Consultancy and Training

BackgroundYouth care leaver associations are charity organizations established under the law by and for care leavers and they are affiliated to parent residential care institutions. Government offices are also those organizations mandated to issues related to care leavers. In the case of NGOs, organizations were sub-categorized into residential care providers and general service providers. Among the private sector actors, banks and employment service providers are included.In general terms, the level of responsiveness to the issue of youth care leavers by governmental and non-governmental organizations is very minimal. The agenda has not been addressed by relevant government policies and strategies indicating how the subject of youth care leavers is overlooked by policy makers. The level of coordination and partnership among relevant governmental and non-governmental stakeholders is also scanty. The only platform or partnership identified that works on youth care leavers is the project being implemented by SOS Children’s Villages – Ethiopia in partnership of youth care leaver associations and relevant government counterparts. No other attempts were identified and prominent non-governmental actors which work on vulnerable youth haven’t embrace the issue of youth care leavers in their thematic areas and strategic directions. Here it came to be clear that unless key stakeholders act collectively and bring the issue to the attention of policy makers, the vast majority of the problems faced by youth care leavers would continue to prevail. It is auspicious that youth care leaver associations are emerging and coming to existence to join the battle. Though such associations are expected to play the central role in addressing the problems that youth care leavers face, they are still at a stage of infancy and require significant amount of support to build their capacity. Under Outcome 3 - Young people leaving care in Ethiopia claim their rights to healthy lives, care, and active participation Output 3.1 MHPSS + SRHR (YCL associations/groups have the capacity to advocate for the improvement of social support services (mapping YCLs, identify capacity gaps, support YCLs to secure legal entity, and support the development of strategic and capacity empowerment plan)Activity 3.1.2 Identify capacity gaps and support the development of strategic and capacity empowerment plan. Thus, based on the needs assessment, young care leavers’ project has planned to conduct project cycle management training for the three Key Implementing Partners (KIPs).&nbsp;&nbsp;&nbsp;&nbsp;General objective of the support&nbsp;To provide Project Cycle Management training for grant management team members of the three care leavers associations.Specific Objectives<ul><li>To enhance project cycle management knowledges and skills of grant management team members of the associations</li><li>To provide participants with a clear framework and structure for managing projects</li><li>To ensure that all aspects are properly planned and executed</li><li>To strengthen partnership towards collaborative advocacy efforts</li></ul>Methodology<ul><li>Developing all the training design, slides and exercises required for the training.</li><li>Present the initial draft of training design and slides for any feedback and approval&nbsp;</li><li>&nbsp;Working on the feedback and submit final versions of training design and slides</li><li>Conducting the training in an interactive /participatory method</li><li>Conduct pre and post test</li><li>Submit overall training report</li></ul>Deliverables<ul><li>Prepare and submit technical and financial proposals based on ToR prepared for this purpose</li><li>Conduct training need assessment</li><li>Incorporate inputs of the organization about the assessment result&nbsp;</li><li>Prepare training outline</li><li>Deliver face to face training&nbsp;</li><li>Prepare pre and post-test during the training</li><li>Provide participants with learning documents.</li><li>Prepare and submit final /overall training report&nbsp;&nbsp;</li></ul>Adheres to SOS CVE’s Safeguarding Policies and Regulations<ul><li>SOS Children's Villages in Ethiopia (SOSCVE) places safeguarding (children, youth, and adult safeguarding and asset protection) at the center of its concerns. The Organization is committed to ensuring that all children, young people and adults are safe, they are treated with dignity and respect, and all resources are used solely for the purpose for which they are given.</li><li>SOSCVE has Zero tolerance for any safeguarding concerns and provides proper response to any reported safeguarding concerns. Hence, the consultant/firms shall ensure that its employees/collaborators as well as any other person involved in the implementation of the present contract, comply with the safeguarding policies and regulations. Therefore, potential winner (firms/individuals)</li><li>Complies with the rules and principles set out in the policies and regulations annexed to agreement made.</li><li>Confirms that none of its employees, collaborators or associates are involved and/or have been involved in any way in violence, abuse, fraud, and corruption.</li><li>Accepts proven material breach of any provision of the Child and Youth Safeguarding Policy, the Code of Conduct, Sexual Misconduct Regulation, Anti-Fraud and Anti-Corruption regulation shall automatically render agreement entered null and void and shall expose the perpetrator to legal action.</li></ul>Payment ModalitiesA separate financial proposal from each applicant is required and it should include theProfessional fees, tax duties, fees and charges that might be imposed on the consultancy firm.Payment terms are as follows:<ul><li>50% upon signing of the contract agreement and completion of training per the time frame</li><li>50% upon submission and acceptance of the training report</li></ul>Ethical StandardsSOS CVE is a child focused Organization and will always uphold the safety and wellbeing of&nbsp;&nbsp;&nbsp; children as it strives towards creating a better environment for children and their surrounding community. In ensuring this, SOS CVE will only consider those who are suitable to work with children and youths. The selected contracting firm will sign the code of conduct or child protection policy of SOS CVs before the commencement of the work&nbsp;DisclaimerSOSCVE is under no obligation to award to the lowest or highest or any bidder at all and may cancel the whole/part process when deems fit without giving further justification. Applications shall not be returned beyond the stipulated time. &nbsp;

RE-Advertise Invitation for facilitation of Capacity Building Training

BACKGROUNDSOS Children's Villages in Ethiopia (SOSCVE) is a non-governmental, non-political, non-denominational charitable child welfare organization. For the past more than 40 years, we have been working to build families for children in need, help them shape their future, and share in the development of their communities.Everything we do is based on the best interest of the child. We help vulnerable families care for their children, and we work to prevent the breakdown of parental care. When children lose parental care (the care of families of origin), we provide quality alternative care in different care settings according to the children’s best interests. We support young people in their efforts to become independent adults and succeed in life.We collaborate with donors, communities, governments, and other organizations to reach the children who need support when emergencies strike; we focus on providing humanitarian assistance, care, and protection for children and families in coordination with the government and other relief agencies. We continuously measure the impact of our program.ABOUT THE SUCCESSOR DEVELOPMENT PROGRAMSOS Children’s Villages in Ethiopia is running a Successor Development Program. The program aims to identify, nurture, and prepare potential successors within the organization for leadership roles. &nbsp;The program has 4 stages,<ol><li>Stage 1: Identification of Business-Critical Position</li><li>Stage 2: Identification of Participants</li><li>Stage 3: Prepare Participants</li><li>Stage 4: Provide Development Opportunities.</li></ol>Based on the following stage, the organization has successfully identified key critical positions and co-workers for the program, an assessment has been conducted and development areas have been identified for the successors.&nbsp;Currently, we are looking for consultants who could support us in providing capacity-building activities based on the identified gaps for the successors.OBJECTIVEThe main goal of this consultancy is to provide the identified successors in the Successors Development Program with a capacity-building program. This program aims to equip them with the essential skills and knowledge required to align with their identified development goals.In addition, the primary objective of the capacity program is<ul><li>To provide specialized capacity-building activities for the successors based on the identified development goals.</li><li>To develop a plan and identify methodologies to implement the capacity-building activities.</li><li>To equip participants with the necessary skills knowledge and competencies required to excel in future leadership</li><li>To engage in a process of continuous improvement through incorporating feedback from stakeholders and participants to enhance the training program</li></ul>&nbsp;SCOPE OF WORKThe consultancy will focus on delivering capacity-building activities for the successors. The consultant is expected to develop capacity-building activities. The consultant will be leading the development and implementation of tailored capacity-building activities for the identified successorsA total of 8 (Eight) successors have been identified to partake in the capacity-building program. These emerging leaders are expected to hold key positions within the organization.SDP CAPACITY BUILDING PROGRAMThe capacity building program will focus on a total of five (5) topics identified from the assessments. The consultant will be required to plan based on the identified topics and deliver the capacity-building activities.TopicsEmpowerment:Focus: This section of the capacity-building activities focuses on empowerment strategies that are essential for leadershipKey Areas<ul><li>Coaching and Mentoring: - Equipping successors with the skills and knowledge to mentor and coach team members under their supervision for better performance and growth.</li><li>Constructive Feedback: -Building the capacity of the successors regarding providing constructive feedback to subordinates.</li><li>Effective Delegation: - Enhances the ability of the successors to delegate tasks efficiently, ensure follow-up and maintain accountability within the team.</li></ul>Result OrientationFocus: The focus of this section is mainly on enhancing a result-driven mindset among successors to achieve the organizational goalsKey Areas<ul><li>Goal Setting and accountability: Instilling the practice of setting SMART goals and holding accountability of the successors and team outcomes.</li><li>Action-Oriented Goal Development; Building the capacity of the successors in developing actionable goals and aligning with the organization's goal.</li></ul>Change Leadership&nbsp; &nbsp; &nbsp; &nbsp; Focus: Developing change leadership capabilities to navigate organizational transition effectively&nbsp; &nbsp; &nbsp; &nbsp; Key Areas<ul><li>Analyze the Change Drivers: Identifying factors driving organizational change and strategizing adaptation efforts accordingly</li><li>Incorporating change process: Implementing a structured change process facilitated a smooth transition and fostered organizational resilience.</li></ul>TIMELINEThe training program is expected to commence on July 1, 2024, and conclude by December 31, 2025. The consultant should submit a detailed timeline for the delivery of each phase of the project.RESPONSIBILITY OF THE CONSULTANTThe Consultant shall have the following responsibilities.<ul><li>Develop a comprehensive training curriculum tailored to address the identified needs and objectives of the Successors Development Program.</li><li>Deliver engaging and interactive training sessions on the identified development areas.</li><li>Provide ongoing support and guidance to participants throughout the training program, offering individual coaching sessions and feedback to facilitate their growth and development.</li><li>Collaborate closely with stakeholders to ensure alignment between the training content and organizational goals.</li><li>Evaluate the effectiveness of the training program through participant feedback, assessments, and performance metrics, adjusting as necessary to optimize learning outcomes.</li></ul>&nbsp;DELIVERABLES:The Consultant shall deliver the following:<ul><li>A comprehensive development plan, including session plans, materials, and resources, tailored to the identified needs.</li><li>Documentation of all training sessions conducted, including attendance records, evaluations, and any relevant feedback or observations.</li><li>A final report summarizing the outcomes of the training program, lessons learned, and recommendations for future development initiatives.</li></ul>

TERMS OF REFERENCE FOR CONSULTANT TO PROVIDE TRAINING FOR SUCCESSORS IN SUCCESSORS DEVELOPMENT PROGRAM (SDP)

Architecture and Construction

LOCATION: SOS CHILDREN’S VILLAGE’S ETHIOPIAISSUANCE DATE: OCTOBER 02nd, 2024SUBMISSION DEADLINE: OCTOBER 15th, 2024SOS CHILDREN’S VILLAGES ETHIOPIA is part of a global humanitarian organization dedicated to improving the care of children deprived of parental care. We provide Family-like Care and Social Services for vulnerable families through our Family Strengthening Projects. Currently, we operate in seven locations: Addis Ababa, Bahir Dar, Mekelle, Jimma, Harar, Hawassa and Gode with additional satellite projects in each Region and the National Office in Addis Ababa.&nbsp;The Organization intends to implement PARTNER SCHOOL MODIFICATION WORKS IN ADDIS ABABA, ETHIOPIA.

INVITATION TO TENDER FOR PARTNER SCHOOL MODIFICATION WORKS IN ADDIS ABABA, ETHIOPIA.

Management

Position Title:&nbsp;Deputy Principal, Primary School&nbsp; Office/ programme:&nbsp;SOS Hermann Gmeiner School, Addis Ababa – Kality Facility Location:&nbsp;Addis Ababa Reports to:&nbsp;&nbsp;Primary Principal &nbsp;&nbsp; Additional Instruction from:&nbsp;Managing principal, &amp; Education and Training Manager Supervises:&nbsp;Primary school teachers&nbsp; Job description prepared by:&nbsp;SOS Hermann Gmeiner School&nbsp;&nbsp;Job Summary&nbsp;Under the direct supervision and guidance of primary Principal, the position holder is generally responsible for planning, coordinating and directing the work and day to day activities of teaching professionals; preparing and controlling budgets; prioritizing expenditures; implementation of academic, social and emotional learning programs. He or she is also responsible for the effective operation and general administration of the primary school. He/she will administer and supervise the school and its employees, lead development of educational program improvement, foster a culture of positive, engaged learners, and serve as a strong advocate for the school’s core values including developmental philosophy and parental involvement.&nbsp;&nbsp;&nbsp;Main Clients<ul><li>Primary Principal.&nbsp;</li><li>Teachers in Primary Schools</li><li>Kindergarten principal.</li><li>Students.</li><li>Parents of school children</li></ul>&nbsp;Key performance areas and main responsibilities:&nbsp;&nbsp;The successful candidates will have the following major responsibilities in the area of education program management, instructional leadership, operations management,&nbsp;human resource management, business management and communications management (details in the JD)

Deputy Principal, Primary School

SOS CHILDREN’S VILLAGES ETHIOPIA is part of a global humanitarian organization dedicated to improving the care of children deprived of parental care. We provide Family-like Care and Social Services for vulnerable families through our Family Strengthening Projects. Currently, we operate in seven locations: Addis Ababa, Bahir Dar, Mekelle, Jimma, Harar, Hawassa and Gode with additional satellite projects in each Region and the National Office in Addis Ababa.&nbsp;The Organization intends to implement PRIMARY SCHOOLS RENOVATION AND MODIFICATION WORKS IN SHASHAMANE, ETHIOPIA.Interested contractors are required to make a non-refundable payment of 200 ETB to SOS Children’s Villages, Ethiopia, account name: SOS KDI, Bank: Commercial Bank Of Ethiopia, account number: 1000000971417 and send the payment confirmation slip to:&nbsp;<a href="mailto:sos.ethiopia@sosethiopia.org">sos.ethiopia@sosethiopia.org</a> (renovation and modification works in Shashamane as the subject line of your email). Upon receipt of the payment confirmation and verification, they will receive the tender&nbsp;package. The deposit slip must also be attached to the tender package as the first page, as part of the requirement for the contractor to be considered when submitting your tender (technical and financial documents). Tender package can be obtained in hard copy at the SOS children’s villages Ethiopia, Hawassa location office and Shashamane project office.&nbsp;

INVITATION TO TENDER FOR PRIMARY SCHOOLS RENOVATION AND MODIFICATION WORKS IN SHASHAMANE, ETHIOPIA.

Who we are&nbsp;SOS Children’s Villages Ethiopia is an International Non-governmental organization and a member of SOS Children’s Villages International Federation. We started our humanitarian work in Ethiopia with the opening of our first Village in Mekelle, Northern part of Ethiopia in 1974. Since then, we have expanded our programs to different regions where there are significant needs for intervention and where we believe we can work in partnership with all relevant actors to bring sustainable positive outcomes for children’s and young people.&nbsp;Today, we have grown significantly to meet the persistent challenges that confront Ethiopian children who have lost parental care and those that are at risk of losing their parental care. Working in close collaboration with international donors, local government and community-based organizations across seven program locations; we aspire that every child grows up with love, respect and security.

International NGOs

SOS Children's Villages in Ethiopia

Looking for a SOS Children's Villages in Ethiopia Jobs and Vacancies in Ethiopia. Ethiojobs is the best place to find employment opportunities.

SOS Children's Villages in Ethiopia Jobs and Vacancies in Ethiopia | Ethiojobs.

SOS Children's Villages in Ethiopia Jobs and Vacancies in Ethiopia | Ethiojobs.