World Bank

Extended Term Consultant (Organization and Staff Development Specialist)

World Bank

Job Description

E T Consultant -Organization and Staff Development Specialist

Job #: req10449 Organization: World Bank Sector: Education Grade: EC2 Term Duration: 1 year 0 months Recruitment Type: Local Recruitment Location: Washington, DC,United States Required Language(s): English Preferred Language(s): Closing Date: 1/10/2021 (MM/DD/YYYY) at 11:59pm UTC Description

Established in 2002, the Global Partnership for Education ("Global Partnership" or GPE) has grown and evolved to become the premier partnership focused on Basic Education in developing countries. Its members include 76 of the world's poorest developing countries, over 30 bilateral, regional, and multilateral agencies; Development Banks; the private sector and foundations; civil society; and teachers' organizations. The Board of Directors is the Global Partnership's governing body, sets its policies and strategies and approves all funding. The mission of the Global Partnership is to galvanize and coordinate a global effort to ensure that every child receives a quality basic education, prioritizing the poorest, the most vulnerable and those living in fragile and conflict-affected countries. To that end, the Global Partnership helps its member countries to develop and implement sound education sector plans and has mobilized approximately $7 billion to date. The partnership's Board in December 2020 has approved an ambitious new Strategic Plan for the 2021-2025 period. Hosted by the World Bank in Washington, DC, the GPE Secretariat is a large unit composed of about 130 full-time staff. GPE leadership is committed to a respectful and rewarding work environment. Although the Secretariat leverages WB HR programs and resources, GPE leadership has invested in capacity to develop, deploy, and administer bespoke programs for the benefit of staff, management, and the organization. A small team, Secretariat Operations (SecOps), supports the efficiency and effectiveness of the Secretariat across a range of domains including HR, learning, staffing, work planning and budgeting, information technology, internal communications, organization development, and others.

Purpose of the Role

This TOR addresses the need for a staff to help develop and deliver programs across the Secretariat's "People Strategy", specifically to focus on enhancements across the employment lifecycle (recruitment, onboarding, learning and Career Development, performance management, etc.), culture-building programs (diversity and inclusion, values, etc.), and information / knowledge management. Some activities may cut across these dimensions, such as sourcing strategies to ensure diversity in our applicant pools. In all cases, the selected candidate will work with a senior member of the team who is designated as the lead, and who will ensure the concept and approach are clear both at the beginning and throughout any given project.

Duties and Accountabilities:

Working closely with program leads, the selected candidate is expected to support the development of new strategies, policies, and programs. Generally, the tasks will include researching good practices and available methodology, developing approaches, planning and leading rollouts, and administering the programs once they've been deployed. Further detail is provided below, but the actual prioritization and selection of areas of focus will be based on the candidate's experience combined with a view of the organizations most pressing needs in 2021.

Staff Learning and Career Development:

The candidate would support efforts to accomplish the following objectives: GPE Learning and Development Strategy and Framework. Identify learning program objectives, identifying competencies which serve as the basis for learning, performance management, recruitment, selection, and other applications; developing and conducting a learning needs assessment, and developing a learning strategy with priorities for the next two years Staff Learning. Sourcing training and other learning solutions for the identified priorities, developing and deploying an internal approach for on-the-job learning such as shadowing or rotations, and identifying ways to encourage peer-learning, where staff share with others what they know and have learned. Career Development. Sourcing and deploying a Development Planning toolkit to help staff and their supervisors identify development objectives and plan how to achieve them, developing a policy and program of cross-support or DAIS opportunities outside the Secretariat, developing and piloting a coaching and mentoring program, and identifying and promoting ways for staff to increase their networks outside the Secretariat.

Diversity and Inclusion:

As mentioned above, the Secretariat has a task team in place as well as a senior manager designated as sponsor for D&I, and a procurement launched in early December should result in identification of a vendor to start in Feb/Mar to conduct a D&I assessment and provide recommendations. As such, the selected candidate would provide the following: Support to the D&I vendor for background information, logistics such as meetings and workshops (noting that an administrative staff will help with scheduling), Coordination with management, and project oversight. Support to draft an initial GPE D&I compact that enhances GPE's diversity and inclusion and that supports its business needs. Project management across the set of D&I work program activities, including communication, where sponsorship/support is needed, task coordination, resource allocation, etc. Support for specific improvement activities that are identified, either by the D&I vendor, the DITT, GPE management, or other sources. Current examples prioritized for attention in early 2021 include improved sourcing for better diversity in applicant pools, and a series of dialogues with staff about unconscious bias in the workplace. Assessing and reporting on work program effectiveness (attendance, participation, feedback that might be gained through a survey) Recruitment:

The recruitment process at GPE is fairly standardized and administered by one SecOps staff. Common text and templates ensure a controlled process, and coaching is provided as needed. Future improvements to the process that have been identified and could be prioritized for attention include: Improved sourcing for better diversity in applicant pools A guide to the role and activities of the hiring managers A guide to the role and activities of the selection committee chair Strategies for batch recruitment and pipelining Adoption of the World Bank's new platform, HireVue, for on-demand video interviews Rewards and Recognition:

Historically GPE has participated in a subset of WB reward and recognition programs, but staff report much room for improvement. Working with one of the SecOps leads, the selected candidate would identify options, assess staff interest, adopt the selected option for GPE use, implement the solution, and assess effectiveness towards the objectives.

Onboarding:

SecOps administers an onboarding program including provisions for a new hire's first day (computer, account access, office, email, basic supplies) and also oversees and delivers a range of orientation sessions covering GPE systems, administrative requirements, culture, and other topics. Recently a buddy system has been launched to pair new hires with an existing staff, for purposes of mentoring through their first few months. Additional improvements are under consideration which the selected candidate would support.

Information Sharing/Knowledge Management:

Secretariat teams maintain sites in sharepoint to make resources and information available to others. The selected candidate could take on a role to coach teams in need of support and develop tools and standards to streamline the process. Once the selected candidate is on board, the SecOps team will meet to review these opportunities, establish priorities, and allocate time. Not all the items mentioned above will be addressed at once, and some may move ahead without support from the selected candidate.

Reporting relationship:

The selected staff would report to Andy Beaulieu, supervisor of the Secretariat Operations team. The staff would partner with others on the team to develop and execute the selected activities.

Selection Criteria

The selected staff is expected to have a master's degree in a related domain, as well as at least five years of relevant experience.

Skills and Experience:

The ideal candidate has experience across a wide range of HR and organization development domains, especially with developing and rolling out new programs. No given candidate is expected to be expert in all domains, but breadth of experience will be taken into account as will deeper expertise in certain areas.

Staff learning and development including Development Strategies, learning needs assessments, sourcing training solutions from vendors, and development planning processes. Competencies Career development strategies including on-the-job learning, networking, coaching, and mentoring Recruitment experience, including candidate sourcing Diversity and Inclusion programs Onboarding programs Rewards and recognition strategies for increased motivation and appreciation Experience with information and knowledge management Engaging staff in the Design and development of new programs Implementing programs in a way that result in high levels of staff and managers involvement Navigating and delivering in a complex, matrixed environment Change Management skills Project management experience, including rolling out new solutions Note: The selected candidate will be offered a one-year appointment, renewable for an additional one year, at the discretion of the World Bank Group, and subject to a lifetime maximum ET Appointment of two years. If an ET appointment ends before a full year, it is considered as a full year toward the lifetime maximum. Former and current ET staff who have completed all or any portion of their second-year ET appointment are not eligible for future ET appointments.

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