Accountability to Affected Persons (AAP) Manager - 3 positions (Arua, Fortportal & Gulu)

With support from the Accountability to Affected Persons (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.

The Manager will report to the Senior Manager, and will support the Senior Manager’s efforts to engage with various Partners. In particular, the Manager will focus on the day-to-day implementation of this project, including by conducting trainings, setting up meetings between stakeholders, packaging information for presentation and analysis, tracking work plan progress, and other duties as required.

Duties and Responsibilities

• Build capacity within Partners’ existing AAP approaches
• Support 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.
• Support various solutions for addressing gaps and weaknesses within AAP approaches.
• Conduct trainings to build capacity around Partners’ ability to give, hold, and take account.
• Analyse and package for presentation regular and systematic insight into the views and needs of refugee and host communities at the district level.
• Support 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 Senior Managers efforts to track and report on district-level work plans for improving AAP mechanisms.
• Actively participate in district-level coordination mechanisms related to AAP.
• 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.
• Facilitate meaningful and accountable discussions between Partners and representatives of affected populations (e.g. Refugee Welfare Committee members)
• Implement efforts to ‘give account’ to affected persons, by ensuring that updates on the refugee response are communicated to refugee and host communities and community leaders (e.g. via printed materials, community meetings, or through community representatives).
• Identify district-level stakeholders (across communities, partners, government, RWCs, etc.) who are relevant to holding, taking, and giving account by using a Social Network Analysis.
• Build relationships with the most relevant actors identified by the Social Network Analysis, with the explicit aim of strengthening this network of actors to ensure that relevant stakeholders are empowered to support AAP after ULEARN ends.
• Support representatives of affected populations in interpreting and presenting key findings from data collected by various AAP mechanisms and independent verification exercises.
• Moderate and facilitate discussions of various sizes between Partners and representatives of affected populations, and support efforts to track and hold partners accountable to any commitments made during these meetings.

Key Working Relationships

Reports to: AAP Senior Manager, supported by Program Coordinator for Quality and Learning and the AAP Deputy Coordinator.