Management Officer (Prevention and Response to Sexual Exploitation Abuse and Harassment-PRSEAH) – P5

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OBJECTIVES OF THE PROGRAMME

WHO is committed to providing a respectful work environment, and to promoting and enforcing policies that respect the inherent dignity of all persons. WHO has zero tolerance for sexual exploitation and abuse (SEA) of the communities it serves and for sexual harassment (SH) of the workforce, and zero tolerance for inaction against SEA and SH. WHO’s approaches to PRSEAH reflect a United Nations system-wide and common approach.

The strategic objective of the programme is to create awareness of PRSEAH risks in all WHO activities, to promote policies and systems that can ready the Organization for and meet the complexities of PRSEAH, and to help implement an effective safeguarding approach across all levels of the Organization. This approach spans prevention, early detection, response, and accountability for PRSEAH. This includes

(1) the development of appropriate policies and plans;

(2) dedicated PRSEAH and safeguarding expertise to support colleagues and operations especially for assessing and mitigating SEAH risk in all community-facing operations and all WHO workplaces;

(3) rigorous awareness of standards and codes of conduct amongst all personnel, contractors, service providers and partners;

(4) recruitment processes that ensure that staff embody the values and standards of the Organization;

(5) appropriate PRSEAH training of all staff and personnel;

(6) easily accessible feedback and complaint mechanisms for staff, whistleblowers, and communities with reliable follow-up and transparent reporting;

(7) effective capacity to investigate alleged cases of SEA;

(8) interaction and coordination with Member States, partners, and the UN system to ensure synergies; and

(9) shifting the Organization to internalize and operationalize a victim and survivor-centered approach and services.

 

DESCRIPTION OF DUTIES

Under the direct supervision of the Regional Director, and in close collaboration with the Director, Programme Management and Director, Administration and Finance and where relevant with the Compliance and Risk Management Officer, and with guidance by the Director PRS (HQ), the Management Officer PRS will do the following:

Within the RO context and working towards imbedding activities into existing regional networks/frameworks:

1. Coordinate the roll out of all PRSEAH work in the region to strengthen the Region’s prevention, detection, reporting and response capacities.
2. Keep the RD regularly and continuously abreast of latest developments in WHO’s global PRS work and of key data and performance indicators of the Region in a global context, and support leadership communication.
3. Identify systemic issues, risks, trends, and concerns related to SEAH, and make recommendations to the RD on potential solutions and, high risk programs including the WHO Health Emergency Programme, the Polio Eradication Initiative, and other programmes that inherently carry a high risk of SEAH and generate reports on a quarterly and annual basis.
4. Ensure that RO staff, and their networks are aware of and adhering to relevant staff rules, their bystander responsibilities, and have knowledge of and access to SEAH reporting mechanisms.
5. Ensure that corporate SEAH risk reduction measures such as regular and consistent screening of personnel is systematically conducted; contractual partners are assessed and supported for PRSEAH, and that an environment that supports the safe reporting of SEAH concerns is created.
6. Proactively engage programme and technical and administrative departments and units to ensure that they are assessing SEAH risk in all activities and integrating risk mitigation measures in implementation; and support the delivery of SEAH sessions, trainings, discussions in the Regional office, and for Member States and partner events.

In support of country operations:

1. Support HWCOs, and country PRSEAH experts and Focal Points to deliver on PRSEAH work and related capacity building.
2. Provide advice on the implementation of a victims-centered approach and support mechanisms.
3. Support SEAH risk assessments in countries to identify risks and develop mitigation plans.

As member of the Global PRSEAH Task Team:

1. Contribute to organization-wide (HQ and inter-regional) knowledge and best practices in PRSEAH management; and contribute proactively in WHO global network for PRSEAH, including for UN-wide efforts.
2. Ensure clear and regular communication between the Office of the RD, WCOs and Director PRSEAH on strategic, programmatic and operational issues, including for resource mobilization and communications.
3. Collaborate with the global SEAH investigations teams as required, maintaining impartiality, confidentiality, and respecting due process, and contribute to data management regarding PRSEAH.
4. Contribute to quarterly mandatory Member States Briefings and reporting to WHO Governing bodies and donors.

In general:

1. As part of the Regional Accountability Team, perform any other duties as assigned.

 

REQUIRED QUALIFICATIONS

Education

Essential: Advanced university degree (Masters level or above) in social sciences, international development, public health, law, management or related field relevant to the functions of the position.
Desirable: Post graduate studies or specialized training in strategy development, human rights, social anthropology, community engagement, or behavior change management.

WHO only considers higher educational qualifications obtained from an institution accredited/recognized in the World  Higher Education Database (WHED), a list updated by the International Association of Universities (IAU)/United  Nations Educational, Scientific and Cultural Organization (UNESCO). The list can be accessed through the link: http://www.whed.net/

 

Experience

Essential: At last 10 years of relevant national and international professional and progressive work experience, including in one or a combination of the following:

• work with children and/or adults who have witnessed or experienced exploitation, abuse or harassment;

• experience in the delivery of programs in complex humanitarian or development contexts;

• experience in intuitional capacity building or change management.

Desirable: Experience in the provision of safeguarding strategic guidance and technical advice in a complex, large organization. Experience managing health interventions in complex humanitarian or development contexts. Experience conducting awareness raising and training on sensitive issues such as sexual exploitation and abuse, and/or child abuse. Experience in a leadership office or team.

 

Skills

• Expert knowledge of safeguarding strategies, approaches and interventions;

• Strong analytical skills and solid understanding of risks, constraints, and obstacles to safeguarding interventions and knowledge on how to avoid common pitfalls;

• Excellent knowledge of safeguarding actors and their comparative strength and weaknesses in the inter-agency effort of prevention and response to SEA;

• Demonstrated knowledge and skills in conducting risk assessments, joint planning and consultation processes with diverse audiences of stakeholders;

• Demonstrated ability to identify and manage difficult situations, to lead and direct multidisciplinary and multinational staff; and ensure confidentiality;

• Sound knowledge and experience of participatory consultation processes and priority identification;

• Excellent negotiation skills and ability to convene stakeholders and facilitate change among UN, NGOs, national health authorities, donors and other actors.

 

WHO Competencies Enhanced WHO Global Competency Model: who-enhanced-competence.pdf

Teamwork
Respecting and promoting individual and cultural differences
Communication
Promoting innovation and organizational learning
Producing results
Creating an empowering and motivating environment

 

Use of Language Skills

Essential: Expert knowledge of written and spoken English.
Desirable: Beginners knowledge of another UN Language.

 

REMUNERATION

WHO salaries for staff in the Professional category are calculated in US dollars. The remuneration for the above position comprises an annual base salary starting at USD 92,731 (subject to mandatory deductions for pension contributions and health insurance, as applicable), a variable post adjustment, which reflects the cost of living in a particular duty station, and currently amounts to USD 3817 per month for the duty station indicated above. Other benefits include 30 days of annual leave, allowances for dependent family members, home leave, and an education grant for dependent children.

 

ADDITIONAL INFORMATION

• This vacancy notice may be used to fill other similar positions at the same grade level
• Only candidates under serious consideration will be contacted.
• A written test and/or an asynchronous video assessment may be used as a form of screening.
• In the event that your candidature is retained for an interview, you will be required to provide, in advance, a scanned copy of the degree(s)/diploma(s)/certificate(s) required for this position. WHO only considers higher educational qualifications obtained from an institution accredited/recognized in the World Higher Education Database (WHED), a list updated by the International Association of Universities (IAU)/United Nations Educational, Scientific and Cultural Organization (UNESCO). The list can be accessed through the link: http://www.whed.net/. Some professional certificates may not appear in the WHED and will require individual review.
• According to article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity. Due regard will be paid to the importance of recruiting the staff on as wide a geographical basis as possible.
• Any appointment/extension of appointment is subject to WHO Staff Regulations, Staff Rules and Manual.
• Staff members in other duty stations are encouraged to apply.
• The WHO is committed to creating a diverse and inclusive environment of mutual respect. The WHO recruits and employs staff regardless of disability status, sex, gender identity, sexual orientation, language, race, marital status, religious, cultural, ethnic and socio-economic backgrounds, or any other personal characteristics.
• The WHO is committed to achieving gender parity and geographical diversity in its staff. Women, persons with disabilities, and nationals of unrepresented and underrepresented Member States (https://www.who.int/careers/diversity-equity-and-inclusion) are strongly encouraged to apply.
• Persons with disabilities can request reasonable accommodations to enable participation in the recruitment process. Requests for reasonable accommodation should be sent through an email to reasonableaccommodation@who.int
• An impeccable record for integrity and professional ethical standards is essential. WHO prides itself on a workforce that adheres to the highest ethical and professional standards and that is committed to put the WHO Values Charter into practice.
• WHO has zero tolerance towards sexual exploitation and abuse (SEA), sexual harassment and other types of abusive conduct (i.e., discrimination, abuse of authority and harassment). All members of the WHO workforce have a role to play in promoting a safe and respectful workplace and should report to WHO any actual or suspected cases of SEA, sexual harassment and other types of abusive conduct. To ensure that individuals with a substantiated history of SEA, sexual harassment or other types of abusive conduct are not hired by the Organization, WHO will conduct a background verification of final candidates.
• Mobility is a condition of international professional employment with WHO and an underlying premise of the international civil service. Candidates appointed to an international post with WHO are subject to mobility and may be assigned to any activity or duty station of the Organization throughout the world.
• WHO also offers wide range of benefits to staff, including parental leave and attractive flexible work arrangements to help promote a healthy work-life balance and to allow all staff members to express and develop their talents fully.
• The statutory retirement age for staff appointments is 65 years. For external applicants, only those who are expected to complete the term of appointment will normally be considered.
• Please note that WHO’s contracts are conditional on members of the workforce confirming that they are vaccinated as required by WHO before undertaking a WHO assignment, except where a medical condition does not allow such vaccination, as certified by the WHO Staff Health and Wellbeing Services (SHW). The successful candidate will be asked to provide relevant evidence related to this condition. A copy of the updated vaccination card must be shared with WHO medical service in the medical clearance process. Please note that certain countries require proof of specific vaccinations for entry or exit. For example, official proof /certification of yellow fever vaccination is required to enter many countries. Country-specific vaccine recommendations can be found on the WHO international travel and Staff Health and Wellbeing website. For vaccination-related queries please directly contact SHW directly at shws@who.int.
• WHO has a smoke-free environment and does not recruit smokers or users of any form of tobacco.
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