Consultancy Training Module and Manual Development

Enhancing the effectiveness and responsiveness of JPSC/JPST as frontline actors in conflict hotspots by improving their capacity on community engagement, safeguarding, and protection Project

Terms and Reference for:

“Consultancy Training Module and Manual Development on Community-Oriented Safeguarding and Conflict Management for the Joint Peace Security Team (JPST) - (Philippine Nationals Only)

About Nonviolent Peaceforce

Nonviolence Peaceforce (NP) is a nonpartisan international organization globally recognized for its Unarmed Civilian Protection (UCP) strategies in preventing violence, increasing safety and security of civilians, and strengthening local peace infrastructures across its programme locations.  Presently, NP has country programme operations in South Sudan, Myanmar, Iraq, and the Philippines.

NP has been present in Mindanao, Philippines for 14 years working and living within the conflict-affected areas and being the first international NGO tasked to monitor civilian protection issues under the signed peace agreements of the Government of the Philippines (GPH) and Moro Islamic Liberation Front (MILF) since 2009.

Background Information of the Project

Four years into the transition, the Bangsamoro Autonomous Region in Muslim Mindanao (BARMM) led by its 80-member Bangsamoro Transition Authority (BTA) has gained undeniable progress in establishing the governance system of the new region. However, the momentum of transition was confronted with immense challenges when COVID-19 hit the Philippines early 2020 that required the BTA to prioritize the pandemic response losing precious time to implement the peace process roadmap[1]. By end of 2020, the extension of the transition period was granted and signed into law on October 28, 2021 giving three more years to complete the transition process and take the BARMM to its first elections in May 2025.

Similarly, the “normalization process”, as a commitment under the 2014 Comprehensive Agreement on the Bangsamoro (CAB), is running behind schedule as disrupted by the COVID-19 pandemic.  One crucial delay under the security aspect of normalization process is the full deployment and operationalization of Joint Peace and Security Team (JPST) which is presently beset with challenges and constraints in terms of funding requirements and capacity building for its members.  JPSTs are operating units composed of contingents of former MILF rebels, and personnel of the Armed Forces of the Philippines (AFP) and the Philippine National Police (PNP), working for the maintenance of peace and order and stability of areas mutually identified by the Philippine government and Moro Islamic Liberation Front (MILF).

Recently, the Government of Japan has granted the International Organization for Migration (IOM) a 12-month funding support to implement a project with the overall objective of enhancing the JPSTs physical, social, and economic capacities; and reinforcing their ability to address both conflicts and disasters within their communities. In this initiative, IOM will be partnering with NP to deliver activities, particularly on improving the capacity of JPSC/JPST on community engagement, safeguarding and protection to respond as frontline actors. This partnership is a welcome opportunity for NP to address the capacity building needs of JPSTs as described above and a strategic collaboration with IOM that will continue NP’s participation in the Bangsamoro normalization processes as recognized and mandated by the Joint Normalization Committee (JNC) to support the JPSC/JPSTs activities on the ground.

Enhancing the effectiveness and responsiveness of JPSC/JPST as frontline actors in conflict hotspots by improving their capacity on community engagement, safeguarding, and protection Project is supported by the Japan Government and implemented by Nonviolent Peaceforce(NP) in partnership with International Organization for Migration (IOM)

Objectives

A consultant will be recruited who will facilitate the module development workshop and eventually write and package the modules and manuals which will be used in the TOT training and roll-out sessions. The development of modules and manuals will ensure integration of gender and cultural sensitivity lens and Human Rights (HR) and International Humanitarian Law (IHL) frameworks, including NP’s core approach on nonviolence or Unarmed Civilian Protection (UCP) to community-oriented safeguarding and conflict management.

Scope of Work:

• Evaluating existing modules and materials from different government and non-government training institutions regarding the relevant subjects.
• Developing and formulating a training curriculum and materials that are in line with the overall objectives and specific goals.
• Verifying the modules by conducting a stakeholder consultation workshop.
• Modifying the module contents according to the feedback received and completing the materials.

Development of the Content and Methodology

Each module within the training programme should be designed to be completed. The training package should include a comprehensive training module and manual   with descriptions national or international standards on relevant exercises and case studies, a standard PowerPoint presentation, pre- and post-test forms, a training evaluation sheet, and a trainer's manual that explains the training methodology, offering practical guidance for potential trainers. The training programme will remain dynamic and open to revisions and improvements based on implementation results and feedback from participants.

Duties and Responsibilities

Designing the content and methodology of the module and manual:

• Create training agendas for diverse participant groups, outlining the content and methodology of the training sessions.
• Create comprehensive training module and manual, including exercises, case studies, and interactive learning materials.
• The consultant will ensure gender perspective for each area of focus;
• Develop a standard PowerPoint presentation for module and manual that aligns with the content and objectives.
• Design pre- and post-test forms to assess participants' knowledge gain and evaluate the effectiveness of the training.
• Develop a monitoring tool to assess the effectiveness of the Module.
• Develop practical exercises or simulations to test participants' application of the knowledge and skills learned from the module and manual.
• Prepare a training evaluation sheet to collect feedback from participants on the training content and methodology.
• Develop a trainer's manual that explains the training methodology, offers practical guidance for potential mentors, and encourages consistent delivery of the training module and manual.
• Collaborate closely with the project team (NP, IOM, JPSC) to incorporate the three-organization perspective and ensure the training module and manuals meets the project objectives throughout the consultancy to obtain their input into requirements and feedback on draft outputs.
• The researchers/consultants will finalize the training module incorporating the recommendations from the validation workshop.
• Following review and piloting of the materials and guidelines, revisions will be made based on feedback received.
• Final training module is to be submitted to Project Coordinator of NP

The consultant will ensure that the following gender considerations are integrated in conducting the assignment; The entire process will take into consideration key gender perspective for each area of focus; integrate Islamic legal framework (consider cultural context), particularly in areas related to module and manual’s subject matter;

Expected Output

1. Inception Report;
2. Draft Training Modules;
3. Final version of the Training Module and Manual (Hard and soft copy).

Professional Fee and Mode of Payment

The professional fee will be inclusive of tax and the payment will be done according to the following arrangement:

1st instalment

Amount: 20% of the total amount

Timeframe. Upon approval of inception report work plan

2nd instalment

Amount: 40% of the total amount

Timeframe:  After submission of draft training module and manual

3rd instalment

Amount: 40% of the total amount

Timeframe: After completion of the final version of the training module and manual

The payments will be made in A/C payee cheques in the name of the consultant/company.

General qualification of the Consultant:

The consultant shall have the following qualifications:

• consultants must possess a master's degree and should possess a minimum of 5 years of experience in the development of training modules.
• The candidate should also have demonstrated expertise in conducting needs assessments, developing training modules and curriculum, and creating training materials.
• Researchers/consultants shall submit the hard copy of their prepared previous training module. Additionally, the candidate should possess strong facilitation skills and experience in conducting stakeholder and working group consultations. .
• The candidate should have excellent written, editing, and oral communication skills in English.

The process for selecting researchers/consultants involves the following steps:

1. Issuing a request for expression of interest.
2. Conducting a shortlisting of the received expression of interest.
3. Requesting the submission of technical and financial proposals through a request for proposal.
4. Evaluating the received proposals;
5. Awarding the task to the selected candidate.

Application Process and Requirements

Qualified and interested parties are asked to submit the following:

The technical proposal should consist of the following components:

• A concise summary, not exceeding one and a half pages, that demonstrates the consultant's comprehension of the Terms of Reference (TORs)
• An overview of the proposed methodology that will be employed to carry out the assignment
• A comprehensive schedule of activities and work plan, including specific time frames.
• A detailed profile of the consultant, along with CV(s) for the lead consultant(s) and the supporting team. This profile should clearly outline the roles and responsibilities of each team member involved in the assignment. Additionally, it should include descriptions of at least two recent examples of relevant work.
• The consultant must provide contact information for three referees who can vouch for their ability to successfully complete similar assignments. This information should include the organization, assignment details, dates and duration, as well as the contact person's name, email address, and phone number.

The financial proposal should include the following details:

1. A breakdown of the consultant's fees, itemized and indicating the professional rate.
2. An itemized breakdown of any additional expenses that may be charged, such as field work-related costs, administrative costs, or overhead charges.
3. The validity period for the quotation, specifying the duration for which the proposed fees and expenses will remain valid.

How to apply:

• Candidates meeting the above requirements are requested to submit a CV (max. 2 pages) and cover letter (max. 1 page), through our website detailing their experience and how they qualify for the role. Incomplete applications will not be considered.

• The closing date for applications is Monday, 24 June 2024.

• As part of the recruitment process, shortlisted candidates may be asked to complete a written assignment and if successful, participate in an interview process.

SPECIAL NOTICE

Nonviolent Peaceforce is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, colour, religion, sex, sexual orientation, gender identity, national origin, or protected veteran status and will not be discriminated against based on disability.

Nonviolent Peaceforce acknowledges the duty of care to safeguard and promote the welfare of employees, contractors, volunteers, interns, communities we work with, and other stakeholders and is committed to ensuring safeguarding practice reflects statutory responsibilities and government guidance and complies with best practices in the Humanitarian and Development sector. NP expects all staff and volunteers to share this commitment through our code of conduct. We prioritise ensuring that only those who share and demonstrate our values are recruited to work for us.

The post holder will undertake the appropriate level of training and is responsible for ensuring that they understand and work within the safeguarding policies of the organisation.

All offers of employment will be subject to satisfactory references and appropriate screening checks, which can include criminal records and terrorism finance checks. NP also participates in the Inter Agency Misconduct Disclosure Scheme. In line with this Scheme, we will request information from job applicants’ previous employers about any findings of sexual exploitation, sexual abuse and/or sexual harassment during employment or incidents under investigation when the applicant left employment. By submitting an application, the job applicant confirms their understanding of these recruitment procedures.

NO FEE

We never ask for payment as part of our selection process, and we always contact candidates via our corporate accounts and platforms. If you are approached for payment, this is likely to be fraudulent. Please check whether the role you are interested in is posted here on our website.