Specialist on mutual recognition of professional qualifications (MRPQ) - retainer position
Background Information - Job-specific
Nordic Support for Progress of North Macedonia
The Swedish International Development Cooperation Agency has decided to fund a project “Support to progress in North Macedonia - Government reform agenda in the EU-accession process” to be implemented by the United Nations Office for Project Services (UNOPS). The objective of the project supported by the Swedish International Development Cooperation Agency (SIDA) is to support the enhancement of the EU integration capacity of the Republic of North Macedonia by providing technical assistance to government institutions during the accession period.
SIDA has allocated funding for the implementation of the project in North Macedonia during 24 months.
The Overall Objective of the SIDA support is to contribute to, and effectively communicate to the public, the implementation of the Stabilisation and Association Agreement, accession negotiations and Government reform priorities in the Republic of North Macedonia.
Project interventions are aimed towards communicating the benefits of the EU accession process to the general population, as well as to involve the civil society and media throughout the accession phases. All project activities will be undertaken in partnership with the Government of Macedonia, in cooperation with the national institutions, with the aim of allowing them to adopt/adapt the legal requirements and, where relevant, EU accession criteria.
This will ensure national ownership and support the development of national capacities.
Background Information - in relation to Chapter 3 Right of Establishment and Freedom to Provide Services, and related to the Mutual recognition of professional qualifications (MRPQ)
Macedonian Government is in process of preparations for formal opening of accession negotiations with the EU and is accelerating government reforms, including implementation of the Stabilization and Association Agreement (SAA) in two successive stages. At present, there is an on-going transition to the SAA second stage and explanatory meetings of the European Commission on chapters of the acquis. The overall process is coordinated by the Secretariat for European Affairs (SEA), as main coordination body in the accession negotiation process.
The National Programme for Adoption of the Acquis (NPAA), as key strategic and planning document in the accession negotiation process, encompasses the on-going process of gradual approximation of legislation with the acquis covering all areas already in the SAA first stage, including those foreseen in the second stage. The NPAA is planned, monitored and updated on regular basis by the working groups for approximation to the acquis, following the structure of the 33 chapters of the acquis.
The area of Mutual recognition of professional qualifications (MRPQ), relevant for this assignment, is part of Chapter 3 - Right of Establishment and Freedom to Provide Services, for which explanatory meeting was conducted on 11-12 December 2018. As part of its obligations under Chapter 3, the country must harmonize the national legislation with acquis related to the recognition of professional qualifications. This includes harmonization of the national legislation with Directive 2005/36/EC on professional qualifications (updated with the Directive 2013/55/EU).
The Ministry of Education and Science (MoES) in charge of the inter-ministerial working group for professional qualifications, has been working on the analysis and transposition of the abovementioned Directive on professional qualifications and prepared a Draft Law on mutual recognition of professional qualifications, updated the list of regulated professions and relevant sector legislation that needs further harmonization.
In preparations for the bilateral screening of Chapter 3, in the area of professional qualifications, MoES and other beneficiaries, will have to review the acquis and the case-law presented at the explanatory meeting, update the level of alignment of the national legislation and prepare of comprehensive Action Plan planning for further harmonization, development of institutional framework for implementation and capacity building measures also taking in consideration obligations under the second stage of SAA.
SEA will serve as focal point, provide all relevant documentation, working tools and instructions, and designate contact person/coordinator to facilitate the work of the selected specialist under this ToR.
Under the direct supervision of the Project Manager, the Specialist on the mutual recognition of professional qualifications (MRPQ) will provide technical assistance to MoES and the inter-ministerial working group on professional qualifications with regards to: review of the relevant acquis and the case-law; the review of the Draft Law on recognition of professional qualifications and its compliance with Directive 2005/36/EC; review and update the List of regulated professions; assist in preparation of the Action plan for further harmonization, institutional framework for implementation and capacity building measures.
More specifically, the Specialist will undertake the following activities/responsibilities:
- Prepare summary of the acquis and of the case-law relevant for the area of MRPQ and provide assistance to the beneficiaries (i.e. relevant ministries) by clarifying some aspects of the transposition and implementation challenges and best practices in the region and EU member states;
- Prepare legal gap analysis of the Draft Law on mutual recognition of professional qualifications and its compatibility with Directive 2003/36/EC and Directive 2013/55/EU, assist MoES to improve the Draft Law and update of Table of Concordance.
- Review the List of regulated professions and assist MoES in updating and identifying areas that need further analysis and improvement;
- Support the MoES-led inter-ministerial working group on professional qualifications in the development of an Action Plan for further harmonization, with deadlines, competent authorities and clear indication of corresponding provisions in EU law. The Action Plan should also include the institutional set-up and capacity building measures for implementation of the overall system of professional qualifications;
- Conduct up to three workshops on:
- legal gap analysis of the Draft Law on recognition of professional qualifications and transposition of the Directive 2005/36/EC (updated with Directive 2013/55/EU);
- List of regulated professions with recommendations;
- Draft Action Plan for further harmonization with recommendations for implementation of the system for recognition of professional qualifications;
- Identify issues and areas that may be subject to further project assistance or other donor assistance
- Advanced University Degree (master’s) preferably in Law, Economics, Education, Public/International law, or similar discipline relevant to the assignment, is required;
- University Degree (Bachelor’s degree/first level) with a combination of two additional years of relevant professional experience may be accepted in lieu of the advance university degree.
- Minimum five years of proven experience in the area of recognition of professional qualifications is required;
- Minimum three years of professional postgraduate experience, on legal drafting and/or on preparation of legal gap analysis of Directive 2005/36/EC (updated with Directive 2013/55/EU) is required;
- Working with /for operational structures / agencies for policy on recognition of professional qualifications would be an asset;
- Previous professional experience, and/or knowledge of the legislation of North Macedonia in the respective area would be an asset.
- Fluency in English (speaking, reading and writing) is required
- Excellent communication skills
- Confirmed analytical skills
- Confirmed reporting skills
|Develops and implements sustainable business strategies, thinks long term and externally in order to positively shape the organization. Anticipates and perceives the impact and implications of future decisions and activities on other parts of the organization.(for levels IICA-2, IICA-3, LICA Specialist- 10, LICA Specialist-11, NOC, NOD, P3, P4 and above)|
|Treats all individuals with respect; responds sensitively to differences and encourages others to do the same. Upholds organizational and ethical norms. Maintains high standards of trustworthiness. Role model for diversity and inclusion. |
|Acts as a positive role model contributing to the team spirit. Collaborates and supports the development of others. For people managers only: Acts as positive leadership role model, motivates, directs and inspires others to succeed, utilizing appropriate leadership styles.|
|Demonstrates understanding of the impact of own role on all partners and always puts the end beneficiary first. Builds and maintains strong external relationships and is a competent partner for others (if relevant to the role).|
|Efficiently establishes an appropriate course of action for self and/or others to accomplish a goal. Actions lead to total task accomplishment through concern for quality in all areas. Sees opportunities and takes the initiative to act on them. Understands that responsible use of resources maximizes our impact on our beneficiaries.|
|Open to change and flexible in a fast paced environment. Effectively adapts own approach to suit changing circumstances or requirements. Reflects on experiences and modifies own behavior. Performance is consistent, even under pressure. Always pursues continuous improvements.|
|Evaluates data and courses of action to reach logical, pragmatic decisions. Takes an unbiased, rational approach with calculated risks. Applies innovation and creativity to problem-solving.|
|Expresses ideas or facts in a clear, concise and open manner. Communication indicates a consideration for the feelings and needs of others. Actively listens and proactively shares knowledge. Handles conflict effectively, by overcoming differences of opinion and finding common ground.|
Contract type, level and duration
Contract type: ICA Contract level: I-ICA 2
Contract duration: Up to 40 working days in period of ten months
For more details about the ICA contractual modality, please follow this link:
- Please note that the closing date is midnight Copenhagen time
- Applications received after the closing date will not be considered.
- Only those candidates that are short-listed for interviews will be notified.
- Qualified female candidates are strongly encouraged to apply.
- Work life harmonization - UNOPS values its people and recognizes the importance of balancing professional and personal demands. We have a progressive policy on work-life harmonization and offer several flexible working options. This policy applies to UNOPS personnel on all contract types
- UNOPS seeks to reasonably accommodate candidates with special needs, upon request.
- For staff positions only, UNOPS reserves the right to appoint a candidate at a lower level than the advertised level of the post
- The incumbent is responsible to abide by security policies, administrative instructions, plans and procedures of the UN Security Management System and that of UNOPS.
It is the policy of UNOPS to conduct background checks on all potential recruits/interns. Recruitment/internship in UNOPS is contingent on the results of such checks.
Background Information - UNOPS
UNOPS is an operational arm of the United Nations, supporting the successful implementation of its partners’ peacebuilding, humanitarian and development projects around the world. Our mission is to help people build better lives and countries achieve sustainable development.
UNOPS areas of expertise cover infrastructure, procurement, project management, financial management and human resources.
Working with us
UNOPS offers short- and long-term work opportunities in diverse and challenging environments across the globe. We are looking for creative, results-focused professionals with skills in a range of disciplines.
With over 4,000 UNOPS personnel and approximately 7,000 personnel recruited on behalf of UNOPS partners spread across 80 countries, our workforce represents a wide range of nationalities and cultures. We promote a balanced, diverse workforce — a strength that helps us better understand and address our partners’ needs, and continually strive to improve our gender balance through initiatives and policies that encourage recruitment of qualified female candidates.
Work life harmonization
UNOPS values its people and recognizes the importance of balancing professional and personal demands.