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Director (Office of Professional Conduct)

Manila (Philippines)

  • Organization: ADB - Asian Development Bank
  • Location: Manila (Philippines)
  • Grade: Senior Executive
  • Occupational Groups:
    • Ombudsman and Ethics
    • Legal - International Law
    • Civil Society and Local governance
    • Human Resources
    • Conflict prevention
    • Corporate Social Responsibility (CSR)
    • Democratic Governance
    • Labour Market Policy
  • Closing Date: 2019-11-10

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IMPORTANT INFORMATION

Close relatives (Close relatives refer to spouse, children, mother, father, brother and sister, niece, nephew, aunt and uncle) of ADB staff, except spouses of international staff, are not eligible for recruitment and appointment to staff positions. Applicants are expected to disclose if they have any relative/s by consanguinity/blood, by adoption and/or by affinity/marriage presently employed in ADB. 
   
This is a senior staff fixed-term appointment for a period of 3 years.  This vacancy is open to internal and external applicants.

If the selected candidate is an external hire, the appointment may be extended for a period of up to 3 years per extension, or not renewed. In case of extension, staff may continue in the position for another term of up to 3 years, or be reassigned to any suitable position in ADB.  

Fixed-term appointments or assignments are subject to Section 3 of Administrative Order (AO) 2.01 (Recruitment and Appointment) and Section 8 of AO 2.03 (Selection, Talent and Position Management) and its Appendices.  
   
Whether the selected candidate is internal or external, and regardless of the type of appointment, any extension of staff beyond age 60 shall be subject to such terms and conditions determined by ADB, including, where relevant, those provided in Section 10 of AO 2.05 (Termination Policy) and its Appendices. 

Overview 

Asian Development Bank (ADB) is an international development finance institution headquartered in Manila, Philippines and is composed of 68 members, 49 of which are from the Asia and Pacific region. ADB is committed to achieving a prosperous, inclusive, resilient, and sustainable Asia and the Pacific, while sustaining its efforts to eradicate extreme poverty. ADB combines finance, knowledge, and partnerships to fulfill its expanded vision under its Strategy 2030.

 ADB only hires nationals of its 68 member countries.

 The position is responsible for establishing and managing the Office of Professional Conduct (OPC).The OPC is established to (i) develop and deliver awareness raising and training on conduct in the workplace; (ii) provide advice to Management and staff on the application of the Code of Conduct; and (iii) contribute to workplace resolutions. The OPC will support an enabling environment for a positive and professional work environment of dignity and mutual respect (regardless of hierarchical role or rank), both at headquarters and in the field, and contribute to the resolution of concerns about workplace conduct in a constructive and timely manner.

 To view ADB Organizational Chart, please click here.

 
 Job Purpose

The Director, OPC will provide guidance to ADB staff and all persons covered by the Code of Conduct (Covered Persons) (both in headquarters and in the field) on their questions relating to the Code of Conduct and how to resolve their workplace concerns. Together with the Professional Conduct Coordination Committee, Budget, Personnel, and Management Systems Department (BPMSD), Office of Anticorruption and Integrity (OAI), and the Office of the Ombudsperson (OOMP), and related offices, Director, OPC will monitor and assess the effectiveness of ADB’s policies, procedures, controls and systems with regard to professional conduct, identifying gaps and needs, and recommend modifications and improvements to existing rules and systems; and support and collaborate with ADB’s Departments and Offices to enhance and promote professional conduct; and advise Management on strategies that can be developed to foster and encourage professional conduct in ADB. The incumbent will report to the President, who may delegate the day-to-day oversight to the Vice-President for Administration and Corporate Management; and will supervise International Staff, National Staff, and Administrative Staff.       

Responsibilities
Training and Awareness Raising


·         Reinforces and promotes a clear understanding among Management and staff of the staff rules and regulations, procedures and practices regarding the standards of conduct that ADB requires its Management and staff to adhere to at all times.

·         Educates Covered Persons on their obligations under the Code and provides advice to them on how to ensure their compliance.

·         In consultation with the Professional Conduct Coordination Committee, BPMSD, OAI and OOMP, develops and rolls out trainings and capacity building programs, including mandatory training programs for both new and current ADB staff members and consultants on professional conduct.

·         In consultation with the Professional Conduct Coordination Committee, BPMSD, OAI and OOMP, identifies high-priority areas, and develops and roll-out targeted trainings and capacity buildings to respond to such needs at both headquarters and field offices.

·         In collaboration with the Professional Conduct Coordination Committee, BPMSD, OAI and OOMP supports the development and implementation of tools for promoting and enhancing professional conduct (e.g., communications strategies).

·         Develops and delivers presentations and knowledge products on the importance of professional conduct, and the role of the OPC in promoting these values.

·         Contributes to ADB’s broader campaigns on positive workplace behavior and organizational health.


Individual Advice on the Application of the Code of Conduct
  

·         Provides advice to Covered Persons on questions they may have relating to the Code of Conduct and related policies and procedures.

·         Guides Covered Persons in understanding their obligations in practice, and to apply these rules to their individual situations. 

·         Serves as the central source of clearance for certain activities, as provided for under the Code of Conduct, (e.g. gifts, external activities, public statements), in coordination with the relevant departments.


Workplace Resolutions
  

·         Receives Covered Persons who have concerns about th
e workplace and helps them assess the issue and determine the most appropriate method for resolution.

·         Provides guidance on the different workplace resolution options available to them and what to expect from these options.

·         Obtains the involvement of relevant parties to promote a resolution. This may include colleagues, supervisors, Head of Department, BPMSD, or OOMP.

·         Refers all concerns relating to integrity violations to OAI.

·         Refers concerns relating to misconduct other than integrity violations (i.e., other misconduct) to OAI for investigation if the OPC determines that an investigation is warranted. 

·         Develops and maintains procedures for the handling and processing of workplace concerns with due regard to confidentiality obligations commensurate with the functions of the OPC.

·         Undertakes follow-up of cases as needed.

·         Develops and maintains a records management system for all cases handled by OPC.

Policy Review
 

·         In consultation with the Professional Conduct Coordination Committee, BPMSD, OAI, OOMP and other relevant offices, evaluates the effectiveness of existing policies, procedures, controls and systems for enforcing accountability and mitigating risks among ADB staff members, in the area of professional conduct, and identifies areas for improvement.

·         Prepares and submits regular reports to the President on OPC operations.

·         Develops a system to gather and analyze statistical data on cases and concerns brought to the OPC.

Staff Supervision


·         Creates and leads multi-disciplinary teams and ensures the overall quality of work.

·         Manages the OPC, and supervises the performance of teams and individuals, providing clear direction and regular monitoring and feedback on performance.

·         Provides coaching and mentoring to teams and individuals and ensures their on-going learning and development.

Others
 

·         Provides regular feedback to the President on OPC’s activities.

·         Prepares an annual report to all staff on its activities, which preserves confidentiality.

·         Undertakes other work as may be assigned by the President, related to carrying out of the Job Purpose.



Desired Skills and Experience

Relevant Experience & Requirements
 

·         Master’s degree in ethics, law, corporate governance, human resources or other related fields. University degree in ethics, law, corporate governance, human resources or other related fields, combined with relevant experience in similar organization/s may be considered in lieu of a Master’s degree.

·         Demonstrated leadership in professional work relevant to the position.

·         At least 15 years of relevant professional work experience demonstrating progression of responsibilities in areas such as conflict resolution, organizational management, development and ethics, corporate responsibility and/or corporate governance, employment law, human resources or other fields that demonstrate application of analytical skills with sound judgment.

·         Demonstrated mediation and/or negotiation skills.

·         Experience in constructive handling of concerns relating to bullying, harassment, sexual harassment and/or retaliation.

·         Ability to perform under pressure and interact with others with the utmost diplomacy and professionally at all times.

·         Ability to balance multiple work priorities effectively and adapt priorities in any environment.

·         Demonstrated ability to work with multiple stakeholders to build consensus and achieve constructive outcomes.

·         Demonstrated teamwork (ability to work with others to achieve effective results), leadership (apply interpersonal influence to inspire others to move in a meaningful direction with competence and commitment), and conceptualization skills (developing viable solutions based on an understanding of institutional perspectives and needs).

·         Excellent oral and written communication skills in English, including the ability to clearly and concisely prepare, present, discuss and defend issues, findings, and recommendations at senior levels and to produce briefs, reports, papers, etc.

·         International experience working in several countries, with diverse groups and issues.

·         Strong emotional intelligence with excellent interpersonal skills, and the ability to exercise sound and independent judgment, prudence and maturity in complex and sensitive cases.

·         Ability to work with discretion in handling sensitive and confidential matter.


General Considerations

 The selected candidate, if new to ADB, is appointed for an initial term of 3 years.

ADB offers competitive remuneration and a comprehensive benefits package. Actual appointment salary will be based on ADB’s standards and computation, taking into account the selected individual’s qualifications and experience.

ADB seeks to ensure that everyone is treated with respect and given equal opportunities to work in an inclusive environment. ADB encourages all qualified candidates to apply regardless of their racial, ethnic, religious and cultural background, gender, sexual orientation or disabilities. Women are highly encouraged to apply.

Please note that the actual level and salary will be based on qualifications of the selected candidate. 

 
 
We do our best to provide you the most accurate info, but closing dates may be wrong on our site. Please check on the recruiting organization's page for the exact info. Candidates are responsible for complying with deadlines and are encouraged to submit applications well ahead.
Before applying, please make sure that you have read the requirements for the position and that you qualify.
Applications from non-qualifying applicants will most likely be discarded by the recruiting manager.
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