TERMS OF REFERENCE FOR PROCUREMENT OF A HUMAN RESOURCES ... · PDF fileTERMS OF REFERENCE FOR PROCUREMENT OF A ... (HRIS) for EBID. It ... development in West Africa and an effective

B.P. 2704 Lomé – Togo tel: (+228) 22 21 68 64 - www.bidc-ebid.org

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ECOWAS BANK FOR INVESTMENT AND DEVELOPMENT

TERMS OF REFERENCE FOR PROCUREMENT OF A HUMAN RESOURCES MANAGEMENT SOFTWARE

PACKAGE

J U LY 2 0 1 7

http://www.bidc-ebid.org/


TERMS OF REFERENCE FOR PROCUREMENT

B.P. 2704 Lomé – Togo tel: (+228) 22 21 68 64 - www.bidc-ebid.org PAGE 2

TABLE OF CONTENTS 1 Introduction ........................................................................................................................ 3 1.1 Purpose of the Terms of Reference ................................................................................... 3 1.2 Use of the Terms of Reference ......................................................................................... 3 2 General information about the project .............................................................................. 4 2.1 Project context ................................................................................................................... 4 2.2 Project objectives ............................................................................................................... 5 2.3 Target scope ...................................................................................................................... 7 2.4 Organisation of EBID ........................................................................................................... 8 3 Description of the current system ...................................................................................... 8 3.1 Inventory of applications .................................................................................................... 8 3.2 Information and Communication Technology System (networks and other equipment) .. 8 3.3 Volumetrics ......................................................................................................................... 9 4 Product features .............................................................................................................. 10 4.1 Management of the reference system ............................................................................ 10 4.2 HR Management ............................................................................................................... 12 4.3 Provisional employment and skills Management ............................................................. 12 4.4 Management of Recruitment and staff integration ......................................................... 13 4.5 Management of Staff Assessment .................................................................................... 14 4.6 Management of Training and skills development ............................................................ 15 4.7 Management of career and internal mobility .................................................................. 15 4.8 Payroll Management ........................................................................................................ 16 4.9 Management of Leave and permissions ........................................................................... 17 4.10 Management of Missions and official trips ..................................................................... 18 4.11 Staff Loans Administration ............................................................................................... 19 4.12 Management of issuance of administrative documents to staff ..................................... 20 4.13 Management of cessation of employment ...................................................................... 20 4.14 Management of the self-service portal ............................................................................ 21 4.15 MANAGEMENT FUNCTIONS OF LEAVES OF ABSENCE, SECONDMENTS, AND OTHER SPECIFIC SITUATIONS.................................................................................................................................. 21 4.16 General reporting functions ............................................................................................ 22 4.17 Architecture and IT Integration ........................................................................................ 24 5 Submission rules ............................................................................................................... 27 5.1 Submission of proposal ..................................................................................................... 27 5.2 Additional information .................................................................................................... 34 5.3 Language of the tender .................................................................................................... 34 6 Appraisal methodology ..................................................................................................... 35 7 Constraints ........................................................................................................................ 37 7.1 Presentation of the IT software package at EBID Head Office ......................................... 37 7.2 Errors committed by Bidders or contractors .................................................................... 37 7.3 Criteria of origin ................................................................................................................ 37 7.4 Confidentiality .................................................................................................................. 37 7.5 Preference margin ............................................................................................................ 37 7.6 Performance guarantee .................................................................................................... 38 8 List of annexes …………………………………………………………………………………………………………...39





1 INTRODUCTION

1.1 PURPOSE OF THE TERMS OF REFERENCE

These terms of reference are the reference document relating to the invitation to tender for

procurement and implementation of a Human Resources Management Information System

(HRIS) for EBID.

It provides information on the context and objectives of the project and the organisation of

EBID. It contains all the functional and technical terms of reference to which all proposals for

the solutions shall comply.

It also describes the selection process for the launch of the call for tenders, the opening and

proposal of choices to be made to the EBID Steering Committee.

1.2 USE OF THE TERMS OF REFERENCE

The terms of reference provide bidders with all the information to enable them develop a

proposal capable of meeting the needs expressed by EBID where their project management

solution and approach have the functional comprehensiveness, technological dimension,

methodological relevance and proven references. It may contain points to be clarified. Such

clarifications may be requested by tenderers in accordance with a procedure described in this

document.

It constitutes the reference for analysing the matching of the bidder's response to the needs

and requirements of EBID and making an objective appraisal and thereafter the rating of the

response.

…/…





2 GENERAL INFORMATION ON THE PROJECT

2.1 CONTEXT OF THE PROJECT

The ECOWAS Investment and Development Bank (EBID) is an international financial institution

common to the fifteen (15) ECOWAS Member States of Benin, Burkina Faso, Cape Verde, Côte

d'Ivoire, the Gambia, Ghana, Guinea, Guinea-Bissau, Liberia, Mali, Niger, Nigeria, Senegal,

Sierra Leone and Togo. It is the result of the transformation of the Cooperation, Compensation

and Development Fund (ECOWAS Fund) into a regional holding company called EBID with two

(2) subsidiaries, decided at the twenty-second Session of the Conference of Heads of State

and Government meeting held in December 1999.

By decision A/DEC.3 /06/06 of 14 June 2006, the Heads of State and Government of ECOWAS

reorganized the holding company into a single entity with the absorption of the two

subsidiaries, BRIC and FRDC. The new entity comprises two operational windows, one of which

is dedicated to the private sector and one to the public sector.

The authorized capital of EBID is one billion units of account (UA). It is divided into one million

(1.000.000) shares with a nominal value of UA one thousand (1000). The capital sum is

estimated at UA 392.741.332. The objectives defined in the Bank's Articles of Association are

as follows:

a. to grant Loans and guarantees for the financing of investment projects and

programmes relating to the economic and social development of Member States, to

participate in the capital of public, private or mixed structures, and to engage in all

other investments, while giving priority particularly to:

i. projects or programmes which, by their nature or extent, concern at least

two regional Member States, in particular projects for the creation of regional

integration infrastructure and all other development projects in the public

and private sectors;

ii. projects or programmes aimed at strengthening the economies of the least

developed Member States of the Community and the reconstruction of States

which have experienced armed conflicts or serious socio-political crises;

iii. projects or programmes which contribute to making the Community

economies more complementary and to special programmes and projects to

fight against poverty and social inequalities.

b. mobilize resources within and outside the Community for the financing of

its investment projects and programmes;





c. provide technical assistance which may be necessary in the Community for the

study, preparation, financing and implementation of development projects and

programmes;

d. receive and manage the portion of ECOWAS Community levy to finance Community

development actions in accordance with Protocol A/P1/7/96 of 27 July 1996 on the

conditions for application of the levy and by virtue of any other relevant provision;

e. manage all special funds of the Community relating to its objective;

f. carry out any commercial, industrial or agricultural activity, to the extent that it is

ancillary to its objective or necessary for the recovery of its debts.

The vision of EBID is to be the leading regional institution for financing investment and

development in West Africa and an effective tool for combating poverty, for wealth creation

and employment promotion in Africa for the well-being of the people of the region.

Its mission is to help create conducive conditions for an economically strong, industrialized,

prosperous West Africa that is perfectly integrated both internally and globally, to take

advantage of the opportunities and prospects offered by globalisation.

EBID has received support from the African Development Bank (AfDB) through a FAPA

technical assistance programme, in the form of a grant to strengthen its capacities in order to

be better able to carry out its mission as stipulated.

This Technical Assistance Programme covered six (06) components, including the

Strengthening of Human Capital. The successful completion of this component is contingent

upon the procurement by the Bank of a Human Resources Management Software package.

2.2 OBJECTIVES OF THE PROJECT

The project is expected to lead to the commissioning of a system capable of achieving

the following main objectives:

On completion of the project, there should be a system in place to capable of

managing all targeted HR-related processes, meeting regulatory constraints,

management needs, technical operating and security requirements. ;

a good ownership of the system by the users to enable them exploit its full potential

in order to increase the productivity of various working teams;

correct the malfunctions and shortcomings in the existing system;

meet current and future needs in terms of automated production of information and access to real-time, reliable, traceable and secure information;

have a tool to align the Bank's ambitions with its strategic choices in the area of human resources management.

The overall operational objectives of the project are:





proposal of application solutions according to the functional specifications of the

terms of reference approved by EBID;

implementation of the proposed solution after approval by the Client ;

entering the basic data and the necessary settings for the rapid and timely

commissioning of the system. (example: reference data, personnel data, etc…);

training of users and administrators of the information system by the selected

software developer with a view to completely taking over the tool.;

deployment and implementation of the solution after a rigorous certification

process;

permanent application support (support and monitoring by the software

developer/ integrator and operationalisation of infrastructure to ensure internal

and external communications as well as secure access to application resources

and data irrespective of their location or the channel (user terminal);

application and corrective management of the system.

The service provider shall have to ensure an adequate transfer of knowledge to the project

teams of EBID, including techniques and skills, on all aspects of its solution.

The software developer shall be required to guarantee the scalability/upgrading of the

solution with regard to new future developments related to the regulatory, competitive or

technological context.

The tenders of the service providers shall cover the processes spelt-out in the paragraph

"Target Scope" (see paragraph 2.3).

The selected software developer shall l be responsible for all activities relating to the

implementation of the software package:

design and analysis;

installation;

setting;

migration of data;

relevant training and documentation (in English and French);

implementation of the software package;

support.





The software developer will have to accompany EBID in the re-engineering of the HR

processes, the tests and configuration as well as management of the change induced by the

software package.

All technical documents relating to each stage of the project, from implementation to

commissioning and monitoring of developments in respect of the versions in EBID

(preparation of the environments, installations, configurations, test-runs and validations -

quality tests, commissioning , introduction of technical changes , etc.), all training manuals,

user guides and administrators shall be made available to the Bank. Preference should be

given to online or electronic documentation.

2.3 TARGET SCOPE

The information system, based on a secured WEB technology (Secure Web-based

technology), shall take account of:

human resources management competency-based career planning ;

management of staff recruitment and integration;

management of staff evaluation (performance contract);

management of training and skills development;

career and mobility Management;

Payroll management;

management of Leave and permissions;

management of Missions and official trips;

staff loans administration;

management of issuance of administrative documents to staff,

management of end-of-service disengagements (payment of retirement benefits

or terminal benefits, etc.);

reporting;

Architecture and IT Integration with IS applications;

management of social benefits (school fees, medical expenditure, etc.);





a portal for staff and managers.

The system shall be required to take over all the processes identified in this document as

contributing to human resources management. Therefore, the software developer shall be

required to specify the details of the functionalities of the proposed solution.

2.4 ORGANISATION OF EBID

For its administration and management, EBID has:

a Board of Governors (General Assembly), a supreme body comprising the Ministers of Finance of the ECOWAS Member States;

a nine-member Board of Directors appointed by the Board of Governors.

a Senior Management comprising one (1) President and two (2) Vice-Presidents responsible for the day-to-day management of the Bank.

Various Committees are set up to assist Senior Management in the performance of its duties.

3 DESCRIPTION OF THE CURRENT SYSTÈM

3.1 INVENTORY OF APPLICATIONS

Three (03) categories of applications are used in EBID:

1. the software packages : There are three (3).

MHR (GRH) CRISTAL for Human Resources,

SUNSYSTEM for Accounting, Supplies and Inventory Management and Asset Management,

SWIFT for Swift payment transactions. 2. Intranet et Internet applications: (messaging, website and navigation), 3. Office automation (word processing, spreadsheet, presentation, messaging,

etc.).

3.2 INFORMATION SYSTEM (NETWORKS AND OTHER EQUIPMENT)





EBID has at its Head Office in Lomé, Togo, a computer-based information system comprising :

- a computer network with a 1Gbit fibre-optic backbone expandable to 10Gbits, with two (2) Cisco 3605E cores, Cisco 3650-X user routers, two (2) Cisco 3800 routers, Cisco and Fortigate firewalls, etc.;

- Microsoft Windows servers 2012 Server; - a VSAT antenna of 512Kbits, a specialized Internet connection of 4MB; - two (2) server rooms in which the network and server devices are mostly

configured or can be configured as failover; - a computer park of about 150 computers, including about 100 Laptops.

3.3 VOLUMÉ INDICATION

Workforce Approximately 135

Users 135

Sites 1 (The Head Office)

Volume of activity

254 projects approved including 130 assets in the portfolio

These projects are made up of about 90% to 95% of Loans.

Projections:

To date, EBID has no remote sites. However, the Bank's strategic plan has intentions to open Resident missions (or Country Representations) in the near future in the remaining 14 ECOWAS countries. According to development prospects, the Bank’s workforce is expected to reach, 150 or 200 staff in the medium term.

In any case, and irrespective of the form these representations may take in different countries of the Community, access to the different applications of the Bank shall be done in a centralized architecture (private, public Cloud or both).





4 PRODUCT FUNCTIONS

The features of the solution requested are as follows:

Manage end-to-end Human Resources (HR) management processes by eliminating manual interfaces and data overlaps (improved flow management and tracking);

break through the operational compartmentalisation of the different organisational units, through an integrated management approach and a controlled sharing of information between the organisational units and also with the external world;

comprise integrated modules sharing the same functional and technical references. The principle of modularity allows EBID to opt for the modules that correspond with its need without being obliged to implement everything;

ensure the uniqueness of data and information sources as well as the uniform application of management rules;

ensure reliability of information by eliminating reconciliations and manual consistency checks of information;

be open, i.e. enable EBID, should the need arise subsequently, to add components from other suppliers, EBID’s own developments or facilitate the integration of future needs;

have a high level of flexibility and configuration, i.e. the creation of new management rules should not necessitate computer developments, but settings by EBID, except in some complex cases or specific to the needs of the Bank;

provide ergonomic user interfaces and optimized navigation interfaces for easy user acceptance;

allow real-time information consultation and have a powerful reporting tool with advanced settings capabilities, giving users a wide range of autonomy in terms of generation of analysis and control tools (Dashboards, etc.);

have a payroll simulation base that does not disrupt the current base ; The functional requirements per process and the interface needs between the ERP and the rest of the IS of EBID are specified below:

the system shall offer the management possibility of : - multi-Entities; - multi-Currencies; - Multi-Languages.

the system shall require support for electronic approval functionalities (workflow management) and management of electronic documents (EDM) ;

the system should also provide a development environment, a test and quality control environment, and a production environment.

4.1 MANAGEMENT OF THE RÉFÉRENCE SYSTEM

An ERP requires general settings to function normally. This information, which is used by all

the modules of the ERP, is managed and stored specially in a repository system.

Thus, a number of administrative settings must be defined for optimal system management:





user management (multi-user system capable of managing multiple users);

profile management (users will only have access to the menus and the data to which they are entitled thanks to a password);

management of authorisations (according to the business lines, functions, powers of commitment and the delegation matrix);

language settings (bilingual (English/French) with the possibility of activating one of the two languages as desired by the user);

management of logs (tracing of all activities);

monitoring of connections (time out, connection times, etc.);

auditing of updates.

Similarly, , the general settings shall have to be managed.

For example:

organisational units (Board of Governors, Board of Directors, Office of the President , Office of the Vice-Presidents , Departments, Divisions, etc.);

third parties (employees/suppliers/Borrowers/State services /Insurance, others ...);

types of payment (cash, bank transfer, cheque, etc...);

countries, (nationalities);

legal entities;

accounting entities;

types of contracts: permanent contracts CDI, fixed-term contracts CDD, temporary contracts;

occupational categories;

banks;

types of transfers;

foreign currencies;

types of suppliers;

country of residence,

etc.

As regards third parties, these may be employees of the Bank, suppliers, the State and its

departments, etc. They are uniquely identified in the reference systems at the very beginning

and their status can change during the transaction.

Each third party is categorized by a certain number of attributes defining its status as a

corporate or legal entity (administrative, regulatory, commercial data, etc.) and according to

the typology of the third party, these data may be made compulsory through data capture,

depending on the setting chosen by the Bank.





4.2 HR MANAGEMENT

Presentation

The proposed system shall cover HR strategic planning and decision support functions:

Recruitment, Personnel Development, Remuneration and a variety of Benefits.

Expected features

The module shall:

define and implement the organisational structure of the Bank;

be able to record the basic staff data (contract, family, events);

support relations / communications between Management, HR and staff;

define performance indicators for the HR function;

analyse, model and simulate all events that impact n the payroll, competence, availability and welfare of staff members.

4.3 COMPETENCY –BASED CAREER PLANNING AND DEVELOPMENT

Presentation

The function covers all aspects of the HR approach, allowing the implementation of multi-

annual HR action plans based on quantitative and qualitative analysis:

occupations, activities and related skills;

populations in these occupations;

factors of change impacting the trends of the contents and requirements of the occupations.

The multi-annual HR action plans, designed to fill the gaps, mainly concerning staff mobility,

training, recruitment and work reorganisation.

Expected features

This function shall implement all the tools to manage the Bank’s compentency-based career

planning: :

Job knowledge tools: - nomenclature and post descriptions and standard job descriptions; - job mapping to identify key occupations, standard jobs and internal job mobility; - a competency reference system s of the Bank to identify the main skills required

per job and skills possessed by staff.

tools for forecasting / projection :





- production of indicators to forecast the quantitative development of current jobs;

- Identification of future needs (Table of personnel flows (entries / exits).

tools for projections: - production of dashboards for tracking jobs (Staff strength, Age pyramids,

Transfers, Retirements, etc.) - production of warning and alert indicators (Turn-over, Monitoring of strategic

jobs, rate of absenteeism , attendance, punctuality, etc...)

This function should be integrated into the annual staff assessment function of the Bank.

4.4 MANAGEMENT OF STAFF RECRUITMENT AND INTEGRATION

Presentation

The function covers operations to implement EBID's recruitment policy, which aims to

promote the recruitment of highly qualified, competent and committed staff. It focuses on

the following priorities:

modernising and optimising the Bank's recruitment process to align it with best practices in the field, including the use of online sourcing tools, in addition to international and national media of Member countries;

establishment of an in-house job pool to enable staff members to be informed of possibilities for internal mobility;

recruitment of a young and dynamic staff, through the implementation of a programme of young talents, accompanied by an integration policy designed to retain the best at the end of the integration process;

possible use of the expertise of specialized firms for the study of job applications and the evaluation of job applicants during the pre-selection phases.

Expected features

The system shall ensure the following:

manage all the stages of the recruitment and integration process: Drafting of the recruitment request, Analysis of the request or expediency , Launch of the call for applications , Reception including on-line, sorting (pre-selection of applicants )





selection of applicants , Hiring decision, communication of results to applicants , Induction of new employees, Drafting of employment contract, signing of the contract, Opening of the new employee's file, Monitoring of the probation period coupled with an alert system, Confirmation of the probation period;

record the annual recruitment planning at the beginning of each accounting year;

manage internal, external and mixed recruitment;

define job offers and treat them fully;

manage vacancies through recruitment firms;

establish a job pool policy to facilitate internal mobility;

constitute a pool of applicants containing spontaneous applications;

manage the entire procedure of reception, orientation and integration of the new employee;

Monitor process within the allotted time..

4.5 MANAGEMENT OF STAFF EVALUATION

Presentation

The staff evaluation function helps to:

measure the contribution of each employee to the collective performance;

produce information on skills development needs;

produce information on staff motivation choices by improving employment conditions (step increment, , promotion, mobility, salary increment etc.);

identify training needs (individual, sectoral, across-board, etc.) for the development of annual or multi-annual training plans;

set up a system for assessing individual performance and collective performance;

allow monitoring of the entire process within the allotted time. .

Expected features

The features of the solution are as follows:

cover all stages of evaluation: preparation of the evaluation, organisation of the evaluation, validation of the overall evaluation, employee remedy in event of disagreement with the evaluation and use of the evaluation results;

enable the staff member and evaluators to record and process the forms and evaluation forms online;

manage the two-variable staff evaluation system: the result of individual performance and the result of collective performance;

enable workflow monitoring of the entire process within the allotted time ;

enable integration with the Payroll simulation function (test the results of wage increases);

allow integration with the Payroll to take into account the final results of the annual evaluations;





identify training needs.

4.6 MANAGEMENT OF TRAINING AND SKILLS DEVELOPMENT

Presentation

The process of training and skills development is based on the Bank's policy in this area on the

following:

development of organisational know-how focused primarily on the development of expertise in the Bank;

Implementation of skills engineering;

implementation of a training re-engineering strategy as a means of identifying needs, implementing, monitoring and appraising training actions;

systematic implementation of a multi-annual training plan linked to the Bank's strategic plan, coupled with annual rolling plans developed after each assessment period of staff members;

funding training to facilitate close strategic partnership with institutes and training centres of financial institutions.

Expected features

The system should be able to:

capture information needed to organize and monitor all the stages of the Bank’s staff training process: Identification of training needs, Preparation of the training plan, Finalisation of the training plan, Implementation of the training, Monitoring of the training after the training programme;

capture multi-annual and annual training plans;

capture training catalogues;

ensure individual monitoring and appraisal (during and after) staff training;

Produce a report on the history of the training by each staff (type of training, number of training hours, training period.

4.7 CAREER AND MOBILITY MANAGEMENT

Presentation

This process makes it possible to determine the individual career paths (talent management)

or collective career paths (mobility plan), based on the competence-based career planning

tools and the staff evaluation policy implemented by the Bank.





The implementation process of the career management system is based on the following

major activities:

development, management and updating of job descriptions;

management of job mapping (mobilities among positions );

identification of the life cycle of each position ;

identification and management of key positions and strategic positions;

setting up of a system for monitoring the seniority of each staff member at his or her position

setting up of a talent and high potential management system (annual assessment and individual skills reviews);

implementation of a mobility plan;

implementation of a succession or replacement plan that enables the HR department to plan the future of the Bank;

linking a part of the Training Plan to the Mobility Plan.

Expected features

The system shall ensure the following:

define a core competency framework ;

set up a guide for the identification of strategic jobs;

manage talent and high potential through annual evaluation and individual competency reviews;

implement a mobility plan;

establish a succession or replacement plan for all key or strategic jobs;

link or integrate the Mobility Plan to the corresponding part of the training plan;

use of competencies as a criterion for sourcing of staff;

record experiences of staff members (participation in internal or external projects,

skills implementation, etc…).

4.8 PAYROLL MANAGEMENT

Presentation

The Payroll function represents the automated process for calculating salaries of the Bank's

staff and covers all phases including preparation, validation, payment of salaries and posting

of payroll items, including statements of social and tax contributions, and payroll

management.





This Payroll module of the solution needed shall also ensure the automatic transfer of salaries

according to the various employees’ bank accounts submitted. This is essentially the

interfacing with the SWIFT system.

It shall also allow interfacing with SUNSYSTEM in order to send all the information on wages

and salaries to be recognised. .

Expected features

The system shall :

allow the setting of all salary items : basic salary, bonuses, allowances, deductions of any kind, gross salary, net salary, net salary payable etc...;

track progress of the periodic (weekly, monthly, quarterly or annual) tasks relating to payroll preparation ( stages of the process);

be able to import, validate and load the monthly payroll elements automatically;

provide for alerts in the payroll system;

allow export of the monthly pay items to other databases or flat files;

allow production and electronic transmission of pay slips and regulatory and operating statements (including pension return statements and annual salary declarations;

allow calculation of retirement provision and integration of the attendance hours;

be integrated into the SUNSYSTEM Accounting software package of the Bank;

provide an end-to-end validation workflow, integrating the steps at the Finance and Treasury Departments;

more specifically, the system shall include an electronic archiving function for slips and other regulatory documents.

4.9 MANAGEMENT OF LEAVE AND PERMISSIONS

Presentation

The Leave Management function manages all aspects of the process:

Steps: request, approval/rejection, resumption of service;

annual leave: all staff members are entitled to thirty (30) working days of leave per year of actual service;

home leave: granted every two years to members of the professional staff residing outside their country of origin;

Special leave: granted (1) for personal reasons, (2) as compensation for overtime, (3) to pursue higher education or conduct research in the interest of EBID, (4) ) for prolonged illness or circumstances beyond one’s control, or (5) for any other reason;

Sabbatical leave.





Expected features

The system shall :

allow processing of all the stages of Leave and permissions: - establishment of the annual leave schedule; - writing of the leave request ; - assessment of the leave request ; - refusal: notification of the reasons; - approval: processing of the application; - leave carry-over (total or partial); - resumption of service.

allow staff members to make their leave requests and permissions directly in the system;

allow individual monitoring of leave and permissions, with an alert system in event of risk of exceeding the limit of the number of days accumulated;

include a workflow to manage the leave and permissions approval process within the deadlines;

generate the statistics of the various types of leave and their history;

be integrated with the SUNSYSTEM Accounting software package for payments and refunds.

4.10 MANAGEMENT OF MISSIONS AND OFFICIAL TRIPS

Presentation

The function covers the management of all aspects of missions and official trips::

the stages: from the mission request and official trips to the end of mission report;

travel expenditure (travel tickets, daily subsistence allowance, hotel costs , communication costs, excess baggage allowed, airport tax, local transport);

types of travel (initial appointment (recruitment), official mission, transfer or change of duty station, home leave, end-of-service, medical reasons, security reasons, training);

payment of advances,

reimbursement of expenditure.

Expected features

The system shall :

include on-line processing of all the stages of the missions and official trips, within the deadlines (Request for authorisation to go on mission, Validation of the mission,





Preparation of the mission, Organisation of the mission, Disbursement and accounting of the mission’s expenditure, Production of the mission report, Justification of the expenditure incurred),

allow the setting and processing of EBID’s types of missions,

include a workflow to manage r all the stages of processing missions and official trips,

allow automated repayment of mission expenditure according to the type of payment in effect at the Bank,


4.11 STAFF LOANS ADMINISTRATION

Presentation

This function is used to process all Loans and advances that the Bank grants to staff members

and to ensure their repayments.

Expected features

The system shall t:

allow all the stages of processing of the loans granted to staff : simulation (accessible online to staff ) request, approval, payment, reimbursement, closure;

Include a workflow to manage the loan approval process, payment and early repayment;

take into account the types of loans extended by the Bank (advance payments, salary advances, loans to staff and loan guarantees) and produce the various statements (depreciation schedules, etc…);

allow viewing and producing amortisation schedules for Loans and advances;

allow establishment of the individual and collective status of staff commitments to date (nature/type of loan, date of establishment and closure, capital, number of months repaid, amount outstanding, etc…);

allow simulation of Loans;

allow staff members to register their Loan applications online;

be integrated with the Payroll function;






4.12 MANAGEMENT OF ISSUANCE OF ADMINISTRATIVE DOCUMENTS TO

STAFF

Presentation

This function allows administrative documents to be issued to a staff member who requests

for them.

Expected features

The system shall:

allow monitoring of all the stages of preparation of administrative documents within the deadlines;

take into account all types of administrative documents of the Bank;

include a workflow to track each step of the application process within the deadlines, and for staff to enter their application online and receive feedback;

integrate an electronic signature management system that is totally transparent to users - more precisely by taking the digital signature of those responsible for signing the documents to be delivered and managing these signatures in a totally encapsulated manner in the system (not signature digitisation).

4.13 MANAGEMENT OF CESSATION OF EMPLOYMENT

Presentation

This function allows all aspects of staff’s cessation of employment to be managed : initiation

of the event, calculation or not of entitlements attached to each type of staff’s cessation of

employment.

Expected features

The system shall :

make it possible to process all the stages of termination of employment contract;

treat all types of staff’s cessation of employment (dismissal, resignation, early or normal retirement, death, etc...);





authorize electronic publication and transmission within the prescribed period of documents relating to the cessation of service (retirement letter and its annexes, end-of-service certificate, etc…);

allow the payment of entitlements.

4.14 MANAGEMENT OF THE SELF SERVICE PORTAL

Presentation

The portal allows staff members and Senior Management have access to their personal

information that the HR department will determine as accessible for consultation or

amendment ..

The managers and members of the Senior Management will also be able to access

information about their employees, always within the limits defined by the HR

department (simulation of pay, simulation of Leave, actual presence, etc...)

Expected features

The system shall t make the following functions available:

consultation and amendment of certain personal data (address, telephone number, private e-mail, etc…;

consultation of payroll information (production of salary slips, annual salary cumulations, etc…);

Leave requests and permissions (see Leave and Permission Management);

declarations of mission expenditure (see Mission Management);

information published by the Human Resources Department;

standard forms provided to be filled and forwarded to the Human Resources Department.

4.15 FUNCTIONS FOR MANAGEMENT OF LEAVES OF ABSENCE,

SECONDMENTS AND OTHER SPECIAL SITUATIONS

Presentation

This function SHALL allow the administration and monitoring of the Bank's non-

operational staff in specific positions (leaves of absence, , secondment, transfer, etc.),

conditions, underlying reasons, consequences on their administrative status.





Expected feature

The system shall:

indicate the exact position (leave of absence , secondment) of non-operational staff and monitor the periods, including successive renewals with an alert system;

specify the conditions for the admissibility of the request (category, length of service required depending on the case), reasons for the decision, the State, institution or host organisation of the staff and his / her address;

track the periods;

specify the conditions for absorption or not (either in part or in whole by the Bank or reimbursed to the Bank by the Member State or host organisation);

indicate the terms of appeal of pension deductions (absorption by the Bank or by the host organisation);

produce a summary statement of non-operational staff (staff number, surname, other name (s), position, reasons, period, remuneration or not, etc.) at the desired date.

4.16 GENERAL REPORTING FUNCTIONS

Presentation

The General Reporting function is cross-cutting and covers all the HR processes of the Bank. It covers the following areas: management and control reporting, management or production reporting, regulatory reporting and contractual reporting.

Expected features

Special attention shall be given to the configurable and flexible aspects of a tool that will

enable users to set up reports and dashboards according to the desired criteria. The solution

shall allow for the creation and production of online and hard copy reports as well as

exporting them to Excel files for any necessary changes . The system should be able to

produce:

- Statement of monthly contributions to the CRRAE-UEMOA pension plans RRPC,

RCPNC, FRC with reference by number system , surname, other name (s), contribution





base, employer's share mentioning the rate, employee share, total share, date of

registration with the pension scheme ;

- annual statement of pension contributions made up of the above information;

- the same statement should be available for other pension schemes (CNSS, Provident

Fund, ECOWAS Pension Fund);

- table of trends in staff complement and payroll;

- payroll distribution table by category, gender, type of contract, organisational unit,

etc...);

- age distribution ;

- evaluation and turnover trends;

- personnel record of each staff member (staff number, surname, other name (s),

gender, grade, date of entry, date of birth, type of contract (FTC , OEC , etc.), date of

retirement, previous position, current position, certificates, number of years in the

Bank, nationality, number of children, etc...;

- statement of financial commitments of staff to date (nature/type of Loan, date of

establishment and closing, capital, number of months repaid, amounts outstanding;

- statement of financial commitments of staff to date (nature/type of Loan, date of

establishment and closing, capital, number of months repaid, amounts outstanding,

repurchase date etc.);

- statement of tuition fees par parent and per annum (Grade, staff name, amount in

UA and CFA F, dependent children and their date of birth);

- statement of leave allowances for non-professional staff per parent and per annum

(Grade, staff name, amount in UA and CFA F, wife, dependent child and date of their

birth;

- summary statement of payment of allowances for home leave for professional staff

per parent per annum (Grade, staff name, amount in UA and CFA F, wife, dependent

child and date of birth and date of last payment;

- monthly, quarterly, semi-annual and annual statement of the various types of Loans,

including tripartite agreements;

- Dashboard of the different types of Leave (sick, annual, special etc…);

- Social report

Total number of employees as at 31 December (staff number, surname, other name (s), gender, grade, date of entry, date of birth, type of contract (FTC , OEC , etc.), date of retirement, previous position, current position, certificates, seniority in the Bank, nationality, number of children, etc.);

Employees on permanent contracts OEC ;

Number of fixed-term contracts FTC (period of fixed-term contracts FTC , warning period before the end of the period;

Average monthly staff complement for the year;

Breakdown by gender and by category of total staff complement ;

Age distribution of the total staff complement as at 31 December;

Breakdown of the total staff complement as at 31 December according to seniority;

Breakdown of the total number of staff as at 31 December according to nationality;

Breakdown of total number of employees as at 31 December by grade;





Breakdown of staff members by category Management, (The Presidency, The Vice-Presidency), Professionals (Directors, Advisers, Heads of Division, other professionals), by Member country and their contribution to the capital;

Number of employees belonging to an outside firm;

Number of trainees;

Average monthly number of interim or temporary staff;

Average duration of temporary employment contracts;

Number of recruitments per open-ended contract ;

Number of recruitments per fixed-term contract employment ;

Number of resignations;

Number of dismissals for economic reasons, including retirements and early retirement;

Number of dismissals for other reasons;

Number of deaths;

Promotions made during the year;

Breakdown of gross payroll according to level of qualification ;

Information on hygiene, safety and health;

Information on labour relations and staff representatives ;

Information on training (number of staff trained during a given period of the year and at the end of the year, training modules, names of training beneficiaries, number of training hours, etc...);

Produce a report on the history of the training programmes received by each staff (type of training, number of training hours, training period;

Decision-making tables (changes in the main aggregates compared to the budget).

- The software package should be able to produce any report or

statement

4.17 DOMAIN ARCHITECTURE AND IT INTEGRATION

Presentation

The "IT" Domain mainly concerns:

the technical environment;

specific developments;

application Integrations and Interfaces;

data migration;

Software Administration package.

Expected features

System Requirements:





The proposed solution should meet the following requirements:

be a modular solution and integrated with web-oriented interface;

operate in a Relational databases framework (widely used...) to facilitate interfaces, statistics, queries and traceability;

integrated data management process backups and restorations of databases and environments, including a real-time alert system (by telephone, email and SMS);

simulation tools;

multi-channel contact with the Bank's Partners and Borrowers;

user-friendly procedures and/or guides, preferably accessible on-line, that will be easily updated when new products are integrated into the application or interfaced;

should have been developed with standard norms to facilitate Patch Management (versioning);

have technical documentation for transfer of competence and continuous training (in English and French);

be able to connect permanent, temporary or mobile representation points remote from the Head Office;

have a degraded operating mode including a clear implementation and fall-back procedure;

ensure traceability of all the actions carried out on the system with integrated investigation tools;

facilitate collaborative work by automating processes in different domains, through customisable workflows that integrate file and document management and sharing, alert messages and transaction processing time monitoring;

availability of a comprehensive, accurate and up-to-date data dictionary.

Application Integrations and Interfaces:


manage native interconnection with current solutions and standards;

be homogeneous in terms of architecture, man-machine interfaces and administration;

offer a real flexibility in setting and adaptability to organisational changes;

be open to technological standards;

integrate the following capabilities or enable interfacing with our existing satellite applications: - Outlook Messaging: Automatic alert sending on IT operations, management

indicators and distribution of management reports (pay slips) to authorized recipients;

- SUNSYSTEM: Accounting and Finance.

Data Migration :

The software developer shall undertake to ensure, in conjunction with the EBID teams,

migration of all the data:

all the information in EBID’s data repository relating to HR;

permanent database (contracts, families, actions and events, etc.);

history of payroll items;





loan histories;

etc…

In this context, the software developer shall provide:

a detailed specification handbook to enable the Bank to produce information needed to retrieve data from GHR CRISTAL and other applications in the new system;

powerful tools for loading data from GHR CRISTAL, guaranteeing integrity of the information.

Data and Application Security:


secure password management (encryption, configurable administration policies);

manage user access rights administration capabilities according to professional profiles and level of privilege;;

ensure technical (database) and functional traceability: detailed logging of events and exhaustive and flexible query tools;

guarantee data security: confidentiality, integrity and availability;

manage a strong and unified authentication system (SSO: Single Sign-On);

put into account the OWASP (Open Web Application Security Project) recommendations.

…/…





5 RULES OF SUBMISSION

5.1 SUBMISSION OF PROPOSAL

The Contractor's proposal must be prepared in accordance with these terms of reference and

should consist of two parts:

- a technical tender; - a financial tender.

The technical tender must respect the standard format indicated below:

1. Cover letter and title page

1.1 Cover letter The cover letter will present the software

developer's motivation.

1.2 Title page The title page will identify this tender, the

Software developer, the name of the main

contact of the Contractor, as well as his contact

details (address, telephone number, fax number

and e-mail address). The Software developer is

also required to provide the same information

for all sub-contractors or local partners with

whom he may be associated in this project.

2. Table of contents

The proposal of the Software developer must

include a 'Table of contents', which contains the

headings and page numbers for each item and

the subheadings of the proposal.

3. Summary

3.1 Summary This section should include a summary of the key

points of the Software developer's response

(maximum 1 page).

4. Proposed solution and Project Contract





4.1 Project scope The Software developer should indicate the

coverage of his proposal for the supply and

implementation of his solution. The Software

developer must clearly describe the proposed

scope of the solution, preferably with the help of

PowerPoint presentations .

4.2 Overview of the solution This part shall include a functional and technical

architecture diagram of the solution, covering all

modules and items proposed.

4.3 Implementation Approach and Work Plan 4.3.1 Implementation Methodology

The Software developer shall explain in this

section the detailed approach and strategy

adopted to ensure the success of the

implementation within the absolute deadline

[number] of months.

4.3.2 Implementation Work Plan

The Work Plan should cover all stages from

project initiation to post-commissioning

support, related activities, deliverables and

resources to be provided by the Software

developer and the corresponding exact dates.

See Annex 4

4.3.3 Tasks and activities

In addition to providing a detailed

implementation Work Plan, this section should

clearly describe for each of the proposed

phases, the activities and tasks that the Software

developer and EBID shall perform to ensure the

project success.

4.3.4 Assumptions

In this section, the Software developer shall

clearly state any assumptions made about any

part of the implementation, including any

assumptions about the responsibilities or





commitments of the Software developer to EBID

throughout the project life cycle.

4.4 Project Organisation – Roles and responsibilities 4.4.1 Structure of the project organisation

The Bidder shall present in detail, in this part,

the entire organisational structure required for

the project both for the suppliers (including the

sub-contractors) and EBID in order to carry out

this project within the required deadline and

budget. The tasks, roles and responsibilities of

both parties should be described in detail.

An organisational chart of the project should be

provided along with the division of tasks among

the various project stakeholders.

The Bidder shall present the precise roles and

responsibilities of his various resources involved

in the project.

4.4.2 Planning

The Planning shall include the time necessary

for each resource on the project.

4.4.4 Information in respect of Sub-contractor

( where applicable)

The Software developer who works with other

companies shall clearly explain in this section

the reason and nature of the collaboration and

why or how such a collaboration will produce a

better solution. The structure of the project

organisation expected in this part shall also

include the composition of the resources and

the roles and responsibilities of the sub-

contractors involved.

The Software developer shall seek EBID's

endorsement for the use of each sub-contractor.





5. Functionality Response

5.1 Functionality Response The Software developer shall include responses

to the functionalities specified in this tender.

The Software developer shall be at liberty to

add any item he shall consider to be a strong

point of his solution.

6. Nomenclature

6.1 Nomenclature The Software developer should include in this

part the detailed (by item) nomenclature of the

Solution without details of the amounts. The

nomenclature included in this part shall be

compatible with the nomenclature included in

the financial proposal. Where there is any

difference between the information identified in

this part and the nomenclature of the Financial

Proposal, the most advantageous nomenclature

for EBID shall prevail.

7. Annexes

7.1 Annexes The Software developer will provide in this part:

7.1.1 Curricula Vitae

Please include the detailed curricula vitae of all

Project Team members, including team

members of the sub-contractor (where

applicable).

The curriculum vitae of each Project Manager/

Team Leader and Project Team member should

include, but not be limited to:

a) general experience relevant to the project;

b) specific experience in similar projects,

including roles and responsibilities in each

project;

c) qualifications.





Also specify for each CV the roles and

responsibilities assigned to this project for each

Module.

Please use the CV template (see Annex 6)

7.1.2 Any other document or information

deemed appropriate by the Software

developer.

The financial tender must respect the standard format indicated below:

1. Page title

1.1 Page title The title page will identify this tender, the

Software developer, the name of the Software

developer’s main contact, as well as his contact

details (address, telephone number, fax number

and e-mail address). The Software developer is

also required to provide the same information

for all sub-contractors or local partners with

which/whom he may be working on this

project.

2. Table of contents

2.1 Table of contents The Software developer’s proposal shall must a

subject 'Table of Contents', which contains the

headings and page numbers for each item of the

financial tender.

3. Summary

3.1 Summary This section should include a summary of the key

points of the Software developer’s financial

tender (maximum 1 page).

4. Price list





4.1 Price schedule This section shall include all price items

associated with the proposed project.

All items shall be denominated in US Dollars

(USD).

For each Module, licensing costs, annual

maintenance and support expenditure, and a

detailed estimated expenditure per phase

should be included.

The Software developer shall include a detailed

nomenclature (per item) with details of

individual prices.

The Software developer shall indicate the

estimated number of days for training and the

estimated expenditure for this training.

For additional works, the daily rate shall be

indicated.

The nomenclature included in this part shall be

compatible with that included in the technical

proposal. In the event of differences, the most

advantageous nomenclature for EBID shall

prevail.

The bidding documents shall be enclosed in a sealed envelope containing TWO SEPARATE

ENVELOPES:

- envelope n°1 containing two (2) hard copy versions of the technical tender (original + copy), two electronic versions of the technical tender (one (1) CD and one (1) USB flash drive), administrative documents (documents attesting to the legal existence of the service provider, full payment of social security and tax contributions) and any items considered indispensable for the performance of the contract, except for the financial aspects;

- envelope n°2 containing two (2) hard copy versions of the financial tender (original + copy), two electronic versions (one (1) CD and one (1) USB flash drive). The bidder shall guarantee r a ninety (90) days’ validity period his financial tender , starting from the deadline for submission of bids set below.

For the technical tender as well as for the financial tender, one copy shall be indicated 'Original'; the other shall be marked 'Copy'.





The Software developer is advised that the ‘Original’ copy shall prevail over any other version of the document. The sealed envelope containing the two numbered envelopes must bear no external mark identifying the tenderer to whom it belongs or risk being rejected . It shall bear only the following information: «Tender for procurement of a Human Resources Management Software Package (HRIS) » on the upper left corner, «To be opened only in session » at the bottom right corner. The deadline for submission of tenders is 24 November, 2017 at 12.00 GMT. All dossiers must be submitted in duplicate (original and copy), at the following address:


Secretariat of the Department of Administration and General Services Tender for the procurement of a Human Resources Management Software Package (HRIS)

« To be opened only during the Tenders Opening Session » 128, Bd. du 13 janvier BP 2704 Lomé – Togo _ E-mail : [email protected]

Tel: +(228) 22 21 68 64 – Fax : +(228) 22 21 86 84

The sealed envelope shall be submitted to EBID on 24 November, 2017 at 12.00 GMT at its

address mentioned above. EBID will only accept and acknowledge proposals submitted to it

at the date and time indicated above.

Any tender sent by electronic means shall be declared unacceptable.

The Software developer shall be responsible for every error and omission in the proposal.

Any changes to or withdrawal of the tender submitted must be made before the deadline for

submission.. After the deadline for submission of the proposal, the Software developer shall

not be allowed to make any changes to the documents in the proposal. The Software

developer is not authorized to submit the proposal by telefax or any other electronic means.

The Software developer shall bear all costs relating to the tender. These cannot be charged

to EBID.

All proposals and documents relating to the proposal in response to the invitation to tender

shall be the property of EBID and shall not be returned.

The proposal shall be signed by an authorized representative of the Software developer.

The opening of tenders will take place on 24 November 2017 at 16.00 GMT in the presence of the representatives of tenderers who so wish to attend.

EBID reserves the right not to proceed with any tender.


mailto:[email protected]




5.2 ADDITIONAL INFORMATION

For any further information, please send a request by email to the following addresses: [email protected] [email protected] Responses to requests shall be transmitted within a maximum of two (2) working days in Lomé. In order to ensure fairness to the different companies shortlisted , questions asked by any tenderer and the reply given, if any, shall be sent to all tenderers. The applicant's name shall not be disclosed.. Requests for additional information shall not be admissible from 10 November 2017 at 1700 GMT.

5.3 LANGUAGE OF THE TENDER

The offer , correspondence and all documents relating to the tender exchanged between the

tenderer and EBID shall be drafted in French or in English.

…/…







6 EVALUATION METHOD

EBID shall evaluate and compare the tenders it has earlier on identified , to be substantially

in conformity with the provisions of the Bidding Documents.

Tenders declared admissible at the preliminary examination shall be evaluated as follows:

a technical evaluation accounting for 80% of the overall score;

an evaluation of the financial tender, accounting for 20% of the overall score .

The overall score (NG) will be calculated as follows:

Overall Score = 80% * TS + 20% * OR FS ;

With TS : Technical Score and FS: Financial Score.

The analysis process will be as follows:

1. analysis of the technical offers based on the dossier, award of a Technical Score ( TS) over 100 points;

2. for offers whose TS> = 70, analysis of financial offers , award of a Financial Score (NF);

3. for the three offers with the highest OSs, invitation to the demonstration workshops; 4. Workshop sessions; 5. visit of reference sites (sites freely chosen by EBID, possibly on proposals from invited

bidders); 6. revision of TS and FS scores according to the scale indicated at the workshop invitation

and Recalculation of OS; 7. final selection of Software developer.

Preparation of the technical score TS:

Bids from tenderers shall be evaluated, as far as the technical score is concerned, , on the basis of the following scoring items:

Scoring Items Scores

Proposed software package (suitability for functional and technical needs) 40

Project Management, Advisory and Implementation Services 15

Training Services 10





Maintenance and Support Services 10

Capabilities of the Bidders (CV, references, locations, ...) 25

Preparation of the financial score FS :

The financial scores will be determined by first of all weighting the bid amounts against the corresponding technical scores.

Weighted Offer (WO) = Financial Offer Amount / Technical Score

FS = (Minimum of WO / WO ) * 100.

…/…





7 CONSTRAINTS

7.1 PRESENTATION OF THE SOFTWARE PACKAGE TOEBID HEAD OFFICE

After analysis of the dossiers, a shortlist of pre-selected bidders shall be prepared . The pre-selected bidders shall be required to demonstrate and simulate the proposed software package. These workshops shall take place at the EBID Head Office in Lomé. The Software developer shall bear all expenses relating to this activity. These cannot be charged to EBID.

7.2 SITES VISIT

Following the demonstrations of the proposed software, EBID shall visit the different

sites where the short-listed contractors have already completed installations

7.3 ERRORS COMMITTED BY THE BIDDERS OR CONRACTORS

EBID shall require of bidders and contractors to comply with the highest standards of professional ethics during the procurement and implementation of these contracts.

EBID shall reject any bid or cancel any proposal for award where it determines that the proposed or successful bidder is directly or indirectly guilty of engaging in corruption or fraudulent, collusive or coercive practices for the award of this contract or during its implementation.

EBID shall sanction any bidder, successful tenderer or contractor where it is established that the tenderer, successful tenderer or the individual engaged in corruption, fraudulent dealings, collusive or coercive practices with a view to obtaining this contract or during the implementation of the contract.

7.4 CRITÈRIA OF ORIGIN

EBID shall require bidders to ensure that supplies and services meet the criteria of origin (country of origin) as stated by them and their partners in the project.

7.5 CONFIDENTIALITY

EBID shall require of bidders to uphold the highest sense of confidentiality regarding all information that may be in their possession throughout the process.

7.6 PRÉFÉRENCE MARGIN

EBID will not apply any preference margin.





7.7 PERFORMANCE GUARANTEE

EBID shall require the successful tenderer to provide a performance guarantee of the contract. Failure to provide this performance guarantee shall constitute sufficient grounds for cancellation of the contract. EBID may award the contract to the next tenderer whose tender is considered to be substantially in conformity with the tender dossier and classified second, and who has the requisite qualifications to perform the Contract satisfactorily.

…/…





8 LIST OF ANNEXES

Annex 1: Required features;

Annex 2: Expected benefits;

Annex 3: General information about the supplier and the software package;

Annex 4: Indicative table of the Implementation Plan;

Annex 5: Presentation of the Implementation Team and their CVs.

…/…





ANNEX 1: REQUIRED FEATURES A

Legend of the table of required functionalities:

In the table below, the column labelled “Required or Option” indicates whether the specificity

is an immediate requirement (Required), or whether it may take some time before it is

configured or used (Optional).

The bidder shall indicate and describe the software product support levels for each

requirement item : Fully Supported, Partially Supported, or Not Supported, as defined in

the table below:

(1) Fully Supported The desired requirement is supported as standard or customisable in

the software package.

(2) Partially Supported The desired requirement exists in a separate option of the package,

or will be developed in a new version, or where only a few

specifications exist. .

Please provide explanations and additional costs of the

development. .

(3) Not Supported The desired requirement is not covered by the software package or

the system.

The bidder shall indicate, for each specification item, the level of supports "1, 2, or 3" in the

appropriate column.

Where the requirement is fully supported, enter "1".

Where the requirement is partially supported, enter ''2'' and provide explanations and additional cost of development.

Where the requirement is not supported at all, enter "3". The bidder may provide the necessary details on all other levels of support.





Repository management

Minimum Requirements Definition of the administrative and general settings The Software package should:

R= Required O= Option

Level of support (1, 2, 3)

Support level details

1. take into account the main settings of secured administration of the software package:

user codes, password;

user profiles to manage levels of intervention in the system (processing, control and validation, consultation);

variable menu according to users.

R

2. allow management of the main general settings of EBID: . EBID Head Office; . other EBID entity; . organisational unit; . Payroll Calculation Currencies (UA and CFA F); . currency of payment of salaries ; . banks for paying salaries ; . liaison banks; . etc…

R

3. allow the management of third parties necessary for the management of Human Resources of EBID:

CRRAE-UMOA;

Tax authorities of the host country;

NSSF (National Social Security Fund).

HR Management

Minimum Requirements The Software package should:




4. ensure a general management of HR processes and basic data as well as its management through decision analysis and reporting.

R

5. ensure management of several legal entities of EBID in a single or more reference system. R

6. allow the different legal entities of EBID to align themselves with a single pay system configuration.. O





7. define the organisational structure of EBID (Board of Governors, Board of Directors, ( Office of the President , The Vice-President , Departments, Divisions, etc.).

R - -

8. define the organisational structure even where it is not hierarchical (flat structure). R

- -

9. allow each staff member to be linked to an economic structure, with the following possibilities:

linkage to a single economic structure;

or attachment to several economic structures by indicating a percentage distribution.

- - R - -

10. organize economic structures hierarchically. O

11. allow each staff member to link up with:

a immediate supervisor ;

and/or an Operational Officer .

R - -

12. allow management of non-payroll staff (e.g. subcontractors). R

- -

13. manage the following profiles: Candidate, Trainee, Employee, External service provider, Interim staff.

Other profiles?

R - -

14. allow automatic assignment of staff numbers in sequence. R

- -

15. allow the issuance of staff numbers that the Payroll Officer may amend before final posting. R

- -

16. assign numbers that are not necessarily numeric. R

- -

17. allow staff numbers in a configurable format, thus making it possible to manage different numbering sequences. R

- -

18. allow, in addition to the staff number, definition of additional unique identifiers, such as aliases of some letters. R

- -

19. Allow for filling the staff members table by importing files during initial setting and normal input. R

- -

20. customise the structure of the information (tables and files) associated with the staff within the limits of the system. R

- -

21. allow storage of the employment contract of each staff member in electronic form either by integration with the database or in the form of an external file address.

R - -

22. define different models of employment contracts. R

- -





23. define different part-time modalities with the use of the concept of « Full Time Equivalent » (FTE). O

- -

24. allow users to keep a record of dated actions or events pertaining to each staff member (promotions, increments, disciplinary measures, sick leave, etc…).

R - -

25. organize the tasks to be performed during the following actions or events: (Hiring, end-of-service, change of assignment, promotion, etc...).

R - -

26. support HR processes through workflow functions, including electronic validation of the steps. R

- -

27. allow workflow to trigger e-mail notification to system users, affected staff, and their immediate of functional supervisors .

R - -

28. allow saving of standard mails and sending them to several members of staff at the same time by means of multiple merger and print functions, and/or e-mails.

R - -

29. Analysis, models and simulations :

analyse the distribution of the payroll by type of population,

by a sub-group determined according to the organisation, for a

selection of staff members, for a specified period, or for various

other criteria.

R - -

30. allow for modelling all the items of remuneration (fixed, variable, incentives ...). R

- -

31. allow definition of compensation models by assembling the various items and then associating them with the staff. R

- -

32. allow simulations on the Payroll by applying the following assumptions:

increase or decrease in the number of staff in one or more selected categories;

increase or decrease in the average level of remuneration in one or more categories of staff;

application of an overall rate of increase;

addition, deletion, increase or decrease of an incentive or remuneration item on a selection of employees.

R - -

33. allow simulation recording and comparison. O

- -

34. allow integration of this function with the function 'Annual Assessment' of the Bank staff. R

- -

35. allow organisation of the wage increase sessions by means of workflow functions.

R - -





Management of provisional jobs and skills

Minimum requirements The Software package should:




36. allow implementation of all the functionalities and tools related to the process of provisional jobs and skills:

job knowledge tools;

forecasting tools;

monitoring tools. - Dashboards for tracking jobs (number of employees,

age pyramid, transfers, retirements, etc.); - Monitoring and alert indicators (turnover, monitoring of

strategic jobs, absenteeism rate, etc.).

R

37. Knowledge of jobs: allow the definition and registration of a nomenclature and a description of jobs in the Bank: job description and standard employment form.

R

38. enable the definition and recording of job mapping to identify the Bank's key occupations, standard jobs and internal job mobilities.

R

39. allow the definition and registration of the Bank's competency framework to identify the main competencies required for each job and skills of the staff.

R - -

40. Forecasting /projection: allow the production of indicators making it possible to forecast the quantitative trend of current jobs.

R - -

41. identify future needs:

staff movement table (entries / exits) ;

other possible tables.

R - -

42. Monitoring of projections : allow the production of job-tracking dashboards:

staff strength;

age structure;

changes;

retirements.

R - -

43. allow production of monitoring and warning indicators:

turn-over ;

monitoring of strategic professions;

absenteeism rate.

R - -

44. be integrated with the function of the annual staff assessment of the Bank R

- -





Management of staff recruitment and integration





45. cover entire stages of the recruitment process:

drafting of the recruitment request;

demand analysis or diagnosis of vacancies;

advertisement of the job openings ;

automatic pre-selection of applications on a multi-criteria basis;

reception and selection of candidates;

hiring decision;

communication of job offers to candidates;

induction of new employees;

preparation of the employment contract;

signing of contract ;

creation of new employee file;

monitoring of the probationary l period with an alert;

confirmation of probationary period.

R

46. allow logging of annual recruitment planning at the beginning of every accounting year. R

47. allow internal, external and mixed recruitment. R

48. Job offers: be able to define vacancies. R

- -

49. allow publication of job advertisements on a website (Intranet and/or Internet). R

- -

50. link job vacancies to job descriptions. R

- -

51. allow registration of internal as well as external applications. R

- -

52. allow registration of the source by which candidates have responded to an employment advertisement. R

- -

53. allow management of job offers by qualified recruitment firm . R

- -

54. allow establishment of a job exchange to inform staff members about the possibilities of internal mobility. R

- -

55. Pool of candidates: register spontaneous applications (not related to a job offer). R

- -

56. be able to save the CVs of candidates to be registered in a structured way in appropriate sections, and/or automatically from the CV provided by candidate.

R - -





57. include a multi-criteria search engine to identify potential candidates for employment. R

- -

58. interface the main recruitment packages in Cloud via the Internet: Receipt of applications including online. R

- -

59. be integrated with the Payroll function. O

- -

Management of staff assessment





60. allow on-line monitoring of the entire staff assessment process:

Preparation of the assessment: - development of guidelines for assessment; - transmission of forms and assessment forms.

Organisation of the assessment: - preparation of the individual interview; - organisation of the interview.

Approval of the overall assessment;

Redress measures for the employee in event of disagreement with the assessment;

Utilisation of the assessment results.

R

61. allow the staff member and the evaluators to record and process the forms and assessment forms on-line. R

62. allow the two-variable system of staff assessment: individual performance and collective performance. R

63. take into account the achievement of the objectives by the staff member and level of competence. R

- -

64. allow workflow tracking of the entire process within the deadlines. R

- -

65. be integrated with the Payroll simulation function to test the results of wage increases. R

- -

66. be integrated with the Payroll to take into account the results of the annual assessments. R

- -





Management of training and skills development





67. provide information to help organize and monitor the training stages of the Bank's staff from the beginning to the end:

identification of training needs;

development of the draft training plan ;

finalisation of the training plan;

implementation of the training ;

post-training monitoring.

R

68. Preparation of the training plan: draw up the multi-annual training plan. R

69. allow the entry of the annual training plan. R

70. allow setting up of a training catalogue. R

- -

71. Implementation of the training plan: allow participation of the staff member in training sessions. R

- -

72. send notifications of the training sessions to staff member. R

- -

73. link training to the trade benchmark in order to establish training programmes necessary for staff career development . R

- -

74. Appraisal of training activities: automate the production figures of the annual training report. R

- -

75. allow individual monitoring and evaluation (during and after) of staff training. R

- -

Career and Mobility Management


R= Required O=Option



76. allow definition of career path(s) and involve staff. R

77. allow monitoring of the seniority of each staff member at his or her position . R





78. enable management of talent and high potential through annual appraisal and individual skills assessments. R

79. allow the setting up of a mobility plan, based on:

mobility « lineal job mobility » (vacancy or the creation of a new position);

planned mobility (succession or succession planning and talent management through promotion of the most deserving).

R - -

80. allow for the establishment of a succession or replacement plan for all key or strategic jobs. R

- -

81. link or integrate the Mobility Plan with that part of the corresponding training plan. R

- -

82. allow the definition of a core competency framework . R

- -

83. make it possible to use competences as a criterion for staff sourcing. R

- -

84. allow logging of staff experiences, such as participation in internal or external projects, implementation of skills, etc. R

- -

85. allow integration with the semi-annual or annual staff assessment process. R

- -

Payroll Management

Minimum requirements The Software package should

E= Required O=Option



86. Configuration: be delivered with a pre-setting of pay consisting of a collection of payroll items. R

87. inform EBID of the settings updates related to the trends in legislations. R

88. allow Payroll items to be assigned to staff members according to where they belong (category). R

89. save history of the settings for timely identification of different versions. . R

- -

90. allow logging of changes to production settings (source, date and time of changes ). R

- -

91. cc fy and test the setting without disrupting the operation. R

- -





92. allow setting of items whose calculation is based on the month of the year and on a pro rata basis (payment of half of the 13th month in June and December).

R - -

93. allow textual information to be included in the headings, the content of which will be dynamic : reminder of the dates and the number of days taken during the period, dates of sick leave, etc.

R - -

94. Operations: monitor the progress of monthly payroll development tasks (steps of the process). R

- -

95. import, approve and load monthly Payroll items from a file. R

- -

96. export monthly Payroll items to other databases or flat files. R

- -

97. be integrated with the SUNSYSTEM Accounting Software Package. R

- -

98. Printing and Archiving: print all mandatory Payroll documents:

Pay slip;

Statement (or Payroll Status);

Declaration to social bodies;

Declaration of taxes on wages.

R - -

99. allow printing of pay slips on blank pre-printed form. O

- -

100. allow printing of pay slips directly on plain sheets. R

- -

101. allow reprinting of previous pay slips. R

- -

102. allow systematic electronic archiving of pay slips. R

- -

103. allow alerts to be taken into account in the Payroll system.

- -





Management of Leave and Permissions





104. monitor all the processing stages of Leaves and permissions:

Preparation of the annual leave schedule;

writing of leave request;

assessment of the leave request;

refusal: notification of reasons;

agreement: processing of the application;

postponement of leave;

resumption of service;

statistics by type of leave;

verification of entitlements (case of home leave).

R

105. allow the setting of types of holidays and permissions of EBID:

annual vacation;

home leave;

special leave;

sick leave;

maternity leave;

paternity leave.

R

106. allow individual monitoring of Leave and permissions with a warning system. R

107. allow staff members to make requests for leave and permissions directly in the system. R

- -

108. include a workflow to timely manage the leave and permissions approval process.. R

- -

109. allow payment of home leave by the types of payment in force in the Bank. R

- -

110. be integrated with the SUNSYSTEM Accounting software package. R

- -





Management of Missions





111. provide on-line coverage of all stages of processing missions and official trips, within the deadlines:

request for authorisation to proceed on mission;

approval of the mission;

preparation of the mission;

organisation of the official trip;

disbursement and calculation of mission expenditure;

production of the mission report;

justification of mission expenditure.

R

112. allow setting of the types of missions and official trips of EBID:

official mission;

initial appointment (recruitment);

official mission;

transfer or change of duty station;

home leave;

cessation of employment ;

travel for medical reasons;

travel for security reasons;

training mission.

O

113. allow staff members to retire their official mission and official trips expenses directly into the system.

R

114. include a workflow to manage the approval process for official missions and trips. R

- -

115. allow automated reimbursement of mission and travel expenses :

by Payroll;

by Cheque;

other means.

R - -

116. be integrated in the SUNSYSTEM Accounting Software package.

- R - -





Staff Loans Administration

117. monitor all the processing stages of loans granted to staff members, taking into account the types of loans and guarantees:

advance on salary;

salary advances;

staff Loans;

online simulation;

guarantees.

R

118. allow the staff member to submit Loan application online. R

119. include a workflow to manage the Loan approval, payment and repayment process. R

120. allow early repayment of loans using the types of payment in force in the Bank. R

- -

121. be integrated in the Payroll function. R

- -

122. be integrated in the SUNSYSTEM Accounting software package. R

- -

123. allow viewing and production of amortisation schedules of loans and advances.

124. prepare individual and collective statement of staff financial commitments to date (nature/type of Loan, date of preparation and closure, capital, number of months repaid, amount outstanding, etc.).

- -





Management of issuance of administrative documents





125. allow the stages of production of administrative documents to be monitored within the deadline: preparation of the application; approval of the application; submission of the document to the staff

member.

R

allow staff to request the preparation of various administrative documents (work certificates, etc.) online.

R

126. include a workflow to track each stage of the application process within the set deadlines. R

127. integrate a fully transparent electronic signature management system for users - more precisely by taking the digital signature of those responsible for signing the documents to be delivered and managing these signatures in a fully encapsulated manner in the system (not digitisation of signature).

Management of end-of-service disengagement





128. monitor all the stages of the termination of the employment contract, according to the following types of cessations :

: Dismissal : - finding out of fault; - referral to the Disciplinary Board; - notification; - appeal ; - payment of entitlements.

Resignation: - notification of resignation; - examination of the resignation ; - payment of entitlements.

Retirement (early or normal): - notification of retirement; - payment of entitlements.

Death:

R





- payment of funeral expenses ; - payment of entitlements.

129. record all information relating to each type of breach of contract:

calculation of entitlements: (end-of-service premium, compensatory allowance for paid leave, relocation bonus, exceptional reward, souvenir gift);

Issuance of payment vouchers;

payment of entitlements and computation.

R

130. include a workflow that allows each step to be processed within the set deadlines. R


- -

Management of social benefits


R= Requis O=Option

Niveau de support (1, 2, 3)


132. monitor all stages of the management of benefits R

133. allow the following types of social benefits to be processed:

tuition fees;

medical fees;

pharmaceutical expenditure;

gifts in event of happy and unhappy occasions .

R

134. allow the staff member to log claim for benefit online. R

135. include a workflow to process each stage of benefit management within the time set. R

- -


- -





Management of the Self-Service Portal





137. include an Intranet portal enabling staff members to access the system.

R

138. make available the following functions:

consultation and changing of personal data (address, bank details, etc ...);

consultation of Payroll information (printing of pay slips, annual cumulative ...);

leave requests and permissions (see Leave and Permission Management);

declarations of mission expenditure (see Mission Management);

information published by the Human Resources Department;

provision of standard forms addressed to Human Resources.

R

Management of leaves of absence, secondment and specific situations





139. administer and monitor the non-operational staff of the Bank in specific positions (leave of absence , posting, transfer, etc.), conditions, underlying reasons, consequences on their administrative status:

indicate the exact position (leave of absence , secondment ) of non-operational staff and monitor the periods, including successive renewals with an alert system;

specify the conditions for non-payment or payment of remuneration (either in whole or in part by the Bank or reimbursed to the Bank by the Member State or host organisation) and pension deductions.

R





Function Reporting

Minimum requirements The Software package should

R= Requis O=Option

Niveau de support (1, 2, 3)


140. have a configurable and flexible tool allowing users to set up reports and dashboards according to the desired criteria.

R

141. compare reality and assumptions. R

142. provide a scoreboard with relevant indicators on the activity, trends and HR status of the Bank. R

143. provide reports (hard copy or virtual) of performance measures and the overall result by staff member, by category or grade of staff, and by organisational unit.

R

144. The Software package should be capable

of producing:

. Statement of monthly contributions to the

CRRAE-UMOA pension plans RRPC, RCPNC,

FRC through a system of : staff number,

surname, other name (s), contribution base,

employer share with precise rate, employee

share, total share, date of affiliation to

pension plan;

. annual statement of pension contributions

made up with the above information;

. The same statements should be available for

other pension plans (CNSS, Provident Fund,

ECOWAS Pension Fund);





. table of trends in staff complement and

payroll;

. table of distribution of payroll by category,

gender, type of contract, organisational unit,

etc.);

. age structure;

. Assessment of turnover;

. Personnel file of each staff member (staff

number, surname, first name (s), gender,

grade, date of entry, date of birth, type of

contract (FTC, OEC , etc.) previous, current

position, certificates, number of years in the

Bank, nationality, number of children, etc...;

. summary of staff financial commitments to

date (nature/type of Loan, date of

establishment and closure, capital, number of

months repaid, amounts outstanding;

. summary of staff financial commitments to

date (nature/type of Loan, date of

establishment and closing, capital, number of

months repaid, outstanding, repurchase date,

etc…);

. Status of tuition fees per parent and per

annum (Grade, name of staff, amount in UA

and FCFA , dependent children and date of

birth);

. Status of leave benefits for non-professional

staff per parent and per annum (Grade, name

of staff, amount in UA and FCFA , wife,

dependent child and date of birth;

. summary statement of payment of

allowances for home leave for professional

staff by parent and per annum (grade, name

of staff, amount in UA and FCFA , wife,

dependent child and date of birth and date of

last payment;

. monthly, quarterly, semi-annual, and annual

status of different types of Loans, including

tripartite agreements;

. dashboard of the different types of Leave

(sick, annual, special etc.);





Produce a report on the training history received by each staff (type of training, number of training hours, training period.

145. Social Report - Total staff strength as at 31 December

(staff number, surname, other name (s), gender, grade, date of entry, date of birth, type of contract (FTC, OEC , etc.), date of retirement, current position, certificates, number of years in the Bank, nationality, number of children, etc.);

- workforce on permanent contracts; - Number of employees on fixed-term

contracts (period of fixed-term contracts, period of alert before the end of the period;

- Average monthly turnover for the year under consideration;

- breakdown by gender and by category of total enrolment as at 31 December;

- age distribution of the total staff complement as at 31 December;

- breakdown of the total staff complement according to seniority as at 31 December;

- breakdown of the total number of staff as at 31 December according to nationality;

- breakdown of the total staff strength as at 31 December by grade;

- breakdown of staff members by category Directors, (Chairman, Vice-Chairman), professionals (Directors, Advisers, Heads of Division, other professionals), by Member country and their contribution to the capital;

- number of employees belonging to an outside firm;

- number of trainees; - average monthly number of interim or

temporary employees; - average duration of temporary

employment contracts; - number of hires per contracts of

employment of indefinite duration; - number of hires per fixed-term

employment contract; - number of resignations;





- Number of dismissals for economic reasons, including retirements and early retirement;

- number of dismissals for other reasons; - number of deaths; - promotions carried out during the year; - breakdown of gross Payroll by level of

qualification; - information on hygiene, safety and

health; - information on labour relations and staff

representatives; - information on training (number of staff

trained during a given period of the year and at the end of the year, training Modules carried out, names of training beneficiaries, number of training hours.

-

Have a reporting tool

Architecture and IT Integration





146. meet the following technical requirements:

be a modular and integrated solution with web-oriented interface;

rotate in an environment Relational databases (widely used) to facilitate interfaces, statistics and queries;

have built-in management capabilities for processing as well as backups and restoration of databases and environments, including an alert system;

have a simulation tool;

allow multi-channel contact with Partners and Borrowers;

have user-friendly procedures and /or user guides that will be easy to update when implementing new products to be interfaced ;

have been developed with standard norms to facilitate the management of Patch Management (versioning);

R





have a technical documentation allowing a transfer of competence and continuous training;

be able to connect permanent, temporary or mobile representation points;

have a degraded operating mode including a clear implementation and fall-back procedure;

ensure traceability of all the actions carried out on the system with integrated investigation tools;

facilitate collaborative work by automating processes in different areas, through customisable workflows that integrate file and document management and sharing, alert messages and transaction processing time monitoring.

147. NEW ESSENTIAL NEEDS Decision-making tables (trends in the main aggregates in relation to the budget)

148. meet the following requirements on application integrations and interfaces:

manage a native interconnection with current software packages and standards;

be homogeneous in terms of architecture, manpower-machine interfaces and administration;

offer a real flexibility of the setting and an adaptability of the solution to the organisational changes;

be open on technological standards;

allow interfacing or integration of our existing applications such as: - SUNSYSTEM: Accounting and Finance; - Outlook Messaging: Automatically sends

alerts and reports to specific recipients.

R

149. be implemented as part of project management that ensures migration of all current HRIS data. R





In this context, the software developer must

provide:

a detailed specification booklet enabling the Bank to produce the information needed to retrieve data from HRM CRISTAL in the new system;

powerful tools allowing the loading of data from HRM CRISTAL, guaranteeing the consistency and integrity of the information.

150. meet the following requirements with respect to data and application security:

secure password management (encryption, configurable administration policies);

manage user rights administration capabilities by business profiles and user privilege level;

block administrator access to the most sensitive data such as remuneration;

ensure the technical and functional traceability of the database: detailed logging of events and exhaustive and flexible request tools;

ensure data security: confidentiality, integrity and availability;

manage a strong and unified authentication system (SSO: Single Sign-On);

Consider the OWASP (Open Web Application Security Project) recommendations.

R





ANNEX 2: SERVICES EXPECTED

Approach and Implementation Plan

Information Response

1. Describe the services you are proposing to implement the solution. Specify the methodology and the different phases

-

2. Specify the schedule that you think is necessary by detailing it phase by phase

3. Estimated time between the signature of the contract and commencement of the proposed system implementation

4. Estimation of the time between the implementation commencement and start-up of the proposed system

Business Process Re-engineering (BPR)


1. Describe in detail your assistance in the Business Re-engineering Process

-

Support


1. Describe the support that your company is able to provide on an on-going basis for the proposed solution.

2. Describe the billing method for this service and specify the terms and conditions.

3. Specify how the support is provided : - hot line telephone (hours and guaranteed

response time); - remote access (yes /no) ; - on-site navigation (deadline).





4. Do you offer an initial support period without billing after start-up? How long is it?

Maintenance


What services are covered and which are not covered

by the maintenance?

Can maintenance be done remotely?

In general, do you develop specific maintenance for

your customers?

If so, what procedure do you follow?

How is the specific maintained?

Do you allow the development of specific maintenance

by your customers?

Do you offer a framework for programme

development?

What is the mode of interfacing these specific with

your solution?

Guarantee

Guarantee period for the proposed product

Guarantee period for new versions

Guarantee period for any new developments carried

out for EBID





Trends

What changes are covered by the maintenance

contract?

What is your version change policy?

What items are invoiced to EBID for a change of

version?

Training


Present your service in terms of training, proposed

documents and support.

What is the profile and experience of the trainers?

Describe the training required to set up the system

(content and duration)

Describe the training required to administer the

system (content and duration)

Describe the training required to use the system

(content and duration)

Number of persons admitted per training session





Documentation


Type of documentation available

a) Users Manual

b) Administrator's Manual

c) Technical documentation

d) Definition and structure of databases

Online Documentation

a) per module

b) by function

Accessing help screens without leaving the current

screen





ANNEX 3: GENERAL INFORMATION ON THE SOFTWARE DEVELOPER

AND THE SOFTWARE PACKAGE

Presentation of the Software Developer


Full company name and legal status

Year of establishment

Total number of employees

Breakdown of employees

a) product development

b) support

c) implementation

Number and location of offices

Geographical area covered by the support system

Location of Head of the support centre

Number of employees in the support centre

Describe the company’s activities

Provide the name, title, e-mail address and telephone number of the main contact in charge of monitoring of this

tender.





Presentation of the Software package


What is the name of the proposed solution?

What is the proposed version?

For the proposed solution:

a) design date

b) date of first installation

c) number of versions

d) date of latest version

e) language of the latest version


Number of companies using your solution in the

world

Number of companies using your solution in the

ECOWAS zone

Contact details of three references currently using

your solution and likely to be contacted






Name of company

Contact addresses

Contact person

Sector

Installed version

Hardware platform used

Operating System DBMS (SGBD)

Date of first installation

Information 2 Response

Name of company

Contact addresses

Contact person

Sector

Installed version




Information 3 Response





Name of company

Contact addresses

Contact person

Sector

Installed version








ANNEX 4: INDICATIVE TABLE OF THE IMPLEMENTATION PLAN

Steps Activities

Deliverables Key Dates Resources

Software

developer

Resources

EBID

- - - - -





ANNEX 5: PRESENTATION OF THE IMPLEMENTATION TEAM AND

THEIR CVS

Role and responsibilities of different resource persons Indicate the number of people for each position (one line per person)

Information Responses

Project Director

Project Manager

Functional Expert 1

…..

Technical Expert 1

……

CVs of the Implementation Team members (Format)

Position:

Surname and other name (s):

Date of birth:

Profile: Describe the areas of competence of the expert

Role and Responsibilities in the project: (refer to Section 8.4)

Also specify for each CV the roles and responsibilities assigned to this Project for each

Module.





Experience-Projects: Indicate the projects in which the expert had participated, the level

of responsibilities in these projects, the institution, the period and the place.

Work experience: For each expert, list past work experience in reverse chronological

order, beginning with current position. For each job, indicate the dates, employer's name,

job title and place of work.

Training: Summarize the academic and other specialized studies of the expert by

indicating the schools or universities attended, dates of attendance and certificates

obtained.

Languages: Indicate for each language the level of knowledge:

fair/average/good/excellent, for ability to read, write, speak.

Declaration:

I, the undersigned, certify in all honesty that the above information accurately reflects

my status, qualifications and experience.

Signature day/month/year

Surname-other name (s)
