REQUEST FOR EXPRESSIONS OF INTEREST (CONSULTING SERVICES – FIRMS SELECTION) – : Consultant to Implement Gender-Based Violence Mapping of Services, Prevention and Response (GBV) Activities, particularly Sexual Exploitation and Abuse (SEA), and Sexual Harassment (SH)

REQUEST FOR EXPRESSIONS OF INTEREST

(CONSULTING SERVICES – FIRMS SELECTION)

 

 

The Gambia Electricity Restoration and Modernization Project (GERMP)

Loan No./Credit No./ Grant No.: IDA-D6530

Assignment Title: Consultant to Implement Gender-Based Violence Mapping of Services, Prevention and Response (GBV) Activities, particularly Sexual Exploitation and Abuse (SEA), and Sexual Harassment (SH)

Reference No. (as per Procurement Plan): GM-NAWEC-181510-CS-CQS-BIS

 

The GERMP additional financing, with the amount of USD 43 million, is currently under preparation and is approved by the World Bank Board of Executive Directors on June 29th, 2020. This project, which expands the scope of the parent GERMP, aims to improve the operational performance of the National Water and Electricity Company (NAWEC), which provides electricity and water services throughout most of the country.

 

The World Bank’s recent Good Practice Note on Combating Sexual Violence in the Financing of Major Civil Works Investment Projects (GBV Good Practice Note), recognizes that projects involving civil works may increase the risk of SEA and SH, including violence against children (VAC), which may be manifested in different ways, for example:

 

  • Projects like the Gambia Electricity Restoration and Modernization Project (GERMP) with a large potential influx of workers and higher wages for workers can increase the demand for transactional sex or the risk of early marriage in a community where marriage to a project employee is considered the best livelihood strategy for an adolescent. The risk of SEA between workers and minors may also increase.
  • Projects create changes in the communities in which they operate, especially a shift in power dynamics between members of the community and within households. For example, men in the community may be embarrassed when they think that workers are interacting with women of their community or when women working on the project are starting to bring more money than usual into the households. As a result, risks of abuse can occur not only between project staff and those living on and around the project site but also within the households of project-affected communities.

With oversight from the GERMP Project Implementation Unit’s (PIU) Social and Gender Specialists, the overall objective of this assignment is to assist the GERMP PIU in the mapping of related services, prevention, risk mitigation, and response to GBV/SEA/SH. The Consultant chosen will closely work with the NAWEC PIU to provide technical assistance and help the institution be able to handle this issue independently in the long term.

 

The Consultant will develop and implement a range of activities to address GBV/SEA/SH risks. These activities are grouped into the following components:

 

  1. PIU Capacity Building
  2. GBV Service Provider Mapping and the development of a GBV Referral Pathway for the Grievance Mechanism
  3. Stakeholder Engagement and GBV/SEA/SH Awareness Raising
  4. Training to the GM Operator on GBV/SEA/SH on how to provide service referrals and conduct proper record keeping

 

The total duration of the Consultant intervention will be defined by the project, depending upon its level of risk and the first diagnostic findings. Outreach activities will continue regularly throughout the project cycle.

 

The detailed Terms of Reference (TOR) for the assignment can be obtained from NAWEC’s Website: www.nawec.gm.

 

National Water and Electricity Company Limited (NAWEC) now invites eligible consulting firms (“Consultants”) to indicate their interest in providing the Services. Interested Consultants should provide information demonstrating that they have the required qualifications and relevant experience to perform the Services.

 

The shortlisting criteria are:

 

The Consultant must:

  • Be legally incorporated in The Gambia.
  • Have a code of conduct and a clear internal policy aimed at preventing and responding to harassment, exploitation, and sexual abuse, including a regular staff training plan that meets the minimum international standards.
  • Have at least 10 years of work experience in the arena of GBV prevention and response programming in project-affected communities, including proven track record related to GBV projects delivered and trust built with communities.
  • Have strong interpersonal skills and the capacity to apply a survivor-centred approach to support, guide, listen, assess, plan, and follow up on services and survivor support, including an understanding of key survivor care principles.
  • Have experience in delivering gender and GBV-related sensitization training and awareness-raising activities to a wide range of audiences, including in challenging environments (e.g. law enforcement agencies).
  • Have experience and knowledge regarding the ethical and confidential collection and management of GBV-related case data.
  • At a minimum, the team is expected to include, but not be limited to, the following key positions/expertise:

 

  1. Manager of the assignment (with experience in one of the below areas)
  2. GBV/SEA/SH trainer
  3. Communications expert
  4. Health expert (with specialization in addressing situations of GBV)
  5. Psychosocial counsellor
  6. Legal expert

 

The team must include local experts with work experience in the project area of influence. The team should be composed of both women and men.

 

The attention of interested Consultants is drawn to Section III, paragraphs, 3.14, 3.16, and 3.17 of the World Bank’s “Procurement Regulations for IPF Borrowers” July 2016 and revised November 2017 and August 2018   (“Procurement Regulations”), setting forth the World Bank’s policy on conflict of interest.

 

Consultants may associate with other firms to enhance their qualifications but should indicate clearly whether the association is in the form of a joint venture and/or a sub-consultancy. In the case of a joint venture, all the partners in the joint venture shall be jointly and severally liable for the entire contract, if selected.

 

A Consultant will be selected in accordance with the Consultant’s Qualification-based Selection method set out in the Procurement Regulations.

 

Further information can be obtained at the address below during office hours from 09:00 to 16:00:

 

Expressions of interest must be delivered in a written form to the address below (in person, or by mail, or by fax, or by e-mail) by October 9th, 2020.

 

The Managing Director

National Water and Electricity Company

Attn: Haddy Njie – Project Coordinator

53 Mamadi Maniyang Highway

Kanifing, K.M.C.

P.O.Box 609, Banjul

The Gambia

Tel: +220 4376607 / 4376608

Fax: +220 4375990

E-mail: hnjie@nawec.gm (and copy to mfsanyang@nawec.gm)

Terms of Reference for the Recruitment of a Consultant[1] to Implement Gender-Based Violence Prevention and Response (GBV) Activities, particularly Sexual Exploitation and Abuse (SEA), and Sexual Harassment (SH), as part of the Gambia Electricity Restoration and Modernization Project (GERMP)

[1] Please note that the Consultant to be recruited under this TOR may be an NGO, private firm, or agency, or individual or group of individuals.

Click on the link below for the

Final Terms of Reference GERMP GBV Mapping and Action Plan 6Aug2020

 

REQUEST FOR EXPRESSIONS OF INTEREST (REOI) (CONSULTING SERVICES – FIRMS SELECTION) WEST AFRICAN POWER POOL SOLAR DEVELOPMENT PROJECT IN SUB-SAHARAN AFRICA (PHASE 1)

REQUEST FOR EXPRESSIONS OF INTEREST (REOI)

(CONSULTING SERVICES – FIRMS SELECTION)

WEST AFRICAN POWER POOL

SOLAR DEVELOPMENT PROJECT IN SUB-SAHARAN AFRICA (PHASE 1)

Grant Nº: D3320

Project Identification No: P162580

Reference No:  BJ-WAPP-102165-CS-QCBS

Country: Multinational-West African Power Pool (The Gambia)

 

Assignment Title: Environmental and Social Impact Assessment (ESIA) for a 150 MWp Regional Solar Park in The Gambia

The WEST AFRICAN POWER POOL (WAPP), a specialized institution of the Economic Community of West African States (ECOWAS), headquartered in Cotonou, Republic of Benin, has received financing from the World Bank toward the cost of the Solar development in Sub-Saharan Africa project (Phase I) and intends to apply part of the proceeds for consulting services.

The Consulting services (“the Services”) include the preparation of a detailed Environmental and Social Impact Assessment (ESIA) report comprising an Environmental and Social Management Plan (ESMP), and a Resettlement Action Plan (RAP) for the identified site(s) of the Solar Park with Storage and the transmission lines between the Park and the utility substation.

 

The overall objective is to identify and assess the environmental and social impacts and risks inherent in the implementation of the project and prepare an ESMP by screening, scoping, defining baseline scenarios, predicting impacts, and developing robust and applicable management and monitoring plans to avoid, mitigate or remedy them according to the World Bank safeguards policies.

 

Specifically, the Services, among others, has to help : (i) validate from an environmental and social point of view the identified site(s), the transmission lines between the Park and the utility substation; (ii) develop an ESIA, ESMP, and a RAP after site (s) validation in order to obtain the “Environmental Permits” and “Funding Approvals” for the construction of the 150 MWp regional solar power plant ; (iii) identify all impacts on the biological, physical, economic, social and human environments and analyse the risks/variants/alternatives for the project; (iv) develop a Public Consultation Plan (PCP) and the Grievance Redress Mechanism (GRM) for the construction phase; (v) prevent an environmental degradation (safety and hygiene management) of the site (s) and the deterioration of the living environment of the populations after completion of the project.

 

The Consultant shall work closely with the consulting team responsible for the feasibility study and the Transaction Advisory Services to ensure the timely completion of the studies under this consultancy.

The total execution period of the assignment is estimated at 34 weeks i.e. eight and a half (8.5) months after the start of the services. The scheduled start date for the mission is December 2020.

The detailed Terms of Reference (TOR) for the assignment can be found at the following WAPP website: http://www.ecowapp.org/en/tenders

Please note that these TOR are indicative and could change before the publication of the Request for Proposals.

The WEST AFRICAN POWER POOL now invites eligible consulting firms (“Consultants”) to indicate their interest in providing the Services. Interested Consultants should provide information demonstrating that they have the required qualifications and relevant experience to perform the Services.

Shortlisting Criteria

The Shortlisting Criteria are:

  • Successfully completion of at least five (5) similar assignments (solar, thermal and hydroelectric power plants of at least 10 MW and on more than 100 ha), and two similar line studies project (HV power line of at least 90 kV on at least 10 km)
  • Strong experience in ESIA for similar solar park projects and the preparation of associated RAP and ESMP successfully completed over the last 10 years;
  • Good knowledge of The Gambia’s laws and regulations on land management and public utility expropriation and demonstrated capacity in environmental and social studies, gender-based violence and land management issues including the World Bank’s environmental and social safeguards policies on land acquisition/use/restrictions and involuntary resettlement;
  • Availability of in-house staff with strong technical and ESIA expertise with proven capabilities in developing solar ESIA projects in accordance with sustainable development principles. The firm must count with at least 3 keys out 8 specialists whose expertise may be called upon for the Services as part of its permanent staff.
  • Provide information about the references provided.
  • Good knowledge of the West African region

 

Key Experts will not be evaluated at the shortlisting stage.

The attention of the interested Consultants is drawn to Section III, paragraphs 3.14, 3.16 and 3.17 of the “Procurement Regulations for IPF Borrowers”, World Bank Edition, July 2016 Edition (revised in November 2017 and August 2018) (“Procurement Regulations“), setting out the World Bank’s policy on conflicts of interest.

Consultants may associate with other firms to enhance their qualifications and shall indicate clearly whether the association is in the form of a joint-venture and/or a sub-consultancy. In the case of a joint venture, all the partners in the joint venture shall be jointly and severally liable for the entire contract, if selected.

A Consultant will be selected in accordance with the “Quality and Cost-based Selection” method set out in the Consultant Guidelines.

Expressions of interest must be submitted in writing in English. Due to the Covid-19 crisis, submissions must be done in PDF format and delivered by email only before September 21, 2020 (10:00 am  Cotonou time) to the WAPP Secretariat procurement email address: procurement@ecowapp.org

 

Due to the COVID-19, hard copies shall not be accepted, and any hard copy sent to the WAPP Secretariat will be rejected. Proposals received by the WAPP after the expiry date  indicated above will be rejected

Expressions of Interest must clearly bear in the email subject the mention: “EOI – ESIA for a 150 MWp Regional Solar Park in The Gambia -Ref:  BJ-WAPP-102165-CS-QCBS”.

Expressions without the subject mention above may not be identified on time as such we strongly recommend that all applicants follow the above instruction.

Applicants wishing to participate in the opening of applications received, which will be hosted online, should send a request to the address below to Mr Mouhamadou S. Diedhiou via msdiedhiou@ecowapp.org no later than September 14, 2020, and the link to join the virtual meeting will be communicated to them. Answers to questions can be obtained by sending them to andorere@ecowapp.org; copies to  msdiedhiou@ecowapp.org ; bhessou@ecowapp.org; shouessou@ecowapp.org; mmodjinou@ecowapp.org

 

The Minutes of the opening session of the expressions of interest that were received will be communicated to all bidders immediately after the event.

REQUEST FOR EXPRESSIONS OF INTEREST (REOI) (CONSULTING SERVICES – FIRMS SELECTION) WEST AFRICAN POWER POOL SOLAR DEVELOPMENT PROJECT IN SUB-SAHARAN AFRICA (PHASE 1)

REQUEST FOR EXPRESSIONS OF INTEREST (REOI)

(CONSULTING SERVICES – FIRMS SELECTION)

WEST AFRICAN POWER POOL

SOLAR DEVELOPMENT PROJECT IN SUB-SAHARAN AFRICA (PHASE 1)

Grant Nº: D3320

Project Identification No: P162580

Reference No:  BJ-WAPP-102167-CS-QCBS

Country: Multinational-West African Power Pool (The Gambia)

 

Assignment Title: Transaction Advisor Services for the development of a 150 MWp Regional Solar Park in The Gambia

The WEST AFRICAN POWER POOL (WAPP), a specialized institution of the Economic Community of West African States (ECOWAS), headquartered in Cotonou, Republic of Benin, has received financing from the World Bank toward the cost of the Solar development in Sub-Saharan Africa project (Phase I) and intends to apply part of the proceeds for consulting services.

The Consulting Services (“the Services”) include Transaction Advisor (TA) to support the development of a 150 MWp Regional Solar Park with Storage in The Gambia. The overall objective is to design a solar auction system in The Gambia for the selection of one or more IPPs to finance, construct and operate the Regional Solar Park.

Contractually, the transactional advisory support for the solar auction is divided into two (2) phases, of which the second is optional. The first (1st) phase focuses on the design of an auction and financial structuring for which the WAPP is the fiduciary client and the second (2nd) phase of support to the launch and smooth running of the auction for which the Government of The Gambia is the fiduciary client.

In Phase 1, the Transaction Advisor will be required to perform/provide, among others, the

  1. legal due diligence of the Regional Solar Park in The Gambia;
  2. Evaluation of Commercial Contracts and Drafting of Contracts;
  3. state to the art advice on the structure of the contractual arrangements
  4. present working models and tools for the management and implementation of the project;
  5. financial due diligence;
  6. the auction process and its documentation;
  7. the evaluation and preparation of Contracts/agreements including commercial Contracts and prepare all key documents such as the Concession Agreement, the Power Transmission Contract, the Power Purchase Agreement (PPA) and the Direct Agreement (together with the “Project Contracts”) and organize consultations with the private sector and the Government to ensure the direction of the auction.
  8. consultation with the private sector in coordination with the Government;
  9. capacity building of stakeholders.

The Transaction Advisor will be required in Phase 2 to provide support to the bidding process and the selection of the auction winner. This phase, which may be the subject of a separate contract to be signed with The Government of The Gambia, is optional and will only be awarded after satisfactory completion of Phase 1 services and subject to the availability of funding and the procurement rules of the parties concerned. Consultants are, however, required to submit a proposal for this phase (Phase 2).

Phase 2 will cover, among others, the

  1. supporting the IPP pre-screening process;
  2. supporting the tendering process;
  3. supporting the bid evaluation of bids;
  4. tract negotiation phase and required support to financial close.

 

The Consultant for the TA shall work closely with the consulting team responsible for the Feasibility Study (FS) and the Environmental and Social Impact Assessment (ESIA) to ensure the timely completion of the studies under this consultancy.

The level of effort of key personnel required for Phase 1 is estimated at 18 man-months and the total mission implementation period is estimated at 20 weeks after the signing of the contract. For the optional phase (Phase 2), the level of effort is estimated at 19 man-months for a duration of 6 months. The tentative planned start date of the mission is March 2021.

The detailed Terms of Reference (TOR) for the assignment can be found at the following WAPP website: http://www.ecowapp.org/en/tenders

Please note that these TOR are indicative and could change before the publication of the Request for Proposals.

The WEST AFRICAN POWER POOL now invites eligible consulting firms (“Consultants”) to indicate their interest in providing the Services. Interested Consultants should provide information demonstrating that they have the required qualifications and relevant experience to perform the Services.

 The Shortlisting Criteria are:

  1. Successful completion of at least two similar assignments as Transaction Advisor for renewable energy infrastructure projects including legal and regulatory due diligence;
  2. Successful completion of at least two similar assignments as Transaction Advisor for a solar PV project, which included management of the tendering process under a Public-Private Partnership (PPP), including preparation of the tender documents, assistance in contract award and provision of advisory services until the financial close of the project;
  3. Successful completion of the development of solar auctions for the selection of IPP(s);
  4. Successful completion of at least two financial analysis assignments, with relevant project finance experience through to financial close for power generation projects either funded by public resources (Government budget and support from TFP) or private investments (various formats of PPP with private sector participation);
  5. Experience in the technical design of solar PV Park with storage and evaluation of tariff;
  6. Experience in the West African electricity sub-sector.

Key Experts will not be evaluated at the shortlisting stage.

The attention of the interested Consultants is drawn to Section III, paragraphs 3.14, 3.16 and 3.17 of the “Procurement Regulations for IPF Borrowers”, World Bank Edition, July 2016 Edition (revised in November 2017 and August 2018) (“Procurement Regulations“), setting out the World Bank’s policy on conflicts of interest.

Consultants may associate with other firms to enhance their qualifications and shall indicate clearly whether the association is in the form of a joint-venture and/or a sub-consultancy. In the case of a joint venture, all the partners in the joint venture shall be jointly and severally liable for the entire contract, if selected.

A Consultant will be selected in accordance with the “Quality and Cost-based Selection” method set out in the Consultant Guidelines.

Expressions of interest must be submitted in writing in English. Due to the Covid-19 crisis, submissions must be done in PDF format and delivered by email only before October 05, 2020 (10:00 am  Cotonou time) to the WAPP Secretariat procurement email address: procurement@ecowapp.org

 

The opening of received expressions will take place On October 5, 2020 at 10:30 am Cotonou time.

 

Due to the COVID-19, hard copies shall not be accepted, and any hard copy sent to the WAPP Secretariat will be rejected. Proposals received by the WAPP after the expiry date indicated above will be rejected.

Expressions of Interest must clearly bear in the email subject the mention: “EOI – Transaction Advisor Services for a 150 MWp Regional Solar Park in The Gambia -Ref:  BJ-WAPP-102167-CS-QCBS”.

Expressions without the subject mention above may not be identified on time as such we strongly recommend that all applicants follow the above instruction.

Applicants wishing to participate in the opening of applications received, which will be hosted online using Microsoft Teams, should send a request to the address below to Mr Mouhamadou S. Diedhiou via msdiedhiou@ecowapp.org no later than September 28, 2020, and the link to join the virtual meeting will be communicated to them. Answers to questions can be obtained by sending them to andorere@ecowapp.org; copies to  msdiedhiou@ecowapp.org; bhessou@ecowapp.org; hchaibi@ecowapp.org; mmodjinou@ecowapp.org;   

The Minutes of the opening session of the expressions of interest that were received will be communicated to all bidders immediately after the opening event.

GAMBIA ELECTRICITY RESTORATION AND MODERNIZATION PROJECT (GERMP) Terms of Reference Gender Focal Point – Project Implementation Unit

GAMBIA ELECTRICITY RESTORATION AND MODERNIZATION PROJECT (GERMP)

Terms of Reference

Gender Focal Point – Project Implementation Unit

 

CONTEXT

Despite the commitment of the Government of The Gambia towards gender equality women still make up the majority of the poor and extremely poor and are faced with many disparities including in access to education, healthcare, and salaried employment. In addition, women have limited access to resources such as land and financing and their rate of participation in the labor force is only 37.8 percent as compared to 53.2 for men. The following gender gaps have been identified:

 

Education: Gender disparities exist in literacy, access to education (especially post-secondary), and employment and this disparity is larger is rural areas. In The Gambia, 65.9 percent of the male population aged 15 years or above is literate compared to 45.0 percent of females. Over the last years, women in urban areas have been closing the gap in terms of literacy as shown by literacy rates of younger cohorts (15-19-year-old 72.2% and 78.3% for women and men, respectively. With the abolition of informal school levies in 2014 and the introduction of School Improvement Grants, significant gains have been made in education for both sexes. Primary Net Enrollment Rates increased from 68% in 200, 70.1% in 2014 to 81.1% in 2018. The Gambia has achieved gender parity in access to education at all levels, except higher education. However, regional disparities exist. Whereas the urban areas are registering nearly universal access to lower basic education, the most deprived rural region (Central River Region) has a GER of 63%. Despite this national track record, overall completion rates still favor boys: the primary completion rate for boys stands at 82% compared to 66% for girls in 2015. Data from the Integrated Household Survey (IHS) 2015/16 show that a third of primary school-age children (7-12 years) have never attended school, and the incidence is higher in rural areas compared to urban areas. The situation is further exacerbated among children from the poorest quintile, and the regions farthest away from the capital. Major challenges remain, especially in improving quality, relevance, and retention.

 

The challenges that adolescent girls face in the Gambia are as varied as their backgrounds, and their situation is often exacerbated by their economic status, social support systems, socio-cultural practices such as early marriage, teenage pregnancy, domestic workload, and gender-based violence and discrimination.  As such, the ratio of girls’ to boys’ attendance of secondary school does not yet match that of primary school enrolment. Only 87 girls out of every 100 boys attend secondary school – that indicates a 13% gap in gender parity (UNICEF).

 

Poverty and wealth: The Human Development Report derives the GNI/capita of male and female members of the population based on the ratio of female to male wages, and female and male shares of the economically active population. In The Gambia, the estimated female GNI per capita is 800, in 2011 PPP $, which is only 37 percent of the male GNI per capita (2,190 PPP US$).

 

Labor and occupation: as noted above, men are more likely to participate in the labor force. Furthermore, the rate of unemployment for females doubles that of males 12.6 versus 6.7 percent, respectively. Most women (59 percent) work in service, 37 percent in agriculture, and only 4 percent in industry. In comparison, 51 percent of males work in service, 24 percent in agriculture, and 25 percent in industry. In particular, there is a significant gap in women’s employment in sectors where a higher level of education is required, including also the energy sector where men’s share is 74% share versus 26% for women.  For example, at NAWEC only 4 women engineers and 9 technicians are employed, which altogether accounts for less than 1 percent of the staff or less than 0.5% of new hires. Some other structures such as the Ministry of Petroleum and Energy (MoPE), Public Utilities Regulatory Authority (PURA) or REAGAM have no women employed as engineers. Despite skills training being more accessible to the wider population as secondary education is required to access skill training, women nevertheless represent less than 2% of the technicians at the utility, magnifying the disparities in access to secondary education for women. Other specific gaps within the sector are outlined in Table 1.

Gender equality: The Constitution accords both men and women full and equal rights, however, gender discrimination remains in the areas of adoption, marriage, divorce, burial, devolution of property on death or other matters of personal law. There are various institutional structures promoting gender equality in the Gambia, which include the Ministry of Women’s Affairs, a cross-sectoral National Women’s Council and Women’s Bureau, a National Policy for the Advancement of Gambian Women, and a 2010-2020 National Gender and Women Empowerment Policy which focuses on the critical areas of concern as outlined by the Beijing Platform for Action[1], including poverty reduction, women’s empowerment, education, and human rights and governance. The Government allocates a budget to the women’s affairs. The Government of the Gambia has ratified several International Declarations, and Conventions including the Protocol to the African Charter on Human and Peoples’ Rights on the Rights of Women in Africa and the Convention on the Rights of the Child, the Convention on the Elimination of All Forms of Discrimination Against Women and the Protocol to the African Charter on Human and Peoples Rights on the Rights of Women in Africa. It has not ratified the Optional Protocol on violence against women. The effects of these inequalities are evident in key statistics related to women. For example, according to the 2013 Gambian Demographic and Health Survey 20% of women reported experiencing physical or sexual violence at least once during their lifetime, child marriage is estimated to be at 30%, and female genital mutilation/cutting currently hovers around 75%, one of the highest rates in the world.

OBJECTIVE OF ASSIGNMENT

The objective of this consultancy is to provide technical support to the Gambia Electricity Restoration and Modernization (GERMP) with regards to the commitments made under the project to close gender gaps related (i.e. women’s employment and skills development and build on the ongoing activities). Entry points in relation to which the consultant is expected to support are components 2 and 3 under the project. This includes:

 

  • Scaling up training to women to provide enhanced technical skills development to enable their employment in the energy and water sector
  • Scaling up the recruitment of female staff in electricity restoration and modernization activities and as frontline service providers within the renewable energy sector for installation and maintenance of solar equipment
  • Continuing to collect sex-disaggregated data to monitor progress and assess the impact of the gender-targeted interventions and enable iterations if needed for an impactful implementation.
  • Overseeing risk monitoring to ensure that risks and interventions are identified to prevent, mitigate, and respond to cases of Sexual Exploitation and Abuse (SEA) and Sexual Harassment (SH) in the project activities[2].

 

Components 2 and 3: The restoration and modernization of the energy sector includes project related to activities such as the construction of transmission lines, generation and distribution of electricity, along with the construction and installation of the solar PV plants in urban and rural areas. These activities presents great employment opportunities potential for women, especially in skilled/technical roles. (This can contribute to meaningful employment with potential for upward mobility and labor inclusiveness in the energy sector in The Gambia. The project will assess the existing barriers and challenges to employment including the pathway of school-to-work transition to ensure that women can access the training and support needed to join the energy and water sectors. NAWEC will address the recruitment, retention, and promotion for women, by focusing on, among other things: (i) gender stereotypes and norms; (ii) mobility and workplace safety issues; (iii) lack of mentors; (iv) limited networks due to small numbers of women working in the sector; (v) issues maintaining work-life balance and care burden; (vi) gender wage gaps; and (vii) sexual harassment, sexual exploitation and abuse, and other safety concerns.

The project will place the focus on actions such as (i) provision of scholarships for academic energy-related education to improve the representation of women engineers and technicians in the sector; and (ii) actions to support capacity building for women in solar isolation, installation and maintenance. The project will contribute to foster and scale up women’s empowerment through the Renewable Energy Access Model, based on the model provided by the Mbolo Women Training Center in The Gambia. Women who graduate from the center are qualified for solar installation and maintenance and could be recruited by private sector companies, including those participating in the project. Table 1 below provides an overview of the main topics and potential activities in the Gender Action Plan.

Table 1. Potential Activities within the Gender Action Plan

Identified Gap Proposed Action Proposed Indicator
a) Barriers for women to be employed in the energy and water sectors

b) Lack of inclusion of gender dimensions of energy and water service delivery

 

a)      Baseline assessment of barriers for women to being hired and employed in the energy and water sectors (hiring practices, school-to-work transition, workplace policies, work environment, etc.) as well as on gender dimensions within the sector

b)      Consultations and trainings on gender for management/staff of key institutions (NAWEC, PURA, MoPE, GNPC, etc.), including HR focal points

c)      Inclusion of gender in all strategic studies under the project, further stratified by geographic location and other markers

a) The existence of gender strategies and policies in place

b) Number of staff trained on gender disparities, the importance of women in the water/energy sector, etc.

c) Number of studies

Low number of women engineers and limited career opportunities for women in NAWEC

 

a)      Internship program and preferential hiring

b)      Training, stipends, and mentorship opportunities for female staff to boost internal promotion

c)      Reserved places for female staff in any training offered under the project

d)      Women trained in supervisory control and data acquisition (SCADA) energy management system

a) 15 or more percent of women among NAWEC engineers

b) Number of women benefitting from training on core aspects

Weak pipeline of technical female staff joining NAWEC and other institutions a)      Outreach activities to high schools, universities and career fairs including promotional campaigns to enhance the interest and awareness in STEM subjects/energy sector employment, and to inform about scholarship opportunities

b)      Scholarship fund

a) Number of scholarships given to women

 

Limited number of women working in skilled positions in the renewable energy sector

 

a)      Training program for installation and maintenance of solar equipment

b)      Partnerships with firms under the project committed to hiring women trained

a) Number of firms with explicit commitment to hire women trained

 

b) Number of firms who hire at least 5% of more

women technicians in firms participating in the project

 

 

Scope of Work:

As a part of efforts to address gender gaps in the energy sector in The Gambia, a Gender Assessment and Action Plan needs to be developed to enhance attention and focus on the issue of gender equality and inequities and the contributions the energy sector can make toward this national and sector goals, as well as contribute to working towards global goals to achieve gender equality and empowerment as committed to in the Sustainable Development Goals (SGDs).”. The Gender Assessment and Action plan will be developed using the following methods: desk literature review, key informant interviews (including university and high school professors/teachers/administrators across different regions) and client consultations, where possible, to better understand what good practices could be implemented in the sector. The activity aims to ultimately design interventions to be implemented with counterparts in public-sector entities, such as Ministries, as well as relevant other donors, private sector entities and NGOs. The focus of this assignment will be to design the programs and initiatives as part of the GERMP activities in The Gambia with the client counterparts. The goal is not to duplicate similar efforts, but rather to fill gaps where they exist and point to areas where there are the greatest opportunity for impact on gender equality in the energy and water sector. The consultant will be expected to engage very closely with the World Bank project team members as the project components are implemented so priorities and delivery modalities align.

Table 1: Detailed Tasks, Approaches and Outputs

Task Approach/Methodology Output
1.0 GENDER INCLUSION IN THE ENERGY SECTOR GAPS ASSESSMENT    

 

1.1 Stocktaking
·        Take stock of relevant documents, data points and other information related to gender gaps relevant to the energy sector and GERMP activities. Identified areas of interest include gender disparities in education in particular within STEM, relevant policies, female leadership, labor-force participation rates, etc. within the energy- and water sectors.

 

·        Identify and conduct a stocktaking in the form of a written assessment of initiatives in the Gambia focused on gender equality and inequity that are relevant to the GERMP project, with a focus on approaches that could work for WB clients and operations.

 

·        Identify areas of where discrimination including social and workplace attitudes, biases (both unconscious or overt biases) may contribute to barriers and examples of how other sectors/organizations have dealt with them to help create a safe, inclusive and supportive working environment for all, free from Sexual Harassment (SH) and Sexual Exploitation and Abuse.

 

·        Ensure that gendered risks including Sexual Exploitation and Abuse (SEA) and Sexual Harassment (SH) are adequately identified, analyzed, and addressed in project safeguards documents by ensuring the identification and oversight of a consultant with technical expertise in SEA/SH issues.

 

Desk review and outreach to relevant internal and external networks.  Use of primary and secondary research. Gender gap assessment report and PPT slide deck key findings and recommendations.
1.2  Key Informant Interviews
·     The consultant will interview a selection of key informants, with an eye to different types of interventions as well as a range of relevant institutions.   In-person or virtual interviews (phone, video conferencing, etc.) Summary of key points in interviews (full transcripts to be kept confidentially by PIU) noting key concerns, suggestions, and input into gender gap assessment.
 

2.0 ACTION PLAN OF POTENTIAL GENDER INTERVENTIONS

 

      2.1  Draft Action Plan
·   Draft an action plan based on the gaps and opportunities that have been identified to enhance gender equality and meaningful gender inclusion in the energy sector. The plan needs to focus on the components of the GERMP outlined above and provide practical recommendations for each component. The document will outline delivery modalities, possible partnerships (e.g. educational institutions, women’s associations, donors etc.) and budget implications.  Collation and synthesis, with a focus on distilling practical and good approaches in a draft action plan for client counterparts (the energy sector more broadly in the absence of a sector strategy). Draft action plan
2.2 Consultation on Action Plan    
Host half-day workshop focused on consultation and agreement for the gender action plan for GERMP with relevant counterparts.

 

Submission of final action plan expected after workshop.

 

 

Invite list to be drafted by consultant and draft agenda to be delivered including organization of logistics etc., proposal for venue, etc. to be submitted to PIU Workshop summary and final gender action plan. One media / communications output expected after the event.
3.0  ACTIONS OF THE PROGRAMS

 

   
3.1          Action Plan Implementation
Based on the action plan and consultation should lead design of tailored interventions for GERMP e.g. deliver of a behaviors, norms, bias awareness training for energy sector stakeholders, design of women’s scholarship program, assist in the development of internship- and skills development programs, etc. Consult labor/HR unit in NAWEC to discuss and assess current policies and trainings and how these can be adapted, gaps, opportunities for gender inclusion.

 

Provide program design support to NAWEC. To be defined after delivery of action plan.
3.2 Advisory Support    
Provide advisory support to the stakeholders on operationalizing the action plan for GERMP Additional Financing project. Consultation with NAWEC as needed. When asked, provide briefing and advisory notes/recommendations, participate in calls/meetings, etc.

 

Activities and deliverables

The consultant will lead the in-country gender equality work within the GERMP Project Implementation Unit (PIU).  Key tasks will include:

  • Design a detailed action plan for the gender actions to be supported through the GERMP, and to develop and monitor the various training and coordination activities.
  • Provide analytical support to the team on entry points related to gender as outlined under the GERMP. The first key area of focus will be assisting with data collection and mapping gender gaps related to employment and technical and non-technical roles.
  • Advisory support on the development of institutional gender policies for NAWEC.
  • Mapping and delivering capacity development and trainings needed across the energy sector. A training schedule will need to be designed and delivered.
  • Collate key findings from the Gender Action Plan to suggest actions for the PIU to build engagements both internally and with clients to strengthen the project design.
  • Support all project activities with input and support to in-country supervision and/or technical missions with the project funders (World Bank, European Investment Bank etc.), client dialogue, technical advice to policy development (primarily internally within NAWEC but potentially also at government level), etc.
  • Support knowledge management by creating learning and information sharing to document impact and outcomes at the project level as opportunities arise e.g. input to reports etc. for project teams, etc.
  • Provide oversight and support to the PIU to ensure that someone with adequate technical expertise on gendered risks including SEA/SH is identified and included in social evaluations and the development of key safeguards documents (and in the Gender Action Plan), and oversee their work to ensure that a SEA/SH prevention, mitigation, and response action plan is developed as part of the project’s Environmental and Social Management Plan.

 

Duration of Work

The initial assignment is one-year time-based contract, which can be extended upon an agreement between the Consultant and NAWEC.

 

Reporting and Timing       

The consultant will report to the PIU Coordinator. The consultant will work within the PIU, in consultation with local NGOs, the World Bank, and local gender focal points across the energy sector.

 

Criteria and Qualifications:

The consultant will have:

 

  • An advanced degree and a minimum of 10 years of direct and relevant experience
  • Relevant experience in developing gender engagement in projects and with various institutions in the public sector
  • Knowledge and familiarity of gender in the energy, water, and infrastructure sectors
  • Experience working directly with project teams and interacting with governments on gender, social issues and energy-related issues at the policy and institutional level
  • Experience with on dealing with institutional, labor, and social issues related to Gender-Based Violence, Sexual Harassment, and Sexual Exploitation and Abuse is preferred
  • Previous relevant working and/or research experience in The Gambia
  • Demonstrated ability for writing technical and analytical content in English
  • Ability to work virtually and attend meetings in offices as required
  • Availability to travel into rural areas for consultations as needed

[1] See https://beijing20.unwomen.org/~/media/headquarters/attachments/sections/csw/pfa_e_final_web.pdf

[2] This includes but is not limited to ensuring the hiring of consultants with adequate technical expertise to support the design, implementation, and quality assurance of key identified SEA/SH prevention, mitigation, and response activities.

REQUEST FOR EXPRESSIONS OF INTEREST (CONSULTING SERVICES – INDIVIDUAL CONSULTANT’S SELECTION) – Recruitment of Gender Focal Person

REQUEST FOR EXPRESSIONS OF INTEREST

(CONSULTING SERVICES –

INDIVIDUAL CONSULTANT’S SELECTION)

GAMBIA

ELECTRICITY RESTORATION AND MODERNIZATION PROJECT

Grant No.: GRANT NUMBER D309-GM

 

Assignment Title: Recruitment of Gender Focal Person

Reference No. GM-NAWEC-179856-CS-INDV

 

The GERMP additional financing, with the amount of USD 43 million, is currently under preparation and is approved by the World Bank Board of Executive Directors on June 29th 2020. This project, which expands the scope of the parent GERMP, aims to improve the operational performance of the National Water and Electricity Company (NAWEC), which provides electricity and water services throughout most of the country

 

Despite the commitment of the Government of The Gambia towards gender equality women still make up the majority of the poor and extremely poor and are faced with many disparities including in access to education, healthcare, and salaried employment. In addition, women have limited access to resources such as land and financing and their rate of participation in the labor force is only 37.8 percent as compared to 53.2 for men.

 

The objective of this consultancy is to provide technical support to the Gambia Electricity Restoration and Modernization Project (GERMP) with regards to the commitments made under the project to close gender gaps related (i.e. women’s employment and skills development and build on the ongoing activities). Entry points in relation to which the consultant is expected to support are components 2 and 3 under the project. This includes:

 

  • Scaling up training to women to provide enhanced technical skills development to enable their employment in the energy and water sector
  • Scaling up the recruitment of female staff in electricity restoration and modernization activities and as frontline service providers within the renewable energy sector for installation and maintenance of solar equipment
  • Continuing to collect sex-disaggregated data to monitor progress and assess the impact of the gender-targeted interventions and enable iterations if needed for an impactful implementation.
  • Overseeing risk monitoring to ensure that risks and interventions are identified to prevent, mitigate, and respond to cases of Gender-Based Violence (GBV) Sexual Exploitation and Abuse (SEA) and Sexual Harassment (SH) in the project activities.

 

The detailed Terms of Reference (TOR) for the assignment can be obtained from NAWEC’s Website: www.nawec.gm.

 

NAWEC now invites eligible individual consultants (“Consultants”) to indicate their interest in providing the Services. Interested consultants should provide information demonstrating that they have the required qualifications and relevant experience to perform the Services. Consultant’s Letter of Expression of Interest, CV, and the financial proposal shall be submitted to the address below.

 

Required qualifications.

The successful candidate is expected to have the following qualifications and experience:

 

  • An advanced degree and a minimum of 10 years of direct and relevant experience
  • Relevant experience in developing a Gender Engagement Plan (GEP) in projects and with various institutions in the public sector
  • Knowledge and ability to conduct Training workshops, Seminars and consultations of relevant gender issues to project staff and other project stakeholders (including PAPs)
  • Knowledge and familiarity of gender in the energy, water, and infrastructure sectors
  • Experience working directly with project teams and interacting with governments on gender, social issues and energy-related issues at the policy and institutional level
  • Experience with on dealing with institutional, labor, and social issues related to Gender-Based Violence, Sexual Harassment, and Sexual Exploitation and Abuse is preferred
  • Knowledge on survivor-centred Approach of handling and processing of GBV victims, particularly victims of SEA and SH.
  • Previous relevant working and/or research experience in The Gambia
  • Demonstrated ability for writing technical and analytical content in English
  • Ability to work virtually and attend meetings in offices as required
  • Availability to travel frequently into rural areas for consultations as needed

 

The attention of interested Consultants is drawn to Section III, paragraphs, 3.14, 3.16, and 3.17 of the World Bank’s “Procurement Regulations for IPF Borrowers” July 2016 and revised November 2017 and August 2018  (“Procurement Regulations”), setting forth the World Bank’s policy on conflict of interest.

 

A Consultant will be selected in accordance with the Individual Consultant Selection method set out in the Procurement Regulations.

 

The initial assignment is one-year time-based contract, which can be extended upon an agreement between the Consultant and NAWEC.

 

Further information can be obtained at the address below during office hours from 09:00 to 16:00.

 

Expressions of interest must be delivered in a written form to the address below (in person, or by mail, or by fax, or by e-mail) by close of business September 16th, 2020.

 

Managing  Director

Attn: Haddy Njie – Project Coordinator

National Water and Electricity Company Ltd, NAWEC

53 Mamadi Maniyang Highway/Kanifing, Serrekunda

P.O Box: 609, Banjul, The Gambia

Telephone: (+220) 437 62 33

Facsimile Number: (+220) 437 59 90

E-mail: hnjie@nawec.gm (and copy to mfsanyang@nawec.gm

Terms of Reference for International Procurement and Contract Management Consultant

Terms of Reference for

International Procurement and Contract Management Consultant

 

  1. Background

The Republic of the Gambia is implementing Electricity Restoration and Modernization Project (GERMP) and ECOWAS Regional Access Project (ERAP) financed by the World Bank, the European Investment Bank, and the European Union. National Water and Electricity Company (NAWEC) is Implementing Agency for both of these projects. The main Project Development Objectives are increasing the availability and reliability of electricity supply in the Gambia; improving operational performance of NAWEC; improve the capacity of NAWEC to dispatch variable renewable electricity. In June 2020, the World Bank Board approved Additional Financing for GERMP to address, inter alia, urgent needs in improvement of NAWEC water business.

 

NAWEC has set up a Project Management Unit (PMU) to manage the implementation of the projects financed by International Financing Institutions (IFIs), including procurement of goods (equipment and materials), works, and selection of consultants for technical assistance. PMU is also managing contract implementation to ensure compliance with the Financing Agreements. An experienced International Procurement and Contract Management Consultant (the Consultant) will be required to support the PMU in conducting these activities in accordance with the World Bank Guidelines and Project legal documents. The Consultant will also provide on-the-job training and support capacity building of the PMU staff, and perform other related activities, as the need may be.

  1. Objectives

The objectives of the Consultant’s services are to build capacity and support the PMU in implementing procurement and contract management activities outlined in the Project and Financing Agreements, Project Procurement Strategy for Development (PPSD) and Procurement Plan. The Consultant will also provide other services as requested by the PMU and NAWEC management, including advisory for building project management capacity in NAWEC.

  1. Scope of Work

Procurement consultant will assist PMU in performing procurement and contract management activities, which include but are not limited to the following:

  • (i) Developing procurement capacity of NAWEC and PMU, including formal and on-the-job training and coaching procurement staff of the PMU in conducting procurement work in accordance with the World Bank Procurement Regulations for IPF Borrowers, Goods, Works, Non-Consulting and Consulting Services, July 2016, revised November 2017 and August 2018.
  • (ii) Developing contract management capacity in PMU and NAWEC, including formal and on-the-job training, based on the requirements of the World Bank and in accordance with accepted international practices.
  • (iii) Supporting as requested by NAWEC in building project management capacity, including advising on the organizational structure and business processes. This activity shall be aligned with the ongoing overall restructuring of NAWEC.
  • (iv) Hands-on assistance in performing the following procurement and contract management activities without limitation:
  • Preparation of advertisements for specific tenders.
  • Preparation of Employer’s Requirements, Requests For Bids and Requests For Proposals based on the WB’s standard procurement documents, advising on procurement packaging.
  • Conducting proper communication with bidders, including drafting responses to bidders’ inquiries, debriefing, addressing bidders’ complaints.
  • Training and advising PMU and NAWEC staff on conducting bid/proposal opening session, bid/proposal evaluation, technical and commercial evaluation of bids and proposals, preparing Bid/Proposal Evaluation Reports with recommendations for contract awards.
  • Negotiating finalizing and monitoring contracts with winning bidders/consultants
  • Preparation of contract management plans for large contracts, organizing contract management teams, establishing appropriate processes and communication.
  • Timely submitting to the World Bank and obtaining all necessary approvals/no objection notices.
  • Maintaining procurement tracking system in PMU for monitoring project procurement activities and all procurement clearance processes with the financing institutions. For the projects financed by the World Bank, information exchange and tracking shall be based on STEP.
  • Maintaining procurement filing system to ensure proper record keeping of all procurement-related documentation/records and their availability for the review by the World Bank and the Government.
  • Preparing relevant inputs into regular implementation progress reports by the PMU in part related to procurement.
  • Organize and deliver workshops for NAWEC and other government staff as required.
  • Other procurement and contract management-related activities, as may be requested, from time to time, by the PMU and NAWEC management.

 

It is envisaged that, inter alia, Consultant will be actively involved in managing the following major activities (procurement and/or contract management):

  • Design, supply and installation of Solar PV Plant;
  • Design and Build of HV Transmission infrastructure;
  • Design, supply and installation of the Integrated Management System for NAWEC;
  • Owner’s Engineer to supervise the construction of Solar PV Plant, and Transmission infrastructures;
  • Emergency COVID-19-related procurement activities, including supply of plastic water tanks; water tankers; sanitizing and personal protective materials; etc.;
  • Borehole drilling and rehabilitation services;
  • Rehabilitation of large water tanks;
  • Construction of energy-efficient office building;
  • Various consulting services’ contracts.

 

  1. WORKLOAD and DURATION OF SERVICES

It is estimated that the workload will be 180 staff-days spread over the total contract period of one year (1 November 2020- 31 October 2021). NAWEC, at its discretion, and based on the evaluation of performance, may extend the services.

  1. reporting obligations

Consultant will prepare the following reports:

  • Inception report within one month after contract commencement;
  • Final report upon completion of the services.
    1. Facilities to be provided by the PMU

The following facilities will be provided by the Client to the consultant free of charge.

  • (i) Office space with desk shall be provided in the client’s office or as it may be agreed.
  • (ii) Access to office facilities: printing, photocopying, etc.
  • (iii) Documents: All the documents and available data and information concerning the Project.
  • (iv) Internet facilities within the office.
  • (v) Any site visits that may be required will be arranged by the Client.
  1. Facilities to be provided by the consultant
    • (i) Personal computer and peripherals for his/her use.
    • (ii) Mobile phone and communication (Telephone, internet outside office hours)
    • (iii) In City Transportation.
    • (iv) The consultant will be responsible for arranging and paying for his/her accommodation and meals.
  2. QUALIFICATIONS of the consultant
    • (i) Master’s Degree from a reputable university in procurement, business administration, engineering, economics or related fields. Certification in procurement from a recognized institution (e.g. CIPS) is preferred.
    • (ii) Strong experience in the power sector, including procurement and contract management of large contracts for Design, supply and installation of Plant. Experience in the water sector will be an advantage.
    • (iii) Strong experience and detailed knowledge of the World Bank latest procurement regulations for all main types of procurement: Goods, Works, Plant, Information Systems, Consulting and Non-consulting services.
    • (iv) At least 12 years of proven successful procurement and contract management experience in the World Bank-funded projects in developing countries, including experience in Sub-Saharan Africa. Relevant experience with other multilateral banks (AfDB, ADB, etc) will be also considered. Experience in projects in small and fragile countries will be an advantage.
    • (v) Strong experience in assessment of procurement-related risks, organizational capacity development, training, implementation of procurement systems in project implementation units.
    • (vi) Strong experience in and understanding of international development business, including sensitivity to cultural issues, leadership, communication, negotiations, and project management skills.
    • (vii) Fluent in English with excellent written and spoken skills.

REQUEST FOR EXPRESSIONS OF INTEREST (CONSULTING SERVICES – INDIVIDUAL CONSULTANT’S SELECTION)

REQUEST FOR EXPRESSIONS OF INTEREST

(CONSULTING SERVICES –

INDIVIDUAL CONSULTANT’S SELECTION)

 

 

GAMBIA

ELECTRICITY RESTORATION AND MODERNIZATION PROJECT

Grant No.: GRANT NUMBER D309-GM

 

Assignment Title: International Procurement and Contract Management Consultant

Reference No. GM-NAWEC-180787-CSINDV

 

The Government of The Gambia has received financing from the World Bank toward the cost of The Gambia Electricity Restoration and Modernization Project (GERMP) and intends to apply part of the proceeds of these projects for consultant services: International Procurement and Contract Management Consultant. 

 

National Water and Electricity Company (NAWEC) is Implementing Agency for GERMP. The main Project Development Objective is to increase the availability and reliability of electricity supply in the Gambia, and improving the performance of NAWEC. The project is designed to Improve available generation, significantly enhance transmission and distribution network, and reduces losses, together with managerial improvements in NAWEC. In June 2020, the World Bank Board approved additional financing for GERMP Project to include activities aimed at improving the water business of NAWEC.

 

NAWEC has set up a Project Management Unit (PMU) to manage the implementation of the projects financed by the World Bank, including procurement of goods (equipment and materials), works, and selection of consultants for technical assistance. An experienced International Procurement and Contract Management Consultant will be required to provide hands-on support to the PMU in conducting these procurement activities in accordance with the World Bank Guidelines and Project legal documents. The Consultant will also provide on-the-job training and support capacity building of the PMU and NAWEC, and perform other procurement and contract management related activities, as the need may be.

 

The consulting services (“the Services”) include assistance in developing procurement and contract management systems, managing procurement process, maintaining procurement records, drafting procurement documents, evaluation, contract negotiations, contract management, building capacity, providing training to NAWEC staff, and other activities as requested by the PMU Head.

 

It is anticipated that interim services will be provided over the total period of one year.

 

The detailed Terms of Reference (TOR) for the assignment can be obtained at the address given below.

 

NAWEC now invites eligible individual consultants (“Consultants”) to indicate their interest in providing the Services. Interested consultants should provide information demonstrating that they have the required qualifications and relevant experience to perform the Services. Consultant’s Letter of Expression of Interest and CV shall be submitted to the address below. NAWEC will contact only the successful consultant.

 

Required qualifications:

  • (i) Master’s Degree from a reputable university in procurement, business administration, engineering, economics or related fields. Certification in procurement from a recognized institution (e.g. CIPS) is preferred.
  • (ii) Strong experience in the power sector, including procurement and contract management of large contracts for Design, supply and installation of Plant. Experience in the water sector will be an advantage.
  • (iii) Strong experience and detailed knowledge of the World Bank latest procurement regulations for all main types of procurement: Goods, Works, Plant, Information Systems, Consulting and Non-consulting services.
  • (iv) At least 12 years of proven successful procurement and contract management experience in the World Bank-funded projects in developing countries, including experience in Sub-Saharan Africa. Relevant experience with other multilateral banks (AfDB, ADB, etc) will be also considered. Experience in projects in small and fragile countries will be an advantage.
  • (v) Strong experience in assessment of procurement-related risks, project preparation and appraisal, capacity development, training, implementation of procurement systems in project implementation units.
  • (vi) Strong experience in and understanding of international development business, sensitivity to cultural issues, leadership, communication, negotiations, and project management skills.
  • (vii) Fluent in English with excellent written and spoken skills.

 

The attention of interested Consultants is drawn to Section III, paragraphs, 3.14, 3.16, and 3.17 of the World Bank’s “Procurement Regulations for IPF Borrowers” (July 2016 and revised November 2017 and August 2018) (“Procurement Regulations”), setting forth the World Bank’s policy on conflict of interest.  A Consultant will be selected in accordance with the Individual Consultant selection method set out in the Procurement Regulations.

 

Further information can be obtained at the address below during office hours from 09:00 to 16:00.

 

Expressions of interest must be delivered by e-mail hnjie@nawec.gm,  cc to: mfsanyang@nawec.gm not later than 27th August 2020.

 

Attention: Mrs. Haddy Njie, Project Coordinator

National Water and Electricity Company Ltd, NAWEC

53 Mamadi Maniyang Highway/Kanifing, Serre kunda

P.O Box: 609, Banjul, The Gambia

Telephone: (+220) 437 62 33

Facsimile number: (+220) 437 59 90

E-mail: hnjie@nawec.gm,  cc to: fmsanyang@nawec.gm

GAMBIA ELECTRICITY RESTORATION AND MODERNIZATION PROJECT (GERMP) Terms of Reference Gender Focal Point

GAMBIA ELECTRICITY RESTORATION AND MODERNIZATION PROJECT (GERMP)

Terms of Reference

Gender Focal Point – Project Implementation Unit

 

CONTEXT

Despite the commitment of the Government of The Gambia towards gender equality women still make up the majority of the poor and extremely poor and are faced with many disparities including in access to education, healthcare, and salaried employment. In addition, women have limited access to resources such as land and financing and their rate of participation in the labor force is only 37.8 percent as compared to 53.2 for men. The following gender gaps have been identified:

 

Education: Gender disparities exist  in literacy, access to education (especially post-secondary), and employment and this disparity is larger is rural areas. In The Gambia, 65.9 percent of the male population aged 15 years or above is literate compared to 45.0 percent of females. Over the last years, women in urban areas have been closing the gap in terms of literacy as shown by literacy rates of younger cohorts (15-19 year old) 72.2% and 78.3% for women and men respectively. With the abolition of informal school levies in 2014 and the introduction of School Improvement Grants, significant gains have been made in education for both sexes. Primary Net Enrollment Rates increased from 68% in 200, 70.1% in 2014 to 81.1% in 2018. The Gambia has achieved gender parity in access to education at all levels, except higher education. However, regional disparities exist. Whereas the urban areas are registering nearly universal access to lower basic education, the most deprived rural region (Central River Region) has a GER of 63%. Despite this national track record, overall completion rates still favor boys: the primary completion rate for boys stands at 82% compared to 66% for girls in 2015. Data from the Integrated Household Survey (IHS) 2015/16 show that a third of primary school-age children (7-12 years) have never attended school, and the incidence is higher in rural areas compared to urban areas. The situation is further exacerbated among children from the poorest quintile, and the regions farthest away from the capital. Major challenges remain, especially in improving quality, relevance and retention.

 

The challenges that adolescent girls face in the Gambia are as varied as their backgrounds, and their situation is often exacerbated by their economic status, social support systems, socio-cultural practices such as early marriage, teenage pregnancy, domestic workload, and gender-based violence and discrimination.  As such, the ratio of girls’ to boys’ attendance of secondary school does not yet match that of primary school enrolment. Only 87 girls out of every 100 boys attend secondary school – that indicates a 13% gap in gender parity (UNICEF).

 

Poverty and wealth: The Human Development Report derives the GNI/capita of male and female members of the population based on the ratio of female to male wages, and female and male shares of economically active population. In The Gambia, the estimated female GNI per capita is 800, in 2011 PPP $, which is only 37 percent of the male GNI per capita (2,190 PPP US$).

 

Labor and occupation: as noted above, men are more likely to participate in the labor force. Furthermore, the rate of unemployment for females doubles that of males 12.6 versus 6.7 percent respectively. Most women (59 percent) work in service, 37 percent in agriculture, and only 4 percent in industry. In comparison, 51 percent of males work in service, 24 percent in agriculture, and 25 percent in industry. In particular, there is a significant gap in women’s employment in sectors where a higher level of education is required, including also the energy sector where men’s share is 74% share versus 26% for women.  For example, at NAWEC only 4 women engineers and 9 technicians are employed, which altogether accounts for less than 1 percent of the staff or less than 0.5% of new hires. Some other structures such as the Ministry of Petroleum and Energy (MoPE), Public Utilities Regulatory Authority (PURA) or REAGAM have no women employed as engineers. Despite skills training being more accessible to the wider population as secondary education is required to access skill training, women nevertheless represent less than 2% of the technicians at the utility, magnifying the disparities in access to secondary education for women. Other specific gaps within the sector are outlined in Table 1.

Gender equality: The Constitution accords both men and women full and equal rights however, gender discrimination remains in the areas of adoption, marriage, divorce, burial, devolution of property on death or other matters of personal law. There are various institutional structures promoting gender equality in the Gambia, which include the Ministry of Women’s Affairs, a cross-sectoral National Women’s Council and Women’s Bureau, a National Policy for the Advancement of Gambian Women, and a 2010-2020 National Gender and Women Empowerment Policy which focuses on the critical areas of concern as outlined by the Beijing Platform for Action[1], including poverty reduction, women’s empowerment, education, and human rights and governance . The Government allocates a budget to the women’s affairs. The Government of the Gambia has ratified several International Declarations, and Conventions including the Protocol to the African Charter on Human and Peoples’ Rights on the Rights of Women in Africa and the Convention on the Rights of the Child, the Convention on the Elimination of All Forms of Discrimination Against Women and the Protocol to the African Charter on Human and Peoples Rights on the Rights of Women in Africa. It has not ratified the Optional Protocol on violence against women. The effects of these inequalities are evident in key statistics related to women. For example, according to the 2013 Gambian Demographic and Health Survey 20% of women reported experiencing physical or sexual violence at least once during their lifetime, child marriage is estimated to be at 30%, and female genital mutilation/cutting currently hovers around 75%, one of the highest rates in the world.

OBJECTIVE OF ASSIGNMENT

The objective of this consultancy is to provide technical support to the Gambia Electricity Restoration and Modernization (GERMP) with regards to the commitments made under the project to close gender gaps related (i.e. women’s employment and skills development and build on the ongoing activities). Entry points in relation to which the consultant is expected to support are components 2 and 3 under the project. This includes:

 

  • Scaling up training to women to provide enhanced technical skills development to enable their employment in the energy and water sector
  • Scaling up the recruitment of female staff in electricity restoration and modernization activities and as frontline service providers within the renewable energy sector for installation and maintenance of solar equipment
  • Continuing to collect sex-disaggregated data to monitor progress and assess the impact of the gender-targeted interventions and enable iterations if needed for an impactful implementation.
  • Overseeing risk monitoring to ensure that risks and interventions are identified to prevent, mitigate, and respond to cases of Sexual Exploitation and Abuse (SEA) and Sexual Harassment (SH) in the project activities[2].

 

Components 2 and 3: The restoration and modernization of the energy sector includes project related to  activities such as construction of transmission lines, generation and distribution of electricity, along with the construction and installation of the solar PV plants in urban and rural areas. These activities presents great employment opportunities potential for  women, especially in skilled/technical roles.   (This can contribute to meaningful employment with potential for upward mobility and labor inclusiveness in the energy sector in The Gambia. The project will assess the existing barriers and challenges to employment including the pathway of school-to-work transition to ensure that women can access the training and support needed to join the energy and water sectors. NAWEC will address the recruitment, retention, and promotion for women, by focusing on, among other things: (i) gender stereotypes and norms; (ii) mobility and workplace safety issues; (iii) lack of mentors; (iv) limited networks due to small numbers of women working in the sector; (v) issues maintaining work life balance and care burden; (vi) gender wage gaps; and (vii) sexual harassment, sexual exploitation and abuse,and other safety concerns.

The project will place the focus on actions such as (i) provision of scholarships for academic energy-related education to improve the representation of women engineers and technicians in the sector; and (ii) actions to support capacity building for women in solar isolation, installation and maintenance. The project will contribute to foster and scale up women’s empowerment through Renewable Energy Access Model, based on the model provided by the Mbolo Women Training Center in The Gambia. Women who graduate from the center are qualified for solar installation and maintenance and could be recruited by private sector companies, including those participating in the project. Table 1 below  provides an overview of the main topics and potential activities in the Gender Action Plan.

Table 1. Potential Activities within the Gender Action Plan

Identified Gap Proposed Action Proposed Indicator
a) Barriers for women to be employed in the energy and water sectors

b) Lack of inclusion of gender dimensions of energy and water service delivery

 

a)      Baseline assessment of barriers for women to being hired and employed in the energy and water sectors (hiring practices, school-to-work transition, workplace policies, work environment, etc.) as well as on gender dimensions within the sector

b)      Consultations and trainings on gender for management/staff of key institutions (NAWEC, PURA, MoPE, GNPC, etc.), including HR focal points

c)      Inclusion of gender in all strategic studies under the project, further stratified by geographic location and other markers

a) The existence of gender strategies and policies in place

b) Number of staff trained on gender disparities, the importance of women in the water/energy sector, etc.

c) Number of studies

Low number of women engineers and limited career opportunities for women in NAWEC

 

a)      Internship program and preferential hiring

b)      Training, stipends and mentorship opportunities for female staff to boost internal promotion

c)      Reserved places for female staff in any training offered under the project

d)      Women trained in supervisory control and data acquisition (SCADA) energy management system

a) 15 or more percent of women among NAWEC engineers

b) Number of women benefitting from training on core aspects

Weak pipeline of technical female staff joining NAWEC and other institutions a)      Outreach activities to high schools, universities and career fairs including promotional campaigns to enhance the interest and awareness in STEM subjects/energy sector employment, and to inform about scholarship opportunities

b)      Scholarship fund

a) Number of scholarships given to women

 

Limited number of women working in skilled positions in the renewable energy sector

 

a)      Training program for installation and maintenance of solar equipment

b)      Partnerships with firms under the project committed to hiring women trained

a) Number of firms with explicit commitment to hire women trained

 

b) Number of firms who hire at least 5% of more

women technicians in firms participating in the project

 

 

Scope of Work:

As a part of efforts to address gender gaps in the energy sector in The Gambia, a Gender Assessment and Action Plan needs to be developed to enhance attention and focus on the issue of gender equality and inequities and the contributions the energy sector can make toward this national and sector goals, as well as contribute to working towards global goals  to achieve gender equality and empowerment as committed to in the Sustainable Development Goals (SGDs).”. The Gender Assessment and Action plan will be developed using the following methods: desk literature review, key informant interviews (including university and high school professors/teachers/administrators across different regions) and client consultations, where possible, to better understand what good practices could be implemented in the sector. The activity aims to ultimately design interventions to be implemented with counterparts in public-sector entities, such as Ministries, as well as relevant other donors, private sector entities and NGOs. The focus of this assignment will be to design the programs and initiatives as part of the GERMP activities in The Gambia with the client counterparts. The goal is not to duplicate similar efforts, but rather to fill gaps where they exist and point to areas where there are the greatest opportunity for impact on gender equality in the energy and water sector. The consultant will be expected to engage very closely with the World Bank project team members as the project components are implemented so priorities and delivery modalities align.

Table 1: Detailed Tasks, Approaches and Outputs

Task Approach/Methodology Output
1.0 GENDER INCLUSION IN THE ENERGY SECTOR GAPS ASSESSMENT    

 

1.1 Stocktaking
Take stock of relevant documents, data points and other information related to gender gaps relevant to the energy sector and GERMP activities. Identified areas of interest include gender disparities in education in particular within STEM, relevant policies, female leadership, labor-force participation rates, etc. within the energy- and water sectors.

 

Identify and conduct a stocktaking in the form of a written assessment of initiatives in the Gambia focused on gender equality and inequity that are relevant to the GERMP project, with a focus on approaches that could work for WB clients and operations.

 

Identify areas of where discrimination including social and workplace attitudes, biases (both unconscious or overt biases) may contribute to barriers and examples of how other sectors/organizations have dealt with them to help create a safe, inclusive and supportive working environment for all, free from Sexual Harassment (SH) and Sexual Exploitation and Abuse.

 

Ensure that gendered risks including Sexual Exploitation and Abuse (SEA) and Sexual Harassment (SH) are adequately identified, analyzed, and addressed in project safeguards documents by ensuring the identification and oversight of a consultant with technical expertise in SEA/SH issues.

 

Desk review and outreach to relevant internal and external networks.  Use of primary and secondary research. Gender gap assessment report and PPT slide deck key findings and recommendations.
1.2  Key Informant Interviews
The consultant will interview a selection of key informants, with an eye to different types of interventions as well as a range of relevant institutions.   In-person or virtual  interviews (phone, video conferencing, etc) Summary of key points in interviews (full transcripts to be kept confidentially by PIU) noting key concerns, suggestions, and input into gender gap assessment.
 

2.0 ACTION PLAN OF POTENTIAL GENDER INTERVENTIONS

 

      2.1  Draft Action Plan
Draft an action plan based on the gaps and opportunities that have been identified to enhance gender equality and meaningful gender inclusion in the energy sector. The plan needs to focus on the components of the GERMP outlined above and provide practical recommendations for each component. The document will outline delivery modalities, possible partnerships (e.g. educational institutions, women’s associations, donors etc.) and budget implications.  Collation and synthesis, with a focus on distilling practical and good approaches in a draft action plan for client counterparts (the energy sector more broadly in the absence of a sector strategy). Draft action plan
2.2 Consultation on Action Plan    
Host half-day workshop focused on consultation and agreement for the gender action plan for GERMP with relevant counterparts.

 

Submission of final action plan expected after workshop.

 

 

Invite list to be drafted by consultant and draft agenda to be delivered including organization of logistics etc., proposal for venue, etc. to be submitted to PIU Workshop summary and final gender action plan. One media / communications output expected after the event.
3.0  ACTIONS OF THE PROGRAMS

 

   
3.1          Action Plan Implementation
Based on the action plan and consultation should lead design of tailored interventions for GERMP e.g. deliver of a behaviors, norms, bias awareness training for energy sector stakeholders, design of women’s scholarship program, assist in the development of internship- and skills development programs, etc. Consult labor/HR unit in NAWEC to discuss and assess current policies and trainings and how these can be adapted, gaps, opportunities for gender inclusion.

 

Provide program design support to NAWEC. To be defined after delivery of action plan.
3.2 Advisory Support    
Provide advisory support to the stakeholders on operationalizing the action plan for GERMP Additional Financing project. Consultation with NAWEC as needed. When asked, provide briefing and advisory notes/recommendations, participate in calls/meetings, etc.

 

Activities and deliverables

The consultant will lead the in-country gender equality work within the GERMP Project Implementation Unit (PIU).  Key tasks will include:

  • Design a detailed action plan for the gender actions to be supported through the GERMP, and to develop and monitor the various training and coordination activities.
  • Provide analytical support to the team on entry points related to gender as outlined under the GERMP. The first key area of focus will be assisting with data collection and mapping gender gaps related to employment and technical and non-technical roles.
  • Advisory support on the development of institutional gender policies for NAWEC.
  • Mapping and delivering capacity development and trainings needed across the energy sector. A training schedule will need to be designed and delivered.
  • Collate key findings from the Gender Action Plan to suggest actions for the PIU to build engagements both internally and with clients to strengthen the project design.
  • Support all project activities with input and support to in-country supervision and/or technical missions with the project funders (World Bank, European Investment Bank etc.), client dialogue, technical advice to policy development (primarily internally within NAWEC but potentially also at government level), etc.
  • Support knowledge management by creating learning and information sharing to document impact and outcomes at the project level as opportunities arise e.g. input to reports etc. for project teams, etc.
  • Provide oversight and support to the PIU to ensure that someone with adequate technical expertise on gendered risks including SEA/SH is identified and included in social evaluations and the development of key safeguards documents (and in the Gender Action Plan), and oversee their work to ensure that a SEA/SH prevention, mitigation, and response action plan is developed as part of the project’s Environmental and Social Management Plan.

 

Duration of Work

The initial assignment is one year, which can be extended upon an agreement between the Consultant and NAWEC.

 

Reporting and Timing       

The consultant will report to the PIU Coordinator. The consultant will work within the PIU, in consultation with local NGOs, the World Bank, and local gender focal points across the energy sector.

 

Criteria and Qualifications:

The consultant will have:

 

  • An advanced degree and a minimum of 10 years of direct and relevant experience
  • Relevant experience in developing gender engagement in projects and with various institutions in the public sector
  • Knowledge and familiarity of gender in the energy, water and infrastructure sectors
  • Experience working directly with project teams and interacting with governments on gender, social issues and energy related issues at the policy and institutional level
  • Experience with on dealing with institutional, labor and social issues related to Gender Based Violence, Sexual Harassment, and Sexual Exploitation and Abuse is preferred
  • Previous relevant working and/or research experience in The Gambia
  • Demonstrated ability for writing technical and analytical content in English
  • Ability to work virtually and attend meetings in offices as required
  • Availability to travel frequently into rural areas for consultations as needed

[1] See https://beijing20.unwomen.org/~/media/headquarters/attachments/sections/csw/pfa_e_final_web.pdf

[2] This includes but is not limited to ensuring the hiring of consultants with adequate technical expertise to support the design, implementation, and quality assurance of key identified SEA/SH prevention, mitigation, and response activities.