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Discover the flexibility of remote writing jobs, a popular online career choice. Whether you’re seeking a full-time, part-time, freelance, or work from anywhere job, writing can be done from anywhere. Virtual writing jobs encompass diverse subjects and industries, ensuring compatibility with your expertise. Work from home writing jobs demand adaptability and creativity, strong grammar and language skills, and effective communication and research abilities. Check out the latest remote writing jobs and companies hiring now!

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Research isn’t only done by scientists. Skilled academic writers conduct in-depth research whether obtaining new conclusions or when investigating scholarly evidence. They know where to begin and how to navigate through different versions of resources.

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More From Forbes

10 online job sites you should know about in 2024.

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If you're not experiencing any success with the most popular job boards, you need to explore some ... [+] unconventional routes and tap into less popular job sites

You've heard of Indeed, Glassdoor ZipRecruiter, and of course, LinkedIn. These are the typical online job sites we all resort to when we're looking for a new role.

But what happens when you've been searching for months and these job boards are ineffective for your job search strategy? How can you secure an interview—and a job offer—when these sites are swarmed with thousands of candidates, all vying for the same role?

Luckily, there are other, not-so-popular online job sites which have hundreds of employers on them, eager for their next candidate. These sites tend to be more niche, and as such, you'll have enhanced visibility to opportunities within your specific industry and sector. And since they are industry or sector-specific, employers may prefer to hire candidates there than on any other platform—meaning you have an advantage here if you find a good employer on these sites.

This is why you need to have an outside-the-box approach for your job search, because these sources may not automatically come to mind if you've found yourself laid off.

10 Types Of Online Job Sites

Generally speaking, there are 10 main categories of online sites in which you can find your next job—perhaps a little unconventionally.

1. Government Job Boards

Government job boards, such as USA Jobs, are where you will find a wide range of public sector opportunities listed.

2. Company Career Pages

Apple confirms major iphone changes with new app features enabled, aew dynamite results winners and grades as cm punk destroys jack perry, apple warns users in 92 countries they may have been targeted by mercenary spyware attacks.

The vast majority of employers post job adverts directly on their own websites via their careers section You may be able to find roles here that are not listed anywhere else.

3. Freelance, Gig, And Side Hustle Platforms

Remember a job does not necessarily need to be within the confines of a 9 to 5 or handed out by an employer for it to be called a job there are many opportunities In the gig economy While the freelance job market Which are Only by your imagination creativity and innovation. You can find gigs and promote yourself on platforms such as Fiverr or Upwork.

4. Industry Job Boards

Industry specific websites can be useful resources for finding a multitude of listings within your field. For example, ArtJobs is an online job site dedicated to roles within theatre production arts culture and education.

5. Remote Job Sites

If you're looking specifically for remote work or other flexible opportunities such as part time and job shares, try remote job boards such as Remote.co, or FlexiJobs.

6. Professional Associations

Professional associations are another fantastic industry specific resource, because they are designed to cater to the individual professional development needs of their members and peers within the industry. For instance, the Club Management Association of America is a professional association for club managers across all disciplines.

In addition to offering their own certifications, they also provide their own job listings for senior management roles paying over $100,000, mid-level management, and entry-level and internship opportunities. This is available to members and non-members.

7. Salary Comparison Websites

Company transparency platforms, including salary comparison sites such as Salary.com, also post unique job listings, along with detailed compensation data for your industry.

8. Start-Up Directories

Crunchbase , for example has a live list of hot start-ups and companies that have completed fresh funding rounds, who are actively hiring. AngelList and Work In Startups are two other start-up job boards you might want to consider, if you enjoy working in a buzzing environment where you are meaningfully contributing to growth.

9. Social Media (LinkedIn, Facebook, etc.)

Other than LinkedIn's own job board, you can use LinkedIn and other social media platforms such as Facebook to find roles through networking and engagement with key decision makers, who may be in your connections or friends list, and of course, through word of mouth referrals. You should also join industry-specific LinkedIn and Facebook groups.

10. Community Forums

Join industry-specific online forums such as GitHub or Stack Overflow. You may also find jobs through Reddit threads dedicated to your field.

Industry associations are fantastic resources for finding your next dream role

When you initially started reading this article, you probably assumed it would list a plethora of traditional job boards. Hopefully, by now, the few minutes you've spent reading this have opened your eyes to discover that there are more opportunities available than you initially conceived. Not every job board needs to have "job board" in its name, or have obvious job search features at first glance. Through getting creative and innovative, you can secure numerous career development opportunities and stay ahead of the curve.

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Associate Costume Designer; Disney Live Entertainment (Temporary Assignment/Project Hire)

Job summary:, about the role & team.

Through innovative storytelling and collaboration, Disney Live Entertainment crafts, produces, and delivers remarkable and engaging entertainment experiences! From the intimate to the spectacular, our work can be seen at Disney theme parks, resort hotels, cruise ships, and other locations the world over. This diverse team – representing a wide variety of fields and talents from technical directors, writers and lighting designers to choreographers, cosmetologists, and music producers – brings magical worlds to life through technical expertise, performance excellence, incomparable ingenuity, unparalleled spectacle… and a dash of pixie dust!

Disney Live Entertainment Costuming is seeking candidates for an Associate Costume Designer role. This role creates costume designs based on creative provided by Art and Show Directors for entertainment offerings and operational locations. We pay close attention to diverse points of view as well as understanding the functional aspects of the end-user of the product. The team crafts costume designs for theme parks, resorts & Disney Cruise Line. Design skills to include full color renderings and costume research in any media that will enhance the projects.

This role will report to the Manager of Costume Design & Implementation

The role is temporary with no guarantee of permanent placement

What You Will Do

Accountable for fabric and trim selections for all garments and have the capacity to on advise custom crafted textiles.

Provide pattern instruction thru the completion of a project with pattern change and costume prototype oversight, including supervision of costume fittings.

Attend assigned entertainment rehearsals and operational design implementations.

Work with Walt Disney Imagineering and Disney Live Entertainment on costume design and development.

Provide and maintain effective communication with internal and all artistic production and operating partners.

Stay current with Disney brand entertainment offerings world-wide.

Required Qualifications & Skills

1+ years sketch artist experience in live show production, Theatre, Film or Fashion Design

Experience prioritizing multiple projects simultaneously

Experience with textile development

Experience in costume construction

Experience providing customer service to internal and external customers, including meeting quality standards for services, and evaluation of customer satisfaction

Experience delivering and receiving direct written and oral feedback in a thoughtful way

Experience communicating (written & verbal) with all levels of partners

Experience researching various periods and staying abreast of trends

Valid drivers' license

Ability to work with various synthetic fibers and furs

Flexible hours including weekends, nights, and holidays are required

Preferred Qualifications

Experience using Photoshop, Illustrator or other equivalent software

Experience using a tablet to produce renderings

Experience in the field of Costuming or Fashion

Experience providing design direction to various partners

Experience presenting costume designs to non-design audiences at various levels

High school degree or equivalent is required

Advanced degree in Costume Design or Technology, Fashion Design, Fashion Merchandising or related field is preferred

About Walt Disney Imagineering:

Founded in 1952 as WED Enterprises to design and build the world’s first theme park — Disneyland — Walt Disney Imagineering (WDI) is where imagination and creativity combine with cutting-edge technology to create unforgettable experiences. WDI is the creative force that imagines, designs and builds all Disney theme parks, resorts, attractions and cruise ships worldwide. Imagineering’s unique strength comes from its diverse global team of creative and technical professionals, who build on Disney’s legacy of storytelling to pioneer new forms of entertainment. The Imagineers who practice this unique blend of art and science work in more than 100 disciplines to shepherd an idea all the way from “blue sky” concept phase to opening day.

About The Walt Disney Company:

The Walt Disney Company, together with its subsidiaries and affiliates, is a leading diversified international family entertainment and media enterprise with the following business segments: Disney Entertainment, ESPN, Disney Parks, and Experiences and Products. From humble beginnings as a cartoon studio in the 1920s to its preeminent name in the entertainment industry today, Disney proudly continues its legacy of creating world-class stories and experiences for every member of the family. Disney’s stories, characters and experiences reach consumers and guests from every corner of the globe. With operations in more than 40 countries, our employees and cast members work together to create entertainment experiences that are both universally and locally cherished.

This position is with Disney Entertainment Productions , which is part of a business we call Walt Disney Imagineering .

Disney Entertainment Productions is an equal opportunity employer. Applicants will receive consideration for employment without regard to race, color, religion, sex, age, national origin, sexual orientation, gender identity, disability, protected veteran status or any other basis prohibited by federal, state or local law. Disney fosters a business culture where ideas and decisions from all people help us grow, innovate, create the best stories and be relevant in a rapidly changing world.

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WL TECH - TEMP ASSIGNMENT

Game and fish dept.

• Closing at: Apr 18 2024 at 23:55 MST

Delivering results that matter by providing best in class support services. Join the only state agency in Arizona responsible for conserving and protecting more than 800 wildlife species. Be part of a passionate group of people who want to make a positive impact on outdoor recreation in Arizona by managing resources for safe, compatible opportunities for current and future generations. From fishing, boating and off-highway vehicle use to shooting sports, hunting and wildlife watching, Arizona Game and Fish supports it all. Our biologists use the best available science in their management actions, and our wildlife managers are on the ground in your communities making a difference every day. Opportunities abound beyond the field at AZGFD, so check us out and see what we’re all about! Consider joining our workforce today. AZGFD celebrates the diversity of Arizona's people, landscapes and of course, wildlife. However you choose to enjoy Arizona’s wildlife and wild places, the outdoors is open for all. The Arizona Game and Fish Department manages fish and wildlife in Arizona and under the authority of the Arizona Game and Fish Commission, creates and implements scientific methods and regulations to effectively manage fish and wildlife habitat via conservation, enforcement, hunting, fishing, watercraft and off-highway vehicle recreation, and shooting sports. The Arizona Game and Fish Department dedicates itself to excellence, values its employees and supports a culture of stewardship, teamwork and partnerships.

Flat-tail technician - temporary, address:  5000 w carefree highway, phoenix, arizona, hiring hourly rate: $17.1820 , closing date:  04/18/24.

WILDLIFE TECHNICIAN (4 positions) “Flat-tail Technician” WILDLIFE MANAGEMENT DIVISION / WILDLIFE CONTRACTS / PHOENIX BASED TEMPORARY APPOINTMENT / Full Time / End by 11/10/2024 FLSA-Non-Exempt / GRADE 18 / Hourly Rate $17.1820 CLOSING DATE: 04/18/2024 Flat-tailed Horned Lizard (FTHL) wildlife technician(s) will be conducting occupancy and demography monitoring for the FTHL. Monitoring requires field experience or the ability to conduct arduous field surveys by hiking in extremely hot, dry conditions in the Sonoran Desert. Experience with GPS, OHV, back country navigation, and handling herpetofauna (reptiles and amphibians) are highly recommended. Monitoring involves finding lizards through tracking or visual encounters, and processing (weighing, measuring, sexing) upon capture. For each survey session, crew members will survey plots across 130,000 acres of the Barry M. Goldwater Range and Bureau of Reclamation Lands in teams of two or more. Completion of this task involves extensive off-road driving on sandy roads and back road navigation to each of the plots. Surveys start at or prior to sunrise and continue through FTHL activity periods (ending when temperatures reach >45ºC). Daily office duties after field work include data entry, data organization, creating/preparing maps, field/gear preparation and organization, and determining logistics for the following day. The technician will work in an 8-day-on, 6-day-off schedule for 6 survey sessions near Yuma, Arizona, with the potential for 5-day work weeks towards the end of the season. The positions can be either Phoenix or Yuma based, with available housing in/near Yuma through the field season for Phoenix based interns. Training will be conducted at the beginning of the employment in order to learn tracking and survey skills before surveys begin. Participation in other projects, including Small Mammal and Reptile trapping, Tortoise Surveys, and other Wildlife Contracts Branch projects are possible at the beginning and end of the FTHL field season, dependent on intern start and end availability.

Under general supervision, duties will include performing a variety of technical and entry level professional wildlife fieldwork. Primary duties will assist with the field data collection, project implementation, and data entry for three flat-tail horned lizard (FTHL) projects. Provide field support to include conducting FTHL surveys, observing and identifying reptile species, collecting and summarizing data, wildlife capture. Other projects vary in type of wildlife and/or habitat but may include amphibians, reptiles, and/or small mammals. Assignments may require extended periods working and residing in primitive field conditions and operating 4x4 vehicles. The project timeline is May 13, 2024 to end by November 10, 2024.

The candidate will have knowledge of/in: federal, state, and agency laws, rules, regulations, policies and procedures appropriate to assignment; wildlife and basic wildlife management techniques sufficient to perform the duties assigned; proper operation, maintenance and basic repair of field equipment and vehicles; problem solving techniques. The candidate will have the ability to: interact with the public and apply public relations; work alone and as part of a team; able to work outdoors in primitive field conditions; hike, backpack and/or camp overnight for extended periods of time in hot environments.

The preferred candidate will be skilled in applying basic wildlife management techniques, including knowledge of species identification and habitat requirements, types of flora and fauna and their ecological support systems and disease recognition sufficient to perform duties. The ideal candidate will have the skills to learn and apply more specific and/or advanced policies, procedures, and techniques, basic professional standard data collection, analysis, mathematics, basic report preparation methods, and communicate verbally and in writing. The preferred candidate will have a bachelor’s degree in wildlife science or a closely related field from an accredited college or university; OR two years of field experience equivalent to a Wildlife Assistant II.

If this position requires driving or the use of a vehicle as an essential function of the job, then the following requirements apply. Any employee operating a motor vehicle on State business must possess and retain a current, valid class-appropriate driver’s license, complete all required training, and successfully pass all necessary driver’s license record checks. The license must be current, unexpired, and neither revoked or suspended. Employees who drive on state business are subject to driver’s license record checks, must maintain acceptable driving records, and must complete all required driver training. An employee who operates a personally owned vehicle on state business shall maintain the statutorily required liability insurance (see Arizona Administrative Code (A.A.C.) R2-10-207.11). The Arizona Game and Fish Department is an Equal Employment Opportunity agency.

If this position requires driving or the use of a vehicle as an essential function of the job to conduct State business, then the following requirements apply:  Driver’s License Requirements.

All newly hired State employees are subject to and must successfully complete the Electronic Employment Eligibility Verification Program (E-Verify).

If you have any questions please feel free to contact Milani Barron at [email protected] for assistance.

ARIZONA MANAGEMENT SYSTEM (AMS)

All Arizona state employees operate within the Arizona Management System (AMS), an intentional, results-driven approach for doing the work of state government whereby every employee reflects on performance, reduces waste, and commits to continuous improvement with sustainable progress.  Through AMS, every state employee seeks to understand customer needs, identify problems, improve processes, and measure results.   State employees are highly engaged, collaborative and embrace a culture of public service.

The State of Arizona is an Equal Opportunity/Reasonable Accommodation Employer.

If this position requires driving or the use of a vehicle as an essential function of the job to conduct State business, then the following requirements apply: Driver’s License Requirements

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HeinOnline Blog

Behind every case: celebrating national library week with law firm librarians.

• By Lauren Zazzara
• April 12, 2024
• Getting Started

National Library Week, hosted by the American Library Association, is an annual celebration of everything libraries, and it’s one of our favorite weeks here at HeinOnline! This year, National Library Week is being celebrated April 7-13 with the theme of Ready, Set, Library—exploring all of the gifts that libraries offer to the community, and all of the adventures that lay within their walls.

Last year, for National Library Week, we spotlighted four academic librarians to share what they do and why (you can check out that post here ). This year, we reached out to law firm librarians, who provide the essential research necessary for attorneys and their clients to succeed in their cases. Keep reading to learn more about these five amazing law firm librarians who aren’t afraid to find answers to obscure research questions!

Meet the Librarians

Mari Cheney , Perkins Coie LLP Librarian for 16 years

Christine I. Dulac , Bernstein Shur Sawyer & Nelson Librarian for about 22 years

Mark Gediman , Alston & Bird Librarian for 34 years

Cindy Guyer , O’Melveny & Myers LLP Librarian for 17 years

Catherine R. Mulla , Miller Canfield Paddock and Stone, P.L.C. Librarian for 22 years

What made you want to become a librarian?

Mari: Legal research during my 1L year, plus Advanced Legal Research and working for the director of the law library during law school. It seemed like the perfect fit for my interests: research and writing!

Christine: Before going to law school, I took a work-study job at the law library at the Univ. of Maine School of Law—to see what law school would be like. I loved it. So after I graduated from law school and failed the California Bar twice, I decided to go to library school and get my MLIS, knowing I wanted to work at a law school library, in public services, and eventually as a director. I did that for 20 years before going to Bernstein Shur.

Mark: I really enjoy researching obscure points and ensuring that the attorneys have the right resources that best support their practice. Seeing how a good library/research services department can make the difference between a good firm and a great firm has reinforced my choice of librarianship as a career.

Cindy: I was one of those early, voracious readers who spent many hours at my local public library—such fond experiences. Being a law librarian allows me to combine my interests in law, information services, and technology. It also provides plenty of opportunities to help and teach others, which are two of my core values.

Catherine: My thirst for knowledge. I love research and learning about all things. I also have a need to share knowledge and help others. It is a good feeling when you learn something from someone that is actually beneficial to you. The circle of life is a wheel of knowledge and education.

What drew you to working at a law firm?

Mari: The WIDE variety of research questions; that what we do directly impacts our clients; the attorneys and paralegals appreciate our help; and I get to work from home!

Christine: My law library career started in a law firm library while I was in library school. After 20 years in academia I felt like I needed a change, another challenge, and I enjoyed my time working at the law firm so I decided to go back there.

Mark: I grew up working in a small law firm. I spent summers as a teenager working in my grandfather’s law office in a small town. He showed me the personal impact the law can have. The respect and gratitude he would get from people as we walked down the street made a big impression on me.

Cindy: After being an academic librarian for 16 years, I was seeking to grow professionally. But I was very selective in choosing my next step. I’m grateful this step is at the award-winning global law firm O’Melveny, where I’m challenged and continue to learn every day. Moreover, I was drawn to O’Melveny in particular because its values of community, culture, and collaboration align with my own.

Catherine: Prior to going to Wayne State University to obtain my MLIS, I worked as a paralegal for 14 years. Preparing for trial and having direct contact with clients was exciting, but 96% of the cases get settled out of court, so all the hard work poured into the process was filed away. Transferring those research skills to assisting attorneys and staff along with training them on databases provided a path to more satisfaction and eventually advancement opportunities. I looked at it as a way of continuing to utilize my skills and making a difference to others, and ultimately, I’m working for the client. I’m constantly learning more facets about the law, which seems to be evolving. I started in technical services cataloging material and updating the library intranet. It was enjoyable putting all the pieces together and making the tools and material accessible to the firm. AI is the latest in technology and there are many resources and tools to keep up with. One is constantly learning. I like to keep growing.

What is your favorite part of your job?

Mari: Answering legislative history questions! I love deep dives into messy research questions.

Christine: What I have loved about returning to the law firm is the research I get to do, that I had moved away from as I moved up in academia. I love the challenge of finding the answers to the questions the lawyers ask—finding the proverbial needle in a haystack.

Mark: Finding the proverbial needle in the haystack when researching difficult questions.

Cindy: Defining just one favorite part of my job is too hard! What makes me excited each day is knowing that I’m going to help someone with their information needs, while also learning something new myself. I also enjoy connecting with O’Melveny’s Knowledge & Research Services team across the country. In an often fast-paced, demanding work environment, I’m very grateful to be part of such a supportive team.

Catherine: I was asked this question at the Leadership Academy at AALL in 2019. My answer is the same as it was then. There are three areas I love: Summer Associate orientation (train them well and they become your greatest advocates later), acquiring new resources to facilitate the research and train the staff, and National Library Week which is huge at our firm. It provides a chance to familiarize the staff with the resources and tools the firm provides. The best part of the job is working with a great team!

What is your favorite HeinOnline database?

Mari: This is hard question to answer. I’m a big fan of the National Survey of State Laws and the Subject Compilations of State Laws because these are such time savers when I’m looking for 50-state surveys. I also love the Federal Register Library for its archival coverage.

Christine: That’s a hard question—so many. I love the U.S. Federal Legislative History Library —especially Sources of Compiled Legislative History. It makes legislative history research just a little bit easier to have this resource available online.

Mark: Sorry, I can’t limit it to just one. I love the congressional records AND the State Attorney General Reports and Opinions databases. I have been able to track down testimony from the early 1900s and obscure AG opinions that proved very valuable to statutory interpretation.

Cindy: Again, I can’t just name one! I do love a challenging legislative history question. So the State Statutes: A Historical Archive is a must for those questions. And for pro bono cases, the topical ones are fabulous, like LGBTQ+ Rights and Immigration Law & Policy in the U.S.

Catherine: I love the Law Journal Library , followed by the Session Laws Library . Both are invaluable resources. I also have a personal interest in the histories that come out in the Hein Blog, (i.e., How the Kingdom of Hawai’i Became a State ; The Arrest and Trial of Lizzie Borden ).

Adventure Awaits at the Library…and in HeinOnline

So what are you waiting for? Ready, set, go to your local library this week and see what stories and adventures you uncover. Or, dive into an extensive library of scholarly journals, government documents, case law and more at the touch of your fingertips by logging into HeinOnline. You never know what you’ll learn next!

Lauren Zazzara

Voices of the Library: Spotlighting Librarians for National Library Week 2023

What better way to celebrate National Library Week than to ask librarians themselves about what they do and what they love about their library?

Book It to the Legal Classics Library

You probably know that HeinOnline contains thousands of multidisciplinary periodicals, essential government documents, international resources, and case law. But did you know it also contains tens of thousands of classic treatises and rare books?

LibGuides: A Librarian’s Best Friend

We know how valuable LibGuides are for librarians and researchers alike, which is why we have created them for almost all of our databases. Keep reading to learn more about how you can take full advantage of HeinOnline’s wealth of LibGuides!

Like what you see?

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Consultant for Evaluation of Zanzibar Gender Policy 2016 and its Plan of Action (2016-2020)

Advertised on behalf of.

Home based, TANZANIA

Type of Contract :

Individual Contract

Starting Date :

01-May-2024

Application Deadline :

21-Apr-24 (Midnight New York, USA)

Post Level :

National Consultant

Duration of Initial Contract :

Time left :, languages required :.

English  

Expected Duration of Assignment :

UNDP is committed to achieving workforce diversity in terms of gender, nationality and culture. Individuals from minority groups, indigenous groups and persons with disabilities are equally encouraged to apply. All applications will be treated with the strictest confidence. UNDP does not tolerate sexual exploitation and abuse, any kind of harassment, including sexual harassment, and discrimination. All selected candidates will, therefore, undergo rigorous reference and background checks.

UN Women, grounded in the vision of equality enshrined in the Charter of the United Nations, works for the elimination of discrimination against women and girls; the empowerment of women; and the achievement of equality between women and men as partners and beneficiaries of development, human rights, humanitarian action and peace and security.

The Revolutionary Government of Zanzibar in collaboration with UN Women and with financial support from the European Union Delegation has partnered to evaluate the Gender Policy 2016 – 2020 and develop the next Gender Policy 2024 – 2029.

The Revolutionary Government of Zanzibar has dedicated itself to implement, monitor, and report its implementation of various international and regional conventions, treaties, and commitments for promoting gender equality and women empowerment. These include the Declaration of the Human Rights 1948; the UN Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW 1979); the Convention on the Rights of the Child (CRC) 1989; the Convention on the Elimination of Discrimination in Employment and Occupation (1958); the Convention on Equal Remuneration for Work of Equal Value (1951); the Beijing Platform for Action 1995; ICPD Plan of Action 1994; the Convention on Workers with Family Responsibilities (1981); The protocol to the African Charter on Human and Peoples Rights on the right of Women in Africa (Maputo Protocol,2003) and the Convention on Maternity Protection (2000). The Millennium Declaration of 2000 emphasized the role of the UN on human rights by declaring the Gender Equality and Women’s Empowerment objective for UN member states and the Sustainable Development Goals (SDGs) which have specific goal number 5 on Gender equality and women empowerment as well as mainstream gender in all its remaining goals. At the regional level, URT recognizes the regional commitments as set in the provisions of the African Charter on Human and People’s Rights, African Charter on Human and Peoples' Rights (1981), Declaration on the HIV/AIDS Epidemic at the XI International Conference on AIDS and STDs in Africa (1999), Women’s Declaration and Agenda for a Culture of Peace in Africa adopted at the close of a Pan African Conference in Zanzibar, 1999 and Protocol to the African Charter on Human and Peoples’ Rights (ACPHR) on the Rights of Women in Africa. Another important declaration is the SADC Declaration on Gender and Development (1997), which binds member countries to implement affirmative actions to promote female participation in politics. At the country level, the Zanzibar Constitution of 1984 declares equal rights of men and women, and equal access to social, economic, and development opportunities.

To ensure GEWE commitments are achieved, the Revolutionary Government of Zanzibar established the national machinery mandated for overall GEWE coordination which is currently the Ministry of Community Development Gender Elderly and Children (MCDGEC). Amongst its key obligations is to monitor and report on progress on the implementation of the RGoZ commitments under various GEWE resolutions and instruments. 

With technical and financial support from UN Women and the European Union Delegation, the MCDGEC plans to evaluate the Gender Policy 2016 – 2020 and develop the next Gender Policy 2024 – 2029 as an overarching gender mainstreaming framework. The Zanzibar Gender Policy guides gender mainstreaming in all spheres of life in Zanzibar.

The Policy underscores and emphasizes the need to mainstream gender issues in all national, sub-national and sectoral policies, programs, plans, and budgets as well as promoting gender equity, equality, and women empowerment as essential accelerators for promoting social justice, peace, economic growth, and sound management of all sectors.

This partnership is part of the EU Framework in Tanzania that aims at embracing Gender Equality and Women’s empowerment as one of the main priorities, singing a unique initiative called “Gender Transformative Action: Breaking the Glass Ceiling” targeting both Tanzania Mainland and Zanzibar.

Furthermore, the evaluation of the Gender Policy is critical to be better aligned with national priorities as articulated in Vision 2050, emerging Global and Regional commitments, and agreements such as CSW agreed conclusions; At national levels, some changes have happened in terms of national Development frameworks such as the formulation of the new Vision 2050, medium development plan namely the Zanzibar Development Plan (ZADEP (2021/22-2026/27, and the National Gender Development Plan guiding the implementation of the United Republic of Tanzania Generation Equality Action Coalition Commitments especially on Women’s Economic Justice and Rights and other Action Coalitions to mention a few. Also, since 2016, some important emerging issues including COVID-19, and climate change have had disproportionate impacts and implications on gender equality and to Gender Policy. 

The Evaluation will provide information on the extent to which progress has been achieved, as well as identify challenges and emerging issues that need to be taken into consideration in the Review of the Zanzibar Gender Policy. 

The effective implementation of this assignment requires a competent consultant with an adequate understanding of the gender situation in Zanzibar and the context. He/she must have high Oversight and experience in carrying out policy, program, and project reviews, assessments, and evaluations. This assignment will be supervised under the Permanent Secretary of the MCDGEC with technical support from the Directorate of Community Development, Gender Elders, and Children with technical support from UN Women. A designated Oversight A Technical Committee will be established and composed of selected key stakeholders and gender Oversights from other MDAs, UN Agencies, DP, and CSOs to provide technical guidance and oversight to the consultant(s) throughout the process of conducting the assignment. The Oversight Technical Committee will also strengthen ownership of the process. The consultant(s) shall be ultimately accountable to the Principal Secretary (PS) of the MCDGEC for this assignment. 

Duties and Responsibilities

The main objective of this consultancy is to conduct an evaluation of the Zanzibar Gender Policy 2016 and its Plan of Action (2016-2020), including through a Literature review, Key Informants interviews, and multi-stakeholder consultations including MDAs, Academia, Media, Private Sector, DPs, CSOs, OPDs and FBOs to provide clear findings and recommendations for consideration in the Review of the Zanzibar Gender Policy to strengthen ongoing efforts towards achieving GEWE objectives in Zanzibar.

More specifically, the objectives of the review are:

• Assess the relevance, effectiveness, efficiency, coherence, and sustainability of the Gender Policy of its performance against targets set out.
• Identify new global, regional, and national evidence and emerging issues that have influenced the implementation of the policy-related programs.
• Assess efficiency in the utilization of resources deployed in the implementation of policy.
• Identify achievements, best practices, challenges, and lessons learned from the implementation of Policy
• Identify achievements, best practices, challenges, and lessons learned from the implementation of Policy the Zanzibar Gender Policy and Implementation Plan.
• Draw recommendations and conclusions that will inform the development/ Review of the next Zanzibar Gender Policy.

4.  SPECIFIC TASKS

4.1 To achieve the above objectives of the assignment, the tasks of the consultant and deliverables will include to:

4.1.1 Inception Phase

• Conduct desk review/literature review of the available policies, programs, procedures/regulations, and reports, including global, regional, and national evidence and emerging issues that have influenced the implementation of the Policy related programs such as the Zanzibar Constitution, Parliamentary Reports, national budgetary allocations, policy guidelines, and legal frameworks pertinent to gender equality institutionalization, mainstreaming and implementation in the country.
• Develop an inception report that demonstrates an understanding of the assignment, methodology/tools/checklist, stakeholders, and work plan and present it to the Oversight Technical Committee and officials responsible for coordinating the review of the Gender Policy, including the Gender Mainstreaming Technical Working Group (GMTWG).
• Incorporate comments and present for the approval of the Final Inception Report, including revised tools, for the evaluation of the Gender Policy/ Methodology and Review tools/checklists to the Permanent Secretary Ministry of Community Development Elderly and Children.

4.1.2 Data Collection, Analysis and Reporting

• Lead National Government Ministries, Regional and LGAs consultations in both Unguja and Pemba / key-informant interviews National, Regional and LGAs consultations in both Unguja and Pemba using the agreed methodology, checklists, and tools including to assess stakeholders’ institutional and technical capacity, coordination, partnership building, resource mobilization.
• Conduct selected stakeholders’ consultations including UN agencies, development partners, autonomous agencies, non-governmental organizations/ civil society organizations, law enforcement agencies, the Judiciary, gender focal persons, private sector representatives, and media representatives.
• Identify gender issues, challenges, and emerging issues that have been addressed by Zanzibar Gender Policy (2016) and its Plan of Action (2016-2020) in alignment with regional and global normative frameworks and national development priorities articulated in Vision 2050 and ZADEP.
• Identify good practices, lessons learned/achievements, and gaps/challenges from the Zanzibar Gender Policy and its Plan of Action (2016-2020).
• Develop a Draft Zanzibar Evaluation report that Incorporates all issues raised from the evaluation process according to the Gender Policy theme detailing the main findings from the evaluation of the Zanzibar Gender Policy and its Plan of Action (2016-2020) and recommendations to be considered in the Reviewed/next Gender Policy.
• Share Draft Evaluation report /preliminary findings and recommendations with the Oversight Technical Committee; and the Gender Mainstreaming Technical Working Group (GMTWG) for feedback and inputs.
• Organize and facilitate National multistakeholder consultative meetings including the Gender Mainstreaming Technical Working Group (GMTWG) to present and Validate the Draft Evaluation Report of the Zanzibar Gender Policy Evaluation and its Plan of Action (2016-2020) Plan
• Incorporate inputs from national multistakeholder consultative meetings into the Draft Evaluation Report of the Zanzibar Gender Policy (2016) and its Plan of Action (2016-2020)
• Present a Revised draft Evaluation report to the Oversight Technical Committee and the selected stakeholders for feedback and input.
•  Submit the final Evaluation Report of the Zanzibar Gender Policy (2016) and its Plan of Action (2016-2020) to the Principal Secretary of the Ministry of Community Development, Gender, Elders, and Children in both soft and hard copies to inform the drafting of the Reviewed Gender Policy.
• Prepare minutes and activity reports from all consultative meetings and workshops at National, Regional, and LGA levels.
• Develop and submit a Zanzibar Gender Policy evaluation process report that describes the entire evaluation process, a list of stakeholders consulted, a matrix of all stakeholders’ comments obtained throughout the evaluation; challenges encountered, and lessons learned.

5.0 Deliverables

The deliverables of this assignment will include:

• Draft and Final Inception Report with detailed work plan, methodology, tools, roles, responsibilities, and time frame.
• Literature Review Report detailing the main findings of relevant international, regional, and national documents, reports, and instruments, including the Zanzibar Constitution, Parliamentary Reports, national budgetary allocations, policy guidelines, and legal frameworks pertinent to gender equality institutionalization, mainstreaming, and implementation in the country.
• Multi-Stakeholders’ Consultations Report to provide the main findings of in-depth consultations with key stakeholders (including, but not exclusive to, all relevant Government ministries and local government bodies, Members of the House of Representatives, the Gender Mainstreaming Technical Working Group, UN agencies, Development partners, autonomous agencies, professional organizations,  and non-governmental organizations/ civil society organizations, law enforcement agencies, the Judiciary, gender focal persons, relevant, and private sector representatives).
• Draft Evaluation Report of the Zanzibar Gender Policy and its Plan of Action (2016-2020) on preliminary findings and recommendations.
• Final Evaluation report of the Zanzibar Gender Policy and its Plan of Action (2016-2020).
• Zanzibar Gender Policy evaluation process report that describes the entire evaluation process, a list of stakeholders consulted, a matrix of all stakeholders’ comments obtained throughout the evaluation; challenges encountered, and lessons learned.

The consultant will carry out the assignment for an overall period of workdays over three months i.e. from 01 May 2024 to August 2024.

The consultant will sign the contract which will provide the consultancy details including the responsibilities, consultancy remuneration, modality of payments, and logistical arrangements during the assignment.

Payments will be made upon submission and acceptance of specified deliverables and submission of an invoice as follows:

Consultant’s Workplace and Official Travel

This is a home-based consultancy.

As part of this assignment, there will be several travels to Pemba Island.

The effective implementation of this assignment requires a competent consultant with an adequate understanding of the gender situation in Zanzibar. He/she must have high expertise and experience in carrying out policy, program, and project reviews, assessments, and evaluations. This assignment will be supervised under the Permanent Secretary of the MCDGEC with technical support from the Directorate of Community Development, Gender Elders, and Children with technical support from UN Women. A designated      Technical Committee will be established and composed of selected key stakeholders and gender experts from other MDAs, UN Agencies, DP, and CSOs to provide technical guidance and oversight to the consultant(s) throughout the process of conducting the assignment. The Technical Committee will also strengthen ownership of the process. The consultant(s) shall be ultimately accountable to the Principal Secretary (PS) of the MCDGEC for this assignment.  

Competencies

Core Values: 

• Respect for Diversity 
• Integrity 
• Professionalism 

Core Competencies: 

• Awareness and Sensitivity Regarding Gender Issues 
• Accountability 
• Creative Problem Solving 
• Effective Communication 
• Inclusive Collaboration 
• Stakeholder Engagement 
• Leading by Example 

Please visit this link for more information on UN Women’s Core Values and Competencies:  

https://www.unwomen.org/en/about-us/employment/application-process#_Values  

FUNCTIONAL COMPETENCIES: 

• Strong technical knowledge and expertise in Gender Equality and Women Empowerment at all levels.
• Outstanding technical knowledge and experience in the development of Capacity capacity-building government plans.
• Outstanding writing skills, with proven ability to meet tight deadlines.
• Communicates sensitively, effectively and creatively.

Required Skills and Experience

• Advanced degree in gender and development, social science, development studies, planning, monitoring and evaluation, or related fields.
• A project/program management certification would be an added advantage.

Experience:

• At least 5 years of progressively responsible work experience development of Gender-related policies.
• Proven experience in review, assessment, and evaluation work in a development context and proven success in leading reviews of policies and programs, preferably related to gender.
• Experience in the development of the Results Framework of the plan is required.
• At least 10 years’ experience in assessing gender equality, women’s empowerment, human rights, and related policies and programs will be an added advantage.
• Knowledge of the governance, policy development on gender equality, and women empowerment context within Zanzibar is an asset.
• Ability and experience in interacting with people from diverse backgrounds.
• Excellent analytical skills with a strong drive for results and capacity to work independently.

Fluency in English and Swahili is required.

Submission of application :

• Personal CV and  Form P11 (P11 can be downloaded from: https://www.unwomen.org/sites/default/files/Headquarters/Attachments/Sections/About%20Us/Employment/UN-Women-P11-Personal-History-Form.doc )
• A cover letter (maximum length: 1 page)
• Managers may ask (ad hoc) for any other materials relevant to pre-assessing the relevance of their experience, such as reports, presentations, publications, campaigns, or other materials.

Kindly note that applications without a completed and signed UN Women P-11 form will be treated as incomplete and will not be considered for  assessment.

speech impediment 6 year old

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Childhood apraxia of speech (CAS) is a disorder of the nervous system that affects a child's ability to say sounds, syllables, and words. With CAS, the brain has trouble telling the lips, jaw, and tongue what to do in order to produce speech. A child with CAS knows what she wants to say but can't make the sounds …