IntraHealth seeks a Performance Monitoring & Improvement Advisor

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Once you’ve identified some job sites that are reputable, sign up and review your account’s privacy settings before uploading your CV. The best sites to use are those that allow you to choose whether you would like to display your CV publicly, hide some of your information, or keep the entire thing private until you find a job you’re interested in applying for. If any of the websites you’ve picked out don’t give you this option, it might be worth giving them miss as it’s best not to have all of your details online for everyone to see.
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Performance Monitoring & Improvement Advisor

Post Date:February 6, 2023
Views 448

0 Applications

Career Level Consultant
Qualification Master’s Degree
Experience 10-15 Years
Industry Health Care

Job Description

Job Category: Measurement & Learning
Requisition Number: CONSU002987
Job Type: Part-Time
Location: Harare, ZWE

Description

IntraHealth International is looking for a Performance, Monitoring, and Improvement Advisor to support the USAID PEPFAR-funded ASAP II project in Zimbabwe. This consultant will conduct organizational assessments and provide capacity-building support to NGOS, CBOs and host country governments. They will help local implementing partners improve their project monitoring and evaluation systems, strengthen their Monitoring and Evaluation (M&E) teams’ capacities, develop M&E plans, analyze data, and conduct Global Health and PEPFAR reporting.

The USAID-funded ASAP II project is focused on increasing capacity of LIPs to manage PEPFAR-funded programs. The consultant is responsible for conducting an organizational assessment and providing capacity-building support to USAID LIPs. The consultant is expected to:

Design and establish a project monitoring and evaluation system, including defining project indicators and sources of data and developing the project performance monitoring plan.
Develop Capacity Development Plan (CDP) ; provide on-site TA as indicated in the CDP, and monitor the progress of CDP
Conduct a rapid assessment on M&E capacity
Develop an M&E strengthening plan including identifying process and outcome indicators.
Develop a QA/QI processes and supportive supervision tools to strengthen the M&E team
Implement capacity-building activities to increase capacity to to identify, collect, analyze and report on high-quality data in support of the PEPFAR program’s indicators
Conduct training on PEPFAR reporting requirements including High-Frequency Reporting (HFR) and quarterly progress reporting in DATIM and MER indicators.
Provide technical support to local partners in developing of Activity Monitoring, Evaluation and Learning Plan (AMELP)
Provide technical support to local partners in data analysis, data visualization and dashboard development
Provide technical support to local partners in PEPFAR HRH Reporting

Education/Experience Requirements

Minimum of a master’s degree in Statistics, Epidemiology or another health-related field
10+ years of experience monitoring health or HIV-specific programs, particularly designing M&E plans
Demonstrated expertise in both quantitative and qualitative research methods
Minimum of 3 years’ practical experience setting up and managing project monitoring and evaluation plans and systems, for USAID-supported projects preferred
Substantial experience in building the capacity of government and/or local partner staffing data collection, analysis and/or use
Ability to independently plan and execute complex tasks while addressing daily management details and remaining organized and focused on long-term deadlines and strategy
Possess outstanding professional reputation and have strong demonstrated interpersonal, written, and oral presentation skills
Willingness to travel within the region as needed
Strong English language skills required.
Must reside in Zimbabwe. Must be permitted to work in Zimbabwe.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

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