Partner Capacity Strengthening Plan Template

خطة بناء القدرات لشركان مشروع النساء والسلام

1. Priority Gaps from the OCA \ الاحتياجات الاولية بناءا على تقرير تحليل القدرات

 priority gaps have been identified as critical areas that Jinda Organization needs to address to enhance its long-term sustainability and operational efficiency:

1. Human Resources Management (HRM): The OCA highlighted a major gap in this core area (scoring 35% by the external consultant). The organization lacks standardized, documented recruitment procedures, updated job descriptions, a formal employee performance appraisal system, and staff development plans.
2. Grant Management and Internal Coordination: Although the overall financial management system is strong, the report noted a gap in internal coordination between the program and finance teams regarding grant tracking and compliance. There is a clear need for a structured Authorization/Delegation Matrix to streamline workflows and define financial and programmatic limits.
3. Operational Planning and MERL Accountability: There is a need to translate the new Strategic Plan (2025-2028) into clear operational practices by institutionalizing staff roles. Clearer job descriptions will explicitly define staff responsibilities in data collection and reporting, thereby strengthening the practical utilization of the MERL framework.
4. Justification: Addressing these interrelated gaps through updated HR/Operations manuals and an authorization matrix will create a positive domino effect, resolving role ambiguity, strengthening grant compliance, and enhancing overall institutional governance.

1. Proposed Activity \ النشاط المقترح من قبل الشريك المحلي

Activity Description: Jinda Organization proposes a dual-approach capacity-building initiative (Technical Consultancy + Practical Training) to institutionalize its internal systems. The project will engage an expert local consultant to facilitate the following components:

1. Policy & System Development (Consultancy Component):

• Review and update Jinda’s Human Resources (HR) & Operations Policy Manual to align with international best practices and local labor laws.
• Standardize and develop a comprehensive package of missing institutional templates, including: updated job descriptions for all key roles, standardized employment contracts, and a formal annual Performance Appraisal Form.
• Design a clear Authorization and Delegation Matrix to streamline institutional governance and define financial/programmatic approval thresholds.

2. Practical Capacity Building (Training & Coaching Component):

Conduct a 3-day intensive, interactive workshop for Jinda’s core team (Management, Finance, Program, and MERL staff). The training will focus on operationalizing the new HR policy, training managers on using the performance appraisal system, and implementing the authorization matrix to maximize internal coordination and donor compliance in grant management.

Key Deliverables:

1. An updated and approved HR & Operations Policy Manual.
2. A standardized institutional template package (Job Descriptions, Contracts, Performance Appraisal forms).
3. A finalized Institutional Authorization and Delegation Matrix.
4. A comprehensive training report detailing staff capacity-building outcomes.
5. Purchasing of an HR System

1. Budget \ الميزانية المطلوبة
2. Expected Outcomes \ المخرجات المتوقعه
3. Institutional & System Outcomes:

• Updated Policy Framework: A fully revised, approved, and contextualized HR & Operations Policy Manual that aligns with international standards and local labor laws.
• Strengthened Governance: A finalized and signed Institutional Authorization & Delegation Matrix, clearly defining financial and programmatic approval thresholds to eliminate role ambiguity.
• Standardized Management Tools: Implementation of a standardized administrative template package, including updated Job Descriptions (JDs) for all core positions, standard employment contracts, and a formal Annual Performance Appraisal system.
• Purchased HR Management Software: Procurement and installation of an HR management system to improve staff record management, internal coordination, documentation, and organizational efficiency.

2. Capacity Building & Long-term Impact Outcomes:

• Capable & Compliant Staff: Enhanced knowledge and skills of 11 core staff members (Management, Finance, Programs, MERL) on operationalizing the new policies and maximizing internal coordination for better donor compliance.
• Operationalized MERL Accountability: Improved data collection and utilization across projects, driven by the clear integration of monitoring and evaluation tasks into staff’s new job descriptions.
• Sustainability & Readiness: Lower institutional risks, reduced staff turnover, and increased donor confidence in Jinda Organization as a highly structured, governed, and compliant partner for future funding opportunities.

How to Apply

Please send your completed Request for Quotation (RFQ) with the signed Terms of Reference to the following email address:

This email address is being protected from spambots. You need JavaScript enabled to view it.

If applicable, please attach supporting documents, including your CV and proof of relevant work experience.

The deadline for applications is June 6, 2026.

If you have any questions, please do not hesitate to contact us.

Tender's Files

6a2182ffc3ce5-pr-257-jindapr-capacity-strengthening.pdf
6a2182ffc4359-tor-capacity-building-jinda.docx