Monitoring, Evaluation and Learning (MEL) Specialist

Job Description

KEY INFORMATION

Job Title: Monitoring, Evaluation and Learning (MEL) Specialist
Position Type (full/part time): Part Time
Duration/Level of Effort (long/short term): April - July 2026 (up to 20 working days)
Position Location (e.g. city, country, remote): Metro Manila, Philippines with virtual coordination if necessary

SUMMARY OF THE PROJECT

The DFAT (Department of Foreign Affairs and Trade) Social Protection, Inclusion and Gender equality (SPRING) program is Australia’s flagship investment of support to the Philippine Government on Social Protection, Gender Equality, Disability, Social Inclusion and Indigenous Inclusion. It is an AUD 40 million investment over 5 years that will support the joint Development Partnership Plan (DPP 2024-2029) between the Government of Australia and the Philippine Government. The investment will be the DFAT’s primary avenue in the Philippines for supporting poverty reduction and bilateral funding on gender equality and social inclusion at the national level and with some select Local Government Units (LGUs). SPRING supports efforts under Australia’s new International Development Policy and DFAT’s forthcoming new strategies on gender equality, disability equity and rights, and translate these into implementation in the Philippines.

SPRING contributes to the goal that the social and economic transformation in the Philippines reduces poverty and provides equal opportunities to all Filipinos in line with the Philippines Development Plan.

The objective of SPRING is that Australia works in partnership with the Philippine Government to improve systems and structures that reduce poverty and inequality and advance gender equality and the rights of people with disabilities.

SPRING has four mutually reinforcing End of Program Outcomes (EOPOs):

1. Philippine Government social protection plans, policies and programs increasingly close gaps in the social protection floor.
2. The Department of Social Welfare and Development (DSWD) and select LGU systems increasingly deliver quality social protection that is inclusive, gender and shock responsive, and climate sensitive.
3. The Philippine Government increasingly invests in gender responsive policies, plans, programs and systems.
4. The Philippine Government improves data, systems and targeting to enable people with disability and Indigenous Peoples improved access to targeted services.

SUMMARY OF THE POSITION

The Monitoring, Evaluation, and Learning (MEL) Specialist will provide technical inputs to ensure that the Social Protection Capability Development Harmonization activity integrates practical monitoring, evaluation, learning and adaptation considerations into the harmonized training package and recommended delivery approach. Working under the guidance of the Training Specialist (Team Lead) and in close coordination with the DSWD Academy and relevant DSWD units, the specialist will support the development of MEL elements that enable the DSWD Academy to track training quality, participant learning outcomes, and implementation readiness
The MEL Specialist will contribute to the training needs assessment and learning pathway design by advising on measurable competencies and assessment approaches. The role will also provide inputs to the prototype module packs, including learning assessment tools and basic monitoring templates, and will support validation workshops by helping define practical indicators and feedback mechanisms to capture evidence, strengthen learning, and refine outputs iteratively for institutionalization by the DSWD Academy.

KEY RESPONSIBILITIES

The MEL Specialist will provide technical inputs to strengthen monitoring, evaluation, and learning elements across the harmonized SP training package and related tools. Working under the guidance of the Training Specialist (Team Lead) and in close coordination with the DSWD Academy focal point, responsibilities include:

1. MEL inputs to training needs assessment and prioritisation

• Provide technical inputs to the training needs assessment approach, including development or refinement of tools to capture role-based competency gaps and learning needs.
• Advise on how to analyze and present TNA findings in ways that support prioritization and harmonization decisions.

 2. Competency measurement and learning assessment design

• Provide inputs to the SP Competency Framework and Learning Pathway Matrix to ensure competencies are measurable and linked to appropriate assessment approaches.
• Recommend practical learning assessment methods (e.g., pre/post assessments, performance tasks, scenario-based exercises) appropriate for DSWD Academy delivery modalities and usable at scale.

 3. Training monitoring framework and templates

• Develop proposed indicators and low-burden monitoring templates for the DSWD Academy to track training delivery, participant completion, satisfaction, learning outcomes, and immediate application/implementation readiness.
• Ensure tools remain operationally usable (simple, clear guidance, minimal data burden, and aligned with DSWD Academy data collection capabilities).

 4. Prototype module pack inputs

• Provide MEL inputs to prototype module packs, including suggested learning checks, assessment tools, facilitator observation guides, and participant feedback forms.
• Support integration of monitoring and feedback considerations into module structure, including what evidence will be captured during delivery and how it will be used to improve modules.

 5. Validation workshop support

• Support validation workshops by proposing how feedback and learning evidence will be captured and used to refine modules and the overall harmonized package.
• Consolidate MEL-related comments and evidence from stakeholders and support revisions of the MEL tools and module assessment components accordingly.

DELIVERABLES AND TIMELINES

Deliverable / Milestone | Performance Indicator | Number of Days | Timeline

Inputs to Training Needs Assessment (tools and analysis)

• Performance Indicator: TNA tools include measurable competency dimensions; findings synthesized into actionable learning priorities
• Number of Days: 5 Days
• Timeline: April 2026

Inputs to SP Competency Framework and Learning Pathway Matrix (assessment linkages)
Performance Indicator: Competencies include measurable indicators and suggested assessment approaches by role/module
Number of Days: 3 Days 
Timeline: May 2026

Proposed training MEL framework and monitoring templates for DSWD Academy
Performance Indicator: Practical indicators and operationally usable low-burden templates developed (delivery, completion, learning outcomes, feedback, follow-up)
Number of Days: 3 Days
Timeline: May 2026

MEL inputs integrated into prototype module packs
Performance Indicator: Prototype packs include learning checks/assessments and feedback tools aligned with competencies
Number of Days:  5 Days
Timeline: June 2026

Validation workshop support and revisions
Performance Indicator: MEL framework/tools refined based on validation feedback and finalized for inclusion in final package
Number of Days: 4 Days
Timeline: July 2026

Total: Up to 20 days



JOB REQUIREMENTS
Education:

• Advanced degree (master’s degree or higher) in Monitoring and Evaluation, Statistics, Social Sciences, Public Policy, Development Studies, Education, or a related field.
• Additional relevant training in results-based management, learning assessment, training evaluation, or data management is an advantage.

Minimum Experience:

• At least 7 years of demonstrated experience in monitoring and evaluation, with experience designing indicators, tools, and reporting frameworks for capacity development or training programs.
• Proven experience developing practical learning assessment approaches (e.g., pre/post tests, competency-based assessments, performance tasks) and translating them into implementable tools.
• Experience working with government counterparts to design feasible, low-burden MEL systems and templates is an advantage (DSWD/DSWD Academy experience is an advantage).
• Experience supporting workshops, consultations, and validation processes, including documentation and synthesis of feedback.

Essential Skills:

• Demonstrated ability to translate competency frameworks and learning objectives into measurable indicators and practical assessment approaches.
• Strong skills in developing simple, feasible monitoring tools and templates that can be institutionalized by a training institution.
• Strong analytical skills to synthesize qualitative and quantitative inputs into actionable recommendations for continuous improvement.
• Strong writing and communication skills to produce clear tools, guidance notes, and summary findings for technical and non-technical audiences.
• Strong coordination skills to work with multiple consultants and government stakeholders and integrate MEL inputs into consolidated outputs.
• Demonstrated commitment to and understanding of GEDSI principles, with knowledge or experience in promoting gender equality, disability, and social inclusion especially within adaptive programs like SPRING. This includes a clear understanding of and practical experience in safeguarding, particularly in the context of child protection (CP) and Sexual Exploitation, Abuse, and Harassment (SEAH), with the ability to integrate safeguarding measures into program implementation.
• Compliance to DFAT policies on fraud control, financing terrorism, child protection and other social safeguards.

APPLICATION PROCESS
This is a rolling recruitment. Applications will be reviewed and vetted sequentially as they are received. We encourage interested individuals to apply as early as possible.

For your application to be considered, please upload your documents as followed: Candidate Last Name, First Name, date, Title of the Position.

Cowater international strives to maintain a fair, transparent, and human centered recruitment process. As part of our commitment to responsible hiring practices and compliance with evolving recruitment regulations, we may use AI assisted tools to support limited aspects of our talent acquisition workflow, such as reviewing or shortlisting applications. These tools are used only to enhance efficiency and consistency in our processes. All assessments, interviews, and final hiring decisions are made exclusively by our human recruiting managers. Candidates may request additional information about the use of these tools or reasonable accommodations during the recruitment process.

Cowater International is an equal opportunity employer, basing employment on merit and qualifications as they relate to professional experience and position expectations. Cowater does not discriminate against any employee or applicant on the basis of race, religion, sex, gender identity, disability, age, or any other basis protected by law.
We thank all applicants, however only those shortlisted will be contacted.

About the Organization

ABOUT US
Founded in 1985, Cowater International is a leading global development consulting company. Headquartered in Ottawa and with corporate hubs in Auckland, Berlin, Brussels, Helsinki, London, Madrid, Manila, Nairobi, Singapore and Stockholm, Cowater International has successfully delivered a portfolio of over 2500 projects and assignments in more than 95 countries. We work with governments, private sector actors and communities implementing projects that support socio-economic development, institutional strengthening, environmental improvements and advance equal opportunities for all. We are a diverse and experienced team committed to building a better tomorrow for the people we serve. Our adaptive approach to management has led to our yearly award-winning work and recognition as one of Canada's Best Managed Companies since 2017.

We thank you for your interest in building a better tomorrow.