Consultant: Municipal Finance Programme for project on UN Joint Programme for Local Governance & Decentralized Service Delivery, Somalia

The United Nations Human Settlements Programme, UN-HABITAT, is the agency for human settlements. It is mandated by the UN General Assembly to promote socially and environmentally sustainable towns and cities with the goal of providing adequate shelter for all. UN-HABITAT helps the urban poor by transforming cities into safer, healthier, greener places with better opportunities where everyone can live in with dignity. It works with organizations at every level, including all spheres of government, civil society and the private sector to help build, manage, plan and finance sustainable urban development.
RESPONSIBILITIES
The Consultant for Municipal Finance Programme of UN-HABITAT Somalia has specific tasks and responsibilities for the Municipal Finance and Institutional Development components of the UN Joint Programme for Local Governance & Decentralized Service Delivery (JPLG). Under the overall supervision of the CTA, and the direct supervision of the Programme Manager for the Joint Programme and the Reconstruction and Livelihoods Manager, the tasks and responsibilities of the Consultant include: Support to UN JPLG Programme Implementation and Operations (80 %)

I) Support the municipal finance and service delivery activities under the JPLG: (70 %)

• Support the development of municipal finance strategies and policies in Somaliland and Puntland; foster understanding among local stakeholders through the preparation of learning materials and presentations, as well as the organization of workshops and consultations.
• Provide support to the development of improved municipal finance systems and procedures, with specific focus on automated accounting and billing systems, as well as improved procedures and oversight mechanisms.
• Provide inputs to workplans, agreements of cooperation with implementing partners, and progress monitoring activities.
• Support the work of the Senior Municipal Finance expert in policy development, improved and updated legislation, and strategic planning of the Municipal Finance intervention.
• Liaise with implementing partners, guide local stakeholders and suggest improvements in MF systems and procedures, and contribute to the formulation of strategies, work-plans, activities, Terms of References and Agreements for the implementation.
• Liaise and coordinate with other actors in the Public Finance Management sector, and ensure that UNJPLG Municipal finance activities fit appropriately into broader interagency PFM strategies and implementation framework
• Foster understanding and provide assistance to local stakeholders on the role of local authorities in financing and delivery of basic services; support the implementation of activities to strengthen decentralized service delivery through local authorities, PPPs and other mechanisms.
• Provide support and inputs to the design of training curricula and compilation of training materials.
• Monitor, review and consolidate reports made by implementing partners in the field of municipal finance.
• Prepare Terms of Reference and relevant forms for the recruitment of national / international staff and consultants in the area of municipal finance and service delivery; provide follow-up during recruitment process

II) Provide support and backstopping to UN-HABITAT institutional development and capacity building activities within the UN JPLG framework: (10 %)

• Provide backstopping support to UN-HABITAT staff in charge of the day-to-day implementation of the capacity building activities related to the Association of Local Government Authorities of Somaliland.
• Provide support to the implementation and improvement of other capacity building initiatives for local institutions, supporting decentralization and service delivery through local authorities in Somaliland and Puntland

Support to the management of the UN Joint Programme on Local Governance (JPLG): (10 %)

• Assist in the official quarterly UN JPLG progress reporting
• Provide technical support to UN JPLG technical assessments and data analysis
• Assist in the preparation of ToRs for international and national partner organizations
• Assist in the preparations of presentations, and give inputs into UN-HABITAT and UN JPLG publications, reports, newsletters and visibility materials.
• Support programme actions and co-manage assigned activities in the field, and in Puntland in particular, as required

Communications and External Relations (10 %)

• Assist in the formulation of project proposals and project documents as relevant
• Develop outline for Somalia programme database, as well as simple interactive IT tools for communication and management; identify the need for additional IT inputs as required
• Perform any other duties as may be requested by the management of the UN-HABITAT Somalia Programme.

COMPETENCIES
Professionalism: Knowledge and understanding of theories, concepts and approaches relevant to particular sector, functional area or other specialized field. Ability to identify issues, analyze and participate in the resolution of issues/problems.
Planning& Organizing: Ability to work under pressure, establish priorities and plan, develop clear goals that are consistent with agreed strategies; use time efficiently.
Communication: Excellent written communication skills and ability to articulate ideas in a clear and articulate manner including the ability to prepare and edit a variety of documents, reports and briefs.
QUALIFICATIONS

• Masters degree in economics, urban planning, development studies, or related field
• Five years of working experience in the development and local government financing field; some post-conflict environment experience is an advantage
• Fluency in English; Knowledge of Somali is an asset.
• Strong co-ordination, communication and facilitation skills. Results-oriented, flexible and problem-solving attitude.
• Promote the vision, mission, and strategic goals of UN-HABITAT
• Display cultural, gender, religion, race, nationality and age sensitivity and adaptability
• Proficient in use of Microsoft Word, Excel and PowerPoint

REMUNERATION
Payments will be based on deliverables over the consultancy period. There are set remuneration rates for consultancies. The rate is determined by functions performed and experience of the consultant. The fees will be paid as per agreement.

All applications should be submitted to:

Officer-in-Charge, UN-HABITAT Somalia Programme
Email: un-habitat.som@unhabitat.org

Applications should include:

• Cover memo (maximum 1 page)
• Summary CV (maximum 2 pages), indicating the following information:
• Educational Background (incl. dates)
• Professional Experience (assignments, tasks, achievements, duration by years/ months)
• Other Experience and Expertise (e.g. Internships/ voluntary work, etc.)
• Expertise and preferences regarding location of potential assignments

Please be advised that since April 15th 2010, applicants for consultancies must be part of the
UN-HABITAT e-Roster in order for their application to be considered. You can reach the e-Roster
through the following link: http://e-roster.unhabitat.org

Deadline for applications: 15 August 2011

UN-HABITAT does not charge a fee at any stage of the recruitment process. If you have any questions concerning persons or companies claiming to be recruiting on behalf of these offices and requesting the payment of a fee, please contact: recruitment@unon.org

Capacity Building Expert,P-3

Terms of Reference for Consultancy on Tool Development

Learning results in Capacity Building Interventions for Sustainable Urban Development

Title: Capacity Building Expert
Project: Strengthening Training Institutions
Branch: Training and Capacity Building Branch
Duration 2.5 work Months over 6 Calendar Months
Location: Home station (and elsewhere as may be necessary)
Level: P3

Background
Local governments are increasingly faced with newer and more complex challenges that include climate change, increased frequency and severity of disasters, and limited finances. Local governments, therefore, need to continually learn in order to self-renew and adapt to the constantly changing complexity of cities. The United Nations Human Settlements Programme (UN-Habitat) under its current medium term strategic and institutional plan aims to strengthen training institutions for improved urban planning, governance and management. This effort is being undertaken in a multi-pronged approach including curricula development and development of thematic tools to support training and organizational development. The provision of tools and strengthening of these local government capacity building providers is also meant to a large extent to help transform ‘training institutions ‘into ‘learning institutions’. This implies the adoption of a learning culture where learning becomes part and parcel of the organisation's routine processes and goes beyond training delivery. This is intended to assist the institutions ensure their relevance, viability and responsiveness to the demand side that largely consist of the local governments.
UN-HABITAT through its Training and Capacity Building Branch has been working with over 100 training Institutions in the past decade with different levels of intensity in its approach of ‘building capacity to build capacity’ in order to meet local government demands. However challenges have remained in terms of accurately capturing the outcomes and impact of learning and in balancing the quantities of institutions being engaged with the quality in terms of institutional strengthening. While still supporting tool development and training delivery, the UN-Habitat’s Training and Capacity Building Branch (TCBB) is now shifting its focus from solely training delivery through its partner institutions to a capacity development agenda. This agenda also includes the development of a corporate approach to training that incorporates learning transfer, a more substantive support to other branches of UN-HABITAT as a whole in the delivery of capacity development interventions and in monitoring the learning results.
UN Habitat recognizes the advanced level of work done by the Africa Capacity Building Foundation (ACBF ) in the area of learning results, as well as its long standing partnership with the World Bank Institute (WBI) in this same area, specifically around the Capacity Development Results Framework (CDRF). ACBF shared their approach to learning results at an Expert Group Meeting on Strengthening training institutions for sustainable urban development organized by UN-HABITAT in March 2011. The ACBF approach focuses on learning results which is the change that occurs when trainees utilize what they have learnt. It recognizes that this change can only occur when interventions focus on results rather than activities. On the other hand the WBI has developed the CDRF as a tool for strengthening the articulation of the ‘results chain of capacity development activities – the progression from needs assessment and intervention outcomes and impact towards development goals’. UN-HABITAT wishes to complement the work already done by ACBF, WBI and others in this area and particularly would like to transfer and strengthen this work towards sustainable urban development. UN-Habitat is currently developing a methodology for use by training institutions on training needs assessment and impact evaluation, and a shift of focus to learning results would be more responsive to demand.

Purpose
The consultancy is intended to develop a methodology towards capturing learning results in training and capacity building interventions towards sustainable urban development. Some ideas for the methodology may include, but are not limited to the basics on what learning results are, how it relates to the fundamentals of RBM and standard training impact evaluation, why learning results are important, how to develop them, supporting mechanisms including templates for monitoring and evaluating them, and inclusion of written exercises and cases utilizing problem based learning approaches.
The consultant will play a lead role in the research, design, development and testing of the tool that is meant to support UN-Habitat in delivery of results based capacity building interventions and in particular towards the strengthening of national institutions mandated with local government capacity building support. The process towards the development of this methodology may include an initial workshop to develop the outline, identification of additional resources and case studies, drafting, online peer review and testing with some institutions before publication. The development of a learning results methodology primarily for application by training institutions is seen as part of the wider context of the UN-HABITATs efforts to strengthen training institutions in order to help local authorities and their partners deliver on sustainable urban development.

Reporting and deliverables
The Consultant shall work with substantive officers at the Training and Capacity Building Branch and other selected UN-Habitat officers and partners as well as a counterpart from ACBF. S/he will report to the Chief, Training and Capacity Building Branch. Specific deliverables of this terms of reference will be the following
Deliverables

• Inception report indicating draft methodology outline, sources of information, background material and work plan
• Draft tool on methodology for learning results
• Expert Group meeting report
• Final tool on learning results methodology
• Recommendations for use and application of the learning results tool

Tasks
1. Research: Undertake research internally and externally on existing knowledge and tools to support the monitoring and evaluation of learning results, particularly:

• Study tools and approaches of other development partners such as the World Bank Institute and the Africa Capacity Building Foundation, among others towards capturing learning results
• Study the tools and methods for UN-Habitat training delivery and results based management for capacity building related work and identify any gaps and challenges

2. Design: Undertake a comprehensive design exercise in consultation with UN-Habitat and ACBF through the following

• Design the basic framework for the tool capturing the main concepts, templates, background materials and references
• Prepare a draft outline for the tool
• Prepare a detailed action plan towards the development and finalization of the tool

3. Development: Develop the learning results tool taking into account the following key inputs;

• Support the organization and facilitation of an expert group meeting to deliberate on the learning results framework
• Build the tool based on the research and the outcomes of the EGM
• Develop any Templates, spread sheets, cases studies, indicators as may be necessary
• Create a mechanism for ensuring peer review of the tool and its quality control including online reviews
• Support the testing of the tool with selected training institutions

4.Finalisation: Finalize the tool development process through;

• Undertake editing , proof reading, layout support
• Make recommendations for tool use and application

Duration
The required duration of the consultancy is two and a half (2.5) work months spread six Calendar months between to begin as soon as possible and not later than September2011
Payment
1st payment: 20% upon inception report with draft outline
2nd payment: 40% upon full draft methodology
3rd and final payment: 40% upon completion of all tasks including final tool and recommendations for application
Travel
Any travel related to this consultancy will be paid for separately as and when necessary.
Qualifications
The Consultant will possess:

• sound academic and professional qualifications in appropriate fields, such as planning, economics, public administration, management, etc., at least to Master’s Degree level;
• professional working experience (at least 8 years) with substantial recent work experience directly related to capacity development
• close familiarity with the concepts as well as experience with activities related to institutional strengthening, results based management, and related tool development and application
• experience in training design and delivery and development of indicators for learning results is an added advantage
• Strong, research, communications and writing Skills
• Fluency in English in desired

References

• Capacity Development Results Framework. – World Bank Institute
• Strengthening training institutions for sustainable urban development- EGM report
• Africa Capacity Building Foundation M&E for learning results
• UN-Habitat: PRC project document templates
• UN-Habitat training and capacity building programmes progress and donor reports

Application: Please send your CV and a short cover note through email by 31 July 2011 to:
Anne.Kuria@unhabitat.org

Head of Base / Field Coordinator

Action Against Hunger- Canada is looking for experienced humanitarians, Canadian citizens or permanent residents, ready to work abroad, to extend our pool of available expatriates. Experience of 2 years in humanitarian field is necessary.

Action Against Hunger is an international humanitarian aid organisation providing immediate assistance and long-term relief to people suffering from the consequences of man-made and natural disasters. Action Against Hunger has been one of the leading organisations in the treatment of malnutrition since its creation in 1979, and has programs in over 45 countries around the world focusing on nutrition, food security, water & sanitation, and basic health.

Responsibilities General Base Management: - Ensure effective operational management of the base through oversight of and adherence to ACF technical guidelines, logistics, communications, human resources and finance policies and procedures. Security: - Proactively manage all security issues (ensuring that security considerations are reconciled with operational requirements), - Ensure that the security procedures known to all are strictly adhered to. ACF Strategic Planning: - Actively participate in formulation of the ACF country Strategy. Logistics and Administration: - Monitor the financial, administrative and logistical management of the base. Human Resources Management: - Ensure that ACF’s internal regulations are adhered to and respected.

We offer a competitive salary package, taking into account previous work experiences and context and responsibilities of the offered position. Complete insurance, accommodation and flights are covered as well as possibility of children allocations.

We accept candidates at all times. To submit your application, please apply on our website www.actionagainsthunger.ca/jobs

If you are not a Canadian citizen or resident, you can visit other website in the ACF International network: www.actioncontrelafaim.org, www.actionagainsthunger.org, www.accioncontraelhambre.org

Please note that during the selection process, we might send your CV to another branch of ACF.

call for applications - Logistics

Action Against Hunger- Canada is looking for experienced humanitarians, Canadian citizens or permanent residents, ready to work abroad, to extend our pool of available expatriates. Experience of 2 years in humanitarian field is necessary.

Action Against Hunger is an international humanitarian aid organisation providing immediate assistance and long-term relief to people suffering from the consequences of man-made and natural disasters. Action Against Hunger has been one of the leading organisations in the treatment of malnutrition since its creation in 1979, and has programs in over 45 countries around the world focusing on nutrition, food security, water & sanitation, and basic health.

Responsibilities - Implementing logistic procedures according to ACF kitlog guidelines, - Managing the mission procurement plan, - Supervision and capacity building of logistic staff on a mission, - Overseeing procurement procedures according to donor guidelines, - Regular assessments of mission logistic needs, - Supervision of the use and maintenance of the equipments present on the mission, - Overseeing monthly logistics reports, - Defining and implementing the Mission Security Plan, - Supervising rehabilitation work undertaken by different mission’s programs, - Constant analysis of security threats linked to ACF activities in the field, - Participating in the logistic part of the project proposals.

Vacant positions are available at Coordinator and Program Manager levels.

We offer a competitive salary package, taking into account previous work experiences and context and responsibilities of the offered position. Complete insurance, accommodation and flights are covered as well as possibility of children allocations.

We accept candidates at all times. To submit your application, please apply on our website www.actionagainsthunger.ca/jobs

If you are not a Canadian citizen or resident, you can visit other website of ACF International network: www.actioncontrelafaim.org, www.actionagainsthunger.org, www.accioncontraelhambre.org

Please note that during the selection process, we might send your CV to another branch of ACF.

call for applications – Food Security

Action Against Hunger- Canada is looking for experienced humanitarians, Canadian citizens or permanent residents, ready to work abroad, to extend our pool of available expatriates. Experience of 2 years in humanitarian field is necessary.

Action Against Hunger is an international humanitarian aid organisation providing immediate assistance and long-term relief to people suffering from the consequences of man-made and natural disasters. Action Against Hunger has been one of the leading organisations in the treatment of malnutrition since its creation in 1979, and has programs in over 45 countries around the world focusing on nutrition, food security, water & sanitation, and basic health.

Responsibilities Plan and implement food security and livelihood activities such as: - Assessments and surveillance interventions, - Cash based interventions, - Food aid interventions, - Income Generating Activities interventions.

Ensure monitoring of food security and livelihood projects. Supervise the evolution of the food security situation: - Collect and analyze information on food security, - Analyze the impact of living conditions on the population.

Develop appropriate targeting criteria and mechanisms to ensure the needs of identified vulnerable groups are met.

Manage the Food Security team human resources and provide technical support, training and capacity building.

Participate in the development of new proposals and the Action Against Hunger annual country strategy meeting.

Vacant positions are available at Coordinator and Program Manager levels.

We offer a competitive salary package, taking into account previous work experiences and context and responsibilities of the offered position. Complete insurance, accommodation and flights are covered as well as possibility of children allocations.

We accept candidates at all times. To submit your application, please apply on our website www.actionagainsthunger.ca/jobs

If you are not a Canadian citizen or resident, you can visit other website of ACF International network: www.actioncontrelafaim.org, www.actionagainsthunger.org, www.accioncontraelhambre.org

Please note that during the selection process, we might send your CV to another branch of ACF.

Project Development Manager

Department: Reporting
Position: Program Development Manager Contract duration: 6 months renewable Location: Islamabad, Pakistan Starting Date ASAP

I. Background on ACTED

ACTED is an independent international, private, non-partisan and non-profit organization that operates according to principles of strict neutrality, political and religious impartiality, and non discrimination.

ACTED was created in 1993 to support populations affected by the conflict in Afghanistan. Based in Paris, France, ACTED now operates in 30 countries worldwide, with over 200 international and 4000 national staff. ACTED has a 100 million € budget for over 350 projects spanning 8 sectors of intervention; including emergency relief, food security, health promotion, economic development, education & training, microfinance, local governance & institutional support, and cultural promotion. For more information, please visit our website at www.acted.org.

II. Country Profile

Capital Office : Islamabad National Staff : 860 Areas : 4 (Islamabad, Mianwali, D.G Khan, Sindh) On-going programmes : 30 Budget : 21.5 M

Since the first days of its involvement in Pakistan in 1993, ACTED has always combined a strong emergency response capacity to address the regular humanitarian disasters that affect the country – be they related to conflict or natural disaster, and a steady focus towards development for Pakistan. In July 2010, populations were confronted with the worst flooding the country has ever faced. In a country already struggling with the enduring challenges of conflict and food insecurity, the unprecedented floods that swept through Pakistan and affected 20 million people, presented the population with immense challenges to overcome. ACTED and its partners have been working throughout the year to support communities in Pakistan as they have struggled to overcome this latest disaster and the chronic issues of escaping conflict and achieving food security. In 2011 there is still much to do to support communities recover from the floods, as well as those still facing the grim spectres of conflict and food insecurity. Throughout the next year, ACTED continues its efforts to assist those vulnerable communities rebuild their lives.

III. Position Profile The program development manager is responsible for ensuring the production of timely reports for Donors and for developing a country communication strategy, both internal and external. FUNCTIONS IN TERMS OF REPORTING 1. Ensuring the Production of Timely, Accurate and Analytical Reports for Donors - Understand and disseminate Donors guidelines ; - Liaise regularly with Area Coordinators, Programme Managers and technical staff to ensure the production of quality reports across areas and across Donors; - Recruit and train Reporting Officers (both expatriate interns and/or national staff, if appropriate) to build up a productive and high performance team in line with ACTED’s principles of cost effectiveness and capacity-building; - Supervise the work, learning and progress achieved by all Reporting staff on the field to ensure quality and timeliness of reports; - Work in close relation with AME Department to develop and incorporate more solid monitoring and evaluation components in reports; - Work in close relation with Finance Department to ensure greater coherence between financial and narrative reports, and ensure steady cash inflow based on the timeliness and quality of report submissions. - Work in close relation and communicate on a regular basis with HQ reporting department, notably on the basis of the monthly Reporting follow up 2. Developing Internal Coordination and Communication mechanisms - In relation with the Country Director, ensure that all meetings are held and documented (capital coordination meetings, area coordination meetings, monthly coordination meetings, quarterly country coordination meetings); - Ensure in particular that reporting guidelines, formats, philosophy, deadlines for each project and donor is communicated clearly and standardized across the country for new and on-going projects; - Follow-up meetings at the field level and in the capital, between the bases and between the country programme and HQ/other ACTED operations through the ACTED Newsletter; - Draft agenda and minutes of country-wide meetings, with the assistance of the Reporting staff. 3. Developing an External Donor Relations Strategy - Update on a weekly and monthly basis the external relations database, which documents latest negotiations and proposal possibilities with a number of key donors; - Manage a team of Area Coordinators, Programme Managers and technical staff to ensure that proposals are developed in a cohesive and professional manner and in line with ACTED country strategy and donor requirements; - Act as point of contact for all Donor communication, including the organisation of and hosting of Donor visits in the field. 4. Developing an External Communication Strategy - Define the main target groups, activities, resources and partnerships needed; - Ensure continuum of PR activities, including formal presentations, engaging media for coverage on success stories, updating project-specific and regional fact sheets, and documenting publications featuring ACTED in the media ; - Identifying sources of funding for a more cohesive public information strategy in-country.

1. Assisting the Country Director in developing the country strategy, project proposals, addressing ad hoc donor requests or catalysing action on specific projects or components of projects

IV. Qualifications:

• Postgraduate diploma in International Development and (or) relevant Master’s level degree (anthropology, development studies, humanitarian aid, sociology); • Fluency in written and spoken English • Proficiency in written and spoken English • Strong writing abilities and analytical skills • Skills in political sciences or international relations • Ability to work efficiently under pressure • Previous experience in the humanitarian field, proposals development, and donor relations are required • Previous experience abroad is required

V. Conditions:

• Salary defined by the ACTED salary grid; educational level, expertise, hardship, security, and performance are considered for pay bonus • Additional monthly living allowance • Free food and lodging provided at the organisation’s guesthouse • Transportation costs covered, + luggage allowance • Provision of medical, life, and repatriation insurance

VI. Submission of applications:

Please send, in English, your cover letter, CV, and three references to jobs@acted.org Ref : PDM/PAK/SA

ACTED Att: Human Resources Department 33, rue Godot de Mauroy 75009 Paris FRANCE

Fax. + 33 (0) 1 42 65 33 46

For more information, visit us at http://www.acted.org

Human Resources Specialist

Agency: Agency For International Development

Sub Agency: Office of Human Resources

Job Announcement Number: 11-0318-SS

SALARY RANGE:	$105,211.00 - $136,771.00 /year
OPEN PERIOD:	Thursday, July 07, 2011 to Monday, July 18, 2011
SERIES & GRADE:	GS-0201-14/14
POSITION INFORMATION:	Full Time Permanent - No time limit
PROMOTION POTENTIAL:	14
DUTY LOCATIONS:	few vacancies - Washington, DC
WHO MAY BE CONSIDERED:	Status Eligibles

JOB SUMMARY:

WHO ARE WE? The United States Agency for International Development (USAID) has a long history of extending a helping hand to those people overseas struggling to make a better life, recover from a disaster or striving to live in a free and democratic country. It is this caring that stands as a hallmark of the United States around the world - and shows the world our true character as a nation. WHAT ARE WE? USAID is an independent federal government agency that receives overall foreign policy guidance from the Secretary of State. With headquarters in Washington, DC, USAID fosters transformational development around the world. Our work supports economic growth and trade; agriculture and the environment; education and training; democracy and governance; global health; global partnerships and humanitarian assistance. We operate in four regions of the world: Sub-Saharan Africa; Asia and the Near East; Latin America and the Caribbean; and Europe and Eurasia. USAID employs individuals in the Civil Service and Foreign Service, as well as through Personal Service Contracts for service in Washington, DC and overseas. WHERE ARE WE? USAID's headquarters is centrally located in downtown Washington, DC, at the prestigious Ronald Reagan Building and International Trade Center on 14th and Pennsylvania Avenue N.W. We are located right on the Federal Triangle Metro (Blue and Orange Lines). The office is within walking distance of restaurants, shops, Smithsonian Institution museums and Washington Monument. There is also a physical fitness facility and food court on site. Applications for this position are being processed through an on-line applicant assessment system that has been specifically configured for US Agency for International Development applicants. Even if you have already developed a resume in USAJOBS, you will need to access this on-line system to complete the application process. To obtain information about this position and TO APPLY, please click on http://www.avuecentral.com/vacancy.html?ref=ARLGM.

Legal Documentation Assistant - Finance Division

• Grade: GS 7
• Position N°: NA
• Reference: ADB/11/128
• Publication date: 08/07/2011
• Closing date: 26/07/2011

---

Objectives

The occupant of this position provides support to legal counsel in the organizing of documentation, researching, and preparation of a variety of standard and non-standard legal documents in both of the Bank’s working languages.

Duties and responsibilities

Under the supervision of the Division Manager, the incumbent will carry out the following functions:

• Liaising with the GECL.3 Secretariat in assembling and organizing Bank legal instruments, policies, guidelines, and other reference materials for speedy retrieval;
• Organizing and maintaining collection of templates and checklists for basic transactions;
• Preparing first drafts of routine memoranda, resolutions and other documentation;
• Carrying out basic legal research using law library and electronic research facilities;
• Reviewing documents for accuracy
• Providing support as required to Division Secretariat

This Position Does Not Attract International Terms and Conditions
(The Incumbent Of The Position Will Be Considered As Local Staff And Will Therefore Not Have International Status)

Selection Criteria

Including desirable skills, knowledge and experience

• A minimum of a Bachelor’s Degree or equivalent in Law;
• A minimum of 5 years of relevant work experience including 2 years in a legal professional environment;
• Ability to work in a multi-cultural environment, as a team player and with excellent interpersonal and organizational skills
• Discretion and ability to maintain a high degree of confidentiality;
• Excellent communication skills - verbal and written;
• Proficiency in the use of standard office applications such as Word, and PowerPoint.
• Ability to communicate in English and/or French with working knowledge of the other language.

---

Document download

Legal Documentation Assistant - Finance Division (289 KB)

---

Apply online

Apply for this position

To apply for this position, you need to be national of one of AfDB member countries.

BirdLife International Project Manager,

Across the River – a trans-boundary peace park for Sierra Leone and Liberia.

BirdLife International Project Manager,

BirdLife International is seeking an experienced Project Manager to lead the implementation of a ground-breaking trans-boundary project entitled ‘Across the River – A transboundary Peace Park for Sierra Leone and Liberia’. The position will entail management of field and advocacy work in Sierra Leone and Liberia in collaboration with the national BirdLife Partners (the Conservation Society of Sierra Leone & the Society for the Conservation of Nature in Liberia), the Gola Forest Programme and the Government Forestry authorities in both countries to achieve project objectives. The BirdLife Project Manager will be based in Monrovia, Liberia and lead a team of several staff there whilst supervising a Deputy Project Manager in Sierra Leone.

Requirements
• The successful candidate will have significant field based experience of Protected Area or Natural Resource project management or demonstrable similar experience.
• Excellent project and financial management skills are essential
• Minimum academic qualification is a Masters degree in a relevant area of natural resource management, biodiversity conservation or related areas.
• S/he should have a good track record and experience in conservation work in Africa.
• Exemplary communication and writing skills in English will be also be essential as will evidence of ability to work under pressure and with little or no direct supervision.
• Experience and knowledge of working with NGOs in Africa (or elsewhere) will be advantageous

Duration of contract:
Two years with a possibility of renewal for a further two years. The indicative starting date for this position is 01 Sept 2011.

To apply, the prospective applicants should submit:
• Cover Letter, stating their interest in and qualifications for the job
• CV, outlining their relevant professional experience
• Names of two referees

Salary
Negotiable dependent on qualifications and experience but expected to be in the range of about 45,000 USD per annum.

Applications
Kindly send your application by email to Edith.Onyango-Hongo@Birdlife.org. Deadline for receipt of applications is 15 July 2011

Shortlisted candidates will be contacted to participate in an interview expected to take place in early August 2011, mainly via telephone.

More Information
For more detailed information, please read attached Job Description and Project Brief (click to download).

Consultant - Evaluation of EPR/DRR Capacity Development in ESAR UNICEF

The UNICEF Eastern and Southern Africa Regional Office (ESARO) is looking for technical expertise from a qualified institution to conduct a multi-country evaluation study of its emergency preparedness and response (EPR) and disaster risk reduction (DRR) capacity development and institutionalization efforts in the education sector.

A team of four consultants will be required to undertake the work in the 6 countries that have agreed to take part in this exercise. This is, therefore, an invitation to institutions with adequate expertise and capacities in evaluation, particularly of capacity development initiatives in EPR and DRR, to submit applications to conduct this evaluation study from September to November 2011.

Background:
The Eastern and Southern Africa region is becoming increasingly vulnerable to disasters triggered by both natural and man-made hazards: storms, drought, floods, cyclones, environmental degradation, diseases such as HIV and AIDS, cholera, malaria and tuberculosis, as well as conflict, political instability, poverty, food and livelihood insecurity.

In 2009, as part of the Education in Emergencies and Post-crisis Transition Programme (EEPCT) funded by the government of the Netherlands and the European Commission, UNICEF ESARO launched a strategy for national capacity development in partnership with Save the Children under the aegis of the IASC Education Cluster. The objective was to build and strengthen sustainable national emergency preparedness and response (EPR) capacity in the education sector in ESAR holistically and strategically, by supporting national authorities at all levels.

Since May 2009, over 1,700 people have participated in capacity development workshops at regional, national and sub-national levels. On average, over 75% of participants were from national government partners, including MoE, Disaster Management bodies and other sectors, particularly protection, health and WASH. The remaining participants included representatives of local and international NGOs including the Red Cross, community-based organisations, and UN agencies.

Country teams comprising MoE, UNICEF and Save the Children staff from all 20 ESAR countries who participated in the Regional Training of Trainers (ToT) workshops in April/May 2009 are currently rolling-out the initiative at national, provincial and district levels within their countries (see table in Annex to review activities undertaken in the various countries).

The Education in Emergencies and Post-crisis Transition Programme (EEPCT) four goals are:

•Designated Goal 1 – Improved quality of education response in emergencies and post-crisis transition countries.
•Designated Goal 2 – Increased resilience of education sector service delivery in chronic crises, arrested development and deteriorating contexts.
•Designated Goal 3 – Increased education sector contribution to better Prediction, Prevention and Preparedness for emergencies due to natural disasters and conflict.
•Designated Goal 4 – Evidence-based policies, efficient operational strategies and fit-for-purpose financing instruments for education in emergencies and post-crisis situations.


The proposed study is expected to analyze how the capacity development intervention has contributed to Goal 3 and will contribute to building a solid evidence base upon which to guide future capacity development and institutionalization efforts in accordance with Goal 4 . In terms of a results hierarchy Goals 3 and 4 are seen as contributing to Goals 1 and 2.

This study is expected to be a key advocacy and fund-raising tool at a time when donors are increasingly interested in ensuring more stability in countries, not least in fragile states, linked to growing commitments to supporting climate change mitigation strategies and peace and conflict resolution.

The proposed study is in line with UNICEF global priorities and has been endorsed by the UNICEF EEPCT Manager. The study TORs have also been shared with the ESARO BEGE, M&E and Emergency Sections and with Save the Children as a key partner for their comments and inputs.

The proposed study also contributes to the implementation of the Education Cluster Strategic Plan 2011-2013 and Annual Work Plan 2011 Outcome 1: Education Cluster and national actors have appropriate technical capacities.
It will play a key role in establishing a baseline and robust monitoring and evaluation framework for future interventions in the area of EPR and DRR.

Challenges that are likely to affect the study include:

•Absence of a baseline: Baseline data were not collected before the start of the capacity development/institutionalisation strategy, but are now essential to identify the gaps and ensure that strategic responses are developed;
•Difficulty to qualitatively assess the level of EPR/DRR institutionalisation, preparedness and resilience;
•Availability of key MoE Officials;
•Reduced sample size due to access to trained staff because of staff turnover in UNICEF, Save the Children and partners including Ministries;
•Country Offices evaluation fatigue after a number of previous M&E exercises;
•Short time scale required for the completion of the study.


SCOPE AND FOCUS

The study will look at both individual and institutional capacity development bearing in mind that as a result of the workshops, participants representing the national/provincial/district level were expected to have learned the following competencies/be able to perform the following tasks (which constitute the workshops’ 6 objectives):

•Learn the key technical components of effective emergency response in education through interactive and participatory approaches, from conducting rapid assessments and establishing temporary learning spaces to developing emergency education curricula and devising psychosocial support strategies (knowledge);
•Have the knowledge and skills to apply these technical components for strengthened preparedness at national/provincial/district level. Participants develop action plans for capacity development activities at school and community levels for improved preparedness and disaster risk reduction in the most emergency-prone localities (practice);
•Indicate priority advocacy and policy action to inform national education sector policy, planning and budgeting for strengthened preparedness, response and risk reduction so that education in emergencies is addressed in a more systematic and sustainable manner(practice);
•Map capacity of education actors at national and local levels for emergency education and identify roles and responsibilities for effective coordination through new or existing mechanisms including education clusters (practice);
•Initiate the process of contingency planning for the education sector at local levels in coordination with the relevant disaster management authorities (practice);
•Plan for the roll-out of further capacity development at local levels, as required (practice).


The capacity development strategy adopted addresses both emergency preparedness and response (EPR) by improving UNICEF and its partners’ capacities to respond, but also by mitigating the damage resulting from future crises through the institutionalization of emergency preparedness and disaster risk reduction (DRR) in the education sector’s policy and planning (see the fifth column of the table in the Annex). EPR and DRR institutionalization - meaning the vertical (centralised/decentralised) but also horizontal (all MoE’s departments/sections) mainstreaming of emergency awareness throughout the MoE’s structure, policy and planning and its linkage with overall disaster management structures - was suggested as the best strategy to ensure the overall capacity development intervention was effective and sustainable. For emergency preparedness and DRR to become embedded in ministries’ actions at all levels, a multi-step approach is required. This involves sensitization, awareness raising, mentality change, training, institutionalisation (roles, responsibilities, structures, etc.), behavioural change and ultimately emergency risk informed programming.

Key indicators of impact of the above should be reflected in: MoE contingency planning; integration of EPR/DRR into education sector policy and plans (if these have been recently reviewed), curricula, EMIS, Medium-Term Expenditure Frameworks at national and district levels, school and community plans (DRR trainings and drills); MoE participation in national disaster management; co-ordination mechanisms and identification of roles and responsibilities for EPR/DRR at the national and sub-national levels; sector review documents; MoE participation in education clusters; meeting minutes; utilisation of the training in the event of actual emergencies.

The study will analyse the contribution of capacity development on institutionalisation with the understanding that institutionalisation should contribute to building resilience but this study will not actually measure resilience.

The study is both summative to assess the outcome as donor funding is coming to an end and formative since support for EPR and DRR will continue in the future.

The EEPCT Programme has already been reviewed/evaluated twice but this new proposed study focuses on the Programme’s capacity development and institutionalisation components, responding to recommendations made in the two previous studies (see Annex for details). The proposed study will expand the evidence base by incorporating other countries that were not covered in the two previous studies.

The geographic scope of the evaluation and the selection of countries to be evaluated will be done in cooperation with Country Offices, taking into account the following criteria:

•Balanced inclusion of countries according to potential emergency scenarios (man-made and natural disaster, chronic emergency, complex emergencies);
•Preference for countries with high levels of vulnerability;
•Stratification of sample according to phases of emergencies and transitions (mid-crisis, early recovery, or transitional);
•Stage/progress of the institutionalization efforts as reported by the UNICEF Country Offices;
•Ability of the country to facilitate or absorb an additional external mission at relatively short notice.
•Identifiable list of trainees to which researchers may have access


Countries which have confirmed their participation include: Burundi, Comoros, Ethiopia, Madagascar, Malawi and Rwanda.

The validity of the evaluation is premised on its being conducted by a completely independent source, although UNICEF will provide logistical support and access to government and other partners at the country level.

Responsibilities:
I. PURPOSE OF THE STUDY

The study will systematically and objectively assess the effectiveness, adequacy and sustainability of the EPR/DRR capacity development strategy and its contribution to institutionalization in the education sector in the Eastern and Southern Africa Region and draw lessons for future programming including the development of a robust monitoring and evaluation framework .

The study is both necessary and timely as it is expected to:

•Help country offices identify and understand achievements and challenges arising from capacity development/institutionalisation efforts, including the perspectives of participants and duty bearers;
•Provide the country and regional offices with recommendations to inform decision-making at a critical time i.e. the end of the current EEPCT grant;
•Provide evidence for future advocacy and fund raising efforts;
•Identify a way forward for enhancing the future quality of EPR and DRR capacity development and institutionalisation in the education sector, including the development of robust planning and M&E frameworks.


II. OBJECTIVES

The proposed evaluation study has 4 objectives:

1. To assess the EPR/DRR knowledge of individuals who attended the EPR/DRR trainings provided by UNICEF/partners since 2009.

•What did participants actually learn?
•How far has the cascade training approach gone and what has the impact been at each level, including the community/school level (where applicable)?
•What other ERP/DRR capacity building activities have trainees participated in and what did learn from these?


2. To assess the EPR/DRR practices of individuals who attended the EPR/DRR trainings provided by UNICEF/partners since 2009.

•How have trainees applied what they have learned?
•How did trained staff react to an emergency compared to untrained staff (where applicable)?
•What were the achievements and the challenges in terms of the competencies that those who were trained developed and were they sustained?
•What mechanisms have been put in place to ensure the sustainability of the activities and how effective are they?
•How are the activities monitored and evaluated at the regional and national levels and how can this be enhanced?


3. To assess whether and how the capacity development strategy has contributed to the institutionalization of EPR and DRR at national/education sector level (national policy and planning) and at sub-national level (as applicable) since its launch in 2009.

•How have trainings helped build effective institutional capacities, e.g. being translated into the integration of EPR/DRR into the education sector’s policy and programming?
•What is the role of the education cluster or sector coordination group in this integration?
•To what extent are roles and responsibilities clear and institutionalised at all levels of the system?
•What other capacity development activities, if any, have contributed to EPR/DRR institutionalisation?


Additional questions raised by the EEPCT Programme Review and Evaluability Study or PRES:

•Are issues of conflict vulnerability and disaster risk reduction accounted for within the design and implementation of [MoE] programme activities?
•Are the contextual features of areas affected by chronic crises also appropriately considered?


4. To identify and recommend measures to address capacity in practice gaps and institutionalisation failures to inform future EPR/DRR capacity in ESAR and develop a clear road map and logical framework for the way forward.

•Where are the existing capacity gaps and what are the potential strategic responses including key actions required for effective EPR/DRR institutionalisation?
•What are the principal lessons learned – both positive and negative?
•What key elements need to be incorporated into future planning and M&E?


III. METHODOLOGY

The study will take place in 4 steps:

1. Orientation and Desk Review Phase (Home base)

An initial distance briefing meeting (through Webex or teleconference) will take place with the Regional Education Adviser, the Regional Chief, Monitoring and Evaluation, the DRR Specialist and the Education Specialist (Emergency and DRR) who will comprise the Reference Group for the study.

For the Desk Review, core documents and contacts will be made available by the Education Specialist (Emergency and DRR). These documents will include previous EEPCT Studies, training materials, list of participants, training evaluations, national capacity development roll-out plans and national sectoral policy documents.

2. Inception Phase (Home base)

The Institution will produce an overall roadmap of the consultancy which shows in a work plan the tasks, the deliverables and deadlines against the TOR. This road map will be known as the Inception Report.

The Inception Report will include a thorough description of the scope of the exercise and the methodological approach for data collection and analysis. For the data collection, a combination of tools will be expected, and will include, inter alia, interviews, written or oral tests of trainees, on line surveys, focus groups and multi-stakeholder consultations, using an appreciative inquiry approach. For the analysis, an evaluation framework will be developed that lists and defines each evaluation criteria to be used by the evaluators. Quantitative but also qualitative indicators will have to be developed to measure the EPR/DRR institutionalization by the MoE and its partners. The framework will explicitly analyze if the capacity development/institutionalization strategy adequately insured the inclusion of Human Rights, Gender (including gender-based violence), Equity and Results Based Management, and the extent to which the integration of EPR/DRR into education sector planning was inclusive of these issues. The Inception Report will be the subject of discussion in a meeting with the Reference Group.

The study design will take the following recommendation into account from the EEPCT Programme Review and Evaluability Study: “future evaluative work may attempt to undertake standardised approaches (such as knowledge, attitude and practice (KAP) surveys) to measure the effectiveness of previous or ongoing capacity development activities (including trainings and workshops)”.

3. Implementation Phase/Country Visits

The consultants will visit countries in team of 2. The logistics of data collection will be supported by the UNICEF Education Specialist (Emergency and DRR) and facilitated by country-based National Consultants.
Data collection will include the following steps:

•Initial consultation with UNICEF Country Office staff;
•Structured interviews with key stakeholders (see also list of informants below): programme managers at UNICEF and Save the Children, project managers from (implementing) partners, officials from the MoE and other relevant ministries at the national and sub-national level (where applicable), co-lead and members of education clusters (where cluster approach is activated ) or sector coordination groups;
•Participant profile analysis to define the level of institutional change that the training could have influenced and that which it could not;
•Analysis of any other initiatives at the CO level that have contributed to enhanced EPR and DRR in the education sector;


Analysis of linkages with other sectors (WASH, Protection, Health, Nutrition, etc.)

•Review of key documents – policies, plans and budgets, monitoring and evaluation reports, etc. at national, sub-national and school levels (where applicable);
•Group discussions on draft findings with UNICEF and partners in country.


Consultants, in team of 2, are expected to spend two weeks in each selected country to ensure an in-depth study of capacity development activities at national, but also at the sub-national level. UNICEF will provide logistical support and access to government and other partners at the country level. Consultants will also feedback initial findings as a validation exercise within country before departure.

4. Reporting Phase

A Draft Report will be delivered to the Reference Group on 14 November 2011. The Reference Group will provide feedback by 17 November 2011. The Final Report will be due on 25 November 2011.
The report, written in English, is expected to contain, as a minimum, the following features:

•Executive summary
•Context
•Literature review
•Methodology including indicators, evaluation tools and framework
•Findings
•Recommended measures to address identified capacity gaps
•Lessons Learned to inform future capacity development/institutionalisation work
•Road map and logical framework for the way forward
•Annexes including ToRs
•The final report should not exceed 50 pages (excluding annexes)


Who should be the key informants?

It will be essential that the views of all stakeholders are taken into account:

Direct beneficiaries of the capacity development intervention themselves at the various levels of the intervention (national, sub-national and community):

•UNICEF and partner (particularly Save the Children) staff on the degree to which trainings have reinforced individual EPR skills and influenced the operating procedures and institutional responsiveness within their respective organisations;
•Ministry of Education officials on the degree to which trainings have strengthened individual EPR skills and influenced national policy and planning for EiE (including at school and community level where applicable);
•Disaster Management (DM) bodies and other sectors officials on the degree to which the education sector has been integrated in national DM policies/ planning or linked to other sectors priorities and strategies.
•Colleagues involved in EPR/DRR who were not direct beneficiaries of the training to measure the level of institutionalisation within the organisations and ministries.


ESARO will take the following responsibilities:

•Identifying and recruiting the institution to carry out the proposed study;
•Briefing the consultants;
•Reviewing the inception paper;
•Coordinating field visits with Country Offices;
•Reviewing and validating the Final Report in coordination with the consultants;
•Disseminating the Study’s findings;
•Coordinating the actual implementation of the Study’s recommendations;
•Designing the new phase of the capacity development/institutionalisation strategy.


Participant Country Offices will be responsible for:

•Availing key relevant staff members for interview;
•Providing logistical and administrative support (ESARO to make all efforts to limit required CO support to a minimum);
•Recruiting one national consultant to prepare, assist and accompany the institutional consultant on field visits (funded by ESARO);
•Facilitating interaction with the Ministry of Education, Disaster Management agencies and other stakeholders involved in EPRP and DRR, including access to appropriate co-ordinating mechanisms (e.g. Education Clusters and Ministry Working Groups).
•Following up on, and implementing, the study’s recommendations.


Benchmarks and Perfomance Standards

The study will refer to the following benchmarks:

•Core Commitments for Children in Humanitarian Action (CCCs)
•Inter-agency Network for Education in Emergencies (INEE) Minimum Standards for Education: Preparedness, Response, Recovery
•UNICEF Disaster Risk Reduction (DRR) Programme Guidance Note
•The UN Ethical Guidelines for UN Evaluators in the UN System and the UNICEF technical note #2 on ethics in evaluations (children’s involvement in evaluations) are to be followed.


IV. ORGANISATION AND MANAGEMENT

The evaluation team will consist of 4 consultants working in 2 teams of 2 under the supervision of one Team Leader (one of the 4 consultants). The consultants will report to, and received guidance and supervision from, the Education Specialist (Emergency and DRR).

Reference Group for the study will comprise of the Regional Education Adviser, the Regional Chief, Monitoring and Evaluation, the DRR Specialist and the Education Specialist (Emergency and DRR).

Requirements:
Each team of 2 consultants should combine the following competencies:

•Strong expertise in education sector policy and planning;
•Demonstrated experience in evaluation, particularly of capacity development approaches and of institutional change programmes;
•Understanding of conflict/disaster education programming;
•Some exposure to/knowledge of UNICEF work in education in the humanitarian/post-conflict sector;
•Demonstrated understanding of EPR/DRR capacity mapping and capacity development approaches in the education sector;
•Knowledge of global emergency education issues and how these “translate” in the Eastern and Southern Africa Region;
•Demonstrated technical skills in the field of disasters, particularly the social and human dimensions of disaster impact, and understanding of the concepts of ‘risk’, ‘exposure’ and ‘vulnerability’ and of how disaster impacts are mediated by different factors;
•Analytical and conceptual ability; good communication skills;
•Effective written and verbal communication skills in English;
•Proficiency in French to conduct the study in the 3 Francophone countries (Burundi, Comoros and Madagascar);
•Good inter-personal skills with cultural sensitivity;
•Experience in working for UNICEF and/or other UN or humanitarian organizations an advantage;
•Personal and professional integrity;
•Institutional contractor must provide UNICEF with a Certificate of Incorporation/ documentation that this a registered company or institution


Timeline & Start Date:
September to November 2011

Starting date: 01 September 2011

Application Procedure:
Full Request for Proposal document can be requested from the Supply Assistant – Timothy Wasilwa, (twasilwa@unicef.org) with C.C. to OIC, Supply section – Monika Tschida-Spiers (mtschidaspiers@unicef.org) by 15 July 2011 COB latest. The actual Proposal MUST be hand delivered or sent by courier and received by latest 10:00a.m (East Africa Time) on Wednesday 27th July 2011.

Program Manager, Innovation Programs

CRDF Global

Program Staff

Position Summary:

With strategic guidance from the Senior Program Manager for Innovation, the Program Manager (PM) must exercise substantial independent judgment in implementing technical, financial, and administrative aspects of the Science and Technology Entrepreneurship Program (STEP), a State Department funded initiative to promote science-business linkages in Armenia, Azerbaijan, Georgia, and Ukraine. Specifically, the program provides commercialization training for applied scientists seeking to bring their technology to the market place and offers competitive seed and travel grants to help them work with local and international companies. The PM will travel internationally in support of this program.

Specific responsibilities may include identification and relationship building with partner organizations and governmental counterparts in the aforementioned countries. The PM will be expected to contribute to periodic reporting and annual funding requests to program sponsors and may also be required to participate in business development activities associated with this program.

Major Responsibilities:




Assume primary responsibility for the coordination and implementation of the STEP technology commercialization training and grants programs in Armenia, Azerbaijan, Georgia and Ukraine


Develop and maintain a network of consultants, technology transfer managers, venture capitalists, business reviewers, and trainers


Adhere to CRDF Global and STEP specific policies and procedures for preparation of STEP Program Announcements, agreements with international counterparts and initiation of contracts and grants


Screen and arrange for business review of proposals including compliance with export control policies


Enter program statistics into the CRDF Global database, maintain partner search spreadsheets, and otherwise document activities and results required for reporting to STEP sponsors


Serve as a lead person for all communications efforts to promote the program, including updating STEP content for the CRDF Global web site


Contribute to periodic progress reports and annual funding requests for program sponsors;


Conduct research on S&T entrepreneurial events, U.S.-Eurasian high-technology collaborations and Eurasian technology policy developments


Supervise other staff assigned to this initiative


Organize and administer workshops and events in Eurasia:


Identify mentors/trainers and initiate contracts with them


Coordinate logistical arrangements for workshops in cooperation with international CRDF Global representative offices and STEP partner organizations


Maintain a dialogue with STEP Partner Organizations to coordinate their activity, provide training materials, and guidance, and assist with fundraising and promotion efforts


Conduct outreach to companies, organizations, and government bodies; establish and maintain partner relations with local government partners


Travel internationally in support of these activities;



Secondary Responsibilities:




Support other Innovation Programs and staff, as may be required, with daily program activities, such as proposal screening, data entry, maintenance of files and databases, and preparation of statistics and other core program data


Participate in business development activities, including initiating contact with potential funders, and drafting concept papers and funding proposals;



Type and Amount of Experience:




Enterprising approach to job including the business development skills to identify and secure additional funding for existing and new activities.


Grasp of technology commercialization or entrepreneurship policies sufficient to credibly and effectively interface with high technology, business and investment communities.


Experience in developing technology entrepreneurship and technology commercialization programs


At least 3 years of progressively responsible experience with exceptional administrative and project management skills, including ability to plan, organize, and follow-through with budgeted activities


2+ years of international background, ideally including experience in a foreign language environment; in lieu of actual experience, educational background or demonstrable interest in working in intercultural contexts, preferably with Eurasia also acceptable


Proven ability to manage multiple projects simultaneously


Excellent interpersonal skills, ability to network with high level individuals, including business, entrepreneurial community, and government officials


Proficiency with Microsoft Office programs and ability to work with databases


Russian language proficiency preferred but not required



Education:




Bachelor's Degree in business, marketing, international business, or economic development


MBA or equivalent experience in business, marketing, international business, or emerging market development.



CRDF Global offers a competitive salary and benefits package.

To apply, please complete our online application form at: http://www.crdf.org/join/join_show.htm?doc_id=1613963 and include in one comprehensive document: a cover letter, resume and contact information for 3 references.

Medical Clinical Officer

Infectious Diseases Institute
Background:
IDI received 5-year funding ending September 2013 for implementation of activities funded through the US Department of Health and Human Services/Centres for Disease Control Cooperative Agreement awarded for the Project “Building Capacity for Scaling up HIV/AIDS Services in the districts of Kibaale, Kiboga, Kyankwanzi, Hoima, Masindi and Buliisa.”

This project facilitates collaboration between the Infectious Diseases Institute (IDI), other partners and the mentioned districts to build capacity of the districts’ health systems to enable them scale up HIV/AIDS services.

As part of the continued plan to implement the above objectives, IDI is in the process of recruiting a qualified individual to fill the position of Medical Clinical Officer.

1. Medical Clinical Officer- (1 position)

Educational Requirements:

• Diploma in Clinical Medicine and Community health.
• Must be registered with the Allied Health professionals’ Council
• At least 2 years of post-qualification professional experience
• Formal training in HIV/AIDS care and treatment for Clinical officers.
• Use of computers including word processing, spreadsheets, PowerPoint, email and Internet.



Knowledge, Abilities and Skills:
• Ability to communicate with patients in local language
• Knowledge and understanding of HIV/AIDS related issues
• Knowledge of good clinical procedures and practices
• Ability to work effectively in a team as well as working with district teams



Responsibilities:

1. Participate in drawing up schedules for the Short Team Technical Assistance Team (STTAT) in the District.
2. Conduct technical support supervision of HIV /AIDS activities in project supported Health facilities in the Districts.
3. Ensure the capacity of Health Workers in supported facilities is built through appropriate Continuous Professional Development sessions and Mentorship Programme.
4. Participate in the planning, budgeting and report generation for STTAT related activities.
5. Ensure quality in all activities conducted by the STTAT.
6. Participate in the quality management of HIV patients in the supported health facilities.
7. Communicate professionally in writing as well generation of reports.
8. Ensure that all activities pertaining to HIV prevention, care and treatment services are offered according to National policies and guidelines.
9. Any others responsibilities assigned by management in line within project scope of work


Key outputs:
• Improved quality of service provision in supported HIV clinics
• Improved linkages of HIV positive persons identified through HCT (both Community and PITC) to care.
• Regular support supervision visits, mentorship sessions and CME’s in all supported facilities.
• Participate in the process of accreditation of sites that are yet unaccredited for provision of Anti retroviral therapy services.

COMPENSATION:
Compensation for the position will be commensurate with experience, and training.


Qualified and interested persons may apply online at hr@idi.co.ug OR Send an application letter with a detailed CV, naming at least two professional referees, to:

The Human Resource Manager
Infectious Diseases Institute
P. O. Box 22418, Kampala.

The closing date for the applications is 22nd July 2011. Only shortlisted candidates will be contacted for interviews.

NB: Candidates MUST be willing to work and live in Kibaale district.

Assistant Executive Director

VACANCY ANNOUNCEMENT
The Global Crop Diversity Trust is an independent international organization whose mission is to ensure the conservation and availability of crop diversity for food security worldwide. The Trust is building an endowment fund in order to provide secure financial support for key collections of crop diversity, in perpetuity.

The Global Crop Diversity Trust oversees a large program of activities to advance an efficient and sustainable global system of ex situ conservation. The Trust works in partnership with implementing agencies worldwide and has a particularly close relationship with the Food and Agriculture Organization of the United Nations (FAO), the International Treaty on Plant Genetic Resources for Food and Agriculture, Bioversity International and the other Centers of the CGIAR.

For further information about the Trust, please visit: http://www.croptrust.org

The Global Crop Diversity Trust is now seeking well qualified candidates for the position of:

Assistant Executive Director
The primary role and responsibility of the Assistant Executive Director is to support the work of the Executive Director. Working closely with the Executive Director, as well as with other staff, the Assistant Executive Director will assume primary responsibility for the Trust’s Long-term grant making, and will have responsibility for overall Trust managerial, governance and administrative undertakings to ensure the organization remains effective, dynamic and fully functional. In particular, the Assistant Executive Director will:
· Contribute to the strategic management of the Trust. In particular, work closely with the Executive Director in strategy formulation and in developing and overseeing the Trust’s corporate management and governance.
· Develop and manage the Trust’s relationship with a wide range of partners.
· Take responsibility for the development and management of the Trust’s long-term grant-making, including overseeing monitoring and evaluation.
· Have overall responsibility for Trust administration, including Headquarters operations, ICT and Human Resource policy and systems.
· Coordinate organizational information compilation and reporting, including the evaluation of impact and effectiveness in meeting the Trust’s mission.
· Represent the Trust to partners and donors, and in international fora.
· Manage all Executive Board business as Secretary to the Board.
· Perform any other duties as may be assigned by the Executive Director.

The successful incumbent will be an inspiring and thoughtful leader as well as an excellent manager. He/she will report to the Executive Director.

Competencies and Qualifications:
Mandatory Competencies and Qualifications
• Advanced degree in agricultural, biological or social science, or equivalent qualification. Preference will be for competencies related to plant genetic diversity and development;
• Minimum 10 years of experience (preferably including with institutions maintaining crop diversity collections) taking on progressively more managerial responsibility at international senior level;
• In-depth knowledge and understanding of the critical roles of agricultural biodiversity, and genetic resources in particular, for food security and climate change adaptation;
• A distinguished record of achievement and innovation;
• Excellent communication and interpersonal skills and ability to build consensus and manage conflict;
• Proven ability to establish, nurture and oversee multi-cultural, gender-sensitive multidisciplinary teams;
• Demonstrated competency in managing people and projects across different regions;
• Excellent verbal and written English; highly effective presentation skills to represent the Trust in international fora;
• Willingness to travel;
• High standard of personal integrity.

Desirable competencies and qualifications
• Knowledge of the International Treaty on Plant Genetic Resources for Food and Agriculture, the FAO Global Plan of Action, the CGIAR, national/regional genebanks and plant breeding efforts;
• Knowledge of additional languages.

Terms and conditions: This is an internationally recruited position for which the Global Crop Diversity Trust offers an attractive remuneration package including a competitive salary, retirement plan contributions, medical insurance and leave provisions. All benefits are denominated and paid in US Dollars. The successful candidate will be contracted by Bioversity International and the initial contract, which is renewable, will be for a period of three years, subject to a probationary period of one year.

The Global Crop Diversity Trust is currently located in Rome, Italy, but will establish its permanent Headquarters in Bonn, Germany in mid-2012. The successful candidate must be willing to assume the post in
Rome and subsequently move with the Trust to Bonn.

Applications: Please apply online through Bioversity International Job Opportunities web page ( http://www.bioversityinternational.org/about_us/job_opportunities.html ) by clicking the “Apply” button, completing the online application and attaching the required information, no later than 22 August, 2011.

Please note that in the application you are required to provide the contact details (address, telephone number and e-mail address) of at least three referees, which will be contacted for short listed applicants.

The Global Crop Diversity Trust is an equal opportunity employer and strives for staff diversity.

Women and candidates from developing countries are encouraged to apply.

All received applications will be acknowledged, but only short listed applicants will be further contacted.

Zambia ICT Manager for food security

REPORT TO: Regional Director LOCATION: Zambia

SUMMARY SCOPE OF WORK: The Information Communications Technology Manager will provide technical leadership and implementation oversight for Danya’s evidenced-based information communications technology (ICT) food security initiatives in the country. The position will be responsible for providing technical assistance to USG agencies, USG partners, and GoZ, designing and leading high impact ICT strategies and implementations.

RESPONSIBILITIES:

Leadership  Provide strategic leadership and vision for the food security ICT program.  Ability to lead the ICT technical approach across multiple projects.  Represent Danya before stakeholders and oversee implementation of activities throughout Zambia.  Contribute to annual work planning.  Establish and maintain a productive relationships with key stakeholders, including government officials, NGOs and community groups for smooth implementation.
 Work collaboratively with other project team members to ensure necessary program planning, development, resource availability and management activities function smoothly and efficiently.

Management  Work collaboratively with project and headquarters staff to assure proper financial projections, reporting, spending and compliance with project terms and conditions.  Contribute to ensure projects meets set targets.  Promote and support the dissemination of best practices among the project teams.  Contribute to timely, accurate and appropriate reporting of program activities and results to the donor, including progress reports, and annual reports.

KNOWLEDGE, SKILLS AND ABILITIES:  Computer science degree with post-graduate level training preferred.  A minimum of 6+ years of senior level experience in designing and implementing ICT programs for social development programs.  Significant experience in design and development of technology solutions to increase international development project impact.  Project work experience with open source technology.  Design and management experience with web-based, database and mobile phone applications.  Demonstrated experience leading large ICT initiatives funded by international donor organizations.  Excellent interpersonal, writing, and oral presentation skills.  Strong change management, results oriented and decision making skills.  Ability to work in a complex environment with multiple tasks, short deadlines and intense pressure to perform.  Fluency in English.  Ability to travel nationally and internationally.

PREFERED QUALIFICATIONS:  Experience developing successful, replicable and sustainable projects.  Expertise in research to practice – identifying best practices and adapting them to program realities.  A team player accustomed to building team capacity, delegating working teams, and developing communities of learning among host country partners and counterparts.

Please send your CV/Resume to globalrecruitment@danya.com

Danya is an equal opportunity employer!

Finance & Administration Manager

Based in Jinja, Uganda.

Restless Development is the global leader in youth-led development, focused on demonstrating that young people can and must play a leading role at all levels. Capitalising on two years of expansion, a new 5-year National Strategic Framework and a successful rebrand, Restless Development (Uganda) is well positioned to increase in scale, national recognition and impact.

As we enter this exciting new phase, we are seeking a talented Finance and Administration Manager to lead the Finance and Administration Unit. Key responsibilities will include: (1) management and development of all finance operations (2) responsibility for all internal and external financial reporting, and (3) management and development of all office administrative systems. As a member of the Restless Development Uganda Management Committee, the Finance and Administration Manager will also play a key role in the strategic direction and management of the organisation.

To find out more please download the job description here and the application form here.

If you have any questions and to apply please send applications to jessicag@restlessdevelopment.org by Friday 5th August 2011

(CVs will not be accepted)

Senior Manager

Based in Jinja, Uganda with travel

Restless Development is the global leader in youth-led development, focused on demonstrating that young people can and must play a leading role at all levels.
Capitalising on two years of expansion, a new 5-year National Strategic Framework and a successful rebrand, Restless Development (Uganda) is well positioned to increase in scale, national recognition and impact.

As we enter this exciting new phase, we are seeking a talented Senior Manager to lead the Programme Quality Unit while serving as an organisational #2 working closely with the Country Director to ensure effective leadership throughout the organisation. This is an exciting role for an individual with strong management experience and a passion for the role of young people in development.

To find out more please download the job pack here, which includes the job description and application form.

To apply please send completed applications to jessicag@restlessdevelopment.org by 15th July.

Behavior Change Communications Manager for Food Security

REPORT TO: Regional Director LOCATION: Zambia

SUMMARY SCOPE OF WORK: The Behavior Change Communications Manager will provide technical leadership and implementation oversight for Danya’s evidenced based, food security behavior change communications initiatives in the country. The position will be responsible for providing technical assistance to USG agencies, USG partners, and GoZ, designing and leading high impact communications strategies and implementations.

RESPONSIBILITIES:

Leadership  Provide strategic leadership and vision for the organization’s BCC program.  Ability to lead the behavior change communication technical approach across multiple projects.  Represent Danya before stakeholders and oversee implementation of activities throughout Zambia.  Contribute to annual work planning.  Establish and maintain a productive relationships with key stakeholders, including government officials, NGOs and community groups for smooth implementation.
 Work collaboratively with other project team members to ensure necessary program planning, development, resource availability and management activities function smoothly and efficiently.

Management  Work collaboratively with project and headquarters staff to assure proper financial projections, reporting, spending and compliance with project terms and conditions.  Contribute to ensure projects meets set targets.  Promote and support the dissemination of best practices among the project teams.  Contribute to timely, accurate and appropriate reporting of program activities and results to the donor, including progress reports, and annual reports.

KNOWLEDGE, SKILLS AND ABILITIES:  Agricultural or communications degree with post-graduate level training preferred.  A minimum of 6+ years of senior level experience in designing and implementing behavior change communications strategies.  Demonstrated experience providing technical assistance to behavior change communications projects, with emphasis on US government funded food security programs in the region.  Excellent interpersonal, writing, and oral presentation skills.  Strong change management, results oriented and decision making skills.  Ability to work in a complex environment with multiple tasks, short deadlines and intense pressure to perform.  Fluency in English.  Experience and understanding of the Feed the Future programming.  Ability to travel nationally and internationally.

PREFERED QUALIFICATIONS:  Experience developing successful, replicable and sustainable projects.  Expertise in research to practice – identifying best practices and adapting them to program realities.  Solid publication record in area of BCC.  A team player accustomed to building team capacity, delegating working teams, and developing communities of learning among host country partners and counterparts.

Please send CV/Resume to globalrecruitment@danya.com

Danya is an equal opportunity employer.

Lesotho Justice Management Expert / Team Leader

The Bureau for Institutional Reform and Democracy (BiRD) is looking for an excellent Justice Management Senior Expert as team leader for a long-term mission in Lesotho.

Projecttitel: Strengthening the Lesotho Justice Sector Reference: Lesotho Justice Location: Lesotho Duration: 30 months

Provisional start date: summer 2011, exact date unclear

Deadline for submission of CVs: 15/08/11

Overall Objective: The overall objective of the project of which this contract will be a part is to strengthen the Rule of Law in Lesotho.

Purpose: The purpose of this project and therefore of this contract is to enhance a professional, accessible and impartial Lesotho Justice Sector, which will ensure fair, timely and efficient delivery of justice and effectively combat corruption. This service contract will contribute to this purpose by providing technical assistance to assist in reforming the institutions in the Justice Sector.

Key expert 1: Justice Management Expert/Team Leader (Minimum working days: 550) Based in Maseru, the Team Leader will be responsible for the recruitment of support staff, timely submission of required reports, and preparation of detailed work plans with timetables and terms of reference for non key experts and support staff. S/he will also be largely responsible for providing technical assistance in case management procedures and law reform.

Qualifications and skills • Post graduate degree or equivalent in a relevant subject, preferably in fields related to Law and the Administration and Management of Justice • Very good knowledge (verbal and written) of English • Very good communication and management skills

General professional experience • At least 6 years of working experience in justice related institutional capacity building, court management, judicial procedural organisation • At least 4 years working experience in EU-funded projects, preferably as Key Expert

Specific professional experience • At least 10 years working experience in public administration, specifically in the area of justice • At least 5 years working experience in managing a team of technical specialists with varying experience and background • At least 5 years working experience in an advisory capacity to senior public management officials, preferably in the Southern African region

Please send your application, including CV and if possible a short coverletter, to the following address: jobs@birdmunich.de