I.      Objectives, methodology and results

1)      Objectives

General objectives:

To assign an expert/s to conduct an audit of IPA institution to fully leverage the Institute’s ongoing restructuring by strengthening the integration of gender considerations into the IPA’s mandate, which focuses on human resource development across all government institutions. The audit will examine gender dynamics in workforce composition, institutional structures, processes, organizational culture, and human resource management, as well as in the design and delivery of policies and services. It will establish a baseline for measuring progress in gender mainstreaming over time, identify key gender gaps and challenges, and provide actionable recommendations for improvement and innovation. EF will provide auditor/s the updated version of National gender audit tool which developed by the Jordanian National Commission for Women.

Specific objectives (SO)

The audit has two specific objectives:

1.                    To assess the current capacities of IPA to mainstream gender into policies, procedures, activities, services, planning, budgeting, as well as IPA’s capacity to design and deliver training programmes that embed gender equality, human rights principles, and inclusive development ;

2.                    To evaluate the extent to which gender mainstreaming can be further embedded and expanded within IPA’s strategic programmes and activities.

2)      Methodology for gender audit

The audit will focus on the main units and directorates that will remain in place after the restructuring into an Academy. The audit will therefore focus on a minimum of four directorates or units that will remain in place without being restructured will be selected. The selection of these units will be identified jointly with IPA during the preparation phase.

The methodology includes:

·       Coordination with the JNCW, which is expected to provide the methodological framework, technical guidance, and access to existing tools and materials.

·       To propose activities to ensure ownership among staff and alignment on next steps through clear corrective action plan.

3)      Expected results

1.       Major inequality consequences assessed and identified in the representation of women and men in official positions within IPA, as well as in the nomination process for training opportunities and the delivery of training to government entities.

2.       A practical action plan and innovative solutions and recommendations developed focuses on strengthening the enforcement of non-discriminatory policies and mobilizing adequate resources to support gender-responsive and inclusive measures that are aligned to IPA’s evolving structure and mandate.

II.      Description of the assignment

1)      Planned activities:

The expert shall perform the following activities:

Component I – Assignment preparation (within one week of signing the contract, May 2026)

o   Examine the pertinent documentation.

o   Hold a kick-off meeting with IPA board members and executive directors, JNCW, and EF to ensure coordination.

o   Submit an inception report (5 pages) clarifying the detailed work plan and the scope of the audit (selected directorates, timeline, tools etc.) in line with institutional constraints and restructuring dynamics.

Component II – Conduct IPA’s gender audit (May-Jun 2026)

o   Hold a kick-off meeting with IPA senior management to outline the audit process and having their buy in, establish a detailed timeframe, and clearly specify roles and responsibilities.

o   Conduct a desk review of documents and administrative data, including regulations, annual reports, training materials, guidelines, etc.

o   Develop data collection tools (interviews, focus groups, and a survey) based on the unified gender audit tool (updated version to be provided by JNCW).

o   Collect qualitative and quantitative data by distributing a survey, conducting in-depth interviews with IPA staff and external trainers, and conducting two focus groups.

o   Ensure that data collection remains proportionate to the reduced scope and focused on generating actionable findings within the available timeframe.

o   Prepare a comprehensive analytical report based on the collected data.

o   Conduct a preliminary workshop to validate the findings, results and recommendations of the audit and agree on the next steps.

Component III – Prepare gender audit report and correction action plan (July 2026)

o   Revise and submit the gender audit report based on the results of the validation workshop. The report should include a realistic and prioritized action plan aligned with the transition to the Academy. The expert should note that the final version will require a number rounds of edits to reach quality expected in respect to IPA and EF feedback.

o   Design the corrective action plan to address the gaps identified by the gender audit to be presented in a session with senior management staff and key personal for endorsement of the results and action plan.  

a.       Anticipated deliverables

The deliverables shall be provided in both Arabic and English.

b.      Coordination

The assigned expert(s) will coordinate with and report to Expertise France, namely the technical assistance project manager, who will provide guidance during the consultancy. Therefore, regular exchanges must take place with the project manager regarding progress on the assignment and any difficulties that may be encountered.

The expert(s) will coordinate with IPA and JNCW with the support of Expertise France’s staff.

2)      Place, duration and terms of performance

a.       Estimated implementation period: May to Jun 2026

b.       Estimated start date: 25^th May 2025

c.       Estimated end date: 31^th Jul 2026

d.      Estimated schedule/programme:

The provisional programme for assignment implementation is as follows: