Result of Service

• An inception report including a proposed work plan for the execution of the assignment, methodology, and timelines.
• Draft Training and Development Policy.
• Draft Implementation Plan for the policy.
• Successful facilitation of the validation workshop of the Training and Development policy together with its Implementation Plan; and provision of a final draft of the Policy and its Implementation Plan.
• A final, comprehensive, and output-oriented report submitted not later than three working days prior to the end of the consultancy.

Work Location - Home-based, with travels to and within Kenya

Expected Duration - 80 Working Days between August and December 2021*Duties and Responsibilities*

1.Background of the assignment

The UNODC Regional Office in Eastern Africa is implementing a project on Strengthening the Administration of Justice and Operationalizing Alternatives to Imprisonment in Kenya. The project aims to provide support to the Government of Kenya (GoK) to strengthen efficiency in delivery of judicial services, enhance coordination within the criminal justice sector and widen the use and application of alternatives to imprisonment. This project implements the EU Programme for Legal Aid and Empowerment in Kenya (PLEAD) which targets 12 focal counties with five largest urban centres (Nairobi, Nakuru, Kisumu, Uasin Gishu and Mombasa) of the country and seven counties (Lamu, Wajir, Garissa, Isiolo, Marsabit, Mandera and Tana River) of the most marginalized area of Kenya.

The partner government institutions under the project are: The National Council on Administration of Justice (NCAJ), the Judiciary, the Office of the Director of Public Prosecution (ODPP), the Witness Protection Agency (WPA) and the Probation and After Care Services (PACS).

PACS plays a key role in the administration of criminal justice through provision of various assessment reports that assist the courts of law and penal authorities make more informed decisions on bail, sentencing and pre-release decisions while securing and ensuring the safety of the victims and the public. It is also the responsibility of the department to supervise offenders released on non-custodial sanctions, undertake evidence-based interventions in the lives of offenders placed on various statutory orders with the aim of reducing recidivism and effecting positive behavior change.

The department has various cadres of staff who are key in the implementation of these mandates who include Probation Officers, staff offering support services and Community Probation Volunteers. All these members of staff need to be trained and equipped with relevant skills and competencies for effective service delivery as envisioned in the department’s Strategic Plan 2018 – 2022.

Further the Strategic Plan 2018 – 2022 points out that PACS lacks a Training Policy to guide the implementation of training, coaching and mentoring, on-the-job training as well as job shadowing. In order to bridge this glaring gap, the Department has been using the Scheme of Service for Probation Officers (2004) and policies and circulars from the Public Service Commission to guide the implementation of Training Programmes. It is noted, however, that the Scheme of Service that is currently used to guide the implementation of trainings related to probation work was developed in 2004 and since then there have been a lot of changes in the Criminal Justice System at large, and the Kenya Probation Practice, hence the need to have a more contemporary training policy. The Training Needs Assessment Report (2019) that was done with the support of UNODC also noted that there is a lack of a holistic policy for effective implementation of training programmes.

Further, this training policy ought to enable all Probation staff to have access to learning, development, and training opportunities, and also have all training and development programmes meet the Strategic objectives of the Organization as well as meet the appropriate training standards. It is expected that the Training Policy will also inform the revision of Probation Staff Career Guidelines including Probation Officers Schemes of Service of 2004.

UNODC will therefore work jointly with PACS in engaging a consultant who will develop a training and development policy for PACS to guide the implementation of training, coaching and mentoring, on-the-job training as well as job shadowing for all staff within the department, including Probation Officers, support staff and Community Probation Volunteers.

2.Purpose of the assignment

The overall goal of this consultancy is to develop a training and development policy that provides PACS staff with training and development opportunities consistent with operational requirements, occupational categories, and technical and functional competencies. Specifically, for its effectiveness, the training and development policy seeks to:

• Provide guidance for allocating department resources such as trainers, funds, and time.
• Give a broad direction to training and development functions and programmes.
• Outline the authority given to the training department, as well as the limits to that authority.
• Provide guidance for monitoring and evaluation, including but not limited to its review and update, its linkage to performance appraisals, and evaluation of the training and development functions and programmes.

3.Specific tasks to be performed by the consultant:

Under the overall supervision of the Regional Representative in the UNODC Regional Office for Eastern Africa (ROEA) and the direct supervision of the UNODC ROEA Head of the Crime Prevention and Criminal Justice Programme, and in close cooperation and consultation with PACS, and UNODC Justice Section in UNODC HQ, the consultant will perform the following substantive duties and responsibilities:

a) Development of an inception report
• The consultant will prepare an inception report which shall detail his/her understanding of the assignment founded on the terms of reference. The inception report will also provide detailed timelines and methodology to be applied.

b) Development of the Training and Development Policy
• Undertake a thorough literature review of the existing mandates, policy documents, and materials/tools/guidelines generated by PACS, the Government of Kenya and other relevant jurisdictions as well as applicable UN Standard Minimum Rules, including UN Standard Minimum Rules for non-custodial measures (the Tokyo Rules) and national laws. PACS developed documents will include but not limited to the Strategic Plan 2018-2022, the Roadmap for Change Management, Public Service Commission Human Resource Development Policy, Job Evaluation report done by the Salary and Remuneration Commission (SRC), among other relevant documents, with the view to inform the development of the training and development policy.
• Provide technical advice on the selection criteria of the Probation Officers and other PACS staff that will form a small team to work with him/her on the development of the policy as well as provide technical assistance in the development of a comprehensive training and development policy.
• Ensure that the policy strengthens the training and development function to:
 Design, coordinate, organize, and facilitate learning and development solutions and events;
 Support the workforce acquiring knowledge, skills, and abilities required for effective job performance;
 Provide employees with career growth opportunities consistent with PACS goals, objectives, and strategies.
• Ensure that training and development programmes:
 Align to PACS mandate, business processes and technological needs to maximize organizational resources and offer timely, economical, and effective learning solutions throughout the organization;
 Support the organization’s present and future workforce needs including succession planning and leadership development process;
 Respond to the workforce’s training and development needs.
• Ensure that training and development policy provides guidance for monitoring and evaluation including but not limited to its review and update, its linkage to performance appraisals, and evaluation of the training and development functions and programmes.
• Facilitate a one-day validation workshop of the developed draft training and development policy which would have representatives of all key partners as participants.

c) Development of the Implementation Plan for the developed training and development policy
• Develop for the policy, an implementation plan which shall detail the key actions to be carried out to increase effectiveness, efficiency and impact
• Ensure the implementation plan is validated jointly with the draft training and development policy.
d) Reporting and other requirements
• Complete a final, comprehensive, and output-oriented report, submitted not later than three working days prior to the end of the consultancy.

Qualifications/special skills

Academic Qualifications: Academic Qualifications: An advanced university degree (Master’s degree or equivalent) in social sciences, criminology, sociology, psychology, human resource management or related field is required. A first-level university degree in similar fields in combination with two additional years of qualifying experience may be accepted in lieu of the advanced university degree.
Experience:
• A minimum of 10 years of relevant work experience in criminal justice or in crime prevention is required.
• Experience in providing training for law enforcement and justice agencies and in developing policy documents and procedure manuals or training curricula/materials is required.
• Experience of providing technical advice to multidisciplinary teams in government or national stakeholders and international organizations is desirable.
• Knowledge of Public Service Commission (PSC) Training Policy, Kenya Government Human Resource Management and Development Policies and Procedures.
• Work experience with a probation department/service is desirable.
Language: English and French are the working languages of the United Nations Secretariat. For this position, fluency in oral and written English is required. Knowledge of other United Nations Secretariat languages is an advantage.

No Fee

THE UNITED NATIONS DOES NOT CHARGE A FEE AT ANY STAGE OF THE RECRUITMENT PROCESS (APPLICATION, INTERVIEW MEETING, PROCESSING, OR TRAINING). THE UNITED NATIONS DOES NOT CONCERN ITSELF WITH INFORMATION ON APPLICANTS’ BANK ACCOUNTS.