17RFQ0137_Addendum_2_Position_Description.docx

RFQ Addendum 2 Position Description Gender and Social Inclusion (GSI) Director

MCC-17-RFQ-0137

Introduction and Background

MCC’s mission is to provide grant assistance to support economic growth and poverty reduction in select developing countries with a demonstrated commitment to just and democratic governance, economic freedom, and investments in their citizenry. MCC’s partner countries enter into a five-year agreement (Compact) with MCC that includes a plan for achieving shared development objectives and the responsibilities of each country in achieving those objectives. Our model is defined by core principles, of selectivity, country ownership, transparency, and a focus on results.

Our values identify who we are and what is important to us. Our Values are CLEAR: Embrace Collaboration, Always Learn, Practice Excellence, Be Accountable and Respect individuals and ideas. MCC’s values define how we behave on a daily basis, both as individuals and as an institution, in pursuit of our mission. They guide how we make decisions, set priorities, address challenges, manage tradeoffs, recruit and develop staff, and work together with our country partners and stakeholders.

Scope of Position

The Department of Compact Operations (DCO), Sector Operations Division (SO) is seeking a Personal Services Contractor (PSC) to serve as a Director in the Gender and Social Inclusion (GSI) Practice Group. The PSC shall serve as a GSI lead for projects in at least two countries in various stages of development and implementation. The PSC will also support GSI’s technical leadership role to build and share knowledge and best practices on effective integration of social inclusion strategies.

The PSC reports to the Practice Lead and Senior Director (PLSD) for GSI.

This position is not authorized to supervise any Federal employees.

Major Duties and Responsibilities

1. Advises MCC country team and country counterparts, especially the GSI lead on conducting social and gender analysis in support of Threshold or Compact program development. This would include, but not be limited to, the following:

a. Review documents produced by various stakeholders (i.e. government, donors, NGOs, private sector, academia, etc.) on social inclusion and gender equality issues within a country.

b. Analyze existing data and information to understand the nature and structure of relevant laws, policies, institutions, and social norms, and how they impact on social exclusion, gender inequality, poverty and constraints on economic growth.

c. Identify sectors and sub-sectors to understand their relevance to and influence on potential growth and poverty impacts.

d. Conduct stakeholder interviews and consultations.

e. Develop terms of reference for and manage consultants to undertake GSI analytic work.

2. Working closely with other MCC colleagues and country counterparts, make recommendations for social inclusion and gender integration in compact/threshold program and project design. This would include, but not be limited to, the following:

a. Making recommendations on integrating key social and gender issues into program and project design.

b. Draft GSI sections/inputs into MCC compact development documents.

c. Drafting and reviewing Terms of References (TORs) and deliverables for feasibility studies, design studies and contracts, and other GSI-specific or inter-sectoral procurements.

d. Integrate social inclusion and gender in Monitoring and Evaluation (M&E) documents, including program and project logics.

3. Advise and support country counterparts during compact implementation in assigned MCC partner countries. This would include, but not be limited to:

a. Provide technical support and assistance to build capacity of in-country counterpart as appropriate.

b. Review and analyze documents related to compact implementation, such as Terms of Reference, bidding documents, RFPs, work plans, budgets, workshop reports, and other documents as needed.

c. Reviewing and analyzing M&E documents, such as M&E Plans, TORs and surveys.

d. Serving as GSI technical expert on resettlement implementation, implementation of Environmental and Social Management Plans (ESMPs), and community engagement strategies.

e. Supporting the MCA staff in the oversight of the GSI-related work. Participate in MCA workshops, meetings with key stakeholders, etc.

4. Supports MCC’s GSI practice group through drafting and review of technical papers, guidelines, and participation in meetings and workshops as requested. This would include, but not be limited to:

a. Further build GSI knowledge base of how to effectively integrate gender and social inclusion issues into infrastructure sectors (transport, water, energy, etc.)

b. Provide expertise on how to integrate social inclusion strategies in MCC program design and implementation in countries with a history of significant social divisions and tensions.

c. Represent MCC to senior U.S. Government officials, representatives of foreign governments, and a variety of other stakeholders, both domestic and international as needed. Strengthens external partnerships to enhance attention to gender and social dimensions of development

Performs other related duties as assigned.

Travel

The incumbent will be required to undertake 4-8 international trips annually (2-4 trips per country).

Supervisory Controls

As a recognized authority in the development and implementation of GSI programs and operations, the employee is subject only to administrative and policy direction concerning overall project priorities and objectives. The employee is typically delegated complete responsibility and authority to plan, schedule, and carry out major projects concerned with the analysis and evaluation of programs or organizational effectiveness. Analyses, evaluations, and recommendations developed by the employee are normally reviewed by management officials only for potential influence on broad agency policy objectives and program goals. Findings and recommendations are normally accepted without significant change.

Guidelines

Guidelines consist of general administrative policies, and program, management and organizational theories which require considerable adaptation and/or interpretation for application to issues and problems studied. Policies and precedent studies provide a basic outline of results desired, but do not go into detail as to the methods used to accomplish the project. Within the context of broad regulatory and procedural guidelines, the employee refines or develops more specific guidelines, such as implementing new or revised processes, methods and procedures.

Complexity

The employee analyzes interrelated issues of effectiveness, efficiency, and productivity of substantive mission-oriented GSI programs. The incumbent develops detailed plans and objectives for the implementation and administration of programs, and/or develops criteria for evaluating the effectiveness of the program. Decisions concerning planning, organizing, and conducting studies are complicated by conditions, such as conflicting program goals and objectives. Options, recommendations, and conclusions take into account uncertainties about the data and other variables which affect long-range program performance.

Scope and Effect

The purpose of the work is to analyze and evaluate major aspects of substantive, mission-oriented programs. The employee evaluates the effectiveness of GSI programs and operations and identifies and resolves problems and copes with issues which directly affect the accomplishment of principal MCC objectives. The employee provides input to the development of procedures or guidelines for the conduct of program operations, or new criteria for measuring program accomplishments. Study reports contain findings and recommendations of major significance to management officials, and often serve as the basis for new administrative systems, programs and practices.

Personal Contacts/Purpose of Contacts

Personal contacts include individuals and groups at all levels of the Corporation, representatives from other Federal agencies/organizations, MCAs, contractors, and the general public. The purpose of contacts is to influence, motivate, persuade or negotiate with others who may hold different points of views in order to influence managers or other officials to accept recommendations or to obtain the desired effect.

Physical Demands

The work is primarily sedentary, although some walking, bending, or carrying of light items may be involved. Frequent travel required.

Work Environment

Work is performed in an office setting, although there is an expectation of work in the field.

Deliverables

Deliverables are associated with the tasks identified in Section 5. Duties to include reports as required by the Contracting Officer Representative (COR).

The PSC will provide a monthly progress report as a regular deliverable. Monthly progress reports will consist of the following format to measure the progress of each task:

Task: XXXXXX

Status: XXXXXXXX

Recommendations: XXXXXXX

Monthly reports are due the first workday of each month. The PSC also will produce other reports and analyses as requested by MCC.

Deliverables will be considered as a draft upon initial receipt. Drafts will be reviewed and accepted or concerns raised/comments provided within two weeks of receipt. The PSC shall appropriately address MCC’s concerns and provide final deliverables within one week of receiving the MCC response.

In addition to monthly progress reports, the PSC will submit biweekly timesheets on a schedule and format determined by MCC. Timesheets will include a list of hours worked per compact or country program, along with a brief description of the tasks undertaken for each program during the pay period.

The PSC also will produce other reports and analyses as requested by MCC.