tor: engagement of an international consultant for staff ... · tor: engagement of an international...

TOR: Engagement of an International Consultant for Staff Up-Skilling on Social and Gender Norm Change

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Request for Quotations

Engagement of an International Consultant (or Consulting Team) for Staff

Up-Skilling on Social and Gender Norm Change

Main Facts Table

RFQ reference RFQ - FY19 - 014

RFQ launch date 19th February 2019

Contract Manager Anna Keller

Deadline for submission of offers 4th March 2019

Submission of offers to

[email protected]

Please include the RFQ reference number above in all correspondence

mailto:[email protected]


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1. Background Information on Plan International

Plan International is an independent development and humanitarian organisation that advances children’s rights and equality for girls.

We believe in the power and potential of every child. But this is often suppressed by poverty, violence, exclusion and discrimination. And it’s girls who are most affected. Working together with children, young people, our supporters and partners, we strive for a just world, tackling the root causes of the challenges facing girls and all vulnerable children.

We support children’s rights from birth until they reach adulthood. And we enable children to prepare for – and respond to – crises and adversity. We drive changes in practice and policy at local, national and global levels using our reach, experience and knowledge.

We have been building powerful partnerships for children for over 75 years, and are now active in more than 70 countries.

Read more about Plan International's Global Strategy: 100 Million Reasons at https://plan-international.org/strategy

2. RFQ- Requirement

1. BACKGROUND

Based on the commitment of the Global Goals to leave no one behind, Plan International has devised four global outcome areas to empower children to realise their potential and bring about equality for girls. These outcome areas are: Learn, Lead, Decide and Thrive. Plan International’s ambition1 is focused on girls because they are most at risk of being left behind and a major effort is required to ensure they are treated equally. Nonetheless, Plan International works with all children, especially when there is disadvantage and urgent need. Sitting within our four global outcome areas are Plan International's six areas of global distinctiveness (AoGDs). These areas will make up a growing proportion of our programming and influencing work. Plan International aims to significantly develop staff capacities in these areas in both development and humanitarian settings. Plan International’s AoGDs are:

Inclusive, safe quality education (Learn)

Skills and opportunities for youth employment and entrepreneurship (Learn)

Girls, boys and youth as active drivers of change (Lead)

Sexual and reproductive health and rights (SRHR) for girls and young women (Decide)

Early childhood development (Thrive)

Gender-transformative child protection (Thrive) In all countries where Plan International works, we encounter gender inequality and exclusion. We find different forms of gender-based discrimination, gender stereotyping and an unequal distribution of power between women, men, girls and boys, and other genders, as well as exclusion based on multiple factors. Gender inequality intensifies the negative effects of all

1 Plan International ambition for 2017-2022: “Together with partners, we take action so that 100 million girls learn, lead, decide and thrive.”

https://plan-international.org/strategy

https://plan-international.org/strategy

http://www.globalgoals.org/


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other forms of exclusion and as a result, exclusion is different and often worse for girls and women. Achieving gender equality, promoting gender justice, realising girls’ rights and fostering an inclusive society are therefore core objectives of our work as an organisation dedicated to child rights and equality for girls. This commitment is reflected in our global strategy 100 Million Reasons (attached to this ToR,) Values and Behaviours Framework (see Annex 1), Global Theory of Change (see Annex 2), and Programming and Influencing Approach – PIA (see Annex 3). Gender discrimination and socialization start early and continues throughout a person’s lifetime. During early childhood, all children develop a sense of self-worth, identity and belonging. They learn gendered attitudes and expectations about how girls, women, boys, and men should behave, and about their value and role within society. Gender norms and expectations shared by families and communities drive this socialization process which continues throughout childhood and adolescence. It shapes the way that girls and boys are treated and their expectations for the future. These gender norms are limiting for all children, but particularly limiting for girls. Gender norms reflect and in turn reinforce gender inequality and discrimination and are drivers of behaviors and harmful practices that are the focus of Plan International’s AoGDs. Likewise, social norms are also drivers of practices that are not in children’s best interests, across different AoGDs. Working with the different actors that shape children’s lives (including parents, caregivers, educators, community representatives, government officials, religious leaders, the media and other children) to promote changes in harmful and discriminatory social and gender norms represents, therefore, a core dimension of Plan International’s work.

3. RATIONALE

As explained above, work to promote changes in the social and gender norms that influence individual and collective behaviors represents one of the three dimensions of Plan International’s Theory of Change and is a core element of our rights-based Programming and Influencing Approach – PIA. In addition, Plan International’s action learning training for staff: Planting Equality 2.0 (face-to-face) on gender equality and inclusion includes a session on gender norm change. Morever, several multi-country programmes (such as 18+: Ending Child Early and Forced Marriage as well as Plan International’s work to promote men’s engagement in maternal and child health) are directed specifically at social and gender norm change. However, feedback from staff in different regions suggests that, overall, there are gaps in terms of the degree to which staff have a common understanding of social and gender norm change theory and the skills to systematically promote changes in this area. In recognition of this, Plan International has identified the urgent need to provide increased support to staff (at working in Country Offices (CO) and Programme Units (PUs), strengthening their knowledge and skills to design, implement, monitor and evaluate – together with communities and other partners – strategies for social and gender norm change. In consistency with the learning agendas for other areas of work, the aim will be to utilise different resources and approaches for up-skilling, including training, coaching and mentoring, peer-to-peer support, and self-directed learning to achieve an increase in capabilities. In doing this, Plan International will also be to utilise, to the maximum degree, Plan International’s internal Community of Practice to this end.2 2 The Community of Practice is very new; it has yet to be formally launched and currently does not have a defined agenda for learning and sharing.


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4. OBJECTIVES

3.1 Overall Objective of the consultancy

To implement a process to kick-start learning and up-skilling on social and gender norm

change that builds: 1. A shared understanding of what social and gender norms3 are and how

changes in these can be achieved through programming and influencing work; 2. Improved

skills among staff for analysis of when social and gender norms are drivers of practices and

behaviours of interest for the different AoGDs and for the design, implementation, monitoring

and evaluation of social and gender norm change programming and influencing activities.

3.2 Specific Objectives

3.2.1 Development of an action learning package4 with materials and resources that

can be used in face-to-face and on-line learning sessions on social norm change, with

an emphasis on gender norms.

Specificities to consider:

The duration of the training is expected to be 8- 12 hours.

The material and resources for the training should build on: 1. Existing internal

resources e.g. from our action learning training programme Planting Equality 2.0; 2.

Internal programmatic and influencing experience (collated from key informants, case

studies); and 3. External resources and programmatic and influencing experiences

from partner organisations.

The learning package all needs to be flexible, so it can be broken down into smaller

sessions, if needed e.g. to be implemented also as part of other training and/or

workshops.

The materials and resources should incentivise in-depth learning on social and gender

norm change strategies that support critical reflection, questioning and challenging of

harmful behaviours and practices.

The proposed sessions for the action learning package should follow the format of

Planting Equality 2.0 and should prioritise the use of effective adult-learning

approaches (including practical exercises, case studies, problem-solving etc.).

Most importantly, the content of the action learning package should be sufficiently

generic and flexible, such that it can be successfully adapted to be used across

different AoGDs – for instance, by picking specific behaviours/practices of relevance

for the AoGD.

3.2.2 Design and facilitation of a 2.5/3-day workshop5 for validating the action learning package (see 3.2.1).

3 While recognising that there is no single agreed upon theory on this area. 4 Action Learning can be described as a process that involves a group working on real problems, taking action, and learning as individuals, as a team, and as an organisation. The approach aims to develop creative, flexible and successful strategies to pressing problems e.g. social and gender norm change for high-quality programming and influencing.

5 The costs for organising the workshop will be borne by Plan International.


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Specificities to consider:

The action learning package will be validated by a group of Plan International staff and partners before conclusion of the consultancy.

To ensure that the action learning package is consistent and coherent, Plan International and the international consultant (or consulting team) will organise a validation workshop6 with Plan International staff and partners before conclusion of the consultancy. The international consultant (or consulting team), in direct collaboration with Plan International Staff, will be responsible for facilitating the workshop with the aim to build common understanding and coherence of process, approach, and methodology. The 2.5/3-day workshop will also allow for the fine-tuning of sessions for the subsequent implementation of training with staff for capacity building on social and gender norm change.

3.2.3 Technical support and guidance for the development of a learning agenda for Plan International’s new (internal) Social and Gender Norm Change Community of Practice (COP) so it becomes a platform for sharing and discussion between different parts of the organisation. Specificities to consider:

The Community of Practice has been informally launched and has a dedicated space on Workplace, however, as mentioned above the project team responsible have yet to define any sort of agenda for learning (such as webinars/micro-learning videos) and to promote sharing.

To support learning and incentivise discussion among COP members, the consultant (or consulting team) will: o Identify (from activities under 3.2.1) existing materials for learning and sharing e.g.

videos, podcasts, news articles, academic articles, presentations/dialogues, including resources developed by ALIGN, the Learning Collaborative and other social and gender norm change knowledge management initiatives.

o Develop a clear and detailed learning agenda for a total of 9 months, including: 1.

Objectives, materials/resources to share, and prompting questions per week for Workplace; 2. A calendar of existing external events/opportunities of relevance; 3. recommendations for webinar themes and speakers.

5. REFERENCE GROUP

The consultant (or consulting team) is expected to work closely throughout the process with a

reference group composed of Plan International staff from different regions and offices. The

reference group will be managed and led by Plan International, Global Hub.

6. OUTPUTS AND DELIVERABLES 5.1 Development of action learning package

The primary output will be the development of a comprehensive and coherent action learning package for upskilling of Plan International staff on social and gender norm change.

6 To take place in Helsinki, Finland


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Deliverables include:

1. Guidance, in English, for the implementation of interactive/action learning sessions for exploring, in relative depth, social and gender norm change theory and processes: o These should be edited, proofread, and accessible to staff that do not have English

as their first language. o These should build on the gender norm change sessions found in Planting Equality

2.0, while providing opportunities for more in-depth analysis, reflection and learning. o While these may use examples from specific thematic areas, these should be as

generic as possible in order that they can be adapted and used for specific norms and behaviours of relevance for specific AoGDs

o Sessions included will be used in face-to-face and on-line learning training (8-12 hours).

o Sessions should include facilitation guides, following the format of Planting Equality 2.0, as well as hand-outs and PPTs for the sessions with relevant key messages, prompting questions and other relevant information.

2. A comprehensive compilation of relevant material and resources that can be used to incentivize in-depth learning, critical reflection and questioning on social and gender norms

3. Facilitation of webinar, when learning package, is completed to explain to staff its components and what has been developed, including a pitch session for joining the COP (see 5.3)

5.2 Validation workshop

The primary output will be a 2.5/3-day workshop for validation of the action learning package. Deliverables include:

A detailed agenda for the workshop (to be held potentially in June in Helsinki, Finland).

Revised action learning package based on feedback from workshop attendees. 5.3 Technical support and guidance for the Social Norm Change Community of Practice (COP)

The primary output will be a learning agenda for Plan International’s Social and Gender Norm Change COP: Deliverables include:

A compilation of materials for learning and sharing e.g. videos, podcasts, news articles, academic articles, presentations which could be shared with the COP (as noted above – See 3.2.3).

A clear and detailed learning agenda for a total of 9 months (April – December 2019) which includes:

o Objectives, materials/resources to share, and prompting questions per week for Workplace.

o A calendar of external events/opportunities of relevance; o Specific recommendations for webinar themes and speakers, including

objectives, materials/resources to share, and prompting questions per week.


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o The learning agenda should include a relevant monitoring and evaluation framework in terms of assessing the knowledge and skills and some recommendations from the consultant (or consulting team) for assessing application of skills beyond the 9 months period.

o Clear set of competencies that COP members will develop.

7. TIMELINE

The consultancy will last a total of 4 months (March to June 2019). Below an indicative timeline, to be further developed by the consultant (or consulting team):

o Kick-off call with the consultant (or consulting team) and Plan International’s project

team to explain in more detail specificities of the task at hand and to share international

resources, identify internal and external key informants and agreed on next steps.

o Identification of relevant period for conducting KIIs and document review.

o Finalisation of initial draft of the action learning package by May 6th as Plan

International will test it during a Training of Trainers (ToT) on male engagement during

May 13-17, 2019.

o Revision period after 2.5/3-day workshop in Helsinki, Finland.

o Final sign-off of the learning package and other deliverables by Plan International’s project team towards the end of June 2019.

8. SELECTION CRITERIA OF INTERNATIONAL CONSULTANT (OR CONSULTING TEAM)

o Track-record of previous experience in working in staff capacity-building in the

development/humanitarian sector, including organizations working on human rights

and gender equality

o Expertise in social and gender norm change theory and processes and previous

experience in the design and implementation of social and gender norm change

strategies.

o Experience in developing training packages, particularly on complex topics such as

social and gender norm change.

o Excellent communication skills including fluency in written and spoken English.

o Proven ability to publish concise, focused, and easily understandable materials for

training and learning.

9. SUBMISSION OF PROPOSALS

Interested parties must prepare and submit a financial and technical proposal by 4th March

2019. The proposal should include the following elements:

o Description of proposed plan for achieving the different objectives outlined in this ToR,

including methods and activities.

o Detailed chronogram for proposed activities.

o Detailed budget.


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o Curriculum Vitae(s) of consultant or (consulting team members)

o References from prior clients.

o Examples of previous work.

The offer must be sent via email to [email protected]

Offers must be received before the deadline specified in the “Request for Quotations” Pricing for services should state whether they are fixed or non-fixed.

10. Evaluation of offers

Shortlisted suppliers may be invited to discuss their proposals in more detail at Plan’s discretion. Plan International, at its sole discretion, will select the successful RFQ. Plan international shall be free to:

Accept the whole, or part only, of any submission

Accept none of the proposals

Republish this Request for Quotations Plan International reserves the right to keep confidential the circumstances that have been considered for the selection of the offers.

Part of the evaluation process may include a presentation from the supplier and a site visit by

Plan International staff, to offices.

Value for money is very important to Plan International, as every additional £ saved is money that we can use on our humanitarian and development work throughout the world. Plan International may award multiple contracts and all contracts will be non-exclusive.

11. Contract Payment terms

Please note that, if successful, Plan International’s standard terms of payment are 30 days

after the end of the month of receipt of invoice, or after acceptance of the

Goods/Services/Works, if later.

12. Plan International’s Ethical & Environmental Statement

The supplier should establish environmental standards and good practices that follow the principles of ISO 14001 Environmental Management Systems, and in particular to ensure compliance with environmental legislation



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13. Clarifications

The onus is on the invited companies to ensure that its offer is complete and meets Plan

International’s requirements. Failure to comply may lead to the offer being rejected. Please

therefore ensure that you read this document carefully and answer fully all questions asked.

If you have any queries in relation to your submission, or to any requirements of this tender,

please email:

[email protected]

Thank you for your proposal.

14. Annex Contents List

Annex 1 Request For Quotation All companies to complete

Annex 2 Supplier Questionnaire All companies to complete

Annex 3 Plan information and additional facts and requirements


TOR: Engagement of an International Consultant for Staff Up-Skilling on Social and Gender Norm Change 11

ANNEX 1: Values and Behaviours Framework (1/2)


ANNEX 1: Values and Behaviours Framework (2/2)


ANNEX 2: Global Theory of Change (see Annex 2)


ANNEX 3: Programming and Influencing Approach – PIA

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