Research support services

TECHNICAL PROPOSAL

CONSULTING SERVICES TO DEVELOP RRA STAFF TRAINING STRATEGY TO SUPPORT RRA’S CORPORATE STRATEGY.

APEX CONSULTING GROUP LIMITED

PLOT 07, NAMIREMBE ROAD

P.O.BOX 2000 KAMPALA

TELEPHONE: +2563009867598

EMAIL; apexconsultinggroup@gmail.com

Website; www.apexconsulting.org

Contents

1       INTRODUCTION.. 4

1.1        OBJECTIVES OF THE ASSIGNMENT.. 4

1.2        SCOPE OF WORK.. 4

2       CONSULTANT’S ORGANIZATION AND EXPERIENCE.. 5

2.1        CONSULTANT’S ORGANISATION.. 6

2.1.1         PROFILE OF THE CONSULTANT.. 6

2.1.2         OUR MISSION, VISION AND CORE VALUES. 6

2.2        COMPANY’S HISTORY.. 7

2.3        CONSULTANT’S EXPERIENCE.. 11

3       COMMENTS AND SUGGESTIONS OF CONSULTANTS ON THE TERMS OF REFERENCE AND ON DATA, SERVICES, AND FACILITIES TO BE PROVIDED BY THE PROCURING ENTITY.. 15

3.1        Understanding the Objectives of the Assignment 15

3.2        Comments on the Terms of reference. 17

On Counterpart Staff and Facilities. 17

3.2.1         Staff Availability. 17

3.2.2         Facilities. 17

4       DESCRIPTION OF THE METHODOLOGY AND WORK PLAN FOR PERFORMING THE ASSIGNMENT   17

4.1        APPROACH OF THE ASSIGNMENT.. 18

4.1.1         PLANNING AND ORIENTATION.. 18

4.1.2         INCEPTION REPORT.. 19

4.1.3         PHASE II- IMPLEMENTATION OF THE ASSIGNMENT.. 19

4.1.4         DEVELOPMENT OF STAFF TRAINING STRATEGY.. 21

4.1.5         IMPLEMENTATION STRATEGY AND PLAN: 22

4.1.6         A MONITORING FRAMEWORK FOR RRA STAFF TRAINING STRATEGY FOR RRA    22

4.1.7         REPORTING.. 22

5       PROPOSED TEAM COMPOSITION AND THEIR QUALIFICATION.. 23

6       CIRRICULUM VITAE FOR PROPOSED PROFESSIONAL STAFF. 24

7       WORK SCHEDULE.. 43

8       STAFFING SCHEDULE.. 44

1^st October,2019

TO THE PROCUREMENT OFFICE

KIMIHURURU KGA AV8

P.O BOX 3987 KIGALI

Dear Sir:

We, the undersigned, offer to provide consultancy services for developing RRA staff Training strategy to support the RRA’s Corporate strategy in accordance with your Request for proposal issued 30^th August 2019 and our Proposal. We are hereby submitting our proposal which includes this Technical Proposal, and a Financial Proposal sealed under a separate envelope.

We hereby declare that all the information and statements made in this Proposal are true and accept that any misinterpretation contained in it may lead to our disqualification.

If negotiations are held during the period of validity of the proposal, i.e. 120 days, we undertake to negotiate on the basis of the proposed staff. Our proposal is binding upon us and subject to the modifications resulting from Contract negotiations.

We understand you are not bound to accept any RFQ you receive.

We remain,

Yours Sincerely,

NATUWHERA GLORIA

EXECUTIVE DIRECTOR

1           INTRODUCTION

Rwanda Revenue Authority has received funds from the government of Rwanda towards the cost for Hiring a consultancy firm to develop RRA Staff Training Strategy to support the RRA’s corporate strategy. The Client intends to apply a portion of the funds to eligible payments under the contract for which this Request for Proposals is issued. Rwanda Revenue Authority (RRA) wishes to develop Staff Training Strategy aligned to the Authority’s 5-year strategic plan, develop the competencies that are required to run an effective and efficient revenue administration, capacity to its people to help them achieve current and future roles while integrating it with other HR functions. In this regard, RRA is seeking to recruit a consulting firm that should be able to develop the strategy and a plan to implement it.

1.1         OBJECTIVES OF THE ASSIGNMENT

The main objective of the assignment is to develop a training strategy aligned to RRA’s corporate strategy with a view to achieving the Authority’s mandate through improved staff competencies.

1.2         SCOPE OF WORK

The Consulting services will include, but not limited to the following scope of services;

1. Understand the Authority’s:

• Strategic plan, mandate, vision, mission and values
• Operation environment.
• Operations of the Training Department.
• Training interactions with and support of other Departments.
• Training and Development policy and other relevant HR policies.

1. Develop a training strategy that:

• Is aligned to the Authority’s 5-year strategic plan, develops all the competencies that are required to run an effective and efficient revenue administration, capacitate its people to help them achieve current and future roles.
• Integrates with other HR strategic functions

1. Develop a plan for implementation of the training strategy developed.

1. Undertake skills audit/skills gap analysis for the entire organization to compare current skills with skills required for the future.

1. Undertake a training needs analysis.

1. Develop a plan to implement the RRA Training Strategy by the Authority to address immediate, short-term and long term skills and knowledge requirements.

1. Propose a process for periodic review of the strategy for it to remain relevant and aligned to organizational current and future training needs in line with its strategy.

1. Ensure skills transfer for training and development personnel in undertaking the assignment.

1. Recommend necessary governance structures/stakeholders and responsibilities for effective implementation of the strategy and training plan.

1. Prepare progress reports for presentation to RRA.

1. Make presentations to RRA on completion of each deliverable.

1. Present the draft final training strategy to RRA.

1. Produce final training strategy, the plan to implement the training strategy and submit it to the Principal, RRA training Institute for approval.

1. Prepare an end of assignment report for presentation to RRA.

1. To undertake a desktop review to gather background information to help in the development of the training strategy.
2. To develop a training strategy that is aligned to the Authority’s 5-year strategic plan
3. To develop a roadmap and a plan for implementation of the strategy.
4. To prepare progress reports for presentation to RRA.
5. To prepare draft and final training strategic plans for presentation to RRA.
6. To prepare an end of assignment report for presentation to RRA.

2           CONSULTANT’S ORGANIZATION AND EXPERIENCE

2.1         CONSULTANT’S ORGANISATION

2.1.1        PROFILE OF THE CONSULTANT

Apex Consulting Group Limited is a key regional player in business consulting and advisory services field within the East African Countries of Uganda, Kenya, Tanzania, South Sudan, Rwandan regions and Burundi with the aim of bridging gaps between the management approaches and its actual implementation plans. Apex Consulting Group Limited’s services are grouped into three main categories:

• Business Advisory
• Technical Consultancy
• Training and Development

All categories serve a wide range of domestic, regional and multinational clients in the region and are recognized as market leaders in multiple business areas. Our daily challenges are acquiring the most up-to-date knowledge in different management functions as well as an up-to-date knowledge of the latest technologies and utilizing this knowledge to maximize the value added services to our clients.

Persistently working toward continuous improvement, and stretching our potential, we have succeeded in developing models and tools that serve to identify our clients’ specific requirements and cater to addressing them in the most effective and efficient manner. We believe that this represents our main competitive edge, and as such we strive to constantly upgrade and fine-tune these methodologies to remain in line with local and regional business environments.

We offer a holistic range of financial management and business advisory services, suited to public service organizations and small and medium enterprise

2.1.2        OUR MISSION, VISION AND CORE VALUES

Our vision

To be the best known, hands-on accounting, business advisory and management consulting firm for public service organizations and small and midsized businesses in the East African region and neighboring area.

We believe we will achieve our vision by delivering best in class business and financial advisory solutions for public service organization and small and midsized organizations with better collaboration, professionalism and exceptional client service. By building a culture that attracts the best people drawn to the opportunity to work on the hardest problems.

Our mission

Our mission every day is to make available to public service organization and small and midsized businesses, the business advisory solutions and expertise typically enabling them to achieve their long-term financial, economic and operational vision.

Our objective every day is to help our clients make substantial improvements in their performance and to build a great firm. We partner with our clients’, providing unparalleled support and best in class business and financial solutions.

Our values

As our business continues to grow we work hard to keep these values at the core of our operation. We are a company that values individual excellence and strong teamwork, where people care about each other and share their knowledge freely.

We strive for excellence and aim to exceed expectations. We work hard to achieve our goals and we encourage our staff to be ambitious. We constantly reward and celebrate individual and team success. Retaining our competitive edge through innovation is central to the way we operate and we are always looking to improve our business processes and services.

2.2         COMPANY’S HISTORY

Apex Consulting Group Limited was incorporated in Uganda in 2008 with offices in all the East African countries.  Apex Consulting Group Limited specializes in the strategic outlook of various disciplines including, capacity building, Monitoring and Evaluation, project management, public private partnerships, procurement, information and communication technology, HR management, Finance, Accounting, Auditing, service operations and etc.  This team of experts blends professionalism with a wealth of market knowledge, experience, and track record and have worked together on various assignments in different countries. Apex Consulting Group Limited has its head office located in Uganda situated at Plot 07 Namirembe Road opposite Lohana Academy, Kampala Uganda.

What we do

Capacity Building and Change management

We do train employees at different levels and help them appreciate the organisational goals and objectives to work in with them. We conduct customized training in the following areas:

• Human Resource Management
• Procurement
• Change management
• Team building
• Financial management
• Customer relationship management
• Strategic management

Accounting services

Our comprehensive range of accounting services assist clients in dealing with complex accounting and financial management challenges allowing them to rather focus on their core competencies. our unique approach enables our clients to be in complete control of this function without feeling that it has been outsourced.

Our accounting services include;

• Project cost management and budgeting
• Feasibility studies
• Financial due diligence
• Business planning
• Financial sustainability reviews and recommendations
• Financial modelling and analysis
• Facilitation of funding
• Tax compliance, application and clearance certificates.

Company secretarial services

We offer a range of company secretarial services that assist clients in meeting legislative requirements. We are also in position to assist upcoming entrepreneurs in registering their companies and ensuring that they are tax compliant.

Our company secretarial services include;

• Company registration
• Annual returns
• Change of members/directors

Internal audit and risk management

We provide independent and objective assurance, advisory and consulting services to evaluate and improve the adequacy and effectiveness of our clients control, risk management and governance processes.

Our internal audit and risk management services include;

• Risk assessment
• Governance reviews
• Independent audits and audit reviews
• Developing appropriate policies and procedures

Procurement management

Today’s global economy demands that organizations implement strategic processes to maintain their competitive edge. Our strategic sourcing and procurement solutions help clients transform their supply chain processes by adopting holistic approaches of procurement and IT systems integration. We have   formed strategic partnerships with leading business and technology companies whose products and services complement our solutions.

Our procurement management services include;

• Spend analysis
• E- procurement
• Invoice management
• Strategic sourcing
• Data base management
• Contact and SLA management
• Preferential procurement management

Asset Management

We provide a complete and reliable asset management service. This includes compiling asset registers, identifying assets and their values, tracking assets, and reporting or our client’s asset environments. We partner with engineering firms and technical experts in dealing with the complex, technical aspects of asset management.

Our asset management services include;

• Asset verification
• Conditions assessment
• Developing appropriate procedures and policies
• Advisory services and training

Revenue enhancement

We are committed to assisting our clients in making the most out of existing and new revenue sources. Our approach is to help clients not only manage their revenue but maximize it. We tap into our strategic network of revenue enhancement specialists in crafting solutions that actively address challenges on this front.

Our revenue enhancement services include;

• Monitoring and evaluation
• Awareness campaigns
• Meter reading and billing process reviews
• Cash flow management and budget evaluations
• Debt management and credit control
• Data management and reviews
• Indigent management and surveys.

Our training and consulting services are based on international best practice and concepts. We demonstrate our commitment to the client through tailored training for each entity. We also partner with development authorities. We endeavor to work with start-up, transforming, growing and established entities in strategy implementation, strengthening systems and processes and building capacity and competencies.

2.3         CONSULTANT’S EXPERIENCE

Training Uganda Police Kampala Police station: Procurement and Contract Management

Training Uganda Police Procurement and Logistics Staff of Mbuya

Training Procurement Officers, Rwanda: Procurement and Contract Management

Development of Staff Training Strategy for Pride Micro Finance, Uganda

3           COMMENTS AND SUGGESTIONS OF CONSULTANTS ON THE TERMS OF REFERENCE AND ON DATA, SERVICES, AND FACILITIES TO BE PROVIDED BY THE PROCURING ENTITY

3.1         Understanding the Objectives of the Assignment

Apex Consulting Group Limited has carefully reviewed the Terms of Reference and understands the main objective of the assignment is to develop a training strategy aligned to RRA’s corporate strategy with a view to achieving the Authority’s mandate through improved staff competencies.

Apex Consulting Group Limited further acknowledges that the above objectives will be achieved through a training course that imparts knowledge and skills, which will enable participants to confidently handle diverse challenges and demands of supporting the RRA’s Corporate strategy.

Apex Consulting Group Limited also comprehends the key tasks expected of the consultant which include:

• Develop a training strategy that:
• Is aligned to the Authority’s 5-year strategic plan, develops all the competencies that are required to run an effective and efficient revenue administration, capacitate its people to help them achieve current and future roles.
• Integrates with other HR strategic functions

• Develop a plan for implementation of the training strategy developed.

• Undertake skills audit/skills gap analysis for the entire organization to compare current skills with skills required for the future.

• Undertake a training needs analysis.

• Develop a plan to implement the RRA Training Strategy by the Authority to address immediate, short-term and long term skills and knowledge requirements.

• Propose a process for periodic review of the strategy for it to remain relevant and aligned to organizational current and future training needs in line with its strategy.

• Ensure skills transfer for training and development personnel in undertaking the assignment.

• Recommend necessary governance structures/stakeholders and responsibilities for effective implementation of the strategy and training plan.

• Present the draft final training strategy to RRA.

• Produce final training strategy, the plan to implement the training strategy and submit it to the Principal, RRA training Institute for approval.

• To undertake a desktop review to gather background information to help in the development of the training strategy.
• To develop a training strategy that is aligned to the Authority’s 5-year strategic plan
• To develop a roadmap and a plan for implementation of the strategy.
• To prepare draft and final training strategic plans for presentation to RRA.

Lastly, Apex Consulting Group Limited understands that development of the training strategy is primarily targeting public officials involved in Rwanda Revenue Authority with duration of 4 months.  The mode of presentation will include group discussions, presentation, question and answers, illustrations and examples.

3.2         Comments on the Terms of reference

We appreciate the TOR as summarized above and have no further observations and suggestions because they are clearly stated.

On Counterpart Staff and Facilities

3.2.1        Staff Availability

Apex Consulting Group Limited does not expect the client to provide staff to perform the assignment.

3.2.2        Facilities

In line with the TORs Apex Consulting Group Limited expects the client to provide office space facilities.  However, Apex Consulting Group Limited will provide equipment such as laptops that will be used during developing of the training staff strategy.

4           DESCRIPTION OF THE METHODOLOGY AND WORK PLAN FOR PERFORMING THE ASSIGNMENT

The development of a training staff strategy of this kind is intrinsically a straight forward process, although the specific settings in which the training strategy is to be developed requires detailed training needs analysis. We are aware that the main objective of the assignment is to develop a training strategy aligned to RRA’s corporate strategy with a view to achieving the Authority’s mandate through improved staff competencies.

4.1         APPROACH OF THE ASSIGNMENT

This assignment will be carried out in three phases namely

Phase I- Planning and orientation

• Entry meeting with key stakeholders to gather information of the assignment
• Confirming terms of reference, objectives and scope of the assignment
• Understanding the Authority’s:
• Strategic plan, mandate, vision, mission and values
• Operation environment.
• Operations of the Training Department.
• Training interactions with and support of other Departments.
• Training and Development policy and other relevant HR policies.
• Develop a detailed methodology
• Agree on a work plan
• Draft an inception report

Phase II- Implementation of the assignment

• Execution of the assignment according to the agreed work plan
• Hold consultations with the key stakeholders to gather information relevant to the assignment.
• Review all documents available in the organization relevant to the assignment.
• Undertake a training needs analysis
• Training & Development strategy and implementation plan

Phase   III- Reporting

• Preparation of situational Analysis report
• Preparation of draft final training strategy to RRA
• Submission of draft training strategy to RRA
• Preparation of final Training and Development Strategy and implementation plan
• Submission of the final report

4.1.1        PLANNING AND ORIENTATION

Any capacity development assigned is well executed with a clear and well thought out evaluation and training analysis plan. Our evaluation and training analysis plan will be an organized description of the activities and resources leading towards specific learning objectives.

We will have an activity breakdown showing the subject matter as in the TOR, time needed, the strategies for developing a training and development strategy.

After the entrance meeting with clear re-echoing of the intention of the client and the project at hand, with goals and deliverables reaffirmed, road map and action plans with clear projected timelines, clear background, the consultants will go ahead to execute the project following the guidelines below.

4.1.2        INCEPTION REPORT

After the training needs assessment, the consultant will go ahead and clearly describe the outline of the materials to be developed an agreement reached with the client. Currently we try to design the possible methodology for the assignment, however, from the entrance meetings, situational Analysis and training needs assessment we will be able to have a clear perspective on the nature and depth to the materials to be covered. During this stage as well, the consultant will clearly map out the teaching areas and try to expand them more. This will help in the next steps of designing full training modules.

4.1.3        PHASE II- IMPLEMENTATION OF THE ASSIGNMENT

SITUATIONAL ANALYSIS

This will involve holding consultations with the key stakeholders to gather information relevant to the assignment, review all documents available in the organization relevant to the assignment and present findings on the situational analysis to the Principal for RRA Training Institute.

• Review of the relevant documents

We shall review and redesign the structure of the staff inventory to allow for the capture of all necessary information on staff (including all types of training received by staff) in order to support the human resources development process in the functions of financial management for Rwanda Revenue Authority. The new design of the inventory will take into account staff structures and designation in the various Budget Agencies. We will also document location, ownership and responsibilities for the inventory (inventories) for different levels/Budget Agencies of government, mechanisms for consolidation where necessary;

• Collect data on existing staff and update the inventory.
• Provide a mechanism and arrangements that will ensure that the inventory is kept up-to-date and integrated in order to ensure sustainability
• Support RRA to generate a list of staff profile.

In carrying out this task, we shall leverage various capacity building needs assessments that may have been carried out to-date towards the strengthening of the RRA function under various institutions and at the end of this activity, a situational analysis report will be developed and submitted to the client for presentation to the key stakeholders.

• Training needs analysis/assessment

Unless this has already formed part of the initial preparations, training need assessment will need to be undertaken for the planners, budget officers, internal auditors, accountants, store keepers, fiscal officers, government economists, directors of administration and finance to be developed so as to pitch the training strategy to the required level.   We will therefore undertake a skill needs assessment through face to face interactions and focus group discussions in order to evaluate their competence in the various areas to be covered.  This information will then be used in consultation with the client and other stakeholders to develop training modules to be put in the strategy to be used during the training. The staff inventory will be an important tool in the development of the human resource. The Consultant will to track the staff, their posting and training gaps.

The Consultant will define and document the training needs assessment and develop a situational analysis report taking into account the new operational framework of laws, regulations, processes and systems and job descriptions. The assessment will also take into consideration the training proposed under this assignment. It is envisaged that training to be considered under this activity shall include

1. a) basic or orientation training that is expected to get staff to appreciate and use elements of the operational framework of laws, rules, regulations, processes, guidelines, etc.,
2. b) Critical skills training in selected areas and for limited staff intended to evolve proficiency and expertise in all the PFM disciplines

As part of this activity and for purposes of strengthening the planning and budgeting process of the budget agencies, the consultants shall establish a template for immediate training/skills enhancement needs, which could support the budget preparation, including budget allocations for the donor funds. In assessing the skills needs and consequently the establishment of the skills gap the consultant shall leverage the various ‘competency frameworks’ which have been developed or being considered by the government on all major RRA functions/roles in recent decades.

4.1.4          DEVELOPMENT OF STAFF TRAINING STRATEGY

The development programme shall cover all financial management staff of RRA. The consultant will:

• Develop a training policy that will establish and maintain a training system that will create a highly competent workforce for public financial management.
• Develop a training strategy that:

• Is aligned to the Authority’s 5-year strategic plan, develops all the competencies that are required to run an effective and efficient revenue administration, capacitate its people to help them achieve current and future roles.
• Integrates with other HR strategic functions

• Determine the categorization of staff into suitable groups taking into account the various parameters including the kind of training, location in the country, etc.;
• Initiate contact or contract arrangements with institutions/bodies to which professional attachment will be required e.g. ICPAR, CIPFA, ACCA, CIA, CIPS etc.; This is aimed at creating partnerships with professional bodies and institutions of higher learning to incorporate PFM courses in their curriculum and offer training and certification in PFM disciplines
• Recommend necessary governance structures/stakeholders and responsibilities for effective implementation of the strategy and training plan.

• Design a suitable schedule for training of the various groups identified above;
• Articulate good practice in training including minimum expectations of employees and employers around attendance, training contracts; revision, study leave, retakes, bonding;
• Suggest to the client suitable institutions that offer various trainings in and out of the country; and cost the training programme per category of training per group.

The training policy and programme will take recognition of the situation analysis, training needs assessments and the staff inventory/profile.

Our training timetable per day will follow the following schedule.

4.1.5        IMPLEMENTATION STRATEGY AND PLAN:

An implementation strategy and plan of RRA’S staff training strategy shall be developed clearly specifying the milestones and targets to be achieved and covering all the tasks under this assignment. This strategy will take into consideration RRA priorities and opportunities, resource availability and absorptive capacity and any other considerations as the RRA may determine. It will also include a framework of suggested changes to policies and procedures to facilitate training outcomes. We shall develop an implementation plan and schedule listing all associated tasks and their logical dependencies. This schedule will show all tasks associated with the training and capacity building interventions identified. The strategy will also incorporate requirements for sustainability, change management, management techniques, governance arrangements and activities that will need to be undertaken to enable the smooth implementation of the staff Training strategy.

4.1.6        A MONITORING FRAMEWORK FOR RRA STAFF TRAINING STRATEGY FOR RRA

Here we shall develop detailed milestones and targets to be achieved the strategy will have indicators and targets for each year of the strategy. This will include inputs, process indicators (such as attendance rates for training courses), outputs including exam pass rates and measures of retention. The framework will include value for money indicators covering economy, efficiency and effectiveness of training.

4.1.7        REPORTING

The following outputs will be delivered to our client:

Inception Report outlining the proposed work plan, detailed methodology confirming the TORS, and scope of work will be submitted within fourteen (14) days after commencement of the assignment.

Draft Final Training Strategy Report –This will to be submitted within the time frame of the assignment and not later than week thirteen (13) after commencement of the assignment in a format acceptable to the Client and containing the following outputs:

• A situational analysis report by week three (3) after commencement of the assignment and will require client approval.
• Clear and up-to-date staff inventories for the financial management staff of RRA with clear description of their responsibilities. These shall be provided both in electronic and print form by week six (6) after commencement of the assignment and will require client approval
• A template for immediate training/skills enhancement needs, that could support the FY19/20 budget preparation, including budget allocations, for the donor funds. by week six (6) after commencement of the assignment and will require client approval
• A Staff Training strategy report covering all aspects prescribed under the ToRs by week thirteen (13) after commencement of the assignment and will require approval by the Client

Final Report – to be submitted within the time frame of the assignment and not later than week sixteen (16) after commencement of the assignment in a format acceptable to the Client containing the above mentioned outputs

5           PROPOSED TEAM COMPOSITION AND THEIR QUALIFICATION

6           CIRRICULUM VITAE FOR PROPOSED PROFESSIONAL STAFF

CURRUCULUM VITAE FOR Dr Kikooma Julius

1. PROPOSED POSITION:     Team Leader/Institutional Development Expert
2. NAME OF CONSULTANT: APEX CONSULTING GROUP LIMITED
3. NAME OF STAFF:  Dr. JULIUS KIKOOMA
4. DATE OF BIRTH: NATIONALITY         Ugandan
5. EDUCATION

6. MEMBERSHIP OF PROFESSIONAL ASSOCIATION

7. OTHER TRAININGS

8. COUNTRIES OF EXPERIENCE

Uganda, Rwanda, South Africa

9. LANGUAGES

10. EMPLOYMENT

From: 2011 -To date

Employer:         Makerere University School of Psychology, College of Humanities and Social Sciences 

Position Held:    Head/Chair, Department of Educational, Organizational and Social Psychology

From:            2009 – 2011

Employer:         Head, Outreach Department

Position Held:   Makerere University Institute of psychology, Kampala

From:            2005- To date

Employer:            Faculty of Economics and Management (FEMA) now College of Business and Management Sciences (CoBAMS), MAKERERE UNIVERSITY, Kampala

Position Held:       Part time Lecturer

From:            1997- 2001

Employer:            Part time Lecturer

Position Held:       Department of Management, MAKERERE UNIVERSITY BUSINESS SCHOOL (MUBS), Nakawa.

From:            1999- 2001

Employer:            Assistant Lecturer

Position Held:       Department of Organizational and Social Psychology, MAKERERE UNIVERSITY, Kampala.

From:            1995-1998

Employer:            Teaching Assistant

Position Held:       Department of Psychology, MAKERERE UNIVERSITY,

11. Detailed Tasks

CURRICULUM VITAE FOR DR. MAURICE NALWOGA MUKOKOMA

1. PROPOSED POSITION: DEPUTY TEAM LEADER
2. NAME OF CONSULTANT: APEX CONSULTING GROUP LIMITED
3. NAME OF STAFF: Maurice Nalwoga Mukokoma
4. DATE OF BIRTH: 7^th December 1969. NATIONALITY Ugandan
5. EDUCATION

6. MEMBERSHIP OF PROFESSIONAL ASSOCIATION

7          OTHER TRAINING

8. COUNTRIES OF EXPERIENCE

Uganda, Rwanda and Tanzania

9. LANGUAGES

10. EMPLOYMENT RECORD

• 2009 to Date International Management Academy Senior Finance Consultant
• 2004 to 2009 Kyambogo University Lecturer, Finance
• 2004 to 2009 BEST LTD Accounting and Finance Consultant
• 2003 to 2004 Uganda Revenue Authority Customs Auditor
• 1998 to Jan 2003 University Martyrs University (UMU) Lecturer Accounting
• 1998   to 2000 University Martyrs University (UMU) Coordinator Full time MBA
• 1993 to 1996 Hope Sharing Family (HOSFA) NGO Administrative Officer

CURRUCULUM VITAE FOR MR. BITWIRE GEORGE ALBERT

C/o Department of Information Technology: College of Computing and Information

Sciences Makerere University

P.O. Box 7062, Kampala, Uganda

Date of Birth: 11^th-09-1987

Place of Birth:  Mbarara Hospital

Citizenship: Ugandan

Sex: Male

Marital Status: Married

Languages Spoken:   English, Runyankole/Rukiga, Rutoro, Luganda

 Personal Profile

Bitwire George Albert is a talented young Computer Science professional with a Master of Science in Computer Science (Plan A) and a Bachelor of Science in Computer Science (Hons. First Class) from Makerere University. Albert has taught, examined and graded courses like Structured Programming, Object Oriented Programming, Formal Methods, Web Systems and Technologies I, Web Systems and Technologies II, Information Technology for Financial Services, Information Assurance and Security, Integrative Programming and Technologies, Computer Literacy and Systems Programming. Albert has so far successfully supervised eight undergraduate projects. Albert has participated in several projects in which he assumed a number of roles. Some of the tasks Albert has worked on are Systems Analysis, Systems Design, Software Development, Systems Documentation and User Training. This experience has equipped Albert with skills and knowledge to execute several tasks in Computer Science with little supervision and no training. Albert is industrious and able to adjust to any working environment and performs tasks assigned to him with diligence and honesty. Albert is a good team player and can also assume leadership roles.

EDUCATION BACKGROUND

WORKING EXPERIENCE

Training Experience:

July 2017 Data Science Africa Summer School

April 2015 Learner Centered Pedagogy & Student Assessment

August 2013 Gaussian Process Summer School

June – July 2009

Geographical Information Systems (GIS) Training

[Certificate in introduction to GIS]

August 2009

Training in Multimedia i.e. Photoshop, Illustrator,

InDesign, After Effects.

June – August 2008 CCNA Training Not Audited

Technical Skills

Operating Systems: Dos, Windows 9x/2000/XP/ME/VISTA/7/8.1/10, Linux, Sun Solaris

Programming Languages: C/C++, Java, PHP, SQL, HTML/XML, PERL, Python, prolog, Matlab, JavaScript, CSS, and Ajax.

Database Management Systems: Oracle 9i, MySQL, PostgreSQL, MS Access and MS SQL server

Drawing and Photo Editing: Microsoft Visio, Adobe Photoshop, Adobe illustrator, inkscape

Publishing: Latex, Microsoft Publisher.

Other skills: Data analysis using the SPSS program, data collection, report writing, and communication skills

7           WORK SCHEDULE

8           STAFFING SCHEDULE