Recruitment for Chemonics International

Kosovo e-Governance Activity (KeG)

Position Title: IT Skills Deficit and Retention Expert (Short-Term CCN)

Position Type: Cooperating Country National-CCN (Kosovo citizen or lawfully admitted permanent resident)

Period of Assignment:  (April 1, 2024 – July 31, 2024) (up to 50 days of LOE)

Reports to: Objective Two Lead

Location: Pristina, Kosovo

BACKGROUND

The current condition of Kosovo's digital government landscape hosts significant challenges across all government departments: the pronounced shortage of skilled IT professionals and the subsequent struggle to retain them. This scarcity has created difficulties for the GoK in building and maintaining a proficient IT workforce, particularly due to limitations in competitive remuneration compared to the private sector. The enactment of Law No. 08/L-196 On Salaries in the Public Sector in January 2023 marked a positive step forward, improving to a certain extent the government's ability to recruit and retain essential IT staff. However, this law alone, in its current form, is insufficient.

The USAID Kosovo e-Governance Activity (USAID KeG) aims to improve the Government of Kosovo’s (GoK) digital service delivery and management of digital government systems by clarifying institutional roles and processes, strengthening institutional capacity to deliver services, and engaging civil society and the private sector. The activity will accelerate transformation into an agile digital government, which ensures that Kosovans receive high quality, efficient and accessible government services. The Activity focuses on the following three program objectives: 

Objective 1: Institutional roles and governance processes are clear, actionable, and implemented. 

Objective 2: Key institutions have the technical expertise and program management skills to develop, manage, and deliver digital government platforms and services. 

Objective 3: External feedback and oversight mechanisms on digital priorities and service delivery are established and used. 

SPECIFIC TASKS AND RESPONSIBILITIES

The USAID KeG is seeking a short-term expert to work on analyzing the current IT skills landscape in GoK, identifying gaps, and developing a strategy to address IT skills deficit and employee retention.

Stakeholders: The expert will work closely with the Digital Transformation Unit (DTU), Agency for Information Society (AIS) and Department for Management of Public Officials (DMPO) of the Ministry of Internal Affairs (MIA).

Methodology: The expert will employ a rigorous methodology, utilizing a combination of interviews, surveys, and data analysis. Engagement with key stakeholders from government departments, HR, and IT management is vital to ensuring accurate and comprehensive information.

Quality Assurance: To maintain the quality of deliverables, internal reviews and feedback loops with stakeholders will be incorporated. This ensures accuracy and reliability throughout the analysis.

Tasks and responsibilities: The expert will work to complete the following activity and tasks:

The USAID KeG Activity 2.1.1 aims to support DTU's strategy development for resolving the IT skills gap and improving IT staff retention across GoK.

Task 1 is the overarching task and it focuses on supporting the DTU to formulate the "IT Skills Deficit and Retention Strategy" encompassing current landscape analysis, proposed solutions, talent attraction and retention strategies, skill development, and actionable recommendations.

This strategy should incorporate recommendations for modernizing recruitment practices, improving motivation systems, introducing flexible work conditions, and implementing performance-based HR management systems for ICT roles. The strategy should encompass all aspects necessary for building and maintaining a robust IT workforce and that is in alignment with the overarching objectives of the USAID/Kosovo e-Governance Activity.

Task 2 and Task 3 provide direct input to the overarching Task 1.

Task 2 involves analyzing the legal environment regulating employment standards, whether and to what extent actual laws facilitate motivational systems and flexible work conditions for ICT staff recruitment, potentially suggesting policy amendments.

Task 2, Developing an "ICT Staff Recruitment Analysis" for the Government of Kosovo involves assessing current recruitment incentives to identify areas for improvement. By evaluating factors such as job descriptions, salary competitiveness, non-salary benefits and recruitment timelines, the analysis aims to optimize strategies for attracting and retaining qualified ICT professionals. The findings will inform recommendations to streamline processes, increase attractiveness, and improve the government's ability to attract top talent in the ICT sector.

Task 3 involves assessing the HR management systems in GoK, analyzing possibilities for introducing performance-based HR management systems tailored to ICT roles, and offering implementation roadmaps.

Task 3 involves working with the MIA Department for the Management of Public Officials, the Agency for Information Systems, and the Digital Transformation Unit to map the possibilities of introducing a performance-based HR management system for ICT roles in the Government of Kosovo.

DELIVERABLES

Deliverable #1: IT Skills Deficit and Retention Strategy (Objective 2.1.1 Task 1). LoE: 20 days.

Sub-Deliverable #1.1: Overview of IT skills gap: audit of the existing IT skills across GoK sampled by institution type (central, agency/independent, local, etc.), identifying critical skills gap.

Sub-Deliverable #1.2: Propose initiatives to upskill existing IT staff roles and address skills gap, both technical and soft skills identified through the gap analysis, that include training programs, partnerships with educational institutions, certification opportunities and other initiatives.

Sub-Deliverable #1.3: Based on the deliverables from Tasks 2 and 3, and the feedback from stakeholders and KeG, and other available reports and documents including relevant global best practices report produced by KeG, develop the IT Skills Deficit and Retention Strategy, that includes key findings and recommendations to relevant stakeholders, and a possible implementation roadmap with timelines and milestones.

Sub-Deliverable #1.4: The final “IT Skills Deficit and Retention Strategy” shall be designed in full coordination with and accepted by the stakeholders.

Deliverable #2: ICT Staff Recruitment and Retention Analysis (Objective 2.1.1 Task 2). LoE: 15 days.

Sub-Deliverable #2.1: Analysis of existing laws and regulations related to ICT staff recruitment and retention in the GoK.

Sub-Deliverable #2.2: Analysis and evaluation of current IT staff recruitment practices, motivation and incentive systems, and their effectiveness in IT staff recruitment, satisfaction and retention. Identify challenges, opportunities, success stories, and potential strategies to improve employee engagement and retention.

Deliverable #3: Performance Based HR Management Analysis for ICT roles (Objective 2.1.1 Task 3). LoE: 15 days.

Sub-Deliverable #3.1: Analysis of existing performance-based HR management system within GoK institutions, focusing on ICT roles.

Sub-Deliverable #3.2: Identification and analysis of potential opportunities for introducing and enhancing performance-based metrics and incentives in GoK, specific to ICT roles.

All deliverables shall be submitted in English and Albanian.

DELIVERABLES SCHEDULE

The Subcontractor shall submit the deliverables described above in accordance with the following Deliverables Schedule:

QUALIFICATIONS

1. Experience – Proven experience in IT skills assessment, strategic planning, and workforce development. Familiarity with the public sector and its specific challenges related to IT skills is a plus.
2. Education – Advanced degree in Information Technology, Human Resource Management, Education, Business Management, or related field.
3. Language Skills – English and Albanian fluency, with excellent writing and presentation skills required. Serbian language skills recommended.
4. Interpersonal Skills – Proven ability to work professionally, constructively, and collaboratively, meet deadlines, communicate effectively, and deal with diverse partners (including high-level government officials, entrepreneurs and international donors) in a challenging environment. Excellent analytical, communication, and stakeholder engagement skills.
5. Self-Motivation and Guidance – Strong individual initiative and ability to manage daily activities and achieve expected results with or without direct oversight.

LEVEL OF EFFORT AND TIMING

This assignment is estimated to require altogether up to 50 days of LOE within Kosovo. This work is planned to occur during (April 1, 2024 – July 31, 2024), based on a time schedule mutually agreed with the Objective 2 Lead at the start of the assignment, subject to further modification as mutually agreed.

APPLICATION INSTRUCTIONS:

Please send an email with ONLY a cover letter and CV attached and ‘IT Skills Deficit and Retention Expert’ in the subject line to [email protected], no later than March 31, 2024. Applications will be reviewed on a rolling basis. No telephone inquiries, please. Finalists will be contacted.

Chemonics is an employer that does not discriminate in its selection and employment practices on the basis of race, color, religion, sex, national origin, political affiliation, sexual orientation, gender identity, marital status, disability, genetic information, age, membership in an employee organization, or other non-merit factors.