Back Emergency Response Technical Assistant Sudan Kosti

The purpose of the assistant position is to assist in the day-to-day implementation of the emergency response funded projects. Use actions words such as conduct or assist for the position relevant responsibilities.

Generic responsibilities (max 10)

These responsibilities shall be the same for all positions with the same title. The responsibilities shall be short and essential. Details belong in the Work- and Professional Development Plan.

1. Adhere to NRC policies, tools, handbooks and guidelines
2. Assist with the implementation of the support function portfolio according to plan of action
3. Prepare and develop status reports as required by management
4. Ensure proper filing of documents 
5. Promote and share ideas for improvement of the support function
6. Teamwork s essential. Working as part of a team.

    

    

   Specific responsibilities 

    

   These responsibilities shall be adapted to the particularities of the job location and context, phase of operation, strategic focus and type of programme intervention. This section shall be revised whenever a new employee is hired or the context changes significantly.

   • Provide support to the periodic progress reports and other documents related to emergency responses carried within the area office.
   • In coordination with the field team, emergency officer, coordinator, project manager, and support staff, play a direct role in implementing emergency projects as required.
   • Implement emergency response plans and support the timely and effective program delivery
   • Closely monitor events in the humanitarian issues, to advise and work on program activities and approaches, when necessary.
   • Conduct regular reviews with the Emergency Officer and project coordinator of progress against indicators, lessons learned, and challenges encountered, to ensure the achievement of performance targets and adherence to technical standards, best practices and donor guidelines.
   • Ensure quality implementation of ER projects at field level taking into consideration appropriate response modalities and the needs of the most vulnerable.
   • Collect data, prepare and submit required reports to Emergency Officer for emergency projects, including donor and private funds narrative reports, monthly performance indicator tracking tables, baseline and final evaluation reports, and others.
   • Accept guidance from the M & E Team to ensure the development of and provide oversight to internal monitoring and evaluation systems to ensure high quality programming, facilitate fulfillment of donor reporting requirements, track achievements against project indicators, and support evidenced-based decision making and proposal development for future programming.
   • Implementing the ER response with other humanitarian partners possessing emergency response capacity to avoid overlapping / facilitate synergies.
   • Provide data for rapid needs assessment reports using defined project specific format, and within established deadlines, providing clear operational recommendations for intervention

     Critical interfaces

     • By interfaces, NRC means processes and projects that are interlinked with other departments/units or persons. Relevant interfaces for this position are: The Emergency Department, including:
       • Supervision from the Emergency Officer
       • Direct management of the Emergency Coordinator
       • Technical guidance from the Emergency Response- PM
       • The M&E Team
       • The Support Team, including:
         • Logistics;
         • Finance;
         • Administration

           The Area Manager

           Scale and scope of position Staff: Numbers and titles of staff directly managed by the postholder, and numbers of staff and daily workers/incentive staff responsible for overall in the unit Stakeholders: Key external stakeholders the post has relationships with (e.g. UN agencies, INGOs, local NGOs, civil society, governmental bodies) Budgets: List of budgets covered by postholder, and size of budget Information: Brief description of the information resources the postholder is responsible for at CO level (e.g. GORS, Agresso, Webcruiter, Intranet) Legal or compliance:

           Brief description of any legal or compliance responsibility the postholder has (term of employment, vendors, donors)

           1. 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: 

               

              1. Professional competencies 

              These are skills, knowledge and experience that are important for effective performance. 

              📚 𝗗𝗶𝘀𝗰𝗼𝘃𝗲𝗿 𝗛𝗼𝘄 𝘁𝗼 𝗚𝗲𝘁 𝗮 𝗝𝗼𝗯 𝗶𝗻 𝘁𝗵𝗲 𝗨𝗡 𝗶𝗻 𝟮𝟬𝟮𝟯! 🌍🤝 𝗥𝗲𝗮𝗱 𝗼𝘂𝗿 𝗡𝗘𝗪 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝗚𝘂𝗶𝗱𝗲 𝘁𝗼 𝘁𝗵𝗲 𝗨𝗡 𝟮𝟬𝟮𝟯 𝘄𝗶𝘁𝗵 𝘁𝗲𝘀𝘁 𝘀𝗮𝗺𝗽𝗹𝗲𝘀 𝗳𝗼𝗿 𝗨𝗡𝗛𝗖𝗥, 𝗪𝗙𝗣, 𝗨𝗡𝗜𝗖𝗘𝗙, 𝗨𝗡𝗗𝗦𝗦, 𝗨𝗡𝗙𝗣𝗔, 𝗜𝗢𝗠 𝗮𝗻𝗱 𝗼𝘁𝗵𝗲𝗿𝘀! 🌐

              ⚠️ 𝐂𝐡𝐚𝐧𝐠𝐞 𝐘𝐨𝐮𝐫 𝐋𝐢𝐟𝐞 𝐍𝐨𝐰: 𝐏𝐨𝐰𝐞𝐫𝐟𝐮𝐥 𝐓𝐞𝐜𝐡𝐧𝐢𝐪𝐮𝐞𝐬 𝐡𝐨𝐰 𝐭𝐨 𝐠𝐞𝐭 𝐚 𝐣𝐨𝐛 𝐢𝐧 𝐭𝐡𝐞 𝐔𝐧𝐢𝐭𝐞𝐝 𝐍𝐚𝐭𝐢𝐨𝐧𝐬 𝐍𝐎𝐖!

              Generic professional competencies: 

              • Previous experience working in a humanitarian / recovery context NGO, INGO’s
              • Bachelor's degree in social sciences, psychology, or a related field.
              • Three (3) years of experience in emergency response, protection, etc.
              • Previous experience working in complex and volatile contexts
              • Documented results related to the position’s responsibilities
              • Knowledge of SPHERE, Do No Harm, humanitarian Principles and other humanitarian standards is highly desired. 
              • understanding of English and Arabic language 
              • strong computer skills, including Microsoft Office, are a must.

                Context/ Specific skills, knowledge and experience: 

                •             Local knowledge of context is a must. 

                •             Local language skills are a must.

                •             Previous experience working in humanitarian and / or recovery is strongly recommended.

                • Ability to represent NRC with the highest standard is a must

                  2. Behavioural competencies (max 6)

                  These are personal qualities that influence how successful people are in their job. NRC’s Competency Framework states 12 behavioural competencies, and the following are essential for this position:

                  • Handling insecure environment
                  • Planning and delivering results
                  • Empowering and building trust
                  • Communicating with impact and respect Strong will to support the most vulnerable populations
                  • Energetic and Flexibility are a must

                     

                    1. 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 Work and Development Plan 

                       •             The Mid-term/End-of-trial Period Performance Review Template

                       •             The End-term Performance Review Template

                       •             The NRC Competency Framework

                       Any application that does not include attached certificates will not be considered.

                       We strongly recommend female candidates. The Norwegian Refugee Council (NRC) is a global humanitarian organisation helping people forced to flee.  Join us in assisting millions of people in areas where others cannot, tackling some of the world's most dangerous and difficult crises. Bring your skills and dedication to an organisation recognised for providing high quality aid and for defending the rights of refugees and internally displaced people.  At NRC, we give responsibility to employees at all levels and foster professional growth and innovative teams. You can expect a supportive culture and an open dialogue with management. We are committed to diversity, equity and inclusion.  Together, we save lives and rebuild futures. Safeguarding is central to NRC’s work. We expect all employees to:  • treat everyone with respect and dignity  • contribute to building a safe environment for all  • never engage in any form of exploitation, harassment and specifically sexual exploitation, abuse and sexual harassment (SEAH)  • always report. NRC has a zero-tolerance approach to inaction against exploitation, abuse and SEAH