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Chief of Party, Jordan

Fri, 18 Sep 2020 04:11:15 +0000

Country: Jordan
Organization: FHI 360
Closing date: 16 Oct 2020

We are currently seeking qualified Chief of Party candidates for the anticipated USAID-funded Tourism Support Activity in Jordan.

Program Description:

The USAID Mission Business Forecast for the USAID Jordan EDE – Tourism Support Activity identifies three technical components: 1) Policy; 2) Sectoral and Destination Tourism Support; and 3) Private Sector. The program is anticipated to promote a more competitive and inclusive tourism sector in Jordan that generates economic growth and increased investment, providing benefits especially to underserved populations including local communities, women and youth.

Position is contingent upon receipt of donor funding and will be based in Jordan.

Position Description:

The Chief of Party (COP) will provide overall leadership, management and general technical direction of the entire activity, ensuring an integrated vision among different Results and actors, and a focus on achieving the overall project objectives. The COP will be expected to identify issues and risks related to program implementation in a timely manner and suggest appropriate program adjustments. This individual shall act as the key liaison between USAID and all other counterparts, associations, private sector owners, implementing partners and Government of Jordan officials involved with the Activity. The COP will supervise activity implementation and ensure the activity meets stated goals and reporting requirements. The position requires significant coordination skills, and an understanding of the role that the private sector plays in developing sustainable tourism initiatives. The COP must serve as the primary point of contact with USAID with regard to day-to-day implementation and management matters relating to the contract.

Minimum Requirements:

  • Requires a bachelor's degree degree in a directly relevant field from an accredited university, master's preferred; or equivalent professional experience;

  • At least 10 years of experience in relevant management, supervisory, technical experience working with programs or business activities that are of a similar scope and/or scale to this program;

  • Prior experience strengthening the growth of tourism and related sectors required, with experience in Jordan or similar contexts;

  • Demonstrated familiarity working in the Middle East, preferably in Jordan, with ability to present complex topics to senior governmental officials;

  • Prior experience advancing issues of reform, improving the enabling environment, and fostering private sector investments in development (in tourism or related sectors preferred);

  • Well-developed leadership and people skills, including a demonstrated ability to enhance the skills and effectiveness of project staff;

  • Demonstrated ability to successfully manage client and stakeholder relationships, with a high level of organizational, communication and problem solving skills;

  • Experience in managing large scale activities, strategic planning and implementation of related activities;

  • Demonstrated experience in adaptive management;

  • Demonstrated knowledge of USAID rules, regulations, policies, and procedures as they relate to project and program compliance and reporting;

  • Fluency in English required, fluency in Arabic preferred.

This job posting summarizes the main duties of the job. It neither prescribes nor restricts the exact tasks that may be assigned to carry out these duties. This document should not be construed in any way to represent a contract of employment. Management reserves the right to review and revise this document at any time.

FHI 360 is an equal opportunity and affirmative action employer whereby we do not engage in practices that discriminate against any person employed or seeking employment based on race, color, religion, sex, sexual orientation, gender identity, national or ethnic origin, age, marital status, physical or mental disability, protected Veteran status, or any other characteristic protected under applicable law.
FHI 360 fosters the strength and health of its workforce through a competitive benefits package, professional development and policies and programs that support a healthy work/life balance. Join our global workforce to make a positive difference for others — and yourself.

Please click here to continue searching FHI 360's Career Portal.

About Us

FHI 360 is a nonprofit human development organization dedicated to improving lives in lasting ways by advancing integrated, locally driven solutions. Our staff includes experts in health, education, nutrition, environment, economic development, civil society, gender, youth, research, technology, communication and social marketing — creating a unique mix of capabilities to address today's interrelated development challenges. FHI 360 serves more than 60 countries and all U.S. states and territories.

As we evolve to meet the challenges of the future, we stand committed to the principles that have guided our organization for the last 40+ years. Our work continues to be grounded in research and science, strengthened by partnerships and focused on building the capacity of individuals, communities and countries to succeed.

FHI 360 is an equal opportunity and affirmative action employer whereby we do not engage in practices that discriminate against any person employed or seeking employment based on race, color, religion, sex, sexual orientation, gender identity, national or ethnic origin, age, marital status, physical or mental disability, protected Veteran status, or any other characteristic protected under applicable law.

FHI 360 will never ask you for your career site username or password, and we will never request money, goods or services during the application, recruitment or employment process. If you have questions or concerns about correspondence from us, please email CareerCenterSupport@fhi360.org.

How to apply:

Apply Here

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Digital Mission (DM) Advisor

Fri, 18 Sep 2020 04:09:10 +0000

Country: Germany
Organization: DT Global
Closing date: 30 Oct 2020

DT Global is a fast-growing international development organization that focuses on improving the capability, capacity, and effectiveness of development programming in complex global environments. Working across a variety of sectors – including Economic Growth, Environment & Infrastructure, Governance, Human Development, and Stabilization & Transition - we provide world class program management, design, analysis, and monitoring and evaluation services.

Built on the strengths, knowledge, and 50+ years of experience from AECOM International Development, Development Transformations, and the Global Peace and Development Charitable Trust, we have a global ecosystem – including a non-profit partner, the DT Institute – working together to develop cutting edge solutions to the world’s most pressing challenges. With corporate offices in the USA, Spain and Australia, in addition to project field offices in over 90 countries around the world, DT Global implements projects funded from a wide array of clients, including USAID, EU, DFAT, NC, MFAT, DFID and other public and private stakeholders. We value learning, research, and rapid program adaptation in response to changing realities on the ground. Together with our global team of experts, we are building technical capabilities across sectors in order to deliver high-quality interventions and transform lives around the world. For more information please see: https://dt-global.com

Position Summary:

The Digital Mission (DM) Advisor serves as the key liaison and coordinator between the U.S. Agency for Inter-national Development (USAID) Management Bureau Chief Information Officer (M/CIO) and USAID Middle East Regional Platform (MERP) Frankfurt Support Center (FSC). Specifically, the DM Advisor will support the implementation, follow-up, and tracking of the Information Technology (IT) recommendations and projects identified in the FSC Digital Assessment Report and other related reports. Reporting to the FSC Executive Officer, the ultimate goal of the DM Advisor is to assist FSC in obtaining the full maturity level of a Digital Mission and help to further support the deployment and utilization of digital technologies among supported operating units (OUs) in cooperation with M/CIO and FSC.

The nature of the work requires the person to be very hands-on in executing the IT recommendations and/or developing solutions. As such and similar to the M/CIO's "Service Window," the incumbent interacts with FSC customers to meet ongoing and new IT needs and support, while engaging regularly with M/CIO stakeholders to understand new business requirements and identify opportunities for digital maturity. This will entail working with M/CIO to submit requests through existing M/CIO processes for review, prioritization and approval. Further, the individual will engage with FSC staff and MERP OU clients to understand opportunities for business process improvement by performing needs assessments, developing customer requirements into operational systems and IT solutions, and guiding the testing and implementation process required to put such systems into practice at MERP and supported OUs.

Additional responsibilities may include actions such as business case development; acquisition planning; technology and/or data services; and/or resourcing necessary to implement needed solutions. Although the DM Advisor will make recommendations regarding solutions or technology implemented locally, the recommendations may have broader application at an enterprise level for USAID. Finally, the incumbent may be asked to travel to OU location(s) within the Middle East and North Africa region and carry out hands-on work to fulfill core digitalization requirements.

Primary Responsibilities:

· Perform analysis of client/user requests to determine existing availability of IT systems to meet business requirements and fulfill business needs;

· Perform analysis and address needs to ensure best practice management of data during each stage of a lifecycle, to include data management planning, collection, processing and integration, analysis, curation, and publishing and sharing.

· Fulfill project manager role for IT project implementations with responsibility for completing or delegating for completion all project artifacts and deliverables and attending all mandatory meetings and reviews as defined by USAID's Systems Development Life Cycle (SDLC) Framework.

· Develop and/or deliver training on relevant IT tools or programs to include virtual and in-person training as well as developing all written learning materials (e.g., user guides or job aids, training slides, etc.).

Education & Minimum Qualifications:

· A bachelor’s degree in a relevant field such as, but not limited to, international development or In-formation Technology;

· At least Ten (10) or more years of relevant experience; knowledge of USAID IT systems helpful, but not required;

· Outstanding communication and coordination skills

· Full professional proficiency in English

· Experience working in a multi-cultural environment with a diverse staff;

Preferred Qualifications:

· An advanced degree in a relevant field such as but not limited to International Development, or information technology.

· Experience coordinating the implementation of activities working;

Core Competencies:

· TEAMWORK: Works cooperatively and effectively with others to achieve common goals. Participates in building a culture characterized by inclusion, trust and commitment.

· COMMUNICATION: Effectively conveys information and expresses thoughts professionally. Demonstrates effective use of listening skills and displays openness to other people's ideas and thoughts.

· ADAPTABILITY: Adjusts planned work by gathering relevant information and applying critical thinking to address multiple demands and competing priorities in a changing environment.

· CUSTOMER/CLIENT FOCUSED: Anticipates, monitors and meets the needs of customers and responds to them in an appropriate and responsive manner.

· DIVERSITY AND INCLUSION: Conveys respect for diverse individuals and perspectives; models inclusive behavior and treats everyone fairly.

· PROFESSIONALISM: Displays appropriate and ethical behavior, integrity and personal presentation in the work-place always; demonstrates respectful communication for others, both verbal and non-verbal.

We thank all applicants for their interest. Only short-listed candidates will be contacted.

DT Global, LLC is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, veteran status, gender identity, or national origin. DT Global, LLC prohibits discriminating against employees and job applicants who inquire about, discuss, or disclose the compensation of the employee or applicant or another employee or applicant.

How to apply:

Aya.Aljamili@dt-global.com

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Digital Security Documentation Coordinator (Global-Multiple Locations)

Fri, 18 Sep 2020 04:08:39 +0000

Organization: Access Now
Closing date: 31 Oct 2020

About Us

Access Now is a growing international human rights organization dedicated to defending and extending the digital rights of users at risk around the world, including issues of privacy, security, freedom of expression, and transparency. Our policy, advocacy, Helpline, grants, and operations teams have staff presences in Europe, Latin America, the Middle East/North Africa (MENA), North America, and South/Southeast Asia, to provide global support to our mission.

About the Role

As Documentation Coordinator and a technical writer you will work closely with the Deputy Helpline Director, the Helpline Director, and other members of the Helpline team on projects to create and maintain educational materials, help coordinate preventative, proactive, community-building and educational work, and coordinate efforts aimed at strengthening the network of partners, intermediaries, and other help desks working with the Helpline.

This position is housed within the Helpline team and will report to the Deputy Helpline Director & Manager of Educations and Communities, and will liaise closely with members of the Helpline and Security Operations teams in fulfilling duties.

What You Will Do

  • Create, update, organize and improve internal digital security documentation (articles, templates), external digital security educational materials, and guides for use by Access Now and partners, written by the Helpline or in collaboration with the Rapid Responder community and CiviCERT
  • Actively engage with the Helpline team in order to spot opportunities for new articles that fill gaps in our documented knowledge, coordinating the creation of new documentation for key issues and emerging digital security threats identified by the Digital Security Helpline
  • Maintain Helpline Operational Documentation, including incident handling policies and internal operational policies of the Digital Security Helpline
  • Support internal documentation efforts of the global Access Now Internal Security Team
  • Organize and maintain the documentation framework and ensure that it remains accessible to relevant parties
  • Other duties or tasks as asked of you by the Deputy Helpline Director

About You

  • Excellent English language written skills
  • Ability to explain technical concepts in understandable terms
  • Familiarity with Markdown and git
  • Experience with digital security tools and practices
  • Understanding of the digital threats faced by human rights activists and defenders
  • Knowledge of another language besides English is preferred
  • Familiarity with Jekyll, Hugo, Metalsmith, or other static website generators and webhooks is preferred

Location

This is a full-time position, and can be based out of any of our locations in Berlin, Brussels, Manila, New York City, San José (CR), Tunis, or Washington, DC

Remuneration

Access Now offers competitive compensation and benefits packages that align with our office localities. Team members from all regions also benefit from a strong global culture aligned around:

  • Professional development and growth opportunities
  • Work-life balance…including a generous paid time-off program
  • Extensive workplace flexibility
  • Connection to a diverse, global team of passionate, principled professionals
  • Organizational resilience and support for all team members
  • Opportunities to recharge (including paid refresher leave after 4 years)

We are a global human rights organization committed to inclusivity and equity, and seek the most talented team members who bring their true selves, with diverse backgrounds, cultures, perspectives, and experiences. As an equal opportunity employer, we value and encourage diversity and consider applicants for all positions without regard to race, color, religion, creed, gender, sex, national origin, age, disability, marital or veteran status, sexual orientation, gender identity or expression, or any other legally protected status. Our commitment applies with regard to all aspects of one’s employment, including hiring, transfer, promotion, compensation, eligibility for benefits, and termination.

For further information, please contact Bryan Rogers, Human Resources Manager, at bryan@accessnow.org; PGP Key: 0x676DA406, or reply to the original sender where applicable.

How to apply:

How to Apply

Please apply at our Careers Website by submitting your:

  • Résumé/CV
  • Cover letter outlining your suitability for the role, and your salary expectations

Our hiring teams review applications submitted through our Careers Website ; email submissions are not accepted. In order for us to communicate with you on the status of your application, please be sure to add apps.bamboohr.com to your contacts list, and check spam or junk folders so that you do not miss updates from us.

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Project Officer (Humanitarian Hub)

Fri, 18 Sep 2020 04:07:03 +0000

Country: South Sudan
Organization: International Organization for Migration
Closing date: 30 Sep 2020
Position Title : Project Officer (Humanitarian Hub)

Duty Station : Bentiu, South Sudan

Classification : Professional Staff, Grade P2

Type of Appointment : Special short-term graded, six months with possibility of extension

Estimated Start Date : As soon as possible

Closing Date : 30 September 2020

Established in 1951, IOM is a Related Organization of the United Nations, and as the leading UN agency in the field of migration, works closely with governmental, intergovernmental and non-governmental partners. IOM is dedicated to promoting humane and orderly migration for the benefit of all. It does so by providing services and advice to governments and migrants.

IOM is committed to a diverse and inclusive work environment. Read more about diversity and inclusion at IOM at www.iom.int/diversity.

Applications are welcome from first- and second-tier candidates, particularly qualified female candidates as well as applications from the non-represented member countries of IOM. For all IOM vacancies, applications from qualified and eligible first-tier candidates are considered before those of qualified and eligible second-tier candidates in the selection process.

For the purpose of this vacancy, the following are considered first-tier candidates:

  1. Internal candidates

  2. Candidates from the following non-represented member states:

Antigua and Barbuda; Botswana; Cabo Verde; Comoros; Cook Islands; Cuba; Djibouti; Fiji; Gabon; Grenada; Guinea-Bissau; Guyana; Holy See; Iceland; Kingdom of Eswatini; Kiribati; Lao People's Democratic Republic (the); Latvia; Luxembourg; Marshall Islands; Micronesia (Federated States of); Montenegro; Namibia; Nauru; Palau; Saint Kitts and Nevis; Saint Lucia; Saint Vincent and the Grenadines; Samoa; Sao Tome and Principe; Seychelles; Solomon Islands; Suriname; The Bahamas; Timor-Leste; Tonga; Tuvalu; Vanuatu

Second tier candidates include:

All external candidates, except candidates from non-represented member states.

Context:

IOM in South Sudan is responsible for the management for co-location of humanitarian actors (Humanitarian Hub and Logistic Base) within the United Nations Mission in South Sudan (UNMISS) base in Bentiu, Malakal, and Bor, South Sudan. IOM managing Humanitarian & Logistic Hubs has been in operation since 2014 and is currently supporting 32 agencies who are working and residing in the Hubs.

Under the overall supervision of the Head of Operations, the direct supervision of the Head of Sub-Office (HoSO) and in close coordination with of Head of Procurement and Logistics Unit, the successful candidate will be responsible for overseeing the day-to-day operations of the Humanitarian Hub in Bentiu.

Core Functions / Responsibilities:

  1. Coordinate, implement and track the awarding of Memorandum of Understanding (MoUs) for long-term hub residents.

  2. Manage the Humanitarian Hub front desk by providing oversight of booking systems and the application of procedures, supporting guests and communicating to residents/guests on hub rules and Standard Operating Procedures (SOPs).

  3. Evaluate partner agencies (residents) needs in the humanitarian hub and the development of facilities, and draft proposals to meet these needs/developments.

  4. Participate in coordination and operational meetings to discuss challenges, needs and routine operational matters, and communicate key discussions and recommendations to senior management in the Sub-Office.

  5. Contribute in management of hub resources in an efficient manner; update funding and expenditure spreadsheets, track resource utilization, make recommendations on spending plans and draft quarterly procurement plans for the hub in close coordination with RMO and HoSO.

  6. Supervise and monitor humanitarian hub contractor’s work to agreed specifications in close coordination with Procurement and Logistics Unit, RMO and HoSO. Check that progress and other reports are submitted in a timely manner.

  7. Monitor the work of facility maintenance staff and other skilled /unskilled daily laborers; provide basic training as required and recommend additional performance improvements.

  8. Monitor the Humanitarian Hub’s functioning and facilities, as well as its operational state all the time; coordinating repairs, maintenance, and installation of infrastructure in close coordination with HoSO.

  9. Draft proposals for additional requests for space and assist in technical coordination of site and facility development by checking that best practices for site planning within the Humanitarian Hub is implemented.

  10. Liaise closely with IOM SSU and implement access control and fire/other hazard safety plans inside the hub; monitor the availability of adequate resources at the hub in case of any such emergency.

  11. Draft weekly occupancy reports, cost recovery, weekly hub situation reports and other necessary monthly or quarterly reports. Facilitate the timely submission of reports to all concerned.

  12. Plan and coordinate essential central services, manage the storage and stocks of consumables, equipment, and tools ensuring consumptions are properly monitored, maintenance records are properly archived, and hub assets are properly kept and tracked.

  13. Perform such other duties as may be assigned.

Required Qualifications and Experience:

Education

• Master’s Degree in Hospitality Management, Electric/Civil Engineering, International Relations, Business Administration or a related field from an accredited academic institution with two years of relevant professional experience; or

• University degree in the above fields with four years of relevant experience.

Experience

• Relevant experience in project implementation in post conflict or transitional situations; experience working for a UN agency, International Organizations or NGOs is preferred;

• Previous related experience in South Sudan field operations is an advantage;

• Project implementation and supervision experience at the field level required;

• Management of humanitarian hub in emergency complex operations• Experience in inter-agency coordination and counterparts is an advantage.

Languages

IOM’s official languages are English, French and Spanish.

For this position, fluency in English is required (oral and written). Working knowledge of Arabic, French and/or Spanish is an advantage.

1

Accredited Universities are the ones listed in the UNESCO World Higher Education Database (https://whed.net/home.php).

Required Competencies:

Values - all IOM staff members must abide by and demonstrate these three values:

Inclusion and respect for diversity: respects and promotes individual and cultural differences; encourages diversity and inclusion wherever possible.

Integrity and transparency: maintains high ethical standards and acts in a manner consistent with organizational principles/rules and standards of conduct.

Professionalism: demonstrates ability to work in a composed, competent and committed manner and exercises careful judgment in meeting day-to-day challenges.

Core Competencies – behavioural indicators level 2

Teamwork: develops and promotes effective collaboration within and across units to achieve shared goals and optimize results.

Delivering results: produces and delivers quality results in a service-oriented and timely manner; is action oriented and committed to achieving agreed outcomes.

Managing and sharing knowledge: continuously seeks to learn, share knowledge and innovate.

Accountability: takes ownership for achieving the Organization’s priorities and assumes responsibility for own action and delegated work.

Communication: encourages and contributes to clear and open communication; explains complex matters in an informative, inspiring and motivational way.

Managerial Competencies – behavioural indicators level 2

Leadership: provides a clear sense of direction, leads by example and demonstrates the ability to carry out the organization’s vision; assists others to realize and develop their potential.

Empowering others & building trust: creates an atmosphere of trust and an enabling environment where staff can contribute their best and develop their potential.

Strategic thinking and vision: works strategically to realize the Organization’s goals and communicates a clear strategic direction.

IOM’s competency framework can be found at this link.

https://www.iom.int/sites/default/files/about-iom/iom_revised_competency_f...

Competencies will be assessed during a competency-based interview.

Other:

Internationally recruited professional staff are required to be mobile.

Any offer made to the candidate in relation to this vacancy notice is subject to funding confirmation.

This selection process may be used to staff similar positions in various duty stations. Recommended candidates will remain eligible to be appointed in a similar position for a period of 24 months.

The list of NMS countries above includes all IOM Member States which are non-represented in the Professional Category of staff members. For this staff category, candidates who are nationals of the duty station’s country cannot be considered eligible.

Appointment will be subject to certification that the candidate is medically fit for appointment, accreditation, any residency or visa requirements, and security clearances.

How to apply:

Interested candidates are invited to submit their applications via PRISM, IOM e-Recruitment system, by 30 September 2020 at the latest, referring to this advertisement.

IOM only accepts duly completed applications submitted through the IOM e-Recruitment system. The online tool also allows candidates to track the status of their application.

Only shortlisted candidates will be contacted.

For further information please refer to: www.iom.int/recruitment

Posting period:

From 17.09.2020 to 30.09.2020

No Fees:

IOM does not charge a fee at any stage of its recruitment process (application, interview, processing, training or other fee). IOM does not request any information related to bank accounts.

Requisition: SVN 2020 69 Project Officer (Humanitarian Hub) (P2) Bentiu, South Sudan (56367850) Released

Posting: Posting NC56367851 (56367851) Released

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Project Officer (Shelter and WASH)

Fri, 18 Sep 2020 04:03:52 +0000

Country: Turkey
Organization: International Organization for Migration
Closing date: 30 Sep 2020
Position Title : Project Officer (Shelter and WASH)

Duty Station : Gaziantep, Turkey

Classification : Professional Staff, Grade P3

Type of Appointment : Special short-term graded, Six months with possibility of extension

Estimated Start Date : As soon as possible

Closing Date : 30 September 2020

Established in 1951, IOM is a Related Organization of the United Nations, and as the leading UN agency in the field of migration, works closely with governmental, intergovernmental and non-governmental partners. IOM is dedicated to promoting humane and orderly migration for the benefit of all. It does so by providing services and advice to governments and migrants.

IOM is committed to a diverse and inclusive work environment. Read more about diversity and inclusion at IOM at www.iom.int/diversity.

Applications are welcome from first- and second-tier candidates, particularly qualified female candidates as well as applications from the non-represented member countries of IOM. For all IOM vacancies, applications from qualified and eligible first-tier candidates are considered before those of qualified and eligible second-tier candidates in the selection process.

For the purpose of this vacancy, the following are considered first-tier candidates:

  1. Internal candidates

  2. Candidates from the following non-represented member states:

Antigua and Barbuda; Botswana; Cabo Verde; Comoros; Cook Islands; Cuba; Djibouti; Fiji; Gabon; Grenada; Guinea-Bissau; Guyana; Holy See; Iceland; Kingdom of Eswatini; Kiribati; Lao People's Democratic Republic (the); Latvia; Luxembourg; Marshall Islands; Micronesia (Federated States of); Montenegro; Namibia; Nauru; Palau; Saint Kitts and Nevis; Saint Lucia; Saint Vincent and the Grenadines; Samoa; Sao Tome and Principe; Seychelles; Solomon Islands; Suriname; The Bahamas; Timor-Leste; Tonga; Tuvalu; Vanuatu

Second tier candidates include:

All external candidates, except candidates from non-represented member states.

Context:

Under the overall supervision of the Head of Sub-Office (HoSO) East, Southeast, Mediterranean (ESEM) Region, and direct supervision of the Senior Programme Coordinator, the successful candidate will be responsible and accountable for the technical and programmatic oversight and implementation of Shelter and Water, Sanitation, and Hygiene (WASH) operations for IOM’s cross-border humanitarian operations. The focus will be on ensuring high quality and holistic Shelter and WASH approaches through close coordination with other IOM programmes, including camp management.

The successful candidate will also be responsible for strategic engagement with relevant coordination forums, namely the Shelter and WASH clusters. The role will require significant work on partner capacity building and technical support in key implementation modalities (distributions, construction management etc.) as well as overall project management.

Core Functions / Responsibilities:

  1. Lead on the management and technical dimensions of IOM’s cross-border Shelter and WASH projects, ensuring that activities and modalities to be implemented are in line with humanitarian standards and best practices.

  2. Provide technical oversight, plan and manage implementation of IOM’s shelter and WASH activities inside and outside of camps. This includes activities such as shelter rehabilitation and repair, planning and establishment of Internally Displaced Person (IDP) sites, camp infrastructure upgrades, and delivery of emergency WASH services.

  3. Implement and strengthen remote management protocols across Shelter and WASH projects, ensuring adherence of Implementing Partners to IOM rules and standards. Ensure risk mitigation measures are mainstreamed.

  4. Provide direct and overall supervision to all Shelter and WASH unit staff, including mentoring and capacity development support. Recommend appropriate structuring of the unit and delegation of tasks to staff based on skills, experience and programmatic requirements.

  5. Provide overall technical supervision and of Implementing partners. Implement and maintain monitoring modalities for construction works as required. Develop training curricula for partners in distribution, construction project management and technical components of shelter and WASH activities.

  6. Represent IOM in relevant coordination forums, including the Shelter and WASH clusters and other technical working groups. Provide technical inputs and support to Clusters when required. Establish partnerships with respective clusters, local authorities and national/international non-governmental organizations tasked with service delivery.

  7. Provide periodic procurement plans for required Shelter and WASH programming, to HoSO and other relevant management, including specifications for all items with guidance from Global Shelter & settlements/Camp Coordination and Camp Management (CCCM) Support units in Geneva.

  8. Work with Senior Programme Coordination, HoSO, and Resource Management Officer(RMO) to track project expenditures and resolve financial, procurement, and contractual issues as they arise.

  9. Ensure relevant appropriate data and information management required for tracking the implementation of IOM’s projects are in place and effectively share with relevant departments for coordination and reporting.

  10. Develop proposals together with project development unit and provide inputs for financial and narrative reports on Shelter and WASH operations as required by donor counterparts. Contribute to the development of sector-specific response plans and overall IOM strategies for shelter, settlements and WASH.

  11. Perform such other duties as may be assigned.

Required Qualifications and Experience:

Education

• Master’s degree in Architecture or Civil Engineering from an accredited academic institution with five years of relevant professional experience; or

• University degree in the above fields with seven years of relevant professional experience.

Experience

• Proven technical experience in shelter / WASH operations preferably at a managerial level, in emergency and conflict environments;

• Has significant shelter technical experience in order to guide and lead the Shelter and WASH project teams.

Skills

• Delivers on set objectives in hardship situations;

• Works effectively with donors, local authorities, stakeholders, beneficiaries, and the broader community to advance country office or regional objectives;

• Excellent Monitoring and Evaluation Skills, Managerial and Organizational Skills, Accurate;

• Ability to work with limited supervision;

• Effective in coordinating actions with other implementing partners.

Languages

IOM’s official languages are English, French, and Spanish.

For this position, fluency in English is required (oral and written). Working knowledge of Arabic, French and/or Spanish is an advantage.

Proficiency of language(s) required will be specifically evaluated during the selection process, which may include written and/or oral assessments.

Notes

1

Accredited Universities are the ones listed in the UNESCO World Higher Education Database (https://whed.net/home.php).

Required Competencies:

Values - all IOM staff members must abide by and demonstrate these three values:

Inclusion and respect for diversity: respects and promotes individual and cultural differences; encourages diversity and inclusion wherever possible.

Integrity and transparency: maintains high ethical standards and acts in a manner consistent with organizational principles/rules and standards of conduct.

Professionalism: demonstrates ability to work in a composed, competent and committed manner and exercises careful judgment in meeting day-to-day challenges.

Core Competencies – behavioural indicators level 2

Teamwork: develops and promotes effective collaboration within and across units to achieve shared goals and optimize results.

Delivering results: produces and delivers quality results in a service-oriented and timely manner; is action oriented and committed to achieving agreed outcomes.

Managing and sharing knowledge: continuously seeks to learn, share knowledge and innovate.

Accountability: takes ownership for achieving the Organization’s priorities and assumes responsibility for own action and delegated work.

Communication: encourages and contributes to clear and open communication; explains complex matters in an informative, inspiring and motivational way.

Managerial Competencies – behavioural indicators level 2

Leadership: provides a clear sense of direction, leads by example and demonstrates the ability to carry out the organization’s vision; assists others to realize and develop their potential.

Empowering others & building trust: creates an atmosphere of trust and an enabling environment where staff can contribute their best and develop their potential.

Strategic thinking and vision: works strategically to realize the Organization’s goals and communicates a clear strategic direction.

IOM’s competency framework can be found at this link.

https://www.iom.int/sites/default/files/about-iom/iom_revised_competency_f...

Competencies will be assessed during a competency-based interview.

Other:

Internationally recruited professional staff are required to be mobile.

Any offer made to the candidate in relation to this vacancy notice is subject to funding confirmation.

This selection process may be used to staff similar positions in various duty stations. Recommended candidates will remain eligible to be appointed in a similar position for a period of 24 months.

The list of NMS countries above includes all IOM Member States which are non-represented in the Professional Category of staff members. For this staff category, candidates who are nationals of the duty station’s country cannot be considered eligible.

Appointment will be subject to certification that the candidate is medically fit for appointment, accreditation, any residency or visa requirements, and security clearances.

Vacancies close at 23:59 local time Geneva, Switzerland on the respective closing date. No late applications will be accepted.

How to apply:

Interested candidates are invited to submit their applications via PRISM, IOM e-Recruitment system, by 30 September 2020 at the latest, referring to this advertisement.

IOM only accepts duly completed applications submitted through the IOM e-Recruitment system. The online tool also allows candidates to track the status of their application.

Only shortlisted candidates will be contacted.

For further information please refer to: www.iom.int/recruitment

Posting period:

From 17.09.2020 to 30.09.2020

No Fees:

IOM does not charge a fee at any stage of its recruitment process (application, interview, processing, training or other fee). IOM does not request any information related to bank accounts.

Requisition: SVN 2020 214 Project Officer (Shelter and WASH) (P3) Gaziantep, Turkey (56626807) Released

Posting: Posting NC56626808 (56626808) Released

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Programme Officer (Emergency Post-Crisis)

Fri, 18 Sep 2020 03:59:16 +0000

Country: Ethiopia
Organization: International Organization for Migration
Closing date: 30 Sep 2020
Position Title : Programme Officer (Emergency Post-Crisis)

Duty Station : Addis Ababa, Ethiopia

Classification : Professional Staff, Grade P2

Type of Appointment : Special short-term graded, Six months with possibility of extension

Estimated Start Date : As soon as possible

Closing Date : 30 September 2020

Established in 1951, IOM is a Related Organization of the United Nations, and as the leading UN agency in the field of migration, works closely with governmental, intergovernmental and non-governmental partners. IOM is dedicated to promoting humane and orderly migration for the benefit of all. It does so by providing services and advice to governments and migrants.

IOM is committed to a diverse and inclusive work environment. Read more about diversity and inclusion at IOM at www.iom.int/diversity.

Applications are welcome from first- and second-tier candidates, particularly qualified female candidates as well as applications from the non-represented member countries of IOM. For all IOM vacancies, applications from qualified and eligible first-tier candidates are considered before those of qualified and eligible second-tier candidates in the selection process.

For the purpose of this vacancy, the following are considered first-tier candidates:

  1. Internal candidates

  2. Candidates from the following non-represented member states:

Antigua and Barbuda; Botswana; Cabo Verde; Comoros; Cook Islands; Cuba; Djibouti; Fiji; Gabon; Grenada; Guinea-Bissau; Guyana; Holy See; Iceland; Kingdom of Eswatini; Kiribati; Lao People's Democratic Republic (the); Latvia; Luxembourg; Marshall Islands; Micronesia (Federated States of); Montenegro; Namibia; Nauru; Palau; Saint Kitts and Nevis; Saint Lucia; Saint Vincent and the Grenadines; Samoa; Sao Tome and Principe; Seychelles; Solomon Islands; Suriname; The Bahamas; Timor-Leste; Tonga; Tuvalu; Vanuatu

Second tier candidates include:

All external candidates, except candidates from non-represented member states.

Context:

Under the overall supervision of the Emergency & Post Crisis Programme Coordinator and the direct supervision of the Programme Manager (EPC Grants), the successful candidate will be responsible for ensuring that the content and processes of grants consistently meet project objectives and IOM standards.

Core Functions / Responsibilities:

  1. Check the overall quality of proposals submitted by partners, grants documentation, and the timely entry of all relevant grant information into the program Information Management System (IMS). Ensure accuracy, consistency, and timeliness of data from implementing partners and entries in the IMS database.

  2. Track the program's implementation processes, including following up financial and procurement documentation with appropriate Units in the Mission.

  3. Together with the Programme Manager (EPC Grants), ensure that partners fully understand all administrative requirements of the Grants process, undertaking capacity building with those partners that may require it.

  4. Work with Program Team to improve the quality of monitoring templates (checking that tools incorporate protection mainstreaming, technical elements included in the proposal) as well as reviewing Monitoring Reports created by the team.

  5. Produce reports and run queries on the database as requested by the Programme Manager (EPC Grants); propose revisions to reporting templates and refinements to existing mechanisms as required.

  6. Participate in field monitoring of Implementing Partners to assure the quality of sub-projects, assure the quality of monitoring reports produced by Senior Programme Assistants.

  7. Act as Officer in Charge when Programme Manager (EPC Grants) is in the field.

  8. Perform such other duties as may be assigned.

Required Qualifications and Experience:

Education

• Master’s degree in Social Sciences, International Development, Business Administration, Management, or a related field from an accredited academic institution with two years of relevant professional experience; or

• University degree in the above fields with four years of relevant professional experience.

Experience

• Experience in community-based and/or small-grants programming, grant writing, humanitarian response, and/or civil-society strengthening;

• Experience working with the United States Agency for International Development (USAID) programmes preferably with the Office of Foreign Disaster Assistance (OFDA) and/or working with the Ethiopian Humanitarian Fund (EHF), Central Emergency Response Fund (CERF);

• Previous experience in operational activities in a post-crisis or emergency area;

• Experience coordinating actions with emergency response actors and other implementing partners and making use of coordination structures;

• Experience working effectively with local authorities, stakeholders, beneficiaries, and the broader community to advance country office or regional objectives.

Skills

• Works effectively in high-pressure, rapidly changing environments;

• Supports adequate levels of information sharing between internal units, cluster partners, IOM, and other emergency response actors;

• Establishes and maintains effective relationships with implementing partners;

• Makes correct decisions rapidly based on available information;

• Delivers on set objectives in hardship situations.

Languages

IOM’s official languages are English, French, and Spanish.

For this position, fluency in English is required (oral and written). Working knowledge of Amharic, French, and/or Spanish is an advantage.

Proficiency of language(s) required will be specifically evaluated during the selection process, which may include written and/or oral assessments.

Notes

1

Accredited Universities are the ones listed in the UNESCO World Higher Education Database (https://whed.net/home.php).

Required Competencies:

Values - all IOM staff members must abide by and demonstrate these three values:

Inclusion and respect for diversity: respects and promotes individual and cultural differences; encourages diversity and inclusion wherever possible.

Integrity and transparency: maintains high ethical standards and acts in a manner consistent with organizational principles/rules and standards of conduct.

Professionalism: demonstrates ability to work in a composed, competent and committed manner and exercises careful judgment in meeting day-to-day challenges.

Core Competencies – behavioural indicators level 2

Teamwork: develops and promotes effective collaboration within and across units to achieve shared goals and optimize results.

Delivering results: produces and delivers quality results in a service-oriented and timely manner; is action oriented and committed to achieving agreed outcomes.

Managing and sharing knowledge: continuously seeks to learn, share knowledge and innovate.

Accountability: takes ownership for achieving the Organization’s priorities and assumes responsibility for own action and delegated work.

Communication: encourages and contributes to clear and open communication; explains complex matters in an informative, inspiring and motivational way.

IOM’s competency framework can be found at this link.

https://www.iom.int/sites/default/files/about-iom/iom_revised_competency_f...

Competencies will be assessed during a competency-based interview.

Other:

Internationally recruited professional staff are required to be mobile.

Any offer made to the candidate in relation to this vacancy notice is subject to funding confirmation.

This selection process may be used to staff similar positions in various duty stations. Recommended candidates will remain eligible to be appointed in a similar position for a period of 24 months.

The list of NMS countries above includes all IOM Member States which are non-represented in the Professional Category of staff members. For this staff category, candidates who are nationals of the duty station’s country cannot be considered eligible.

Appointment will be subject to certification that the candidate is medically fit for appointment, accreditation, any residency or visa requirements, and security clearances.

Vacancies close at 23:59 local time Geneva, Switzerland on the respective closing date. No late applications will be accepted.

How to apply:

Interested candidates are invited to submit their applications via PRISM, IOM e-Recruitment system, by 30 September 2020 at the latest, referring to this advertisement.

IOM only accepts duly completed applications submitted through the IOM e-Recruitment system. The online tool also allows candidates to track the status of their application.

Only shortlisted candidates will be contacted.

For further information please refer to: www.iom.int/recruitment

Posting period:

From 17.09.2020 to 30.09.2020

No Fees:

IOM does not charge a fee at any stage of its recruitment process (application, interview, processing, training or other fee). IOM does not request any information related to bank accounts.

Requisition: SVN 2020 213 Programme Officer (Emergency Post-Crisis) (P2) Addis Ababa, Ethiopia

(56626792) Released

Posting: Posting NC56626793 (56626793) Released

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Monitoring & Evaluation Officer

Fri, 18 Sep 2020 03:58:03 +0000

Country: Turkey
Organization: BINAA
Closing date: 23 Sep 2020

BINAA is a non-profit non-governmental organization that has been registered in Turkey since 2014. BINAA’s mission is to support and empower individuals and communities that are inflicted by conflicts to gain safe and respectable lives.

BINAA strives to be a pioneering regional humanitarian organization. BINAA works hard so those who are inflicted by conflicts have better lives and secure future through providing them the most innovative and efficient services in the fields of development, education, restructuring and relief within a professional and attractive work environment.

BINAA conducts its work with its values of quality, accountability, collaboration, respect, efficiency, and continuous development.

BINAA is looking for a M&E Officer, based in Gaziantep/Turkey, to properly implement the organization's M&E policies and procedures, and to follow up the monitoring and evaluation activities during the project implementation.

GENERAL RESPONSIBILITIES

  • Undertake the daily work of planning and designing the data collection tools, data analysis and reports preparation.
  • Is directly responsible for planning, implementing and reporting all M&E and assessment activities (such as baseline and end line assessment, planning the verification visits, planning and preparing the post distribution monitoring activities and report, etc.)
  • Follow up the daily work of M&E field officers in Syria.
  • Perform weekly planning of filed team activities.
  • Update tasks and activities implemented by the field team on a daily basis.
  • Provide weekly reports of each ongoing project.
  • Receive feedback and resolve complaints during projects implementation.
  • Train the field team on the data collection tools
  • Represent the department and ensure effective participation in meeting and workshops with partners, donors, and other parties.
  • Participate in the preparation and development of the accountability policy
  • Design and follow up accountability activities
  • Receive, follow up and archive feedback cases
  • Prepare internal and external accountability reports
  • Ensure accountability principles are undertaken by all team members in all activities

KNOWLEDGE, EXPERIENCE AND SKILLS

A. Essential:

  • BA in Mathematics (Statistics) MIS, Engineering or any equivalent field.
  • A minimum of two years' experience in a similar position.
  • Advanced skills in the English and Arabic language.

B. Desirable

  • Experience in humanitarian work and principles.

REQUIRED TECHNICAL COMPETENCIES:

  • Advanced knowledge of log frame-based project design, monitoring and evaluation
  • Ability to conduct/supervise needs assessments and surveys, and quantitative data analysis.
  • Basic knowledge of social research methodologies.
  • Ability to train the field staff on various M&E tools.
  • Advanced understanding and ability to utilize remote management tools and techniques.
  • Basic level in Access, Power BI, SPSS or R Language.
  • Ability to develop, plan and implement the various accountability activities.
  • Ability to develop M&E tools, and planning and implementing the various M&E activities.
  • Ability to conduct/supervise baseline and end line studies.
  • Ability to prepare high quality reports.
  • Basic understanding of accountability principles, gender, age, diversity, protection, human vulnerability, and other cross-cutting issues.
  • Advanced level in Microsoft Windows, Outlook, Word and Excel.

REQUIRED CORE COMPETENCIES:

  • Accountability
  • Communication
  • Planning and organizing
  • Creativity
  • Stakeholder Orientation.
  • Teamwork
  • Commitment to Continuous Learning
  • Technological awareness

General Requirements:

  • Residence permit in Turkey (Applicants with Turkish nationality will be prioritized)

Additional Information:

  • BINAA expressly prohibits and will not tolerate any form of discrimination, abuse, harassment (sexual or otherwise), based upon race, ethnicity, religion, national origin, gender, age, sexual orientation, marital status, citizenship status, disability, or military status. BINAA's employees, related personnel and accepted candidates will be required to state their commitment/ intent to be aware, consider and adhere to the minimum standards applicable in development and humanitarian settings, BINAA's Code of Conduct and the core principles relating to Sexual Exploitation and Abuse.
  • BINAA organization believes in the principle of equal opportunities, and their staff are chosen based on competencies without any distinction between people.
How to apply:

Please fill in the application form including your CV and cover letter in the following link:

Apply Here

The deadline for accepting applications is 23-September-2020 23:59 Istanbul time,

For any inquiries, do not hesitate to contact us at the following e-mail: HR@binaadev.org

Full Story

Programme Officer (Counter Trafficking)

Fri, 18 Sep 2020 03:56:26 +0000

Country: Thailand
Organization: International Organization for Migration
Closing date: 29 Sep 2020
Position Title : Programme Officer (Counter Trafficking)

Duty Station : Bangkok, Thailand

Classification : Professional Staff, Grade P2

Type of Appointment : Special short-term graded, Nine months with possibility of extension

Estimated Start Date : As soon as possible

Closing Date : 29 September 2020

Established in 1951, IOM is a Related Organization of the United Nations, and as the leading UN agency in the field of migration, works closely with governmental, intergovernmental and non-governmental partners. IOM is dedicated to promoting humane and orderly migration for the benefit of all. It does so by providing services and advice to governments and migrants.

IOM is committed to a diverse and inclusive work environment. Read more about diversity and inclusion at IOM at www.iom.int/diversity.

Applications are welcome from first- and second-tier candidates, particularly qualified female candidates as well as applications from the non-represented member countries of IOM. For all IOM vacancies, applications from qualified and eligible first-tier candidates are considered before those of qualified and eligible second-tier candidates in the selection process.

For the purpose of this vacancy, the following are considered first-tier candidates:

  1. Internal candidates

  2. Candidates from the following non-represented member states:

Antigua and Barbuda; Botswana; Cabo Verde; Comoros; Cook Islands; Cuba; Djibouti; Fiji; Gabon; Grenada; Guinea-Bissau; Guyana; Holy See; Iceland; Kingdom of Eswatini; Kiribati; Lao People's Democratic Republic (the); Latvia; Luxembourg; Marshall Islands; Micronesia (Federated States of); Montenegro; Namibia; Nauru; Palau; Saint Kitts and Nevis; Saint Lucia; Saint Vincent and the Grenadines; Samoa; Sao Tome and Principe; Seychelles; Solomon Islands; Suriname; The Bahamas; Timor-Leste; Tonga; Tuvalu; Vanuatu

Second tier candidates include:

All external candidates, except candidates from non-represented member states.

Context:

IOM Thailand implements a range of national and regional projects aimed at addressing migration challenges and delivering increased protection and assistance to vulnerable migrants in partnership with government, civil society and private sector counterparts.

Through research, policy interventions, capacity-building and outreach, these projects aim to develop sustainable solutions to reduce systemic vulnerabilities and to provide increased support to vulnerable migrants, including victims of trafficking, internally displaced persons, refugees, asylum seekers, unaccompanied minors, and exploited and abused migrants.

In particular, the recently initiated “Ship to Shore Rights South East Asia: Regional Programme on Labour Migration in the Fishing Sector”, funded by the European Union (EU) and implemented in partnership with the International Labor Organization (ILO) and United Nations Development Programme (UNDP), aims to promote regular and safe labour migration among South East Asian countries, with a focus on the fishing and seafood processing industries, by strengthening legal, policy and regulatory frameworks, protecting labour rights, and empowering migrant workers to exercise their rights when faced with abusive and exploitative labour practices.

Under the overall supervision of the Chief of Mission (CoM) of IOM Thailand and the direct supervision of the Programme Coordinator (Migrant Assistance and Counter-Trafficking Unit), the successful candidate will be responsible for supporting the implementation and coordination of IOM Thailand’s regional and national projects on counter-trafficking and migrant protection, and in particular of the “Ship to Shore Rights South East Asia: Regional Programme on Labour Migration in the Fishing Sector”.

Core Functions / Responsibilities:

  1. Support the implementation and coordination of IOM Thailand’s regional and national projects on counter-trafficking and migrant protection.

  2. Monitor and provide technical guidance to project-relevant staff, ensuring compliance with project documents, workplans, budgets and donor guidelines.

  3. Support liaison with donors, project partners, other IOM Country Offices (COs) and the Regional Office (RO) to facilitate a coordinated approach to project implementation, highlight synergies with IOM programmes, make recommendations on donor/partner engagement and research new funding opportunities.

  4. Coordinate and support the work of project staff and consultants in organising meetings, workshops, seminars, trainings, conferences and studies, as well as other activities relevant to programming.

  5. Coordinate and liaise with IOM Thailand Labour Migration and Human Development (LHD) colleagues to facilitate coordinated approaches to LHD-led project interventions.

  6. Compile interim and final project narrative reports to donors in accordance with IOM procedures and donor requirements.

  7. Track project expenditures and commitments and assist the Resource Management Unit (RMU) to facilitate the financial management and accountability of projects and to draft financial reports to donors.

  8. In coordination with Communications colleagues, and in compliance with project visibility guidelines, participate in the production and strategic dissemination of communication materials that document project activities, achievements and impacts in the form of Press Briefing Notes, social media updates, website content, project information sheets and brochures, and other material as relevant.

  9. Contribute to resource mobilization efforts for new projects by selecting and summarizing background information, assessing the local context for the planning and administration of individual projects, and drafting segments of project proposals.

  10. Contribute to the collection, study, and sharing of relevant information/data on trafficking in persons, migrant protection issues, and labour exploitation of migrant workers for dissemination to colleagues and relevant stakeholders.

  11. Brief the Programme Coordinator on a regular basis on programme implementation and on any current affairs that may have an impact on the work of IOM.

  12. Undertake travel duties related to programme implementation, monitoring, liaison with counterparts, and project progress as required.

  13. Perform such other duties as may be assigned.

Required Qualifications and Experience:

Education

• Master’s degree from an accredited academic institution, preferably in Political or Social Sciences, Development Studies, International Relations or Law with two years of relevant professional experience; or

• University degree in the above fields with four years of relevant professional experience.

Experience

• Demonstrated experience in developing and implementing programming related to counter-trafficking, migrant protection and labour migration;

• Experience in liaising with government authorities, inter-governmental institutions, the private sector, UN agencies and national and international NGOs;

• Demonstrated experience and understanding of the migration context in South East Asia;

• Experience in implementing regional programmes and activities, or of coordinating regional interventions;

• Demonstrated experience in implementing EU-funded programmes will be considered an advantage.

Skills

• Knowledge and experience of monitoring and evaluation processes;

• Excellent writing, communication and negotiation skills;

• Excellent analytical abilities and demonstrated capacity to draft and edit technical documents;

• Knowledge of project budgeting and planning;

• Strong interpersonal skills and ability to maintain trust and good working relationships with counterparts;

• Capacity for creative thinking;

• Team-oriented, but with capacity to work independently and with minimal supervision;

• Personal commitment, efficiency, and flexibility;

• Strong organizational and time management skills, and ability to deliver under tight timelines;

• Understanding of IOM policies, procedures and institutional tools will be considered an advantage.

Languages

IOM’s official languages are English, French, and Spanish.

For this position, fluency in English is required (oral and written). Working knowledge of Thai, Khmer, Burmese, Indonesian, Spanish and/or French is an advantage.

Proficiency of language(s) required will be specifically evaluated during the selection process, which may include written and/or oral assessments.

Notes

1

Accredited Universities are the ones listed in the UNESCO World Higher Education Database (https://whed.net/home.php).

Required Competencies:

Values - all IOM staff members must abide by and demonstrate these three values:

Inclusion and respect for diversity: respects and promotes individual and cultural differences; encourages diversity and inclusion wherever possible.

Integrity and transparency: maintains high ethical standards and acts in a manner consistent with organizational principles/rules and standards of conduct.

Professionalism: demonstrates ability to work in a composed, competent and committed manner and exercises careful judgment in meeting day-to-day challenges.

Core Competencies – behavioural indicators level 2

Teamwork: develops and promotes effective collaboration within and across units to achieve shared goals and optimize results.

Delivering results: produces and delivers quality results in a service-oriented and timely manner; is action oriented and committed to achieving agreed outcomes.

Managing and sharing knowledge: continuously seeks to learn, share knowledge and innovate.

Accountability: takes ownership for achieving the Organization’s priorities and assumes responsibility for own action and delegated work.

Communication: encourages and contributes to clear and open communication; explains complex matters in an informative, inspiring and motivational way.

Managerial Competencies – behavioural indicators level 2

Leadership: provides a clear sense of direction, leads by example and demonstrates the ability to carry out the organization’s vision; assists others to realize and develop their potential.

Empowering others & building trust: creates an atmosphere of trust and an enabling environment where staff can contribute their best and develop their potential.

Strategic thinking and vision: works strategically to realize the Organization’s goals and communicates a clear strategic direction.

IOM’s competency framework can be found at this link.

https://www.iom.int/sites/default/files/about-iom/iom_revised_competency_f...

Competencies will be assessed during a competency-based interview.

Other:

Internationally recruited professional staff are required to be mobile.

Any offer made to the candidate in relation to this vacancy notice is subject to funding confirmation.

This selection process may be used to staff similar positions in various duty stations. Recommended candidates will remain eligible to be appointed in a similar position for a period of 24 months.

The list of NMS countries above includes all IOM Member States which are non-represented in the Professional Category of staff members. For this staff category, candidates who are nationals of the duty station’s country cannot be considered eligible.

Appointment will be subject to certification that the candidate is medically fit for appointment, accreditation, any residency or visa requirements, and security clearances.

Vacancies close at 23:59 local time Geneva, Switzerland on the respective closing date. No late applications will be accepted.

How to apply:

Interested candidates are invited to submit their applications via PRISM, IOM e-Recruitment system, by 29 September 2020 at the latest, referring to this advertisement.

IOM only accepts duly completed applications submitted through the IOM e-Recruitment system. The online tool also allows candidates to track the status of their application.

Only shortlisted candidates will be contacted.

For further information please refer to: www.iom.int/recruitment

Posting period:

From 16.09.2020 to 29.09.2020

No Fees:

IOM does not charge a fee at any stage of its recruitment process (application, interview, processing, training or other fee). IOM does not request any information related to bank accounts.

Requisition: SVN 2020 215 Programme Officer (Counter Trafficking) (P2) Bangkok, Thailand (56626820) Released

Posting: Posting NC56626821 (56626821) Released

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Mental Health & Psychosocial Support (MHPSS) Technical Advisor

Fri, 18 Sep 2020 03:55:04 +0000

Country: Afghanistan
Organization: Save the Children
Closing date: 30 Sep 2020

KEY AREAS OF ACCOUNTABILITY:

* Support, mentor and advise on matters of mental health and psychosocial support within proposal development and programme design on fully focused MHPSS or integrated programmes.
* Input to programme design, country office technical strategy, training curriculums, learning agenda and research pieces
* Develop and adapt guidelines, manuals and training materials and tools to ensure quality delivery.
* Ensure that the MHPSS capacity is built in order to scale up response and deliver with increased impact and quality across multi-sector projects
* Capture evidence and learning from MHPSS interventions to advocate and inform future programming
* Develop methodologies and data collection techniques for assessments, indicators, programme management, evaluations, research
* External representation for SCI Afghanistan on MHPSS related activities in relevant groups and fora, including relevant donor meetings and working groups as required.
* Support provincial staff in the planning, design, implementation and monitoring of MHPSS activities that may include: recreational and psychosocial activities, individual support to vulnerable children and adults, and trainings of facilitators or support officers.
* Provide technical supervision and mentoring to case workers, community mobilizers that provide 1-1 support (counselling where possible) to beneficiaries where possible
* Lead the continuous assessment of MHPSS needs of children, adolescents and youths and ensure that these are appropriately reflected in program strategy and proposals.
* Support regular participatory activities with different groups of children, adolescents and youths to identify issues affecting children in their communities, and assist the teams to develop appropriate responses;
* Coordinate the designing of children, adolescents and youth and family assessments and psychometrics tools and supervise their administration.
* In cooperation with other Technical Advisors, ensure that the integrated MHPSS activities are implemented according to SC and international standards.
* Assist Save the Children in development and rolling out of MHPSS Monitoring &Evaluation tools,
* Support MHPSS team to identify severe cases to be referred to specialized psychological/psychiatric service providers

Monitoring, Evaluation and Accountability

* Work with the regional/global MHPSS TA and MEAL team to develop MEAL plans
* Engage with the learning agenda to ensure learning from MHPSS activities are captured, analysed, utilized and shared.
* Work with the Regional MHPSS TA and MEAL team to identify and incorporate project suitable accountability mechanisms.

Staff Management, Mentorship, and Development

* Develop a capacity building strategy to build the quality and scope of MHPSS activities
* Support in ensuring appropriate staffing within the operations component of the project team, within budget parameters.
* In consultation with the Director of Programme Implementation, ensure all project staff understand and are able to perform their roles, identifying areas of development as noted earlier.
Representation & Advocacy & Organizational Learning

* Help shape broader sector strategies through influence of and leadership within inter-agency coordination forums, ensuring the specific needs of children (and adults) are being addressed including representing Save the Children in inter-agency forums.
* Work closely with the Head of Advocacy, Comms, Campaigns and Media to share key advocacy messages and evidence and support the design of the SCI advocacy strategy and WG advocacy strategies.
* Document lessons learnt, best practice and case studies to shape in-country strategies and programme approaches, and contribute to broader sector learning.
* Pro-actively identify advocacy opportunities, case studies and research opportunities which link with wider organisational strategic objectives, and turn these into action.
* Lead on organisational level programme policy, innovation, learning or representation initiatives in consultation with relevant internal stakeholders

Safe Programming
* Ensure full compliance of Child Safeguarding Policy at field level and especially with SC engaged personnel.
* Set-up of safe mechanisms for responding to the needs of vulnerable children at individual level
* Respond to all Child Safeguarding Policy concerns expressed or discovered appropriately and effectively.

COMPETENCIES

Delivering results
Takes personal responsibility and holds others to account to deliver our ambitious goals for children, continually improving own performance or that of the team/ organisation.

Applying technical and professional expertise
Applies the required technical and professional expertise to the highest standards; promotes and shares best practice within and outside the organisation.

Working effectively with others
Works collaboratively to achieve shared goals and thrives on diversity of people and perspectives; knows when to lead and when to follow and how to ensure effective cross-boundary working

Communicating with impact
Communicates clearly and confidently with others to engage and influence; promotes dialogue and ensures timely and appropriate messages, building confidence and trust with others.

QUALIFICATIONS AND EXPERIENCE

Required
* Advanced degree in psychology, mental health or other relevant field
* Minimum 5 years of experience in MHPSS field
* Knowledge of protection in humanitarian context
* Proven capacity to supervise, and coach staff in MHPSS technical skills
* Experience of designing proposals and collecting technical data
* Ability to analyse information, evaluate options, and think and plan strategically
* Highly developed interpersonal and communication skills including team leading and influencing.
* Experience in capacity building and training of local communities, and protectıon stakeholders regarding education programming
* Ability to write clear and well-argued assessment and project reports
* Excellent written and oral communication skills English
* Comfortable with high levels of ambiguity and able to take decisions independently in fluid context.
* Experience in a conflict context
* Commitment to Save the Children values and Child Safeguarding.

Desired

* Language skills in Dari/Pashto would be an advantage
* Experience in representing an organisation in the coordination mechanism in emergency contexts.
* Experience in working with IDPs and returnees
* Experience engaging in advocacy initiatives

How to apply:

Please follow this link to apply:

Apply Here

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Regional Conflict and Access Analyst -Sahel - Region Central and West Africa, Norwegian Refugee Council

Fri, 18 Sep 2020 03:54:05 +0000

Countries: Burkina Faso, Mali, Niger
Organization: Norwegian Refugee Council
Closing date: 2 Oct 2020

Are you an experienced conflict and access analyst, excited by the opportunity to lead the NRC new conflict initiative for the Sahel region, and work for an outspoken and influential humanitarian organization?

In June 2020 NRC launched a ‘Future of Access’ strategy review process which has identified several priorities for focus over the coming strategy period. One of the primary actions has been to enhance our understanding of conflict dynamics and the complexities of relationships within our areas of operation.

While NRC generally has a good understanding of the contexts we operate in and the actors we work with, our in-depth understanding of the nuances of conflict and our ability to collect and analyze data requires refinement.
The Covid-19 pandemic has further highlighted the need to both better understand contexts and strengthen our ability to gather and synthesize timely and accurate information in order to enhance our access opportunities and establish sustainable foundations for future principled programming. The current capacity to collect relevant information and analyze varies widely across country teams, but new communications networks and technical access capacity allow for a timely opportunity to generate greater understanding and development of actionable recommendations.

The NRC analysis initiative seeks to aggregate and analyze data from field staff as well as to improve decision making and access to complex crises. The initiative will directly contribute to data-driven decision making by gathering information from primary sources through existing and future networks, open sources, and program data. The analysis is designed to be proactive and anticipatory, highlighting key trends and likely outcomes of specific dynamics. The products will be as constructive and relevant as possible, enabling sound, principled decision making and supporting advocacy, programmatic, and strategy recommendations.

The Regional Conflict and Access Analyst will develop and lead on its new conflict analysis initiative for the West Africa covering Mali, Burkina Faso, and Niger. To support the country and regional offices in producing timely and appropriate analysis of contemporary dynamics in order to provide a more nuanced understanding of key issues and allow the program to adapt to contextual changes.

Duties and responsibilities

This position will focus on the Sahel region incorporating the following Country Offices of Mali, Niger, and Burkina Faso.

Generic responsibilities

  • Constantly monitor available sources to collect, compile, and report information including incidents and trends pertinent to humanitarian access and security in the Sahel.
  • Prepare and disseminate regular reporting and updates.
  • Support the NRC team in network development and data collection.
  • Provide inputs into the online platform (under development).
  • Analyze gathered data and information to understand key trends, build anticipatory analysis and
  • support country and regional level advocacy.
  • Work in close collaboration with the country offices of Burkina Faso, Niger, and Mali as well as the
  • regional Head of Advocacy, global and regional access advisors.
  • Provide timely thematic and/or area-based access analysis based on operational needs.
  • Provide technical input and advice in assessments in new geographic areas, and regular assessment reviews for existing locations.
  • As required provide workshops, briefings, and training to NRC staff and partners.
  • Participate in relevant international or local fora/ conferences.

Specific responsibilities

  • To inform decision-makers on the drivers of conflict and underlying trends in the region.
  • To track changes in the operational capacity, motivations, objectives, and narratives of the primary conflict-related stakeholders.
  • To contribute to the body of knowledge – including evidence building, data collection, and anticipatory analysis – of NRC country, regional and global offices.
Qualifications
  • Minimum of five years of relevant conflict analysis experience within the humanitarian field.
  • Advanced professional knowledge and experience in conducting actionable research on conflict in a humanitarian/development context.
  • Ability to identify and evaluate the broad range of drivers of conflict.
  • Experience of narrative tracking and analysis, with the ability to frame narratives within the broader context
  • Experience in social media analysis an advantage.
  • Experience from working in complex and volatile contexts
  • Demonstrated knowledge of the political economy of, and current conflicts within the Sahel.
  • Experience in the development of methodologies for data collection and analytical frameworks.
  • Ability to draft high-quality reports and country office recommendations based on the information and data analysis.
  • Ability to develop workshop materials and present findings remotely in an engaging and interactive manner.
  • Comfortable operating in the initial phases of a project, where objectives and deliverables are iterative.
  • Experience working remotely with minimal supervision, but with strong personal drive and communication skills needed for coordinating multiple moving pieces of work.
Personal qualities
  • You possess a positive attitude, sound judgment, and natural authority.
  • You have the ability to mobilize resources around you through your communication, representation, and interpersonal skills.
  • You are a politically and diplomatically savvy professional with an inclination to analyze and perceive decision-making processes,
  • You demonstrate skills in organizational representation and public speaking.
We can offer

A 1-year full-time contract with competitive salary and benefits according to International staff terms and conditions, including contributions to the pension fund.
The flexible working environment in a dynamic office in Dakar or Bamako
Duty station: Dakar or Bamako, to be decided
Grade: 9
Please note that you are required to enter the geographical location for all your previous positions while registering your CV. There is no specific field for this information in our CV form, but you can use the "Company name" field for both company and location.
Only CVs and applications written in English will be assessed

How to apply:

Apply Here

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Senior Manager, Deworm the World Initiative

Fri, 18 Sep 2020 03:52:33 +0000

Country: United States of America
Organization: Evidence Action
Closing date: 19 Oct 2020

About Evidence Action:

Evidence Action aims to be a world leader in scaling evidence-based and cost-effective programs to reduce the burden of poverty in the some of the poorest places. Our large-scale, evidence-based programs are rigorously evaluated to ensure they reach the greatest amount of people in the most cost-effective ways. No matter what the position, each member of our team can be confident that the hard work we do does make its intended impact. Collectively, our at-scale initiatives measurably reach over 280 million people annually, and we continuously seek dedicated and mission-driven people to help advance this rare, and large-scale, global impact.

Are you are passionate about data and evidence? Do you want to ensure your talents and skills are directly applied to programs that generate meaningful and long-lasting impact? Then Evidence Action is the place for you.

Job Purpose:

This position will manage our support to the deworming programs in Africa and complete agreed technical assistance milestones and deliverables. As a member of the global deworming team and reporting to the Director, Deworm the World Initiative, the Senior Manager also has an important role in supporting program strategy and delivery. Working closely with others on the globally dispersed team, they coordinate Evidence Action’s representation in relevant international forums and contribute to the program’s overall approaches to providing implementing governments with high quality technical assistance.

Duties and Responsibilities:

  • Provide technical direction and support to country programs focused on strategic planning, high-quality implementation, and monitoring and evaluation of NTD programs, primarily school-based deworming.
    • Nonexhaustively, this will include regular check-ins with country teams, ensuring work plans are aligned with the DtWI Strategy, tracking progress against work plans, assisting in review and completion of deliverables as necessary, overseeing budget monitoring and financial review for programs, ensuring high-quality internal and external program reporting, and providing relevant updates to Evidence Action leadership.
  • Advise and contribute to productive government and partner relationships, including strategies for regular touchpoints and relationship maintenance, as well as developing higher level or issue-based engagement tactics.
  • Build and maintain strategic relationships with partners in the Neglected Tropical Disease (NTD) space; attend relevant conferences and meetings to engage and influence the deworming landscape.
  • Contribute to internal or external working groups or initiatives which may focus on key areas of program delivery, to both provide, and benefit from, lessons generated across geographies and organizations.
  • Contribute to global team projects, activities and deliverables as needed, including but not limited to assisting with our knowledge management agenda, development of global tools and resources, etc.

Location:

Washington, D.C is the preferred location for this role with consideration for candidates located in, and have legal authorization to work, in Nairobi, Kenya. As we monitor the effect COVID-19 is having on travel, there is opportunity for this position to be temporarily remote.

Qualifications:

We are seeking candidates who are passionate about evidence-based results, have strong project management skills, and excel in relationship building with government partners and in the NTD space. You should have:

  • Six or more years of experience in the implementation of Neglected Tropical Disease programs
  • Experience working in developing countries and with government officials, Africa preferred
  • A strong track record of managing programs, particularly in a matrixed environment
  • Experience in writing or publishing materials related to the technical area (e.g. journal articles, policy documents, training materials, toolkits, etc.)
  • Minimum of a Bachelor’s degree, with preference for a degree in global health
  • Strong oral and written communication skills
  • Ability to travel 20% of the time

Evidence Action does not discriminate in employment on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factor.

How to apply:

https://evidenceaction.bamboohr.com/jobs/view.php...

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Human Resources & Administrative Officer

Fri, 18 Sep 2020 03:51:53 +0000

Country: Kenya
Organization: African Christian Health Association Platform
Closing date: 30 Sep 2020

Summary Scope of Work:

The Human Resources & Administration Officer will coordinate and support the execution of the ACHAP HR strategy and operational plans in support of high-quality programs ensuring Health and Healing to All. This entails management and provision of the day-to-day HR services including; recruitment, HR administration, salary and benefits, staff development, performance management, employee relations and implementing and managing HR procedures as per the HR policies and the labour law. The officer will also be responsible for providing administrative/office management support to the ACHAP Nairobi office and extending to other offices as required.

Responsibilities

Human Resources Management

· Provide support to the Finance & Administration Manager in implementation of HR and Administrative strategy, policies and procedure.

· Maintaining up-to-date employee records (electronic and hard copy) and ensure the staff files are complete and all maintained in a confidential and secure manner.

· Providing answers to staff queries on various HR policies, good practices for effective and motivated staff.

· Responsible for maintenance, approval and tracking of staff leave records.

· Support in the recruitment process including review of job descriptions, advertisements, screening of applications, interview and selection process, reference checks and contracting on assigned positions.

· Tracking payroll changes details (salary and allowances) every month and liaise with the Finance Office.

· Assist the administration and management of the Staff Pension Scheme including; new members registration and refunds and records.

· Responsible for the coordination of welfare initiatives e.g. staff retreats, team building and meetings, wellness activities, health and safety initiatives.

· Help coordinate and support HR processes, activities and service delivery in sub offices to ensure they meet latest ACHAP, donor and legal requirements and standards and reflect best practices.

· Provide analytical reports on HR related data, metrics and trends to support in decision-making, workforce planning and development.

· Coordinate the performance management processes including performance mid-year end of year and performance improvement plans (PIP).

· Fostering a healthy employee relations environment providing staff avenue for escalating grievances and manage the progressive disciplinary process

· Advice on the emerging HR issues.

Administration Support

· Oversight over the office administration and logistics including front office, cleaning and related services.

· Ensure that the office is secure and there is adequate access control during and after office hours.

· Ensuring that new staff are oriented on security policy and are issued with necessary access cards/keys.

· Overseeing petty cash usage: authorizing usage, reviewing expenditures & reconciliations and doing petty cash counts.

· Ensuring coordinated booking & utilization of meeting rooms and visual-audio resources.

· Implementing the Safety & Security policy in Nairobi Office.

· Maintaining and replenishing the first aid kit as necessary.

· Assume other responsibilities as assigned.

· Supervises maintenance of office vehicles, ensures timely servicing and monitors documentation related to these vehicles i.e. insurance, etc.

· Any other related duties as may be assigned.

Required Qualifications

· Bachelor’s degree preferably in the field of Human Resources Management.

· CHRP Certification and member of IHRM (K).

· Minimum 3 years relevant experience preferably in an International or local NGO.

· Proficiency in MS Office and use of Human Resources Information Systems.

· Supervisory experience would be a plus.

Personal Skills

· Strong relations management abilities. Ability to relate with people at all levels internally and externally. Strategic in how you approach each relationship

· Strong customer service ethic and abilities.

· High level of integrity and able to maintain confidentiality.

· Excellent interpersonal and communication (oral and written) skills.

· Excellent organizational skills including the ability to handle a variety of assignments.

· Excellent communication and interpersonal skills.

How to apply:

Interested candidates should submit their applications to: hr@africachap.org indicating position you are applying for on the subject of the email. Closing date: 30th September 2020

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Nutrition Manager (CARB Consortium)

Fri, 18 Sep 2020 03:48:49 +0000

Country: South Sudan
Organization: International Rescue Committee
Closing date: 16 Oct 2020

BACKGROUND

The International Rescue Committee (IRC) responds to the world’s worst humanitarian crises and helps people to survive and rebuild their lives. Founded in 1933, the IRC offers lifesaving care and life-changing assistance to refugees forced to flee from war or disaster. The IRC has been present in South Sudan since 1989. South Sudan declared independence in July 2011 following decades of brutal civil war rooted in disputes over religion, ethnicity, resources, governance and self-determination. The security situation remains fragile and testing operational challenges abound. IRC-South Sudan operates a country office in Juba, field offices in Lakes, Unity, Northern Bahr el Ghazal and Central Equatorial as part of the greater former 10 states. The government of South Sudan has since created new states totalling to32

Currently, IRC is a nutrition technical lead in CARB consortium lead by NRC, the consortium is in a process of receiving BHA (USAID) Food for Peace Grant. The project is mainly to improve food security and nutrition of at risk populations and RC is will play a role in leading and providing Nutrition technical support for the consortium member across the project implementation area Western Bahr el Ghazal, Upper Nile and Unity States of South Sudan

JOB SUMMARY

Under the supervision of the IRC South Sudan Nutrition coordinator, the Nutrition Manager (CARB consortium Nutrition technical lead) will be responsible for the overall nutrition program and will work with the CARB consortium members to develop detailed implementation plans for the intended nutrition interventions. The Nutrition Manager will have line management responsibilities and will support the field-based nutrition officers. S/he is responsible in the implementation Nutrition sensitive intervention across all implementation area in collaboration with Consortium members ensuring that the national nutrition protocols are maintained and followed. Plan and coordinate community mobilization and health and nutrition education activities conduct regular joint supervision and organize quarterly program review meeting with partners and consortium members. S/he will be responsible in ensuring nutrition is mainstreamed in each sector

He/she will supervise the, nutrition officers, MIYCN officers, and community nutrition assistance.

Key Deliverables for the Nutrition Manger

Technical Support & Management:

• Provide technically support to the IRC nutrition staffs and CARB consortium members nutrition focal person in the county through provision of technical guidance, supervision, and support

• Prepare and conduct quarterly program performance reviews in cooperation with the Nutrition Coordinator and M&E team

• Guide and give support to assess the nutrition training needs of CARB member Staff

• Train all IRC nutrition staffs and Consortium members nutrition focal on Nutrition mainly on MIYCN and WASH

• Ensure IEC materials are cultural appropriate and messages and contextualize to address the nutrition needs

• In collaboration with M&E , develop standardize M&E tool and provide to CARB members

• Make follow up and take action on data quality issues identified by the M&E team on monthly basis

• Supervise and coordinate the implementation and monitoring of nutrition project activities in line with proposal targets and work plan timelines

• Organize quarterly nutrition program review meeting with partners and CRAB nutrition focal

• Ensure all Nutrition donor narrative reports are submitted on-time, at the required quality (level of detail, accuracy, verified etc) and in the correct template

• Review personnel issues and concerns of nutrition staff and assist with determining and implementing solutions

• Provide monthly updates on activity progress to Nutrition coordinator and NRC CARB project manager clearly showing achievements against planned activities.

Grants and Budget Management

• In collaboration with the Nutrition Coordinator, Senior Health Coordinator and the County Officers, develop expenditure plans, review Budget vs. Actual expenditure of all nutrition grant on a monthly basis and take necessary actions.

• Contribute to proposal development and donors' reporting.

• Participate in grant opening meetings, mid-term and closing meetings

• Oversee all Nutrition Budgets including budget forecasting, monitoring Budget Vs Actuals (BVA), development of spending plans (SP) and procurement plans (PP) in close collaboration with nutrition coordinator, Finance, Supply Chain Coordinators and Grants Coordinator.

• Attend all Nutrition related Grant Review and BVA meetings and produce work plans, PP, SP, Recruitment plan and Indicator Tracking Tool( ITT) for every grant.

• Submit a monthly salary mapping tool finance and support monthly cash forecast for nutrition as necessary

Representation and Advocacy:

• In coordination with the Nutrition Coordinator actively develop and maintain effective working relationships with key stakeholders in South Sudan including donors, government actors, UN agencies, international and local NGOs, and other relevant actors

• Represent IRC and CARB in nutrition coordination meetings at the national or sub-national level, as required.

• Facilitate field visits for internal and CARB members, external stakeholders, when required.

• Participate in emergency preparedness and response meetings at the state level

• Provide leadership and technical support to IRC and CARB emergency Nutrition response

Requirements

• Master’s degree in the following: Public health Nutrition, Public Health, Medical Doctor with good experience in Public health Nutrition/Health experience of working with health and nutrition service delivery that handles referrals, experience of managing staff.

• Working experience of at least 5 years and at least two years hands on field experience in nutrition program including work in MIYCN, WASH and CMAM program.

• Previous experience in Consortium is an asset

• Should be able to work with minimal supervision

• Should be able to plan his/her work daily

• Excellent reporting skills

• Ability to work in a remote area

• Should be a team player

• Should have good communication skills

• Should be flexible use.

Skills: Ability to work effectively and professionally in a fast-pace, insecure setting. Proven management skills within a multi-cultural team following IRC- best-practice. Ability to take initiative, be a team player and produce results. Ability to manage and coordinate a complex program in an unstable environment. Openness to accept feedback and integrate it, strong communication skills and ability to effectively work in a harsh environment. Candidate must be able to write clear and concise reports and proposals and to meet necessary deadlines. Competency in Microsoft office.

Standards of Professional Conduct: The IRC and IRC workers must adhere to the values and principles outlined in the IRC Way – Code of Conduct. These are Integrity, Service, and Accountability. In accordance with these values, the IRC operates and enforces policies on Beneficiary Protection from Exploitation and Abuse, Child Safeguarding, Harassment-Free Workplace, Fiscal Integrity, Anti-Retaliation, Combating Trafficking in Persons and several others

NB: this position subject to availability of funds

How to apply:

https://rescue.csod.com/ux/ats/careersite/1/home/requisition/10384...

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Grants Senior Officer

Fri, 18 Sep 2020 03:48:15 +0000

Country: Switzerland
Organization: UNOPS
Closing date: 23 Sep 2020

Launched in September 2010, the Scaling Up Nutrition (SUN) Movement catalyses collective action towards ending malnutrition in all its forms. Led by 60 SUN Countries and four Indian States, the SUN Movement is an unprecedented effort to bring together stakeholders – governments, national and international civil society organizations, businesses, the UN system, researchers and scientists across different sectors – to create an enabling environment to improve nutrition.

SUN countries and all stakeholders in the Movement are committed to scaling up nutrition, by strengthening four strategic processes at country-level as set out in the SUN Movement Strategy and Roadmap 2016-2020:

  • Expanding and sustaining an enabling political environment;

  • Prioritising effective actions that contribute to good nutrition;

  • Implementing actions aligned with national common results frameworks;

  • Effectively using and significantly increasing, financial resources for nutrition.

The SUN Movement Secretariat was established in 2012 as a small coordinating mechanism to support SUN countries, helping them connect with each other for support and advice, and ensuring coordinated and coherent support from actors in a series of networks. The Secretariat also maintains momentum across the SUN Movement, catalyzing interest and action in new or problematic nutrition issues. Finally, the Secretariat tracks and communicates the progress made by each SUN country, and the Movement as a whole.

The Scaling Up Nutrition Movement Pooled Fund (The Pooled Fund) is being used as a source of last resort funding for catalytic and innovative projects to support Multi-Sector/Stakeholder Platforms in SUN Countries to increase the effectiveness and impact of national efforts to end malnutrition in all its forms. Pooled Fund grants will promote engagement of additional relevant actors in the implementation, monitoring, and evaluation of multi-sectoral and multi-stakeholder national plans for nutrition, at national and sub-national level. The Pooled Fund concept was developed in 2017 with the aim to strengthen the capacity of non-governmental systems in SUN Countries. It takes into consideration the lessons-learned from the 2012-2015 Multi-Partner Trust Fund (MPTF) Evaluation, its Management Response, and the SUN Movement Strategy and Roadmap (2016-2020). The Pooled Fund is coherent with the SUN Movement stewardship arrangements and processes at national and global levels. The Pooled Fund is administered by the United Nations Office for Project Services (UNOPS).

Under the overall guidance Portfolio Manager and direct supervision of Grants Officer, the incumbent will be responsible for preparing call for proposals for the SUN Movement Pooled Fund, drafting and tracking Grant Agreements, financial tracking and lead on the development of the annual and interim narrative and financial reports for donors.

Functions

The specific responsibilities of the Grants Senior Officer include

  • Act as the main focal point in drafting of the Call for Proposals (CFP) process in coordination with the Grants Officer and Pooled Fund Coordinator;

  • Administer the CFPs process in line with UNOPS policies and procedures; this includes dissemination and collection of CFPs, preparation for review by grant selection committee, preparation of evaluation reports and the submission to relevant authority for awards;

  • Take responsponsibility for coordinating and facilitating the work of the grant selection committee;

  • Draft and monitor Grant Agreements in accordance to UNOPS policies and procedures;

  • Manage day-to-day administration of the grant management activities, tracks and review grant reports, processes grantee registrations, payments and access grantee capacity;

  • Perform review, analysis and reconciliation of accounts, investigate discrepancies and initiating timely corrective actions; in consultation with project management team implement effective risk management actions as per risk-established risklog for the overall and country-specific Pooled Fund project;

  • In consultation with the project, undertake finance related action for timely disbursements of funds to Grantees and other recipients of funds for the Pooled Fund project.

  • Provides regular insight and updates the Pooled Fund Grant Guidelines in coordination with Pooled Fund Coordinator.

  • Maintain grantee’s financial management system, controlling budget line expenditures and encumbrances, including record keeping to reflect all transactions related to grant activities in proper categories in accordance with the established guideline and financial rules and regulation;

  • Draft annual and interim narrative financial reports for Pooled Fund donors as required in project agreement documents and with inputs from the M&E Specialist and Pooled Fund Coordinator.

  • Undertake financial spot checks and review technical and financial report from grantees to ensure that all Grantees execute their contractual responsibilities.

  • Perform other related duties as may be assigned by the supervisor.

How to apply:

Apply at https://jobs.unops.org/Pages/ViewVacancy/VADetails.aspx...

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INTERNSHIP OPPORTUNITY

Fri, 18 Sep 2020 03:45:01 +0000

Country: occupied Palestinian territory
Organization: UN Relief and Works Agency for Palestine Refugees in the Near East
Closing date: 30 Sep 2020

united Nations relief and works agency

for Palestine refugees in the near east

UNRWA is a United Nations agency established by the General Assembly in 1949 and is mandated to provide assistance and protection to a population of some 5 million registered Palestine refugees. Its mission is to help Palestine refugees in Jordan, Lebanon, Syria, West Bank and the Gaza Strip to achieve their full potential in human development, pending a just solution to their plight. UNRWA’s services encompass education, health care, relief and social services, camp infrastructure and improvement, microfinance and emergency assistance. UNRWA is the largest UN operation in the Middle East with more than 30,000 staff. UNRWA is funded almost entirely by voluntary contributions.

Internship Opportunity

Department : Various, Programme Support Assistant Intern

Duty Station : West Bank Field Office (E. Jerusalem)/ or remotely-

Type of Appointment: Full time internship

Duration: 3-6 months, with the possibility of renewal

Expected Starting Date: 1 October 2020

Terms of Reference

BACKGROUND

In the West Bank, UNRWA serves the more than 800,000 Palestine refugees living in the 19 refugee camps and other communities. In addition to working in the core sectors referenced above, in the West Bank, UNRWA also provides humanitarian assistance to alleviate the immediate needs of the Palestine Refugee community. The West Bank Field has approximately 5,000 national staff and 28 international staff.

Although the security situation in the West Bank, including East Jerusalem, has improved significantly since the end of the Second Intifada, the UNDSS security level remains moderate for Jerusalem and substantial for the West Bank. UNDSS guidelines restrict international staff from living in the West Bank, and so it is expected that the intern would live in Jerusalem, which is the location of the Field Office. Interns are expected to conduct regular field trips to refugee camps, urban areas and rural villages in the West Bank, which will mean exposure to a community living in an insecure environment with high levels of poverty. (If the situation permits)

DESCRIPTION OF DUTIES AND RESPONSIBILITIES

The Program Support Assistant intern will work in programme support functions with one of several teams within the West Bank Field Office in East Jerusalem. Generally speaking, UNRWA defines “programme support” as cross-cutting areas such as programme planning, monitoring and evaluation, and management support. Flexibility, strong interpersonal skills, and good organizational skills are key skills for potential interns.

MAIN RESPONSIBILITIES AND DUTIES

· Participate in operational research projects, including ongoing efforts to update information about the refugee population in the West Bank, including those living in the 19 refugee camps in the West Bank

· Support WBFO in areas such as project cycle management, monitoring and evaluation, and sectoral technical areas. "Support" may include assisting in the development of of project proposals and donor reporting, assisting with background papers and analysis, introducing new techniques for reporting and information management.

· Elaborate advocacy materials such as camp profiles and information leaflets

· Support change management processes and reforms through assisting teams in developing action plans and tracking steps taken (see “administrative tasks” below for more information)

· Assist in administrative tasks, such as taking minutes, document proof reading, and scheduling meetings and teaching local staff how to manage such tasks.

· Other tasks as assigned

MINIMUM QUALIFICATIONS AND EXPERIENCE

Education: Bachelor’s degree (or higher) from an accredited educational institution in International Relations, Conflict Studies, Development, History, Economics or related field.

Work Experience: Applicants are not required to have professional work experience, although prior experience in youth-related initiatives or programmes will be an advantage.

Languages: English

DESIRABLE QUALIFICATIONS

  • Completion of on-campus phase or coursework for MA Coursework related to training, Programme/project planning or proposal writing, and/or monitoring and evaluation
  • Prior experience in development or relief programming (at least 2 years preferred)
  • Organizational skills, including action planning
  • Knowledge of Arabic is an asset.

COMPETENCIES

· Team Work

· Flexibility

· Critical thinking/Analytical Skills

· Proposal Writing and Reporting/Drafting Skills

· Flexibility

· Willingness to show initiative

· Tact, diplomacy, and discretion

· Good listening skills

APPLICATION PROCESS

Should you be interested, please send your CV and a motivation letter to internship@unrwa.org no later than 30 September 2020. Please mention in the subject line “**Programme Support Assistant Intern** - West Bank Field Office”.

The motivation letter must include:

· Title of degree;

· IT skills and programs that you are proficient in;

  • Explain your interest in UNRWA and why you are the best candidate for this specific internship.

Due to the high volume of applications received, ONLY successful candidates will be contacted.

GENERAL INFORMATION

Only those applicants shortlisted for interview will be contacted.

UNRWA staff and complementary personnel are expected to uphold the highest standards of integrity, neutrality and impartiality at all times. This includes respect for and commitment to human rights, diversity, and non-violent means of dealing with all kinds of conflict. Only persons who fully and unconditionally commit to these values should consider applying for UNRWA jobs. UNRWA is an equal opportunity employer and welcomes applications from both women and men. UNRWA encourages applications from qualified women.

UNRWA will not be responsible for the costs of travel, visa, accommodation, or any other costs related to the placement. All costs connected with an intern’s participation must be borne by the intern, including arrangements for travel (including to and from the office), visas, accommodation, etc. Interns will be solely responsible to secure visas. Applicants should be able to travel in the Agency's area of operations in the Middle East.

At the stage of acceptance of an internship placement, interns must prove to the satisfaction of UNRWA that they have adequate medical and accident insurance coverage prior to commencing the placement.

Intern placements shall not constitute employment by UNRWA. Interns are considered to be complementary personnel with non-staff status. The purpose of the internship program is not to lead to further employment with UNRWA but to complement an intern's studies. Therefore, there should be no expectation of employment at the end of an internship. Interns are eligible to apply as external candidates for UNRWA staff vacancies in accordance with normal selection procedures.

Please note that UNRWA does not charge fees at any stage of the application process. Vacancy announcements advertised at: https://www.unrwa.org/careers/internships, will be removed at 11:59 p.m. (Jerusalem time) on the deadline date.

UNRWA is a non-smoking environment.

How to apply:

Please note that UNRWA does not charge fees at any stage of the application process. Vacancy announcements advertised at: https://www.unrwa.org/careers/internships, will be removed at 11:59 p.m. (Jerusalem time) on the deadline date.

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Applications to Conduct a Diagnosis on Informality in Targeted Intervention Areas of the PROSPECTS Programme in Uganda

Fri, 18 Sep 2020 03:43:54 +0000

Country: Uganda
Organization: International Labour Organization
Closing date: 9 Oct 2020

Context

Uganda is a developing country in the low human capital development category, it ranks 159 out of 189 countries. The country has achieved remarkable results in reducing poverty over the past decades, mainly driven by the agriculture sector. From 1992 to 2013, the percentage of Ugandan households living in poverty was halved, but vulnerability to external shocks remains high. All regions across Uganda registered an increase in the number of poor persons with the notable exception of the Northern region, which is the poorest, and where poverty decreased from 44% to 33%. Uganda’s Human Capital Index (HCI) is low, a child born in Uganda today is only expected to be 38% as productive when she grows up as she could be if she enjoyed complete education and full health. At 3%, Uganda’s annual population growth rate is among the highest in the world, despite a reduction in fertility rates. The total population of 35 million is expected to reach 100 million by 2050, while the annual urban growth rate of 5.2% is among the highest in the world and is expected to grow from 6.4 million (2014) to 22 million by 2040.

In absolute numbers, Uganda has become the third largest refugee-hosting country in the world and the largest host in Africa with currently 1,425,040 registered refugees and asylum-seekers. Their situations are both protracted and ongoing. The majority of forcibly displaced persons originate from South Sudan with 61.8 per cent (881,282), the Democratic Republic of the Congo with a share of 29.1 per cent (415,188) and from Burundi with 3.4 per cent (48,275). Of the total number of refugees, around two thirds are children and adolescents aged between 14 to 24 years making up more than 30 per cent.

The location of the refugee populations is geographically concentrated in the North Western part of Uganda, with further settlements situated in the central- and southern-western regions. Most refugees reside in refugee settlements located in 13 districts across the country where the government provides refugees with allocation of land, where available, for shelter and agricultural use. Almost all of the areas where the refugees reside is co-inhabited by host communities. The Northern area (Adjumani, Yumbe, Arua, Madi Okollo, Moyo, Obongi, Lamwo and Koboko) accounts for 62 per cent of refugees that live alongside with Ugandan host communities, the southwestern region (Kyegegwa, Kamwenge and Isingiro) for 21 per cent and the midwestern region (Kiryandongo and Kikuube) for 12 per cent. The capital, Kampala, hosts 5 per cent of the registered refugee population.

Close to 90 per cent of all people in employment work in the informal economy (89.4 per cent) with a higher proportion among women (91.1 per cent) than men (88.1 per cent). Agricultural activities make up 51 per cent of total informal employment, mainly subsistence agriculture within households. Linked to this, informal employment within households represents a significant share to total informal employment; 38.4 per cent of informal economy workers producing not exclusively but largely for own-use production or working as domestic workers.

However, employment in informal sector units and, as part of them, own account workers represent the largest share of informal employment (52.6 per cent). Finally, 9.1 per cent are informal wage workers in formal enterprises but not benefiting from social and employment protection.

Strengths in the legal and regulatory framework

Uganda was the first country to launch the Comprehensive Refugee Response Framework (CRRF) in March 2017 to sustain its model approach to refugee management in the face of significant influx. The CRRF is part of a rich policy environment including the Refugee Act 2006 and the Refugee Regulations 2010, which states that refugees have access to the same public services as nationals. Having initiated the CRRF in Uganda, the Government continues to assume full leadership of the process.

Major achievements by the Government of Uganda and other CRRF stakeholders are the implementation of the Education Refugee Response Plan (ERP) and the Health Sector Integrated Response Plan (HSIRRP) and further development of the comprehensive refugee response plans for refugees and host-communities (water and environment; jobs and livelihoods; as well as sustainable energy), annexed to the respective national sector strategies.

The robust regulatory framework of the 2006 Refugee Act and the 2010 Regulations provide refugees and asylum-seekers to have access to territorial asylum, fair and swift asylum procedures as well as full enjoyment of their rights as set forth in international and domestic laws, including freedom of movement, the right to work, establish businesses, go to school, and access to documentation. These laws ensure the dignity of the individual and provide pathways for refugees to become self-reliant. Thus, the country entertains a favourable refugee protection framework with liberal rights such as the freedom to movement, the right to work and business establishment as well as the right to own property. By law, the provision of social services covers attending primary and secondary education and being able to access health care. Nevertheless, it will be one objective of this diagnosis to assess to what extent the stipulated rights of social provisions are applied in practice and what key challenges and barriers forcibly displaced persons and host communities face in practice within the two target regions.

Situation of refugees in the labour market

The situation of refugees in the labour market is dominated by high levels of unemployment with a total 72 per cent being unemployed. Moreover, the type of employment is characterised by vulnerable forms of employment which is manifested by inadequate earnings, low productivity and unsatisfying working conditions.

Not only forcibly displaced persons but also individuals and households in the host communities experience the underlying demand-side deficiencies of low socioeconomic development that govern most of the remote rural areas where they live. The deficiencies are of a structural nature and limit the access of both groups to decent employment. In addition, the general unavailability of formal jobs as dependent or independent workers decreases the chance of finding appropriate means to income-generating activities.

An integrated enterprise and market systems assessment with a focus on two refugee hosting districts in Westnile and south-western Uganda identified value chain potentials for both host communities and refugees within predominantly agricultural economic activity such as in cassava production, sesame, cattle and in the matooke crop. However, to be able to capitalize from the identified sources of productivity enhancement, support functions such as access to productive inputs, to market information or to credit have to be strengthened.

On the supply side, the employment situation of the target populations is aggravated by low levels of (formal) skills and recognition of prior learning. Hence, most adults are unable to demonstrate prior professional experience that have the potential to foster the transition to productivity-enhancing economic activities. As indicated above, children, adolescents and youth make up the majority of the displaced population. Many young people from forcibly displaced and host communities are missing basic foundational skills which are important to proceed towards a skills level that can facilitate decent employment.

In addition, refugee women and girls, who comprise approximately 55 per cent of the refugee population in Uganda, suffer from heightened social and economic vulnerabilities. This includes, as for instance, adopting negative coping mechanisms that can lead to female prostitution, selling of food rations or child marriage. Moreover, the disproportionate distribution of unpaid care responsibilities, with women and girls responsible for the vast majority of activities, detrimentally affects women’s access to the labour market.

PROSPECTS Partnership Programme

UNICEF, UNHCR, ILO, IFC and the World Bank, in collaboration with and supported by the Government of the Netherlands, are implementing a joint and fully integrated approach to respond to the forced displacement situation in the Middle East and North Africa and the Horn of Africa by joining the partners’ efforts to develop a new paradigm in responding to forced displacement crises through the involvement of development actors.

The PROSPECTS programme aims to help transform the way governments and other stakeholders, including the private sector, respond to forced displacement crises – and in particular:

(1) to enhance the enabling environment for the socio-economic inclusion of forcibly displaced persons (to mitigate their plight during years of exile and to best prepare them for their return);

(2) to enhance access to education and child protection for vulnerable children on the move; and

(3) to strengthen the resilience of host communities through inclusive socio-economic development that also benefits forcibly displaced persons.

In this partnership, ILO brings significant expertise and experience in supporting enabling environments to underpin inclusive socio-economic growth and decent work, strengthen labour markets and promote access to improved working conditions and fundamental rights at work, including through the involvement of its tripartite national constituents.

The country governance structure of the partnership in Uganda outlines the roles and responsibilities based on each partner’s comparative advantage to coordinate, cooperate and collaborate with key stakeholders at national and district levels to positively influence how resources and expertise are utilized to ensure complementarity in meeting refugee and host community needs. Institutional strengthening and the inclusion of refugees in business development, education, local private-public dialogue and private sector engagement is viewed by PROSPECTS Partners in Uganda as having an effect towards removing de-facto barriers and strengthening the private- public sector capacity from the onset, fostering ownership to allow it to stand on its own as early as possible.

For programming purposes, the PROSPECTS Partnership in Uganda focuses on two refugee hosting districts, i.e. Arua – with a focus on Rhino Camp Settlement and its host communities; and Isingiro – with a focus on Nakivale Settlement and its host communities. In 2019, Isingiro district had a projected district population of 576,300 nationals. The Isingiro district population is expanded through hosting of Nakivale settlement with refugees and asylum seekers totaling 130,462. Refugees represent 9.5 per cent of the population of Isingiro. Arua district is the host district for Rhino Camp Settlement with a projected district population in 2019 of 891,700 nationals also further expanded through its two settlements hosting a total of 178,610 (divided between Imvepi and Rhino Camp). Refugees represent 13 per cent of the population of Arua. The informality diagnostics will follow the same regional focus.

Diagnostic of informality: objectives and main features in forcibly displaced contexts

The ILO’s Transition from the Informal to the Formal Economy Recommendation, 2015 (No. 204)[1] invites Members to design coherent and integrated strategies to facilitate the transition from the informal to the formal economy and recognizes the need for tailored approaches to respond to the diversity of situations and the specificity of national circumstances. To inform the design and implementation of laws and regulations, policies and other measures aiming to facilitate the transition to the formal economy, the Recommendation calls for the establishment of a diagnostic of factors, characteristics, causes and circumstances of informality.

The causes of informality are multiple and include but transcend the world of work. The growth and the persistence of the informal economy can be traced to inappropriate, ineffective, misguided or badly implemented policies, not only related to labour issues, but in the economic and social arenas. They include misguided macro and sectoral policy, inadequate and insufficient public services, inefficient bureaucracy and red tape that impose excessive costs of formalization, lack of transparency and accountability of public institutions.

However, the existence of informality is not only consequence of misguided policy alone. A number of other socio-economic factors also encourage informality, including poverty, low and irregular incomes, lack of education and skills and discrimination, all of which limit the ability of workers and independent workers (especially own account operators) to take advantage of opportunities for decent and protected work.

Structural characteristics of the economy also limit the scope of opportunities for decent and protected work that are available. Moreover, certain desirable regulations may induce informality given a context of low productivity or capacity to comply. The sector composition of the economy is also an important factor. Sector shares of employment typically evolve slowly, and activities in agriculture (representing over 46 per cent of total employment in Uganda[2]) and services are more likely to be outside the scope of regulation and are easier to maintain undeclared, relative to manufacturing or certain primary production.

Forcibly displaced people face, in addition to transversal drivers of informality, some specific drivers that should be highlighted through this diagnostic:

Specific drivers of informality are those that relate to specific and identifiable groups of workers or enterprises, often translating into specific manifestations of informality among those enumerated above. This includes, for example, explicit exclusion of refugees from labour and social security law. In addition, specific regulations or exclusion from regulation for specific occupational groups, professions or sectors fall into this group.

Transversal drivers of informality are those that relate to all (or a wide set) of manifestations of informality. A number of major determinants of informality beyond the world of work fall into this group, for example, the capacity of the economy to generate sufficient good quality, productive jobs, in particular through a process of structural change and/or through attracting investors in under-developed locations or where refugees and host communities are primarily located. The functioning and incidence of labour market institutions (in particular, labour regulation, collective bargaining and wage setting rules) also fall in this group.

The main objectives of diagnostics are to gain a better understanding of the informal economy (i.e. its extent and diversity) and the causes and consequences to build a large domestic consensus about the situation through a transparent and participative process. It enables to be in the position to discuss and agree on priorities and responsibilities and to define an action plan and a road map for a policy response. In addition, the diagnostic should provide insights to the implementation of activities that support the transition to formality of informal economy workers and economic units in forced displacement contexts (e.g. through sensitization, capacity building of constituents or the design of incentive schemes that encourage formalization). The diagnostic also sets the baseline for the monitoring of formalization progress, including for the monitoring and evaluation of policy measures and the active involvement and integration of social partners in the long-term.

Typically, the diagnostic includes the following three main domains of investigation:

  1. A profile of informal economy workers and economic units in Uganda with a focus on the regions targeted within the context of the PROSPECTS programme. Establish as well a profile of the situation of forcibly displaced people considering in both cases the gender perspective.

The profile of the informal economy in Uganda and in particular in the regions under focus to assess the situation of host communities should include some indicators about the extent, composition of the informal economy and working conditions and exposure to decent work deficits. It should be based primarily on existing data (including analysis of micro survey data when available), reports and studies[3].

The overview of the situation of forcibly displaced persons will combine the use of existing data and studies[4] and complementary primary data collection with a preference given to qualitative methods (e.g. focus group discussions, in-depth interviews and, if possible, WhatsApp discussions groups).

Priority needs and effective access, including access to financial and non-financial business services taking into consideration their availability and accessibility in the targeted regions; to training and retraining; to markets; to information.

  1. Identify the main drivers of informality, incentives/opportunities for improvement of working conditions and formalization for forcibly displaced people and host communities. The analysis of drivers can be divided into 3 main parts (see Annex 2):

The drivers as part of the macroeconomic context: Information about the labour market at large for Uganda (as reference) and in regions under focus (i.e. labour force participation; unemployment and under-employment rates; the composition of total employment by status in employment; sectors; occupations, employment by size of enterprises). This will also include some information about job creation by sector, economic growth and its sectoral composition and productivity.

A review of the legal and regulatory framework and its application. This aims at collecting information on how the existing framework limits or enhances the transition to formality (i.e. creation of formal jobs; transition from informal to formal jobs; and preservation of formal jobs). In the present case, the identification of transversal and specific drivers of informality will be a major importance. As part of the objectives, this review should seek for the identification of the sources of the deficit of protection (for workers and economic units) between 1) a lack of legal coverage; 2) the inadequacy in the level of protection provided according to the law; and 3) the non-application of the law in practice to support the development of the appropriate policy mix in this regard. This review includes for instance:

§ The inventory of what is in place and what are the gaps within the legal frameworks;

§ The assessment of legal provisions and the adequacy of the regulatory framework;

§ A rapid overview of the legal form of organizations available in the country and their related aspects of registration procedure (in general and for informal economy workers/entrepreneurs as well as refugees in particular);

§ The assessment of enforcement systems, including labour, social security and tax inspections and the effective implementation of legal provisions;

§ The degree of transparency and accountability of public institutions and the associated trusts from workers and entrepreneurs;

§ The assessment of the ability of social transfers to secure income or of the adequacy of compliance modalities.

Other drivers as part of the characteristics of workers and units and as part of the employment and business environment:

§ Factors associated to some characteristics of workers (forcibly displaced people and host communities) that can make it difficult for them to access formal employment whether as dependent or independent workers (e.g. a low level of education, discrimination, poverty, a lack of voice and representation, of access to credit, to services or to markets).

§ The level and type of organisation in forcibly displaced contexts and the role that self-help organizations[5] such as cooperatives[6] and more generally the social solidarity economy[7] play or could play (under which conditions) to improve access to employment and working conditions and facilitate the transition to formality.

  1. Identifying actors (including coordination mechanisms, if any) and main policy approaches at the national / local levels regarding informality and formalization of both economic units and jobs, in particular those active in supporting forcibly displaced populations and host communities in the targeted regions.

The mapping of actors should be comprehensive and include members active in the formalization process as well as in the integration of forcibly displaced persons and their host communities, from:

§ The Government (all levels): Ministries, institutions, agencies involved, directly or indirectly, in the formalisation issues at the national, regional or local levels in addition to those involved in supporting forcibly displaced persons and host communities;

§ Social partners, i.e. workers and employers’ organizations;

§ Main organizations of the informal economy (representative of economic units, workers, specific occupations or sectors); professional organizations; cooperatives and other groups that are part of the social solidarity economy (including self-help groups);

§ Non-governmental actors both international, national and local active in the support provided to forcibly displaced persons;

The mapping of actors should include some information regarding the main domain(s) of intervention; objectives and priorities; the main responsibilities, scope of actions and resources (financial and technical) including main strengths and weaknesses; the target group(s) and the main realizations and programmes (past, current and planned), which is the entry point to policies adopted in the country for formalization but also for displaced population and host communities. It is important as well to assess their political strength at the national level or local levels, the constraints that may limit their action and needs to strengthen their capacity. Finally, the mapping should aim at identifying the existence of coordination mechanisms (formalized or informal) between the different actors, programmes and policies.

Identify programmes and policy approaches to foster the social and economic integration of forcibly displaced persons and their host communities:

§ Assess if and how the reduction of decent work deficits in the informal economy and the transition to formality are part of main national strategic policy frameworks such as national development plans, poverty reduction strategies, budgets or subject of particular policies;

§ Identify and map existing policy measures, including deterrence measures (penalties and measures to improve detection) or measures to enhance compliance (curative measures, preventive measures and measures that foster commitment to formality) and, if possible, financial resources invested;

§ Collect evidence (and any evaluations) when available on the effectiveness of each measure aiming at facilitating the transition of workers and economic units from the informal to formal economy; promoting the creation; preservation and sustainability of enterprises and decent jobs in the formal economy; and/or preventing informalization.

The process

A diagnostic is typically composed of several steps allowing for i) the collection and analysis of the information mentioned above and ii) the involvement of main actors concerned during the diagnostic and more importantly afterwards, for the definition and implementation of measures, policies and programmes. The generic steps are presented in Annex 3. In the present case, the sequence of activities can be summarized as follows:

Preliminary steps — the identified knowledge partner/research organization with the support of the ILO will review existing information and past, on-going and planned activities notably within PROSPECTS to define (with the ILO working team) the scope of the diagnostic in order to enhance complementarities, fill gaps and avoid duplications. The ILO will develop in parallel some awareness raising and sensitization activities on informality and formalization (concepts, measurement and realities) and the diagnostic in the forcibly displaced context, to build a common understanding.

Core components of the diagnostic – the identified knowledge partner/research organization with the support of the ILO will compile, collect and analyse information to cover the objectives detailed out in this call for proposals.

The subsequent steps – Validation of the findings with main national counterparts and identification of priority areas, definition of policy recommendations and development of a roadmap. This process will be led by the ILO.

In the context of PROSPECTS in Uganda, this diagnostic should not be considered in isolation but aiming primarily at building on what exists, filling the gaps and avoid duplication. It will in particular build on:

  • The Rapid Assessment on the Impact of the COVID-19 Pandemic on Labour Markets in Targeted Intervention Areas of the PROSPECTS Programme;

  • The Integrated Enterprise & Market Systems Assessments on Refugee & Host Community Livelihoods in Arua and Isingiro Districts in Uganda;

  • The mapping of responses by cooperatives and social and solidarity economy organizations to forced displacement;

  • COVID-19 Policy Brief on socio-economic impact conducted by UNDP Uganda;

  • Analyses of the socioeconomic impact of COVID-19 conducted by United Nations in Uganda;

  • Uganda Business Impact Survey 2020 – Impact of COVID 19 on Ugandan small and medium enterprises;

  • Other relevant assessments by PROSPECTS partners and other stakeholders conducted in Uganda;

Duties and responsibilities

The identified knowledge partner/research organization will be in charge of the production of the diagnostic report. She/he will establish first a draft of the diagnostic report and will revise it according to the ILO comments and then the inputs gathered during the national multi-stakeholder validation workshop. She/he will undertake the following three main tasks:

1. A conceptual/methodological note:

The first task of the assignment will be to identify, review past, ongoing and planned related activities that share some common objectives. On this basis, a preliminary assessment should allow to identify and use the information that can feed into the different components of the present diagnostic and then identify gaps of information to be filled and methods to do so (i.e. through desk-review, key informant interviews and primary data collection with a preference to be given to qualitative methods).

Based on this review the conceptual note will include:

  • The specification of the main objectives of the diagnostic of informality for forcibly displaced persons and host communities in Uganda (general and specific objectives);

  • The scope of the diagnostic and the main target groups;

  • The main issues to be covered and for each, the method of data gathering, the main sources of information (existing reports and studies, available surveys and data sets and links to those resources when available) and, when relevant, primary data collection method(s) and tools; in case of interviews (with key informants, forcibly displaced persons, host communities), focus groups (including WhatsApp discussion group when relevant), an indication of the number of persons to be covered;

  • A preliminary list of relevant institutions and contacts of key informants, including for cooperatives (i.e. Uganda Cooperative Alliance).

  • The detailed procedures for conducting WhatsApp — Chat Discussion Groups (if relevant);

  • The means available: moderators, interviewers, means available to transcribe the information, etc.

  • Work plan and calendar of activities.

  • Interview guides to collect specific information with key identified stakeholders if relevant. This should include an estimate of the number of economic units and workers (forcibly displaced and host community workers) in the informal economy covered through the different envisaged collection channels (telephone interviews, focus group discussions or other);

2. A draft diagnostics report which should cover:

1) National priorities regarding forcibly displaced persons and host communities; and national priorities in the area of formalization of jobs and economic units.

2) Profile of the informal economy workers and economic units with a focus on forcibly displaced persons and host communities considering the gender perspective. This includes;

  • On the basis of existing survey data and reports: a brief overview of informality in Uganda and in particular in regions where forcibly displaced persons and host communities reside. Quantify the extent and composition of the informal economy focusing on a few indicators to shed light on the extent of informality, the prevalent forms of informality, main features of workers and economic units in the informal economy and their working conditions;

  • An overview of the situation of forcibly displaced persons (based on existing studies and surveys and possibly primary data collection with a preference for qualitative methods).

The information collected aims at:

  • Qualifying workers in informal employment (status in employment, non-standard forms of employment, sectors and occupations, type of enterprises).

  • Identify types of enterprises or groups, regions, sectors facing a particular challenge; this further includes capturing movements of informal economic units among forcibly displaced persons and host communities to other areas outside the target area;

  • Assessing working conditions and exposure to decent work deficits for both dependent and independent workers among forcibly displaced workers and host communities;

  • Identify other risks and challenges faced by host communities and forcibly displaced workers and their economic units in the informal economy; assess to which extent those risks are specific;

  • Assess the main challenges faced by informal and formal economy actors and how they perceive the advantage/disadvantage of formalization.

The root causes of informality, highlighting transversal and specific drivers of informality:

3) The root causes of informality, drivers of informality and formalization as part of the macro-economic context: this includes a brief overview of the macro economic situation with a focus on economic and labour market features that can represent an obstacle to the creation of formal jobs and economic units and formalization;

4) Drivers of informality as part of the legal and regulatory framework and its application: how the existing framework limits or enhances the transition to formality of forcibly displaced persons and host communities. This includes for instance (for the target groups):

  • The inventory of what is in place and what are the gaps within the legal frameworks;

  • The assessment of legal provisions and the adequacy of the regulatory framework;

  • The assessment of enforcement systems, including labour, social security and tax inspections and the effective implementation of legal provisions;

  • The degree of transparency and accountability of public institutions and the associated trusts from workers and entrepreneurs;

  • The level of awareness in public institutions and examine the nature of informal compliance mechanisms that are existent in the studied areas;

  • The assessment of the ability of social transfers to secure income or of the adequacy of compliance modalities;

5) Other drivers of informality which include

A. Other drivers of informality of forcibly displaced persons that are not related to the legal framework:

  • Analysis of specific drivers that relate to the context of forcibly displaced persons such as cultural and language aspects and questions of social cohesion vis-à-vis host communities;

B. Transversal drivers as part of the characteristics of workers and units and as part of the employment and business environment (host communities and forcibly displaced):

  • Analysis of micro level determinants of informality such as the level of education, poverty, voice and representation, exclusion/positive discrimination of certain population and groups, cultural factors (see further drivers of informality in Annex 2).

  • Level and forms of (self-) organisation:

§ Identify and assess existing organisational forms that can, by their nature, gradually facilitate the transition to formality for forcibly displaced persons and host communities, e.g. social and solidarity economy organisations, membership-based organisations representing actors in the informal economy, digital solutions for wage payment or contract administration;

6) Perceived priority needs and ability to meet those needs, such as:

  • Financial and non-financial business development services and to what extent FDP and host communities express their need for, are aware of and have access to it;

  • Training and retraining;

  • Information on rights, entitlements and benefits;

  • Support for the formalization of economic units; of jobs.

7) Mapping of actors, identification and assessment of the current policy approach to reduce decent work deficits among forcibly displaced persons and host communities operating in the informal economy and to facilitate the transition to formality of workers and economic units through the analysis of some of the key measures.

  • Mapping of actors active in supporting FDPs, in fostering decent work and facilitating transition to formality and identification coordination mechanism, if available. This includes to comprehend the role, capacity and strategic alignment of relevant national and regional authorities for supporting the transition to formality of informal jobs and economic units among forcibly displaced persons and host communities;

  • Assess the role of humanitarian interventions in structurally facilitating the transition to formality of informal workers and informal economic units and how this links with the activities of other development partners;

  • Analyse the way the transition to formality has been taken into consideration in previous policy and technical assistance interventions within the respective geographical areas;

  • If possible, the assessment should identify which forms of ongoing interventions can facilitate building blocks for the formalization of economic units and informal employment; this includes to consolidate, with support from the ILO, how the PROSPECTS interventions in Uganda can be best aligned to complement the objective of reducing informality;

8) Concluding remarks, including possible measures considering both the needs but also real opportunities for improving working conditions and facilitating the transition to formality for workers as well as for economic units among the groups of forcibly displaced persons and host communities. These priorities can relate to general activities (e.g. awareness on the benefits of formalization, clarifying definitions, capacity building of the actors involved, etc.), groups of workers, type of economic units; transversal drivers of informality (e.g. enforcement bodies) and can be defined to ensure ownership and engagement of the different actors involved.

  • The suggested measures should be grounded in realistically implementable interventions that take into account the role and bargaining power of involved stakeholders. Therefore, a form of pre-testing of the applicability of these measures should enrich the diagnosis with indications on possible intervention models.
3. Finalization of the report
  • Answer the queries of the ILO on the conceptual note;

  • Submit to the ILO a draft diagnostics report (first draft report) and revise it after reception of the feedback and comments from the ILO;

  • Present the report (second draft report) and update the report based on the agreed recommendations.

  • Review the third draft report according to inputs gathered during the national multi-stakeholder validation workshop.

  • Submit the final report to the ILO.

Specifications on the language and the length of the report:

The output produced by the consultant will be written in English. The output will be about:

  • 2-4 page executive summary with necessary figures and tables as well as a contextually and regionally specified working definition on informality, times new roman 12-single space

  • Detailed report - 60 pages, times new roman 12 - single space - without counting the annexes.

  • Prepare concise and visual summary of the report for dissemination to the public (max 4 pages) after the validation workshop.

Expected deliverables and time frame

The diagnostics will take a maximum of 3 months for completion from initial desk research to finalization of the report after incorporating comments from the ILO.

In the context of the COVID-19 pandemic, consultants will work and conduct some consultations remotely using the technological means at their disposal. Virtual means of communication and consultation will be preferred. If this is not feasible, in-person meetings or consultations will strictly comply with the health and social distancing measures in place and require prior approval of the ILO.

Deliverables

  • Outline and conceptual /methodological note: Within 3 weeks upon signature of the contract (30% of the total contract amount)
  • First draft of the diagnostic report: Within max. 2 month upon signature of contract (30% of the total contract amount)
  • Final report following the validation workshop taking into account ILO comments: Within 3 months upon signature of contract (40% of the total contract amount)

Desired background qualifications, experience and competences

  • The consultant or service company should have the following experience, expertise and competences:
  • Multidisciplinary background of research team with skills and proven expertise in social sciences, law or economics.
  • Extensive professional experience (10+ years) at the national or international level in the areas of employment, labour market and informal economy.
  • Very good knowledge of the informal economy and working condition in the region.
  • Very good understanding of the political economy and macro-policy environment analysis and experience in conducting complex research in forced displacement contexts.
  • Familiar with the ILO and its mandate, and the ILO’s employment and formalization approaches.
  • Excellent command of English.
  • Ability to analyse complex national employment issues and data sets; to deal with multiple stakeholders and to prepare reports and publications of a high quality, technically sound with policy-oriented conclusions and recommendations.
How to apply:

Interested applicants should submit their technical and financial proposal as well as other supporting documents via email to bonnet@ilo.org and doorn@ilo.org with a copy to bayo@ilo.org citing “Diagnosis on Informality in Targeted Intervention Areas of the PROSPECTS Programme in Uganda” as a subject, latest by 12:00 noon (Geneva time) Friday 09 October 2020. Please refer to the Terms of Reference with its annexes: http://bit.ly/CallProposalsInformalityUganda

The technical proposal should outline the organization’s (i) background and qualifications to perform the task, (ii) understanding of the task & approach to carry out the research, (iii) organization of the task including mode of collaboration with partners and counterparts. The financial proposal should outline an estimated budget for the overall assignment (professional fees, travel, and communication.

The technical and financial proposal together should not exceed 10 pages excluding annexes. Proof and copy of a similar assignment and CV(s) of people to be involved are required as an annex as part of the technical proposal.

All proposals will be evaluated on the following criteria:

  • Good understanding of the subject matter of the study.
  • Relevant research experience.
  • Qualifications of each of the proposed experts.
  • Estimated cost of the study.
  • Proposed timeline.

Full Story

Communication & Reporting Intern/volunteer

Fri, 18 Sep 2020 03:41:35 +0000

Country: Thailand
Organization: Handicap International - Humanity & Inclusion
Closing date: 30 Sep 2020

Communication & Reporting Intern/volunteer (1 open position)

Closing date: 30th September 2020

Handicap International that runs its program under the operating name Humanity & Inclusion (HI) seeks for 1 Communication & Reporting Intern/volunteer based in Mae Sot.

HI reserves the right to not accept applications submitted after the deadline. Only shortlisted candidates will be contacted for test and interview.

PROJECT HISTORY

Handicap International, now operating under the name Humanity & Inclusion (HI), is a non-profit independent and impartial aid organization working in situations of poverty, exclusion, conflict and disaster. HI works in emergency, post-emergency reconstruction or rehabilitation, chronic crises and development settings.

HI works alongside persons with disabilities and vulnerable populations, taking action and bearing witness in order to respond to their essential needs, improve their living conditions and promote respect for their dignity and fundamental rights. HI works to meet the needs and defend the rights of children, women and men with disabilities.

Since its creation in 1982, HI has gone on to work in around 60 countries worldwide, for the benefit of several million people.

In Thailand, HI started working in 1984 and currently implements activities for Burmese refugees along the Thailand-Myanmar border under three thematic areas: Rehabilitation, Disability Social Inclusion (DSI) and Explosive Ordnance Risk Education (EORE).

For more information on the organization, please see Humanity and Inclusion website: https://hi.org/en/index and the online presentation of the organization: https://www.youtube.com/watch?v=3p2OWl6T3AY&t=127s

WORKING ENVIRONMENT

HI carries out activities in Thailand around 3 pillars:

1/ Armed Violence Reduction (AVR) including Mine Risk Education,

2/ Inclusion with Disability Social Inclusion (DSI),

3/ Health and Rehabilitation with project covering physical rehabilitation.

The intern/volunteer is based in Mae Sot office under the supervision of the Country Manager.

OBJECTIVES OF THE POST

Reporting to the Country Manager, and in close collaboration with the operations teams, the intern/volunteer will support overall HI Thailand program in reporting and communications work.

Role and responsibilities include:

  1. Support in implementation of HI Myanmar-Thailand program’s communication plan.

  2. In close collaboration with the project managers, draft internal and external communication materials. These include human-interest stories, project progress updates including impact stories and social media posts.

  3. Support coordination of meetings (both internal and external), drafting minutes of the meeting, and brief notes.

  4. Together with the Project Managers, prepare external reports and proposals to donors and Thai authorities, also with internal reports (monthly sitrep).

  5. Together with the Country Manager, review, edit and update HI Thailand country fact sheets, program brochures and infographics, and any other relevant documents (guidelines, policies, tool kits etc).

  6. Support the Project Managers in reviewing, designing, producing and sharing IEC materials like banners, posters, flyers, MRE demonstration mats and parks etc. including capturing photos and video record of key project activities.

  7. In liaison with the Monitoring, Evaluation, Accountability & Learning (MEAL) Manager and Project Managers, document lessons learnt best practices, case studies and human-interest stories as shared by the Project Officers or as captured during field visits.

Qualification Required:

Education: Degree from any of the following fields; Communications, International studies, International relations, International law, Political science, or other related courses.

Continuing students pursuing master’s degrees in the same field will have an added advantage.**

Technical Skills & Cross Cutting Skills:

  1. Excellent computer skills: Microsoft Office and infographic creation

  2. Fluent English writing and speaking is mandatory

  3. Proficiency in documentation, communication and information dissemination.

  4. Knowledge on project cycle management, and reporting/proposal writing

Language skills: Fluent in English language.

Behavioral Skills:

  1. Ability to work within a multi-cultural team

  2. Awareness and sensitivity regarding disability and inclusion

  3. Sense of humor and diplomacy

JOB CONDITIONS:

A food and transportation allowance of maximum 350 EUR per month is available.

Volunteer contract or internship agreement with the University.

Start preferably: 19th October 2020

How to apply:

How to apply: In the subject line of the email please write Communication & Reporting Intern/volunteer ”**

IMPORTANT: In the content of the CV please outline responsibilities and tasks from previous & current work, education and training received.

Please send all applications (cover letter, CV, copy of ID card/passport) to:

m.joron@hi.org and s.suppoonpol@hi.org

Only candidates who pass the administrative selection will be taken into consideration for a technical assessment and an interview, and will be afterwards notified of the final decision. HI reserves the right to contact the applicants for further information before the final selection from the selection committee.

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MEAL Manager

Fri, 18 Sep 2020 03:41:05 +0000

Country: Thailand
Organization: Handicap International - Humanity & Inclusion
Closing date: 30 Sep 2020

MEAL Manager Vacancy

(Monitoring Evaluation Accountability and Learning Manager)

MEAL Manager (1 open position)

Closing date: 30th September 2020

Handicap International that runs its program under the operating name Humanity & Inclusion (HI) seeks for 1 MEAL Manager based in Mae Sot.

HI reserves the right to not accept applications submitted after the deadline. Only shortlisted candidates will be contacted for test and interview.

PROJECT HISTORY

Handicap International, now operating under the name Humanity & Inclusion (HI), is a non-profit independent and impartial aid organization working in situations of poverty, exclusion, conflict and disaster. HI works in emergency, post-emergency reconstruction or rehabilitation, chronic crises and development settings.

HI works alongside persons with disabilities and vulnerable populations, taking action and bearing witness in order to respond to their essential needs, improve their living conditions and promote respect for their dignity and fundamental rights. HI works to meet the needs and defend the rights of children, women and men with disabilities.

Since its creation in 1982, HI has gone on to work in around 60 countries worldwide, for the benefit of several million people.

In Thailand, HI started working in 1984 and currently implements activities for Burmese refugees along the Thailand-Myanmar border under three thematic areas: Rehabilitation, Disability Social Inclusion (DSI) and Explosive Ordnance Risk Education (EORE).

For more information on the organization, please see Humanity and Inclusion website: https://hi.org/en/index and the online presentation of the organization: https://www.youtube.com/watch?v=3p2OWl6T3AY&t=127s

WORKING ENVIRONMENT

HI carries out activities in Thailand around 3 pillars:

1/ Armed Violence Reduction (AVR) including Mine Risk Education,

2/ Inclusion with Disability Social Inclusion (DSI),

3/ Health and Rehabilitation with project covering physical rehabilitation.

The Monitoring Evaluation Accountability and Learning (MEAL) Manager is based in Mae Sot office under the supervision of the Country Manager.

His/her mission is to implement and manage the MEAL framework of the HI program in Thailand, and to support the project teams to monitor the MEAL framework. S/he guarantees compliance with Humanity & Inclusion and donors’ guidelines on MEAL aspects.

The MEAL Manager works in close collaboration with all of the projects’ teams in Thailand, but also with the regional technical unit in Yangon. Frequent travel in the different areas of work (mainly refugee camps along the Thai-Myanmar border) have to be foreseen.

The MEAL Manager directly supervises a Data manager.

Responsibilities:**

Responsibility 1: Develop and implement the MEAL framework in HI Thailand

  • In close relation with the country manager and technical unit manager, contribute to the implementation of HI’s MEAL policy and quality framework across the different projects;

  • In close relation with the country manager and technical unit manager, develop induction trainings module for projects’ staff on MEAL and Project Cycle Management;

  • In close relation with the country manager and technical unit manager, contribute to the implementation of the accountability mechanism in HI projects;

  • Maintain standardize MEAL monitoring and reporting tools and maintains data base in close collaboration with the data manager.

Responsibility 2: Manage the MEAL framework to support quality projects management

  • Provide support to projects’ team to create and implement their M&E plans, including support in tools development, data collection, data management, and data analysis according to projects’ needs and outcomes;

  • Develop and manage the projects’ MEAL monthly reports to support projects team in the monitoring of their indicators and projects’ outcomes;

  • Support projects’ teams to develop appropriate tools and practices to ensure quality management of their activities;

  • Support projects’ teams for surveys and studies implemented in their projects in particular those related to impact’s measurement (baselines, endlines, KAP survey, situational analysis, impact assessment, evaluation etc);

  • Contribute to quarterly and annual projects’ reviews and provide inputs to project and partner staff on methodologies and MEAL;

  • In collaboration with the data manager, develop and maintain databases where data and indicators are tracked; ensure that these databases are accurate and that data is cleaned, coded correctly and kept confidential;

  • Provide data analysis and checking processes, and assist in drafting qualitative reports for effective programme management;

  • Help develop and write sections on M&E in project proposal (covering indicators, budgets and M&E framework);

  • Provide technical support to ensure that M&E information is used successfully and adapted to target audiences during operational and strategic decision-making;

  • Informs the Country Manager of any unmet targets, contextual changes (risks and opportunities) and negative effects on beneficiaries;

  • Provide advice and methodological support during the recruitment of M&E consultants (by drafting terms of reference recruiting and following up on consultancy);

  • Conduct field visits for support and monitoring purpose upon request.

Responsibility 3: Contribute to the program development and propose innovative approaches to increase the quality of the MEAL framework of the program

  • Propose introduction of new technology, methods and approaches in order to improve the quality of the MEAL Framework;

  • Help develop and write sections on M&E in project proposal (covering indicators, budgets and M&E framework)

Responsibility 4: Manage the Data Manager

  • Appraise the staff under his/her direct supervision and provide guidance as required and input into the definition of annual objectives;

  • Analyze the training need for the staff under his/her direct supervision;

  • Ensures dialogue and participation of his/her team member;

  • Follow up upon staff leave in collaboration with human resource department;

  • Guide and frame the work of staff as per his/her job description.

Qualification Required:

Education: Minimum of a Bachelor's Degree economics, development, social sciences or other relevant fields, with Post Graduate training in M&E or Project planning and Management**

Experiences:

  • A minimum of 3 years of experience designing and implementing MEAL systems with INGO for internationally funded programs

  • Experience with monitoring and evaluation techniques to assess the quality and effectiveness of program strategies for program learning

Technical Skills & Cross Cutting Skills:

  • Ability to work across various teams with excellent interpersonal skills, with demonstrated ability to build capacities

  • Technical skills including design of evaluation tools, evaluation planning and management, analysis of qualitative data, and results reporting

  • Strong oral and written communication skills, with report writing skills

  • Relevant computer software skills, including at a minimum MS Office and Excel

Language skills: Fluent in English and Thai language. Burmese or Karen languages an asset.

Behavioral Skills:

  • Ability to work within a multi-cultural team

  • Ability to work independently and manage a high-volume work flow.

JOB CONDITIONS:

Local work contract, 1year fix-term contract (with possibility to be renewed, upon funds’ availability)

We offer also: nice working environment with 15 days of annual leave, 5 working days office closure in December, 15 days of public holidays, Social Security & Worker Compensation Fund, Group life & health insurance, phone card credit, 13th month bonus, seniority of 2% after the 1st year of employment and opportunities of training/capacity development. Start preferably: 1st November 2020

Handicap International encourages qualified persons with disabilities or chronic illness and women to apply.

HI is committed to protecting children and vulnerable adults from harm. Employment is subject to HI protection standards including background checks and adherence to HI protection policies (child protection, PSEAH) and Code of Conduct.

**

All information shared by the applicants remain confidential.

How to apply:

In the subject line of the email please write MEAL Manager**”**

IMPORTANT: In the content of the CV please outline responsibilities and tasks from previous & current work, education and training received.

Please send all applications (cover letter, CV, copy of Thai ID card/Passport) to: m.joron@hi.org and s.suppoonpol@hi.org

Only candidates who pass the administrative selection will be taken into consideration for a technical assessment and an interview, and will be afterwards notified of the final decision. HI reserves the right to contact the applicants for further information before the final selection from the selection committee

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Country Director

Fri, 18 Sep 2020 03:28:48 +0000

Country: Lebanon
Organization: Medair
Closing date: 31 Dec 2020

Role & Responsibilities

Oversee all programme and support activities in-country. Represent Medair in all issues relating to the country programme, play a key role in donor relations and manage the country strategy and the project implementation in conjunction with senior field managers. Ensure constructive engagement in Medair’s regional programme in the Middle East.

Project Overview

In the Middle East region, Medair has programmes in Lebanon and Jordan (since 2012) Syria and Yemen.

In response to the ongoing crisis in Syria, Medair’s programme in Lebanon responds by delivering multi-sector humanitarian assistance to Syrian refugees and host communities in the Bekaa Valley and Mount Lebanon. Sectors of expertise are Health, Shelter, and Information Management including IAMP Mapping.

The Health programme (currently) comprises the delivery of primary healthcare services by supporting and capacity building of Ministry of Social Affairs- Social Development Centres in the Bekaa Valley.

The Shelter programme comprises of assessment of shelter needs in the Informal Settlements in Bekaa Valley and the distribution of shelter kits to Syrian refugees. Medair’s team were very quickly on the ground after the Beirut explosion, distributing nearly 40% of all shelter kits in the first month.

Medair is the leading agency for the Inter Agency Mapping Platform in the whole of Lebanon. It collects daily data on informal settlements, which serves as a common baseline and means of coordination for all humanitarian response in all informal settlements across Lebanon. A global IM team is embedded with the programme, developing new IM tools and providing support to Medair International programmes.

Workplace

Field based position in Beirut, Lebanon. Take a look at Medair’s work in Lebanon.

Starting Date / Initial Contract Details

December 2020. Full time, 24 months or longer.

Key Activity Areas

Leadership & Management

  • Design and evaluate the country strategy, in line with Medair’s International People to People Strategy. Take into account community needs, donor criteria and strategies, the regional context, and an exit strategy.
  • Analyse humanitarian needs, trends and political developments in the country of operation.
  • Provide inspiring leadership for the Lebanon country programming, managing a team of sector specialists, managers and financial and logistics and IM support staff, approximately 60 people.
  • Ensure the country programme contributes constructively to Medair’s overall regional programme in the Middle East, be in contact with the other Country Directors to discuss regional impacting issues and contingencies, sharing information and contribute to regional launched initiatives.

Donor Relations Management

  • Develop contact with the in-country representatives of funding partners to secure funding for the country programme, sharing information with other country programmes in the region as appropriate.
  • Present new projects for approval by the Head of Regional Programmes.
  • Oversee the drafting and presentation of proposals, operational and financial reports.
  • Enable frequent visits to the programme by representatives of foundations, private funders and influential visitors and support innovative funding strategies.

Communications

  • Develop and maintain relationships with authorities, donors, media, other NGOs and embassies.
  • In line with the Regional Communications Strategy, and via the Regional Communications Manager, ensure that the GSO Engagement and Communication Department receives appropriate material for communication and fund-raising.

Financial Management

  • Support the planning of budgets. Manage spending with approved budgets.
  • Analyse cash flow, decide on the timing of procurements, oversee audits and anticipate where over or under spending may occur and ensure action is taken.

Staff Management

  • Oversee HR related issues including job descriptions, recruitment, performance management, and training, health and safety, team structures (within the agreed regional framework) etc.
  • Provide final approval for field visit requests, in consultation with the Head of Regional Programmes.

Security Management

  • Ensure security procedures and awareness are maintained throughout the country programme.

Quality Management

  • Ensure activities are implemented in line with donor proposals and requirements and in accordance with Medair, country and international standards. Ensure monitoring and evaluation of programme activities and outputs.

Team Spiritual Life **

  • Reflect the values of Medair with team members, local staff, beneficiaries, and external contacts.
  • Work, live, and pray together in our Christian faith-based team settings. Fully contribute to the rich spiritual life of your team, including team devotions, prayers, and words of encouragement.
  • Encouraged to join and contribute to Medair’s international prayer network.

This job description covers the main tasks that are anticipated. Other tasks may be assigned as necessary.

Qualifications

  • Degree in a relevant subject such as Management / Development Studies / Business Administration or in a relevant technical subject (such as engineering, WASH, Public Health or Information Management)
  • Strong working knowledge of English (spoken and written). Knowledge of Arabic is a plus.

Experience / Competencies

  • 2 years post-qualification experience in a relevant management position.
  • 4-5 years post-qualification experience in a complex humanitarian emergency.
  • Experience in the design, monitoring of implementation and evaluation of humanitarian programmes.
  • Experience in dealing with donors, government officials and with partner organisations.
  • Committed to team-building and able to develop and support other team members.
  • Self-motivated, energetic, hard-working, servant-hearted.
How to apply:

Before you apply

Please ensure you are fully aware of the:

a) Medair organisational values

b) Medair is committed to safeguarding the protection of beneficiaries, volunteers, staff and partners, and particularly children. Therefore, we do not employ staff whose background we understand to be unsuitable for working with children. Medair staff are required to give the utmost respect to, and comply with, Medair’s accountability policies and best practices

c) Key Profiles & Benefits Package provided for Internationally Recruited Staff (IRS).

d) Medair Relief & Recovery Orientation Course (ROC) (which forms part of the recruitment selection process for field positions).

Application Process

To apply, go to this vacancy on our Medair page. Please do not make multiple applications. We will not review email applications. Only English-language applications / CVs will be reviewed.*

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EXECUTIVE DIRECTOR - MEDIA RELATIONS

Fri, 18 Sep 2020 03:03:58 +0000

Country: United States of America
Organization: CARE USA
Closing date: 18 Oct 2020

CARE is an international NGO with local staff and community partners in more than 90 countries. We create local solutions to poverty and inequality and we seek dignity for everyone every day and during times of crisis. These solutions have a broad range, from clean water to access to education; from microfinance to ensuring that everyone has nutritious food; from agriculture and climate change to disaster response. CARE puts women and girls at the center of everything we do because they have proven to be the best hope for creating lasting change in the world. Our staff live where they work, which makes us effective at understanding the challenges they face. We’ve been doing this for over 70 years, since World War II. It started with the world’s first CARE Package® of food for the post-war hungry in Europe. Our work today is as important as ever, we believe that poverty and inequality are historic injustices that we can end within a generation, for good. If you share our core beliefs: poverty is an injustice; poverty is solvable; and together, we have the power to end it, join us, and fight with CARE.

As part of CARE’s growth strategy, the need to build greater awareness of the organization within the domestic US and among the general public and key influencers and stakeholders is key. To achieve this, CARE is looking to aggressively grow its media reach and lead the overall media relations and PR strategy and approach for the US organization.

The Executive Director of Media Relations is responsible for the successful development and execution of global public relations plans, with a strong focus on the organization’s key programming pillars. This leader will combine proven PR practices with breakthrough initiatives that yield image-building exposure and that drive key advocacy and fundraising actions. In addition, the PR plans will be designed to bolster the overall organization and marketing strategy. This leader will set the standard for excellence in proactive PR campaigns focused on CARE’s mission and secure quality media placements in global target markets and lead the organization’s capability to effectively deliver key messages across a spectrum of traditional and non-traditional media.

The ideal candidate for this position will be an excellent public relations strategist and a strong manager/developer of talent, with good writing, and media relations experience. You should have at least 12 years of solid public relations experience with a proven track record of media hits. Candidates with a background in global communications, non-profit, humanitarian, and gender justice work, is a plus and would fit nicely into this position.

Responsibilities:

  • Develop and implement an integrated strategic communications plan to advance CARE’s brand identify; broaden awareness of its programs, policies and organization priorities; and increase the visibility of its programs.
  • Oversee all aspects of CARE USA global media relations/public relations. Write and edit press release and media statements.
  • Increase CARE’s standing with the news and mainstream media to a level where we are challenging competitive organizations for media share of voice and thought leadership.
  • Write and edit communications in collaboration with internal team members, including advocacy and programming.
  • Provide ongoing PR counsel to multiple internal teams and create and develop PR messaging for complex technical reports.
  • Proactively prepare for crisis situations and respond to crisis communication issues.
  • Mentor, coach and support team members, ensuring constant development of their skills

Qualifications:

  • Bachelor’s degree required, preferably with a concentration in Communications, Journalism, English, or Marketing
  • An exceptional portfolio reflecting 12+ years of communications experience in public relations. Knowledge in global communications, non-profit, humanitarian, gender justice work, a plus
  • A “player-coach” leader who is as comfortable developing the strategy as she/he is executing it
  • Highly skilled in crisis communications
  • Demonstrated in-depth knowledge of public relations and business/trade media, including strong contacts at key publications. Experience overseeing the work of PR agencies
  • Superior communications skills, both verbal and written
  • Ability to develop and implement highly effective strategic and measurable communications plans
  • Visionary, persistent and unafraid of tackling difficult tasks, yet also systematic and analytical in approach to work
  • Creative problem-solving skills and excellent time management. Ability to manage the multiple PR programs and issues simultaneously
  • Outstanding interpersonal skills to effectively build relationships and interact with associates at all levels within the organization and with the general public
  • Customer oriented with collaborative communication and problem-solving skills; solid organizational skills, detail orientation and a drive to continuously improve
How to apply:

https://chp.tbe.taleo.net/chp02/ats/careers/v2/viewRequisition...

There are individuals who may use CARE’s name and trademark in emails and on websites in an attempt to solicit fees from interested job-seekers. Some examples of these fees are placement fees or immigration processing fees. CARE does not use recruiting or placement agencies that charge candidates an up-front fee of any kind. Occasionally, CARE does employ recruiting or placement agencies to help us identify candidates for specific employment within CARE. If you’re contacted by a legitimate recruiting or placement agency, there should be no charge to you. If you suspect that you have been a victim of fraud from someone purporting to be CARE, please contact us at legal@care.org.

We provide equal employment opportunities (EEO) to all employees and qualified applicants for employment without regard to race, color, religion, gender, gender identity, ancestry, sexual orientation, national origin, age, handicap, disability, marital status, or status as a veteran. If you’d like more information about your EEO rights as an applicant under the law, please click here.

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