Republic of Moldova

Consultant on the organization of recruitment processes in the internal affairs system (MIA)

Vacancy Number: Pr20/02064

Location:	Chisinau, Moldova
Application Deadline:	18 Aug 2020, 16:30 (GMT+2:00)
Application Extended deadline:	25 Aug 2020, 16:30 (GMT+2:00)
Type of Contract:	N/A
Starting date:	31 Aug 2020
Reference to the project:	Strengthening capacities of the Ministry of Internal Affairs of the Republic of Moldova
Expected Duration of Assignment:	September 2020 – February 2021
Supporting Documents: Terms of Reference Individual Consultant Procurement Notice OFFEROR’S LETTER TO UNDP CONFIRMING INTEREST AND AVAILABILITY FOR THE INDIVIDUAL CONTRACTOR (IC) ASSIGNMENT UNDP General Conditions of Individual Contract

Contacts:

Ms. Liuba Livadari.

liuba.livadari@undp.org

Mr. Viorel Albu.

viorel.albu@undp.org

Background

Modernization of the human resources management system is one of the cornerstones of the Police reform in Moldova. The Police Development Strategy for 2016-2020 pays a particular attention to the reform of recruitment and selection system, aiming at introducing a new merit-based, competitive and transparent recruiting, selection and promotion mechanism, with due consideration to gender equality and diversity, and addressing gender disparities of access to senior management posts. Thus, improved recruitment and selection processes, along with the redefined professional training system, are at the heart of increasing the quality of Police staff and building a more professional and efficient Police service. 

The current MIA’s recruitment system is affected by several problems, which impacts the quality of recruited staff and, thus, the overall performance of the institution. The recruitment is not focused on the candidate, it does not ensure a high level of integrity and protection against undue influence, is prone to corruption and favoritism. There are neither specialized units and staff dealing with the recruitment processes, nor clearly defined SOPs. Use of IT tools in recruitment is deficient. 

The new approach to recruitment calls for restructuring the system at different levels, including in terms of policy formulation, establishment of a space for testing and provision of instruments conducive to an objective, merit-based and unbiased police/internal affairs recruiting and selection system.

The Concept on the Recruiting and Evaluation Centre of MIA (the REC), approved in September 2018, defines the MIA’s new vision on the recruitment processes, linking the described workflows with the general institutional goal of modernizing the human resources management system. The REC will concentrate all recruitment for the internal affairs (including police, border police, emergency service, etc.) under one roof, ensuring a unified implementation of institutional recruitment policies, standardization of procedures and professionalization of staff. As per the Concept, the recruitment process will have several stages, including on-line application, computer-based general knowledge testing, psychological testing, medical check-up.

The Support to Law Enforcement Reform in Moldova Project (the Project) is supporting the reform of the internal affairs/police recruitment system by deploying efforts to create conditions for the operationalization and functioning of the new recruiting center, including:

• conducting a feasibility study to define the implementation roadmap, including on center’s infrastructure and workload capacity, organization and staff, hardware and software ecosystem;
• renovation of premises assigned for the REC (to be determined) – the premises provided by the MIA will be selected considering several requirements, including central and easily accessible location, separate entrance, communications in place, state and size of the building able to accommodate REC’s needs;
• provision of ICT tools and equipment and furniture – preference will be given to the creation of a data center and computer classroom(s) to be used for computer-based testing. The quantity of equipment will be decided based on the feasibility study findings and recommendations;
• provision of software solutions required for organizing the recruiting and selection of internal affairs staff, including for the creation of an integrated database and case management, data protection and back-up, random generation of tests and automation of other related processes;
• elaboration of internal regulations and Standard Operating Procedures (SOPs); and
• building capacities of the recruiting center’s staff through targeted training and exposure to the best international practices in this field.

With the ultimate goal to operationalize the REC, the Project is seeking to hire a Consultant for the definition and organization of working flows to ensure a proper environment for the functioning of the REC. The Consultant will join a larger team of consultants engaged to provide specialized support, guidance and advice throughout the process.

Scope of work

The international consultant will support the designing of organizational and functional framework of the Recruitment and Evaluation Center (REC), including the following components: designing the organizational and functional structure of the REC  based on the solution agreed by the Beneficiary; describing the processes related to staff recruitment; supporting the designing of standard operating procedures (SOP); providing recommendations on infrastructure, equipment, means, materials, specialized assessment tools (tests, questionnaires, etc.), training needs; providing insights on the organization and functionalities of the REC’s information system architecture (e-application, e-testing, case management platforms, etc.).

In order to achieve the objective, the Consultant will:

1. Prepare a detailed work plan for the assignment.
2. Provide expert advice and practical support, in collaboration with the “Support to Law Enforcement Reform in Moldova” Project Team and MIA specialists, on the following:

2.1. Designing the organizational and functional system of the REC based on the solution agreed by the Beneficiary (mission, roles, functions, responsibilities, organizational chart and structures, number of staff by structures and specialties).

2.2. Developing the organizational processes, recruitment workflows, needs in terms of SOPs.

2.3. Provide expert advice on REC’s Regulation of organization and functioning and other internal regulations related to the recruitment process.

2.4. Providing recommendations on infrastructure, equipment, means, materials, specialized instruments (tests, questionnaires, etc.) related to staff recruitment (psychological evaluation; interaction with general inspectorates and relevant MIA entities; interoperability of the systems and institutions.

2.5. Conducting a training needs assessment for the REC staff.

2.6. Carrying out the Pilot exercise on REC organization and functioning.

2.7. Defining the technical aspects and requirements regarding the organization of the recruitment process: infrastructure, equipment, means, materials, specialized instruments (tests, questionnaires, etc.).

The consultant shall also include in the Report the European and international experiences and best practices on recruitment and selection, in order to ensure transfer of valuable knowledge and experience to MIAs’ REC.

The advice and subsequent recommendations will be coordinated with the Beneficiary.

3. Provide support in developing standard operating procedures (SOPs) related to RECs’ recruitment process.

 For detailed information, please refer to Annex 1 – Terms of Reference.

Requirements for experience

Academic Qualifications:

• Master’s Degree in Psychology, Human Resources or other relevant discipline;

Experience:

• At least 10 years of progressive experience (including at command level) in the psychological field within internal affairs/law enforcement agencies (recruitment; selection; psychological assistance; specific psychological training; occupational health and work security).
• Work experience in at least 3 international projects on internal affairs/law enforcement agencies psychological activity.
• Excellent understanding of internationally recognized standards and best practices (ISO 9001/2015, etc.), proven practice in quality standards implementation is desirable.
• Professional experience in Central and Eastern Europe on similar assignments is desirable.
• Working experience with internal affairs’ subdivisions and/or law enforcement institutions is a strong advantage.

Competencies:

• Proven ability to manage RECs or similar organizations in charge with recruitment, selection and psychological activities.
• Knowledge of recruitment policies and regulatory framework of the Republic of Moldova will be an advantage;
• Knowledge of English for the purposes of the assignment;
• Knowledge of Romanian language and/or other language relevant for Moldova, including Bulgarian, Gagauzian, Romani, Russian, Ukrainian or sign language, is an asset.

Proven commitment to the core values of the United Nations, in particular, respecting differences of culture, gender, religion, ethnicity, nationality, language, age, HIV status, disability, and sexual orientation, or other status.

The UNDP Moldova is committed to workforce diversity. Women, persons with disabilities, Roma and other ethnic or religious minorities, persons living with HIV, as well as refugees and other non-citizens legally entitled to work in the Republic of Moldova, are particularly encouraged to apply.

Documents to be included

Interested individual consultants must submit the following documents/ information to demonstrate their qualifications:

• Offeror's Letter confirming interest and availability;
• Proposal (Motivation Letter): explaining why they are the most suitable for the work including previous experience in similar Projects (please provide brief information on each of the above qualifications, item by item);
• Financial proposal (in USD, specifying a total requested amount per working day, including all related costs, e.g. fees, phone calls etc.);
• Duly completed and signed Personal History Form (P11), personal CV and at least 3 references.

Financial proposal

The financial proposal shall include a breakdown of the lump sum amount (daily rate and number of anticipated working days).

Travel

Travel is not envisaged in the framework of the current assignment.

 

Disclaimer In case of discrepancies between the text published on the website and the contents of the supporting documents, the provisions, instructions and conditions included in the supporting documents (published as Adobe Portable Document Format files) shall prevail. In case of discrepancies between the English version and the Romanian and/or Russian versions of text, documents or other content published on this webpage, the English version shall prevail.

Notice UNDP, as a matter of practice, does not charge any application, processing or training fee at any stage of the recruitment process. If you have any questions as to vacancy announcements you may have received, please refer to this website. UNDP is currently aware of fictitious vacancy announcements that are being circulated through the internet, the purpose of which is to get people to register for a training and send in a fee. If you believe that you have received such a notice, please forward it, and any other related information you have received, to scamalert@undp.org. Since logos, emblems, names and addresses can be easily copied or reproduced, you are advised to take particular care in applying for vacancies, including undertaking all appropriate measures to protect against the unauthorised use of any personal information you may have provided as a result of the scam.