Company Profile

The Anglican Diocesan Development and Relief Organization (ADDRO) is a non-profit, non-governmental organization that seeks to transform lives and uphold human dignity and justice for all people, irrespective of ethnicity, sex, religion, or political affiliations. ADDRO’s mission is inspired by the mission of Jesus Christ in Luke 4:18 “To bring good news to the poor, to proclaim freedom for the prisoners and recovery of sight for the blind, to release the oppressed….”
Thus, ADDRO exists to respond to the human needs of the people of Ghana to enable them to live dignified lives. ADDRO’s vision is a transformed society living meaningful and dignified lives. As a national organization, ADDRO operates in six regions of Ghana namely, Upper East, Upper West, North-East, Northern, Ashanti, , and Eastern Regions.
The thematic areas of ADDRO are Agriculture and sustainable livelihoods, Community-Based Health, Gender Equity and Social Inclusion (GESI), Environment and Climate Change, Governance and peacebuilding, Disaster and relief, Education and Capacity development.

Job Description

1.0 INTRODUCTION

ADDRO currently uses the Condition of Service and Regulation for Workers Manual (Revised version 2009) handbook which serves as both Administrative and HR manual, which does not adequately address all key human resource and organisational development (HR&OD) issues (copy to be provided upon signing of contract). Through an Institutional System review process, ADDRO realised the need to develop a new comprehensive human resource manual which will guide procedures and practices in the organisation. 

 

It is against this background that ADDRO intends to seek the services of an experienced Human Resource (HR) and/or Organizational Development (OD) consultant to produce a comprehensive Professional Human Resources Policies and Procedures Manual and Staff Conditions of Service Handbook. Hence the need for these terms of reference.

 

2.0 BACKGROUND OF ADDRO 

 

2.1 Evolution of ADDRO

The Anglican Diocesan Development and Relief Organization came into existence in response to human need by the Anglican Church in northern Ghana, Anglican Diocese of Tamale.  In 1971 the church established a dry season irrigation-farming project to support communities to produce crops and vegetables during the dry season to improve their standard of living.    

 

In 1978 a new development initiative known as Anglican Church Agricultural Project, (ACAP) was launched to meet the socio-economic needs of the poor. The work of ACAP gave the Church the opportunity to interact with the communities, and made the Church realized that there were greater needs, problems, and inequalities in the operational area. This led to the establishment of more overt community development projects by parishes and certain individual members of the church.

 

However, the efforts of these individual parish projects were not coordinated to reduce waste and maximize the impact of such programmes on the beneficiaries. This led to the establishment of the Anglican Diocesan Development and Relief Office (ADDRO) in 1996 to consolidate all the development efforts and initiatives of the Church and in 2006, the word ‘Office’ was changed to ‘Organization’.

 

In 2008, ADDRO became an incorporated Organization with recognition and approval of the Government of Ghana via the Registrar General Department as a legal Limited Liability Company. It is also registered with the Social Welfare Department as an NGO.

 

2.2 Governance 

ADDRO is governed by a Board of Directors, which is the highest policy and advisory body. It is made up of men and women of diverse working backgrounds and experiences. The Board meets four times a year in addition to an Annual General Meeting (AGM)

 

2.3 Staff strength 

ADDRO currently has a staff strength of 54, comprising 33 (25 males and 8 females) permanent staff and 21 temporal helpers (14 males and 7 females). 

 

2.4 Organisational structure

ADDRO has an Organogram which spells out the reporting lines. 

ADDRO as a church-based organization has at the top of the organogram, the Synod which is the highest decision-making body of the Church. Below the Synod is the Bishop of the Diocese who the Board of Directors reports to. The Board of Directors are between the Bishop and the Executive and made up of selected members of the church, Civil Society Organizations and representatives from relevant state institutions. Below the Board of Directors is the Executive Director (ED) who is the leader of ADDRO Management. Below the ED is the Head of Programmes (HoP). Then front line sector heads comprising Program Coordinators, Finance Manager, Administrative Manager and Monitoring, Evaluation and Learning (MEL) officer who all report to HoP. Below the Coordinators /Sector Heads, are Project Managers and Regional Coordinators. Below the project Managers are Project Officers or Field Officers followed by the community structures.

 

The Finance Team is led by the Finance Manager who has Finance Officer and Accounts Clerks under him. The Administrative Manager also oversees the Administrative Assistant, and below that are Support staff including Drivers, Office Cleaners, Security Guards and Temporal Helpers. Please see the Organogram in Fig. 1.0 below.

 

Figure 1.0 Organogram of ADDRO

2.5 Operational Area 

ADDRO Operates in seven regions with eleven (11) satellite offices (regional offices and project centres) with the Head Office in Bolgatanga. 

 

3.0 ADDRO Corporate Identity

 

3.1 Vision

“A transformed society living meaningful and dignified lives” 

 

3.2 Our mission mandate:   

ADDRO’s mission is inspired by Luke 4:18 “To bring good news to the poor, to proclaim freedom for the prisoners and recovery of sight for the blind, to release the oppressed….”

 

3.3 Mission Statement

“ADDRO exists to respond to the human needs of the people of Ghana to enable them live dignified lives”.

 

3.4 Core Values

The following are the core values of ADDRO:

• • Mutual respect: ADDRO believes that there is something of value in every human person. We believe that respecting the people we serve is an important part of this value. We care for each other's thoughts and feelings.
• • Efficiency: ADDRO’s takes deliberate decisions that helps avoid wastage of time and effort. ADDRO is prudent in the use of resources; both human and financial.
• • Promotion of human dignity, rights and justice:  ADDRO works to promote and protect the human person's intrinsic worth. ADDRO places value on all people. ADDRO is also working at ensuring the human rights of all people are respected, protected and fulfilled. 
• • Empowering and liberating communities: ADDRO believes in using process to enable communities to increase control over their lives. ADDRO defines "Communities" as groups of people that may or may not be spatially connected, but who share common interests, concerns or identities.
• • Honesty, transparency and accountability: In the administration of ADDRO, integrity refers to “honesty” or “trustworthiness” in the discharge of our duties, serving as an antithesis to “corruption” or “the abuse of office.” ADDRO has the obligation to both its donors and beneficiaries.
• • Equity and Inclusiveness: As an equitable and inclusive organization, ADDRO guarantees that personal or socio- economic circumstances, such as gender, ethnic origin, or family background, are not obstacles to success and access to social and economic services. 
• • Result-oriented: ADDRO focuses on outcome rather than process used to deliver a service. ADDRO always keep the focus on achieving results as per the goals set.
• • Commitment:  ADDRO’s willingness to give time and energy to things that we believe in, or a promise or firm decision to do something.
• • Partnership building: ADDRO’s Partnerships are intended for joint solving of problems, resource exchange, cooperation, coordination and coalition building. ADDRO believes in a partnership model that brings together institutional capabilities and human resources in the form of skills, experiences and ideas to tackle common problems that are often beyond the capacity of a single organization or group.

4.0 ADDRO Strategic objectives 

Based on the ADDRO’s current thematic areas, the following are its strategic objectives:

1. To improve access to quality health care services for rural and underserved communities in Ghana.
2. To contribute towards the reduction of the incidence of poverty in Ghana.
3. To strengthen community awareness, disaster preparedness and response
4. To strengthen the capacity of communities to demand for and access social services
5. To improve agricultural productivity and Climate Resilience of vulnerable communities.
6. To promote good governance, transparency, accountability, justice and peaceful coexistence. 

5.0 Purpose of the consultancy 

The purpose of the consultancy is to develop a comprehensive Professional Human Resources Policies and Procedures Manual and Staff Handbook with adequate provisions and relevant sub-policies and administrative forms for ADDRO as an organisation.

 

6.0 Target audience/ Users of the policy manual

The ADDRO Human Resource Policy Manual will be used by the following bodies of ADDRO

• • ADDRO Staff 
• • ADDRO Management
• • ADDRO Board of Directors 
• • ADDRO Partners and Collaborators 

7.0 Expected Results/Deliverables 

The consultant is expected to provide specified deliverables to include but not limited to the following:

1. Develop a new professional human resources policies and procedures manual for ADDRO, ensuring alignment with Ghanaian Labor Laws and including but not limited to the elaboration of articles per Annex A- HR Policy Manual Checklist.
2. Review and update existing ADDRO Staff Conditions of Service Manual which can be transformed into a Staff Handbook, including the revision/improvement of articles to ensure alignment with Ghanaian labor laws
3. Review ADDRO's organizational chart and suggest improvements that will support the efficient management of staff 
4. Engage with staff to elicit ideas and ensure the ownership and sustainability of the policy document 
5. Submit Draft HR Policy & Procedures Manual and Staff Handbook for review by 30th November 2021.
6. Submit final version based on input/comments from ADDRO and partners by 15th December 2021.

8.0 Contract period 

The consultant should provide a detailed timeline for the work. Selected consultant shall have a period of 30 working days after signing of contract, within which to submit the accepted final document(s).

Required Skills or Experience

9.0 Consultant Qualification/Expertise Required
The following qualifications and experiences are required:

• At least five years professional experience as an HR/OD consultant
• In-depth knowledge of HR principles, functions, methods and best practices
• In-depth knowledge of current Ghanaian Labor Laws 
• Demonstrated experience in developing similar policies for NGOs, public sector organizations, and international development organisations.
• Computer savvy with working knowledge of human resource IT systems
• An analytical mind with problem-solving abilities
• Excellent communication and consulting skills
• Good inter-personal skills and team building/teamwork. 
• Excellent Report writing and communication skills. 
• BSc/BA in human resources, public administration, business administration or relevant field.
• A Post Graduate Degree in human resources and organizational development will be a plu