A. Terms of Reference for an Organisational Structure Review
 ORGANISATION BACKGROUND
The National Water and Sewerage Authority (Nawasa) is a statutory body established by the National Water and Sewerage Authority Act (Act 25 of 1990 Laws of Grenada), and is the sole entity responsible for the supply of potable water and the disposal of liquid waste throughout the State of Grenada.
Nawasa currently has a complement of 256 full-time members of staff, who are deployed throughout the various parishes of Grenada. There are 5 departments and 4 units. Nawasa’s main structure consists of a Board of Directors, and a management team comprising the General Manager, who reports directly to the Board of Directors, 6 Senior Managers, who report directly to the General Manager, 3 Assistant Managers, and 10 Supervisors. There are 237 operational staff members.
Nawasa recognises that its human resource capital is one of its most valuable assets, and its effective management is key to achieving its vision of providing excellent service to all customers.
Over the years, the authority has implemented several proactive measures to strengthen its human resources, namely through its recruitment and selection process, training and development, and the implementation of a Human Resource Information System. However, Nawasa realises that these areas could be further strengthened to achieve improved efficiency in its operations thereby ensuring the proficient implementation of its strategic plan and subsequent annual business plan. Therefore, a comprehensive review of Nawasa’s organisational structure is required to identify areas for improvement and optimisation.
OBJECTIVES
The primary objectives of this review are as follows:
- To assess the current organisational structure of Nawasa, including its departments, divisions, and reporting relationship
- To evaluate the effectiveness and efficiency of the existing organisational structure in supporting Nawasa’s strategic goals and operational requirements
- To identify any redundancies, gaps, or inefficiencies within the current organisational structure
- To propose recommendations and guide implementation where necessary for enhancing the organisational structure to better align with Nawasa’s strategic objectives, improve operational efficiency, and enhance service delivery
SCOPE OF WORK
The review will encompass the following key areas:
- Analysis of Nawasa’s current organisational chart, including reporting lines, departmental functions, and roles and responsibilities. Identify areas of inefficiency, bottlenecks, and opportunities for improvement and make proposals for implementation
- Assessment of the communication and decision-making processes within the organisation
- Evaluation of the allocation of resources including human resources, across different departments and divisions
- Examination of the organisational structure’s adaptability to changes in the external environment, technological advancements, and industry best practices
- Benchmarking Nawasa’s organisational structure against industry standards and best practices
METHODOLOGY
The review will be conducted through a combination of methods, including:
- Interviews with key stakeholders, including senior management, departmental heads, and staff members from various levels of the organisation
- Examination of relevant documentation, such as organisational charts, job descriptions, policies and procedures
- Comparative analysis with similar organisations in the water and sewerage industry to identify best practices
- Surveys and feedback mechanisms to gather input from employees regarding the current organisational structure
EXPECTED OUTPUTS/DELIVERABLES
Upon completion of the review, the following deliverables will be provided:
Deliverable 1: Inception report
- A comprehensive report detailing the findings of the review, including strengths, weaknesses, opportunities, and threats related to the current organisational structure
- Recommendations for optimising the organisational structure, including proposed changes to reporting lines, departmental reorganisations, and potential reallocations of resources
- Implementation plan outlining the steps and timeline for executing the recommended changes, including key stakeholders responsible for implementation
Deliverable 2: Draft report
The review is expected to be completed within 2 months with regular progress updates provided to the senior management of Nawasa.
Deliverable 3: PowerPoint presentation of the draft report
Deliverable 4: Final report
The final report should include:
- Executive Summary
- Evaluation methodology
- Findings
- Recommendations
- Appendices, including key documents consulted and TOR
REMUNERATION
The Consultant will be requested to provide the following:
- A detailed quotation regarding the work to be undertaken, with the currency clearly stated
- Terms of Payment
PAYMENT TERMS
Payment under the contract will be output-based and final payment will be made upon satisfactory completion of the assignment.
EXPECTED DURATION OF ASSIGNMENT
The task is expected to be completed within 2 months from the date of signing of the contract. The individual or firm, therefore, is required to prepare and submit the entire plan in a way that allows the achievement of all deliverables within a 2 month period.
CONFIDENTIALITY
The Consultant will be required to sign a confidentiality agreement before the exercise commences.
QUALIFICATIONS
Master’s degree in human resource management, organizational development, business administration, or equivalent.
EXPERIENCE
- Experience in overseeing the development and implementation of human resource policies, procedures, and practices including the development of job descriptions and pay structures
- Relevant experience in human resource management, performance management and/or developing competency frameworks, and compensation management
- Experience in working with different departments in an advisory or consultancy role, assisting them to understand and implement policies and procedures
- Knowledge of compensation systems in the public service is highly desirable
- Experience undertaking developmental assignments will be an asset
- A minimum of 2 successful similar assignments within the last 5 years with a regional or international government/organisation
Further information can be provided by contacting the Human Resources Manager at telephone number 473-440-2155.
The proposal should be submitted on or before 5 April 2024, and should be addressed as follows:
The General Manager
National Water & Sewerage Authority
P O Box 392
Lucas Street
St George’s
Grenada
B. Terms of Reference for Introduction of an Organisational Performance Management System
ORGANISATION BACKGROUND
Same as for ‘A’ above.
To this end, the Board of Directors has instructed Management to obtain all operational and administrative requirements for the introduction of an organisational Performance Management System.
OBJECTIVE
Conduct an assessment of the current performance management system for Nawasa and make recommendations for improvements/modifications of the present system or a new performance management system. The review should aim to identify areas of strengths, and areas for improvement, and provide actionable insights to enhance the organisation’s performance.
SCOPE OF WORK
The assignment will encompass the following key areas:
- A review of current performance management practices, including performance appraisal systems, key performance indicators (KPIs) and performance measurement methodologies. The system should include tools for goal setting, performance evaluations, feedback mechanisms, and performance improvement plans
- Analysis of employee engagement and motivation levels, including identifying factors that contribute to or hinder employee performance
- Assessment of the alignment between organisational goals, individual objectives, and performance evaluation processes
- Evaluation of the effectiveness of current performance feedback mechanisms and their impact on employee development and organisational performance
- Identification of best practices and benchmarks from comparable organisations in the industry
METHODOLOGY
The review will be conducted through a combination of methods, including:
- Interviews with key stakeholders, including senior management, departmental heads, and staff members from various levels of the organisation
- Examination of relevant documentation, such as organisational charts, job descriptions, policies, and procedures
- Comparative analysis with similar organisations in the water and sewerage industry to identify best practices
- Surveys and feedback mechanisms to gather input from employees regarding the current organisational structure
EXPECTED OUTPUTS/DELIVERABLES
Upon completion of the assignment, the following deliverables will be provided:
Deliverable 1: Inception report
- A comprehensive report detailing the findings of the performance management review
- To develop a performance management system inclusive of performance goals and objectives for employees. Advise on the implementation of the performance management system and provide guidance on performance improvement strategies introducing a suitable incentive scheme
- Development of an implementation plan that outlines the steps, timelines, and resources required to roll out the new Performance Management System
- Recommendations for improvements in performance management practices and organisational structure, supported by best practices and industry benchmarks
- Proposed action plan outlining the steps required to implement the recommended changes, including timelines, responsible parties, and resource requirements
Deliverable 2: PowerPoint presentation
- PowerPoint presentation of findings and recommendations to the Senior Management Team, Board of Directors, and subsequently to Employee/Trade Union representatives. The comments made by key stakeholders should inform the draft report
- A plan for training Nawasa’s employees on the new systems and processes, as well as support for change management to ensure a smooth transition
Deliverable 3: Draft report
The draft report should contain, but not necessarily be limited to:
- Performance Evaluation Results
- A handbook on Nawasa’s performance management system, including recommendations on the following aspects:
- Incentive and reward system to motivate staff to perform at their best
- Performance appraisal system to similarly motivate staff to perform at their best
- Career development opportunities for staff to enhance their skills and knowledge
- Processes for continuous improvement of the performance management system
Deliverable 4: Final report
The final report should include:
- Executive Summary
- Evaluation methodology
- Findings
- Recommendations
- Appendices, including key documents consulted and TOR
 REMUNERATION
The Consultant will be requested to provide the following:
- A detailed quotation regarding the work to be undertaken, with the currency clearly stated
- Terms of Payment
PAYMENT TERMS
Payment under the contract will be output-based and final payment will be made upon satisfactory completion of the assignment.
EXPECTED DURATION OF ASSIGNMENT
The task is expected to be completed within 2 months from the date of signing of the contract. The individual or firm, therefore, is required to prepare and submit outputs in a way that allows the achievement of all deliverables within a 2 month period.
CONFIDENTIALITY
The Consultant will be required to sign a confidentiality agreement before the exercise commences.
QUALIFICATIONS
Master’s degree in human resource management, organisational development, business administration, or equivalent.
EXPERIENCE
- Experience in overseeing the development and implementation of human resource policies, procedures, and practices including the development of job descriptions and pay structures
- Relevant experience in human resource management, performance management and/or developing competency frameworks, and compensation management
- Experience in working with different departments in an advisory or consultancy role, assisting them to understand and implement policies and procedures
- Knowledge of compensation systems in the public service is highly desirable
- Experience undertaking developmental assignments will be an asset
- A minimum of two successful similar assignments within the last 5 years with a regional or international government/organisation
Further information can be provided by contacting the Human Resources Manager at telephone number 473-440-2155.
The proposal should be submitted on or before 5 April 2024, and should be addressed as follows:
The General Manager
National Water & Sewerage Authority
P O Box 392
Lucas Street
St George’s
Grenada
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