Background
Diversity, Equity and Inclusion are core principles at UNDP: we value diversity as an expression of the multiplicity of nations and cultures where we operate, we foster inclusion as a way of ensuring all personnel are empowered to contribute to our mission, and we ensure equity and fairness in all our actions. Taking a ‘leave no one behind’ approach to our diversity efforts means increasing representation of underserved populations. People who identify as belonging to marginalized or excluded populations are strongly encouraged to apply. Learn more about working at UNDP including our values and inspiring stories. UNDP does not tolerate sexual exploitation and abuse, any kind of harassment, including sexual harassment, and discrimination. All selected candidates will, therefore, undergo rigorous reference and background checks.
Since 2017, UNDP has put in place progressive, stringent measures aimed at resetting its business model, consolidating financial viability, and increasing business efficiency and effectiveness. Additionally, the organization has engaged extensively with the Executive Board on several initiatives to complement and further strengthen the control and oversight of UNDP’s organizational performance, in both programme and management.
The Executive Office is the coordinating platform through which the Administrator provides leadership and strategic guidance to the organization, guides the elaboration of its strategic and programmatic priorities, and ensure that UNDP’s overall management and internal coordination are conducted in full compliance with its mandate, accountability and reporting requirements.
The Corporate Performance Unit (CPU) within UNDP’s Executive Office is designed to further support and complement the existing corporate oversight of operational and programmatic risks and ensure that emerging opportunities are effectively leveraged. The CPU works in close coordination and consultation with relevant existing teams across the organization, acting as a dedicated interface to deliver timely, harmonized analysis, insight, and advice on organizational performance to the Administrator.
Within the CPU, The Results and Performance Analytics (RPA) team manages data analytics of the UNDP’s accountability framework, namely, the Integrated Results and Resources Framework (IRRF), from data collection, process, analysis and reporting. The team provides evidence from multiple sources for senior level decision-making, report-writing and planning. The RPA team contributes to UNDP’s and the international community’s understanding of what works and what does not work in effecting development change in UNDP’s Strategic Plan (SP) programme priority areas, and how this understanding can drive knowledge creation and dissemination, innovation and scaling up, and more productive partnerships.
Position Purpose:The Policy Specialist, Performance Monitoring and Analytics will perform evidence-based research to inform decision making, with a focus on the UNDP SP and IRRF. The incumbent will contribute to the design, collection, modeling, aggregation and statistical analysis of data relating to performance against the SP. The incumbent will provide organizational support on data analysis, performance monitoring and RBM for higher quality programmes and build an effective network of M&E Specialists and those involved in data analysts across the organization for lesson learning and to foster a data-driven culture/champions.
UNDP adopts a portfolio approach to accommodate changing business needs and leverage linkages across interventions to achieve its strategic goals. Therefore, UNDP personnel are expected to work across units, functions, teams, and projects in multidisciplinary teams in order to enhance and enable horizontal collaboration.
Duties and ResponsibilitiesEnsure data analysis, monitoring and reporting on performance against the Strategic Plan
Contribute to the design, collection, modeling, aggregation and statistical analysis of data relating to performance against the Strategic Plan (e.g. against the SP Integrated Results and Resources Framework and associated instruments: Theories of Change, indicators and Methodological Notes, etc.) Contribute to data collection, modeling, aggregation and statistical analysis of data from a variety of other organizational sources (e.g. ROARs, evaluations, results to resources, surveys, assessments etc.), to learn lessons, draw conclusions and provide results for learning and for performance management, reporting and responding to findings from external surveys and assessments. Contribute to strategic and analytical guidance to senior management on strategic decisions to improve strategic planning and programme management to achieve results, effectiveness and efficiency. Liaise with IRRF outcome and output indicator focal points, regional bureau focal points, country offices and SCIG etc., on indicator design / disaggregation, data collection and analysis to ensure timely, efficient and consultative inputs into performance analytics, monitoring and reporting products.Ensure organizational support on data analysis and performance monitoring
Support field offices in indicator design and reporting for programme resources and results within the Country Programme Document. Contribute to the design and roll-out of training courses, events and materials to enhance the capacity of staff to internalize, apply and manage RBM tools (e.g. indicator development, data collection and analysis methods, monitoring etc.) to the best standards.Other duties:
The incumbent performs other duties within their functional profile as deemed necessary for the efficient functioning of the Office and the Organization.Supervisory/Managerial Responsibilities: None
Competencies
Core CoreBehaviouralCompetencies.pdf (undp.org)
Achieve Results
LEVEL 3: Set and align challenging, achievable objectives for multiple projects, have lasting impact.Think Innovatively
LEVEL 3: Proactively mitigate potential risks, develop new ideas to solve complex problems.Learn Continuously
LEVEL 3: Create and act on opportunities to expand horizons, diversify experiences.Adapt with Agility
LEVEL 3: Proactively initiate and champion change, manage multiple competing demands.Act with Determination
LEVEL 3: Think beyond immediate task/barriers and take action to achieve greater results.Engage and Partner
LEVEL 3: Political savvy, navigate complex landscape, champion inter-agency collaboration.Enable Diversity and Inclusion
LEVEL 3: Appreciate benefits of diverse workforce and champion inclusivity.People Management:
UNDP People: Management Competencies can be found on the dedicated site. Cross-Functional & Technical competencies:Business Direction and Strategy - System Thinking
Ability to use objective problem analysis and judgement to understand how interrelated elements coexist within an overall process or system, and to consider how altering one element can impact on other parts of the system.Business Management - Portfolio Management
Ability to select, prioritise and control the organization's programmes and projects in line with its strategic objectives and capacity Ability to balance the implementation of change initiatives with regular activities for optimal return on investment. Knowledge and understanding of key principles of project, programme, and portfolio management.Digital - Data analysis
Ability to extract, analyse and visualize data to form meaningful insights and aid effective decision making.Digital - Data storytelling and communications
Skilled in building a narrative around a set of data and its accompanying visualizations to help convey the meaning of that data in a powerful and compelling fashion.Digital - Machine learning
Skilled in computer algorithms that improve automatically through experience and by the use of dataProgramme & Policy - Effectiveness
IRRF design, implementation and monitoringProgramme & Policy - Effectiveness
ROARLanguage Requirement:
Fluency in English is required. Working knowledge of another UN language is preferred. Please note that continuance of appointment beyond the initial 12 months is contingent upon the successful completion of a probationary period.