Background
Diversity, Equity and Inclusion are core principles at UNDP: we value diversity as an expression of the multiplicity of nations and cultures where we operate, we foster inclusion as a way of ensuring all personnel are empowered to contribute to our mission, and we ensure equity and fairness in all our actions. Taking a ‘leave no one behind’ approach to our diversity efforts means increasing representation of underserved populations. People who identify as belonging to marginalized or excluded populations are strongly encouraged to apply. Learn more about working at UNDP including our values and inspiring stories.
UNDP does not tolerate sexual exploitation and abuse, any kind of harassment, including sexual harassment, and discrimination. All selected candidates will, therefore, undergo rigorous reference and background checks.
International obligations and human rights treaties (UDHR, ICCPR, CRC) establish the existence of a person under law and lay the foundation for safeguarding civil, political, economic, social and cultural rights of individuals.
The right to be registered and named, pursuant to Article 7 of the Convention on the Rights of the Child, mandates State members to ensure that vital events are registered and that every citizen is able to prove his or her identity in order to exercise their fundamental rights and access essential public services.
The CRVS system forms the backbone of modern public administration, providing vital data for the exercise of human rights, including legal, economic, social, and political rights.
One of Tajikistan’s main development challenges is the lack of an efficient Civil Registry System (CRS) which is integrated with other systems that record the population’s lifecycle events. Additionally, Tajikistan is the last country in the region to shift from paper-based registration to a digital one.
In line with SDG Target 16.9, which seeks to provide legal identity for all individuals, and with the support of the Swiss Development Cooperation and the European Union, the project aims to implement a Civil Registration System reform which will lead to improved planning for the policyholders, service delivery, and the overall operation of administrative systems of public services.
Duties and Responsibilities
Under direct supervision of the Project Manager, the Capacity Development Analyst will work in close collaboration with the project team and CO programme and operations clusters, Government officials and will have the following duties and responsibilities:
Supervise the training components of of project activities with particular focus on implementing the front and back office modality in all the Civil Registration Offices:
- Provide quality assurance of the training activities related to the digitization of archives as well as the implementation of the front and back offices modality which will be implemented by a third parties.
- Provide advisory support in ensuring that learning tools and guidelines, strategies, plans, manuals are accurate.
- Provide advices to project stakeholders in the implementation and management of capacity development programs by ensuring quality and efficiency based on the best practices of relevant programs.
- Provide technical support and advice to the project team and stakeholders as and when necessary.
- Ensure effectiveness of training programs including performance assessment of trainees.
Conduct capacity gap assessment, needs identification and implementation of capacity development activities including incentive mechanisms for the enhancement of public services and financing modalities:
- Facilitate project stakeholders in reviewing the status of learning programs and other capacity assessment exercises and support them in updating capacity assessment as necessary;
- Provide technical guidance to the project team in the identification of relevant capacity development initiatives.
- Design training and capacity development packages for project stakeholders in close coordination with the project team. The training topics may include but not limited to the issues of the front and back office operations, effective service provision, enhanced financial operations of the civil registry offices, and quality assurance, etc.
- Facilitate project stakeholders and team to deliver other training and capacity development activities including planning, prioritization, detailed project design, procurement of goods and services, financial management, monitoring etc.
- Facilitate the Project Manager to ensure that all activities are prepared in a timely manner and implemented in accordance with stated outcomes and performance indicators
- Provide good quality progress report, develop ToR and ensure delivery of tasks under his/her component.
- Perform any other tasks related to project support assigned by the Project Manager.
Supervise and ensure smooth implementation of the digitization of archives component, including the training of all the CR staff:
- Ensure smooth implementation of the digitization of archives component in line with the approved Digitalization plan.
- Coordinate the works (work plans, volume of work and deliverables, training plans, etc.) of the contractor that will be responsible for the digitization of archives of the Civil Registration department.
- Ensure that the training program designed and led by the contractor is efficient, covers the right people, the training delivery plan is sound, and includes the pre and post-training performance assessment.
- Ensure timely reports by the contractor on the works done, reviews and provides feedback to the contractor.
- Closely and regular monitor the work of the Contractor for the digitalization of the archives component.
Facilitate knowledge and capacity building, knowledge sharing and advocacy relevant to the assigned thematic area(s):
- Organize training, workshops, and capacity building activities in a consultative manner, involving technical experts and stakeholders that may include the government, private sector, NGOs, donors, and/or academia.
- Identify, synthesize and document best practices and lessons learned that are generated from the project and implementing partners.
- Participate in and ensure sound contributions to knowledge networks and communities of practice on project related issues. Support establishment of knowledge platforms for the project, facilitate innovative mechanisms for dissemination of knowledge from the project, and develop knowledge.
The incumbent performs other duties within their functional profile as deemed necessary for the efficient functioning of the Office and the Organization.
Institutional Arrangement
The Capacity Development Analyst will report to the Project Manager and work closely with the project team and will be responsible for providing substantive knowledge and practical assistance on the capacity development of civil registry officers. S/he will provide a structured capacity development programme for the institutional strengthening of civil registry officers and jamoats when required. The Capacity Development Analyst will work closely with the Institute for Advanced Training under the Ministry of Justice of the Republic of Tajikistan. This Institute is officially designated agency for the training of the justice workers including the civil registry staff. The role of the Capacity Development Analyst is to promote the institutionalisation of the training activities included in the project.
Competencies
Core competencies:
- Achieve Results: LEVEL 1: Plans and monitors own work, pays attention to details, delivers quality work by deadline.
- Think Innovatively: LEVEL 1: Open to creative ideas/known risks, is pragmatic problem solver, makes improvements.
- Learn Continuously: LEVEL 1: Open minded and curious, shares knowledge, learns from mistakes, asks for feedback.
- Adapt with Agility: LEVEL 1: Adapts to change, constructively handles ambiguity/uncertainty, is flexible.
- Act with Determination: LEVEL 1: Shows drive and motivation, able to deliver calmly in face of adversity, confident.
- Engage and Partner: LEVEL 1: Demonstrates compassion/understanding towards others, forms positive relationships.
- Enable Diversity and Inclusion: LEVEL 1: Appreciate/respect differences, aware of unconscious bias, confront discrimination.
Cross-Functional and Technical competencies:
- Business Direction and Strategy – System Thinking
- Ability to use objective problem analysis and judgement to understand how interrelated elements coexist within an overall process or system, and to consider how altering one element can impact on other parts of the system.
- Business Development- Knowledge Generation
- Ability to research and turn information into useful knowledge, relevant for context, or responsive to a stated need.
- Business Management – Digital Awareness and Literacy
- Ability and inclination to rapidly adopt new technologies, either through skillfully grasping their usage or through understanding their impact and empowering others to use them as needed.
- Digital & Innovation- Digital learning & development
- Knowledge of digital learning methods and ability to design and develop digital learning programs.
- Digital & Innovation – Innovation capacity building
- Ability to define and create the conditions for trying out new ways of working or introducing new problem-solving approaches to an organization.
- Ability to develop, manage and evaluate a learning curriculum that raises awareness, builds confidence, strengthens innovation capabilities around a certain method, tool or technique; or helps develop an innovation mindset.
- Ability to create the authorizing environment (mandate, incentives) to embed and spread new ways of working.
- In-depth knowledge of one or more innovation methods, broad knowledge of innovation processes and innovation management.
- Ability to align a learning and development strategy with broader innovation strategy.
Required Skills and Experience
Education:
- Master’s degree (or equivalent) from a recognized University in Social Science, International Relations, Business Administration, Pad ministration, Economics, Management, Development Studies or related areas is required. OR
- Bachelor’s degree in the areas mentioned above, in combination with an additional two years of qualifying experience will be given due consideration in lieu of the Master’s degree.
Experience:
- Up to two years (with Master’s degree) or minimum two years (with Bachelor’s degree) of relevant experience in provision of capacity development support in an international Organization/Government/Private sector or CSO.
Language:
- Fluency in English and Tajik language is required.
- Knowledge of Russian language will be an strong advantage
Required skills:
- Experience in the usage of computers and office software packages (MS Word, Excel, etc.) and advance knowledge of spreadsheet and database packages, experience in handling of web-based management systems.
Desired skills:
- Having three years of experience in the design and implementation of capacity development strategies and activities will be an asset.
- Previous experience in designing, planning and implementing training programs will be an asset.
- Previous experience in working with Government, INGOs , development partners will be an asset.
- Previous experience in the area of digital service provision will be an asset.
- Knowledge and experience in coordinating project activities but also different stakeholders and facilitating discussions will be an asset.
- Experience and good understanding of Tajikistan’s development context in general and public administration reform in particular will be an asset.
- Experience and in-depth knowledge of Government structure, Legal and Institutional framework will be an asset.
The following documents shall be required from the applicants:
- Personal CV or P11, indicating all past positions held and their main underlying functions, their durations (month/year), the qualifications, as well as the contact details (email and telephone number) of the Candidate, and at least three (3) the most recent professional references of previous supervisors. References may also include peers.
- A cover letter (maximum length: 1 page) indicating why the candidate considers him-/herself to be suitable for the position.
- Managers may ask (ad hoc) for any other materials relevant to pre-assessing the relevance of their experience, such as reports, presentations, publications, campaigns or other materials.
Disclaimer
Applicant information about UNDP rosters
Note: UNDP reserves the right to select one or more candidates from this vacancy announcement. We may also retain applications and consider candidates applying to this post for other similar positions with UNDP at the same grade level and with similar job description, experience and educational requirements.
Non-discrimination
UNDP has a zero-tolerance policy towards sexual exploitation and misconduct, sexual harassment, and abuse of authority. All selected candidates will, therefore, undergo rigorous reference and background checks, and will be expected to adhere to these standards and principles.
UNDP is an equal opportunity and inclusive employer that does not discriminate based on race, sex, gender identity, religion, nationality, ethnic origin, sexual orientation, disability, pregnancy, age, language, social origin or other status.
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