1. Background
The Learning and Development plan aims to establish a systematic and structured approach to high quality, blended and impactful capacity development that responds to the increased needs and expectations towards our strategic direction of becoming an influencing office and to develop effective managerial, leadership, organizational and innovation competencies for staff.
The aim of this plan is to develop and enhance effective capacity and skill development in all Oxfam staff to provide leadership, design thinking and establish context specific solutions for effective program delivery, operations, management, organization growth and impact.
This will involve:
1. Undertaking a needs assessment for staff
a. Identify individuals’ current level of competency, skill or knowledge in one or more areas and compares that competency level to the required competency standard established for their positions or other positions within the organization.
2. Perform a Gap Analysis
a. Asses the current state of staff’s performance or skills and comparing this to the desired level for that role.
3. Assess Training Options
a. The gap analysis generates a list of training options and needs. The list can be assessed based on the goals and priorities of the organization, both currently and in the future.
4. Report training needs and recommend training plans
a. Report the findings from the training needs assessment, and make recommendations for short- and long-term training plans and budgets, starting with the most critical priorities from the training option list. (Please note the timeline for delivery of all trainings is March 2012 except on-line training that have already be scheduled and paid for with that timeframe.)
b. The report should include a summary of why and how the assessment was completed, the methods used and people involved, and the training recommendations with a general timeline.
Considerations for the report and recommended training plans should include:
a. What training is already being offered, and should it continue to be offered?
b. Will the training be conducted in-house or externally?
c. Does it make sense to bring in a trainer to train several employees on the same subject matter, rather than send everyone to an off-site training?
d. Does the company have the subject matter expertise within Organization (Home and Abroad, Learning platform etc.)to conduct the training?
e. Can and should the training be conducted online?
f. Are all participants at one location or multiple locations, or are they decentralized?
- Develop process for review
a. A process should be developed in order objectively analyze the impact of training, to work out how well staff learned, and to improve their learning in the future. Undertake survey, interviews etc. and capture key informant feedback to include.
Outcomes
- A detailed needs assessment and gap analysis report for Oxfam in Nigeria staff
- A detailed L & D plan/strategy and implementation plan for all staff which should include schedules, timeline, vendors, models used etc.
- A detailed process for evaluation of learning impact based on Kirkpatrick’s Four Levels (Reaction, Learning, Behavior, and Results)
Experience required:
· Minimum 5 years of professional experience in a relevant field with an emphasis on learning and transfer of knowledge and organizational development
· Experience in developing and implementing mentoring programmes.
· Experience in training, transfer of knowledge and capacity building;
Skills / Technical skills and knowledge:
· A strong knowledge of Systems approach to training
· 70/20/10 Methodology
· Knowledge of the flipped learning approach
· Demonstrable intervention and engagement skills
· Training and Learning Needs Analysis
· Conceptualizing designing and developing e-Learning, Face-to Face and blended learning materials which are both engaging and innovative
· Previous experience in a L&D consultative role – strong client facing experience
· Demonstrable ability to produce clear documentation, designs and specifications
· Project Management – end to end L&D solution delivery from design and implementation – to time, cost and quality, as well as having a demonstrable track record of managing and delivering multiple projects at any one time
· Strong analytical skills and capacities.
· Strong verbal and written communication skills.
· Strong development and evaluation of learning capacity building strategies, plans and training programmes for the humanitarian sector.
· Strong interpersonal skills.
· Ability to independently plan and execute assigned tasks and duties.
How to apply
TO APPLY:
Interested and qualified consultants are expected to download the full RFQ package from OXFAM-Website: https://nigeria.oxfam.org/get-involved-work-us/procurement-consultancy
Completed proposals (technical) and (financial) should be submitted to [email protected]
Deadline: 9th December 2021.
