Role and responsibilities

The role of the Education Technical Coordinator is to coordinate with the Ministry of Education (MoE) and partners on policy and institutionalization of practices, through technical working groups and in direct NRC negotiations with the MoE and partners. This position will be the focal point within the Education Programme for evidence generation to feed into sector advocacy, in line with the programme advocacy strategy. This position will be active in coordination platforms and lead when needed. This position will support with donor relations and other representational duties when needed.

The following is a brief description of the role.

Generic responsibilities 

• Adherence to NRC policies, guidance and procedures.
• Ensure that projects target beneficiaries most in need of protection, explore and asses new and better ways to assist.
• Promote the rights of refugees in line with the advocacy strategy.
• Contribute to the development of Education Programme strategy, log frames and action plans.
• Conduct specific education technical research and document findings and recommendations.
• Provide training to relevant stakeholders.

Specific responsibilities 

• Responsible for implementation of the national-level pillar of the Education Programme, including advocacy and evidence generation.
• Responsible for mapping and monitoring sector and national policies impacting the Education Programme; ensure effective dissemination of this information to relevant stakeholders including Education Programme team members.
• Responsible for implementation of national-level programming in coordination with area field implementation teams and MoE as needed.
• Coordination with MoE and sector partners for implementation of Education Programme activities.
• Participation in sector working groups; ensure effective dissemination of information to relevant stakeholders within NRC.
• Internal focal point for planning for and coordinating programmatic research and producing evidence-based products for dissemination across the sector.
• Internal focal point for coordination across NRC core competencies to monitor refugee enrolment in formal education.

Critical interfaces

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

• Relevant core competency implementation staff
• Core Competency Specialists
• Regional Technical Advisors
• Advocacy and Communications staff
• M&E department

Scale and scope of position

Competencies

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. Professional competencies 

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

Generic professional competencies for this position: 

• Minimum 3 years of relevant experience within field of expertise.
• Technical specific knowledge from the humanitarian sector.
• Previous experience from working in complex and volatile contexts.
• Documented technical competences related to the position’s responsibilities.
• Documented results related to the position’s responsibilities.
• Fluency in English, both written and verbal.

Context related skills, knowledge and experience (shall be adapted to the specific position):

• Existing knowledge of the sector, policies and platforms.
• Experience in advocacy, including with evidence generation.
• Excellent writing skills for various audiences.
• Experience in technical working groups.
• Diplomacy and representational skills.
• Existing networks within the sector desirable.

2. Behavioural competencies 

• Communicating with impact and respect
• Strategic thinking
• Empowering and building trust
• Influencing
• Analysing
• Working with people

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 NRC Competency Framework