The International Labour Organisation has been emphasizing the central role of employment and decent work in achieving sustainable development goals. Global ILO policy frameworks including the Global Employment Agenda (2003), the Declaration on Social Justice for a Fair Globalization (2008), and the Global Jobs Pact (2009) set out a coherent vision and provide guidance on how to combine growth with more and better jobs.
In line with the above, the Employment Policies and Skills Development Programme  (EPSD) of the International Training Centre of the ILO (the Centre) works to enhance the long-term capacity of governments and social partners to contributing to, and influencing, the design and implementation of effective policies and programmes for employment and skills development.
The EPSD Programme develops and delivers knowledge products and learning events addressing ILO constituents and other development stakeholders. These events are designed to stimulate constructive exchanges and to offer policy and practical insights and tools for informed decision-making on the subjects covered.
Standard and tailored courses are organized in the following clusters:
  • Employment and Labour Market Policies and Programmes: some courses consider the overall national framework for employment promotion, while others have a narrower focus, including on the employment potential of public investment, innovations in public employment programmes, or the role of employment services and other labour market institutions.
  • Youth Employment: courses look at ways and means to mainstream youth employment in development policies and programming cycles. Thematic tracks focus on youth-related labour market information, youth-friendly economic policies, youth employability, and youth entrepreneurship, among other topics, including inter-agency activities on the broader theme of youth development.
  • Skills Development and Technical and Vocational Education and Training (TVET): a range of activities, including an “Academy on Skills Development” which explores the latest trends in skills development and related policies and systems. Some of the courses focus on the management of training institutions, or more specific topics like strategic planning in TVET and career guidance.
  • Green Jobs: the subjects covered under this cluster relate to the promotion of decent work in the green economy and adaptation to climate change.
The “Turin Learning Approach” is applied which is a pedagogical framework which attaches importance to the relevance, quality and impact of training activities. Learning methods are active, participatory, and make extensive use of information and communication technology. Evaluation exercises are administered to assess the impact of training on individual participants and their respective institutions and organizations.
The EPSD programme works in close collaboration with the other training programmes of the Centre as well as with the concerned units of the ILO at headquarters and in the regions. Effective partnerships are also maintained with other international and national entities in the development field, including UN System organisations, multilateral and bilateral donor agencies, and relevant educational and training institutions.
The duties and qualifications required for this Senior Programme Officer position are detailed in the next sections of the notice of vacancy.
DESCRIPTION OF DUTIES
Under the supervision of the Programme Manager, the incumbent will contribute to developing and delivering the programme’s training portfolio. S/he will focus primarily on employment and labour market policies and the functioning of labour market institutions, under the dedicated or other clusters, as appropriate.  More specifically, the incumbent shall:
  • analyse the economic, social and political factors affecting countries or regions, as well as the respective labour market trends, in view of determining capacity building requirements relevant to ILO objectives;
  • assess the training needs of ILO constituents and other stakeholders and recommend the appropriate strategy to address such needs, including through partnerships and external support by donors;
  • conceptualize, design and plan training activities addressing the expressed constituents and other needs and priorities, taking into consideration the capabilities of the Centre and the cost-effectiveness and expected results of training;
  • update/upgrade existing training material and curricula, and develop new ones as required;
  • act as activity manager for the design, planning, organization and management of training courses including budgeting, guiding experts, assessment of results, identification of risks and implementation of corrective measures;
  • develop training project proposals and provide inputs in response to tender notices and calls for proposals;
  • participate in brainstorming sessions, seminars, experts meetings, conferences, field missions etc. relevant to the programme;
  • perform other related duties which may be required.

  • QUALIFICATIONS REQUIRED
  • Education
    Advanced university degree in economics or related fields,  preferably with specialisation in labour market economics.
    Experience
    At least seven years of progressively responsible professional experience in dealing with labour market institutions and employment-related matters, of which at least three years at the international level. Some experience in facilitating adult learning activities (design, organisation,  delivery)  is required.
    Languages
    Excellent command of English is required. A good knowledge of either French or Arabic is an advantage.
    Core competencies
  • Adaptability: ability to adapt to major changes in work tasks or in the work environment.
  • Service: ability to meet in-house and external needs effectively.
  • Collaboration: ability to develop and use collaborative relationships to achieve work goals.
  • Communication: ability to convey information clearly to individuals and groups.
  • Initiative: ability to take prompt action to accomplish objectives, even beyond what is required.
  • Integrity: ability to maintain social, ethical and organisational norms and adhere to codes of conduct and ethical principles.
  • Knowledge management: ability to develop and update professional knowledge continuously, and to assimilate and apply new job-related information in a timely manner.
  • Sensitivity to diversity: ability to accommodate cultural and gender differences to interact effectively with people of different cultures.
  • Level competencies
  • Decision-making: analysis and judgement/problem-solving.
  • Facilitating change: encouraging others to seek opportunities for different and innovative approaches to address problems; facilitating the implementation and acceptance of change within the workplace.
  • Gaining commitment: using appropriate interpersonal styles and techniques to gain acceptance of ideas or plans; modifying one’s own behaviour to accommodate tasks, situations and individuals involved.
  • Planning and organizing: establishing courses of action for self and others to ensure that work is completed efficiently. Monitoring the results of delegations, assignments or projects.
  • Technical competencies
  • Excellent knowledge of the functioning of labour markets and the related concepts, international and national normative, practices and institutions.
  • Familiarity with policy frameworks and instruments for employment promotion.
  • Training skills (adult learning techniques).
  • Skills in utilizing computers, including word processing, database and other software.
  • Knowledge of technical cooperation processes and procedures as well as of donor policies and practices.