TERMS OF REFERENCE (ToR)

WOMEN IN LEADERSHIP PROJECT ORGANIZATIONAL CAPACITY ASSESSMENT (OCA) CONSULTANCY
1. Background.
Legal Resources Foundation Trust (LRF) is a 33-year-old National Civil Society rights organization whose vision is a Just and Equal society. LRF exists as a premier bridge to justice institutions seeking to harness the collaborative benefits of strategic partnerships to gain holistic participatory interventions towards justice, equity, and resilience in communities. LRF’s focus areas include access to justice and the rule of law, human rights, gender, governance, security, and environmental and climate change issues. LRF’s work has been recognized by critical players in the sector through awards by Trocaire in 2021 for enhancing access to justice for GBV survivors; CRECO in 2012 as the Overall Civil Society of The Year; and Law Society of Kenya – Nairobi branch in 2020 as in house Corporate Legal Department of The Year among others.

LRF is working with the Office of the Attorney General and Department of Justice (DoJ) to support Changes that Expand Leadership Advancement Opportunities for Women in these critical Institutions. This initiative is part of a five-year project from March 1st, 2026 to December 31st, 2030. The project is anchored on a comprehensive strategy that tackles systemic barriers preventing women advancement into leadership positions at the AG’s office. The project also promotes equitable opportunities for women in the aforementioned critical institution.

One of the key focus areas for the project is “Organizational Strengthening for Legal Resources Foundation Trust” to be a fit institution to journey with the office of the Attorney General and contribute to system change. This calls for an organizational capacity assessment whose report will provide structured and comprehensive recommendations to LRF on its role in contributing to change at the institution (AG’s Office). In addition, the report will provide an assessment of the strengths and weaknesses provide recommendations on the areas that require action for LRF to be a fit organization to facilitate change at the Office of the Attorney General.

To support this process, LRF seeks to engage a qualified OCA expert to conduct System Change Organizational Capacity Assessment of LRF and provide clear recommendations on LRF’s role, strengths and areas that require more work. The recommendations will also show what LRF needs to do to strengthen the identified areas and how the organization will manage change.

2. Purpose of the Consultancy
The primary goal of this consultancy is to conduct a thorough examination of LRF’s processes and practices across critical functional areas that are requisite for a fit institution to facilitate system change in a critical institution. It is specifically designed to identify strengths, areas for improvement, and strategic opportunities with a strong emphasis on fostering long-term sustainability on both financial and impact levels.

3. Key Objectives
The main objectives are:
• Identify strengths and weaknesses within the organization’s current capacities.
• Determine specific areas that require improvement or enhancement.
• Develop actionable recommendations to strengthen the organization’s capacity.
• Support the organization in achieving its mission and goals more effectively.

3.1. Specific Objectives
3.1.1. Assess LRF’s current institutional capacity across the ten areas set out in Section 4, considering both formal arrangements and how they operate in practice.
3.1.2. Identify institutional strengths, constraints, interdependencies and risks that may affect LRF’s ability to deliver the project and support systems change.
3.1.3. Assess the extent to which gender equality, inclusion, safeguarding and change –management principles are embedded in LRF’s governance, programming, people practices and operations.
3.1.4. Establish an agreed capacity baseline using a transparent maturity-rating framework supported by evidence.
3.1.5. Recommend realistic, prioritized and cost conscious actions, distinguishing immediate improvements from medium and longer tern institutional development’s needs.
3.1.6. Develop a practical capacity strengthening and change management roadmap with actions, ownership, timelines, resource implications and indicators of progress.

4. Scope of the consultancy
The assessment will examine the following interconnected areas. It should consider LRF’s overall institutional capacity while paying particular attention to the capabilities required to facilitate gender responsive systems change within justice sector institutions.
4.1. Governance, leadership and accountability
• Board and committee effectiveness, composition, oversight and information flows; clarity between governance and management roles.
• Leadership capability, decision making, delegation, accountability, succession and management of organizational change.
• Integrity, transparency, stakeholder accountability and mechanisms for organizational self-assessment.
4.2. Strategy, organizational structure and operating model
• Clarity and alignment of mandate, strategy, priorities, annual plans, budgets and results.
• Fitness of the organizational structure, staffing establishment, reporting lines, delegated authorities and cross functional workflows.
• Institutional readiness and adaptability to support long-term systems change.

4.3. Programme delivery and technical capacity
• Programme design, technical expertise, implementation, quality assurance, adaptive management and learning.
• Capacity to facilitate institutional reform, gender responsive systems change, policy engagement and justice sector partnerships.
• Community participation, inclusion, safeguarding and responsible engagement with right holders.

4.4. Human resources, organizational culture and staff development
• Workforce planning, recruitment, induction, performance management, remuneration, retention and succession.
• Staff capability, learning and development, wellbeing, inclusion, gender equality and safeguarding culture.
• Values, behaviors, internal communication, collaboration and readiness for change.

4.5. Financial management and institutional sustainability
• Financial planning, budgeting, forecasting, accounting, reporting, treasury and asset management.
• Internal controls, segregation of duties, audit follow up, cost allocation and value for money.
• Funding concentration, reserves, cost recovery and longer-term financial sustainability.

4.6. Grants, procurement and partner management
• Partner selection and due diligence, contracting, monitoring, reporting, risk-based assurance and close out.
• Procurement planning, competitive sourcing, vendor due diligence, contract management and asset controls.
• Equitable partnership practices and capacity strengthening of partners.

4.7. Risk management, compliance, safeguarding and assurance
• Enterprise and project risk management, legal and regulatory compliance, policies and assurance arrangements.
• Fraud, bribery, corruption, conflicts of interest, whistleblowing, safeguarding and data protection controls.
• Business continuity, crisis preparedness, insurance and monitoring of remedial actions.

4.8. Monitoring, evaluation, accountability and learning
• Theory of change, results framework, indicator quality, data collection, evaluation and reporting.
• Use of evidence, feedback and learning for adaptive management and decision making.
• Accountability to communities, partners, public institutions ad funders, including measurement of institutional and systems change.

4.9. Technology, data and knowledge management
• Fitness, integration, and security of information; access controls, cyber security, back up and recovery.
• Data governance, quality, privacy, records management, archiving and retention.
• Knowledge capture, institutional memory, information sharing and responsible use of digital tools.

4.10. Resource mobilization, partnerships and external engagement
• Resource mobilization strategy, pipeline management, proposal development, donor stewardship and income diversification.
• Strategic partnerships, government engagement, coalition building, communications, advocacy, visibility and reputation.
• Ability to position and sustain LRF’s role as a credible facilitator of institutional and systems change.

5. Proposed Methodology

The Consultant will apply a participatory, adaptive, and systems-based methodology, combining desk reviews, surveys, KIIs, FGDs, and case studies with gender, intersectionality, and political economy analysis. The consultant will take lead during inception meetings and data validation. The consultant is at liberty to propose a methodology or recommend additional activities that might be required for an ideal OCA.

6. Deliverable Outputs / Expected Results

In light of the role LRF will play in facilitating System change at the Office of the attorney General, the consultant will provide:
● Inception Report
● Comprehensive Capacity Assessment Report, including findings, analysis, and recommendations
● Presentation of the assessment findings to the organization’s leadership and stakeholders.
● Action Plan for Capacity development, outlining specific steps, responsibilities, and timelines.
● Updated policies and procedures.
● Organization’s Operational manual (Workflow matrix).

7. Duration of the Consultancy
The consultancy will run for a period of 30 days , commencing upon signing of the contract.

8. Qualifications, Competencies and Experience

The consultant should possess:
▪ University degree bachelors, or master’s degree in Monitoring & Evaluation, Statistics, Social Sciences, Gender Studies, or related field.
▪ At least over 8 years of experience in OCA.
▪ Demonstrated experience in conducting capacity assessments for nonprofit organizations.
▪ Practical experience in gender responsive OCA.
▪ Proven Expertise in the areas of organizational development, system change, finance management, Human Resources, communication, Fundraising, and Data management and archiving.
▪ Proven experience in gender analysis and gender-responsive programming, institutional or systems change initiatives, governance, justice, or public sector programs in Kenya, and policy analysis.
▪ Excellent analytical, facilitation, and communication skills
▪ Fluency in English and Swahili

9. Reporting
The consultant will report to LRF through the Executive Director, and work closely with the project team.

10. Application Process
Interested consultants should submit:
Consultants wishing to express an interest in undertaking the assignment should submit:
● A Curriculum Vitae - with contacts for 3 referees provided.
● Technical proposal that outlines understanding of the assignment and proposed methodology of conducting the assignment.
● Financial proposal that includes the proposed budget of the consultancy (Daily rate and total lump sum).
● Samples of previous work. Commitment letter for availability during the period specified

Proposals should be submitted by September 22nd , 2026 to: procurement@lrf-kenya.or.ke CC info@lrf-kenya.or.ke
Subject Line: Organizational Capacity Assessment Consultancy – Women in Leadership Initiative