Gender Programme Officer (AAP), (NO-B), TA (364 days), Chisinau, Moldova#121579 (For Moldova nationals only) - Tenders Global

Gender Programme Officer (AAP), (NO-B), TA (364 days), Chisinau, Moldova#121579 (For Moldova nationals only)

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UNICEF works in some of the world’s toughest places, to reach the world’s most disadvantaged children. To save their lives. To defend their rights. To help them fulfill their potential.

Across 190 countries and territories, we work for every child, everywhere, every day, to build a better world for everyone.

And we never give up.

For every child, a champion…

The escalation of the international armed conflict in Ukraine has caused civilian casualties and destruction of civilian infrastructure, forcing people to flee their homes seeking safety, protection and assistance. As of mid-September 2022 more than 7 million of refugees from Ukraine recorded across Europe. About 600 thousands of individuals arrived to Moldova since 24 February 2022. More than 90 thousand of Ukrainian refugees entering from all borders are remaining in Moldova. [1]

The Government of Moldova has shown leadership in responding to the protection needs of refugees fleeing war in Ukraine. While the Government continues to respond to meet the challenge, it is complemented and assisted by the efforts of partners that are coordinated by UNHCR under the refugee coordination forum. UN agencies and INGO/NGOs partners have stepped up their efforts to assist the response by Ministry of Internal Affairs, Ministry of Labour and Social Protection, Ministry of Health, Ministry of Education and Research, Moldovan Border Police as well as local authorities.

The  reception facilities at border crossing points have been  established and extended to other localities to  receive new arrivals,  provide life-saving assistance, including accommodation, food, and other basic needs etc. . In the reception centers, information is also provided on the asylum process and temporary protection, as well as on the risks of trafficking. Access to basic rights and services, such as health, has been facilitated. Steps have already been taken to foster protection and inclusion into national systems, such as for health and education. Referral services are being scaled up, focusing especially on case management and protection of unaccompanied children and those evacuated from boarding schools, institutions and other alternative care arrangements, survivors of gender-based violence (GBV), victims of trafficking, persons with disabilities and other vulnerable groups

UNICEF Moldova Country Office is involved in the emergency response by supporting the national government and local partners in delivering assistance and protection services., addressing the needs of boys and girls.

To make sure UNICEF work is truly people-centred, we are committed to embedding Accountability to Affected Populations (AAP) in everything we do. AAP is about using power and resources ethically and responsibly.

UNICEF’s Core Commitments for Children in Humanitarian Action (the CCCs) include clear commitments to advance gender equality in emergency preparedness, response, including early recovery

How can you make a difference?

The Gender Programme Officer (AAP) works across all UNICEF programme components within the Refugees Response Plan (RRP) to ensure accountability to and inclusion of people affected by the crisis, facilitating refugees’ participation and strengthening their resilience, with a particular view to the different needs of girls and boys – as part of the office’s wider efforts to leverage gender transformative programming. Coordinates with all relevant stakeholders and RRP partners and improves the capacity ;of humanitarian actors to effectively receive, listen and act on the views of affected populations and take into account differentiated needs. The incumbent is expected to closely collaborate with all programme sectors within the RRP and ensure the specific gender integration of the CCCs and, particularly with the child protection team regarding the prevention of and response to all forms of violence, abuse and exploitation – including with a view to harmful gender stereotypes, social norms and practices.  

Summary of key functions/accountabilities:

  1. Contribute to the design and implementation of strategies and action plans to scale up gender focused actions and AAP interventions Facilitate the development of plans of action to mainstream gender and scale up AAP with clear deliverables, indicators and timeframes to enable timely marked improvement in gender response and AAP performance, based on operational modalities, community preferences and global best practice
  • Ensure feedback, concerns and priorities from affected populations are consistently and systematically well highlighted during emergency clusters and coordination groups, internal meetings and planning processes, focusing  but not limited to OMPs, CMT/PMTs, MYR/EYR etc.
  • Facilitate development and use of harmonized tools and standards for staff and third-party monitoring and reporting on gender specific activities  and AAP activities, in accordance with agreed work plans and ensuring corrective actions are taken as required.
  • Supports the assessment and identification of gender specific needs in the emergency preparedness and response, and provides guidance and technical input on gender responsive emergency programming based on the CCCs.
  • Support indicators identification, measurement and performance tracking as it relates to gender mainstreaming and the targeted Gender Priorities, in collaboration with M&E Specialist and sectoral teams / programme and communication colleagues.
  • Monitor the use of resources as planned and verify compliance with organizational guidelines, rules and regulations and standards of ethics and transparency.
  • Identify additional resources (human, financial, technical, etc.) needed to implement the AAP strategy and key programmatic results on gender and explore options to mobilize these.
  • In collaboration with sectoral teams/programme and operations colleagues and senior management, identify the areas of focus for gender programming/projects with the greatest potential for impact and scale, in alignment with the Gender Action Plan 2022-2025 (GAP) and the country/regional priorities.
  • Work with sectoral teams/ programme and communication colleagues  and senior management to incorporate sound gender indicators, gender tagging, 15% minimum expenditure allocation and measures in programme/project and policy initiatives, proposals, and advocacy efforts and assist in developing gender-sensitive theories of change models for sector and cross-sectoral programming in alignment with the MoRES framework.
  • Supports the effective implementation of protection from sexual exploitation and abuse (PSEA) action plans and mechanisms in the emergency response and supports developing the capacity of CSOs and local stakeholders to more effectively plan and advocate for GBV prevention and response actions in collaboration with Child Protection section.
  1. Advocacy, networking, and capacity building for gender equality and AAP commitments
  • Evaluate capacity building needs in gender and AAP in emergencies and facilitate training, monitoring and reporting efforts at national and subnational levels.
  • Design and implement a capacity building strategy to build the knowledge of, and commitment to gender mainstreaming and AAP approaches for UNICEF and partners.
  • Develop context-specific capacity building materials by contextualizing global and national tools.
  • Identify opportunities to integrate AAP into existing training and tailor content to specific audiences.
  • Collaborate with internal, national, regional and global partners to update, harmonize, link and coordinate activities, tools and processes designed to enhance communication and community engagement in humanitarian response, including use of communication platforms.
  • Maintain and strengthen partnerships and stakeholder engagement through networking and proactive collaboration and engagement with strategic partners, including NGOs, local authorities, community and religious leaders and relevant stakeholders, to promote gender and AAP approaches.
  • Regularly monitor changes and emerging trends, including public perceptions that could impact access and acceptance of UNICEF and the programmes it supports, and recommend appropriate response measures.
  • Provide technical support and guidance to national government, NGOs, UN Agencies and other country-level and local-level partners on AAP issues and approaches, and aspects of gender programming and to ensure incorporation of relevant indicators, implementation plans and measures in programmes/ projects, policy initiatives, proposals, and M&E systems.
  • Participate in needs assessment missions on gender with stakeholders and partners critical for the RRP in the country.
  • Support implementing/operational partners and implementing arrangements and gender quality review of PCA/HPD’s in order to ensure an effective, gender-inclusive emergency response.
  • Build strategic alliances for gender equality with various partners, including with women and girls specific agencies, institutional links with UN agencies and other relevant entities in the RRP.
  • Advocate with all program sections and support key actions for gender, PSEA and AAP mainstreaming during planning, policy development and programming, and through participation in Emergency Clusters and Coordination Groups in the country.
  • With the Child Protection section, contribute to the implementation of GBV strategies across all sectors, including working with CSOs, women’s groups, and other community groups to develop risk mitigation processes and advocate for GBV services and implementation.
  1. Represent and coordinate collective gender responsive initiatives and AAP approaches  in the humanitarian response
  • Serve as the primary focal point within the Country Office on Gender and AAP and regularly update on current gender responsive measures and AAP practices.
  • Represent UNICEF at inter-agency Working Groups, clusters and other relevant groups or networks, formulating and articulating Gender integration and AAP plans and outcomes and disseminating key results, good practices and lessons learnt.
  1. Evidence generation, innovation and knowledge management
  • Manage community engagement and accountability needs assessment to understand information needs, communications preferences, community dynamics, social norms, cultural beliefs and other anthropological factors that could impact programmes.
  • Ensure systematic collection and data analysis of feedback from affected populations through integration of AAP questions in cluster assessments, surveys and other data collection tools and activities.
  • Manage the conduct, analysis and dissemination of results of community. perception surveys (perception of UNICEF and quality supported programmes), especially in the context of a humanitarian response.
  • Support the establishment and management of internal AAP information management functions through a common system to share, aggregate and analyse feedback to identify trends, priority issues and track actions based on feedback from affected populations.
  • Facilitate the implementation and documentation of innovative practices, approaches and latest technology on media and digital platforms and networks that are appropriate/available for the humanitarian context and audience.
  • Institutionalize and share best practices and knowledge products with global/local partners and stakeholders to build capacity of partners and disseminate these products to key audiences including donors and national and global partners.
  • Initiate documentation and sharing of the country-level experience in gender programming and lessons learned as part of the Refugee Response Plan (RRP).
  • Support management and HR in the development of systems, tools and processes that enable staff members and external partners to enhance their understanding and adoption of gender sensitive behaviors and to support implementation of the GAP. 

To qualify as an advocate for every child you will have…

  • First University Degree in the social sciences is desired (i.e. sociology, demography, psychology, political science, social policy or economics), public health, public policy, public administration, international development, or in an area relevant to UNICEF’s sectoral work (e.g. Health, Nutrition, WASH, Education, Child Protection, Social Inclusion, HIV/AIDs, etc.). Academic credentials in gender are a strong asset.

  • Minimum 2 years of progressively responsible professional experience and demonstrated track record of having undertaken and led substantive programming and research on gender and development in key issue areas that are the focus of UNICEF’s Gender Action Plan. Experience in designing, implementing, managing, monitoring and delivering results-based programmes/projects on gender and/or any other cross cutting programme, especially at country level, experience in emergency response is an asset.

  • Developing country work experience and/or familiarity with emergency is considered an asset.
  • Fluency in Romanian is required. Working Knowledge of English is required. Another UN language will be an asset.

For every Child, you demonstrate…

UNICEF’s Core Values of Care, Respect, Integrity, Trust and Accountability(CRITA)underpin everything we do and how we do it. Get acquainted with Our Values Charter: https://uni.cf/UNICEFValues

UNICEF competencies required for this post are…

(1) Builds and maintains partnerships(2) Demonstrates self-awareness and ethical awareness(3)Drive to achieve results for impact(4)Innovates and embraces change(5) Manages ambiguity and complexity(6)Thinks and acts strategically(7)Works collaboratively with others.

[add the 8th competency (Nurtures, leads and manages people) for supervisory role]

During the recruitment process, we test candidates following the competency framework. Familiarize yourself with our competency framework and its different levels: competency framework here.

 

UNICEF is here to serve the world’s most disadvantaged children and our global workforce must reflect the diversity of those children. The UNICEF family is committed to include everyone, irrespective of their race/ethnicity, age, disability, gender identity, sexual orientation, religion, nationality, socio-economic background, or any other personal characteristic.
We offer a wide range of benefits to our staff, including paid parental leave, breastfeeding breaks and reasonable accommodation for persons with disabilities. UNICEF strongly encourages the use of flexible working arrangements.
UNICEF has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UNICEF, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination. UNICEF is committed to promote the protection and safeguarding of all children. All selected candidates will, therefore, undergo rigorous reference and background checks, and will be expected to adhere to these standards and principles. Background checks will include the verification of academic credential(s) and employment history. Selected candidates may be required to provide additional information to conduct a background check.

Remarks:

UNICEF’s active commitment towards diversity and inclusion is critical to deliver the best results for children. For this position, eligible and suitable males are encouraged to apply.

 Only shortlisted candidates will be contacted and advance to the next stage of the selection process.

UNICEF appointments are subject to medical clearance.  Issuance of a visa by the host country of the duty station, which will be facilitated by UNICEF, is required for IP positions. Appointments are also be subject to inoculation (vaccination) requirements, including against SARS-CoV-2 (Covid). Government employees that are considered for employment with UNICEF are normally required to resign from their government before taking up an assignment with UNICEF. UNICEF reserves the right to withdraw an offer of appointment, without compensation, if a visa or medical clearance is not obtained, or necessary inoculation requirements are not met, within a reasonable period for any reason.

Advertised: 05 Oct 2022 GTB Daylight Time
Deadline: 05 Oct 2022 GTB Daylight Time

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