CONSULTANCY Education Program & Organizational Evaluation Funded by Dan Church Aid and Christian Aid (DCA/CA)

Size: px
Start display at page:

Download "CONSULTANCY Education Program & Organizational Evaluation Funded by Dan Church Aid and Christian Aid (DCA/CA)"

Transcription

1 CONSULTANCY Education Program & Organizational Evaluation Funded by Dan Church Aid and Christian Aid (DCA/CA) BACKGROUND Marginalized children in Phnom Penh who need to work to survive and/or supplement their family income experience interrupted schooling, while many of them have never accessed education. Even if a family aspires to send children to school, the lack of school uniforms, personal hygiene and money for the many formal fees (and informal costs) means those children are generally unwelcome in public schools. These children have been living in extremely vulnerable situations for years and in many cases, never been part of a structured education system. Mith Samlanh s education center welcomes over 600 children per year. On arrival, children are assessed by literacy level irrespective of physical age. While many begin with non-formal education, some receive remedial education (especially those who have been to school for a short time or have had interrupted schooling) with the objective of public school reintegration. The children are evaluated through testing in order to determine their literacy and study levels, after which they are directed to the appropriate level of study. Using creative, child centred, non-formal and formal educational methodologies, children are supported until they are able to join the public school system. The NFE methodologies are based on the Cambodian public school curriculum, and are regularly reviewed and approved by the National Institute of Education in Cambodia. Once students have received remedial education, a test is organized at the end of the school year to evaluate their readiness for public school reintegration. Once children are ready to reintegrate into public school, the final step in the reintegration process is to organize meetings with children, parents and teachers, ensure children are registered for school and provide students with the necessities for schooling such as school uniforms, and administrative documents. To ensure that newly reintegrated students in the public schools attend classes regularly, and to identify and prevent them falling behind, Mith Samlanh s follow-up case managers conduct regular visits to the children, their families and their teachers at school. These visits allow the teams to provide support (counselling and social support) to the children on an ongoing basis, while encouraging them to attend support classes at Mith Samlanh to ensure they keep up with school work and decrease dropout rates in the long run. These case managers also work closely with the public schools and inform public school teachers on how to identify and help students who are struggling at school and are at risk of dropping out or falling behind in their lessons. In addition, once attending public school, all children from previous reintegration

2 intakes are welcome to return to the Mith Samlanh education centre for ongoing support classes to help them keep abreast of their studies on a daily or occasional basis. Program s goal: Continue to provide remedial education and ongoing social and emotional support to children who have had no schooling or highly interrupted formal schooling; in order for them to gain the skills, experience and confidence required for successful and sustainable re-entry into the public school system. This is achieved through realisation of five key results, as follows: Program objectives: - Objective 1: Provide remedial education for out of school children with highly interrupted or no schooling in central Phnom Penh and outskirt areas - Objective 2: Ensure the sustainable reintegration, support and follow-up of children in public school - Objectives 3: Build capacity of school teachers and NGO partners to reinforce and improve implementation of the Non-Formal Education (NFE) Tool Box and best practice teaching methodologies Target groups: - Out of school children - Street living and street working children and youth - Marginalized children in community - Children and youth at high risk of abuse and exploitation 1. Evaluation Purpose Objectives and Intended Use 1.1 Overall purpose of the evaluation: The overall purpose is to document key progresses, challenges, lessons learned, and good practices of project implementation and feed into future program development and implementation strategy. 1.2 Objectives of the evaluation: The two objectives of the evaluation are: Objective 1: To assess Mith Samlanh s practices in Reaching, Reintegrating, and Retaining children into non formal and formal education system and give recommendations for future program development and improvement. Objective 2: To assess Mith Samlanh as an organisation and to provide recommendations to improve MS s organisational and management capacities. 1.3 Intended users of the evaluation: The intended users of the evaluation are: - Friends-International: the results from the evaluation will allow FI to better support its implementing partner Mith Samlanh in the areas where the evaluation has identified specific needs for improvement.

3 - Mith Samlanh Management Team: the recommendations from the evaluation will be utilized by MS s management to better structure, prioritize and strategize its program and OD developments. - Mith Samlanh education program: the recommendations from the evaluation will be utilized by MS to improve educational capacities and to plan for future projects /programs. - MS s partners: Evaluation findings will be share with key relevant MS s NGO partners who are providing non formal education and school reintegration. (e.g M lop Tapang, Komar Kikreay, Krousar Thmey, Domnok Toek..) - MS Program managers, teachers and school follow-up officers: the evaluation will be carried-out with MS s staffs involved in education program. Evaluation findings will be presented to the team and a specific workplan will be developed for each education component following project recommendations. - Public school directors and teachers: The evaluation s findings will be presented to school partner teachers and directors in order to improve the use of non-formal education tools in public school (e.g toolbox, games..) 2. Specific evaluation questions 2.1 Evaluation questions related to the Objective 1: To assess Mith Samlanh s practices in Reaching, Reintegrating, and Retaining children into non formal and formal education system and give recommendations for future project development and improvement To achieve this objective, the three main components of the reintegration process will be assessed with the following specific evaluation questions: a) Identification of the out-of school children: - Is the identification process of out-of-school children efficient? (inc. outreach, reintegration campaign, collaboration with local authorities and public schools) b) Reintegration : - How effective are MS procedures and practices to support out-of-school children in accessing remedial and non-formal education at MS? (inc. ratio teacher/student, use of the toolbox, training of teachers, teaching methodologies and program, extracurricular activities). - How effective is MS reintegration process to support out-of-school children in accessing public school? (inc. support for legal document, school materials, family IGAs, psychosocial support) c) Retention of children into the public education system: - How sustainable is the reintegration process to retain children in public school and prevent them from dropping-out? (inc. school follow-up monitoring system, student and family case management, training of school follow-up officers) Through an analyze of strengths and weaknesses of the project, the evaluation will provide recommendations on how the project can be strengthened or developed to better achieve school reintegration in the future.

4 The evaluation will examine the following aspects, as finalised and agreed with the evaluator and MS team. Relevance - To what extent is the program relevant to the needs of the target group? Is it still relevant? - In what way does the program contribute to the programme goals? (Geographically, thematically, including cross cutting issues such as RBA and gender) Effectiveness - To what extent were the program objectives achieved? Determine the level of achievement of objectives and results according to program indicators and identify constraints in cases of non-achievement. - Are there any unintended results or consequences of the program? - Assess the quality of the support provided by MS were the systems, methodologies and materials used appropriately and effectively? (including prevention work and access to services for care and support) - Assess the collaboration/coordination with government agencies, partner NGOs, technical working groups - Assess the staff structure and staff capacity to implement the program effectively. Eg. Is MS an effective manager of the programme? For instance with regards to expertise in the thematic area of the program strategic planning, staffing, resource management, infrastructure, monitoring, outreach /contact to the communities. - To what extent has School Reintegration Program been implemented effectively throughout the program and organization? Efficiency - To what extent was the program implemented in a cost effective manner? Ex. Could MS have achieved the same with fewer resources? Or could MS have achieved more results with the same resources? And what are the overall costs of the program compared to the number of beneficiaries? Impact - What has been the impact of the program intervention on the target group? - What are the most significant changes in the lives of the individual marginalized child and youth beneficiaries, families and communities that can be attributed to the project? - What has been the impact of the project, both intended and unintended, at the broader society level e.g. advocacy, government policy, civil society capacity and collaboration? Sustainability - Are the benefits from the program likely to continue after the program has ended? Why and why not?

5 The evaluator will analyse these key elements of the project to determine the success of the program and will provide recommendations on how the program can be strengthened or developed to better achieve in the future. 2.2 Evaluation questions related to the Objective 2: To assess Mith Samlanh as an organisation. Recommendations from the organizational assessment will enable MS to better identify the strength and weakness of its management and to improve its organizational capacities. Organisational structure, culture, policies and systems - What are Mith Samlanh s strengths and weaknesses as an organisation? - How do MS s internal policies, regulations and internal structure contribute to the organization s effectiveness? What changes are needed? - Do the organisational values reflect rights-based thinking? - Is the language that the organisation use in policies, guidelines, reports, meetings and other communications proper rights focussed? - Is the level of coordination and communication between different management teams satisfactory? What changes are needed? What duplication exists and how can it be eliminated? - How efficient and democratic is the current decision-making process at the management level? Can it be improved? How? - What is the level of transparency on management decisions within the organisation? - How effectively do MS use the Strategic Plan to measure MS s organisational performance and plan for the future? - Are MS supporting capacity building activities within an overall organisational development plan? What capacities will need to be improved among first line and second line management staffs? (communication, finance, HR, use of management tools), Will MS finance the implementation of change and followup? What are the specific risks the management team could face while implementing activities and what mitigation strategies are established? Participation and empowerment - How participatory is the organisation? - How are beneficiaries (right-holders) and partners involved in organisational decision-making? - Who makes the important decisions? - How easy does information travel up and down in the organisational hierarchy? - Are organisational procedures helping or blocking participatory approaches to the work? - Is the organisation listening to, and consulting with, right-holders and partners in assessments and monitoring? - Is the organisation providing information/being transparent about its work to right-holders? - Are stakeholders involved in organisational decisions that affect them? - Do all programmes promote people s right to information, expression, decision making and association?

6 Accountability - Are MS accountable to the people MS are working for, or just to MS donors, the board of directors, supporters and the government? Accountable to whom internally and externally? - What are the organisational accountability mechanisms towards partners and communities? How does the organisation report to partners and communities? - Is the organisation addressing the situation to understand the needs of the rightholders? - Are MS carrying out stakeholder analysis and are MS addressing the impact of these works? - What are mechanisms for organisational accountability? Equity, inclusion and non-discrimination - Does the workforce in the organisation (and that of its partners) reflect the diversity of society according to gender, age, disability, ethnicity, social hierarchy and religion? - Is diversity seen in different levels/hierarchy of the organisation? - Are MS taking a people-centred and gender-sensitive approach? - Are MS taking a rights-based commitment approach? - Do MS s Board members and staff have a basic understanding of the principles and standards of human rights? Are they committed to these standards? Management styles and decision-making processes - Is the management style participatory, transparent and inclusive? - How is delegation handled? - To which level staffs feel supported by the management of MS? - How are problems and conflicts within the organisation and with partners resolved? - What does leadership mean in the context of the organisation? Is staff informed, encouraged, motivated and guided; or is the management style more traditional? - Are policies for complaint mechanisms and protection/sexual harassment in place and enforced? - Gender Equity Policies and Audits? Human resource management - How does the organisation measure up the Performance managements systems (are the setting of work objectives more directly linked to rights based programming)? - Do MS have Learning and staff development plans? Career path planning (within the organisation) to retain those with rights-based skills? Effective? - Recruitment (rights-based fit and values) of staff and consultants?, - Are Job descriptions clear and inspiring/exciting for the staff? - To which level staffs feel engaged in everyday work? - Job satisfaction and stress levels? - Staff safety and security, Compensation? - How well do MS Introduce/orientate to new staff (rights-based orientation and training)? - How is supervision? - Grievance procedures?

7 In total there is 300 staff spread out through: - Six different community based programs (Andong, Chbar Ampov, Russey Keo, Central Phnom Penh, Meanchey, Takhmao) - Mith Samlanh central office with key managers, M&E, HR and Finance teams - Three more locations for two Transitional Homes and one Detox Center Financial management - Are human rights principles reflected in: o Fund raising strategies, styles and methodology? o Our investments and donors? o Budgeting and financial management? - How well do MS practise finance related policies, procedure and tools? - How well MS implement and take action on audit findings/recommendations? - Will MS finance the implementation of change and follow-up? 3. Scope of evaluation In broad terms, the scope of the evaluation is focused on the relevance, effectiveness, efficiency, impact and sustainability of the education program and the OD s capacities. 4. Alignment with other program evaluation MS programs cover 2 mains components: - Saving life : direct and emergency services to marginalized children, youth and their caretakers (outreach, basic medical care, referral to appropriate services, emergency support, harm reduction, detoxification etc.) - Building future : sustainable services leading to long term rehabilitation (Education, Vocational Training, Transitional Home, independent living, family reintegration, foster care, job placement, Income Generating Activities for caretakers, apprenticeship etc.) With regards to the saving life component, an evaluation and project review has been carried-out in August 2015 by Friends-International s Executive Director. Implementation of recommendations is ongoing. With regards to the Building future component, 3 programs evaluations are planned in 2015 under 3 different grants: - European Union : evaluation is planned in November 2015 and will cover Vocational Training, employment, apprenticeship and youth empowerment s areas - Caritas: evaluation is ongoing in September 2015 and is covering Transitional Home, independent living, family reintegration and foster care. - DAC/CA: the present evaluation is planned end October beginning November and will cover the Education program plus the Organization Development so that the 3 main programs of the building future components will be assessed. This comprehensive evaluation will allow Mith Samlanh to better measure the achievements, outcomes and impacts of the 3 programs and will enable cross fertilization of future project /program development and improvement. 5. Stakeholder involvement

8 The evaluation will be focused on a participatory process of particular importance is ensuring children and their families are involved in the evaluation and consulted at relevant times throughout the evaluation process. Mith Samlanh management team is consisted of: - One Program Director and 6 Program Coordinators top level management - Six Program Managers and four Project Managers middle level management 6. Method The evaluation will draw on existing sources of information including six-monthly and annual reports, proposal and budget as well as field visits and interviews with beneficiaries, staff and other stakeholders. The evaluation approach will include: Desk review: - A review and analysis of MS available documents and reports in order to analyze to what extent objectives and results have been reached. - A review of other related documents which are available in the country such as National Strategic Plan for School Reintegration, recent research reports, evaluation reports and policies. All documents will be provided by MS to the evaluator before the first day of the evaluation. Field visits, focus groups discussion and interviews: - Interviews and focus group discussion with key MS team members - Visits to project sites in Phnom Penh, arrange by MS. The evaluator will conduct interviews and focus group discussion with selected beneficiaries. - Interviews with key local authorities/ngo partners will be organized by MS 7. Expected output: - Drafting of evaluation report and key findings will be submitted to MS management team and DCA/CA for review and comment. - Debriefing workshop to present report and key findings will be conducted among MS management team, staff and donors. - The final evaluation report will be submitted to MS and DCA/CA as per agreed deadline. Note: the evaluation report will follow the DCA/CA format/evaluation policy. 8. Timing A detailed schedule for the evaluation will be agreed by MS and the evaluator by the first day of the evaluation. The consultant will work independently; however, he/she needs to consult with MS s team when producing time table and questionnaires for the evaluation. MS team will support in scheduling interviews, FGDs and meeting locations. The evaluation will take approximately 22 working days and should start ideally on the 1 st of November 2015 but no later than 15 th of November, 2015.

9 9. Requirements The evaluation will be led by an individual independent consultant or team; and will work independently. He/she will be responsible for all processes of evaluation including desk review, field visit, focus group discussion and interviews, draft and finalize the evaluation report. He/she is required to have the following expertise: - Experience in program and organizational evaluations - Excellent analytical and writing skills (English) - Knowledge on the local context, needs/issues of marginalized children and youth and their families - Knowledge or and/or experience in human rights and related sectors in Cambodia - Knowledge of non-formal education in Cambodia - Proven experience from NGO and CBO based development assistance in Cambodia and/or familiarity with the work of MS is an advantage - Proven evaluation skills such as sampling, participatory evaluation methodology, interview techniques. - Proven analytical and report writing skills Able to speak Khmer language fluently is an advantage - Practical, hands-on approach in conduction assesments 10. Compensation, Taxation and Reimbursement The consultant will be paid as agreed amount. The payments schedule shall be as a) 1st payment 50 % upon signed contract; and b) 2nd payment 50 % upon completion of all outputs and acceptance of final evaluation. Tax payment on consultant fee and related services will be withhold by MS as MS is fully responsible for the payment of any, and all taxes due to the Cambodian government. Reimbursement for unexpected expenses necessary to complete the contract will be provided within 5 days of submission of proper receipts, provided the expenses have been pre-approved by MS. 11. Application guidelines The evaluation will be procured through a request for proposals. Bidders should include a technical bid and financial bid. The technical bid should include proposed methodology for qualitative and quantitative data analysis, a workplan, a profile and CV of the evaluator and contact information for two references. Proposal must be submitted by to by October 25th, Candidates are expected to comply with MS Child Protection Policy.

United Nations Children s Fund (UNICEF) Phnom Penh, Cambodia Vacancy Nº COMM/15/008. Terms of Reference

United Nations Children s Fund (UNICEF) Phnom Penh, Cambodia Vacancy Nº COMM/15/008. Terms of Reference United Nations Children s Fund (UNICEF) Phnom Penh, Cambodia Vacancy Nº COMM/15/008 Terms of Reference Individual Consultancy: DIGITAL AND CONTENT LEAD Closing date: 17 June 2015 1. Background and Rationale:

More information

Guidance Note on Developing Terms of Reference (ToR) for Evaluations

Guidance Note on Developing Terms of Reference (ToR) for Evaluations Evaluation Guidance Note Series UNIFEM Evaluation Unit October 2009 Guidance Note on Developing Terms of Reference (ToR) for Evaluations Terms of Reference (ToR) What? Why? And How? These guidelines aim

More information

TERMS OF REFERENCE. Development of Referral Pathway guidelines on health services for children detected with impairments or disabilities

TERMS OF REFERENCE. Development of Referral Pathway guidelines on health services for children detected with impairments or disabilities TERMS OF REFERENCE I. GENERAL OVERVIEW: Title of Program: Title of Project: Title of Consultancy: Mother and Child Health (MCH) Inclusive Healthcare (IHP) Development of Referral Pathway guidelines on

More information

Crosswalk of the New Colorado Principal Standards (proposed by State Council on Educator Effectiveness) with the

Crosswalk of the New Colorado Principal Standards (proposed by State Council on Educator Effectiveness) with the Crosswalk of the New Colorado Principal Standards (proposed by State Council on Educator Effectiveness) with the Equivalent in the Performance Based Principal Licensure Standards (current principal standards)

More information

Terms of Reference: External Evaluation for Integrated Project focused on Gender Based Violence, Child Protection and Nutrition.

Terms of Reference: External Evaluation for Integrated Project focused on Gender Based Violence, Child Protection and Nutrition. Terms of Reference: External Evaluation for Integrated Project focused on Gender Based Violence, Child Protection and Nutrition. Project title: Funded by: Safe Women s and Children s Centre: Prevention

More information

Draft INEE Good Practice Guide on Emergency Spaces for Children (ESC)

Draft INEE Good Practice Guide on Emergency Spaces for Children (ESC) Draft INEE Good Practice Guide on Emergency Spaces for Children (ESC) During an initial emergency response, humanitarian agencies and communities create Emergency Spaces for Children (ESC). These places

More information

TERMS of REFERENCE (ToR)

TERMS of REFERENCE (ToR) TERMS of REFERENCE (ToR) Project Name: Building Disaster Resilient Communities in Cambodia ActionAid (Cambodia) - DRR Program OVERALL PURPOSE OF THE CONSULTANCY Undertake an independent research study

More information

RECRUITMENT PROFILE. Profile: Community Services

RECRUITMENT PROFILE. Profile: Community Services 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

More information

ADVERTISEMENT. Markets for Change / M4C Communications and Monitoring & Evaluation Officer (SC SB-4)

ADVERTISEMENT. Markets for Change / M4C Communications and Monitoring & Evaluation Officer (SC SB-4) ADVERTISEMENT Vacancy Announcement No. 2016/11 The UN Women Fiji Multi Country Office (MCO) seek to recruit a suitably qualified Solomon Islands national for the following position to be based in Honiara,

More information

CSO CAPACITY ANALYSIS: A tool for assessing capacities for quality OVC response

CSO CAPACITY ANALYSIS: A tool for assessing capacities for quality OVC response CSO CAPACITY ANALYSIS: A tool for assessing capacities for quality OVC response 1. Capacity areas for strengthening among OVC CSOs These capacity areas were generated from OVC grantee profiles and feedback

More information

Masters Comprehensive Exam and Rubric (Rev. July 17, 2014)

Masters Comprehensive Exam and Rubric (Rev. July 17, 2014) 1 Educational Leadership & Policy Studies Masters Comprehensive Exam and Rubric (Rev. July 17, 2014) The comprehensive exam is intended as a final assessment of a student s ability to integrate important

More information

Terms of Reference for LEAP II Final Evaluation Consultant

Terms of Reference for LEAP II Final Evaluation Consultant UNESCO Office Kabul, Afghanistan November 2015 Terms of Reference for LEAP II Final Evaluation Consultant Post Title: Final Evaluation Specialist Organization: UNESCO Office Kabul Location: Kabul, Afghanistan

More information

TOR. Developing Database System for the NGOs Directorate. National Consultant. 180 days (over a period of 6 months)

TOR. Developing Database System for the NGOs Directorate. National Consultant. 180 days (over a period of 6 months) TOR Developing Database System for the NGOs Directorate National Consultant Period of assignment/services: Duty Station: 180 days (over a period of 6 months) Baghdad Estimated Starting Date: 1 May Contract

More information

SVN/MM047 Open to Internal and External Candidates

SVN/MM047 Open to Internal and External Candidates SVN/MM047 Open to Internal and External Candidates Position Title : National Programme Officer (Counter-trafficking and Migrant Protection) Duty Station : Yangon, Myanmar Classification : National Officer,

More information

Performance Factors and Campuswide Standards Guidelines. With Behavioral Indicators

Performance Factors and Campuswide Standards Guidelines. With Behavioral Indicators Performance Factors and Campuswide Standards Guidelines With Behavioral Indicators Rev. 05/06/2014 Contents PERFORMANCE FACTOR GUIDELINES... 1 Position Expertise... 1 Approach to Work... 2 Quality of Work...

More information

Role Context & Purpose

Role Context & Purpose Group Manager Children s Social Care Services Role Profile: Grade: Accountable to: Accountable for: Senior Manager Hay B Service Leader 3-6 direct line reports, plus circa 48 staff that these direct reports

More information

JOB DESCRIPTION AMNESTY INTERNATIONAL INTERNATIONAL SECRETARIAT

JOB DESCRIPTION AMNESTY INTERNATIONAL INTERNATIONAL SECRETARIAT JOB DESCRIPTION AMNESTY INTERNATIONAL INTERNATIONAL SECRETARIAT JOB TITLE: Human Rights Education Coordinator (Americas) DIRECTORATE: Movement Building PROGRAMME: Human Rights Education REPORTING TO: Mexico

More information

ChildFund Australia Vietnam Representative Office JOB DESCRIPTION

ChildFund Australia Vietnam Representative Office JOB DESCRIPTION JOB DESCRIPTION JOB TITLE (POM) ROLE The POM is responsible for leadership, management and supervision of all aspects of program activities for ChildFund Vietnam (hereafter referred as ChildFund), with

More information

Managerial Competencies (if any) (see attached Annex)

Managerial Competencies (if any) (see attached Annex) RECRUITMENT PROFILE Profile: Human Resources Major Duties and Responsibilities 1. Responsible for the interpretation and application of the Staff Rules, regulations and procedures ensuring uniform application

More information

SVN/MM040 Open to Internal and External Candidates

SVN/MM040 Open to Internal and External Candidates SVN/MM040 Open to Internal and External Candidates Position Title : Medical Doctor (HIV) Duty Station : Mawlamyine Township, Mon State, Myanmar Classification : Field Service Staff, FS- 6 Type of Appointment

More information

JOB DESCRIPTION. Job Purpose To provide overall leadership and strategic direction to the ACORD country programme.

JOB DESCRIPTION. Job Purpose To provide overall leadership and strategic direction to the ACORD country programme. JOB DESCRIPTION Position: Location: Responsible to: COUNTRY DIRECTOR (CD) ADDIS ABABA, ETHIOPIA with regular visits to all project locations in Ethiopia Head of Programmes Operations & Development Background

More information

UN YOUTH VOLUNTEER DESCRIPTION OF ASSIGNMENT

UN YOUTH VOLUNTEER DESCRIPTION OF ASSIGNMENT Preamble: UN YOUTH VOLUNTEER DESCRIPTION OF ASSIGNMENT The United Nations Volunteers (UNV) programme is the UN organization that promotes volunteerism to support peace and development worldwide. Volunteerism

More information

B408 Human Resource Management MTCU code - 70223 Program Learning Outcomes

B408 Human Resource Management MTCU code - 70223 Program Learning Outcomes B408 Human Resource Management MTCU code - 70223 Program Learning Outcomes Synopsis of the Vocational Learning Outcomes* The graduate has reliably demonstrated the ability to 1. contribute to the development,

More information

UNICEF SURINAME TERMS OF REFERENCE

UNICEF SURINAME TERMS OF REFERENCE UNICEF SURINAME TERMS OF REFERENCE Consultant Computer Aided Learning Project final assessment Region: Country office: Duty station: Section department: Post title: Organisation: Supervisor: Duration of

More information

Would I Follow Me? An Introduction to Management Leadership in the Workplace

Would I Follow Me? An Introduction to Management Leadership in the Workplace Would I Follow Me? An Introduction to Management Leadership in the Workplace This dynamic program clearly shows the right and wrong ways to deal with the very important human dimension of team performance.

More information

Academic Staff Member Nursing

Academic Staff Member Nursing Faculty of Health, Humanities and Science School of Nursing and Human Services Academic Staff Member Nursing Position: Permanent; full time commencing April 2009 Contract/Grade: Academic Staff Member Grade

More information

Careers at the IRC. Health Coordinator Sector:

Careers at the IRC. Health Coordinator Sector: Careers at the IRC From emergency response through post-conflict development work, in a great variety of roles around the world, the International Rescue Committee s 8,000-plus staff is a force for humanity

More information

Complaints and Response Mechanism Framework Policy and procedure

Complaints and Response Mechanism Framework Policy and procedure Complaints and Response Mechanism Framework Policy and procedure Approved June 2008 Policy Statement Having a well designed and well managed mechanism for handling external complaints can improve the quality

More information

Vacancy Announcement (SVNMM083)

Vacancy Announcement (SVNMM083) Vacancy Announcement (SVNMM083) The International Organization for Migration (IOM) office in Yangon, a Geneva based international organization with over 150 offices world wide, is seeking qualified professionals

More information

Youth Empowerment Program. Youth Empowerment Program. An Initiative of Complete Human Resource Solutions

Youth Empowerment Program. Youth Empowerment Program. An Initiative of Complete Human Resource Solutions Youth Empowerment Program Youth Empowerment Program An Initiative of Complete Human Resource Solutions House # 97, Street 96, I-8/4, Islamabd, Pakistan. Website: www.chrs.pk, Email: yep@chrs.pk Preface

More information

Human Resources Management Program Standard

Human Resources Management Program Standard Human Resources Management Program Standard The approved program standard for Human Resources Management program of instruction leading to an Ontario College Graduate Certificate delivered by Ontario Colleges

More information

Request for Proposals from non-for-profit organizations

Request for Proposals from non-for-profit organizations Request for Proposals from non-for-profit organizations Request to submit a written and financial proposal for a work assignment with UNESCO on Support and development of journalism entry education in

More information

SVN/MM040. Open to Internal and External Candidates

SVN/MM040. Open to Internal and External Candidates SVN/MM040 Open to Internal and External Candidates Position Title : Senior Programme Associate TB Duty Station : Yangon, Myanmar Classification : General Service Staff, Grade G-6 Type of Appointment :

More information

Equality, Diversity & Inclusion (EDI) Policy Version 2.1

Equality, Diversity & Inclusion (EDI) Policy Version 2.1 Equality, Diversity & Inclusion (EDI) Policy Version 2.1 Original Author: Ariana Henderson Version 2.1 updated August 2013 Contents Confetti Institute of Creative Technologies... 2 Mission Statement...

More information

Standards for Advanced Programs in Educational Leadership

Standards for Advanced Programs in Educational Leadership Standards for Advanced Programs in Educational Leadership for Principals, Superintendents, Curriculum Directors, and Supervisors NATIONAL POLICY BOARD FOR EDUCATIONAL ADMINISTRATION Published January,

More information

TEAM/PROGRAMME: Health/Programme Implementation Number of Position: 2 GRADE: C-2 CHILD SAFEGUARDING: Type of Contract: Fixed Term

TEAM/PROGRAMME: Health/Programme Implementation Number of Position: 2 GRADE: C-2 CHILD SAFEGUARDING: Type of Contract: Fixed Term Save the Children is the world's leading independent organisation for children. It is a dual mandate organization and focuses on development and emergency response. We are currently working in 120 countries

More information

Revised Body of Knowledge And Required Professional Capabilities (RPCs)

Revised Body of Knowledge And Required Professional Capabilities (RPCs) Revised Body of Knowledge And Required Professional Capabilities (RPCs) PROFESSIONAL PRACTICE Strategic contribution to organizational success RPC:1 Contributes to the development of the organization s

More information

BENCHMARK EVALUATION. Health and Social Services

BENCHMARK EVALUATION. Health and Social Services Identification Section BENCHMARK EVALUATION Position Title: Supervisor s Title: Department: Branch/Unit: Director, Human Resources Deputy Minister Health and Social Services Human Resources General Summary

More information

DISTINGUISHING CHARACTERISTICS:

DISTINGUISHING CHARACTERISTICS: OCCUPATIONAL GROUP: Human Resources CLASS FAMILY: Central Human Resources CLASS FAMILY DESCRIPTION: This family of positions include those positions which are located in the Division of Personnel. They

More information

Tweet. Share. Applications to vacancies must be received before midnight Copenhagen time (CET) on the closing date of the announcement.

Tweet. Share. Applications to vacancies must be received before midnight Copenhagen time (CET) on the closing date of the announcement. Tweet Share DISCLAIMER: The screening of your application will be conducted based on the information in your profile. Before applying, we strongly suggest that you review your profile to ensure completeness,

More information

RIO HONDO COMMUNITY COLLEGE DISTRICT DEAN, COUNSELING AND STUDENT SUCCESS

RIO HONDO COMMUNITY COLLEGE DISTRICT DEAN, COUNSELING AND STUDENT SUCCESS RIO HONDO COMMUNITY COLLEGE DISTRICT DEAN, COUNSELING AND STUDENT SUCCESS DEFINITION Under general administrative direction, to provide leadership and direction; to plan, manage, and oversee the activities,

More information

PRO-NET. A Publication of Building Professional Development Partnerships for Adult Educators Project. April 2001

PRO-NET. A Publication of Building Professional Development Partnerships for Adult Educators Project. April 2001 Management Competencies and Sample Indicators for the Improvement of Adult Education Programs A Publication of Building Professional Development Partnerships for Adult Educators Project PRO-NET April 2001

More information

Director of Education, Skills and Children s Services

Director of Education, Skills and Children s Services Post title: Director of Education, Skills and Children s Services Conditions and Grading Arrangements: Responsible to: Responsible for: JNC for Chief Officers of Local Authorities Chief Executive All staff

More information

CARITAS ROMANIA CONFEDERATION. Organizational Development Plan 2014-2016

CARITAS ROMANIA CONFEDERATION. Organizational Development Plan 2014-2016 Organizational Development Plan 2014-2016 6,1 % Catholics (RC & GC) CCR = National Office, confederation of 10 diocesan Caritas association; licensed as social services providers acc. with Romanian legislation

More information

HR Capacity Check. Overview of the Capacity Assessment Tool

HR Capacity Check. Overview of the Capacity Assessment Tool HR Capacity Check Overview of the Capacity Assessment Tool Objectives The e-government of the Human Capacity Resources Check Capacity Check A diagnostic tool to assess the current and future (desired)

More information

KEYS TO ENHANCE YOUR SUPERVISORY SUCCESS (KEYS)

KEYS TO ENHANCE YOUR SUPERVISORY SUCCESS (KEYS) Foundations Track Principles of Supervision: Setting the Context This course will help participants understand the role of the supervisor, and its relationship to the organization. We will focus on what

More information

Communities for Kids, Inc. www.comm4kids.com info@comm4kids.com

Communities for Kids, Inc. www.comm4kids.com info@comm4kids.com 2 3 4 5 6 7 8 9 10 11 12 13 14 Appendix I: Timeline 16 Appendix II: Terms of Reference Attached Attached 18 Terms of Reference Project Coordinator I BACKGROUND Communities for Kids Incorporated (C4K) is

More information

UoD IT Job Description

UoD IT Job Description UoD IT Job Description Role: Projects Portfolio Manager HERA Grade: 8 Responsible to: Director of IT Accountable for: Day to day leadership of team members and assigned workload Key Relationships: Management

More information

UNICEF BRAZIL Vacancy Notice RH/2013/042

UNICEF BRAZIL Vacancy Notice RH/2013/042 UNICEF BRAZIL Vacancy Notice RH/2013/042 The United Nations Children s Fund (UNICEF), the world's leading organisation focusing on children and child rights, is inviting qualified professionals to apply

More information

INTERNATIONAL RESCUE COMMITTEE. Senior WATSAN Report to: Project Director Manager/ 7A Sittwe Township, Start Immediate Rakhine State

INTERNATIONAL RESCUE COMMITTEE. Senior WATSAN Report to: Project Director Manager/ 7A Sittwe Township, Start Immediate Rakhine State INTERNATIONAL RESCUE COMMITTEE Vacancy Announcement (National Only) Title & Grade: Duty Location: Remuneration Package: Senior WATSAN Report to: Project Director Manager/ 7A Sittwe Township, Start Immediate

More information

FLORIDA DEPARTMENT OF CORRECTIONS 2013-2016 STRATEGIC PLAN

FLORIDA DEPARTMENT OF CORRECTIONS 2013-2016 STRATEGIC PLAN FLORIDA DEPARTMENT OF CORRECTIONS 2013-2016 STRATEGIC PLAN Changing Lives To Ensure a Safer Florida FLORIDA DEPARTMENT OF CORRECTIONS 2013-2016 STRATEGIC PLAN TABLE OF CONTENTS Introduction.... 2 Vision,

More information

Monitoring, Evaluation, Accountability and Learning (MEAL) Advisor, CARING Project. Bauchi, Supervising Gombe and Taraba states

Monitoring, Evaluation, Accountability and Learning (MEAL) Advisor, CARING Project. Bauchi, Supervising Gombe and Taraba states TITLE: REPORTS TO: LOCATION: Monitoring, Evaluation, Accountability and Learning (MEAL) Advisor, CARING Project Project Manager CARING Bauchi, Supervising Gombe and Taraba states DURATION: July 1 st 2016

More information

POSITION PROJECT MANAGER INTRODUCTION

POSITION PROJECT MANAGER INTRODUCTION POSITION PROJECT MANAGER INTRODUCTION Africare, a US-based NGO established in 1970, has been working in Nigeria since 1978 and is currently operating more than 50 community-based development projects in

More information

Professional School Counselor Effectiveness Rubric 2012

Professional School Counselor Effectiveness Rubric 2012 Professional School Counselor Effectiveness Rubric 2012 I. Overview II. Effectiveness Rubric a. Domain 1: Academic Achievement b. Domain 2: Student Assistance Services c. Domain 3: Career Development d.

More information

Women s Empowerment Principles. Equality Means Business

Women s Empowerment Principles. Equality Means Business Women s Empowerment Principles Equality Means Business Women s Empowerment Principles in Brief 1. Establish high-level corporate leadership for gender equality. 2. Treat all women and men fairly at work

More information

JHU CCP Zambia Chief of Party

JHU CCP Zambia Chief of Party JHU CCP Zambia Chief of Party General Job Description The Johns Hopkins Bloomberg School of Public Health Center for Communication Programs (JHU CCP) seeks a Chief of Party to provide strategic leadership

More information

Guide on Developing a HRM Plan

Guide on Developing a HRM Plan Guide on Developing a HRM Plan Civil Service Branch June 1996 Table of Contents Introduction What is a HRM Plan? Critical Success Factors for Developing the HRM Plan A Shift in Mindset The HRM Plan in

More information

Rise Indiana School Counselor Rubric

Rise Indiana School Counselor Rubric Rise Indiana School Counselor Rubric 1 Domain 1: Academic Achievement 1.1 The School Counselor Utilizes Data To Monitor Student Achievement And Works Collaboratively With Stakeholders To Enhance Student

More information

Division of Human Resources. Strategic Plan For a Culture of Excellence

Division of Human Resources. Strategic Plan For a Culture of Excellence Division of Human Resources Strategic Plan For a Culture of Excellence TABLE OF CONTENTS INTRODUCTION... 2 DEPARTMENTAL MISSION STATEMENT ALIGNMENT... 4 HUMAN RESOURCES STRATEGIC DIRECTIONS... 5 HR STRATEGIC

More information

Capacity Development for Education for All (CapEFA) Programme

Capacity Development for Education for All (CapEFA) Programme Complementary Additional Programme 2014-2015 / Concept note Capacity Development for Education for All (CapEFA) Programme Empowering Ministries of Education and public agencies of countries furthest from

More information

Lecturer Accounting. Faculty of Commerce School of Business

Lecturer Accounting. Faculty of Commerce School of Business Faculty of Commerce School of Business Lecturer Accounting Position: Contract/Grade: Full time, Permanent Academic Staff Member INTRODUCTION Christchurch Polytechnic Institute of Technology (CPIT), the

More information

ETUCE Policy Paper on School Leadership

ETUCE Policy Paper on School Leadership ETUCE Policy Paper on School Leadership Submitted for adoption by the ETUCE Committee to the ETUCE Conference, the Regional Conference of Education International, meeting in Budapest on 26-28 November

More information

DIRECTOR OF HUMAN RESOURCES & EMPLOYER-EMPLOYEE RELATIONS-EEO, DIVERSITY COMPLIANCE & TRAINING,

DIRECTOR OF HUMAN RESOURCES & EMPLOYER-EMPLOYEE RELATIONS-EEO, DIVERSITY COMPLIANCE & TRAINING, Page 1 of 6 DIRECTOR OF HUMAN RESOURCES & EMPLOYER-EMPLOYEE RELATIONS-EEO, DIVERSITY COMPLIANCE & TRAINING, JC #676 - Classified Management - Integrated Academic Administrator and Classified Manager Salary

More information

LATVIA. The national Youth Guarantee Implementation Plan 2014-2018 (YGIP)

LATVIA. The national Youth Guarantee Implementation Plan 2014-2018 (YGIP) LATVIA The national Youth Guarantee Implementation Plan 2014-2018 (YGIP) 1. Context/Rationale (see SWD section 1.2 and 1.5) Description of youth unemployment in Latvia. The overall youth unemployment rate

More information

Human Resources Report 2014 and People Strategy

Human Resources Report 2014 and People Strategy 24 February 2015 Council 5 To consider Human Resources Report 2014 and People Strategy Issue 1 The annual report on Human Resources issues and a proposed People Strategy. Recommendations 2 Council is asked

More information

Developing HR Strategies in Public Administration Institutions Recruitment and Retention Strategies and Workforce Plans

Developing HR Strategies in Public Administration Institutions Recruitment and Retention Strategies and Workforce Plans Developing HR Strategies in Public Administration Institutions Recruitment and Retention Strategies and Workforce Plans 27th to 29th May 2014 and October 2014 Danilovgrad, Montenegro PROVISIONAL PROGRAMME

More information

Special Educational Needs and Disability Policy

Special Educational Needs and Disability Policy Special Educational Needs and Disability Policy Core Principles BCA fully endorses the 2014 Special Educational Needs and Disability Code of Practice: 0 to 25 years 2014. All young people are entitled

More information

Participatory planning and monitoring

Participatory planning and monitoring Participatory planning and monitoring Session 1 Participatory approaches to corporate-community relations in the extractive industries: Concepts, tools, benefits and risks 1 Overview This presentation

More information

Section 7. Terms of Reference

Section 7. Terms of Reference APPENDIX-A TERMS OF REFERENCE UNION-LEVEL TECHNICAL ASSISTANCE TO PROVIDE INSTITUTIONAL SUPPORT TO THE MYANMAR NATIONAL COMMUNITY DRIVEN DEVELOPMENT PROJECT I. INTRODUCTION IDA GRANT H814MM FY 2013-16

More information

DESERT COMMUNITY COLLEGE DISTRICT DIRECTOR OF TUTORING AND ACADEMIC SKILLS CENTER (TASC) AND SUPPLEMENTAL INSTRUCTION (SI) BASIC FUNCTION

DESERT COMMUNITY COLLEGE DISTRICT DIRECTOR OF TUTORING AND ACADEMIC SKILLS CENTER (TASC) AND SUPPLEMENTAL INSTRUCTION (SI) BASIC FUNCTION DESERT COMMUNITY COLLEGE DISTRICT DIRECTOR OF TUTORING AND ACADEMIC SKILLS CENTER (TASC) AND SUPPLEMENTAL INSTRUCTION (SI) BASIC FUNCTION Under the direction of the Executive Dean of Institutional Effectiveness,

More information

Job Profile. Component Manager, Voice and Accountability Democratic Governance Facility (DGF) (Senior Adviser (N1)) Uganda

Job Profile. Component Manager, Voice and Accountability Democratic Governance Facility (DGF) (Senior Adviser (N1)) Uganda Job Profile Component Manager, Voice and Accountability Democratic Governance Facility (DGF) (Senior Adviser (N1)) Uganda Reference number: DK-00247-2016/UGA.02 1. Preliminary 1.1. Short background: In

More information

48th Session of the International Conference of Education (ICE)

48th Session of the International Conference of Education (ICE) 48th Session of the International Conference of Education (ICE) Inclusive Education : The Way of the Future 25-28 November 2008 Geneva, Switzerland, UNESCO- IBE Organised by: With the participation of

More information

JOB DESCRIPTION DIRECTOR, HUMAN RESOURCES & COMMUNICATIONS. LOCATION: Vancouver Native Housing Society Head Office, Vancouver

JOB DESCRIPTION DIRECTOR, HUMAN RESOURCES & COMMUNICATIONS. LOCATION: Vancouver Native Housing Society Head Office, Vancouver JOB DESCRIPTION DIRECTOR, HUMAN RESOURCES & COMMUNICATIONS LOCATION: Vancouver Native Housing Society Head Office, Vancouver JOB GOAL: The Director, Human Resources & Communications plans, directs and

More information

The New Delhi Commitment: Delivering Inclusive, Relevant Quality Education for All. New Delhi, India 8th 10th November 2012

The New Delhi Commitment: Delivering Inclusive, Relevant Quality Education for All. New Delhi, India 8th 10th November 2012 ED/EFA/2012/ME/1 Original : English The New Delhi Commitment: Delivering Inclusive, Relevant Quality Education for All New Delhi, India 8th 10th November 2012 Ninth E-9 Ministerial Review Meeting: Inclusive,

More information

HUMAN SERVICES MANAGEMENT COMPETENCIES

HUMAN SERVICES MANAGEMENT COMPETENCIES HUMAN SERVICES MANAGEMENT COMPETENCIES A Guide for Non-Profit and For Profit Agencies, Foundations and Academic Institutions Prepared by: Anthony Hassan, MSW, Ed.D. William Waldman, MSW Shelly Wimpfheimer,

More information

MINISTRY OF EDUCATION AND MINISTRY OF HIGHER EDUCATION ACTION PLAN ON SEXUAL VIOLENCE IN CONFLICT

MINISTRY OF EDUCATION AND MINISTRY OF HIGHER EDUCATION ACTION PLAN ON SEXUAL VIOLENCE IN CONFLICT MINISTRY OF EDUCATION AND MINISTRY OF HIGHER EDUCATION ACTION PLAN ON SEUAL VIOLENCE IN CONFLICT Joint Communiqué Commitment 9: Ensuring access to services including medical, psychosocial and legal aid

More information

SBBC: JJ-002 FL: 28 THE SCHOOL BOARD OF BROWARD COUNTY, FLORIDA JOB DESCRIPTION. Approved School-based Administrators Salary Schedule

SBBC: JJ-002 FL: 28 THE SCHOOL BOARD OF BROWARD COUNTY, FLORIDA JOB DESCRIPTION. Approved School-based Administrators Salary Schedule THE SCHOOL BOARD OF BROWARD COUNTY, FLORIDA JOB DESCRIPTION POSITION TITLE: CONTRACT YEAR: PAY GRADE: School Assistant Principal Eleven Months* Approved School-based Administrators Salary Schedule QUALIFICATIONS:

More information

Closing date 28/10/2015

Closing date 28/10/2015 Campaign number Q10323 Closing date 28/10/2015 Job Description and Person Specification This job description lists the general tasks, functions and responsibilities of the role below, including the specifications

More information

JOB POSTING. Email: hr@oneoc.org I www.oneoc.org

JOB POSTING. Email: hr@oneoc.org I www.oneoc.org Organization: Working Wardrobes Date: 8-14-12 Job Title: Job Developer Mission: Working Wardrobes empowers men, women & young adults overcoming difficult challenges to confidently enter the workforce and

More information

Social Performance Rating System

Social Performance Rating System Social Performance Rating System methodology report Inclusion [ Social Ratings ] Inclusion [ Africa ] MFI Social Performance Rating System Introduction Inclusion [Social Ratings] has designed its Social

More information

Pima Community College District. Vice Chancellor of Human Resources

Pima Community College District. Vice Chancellor of Human Resources Pima Community College District Vice Chancellor of Human Resources Pima Community College seeks an innovative and strategic leader as Chief Human Resources Officer (CHRO). For more than 40 years, Pima

More information

Knowledge (UNLOCK) One year; extension of the appointment is subject to satisfactory performance Deadline for applications: 24 October 2015

Knowledge (UNLOCK) One year; extension of the appointment is subject to satisfactory performance Deadline for applications: 24 October 2015 Vacancy No.: VA/UNSSC/005/2015 Post Title and Level: Senior Programme Manager, P-5 Organizational Unit: UN Lab for Organizational Change and Knowledge (UNLOCK) Duty Station: Turin, Italy Duration: One

More information

Board Leadership Development Strategy- Feb 2012

Board Leadership Development Strategy- Feb 2012 Board Leadership Development Strategy- Feb 2012 Superior-Greenstone District School Board believes both leadership and excellence are important at all levels within the organization and contributes to

More information

Vacancy Announcement (SVNMM099)

Vacancy Announcement (SVNMM099) Vacancy Announcement (SVNMM099) The International Organization for Migration (IOM) office in Yangon, a Geneva based international organization with over 150 offices world wide, is seeking qualified professionals

More information

PRO-NET 2000. A Publication of Building Professional Development Partnerships for Adult Educators Project. April 2002

PRO-NET 2000. A Publication of Building Professional Development Partnerships for Adult Educators Project. April 2002 Professional Development Coordinator Competencies and Sample Indicators for the Improvement of Adult Education Programs A Publication of Building Professional Development Partnerships for Adult Educators

More information

Equality and Diversity Steering Group. Annual Report 2013/14

Equality and Diversity Steering Group. Annual Report 2013/14 Item 12 Equality and Diversity Steering Group Annual Report 2013/14 Produced by: Equality, Diversity & Inclusion Steering Group Board of Directors Meeting 27 th May 2014 Action for Board: For information

More information

Principal Job Description

Principal Job Description Anfield School Anfield International Kindergarten Anfield International Kindergarten & Nursery Principal Job Description RESPONSIBLE TO: The School Board INTRODUCTION: This job description is based on

More information

Australian Professional Standard for Principals

Australian Professional Standard for Principals AITSL is funded by the Australian Government Australian Professional Standard for Principals July 2011 Formerly the National Professional Standard for Principals 2011 Education Services Australia as the

More information

RMBC s Governance Framework for Significant Partnerships

RMBC s Governance Framework for Significant Partnerships RMBC s Governance Framework for Significant Partnerships 1.0 Introduction 1.1 Corporate governance describes how organisations direct and control what they do. For a council, this includes how it relates

More information

Job Description of the School Psychologist Reports To: Supervises: Purpose:

Job Description of the School Psychologist Reports To: Supervises: Purpose: Reports To: Supervises: Purpose: Job Description of the School Psychologist Superintendent, Level II or Level III School Psychologists, Director, or Associate or Assistant Superintendent May supervise

More information

Business Analyst Position Description

Business Analyst Position Description Analyst Position Description September 4, 2015 Analysis Position Description September 4, 2015 Page i Table of Contents General Characteristics... 1 Career Path... 2 Explanation of Proficiency Level Definitions...

More information

Team Leader, Ingleburn Child and Family

Team Leader, Ingleburn Child and Family Position Description Position: Program: Location: Responsible To: Key Relationships: Terms & Conditions: Caseworker Child and Family Ingleburn Team Leader, Ingleburn Child and Family Children and families

More information

Vacancy Notice No. 2015/011

Vacancy Notice No. 2015/011 Vacancy Notice No. 2015/011 Everyone Counts: Join the UNFPA team in Myanmar Are you interested in being part of a multi-cultural team delivering a world where every pregnancy is wanted, every birth is

More information

Capacity Assessment Indicator. Means of Measurement. Instructions. Score As an As a training. As a research institution organisation (0-5) (0-5) (0-5)

Capacity Assessment Indicator. Means of Measurement. Instructions. Score As an As a training. As a research institution organisation (0-5) (0-5) (0-5) Assessing an Organization s in Health Communication: A Six Cs Approach [11/12 Version] Name & location of organization: Date: Scoring: 0 = no capacity, 5 = full capacity Category Assessment Indicator As

More information

INTERNATIONAL RESCUE COMMITTEE

INTERNATIONAL RESCUE COMMITTEE INTERNATIONAL RESCUE COMMITTEE Vacancy Announcement (National Only) Title & Grade: Clinic Engineer/ Nil Report to: Environmental Coordinator Duty Location: Sittwe Start Date: Immediate Remuneration Package:

More information

GOVERNANCE AND CIVIL SOCIETY

GOVERNANCE AND CIVIL SOCIETY PARTNERS FOR CHANGE GOVERNANCE AND CIVIL SOCIETY SUB-SAHARAN AFRICA PARTNERS FOR CHANGE GOVERNANCE AND CIVIL SOCIETY PARTNERS FOR CHANGE The British Council is committed to building engagement and trust

More information

Timor- Leste. United Nations Development Programme. Vacancy Announcement

Timor- Leste. United Nations Development Programme. Vacancy Announcement United Nations Development Programme Timor- Leste Vacancy Announcement Project Title: Strengthening Capacities for Disaster Risk Management in Timor Leste Post Title: National Administration and Finance

More information

Child Selection. Overview. Process steps. Objective: A tool for selection of children in World Vision child sponsorship

Child Selection. Overview. Process steps. Objective: A tool for selection of children in World Vision child sponsorship Sponsorship in Programming tool Child Selection Objective: A tool for selection of children in World Vision child sponsorship We ve learned some things about selecting children. It is not a separate sponsorship

More information

Equality & Diversity Strategy

Equality & Diversity Strategy Equality & Diversity Strategy Last updated March 2014 1 Statement of commitment Ombudsman Services is committed to equality of opportunity and respect for diversity. As an equal opportunities employer,

More information

Equality and Diversity Policy

Equality and Diversity Policy Equality and Diversity Policy Agreed: November 2014 To be reviewed: November 2015 1 Contents Page 1. Scope and Purpose 3 1.1 Policy Statement 3 1.2 Principles 3 2. Accountability 4 3. Monitoring 7 4. Stakeholders

More information