ORIGINAL

REQUEST FOR PROPOSAL

TECHNICAL PROPOSAL
PROVISION OF CONSULTANCY SERVICES
FOR WORKLOAD ANALYSIS
TENDER NO: TWWDA/RFP/001/2024-25

Submitted to: -

Tana Water Works Development Agency (TWWDA)

Maji House, off Baden Powell Road
P. O. Box 1292 - 10100
Tel: +254 724 259 891 / +254 61 2034118
Email: info@[Link]
Website: [Link]
NYERI, KENYA.

Submitted by: -

ASCENSION INVESTMENTS LIMITED

K-Mall, 2nd Floor, Room SF - 11, Kiambu Road
P. O. Box 46928 - 00100
Tel: +254 793 563 763
Email: info@[Link]
Website: [Link]
NAIROBI, KENYA

October 23, 2024

TWWDA/RFP/001/2024-25 - TECH Page 1 of 113

TABLE OF CONTENTS
MANDATORY DOCUMENTARY EVIDENCE CHECKLIST ......................................... 4
POWER OF ATTORNEY .......................................................................................... 5
FORM TECH - 1: TECHNICAL PROPOSAL SUBMISSION FORM ............................... 6
CONFIDENTIAL BUSINESS QUESTIONNAIRE FORM ............................................... 8
CERTIFICATE OF INDEPENDENT TENDER DETERMINATION .............................. 10
FORM TECH - 2: CONSULTANT’S ORGANIZATION AND EXPERIENCE ................ 12
2.1 COMPANY PROFILE AND CAPABILITY STATEMENT ...................................... 12
2.1.1 INTRODUCTION ..................................................................................... 12
2.1.2 COMPANY OVERVIEW ............................................................................ 12
OUR MISION AND VISION ................................................................................... 13
OUR COMPANY VALUES ...................................................................................... 13
OUR MISSION STATEMENT .................................................................................. 13
OUR COMPANY GOALS ....................................................................................... 14
OUR CORPORATE PHILOSOPHY ......................................................................... 14
OUR COMPANY BENEFITS ................................................................................... 14
OUR SERVICES ...................................................................................................... 14
ASCENSION TEAM SKILL SET ................................................................................ 16
2.2 OUR TRAINING PROGRAM ........................................................................... 17
2.3 OUR CLIENTS ................................................................................................. 23
2.4 OUR PARTNERS ............................................................................................. 24
2.5 SIMILAR PAST ASSIGNMENTS ......................................................................... 25
1. Development Bank of Kenya (DBK) ................................................................. 25
2. Mentor SACCO Society Limited ....................................................................... 26
3. Kenya Teachers SACOO Association (KETSA) ................................................... 26
4. Afya SACCO Society Limited............................................................................ 27
5. The Kenya Bankers SACOO Limited ................................................................. 27
6. Afya SACCO Society Limited............................................................................ 28
2.6 RECOMMENDATIONS ................................................................................... 29
FORM TECH - 3: COMMENTS AND SUGGESTIONS .............................................. 34
3.1 ON THE TERMS OF REFERENCE .................................................................... 34
3.2 ON THE DATA, SERVICES AND FACILITIES TO BE PROVIDED BY THE CLIENT ...
................................................................................................................ 34
3.3 ON SPECIFIC KEY DELIVERABLES .................................................................... 35
FORM TECH - 4: DESCRIPTION OF APPROACH, METHODOLOGY AND
WORKPLAN.......................................................................................................... 40
4.1 INTRODUCTION ........................................................................................... 40
4.2 PROJECT OBJECTIVES .................................................................................... 40
4.3 PROJECT REPORTS AND MILESTONES ........................................................... 42
4.4 OUR UNDERSTANDING OF YOUR REQUIREMENTS ..................................... 42
4.4.1 Key Elements of Workload Analysis: .......................................................... 43
4.4.2 Purpose of Workload Analysis:.................................................................. 43
4.4.3 Benefits of Our Workload Analysis for TWWDA’s Team Productivity
Improvement ........................................................................................................ 43
4.5 OUR TECHNICAL APPROACH ....................................................................... 45

TWWDA/RFP/001/2024-25 - TECH Page 2 of 113

4.6 OUR PROPOSED METHODOLOGY ................................................................ 46
4.6.1 IMPLEMENTATION AND COMMUNICATION PLAN DEVELOPMENT ..... 47
Milestone 1: Comprehensive Implementation and Communication Plan ............... 49
4.6.2 DESKTOP REVIEW, RESEARCH, DATA COLLECTION AND ANALYSIS ....... 49
Milestone 2: Relevant, Accurate, and Comprehensive Data................................... 52
4.6.3 ORGANIZATION STRUCTURE REVIEW AND PROPOSAL OF A NEW
ONE ................................................................................................................ 52
Milestone 3: Well-Defined and Effective Organizational Structure ......................... 56
4.6.4 STAKEHOLDER WORKSHOP, TRAINING AND CAPACITY BUILDING ...... 56
Milestone 4: Training Report ................................................................................. 57
4.6.5 PERFORMANCE MANAGEMENT ENHANCEMENT .................................. 57
Milestone 5: Performance Management Implementation Matrix ............................. 58
4.6.6 REPORTING AND DOCUMENTATION .................................................... 58
Milestone 6: Comprehensive Project Report ........................................................... 58
4.7 WORK PLAN .................................................................................................. 59
FORM TECH - 5: WORK SCHEDULE AND PLANNING FOR DELIVERABLES ........... 61
5.1 DELIVERABLES ................................................................................................ 61
5.2 WORK SCHEDULE .......................................................................................... 62
FORM TECH - 6: TEAM COMPOSITION, ASSIGNMENT, AND KEY EXPERTS’ INPUT
................................................................................................ 66
6.1 CORE TECHNICAL/ RESEARCH STAFF ............................................................ 66
6.2 SUPPORT STAFF ............................................................................................. 66
6.3 ASCENSION INVESTMENTS CONSULTANCY TEAM ORGANOGRAM ............ 67
6.4 CVS OF CONSULTANCY TEAM ...................................................................... 68
1. Project Team Leader / Lead Consultant - Ruth Kinyanjui ................................... 68
2. Assistant Project Team Leader, HR Expert - Stephen Matt Amadalo .................. 76
3. Balanced Scorecard Expert - Patrick Muriuki ..................................................... 82
4. Financial and Data Modeling Expert - Obed Makori ......................................... 92
5. Monitoring and Evaluation Expert - Peter Kibor ............................................... 96
6. Data Management Expert - Brian Mburu ........................................................ 102
FORM TECH - 7: MANDATORY DOCUMENTARY EVIDENCE ......................... 105
7.1 CERTIFICATE OF INCORPORATION/ REGISTRATION ................................. 105
7.2 KRA PIN CERTIFICATE ................................................................................. 106
7.3 CURRENT AND VALID TAX COMPLIANCE CERTIFICATE ............................. 107
7.4 CURRENT TRADE LICENSE ........................................................................... 108
7.5 CURRENT CR 12 ........................................................................................... 109
FORM TECH - 8: SELF-DECLARATION FORMS .................................................. 110
FORM SD-1 .......................................................................................................... 110
FORM SD-2 ...........................................................................................................111
DECLARATION AND COMMITMENT TO THE CODE OF ETHICS ........................ 112
FORM TECH - 9: TENDER-SECURING DECLARATION FORM {r 46 and 155(2)} ... 113

TWWDA/RFP/001/2024-25 - TECH Page 3 of 113

MANDATORY DOCUMENTARY EVIDENCE CHECKLIST

TANA WATER WORKS DEVELOPMENT AGENCY (TWWDA)

23RD OCTOBER 2024
REQUEST FOR PROPOSAL FOR PROVISION OF CONSULTANCY SERVICES FOR
WORKLOAD ANALYSIS
TENDER NO. TWWDA/RFP/001/2024-25

A. MANDATORY SUPPORT DOCUMENTS

NO. ITEM PROVIDED

1. Valid Certificate of Incorporation / Certificate of Registration Yes

2. Valid and Current Tax Compliance Certificate Yes

3. Valid CR 12 Yes

4. Professional License / Membership Certificate: From a relevant Yes

Professional Body (e.g., ICPAK, IHRM).

5. Duly Signed Power of Attorney Yes

6. Duly Completed Tender Forms Yes

7. Similar Consulting Assignments Experience Yes

8. Academic Certificates of Key Staff Yes

9. Professional Certificates of Key Staff Yes

10. Professional Membership of Key Experts Yes

11. Certificate of Independent Proposal Determination Yes

12. Declaration Forms Yes

TWWDA/RFP/001/2024-25 - TECH Page 4 of 113

POWER OF ATTORNEY

TWWDA/RFP/001/2024-25 - TECH Page 5 of 113

 K-Mall 1st Floor, Room FF-04
P.O. Box 46928 - 00100 NAIROBI
Tel: +254 793 563 763
Email: info@[Link]
Website: [Link]

FORM TECH - 1: TECHNICAL PROPOSAL SUBMISSION FORM

Your Ref: TWWDA/RFP/001/2024-25

Our Ref: AIL/RFP-01/10/24

Oct 23, 2024

To: Tana Water Works Development Agency (TWWDA)

Maji House, off Baden Powell Road
P. O. Box 1292 - 10100
NYERI, KENYA.

Attention: Chief Executive Officer

Dear Sirs,

REF: REQUEST FOR PROPOSAL FOR PROVISION OF CONSULTANCY SERVICES

FOR WORKLOAD ANALYSIS
We, the undersigned, offer to provide the Consulting Services for Workload Analysis
Tender No: TWWDA/RFP/001/2024-25 in accordance with your Request for Proposal
dated 15th October, 2024 and our proposal. We are hereby submitting our Proposal,
which includes this Technical Proposal and a Financial Proposal sealed in a separate
envelope.

We hereby declare that:

a) All the information and statements made in this Proposal are true and we accept
that any misinterpretation or misrepresentation contained in this Proposal may lead
to our disqualification by the Procuring Entity or maybe sanctioned by the PPRA.
b) Our Proposal shall be valid and remain binding upon us for the period of time
specified in the Data Sheet, Clause 12.1.
c) We have no conflict of interest in accordance with ITC3.
d) We meet the eligibility requirements as stated in ITC6, and we confirm our
understanding of our obligation to abide by the Government's policy in regard to
corrupt, fraudulent and prohibited practices as per ITC5.
e) In competing for (and, if the award is made to us, in executing) the Contract, we
undertake to observe the laws against fraud and corruption, including bribery, as
well as laws against anti-competitive practices, including bid rigging in force in
Kenya; we hereby certify that we have taken steps to ensure that no person acting
for us or on our behalf engages in any type of Fraud and Corruption or anti-
competitive practices.
f) We confirm that we are not insolvent, in receivership, bankrupt or on the process
of being of being wound up.

TWWDA/RFP/001/2024-25 - TECH Page 6 of 113

g) The Consultant shall declare in the Technical Proposal Submission Form, that in
competing for and executing a contract, it shall undertake to observe the laws of
Kenya against fraud and corruption including bribery, as well as against anti-
competitive practices including bid-rigging.
h) We are not guilty of any serious violation of fair employment laws and practices.
We undertake to observe the laws of Kenya against fraud and corruption including
bribery, as well as against collusive and anti-competitive practices, including bid
rigging. To this effect we have signed the “Certificate of Independent Proposal
Determination” attached below. We also undertake to adhere by the Code of Ethics
for persons participating in Public Procurement and Asset Disposal Activities in
Kenya, copy available from [Link]. during the procurement process and
the execution of any resulting contract.
i) We, along with any of our sub-consultants are not subject to, and not controlled by
any entity or individual that is subject to, a temporary suspension or a debarment
imposed by the PPRA.
j) Except as stated in the ITC12 and Data Sheet, we undertake to negotiate a Contract
on the basis of the proposed Key Experts. We accept that the substitution of Key
Experts for reasons other than those stated in ITC Clause12 andITCClause29.3 and
29.4 may lead to the termination of Contract negotiations.
k) Our Proposal is binding upon us and subject to any modifications resulting from the
Contract negotiations.
l) We understand that the Procuring Entity is not bound to accept any Proposal that
it receives.

We undertake, if our Proposal is accepted and the Contract is signed, to initiate the
Services related to the assignment no later than the date indicated in Clause 32.2 of the
Data Sheet.

We remain,
Yours sincerely,
Authorized Signature: ……………………………
Name and Title of Signatory: Ruth Kinyanjui, Managing Director
Name of Consultant (company’s name or JV's name): Ascension Investments Limited
Contact information (phone and e-mail): +254 793 563 763
info@[Link]

TWWDA/RFP/001/2024-25 - TECH Page 7 of 113

CONFIDENTIAL BUSINESS QUESTIONNAIRE FORM

Part 1 - General Information

We Ascension Investments Limited hereby apply for registration as a supplier of: -

Item Description: Workload Analysis Consultancy Services

Procuring Entity: Tana Water Works Development Agency (TWWDA
Tender No. TWWDA/RFP/001/2024-25
Physical Location of Business Premises: K Mall, 1st Floor, Room No. FF-04 Kiambu Road
Postal Address: P.O. Box 46928 - 00100
Business Registration No.: PVT-BEUBQMX
Date of Registration of Business: 11th April, 2019
KRA PIN No.: P052088936M
KRA TCC Expiry Date: 05-Jan-2025
Mobile No.: +254 793 563 763
Email Address: info@[Link]
Nature of Business: Management Consultancy
Name of Applicant: Ascension Investments Limited
Other Business Branches: N/A

Part 2 (a) - Sole Proprietors

Name in Full: Ruth Wanjiru Kinyanjui Age: 43 Yrs. ID/ Passport No.: 22187536
Nationality: Kenyan Country of Origin: Kenyan Citizenship Details: Kenyan

Part 2 (b) – Partnership: N/A

Name of Partners Nationality Citizenship % Shares

Owned
1.
2.
3.

Part 2 (c) - Registered Company:

i) Private or Public Company: Private Company

ii) Please State Nominal and Issued Capital of Company:

Nominal KShs. (Equivalent) 100,000 i.e. KSh. 100 per share
Issued KShs. (Equivalent) 100,000 i.e. KSh. 100 per share

TWWDA/RFP/001/2024-25 - TECH Page 8 of 113

iii) Give Details of the Director(s) as follows:

Name Citizenship Residence % Shares Owned

1. Ruth Wanjiru Kinyanjui Kenyan Kenya Ordinary 1000

Part 3 - Names of All Associated or Holding Companies (if any): N/A

1. …………………………………………………………………………………………
2. …………………………………………………………………………………………
3. …………………………………………………………………………………………

Certification:
On behalf of the Tenderer, I certify that the information given above is complete,
current and accurate as at the date of submission.

Full Name: Ruth Wanjiru Kinyanjui

Title or Designation: Managing Director
Signature: _________________________ Date: 23rd October, 2024

TWWDA/RFP/001/2024-25 - TECH Page 9 of 113

CERTIFICATE OF INDEPENDENT TENDER DETERMINATION

I, the undersigned, in submitting the accompanying TECHNICAL PROPOSAL

SUBMISSION FORM to the Tana Water Works Development Agency (TWWDA) for
Workload Analysis Consultancy Services, Tender No. TWWDA/RFP/001/2024-25 in
response to the request for tenders by TWWDA do hereby make the following
statements that I certify to be true and complete in every respect:

I certify, on behalf of Ascension Investments Limited that;

1. I have read and I understand the contents of this Certificate;

2. I understand that the Tender will be disqualified if this Certificate is found not to be
true and complete in every respect;

3. I am the authorized representative of the Tenderer with authority to sign this

Certificate, and to submit the Tender on behalf of the Tenderer;

4. For the purposes of this Certificate and the Tender, I understand that the word
“competitor” shall include any individual or organization, other than the Tenderer,
whether or not affiliated with the Tenderer, who:
 Has been requested to submit a Tender in response to this request for tenders;
 Could potentially submit a tender in response to this request for tenders, based
on their qualifications, abilities or experience;

5. The Tenderer discloses that [check one of the following, as applicable]:

 The Tenderer has arrived at the Tender independently from, and without
consultation, communication, agreement or arrangement with, any competitor;
 The Tenderer has entered into consultations, communications, agreements or
arrangements with one or more competitors regarding this request for tenders,
and the Tenderer discloses, in the attached document(s), complete details
thereof, including the names of the competitors and the nature of, and reasons
for, such consultations, communications, agreements or arrangements;

6. In particular, without limiting the generality of paragraphs(5)(a) or (5) (b)above,

there has been no consultation, communication, agreement or arrangement with
any competitor regarding:
 prices;
 methods, factors or formulas used to calculate prices;
 the intention or decision to submit, or not to submit, a proposal; or
 the submission of a proposal which does not meet the specifications of the
paragraph(5)(b) above;

7. In addition, there has been no consultation, communication, agreement or

arrangement with any competitor regarding the quality, quantity, specifications or
delivery particulars of the works or services to which this RFP relates, except as

TWWDA/RFP/001/2024-25 - TECH Page 10 of 113

 specifically authorized by the procuring authority or as specifically disclosed
pursuant to paragraph(5)(b) above;

8. The terms of the RFP have not been, and will not be, knowingly disclosed by the
Consultant, directly or indirectly, to any competitor, prior to the date and time of
the official proposed opening, or of the awarding of the Contract, whichever comes
first, unless otherwise required by law or as specifically disclosed pursuant to
paragraph(5)(b) above.

Yours sincerely,

Ascension Investments Limited

________________________
Ruth Kinyanjui
MANAGING DIRECTOR

October 23rd, 2024

________________________
Stamp or Seal of Tenderer

TWWDA/RFP/001/2024-25 - TECH Page 11 of 113

FORM TECH - 2: CONSULTANT’S ORGANIZATION AND EXPERIENCE

2.1 COMPANY PROFILE AND CAPABILITY STATEMENT

2.1.1 INTRODUCTION
Ascension Investments Limited is a Consultancy and Training Firm focusing largely on:-

 Executive Governance Advisory of Boards and Management;

 Strategy Formulation and Execution;
 Organizational Growth Optimization;
 Institutional Research, Products Review and Service Modeling;
 Business Process Mapping & Reengineering;
 ICT Audits, Reviews & Project Management;
 Branding, Brand Optimization, and Brand Recognition;
 Operations and Human Resource Function Reviews and Health Checks;
 Due Diligence, Fund and Wealth Management; and
 Staff Strategy Trainings, Capacity Building, Gap Analysis for Professional Growth &
Development.

Ascension Investments Limited is a privately held Firm based in Nairobi. It was

established in 2018 and legally registered under the Company Act Cap 486 to provide
Comprehensive Financial, Operational, and Technological Solutions aimed at
enhancing the efficiency of their Clients through Strategic Innovations in Products,
Processes, Procedures, and Market Approaches.

With over 100 years of collective experience in Financial Industry Reforms, the firm
collaborates closely with its Clients' Boards and Management Teams to pinpoint and
address specific concerns, ensuring alignment with industry best practices. Since its
registration, Ascension Investments has been instrumental in driving significant value in
the Financial Services Sector, leveraging a Strategy focused on Blue-Ocean Principles,
Data, and Market Intelligence.

2.1.2 COMPANY OVERVIEW

At Ascension Investments, we bring on board a highly qualified, multi-disciplinary team
consisting of individuals with practitioner experience in conducting Business and
Marketing Planning over the years. With a combined experience of over 100 years,
mostly within the financial services space, we have the necessary skills to ensure the
Project Goals are met.

Our experience includes Institutional Assessment, Programme Design, Strategy

Development, Business Needs Analysis, Institutional Research, ICT for Development,
Financial Modeling, Communication, and Branding among other disciplines. The skills
brought on board by the AIL Team well blend into the delivery of the Terms of
Reference and provide the necessary value add for the Client.

TWWDA/RFP/001/2024-25 - TECH Page 12 of 113

The AIL Team has participated in the Transformation and Advisory in Key Financial
Services Providers regionally. With experience in Banking and Saccos, including valued
experience at WOCCU, the high-level delivery in the Big Four Audit firms, this team is
well endowed to effectively deliver the Products Review, Refinement and
Development for MNS.

Our market-led data driven strategy will customize the advisory for the purposes of
meeting the key goals. This process makes it easier for the Sacco to identify the niche
that they can target for service expansion and marketing.

“We are renowned for aligning Business and Marketing Plans with the goals of our Clients.”

Our team has successfully undertaken several assignments in the Financial, Audit, Sacco
and Banking sector with a high level of competence and satisfaction of clients. We use
a structured approach in our assignments with clear deliverables to ensure quality work
and delivery on provided timelines. This guiding principle has been evident in our
delivery where the Client will be a beneficiary of the approach and execution.

Ascension is therefore your trusted partner that brings expertise, dedication, and a
personal touch to your journey towards improved financial, operational, and
technological excellence

OUR MISION AND VISION

 To Foster Excellence and Sustainable Growth
 To Facilitate Transformation in Governance
 To Drive Adoption of Dynamic IT Strategies

OUR COMPANY VALUES

 Professionalism
 Integrity
 Teamwork
 Efficiency
 Continual Improvement
 Confidentiality
 Conformity with Laws and Regulations

OUR MISSION STATEMENT

“To bring Transformative Solutions and Innovative, Data-Driven Solutions to our
Clients and become an Efficient and Customer Focused Professional Financial
Consultancy Services
Provider in Africa and Beyond”

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OUR COMPANY GOALS
 Create Problem Solving Financial Solutions
 Career Development and Advancement
 Create Employment Opportunities

OUR CORPORATE PHILOSOPHY

 We are always aware that Finance is our Core Business and Passionate about it.
 We are committed to deliver well above our Clients’ expectations at all times.

OUR COMPANY BENEFITS

We leverage our deep Consulting Experience and a diverse pool of Specialists to drive
sustainable growth supported by: -
 Extensive hands-on consulting with Big 4 Audit firms;
 Decades of expertise in Sacco sector best practices;
 Innovative, creative, and data-driven approach; and
 IT, Risk, Research, and ERP Project Management.

OUR SERVICES
1. Governance and Strategy
“Transformative Leadership”
Our Core Services include Executive Governance Advisory for Boards and
Management, equipping them with the insights and tools for effective decision-making.

We also offer Specialized Training Programs designed to empower Corporate Leaders,

enhancing their capabilities to navigate complex challenges and drive positive change.
In addition, we excel in Strategy Formulation and Execution, ensuring an Organization's
Vision becomes a reality with precision.

2. Organizational Development
“Unlock Your Potential”
Our Services encompass Optimizing Organizational Growth, providing Staff Strategy
Training to enhance their skills and effectiveness, conducting Gap Analysis to identify
areas for improvement, and performing comprehensive Operations and Human
Resource Health Checks. This ensures that an Organization can unlock its full potential
and achieve sustainable success.

3. Research and Product Development

“Research Driven Innovation”
We specialize in Institutional Research, providing valuable insights to fuel your
organization's growth. Our services extend to in-depth Product Reviews and Service
Modeling, ensuring your offerings are optimized for success. Additionally, we excel in
Process Mapping and Reengineering, streamlining your operations for efficiency and
excellence.

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4. ICT Audit, Project and Data Management
“Tech Meets Seamless Execution”
i) ICT Audit and Review:
In today's Digital Age, the health of an Organization’s Information and Communication
Technology (ICT) infrastructure is paramount. Our experts conduct comprehensive ICT
Audits and Reviews to ensure our Client’s Systems are secure, efficient, and aligned with
its Business Objectives.

ii) Project Management:

Successful projects require meticulous planning, execution, and oversight. We specialize
in Project Management, guiding our Clients’ initiatives from inception to completion.
With a focus on Timelines, Budgets, and Quality, ensuring that projects are delivered
with precision. We also specialize in Monitoring and Evaluation, providing our esteem
Client’s with a well-defined M&E Framework enabling a successful Project
Implementation.

iii) Data Management:

In today's Digital Economy, Companies have access to more data than ever before. This
data creates a foundation of intelligence for important Business Decisions. We specialize
in Data Management Solutions; assisting our client’s develop efficient Data Collecting
Tools, use effective Data Analysis Methods to provide a comprehensive Report to guide
in Decision Making therefore improving Visibility, Reliability, Security, and Scalability.
Our data Management Techniques will make essential functions easier, effective and
faster.

5. Branding and Recognition

“Building Super Brands”
i) Branding:
Your brand is your unique story, and we’re here to help you tell it. We understand that
branding goes beyond just logos and colors; it’s about creating an emotional connection
with your audience.

ii) Brand Optimization:

Building a strong brand is essential, but optimizing it for maximum impact is our
expertise. We meticulously fine-tune every aspect of your brand; from design aesthetics
to messaging consistency, to ensure it remains relevant and compelling in the ever-
evolving marketplace.

iii) Brand Recognition:

In a world saturated with choices, it’s crucial to stand out. We employ strategic
marketing, creative campaigns, and engagement tactics to enhance your brand’s
recognition.

6. Finance Advisory
“Finance is our Language”
i) Financial Advisory:

TWWDA/RFP/001/2024-25 - TECH Page 15 of 113

Our team of Financial Experts is dedicated to guiding you through the complexities of
the financial landscape. We offer tailored Advice and Strategies to optimize your
Financial Health, whether you're an individual seeking personal financial growth or a
business looking to enhance your financial performance.

ii) Due Diligence:

Making sound financial decisions requires thorough Analysis and Evaluation. We
conduct
Meticulous Assessments and Risk Analysis to ensure that your investments and financial
transactions are well-informed and secure.

iii) Fund and Wealth Management:

Managing funds and wealth demands precision and expertise. Our fund and wealth
management services are designed to help you grow and safeguard your assets.
Whether you're looking to invest, diversify your portfolio, or plan for your financial
future, we provide Strategic Solutions tailored to your unique needs.

ASCENSION TEAM SKILL SET

 Financial Management: Sage, Xero, FreshBooks, Expensify, Gusto, SOS Inventory
 Project Management: JMS Project, MS Excel, Adobe Workfront, Enterprise Architect
 Accounts Management: Quick Books, Rue Suites
 Data Management: Google Cloud, MS Excel, Oracle, SPSS
 Databases: Microsoft Access, MySQL, PostgreSQL, Oracle 11g and MS SQL Server
 Product Development: Photoshop, AutoCAD, Corel Draw
 Business Development: QuickMail, CRM, HubSpot, Hunter, Html, Worpress
 HR Management: Aren, Oracle, BambooHR, WorkPay
 IT Solutions: Application development using C, C++, Java, Visual Basic 6.0,
VB2005, and Delphi; Web design using HTML, JavaScript, Ajax, CSS and DHTML;
Hardware and Software support skills, Computer Networking Skills
 Monitoring and Evaluation: ActivityInfo, LogAlto, Sopac

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2.2 OUR TRAINING PROGRAM

“Strengthening Foundations, Building Futures”

Holistic Excellence:
Specialized Departmental
Training for SACCOs
Empowering Excellence across Every Department

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 Introduction to Ascension Investments Limited
Training Program

Ascension Investments Limited is a premier Consultancy

and Training Firm dedicated to empowering
organizations through strategic advisory and
innovative solutions. We specialize in enhancing
governance, optimizing organizational growth, and
driving operational excellence.

Our Vision and Mission

Vision: To be the leading catalyst for transformative

growth and excellence in the financial services industry.

Mission: To provide unparalleled Training Services that

empower organizations to achieve their strategic goals
and maximize their potential.

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TRAINING OBJECTIVE CORE TRAINING KEY BENEFITS TARGET
PROGRAM AREAS AUDIENCE
Finance and Enhance the Financial Planning Enhanced Financial Finance
Accounting proficiency and and Budgeting Management Managers
Management effectiveness of your
Accounting Principles Improved Financial Accountants
SACCO’s Finance and
and Practices Reporting
Accounts Internal Auditors
Departments, Financial Reporting Regulatory
Board Members
ensuring robust and Analysis Compliance
Financial Health and Operational Efficiency
Internal Controls and
Regulatory Finances. Compliance
Credit Strengthen Credit Credit Risk Improved Credit Risk Credit Officers
Management Management Assessment and Management
Loan Officers
Practices and mitigate Mitigation
Streamlined Loan
risks. Risk Managers
Load Processing and Processes
Management Board Members
Effective Debt
Debt Recovery Recovery
Strategies
Regulatory
Compliance with Compliance
Legal Policies
Marketing and Enhance Marketing Branding and Market Stronger Brand Marketing
Customer Strategies and Positioning Presence Executives
Service improve Customer
Digital marketing Increased Online Customer Service
Service to increase
Strategies Engagement Representatives
member satisfaction
and loyalty Customer Enhanced Member Relationship
Relationship Relationships Managers
Management (CRM)
Superior Customer Board Members
Enhancing Member Service
Experience
ICT & Innovation Strengthen your ICT Infrastructure Robust IT Systems ICT Managers
SACCO's Management
Enhanced IT Staff
technological
Cybersecurity Best Cybersecurity
infrastructure and Innovation
Practices
promote innovation. Innovative Growth
Managers
Digital
Data-Driven Decisions
Transformation Board Members
Strategies
Data Management
and Analytics

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 TRAINING OBJECTIVE CORE TRAINING KEY BENEFITS TARGET
PROGRAM AREAS AUDIENCE
Internal Audit Ensure Internal Audit Improved Audit Internal Auditors
comprehensive and Processes Efficiency
Risk Managers
effective Internal
Risk-Based Auditing Enhanced Risk
Audit Practices. Compliance
Management
Compliance Auditing Officers
Regulatory
Audit Reporting Board Members
Compliance
Accurate Audit
Reporting
Research and Enhance your Research Advanced Research R&D Managers
Development SACCO's research Methodologies Skills
Product
capabilities and drive
Product Innovative Product Development
innovation.
Development Development Teams
Market Analysis Market-Driven Market Analysts
Strategies
Innovation Board Members
Management Competitive
Advantage
Risk Management Strengthen Risk Risk Identification Effective Risk Risk Managers
Management and Assessment Management
Compliance
frameworks to
Risk Mitigation Enhanced Officers
safeguard your
Strategies Organizational
SACCO. Internal Auditors
Resilience
Risk Monitoring and
Board Members
Reporting Regulatory
Compliance
Compliance with
Risk Regulations Proactive Risk
Mitigation
Customer Service Elevate customer Customer Service Improved Member Customer
service standards to Excellence Satisfaction Service
enhance member Representatives
Handling Member Enhanced Service
satisfaction.
Complaints Delivery Relationship
Managers
Member Engagement Increased Member
Strategies Loyalty Member Services
Staff
Enhancing Member Proactive Issue
Experience Resolution Board Members

Human Resources Optimize HR Talent Acquisition Improved HR HR Managers

practices to enhance and Retention Efficiency
Recruitment
workforce
Officers
productivity.

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 TRAINING OBJECTIVE CORE TRAINING KEY BENEFITS TARGET
PROGRAM AREAS AUDIENCE
Performance Enhanced Employee Training and
Management Performance Development
Employee Regulatory Manager
Development HR Compliance
Board Members
Compliance
Effective Talent
Management
Compliance Ensure Understanding Regulatory Compliance
comprehensive Regulatory Compliance Officers
compliance with Requirements
Reduced Risk of Non- Internal Auditors
Regulatory
Compliance Compliance
Requirements. Risk Managers
Monitoring
Enhanced
Board Members
Implementing Organizational Trust
Compliance Best Proactive Compliance
Practices Management
Audit Preparation
Operations Streamline Process Optimization Enhanced Operational Operations
operations for Managers
Resource Efficiency
enhanced efficiency Process
Management
and productivity. Improved Resource Improvement
Operational Risk Utilization Teams
Management
Effective Risk Resource
Performance Metrics Management Managers
Board Members
Data-Driven Decision
Making
Member Services Enhance the quality Member Service Improved Member Member Services
of services provided Excellence Satisfaction Staff
to members.
Member Enhanced Service Relationship
Communication Managers
Quality
Strategies
Customer
Increased Member
Handling Member Service
Retention
Issues Representatives
Proactive Member
Enhancing Member Board Members
Engagement
Engagement

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TRAINING OBJECTIVE CORE TRAINING KEY BENEFITS TARGET
PROGRAM AREAS AUDIENCE
Regional and In- Customizable Topics include Specific and tailored All SACCO Staff
House Training workshops to address Leadership Training
Board Members
specific needs and Development,
Solutions Address
challenges faced by Customer
SACCO specific
your SACCO. Experience, Sales and
challenges
Marketing Skills,
Emotional
Intelligence, Team
Performance, Data
Governance, Fraud
and Cybersecurity,
Tax Trends,
Performance
Management, and
more.
Virtual Training Flexible learning Cover all key areas Flexible and accessible All SACCO Staff
Opportunities ensuring continuous learning Board Members
through webinars professional
Continuous professional
and e-learning development
development
platforms. regardless of
geographical
constraints.

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2.3 OUR CLIENTS

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2.4 OUR PARTNERS

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2.5 SIMILAR PAST ASSIGNMENTS

We have extensive hands on experience, across different geographies, in supporting the

diagnosing, designing and supporting the implementation of wide-ranging public-sector
projects. We will apply this experience to successfully deliver this project.

We set out the highlight of our relevant individual and firm experience in the tables below:

1. Development Bank of Kenya (DBK)

Assignment Name: Performance Approx. Value of the Contract (KES): 1.30
Management Training (PMT) Million (VAT + Disbursements Inc.)
Consultancy Services
Country: Kenya Duration of Assignment (Months): 2
Name of Procuring Entity: Development Total No of staff-months of the Assignment:
Bank of Kenya 2
Contact Address: P. O. Box 30483 – Approx. value of the services provided by
00100, Finance House, Loita Street, your Firm under the contract: (KES): 0.95
Nairobi Million
Start Date: November, 2024 No of professional staff-months provided by
Completion Date: Ongoing associated Consultants: N/A
Role on Assignment: Sole Consultant Name of senior professional staff of your
firm involved and functions performed:
Ruth Kinyanjui, Lead Consultant
Narrative Description of Assignment: Performance Management Training Consultancy
Services
Description of Actual Services Provided by your Staff within the Assignment: Design and
Institutionalize a Customized Strategic Management Framework:, Enhance Performance
Management Practices.
Name of Consulting Firm: Name and Title of Signatory:
Ascension Investments Limited Ruth Kinyanjui, Managing director

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2. Mentor SACCO Society Limited
Assignment Name: HR Consultancy Approx. Value of the Contract (KES): 1.65
Services Million (VAT + Disbursements Inc.)
Country: Kenya Duration of Assignment (Months): 2
Name of Procuring Entity: Mentor Total No of staff-months of the Assignment: 2
SACCO Society Limited
Contact Address: P.O. Box 789 - 10200 Approx. value of the services provided by your
Mentor Complex, Uhuru Highway, Firm under the contract: (KES): 1.20 Million
Murang´a, Kenya
Start Date: November, 2024 No of professional staff-months provided by
Completion Date: Ongoing associated Consultants: 2
Role on Assignment: Sole Consultant Name of senior professional staff of your firm
involved and functions performed: Ruth
Kinyanjui, Lead Consultant
Narrative Description of Assignment: HR Consultancy Services
Description of Actual Services Provided by your Staff within the Assignment: Job
Evaluation and Grading, and Development of Organizational Structure
Name of Consulting Firm: Name and Title of Signatory:
Ascension Investments Limited Ruth Kinyanjui, Managing director

3. Kenya Teachers SACOO Association (KETSA)

Assignment Name: Strategic Plan Approx. Value of the Contract (KES): 2.50
Development and Review Million (VAT + Disbursements Inc.)
Country: Kenya Duration of Assignment (Months): 4
Name of Procuring Entity: Kenya Total No of staff-months of the Assignment: 4
Teachers SACOO Association (KETSA)
Contact Address: Kenya Police Sacco Approx. value of the services provided by your
Building, Nairobi. Firm under the contract: (KES): 1.8 Million
Start Date: June, 2024 No of professional staff-months provided by
Completion Date: August, 2024 associated Consultants: 2
Role on Assignment: Sole Consultant Name of senior professional staff of your firm
involved and functions performed: Ruth
Kinyanjui, Lead Consultant
Narrative Description of Assignment: : Strategic Plan Development and Review
Consultancy Services
Description of Actual Services Provided by your Staff within the Assignment: :
Development and Review of current Strategic Plan

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 Name of Consulting Firm: Name and Title of Signatory:
Ascension Investments Limited Ruth Kinyanjui, Managing director

4. Afya SACCO Society Limited

Assignment Name: Project Approx. Value of the Contract (KES): 5.70
Management Consultancy Services Million (VAT + Disbursements Inc.)
Country: Kenya Duration of Assignment (Months): 4
Name of Procuring Entity: Afya Total No of staff-months of the Assignment: 4
SACCO Society Ltd.
Contact Address: P. O. Box 11607- Approx. value of the services provided by your
0400, Afya Center Building, Tom Firm under the contract: (KES): 4.5 Million
Mboya Street, Nairobi
Start Date: February, 2024 No of professional staff-months provided by
Completion Date: May, 2024 associated Consultants: 2
Role on Assignment: Sole Consultant Name of senior professional staff of your firm
involved and functions performed: Ruth
Kinyanjui, Lead Consultant
Narrative Description of Assignment: Project Management Consultancy Services
Description of Actual Services Provided by your Staff within the Assignment: Project
Management for the Supply, Implementation, Testing and Commissioning of Enterprise
Resource Planning (ERP), Core Banking System and Mobile Banking.
Name of Consulting Firm: Name and Title of Signatory:
Ascension Investments Limited Ruth Kinyanjui, Managing director

5. The Kenya Bankers SACOO Limited

Assignment Name: ICT Strategy Approx. Value of the Contract (KES): 2.50
Development Million (VAT + Disbursements Inc.)
Country: Kenya Duration of Assignment (Months): 4
Name of Procuring Entity: The Kenya Total No of staff-months of the Assignment: 4
Bankers SACOO Ltd.
Contact Address: P.O. Box 73236- Approx. value of the services provided by your
0200, Kenya Bankers Sacco Center, Firm under the contract: (KES): 1.8 Million
3rd Ngong Avenue, off Ngong Road,
Nairobi.
Start Date: February, 2024 No of professional staff-months provided by
Completion Date: May, 2024 associated Consultants: 2

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 Role on Assignment: Sole Consultant Name of senior professional staff of your firm
involved and functions performed: Ruth
Kinyanjui, Lead Consultant
Narrative Description of Assignment: : ICT Strategy Development Consultancy Services
Description of Actual Services Provided by your Staff within the Assignment: :
Development of Comprehensive ICT Strategy, Implementation of ICT Strategy
Name of Consulting Firm: Name and Title of Signatory:
Ascension Investments Limited Ruth Kinyanjui, Managing director

6. Afya SACCO Society Limited

Assignment Name: Strategic Plan Approx. Value of the Contract (KES): 3.20
Review and Development Million (VAT + Disbursements Inc.)
Country: Kenya Duration of Assignment (Months): 5
Name of Procuring Entity: Afya Total No of staff-months of the Assignment: 3
SACCO Society Ltd.
Contact Address: P. O. Box 11607– Approx. value of the services provided by your
0400, Afya Center, Tom Mboya Firm under the contract: (KES): 2.5 Million
Street, Nairobi
Start Date: September, 2023 No of professional staff-months provided by
Completion Date: January, 2024 associated Consultants: 2
Role on Assignment: Sole Consultant Name of senior professional staff of your firm
involved and functions performed: Ruth
Kinyanjui, Lead Consultant
Narrative Description of Assignment: Strategic Plan Review and Development
Consultancy Services
Description of Actual Services Provided by your Staff within the Assignment: Strategic
Plan Review, Strategic Plan Development
Name of Consulting Firm: Name and Title of Signatory:
Ascension Investments Limited Ruth Kinyanjui, Managing director

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2.6 RECOMMENDATIONS
(Copies of Recommendation Letters, LPOs/ LSOs/ Contracts)

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FORM TECH - 3: COMMENTS AND SUGGESTIONS

3.1 ON THE TERMS OF REFERENCE

We have reviewed understood and are agreeable to the terms of reference as we find them
adequate.

Our comments of the terms of reference include the following:

1. Support and commitment from the Senior Executive will be required and shall be
provided;
2. The Project Team shall strive to ensure collaboration and communication to enable a
“One Team” approach;
3. A detailed Project Implementation Plan shall be developed by us and communicated
to Key Stakeholders (and team members) to create awareness and highlight the required
commitment to the achievement of the Project Objectives;
4. Availability and time commitment of users from all the business units for information
sharing, interviews, validation of business processes and user acceptance testing; and
5. The impact of any scope changes in terms of effort, costs and timeframes will be
discussed and agreed with you in writing, prior to commencing of any work.

3.2 ON THE DATA, SERVICES AND FACILITIES TO BE PROVIDED BY THE CLIENT

Our Consultants will each have their own computing devices with the relevant softwares
necessary for the assignment, however Tana Water Works Development Agency
(TWWDA) (“hereby referred to as the Client”) shall provide access to its premises during
regular working hours plus accommodation and transport to other offices and external
stakeholders as required by the project. In addition, the client should provide the
following:

1. Existing documentation including the current Communication Plan, Organizational

Profile/ Structure, Staff Profiles and Job Descriptions, and Institutional Governance
Policies/ Structure, and any other report that may be necessary to facilitate the
achievement of the project objectives;
2. An onsite suitable private working area for use by the consultants during normal
working hours for the duration of the assignment;
3. An onsite internet and local area network access as needed to facilitate project
operations;
4. A suitable printer (for use to print any report that must be provided in print form),
telephone extension and a photocopier as the need requires; and
5. Temporary access security cards where necessary to access certain premises.

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3.3 ON SPECIFIC KEY DELIVERABLES
For the Performance Management Training Implementation, TWWDA has come up with
specific deliverables for the consultancy. We have gone ahead to provide comments on
the same.

Our comments are in the table below:

Key Deliverable Comments

The purpose of the Agency goes beyond just making a profit.

Creating a well-defined Implementation and Communication
Plan can assist in realigning and refining the Agency’s vision
Develop an and mission, as well as establishing values that enable
Implementation and employees to uphold them. As part of the initial steps towards
Communication Plan developing a comprehensive Communication Plan, the
that will ensure evaluation of current practices is included to assess the
successful inception and performance of the current framework.
completion of this
project within We shall use our Consultant’s Experience and Expertise to
reasonable deadlines develop a detailed Inception Report describing our
methodology, approach and work plan for the assignment
ensuring that we achieve the deliverables in the provided
timelines.

Our 3-Star model for engagement is built upon this essential

foundation. The consultants will conduct sessions with various
groups, including the Board, Staff, and members. The purpose
of these sessions is to evaluate TWWDA’s performance and
identify areas that need improvement.
Our proven expertise in Research and Data Management will
come in handy during the Assignment.
We shall employ a systematic approach to ensure that the
Research, collect and data is relevant, accurate, and comprehensive. We shall make
collate data required use of a detailed plan to gather and organize the required
for the assignment data. The plan will entail the following: -
1. Define the Assignment Scope and Objectives
2. Research Existing Industry Data and Standards
3. Collect Internal Data
4. Gather Qualitative Data
5. Analyze Workflow and Process Data
6. Collate Employee Performance Data
7. Collate Historical Data
8. Collate Employee Feedback

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 Key Deliverable Comments
9. Synthesize Data
10. Collate and Present Findings
Tools for Data Collection and Analysis:
 Surveys: Google Forms, SurveyMonkey, Typeform
 Time Tracking: Toggl, Clockify, Harvest
 Task Management: Trello, Asana, Jira
 Process Mapping: Lucidchart, Visio
 Data Visualization: Excel, Tableau, Power BI

Before conducting any research, we prioritize conducting an

institutional assessment as part of our Desk-Study. Our
consultants will take a hands-on approach to ensure the
Evaluate the relevance assessment is thorough. Our ultimate goal is to identify the
of current Blue-Ocean and develop a strategy to guide TWWDA
organizational structure towards it. This includes a review of the Organizational
in view of strategic Structure to optimize performance.
direction and propose a
new aligned and AIL Consultants will evaluate the relevance of TWWDA’s
optimal organization current Organization Structure in light of its strategic direction
structure. and use comprehensive analysis to propose an optimal,
aligned Structure. This will ensure that the structure supports
the organization's long-term goals, enhances efficiency, and
positions the company for growth.

We will separate functional diagnoses of all the functions/

departments in TWWDA and to determine the functional/
Separate functional departmental interfaces by undertaking functional diagnoses
diagnoses of all the of other State and Development Agencies and the extent to
functions/ departments which these Institutions have a functional interface with
in TWWDA and to TWWDA.
determine the
Based on the results of the aforementioned reviews, our Team
functional/departmental
will give recommendations for an efficient institutional
interfaces.
governance structure.

Functional diagnoses of A fair and Transparent Performance Management System

other state and ensures Employee Satisfaction and improved performance.
development agencies When employees receive regular feedback and feel supported
and the extent to which in their development, they are more likely to be engaged and
these institutions have a committed to their work. Performance management training

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 Key Deliverable Comments
functional interface fosters a culture of accountability and empowerment, leading
with TWWDA. to higher levels of employee satisfaction and retention.
Our Team shall develop a Framework which ensures
Transparency in Staff Performance Evaluation by enabling
them to have the opportunity to work continuously and
autonomously towards the performance goals while
highlighting areas they want to work in, giving them good
reasons to stay with the company.

We will conduct a gap analysis on these interfaces, develop a

comprehensive inventory of all legislation and policies
Conduct a Gap Analysis
relating to these structures, which are effective, and/ or which
on these interfaces.
are existing but have not yet been implemented, and/or are
in the process of conception.

A comprehensive
inventory of all Our able Team will develop a comprehensive inventory of all
legislation and policies legislation and policies relating to these structures, which are
relating to these effective, and/or which are existing but have not yet been
structures, which are implemented, and/or are in the process of conception.
effective, and/or which
We shall compare them to current Local and International
are existing but have
Market Standards for the Water Sector.
not yet been
implemented, and/ or Based on the benchmarking exercise, we will give
are in the process of recommendations and an implementation matrix of the same.
conception;

A company with a good culture of communication results in

engaged employees whose individual objectives align with
team and organizational objectives.

Recommendations for To make communication the lifeblood of TWWDA’s

an efficient institutional performance management strategy, we shall integrate the
governance structure, following in our Implementation Matrix: -
based on the results of  Managers should have regular 1:1s with team members
the aforementioned  Use continuous 360 feedbacks to help with development
reviews. so your people feel they’re reaching their full potential
before performance becomes an issue. We recommend
only using a 360 program to help develop your people,
rather than as part of your performance management
program

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 Key Deliverable Comments
 Make constructive use of performance reviews and
appraisals
 Create a culture of communication, with social activities,
always-on chat channels, and team-building activities

We will establish the existing HR capacities and make

recommendations on the optimal staffing levels based on the
realigned structures.
For any Organization, we believe that higher employee
engagement leads to improved customer satisfaction, which
leads to increased profitability. A continuous approach to
Establish the existing performance management ensures that employees are
human resource working towards goals and objectives in real-time, allowing
capacities and make them to get the most out of their skills and roles, as well as
recommendations on iron out issues before they become bigger and more
the optimal staffing problematic. This approach gives employees greater job
levels based on the satisfaction and a sense of achievement.
realigned structures When goal setting is done well, it benefits both the employee
and the Organization, and is an integral part of performance
management. Employees can focus on those important things,
with their individual objectives and employee performance
expectations aligned with business objectives. And it’s easy to
identify key performance indicators and improve upon them
if necessary.

Based on our Research and Data Collation Findings, our Team

Give recommendations will be able to give well-thought-out Recommendations on
on redeployment and TWWDA Staff Redeployment and Transfer.
transfer of staff within
TWWDA. This will be strictly guided on Staff current skill-set, experience,
expertise and work requirements.

Examine and analyze We will examine and analyze the existing human resource
the existing human profiles and skills inventories and Identify the skills gaps.
resource profiles and
skills inventories and These profiles will guide us in developing a well-aligned
Identify the skills gaps. Organisational Structure for TWWDA.

Recommend modalities Based on our Data Analysis, we will recommend modalities

for undertaking a for undertaking a rationalization exercise in accordance with
rationalization exercise relevant laws, statutes and conventions, and implement the
in accordance with recommendations.
relevant laws, statutes

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 Key Deliverable Comments
and conventions, and These laws should apply to every aspect of TWWDA to ensure
implement the that they become the leading organization in the Water
recommendations. Sector.

We shall extensively review, analyse and revise TWWDA’s

Review and revise the exiting JDs of all the Positions within the Agency (both current
existing job descriptions and proposed) along with Person Specifications.
of all existing positions
and the proposed along We will endure that every position is well-aligned to its
with person requirements (academically, professionally, skill-wise and
specifications experience) and those required by current market trends in
the Water Sector.

Our Data-driven, Market-Led model will be utilized to

identify the Strategic pillars in the Implementation Matrix.
The model will provide all the necessary pillars and action
points for the plan. The strategies for delivery and the
implementation matrix will be developed from these pillars.
Through a comprehensive analysis of internal and external
data, we will reveal the SWOT of the organization. This
Propose an
analysis will integrate both qualitative and quantitative data
implementation
to develop key strategic pillars that align with the mission and
strategy based on the
vision of the organization, guiding the Sacco's service
understanding of
provision and offerings.
TWWDA strategic
direction We will develop a comprehensive Performance Management
Implementation Matrix that is both detailed and easily
understood. This matrix will enable TWWDA to allocate the
necessary resources for implementing the plan.
Each action in the matrix will be justified and explained in
detail to the Management and Board, ensuring that they fully
understand the rationale behind each decision.

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FORM TECH - 4: DESCRIPTION OF APPROACH, METHODOLOGY AND WORKPLAN

4.1 INTRODUCTION
Tana Water Works Development Agency (TWWDA) is a State Corporation established
under the Water Act 2016 in the Ministry of Water & Sanitation and Irrigation. TWWDA
covers five (5) counties of Nyeri, Kirinyaga, Embu, Tharaka-Nithi and Meru. The mandate
of the Agency is to undertake the Development, Maintenance and Management of the
National Public Water Works within its area of jurisdiction.

4.2 PROJECT OBJECTIVES

At no time in modern history have National Governments, their respective MDAs and
SAGAs been under greater pressure to provide results that matter to the public, often under
severe resource constraints. At the same time, government officials and managers are
challenged to overcome the public’s lack of trust in government at all levels.

TWWDA is acutely aware of its challenges and bottlenecks with regards to its current
organization design and subsequent service delivery structures beyond the recent strategic
planning reviewing activity which will establish a new focus and strategic priorities. As
such, it wants to commission a reputable consulting firm/individual consultant to support
it develop well organized structures, that are based on stipulated mandates and functions.
The context and key strategic priorities have organization design implications that need to
find input in implementation. The scope of the organization review work shall involve
analyzing\the organization from an internal as well as external perspectives and to facilitate
the development of a new organization design.

To effectively carry out its mandate TWWDA is organized into four (4) departments and
twelve (12) divisions with an approved staff establishment of one hundred and five (105).

1. Functional Diagnoses of all interfaces amongst Functions/ Departments in TWWDA:

This will involve the following: -
 Assessment and review of mandate for each relevant department/division of TWWDA,
mapping responsibilities, accountabilities and relationships in compliance with laws,
regulations, policies, and procedures;
 Analysis of gaps, overlaps and/or inefficiencies with recommendations;
 Assessment of demand for services and responsiveness of the current mandates of the
different functions/departments to the demand for services;
 Assessment of the efficiency and effectiveness of departments in exercising their current
mandates, including assessment of the work procedures, their efficiency in time and use
of resources and their influence on the quality of the services and budget procedures.
Particular attention will be given to synergies and/or impediments between up, mid
and downstream;

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 Evaluate overstaffing or understaffing situations with an identification of influence on
the performance on TWWDA. The consultant shall identify
 Contemporary staff needs given expected changes in mandates and shall establish the
qualification profile of each staff member (existing and required) as well as determine
the match between existing and future staff requirement;
 Re-organization of the work and decision-making procedures to improve efficiency and
service delivery; and
 Mapping of the other state and development agencies roles and the relationships with
respective departments/divisions of TWWDA and other government agencies; and
 Changes to be considered in view of the distribution of functions and mandates due to
the documented gaps and proposed changes.

2. Work load Analysis:

As the workplace evolves, automation takes center stage, changing employment mindset,
and employees adapting to remote working. Analyzing the workload of each worker is a
worthwhile exercise to determine the optimal number and skills required to deliver the
TWWDA mandate. The objective of this assignment is to systematically, employing logic
and continuity, establish the number and quality of employees needed in the Organization.
The workload analysis will inform staffing decisions, succession planning, leadership
development and skills gaps existing to effectively implement the TWWDA strategic plan.

This will involve the following:

 Map and analyze the total work volume at different grades and positions according to
TWWDA expectations on quality services and future potential;
 Identify core work, core skills and capabilities for execution of TWWDA’s Mandate;
 Identify departments that may be overstaffed or understaffed and offer solutions/
recommendations;
 Establish the staffing levels in TWWDA as mainstreamed in the policy for staffing;
 Assess the optimal workforce for the organization and predict the future workforce
needs for TWWDA now and in the next two years based on the current Strategic Plan;
 Adjust the organization structure based on the established optimal workforce number
(FTE and non-FTE determinations);
 Establish implications of the workforce required and their budgetary implication;
 Establish an indication of the volume of work assigned to each position in TWWDA
and inform decision making;
 Analyze and map the existing workforce at different grades and provide insights
corresponding to the potential segregation of workload;
 Review job descriptions from different level and zones in same and as well as different
departments and provide insights to the equitable workload and their mapping to the
grades & departments;
 Assess the current workload and its distribution among all staff, identify the objective
of each job, classify the tasks and processes of the job;
 Analyze the frequency of the tasks and processes with schedules- weekly, monthly,
annual, etc. and establish an understanding of: a) employees overwhelmed; b)

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 employees under-tasked; c) employees right tasked; d) identify gaps and duplication of
tasks and processes; and e) evaluate and validate overall employee utilization;
 Conduct a detailed analysis of the workload at individual level, functional level and
organizational level;
 Provide a differentiation between capacity in numbers and capacity in knowledge and
skills at both departmental and organizational level;
 Assess the impact of technological changes such as automation on processes; and
 Propose actionable and cost-effective recommendations to address the key findings of
the analysis and assessment for the impetus of efficiencies and effectiveness.

4.3 PROJECT REPORTS AND MILESTONES

All reports referred to below are to be provided at the indicated timelines to TWWDA.

1. Inception Report: on the methodology, data requirements, detailed work plan and
allocation of experts, schedule of outputs to be delivered within one week after the
date of contract signing;

2. Interim Report: Within three to five weeks’ timeline & priority based, staggered
schedule to be agreed with consultant for:
(i) Draft Review Findings;
(ii) Institutional Model Recommendations with alternative organizational proposals;
and
(iii) Other Project Objectives.

3. Final Inclusive Consultancy Report for presentation to the stakeholders - within a

period to be agreed, but not exceeding the seventh week and post approval of the
recommendations;

4. Facilitate stakeholders’ workshop and make presentations.

On successful appointment to the assignment, the consultant is to deliver the following
immediately:
i) Project plan and milestones;
ii) Review and assessment plans; and
iii) Prepare draft presentations for reporting/workshop(s) to the Project Task team as
and when required.

4.4 OUR UNDERSTANDING OF YOUR REQUIREMENTS

Workload analysis consultancy services are designed to help businesses evaluate and
optimize how work is distributed among employees or teams. These services assess the
volume, type, and complexity of tasks, aiming to ensure efficient use of resources, reduce
bottlenecks, improve productivity, and balance workloads.

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It can be simply defined as “the process of systematically evaluating the tasks,
responsibilities, and time commitments required for specific roles, teams, or departments
within an organization. The goal is to assess whether the workload is balanced, efficiently
distributed, and aligned with the available resources and skill sets”.

4.4.1 Key Elements of Workload Analysis:

1. Task Identification: Understanding the various tasks employees perform, their
frequency, and their complexity.
2. Time Allocation: Measuring how much time employees spend on different activities.
3. Workload Distribution: Evaluating whether tasks are equitably distributed among
employees or departments.
4. Resource Utilization: Assessing how well resources, such as time and staff, are used to
achieve organizational objectives.
5. Capacity and Productivity: Analyzing whether employees have the capacity to handle
their current workloads and if productivity is optimized.
6. Efficiency and Bottlenecks: Identifying areas where processes slow down or are
inefficient, creating unnecessary strain on workers.

4.4.2 Purpose of Workload Analysis:

 To prevent employee burnout by ensuring workloads are manageable.
 To improve operational efficiency by streamlining tasks and eliminating redundancies.
 To optimize resource allocation and make data-driven staffing decisions.
 To ensure alignment between workload, role expectations, and organizational goals.

Workload Analysis include establishing objectives, improving performance and reinforcing

employee accountability. An Organization’s culture shapes how Performance Management
is done. A traditional, hierarchy culture which is very much bottom-line-driven may set
employees specific targets which are then measured with their actual performance.

It is about continuously supporting employees to attain individual goals, so that business

achieves its wider objectives. It is a multifaceted set of processes and behaviours that
encourage high performance, the best systems create a close link between successful
employees and successful companies.

4.4.3 Benefits of Our Workload Analysis for TWWDA’s Team Productivity Improvement
By implementing Workload Analysis, TWWDA can reap a multitude of benefits for its
Team:

 Improved Resource Allocation

Workload analysis provides valuable insights into your team’s capabilities and skill sets.
You can leverage this information to assign tasks based on expertise and experience,

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ensuring the right people are working on the right things. This leads to better task
completion rates and higher quality work.

 Streamlined Workflows
Workload analysis can uncover inefficiencies and bottlenecks in your workflows. By
analyzing the time spent on specific tasks, you can identify areas where processes can be
streamlined or automated. This frees up valuable time for your team to focus on more
strategic initiatives.

 Enhanced Employee Well-being

Overloaded employees are more susceptible to stress, burnout, and decreased morale.
Workload analysis helps prevent these issues by ensuring workloads are reasonable and
manageable. When employees feel supported and have the resources they need to succeed,
their well-being improves, leading to higher engagement and productivity.

 Data-driven Decision Making

Workload analysis provides concrete data to support your decision-making. You can use
this data to identify training needs, adjust staffing levels, and prioritize projects based on
actual team capacity.

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4.5 OUR TECHNICAL APPROACH
Our approach with you will carefully consider your requirements and translate these into
a series of steps that are aimed at achieving the expected deliverables. Our approach will
be guided by the following principles:

 Understanding your Objectives and focusing on achieving your Outcomes. Our team
has a long track record of successful delivery on our clients’ objectives and even creating
additional value exceeding client’s expectations. We take great pride and care in driving
innovative and creative approaches to maximize value and save time and costs.

 Selecting the best Approach for Implementation with you. We are thoroughly
committed as a team to working with you to find the best solutions to all the challenges
presented. We will ensure that these are grounded on best practice based on our
considerable experience in monitoring and evaluation especially in the development
sector.

 Participation and Knowledge Transfer. A key element of our approach will be to ensure
capacity transfer to your team. We will transparently work with the Project
stakeholders and implementing partners on all aspects of this project, and ensure
knowledge sharing and skills transfer.

 Coordination and Regular Communication Updates. We will design our project

approach around regular meetings and update sessions to allow overall project progress
to be smooth.

 Superb Quality Control and Review. Our project team will be clearly led and will be
100% focused on producing the highest quality output that we can. We will utilise our
in-house team of quality assurance specialists to ensure that our deliverables meet the
highest level of global standards

 Interaction and stakeholder engagement. We will involve all the key stakeholders,
implementation partners and other stakeholders ensuring that all their concerns are
addressed and offering constructive and workable recommendations if required.

Our approach to this assignment is embedded in best practice methodology designed to

enable smooth operations within Institutions. Our methodology has been used for large
and complex studies and provide a consistent approach to project delivery from initial
strategy conceptualisation through to implementation.

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4.6 OUR PROPOSED METHODOLOGY
Performance Management is the systematic process by which an Organization involves its
employees, as individuals and members of a group, in improving organizational
effectiveness in the accomplishment of its mission and goals.

Our proposed methodology includes:

1. Review of Organizational Insights: We will begin with an overview of the current draft,
which includes a thorough assessment of TWWDA’s strengths and areas for
improvement. This review will ensure a comprehensive understanding of the
organization's mandate, business model, and ethos.
2. Validation of Vision, Mission, and Values: A key part of the assignment will be
dedicated to reviewing and validating the Agency’s foundational beliefs, including its
Vision, Mission, and Values. The focus will be on ensuring these elements are aligned
with the Agency’s identity and aspirations, and that they effectively inspire both internal
and external stakeholders.
3. Situational Analysis Review: Participants will review the situational analysis presented
in the draft, which includes insights from past performances, SWOT analysis, PESTLE
analysis, risk assessments, and stakeholder evaluations. The aim is to confirm the
primary strategic issues identified.
4. Validation of Strategic Pillars and Objectives: The draft Strategic Management
Framework will include clearly defined strategic pillars and objectives. During the
assignment, these pillars and objectives will be reviewed to ensure they are well-
structured, relevant, and adequately address the Agency’s strategic goals. Any necessary
adjustments will be identified to refine these elements.
5. Refinement of Strategies: The draft will also outline actionable strategies for achieving
the strategic objectives. The Consultant will review these strategies, providing feedback
to ensure they are practical, realistic, and aligned with the Bank’s strengths and
environmental context.
6. Operational Planning: The operational blueprint included in the draft plan will be
reviewed, focusing on the implementation steps, organizational structure, resource
allocation, and risk management strategies. An implementation matrix will be
discussed, detailing the strategies, milestones, roles, resources, expected outcomes, and
performance indicators.
7. Monitoring and Evaluation Framework: The final section of this stage will focus on the
draft's monitoring and evaluation framework. The Consultants will validate the
proposed performance metrics and log frame, ensuring they are robust and aligned
with the Sacco's strategic objectives, and provide mechanisms for real-time performance
assessment and adjustments.
This approach ensures a thorough validation and refinement process, resulting in a final
strategic plan that is both actionable and aligned with TWWDA’s long-term goals.

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The assignment will be undertaken in four stages as illustrated below.

4.6.1 IMPLEMENTATION AND COMMUNICATION PLAN DEVELOPMENT

The aim of this stage is to reconfirm the nature, scope and magnitude of activities for this
assignment and to firm up the proposed approach and work plan. We will hold an initial
meeting with the client to:
 Discuss and have concurrence on the envisioned approach to the assignment;
 Set out timelines for the activities and deliverables in the work plan,
 Obtain relevant information and documents that will inform the assignment.

This stage is aimed at gathering relevant information on TWWDA. This will include
information on its past performance, current internal environment and emerging strategic
issues (internal and external).
The tasks carried out include the following:

Task 1: Design a Draft Implementation and Communication Plan

To ensure successful inception and completion of the Project Deliverables within the
provided Timelines, our Team will design a draft Work Plan and Work Schedule
which will incorporate all the Deliverables, Timelines and Milestones.

Task 2: Internal Data Review

We shall analyse the current Activities of the Agency using various analytic tools to draw
meaningful insights. This will involve analysing the Agency’s performance on various levels
that will be compared to the regulatory standards as well as the prudential international
standards.

Task 3: Primary Stakeholder Survey

We shall undertake satisfaction reviews within the current stakeholders including the
Board, Management, Staff, Local Communities and Customers. Effort will be put on
to understand the profit, savings, infrastructure, the providers and the conditions. This

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is aimed at identifying the unmet needs for the stakeholders and potential customers
targeted for the expansion of service.

A. Qualitative interviews
Information will be sought from first-person interviews with various stakeholders in
this space. This will involve either the design of questionnaires and interviews or focus
group discussions (FGDs) with various groups and individuals drawn from the key
operation areas under perspective.
To do this effectively, the Bank needs to help the Consultant to sample some of the
participating members and organize the meetings. The FGDs will entail 2 to 5
customers participating in the engagement and generating the strategic pointers.

B. Profile the Financial Needs and Gaps

Part of the research will encompass the follow up on the penetration of various
financial service providers and identifying if there are any unmet needs or areas where
the Bank can edge by providing customized products and services.

Task 4: Key Stakeholder Consultation

The Agency’s major key stakeholders are the Customers, Staff and Board of Directors.
Thus, we will carry out a stakeholder consultation to make the exercise participatory.
This insightful session will enable the Agency evaluate on the successes of the previous
Communication Plan and the opportunities for growth in the new strategy.

Task 5: Implementation Plan and Communication Plan Design

We will design and implement a comprehensive implementation framework,
encompassing measurable corporate objectives, goals, and a revised corporate
communication strategy.

Task 6: Implementation Plan Cascading

We will effectively cascade the Implementation Plan to divisional, departmental, and
individual levels, ensuring alignment with the overall Corporate Strategy.

Task 7: Implementation Plan Handbook Development and Implementation

We will develop and implement an Implementation Plan Handbook detailing the
Methodology, Performance Cycle, and Associated Tools and Templates.

Task 8: Implementation and Communication, and KPI Fine-tuning

We will fine-tune the Implementation and Communication Plan, and Key
Performance Indicators to track Business Performance across multiple areas and
integrate with other systems.

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Milestone 1: Comprehensive Implementation and Communication Plan
The Consultant will compile the observations from the activities in this stage and
incorporate the learnings from the desk-research, the review of the current Communication
Plan and the stakeholder engagement and develop a Communication Plan.

4.6.2 DESKTOP REVIEW, RESEARCH, DATA COLLECTION AND ANALYSIS

To research, collect, and collate data for the TWWDA Workload Analysis Consultancy
Assignment, we shall make use of a systematic approach to ensure that the data is relevant,
accurate, and comprehensive.

We will make use of the following detailed plan to will gather and organize the required
data: -

Task 1: Defining the Assignment Scope and Objectives

 Identify Objectives: We will clearly outline the purpose of the Workload Analysis,
that is, to improve employee productivity, reduce bottlenecks, optimize resource
allocation, or mitigate employee burnout?
 Target Groups: We will specify the teams, departments, or roles within the
organization that will be analyzed. This will help narrow down the data collection
efforts.

Task 2: Research Existing Industry Data and Standards

 Benchmarking: Our Consultants will research industry standards for workload
distribution. This will be helpful in comparing the data to what is considered best
practice within the Water Sector.
o Sources: Industry reports, white papers, academic journals, and case studies.
o Databases: Access data from databases like Statista, industry association
publications, or reports from consultancies like Deloitte, PwC, or McKinsey.
 Key Metrics: Identify common workload metrics used in the Water industry, such as:
o Average hours worked per week
o Task completion timeframes
o Staffing ratios (staff to workload levels)
o Employee productivity rates (tasks completed per hour or day)
o Employee satisfaction and stress levels (often measured via surveys)

Task 3: Internal Data Collection

 Data Sources: We will identify which data sources within the organization will
provide relevant information. This could include:
o HR Data: Information on employee roles, headcount, job descriptions, and
performance reviews.
o Project Management Tools: Data from tools like Asana, Trello, [Link], or
Jira that track tasks, projects, deadlines, and who is assigned to each task.

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 Time Tracking Software: Tools such as Toggl, Harvest, or internal time-tracking
o
systems to gather data on how much time employees spend on specific tasks.
o Payroll Data: Use payroll systems to track overtime, which can be an indicator of
excessive workloads.
 Manual Data Collection: For tasks that are not automatically tracked, we shall
request employees to log their daily activities over a fixed period (e.g., two weeks).
This can be done using spreadsheets or simple time tracking apps.

Task 4: Qualitative Data Gathering

 Employee Surveys: Create and distribute surveys or questionnaires to TWWDA’s
employees and managers to collect their insights on workloads. Some sample
questions might include:
o Do you feel your current workload is manageable?
o What tasks take up most of your time?
o Are there tasks you feel should be redistributed or automated?
o How often do you work overtime or outside of regular hours?
o How would you rate the clarity of your role and responsibilities?
o What would help you perform more efficiently?
o Do you feel like your work is aligned with your skillset?
 Interviews: Conduct one-on-one interviews with Key Personnel (both management
and staff) to gather deeper insights on the workload dynamics. Interview questions
will explore pain points, areas for improvement, and feedback on current processes.
 Focus Groups (FGDs): Organize group discussions with teams to identify common
challenges related to workload distribution, bottlenecks, and collaboration.

Task 5: Workflow Analysis and Data Processing

 Process Mapping: We will analyze existing workflows and processes within the
organization. Collect data on the number of steps in critical workflows, the time
taken for each step, and the dependencies between tasks or teams.
o Workflow Tools: Use process mapping tools (e.g., Lucidchart, Microsoft Visio) to
create visual representations of how tasks move from one team to another.
o Bottleneck Identification: Identify where in the workflow tasks get delayed, are
repetitive, or where handoffs between departments or teams are not efficient.

Task 6: Employee Performance Data Collation

 Task Completion Data: We will collect data on the number of tasks completed per
employee or team in a given period (e.g., per day, week, or month). This will help
assess whether employees are overburdened or underutilized.
 Overtime Records: We will analyze overtime data to identify employees who
consistently work more hours than expected, indicating potential workload
imbalance.

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  Employee Absenteeism: We will gather data on absenteeism rates. High absenteeism
or turnover can sometimes indicate work-related stress or burnout.

Task 7: Historical Data Collation

 Historical Trends: We will collect data on how workload has fluctuated over time.
For example, do workloads spike during specific periods (e.g., during product
launches, tax seasons, or holiday periods)?
 Compare Workload Pre- and Post-COVID-19: If relevant, our Team will analyze
how workloads have shifted due to remote work policies, hybrid work
arrangements, or changes in organizational structures post-pandemic.

Task 8: Employee Feedback Collation

 Survey Results: Consolidate survey responses to identify patterns or trends in
employee sentiment about workloads, job satisfaction, and work-life balance.
 Interview/Focus Group Notes: Summarize key takeaways from interviews or focus
groups. Highlight common concerns or areas where employees feel workload issues
arise, and any suggestions they have for improvement.

Task 9: Data Synthesis

 Quantitative Data Analysis: We shall use statistical methods to analyze the
quantitative data collected. This might include:
o Average time spent on tasks across teams
o Workload variance among employees
o Capacity utilization rates
o Overtime hours
 Qualitative Data Analysis: Group and categorize the qualitative data from surveys
and interviews. Look for recurring themes or issues, such as consistent complaints of
high workloads in a particular department or role.
 Comparison with Industry Benchmarks: Compare internal data to industry
benchmarks to assess whether the organization’s workloads are within acceptable
limits.

Task 10: Findings Compilation and Presentation

 Organize the Data: We will categorize the data into sections, such as:
o Workload distribution (across roles and departments)
o Employee productivity (tasks completed per employee)
o Employee well-being (stress levels, overtime, absenteeism)
o Process and workflow bottlenecks
o Technology and resource usage
 Visualize Data: Use charts, graphs, and tables to present the data. Visualization tools
like Excel, Tableau, or Power BI can help create clear, actionable insights.
o Workload Heatmaps: Use heatmaps to show areas where employees are
overworked or underutilized.

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 o Trend Lines: Display how workloads have changed over time.

Tools for Data Collection and Analysis:

 Surveys: Google Forms, SurveyMonkey, Typeform
 Time Tracking: Toggl, Clockify, Harvest
 Task Management: Trello, Asana, Jira
 Process Mapping: Lucidchart, Visio
 Data Visualization: Excel, Tableau, Power BI

Milestone 2: Relevant, Accurate, and Comprehensive Data

By following this structured approach, AIL Consultants will be able to research, collect, and
collate the necessary data for a thorough workload analysis, leading to actionable
recommendations.

4.6.3 ORGANIZATION STRUCTURE REVIEW AND PROPOSAL OF A NEW ONE

AIL Consultants will evaluate the relevance of TWWDA’s current Organization Structure in
light of its strategic direction and use comprehensive analysis to propose an optimal,
aligned Structure. This will ensure that the structure supports the organization's long-term
goals, enhances efficiency, and positions the company for growth.

Also, we will separate functional diagnoses of all the functions/ departments in TWWDA
and to determine the functional/ departmental interfaces by undertaking functional
diagnoses of other State and Development Agencies and the extent to which these
Institutions have a functional interface with TWWDA;

Moreover, we will conduct a gap analysis on these interfaces, develop a comprehensive

inventory of all legislation and policies relating to these structures, which are effective,
and/or which are existing but have not yet been implemented, and/or are in the process
of conception.

Based on the results of the aforementioned reviews, our Team will give recommendations
for an efficient institutional governance structure.

Also, we will establish the existing human resource capacities and make recommendations
on the optimal staffing levels based on the realigned structures, give recommendations on
redeployment and transfer of staff within TWWDA, examine and analyze the existing
human resource profiles and skills inventories and Identify the skills gaps, and review and
revise the existing job descriptions of all existing positions and the proposed along with
person specifications.

Finally, we will recommend modalities for undertaking a rationalization exercise in

accordance with relevant laws, statutes and conventions, and implement the
recommendations.

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Our able Team will make use of their Knowledge, Expertise and Experience to successfully
deliver this Deliverable. Our proposed methodology for this will entail the following Tasks:

Task 1: Understanding the Strategic Direction

 Review Vision and Mission: Reassess the company’s vision, mission, and core values.
The organizational structure should reflect and support these foundational elements.
 Strategic Goals: Analyze the organization’s short-term and long-term strategic goals.
They should be focused on expansion, innovation, operational efficiency, customer
experience, or market dominance.
 Key Performance Indicators (KPIs): Identify the KPIs that align with the strategic goals.
These might include profitability, market share, customer satisfaction, employee
productivity, or innovation metrics.
 Market Trends & Competitive Landscape: Consider external factors such as industry
trends and technological advancements in the Water Sector, Governance and such
other Policy Constructs, and competitor strategies that may influence the organization’s
future direction.

Task 2: Current Organizational Structure Analysis

 Structure Type: Identify the existing structure (e.g., hierarchical, flat, matrix, divisional).
Understand how authority, communication, and decision-making processes flow within
the organization.
 Departmental Organization: Assess how departments are organized. Are they
functional (e.g., HR, Finance, Sales), divisional (based on products, markets, or
geography), or matrix (a hybrid of the two)?
 Roles and Responsibilities: Review the roles and responsibilities at different levels, from
senior management to individual contributors. Analyze if there is clarity, redundancy,
or gaps in responsibility.
 Span of Control: Evaluate the number of direct reports for each manager and whether
they can effectively supervise and support their teams.
 Decision-Making Processes: Investigate the efficiency and speed of decision-making. Is
it centralized, where authority rests with top executives, or decentralized, where
decision-making is distributed to lower levels?
 Communication Flow: Examine how communication flows between departments,
teams, and leadership. Are there communication bottlenecks or silos that hinder
collaboration?

Task 3: Identification of Misalignments between Strategy and Structure

 Operational Inefficiencies: Identify areas where the current structure hinders the
organization from achieving its strategic goals. For instance:
o If the company is pursuing innovation, is the structure too rigid to allow for
creativity and rapid decision-making?
o If the focus is on customer-centricity, does the structure allow for customer feedback
to influence product development or service delivery?

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 o If global expansion is a priority, does the structure support geographic flexibility
and local responsiveness?
 Bureaucracy and Bottlenecks: Identify any bureaucratic processes or bottlenecks that
slow down operations and decision-making.
 Redundancies and Gaps: Look for overlapping responsibilities across teams or functions.
Conversely, identify gaps where critical functions or capabilities are under-resourced or
missing altogether.
 Employee Morale & Engagement: Evaluate employee satisfaction and engagement in
relation to the structure. High turnover, low productivity, or dissatisfaction may point
to structural issues.

Task 4: New, Aligned Organizational Structure Proposal

The new structure should reflect the organization's strategic direction, enhance agility, and
improve operational efficiency.
Below are steps to propose a new optimal structure:

A. Choose the Appropriate Organizational Model

Based on the strategic goals and the evaluation of the current structure, we will determine
the structure which best aligns with the future direction of TWWDA. Common structures
include: -

1. Functional Structure (best for operational efficiency, standardization, and

specialization)
o When to use: When the organization is focused on optimizing core functions and
scaling efficiently.
o Key Benefits: Clear lines of authority, specialization, and efficiency in routine tasks.
o Drawbacks: Potential silos between departments.
2. Divisional Structure (best for large, diversified organizations)
o When to use: When the organization operates in different regions, markets, or
product lines that require independent management.
o Key Benefits: Focused attention on specific business areas (e.g., product or
geographic region).
o Drawbacks: Can lead to duplication of resources (e.g., multiple HR, IT, or
marketing functions).
3. Matrix Structure (best for balancing multiple priorities like projects and functional
expertise)
o When to use: When the organization needs to balance multiple dimensions, such
as product and geography, or functional expertise with project-specific teams.
o Key Benefits: Encourages collaboration, flexible resource allocation, and cross-
functional teamwork.
o Drawbacks: Complexity in reporting relationships; potential confusion over
authority.
4. Flat Structure (best for fostering innovation and reducing bureaucracy)

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 o When to use: When the organization wants to encourage autonomy, creativity,
and fast decision-making.
o Key Benefits: Speed, flexibility, and empowerment of employees.
o Drawbacks: Lack of clear hierarchy can result in accountability issues.
5. Networked or Agile Structure (best for organizations focusing on innovation,
technology, or rapid market changes)
o When to use: When agility, flexibility, and collaboration are critical to
responding quickly to market changes.
o Key Benefits: Cross-functional collaboration, flexibility, and quick innovation
cycles.
o Drawbacks: May require high levels of coordination and alignment across
teams.

B. Redesign Key Elements of the Organization

1. Role Reorganization:
o Create new roles that align with future goals, such as a Chief Innovation Officer
if the organization’s focus is on digital transformation or a Chief Customer Officer
for customer-centric initiatives.
o Eliminate or consolidate roles that have become redundant or no longer fit the
strategic direction.
2. Adjust Reporting Lines:
o Reduce or increase the span of control for managers, depending on the level of
autonomy required at different levels.
o Introduce cross-functional reporting lines if the organization requires more
collaboration between departments (e.g., product development working closely
with marketing).
3. Optimize Decision-Making:
o Decentralize decision-making if rapid responses are crucial (e.g., in fast-moving
industries like tech or retail).
o Alternatively, centralize authority if consistency and control are essential (e.g., in
highly regulated industries like healthcare or finance).
4. Enhance Communication Channels:
o Break down silos between departments by setting up cross-functional teams or
integrating collaborative tools.
o Encourage open, two-way communication between leadership and employees
through regular town halls, feedback mechanisms, and transparent updates on
strategic priorities.
5. Introduce Agile Teams (if relevant):
o Create cross-functional agile teams that work on specific projects or initiatives,
reporting to a project manager rather than a department head. This can
increase adaptability and accelerate innovation.

C. Implementation Strategy
1. Phased Rollout: Implement the new structure in phases to minimize disruption.
Start with pilot teams or departments before scaling across the entire organization.

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 2. Change Management: Introduce a change management plan to ensure a smooth
transition. This includes:
o Training & Development: Offer training for employees to adapt to new roles,
reporting lines, or processes.
o Leadership Alignment: Ensure leaders are fully aligned with the new structure
and are equipped to lead the change.
o Communication Plan: Communicate the changes clearly to all employees,
outlining the rationale, benefits, and how it aligns with the overall strategy.
3. Monitor and Adjust: After implementation, monitor the effectiveness of the new
structure. Use KPIs such as productivity, employee engagement, and customer
satisfaction to gauge success, and make adjustments as necessary.

Proposed Organizational Structure Example

Here’s an example of how a proposed structure might look:
 Chief Executive Officer (CEO) / Managing Director (MD)
o Chief Operating Officer (COO): Overseeing day-to-day Operations
o Chief Financial Officer (CFO): Focus on Financial Health and Cost Management
o Chief Innovation Officer (CIO): Lead Research & Development, Innovation, and
Digital Transformation Initiatives
o Chief Customer Officer (CCO): In charge of Customer Experience, Engagement, and
Retention
o Chief Marketing Officer (CMO): Branding, Marketing Strategy and Market Expansion

Under each C-level executive, functional or divisional teams can be structured depending
on the organization’s specific strategic priorities

Milestone 3: Well-Defined and Effective Organizational Structure

By following these tasks, AIL Consultants will be able to develop a well-defined
organizational Structure for TWWDA with optimal staffing levels based on the realigned
structures.

4.6.4 STAKEHOLDER WORKSHOP, TRAINING AND CAPACITY BUILDING

The aim of this stage is to undertake a comprehensive and in-depth Training of TWWDA’s
Staff on the new Organizational Structure, Job Descriptions, Tasks and Responsibilities.

The Stakeholder Workshop/ Training will be held for 10 working days so that our
Consultants will have enough tie to interact with TWWDA and discuss the Project
Deliverables.

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Task 1: Comprehensive Training and Certification
We shall provide a comprehensive training and certification to all employees on the
Organizational Structure and its application within TWWDA.

Task 2: Training Kits and Reports Development

We will develop well defined Training Kits and Reports on Staff Training regarding
TWWDA’s Organizational Structure and Work Load Analysis.

Task 3: Preparation of Workshop/ Training Documents

We will prepare all the necessary Training Documents, including materials and
presentations to be used during the Training.

Task 4: Stakeholder Workshop, Training and Capacity Building

We will organize and deliver Training Sessions (face-to-face and virtual), ensuring effective
knowledge transfer and skill development to all TWWDA Staff.

Milestone 4: Training Report

The consultants will incorporate all the Training Activities and Outcomes in a detailed
Report.

4.6.5 PERFORMANCE MANAGEMENT ENHANCEMENT

The aim of this stage is to enhance the Performance Management Strategy through
implementation and monitoring by cascading the Performance Management Strategy,
reviewing the staff BSC, enhance staff performance and prepare KPIs.

Task 1: Performance Management Strategy Cascading

We will effectively cascade the Performance Management Strategy to different
organizational levels using the BSC framework.

Task 2: Staff BSC Review

We will review and refine BSCs for all staff cadres to ensure alignment with individual roles
and responsibilities.

Task 3: Employee Strategy and Performance Engagement Process Establishment

We will establish an entrenched Employee Strategy and Performance Engagement Process,
fostering a culture of Continuous Feedback and Development.

Task 4: Preparation of Performance Scorecards

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Prepare Performance Scorecards, including Key Performance Indicators (KPIs), for all
departments and units.

Milestone 5: Performance Management Implementation Matrix

The consultants will develop an Implementation Matrix for KPI’s, Targets and Outcomes.

4.6.6 REPORTING AND DOCUMENTATION

The aim of this stage is to submit all the findings and recommendations in reports, both in
hard and soft copies.

Task 1: Inception Report Submission

We will provide an Inception Report outlining the understanding of the Assignment,
Methodology, Data requirements, detailed Work Plan and allocation of Experts, Schedule
of Outputs to be delivered within one week after the date of contract signing;

Task 2: Regular Progress Reports Submission

We will submit Regular Progress Reports highlighting key achievements, challenges, and
recommendations.

Task 3: Interim Reports Submission

Based on our agreement with TWWDA, we will submit Interim Reports, that is: -
(i) Draft review findings,
(ii) Institutional model recommendations with alternative organizational proposals, and
(iii) Other project objectives.

Task 4: Stakeholder’s Workshop / Training Reports and Presentations Submission

We will submit the Stakeholder Workshop/ Training Report including the Training
Materials, Findings and Agreed Discussions.

Task 5: Final Report Submission

Prepare a Final Report summarizing the Project Outcomes, including the implemented
Communication Plan, The Proposed Organizational Structure, Work Load Analysis report,
Training Results, and Recommendations for sustainability.

Milestone 6: Comprehensive Project Report

The Final Report will be presented within 7 weeks of the Project Kick-off for approval by
TWWDA Board and Project Completion.

It shall include all the Project Findings including matters discussed and agreed during the
Stakeholder Workshop Exercise.

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 4.7 WORK PLAN
We estimate the duration to complete the assignment to be approximately 40 working
days i.e. 8 weeks.

# ACTIVITY

A MILESTONE: IMPLEMENTATION AND COMMUNICATION PLAN DEVELOPMENT

A.1 Design a Draft Implementation and Communication Plan
A.2 Internal Data Review
A.3 Primary Stakeholder Survey
A.4 Key Stakeholder Consultation
A.5 Implementation Plan and Communication Plan Design
A.6 Implementation Plan Cascading
A.7 Implementation Plan Handbook Development and Implementation
A.8 Implementation and Communication, and KPI Fine-tuning

B MILESTONE: DESKTOP REVIEW, RESEARCH, DATA COLLECTION AND ANALYSIS

B.1 Defining the Assignment Scope and Objectives
B.2 Research Existing Industry Data and Standards
B.3 Internal Data Collection
B.4 Qualitative Data Gathering
B.5 Workflow Analysis and Data Processing
B.6 Employee Performance Data Collation
B.7 Historical Data Collation
B.8 Employee Feedback Collation
B.9 Data Synthesis
B.10 Findings Compilation and Presentation

C MILESTONE: ORGANIZATION STRUCTURE REVIEW AND ALIGNMENT

C.1 Understanding the Strategic Direction
C.2 Current Organizational Structure Analysis

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 # ACTIVITY
C.3 Identification of Misalignments between Strategy and Structure
C.4 New, Aligned Organizational Structure Proposal

D MILESTONE: STAKEHOLDER WORKSHOP, TRAINING AND CAPACITY BUILDING

D.1 Comprehensive Training and Certification
D.2 Training Kits and Reports Development
D.3 Preparation of Workshop/ Training Documents
D.4 Stakeholder Workshop, Training and Capacity Building

E MILESTONE: PERFORMANCE MANAGEMENT ENHANCEMENT

E.1 Performance Management Strategy Cascading
E.2 Staff BSC Review
E.3 Employee Strategy and Performance Engagement Process Establishment
E.4 Preparation of Performance Scorecards and Matrices

F MILESTONE: REPORTING AND PRESENTATION

F.1 Inception Report Submission
F.2 Regular Progress Reports Submission
F.3 Interim Reports Submission
F.4 Stakeholder’s Workshop / Training Reports and Presentations Submission
F.5 Final Report Submission

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FORM TECH - 5: WORK SCHEDULE AND PLANNING FOR DELIVERABLES

As indicated in our proposed Work plan, we estimate the timeline to successfully deliver
the Deliverables of this Assignment to be approximately 40 working days i.e. 8 weeks
inclusive of a 10-day Stakeholder Engagement/ Training Exercise.

5.1 DELIVERABLES
At the end of the Assignment, we shall have delivered the following reports to Tana Water
Works Development Agency: -

# REPORTS DUE DATE

1. Inception Report After 5 days

2. Well-aligned Organizational Structure After 10 days

3. Interim / Progress Reports Between 5 and 35 Days

4. Stakeholder Workshop/ Training Report After 30 days

5. Performance Management Implementation After 35 days

Matrix

6. Draft Final Report After 35 days

7. Final Report After 40 days

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 5.2 WORK SCHEDULE

DELIVE
ACTIVITY WEEK
RABLE

1 2 3 4 5 6 7 8

D-1 IMPLEMENTATION AND COMMUNICATION PLAN DEVELOPMENT

D-1.1 Design a Draft Implementation and Communication Plan

D-1.2 Internal Data Review

D-1.3 Primary Stakeholder Survey

D-1.4 Key Stakeholder Consultation

D-1.5 Implementation Plan and Communication Plan Design

D-1.6 Implementation Plan Cascading

D-1.7 Implementation Plan Handbook Development and Implementation

D-1.8 Implementation and Communication, and KPI Fine-tuning

D-2 DESKTOP REVIEW, RESEARCH, DATA COLLECTION AND ANALYSIS

D-2.1 Defining the Assignment Scope and Objectives

D-2.2 Research Existing Industry Data and Standards

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DELIVE
ACTIVITY WEEK
RABLE

1 2 3 4 5 6 7 8

D-2.3 Internal Data Collection

D-2.4 Qualitative Data Gathering

D-2.5 Workflow Analysis and Data Processing

D-2.6 Employee Performance Data Collation

D-2.7 Historical Data Collation

D-2.8 Employee Feedback Collation

D-2.9 Data Synthesis

D-2.10 Findings Compilation and Presentation

D-3 ORGANIZATION STRUCTURE REVIEW AND ALIGNMENT

D-3.1 Understanding the Strategic Direction

D-3.2 Current Organizational Structure Analysis

D-3.3 Identification of Misalignments between Strategy and Structure

D-3.4 New, Aligned Organizational Structure Proposal

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DELIVE
ACTIVITY WEEK
RABLE

1 2 3 4 5 6 7 8

D-4 STAKEHOLDER WORKSHOP, TRAINING AND CAPACITY BUILDING

D-4.1 Comprehensive Training and Certification

D-4.2 Training Kits and Reports Development

D-4.3 Preparation of Workshop/ Training Documents

D-4.4 Stakeholder Workshop, Training and Capacity Building

D-5 PERFORMANCE MANAGEMENT ENHANCEMENT

D-5.1 Performance Management Strategy Cascading

D-5.2 Staff BSC Review

D-5.3 Employee Strategy and Performance Engagement Process Establishment

D-5.4 Preparation of Performance Scorecards and Matrices

D-6 REPORTING AND PRESENTATION

D-6.1 Inception Report Submission

D-6.2 Regular Progress Reports Submission

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DELIVE
ACTIVITY WEEK
RABLE

1 2 3 4 5 6 7 8

D-6.3 Interim Reports Submission

D-6.4 Stakeholder’s Workshop / Training Reports and Presentations Submission

D-6.5 Performance Management Implementation Matrix Submission

D-6.6 Draft Final Report Submission

D-6.7 Final Report Submission

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FORM TECH - 6: TEAM COMPOSITION, ASSIGNMENT, AND KEY EXPERTS’ INPUT

6.1 CORE TECHNICAL/ RESEARCH STAFF

S/No Name Position Position Held from (Date)

K.1 Ms. Ruth Kinyanjui Project Team Leader 2018 - Date

K.2 Prof. Stephen Matt Amadalo Assistant Project Team Leader 2020 - Date

K.3 Mr. Patrick Muriuki Balanced Scorecard Expert 2018 - Date

K.4 Mr. Obed Makori Financial and Data Modeling Specialist 2018 - Date

K.5 Mr. Peter Kibor Monitoring and Evaluation Expert 2019 - Date

K.6 Mr. Brian Wamai Data Management Expert 2023 - Date

6.2 SUPPORT STAFF

S/No Position Pax

NK.1 Project Coordinators 4

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6.3 ASCENSION INVESTMENTS CONSULTANCY TEAM ORGANOGRAM

Ruth Kinyanjui
Project Team Leader

Stephen Amadalo
Asst. Project Team Leader and HR Expert

Ruth
Patrick Muriuki Obed Makori Peter Kibor Brian Wamai
Balanced Scorecard Financial & Data Monitoring and Data Management
Expert Modeling Expert Evaluation Expert Expert

Project Coordination

Support Staff

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6.4 CVS OF CONSULTANCY TEAM

1. Project Team Leader / Lead Consultant - Ruth Kinyanjui

a) Identification

Full Names: Ruth Wanjiru Kinyanjui

Date of Birth: 06/04/1981
Nationality: Kenyan
Years of working experience: From: 2004 to To-Date
Present Position: Performance Management Specialist, Accounting/Finance Expert
Key Personnel position in the Proposal: Team Leader/ Lead Consultant

b) Detailed Task Assignment

 Provide overall Project Leadership;

 Participate and lead all the technical discussion;
 Lead in the desktop review of the existing literature;
 Lead the Project Research and Analysis;
 Lead the Implementation and Communication Plan Development;
 Lead the Data Collection and Analysis Exercise;
 Lead the Stakeholder Workshop Exercise; and
 Provide Project Quality Control and Assurance.

c) Education:

Institutions/Dates Degree(s) or Diploma(s) Obtained:

Catholic University of Eastern Africa; 2015 Master’s in Business Administration
(MBA) Strategic Management
Catholic University of Eastern Africa: 2009 Bachelor of Commerce (Finance)

d) Certifications:

Professional Body Certificate No. Date Obtained

Institute of Certified Public Accountants of R/0781 20th Jan 2010
Kenya

e) Language Skills

Language Reading Speaking Writing

English Excellent Fluent Excellent
Swahili Excellent Fluent Excellent

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f) Key Qualifications/Skills and experience (List e.g.)

Skills required for the assignment: Skills:

Qualifications and skills: Post Graduate  Master’s in Business Administration (MBA)
qualification in Human Resources, Strategic Management with over 20 Years’
Economics, Business Administration, Post-graduation Experience.
Organizational Development or any  Over 10 years of experience in institutional
related discipline. design and human resource management
consultancies.
Professional Qualifications: Eight (8) years  Over 10 years of Corporate Governance
of experience and in-depth knowledge in Advisory Services in Public and Private
institutional design and human resource sectors.
management consultancies  Knowledge in employment law,
General professional experience: compensation management,
Experience in providing an expert advisory organizational planning, organization
and consultancy service to organizations development, and employment relations.
on a wide range of complex human  Experience in the development, review and
resource management matters. implementation of a range of human
resources related policies, practices and
Knowledge in employment law, procedures for public sector organizations.
compensation management, organizational  Experience in formulating HR development
planning, organization development, and strategies and participating in
employment relations. organizational training needs analysis and
apply analytical, qualitative and research
Experience in the development, review skills to develop appropriate and creative
and implementation of a range of human strategies for policy formulation.
resources related policies, practices and  Proven track record of leading similar
procedures for public sector organizations projects for financial institutions/ State
Corporations/ Agencies.
Experience in formulating human resource
 Knowledge of global best practice in
development strategies and participating in
relation to the assignment.
organizational training needs analysis and
 Successful completion of over 5 similar
apply analytical, qualitative and research
projects especially in similar government
skills to develop appropriate and creative
agencies in the past five (5) years.
strategies for policy formulation;
 Ability to meet time frames in terms of the
Knowledge of global best practice in identified milestones in the provided
relation to the assignment; timelines.
 Good understanding of the water sector,
Successful completion of at least 3 similar governance and such other policy
projects especially in similar government constructs in the same.
agencies in the past five (5) years;  Good English communication and writing
skills.
Ability to meet time frames in terms of the
 Excellent Report Writing Skills.
identified milestones;
 Certified Public Accountant - Kenya

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A sound understanding of the water sector,  ICPA-K Member (Member No. K-6781)
governance and such other policy
constructs in the same;

Good English communication and writing

skills, especially in report writing are
essential.

S/ No Past Expert experience Year

1. Project Team leader - Performance Management Training (PMT) for Nov 2024 -
Development Bank of Kenya Date
2. Project Team leader - HR Consultancy Services (Job Evaluation, Nov 2024 -
Grading and Development of Organizational Structure) for Mentor Date
SACCO Society Limited
3. I led in rolling out the banking provisioning standards in Kenya. 2023 -
Advising the regulator on how IFRS 9 will integrate with prudential 2024
guidelines. Implementing the IFRS 9 and 17 projects for banks in Kenya
and major insurance companies in Kenya and East African markets.
4. For the last four years I am involved in the economic analysis of this 2023
country. Working with Major Media Houses NTV, KTN, BBC, K24,
Kameme, Family TV and CTGN among others three or four times in a
Month. I get the opportunity to speak on business and especially the
plight of SMEs before any presidential address. Such a privilege to give
recommendation by airing the issues on the ground for SMEs and their
importance in the economy.
5. In my pursuits for MSMEs Funding solutions in Kenya I was engaged by 2020 -
two of some of the biggest projects not only in Kenya but Africa in 2022
sourcing for private equity funds in America, Europe, Middle East and
Asia. The opportunity gave me exposure of dealing with some of the
brightest minds in Africa funding in Financial Hubs in America among
them New York City, Washington, DC, Dallas Texas and San Francisco
in California. It was also a great opportunity to interact with the
Commerce attaché from the Kenyan Embassy in the US.
6. I worked with all Telcos in Kenya and the then Communication and 2017 -2019
ICT Ministry when the first submarine cable landed in Kenya led by
Safaricom. I sat with the board of The East Africa Marine Cable (Teams)
and defined the distribution to the shareholders and transactions
thereof. For the same pioneered and helped Kenya Revenue Authority
(KRA) in definition of how to tax the cable and future internet cables
in Kenya.

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7. Led country wide training of revised banking regulations and IFRS 9 for 2016
most banks in Kenya. Training boards and organizational executives in
Eastern and Western Africa on Building blocks and the future world
class organizations, taking them through benchmarking tours in Middle
East, South Africa and Europe with top in class organizations.
8. Opening the Ethiopian banking market by winning a banking 2015
framework change role with Association of Ethiopia Banks comprising
of 17 banks. Working with the regulator (NBE) in Ethiopia to ensure
compliance with the law
9. Worked for Coca Cola East and Central Africa in helping them re 2014
structure bottling factories. This I did through an operational efficiency
methodology that helped the franchise in Kenya and the head office in
Atlanta Georgia make a decision of handing over the factories to the
local bottlers and also restructuring the marketing Franchise in Africa.
10. Worked with Alliance for Green Revolution in Africa (AGRA) funded 2012 –
by Bill and Melinda Gates Foundation in working on the process of 2013
identifying and vetting farmers for their projects in Africa including
partnerships with governments and local leaders. Reporting the same
to the Microsoft Board in the USA.

g) Employment Record:

Date from - Date Company Position

to
2018 – 2022 Ascension Investments Limited Managing Director, Lead
Consultant
June 2016 - Price Waterhouse Coopers Manager- Assurance in Charge of
March 2018 Banks and Insurance Companies
June 2015 - The British Council Regional Financial Planning and
January 2016 Analysis Senior Manager
May 2012 - May KPMG Manager, Risk Consulting-
2015 Accounting Advisory Services
June 2010 - April PKF Head- Outsourced Financial
2012 Operations
August 2008 - RSM Ashivir Certified Public Manager- Audit and Tax
May 2010 Accountants & Management
Consultants
2005 - 2008 Igent Group Group Chef Accountant
2004-2005 Mudamba and Associates Certified Audit Associate- Audit and
Public Accountants of Kenya Advisory

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h) Professional Experience:

2018 to Date : Management Consultant/ Corporate Governance Adviser

2008 to 2018 : Finance and Accounts Manager
2004 to 2008 : Accountant/ Auditor

i) Certification:

I, the undersigned, certify that to the best of my knowledge and belief, this CV correctly
describes me, my qualifications, and my experience.

I understand that any willful misstatement described herein may lead to my disqualification
or dismissal, if engaged.

____________________________ Date: October 23, 2024

(Signature of staff member)

___________________________ Date: October 23, 2024

(Signature of authorized representative)

Full name of Staff Member: Ruth Kinyanjui

Full name of Authorized Representative: Ruth Kinyanjui, Lead Consultant

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CERTIFICATES

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TWWDA/RFP/001/2024-25 - TECH Page 75 of 113
2. Assistant Project Team Leader, HR Expert - Stephen Matt Amadalo

a) Identification

Full Names: Prof. Stephen Matt Amadalo

Nationality: Kenyan
Years of working experience: From: 1995 to To-Date
Present Position: HR Expert (IHRM Licensed), Balanced Scorecard Expert, CIPD Chartered
Fellow
Key Personnel position in the Proposal: HR Expert, Work Load Analysis Expert

b) Detailed Task Assignment

 Participate in the desktop review of the existing literature;

 Participate in all the technical discussion;
 Lead the Training Exercise;
 Provide expertise in Work Load Analysis & Organizational Structure Review/
Development;
 Participate in Project Research and Analysis;
 Participate in the Data Collection and Analysis Exercise;
 Participate in the Stakeholder Workshop Exercise; and
 Participate in writing the Project Reports.

c) Education:

Institutions/Dates Degree(s) or Diploma(s) Obtained:

College of Human Resource Management, Higher National Diploma, Human Resource
Kenya Management
Kenyatta University, Kenya Bachelor of Arts, Economics (2nd Class
Honors, Upper Division)

d) Certifications:
Professional Body Certificate No. Validity
Institute of Human Resource Management 2022439155 1st Jan - 31st Dec 2024

e) Language Skills
Language Reading Speaking Writing
English Excellent Fluent Excellent
Swahili Excellent Fluent Excellent

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f) Key Qualifications/Skills and experience (List e.g.)

Skills required for the assignment: Skills:

Qualifications and skills: Degree in human  Higher National Diploma, Human

resource management, public policy, Resource Management
development studies, organizational  Balanced Human Resource Certification
development or equivalent qualifications; with 5 years post certification experience
 Over 5 Years At least 5 years of
Professional Qualifications: At least (5) experience in Experience in providing an
years of experience and in-depth expert advisory and consultancy service
knowledge in institutional design and HR to organizations on a wide range of
Management Consultancies. complex human resource management
Certification: Certification in performance matters.
management, Knowledge management,  Over 10 Year’s working experience in
training and development or instructional knowledge in employment law,
design or a related field is preferred. compensation management,
organizational planning, organization
General professional experience: development, and employment
relations.
Experience in providing an expert advisory  Over 5 Years Expertise in the
and consultancy service to organizations development, review and
on a wide range of complex human implementation of a range of human
resource management matters. resources related policies, practices and
procedures for public sector
Demonstrated knowledge in employment
organizations.
law, compensation management,
 Over 5 Years’ Experience in formulating
organizational planning, organization
human resource development strategies
development, and employment relations.
and participating in organizational
Experience in the development, review training needs analysis and apply
and implementation of a range of human analytical, qualitative and research skills
resources related policies, practices and to develop appropriate and creative
procedures for public sector organizations; strategies for policy formulation.
 Knowledge of global best practice in
Experience in formulating human resource relation to the assignment.
development strategies and participating in  Knowledge of global best practice in
organizational training needs analysis and relation to the assignment.
apply analytical, qualitative and research  Successful completion of over 5 similar
skills to develop appropriate and creative projects especially in similar government
strategies for policy formulation. agencies in the past five (5) years.
 Ability to meet time frames in terms of the
Knowledge of global best practice in
identified milestones in the provided
relation to the assignment.
timelines.

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Successful completion of at least 2 similar  Good understanding of the water sector,
projects especially in similar government governance and such other policy
agencies in the past five (5) years; constructs in the same.
 Good English communication and writing
Ability to meet time frames in terms of the skills.
identified milestones;  Excellent Report Writing Skills.
A sound understanding of the water sector,
governance and such other policy
constructs in the same;

Good English communication and writing

skills, especially in report writing are
essential.

S/No Past Expert Experience Year

1. Lead Trainer - Performance Management Training (PMT) for Nov 2024 - Date
Development Bank of Kenya
2. Key Team Member - HR Consultancy Services (Job Evaluation, Nov 2024 - Date
Grading and Development of Organizational Structure) for
Mentor SACCO Society Limited
3. Afya Sacco Human Resource Consultancy Services Ongoing
4. Mentor Sacco Human Resource Consultancy Services 2024
5. Imarika Sacco Human Resource Consultancy Services 2023
6. De La Rue Kenya EPZ Limited Human Resources Consultancy 2022

g) Employment Record:

Date from- Date to Company Position

2023 to date Baseline Resourcing and Human Resources Management
Personnel Limited Consultant
2019-2023 Baseline Resourcing and
Human Resources Consultant
Personnel Limited
2022-2023 De La Rue Kenya EPZ Limited Lead Human Resources Business
Partner
2019-2022 Self Employed Managing Partner -Human
Capital
2017-2018 Sheer Logic Management Human Resources Services
Consultants Limited Manager
2012-2017 Health U 2000 Limited Head of Human Resources and
Administration

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 2005-2012 Tabibu Cures Limited Operations Manager - Human
Resource Development
2001-2005 Education Aid Foundation, Human Resource and
Uganda Administration Consultant
1998-2001 John’s Auto Tech Limited Administration Manger
1995-1998 Henkel Chemicals East Africa Human Resource Manager

h) Professional Experience:

2017 to Date : Consultant Trainer and Strategist

1995 to 2017 : Human Resource & Administration Manager

i) Certification:
I, the undersigned, certify that to the best of my knowledge and belief, this CV correctly
describes me, my qualifications, and my experience.
I understand that any willful misstatement described herein may lead to my disqualification
or dismissal, if engaged.

____________________________ Date: October 23, 2024

(Signature of staff member)

____________________________ Date: October 23, 2024

(Signature of authorized representative)

Full name of Staff Member: Stephen Matt Amadalo

Full name of Authorized Representative: Ruth Kinyanjui, Lead Consultant

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CERTIFICATES

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3. Balanced Scorecard Expert - Patrick Muriuki

a) Identification

Full Names: Patrick Muriuki Gichuru

Nationality: Kenyan
Years of working experience: From: 1995 to To-Date
Present Position: Strategic Planning and Management Specialist, Balanced Scorecard Expert,
Data Analyst
Key Personnel position in the Proposal: Balanced Scorecard Expert

b) Detailed Task Assignment

 Participate in the desktop review of the existing literature;

 Participate in all the technical discussion;
 Provide expertise in Communication Plan Development and Work Load Analysis;
 Participate in Project Research and Analysis;
 Participate in the Data Collection and Analysis Exercise;
 Participate in the Workshop/ Training Exercise; and
 Participate in writing the Project Reports.

c) Education:

Institutions/Dates Degree(s) or Diploma(s) Obtained:

University of Nairobi – 2024 MA in Project Planning and Management

Kenyatta University; 1990 – 1994 BSc. in Physics/ Applied Mathematics

d) Certifications:

Institution Certificate Date Obtained

University of Maryland, Entrepreneurship: Launching 3rd Jan, 2016
USA an Innovative Business

e) Language Skills

Language Reading Speaking Writing

English Excellent Fluent Excellent

Swahili Excellent Fluent Excellent

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f) Key Qualifications/Skills and experience (List e.g.)

Skills required for the assignment: Skills:

Qualifications and skills: Minimum  MA in Project Planning and

Diploma in human resource management, Management with a minimum over 10
public policy, development studies, years’ experience in BSC development in
organizational development or equivalent finance and insurance sector.
qualifications  Balanced scorecard certification with 3
years post certification experience.
Professional Qualifications and Skills: At  Over 10 years of experience in designing,
least (3) years of experience and in-depth implementing, and cascading Balanced
knowledge in institutional design and Scorecards in organizations.
human resource management consultancies  Expertise and strong understanding of
General professional experience: Communication planning, performance
measurement, work load analysis and
Experience in providing an expert advisory KPI development.
and consultancy service to organizations  Over 7 years of experience in providing
on a wide range of complex human an expert advisory and consultancy
resource management matters; service to organizations on a wide range
of complex human resource
Demonstrated knowledge in employment management matters.
law, compensation management,  Knowledge in employment law,
organizational planning, organization compensation management,
development, and employment relations; organizational planning, organization
development, and employment
Experience in the development, review
relations.
and implementation of a range of human
 Over 10 years of experience in the
resources related policies, practices and
development, review and
procedures for public sector organizations;
implementation of a range of human
Experience in formulating human resource resources related policies, practices and
development strategies and participating in procedures for public sector
organizational training needs analysis and organizations.
apply analytical, qualitative and research  Experience in formulating human
skills to develop appropriate and creative resource development strategies and
strategies for policy formulation; participating in organizational training
needs analysis and apply analytical,
Knowledge of global best practice in qualitative and research skills to develop
relation to the assignment; appropriate and creative strategies for
policy formulation.
Successful completion of at least 2 similar
 Knowledge of global best practice in
projects especially in similar government
relation to the assignment.
agencies in the past five (5) years;
 Successful completion of at over 5
similar projects especially in similar

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Ability to meet time frames in terms of the government agencies in the past five (5)
identified milestones; years.
 Ability to meet time frames in terms of
A sound understanding of the water sector, the identified milestones.
governance and such other policy  Sound understanding of the water
constructs in the same; sector, governance and such other policy
Good English communication and writing constructs in the same.
skills, especially in report writing are  Good English communication and report
essential. writing skills.

S/No Past Expert experience Year

1. Project Team Member - HR Consultancy Services (Job Nov 2024 - Date

Evaluation, Grading and Development of Organizational
Structure) for Mentor SACCO Society Limited
2. Project Team Member - Marketing Strategy Development February - May
ICT Strategy Development for The Kenya Bankers SACCO 2024
Ltd.
3. Project Team Member - Strategic Plan Review and September 2023 to
Development for Afya Sacco Society Limited Jan 2024
4. Project Team Member - Strategic Plan Review and November -
Development for Kenya Teachers Sacco Association (KETSA) December 2023
5. AU-IBAR facilitation for the Feed and Fodder Business July 2024
Planning for AWARFA-N in Machakos, Kenya
6. African Union – InterAfrican Bureau for Animal Resources Oct 2023:
(AU-IBAR) facilitation for the formalization of the Africa
Women in Animal Resources Farming and Agribusiness
Network (AWARFA-N) to realize its potential, flourish as a
Network and Support its members.
Oct 2023: Facilitated the development of a 3-year strategic
plan for Kiatu SACCO
7. Providing Quality Assurance services in the acquisition and 2023/ 24:
implementation of a core and Mobile Banking systems at
Afya, Kiatu and Mentor SACCOs
8. Development of Fundi Flex mobile loan product for FSD/ May 2023:
Pezesha targeting construction workers and SMEs.
9. Review/ Development of Bylaws and Development of 2023/ 24:
Policies and Procedure Manuals for Afya, Vision Afrika, Siraji,
Nyumba Generations and Kiatu SACCOs.

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10. System audit services for Kiatu, Nyumba Generations and May 2023:
Vision Africa SACCOs.
11. Facilitated the development of a 5-year strategic plan for Oct 2022
Afya SACCO, Top 5 SACCO in Assets size in Kenya.
12. Facilitated the State Department of Cooperative workshop July 2022:
on the development of Model Bylaws for Worker
cooperatives, Cooperative unions, and cooperative
federations, and revising of model SACCO Bylaws
13. Facilitated the development of a 5-year strategic plan for Jan 2022:
Vision Africa SACCO
14. Group Training on “Digitization and digital financial services 2021/22
for smallholder farmers” to Government Ministry of
agriculture officials, Microfinance practitioners from SUDAN
– Khartoum
15. Project Management for Microsoft Dynamics 2020/21:
implementation at Meru Dairy Cooperative Union.

g) Employment Record:

Date from- Date to Company Position

Feb 2020 to date Agricultural Concepts Technical Services Director;

International Limited (ACIL)
Jan 2019 - Jan World Council of Credit Unions Kenya Country Coordinator
2020 Inc (WOCCU)
Mar 2017- Dec USAID/ Cooperative WOCCU Program Manager
2019 Development Program (CDP)
Apr 2013 – June Chief of Party/ Project Director;
2016 WOCCU Inc.
Aug 2012 – Apr Program Advisor for Cooperative
2013 Development Program (CDP)
funded by USAID
Aug 2010 – June Co-operative Bank of Kenya Project Manager, Co-operative
2012 Financial Services;

Nov 2009 – Aug Shared Branch Application; Nformation Technology

2010 Kenya Data Service Bureau Specialist,
(KDSB) Program

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 Nov 2006 – Oct Deputy Project
2009 Director/Information Technology
Specialist; WOCCU Inc Credit
Union Growth Program
Aug - Nov Financial Sector Deepening Fund Finance & System Consultant;
2005Apr – Oct Trust (FSDT) Kenya
2006
Impact Study on Proposed Consultant
Regulation & Supervision; funded
by FSD

h) Professional Experience:

1990 to date : Finance & System Consultant;

2010 to Year : Project Manager

2010 to Year : Program Manager

i) Certification:

I, the undersigned, certify that to the best of my knowledge and belief, this CV correctly
describes me, my qualifications, and my experience. I understand that any wilful
misstatement described herein may lead to my disqualification or dismissal, if engaged.

_____________________________ Date: October 23, 2024

(Signature of staff member)

_____________________________ Date: October 23, 2024

(Signature of authorized representative)

Full name of Staff Member: Patrick Muriuki

Full name of Authorized Representative: Ruth Kinyanjui, Lead Consultant

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CERTIFICATES

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4. Financial and Data Modeling Expert - Obed Makori

a) Identification

Full Names: Obed Makori

Nationality: Kenyan
Years of working experience: From: 2007 to To-Date
Present Position: Data Analyst, Strategic Planning and Management Specialist, Finance &
Accounting Consultant
Key Personnel position in the Proposal: Financial and Data Modeling Expert

b) Detailed Task Assignment

 Participate in the desktop review of the existing literature;

 Participate in all the technical discussion;
 Provide expertise in Data Management, Implementation / Communication Plan and
Organizational Structure Review and Development;
 Participate in Project Research and Analysis;
 Participate in the Workshop/ Training Exercise; and
 Participate in writing the Project Reports.

c) Education:

Institutions/Dates Degree(s) or Diploma(s) Obtained:

Kenyatta University, Kenya Master of Science in Finance (MSc. Finance),
Jomo Kenyatta University of Agriculture & Bachelor of Science (2nd Class Honors,
Technology, Kenya Upper Division)

d) Certifications:

Institution Certificate
KCA University Certified Public Accountant of Kenya (C.P.A
- K)
KCA University Certified Corporate Governance Trainer -
AICAD

e) Language Skills

Language Reading Speaking Writing

English Excellent Fluent Excellent

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 Swahili Excellent Fluent Excellent

f) Key Qualifications/Skills and experience (List e.g.)

Skills required for the assignment: Skills:

Qualifications and skills: Minimum  Master of Science in Finance (MSc.

Diploma in human resource management, Finance), with over 10 Years’ Post-
public policy, development studies, Graduation Experience
organizational development or equivalent
qualifications  Over 10 Year’s post graduate experience
in HR consulting with demonstrated
Professional Qualifications and Skills: At understanding of the competitive
least (3) years of experience and in-depth landscape and current trends in the work
knowledge in institutional design and load analysis.
human resource management consultancies

General professional experience:  Over 10 Year’s working experience and

expertise in use of quantitative / financial
Experience in providing an expert advisory modelling tools/ software’s.
and consultancy service to organizations  Expertise and strong understanding of
on a wide range of complex human Communication planning, performance
resource management matters; measurement, work load analysis and KPI
development.
Demonstrated knowledge in employment  Over 5 years of experience in providing
law, compensation management, an expert advisory and consultancy
organizational planning, organization service to organizations on a wide range
development, and employment relations; of complex human resource management
matters;
Experience in the development, review
 Knowledge in employment law,
and implementation of a range of human
compensation management,
resources related policies, practices and
organizational planning, organization
procedures for public sector organizations;
development, and employment
Experience in formulating human resource relations;
development strategies and participating in  Over 7 years of experience in the
organizational training needs analysis and development, review and
apply analytical, qualitative and research implementation of a range of human
skills to develop appropriate and creative resources related policies, practices and
strategies for policy formulation; procedures for public sector
organizations;
Knowledge of global best practice in  Experience in formulating human
relation to the assignment; resource development strategies and
participating in organizational training
needs analysis and apply analytical,
qualitative and research skills to develop

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Successful completion of at least 2 similar appropriate and creative strategies for
projects especially in similar government policy formulation;
agencies in the past five (5) years;  Knowledge of global best practice in
relation to the assignment;
Ability to meet time frames in terms of the  Successful completion of at over 5 similar
identified milestones; projects especially in similar government
A sound understanding of the water sector, agencies in the past five (5) years;
governance and such other policy  Ability to meet time frames in terms of
constructs in the same; the identified milestones;
 Sound understanding of the water sector,
Good English communication and writing governance and such other policy
skills, especially in report writing are constructs in the same;
essential.  Good English communication and report
writing skills.

S/No Past Expert experience Year

1. Project Team Member - HR Consultancy Services (Job Nov 2024 - Date

Evaluation, Grading and Development of Organizational
Structure) for Mentor SACCO Society Limited
2. Technical Team Lead - Marketing Strategy Development ICT February - May
Strategy Development for The Kenya Bankers SACCO Ltd. 2024
3. Technical Team Lead - Strategic Plan Review and September 2023 to
Development for Afya Sacco Society Limited Jan 2024
4. Technical Team Lead - Strategic Plan Review and November -
Development for Kenya Teachers Sacco Association (KETSA) December 2023
5. Business Planning & Forecasting 2016 - Date
6. Corporate Strategy, Market & ICT Strategy Development 2016 - Date
7. Project Management, Process Mapping and Reengineering 2016 - Date
8. Accounts Development 2016 - Date
9. Accounting and financial management trainings 2016 - Date
10. Streamlining accounting procedures 2016 - Date
11. ICT System Audits 2016 - Date
12. Feasibility studies, 2016 - Date
13. Asset-Liability Management, 2016 - Date
14. Anti-Money Laundering 2016 - Date
15. Design of various Policies and Procedures 2016 - Date

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g) Employment Record:

Date from- Date to Company Position

2016 - Present Deep Blue Informatics Independent Consultant

June 2013 - June World Council of Credit Unions Program Manager - CDP
2015
Sept 2009 - June IRNet Coop Kenya General Manager
2015

Sept 2007 - Apr World Council of Credit Unions Accounting Specialist &
2012 Head of Finance

h) Professional Experience:

2007 to Date : Finance & Accounting Expert

2007 to Date : Finance & Accounting Trainer

2007 to Date : Quantitative/Financial Modelling Tools/Software Expert

i) Certification:

I, the undersigned, certify that to the best of my knowledge and belief, this CV correctly
describes me, my qualifications, and my experience. I understand that any willful m

isstatement described herein may lead to my disqualification or dismissal, if engaged.

______________________________ Date: October 23, 2024

(Signature of staff member)

______________________________ Date: October 23, 2024

(Signature of authorized representative)
Full name of Staff Member: Obed Makori
Full name of Authorized Representative: Ruth Kinyanjui, Lead Consultant

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 5. Monitoring and Evaluation Expert - Peter Kibor

a) Identification

Full Names: Peter Kemboi Kibor

Date of Birth: 02/10/1990
Nationality: Kenyan
Years of working experience: From: 2015 to To-Date
Present Position: Monitoring and Evaluation Specialist, Data & Project Management Expert
Key Personnel position in the Proposal: Monitoring and Evaluation Expert

b) Detailed Task Assignment

 Provide Expertise in Monitoring and Evaluation;

 Participate in Project Research and Analysis;
 Participate in the Desktop Review of the existing literature;
 Participate in the Workshop/ Training Exercise
 Participate in the Technical Discussion;
 Develop a Performance Management Implementation Matrix; and
 Participate in Report Writing and Presentation.

c) Education:

Institutions/Dates Degree(s) or Diploma(s) Obtained:

Moi University [Link] Chemical & Process

d) Certifications:

Professional Body/ Institution Certification Certificate No. Date Obtained

University of Nairobi Monitoring & Evaluation UNES/2018/19/0098 15th June 2018
University of Nairobi Project Management UNES/2018/12/0047 24th Aug 2018
Engineers Board of Kenya Graduate Engineer B9280 Jan 2015

e) Language Skills

Language Reading Speaking Writing

English Excellent Fluent Excellent
Swahili Excellent Fluent Excellent
French Basic Basic Basic

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f) Key Qualifications/Skills and experience (List e.g.)

Skills required for the assignment: Skills:

Qualifications and skills: Minimum  [Link] in Chemical & Process, with over 10
Diploma in human resource management, Years’ Post-graduation Experience
public policy, development studies,
organizational development or equivalent  Over 7 Year’s post graduate experience in
qualifications developing Monitoring and Evaluation
Frameworks with key focus to strategy
Professional Qualifications and Skills: At and communication planning monitoring
least (3) years of experience and in-depth and evaluation framework.
knowledge in institutional design and
human resource management consultancies  Certification in Monitoring and
General professional experience: Evaluation, and Project Management
from the University of Nairobi
Experience in providing an expert advisory
and consultancy service to organizations  Expertise and strong understanding of
on a wide range of complex human Communication planning, performance
resource management matters; measurement, work load analysis and KPI
development.
Demonstrated knowledge in employment  Over 5 years of experience in providing
law, compensation management, an expert advisory and consultancy
organizational planning, organization service to organizations on a wide range
development, and employment relations; of complex human resource management
matters.
Experience in the development, review
 Knowledge in employment law,
and implementation of a range of human
compensation management,
resources related policies, practices and
organizational planning, organization
procedures for public sector organizations;
development, and employment relations;
Experience in formulating human resource  Over 5 years of experience in the
development strategies and participating in development, review and
organizational training needs analysis and implementation of a range of human
apply analytical, qualitative and research resources related policies, practices and
skills to develop appropriate and creative procedures for public sector
strategies for policy formulation; organizations;
 Experience in formulating human
Knowledge of global best practice in resource development strategies and
relation to the assignment; participating in organizational training
needs analysis and apply analytical,
Successful completion of at least 2 similar
qualitative and research skills to develop
projects especially in similar government
appropriate and creative strategies for
agencies in the past five (5) years;
policy formulation;
 Knowledge of global best practice in
relation to the assignment;

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Ability to meet time frames in terms of the Successful completion of at over 5 similar
identified milestones; projects especially in similar government
agencies in the past five (5) years;
A sound understanding of the water sector,  Ability to meet time frames in terms of
governance and such other policy the identified milestones;
constructs in the same;  Sound understanding of the water sector,
Good English communication and writing governance and such other policy
skills, especially in report writing are constructs in the same;
essential.  Good English communication and report
writing skills.

S/No Past Expert Experience Year

1. Project Team Member - Performance Management Training Nov 2024 - Date
(PMT) for Development Bank of Kenya
2. Project Team Member - HR Consultancy Services (Job Nov 2024 - Date
Evaluation, Grading and Development of Organizational
Structure) for Mentor SACCO Society Limited
3. Project Management and WordPress Plugins/Backend 2021 - 2023
Development for MDM Enterprise Solutions Inc. (DBA
ZIPPZ), CA USA
4. Upgrade of current GeoNode to latest compatible version 2021 - 2022
for Coastal Oceans Research and Development Indian Ocean
(CORDIO) EA
5. Provision of E-Voting System with Bulk Push SMS Solution 2022
Integration and USSD Query Services for PCKSPS
6. Consultancy services for Website Redesign, Development 2021
and Maintenance with dynamic Database for Commission
for University Education (CUE)
7. Consultancy services for Business Enterprise 2020
Analysis for Implementation of a new ERP
8. Development of National Housing Corporation (NHC) 2019
Strategic Plan
9. Development of Agricultural Development Corporation 2019
(ADC) Strategic Plan
10. Corruption Perception Survey for Kenya Urban Roads 2019
Authority (KURA)
11. Ministry of Health (MoH) County Data Verification 2019

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 12. Development of Maintenance Management Policy for Kenya 2018
Pipeline Company Ltd.

g) Employment Record:

Date from- Date to Company Position

May 2024 - Date Ascension Investments Ltd Consultant

April 2023 - March SAHICO Investment Ltd Factory Engineer
2024
October 2021 - Masterclass Solutions Ltd Business Development
December 2022 Executive

February 2018 – University of Nairobi Enterprises Projects Officer

August 2021 and Services (UNES) Ltd

August 2015 - Pyrethrum Processing Company Quality Control and

December 2017 of Kenya (PPCK) Ltd Assurance Assistant &
Assistant Process Engineer

h) Professional Experience:

2018 to Date : Project Manager/ Coordinator

2018 to Date : Monitoring & Evaluation expert
2021 to Date : Business Management Executive

i) Certification:

I, the undersigned, certify that to the best of my knowledge and belief, this CV correctly
describes me, my qualifications, and my experience. I understand that any wilful
misstatement described herein may lead to my disqualification or dismissal, if engaged.

______________________________ Date: October 23, 2024

(Signature of staff member)

______________________________ Date: October 23, 2024

(Signature of authorized representative)
Full name of Staff Member: Peter Kibor
Full name of Authorized Representative: Ruth Kinyanjui, Lead Consultant

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CERTIFICATES

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6. Data Management Expert - Brian Mburu

a) Identification
Full Names: Brian Wamai Mburu
Date of Birth: 25/9/2001
Nationality: Kenyan
Years of working experience: From: 2022 to To-Date
Present Position: Data Management and Analysis Expert
Key Personnel position in the Proposal: Data Expert

b) Detailed Task Assignment

 Provide Expertise in Data Management;

 Design Data Collection Tools;
 Participate in Project Research and Analysis;
 Participate in the Desktop Review of the existing literature;
 Participate in the Workshop/ Training Exercise
 Participate in the Technical Discussion; and
 Participate in Data Analysis, Report Writing and Presentation.

c) Education:
Institutions/Dates Degree(s) or Diploma(s) Obtained:

Mount Kenya University B. Economics and Statistics

d) Language Skills
Language Reading Speaking Writing

English Excellent Fluent Excellent

Swahili Excellent Fluent Excellent

French Basic Basic Basic

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e) Key Qualifications/Skills and experience (List e.g.)

Skills required for the assignment: Skills:

Qualifications and skills: Bachelor’s degree  B. Economics and Statistics.
in economics & statistics, Finance Analysis  Experience in Data Collection, Data
and Management Entry, Data Analysis, Data Collation &
General professional experience: Experience Presentation, Report writing
in Data Management and Analysis

S/No Past Expert Experience Year

1. Project Team Member - Performance Management Nov 2024 - Date
Training (PMT) for Development Bank of Kenya
2. Project Team Member - HR Consultancy Services (Job Nov 2024 - Date
Evaluation, Grading and Development of Organizational
Structure) for Mentor SACCO Society Limited
3. Project Assistant - Marketing Strategy Development ICT February - May
Strategy Development for The Kenya Bankers SACCO Ltd. 2024
4. Project Assistant - Strategic Plan Review and Development September 2023 to
for Afya Sacco Society Limited Jan 2024
5. Project Assistant - Strategic Plan Review and Development November -
for Kenya Teachers Sacco Association (KETSA) December 2023

f) Employment Record:

Date from- Date to Company Position

May 2023 - Date Ascension Investments Ltd Administrator, Consultant

Aug 2022-April 2023 Read-more bookshop Sales Representative

g) Certification:
I, the undersigned, certify that to the best of my knowledge and belief, this CV correctly
describes me, my qualifications, and my experience. I understand that any wilful
misstatement described herein may lead to my disqualification or dismissal, if engaged.

______________________________ Date: October 23, 2024

(Signature of staff member)

______________________________ Date: October 23, 2024

(Signature of authorized representative)
Full name of Staff Member: Brian Mburu.
Full name of Authorized Representative: Ruth Kinyanjui, Lead Consultant

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CERTIFICATES

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FORM TECH - 7: MANDATORY DOCUMENTARY EVIDENCE

7.1 CERTIFICATE OF INCORPORATION/ REGISTRATION

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7.2 KRA PIN CERTIFICATE

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7.3 CURRENT AND VALID TAX COMPLIANCE CERTIFICATE

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7.4 CURRENT TRADE LICENSE

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7.5 CURRENT CR 12

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FORM TECH - 8: SELF-DECLARATION FORMS

FORM SD-1
SELF DECLARATION THAT THE PERSON/TENDERER IS NOT DEBARRED IN THE
MATTER OF THE PUBLIC PROCUREMENT AND ASSET DISPOSAL ACT 2015.

I, Ruth Kinyanjui of Post Office Box 46928 - 00100, being a resident of Nairobi in the
Republic of Kenya do hereby make a statement as follows: -

1. THAT I am the Managing Director of Ascension Investments Limited who is a Bidder

in respect of Tender No. TWWDA/RFP/001/2024-25 for Workload Analysis
Consultancy Services for Tana Water Works Development Agency (TWWDA) and duly
authorized and competent to make this statement.

2. THAT the aforesaid Bidder, its Directors and subcontractors have not been debarred
from participating in procurement proceeding under Part IV of the Act.

3. THAT what is deponed to here in above is true to the best of my knowledge,

information and belief.

Ascension Investments Limited

________________________
Ruth Kinyanjui
MANAGING DIRECTOR

October 23rd, 2024

________________________
Stamp or Seal of Tenderer

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FORM SD-2
SELF DECLARATION THAT THE PERSON/TENDERER WILL NOT ENGAGE IN ANY
CORRUPT OR FRAUDULENT PRACTICE.

I, Ruth Kinyanjui of Post Office Box 46928 - 00100, being a resident of Nairobi in the
Republic of Kenya do hereby make a statement
as follows: -

1. THAT I am the Managing Director of Ascension Investments Limited who is a Bidder

in respect of Tender No. TWWDA/RFP/001/2024-25 for Workload Analysis
Consultancy Services for Tana Water Works Development Agency (TWWDA) and duly
authorized and competent to make this statement

2. THAT the aforesaid Bidder, its servants and/or agents /subcontractors will not engage
in any corrupt or fraudulent practice and has not been requested to pay any
inducement to any member of the Board, Management, Staff and/or employees and/
or agents of for Tana Water Works Development Agency which is the procuring entity.

3. THAT the aforesaid Bidder, its servants and/or agents /subcontractors have not offered
any inducement to any member of the Board, Management, Staff and/or employees
and/or agents of for Tana Water Works Development Agency.

4. THAT the aforesaid Bidder will not engage /has not engaged in any corrosive practice
with other bidders participating in the subject tender.

5. THAT what is deponed to herein above is true to the best of my knowledge

information and belief.

Ascension Investments Limited

________________________
Ruth Kinyanjui
MANAGING DIRECTOR

October 23rd, 2024

________________________
Stamp or Seal of Tenderer

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DECLARATION AND COMMITMENT TO THE CODE OF ETHICS

I Ruth Kinyanjui on behalf Ascension Investments Limited declare that I have read and fully
understood the contents of the Public Procurement & Asset Disposal Act,2015, Regulations
and the Code of Ethics for persons participating in Public Procurement and Asset Disposal
Activities in Kenya and my responsibilities under the Code.

I do here by commit to abide by the provisions of the Code of Ethics for persons
participating in Public Procurement and Asset Disposal.

Name of Authorized Signatory: Ruth Wanjiru Kinyanjui

Sign: …………….......................
Position: Managing Director
Office Address: K Mall, 1st Floor, Room FF - 04, Kiambu Road
Telephone: +254 793 563 763
Email: info@[Link] / ruth@[Link]
Name of the Firm/Company: Ascension Investments Limited
Date: October 23rd 2024

__________________________________________
(Company Seal/ Rubber Stamp where applicable)

Witness:
Name; Peter Kibor

Sign: …………….......................
Date: October 23rd 2024

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 FORM TECH - 9: TENDER-SECURING DECLARATION FORM {r 46 and 155(2)}

Date: 05-November-2024
Tender No.: TWWDA/RFP/001/2024-25
To: Tana Water Works Development Agency (TWWDA)

We, the undersigned, declare that:

1. We understand that, according to your conditions, bids must be supported by a Tender-

Securing Declaration.

2. We accept that I/we will automatically be suspended from being eligible for tendering in
any contract with the Purchaser or the period of time of[insert number of months or years]
starting on[insert date],if we are in breach of our obligation (s)under the bid conditions,
because we–(a) have withdrawn our tender during the period of tender validity specified
by us in the Tendering Data Sheet; or (b) having been notified of the acceptance of our
Bid by the Purchaser during the period of bid validity,(i) fail or refuse to execute the
Contract, if required, or (ii) fail or refuse to furnish the Performance Security, in accordance
with the instructions to tenders.

3. We understand that this Tender Securing Declaration shall expire if we are not the successful
Tenderer (s), upon the earlier of:
a) Our receipt of a copy of your notification of the name of the successful Tenderer; or
b) Thirty days after the expiration of our Tender.

4. We understand that if I am /we are/in a Joint Venture, the Tender Securing Declaration
must be in the name of the Joint Venture that submits the bid, and the Joint Venture has
not been legally constituted at the time of bidding, the Tender Securing Declaration shall
be in the names of all future partners as named in the letter of intent.

Signed: ……………………………….
NAME: RUTH KINYANJUI
CAPACITY: MANAGING DIRECTOR
Duly authorized to sign the bid for and on behalf of: Ascension Investments Limited
Dated on 23 day of October, 2024

____________________
Seal or stamp

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