Fiji: External Evaluation Consultant

BACKGROUND:

Central to all RC National Societies are the core humanitarian services that they deliver. By delivering gender-and diversity-sensitive humanitarian services, there is greater potential to reach the most vulnerable, to involve them systematically in all decision making and to ensure that their needs inform strategic planning of all services. Gender-and diversity-sensitive programming means having an understanding of the different needs, vulnerabilities and capabilities of women, girls, boys and men of all ages, abilities and backgrounds; and ensuring that this understanding informs programme design and delivery. Gender-and diversity-sensitive programming helps to ensure that humanitarian and development responses are appropriate and that they do not discriminate against people or reinforce existing inequalities. It also highlights the skills and capabilities that women and men of all ages, abilities and backgrounds can bring to the process of building community resilience.

The International Federation of Red Cross and Red Crescent Societies thinks that Gender and diversity needs to be taken into account in two distinct but interlinking ways: firstly, the way that National Societies are constituted in terms of their senior leadership and the composition of their staff and volunteers; and, secondly, in the way that programmes and services are designed and delivered. Accordingly, National Societies must strengthen their structures, capacities and programmes to ensure that they mainstream gender and diversity effectively.

The purpose of the assessment’s findings is to inform recommendations to the RC National Societies on how to strengthen gender and diversity in all areas of their organisations.

Fiji Red Cross Society

The Fiji Red Cross Society is the longest serving humanitarian organisation in Fiji since 1952 when it started as a branch of the British Red Cross, until after independence in 1970 when the Fiji Red Cross Society was established. There is even evidence that the movement started during World War I. However, as with the world-wide Red Cross and Red Crescent movement, Fiji Red Cross Society subscribes to the 7 fundamental principles of Humanity, Impartiality, Neutrality, Independence, Voluntary services, Unity and Universality.

FRCS is an auxiliary organisation to government with a key role in disaster preparedness and response. Fiji Red Cross has three offices nationally (National Office in Suva; two Divisional Services Centres, one in Labasa servicing the Northern and one in Lautoka servicing the Western Division). There are 16 branches across Fiji in: Suva, Sigatoka, Nadi, Lautoka, Ba, Tavua, Rakiraki, Nalawa, Levuka, Savusavu, Bua, Seaqaqa, Labasa, Taveuni, Rabi and Rotuma. The branches work with their local communities and are predominately run by volunteers.

The Society’s core role is the delivery of Disaster Management functions (includes disaster prevention, preparedness, relief and recovery) and assisting the most vulnerable populations including the hard-to-reach populations. However, the Society provides the following projects and activities in non-disaster times: Disaster Management, Community Based Health & First Aid, Building Resilient Communities project focusing on remote and rural populations, Recovery project, Safety and First Aid, Youth, Restoring Family Link after a disaster, Communication and Marketing, Divisional Services, Psychosocial Support (PSS), other Health activities such as NCDs, TB, Reproductive Health and others.

Gender equality is internationally recognized as both a basic goal of development and fundamental to sustainable growth. Three of the Sustainable Development Goals (SDG) are related with gender equality and social inclusion, SDG 1 (elimination of absolute poverty and reduction of poverty by half), SDG 5 (gender equality and empowerment of women and girls) and SDG 10 on reducing inequality (within and between countries) by 2030.

The society had its first Gender policy in 2015 which was adapted from the Fiji National Gender policy of government. Whilst it was a good starting point for a guiding statement on gender issues, it did not encompass the issues of Protection, Gender and Inclusion as a mainstream issue for all FRCS activities.

There is now a need broaden the Gender policy to include these important and closely related issues while doing the assessment on the Gender and Diversity capacities to identify the areas to strengthen.

OBJECTIVE AND METHODOLOGY

The objective of the review is to:

a) evaluate the extent to which the current Gender Policy has been implemented by FRCS

and what are existing gaps and challenges of the policy

b) and to determine and analyse achievements and areas for improvement and continued relevance through the gender and diversity assessment

In addition, the review is expected to include:

· Assessment and specific examples of changes in knowledge, perception, attitude and practice of the beneficiaries’ communities in relation to gender and resilience building

· Assessment of the effectiveness of community gender engagement in program design, implementation and monitoring

· Lessons from gender community engagement in target communities that can inform future Fiji Red Cross programming

· Facilitate a two-day reflection workshop for FRCS to reflect on gender programming and community engagement since 2015

· Assess and synthesise this data to capture findings and make recommendations to inform future FRCS programming

Any data collection tools should be finalised in consultation with the project team.

KEY EVALUATION QUESTIONS:

These are some examples of the questions that are going to be assessed during the Gender and Diversity Assessment.

1. Is gender equality integrated throughout the 13 areas of work of FRCS (i.e. Disaster, Health, Youth, BRCF, Recovery, Communications & Marketing, RFL, Safety, Finance, Shop Retail, Divisional Services, Branch and communities)?

2. Is there reasonable access and equity for both men, women, boys and girls who are beneficiaries of FRCS community programmes?

3. Is there reasonable and equal opportunities for employment / engagement for both men and women staff / volunteers?

4. Who are some known social groupings or persons who need protection in the communities where FRCS works in?

5. Are there separate and safe spaces for women, children, disabled and other marginalised persons at Evacuation Centres?

6. Does FRCS advocate for reasonable and equal opportunities, participation and security of women, children, disabled and other marginalised persons in communities it works in?

7. To what extent are female and male stakeholders satisfied with the Gender Equality?

8. Was a detailed gender analysis conducted during the last few years?

9. Were Gender-sensitive indicators developed to measure both qualitative and quantitative gender equality work at FRCS?

10. Are disaggregated data gathered to support gender equality work?

SCOPE

This review will need to cover:

1. Beneficiaries at community level (community leaders, women’s group, youths, children, marginalised groups) and other relevant community-level stakeholders (ie: government stakeholders, CSO stakeholders) and branches.

2. Branch executives and volunteers

3. Institutional will, capacity and resourcing

FRCS works with over 60 communities in Fiji on resilience building across all of its projects. For practical reasons, this review will seek consultations with four communities – two Indian and 2 Fijian communities.

The Consultant will be required to develop the questions and interview guides for focus group discussions and key informant interview. The consultant will also be required to facilitate a two-day reflection workshop with the FRCS team. This workshop is intended to respond to the research questions and elicit reflections on practice and alignment of gender issues to program objectives. This workshop will be coordinated in consultation with staff from FRCS.

The duration for this review will be 20 working days.

KEY DOCUMENTS:

· FRCS Constitution

· FRCS Strategic plan

· FRCS Gender Policy

· FRCS Child Protection Policy

· FRCS HR Manual

DELIVERABLES

1) Final Draft of the FRCS new and updated Protection, Gender and Inclusion policy

2) Draft and final version of the report/outputs.

3) Final Report of Gender and Diversity assessment outputs with source materials as Annexes

The report should:

· be jargon free, clear and simply written;

· not exceed 15 pages (excluding annexes)

· include an Executive Summary, brief project background, clear explanation of the review methodology, ethical procedures followed, findings and recommendations;

· ensure analysis is always backed up with relevant data, with reference to the data source;

· ensure limitations are clearly stated and explained

· contain at least the following annexes: (i) Terms of Reference, (ii) Itinerary for field visit, (iii) List of documents reviewed, Schedule of Visits and Meetings, persons interviewed/involved in Focus Group Discussions, (iv) Data collection tools, (v) budget

· One electronic file containing cleaned qualitative and quantitative data collected, and one file with the original data collected.

PROPOSED TIMEFRAME

Consultants will need to provide a timeframe regarding all the different steps of the assessment before the end of March 2019.

Qualifications and Experience required

• At least 10 years of relevant professional experience working in a humanitarian context, including substantial field-based experience in protection, gender and inclusion.
• Demonstrated evaluation and research experience in humanitarian contexts and in conducting qualitative research.
• Proven relevant experience in developing gender and diversity organisational assessments.

· Excellent interpersonal and communication skills: the ability to successfully and effectively communicate with people in a multi-cultural environment;

· Excellent analytical skills: data analysis skills including the capacity to collect and analyse qualitative and quantitative data from various sources to produce meaningful analysis for strategic planning, programming, advocacy and other needs.

• Good understanding of the issues of Gender and Diversity in the Pacific Region.
• Willingness and ability to be flexible
• Availability February and March

The closing date for this call is 5th of February 2019

Applications will be reviewed on a rolling basis, and the position may thus be filled before the closing date.

If you are interested in this role please submit your CV, cover letter, a brief technical proposal outlining your proposed work plan and budget to SalmaRuhaizah.UMAR@ifrc.org