1. Roles and Responsibilities
This position is part of the Consortium Coordinating Unit (CCU) hosted by NRC, which has been working in Jordan since 2012. The MEL Technical Officer’s role is to support the MEL coordinator in implementing MEL activities among all partner organizations. With support from the MEL coordinator, the MEL Technical Officer will work with the M&E technical leads of each partner organization, to ensure M&E activities are implemented in a standardized and timely manner and high-quality data and evidence are generated as well as used for programming. Moreover, the Technical Officer serves as the technical focal point for all analysis and reporting for the consortium activities including adherence of NRC policies and donor reporting. Generic responsibilities
By interfaces, NRC means processes and projects that are interlinked with other departments/units or persons. Relevant interfaces for this position are:
Staff: Internal staff
Stakeholders: NRC Consortium Staff, Consortium Implementing partners
Budgets: N/A
Information: GORS and Consortium Partner Database
Legal or Compliance: Context specific regulations for Jordan, Data protection policy, Terms of Employment, Code of Conduct, PSEA, SIP guidelines etc
2. Competencies
Competencies are important in order for the employee and the organisation to deliver desired results. They are relevant for all staff and are divided into the following two categories:
2.1 Professional Competencies
Generic professional competencies for this position:
Context/specific experience:
Fluent in Arabic, both written and verbal. Willingness to travel to the field (in host communities). Behavioral Competencies (max 6) Planning and delivering resultsThese are personal qualities that influence how successful people are in their job. NRC’s Competency Framework states 12 behavioural competencies, the following are essential for this position:
Working with people Build meaningful relations Handling insecure environments Analyzing Communicating with impact and respect Coping with change Empower people3. Performance Management
The employee will be accountable for the responsibilities and the competencies, in accordance with the NRC Performance Management Manual. The following documents will be used for performance reviews:
The Job Description The NRC Competency Framework Step 1 – Performance and development goal setting - planning stage – trial period review Step 2 – Regular Feedback by use of the check-in template (Goals & Performance) Step 3 – Annual- end term review by use of the end-term performance review template (Goals & Performance)NRC is an equal opportunities employer. We are committed to equity, inclusivity, and diversity without distinction to age, gender, religion, ethnicity, nationality, and physical ability The Norwegian Refugee Council (NRC) is an independent humanitarian organisation helping people forced to flee. We work in crises across more than 31 countries, providing emergencies and long-term assistance to millions of people every year. We stand up for people forced to flee, advocating their rights. NORCAP, our global provider of expertise, helps improve international and local ability to prevent, prepare for, respond to and recover from crises. NRC also runs the Internal Displacement Monitoring Centre in Geneva, a global leader in reporting on and advocating for people displaced within their own country. Employment with NRC may lead to employment in or deployment to Regions, Countries, Areas or Offices that may be host to considerable health, safety and security risks. NRC takes this very seriously and we have procedures in place to reduce known risks, but will never be able to take away all risks. NRC is an equal opportunities employer and aims to have staffing diversity in terms of age, gender, ethnicity, nationality and physical ability.