Ombudsman

OBJECTIVES OF THE PROGRAMME

Within his/her region, the RegionalOmbudsman:- Facilitates conflict resolution through informal means, includingmediation, in cases related to a wide range of staff issues and disputes thatmay emerge in the workplace- Monitors trends in support of early detection ofissues of potential significance at institutional level, and advises onappropriate remedial and preventive action.- Supports preventive action,helping individuals, managers, teams and departments avoid preventablemistakes.- Encourages dialogue and facilitates the exchange of informationacross the Region to improve workplace climate and a healthy work environment.-Provides all personnel with the skills and tools to address issues and conflictin a constructive way.- Minimizes risks and serves as an early warning systemthat identifies potential sources of conflict.- Provides a safety net whenformal systems fail or are perceived as inadequate.- Contributes to developingand strengthening a workplace and culture that uphold the values of theOrganization, its ethical and functional integrity, respect for the dignity,diversity and rights of staff, in compliance with the Organization's rules andregulations and the Code of Conduct for International Civil Servants.

DESCRIPTION OF DUTIES

The RegionalOmbudsman shall:- Hear and advise staff members with problems or grievancesrelating to the terms and conditions of their employment, their workingconditions and/or their relations with colleagues, supervisors or supervisees,with a view to enhancing the overall working environment.- Assist staff facinga problem to reach a fair solution through fact finding, mediation, discussionand involvement of all parties; the Regional Ombudsman will not have decisionmaking authority but will advise and may make recommendations on issuesinvolved to the parties concerned.- Intervene where he/she deems necessary;ensuring that all reasonable steps have been taken through normal channels fordue process, justice and fairness to prevail.- Provide information, guidanceand referral as may be appropriate.- Identify systemic issues, includingtrends, issues and concerns on policies, procedures, overall performance ofduties and responsibilities and work climate, without breaching confidentialityor anonymity.- Provide upward feedback by advising the Regional Director and/orother stakeholders in the region on corrective and preventive action as may beappropriate, in particular as regards those systemic issues.- Advise theinternal justice mechanism of the Region and relevant formal or informalstakeholders in the formulation of solutions and mechanisms for conflictresolution and relevant preventive measures, including mediation, counselingand relevant capacity development activities (e.g. trainings).- Incollaboration with the Ombudsman in HQ, manage/coordinate mediations in his/herregion, if required, by external service providers. The ombudsman in HQ wouldprovide individual support by offering advice, and fostering the exchanges ofpractices and training.- Develop an annual work plan which takes account of theneeds of his/her region and is aligned with the objectives of OMB and theconcerns of the region`s main stakeholders.- Submit to OMB, in the first partof each year, a report covering his/her activities in the region. The report willprovide information on the number of cases and types of issues addressed, theextent to which issues were resolved, as well as general comments on any aspectof the Organization relevant to the functions of the Ombudsman and MediationServices (OMB). This regional report should be an integral part of OMB AnnualReport. - Maintain an active understanding ofprofessional developments in their area of work by continuing professionalmembership of the International Ombudsman Association (IOA), participating, tothe extent possible, in the initiatives of the Network of Ombudsmen from theUnited Nations and Related International Organizations (UNARIO).Ensure regularevaluation of the impact of the Regional Ombudsman through surveys of theperceptions of staff

REQUIRED QUALIFICATIONS

Education

Essential: Advanced universitydegree or equivalent in public health, management, administration, socialscience, law, organizational development or related area.
Desirable: Accreditation as aCertified Organizational Ombudsman Practitioner (CO-OP) by the InternationalOmbudsman Association (IOA). Accreditation as a certified mediator. Trainingand/or equivalent experience in the area of alternative dispute resolution ormediation in major business/corporate conflicts.

Experience

Essential: At least ten (10) years of relevant workexperience, including (a) at least five (5) years as amediator/ombudsman/conflict resolution manager or leader or as an expert inconflict resolution and/or in mediation management and (b) at least five (5)years experience in managing projects and staff as well as in planningactivities of various natures with several staff and experts involved.Experience in organizing and conducting staff training and awareness raisingevents in conflict resolution and mediation management.
Desirable: Previous experience of management ininternational, intergovernmental organization, government or national publicinstitutions.

Skills

1. Demonstrates afull commitment to the mission and values of the Organization by aligning thearea of work with the strategic direction of the Organization. Is fullyconversant with and behaves consistently in accordance with the rules,principles and environment that define the scope and standards of his/herprofessional practice, e.g.(a) UN system, WHO structure, ethical values,administrative rules and regulations, and the Code of Conduct for InternationalCivil Servants.(b) Conforms to the principles of practice of the InternationalOmbudsman Association: accessibility, confidentiality, independence,impartiality, neutrality, reasonableness.2. Has demonstrated experienced andmature professional judgment:(a) In assessing and balancing the respectiveimportance of administrative, personal, technical and communication aspects ofa given conflict situation.(b) In assessing practical conditions and contextwithin which rules and principles have to be applied, e.g. dealing withconfidentiality versus imminent risk of serious harm.3. Leads by exampletowards a culture of learning based on respect. Establishes a culture oflearning, encouraging through one's own behaviors and initiatives, to keepup-to-date on trends in developments in the field.4. Has excellentleadership and managerial skills and a strong understanding of managementpractices and the functioning of a major international organization. Displays,through leadership and decisions, understanding of political systems andunderlying drivers. 5. Is able to support staff in knowing and managingthemselves, their communication and relations with colleagues better, thusenhancing the working environment and opportunities for improved dialogue andpartnerships across the Organization.6. Has excellent communication skills andability to interact effectively with staff members at all levels. Instills aculture that encourages effective communication in multiculturalenvironments.7. Has extensive experience in the application of principles andtechniques of conflict management and resolution in the workplace, alternativedispute resolution, counseling, coaching and cross cultural awareness.Practical knowledge of organizational development and disciplines related togeneral management, strategic planning, organizational change, and humanresource management. Has experience in negotiation, high level intervention,and extensive organizational development

WHO Competencies

Teamwork
Respecting and promoting individual and cultural differences
Communication
Producing results
Promoting innovation and organizational learning
Creating an empowering and motivating environment

Use of Language Skills

Essential: Expert knowledge of English. Intermediate knowledge of French.
Desirable: Beginners knowledge of Portuguese.
The above language requirements are interchangeable.

REMUNERATION

WHO salaries for staff in the Professional category are calculated in US dollars. The remuneration for the above position comprises an annual base salary starting at USD 89,837 (subject to mandatory deductions for pension contributions and health insurance, as applicable), a variable post adjustment, which reflects the cost of living in a particular duty station, and currently amounts to USD 4874 per month for the duty station indicated above. Other benefits include 30 days of annual leave, allowances for dependent family members, home leave, and an education grant for dependent children.

ADDITIONAL INFORMATION

• This vacancy notice may be used to fill other similar positions at the same grade level

• Only candidates under serious consideration will be contacted.

• A written test may be used as a form of screening.

• In the event that your candidature is retained for an interview, you will be required to provide, in advance, a scanned copy of the degree(s)/diploma(s)/certificate(s) required for this position. WHO only considers higher educational qualifications obtained from an institution accredited/recognized in the World Higher Education Database (WHED), a list updated by the International Association of Universities (IAU)/United Nations Educational, Scientific and Cultural Organization (UNESCO). The list can be accessed through the link: http://www.whed.net/. Some professional certificates may not appear in the WHED and will require individual review.

• Any appointment/extension of appointment is subject to WHO Staff Regulations, Staff Rules and Manual.

• Staff members in other duty stations are encouraged to apply.

• For information on WHO's operations please visit: http://www.who.int.

• WHO is committed to workforce diversity.

• WHO's workforce adheres to the WHO Values Charter and is committed to put the WHO Values into practice.

• WHO has a smoke-free environment and does not recruit smokers or users of any form of tobacco.

• WHO has a mobility policy which can be found at the following link: http://www.who.int/employment/en/. Candidates appointed to an international post with WHO are subject to mobility and may be assigned to any activity or duty station of the Organization throughout the world.

• Applications from women and from nationals of non and underrepresented Member States are particularly encouraged.