SNV recrute 01 Consultant – Women and Youth Leadership Development Programme

SNV recrute 01 Consultant – Women and Youth Leadership Development Programme

SNV

Nairobi, Taita Taveta, Narok, Kajiado, Kenya

Consultant – Women and Youth Leadership Development Programme
Nairobi, Taita Taveta, Narok and Kajiado, KenyaContractContract type: Short term consultancy contract
Company Description
1. About SNVSNV is a not-for-profit international development organization that applies practical know-how to make a lasting difference in the lives of people living in poverty. We use our extensive and long-term in-country presence to apply and adapt our top-notch expertise in agriculture, energy and WASH to local contexts. SNV has an annual turnover of €130 million, over 1,250 staff in more than 25 countries in Asia, Africa and Latin America. We are proud to be an organization that uses project financing to implement our mission. This requires us to work efficiently and to invest in operational excellence.

In its current  Strategic Plan period (2019 – 2022), SNV  more explicitly aims for systems change during project preparation and implementation – by strengthening institutions and kick-starting markets that help many more to escape poverty beyond our projects. We will continue to position ourselves as a premium organization, with a decentralized management approach.
For more information on SNV, visit our website: www.snv.org

SNV Kenya’s agriculture sector program focuses on enhancing market systems of agriculture products through stimulating commercialization of smallholder farming that is market-led, employs good agriculture practices, and observes climate smart and environmentally friendly practices. Projects in the agriculture program aim to improve access to market through improved product quality, increased yield and enhanced food, nutrition, and water security. The global objective is to reduce poverty and improve livelihoods through innovative solutions that address food and nutrition security, sustainable markets, climate smart agriculture, and equality of opportunity for women and youth in employment and business, while ensuring systemic change across value chains.
Job Description
2. The Project ContextLivestock in Kenya contributes 47% to the agricultural sector; 70% of the national livestock herd is found in the Arid and Semi-Arid Lands (ASALs). Livestock in the ASAL areas is kept traditionally by agro-pastoralist societies on common land. They use herd mobility as a measure to mitigate against the frequent recurrent droughts – simply moving with the rains to still green grazing areas. Due to increased population density and dynamics of landownership resulting in parcellation of areas in smaller areas with different private owners (ranches, conservancies, etc.) and land uses, this mobility is seriously restricted. The agro-pastoralist communities have not been able to adapt through modernisation of their grazing practices and development of a fodder supply chain. In addition, climate change, the resulting floods and in particular droughts are more frequent and severe causing degradation of grazing areas due to overgrazing. This can bring the ASALs into a downward spiral, resulting in decreased herd productivity and increased cattle mortality leading to economic losses, affecting livelihoods.

The ASAL counties have the lowest development indicators: 60% of its inhabitants live below the poverty line. Kenya imports 25% of its beef supply which potentially could come from its ASAL areas through improved management and feeding, contributing to its economic growth, creation of jobs, climate resilience and food security. The ASAL economies and landscapes in Kenya are threatened by overgrazing, deforestation, prolonged droughts, diminishing water bodies (both ground and surface water), invasive species, reduced pastures, low animal productivity and high livestock mortality rate. COVID-19 is exacerbating vulnerabilities and inequalities in the Kenyan economy (including impacting ASALs), this action will strengthen the resilience of the marginalised agro-pastoralist households.
Research, including that of Kenya Agriculture and Livestock Research Organisation (KALRO), has made great strides in providing potential solutions with improved grazing management innovations, and improved forage production technologies through superior grasses and forage legumes. Improved genetic material is available but needs to be locally and commercially validated through production and feeding trials, including cattle herds but also small livestock (sheep & goats).
There is a lack of structured business models for seed multiplication and distribution, and seed bulking or commercial forage production and sales could provide opportunities for women and youth enterprise development, as well as opportunities for large scale commercial production. The nature based enterprises in the rangeland ecosystems have greater potential for exploitation for the benefit of women and youth but remain untapped to date.
Improved rotational grazing, sustainable use of underutilised grazing areas, and improved herd mobility across counties would need agreements with respect to grazing payments to land-owners and harmonised county policies. Despite high levels of mobility and frequent movement of large numbers of livestock across county borders, County Integrated Development Plans (CIDP) generally lack an integrated landscape management approach regarding enhancement of the livestock sector and management of land and water resources.
Kenya’s ASALs are vulnerable and ongoing landscape degradation needs to be and can be reversed if changes in approach and management can be accepted by county governments and local pastoralists. Counties lack the capacity to apply a comprehensive grazing and integrated landscape management approach and to work across county borders to build a more resilient system. Furthermore, although relevant national policies are in place, they need to be cascaded,  and implemented at county level.
3. The Integrated & Climate Smart Innovations for Agro-Pastoralists Economies and Landscapes Kenya’s ASAL project
3.1 SNV Kenya (SNV) and Kenya Agriculture and Livestock Research Organisation (KALRO) in collaboration with County Governments – are implementing the Integrated & Climate Smart Innovations for Agro-Pastoralists Economies and Landscapes Kenya’s ASAL project (ICSIAPL). The project is implemented under the EU Development Smart Innovation through Research in Agriculture (DeSIRA) action. The project’s lifetime is from 1st January 2021 – 31st December 2023. The project works in the Counties of Narok, Kajiado and Taita Taveta and is funded by the European Union and the Embassy of the Kingdom of the Netherlands.
The project’s overall objective is to improve livelihoods of agro-pastoralists communities (including women and youth) through improved forage production and livestock husbandry, building on commercialization of climate smart innovations and sustainable landscape management in Taita Taveta, Kajiado and Narok counties.
3.2 The project has three main objectives:a) To promote more productive, profitable, and sustainable livestock keeping systems and to increase resilience of agro-pastoralists and SMEs against climate shocks. The project aims to achieve this through introducing and up-scaling of appropriate innovations in the forage value chain, including improved forages seeds, forage production and commercialisation, and more robust forage related input and service models – both for on-farm fodder crop production and conservation, improved pastures and commercial forage supply chains.

b) To increase capacity of county governments to implement climate resilient integrated landscape management strategies and plans to support agro-pastoralist communities.
c) To improve capacity of county governments to develop local strategies/frameworks for drought resilient sector development compliant with national policies.
4. Assignment descriptionIn supporting women and youth to grow their businesses, the ICSIAPL project is informed by the market-based approach and the SNV’s Balancing Benefit Approach (BBA) that seeks to enhance women and youth’s entry and success in value added businesses and influence business environments to support their agri-businesses as well as enhance equal opportunities.

Consequently, this assignment is targeted at achieving two key project output. These are:a) SMEs (including women & youth enterprises, cooperatives) who have developed business plans are providing forage supply, inputs, and drought resilient technologies to the market, de-risked with an innovation matching fund and/or feed vouchers and b) County governments develop fodder strategies that promote resilience from climate change, are inclusive and provide opportunities for private sector engagement particularly for women entrepreneurs and youth employment and income.

This assignment is therefore, focusing on objectives (a) and (c) mentioned in 3.2 above. The target are women and youth of 18 SMEs and producer organizations in the forage value chain that have partnered with the ICSIAPL project in Taita Taveta, Kajiado and Narok Counties. The main objectives for this assignment are:
(i)  To strengthen business leadership capacity of women and youth working in these business entities to optimise their business potential and capitalise on opportunities in the forage value chain, while at the same time ensuring business sustainability.
(ii) To strengthen the leadership capacity of women and youth to play leadership roles  in their respective business entities and  proactively engage and influence government in the development of inclusive  fodder strategies and frameworks. In addition, build climate resilient and strategic business support to private sector and in particular women and youth in the forage value chain.
In the execution of this assignment, the consultant shall use the SNV’s Leadership Enhancement and Action Plan (LEAP Plus) curriculum. This curriculum has a three-pronged approach to leadership development. These are a) personal b) business and c) societal leadership and is aimed at building capacity and agency among women and youth in each of the three spheres. It is also important for the consultant to understand how gender norms affects leadership capacity for women and youth.  Besides using leadership theories, the consultants shall also deploy a practical methodology that is embedded in the participants’ experiences.
Qualifications
5. Scope of workThe assignment will be implemented in Kajiado, Narok and Taita Taveta counties within a selected number of businesses entities and will entail:

I. Review of ICSIAPL study reportsReview of the gender and youth inclusion report, the forage value chain report, gap analysis and the household survey report that have just been validated

II. Training needs assessmentPrepare a business leadership development training needs assessment tool and methodology
Conduct a needs assessment and business leadership trainingPrepare the assessment reports for each county and use this to inform the leadership plan.
III. Leadership development curriculumCustomize the existing SNV’s leadership curriculum (LEAP-plus) to the ICSIAPL project.

IV. Delivery of business leadershipDevelop a training programme and methodology suitable for women and youth leaders.
Conduct a one-day coaching to ICSIAPL team on delivery of the business leadership module for them to continue providing follow-up support to the women and youth SMEs.Facilitate a three days’ business leadership development training for each county.Provide technical support to the participants in preparation of leadership development plans that cut across the three spheres.Design and conduct mentorship program to women and youth SMEs leaders in the implementation of their leadership development plans. V. Review and documentation  Prepare the training needs assessment reports for each county.
Write training and mentorship reports.Facilitate a post training one-day experience sharing meeting among the participants in each county and prepare a report this.Provide recommendations to ICSIAPL project for continued support to women and youth leaders post the training and coaching.     6. DeliverablesInception report with an activity plan.
Leadership development assessment tool and reports (reports shall be county specific)A learning plan and a methodology.Tailor-made business leadership and mentorship training curriculum for ICSIAPL project.Three county-based leadership trainings reports.SNV staff training reportsDocumentation of lessons learnt and recommendations to improve the leadership program.   
7. Consultant’s qualifications/expertise
7.1 EducationAdvanced University degree in business, enterprise development, development studies, public administration/leadership studies or related field.

7.2 Work experienceDemonstrable experience of at least 5 years in designing and facilitating trainings, especially on leadership.Knowledge and experience on gender and youth in agriculture, value chain development and business development approaches.Experience in development of adult learning processes and learning materials.Coaching or/ and mentorship experiences.Being certified coach is an added advantage.
7.3 Additional requirementsGood verbal and written communication skills.
Excellent report writing and presentation skills.Sensitive and committed to gender equity and inclusion of youth.Good judgement and pays attention to nuances and details.Additional Information
8. Requirements in response to this TORThe following is required from the consultant in response to these terms of reference as a basis for evaluation and choice of the suitable consultant:

a)  Consultant profile.
b)  Capability statement with an expression of interest.
c)   A technical proposal showing the understanding of the TORs and a methodology
d)  A separate financial proposal.
e)  A work plan including proposed number of days.
f)   CV(s) of the lead consultant and any other technical staff/consultants
9. How to applyPlease apply by clicking on the “I AM INTERESTED” tab on this page and submitting an application letter and CV that contains three referees in English before 10 February 2022.

SNV is an equal opportunity employer, and the positions are available for filling at the earliest possible opportunity. Thus, qualified women and men are encouraged to apply.
NB: Only shortlisted will be contacted.
We do not appreciate third-party mediation based on this advertisement.
SNV Kenya does not require you to undergo any medical test prior to employment
POSTULER