Conducting mapping of potential and competencies (managerial and socio-cultural) for Civil Servants recruitment to fill in the second level Functional Position (Jabatan Fungsional Muda) at BNPB.

Batas Waktu
Lokasi
Jakarta

Conducting mapping of potential and competencies (managerial and socio-cultural) for Civil Servants recruitment to fill in the second level Functional Position (Jabatan Fungsional Muda) at BNPB.

28 April 2022

Background:

Indonesia's overall development has resulted in an enabling environment for Indonesia's disaster management agencies to be independent, responsive, proactive, and able to prepare and respond to disasters to reduce adverse impacts.

Badan Nasional Penanggulangan Bencana (BNPB) is present as an institution that is mandated to carry out the functions of command, control coordination, planning, and implementation of disaster management activities in an integrated manner, starting from before, during, and after disasters that include prevention, preparedness, emergency the response, and recovery. During the decade, BNPB has made significant strides in the formulation and determination of disaster management policies; implementation of standard operating procedures and good practice of the policies formulated; disaster management by acting quickly, precisely, effectively and efficiently; coordinating the implementation of disaster management activities in a planned, integrated and comprehensive manner with related cross sectors; and the development of strong international relations and integrating global best practices in the framework of institutional arrangements, early warning systems, coordination, response management, and disaster risk reduction.

However, in carrying out its role, BNPB is faced with several challenges, including empowering human resources within the framework of human resource development (workforce development) to sustain the work of disaster management institutions at national and regional levels (provincial & district/city).

The INVEST DM 2.0, is a USAID/BHA multi-year funded program implemented by Mercy Corps  - with consortium partners Yayasan Mercy Corps Indonesia (YMCI) and the University of Hawaii (UoH) - designed to provide a holistic approach to support BNPB in carrying out its roles and duties to fill systems and skills gaps in priority areas, including increasing technical capacity starting from preparedness, response, and recovery; policy planning and development; governance / institutional; and organizational development. All of this boils down to one aspect, namely, human capital development.

The main objective of the INVEST DM 2.0 Program is to strengthen the capacity of disaster management agencies in Indonesia and resources at various administrative levels so that they can fulfil their mandate of providing effective and life-saving disaster management services.

Mercy Corps Indonesia is part of the global Mercy Corps family, a leading global organization powered by the belief that a better world is possible. In disaster, in hardship, in more than 40 countries around the world, we partner to put bold solutions into action — helping people triumph over adversity and build stronger communities from within.

Purpose / Project Description:

Following the government's decision to place a moratorium on recruiting civil servants, BNPB is planning to recruit some civil servants from other ministries/state institutions and regional governments to fill several functional positions within the BNPB organization. The consideration is that recruiting civil servants provides BNPB with human resources for service until the retirement age and advancement, competence, and career development opportunities for the civil servants concerned.

The activity objective aims to organize an Assessment Center – within the framework of mapping competencies and potentials - to recruit up to 10 civil servants to fill BNPB second-level Disaster Analyst (Jabatan Fungsional Muda Analis Kebencanaan), and Disaster Management functional positions (Jabatan Fungsional Muda Penata Penanggulangan Bencana). The intervention falls within the operational scope of BNPB's HR Bureau and advances the implementation of the Agency's Human Capital Development Plan (HCDP) by obtaining data on:

  1. Recommendation on the result of the assessment center of the candidates for both functional positions:
    • Qualify
    • Not Qualify

Those recommendations should be based on and supplemented by an analysis of each candidate resulting from a series of assessment center activities.

  1. The individual motivation, work engagement, and potential for continuous learning within the framework of people development and lifelong learning.
  2. Suggestions in fulfillment of required competencies and identification of development programs in the areas of training, coaching or mentoring to address the competency development for the selected candidates.

Individual assessments are essential for placing the right persons with the right competencies in the right positions.

The individual competency assessments will increase the transparency and fairness of employee transfers and assignments within the BNPB. The principles of the individual assessment will be based on the standards of objectivity, transparency, accuracy, reliability, and usefulness.

The individual assessment results will provide each employee with a comprehensive description of their strengths, weaknesses, and development needs and identify individual pathways for career advancement.

Consultant Activities:

The Consultant selected for the assignment shall, under the direction of INVEST DM 2.0 perform the following activities:

  1. Design and deliver the functions of an assessment center within the framework of mapping competencies (managerial, socio-cultural) and potentials for up to 10 persons as described in the purpose/project description above. It should be consistent with the prescribed scope determined by BNPB (and aligned with relevant GOI laws, regulations, and guidance, especially Menpan RB Regulations, and BKN) to obtain data on recommendations on the result of the assessment center of the candidates for both functional positions under the following result:
    1. Qualify
    2. Not Qualify

Those recommendations should be based on and supplemented by an analysis of each candidate resulting from a series of assessment center activities.

  1. The individual motivation, work engagement, and potential for continuous learning should be within the framework of people development and lifelong learning.
  2. Suggestions in fulfillment of required competencies and identification of development programs in the areas of training, coaching or mentoring to address the competency development for the selected candidates.
  3. Design and socialize the delivery of the purpose, objectives, inputs, and operations of the assessment center implementation to the participants before its activation.
  4. Present the above individual assessment result to the INVEST DM and BNPB.

In conducting the activities above, the Consultant should refer to the following government regulations:

  1. PERMENPANRB no. 38 tahun 2017 tentang Standar Kompetensi Jabatan Aparatur Sipil Negara;
  2. PERMENPANRB no. 3 tahun 2020 tentang Manajemen Talenta Aparatur Sipil Negara;
  3. PERKABKN no. 26 tahun 2019 tentang Pembinaan Penyelenggara Penilaian Kompetensi Pegawai Negeri Sipil;

Consultant Deliverables:

The Consultant shall deliver to INVEST DM the following deliverables:

  1. Individual reports for up to 10 persons as described in the purpose/project description above and should detail assessment center results, including areas of individual strength, development areas, and development recommendations. This Official Potential and Competency Report includes:
  • Personal identification data
  • Individual profiles that include descriptions of potentials and competencies are displayed at this time, accompanied by suggestions for competencies development.
  • Suitability of job placement (Job Person Match)
  • Prediction of success in the current position
  • Predictions of success in career paths
  • Competencies development
  • The type of training recommended is based on the competencies' development.
  • Literature that must be read based on the competencies' development
  • Recommendation: Qualify and Not Qualify for each candidate
  1. Presentation to INVEST DM 2.0 and BNPB related to the results of individual reports in this assessment activity
  2. Executive Summary
  3. Activity Completion Report

Timeframe / Schedule: 

  • The Consultant must adhere to the assessment center activity schedule below;
  1. May 19, 2022 – socialization of the candidates (online)
  2. May 23, 2022 – assessment center execution (online)
  • Submission of deliverables:
  1. Individual report for up to 10 persons as described in the purpose/project description above: 5 working days after completion of conducting assessment center.
  2. Executive Summary (prepared in Bahasa Indonesian and English): 5 working days after completion of conducting assessment center.
  3. Presentation (by slide deck) of the report executive summary, assessment center results, and 10 individual reports to INVEST DM 2.0 and BNPB: two days after report submission.
  4. Activity Completion Report: 2 days after presenting the individual assessment report results.

The Consultant will report to:

INVEST DM 2.0 Workforce Planning and Development Advisor

The Consultant will work closely with:

The INVEST DM 2.0 Workforce Planning and Development Advisor with input as required from Senior GEDSI Specialist and HR and General Affairs Bureau at the BNPB.

Close supervision and support will be provided by INVEST DM 2.0. The selected Consultant is expected to engage in day-to-day communications with INVEST DM 2.0 and the BNPB and maintain an effective working relationship and consolidate the methodology to ensure that BNPB thoroughly understands the work.

INVEST DM 2.0 will facilitate communications throughout the contract period, and actively participate in the coordination, oversight, and implementation of this work. This may include adjustments in implementation as deemed necessary by INVEST DM 2.0.

Required Experience & Skills:

  • 5-10 years of experience in relevant technical field (required);
  • Has recognition, qualified, and certified to carry out a competency assessment, particularly assessment center;
  • Has a team with an advanced degree in Psychology registered as Psychologist;
  • Has demonstrated expertise, skills, and experience working on the implementation of bureaucratic reforms for government institutions;
  • Familiarity with Menpan RB Regulations and ASN standard competencies for the positions.

How to Apply:

Prospective candidates shall email their technical proposal outlining (a) the proposed strategies and approach; (b) key personnel's CV, SIPP from HIMPSI, and certificate of the assessor, and price quotation to procurement@id.mercycorps.org with subject "Competencies Assessment" on May 11, 2022, at the latest. Only shortlisted candidates will be contacted.

Diversity, Equity & Inclusion

Achieving our mission begins with how we build our team and work together. Through our commitment to enriching our organization with people of different origins, beliefs, backgrounds, and ways of thinking, we are better able to leverage the collective power of our teams and solve the world’s most complex challenges. We strive for a culture of trust and respect, where everyone contributes their perspectives and authentic selves, reaches their potential as individuals and teams, and collaborates to do the best work of their lives.

We recognize that diversity and inclusion is a journey, and we are committed to learning, listening and evolving to become more diverse, equitable and inclusive than we are today.

Equal Employment Opportunity

We are committed to providing an environment of respect and psychological safety where equal employment opportunities are available to all. We do not engage in or tolerate discrimination on the basis of race, color, gender identity, gender expression, religion, age, sexual orientation, national or ethnic origin, disability (including HIV/AIDS status), marital status, military veteran status or any other protected group in the locations where we work.

Safeguarding & Ethics

Mercy Corps Indonesia team members are expected to support all efforts toward accountability, specifically to our stakeholders and to international standards guiding international relief and development work, while actively engaging communities as equal partners in the design, monitoring and evaluation of our field projects. Team members are expected to conduct themselves in a professional manner and respect local laws, customs and MCI's policies, procedures, and values at all times and in all in-country venues.

INVEST-DM