Design, Monitoring and Evaluation for Peacebuilding

You are here


Gender Specialist

Aga Khan Foundation Canada
Employment Type

Aga Khan Foundation Canada


Gender Analysis and Gender Strategy




I.                   Purpose

AKFC requires the services of a Gender Specialist to provide support to the Aswan Skills Development Project (ASDP). This project, funded by the Government of Canada’s Department of Foreign Affairs, Trade and Development (DFATD), will focus on strengthening the quality and range of vocational and technical training programs as well as professional programs available to young men and women in Aswan Governorate, Egypt. The project intends to enhance employment and employability for at least 6,000 young men and women (approximately 40% women) by strengthening training institutions including the Aswan Continuing Education Center (CEC), Aswan University, and government training facilities. The Gender Specialist will work with the Aga Khan Foundation, Egypt (AKF,E) and its implementing partners to conduct a gender analysis, and prepare a detailed work plan and gender strategy to integrate gender-sensitive approaches in project activities, in accordance with DFATD and AKFC requirements, as well as international best practices. 



II.                Background and Context

Egyptian youth seeking employment face a combination of obstacles, including mismatched skills and inadequate preparation for and information about labour market demands. They lack access to affordable training to develop marketable skills, employer contacts and entrepreneurship training that are directly linked to market requirements. Few opportunities exist for work-place based mentorship and coaching, making it hard for new entrants into many technical occupations. ASDP will seek to address these challenges in Aswan by working with Winnipeg, Manitoba-based Red River College (RRC) and the Aswan-based Om Habibeh Foundation (OHF) to adapt Canadian best practices to address unique Egyptian market realities.


Under ASDP, AKF,E, OHF and RRC will adapt and implement a Canadian model for market-responsive, private not-for-profit provision of Technical Vocational Education and Training (TVET), strengthening skills for employability and transitional services for young men and women in the Governorate. The Canadian learning model is well respected across the world as one that focuses on outcome-based learning and adheres to quality standards leading to highly skilled graduates entering the workforce. It integrates elements that contribute towards students’ professional and personal transformation, enabling them to succeed in their chosen careers. These aspects reflect identified priorities for TVET in Aswan, making the Canadian approach highly relevant in this context.


In applying Canadian best practices in Aswan, ASDP will deliver benefits for all its major stakeholders. Specifically:


i.            Local employers and firms will gain access to more appropriately trained young staff who will help to increase productivity and generate new business. Private sector firms from growth sectors across the country will be critical partners in the identification, design and delivery of ASDP training programs. By drawing on RRC’s rich expertise, ASDP will be able to experiment and innovate with a range of models for effectively integrating private sector partners into the development and delivery of training programs;

ii.            AKF, E and OHF, with the CEC and RRC, will be able to establish a strong and increasingly sustainable organizational platform for quality skills training, thereby positioning the CEC as a leader for the delivery of innovative and market-responsive TVET in Aswan on a long-term basis;

iii.            Partner institutions, including the CEC, Aswan University and government TVET facilities, will benefit from institutional and technical capacity support to improve service delivery and support wider engagement in policy discussions about TVET reform; and

iv.            Young men and women who access ASDP training courses, including through outreach components in under-served districts, will benefit from highly valued skills and certifications, mentorship and job counseling services, highly effective learning tools and resources including e-learning modules and internships, as well as practical support for those wishing to start their own businesses. ASDP will benefit a wide range of young people including school leavers and graduates who are struggling to find employment in the current economic context as well as those who are currently employed and are seeking career advancement.


Project Objectives

The goal or ultimate outcome of the ASDP is Enhanced employment and employability for young women and men in Aswan Governorate. The intermediate and immediate outcomes are listed below:


Intermediate Outcome

Immediate Outcome

1100. Sustainable improvements in access to relevant, high-quality skills development and employability services for young men and women.

1110. Strengthened private and public institutions capable of delivering market-responsive TVET in Aswan.

1120. Improved knowledge and services to support transitions into work or entrepreneurship for targeted youth.

1130. Improved outreach and increased participation in quality skills development and training opportunities (including in under-served districts).




Aga Khan Foundation Canada

AKF’s Canadian affiliate was established as a Canadian nonprofit international development agency in 1980. Aga Khan Foundation Canada (AKFC) mobilizes Canadian financial, intellectual and technical resources to support the efforts of the larger Aga Khan Development Network (AKDN) through wideranging partnerships with the Canadian government, academic and civil society institutions, the corporate sector, and individual Canadians. As the Executing Agency, AKFC will be responsible for the execution of the project, including project oversight, overall monitoring and evaluation, and reporting to DFATD, with the overall aim of bringing Canadian resources and technical assistance to bear in the implementation of the project. 


Field Implementing Partners

In Egypt the project is being implemented by multiple AKDN agencies and other partners, led by Aga Khan Foundation Egypt (AKF,E) and the Om Habibeh Foundation (OHF). AKF,E and OHF carry out community-based development programming in the areas of education, rural development and civil society strengthening, in Cairo and Aswan Governorate, respectively. The other field partners involved in implementing ASDP include the First Microfinance Institution (FMFI), also an AKDN institution, the Aswan Continuing Education Centre (CEC), the Aswan University and government TVET centres.



III.             Objectives and Deliverables of the Consultancy


The consultant would serve as a short term technical advisor for the Aswan Skills Development Project. The consultant would work with AKF,E and its partners to conduct a detailed gender analysis and to use it as a basis to develop the project’s gender equality strategy, and to develop a detailed work plan for integrating gender-sensitive approaches in project activities throughout the life of the project, in accordance with DFATD and AKFC requirements, as well as international best practices. Further, the consultancy would serve to enhance the capacities of AKF,E and OHF, and their implementing partners in the field to mainstream gender into future programming. 


In collaboration with AKFC, the consultant will review the project’s integration of gender into its activities, including its monitoring and evaluation tools, and prepare a detailed work plan for implementing gender mainstreaming across the project.  The key activities to be carried out by the consultant include:


  • Conducting a field visit to Egypt to meet with DFATD and AKF Egypt in Cairo, and implementing partners in Aswan (including OHF, FMFI, CEC, the Aswan University and government TVET centres), and interview key local interlocutors and project target beneficiaries; 
  • In Egypt, leading a project review and planning session with key project staff (including representatives of collaborating agencies) to share findings and discuss approaches for integrating gender equality considerations into the project activities;
  • Assess RRC’s capacity in mainstreaming GE and advise how the project can benefit from their capacity in this particular area.
  • Preparing a gender analysis and strategy for the project, including a detailed work plan for the duration of the project, as well as recommendations for amendments to the PMF and budget if required. The work plan should identify specific activities and human resources for realizing the strategy over the life of the project. The gender analysis, strategy and work plan must be reviewed and confirmed by project implementing partners (AKF Egypt, OHF, FMFI, RRC, CEC, the Aswan University and government TVET centres);
  • Providing a debrief session for AKFC on in-country activities; and

·         Preparing a final report for AKFC summarizing gender analysis and strategy activities and outcomes, recommendations to implementing partners on how to mainstream gender activities in this project, and suggested next steps for AKFC and the project implementing partners.



IV.             Consultant’s Level of Effort

The consultant will be responsible for overseeing the activities and ensuring the deliverables are completed.  The tasks outlined below will require up to 15 days total to complete. The following is an approximate breakdown of activities and timelines, assuming a 1 April start date.  The start date and timelines will be confirmed with field team and the consultant once identified:





Due Date

Orientation and documentation review

1 day

Review proposal, AKFC Gender Policy, donor requirements for gender analysis and strategies. Introductory phone meetings with select AKFC and partner staff as needed.


Prepare a work plan for gathering information from relevant stakeholders in Cairo and Aswan. (Canada)

2 April 2015

Egypt field visit

8 days

Conduct meetings and interviews with AKF Egypt and OHF staff, implementing partners, project beneficiaries and community members in project target areas. (Cairo and Aswan)


Lead a project review and planning session (workshop) with key project staff and other stakeholders as determined by the AKF,E project team to share findings and discuss approaches for integrating gender equality considerations into the project activities. (Cairo) 

15 April 2015

Develop gender analysis, strategy, and detailed work plan. 

3 days

Share draft with AKFC and field partners, integrate comments and revisions as appropriate, and finalize. (Canada)

20 April 2015

Debrief session for AKFC.

1 day

Prepare and deliver a presentation to the program manager and other relevant project staff on the activities and findings of the mission. (Ottawa)

25 April  2015

Final report on the activities and outcomes of the consultancy, as well as recommendations for next steps.

2 days

The final report is for AKFC and should summarize the activities and outcomes of the mission, recommendations to implementing partners on how to mainstream gender activities in this project, and suggested next steps for AKFC and the project implementing partners. (Canada)

30 April 2015


15 days




Total number of days:  up to 15 days, starting 1 April 2015, to be completed by 30 April 2015



V.                Consultant Qualifications and Experience


The consultant(s) should be a senior professional with an advanced degree in a relevant field and a minimum of 10 years’ experience. The candidate(s) should bring to the position:


·         Experience in developing and providing recommendations on gender analyses, gender strategies and work plans for international development projects;

·         Knowledge and experience of international best practices in gender analysis and gender strategy development;

·         Knowledge and experience of DFATD requirements for gender analyses and strategies; and

·         Excellent understanding of gender equality issues, especially as they pertain to technical vocational and professional education, skills development and entrepreneurship in developing country environments;

·         Solid knowledge of technical vocational and professional education, and skills development and entrepreneurship issues and programming in the development context;

·         Experience with DFATD-funded projects and results-based management methodologies;

·         Excellent written and oral communication skills in English; and

·         A relevant degree preferably at the graduate level. 


If the consultant can meet the additional criteria below, this would present an added advantage:

·         Knowledge of the development context in the Middle East

·         Prior working experience with AKDN agencies;

·         Availability and willingness to provide gender expertise to the project on an as-needed basis until its conclusion.



VI.             Presentation of Final Deliverables


The draft and final gender analysis reports should be structured as outlined below, with tables, graphs and accompanying photographs and/or notes. The draft and final reports must be properly formatted and edited. 


Final Gender Analysis Report Structure (maximum 20 pages)


1.      Title Page

  1. Executive Summary (maximum two pages):

3.      Introduction

4.      Background

a.       Project goal and objectives

b.      Gender analysis objectives

c.       Gender analysis methodology

d.      Gender analysis consultation process

5.      Baseline

    1. Relevant aspects of current state of gender equality in region where project will be implemented (including key issues, norms, relations, formal and informal rules, and trends)
    2. Gender equality issues in areas likely to be significantly affected by the project
    3. Gender equality objectives established at international or national levels relevant to areas of programmatic importance
    4. Gender equality capacity of the implementing organizations

6.      Strategic Gender Analysis

a.       Identification of the project’s potential effects on gender equality (positive and negative) and the interrelationship between factors

b.      Identification of monitoring needs, implementing organization capacity building requirements and management actions

7.      Conclusions

8.      Recommendations

9.      Follow-up, Monitoring and Reporting Framework


Annexes to the final report

·         Terms of Reference for the review

·         Timetable

·         List of individuals interviewed and of stakeholder groups and/or communities consulted

·         List of supporting documentation reviewed

·         Research instruments: questionnaire, interview guide(s), etc. as appropriate

·         Specific monitoring data, as appropriate

·         Short biography of the consultant



The outline for the GE strategy and the work plan – both key deliverables for this consultancy –should be suggested by the consultant, and agreed with AKFC. The consultant should provide the recommended strategy and work plan, as well as PMF revisions. The strategy and workplan will incorporate the results from the in-country consultations and workshop with AKF,E, OHF and their implementing partners, as well as the findings from the analysis.


These deliverables will be submitted according to agreed timelines and the consultant will provide one original bound copy of each duly signed by the consultant along with virus-free electronic versions in Microsoft Word 2010 or compatible program in a high standard of English. 



VII.          Reporting


The consultant will be responsible for all reporting to and communication with AKFC.  The consultant will work closely with and report directly to the ASDP program manager based in the AKFC office in Ottawa on all matters pertaining to this Terms of Reference.




Start Date
How To Apply

VIII.       How to Apply:

Consultants meeting the above criteria are invited to submit a proposal by e-mail to AKFC at no later than March 10, 2015 with the subject of email clearly marked “Proposal for Gender Equality Assessment


Proposals should include the following:

·         CV of the consultant(s), outlining previous gender and gender equality assessment experience and accomplishments;

·         A letter of intent, outlining the proposed approach, proposed schedule (earlier dates are preferred) and the consultant’s proposed daily rate with justification; and

·         Two examples of GE or other gender related assessment reports recently completed. If possible, at least one of the reports should be relevant to the sectors/geographies of this assignment.


Each technical proposal will be evaluated based on evidence of the following items:


Technical (50 points)

·         Clarity of proposal and compliance with Terms of Reference;

·         Appropriateness of time frame;

·         Understanding of the assignment’s questions and objectives; and

·         Soundness of approach proposed.


Capacity (50 points)

·         Experience of conducting assessments in the relevant sectors and/or geographies;

·         Quality and suitability of the consultant to manage the project; and

·         Consultant’s qualifications.


Please note that applications from individuals or teams are eligible for this assignment, providing that the number of days does not exceed 15 days.

Application Deadline