Psychosocial Case Mgmt Off
Before submitting an application, UNHCR staff members intending to apply to this Job Opening are requested to consult the Recruitment and Assignments Policy (RAP, UNHCR/HCP/2017/2 and the Recruitment and Assignments Administrative Instruction (RAAI), UNHCR/AI/2017/7 OF 15 August 2017.Psychosocial Case Management Officer
Organizational Setting and Work Relationships
In UNHCR, different mechanisms are established to manage individual complaints of sexual harassment, through both formal and informal routes, and with different entities handling specific aspects of a complaint. It is therefore likely that, in addressing a sexual harassment complaint, several entities will be involved, included (but not restricted to) the Inspector General¿s Office (IGO), the Ethics Office, the Ombudsman¿s Office, the Legal Affairs Service, the Field Security Service, and in the Division of Human Resources, the Psychosocial Wellbeing Section, the Medical Section, the Human Resources Staff Services and the Director¿s Office. While it is important that any complainant can benefit from the services and decisions by different entities, the multiplicity of contact points and respective correlated actions may be cumbersome and/or confusing for the client. In seeking to improve the complainants¿ experience of the reporting and complaints process, UNHCR established a Psychosocial Case Management (PCM) function. The Psychosocial Case Management Officer is a part of the Psychosocial Wellbeing Section of the Staff Health and Wellbeing Service. The Psychosocial Case Management Officer reports directly to the Senior Staff Counsellor and acts as the focal point for cases of sexual harassment.
The incumbent has a coordination and communication role, but will not substitute the psychosocial counselling services available both in-house and through an external service provider. Those will remain available through the Psychosocial Wellbeing Section. All UNHCR staff members are accountable to perform their duties as reflected in their job description. They do so within their delegated authorities, in line with the regulatory framework of UNHCR which includes the UN Charter, UN Staff Regulations and Rules, UNHCR Policies and Administrative Instructions as well as relevant accountability frameworks. In addition, staff members are required to discharge their responsibilities in a manner consistent with the core, functional, cross-functional and managerial competencies and UNHCR¿s core values of professionalism, integrity and respect for diversity.
All UNHCR staff members are accountable to perform their duties as reflected in their job description. They do so within their delegated authorities, in line with the regulatory framework of UNHCR which includes the UN Charter, UN Staff Regulations and Rules, UNHCR Policies and Administrative Instructions as well as relevant accountability frameworks. In addition, staff members are required to discharge their responsibilities in a manner consistent with the core, functional, cross-functional and managerial competencies and UNHCR¿s core values of professionalism, integrity and respect for diversity.
- Provide support to complainants through case management including: carrying out psychosocial assessment of complainants-related needs and risks; providing guidance in relation to procedures and services available; supporting complainants in decision making; liaising with other services involved in response to incidents of sexual harassment and coordinate their actions with the complainant to meet the complainant¿s needs.
- Provide guidance to the triage case management team for the SpeakUp Helpline and process the allocated cases as per protocol.
- Strengthen standard operating procedures (SOPs) for case management in UNHCR, including trigger mechanisms, protocols for collaboration with all case management stakeholders and with the Working Group on SEA and SH. Integrate an understanding of the impact of sexual harassment on peoples' lives and behaviours into relevant protocols in order to prevent harm.
- Contribute to development, with relevant stakeholders, a process for centralized, systematic capture of anonymized data related to sexual harassment with the aim to enhance UNHCR¿s risk and trends analysis capacity.
- Provide monthly reports (or as required) on typology and geographical prevalence of sexual harassment in the organization based on the collected data to the key stakeholders.
- Actively participate in anti-harassment campaigns and promotion of work place free of harassment.
- Provide advice and support to managers who are dealing with an incident of sexual harassment in the workplace.
- Provide expertise in all activities related to SH, such as development of training modules and facilitation of sessions/workshop/training, in collaboration with other relevant offices.
- Develop a trauma-informed response to personnel-clients that enhances their choices and recognizes their strengths
- Provide an emotional and physical safe environment for personnel-clients who have experienced sexual harassment and minimize the potential for re-traumatization during the reporting process.
- Work directly with the UNHCR personnel-clients who are seeking advice or support in dealing with their complaints of sexual harassment in the workplace. The case management requires independent access to various services in the best interest of the client.
- Interact independently with the organizational entities dealing with sexual harassment and abuse in the workplace including the Staff Counsellors, Medical Officers, Office of the Ombudsman, the Ethics Office, the Inspector General¿s Office; Senior Coordinator for SEA/SHA, human resources and other functions as necessary.
- Collaborate with the relevant entities within other organizations focusing on sexual harassment with a scope of sharing best practices and enriching the UNHCR anti-harassment strategy with the evidence based approaches.
- Implement a trauma-informed psychosocial case management system that increases safety, agency and resilience for all personnel-clients that have experienced sexual harassment.
- Perform other related duties as required.
Years of Experience / Degree Level
For P3/NOC - 6 years relevant experience with Undergraduate degree; or 5 years relevant experience with Graduate degree; or 4 years relevant experience with Doctorate degree
Field(s) of Education
or other relevant field.
(Field(s) of Education marked with an asterisk* are essential)
Certificates and/or Licenses
Registered mental health professional;
(Certificates and Licenses marked with an asterisk* are essential)
Relevant Job Experience
University degree and registration, license, certification as a mental health professional (clinical psychology, counselling, psychiatry, clinical social work). Demonstrated clinical experience, including case management and counselling skills for a minimum of 4 years. Working experience on prevention and response to sexual harassment in the workplace. IT skills: ability to work with Microsoft Office.
Experience in interdisciplinary coordination/case management in the social or clinical setting. Understanding of the humanitarian work environment.
MD-Patient case management skills;
MD-Organizational Psychology and/or Psychiatry;
MD-Suicide risk assessment;
MD-Application of trauma interventions in crisis situations;
MD-Provision of coaching peer advisors and consultation to managers;
MD-Ability to deal with people in distress;
MD-Delivery of post rape support;
MD-Drafting clinical notes;
(Functional Skills marked with an asterisk* are essential)
Proficiency in English and working knowledge of French, with very good drafting skills. C001L3 - Accountability Level 3
C002L3 - Teamwork & Collaboration Level 3
C003L3 - Communication Level 3
C004L3 - Commitment to Continuous Learning Level 3
C005L3 - Client & Result Orientation Level 3
C006L3 - Organizational Awareness Level 3
M001L3 - Empowering and Building Trust Level 3
M003L3 - Judgement and Decision Making Level 3
X001L3 - Analytical Thinking Level 3
X005L3 - Planning and Organizing Level 3
X009L3 - Change Capability and Adaptability Level 3
The UNHCR workforce consists of many diverse nationalities, cultures, languages and opinions. UNHCR seeks to sustain and strengthen this diversity to ensure equal opportunities as well as an inclusive working environment for its entire workforce. Applications are encouraged from all qualified candidates without distinction on grounds of race, colour, sex, national origin, age, religion, disability, sexual orientation and gender identity.
For those people applying for High Risk Duty Stations, we strongly encourage them – before deciding to apply- to read the country specific security and welfare country profiles which can be found on the Intranet under Support Services - Duty of Care (https://intranet.unhcr.org/en/support-services/duty-of-care.html). Ensuring staff are better informed is part of the increased attention UNHCR is paying to Duty of Care.
Staff after having applied to High Risk Duty Stations will have access to country specific information webinars with Field Safety Section (FSS) and Staff Welfare Section (SWS) colleagues and provided with a tool to test their psychological preparedness for serving in High Risk Duty Stations. Applicants who applied for a position in a High Risk country will receive, after the deadline for applications has expired, a joint invitation from the Staff Welfare Section (SWS) and the Field Safety Section (FSS) to participate in these webinars. During the Webinars, latest updates on security and well-being will be provided, and FSS and SWS will address questions raised by participants. Applicants are highly encouraged to benefit, when applicable, from all measures as they provide most up-to-date security and well-being information helpful to assess staff’s readiness to serve in a High Risk Duty Station. A Staff Welfare Officer will also be available, if and when required, to discuss with interested applicants the results of the psychological preparedness tool as well as readiness for assignment in High Risk Duty Stations.
Please note that the closing date for all vacancies in this addendum is Tuesday 25 June 2019 (midnight Geneva time).