Development of a Strategic Human Resources and Management Plan for the Independent Policing Oversight Authority (IPOA)
Terms of Reference
Title: Consultancy on the development of a Strategic Human Resources and Management Plan for the Independent Policing Oversight Authority (IPOA)
Organizational Unit: UNODC Regional Office for Eastern Africa – “Promoting the Rule of law and Human Security in Eastern Africa - Regional Programme 2009-2012” – XEAU78 Justice
Duration: 6 months
Location: Nairobi
1.Background of the assignment:
The United Nations Office on Drugs and Crime (UNODC) is the guardian of international norms and standards in crime prevention and criminal justice. As part of its mandate, UNODC intends to provide technical assistance and advisory services that will assist in the development of the necessary regulatory and administrative framework for the establishment of the Independent Policing Oversight Authority (IPOA) in Kenya.
The Independent Policing Oversight Authority is established to provide for civilian oversight over the work of the police in Kenya. The IPOA Act was published in November 2011. The Act stipulates the mandate of the Authority, which includes investigating all deaths and serious injuries caused by a police officer on duty or as a result of police action; receiving and investigating complaints from both members of the public as well as from police officers; investigating police misconduct on own motion; making recommendations for disciplinary action or prosecution as well as recommendations to prevent future misconduct. Also, the Authority can conduct inspections of all police premises. Setting up the Authority has been one of the recurrent recommendations of various commissions that have looked into the quality of policing in Kenya over the past years. The 2008 Waki Commission Report and 2009 Ransley Report expressly require that a truly independent civilian police oversight body with sufficient resources and power to investigate and institute prosecutions against police responsible for abuses should be established.
The primary job of a civilian oversight body is to promote improvements in internal systems of control and to ensure that steps are taken if the internal systems are not doing their work. This is not only for pragmatic reasons but primarily for reasons to do with effective management of the police (managers cannot manage an organization effectively if the systems of internal control are taken out of their hands).
Whereas the 2010 Constitution does not make a direct reference to the establishment of an Independent Policing Oversight Authority (IPOA), it still calls for the establishment of additional laws to enable the National Police Service to fully undertake its responsibilities. As a result, throughout 2010 and 2011 the Government of Kenya prioritized the drafting process of various legislative Acts to reform the security sector in general, including an Act which gave birth to the IPOA.
The IPOA Board was officially sworn into office in June 2012. One of the critical functions of the Board is to institute a Strategic Human Resources Management Framework, including development of the Organisation’s organogramme, which will result in the recruitment of staff with clearly defined functions and roles. Strategic human resource management is the process of linking the human resources function with the strategic objectives of the organization in order to improve performance.
2. Purpose of the assignment:
The purpose of the assignment is to serve as a Strategic Human Resources Management Consultant to the IPOA Board. The incumbent will assist in linking IPOA’s mission and goals to its human resources management philosophy, polices, programmes, practices and processes. The consultancy will also develop the Organisation’s organogramme and provide advise on the most efficient Staff Recruitment Strategy to suit the Organisation’s short and long-term needs.
3. Specific tasks to be performed by the consultant:
Under the overall supervision of the Representative in the UNODC Regional Office for Eastern Africa (ROEA) and the direct supervision of the Head of the Criminal Justice Programme, the incumbent will work closely with the IPOA Board to perform the following substantive duties and responsibilities:
1. Develop the IPOA Strategic Human Resources Management Framework, including the management philosophy, policies, programmes, practices and processes;
2. Develop the IPOA organogramme, reflecting the job grading system of the Organisation;
3. Develop detailed job descriptions for various positions in the Organogramme, including a description of the duties, responsibilities, required qualifications and reporting relationships of each particular position;
4. Advise on a recruitment and selection strategy for the Organisation, with a view to identifying the most efficient process of identifying a suitable pool of candidates that are most likely to perform the specific tasks and functions associated with the positions identified in the organogramme.
4.Expected tangible and measurable output(s):
• A Strategic Human Resources Management Framework for IPOA;
• An Organisational organogramme;
• A Staff Recruitment Strategy.
5.Dates and details as to how the work must be delivered:
The consultant will work under the overall supervision of the Representative in the UNODC Regional Office for Eastern Africa (ROEA) and the direct supervision of the Head of the Criminal Justice Programme. The consultancy is to be performed over a period of 6 months, approximately starting in August 2012 and ending in February 2013.
6.Qualifications:
• Advanced University degree in Human Resources Management or Public Administration;
• At least ten (10) years of experience in Human Resources Management or Public Administration;
• Experience with independent Commissions or similar bodies in Kenya will be a distinct advantage;
• Ability to communicate effectively;
• Excellent verbal and written skills.
Interested and qualified candidates should send a Cover Letter and Personal Resume (CV) to easternafrica@unodc.org no later than COB Friday 20 July 2012. Please indicate 001/UNODC ROEA/IPOA/Consultancy Communication Strategy or 002/UNODC ROEA/ IPOA/Consultancy Strategic Human Resources and Management Plan in the subject heading of your e-mail. In addition complete the P11 Form and send it along with your CV.
Title: Consultancy on the development of a Strategic Human Resources and Management Plan for the Independent Policing Oversight Authority (IPOA)
Organizational Unit: UNODC Regional Office for Eastern Africa – “Promoting the Rule of law and Human Security in Eastern Africa - Regional Programme 2009-2012” – XEAU78 Justice
Duration: 6 months
Location: Nairobi
1.Background of the assignment:
The United Nations Office on Drugs and Crime (UNODC) is the guardian of international norms and standards in crime prevention and criminal justice. As part of its mandate, UNODC intends to provide technical assistance and advisory services that will assist in the development of the necessary regulatory and administrative framework for the establishment of the Independent Policing Oversight Authority (IPOA) in Kenya.
The Independent Policing Oversight Authority is established to provide for civilian oversight over the work of the police in Kenya. The IPOA Act was published in November 2011. The Act stipulates the mandate of the Authority, which includes investigating all deaths and serious injuries caused by a police officer on duty or as a result of police action; receiving and investigating complaints from both members of the public as well as from police officers; investigating police misconduct on own motion; making recommendations for disciplinary action or prosecution as well as recommendations to prevent future misconduct. Also, the Authority can conduct inspections of all police premises. Setting up the Authority has been one of the recurrent recommendations of various commissions that have looked into the quality of policing in Kenya over the past years. The 2008 Waki Commission Report and 2009 Ransley Report expressly require that a truly independent civilian police oversight body with sufficient resources and power to investigate and institute prosecutions against police responsible for abuses should be established.
The primary job of a civilian oversight body is to promote improvements in internal systems of control and to ensure that steps are taken if the internal systems are not doing their work. This is not only for pragmatic reasons but primarily for reasons to do with effective management of the police (managers cannot manage an organization effectively if the systems of internal control are taken out of their hands).
Whereas the 2010 Constitution does not make a direct reference to the establishment of an Independent Policing Oversight Authority (IPOA), it still calls for the establishment of additional laws to enable the National Police Service to fully undertake its responsibilities. As a result, throughout 2010 and 2011 the Government of Kenya prioritized the drafting process of various legislative Acts to reform the security sector in general, including an Act which gave birth to the IPOA.
The IPOA Board was officially sworn into office in June 2012. One of the critical functions of the Board is to institute a Strategic Human Resources Management Framework, including development of the Organisation’s organogramme, which will result in the recruitment of staff with clearly defined functions and roles. Strategic human resource management is the process of linking the human resources function with the strategic objectives of the organization in order to improve performance.
2. Purpose of the assignment:
The purpose of the assignment is to serve as a Strategic Human Resources Management Consultant to the IPOA Board. The incumbent will assist in linking IPOA’s mission and goals to its human resources management philosophy, polices, programmes, practices and processes. The consultancy will also develop the Organisation’s organogramme and provide advise on the most efficient Staff Recruitment Strategy to suit the Organisation’s short and long-term needs.
3. Specific tasks to be performed by the consultant:
Under the overall supervision of the Representative in the UNODC Regional Office for Eastern Africa (ROEA) and the direct supervision of the Head of the Criminal Justice Programme, the incumbent will work closely with the IPOA Board to perform the following substantive duties and responsibilities:
1. Develop the IPOA Strategic Human Resources Management Framework, including the management philosophy, policies, programmes, practices and processes;
2. Develop the IPOA organogramme, reflecting the job grading system of the Organisation;
3. Develop detailed job descriptions for various positions in the Organogramme, including a description of the duties, responsibilities, required qualifications and reporting relationships of each particular position;
4. Advise on a recruitment and selection strategy for the Organisation, with a view to identifying the most efficient process of identifying a suitable pool of candidates that are most likely to perform the specific tasks and functions associated with the positions identified in the organogramme.
4.Expected tangible and measurable output(s):
• A Strategic Human Resources Management Framework for IPOA;
• An Organisational organogramme;
• A Staff Recruitment Strategy.
5.Dates and details as to how the work must be delivered:
The consultant will work under the overall supervision of the Representative in the UNODC Regional Office for Eastern Africa (ROEA) and the direct supervision of the Head of the Criminal Justice Programme. The consultancy is to be performed over a period of 6 months, approximately starting in August 2012 and ending in February 2013.
6.Qualifications:
• Advanced University degree in Human Resources Management or Public Administration;
• At least ten (10) years of experience in Human Resources Management or Public Administration;
• Experience with independent Commissions or similar bodies in Kenya will be a distinct advantage;
• Ability to communicate effectively;
• Excellent verbal and written skills.
Interested and qualified candidates should send a Cover Letter and Personal Resume (CV) to easternafrica@unodc.org no later than COB Friday 20 July 2012. Please indicate 001/UNODC ROEA/IPOA/Consultancy Communication Strategy or 002/UNODC ROEA/ IPOA/Consultancy Strategic Human Resources and Management Plan in the subject heading of your e-mail. In addition complete the P11 Form and send it along with your CV.
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