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Accountability to Affected Persons (AAP) Senior Manager - 3 positions

Uganda (Uganda)

  • Organization: IRC - International Rescue Committee
  • Location: Uganda (Uganda)
  • Grade: Senior - Internationally recruited position - Senior level
  • Occupational Groups:
    • Managerial positions
    • Monitoring and Evaluation
    • Humanitarian Aid and Coordination
    • Human Rights
    • Disaster Management (Preparedness, Resilience, Response and Recovery)
    • Drugs, Anti-Money Laundering, Terrorism and Human Trafficking
  • Closing Date:

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Requisition ID: req7389

Job Title: Accountability to Affected Persons (AAP) Senior Manager - 3 positions

Sector: Protection and rule of law

Employment Category: Regular

Employment Type: Full-Time

Open to Expatriates: No

Location: Uganda

Job Description

With support from the AAP Deputy Coordinator, the Regional AAP teams (each composed of a Senior Manager and a Manager) will be charged with challenging Partners within their respective region to demonstrate an organizational culture of feedback, while also providing support to taking account (e.g. by supporting question development, data collection methods, and interpretation of data), giving account (e.g. by packaging data, identifying preferred channels for outreach, supporting visibility, directly engaging with relevant stakeholders and community representatives), and holding account (e.g. by strengthening networks of accountability, independently tracking uptake of results). These teams will assess gaps and weaknesses within Partners’ existing AAP approaches, support Partners to develop work plans for addressing these weaknesses, and will conduct or facilitate trainings to support these work plans. To further support taking, giving, and holding account, the teams will facilitate meetings and discussions between Partners, local governments, community representatives, and other stakeholders to aid in a more community-driven interpretation, triangulation, and packaging of data from feedback and independent verification efforts, and will also support giving account by disseminating relevant results at the regional, district, national, and settlement-levels.

Within each Regional AAP team, the Senior Manager will serve as the main point of contact for the various Partners, will be responsible for the creation of and adherence to the district-level work plans, will be responsible for setting and reporting on the strategic direction of the Regional AAP team, and will be responsible for managing and providing oversight to the AAP Manager in their region.

Duties and Responsibilities

Assess and support solutions for gaps and weaknesses within Partners’ existing AAP approaches

  • Lead informal and formal assessments of Partner’s approaches to giving, holding, and taking account, with a special consideration for improving the participation of women, children, and marginalized groups.
  • Develop and advocate for solutions for addressing gaps and weaknesses within AAP approaches.
  • In coordination with consortium partners, provide Partners with regular and systematic insight into the views and needs of refugee and host communities at the district level.
  • In collaboration with the Deputy Coordinator, develop questionnaires, surveys, and FGD guides related to AAP, both for use in large-scale assessments and for more moderate district-level use.

Challenging partners to demonstrate an organizational culture of feedback

  • Support Partners in developing, tracking, and reporting on district-level work plans for improving AAP mechanisms.
  • Actively participate in district-level coordination mechanisms related to AAP.
  • Coordinate with the Deputy Coordinator to improve the connections between coordination mechanisms for AAP at the district and national levels.
  • Champion an organizational culture shift among partner organizations to increase respect for and adherence to principles of and best practices for AAP, with a specific consideration for ensuring that feedback is used in decision-making.
  • Support Partners to evidence how they have improved their ability to actively seek affected populations input to programming and consistently respond to participant feedback.
  • Support AAP Managers efforts to facilitate meaningful and accountable discussions between Partners and representatives of affected populations (e.g. Refugee Welfare Committee members).

Staff Performance Management

  • Supervise and build the capacity of Regional Manager in relevant technical and management competencies.
  • Coach, train, supervise, and mentor Regional Manager, 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 Regional Manager 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: AAP Deputy Coordinator

Supported by: Program Coordinator for Quality and Learning

One direct report: The Regional AAP Manager

Substantial engagement with:Regional AAP Senior Managers from other regions, HQ AAP Technical Specialists, district-level counterparts in DfID BRAER Downstream Partner Organizations, government and community leadership structures, counterparts within consortium partners.

Qualifications

  • Self-driven with a strong ability to meet objectives without close supervision. Experience with remote management strongly preferred.
  • Bachelor’s Degree in humanitarian assistance, social work, human rights, international law, social science or related field. Postgraduate degree preferred.
  • Minimum of five years of experience in 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 mechanisms, as well as capacity to support effective communication with refugee communities (with a specific focus on empowering women, children, and marginalized groups). Understanding of community based structures in refugee settlements and effective community engagement practices.
  • Ability to speak additional languages used by refugees preferred, but not required.
  • Ability to package and communicate complex topics through written reports and presentations.
  • Proven understanding of adult learning theory and organizational development, change management, and/or how organizations function in community or multinational settings.
  • 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.

Please note:

  • 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.
  • Deadline for receiving applications is 20th December 2019.
  • This position is contingent on funding.



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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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