Selecting a consulting firm/consultant to Assist in HR Development and Strengthening the Administration Structure for restructuring of NLR Nepal

1. Background
   NLR Nepal, as a non-governmental organization, started its impactful work in Nepal in 1977. Initially, the
   focus was on treating and controlling leprosy. Over the time, NLR Nepal transitioned from being an
   international organization to a national one with the ambitious goal of making Nepal a leprosy-free country.
   Our mission includes promoting and supporting leprosy prevention and treatment, preventing disabilities,
   fostering social inclusion, and reducing stigma for those affected by leprosy.
   Despite our efforts, we have encountered challenges like capacity in information filing, operational
   management, proposal development, and project budgeting require a closer look at our strategies.
   Addressing these will boost NLR Nepal’s efficiency and impact.
   Though Our Program Monitoring, Evaluation, and Learning activities are vital for understanding program
   effectiveness, they have suffered due to a shift in focus to other projects.
   Technical expertise is concentrated in a few individuals, risking mission success. Also, a shortage of dedicated
   staff capacity results in under-expenditure on NLR’s regular funding, impacting initiative effectiveness.
   Despite these challenges, our commitment remains strong. Currently, we are closely collaborating with the
   Ministry of Health and Population’s EDCD/LCDMS, actively involved in leprosy control and management, and
   working to improve mental well-being in the country.
   Our collaboration with EDCD/LCDMS extends to collective efforts to address leprosy, supported by local and
   international partners. NLR Nepal is intensifying research efforts in Madhesh Province, a strategic initiative
   approved by the Nepal Health Research Council. This emphasizes our commitment to understanding and
   addressing leprosy comprehensively.
   We take pride in enabling research and driving evidence-based innovation. Ongoing research on preventive
   treatment gives hope for bringing leprosy transmission within reach. Achieving this goal requires joint
   efforts, aligning with our ambition to persist until No Leprosy Remains.
   At NLR, informed, evidence-based decisions are crucial. Our commitment is evident in continuous
   investments in research across all aspects of our work. Our contribution to decisive scientific studies and
   research initiatives aims to maximize impact and pave the way for a Leprosy-free Nepal.
2. Legal Status and Affiliation:
   Established in December 2018 as a non-profit under Nepal’s Company Registration Act and affiliated with
   the Social Welfare Council (SWC), NLR Nepal is part of the NLR Alliance led by NLR Netherlands. The NLR
   Alliance includes other organizations such as NLR India, NLR Indonesia, NLR Brazil, and NLR Mozambique.
   NLR Netherlands leads the group, overseeing coordination, technical expertise, and financial support for
   leprosy and disability programs in member countries, including Nepal.
3. Mission and Collaborative Approach:
   NLR Nepal collaborates closely with the Government of Nepal, specifically with the Ministry of Health and
   Population, as well as various non-governmental stakeholders and partners. The organization’s overarching
   mission is to eradicate leprosy from the country and ensure that all development initiatives are inclusive and
   accessible to individuals affected by leprosy and disabilities.
4. Geographical Presence:
   NLR has its Central office at Sankhamul Marga, New Baneshwor, Kathmandu, NLR Nepal operates with a
   dedicated team of 20 staff members. We have extended our reach with field offices in Biratnagar and
   Dhangadhi, strategically covering two provinces: Koshi Province and Sudur Pashchim Province and a project
   office in Janakpur Dhanusha.
5. Key Achievements:
   NLR Nepal has made significant strides in achieving its objectives, contributing to the broader efforts in
   leprosy elimination and disability reduction. Some key achievements include:
   • Leprosy Elimination: NLR Nepal has actively contributed to reaching national and regional targets for
   leprosy elimination.
   • Disability Reduction: The organization has successfully reduced disabilities caused by leprosy, enhancing
   the overall well-being of affected individuals.
   • Mainstreaming Disability: NLR Nepal has played a pivotal role in mainstreaming disability caused by
   leprosy into general disability discourse, fostering greater inclusivity.
   • Self-Help Groups: NLR Nepal has established functional and sustainable self-help groups at the local and
   provincial levels, empowering affected communities.
   • Innovative Approaches: The organization has pioneered and publicized innovative approaches such as
   Leprosy Post-Exposure Prophylaxis (LPEP), Our Village Model Village (OVMV), and Inspire to Care (I2C).
   • Outcome Mapping: NLR Nepal has embraced Outcome Mapping (OM) as a Project Monitoring and
   Evaluation (PME) tool, introducing it for the first time in Nepal within its Inspire to Care (I2C) program.
6. Objective of the Consultancy
   Given the context outlined above, NLR Nepal recognizes the need to reassess its organizational structure
   and explore avenues for enhancement. This involves a targeted focus on team development and fortifying
   the administrative framework. The overarching aim is to ensure NLR Nepal’s ability to execute plans
   effectively and create a positive impact.
   The primary objective of this consultancy is to conduct a comprehensive review of NLR Nepal’s HR, financial
   functions and policies, with a specific emphasis on the staffing structure, including payroll management.
   The aim is to formulate recommendations for actions that will enhance the overall organizational
   performance of NLR Nepal. The detailed objectives of the consultancy are as follows:
   a. Examine the HR and financial policies and functions of the organization, evaluating whether NLR Nepal
   has appropriately recruited, trained, and retained staff for the assigned tasks.
   b. Scrutinize the organization’s annual and long-term plans, assessing whether the existing staff structure
   and capacity align effectively with the planned activities and objectives.
   c. Evaluate the organizational management, and work culture, focusing on the health and productivity of
   relationships among staff, the employee management system, and the overall atmosphere within the
   organization.
   d. Assess the presence of an effective staff motivation strategy including career development pathways
   within NLR Nepal, considering factors such as involvement in management decisions, planning,
   monitoring, and evaluation.
   e. Investigate the existence of an appropriate staff training, development, performance management, and
   retention plan within NLR Nepal.
   f. Review the salary structure in comparison to similar organizations (local NGOs) operating in Nepal.
   g. It is important to note that the management level will also be included in the objectives. Specifically,
   the consultancy will address the management structure, ensuring its alignment with organizational
   goals and effectiveness in overseeing multi-annual strategic plan encompassing NLR Nepal’s
   overarching goals and activities over an extended period.
7. Responsibilities of the Consultant
   The chosen consultant for this position is anticipated to take on important duties, in collaboration with the
   board, the Executive Director and other staff. Their responsibilities include grasping the organization’s needs,
   aligning development initiatives, and providing guidance on HR development, and fortifying the
   administrative structure. The consultant’s work approach may encompass activities like interviews, focus
   group discussions, surveys, and proposals from consultants regarding their preferred working methods and
   reports to the Board Chair.
   a. Conduct a comprehensive assessment of the existing administrative structure, processes, and
   procedures within the organization. Identify areas of inefficiency, bottlenecks, and opportunities for
   improvement and make proposals for implementation.
   b. Assess and recommendations for optimizing the administrative structure to align with the organization’s
   vision, mission, and Strategic Plan. This may involve identifying key roles and responsibilities,
   streamlining workflows, and improving communication and coordination.
   c. Review and administrative policies, procedures, and guidelines to ensure they are clear, comprehensive,
   and aligned with industry standards and best practices. Recommend for new policies or modification of
   existing ones to address identified gaps or issues.
   d. Collaborate with Directors and Senior Officers to establish performance goals and objectives for
   employees. Develop and implement performance appraisal systems and provide guidance on
   performance improvement strategies introducing a suitable incentive scheme.
   e. Assess the overall organizational structure, culture, and processes to identify areas for improvement.
   Suggest appropriate strategies and initiatives to enhance organizational effectiveness, employee
   engagement, and productivity.
   f. Suggest a system to support employees in their professional growth and advancement, conducting skills
   assessments, and creating development plans. job rotations or cross-functional projects to broaden
   employees’ skill sets.
   g. Review and recommend strategies to foster a positive work environment and improve employee
   satisfaction and engagement. This may involve conducting surveys, analyzing data, and implementing
   initiatives to enhance the career development path of employees for motivation and well-being.
   h. Make appropriate suggestions with a system for board approval for sustained NLR Nepal.
8. Outputs of the Consultancy
   The selected consultant/firm is required to deliver outputs mentioned under the responsibilities listed by
   Section 3 above. However, some of the key outputs expected within the consultancy period are listed below;
   Prepare a comprehensive assessment report with practical and doable recommendations for NLR Nepal in
   the following aspects:
   a. HR Development plan with a suitable incentive scheme as a short-term approach
   b. Revising the current System of Record (SoR) after assessing the actual need of disciplines with respective
   cadre positions to run the institution smoothly and sustainably.
   c. A staff restructuring plan identifying present issues and needs.
   d. Suitable salary structure and support for obtaining relevant approval for plan development
9. Duration:
   Starting from February 15, 2024, this consultancy will be 35 days assignments and can be extended up to an
   additional 25 days without additional pay.
10. Application and Deadline for Submission
    Interested consultancy forms and or individuals with relevant expertise and at least 5 years of relevant
    experience are requested to submit a technical and financial proposal with a copy of a similar assignment
    carried out earlier within 15 days of publication of this notice. All proposals received within the stipulated
    date will be reviewed and the selected one will be informed to contact. NLR Nepal reserves to approve or
    reject the proposals without giving any reasons whatsoever. Please submit your proposal to
    info@nlrnepal.org.np in the attention of the Chairperson.