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: Program Officer – Protection and Gender
Reports to: Program Coordinator
Supervision of: None
Duty station: Mankien
Project number: SSFM2320/ 2974884 /5295/Contingent upon Donor Funding
Duration and type of contract: 1 year with possibility of extension
All NRC employees are expected to work in accordance with the organisation’s core values dedication, innovation, inclusivity and accountability. These attitudes and believes shall guide our actions and relationships.
- Role and responsibilities
The purpose of the officer position is day to day implementation of the protection and gender project 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 Development plan.
- With reference to the NRC Protection Policy, Inclusion Guidelines and Tools, the Protection and Gender Officer will assist the Program Manager in the integration of protection and inclusion components within project activities.
- Participate in NRC assessments and project implementation with specific focus on integrating protection and inclusion outcomes within the assessment tools, beneficiary targeting tools and support analysis of findings.
- Highlight and flag protection issues observed during activities with the project staffs and report to line manager to ensure that issue are tackled in timely manner.
- Ensure adherence to NRC policies, tool, handbooks, guidelines and donor requirements
- Implement the protection and gender activities according to strategy, proposals, budgets and plans
- Promote and share ideas for technical improvement in order to improve the quality of the activities
- Ensure that projects target beneficiaries most in need, and explore and asses new and better ways to assist
- Map and analyse stakeholders, their interrelationships, roles, influence and their potential impact on the safety, dignity and access to services for beneficiaries during the intervention.
- Support the establishment of or strengthen mechanisms to facilitate referral pathways to meet needs/rights of beneficiaries with specific needs.
- Undertake a protection risk analysis with support of Staff Safety Coordinator to identify t potential sources of violence, coercion, and deliberate deprivation and take preventive and responsive measures to address or reduce these threats with specific focus on persons with specific needs.
- Record and analyse protection issues for evidence based decision making
- Monitor and report on protection issues
- Identify and support implementation of Individual Personal Assistance (IPAs)
- Train committees and Local Authorities on Protection
- Ensure Protection desks are functional
- Ensure gender principles of equitable participation in community-based committees is encouraged and supported.
- Ensure that persons with special needs equally participate in NRC activities such as general food distribution, food management committees and other NRC core competencies when relevant. Thus, allowing for participation of able-bodied older men and women, people with disabilities, children with disabilities, amongst others.
- Support the establishment of NRC complaint mechanisms and feed back complaints with the database to register and address complaints from beneficiaries thus ensuring accountability to affected beneficiaries/populations.
- Undertake training for community committees on protection; including gender, SGBV, Child Protection, inclusion and protection principles with support from Staff Safety Coordinator.
- Sensitization and awareness raising support or integrate inclusion and protection components into GFD operations, community consultation, awareness raising, and other forms of community engagement
- Contribute to weekly and monthly reports as well as project reports, highlighting the needs, response, gaps and recommendations for persons with special needs disaggregated by sex, age, disability and diversity.
- Any other duty that will be assigned by the Program Manager
By interfaces, NRC means processes and projects that are interlinked with other departments/units or persons. Relevant interfaces for this position are:
- Area Managers
- Program Manager
- Program Coordinators, Programme Officers
- CC Specialist
Scale and scope of position
||Donors and partners
||Inputs to reports and proposal
|Legal or compliance:
||Signed term of employment, donor requirement
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. 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:
- Minimum 3 years of working experience in a humanitarian/recovery context within Protection, preferably with an international NGO
- Proven experience in emergency relief operations is a strong advantage
- Computer skills (primarily MS Office applications), especially Microsoft Excel.
- Previous experience from working in complex and volatile contexts
- Documented results related to the position’s responsibilities
- Fluent in English and local language in the operation area
- Knowledge of the context in South Sudan and local languages
- Capacity to conduct focus group and effective communication skills
Context/ Specific skills, knowledge and experience:
- University degree in relevant field
2. Behavioral 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
- 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
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.
At NORCAP, we work to better protect and empower people affected by crises and climate change. With expertise in the humanitarian, development and peacebuilding sectors, we collaborate with local, national and international partners on finding solutions to meet the needs of people at risk. NORCAP is part of the Norwegian Refugee Council.