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Chief, Field Personnel Section, Montréal, Canada

6:58:00 PM
T HE ORGANIZATIONAL SETTING
The Field Personnel Section (FPS) of the Technical Co-operation Bureau (TCB) is responsible for the recruitment and administrationof field personnel staff, experts and consultants recruited against project funds in the Technical Co-operation Bureau, and for theadministration of conditions of service of Technical Co-operation Field Project staff, in accordance with the provisions of the ICAOField Services Staff Rules and Regulations, TCB Field Personnel Instructions Manual as well as other United Nations Common Systemadministrative recommendations and decisions. The Field Personnel Section (FPS) also establishes grading standards for TechnicalCo-operation field positions and negotiates with States on the selection and release of experts.Chief, FPS reports directly to the Director, Technical Co-operation Bureau, whom s/he advises on field personnel issues, as required.Furthermore, the incumbent supervises all Professional and General Services staff of the Section, as well as additional staff, whenrequired.
M AJOR DUTIES AND RESPONSIBILITIES
Function 1 (incl. Expected resul ts)Manages the Field Personnel Section, develops policies and guidelines for experts and plans implementation, achieving resultssuch as:
  • Plan and coordinate the work programme of the Section, determine objectives, standard operating procedures of the Section,identify best practices suitable for the Technical Co-operation Bureau on recruitment and administration of experts in the field.
  • Direct and supervise the recruitment and administration of Field Personnel, including appointments, extensions, transfers,placements and promotions, ensuring timely recruitment of experts as well as reinforcing the efficacy and effectiveimplementation of Field Personnel policy, rules and regulations related to offers of employment, appointments,promotions/salary upgrading, transfers, assignments, salaries, allowances, medical clearance, home/annual leave, social security,disciplinary cases, compensation, capacity building, performance reports and separations.
  • Review the existing Field Personnel policies and procedures; oversee and modify, as necessary, the priorities, methods,performance and achievements of the Recruitment and Field Personnel Administrative Units; interpret and determine orrecommend on the application of policy and rules embraced by the ICAO Field Service Staff Rules, TC Field PersonnelInstructions, National Personnel Project Manuals, and precedent rulings.
  • Review Project Job Descriptions, Terms of Reference and obtain host government's formal approval of the selected candidate.
  • Ensure the implementation of ISO (International Organization for Standardization), e-Recruiter and Agresso Systems. Determinegrading standards for TC posts.
  • Maintain liaison and consult on TC Personnel matters with Officials of the Bureau, Human Resources Branch (HRB), RegionalOffices of ICAO, UN, United Nations Development Programme (UNDP), Legal Bureau, ICAO Delegations, Governments and privateinstitutions.
  • Administer ICAO's Field Security Programme, liaising with UN Designated Field Security Office.Function 2 (incl. Expected results)Manages the performance management programme and related policies, system and procedures, achieving results such as:
  • Provide advisory support to Chiefs of Section/Unit, Senior Managers, Project Coordinators, Staff at large on performancemanagement issues, Field Services Staff Rules and Regulations.
  • Keep abreast of development in the UN Common System with regard to field staff development and performance managementsystems, policies and practices.
  • Lead the enhancement of on-going development of ISO System, policies and procedures.
  • Develop and implement a comprehensive evaluation report including questionnaire for Project Coordinators and field staff atlarge.Ensure regular follow-up on and timely completion of Performance Evaluation Report for field staff.Analyse Performance Evaluation Report including questionnaire received from Projects regarding expert's performance.Function 3 (incl. Expected results)Manages and oversees the development of TCB computerised Roster of Experts, ensures succession planning and related policies,achieving results such as:
  • Develop and oversee the procedures for periodic update of TCB roster to ensure currency of information and availability ofcandidates, recommend enhancements to the roster to ensure its optimum use and the timely recruitment of project personnel.
  • Analyse and revise the skill codes for each expert retained on roster by applying the TCB roster coding system for the e-RecruiterSystem.
  • Plan, analyse and address procedural and operational problems related to field personnel as they occur, verifying the accuracy ofcontracts prepared for ICAO Technical Co-operation field service.
  • Plan and coordinate the delivery of TCB capacity building activities with Field Operations, Fellowship Unit and ICAO training Unitprogramme.
  • Propose innovative ways of providing career progression initiatives, including succession planning.
  • Advise staff on learning/development opportunities, providing coaching and counselling.Function 4 (incl. Expected results)Leads and manages a broad range of other Field Personnel functions and activities, achieving results such as:
  • Address the queries and recommendations from both external and internal audits related to recruitment and administration ofexperts and field personnel assigned to projects.
  • Ensure the timely preparation of statistical data of Technical Co-operation field staff for management purposes, as well as for theUN Joint Inspection Unit.
  • Coordinate common system surveys on conditions of service in coordination with the Bureau of Administration and Services(ADB), Human Resources (HR).
  • Propose revision of local salary scale, upon request from Member States. Function 5 (incl. Expected results)Leads, supervises and manages the work and staff of the Field Personnel Section, achieving results such as:
  • Plan, organize and manage assigned resources to provide timely and effective service delivery.
  • Assess performance, recognize outstanding performance and address under-performance.
  • Represent TCB in all meetings related to Field Personnel issues in coordination with HR.
  • Prepare annual reports and ensure that the staffing table for Project staff is being updated.
  • Perform other related functions, as assigned.
QUALIFICATIONS AND EXPERIENCEE
Educational background
An advanced level university degree (Masters' degree or equivalent, which should be substantiated by the applicant) preferably withspecialization in Human Resource Management, public or business administration, social sciences or related field, is required.Professional experience and knowledge
  • Extensive hands-on experience (preferably twelve years) in Human Resources Management, staff administration, recruitment,field personnel, including a minimum of ten years within the United Nations Common System, public sector, government orinternational organization.
  • Demonstrated professional competence and success in the delivery of effective Human Resources Policies. Broad knowledge andcross-functional exposure to other areas, such as consultants, classification, performance management, staff development,mobility, contract management, compensation and benefits.
  • Knowledge of best practices in international HR matters including UN Common System and ability to interpret and apply FieldServices Staff Rules and regulations.
  • Experience in using contemporary enterprise resource planning (ERP) systems as well as other electronic systems andapplications is an asset.
  • Skills and experience should be particularly strong in case analysis, disciplinary procedures, planning and work management.
  • Strong communication skills - both written and verbal.
Language SkillsFluent reading, writing and speaking abilities in English are essential. A working knowledge of a second language of the Organization(Arabic, Chinese, French, Russian, or Spanish) is an asset.
Competencies
Judgment and Decision-making: The person is in a role where s/he is expected to identify key issues quickly, gather relevantinformation, consider positive and negative impacts, check assumptions against facts and make tough decisions when necessary.
Creativity: The willingness and ability to develop new ideas, improve existing processes, and thinking 'outside of the box'.
Communication: The ability to convey oral and written communication clearly and concisely; listening to understand, andasking questions to verify understanding.Planning and Organizing: The ability to set clear goals, to prioritize, to anticipate problems or risks and use time efficiently.
Client Orientation: The willingness and ability to see things from the clients' perspective, anticipate client needs and concerns;find appropriate solutions for clients and keep clients informed.
Technological awareness: The willingness and ability to keep abreast of available technology, understand the applications andlimitations of technology, and actively seek to apply and learn about new technology.
Leadership: Anticipates and resolves conflicts by pursuing mutually agreeable solutions, identifies strategic issues, opportunitiesand risks. Works collaboratively with colleagues to achieve organizational goals and acts without consideration of personnel gain,stands by decisions that are in the Organization's interest, even if they are unpopular.
CONDITIONS OF EMPLOYMENT
It should be noted that this post is to be filled on a fixed-term basis for an initial period of three years (first year is probationary foran external candidate).ICAO staff members are international civil servants subject to the authority of the Secretary General and may be assigned to anyactivities or offices of the Organization within the duty station.ICAO staff members are expected to conduct themselves in a manner befitting their status as international civil servants. In thisconnection, ICAO has incorporated the 2001 Standards of Conduct for the International Civil Service into the ICAO PersonnelInstructions.ICAO offers an attractive benefit package to its employees in accordance with the policies of the International Civil ServiceCommission (ICSC).The statutory retirement age for staff entering or re-entering service after 1 January 1990 is 62. For external applicants, only thosewho are expected to complete a term of appointment will normally be considered.

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