Postuler

Réf.
2026/ESTSUIHTAS/16260

Type d'offre
Experts

Type de contrat
CDD

Date limite de candidature
12/10/2026 23:55

Durée
30 days

Description de la mission

Description of the assignment

1)     Planned activities

The assignment will proceed from diagnosis to prioritised action. It will first establish the scope, governance arrangements and diagnostic methodology; it will then develop an evidence-based picture of current positions, competencies and functional interfaces; and, on that basis, it will formulate and validate an HR roadmap. The work will combine document review, management and staff interviews, a targeted staff survey, competency and position mapping, co-diagnostic workshops and structured validation with SAS. The Executive Committee and the pilot group will be involved throughout the process to ensure that findings are operationally relevant and that the proposed measures are realistic and owned by the institution.

Phase 1 - Scoping and familiarisation (7 working days)

• Hold a launch meeting with Expertise France and SAS to confirm the objectives, expected outputs, governance arrangements, information needs and detailed work plan for the assignment.

• Launch the co-construction process with the SAS Executive Committee and the designated pilot group. Conduct individual interviews with Executive Committee members where useful in order to capture management expectations and identify key organisational issues at the outset.

• Review relevant documentation, including statutory and regulatory texts, HR regulations, organisational and staffing information, service activity reports, and available studies concerning SAS activities and envisaged changes.

• Prepare the diagnostic methodology and tools, including the framework for position and competency mapping, the targeted staff questionnaire, interview guides and workshop formats. Present the proposed approach to the pilot group and adjust it on the basis of agreed comments before proceeding to the diagnostic phase.

Phase 2 - Situation mapping and macro analysis (16 working days)

• Design and conduct a targeted staff survey covering current activities, understanding of the different fields of intervention - inspection, audit, internal control and risk management - expectations regarding the evolution of roles, and perceived competency and development needs. The survey may be anonymous where appropriate.

• Map the current structure of positions and competencies, identify key competency clusters and professional profiles, and assess available internal potential and priority gaps against the evolving needs of SAS.

• Conduct interviews and co-diagnostic workshops with relevant managers and staff. The phase may include an in-person mission in Kyiv of up to 5 working days, subject to confirmation by Expertise France and prevailing security conditions.

• Assess how inspection, audit, internal control and risk management are currently understood and articulated within SAS, with particular attention to the implications for roles, professional profiles, competency requirements and coordination between functions.

• Consolidate the findings in a preliminary HR and functional diagnostic, including the main competency gaps, development needs and issues requiring management attention, and present the preliminary conclusions to the pilot group for discussion and validation.

Phase 3 - HR roadmap, validation and ownership (7working days)

• On the basis of the validated diagnostic, prepare an HR roadmap covering: (i) competency development and training, including profiles and competency requirements relevant to possible auditor certification; (ii) HR management needs, including possible new profiles and implications for staffing or HR arrangements; and (iii) organisational transformation and change management measures.

• Prioritise the proposed measures and organise them into immediate, medium-term and longer-term actions, identifying key dependencies and implementation considerations where possible.

• Present the draft roadmap to the pilot group and relevant SAS management representatives in a validation workshop, incorporate agreed comments and finalise the roadmap.

• Prepare concise presentation and dissemination materials summarising the diagnostic conclusions, priority recommendations and proposed next steps in order to support internal ownership and subsequent implementation.

 

 Anticipated deliverables

Deliverables:

1. Inception note, detailed work plan and validated diagnostic methodology.

2. Targeted staff survey/questionnaire and interview/workshop tools.

3. Mapping of SAS HR activities, positions and competencies, including identification of key gaps and available potential.

4. Preliminary HR and functional diagnostic covering the competency implications and articulation of inspection, audit, internal control and risk management.

5. HR roadmap covering competency/training and certification needs, HR management requirements, organisational transformation and change management.

6. Final validated diagnostic and HR roadmap, with presentation/validation workshop materials.

  Coordination 

The expert shall work under the overall supervision of Expertise France and in close coordination with the designated SAS focal points. The expert shall remain responsible for the quality, consistency and timely submission of all outputs.

A launch meeting shall be held within 5 working days after notification of the contract award or at another date agreed with Expertise France.

Regular coordination meetings shall be held throughout the assignment. The expert shall promptly inform Expertise France of any difficulty, delay, data limitation or issue that may affect the quality or timely delivery of the assignment. All deliverables shall be submitted to Expertise France for review and acceptance, following consultation with SAS.

 Implementation period

Start date: 15.11.2026

 End date: 31.03.2027

Effective duration of the assignment: 30 days

 

Schedule/programme: 

The provisional programme for assignment implementation is indicative and may be adjusted by Expertise France depending on project needs, beneficiary requests and the approved monthly work plan. The work performed each month shall be summarised in a monthly progress report and supported by a monthly timesheet indicating the days worked.

                                       

 

Activity

Place

Period

Duration (man/days)

Phase 1 - Scoping and familiarisation

Remote / Kyiv

Weeks 1-3

7

Phase 2 - Situation mapping and macro analysis

Remote / Kyiv

Weeks 4-12

16

Phase 3 - HR roadmap, validation and finalisation

Remote / Kyiv

Weeks 13-16

7

Total

 

 

30

Assignment reports

The expert shall submit a monthly progress report and a monthly timesheet to Expertise France using the templates provided. Each monthly report shall summarise the work performed, tasks completed, documents prepared or reviewed, meetings and consultations attended, outputs produced, issues encountered and proposed next steps. The monthly timesheet shall indicate the days worked and the corresponding tasks. All substantive deliverables shall be submitted in editable format and shall be subject to review and acceptance by Expertise France. The expert shall address consolidated comments within the agreed timeframe. A final report shall be submitted at the end of the assignment.

Monitoring-evaluation 

Performance indicators

 

Deliverables

Immediate effects

Intermediate effects

Verification sources

Inception note and diagnostic methodology

Scope, governance and methodology agreed with EF/SAS

Shared understanding and ownership of the diagnostic process

Accepted inception note; meeting/workshop records

Survey, competency mapping and preliminary diagnostic

Evidence-based overview of positions, competencies, gaps and functional issues

Improved basis for HR and organisational decisions

Survey outputs; mapping; accepted preliminary diagnostic

HR roadmap

Prioritised competency, certification, HR management and change actions defined

Stronger capacity to plan institutional and HR transformation

Accepted HR roadmap; EF/SAS review comments

Final validated diagnostic and roadmap

Recommendations validated and communicated to key counterparts

Increased readiness for implementation and internal ownership

Validation workshop records; final accepted deliverables

 

Practical information

 

The Agreement will run from 15.11.2026 to 31.03.2027. The specific assignment described in these Terms of Reference comprises a maximum of 30 expert working days and should normally be implemented within a 4-to-5-month calendar window following mobilisation, according to a schedule agreed with Expertise France and SAS. The expert will work from their home or company office, the Expertise France country office and/or in Kyiv, as agreed with Expertise France. Meetings may be organised in person or online. Any travel outside Kyiv shall require prior written approval by Expertise France. Expertise France and SAS will facilitate access to relevant counterparts and available non-classified documents and data. The expert shall comply with applicable confidentiality, data-protection, security and visibility requirements. Deliverables shall be prepared in English; interpretation or translation support for consultations and validation activities may be arranged by the project where required. The estimated man-days include preparation, meetings, analysis, drafting, presentation and revision of deliverables.

Description du projet ou contexte

The State Audit Service of Ukraine (SAS) is the central executive authority responsible for implementing public financial control policy. Its responsibilities include monitoring the use of public funds, combating financial fraud and contributing to the protection of international financial interests. The effectiveness of these responsibilities depends not only on the legal mandate of the institution, but also on the availability of the appropriate professional competencies, management arrangements and organisational capacity.

In the context of the continued development of the public financial control system, SAS intends to strengthen its audit capacities and the professional development of its staff, including consideration of a certification process for a pool of auditors. This requires a clear understanding of the competencies already available within the institution, the gaps that need to be addressed and the profiles that will be required as SAS missions evolve. The assignment will therefore link HR analysis directly to the operational needs of the institution and to recognised international standards and good practices.

A related issue concerns the articulation of the institution's different fields of intervention, in particular inspection, audit, internal control and risk management. These functions have different purposes and professional requirements, but they also interact within the broader public financial control framework. SAS therefore needs an evidence-based assessment of how these areas are currently understood and organised, what competencies are associated with them, and where clearer functional differentiation or stronger coordination may be required.

To provide a practical basis for this work, an HR and competency diagnostic will be carried out. It will establish an initial mapping of HR activities, positions and competencies; identify available internal potential and priority competency gaps; assess development needs linked to the evolution of SAS missions; and identify competency and profile requirements relevant to future professional development and certification. The diagnostic will then be translated into a prioritised HR roadmap covering competency development and training, HR management needs, organisational transformation and change management.

The assignment will be implemented through a co-construction approach involving SAS management from the outset, including the Executive Committee and a pilot group composed of representatives of senior management and operational managers. Their involvement will support access to relevant information, validation of the diagnostic approach, discussion of preliminary findings and ownership of the proposed roadmap. The assignment comprises 30 expert working days and should normally be completed within a 4-to-5-month calendar window following mobilisation, according to a detailed schedule agreed with Expertise France and SAS.

 

Objectives and desired results

1)     General objective

To support the State Audit Service of Ukraine in preparing the organisational and human-resources adjustments required for the evolution of its public financial control functions by conducting an HR and competency diagnostic, clarifying the functional articulation of inspection, audit, internal control and risk management, and translating the findings into a practical and prioritised roadmap for competency development, professionalisation and organisational change.

2)     Specific objectives

• Establish a reliable baseline of SAS HR activities, positions, professional profiles and existing competencies.

• Assess the current articulation of inspection, audit, internal control and risk management and identify the competency implications of each field of intervention.

• Identify priority competency gaps, available internal potential and development needs linked to the evolution of SAS missions.

• Define competency and profile requirements relevant to the professional development and possible certification of a pool of auditors.

• Develop a prioritised HR roadmap covering competency development and training, HR management needs, organisational transformation and change management.

• Ensure active involvement of SAS management and operational staff throughout the diagnostic and validation process in order to strengthen ownership of the findings and recommendations.

3)     Anticipated results

• A validated baseline mapping of SAS HR activities, positions and competencies is available for management and further reform planning.

• The functional distinctions and interfaces between inspection, audit, internal control and risk management are documented from an organisational and competency perspective.

• Priority competency gaps, development needs and available internal potential are identified and linked to the future requirements of SAS missions.

• Priority professional profiles and competency requirements for auditor development and possible certification are identified.

• A practical HR roadmap sets out prioritised measures for competency development, training, HR management, organisational transformation and change management, with indicative sequencing of actions.

• SAS management and the pilot group have reviewed the diagnostic findings and validated the proposed priorities and next steps.

Profil souhaité

Required expertise and profile:

1)     Number of experts per assignment: 1

2)     Profile of the designated expert responsible for contract execution

 

A.     Qualifications and skills:

• Master's degree (or equivalent higher education qualification) in human resources management, organisational development, public administration, public finance/audit, management or another field relevant to the assignment.

 

• Strong analytical, organisational-diagnostic, facilitation, change-management and report-writing skills, with the ability to work effectively with senior management and multidisciplinary teams.

• Excellent command of written and spoken English. Knowledge of Ukrainian and/or French will be considered an asset.

B.     General professional experience

• At least 10 years of relevant professional experience in institutional reform, HR transformation, organisational development, competency management, public-sector modernisation or related advisory work.

 

• Demonstrated experience in designing or implementing organisational and/or HR diagnostics, competency frameworks and practical transformation roadmaps, preferably in public institutions.

• Demonstrated experience facilitating participatory diagnostic or co-construction processes with senior management, managers and staff.

C.      Specific professional experience

• At least 5 years of specific experience related to audit, public financial control, inspection, internal control, risk management and/or institutional reform of bodies performing such functions.

 

• Proven experience in competency mapping, skills-gap analysis, position/workforce mapping and/or the design of professional training or certification frameworks.

• Good knowledge of international standards and good practices relevant to public-sector audit, control and institutional governance.

• Experience in EU-funded or other international technical assistance projects; previous experience in Ukraine or a comparable public-sector reform context will be considered an advantage.

Informations complémentaires

Evaluation criteria and submission requirements

The offers will be evaluated against four criteria. Technical criteria represent 70% of the total score and the financial offer represents 30%. Only information supported by the evidence indicated below will be taken into account for scoring.

Evaluation criterion

Weight

Supporting evidence

1. Qualifications and general professional experience

15%

CV of the designated expert; copy of the relevant university degree/diploma and relevant professional certificates, where applicable. The CV must clearly indicate the total years of relevant professional experience.

2. Specific professional experience relevant to SAS institutional and HR transformation

30%

CV listing relevant assignments, including role, client/institution, country, dates and scope. Evidence should demonstrate experience in public financial control/audit/inspection, HR or institutional diagnostics, competency mapping or certification, and organizational transformation. References or completion certificates may be provided where available.

3. Methodology and approach to the assignment

25%

A 3–5-page methodological note demonstrating understanding of the assignment and setting out the proposed approach, sequencing of the three phases, diagnostic tools, stakeholder engagement/co-construction arrangements, allocation of the 3 0 working days, quality assurance, risk management, and validation/ownership arrangements.

4. Financial offer

30%

Completed and signed financial proposal indicating the proposed daily rate and the total price for 3 0 expert working days. The financial offer must clearly state any assumptions and must be consistent with the level of effort defined in these Terms of Reference.

Tenderers shall submit the supporting evidence indicated above together with their offer. The methodology note and financial proposal form an integral part of the submission and will be evaluated as separate criteria.

Date limite de candidature : 12/10/2026 23:55

Ce site web utilise des cookies pour la réalisation des statistiques de visites. Ils nous permettent également d'assurer un bon fonctionnement de nos services. En poursuivant votre navigation, vous acceptez l'utilisation de ces cookies.
Pour plus d'informations, Lire la politique des cookies >>.