RECRUITMENT PROFILE. Profile: Community Services

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1 Profile: Community Services RECRUITMENT PROFILE Major Duties and Responsibilities 1. Provide information and social analysis of the cultural, political and economic context of population of persons of concern and their host communities as well as the community dynamics. Analyse resources and capacities of persons of concern and their host communities including state departments and structures. 2. Monitor registration processes to ensure that persons with specific protection needs are identified and provided specific attention and services 3. Facilitate consultations, stimulating reflection and analysis among persons of concern, partners, host government and host communities and draw out from them resources that can be mobilized to address the protection risks and assistance needs they have identified and prioritized. Map out individuals and groups with specific needs, in particular the older persons, persons with disabilities, unaccompanied and separated children, single headed households, survivors of abuse and torture etc. in order to jointly with persons of concern, design appropriate response and solution. Assists in developing ways in which community involvement can be increased and community groups strengthened Work closely with persons of concern and staff (on their own level and pace) to seek and gather first hand information and knowledge. 5. Mobilize communities for identification of unaccompanied and separated children, and in establishing protection systems for caring of children. 6. Mobilize communities and partners for the establishment of standard operating procedures to address sexual and gender-based violence 7. Ensure that maximum meaningful participation of men, women, girls, boys of all ages and various backgrounds is obtained in the assessment, planning, implementation and management of all protection, social and educational services/activities. 8. Knowing and learning the resources and capacities of stakeholders, jointly identify areas of complementarities, overlap and gaps in meeting the protection and assistance needs of persons of concern and advise on rights and community-based strategies for judicious use of resources to ensure equal and adequate access.

2 9. Monitor and co-ordinates projects implemented by agencies responsible for legal, social, psycho-social, cultural and educational services, and carries out participatory assessments of protection risks and assistance needs. 10. Mentor and train on community development principles and participatory methods that should be increasingly used by all staff and partners. Develops ways in which women can become more involved in decision making in order to ensure that their needs are taken into account in the overall planning and implementation of all programmes 11. Normally supervises and co-ordinates the work of at least one lower level professional and 2 GL staff; 12. Undertakes other duties as required. Managerial Competencies (see attached Annex) MC01 Strategic planning MC02 Leadership MC03 Managing Performance MC04 Coaching and Developing Staff MC05 Managing Resources Functional Competencies (see attached Annex) TS01 developing technical policies/guidelines and ensuring consistency of application TS02 Providing technical support and advice TS03 Empowering Refugees PT06 Protecting refugees and other persons of concern at field level PG04 Assessing Beneficiary Needs and Availability of Resources PG12 Facilitating Programme Delivery by Implementing Partners SD05 Training Delivery Academic Qualifications First University degree (BA/BSc.) in Social Sciences, Social Services, EAP, Counseling, Psychology Advanced University degree (MA/MSc.) in Social Sciences, Social Work, EAP. Counseling, Psychology Other relevant qualifications in addition to the above Diploma (2 years) in social work, Certificate in community development, education in special needs groups (not extramural) Additional training in family counseling, alcohol and substance abuse, crisis intervention, conflict management Training in community-based rehabilitation including economic. Management training

3 Relevant Experience Experience in community mobilization, in stimulating community participation. Field experience in community information, education and communication (IEC) in order to conduct awareness sessions Experience in case management, counseling and direct service to people in distress, especially displaced people, or in a government field based social department (social welfare/community-based rehabilitation, health, education and PME ) with field experience. Work experience in managing Sexual and Gender-Based iolence Work experience with children and adolescents Work in multi-cultural, multi-national context Work in developing country in the field Work experience in the humanitarian field in stress-management and crisis intervention. Work experience in coordination and animation of socio cultural programmes Managerial and Technical Skills Analytical skills: ability to conduct situation analysis, social analysis of risk factors, political and economic context Ability to use participatory methods to design projects, prepare and administer budgets/resources/people Ability to mobiles resources including within communities of persons of concern and their hosts. Ability to coordinate various activities and partners (including persons of concern) for an optimal use of resources. Ability to assess training needs design training modules and deliver training to educate other people Ability to set direction in the field of work, coach and supervise staff. Negotiating skills Counseling and mentoring skills Communication/inter-personal skills/team work Emergency management skills Have basic computer skills Writing/drafting skills ANNEX MC01: STRATEGIC PLANNING Demonstrate the ability to develop and communicate a clear strategy direction, taking into account the needs of persons of concerns of concern and the interest of the organization. WHY IT MATTERS

4 Managers within UNHCR need to be capable of determining the strategic direction for their area of responsibility in support of UNHCR s overall policy objectives. A key requirement is the ability to stand back and focus on long term direction, whilst at the same time maintaining an appropriate level of involvement in day to day issues I Steps back from operational issues to focus on a long term direction for the area of responsibility which directly links the rights and needs of persons of concern with overall UNHCR objectives Consult with groups inside and outside the organization including different components of the community of persons of concern to ensure that the strategic direction is realistic, suitable and gender and culturally sensitive. Develops challenging but realistic goals for the area of responsibility which provide staff, donors and other interested parties with a clear and common understanding of the strategic direction Involves other staff in developing the strategic direction and goals and the means to achieve them. MC02 LEADERSHIP Demonstrates the ability to carry out the organization s vision to manage changes, to make sound and timely decisions and be accountable for them, and lead, build and motivate the team to achieve planned results. I Acts as a role model for managerial behaviour within UNHCR and positively represents UNHCR s vision in dealing with others. I Takes sound and timely managerial decisions, ( including those of a sensitive or contentious nature) which are consistent with UNHCR s vision and purpose. Assumes responsibility and accepts accountability for his/her decisions. Explains the reasons for decisions to those who implement or are affected by them. Builds and leads a mutually supportive team, in which all team members are motivated and encouraged to make their contribution. Encourages individuals to take initiatives and responsibility for putting ideas/activities into practice and making them work

5 MC03 MANAGING PERFORMANCE Demonstrates the ability to agree objectives and competencies with staff which will support achievement of the office's plans, and to provide them with feed-back on their performance. WHY IT MATTERS In order to achieve results, managers need to set the direction, focus staff members on specific objectives, and monitor and support their performance. A performance appraisal process, properly applied, can be a vital tool in managing and improving the performance of staff to achieve the operation's objectives and meet required standards of performance. I Guides staff in understanding operational priorities for the period in question, and agrees objectives with them which reflect these priorities. I Guides staff in understanding the competencies required in the job as a whole. Gives regular, constructive feedback on performance which is aimed at helping the staff member to capitalize on strengths and improve performance in areas of need, and carries out a timely mid-term progress review. Appraises the performance of staff honestly, fairly and consistently, respecting UNHCR guidance on applying the appraisal process (eg. timing, application of rating scale etc). Gives staff with performance difficulties every reasonable opportunity and assistance to improve, but always addresses the problem directly, using the appropriate procedures. Takes responsibility as Reviewing Officer for ensuring that the appraisal process is correctly carried out by supervisors, and appraising their performance fairly as a result. MC04 COACHING AND DEELOPING STAFF Demonstrates the ability to provide effective coaching and encourage appropriate development activities in order to support staff in identifying and meeting their training and development needs.

6 WHY IT MATTERS Staff development plays an important role in ensuring that staff is able to achieve their objectives, meet required standards of performance in their current job, and acquire skills needed for future career plans where appropriate. But staff development is not limited to formal, off-the-job training courses. Managers have a crucial role to play, by helping staff understand their training and development needs, and providing them with opportunities to meet them. In support of this, managers need to recognize the importance of good coaching skills. I Supports staff in identifying their training and development needs in relation to competencies required to do the job. Provides effective feedback and coaching to staff managed, with the aim of guiding them to improve their performance or acquire new competencies. Seeks to maximize the use of on-the-job opportunities for developing staff, and in lieu of formal training, supports cost effective methods of development. Encourages learning activities which foster team building and effective teamwork. Counsels staff in reviewing their future career options and identifying realistic career goals; facilitates achievement of development activities in support of goals where feasible and appropriate. MC05 MANAGING RESOURCES Demonstrates the ability to plan and use resources (people and/or finance and/or physical assets) in accordance with UNHCR/UN guidelines and delegated accountability so that objectives are achieved in the most effective manner possible. WHY IT MATTERS Resources are limited and must be used to the best effect for the benefit of refugees, to maintain the essential staff confidence in management, and government confidence in UNHCR.

7 I Uses the agreed strategic direction for the area of responsibility to identify, prioritize and plan resource requirements as accurately and as early as possible. Identifies the resources currently in place which would support achievement of the strategic direction and puts plans in place to gain additional resources if required. Establishes 'indicators' to monitor the progress and effectiveness of plans and use of resources. Monitors the use of resources to ensure they are in line with UNHCR/UN rules and guidelines, and adjusts resource plans as required in response to changing circumstances. Reviews and evaluates achievements to enhance future planning and Resource utilization. TS01 DEELOPING TECHNICAL POLICIES/GUIDELINES AND ENSURING CONSISTENCY OF APPLICATION Demonstrate the ability to contribute to the development of appropriate technical policies, guidelines and/or operating procedures for own area of expertise, and to act to ensure they are applied consistently. I Set and communicate standards for the development of specific programmes of a technical, specialist nature to ensure the latest available technical expertise is shared with the relevant staff and utilized in the implementation process at the point of delivery. Regularly reviews current operations and lessons learnt from monitoring and evaluation etc., so as to recognize in good time the requirements for new policies, guidelines, operating procedures etc.. or changes to existing ones. Makes practical and innovative technical contributions to the development of global, regional or cross-agency policy, developing proposals which reflect UNHCR s requirements and experience, and defending them effectively during debate. Develops and drafts clear, streamlined and user-friendly technical policies, guidelines or operating procedures for UNHCR which will enhance cost effectiveness through encouraging consistency in approaches adopted.

8 Proactively monitors the application of technical policies, guidelines or operating procedures to ensure that they are applied consistently; identifies any problems in application and draws conclusions about lessons learnt TS02 PROIDING TECHNICAL SUPPORT AND ADICE Demonstrate the ability to provide high quality technical services within UNHCR, the country or office by providing support and advice which is technically sound and realistic. I Provides realistic and implementable technical advice, pitching communications at the right level for specialists and/or non specialists as appropriate, presenting a range of options and indicating their likely consequences, and justifying recommendations convincingly so as to persuade others to implement them. Provides an effective and user friendly troubleshooting support to raise their general level of awareness of technical and social issues, including the availability of respective technical support; where appropriate, coaches them to find their own solutions in accordance with guidelines and best practices. Educates UNHCR staff on guidelines and best practices, seeking to raise their general level of awareness of technical and social issues, including the availability of respective technical support; where appropriate, coaches them to find their own solutions in accordance with guidelines and best practice. encourages formal and informal sharing of experience across regions, countries and operations, so that expertise can be maximized and solutions shared. TS03 EMPOWERING REFUGEES Demonstrates the ability to support, counsel and provide practical assistance that will help refugees develop self reliance in all relevant areas. I Shows the ability to listen attentively to and to understand refugees with problems, and shows preparedness to provide constructive, practical assistance where possible. Provides refugees with up-to-date advice and referrals to sources of

9 practical assistance (eg. social, educational, medical services etc.), developing own information sources and contacts in order to build a comprehensive and effective service. I Motivates and encourages refugees to move toward economic self sufficiency and self reliance by helping them to identify their protection and assistance needs, and assess their contributions to solutions and the options available to them, and empowering them to make their own decisions. Encourages the development of the community as a whole through assisting community individuals and groups to set up initiatives which will help build and sustain self sufficiency, closely monitoring progress and providing practical support to maximise their chances of success. Encourages that groups with specific needs and their views are integral part of the process. Builds awareness amongst refugee communities of specific social and other issues (eg. sexual harassment, potential hygiene problems etc.), demonstrating respect for cultural sensitivities, so as to spot potential problems at an early stage and to mobilize communities and individuals to take corrective action. Promotes and facilitates the organisation of refugee communities to select responsible, gender sensitive and representative leadership frameworks, and to engage in self-help and other community development activities. PT06 PROTECTING REFUGEES AND OTHER PERSONS OF CONCERN AT FIELD LEEL Demonstrates the ability to ensure that refugees and other persons of concern to UNHCR are protected in line with UNHCR guidelines at the point of delivery. I Establishes constructive informal and formal relationships with local authorities and constantly reinforces the theme that protection of persons of concern to UNHCR is the responsibility of the government. Works with groups of persons of concern to develop practical solutions to protection problems and /or preventive measures which meet the needs of the persons of concern, the local community, and the local government. Intervenes, as appropriate, in difficult situations in a positive and practical fashion ensuring that the risk to persons of concern is eliminated.

10 Takes opportunities in both formal and informal situations tio explain protection issues to individuals or groups in a manner that is appropriate to the circumstances. Identifies and submits priority cases for resettlement, based on discussions with individual refugees, and knowledge and understanding of quotas and appropriate procedures. PG04 ASSESSING BENEFICIARY NEEDS AND AAILABILITY OF RESOURCES Demonstrates the ability to identify and analyse relevant information, and use this to develop programmes/projects which meet beneficiary needs whilst taking account of availability of resources. I Thoroughly researches the nature and composition of beneficiary population and local communities, and availability of resources, to support development of programmes/projects which will work effectively in the environment, which respect local culture and customs, and which will prevent or reduce vulnerability. Closely monitors the evolving situation, using a range of techniques including observation, communication with beneficiary groups and implementing partners, meetings and reports and close collaboration with other UNHCR staff, to gather regular, up-to-date information on changing needs, paying specific attention to ethnic, national, gender and age groups and paying particular attention to identifying vulnerable groups. Objectively reviews current programmes and projects, encouraging the Involvement of beneficiary groups, local authorities and implementing partners where appropriate, to determine how far they meet existing and new needs. Uses these reviews as a basis for enhancing the impact of UNHCR projects. Identifies a range of information sources, and collects and analyses nformation. Interprets and forecasts trends and utilises the results for development and refinement of UNHCR programmes/projects Looks beyond immediate needs to determine likely future needs and Service requirements and assesses how these may affect plans being developed.

11 PG12 FACILITATING PROGRAMME DELERY BY IMPLEMENTING PARTNERS Demonstrates the ability to build relationships and work closely with implementing partners, in support of successful programme implementation. I Ensures sub-agreements are developed in close cooperation with implementing partners in sufficient detail to facilitate project monitoring, are consistent with the letter of instruction, and are executed in a timely fashion so as to avoid unnecessary delays in project implementation. In liaison with UNHCR colleagues (programme, field, other specialists etc) builds a mutually supportive partnership and maintains regular contact with implementing partners, so that problems can be addressed at an early stage and resolved if possible on the spot, in a firm but constructive manner which does not harm future working relations. Understands and applies the principles of effective programme management in setting up well balanced implementation teams where appropriate. Conducts negotiations with implementing partners which result in an agreement on project content and funding, managing expectations by clarifying priorities and explaining constraints, and providing firm but constructive advice on how proposals can be modified in line with funding. Keeps up to date with the activities of different implementing partners to ensure they are coordinated to best effect and overlaps are avoided, acting as a mediator to reconcile different approaches, focus efforts in the same direction, and encourage learning from each other as a means of improving overall programme/project performance. SD05 TRAINING DELERY Demonstrate the ability to deliver training packages in a style which suits both the culture and learning requirements of the individuals concerned. I Undertakes appropriate level of personal preparation before delivering a training event, to ensure that training packages are delivered to the required standard.

12 Uses a range of workshop techniques to deliver training events, ranging from on-going programmes in support of CMS, to briefings on specialized subjects and facilitated workshops. Shows flexibility during training events by adapting the content and materials to suit the needs and priorities of the participants. Encourages questions from participants and addresses them by providing the appropriate support or information. Contributes to the improvement of trai9ning packages by making recommendations for changes tio content and delivery methods based on evaluation comments by participants and evaluation of own performance.

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