Technical Officer (HWF Management & Retention)

OBJECTIVES OF THE PROGRAMME

The overall objective of the HWF Programme is to support Member States in the WHO African Region to improve the availability of quality, equitably deployed, stable, and effectively utilized health workers for the delivery of health services towards the attainment of UHC, health security and the Sustainable Development Goals (SDGs). The Programme achieves this through the provision to Member States of up-to-date, evidence-based guidance on the education and performance of health workers; the development, implementation, monitoring and evaluation of policies, strategies, frameworks and plans for the health workforce, within the context of health systems resilience, health emergencies and universal health coverage; through technical assistance and guidance for implementing innovative, quality HWF education and training systems including for leadership and management of the health workforce. The Programme supports the shaping of the HWF agenda, harmonizing approaches and increasing resources mobilized and investments; promotes accountability for the generation, analysis, and use of Health Workforce Intelligence (HWI) at all levels of health care delivery, and produces reports on trends in the development and evolution of the HWF agenda and progress towards national, regional, and global targets, documenting and sharing best practices. These services are provided to guide Member States in making operational and capital investments necessary to address HWF challenges in education, employment, equitable deployment, retention and utilisation, and protection and safety to support the attainment of universal health coverage and ensure health security and resilience of the health system. These are anchored in: (1) providing cutting-edge and contextually relevant technical support to Member States, (2) generating strategic evidence/intelligence to inform our technical guidance and (3) strengthening WHO's leadership in shaping the HWF agenda in the region. The trademark of our work will be tailored and intensified support to Member States, contextually relevant strategic evidence for action, and leading the agenda for action.

DESCRIPTION OF DUTIES

The incumbent will be expected to perform the following duties:

• Develop best-practice and evidence-based guidance on various aspects of health workforce management, including recruitment, job analysis, development of job descriptions, scheme of service, deprived area incentive schemes and health workforce wellbeing and safety;
• Support countries in strengthening their HWF strategic management capacity for efficient health service delivery;
• Strengthen the capacity of HWF stewardship, leadership and management systems (MOH units; technical and management capacities);
• Support countries in the development and implementation of effective HR management systems for recruitment, equitable deployment and utilisation and productivity of health workers;
• Support countries in the development and implementation of health workforce motivation and retention strategies, including remuneration packages, monetary and non-monetary incentives;
• Support countries in establishing and strengthening the regulatory bodies and professional associations for health professions in order to enhance the quality of the health workforce and quality of health services;
• Support Member States in the development of mechanisms for managing health workforce mobility (internal and international migration), including the implementation of the WHO Global Code of Practice on the international recruitment of personnel;
• Advocate for improvement of working conditions and safety of the health workforce.
• Contribute to the development and adaptation of evidence-based methodologies and tools for health workforce analysis;
• Contribute to health workforce data collection and analysis, including and using health labour market evidence to strengthen health workforce management and retention;
• Contribute to the development, monitoring and evaluation of health workforce policies, strategies and investment plans;
• Support the development, optimization and professionalization of community health workers;
• Perform other related responsibilities as assigned in his/her area of expertise, including replacing and backstopping others as required.

REQUIRED QUALIFICATIONS

Education

Essential: An advanced university degree (Masters) in Health, Social Sciences, Human Resources, Leadership, Management or a closely related field.
Desirable: PhD in one of the above-mentioned fields with advanced training in Health Systems Management, Public Administration, Organizational Development, Labour Relations or Labour Economics.

Experience

Essential: A minimum of seven years' relevant experience in managing human resources in complex organizations or systems in the public sector at the national and international levels, complemented with experience in developing retention studies and retention packages as well as experience job design and job descriptions.
Desirable: Experience in engaging health professions regulatory institutions at strategic level, complemented by experience in analysing HWF mobility in the UN System or intergovernmental agencies.

Skills

• Demonstrated skills in the application of multi-methods approaches to problem-solving related to public health issues, as well as in planning and monitoring of public health indicators, complemented by knowledge of public health policy, planning, governance;
• Broad knowledge and technical ability in managing health Workforce issues, particularly in relation to public sector workforce management processes, motivation and retention;
• Knowledge of developmentand evaluation of proposals and promoting the development of national capabilities complemented by advocacy and negotiation skills.

WHO Competencies

1. Teamwork
2. Respecting and promoting individual and cultural differences
3. Communication
4. Producing results
5. Moving forward in a changing environment
6. Creating an empowering and motivating environment.

Use of Language Skills

Essential: Expert knowledge of English or French with a good working knowledge of the other language.
Desirable: Intermediate 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 77,326 (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 3267 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.

• According to article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity. Due regard will be paid to the importance of recruiting the staff on as wide a geographical basis as possible.

• 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.

• The WHO is committed to creating a diverse and inclusive environment of mutual respect. The WHO recruits and employs staff regardless of disability status, sex, gender identity, sexual orientation, language, race, marital status, religious, cultural, ethnic and socio-economic backgrounds, or any other personal characteristics.

• The WHO is committed to achieving gender parity and geographical diversity in its staff. Women, persons with disabilities, and nationals of unrepresented and underrepresented Member States (https://www.who.int/careers/diversity-equity-and-inclusion)are strongly encouraged to apply for WHO jobs.

• Persons with disabilities can request reasonable accommodations to enable participation in the recruitment process. Requests for reasonable accommodation should be sent through an email to reasonableaccommodation@who.int

• An impeccable record for integrity and professional ethical standards is essential. WHO prides itself on a workforce that adheres to the highest ethical and professional standards and that is committed to put the WHO Values Charter into practice.

• WHO has zero tolerance towards sexual exploitation and abuse (SEA), sexual harassment and other types of abusive conduct (i.e., discrimination, abuse of authority and harassment). All members of the WHO workforce have a role to play in promoting a safe and respectful workplace and should report to WHO any actual or suspected cases of SEA, sexual harassment and other types of abusive conduct. To ensure that individuals with a substantiated history of SEA, sexual harassment or other types of abusive conduct are not hired by the Organization, WHO will conduct a background verification of final candidates.

• Mobility is a condition of international professional employment with WHO and an underlying premise of the international civil service. 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.

• WHO also offers wide range of benefits to staff, including parental leave and attractive flexible work arrangements to help promote a healthy work-life balance and to allow all staff members to express and develop their talents fully.

• The statutory retirement age for staff appointments is 65 years. For external applicants, only those who are expected to complete the term of appointment will normally be considered.

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

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