Careers at UNICEF

Careers at UNICEF


Consultant for capacity development framework for workforce under Integrated Child Protection Scheme

Duty Station & Location:

The assignment requires travel and work in Delhi and 8 districts across 4 states in India. The final report can be written at the consultant’s home base.

Delhi – the work in Delhi will primarily involve interaction with the Government, experts and UNICEF to develop an enhanced understanding of the context and to plan the field work;

Visit to states and districts – the work will include introductory meetings at state capital and interviews with key stakeholders at state government and state child protection societies. At the district level, visits will include meetings and interviews with key stakeholders in two districts in each of the four states (not the district where state capital is located). The states will include: Andhra Pradesh, Assam, Gujarat, and Odisha.

Duration: 85 working days

Closing Date: 28 October 2013

Purpose of Assignment & Background


• Qualified and well-equipped personnel are the most critical element of a robust child protection system. A host of tasks associated with child protection programming – including planning, service delivery, monitoring, and reporting, require significant amount of human engagement and specific protection related skills. Some personnel require skills to manage and supervise teams, training skills, and skills related to monitoring and information technology;

• While interventions on child protection are not new in India, the Integrated Child Protection Scheme (ICPS) aims at organizing a wide range of protection interventions under a single umbrella of an integrated scheme. ICPS provides multiple opportunities in terms of setting up of child protection units at state and district levels, and augmentation of workforce in existing interventions;

Personnel under Statutory Structures and Schemes relating to Child Protection:

• Personnel under the Juvenile Justice Act and ICPS:

o As mandated under the Juvenile Justice (Care and Protection of Children) Act, 2000, every district in the country has at least one Child Welfare Committee (CWC) and one Juvenile Justice Board (JJB). Under the Act, every police station has at least one Child Welfare Police Officer (CWPO), and every district has a Special Juvenile Police Unit, which coordinates work of the CWPOs in the district;

o The 2006 amendments of the Juvenile Justice Act mandates every state to constitute State and District Child Protection Units, which are the State Child Protection Societies and District Child Protection Units;

o ICPS provides financial and programmatic resources for strengthening the implementation of the Juvenile Justice Act. Among its key components include In addition to setting up structures and provides for a number of personnel at the state level (SCPS, SARA, SPSU) and district level (DCPU);

o The Juvenile Justice Act and its Rules, as well as ICPS mandate a prescribed structure of child care institutions (CCI) across the country – namely the Children’s Homes, Observation Homes, Special Homes, and Specialized Adoption Agencies.  Additionally, open shelters and Childlines provide child protection services, and have a prescribed human resources structure;

• Personnel under other child protection legislation: Protection of Children from Sexual Offences Act, 2013 (POCSO), Prevention of Child Marriage Act, 2006, Child Labour (Prohibition and Regulation), Act, 1986 and National Child Labour Project  also require dedicated personnel to provide child protection services;

• Personnel in other services: Every district and sub-district level hospital is expected to have counsellors and social workers, who also provide services to children;

• Child protection and frontline workers and communities: The frontline workers such as Anganwadi workers and ASHAs and teachers come directly in contact with children every day, and therefore can contribute to child protection. Under ICPS, every village is expected to have a Village Child Protection Committee (VCPC), which brings together the frontline workers, along with children, families, and the elected representatives of the community;

The Workforce Challenge in ICPS:

• While ICPS, as well as allied systems such as police and healthcare system provide opportunities to establish quality child protection services, there are significant challenges relating to the workforce itself;

• Availability of workforce: Most of the positions/posts require education and training in social work; however, there are only a handful of schools/universities of social work that provide quality social work education; even fewer  offer specialized courses on child rights, child protection and child welfare;

• Recruitment processes: States find it challenging to recruit qualified workforce due to a number of reasons- (a) lack of clarity of roles and functions of the workforce , (b) limitations due to lack of availability of qualified personnel, (c) Lack of clarity and independence of the selection process, and (d) poor remuneration; 

• Capacity development of workforce: Poorly designed training programmes, ill-equipped resource persons and ad-hoc organization of trainings hampers pre and in-service training for the workforce;

• Monitoring and supervision: There is absence of a monitoring and supervision system for personnel. This has led to  lack of supervision of staff at state and district level, resulting in poor performance management and accountability; 

• Retention and Rewards: The state and district child protection units find it difficult to retain the staff due to (a) contractual nature of jobs, (b) poor remuneration, (c) lack of clarity of role of personnel, resulting into non-performance of designated roles, and (d) complete absence of rewards and recognition systems; 

Capacity development of the ICPS workforce and related concerns:

• ICPS stresses on having qualified and trained personnel to implement the scheme, and acknowledges the need for training of new recruits, as well as for those, who are already working on various components of the child protection system;

• The National Institute of Public Cooperation and Child Development (NIPCCD) is the nodal agency for training and capacity development on ICPS at the national and regional levels, and is mandated with development of training programmes and organizing training of trainers at regional levels.

On the other hand, at the state level, the State Child Protection Societies (SCPS) are responsible for training and capacity development. It is expected that SCPSs will establish linkages with universities and other educational institutions to for formulating courses on child rights and child protection, in order to develop a cadre of child protection professionals.

• NIPCCD has developed training materials and conducts regional trainings for ICPS functionaries. Additionally, NIPCCD also supports SCPSs with organizing state level training programmes, as requested. The concern with the training and capacity development is primarily the lack of standardization of course content and resource persons;

• Vertical training, which does not bring together all protection personnel within a district, leaves little room for professionals to understand each other’s roles and responsibilities of the District Child Protection Unit as a whole.

The need for a strategic framework on workforce in ICPS:

• Over the past two years, State Child Protection Societies have undertaken recruitments, which have thrown up many challenges – some of which have been mentioned above. States have also undertaken training and capacity development, along with, and in addition to the trainings provided by NIPCCD; however, states have not been able to standardize recruitment and capacity development efforts;

• It is important to review the present status of human resources in ICPS – including recruitment and capacity development, and prepare a strategic framework for the workforce under IPCS, which will provide specific recommendations for planning, development, and support to the workforce under ICPS;

• The framework will guide states to standardize and streamline recruitment and capacity development processes. 

Basic Objective

The overall objective of the exercise is to develop a strategic framework for the workforce under ICPS.  Specific objectives include:

• Mapping the workforce in ICPS in terms of structural and functional linkages and areas of convergence and coordination within and outside of ICPS structures;
• Review the present workforce in terms of policy and legal framework, practice standards, recruitment criteria and processes, training, social work education, retention of workforce, recognition, and systems for monitoring and measuring the workforce performance;
• Develop a strategic framework for workforce under ICPS, which includes specific recommendations on the following:
a. Planning of workforce – recommended strategic approach, recruitment, inter-sector alliances and networking
b. Development of the workforce – education and training, curricula, in-service opportunities
c. Support to the workforce – strengthening performance, monitoring tools, retention and job satisfaction, promotion of associations

Scope of Assignment:

• The scope of the assignment will primarily include workforce under  ICPS, including personnel in various structures and functions, and their linkages with the statutory structures and personnel under the Juvenile Justice Act;

• The assignment will not include child protection workforce under other schemes or programmes, excepting those, which have direct linkages with ICPS, e.g., for referrals or service delivery; 

Key Tasks:

In line with the objectives of the assignment, the key tasks to complete this assignment would include the following:

• Desk review of Juvenile Justice Act relevant legislation, ICPS, and other schemes;
• Interviews with UNICEF on understanding the rationale, expected outcomes, and the process of undertaking this assignment. This will also include discussions on the structure of the report(s) to be submitted, including final report;
• Development of framework/tools for interviews with stakeholders;
• Interviews with various stakeholders at National level, and in specified states;
• Mapping and review of existing workforce under ICPS;

Development of a strategic framework for planning, recruitment, development and support to ICPS workforce;

Major Tasks and activities with Timeline:

1. Undertake a desk review of Juvenile Justice Act and other legislation, ICPS, and other relevant documents: 15 working days.

2. Interviews with key informants (National, State, District): 50 working days.

3. Report of mapping, review and development of the strategic framework for ICPS workforce: 20 working days.


• Brief inception report upon completion of desk review of legislation, schemes and programmes;

• Brief report of key informant interviews;

• Report containing mapping and review of workforce under IPCS and a strategic framework for planning, recruitment, capacity development and support to the workforce under ICPS.

Estimated duration of assignment:

85 working days within the period 1 November 2013 to 28 February 2014

Estimated travel involved:

Delhi and four states (state capital and two districts each)  

Payment Terms:

Full payment on receipt and acceptance of deliverables.

Qualifications & Experience required:


• Master’s degree in social sciences or related technical field;
• Sound understanding of legislation and justice for children, child protection issues and child protection systems;
• Demonstrated knowledge of and experience in capacity development, management, and supervision relating to workforce or human resources;
• Excellent writing skills in English;
• Strong communication skills;
• Ability to meet deadlines and deliver results on time.

• Advanced qualifications and experience in social work workforce management or human resource management in the development sector.

Application Procedures

(1) Qualified female/male candidates are requested to please indicate their ability and availability to undertake the terms of reference above.

(2) Your application should be sent to by COB 28 October 2013 with subject line "CD framework for workforce under ICPS" in separate files:

a) A cover letter, CV and P11 form (which can be downloaded from our website at

b) A financial proposal indicating deliverable based fee as per template attached. (Download)
 (3) The financial proposals of only those candidates, who are found technically responsive, will be opened.

(4) Please note, offers without financial proposal will not be considered.

(5) Only short-listed candidates will be called for test/interview (if applicable).  Any attempt to unduly influence UNICEF’s selection process will lead to automatic disqualification of the applicant.

(6) Joint applications of two or more individuals are not accepted.



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