A legal, administrative and policy environment conducive to promote gender equality was created over the past two decades. The most important gender and development measures taken by the government include the issuance of the National Policy on Women (1993) which aimed to “institutionalize the political and socio-economic rights of women by creating appropriate structures in government institutions.” The 1995 Constitution of the Federal Democratic Republic of Ethiopia (FDRE) recognizes the rights of women which, among others, include the right to equality and, owing to past inequality and discrimination that Ethiopian women suffered, the entitlement to affirmative measures. Other relevant measures also include the Revised Family Law (2000) and the Revised Criminal Code (2005), Ethiopian Women Development and Change Package (2006) and the National Action Plan (NAP-EG) and adoption of MDGs as guiding framework for planning. The Ethiopian government is a signatory to most international instruments, conventions and declarations, and adopted international instruments such as; the Convention on the Elimination of All Forms of Discrimination Against Women /CEDAW (1979), the Declaration on the Elimination of Violence Against Women/DEVAW (1993), the Beijing Platform for Action/BPA (1995) including the domestication of the international instruments. Ethiopia ratified and adopted the UN charter on Human Rights and other conventions, such as the Convention on the Elimination of All Forms of Discrimination against Women (CEDAW) in 1981. Its outline addresses political, social, economic and legislative issues. The convention stipulates that signatories need to work for eliminating discrimination against women, and creating equality between women and men. In terms of structure, in 1992, the GoE established the Office of Women’s Affairs (OWA) within the Prime Minister’s Office (PMO). Its mandate was coordination and facilitation of the national efforts to promote gender equality in the field of development as well as to oversee and coordinate activities for effective implementation of the NPW. The OWA was, in 2005, replaced by the Ministry of Women’s Affairs (MoWA) which assumed a broader and clearer mandate. Departments of Women Affairs (DWA) were also created across line ministries at the federal level. The DWAs had close work relations with MoWA. Corresponding institutional arrangements existed at regional level to facilitate implementation of the national policy on gender. The institutions included the Bureaus of Women’s Affairs (BoWA), the Zonal and Woreda Women’s Coordination Desks and DWAs in the regions’ sectoral line institutions. In 2010, the federal MoWA was once again re-structured by Proclamation No. 691/2010 with expanded mandate to encompass children and youth affairs and, hence, became the Ministry of Women, Youth and Children Affairs (MoWYCA). Within its area of jurisdiction, the Ministry has the following powers and responsibilities (Articles 10 and 30):
The new arrangement at the regional level is that the Bureaux of Women Affairs (BoWA) become the Bureaux of Women and Children Affairs (BoWCA) with new mandates on children issues. At the sub-regional levels, there are also corresponding institutional arrangements, i.e. the Zonal and Woreda Women and Children Affairs Offices. The gender institutions at various levels have developed a system of consultations, coordination and information exchange. The regional Bureaux and the federal DWAs share their progress reports with MoWYCA. The latter provides technical feedback and support to build their capacities and mainstream gender-related planning and management. They also organize annual fora where they learn from one another and map out future directions for gender activities in Ethiopia. In 2010, the UN and GoE embarked on a joint programme on gender equality and women empowerment. The programme aimed to contribute around four major areas identified as key priorities, which are:
The programme also aimed to contribute to capacity development of MoWYCA and WADs at the federal level to better access and effectively use donor resources. As part of institutional strengthening of the gender machinery, GoE and UN would like to undertake a comprehensive capacity assessment of the Gender Machinery.
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Duties and Responsibilities | |
Objectives of the Capacity Assessment (CA): The objective of the CA is to assess the integrated capacity (institutional, organizational and individual capacities) of the gender machinery at all levels to enable the GoE and UN formulate comprehensive capacity development responses. The specific purposes of this assessment include:
Scope of the Assignment: This assignment involves the following activities: initial planning, data collection and analysis of results, presentation on the findings and submitting of final report. It also involves a field mission to a minimum of two regional states. The CA team shall give more focus on MoWYCA and BoWCA, but it shall also cover selected DWAs at federal and regional levels and selected Zonal and Woreda offices in regional states. Methodology and Analysis: Within the UNDP Capacity Assessment Framework, the CA team will employ the following methods for data collection:
The CA team will summarize the data and information collected and carefully interpret the results. The results should identify capacity constraints and capacity development opportunities based on which it is required to formulate alternative capacity development interventions. The findings of the assessment will be included into the CA reports. Expected Deliverables: The CA team will deliver:
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Competencies | |
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Required Skills and Experience | |
The CA team will be comprised of an international expert and a national expert. The experts should have:
Supervision and Work Relations: The CA team will work under the direct supervision and guidance of UNDP. The CA teams will closely work with key stakeholders for the successful implementation of the assignment. Timeframe for the Assignment: This assignment will last no more than 30 working days Documents to be Included when Submitting the Proposal: Interested individual consultants must submit the following documents/information to demonstrate their qualifications: 1. Proposal: (not more than 450 words) (i) Explaining why they are the most suitable for the work (ii) Provide a brief methodology on how they will approach and conduct the work (if applicable) 2. Financial proposal: Please submitted Lump sum (inclusive of DSA, Ticket and other costs if any) 3. Personal CV including past experience in similar projects and at least 3 references Financial Proposal: Please submit financial proposal in a separate sheet to our e-mailProcurement.et@undp.org; Evaluation: Individual consultants will be evaluated based on the following methodologies: Cumulative analysis The award of the contract shall be made to the individual consultant whose offer has been evaluated and determined as: a) responsive/compliant/acceptable, and b) Having received the highest score out of a pre-determined set of weighted technical and financial criteria specific to the solicitation. * Technical Criteria weight; 70% * Financial Criteria weight; 30% Only candidates obtaining a minimum of 49 point and above would be considered for the Financial Evaluation Criteria: Technical (based on CV, Proposal and Interview) Minimum educational background and work experience (CV) - weight 10%, 10 points; Understanding of scope of work and methodology (from proposal) - weight 20%, 20 points; Individual competencies (Interview) - weight 40%, 40 points; Financial - weight 30%, 30 points. Note: Submission of Technical and Financial proposal is mandatory failing to submit one of the proposals will be automatically disqualified. | |
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UNDP is committed to achieving workforce diversity in terms of gender, nationality and culture. Individuals from minority groups, indigenous groups and persons with disabilities are equally encouraged to apply. All applications will be treated with the strictest confidence. |
Capacity Assessment of the Gender Machinery of the Government of Ethiopia
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