National Consultancy to support Teacher Incentive Framework, NOC Level, Kampala, Uganda, (Ugandan Nationals Only)11 Months

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Across 190 countries and territories, we work for every child, everywhere, every day, to build a better world for everyone.

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Uganda is one of the over 190 countries and territories around the world where we work to overcome the obstacles that poverty, violence, disease, and discrimination place in a child’s path. Together with the Government of Uganda and partners we work towards achieving the Millennium Development Goals, the objectives of the Uganda National Development Plan, and the planned outcomes of the United Nations Development Assistance Framework.

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UNICEF supported the Department of Teacher Instructor Education and Training -MoES with a Consultant (for a period of eleven months) to provide the necessary technical support to kick start the implementation of some of the recommendations of the Teacher Incentive framework. The consultancy mainly focused on the development of working guidelines including; the Action Plan for the implementation of the Teacher Incentive Framework, guidelines on provision of Teacher incentives, recognition and rewards.

The overall objective of the assignment was to provide technical support to the Ministry of Education and Sports to implement the Teacher Incentive Framework, ensure quality assurance, establish a sustainable mechanism and strengthen the initiative within the system. This is because provision of incentives and opportunities for recognition to teachers will enhance professionalism, competencies and ethics, leading to improved teacher motivation and quality of teaching and learning.

What has been achieved 

From the previous consultancy the following achievements were registered;

  1. Developed the guidelines and Action Plan for the Implementation of the Teacher Incentive Framework (TIF) in Uganda.
  2. Developed an abridged version of the Teacher Incentive Framework for Uganda.
  3. Developed a report on good practices on provision of incentives and rewards in 10 Quality Enhancement Initiative (QEI) Districts in Karamoja and West Nile regions.
  4. Developed the guidelines for the provision of Incentives and Rewards to Teachers in Uganda.

The final ESSP (2021-2025) provides for Teacher motivation as one of the key interventions for the Teacher Instructor Education and Training department-MoES, which is a direct intervention in the implementation of the National Teacher Policy. Initial interventions are being tried out in the UNICEF focus districts to inform scale up.

Related to Teacher motivation, the current COVID-19 Pandemic has greatly affected the learning process resulting into school closure since Friday 20th March 2020, with candidate classes resuming school for term II in October 2020. This is believed to have caused a lot of psychological stress and anxiety in both teachers and learners.

Basing on the above background therefore, UNICEF in collaboration with the MoES would like to operationalize the Teacher Incentive Framework (TIF) and attempt to address the effects caused by COVID-19 using the guiding documents that have been developed in the first phase of the consultancy.

It’s in this regard that UNICEF proposes to recruit a consultant to conduct a Rapid Assessment on the Impact of COVID-19 on teachers performance and support the implementation of the Teacher Incentive Framework for a period of 11 months. (equivalent to NOC level)


The overall objective of the assignment is to implement the Teacher Incentive Framework for Uganda in the 29 UNICEF supported Districts. First the assignment will be preceded by a Rapid Assessment on the impact of COVID-19 on teachers.  This would include working closely with the target District Local Governments and UNICEF Zonal Offices at the field level and coordinating with the Ministry of Education and Sports-TIET department, Basic Education Department and Ministry of Local Government at the National level

It’s expected that the consultant will engage actively with the Teacher Instructor Education & Training (TIET) Department, Basic Education Department of the MoES, Ministry of Local Government, District Local Governments, Secondary School Department, Special Needs and Inclusive Education Department, Uganda National Association of Teachers Union (UNATU) and with the other relevant stakeholders including parents and learners, she/he will work closely with the three UNICEF Zonal  Offices in the implementation of the TIF.

The following are the expected outputs from the consultancy.

  1. A Rapid Assessment Report on Impact of COVID-19 on teachers with key issues and recommendations for action.
  2. District action plans developed on payroll management, teacher incentives and rewards in at least a half of the 29 UNICEF supported Districts
  3. Operationalization of the National Teacher Recognition and Reward Framework.


  1. Through focus group discussions, with teachers and key stakeholders including Parents and Learners, District (in UNICEF supported Districts) and National level representatives, conduct a Rapid Assessment on the impact of COVID-19 on teachers identifying the issues and recommendations to address them.
  2. Liaise with TIET to organize sensitization meetings on provision of Teacher Incentives and Rewards for teachers and other key stakeholders in the 29 UNICEF focus Districts.
  3. With active participation of the key stakeholders, develop District Specific Action Plans on Teacher Payroll management in at least half of the 29 Districts supported by UNICEF.
  4. With active participation of the key stakeholders, develop Teacher incentives and rewards District Action Plan in at least half of the 29 Districts supported by UNICEF.
  5. Support MoES to mainstream and operationalize the National Teacher recognition and Reward system through a National framework.
  6. Develop a Final implementation report

To qualify as an advocate for every child you will have… 

The selected Consultant should have:


  • The Consultant is required to have master’s degree in Education or related field.

Work experience:

  • The Consultant is expected to have wide local experience of not less than 5 years in educational work and Teacher management with understanding of the Country’s Teacher Pay roll management issues.
  • The Consultant should demonstrate thorough understanding of the context of teacher management, development, deployment, pay roll management and motivation in Uganda or in similar context.
  • Demonstrated experience in networking with key stakeholders in education, Local Government and Finance.
  • He/she will be required to possess expertise in education, management, institutional development and ICT basic skills for effective communication with a strong track record of undertaking similar assignments in education.
  • Fluency in written and verbal English.


Core Values

  • Commitment
  • Diversity and inclusion
  • Integrity

Core competencies

  • Communication
  • Working with people
  • Drive for results

Functional Competencies:

  • Planning and organizing
  • Formulating Strategies and Concepts
  • Analysing
  • Relating and networking
  • Deciding and Initiating action
  • Applying technical expertise

Application Procedure/Call for Proposals

Interested candidates are required to submit a technical proposal on how they intend to approach the work. The proposal should include a timeline, and methodology, based on the Terms of Reference. The proposal must also include detailed CV of the consultant, as well as a financial proposal, clearly indicating daily rate for professional fees. The financial proposal must be all-inclusive of all costs (consultancy fees and where applicable air fares, airport transfers, daily living expenses).  This is an international level consultancy and competitive market rates should apply.

Evaluation of Candidate:

The consultant will be competitively selected from a list of applicants based on their past experience of doing similar work (extensive experience in writing donor reports, in compiling and editing annual reports for various UNICEF offices).

For every Child, you demonstrate…

UNICEF’s core values of Commitment, Diversity and Integrity and core competencies in Communication, Working with People and Drive for Results.

The competencies required for this post are….

View our competency framework at

UNICEF is committed to diversity and inclusion within its workforce, and encourages all candidates, irrespective of gender, nationality, religious and ethnic backgrounds, including persons living with disabilities, to apply to become a part of the organization.

UNICEF has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UNICEF, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination. UNICEF also adheres to strict child safeguarding principles. All selected candidates will, therefore, undergo rigorous reference and background checks, and will be expected to adhere to these standards and principles.


Only shortlisted candidates will be contacted and advance to the next stage of the  selection process.


Deadline: E. Africa Standard Time