Employee Support Program for Lebanese National Staff – SIF Lebanon Mission

1. Background and Rationale
SIF Lebanon Mission recognizes the importance of staff well-being and mental health support in challenging work environments. The Employee Support Program (ESP) aims to provide emotional and psychological support to national staff in Lebanon, ensuring a safe and productive workplace.

2. Objectives
The main objectives of the ESP are:

• To establish a functional support program accessible to all employees.
• To provide immediate crisis counseling and emotional support.
• To develop preventive strategies for psychosocial risks.
• To enhance staff resilience and well-being through structured interventions.
• To ensure confidentiality and accessibility of the services.

3. Scope of Services
The ESP will provide the following services:

• Listening Hotline: 24/7 telephone-based support for emotional and psychological assistance.
• Crisis Counseling: Immediate intervention and support for employees in distress, including support for adults and children.
• Workshops & Training: Periodic sessions on stress management, psychosocial risks (PSR), and self-care techniques, to be determined based on the mission's needs.
• Optional Services:
  • Family members can also access these services.
  • Life/well-being coaching.
  • Resources available on the website.
  • Accessible mobile application for remote support.
• Service Accessibility: Easily accessible either on-site for physical consultations or via a telephone number that is freely and readily available.

4. Deliverables

• Establishment of a helpline for national staff.
• Development and delivery of workshops and training modules.
• Implementation of crisis counseling and intervention mechanisms.
• Creation of a database for monitoring service utilization and impact.
• Submission of quarterly reports on program progress and recommendations.
• Request for quotes to study financial proposals.

5. Budget & Resource Allocation

• The budget is to be determined based on received financial proposals.
• Proposals from service providers should be submitted by February 25, 2025.

6. Timeline & Implementation Plan

• February 2025: Collection and review of financial proposals.
• June 2025: Full implementation of the support program.
• Ongoing: Quarterly monitoring and evaluation.

7. Monitoring & Evaluation

• Monthly follow-up meetings with mission representatives.
• Periodic assessment of service effectiveness and staff feedback.
• Review of service utilization metrics and impact reports.

8. Reporting & Accountability

• The consultant Trainer will work under the direct supervision of the Human Resources.
• Regular updates to HR and senior management.
• Confidentiality of employee interactions to be maintained at all levels.
• Final evaluation report after one year of implementation to assess program sustainability and effectiveness.