Outcome Mapping and Harvesting Consultant

  • Mid-level, Short-term contract assignment
  • Posted on 2 August 2018
  • Addis Ababa, Ethiopia
  • Closing on 1 September 2018
  • Current

Job Description

Pact Overview

At the heart of Pact is the promise of a better tomorrow. A nonprofit international development organization founded in 1971, Pact works on the ground in nearly 40 countries to improve the lives of those who are challenged by poverty and marginalization. We serve these communities because we envision a world where everyone owns their future. To do this, we build systemic solutions in partnership with local organizations, businesses, and governments that create sustainable and resilient communities where those we serve are heard, capable, and vibrant.

Pact is a recognized global leader in international development. Our staff have a range of expertise in areas including public health, capacity development, governance and civil society, natural resource management, poverty, fragile states, monitoring and evaluation, small-scale and artisanal mining, microfinance and more. This expertise is combined in Pact’s unique integrated approach, which focuses on systemic changes needed to improve people’s lives.


PACT ETHIOPIA is currently interested in adding additional qualitative data and analysis elements to our project monitoring efforts, to that end we anticipate adding Outcome Mapping and Outcome Harvesting as part of our M&E processes to generate additional robust and verifiable insights into project results. The project is particularly interested in capturing outcomes in terms of behavioral changes such as actions, relationships, policies, practices; of one or more partners influenced by an intervention.

Outcome Harvesting—Will be used to gather information to support the projects next Learning Event planned for Quarter I of FY 2019. The Outcome Harvesting exercise will be a participatory process to collect information of what has changed and then, working backwards to determine whether and how an intervention contributed to these changes. The outcome(s) can be positive or negative, intended or unintended, direct or indirect, but the connection between the intervention and the outcomes must be plausible. Information is collected or “harvested” using a range of methods to yield evidence-based answers to useful, actionable questions (“harvesting questions”). The implementation team and stakeholders will collect outcome information to define what has changed, when and where, why it matters, and how the program contributed to the change.
Outcome Mapping – Will then be used to help the project team clarify the changes it hopes to see during the remainder of the program and to refine the strategies appropriate to achieve these. For ongoing monitoring, OM provides a set of tools to design and gather information on the results of the change process, measured in terms of the changes in behavior, actions or relationships that can be influenced by the team or program.
This work is to be carried out jointly, with the project team, MERL Director and a short term international consultant.

SIPED II is a USAID/Ethiopia project awarded by the Democracy and Governance (DG) Office designed to: 1) support the strengthening of the Ministry of Federal and Pastoralist Development Affairs’ (MoFPDA) conflict prevention and peace building structures, tools and interventions; and 2) improve Natural Resource Management (NRM) governance in selected woredas and communities in Afar, Gambella, Oromia, Somali and Southern Nations, Nationalities and Peoples Regional States (SNNPRS). SIPED II was awarded to Pact, Inc. for the five-year period from October 01, 2015 to September 30, 2019 with a total estimated budget of $18.6 million. SIPED II builds on USAID’s long-term commitment to peace building in Ethiopia expressed through predecessor projects that began in 2004. The first of these were the Restoration of Community Stability in Gambella project in Gambella and the Stability for Ethiopia’s Lowland Marginalized Communities (SELAM-C) project in South Omo Zone of SNNPRS, both implemented by Pact and the Conflict Prevention and Resolution Program (CPRP) project implemented in other parts of SNNPRS by Mercy Corps. In 2005 the Constructive Dialogue Initiative (later renamed the Culture of Discussion Initiative – both referred to as CDI), designed to support efforts to reduce the political and ethnic polarization that followed the disputed parliamentary election in 2005, was awarded to Pact. In 2009 the Pact programs in Gambella and South Omo were rolled into CDI which continued until 2012. The Mercy Corps CPRP in SNNPR was extended for three years in 2009 as the Strengthening Institutions for Peace and Development program (now referred to as SIPED I). Both Pact’s CDI and Mercy Corps’ SIPED I provided support to the Ministry of Federal Affairs (before the Pastoralist Development mandate was added in Oct 2015) beginning 2009 and made significant contributions to the Ministry’s impressive growth in both capacity and stature.

The SIPED II project has two objectives:
1) increased resiliency and adaptation to manage conflict; and
2) strengthened accountable governance.
Both are meant to contribute to the project’s goal, improved enabling environment for sustainable development, which is also the DG Office’s Support Objective defined in the current USAID/Ethiopia Country Development Cooperation Strategy.


The Consultant will lead the project team and stakeholders in a participatory effort to:

  1. To assess the intended and unintended outcomes of the project to date and to determine the level of the project’s contribution to these objectives;
  2. To identify and analyze gaps in terms of the original intent of the program and analyze lessons from the projects approaches and interventions to map the remaining outcomes sought and develop progress markers to monitor towards their completion
Statement of Duties and Responsibilities

The Consultant will:

  • Lead the team through a review of learning questions and a review relevant SIPED documents (Project Work Plan and Annual Reports, PMP, and other materials) in preparation for augmenting quantitative records with qualitative records.
  • Lead the design of the outcome harvest
  • Co-design and co-facilitate and Outcome Harvest workshop with stakeholders
  • Lead the design of the outcome mapping
  • Co-design and co-facilitate and Outcome Mapping workshop (as part of or in replacement of the already planned learning event) with stakeholders
  • Work with the MERL Director to analyze outcome harvest data and produce a report
  • Take the lead in drafting reports

The Project Leadership will:

  • Participate in the design of the outcome harvest and scheduling of activities
  • Participate in the outcome harvest and outcome mapping workshops
  • Review the draft report and ensure quality of product
  • Lead the updating of the project approach based on learning

The MERL Director will:

  • Help lead the design the outcome harvest and outcome mapping
  • Co-facilitate the outcome harvest and mapping workshop
  • Lead the effort to collect outcome harvest data in the field
  • Help analyze results of the outcome harvest
  • Co-write the report on the results of the outcome harvest

The Project M&E team and other staff on the project will:

  • Provide a list and soft copies of key M&E documents for consultant review
  • Provide a full time typist / recorder during the workshops and for 3 days during data analysis
  • Help design the outcome harvest learning questions
  • Participate in the Outcome Harvest and mapping workshops
  • The project M&E Manager will help lead the data collection effort and participate in data collection in the field
  • Provide all logistics and organization for the outcome harvest and mapping workshops and data collection efforts
  • The project M&E Manager will help analyze result of the outcome harvest
  • The project M&E Manager will participate in updating the project TOC based on results
  • Update the PMP with the new procedures
  • Update the M&E filing system to incorporate the new data
  • Catalog the incoming M&E data


  1. Outcome harvest and mapping design and workshops (two workshops)
  2. Data collection tools for outcome harvest field collection
  3. Data collection tools for outcome mapping effort
  4. Draft Report
  5. Final Report


  • Individual cannot have been a Pact Employee (full time, part time, temporary) within the last years
  • If engagement is longer than 45 days, individual must provide services during the period of performance and/or previous year to at least 2 non-Pact organizations
  • If engagement is longer than 45 days and the individual is a US national individual must possess an Employer Identification Number (EIN) from the Internal Revenue Service.
  • Individual cannot have been engaged by Pact as a consultant more than three times in the past 365 days

Minimum Qualifications

  • Master’s Degree in M&E, Project Management, Social Science, Development Studies, Peace Building/Conflict Management and other related fields.
  • Proven practical experience in M&E
  • Proven practical experience in applying Outcome Harvest and Outcome Mapping tools
  • Fluency in English
Required DOCuments for Submission

Standard Documentation:

  • Curriculum Vitae
  • Biodata Form
  • Do you possess an Employer Identification Number?

Additional Documentation:

  • Cost proposal, including proposed daily rate

About the Organization

At the heart of Pact is the promise of a better tomorrow. The promise of a healthy life. Of a decent livelihood. Of sustainable natural resources that benefit communities. Now more than ever in its 42-year history, Pact is helping millions of people who are poor and marginalized discover and build their own solutions and take ownership over their future.
Pact enables systemic solutions that allow those who are poor and marginalized to earn a dignified living, be healthy, and take part in the benefits that nature provides. Pact accomplishes this by strengthening local capacity, forging effective governance systems, and transforming markets into a force for development.

Pact is an equal opportunity employer and does not discriminate in its selection and employment practices on the basis of race, color, religion, sex, national origin, political affiliation, sexual orientation, gender identity, marital status, disability, genetic information, age, membership in an employee organization, or other non-merit factors.

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