HR Consultancy

• Country: Tanzania
• Summary: HR Consultancy
• TZT Ref No: 85669611
• Deadline: 28 Jul 2023
• Financier: Other Funding Agencies
• Purchaser Ownership: Government
• Tender Value: Refer Document
• Notice Type: Tender
• Document Ref. No.:
• Purchaser's Detail:
  Login to see full purchaser details. Login to see full purchaser details. Login to see full purchaser details. Login to see full purchaser details. Login to see full purchaser details. Login to see full purchaser details. Login to see full purchaser details. Login to see full purchaser details. Login to see full purchaser details.

  Login to see details
• Description:
• Request for proposals are invited for HR Consultancy. Closing Date: 28 Jul 2023 Type: Consultancy Request for Proposals (RFP) Subject: Research and develop full cycle performance management approach and process for a nonprofit organization with global operations, including the development of a competencies matrix aligned to the organization-s diverse staffing structure and functional departments. D-tree International (D-tree) invites you to submit a proposal in accordance with the requirements of the following Solicitation. Proposals must be received by D-tree no later than the Date and Time indicated in the table below. RFP Issue Date: July 11, 2023 Proposal Due Date and Time: July 28, 2023 5pm EST Proposals should be submitted via email to: proposals@d-tree.org I. Introduction D-tree International is a global digital health organization dedicated to ensuring that everyone has access to high-quality primary healthcare in underserved areas. We do this by working with governments to design, build and deploy digital tools for frontline health workers that improve their ability to deliver high-quality, evidence-based care. D-tree engages with governments to develop a shared vision for the potential of digital health, demonstrates the effectiveness of digital systems to improve health outcomes, and accompanies governments to scale these digital systems nationally and institutionalize them within their broader health systems. II. Scope of Work (SOW): Our work requires talent from a broad range of expertise including program managers, software engineers, human centered design experts, public health and medical experts, finance, accounting, human resource and business development professionals. We have staff on three continents including North America (United States), Europe (Switzerland, Spain, UK) and Africa (Tanzania, Malawi, Kenya and Zambia). As part of our commitment to excellence, we are seeking proposals from HR learning and development experts to lead the improvement and implementation of a robust performance management approach and process that aligns with our organizational goals and objectives and is suitable for the diversity of our workforce. There are three (3) interconnected objectives associated with this SOW as described below: Competency matrix by level The HR expert will work with the organization to develop a simplified competency matrix by level and tailored by function (department), which will define the skills and competencies required for each job level within the organization building from the existing framework and grading system (based on TMA competencies). The competency matrix will be used as a basis for the performance management process, to ensure that employees are assessed against the required skills and competencies for their job level and function. Performance management process The HR expert will be responsible for reviewing the existing performance management practices and then designing and implementing a refined performance management approach that can be rolled out to all employees in 2024. The approach (including how to set clear expectations, structure of the questions and form, frequency, methodology for collecting feedback) should be designed to enable the organization to identify and track employee performance, provide regular feedback, and facilitate ongoing employee development in a systematic and efficient manner. Merit-Based Raise criteria: The approach will also suggest a methodology that could be used to transition to a merit-based raise structure, pending availability of financial resources. The performance management design and process will include clear criteria for when the organization should consider merit-based raises and / or promotions based on employee performance, skills, and competencies which could be administered on an annual basis, and the amount of the raise will be based on the employee's performance rating and the organization's budget. HR expert is expected to suggest best practices in implementing such a practice taking into consideration the organization-s funding and business model. The HR expert will work with the organization to establish guidelines and processes for administering the merit-based raise approach, ensuring that it is fair, transparent, and objective. The guidelines will include the criteria for eligibility, the process for assessing employee performance, the process for determining the amount of the raise, and the communication plan for announcing the results to employees. Prepare customized documentation and communication plan for staff and managers The HR expert will produce customized materials including the training documents and a communication and implementation plan to ensure all employees are aware of the new performance management system and its benefits. In addition, consultant will provide a training for trainers for select D-tree staff responsible for rolling out the performance management process in early 2024. The training plan and documentation should be tailored to meet the needs of the organization and align with its culture and values. Deliverables: The following deliverables are expected from the HR expert: A competencies matrix that aligns with the compensation framework in place (7 levels) and customized by department, as necessary. A comprehensive performance management approach and process that includes performance goals, metrics, and evaluation methods. Process should include a merit-based raise methodology that is aligned with the performance management approach and is fair, transparent, and objective (that can be implemented together with the performance management process or triggered at a later date). Guidelines and training materials for managers and supervisors on how to set clear expectations for their staff and how use the performance management process and competencies matrix to hold staff accountable and provide detailed feedback. A communication plan to ensure all employees are aware of the new performance management process and its benefits and implementation plan for D-tree staff to take forward. Timeline: The following timeline is proposed for the SOW (to enable D-tree to introduce these tools and processes at the start of 2024): Proposal submission deadline: July 28, 2023 Contract awarded by: August 11, 2023 Project completion date: October 30, 2023 Budget: The budget for the project will be determined based on the proposals received. The organization is open to proposals that demonstrate value for money while ensuring quality deliverables.D-tree is a registered 501(c)(3) non-profit corporation. Offerors should provide any and all discounts available to D-tree based on its status as a U.S. non-profit. How to apply III. Proposal Submission: Proposals should be submitted to the following email address: proposals@d-tree.org. The subject line should read "Performance Management Process Proposal." Proposals should include the following: A detailed description how the consultant will go about gathering information to design the competencies matrix and performance management process and associated tools A project plan with timelines and milestones. A detailed budget and breakdown of costs. Relevant experience and qualifications of the HR expert or consulting firm. References from previous clients (a minimum of two). IV. Selection Criteria: Proposals will be evaluated based on the following criteria: Proposal strength and alignment to the 3 stated deliverables Demonstrated experience and qualifications of the HR expert or consulting firm. Value for money and cost-effectiveness of the proposal. Proposed project timeline and milestones. Thank you for considering our request for proposals. We look forward to receiving your proposals. ***IMPORTANT NOTICE*** It is against the values and policies of D-tree International for our staff or any representative acting on our behalf to solicit, accept, or attempt to accept kickbacks in exchange for favorable treatment in awarding contracts for materials, equipment or services of any kind (including the goods and/or services described in this RFP). A kickback is defined broadly to include any money, fee, commission, credit, gift, gratuity, thing of value, or compensation of any kind which is provided, directly or indirectly. If anyone from D-tree or claiming to work on our behalf engages in this behavior (requesting a kickback in exchange for a positive outcome for your organization regarding this RFP), please contact ethics@d-tree.org
• Documents:

 Tender Notice