CEI 24-2018 Cabinet Evaluation HR System CORAF – RELAUNCHING fve



Recruitment of a firm

for the organizational diagnosis and modernization

of the human resource management of CORAF


Opening of call: January 16, 2019

Closing of call: February 6, 2019



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The Executive Secretariat of the West and Central African Council for Agricultural Research and Development (CORAF) intends to use part of its funds to recruit a firm responsible for the organizational diagnosis and modernization of the management of human resources of CORAF.

The tasks to be performed and other information on the conduct of the mission are detailed in the terms of reference below.

The Executive Director of CORAF invites management consulting firms, design offices/Consultancy with the qualifications sought as indicated in the terms of reference to express their interest for this request.

Firms or consulting firms interested in this request must provide information indicating that they are qualified to perform such services (references concerning the performance of similar contracts, consultants’ CVs, experiences in similar field, experiences under similar conditions, methodology, etc.)

The mission described in these terms of reference will be carried out by a consulting firm or a group of consultants with proven skills and abilities in Human Resources Management and/or Business/Organization Management, as well as a long experience of similar missions.

The Consultants will be selected according to the rules contained in the Manual of Administrative, Financial and Accounting Procedures of CORAF.

Interested firms may obtain additional information from the CORAF Executive Secretariat by sending correspondence to procurement@coraf.org from 08.00 am to 12.00 pm and from 03.00 pm to 05.00 pm GMT.

Expressions of interest must be submitted by e-mail to procurement@coraf.org on February 6, 2019 at 10:00 am GMT at the latest.


Executive Director




Organizational diagnosis and modernization of the CORAF human resources management


  1. Context and justification

The West and Central African Council for Agricultural Research and Development (CORAF) is a sub-regional organization that was created in 1987 as the Conference of African and French Agricultural Research Directors.

In 1995, it expanded its coverage to the English and Portuguese-speaking countries of West and Central Africa. It has 23 member countries.

Its mission is to ensure “sustainable improvements in productivity, competitiveness and agricultural markets in West and Central Africa by meeting the main demands placed on the research system of the subregion by the target groups”.

As part of the fulfillment of its mission, CORAF has adopted a strategic plan, the implementation of which is currently underway. One of the major focuses of this strategic plan is CORAF’s commitment to providing a set of results including conventional research and the use of, inter alia, innovation platforms, policy research, capacity building and knowledge management with increased stakeholder involvement.

To support this strong commitment of the strategic plan, the latter being itself implemented through an operational plan aimed at specific results, it became necessary to focus on the management of human resources, which constitutes an essential pillar for the success of any organization.

To this end, CORAF is seeking expertise in the field of human resources management with a view to carrying out a comparative study of its salary scale, carrying out a diagnosis and evaluation of its human resources management system and making proposals for modern tools in line with international standards in the field of human resources management.

Thus, the present terms of reference (ToR) have been developed within this framework.


  1. Objectives of mission

The mission is part of the improvement of human resources management within CORAF, so that at all levels, employees fully assume their responsibilities in achieving the objectives of the organization.

Specifically, the mission should help to:

  • Carry out an organizational audit and propose an organization adapted to a better assumption of the mandate of CORAF;
  • Make a current diagnosis of the human resources management system and propose improvements for better management of human resources (modern management tools, recruitment strategy, loyalty, motivation and performance management).


  1. Tasks and responsibilities of the mission

The tasks and responsibilities of the mission are as follows:

  • Evaluate the current organization of the Executive Secretariat in relation to its mission and situate Top Management on the implementation of certain recommendations stemming from the 2015 organizational audit;
  • Diagnose the way in which CORAF staff is recruited, from the expression of need to the integration of staff;
  • Define the profiles of permanent (core) and temporary staff at the Executive Secretariat of CORAF;
  • Carry out an overall analysis of human resources (inequality or equity in relation to gender, skill levels, qualification, seniority, workload, motivation, career plan…);
  • Analyze the system of management of consultancy contracts with former CORAF employees and staff made available to CORAF by its constituents (partners);
  • Analyze the current management system of employment and careers at CORAF in general and, particularly, the effectiveness of the limitation of the terms imposed on the holders of certain positions of responsibilities;
  • Update the job descriptions, with the effect of designing a performance evaluation system for each function in relation to the position’s responsibilities;
  • Develop a promotional plan for CORAF staff;
  • Analyze the system of reporting working time (Time Sheets) and make suggestions for improvements;
  • Analyze the payroll system and the payroll software and make improvements;
  • Carry out a comparative study of CORAF’s salary scale compared to those of similar organizations (A copy of the selected scales is desirable);
  • Evaluate the pension system for expatriates and make a proposal;
  • On the basis of the findings/analyses of the diagnosis and evaluation, make proposals for modern tools in line with international standards in the field of human resources management.


  1. Expected results
  • A new organization chart is developed;
  • A new way of recruitment at CORAF is described, from the expression of the need to the integration of the staff;
  • Core and temporary staff profiles are clearly identified;
  • A job and career management plan is established;
  • The job descriptions are updated;
  • The performance evaluation tools for each staff are identified and the evaluation process is described;
  • A staff promotion plan is developed;
  • The system of management of consultancy contracts with former CORAF employees and staff made available to CORAF by its constituents (partners) is analyzed and recommendations are formulated;
  • The time reporting system (Time Sheets) and improvement proposals are submitted;
  • The management system and the payroll software are analyzed and improvements proposed;
  • Sampling is carried out, to obtain salary information from three to five organizations with similar references to CORAF;
  • The levels of basic salaries, bonuses, allowances and benefits in kind of these organizations representative of the sector of activity are identified and compared with those of CORAF;
  • The strengths and weaknesses of CORAF’s human resources management system are identified and analyzed, the related recommendations are made;
  • Modern human resources management tools in line with international standards are proposed;
  • The pension system for expatriates is evaluated and a proposal is made.


  1. Delivrables

At the end of the work, the firm will submit to CORAF two (2) copies of its report including a roadmap for the implementation of the various actions in a hard copy and an electronic copy.


  1. Methodology

The firm will have to adopt a participative approach.

It should specify the methodology it intends to implement to achieve the expected results of the engagement, particularly with respect to mission planning, documentation and information gathering, and data processing and analysis.

The firm must also specify the various progress reports or reference documents that will highlight the findings, proposals and recommendations of its work.


  1. Qualification and experience

The consultant must be a legal entity (management consulting firm, design office/consultancy, etc.). He must present a team with proven skills and abilities in Human Resources Management and/or management of companies/organizations. (It is preferable to specify the number of consultants with their profiles: an HRM and an organizational audit expert will be able to fulfill this mission).


The staff assigned to the mission by the firm must have the following profile:

  • At least a master’s degree in human resources management, management/business management, law or other related fields;
  • Have proven experience of at least five years in the field of human resources management and more particularly in the conduct of social audit / organizational restructuring tasks, as well as in the implementation of compensation policy and salary grid;
  • Have good knowledge of Senegal’s labor and social security legislation and international labor standards;
  • A good knowledge of the institutional situation and the remuneration of the staff of international organizations


  1. Duration and place of mission

The duration of the assignment is thirty-five (35) working days. It will take place mainly at the headquarters of CORAF.

The presence of the firm in the offices of CORAF is not required for the duration of the mission. It may occasionally work in its own office with planned/coordinated visits with staff at CORAF and, where appropriate, at the offices of similar organizations selected as part of the comparative study of the salary grid.



CORAF’s working languages include French and English.