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Contractor Support for development NCIA Induction (NATO-NCIA)

Remote, Belgium, Sapienza Consulting [2022-0087 ]

Field(s) of expertise
Information Technology
Job type
Contract
Education
Bachelor
Deadline
Closed

About this job

Sapienza Consulting is recruiting a Contractor Support for development NCIA Induction to join NATO – NCIA in Belgium (Remote).

The NATO Communication and Information (NCI) Agency has been established with a view to meeting to the best advantage the collective requirements of some or all NATO nations in the fields of capability delivery and service provision related to Consultation, Command & Control as well as Communications, Information and Cyber Defence functions, thereby also facilitating the integration of Intelligence, Surveillance, Reconnaissance, Target Acquisition functions and their associated information exchange.

Responsibilities

Activities and deliverables

The expert contractor team will produce the following deliverables following the four phases:

  • Analysis
  • Design
  • Development
  • Implementation

 

1. Analysis
1.1 Needs Analysis and scoping

Expected output:

a) A vision on NCI Agency Induction that specifies the fundamentals of the NCI Agency Induction program, including purpose, objectives, interrelation with existing connected initiatives (e.g. ‘the first 100 days document’)

b) A Target Audience Analysis (TAA), describing the audience of the induction program, including job roles, educational background, volumes and locations of the new hires in scope.

c) The envisioned learning outcomes of the induction program in terms of desired behaviours/skills, knowledge and attitudes

 

2. Design
2.1 Overall program design

Expected output:

a) An engaging NCI Agency induction concept to handle the onboarding of new colleagues at scale

b) Overview of the Induction schedule and the respective induction methodologies, to cover the period before, during and after onboarding. Critical characteristics of the Induction program design:

  • Welcome, inspire, engage and activate
    • Welcoming new colleagues to a new organization (NCI Agency) and to NATO.
    • Inspiring them by highlighting the impact of our work and thereby their work within the NCI Agency, making our Strategic Goals tangible and emphasizing the importance of everyone’s job in pursuing our common goal of protecting 1 billion people.
    • Engaging with new colleagues to make them understand what our NCI Agency culture is about and how they play an important role in it. Thereby making them feel that they belong here, which in its turn has positive effects on the retention rate of new hires.
    • Activating new colleagues to build networks within the Agency, to be involved in Agency-wide initiatives (e.g. wellbeing, D&I, sustainability etc.), to make the Agency a great place to work.
  • Fit in seamlessly (in terms of content and language) with existing NCI Agency briefings and onboarding related activities and avoid duplication and overlap

c) Mapping between Induction program elements and each identified Learning Outcome, as identified in the Analysis

d) Overall strategy for new hires assessment and program evaluation

e) Description of the Quality Management process for program design and development of materials

2.2 Design for integrated use of learning technologies and platforms

Expected output:

a) Description of instructional methods such as demonstration-performance, practical exercises, group discussions, demonstration, workshop etc., including the rationale for each recommended instructional method. Note: the expert contractor is explicitly requested to avoid ‘Death by Powerpoint’. Conveying of theory/knowledge through presentations is to be minimized (e.g. by packaging the content in digital self-study materials), in favor of real and enriching inter-human interaction, whether it is face-to-face or virtual.

b) Description of instructional media, e.g. interactive guides, background reading, student hand-outs, presentations, video’s, e-/micro-/mobile learning, animations, video, interactive / gamified elements etc.

c) Description of instructor materials (Train the Trainer). The material will provide notes to instructors/NCI Agency briefers to assist in conducting the session or exercise, and will contain all necessary information to prepare and conduct sessions and to evaluate new hires

d) Description of the learning environment e.g. online learning and/or onboarding platforms, integrated with mobile onboarding app

2.3 Induction program requirements

Expected output:

a) Description of the support to be provided by the Purchaser (manpower, services and material), as well as NCI Agency SME’s for the development of the program

b) Implementation plan, describing which program elements can be implemented in respectively 2022 and 2023.

c) Maintenance plan, describing how the program will be kept up to date, including required resources

3. Development
3.1 Content scope

Expected output:

At present, the NCI Agency induction program covers multiple themes, such as (non-exhaustive list):

a) NCI Agency’s strategy, vision and mission

b) Internalization of NCI Agency values

c) Introduction to NATO (structure, boards and committees)

d) The NCI Agency’s organizational structure

e) NCI Agency’s customers and stakeholders

f) NCI Agency’s funding model

g) NCI Agency Business Areas

h) NCI Agency’s support to NATO operations

i) NCI Academy

j) Diversity and Inclusion

The expert contractor is explicitly requested to advise on the relevance of these themes as well as on additional topics that would enhance the induction experience.

3.2 Assessment and evaluation plan

Expected output:

a) Assessment plan that specifies how achievement of the program objectives will be evaluated

b) Detailed evaluation plan that specifies how new hires have experienced the induction program. The method should allow for granular data analytics.

3.3 Full set of Induction materials

Expected output:

a) Induction materials for employees as appropriate to achieve the learning objectives, as described in 2.2

b) Induction materials for supporting NCI Agency staff as appropriate to support and/or conduct the Induction activities, as described in 2.2

c) For the development of training material, the Contractor shall reuse existing NCI Agency Induction documentation and manuals to the maximum extent possible

d) The Contractor shall ensure that the Training Materials are all provided in the UK English language. It can be assumed that all Purchasers personnel selected to attend the Induction program will meet the minimum Standardised Language Proficiency (SLP) of 3232 in English as specified in STANAG 6001.

e) The Purchaser will provide comments to improve the Training Materials. The Contractor shall implement the changes directed by the Purchaser and provide updated Training Materials as part of reviews organised within the Build Processes.

f) All developed materials will be the Intellectual Property (IP) of the NCI Agency

 

4. Implementation

Expected output:

a) All developed Induction materials are made available for the participants on the respective (online) platforms

b) Conduct and evaluate all Induction sessions and activities, as described in the program design

 

5. Overall Requirements

a) Provide monthly status report that will be used to review progress of contractor’s analysis

b) Draft, coordinate and compile mid-point report

Profile

The contractor should have a ready team in place in which the following experience is represented:

Education

  • a Bachelor of Science (BSc) degree or Masters of Science (MSc) degree in change management, psychology / sociology, general Business or HR, or related discipline at a nationally recognized/certified University, with 5 years post related experience
  • OR: a lower academic qualification combined with the demonstration of particular abilities or experience of relevance to this post, with a minimum of 8 years of relevant experience

 

Background and experience

  • The contractor should have its Head Quarters in a NATO country
  • Head Office Track record in the design, development, implementation, and maintenance of induction and/or onboarding programs for large and international organisations
  • Experience with online and blended learning technologies
  • Project management skills
  • Experience with development of (technical) documentation, training materials and instructional aids
  • Experience in providing onboarding training to both non-technical personnel as well as technical specialists
  • Comfortable with working in an international environment comprising both military and civilian elements

 

Contractor Course Development – DESIRED Requirements

  • Experience with On The Job Training (OJT)
  • Conducting Training Needs Analysis

 

Language Proficiency:

  • Level 3 of English language skills according to NATO STANAG 6001: Listening (3); Speaking (2); Reading (3); and Writing (2) or according to Common European Framework of Reference for Language level C1 at a minimum

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