National Consultant: Capacity Building for University Teachers on Climate Resilience, Green Transition, and Disaster Risk Reduction (DRR), Tbilisi, Georgia.

Purpose of Activity/Assignment

To develop materials and train University teachers on Introductory Modules on Climate Resilience, Green Transition, and DRR

Deliverable 1: Design Training/Curriculum Materials

Develop a set of introductory training modules suitable for non-specialist lecturers, practice placement teachers, and students. The materials should:

• Present concepts in a simple, practical, and accessible manner.
• Be tailored to social sciences and education contexts.
• Reflect the local and regional context.

1. Introduction to Climate Change and Climate Resilience

• Key concepts: climate change, carbon footprint (including consumerism, food consumption, and digital activities), climate risks, vulnerability, resilience, and greening practices.
• Practical actions: energy and water saving, waste management, recycling.
• Everyday implications for individuals and communities.

2. Green Transition

• Sustainable practices in daily life and institutional settings.
• Roles and responsibilities of individuals, schools, and communities.

3. Disaster Risk Reduction (DRR)

• Basic concepts: hazards, risks, vulnerability, and preparedness.
• Roles of teachers and social workers in emergency contexts.

4. Application in Professional Contexts

• Integration into teaching practice (for future teachers), including learning-through-play approaches.
• Community engagement approaches (for social workers).

Deliverable 2: Complete Training Materials Package

The trainer will prepare a training package including:

• Slide presentations (PowerPoint or equivalent).
• Facilitator guide.
• Handouts and reading materials.

Deliverable 3: Delivery of Training

Conduct a five-session training programme, structured as follows:

• Duration: Approximately five half-day sessions.
• Timeline: Delivered over one month.
• Format: Interactive and participatory.

The training approach should:

• Use adult learning principles.
• Encourage discussion and practical application.
• Include examples relevant to education and social services.
• Support lecturers and practice placement teachers in adapting content for their own classes and practice learning.

Deliverable 4: Final Report

Submit a final report describing project goals, implementation milestones, and achieved results, including all deliverable materials as attachments.

Minimum requirements

Georgian, English

The UNICEF competencies required for this post are…

(1) Builds and maintains partnerships

(2) Demonstrates self-awareness and ethical awareness

(3) Drive to achieve results for impact

(4) Innovates and embraces change

(5) Manages ambiguity and complexity

(6) Thinks and acts strategically

(7) Works collaboratively with others

UNICEF does not hire candidates who are married to children (persons under 18). 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 based on gender, nationality, age, race, sexual orientation, religious or ethnic background or disabilities. UNICEF is committed to promote the protection and safeguarding of all children. All selected candidates will, therefore, undergo rigorous reference and background checks, and will be expected to adhere to these standards and principles. Background checks will include the verification of academic credential(s) and employment history. Selected candidates may be required to provide additional information to conduct a background check, and selected candidates with disabilities may be requested to submit supporting documentation in relation to their disability confidentially.

UNICEF appointments are subject to medical clearance. Issuance of a visa by the host country of the duty station is required for IP positions and will be facilitated by UNICEF.

Appointments may also be subject to inoculation (vaccination) requirements, in line with applicable organizational measures. Candidates selected for appointment are required to formally confirm their willingness to comply with any current or future vaccination requirements mandated by UNICEF, including against SARS-CoV-2 (Covid). Failure to comply with such requirements, where applicable and without a duly approved medical exemption from the relevant UN authority, may result in the cancellation of the selection or other administrative measures including separation from service

Remarks

As per Article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity.

UNICEF is committed to fostering an inclusive, representative, and welcoming workforce.

Government employees who are considered for employment with UNICEF are normally required to resign from their government positions before taking up an assignment with UNICEF. UNICEF reserves the right to withdraw an offer of appointment, without compensation, if a visa or medical clearance is not obtained, or necessary inoculation requirements are not met, within a reasonable period for any reason.

UNICEF does not charge a processing fee at any stage of its recruitment, selection, and hiring processes (i.e., application stage, interview stage, validation stage, or appointment and training). UNICEF will not ask for applicants’ bank account information.

Humanitarian action is a cross-cutting priority within UNICEF’s Strategic Plan. UNICEF is committed to stay and deliver in humanitarian contexts. Therefore, all staff, at all levels across all functional areas, can be called upon to be deployed to support humanitarian response, contributing to both strengthening resilience of communities and capacity of national authorities.

All UNICEF positions are advertised, and only shortlisted candidates will be contacted and advance to the next stage of the selection process. An internal candidate performing at the level of the post in the relevant functional area, or an internal/external candidate in the corresponding Talent Group, may be selected, if suitable for the post, without assessment of other candidates.