TERMS OF REFERENCE FOR EVALUATION OF THE SUCCESSION PLANNING PROGRAM UNDER THE ENTERPRISE DEVELOPMENT PROGRAM – INDIVIDUAL CONSULTANTS

  1. Background and Objective
    African Management Services Company (AMSCO) was established to address the issue of management and management capacity building in private sector companies in Africa, enabling these companies to enter the global market competitively, profitably and in a sustainable manner.
    The Enterprise Development Project (EDP) framework agreement was signed between the Government of the Republic of Zambia represented by the Ministry of Finance and the African Management Services Company on the 24th February 2017, for the provision of Human Capital Development solutions to Zambian enterprises (“Beneficiary Enterprises”), offering support to priority sectors and industries identified in collaboration with local partners in Government and the Private Sector.
    Through the Enterprise Development Programme (EDP) AMSCO provides human capital development solutions to Small and Medium Enterprises (SMEs) with focus areas in financial inclusion & inclusive business, Agriculture and Agro Processing, Hospitality and Tourism and Leather Products and Textiles. The main objectives/thematic areas of the EDP are
  2. Job creation
  3. Increasing tax revenue generation base
  4. Capacity development /skills development
  5. Value chain and market linkage development
  6. Promotion of women and youth entrepreneurship
  7. Promotion of social and green entrepreneurship
  8. Leather products and textiles, clothing
    AMSCO is a critical player in most African economies, and through its Human and Intellectual Capital, is committed to helping the continent’s businesses take full advantage of the opportunities open to them. AMSCO is an implementer of the Enterprise Development Program in which the
    program places technical experts within enterprises to enhance the performance of both the human capital and the business itself.
    This placement of Technical Experts (TEs) is coupled with a succession planning program. The objective of this program is to ensure a transfer of skills between the technical experts and the already employed staff with the additional objective of upgrading the junior staff at the end of the TEs. contract. The succession planning is implemented as indicated in the table below.
    The EDP would like to conduct an evaluation of this succession planning program within the Beneficiary enterprises of the program to measure its impact, successes failures and recommendations for improvements.
    Objectives of the assignment include
  9. To enhance the succession planning program for effective implementation
    Step 1 Step 1
    • Communicate possible opportunities Communicate possible opportunities Communicate possible opportunities Communicate possible opportunitiesCommunicate possible opportunitiesCommunicate possible opportunities Communicate possible opportunities Communicate possible opportunities Communicate possible opportunitiesCommunicate possible opportunities
    Step 2 Step 2 Step 2
    • Identify Key Talent Identify Key Talent Identify Key Talent Identify Key TalentIdentify Key TalentIdentify Key Talent Identify Key TalentIdentify Key Talent Identify Key Talent
    Step 3 Step 3 Step 3
    • Assess Competency Readiness Assess Competency Readiness Assess Competency Readiness Assess Competency Readiness Assess Competency ReadinessAssess Competency Readiness Assess Competency Readiness Assess Competency ReadinessAssess Competency Readiness
    Step 4 Step 4 Step 4
    • Prepare development Plans Prepare development Plans Prepare development Plans Prepare development PlansPrepare development PlansPrepare development Plans Prepare development Plans Prepare development Plans Prepare development Plans
    Step 5 Step 5 Step 5
    • Provide Development Opportunities Provide Development Opportunities Provide Development Opportunities Provide Development Opportunities Provide Development Opportunities Provide Development Opportunities Provide Development Opportunities Provide Development Opportunities Provide Development Opportunities Provide Development Opportunities Provide Development Opportunities
    Step 6 Step 6 Step 6
    • Formalise Eligibility Monitor & Review Formalise Eligibility Monitor & Review Formalise Eligibility Monitor & Review Formalise Eligibility Monitor & Review Formalise Eligibility Monitor & Review Formalise Eligibility Monitor & Review Formalise Eligibility Monitor & Review Formalise Eligibility Monitor & Review Formalise Eligibility Monitor & Review Formalise Eligibility Monitor & Review Formalise Eligibility Monitor & Review Formalise Eligibility Monitor & Review Formalise Eligibility Monitor & Review
  10. Review the internal strengths and weaknesses of the
    beneficiary enterprises on the program as well as external threats and opportunities relevant to the overall goals of the succession planning program
  11. To establish factors that could have led to the success/failure of the program
  12. Scope of work
    In order for AMSCO to have a clear understanding of the effectiveness of the succession planning component of the Technical Assistance rendered by TEs to BEs, AMSCO is seeks the services of a qualified evaluation professional to independently conduct the following activities:
  13. Review the succession planning schedules and any other documentation for all BEs.
  14. Interview the technical experts and the identified successors (including HR departments) for all BEs
  15. Review the scopes of work and qualifications of the TEs as they relate to the SOWs and qualifications of the identified successors for all BEs
  16. Identify gaps and learning requirements for all BEs and the identified successors
  17. Produce a final report, complete with (at the very least) approach used, SWOT analysis and recommendations
    3 Qualifications and Experience of Service Provider
    Qualifications
    Experiences
    • Familiarity with Zambian Enterprise Development sector, key constraints and challenges.
    • Significant experience corporate governance.
    • Experience developing succession plans for small, medium or large organizations.
    • Investment preparation and facilitation experience is beneficial.
    • An advanced university degree in business administration, Human Resource Management
    • Ability to develop detailed frameworks and work plans.
    • Attention to detail and focus on quality delivery and achieving deadlines.
    • Commercial-based thinking focused on adding value and business growth.
    • Innovative thinking and problem-solving skills.
    • Strong interpersonal skills and well-developed industry networks.
    • Effective communication (written and spoken) skills.
    Proposal Submission
    In addition to a detailed CV, please present, in three pages or less, your proposed methodology, two brief case studies, duration, and anticipated daily rate.
    Please submit your application to edp.zambia@amscobv.com by Close of business on 15th July 2020 with “EVALUATION OF THE SUCCESSION PLANNING” in the subject line.

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