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Terms of Reference
Procurement Professionalization Activity
Procurement Advisor for Institutional Human Resource Mentoring

Introduction
The United States of America acting through the Millennium Challenge Corporation (MCC) and
the Government of the Republic of Indonesia (the Government) have entered into a
US$600,000,000 Compact for Millennium Challenge Account assistance to help facilitate poverty
reduction through economic growth in Indonesia through three projects: the Green Prosperity
(GP) Project; the Community-Based Nutrition to Prevent Stunting Project; and the Procurement
Modernization Project. The Government of Indonesia, acting through the Millennium Challenge
Account Indonesia (MCA-Indonesia) intends to apply a portion of MCC funding to eligible
payments under a contract for which this Request for Qualifications is issued. Any payments made
under the proposed contract will be subject, in all respects, to the terms and conditions of the
Compact and related documents, including restrictions on the use and distribution of MCC funding.
No party other than the Government and MCA-Indonesia shall derive any rights from the Compact
or have any claim to the proceeds of MCC funding.

The objective of the Procurement Modernization Project is to achieve cost and efficiency savings
on procured goods and services, while assuring their quality satisfies the public need, and to
achieve the delivery of public services as planned. These savings should lead to greater provision
of goods and services to the economy which will positively impact economic growth.
Further, the Procurement Modernization Project will help support the implementation of the legal
and institutional reforms of Perpres 54, a newly enacted Presidential Decree on Procurement in
Indonesia. These regulations require that permanent, independent procurement service units
(ULPs) be established through the government, at national and subnational levels. While over 100
ULPs have been newly established throughout the country in response to Perpres 54, there remains
a need to more clearly define the path to establishing ULPs at national and subnational levels,
delineate organizational boundaries, and define roles and responsibilities of the ULPs within the
structure of the spending units. The most important next steps in the procurement reform agenda
for Indonesia are to build the professional procurement workforce, create institutionalized roles and
structures that provide sufficient authority to implement good practice, and to provide a career path
to incentivize adherence to best practice.
To this end, the MCC-funded Procurement Modernization Project will be implemented by the
National Office of Public Procurement (LKPP) through two main activities: (1) Improving the
procurement function by increasing the capacity and professionalization of the procurement
function (the Procurement Professionalization Activity) and (2) Supporting the development of
procurement policies and procedures for public private partnerships (PPPs) and sustainability
procurement (the Policy and Procedure Activity).
The Procurement Professionalization Activity includes the sub-activities to improve the
Institutional Structure and Professionalization of ULPs. This will be conducted in two phases. The
first phase, which is expected to encompass years one to three of the Compact Term, will support a
subset of up to thirty (30) ULPs that will receive comprehensive capacity development through
formal training and institutional and technical mentoring and an automated procurement
management information systems (Phase One). The second phase to last for the balance of the
Compact Term will entail a scaling up of Phase One and an adjustment in design, if necessary, to
yield the best results for the Project (Phase Two).
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As part of the sub-activity of (i) Institutional Structure and Professionalization of ULPs, LKPP will
be providing Institutional Mentoring to each of the 30 pilot ULPs in their efforts to (1) establish
permanent and independent ULPs in accord with national and subnational legal frameworks, (2)
professionalize the Human Resource structure and career path for the procurement workforce, (3)
establish and maintain adequate legal advocacy programs to protect employees and the
procurement process, (4) develop and deliver public education and outreach programs about the
procurement process and benefits of reform activities, (5) provide additional technical workplace
assistance as needed.
Within this Request for Qualifications, MCA-Indonesia is seeking a senior level consultant to assist
LKPP in providing human resource mentoring to each of the 30 Pilot Entities to identify and
develop a comprehensive personnel plan and position structure to create the institutional framework
for procurement professionals in each organization.
Scope of Work
Within the sub activity of (i) Institutional Structure and Professionalization of ULPs, LKPP is
seeking an Individual Consultant to provide mentoring services to assist up to 30 pilot ULPs
starting with at least 10 Pilot ULPs expected to be selected in early 2013. The scope of the
Consultants will include, but will not be limited to, the development of clearly defined civil
service positions for procurement professionals in each Pilot ULP, and development of action plans
and support materials required for each organization to establish permanent functional positions for
procurement professionals in each ULP.
Tasks
The consultants assignments shall include the following tasks:
1. Conduct comprehensive human resource assessment in each Pilot ULP to include the
following:
Inventory of all positions currently established for ULPs including type of
positions created (permanent civil service or other), classification of position
(structural or functional), and responsibilities, qualifications, and career
development path established for each position.
Identify the administrative mechanisms used to create procurement positions and
evaluate compliance with national and subnational personnel laws and
regulations, and identify potential problems/risks associated with existing
structure.
Identify positions with responsibilities appropriate for procurement
professionalization status and associated career development paths.
2. Develop strategic plan each Pilot ULP institution to professionalize appropriate procurement
positions (classifications, categories, qualifications, and career development paths), to
include identifying the special needs of each ULP, and defining all activities, policies, and
resources necessary for each institution to establish permanent professional procurement
positions.
3. Ensure that stakeholders in each Pilot Entity understand the conclusions of the comprehensive
institutional human resource assessment and the need for the institution to take additional
actions to professionalize the procurement positions.
4. Identify human resource issues and corrective actions associated with the anticipated
implementation of the draft regulation authorizing the creation of functional positions for
procurement professionals, as well as the eventual incorporation of procurement
professionals in an independent ULP.
5. Provide onsite mentoring support and materials to help each pilot entity take actions
necessary for its institution to progress toward the professionalization of procurement
positions in its ULP, including assistance in development of the policies needed to
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overcome legal and/or regulatory compliance issues, and the creation of career development
paths.
6. Initiate and organize meetings and workshops as necessary to implement institutional
development activities related to professionalization of procurement positions. This task
includes participating in a start-up workshop to build understanding and support for the
professionalization of procurement to build understanding and support for procurement
reforms and Procurement Modernization Projects Institutional Development activities,
including importance of developing permanent, function positions for procurement
professionals with career development paths.
7. Develop standard procedures and guidelines for an entity to properly establish permanent
functional positions for procurement professionals in accord with the national and
subnational legal and regulatory frameworks and according to the needs of ULPs at each
level of government (Ministry/Institution/Province/City/District).
8. Ensure the mentoring program includes knowledge management and information sharing that
is sustainable.
9. Ensure maintenance of organized project files.
10. Ensure coordination with LKPP on the implementation of the Procurement Modernization
Project.
11. Other tasks may be assigned as it relates to the scope of this assignment.

Deliverables
For each Pilot ULP entity:
For each Pilot ULP entity:
o Comprehensive Institutional Human Resource Assessment Report for each ULP
entity, to include:
- Inventory of all positions currently established for ULPs including type of
positions created (permanent civil service or other), classification of position
(structural or functional), and responsibilities, qualifications, and career
development path established for each position.
- Identify the administrative mechanisms used to create positions and evaluate
compliance with national and subnational personnel laws and regulations,
and identify potential problems/risks associated with existing structure.
- Identify positions appropriate for procurement professionalization status and
associated career development paths.
o Institutional Human Resource Improvement Strategy to improve the
professionalization of procurement positions in each institution (classifications,
categories, qualifications, and career development paths), to include:
- Identify the special institutional human resource needs of each entity.
- Develop work plan with all activities and associated policies, procedures and
resources for each Pilot ULP to professionalize procurement positions
(classifications, categories, qualifications, and career development paths).
- Identify possible challenges and corrective actions associated with the
implementation of the draft regulation on the creation of functional positions
for procurement professionals, as well as the eventual incorporation of
procurement professionals in an independent ULP.
- Develop detailed work plan for mentoring assistance and materials to support
implementation of Institutional HR Improvement Strategy.
Standard Procedures and Guidelines Manual for an entity to properly establish
professional procurement positions with career paths in accord with the national and
subnational legal and regulatory frameworks and according to the needs of ULPs at each
level of government (Ministry/Institution/Province/City/District).
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Monthly progress reports that: a) provide updates on the implementation of the
comprehensive assessment in each entity; b) updates on activities included in the
Improvement Strategy; c) comments on issues that need to be considered or addressed; d)
recommendations to address issues and improve implementation of the institutional human
resource activity.
Final Report: this report will include: a) final observations and recommendations of the
Consultant highlighting any additional analysis that may be required to ensure the overall
advancement of the Institutional Development Activity;
The deliverable schedule is as follows:
REPORT EXPECTED DATE
Socialization Workshop on Institutional HR
Mentoring with each Pilot ULP entity
Within thirty days of the contract signing (or in
coordination with the PM Workshop on
Procurement Professionalization)
Comprehensive Institutional HR Assessment
Report for Each Entity
Two months after the contract signing
Institutional HR Improvement Strategy Three months after the contract signing
Standard Procedures for establishing permanent
functional procurement positions
Five months after the contract signing
Monthly Reports By the 10
th
day of each month
Final Report One month before the end of the base period and
each option period

Period and Place of Performance
The work is expected to be full-time, 40 hours per week, for a minimum of six months with options
to extend through the full five-year term of the Compact if needed. The work is expected to require
frequent travel to up to 30 Pilot ULP sites throughout Indonesia, starting with at least 10 Pilot ULPs
expected to be selected in early 2013. Return trips to Jakarta will be required to coordinate with the
LKPP and provide updates related to the Terms of Reference.

Qualifications
Must have approximately 10 years of professional work experience in tasks that are relevant to
the activities in this assignment and that demonstrate that the consultant possesses the
knowledge and skills to perform this assignment successfully.
Graduate level degree in Human Resources, Personnel Management, or field relevant to the
tasks of this assignment is mandatory;
Must have experience with HR systems and personnel classifications in national and
subnational government organizations in Indonesia.
Must have demonstrated ability to provide HR systems and personnel classification analysis
and recommendations for complex organizations, including communicating and interacting
with stakeholders, helping identify needs, and achieving results.
Experience must include responsibilities and duties that required exceptional attention to detail
and accuracy of information.
Excellent oral and written communication skills, including proven ability to interact
effectively with a wide variety of stakeholders to identify needs and achieve desired results.
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Demonstrated ability of organizational and time management skills, including having
exceptional attention to detail, data quality, and accuracy of information.
Experience must reflect high level of motivation and include responsibilities and duties that
required high ethical standards.
Fluent in Bahasa Indonesia and English (speaking, reading and writing) is required.

Project Coordination
The Director of the Procurement Modernization Project at MCA-I, or his/her delegate will serve as the
project manager however the consultants reports and deliverable will be submitted to a designated point
of contract within the National Office of Public Procurement (LKPP).

Services and Facilities to be provided by MCA-Indonesia
-Office space will be provided to the consultant while in Indonesia.
-Airfare for domestic travel within Indonesia when travel requested by LKPP or MCA-I.
-Airport tax associated with domestic travel
-Lodging expenses beyond the Jakarta metropolitan area when domestic travel has been requested by
LKPP or MCA-I

Facilities to be provided by the Consultant

-Consultant will provide all other equipment and expenses as needed to perform the services except as
specifically stated to be provided by MCA-I. This includes but is not limited to: computer, travel to
Indonesia, lodging while in Jakarta, local transportation (except domestic airfare).