TERMS OF REFERENCE

TERMS OF REFERENCE

TITLE OF THE PROJECT OR ACTION: Training on Fundamentals of Management

1. CONTEXT

Handicap International Federation (HI) also known as Humanity & Inclusion globally, is an independent and impartial aid organization, created in 1982, working across 63 countries. HI works alongside the vulnerable populations, whatever the context, taking action to respond to their essential needs, improve their living conditions and promote respect for their dignity and fundamental rights. Present in Nepal since 2000, HI works through a network of local partner organizations in the area of health and physical rehabilitation, inclusive education and resilience including emergency response to improve the living conditions and involvement of the most vulnerable populations in Nepal.

Guided by the desire to promote and defend human dignity, we recognize the ethical principles to which our approach to disability gives particular meaning.

• Humanity: the value of humanity is the foundation of our solidarity action. We consider each person without discrimination, and recognize the dignity of each person. Our action is marked by respect, benevolence and humility;
• Inclusion: we promote the inclusion of everyone in society and the participation of all, while respecting diversity, equity and the choices of each individual. We recognize difference as an asset;
• Commitment: We commit ourselves with determination and boldness to develop adapted, pragmatic and innovative responses. We act and mobilise around us to fight injustice;
• Integrity: We act in an independent, professional, disinterested and transparent manner;

In order to adapt the management style of HI Managers to the values that underpin all our actions and to ensure an increase in managerial skills for its Managers, the Nepal programme is launching the present terms of reference with the aim to recruit a training firm or individual to run a tailor-made training course for HI Managers on the Management fundamentals at HI.

At HI, we have specific expectations of our managers, broadly classified into four missions: 

• Role model Manager 
• Manager as coach for meaning
• Operational Manager 
• Manager as 1st HR & Coach

2.  OBJECTIVES

i.  General Objectives

• To develop a homogeneous managerial culture among HI managers, a common management reference system for all managers;
• To enable employees to find the same management principles regardless of the manager with whom they work;

ii.  Specific Objectives

• More specifically, the aim is to equip participants to acquire the fundamentals of management:
• Distinguish and understand the different types of communication available to the manager;
• Know how to formulate constructive feedback according to the Facts/Impacts/Recommendations method;
• Understand the different management styles;
• Understand the different stages of development of an employee (wheel of autonomy), and how to support them (situational management);
• Know how to organize and lead team meetings;
• Know how to set SMART objectives;
• Understand delegation and how to implement it.

3.  DESCRIPTION OF THE EXPECTED SERVICE

The training is targeted to all managers who need to acquire the fundamentals of management in HI. At the end of this training, Managers have a better understanding of their role as managers, they have understood these different elements and know how to implement them.

Content of the training

• How to develop your credibility as a manager?
  • Be able to meet the fundamental expectations of your team members / Respect and consideration / Fairness and equity / Information / Competent authority; 
  • Complementing "technical" expertise with managerial and behavioural skills;
  • Making the difference between authority and authoritarianism.
• Having the ability to communicate in a constructive and positive manner
  • Understanding the fundamentals of communication and assertiveness; Distinguish between facts/opinions/feelings; 
  • Practice active listening;
  • Understanding active listening; 
  • Help the person to find his/her own answers by asking questions;
  • Knowing how to say no.
• Knowing how to distinguish between two communication postures and knowing when to use them
  • The "low posture" which is the ability to practice active listening, support and inclusion 
  • The “high posture" which is the ability to decide, inspire, reframe
• Communicating well, relaying effectively the messages of your hierarchy
  • The manager's role with regard to information: the difference between a "factor" manager and a "translator" manager 
  • Knowing how to pass on a difficult message, with which you are not totally in agreement 
  • Adopting a positive, energising and motivating communication for your team 
  • Communicating difficult or unpopular information, 
  • Relaying an ambitious objective
  • Knowing how to respond to and deal with your team members’ objections
• Know how to formulate constructive feedback according to the Facts/Impacts/Recommendations method
• Understand and practicing the different styles of management (direct/persuasive/participative and delegative) and the possible drifts (the laxist, the "little boss", the demagogue, the "dictator",...)
• Understand the different stages of development of a team member (wheel of autonomy: dependence/counter-dependence/independence/interdependence), and know how to support them (situational management - the Skill Will Matrix style) 
• Knowing how to organize and lead team meetings
• Knowing how to set SMART objectives 
• Understanding delegation and how to implement it

4.   METHODOLOGY

The training will be based exclusively on the principles of andragogy, the use of practical work and a situation based on real cases.

The firm/individual may propose to carry out an evaluation of the participants' practices and level of knowledge before the training course via a questionnaire in order to calibrate its final methodological proposal and the content of the training course.

5.   DELIVERABLES OF THE CONTRACT

The expected deliverables are as follows

• A detailed methodological note;
• A training evaluation questionnaire;
• A detailed programme including the schedule of the training days, the different presentations, the subjects and modalities of the practical cases and simulations, the times and subjects of exchanges, etc...
• A training report including, but not limited to 
  • A reminder of the methodology used; 
  • The various worksheets and case studies;
  • The various presentation materials (PowerPoint or other);
  • An assessment of the participants' practices and the difficulties they encounter;
  • An assessment of the participants' initial level and progress; 
  • Recommendations for the participants themselves; 
  • Recommendations in terms of capacity building needs of HI Managers;
  • Evaluation questionnaires completed by the participants.
• Customized Training completion certificate to the participants

6.  CONSULTANT’S MANDATE 

The implementation of the training courses will be entrusted to a firm/individual which will propose one or two experts to provide the training.

The later will propose: 

• The content of the training in accordance with HI's manager 2.0 reference framework;
• The operational methodological approaches; 
• The tools and the detailed timetable for conducting the training.

A framework contract will be proposed to the selected firm/individual. Each training course will be the subject of an order form.

HI will provide all relevant documentation to the selected firm/individual. The provider will produce a module adapted to the participants. The methodology, modules and tools proposed will be discussed between the selected firm/individual and the team in order to have a common understanding of the expectations and approaches to be put in place.

In its proposal, the firm/individual must clearly explain its understanding of the ToR, which will form an integral part of its technical proposal.

7.  CONSULTANT’S PROFILE 

• The profile sought is that of a management training firm or individual with proven knowledge of the subject and good experience of working with international NGOs. 
• The expert trainers must have a minimum of 5 years' higher education in social sciences, management or any other equivalent degree, and at least 5 years' professional experience in coaching and/or training in leadership, management, change management, personal development or any related field. In addition, expert trainers are required to have a good knowledge of the functioning of international NGOs;

8.  DURATION AND PLACE OF PERFORMANCE OF THE SERVICE

The duration of the mission will be 4 days, broken down as follows

• Preparation of the detailed programme (schedule, modules, final methodology): ½ day;
• Holding the training course: 3 days;
• Writing the training report: ½ day.

The logistical organization of the training and the mobilization of the participants will be ensured by HI.

The firm/individual's proposal must therefore describe, in an exhaustive manner, the logistical and organizational requirements necessary for the successful completion of the training course, such as the size of the room, the necessary equipment (video projector, flipchart, etc.), the methods of transferring the materials and documents used during the training, etc.

9.  SELECTION CRITERIA

The selection process of the firm / individual will be organized on the basis of the following criteria: 

i. A note on the understanding of the mission;

ii. A methodological proposal

iii. An indicative training programme for the 3 days;

iv. Logistical requirements 

v. A financial proposal;

vi. Two references (organization, contact details, referees) relating to similar missions (preferable to international organizations in the NGO sector);

vii. CVs of the main trainer and the partner (scanned copies of diplomas will be required during contract signature),

viii. Copy of Tax registration

ix. Bank details

The deadline for the application based on TOR should be submitted to p.neupane@hi.org by 07th November 2022.