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UN WOMEN: PROGRAMME MANAGER

Background

Grounded in the vision of equality enshrined in the Charter of the United Nations, UN Women (UNW) will work for the elimination of discrimination against women and girls; the empowerment of women; and the achievement of equality between women and men as partners and beneficiaries of development, human rights, humanitarian action and peace and security. Placing women's rights at the centre of all its efforts, UN Women will lead and coordinate United Nations System efforts to ensure that commitments on gender equality and gender mainstreaming translate into action throughout the world. It will provide strong and coherent leadership in support of Member States' priorities and efforts, building effective partnerships with civil society and other relevant actors.
The Government of Uganda is committed to promoting gender equality as evidenced in the Constitution and through being a signatory to regional and global instruments such as the Committee on the Elimination of Discrimination against Women (CEDAW) (1979), Beijing (1995), and the UN Declaration on Violence Against Women (1993). The Uganda Gender Policy, a revision of the National Gender Policy of 1997, was adopted in 2007. The Ministry has worked with several sectors to develop specific sectoral gender policies. The current National Development Plan (2010-2014) has some overall and sectoral gender commitments. Steps have been made to address gender inequalities through legislation, for example the Domestic Violence Act (2010), the Local Governments Act (Cap 243), the Land Act (Cap 227), the Land Acquisition Act (Cap 226) and the National Agricultural Advisory Services Act (NAADS). At both national and district level, there is evidence of gender equity planning and budgeting; the Ministry of Gender Labour and Social Development (MGLSD) and the Ministry of Finance Planning and Economic Development (MOFPED) drew up Gender and Equity Guidelines, a User's Manual and Implementation Strategy for gender budgeting. The MOFPED, through the Budget Call Circulars, have mandated all sectors to integrate gender and equity issues in their Budget Framework Papers.

Neither the Uganda Gender Policy nor sectoral gender policies have been operationalised with realistic action plans or monitoring frameworks. Three main causes are commonly cited for this challenge: human and financial resource constraints; lack of awareness and understanding of gender equality issues; and inadequate disaggregated data information on gender equality and women's empowerment.

The UN Joint Programming on Gender Equality (JP) entails collaboration among 12 participating UN Agencies in the concept of Delivering as One, the Government of Uganda (GOU) and civil society with financial support from DFID. The JP is coordinated by UN Women. The JP includes resources for strengthening capacity of the strategic institutions within government in gender mainstreaming activities.

The Ministry of Gender, Labour and Social Development (MGLSD) is responsible for the coordination of gender mainstreaming across government, mainly through the Department for Gender and Women's Affairs. The roles and responsibilities of the MGLSD in relation to gender, as laid out in the National Gender Policy, fall into the following categories of coordination and support:
  • Establish appropriate mechanisms for coordinating gender mainstreaming at different levels.
  • Provide technical support on gender mainstreaming to sectors (including Gender Focal Points and Sector Working Groups), institutions, local governments, civil society and the private sector.
  • Set standards, develop gender guidelines, disseminate and monitor their operationalisation.
  • Coordinate the monitoring and evaluation of the National Gender Policy and gender responsive development in the country.
  • Reporting on International and regional gender equality and women's empowerment commitments.

It is in the above context that the JP is assisting the MGLSD. Within the scope of the JP, the MGLSD has requested for technical assistance through a Programme Manager who will provide substantive expertise for multi-sector development to the Gender Department, to help build its capacity for leadership on gender equality, and to strengthen coordination of gender equality and women's empowerment in the government.

The position holder will be supervised by the Country Programme Manager and ensure close coordination with the JP coordinator. At the MGLSD, the position holder will work under the day-to-day supervision of the Director of Gender and overall guidance from the Permanent Secretary.

Duties and Responsibilities

The position holder is meant to bring substantive advisory support to various ministries and departments in gender mainstreaming on behalf of the MGLSD. Working closely with UN Women and the JP, the Programme Manager is responsible for explaining and disseminating information and transferring knowledge about ways to mainstream gender in planning, implementation, monitoring and evaluation and for reporting on impact of gender mainstreaming.
The summary of key functions are as below:
  • Policy advice to the MGLSD and facilitation of knowledge and skills building on gender equality and women's empowerment issues within MGLSD and coordination with women's machinery at all levels.
  • Support MGLSD with the creation of strategic partnerships with key line/sector ministries to advance mainstreaming gender into policies, plans and programmes.
  • Advocacy and promotion of MGLSD as key technical experts on gender equality and women's empowerment.
  • Regular reporting.
Provides policy advice and support to the MGLSD focusing on achievement of the following results:
  • Any research on gender equality and women's empowerment in Uganda to meet the needs of evidence-based policy advocacy in strategic areas of intervention, including generation and analysis of sex disaggregated data in key sectors, undertaken and completed successfully.
  • Good quality analysis and substantive inputs to the development of new laws and policies from the provided gender perspective.
  • Policy briefs for advocacy and implementation on topical gender equality and women empowerment issues for Government/Cabinet, Parliament, and other stakeholders.
  • Good quality technical advice on the development and/or review of national action plans, as may be required, made available timely.
  • Development of Gender Action Plan to implement the Gender Policy 2007, with corresponding indicators and budget.
    Identification of critical entry points for the MGLSD to influence planning and budgeting processes, as well as sectoral policies and plans in Uganda.
  • Good quality technical assistance on implementation of gender responsive budgeting, as may be required, provided in selected sectors at national and local levels.
  • Capacity building support for the key/assigned staff of the MGLSD with an aim to transfer knowledge provided.
Any research on gender equality and women's empowerment in Uganda to meet the needs of evidence-based policy advocacy in strategic areas of intervention, including generation and analysis of sex disaggregated data in key sectors, undertaken and completed successfully.

Supports MGLSD with the creation of strategic partnerships, to mainstream gender and monitor gender mainstreaming focusing on achievement of the following results:

  • Development of skills and knowledge of MGLSD staff and institutional mechanisms on inter-ministerial coordination including on CEDAW, Beijing Platform for Action (BPFA), Millennium Development Goals (MDGs) and Security Council Resolution 1325.
  • Support of Gender Focal Point Officers (GFPs) at sectoral and local government levels and development of a Gender Training Plan for GFPs and Community Development Officers in local governments.
  • Good technical advice on facilitating coordination between MGLSD and other sectors, specifically, Finance, Agriculture, Education, the National Planning Authority, the Justice Law and Order Sector, Health and Public Services and relevant Research Institutions provided and action on such advice supported.

Inter-ministerial partnerships in the following strategic areas established:

  • Preparation of the Gender Action Plan.
  • Development of implementation procedures, regulations and guidelines for gender mainstreaming at ministry, sector and local government levels.
  • Dialogue mechanism with the Ministry of Public Services for the recognition of substantive positions of GFPs and formalization of the gender mainstreaming responsibilities performed by senior staff within sectors.
  • National and sectoral monitoring systems/plans reviewed key gender indicators developed and corresponding methods for effective collection and use of sex and gender disaggregated data provided.
  • Framework for the implementation of CEDAW Concluding Observations, achievement of the Millennium Development Goals and for reporting on International and Regional Gender Equality and Women's Empowerment obligations and commitments, including preparation of the Periodic Reports to CEDAW Panel, developed.
Advocacy and promotion of awareness of MGLSD mandate and mission focusing on achievement of the following results:
  • A central data base of resources on gender equality and women's empowerment to support national policy making, planning, budgeting and reporting set up.
  • Development of implementation procedures, regulations and guidelines for gender mainstreaming at ministry, sector and local government levels.
  • Delivery of any other assignment by the Permanent Secretary from time to time that will lead to realization of effective gender mainstreaming in the country with an understanding that such tasks will not be more than 5% of the total work-hours.
  • A central data base of resources on gender equality and women's empowerment to support national policy making, planning, budgeting and reporting set up.
Regular reporting to indicate progress on the above results and to identify and redress challenges and issues timely focusing on the following deliverables:
  • Quarterly reports to UN Women Country Programme Manager and the Permanent Secretary.
  • Annual workplan with indicators/milestones and budgets with the source of funding (whether from the Government of Uganda or to be funded by UN Women).
  • Annual report.
  • Copies of the deliverables mentioned earlier under the first three functions.
  • Quarterly reports to UN Women Country Programme Manager and the Permanent Secretary.

Competencies

Corporate Competencies:
  • Demonstrates integrity by modelling the UN's values and ethical standards
  • Promotes the vision, mission, and strategic goals of UN Women.
  • Displays cultural, gender, religion, race, nationality and age sensitivity and adaptability.
  • Treats all people fairly without favouritism.
  • Demonstrates integrity by modelling the UN's values and ethical standards
Functional Competencies:

Knowledge Management and Learning
  • Promotes a knowledge sharing and learning culture in the office.
    In-depth knowledge on development issues.
  • Ability to advocate and provide policy advice.
  • Actively works towards continuing personal learning and development in one or more Practice Areas, acts on learning plan and applies newly acquired skills.
  • Good understanding of the social, cultural, and political context of Uganda and its relation to gender.
Development and Operational Effectiveness
  • Ability to coordinate and lead strategic planning, results-based management and reporting.
  • Ability to lead formulation, implementation, monitoring and evaluation of national and sector plans.
  • Good knowledge of Results Based Management.
  • Strong IT skills.
  • Ability to lead implementation of the project/programme plans, and affect team and stakeholder behavioural/ attitudinal change.
  • Ability to coordinate and lead strategic planning, results-based management and reporting.
Management and Leadership
  • Focuses on impact and result and responds positively to feedback.
  • Becomes part of teams effectively and shows conflict resolution skills.
  • Consistently approaches work with energy and a positive, constructive attitude.
  • Demonstrates strong oral and written communication skills in English.
  • Builds strong relationships within UN women, JP and various ministries.
  • Remains calm, in control and good humoured even under pressure.
  • Demonstrates openness to change and ability to manage complexities.
  • Focuses on impact and result and responds positively to feedback.
Technical
  • Substantive knowledge in the area of women's human rights, gender, peace and development issues in general.
  • In-depth knowledge of multi-sector development.
  • Good knowledge of gender responsive budgeting.
  • Possesses research and analysis skills.
  • Good information management skills.
  • Substantive knowledge in the area of women's human rights, gender, peace and development issues in general.

Required Skills and Experience

Education:
  • Masters degree or equivalent in Gender and Development, Gender Studies, Gender and Governance, International Development, Public Policy, or other relevant social sciences, with focus on gender issues.
  • PhD preferred.

Masters degree or equivalent in Gender and Development, Gender Studies, Gender and Governance, International Development, Public Policy, or other relevant social sciences, with focus on gender issues.

Experience:

  • Minimum of 7 years of relevant professional work experience in gender mainstreaming, gender budgeting and monitoring and evaluation.
  • Minimum 5 years of experience in gender and development planning, budgeting and mainstreaming in national government agencies.
  • Minimum of 5 years experience working in developing countries on the functions and result areas specified in this ToR.
  • Demonstrated proficiency in developing, and applying and adapting gender mainstreaming knowledge tools and products to sector and country-specific contexts.
  • Demonstrated research background in the area of gender equality, particularly, in the field of gender responsive budgeting.
Languages:
  • Fluency in English.
  • Knowledge of any UN official language is an asset.
NOTE:
In July 2010, the United Nations General Assembly created UN Women, the United Nations Entity for Gender Equality and the Empowerment of Women. The creation of UN Women came about as part of the UN reform agenda, bringing together resources and mandates for greater impact. It merges and builds on the important work of four previously distinct parts of the UN system (DAW, OSAGI, INSTRAW and UNIFEM), which focused exclusively on gender equality and women's empowerment.

All applications must include (as an attachment) the completed UN Women Personal History form (P-11) which can be downloaded from http://www.unwomen.org/about-us/employment

Kindly note that the system will only allow one attachment. Applications without the completed UN Women P-11 form will be treated as incomplete and will not be considered for further assessment.

UNDP is committed to achieving workforce diversity in terms of gender, nationality and culture. Individuals from minority groups, indigenous groups and persons with disabilities are equally encouraged to apply. All applications will be treated with the strictest confidence.