Wednesday, November 18, 2015

Workplace Cooperation Technical Officer, Social Dialogue and IR


Vacancy No: DHAKA/2015/04

Title: Workplace Cooperation Technical Officer, Social Dialogue and IR

Grade: P.3

Contract type: Fixed-term Appointment

Duration of contract:  One year (with possibility of renewal)  
Date: 12 November 2015

Application Deadline (midnight Geneva time) 26 November 2015
(8 day(s) until closing deadline)
Currently accepting applications
 
Organization unit:   CO-DHAKA

Duty Station:  Dhaka, Bangladesh
 
For any questions related to this post, please contact Mr Srinivas B. Reddy, reddy@ilo.org

Under article 4.2, paragraph (e) of the Staff Regulations, the filling of vacancies in technical cooperation projects does not fall under Annex I of the Staff Regulations and is made by direct selection by the Director-General.

In order to support the best informed process in the filling of the following vacancy by direct selection, the ILO invites interested candidates to submit their curriculum vitae online by the above date (midnight Geneva time).

Technical cooperation appointments are not expected to lead to a career in the ILO and they do not carry any expectation of renewal or conversion to any other type of appointment in the Organization. A one-year fixed-term contract will be given. Extensions of technical cooperation contracts are subject to various elements including the following: availability of funds, continuing need of the functions and satisfactory conduct and performance.

The following are eligible to apply:
- ILO Internal candidates in accordance with paragraphs 31 and 32 of Annex I of the Staff Regulations.
- External candidates


Conditions of employment are described in Appendix II.

The Office is a non-smoking environment.
INTRODUCTION
The Ready Made Garment (RMS hereinafter) sector in Bangladesh has grown rapidly since the 1980's. It currently employs an estimated four million workers, of which 80 per cent are women. This fast paced growth has not been accompanied by similar developments in labour market institutions, resulting in significant challenges in working conditions and labour rights, which require to be addressed urgently. Moreover, literature suggests that many women employed in this sector are illiterate or semiliterate and come from economically weak sections, which leave them with little bargaining power. These factors have posed gender specific challenges in the RMG sector.

Following major garment factory accidents in 2012 and 2013, the ILO (International Labour Organization) developed a comprehensive programme to support the Government's efforts to engage in a much-needed reform process, to improve safety, working conditions and rights at work in this sector, including workers' and employers' right to organise, bargain and dialogue at the workplace.

While notable progress is being made to improve the country's legal context, momentum must be maintained and more needs to be done to effectively improve working conditions and rights at work in the garment sector. Bangladesh still lacks effective institutional mechanisms for supporting the implementation of the new legislative framework (amended in 2013); furthermore, the level of trust between workers and employers is very low and dialogue at the workplace is very limited and lacking at the RMG sector level.

The proposed project "Promoting Social Dialogue and Harmonious Industrial Relations in Bangladesh Ready-Made Garment Industry", builds upon the results being achieved by the ILO technical cooperation programme to improve safety, working conditions and right at work in the RMG sector in Bangladesh. The results being achieved include a reformed legislative framework; gradual improvement in the government enforcement mechanism in the areas of rights, working conditions and safety and health; continuous improvement in the capacity, knowledge and understanding of both employers and workers and their representatives; and slow but progressive use of social dialogue processes.

The proposed project will focus on three specific outcomes: the development of dialogue mechanisms and relations between employers and workers and particularly at the workplace level as a means for preventing disputes; and, the development of the conciliation and arbitration mechanisms into a more credible, trusted and transparent system. In achieving these two outcomes, the project will focus intensively on building the capacity of workers and employers to engage in social dialogue and collective bargaining at the workplace and sector level and to make effective use of the dispute prevention and resolution mechanisms. Furthermore, given the large presence of female workforce in the lower ranks of the occupational hierarchy, inclusive strategies and gender mainstreaming will be emphasized so that the project achieves gender balance in the direct beneficiaries as well as full representation of women's workers' interests and requirements.

The project will be initially piloted in the RMG sector, with gradual scaling up within the sector. However, the impact of the project and particularly that of the dispute resolution mechanism will go beyond the sector and cover all other sectors.

Under the overall guidance of the Director of ILO Country Office and direct supervision of the Project Chief Technical Adviser (CTA), the Workplace Cooperation Expert will contribute to the implementation of the project in the areas of his/her competence, specifically under Outcome 1 of the project document. He/she needs to work closely with the members of the project team and will be involved in joint activities involving other technical departments.
Description of Duties
1. In collaboration with the CTA, provide strategic advice and guidance on workplace cooperation, including related legal issues, to national tripartite partners regarding institutional strengthening,

2. Contribute to strategic advice and guidance on workplace cooperation development of national capacities on targeting enterprises for interventions, action planning and its implementation including building longer term sustainability models at the enterprise level.

3. Review existing regulatory frameworks and laws and provide technical advice on adjustments needed to comply more with international standards in the implementation of workplace cooperation activities both at national and enterprise levels.

4. Provide support in developing national training programmes for selected partners on workplace cooperation and the effective process and systems management through curriculum and materials development, with a focus on standard operating procedures, standard orientation and ongoing professional development for stakeholders involved at institutional and enterprise levels.

5. Advise ILO constituents and identified partners and enterprises on the application of or effect given in grievance handling. Where by an effective grievance handling system both at the national and enterprise level will be established. To coordinate such support with the establishment and enhancement of worker resource hubs.

6. In collaboration with the CTA, avise ILO constituents on how to plan, implement and evaluate programmes on workplace cooperation and grievance handling.

7. Elaborate projects, analyse proposals, formulate, revise, evaluate and present project proposals, and negotiate financing with special regard to workplace cooperation and grievance handling topics.

8. Disseminate information on workplace cooperation and grievance handling topics to ILO DWT in Delhi and coordinate support with ILO GOVERNANCE (Labour Law, Social Dialogue, and BW), as well as ROAP, ACTRAV, ACTEMP, WORKQUALITY through publications, manuals, guidebooks, press releases, etc. and ensure representation in donors meetings, international, regional and local forums, and promotion campaigns necessary.

9. Undertake such other tasks and responsibilities as may be assigned by the Chief Technical Advisor.
Required Qualifications
Education
Advanced university degree in law, social sciences, working conditions, preferably with a specialisation in labour law, or industrial relations.
Experience
- Minimum of five years of professional experience of which at least 5 at the international level on workplace cooperation, grievance handling industrial relations or social dialogue.

- Good record of publications and development of training programs and curriculums on workplace cooperation, grievance handling and industrial relations will be considered an advantage.

- Demonstrated and recognized managerial leadership skills.

- Demonstrated and recognized policy advisory skills.
Languages
Excellent command of English is required. Good working knowledge of another ILO language would be an advantage.
Competencies 
Ability to work in a team and capacity to work on own initiative. Ability to work in a multicultural environment and gender-sensitive behaviour and attitudes are also required. Good negotiating skills. Ability to prioritize work.

Job Specific competencies and skills:
Job specific competencies include ability to: design research studies and conduct comparative analyses involving the application of principles of law to the analysis of administrative, substantive and procedural problems of substantial intricacy; advise and persuade colleagues and constituents on legal questions, diplomatic skills; deal with colleagues and constituents with tact and discretion. Ability to analyse defined aspects of labour administration and labour inspection issues, draft clearly and concisely to prepare studies and comments and take initiatives to keep up-to-date with new developments in the labour administration and labour inspection area. Good understanding of industrial relations issues. Good communication and presentation skills and ability.

APPLICANTS WILL BE CONTACTED DIRECTLY IF SELECTED FOR WRITTEN TEST.
APPLICANTS WILL BE CONTACTED DIRECTLY IF SELECTED FOR AN INTERVIEW.

APPENDIX II CONDITIONS OF EMPLOYMENT
Grade: P.3
Salary and post adjustment (with dependants)US$
SalaryMinimum60813
rising toMaximum84443
Post adjustment for DhakaMinimum26149
Maximum36310
Salary and post adjustment (without dependants)US$
SalaryMinimum56766
MaximumMaximum78464
Post adjustment for DhakaMinimum24409
Maximum33739

Please note that the above salary levels are determined according to the criteria established by the International Civil Service Commission. The ILO is international public sector employer and salary and other employment conditions are not negotiable.

Other allowances and benefits subject to specific terms of appointment:
  • Children's allowance (except for the first child if the dependant rate of salary is paid in respect of that child);
  • Children's education grant (per child per year);
  • Pension and Health Insurance schemes;
  • 30 working days' annual leave;
  • Assignment Grant;
  • Entitlement to transport expenses of personal effects;
  • Repatriation Grant;
  • Home-leave travel with eligible dependants every two years;
  • Rental subsidy (if applicable).

Recruitment is normally made at the initial step in the grade.
Salaries and emoluments are exempt from taxation by the Swiss authorities and, on the basis of international agreements or national law relating to presence or residence abroad, are generally exempt from taxation by other governments. In the absence of exemption, in most cases tax paid will be reimbursed in accordance with an ILO document which will be supplied upon request.

While the successful candidate will be initially working in Dhaka, he/she may be assigned to any duty station designated by the Director-General of the ILO.

Please note that all candidates must complete an on-line application form.
To apply, please visit ILO's e-Recruitment website at: erecruit.ilo.org. The system provides instructions for online application procedures.
The ILO does not charge any fee at any stage of the recruitment process whether at the application, interview, processing or training stage. Messages originating from a non ILO e-mail account - @ilo.org - should be disregarded. In addition, the ILO does not require or need to know any information relating to the bank account details of applicants.

Depending on the location and availability of candidates, assessors and interview panel members, the ILO may use communication technologies such as Skype, Video or teleconference, e-mail, etc for the assessment and evaluation of candidates at the different stages of the recruitment process, including assessment centres, technical tests or interviews.

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