III. Objectives and desired results

1)      General objective

To support SPAC and selected government entities in translating the findings of the National Survey of Public Servants into practical corrective action plans that improve employee satisfaction, strengthen workplace standards, and promote professional equality. The assignment will develop an integrated methodology for preparing improvement plans by aligning the Human Resources Indicators System developed under the OECD/SIGMA initiative with relevant gender equality audit tools, including the International Labour Organization’s Participatory Gender Audit tool and the national gender equality audit tool adopted for the public sector.

2) Specific objectives

o   Analyse the survey results of selected entities and identify priority HR and workplace areas requiring corrective action.

o   Integrate a professional equality lens into the interpretation of survey results, including the different needs and experiences of women and men in the workplace.

o   Facilitate participatory consultation with selected entities to validate priorities and design realistic, measurable and sustainable interventions.

o   Develop corrective action plans that can be endorsed by each entity and used by SPAC to guide broader follow-up before the next survey cycle.

3) Anticipated results

o   A concise and integrated methodology is available to link SIGMA/OECD survey indicators with gender audit and professional equality considerations.

o   At least six corrective action plans are produced and validated for six government institutions.

o   Decision-makers receive a consolidated summary of common priorities, proposed actions and follow-up measures to support institutional commitment through a high-level thematic workshop gathering PSMR steering body and national women rights governors.

              I.      Description of the assignment

1)      Planned activities

The service provider must perform the following activities:

·       Conduct a desk review of the National Survey of Public Servants results, SIGMA-OECD guidance and Jordan report, the national gender audit tool, the ILO participatory gender audit approach, and relevant HR regulations and PSMR priorities.

·       The proposed methodology will prioritize entities with the lowest satisfaction scores, while ensuring reasonable diversity across sectors, institutional mandates. For each entity, a matrix of major strengths and weaknesses will be developed, accompanied by monitoring indicators and three‑year targets. The expert will also ensure the integration of diversity and equality indicators that address female and male public sector employee’s needs, thereby enabling a multidimensional interpretation of the data that goes beyond gender classification alone. In addition, the expert needs to identify a creative approach to identify the root causes and propose realistic corrective intervention that serves and impacts multiple priorities simultaneously.

·       Facilitate min two hybrid consultation/focus group sessions with representatives for each selected entities, these will gather high-level management, HR and institutional development directorate and relevant directorates and units.

·       Prepare and facilitate one thematic workshop with SPAC, PMIO/IMC representatives, selected entities and relevant decision-makers to present the methodology, institutional plans and common priorities. The expert expects to prepare for one-day workshop jointly with EF and SPAC team and to facilitate and moderate panels and conclusion session.

·       Prepare a final consolidated report, including lessons learned and practical recommendations for scaling the methodology to additional public entities before the 2027 survey cycle.

a. Anticipated deliverables

The deliverables need to be provided in both Arabic and English languages.

b. Coordination

The expert shall designate a single contact person for assignment implementation. The assignment will be implemented under the supervision of Expertise France and OECD-SEGMA, in close coordination with SPAC.

The expert will work closely with the SPAC management and SIGMA representative and coordinate, as needed, other relevant Jordanian stakeholders like PMIO, IPA and JNCW.

All tools, consultations and reports shall be cleared with Expertise France before external sharing.

2) Place, duration and terms of performance

Estimated implementation period: Jul – Sep 2026

Estimated start date: 15^th  Jul 2026.

Estimated end date: 30^th Sep 2026.

The provisional program for assignment implementation is as follows: