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Under the direct supervision of the Head of QARE unit and in close collaboration with colleagues in the Programme and Operation Sections of UNDP Indonesia, the Gender and Results Officer is responsible for the promotion of gender equality and women’s empowerment, facilitation of implementation of the gender strategy in UNDP Country Office (CO) level, supporting gender mainstreaming into programmes and projects and provision of substantive and technical input toward achieving full compliance with gender seal programme.
In addition, s/he will be in charge for producing gender-sensitive Result Reporting which will provide transparent information on impact and results achieved by the CO’s programme. S/he will also apply the practical tools and guidelines to make an assessment, measure and monitor improvements of results on gender equality and women’s empowerment of the Country Programme.
Institutional Arrangement
The Gender and Results Officer will serve as an advisor and resource person for the Country Office for the issues related to gender equality, women empowerment, and gender sensitive results management.
Scope of Work
1. Technical support, advice and inputs to the country programme development, implementation of CO Gender and Social Inclusion (GESI) strategy:
• As Country Office (CO) gender focal point guide the development and/or ensure implementation of UNDP’s Strategic Plan and the Country Office’s Gender Equality and Social Inclusion strategy, its plan of action, and gender mainstreaming tools and ensure regular review of the Country Office’s programme and projects from a gender perspective.
• In coordination with the Head of Quality Assurance and Results Unit, ensure design and implementation of gender sensitive results and resource framework (outputs, indicators, baseline and targets) and monitoring and evaluation plan, including regular monitoring of gender marker and provide advice to programme colleagues to maximise budget allocation directly contributing to gender equality results.
• To provide advisory support to programme and project colleagues in ensuring the integration of gender and social inclusion perspective into annual work plan and programme/project implementation (including support for gender analysis, gender screening in the Local Project Appraisal Committee/LPAC processes),
• To work with Operations unit to ensure gender sensitive operations business processes are implemented and CO gender parity is promoted at all levels.
2. Capacity-building and production and dissemination of lesson learnt from gender mainstreaming exercise for the whole office and ensuring effective cross-project and cross-unit knowledge fertilization:
• To provide guidance and coordination for systematic and regular orientation and learning of all UNDP staff, gender focal point and implementing partners on gender mainstreaming to enhance their capacity to fully integrate gender dimension in policies, programs and projects.
• Lead the capacity assessment of gender mainstreaming capacity and propose and execute gender equality related capacity-building activities for CO , project staff and national stakeholders of UNDP projects/programmes. At minimum, It includes capacity building on gender analysis, gender mainstreaming in programming, and other substantive gender topics relevant to key development practices that UNDP is working.
• Orient CO and project staff on the use of Gender Marker, in assessing the extent of gender sensitivity in development approaches and the level of investment of UNDP, monitor and analyze the results for Gender Marker reporting and produce recommendation of action plan.
• Orient CO and project staff on workplace-related gender issues in collaboration with the Learning Manager.
• Leading capacity building for prevention sexual harassment, exploitation and abuse for internal and external parties in line with guidance from corporate/ global task force.
• Together with CO-colleagues, especially with Communication Specialist, actively engage in identifying and developing news articles, media products and advocacy materials to advance policy messages for gender equality and social inclusion.
• To provide support in improving the CO’s capacity to produce programmatic monitoring tools and results reports that are gender-sensitive, such as through the Internal Project Assurance Report (PAR) and other required UNDP’s monitoring and reporting mechanism .
• Conducts internal capacity building training for project staff to facilitate appropriate management and timely delivery of gender-transformative project outputs.Support knowledge generation and knowledge sharing based on programme/project experiences, and, when appropriate, make contributions to knowledge networks and communities of practice.
3. Partnership development
• To ensure partnerships to promote gender equality as defined in the country office Gender Equality Strategy are implemented with government, gender machinery, key line ministries and civil society organizations (in particular women’s organizations).
• Strengthen the gender dimension of inter-‐agency activities and promote gender networking between government, development partners, UN agencies, civil society organizations and private sector partners.
• Promote collaborative work across the practice areas, and support them towards the promotion of gender equality, women’s empowerment and enhancing their effectiveness to achieve the other development goals.
4. Gender sensitive results management, Evaluation and Reporting
• Coordinate and supervise the programme level reporting (Results Oriented Annual Report/ROAR) and assist in coordinating CO input to the corporate system including updating the CPD Outcome Indicators and the Strategic Plan’s Integrated Results and Resources Framework (IRRF).
• To ensure the CO’s reports provide adequate and concise information on progress on the country office work on gender and reflect all gender transformative results as part of ROAR.
• Provision of advice and support to the corporate mid-term and annual programme level reporting (Country Programme Development Monitoring Dashboard and Integrated Working Plan/IWP).
• In coordination with Quality Result and Assurance Unit, monitor and coordinate project evaluation, reviewing past evaluation and ROAR’s in order to identify lessons learned and advising Programme accordingly.
• In coordination with Quality Result and Assurance Unit, supports the gender inclusive of the programme and/or project documents development, and to conduct corporate GESI annual progress report.
5. The incumbent of the position should avoid any kind of discriminatory behavior including gender discrimination and ensure that
• Human rights and gender equality is prioritized as an ethical principle within all actions.
• Activities are designed and implemented in accordance with “Social and Environmental Standards of UNDP”.
• Any kind of diversities based on ethnicity, age, sexual orientation, disability, religion, class, gender is respected within all implementations including data production;
• Differentiated needs of women and men are considered.
• Inclusive approach is reflected within all actions and implementations, in that sense an enabling and accessible setup in various senses such as disability gender language barrier is created.
• Necessary arrangements to provide gender parity within all committees, meetings, trainings etc.
REQUIRED COMPETENCY
CORE BEHAVIOURTAL - Level 2: Supervisor / Associate / Analyst
Achieve Results
• Demonstrates focus on achieving quality results and impact
• Consistently strives to meet or exceed excellent standards
• Efficiently establishes appropriate plans and resources for self and others to accomplish goals
• Holds self and others accountable for results
Think Innovatively
• Seeks patterns and clarity outside, across and beyond boxes and categories, resists false certainty and simplistic binary choices
• Looks beyond conventional approaches and established methods
• Proposes new ideas, approaches and solutions to problems
Learn Continuously
• Actively pursues opportunities for learning and self-development, professionally and personally
• Keeps up to date with new developments in own professional area
• Proactively seeks feedback, demonstrates a desire to learn from others as well as from experience, both positive and negative
• Contributes to the learning of others
Adapt with Agility
• Actively pursues opportunities for learning and self-development, professionally and personally
• Keeps up to date with new developments in own professional area
Act with Determination
• Is flexible in handling change, and adopts new ideas, approaches and ways of working
• Seamlessly adapts to working with new situations or contexts, with new people, and in different ways
• Participates in, supports, or drives meaningful change in UNDP
• Is comfortable with ambiguity and effectively manages juggling multiple demands
Engage and Partner
• Demonstrates and encourages teamwork and co-creation, internally and externally, to achieve joint objectives and results
• Acts in a way that demonstrates empathy and emotional intelligence, showing consideration for the needs and feelings of others
Enable Diversity and Inclusion
• Understands and appreciates issues from the perspective of others
• Treats all individuals with respect, considers ethical implications and responds sensitively to all differences among people
• Fully accepts and values all people, creating an inclusive environment
• Understands that inclusion is multi-faceted (e.g. race, gender, age, disability, culture, etc.) and treats everyone fairly and equally
• Demonstrates honesty and transparency
PEOPLE MANAGEMENT COMPETENCIES
Demonstrate Empathy and Emotional Intelligence
• Genuinely care about people; demonstrate empathy with the joys and pains of others
• Enable the wellbeing of the team(s)
• Read a group’s emotional currents and power relationships, identifying influencers, networks, and organisational dynamics; adapt leadership styles at the appropriate times
• See the positive in people, situations, and events
Motivate and Direct
• Create and communicate a compelling vision and purpose
• Align people and resources with organisational vision, strategy, objectives
• Understand and proactively build the team/organisation culture
Build an Enabling Workplace
• Create a working environment where people are engaged and want to do their best; empower and enable team members to perform and have a positive workplace experience
• Promote honesty, openness, trust and psychological safety and create opportunities to innovate and learn
• Recruit and promote individuals based upon objective measures and meritocracy; acknowledge and utilise the talent of others
• Encourage collective action and integration
Build Capability
• Identify and develop talent in individuals, providing positive support to enable them to achieve their potential
• Foster learning or development of others by giving feedback, guidance, and support; support career development of others
• Have willingness and ability to delegate to help people learn, including from failure
Manage Performance and Ensure Accountability
• Ensure regular conversations with people about work
• Provide positive and constructive feedback
• Discuss poor performance in a timely manner
• Provide praise and recognition, as well as ensure accountability
Lead with Humility
• Be authentic and transparent, act with integrity
• Be accessible and available to team members they lead
• Encourage debate and discussion, creating a culture where people are comfortable to challenge senior leaders and feel listened to
• Be modest, giving credit for success to others and admit own shortcomings
CROSS FUNCTIONAL COMPETENCIES
Digital Awareness and Literacy
Ability and inclination to rapidly adopt new technologies, either through skilfully grasping their usage or through understanding their impact and empowering others to use them as needed
Working with Evidence and Data
Ability to inspect, cleanse, transform and model data with the goal of discovering useful information, informing conclusions and supporting decision-making
Communication
Ability to communicate in a clear, concise and unambiguous manner both through written and verbal communication; to tailor messages and choose communication methods depending on the audience
Ability to manage communications internally and externally, through media, social media and other appropriate
Channels
TECHNICAL COMPETENCIES
Gender
Gender Mainstreaming
UN policy knowledge - ethics
Knowledge and understanding of the UN Staff Regulations and Rules and other policies relating to ethics and integrity
Innovation
Technology and Innovation
Verbal and written communication
Ability to effectively communicate both verbally and in writing to convey key facts and findings
Data Analysis and Presentation
Identify trends and issues associated with unusual or complex transactions and present data in a meaningful manner to facilitate discussions, draw conclusions or make pragmatic decisions.
Minimum Qualifications of the Successful NPSA
Min. Academic Education
Bachelor or Masters’ Degree in gender studies, social science, law, business administration, economics, population studies or related discipline. Academic knowledge in relation to gender and social inclusion will be an added advantage but it is not a requirement
Min. years of relevant Work experience
Required skills and competencies
Desired additional skills and competencies
Required Language(s) (at working level)
Position Number in ATLAS = 00134982
Important applicant information
All posts in the NPSA categories are subject to local recruitment.
Applicant information about UNDP rosters
Note: UNDP reserves the right to select one or more candidates from this vacancy announcement. We may also retain applications and consider candidates applying to this post for other similar positions with UNDP at the same grade level and with similar job description, experience and educational requirements.
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Contract Duration: 12 months
This vacancy is archived.