2 USAID REAL Project Institutional Ethnographer Consultant Job Careers – Georgetown University Institute for Reproductive Health (IRH)

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Organisation: Georgetown University Institute for Reproductive
Health (IRH)
Funding Source: USAID
Duty Station:  Uganda
Reports to: Research and Monitoring and Evaluation
Coordinator
About US:
The
Georgetown University Institute for Reproductive Health (IRH) is dedicated to
improving the sexual and reproductive health of women, men and youth through a
research-to-practice agenda. Our emphasis is on increasing access to and use of
family planning, increasing fertility awareness through life-stage appropriate
interventions, expanding access to fertility awareness-based family planning
methods in an informed choice context, and developing scalable interventions to
transform gender norms and catalyze the diffusion of social norms that support
family planning. Cross-cutting themes in the Institute’s work include the
diffusion of social norms that support sexual and reproductive health, scale up
of innovations, and incorporating gender perspectives in reproductive health.
In partnership with a wide range of international and local organizations, IRH
conducts research, builds capacity, and provides technical assistance to public
and private-sector organizations in lower and middle-income countries and the
U.S. The Institute is supported by grants from U.S. foundations and government
agencies, including the U.S. Agency for International Development (USAID).
About IRH REAL Project:
REAL:
The Responsible, Engaged and Loving (REAL) Fathers Initiative is a two-part
initiative. The first part of this initiative is a two-year project funded by
private foundations and implemented by IRH and local implementing partners.
This project aims to build positive partnerships and parenting practices among
young fathers (aged 16-25) in post-conflict Northern Uganda to reduce the
incidence of intimate partner violence (IPV) and physical punishment of
children. The second part of this initiative aims to develop and pilot three
intervention models [from the first part of this initiative] to integrate into
youth groups, early child development programs and livelihoods groups in order
to lay the groundwork for wide-spread IPV prevention throughout Uganda.
The
intervention was designed with scale in mind i.e. to be scaled up with the
resources likely to be available outside of a pilot setting. The results of the
project endline evaluation (November 2014) show that the REAL intervention is
effective in changing attitudes and certain practices related to parenting and
couple conflict. As such, an expansion phase is now underway in Gulu, Nwoya,
Amuru districts in Northern Uganda and in Nakapiripirit district in Karamoja.
Project staff have laid the groundwork for expansion by having initial meetings
with potential user organizations to establish district-level cross-sector
program integration strategies, developed and implemented baseline data
collection with the first cohort of fathers and are now organizing the new
training teams in preparation for implementation.
Job Summary: The Institutional Ethnographer will collect data
to document scale-up and provide insights on the critical questions further
outlined in the objectives section.
About Project Study:
The
implementation ethnographers will document the REAL Fathers Initiative scale-up
process, aiming to provide insights to the following questions:
1. Scalability &
Sustainability:
  • What is the pace of scale-up and
    coverage/reach?
  • To what extent have the mentoring and poster
    components of REAL Fathers been scaled up?
  • To what extent has sustainability1 of REAL Fathers
    been fostered in Amuru, Gulu, and Nakapiripirit districts? What has been
    the role of the District Community Development Officers?
  • Are training teams competent/committed to
    continue REAL Fathers implementation/expansion by the end of the project?
2. Fidelity/Quality: To what
extent was scale-up implemented with fidelity to the implementation guidelines?
3. What have we learned
about scaling up REAL Fathers?
  • What was adapted and why? What is the adapted
    model?
  • How does implementation work with different
    organizations and district coordination?
  • What is difficult to implement with fidelity?
    What is easy? Why?
  • How much TA was needed?
  • Which components are ¡¥sticky¡¦? Why?
  • What factors (internal/external) influence
    successful REAL scale up?
  • Has the REAL been spontaneously scaled up or
    have there been other spontaneous activities sparked by REAL Fathers?
4. Scale-up
practice/leadership: What have we learned about scale-up practice?
  • What are ways to engage government
    (CDOs/DHOs) (what works/doesn¡¦t)?
  • Use of implementation guides ¡V how were they
    used, were they helpful?
  • 1 Sustainability is defined by degree of
    stakeholder/implementing organization ownership, training team competency
    to implement REAL independently, integration into work plans, budgets,
    district action plans, funding, requests, etc.
  • What works to adapt an innovation during
    scale-up? How much adaptation is needed?
  • What are incentives for developing a learning
    culture among implementation partners?
  • How do you develop a scale-up team and a
    culture of learning and data utilization (including learning from
    failure)? Which strategies work best/least?
  • How does the intervention diffuse beyond
    planned scale-up initiative?
Methods: S/he will conduct participant observation,
structured observations and informal and structured interviews. S/he will
participate in/observe REAL Fathers activities and take detailed, comprehensive
notes using a field journal and structured tools developed in collaboration
with IRH. The ethnographer will develop a field work plan, including purposive
sampling of REAL Fathers events/activities such as:
  • ECCD and YIELD group orientation meetings
  • Mentor trainings and meetings, including
    training team
  • Stakeholder meetings and visits (CDO/DHO,
    District Action Plan meetings, technical working groups)
  • Supervision/mentoring/coaching visits by Save
    the Children
  • Implementing partner meetings
The
ethnographer will also conduct structured interviews with stakeholders, using
tools developed in collaboration with IRH to collect information about the
scale up process and implementation guidelines from:
  • ECCD and YIELD executive management
  • Community Stakeholders (Community Development
    Officers, REAL Adaptation Technical Team members)
Key Duties and Responsibilities:  
  • Data Collection: The consultant will document REAL
    scale-up using the methods described in the previous section.
  • Data Analysis: With guidance of IRH, the
    ethnographer will process and analyze the collected qualitative data. S/he
    will develop a coding and analysis plan with IRH. Analysis processes may
    include coding, matrices, diagrams and affinity charts.
  • Reporting: The consultant will write monthly
    reports and share interim results with partners. S/he will draft a report
    which summarizes key findings and provides insights to questions listed in
    this objectives section.
Qualifications, Skills and Experience:  
  • The ideal candidate should hold a master’s or
    doctoral degree in one of the following or related fields: anthropology,
    public health, health communications or behavioral science.
  • Additional training in anthropology strongly
    desired.
  • Previous research and public health
    experience with adolescent sexual and reproductive health and
    community-based programs preferred.
  • Previous experience in youth programing,
    especially in the areas of gender and sexual and reproductive health,
    including gender-based violence
  • Broad knowledge and understanding of
    programmatic and management issues related to program sustainability and
    expansion
  • Previous exposure and experience conducting
    field research, preferable including participant and structured
    observation
  • Strong writing skills
  • Detail-oriented observer with strong note-taking
    and documentation skills
  • Flexible, team player with exceptional
    organizational skills
  • Computer literacy i.e. Proficient in
    Microsoft Office
  • Willingness to work on-site in Gulu or Amuru,
    or Nakapiripirit, Uganda
  • Fluent English and Luo (Acholi, Lango) or
    Karimogong
How to Apply: 
All
suitably qualified and interested candidates are encouraged to email their
updated resumes and cover letter describing relevant skills and experience to
Simpson Nuwamanya (simpnuwamanya.irh@gmail.com).
​.​
Deadline: 29th February, 2016
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