TEAM BUILDING

5/15/2021
WORKSHOP
FACILITATION FOR
JSI-SAFE STAFF.
TECHNICAL
PROPOSAL FOR THE
CONSULTANCY
SUBMITTED TO
USAID JSI SAFE
PROJECT.

Catherine Mwanza

EXODUS MANAGEMENT DEVELOPMENT CONSULTANCY

 Plot SS 2085, Airport Road,
Lusaka
Email;
dchinkusu@yahoo.co.uk

Tel; 0975636791/0955636791.

The COP- JSI SAFE Project/ F&O

Plot 45/5/B Inchito Complex,
Kabulonga, Lusaka
Zambia.
Dear Sir/Madam,
RE; REQUEST FOR QUOTATION; 21L081
We refer to the above RFQ issued on 11th May, 2021. Exodus Management Development
Consultancy (EMDC) is excited to take up this opportunity and therefore, we offer our
consultancy services to carry out TEAM BULDING FACILITATION to your staff as per your
RFQ.
In this regard, we endeavor to submit our both technical and financial proposal for your attention
and we hope that they will suffice in line with your expectations.
We shall appreciate your favorable response.

Yours sincerely

Davies Chinkusu,
MANAGING CONSULTANT-EMDC
1.0 INTRODUCTION.
Exodus Management Development Consultancy is a Zambian private firm that was founded and
registered in 2010 to promote and develop organisational capacity through the provision of Management
and People solutions. The firm focuses on helping organizations achieve competitive advantage through
developing winning strategies that directly impact on enhancing performance, business results, effective
learning and development with the sole aim of building organizational team spirit and growth.
Vision; “To be the most competitive and leading provider of Management solutions in Africa.”
Mission;“We provide Quality and Competitive Management and People solutions in organizations in a
professional and ethical manner in order to enhance productivity and organizational success.
 Our Values; Honest, Fairness, Impartiality, Transparency Friendliness and
Innovation

2.0 EMDC ORGANIZATIONAL CAPACITY BUILDING AND TRAINING

EXPERIENCE.
 Employment and Labor Law Training- Zesco Limited 2011
 Performance Management Training-Times of Zambia-2012 and EIZ 2014
 Development of Human Resource Manual for Woman Legal Aids Clinic- 2013
 Labor Law training and Development of the Disciplinary code of Conduct- Road Transport Safety
Agency-2014
 Review of the conditions of Service/Collective Bargaining-ZISC-2012 and 2014
 Review of the Condition of Service-Zambia Bureau of Standards- 2015
 Development of HR and Governance Guidelines-Football Association of Zambia-2015 to 2016
 Job Evaluation-Football Association of Zambia-2015
 Development and Implementation of the Strategic Plan-FAZ-2015
 Leadership and Change Management training- MoH- 2017
 Performance Management training-MOH 2017
 Development of the strategic Plan-Ministry of Health-2017
 Leadership and Governance Training-Local Government Association of Zambia 2016
 Employment law and Strategic HR training –Zesco Limited 2018
 Review of the Conditions of Service-ZABS-2018
 Team Building Facilitation-ZIHRM 2019
 Review of the Conditions of Service for Air Namibia- For compliance with the Employment Code no
3 of 2019.- (2019)
 Development of a Strategic Plan- Chreso University-2020
 HR Strategic Management training-ZIHRM (2014-2020)
 Team Building ZABS, 2020
 Facilitated Team Building and Wellness Retreat for AU-SARO 2021-Malawi
 Restructuring and Job evaluation for ZIHRM Secretariat-2021
3.0 ABOUT USAID JSI-SAFE PROJECT
We understand that the USAID-JSI-SAFE is a five-year project which is led by JSI in partnership with
Abt Associates, mothers2mothers, and the Catholic Medical Mission Board, which works to reduce HIV
mortality, morbidity and transmission, while improving nutrition outcomes and family planning
integration in three provinces: Central, Copper belt, and North-Western. USAID/PEPFAR SAFE works
with the GRZ, private sector and civil society institutions at the national, provincial, and district level to
increase access to ART for HIV positive adults and children, reduce the incidence of new infections,
improve Nutritional Assessment, Counselling and Services (NACS) and family planning services, and
increase the capacity of local health institutions to better serve affected populations.
4.0 OUR COMMENTS ON THE TORS FOR THE TEAM BUILDING WORKSHOP
FACILITATION USAID JSI PROJECT.

4.1 Objectives.

a. Teamwork for purposes of boosting team performance.

The training will be focused on interventions that will encourage effective team performance. Emphasis
will be to define individual appreciation and contribution in the team, that is to focus on team roles so that
individual team players will appreciate that their contribution in the team creates a big boost in team
success. Participants will be influenced to beginning to see the greatness of TEAMS as compared to
individuals.

b. Focusing on the role JSI SAFE projects plays in saving lives and our role in sustaining the Project.

It will be necessary to analyze the objectives of the project and speak about them during the training. The
participants will have to link their various roles and how they contribute to saving lives in the real sense.
They will be involved in an activity which will bring this realization, that through their team roles, they
must be seeing the bigger picture as defined in the overall project objectives. The Consultants will quickly
study the project objectives, mission and vision so as to develop activities tailored to the effective link
between project teams and objectives.

c. Collaboration and fostering innovation and creativity

The training will be developed on the basis of creating innovative options. Teams will be encouraged
through various activities to think beyond the box and look for more effective solutions as a basis for
more efficient and coherent teams. There will be the need for speaking highly and propose for the
documentation of success stories to encourage a higher degree of collaboration and initiative. Team
cooperation will be emphasized through role plays and this will bring realization of the value of
collaboration in achieving more milestones.

d. Communication and socialization within the team

The failure of having stronger teams is as a result of poor communication. This training will encourage
team interaction irrespective of level of seniority or across departments. Staff will be encouraged to know
each other and propose how best they will need to communicate. Activities will be defined to engage
participants into games that will enhance communication and eradicate some pre-conceived
misconceptions.

e. Emphasis on upholding the core values of JSI Inc. in our daily roles

Participants will have an opportunity to relate how their participation in teams will relate to the core
values of JSI. They will have to demonstrate through various activities how their roles in teams will be
reflective of the of the image and values of the project. They will have to understand how core values can
create the necessary synergies for the success of the project goals. The Consultants are aware that there is
need to enhance team cohesion. So all efforts will be focused in this case to reinforce and uphold the core
values so as to create an environment characterized by an expected value culture which make it easier for
team players to settle in a work environment characterized by an expected standard way of doing things.

4.2 Scope of services.

We understand the scope of work that it involves facilitation and moderation aimed at improving
horizontal and vertical communication within the SAFE Project. The team building program should be
creatively organized to include sessions aimed at helping the staff to identify the interrelationship
between their roles and the Project role that ensures the optimal delivery of the program outputs, better
communication and enhanced team work. The facilitator is expected to focus on synergies of roles in
team performance.

EMDC has the necessary competences to carry out this assignment as defined in the scope based on many
similar assignments done elsewhere. From previous experience, we have developed similar programs
where we have developed a sense of appreciation amongst various level of staff and we shall Improve
communication vertically and horizontally in the project through our sessions and group activities. The
training will create better attitudes and stronger bonds for employees so as to align them towards the
project goals and values.

4.3 Participants

The Consultant is aware that training will start with the initial Lusaka Safe Project staff comprising of 50
employees +/- with a possibility of scaling the training to staff in the Regions based in Central, Copper-
belt and Northwestern Regions. It will therefore be prudent to carry out the training in the groups of 25 or
30 per day for easy facilitation and group activity.

4.4 Expected Outputs;

EMDC understands the outputs of the Consultancy as stated in the RFQ as follows;

a. Preparatory/planning of the team building retreat workshop - A customized training and team building
plan clearly articulating the objectives of each of the team building exercises; - Interactive and flexible
facilitation tools and material aids prepared prior to the workshop.

b. Facilitation of the team building retreat workshop - Interactive and team building sessions aimed at
identifying deliberate harmonization of the Projects activities through effective communication of its
diverse teams.

c. A brief report to Management, outlining:

 The workshops proceedings and key outcomes;
Recommendations on urgent deliverables to promote communication and team work horizontally
and vertically;
Recommendations on the suggested institutional design/operational design that will ensure
sustenance of the workshop objectives; and
Feedback on the various aspects of the training from participant

4.5. Expected Outcomes

a. A cohesive team that understands individual roles and their links to the overall Projects objectives;

EMDC will achieve this through group sessions and activities. We also understand that team members
will during out training methodology appreciate their contribution to overall project goals. This will be
our focus since our preamble will address the understanding of project objectives, vision, mission and
goals. Participants will assess themselves in relation to how they feel they are contribution to the project
goals and how they can improve their efforts.

b. Improved communication between supervisors and their staff, both horizontally and vertically.

EMDC will during the training facilitation carry out activities that will involve the participation of staff
in various departments and across the structure. They will be asked discuss solutions to improving
communication and suggest ways that this can enhance the achievement of goals. Games for staff will
done involving supervisors and subordinates. This should be able to address communication barriers.

c. Identifying the team’s strengths and capacity needs of members and providing appropriate
recommendations;

d. Meeting the expectations of all staff for the team building exercise.

EMDC will understand the expectations of the participants through an interactive framework at the
beginning of the session. They will be involved in the activities through the course of the training sessions
and at the end they will be given some appropriate evaluation to assess if their expectations have been
met. Generally, we note that Team building must Improve staff commitment and engagement to the
project and EMDC will ensure that the training will achieve the following;

 Develop team cohesion and effective job Performance as a result of stronger teams.
 Create an awareness among staff for the value of team roles as effective in achieving various
project tasks
 Achieve the Vision and Mission of the project with strengthened collaboration amongst project
staff.
 Enhance innovation and creativity for teams and develop a sense of mutual respect and
appreciation of different roles and staff responsibilities.
 Enhance the values of the project

e. Enhancing productivity during the COVID pandemic.

EDMC will encourage teams to discuss practical solutions to the challenges of COVID19. This will be
done through group discussions and short presentations. This can be used a role play to come up with
Business Continuation Strategies (BCS). The effective work of teams can facilitate the achievement of
goals in times of pandemics.

Generally, EMDC understands that at the end of t his assignment, it expected that the JSI-SAFE
Project will;
 Have staff who will understand their organization culture, Mission and objectives and how their
individual contribution, roles link with the overall strategic goals.
 Have a developed sense of unity among staff
 Much more defined and stronger teams in the project.
 Improved professionalism and respect for team roles amongst Project staff.
 Improved communication and motivated staff.
 Efficient and effective workforce

5.0 OUR APPROACH (METHODOLOGY)

Our assignments are done by very qualified HR and Management Consultants who have practiced HR,
registered Fellows of the Zambia Institute of Human Resource Management and have traceable
professional records. Their briefs will be provided and complete CVs attached.
In our approach, we will;
 Establish the basis for the establishment of the project.
 Analyze the JSI-SAFE project objectives, Vision and Mission as provided in the project scope.
 Study the Structure and understand the vertical and horizontal organizational design to appreciate the
nature of jobs available and the associated profiles of the staff on the project.
 Develop and implement the Team building training content which will close up the identified gaps.
 Develop an awareness of the need for Team Corporation with a series of activities and presentations
to the project staff.
 Create participant’s involvement in the training sessions so as to bring out effective solutions to the
barriers to staff cooperation and communication.
 Evaluate the outcomes and assess the benefits of the training sessions.
 Develop report for debrief to management.

EMDC is given to understand that this will be a one-day training program, therefore, we shall try to
address the most critical aspects of the training that will give us answers. The proposed training outline
that will enhance team building will include;
1. Morning session
 Opening remarks by JSI-SAFE Management
 Self- awareness participant’s introductions
 An overview of team building
 Team building methods
 Strategies for team effectiveness (defining goals, frequent communication, responsibility and
dedication, leadership)
 Emotional intelligence and Teams

2. Afternoon session
 Activity one-self- identification (are you a team, what must you do to become a team)
 Presentations
 Activity two (understanding the organization and its values; identify the push factors and retention
factors) This will be tailored to creating collective activities and values that will create staff cohesion.
 One game (participants will pick a name in a box randomly. At the end of the year everyone will buy
a present for the person whose name will be picked as end of year present; this will foster some sense
of need to know the person involved and his or her interests. A sense of unity and bondage will begin
to form thereafter).
 Assessment of training objectives (re-commitment to JSI-SAFE Project values)

6.0 WORK PLAN.

The work plan is defined in the table below;

TIME-HRS PROGRAM RESPONSIBLE OFFICER COMMENTS

0815-0830 Opening remarks JSI-SAFE Project To emphasize free expression
0830-0900 Participants Consultant Participants will say more about
introductions themselves; more than what they
are known about at work
0900-0945 Overview of team Consultant Developing conceptual knowledge
building about TB
0945-1030 Team building Consultant Developing conceptual knowledge
methods about TM methods

1030-1045 Health Break All

1045-1130 Strategies for team Consultant defining goals, frequent
effectiveness communication, responsibility and
dedication, leadership
1130-1215 Emotional Intelligence Consultant Defining how one can control
and Teams emotions in teams

12-15-1300 Plenary session Consultant This will be question and answer

session for the morning

1300-1400 Lunch break

1400-1430 Activity one-self- Consultant Participants will assess themselves

identification if they are a team, if not they will
have to come up with activities that
 will help them work as teams-self
introspection

Group Presentations Details from the self-introspection

1430-1500 from activity one will be documented

Activity two Consultant This will be tailored to creating

1500-1545 (understanding the collective activities and values that
organization and its will create staff cohesion.
values; identify the
push factors and
retention factors)
One game-Pick a Consultant Participants will pick a name from a box
1545-1610 name randomly. At the end of the year everyone
will buy a present for the person whose
name will be picked as end of year present;
this will foster some sense of need to know
the person involved and his or her interests.
A sense of unity and bondage will begin to
form thereafter.

1610-1700 Assessment of the Consultant We will assess if the participants

training objectives have benefited from the training
and foster their re-commitment to
work and the project values, putting
unity and cohesion as the basis for
the new beginning
Closing remarks JSI-SAFE Project To re-commit to team work across
1700-1730 Management. functions and appreciation of staff
efforts in the process of creating a new
beginning.

7.0 FINANCIAL PROPOSAL

7.1 Terms of Payment
EMDC will prefer that 50% down payment is done before the training for the 2 Lusaka sessions and
another 50% on completion of the trainings. For the trainings in the 5 regions, 50% down payment to be
made and another 50% after the trainings and final training report. The quotation is presented below.

QUOTATION -CON21/01
Exodus Management Development Consultancy

Plot SS 2085, Waterfalls, Airport Road, Lusaka

dchinkusu@yahoo.co.uk

Tel; 0975636791/0966168688

JSI SAFE PROJECT

LUSAKA

ZAMBIA

02.05.2021

SN DESCRIPTION QTY UNIT PRICE TOTAL COST

01 Team Building training sessions; aimed at enhancing 50 K3000 K150,000

the performance of work groups, developing
effective team cohesion and communication. Session
will include team building awareness training, team
building activities/games whose outcomes will be to
enhance staff engagement and commitment to the
project goals and core values. The program is
expected to improve organizational work culture and
reinforce staff motivation and stronger teams.

02 Training Materials/packs/pens 50 K500

K25,000

VAT

Total payment (exclusive of travel, venue, and

lodging costs)
K175,000

Exodus Management Development Consultancy (EMDC)-ATLAS MARA, Mulungushi, Branch,

Account no. 009-061-5576004. Tpin; 1000684124

8.0 BRIEF PROFILES OF THE EMDC CONSULTANTS;

8.1 DAVIES S CHINKUSU-LEAD CONSULTANT AND MANAGING CONSULTANT-EMDC
Davies is a professional People Manager and seasoned Management strategist with the ability to initiate
Change in organizations through Learning and Development. A strategic thinker, capable of delivering
exceptional Strategic HR interventions aligned to the business Vision and Mission. He possesses
capability to re-engineer and change Organizations for effective performance. He is an exceptional trainer
and change manager. A key driver of Organizational Effectiveness programs, Organization Development
and advocator of robust Performance Management Systems and people improvement HR best practices.
Davies has provided HR leadership in the Private and non- private sectors, including projects, operating at
Senior Management level. He has supported numerous organizations too as a Consultant, providing a
variety of Human Resource Solutions.
Working as Human Resource for Health Specialist with the Systems for Better Health Project (SBH), he
Provided technical advice to Ministry of Health on Human Resource Strengthening activities. The major
ones being successful the implementation of the Human Resource Information System (HRIS), ranging
from the definition of the hr. processes to end user training, implementation of the Performance
Management Package (APAS) used in the Public sector and the development of the Change Management
Training Model that facilitated acceptance and adaptation to both processes. Davies provided technical
support to the Ministry of Health in developing the HRH strategic plan 2018-2024, currently being
implemented at the Ministry, other areas of support being the review and development of the CHA
training Curriculum, the Induction package for Health Workers including the HW deployment strategy
document.
Davies Headed the Zambia Institute of Human Resource Management (2011 to 2015) and as CEO, he
managed the Institute’s strategy, he developed strategies that strengthened the Regulatory role of the
Institute by ensuring that the HR Standards are implemented in the country. Davies has to date been
involved with the actual training of Human Resource Managers in the country (continuous professional
Development) so as to enhance the HR improved performance and productivity in the country.
Davies headed the HR function at Zesco at Senior Management level and provided HR strategic
leadership in the divisions he headed. (1991-2011). He developed the HR performance systems tracking
and the HR manual which provided policy guidance in the HR management process. He developed the
recruitment policy and has been involved in the recruitment of more than 3000 employees at Zesco.
Davies is a Coach, Trainer and Change Manager. He currently lectures MSc. HRM students at the
University of Zambia. He equally offers practical Training to the HR Managers to enhance HR
management skills at places of work (2011 to date). He has also been involved in the development of the
HR training modules at ZCAS university. Davies has a BA and MA from University of Zambia and the
Institute of Social Studies (Holland) respectively and has more than 20 years practical Human Resource
Management experience having worked at senior level Management at Zesco (18 years), Zambia Institute
of HR Management (3 years) and USAID-SBH project (3 years). Davies is currently the Secretary of the
Institute of Human Resource Management-Zambia and he provides policy guidance to the Institute in
terms of guiding HR management regulation and development in Zambia. Davies is a FELLOW of the
Institute of Human Resource and therefore, strongly capable of offering basically all organizational HR
solutions. He is the Lead Consultant on this project and his valid HR practicing certificate is attached
below.
 NATIONALITY: ZAMBIAN
DATE OF BIRTH: 2.03.66
ADDRESS;
PLOT SS 2085
AIRPORT ROAD
LUSAKA
Tel: 0975636791/
dchinkusu@yahoo.co.uk

CURICULU
M
VITAE;DAVI
ES S
CHINKUSU
DAVIES S CHINKUSU; 2020
PROFESSIONAL PROFILE

Has varied experience in providing strategic Human resource management function in organisations. An
experienced human resource professional with 21 years of significant hands-on experience combined
with a firm grasp of complexities of human resource management from public and private perspective.
Has demonstrable experience in leading and delivering strategic and operational HR service within a
large and complex organisation.

Professional Experience:

organization USAID SYSTEMS FOR BETTER HEALTH (SBH)

Date 8TH AUGUST 2016 TO DECEMBER 2018

Position HR FOR HEALTH SPECIALIST.

 Human Resource for Health Specialist;

Provides technical advice to Ministry of
Brief Description of Health on Human Resource Strengthening
Responsibilities and activities through the SBH project
including;
Duties
 Supported for the implementation of the
Human Resource Information System
(HRIS) and Performance Management
Package (APAS) used in the Public sector.
 Provided technical leadership in the
development, implementation and
monitoring of the National Human
Resource for Health database.
 Collaborated with MOH to establish
baselines for staffing levels, distribution,
attrition and other health worker
characteristics at the community level.
 Provided leadership in the development of
functional linkages between HRH
planning and other technical areas in the
Ministry of Health
 Provided Technical Assistance in the
development of systems that oversee the
long-term and short-term deployment of
health care workers as well as monitor
absence, shortage, and performance
issues.
  Strengthened collaboration between MOH
and other Cooperating Partners supporting
HRH programs to leverage resources for
HRH activities at national and sub-
national levels.

Organization ZAMBIA INSTITUTE OF HUMAN RESOURCE MANAGEMENT-

ZIHRM

Date AUGUST-2011 TO 31st MARCH 2015.

Position REGISTRAR/CEO; ZAMBIA INSTITUTE OF HUMAN RESOURCES.

Brief description of  Headed the Zambia Institute of Human Resources; oversees the
responsibilities and Regulatory role of the Institute in ensuring that the HR Standards are
Accountabilities implemented in the country
 Involved with the Registration and Certification of the HR
practitioners in the country and ensuring that they carry out the Hr.
Practice in line with the HR ethical standard.
 Involved with the actual training of HR so as to enhance the HR
performance and productivity in the country, specifically professional
development.
 Managed council and functional committee/board meetings
 Supervised and Managed Secretariat office of the Institute and
interacts with HR practitioners in the country through the provision
of advice on HR matters.
 Provided Human Resource solutions on behalf of the institute in
organizations through consultancy services and Training.
 Arranged and prepared calendar programs for the institute
(Conventions and AGMs)
 Prepared budgets and strategic plans for the institute
 Liaises with functional committees in enhancing the operations of the
institute
 Ensured the availability of latest HR information through networking
with other international professional bodies
 Involved in the actual HR training and preparation of training
materials
 Managed the Institutes’ strategic plan

Organization ZESCO limited

Date 2006– February 2010

Position Senior Human Resource Manager-Southern Division

Brief description of
responsibilities and
Accountabilities
 reporting the Director HR- and Director for Distribution
administratively
 Co-ordinated the human resource function for the Division
comprising 800 employees
 Directly responsible for human resource development and
training, employee wellbeing, and motivation within the Division.
 Gave timely and expert advice to line management in current
employment legislation and other areas of People Management
 Reviewed, implemented and interpreted human resource policies
to ensure they remained effective and relevant to meeting both the
employee’s and organizational needs and expectations
 Performed activities designed to promote and maintain
harmonious relations between staff and management in the
Division
 Policy formulation, implementation and reinforcement
 Incorporated the Divisional HR policy into the corporate strategic
plan and with the other functions in HR, inclusive of training,
staffing and Industrial Relations.
 Designed and implemented the Divisional employee safety plan,
HIV/AIDS and Healthy policy.
 Facilitated the implementation and training of staff in the
PAYROLL AND HUMAN RESOURCES INFORMATION
SYSTEM (PHRIS) that is currently operational at Zesco.
 This was a project that is part of the Business Information System
and completed in 2007.
 Was Team Leader of this project and its currently being utilized as
an integrated HR and Payroll system.

Organization Zambia Electricity Supply Corporation Limited

Date 2002 -2006

Position Manager-Human Resources

Brief description of  In charge of three Directorates of Zesco and reporting

responsibilities and  Administratively to the three line Directors and functionary to the
Accountabilities Director HR.
 Responsible for Generation and
Transmission, Engineering Development, Customer Service and
Corporate Head Office directorates and performed the HR functions as
above.
 Implemented the Capacity Building Project under Power
Rehabilitation Project sponsored by the World Bank to support HR and
Technological development of the Zesco power sector.
 Was HRM for the project which was completed by the end of 2004.
 Formulated HR policies and strategies which were fully integrated
with business strategies in the directorates.
 Developed plans to implement strategies to ensure that the number of
people with right skills and competencies are available to enable the
directorates meet their business strategies and goals.
  Advised on the development of organizational structures,
 Processes and on the management of change in order to
maximize organizational effectiveness.
 Planned and directed employee development, performance
management and career management processes and programs designed
to improve individual and organizational effectiveness.

Organization Zambia Electricity Supply Corporation Limited

Date 2001-2002

Position Lusaka Division Human Resources Manager-

Brief description of  Human Resources Manager for Lusaka Division, and reporting to the
responsibilities and Director HR functionary and Divisional Manager administratively.
Accountabilities  Responsible for implementing HR Policies for the Division including
staffing and Human Resource planning, recruitment and selection,
disciplinary and grievance procedures, implementing the Performance
measurement system for the purposes of organizational Change and
Development.
 Addressed the needs for strategic Change in the Management of HR in
line with the challenges of Commercialization and other business
goals.
 Implemented the conditions of service for staff.
 Advised on HR strategies, policies and practices which
supported the business goals and objectives in the division.
 Planned and implemented employee development programs to
meet identified needs thereby satisfying the company’s
requirements for an effective and multi skilled workforce.
 Provided recruitment and selection service to meet the company
needs.
 Ensured timely HRM reports for corporate decision making

Organization Zambia Electricity Supply Corporation Limited

Date 1998-2001

Position Northern Division Human Resources Manager

Brief description of  Was entrusted to run a more less independent Division as HR

responsibilities and Manager which included Copper belt, Ndola, Northern N/western
Accountabilities and Luapula provinces.
 Co-ordinated the human resource function for the Northern
Distribution and Customer Services Division which had 1050
employees
 Directly responsible for human resource development and
training, employee wellbeing, and motivation within the Division.
 Gave timely and expert advice to line management in current
employment legislation and other areas of People Management
 Reviewed, implemented and interpreted human resource policies
 to ensure they remain effective and relevant to meeting both the
employee’s and company’s needs and expectations.
 Was successful in promoting and maintaining harmonious
relations between staff and management in the Division where one
of the strongest unions at the time was based.
 Contributed in HR Policy formulation, implementation and
reinforcement in line with the Divisional goals.

Organization Zambia Electricity Supply Corporation Limited

Date January to September-1998

Position

Brief description of
responsibilities and
Accountabilities  In charge of the corporate IR policy including the designing and
implementation of the conditions of service for Management
employees, and negotiating the conditions of service and salaries for
represented employees.
 Salary administration, Job evaluation /analysis.
 Contributed to the preparation of the corporate Industrial Relations
policy.
 Involve largely with union negotiations over conditions of employment
and collective bargaining.

Organization Zambia Electricity Supply Corporation Limited

Date 1995-1996

Position Senior Human resource Development and training officer-HQ

Brief description of Reporting to the Manager Training and duties included:

responsibilities and
Accountabilities  Coordination and Preparation of annual training projections for 4,200
employees in liaison with 5 Divisions of Zesco.
 Designing and delivering training programs,
 sourcing of Training Consultants both locally and internationally
 Analysis of training needs for the Company.
 Implementing the Management and Supervisory Development Program
in conjunction with ESBI (IRELAND) (capacity Building project)

Organization Zambia Electricity Supply Corporation Limited

Date 1993-1994

Position Senior Human Resource Officer D&CS

Brief description of  Provided services in recruitment, induction and placement of staff

responsibilities and  Identification of training needs at business unit level
Accountabilities  Provide advice and counselling to junior members of staff
 Preparation of Monthly Manpower and industrial relations returns
 Prepare job offers
Organization Zambia Electricity Supply Corporation Limited

Date 1991 – 1992

Position
Distribution and Customer Service

Brief description of  Arrange transfer and relocation of staff

responsibilities and  Community services
Accountabilities  Processing of retirement, death, worker’s compensation benefits
 Disciplinary case handling
 Prepare Training projections

Key Achievements

 Published literature on the Impact of Structural Adjustment on Labor from the 1980’s with
some special attention to the Zambian case, (1997) Institute of Social Studies, which has
been retained at Library of the above institute and was awarded distinction at MA level
 Prepared a Manpower and Succession Planning Manual for ZESCO
 Updated and integrated all HR management policies into one single document (HR policy
framework) which improved consistency in the application of HR policies and procedures
for Zesco Ltd
 Maintained Industrial peace in Zesco through effective management of unions.
 Implemented successfully a change management program in Zesco through organizational
transformation and Business Re-engineering.
 Designed and implemented leadership and Management Development programs for Zesco
and this enhanced Business Management orientation for Line Managers, most of who had
technical backgrounds.
 Headed a team that led to the successful implementation of the Payroll and Human
Resource Information System at Zesco.
 Designed and Implemented Performance Management at Zesco.
 Facilitated the implementation of Job evaluation at Zesco.
 Completed full course training/lecturing of students at Cavendish University in the
following courses and levels;
 MBA-Strategic HR Management 2008/9
 BBA-Business administration-2008
 BBA-Managing activities-2008/9
 BBA-Human Resource Management/2008
 Facilitated and presented at the Zambia Institute of HRM conference on the topic
CHANGING THE MINDSET OF HR, THE ROLE OF HR IN TODAYS’
COMPETITIVE BUSINESS ENVIRONMENT -2009
 Facilitated the training on Leadership and Change Management at a workshop organized
by ACC to the ICMs (integrity committee members) selected across organizations for the
purpose of institutionalizing corporate Governance issues in organizations- OCT-2010
2013 and 2015.
 Chaired and successfully concluded the negotiations between ZUFIAWU and ZISC
management –DEC 2010
 Chaired ZISC and ZUFIAWU negotiations for the Annual salary adjustment and collective
agreement-2013
  Redesigned the course content and implemented the Continuous Professional Development
Training for HR practitioners at the Zambia Institute of HR which has since been adopted
and has contributed 30% towards the Institute’s annual budget.
 Facilitated the implementation of HR standards in Zambia through the Zambia Institute of
HR.
 Achieved financial viability of the Zambia Institute of Human Resource Management.
 Chaired and concluded negotiations with Zambia Bureau of Standards- 2015.
 Developed the Human Resources Manual/Policy for Women’s Legal Clinic-2013
 Designed and implemented training for RTSA (Road Transport Agency) in Grievance
procedures/Labor laws; April 2015
 Developed a Strategic Plan-2015-21 and HR policies and Systems for Football Association
of Zambia.
 Developed the HR Manual and updated conditions of service for EIZ-2016
 Part time Lecturer- UNZA in Learning and Development (2016-todate) at the Graduate
School of Business, MSC classes (completed teaching and examining 6 cohorts so far).
 Developed the training Module for Employee Relations for ZCAS university-2019
 Part time Lecture in Dispute Resolution at ZCAS-2019
 Board Membership; (Sits on Finance and Admin committees of the board of ZEMA,
WARMA, INFRATEL -2020)

Education
Institution Degree (s) Diploma (s) obtained

[Date from - Date to]

Institute of Social studies

1996 – 1998 Master Degree-Labor and employment

University of Zambia Bachelor of Arts Degree-Education

1986 - 1989

Specialist Skills Training

Institution/year Type of Course/Training

RSA (2008) Intelligent Africa- People Management

 Institution/year Type of Course/Training

RSA (2008) Intelligent Africa- Leadership and strategic HR

USA (Prosci)-2004 Business Process Re-engineering-

UK-2005 (CROWN AGENTS) Strategic Change Management-

IRELAND-1996 Supervisory Management-

ESBI (IRELAND)-1995 Organizational and leadership development-

ESBI- (1998) Strategic

Management Training

Job Evaluation-Zambia and Sweden-

SWDPOWER -2002

STL KENYA 2005 Payroll and Hr. Information systems-

- STL-KENYA-2006 Oracle Discoverer

ZIHRM Performance Management Systems 2012

ZIHRM Employment law-2012

ZIHRM Human Resource Standards of practice-2015

Computer Skills

Level of Proficiency

Microsoft Word Proficient

Microsoft Excel Proficient

 Microsoft Power Point Proficient

Microsoft Internet Explorer Proficient

Microsoft Access Working knowledge

Courses attended-MA labor and Employment (ISS-HOLLAND)

 Human Resource Management

 Development and Labor policies
 Development theory
 Quantitative Methods for Employment and Labor Studies
 Industrialization and Employment/Labor Issues
 Labor Market Economic policy and Information
 Economics of Women’s Labor/Gender in the Context of
Development.
Social-Economic Development

 Work and Organizations

 Urban and Rural Labor Markets
 Poverty Alleviation
 Enterprise Systems, Entrepreneurship and employment
 Human Resources Development

Language Skills

Language Reading Speaking Writing

English Excellent Excellent Excellent

French Basic Basic Basic

Nyanja Good Average Average

Tonga Good Average Average

Bemba Average Average Average

Membership of Professional Organization/Associations:

 The Zambia Institute of Human Resource Management

REFEREES:

Name Address Tel/E-mail Occupation/Title

Catherine Mwiche Zesco Ltd, 0977887762/0966887762 Former Director-HR

Horne (ZESCO)
 P O Box 33304,

Lusaka

Mbangweta Ashley Zambia Institute of HR 0976112191 Consultant/ Fellow of the

Management Institute of HR.

Emily Moonze Former Senior Manager- 0977798022 Public Health Specialist

Systems for Better Health
(SBH) project

Ben Ncube Former HRM (SBH) project 0967787808/0966168694 HRM-Specialist

certification:

I, the undersigned, certify that to the best of my knowledge and belief, this bio data correctly describes
my qualifications and experience.

Signature: DAVIES S CHINKUSU Date: 2021

8.2 DR MAXWELL PHIRI –ASSOCIATE CONSULTANT-EMDC

Dr. Maxwell Phiri played a critical and major role in formulating corporate policy, development and
implementation of strategic plan, procurement plan, monitoring the implementation of the Rural
Electrification Master Plan and overall management of Human capital in the organization.
He has actively engaged with stakeholders and cooperating partners that fund electrification projects such
as World Bank, European Union, JICA, Ministry of Finance and Independent power producers (IPP). 
He also possesses an MBA, BA, and is a Fellow of Institute of Human Resources of Zambia,
Dr. Phiri has more than 8 years’ Experience in the energy sector at Senior Management level to the extent
of Acting as Chief Executive Officer whenever the substantive CEO would be away from 2014 to May
2019. Overall senior management work experience is more than 15 years, inclusive of overseeing the
Human Resource function and Human Resource Director. He has been a member of Institute of Directors
for over 5 years and attended several Corporate governance training.
Currently he, sits on ZAMTEL Human Resources Board Committee, The Zambia Institute of Human
Resources Governance and Compliance Council Committee before then on on the Finance and Human
Resources Functional Committee of Habitat for Humanity and I also sit on the African Research
University(ARU) Council and Senate and Road Development Agency(RDA) Board Committee. Dr.
Maxwell is currently working as CEO consultancy School of Business with Texila American
University.
Dr. Phiri is an HR and Management trainer and Coach currently helping with facilitating Continuous
Training Programs for Human Resource Practitioners at the Institute of HR. He will be an associate
Consultant on this project. His detailed CV is available below.
PROFILE

Name: Maxwell Phiri

Nationality Zambian

Sex-Male

Marital Status – Married

Religion Christianity

Mobile -+260-977-707027, +260-761-707027 or +260-955-727070

Email: frequently use email address: maxwellphiri@yahoo.com

PROFESSIONAL QUALIFICATIONS
Doctorate of Philosophy (DPhil) Majoring in Management Studies

Master’s Degree-MBA Majoring in Human Resources – Preston University (USA)

Bachelor’s Degree Majoring in Public Administration and Minor in Development Studies from University of
Zambia (UNZA)

Post Graduate Diploma in Human Resources- United Kingdom

Post Graduate certificate in International Diplomacy and Relations with ZIDIS- Ministry of Foreign Affairs
SHORT TRAINING COURSES

2018- Attended short course in Organization Strategic Leadership in Washington DC United States America (USA)

2017- Attended a course in Leadership by John C. Maxwell under Bridges

2016- Attended a course in Risk Governance in United Kingdom (UK)

2016- Attended a course in Balance Score Card Lusaka

2016- Attended a fourth refresher course in Corporate Governance conducted by Institute of Directors (IOD) in
Zambia

2014- Attend a course in Master Class on Job, Analysis, Job Evaluation and Grades in Sandton Johannesburg South
Africa

2014- Attended a course in Managing the Modern Human Resources Function, Job Evaluation and Performance
Management Systems in Cape Town South Africa

2014- Attended a course in Procurement Procedures conducted by Zambia Public Procurement Agency (ZPPA) in
Lusaka

2011- Attended Train of Trainer (TOT) Course in London UK at Royal Institute of Public Administration (RIPA)-
London
2011-Attended a Renewable Energy Forum in Mozambique Maputo

2008- Attended Fraud and Prevention Seminar in South Africa- Johannesburg

IN – HOUSE AND OUTSOURCED SHORT CAUSES

 Employment and Labor Act by M&M Management
 Industrial Relations by M&M Management
 Performance Management Systems -Setting of Personal Objectives and Appraisal Training- Standard Chartered
Bank
 Application of Employment Disciplinary Code by M&M Management
 Fraud and Prevention training – Conducted by Chartered Institute of Management (CIMA

 COMPUTER LITERACY TRAINING

Highly appreciation of understanding of Words, PowerPoint and Excel packages.

Used to prepare and run the REA Senior Management Payroll in person

JOB EXPERIENCE

November 2020 to date Texila American University- School of Business

Position: Chief Executive Officer-

Duties involved:

 To provide strategic direction to the school of business in Zambia

 To assist the university board with strategic oversight
 To ensure that there is value proposition in terms of service deliverables under the school of business
 To reposition Texila American University -School of Business as the stereotype in the SADC region to be Pan
African University
 To provide a blended learners module under the school of Business
 To Provide cutting edge incubation course methodology of both academia and industrial practice to students
 To keep on improving the curriculum to ensure that the learners are aligned to the best practices on the market  

JOB EXPERIENCE
2020- November to date- Part-time lecturer – Chalimbana University

Transport and Logistics

JOB EXPERIENCE
2020 January to date – Part-time distance Lecturer at the Africa Research University

Role Involved:
 Formulating curriculum for various faculties under the department developing studies
 Advising the University council on GOVERNANCE and COMPLIANCE
 Lectures in the following courses:

 Strategic Management and Leadership

 Human Resources Strategic Partnership
 School Administration and Management
 Corporate Governance
 Organization development
 Public Administration
 Development Studies

2010 To 2020 January: Rural Electrification Authority

Executive Strategic Role: Used to Act as Chief Executive Officer (CEO) whenever the CEO is away:

My substantive position is Director Human Resources and Administration. However, from 2014 to 2018, I have
been privileged to act as CEO whenever the substantive office bearer is away. This privilege has helped me
appreciate the following roles which I am now capable of carrying out with confidence:

 Assist to develop and implement performance improvement strategies of the organization’s operations in order
to raise and sustain the REA’s sustainability.
 Assist to provide overall leadership and support for information technologies to enhance realization of corporate
objectives and goals in a rapidly changing commercial environment
 Assist to implement the Board’s various recommendations in order to ensure that they are professionally and
expeditiously undertaken and provide advisory services to the Council in order to keep the council well
informed about the Institute’s activities and improvements
 Assist to lead in the formulation of the Authority’s policies and operating guide lines in order to ensure that that
REA grows and operate within the mandate given by the Authority
 Assist to ensure the financial integrity and availability of sufficient financial resources for funding requirements
and the production of timely financial and corporate information.
 Assist in reviewing, from time to time, REA’s Performance against all business objectives and implement
measures and strategies that ensure the roadmap is on course.
 Assist in consolidating, produce and submitting management and adhoc reports to the REA members on the
performance of the Institute. Attend Board Meetings. Project a positive image of the Institute to the public, and
is the authority’s spokesperson

August 2010 to January, 2020– Rural Electrification Authority

Position: First Director of Human Resources and Administration

Department: Human Resource and Administration

Duties involved:
 Advise Chief Executive Officer on Organization Development Strategic Plans
 Advise Chief Executive Officer on Human Resources policies in line with the Labor Laws of Zambia
 Prepare and facilitate the formulation of Board papers to Management
 Develop and implement appropriate Human Resources Management Policies and Strategies.
 Develop and implement Human Resources Development and Management programs for staff at all levels
including in-house training, short courses and external training.
 Develop and implement a Performance Appraisal Scheme for all staff as a basis for compensating and
promoting staff.
 In charge of the Procurement Unit which was once under the Human Resources and Administration Unit
 Ensure the preparation of Annual Human Resource Work Plans and Budget in order to facilitate effective
decision making by management.
 Provide guidance on staff tribunals in line with the disciplinary code of the organization
 Provide effective Administrative support ensuring that all staff are provided with adequate resources to
discharge their duties and responsibilities
 Ensure effective implementation of the HIV/AIDS policies and programs at the Authority

2005 to 2010: Standard Chartered Bank Plc

Position: Manager, Financial Crime Risk

Department: Financial Crime Risk

Duties involved

 Provide overall organization strategic plan and Training on Fraud Prevention in Southern Africa
 Provide overall organization strategic plan and Training on Anti- Money Laundering in Southern Africa
 Cascading strategic policy from the Group Financial Crime Risk to the local banks on Compliance and Risk
Assurance regarding Financial Crime Risks in southern Africa
 Worked with regulators such as DEC. ZP ACC, BOZ etc. in combating Money Laundering
 Interpreting the Regulators Policy to the entire Bank on Financial Crime Risk
 Giving legal guidance regarding identity fraud, Advance fee fraud, Internet fraud
 Presented the bank in court on several industrial relations for staff

1997 to 2005 – Standard Chartered Bank Plc

Position: Human Resources Manager and Payroll Administrator

Department - Human Resources

Duties Involved

 Acted as a Human Resources Strategic Partner for the Business with the Bank

 Managed the Bank Centralized Payroll with 14 Branches.

 Run payroll for over 600 staff using Micro payroll window based system

 -Reconciled all staff payroll accounts with Finance Department

 Managed to conduct a Payroll Interface between Micro payroll and the Bank Master

 Reconciling of Staff and Salary Suspense Account

 -Reconciliation of Payroll Accounts as at end of each month

 -Maintaining and updating entire company leave database

 -Payment of leave staff allowance for staff proceeding on annual leave

 -Involved in union Bargaining negotiations for annual staff salaries

 -Involved in Training staff on new bank products under the emerging markets

 -Conducted Induction Training for new joiners

 Managed staff recruitment and selection

 Conduct aptitude test and interviews

 Implement performance management system

 Conducting disciplinary hearings through tribunal process

 Sat in several staff Tribunals of the bank at high level deliberations

 Provide guidance on labor laws

 Preparing entire country centralized Bank Payroll for 14 Branches with more than 600 workers
 -Managed the entire Staff Bank Database

 -Preparation staff medical bills to Corp-med Clinic and University Teaching Hospital (U.T.H) for Managerial
and non-Managerial staff respectively

 -Handling Pensioners (Ex. Staff) Terminal Benefits and payment for staff who opt for voluntarily service
scheme.

-Successfully and overwhelmed elected as a Trustee on the Standard Chartered Bank’s major PENSION
SCHEME portfolio being administered by AON

Reviewing of Budget cost on monthly basis

-Acts Banks Human Resource Consultant on Tax and other statutory obligation e.g. PAYE, NAPSA, PERSONAL
LEVY, PENSION

-Acts as Human Resource Relationship Officer with other Departments

1995-1997 June – Christian Children’s Fund (CCF) a Non-Governmental Organization (NGO) Whose
Headquarters are in Richmond USA

Position: Projects Accounts and Administrator:

Department: Finance and Administration

Duties Involved
-Managed staff recruitment and selection

- Conduct aptitude test and interviews

- Chief Trainer to all staff on new CCF projects (Child Fund)

- Involved in staff induction training programs

-Preparing project monthly payroll

-Remittance of PAYE and Napsa

-Preparing Project cash book

Preparing Project Master Budget on quarterly basis

-Reviewing annual budget against goals and objectives for the project

Preparation of monthly Bank Reconciliation

-Distribution of funds to need children

-Attached to other Sister projects to assist in Project Accounts

Act as a project consultant on tax tabulations especially on PAYE

BOARD MEMEBERSHIP:

1. Currently sits on ZAMTEL Human Resources Committee

2. Currently sits on the Governance and Compliance Board Committee of the Zambia Institute of
Human Resources Management (ZIHRM)

3. Road Development Agency (RDA) Board – Human Resources Committee (Membership expired in
December, 2017)

3. Winners Chapel Local Church – Chairman for the Financial Committee Management Board

4. Habitat for Humanity (NGO) Member of the Human Resources and Finance Committee
 ● PARTIME LECTURER in

● Strategic Management

● Management Studies

● Public Administration

● Development Studies

Creating Effective Teams, and Corporate Governance, Organization Governance, Risk and
Compliance, Organization Change. Change Management skills, Human Resources Strategic
Partnership, Customer Focused (Frontline) Organization Development, Training and
Development, Creating Green Jobs in the Energy space at:

● Eastern and Southern Africana Management Institute (ESAMI)

● African Research University (ARU)

● Chalimbana University

● Institute of Directors (IOD)

● Zambia Institute of Human Resources and Management (ZIHRM)

MEDIA PUBLIC SESSIONS- PART-TIME

1. Used to air a program on ZNBC1 and 2 on How to Plan for Retirement under Money Matters Program

2. Currently running column on the Zambia Daily Mail News Paper weekly articles on How to Plan for
Retirement
 AWARDS:

 Awarded as the Best Human Resources Director in Implementing Performance Management System
Under Ministry of Mines, Energy and Water Development by Honorable Minister Christopher Yaluma.
(MP) in 2011

 Awarded the Best Human Resource Performer in Standard Chartered Bank- 2004
 Awarded the best cover story article with Zambia Institute of Bankers Magazine three times
consecutive.
 Awarded the best cover story article with Institute of Directors Magazine
 Awarded the best cover story article twice with Zambia Association of Chambers and Commerce
Institute (ZACCI)
 Awarded the best Team Leader in Projects accounts at Christian Children’s Fund(CCF)

AFFILLIATION

Member and full Paid up member of International Public Management Association (IPMAR) for HR practitioners-
USA

Member and full Paid up member of Institute of Directors (IOD) in Zambia

Fellow and full paid up Member of Zambia Institute of Human Resources and Management
HOBBIES

Subscribing business articles to:

Institute of Bankers Magazine, Institute of Directors magazines and ZACCI Magazines

Reading Business and Management Magazines

Reading Christian Magazines

Listening to Soft Music

Listening to Current Affairs

Interacting with Friends

Playing Chess

REFEREES:

1.The Bishop Joe Imakando

Bread of Life International

P.O Box 37486

Lusaka
Mobile: +260- 977-774100, Landline 260-211-245287/220188

Email: jimakando@zamnet.zm or church @blci.info

2. Mr Wilfred Serenje

Former Chief Executive Officer

Rural Electrification Authority

Lusaka

Email: wserenje@gmail.com

Mobile: 260-979767626

3. Prof Dr Malan
The Vice Chancellor

African Research University

Lusaka

Mobile: +260-966 717 868, Email: malan@aru –oneline.com

8.3 KELVIN SHAMIZINGA

 Kelvin is also a fellow of the Zambia Institute OF Human Resource Management and an associate
Consultant 2 on for EMDC. He is an all-rounder HR Generalist with a rich HR back ground as shown on
the cv below. He is a recent appointee as Director HR/A at ZPPA. He is an energetic HR strategist and
brings in valuable contribution on this assignment.

CURRICULUM VITAE
K E L V I N S . S H A M I Z H I N G A
C/O ZAMBIA PUBLIC PROCUREMENT AUTHORITY, PO BOX 31009, LUSAKA
Phone +260 977-534505 / +260 967-534505 • Emails: shamizhingak@gmail.com.com / kelvin.shamizhinga@zppa.org.zm

OBJECTIVE
To contribute to Institutional and National Development through Human Capital Management, Operations Analysis, Policy
review, development and Implementation at all beneficiary levels.

PERSONAL DETAILS
Sex: Male
Age: 38 Years Old
Nationality: Zambian
Marital status: Married with three (3) Children
NRC No: 814858/11/1

EDUCATION

1. UNIVERSITY OF ZAMBIA

2020: Obtained Master of Science in Human Resource Management from the Graduate School of Business at the University
of Zambia; and
2008: Obtained Bachelor of Arts Degree in Public Administration with Psychology.

2. SECONDARY AND PRIMARY EDUCATION

1998-2002: Obtained Grade Twelve School O Level Certificate from Matero Boys Secondary School.
1991-1997: Obtained Grade Nine School O Level Certificate Harry Mwaanga Nkumbula Primary School.

OTHER SPECIALISED TRAINING

1. December,2020: Strategic Implications of Employment Legislation in Zambia: Legal Perspectives;

2. August, 2019: Strategy and Balanced Scorecard: Implementation challenges;
3. May, 2017: Certificate in Human Resource Management Best Practices from Finland under HAUS Finnish Institute of
Management;
4. July 2016: Training in Strategy Development, Corporate Governance, and Ethical Practices in organizations, South Africa;
5. March 2016: Training in the Dynamics of Collective Bargaining facilitated by the Zambia Institute of Human Resource
Management (ZIHRM);
6. 2014: Basic training in Public Procurement and Engagement;
7. 2013: Public Service Induction Training Course delivered by National Institute of Public Management (NIPA) in Public
Service Management Practices; and
8. 2011: Training in Records Management Practices facilitated by the University of Zambia.

WORK EXPERIENCE
1. ZAMBIA PUBLIC PROCUREMENT AUTHORITY (ZPPA)-PERIOD: 1ST MAY 2015 TO PRESENT
 October, 2020 to date: Director-Human Resource and Administration but substantively appointed as Manager-Human
Resource and Administration since July, 2016 and as Principal Officer-Human Resource & Development since May, 2015. I
am responsible for performing the following duties and responsibilities among others:

 STRATEGY IMPLEMENTATION-Coordinates the implementation of the strategic plan, review, monitor and evaluates
departmental and institutional performance against the strategic plan. Lead reviews, and implementation of action plans
in line with the Management decisions;
 HUMAN RESOURCE STRATEGY-Lead the development and implementation of Human Resource Strategy in the
Authority;
 STRATEGY PERFORMANCE REVIEW-Prepares and administers tools to obtain stakeholder feedback on the
performance of the Authority on various strategic directions and prepare reports for consideration by Management, the
Board and its sub-committees;
 POLICY FORMULATION AND MANAGEMENT-Initiating formulation of policy, direction and coordination of
administration and human resources of the authority, coordinate and supervision of the HR team to ensure efficient
employee service delivery;
 WORK PLANNING, BUDGETING AND PROCUREMENT PLANNING-Prepares departmental Work plan, Budget
and Procurement Plan in to ably coordinate implementation of activities;
 MANAGEMENT OF HUMAN RESOURCES-Responsible for formulation, developing and implementing of human
resources and administration policies and procedures, advising both management and members of staff on labour laws,
human resources management policies and procedures in order to create a conducive working atmosphere in the
institution in attaining the set objectives;
 RECRUITMENT, SELECTION & ON-BOARDING-Liaises with Departmental Heads on the recruitment of staff to fill
vacant positions whenever required, and on staff development matters to ensure recruitment of the right caliber of staff.
Plans and conducts new employees’ orientation to foster positive attitude towards organisational goals;
 EMPLOYEE PERFORMANCE MANAGEMENT-Coordinates the implementation of performance management
process of all staff on an annual basis as well as overseeing the day-to-day operations of the Organisation;
 INDUSTRIAL RELATIONS AND COLLECTIVE BARGAINING-Lead and coordinate the Management Team in
Collective Bargaining Unit proceedings to ensure that cost effective agreements are reached. Monitor and ensure
compliance to the industrial relations legislation and other agreements in order to protect ZPPA from legal risks. Manage
and resolve industrial disputes and attend to employee welfare in order to promote industrial harmony at ZPPA.
 ADMINISTRATION OF DISCIPLINE AND GRIEVANCE MANAGEMENT-Administers discipline in accordance
with the provisions of the Disciplinary Code and Grievance Procedure to ensure high levels of discipline and uniform
treatment of all staff. Guides staff on grievance handling procedures in order to ensure compliance and avoid conflicts.
 TRAINING AND DEVELOPMENT-Conducts TNA’s and Organizational, departmental and employee to ensure
implementation of relevant training and development programmes in order to improve the performance of all members
of staff and the Authority;
 PAYROLL MANAGEMENT-Liaises with the Accounts Department on staff payroll related issues and ensures that any
changes to payroll issues are authorised. Audit the payroll before payments are made to ensure correct remuneration is
appropriated to each individual;
 CORPORATE GOVERNANCE AND POLICY-Drafts action plan papers for Management and Board consideration on
matters relating to institutional policy;
 COACHING, MENTORSHIP, COUNSELLING-Prepares coaching and mentorship programmes and provides
appropriate counseling to ensure optimal employee recovery and performance;
 ORGANIZATIONAL CULTURE ENTRENCHMENT AND TEAM BUILDING-Leads the entrenchment of
organizational values and culture and promote activities aimed at fostering team building;
 TEAM BUILDING CORDINATION AND SUPERVISION-Provides effective coordination and supervision of
subordinate staff to ensure compliance with rules and regulations and spur them to achieve the Authority’s objectives;
and
 MANAGEMENT OF SEPARATION-Preparation of separation notices for employees leaving the Authority and
conducts exit interviews to determine reason for separation; reports findings to management through reports and
recommendations on relevant procedures and mitigatory action to reduce turnover;
 AUXILIARY DUTIES-Perform any other duties assigned by supervisor.

2. ANTI-CORRUPTION COMMISSION- PERIOD: JANUARY, 2012 TO APRIL, 2015

Worked for the Anti-Corruption Commission (ACC) as Human Resource Officer and Senior Human Resources
Management and Planning Officer (DFID Project) and performed the following duties and responsibilities among
others:

 Strategy and policy development, monitoring and review institutional Performance against the Commission Strategic
Plan. Ensures alignment of institutional work plans to the Commission Strategic Plan;
  Monitoring and implementation of the institutional human resource strategy in line with the institutional Strategic Plan;
 Supported development of individual and departmental work plans in line with Commission Strategic Plan;
 Review, draft and develop policies and prepare policy briefs on various subjects for consideration and approval by
Management;
 Training and Development coordination, Training Needs Analysis and facilitating staff training and continuous
professional development services to enhance staff competency levels;
 Management and implementation of employee annual performance appraisals for the purpose of managing performance
and identifying skills gaps or training needs;
 Management and coordination of the recruitment and selection process, placement and separation of staff;
 Coordination of the induction and training programme for new staff in Commission operations, policies and procedures;
 Administering discipline and grievance procedure code for the correction and deterrence of improper conduct and
promotion of acceptable workplace conduct and performance;
 Ensured compliance to labour laws and employment legislative provisions to avoid possible litigations and breach;
 Management of the Human Resource Information Management System and provided guidance on use of the same to
core staff of the Commission;
 Responsible for conducting job evaluation and analysis and prepared job descriptions for staff in the Commission;
 Management of payroll inputs and processed employee benefits and recoveries in the Commission;
 Responsible for follow-up on implementation of resolutions of Management and Board; and
 Associate Facilitator and Draftsman on the review of the 2009-2013 Strategic Plan and development, implementation
and monitoring of the 2013-2016 Strategic Plan.

3. UNIVERSITY OF ZAMBIA-PERIOD: AUGUST 2008 - DECEMBER, 2011

1st August, 2008 – 30th November, 2010 and 1st December, 2010 - 30th December, 2011 worked at the University of Zambia
as Senior Administrative Officer, Council Office and Assistant Registrar at Institute of Distance Education
respectively and performed the following duties:

 Preparation of man-power plan, conducted recruitment and selection of new staff and facilitated promotion of staff;
 Prepared departmental workplans and corresponding budgets;
 Responsible for coordination and implementation of employee Pilot annual performance appraisals for the purpose
identifying skills gaps;
 Conducted job evaluation and analysis and prepared job descriptions for all staff in the University;
 Managed the University Staff Establishment, prepared and placed adverts for vacant positions;
 Facilitated employee separation and benefits administration;
 Preparation of departmental budget, management of imprest, regulated and executed budget revisions;
 Administered discipline matters as a member of the University Tribunal and Disciplinary Committee for other staff;
 Ensured proper management of service agreements, operational records and maintenance;
 Managed the Joint Payroll and Human Resources Information Management System on Occupations, part of Payroll and
Employee Interface;
 Managed Council Office administration, Council and Committee meetings and staff work planning;
 Developed and reviewed operational manuals, draft policy briefs and correspondence on various Subjects for signature,
consideration and approval by Management and Council;
 Followed up on policy decisions and implemented resolutions made by Council and its Committees.

4. PART-TIME LECTURER (CONSULTANT)

(i) National Institute of Public Administration (NIPA)

June, 2010-June, 2015, worked as Part-Time Lecturer (Consultant) in Human Resource Management, Development
and Planning, Organizational Behaviour and Comparative Public Administration at the National Institute of Public
Management (NIPA). As a Consultant, I performed the following duties:

 Researching on various subjects/topics;

 Preparing and making presentations and lecturing students at Diploma qualification and Degree levels;
 Preparing Tests and Examinations and administering the same; and
 Marking and recording students’ performance in prescribed schedules and system.

(ii) Zambian Institute of Human Resource Management (ZIHRM)

June 2020 to date: Part-Time Consultant in Continuous Professional Development (CPD). Consulting in Human
Resource Management, Development and Planning. Duties
 Researching on various subjects/topics and teaching practicing and non-human resource practitioners.
 Reviewing and marking scripts.
5. CONSULTANCY EXPERIENCE

(i) AFRICAN UNION-SOUTHERN AFRICAN REGIONAL OFFICE (AU-SARO)

 March to Present: Reviewed 2016-2020 Mid-Term Strategic Plan and currently developing the 2021-2023 Mid-
Term Strategic Plan; and

 1st – 2nd April, 2021: Facilitated at Team Building and Wellness Programme Structuring Programme Retreat for
AU-SARO.

(ii) TROPICAL HEALTH AND EDUCATION TRUST (THET)

August to September, 2020: Lead Consultant on the development of the Human Resource and Management
Operations Manual for THET.

(iii) HIGHER EDUCATIONAL LOANS AND SCHOLARSHIP BOARD (HELSB)

 March, 2020 to June, 2020 External Consultant on the development of the Human Resource and Management
Operations Manual. The Manual covered the following: Recruitment and Selection process, Induction,
Performance Management system, Training and Development, Discipline and Grievance Handling Procedures,
Transport Management, Employee Wellness, Code of Ethics, Leave Management, Internship Programme, Asset
Management and Disposal and Enterprise Risk Management.

 December 2020, February-March 2021: Short-Term Consultant on the review and development of Terms and
Conditions of Service for HELSB.

 January, 2021: Short-Term Consultant on the review and development of the Code of Conduct and Grievance
Handling Procedures and Wellness Programme.

(iv) AIR NAMIBIA

February, 2019: Associate Consultant on the development of Remuneration Policy, Disciplinary Code and Grievance
Handling Procedure, Leave Management Policy and Contracts of Employment.

(v) ABT ASSOCIATES

September to November, 2019 worked as Technical and Business Development Short-Term Consultant on District
Governance Strengthening Project Proposal for funding under the USAID Funds. My tasks included the following:

 Identification of relevant people/organizations to meet and interview on governance systems at local government
level;
 Collection, analysis and selection of governance documents relevant to the project;
 Analysis of strengths and weaknesses of potential partners and competitors in the project;
 Identification of potential local teaming partners;
 Contact key local individuals and organizations to schedule meetings, in advance of and during the visit; confirm
appointments;
 Managed Abt team meetings, helping with local navigation and transportation as needed and follow up with local
partners on outstanding matters;
 Participated in brainstorming and strategizing activities related to the procurement
 Gathered background documents and information as needed
 Provided information and/or recommendations on potential partners and staff.

(vi) CHOMA SAVINGS AND CREDIT CORPORATIVE SOCIETY (CSACCOS)

 July and November to December 2018- Strategic Plan Consultant on the review and development of the 2019-
2022 Strategic Plan; and

 6th -7th December, 2018: Facilitated at Team Building and Wellness Programme Retreat for CSACCOS.

(vii) MONZE SAVINGS AND CREDIT CORPORATIVE SOCIETY LIMITED

 September-November 2018 Associate Consultant on the review and development of the 2019-2022 Strategic Plan;
and

 8th -9th November, 2018: Facilitated at Team Building and Wellness Programme Retreat for MSACCOSL.

(viii) ZAMBIA INSTITUTE OF HUMAN RESOURCE MANAGEMENT (ZIHRM)

 March to May 2018: Lead Consultant on the review and development of the 2019-2021 ZIHRM Strategic Plan.

(ix) BEATMAS HUMAN RESOURCES CONSULTANTS LIMITED

 June, 2008 to November, 2012 worked as Associate Consultant on Business Process Re-engineering and Job
Evaluation projects for various organizations including Zambia National Broadcasting Corporation, Zambia
Telecommunication Company Limited (ZAMTEL) and Namibia Electricity Control Board.; and

 June, 2007 to December, 2012: Team Leader on the Recruitment of Sales Agents for Barclays Bank (ABSA) and
Standard Chartered Bank.

PROFESSIONAL MEMBERSHIP, BOARDS AND POSITIONS HELD

(i) MEMBERSHIP TO PROFESSIONAL ORGANIZATIONS

 2021 Paid up Full Member of the Zambia Institute of Human Resource Management ZIHRM;

 June, 2017 to date: Serving as National Treasurer of the Zambia Institute of Human Resource Management (ZIHRM).

(ii) APPOINTMENTS ON BOARDS AND SUB-COMMITTEES

 Minet Zambia Consulting: Effective November 2020 to October, 2023: Board Trustee of the Buyantanshi Pension
Trust Fund administered by Minet Zambia Consulting;

 Radiation Protection Authority: Effective June, 2019 to May 2022: Member of the Finance and Administration
Committee at Radiation Protection Authority (RPA);

 Zambia Institute of Human Resource Management: June, 2017 to date: Chairperson and member of the Finance and
Administration Committee;

 Zambia Institute of Human Resource Management: February, 2015 to June, 2017: Vice Chairperson of the
Governance and Executive Planning Committee of Zambia Institute of Human Resource Management Council; and

 Zambia Institute of Human Resource Management: June 2011- May 2014: Member of the Governance, Monitoring
and Evaluation Committee of ZIHRM Council.

PERSONAL ATTRIBUTES AND SKILLS

 Organization skills – Am a Strategist, Transformational Leader, Innovative, a team player, self-motivated and goal
oriented.

 Social Skills – Am a Coach and Mentor, Cross-cultural oriented and able to work with any race or society.

 Computer Skills - Computer Literate and able to work with MS Office Packages, able to make Presentations and work
with Human Resources Management Information Systems.

REFERENCES

1. Mr. Danies K. Chisenda 2. Mr. Davis Chinkusu

Permanent Secretary at Ministry of Energy Secretary
P.O. Box 30147 Zambia Institute of Human Resource Management
Mobile No. +260 966 758270 Lusaka
Email: dkchisenda@gmail.com Mobile No. +260 975 636791
Email: dchinkusu@yahoo.co.uk
 3. Ms. Miranda Lutempo 4. Mr. Markku Siltanen
Senior Policy Officer Former Chief Partnership Advisor
African Union Southern Africa Region HAUS-ZPPA Finnish Twinning Capacity Development Project
Office (AU-SARO) Mobile No. +358 40 7454794
Mobil Number +265997756754 Helsinki, FINLAND
Email: myrabusiness@gmail.com Email: markku.siltanen@impactconsulting.fi

5. Rebecca Bronheim 
Senior Associate
Abt Associates
6130 Executive Boulevard | Rockville
United States of America (USA) Email: Rebecca.Bronheim@abtassoc.com
9.0 IMPLEMENTATION.
EMDC Consultants will liaise with JSI-SAFE Project to determine the period of the implementation and
completion of training once details of the number of staff to be trained has been discussed. The quotation
provided is for 50 people, based at Lusaka office.

Davies Chinkusu

Managing -Consultant; EMDC,

Tel;0975636791/0966168688
dchinkusu@yahoo.co.uk