National IT Expert/Consultant

Mogadishu

Organization: CTG - Committed To Good
Location: Mogadishu
Grade: Consultancy - Senior consultancy
Occupational Groups:
- Information Technology and Computer Science
Closing Date: Closed

CTG Overview

CTG stands for Committed To Good. With an ethical approach at the heart of all that we do, it is a description that makes us proud. Respect for the fundamental human rights of our staff, and those our staff encounter, is a cornerstone of our values. We strive for gender equality, inclusion and diversity, providing fair and equal opportunities for all. We take a zero tolerance approach to corruption and stay true to local labour laws and all local statutory requirements.
In operation since 2006, today we are honoured to serve clients in 15 fragile and conflict-affected states assisting with disaster relief, peace building, humanitarian aid and development programmes through our specialised recruitment, HR management and operational services.

Overview of position

A long absence of effective governance of Somalia has resulted in porous air, sea and land-border management providing a thriving conduit for transnational organized immigration crimes. In addition, the porosity of Somalia's borders allows for easy movement of irregular migrants, terrorists, and weapons, contributing not only to insecurity in Somalia, but also to its neighbouring countries. In order to respond to those complex migratory challenges, the Federal Government of Somalia has committed to enhance the performance in terms of efficiency and effectiveness of the Immigration and Naturalization Directorate (IND).

IOM is implementing a project with the aim to contribute to the priorities highlighted by the IND in their 2019-2020 document. The intervention focuses on strengthening the institutional capacities of the IND, in particular of the HR Department, in order to improve the Federal Government of Somalia (FGoS) efforts in migration and border management. The project aims to achieve this by fostering an integrated approach that focuses on the active engagement of diasporic actors and (international) experts to transfer knowledge and competencies to public institutions, civil servants, and new generations of Somalis. The project will therefore strengthen the administrative and operational capacity of IND to better manage Somalia’s borders through capitalizing on the skills and expertise available by the Diasporas, which may otherwise be unavailable in Somalia. This includes (I) strengthening communications and coordination across IND units and (II) improving IND’s administrative capacity through strengthening the HR unit of IND.
To improve the IND’s administrative capacity of the HR Unit as mentioned under (II) here above, the Federal Republic has requested IOM to assist in the strengthening process. IOM seeks an IT Expert/ Consultant (hereinafter ‘consultant’) to assist with the implantation of the below activities.

In 2018, IOM contracted a consultancy firm to develop a Human Resource Information Management System (HRIMS) for the IND. The purpose of the HRMIS is to support the standardized process of management of human resources at IND. The system is expected to standardize and automatize the whole process of hiring new staff, management of staff, their roles and administrative processes amongst other responsibilities.
The first step was the digitization of the employee database for Mogadishu HQs and five regional states (Puntland, Jubaland, Galmudug, Hirshabelle and South West States). The employee information and administration included passport photos, staff personnel numbers, biometrics, designations, job descriptions, educational qualifications, departments, appointment dates, promotion records, deployment and posting orders, dates of entry on duty, salaries and allowances. Additionally, to manage their working hours and shifts, two machines and two fingerprint readers for capturing biometric data of employees were installed at IND offices in Mogadishu and another six fingerprint readers were installed in IND regional offices. The human resource policy manual guidelines were developed and uploaded to the system. Finally, the user manual on operating the system was developed to help end users operate the system.

Role objectives

The IT consultant is expected to broaden the capacities of the HRMIS. The necessary data needs to be entered in the HRMIS and additional features will be added based on the needs. The consultant is expected to assist the MIDA HR Expert who will be developing a tailor-made training package for the IND, including a training and capacity building roadmap for IND. In coordination with the IND and the MIDA HR Expert, it will be determined which aspects need to be reflected in the HRMIS.

Awareness raising on the HRMIS and is functions within the IND is a continuous process that will be done by the IND (DG and HR director).

The IT consultant will be responsible for assisting the IND, in particular the HR department, in the above-mentioned activities, with the following responsibilities:

Guide the IND on the development of HR work procedures and systems, including an assessment of the current IND policy on performance management;
Development of comprehensive system of appraising all IND staff (together with MIDA HR Expert), including job grading and salary scales and add this to the existing HRMIS;
Inform the HR Director and DG on the results of the assessment and appraising system development;
Implement any other upgrades to the HR database and make sure that the system is installed and implemented;
Refresher training on the HRMIS for IND staff;
Submit a monthly reports to the IND and IOM on activities, outlining the progress of the responsibilities listed above and the outputs listed below.

Guide the IND on the development of HR work procedures and systems, including an assessment of the current IND policy on performance management;
Development of comprehensive system of appraising all IND staff (together with MIDA HR Expert), including job grading and salary scales and add this to the existing HRMIS;
Inform the HR Director and DG on the results of the assessment and appraising system development;
Implement any other upgrades to the HR database and make sure that the system is installed and implemented;
Refresher training on the HRMIS for IND staff;
Submit a monthly reports to the IND and IOM on activities, outlining the progress of the responsibilities listed above and the outputs listed below.

The following outputs are expected to be delivered within the stated timeframe:

Output	Timeframe (140 working days)
Briefing with IOM Somalia project team	Within 5 working days
Submission of Inception Report, Methodology and Work Plan	Within 25 w/days
Agree with HR Expert on the content of the appraisal and performance measurements system and present draft during (pre) validation workshop	Within 40 working days (Month 2)
Implementation of appraisal and performance measurements system into the HRMIS, including job grading/ salary scales (assisted by HR MIDA participant)	Within 100 working days (Month 1-5)
Conduct final validation workshop with HR Director and DG to approve the final IND appraisal and performance measurements system (as implemented in the HRMIS)	Within 120 working days (Month 6)
HR refresher training on the HRMIS for IND staff	Within 60 working days (Month 1-3)
Training report issued outlining training topic covered, participants, post training tests results on participants understanding	Within 60 working days (Month 3)
Implementation of the training package in the HRMIS, including the training and capacity building roadmap	Within 120 working days (Month 1-4)
Commissioning of the renewed HRMIS to the IND	Within 120 working days (Month 6)
Submit final completion report including best practices, lessons learned, challenges and recommendations.	Within 120 working days (Month 6)

Project reporting

IBM PM

Key competencies

VI. COMPETENCIES
The incumbent is expected to demonstrate the following values and competencies:
Values - all IOM staff members must abide by and demonstrate these three values:
• Inclusion and respect for diversity: respects and promotes individual and cultural differences; encourages diversity and inclusion wherever possible.
• Integrity and transparency: maintains high ethical standards and acts in a manner consistent with organizational principles/rules and standards of conduct.
• Professionalism: demonstrates ability to work in a composed, competent and committed manner and exercises careful judgment in meeting day-to-day challenges.

Core Competencies – behavioural indicators level 3
• Teamwork: develops and promotes effective collaboration within and across units to achieve shared goals and optimize results.
• Delivering results: produces and delivers quality results in a service-oriented and timely manner; is action oriented and committed to achieving agreed outcomes.
• Managing and sharing knowledge: continuously seeks to learn, share knowledge and innovate.
• Accountability: takes ownership for achieving the Organization’s priorities and assumes responsibility for own action and delegated work.
• Communication: encourages and contributes to clear and open communication; explains complex matters in an informative, inspiring and motivational way.
• Leadership: provides a clear sense of direction, leads by example and demonstrates the ability to carry out the organization’s vision; assists others to realize and develop their potential.

EXPERIENCE
• Technical experience in managing, Development, Train

Team management

This role does not have team management responsibility.

Further information

Qualified female candidates are highly encouraged to apply.

This vacancy is now closed.
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