into the larger context 1. SDGs ReBuild aims at contributing towards the following global goals for sustainable development: Goal 1. End poverty in all its forms everywhere 1.1 By 2030, eradicate extreme poverty for all people everywhere, currently measured as people living on less than $1.25 a day 1.4 By 2030, ensure that all men and women, in particular the poor and the vulnerable, have equal rights to economic resources, as well as access to basic services, ownership and control over land and other forms of property, inheritance, natural resources, appropriate new technology and financial services, including microfinance Goal 2. End hunger, achieve food security and improved nutrition and promote sustainable agriculture 2.4 By 2030, ensure sustainable food production systems and implement resilient agricultural practices that increase productivity and production, that help maintain ecosystems, that strengthen capacity for adaptation to climate change, extreme weather, drought, flooding and other disasters and that progressively improve land and soil quality Goal 4. Ensure inclusive and equitable quality education and promote lifelong learning opportunities for all 4.4 By 2030, substantially increase the number of youth and adults who have relevant skills, including technical and vocational skills, for employment, decent jobs and entrepreneurship 4.7 By 2030, ensure that all learners acquire the knowledge and skills needed to promote sustainable development, including, among others, through education for sustainable development and sustainable lifestyles, human rights, gender equality, promotion of a culture of peace and non-violence, global citizenship and appreciation of cultural diversity and of culture’s contribution to sustainable development Goal 5. Achieve gender equality and empower all women and girls 5.1 End all forms of discrimination against all women and girls everywhere 5.2 Eliminate all forms of violence against all women and girls in the public and private spheres, including trafficking and sexual and other types of exploitation 5.5 Ensure women’s full and effective participation and equal opportunities for leadership at all levels of decision- making in political, economic and public life Goal 8. Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all 8.3 Promote development-oriented policies that support productive activities, decent job creation, entrepreneurship, creativity and innovation, and encourage the formalization and growth of micro-, small- and medium-sized enterprises, including through access to financial services 8.6 By 2020, substantially reduce the proportion of youth not in employment, education or training 2. EU GAP II The ReBuild project aligns well with and contributes to the following EU GAP II thematic priorities and objectives: Objective 7. Girls and women free from all forms of violence against them (VAWG) both in the public and in the private sphere. Objective 9. Protection for all women and men of all ages from sexual and gender based violence in crisis situations; through EU supported operations. Objective 14. Access to decent work for women of all ages. Objective 15: Equal access by women to financial services, productive resources including land, trade and entrepreneurship. Objective 19: Challenged and changed discriminatory social norms and gender stereotypes. 3. National Development Plans of Ethiopia and Uganda The ReBuild project has been designed in line with the national development plans of the governments of Ethiopia and Uganda and their respective policies as relevant to the ReBuild topics. In Ethiopia, coordination with government policies and strategies regarding TVET is key. Trainings that will be held with the private sector and possible arrangements will be made through the government. Trainings could be as well formal as informal but will however be in line with the government’s TVET, Education Sector Strategy Programme (ESDP) III and Industrial Development Strategy policy frameworks. In Uganda, SOS has a working relationship with Ministry of Gender Labour and Social Development and it’s a member of technical working group on child protection, gender reference working group. Elsewhere, SOS CV Uganda collaborates with the Ministries of Health; Education and Sports; Internal Affairs and Office of the Prime Minister mandated to handle migrants for technical support resources to improve quality of service provision and child protection. SOS is also an active member of the Uganda Child Rights NGO Network UCRNN). This network is involved in coordinating over 200 child care organisations and spearheading formulation and implementation of child related policies for the well-being of the children. At the grassroots level, SOS collaborates strongly with community leadership structures both government and civil society engaging in community advocacy awareness, capacity building interventions 4. ADC Strategy Further details on ADA’s strategic focus can be found here: http://www.entwicklung.at/en/ada/ 5. SOS CV Strategy 2030 The overall objective of ReBuild is to contribute to SOS Children's Villages global strategic objective 2020 (one child, one friend, one movement) to respond to the needs and rights of 1,000,000 most vulnerable boys and girls and enable them to grow in a caring and responsive family and community environment. While the strategy 2020 was the guiding element for SOS Children’s Villages by the time of designing the ReBuild project, a new strategy has since been developed and was adopted in 2017. The new Strategy 2030 is henceforth the guiding document for strategic program development and needs therefore be taken into account for this evaluation in order to produce relevant information that can be used for new program and project designs. ReBuild Objectives and results The project’s strategy is based on a process oriented approach, which is highly participatory, involving all stakeholders in defining needs and responses and which provides opportunity for communities to develop more detailed action programs based on stronger knowledge and understanding of what is possible, what addresses needs most appropriately and what will work. The main outcomes anticipated from this approach are: a) an increased capacity of the target communities to organize, articulate their needs, negotiate interests and entitlements, plan and support their child care, protection and development initiatives; b) the strengthening and/or creation of self-managed local institutions/community structures that support community-based child care and development initiatives; c) the emergence of community-level extension agents or volunteers able to advocate for the rights of children and to mobilize resources to support their communities’ development priorities. (please refer to the Project Logframe for more information) Partnership and cooperation SOS Austria is cooperating with the three project implementing partners: SOS Ethiopia, SOS Uganda and the Regional Office for Eastern and Southern Africa (IOR ESAF): IOR ESAF is located in Addis Ababa / Ethiopia and has a branch office in Nairobi / Kenya where the financial coordination of the ReBuild project is located. The role of the SOS International Office Region (IOR) Eastern and Southern Africa (ESAF) in this project is to provide program, financial management and organizational support to National Offices / Member Associations (SOS Ethiopia and SOS Uganda) and strengthen measures for child protection, gender, transparency/accountability and anti-corruption. The IOR has also the role of monitoring and controlling the Member Associations operations and ensures compliance with federation policies and standards through advice, guidance, information, knowledge sharing and capacity development. Target group UGANDA The project directly targeted 200 women headed families in the camps with their children and youth. This is because statistics shows that there are more women and children refugees reported to be vulnerable compared to their male counter parts. They have limited and or no access to socio-economic services to enable them to survive in the host country. Within the host communities, additional 100 families have been supported according to the vulnerability assessment. The selection was supported by the community structures so that the right families were mapped and regularly monitored. Besides 16 SOS staff/partner/service provider were targeted with various interventions. ETHIOPIA The project will be implemented at Gode town of Shebele zone Somali region. This is one of the big cities in the region where high numbers of internally displaced people, especially youths, migrate. As a consequence, it serves as transiting site to and from other towns in the region, to and from African countries such as Somalia and Libya. In this town, the project will directly reach; 180 families with their 270 youth/children from IDPs and 20 families and their 30 youth/children from the host community. Besides, an estimated 3000 (60% women) community members (youths, religious leaders, clan leaders, CBO leaders and government officials) have been reached through capacity development and awareness raising interventions. 13 SOS CVE co-workers and 80 government officers were targeted with training & experience sharing activities. All the project interventions of ReBuild aim to reach the main target group of SOS Children’s Villages, directly or indirectly. The main targets of this intervention are vulnerable boys and girls especially those who have lost or are at risk of losing parental care. These include orphans, those children living with chronically-ill parents/caregivers (living with AIDS or under other life threatening conditions), children living in orphan-headed households (sheltering one or more orphans), and children separated from parents or living with elderly caregivers. Other target groups include care givers, key implementing partners, community support structures and SOS member associations; namely SOS Ethiopia, Uganda and member associations in ESAF and IOR ESAF. The project will therefore focus on the two categories of beneficiaries as follows: 1. The Partners a) Name of Organization in Austria SOS-Kinderdorf Österreich, Stafflerstraße 10a, 6020 Innsbruck, Austria b) The Implementing Partners SOS Children’s Village of Uganda Trust, P.O. Box 27510, Kampala, Uganda SOS Children’s Villages Ethiopia, Bole Sub City, Kebele 03/05, House No 2/229, Addis Ababa, Ethiopia SOS Children’s Villages International, Regional Office for East and Southern Africa (ESAF) P.O. Box-2491, 1000 Addis Ababa, Ethiopia c) Austrian Development Agency ( http://www.entwicklung.at/ ) The Austrian Development Agency (ADA) is the Operational Unit of the Austrian Development Cooperation (ADC). It is in charge of implementing all bilateral programmes and projects in ADC's partner countries and administers the budget earmarked for this. Another focus of ADA’s operations is education and information in Austria to convey the issue of development cooperation to a broader public. The Austrian Development Agency cooperates with non-governmental organisations (NGOs) and combines official development assistance with numerous civil-society initiatives. This way, government and civil society make a joint contribution to poverty reduction and improving the conditions of life in developing countries. The framework programme for Austrian NGOs is one of the various co-financing instruments in the collaboration with NGOs. The projects are based on the NGO’s own initiatives and are directed at meeting the actual needs of the target groups in developing countries. Per definition, an ADA framework programme consists of coherent and interactive programme interventions with a common strategic and development objective. 2. Purpose The overall purpose of this evaluation is to determine the results ReBuild Phase I achieved in terms of its outcome and output. Furthermore, the evaluation should be formative, improvement and learning oriented to inform the design of the next project phase (ReBuild Phase II), in order to build on the learnings during the design of the next phase. In that sense the evaluation is part of the design process and will bring about some key inputs to ensure adequate responses to the needs of the target group. An external evaluation, assessing the outcomes and outputs at Gode/Ethiopia and Rwamwanja/Uganda participating in the ReBuild project is foreseen. The project evaluation is to be carried out in the last couple of months of the project by an external consulting team in order to be able to feed findings and recommendations into the planning of ReBuild Phase II project 2020 onwards. The international consultant, if he/she is neither Ugandan nor Ethiopian, is expected to team up with local consultants from these countries. Furthermore, the team of consultants will have to work closely with the respective project coordinators of SOS Uganda, SOS Ethiopia and the regional office IOR ESAF in order to facilitate a comprehensive understanding of the organization and easy access to information and contact persons. The evaluation is specifically intended to contribute to: · Learning : insights and knowledge gained through the evaluation will contribute to planning and steering of the ongoing project implementation and development of upcoming ReBuild Phase II project, which is currently under development. This is the most important focus of the evaluation and needs therefore appropriate attention by the consultant. To a relatively lesser extent, however not to be left out entirely, the following elements also need to be considered: · Exchange of best practices between stakeholders · Improvement of policies of the implementing organisations, processes and methods of ongoing and eventually future projects, such as the above mentioned · Recommendations for Austrian NGO and local partner/s as well as the ADA concerning future programming and cooperation · Accountability towards the stakeholders 3. Objective The main objective of the evaluation is to assess and present results (output, outcome), conclusions, lessons learnt and recommendations. The evaluation is taking place in the last quarter of last year of implementation. The reason for his timing is mainly for gaining essential insights and inputs that should feed into the design of the new upcoming project starting in 2020. Stakeholders: The evaluation needs to involve all relevant stakeholders at all levels (international, regional, national, local) including project participants and final beneficiaries, implementing local partners (SOS and CBO’s), local government, relevant institutions, etc. Everyone involved should be able to benefit from the process and its findings. The donor agency, as well as government authorities should get relevant information about outcomes and outputs and key learnings. In addition to this, the implementing agencies need to get input for future programming, in particular in regards to LRRD (Linking Relief, Rehabilitation and Development) (opportunities and needs of the target group). The results need to give relevant information for the design of the next phase. Insights are expected on what should be continued, done better or should not be done anymore. In addition, the process should bring about answers to questions around opportunities for the target group in regards to LRRD and how this could serve as a lever to improve their lives. Furthermore, the report and the final evaluation workshop, where the findings will be presented and discussed, need to be suitably packed for the beneficiaries. As the evaluation results are supposed to inform the planning of the next phase, and this being an important purpose of the evaluation, the OECD DAC evaluation criteria (relevance, impact, effectiveness, efficiency and sustainability) need to be given weighted attention. Effectiveness and sustainability are the top priorities , followed by efficiency, relevance and impact. In the light of this, the evaluation team have to analyse the following points: A. The design and coherence of the project including the design of the log frame matrix/programme theory and its assumptions. B. The extent to which the project has already achieved its outcomes and outputs or is likely to achieve them, including the extent to which the lives of the project beneficiaries (women, men, girls, boys) have already been improved. Also the extent to which supported institutions have already benefitted people. C. The strengths and weaknesses in terms of planning, management, implementation and monitoring D. The extent to which cross-cutting issues (gender and environment mainstreaming) were applied. It is to be noted that this project contains a strong gender equality component. The evaluation team, who is expected to have sound knowledge about gender programming , needs to give this aspect due emphasis. Furthermore, in view of the thematic focus of the new project, the evaluator is also expected to have sound knowledge about LRRD in the context of the geographic intervention areas, in order to give relevant input for the design. E. The efficiency of the project in relation to beneficiaries, cost and timeframe of the project. F. The logframe 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. G. Conclusions, recommendations and lessons learnt for future strategy and improvements in implementation of the project. H. The current political, social and cultural factors impacting the implementation of the project. I. The communities’ attitude towards the project 4. Subjects and Focus Topic of the evaluation: Learning and inform the planning and design of Phase II Scope of the evaluation: The evaluation looks at the current project. It is supposed to assess all result areas in both countries. and the Umbrella/Learning component which is managed by the IOR-ESAF. While the weight regarding the OECD DAC criteria for the components in Uganda and Ethiopia are as described above, the emphasis for the umbrella component, which is being implemented by the regional office IOR ESAF, needs to be different. Priority is to be given to effectiveness and efficiency , followed by relevance, sustainability and impact. Geographical area: Project locations in both countries and umbrella component (IOR level) Group of beneficiaries and/or institutions selected for being interviewed: (see also section 7 for more detail) It is in principle left to the evaluator to select the interviewees according to the applied methodology. However, there are some key groups that need to be considered in order to get a relevant picture: · CBO’s who participated in the current project · Caregivers · Children · service providers · local government administration · a sample of other community structures as they seem relevant The evaluator may wish to choose additional interviewees that are not on the above mentioned list. In addition, regarding the evaluation of the project, it is desirable to include the following interviewees: · Program Coordinator SOS AT · Program Coordinator IOR ESAF · Ethiopia Emergency program coordinator · Ethiopia Emergency program coordinator · Ethiopia ADA program coordinator · ReBuild Project Team in Gode/Ethiopia · Uganda ADA Program Coordinator · Uganda Fort Portal Location FSP Coordinator · ReBuild Project Team in Rwamwanja The evaluator may wish to choose additional interviewees that are not on the above mentioned list. OECD DAC evaluation criteria (relevance, effectiveness, efficiency, sustainability, impact): As already mentioned above: the evaluation results are supposed to inform the planning of the next phase. Therefore, winning insights into the topic is an important purpose of the evaluation, regarding the two country components in Uganda and Ethiopia . The OECD DAC evaluation criteria (relevance, impact, effectiveness, efficiency and sustainability) need to be given weighted attention in the following order (starting with the most important): Effectiveness and sustainability Efficiency Relevance Impact (the focus being on outcomes and outputs, rather than on impact) While the weight regarding the OECD DAC criteria for the components in Uganda and Ethiopia are as described above, the emphasis for the umbrella component , which is being implemented by the regional office IOR ESAF, needs to be different. The implementation of the umbrella component, which basically forms the learning and knowledge management of the ReBuild project, needs to be evaluated in order to define the organisational, strategic and methodological approach to learning and knowledge management in the next phase. Therefore, the priorities are the following: effectiveness and efficiency relevance sustainability impact. 5. Bid Format The bid has to be submitted until 23:59 (CAT) on 26th of August 2019 including a company / consultants profile, experience and references. The bid has to be in EURO, showing all taxes and travel or other expenses. It has to include a suggestion of the methodology, time and action plan and if necessary, suggestions and recommendations to the Terms of References. Submission address: To: valerie.neuhold-maurer@sos-kinderdorf.at Cc: Zerihun.Endale@sos-kd.org 6. Specific Evaluation Questions As outlined under chapters 2, 3 and 4 above it is expected to focus on the 5 evaluation criteria in a weighted manner. The below are some guiding questions, however the particular weight given to the different criteria must be observed. Relevance To what extent are the objectives of the project still valid for the partner country, the partner organization and its direct and indirect beneficiaries? Are the expected results/outcomes/outputs of the project consistent with the outcome, immediate impact and overall goal/impact (as part of the analysis of the logframe matrix/programme theory and the presentation of the theory of change and its underlying assumptions)? How is the project addressing the needs of targeted most vulnerable children family strengthening programmes in Ethiopia and Uganda? How are the objectives and achievements of the project consistent with the needs and priorities of the stakeholders and beneficiaries? Effectiveness To what extent has the project already achieved its expected results/outcomes/outputs or will be likely to achieve them? What were the major factors influencing the achievement or non-achievement of the outcome(s)/expected results/outputs? (Also consider any which were possibly beyond the control of the project) What was the most effective way in which the project addressed the problem identified? Was the project managed as planned? If not, what issues occurred and why? To what extent have all project stakeholders collaborated as planned? Did the project contribute to capacity building as planned? If not, what were the reasons? To what extent was gender mainstreaming included in the project and to what extent were recommendations from the ADA gender-assessment considered and implemented? To what extent was environmental mainstreaming included in the project and to what extent were recommendations from the ADA environment-assessment considered and implemented? To what extent were the social standards monitored by relevant partners? Have any issues emerged, if so which ones and why? To what extent was the SOS organizational structure (IOR ESAF, SOS AT, MAs) helpful or hindering the effectiveness of the implementation of the project? Efficiency To what extent were all items/equipment purchased and used as planned under this project? Was the project implemented in the most efficient way (time, personnel resources)? Have any issues emerged, if so which ones and why? Impact For this evaluation it is envisaged to focus more on outcomes and outputs than on impact. How many women, men, girls, boys and people in total have already benefited from the project? What exactly has already changed in the lives of women, men, girls, boys? Which positive and/or negative effects in terms of gender and environment can be possibly be attributed to the project? Which institutions have already benefitted from the project and how? What has changed for whom? Are there any other important aspects regarding impact? Sustainability What were the major factors which influenced the achievement or non-achievement of sustainability of the project? What needs to be done and/or improved to ensure sustainability? Which are the learnings that could be replicated? 7. Approach and Methods The evaluation consists of several phases: Contract and Kick-off meeting: Contract is signed and a discussion of the assignment takes place. First documents, including available data, are provided to the evaluation team. Desk Study: The evaluation/review team studies all necessary project documents; re-construct and analyse the intervention logic/programme theory and theory of change and its assumptions. Existing data needs to be analysed and interpreted. Inception-Phase: In the inception report the evaluators will describe the design of the evaluation and will elaborate on how data will be obtained and analysed. The use of a data collection planning worksheet or a similar tool is required. First interviews take place. Data triangulation and quality control are very important and need to be discussed in the inception report. The field trip will only take place upon official approval of the inception report by the contractor. Field-phase: Data needs to be gathered, analysed and interpreted. It is expected that the evaluation will include quantitative and qualitative data disaggregated by sex. Presentation: Presentation of key findings (feedback workshop) at the end of the field trip. Final Draft Report: Submission and presentation of final draft report, inclusion of comments from partners and contractor. Final Report: Submission of final report, see reporting requirements under point 10. For the different phases it is expected that data and information will be obtained through different methods such as: analysis of documents, structured interviews, semi-structured interviews face-to face or by phone, group discussions, online-survey, others. All data collected needs to be disaggregated by sex. It is expected that the evaluation team will present concrete recommendations which are addressed to the specific stakeholders. The Guidelines for Project and Programme Evaluations developed by the Austrian Development Agency need to be considered throughout the entire evaluation process and can be downloaded here : a. Methodology The evaluation will be based on the secondary analysis of available documents as well as on primary data collection among key partners. The evaluation is expected to deploy a mix of (qualitative and quantitative data collection and analysis, e.g. income improvement) methods and (primary and secondary data) sources. Different data need to be triangulated to enhance the validity of results. Consultants are expected to suggest the detailed methodology and action plan as part of the proposal. Some suggestions are: • Review of the available documentation and reports (compare Annex 1) • Interviews with key project-staff such as Ø Program Coordinator of SOS-Kinderdorf Österreich Ø SOS Children's Villages Regional Offices in Addis Ababa and Nairobi: o Regional Program Development Advisor o Regional M&E Advisor o Regional Grants Advisor IOR ESAF o Regional Director of Programs Ø Project partners of SOS Children’s Village in Uganda and Ethiopia Ø SOS Children’s Villages Uganda: o National Director o National Family Strengthening Coordinator o National Program Development Advisor o Family Strengthening Coordinators in Fort Portal o Project Team in Rwamwanja Field Office Ø SOS Children’s Villages Ethiopia: o National Director o National Family Strengthening Coordinator: o National Programme Director o Project Team in Gode Field Office • Interviews, workshops, case studies and/or focus group discussions with relevant key stakeholders in Uganda and Ethiopia such as: Ø Community Based Organizations Ø Other Partners: Representatives of Local, Regional and Central Governments, Youth Leaders, NGOs, etc. Ø Beneficiaries: children and their care givers, and youth Ø Interview with the relevant coordination office of the Austrian Development Agency in Uganda and Ethiopia 8. Process a. Timeline A maximum of 30 working days is currently estimated for this assignment. Action · Submission of bid (electronically) - 26 Aug 2019 · Contract signed and documents provided30 - Aug 2019 · Kick-Off meeting - 2 Sep 2019 · Desk Study - 2-6 Sep 2019 · Submission of draft inception report - 9 Sep 2019 · Comments on the inception report - 10-12 Sep 2019 · Inclusion of comments in inception report and Submission of final inception report - 16 Sep 2019 · Field Visit, interviews etc. and feedback workshop – 16-25 Sep 2019 · Submission of final draft report – 4 Oct 2019 · Collection and inclusion of feedback in final draft report – until 14 Oct 2019 · Submission of final evaluation report (hard and electronic copy) to contractor - 18 Oct 2019 b. Budget / Payment The consultant shall elaborate a working plan with the number of estimated working days to fulfil the contract of services and daily fee. Upon preliminary selection of one bid the price will be negotiated between the consultant and SOS-Kinderdorf Österreich. c. Support services SOS Children’s Village and the Austrian Development Agency will provide support (information/interviews; providing relevant documents, feedback to draft of the draft review, participation at presentation of draft findings). The interviews will be arranged and supported after agreeing on the action & time plan. 9. The Evaluation Team The ideal evaluation team will consist of · One international consultant (team leader), ideally originating from either Uganda or Ethiopia · Plus, one national consultant per country (in case the international consultant is from neither of those two countries, one from Ethiopia and one from Uganda). The aim is to have good knowledge of the national context within the team of consultants. · In addition, the consultants will be supported by the national M&E advisors in order to facilitate their orientation and way through the organization of SOS CV. Key qualifications in the team should be: o Relevant academic degree (master level) in one or more of the following fields: Development Studies, Monitoring & Evaluation or a relevant, directly related discipline. o A minimum of five years of experience and expertise in geographically and thematically closely-related projects . Geographically: Ethiopia, Uganda, Eastern African Countries; Thematically: Community development, gender programming, LRRD , socio-economic strengthening, etc.) (written testimonials of such need to be submitted with the application; one of the most sought after requirements for shortlisting) o Team leader and member(s) have conducted at least three evaluations in the last five years, ideally in a relevant field (written testimonials of such need to be submitted with the application, this is also one of the most sought after requirements for shortlisting) and ideally as team leader in at least 1 evaluation of closely related projects implemented by INGOs (applicable to the team leader) o Knowledge of Ethiopia and Uganda with focus on topics such as community development, gender programming, LRRD , socio-economic strengthening, etc. o Working experience in Ethiopia and Uganda o Experience in project cycle management o Experience and expertise in evaluating cross-cutting issues o Experience in social science methods o Excellent oral and written English skills o Sound MS Office and IT skills o Experience in analyzing a theory of change is an asset The consultants must not have been involved in the design, implementation or monitoring of this project. 10. Reports The consultants will submit the following reports: · An inception report (about 10 pages without annexes) · A draft evaluation report (25-30 pages without annexes), including an executive summary, and · The final evaluation report (25-30 pages without annexes), with an executive summary**.** All reports need to be written in English. The executive summary should summarize key findings and recommendations (two-to-three pages).. The findings and recommendations of the draft final report and final report have to be structured according to the evaluation questions. The recommendations need to be given in a way that allows for practical implementation in the second phase of the project, starting in 2020. An outline of the report’s structure needs to be agreed upon during the inception phase. The quality of the reports will be judged according to the following criteria: · Completeness of title page and opening pages · Assessment of executive summary · Clear description of logic of Project design · Clear description of role of SOS and contributors in evaluation · Use of OECD/DAC evaluation standards · Clearly defined scope of for the evaluation · Inclusion of human rights–based approach · Assessment of results-based management in Project evaluated · Transparent description of methodology of evaluation · Clear and appropriate choice of evaluation methodology · Description of stakeholder participation in the evaluation · Use of information from beneficiaries and non-beneficiaries · Use of ethical safeguards where appropriate · Inclusion of measurement of inputs, outputs, outcomes, and were possible impacts · Inclusion of cost-benefit analysis were possible · Clear discussion of relative contribution of stakeholders to the results of the Project · Clear discussion of accomplishments, difficulties, and constraints for the Project included · Evaluation conclusions that are based on data findings and that offer insights and solutions to identified challenges · Evaluation conclusions that are based on data findings and that offer · Recommendations that are based on evidence · Lessons learned that pertain not only to the Project evaluated but have wider relevance to other interventions · Completeness of annexes of the evaluation report 11. Co-Ordination/Responsibility Valerie Neuhold-Maurer ( valerie.neuhold-maurer@sos-kinderdorf.at ) and Zerihun Endale ( Zerihun.Endale@sos-kd.org ) will be the contact persons for this evaluation. 12. Available documents The following documents will be availed to the review team upon request: · Project Proposal Documents / Contract including logframe · Annual Reports · SOS Internal documents & manuals · SOS Children´s Villages International Strategic Plan 2030 · Child Rights Situation Analysis of Uganda and Ethiopia · Strategic Plans of SOS Children’s Village Uganda and Ethiopia · ADA Evaluation Guidelines How to apply: 1. Bid Format The bid has to be submitted until 23:59 (CAT) on 26th of August 2019 including a company / consultants profile, experience and references. The bid has to be in EURO, showing all taxes and travel or other expenses. It has to include a suggestion of the methodology, time and action plan and if necessary, suggestions and recommendations to the Terms of References. Submission address: To: valerie.neuhold-maurer@sos-kinderdorf.at Cc: Zerihun.Endale@sos-kd.org

// Organization: National Democratic Institute Country: Ethiopia Closing date: 31 Aug 2019 Job Function: International Department: Southern & East Africa Location: Ethiopia Resident Senior Finance and Administration Manager: Ethiopia The National Democratic Institute for International Affairs (NDI) seeks a Resident Senior Finance and Administration Manager to manage the financial, administrative, and logistical aspects of NDI's Ethiopia program including oversight of the program's multiple subgrants. The Resident Senior Finance and Administration Manager will be supported by a Subgrants Manager and several junior support staff. This position is based in Addis Ababa, Ethiopia and reports to the Resident Director. The Senior Finance and Administration Manager will be responsible for administering in coordination with the Institute's headquarters in Washington, DC. financial and administrative aspects of NDI's multi-million dollar Ethiopia program which includes a large subgrant component The Senior Manager will manage the accounts, provide oversight for the accounting department, manage the administrative and financial operations in Addis Ababa, monitor field expenses against the budget for the grant, supervise all Administration staff including Human Resources and Accounting staff, share information with program and financial management teams in Addis Ababa and Washington, DC, and ensure compliance with US government financial/programmatic reporting requirements and NDI policies and procedures. The Senior Manager will supervise staff responsible for overseeing subgrants issued to Ethiopian organizations. The Senior Manager will be the communications liaison on financial reporting and clearance matters with the International Accounting team in Washington, DC. Responsibilities: FINANCE Provide oversight of financial operations in the field for a $9.3 million dollar program, funded by USAID Manage all aspects of accounting for the Ethiopia field office, including the direct supervision of accounting personnel Monitor program expenditures, monthly field expenses of between $25,000 to $60,000, including budget to actual expenses, and reporting on financial results and cost projections to management in Ethiopia and Washington, DC Use accounting and financial systems to support quality delivery of work Train and guide field office accountants on NDI's policies and procedures, donor grant compliance requirements, and bookkeeping and internal controls, provide advice and guidance to a Subgrants Manager Oversee compliance with internal controls and accounting procedures Ensure all financial and accounting reports are prepared and submitted in a timely manner Oversee financial management capacity building activities for local partners-legislative and/or civil society organizations, their financial reporting, and potential donor specific audits Manage field grant audits and assist DC on grant audits ADMINISTRATION Support the Resident Director with day-to-day internal operations of the Ethiopia office Liaise with NDI's DC-based Southern and East Africa team and administrative departments to ensure all significant administrative issues are addressed and resolved appropriately, and that all follow-up is performed as requested Provide guidance and counsel to international and local staff on administrative and human resource matters, in consultation with DC-based Human Resources Manager Ensure compliance with national laws, NDI and donor administrative and reporting requirements, as well as appropriate implementation of field office policy manuals and handbooks Implement administrative and human resources systems, in consultation with Ethiopia management and relevant DC-based staff, to support NDI's programs in Ethiopia Supervise a team of administration staff Regularly review security plans and adapt NDI's practices and profile as necessary Serve as a point of contact for security issues for NDI-Ethiopia (Resident Director is the primary contact) Work with program staff to determine current and projected recruitment needs and assist in hiring, training and supervising local staff Update job descriptions for national staff to accurately reflect responsibilities and processes within the organization and ensure ongoing competitive compensation in coordination with Resident Director and DC-based Human Resources staff, when necessary**Qualifications:** Bachelor's degree in finance, accounting, business administration and/or a related field; Additional years of relevant work experience may be substituted for educational requirement on a one-for-one basis A minimum of ten (10) years of relevant experience in financial management, accounting, and administration, preferably for an international NGO working with USAID funding Knowledge of budgeting, budget oversight, generally accepted accounting principles and the practical application of financial systems Ability to design and implement accounting systems suitable to a challenging and volatile environment with unreliable and sometimes nonexistent infrastructure Demonstrated management experience for organizations with international operations, ability to organize and monitor effective workflow Demonstrated experience interpreting and administering policies pertaining to local national labor codes Strong interpersonal skills and demonstrated ability to communicate clearly, effectively, and with cultural sensitivity in writing and verbally with a diverse group of co-workers, partners, and the general public Previous experience with international grants administration preferred High level of attention to details in all aspects of work responsibilities Written and verbal communications skills combined with the ability to work collaboratively with Washington-based finance and human resource staff, as well as program staff in Ethiopia English language proficiency required Experience with spreadsheet applications (Microsoft Word and Excel preferred) Quicken/Quickbooks experience helpful Ability to analyze and interpret governmental and organizational rules and regulations, including Uniform Administrative Requirements, Cost Principles, and Audit Requirements for Federal Awards, 2 CFR 200**Comments:** NDI welcomes and supports a diverse, inclusive work environment. As such, our commitment is to promote equal employment opportunities (EEO) for all applicants seeking employment and NDI employees. NDI makes employment decisions based on organizational needs, job requirements and individual qualifications without regard to race, color, religion, sex, national origin, age, disability, marital status, sexual orientation, personal appearance, military status, gender identity or expression, genetic information, political affiliation, educational status, unemployment status, place of residence or business, source of income, or reproductive health decision making. Additionally, harassment or discrimination based on these characteristics will not be tolerated at NDI. To perform the essential functions of this position, reasonable accommodations are available to qualified individuals with disabilities and qualified individuals who have limitations due to pregnancy, childbirth, breastfeeding or medical related condition. PI112456479 Apply Here How to apply: Apply Here

// Organization: ChildHope Country: Ethiopia Closing date: 23 Aug 2019 Roles and Responsibilities CHILDHOPE Given we are seeking to use the skills available in Ethiopia, ChildHope will identify and commission an in-country filmmaker and photographer, who will work closely with CHADET. ChildHope will brief the filmmaker and photographer in consultation with CHADET and Mile 91 regarding work plan, schedule, timeframe and approach to be used. ChildHope will manage the overall planning and implementation process and establish and facilitate contact between the film makers, CHADET and Mile91. It is essential that we agree a filming plan and schedule together, prior to the assignment starting, and agree the powerful stories and thematic cases that both ChildHope and CHADET can use. ChildHope will review and approve the draft and final production of all required outputs in consultation with CHADET. CHADET CHADET will support ChildHope with respect to making enquiries regarding film trip planning and protocols with the Ethiopia’s Communication Affairs Bureau. CHADET will work with Mile91 and ChildHope to complete the groundwork needed to line up the stories, participants and locations including: • Coordinating with project staff for field visits to capture the footage. • Set interview appointments with key stakeholders, GEC staff and community members. • Staff acting as interpreters during local language interviews (if needed). • Ensuring the Safeguarding Policy and compliance requirements for all involved are well understood and agreements signed. MILE 91 As advisory lead consultant, Mile 91 will support ChildHope in the production planning process and provide guidance to CHADET as they plan the itinerary. They will provide overall creative direction by briefing the local audiovisual producers. Specifically, this will include: Pre-Production Pre- preparation support of the trip will be needed working with ChildHope to include client briefing calls/skype and mentoring of CHADET to plan the schedule and to line up the stories. Drafting of a detailed shoot planning document for the audiovisual team with guidance on the images to capture and aspects of the story to draw out during interviews. Conduct skype briefing meetings in the lead up to the shoot. Post-Production Oversee the film editing process. Producing the written case studies. FILMMAKER AND PHOTOGRAPHER We are inviting expressions of interest from Ethiopia-based filmmakers and photographers who have the relevant skills and experience. Interested parties can express their interest in either the filmmaking or the photography component separately or they can pitch for both. The team will be expected to travel to communities in Oromia and Amhara region where GEC is being implemented to undertake story gathering activities. The audiovisual producer/s will be expected to deliver the following elements of the production: • Capture a series of interviews on film (including conducting the interview) with schoolgirls and boys, teachers, parents and other community members. • Capture a sufficient amount of B Roll footage to illustrate the stories. • Capture and caption a set of photography for each of the case study stories. • Edit one ‘long’ film (circa three minutes) and five short films (circa one minute). • Deliver transcripts and translations for all the interviews. • Provide all the RAW footage on a hard drive (to be provided) at the end of the job. Note: project areas will be assigned beforehand and ChildHope will provide reference material, including project documents. Mile 91 will provide example short films, guidance on photography look and feel and required questions for the interviewees Selection Criteria • Extensive experience of film production and/or photography in Ethiopia. • Experience of producing audiovisual material for an international NGO, preferably child rights and education charities. • Excellent technical capabilities with state-of-the-art filming/photography equipment and High Definition to ensure smooth and high-quality production. • Experience of filming in remote locations. • Ability to operate under strict time limits. • Ability to effectively apply high production values and technical standards. • Fluency in English is desirable. • Availability and ability to travel to Oromia and Amhara between October and November 2019. • Eligibility to film in different parts of Ethiopia including appropriate registration with Ethiopian authorities/government. Duration The duration of the shoot is expected to be one/two weeks, including travel from Addis Ababa with some degree of flexibility in relation to management of logistics. We envision the shoot will take place during November. Exact dates to be confirmed. How to apply: Application Process: To express your interest in this job please provide your credentials, including examples of your films and/or photography and details of your relevant NGO experience along with a minimum of two references that we may contact. Please indicate whether you are applying for one component of the film/photography deliverables or both. Please indicate how many people are in your production team and include a budget including the costs for all shoot and post-production time. All boarding, lodging and transportation/travel cost will be covered by ChildHope, but should be included within your budget so that all costs can be established before the assignment. Deadlines for Expressions of Interest: Friday 23rd August 2019 ChildHope is committed to the highest level of safeguarding. All individuals working directly on the assignment will be required to sign a statement of commitment to comply with ChildHope’s Child Safeguarding Policy before starting to ensure their commitment and adherence to our strict codes of conduct and standards of best practice. All external third-party agencies will also be expected to sign a ChildHope Service Level Agreement. Project Contact: Anamari Bishopp (Director of Development, ChildHope) email: abishopp@childhope.org.uk or telephone: + 44 20 3559 6506/ For questions about the creative brief contact: email: Catherine@mile91.co.uk

// Maternal and Child Morbidity and Mortality Surveillance We are seeking to appoint a full-time data manager to be based in Addis Ababa, St. Paul Millennium Medical College with a frequent travel to the field site located close to Debre Birhan town, to support the development of a new Maternal and Child Morbidity and Mortality Surveillance Program. This is a collaboration between Harvard University and St. Paul Millennium Medical College. The post-holder will be responsible for managing data online and on server. The post holder will be expected to support the data manager, run data quality assurance tasks, upload new programs and write codes to run data quality assurance.    St. Paul Millennium Medical College, Addis Ababa, Ethiopia The Medical School opened in 2007; it is intended to alleviate the severe shortage of medical doctors in the country. In line with various encouraging efforts performed by the Ethiopian Federal Ministry of Health in this regard, it is clear that the newly opened school, with a practical modular and integrated curriculum will be providing much-needed medical professionals to the people of Ethiopia. Harvard University, USA Harvard University traces its roots to public health activism. The faculty commits themselves to research as well as teaching. The University produces knowledge through research, reproduces knowledge through higher education, and translates knowledge into evidence that can be communicated to the public, policymakers, and practitioners to advance the health of populations. BIRHAN Maternal and Child Morbidity and Mortality Surveillance The BIRHAN Maternal and Child Morbidity and Mortality Surveillance program is aimed at understanding the causes of maternal and child morbidity and mortality in developing countries, particularly in Ethiopia. This is a joint partnership between St. Paul’s Millennium Medical College in Ethiopia and Harvard University. Principal Duties and Responsibilities The post-holder will work full-time at St. Paul Millennium Medical College, Addis Ababa with frequent travel to the field in Debre Birhan for data management, trouble shoot activities, and training field staff. The post holder will be expected to support the data manager, run data quality assurance tasks, upload new programs and write codes to run data quality assurance.  .  Key Responsibilities Data management activities as designated by the immediate supervisor Trouble shoot on tablets, physical and cloud server, Develop/modify data collection tools in required formats Conduct training for field staff on using electronic data collection tool, Generate accurate, timely and quality data reports Run data cleaning, data quality assurance tasks and produce error logs, Upload new programs to tablets and the server as requested by the data manager, Write codes to run data quality assurance; and Generate logbook for day to day field activities. Liaise with developers on issues related to data system features, storage and handling data. Other additional assignments as necessary This job description reflects the present requirements of the post but may be altered at any time in the future as duties and responsibilities change and/or develop providing there is full consultation with the post-holder. The post-holder will carry out any other duties, tasks or responsibilities as reasonably requested by the data manager.   Duration of contract                        1 year with likely extension Job Requirements Person Specification Essential requirements Education and Experience: First degree in computer sciences, IT, or statistics   Experience in data management  Knowledge: Computer programming   Database management Statistical software and analysis Ability to: Write command on a computer language Work with team of various discipline  Good ability to communicate in English Desirable requirements Experience in research programs will be a plus How to Apply Saint Paul’s Hospital Millennium Medical College       P.O. Box 1271 Addis Ababa, Ethiopia         OR Submit in person to the human resource department         OR         Email   mchsurveillance@gmail.com         Closing Date: within 10 days of the announcement of this vacancy          only short-listed candidates will be contacted.

// Community Engagement & Accountability Coordinator /Focal person Ethiopian Red Cross Society Terms of Employment :  Full-Time Duration of Work:  Contract for one year Department ( Work Unit ) :  Administration Department Required Number :  1 Place of Work:  Addis Ababa with frequent travel to the project areas Salary:  birr 18,685.00 Job Status :  Open Deadline :  2019-08-21 Job Summary Key Performance Areas Integrate CEA into National Society strategies, frameworks, policies and plans, setting out how CEA activities and approaches will be implemented while also identifying who is responsible and the necessary budget and timelines. Integrate CEA approaches and activities into programme plans and operations, outlining how CEA will be implemented at each stage of the programme or disaster cycle Integrate CEA into M&E processes for the programme, ensuring communities are consulted and feedback is regularly collected and documented to understand levels of satisfaction with the project. Programmes should be adapted throughout implementation based on this feedback Raise awareness of the importance of CEA with senior management, staff and volunteers through presentations and briefing sessions Plan, manage and deliver CEA training to staff and volunteers Ensure all staff under His/her management have reviewed the CEA minimum actions, guide and toolkit and that all volunteers have been briefed on and signed the code of conduct Play a supportive role during early warning early action protocol development and execution to ensure CEA is integrated throughout the process. Participant in joint assessment, monitoring and evaluation of IARP project at field level to to assess l and identify community engagement mechanism appropriate in the local context (where early action is going to be taken).       Participation and feedback Ensure programme staff and volunteers have a full understanding of the communities they are working with, including the community dynamics, culture and power relations between different groups Ensure, accurate and relevant information regularly shared and discussed timely with communities, about programme activities and progress, using the best communications approaches to engage with different groups Develop systems and strategies to be able to Provide communities with opportunities to participate in and guide Red Cross Red Crescent programmes and operations, from assessment through to evaluation Ensure all volunteers working on a programme or operation receive basic communication and complaint handling skills training Play a leading role on the Development of strong and open relationships with key community stakeholders and establish community committees or representatives if needed, ensuring they fairly represent the full cross-section of the community, including men, women, boys, girls and vulnerable groups Ensure selection criteria is discussed with the community and communicated clearly to everyone Establish a formal mechanism to capture, monitor, respond to and act on feedback and complaints from communities. This mechanism must be designed with input from community members to ensure it is safe, non-threatening, and accessible to all (including women and men, boys and girls, and vulnerable and marginalised groups) Information as aid Ensure assessments include questions on peoples’ information needs and preferred communication approaches Based on community feedback and assessment data, identify and utilise the best communication approaches to provide communities with relevant and actionable life-saving and life-enhancing information Carry out regular checks as part of monitoring to ensure information shared with communities is understood, relevant and useful and update as necessary Behavior and social change communication Based on community feedback and assessment data, identify and utilise the best communication approaches to support communities to address and change unhealthy and unsafe practices Supports programmes and operations to adopt innovative approaches to better understand and engage with communities on key health and behaviour change issues Carry out regular checks as part of monitoring to ensure behaviour and social change approaches are appropriate and having an impact on communities and adapt as necessary Evidence-based advocacy Support communities to identify the key issues that affect them and raise these with decision and policy-makers Represent the needs of communities at meetings and workshops with decision and policy-makers   Qualifications and Experiences Qualification Requirements: MA/ BA degree in Sociology, social science or related fields  At least 4 years for MA degree or 6 years for BA degree professional experience in managing community based programs /projects. Willing to give voluntary service to the society with his/her own initiative. Special Knowledge and Skills Experience in mobilizing communities during new program /project development Experienced on monitoring an follow up of implementing program activities Ability to work with local communities diverse cultural context Ability to adapt with any tools and mechanisms Experienced on advocacy for community voice Experienced with manual, mechanisms and tools development. Excellent command of English (oral and written)   Notices Interested applicants are required to fill the employment application form below and email on or before the closing date of this announcement to  ercs-recruitment@redcrosseth.org Application Form Qualified women are strongly recommended to apply!              Please note that we ONLY consider those who filled in the application form and send us back.  We regret to inform that we do not accept others CV and documents at this stage