Training of Trainers (ToT) and Adaptation of the GALS Methodology for Implementation in Kazakhstan

Background:

CHANGE Programme is a multi-country EU-UN initiative, funded by the European Union and implemented by UNDP, UNFPA, and UN ‑Women in five Central Asian countries. The programme brings together governments, civil society organizations, youth, religious and community leaders, the media, and local communities to address the root causes of gender-based violence (GBV). It aims to change harmful social norms, strengthen the capacity of local organizations, and empower women.

Under its specific objective to empower women’s organizations and CSOs, the CHANGE programme among other strategic directions invests in strengthening Civil Society’s regional leadership, coordination, organizational capacity, as well as learning and knowledge management. These efforts support more effective prevention and response to GBV and promote advocacy for systemic change.

The CHANGE Programme plans to introduce Gender Action Learning System (GALS) model in Kazakhstan for the first time.

In Kyrgyz Republic, the Spotlight Regional Initiative successfully adapted and scaled the GALS methodology across local communities. It proved highly effective in empowering local women, engaging men and boys as allies, transforming household dynamics, and building community-level resilience to violence against women and girls (VAWG).

Building on the best practices, stories of change, and evaluation findings from the Kyrgyz Republic’s experience, this assignment aims to contextualize and introduce the GALS model in Kazakhstan. The initiative will establish a qualified pool of local facilitators and trainers through a comprehensive Training of Trainers (ToT) programmе, enabling sustainable community rollout across target regions in alignment with GALS methodology.

In this regard, CHANGE Programme is planning to engage two experienced GALS trainers to design, contextualize, and deliver a Training of Trainers (ToT) programme, as well as supervise initial cascading workshops in Kazakhstan.

Specific objectives include:

• Adapt GALS visual tools to the socio-cultural and linguistic realities of Kazakhstan.
• Train a national cohort of core trainers and facilitators, including CSO representatives, through an intensive in-person Training of Trainers (ToT) programme.
• Provide mentorship during initial rollout sessions led by 10-15 newly trained local facilitators.
• Establish a monitoring framework and provide a localized GALS manual/toolkit for Kazakhstan.

The trainers’ team will report to the CHANGE Programme Coordinator, who will provide support and act as the point of contact for matters relating to the contract and payment.

Description of Responsibilities / Scope of Work

The GALS Trainers will perform the following tasks:

Phase 1: Preparation & Contextualization

1. Stakeholder Consultations: Conduct consultations with the key stakeholders including the partner civil society organization, the CHANGE team in Kazakhstan to understand local gender equality and social norms dynamics and inform the training design. 
2. Adaptation of Materials: Customize the GALS training module, participant guidebook, and visual diagrams to align with the local cultural and linguistic context (Kazakh language).

 Phase 2: Delivery of Training of Trainers (ToT)

1. ToT Program Delivery: Plan and facilitate two interactive ToT workshops (one three-day, one four-day) for approximately 10–15 participants in Kazakhstan, covering the 5 core GALS tools: Dream, Journey to the Dream, Happy Family Tree, Profit Growth Tree, and Diamond.
2. Tool Mastery: Ensure participants achieve working mastery of the core participatory visual tools, able to facilitate each independently.
3. Adult Learning & Facilitation Skills: Train participants in participatory facilitation techniques, ethics, gender-sensitive communication, and trauma-informed approaches.

Phase 3:  Mentorship and Rollout Support

1. Coaching & Feedback: Provide structured feedback and action-planning sessions to refine participants' facilitation skills following the TOT.
2. Community Engagement Strategy: Assist newly trained facilitators in drafting local cascading plans and establishing peer-sharing networks for ongoing mutual support.

Phase 4: Finalization & Reporting

1. GALS Facilitation Package: Finalize the adapted GALS Toolkit/Guidebook for Kazakhstan.
2. Assignment Report: Submit a comprehensive final report detailing training outcomes, participant assessment scores, success stories, challenges encountered, and actionable recommendations for long-term sustainability.
   
    

Competencies :

Core Values:

• Integrity;
• Professionalism;
• Respect for Diversity.

Core Competencies:

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

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

Functional Competencies:

• GALS methodology expertise
• Training of Trainers (ToT) design and delivery
• Gender, GBV, and social-norms competence
• Monitoring, mentorship, and sustainability orientation

Education and Certification:

• Higher education in Social Sciences, Development Studies, Human Rights, Gender Studies, or related fields.

Experience:

Languages: 

Fluent in Russian.

Statements :

In July 2010, the United Nations General Assembly created UN Women, the United Nations Entity for Gender Equality and the Empowerment of Women. The creation of UN Women came about as part of the UN reform agenda, bringing together resources and mandates for greater impact. It merges and builds on the important work of four previously distinct parts of the UN system (DAW, OSAGI, INSTRAW and UNIFEM), which focused exclusively on gender equality and women's empowerment.

Diversity and inclusion:

At UN Women, we are committed to creating a diverse and inclusive environment of mutual respect. UN Women recruits, employs, trains, compensates, and promotes regardless of race, religion, color, sex, gender identity, sexual orientation, age, ability, national origin, or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, competence, integrity and organizational need.

If you need any reasonable accommodation to support your participation in the recruitment and selection process, please include this information in your application.

UN Women has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UN Women, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination. All selected candidates will be expected to adhere to UN Women’s policies and procedures and the standards of conduct expected of UN Women personnel and will therefore undergo rigorous reference and background checks. (Background checks will include the verification of academic credential(s) and employment history. Selected candidates may be required to provide additional information to conduct a background check.)

Note: Applicants must ensure that all sections of the application form, including the sections on education and employment history, are completed. If all sections are not completed the application may be disqualified from the recruitment and selection process.