Terms of Reference (TORs)

Organization

Pakistan Poverty Alleviation Fund (PPAF) is the premier apex institution dedicated to lifting the poor out of poverty through community-driven development across Pakistan. Established in February 1997 as a not-for-profit company under Section 42 of the Companies Ordinance 1984 (now Companies Act 2017), PPAF’s mission is to transform the lives of the impoverished, fostering a more equitable and prosperous Pakistan.

PPAF receives funding from the Government of Pakistan, prominent international donors, and also utilises its own resources to design and implement projects and initiatives that focus on climate-resilient infrastructure, green growth and energy, health, education, livelihoods, financial inclusion, and disaster resilience at the grassroots level. These interventions are implemented through PPAF's network of partner civil society organisations.

PPAF is committed to building and enhancing the capacity of its partner organisations to improve social mobilisation, and to promote the values of inclusion, participation, accountability, transparency, and stewardship. Through these efforts, PPAF aims to create sustainable and empowered communities, significantly contributing to the nation’s long-term development and stability.

For a complete profile, please visit our website at www.ppaf.org.pk

1. Background

Creating a safe, respectful, and inclusive work environment is a priority for PPAF, which has a zero-tolerance policy for SEA and Harassment at Work. PPAF believes that the Prevention of sexual exploitation and Abuse (PSEA) principles and compliance with the Anti-Harassment at the Workplace Act 2010 & 2022 are essential to maintaining a professional, ethical, and equitable workplace. This training aims to enhance staff awareness, foster a culture of respect, and ensure understanding of the legal and organizational frameworks for preventing sexual exploitation and harassment.

2. Objectives

The primary objectives of this training are to:

• Educate staff about PSEA principles and the provisions of the Anti-Harassment at the Workplace Acts of 2012 & 2022.
• Raise awareness of behaviors that constitute harassment, exploitation, and abuse, and how to prevent them.
• Clarify organizational policies and reporting mechanisms for addressing complaints and ensuring accountability.
• Promote a culture of dignity, safety, and respect in the workplace.

3.  Scope of work

The scope of work for the assignment will include, but not necessarily be limited to, the following tasks:

• To discuss with PPAF – HR unit any problematic areas (focus will be on profiling of participants, training program, and implementation plan)
• Preparing training materials.
• To implement the course.
• To evaluate the course.
• To award certificates to participants.
• To provide PPAF with a detailed training report.

 4.     Deliverables

• Training Design Module
• Conduct Training Events for staff as per PPAF needs.
• Training Report
• PowerPoint presentations for all topics in English and Urdu.
• Share with HR one complete set of materials including PowerPoint presentations before the training.

Within 7 days after completion of the course, the consultant will submit the Evaluation report in hard and electronic copies (Microsoft Word and Excel) to PPAF – HR unit. All materials and data collected and/or produced during the training period are the property of PPAF and can only be copied and reproduced with PPAF permission.

5.     Clients' (PPAF’s) Responsibility

PPAF shall provide the following assistance/ information to the consultant.

• Provide all necessary input and documents to the consultant to help him/her in profiling the participants.
• The course will be conducted in PPAF’s own premises/or maybe in any other available hotel in the vicinity.

 6.     Target Audience

This training is designed for all staff, including management, operational, and paraprofessional teams.

7.     Number of Events & Duration

There will be four sessions, three for professional staff and one for paraprofessional (Support) staff. The duration of both sessions will be no longer than 1 day each.

 8.     Training Design & Methodology:

The training will be a blend of both practical and theoretical sessions including interactive lectures, demonstrations, hands-on exercises, and group discussions.

• PowerPoint presentations: Brainstorming sessions and Group discussions will be included.
• Participants will receive training materials, including handouts, and exercises to support their learning during and after the course.

• Case studies & Practical exercises will be used to reinforce learning and facilitate practical application.
• Q&A sessions to address specific queries.

 9. Training Contents:

The training will cover the following areas:

v  Understanding PSEA

• Definition and scope of sexual exploitation and abuse.
• Principles and global best practices for prevention.
• The role of individuals and organizations in addressing PSEA.

v  Overview of the Anti-Harassment Acts (2012 & 2022)

• Key provisions of the Acts.
• Rights and responsibilities of employees and employers.
• Consequences of non-compliance.
• Recent changes in Law

v  Recognizing and Addressing Harassment

• Types of harassment: verbal, physical, visual, and online.
• Identifying implicit biases and microaggressions.
• Impact of harassment on individuals and organizations.

v  Organizational Policies and Mechanisms

• Reporting and complaint-handling processes.
• Confidentiality and protection for complainants.
• The role of anti-harassment committees.

v  Case Studies and Role-Playing Exercises

• Practical scenarios for understanding and responding to incidents.
• Best practices for creating an inclusive workplace culture.

v  PPAF HR Policies relating to PSEA

• Penalties under the PSEA Act and PPAF Code of Conduct

10. Qualifications & Experience of Facilitator:

• The training will be delivered by a subject matter expert with proven experience in PSEA and workplace harassment laws.
• Strong facilitation and interactive training skills.

• Familiarity with legal and organizational frameworks in the country.
• A trainer must have a minimum of 7-10 years of experience in organizing/ delivering such training events for national and international development; corporate organizations, and government agencies.
• The trainer must possess a bachelor's/master’s, i.e. 16 years of education in any discipline.

 11. Timeline:

The assignment is expected to be completed within three (3) months from the date of signing the contract, i.e., during the period December 2026  - February 2027. The coordinator of this assignment will be the Manager – HR.