Addis Ababa, Ethiopia
International Organization for Migration
Country: Ethiopia
Organization: International Organization for Migration
Closing date: 31 Mar 2024
CALL FOR APPLICATION(CFA)
Open to Internal and External Candidates
Vacancy No.: IOM-CFA/0033/2024
Position Title: International Consultant - Gender-sensitive skills assessments in Mauritius, Mozambique and, South Africa to match supply and demand, and inform bilateral and multilateral cooperation and regional integration.
Position Grade: Consultant - Category B
Duty Station: Homebased with a possibility to travel
Type of Appointment: Consultant
Estimated Start Date: As soon as possible
Closing Date: 31 March 2024
Labour has become more mobile internationally, and large numbers of people migrate to where employment opportunities are available. ILO estimates the number of migrant workers at a global level at 169 million in 2019[1]. The African Union also put the number of international migrant workers in the continent at 14.5 million (i.e., 5.6 million female and 8.9 million male) during the same year. The number of migrant workers in the continent has been steadily increasing and registered an average growth rate of 4.8 percent (i.e., 5.4 percent female and 4.7 percent male) between 2010 and 2019, which surpassed its the population growth rate that averaged at 2.7 percent during the same period.
The Southern Africa subregion also hosted 3.5 million international migrant workers in 2019 (i.e., 1.2 million female and 2.2 million male), the third largest among subregions of the continent. The number of migrant workers growth rate in the sub-region that averaged at 6.9 percent between 2010 -2019 was the highest in the continent and surpassed the labour force growth rate for the sub-region (2.4 percent) during the same period. Similarly, the Southern Africa Development Community (SADC) hosted the third largest international labour migrants (4.4 million (i.e., 2.8 million female and 1.6 million male)) among Regional Economic Communities (RECs) following CEN-SAD and COMESA[2].
South Africa, the most industrialized economy in the region, has been the main destination for international migrants. In 2020, it hosted close to 2.9 million international migrants. Mozambique and Mauritius also hosted 338,850 and 28,893 international migrants, respectively, that same year. On the other hand, during the same year, 914,901 South African were residing outside of their country, the 3rd largest sending country in the SADC region, while Mozambique trailed with 640,160. Mauritius also had comparably a modest 182,973 citizens living outside of their country that same year[3].
Labour migration can be a means to respond effectively to labour supply and demand needs, stimulate innovation and development in countries of origin and destination, as well as to transfer skills. Migrant workers make significant contributions to the economic, social and cultural development of their host countries and their countries of origin. All migrant workers possess skills that can be used in their new environments and broaden the pool of available skills, improving the international flow of talent and skills matching. However, migrant workers face various challenges in accessing decent employment opportunities leading to under-utilization of their skills and exploitation. A major setback in Africa, in particular, is the non-recognition, non-compatibility and non-comparability of skills, qualifications and experience across national borders, contributing to wasted potential, reduced productivity and the inability of employers to obtain needed competences. Further to this, as a result of gender norms and stereotyping that gear women to certain traditionally female occupations, women migrant workers encounter an added layer of challenge. They are often employed in lower ranked jobs, and work in more precarious, insecure, informal employment and receive low renumeration and social recognition.
The AU free movement protocol, which aims to facilitate and increase the movement of Africans within Africa, was adopted in 2018, however, to date only four countries out of the 55 African Union Member States (MSs) have ratified the protocol. In order to reap the benefits of labour migration, countries need to ensure that migrant workers’ rights are protected and their skills are portable, and enable them to integrate into the labour market and the society through access to education and training, and to employment opportunities. Such measures need to include a gender focus to guarantee the adequate recognition of qualifications and skills of men and women and avoid brain waste and deskilling in particular among women migrant workers. SADC has been undertaking a range of measures to promote portability of skills among the Regional Economic Community’s (REC) member states, which include,
Adoption of a Labour Migration Action Plan (2020-2025) as part of the effort to promote skills transfer and match labour supply and demand for regional development and integration. The implementation of the action plan is expected to contribute to the protection of labour migrants’ rights and give them an opportunity to make a greater developmental impact on both countries of origin and destination;
Approval of an Industrialization Strategy and Roadmap (2015-2063) in April 2015. The Strategy urges Member States to facilitate the movement of factors of production (i.e., capital and skills) within the SADC region. It also emphasizes the need for a skills audit at regional level and mutually agreed accreditations frameworks;
Development of Labour Market Information System (LMIS), which provides labour market information such as employment and entrepreneurship opportunities to stakeholders;
Development of a Decent Work Programme that aims to help Member States promote job creation, labour standards, social dialogue and social protection;
The adoption of a Labour Migration Policy Framework in July 2014, which has the objective of enhancing the protection of migrant workers’ rights and to facilitate their integration into domestic labour markets; and,
The SADC Youth Employment Promotion Policy Framework that encourages bilateral agreements where skill deficient countries can access abundant skills in other Member States.
SADC Private Sector Forum
SADC Private Sector Forum (SPSF), an affiliate of SADC, is a membership forum of private sector organizations from Angola, Botswana, Comoros, Democratic Republic of Congo, Lesotho, Madagascar, Malawi, Mauritius, Mozambique, Namibia, Seychelles, South Africa, Swaziland, Tanzania, Zambia, and Zimbabwe. It strives to facilitate regional integration and reduce barriers to investment and sustainable growth. Among its notable achievements, the Forum, with the aim of enhancing understanding and insight among employers of their legal obligations as well as promotion of decent work, launched SADC Labour Law Guide (LLG) in 2020. The online tool is a compendium of labour laws in the SADC region that helps businesses to overcome challenges of doing business. Skill matching and free movement of labour are also among the priorities of the Forum, as articulated in its 2023-2027 strategic plan.
JLMP
JLMP is a long-term joint undertaking among AUC, IOM, ILO and UNECA. It is an instrument dedicated to the implementation of the 5th Key Priority Area of the Declaration and Plan of Action on Employment, Poverty Eradication and Inclusive Development, adopted by the Assembly of Heads of States and Governments (AU/Assembly/AU/20(XXIV)/Annex 3) in January 2015, Addis Ababa, Ethiopia. Its strategy focuses on intra-African labour migration and supports achievements of the First 2023 Ten Year Plan of the African Union (AU) Agenda 2063 and of the Sustainable Development Goals (SDGs).
The JLMP Lead project, which runs from April 2022 to March 2025, is being implemented as part of the umbrella JLMP program with the financial support of Sida. The project has the overall objective of contributing to the JLMP Strategic Framework (2020-2030) vision of strengthening the effective governance, and regulation of labour migration and mobility, under the rule of law, international migration law principles, and international labour standards, towards increased equitable, full-employment economic growth and sustainable development of the African Continent.
In line with Activity 2.3.1 of the project, there is a plan to support the SADC Private Sector Forum to conduct gender sensitive skills assessments to match supply and demand in three member countries of the Forum (i.e., Mauritius, Mozambique and South Africa).
Project Context and Scope:

Objective of the consultancy

The skill assessment is expected to generate a gender sensitive evidence and data on migrant workers skill supply and demand to inform policy formulation and re-structuring, decision making and program development by SPSF and its key stakeholders, including SADC.
Further, it will also contribute to defined processes for obtaining harmonized or compatible or mutually recognized occupational qualification, training, and experience in the region.
The specific objectives include:
Engage with relevant stakeholders, including government agencies, private sector representatives, civil society organizations, and educational institutions, to gather insights and perspectives on gender-sensitive skills needs and gaps.
Develop a comprehensive gender-sensitive skills assessment framework in consultation with stakeholders in the three countries and SPSF, taking into account the needs and realities of the three countries, and the broader SPSF members.
Collect primary (i.e., through survey, Key Informant Interview (KII) and Focus Group Discussion (FGD)) and secondary data on skills supply and demand in the three countries, disaggregated by sex to identify any disparities in access to skills development opportunities.
Analyse, interpret and triangulate data to identify skill gaps that exist between supply and demand, considering both current and future needs as well as gender disparities and differences.
Develop recommendations for addressing skill gaps identified, considering the different contexts and needs of the three countries, and the broader SPSF members.
Disseminate findings and recommendations of the skills assessment to stakeholders, including recommendations for bilateral and multilateral cooperation and regional integration to promote gender-sensitive approaches to skills development across the region.
Tangible and measurable deliverables of the assignment
The selected consultant will be expected to,
Prepare an inception report detailing the consultant’s understanding of the assignment and how the assessment will be conducted. The inception report should outline the methodology, the study design, data collection tools, work plan, and deliverables for the assignment – 5 working days (April 5, 2024).
Produce first draft gender-responsive assessment report that covers the three countries and the broader SPSF member states. The first draft report will be informed by literature review, and primary and secondary data that will be collected from relevant stakeholders and data sources. The draft report will address the issues summarized above, employing a human-right based approach and gender lens, and issue gender responsive recommendations for addressing skill gaps in the three countries and SPSF members-20 working days (17 May 2024).
Incorporate stakeholders’ feedback/comment and produce a second draft assessment report- 10 working days (14 June 2024)
Present the findings and recommendation of the assessment report to key stakeholders in a validation meeting and incorporate their feedback/comment-5working days (28 June 2024).
Submit final assessment report that includes comments and inputs by different stakeholders-5 working days (19 July 2024)
Payment schedule
The Total fee, inclusive of related costs, not subject to any deductions, will be paid to the consultant as follows,
20 percent upon submission of the inception report and approval by the project team (deliverable # 1)
40 percent after completion and approval of the first draft report by the project team (deliverables # 2 & 3).
40 percent after presenting the findings and recommendations of the assessment in a validation workshop and completion and approval of the final report (deliverables # 4 & 5).
Education, Experience and/or skills required
Education
Masters degree in migration studies, labour economics, law, development economics, social science or any other relevant disciplines.
Technical experience/competencies
Proven more than 10-year experience in labour market research preferably on labour supply and demand anticipation and research.
In-depth knowledge and experience in interpreting, analysing and triangulating different data sets.
Experience in multi-country assessment, on labour supply and demand, preferably in Africa.
Proven knowledge of labour migration dynamics in Africa.
Experienced in mixed research methodology and social research.
Proven ability and experience in leading and facilitating workshops.
Skill
Strong analytical, writing, editing and communication skills.
Ability to manage time efficiently, effectively handle multiple tasks and competing priorities, and meet tight deadlines.
Excellent analytical and organizational skills; ability to think critically and creatively.
Attention to detail and highly organized, collaborative, and team oriented.
Language
Proficiency in written and spoken English, French and Portuguese is essential.
Proficiency in other UN official languages is an advantage.

Travel required

This is home-based consultancy assignment, and the consultant will be required to travel to the three countries during the data collection phase.
Competencies:
Values

Inclusion and respect for diversity: respects and promotes individual and cultural differences. Encourages diversity and inclusion.

Integrity and transparency: maintains high ethical standards and acts in a manner consistent with organizational principles/rules and standards of conduct.

Professionalism: demonstrates ability to work in a composed, competent and committed manner and exercises careful judgment in meeting day-to-day challenges.

Courage: demonstrates willingness to take a stand on issues of importance.

Empathy: shows compassion for others, makes people feel safe, respected and fairly treated.
Core Competencies – behavioural indicators

Teamwork: develops and promotes effective collaboration within and across units to achieve shared goals and optimize results.

Delivering results: produces and delivers quality results in a service-oriented and timely manner. Is action oriented and committed to achieving agreed outcomes.

Managing and sharing knowledge: continuously seeks to learn, share knowledge and innovate.

Accountability: takes ownership for achieving the Organization’s priorities and assumes responsibility for own actions and delegated work.

Communication: encourages and contributes to clear and open communication. Explains complex matters in an informative, inspiring and motivational way.
How to applyInterested candidates are invited to submit applications through [email protected] on or before the closing date of 31st March 2024, referring to the consultancy title and call for the application number in the subject line of the email/application. Applicants are expected to submit the following:
Financial quotation/proposal relating to this assignment in USD, specifying the professional fee as well as the total all-inclusive consultancy fee and
Letter of motivation describing the consultant’s suitability for the assignment
Up-to-date curriculum vitae with three professional referees and
Two examples of similar works.
Please note that only shortlisted candidates will be contacted.
Applicants who do not follow the required procedure will automatically be disqualified from the competition.
Deadline for Submission – 31st March 2024
We strongly encourage qualified women to apply!

Addis Ababa, Ethiopia
International Organization for Migration
Country: Ethiopia
Organization: International Organization for Migration
Closing date: 31 Mar 2024
CALL FOR APPLICATION(CFA)
Open to Internal and External Candidates
Vacancy No.: IOM-CFA/0033/2024
Position Title: International Consultant - Gender-sensitive skills assessments in Mauritius, Mozambique and, South Africa to match supply and demand, and inform bilateral and multilateral cooperation and regional integration.
Position Grade: Consultant - Category B
Duty Station: Homebased with a possibility to travel
Type of Appointment: Consultant
Estimated Start Date: As soon as possible
Closing Date: 31 March 2024
Labour has become more mobile internationally, and large numbers of people migrate to where employment opportunities are available. ILO estimates the number of migrant workers at a global level at 169 million in 2019[1]. The African Union also put the number of international migrant workers in the continent at 14.5 million (i.e., 5.6 million female and 8.9 million male) during the same year. The number of migrant workers in the continent has been steadily increasing and registered an average growth rate of 4.8 percent (i.e., 5.4 percent female and 4.7 percent male) between 2010 and 2019, which surpassed its the population growth rate that averaged at 2.7 percent during the same period.
The Southern Africa subregion also hosted 3.5 million international migrant workers in 2019 (i.e., 1.2 million female and 2.2 million male), the third largest among subregions of the continent. The number of migrant workers growth rate in the sub-region that averaged at 6.9 percent between 2010 -2019 was the highest in the continent and surpassed the labour force growth rate for the sub-region (2.4 percent) during the same period. Similarly, the Southern Africa Development Community (SADC) hosted the third largest international labour migrants (4.4 million (i.e., 2.8 million female and 1.6 million male)) among Regional Economic Communities (RECs) following CEN-SAD and COMESA[2].
South Africa, the most industrialized economy in the region, has been the main destination for international migrants. In 2020, it hosted close to 2.9 million international migrants. Mozambique and Mauritius also hosted 338,850 and 28,893 international migrants, respectively, that same year. On the other hand, during the same year, 914,901 South African were residing outside of their country, the 3rd largest sending country in the SADC region, while Mozambique trailed with 640,160. Mauritius also had comparably a modest 182,973 citizens living outside of their country that same year[3].
Labour migration can be a means to respond effectively to labour supply and demand needs, stimulate innovation and development in countries of origin and destination, as well as to transfer skills. Migrant workers make significant contributions to the economic, social and cultural development of their host countries and their countries of origin. All migrant workers possess skills that can be used in their new environments and broaden the pool of available skills, improving the international flow of talent and skills matching. However, migrant workers face various challenges in accessing decent employment opportunities leading to under-utilization of their skills and exploitation. A major setback in Africa, in particular, is the non-recognition, non-compatibility and non-comparability of skills, qualifications and experience across national borders, contributing to wasted potential, reduced productivity and the inability of employers to obtain needed competences. Further to this, as a result of gender norms and stereotyping that gear women to certain traditionally female occupations, women migrant workers encounter an added layer of challenge. They are often employed in lower ranked jobs, and work in more precarious, insecure, informal employment and receive low renumeration and social recognition.
The AU free movement protocol, which aims to facilitate and increase the movement of Africans within Africa, was adopted in 2018, however, to date only four countries out of the 55 African Union Member States (MSs) have ratified the protocol. In order to reap the benefits of labour migration, countries need to ensure that migrant workers’ rights are protected and their skills are portable, and enable them to integrate into the labour market and the society through access to education and training, and to employment opportunities. Such measures need to include a gender focus to guarantee the adequate recognition of qualifications and skills of men and women and avoid brain waste and deskilling in particular among women migrant workers. SADC has been undertaking a range of measures to promote portability of skills among the Regional Economic Community’s (REC) member states, which include,
Adoption of a Labour Migration Action Plan (2020-2025) as part of the effort to promote skills transfer and match labour supply and demand for regional development and integration. The implementation of the action plan is expected to contribute to the protection of labour migrants’ rights and give them an opportunity to make a greater developmental impact on both countries of origin and destination;
Approval of an Industrialization Strategy and Roadmap (2015-2063) in April 2015. The Strategy urges Member States to facilitate the movement of factors of production (i.e., capital and skills) within the SADC region. It also emphasizes the need for a skills audit at regional level and mutually agreed accreditations frameworks;
Development of Labour Market Information System (LMIS), which provides labour market information such as employment and entrepreneurship opportunities to stakeholders;
Development of a Decent Work Programme that aims to help Member States promote job creation, labour standards, social dialogue and social protection;
The adoption of a Labour Migration Policy Framework in July 2014, which has the objective of enhancing the protection of migrant workers’ rights and to facilitate their integration into domestic labour markets; and,
The SADC Youth Employment Promotion Policy Framework that encourages bilateral agreements where skill deficient countries can access abundant skills in other Member States.
SADC Private Sector Forum
SADC Private Sector Forum (SPSF), an affiliate of SADC, is a membership forum of private sector organizations from Angola, Botswana, Comoros, Democratic Republic of Congo, Lesotho, Madagascar, Malawi, Mauritius, Mozambique, Namibia, Seychelles, South Africa, Swaziland, Tanzania, Zambia, and Zimbabwe. It strives to facilitate regional integration and reduce barriers to investment and sustainable growth. Among its notable achievements, the Forum, with the aim of enhancing understanding and insight among employers of their legal obligations as well as promotion of decent work, launched SADC Labour Law Guide (LLG) in 2020. The online tool is a compendium of labour laws in the SADC region that helps businesses to overcome challenges of doing business. Skill matching and free movement of labour are also among the priorities of the Forum, as articulated in its 2023-2027 strategic plan.
JLMP
JLMP is a long-term joint undertaking among AUC, IOM, ILO and UNECA. It is an instrument dedicated to the implementation of the 5th Key Priority Area of the Declaration and Plan of Action on Employment, Poverty Eradication and Inclusive Development, adopted by the Assembly of Heads of States and Governments (AU/Assembly/AU/20(XXIV)/Annex 3) in January 2015, Addis Ababa, Ethiopia. Its strategy focuses on intra-African labour migration and supports achievements of the First 2023 Ten Year Plan of the African Union (AU) Agenda 2063 and of the Sustainable Development Goals (SDGs).
The JLMP Lead project, which runs from April 2022 to March 2025, is being implemented as part of the umbrella JLMP program with the financial support of Sida. The project has the overall objective of contributing to the JLMP Strategic Framework (2020-2030) vision of strengthening the effective governance, and regulation of labour migration and mobility, under the rule of law, international migration law principles, and international labour standards, towards increased equitable, full-employment economic growth and sustainable development of the African Continent.
In line with Activity 2.3.1 of the project, there is a plan to support the SADC Private Sector Forum to conduct gender sensitive skills assessments to match supply and demand in three member countries of the Forum (i.e., Mauritius, Mozambique and South Africa).
Project Context and Scope:

Objective of the consultancy

The skill assessment is expected to generate a gender sensitive evidence and data on migrant workers skill supply and demand to inform policy formulation and re-structuring, decision making and program development by SPSF and its key stakeholders, including SADC.
Further, it will also contribute to defined processes for obtaining harmonized or compatible or mutually recognized occupational qualification, training, and experience in the region.
The specific objectives include:
Engage with relevant stakeholders, including government agencies, private sector representatives, civil society organizations, and educational institutions, to gather insights and perspectives on gender-sensitive skills needs and gaps.
Develop a comprehensive gender-sensitive skills assessment framework in consultation with stakeholders in the three countries and SPSF, taking into account the needs and realities of the three countries, and the broader SPSF members.
Collect primary (i.e., through survey, Key Informant Interview (KII) and Focus Group Discussion (FGD)) and secondary data on skills supply and demand in the three countries, disaggregated by sex to identify any disparities in access to skills development opportunities.
Analyse, interpret and triangulate data to identify skill gaps that exist between supply and demand, considering both current and future needs as well as gender disparities and differences.
Develop recommendations for addressing skill gaps identified, considering the different contexts and needs of the three countries, and the broader SPSF members.
Disseminate findings and recommendations of the skills assessment to stakeholders, including recommendations for bilateral and multilateral cooperation and regional integration to promote gender-sensitive approaches to skills development across the region.
Tangible and measurable deliverables of the assignment
The selected consultant will be expected to,
Prepare an inception report detailing the consultant’s understanding of the assignment and how the assessment will be conducted. The inception report should outline the methodology, the study design, data collection tools, work plan, and deliverables for the assignment – 5 working days (April 5, 2024).
Produce first draft gender-responsive assessment report that covers the three countries and the broader SPSF member states. The first draft report will be informed by literature review, and primary and secondary data that will be collected from relevant stakeholders and data sources. The draft report will address the issues summarized above, employing a human-right based approach and gender lens, and issue gender responsive recommendations for addressing skill gaps in the three countries and SPSF members-20 working days (17 May 2024).
Incorporate stakeholders’ feedback/comment and produce a second draft assessment report- 10 working days (14 June 2024)
Present the findings and recommendation of the assessment report to key stakeholders in a validation meeting and incorporate their feedback/comment-5working days (28 June 2024).
Submit final assessment report that includes comments and inputs by different stakeholders-5 working days (19 July 2024)
Payment schedule
The Total fee, inclusive of related costs, not subject to any deductions, will be paid to the consultant as follows,
20 percent upon submission of the inception report and approval by the project team (deliverable # 1)
40 percent after completion and approval of the first draft report by the project team (deliverables # 2 & 3).
40 percent after presenting the findings and recommendations of the assessment in a validation workshop and completion and approval of the final report (deliverables # 4 & 5).
Education, Experience and/or skills required
Education
Masters degree in migration studies, labour economics, law, development economics, social science or any other relevant disciplines.
Technical experience/competencies
Proven more than 10-year experience in labour market research preferably on labour supply and demand anticipation and research.
In-depth knowledge and experience in interpreting, analysing and triangulating different data sets.
Experience in multi-country assessment, on labour supply and demand, preferably in Africa.
Proven knowledge of labour migration dynamics in Africa.
Experienced in mixed research methodology and social research.
Proven ability and experience in leading and facilitating workshops.
Skill
Strong analytical, writing, editing and communication skills.
Ability to manage time efficiently, effectively handle multiple tasks and competing priorities, and meet tight deadlines.
Excellent analytical and organizational skills; ability to think critically and creatively.
Attention to detail and highly organized, collaborative, and team oriented.
Language
Proficiency in written and spoken English, French and Portuguese is essential.
Proficiency in other UN official languages is an advantage.

Travel required

This is home-based consultancy assignment, and the consultant will be required to travel to the three countries during the data collection phase.
Competencies:
Values

Inclusion and respect for diversity: respects and promotes individual and cultural differences. Encourages diversity and inclusion.

Integrity and transparency: maintains high ethical standards and acts in a manner consistent with organizational principles/rules and standards of conduct.

Professionalism: demonstrates ability to work in a composed, competent and committed manner and exercises careful judgment in meeting day-to-day challenges.

Courage: demonstrates willingness to take a stand on issues of importance.

Empathy: shows compassion for others, makes people feel safe, respected and fairly treated.
Core Competencies – behavioural indicators

Teamwork: develops and promotes effective collaboration within and across units to achieve shared goals and optimize results.

Delivering results: produces and delivers quality results in a service-oriented and timely manner. Is action oriented and committed to achieving agreed outcomes.

Managing and sharing knowledge: continuously seeks to learn, share knowledge and innovate.

Accountability: takes ownership for achieving the Organization’s priorities and assumes responsibility for own actions and delegated work.

Communication: encourages and contributes to clear and open communication. Explains complex matters in an informative, inspiring and motivational way.
How to applyInterested candidates are invited to submit applications through [email protected] on or before the closing date of 31st March 2024, referring to the consultancy title and call for the application number in the subject line of the email/application. Applicants are expected to submit the following:
Financial quotation/proposal relating to this assignment in USD, specifying the professional fee as well as the total all-inclusive consultancy fee and
Letter of motivation describing the consultant’s suitability for the assignment
Up-to-date curriculum vitae with three professional referees and
Two examples of similar works.
Please note that only shortlisted candidates will be contacted.
Applicants who do not follow the required procedure will automatically be disqualified from the competition.
Deadline for Submission – 31st March 2024
We strongly encourage qualified women to apply!

Ayun, Somali
Arzte Der Welt
                                                                       JOB OPPORTUNITY                                                                      Internal/External Job title:            Project Health Officer Location:          Field-based position: Ayun – Nogob zone, Somali region Reports to: Project Manager Number of Posts 01 /one / Closing date:    October 14, 2023 Der Welt / Doctors of the World / Médecins Du Monde is a network of 16 humanitarian non-Governmental organizations, working in health and medical aid in domestic and international projects. The focus lies on ensuring access to primary healthcare services, SRH / MCH services (incl. GBV) and psychosocial support. Furthermore, MdM-Ge is advocating for a universal access and rights to health services, especially for disadvantaged groups and people affected by crises and conflicts. MdM-Ge has been working in Ethiopia since 1986, implementing different types of programmers from long-term interventions to emergency response. The current project in the Somali region by MdM-Ge is aiming to improve the access to and the quality of health care services (with a focus on sexual and reproductive health) and prevention of epidemics (incl. Covid-19) for the conflict and crisis affected population in two areas of the Region (Gerbo, Nogob Zone / koloji IDP Camp/ Fafan Zone). Particular attention will be paid to the needs of women and girls by improving the access to SRH. services, including GBV. Nutrition and WASH are integrated in this multi-sectoral approach and carried out by the local organization OWDA (Organization for Welfare and Development in Action).  MANAGED BY/MANAGING The Project Officer is responsible for planning, implementation, and monitoring of the Ärzte Der Welt Reproductive Health related interventions in the assigned Woreda.The Project officer reports to the Project Manager and will be based in Ayun woreda Nogob Zone Somali region. MAIN RESPONSIBILITIES The Project officer coordinates SRH nutrition and WASH services with other actors and the incumbent is also responsible for ensuring adherence to the implementation of program activities according to nationally accepted standards. The Project Officer will directly manage the Community Mobiliser, Midwives, and nurses in Elweyne, Dhuhun, Barmil and Ayun Health centers, he/she will also work collaboratively with other Project teams. The Project Officer will report to Project Manager based in Ayun.PRIORITY TASKS AND RESPONSIBILITIESProgram Planning ImplementationIn consultation with the Project Coordinator, ensure that program main stakeholders (Woreda health department, Health Centre head and staff, communities, and beneficiaries) understand the project objectives and participate actively in its implementation.Closely work with the HC head and maternity unit team lead and ensure adequate Technical Assistance for SRH services is provided by project midwife and Community mobilizer. Ensure health care standards and protocols are met, national health policies and strategies are respected for SRH services at the health center.Support in multi-sectoral/health assessments in coordination with other external health agencies, ensuring assessment findings, survey reports are documented and provide feedbacks and ensure quality and timely reports are submitted.Conduct regular supervision, field visits to implementation sites and community activities and provide the feedback.Identify key stakeholders for their participation in planning, implementation, monitoring and evaluation of the project.Assesses and updates information for the project implementations with participation of staffs and stakeholders.   Makes feasible action plan in line with annual plan of the project and findings from ongoing assessment based on organizational mission, policies and available resources and needs of the community.Design culturally appropriate SRH/FP awareness campaignsFollow up for the achievement of the results and targets indicated in project documents.COORDINATE THE IMPLEMENTATION OF PROJECT ACTIVITIES Work in integration with the logistic team in relation to transport, procurements and delivery to the field site.Work with the Warehouse Assistant for timely request and procurement of medical commodities and suppliesFacilitates for the timely provision of available medicines and other materials to the project.Ensures that implementations are according to the organization’s policies and procedures. Participate in local, woreda and zonal meetings and structures within the organization as required and agreed with the direct supervisor.BUILD AND MANAGE A STRONG PROJECT TEAM Ensures workers best contribution for the project goal through effective performance management system. Assesses and identifies staff/volunteer training and development needs and address them based on objectives of the project and available resource.   Promotes efficient leadership through a culture of transparency and accountability taken by staffs on tracking the project goal. Financial management and administration of the projectEnsures that the organization’s financial resources are used modestly and efficiently.Work closely with the Program coordinator in management of the grant budgetRaise PRs as required after discussion with colleagues.Track expenditure monthly and report appropriatelyFollows financial and administrative procedures to be in accordance with the project plan and policies of the organization.Builds a strong network of partner organizations and local and Zonal authorities as well.Develops and maintain trust and good relationship between Ärzte Der Welt and its partners by working in collaboration with the respective sector institutions, collaborating agencies, volunteer workers and communities in the project area.Acts as a liaison person between the zonal, Woreda, Health facilities and Ärzte Der WeltExplores and coordinate their input towards the project goal.Explores best mechanisms and make ongoing monitoring and evaluation of the project.Puts in place effective monitoring and evaluation plan and system, on the basis of the international systems requirements, as a basis for ongoing monitoring, self-evaluation and external impact evaluation. These tools shall facilitate both quantitative and qualitative evaluation, using participatory approaches. Provides stakeholders with regular up-dates on project activities and results, including regular written reports on a monthly/quarterly basis as required.  Follows security in project area and act accordingly together with concerned body.Update information on security situation in project areaReport the situations to supervisors and concerned body.Ensures best documentation for the project activities.Ensures standard activity registration books and formats are in place.Follows proper registration and documentation of health service activities are implemented.Documents and shares good practices and lessons learned with colleagues to support organizational learning.STAFF MANAGEMENTS The Project Officer will be responsible for the management and supervision of the midwife, Nurses and community mobilizes. He/ She will ensure that staff performance evaluation is conducted on time and in a standard quality manner that contributes to the staff development plan.Ensure that MdM HR policies and guidelines are respected by the team (leaves, appraisals, code of conduct etc.)Supervise and mentor staff under your direct management, including communicating clear expectations, setting performance objectives, providing regular and timely performance feedback, and providing performance reviews.Report any HR issues to the Project Manager.Identify training needs, provide regular/on-job training and follow up.Hold regular program team meetings and information sharing through a consultative leadership style and a transparent, honest, and supportive communication structure.PERSONAL SPECIFICATIONSAbility to work under pressure, long work hours and frequent travel.Excellent communication skills-verbal and written ones. Communication in English is a key requirement. Knowledge of Somali language is an advantage.Self-motivated, honest, highly responsible, and punctual.Ability to work as part of a team as well as to work autonomously when required.Ability to constructively address gaps and weaknesses.

Bule Hora, West Guji zone, Oromia
Rift Valley Children and Women Development Organization (RCWDO)
IntroductionRift Valley Children and Women Development Organization (RCWDO) is an Ethiopian civil society organization that has been operational in difference communities since 1993 envisioning a “poverty free resilient society leading dignified quality of life, progressively assuring equality, freedom and sustainable development in healthy environment”. As part of its mission, RCWDO works for “robust and thriving communities particularly the hard to reach and vulnerable segment of the society such as children, women, elderly and the other disadvantaged people to enjoy sustainable livelihoods” with enhanced resilience capabilities to shocks and stress through their proactive engagement and ownership. In all its operations, it specifically focuses on improving the wellbeing of children who are determinants of nations’ future destiny among others. The organization has four-fold developmental objectives that focus on the interlocking problems of the society such as poverty, illness, ignorance, and inequalities.RCWDO is operating in Oromia region implementing integrated rural development programs including humanitarian response intervention in drought affected and internally displaced community. It is currently implementing a project on Accessing girls and boys in a conflict affected communities to safe and protective education services through play-Matters mechanism as part of IRC Play matters - Emergency Response Mechanism (ERM) with specific focus to responding Education in Emergency (EiE) in three woredas in West Guji zone in Oromia region in partnership with International Rescue Committee through funding of LEGO foundation targeting primary schools affected by drought and internal displacement due to conflict. The project has main purpose to ensure children affected by increasing conflict and disaster across Ethiopia have their basic health, safety, and educational wellbeing needs met as necessary to survive and be meaningfully engaged and impacted by the larger Play-Matters programming outcomes. To effectively implement the project through active mobilization of the community and local government stakeholder, RCWDO has the plan to recruit relevant staffs for various positionsPosition OverviewReporting to the Executive Director, the Emergency Response Project Coordinator will be responsible for overseeing the planning, executing, monitoring, and controlling of Emergency Response Project to be implemented in three Woredas in West Guji Zone stationing at Bule Hora Woreda and ensure that the project is completed in a timely fashion, within budget and in line with commitment in the donor contract.Specific responsibilities include, but are not limited to:Ensure activity plans, recruitment plans, procurement plans, and spending plans for the Emergency Response Project are in place and regularly monitored and ensuring that they are revised as needed for a timely closure of assigned grants / activities. Lead the implementation of Project activities with partners according to the objectives, actions and time frames outlined in the annual plan and joint action plan.  Build strong relationships with local government authorities (Education, Women and children affairs office, Health and WASH), recognized community leadership, like-minded groups, organizations and/or institutions operating with the local community, who share the organization’s vision, as well as those who provide complementary services. Participate in governmental and/or community forums dealing with issues Emergency that mainly affect the lives of children, women and other vulnerable groups in the target Woredas  Identify key stakeholders including the local government, community-based partners and Project participants and ensure their active participation in the Project design and implementation putting a particular emphasis on child participation.  Ensure donor compliance on visibility and program management is adhered to in a timely manner.  Carry out regular operating environment emergency assessment and analysis, as well as identify potential Emergency Responses and develop concept note and share with the relevant Project focal person at HO and external stakeholders.  Facilitate field level Emergency project team meetings and ensure HO team receives notes and actions points within a timely manner. Ensure action points in field office are followed up.  Ensure that the Project operates in accordance with the organization’s policies and procedures.MonitoringPut in place effective monitoring and evaluation plans and systems, based on the international systems requirements, as a basis for ongoing monitoring, self-evaluation and external impact evaluation. These tools shall facilitate both quantitative and qualitative evaluation, using participatory approaches  Provide direct supervision with regular up-dates on Project activities and results, including regular written reports on a monthly/quarterly basis as required  Collaborate with the MEAL Department to conduct ongoing monitoring and feedback/accountability of response to ensure actions are timely and appropriate  Closely working with RCWDO’s Safeguarding focal person and ensure safeguarding system are in place for all program activities  Ensure compliant handling mechanisms are in place and target group’s feedback is properly managed  Lead and handling any donor initiated or internal monitoring activities in the target woredas  Promote a culture of respect, transparency, and accountability in the due course of project activity implementation Identify best practices of the project for documentation and dissemination and replication by others, Institutionalize Participatory Review and Reflection Process to measure achievement and facilitate learning within program areaReporting Compile and share Donor regular reports to HO using the appropriate reporting template. Compile and share weekly situation report to HO Financial management and administration of the Project  Ensure that the organization’s financial resources are used modestly and efficiently  Implement financial and administrative procedures, in line with RCWDO’s policies/guidelines and in consultation with the Finance focal financial support staff  Ensure all Project expenditure/resource usage is in line with the annual plan and budget. Child Safeguarding Responsible to take part in awareness raising sessions and capacity building trainings in relation to Child Safeguarding to prevent and protect children and young people from all forms of abuse, abandonment, exploitation, violence and discrimination Support children and young people to make them understand the CS risks and protection mechanisms  Responsible to report any CS suspicion, concern, allegation, or incident immediately, following Child Safeguarding reporting procedures. CS reports should be made to the CS team at programme level and/or to the respective line managerCategory: HumanitarianCareer Level: Managerial Level Number of required staff/s: one 

Kality, Addis Ababa, Addis Ababa
SOS Children's Villages Ethiopia
Who we areSOS Children’s Villages Ethiopia is an International Non-governmental organization and a member of SOS Children’s Villages International Federation. We started our humanitarian work in Ethiopia with the opening of our first Village in Mekelle, Northern part of Ethiopia in 1974. Since then, we have expanded our programs  to different regions where there are significant needs for intervention and where we believe we can work in partnership with all relevant  actors to bring  sustainable  positive outcomes for children’s and young people.Today, we have grown significantly to meet the persistent challenges that confront Ethiopian children who have lost parental care and those that are at risk of losing their parental care. Working in close collaboration with international donors, local government and community based organizations across seven program locations; we aspire that every child grows up with love, respect and security.SOS Children’s Villages in Ethiopia has secured a four years project from DANIDA (Danish International Development Agency-Government Agency). The project will be implemented in three East African countries, including Somaliland, Kenya. It contributes toward the objective of Young care leavers in East Africa and the Horn of Africa to demonstrate resilience and self-reliance to become independent and contributing members of society. In Ethiopia, the project shall be implemented in Addis AbabaWhy we need you?We are looking for a Project Coordinator, is responsible to oversee the day-to-day implementation of the project. He/she will be responsible for building relationships with various partners and stakeholders, facilitating dialogue sessions, coordinating the empowerment of youth and assisting in the establishment of national learning and advocacy platform, monitoring the project budget, and support in team-building activities with the Project Manager and Location Program DirectorYour role....Project Coordination Coordinates/facilitates the production of a diverse range of information products (including IEC materials) in support of young care leavers. Takes part in the production of advocacy materials for youth leaving care, including newsletters, reports, promotional materials and talking points for policymakers and decision-makers. Establishes robust partnerships with relevant government organizations, youth leagues, alumni associations, civil society organizations, and other youth-led structures. Coordinates the establishment of the steering committee that facilitates the linkages of youth leaving care members with apprenticeship and employment opportunities. Coordinates the establishment of national learning and advocacy platform involving relevant stakeholders at all levels. Assists the establishment and strengthening of the technical working group at the national level; with academia, implementing partners, youth leaving care associations, government, etcCoordinates the annual planning process, and periodically updates the plan in line with the policies and strategies of the organization.Ensures timely preparation and compilation of periodic project reports (quarterly, bi-annual and annual) and ensures quality compliance with donor requirements.Financial management and administration Liaise with the Finance Department to ensure that both the narrative and the financial reports align with one another.Ensures that the organisation’sorganisation’s financial resources are used modestly and efficiently.Implements financial and administrative procedures, in line with the ’organization’s policies/guidelines and consultation with financial support staff. Ensures all program expenditure/resource usage is in line with the annual plan and budget.  Team BuildingParticipate in the transparent selection of implementing partners.  Participate in conducting regular reflections/project the progress at the location level to ensure successful project ImplementationFollows professional recruitment processes for new co-workers (draw-up advert, screening applications, interviews, and reference checks) in consultation with HROD and line manager.  Plans orientation programs for new co-workers to ensure they have a good understanding of the organization and their role within it.  Ensures effective performance management systems are implemented for all program co-workers, including job descriptions, regular review sessions and annual performance appraisals, in line with the required practices of the national association. Ensures that individual staff training and development needs are identified and that these are addressed through staff development measures, according to priorities and available resources.  Monitoring and Evaluation Ensures that monitoring and evaluation systems are in place and functioning well, in line with the organization's requirements.  This includes ongoing data collection from regular reviews of the situation of youth leaving care, data capturing in the PDB, program self-evaluation, internal control reviews, audits and other evaluations.  Provides immediate supervisor with regular updates on program activities and results, including regular written reports, according to organizational requirements.Secures regular financial management reports, including budget vs. expenditure reports, as required for the effective management of program resources.    Child Safeguarding Support the process of ensuring that child safeguarding and child protection mainstreaming are integrated into all M&E frameworks through measurable output and outcome indicators. Support the process of piloting and scaling up local level beneficiary complaints’ mechanisms in relation to staff conduct, with an emphasis on the Child Protection Policy and measure to prevent children from any sort of abuse.Responsible to take part in awareness raising sessions and capacity building trainings in relation to CS and Code of Conduct and  to prevent and protect children and young people from all forms of abuse, abandonment, exploitation, violence and discriminationSupport children and young people to make them understand the CS risks and protection mechanisms Responsible to report any CS suspicion, concern, allegation or incident immediately, following Child Safeguarding reporting procedures. CS reports should be made to the CS team at program level and/or to the respective line manager   

Addis Ababa
SOS Children's Villages Ethiopia
Who we areSOS Children’s Villages Ethiopia is an International Non-governmental organization and a member of SOS Children’s Villages International Federation. We started our humanitarian work in Ethiopia with the opening of our first Village in Mekelle, Northern part of Ethiopia in 1974. Since then, we have expanded our programs  to different regions where there are significant needs for intervention and where we believe we can work in partnership with all relevant  actors to bring  sustainable  positive outcomes for children’s and young people.Today, we have grown significantly to meet the persistent challenges that confront Ethiopian children who have lost parental care and those that are at risk of losing their parental care. Working in close collaboration with international donors, local government and community based organizations across seven program locations; we aspire that every child grows up with love, respect and security.SOS Children’s Villages in Ethiopia has secured a four years project from DANIDA (Danish International Development Agency-Government Agency). The project will be implemented in three East African countries, including Somaliland, Kenya. It contributes toward the objective of Young care leavers in East Africa and the Horn of Africa to demonstrate resilience and self-reliance to become independent and contributing members of society. In Ethiopia, the project shall be implemented in Addis AbabaWhy we need you?We are looking for a Project Manager ,  who has a strong background in advocacy with project management experience. The position holder will be responsible for the overseeing the project and involved in developing strategies for partnering with various stakeholders and association.Your role....Project Management and Advocacy Maintains donor report tracking system to ensure that responsible staffs and departments are aware of deadlines, including key donor and project milestones and deliverables, tracking expenditures against budget, and coordinates the production and provision of feedback to donor reports. Takes the lead in strategy, planning, and development of advocacy campaigns; works with various partners- Policy makers, Civil Society organizations, Youth leagues, Young care leavers associations, research institutions, academic institutions,  media, etc.Develops strategic partnerships with key stakeholders, including associations of young care leavers, to elicit support for and maximize the impact of the project objectives; serves as a focal staff and advocacy liaison to government institutions, youth leaving care associations/leagues, research institutions, academic institutions,  media, etcEstablishes robust partnerships with relevant government organizations, youth leagues, alumni associations, civil society organizations, and other youth-led structuresLeads the development of position paper, disseminates it with advocacy agenda for decision makers and relevant others. Supports relevant government authorities to include youth leaving care data in the national CPIMS (Child Protection Information Management System). Leads the establishment of steering committee that facilitates the linkages of youth leaving care members with apprenticeship and employment opportunities. Ensures that the project progress reports are based on results-based monitoring and evaluation, including the impact of the project and  reports, are coherent, of high quality and adhere to donor and SOSCVE standards prior to submission.Conducts project visits to the project target areas to support and motivate staff and provide advice and guidance for adaptive improvement of the project.Ensures the quality of outputs and results with optimal monitoring mechanisms; establishes effective coordination, monitoring, information sharing and reporting systems.Financial management and administration of the project Liaise with the Finance Department to ensure that both the narrative and the financial reports align with one another.Ensures that the ’organization’s financial resources are used modestly and efficiently. Implements financial and administrative procedures, in line with the organization's policies/guidelines and in consultation with financial support staff.  Ensures all program expenditure/resource usage is in line with the annual plan and budget. Team BuildingParticipate in conducting regular reflections/project progress at the location level to ensure successful project ImplementationFollows professional recruitment processes for new co-workers (draw-up advert, screening applications, interviews, and reference checks) in consultation with HROD and line managerEnsures effective performance management systems are implemented for all programme co-workers, including job descriptions, regular review sessions, and annual performanceEnsures that individual staff training and development needs are identified and that these are addressed through staff development measures, according to priorities and available resources.  Monitoring and Evaluation Ensures that monitoring and evaluation systems are in place and functioning well, in line with the ’organization’s requirements.  This includes ongoing data collection from regular reviews of the situation of youth leaving care, data capturing in the PDB, program self-evaluation, internal control reviews, audits and other evaluations.  Provides immediate update with regular program activities and results, including regular written reports, according to organizational requirements.Secures regular financial management reports, including budget vs. expenditure reports, as required for the effective management of program resources. Contribute to the work of the broader organization  Participates in local, national, regional and continental processes, meetings and structures within the organization as required and agreed with the immediate supervisor.  Documents and shares good practices and lessons learned with colleagues to support organizational learning.  Prepares program information as required for public relations and fund development purposes. Keeps track of child rights issues in general, as well as current social development issues and trends relevant to the organization's mission.  Child Safeguarding Ensuring that Child Safeguarding measures are in place within their area of managerial responsibility and that staff, associates and other key stakeholders are made aware of these measures and are supported in implementing them Ensuring that Child safeguarding is integrated in all management processes including recruitment, onboarding, performance management, team meetings, annual planning processes, field-level monitoring, IWP, IDP etc.Creating and maintaining a managerial and operational environment where the Child Protection Policy is effectively implemented.Fulfilling specific and additional responsibilities in achieving compliance of SOS Children’s Villages Child Protection Policy.Ensure the best interest of the child is applied and considered.  

Gondar, Amhara
SOS Children's Villages Ethiopia
Who we are SOS Children’s Villages Ethiopia is an International Non-governmental organization and a member of SOS Children’s Villages International Federation. We started our humanitarian work in Ethiopia with the opening of our first Village in Mekelle, Northern part of Ethiopia in 1974. Since then, we have expanded our programs  to different regions where there are significant needs for intervention and where we believe we can work in partnership with all relevant  actors to bring  sustainable  positive outcomes for children’s and young people.Today, we have grown significantly to meet the persistent challenges that confront Ethiopian children who have lost parental care and those that are at risk of losing their parental care. Working in close collaboration with international donors, local government and community based organizations across seven program locations; we aspire that every child grows up with love, respect and security. Why we need you? We are looking for a Project Coordinator who will lead the planning, implementation, monitoring and evaluation of the  project. What we provide... An amazing work environment that promotes personal growth through providing professional space to grow and advance your career Your role.... As a Project Coordinator, you will be in charge of the following:Carrying out stakeholder analysis, to identify key stakeholders within the selected community Ensuring that the annual planning process is carried out and plans are updated, according to the policies and strategies of the organisation.  Coordinating the implementation of project activities, according to the objectives, actions and time frames outlined in the annual plan.Guiding and supporting the development of sustainable community responses to the situation of children at risk of losing parental care:Formalizing partnerships with community-based partners, developing together with them a memorandum of understanding outlining roles and responsibilities. Supporting community-based partners to develop a clear plan for capacity development and provide relevant support towards realization of that plan.Supporting the development of strong local networks of relevant stakeholders, Guiding and supporting the building of self-reliance in families:Guiding  and monitoring the implementation of family development planning (FDP) process, Ensuring that the projects financial resources are used modestly and efficiently.. Following professional recruitment processes for new co-workers Planning on boarding programmes for new team members to ensure they have a good understanding of the organisation and their role within it. Ensuring effective performance management systems are implemented for all co-workers,  Establishing mechanism for ongoing monitoring and evaluation of the project Documenting and sharing good practices and lessons learned with colleagues to support organisational learning. Preparing project information as required for public relations and fund development purposes.Child Safeguarding Ensuring that Child Safeguarding measures are in place within their area of managerial responsibility and that staff, associates and other key stakeholders are made aware of these measures and are supported in implementing themEnsuring that Child safeguarding is integrated in all management processes including recruitment, on boarding, performance management, team meetings, annual planning processes, field level monitoring, IWP, IDP etc.Creating and maintaining a managerial and operational environment where the Child Safeguarding Policy is effectively implemented.Fulfilling specific and additional responsibilities in achieving compliance of SOS Children’s Villages Child Protection Policy. Ensuring the best interest of the child is applied and considered. 

Harar, Harari
SOS Children's Villages Ethiopia
Who we areSOS Children’s Villages Ethiopia is an International Non-governmental organization and a member of SOS Children’s Villages International Federation. We started our humanitarian work in Ethiopia with the opening of our first Village in Mekelle, Northern part of Ethiopia in 1974. Since then, we have expanded our programs  to different regions where there are significant needs for intervention and where we believe we can work in partnership with all relevant  actors to bring  sustainable  positive outcomes for children’s and young people.Today, we have grown significantly to meet the persistent challenges that confront Ethiopian children who have lost parental care and those that are at risk of losing their parental care. Working in close collaboration with international donors, local government and community based organizations across seven program locations; we aspire that every child grows up with love, respect and security.Why we need youWe are looking for a Family and Community Development Program Manager, who will be responsible for leading the planning (including budgeting), implementation, monitoring and evaluation of the Family and Community Development program activities, in accordance with the organization’s policies, strategies, and available resources.What we provide...An amazing work environment that promotes personal growth through providing professional space to grow and advance your career!Your role...While working with us a Program Manager for the FCD Program, you will be in charge of the following,Lead the planning of the Family and Community Development Project Coordinating the baseline assessment and analysis of the situation of children at risk of losing parental care within the targeted community and making a final recommendation regarding the choice of communityCarrying out a stakeholder analysis, to identify key stakeholders within the selected community including individuals, organizations, institutions and authorities who are interested in or affected by the planned program. Defining the interests and possible involvement of key stakeholders in the various stages of program development process. Leading the development of the program design, based on the findings of the baseline assessment and analysis, and in line with the organization’s policies, strategies and available resources. In doing so, ensure the participation of key stakeholders, as appropriate. Once the program is established, ensuring that the annual planning process is carried out and plans are updated, according to the policies and strategies of the organization.Coordinating the implementation of program activities Coordinating the implementation of program activities, according to the objectives, actions and time frames outlined in the annual plan.Guiding and supporting the development of sustainable community responses to the situation of children at risk of losing parental careParticipating in the admissions committee for placement into SOS families, contributing to decision-making from the family strengthening perspective. Guiding implementation of family development planning (FDP) process, with a view to ‘anchoring’ this process with community-based partners. Ensuring that the organization keeps its commitments, in terms of support services committed to in the FDPs. Monitoring the implementation of the FDPs, particularly in terms of the achievement of agreed outcomes, and provide ongoing support towards its effective implementation. Ensuring that monitoring and evaluation systems are in place and functioning well, in line with the organization’s requirements. Providing direct supervisor with regular up-dates on program activities and results, including regular written reports, according to organizational requirements.Managing People and financial resourcesEnsuring that the organization’s financial resources are used modestly and efficiently. Implementing financial and administrative procedures, in line with the organization’s policies/guidelines and in consultation with financial support staff. Securing regular financial management reports, including budget vs. expenditure reports, as required for the effective management of program resources. Ensuring all program expenditure/resource usage is in line with the annual plan and budget.Following professional recruitment processes for new co-workers (draw-up advert, screening of applications, interviews, and reference checks) in consultation with direct supervisor. Planning orientation programs for new co-workers to ensure they have a good understanding of the organization and their role within it. Ensuring performance management is implemented for all program co-workers, including job descriptions, regular review sessions, and annual performance appraisals, in line with the required practices of the national association. Ensuring that individual staff training and development needs are identified and that these are addressed through staff development measures, according to priorities and available resources.  Partnership Development and Contribution to the work of the broader organizationParticipating in local, national, regional and continental processes, meetings and structures within the organization.Documenting and sharing good practices and lessons learned with colleagues to support organizational learning. Preparing program information as required for public relations and fund development purposes. Keeping track of child rights issues in general, as well as current social development issues and trends relevant to the organization’s mission. Formalizing partnerships with community-based partners, developing a memorandum of understanding outlining roles and responsibilities. Supporting community-based partners to develop a clear plan for capacity development and provide relevant support towards realization of that plan. Building strong partnerships with other stakeholders, for the provision of support services to the target group, with a view to ‘anchoring’ support services with the most appropriate service provider.

Bahir Dar, Addis Ababa, Amhara
One Acre Fund
About One Acre Fund One Acre Fund works to improve the livelihoods of smallholder farmers. In Ethiopia, we engage farmers in agroforestry and community-based seed multiplication. In partnership with the Amhara National Regional State, these programs have planted more than 10 million trees, produced over 500 MT of improved teff seed and reached more than 65,000 farmers. Now, we are now in an exciting phase of work in which we are trialing novel approaches and preparing for scale-up in the coming years. We have over 8000 employees globally, and our growing Ethiopia headquarters are in Bahir Dar, Amhara Region, with small offices in Addis Ababa, Finote Selam and Motta. To learn more about our work, take a look at our Why Work Here blog for more information. To learn more about our work, take a look at our Why Work Here blog for more information. ABOUT THE ROLEThe Strategy & Operations Manage will be a part of our leadership team in one of One Acre Fund's fastest-growing country programs. The Ethiopia program is poised to serve over 100,000 farmers in 2021, grow 10 million trees, and launch a renewed seed multiplication program. In 2025, we plan to serve over one million farmers in Ethiopia. We are looking for someone to build the efficiencies of the system needed to achieve our scale targets. You will report directly to the Ethiopia Country Director or Deputy Country Director and will manage procurement, logistics, print, IT, field technology, and data operations through a team of 5-10 staff. Responsibilities Improve operations and give support to our programs. In the next five years, we hope to work with more than 500,000 farmers across 1000 communities. You will oversee the expansion of our operations systems to support this growth, improve processes to make sure we provide the best quality inputs to our clients and build internal controls and data tracking processes to help us manage our expanding operations.Find tech solutions to help us reach scale. As the technology environment in Ethiopia evolves, we are open to new solutions that help us reach more farmers, train our staff better and solve broad agroforestry and agricultural system challenges. You'll lead exploration, recommendation and implementation of new solutions.Lead Ethiopia's Systems Department. You'll manage a modest budget and a team of 5-10 people. You'll establish SOPs and goals within the department, then guide your team to success. You'll represent your department on Ethiopia's leadership committee and participate in cross-departmental projects. Career Growth and Development We have a strong culture of constant learning and we invest in developing our people. You’ll have weekly check-ins with your manager, access to mentorship and training programs, and regular feedback on your performance. We hold career reviews every six months, and set aside time to discuss your aspirations and career goals. You’ll have the opportunity to shape a growing organization and build a rewarding long-term career.

Gode, Somali
SOS Children's Villages Ethiopia
Who we are....SOS Children’s Villages Ethiopia is an International Non-governmental organization and a member of SOS Children’s Villages International Federation. The organization started its humanitarian work with the opening of its first Village in Mekelle, Northern part of Ethiopia in 1974. The organization has been providing life-saving provisions such as food, water and health services for a very significant number of children devastated by severe drought and the subsequent famine.Today, we have grown significantly to meet the persistent challenges that confront Ethiopian children who have lost parental care and are at risk of losing their parental care. Working in close collaboration with international donors, local government and community based organizations across seven program locations; SOS Children’s Villages Ethiopia aspires that every child grows up with love, respect and security.Why we need you?We are looking for a Project coordinator who can coordinate the implementation of project activities, according to the objectives, actions and periods outlined in the plan.   What we provide...An amazing work environment that promotes personal growth through providing professional space to grow and advance your career!Your role....As a Project Coordinator you will be in charge of the following:Support community-based partners to develop a clear plan for capacity development and provide relevant support towards realization of that plan.Build strong partnerships with other stakeholders, for the provision of support services to the target group, with a view to ‘anchoring’ support services with the most appropriate service provider. Guide implementation of family development planning (FDP) process, with a view to ‘anchoring’ this process with community-based partners.Ensure that the organization keeps its commitments, in terms of support services committed to in the FDPs. Monitor the implementation of the FDPs, particularly in terms of the achievement of agreed outcomes, and provide ongoing support towards its effective implementation. Ensuring that the organization’s financial resources are used modestly and efficiently. Implementing financial and administrative procedures, in line with the organization’s policies/guidelines and in consultation with financial support staff.  Ensuring all project expenditure/resource usage is in line with the annual plan and budget.  Ensuring that monitoring and evaluation systems are in place and functioning well, in line with the organization’s requirements.  Providing direct supervisor with regular up-dates on project activities and results.Securing regular financial management reports, including budget vs. expenditure reports, as required for the effective management of project resources.   Ensuring effective performance management systems are implemented for all project co-workers, including job descriptions, regular review sessions, annual performance appraisals, in line with the required practices of the national association.  Ensuring that individual staff training and development needs are identified and that these are addressed through staff development measures, according to priorities and available resources.  Participating in local, national, regional and continental processes, meetings and structures within the organization as required and agreed with the direct supervisor.  Documenting and share good practices and lessons learned with colleagues to support organizational learning.