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Chairperson and Alternate Chairperson of the GCF Appeals Committee

Korea (Korea (Republic of))

  • Organization: GCF - Green Climate Fund
  • Location: Korea (Korea (Republic of))
  • Grade: Level not specified
  • Occupational Groups:
    • Legal - Broad
    • Climate Change
    • Environment
    • Natural Resource Management
  • Closing Date: 2021-08-04

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Chairperson and Alternate Chairperson of the GCF Appeals Committee

Date: Jul 19, 2021

Location: Korea (KOR), KR

Company: Green Climate Fund

The Green Climate Fund (“the Fund”) is a multilateral fund created to make a significant and ambitious contribution to the global efforts towards attaining the goals set by the international community to combat climate change.
The Fund contributes to the achievement of the ultimate objective of the United Nations Framework Convention on Climate Change (UNFCCC). In the context of sustainable development, the Fund promotes the paradigm shift towards low-emission and climate-resilient development pathways by providing support to developing countries to limit or reduce their greenhouse gas emissions and to adapt to the impacts of climate change, taking into account the needs of those developing countries particularly vulnerable to the adverse effects of climate change.
The Fund is governed by a Board and is operated by an independent Secretariat headed by an Executive Director. The Fund’s staff consist of a very diverse population in terms of professional and cultural backgrounds, all based in the host country (South Korea).
The GCF’s internal grievance system aims to establish conflict-resolution mechanisms for staff members in order to constructively and pro-actively resolve their grievances at the earliest possible stage. There are two phases in the internal grievance system: (i) administrative review, which includes informal dispute resolution and formal grievance review; and (ii) review and recommendations by its internal appeals committee (AC). 
The GCF is seeking an external Chairperson and alternate Chairperson for the AC. The AC is a peer-review body that makes recommendations to the final decision-maker on any individual dispute arising from an administrative decision which a staff member considers to be in contravention of their terms of appointment, or in respect of disciplinary measures imposed for misconduct. 
The AC is currently composed of: (i) one external Chairperson and one external alternate Chairperson; (ii) one regular member, and two alternates, appointed by the Executive Director, (iii) one regular member, and two alternates, appointed by representatives of staff. The work of the AC is supported by a Secretary. The members and Secretary of the AC (and their alternates) are appointed for a two (2) year term, which term may be renewed.
The Chairperson will designate a committee of three members (either the Chairperson or alternate Chairperson, and one member appointed by the Executive Director, and one member appointed by representatives of staff) to consider each individual appeal (each, a Designated Committee).

While maintaining independence and impartiality, and strict confidentiality the Chairperson directs the work of the AC. The Chairperson or alternate Chairperson will, as applicable, represent the AC and Designated Committee in all administrative matters, and will preside at the AC, as well as the specific Designated Committee for each individual appeal 
For administrative purposes, the Chairperson and the alternate Chairperson shall report to the Executive Director.


Duties and responsibilities
The Chairperson and alternate Chairperson will perform the duties assigned to them in the applicable internal rules of the GCF. In particular, they will be required to:
•    Appoints the Designated Committee of three members to consider each individual appeal.
•    Preside over the relevant Designated Committee’s proceedings, including by:
a)    Conducting the Designated Committee’s meetings are deliberations;
b)    Guiding the Designated Committee in deciding questions of its competence;
c)    Overseeing the drafting, by the Secretary, of the Designated Committee’s (i) decision on competence, if issued separately from the Designated Committee’s final report, and (ii) the final report and reasoned recommendations, in each case, in accordance with the internal legal framework on human resources management, in consultation with the other members of the Designated Committee;
d)    Guiding the Designated Committee, with the support of the Secretary, on procedural and legal matters related to the relevant appeal, including those matters not expressly provided for in the applicable rules, consistent with caselaw applicable to the GCF;
e)    Perform such other duties related to the Designated Committee, as required under the applicable rules;
•    Liaise closely with the Secretary of the Designated Committee and, in consultation with the designated committee, request advice on legal issues connected with the relevant case;
•    Conducting strict quality review and assurance of all written products stemming from the Designated Committees, including rulings on competence and the final report prior to clearance and submission to the final decision maker;
•    Ensure that the Secretary, under the guidance of the relevant Designated Committee provides timely responses to all stakeholders and seeks to ensure that the relevant timelines set out in the applicable rules are complied with;
•    Oversee the preparation of the AC’s annual report, which summarizes all cases considered during the year and their related recommendations;
•    With the agreement of the members of the AC, propose amendments to the AC’s rules of procedure for the Executive Director’s consideration. 


•    Delivery of rulings on competence in a timely manner.
•    Submission of a report on the relevant appeal filed with the AC to the final decision-maker in accordance with, and within the timeframes specified in, the applicable rules. 
•    Preparation and submission to all staff, with a copy to the Executive Director, of the AC’s annual report.

•    Excellent analytical and evaluative skills;
•    Sound judgment and sense of fairness and equity;
•    Strong understanding of the duties and obligations of international civil servants and multicultural environments; 
•    Impeccable integrity and independence;
•    Effective written and verbal communication skills;
•    Excellent interpersonal skills.


Ideal Candidate Profile
•    A minimum of 15 years professional experience in the field of international administrative law, the law of international organizations and/or conflict resolution to address issues related to contracts or employment and terms and conditions of appointment, preferably in the context of international organizations.
•    Advanced university degree, preferably in international administrative law, law of international organizations, labor law, or equivalent substantive work experience.
•    Full command of English.
•    Exposure to international and multicultural environments.


Duration of Consultancy and Remuneration
The term of office of the Chairperson and alternate Chairperson shall be two years, with the possibility of renewal.
The remuneration for the Chairperson and alternate Chairperson shall be calculated on a working days basis. Each Appeal case should be delivered in 5 working days and any additional days per appeal needs approval. It is expected (but not guaranteed) that the AC will handle between 3 and 5 cases per year.

Applications from women and nationals of developing countries are strongly encouraged.

Closing date for applications is 04 August 2021 (KST). Applications received after the closing date may not be considered. 

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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