1. About SNV

SNV is a global development partner rooted in the African and Asian countries where we operate. With 60 years of experience and a team of approximately 1,600 people, it is our mission to strengthen capacities and catalyse partnerships that transform the agri-food, energy, and water systems to enable sustainable and more equitable lives for all.

2. About Farm to Market Alliance (FtMA)

Farm to Market Alliance (FtMA) is initiative led by Food Programme (WFP) implemented by SNV Rwanda, with a strategic focus on increasing the incomes and resilience of smallholder farmers. The core objective of FtMA is to enhance smallholder participation in commercially sustainable value chains by linking them to agricultural retail input networks, which provide reliable, cost-effective inputs, technologies, and services, while facilitating access to markets and long-term off takers.

 FtMA’s vision is to build sustainable food systems by strengthening markets, empowering smallholders to increase their yields, incomes, resilience, and contributing to global food security.

FtMA model focuses on establishing strong market linkages through a pull effect that stimulates small-scale farmers’ development. Central to FtMA’s approach is Farmer Service Centers (FSCs), which are agripreneurs bridging the gap between smallholder farmers, aggregators and input suppliers. These centers provide essential services, including inputs, mechanization, and output market access. FtMA has successfully supported maize, beans, potato and rice farmers, enabling them to supply high-quality raw materials to agro-processors by connecting them to a network of innovative aggregators, extension service providers, and quality-testing services.

3. Background and Rationale

Field Officers are the frontline of project implementation and play a critical role in supporting Cooperatives and Farmer Service Centres (FSCs) to improve governance, business performance, inclusion, and sustainability. Their ability to coach and mentor these organizations is central to strengthening institutional capacity, enabling behaviour change, and ensuring long-term impact beyond direct project support.However, while Field Officers are technically competent, many have limited formal training in structured coaching and mentorship methodologies, adult learning, and facilitation for organizational change. This limits their ability to move beyond training and supervision towards ongoing coaching, reflective practice, and problem-solving support for Cooperatives and FSCs.

The FtMA project therefore intends to engage a consultant to design and deliver an in-person, residential training, on coaching and mentorship approaches to build the capacity of Field Officers specifically to coach and mentor Cooperatives and FSCs for improved performance, inclusion, and sustainability

4. Objectives

4.1. Overall Objectives

To build the capacity of Field Officers to effectively coach and mentor Cooperatives and FSCs for improved governance, business performance, inclusion, and sustainability.

4.2. Specific Objectives

Build the capacity of Field Officers in coaching and mentorship methodologies for organizational and behavior change. Strengthen Field Officers’ facilitation and communication skills to support learning within Cooperatives and FSCs. Improve Field Officers’ ability to support sustainable business practices and local ownership. Strengthen Field Officers’ skills in gender- and youth-responsive and conflict-sensitive engagement. Strengthen professionalism, accountability, and ethical conduct in community-facing roles

5. Scope / deliverables of work

The consultant will:

• Design and contextualize training, coaching, and mentorship materials focused on coaching Cooperatives and FSCs. 
• Deliver a residential in-person training programme (4–5 days) for Field Officers. 
• Facilitate experiential learning including role plays, simulations, and case work based on real cooperative and FSC scenarios.
• Provide structured practice sessions where Field Officers apply coaching and mentorship tools.
• Develop a post-training coaching and mentorship framework for Field Officers to use with Cooperatives and FSCs.
• Conduct pre- and post-training assessments.
• Produce a comprehensive training and learning report with recommendations.
• Provide a backstopping for field officers in case of needs (virtual assistance).

6. Training and Coaching Approach

• In-person, residential, and experiential learning model.
• Strong emphasis on practical coaching practice, feedback, and reflection.
• Use of real cases from Cooperatives and FSCs for relevance.
• Peer learning and supervised practice sessions.

7. Expected outputs

• Field Officers trained in coaching and mentorship for Cooperatives and FSCs.
• Coaching tools, guides, and frameworks developed for Field Officers.
• A post-training coaching and mentorship plan for application in the field.
• Improved facilitation and engagement skills among Field Officers.

8. Expected outcomes

• Field Officers effectively coaching and mentoring Cooperatives and FSCs.
• Improved governance, business practices, and accountability within Cooperatives and FSCs.
• Stronger inclusion of women and youth in cooperative leadership and services.
• Increased sustainability and local ownership of project outcomes.

9. Monitoring and Evaluation

• Pre- and post-training assessments of coaching competencies.
• Feedback from Field Officers and, where feasible, from Cooperatives and FSCs.
• Follow-up mentoring reviews.
• Final report documenting results and lessons.

10. Reporting 

The consultant will report to the FtMA Project Manager and submit:

• Training design and agenda.
• Assessment results.
• Final report.

11. Required Qualifications

The consultant should demonstrate:

• Proven experience in coaching and mentoring organizations, especially Cooperatives, SMEs, or farmer organizations.
• Strong expertise in adult learning, facilitation, and behaviour change.
• Experience designing coaching-oriented capacity development programmes.
• Understanding of cooperative development, agribusiness, or rural development is an advantage
• Understanding GESI integration into cooperatives governance and operations.
• At least master’s degree Entrepreneurship with bachelor’s in business administration, accounting
• Blended BDS certification as Trainer of Trainer, (Mandatory)
• SYB Trainer Certification (Mandatory).

12. Evaluation Criteria and submission

13. Key compliance issues 

Consultant must comply with SNV’s environmental and Social Safeguarding policies and procedures as well as take into consideration donor-specific requirements. 

14. Submission requirements

Interested candidates are requested to submit the following:

1. A detailed CV highlighting relevant experience.
2. A cover letter explaining suitability for the role and proposed approach to capacity building.
3. Proof of registration to work in Rwanda.
4. Two references from similar assignments.
5. A financial proposal indicating the expected daily rate/fee.

Applications should be submitted to rwandaprocurement@snv.org no later than January 26, 2026.

15. Data Protection assurance 

SNV will not retain your Personal Data for longer than is allowed by law or is necessary for the Purposes.

If you are selected and offered employment, the Personal Data you have provided will be used by SNV for the purpose of this bidding administration. If you are unsuccessful on this occasion to secure tender with SNV, SNV will retain your Personal Data for required period for the purpose of any future internal or external audit.