Standard Job Description
Community-Based Protection Officer Organizational Setting and Work Relationships The Community-Based Protection Officer is a member of the Protection Team in a Regional Bureau or a Country Office and normally reports to the Senior Community-Based Protection Officer, the Senior Protection Officer, Head of Sub-Office or the Assistant Representative for protection. For a regional position, the incumbent may have direct supervisory responsibility for Protection and Community-Based Protection staff in the regional office, and a technical support role for Community-Based Protection staff in the region. For a country level position the incumbent may have direct supervisory responsibility for Community-based Protection staff and other protection staff in the operation. H/he supports the implementation of protection standards and provides advice on community-based protection to senior management and Country Operation(s) in close collaboration with the Division of International Protection (DIP). The incumbent is relied upon by senior management to support a coordinated approach in the implementation of UNHCR’s rights-based and community-based engagement with all persons of concern and contributes to the achievement of UNHCR’s commitments to accountability to affected people. S/he maintains close working relationships and supports Protection and Community-Based Protection staff in the field, who act as the critical interface between UNHCR and communities of concern, enabling them to provide the AGD-sensitive analysis of community risks and capacities that form the essential foundations of national and regional programmes. The incumbent maintains close working relations with sister UN entities, governmental entities, non-governmental organisations and academic institutions that can contribute to enhancing protection and achieving solutions through people centred, community-based and gender responsive approaches. The incumbent provides guidance to country operations to strengthen their coordination and advocacy on community-based approaches to protection with governments, partners and other key stakeholders. All UNHCR staff members are accountable to perform their duties as reflected in their job description. They do so within their delegated authorities, in line with the regulatory framework of UNHCR which includes the UN Charter, UN Staff Regulations and Rules, UNHCR Policies and Administrative Instructions as well as relevant accountability frameworks. In addition, staff members are required to discharge their responsibilities in a manner consistent with the core, functional, cross-functional and managerial competencies and UNHCR’s core values of professionalism, integrity and respect for diversity. Duties – Assist in the development, implementation and monitoring of a community-based protection strategy reflecting the organization’s global, regional and country level protection priorities, and ensuring systematic application of participatory, rights- , community-based, and gender responsive approaches in protection and solutions planning, programming and strategies. – Support compliance with UNHCR Age, Gender and Diversity Policy, including ensuring AGD inclusive programming, advocating for gender equality and strengthening accountability to affected populations (AAP). – Assist with the implementation and integration of community-based corporate policies in multi-year and multi-partner protection and solutions strategies and operations plans. – Support the systematic application of participatory, community, rights based, and gender responsive protection approaches throughout the phases of the operations management cycle and across the work of the organisation and implement community-based GBV prevention and response as well as community-based child protection programmes. – Contribute to the appropriate adaptations of programmes as a result of the analysis of feedback received from persons of concern, as well as other political, social, economic and cultural developments that impact the protection environment. – Participate in country level planning exercises and advocates for the mobilization and (re)allocation of funds to the implementation of community-based and gender responsive approaches across programmes and sectors in line with regional and country community-based protection strategies. – Support the establishment and management of a feedback and response system (including on PSEA) and participate in the analysis of feedback gathered through formal and informal feedback and response systems. – Support capacity development through training and coaching of staff in the domain of AGD, Accountability to Affected People (AAP), CBP, Gender Equality, Youth, Disability and inclusion of other Diversity elements, and mainstreaming of the CBP approach in other sectors. – Provide technical guidance and support to ensure data relevant to assess and monitor progress on the implementation and impact of community-based and age, gender and diversity approaches is collected and AGD-sensitive analysis of community risks and capacities is undertaken. – Support the consolidation of reporting on community-based protection and contributes to reporting on the protection of different AGD groups, including identification of trends and collection and dissemination of good practices. – Contribute to the development of partnerships with a variety of stakeholders including government institutions, UN, civil society actors, and the private sector inclusive of youth, disability, LGBTI, women rights stakeholders and other diverse groups; for the purpose of advocating for community-based approaches for the protection of displaced persons, including implementation of Outreach and communication with diverse groups. – For functions at a regional level, support harmonization of CBP strategies in the region and their alignment with global policies, identifies and disseminates good practices, supports exchange of expertise in the region and provides a regional level analysis of trends as well as aggregated reporting on implementation of Community-based and AGD approaches. – Perform other related duties as required. Minimum Qualifications Years of Experience / Degree Level For P3/NOC – 6 years relevant experience with Undergraduate degree; or 5 years relevant experience with Graduate degree; or 4 years relevant experience with Doctorate degree Field(s) of Education Community Development; Human Rights; Cultural Studies; Social Science; Anthropology; or other relevant field. (Field(s) of Education marked with an asterisk* are essential) Certificates and/or Licenses Not specified. Relevant Job Experience Essential 2-3 years experience of working in the field with direct engagement with persons of concern. Demonstrated expertise in field protection, community development, social surveys/ assessment, counselling, or related areas Desirable Very good understanding of displacement and protection issues, particularly GBV prevention and response, child protection, education, gender equality, and the application of the age, gender and diversity approach. Completion of UNHCR learning programmes or specific training relevant to functions of position such as: PLP (Protection Learning Programme), OMLP (Operations Management Learning Programme), MMLP (Middle Management Learning Programme), CBPLP (Community-based Protection Learning Programme), CBP e-Learning, and Gender Equality e-learning. Experience in project management, and strategy development and implementation. Functional Skills PR-Age, Gender and Diversity (AGD) PR-Protection-related guidelines, standards and indicators TR-Training – Virtual and face to face MG-Team building (development/facilitation) PR-Community-based Protection – Planning, implementing and analysing surveys/assessments PR-Community-based Protection – Coordination and project management PR-Community-based Protection – Principles and methodologies PR-Community-based Protection – Community engagement and capacity building PR-Accountability to Affected People – Principles and Framework (Functional Skills marked with an asterisk* are essential) Language Requirements For International Professional and Field Service jobs: Knowledge of English and UN working language of the duty station if not English. For National Professional jobs: Knowledge of English and UN working language of the duty station if not English and local language. For General Service jobs: Knowledge of English and/or UN working language of the duty station if not English. All UNHCR workforce members must individually and collectively, contribute towards a working environment where each person feels safe, and empowered to perform their duties. This includes by demonstrating no tolerance for sexual exploitation and abuse, harassment including sexual harassment, sexism, gender inequality, discrimination and abuse of power. As individuals and as managers, all must be proactive in preventing and responding to inappropriate conduct, support ongoing dialogue on these matters and speaking up and seeking guidance and support from relevant UNHCR resources when these issues arise. This is a Standard Job Description for all UNHCR jobs with this job title and grade level. The Operational Context may contain additional essential and/or desirable qualifications relating to the specific operation and/or position. Any such requirements are incorporated by reference in this Job Description and will be considered for the screening, shortlisting and selection of candidates.
Desired Candidate Profile
Required languages (expected Overall ability is at least B2 level):
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Under the supervision of the Senior Protection Officer, the incumbent will be key in coordinating and advising Senior management on community-based protection activities in UNHCR Chad operation.
The incumbent will have direct supervisory responsibility for Community-based Protection staff composed of international and national staff responsible for GBV, education, with the aim of providing assistance to persons with specific needs and refugee education.
The incumbent will provide technical support and advice on community-based protection to partners implementing CBP activities. S/he will support coordinated approach by different stakeholders in the implementation of UNHCR ‘s rights-based and community-based engagement with all persons of concern (PoC) and contributes to the achievement of UNHCR ‘s commitments to accountability to affected people.
The incumbent will need to have the capacity to build and maintain effective interfaces with other relevant teams within the operation. The incumbent should have relevant professional experience in refugee protection, internal displacement, human rights or international humanitarian law, including experience in working directly with Branch and Field Offices. Proven skills in designing and conducting and analyzing AGD.
Ability to promote and disseminate information through communication tools adapted for the community
Previous experience in a non-family duty station, performance management in a large and complex operation with the ability to establish and promote an enabling working environment is desirable.
Due to the nature of the work, the incumbent is expected to have experience in capacity development of team members, a pro-active mature attitude to address complex and dynamic operational context arising from operational emergencies, as well as the ability to deliver under stressful environments.
Ndjamena is the capital and largest city in Chad. Its infrastructure remains basic, though widely superior to the standards of other regions within Chad. The climate is hot and semi-arid, with a rainy season from June to September. UNHCR Staff can stay in personal residences while respecting Residential Security Measures. Electricity supply can be unstable especially in the hot seasons and international staff members can have access to generators by the office.
Clean Water supplies are sufficient in most areas, but a personal food and drinkable water supply is required. Most relevant supplies can be found on local markets though choice can be limited compared to other hubs, but prices are high as most goods are imported. Banking facilities are available through local banks, such as Ecobank and BCC. Health care standards can be qualified as basic with staff members encouraged to subscribe to the International SOS Clinic Services for local medical attention.
However, dental, and other specialized care may not be locally available. Serious or complicated health conditions require evacuation to other countries.
Malaria is the most common but not the only infectious disease prevalent in Ndjamena and most other regions of Chad. A limited number of companies fly international flights to Ndjamena while UNHAS flights are the prime means of transport to and from Field locations.
Telecommunication services are basic and expensive with two mobile phone / internet operators with 4G services available as well as an increasing
number of providers, installing fiber connections. Access to some communication and social media apps, most notably WhatsApp are currently
available but unstable connectivity.
The UNHCR Office is covered by UNHCRs own VSAT services. Several UN Agencies, INGOs and NGOs operate in Ndjamena and use it as a hub. A French military base is located adjacent to Ndjamena international airport. Currently the RR cycle in Ndjamena is 8 weeks as well as in other duty station except Bagasola which is 6 weeks.
French is largely spoken in Ndjamena, but Arabic is the basic and preferred language of communication in most settings.
CB-Communication with Communities (e.g. community outreach, sensitisation, feedback)on CBI, MG-Client Relationship Management
BA: Anthropology (Required), BA: Cultural Studies (Required), BA: Human Rights (Required), BA: International Development (Required), BA: International Law (Required), BA: International Social Work (Required), BA: Political Science (Required), BA: Social Science (Required)
Community Development/Social Work – Other, HCR Protection Learning Program – UNHCR, International Protection – Other
Annual Budget OL in Operation/Office, Number of Persons of Concern Served, Number of Workforce in Operation/Work Setting, Workforce to Supervise, Working with Persons of Concern: Asylum Seekers, Working with Persons of Concern: Internally Displaced Persons, Working with Persons of Concern: Refugees, Working with Persons of Concern: Returned IDPs, Working with Persons of Concern: Returned RefugeesCompetencies
Accountability, Analytical thinking, Client & results orientation, Commitment to continuous learning, Communication, Empowering & building trust, Managing performance, Managing resource, Organizational awareness, Political awareness, Stakeholder management, Teamwork & collaboration
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Bi-annual Compendium 2022 Part B – November 2022
This position doesn’t require a functional clearance