- Conduct a training needs analysis with programme and project staff in relation to the targeted areas as well as additional areas which may be identified. This is likely to take the form of one-to-one discussions and/or focus groups with a sample of the target population. This should be a human centred process based on design thinking principles so that the specific needs of programme management across the organization are understood and addressed by the eventual learning offer. It will also build on existing data where available, such as a recent survey carried out by IOS to assess training needs on procurement.
- Liaise with the subject matter experts in the areas of budgeting, contracting, procurement and recruitment, to (a) identify possible areas for training based on experiences of supporting colleagues in the relevant processes (b) review existing training materials, user guides etc. where applicable; (c) propose training architectures and reach a consensus as to the approach to be taken for each area and the indicative content; (d) identify which elements of training materials should be mandatory for which categories of the target population to be trained.
- Benchmark against other UN agencies on their approach to training in the relevant areas. Where possible, identify which materials may be used as a basis for learning materials in UNESCO – in terms of content, and/or methodology.
- Develop a draft evaluation framework, based on the proposed architecture and structure.
- An identification of learning needs for each category and level of learner in the programme function so that UNESCO is able to deliver on its complex and varied programme.
- An overview of the current training and user-support resources that exist within UNESCO.
- A recommended training architecture that is engaging and intuitive for the end-users (the programme staff), with an indication of the content to be covered in each element of the architecture. This may include programmes developed by other UN agencies and/or international organizations.
- A recommended approach for the design, development and delivery methods of the learning elements to be developed.
- A recommendation for the elements to be made mandatory for different categories of the targeted population.
- A proposed workplan for the subsequent stages of the development/ acquisition of the learning materials and a learning implementation plan.
- A proposed evaluation framework for the selected learning approach.
- Have a minimum of 7 years of relevant experience.
- Have experience in carrying out identification of training needs and designing programmes
- Be fluent in spoken and written English, and have strong writing skills.
- Have learning & development experience in an international government organisation, and preferably within the UN experience. Experience of all aspects of learning & development (design thinking applied to learning needs analysis, design, delivery and evaluation) is preferred.
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