Consultancy to provide technical support in the establishment and operationalisation of the Office of Change Management for the Office of the Director of Public Prosecutions in Kenya, Nairobi, Kenya

United Nations Office on Drugs and Crime

Posting Title: Consultancy to provide technical support in the establishment and operationalisation of the Office of Change Management for the Office of the Director of Public Prosecutions in Kenya

Department/Office: United Nations Office on Drugs and Crime

Duty Station: NAIROBI

Posting Period: 27 July 2021 – 04 August 2021

Job Opening Number: 21-United Nations Office on Drugs and Crime-160587-Consultant

United Nations Core Values: Integrity, Professionalism, Respect for Diversity

Result of Service

– A proposed workplan for the execution of the assignment including a schedule for proposed meetings and interviews;
Draft detailed report providing a roadmap and recommendations to be adopted for the establishment and operationalisation of the Office of Change Management;
A one-day validation session facilitated on the report on recommendations to be adopted for the establishment and operationalisation of the Office of Change Management for the ODPP;
Report on technical support and mentoring provided for implementation of the identified short-term recommendations / quick wins to be operationalised by the Office of Change Management;
Efficient and effective programme/project implementation, coordination, monitoring and evaluation;
Thorough, well-reasoned written contributions;
Regular, timely and effective communication with all stakeholders;
Efficient and effective use of resources.
Work Location: Home-based, with travel to selected PLEAD focal counties
Expected duration: 70 Working Days between August and December 2021

Duties and Responsibilities

1. Background of the assignment

As the global guardian of the United Nations standards and norms in crime prevention and criminal justice, the United Nations Office on Drugs and Crime (UNODC) is mandated to support the Member States in upholding the rule of law, promoting crime prevention and effective, fair, humane and accountable criminal justice systems. Within the framework of the UNODC Regional Programme for Eastern Africa (2016-2021), and in close cooperation with the Regional Section for Africa and the Middle East at UNODC headquarters, the Criminal Justice Programme of ROEA seeks to implement these objectives through the support of major justice reforms processes undertaken by the East African States.
In line with this mandate the UNODC project ‘Strengthening the Administration of Justice and operationalising alternatives to imprisonment in Kenya’ aims to support the Government of Kenya to strengthen efficiency in the delivery of judicial services, enhance coordination within the criminal justice sector and widen the use and application of alternatives to imprisonment. The project is also designed to implement a part of the Programme for Legal Aid and Empowerment in Kenya (PLEAD). The Programme is funded by the European Union and targets five urban counties and seven marginalised counties in Kenya.
Correspondingly, PLEAD seeks to support the Office of the Director of Public Prosecution (ODPP) in various activities, including institutional development, PTI curriculum development, diversion policy and decision to charge.
ODPP is an independent Office established by Article 157 of the Constitution 2010. It is responsible for instituting and prosecuting criminal offences, including terrorism and other complex offences, advising investigative agencies on instituting criminal charges, directing and supervising criminal investigations, reviewing prosecutions to ensure that accused persons are prosecuted based on adequate evidence and face appropriate charges in the appropriate court and upholding, protecting and promoting human rights . The ODPP has presence in all the 47 Counties in Kenya, as well as, in all the sub-counties where court stations exist. The Office took over the prosecution function by replacing all Police Prosecutors with Prosecution Counsel answerable only to the DPP. The ODPP has further decentralized its functions to the Counties, and has established thematic Departments, Section and Units.
The ODPP has recently developed the Excellence Charter (2020 – 2023), which replaces the Strategic Plan (2016-2021). The Excellence Charter outlines the ODPP’s strategic commitments, priorities, and milestones during this period, while focusing on entrenching independence and integrity as its bedrock and foundational values – and in ensuring lifelong learning, reshaping prosecutions, and cultivating effective leadership. It harmonizes the implementation and realization of the ODPP strategic focus while adopting a three-pronged approach of Recasting; Retooling and Relearning.
The Charter establishes the Office of Change Management (OCM). The purpose of the OCM is to ensure that a professional approach is taken to the management of the large scale institutional change required to support the initiatives in the Excellence Charter. It is also aimed at embedding transformative organizational practices on key areas including leadership, organizational structure, finance, human resource, and procurement processes.
The OCM is intended to provide the ODPP with a focal point for governing, structuring and implementing change initiatives. This office will provide oversight of all change initiatives planned and underway and will ensure each is delivered effectively through the application of a consistent methodology and performance metrics.
The OCM is projected to support the decision making associated with evaluating proposals for change and support the delivery of those that are authorized. This support comprises of the continuous development of change management skills in managers and staff via the transfer of knowledge from the OCM to anyone responsible for or impacted by change.
To this end, UNODC through the PLEAD programme seeks to support two consultancies to provide technical support to the OCM. The first consultancy will provide technical support in the establishment and operationalisation of the OCM. The second consultant will support in the development of identified key policies, strategies and programs that will be coordinated and implemented by the OCM. These are Stakeholders Management Strategy; Donor Coordination Strategy; Servant Leadership policy and Thought Leadership programs.
The overall objectives of the two consultancies will be complementary and aimed at ensuring that the OCM is fully-fledged and operates seamlessly.

2. Purpose of the assignment

The consultant will be responsible in providing technical support to the Office of the Director of Public Prosecutions in the establishment and operationalisation of the Office of Change Management and implementing key transformative quick wins within the ODPP.

3. Specific tasks to be performed by the consultant

The consultant will work under the overall supervision of the UNODC Regional Representative for Eastern Africa and the direct supervision of the UNODC ROEA Head of Criminal Justice Programme, and in close technical cooperation with the Programme Officer and the Associate Programme Officers under the Criminal Justice Programme in ROEA.
The consultant will also be required to work closely with the UNODC Consultant appointed to support the development of the identified key policies, strategies and programmes that will be governed by the OCM. The consultant will also work closely with the Monitoring and Evaluation Unit within the ODPP.
The consultant will undertake the following tasks: a) Develop a comprehensive workplan for the assignment
Develop a comprehensive workplan with clear methodology on execution of the assignment, including timelines, to develop an action plan for change management within the ODPP.
b) Provide technical support in the establishment and operationalisation of the Office of Change Management
i. Develop a road map for the establishment and operationalisation of the Office of Change Management:
That is in line with all applicable national legislative and ODPP policy frameworks;
That identifies all the change initiatives and prioritises the implementation of the immediate and short-term transformational components of the ODPP Excellence Charter, as described in the Implementation Matrix;
That identifies standards, guidelines and regulations to be formulated by the ODPP for change initiatives;
That is aimed at securing buy-in to the proposed changes, and to align all activities in the change process and the attitude orientation needed to create and sustain the change;
That adopts regional and international best practices on implementation of change management initiatives within a prosecutorial establishment, with focus on institutional transformation;
That puts forward the standard operating procedures for the office;
ii. Based on ii) above, prepare a detailed report providing recommendations to be adopted for the establishment and operationalisation of the Office of Change Management;
iii. Identify the mandate, functions and establishment of the Office of Change Management;
iv. Undertake a needs assessment for the Office of Change Management;
v. Formulate the Terms of Reference for the Office of Change Management team;
vi. Facilitate a one-day internal validation workshop for presentation of the above recommendations to ODPP representatives, including senior management and regional representatives for adoption;
vii. Support in the orientation of personnel attached to the Office of Change Management, and who will act as change champions for the ODPP.
c) Provide technical support and mentoring for implementation of identified immediate and short-term recommendations to be operationalised by the Office of Change Management
i. Provide ongoing mentoring of the personnel or change champions to empower them effectively operationalise the office and implement the action plan for change management within the ODPP;
ii. Based on the immediate and short-term recommendations provided in the Excellence Charter, provide technical support to the change champions to implement at least three (3) of the short-term recommendations / quick wins aimed at fostering a transformative culture within the ODPP. These include, but are not limited to:
a) The establishment of Centralised Staff Help Desk that will provide administrative support aimed at supporting and giving feedback to staff concerns, through:
the development of the Help Desk Guidelines and Systems;
undertake a needs assessment for the establishment of the help desk;
identify staffing needs for the help desk;
provide support in the establishment and operationalisation of the help desk.
b) Support the ODPP in the sensitization initiatives of the Excellence Charter and particularly of the transformative components within the Charter;
c) Support in the distribution and sensitization of the Service Delivery Charter within the ODPP.
d) Reporting and other requirements

The consultant will:

Submit 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: An advanced university degree (Master’s degree or equivalent) in law, social sciences, human resource management, public administration 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:

At least fifteen (15) years’ experience in providing technical assistance on organizational change management, business process re-engineering and/or transformative leadership is required.

Experience in working with governmental and/or international organizations in providing technical assistance is desirable.

Experience in working in a commonwealth jurisdiction 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.

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