By continuing to browse this site, you agree to our use of cookies. Read our privacy policy

Accountability to Affected Persons Manager - Gulu

Palabek Kal

  • Organization: IRC - International Rescue Committee
  • Location: Palabek Kal
  • Grade: Mid level
  • Occupational Groups:
    • Monitoring and Evaluation
    • Managerial positions
  • Closing Date:

The International Rescue Committee (IRC) responds to the world’s worst humanitarian crises and helps people to survive and rebuild their lives. Founded in 1933 at the request of Albert Einstein, the IRC offers lifesaving care and life-changing assistance to refugees forced to flee from war or disaster. At work today in over 40 countries and 22 U.S. cities, we restore safety, dignity and hope to millions who are uprooted and struggling to endure. The IRC leads the way from harm to home.
 
As part of the larger FCDO-funded ULEARN Project, the IRC conducts efforts to identify, suggest, and enact improvements to existing accountability mechanisms and referral systems for collecting and addressing client feedback used by FCDO BRAER Downstream Partners (hereafter, ‘Partners’). In particular, this project strengthens existing AAP mechanisms’ ability to ‘hold account’ by focusing on 1) engaging women and children, 2) ensuring that two-way communication mechanisms exist and are operating effectively, and 3) ensuring there is adequate and survivor-centred reporting, referral, and response to allegations of all forms of fraud, abuse, misconduct, corruption, or any other breaches of organization Codes of Conduct in line with best practice (e.g. the IRC Guidelines for a Survivor-Centred Approach to Reporting Safeguarding Misconduct). To support ‘taking account’, the Consortium created a Beneficiary Perception and Preferences Assessment (using both quantitative and qualitative data) that is specifically developed to take account on topics that are not well captured in existing AAP mechanisms and suggests and supports 1) the creation of other new mechanisms, and 2) technological improvements to existing mechanisms. 
From past experiences, the IRC knows that it it is not enough to simply provide stakeholders with findings or suggestions about holding, giving, or taking account, but that true uptake of findings and suggestions will require a dedicated change management team. Therefore, the IRC has developed three Regional AAP (RAAP) teams (based in Arua, Fort Portal, and Gulu), each consisting of one AAP Manager all led by one AAP Senior Program Manager based in Kampala.

Scope of Work: 
With support from the AAP Senior Manager, the AAP Manager will be charged with challenging Partners within the Northern 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). He/she 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, he/she 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 support the AAP 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:
Ensuring successful implementation of the AAP in Action Program (AAPA). The AAP Manager will be responsible for providing AAPA technical support to Selected organizations to operationalize AAP by integrating the following thematic areas into organizational programs:
•Identify and Integrate AAP into proposal development through the project narrative, budget, and log frame touch points
•Reviewing current agency complaints and feedback mechanisms to assess and strengthen their functionality and assess appropriate mechanisms that could be used for organizations where there are none in place (e.g linkage to existing Inter-agency feedback mechanisms, establishing mechanisms to fill gaps such as ensuring accessibility to specific groups)
•Set up or review Standard Operating Procedures (SOPs) for AAP and Feedback registry 
•Reviewing existing client data (e.g FGD results), help interpret them, and turn them into actions to support data-driven decision-making based on client inputs.
•Set up indicators or review existing AAP indicators to assess their functionality, identify key gaps and develop a data collection strategy

Challenging partners to demonstrate an organizational culture of feedback.
•Support the AAP Senior Manager’s 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.

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.
Apply