To Review and Develop Organizational and Career Structure for the Ethiopian Economics Association
Background
The Ethiopian Economics Association (EEA) was established as a non-profit, non-partisan and non-religious Professional Association in 1991. Its objectives include undertaking evidence-based analysis (research) on evolving socioeconomic realities; organizing forums for creating chances of discussing policy issues; building capacities of its members and other stakeholders; disseminating outputs through various channels; rendering membership services; and promoting the study of economics in the country’s educational institutions and beyond. Over the last 35 years of its existence, EEA has become one of the strongest professional associations in Africa that has been relentlessly working towards realizing its objectives. EEA has evolved over the years in its organization structure, staffing and working systems and procedures. To maintain its position as a premier research institution and achieve its strategic objectives, the EEA recognizes its human capital as the most valuable asset.
Cognizant of the aspirations of its esteemed members for EEA further improving and widening the provision of its professional services and moving up the ladder as a role model, it has prepared 5 Years Strategic Plan. The Job Description, Job Specification, staffing plan and compensation package guidelines that have served for more than 5 years, should be revised in accordance with the new strategic plan. It is, therefore, necessary to have a comprehensive review of the existing organizational structure, salary scale, and benefit packages; and to design revised organizational and career structures that will ensure internal equity and external competitiveness and thereby provide clear career pathways for attracting, motivating, and retaining competent workforce.
Scope of the Assignment
- Organizational Structure
The current Organizational Structure has been in use since 2021 and become outdated as it did not go with EEA’s growth that ensure internal equity, external competitiveness and provide clear career pathways that attract, motivate, and retain competent workforce. In addition, it does not adequately reflect the evolving needs of the Association arising from its recent development initiatives and strategic priorities. In particular, it fails to align with the goals and directions outlined in the upcoming strategic plan and shows weaknesses in career structure, role clarity, and overall functionality. Therefore, there is a clear need to design a new Organizational Structure that addresses the existing gaps while accommodating the Association’s future development ambitions.
- Job Description & Specification
The Job Description and Specification Manual is derived from the Organizational Structure of the Association. As such, it must be revised to align with the newly proposed Organizational Structure. The revision should clearly define roles, responsibilities, reporting lines, required qualifications, and competencies in accordance with the updated structure to ensure consistency, clarity, and effective implementation. The career structure should outline and plot paths for promotion within the institution, which is currently lacking.
- Job Grading, Salary Scale, and Career Structure guideline
The Job Grading, Salary Scale, and Career Structure requires revision in line with the newly proposed Organizational Structure of the Association. The existing guideline contains notable gaps and inconsistencies, particularly with respect to the salary scale framework and career progression pathways. These shortcomings limit fairness, clarity, and staff motivation. Therefore, the revised manual should establish a transparent, equitable, and well-defined grading and career progression system that aligns with the updated organizational framework for supporting the Association’s long-term development objectives.
Professional Requirements
The Consultant is needed to have a team composed of qualified experts on the proposed assignments with educational background and competencies mentioned hereunder:
- Team lead with Minimum of MA in Human resource Management from a recognized University, Members at least MBA,
- Â Hands-on experience, with demonstrable similar works/outputs (at least three similar outputs for different and recognized think-tanks and research-related organizations) and more than eight years of overall experience in similar consultancy work.
- Professional certificates on Change Management, or Theory of Change or other related areas is a bonus
- Renewed consultancy business license and able to provide a legal invoice for the payments.
Submission of Proposals
Interested consultancy firms or teams of experts can collect the Terms of Reference (TOR) document using link : https://shorturl.at/et8AR and submit their technical and financial proposals in person, together with copies of the required documents and testimonies, before or by 17th March, 2026, 5:30pm (11:30 local time).
Address:
Ethiopian Economics Association, CMC adjacent to St. Michael Church, EEA Head Office Building, 3rd Floor Office No.: 303