Social Protection Consultant

Job Description

KEY INFORMATION

Job Title: Social Protection Consultant
Position Type (full/part time): Part Time
Duration/Level of Effort (long/short term): February - July 2026 (up to 30 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 Social Protection Consultant will provide technical expertise to support the Social Protection Capability Development Harmonization activity, ensuring that the mapped and harmonized training content reflects current social protection policy directions, operational priorities, and good practice. Working under the guidance of the Training Specialist (Team Lead) and in close coordination with the DSWD Academy and relevant DSWD bureaus, the consultant will contribute to the review of existing training materials and identification of priority content areas for harmonization.
The Social Protection Consultant will support the technical analysis underpinning the training inventory, diagnostic, and training needs assessment, and will provide subject matter inputs to the competency framework, learning pathways, and prototype module packs. The consultant will also provide specific inputs on strengthening module content and examples related to adaptive and shock-responsive social protection, including how DSWD programs and systems can better anticipate, respond to, and adapt to covariate shocks. The role will support technical validation of priority modules with relevant DSWD technical units and contribute to refining content based on feedback to ensure accuracy, relevance, and usability. All technical inputs will be aligned with, and will build on, existing DSWD Academy competency and learning frameworks, standards, and module structures, as provided by the DSWD Academy.

KEY RESPONSIBILITIES

The Social Protection Consultant will provide subject matter expertise to ensure that the harmonized SP training content is technically sound, aligned with DSWD priorities, and incorporates good practice on adaptive and shock-responsive social protection. Working under the guidance of the Training Specialist (Team Lead) and in close coordination with the DSWD Academy focal point and relevant DSWD bureaus, responsibilities include:

1. Technical review and content mapping

• Review existing SP training materials and provide technical inputs to the SP Training Inventory and Systems Map, including identification of outdated content, content gaps, and priority areas for harmonization, consistent with existing DSWD Academy learning standards and organizing frameworks.
• Provide technical advice on core SP concepts and operational topics reflected in the existing curriculum (e.g., targeting, case management, service delivery, linkages, grievance redress, and inclusive SP where relevant).

 2. Diagnostic inputs on gaps, overlaps, and prioritization

• Contribute to the gap analysis and redundancy diagnostic by identifying key content overlaps, missing technical areas, and recommended streamlining options.
• Support articulation of harmonization priorities, including recommended “core” modules and optional or role-specific modules.

 3. Training needs assessment inputs

• Provide technical inputs to the training needs assessment tools and interpretation of findings, including priority competencies by role and function.
• Ensure that learning needs reflect operational realities across national and subnational implementation contexts.

 4. Competency and learning pathway development support

• Provide technical inputs to the SP Competency Framework and Learning Pathway Matrix to ensure that competencies reflect SP policy directions, implementation requirements, and role differentiation, and are aligned with the DSWD Academy’s existing competency framework approach and standards.
• Provide guidance on technical sequencing of learning content, including prerequisites for specialized modules.

 5. Adaptive and shock-responsive SP integration

• Review harmonized modules and propose practical improvements to strengthen coverage of adaptive and shock-responsive SP (e.g., shock triggers, scalability, vertical and horizontal expansion, coordination with DRRM systems, financing, and delivery considerations).
• Identify relevant Philippine policy and operational references, case examples, and tools that can be integrated into modules to improve applicability.

 6. Prototype module pack inputs and validation support

• Provide subject matter inputs to prototype module packs, including refinement of technical content, exercises, case studies, and reference materials.
• Support technical validation with relevant DSWD technical units and contribute to revisions to ensure accuracy and usability.
• Ensure prototype module pack inputs follow the DSWD Academy’s preferred module structure, templates, and documentation requirements, as shared by the Academy.

DELIVERABLES AND TIMELINES

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

Technical inputs to SP Training Inventory and Systems Map

• Performance Indicator: Inventory accurately reflects SP technical content coverage and identifies priority areas for harmonization
• Number of Days: 5 Days
• Timeline: March 2026

Inputs to Gap Analysis and Redundancy Diagnostic

• Performance Indicator: Diagnostic includes technically grounded content gaps, overlaps, and recommended harmonization priorities
• Number of Days: 5 Days 
• Timeline: April 2026

Inputs to Training Needs Assessment (tools and analysis)

• Performance Indicator: TNA tools and interpretation reflect role-based SP technical competencies and operational learning needs
• Number of Days: 3 Days
• Timeline: April 2026

Inputs to SP Competency Framework and Learning Pathway Matrix

• Performance Indicator:  Competencies and pathways reflect SP policy directions, role differentiation, and sequencing and align with DSWD Academy competency and learning standards.
• Number of Days: 3 Days
• Timeline: May 2026

Inputs to Module Review and Streamlining Plan

• Performance Indicator: Streamlining plan reflects technically sound decisions on modules to retain/revise/merge/retire/develop
• Number of Days: 2 Days
• Timeline: May 2026

Inputs to prototype module packs (including ASRSP content integration)

• Performance Indicator: Prototype packs strengthened with accurate SP content, ASRSP elements, and practical examples following DSWD Academy module templates/standards.
• Number of Days: 7 Days
• Timeline: June 2026

Technical validation support and revisions

• Performance Indicator: Validation feedback addressed and priority modules revised accordingly
• Number of Days: 5 Days
• Timeline: July 2026

Total: Up to 30 days



JOB REQUIREMENTS
Education:

• Advanced degree (master’s degree or higher) in Social Policy, Public Policy, Economics, Development Studies, Social Work, Disaster Risk Management, or a related field.
• Additional relevant training in social protection systems, adaptive or shock-responsive social protection, DRRM, or humanitarian-social protection linkages is an advantage.

Minimum Experience:

• At least 10 years of demonstrated experience in social protection policy and programming, including technical work on social assistance and/or social insurance systems and delivery.
• Proven experience providing technical advice to government counterparts on social protection reforms, program design, or systems strengthening (experience with DSWD and Philippine social protection systems is a strong advantage).
• Demonstrated experience contributing to capacity development initiatives, including curriculum review, training content development, or training facilitation in social protection.
• Experience integrating adaptive and shock-responsive social protection concepts into policy, operational guidance, or learning materials is an advantage.

Essential Skills:

• Proven ability to translate complex social protection concepts into clear, practical learning materials, including examples, case studies, and exercises.
• Demonstrated ability to review and strengthen technical content to ensure accuracy, policy alignment, and operational relevance for government training programs.
• Strong analytical skills to identify content gaps, overlaps, and prioritization options and translate these into actionable harmonization recommendations.
• Strong understanding of adaptive and shock-responsive social protection, including practical considerations for scalability, targeting, delivery systems, and coordination with DRRM.
• Strong coordination and stakeholder engagement skills, including ability to work with technical units, consolidate feedback, and support validation and revisions.
• 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.