- Updated and Contextualized Nursing Guidelines for PHC, in alignment with evidence-based WHO standards, the updated Essential Health Services Package (EHSP), and Universal Health Coverage (UHC) principles, and reflect the realities of the West Bank health system and clearly define the scope of practice for PHC nurses.
- Updated Competency-Based Training Manual for PHC and Public Health Nursing: into a practical, competency-based training manual that strengthens nurse-led service delivery in line with the evolving PHC model. The manual will focus on priority areas including non-communicable diseases, maternal and child health, mental health integration, preventive care, and referral coordination.
- Designed, primarily as an orientation and in-service capacity-building tool for nurses working in PHC facilities, rather than a replacement or repetition of pre-service nursing curricula.
The manual will enable nurses to operationalize the updated guidelines through hands-on modules, practical tools, supervision aids, and step-by-step implementation guidance, supported by mechanisms for monitoring and evaluating performance.The consultancy will also develop a Structured Training Implementation Plan:to support phased, scalable, and cost-conscious plan for national rollout, including institutional arrangements for training delivery.
The plan will support initial piloting to test feasibility, identify operational challenges, and inform national scale-up within the West Bank context.All outputs must be evidence-informed, operationally feasible within the West Bank context, and aligned with MoH regulatory frameworks. The consultancy aims to strengthen nurse-led PHC services, improve quality and continuity of care, and contribute to advancing UHC in the occupied Palestinian territory (oPt).
- Strengthen the PHC-based model of care;
- Operationalize the updated EHSP at facility level;
- Align service delivery with UHC principles
- Integrate NCD management, mental health, MCH, and preventive services within PHC.
- Reflect the updated EHSP
- Clarify scope of practice within PHC
- Align with the evolving model of care
- Address implementation bottlenecks
- Strengthen competency-based training systems
Inception report and desk review summary, including
- a detailed analysis of the 2013 existing guidelines, and identification of gaps (e.g., outdated protocols for NCD management, referral pathways),
- Assessment of alignment with the updated EHSP and analysis of EHSP implications for nursing practice.
- Review of PHC service delivery challenges in the West Bank (workforce shortages, supervision gaps, implementation/access constraints).
- Review of WHO PHC standards and UHC principles.
- Workplan and methodology, and timeline for revision and validation.
Deliverable 1.2: Gap Analysis Report
Stakeholder consultations & secondary data: conduct at least 10 key informant interviews (MoH directors, PHC nurses, supervisors, academia, WHO staff).
- Undertake targeted facility consultations (North, Middle, South of West Bank).
- Identify operational bottlenecks and required updates to scope of practice.
Deliverable 1.3: Draft Updated Nursing Guidelines (Arabic with English executive summary)
- First draft of the updated guidelines documents clearly defines the job description of primary care nurses based on updated scope of practice, structured with sections on introduction/principles, delineate roles in screening, follow-up, counseling, documentation, and referral coordination.
- Align protocols with EHSP priorities (e.g., NCDs, MCH, mental health, IPC).
- Include practical implementation tools: (Clinical algorithms, SOPs, Flowcharts, Job Aids and Checklists, Monitoring methodology & indicators)
Deliverable 1.4: Validation & Finalization
- Facilitate at least two national validation workshops (involving 20-30 stakeholders per session),
- Incorporate structured feedback.
- Submit final validated Nursing Guidelines.
- Participatory revision approach.
- Alignment with WHO nursing and PHC competency frameworks.
- Modular curriculum structure aligned with updated scope of practice.
- Priority competencies.
- Training access and quality gaps.
- Feasibility considerations.
First draft of the updated training manual
- Be competency-based and modular (allowing phased implementation).
- Reflect updated scope of practice.
- Emphasize practical skills and applied/emergency-ready competencies using adult learning principles.
- Include case-based and simulation-oriented content.
Include:Pre/post-training assessment toolsSkills checklists, and session plansSupervision and mentoring guidance Deliverable 2.4: Validation WorkshopsFacilitate national validation sessions (workshops, virtual/in-person including structured feedback tools and consensus outcomes), and incorporate feedback gathered.
Training Strategy-Cascade Training-of-Trainers model-Selection criteria for master trainers-Regional rollout structure (North, Middle, South of West Bank)-Integration into MoH CPD framework
Training Modality-Blended learning (short in-person modules + on-the-job mentoring)-Practical simulation-based sessions-Low-cost implementation options
Phased Rollout Plan (12–24 months)-Coverage targets-Sequencing and timeline
Implementation Feasibility Measures-Adaptation to workforce shortages-Mitigation of movement restrictions-Integration into routine supervision
Monitoring & Evaluation Framework-Training indicators-Knowledge/skills assessment tools-Reporting templates
Deliverable 3.2: Regional ToT and Orientation Sessions
- Conduct ToT workshops in North, Middle, and South of West Bank.
- Conduct directorate-level orientation sessions.
- Submit training reports including training materials, attendance and evaluation findings.
Deliverable 3.3: Pilot Testing and Feasibility Assessment for scale-up
- Pilot revised guidelines and training modules in 3–5 PHC centers (one per region).
- Assess feasibility, resource requirements, implementation barriers as well as recommendations for scale-up.
- Suggest operational rollout plan (timelines, responsibilities, indicative costs), and
- Develop supervision and monitoring tools.
- Summary of activities and deliverables
- Lessons learned
- Implementation challenges and mitigation measures
- Recommendations for sustainability
- Proposed integration into MoH HRH strategy and CPD framework
Qualifications, experience, skills and languages:
- Advanced university degree (Master’s level minimum, PhD preferred) in Nursing, Public Health, Health Systems, or equivalent.
- Additional qualification and experience in primary care and/or nursing education is a strong asset.
Experience required:
- At least 7-10 years of relevant professional experience in Primary care and nursing.
- Minimum 5 years of specific experience in guideline development, training manual creation, evidence-based health policy, and capacity building in low-resource or conflict-affected settings.
- Demonstrated experience in the Palestinian health system and oPT context is essential.
Skills / Technical skills and knowledge:
- Deep understanding of WHO PHC standards, UHC, EHSP, and nursing competencies.
- Strong expertise in evidence reviews, stakeholder facilitation, data analysis, workshop design, and document formulation.
- Excellent analytical, writing, communication, and organizational skills.
- Ability to work in sensitive contexts with cultural appropriateness.
Language requirements:
Fluency in written and spoken Arabic (essential).
- Knowledge of English highly desirable.
Additional Information
- This vacancy notice may be used to identify candidates for other similar consultancies at the same level.
- Only candidates under serious consideration will be contacted.
- A written test may be used as a form of screening.
- If your candidature is retained for interview, you will be required to provide, in advance, a scanned copy of the degree(s)/diploma(s)/certificate(s) required for this position. WHO only considers higher educational qualifications obtained from an institution accredited/recognized in the World Higher Education Database (WHED), a list updated by the International Association of Universities (IAU)/United Nations Educational, Scientific and Cultural Organization (UNESCO). The list can be accessed through the link: http://www.whed.net/. Some professional certificates may not appear in the WHED and will require individual review.
- For information on WHO's operations please visit: http://www.who.int.
- WHO is committed to workforce diversity.
- WHO has a smoke-free environment and does not recruit smokers or users of any form of tobacco.
- Applications from women and from nationals of non and underrepresented Member States are particularly encouraged. WHO prides itself on a workforce that adheres to the highest ethical and professional standards and that is committed to put the WHO Values Charter into practice.
- WHO has zero tolerance towards sexual exploitation and abuse (SEA), sexual harassment and other types of abusive conduct (i.e., discrimination, abuse of authority and harassment). All members of the WHO workforce have a role to play in promoting a safe and respectful workplace and should report to WHO any actual or suspected cases of SEA, sexual harassment and other types of abusive conduct. To ensure that individuals with a substantiated history of SEA, sexual harassment or other types of abusive conduct are not hired by the Organization, WHO will conduct a background verification of final candidates.
- Consultants shall perform the work as independent contractors in a personal capacity, and not as a representative of any entity or authority. The execution of the work under a consultant contract does not create an employer/employee relationship between WHO and the Consultant.
- WHO shall have no responsibility whatsoever for any taxes, duties, social security contributions or other contributions payable by the Consultant. The Consultant shall be solely responsible for withholding and paying any taxes, duties, social security contributions and any other contributions which are applicable to the Consultant in in each location/jurisdiction in which the work hereunder is performed, and the Consultant shall not be entitled to any reimbursement thereof by WHO.
- Consultants working in Switzerland must register with the applicable Swiss cantonal tax authorities and social security authorities, within the prescribed timeframes (Guidelines issued by the Swiss Mission are available at: https://www.eda.admin.ch/missions/mission-onu-geneve/en/home/manual-regime-privileges-and-immunities/introduction/Manuel-personnes-sans-privileges-et-immunites-carte-H/Non fonctionnaires et stagiaires.html