Palestinian Water Authority
TERMS OF REFERENCE
Developing Training and Development Strategy, and Training Guidelines for
Palestinian Water Authority
1.
Introduction
On Dec 14th2009 the Cabinet of Ministers of the Palestinian National Authority endorsed an “Action Plan
for Reform” (from here on referred to as “the Action Plan”) towards the definition and implementation
of a comprehensive programme of institutional and legislative reform in the Palestinian water sector1
(“the Sector Reform”). As the central body in the sector, the Palestinian Water Authority (PWA) has the
mandate to lead the reform process in coordination with the established Reform Steering Committee
(RSC). The overall reform include the reorganization of the water sector and the institutions within,
capacity building, and the revision of strategies and policies, when necessary, as a result of any change
that takes place in the architectural arrangement of the sector. Recently, a new Water law was endorsed
reflecting new organization Structure for the Water Sector.
Water Sector Reform
The reform objectives have been defined, and slightly adjusted in the Sector Reform Plan Update (20132015)2 as follows, with regards to:
1.
Institutions, the Sector Reform will establish strong (capable) and sustainable institutions within
a legal framework that clearly defines their roles, responsibilities and the interface (relationship)
between them.
2.
Infrastructure needs, the Sector Reform will improve water supply and sanitation strategies,
policies, investment programs, project designs, and the implementation of projects, in an effort to
substantially accelerate infrastructure development.
3.
Service provision, the Sector Reform aims to accelerate equitable access to a quality service,
while providing improved efficiency and cost-recovery of effectively regulated water operators.
4.
Water resources management, the Sector Reform will help to build the institutional knowledge,
policies, and monitoring and enforcement capacities, as part of an effort to achieve a more sustainable
water resources management strategy.
1
In this document, the “Water Sector” is a term used to refer to the activities associated with water resource management and
the provision of water supply and wastewater services.
2A document that is updated annually, and aims to lay out the intention of the government of Palestine to reform the water
sector over the next 3 years and is produced as a tool of participatory democracy among stakeholders.
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5.
Water consumers, the Sector Reform will aim at improving water demand management and
public health awareness in line with the development of water conservation, environmental and public
health policies.
The anticipated outcomes of the reform include among other things:
1. A revised institutional Water Sector set up into (1) PWA being responsible for policy functions
for water resources, water supply and wastewater and for regulatory functions for water
resources, (2) Water Sector Regulatory Council being responsible for regulatory functions for
water supply and wastewater, (3) the current West Bank Water Department (WBWD) to be
transformed into an independent public company being responsible for bulk water supply to
water supply service providers.
2. One of the envisaged departments of the ‘new’ PWA will be the General Directorate of Capacity
Development for Service Providers which will be responsible for capacity development policy
and strategy development and implementation, institutional audits and training needs analysis,
programming and developing generic capacity development tools to strengthen the capabilities
of the Palestinian water sector organizations
3. The large number of municipal water departments responsible for water supply (300 plus) will
be subject to a process of horizontal integration, including the merging into a limited number of
Joint Service Councils and Regional Water Utilities, and being responsible for the provision of
water supply and wastewater services.
Capacity Development
For existing training cycle functions and integrating these into the new Capacity Development
Directorate under the new proposed Capacity Development function, the current PWA capacities are
insufficient to secure a proper function discharge of the Department and for full compliance by other
PWA units.
The focus of new Capacity Development Directorate (to be established) at PWA is to create systems and
procedures for CD policy and strategy development, performance auditing and improvement planning of
CD service providers, and train PWA staff in the use of these systems and procedures.
2.
Objectives
The primary objective of the proposed technical assistance is to prepare PWA Training and Development
Strategy and Training Guideline in alignment with the PWA Strategic Plan for 2015-2017 that was
recently developed.
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3.
Tasks
The Consultant shall carry out the following list of tasks.
1. Conduct literature review and discuss with PWA counterparts relevant documents including:
a. The Water Sector Policy and Strategy 2012-2032
b. PWA Strategic Plan for 2015-2017 and Implementation Plan for 2015
c. The New Water Law
d. The National Water Sector Strategy 2014-2016
e. Introduction Policy and Strategy for Capacity Development in the Water Sector
f.
Outline Policy and Strategy for Capacity Development in the Water Sector
g. Training Handbook – Training Management in the Water Sector-June 20102. Developing Training and Development (T&D) Strategy for 2015-2017: The T&D is a forward
looking document setting out how T&D will support the achievement of the organization’s
Human Resource and strategic goals and contribute to organizational effectiveness over the
coming years. The primary objective for developing the Strategy is to explore and select options
for addressing learning and development needs. The T& D shall clearly identify vision, mission
and applicable action Plan. To achieve the development of such strategy it is a must to choose
the most appropriate vehicle for addressing training and development and that involves an
iterative process of research, consultation and analysis. It is essential to plan in advance about
what research needs to be conducted and who should be consulted or engaged in developing
the Strategy. In addition, consideration should be given at an early stage to the techniques,
methods, approaches and timetables that will be used for gathering information and exploring
the issues. The data and ideas that are gathered through research and consultation should be
analysed as part of the decision-making process and incorporated in the Strategy as appropriate.
As part of the process of developing a T&D Strategy, The Consultant should take a critical look at
the current T&D policies and practices that are in place across all functional units. The T&D
Strategy should be internally consistent and be mutually reinforcing with other strategies across
the organization. It should be vertically and horizontally integrated, by conducting the following:
a. Alignment with other strategies: this task provides essential information on how the T&D
Strategy is aligned with PWA corporate strategic plan as well as sector development plan,
and how it takes account of the environment in which the PWA is operating. The
information required for this task can be gathered through documentary research and other
secondary sources.
b. Identifying training and development needs: This task sets out how the T&D needs of PWA
are identified. In order to complete this task, a Training Needs Analysis (TNA) need to be
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conducted and a TNA report produced containing the findings upon comprehensive study of
PWA new function, and corporate Strategy. This will require both secondary and primary
research within the organization.
c. Addressing the T&D needs: this task will identify the strategies that the organization needs
to consider to meet the training needs identified in the TNA at the functional level.
Evaluation of training and impact evaluation shall be addressed in this task.
d. Implementation arrangement: this task will come up with a detailed implementation plan of
the training needs of the PWA for the coming three years.
3. Develop PWA Training Guideline (TG): with the objective of setting sound training system within
PWA that reflects training procedures from the TNA, through preparation of training, evaluation
of training, and feedback forms, action plan and follow up. The Manual should set a clear
training Standard operation procedure including forms that will be used by different parties (ex.
Training Department, trainers, trainee’s…). The Guideline should be consistent training articles
with the Civil Servant Law.
4.
Duration of the Assignment, Tentative Schedule and Level of Efforts
The indicative duration of the assignment is 4months; level of effort for this consultancy should not
exceed 25 working days:
(Please see the attached table on Annex1
5.
Reporting and outputs:
1. Inception Report (deadline for submitting end of week No 1)It shall provide a summary of the
revised work plan developed by the consultant. It shall provide details in specific relation to the
planned activities, outputs, schedule, details of how the consultant intends to complete the
services including a proposed timetable of meetings, and workshops general organization of the
project and reporting (venue and all facilities for the workshops shall be provided by the
Consultant). Subject to approval: PWA shall provide comments to the report within two weeks,
whereas the consultant should finalize the document in one week.
2. Draft Training and Development (T&D) Strategy for the next 3years upon conducting several
meetings with PWA Departments and conducting a workshop(deadline for submitting end of
week No 6)(venue and all facilities for the workshop shall be provided by the Consultant)
3. Final Training and Development (T&D) Strategy (dead line for submitting end of week No 8 );
4. Draft Training Guideline for PWA upon conducting several meeting with PWA Training Directorate
and relevant staff, in addition to conducting a workshop(deadline for submitting end of week
No12);
5. Final Training Guideline (deadline for submitting end of week No14)(venue and all facilities for the
workshop shall be provided by the Consultant );
6. Final Report (deadline for submitting end of week No16) this report shall include the full results of
the services carried out by The Consultant. This report shall be submitted first in “draft’’ form by
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the end of the program reviewed and commented upon by the PWA within 2 week of its receipt. A
revised version of the report has to be submitted by The Consultant within 1 week.
Reporting Details:
-
The reporting language shall be Arabic.
-
Deliverables shall be presented in both hard and soft copy, 4 hard, coloured copies of each
deliverable are required which shall be bound and of good quality.
-
PWA shall provide comments on reports within one week, where the consultant shall integrate
them within one week.
6.
Services, and Facilities to be provided to the Consultant by the PWA
-
A meeting room upon prior notice. This will be provided free of any costs to The Consultant. The
Consultant will work closely with the relevant PWA staff.
-
All the documents mentioned in paragraph 3 item1 of this ToR.
-
All of the above mentioned items will be provided by PWA, any other items needed must be
provided by the consultant.
7. Services and Facilities to be provided by the Consultant
-
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Venue and all facilities for 2 workshops shall be provided by the Consultant for 20 PWA staff per
workshop, Upon prior notice and agreement with PWA. The venue shall be conducted at a Hotel.
Contracts Type and Payments Schedule
The contract is a lump Sum payment. Payments will be made upon the submission of an approved
payment request
The payments schedule (Reference to section 5 of the ToR) is:
Payment No
Outputs Delivered and approved by PWA
First payment: 50% of the contract price
Draft and Final T& D Strategy and conducting a
workshop (output # 1,2,3)
Second payment: 50% of the contract prices
Draft and Final Training Guideline and conducting
a workshop (Output # 4, 5, 6)
9.
Qualifications of the Consultant
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10.
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The Consultant shall be specialised in the Capacity building and trainings, and have been
working in related field for the past6years
-
Organization of The Consultant including key expertise
-
Relevant experience in the field of the assignment. The Consultant should have a proven track
record of previous experience implementing similar assignments in the same or related field
and should have successfully completed at least one similar assignment in the last 5 years
REQUIREMENTS FOR EXPERIENCE AND QUALIFICATIONS (Staffing):
-Training and Development Strategy Consultant
The Consultant shall hold the following qualifications:
-
The Consultant shall have proven experience in conducting similar tasks for similar target groups
-
A bachelor degree in business administration, management or equivalent, recognized by the PA
Ministry of Education; A higher degree will be considered to be of added value;
-
Minimum of 10 years of (1) practical experience in Training and Development Strategies, and
Training Guidelines (2)in consulting, training ;
-
Knowledge in the Palestinian water sector is an added value;
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Annex 1
ID
Task Name
Start
Finish
1
Contract Signing
Sun 5/24/15
Sun 5/24/15
2
Inception report
Sun 5/24/15
Thu 5/28/15
3
PWA approval of the Inception report
Sun 5/31/15
Thu 6/4/15
4
Draft training and development strategy
Thu 6/4/15
Thu 7/2/15
5
PWA approval of the draft training Thu 7/2/15
Thu 7/9/15
6
Final Training and Development (T&D)
ThuStrategy
7/9/15
Thu 7/16/15
7
Draft Training Guideline for PWA Sun 7/19/15
Thu 8/13/15
8
PWA approval of the draft trainingThu 8/13/15
Thu 8/20/15
9
final training guidelines
Thu 8/20/15
Thu 8/27/15
10
Final report
Sun 8/30/15
Thu 9/10/15
W1
5/24
W2
5/31
W3
6/7
8
W4
6/14
W5
6/21
W6
6/28
W7
7/5
W8
7/12
W9
7/19
W10
7/26
W11
8/2
W12
8/9
W