Job Description
A job description is a written statement that describes the employee’s role and responsibilities. The role and responsibilities shall be executed within the NRC framework. The job description facilitates the recruitment process by stating the necessary competencies. It is mandatory for all positions.
Position: Project Coordinator – LFS
Reports to: LFS Project Manager / Area Programme Manager
Supervision of: FSL Project Officers and Project Assistants
Duty station: Aweil
Project number: SSFM2401_SIDA / SSFM2406_NORAD (B ID: TBC upon budget approval and loading on system)
Duration and type of contract: 6 months with desirable start date as of 1st January 2024
All NRC employees are expected to work in accordance with the organization’s core values: dedication, innovation, inclusivity, and accountability. These attitudes and believes shall guide our actions and relationships.
The purpose of the LFS Project Coordinator position is to implement delegated LFS project portfolio activities in designated area. The incumbent will be responsible for implementation of LFS Projects in Aweil Field Office. The following is a brief description of the role.
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.
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 however, the following responsibilities shall be undertaken the successfully candidate.
Project Cycle Management (PCM) & Implementation. As delegated by line-manager, responsible for the successful implementation of FSL project delivered through direct modalities throughout the full project cycle. The position-holder may be required to represent the FSL project team in PCM meetings and to produce key PCM documentation (e.g, M&E Matrix, Procurement Plans, etc.) Capacity Building. As delegated by line-manager, responsible for supporting the successful capacity building of NRC FSL project staff in relevant competencies. This includes ensuring performance management of all FSL project team members in the field, identification of capacity building needs. Technical Quality. Responsible for ensuring implementation of high quality FSL project by NRC, in accordance with the agreed NRC South Sudan Country strategy and FSL Strategies, tools, and guidelines. This includes – but is not limited to – ensuring the achievement of compliance with global, national, and local standards; meaningful consultation with affected populations throughout the project-cycle; needs-based targeting and selection; and integration with other Core Competencies where relevant. Project M&E. As delegated by line-manager, responsible for accurate and high-quality Monitoring and Evaluation of NRC FSL activities. This will include – but not limited to – the successful implementation of construction/process, output and outcome monitoring conducted by NRC. M&E activities will be conducted in accordance with the South Sudan M&E Strategy, tools, and guidelines. Reporting. As delegated by line-manager, responsible for accurate and high-quality contribution to the reporting of NRC FSL-level achievements through all relevant reporting machines. This includes, but not limited to, internal reporting mechanisms (e.g, NRC GORS, outcome monitoring reports), donor reports and inter-agency reporting of achievements. Protection Mainstreaming. Responsible for supporting protection mainstreaming in all FSL or related activities throughout the project-cycle. This includes – but is not limited to – ensuring safety and dignity of beneficiaries, understanding their diverse needs, enabling meaningful access to NRC’s services, ensuring adequate accountability to affected populations, ensuring adequate participation and consultation, and supporting the realisation of their human rights. All project activities will be conducted in accordance with NRC’s Protection Main Streaming Strategy, tools and guidelines. Programme Development. Responsible for supporting high quality Area Office-level input into the South Sudan (country-level) FSL programme development initiatives (e.g, Core Competency Strategies). This may include – but limited to – supporting Area Office-level context & needs analysis, over-seeing primary needs assessment, concept note and proposal development, pilot activities, and meaningful engagement in relevant forums and learning events. The position-holder may be requested to represent the Area Office South Sudan project team at NRC South Sudan FSL workshops, project update meetings, trainings, and other related events. Coordination & Representation. As delegated by line-manager, responsible for representing NRC FSL programme in Area-level coordination mechanisms, in formal and informal forums and through bilateral (peer) coordination. Any other duties identified by supervisor.Critical interfaces
By interfaces, NRC means processes and projects that are interlinked with other departments/units or persons. Relevant interfaces for this position are:
Project planning: CC Specialists, LFS Project Managerand Area Programme Manager Area operations: Support Coordinators (field office coordinators) Staff capacity building: CC Specialists, HR Implementation: CC Specialists and Area Programme ManagerScale and scope of position Staff: All LFS staff in the Field Office Stakeholders: Key external stakeholders the post has relationships with: UN agencies, INGOs, local NGOs, civil society, governmental bodies Budgets: N/A Information: GORS, Bi-Weekly, Project Proposals, Intranet Legal or compliance: Terms of employment, vendors requirements, donor requirements
CompetenciesCompetencies 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. Value driven competencies
Values are aspirational attitudes and beliefs that influence the way people conduct themselves. NRC’s values are: Dedicated, Innovated, Inclusive and Accountable.
2. Professional competencies
These are skills, knowledge and experience that are important for effective performance.
Generic professional competencies for this position:
Experience from working in an FSL project implementation position in a humanitarian/ recovery context at least 3 – 5 years. Experience in proposal writing. Previous experience from working in complex and volatile contexts. Documented results related to the position’s responsibilities. Knowledge about own leadership skills/profile Fluency in English, both written and verbal.Context related skills, knowledge and experience (shall be adapted to the specific position):
Must have Diploma/Degree in Agriculture, Business Administration, Rural Development, or related field. Knowledge of the FSL context in South Sudan and the specific programme area Ability to speak Arabic fluently is added advantage. Experience in proposal writing 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 environments Managing resources to optimize results. Empowering and building trust Managing performance and development Planning and delivering results. Performance ManagementThe 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 individual Work- and Professional Development Plan The Competency Framework 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.
The Norwegian Refugee Council (NRC) Geneva leads NRC’s representation with the IASC and UN agencies, and coordinates donor engagement with the UN and Swiss donors. NRC strives to assist and protect vulnerable and displaced people during crises, especially in situations of conflict. Established in 1946, NRC is an independent, humanitarian, non-profit, non-governmental organisation working in around 31 countries with approximately 14’000 staff. NRC employs a rights based approach, challenging those with responsibility to uphold the rights of displaced people set out within national and International Laws. NRC endeavors to secure the acceptance of local stakeholders for activities and is committed to the principles of humanity, neutrality, independence and impartiality.
NRC seeks to engage with all relevant actors in order to promote the full respect for the rights of displaced and vulnerable people; secure and maintain access for humanitarian operations and promote the achievement of durable solutions. NRC Geneva, with the Internal Displacement Monitoring Center (IDMC), are NRC’s primary presence in Geneva.
This vacancy is archived.