Tiered Approach

In line with the commitment to safeguard capacity and support personnel already in the Organization, a majority of UNDP UNCDF/UNV vacancies are advertised using a tiered application process whereby:

  • Tier 0: UNDP/UNCDF/UNV IP staff holding permanent (PA) and fixed-term (FTA) appointments, whose posts will be abolished, or contracts will be terminated or not renewed during 2026.
  • Tier 1: Other UNDP/UNCDF/UNV staff holding permanent (PA) and fixed-term (FTA) appointments
  • Tier 2: UNDP/UNCDF/UNV staff holding temporary appointments (TA), personnel on regular PSA contracts, and Expert and Specialist UN Volunteers
  • Tier 3 or no tier indicated: All other contract types from UNDP/UNCDF/UNV and other agencies, and other external candidates

Please make note of the Tier(s) indicated in the vacancy title, if any, and ensure that you satisfy the eligibility to apply.

Background

The United Nations Development Programme (UNDP) is the knowledge frontier organization for sustainable development in the UN Development System and serves as the integrator for collective action to realize the Sustainable Development Goals (SDGs). UNDP is the leading United Nations organization fighting to end the injustice of poverty, inequality, and climate change. Working with our broad network of experts and partners in 170 countries, we help nations to build integrated, lasting solutions for people and planet. The Fiji multi-country office covers ten countries including Federated States of Micronesia, Fiji, Kiribati, Republic of the Marshall Islands, Nauru, Palau, Solomon Islands, Tonga, Tuvalu, and Vanuatu as well as provides support to regional initiatives. 

UNDP in the Pacific has developed its multi-country programme document (MCPD, 2023-2027) to guide its interventions in the next five years in full alignment and directly to contribute to the United Nations Sustainable Development Cooperation Framework (UNSDCF, 2023–27). The Office covers 10 countries in the Pacific with an extensive portfolio which has grown over time. The UNSDCF and UNDP MCPD are designed in full alignment with the 2030 agenda, Samoa Pathway, and 2050 Blue Content Strategy, which is endorsed by the Pacific Island Countries (PICs) among others.  The UNDP Pacific Office next five-year plan strategic priorities are encapsulated under three outcome areas: (i) Planet, (ii) Prosperity, and (iii) Peace.

Resilience is one of UNDP’s six signature solutions – alongside poverty and inequality, environment, energy, governance, and gender equality - to support countries towards three directions of change: structural transformation, leaving no one behind and resilience. As per UNDP’s new Strategic Plan 2022-2025, and the new MCPD (2023-2027), UNDP Pacific office aims to supporting countries and communities in building resilience to diverse shocks and crises, including conflict, climate change, disasters and epidemics.

Tuvalu, with a land area of 26km2, is the fourth smallest nation in the world with a population of about 10,000. Due to its geographical remoteness and relatively limited size of the economy, it is one of the least developed countries. It is also one of the most vulnerable countries in the world to the impact of climate change induced sea-level rise and intensifying storm events. Recent cyclones have already shown large scale population displacement, significant loss and damage of agriculture resources and infrastructure, contamination of water supplies, coastal erosion and scouring, impacting long term sustainable development of the country.

As such, in response to this climate challenge, the Government of Tuvalu has recently received funding confirmation from Government of Australia to fund an estimated 5.5 ha of raised land protecting an additional estimated 370m of densely populated and exposed foreshore. The project will be known as Tuvalu Coastal Adaptation Project, Phase 3 (TCAP1B). The objective of the Tuvalu Coastal Adaptation Project, Phase 3 (TCAP 1B), is to focus on reducing the vulnerability of the norther lagoon shoreline of Fogafale Island in Tuvalu to the adverse impacts of wave overtopping, shoreline erosion, and rising sea levels. It follows the successful demonstration of the infrastructure work under the Green Climate Fund (GCF) resourced TCAP Project and TCAP Phase 2, which has built 7.3ha and 8 ha of new raised safe land respectively. TCAP 1 B follows closely TCAP and TCAP Phase 2  designs, approach and established management and safeguards work and requirements. The foreshore that TCAP1B will protect and enhance is a continuation of the dysfunctional shoreline protected by TCAP, TCAP Phase 2 and the Government of Tuvalu’s similar protection work (Queen Elizabeth II Park) and thus, the TCAP 1B site starts only 100m to the north, as contiguous with TCAP and effectively an extension of TCAP and TCAP Phase 2 projects.

The project has the following 3 main outputs.

  • Output 1: Climate-resilient coastal protection infrastructure constructed along 370 meters of the northern lagoon shoreline, with 5.5 hectares of elevated safe land established on Fongafale Island, Funafuti, enhancing community resilience to climate-induced hazards and risks 
  • Output 2: Gender-responsive land use plan developed for TCAP 1B and the prepared land use plans for TCAP, TCAP 1A and 1B reclaimed land partially implemented ensuring inclusive and equitable access to land resources
  • Output 3: Government of Tuvalu’s capacity strengthened to plan and prioritize future coastal protection investments through completed feasibility studies and strategic planning frameworks
     

The project has an established Programme Management Unit (PMU) in Funafuti, Tuvalu with national and international professionals supporting the project and coordination with the relevant stakeholders.

The Project desires to recruit a Project Gender and Social Development Specialist  who will work under the overall guidance of the Team Leader RCC and direct Supervison of International Project Coordiantor and will work closely with  the National Project Manager and other  PMU staff. 

The Project Gender and Social Development Analyst advises on gender and social development policies and trends and relevant linkages to the project for achieving the project outputs, other potential opportunities and capacity building of the stakeholders. He/she advocates for  and represents the project and  UNDP in the area of gender equality and women empowerment as required. He/she is expected to maintain a network with colleagues from UNDP, UN Agencies, Government officials, donors and civil society.

The Project Gender and Social Development Specialist is to provide advice and support to the project on gender equality and women empowerment/leadership (GEWE) and gender based violence (GBV) issues; facilitation of knowledge building on GEWE/GBV issues; creation of strategic partnerships and support in supporting GEWE/GBV in climate change adaptation  and advocacy/promotion of projects mandate and mission in GEWE/GBV in accordance with UNDP’s Gender Equality Strategy guidelines/policy.

Duties and Responsibilities


a)    The successful candidate will work directly under the overall guidance of International Project Coordiantor and National Project Manager 
b)    The candidate will work with PMU staff and stakeholders at local and national levels
 

Update the Gender & Social Analysis

  • Revisit and update the existing TCAP gender and social analysis, addressing gaps with newly available project information and emerging community insights.
  • Integrate national policy directions (e.g., NAP) and donor guidance (DFAT/MFAT GEDSI) alongside UNDP’s Gender Equality Strategy.
  • Apply an intersectional lens (women, girls, youth, persons with disabilities, elderly, outer-island residents, low-income households) with attention to barriers to participation, access, decision-making, employment, and benefits.

Review Prior TCAP Gender Strategies and Action Plans

  • Assess the gender strategies/action plans from previous TCAP phases; document gaps, lessons learned, and areas for improvement, including what worked and what did not (e.g., participation rates, timing, venue/accessibility, childcare, language support).

Develop/Refine the TCAP 1B Gender Strategy & Action Plan

  • Update and refine the Gender Strategy and Action Plan (GSAP) for TCAP 1B, covering all activities, aligned with project deliverables, national laws/policies, DFAT/MFAT guidelines, UNDP Gender Strategy, and GCF Gender Policy; include a costed implementation plan and clear responsibilities.
  • Embed recommendations to address identified barriers to participation/benefit-sharing, including practical measures (timing of meetings, transport stipends, childcare, accessible venues, Tuvaluan/English translation, women facilitators).

Ongoing GESI Analysis & Mainstreaming

  • Provide ongoing analysis of gender and social inequality issues specific to TCAP 1B activities (decision-making, capacity building, climate adaptation planning, employment with contractors).
  • Update GSAP recommendations as needed based on field feedback and monitoring.
     

Implementation & Participatory Monitoring

  • Implement and monitor the GSAP through a gender-aware, participatory, and inclusive approach, ensuring co-design with communities, women’s groups, and vulnerable groups across all phases.
  • Maintain results tracking and adaptive management aligned to the project’s M&E framework.

ESIA/ESMP Leadership & Social Safeguards

  • Lead and provide technical support on GESI integration for ESIA/ESMP preparation for future TCAP phases (Activity 3.1), ensuring alignment with UNDP SES and donor requirements.
  • Implement, monitor, and record social safeguards as per ESIA/ESMP, and flag additional issues identified during implementation for action/mitigation.

Policy Integration & Government Engagement

  • Provide technical inputs to relevant government stakeholders to integrate gender into policies/programmes—especially the NAP—and sectoral plans (e.g., coastal/infrastructure).
  • Develop strong relationships with the Gender Affairs Department, leveraging their leadership and networks; co-convene consultation meetings with contractors, ministries, CSOs, NGOs, development partners, and local communities.
     

Participation, Safe Work Environment, and GRM

  • Ensure higher participation of women across the project cycle and safe working environments, including SEAH risk mitigation. Ensure communities and workers can safely communicate issues through accessible Grievance Redress Mechanisms (GRM) (multiple entry points, Tuvaluan language options, confidential handling).
     

Capacity Development & Contractor Support

  • Support PMU staff, national partners, and contractors to identify/address internal capacity needs on gender mainstreaming; design/deliver training (or coordinate delivery).
  • Support contractors to embed gender principles in planning/implementation; include gender indicators in design, monitoring, and evaluation of contractor action plans.

Training, Communications, and Advocacy

  • Develop gender training and communication materials tailored to Tuvalu (plain language, Tuvaluan/English).
  • Conduct awareness sessions on gender, disability inclusion, and Protection from Sexual Exploitation and Abuse (PSEA) for PMU staff, contractor staff, officials, and communities.
  • Lead advocacy for gender and social inclusion via campaigns, media platforms, and events (e.g., International Women’s Day, Climate Change Awareness Week).
  • Provide inputs (visuals, written content, digital media) and participate in implementation of gender-equality activities and visibility.

M&E, Data Management

  • Develop gender-sensitive indicators and ensure use in monitoring project activities, outputs, outcomes; collect sex-, age-, and disability-disaggregated data (SADD/DD) in line with the project’s M&E framework.
  • Produce regular GESI monitoring reports (quarterly/biannual) including analysis and recommendations.
  • Identify opportunities for removing barriers (e.g., stipend models, flexible scheduling, local women facilitators, safe transport, gender-responsive infrastructure design elements).

Knowledge management & Future Proposals

  • Prepare policy papers, briefing notes, thematic reviews, and speeches as requested.
  • Support integration of gender into future project proposals, concept notes, and donor reporting.
    The incumbent performs other duties within their functional profile as deemed necessary for the efficient functioning of the Office and the Organization

Competencies

Core competencies:

  • Achieve Results: LEVEL 3: Set and align challenging, achievable objectives for multiple projects, have lasting impact 
  • Think Innovatively: LEVEL 3: Proactively mitigate potential risks, develop new ideas to solve complex problems 
  • Learn Continuously: LEVEL 3: Create and act on opportunities to expand horizons, diversify experiences
  • Adapt with Agility: LEVEL 3: Proactively initiate and champion change, manage multiple competing demands 
  • Act with Determination: LEVEL 3: Think beyond immediate task/barriers and take action to achieve greater results
  • Engage and Partner: LEVEL 3: Political savvy, navigate complex landscape, champion inter-agency collaboration
  • Enable Diversity and Inclusion: LEVEL 3: Appreciate benefits of diverse workforce and champion inclusivity
     

Cross-Functional & Technical competencies:

Business Management    

  • Monitoring. Ability to provide managers and key stakeholders with regular feedback on the consistency or discrepancy between planned and actual activities and programme performance and results
  • Evaluation. mAbility to make an independent judgement based on set criteria and benchmarks -Ability to anticipate client's upcoming needs and concerns.
  •  Communication. Communicate in a clear, concise and unambiguous manner both through written and verbal communication; to tailor messages and choose communication methods depending on the audience. Ability to manage communications internally and externally, through media, social media and other appropriate channels 
     

Digital     

  • Data analysis. Ability to extract, analyze and visualize data (including Real-Time Data) to form meaningful insights and aid effective decision making

Partnership Management     

  • Resource Mobilization. Ability to identify funding sources, match funding needs (programmes/projects/initiatives) with funding opportunities, and establish a plan to meet funding requirements

Business Direction & Strategy

  • Systems Thinking. Ability to use objective problem analysis and judgement to understand how interrelated elements coexist within an overall process or system, and to consider how altering one element can impact on other parts of the system

Required Skills and Experience

Education:

  • Advanced university degree (master's degree or equivalent) in
    Social Sciences, Gender or Women’s Studies, law, climate change, development studies  or other relevant field is required, Or
  • A first-level university degree (bachelor’s degree) in the above fields in combination with an additional two years of qualifying experience will be given due consideration in lieu of the advanced university degree

Experience:

  • Minimum 5 years (with master’s degree) or 7 years (with bachelor’s degree) of relevant experience in the development/social sector, working in gender mainstreaming and/or climate change adaptation in similar role

Required skills:

  • Experience in the use of computers and office software packages (MS Word, Excel, etc.)

Desired Skills:

  • Experience in organizing capacity building trainings and knowledge sharing initiatives on gender and GBV. 
  • Good understanding of Gender issues in Pacific
  • Drafting of SOPs and other legal/strategic framework experience of leading the gender/GBV related 
  • Experience in research and policy-level analysis.
  • Experience in design, monitoring and evaluation of gender projects.
  • Experience in multiple stakeholders engagement especially community and government 
  • Experience working with CSOs, UN  and DFAT/MFAT funed projects is an added advantage.
  • Displays cultural, gender, religion, race, nationality and age sensitivity and adaptability.
  • Demonstrates openness to change and ability to manage complexities.

Required Language(s)    

  • Proficienfcy in written and spoken English is required
  • Knowledge of another UN language would be an asset
     

Equal opportunity

As an equal opportunity employer, UNDP values diversity as an expression of the multiplicity of nations and cultures where we operate and, as such, we encourage qualified applicants from all backgrounds to apply for roles in the organization. Our employment decisions are based on merit and suitability for the role, without discrimination. 

UNDP is also committed to creating an inclusive workplace where all personnel are empowered to contribute to our mission, are valued, can thrive, and benefit from career opportunities that are open to all.

Sexual harassment, exploitation, and abuse of authority

UNDP does not tolerate harassment, sexual harassment, exploitation, discrimination and abuse of authority. All selected candidates, therefore, undergo relevant checks and are expected to adhere to the respective standards and principles. 

Right to select multiple candidates

UNDP reserves the right to select one or more candidates from this vacancy announcement.  We may also retain applications and consider candidates applying to this post for other similar positions with UNDP at the same grade level and with similar job description, experience and educational requirements.

Scam alert

UNDP does not charge a fee at any stage of its recruitment process. For further information, please see www.undp.org/scam-alert.

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