National Child Protection Consultant on supporting MLSWM with VAC, social workers, UCB (open to Kyrgyz Nationals only)

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UNICEF works in over 190 countries and territories to save children’s lives, defend their rights, and help them fulfill their potential, from early childhood through adolescence.

At UNICEF, we are committed, passionate, and proud of what we do for as long as we are needed. Promoting the rights of every child is not just a job – it is a calling.

UNICEF is a place where careers are built. We offer our staff diverse opportunities for professional and personal development that will help them reinforce a sense of purpose while serving children and communities across the world. We welcome everyone who wants to belong and grow in a diverse and passionate culture., coupled with an attractive compensation and benefits package.

Visit our website to learn more about what we do at UNICEF.

For every child, the right to advocate

Due to the dissolution of Parliament in 2025, the amended Child Code has not yet been submitted to Parliament. Feedback has already been received that there is resistance to the introduction of corporal punishment. It is therefore imperative to develop an advocacy strategy on positive parenting and non-violent forms of discipline, jointly with MLSWM, to address the concerns raised and, in the end, facilitate the passing of the amended Child Code.

The advocacy strategy needs to be developed to engage with:

a) parents,

b) parliamentarians, and

c) the Cabinet of Ministers.

This work should include discussions with, amongst others: the State Agency for Religious Affairs, local NGOs working at community level with mothers and fathers; MLSWM staff at central and local level (OPSD and CP SWs); and other relevant line ministries including the Ministry of education. The consultant should then support MLSWM with the advocacy actions, whilst UNICEF will also implement advocacy actions to complement.

• Following a field visit to the south in mid-February, it was found that one of the bottlenecks to LSGs paying the costs of frontline staff – which they are ready to do – is due to Provision 184, which does not include certain staffing posts and therefore does not allow LSGs to cover their costs. Therefore, the consultant will need to conduct a legal analysis of the provision and provide recommendations to address the identified gaps and facilitate LSG budgeting towards child protection actions.
• Continue supporting critical HR reforms. This includes supporting the MLSWM to review the job descriptions of the Child Protection Department and ensure central level staff have clear roles and responsibilities focusing on policy formulation, upgrading (introducing new and/or amending) regulatory frameworks, and providing high level and quality guidance to frontline staff on policies and laws.
• To support the work of an international consultant and MLSWM to review all laws and regulations related to social workers and ensure there is a clear classification of categories of social workers, linked to clear roles and responsibilities and a developed competency framework, the consultant will develop an advocacy brief for MLSWM to support their advocacy to ensure new child protection social workers are included in the National Classifier of Professions and Professional Standards.
• Support the UCB international expert with introductions to the First Deputy Minister and the Head of the Department of State Benefits and provide translation support to the international expert for their regular meetings with MLSWM and/or at field level. Provide any other support to the work on UCB as requested by UNICEF.
• Continue to support MLSWM and provide mentoring support to new CP SWs, especially those who are newly trained. Support a national consultant, who will be hired, to develop the commentary of the amended Child Code and develop a training on child protection laws and regulations for new CP SWs.
• Support MLSWM to develop a presentation on work on repatriation and reintegration (correctly identifying UNICEF and donors’ contribution) for the July 2026 Security Council-led meeting for Central Asia on countering terrorism and preventing violent extremism.
• Support MLSWM to finalize the CP Vision (to provide the long-term vision of the child protection system) based on the mapping report. Develop an operational plan on how to implement the CP Vision jointly with MLSWM.

Tentative travel plan:

7 trips x 4 day each trip over the contract within the regions (final dates are to TBC and TBD):

1. 1 trip to Osh *4 days (April 2026)
2. 1 trip to Naryn *4 days (April 2026)
3. 2 trips to Issyk-Kul *4 days (June and August 2026)
4. 2 trips to Chui * 4 days (September 2026)

1 trip to Jalalabad * 4 days (TBC)

Please provide your financial offer  fin offer CP consultant.xlsx

How can you make a difference? 

Work Assignment Overview	Deliverables/ Outputs	Delivery deadline	Payment schedule
Provide technical support to the child protection department of the MLSWM at national level to deliver the following:
Review of Provision 184       HR reform – central MLSWM   Support on UCB         Support UNICEF CP Team on Annual Work Plan       Support UNICEF CP Team on finalization of trainings for 550 SWs and DCT liquidation        Two field visits to support work identified	Soft copy of changes proposed to Provision 184 and status of amendment.   Soft copy of draft JDs of central MLSMW and short report on status of finalization   Short overview on how support has been provided to the international expert on UCB.   Series of meetings held to support the implementation of the Annual Work Plan (AWP)     DCT liquidation report provided and narrative report     Field visit reports	16th May 2026	20% – 1st payment
Advocacy strategy on positive discipline with MLSWM and UNICEF (CP, SBC, Comms) on positive discipline for a) parents; b) Members of Parliament, c) Cabinet of Ministers   Finalize CP vision with MLSWM.   Develop advocacy strategy for MLSMW on how to include CP SWs in National Classifier of Professions and Professional Standards.       Two field visits to support work identified	First draft of 3 targeted advocacy strategies          Soft copy of final CP vision – endorsed by MLSWM.   Advocacy brief for MLSMW to include CP SWs in National Classifier of Professions and Professional Standards     Brief summary of the presentation at Security Council-led CA conference on repatriation and reintegration   Field visit reports	16th July 2026	20% – 2d payment
Finalize advocacy strategies on positive discipline.     Support to MLSMW roll out of advocacy on positive discipline and introduction of CP SWs into national classification of professions.     CP Vision operational plan; Field visit to support work identified   Two field visits to support work identified	Finalized targeted advocacy strategies x 3 and update on progress in implementing.   Brief report covering: advocacy by MLSMW on positive discipline, progress on including CP SWs in national classifier of professions and professional standards; status of operational plan for CP vision.   Soft copy of CP vision operational plan (how to ensure the CP Vision is implemented over next year with brief suggestions for years 2 – 3)   Field visit reports	16th September 2026	20% – 3d payment
Mentoring and support to CP SWs       Advocacy on positive discipline and introduction of CP SWs into classification into Government list of professions.       Field visit to support work identified	Report on: mentoring of CP SWs and key issues identified to feed into concept notes and proposals and development of CPD; update on advocacy on positive discipline and introduction of CP SWs in government classification of government professions    Field visit reports	13th November 2026	20% – 4th payment
Follow-up and finalization of any remaining action	Final report on results achieved during 2026 in line with the TOR and key/critical action points for 2027	30th December 2026	20% – 5th payment
Supervisor Child Protection Specialist	Start Date: 15 April 2026	End Date: 30 December 2026	Number of Days (working): 9 months (195 days)

 

To qualify as an advocate for every child you will have… 

Minimum requirements:

Advanced degree in Social work, psychology, education, Law

• 8 years proven experience working in child protection, ideally in collaboration with MLSWM.
• Experience supporting capacity building of frontline government staff; developing and rolling out training in child protection and mentoring of trainees
• Experience supporting development and roll out of child protection related strategies and action plans, monitoring frameworks
• Proven skills in influencing, advocating and promoting action by government on sensitive topics such as violence
• Good writing and presentation skills
• fluency English, Russian and Kyrgyz are a requirement.

 

For every Child, you demonstrate…

UNICEF’s Core Values of Care, Respect, Integrity, Trust and Accountability and Sustainability (CRITAS) underpin everything we do and how we do it. Get acquainted with Our Values Charter: UNICEF Values

The UNICEF competencies required for this post are…

(1) Builds and maintains partnerships

(2) Demonstrates self-awareness and ethical awareness

(3) Drive to achieve results for impact

(4) Innovates and embraces change

(5) Manages ambiguity and complexity

(6) Thinks and acts strategically

(7) Works collaboratively with others 

Familiarize yourself with our competency framework and its different levels.

This position has been assessed as an elevated risk role for Child Safeguarding purposes as it is either a role with direct contact with children, a role that works directly with identifiable children’s data, a safeguarding response role, or an assessed risk role. Additional vetting and assessment for elevated risk roles in child safeguarding (potentially including additional criminal background checks) apply.

UNICEF promotes and advocates for the protection of the rights of every child, everywhere, in everything it does and is mandated to support the realization of the rights of every child, including those most disadvantaged, and our global workforce must reflect the diversity of those children. The UNICEF family is committed to include everyone, irrespective of their race/ethnicity, disability, gender identity, sexual orientation, religion, nationality, socio-economic background, minority, or any other status.

UNICEF encourages applications from all qualified candidates, regardless of gender, nationality, religious or ethnic backgrounds, and from people with disabilities, including neurodivergence. We offer a wide range of benefits to our staff, including paid parental leave, breastfeeding breaks and reasonable accommodation for persons with disabilities. UNICEF provides reasonable accommodation throughout the recruitment process. If you require any accommodation, please submit your request through the accessibility email button on the UNICEF Careers webpage Accessibility | UNICEF. Should you be shortlisted, please get in touch with the recruiter directly to share further details, enabling us to make the necessary arrangements in advance.

UNICEF does not hire candidates who are married to children (persons under 18). UNICEF has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UNICEF, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination based on gender, nationality, age, race, sexual orientation, religious or ethnic background or disabilities. UNICEF is committed to promote the protection and safeguarding of all children. All selected candidates will, therefore, undergo rigorous reference and background checks, and will be expected to adhere to these standards and principles. 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, and selected candidates with disabilities may be requested to submit supporting documentation in relation to their disability confidentially.

UNICEF appointments are subject to medical clearance.  Issuance of a visa by the host country of the duty station is required for IP positions and will be facilitated by UNICEF. Appointments may also be subject to inoculation (vaccination) requirements, including against SARS-CoV-2 (Covid). Should you be selected for a position with UNICEF, you either must be inoculated as required or receive a medical exemption from the relevant department of the UN. Otherwise, the selection will be canceled.

Remarks:  

As per Article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity.

UNICEF is committed to fostering an inclusive, representative, and welcoming workforce. For this position, eligible and suitable male candidates are encouraged to apply.

Government employees who are considered for employment with UNICEF are normally required to resign from their government positions before taking up an assignment with UNICEF. UNICEF reserves the right to withdraw an offer of appointment, without compensation, if a visa or medical clearance is not obtained, or necessary inoculation requirements are not met, within a reasonable period for any reason. 

UNICEF does not charge a processing fee at any stage of its recruitment, selection, and hiring processes (i.e., Application stage, interview stage, validation stage, or appointment and training). UNICEF will not ask for applicants’ bank account information.

Humanitarian action is a cross-cutting priority within UNICEF’s Strategic Plan. UNICEF is committed to stay and deliver in humanitarian contexts. Therefore, all staff, at all levels across all functional areas, can be called upon to be deployed to support humanitarian response, contributing to both strengthening resilience of communities and capacity of national authorities.

All UNICEF positions are advertised, and only shortlisted candidates will be contacted and advance to the next stage of the selection process. An internal candidate performing at the level of the post in the relevant functional area, or an internal/external candidate in the corresponding Talent Group, may be selected, if suitable for the post, without assessment of other candidates.

Additional information about working for UNICEF can be found here.