PTION OF THE ASSIGNMENT
ll objective The overall objective of the assignment is to assist BURS in further improving its effectiveness by enhancing the capabilities of its workforce in order to meet the challenges of tax administration reform.
fic objectives The specific objectives of the assignment are to conduct a training needs analysis of BURS staff, measured against the requirements of its new structure and its Strategic Plan 2006-09, and recommend a framework training programme for addressing the identified training needs.
ted Outputs The expected outputs are – • Inception Report; • TNA Methodology; • Training Needs Analysis; • Draft Report setting out – o Findings of the TNA; o Evaluation of TNA findings; o Recommendations for prioritised, strategic responses to key findings; o Recommendations to resolve incongruities; and o Skills transfer activities; • Workshop presenting Draft Report; • Framework Training Programme; • BURS capacity to conduct TNA developed; and • Final Report.
ities
The Contractor must –
ing preliminary consultations with key stakeholders, develop an Inception Report revising the methodology, outlining key issues to be looked at and how these will be addressed, and including a project implementation plan that clearly sets out the activities, outputs, expected outcomes, approval requirements, associated timelines and which will act as a governance and management framework for the implementation of the Terms of Reference; the existing organisational structure, job descriptions, conversion rules, employee baseline information for skills sets and competencies, approved Training Policy, inherited and existing training programme, Strategic Plan 2006-09, Annual Business Plan 2007/08 and other relevant data provided by BURS, or requested by the Contractor; p a methodology for the most appropriate conduct of the training needs analysis (TNA) of BURS and its employees, having regard to international practice, particularly in relation to revenue agencies in particular and public sector reforms in general, in relation to TNA methodology and taking into account cultural norms which impact on the fullness and validity of the TNA; t a TNA based on the developed methodology agreed with BURS; hensively report to BURS on the findings of the TNA to specifically include key findings of the TNA and recommendations for prioritised, strategic responses to the key findings; fy any conflict or incongruity between the Training Policy, Annual Business Plan and Strategic Plan and the finds of the TNA, and to make recommendations to resolve the conflict or incongruity; t to BURS’s strategic response, prepare a framework training programme to – r training to addressed identified needs in relation to employees’ lack of competencies, skills sets and qualifications required by each employee’s job description; fy the expected outcomes to be achieved from the delivery of the training; end the most appropriate training delivery platform; and e timeline, financing and other resource requirements which BURS would need to consider and procure or supply in order to implement the training programme, and which will be structured to identify training programmes to address both needs at a BURS divisional level and needs at a functional, cross-cutting level (which will cover more than one BURS division); hout the TNA, and when making recommendations, consult and engage with stakeholders to ensure high level awareness of recommendations to assist with subsequent implementation, if accepted; end a frequency, a methodology and instruments for future training needs analyses; p BURS’s capacity for conducting future TNAs by using in-house capabilities, with no or limited outsourcing, by – ively involving BURS HR staff in the development of the methodology and conduct of the TNA in an agreed role; fying any skills gap between existing BURS TNA capacity and required future capacity; ing and delivering a training and mentoring programme to close the identified skills gap by transferring TNA skills from the Contractor to BURS, including the HR staff participating in the TNA.
S PROFILE
It is envisaged that 3 experts are required for the mission (one Team Leader, category II, 65 working days and 2 TNA Experts of category III, 21 working days each). The Framework Contractor is however free to propose a Team with only 2 experts, i.e. a Team Leader and another Expert (for 42 working days) covering the skills and qualifications outlined for both experts 2 and 3. Offers proposing a Team which does not match closely the below skill/experience requirements will not be considered.
Expert 1 – Team Leader (Category II) •Education Tertiary education qualifications (Bachelor’s degree or equivalent from a recognised university) in a discipline directly relevant to human resources development and organisational training needs is required.
. Experience The TNA Expert 1 must be experienced in the conduct and management of TNA and must satisfy the following criteria: i) at least 10 years relevant professional experience; ii) demonstrated success in implementing similar projects (i.e. substantially similar activities and outputs) in a Revenue Agency or Department; iii) demonstrated understanding of the role, and training needs, of revenue agencies; iv)demonstrated understanding of the role, and training needs, of corporate services within a large organisation that is newly created or undergoing structural reform; and v)demonstrated experience of managing in a team environment.
Expert 2 – Taxes Subject Matter Expert (Category III) •Education Tertiary education qualifications (Bachelor’s degree or equivalent from a recognised university) in a discipline directly relevant to human resources development and organisational training needs, or taxation, is required.
•Experience The TNA Expert 2 must be experienced in the conduct of TNA and must satisfy the following criteria: i)at least 5 years relevant professional experience ii)demonstrated success in implementing similar projects (i.e. substantially similar activities and outputs) in a revenue agency or department; iii)demonstrated understanding of the role, and training needs, of domestic taxes departments within a revenue agency; and iv)must have knowledge and understanding of tax policy and tax administration reform programmes, particularly as they affect domestic tax operations.
Expert 3 – Customs Subject Matter Expert (Category III) •Education Tertiary education qualifications (Bachelor’s degree or equivalent from a recognised university) in a discipline directly relevant to human resources development and organisational training needs, or customs & excise, is required.
•Experience The TNA Expert 3 must be experienced in the conduct of TNA and must satisfy the following criteria: i)at least 5 years relevant professional experience; ii)demonstrated success in implementing similar projects (i.e. substantially similar activities and outputs) in a revenue agency or department; iii)demonstrated understanding of the role, and training needs, of customs & excise duties departments within a revenue agency; and iv)must have knowledge and understanding of tax policy and tax administration reform programmes, particularly as they affect customs & excise operations.
rence Preference will be given to potential experts who can demonstrate – i)Sub-Saharan previous experience; ii)success in implementing similar projects in new and/or transitioning organisations; iii)success in implementing similar projects in developing countries.
ng language(s)
The working language for all experts is English.
ON AND DURATION
ing date
1st/2nd week of March 2008
