INDEPENDENT EVALUATION OF ILO’S STRATEGY FOR THE ELIMINATION PROGRAMME ON DISCRIMINATION IN EMPLOYMENT AND OCCUPATION AND THE WORLD OF WORK
CALL FOR EXPRESSIONS OF INTEREST: INDEPENDENT EVALUATION OF ILO’S STRATEGY FOR THE ELIMINATION PROGRAMME ON DISCRIMINATION IN EMPLOYMENT AND OCCUPATION AND THE WORLD OF WORK
Background
1. During the 309th session of the Governing Body (GB), the Programme Financial and Administrative Committee (PFAC) approved a work plan for 2011 which includes the evaluation of the ILO’s strategy to eliminate discrimination in employment and occupation as stated in Outcome 17 of the 2010-11 Programme and Budget (P&B). The preliminary research for this evaluation started in December 2010 and a final report is expected to end by July 2010 with the submission and approval of the final report from the independent external evaluator by July 2011.
Purpose
2. The point of departure for this high-level evaluation is the Second Global Report (GR) on discrimination entitled Equality at Work: Tackling the Challenges, and will take into account the Third Global Report on discrimination which will be discussed at the International Labour Conference in June 2011. The evaluation will provide impartial insights on how effectively the ILO is addressing the GR recommended outcomes for the 2007-111 namely: (i) promoting gender equality in the world of work, (ii) mainstreaming non-discrimination and equality in Decent Work Country Programmes, (iii) better laws and better enforcement, (iv) more effective non-regulatory initiatives, and (v) social partners better equipped to make equality a reality at the work place.
Approach
1. The evaluation will seek to assess the relevance, coherence, effectiveness, efficiency, impact and sustainability of the ILO efforts to support member States and constituents’ efforts to achieve the elimination of discrimination in employment and occupation. This strategy is embedded in one of the 19 Programme and Budget (P&B) strategic objectives within the ILO’s Strategic Policy Framework. The recommendations and lessons learned from the evaluation will be used to guide improvements for the ILO governing body, national constituents, UN partner agencies as well as donors and civil society groups.
2. In so doing, the evaluation will analyse the coherence amongst the different strategies and programmes as presented in the P&B and Strategic Policy
1 ILO: Equality at work: Tracking the challenges. Global Report under the follow-up to the Declaration on Fundamental Principles and Rights at Work; International Labour Conference, 96th Session 2007, pg. 117.
Framework (SPF) and assess their consistency with the outcomes recommended in the Second Global Report and the Technical cooperation priorities and action plans regarding the elimination of discrimination in employment and occupation, endorsed by the Technical Cooperation Committee of the GB in November 200.2 The evaluation will also assess results achieved and their plausible sustainability.
3. The evaluation will use, amongst other delivery vehicles, focus on the Decent Work Country Programmes (DWCP), including Country Programme Objectives of the outcome-based work plans, which are reflected in the DWCPs as the converging instrument for the implementation of ILO strategies at the country level. The analysis of the mainstreaming non-discrimination will take into account the implementation of the 1998 Declaration 2008 Declaration and the Global Jobs Pact.
Programme Strategy Overview
4. ILO action toward the elimination of discrimination in employment and occupation is firmly inscribed in the Organization’s SPF for 2010–15 and the P&B for 2010–
5. It is also in line with its constitutional mandate and confirmed by the ILO Declaration on Fundamental Principles and Rights at Work and the ILO Declaration on Social Justice for a Fair Globalization. Moreover, it is central to the Global Jobs Pact which calls for vigilance to achieve the elimination of discrimination, and highlights the need to address the situation of vulnerable groups hit hardest by the crisis.
6. The Office’s action plan for the elimination of discrimination as recommended in the Second Global Report is defined by outcome 17 “Discrimination in employment and occupation is eliminated” of the P&B, but since the elimination of discrimination in employment is a cross-cutting issue, this outcome should link to all other outcomes for P&B 2008-09 and 2010-11.
Evaluation arrangements and professional requirements
7. An evaluation team composed of an independent external evaluator, a senior evaluator from the ILO’s Evaluation Unit and national research assistants for the case studies will conduct the evaluation. The ILO Evaluation Unit will be responsible for the overall management of the evaluation and the independent consultant will be the team leader.
8. The independent consultant will be selected by the Evaluation Unit, based on a documented assessment of the strengths of the qualifications provided during the expression of interest for the assignment.
2 Follow-up to the ILO Declaration on Fundamental principles and Rights at Work: Technical cooperation priorities and action plans regarding the elimination of discrimination in employment and occupation; ILO GB/300/TC/4, November 2007.
9. Applicants must have a strong understanding of international norms and standards, and the ILO fundamental principles and rights at work. The evaluator should also have proven experience in the conduct of policy and strategy evaluations, familiarity with the role of the UN system and with rights-based programming, monitoring and evaluation. Candidates should also demonstrate excellent written and oral communication skills in English, with working knowledge of either French or Spanish.
10. Interested candidates should include details of their background and knowledge of the subject area, previous programme, organizational and thematic evaluation experience relevant to this assignment, a statement of availability for the assignment, and their CV.
11. The deadline to submit expressions of interest for the evaluation is by close of business on 24 February 2011. Please contact the ILO via e-mail to guzman@ilo.org, copied to EVAL@ilo.org and indicate “elimination of discrimination” in your e-mail’s subject line.
Background
1. During the 309th session of the Governing Body (GB), the Programme Financial and Administrative Committee (PFAC) approved a work plan for 2011 which includes the evaluation of the ILO’s strategy to eliminate discrimination in employment and occupation as stated in Outcome 17 of the 2010-11 Programme and Budget (P&B). The preliminary research for this evaluation started in December 2010 and a final report is expected to end by July 2010 with the submission and approval of the final report from the independent external evaluator by July 2011.
Purpose
2. The point of departure for this high-level evaluation is the Second Global Report (GR) on discrimination entitled Equality at Work: Tackling the Challenges, and will take into account the Third Global Report on discrimination which will be discussed at the International Labour Conference in June 2011. The evaluation will provide impartial insights on how effectively the ILO is addressing the GR recommended outcomes for the 2007-111 namely: (i) promoting gender equality in the world of work, (ii) mainstreaming non-discrimination and equality in Decent Work Country Programmes, (iii) better laws and better enforcement, (iv) more effective non-regulatory initiatives, and (v) social partners better equipped to make equality a reality at the work place.
Approach
1. The evaluation will seek to assess the relevance, coherence, effectiveness, efficiency, impact and sustainability of the ILO efforts to support member States and constituents’ efforts to achieve the elimination of discrimination in employment and occupation. This strategy is embedded in one of the 19 Programme and Budget (P&B) strategic objectives within the ILO’s Strategic Policy Framework. The recommendations and lessons learned from the evaluation will be used to guide improvements for the ILO governing body, national constituents, UN partner agencies as well as donors and civil society groups.
2. In so doing, the evaluation will analyse the coherence amongst the different strategies and programmes as presented in the P&B and Strategic Policy
1 ILO: Equality at work: Tracking the challenges. Global Report under the follow-up to the Declaration on Fundamental Principles and Rights at Work; International Labour Conference, 96th Session 2007, pg. 117.
Framework (SPF) and assess their consistency with the outcomes recommended in the Second Global Report and the Technical cooperation priorities and action plans regarding the elimination of discrimination in employment and occupation, endorsed by the Technical Cooperation Committee of the GB in November 200.2 The evaluation will also assess results achieved and their plausible sustainability.
3. The evaluation will use, amongst other delivery vehicles, focus on the Decent Work Country Programmes (DWCP), including Country Programme Objectives of the outcome-based work plans, which are reflected in the DWCPs as the converging instrument for the implementation of ILO strategies at the country level. The analysis of the mainstreaming non-discrimination will take into account the implementation of the 1998 Declaration 2008 Declaration and the Global Jobs Pact.
Programme Strategy Overview
4. ILO action toward the elimination of discrimination in employment and occupation is firmly inscribed in the Organization’s SPF for 2010–15 and the P&B for 2010–
5. It is also in line with its constitutional mandate and confirmed by the ILO Declaration on Fundamental Principles and Rights at Work and the ILO Declaration on Social Justice for a Fair Globalization. Moreover, it is central to the Global Jobs Pact which calls for vigilance to achieve the elimination of discrimination, and highlights the need to address the situation of vulnerable groups hit hardest by the crisis.
6. The Office’s action plan for the elimination of discrimination as recommended in the Second Global Report is defined by outcome 17 “Discrimination in employment and occupation is eliminated” of the P&B, but since the elimination of discrimination in employment is a cross-cutting issue, this outcome should link to all other outcomes for P&B 2008-09 and 2010-11.
Evaluation arrangements and professional requirements
7. An evaluation team composed of an independent external evaluator, a senior evaluator from the ILO’s Evaluation Unit and national research assistants for the case studies will conduct the evaluation. The ILO Evaluation Unit will be responsible for the overall management of the evaluation and the independent consultant will be the team leader.
8. The independent consultant will be selected by the Evaluation Unit, based on a documented assessment of the strengths of the qualifications provided during the expression of interest for the assignment.
2 Follow-up to the ILO Declaration on Fundamental principles and Rights at Work: Technical cooperation priorities and action plans regarding the elimination of discrimination in employment and occupation; ILO GB/300/TC/4, November 2007.
9. Applicants must have a strong understanding of international norms and standards, and the ILO fundamental principles and rights at work. The evaluator should also have proven experience in the conduct of policy and strategy evaluations, familiarity with the role of the UN system and with rights-based programming, monitoring and evaluation. Candidates should also demonstrate excellent written and oral communication skills in English, with working knowledge of either French or Spanish.
10. Interested candidates should include details of their background and knowledge of the subject area, previous programme, organizational and thematic evaluation experience relevant to this assignment, a statement of availability for the assignment, and their CV.
11. The deadline to submit expressions of interest for the evaluation is by close of business on 24 February 2011. Please contact the ILO via e-mail to guzman@ilo.org, copied to EVAL@ilo.org and indicate “elimination of discrimination” in your e-mail’s subject line.
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