The Deputy Coordinator will provide overarching strategic and management oversight to the AAP component of the ULEARN project. In particular, the Deputy Coordinator will lead the three regional AAP teams in Arua, Fort Portal, and Gulu, will represent all teams at relevant national forums, and will support the development of national-level reports and workplans related to AAP. The Deputy Coordinator will serve as the main intermediary between the implementation of the project and national counterparts within DfID, DfID BRAER Downstream Partner Organizations, and other stakeholders.
Support national uptake of solutions for gaps and weaknesses within Partners’ existing AAP approaches
- Co-chair a new Accountability to Affected Persons Task Force (or equivalent working group) that aims to 1) ensure that partners’ national leadership reinforce the ongoing AAP efforts, 2) create a centralized forum for improving the coordination of AAP mechanisms across the response, 3) create a centralized forum for triangulating and interpreting national-level findings from AAP, and 4) create a collaborative mechanism for designing and verifying new AAP mechanisms or new improvements to old AAP mechanisms.
- Support the development and implementation of informal and formal assessments of Partner’s approaches to giving, holding, and taking account (including a new response-wide Beneficiary Perspectives and Preferences Assessment), with a special consideration for improving the participation of women, children, and marginalized groups.
- Package and summarize the results of informal and formal assessments, as well as progress against district workplans, for discussion by stakeholders at the national level.
- In coordination with consortium partners and regional AAP teams, provide Partners with regular and systematic insight into the views and needs of refugee and host communities at the national level.
Challenging partners to demonstrate an organizational culture of feedback
- Support national-level counterparts within Partner Organizations to follow up on district-level work plans for improving AAP mechanisms.
- Actively participate in national-level coordination mechanisms related to AAP, as well as lead any new coordination mechanisms related to AAP developed under this project.
- Support the growth and capacity of the Refugee Engagement Forum.
- Collect and report on examples of best practice for building an organizational culture of feedback, with a specific consideration for examples of feedback being used in decision-making.
- Champion findings from accountability mechanisms among senior staff among Partner organizations, and support senior staff in building an organizational culture of feedback within their organizations.
- Coordinate with direct reports and the Program Coordinator for Quality, and Learning to improve the connections between coordination mechanisms for AAP at the district and national levels.
Project and Knowledge Management
- Share information collected during the project at national levels, and encourage cross-district learning.
- Coordinate with consortium partners, and serve as the main point of contact for the relationship with the prime.
- Support general project management and reporting.
Staff Performance Management
- Supervise and build the capacity of Regional Senior Managers (3) in relevant technical and management competencies.
- Coach, train, supervise, and mentor direct-report staff, including communicating clear expectations, setting annual performance objectives, providing regular and timely positive and constructive performance feedback, and providing documented semi-annual performance reviews.
- Hold high-quality meetings with each direct report on a regular and predictable basis, at least every two weeks.
- Provide a measurable development plan including on-the-job learning with the aim of strengthening technical capacity, exchanging knowledge within the team, and providing guidance on career paths.
- As required, identify staff performance issues and work with Human Resources to document and address these in accordance with the National Staff Employment Policies.
- Encourage the adoption of gender-sensitive analysis and practices among all direct reports.
Key working relationships
Reports to: Program Coordinator for Quality and Learning (IRC) with matrix management by the Consortium Manager (Response Innovation Lab).
Three direct reports: The Regional AAP Senior Managers
Substantial engagement with: HQ AAP Technical Specialists, national-level counterparts in DfID BRAER Downstream Partner Organizations, government and community leadership structures, counterparts within consortium partners.
- Bachelor’s Degree in humanitarian assistance, social work, human rights, international law, social science or related field. Postgraduate degree preferred.
- Experience with managing remote direct reports strongly preferred.
- Experience in leadership, report-writing, and donor engagement required.
- Minimum of six years of experience in project management within refugee response or related humanitarian contexts, with a preference for experience in engaging across organizations, in community services and AAP, or in change management and organizational change.
- Extensive expertise in delivering accountability surveys, as well as capacity to support effective communication with refugee communities (with a specific focus on empowering women, children, and marginalized groups).
- Demonstrated understanding of Core Humanitarian Standards, Grand Bargain Participation Revolution, and proven experience in setting up systems for meaningful participation of clients.
- Excellent facilitation skills, and strong understanding of how to safely and accurately collect feedback from all members of a community regardless of their age, gender, or other diversity factors.
- Ability to handle multiple tasks; proven self-initiative and problem solving abilities.
- Proven track record of quality performance in highly pressured environments.
- Computer skills, including Word, Excel, Power-Point, and Access.
- National or Refugee Candidates: We strongly encourage national or refugee candidates to apply for this position and may give preference to refugee candidates. IRC strives to attract, motivate and retain qualified national and refugee staff in our programs. This position is not open to international candidates.
- Standards of Professional Conduct: The IRC and IRC workers must adhere to the values and principles outlined in the IRC Way – Code of Conduct. These are Integrity, Service, and Accountability. In accordance with these values, the IRC operates and enforces policies on Beneficiary Protection from Exploitation and Abuse, Child Safeguarding, Harassment-Free Workplace, Fiscal Integrity, Anti-Retaliation, Combating Trafficking in Persons and several others.
- Gender Equality & Equal Opportunity: We are committed to narrowing the gender gap in leadership positions. We offer generous benefits that provide an enabling environment for women to participate in our workforce including parental leave, gender-sensitive security protocols and other supportive benefits and allowances. We welcome and strongly encourage qualified female professionals to apply.
- Applications will be reviewed on a rolling basis.
- This position is contingent on funding.
- Anticipated position start date is 01/03/2020.