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JOB SUMMARY |
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Company | Planned Paren... |
Industry | NGO/IGO/INGO |
Category | Public Health |
Location | Accra |
Job Status | Contractor/Co... |
Salary | GH¢ |
Education | Advanced Degr... |
Experience | 5 years |
Job Expires | Mar 31, 2024 |
Contact | Human Resourc... |
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Company Profile The Planned Parenthood Association of Ghana (PPAG), is an NGO and a member of the International Planned Parenthood Federation (IPPF). PPAG, a leading provider of Sexual and Reproductive Health and Rights (SRHR) education, information, and services in Ghana, in close collaboration with OXFAM, hereby invites result-oriented and committed persons to apply for the following vacant position to be filled in the Association. Job Description PROMOTING EQUAL RIGHTS FOR WOMEN AND GIRLS WITH DISABILITIES IN GHANA– PERD PROJECT
TERMS OF REFERENCE FOR ENDLINE EVALUATION
Background and Rationale
Three percent of Ghanaians are classified as Persons with Disability (PWDs), as they have one form of disability or another. Generally, the percentage of Women and girls with Disability (WGDs) (3.1%) is slightly higher than males (2.9%). Educational levels differ among PWDs by sex and residence. The percentage of WGDs with no formal education is higher than males among both urban and rural dwellers. The majority of females (58.3%) with disability in rural areas have no formal education compared with 40.7% of their male counterparts. (2010 Population and Housing Census Report on People with Disabilities). Unemployment amongst Ghanaian females estimated by ILO through modelling indicated 6.83 as of 2019. Its highest value over the past 28 years was 10.78 in 1999, while its lowest value was 4.73 in 2007.
In terms of life outcomes, PWDs have been identified to have some of the worst outcomes in health, education, economic and work activity participation, and higher rates of poverty and vulnerability (WHO & World Bank 2011). According to Ghana’s 2010 Population and Housing Census, barriers and challenges disabled people encounter in their routine lives are far greater than those encountered by abled individuals. These obstacles have been identified to manifest through difficulties in accessing health, education, transportation, and employment. WGDs suffer more than from lack of these services than their male counterparts, because of stigmatization and discrimination against the female gender. The report further identified inadequate policies and standards, stigma, and discrimination as exacerbating factors.
In light of the significant challenges, PWDs including WGDs living in Ghana face, various laws and policies have been enacted to protect them from the barrier of stigma, exploitation, and discrimination. A key law in this direction is the Disability Act (715) which notes that: A person shall not discriminate against, exploit or subject a person with disability to abusive or degrading treatment. An employer shall not discriminate against a prospective employee or an employee on grounds of disability unless the disability is in respect of the relevant employment. An employer shall not post or transfer a person with a disability to a Section or place of the establishment unsuited for the person. Where a person in employment suffers a disability as a result of the employment, the employer shall counsel, re-train, and re-deploy the person to another section more suited to the person with disability and this shall be in addition to any other relief which the employee is entitled to under the Workmen’s Compensation Law, 1987 (PNDCL). The Ministry shall through the public employment centres, assist in securing jobs for WGDs (Disability Act, 715).
Despite the existence of laws such as the Disability Act and many other policies, the PWDs especially WGDs still suffer from stigma, exploitation, and discrimination which limits their ability to participate in any economic venture. WGDs are not empowered with skills to compete with abled individuals mainly because of a lack of specialized services including training institutes (specialized vocational training center), health facilities, rehabilitation centres, etc. WGDs that are fortunate to gain employment suffer from lower pay packages due to discrimination.
Project Outline Framework of the Project
3. Purpose of the Endline Evaluation
The purpose of the evaluation is to measure the impact, learnings, and challenges of the project over the implementation period. The measurement will be done within the context of the baseline survey conducted before project implementation as well as retroactive data/reports from key stakeholders within the community.
The following are key evaluation questions to be considered
Furthermore, the evaluation will measure the project's impacts and successes based on the OECD/DAC Criteria. The criteria are as follows:
(1) Relevance: Assessing the primary relevance and importance of the project within the context of providing employment opportunities for women and girls with disabilities in the implementing district.
(2) Coherence: Evaluating the extent to which the project fits into the overall health programming goals and objectives of the project structures. Emphasis would be on the advocacy towards the adoption of the equitable employment policy.
(3) Effectiveness: The extent to which the project’s strategies and activities contributed to achieving the set targets and objectives of the project.
(4) Efficiency: The extent to which resources were expended economically, towards maximum impact.
(5) Impact: The long-term benefits facilitated by the project within the project communities.
(6) Sustainability: The extent to which the net benefits of the project are likely to continue after the project ends.
4. Scope of the Assessment
Tasks and Responsibilities
One consultant (main evaluator) will be recruited to undertake the endline. Based upon the review of the proposals submitted, the main evaluator identified will work jointly with the Monitoring and Evaluation Unit of PPAG. Throughout the research period, the evaluator is requested to carry out the following work in close consultation with the PPAG M&E team and PERD project management to attend the team meetings( virtual/ physical) whenever requested.
5. Deliverables to be submitted by Evaluator
The evaluator is requested to submit the following deliverables to the project team
Proposed Research Design (before recruitment and contract)
Inception Report (after recruitment and contract)
Preliminary Findings Report (after recruitment and contract)
Final endline Evaluation Report
7. Management & Supervision
The evaluator will be overseen directly by the Monitoring and Evaluation Unit of PPAG. The Monitoring and Evaluation Manager of PPAG will be the focal person at PPAG for the evaluator
Required Skills or Experience Consultant’s Qualifications and Requirements
The lead consultant is expected to have the following qualifications:
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