Request for Proposal - Writer

Amnesty International USA (AIUSA) is searching for three consultants to work in tandem to support the development of its next strategic framework.

• One of the consultants will facilitate consultations with the board, members, and staff during four key moments in 2025 (the facilitator).
• A second consultant will draft the strategic framework following the consultations that are held with board, members and staff; this consultant will also conduct additional research, and meetings as needed (the writer).
• A third consultant will advise AIUSA on how to ensure that it is adequately integrating the values of IDEA, anti-racism, and collaboration in the consultation process and throughout the strategic framework drafts (the advisor).

Through this Request for Proposal (RfP), AIUSA Invites prospective candidates to submit proposals for the role of the writer.

**Consultants are welcome to submit proposals for one role, two roles, or all three roles.

Who We Are

Amnesty International is the world’s largest grassroots human rights organization. Founded in 1961, we are a growing global movement protecting human rights for all people. Amnesty is 10 million members and supporters strong, affiliated with 70 national sections in all regions of the world. In addition, the movement is guided by the International Secretariat (IS) and its Board of Directors.

AIUSA is the global organization’s presence in the United States (U.S.). We engage people in the U.S. to fight injustice all around the world, while we also work to protect people’s human rights here in the U.S.

AIUSA has more than a million members and activists in all 50 states, who are part of the larger global movement. We are a democratically governed, grassroots membership organization, which means that our members vote on key policy issues and elect our Board of Directors.

Some of our members are experts on specific human rights issues, parts of the world, or advocacy areas, and they serve as volunteer leaders. Others help lead local groups in towns, universities, states, or regions. AIUSA’s elected board members, staff, and members all work together to lead the organization.

How We Work

We begin with a focus on the individual – both the case that illustrates a larger pattern of abuses as well as the individual member who takes action for human rights. Our researchers identify the root causes and consequences of the human rights violations. This research is used to inform the public and key decision-makers and to engage grassroots supporters. The mobilization of Amnesty activists, along with direct advocacy and public education work, enables us to win changes in laws, policies, culture, and on the individual cases themselves.

Values and Key Principles

Amnesty’s human rights mission deeply informs our values. Some of our core principles include the universality and indivisibility of human rights, impartiality and independence, democracy and mutual respect. Within the movement we deeply value consultation. Consultation is the way in which we listen to each other, approach important decisions, get feedback, and develop shared strategy. Consultation is a required part of the development of AIUSA's strategic framework.

In addition to the above, which are shared across the global movement, AIUSA has been further identifying values that we want to embed into our work and who we are as a section. This conversation is ongoing and there are many more values that we live by. However, for the purposes of the RFP, we would like to highlight three that are critically important in the development of the strategic framework and that we would seek alignment with any consultant partner.

(i) Inclusion, Diversity, Equity & Accessibility (IDEA): Amnesty International is building a bigger, bolder and more inclusive movement. As an international, intercultural, intergenerational and intersectional movement of activists committed to protecting and advancing human rights for all, Amnesty is deeply committed to IDEA. It’s not only vital that we walk the talk, but IDEA is also an imperative for innovation, growth and impact. In other words, we simply cannot fulfill our mission without it. We recognize inclusion is always intentional and an ongoing journey that requires all of us. Our entire community of activists, including our members, staff and board of directors are partners in embracing diversity, fostering an inclusive culture and increasing equity and accessibility for all. In particular, we are committed to becoming a more anti-racist section that centers our work around understanding, identifying and addressing power asymmetries based on historic patterns of racial privilege and oppression.

(ii) Balance: As our world is buffeted by disruptive forces, it is essential that we lean into our comparative advantage as an international human rights membership organization and keep our mission—to undertake research and action focused on preventing and ending grave abuses of human rights—at our core. That means we must balance essential elements of our identity as we strategically prioritize and focus:

• Support for individuals at risk AND systemic human rights change
• Our international human rights work AND domestic human rights work
• Member-led AND Staff-led interventions

Because these are all dimensions of our core identity, our challenge is to balance and focus our strategic prioritization in what we work on and how we deliver human rights impact and ensure that we take an anti-racist and feminist approach as we do this.

(iii) Experimentation: In this time of disruption, we accept what we don’t know and recognize that we cannot predict everything. We recognize that for Amnesty to remain a leading light in the human rights movement, we must think and do differently. We can honor our history while testing bold and new ways of meeting the human rights challenges of our time. Externally, this can mean coalition building, leveraging technology and new ways of organizing with trusted partners. Internally, it means building a culture of learning and data driven decision making. It means being willing to detach from old habits that no longer serve and being open to solutions from wherever they emerge. It means being willing to learn and adapt to a new reality of constant change.

Strategic Framework at the Global Level

In order to provide direction to the work of the global movement, Amnesty International’s Global Assembly, the highest decision-making body, approves strategic goals (the agreed priorities which guide the work of the movement). All Amnesty sections, including AIUSA, are accountable to the Global Assembly and must comply with the strategic goals approved by the Global Assembly. Each Amnesty section is responsible for creating and adopting a section-specific strategic framework that aligns with the global movement. The last strategic framework for the global movement was adopted in 2021 for a nine-year period (Global Strategic Framework 2022-2030). The last strategic framework for AIUSA was adopted in 2022 for a five-year period (AIUSA Strategic Framework 2022-2026).

Strategic Framework at AIUSA

We are seeking a values-based and conceptual framework to guide our work over the next four years (2027-2030). This framework should represent our highest ideals, aspirations and goals--providing a North Star for our board, staff and members to guide our work.

Once adopted by the board, the framework will be used to structure AIUSA’s annual work planning and shorter-term project planning. We understand that we cannot fully predict or understand the human rights challenges of the future. But our strategic framework can affirm our values and declare our commitment to human rights impact.

The AIUSA Board of Directors is ultimately responsible for the creation and adoption of the strategic framework for the section. In order to streamline efforts, AIUSA's board will constitute a Strategic Planning Working Group composed of board members, staff, and member leaders. The consultant will work closely with this Committee to guide the framework development. The working group will be led by the Board Chair, and other members of the board's Executive Committee, and include Paul O’Brien, Nadia Daar, and Vivek Ramkumar from staff. The working group will be staffed by Kristen Mensing, Governance Specialist.

AIUSA’s strategic framework must be in alignment with the global one while accounting for the country-specific environment in which we operate.

Outline of Strategic Framework Development Process

The strategic framework development process will formally begin in Q1 of 2025 and conclude upon adoption by the board and membership at the Annual General Meeting in Q1 of 2026 in Washington, D.C. (dates likely to be between late February-early March). The consultant is required for the development of the strategic framework during the calendar year of 2025. There is a possibility the contract could be extended to provide additional guidance regarding framework adoption and implementation in 2026.

The process will consist of the following elements:

• background gathering, document review, evaluation of the current strategic framework (AIUSA Strategic Framework 2022-2026)
• consultation sessions with AIUSA stakeholders (Board of Directors ~15, staff ~125, dues paying members 237k, and volunteer leaders ~300)
• theming and synthesis of consultation findings
• integration of consultation findings with global movement goals (Global Strategic Framework 2022-2030) to inform AIUSA specific goals in AIUSA specific framework
• critical programmatic and organizational goals to include in the framework for AIUSA to accomplish over the next four years, accompanied by clear outcomes and key milestones that will demonstrate progress made
• reviewing, revising, and eventually, adopting the Strategic Framework 2027-2030.

There are several contextual factors that should be considered by the writer during the development of the strategic framework.

1. Global Strategic Framework: AIUSA’s Strategic Framework 2027-2030 needs to be informed by and in alignment with the strategic goals identified by the International Secretariat and adopted by the movement and the Global Assembly in the global Strategic Framework 2022-2030.
2. Mid-point Stocktaking of Strategic Framework 2022-2026: This year, AIUSA reached the mid-point in the implementation of its current strategic framework. In May 2024, AIUSA commissioned a stocktaking exercise that yielded a detailed memo with recommendations to management on potential refinements to the implementation of the current strategic framework. The most important takeaway from the stocktaking memo is the need for AIUSA to strengthen collaboration to increase politically impactful people power in a manner that maximizes its collective human rights efforts.
3. Financial Constraints: At the August 2025 Global Assembly, a motion on Financial Redistribution and Equity was approved that will have a significant impact on AIUSA finances in the coming years. AIUSA is taking steps to ensure it is financially sustainable and fit for purpose to deliver the next strategic framework. In turn, the next strategic framework needs to have a level of ambition that commensurate with AIUSA finances.
4. IDEA: Over the period of the current strategic framework, AIUSA has undertaken a comprehensive cultural assessment survey to identify gaps in IDEA practices and taken several steps to improve these practices with its staff, members, and the board. The new strategic framework should elaborate the next phase of IDEA-related goals for the organization, including on antiracism.
5. Experimentation and Learning: AIUSA's current strategic framework emphasizes a set of desired outcomes related to its human rights priorities and provides guidance for possible areas of learning and intentional innovation. AIUSA has taken steps (with mixed results) to create and implement experiment and capture learnings to achieve its broader outcomes. The new strategic framework should elaborate the next phase of experimentation and learning approach for the organization.

Key Activities

The Strategic Planning Working Group will oversee the development of the consultation process to ensure coordination and to prevent any overlaps in the consultation processes being followed by the facilitator, writer, and advisor. AIUSA's board will provide feedback on the consultation process. Although the facilitator will play the primary role in the consultation process and in leading four key consultation sessions (described below) and the advisor will guide the process to ensure it is IDEA and anti-racism centered, the writer is responsible for compiling and reviewing background documents (including MEL reviews on work undertaken by AIUSA during its current strategic framework period) and drafting the new strategic framework. The specific activities that will be performed by the facilitator are described below.

Background Research

• The writer will compile background documents conduct document reviews.

Document consultations with stakeholders

• the Strategic Planning Working Group will develop a more detailed timeline with the facilitator, writer, and advisor. However, within the process of the development of the strategic framework and AIUSA’s seasonal calendar are some general seasons of activity and some important dates and deadlines for the writer to keep in mind for stakeholder consultation that will be documented and used to develop drafts of the strategic framework.
• We anticipate four key consultation moments as follows:
  • (i) Quarterly board meeting in February 2025;
  • (ii) Annual General Meeting In February 2025;
  • (iii) Planning retreat of Senior Leadership Group composed of AIUSA Chief Officers and National Directors likely In July 2025;
  • and (iv) Regional conferences in September-October 2025. Regional conference dates will be shared out in advance once locations are finalized. Conferences happen on the weekends and sometimes concurrently (and could be in person only, virtual only, or a combination of in person and virtual).

A more detailed timeline of events, including key consultation sessions is listed in Appendix A. In addition to these four key consultation moments, the writer is expected to hold some additional consultation meetings with stakeholders, including staff and members who are not in the four other consultation meetings.

Board review

• In-person board meetings in 2025 will take place quarterly as follows: February 20-21 in Detroit, MI; June 13-15 in New York City; September 19-21 in Washington, D.C.; and in December (dates and location unknown at present). We will need the writer to present and participate at these meetings to provide critical updates and seek feedback from the board. Each meeting lasts up to three days and will require advance preparation and travel.

Drafting strategic plan

• done in partnership with the Strategic Planning Working Group
• A first draft, prepared in partnership with the board, must be complete and submitted in advance of the board's June quarterly meeting. A second draft shall be discussed with the board during its September quarterly meeting. And a final draft of the framework shall be presented to the board at Its December 2025 quarterly meeting. All draft frameworks shall be submitted at least a week prior to the board meetings.

Meetings to ensure alignment with other consultants

• AIUSA will organize 2-3 meetings with all the consultants and the Strategic Planning Working Group to ensure coordination and alignment. The writer will attend these meetings and work in coordination with the other two consultants (the facilitator and the advisor) to ensure that the design of the consultation process and the implementation of the four consultation sessions are undertaken in ways that enable the writer to document information needed to formulate drafts of the strategic framework.

Consultant Requirements

The candidate should have proven experience with some or all of the following:

• Strategic planning for membership-based or advocacy focused nonprofits.
• Evaluation and assessment of impact, ideally in human rights work.
• Deep understanding of landscape of human rights, activism, mobilizing, and campaigning.
• Deep understanding of political landscape in the United States and familiarity with global political landscape.
• Ability to deftly navigate differences among various stakeholders including differences by race, geography, tenure and positional authority.
• Cultural competency in working across differences to create an authentic process that prioritizes AIUSA's IDEA values, and anti-racism and intersectional feminism values and strategies. It's critical that staff, board and members all feel their voices are heard and decision-making processes are clear.
• Partnering with nonprofit boards and senior leadership in organizational change efforts.

Prospective candidates are asked to submit a proposal that includes these components:

• Background information on your experience in project management and of facilitating strategic planning for organizations, particularly membership-based nonprofits
• Examples of other clients’ strategic planning efforts particularly with an emphasis on best practices and problem solving
• Why you are interested in working with AIUSA
• Your approach to leading an effective strategic planning process for AIUSA which addresses the following:
  • Details on the key components that should be included in our strategic framework
  • Any additional research that needs to be done to inform our strategic plan
  • Concrete, inclusive method for comprehensive consultation with stakeholder groups
  • A viable approach to partnering with the Strategic Planning Working Group, clarifying roles, and ensuring alignment throughout the process
  • Any anticipated challenges based on the structure, process, and activities identified and plans to mitigate
• Proposed budget for your participation. Please note both time and materials given key activities detailed above and required attendance at AIUSA board meetings and regional conferences. Desired budget range: USD$75,000-$100,000
• Information on key personnel who would be working on this project as well as bios of any principals who would be directly working with the committee.

Facilitators selected to interview must be prepared to provide at least three references from other comparable organizations that directly engaged in similar work.

Submission Deadlines

1. Proposal Submission Deadline: Monday, November 25, by 5:00pm ET
2. Select candidates invited to interview, virtually, the following week. AIUSA's board will select the consultant for this RFP during its quarterly meeting from December 13-15, 2024
3. Proposals must be submitted to Vivek Ramkumar, Chief of Staff, at VRamkumar@aiusa.org.

Any questions should also be addressed via email to Vivek Ramkumar no later than 5:00pm ET on November 20, 2024. Answers to be provided by November 22.

Preferred format MS Word document or PDF, no more than 5-7 pages typed, addressing requirements, with additional appendices and supplemental information allowed.