Request for Proposal (RFP) No. RFP-JTAP-045/01 – Teacher Performance & Teacher licensure System Expert

REQUEST FOR PROPOSAL (RFP) Q&A Updated

To: Offerors

From: Creative Associates International, Inc.

Subject Request for Proposal (RFP) No. RFP-JTAP-045/01 – Teacher Performance & Teacher licensure System Expert

Type of Award: Consultancy Agreement -Fixed Term award

Basis of Award: Best Value

RFP Issue Date: 25/04/2024

RFP Closing Date: 13/05/2024

RFP Closing Time: 4:00 PM – Local Time, Amman, Jordan

Reference: USAID Contract No. 72027821C00005

Enclosed is a Request for Proposal (RFP). Creative invites Individuals to submit a proposal for the Jordan- Technical Assistance Program (TAP) under the referenced USAID 72027821C00005, After the evaluation, as described herein, resulting in selecting a winning proposal, the issuance of an award is subject to successful negotiation of the terms and conditions and receiving USAID’s Contracting Officer consent, if required.

The requirements for this activity are described in the “Statement of Work” in Attachment I. Creative encourages individual to indicate its interest in this procurement by submitting a proposal according to the instructions in Attachment II “Instructions to Offerors”. Proposals will be evaluated based on the “Evaluation Criteria” in Attachment III. Creative will make an award to the responsible Offeror(s) submitting an offer which provides best value to the project: technical merit and price will be both considered.

To be considered, Offerors should submit a complete proposal no later than the closing date and time indicated above. Offerors should ensure that the proposals are well-written in English, easy to read, follow the instructions provided and contain only requested information.

Any questions should be submitted via email to TapProcurement@crea-jtap.com no later than April 29, 2024. No questions will be entertained if they are received by means other than the specified email address, and any communications to alternate e-mail addresses will result in the disqualification of the bidder. The solicitation number (listed above) should be stated in the subject line. Answers will be compiled and distributed on May 01, 2024.

Proposals must be comprised of one electronic copy of the Technical Proposal and one electronic copy of the Cost/Business proposal, sent in separate e-mails, and labeled with the above-stated RFP number and title. Submissions shall be delivered to:

Creative Operations Department

TapProcurement@crea-jtap.com

Sincerely,

Creative Operations Department

Attachments:

Attachment I : Statement of Work

Attachment II : Instructions to Offerors

Attachment III : Evaluation Criteria

Attachment IV : Proposal Cover Letter

ATTACHMENT I: STATEMENT OF WORK

Teacher Performance & Teacher licensure System Expert

1. PROGRAM SUMMARY

The Technical Assistance Program (TAP), funded by the U.S. Agency for International Development (USAID), is a five-year education and youth project that seeks to transform the organizational culture and improve the abilities within the Ministry of Education and the Ministry of Youth to ensure officials can implement desired reforms. Creative and its partners will provide technical assistance in the development, roll-out, and tracking of policies and procedures to incorporate international best practices for public education and youth programming. Among the many activities in the Jordan Technical Assistance Program, it will support curriculum development, promote inclusive learning techniques, improve the skills of teachers and school managers, and other tangible activities that ultimately support changing the organizational culture within the two ministries and relevant agencies. The program will further support Jordan’s outreach and behavioral change communications initiatives that are aimed at creating a culture of reading, the inclusion of vulnerable children, and increased youth engagement.

1. Consultancy service Summary:

TAP is seeking an experienced and highly qualified Teacher Performance & Teacher licensure System Expert to support the development of a comprehensive teacher appraisal and teacher licensing framework. This Expert will play a crucial role in enhancing the quality of teaching and fostering professional growth by developing a framework that will serve the goals of licensing and career advancement in alignment with the Economic modernization vision, National Education Strategic Plan (ESP) 2018-22, which is integrated into the National Strategy for Human Resources Development Strategy. This framework has the overarching objective of elevating the quality of teaching and fostering professional growth on a global scale. The Expert will contribute valuable insights and guidance drawn from their proficiency in teacher appraisal methodologies and best practices drawn from various international contexts in licensing. Furthermore, the system will delineate the roles and responsibilities of MoE team members involved in performance review, licensing, and career progression.

The Expert will coordinate with relevant MoE departments, Government entities, and TAP team to build from the current performance review and licensing framework based on the developed standards.

1. Duties and Responsibilities:
2. Develop a work plan that includes the necessary activities to launch and communicate the assignment in coordination with TAP’s HR lead.
3. Conduct a desk review of the existing laws, regulations, and policies related to the MoE, such as national laws, current organizational structures and mandates, plans, Civil Service Bureau (CSB) regulations 2020, ESP, Teacher policy framework and its implementation Plan, continuous professional development Standards and curriculums, ranking system and TAP assessments and their findings Explore other documents relevant to the subject or as recommended by the MOE.
4. Conduct a comprehensive review of the current, teacher and teacher assistants appraisal policies, practices, and tools at MoE.
5. Analyze international best practices in performance and licensing systems and identify critical elements applicable to the MoE’s context.
6. Develop a detailed framework for the appraisal and licensing system, including criteria, processes, timelines, evaluation methods, roles, and responsibilities.
7. Propose guidelines or standards for selecting or developing tools, observation protocols, and self-reflection instruments.
8. Suggest a methodology for connecting individual performance with institutional development, multi-racial instruction, ranking system and teacher licensure.
9. Review Performance review Directorate mandates within Hurman resources management and submit recommendations to activate the directorate’s role.
10. Guide the development of clear performance standards and indicators for effective teachers and teacher assistants.
11. Develop teacher & leaders licensure guidance.
12. Develop system implementation guidance for appraisal and licensing system.
13. Required Qualifications:

• The Expert should hold a bachelor’s degree or higher in education, educational leadership, organizational development, or a related field.
• Strong writing skills are required for the Expert to document findings, develop comprehensive recommendations, and produce progress reports.
• The expert should have extensive and demonstrated experience in designing, implementing, and appraisal and licensing systems at national & international level.
• The expert should be well-versed in the latest trends, methodologies, and best practices in appraisal. & Licensing systems
• The Expert should have the ability to interpret and apply complex education policies and regulations effectively.
• The Expert should have at least 10 ten years of direct and relevant experience in the education sector, focusing significantly on teacher Performance Review
• Experience in developing licensing frameworks. This experience should include working with educational institutions, ministries, or organizations on similar projects.
• The expert must comprehensively understand various evaluation frameworks and assessment tools and licensing used in teacher appraisal.
• A proven track record of working on similar projects related to the development of teacher appraisal and licensing framework.
• The expert should have strong have strong analytical skills and be capable of providing valuable insights and guidance.
• The expert should be able to analyze and select appropriate tools that align with the goals of the MoE and the global standards for teacher evaluation and teacher licensure.
• Excellent communication skills are essential for the expert to effectively convey complex concepts, insights, and recommendations to diverse stakeholders, the ability to facilitate discussions and brainstorming sessions for educators and administrators.
• The expert should demonstrate cross-cultural competence and the ability to work effectively in diverse cultural settings. Sensitivity to local contexts and practices is essential for successfully adapting and implementing the appraisal system.
• The expert should be able to provide evidence of successful contributions to similar projects related to teacher appraisal, such as case studies, published reports, or testimonials from previous clients or employers.

1. ESTIMATED PERIOD OF PERFORMANCE and LEVEL OF EFFORT (LOE)

• ESTIMATED PERIOD OF PERFORMANCE: June 1, 2024 – Nov 30, 2024

* Creative anticipates issuing a Consultancy Agreement (CA) valid for a Period of Performance for approximately 6 Month.

• LEVEL OF EFFORT (LOE): 60 Days

1. Ordering Procedure

Purchases may only be made by Creative via written Fixed Price Level of Effort (LOE) Consultant Agreement.

Daily rates are based on an 8-hour working day. Any hours worked in excess of 8 hours will not be paid. Working days consisting of less than 8 hours shall be prorated accordingly.

1. Key Working Relationships:

• This consultant will administratively report to the Operations and Security Manager and technically report to the Institutional Development and Automation Lead in TAP.

• This consultant will technically report to the HR Management Lead and work closely with the designated team within the MoE & TAP. Regular check-ins, progress meetings, and communication channels will be established to ensure effective coordination. Deliverables are expected to be submitted via e-mail to the HR Management Lead coping operations department.

1. PLACE OF PERFORMANCE Amman – Jordan
2. RESULTS AND/OR DELIVERABLE/MILESTONE SCHEDULE

The performance benchmark will be based on the following task:

1) Desk Review, Research, and benchmark

Task 1.1 Introduction meeting and proposed workplan

Performance Benchmarks 1.1 PowerPoint with workplan (activities, time and responsibilities

Estimated LOE 5 days

Task 1.2 Conduct Desk Review

Performance Benchmarks 1.2 Inception report analyzing the current teacher appraisal system and suggesting modifications and potential risks/opportunities in implementation

Estimated LOE 5 days

Task 1.3 Conduct Meetings, field visits, and Focus groups with relevant team members

Performance Benchmarks 1.3 Conduct three field visits to directorates and schools (North, center, south)

Conduct meetings with HR, ETC, planning, public service, and administration commission.

Conduct Focus Group with technical committee

Estimated LOE 3 days

Task 1.4 Preparing a presentation to present the main findings and the approach the consultant will use to build the framework based on the desk review

Performance Benchmarks 1.4 PowerPoint to be shared with the TAP team and MOE to gather feedback

Estimated LOE 2 days

***2) Developing A comprehensive framework for the teacher appraisal system (***Estimated LOE 30 days)

Task 2.1

Develop a detailed framework for the appraisal and licensing system, including but not limited to criteria, processes, timelines, evaluation methods, roles, and responsibilities. Advise on selecting or developing appropriate assessment tools, observation protocols, and self-reflection instruments. Guide the development of clear performance standards and indicators for effective evaluation.

Performance Benchmarks 2.1 Framework for the teacher and teacher assistant’s appraisal system

Task 2.2 Proposed Performance review Directorate within HRM mandates

Performance Benchmarks 2.2 Performance review Directorate mandates

Task 2.3 Proposed methodology to connect individual performance with institutional development, multi-racial instruction, ranking system and teacher licensing

Performance Benchmarks 2.3 Methodology to connect individual performance with institutional development, multi-racial instruction, ranking system and teacher licensing

3) Developing A comprehensive teacher & leaders’ guidance and implementation plan for licensing

Task 3.1 Develop teacher & leaders’ guidance for licensing.

Performance Benchmarks 3.1 teacher & leaders’ guidance for licensing.

Estimated LOE 5 days

Task 3.2 Develop system implementation guidance for appraisal and licensing system

Performance Benchmarks 3.2 Implementation guidance and plan for appraisal and licensing system

Estimated LOE 5 days

4) Final report

Task 4.1 Present a comprehensive and detailed progress report, including the findings of the desk review, recommendations, approaches, and best practices,

Performance Benchmarks 4.1 Final report including the findings of the desk review, recommendations, approaches, and best practices

Estimated LOE 5 days

Estimated Timeline TBD

The above LOE/Working days are tentative and subject to decrease depending on program needs.

Q&A Updates:

Q1: The RFP lists "place of performance" as Jordan. Does this mean the contractor needs to be based in Amman for the whole 6-month period?

A1: Yes, the consultant required to be physically in Jordan in order to perform the assignment.

Q2: Does the contractor need to be fluent in Arabic?

A2: Both Arabic and English are required as the assignment require a constant meeting/follow up with Arabic native speakers in addition to English Language

Q3: The scope of work includes field visits to three selected educational directorates. These visits will enable the consultant to review the current teacher appraisal system. Should I understand that the review process will include collecting qualitative data only. Which means that quantitative data collection is not within the scope of this consultancy, correct?

A3: Yes, quantitative data already exist with the HR, the expert should focus to collect qualitative related to the process in the MOE center & filed and any other performance review.

Q4: Do you expect that during the field visits the consultant will collect data through both individual interviews and focus group discussions (FGDs), please confirm?

A4: The expert will interview through FGD (Management & education staff).

Q5: Do you expect that during the field visits the consultant will collect data at the educational directorate from a group of teachers, school principals, educational supervisors, and HRM. Which means there is no need for school visits. Correct?

A5: Directorate however the school visit might be required.

Q6: For individual interviews, do you agree that the consultant uses both in-person and remote format techniques?

A6: No remote format for the interview

Q7: You expect that data collection activities will be carried out mainly in Arabic language, but data collection tools will be drafted first in English and then translated to Arabic, correct?

A7: Yes

Q8: In terms of the language, what is the language that the consultant should use in:

• Interviews, meetings, workshops, and FGDs? Arabic?
• Data collection tools/questions: in both Arabic and English?
• Reports? English only?
• PowerPoint presentations in Arabic only?
• Technical documents that will be produced under this consultancy such as the teacher appraisal and teacher licensing framework, implementation plan, guidance, etc. in Arabic only?

A8: Interviews, meetings, workshops, and FGDs? Arabic? YES

• Data collection tools/questions: in both Arabic and English? YES
• Reports? English only? And ARABIC
• PowerPoint presentations in Arabic only? And English
• Technical documents that will be produced under this consultancy such as the teacher appraisal and teacher licensing framework, implementation plan, guidance, etc. in Arabic only? And English

All documents will be in Arabic & English since they will be presented to MOE & USAID

Q9: Do you have formed the technical committee for this consultancy or not yet? Do you think that the consultant should develop a ToR for the technical committee?

A9: the technical committee already formed form concerned parties from MOE, Public Service and Administration Commission, and TAP

Q10: Training activities or training manual development on how to use the appraisal framework is not within the scope of this consultancy, please confirm?

A10: The capacity building activity will be during system and tools development to ensure acceptance and endorsement by the counterparts

Q11: As for the cost of local transportation (including the to selected directors and in the three regions and in Amman). Should this cost be budgeted in the financial proposed?

A11: Transportation within Amman will be covered by the daily rate no extra charge will be covered as for any trip out of Amman city, USAID TAP will cover it through a vehicle and Driver or cover the Milage as per prior agreement and approval from USAID -TAP administrative monitor.

Q12: I found the RFP at Akhtaboot or Reliefweb websites. It seems there are some missing information. For example, I cannot find the estimated LOE for Tasks 2.1, 2.2, and 2.3. So, could you please share the ToR in world or PDF format.

A12: The RFP at akhtaboot and Relief is not missing information, in any case. The LOE for task number 2 is 30 days, these 30 days will cover tasks 2.1, 2.2, and 2.3.