CHRISTIAN RURAL AND URBAN DEVELOPMENT ASSOCIATION OF NIGERIA
TERMS OF REFERENCE
CRUDAN HUMANITARIAN STAFF EVALUATION FOR THE PURPOSE OF RETENTION AND APPROPRIATE PLACEMENT OF STAFF.

1.0 SERVICES REQUIRED

A consultant that will conduct staff assessment with the aim of guiding the organization on staff placement and retention.

2.0 BACKGROUND
The intervention has been inaugurated since the year 2015 to date, where CRUDAN has supported more than 200,000 direct beneficiaries of the humanitarian intervention in both worst hit states of Adamawa and Borno, Northeast Nigeria. Communities have attested to the great effort and quality of service delivery to our target populations and locations as well. Within the five years of the humanitarian intervention, the unit has battled a lot in the area of staff placement and adequate renumeration due to each staff role and performance. It was clear that some staff were holding to much more responsibilities than others, and yet have equal renumeration at the end of the day. Another concern is about staff competencies.

With this background in mind, CRUDAN seeks an experienced evaluator that will conduct an all-round evaluation and guide CRUDAN on some key areas;

• Staff retention and placement process
• Review and link the Humanitarian Management structure with that of CRUDAN Headquarters
• Budgetary guide in relation to each staff placement

3.0 ASSIGNMENT OBJECTIVES
The objective of this assignment is for the evaluator to conduct staff audit/evaluation to guide CRUDAN on;

• Staff retention and placement process
• Review and link the Humanitarian Management structure with that of CRUDAN Headquarters
• Budgetary guide in relation to each staff placement

4.0 SCOPE OF WORK
In keeping with the assignment objectives, the consultant will be required to specifically:

a. Develop and assess the appropriate methodologies for determining the instrument to be used to conduct Staff Performance Audit/Evaluations:

i. Review each Staff Job Description and other documents which provide guidance on the expectations of each staff performance

ii. Review available reports and other communications provided by each staff based on his assigned role

iii. Conduct one on one interview with each staff and his/her line manger separately.

iv. Have access to relevant documents, e.g. Budget, Management Structure, etc. for review

b. Document findings, analysis and recommendations, make presentation to the CRUDAN Management, and incorporate feedback into final report.

c. Develop evaluation procedures that will clearly identify roles and responsibilities of each staff with these new initiative/findings.

d. Design the most suitable Evaluation instrument to be used, going forward.

5. METHODOLOGY
The Consultant is expected to use acceptable participatory standards and methodologies for developing the Performance Evaluation Instrument. The Consultant should prepare a detailed methodology and work plan indicating how the objectives of the assignment will be achieved.

6. KNOWLEDGE TRANSFER
The approach to the assignment must be participatory. It is expected that the Consultant/Firm will involve the relevant project team and departmental staff (Most especially from CRUDAN Headquarters) in all phases of the assignment so as to secure ‘buy-in’ and knowledge of the methodologies used in the development of the instruments and on the ground participation.

7. DELIVERABLES
7.1 Minimum Standards for Deliverables

The deliverables under this project are as specified in the table below and should be submitted in both hard copy (2) and electronic editable format:

a) use language appropriate for a non-technical audience;

b) be comprehensive, properly formatted and well presented;

c) provide justifications

d) a draft outline is to be submitted and presented to CRUDAN Management Team prior to the final deliverable being submitted.

e) all submissions must show evidence of Consultation.

# Key Deliverables

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