Change Management Consultant - Morocco
Development Alternatives Inc
MoroccoWord
il y a 2j

Description

TASHAROC Programme - Terms of Reference :

Change Management Consultant

Background

TASHAROC is a two-year programme based in Tangier and is funded by the UK Foreign & Commonwealth Office to support the Tangier-

Tétouan-Al Hoceïma (TTAH) Regional Council in the regionalisation process. As part of the project, TASHAROC will provide capacity building and technical assistance across a range of areas in support of the Regional Council’s mandate.

Regional Council (RC)

The RC is an elected local body governed by public law and is, according to Organic Law 111-14, in charge of various development areas in the region.

The RC of the TTAH region is one of the 12 regional councils of Morocco that constitute the first administrative division in the framework of advanced regionalisation.

AREP

The Regional Agency for the Execution of Projects (AREP) is a new agency set up in 2017, whose mandate is to take over the role of central agencies in funding regional development projects.

It is designed as the executive arm of the regional councils to deliver the PDR projects.

Plan de Développement Régional (PDR)

The RC must develop and implement a six-year PDR, which includes a diagnostic of regional development priorities and must conform to national policies and strategies.

The PDR was finalised and approved by the RC on 25 April 2017. The PDR lists 45 individual projects. These are graphically presented in the PDR as falling into the following technical areas : Increasing the Attractiveness of the Region, Economic Competitiveness, Social Development and Valorisation of Tangible & Intangible Assets.

Providing change management coaching to the RC and AREP key staff

The TASHAROC programme is currently working with the RC and AREP to implement revised job descriptions for their respective employees and new Standard Operating Procedure (SOP) Manuals.

As a result of this work there is a need to communicate the changes to staff and raise awareness about the new requirements and expectations that they will produce.

A Change Management Consultant is therefore required to facilitate the transition with precision, consistency and sensitivity among employees to ensure minimum disruption to the day-

to-day working of the RC and AREP. As part of this process, the Consultant will be required to contribute to supporting harmonisation of the job descriptions and SOP work across the two institutions (this is being carried out under separate Terms of Reference).

TASHAROC intends to support these changes in close collaboration with the RC and AREP. This support follows on from, and will run in close coordination with, the abovementioned existing assignments.

It will require the Consultant to work in a collaborative and consultative manner with all stakeholders, other consultants and the TASHAROC programme itself.

Scope of work

As part of its technical assistance to the Regional Council, TASHAROC seeks to hire a Consultant to coach senior RC and AREP staff in change management to ensure that reforms being put forward are accepted and understood by all staff.

It is anticipated that the assignment will be conducted on a Training of Trainers’ (type approach, with senior staff being empowered to motivate and lead staff in embracing the new processes and procedures being implemented.

Working closely with the RC and AREP, therefore, the Consultant will be expected to :

Organise meetings / interviews with senior management within AREP and RC, and with the existing consultants working on the relevant assignments, to fully understand all aspects related to changes occurring within the two institutions in terms of organisation, job descriptions, human resources etc.

Conducting a focus group with senior RC and AREP management to define the most suitable coaching approach for their needs.

As a result of this, develop training material on facilitating change management based on a Training of Trainers (’ (ToTs) methodology.

The material should be supplemented by a take-away’ reference guide to allow for future training of relevant staff and to assist the first cohort of those trained.

Content should cover topics such as (not an exhaustive list) :

How change is experienced (at senior management level and more junior levels)

How to communicate about change positively and effectively

How to support employees to understand, and how to anticipate their concerns

Supporting employees to identify their role, objectives and reach their goals during transition and beyond, using the institutions’ established HR frameworks.

A training work plan should also be drawn up for rolling out the ToT.

Deliver ToTs using the material to identified members of RC and AREP senior management and report on its implementation.

As part of the training, support those trained to develop change management plans to enable them to roll out the coaching across their line reports.

Provide mentoring / oversight of those senior management trained under the ToT approach as they implement their coaching plans with their line reports.

  • Provide a monthly report (regularly throughout the assignment) to TASHAROC with a progress update and assessment of activities carried out, identified challenges and / or recommendations throughout the assignment;
  • and a final report at the end of the assignment with details of any required next steps and / or recommendations.

    Scale of the intervention

  • Meetings / Focus Groups :
  • Target

    Initial meetings with senior management

    In the RC :

  • Directorate-General for Services
  • Director of the President’s Office and the Council
  • The Head of Human Resources Department
  • In AREP :

  • The Director of AREP
  • The Head of Staff Affairs Service
  • Focus groups with key staff

    In the RC :

  • The heads of five departments
  • Representatives from 22 services
  • In AREP :

  • The heads of four divisions
  • The heads of five services.
  • ToTs
  • The staff who will benefit from the ToT will have to represent all the departments and services across the two institutions.

    The ToT will concern 20 people from both institutions.

  • Deliverables
  • The expert should provide the following deliverables :

    Deadline

  • A methodological note to be presented to TASHAROC, RC and AREP senior management on how the assignment will be implemented
  • 10 / 01 / 2019

  • Report on interviews and focus groups conducted, clearly setting out findings and next steps, for approval by TASHAROC and RC / AREP senior management
  • 25 / 01 / 2019

  • Training material for implementing a ToT approach to coaching on change management plus take-away’ reference guide for review and approval by TASHAROC, AREP and RC;
  • together with training work plan for roll out the ToT

    15 / 02 / 2019

  • Monthly reports to TASHAROC with progress update and assessment of activities carried out, identified challenges and / or recommendations throughout the assignment
  • Word

    Monthly throughout the assignment

  • Implementation report at the end of the assignment to TASHAROC with details of any required next steps and / or recommendations.
  • 30 / 04 / 2019

    The assignment will begin with a kick-off meeting with the opportunity to clarify any points. Subsequently, the expert and the TASHAROC team will schedule regular check-

    in meetings to discuss progress, based around the monthly reports submitted.

    Outlines / table of contents and drafts for all documents should be submitted for review to the TASHAROC team before further development of each deliverable.

    The coaching sessions should be conducted either in Arabic or French (as requested). The deliverables should be submitted to RC and AREP either in French or Arabic (as requested).

    Level of effort and reporting

    Up to 40 days are available for this assignment - the assignment must be fully completed by 20 March 2019 at the latest.

    The Consultant will report to the RC Lead within the TASHAROC programme, with regular contact at each stage of the assignment to discuss progress, any challenges or questions.

    The number of days provided does not include any additional time required to amend deliverables outside of the agreed timeframe.

    Profile Requirements

    Master’s degree in Management Science, Coaching or a related major preferred.

    Minimum five years’ experience in delivering similar assignments (on change management) in Morocco. Experience with national public institutions is highly recommended.

    Proven ability to complete full training cycle (assess needs, plan, develop, coordinate, monitor and evaluate impact).

    Proven pedagogic abilities

    Familiarity with traditional and modern training / coaching methods and techniques preferred.

    Engaging and participatory facilitation style

    Excellent communication skills, with previous experience in moderating and facilitating information and knowledge-sharing workshops and ToTs

    Language preferences / requirements : Fluency in Classical Arabic and dialectal Arabic required Excellent oral and written communication skills in French strongly preferred

    Good knowledge of the Moroccan regionalisation process (preferred).

    12 December 2018

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