Job Opportunities

Consultancy to Conduct Participatory Evaluation of Strengthened Partnership for Nurturing Care Project

Background Information

The current consultancy is to carry out a Participatory Evaluation using the Most Significant Change (MSC) methodology to evaluate the impact of the Early Childhood Development (ECD) Parenting Project implemented by ChildFund International and its implementing partner , Kisumu Development Programme in Siaya County, Kenya titled “A Strengthened Partnership for Nurturing Care” from August 2018 to October 2021.

Rationale for the Participatory Evaluation:

The evaluation will employ a participatory approach to facilitate an ongoing process of empowerment and capacity development of intended beneficiaries (both parents/ caregivers and ECD practitioners) beyond the life of the project. The approaches provide an opportunity for stakeholders and beneficiaries to reflect on project progress, generate lessons learned and plan future priorities for ECD their relevant programs.

Early Childhood Development is an evolving field of practice, varying between individual, context, and type of programming. As such, standardized indicators of progress or success often carry significant limitations in reflecting full and effective programing with young children and families. Participatory approaches allow us to engage stakeholders and beneficiaries in the evaluation process as partners, not only in data collection and analysis of change, but also in determining what kind of change matters most. Participatory evaluation findings will therefore be more valid as they are contextually appropriate and verified or endorsed with key stakeholders.


The purpose of this assignment is to work in close coordination and consultation with ChildFund Kenya and implementing partner Kisumu Development Program to undertake the project’s participatory evaluation from the design and conduct of the data collection, as well as the generation of a the final Most Significant Change stories.

The national consultant’s main roles will be to:

  • Draft a plan for the participatory evaluation including the overall methodology design, tools, MSC story templates.
  • Lead the technical coordination and facilitate the in-person data collection for six focus group discussions and one stakeholder workshop.
  • Conduct data analysis and subsequent drafting of the MSC stories (no more than 1.5-pages each)

Expected Deliverables

The following are the main activities of the consultant:

  • Review key internal and external documents to inform finalizing of methodology from, ChildFund’s Responsive and Protective Parenting Program model’s past project reports and evaluations, and Hilton’s program strategy, etc. 2 days
  • Finalize the evaluation’s methodology. 1 day
  • Data tools development and translation 2 days
  • Participant Selection and preparation (facilitated by ChildFund Kenya staff) 3 days
  • Training of enumerators on data collection methodology, tools, tools pre-testing, and finalization 3 days
  • Lead Data Collection & Focus Group Facilitation 3 days
  • Analyze Focus Group data and produce draft Stories of Change (6 stories) 4 days
  • Lead Stakeholder Workshop to present Focus Group Findings 1 day
  • Analyze Stakeholder Workshop data and incorporate findings into draft Stories of Change (6 final stories) 1 day
  • Finalize Stories of Change at a maximum of 1.5 pages per story. 4 days

This is a deliverables-based consulting agreement. The estimated number of days for the consultancy is 24 full days (excluding two days of travel).

Payment process

The consultant shall be paid for the successful completion of the deliverables in accordance with the following payment schedule.


  • Finalized MSC Methodology & Data Collection Tools 25%
  • Draft of 6 Stories of Change 25%
  • Final 6 Stories of Change 50%

The Consultant’s compensation shall be paid within 30 days from receipt of a proper invoice unless otherwise specified.

Payment will be made by electronic transfer unless otherwise specified. The payment shall be subjected to 5% withholding tax as required by the Law at the time of payment. The full costs include consultancy/professional fees, enumerators professional fees, field logistical costs (enumerators training, field data collection, transport, accommodation, and meals) for the entire assignment.

Proposed Time Frame

The participatory evaluation should take place between July 15th and August 15th, 2021, with the final stories submitted no later than August 16th, 2021.

Scope of Evaluation

The participatory evaluation will be undertaken in the 3 wards (Ugunja, Sidindi and Sigomre wards) of Ugunja Sub- County located in Siaya County.

Evaluation Approach

The evaluation will be done in line with participatory evaluation plan that will be developed in consultation with ChildFund Kenya and ChildFund International.

Management and Coordination

The key people that the consultant will be working closely with at ChildFund include:

ChildFund Kenya team namely Technical Advisor-ECD, Child Protection Advisor, Communications Specialist, Monitoring and Evaluation Manager, Project Monitoring and Evaluation Officer, Project Coordinator and Kisumu Development Project staff. ChildFund International team specifically the Senior ECD Advisor, Senior Advisor Child Protection and Partnership and Grants Manager. The day-to-day management of the consultants is the responsibility of the Project M&E Officer in consultation with the Project Coordinator.

ChildFund Kenya will support in the following:

  • Provide access to documents and information needed to undertake the survey,
  • Mobilization of respondents
  • Provide day to day coordination of activities and as need arise,
  • Pay the agreed costs for the assignments and as per the deliverables completed.

Selection of Consultant

Interested individuals and/or institutions are requested to provide, at a minimum:

  • Their CV and CVs of all team members (if institution or team) highlighting relevant experience in documenting Most Significant Change Stories,
  • Highlighting 5 or more years’ experience evaluating projects (baseline, endline, mid-term, participatory research) on Early Childhood Development, Education, parenting education, infant and young child nutrition, responsive caregiving, child rights and protection,
  • A past writing sample of Most Significant Change stories (may include methodology applied) or a final assessment report,
  • A financial proposal showing a detailed breakdown of all the costs involved for the entire assignment including logistical costs that include enumerators professional fees and field costs (enumerators training, field data collection, transport, accommodation, and meals) for the entire assignment, and
  • Reference contact information of at least 2 individuals or institutions that have conducted research with the individual or institution in the past.

Method of Application

All interested Individuals/firms are requested to send their EOI by email to: by 29th July 2021 indicating the assignment title on the subject line.


05 Jul, 2021

Senior Employee Relations & Staff Welfare Manager (Nairobi) – Deadline: Not Specified

About the job

Reporting to Head, Employee Relations & Staff Welfare, the ideal candidate will be responsible for co-developing and implementing strategies, policies, procedures, and programs that will promote productive and positive relationships between managers, employees, and co-workers; developing and reviewing employee experience initiatives across all touchpoints in our employees’ life cycle by using employee feedback to design employee-centered experiences and a happier workplace where employees can thrive.

Additionally, this role will implement the disciplinary and grievance handling policies and procedures, considering the application of the law, organization values, operational policies, and procedures.

Key Duties and Responsibilities 

Employee Experience – 40%

  • Co-create employee experience strategy and journeys for the company as part of the customer-centric culture by understanding company culture, using employee feedback, and investing resources into making changes and improvements.
  • Designing employee experience frameworks and creating exciting ways to measure and assess employee engagement (for example, surveys, forum groups, etc.)
  • Reviewing management practices and their impact on the employee experience and improve management practices and behaviour to create a better employee experience.
  • Creating proactive approaches to well-being in the organization to drive the physical and mental well-being of employees as part of the corporate wellness and staff welfare agenda.
  • Reviewing and enhancing the employer brand internally by assessing the impact that people practices and policies have on the employee experience and shaping people policy frameworks that positively impact the employee experience.
  • Using agile methodologies to map out essential employee journeys, address pain points, and make recommendations on enhancing the employee experience by focusing on the employee and developing processes and policies using employee feedback as a valuable tool.
  • Co-developing and providing expert guidance on the company recognition programs that help the company acknowledge employee milestones, like work anniversaries or workplace achievements.
  • Aligning and evaluating ‘voice of the employee’ tools and approaches and drive forward the outputs on a better organization climate and employee experience.
  • Co-developing initiatives that create a unique employer brand internally aligned to culture, mission, and values.
  • Be part of the team designing communication plans that positively impact the employee experience and design approaches to communications that provide employees with a voice to enhance employee experience.






Grievance Handling, Disciplinary & Labour Relations – 40%

  • Guide the line management and staff on grievance related matters to resolve any grievance-related matters.
  • Liaise with line managers to ensure consistency of implementation of disciplinary procedures in the organization.
  • Investigate and respond to all queries raised by the Union or Line Managers on staff discipline matters in a fair and timely manner.
  • Work in liaison with the concerned departments, line management, and staff to ensure that cases relating to disciplinary and grievance matters are handled to their conclusion within the stated timelines.
  • Manage the staff disciplinary process end to end, including providing support for panel hearings, organizing for staff disciplinary meetings, preparing and be the custodian of the relevant documentation, among other critical elements of the disciplinary process.
  • Be a key contributor in liaison with the Industrial Relations manager and the legal department on litigation cases for ex-staff and provide critical information and support on such litigation cases.
  • Provide expert advice to line Managers on legal implications of disciplinary actions as they relate to the Labour Laws.
  • Act as the centre of expertise for the organization on all matters pertaining to employee relations and staff welfare and be an advisor to team leaders and staff and on issues that involve external parties.
  • Handle the more complex and sensitive ER matters at their location, including certain head-level and other key position ER issues, and investigate any formal charges from government agencies.
  • Monitor regularly changes in Labour laws and keep line managers informed.
  • Ensure that the company’s HR policies are aligned with the existing labour laws.

Staff Welfare Activities – 20%

  • Guide Line Managers on general techniques of behaviour management.
  • Provide practical guidance to staff on employee welfare issues, in collaboration with other relevant stakeholders.
  • Initiate and lead company-driven staff welfare campaigns to address different employee needs and develop relevant interventions.
  • Facilitate staff satisfaction and other employee relations and staff welfare surveys to inform interventions for resolution of crucial employee issues and company climate.
  • Collaboration with other stakeholders to organize staff functions, including staff end-year party, family days, and staff caravans.
  • Prepare, monitor, and control Employee welfare budgets to ensure effective cost control.
  • Manage insurances benefits (GLA, GPA, LOL) and ensure speedy claim settlement under the guidance of the Head of ER and Staff Welfare.
  • Oversight of the administration of Staff welfare benefits in consultation with the Head of ER and Staff Welfare.
  • Provide leadership to the ER and Staff welfare team of ER officers.

Knowledge, Skills and Experience

  • Bachelor’s Degree in HR, Psychology, Business, Social Sciences or related field.
  • Additional qualifications in Employee or Industrial Relations would be an added advantage.
  • Postgraduate Higher Diploma in HR.
  • Member of IHRM.
  • 6+ years of experience in employee relations environment, preferably in a large organization.
  • Previous experience in an Industrial /Employee relations position will be an added advantage.
  • Previous experience in administering discipline & grievance procedures within a large/Multi – national organization.
  • Experience in designing of employee experience journeys and employee-centered engagement initiatives.
  • Knowledge of Labor /Employment law and its practical application.
  • Knowledge of employee experience management and progressive internal employer brand building.
  • Knowledge of current trends and best practices of employee involvement and industrial relations.
  • Good awareness of the internal and external industrial environment and successful adaptation to changing demands and conditions of ER landscape.
  • Demonstrated capacity to lead and advise on HRM and change management initiatives.
  • Experience in administering and managing employee medical benefits plans and welfare services.
  • Experience in organizational culture initiatives.
  • Strong negotiation and persuasion skills – effectively influence all stakeholders to result in acceptance, agreement, or behavior change.
  • Strong analytical, problem solving, critical thinking, and organizational and advanced computer skills.
  • Strong communicator, presenter, influencer, and conflict management skills, with a history of success coaching all levels of management and employees through complex, challenging, and emotional issues.
  • Good coaching and mentoring skills.
  • Resilience – Ability to remain calm, stable, and maintain self-control in potentially emotional grievance handling and disciplinary situations.
  • Good self and team leadership skills.

Method of Application

Interested candidates who meet the above requirements are requested to submit their application through LinkedIn by attaching a detailed curriculum vitae or sending the cv via email quoting the position title on the subject of the email to


Read More
Hide Buttons