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1. Technical Proposal June 7, 2024 Organizational Transformation (Development of Strategy, Operating Model,& Implementation Framework) Mekanisa Abadir Mosque School (MAMS)

2. About Mekanisa Abadir Mosque School (MAMS) Mekanisa Abadir Mosque School (MAMS) located in addis ababa city government ledeta subcity and the school established in 1994 G.C with about 191 students enrolled in kindergarten and first cycle elementary education level using 9 staff members. within few years the school upgraded to second cycle primary education level with meager monthly tuition and registration fee .after eight years of its establishment the school started providing general secondary education in 2002G.C with 49 students and then after five years, it also started its preparatory education level with 40 student .we are fully accredited by the Addis Ababa education bureau. The majority of our students have been born in Ethiopia. The students are expected to master both English and Arabic languages simultaneously. Our students are dedicated to success and work hard towards achieving excellence. One hundred percent of our graduates are college bound and attend universities around the world and leading successful life. The curriculum is Ethiopian standards-based from KG to grade 12. We offer an Enrichment Program in grades 2 to 8 and an Honors Program in grades 9 and 10.  Our school community consists of over 1117 students and 125 staff members. Our students have achieved excellent results in sports, Education competitions, community activities, and overall academic success. We are a college preparatory school and have had 100% of our graduates attend universities around the world. The school year runs from September to June and has a minimum instructional period of 186 days divided into two semesters. Report cards are issued on semester base and classes are currently held Monday through Friday. About this Project Incited by its achievements of the past thirty years, Mekanisa Abadir Mosque School (MAMS) would like to further enhance its performance through employing modern management systemss and best practices by undergoing organizational transformation. To this effect, Mekanisa Abadir Mosque School (MAMS) would like to engage a professional services firm (Consultant) that has specialized expertise and experience in organizational transformation with a specific focus on strategy design, organization design, and human resource transformation. The consultant is expected to facilitate modernization and transformation of the organization in order to realize its vision. The objective of this consultancy is to provide over all organizational transformation for effective work delivery of Mekanisa Abadir Mosque School (MAMS) aligned with its aspirations to be revised as part of this assignment. Accordingly, the major objectives of the consultancy service are to: Examine the internal and external environment of Mekanisa Abadir Mosque School (MAMS) that directly and indirectly affect its operation, Analyze the growth trends and need for MAMS, Develop strategy, operating model and execution framework on the basis of cascading choice and implementation action plans, and control mechanisms Develop a capability led organizational design using latest models and tools that would drive the execution of the strategy. Develop competency based job description, specification, and job grading. Develop salary structure based on the new organization design and comparator analysis. Develop performance management framework and its implementation guide. Accordingly, based on the stated objectives and scope, the consultant is expected to design and deliver the below listed deliverables in line with Mekanisa Abadir Mosque School (MAMS)’s aspiration. The consultant is expected specifically to deliver the following: Strategy Development Operating Model Strategy Execution Framework

3. Project Deliverables Internal and External Diagnosis Strategy Development Organizational Structure Job Analysis (Job Description, Job Evaluation and Grading) Human Capital Transformation Strategy Implementation Plan and Capability Mapping The following is the list of specific deliverables the consultant is assigned to do: The methodology and approaches the consulting team will use to deliver on these outputs is presented in details in the following section

4. Strategy Design Approach Conduct Organizational Assessment: this is both internal and external analyses. The internal analysis will use Mckinsey seven “S” model. The external analysis will be used PESTEL model to discover the external global, regional and national environment. Stakeholders’ mapping and customer value proposition shall also be carried out at this step. Define Business Vision, Goals and Objectives and Understand Current State Understand MAMS’s current strategy, financial and operational performance, target clients landscape, competitive and regulatory environments Use Enterprise Value Method to identify value drivers and improvement opportunities Document strategic direction, vision, goals and objectives Build Strategic Options and Hypothesis Synthesize information collected from the visioning and current state assessments Identify strategic options to meet goals and objectives Develop a framework to test strategic options Develop Recommended Future State Strategy and High Level Business Case Select future state strategy following extensive testing of options and scenario analysis and feasibility assessments Develop initiatives and strategic road map Key Activities Business Visioning Document Describes the intended strategic direction, vision, goals and objectives of MAMS moving forward Enterprise Value Analysis Describes the key value drivers and opportunities for improvement Future State Strategic Options Describes the future state strategic options and a detailed assessment of each option, including scenarios analysis and benefits/costs assessment Consolidated 5 year Strategic Plan incorporating Revised Vision, Mission, and values Strategy Themes /Pillars Strategy Map - detailing the key strategic objectives of MAMS Key Performance Indicators Financial and Non Financial Targets Detailed Strategic Initiatives Performance Monitoring & Evaluation Tool/plan One year operational plan Key Deliverables The high level overview of the strategy design project will look like the following

5. Objective Organization Design Approach Design strategy aligned Organization structure, with detail jobs along with rigorous change impact analysis and implementation recommendations Estimating the appropriate number of employees based on current state staffing to achieve responsibilities and future state MAMS needs For this project, we will employ our vigorous OD framework known as CACA. CACA refers to C hart for Excellence, A rchitect for solution, C onfigure for impact and A dvance for safe landing. The framework has four phases and is enabled by the essential construct of Excellence-driven Capability-led (EdCl) approach where by organizational excellence is believed to be embedded and fostered through capability-led enterprise architecture and design. The framework also outlines compulsory success dimensions for successful project journey which are client engagement, knowledge transfer and customization. Safe Project Journey Review existing documentation to understand current state organisational structure, business environment, and strategy Conduct strategy validation workshops with top management and clarified and consolidated the Company’s strategic directions Researched on trends of structure and operating architecture Translate strategy into organizational structure implications Develop design factors Identify the organizing axis for the Operating Frame Architecture Assess and prioritize the differentiating capabilities and analyze them with greater depth Develop the new Operating Frame Architecture Develop the organizing construct scenario Develop high level organisational structure options Develop detailed organizational structure Assess proposed structure against design principles and developed recommendations Develop the functional description of the organs Define the interaction model Develop the service delivery model Conduct change impact assessment by operating unit and individual position Develop estimates of staffing requirements (sizing) of the new structure Identify high level transition activities and timeline Define proposed guiding principles for transition Develop implementation recommendations Chart for Excellence Architect for Solution Advance for Safe landing Configure for Impact #I #II #III #IV Client Engagement (Participation and Collaboration) Knowledge Transfer Customization CACA OD Framework

6. Major activities to perform under this phase: Review existing job descriptions and compile job related data Analyse the mandate, inter-job interaction and service delivery model character of the new job Gather additional data (through observation, interview and survey), if found necessary Define the major scope of responsibility and nature of the role for each job Confirm clear distinction of accountability (mutual exclusiveness) completeness of duties Define generic duties that apply across certain occupation categories Define the job requirement framework and obtain endorsement Develop the job descriptions incorporating purpose, duties and responsibilities and requirements Define the manpower plan or staffing size for the new structure Job Analysis Job descriptions Job specification Staffing plan What deliverables do we expect? Objective Job analysis is scientific approach of gathering data, analyzing content and developing job descriptions and specifications for each job to be created in the new structure. In the context the current project, staffing size determination (manpower plan) for the new structure will be done at this stage. Systematically and well written job description and specification has a number of benefits for MAMS’s ’ effective operation. It helps to: Clarify why the job exists. Ensure that there are no overlaps in tasks or ambiguity in job titles. Clarify the responsibilities, accountabilities, duties and tasks of each job. Capture the skills and qualifications required for each position depending on the level and functional area In addition to the above mentioned, Job description and specification plays important roles in number of talent and HR activities including: Manpower planning, Recruitment, selection and onboarding, Job evaluation, Career planning, Performance appraisal.

7. Job Evaluation and Grading Approach Objective Evaluates the relative internal worth of jobs based on relevant and verifiable job factors and provides basis for career, compensation and other decisions. A well designed job grade structure further clarifies the organization structure of MAMS Accurate job descriptions Examining the job itself, not the person doing it. Never confusing the content requirements of the job with the personal attributes or merits of the job incumbents. Assuming proper and competent performance of the job in accordance with established standards for the job Watch out for wishful thinking - Evaluating the job as is, not with regard to ideal or future projections. Using critical incidents to illustrate statements about the content, requirements and limits of discretion of a job Evaluating from a consensus of opinion, not from the estimation of one person alone It is recommended to have at least one person at an evaluation session who can fully represent the job or give reliable evidence of its content and requirements Unlikely events in the normal performance of the job must be disregarded. (if this were to happen, then….) Must be assumed that all other jobs within the organisation that relate to the job being examined are performed competently and properly Job evaluation provides an objective basis for determining job grades and resolving any inequities that may arise in grade and salary levels. It is a process in which jobs are analyzed and described, then ranked and graded as a basis for remuneration structuring. Job evaluation is not concerned with personal qualities of the person occupying the job or their performance. Key Requirements for Successful Job Evaluation a Job evaluation seeks to: Provide an accurate way of measuring existing, new and/or modified jobs Use consistent practice and hence reduces problems of job comparisons Identify and eliminate salary inequities Ensure job descriptions are consistent with Job Evaluation factor Create a fair and equitable salary structure b The primary aim of job evaluation is to determine the “intrinsic” value of jobs based on a systematic assessment of the degree of complexity of job content and requirements. c Job Evaluation and Grading Report What deliverables do we expect?

8. Major activities to perform under this phase: Design survey data collection template Contact the participants to explain the purpose of the custom remuneration survey, distribute the developed questionnaire to interested participants, and secure their cooperation and participation in the custom survey Collect remuneration data and practices from the questionnaires, and then validate position matches, remuneration data, and remuneration practices to address anomalies and outliers reported by survey participants Develop salary structures that can be utilized for pay decisions for all jobs in the company and work with Mekanisa Abadir Mosque School (MAMS) to prepare the new remuneration structure in a mutually agreed-upon format Help Mekanisa Abadir Mosque School (MAMS) conduct a complete internal remuneration relationship analysis Propose remuneration recommendations for all jobs in the Company based on the new salary structure Salary Structure and Scale Design Approach Competitive assessment and comparison. We will support in finding fresh salary data. Industry/Sector Salary Survey Report Recommended salary structure/ scale Implementation guideline What deliverables do we expect? Sample Tools and Deliverables Objective Design a Salary Structure and pay scale taking into consideration the job evaluation result, the pay philosophy of MAMS and market competitiveness. Base pay or salary is one of the elements in the total reward framework. For assessing and developing total rewards strategies that attract, engage and retain top talent is captured by our Total Rewards Framework and Methodology. Compensation Elements Framework Salary scale aligned with grade structure