Organization

iMMAP Inc. is an international nongovernmental organisation that provides information management services to humanitarian and development organizations. Through information management, we help our partners target assistance to the world’s most vulnerable populations. Our core philosophy is that better data leads to better decisions and that better decisions lead to better outcomes. iMMAP Inc.’s critical support to information value chains helps to solve operational and strategic challenges of our partners in both emergency and development contexts by enabling evidence-based decision-making for better outcomes*.*

Background

iMMAP Inc.’s present project is designed to strengthen the information management capacities of the Somalia Explosive Management Authority (SEMA) in the coming years. Earlier in late 2023, iMMAP Inc. introduced the Humanitarian Information Support Team (HIST) in Somalia. This demand-driven and centralised Information Management request system simplifies the support provided to local and international humanitarian actors involved in the Somalia Response. The initiative centred on the establishment of an Information Management Unit that supports and collaborates with humanitarian actors, including UN Agencies, NGOs and INGOs working across various clusters and sectors, including UNOCHA, Food Security and Livelihood, Nutrition and WASH clusters, to enhance data collection, validation, analysis, and reporting. This initiative included the capacity building of the partners, development of interactive dashboards, spatial analysis, and mapping to support processes like the Humanitarian Needs Overview (HNO) and Humanitarian Response Needs Plan (HRNP). In the first half of 2024, the project has facilitated the increased involvement of stakeholders, including the Operational Cell (OC), Area Based Coordination structures (ABCs), Somalia Disaster Management Agency (SoDMA), and Somalia NGO Consortium (SNC). This expansion has enhanced efforts to meet the urgent needs of Somalia’s vulnerable populations amidst the ongoing crisis.

Objective

The MERL (Monitoring, Evaluation, Research, and Learning) Associate will play a pivotal role in advancing institutional research, capacity development, knowledge management, and monitoring & evaluation across public sector institutions and humanitarian-development programs in Somalia. This position involves conducting systems research to assess institutional performance, designing and implementing capacity-building frameworks, and supporting strategic learning processes across partner organisations. The Associate will also contribute to needs assessments, proposal development, and impact analyses, particularly examining the intersection of conflict, climate change, and vulnerability in Somali communities. The role requires a strong analytical mindset, familiarity with development and humanitarian contexts, and the ability to work collaboratively with government, civil society, and international actors.

Important Notice

Kindly note that this position is subject to Fund Availability. iMMAP Inc. reserves the right to cancel or postpone the recruitment process at any stage if funds are not secured.

Description of Duties

• Conduct system-level research on public institutions, focusing on governance, capacity gaps, and service delivery.
• Design, implement, and evaluate capacity-building frameworks for institutional strengthening.
• Develop and support integrated Knowledge Management (KM) systems tailored to public sector and programmatic needs.
• Develop Monitoring & Evaluation (M&E) frameworks and tools aligned with project objectives, donor requirements, and national strategies.
• Support the design and implementation of needs assessments for humanitarian programming and public service gaps.
• Analyse the impact of climate change and conflict on vulnerable populations and existing development or humanitarian programs.
• Produce technical reports, research briefs, and learning products to inform adaptive programming.
• Collaborate with stakeholders, including government counterparts, INGOs, donors, and UN agencies.
• Provide inputs for proposal development, including theories of change, logical frameworks, and evidence-based justifications.
• Contribute to internal learning and adaptive management processes within the mission.

Requirements

Qualifications & Skills:

• Master’s degree in Economics, Development Studies, M&E, Public Policy, and or Social Sciences.
• Minimum 5 years of experience in research, monitoring and evaluation, and knowledge management within development or humanitarian sectors.
• Proven experience in conducting institutional assessments, needs analyses, or capacity gap studies in fragile or post-conflict contexts.
• Strong understanding of M&E principles, logframes, theories of change, and qualitative/quantitative research methodologies.
• Demonstrated ability to analyse complex data sets and translate findings into practical recommendations and strategies.
• Familiarity with climate change, conflict dynamics, and their effects on livelihoods and governance.
• Excellent written and verbal communication skills, including the ability to develop high-quality reports and presentations.
• Experience in proposal development, particularly with donor-funded or institutional strengthening projects.
• Proficiency with assessment and data analysis tools (e.g., Excel, SPSS, Stata), Power BI, SurveyToGo, Kobo, R, and digital KM platforms such as SharePoint, etc.
• Fluency in English is mandatory.

REQUEST FOR CONSULTANTS

The Adventist Development and Relief Agency (ADRA) are a global humanitarian organization with a mission to work with people in poverty and distress to create just and positive changes. ADRA Somalia belongs to the worldwide network, comprised of more than 130 supporting and implementing country offices. ADRA Somalia is seeking for a consultant to conduct a training on enabling capacity for extension and advisory services for climate smart agriculture and resilience.

Background

Achieving food security, while also adapting to climate change and reducing greenhouse gas (GHG) emissions, is a matter of urgency on a global scale. Climate change, food security and food systems are crucial and closely interlinked concepts, which have gained considerable attention given the global efforts to achieve sustainable development goals (SDGs) by 2030. Climate change affects every aspect of food security, particularly in the developing world, as the former interact with other social, economic, demographic and institutional changes, by producing non-linear outcomes. Agriculture undoubtedly represents the most crucial source of livelihood in many poor countries and contributes immensely to their economy, by providing the main source of employment, by providing food and raw materials that serve as an input for the industrial sector, and by contributing to international trade and exports.

The climate in the Horn of Africa is projected to become even drier, warmer, more erratic, and more extreme than in recent decades and thus less favorable to crops, livestock, fisheries, and forestry-based livelihood systems. While most climate models predict higher rainfall, the expectation of a drier climate is supported by the stronger historical evidence. Somalia has a predominantly agrarian economy, with agriculture accounting for about 60% of the country’s GDP. However, the pre-existing vulnerabilities of decades of conflict, climate change, drought, flooding, and insecurity have had a significant impact on the agricultural sector in Somalia. A warmer future, with increased variability and frequency of extreme rainfall events is predicted. The consequences of such changes are dire for Somalia’s agriculture. Higher air temperatures will increase transpiration from soil, tree canopies, and water bodies. More variable and extreme rainfall on already barren soils will result in more run-off and erosion, less groundwater recharge, and less water availability in the surface layers for plant growth. Other likely impacts include reduction of vegetation for grazing and more variable water availability, with grave impacts on livestock herding and related livelihoods. Rising sea temperatures and acidification will also reduce fish stocks and change their distribution.

In this context, climate-smart agriculture (CSA) has been proposed as a useful approach to simultaneously increase food productivity, sustainability, resilience and food security. An important aspect to be considered is the context-dependence of CSA practices, and their great variability at national, regional and local level. In other words, one size does not fit all. Flexibility appears to be the key to making CSA practices successful: farmers in different regions and territories might prioritize different CSA technologies and interventions, and factors that may act as enablers in one context can also function as barriers in another context. To achieve this, the assignment is guided by the Three Pillars of Climate-Smart Agriculture, which will be the focus of the capacity building initiative. They include (i) increasing production: entails training farmers on strategies to boost agricultural output while adapting to changing environmental conditions; (ii) resilience: entails training farmers on how to implement farming practices that are able to withstand the unpredictable effects of climate change; and (iii) avoidance: entails training farmers on how to identify methods that can help them avoid losses caused by climate change, such as extreme weather events.

It is therefore important for an in-depth exploration and explanation of climate change science to key stakeholders, focusing on understanding of the climate models, downscaling, projections, and uncertainties related to climate change. This foundational knowledge base lays the groundwork for effectively introducing actors to the key concepts and practices of Climate-Smart Agriculture (CSA).

Rationale:

Climate-Smart Agriculture is knowledge intensive and entails moving toward more agro-ecology based approach rather than conventional intensification. Implementing and scaling up of CSA at a watershed or landscape level is even a greater knowledge intensive endeavour. Unlike conventional agricultural practices, CSA requires capacity to identify and implement synergetic activities with minimum trade-off that ensure high productivity, enhance resilience, and reduce GHG emissions. Therefore, all implementers of CSA at different scales need to be trained and equipped with the necessary knowledge and skills. Awareness and training among farmers increase success of CSA. Dissemination of information and skills through ‘famer-to-farmer’ pathways are effective in delivering desired results and enhancing climate smart agriculture technology adoption. Exposure visit is essential in accelerating adoption and sustaining of newer innovations for both agricultural extension officers and farmers.

Proper implementation of CSA requires extension and advisory services to build the capacity of farmers on understanding and identifying climate related risks, identifying the relationship between climate risks and other environmental problems, understanding the synergies and trade-offs of different agricultural practices and technologies, estimating required inputs for CSA practices and evaluating the productivity and environmental benefits of CSA. The trainings therefore need to be provided through targeted trainings sessions, meetings, demonstrations, social gatherings and other relevant methods for community participation in planning and implementation of CSA and adoption of CSA technologies. CSA is generally a practice of analyzing the synergies and trade-offs of a set of agricultural practices within a farm, a watershed and/or a landscape level and then implement, monitor and adjust as required. It is therefore imperative that we deliberately focus on building the capacity of experts and development agents to scale up CSA. Equipping extension agents with skills and techniques to implement CSA at the required scale (plot or landscape). Hence, there is a need to develop a standardized CSA training material to train Agricultural Extension Agents and Development Agents.

Overall Objective:

The primary goal of the training is to institutionalize expertise in the line Ministries and within ADRA to bridge the gap between scientific insights and practical applications, fostering climate-responsive planning to safeguard food security in the evolving climate landscape of Somalia.

This Training of Trainers (ToT) aims to advance the knowledge and skills of staff and extension officers to enhance climate-resilient agricultural systems in the target locations of Somalia. This is to be achieved through empowerment and knowledge transfer to communities to help develop more resilient and adaptive agricultural systems, contributing to sustainable agricultural development.

The key objectives of the training are:

1. Empowerment: Equip agriculture extension officers with knowledge and skills to interpret and apply climate change information for climate resilience and adaptive agricultural practices.
2. Knowledge Transfer: Facilitate translation of scientific insights into practical applications to foster climate-responsive planning and food security in the changing climate of Somali.

Target

The direct target for this capacity building initiative includes Agricultural Extension Agents and Development Agents (staff and other relevant parties). The participants will be selected based on specific criteria, including their willingness to participate in the program and their commitment to improving their agricultural practices.

Scope

The scope of the assignment entails:

The spectrum of the dimensions involved in CSA practices is very broad, and they are all interrelated and interconnected. This assignment will focus on the following categories:

1. Water-smart: in situ moisture conservation and efficient water (irrigation) application system
2. Weather-smart: agro-advisory services and robust weather forecasting
3. Crop-smart: improvement and adaptation of varieties with higher input use efficiencies
4. Nutrient-smart: manuring and site-specific integrated nutrients management
5. Cabon and energy-smart: resource conservation technologies and farm chemical reduction
6. Knowledge and technology-smart: gender equality and awareness campaigns to increase capacity-building.

Key activities shall include:

1. Developing a standardized training material for CSA implementers
2. Identify training- of-trainers (TOTs) from project localities
3. Train the TOTs in theoretical and hands-on sessions
4. Help and monitor the TOTs to train CSA implementers at grass root level
5. Provide refresher TOTs with additional skills based on their field experience
6. Monitor and support the TOTs and their CSA implementation capacity at the field level.
7. Pilot and Scale-Up: Potentially include a pilot phase followed by a broader rollout to test and refine interventions.

Methodology

The actors need to be supported to gain critical insights into selecting and implementing locally tailored CSA technologies and practices, with a strong emphasis on strategies to scale up these interventions in their localities to effectively combat adverse impacts of climate change. Exploration of climate hazards, exposure, vulnerabilities, and risk indicators, empowering actors to critically analyze and address the impacts of climate change on agriculture is equally crucial. Another critical component of the capacity building would be to focus on effective communication strategies, with targeted sessions designed to sharpen the skills of actors in engaging and mobilizing farming communities. More emphasis shall be on integrated interactive sessions, hands-on exercises, case study analyses, and dynamic group discussions to maximize the impact and effectiveness of the trainings. Participants should be exposed to tackle hypothetical scenarios to analyze potential climate hazards, exposure, vulnerabilities, and risks, fostering a collaborative and deeply practical learning environment.

Implementation Strategy

Prior to implementation of planned activities extension workers, development agents and Lead farmers will be trained in the technical standards and application of the selected CSA practices and technologies. Training of farmers will be supported by practical field exposure to pilot CSA watersheds and landscapes where relevant technologies, controlled grazing and other sustainable land management approaches are tested. Development agents and technical experts will provide timely support including access to inputs and required information during the implementation of planned CSA measures. Lead farmers will play important roles in providing technical advice to their respective farmer groups and communicate with extension workers based on skill gaps during implementation. Regular exchange between the CSA farmer groups will be facilitated at community levels through the extension workers.

Deliverables

1. Needs assessment reports.
2. Inception report including work plan and climate-smart training approach and manual(s).
3. Training manual (modules and materials)
4. Demonstration plots and community learning events
5. Final project report detailing CSA adoption, achievements, challenges and lessons learned.

Timeline and Budget

1. Provide a detailed project timeline with key milestones and activities.
2. Outline the budget required for personnel, activities, and materials.

Monitoring and Evaluation

• Establish a robust monitoring system to track key performance indicators related to productivity, adoption rates, food security, and climate resilience.

Short term consultancy assignment
· Commencing November 2025, concluding September 2026
· Remote/Various

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About the project:
The Climate Smart Education System Initiative (CSESI) was launched in early 2023 by the Global Partnership for Education (GPE) in partnership with Save the Childre n, UNESCO Education for Sustainable Development Section and UNESCO-IIEP and is implemented in around 35 countries. The initiative seeks to enhance countries’ capacities to mainstream climate change adaptation and environmental sustainability into education sector plans, budgets and strategies as well as to enhance education ministry capacity for cross sectoral coordination on climate and environment-related policy and programming. This involves developing scalable models for this integration and fostering collaboration across all levels to create an environment conducive to building resilience among children and within the education sector.

There is significant need and opportunity to support the education sector in accessing climate finance given the limited investment in adaptation for this sector. Somaliland’s access to climate finance is limited because its sovereignty is not recognized by Somalia or any foreign government. This activity seeks to build climate f inance capacity within Somaliland and identify potential funding sources for the region. The relevant government departments currently need to build their technical and institutional capacity to effectively integrate climate resilience considerations into the education sector planning, particularly in areas such as climate-resilient infrastructure, green building practices, energy conservation, and carbon footprint reduction. Climate change components need to be prioritized in domestic budget allocations and effectively leveraged through international funding opportunities, which presents particular challenges in the context of Somaliland. The relevant government stakeholders as well as civil society actors need to have stronger familiarity and awareness of the global climate funds and potential pathways to access those funds. A joint concept note on education and climate change could include a focus on the differential impacts of climate change on girls, boys and children with disa bilities. This concept note would act as a shared advocacy and influencing tool to support the education sector to come together and access climate finance.

A place to make a difference:
Save the Children is seeking a consultant to support Somaliland in pursuing climate financing to build the resilience of its education system. To support this effort, the consultant will have two main tasks:

1 Training and capacity building for the education sector in Somaliland on climate finance: To address the recommendations from the scoping mission in Somaliland to support the education sector to have stronger familiarity with climate change, the global climate funds, and pathways to access those funds, a training and capacity building package for the education sector in Somaliland on climate finance will be developed and delivered. The focus would be on relevant government stakeholders, civil society groups, Education Sector Co alition, and the Somaliland Education Cluster (EC). The training will include topics of gender and aim to ensure gender balance in the training participants.

2 Support the education sector in Somaliland to be ready to access climate finance: This activity will support the education sector in Somaliland to identify climate finance opportunities and develop a roadmap to access such opportunities. In addition, a design workshop will facilitate preparation of a concept note that clearly highlights education sector priorities already outlined in the guiding documents in Somaliland on climate change and education. Finally, the consultancy will develop an advocacy plan produce materials to support advocacy for Somaliland to access climate finance mechanisms.

Does this sound like the place for you?
We’d love to hear from you. To apply please send an application that includes:
· A letter expressing interest, outlining the experience and expertise of the individual consultant or consulting agency relevant for the work
· A copy of CV(s) or details of expertise in your rese arch institution, or consultancy firm/agency, if applicable
· Sample of previous research work/s, relevant to this consultancy
· Contact details of at least two references
· An operational plan detailing how the work will be done and how the objectives above will be met (maximum 5 pages)
· A financial proposal or costing for items/activities required for the fulfilment of the expected deliverables of the consultancy work

For detailed information, the full Terms of Reference are available here.

Applications must be received no later than COB Friday 17th October 2025.

Save the Children Australia is a child-safe organisation. All consultants are required to undergo an International / Nationa l Police Check, a Working with Children Check where necessary, and sign our Child Safeguarding Policy and Code of Conduct.

REQUEST FOR PROPOSAL CLOUD BASED PAYROLL SOLUTION

Background

SOS Children’s Villages International (SOS CVI**)**, founded in 1949, is a global, non-governmental federation operating in 137 countries, including Somalia and Somaliland. As the umbrella organization, our mission is to work with communities and partners to ensure the rights of all children are fulfilled, particularly those who have lost or are at risk of losing parental care. This vital work is sustained by the generous support of sponsors, donors, and partners globally

Context and objective

This Terms of Reference (ToR) outlines the requirements for the procurement, implementation, and integration of a modern payroll system for SOS Children’s Villages Somalia and Somaliland. Currently organization utilizes Microsoft Dynamics 365 Finance and Human Resources to manage its financial and HR operations. However, existing payroll processes remain largely manual and fragmented, resulting in inefficiencies, limited auditability, and challenges in ensuring statutory compliance across multiple country programs. The lack of seamless integration with the core HRIS platform further exacerbates data consistency issues and limits operational visibility.

To address these gaps, SOS CV Somalia and Somaliland seeks to procure and implement a robust, secure, cloud-based Payroll System that seamlessly integrates with Microsoft Dynamics 365 Finance and HR. The solution should deliver a dependable, auditable, and user-friendly experience that supports timely salary processing, automated payslip generation, and comprehensive payroll reporting in compliance with internal policies and applicable laws. It should also support future scalability through a Software-as-a-Service (SaaS) model, initially implemented at the Mogadishu and Hargeisa offices, with the potential for replication across other locations. The system must adhere to global and local data protection regulations (e.g., GDPR, national labor laws) and ensure encrypted, secure handling of payroll data while enabling real-time data interoperability with the D365 ecosystem.

Scope of work:

The sought-after payroll solution for SOS CV Somalia and Somaliland should deliver a secure, automated, and integrated payroll platform that improves operational efficiency, eliminates manual errors, and ensures compliance with both internal policies and external statutory requirements. The system should build a single source of truth for payroll data and seamlessly integrate with Microsoft Dynamics 365 Finance and HR.

• The payroll system should offer the following critical capabilities:
• Build a unified source of payroll data that enables accurate and real-time reporting
• Fully automate the payroll lifecycle: input, processing, post-processing

1. Input

• Integration with Microsoft D365 HRIS to eliminate manual data entry.
• Automated assignment of salaries, allowances, and benefits based on employee roles and policies.

2. Processing

• Automated calculations for all pay types including bonuses, deductions, loans, pro-rata, and final pay.
• Integration with leave management for automated payroll impact of leave types.
• Online payroll validation to ensure only approved payroll is processed.

3. Post-Processing

• Generate bank payment files in required formats, eliminating manual edits.
• Automatic generation of salary journals for upload into proprietary systems.
• Support for all pay types including 13th month, temporary allowances, and back pays.
• Flexible pay categories with budget code tagging, cost centers, and allocation tracking.
• Monthly, quarterly, and annual summaries of payroll earnings, benefits, and tax.
• Full audit trails and reconciliation reports (e.g., salary variances month-to-month).
• Dynamic payroll reports: registers, tax returns, department costing, custom user reports.

4. System Functionalities

• Support for growing staff volumes including permanent, casual, and temporary workers.
• Automatic pro-rating for hires/leavers mid-month.
• ESS portal with payslip access, loan requests, and salary advance applications.
• Flexible processing of extra payments and deductions with appropriate access controls.
• Ability to simulate, re-run, and back-calculate payroll.
• Ability to handle payroll in multiple currencies, with current use case in USD.
• Bulk updates for exchange rates, tax brackets, salary scales, pension formulas.
• Automatic email distribution of payslips.
• Role-based access controls for transaction approvals and processing rights.
• Automated backups and month/year-end closure controls with rollover capabilities.

5. Data Management

• Allow import/export of data via Excel, Word, and PDF.
• Archive and print historic payroll data for any period.
• Allow document uploads (HR templates, contracts) linked to staff records.
• Enable migration of legacy payroll data from Excel-based sources.

UNICEF works in some of the world’s toughest places, to reach the world’s most disadvantaged children. To save their lives. To defend their rights. To help them fulfill their potential.

Across 190 countries and territories, we work for every child, everywhere, every day, to build a better world for everyone.

And we never give up.

For every child, Health

www.unicef.org/somalia

How can you make a difference?

Scope of Work:

The consultancy will be structured in two phases. Phase one will involve the development of comprehensive guidelines for the care of small and sick newborns including KMC practices for better management of low birth weight/preterm babies. Phase two will focus on the development of training manuals for KMC.

The proposed methodologies will consider existing evidence, align with global newborn standards, and address local needs to ensure practical applicability in various healthcare settings.

The consultant’s scope of work will focus on two phases.

Phase I. Development of National Guidelines for Small and Sick Newborn Care including KMC:

This includes adaptation of the WHO small and sick newborn care guidelines and guidelines from other countries with a similar context. The small and sick newborn care guideline will incorporate a module on the operationalization of Kangaroo Mother Care. The module will support to enhance technical capacity of health care providers on Kangaroo mother care, systematic implementation and scale-up of KMC in health facilities and communities. As well as monitoring and evaluation framework for tracking the implementation of the intervention, including the use of key performance indicators (KPIs) and quality improvement frameworks to ensure sustainability and effectiveness. This will involve adaptation of global best practices to the Somali context and addressing barriers such as facility readiness, staff training, and cultural acceptance.

Phase II. Development of KMC training manuals:

Phase II involves development of KMC training manuals which should include recommendations on how to build the capacity of health workers and community health workers/female health workers to provide consistent, high-quality care to small and sick newborns, including the use and monitoring of KMC.

Methodology:

Under the direct supervision of the MNCH Manager, the selected consultant will be working with the RMNCAH technical working group under the leadership of the Director of Family Health in collaboration of other UN agencies (UNICEF, WHO, UNFPA), INGOs, implementation partners, Academic institutions, private health sector and professional associations. The consultant will also collaborate with program managers from the Federal Ministry of Health and State Ministries as well as other sectors such as Nutrition.

Phase I: Development of National Guidelines for Small and Sick Newborn Care including KMC:

1. Develop a work plan including the outline of the proposed strategy for the small and sick newborn care guideline, including KMC

2. Conduct a Desk review of the newborn situation in Somalia to feed into the introduction and background of the guidelines.

3. Collate the required documents to be used as reference materials for the adaptation and development of the guideline for Somalia (WHO guideline for small and sick newborn, Newborn care in humanitarian settings, newborn guidelines from other countries with a similar context).

4. Present the inception report to the RMNCAH TWG and agree on the timelines and the process (in country).

5. For the initial development, organize an in-person 5-day consultation workshop with technical teams for the development of the guidelines, including a separate field visit to a newborn unit in the national referral hospital, one private hospital and a semi-private hospital.

Produce the first draft of the guideline with the inputs from the consultation meeting.

7. Convene virtual follow-up meetings to incorporate inputs and gaps identified (number of virtual meetings to be decided by the consultant based on needs)

8. Organize 5 days in-person workshop for validation of the guidelines.

9. Finalize and share the final draft of the small and sick newborn guideline for Somalia to include proofreading and editing.

10. Participate in the national dissemination of the guidelines.

Phase II: Development of KMC training manuals:

1. Develop a workplan including the outline of the proposed strategy for the KMC training manuals

2. Collate the required documents to be used as reference materials for KMC training manuals (WHO/UNICEF KMC training guidelines, KMC training materials from other INGOs, KMC training materials from other regions and countries)

3. Present the timelines and the process to UNICEF, Federal Ministry of health and RMNCAH TWG (virtual)

4. For the initial development, organize in-person 5 days consultation workshop with technical teams including the existing KMC TOTs in the country for the development of the KMC training manuals (facilitator and participant manuals).

5. Produce the first draft of the training manuals with the inputs from the consultation meeting.

6. Convene virtual follow up meetings to incorporate inputs and gaps identified (number of the virtual meetings to be decided by the consultant based on needs)

7. Organize 5-day in-person workshop for validation of the KMC training manuals

8. Finalize and share the final draft of the KMC training manuals proofreading and editing.

9. Participate in the national dissemination of the KMC training manuals.

Work Assignment Overview

Tasks/Milestones

Deliverable/Outputs

Timeline

Phase I: Development of National Guidelines for Small and Sick Newborn Care including KMC:

1. Develop workplan including the outline of the proposed strategy for the small and sick newborn care guideline including KMC

2. Conduct Desk review of the newborn situation in Somalia to feed into the introduction and background of the guidelines.

3. Collate the required documents to be used as reference materials for the adaptation and development of the guideline for Somalia (WHO guideline for small and sick newborn, Newborn care in humanitarian settings, newborn guidelines from other countries with similar context).

4. Present the inception report to the RMNCAH TWG and agree on the timelines and the process (in country).

5. For the initial development organize in-person 5-day consultation workshop with technical teams for the development of the guidelines including a separate for a field visit to a newborn unit in the national referral hospital, one private hospital and a semi-private hospital.

6. Produce the first draft of the guideline with the inputs from the consultation meeting.

7. Convene virtual follow up meetings to incorporate inputs and gaps identified (number of the virtual meetings to be decided by the consultant based on needs)

8. Organize 5 days in-person workshop for validation of the guidelines.

9. Finalize and share the final draft of the small and sick newborn guideline for Somalia to include proofreading and editing.

10. Participate in the national dissemination of the guidelines

Inception report with timelines and workplans

5 days- by 15th July of 2025

First technical workshop to develop the small and sick newborn guideline

10 days – by 31st of July 2025

Submission of the first draft

3 days- by 10th of August 2025

Validation workshop conducted

7 days- by 30th of August 2025

Submission of the Final small and sick newborn care guideline edited

3 days- 15th of September 2025

PPT presentation for National Dissemination of the guidelines

2 days- 25th of September 2025

Phase II: Development of KMC training manuals

1. Develop a workplan including the outline of the proposed strategy for the KMC training manuals

2. Collate the required documents to be used as reference materials for KMC training manuals (WHO/UNICEF KMC training guidelines, KMC training materials from other INGOs, KMC training materials from other regions and countries)

3. Present the timelines and the process to UNICEF, Federal Ministry of health and RMNCAH TWG (virtual)

4. For the initial development organize in-person 5-day consultation workshop with technical teams including the existing KMC TOTs in the country for the development of the KMC training manuals (facilitator and participant manuals).

5. Produce the first draft of the training manuals with the inputs from the consultation meeting.

6. Convene virtual follow up meetings to incorporate inputs and gaps identified (number of the virtual meetings to be decided by the consultant based on needs)

7. Organize 5-day in-person workshop for validation of the KMC training manuals

8. Finalize and share the final draft of the KMC training manuals proofreading and editing.

9. Participate in the national dissemination of the KMC training manuals

Inception report with timelines and workplan

5 days- by 1st of October 2025

To qualify as an advocate for every child you will have…

•  An advanced university degree (master’s or higher) in Pediatrics.
•  Minimum 10-15 years of professional experience in neonatal care and kangaroo mother care implementation, and programming.
•  Proficient writing skills in English & Computer skills (Word, PowerPoint, Excel).
•  Strong understanding of the healthcare system in Somalia or similar settings.
•  Excellent communication and facilitation skills, with experience engaging a wide range of stakeholders.
•  Developing country work experience and/or familiarity with emergency is considered an asset.
•  Fluency in English is required. Knowledge of another official UN language (Arabic, Chinese, French, Russian or Spanish) or a local language is an asset.

For every Child, you demonstrate…

UNICEF’s values of Care, Respect, Integrity, Trust, Accountability, and Sustainability (CRITAS).

To view our competency framework, please visit here.

UNICEF is committed to diversity and inclusion within its workforce, and encourages all candidates, irrespective of gender, nationality, religious or ethnic background, and persons with disabilities, to apply to become a part of the organization. To create a more inclusive workplace, UNICEF offers paid parental leave, breastfeeding breaks, and reasonable accommodation for persons with disabilities. UNICEF strongly encourages the use of flexible working arrangements. Click here to learn more about flexible work arrangements, well-being, and benefits.

According to the UN Convention on the Rights of Persons with Disabilities (UNCRPD), persons with disabilities include those who have long-term physical, mental, intellectual, or sensory impairments which, in interaction with various barriers, may hinder their full and effective participation in society on an equal basis with others. In its Disability Inclusion Policy and Strategy 2022-2030, UNICEF has committed to increase the number of employees with disabilities by 2030. At UNICEF, we provide reasonable accommodation for work-related support requirements of candidates and employees with disabilities. Also, UNICEF has launched a Global Accessibility Helpdesk to strengthen physical and digital accessibility. If you are an applicant with a disability who needs digital accessibility support in completing the online application, please submit your request through the accessibility email button on the UNICEF Careers webpage Accessibility | UNICEF.

UNICEF does not hire candidates who are married to children (persons under 18). UNICEF has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UNICEF, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination based on gender, nationality, age, race, sexual orientation, religious or ethnic background or disabilities. UNICEF is committed to promote the protection and safeguarding of all children. All selected candidates will, therefore, undergo rigorous reference and background checks, and will be expected to adhere to these standards and principles. Background checks will include the verification of academic credential(s) and employment history. Selected candidates may be required to provide additional information to conduct a background check, and selected candidates with disabilities may be requested to submit supporting documentation in relation to their disability confidentially.

Remarks:

All applicants must submit an all-inclusive financial proposal. Applications submitted without a financial proposal will not be considered.

Only shortlisted candidates will be contacted and advance to the next stage of the selection process.

Individuals engaged under a consultancy or individual contract will not be considered “staff members” under the Staff Regulations and Rules of the United Nations and UNICEF’s policies and procedures, and will not be entitled to benefits provided therein (such as leave entitlements and medical insurance coverage). Their conditions of service will be governed by their contract and the General Conditions of Contracts for the Services of Consultants and Individual Contractors. Consultants and individual contractors are responsible for determining their tax liabilities and for the payment of any taxes and/or duties, in accordance with local or other applicable laws.

The selected candidate is solely responsible to ensure that the visa (applicable) and health insurance required to perform the duties of the contract are valid for the entire period of the contract. Selected candidates are subject to confirmation of fully-vaccinated status against SARS-CoV-2 (Covid-19) with a World Health Organization (WHO)-endorsed vaccine, which must be met prior to taking up the assignment. It does not apply to consultants who will work remotely and are not expected to work on or visit UNICEF premises, programme delivery locations or directly interact with communities UNICEF works with, nor to travel to perform functions for UNICEF for the duration of their consultancy contracts.

Qualified female candidates are encouraged to apply.

Advertised: Jun 18 2025 E. Africa Standard Time

Application close: Jun 28 2025 E. Africa Standard Time

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Vacancy: Pediatrician Specialist
Terms of Reference
I. General Information
Position: Junior Pediatrician doctor
Position type: Diaspora Participant
Beneficiary Institution: Burao Hospital
Duty Station: Hargeisa
Stream/Band: Stipend commensurate with degree and experience
Duration of Assignment: 12 months (with possible extension).
Deadline for Applications: 21.01.2024

II. Background Information
About the MIDA FINNSOM Health Phase V Project
The past decades have seen continued migration from various African countries, causing a “brain drain” that has debilitated various public sector systems across the continent. Through the IOM Migration for Development in Africa (MIDA) FINNSOM Health project, Somali diaspora professionals have supported institutional capacity building, service delivery, and policy development of health institutions across Somaliland since 2008.

The project is currently in its fifth phase (2022-2025), building on lessons learned from the previous phases, and continues its progress towards improving health outcomes in close partnership with the Ministry of Health Development in Somaliland. Through the short-term deployment of diaspora health professionals, the objective is to transfer their skills and knowledge to the local staff in targeted institutions. Local professionals will remain an integral part of this project to contribute to sustainable outcomes in the health sector in Somaliland and to benefit from the knowledge and skills exchange with the diaspora professionals.

The new phase of the MIDA FINNSOM Health project aims to strengthen sexual and reproductive health and rights (SRHR) for women and girls whilst providing mentoring and training opportunities for local health professionals. The project will give particular attention to gender mainstreaming strategies by promoting women´s participation as MIDA experts, their participation in trainings as local staff, and women´s and girls´ access to quality SRHR services as project beneficiaries. The project will target regional and district hospitals in Borama, Berbera, Buroa, Lasanod and Erigavo as well as some district-level health facilities in underserved areas of Zaylac, Badhan, Ainabo, Odwayne, Buhodle, Sheikh, Arabsiyo, Gabilay, Baligubadle and Salahley, under the leadership of the Ministry of Health Development. The project will also continue to support Hargeisa Group Hospital. MIDA FINNSOM Health project is funded by the Ministry for Foreign Affairs of Finland.

About Somaliland Ministry of Health Development
The Somaliland Ministry of Health Development (MOHD), headquartered in Hargeisa, comprises six main departments: (1) Administration & Finance; (2) Public Health; (3) Reproductive & Child Health; (4) Human Resource Development; (5) Planning & Policy; and (6) Health Facilities & Medical Services. (7) Mental Health Services

III. Duties & Responsibilities
The Somaliland Ministry of Health Development, with support from IOM under the framework of the MIDA FINNSOM Health project phase V, seeks to strengthen the capacity and knowledge of Hospital staff to provide quality pediatric services. These results will be achieved by improving the skills and knowledge of hospital staff to care for infants and children and to provide preventive care. Under the overall guidance of the Hospital Director, the Pediatric Specialist will have the following duties and responsibilities:
1. Interprets test results, discusses treatment and medication, and advises patients and the general public on issues pertaining to child health care. Explains diagnoses to local medical students and residents.
2. Educates patients on the prevention of diseases under five years of age and administers medical care.
3. Carries out daily ward rounds in the hospital department of pediatrics with other medical doctors and nurses, health professionals, medical students, and residents working in that department.
4. Attends to children’s needs, particularly during the first years of life.
5. Performs procedures and provides on-the-job training to local staff and students in pediatric emergencies.
6. Carries out diagnostic tasks, completes treatment documentation and records medical histories.
Conduct routine check-ups on patients.
7. Admits and discharges patients.
8. Participates in case studies and weekly presentations, as appropriate.
9. Is on-call for shifts and emergencies.
10. Participates actively in existing health sector coordination mechanisms and liaises with health sector stakeholders to contribute to 1) addressing the unmet needs in child health, 2) optimizing the allocation of available resources, 3) developing clinical protocols, guidelines, and standards.
11. Complete sporadic rotational assignments to lower-level facilities (some in rural areas) to provide training and follow-up supportive supervision to local practitioners providing child health care.
12. Performs any other tasks required by the line manager.
The MoHD Project Coordinator, the MoHD M&E Specialist, and IOM program officer will support this assignment through interaction with the qualified expatriate and beneficiary institution.

IV. Requirements
Besides the specific outputs mentioned in section III, MIDA FINNSOM Health project phase V is requiring the following deliverables to submit throughout the assignment. These are the standard requirements for all assignments under this project:
1. Transfer of skills: The main responsibility of the qualified Somali expatriate—which he/she will be measured against—will be to ensure continuous and systematic transfer of knowledge and skills as related to the assignment. It will have to be agreed with the beneficiary institution that staff will benefit from this knowledge.
2. Work plan: A work plan must be developed with the Supervisor during the first week of the assignment to provide clear and time-bound activities to successfully implement the outputs of the assignment. This work plan will be shared with the supervisor, MoHD coordinator, MoHD M&E Specialist and IOM M&E officer. This work plan can be revised during the assignment to reflect on new developments or changes.
3. Quarterly and Final Reports: Quarterly progress reports will be submitted by the expert to the supervisor, MoHD Coordinator, MoHD M&E Specialist and IOM M&E officer. At the end of the assignment, the participant must also provide a final report covering the duration of his/her assignment.
4. Exit interview: An exit interview will be conducted to ensure that a proper exit plan has been put in place to sustain the achievements, upon completion of the assignment.

V. Qualifications Level of Education:
• Bachelor of Medicine and Surgery
• Pediatrics resident for a known university Years of work experience in what area(s):
• Worked as a medical doctor
• Proven working as junior professional with the at least a year as doctor Languages needed:
• Fluent in English.
• Somali. General Skills / Other Requirements:
• Good communication skills.
• Ability to operate as part of a team, but also independently, depending on the situation.
• Ability to use Microsoft Office programs (Word, Excel, and PowerPoint) and web-based management systems.
• Ability to find innovative solutions to complex problems.
• Excellent patience.
• Ability to identify innovative approaches to problems in a challenging environment.
• Ability to transfer knowledge and skills.

VI: Monthly Stipend
The monthly stipend amount will be determined by MIDA FINNSOM Health project phase V based on degree and years of relevant experience.

VII: Security and Insurance Modalities
Health insurance—including evacuation due to a medical emergency—will be provided by the project. However, experts will be requested to provide a recent medical certificate stating that they are physically fit and able to work in a hardship area in Africa.

Please note that IOM, according to the contract, will not be responsible for the security of qualified Somali expatriates. The host beneficiary institution will be responsible for the security of the individual.
Before leaving the country of residence or upon arrival in Somaliland, the qualified Somali expatriate will receive a pre-service briefing including security advice and cultural background.

he objective of the consultancy is to:

1. In collaboration with CEFA technical team, assess and verify the proposed canals for rehabilitation;
2. Review and validate the proposed desilting quantities for the selected irrigation canals;
3. Prepare schedule of quantities for excavation for each canal;
4. In collaboration with CEFA technical team, identify and register workers and foremen who will conduct the cash for work activities on the canal rehabilitation;
5. Conduct supervision of canal desilting works implemented by the community members through cash for works programme;

This assignment will be executed in two (2) phases.

1. Phase one (1) will consist of technical assessments and preparation of schedule of Quantities for each canal;
2. Phase two A (2A) will consist of supervision of canal rehabilitation works.
3. Phase one (1) – Technical Assessment and Preparation of Schedule of Quantities

This phase will be characterized by mobilization, initial stakeholder engagements, site visits for the assessment of the already identified canals, topographic survey and preparation of schedule of quantities.

The assessment will cover at least 3 irrigation canals identified during the rapid assessments conducted by CEFA previously in Jowhar with a total length of 8.6Km as shown in table 1. In collaboration eith CEFA technical team the Consultant will assess and verify these canals.

Table-1: Summary of proposed canals

Item No.

Locations

Canal Name

Current Length (m)

1

Bayahawo

Shaminto

2,100.00

2

Timire

Buqle

3,900.00

3

Abdi Galadey

Shantey

2,600.00

During Phase-1 of the assignment, the consultant will be expected to carry out the following tasks:

1. Mobilization of his staff and initial field visits and engagement of relevant stakeholders including target communities;
2. Liaise with the canal committees and the CEFA technical team to assess the identified canals to be rehabilitated/desilted;
3. Map the targeted irrigation canals and farmers and produce geo-referenced layouts showing the current areas under irrigation and potential total area targeted for each irrigation canal;
4. Carry out longitudinal and traverse survey along each canal;
5. In collaboration with CEFA technical team and local communities, obtain ther secondary data available to establish the initial dimensions and levels of the silted canals in order to propose sound rehabilitation/ desilting plan;
6. The consultant will propose and recommend proper farmer-oriented operation, management, and maintenance mechanisms to ensure the rehabilitated canals remain useable in future.
7. Assess the existing condition of the canals, quantify rehabilitation works in terms of but not limited to: bush clearing, desilting quantities, and embankment formation among others;
8. The consultant will provide detailed photographic plates with marked locations for the status of the canals to be used as a baseline for comparison after rehabilitation.
9. Carry out topographical survey and mapping of the location of proposed infrastructure;
10. Produce cross sections and longitudinal profiles using the survey data showing existing ground level, proposed ground level, embankment level and water level;
11. Liaise with CEFA Irrigation Officer, Village Committee, Canal Committee to identify the farmers and workers;
12. Prepare and submit an implementation plan for all activities, to CEFA technical staff for review and approval.
13. Phase Two (2) – Supervision of rehabilitation works

During this phase the consultant shall be responsible for the supervision of the rehabilitation / desilting works for canals under Cash For Works Programme. The main tasks to be performed shall include but not limited to the following:

1. Mark and set out all the canals to be rehabilitated / desilted;
2. Assign and allocate work potions to individual farmers/workers;
3. Guide the workers on the procedures and methods to be followed during cleaning and de-silting of canals;
4. Provide timely assistance and direction to the workers in all matters related to clarification of the works and measurements;
5. Monitor the implementation of the work done to ensure appropriate levels and dimensions of the canals are attained and properly maintained;
6. Take and record measurements of the completed works in terms of length and volume excavated;
7. Maintain records of portions of work done by each farmers/worker and number of days worked;
8. Liaise with the CEFA technical staff for any technical guidance and approaches to be used for the execution of the works;
9. Report to the Project Manager and CEFA technical staff the measurements taken for each canal for approval and confirmation;
10. Report to CEFA every week (On Friday) the verified progress and completion of the works for each canal in form of measurements and pictorial evidence;
11. CEFA Jowhar will make payments through a specialized provider, Hormuud through mobile cash transaction to the workers based on the work done by each worker, portions of work done and or the number of days worked on pre-agreed rates. All the payments done must be reported with mobile cash transaction list and receipt to CEFA NBI on weakly basis and must be approved by the supervising engineer (evidence of payment must be attached) and CEFA local staff in charge;
12. Be on site at all times during canal rehabilitation works and ensure adherence to approved implementation plan;
13. Prepare and submit to the project manager assessments reports, weekly summary reports and Completion report
14. Perform all other tasks, not specifically mentioned above, but which are necessary and essential to ensure the successful implementation of the proposed canal rehabilitation works through cash for works programme.