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, education
How can you make a difference?
Background:
From November 2022 to April 2023, the UNICEF People analytics team, in the Human Capital Intelligence and Technology section, Division of Human Resources (DHR) engaged in two phases of an initial study on how talents flow in, out and across between 2009 to 2021 to help better understand UNICEF staff’s career progression in the organization. The career progression analysis leveraged data science techniques to identify what factors are associated with progression and determined whether certain groups of talent progressed faster than other diversity groups.
– In the first phase of the study (position centric), two sets of classification models were developed to compare externally vs internally filled posts and the posts filled with progression vs non-progression moves. Logistic Regression, XGBoost, and Random Forest models were trained and evaluated using standard data science metrics. The findings showed that younger candidates were hired externally, while internal movements mostly involved candidates from the senior age group. Openings filled with progression were more likely to be filled with staff from Programme countries, and younger population (30-39) was more likely to move into openings via progression. Moreover, openings with Category code National Officers (specially NO-3) were more likely to be filled with progression. Finally, openings were more likely to be filled by a promotion or upwards category change when the incoming staff member comes from a duty station with a lower hardship ranking.
– In the second phase of the study (people centric), the survival analysis method was used to determine the factors affecting the time to first promotion or category change for young and mid-career 1 (36 to 45) UNICEF staff members. The study used cox regression analysis to model the effects of hiring features and evolving features on the time to first progression, and the findings were presented separately for different categories of staff (International Professionals/IP, National Officers/NO, and General Services/GS). The study concluded that some features, such as Junior Professional Officers (JPOà experience and hiring level, have a significant impact on the time to first progression, while other features, such as gender and geographical diversity, have a marginal impact. The model’s performance is expected to decline for mid-career 1 staff members due to the lower number of events.
Assignment:
Under the general guidance of the HR Planning Specialist, P3, and in close day-to-day collaboration with the HR Officer (Data analytics and reporting), P2, People Analytics team, the consultant is responsible for delivering on a third phase of career progression analysis including the development of a digital template for career profiles for talent planning, and for initiating an analysis on the UNICEF global staff survey (GSS) results with a Diversity, Equity and Inclusion (DEI) lens for improving employee engagement and organizational culture, as follows:
– Senior staff (SSR) Profile. Develop a methodology for populating a digital template of workforce data (skills and experience) and career aspiration data (personal interests) as a prototype for talent development and succession planning. Develop a control group in comparison to the SSR group to identify what the shared attributes of the SSR are. Some of the hypotheses include “cross-geographical and cross-specialty movements increase the likelihood that staff reached SSR level” and that “work experience in D/E duty stations will increase the likelihood that staff be selected as SSR”.
– Success profile of staff who were able to break the barriers and move across HQ/Field, and/or different specialties. The organization overall has more positions in the lower levels and staff get more chances for promotions or category changes in their early or mid-career. As they become more and more experienced, staff shift their career focus to sustainable growth instead of promotions or category changes. Future career progression study can be done around pinning down what factors that help staff break down the geographical and specialty barriers.
– Similarly, study on the staff who can stay competitive in UNICEF’s workforce. To measure it, a study can be developed to understand the success profile of staff who managed to find new posts while current posts got abolished.
– Moreover, the purpose of the consultancy is to consolidate the UNICEF Global Staff Survey (GSS) data with the current HR datasets to understand how people experience correlates with DEI progression, career progression and other HR activities.
Scope of Work:
The consultant will perform the following tasks:
a) Lay out analytics foundations for Talent Summaries and Develop Role matches
•Design a digital talent card that summarizes workforce profile from strategic workforce plan and individual skills assessment and career aspirations for use in talent development, succession planning and career progression
•Conduct descriptive analysis to identify the shared attributes of SSR group.
•Identify the potential critical variables that can be used to build “best-fit” predictive algorithm.
•Present data reports, including visualization
b) Career Progression Analysis with a focus on how staff can obtain sustaining career growth in UNICEF
•Design and conduct studies to identify the factors that contribute to staff’s career progression in UNICEF
•Construct variables and build datasets that facilitate the analysis
•Use appropriate data techniques and models to analyse the data
•Conduct analysis and extract insights
c) HR datasets consolidation
•Clean and Process Global Staff Survey data
•Conduct an analysis that draw the connections between DEI (statusquo and improvement), GSS people engagement results and staff’s career progression over the years.
•Build meta data-structure that links HR datasets in SAP, TMS, Global Staff Survey and DEI metrics.
d) Capacity building
•Deliver presentations and reports to provide updates on the key project milestones.
•Communicate the findings in non-technical languages to audience in DHR and business audience.
DELIVERABLES
- Identify success profile of staff who were on abolished posts but managed to find new posts in the organization. Career progression analysis report is updated with the success profile of staff who were on abolished post.
- Identify success profile of staff who were able to break the barriers and move across HQ/Field offices Career progression analysis report is updated with the success profile of staff who were able to break the barriers and move across HQ/Field offices.
Delivery deadline: August 30th, 2023
- Identify success profile of staff who were able to break the barriers and move across different specialties. Career progression analysis report is updated with the success profile of staff who were able to break the barriers and move across specialties.
Delivery deadline: September 30th, 2023
- Develop a control group in comparison to the SSR group and identify what are the shared attributes of SSR; and identify the potential critical variables that can be used to build “best-fit” predictive algorithm. Career progression analysis report is updated with the shared attributes of SSR and the models that include critical variables and their associated magnitudes
Delivery deadline: November 31st, 2023
- Clean up and process the historical GSS data, build measures and complete explorative analysis to understand the distributions, trends and correlations between GSS data and HR data. A report on the methods used and findings from the explorative analysis on the correlation between GSS and HR data
Delivery deadline: February 28th, 2024
- Develop a metadata structure for UNICEF HR datasets (GSS, VISION/SAP, TMS and vendor management system) A report with the metadata structure for UNICEF HR datasets.
Delivery deadline: March 31st, 2024
- Conduct enhanced correlation analysis leveraging GSS data, DEI, career progression and HR activities data over years Enhanced people experience report is updated with the correlation findings.
Delivery deadline: June 30th, 2024
To qualify as an advocate for every child you will have…
- An advanced university degree Master’s in Data Analytics, Statistics, Data Science, Computer Science, or other related fields of study.
- A minimum of 2 years of relevant professional experience
- Proficient in Phyton or R
- In-depth technical knowledge of Microsoft PowerBI
- Knowledge of SAP is an asset
- Knowledge of Human Resources is desirable
- Excellent organization Skills, initiative and creativity, solid judgement/decision-making skills
- Fluency in English is required. Knowledge of another official UN language (Arabic, Chinese, French, Russian or Spanish) or a local language is an asset.
How To Apply:
The application is to be submitted through the online portal and should contain three separate attachments:
- A Cover letter explaining suitability for the position (to be uploaded online under the “Cover Letter” tab)
- Curriculum Vitae (CV) (to be uploaded online under the “Resume” tab)
- A financial proposal. Please do not forget to specify your name in the file while saving (to be uploaded online under the “Financial Proposal” tab).
Important Note: Please do not indicate financials anywhere else in the online application form, please mark “n/or 00”, under the fee-related questions in the online application form.
Without all the above 3 documents, your application will be considered incomplete and invalid and may not be considered further.
Any attempt to unduly influence UNICEF’s selection process will lead to automatic disqualification of the applicant.
Please note, UNICEF does not charge any fee during any stage of the process.
Persons from all gender, ethnicity, and religious background meeting the requirements are strongly encouraged to apply.
UNICEF is committed to diversity and inclusion and encourages qualified candidates from all backgrounds including persons living with disabilities to apply.
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 here to serve the world’s most disadvantaged children and our global workforce must reflect the diversity of those children. The UNICEF family is committed to include everyone, irrespective of their race/ethnicity, age, disability, gender identity, sexual orientation, religion, nationality, socio-economic background, or any other personal characteristic.
UNICEF offers reasonable accommodation for consultants/individual contractors with disabilities. This may include, for example, accessible software, travel assistance for missions or personal attendants. We encourage you to disclose your disability during your application in case you need reasonable accommodation during the selection process and afterwards in your assignment.
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. UNICEF also adheres to strict child safeguarding principles. All selected candidates will be expected to adhere to these standards and principles and will therefore undergo rigorous reference and background checks. 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.
Remarks:
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.
Advertised: 27 Jun 2023 Eastern Daylight Time
Deadline: 11 Jul 2023 Eastern Daylight Time
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