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Livelihoods Manager

 FULL TIME  Comments Off on Livelihoods Manager
Aug 012021
 

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Country: South Sudan
Organization: Danish Refugee Council
Closing date: 15 Aug 2021

We are looking for a highly qualified, self-motivated Livelihoods Manager who is able to coordinate conflict management activities, work with diverse teams of both national and international staff, and equipped with technical skills to develop and strengthen emergency response capacity in a highly complex crisis.

DRC is operational in South Sudan since 2005, working with the overall aim of achieving durable solutions for displaced populations. The Danish Demining Group (DDG) started Humanitarian Mine Action in 2006.

Danish Refugee Council main program objectives (2018-2020) in South Sudan are:

  1. To save lives and alleviate suffering among displaced people and their hosts
  2. To reduce displacement related risks and support and facilitate solutions
  3. To promote peaceful, inclusive and resilient societies and address root causes to displacement

DRC primarily operates across Upper Nile and Unity states, both of which are heavily affected by conflict and experience high numbers of internally displaced populations as well as refugees in need of humanitarian assistance. DRC has operational bases in Maban, Malakal, Kodok and Aburoc in Upper Nile and in Bentiu, Mayom, and Ajuong Thok in Unity state, supported by a country-office in Juba.

Overall purpose of the role:

Under the direct supervision of the Area Manager, and with technical support from the Livelihoods Coordinator, the Livelihoods Manager will be responsible for the implementation of DRC’s FSL activities and contributes to strategic planning for the program in Unity State. The Livelihoods Manager is the direct supervisor of national program staffs and provides daily direction and guidance to project cycle management, proposal development and implementation of activities. The job involved working with vulnerable households to providing the means to improve and secure local food production and improve resilience building. Responsibilities include developing new projects (in coordination with the Grants Management Coordinator, Livelihoods Coordinator, and Area Manager), overseeing project quality implementation and budget management, leading on reporting, and working closely with government counterparts. The Livelihoods Manager is also responsible for ensuring the implementation of good quality food security and livelihoods program activities and also involves identifying gaps and advising on the necessary steps to address the identified gaps. The Livelihoods Manager is also responsible for providing technical oversight and training to field-based program staff in the area of Food Security and Livelihoods, with an emphasis on national staff capacity building. The Livelihoods Manager will collaborate with the FSL Cluster in Unity State and whenever appropriate collaborate with other FSL and humanitarian actors in his/her area of operation.

Responsibilities

To achieve the objectives of the position, the Livelihoods Manager will perform the following tasks and undertake the following responsibilities:

Coordination/Representation

  • Actively participate and represent DRC in state coordination meetings such as FSL clusters, and other meetings conducted by local and state authorities, UN agencies and stakeholders when relevant to FSL issues
  • Identify gaps in service provision to IDPs, proactively referring those gaps to relevant forums or advocating with government authorities or humanitarian partners for additional support

Programme Management

  • Under the direct supervision of the Area Manager and in coordination with the Livelihood Coordinator plan, manage and implement all FSL activities as defined by project documents/proposals. Uphold rigorous project cycle management standards at the field site level in compliance with DRC and donor regulations
  • Supervise and guide Livelihood Technical Officers/ Team Leaders and other staff throughout the planning and implementation of all FSL activities in Unity Sate of South Sudan.
  • Support, facilitate or undertake communication and liaison activities to actively consult and involve beneficiaries, key informants, actors, Humanitarian partners and funding Donors, partners and stakeholders in all stages of project design and implementation
  • Contribute and support effective monitoring, evaluation and learning processes and initiatives, and ensure effective data and information management.
  • Ensure daily monitoring and progress of project/work implementation. Ensure protections issues are incorporated and mainstreamed in FSL activities.
  • Ensure project lesson learns are properly captured and contribute learning in FSL project developments.

Finance and Administration:

  • Ensure full compliance with DRC and donor financial guidelines and policies while managing the project(s).**
  • Monitor budgets to ensure the timely utilization of all resources, spending is in line with project timelines and implementation schedules and adjust budget forecasts when needed.

Human Resources:

  • Ensure that adequate staffing is in place for the activities, including an appropriate gender balance within the teams. Performance management of FSL team including setting team and individual objectives, providing capacity building, feedback, coaching to the team to achieve targets
  • Make sure that team is aware of humanitarian principles, standards and DRC code of conduct, Safe guarding policy and follow them accordingly

Proposal Development/Reporting

  • Provide regular updates on progress to supervisors and other team members, including other departments and sectors as appropriate
  • Responsible to provide input and/or prepare project progress reports, donor reports, Cluster reports (5Ws or CWG CVA information) as per given deadlines and as necessary
  • Develop concept notes and/or proposals and budgets in close cooperation with the Area Manager, Head of Programme, Livelihood Coordinator and Grants Coordinator when required
  • Contribute to the strategic direction of the country FSL operation through participation in strategy planning meetings and developing strategic documents

Logistics, Procurement, Safety and Security

  • Develop supply/procurement plans for protection program activities and coordinate with the Bentiu-based Supply Chain personnel for their delivery to the field as per project planning.
  • Ensure staff compliance with security management rules and procedures (for i.e. ensuring relevant documentation and procedures are understood and adhered to by staff).

About You

Experience and technical competencies: (include years of experience)

  • Minimum undergraduate degree in agriculture, agribusiness, social sciences, international development or equivalent degree qualifications
  • Postgraduate degree preferred;
  • At least 4 years’ experience in food security programming, agricultural, Resilience and livelihood support in post conflict and volatile security environments;
  • Minimum 3 years’ solid experience in project cycle management, including project design, proposal writing, project implementation, budget management and donor reporting;
  • Proven experience of preparing project proposals and log frames for FSL projects for donors;
  • Experience with different donors, i.e., WFP-FFA. BHA-FFP, DANIDA, BPRM, UNHCR, and ECHO, preferred;
  • Experience in Permaculture and Resilience design preferred
  • Proven experience in conducting emergency market, labour and food security & livelihoods assessments;
  • An understanding of Natural Resources Management, tree seedling establishment, Energy and other environmental protection related programmes;
  • Design and coordination of graduating Artisans resettlement programmes including apprenticeships, On Job Training, business skills development/training, financial management, records keeping, group formation and dynamics, business plan development, start-up kits (in kind and cash grants) and market linkages.
  • Knowledge and experience in establishment of Village Savings and Loan Association (VSLAs) and cooperatives at grassroots level;
  • Proven experience in cash-based programming; specially rolling out CVA agenda
  • Experience in coordinating FSL activities in emergency, camp settings and out of camps settings;
  • Experience in coordinating activities across locations;
  • Experience in emergency seeds, fishing and tools distribution; cropping calendar application and tracking, kitchen gardening, Farmer Field School Approach, demonstration/trial garden establishment, Seed multiplication and post-harvest management;
  • Demonstrated experience in meeting high, evidence-based monitoring and evaluation standards; designing and using tools for monitoring programme activities and achievements against the LFA; A good understanding of data entry, clean up, analysis and reporting; application of Lessons learnt/best practices, preparation and posting of success stories.
  • Proven experience in staff and other stakeholder’s capacity building, coaching and mentorship, including preparation of materials/manuals, facilitation and roll out of a training plan/calendar;
  • Ability for rapid analysis of very complex issues, strong decision-making, and translation of programmatic learning and priorities into operational strategies;
  • Excellent interpersonal skills, cross-cultural communication and ease in managing a multi-ethnic team;
  • Good team leadership and conflict resolution skills, consensus team building, and adaptability;
  • Patience and understanding to work with and develop capacity of national staff;
  • Experience delivering programmes to tight deadlines;
  • Consistently approaches work with energy and a positive, constructive attitude;
  • Self-motivated and able to work with a minimum of guidance and supervision;
  • Experience working in security-sensitive environments and enforcement of team security protocols is an asset.
  • Application of computer and IT skills
  • Strong communication and writing skills;

Desirable qualifications

  • Fluency in written and spoken English language;
  • Ability and willingness to work in remote and isolated location with ever changing security scenarios
  • Experience working as a field-level project manager is highly desirable;
  • Working experience in South Sudan;
  • Experience working in challenging and insecure security environments.

Moreover, in this position, you are expected to demonstrate DRC’ five core competencies:

  • Striving for excellence: You focus on reaching results while ensuring an efficient process.
  • Collaborating: You involve relevant parties and encourage feedback.
  • Taking the lead: You take ownership and initiative while aiming for innovation.
  • Communicating: You listen and speak effectively and honestly.
  • Demonstrating integrity: Upholding and promoting the highest standards of ethical and professional conduct in relation to DRC’s values and Code of Conduct, including safeguarding against sexual exploitation, abuse and harassment.

Key stakeholders:

  • TCs, HoP, Area Manager, PMs, Team Leaders, Officers
  • WFP Team, FAO, FFP Consortium team, FSL Cluster Members
  • Relevant government authorities and Community Leaders

We offer

Duration: 1 year contract, renewable contract subject to Performance and Funding.

Contract: Salary and conditions in accordance with the Danish Refugee Council’s Terms of Employment for Global Expatriates available at www.drc.dk under Vacancies graded as Band M.F level 2.

Start Date: asap

Duty Station: Bentiu (Unity State) – South Sudan

Reporting: This position reports to Area Manager

*Commitments:* DRC has a Humanitarian Accountability Framework, outlining its global accountability commitments. All staff are required to contribute to the achievement of this framework (http://www.drc.dk/HAF.4265.0.html). All DRC staff must be committed to the Red Cross Code of Conduct, as well as the Core Humanitarian Standards.

Gender Equality: DRC is committed to achieving gender parity in staffing at all levels. In light of this, women candidates are particularly encouraged to apply to bridge the gender gap.

Equal Opportunities: DRC is an equal opportunity employer. We value diversity and we are committed to creating an inclusive environment based on mutual respect for all employees. We do not discriminate on the basis of age, sex, disability status, religion, ethnic origin, colour, race, marital status or other protected characteristics.

How to apply:

Applications
All applicants must send a cover letter (max 1 page) and an updated CV (max 3 pages) in English. The cover letter should outline your personal motivation for applying and your key qualifications for the position.

Please click on this link to apply: https://candidate.hr-manager.net/ApplicationInit.aspx?cid=1036&ProjectId=162105&DepartmentId=19091&SkipAdvertisement=true .

Applications sent by email will not be considered.

Closing date for applications: 15th August, 2021 and note that due to the urgent need to fill this position, recruitment can be finalized before closing date of applications.

If you have questions or are facing problems with the online application process, please visit drc.ngo/jobsupport

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Head of Network Development

 Administracion, FULL TIME, Informatica  Comments Off on Head of Network Development
Jul 292021
 

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Countries: Bangladesh, Democratic Republic of the Congo, Guatemala, India, Kenya, Pakistan, Philippines, Senegal, Somalia, South Sudan
Organization: Start Network
Closing date: 22 Aug 2021

START NETWORK

The Start Network is made up of more than 50 aid agencies across five continents. Together, our aim is to transform humanitarian action through innovation, fast funding, early action, and locally driven humanitarian action. We’re tackling what we believe are the biggest systemic problems that the sector faces. Problems including slow and reactive funding, centralised decision-making, and an aversion to change mean that people affected by crises around the world do not receive the best help fast enough, and needless suffering results. Our work focuses on responding to these problems. This includes shifting power closer to where crises happen, providing fast, early and predictable function and sharing learning and innovative ways of working.

The Start Network is at a critical point in its journey. We have grown and diversified our membership over the past 10 years. We are now set to evolve into a decentralised “network of networks” by 2025 in line with our vision and principles. We are currently working with five national and regional networks (called hubs) made up of predominantly civil society organisations in Pakistan, DRC, Guatemala, India and the Pacific. They are developing locally owned ways of anticipating and responding to humanitarian crises. We aim to support the emergence and development of further hubs in the coming years. Our ultimate ambition is to devolve leadership, membership, programming, and decision making to the hubs, while the central team transitions to become a service provider.

We are currently exploring moving from a UK-based team to a more globally dispersed team, to increase diversity, and ensure we are representative of the communities we serve. Therefore, the post will be based outside the UK, and we are actively seeking to recruit within our countries of operation (DRC, Bangladesh, Guatemala, India, Pakistan, Senegal, Somalia, Kenya, South Sudan and the Philippines). For these locations, the recruited staff member will be hosted by one of our member organisations or using a third-party host.**

Start Network is committed to protecting people, particularly children, at-risk adults and affected populations from any harm that may be caused due to their encountering the Start Network as well as responding effectively should any harm occur. We are also committed to safeguarding staff from any forms of bullying, harassment, sexual harassment, discrimination, and abuse of power as outlined in the Dignity at Work policy.

Start Network embraces diversity, promotes equality of opportunity and eliminates unlawful discrimination. We are an equal opportunities employer and treat every application on merit alone. We particularly welcome applications from disabled, black, indigenous and people of colour (BIPOC), and LGBT+ and non-binary candidates. We offer a guaranteed interview scheme for disabled applicants who meet our essential selection criteria set out in the Skills section.

JOB PURPOSE

This leadership role will enable strategic thinking and design, influence diverse stakeholders, adapt agile ways of working and drive change in line with the vision of the network. You will enable the development of hubs, driving decentralised decision-making, devolving power, and enabling local hub leaders to meet their needs defined and owned by them. You will work with key stakeholder groups, primarily the hubs, to understand their support needs, then facilitate and coordinate that support working with the relevant team expertise, such as operations and communications. Longer-term, the aspiration is for the services to be peer-to-peer between hubs.

The role requires political awareness and sensitivity to different contexts. It requires using your position to support others to connect and influence. You will be great at building relationships with empathy and credibility. Listening and valuing diverse perspectives to build an inclusive team will be key to success.

SKILLS

● Politically aware and sensitive to the broader political context within which we operate

● Comfortable with ambiguity and enabling solutions to emerge from testing, learning, and iterating (this may include familiarity with agile and/or adaptive management techniques)

● Systems thinker with the ability to see the bigger picture

● Ability to build and maintain equitable partnerships across diverse organisations

● Ability to engage with and influence internal and external stakeholders at every level

● Broad understanding and knowledge of the dynamics of the humanitarian sector

● Empathetic leader with an ability to put yourselves in the position of those with less power

● Excellent verbal communication skills (in English) for managing relationships at a distance

● Creative thinker who is able to work with others to co-design solutions to complex problems

● Inspiring and motivating leader who is able to get the most out of team members

● Experience of managing a complex change, enabling others to lead aspects of the work (likely to be gained from experience in a similar role and/or 7+ years’ experience)

● Working knowledge in one or more of the hub languages (desirable)

KEY ACCOUNTABILITIES

Strategic influence, planning and enabling

● Influence and advocate for locally driven humanitarian action, creating and holding space to support the emergence of hubs based on their aspirations, priorities and needs

● Facilitate, nurture, and maintain a mutual partnering process between the Start Network team and hubs

● Work with the hub leadership and Start Network team to create a culture of effective decision making, feedback and learning so that we can adapt support to emerging needs

● Connect hubs with the team to translate needs into services, products and tools that are user-centred and locally relevant

● Coordinate the delivery of hub support with other teams and/or other hubs acting as a key relationship holder and connector once hubs are up and running

● Support the transition of the team to becoming a service provider for hubs as part of a cross-organisational team supporting change

● Advise and help hubs to support their members through the due diligence process, working closely with the Due Diligence Manager

● Enable hubs to increase their engagement and voice in the Network to advance locally determined goals, working closely with the advocacy team

● Lead on the design, socialisation, and implementation of a transition plan for the network’s membership model leading to decentralisation, working with the Governance Manager

Team leadership and internal brokering

● Support the growth and development of team members, using mentoring and coaching techniques

● Work closely with Start Network teams to ensure that deliverables are in service of hubs

● Support and shape wider organisational change initiatives to deliver on our mission

● Work closely with colleagues who hold responsibility for membership and governance, ensuring integration of strategic plans across these functions

● Budget-holder for the Network Development budget, ensuring spend against the budget, reforecasting, and other budgetary responsibilities

● Drive strategic thinking and understanding across the team, Board and members around locally drive humanitarian action

● Actively participate in the Senior Management Team and other decision-making fora, Committees, and the Board

Start Network culture

● To carry out the responsibilities of the role in line with the Start Network Code of Conduct and with a commitment to safeguarding adults and children

● A commitment to the Start Network vision, principles, values and approach

● The Start Network team is an agile group of individuals who use their experience and skills across the network, so flexibility to work in and with different teams and functions is part of our culture

PERSON PROFILE

● Extend trust-building in others by giving them opportunities to lead, the chance to share their perspective and safe space to discuss lessons learnt

● Influence stakeholders to address difficult or complex issues by listening to diverse perspectives, finding common ground and avoiding criticism or complaint

● Generate and support implementation of ideas that have impact at organisational, network and/or humanitarian systems-level by promoting these ideas to relevant internal and external stakeholders

● Enable the Network to develop in a way that embraces diversity and creates space for local and national agencies to gain power by driving the vision, mission and purpose and defending it against those who do not support it

● Identify areas of hidden conflict and work with others to resolve them by showing empathy, avoiding defensiveness, listening to feedback and establishing credibility

● Inspire and motivate others by creating passion around our vision and focus, connecting with humility and empathy, and showing openness and resilience

● Promote a culture that learns and iterates, sharing evidence across the organisation and network by enabling others to establish rhythms and shared spaces

● Set strategic direction and clarity of vision, purpose and culture, enabling space for the team, members, Hubs and other stakeholders to shape the journey

● Work flexibly with teams and hubs in order to have some overlap with UK time zones.

How to apply:

We work with Applied, an online recruitment platform designed to allow teams to measure candidates on what actually matters. Rather than relying on CVs and cover letters, Applied allows you to demonstrate your skills and abilities through answering questions which are blind- reviewed by our team to avoid bias.

If you have any questions or need support with your application, please email us using peopleandculture@startnetwork.org.

Please submit your application by following this link: https://app.beapplied.com/apply/gmxstjzbak

Closing date: Sunday 22nd August 23.59 GMT

Applications will be reviewed on an ongoing basis, so please apply early where possible

Any offer of employment is subject to relevant checks. Please refer to our privacy statement and candidate privacy notice regarding treatment of your data.

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Developing a guide on how to ratify and implement International Standards related to Labour Migration for IGAD Member States

 Agrimensura, FULL TIME, Ingenieria Civil, Estructural  Comments Off on Developing a guide on how to ratify and implement International Standards related to Labour Migration for IGAD Member States
Jul 292021
 

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Countries: Djibouti, Eritrea, Ethiopia, Kenya, Somalia, South Sudan, Sudan
Organization: International Labour Organization
Closing date: 13 Aug 2021

1. Introduction

Ratifying, domesticating and implementing international instruments on labour migration and mobility governance including ILO conventions related to migrant workers namely Migration for Employment Convention (Revised), 1949 (No. 97) and its accompanying Migration for Employment Recommendation (Revised), 1949 (No. 86); Migrant Workers (Supplementary Provisions) Convention, 1975 (No. 143) and its accompanying Migrant Workers Recommendation, 1975 (No. 151); Private Employment Agencies Convention, 1997 (No. 181) and Domestic Workers Convention, 2011 (No. 189) is critical to ensure safe, orderly, and regular labour migration and maximize the development impact of migration. Ratifying and effectively implementing these conventions helps to addressing existing policy and legislative gaps on labour migration since the conventions address numerous aspects of labour migration, such as protecting the rights of migrant workers, promote fair recruitment, address both regular and irregular migrants and strengthen the migration-development nexus. The conventions and recommendations further stipulate measures that need to be taken by both countries of origin and destination to prevent trafficking, smuggling, forced labour and reduce the abuse and exploitation faced by migrant workers.

Ratifying and effectively implementing these conventions will give IGAD member states an opportunity to lobby and influence the decisions of destination countries in relation to migrant workers. In addition, by ratifying and implementing these conventions, IGAD member states gain a great deal of legitimacy at the international level to promote measures on protection of migrant workers including negotiation of bilateral labour agreements with countries of destinations. Besides, ratification of these conventions also fosters international cooperation among countries and enhances their commitment to overcome challenges related to labour migration and mobility governance, including fraudulent and abusive recruitment practices.

However, despite their immense role in improving migration and mobility governance, the ratification, domestication and implementation of ILO conventions related to migrant workers is at a very infant stage in the IGAD region. Out of the seven IGAD Member States, only Somalia has ratified Convention 97, Convention 143 and Convention 181 while Kenya has ratified only Convention 97 and Convention 143 and Ethiopia and Uganda only having ratified convention 181 and convention 143 respectively. Likewise, only Uganda is a signatory to the 1990 International Convention on the Protection of the Rights of All Migrant Workers and Members of Their Families. In addition, none of the IGAD Member States has ratified convention 189, which is of critical importance for the IGAD member states in the context of migration since many of the labour migrants in the IGAD region, as well as those travelling further abroad to the Arab States, are engaged in domestic work. On the other hand, even in countries that ratified international instruments, domestication of these instruments, proper implementation, reporting and compliance remains a challenge.

Among other things, one of the challenges identified as a bottleneck on ratification and implementation of international standards in the IGAD region is related to lack of sufficient knowledge and understanding about the process of ratification, implementation and/or domestication, reporting and complying/following with due process at national level. In this context, the ILO in close collaboration with IGAD secretariat aims to develop a how to guide on ratifying and implementation of international standards for IGAD member states in line with national rules and regulations concerning international treaties and instruments under the framework of the project on Free Movement of Persons and Transhumance pro financed by the European Union. Once developed, the guide is expected to serve as a quick reference for government officials and other experts on ratification and implementation of international instruments and further contribute and facilitate ratification of the Draft IGAD protocol on Free Movement of Persons once adopted by the council of ministers. In this regard, the ILO is looking for the service of an international consultant/external collaborator to develop the tool as elaborated below.

2. Objective

The overall objective of the assignment is to develop a how to guide on ratification and implementation of international instruments related to labour migration and mobility governance for IGAD Member states. The guide is expected to serve as a quick reference for government officials and other experts on ratification and implementation of international instruments and further contribute and facilitate ratification of the Draft IGAD protocol on Free Movement of Persons once adopted by the council of ministers. To this end, among other things the consultant is expected to

  • analyses contextual factors such as major challenges, opportunities, and factors affecting ratification, implementation and/or adoption, reporting and compliance against international commitments for each MS
  • Identify and analyze best practices and lessons learned in ratifying, implementing and complying to international instruments and
  • Provide country specific step-by-step and user friendly guidance on the process of ratifying, implementing and/or adopting and complying against international instruments

3. Methodology

The consultant is expected to produce the guide based on a review of existing literature and limited key informant interviews with ILO officials and experts in the IGAD Member states virtually. To this end, among other things the consultant is expected to use the following methods;

  • Desk Review: the consultant is expected to review latest academic and non-academic literature in the area of international human right instruments including ILO conventions, standards and recommendations. The consultant is also expected to make use of the report of the committee of experts on application of standards and key ILO publications on international standards and instruments such as Rules of the Game.
  • Key Informant interview: the consultant is also expected to have limited key informant interviews with experts from IGAD member states, social partners, IGAD secretariat, ILO and other stakeholders including UN agencies and civil society organizations/ Non-government organizations working on the subject to asses challenges, opportunities and best practices and on ratification, implementation and compliance against international commitments. In addition, he/she is expected to gather and analyses information on key steps and process involved in ratification, implementation/domestication of the standards in each member state.
  • Presentation and style: the guide is expected to be a quick practical and user-friendly reference material for government officials, policy makers and other stakeholders working on the subject. To this end, in addition to the narrative presentation/write up, the consultant is expected to produce diagrams, charts and other visual presentation styles to illustrate and presents facts and process in a more lucid and user friendly manner.

4. Main deliverables

The main outputs expected from the consultant are:

  • Inception report: the consultant is expected to produce an inception report which shows his/her understanding of the assignment, detailed methodology, draft outline of the guide customized to the IGAD region, and guiding research questions and work plan;
  • Draft guide: the consultant will submit the draft guide for review and comments of the ILO, IGAD and other key stakeholders.
  • Revised draft guide: the consultant will submit a revised draft guide incorporating ILO comments and inputs for comments and inputs by ILO, IGAD and other key stakeholders.
  • Presentation and validation: the consultant is expected to present the draft guide to Member States and stakeholder for validation and consultation in a virtual workshop.
  • Final Guide: the consultant will submit a final guide incorporating comments and inputs from the validation workshop.

5. Minimum qualifications

The consultant is expected to have:

  • Post graduate degree in social sciences disciplines such as Law, international relations or development studies;
  • Ten years of experience working on international standards, instruments and treaties;
  • Five years of experience in conducting and managing multi country research activities and providing consultancy services in developing national and regional policies and programs in field of migration;

  • Excellent report writing skills and ability to communicate effectively both orally and in writing,;

  • Good computer application skills including use zoom, skype and other teleconferencing applications;

  • Excellent knowledge and understanding about labour migration issues in Africa in general and the horn of Africa in particular and

  • Experience in working with UN agencies and multi-lateral organizations and institutions such as AU, IGAD and other Regional Economic Communities (RECs)

Other skills/competencies

  • Experience in similar assignments in RECs in Africa would be an added advantage;
  • Experience and ability to interact with senior officials (Government and REC officials and representatives of multilateral and bilateral agencies);
  • Experience and ability to navigate political processes in highly sensitive settings;
  • Excellent drafting/writing and analytical skills;
  • Strong interpersonal, networking and presentation skills

6. Management arrangements

The consultant will work under the direct supervision of the project Chief Technical Adviser and Technical Officer based in Djibouti. S/He will also get technical back stopping support from other experts in the ILO Decent Work Country Team Cairo and Pretoria as well as the ILO regional office for Africa and Headquarters.

7. Timeline

The assignment is expected to be completed in four months from the signing of the agreement.

How to apply:

  • Interested applicants should submit their technical and financial proposal in a separate email with the subject to “**application: Developing a how to guide on international standards for IGAD Member States – Technical Proposal**” and “**application: Developing a how to guide on international standards for IGAD Member States – financial Proposal**” to: fmpt@ilo.org latest by 13 August 2021 5:00 pm East Africa time.
  • The proposal and all correspondences and documents related to the proposal shall be written in English;
  • All prices should be submitted in USD. If a proposal is submitted in a currency other than USD, the ILO will convert all prices in to USD using the UN official exchange rate at the date of application to facilitate comparison and evaluation

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Baseline study on extending social protection to migrant workers in IGAD Region

 FULL TIME, Teletrabajo, Ventas  Comments Off on Baseline study on extending social protection to migrant workers in IGAD Region
Jul 292021
 

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Countries: Djibouti, Eritrea, Ethiopia, Kenya, Somalia, South Sudan, Sudan
Organization: International Labour Organization
Closing date: 13 Aug 2021

1. Context

The IGAD region is characterized by migratory movements driven by multiple political, economic, and environmental factors, making it difficult to establish clear lines between categories of migrants, refugees and forcibly displaced populations. Well-governed labour migration can contribute to sustainable development for countries of origin, transit and destination, and can provide benefits and opportunities for migrant workers and their families. On the contrary, poorly governed labour migration can bring risks and challenges, including for sustainable development and decent work, in countries of origin, transit and destination, especially for low-wage workers. Cognizant of these, IGAD and its member States have taken steps to manage and address the issue of migration in the region. In this regard, among other things, IGAD and its Member States have developed and adopted comprehensive migration policy framework, the IGAD Regional Migration Policy Framework in 2012 and further developed Migration Action plan (MAP) 2015-2020. Currently, ministers of labour and ministers of interior of the IGAD member states have endorsed the IGAD protocol on Free Movement of Persons. All these instruments identified facilitation labour mobility, and free movement of persons, including establishment and residence as their strategic priority.

In order to support IGAD and its member States towards establishing a free movement of persons regime, the ILO is implementing a technical cooperation project entitled “Free Movement of Persons and Transhumance in the IGAD Region: Improving Opportunities for Regular Labour Mobility (FMPT)” with the financial support of the European Union. The overall objective of the project is to improve opportunities for regulated labour mobility and decent work within the IGAD member States through the development of models of intervention, in the broader context of regional integration.

In this context, the ILO in close collaboration with IGAD secretariat plans to conduct an assessment of existing social security systems and examine the prospects for the conclusion of a sub-regional multilateral social security agreement or bilateral social security agreements between IGAD member states in light of the provisions on the Draft IGAD Protocol on Free Movement of Persons. Up on completion of the assessment, a regional training workshop will be organized to share the findings and recommendations of the study with stakeholders and further initiate dialogue among member states on how ideals for extending social protection to migrant workers. In this context, the ILO is seeking the service of an international consultant to conduct the assessment and present the findings in a regional workshop.

2. Background

Social security is a basic human right enshrined in major international instruments such as the Declaration of Philadelphia (1944) which is an integral part of the Constitution of the International Labour Organization, the Universal Declaration of Human Rights (1948), the International Covenant on Economic, Social and Cultural Rights (1966), and the International Convention on the Protection of the Rights of All Migrant Workers and Their Families (1990).

Although everyone has the right to social security, significant coverage gaps persist. Overall 71 per cent of the world population, including many migrant workers, lack access to comprehensive social protection. Migrants, as compared to nationals working their entire lives in one country, face legal and practical obstacles in exercising their right to social security and effectively accessing social protection benefits including health care. For instance, they may be denied access to social protection coverage in their host country because of their status, nationality, the insufficient duration of their periods of employment and residence or due to the lack of administrative and financial coordination between the social security schemes of their home and host country. Their access to social protection may further be curtailed due to a lack of information about their rights and obligations as well as other linguistic and cultural barriers. Furthermore, women migrant workers face multiple discriminations accessing social protection and are at higher risk of exploitation and abuse including sexual and gender-based violence[1].

However, there are several policy options for extending social protection coverage to migrant workers and their families through the conclusion of bilateral or multi-lateral social security agreements.

  • The conclusion of social security agreements is one of the most commonly used measures worldwide to ensure the coordination of social security schemes and the portability of social security entitlements and benefits across countries. Social security agreements are treaties that coordinate the social security schemes of two or more countries to eliminate, or at least reduce, the barriers to coverage migrant workers often encounter. Most social security agreements are bilateral, involving only two countries. However, there are several examples of multilateral agreements involving more than two countries. Multilateral or regional agreements are concluded between three or more parties and have the advantage of setting common standards and rules for coordination in all the state parties, while bilateral agreements can be easier and faster to conclude.
    Bilateral and multilateral agreements are not mutually exclusive, can be pursued in parallel and can be complementary. Since the aim of concluding social security agreements is primarily to enhance migrant workers’ social protection, the choice between pursuing a bilateral or multilateral agreement should be based on the best interests of migrant workers and their families with respect to social protection. Social security agreements that are well designed and effectively implemented, can contribute significantly to realizing the right to social security for all.

In Africa, in 2012, the Economic Community of West African States (ECOWAS) member states adopted the General Convention on Social Security[2] as a Supplementary Act to the Revised ECOWAS Treaty (1993). This meant that the Convention did not require ratification by ECOWAS member states. The Convention replaces all social security conventions previously concluded between ECOWAS member states with the exception of the bilateral or multilateral agreements that are more advantageous than the Convention. The Convention is based on ILO Conventions No.118 and No.157, the ECOWAS Treaty and its Protocol on Free Movement of Persons (1993), the Right of Residence and Establishment (1979) and its supplementary protocols, as well as the African Union Migration Policy Framework for Africa. The Convention applies to migrant workers who are nationals of one of the member states, refugees or stateless persons who have acquired social security rights in the territory of an ECOWAS member state and are residents; and family members and survivors of the migrant workers. The Convention covers all nine social security branches and includes all the key social security principles: and further established the Committee of Experts on Social Security and foresees a dispute resolution mechanism among ECOWAS member states as to the interpretation or application of the convention.

Similarly, in March 2020, SADC Ministers responsible for Employment and Labour and Social Partners adopted the Guidelines on Portability of Social Security Benefits in SADC. Five SADC Member States (Eswatini, Lesotho, Malawi, South Africa and Zimbabwe) volunteered to pilot implementation of the Guidelines. While not a legally binding instruments, the Guidelines is informed by assessment studies, and regional dialogue and consultative processes led by the SADC Secretariat and international instruments including International Labour Standards and key ILO policy approaches to social protection for migrant workers and cover all key branches of social security. Additional information about multi-lateral social protection agreements could be found here.

Furthermore, provided that they are in line with international human rights instruments and international labour standards, bilateral labour agreements can also include provisions on the social protection of migrant workers and/or include reference to a separate social security agreement.

  • Unilateral measures are receiving increased attention worldwide from countries of origin and employment either to palliate the lack of social security agreements or to ensure a more universal and comprehensive social protection coverage of workers. Various unilateral measures can be considered by policymakers such as national policies and legislation that ensure equality of treatment between migrant workers and nationals, including national social protection floors as they represent a powerful tool for the extension of universal social protection or voluntary insurance mechanisms.**3.** Overall objective

  • To carry out an assessment of existing social security systems and examine the prospects for the conclusion of a sub-regional multilateral social security agreement or bilateral social security agreements between IGAD member states;

  • To propose concrete policy options to IGAD secretariat and its member states for extending social protection to migrant workers in the sub-region, including through unilateral measures of social protection.

4. Scope of the work

Specific objective 1: Take stock of relevant information on social security schemes and legal frameworks**

  • Review the existing legislative and policy framework governing social security in IGAD member states including national social protection floors
  • Collect and analyse available information on member states’ social security schemes by branch; existing restrictions to coverage based on nationality and/or residence; restrictions to payment of benefits abroad; minimum qualifying periods;
  • Identify and analyse existing bilateral or multilateral instruments among IGAD member states, including: history; material scope of application; personal scope of application; provisions, if any, regarding equality of treatment, export of benefits, legislation applicable, maintenance of rights in course of acquisition (totalization), and administrative assistance; and operative structure (decision-making bodies, consultation bodies, liaison offices).
  • Examine existing mechanisms and barriers to effective portability of benefits in the region.
  • Benchmark the findings against the ILO standards, relevant provisions of the draft IGAD protocol on free movement of persons and the experiences of other regional economic communities.

Specific objective 2: Assess the feasibility for extending social protection to migrant workers through a sub-regional social security agreement and/or bilateral social security agreements

  • Based on the information collected (specific objective 1) and interviews with key stakeholders from ministries of labour, ministries of foreign affairs, social security institutions, IGAD Secretariat and other relevant organizations, assess the feasibility for extending social protection to migrant workers through a sub-regional social security agreement and/or bilateral social security agreements.
  • A description of the legal and technical issues that could arise in the negotiation of an IGAD multilateral social security agreement (e.g., types of schemes within the region/between countries, legal frameworks and implications of multiple membership of some IGAD member states in different RECs).
  • An assessment of the factors for and against the conclusion of a multilateral social security agreement in IGAD (e.g. legal and policy frameworks – national, regional and international, administrative capacity of the social security institutions, extent of coverage of social insurance schemes, role of relevant legal and policy frameworks.
  • Policy recommendations for the development of a multilateral social security agreement in the region and/or bilateral social security agreements (including recommendation on the branches that should be included, the groups of migrant workers etc.) and
  • Policy options in terms of institutional frameworks/structures to be strengthened or set up for effective coordination of social security benefits within the region.

Specific objective 3: Propose unilateral measures of social protection tailored to each national context to palliate the absence of social security agreements.

  • Based on ILO Guide on Extending social protection to migrant workers, refugees and their families, and emerging good practices, identify for each member state existing unilateral measures of social protection and propose policy options for extending social protection to migrant workers and their families. Such options should address the needs of specific groups of migrant workers including domestic workers, seasonal agricultural migrant workers, migrant workers in an irregular situation and migrants working in the informal economy.

5. Required qualifications

  • At least 10 years of proven experience in the field of social insurance, social security and social protection;
  • At least five years of proven experience in drafting legal texts regarding international coordination of social security schemes through multilateral and/or bilateral agreements;
  • Proven experience in managing multi country research activities and providing consultancy services in the field of migration, social security and extending social security for migrant workers;
  • Sound knowledge/experience of social security systems in the Africa region in general and the IGAD region in particular is an added advantage.
  • Excellent report writing skills and ability to communicate effectively both orally and in writing;
  • Excellent knowledge and understanding about labour migration dynamics in the IGAD region;
  • Good computer application skills including use zoom, skype, Microsoft teams and other teleconferencing applications, and tools;
  • Experience in working with UN agencies and multilateral organizations and institutions such as AU, IGAD and other Regional Economic Communities (RECs)

6. Deliverables

  • Inception report: the consultant will submit an inception report explaining his/her understanding of the assignment, outline of the report and work plan for review and comments by ILO, IGAD and other relevant stakeholders
  • Draft Assessment report: the consultant will submit a draft assessment report for review and comments of the ILO, IGAD and other stakeholders
  • Revised draft report: the consultant will submit a revised draft report incorporating comments and inputs;
  • Present the draft findings in a regional workshop: the consultant will present the revised draft report and serve as a resource person in the regional workshop that will be organized by ILO and IGAD
  • Revised final draft report: the consultant will submit a final revised version of the report incorporating comments and inputs from the workshop.

7. Management Arrangements

The consultant will work under the direct supervision of the Chief Technical Advisor of the FMPT project and receive technical guidance from DWT social protection specialists covering the IGAD region, ILO Labour migration Branch (MIGRANT) and Social protection Department (SOCPRO) in Geneva.

8. Time frame

The assignment is expected to be completed in four months period from the signing of the agreement.

[1] ILO Guide on “Extending social protection to migrant workers, refugees and their families” (ILO, 2021 forthcoming).

[2] ECOWAS: A Capacity Building toolkit, available at: https://www.itcilo.org/en/areas-of-expertise/labour-migration/ecowas

Social Protection for Migrant Workers and their families in ECOWAS States — Popular version. The ECOWAS General Convention on Social Security, available at: https://www.ilo.org/wcmsp5/groups/public/—africa/documents/publication/wcms_714335.pdf

How to apply:

  • Interested applicants should submit their technical and financial proposal in a separate email with the subject to “**application: Baseline study on extending social protection for migrant workers – Technical Proposal**” and “**application: Baseline study on extending social protection for migrant workers – financial Proposal**” to: fmpt@ilo.org latest by 13 August 2021, 5:00 pm East Africa time.
  • The proposal and all correspondences and documents related to the proposal shall be written in English;
  • All prices should be submitted in USD. If a proposal is submitted in a currency other than USD, the ILO will convert all prices in to USD using the UN official exchange rate at the date of application to facilitate comparison and evaluation

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Consultant – Cooperative’s Assessment and Strategy Development (STREAM Program) – South Sudan

 Finanzas, FULL TIME, Marketing, Recursos Humanos  Comments Off on Consultant – Cooperative’s Assessment and Strategy Development (STREAM Program) – South Sudan
Jul 292021
 

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Country: South Sudan
Organization: Mercy Corps
Closing date: 1 Aug 2021

About Mercy Corps

Mercy Corps is a leading global organization powered by the belief that a better world is possible. In disaster, in hardship, in more than 40 countries around the world, we partner to put bold solutions into action — helping people triumph over adversity and build stronger communities from within. Now, and for the future. Mercy Corps began programming in Sudan in 1985, and has been operating in states of what is now South Sudan since 2005; Operations have continued since the independence of South Sudan in 2011. We have been working to meet people’s immediate needs, and with communities, to build local capacity and promote economic development, especially with the eruption of violence in December 2013. Mercy Corps South Sudan works aims at addressing a number of interrelated needs within a range of activities including livelihoods, peace building, agriculture, water and sanitation, health and nutrition, financial access and economic development. Mercy Corps applies a broad and integrated approach to address challenges to product and service availability, access and utilization among communities of intervention to integrate targeted assistance for the immediate needs of critically vulnerable populations with a larger strategic focus on market facilitation that promotes long-term systemic change while working through strategic partnerships to realize scale and impact of programs.

Purpose / Project Description

Mercy Corps South Sudan with funding from the Swiss Agency for Development and Cooperation is implementing the Strengthening Resilience in Agriculture, Livelihoods and Markets through Local Institutions in Mundri and Koch (STREAM) with the overall objective of improving food security of 6,350 households through enhanced gender equitable market access and increased agricultural production and off farm and non-farm livelihood opportunities. Western Equatorial in South Sudan has previously been a food basket and has the potential for the accelerated production and feeding the nation, unfortunately due to the years of disruptions due to the social, economic, political and more recently the health implications from COVID-19 have hampered production capacity and supply chains. Needless to say, at the household level, production capacity, skills and technologies and level of aggregation have completely been hampered.

In mobilizing and strengthening the capacity of the producers in various value chains to be selected, the STREAM project has taken on the Cooperative model as an anchor institution for diffusing knowledge, skills, organizing and aggregating farmer potential in these areas. The STREAM project believes that the Cooperatives do provide a huge potential for accelerating and engagement with smallholder farmers at scale while leveraging opportunities for markets and its potential growth especially in increasing yield, incomes and strengthening market systems in these areas.

Mercy Corps will be leading efforts on identifying and strengthening various value chain market systems opportunities between these communities in ways that are mutually beneficial and reinforcing opportunities for social economic inclusion and stimulation of the local economy. The first component of the consultancy should focus on assessing and analyzing the capacity and gaps of cooperatives while at the same time understanding key functions that are critical in ensuring that the cooperatives remain functional. The second part of the consultancy should focus on developing

Consultant Objectives

The consultancy will focus on assessing the current structure of existing and new cooperatives in Mundri and Koch areas of the project to focus on strengthening their capacity through clearly understanding the structures and opportunities for cooperatives while at the same time exploring this information to develop a cohesive vision for increasing their performance. This assignment will involve developing very concrete ideas on how to work with cooperatives and what opportunities are available. It’s prudent that in creating these opportunities, a well thought out and tailored capacity tools are developed with a Training of Trainee’s (ToT) provided to key stakeholders within the STREAM project in Mundri and Koch in Western Equatorial.

Consultant Activities

· Overview and secondary literature review and current state analysis of South Sudan cooperative operation/context especially in Western Equatorial.

· Identify appropriate cooperative approaches that facilitates an inclusive environment for surrounding Bomas to benefit from the Payam level cooperative.

· Develop key tools to revive cooperatives including key business plans and financial projections for profitability that cooperatives can work towards including activities in agricultural production, marketing, processing of agricultural products, provision of inputs, sharing of machinery and how the cooperatives can support in service provision to the surrounding vulnerable farmers.

· Identify key support areas for sustainability of the cooperatives. It’s prudent that recommendations are grounded on cutting edge ideas not business as usual. The STREAM project greatly appreciates the Markets system Development approach a framework for sustainability especially on the “who does” and “who pays” vision framing.

· Develop training manuals for cooperatives and deliver a ToT training for staffs and CAD officials supporting cooperative development.

· Review the Cooperative/producer groups viability tool and support its development and use in applications such as tableau application or any other recommended application.

· Identification of opportunities that can be explored by the cooperative that are relevant to their growth

· Match current constraints within the program with other opportunities linking with smallholder farmers and out growers. The current constraints should be linked with opportunities within the chains selected by the STREAM project.

3. Activity plan

  • Secondary literature review of Cooperative structure and STREAM project vision and opportunities for Cooperatives in the project areas. 3 days with Inception report on current structure of Cooperatives developed.
  • Research plans and tools which includes key processes, tools and plans for cooperatives assessment with tools concluded in two days.
  • Cooperative assessment to best understand their capacity, constraints and opportunities. This should include links to STREAM project identified value chain opportunities+ draft analysis and report (including presentation of draft findings to STREAM project team for eight days
  • Capacity development tools and documents for engaging with cooperatives developed based/tailored from the assessment findings, these tools should be used for delivering a ToT to key program and stakeholders for three days.
  • Cooperatives strengthening ToT delivered to key project staff, cooperative leaders and County Agricultural Department officials. Conducted in two days.
  • Viability and monitoring tools for cooperatives developed, shared and approved by STREAM project team completed in two days
  • Conduct intervention design and planning workshop for Cooperative with tools and report on design developed. Three days of including workshop and design report.
  • Write final report to be completed in two days.

Consultant Deliverables

Cooperative’s assessment report (25-30 pages each max)

The consultant with support from the STREAM project will be required to develop and shared detailed cooperative assessment with clear indications of what the current state of cooperatives with understanding of their capacities, constraints and incentives with links to the key value chains identified within the STREAM project. The report should have some of the following features if possible:

  • Background & Purpose
  • Methodology
  • Selection of market systems
  • Cooperative group structure
  • Cooperative management
  • Current production and marketing structure
  • Market Systems Map and donuts for the cooperative structure and functions they interact with – Graphic and Narrative

  • The overall ‘map’ of the market systems including the main functions and flows of value and information

  • The key ‘supporting functions in in the cooperative systems that supports its viability

  • Volumes and Prices for current and potential cooperative capacity to break even

  • Constraints

  • Trade Flows with cooperatives in relation to some of the key value chains identified – Graphic and Narrative

  • Margins Analysis for productivity and profitability of Cooperatives

  • Seasonal Calendar – Graphic and Narrative

  • Business Enabling Environment for Cooperatives

  • The key formal rules –policies, standards, regulations etc – and informal rules (incentives) shaping the behavior of players.

  • Environmental links to key markets

  • Gender and the market selected and their interaction with cooperatives

  • Opportunities, Challenges, Constraints within Cooperatives

  • SWOT Matrix

  • Key factors driving changes in the systems

  • Recommendations and suggested interventions

Cooperative viability tools

Building from the cooperative assessment report, the consultant will be required to develop a key viability functions for cooperatives and this could include access to inputs, markets, management and legality etc. and how to measure that over that. This tool will be used to constantly measure the performance and growth of each of the cooperatives, the viability tool should focus on increasing self-reliance and sustainability of the cooperatives without additional support in the future.

Cooperative ToT

Based on tools developed for strengthening the capacities of cooperatives, it’s prudent that the consultant does provide a training of trainers for key STREAM staff to enable them to perform their function of strengthening capacity of cooperatives will be critical. The ToT should be comprehensive and should cover the growth cycle of the cooperatives and aligned to project management.

Timeframe

Due dates will be finalized in the workplan upon approval by Mercy Corps. The anticipated LOE for this assignment is 20-25 days. This consultancy is therefore scheduled to start in August 2021.

The Consultant will report to: STREAM Program Manager.

The Consultant will work closely with:

Other Mercy Corps South Sudan staff, its technical support unit and other members of the STREAM consortium

Required Skills and Experience

· Minimum 5 years’ experience in Agribusiness, Agricultural economics including implementing and advising programs and strong experience working with the Agricultural cooperatives and the private sector

· Strong experience in conducting Cooperative assessment, Cooperative management tools, Cooperative capacity strengthening and monitoring tools innovative and feasible intervention designs for Agricultural cooperatives in South Sudan.

· Experience in leading workshops and collaborating with a wide network of stakeholders

· Strong communication and writing skill

· Experience in delivering facilitative training of trainee’s capacity initiative

Diversity, Equity & Inclusion

Achieving our mission begins with how we build our team and work together. Through our commitment to enriching our organization with people of different origins, beliefs, backgrounds, and ways of thinking, we are better able to leverage the collective power of our teams and solve the world’s most complex challenges. We strive for a culture of trust and respect, where everyone contributes their perspectives and authentic selves, reaches their potential as individuals and teams, and collaborates to do the best work of their lives.

We recognize that diversity and inclusion is a journey, and we are committed to learning, listening and evolving to become more diverse, equitable and inclusive than we are today.

Equal Employment Opportunity

We are committed to providing an environment of respect and psychological safety where equal employment opportunities are available to all. We do not engage in or tolerate discrimination on the basis of race, color, gender identity, gender expression, religion, age, sexual orientation, national or ethnic origin, disability (including HIV/AIDS status), marital status, military veteran status or any other protected group in the locations where we work.

Safeguarding & Ethics

Mercy Corps team members are expected to support all efforts toward accountability, specifically to our stakeholders and to international standards guiding international relief and development work, while actively engaging communities as equal partners in the design, monitoring and evaluation of our field projects. Team members are expected to conduct themselves in a professional manner and respect local laws, customs and MC’s policies, procedures, and values at all times and in all in-country venues.**

How to apply:

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Closing Date: 11:59pm (UK Time) on Sunday 1 August 2021

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Program Manager South Sudan

 FULL TIME  Comments Off on Program Manager South Sudan
Jul 272021
 

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Country: South Sudan
Organization: HealthNet TPO
Closing date: 19 Aug 2021

JOB TITLE: Program Manager

LOCATION: Terekeka County, South Sudan

START DATE: 1st september 2021**

DURATION: 7 Months with possibility of extension based on availability of funds and performance

BACKGROUND

HealthNet TPO is a knowledge-driven, non-profit international organization established in 1992 that works in areas disrupted by war, disasters and poverty. Working together with local populations, we prioritize rehabilitation and sustainable healthcare development. Our mission is to strengthen communities, help them to regain control and maintain their health and wellbeing – including mental health – while at the same time strengthening national health care systems to ensure health needs are met. Our community interventions engage local people with local knowledge, and we are convinced that even the most vulnerable people have the inner strength to (re) build a better future for themselves. In doing so, we aspire to include and build the capacity of local organizations, communities and authorities. HealthNet TPO has country offices in Afghanistan, Burundi, South Sudan, and in the Netherlands where its main office is located.

HealthNet TPO’s program in South Sudan dates from 1996. The country office is located in Juba, with field offices in Terekeka, Raja, and Nyamlel. With funding from the Health Pooled Fund (HPF), HealthNet TPO is working in collaboration with County Health Departments (CHDs) in the counties of Terekeka, Raja and Aweil North and West to support the provision of essential healthcare service across health facilities and in communities. The main aim of the program is to support the strengthening of health systems and health services delivery for basic primary health care and secondary health care, with a particular focus on improving maternal and child care. In Terekeka County, we are acting as the lead in a consortium with Impact Health Organisation (IHO).

YOUR ROLE

The Program Manager is responsible for overall program cycle management of HPF programming in Terekeka County (Lot 2), including its scope, quality, schedules, risks, and representation at the state and county levels. With technical support from the Senior Public Health Advisor, the Program Manager will be based in Terekeka and will ensure the provision of quality health care services in health facilities and in the communities. This will be done in accordance with accepted guidelines of South Sudan and those provided by HPF within its program. The Program Manager will maintain a close working relationship with the County Health Department and the State Ministry of Health. The Program Manager will identify gaps in health services and take the necessary steps to address those gaps, provide technical oversight to field-based health staff and take accountability in the following areas:

RESPONSIBILITIES

Program Management

· Oversee the implementation of HPF program in Terekeka (Lot 2) and other health programs, ensuring that stated goals and objectives are met, that projects are monitored and evaluated, and that accurate and high quality reports are prepared and submitted on time, while contributing to delivering key performance indicators as required by donors

· Be responsible for close monitoring of local context developments, including security issues

· Participate in assessments, projects design and proposal writing. Prepare work plans, budgets and manage the grants in coordination with Senior Public Health Advisor and Head of Finance and Administration

· Ensure that HPF and other health programs are implemented in accordance with the donor’s program framework and principles: capacity building, partnership and integrated programming, promoting, participation and protecting rights as well as safeguarding

· Prevent and if necessary report and investigate fraud, corruption and misconduct within the HNTPO staff and partners

· Contribute to program quality through mentoring, training, supportive supervisons, QSC and QOC assessments

· Promote a culture of learning and documentation to ensure that field experiences and lessons are documented and used to advocate on behalf of the communities where we work

· Contribute to medical supply chain management, procurement of buffer stock and other commodities that facilitate smooth implementation of program activities

· Ensure program visibility, compliance and deliver key performance indicators and regulations as agreed by the donor

· Be responsible for the overall security of the team and assets in a changeable and volatile security environment, including initiating and organizing evacuation if necessary.

Financial Management

· Work with the Head of Finance and Administration to develop project expenditures and procurement plans. Support the team to implement work plans, ensuring compliance with HealthNet TPO and donor rules

· Review financial reports with health staff on a monthly basis, recommend actions to correct identified problems to finance team

· Recommend grant and budget revisions and realignments based on program needs to the Senior Public Health Advisor and Head of Finance and Administration.

Staff Management

· Manage, supervise and contribute to capacity-building of staff and CHD officials

· Set performance objectives to directly supervised staff and routinely monitor their performance

· Determine personnel needs for field-level activities, and in coordination wih the Senior Public Health Advisor, develop job descriptions and participate in the recruitment and onboarding process of staff in duty station

· Recommend promotions, disciplinary action and termination of health staff through consultation with the Senior Public Health Advisor and Head of Finance and Administration

· Develop and advise on ongoing education programs for supervised staff.

Coordination and representation

· Ensure integrated programming approach with other sectoral work and staff

· Represent HealthNet TPO in different fora in the scope of the duty station

· Represent HealthNet TPO to other health agencies, including the Ministry of Health (MOH), WHO, and non-governmental organizations, as requested by the Senior Public Health Advisor.

Other

· Respond to the program needs of HealthNet TPO team as appropriate and undertake any delegated responsibilities

RELATIONSHIPS

Reports to: Senior Public Health Advisor**

Supervises: Program staff of the duty station

Coordinates with: Finance and Administration, Logistics and Procurement team**

BACKGROUND AND SKILLS

· Health professional (MD, RN or PA, with an MPH is preferred) with strong public health background

· At least three years’ experience in coordinating and managing health programs in developing countries. Preference is given for candidates with previous experience in South Sudan and under HPF programming

· Background in situation analysis, health assessments and health program cycle management, including the utilization of tools such as the Logical Framework and Theory of Change

· Strong ability to support and build the capacity of national team and government staff

· Experience supervising multi-national staff in a complex and sometimes challenging setting

· Excellent oral and written communication skills and ability to live and work under pressure in a remote environment

· Experience in grant management and proposal writing is preferred

· Excellent computer skills: MS Word, Excel, Power-point, Epi-Info/SPSS, DHIS 2, Outlook, etc.

· Fluency in English. Arabic language skills or other languages spoken in South Sudan are an advantage.

· Additional qualities: ability to multitask, ability to handle pressure, flexibility, sense of humor.

ADDITIONAL JOB SPECIFICATIONS

· We offer a fair salary ranging between 3000 and 3200 Euros per month and a competitive package including accommodation, living and holiday allowances

· This is a full-time position, based on a 40-hour work week from Mondays to Fridays (8.00 am to 5.00pm (including 1 hour lunch break)**

· This is a non-dependent position

· Willingness and ability to live in a harsh environment with basic facilities

How to apply:

HOW TO APPLY

Interested candidates should send their applications including a cover letter and a detailed CV in English as a single document with contact details of 3 referees to: recruitment@hntpo.org by 19th August 2021. When applying include the following title in the email subject line: Program Manager South Sudan.

Please note that your application should not exceed 5 pages.

NOTE: Due to the urgency to fill this position, applications will be reviewed on rolling basis until the position is filled that this position may be filled before the deadline.

HealthNet TPO provides equal opportunities for employment. Qualified women are strongly encouraged to apply.

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Humanitarian Affairs Officer/Humanitarian Financing Unit (HFU) Manager, P4 (Temporary Job Opening)

 FULL TIME, Ingenieria Sanitaria, Ambiental, Servicio al Cliente  Comments Off on Humanitarian Affairs Officer/Humanitarian Financing Unit (HFU) Manager, P4 (Temporary Job Opening)
Jul 272021
 

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Countries: Nigeria, South Sudan
Organization: UN Office for the Coordination of Humanitarian Affairs
Closing date: 6 Aug 2021

Org. Setting and Reporting

These positions are located in the Offices for the Coordination of Humanitarian Affairs (OCHA) in Maiduguri, Nigeria, and Juba, South Sudan. OCHA is the part of the United Nations Secretariat responsible for bringing together humanitarian actors to ensure a coherent response to emergencies. OCHA’s mission is to mobilize and coordinate effective and principled humanitarian action in partnership with national and international actors in order to alleviate human suffering in disasters and emergencies; advocate the rights of people in need; promote preparedness and prevention and facilitate sustainable solutions.
The Humanitarian Affairs Officer / Pooled Fund Manager will be responsible for the OCHA Humanitarian Financing Unit, providing support to the Humanitarian Coordinator (HC) in overseeing and managing the respective Humanitarian Fund (HF).
The Humanitarian Affairs Officer / Pooled Fund Manager reports to the Deputy Head of OCHA Nigeria or South Sudan Office respectively.

Responsibilities

Within the delegated authority, the Humanitarian Affairs Officer / Pooled Fund Manager and will be responsible for the following duties:
I. Fund Management and Coordination:
• Under the supervision of the Deputy HoO, advise the HC on the management of the respective Humanitarian Fund (HF) and CERF allocations;
• Manage the OCHA Humanitarian Financing Unit (HFU) where the HF is located;
• Manage and oversee fund allocation processes ensuring necessary coordination with relevant counterparts in line with the Terms of Reference and/or allocation guidelines (i.e. Review Committees, Advisory Boards, sector leads; humanitarian organizations; and OCHA);
• Manage the overall administration of the Fund and liaise as necessary with relevant OCHA HQ sections (i.e. OCHA Operations and Advocacy Division (OAD), OCHA Country-based Pooled Fund Section (CBPFS) and OCHA Administrative Services Branch (ASB), OCHA External Relations and Partnerships Section (ERPS).
• Monitor the implementation of Fund allocation strategies as endorsed by the HC, in consultation with OCHA Deputy HoO and HoO, promoting coherence between humanitarian needs and response;
• Lead in policy development, including the review and analysis of humanitarian financing and programming issues at the country level, ensuring proper coordination with the CBPFS;
• Ensure implementation and compliance with policies and standard guidelines in accordance with HC decisions and HQ guidance;
• Ensure proper communication and support during the allocation and other relevant processes to all stakeholders;
• Support fund recipient organisations throughout project life-cycle, promoting compliance with applicable rules in the Fund’s Operational Manual and other relevant governance documents;
• Liaise with contributing donors in and outside the country as necessary;
• Ensure coordination and information exchange with donors to promote coordinated and complementary use of funds (including CERF when appropriate);
• Represent the Fund to stakeholders (NGOs, UN Agencies, donors) and other external actors as required;
II. Financial management:
• Under the supervision and in support of the Deputy Head of Office, advises on financial management related to the Fund;
• Oversee recipient organizations’ compliance with applicable financial rules;
• Ensure that verification activities of fund recipients’ financial oversight are taking place according to the provision stated in the Operational Manual of the Fund;
• Oversee the yearly audits of NGOs and analysis of their results, to ensure compliance with financial rules and regulations and disseminate lessons learned;
III. Compliance and Risk Management:
• Advise the HC and the HoO and DHoO on risk management and risk mitigation;
• Oversee the development, update and implementation of the fund’s risk management framework;
• Ensure that grant agreements and supporting documents are accurate, consistent and in compliance with OCHA’s guidelines and the Fund’s Operating Manual;
• Ensure implementation and compliance with policies and standard guidelines in accordance with HC decisions and HQ guidance;
• Support fund recipient organizations throughout project life-cycle promoting compliance with applicable rules stated;
• Support the audit of the Fund by the Board of Auditors ensuring due consultation with relevant HQ sections;
• Activate, when needed, OCHA’s Standard Operating Procedure (SOP) on Suspected Fraud and Misuse of Funds;
• Activate, when needed, OCHA’s Standard Operating Procedure (SOP) on Response to Concerns of Sexual Exploitation and Abuse involving Implementing Partners of Country- based Pooled Funds.
IV. Monitoring, Reporting and Evaluation:
• Oversee the monitoring of the funded projects to promote the knowledge and appropriate use of the Fund in line with its Terms of Reference; field visits should focus engagement with key actors (e.g. OCHA field staff, fund recipient organizations, local officials, community representatives).
• Ensure compliance with monitoring and reporting requirements in place for the Fund;
• Ensure narrative and financial reporting compliance from the start to the closure of each project in line with the risk management framework;
• Oversee and ensure timely project reporting cycle, including the annual report of the Fund;
• Systematically provide information on project status to the HC, the HoO, donors and relevant governing bodies of the Fund;
• Support the preparation of evaluations, reviews and studies as requested by the HC and governing bodies ensuring due consultation with relevant HQ sections (CBPFS, CERF, APMB);
• Ensure timely upload of all relevant information and data in the Grant Management System (GMS) by the HFU staff, realizing the full potential of the digital Information Management system developed by OCHA pooled funds.
V.Analysis, communications and public information:
•Oversee the development and update periodic analyses of humanitarian financing information, funding trends and requirements, gathering data from all relevant sources;
•Liaise with stakeholders aiming at the largest dissemination of information about the scope, the access and the allocation process of the Fund;
•In collaboration with relevant OCHA Office and OCHA HQ sections ensure appropriate dissemination of information about the Fund through different communication products (i.e. bulletins, feature stories, photographs/videos, websites, CBPF Annual Report etc.);
•Perform other duties as assigned by the OCHA Head of Office.
VI.Donors relations
•Strengthen relationship with current donors to ensure a consistent flow of information and timely reporting on OCHA’s activities and programme requirements;
•Develop key strategic partnerships with new donors to achieve a broader donor base for Country-Based Pooled Fund, the Humanitarian Response Plan and OCHA;
•Conduct and update periodic analyses of humanitarian financing information, funding trends and requirements, gathering data from all relevant sources;
•Support policy development, including the review and analysis of humanitarian issues at the country level, ensuring proper coordination with the Humanitarian Financing and Resource Mobilization Division;
•Ensure coordination and information exchange with other donors aiming to promote coordinated and complementary use of funds (including CERF when appropriate);

Competencies

PROFESSIONALISM: Sound knowledge of and exposure to a range of humanitarian assistance, emergency relief and related humanitarian issues, to include approaches and techniques to address difficult problems; conceptual and strategic analytical capacity and in particular the ability to analyze and articulate the humanitarian and protection dimension of issues which require a coordinated UN response; ability to identify issues and to use sound judgment in applying technical expertise to resolve a wide range of problems; ability to evaluate and integrate information from a variety of sources and assess impact on the humanitarian rights and protection situation in assigned country/area; ability to work under extreme pressure, on occasion in a highly stressful environment (e.g. civil strife, natural disasters and human misery); ability to provide guidance to new/junior staff; take responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work. Proven drafting skills. Knowledge of institutional mandates, policies and guidelines pertaining humanitarian assistance. Knowledge of the UN common system and NGOs, and commonly used computer applications including MS Word and Excel. Takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work.
CLIENT ORIENTATION: Considers all those to whom services are provided to be “clients” and seeks to see things from clients’ point of view; establishes and maintains productive partnerships with clients by gaining their trust and respect; identifies clients’ needs and matches them to appropriate solutions; monitors ongoing developments inside and outside the clients’ environment to keep informed and anticipate problems; keeps clients informed of progress or setbacks in projects; meets timeline for delivery of products or services to client.
TEAMWORK: Works collaboratively with colleagues to achieve organizational goals; solicits input by genuinely valuing others’ ideas and expertise; is willing to learn from others; places team agenda before personal agenda; supports and acts in accordance with final group decision, even when such decisions may not entirely reflect own position; shares credit for team accomplishments and accepts joint responsibility for team shortcomings.

Education

An advanced university degree (Master’s degree or equivalent) in humanitarian or development affairs, social sciences, public administration, international studies, economics or a related field, is required. A first-level university degree in combination with two additional years of qualifying experience may be accepted in lieu of the advanced university degree.

Work Experience

• A minimum of seven years of progressively responsible experience in humanitarian affairs, emergency preparedness, crisis/emergency relief management, rehabilitation, development, project management, budget management, or related area is required.
• Experience in humanitarian emergencies in the field is required.
• Experience in areas of direct and remote project management, project monitoring and evaluation is required.
• Experience in grants management and in the design of logical frameworks, including remote monitoring of humanitarian assistance is desirable.
• Experience in risk management and compliance is desirable.
• Experience working with capacity strengthening initiatives is desirable.
• Experience with the UN common system or equivalent international organization is desirable.
• Experience in the Africa continent is desirable.

Languages

English and French are the working languages of the United Nations Secretariat. For this post, fluency in English is required.

Assessment

Evaluation of qualified candidates may include an assessment exercise which may be followed by a competency-based interview.

Special Notice

The appointment/assignment is for the duration of 364 days, with the possibility of extension, subject to availability of funds and mandate extension. The selected candidate is expected to start as soon as possible.
• Please note that due to the ongoing situation with COVID-19 and the travel restrictions imposed by national authorities, selected candidates may be required to start the assignment/appointment remotely, in agreement with the hiring manager, and until further notice.
• Please note that the appointment/assignment of the successful candidate will be subject to visa issuance.
• A current staff member who holds a fixed-term, permanent or continuing appointment may apply for temporary positions no more than one level above his or her current grade. However, a current staff member who holds an appointment at the G-6 or G-7 level may also apply to temporary positions in the Professional category up to and including the P-3 level, subject to meeting all eligibility and other requirements for the position. A staff member holding a temporary appointment shall be regarded as an external candidate when applying for other positions, and may apply for other temporary positions at any level, subject to section 5.7 below and staff rule 4.16 (b) (ii). Therefore, a staff member holding a temporary appointment in the General Service or related categories may only apply to positions within those categories. For full information on eligibility requirements, please refer to section 5 of ST/AI/2010/4Rev.1 on Temporary Appointments. In its resolution 66/234, the General Assembly further “stressed that the Secretary-General should not recur to the practice of temporarily filling posts in the Professional and higher categories with General Service staff members who have not passed the General Service to Professional category examination other than on an exceptional basis, and requests the Secretary-General to ensure that temporary occupation of such posts by the General Service staff shall not exceed a period of one year, effective 1 January 2013…” Consequently, eligible candidates in the General Service or related categories for temporary job openings in the Professional category that have not passed the competitive examination may be selected only on an exceptional basis endorsed by the Office of Human Resources Management where no other suitable candidate could be identified.
• Upon separation from service, including, but not limited to, expiration or termination of, or resignation from, a fixed-term, continuing or permanent appointment, a former staff member will be ineligible for re-employment on the basis of a temporary appointment for a period of 31 days following the separation. In the case of separation from service on retirement, a former staff member will be ineligible for re-employment for a period of three months following the separation. This equally applies, mutatis mutandis, with respect to a former or current staff member who has held or holds an appointment in another entity applying the United Nations Staff Regulations and Rules and who applies for a temporary position with the Secretariat.
• Retirees above the mandatory age of separation who wish to be considered for the current temporary job opening must indicate the reason for their last separation as “retirement.” Such retirees shall not be employed by the Organization, unless (a) the operational requirements of the Organization cannot be met by staff members who are qualified and available to perform the required functions; and (b) the proposed employment would not adversely affect the career development or redeployment opportunities of other staff members and represents both a cost-effective and operationally sound solution to meet the needs of the service.
• Subject to the funding source of the position, this temporary job opening may be limited to candidates based at the duty station.
• While this temporary assignment may provide the successful applicant with an opportunity to gain new work experience, the selection for this position is for a limited period and has no bearing on the future incumbency of the post. An external candidate selected for this position is bound by the prevailing condition of the staff selection system under ST/AI/2010/3, as amended, and ST/AI/2010/4/Rev.1. A staff member holding a temporary appointment who is recruited in the Professional and above categories on a temporary appointment, and placed on a position authorized for one year or longer may not apply for or be reappointed to his/her current position within six months of the end of his/her current service. This provision does not apply to staff members holding temporary appointments and placed on positions authorized for one year or more in duty stations authorized for peacekeeping operations or special political missions.
• The expression “Internal candidates”, shall mean staff members who have been recruited after a competitive examination under staff rule 4.16 or after the advice of a central review body under staff rule 4.15.
• Please note that candidates will be required to meet the requirements of Article 101, paragraph 3, of the Charter as well as the requirements of the position. The United Nations is committed to the highest standards of efficiency, competence and integrity for all its human resources, including but not limited to respect for international human rights and humanitarian law. Candidates may be subject to screening against these standards, including but not limited to whether they have committed, or are alleged to have committed criminal offences and/or violations of international human rights law and international humanitarian law.
• For information on special post allowance, please refer to ST/AI/1999/17. For more details on the administration of temporary appointments please refer to ST/AI/2010/4/Rev.1.
• The Staff Regulations, Staff Rules and administrative issuances governing staff appointments can be viewed at: http://www.un.org/hr_handbook/English
• Staff members of the United Nations common system organizations who will reach the mandatory age of separation or retirement within the duration of the current temporary need period are not eligible to apply.
• Staff members are not eligible to apply for the current temporary job opening if they are unable to serve the specified duration of temporary need before reaching the mandatory age of separation. Submitting an application or selection for the current temporary job opening does not delay or increase the mandatory age of separation.
IMPORTANT: Candidates found suitable and not selected for the announced duty station, may be selected for deployment to other duty stations. The selection will be for similar functions with similar requirements at the same level.

United Nations Considerations

According to article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity. Candidates will not be considered for employment with the United Nations if they have committed violations of international human rights law, violations of international humanitarian law, sexual exploitation, sexual abuse, or sexual harassment, or if there are reasonable grounds to believe that they have been involved in the commission of any of these acts. The term “sexual exploitation” means any actual or attempted abuse of a position of vulnerability, differential power, or trust, for sexual purposes, including, but not limited to, profiting monetarily, socially or politically from the sexual exploitation of another. The term “sexual abuse” means the actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions. The term “sexual harassment” means any unwelcome conduct of a sexual nature that might reasonably be expected or be perceived to cause offence or humiliation, when such conduct interferes with work, is made a condition of employment or creates an intimidating, hostile or offensive work environment, and when the gravity of the conduct warrants the termination of the perpetrator’s working relationship. Candidates who have committed crimes other than minor traffic offences may not be considered for employment.

Due regard will be paid to the importance of recruiting the staff on as wide a geographical basis as possible. The United Nations places no restrictions on the eligibility of men and women to participate in any capacity and under conditions of equality in its principal and subsidiary organs. The United Nations Secretariat is a non-smoking environment.

The paramount consideration in the appointment, transfer, or promotion of staff shall be the necessity of securing the highest standards of efficiency, competence, and integrity. By accepting an offer of appointment, United Nations staff members are subject to the authority of the Secretary-General and assignment by him or her to any activities or offices of the United Nations in accordance with staff regulation 1.2 (c). In this context, all internationally recruited staff members shall be required to move periodically to discharge new functions within or across duty stations under conditions established by the Secretary-General.

Applicants are urged to follow carefully all instructions available in the online recruitment platform, inspira. For more detailed guidance, applicants may refer to the Manual for the Applicant, which can be accessed by clicking on “Manuals” hyper-link on the upper right side of the inspira account-holder homepage.

The evaluation of applicants will be conducted on the basis of the information submitted in the application according to the evaluation criteria of the job opening and the applicable internal legislations of the United Nations including the Charter of the United Nations, resolutions of the General Assembly, the Staff Regulations and Rules, administrative issuances and guidelines. Applicants must provide complete and accurate information pertaining to their personal profile and qualifications according to the instructions provided in inspira to be considered for the current job opening. No amendment, addition, deletion, revision or modification shall be made to applications that have been submitted. Candidates under serious consideration for selection will be subject to reference checks to verify the information provided in the application.

Job openings advertised on the Careers Portal will be removed at 11:59 p.m. (New York time) on the deadline date.

No Fee

THE UNITED NATIONS DOES NOT CHARGE A FEE AT ANY STAGE OF THE RECRUITMENT PROCESS (APPLICATION, INTERVIEW MEETING, PROCESSING, OR TRAINING). THE UNITED NATIONS DOES NOT CONCERN ITSELF WITH INFORMATION ON APPLICANTS’ BANK ACCOUNTS.

How to apply:

Apply here

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REACH Senior Assessment Officer (Population Movement) for South Sudan

 Finanzas, FULL TIME  Comments Off on REACH Senior Assessment Officer (Population Movement) for South Sudan
Jul 242021
 

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Country: South Sudan
Organization: IMPACT Initiatives
Closing date: 19 Aug 2021

BACKGROUND ON IMPACT AND REACH

IMPACT Initiatives is a humanitarian NGO, based in Geneva, Switzerland. The organisation manages several initiatives, including the REACH Initiative. The IMPACT team comprises specialists in data collection, management and analysis, GIS and remote-sensing. IMPACT was launched at the initiative of ACTED, an international NGO whose headquarter is based in Paris and is present in thirty countries. The two organizations have a strong complementarity formalized in a global partnership, which allows particularly IMPACT to benefit from ACTED’s operational support on its fields of intervention.

REACH was born in 2010 as a joint initiative of two International NGOs (IMPACT Initiatives and ACTED) and the United Nations Institute for Training and Research (UNITAR) Operational Satellite Applications Programme (UNOSAT). REACH’s purpose is to promote and facilitate the development of information products that enhance the humanitarian community’s decision making and planning capacity for

emergency, reconstruction and development contexts, supporting and working within the framework of the humanitarian reform process. REACH facilitates information management for aid actors through three complementary services: (a) need and situation assessments facilitated by REACH teams; (b) situation analysis using satellite imagery; (c) provision of related database and (web)-mapping facilities and expertise.

ACTED is a French humanitarian NGO, founded in 1993, which supports vulnerable populations, affected by humanitarian crises worldwide. ACTED provides continued support to vulnerable communities by ensuring the sustainability of post-crisis interventions and engaging long-term challenges facing our target populations, in order to break the poverty cycle, foster development and reduce vulnerability to disasters. Their interventions seek to cover the multiple aspects of humanitarian and development crises through a multidisciplinary approach which is both global and local, and adapted to each context. Their 3,300 staff is committed in to responding to emergencies worldwide, to supporting recovery and rehabilitation, towards sustainable development.

We are currently looking for a REACH Senior Assessment Officer to support the REACH South Sudan team’s Population Movement and Protection (PMP) Unit.

Department: REACH South Sudan

Position: REACH Senior Assessment Officer Population Movement

Contract duration: 12 months

Starting Date: September 2021

Location: Juba, South Sudan but with approximately 25% of the time in field settings

COUNTRY PROFILE

IMPACT, through REACH, has been implementing programming in South Sudan since 2012. Responding to the Sudan Border Crisis, REACH initially engaged through coordinated information management support

– in the form of refugee camp mapping and service provision analyses, thematic assessments, and multi- sectorial needs assessments – in Maban County, Upper Nile State and Pariang County, Unity State. IMPACT was engaged by DFID to provide a series of impact evaluations of their BRACE programming across Greater Bahr el Ghazal and Upper Nile States in 2013; a programme with run for two years, included 5 total assessments, and touched a total of more than 20,000 households. Immediately following the conflict of December 2013, REACH expanded its programming to include the IDP response, participating in Initial Rapid Needs Assessments of conflict affected areas, providing mapping and monthly service provision analyses for major IDP sites around the country, and running large-scale IDP return intentions assessments.

The year 2018 saw the expansions of both IMPACT and REACH programming to 10 of 10 states, spanning the refugee, IDP and development responses, and covering diverse activities such as cross-border port monitoring, assessments of hard to reach areas, flood mapping and vulnerability analysis, market monitoring and supply chain analysis, analysis of tensions and conflicts over access to natural resources, and third party monitoring of humanitarian and development programming. In 2019, REACH expanded its role within the technical space, increasing involvement in Integrated Phase Classification (IPC), Needs Analysis Working Group, UN technical agencies, and academics. In response, REACH has also expanded into multiple new research cycle streams outside of its traditional Area of Knowledge approach – including sector specific, population movement, and AAP research.

Broadly, REACH South Sudan implements assessments across three core units:

· Monitoring of the humanitarian situation (HSM) in South Sudan, through monthly Area of Knowledge (AoK) assessments covering over 2,000 settlements in South Sudan, conducting an annual representative Multi Sector Needs Assessment to provide a snapshot of needs, and ad hoc rapid assessments in times of sudden escalations in conflict or natural disasters.

· Monitoring population movement trends in South Sudan, including tracking and analyzing large- scale displacement, returns and seasonal movements, through port and road monitoring, ad-hoc assessments, and a population movement baseline; assessing the perceptions of affected populations of the humanitarian response; engaging with the protection cluster in identifying and filling major information gaps; and mainstreaming a context sensitive approach within REACH South Sudan.

· Providing direct technical support to humanitarian clusters through active engagement with coordination bodies, dedicated assessments and information products, and strategic engagement to promote innovative methods towards understanding sector-related needs in South Sudan.

POSITION PROFILE

REACH South Sudan is seeking a Senior Assessment Officer (SAO) to serve as the focal point for the Population Movement pillar within the PMP unit, which aims to inform the wider humanitarian response with

relevant information on and analysis of displacement, mobility restrictions, and returns pertaining to South Sudan. In this role, with the support of the Population Movement Assessment Officer (AO), the SAO will be responsible for overseeing all work streams under the population movement pillar, including ad hoc displacement assessments, quarterly population movement factsheets, ongoing movement tracking and a trial early warning system for severe displacement, and flow/“Port and Road” monitoring at select locations. They will also be responsible for some elements of the PMP Unit’s pilot durable solutions work stream, including anArea-based Assessment (ABA) in a location of high returns. The SAO will work under the PMP Unit Research Manager (RM), and will manage the Population Movement AO.

RESPONSIBILITIES

1. Work streams

The Senior Assessment Officer is responsible for the following work streams under the Population Movement Pillar. This entails responsibility for each stage of the research cycle and timely and accurate reporting to IMPACT HQ.

· Port and Road Monitoring (PRM). The SAO will serve as focal point for the PRM work stream, including adjusting PRM tool as necessary and carrying out monthly review and coordination tasks or overseeing the Population Movement AO in doing so.

· The Population Movement Baseline (PMB). As focal point of the PMB, the SAO will review PMB updates on a monthly basis and coordinates with the Emergency Sectors Unit to feed monthly PMB data into the Shocks Monitoring Index (SMI).

· The Major Displacement Proxy Early Warning Mechanism (EWM). As the PMP unit focal point for the EWM, the SAO will conduct monthly analysis and dissemination of “alert counties” at risk of major displacement.

· Area Based Assessments (ABAs). The SAO will be the focal point of the pilot ABA work stream in the PMP unit. Under the supervision of the PMP Research Manager, one ABA will be conducted using a mixed-methods approach in a location experiencing high numbers of returns (by June end 2022).

The SAO will also oversee the following work streams of which the Population Movement AO is focal point:

· The Population Movement Factsheet (quarterly)

· The Reported Movement Tracker or the RMT (to be reviewed quarterly at a minimum)

In addition, the SAO will also conduct or participate in ad hoc field assessments on displacement and mobility restriction to address information gaps relevant to response priorities, including at minimum 1 field assessment by March 2022. This includes research design, logistical planning, data collection and analysis, information product development and product dissemination.

2. Cross-unit engagement and support

The SAO will serve as focal point for understanding of major population movement and displacement trends, dynamics, and best practices for analysis with the REACH mission in South Sudan. This includes:

· Consultation on displacement triggers, indicators, dynamics, and best practices for other REACH work streams, including the Early Rapid Response Mechanism and the Needs Analysis Working Group.

· Monitoring of trends in displacement and response-relevant population movement across South Sudan, including ad hoc information gathering on emerging trends.

3. External engagement

The SAO will represent the REACH mission in South Sudan in relation to population movement and displacement issues to identify information gaps relating to displacement and work with external actors to fill these gaps. This will include maintaining external engagement with:

· Intersecting clusters such as CCCM, including attendance of monthly and ad hoc CCCM meetings, and possible engagement with other intersecting entities such as the Housing, Land, and Property Technical Working Group and the Protection Cluster.

· Key population movement partners such as IOM-DTM.

The SAO will also work closely with the PMP RM to support Durable Solutions actors methodologically along with data and analysis for advocacy purposes.

4. HR

The SAO will act as line manager for the Population Movement AO, including maintaining appropriate level of oversight and AO capacity-building, conducting appraisals, and conducting regular check-ins on progress against intended outcomes.

5. Other

The SAO will support the PMP Research Manager in the development or revision of unit/work stream strategies, reports; with project development (including proposals and donor reporting) and with other tasks falling within their functions as requested.

REQUIREMENTS

· A good sense of humour about bugs and bucket showers required;

· Excellent academic qualifications, including a Master degree in relevant discipline (international studies, development, humanitarian response, political science, monitoring and evaluation, etc.);

· At least 3 years’ experience working in humanitarian settings required;

· Technical knowledge of or experience in areas related to displacement/forced migration, durable solutions, etc. highly desirable;

· Excellent analytical skills, including experience with both qualitative and quantitative analysis, required;

· Excellent communication and drafting skills for effective reporting required;

· Previous experience with InDesign and/or Illustrator an asset;

· Ability to implement qualitative assessments remotely or in field settings required;

· Ability to operate in a cross-cultural environment requiring flexibility required;

· Prior knowledge of the region an asset;

· Proven knowledge of Microsoft Suite, including Excel and PowerPoint, required;

· Experience with SPSS an asset;

· Fluency in English required;

· High level of autonomy and willingness to spend time in deep field locations away from IMPACT/ ACTED support required;

· Ability to multitask with tight deadlines, on numerous research cycles required; and,

· Ability to work independently required.

CONDITIONS

· Salary defined by the IMPACT salary grid; educational level, expertise, hardship, security, and performance are considered for pay bonus

· Additional monthly living allowance

· Free lodging provided at the organisation’s guesthouse or housing allowance (depending on contract length and country of assignment)

· Transportation costs covered, including additional return ticket + luggage allowance

Provision of medical, life, and repatriation insurance + retirement package

How to apply:

Kindly submit to the following link: REACH Senior Assessment Officer (Population Movement) | Impact (impact-initiatives.org)

In case you encounter challenges using the application form, please contact us via jobs@impact-initiatives.org

click here for more details and apply

Deputy Director – Programs

 FULL TIME, Informatica, Sistemas, Internet  Comments Off on Deputy Director – Programs
Jul 232021
 

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Country: South Sudan
Organization: International Rescue Committee
Closing date: 20 Oct 2021

As a member of the Country Program Senior Management Team, the Deputy Director of Programs (DDP) provides overall leadership in the development, management, oversees the implementation of the Strategic Action Plan (SAP), and manages growth of IRC’s programming portfolio in South Sudan, with particular emphasis on responsiveness to clients’ needs, program quality and impact. The DDP will ensure that capacity building of national non-governmental partners is prioritized as part of IRC South Sudan long term strategy.

In close coordination with the Country Director, the DDP will build and sustain strong donor relationships, ensuring a diverse and sustainable portfolio that adequately covers funding needs across all program sectors of the Country Program.

Based in Juba, South Sudan, the DDP will have dual reporting to the Country Director and the Deputy Regional Director (DRD). The DDP directly supervises Technical Coordinators (TC) who are responsible for proposal development, program quality and grants management. This position has close working relationships with the Deputy Diretor of Operations (DDO), the Deputy Director for Finance (DDF), the HR Coordinator as well as field-based staff. The DDP position in South Sudan is unaccompanied and requires extensive in-country and occasional regional travel.

Key areas of accountability

1. Program Strategy, Design and Fundraising

• Provide leadership in the design and implementation of the South Sudan Program Strategic Action Plan (SAP).

• Ensure together with TCs, and HQ-based Technical Unit staff, that project design reflects IRC program quality standards and industry best practices.

• Implement South Sudan’s Partnership Strategy, ensuring more sustainable long term programming that allows for capacity strengthening of a variety of local and national institutions in line with the Grand Bargain Agreement.

• Lead efforts for sustainable program growth, proactively identifying opportunities for new programming initiatives and emphasizing multi-year funding to support them.

• Provide leadership support to the program and grants teams to develop competitive, evidence-based and cost-effective funding applications.

• Provide guidance, strategies and tools to ensure that programming choices are based on needs assessment findings (primary & secondary data) and analysis, input from communities, a thorough understanding of context, technical best practices, and operational viability.

• Formulate integrated programming initiatives so that technical sectors complement each other and promote mainstreaming of protection principles, diversity and gender-responsive approaches.

2. Program Management – Implementation, Monitoring and Evaluation

• Provide overall leadership and management of IRC South Sudan’s program portfolio, ensuring strategically coherent program direction, well-managed growth, and compliance with IRC and donor regulations.

• Continually seek out ways to build the capacities of program team members, individually and collectively.

• Ensure that regular and meaningful Program Cycle Management meetings are held for each grant and all issues requiring management decisions are flagged in a timely manner for resolution.

• Ensure that detailed, realistic and feasible project implementation plans are developed, and modified as needed, in collaboration with the Deputy Director of Operations (DDO) and Field Coordinators.

• Regularly travel to the field to visit projects and regularly review progress against indicators.

• Coordinate with other members of SMT on appropriate management, compliance and performance standards, as well as effective systems for budget management, knowledge management and risk management.

• Put accountability mechanisms in place for client feedback.

• Support program staff to collect, document and disseminate lessons learned and best practices, incorporating these into new project designs.

• With programming staff, develop effective and appropriate M&E plans, including methodologies and tools to strengthen the quality of data collection, analysis and reporting.

• Review M&E and accountability data with program staff to identify and address areas for operational improvement.

3. Grant Financial Management

• In coordination with finance and operations, oversee grants to ensure compliance with donor requirements.

• In collaboration with finance and operations, contribute to the development and periodic reforecasting of the annual operating budget.

• In collaboration with the DDO and DDF, ensure that program staff are well trained to properly manage project budgets.

• Meet with program, grants, operations and finance staff regularly to review budget spending reports.

• Mitigate risk by collaborating with the Finance Department to ensure that program staff fully understand financial and administrative processes involved in project budget cycles.

• Ensure that risks limiting achievement of objectives are reported and rapidly addressed.

4. Staff Management and Development

• Create a supervisory environment focused on the achievement of team and individual results that emphasizes the importance of learning, productivity, accountability and openness.

• Communicate regularly with staff and promote positive conflict resolution among team members.

• Provide guidance and supervision to Technical Coordinators and the Grants team; discuss job expectations, set objectives, provide regular, timely and thoughtful coaching, feedback on expectations, performance assessment, and professional development for all direct reports, while making sure that they do the same for their direct reports.

• Build capacities of program staff in key project management principles, tools and approaches and ensure that these new skills are utilized on the job.

• Manage recruitment, hiring and development of high-performing national staff to assume greater levels of responsibility.

• Provide leadership support for the successful implementation of and adherence to the IRC Global HR Operating Policies and Procedures.

• Lead with commitment, integrity and accountability to the “IRC Way” – Global Standards for Professional Conduct.

• Promote constructive, collegial teamwork between program and operations staff.

5. Representation and Communication

• Enhance IRC South Sudan’s profile among relevant stakeholders: donors, national and local government partners, international and national NGOs, etc.

• Act as the focal point for program-related communication between IRC country programs in the region and global offices.

• Oversee programmatic inputs to advocacy efforts both in-country and globally

Requirements

• Education: Advanced degree in international relations, development studies or relevant discipline

• Must have at least six years of international management experience, including technical staff supervision.

• Must be experienced in the development of sustainable approaches to programming through local and national partners.

• Demonstrated success managing programs with 800+ employees in multiple locations within the region or global environment required.

• Strong experience is required in the management of humanitarian and recovery projects, including specific skill in people management, program budget management, project cycle management and donor relations (proposal negotiation, reporting, and donor compliance).

• Excellent written and verbal skills in the English language

• Experience managing programs financed by US government agencies, USAID/OFDA, DFID, EU, UN, foundations and private donors a must, with previous experience in competitive RFA/P environments a plus.

• Proven ability to manage a wide variety of projects to completion on time, within budget, and with the anticipated results.

• Demonstrated successful leadership experience with a multi-disciplinary team in a cross-cultural setting, including active mentoring and coaching.

• Extensive experience with monitoring and evaluation tools and systems for complex programs

Key Competencies:

• Must be comfortable in being a proactive member of the senior management team. Must have a validated track-record of proactively identifying and communicating potential problems and proposing solutions.

• Must be able to function effectively in a complex work environment, setting appropriate priorities and handle competing priorities and pressure

• Ability to carry out responsibilities independently with minimal technical support

• Must have excellent interpersonal communication skills and professional patience and be able to interact, partner and thrive in a diverse emergency environment

• Committed to staff training and development and effective at facilitation

• Be responsive to needs expressed by programs, finance and operations staff as well as by implementing partners

Working environment:

Security level: Orange. The situation in the country is generally calm but can be tense and unpredictable; concerns include criminality, presence of armed troops, and looting.

The position is based in Juba and is unaccompanied. Lodging is a private bedroom in a shared IRC guest house – with electricity, internet and cable TV. Food is the individual’s responsibility. Field office housing is more basic, i.e. in traditional huts or tents with separate shared latrines and showers.

The IRC workers must adhere to the values and principles outlined in IRC Way – Standards for Professional Conduct. These are Equality, Integrity, Service, and Accountability. In adherence to these values, the IRC implements and policies on Beneficiary Protection from Exploitation and Abuse, Safeguarding, Harassment Free Workplace, Fiscal Integrity, and Anti-Retaliation, among others.

All IRC Staff are expected to behave respectfully at all times, and to be able to work with a diverse workforce without discriminating anyone on the basis of their race, ethnicity, gender, sexual orientation, socio-economic background, origin, religion or beliefs and other aspects of identity.

How to apply:

https://rescue.csod.com/ux/ats/careersite/1/home/requisition/19122?c=rescue

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Duty of Care Framework Development

 FULL TIME, Recursos Humanos  Comments Off on Duty of Care Framework Development
Jul 222021
 

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Countries: Central African Republic, Democratic Republic of the Congo, South Sudan, United States of America
Organization: Invisible Children
Closing date: 30 Jul 2021

1. Background

Invisible Children is an international non-governmental organization working to prevent violent conflict and build safer lives. It is based in Washington, D.C. with offices in the Democratic Republic of Congo, The Central African Republic and South Sudan and works with civil society, international organizations, and especially with central African communities directly affected by armed group violence to develop locally led violence prevention strategies, reunite families affected by conflict, and provide world-class conflict analysis.

In our country programs we work in partnership with local organizations to support vulnerable population (women, youth and community groups) in their efforts to build peace and respond to the impact of the war, by identifying and addressing safety and peace-building needs that are specific to different communities. Invisible Children is particularly focused on understanding and addressing the relationships between gender, peace and security across a range of contexts to inform peacebuilding policy and programming.

Invisible Children and our partners often work with highly vulnerable individuals and therefore it is essential that staff and partner capacity is backed up by a strong duty of care framework) that could be caused through the delivery of programs or interventions.

In order to ensure we are meeting our due diligence toward Invisible Children and partner staff, as well as project participants in the communities in which we work, Invisible Children is seeking to develop a duty of care framework to enable us to integrate safety and security consistently in our approach and ways of working.

2. Objectives of the assignment

· To produce a Duty of Care framework which enables Invisible Children to address safety and security coupled with early assessment of risks associated with different environments allows for the development of appropriate safety and security measures.

· Produce a package that integrates security awareness and preparedness into global operations and project implementation. The pack should include a manual that can be used both internally and externally by staff and partners with minimal adaptation for context.

· To produce a ToT training pack and facilitator’s manual to be used by Security focal points in country offices.

· To provide to the staff with an overview of safety and security, the framework used for assessing risk, guidance for planning appropriate security and managing risks, and specific resources available to assist in the process.

· include information about situations staff might encounter and guidelines and best practices for managing risk on topics ranging from site selection to natural disasters to travel security (most likely DRC, CAR, Sudan and South Sudan).

3. Tasks

Based on the consultants’ experience, knowledge of best practices, and the sector’s new guidance and requirements, the consultant(s) will:

· Conduct a desk review of current safety and security and related policies, mechanisms and training materials and advise Invisible Children on areas for improvement to its current policies and guidelines.

· Gather information (via documents or interviews with country and HQ staff and partners) to understand our model of working, contexts and type of work we support.

· Develop a duty of care framework and training pack manual that can be used for staff and partners with minimal adaptation for context (including a facilitator’s guide, power point slides, case studies for discussion, etc.)

· Produce a ToT training pack and manual for security focal points in country offices (including how to conduct training for adult learners, areas where contextual adaptation is key and tips on adaptation).

· Lead in the development of recommended plans and guidelines for handling safety and security matters.

· Develop a final report with recommendations on staff and partner training frequency, refresher training, and further capacity development that may be needed based on observations and field visits.

4. Timeframe

The deliverables should be completed by September 10, 2021. Below is a tentative timeline highlighting the ideal time requirements, excluding travel time, however alternative time requirements can be proposed with justification.

Approximate time requirement

Activity

0.5 day

Initial briefing meeting with Invisible Children

1 day

Reading Invisible Children’s policies and the sector’s existing guidance, documentation and resources, as well as interviews with key staff and reading of key documents to understand our working models, type of programming we support and contexts in which we work.

1 day

Interviewing staff and partners in country 1

1 day

Interviewing staff and partners in country 2

10 days

Developing Duty of care framework, policies and training package

0.5 day

Feedback meeting with Invisible Children.

5. Confidentiality and authorship

Invisible Children will have exclusive ownership of all information generated by this consultancy. The consultant(s) may pass the information on to other parties in specific instances if Invisible Children agrees to this in advance. The consultant(s) will treat as confidential all information provided by Invisible Children about its work as part of this consultancy.

6. Management of consultant

The consultant(s) will work under the supervision of the Global Director of Operations and Compliance.

7. Person Specification Essential

· Availability for an estimated 15 days in August – September 2021.

· Experience working on situational Awareness, Safety and Security Guidance, In-country Security Management Plan, In-country Emergency Action Plan, In-country Monitoring and Briefings; Extreme-risk Country Pre-deployment Consultation in development and conflict-affected settings.

· Experience of supporting the strengthening of staff/partners’ capacities on security and safety and developing training packages.

· Excellent grasp of current best practices in terms of solutions for the humanitarian aid and development community.

· Experience in both home office and field-based leaders, as well as staff and support staff to build the knowledge and skills needed to meet duty of care, capacity building, and organizational resiliency and crisis management needs.

· Ability to write succinct, high-quality training manuals in excellent English to a tight deadline.

How to apply:

Interested candidates should submit:

· A short (maximum 5 pages) expression of interest outlining relevant experience and suitability for the consultancy and the methodology the consultant(s) would use for the assignment.

· CV

· Contact details for two referees

· An indicative budget covering daily rate(s) in US dollars.

Applications from a team of consultants are also welcome.

The above should be sent to jobs@invisiblechildren.com. **
The closing date for applications is July 30, 2021.**

click here for more details and apply

Safeguarding Framework Development

 FULL TIME, Informatica, Recursos Humanos  Comments Off on Safeguarding Framework Development
Jul 222021
 

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Countries: Central African Republic, Democratic Republic of the Congo, South Sudan, United States of America
Organization: Invisible Children
Closing date: 30 Jul 2021

1. Background

Invisible Children is an international non-governmental organization working to prevent violent conflict and build safer lives. It is based in Washington, D.C. with offices in the Democratic Republic of Congo, The Central African Republic and South Sudan and works with civil society, international organizations, and especially with central African communities directly affected by armed group violence to develop locally led violence prevention strategies, reunite families affected by conflict, and provide world-class conflict analysis.

In our country programmes we work in partnership with local organizations to support vulnerable population (women, youth and community groups) in their efforts to build peace and respond to the impact of the war, by identifying and addressing safety and peace-building needs that are specific to different communities. Invisible Children is particularly focused on understanding and addressing the relationships between gender, peace and security across a range of contexts to inform peacebuilding policy and programming.

Invisible Children and our partners often work with highly vulnerable individuals and therefore it is essential that staff and partner capacity is strengthened to safeguard against harm (intentional or non-intentional) that could be caused through the delivery of programmes or interventions.

In order to ensure we are meeting our duty of care toward Invisible Children and partner staff, as well as project participants in the communities in which we work, Invisible Children is seeking to develop a safeguarding framework to enable us to integrate safeguarding consistently in our approach and ways of working.

2. Objectives of the assignment

· To produce a Safeguarding framework which enables Invisible Children to address power dynamics and gender within our staff and partners in a self-reflective way, in order to change attitudes, build and strengthen a culture that prevents and reduces prevalence of abuse and inform on the consequences of abuse. The pack should include a manual that can be used both internally and externally by staff and partners with minimal adaptation for context.

· To produce a ToT training pack and facilitator’s manual to be used by Safeguarding focal points in country offices.

· To develop contextualized complaint mechanisms for community members and partners in several different contexts (most likely DRC, CAR, Sudan and South Sudan but this will be confirmed prior to commencement) through participatory methods and ensuring partners and stakeholders’ support and involvement.

3. Tasks

Based on the consultants’ experience, knowledge of best practices, and the sector’s new guidance and requirements, the consultant(s) will:

· Conduct a desk review of current safeguarding and related policies, complaint mechanisms and training materials and advise Invisible Children on areas for improvement to its current policies and guidelines.

· Gather information (via documents or interviews with country and HQ staff and partners) to understand our model of working, contexts and type of work we support.

· Develop a safeguarding framework and training pack manual that can be used for staff and partners with minimal adaptation for context (including a facilitator’s guide, power point slides, case studies for discussion, etc.)

· Produce a ToT training pack and manual for safeguarding focal points in country offices (including how to conduct training for adult learners, areas where contextual adaptation is key and tips on adaptation).

· Lead in the development of contextualized complaint mechanisms for community members and partners in a few contexts- most likely DRC, CAR Sudan and South Sudan, which can be adapted to other similar contexts.

· Develop a final report with recommendations on staff and partner training frequency, refresher training, and further capacity development that may be needed based on observations and field visits.

4. Timeframe

The deliverables should be completed by September 10, 2021. Below is a tentative timeline highlighting the ideal time requirements, excluding travel time, however alternative time requirements can be proposed with justification.

Approximate time requirement

Activity

0.5 days

Initial briefing meeting with Invisible Children

3 days

Reading Invisible Children’s policies and the sector’s existing guidance, documentation and resources, as well as interviews with key staff and reading of key documents to understand our working models, type of programming we support and contexts in which we work.

3 days

Interviewing staff and partners in country 1

3 days

Interviewing staff and partners in country 2

10 days

Developing Framework and training package

3 days

Developing complaints mechanism and draft plan for pilot.

0.5 days

Feedback meeting with Invisible Children.

5. Confidentiality and authorship

Invisible Children will have exclusive ownership of all information generated by this consultancy. The consultant(s) may pass the information on to other parties in specific instances if Invisible Children agrees to this in advance. The consultant(s) will treat as confidential all information provided by Invisible Children about its work as part of this consultancy.

6. Management of consultant

The consultant(s) will work under the supervision of the Global Director of Operations and Compliance.

7. Person specification Essential

· Availability for an estimated 23 days in August – September 2021.

· Experience working on child protection or safeguarding, gender, GBV and women’s rights in development and conflict-affected settings.

· Experience of community programming and work in partnership with local organizations to affect change (preferably in conflict affected contexts).

· Experience of supporting the strengthening of staff/partners’ capacities on safeguarding and developing training packages and activities.

· Excellent grasp of current best practices in terms of safeguarding.

· Understanding of safeguarding in the context of conducting research and research- related activities in programs (assessments, etc.).

· Ability to write succinct, high-quality training manuals in excellent English to a tight deadline.

8. Application procedure

Interested candidates should submit:

· A short (maximum 5 pages) expression of interest outlining relevant experience and suitability for the consultancy and the methodology the consultant(s) would use for the assignment.

· CV

· Contact details for two referees

· An indicative budget covering daily rate(s) in US dollars.

Applications from a team of consultants are also welcome.

The above should be sent to jobs@invisiblechildren.com. **
The closing date for applications is July 30, 2021.**

How to apply:

Interested candidates should submit:

· A short (maximum 5 pages) expression of interest outlining relevant experience and suitability for the consultancy and the methodology the consultant(s) would use for the assignment.

· CV

· Contact details for two referees

· An indicative budget covering daily rate(s) in US dollars.

Applications from a team of consultants are also welcome.

The above should be sent to jobs@invisiblechildren.com. **
The closing date for applications is July 30, 2021.**

click here for more details and apply

Safeguarding Specialist

 Administracion, FULL TIME  Comments Off on Safeguarding Specialist
Jul 222021
 

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Country: South Sudan
Organization: Relief International
Closing date: 22 Aug 2021

Position: Safeguarding Specialist

Reports: Country Director with technical reporting line to the Global Safeguarding Manager

Location: Juba – South Sudan, with travel to field offices in country

Duration: 6 months will possible extension

About RI:

Relief International is a leading nonprofit organization working in 20 countries to relieve poverty, ensure well-being and advance dignity. We specialize in fragile settings, responding to natural disasters, humanitarian crises and chronic poverty.

Relief International combines humanitarian and development approaches to provide immediate services while laying the groundwork for long-term impact. Our signature approach — which we call the RI Way—emphasizes local participation, an integration of services, strategic partnerships, and a focus on civic skills. In this way, we empower communities to find, design and implement the solutions that work best for them.

RI believes that gender equality is a basic right for all people, and it is critical to directly address gender-based discrimination and promote gender equality in order to ensure sustainable development.

Position Summary:

As a member of the Senior Manager Team and under the supervision of County Director, the Safeguarding Specialist is responsible for leading the integration of Relief International safeguarding strategy into the country program. The Safeguarding Specialist will have direct liaison and support from the Global Safeguarding Manager based in the GSO team. The Safeguarding Specialist will play a key role in protecting RI staffs, adults in vulnerable situations and children from sexual exploitation, harassment, harm and abuse. They will be instrumental in embedding an organizational culture that is committed to protecting clients from harm.

The Safeguarding Specialist will also complete an annual risk assessment and safeguarding self-audits which maps the internal and external safeguarding risks present in their country, as well as details on legislation, support services etc.

ESSENTIAL RESPONSIBILITIES AND DUTIES

Receive, report and support safeguarding incidents and concerns:

· Receive safeguarding concerns, assess the information to ascertain if immediate assistance is required.

· Report the incident to the GSO via the reporting mechanism.

· Carry out basic fact-finding/fact-checking with oversight from the Global Safeguarding Manager.

  • Where appropriate co-lead on investigations with the Safeguarding Team during investigations
  • Co-chair/lead meetings and/or panels regarding safeguarding incidents and communicate clearly with stakeholders, ensure risk management processes are undertaken, document all actions/decisions
  • Analyze and review reporting trends and themes in investigations in conjunction with the Global Safeguarding Manager

· Map and establish relationships with local support services and agencies to facilitate the referral of incidents

· Ensuring Country Director and SMT aware on our progress against the Country Safeguarding Strategy and taking appropriate actions as necessary.

Advocate for and raise awareness of safeguarding

· Contextualize Safeguarding awareness raising materials to ensure RI policies are understood in the South Sudanese context. This will include activities involving local leaders and councils in understanding ‘Safeguarding’ from the community context to strengthen local implementation of RI policies.

· Raise awareness with communities on the behaviour they should expect from RI staff and partners and how and when to report concerns.

· Raise awareness of safeguarding with staff and partners ensuring they understand their role and responsibility in protecting community members;

· Facilitate safeguarding workshops and training with communities, staff and partners

· Induct new staff ensuring they are socialized into the safeguarding policies and the safeguarding culture of the organization.

· Ensure the official Safeguarding Posters and other materials are displayed in all offices and programs

· Coordinate field focal points regarding requirements around awareness raising activities and support required

Lead the wider implementation of safeguarding policies and procedures and facilitate the structural embedding of safeguarding across country operations:

• Make sure that the Safeguarding Programme is aligned with existing commitments and standards for safeguarding in the humanitarian and development sector and is anchored in the ‘do no harm’ principle.

• Complete an annual country risk profiling exercise – mapping internal and external safeguarding risks.

• Lead an annual safeguarding self-audit – assessing how near or far the operation is from fulfilling its safeguarding commitments.

• Populate an annual safeguarding action plan. Using the findings of the self-audit to inform the actions to work towards in the following 12 months.

• Coordinate and work in partnership with other members of program delivery, including HR to ensure safeguarding is built into all aspects of country programs in with support of Global Safeguarding Manager

Learning & Development

· Assist in planning and delivering the safeguarding L&D interventions in collaboration with Human Resources department.

· Cooperate with the Program Managers to implement capacity building of the program staffs on safeguarding initiatives and motivate staff.

  • Works closely with each strategic lead and associated stakeholders to provide support and progresses the project plan;
  • Participates in external safeguarding networks to access resources and share best practice; i.e. Interaction PSEA group as the PSEA focal, Bond Safeguarding group, INGO Safeguarding Leads, Peer Safeguarding INGO group; and
  • Monitors, communicates, and reports on overall progress of the programme from safeguarding point of view and ensuring key stakeholders and senior leaders stay updated and informed.

QUALIFICATIONS & REQUIREMENTS

This position demands a dynamic individual with a demonstrated ability to achieve results in a demanding and fast paced environment.

  • A master’s degree or equivalent experience in a field related to humanitarian assistance and international development, law, political Science, development studies, gender studies, social work etc.
  • Knowledge on current legislation, statutory and other guidance with regards to safeguarding, child and adult protection,
  • 3‐5 years’ experience in protection and safeguarding program design and implementation in fragile context settings, experience in South Sudan would be desirable
  • Proven experience responding to and managing sensitive protection / safeguarding matters in a confidential manner
  • Experience developing protection and safeguarding resource materials, including guidance, tools, and best practices
  • Experience in providing training to staff on protection and safeguarding
  • Sound knowledge and understanding of organizational Code of Conduct, Child Protection Policy and Sexual Exploitation and Abuse (SEA) policy
  • Knowledge of safeguarding investigation process and practice standards
  • Excellent organizational, interpersonal and communication skills.
  • Excellent knowledge on gender and diversity
  • Fluent spoken and written English.
  • Demonstrable coordination skills and able to build and sustain trust with individuals and teams.
  • A team builder with excellent people skills; culturally sensitive and has the ability and interest to identify and work with a multicultural team.
  • Previous experience in South Sudan a plus.

RI Values:

We uphold the Humanitarian Principles: humanity, neutrality, impartiality, and operational independence. We affirmatively engage the most vulnerable communities. We value:

§ Integrity

§ Adaptability

§ Collaboration

§ Inclusivity

§ Sustainability

Living Conditions/Environmental Conditions

This position is based in Juba, South Sudan and requires up to (40%) travel to field office locations within the country, and offers an opportunity to join a diverse and open workplace, with a team committed to inclusion, innovation, and personal development. We also offer:

· Self-contained living accommodation (own bedroom, kitchenette and sitting area) in a very safe shared compound in Juba.

· 6-week R&R cycle with a financial contribution towards the R&R costs

· Very competitive compensation, Danger Pay and daily post differential among other benefits

· Access to RI’s award-winning learning management system with a wide menu of training resources, and internal/external training courses. **

How to Apply

Interested candidates are required to submit a detailed CV and cover letter latest by August 20th 2021. We greatly appreciate your interest in working with RI, but we’ll only be able to contact shortlisted candidates. Due to the urgency of this role, applications will be reviewed on a rolling basis and selected candidates interviewed prior to the closing date that may appear on any of the job boards where this vacancy is posted.

Relief International has a non-negotiable policy of ZERO TOLERANCE towards Safeguarding. All employees are expected to abide by the Code of Conduct, Protection from Sexual Exploitation and Abuse (SEA) ,Child Protection Policy and Human Trafficking Policy of Relief International.

RI is an Equal Opportunity Employer – EOE/M/F/D/V.

How to apply:

Interested applicants please follow this link to apply;

https://phg.tbe.taleo.net/phg01/ats/careers/requisition.jsp?org=RI&cws=4&rid=1686

click here for more details and apply