1.   Role and responsibilities

The role of the MEL Coordinator is to establish and implement systems to promote evidence-based decision-making, Program and project performance, and internal management. The main objective of is to improve program and organizational learning. The position holder will contribute to this objective through the planning and implementation of M&E tools at designated stages within the project cycle and through their central role in ensuring the quality implementation of sector learning and evaluation activities. The MEL Coordinator will play a key role in capacity building on M&E principles and programme learning approaches, as well as quantitative and qualitative methods used in quality programme monitoring; they will also be key in developing and rolling out key countrywide initiatives – e.g., complaints feedback and response mechanism.

Generic responsibilities 

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. Line management responsibilities for directly reporting staff. This includes the performance management process; setting clear goals aligned to country strategy and priorities, and to follow up and support staff’s achievement. Furthermore, responsible for key processes as workforce planning, recruitment, staff induction, staff development and Duty of Care.
2. Support and contribute to the development and implementation of MEL systems, including MEL Standard Operation Procedures, guidance and tools.
3. Participate in program design and proposal discussions, including theory of change development, log frame design and budgeting for MEL.
4. Support program staff in planning for and executing MEL, including, data collection methodology and tools and data management, analysis and use.
5. Support the implementation, dissemination and use of evaluations, assessments and monitoring data in program development, adjustment or review.
6. Contribute to organizational learning through supporting specific analysis, lessons learned and reports.
7. Capacity building and training of program and MEL support staff on MEL technical and conceptual areas.
8. Contribute to the design of MEL staffing structure and resourcing, including collaboration with program staff to identify and plan for MEL needs.
9. Adherence to NRC policies, and a specific responsibility for the NRC MEL functions policies and procedures

Specific responsibilities

• Implement NRC Yemen M&E System including, SOPs, plans and tools as well as facilitating the execution of an effective Complaint and Feedback Mechanism (CFM) as per the SOPs.
• Conduct and support frequent surveys for output and outcome monitoring for each  CC strategy (that includes project  surveys or organization outcome surveys along with the Theory of change review)
• lead assessments of areas that are recommended by the program team and area management and Develop methodologies and questionnaires with the support of the program Team and support in reports assessment reports (Needs assessment, baseline/end line PDMs, market assessment, etc…)
• Provide technical input on outcome monitoring methodologies, data analysis plans, and reporting.
• Compiling and summarizing a monthly and final reports for all ongoing projects/grants by actualizing the project log frame and ensuing all project supporting are readily available
• Prepare and review logical framework for proposals to ensure they are in line with the Country Strategy and MLFA and contribute in drafting new proposals and donor reports
• Build the analytical capacity of the M&E team along with the program team  in quantitative and qualitative research methods.
• Assist in the preparation and management of External Evaluations, After Action Reviews, Closure Meeting and Theory of Change reviews
• Represent NRC in consortia M&E working groups, as needed.
• Work closely with Shelter/NFI, CCCM, Education, ICLA, FSL, WASH and Protection teams to assist with collecting, collating, presenting and otherwise managing information for MEL  related reports.
• Ensure projects achievements are recorded in NRC Global Output and Outcome Reporting System (GORS) on monthly bases by engaging with program teams for all area and field offices
• Ensure accuracy and quality of data entered into GORS by conducting regular data quality checks and auditing
• Ensure documentation of the projects, including means of verifications for project inputs, outputs and outcomes (e.g. Assessments, compiling beneficiary lists, recording construction progress, education activity attendance, change in behavior and situation, etc.)
• Assist with the production of maps and other geographic information products in coordination with Programme team.
• Develop and maintain Country Dashboards to ensure that the information needed to support humanitarian operations is generated and made easily available
• Use of all data collected and trackers used to feed into learning tracker and conduct quarter / ad hoc sessions/workshops for sharing and actioning lessons learned with a response plan and follow up on the plan to ensure the achievements of these lessons learned and the practice change is happening.

Critical interfaces

By interfaces, NRC means processes and projects that are interlinked with other departments/units or persons. Relevant interfaces for this position are:

• CC Specialists and programed team at the CO
• Consortium Partners
• Area Managers and field staff
• Third Parry Monitoring

Protection and communication

Competencies are important in order for the employee and the organization to deliver desired results. They are relevant for all staff and are divided into the following two categories:

1. Professional competencies

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

Generic professional competencies for this position:

• At least 5 years’ experience in an international NGO preferably in an emergency or post-conflict setting, including M&E capacity and systems development
• Thorough experience with and knowledge of principles and current approaches to monitoring and evaluation in relief and development programs, using both quantitative and qualitative methods
• Understanding of data and information needs for program management and decision-making
• Experience in facilitating the capacity building efforts of diverse colleagues, including local partner

Agencies

• Demonstrated ability to transfer knowledge to diverse audiences through training, mentoring and other formal and non-formal methods
• High level English language proficiency (speaking, reading. writing)
• Analytic and computer skills, including MS Office (Word, Excel, Outlook, PowerPoint)
• Experience using SPSS, STATA, KOBO, Activity Info and ArcGIS/QGIS

Context related skills, knowledge and experience 

• Good communication and interpersonal skills
• Strong organizational and team working skills
• Good cultural awareness and sensitivity
• Highly approachable, trustworthy and confidential
• Advanced English Language level (Business English is a plus)
• Knowledge of the NGO operations and the dynamics of the humanitarian sector is a plus
• Good level of proficiency in Windows Excel and quantitative analysis (SPSS preferred)
• Excellent communication skills in English
• Proven presentation, training and facilitation skills
  • Strategic thinking

2. Behavioral competencies 

These personal qualities influence how successful people are in their job. NRC’s Competency

Framework states 12 behavioral competencies and the following are essential for this position:

• Planning and delivering results
• Working with people
• Communicating with impact and respect
• Coping with change
• Analyzing
• Handling insecure environments
• Empower people

3.   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
• Leadership profile and function role mandate for managerial roles
• 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)

Remarks:

• This position is open for National Employees Only.
• Female candidates are encourage to Apply.