1. WHO WE ARE
UAF-Africa is a feminist, pan-African, rapid response Fund, committed to transforming
power relations through resourcing African feminists and womn human rights defenders and
their formations as an act of solidarity. We are part of the ecosystem of feminist and womn’s
movements in Africa and globally. In character, we are bold and courageous, proactive, and
responsive, creative, and rigorous, curious, alert, and agile, imaginative, and grounded,
consistent, and reliable.
Operating as a virtual organisation, the Fund boasts of strategic presence in Africa’s five subregions-
East Africa: Nairobi & Makuyu- Kenya, Kampala- Uganda and Addis Ababa-
Ethiopia; North Africa: Cairo-Egypt; Southern Africa: Harare- Zimbabwe, Lilongwe &
Blantyre-Malawi, Antananarivo- Madagascar, Johannesburg & Cape Town- South Africa,
Gaborone- Botswana; and West Africa: Abuja- Nigeria, Parakou & Cotonou- Benin, Yaoundé
& Douala- Cameroon, and Lomé, Togo. Recognising the need to move resources rapidly on a
continent where opportunities and threats arise and decline quickly, UAF-Africa established
itself as a base for a Rapid response Grant-making mechanism.
2. OVERALL PURPOSE & OBJECTIVE OF THE EMPLOYEE ENGAGEMENT
SURVEY
a) Overall Purpose
UAF-Africa is committed to maintaining a dynamic, vibrant, fully engaged workforce that is
crucial in advancing the organization’s mission and mandate. As part of this commitment, the
Fund seeks to partner with an experienced firm to collaborate with our HR team in conducting
an employee engagement survey. Understanding that people are an integral part of an
organization’s efficient functioning, this survey aims to ensure Fund & staff alignment and
functionality for mutual success.
b) Overall Objective
The objective of this assignment is to:
i. Foster process ownership and buy-in by all staff.
ii. Assess the staff members’ perceptions regarding work engagement and
motivation levels.
iii. Propose a strategy to address issues affecting staff motivation, fully involving the
concerned staff for a tailor-made strategy/solution.
iv. Strengthening our organizational work culture.
3. Scope of work
i. Survey questionnaires and related tools developed and approved by
management.
ii. Recommendations and strategies to improve employee engagement and
satisfaction are developed and submitted.
iii. Presentations to management and staff conducted.
iv. Final submission of the complete survey report and necessary statistical data.
4. DURATION OF CONSULTANCY
The consultancy is expected to be conducted over seventeen (17) non-consecutive days
tentatively broken down as follows.
Activities Proposed No. of Days
Orientation & contract signing 1
Proposed methodology development and sharing for review 1
Internal Secondary Data sharing & review 2
Questionnaires and other related tools developed and approved by
management.
Conduct the Survey 5
Compile results 2
Prepare first draft report for review 2
Incorporate edits & comments to second draft report 1
Submission of final report 1
Total 17 days
5. LANGUAGE OF THE CONTRACT
The Consultant(s) shall produce the deliverables/outputs and all related documents in
English.
6. CONSULTANT/S QUALIFICATIONS AND SKILLS
i. Master’s degree in any social sciences, economics, business management, legal
fields with particular emphasis on Organisational Development, or equivalent
combination of qualification and experience.
ii. Been in the Survey and research industry for more than 10 years;
iii. Knowledge of research methodologies and techniques.
iv. Data Analysis experience.
v. OD Presentation skills.
vi. Excellent communication skills.
vii. Proficiency in MS Office.
viii. Strong statistical and mathematical aptitude.
ix. Strong problem-solving skills.
7. SPECIFIC PROFESSIONAL EXPERIENCE
i. Working knowledge of feminist and or human rights organising is required.
ii. Experience working within the NGO or development sector.
iii. Experience conducting employee engagement survey consultancy services in
recent years.
iv. Knowledge of and experience with research, employee engagement surveys,
and organisational culture.
v. Experience in change management and organisational transformation.
vi. Specific expertise in employee engagement surveys.
vii. Experience in developing employee engagement survey tools
8. REMUNERATION
UAF-Africa will negotiate the consultancy rate with the selected consultants based on
competitive rates for similar work in other spaces.
9. MANAGEMENT STRUCTURE AND REPORTING
The Consultant reports directly to the Director People & Culture and work closely with the
HR team, who will be responsible for the operational day-to-day management and
coordination of the consultancy work.
Note: UAF-Africa is an equal opportunity employer that does not discriminate in hiring
practices. We are an inclusive organization and actively promote equality of opportunity for
all with the right mix of talent, skills, and potential. We welcome all applications from a wide
range of candidates. Selection for roles will be based on merit.