Mandate

• Strong alignment to UNICEF mandate and values

• Be enrolled, within the past year, in a graduate degree program with a preferred major in Economics, Social Sciences, Political Sciences, Business or a related field.
• Exceptionally strong communication skills, with the ability to distill information succinctly and accurately.
• Strategic thinking and planning skills.
• Intellectual curiosity and strong analytical and writing skills.
• Hands-on aptitude, emotional intelligence and self-management skills.
• Excellent organization and time management skills with a keen eye for detail.
• Strong interpersonal and teamwork skills, with the ability to work effectively in a multicultural environment.
• Ability to look beyond the tasks assigned, take ownership of projects and make suggestions on how to improve the role.
• Ability to manage multiple priorities and deadlines while working independently with different stakeholders across several projects.
• Experience with SharePoint and the Microsoft Office Suite.
• Demonstrated ability to manage digital content and information systems, including file organization and version control.
• Interest in global policy, international development, or UNICEF’s thematic priorities.
• Fluency in English (required); knowledge another official UN language (French, Spanish, Arabic, Chinese, Russian) is an asset.
• Project management skills is considered an asset

The following documents are required at onboarding stage:

• Letter of verification from the college or university that the intern is currently enrolled in an undergraduate school and has completed at least two years of full-time studies at a university or equivalent institution towards the completion of an undergraduate degree (if the candidate is 18 years old, this replaces the two-year bachelor’s completion requirement); or, Graduate Degree Program (i.e., Master’s, PhD).  It should also state the expected graduation date.  Recent graduates are allowed until 2 years after degree completion.
• Copy of their most recent official transcript showing excellent academic performance
• Copy of Identification Card (ID)
• One letter of signed recommendation on letterhead or from professional email address
• Certification of health insurance covering the full internship duration

Required Qualifications and Experience

Education

• Advanced university degree in Information Systems, Computer Science, Statistics, Mathematics, Economics, Data Science, Public Administration, Migration Studies, or another relevant field.

Experience and Skills

• At least 5 years of professional experience in migration data management, information management systems, digital governance, or related fields.
• Demonstrated experience in developing strategic roadmaps, technical guidance, or recommendations for the integration or enhancement of information systems, data management platforms, or statistical methodologies.
• Experience in the development, implementation, or review of statistical or data management methodologies, preferably related to migration statistics or official statistics.
• Strong knowledge of migration data management, data governance principles, and relevant international standards and good practices.
• Experience in facilitating stakeholder consultations and working with government institutions, national statistical offices, and international organizations.
• Experience in preparing high-quality analytical, technical, and policy-oriented reports and recommendations.
• Demonstrated knowledge and practical experience of interoperability, administrative data integration, ETL/data pipelines, data-quality management and reconciliation, metadata/data dictionaries, data warehousing or business-intelligence environments, and public-sector digital governance is required. Experience with person-level record linkage or identity matching in administrative data environments is a strong asset.
• Experience in applying gender-sensitive approaches in data collection, analysis, or information management is desirable.

• Excellent analytical, facilitation, organizational, and communication skills.

   

Languages

For this consultancy, Fluency in Georgian and English is required.

Proficiency of language(s) required will be specifically evaluated during the selection process, which may include written and/or oral assessments.

Required Competencies

IOM’s competency framework can be found at this link. Competencies will be assessed during the selection process.

Values - all IOM staff members must abide by and demonstrate these five 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.

Notes

IOM covers Consultants against occupational accidents and illnesses under the Compensation Plan (CP), free of charge, for the duration of the consultancy. IOM does not provide evacuation or medical insurance for reasons related to non-occupational accidents and illnesses. Consultants are responsible for their own medical insurance for non-occupational accident or illness and will be required to provide written proof of such coverage before commencing work. 

Any offer made to the candidate in relation to this vacancy notice is subject to funding confirmation.

Appointment will be subject to certification that the candidate is medically fit for appointment, accreditation, any residency or visa requirements, security clearances.

IOM has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and IOM, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination based on gender, nationality, age, race, sexual orientation, religious or ethnic background or disabilities.

IOM does not charge a fee at any stage of its recruitment process (application, interview, processing, training or other fee). IOM does not request any information related to bank accounts.

IOM only accepts duly completed applications submitted through the IOM e-Recruitment system (for internal candidates link here). The online tool also allows candidates to track the status of their application.

No late applications will be accepted. Only shortlisted candidates will be contacted.

For further information and other job postings, you are welcome to visit our website: IOM Careers and Job Vacancies

Required Qualifications and Experience

Education

•  Bachelor’s degree in political or social sciences, Development Studies, Human Rights, International Relations, Law or a related field from an accredited academic institution with four years of relevant professional experience; OR
• High school diploma with at least six years of relevant working experience.
   

Accredited Universities are those listed in the UNESCO World Higher Education Database.

Experience

• Previous working experience with NGOs or international organizations is an advantage.
•  Demonstrated experience in handling and reporting data with accuracy
•  Good computer skills, including Microsoft Office applications.
   

Skills

•  At least an intermediate level of MS office skills.
• Good organizational and coordination skills.
• Good communication skills (written and verbal).
• Ability to work with accuracy and attention to detail.
   

Languages

All IOM staff members in all categories are required to be fluent in one of the IOM's official languages (English, French, Spanish).

For this position, Fluency in English and Arabic is required. Working knowledge of French is an advantage

Proficiency of language(s) required will be specifically evaluated during the selection process, which may include written and/or oral assessments.

Required Competencies

IOM’s competency framework can be found at this link. Competencies will be assessed during the selection process.

Values - all IOM staff members must abide by and demonstrate these five 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 Level 2

• 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.

Managerial Competencies – behavioural indicators Level 2, if with direct reports

• Leadership: Provides a clear sense of direction, leads by example and demonstrates the ability to carry out the Organization’s vision. Assists others to realize and develop their leadership and professional potential.
• Empowering others: Creates an enabling environment where staff can contribute their best and develop their potential.
• Building Trust: Promotes shared values and creates an atmosphere of trust and honesty.
• Strategic thinking and vision: Works strategically to realize the Organization’s goals and communicates a clear strategic direction.
• Humility: Leads with humility and shows openness to acknowledging own shortcomings. 

Notes

Please refer to this link for guidance on IOM Job Category.

Any offer made to the candidate in relation to this vacancy notice is subject to funding confirmation.

This selection process may be used to staff similar positions in various duty stations. Recommended candidates will remain eligible to be appointed in a similar position for a period of 24 months.

Appointment will be subject to certification that the candidate is medically fit for appointment, accreditation, any residency or visa requirements, security clearances.

IOM has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and IOM, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination based on gender, nationality, age, race, sexual orientation, religious or ethnic background or disabilities.

IOM does not charge a fee at any stage of its recruitment process (application, interview, processing, training or other fee). IOM does not request any information related to bank accounts.

IOM only accepts duly completed applications submitted through the IOM e-Recruitment system (for internal candidates link here). The online tool also allows candidates to track the status of their application.

No late applications will be accepted. Only shortlisted candidates will be contacted.

For further information and other job postings, you are welcome to visit our website: IOM Careers and Job Vacancies

Required Qualifications and Experience

Education

• Bachelor’s degree in political or social sciences, Development Studies, Human Rights, International Relations, Law or a related field from an accredited academic institution with four years of relevant professional experience; OR

• High school diploma with at least six years of relevant working experience.

Accredited Universities are those listed in the UNESCO World Higher Education Database.

Experience

• Previous working experience with NGOs or international organizations is an advantage; 
• Demonstrate accuracy in handling and reporting data.
• Good computer skills, including Microsoft Office applications.
   

Skills

•  At least an intermediate level of MS Office skills;
• Good organizational and coordination skills;
• Good communication skills (written and verbal).
• Ability to work with accuracy and attention to detail.
   

Languages

All IOM staff members in all categories are required to be fluent in one of the IOM's official languages (English, French, Spanish).

For this position, TO COPY-PASTE FROM POSTING DESCRIPTION

Proficiency of language(s) required will be specifically evaluated during the selection process, which may include written and/or oral assessments.

Required Competencies

IOM’s competency framework can be found at this link. Competencies will be assessed during the selection process.

Values - all IOM staff members must abide by and demonstrate these five 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 Level 2

• 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.

Managerial Competencies – behavioural indicators Level 2, if with direct reports

• Leadership: Provides a clear sense of direction, leads by example and demonstrates the ability to carry out the Organization’s vision. Assists others to realize and develop their leadership and professional potential.
• Empowering others: Creates an enabling environment where staff can contribute their best and develop their potential.
• Building Trust: Promotes shared values and creates an atmosphere of trust and honesty.
• Strategic thinking and vision: Works strategically to realize the Organization’s goals and communicates a clear strategic direction.
• Humility: Leads with humility and shows openness to acknowledging own shortcomings. 

Notes

Please refer to this link for guidance on IOM Job Category.

Any offer made to the candidate in relation to this vacancy notice is subject to funding confirmation.

This selection process may be used to staff similar positions in various duty stations. Recommended candidates will remain eligible to be appointed in a similar position for a period of 24 months.

Appointment will be subject to certification that the candidate is medically fit for appointment, accreditation, any residency or visa requirements, security clearances.

IOM has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and IOM, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination based on gender, nationality, age, race, sexual orientation, religious or ethnic background or disabilities.

IOM does not charge a fee at any stage of its recruitment process (application, interview, processing, training or other fee). IOM does not request any information related to bank accounts.

IOM only accepts duly completed applications submitted through the IOM e-Recruitment system (for internal candidates link here). The online tool also allows candidates to track the status of their application.

No late applications will be accepted. Only shortlisted candidates will be contacted.

For further information and other job postings, you are welcome to visit our website: IOM Careers and Job Vacancies

Background:

UN Women, grounded in the vision of equality enshrined in the Charter of the United Nations, works for the elimination of discrimination against women and girls; the empowerment of women; and the achievement of equality between women and men as partners and beneficiaries of development, human rights, humanitarian action and peace and security.

UN Women, grounded in the vision of equality enshrined in the Charter of the United Nations, works for the elimination of discrimination against women and girls; the empowerment of women; and the achievement of equality between women and men as partners and beneficiaries of development, human rights, humanitarian action and peace, and security.

To support member states in implementing the 2030 Agenda, the UN Women’s Global Flagship Programme Initiative (FPI) “Making Every Woman and Girl Count” (Women Count) aims to effect a radical shift in the availability, accessibility, and use of data and statistics on key aspects of gender equality and women’s empowerment. The FPI envisions a multi-year and multi-country programme of work, complemented by global and regional strategies linking normative and technical work on gender statistics at the global level to the regional and national levels through three interlinked areas of work:

• Building a supportive policy and institutional environment for the localization and effective monitoring of the Sustainable Development Goals (SDGs);
• Increasing the quality, comparability, and regularity of gender statistics to address national data gaps and meet reporting commitments under the SDGs; and
• Ensuring that gender statistics are accessible to users in governments, civil society, academia, and the private sector, to strengthen adequate demand for their production.

In line with this global FPI developed by UN Women HQ, UN Women Arab States Regional Office developed a regional project that is specific to the context of the Arab States region and responds to the Regional Strategic Note 2026-29  in order to:

1. Advance the production and use  of gender statistics across the region and strengthen national-level SDGs monitoring and reporting through building holistic systems at national and regional level to measure SDG 5 and other key SDG indicators that require sex-disaggregation; and 
2. Collaborate with regional bodies/partners in the Arab States to produce comprehensive and comparative gender statistics, analysis and advance accessibility and knowledge sharing.

Under the direct supervision of the Deputy Regional Director of UN Women ROAS and matrix supervision of the Chief of the Research and Data Section of UN Women HQ, the Regional Specialist on Gender Statistics and SDG Monitoring will oversee the regional implementation of Women Count; provide technical leadership, knowledge and capacity development services to regional and national partners, UN Women offices and project/programme teams to advance capacities, knowledge sharing and data availability in the area of gender statistics and SDGs monitoring; advise and support the regions senior leadership team on UN Women’s strategic engagement at the regional and country level, including by building partnerships and advocating for better gender data;  and leading knowledge generation in the area of gender statistics and SDGs monitoring and implementation. 

Key Functions and Accountabilities:

Manage and oversee the implementation of Making Every Woman and Girl Count (Women Count) at the regional level

• Lead the planning of the regional project and activities to ensure timely and comprehensive implementation of Women Count and ensure that the implementation of Women Count follows strict quality standards, as established under the Fundamental Principles of Official Statistics and the Principles Governing International Statistical Activities;
• Lead the alignment of the regional project to the Regional Strategic Note (2026-29) and ensure alignment with national priorities as defined in the UNSDCFs and UN Women Country level Strategic Notes;
• Working with the HQ Programme Management Specialist, manage and oversee programmatic and administrative management necessary for the implementation of Women Count in the Arab States, including budget planning, budget/programme performance oversight, and inputs to results-based budgeting;
• Oversee regional project monitoring reports on Strategic Note and Strategic Plan indicators as related to the Women Count project;
• Coordinate with the team at Headquarters to report on activities, contribute to the regional perspective and ensure that the implementation of regional activities is in line with the overall objectives of Women Count;
• Ensure that the organization’s resources are being spent efficiently, in accordance with its objectives;
• Working with the team at HQ,  provide substantive technical inputs to the production of quality monitoring and evaluation plans that are in line with and consistent with the overall objectives of the project and UN Women’s regional strategic note;
• Oversee the collection, analysis, and reporting of programme data and results in coordination with the HQ Programme Management Specialist and the Monitoring, Learning and Evaluation (MLE) Specialist;
• Effectively manage the targets established and oversee the monitoring of results, including ensuring adequate inputs and performance indicators are incorporated to allow for effective progress monitoring and successful achievement of Women Count;
• Contribute to all activities related to the learning, monitoring, and evaluation of Women Count and support regional monitoring related to the UN Women Strategic Plan 2026-2029, particularly Outcome 2, and the Regional Strategic Note.

Establish and provide targeted strategic knowledge and capacity development services to UN Women offices and project/programme teams in alignment with regional and national level Strategic Notes, and build capacity to strengthen policy and institutional capacities, quality data production and use 

• Lead the establishment of UN Women’s statistical strategy and its implementation in the region, including focused strategic direction and positioning of UN Women’s work on gender and statistics at the regional and country levels in the period of the regional Strategic note (2026-29);
• Provide direct technical and advisory support  to UN Women’s MEWGC pathfinder and non-pathfinder countries in the region;
• Produce and disseminate templates, guidance notes, and methodologies, including for conducting country-level assessments, and national and sectoral plans to monitor the gender-related commitments in the SDGs and data use plans;
• Provide adequate technical and policy leadership to UN Women offices and ROAS Member States on demand, including providing direct technical support to countries on all matters related to gender statistics and SDGs monitoring;
• Provide referral services to countries, including as necessary, through the establishment of a roster of thematic consultants and experts on gender statistics;
• Produce and disseminate technical notes and methodologies for Tier I and Tier II SDG indicators, based on needs, capacities, and expertise;
• Lead and oversee regional capacity building initiatives for UN Women country and programme offices in order to progressively strengthen their capacity in the area of gender statistics;
• Establish and actively lead a regional community of practice to facilitate knowledge sharing, improve coordination, and support knowledge sharing on gender statistics.
• Codify best practices and lessons learned, and knowledge-sharing, covering all aspects of the regional programme;

Lead and manage  UN Women’s strategic engagement at the regional level, including building partnerships, providing technical support and advancing gender data

• Develop and manage the partnerships needed to implement regional FPI, including with governments, donors, international agencies, civil society and philanthropic organizations, and the private sector;
• Strengthen UN Women’s relationship with key regional players such as ESCWA Division of Statistics, League of Arab States (LAS) statistics unit, Arab Institute for Training and Research in Statistics (AITRS), OIC statistical economic and social research and training center for Islamic countries, UNECA, and other international agencies, academic research institutes, and civil society organizations, particularly to strengthen gender data use in the region;
• Facilitate South-South and triangular cooperation to support sub-regional and national processes on gender statistics;
• Advance discussions around the regional adaptation of SDGs indicators, including by promoting a strong link between globally agreed indicators and their regional adaptations and ensuring that these are fed into national plans to localize SDGs;
• Identify and implement opportunities to deepen the work on gender statistics with the UN’s Regional Collaboration Platforms Issue-Based Coalition (IBC), particularly the IBC on Gender;
• Lead and quality assure UN-Women regional technical contributions  to global/ regional/sub-regional/national workshops, seminars, colloquia, and other training events related to statistics and SDGs monitoring and implementation, including proposals concerning agenda topics, possible participants, preparation of documents and presentations, etc.;
• Promote and publicize the work of UN Women on gender statistics;
• Lead resource mobilization by advising senior leadership in the region and HQ women count team, working with regional strategic partnership specialist,      developing concept notes and prodocs and engaging with partners and potential donors to raise additional funding for the MEWGC project;
• Lead capacity development initiatives, including the delivery of specialized technical training to support the implementation of the regional strategic note;
• Advance inter-regional knowledge on best practices in data collection, particularly with respect to the production of gender statistics;
• Lead the monitoring and collection of use cases of gender statistics at the regional level;
• Produce regional guidance notes on best practices and lessons learned in gender statistics;
• Advance normative frameworks to create and enabling environment for the collection and use of gender statistics.

The incumbent performs other duties within their functional profile as deemed necessary for the efficient functioning of the Office and the Organisation.

Supervisory/Managerial Responsibilities: 

The incumbent leads a team of 6, which includes 2 direct reports (NOB & GS ) including matrix manager for 4 country office staff (NOC & GS l) and affiliate personnel (consultants).

Competencies :

Core Values:

• Integrity;
• Professionalism;
• Respect for Diversity.

Core Competencies:

• Awareness and Sensitivity Regarding Gender Issues;
• Accountability;
• Creative Problem Solving;
• Effective Communication;
• Inclusive Collaboration;
• Stakeholder Engagement;
• Leading by Example.

Please visit this link for more information on UN Women’s Values and Competencies Framework: 

Functional Competencies:

• Excellent knowledge related to current policies and practices in the area of gender statistics;
• Strong knowledge of modalities of UN technical support at global, regional, and country levels, with a focus on gender statistics;
• Strong leadership skills and ability to lead by example and motivate a diverse team to achieve results in a timely manner;
• Strong knowledge of UN intergovernmental processes, including the monitoring framework established for SDGs;
• Strong communications skills, with proven expertise in writing cogent and convincing policy and programme documents for development practitioners;
• Proven analytical and problem-solving skills;
• Ability to leverage information technology, information systems, management techniques, and tools for optimal office performance;
• Strong planning, goal-setting, and prioritization skills;
• Ability to establish and foster good relations with government counterparts, UN agencies, donors, and NGO partners;
• Proven ability to promote individual and organizational learning and knowledge sharing using formal and informal methodologies;
• Proven ability to organize and manage knowledge management processes and tools;
• Excellent presentational and public speaking skills.

Required Qualifications:

Education and Certification:

• Master’s degree or equivalent in statistics, demography, economics, is required;
• A first-level university degree in combination with two additional years of qualifying experience may be accepted in lieu of the advanced university degree.

Experience:

• At least 7 years of progressively responsible work experience in gender statistics is required;
• Experience in gender equality and women's empowerment programming is required;
• Experience working in the UN system is desirable;
• Experience in leading and managing personnel in international settings is required;
• Experience in the usage of computers and office software packages (MS Word, Excel, etc.) and spreadsheet and database packages; experience in handling web-based management systems is required;
• Experience in the use of a modern web-based ERP System, preferably Oracle Cloud, AI, is desirable;
• Experience working in the Arab States region is desirable.

Languages:

• Fluency in English is required;
• Knowledge of another official UN language (French, Arabic) is desirable.

Statements :

In July 2010, the United Nations General Assembly created UN Women, the United Nations Entity for Gender Equality and the Empowerment of Women. The creation of UN Women came about as part of the UN reform agenda, bringing together resources and mandates for greater impact. It merges and builds on the important work of four previously distinct parts of the UN system (DAW, OSAGI, INSTRAW and UNIFEM), which focused exclusively on gender equality and women's empowerment.

Diversity and inclusion:

At UN Women, we are committed to creating a diverse and inclusive environment of mutual respect. UN Women recruits, employs, trains, compensates, and promotes regardless of race, religion, color, sex, gender identity, sexual orientation, age, ability, national origin, or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, competence, integrity and organizational need.

If you need any reasonable accommodation to support your participation in the recruitment and selection process, please include this information in your application.

UN Women has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UN Women, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination. All selected candidates will be expected to adhere to UN Women’s policies and procedures and the standards of conduct expected of UN Women personnel and will therefore undergo rigorous reference and background checks. (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.)

Note: Applicants must ensure that all sections of the application form, including the sections on education and employment history, are completed. If all sections are not completed the application may be disqualified from the recruitment and selection process.

Background:

UN Women, grounded in the vision of equality enshrined in the Charter of the United Nations, works for the elimination of discrimination against women and girls; the empowerment of women; and the achievement of equality between women and men as partners and beneficiaries of development, human rights, humanitarian action and peace and security.

The work of UN Women in Moldova is guided by its Country Strategic Note 2023-2027, aligned with the UN Sustainable Development Cooperation Framework for Moldova (2023-2027), UN Women Global Strategic Plan, National Programs and Strategies and aims to contribute to the gender-responsive implementation of the 2030 Agenda for Sustainable Development. The Strategic Note focuses on four main areas: 1) Ending Violence against Women; 2) Women’s Leadership and Governance; 3) Women’s Economic empowerment and 4) Humanitarian and Peace development nexus and UN Coordination on Gender Equality.  

Violence against women remains one of the most widespread, persistent and severe human rights violations in the Republic of Moldova. Evidence shows that three out of four women have experienced some form of abuse by an intimate partner; psychological violence affects 71 per cent of women, one in three women has experienced physical violence, and 20.9 per cent have been subjected to sexual violence.

Based on the European Commission Implementing Decision on the Annual Action Plan in favor of the Republic of Moldova for 2022, NDICI-GEO-NEAR/2022/ACT-61535 EU4 Resilience and Governance, UN Women Moldova CO is implementing a four-year project (November 2023 – October 2027) titled "Ending Violence, Expanding Livelihood Opportunities for Women and Accelerating Gender Governance in Moldova" (hereinafter EVOLVE4GE).  The project interventions aim to improve the prevention of violence against women and domestic violence and contribute to behavioral change toward strengthening the culture of reporting and supporting women and girls in exercising their rights, reaching out to recourse mechanisms, and expanding and improving the specialist services.

To advance national efforts to prevent and respond to violence against women and domestic violence (VAW/DV), the EVOLVE4GE project has supported the institutionalization and strengthening of the national capacity development system for multidisciplinary teams (MDTs), a key mechanism for ensuring coordinated, survivor-centred and rights-based services at local level. Under the leadership of the National Agency for the Prevention and Combating of Violence against Women and Domestic Violence (GBV Agency), with support from UN Women and UNICEF, financial support from the European Union, and methodological assistance from AO AVE Copiii, the National MDT Training Programme and Curriculum was developed and is currently undergoing the national accreditation process. The Programme provides a standardized, practice-oriented and evidence-informed learning framework designed to strengthen the knowledge, competencies and practical skills of multidisciplinary professionals across the country. It aims to enable MDT members to deliver coordinated, consistent and survivor-centred responses grounded in rights-based, gender-responsive, trauma-informed and inclusive approaches. The Programme also strengthens the capacity of frontline professionals to respond effectively to the diverse needs of women and girls experiencing multiple and intersecting forms of discrimination, including women with disabilities, Roma women, refugee women, older women and women living in rural communities.

As part of the EVOLVE4GE project, and in partnership with UNICEF Moldova, MDT professionals from districts of Nisporeni, Călărași and Taraclia, representing social assistance, law enforcement, health, education and local public authorities, strengthened their knowledge and practical skills in applying survivor-centred approaches, coordinated case management and interinstitutional cooperation. These efforts contributed to stronger local coordination mechanisms, enhanced institutional capacities and improved access to coordinated, quality services for women and girls affected by violence.

Description of Responsibilities/ Scope of Work

The objective of this assignment is to provide technical expertise to the GBV Agency to develop a package of methodological and training materials on the multidisciplinary response to cases of violence, together with a training evaluation toolkit. The assignment will support the delivery of the National MDT Training Programme and Curriculum through a Facilitator Guide for trainers, trainer PowerPoint presentations, training materials, and tools to assess learning outcomes, training relevance and programme effectiveness.

Under the overall guidance of the GBV Agency and in coordination with UN Women, the National Consultant will undertake the following tasks:

• Conduct a desk review of the MDT Training Programme and Curriculum, relevant methodological resources and existing training materials to inform the development of a coherent, evidence-informed package of methodological and training materials.
• Develop a package of three methodological and training materials on the multidisciplinary response to cases of violence against women and domestic violence, comprising: a Facilitator Guide for trainers; trainer PowerPoint presentations based on the MDT Training Programme and Curriculum; and a participant training package, including key concepts, case studies, practical exercises, handouts and supporting learning materials.
• Develop one training evaluation toolkit, including pre- and post-training knowledge assessment tools and participant evaluation forms, to measure learning outcomes, training relevance and the effectiveness of the training programme.
• Ensure that all methodological and training materials consistently integrate evidence-informed, survivor-centred, gender-responsive, trauma-informed and inclusive approaches, with practical guidance for application by multidisciplinary teams.
• Facilitate technical consultations with the GBV Agency, UN Women, UNICEF and relevant stakeholders to validate the draft package of methodological and training materials and the training evaluation toolkit, ensuring alignment with the MDT Training Programme and Curriculum.
• Finalize the package of three methodological and training materials and the training evaluation toolkit and prepare a brief final report summarizing the work undertaken, key achievements, lessons learned and recommendations to support effective, consistent and sustainable implementation.

The consultant will report to the Project Officer on Ending Violence against Women under the EVOLVE4GE project, who will serve as the primary focal point for all matters related to the contract, deliverables and payments. The consultant’s work will be carried out under the overall coordination of the EVOLVE4GE Project Manager and the UN Women Programme Specialist on Ending Violence against Women.

The consultant is expected to maintain regular communication and coordination with the Project Officer on Ending Violence against Women regarding the progress of deliverables. The consultant must promptly inform UN Women and the GBV Agency in writing of any unforeseen challenges or risks that may arise during the assignment and propose mitigation measures to ensure the timely and successful completion of deliverables.

Deliverables

• All deliverables shall be submitted in Romanian. The final deliverable shall also be submitted in English.

Consultant’s Workplace and Official Travel

This is a home-based consultancy, with no travel required for this assignment. 

Financial Arrangements

Payments shall be made upon certification by UN Women that the services related to each deliverable, as described above, have been satisfactorily performed and that the deliverables have been submitted and approved by or before the due dates specified above.

Performance Evaluation

The consultant’s performance will be evaluated against performance criteria such as timeliness, responsibility, initiative, communication, accuracy, and quality of the products delivered, emphasizing the effective integration of gender considerations throughout the assignment.

Competencies :

Core Values:

• Integrity;
• Professionalism;
• Respect for Diversity.

Core Competencies:

• Awareness and Sensitivity Regarding Gender Issues;
• Accountability;
• Creative Problem Solving;
• Effective Communication;
• Inclusive Collaboration;
• Stakeholder Engagement;
• Leading by Example.

Please visit this link for more information on UN Women’s Values and Competencies Framework: 

Functional Competencies:

Knowledge Management and Learning

• Demonstrates strong technical knowledge of ending violence against women and domestic violence, including survivor-centred, rights-based, gender-responsive, trauma-informed and inclusive approaches;
• Applies knowledge of national legislation, referral pathways, intersectoral coordination mechanisms and institutional mandates relevant to the prevention of and response to violence against women and domestic violence;
• Demonstrates proven ability to develop high-quality curricula, training programmes, facilitator guides, methodological tools and practical training materials for multidisciplinary professionals;
• Applies adult learning principles, participatory facilitation methods, case-based learning and reflective practice to support effective capacity development.

Technical Quality, Coordination and Communication

• Produces clear, concise, user-friendly and methodologically sound written materials, in line with UN Women standards and the requirements of the assignment;
• Demonstrates strong analytical, drafting and synthesis skills, with the ability to translate complex concepts into practical guidance for facilitators and frontline professionals;
• Communicates effectively and coordinates constructively with UN Women, the GBV Agency, and relevant stakeholders to ensure timely delivery of quality outputs;
• Demonstrates accountability, responsiveness to feedback and ability to deliver results within agreed timelines.

Partnership and Inclusive Collaboration

• Demonstrates ability to work respectfully and effectively in a multicultural and multidisciplinary environment, maintaining constructive working relationships with national institutions, service providers, academia, civil society and development partners;
• Promotes inclusive collaboration and ensures that guidance and training materials are responsive to the diverse needs and experiences of women and girls, including those facing intersecting forms of discrimination.

Required Qualifications

Education and Certification:

• Master’s degree in social sciences, gender studies and/or any other degree relevant to the requirements of the TOR is required;
• A first-level university degree in combination with two additional years of qualifying experience may be accepted in lieu of the advanced university degree.

Experience:

• At least five years of professional experience in the field of ending violence against women and domestic violence and/or gender equality is required;
• Experience in developing and/or revising curricula, training programmes, facilitator guides, methodological tools or capacity development materials in the field of ending violence against women and domestic violence and/or gender equality is required;
• Experience in conducting consultations and engaging with national stakeholders, including state authorities, public institutions, service providers, academia and/or civil society organizations, is considered an asset;
• Previous experience working with UN agencies, international organizations or donor-funded programmes is considered an asset.

Languages:

• Fluency in written and spoken Romanian and English is required;
• Knowledge of Russian is considered an asset.

Please note that only shortlisted candidates will contacted.

Statements :

In July 2010, the United Nations General Assembly created UN Women, the United Nations Entity for Gender Equality and the Empowerment of Women. The creation of UN Women came about as part of the UN reform agenda, bringing together resources and mandates for greater impact. It merges and builds on the important work of four previously distinct parts of the UN system (DAW, OSAGI, INSTRAW and UNIFEM), which focused exclusively on gender equality and women's empowerment.

Diversity and inclusion:

At UN Women, we are committed to creating a diverse and inclusive environment of mutual respect. UN Women recruits, employs, trains, compensates, and promotes regardless of race, religion, color, sex, gender identity, sexual orientation, age, ability, national origin, or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, competence, integrity and organizational need.

If you need any reasonable accommodation to support your participation in the recruitment and selection process, please include this information in your application.

UN Women has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UN Women, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination. All selected candidates will be expected to adhere to UN Women’s policies and procedures and the standards of conduct expected of UN Women personnel and will therefore undergo rigorous reference and background checks. (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.)

Note: Applicants must ensure that all sections of the application form, including the sections on education and employment history, are completed. If all sections are not completed the application may be disqualified from the recruitment and selection process.
 

Required Qualifications and Experience

Education

• University degree from an accredited institution in Security and or Gender Studies; International Relations; Migration Studies; or a related field.

Experience

• Minimum 3 years of relevant professional experience in training design and delivery, capacity development, institutional strengthening, gender equality, border management, migration management, protection, counter-trafficking, community engagement or related fields.

• Experience designing or delivering Training of Trainers programs and supporting integration of training packages into institutional training systems is required/preferred.

• Experience developing communication, outreach, awareness-raising, mentorship or empowerment plans, especially on women’s participation in public service, security, border management or related sectors, is an asset.

• Experience facilitating consultations, technical meetings, community dialogues and multi-stakeholder processes with government counterparts, local communities and development partners.

• Experience working with UN agencies, international organizations, donor-funded projects or Government institutions is an asset.

Skills

• Demonstrable skills in drafting recommendations and action plans, training curriculum development, pre/post assessments and training reports for government or security-sector counterparts.

• Knowledge of border management, migration trends and gender issues in Central Asia is desirable.

•  Excellent interpersonal skills.

Languages

For this consultancy, fluency in Tajik and Russian is required. Knowledge of English language is a distinct advantage.

Proficiency of language(s) required will be specifically evaluated during the selection process, which may include written and/or oral assessments.

Required Competencies

IOM’s competency framework can be found at this link. Competencies will be assessed during the selection process.

Values - all IOM staff members must abide by and demonstrate these five 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.

Notes

IOM covers Consultants against occupational accidents and illnesses under the Compensation Plan (CP), free of charge, for the duration of the consultancy. IOM does not provide evacuation or medical insurance for reasons related to non-occupational accidents and illnesses. Consultants are responsible for their own medical insurance for non-occupational accident or illness and will be required to provide written proof of such coverage before commencing work. 

Any offer made to the candidate in relation to this vacancy notice is subject to funding confirmation.

Appointment will be subject to certification that the candidate is medically fit for appointment, accreditation, any residency or visa requirements, security clearances.

IOM has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and IOM, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination based on gender, nationality, age, race, sexual orientation, religious or ethnic background or disabilities.

IOM does not charge a fee at any stage of its recruitment process (application, interview, processing, training or other fee). IOM does not request any information related to bank accounts.

IOM only accepts duly completed applications submitted through the IOM e-Recruitment system (for internal candidates link here). The online tool also allows candidates to track the status of their application.

No late applications will be accepted. Only shortlisted candidates will be contacted.

For further information and other job postings, you are welcome to visit our website: IOM Careers and Job Vacancies

Required Qualifications and Experience

Education

• Bachelor’s/University degree in Political or Social Science, Business Administration, International Relations, Migration or Development Studies, Human Rights, Law or a related field from an accredited academic institution with three years of relevant professional experience; or,

• High School Diploma with five years of relevant professional experience.

Accredited Universities are those listed in the UNESCO World Higher Education Database.

Experience

• Proven work experience either in project development and project management;

• Work experience in technical writing, editing, and reporting; 

• Work experience in donor relations and report writing for relevant donors would be a distinct advantage;

• Some experience in and understanding of monitoring and evaluation concepts; and,

• Some relevant work experience in international development or the humanitarian sector.

Skills

• Ability to work with a wide cross-section of research partners: Government, NGOs, communities, academic institutions, media and international donors; 

• Good English writing skills; 

• Good communication and negotiation skills;

• Ability and proven track record to prepare and present clear and concise research papers and reports in English and French; 

• Good organisation skills, analytical and creative thinking; 

• High computer literacy; familiarity with standard word processing, spreadsheet, database, publishing, internet research, and e-mail communication;

• Personal commitment, flexibility, efficiency and drive for results; ability to perform research and make effective decisions under time pressure; and, 

• Ability to work effectively and harmoniously with colleagues from varied cultures and professional backgrounds.

Languages

All IOM staff members in all categories are required to be fluent in one of the IOM's official languages (English, French, Spanish).

For this position, fluency in English and Arabic is required (oral and written). DESIRABLE: Working knowledge of French.

Proficiency of language(s) required will be specifically evaluated during the selection process, which may include written and/or oral assessments.

Required Competencies

IOM’s competency framework can be found at this link. Competencies will be assessed during the selection process.

Values - all IOM staff members must abide by and demonstrate these five 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 Level 1

• 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.

Please refer to this link for guidance on IOM Job Category.

Any offer made to the candidate in relation to this vacancy notice is subject to funding confirmation.

This selection process may be used to staff similar positions in various duty stations. Recommended candidates will remain eligible to be appointed in a similar position for a period of 24 months.

Appointment will be subject to certification that the candidate is medically fit for appointment, accreditation, any residency or visa requirements, security clearances.

IOM has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and IOM, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination based on gender, nationality, age, race, sexual orientation, religious or ethnic background or disabilities.

IOM does not charge a fee at any stage of its recruitment process (application, interview, processing, training or other fee). IOM does not request any information related to bank accounts.

IOM only accepts duly completed applications submitted through the IOM e-Recruitment system (for internal candidates link here). The online tool also allows candidates to track the status of their application.

No late applications will be accepted. Only shortlisted candidates will be contacted.

For further information and other job postings, you are welcome to visit our website: IOM Careers and Job Vacancies

Required Qualifications and Experience

Education

• University degree in law, international relations, migration, social work, public administration, human rights protection or related fields.

Experience

• At least five years of professional experience in one or more relevant areas, including counter-trafficking, social protection, human rights protection or related fields.
• Experience in conducting research, needs assessments, institutional analysis and preparing analytical reports and recommendations.
• Experience in developing, updating or adapting standard operating procedures (SOPs), referral mechanisms, case management tools and practical guidance materials.
• Knowledge of international standards and approaches in the protection of migrants in vulnerable situations, including children and victims of trafficking in persons.
• Knowledge of child protection principles, survivor-centred approaches, the “do no harm” principle, confidentiality and safe handling of sensitive information.
• Experience working with government authorities, international organizations and other stakeholders.
• Experience working in Central Asia or a comparable regional context is an advantage. 
   

Skills

• Excellent analytical, communication and reporting skills.

Languages

Fluency in English; knowledge of Russian is preferable.

Required Competencies

IOM’s competency framework can be found at this link. Competencies will be assessed during the selection process.

Values - all IOM staff members must abide by and demonstrate these five 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.

Notes

IOM covers Consultants against occupational accidents and illnesses under the Compensation Plan (CP), free of charge, for the duration of the consultancy. IOM does not provide evacuation or medical insurance for reasons related to non-occupational accidents and illnesses. Consultants are responsible for their own medical insurance for non-occupational accident or illness and will be required to provide written proof of such coverage before commencing work. 

Any offer made to the candidate in relation to this vacancy notice is subject to funding confirmation.

Appointment will be subject to certification that the candidate is medically fit for appointment, accreditation, any residency or visa requirements, security clearances.

IOM has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and IOM, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination based on gender, nationality, age, race, sexual orientation, religious or ethnic background or disabilities.

IOM does not charge a fee at any stage of its recruitment process (application, interview, processing, training or other fee). IOM does not request any information related to bank accounts.

IOM only accepts duly completed applications submitted through the IOM e-Recruitment system (for internal candidates link here). The online tool also allows candidates to track the status of their application.

No late applications will be accepted. Only shortlisted candidates will be contacted.

For further information and other job postings, you are welcome to visit our website: IOM Careers and Job Vacancies

• Education: Master’s degree in economics
• Work Experience: Minimum ten years’ experience conducting research on economics in developing countries.
• Demonstrated experience applying economic valuation methodologies to WASH health, nutrition, environmental or infrastructure sectors.
• Experience undertaking national investment cases, cost-benefit analysis or public expenditure reviews for governments or development partners
• Skills:
• Experience with conducting research into rural and/or urban sanitation in developing country contexts
• Advanced university degree in economics, health economics, development economics, public finance, environmental economics or a closely related field.
• Demonstrated experience in economics of sanitation, WASH costing, cost-benefit analysis, public expenditure analysis or infrastructure investment appraisal.
• Familiarity with the World Bank ESI methodology and current SDG/JMP sanitation classifications.
• Experience analysing sanitation-health-nutrition pathways.
• Experience with rural, urban and peri-urban sanitation and the full sanitation service chain.
• Strong quantitative skills, including scenario modelling and sensitivity analysis.
• Experience in Zimbabwe or Southern Africa is highly desirable.
• Demonstrated ability to translate technical analysis into policy briefs and senior-level financing messages.
• Experience facilitating government validation processes and transferring economic models to national institutions.
• Fluency in English. Knowledge of relevant Zimbabwean languages would be an advantage for primary consultations

• Language Requirements: English
• Desirables: Knowledge of Shona language is a plus

Required Qualifications and Experience

Education

• Bachelor’s degree in law, International Law, Maritime Law, Humanitarian Action, Development studies, Security studies, Political Science or a related field from an accredited academic institution with two years of relevant professional experience; or,
• High School diploma with four years of relevant professional experience.

Accredited Universities are those listed in the UNESCO World Higher Education Database.

Experience

• Experience in liaising with governmental authorities, national/international institutions, United Nations agencies and non-governmental organisations;
• Experience in supporting IBG (Immigration and Border Governance) projects and programs, capacity to deliver IBG-related trainings/ workshops to Government officials is advantageous;
• Prior work experience with international humanitarian organisations, non-government or government institutions/organisation in a multi-cultural setting is an advantage;
• Basic knowledge of border management concepts, search and rescue, integrated border management or countering cross border crime will be an added advantage;
• Previous experience in support to development of training plans, standard operating procedures and detailed instructions; and,
• Experience in support to donor project management, programmatically nd financially, with IOM or with a UN agency, will be an added advantage.

Skills

• In depth knowledge of the broad range of migration related subject areas dealt with by the Organization; as well as human rights;
• Knowledge of UN and bilateral donor programming and understanding of humanitarian response in support of border management; integrated border management concept, trade and development and an interest in advancing their understanding of this technical area; and,
• Project management;
• Event management;
• Ability to prepare and provide briefings in English and Arabic.

Languages

All IOM staff members in all categories are required to be fluent in one of the IOM's official languages (English, French, Spanish).

For this position, fluency in English and Arabic is required (oral and written).

Proficiency of language(s) required will be specifically evaluated during the selection process, which may include written and/or oral assessments.

Required Competencies

IOM’s competency framework can be found at this link. Competencies will be assessed during the selection process.

Values - all IOM staff members must abide by and demonstrate these five 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 Level 1

• 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.

Managerial Competencies – behavioural indicators Level 2, if with direct reports

• Leadership: Provides a clear sense of direction, leads by example and demonstrates the ability to carry out the Organization’s vision. Assists others to realize and develop their leadership and professional potential.
• Empowering others: Creates an enabling environment where staff can contribute their best and develop their potential.
• Building Trust: Promotes shared values and creates an atmosphere of trust and honesty.
• Strategic thinking and vision: Works strategically to realize the Organization’s goals and communicates a clear strategic direction.
• Humility: Leads with humility and shows openness to acknowledging own shortcomings. 

Notes

Please refer to this link for guidance on IOM Job Category.

Any offer made to the candidate in relation to this vacancy notice is subject to funding confirmation.

This selection process may be used to staff similar positions in various duty stations. Recommended candidates will remain eligible to be appointed in a similar position for a period of 24 months.

Appointment will be subject to certification that the candidate is medically fit for appointment, accreditation, any residency or visa requirements, security clearances.

IOM has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and IOM, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination based on gender, nationality, age, race, sexual orientation, religious or ethnic background or disabilities.

IOM does not charge a fee at any stage of its recruitment process (application, interview, processing, training or other fee). IOM does not request any information related to bank accounts.

IOM only accepts duly completed applications submitted through the IOM e-Recruitment system (for internal candidates link here). The online tool also allows candidates to track the status of their application.

No late applications will be accepted. Only shortlisted candidates will be contacted.

For further information and other job postings, you are welcome to visit our website: IOM Careers and Job Vacancies

Background:

UN Women, grounded in the vision of equality enshrined in the Charter of the United Nations, works for the elimination of discrimination against women and girls; the empowerment of women; and the achievement of equality between women and men as partners and beneficiaries of development, human rights, humanitarian action, and peace and security. UN Women supports UN Member States as they set global standards for achieving gender equality and works with governments and civil society to design laws, policies, programmes and services needed to implement these standards. It stands behind women’s equal participation in all aspects of life, focusing on five priority areas: increasing women’s leadership and participation in decision-making; ending violence against women; engaging women in all aspects of peace and security processes; enhancing women’s economic empowerment; and making gender equality central to national development planning and budgeting. UN Women also coordinates and promotes the UN system’s work in advancing gender equality.

Within the framework of its Women’s Leadership and Decision-making (WLD) portfolio, UN Women, with the generous support of the Swiss Agency for Development and Cooperation (SDC), is implementing the “Women’s Increased Leadership for Democracy in Georgia” project. The project was launched in April 2023, with an impact-level goal is to ensure that women and girls in all their diversity fully and equally participate in decision-making and benefit from gender-responsive governance in Georgia. To achieve this goal, the project is structured around two interlinked outcomes, each supported by two respective outputs.

• Outcome 1: Women and their organizations in all their diversity are engaged in and influence political life and decision-making at all levels in Georgia.
• Output 1.1: Civil society organizations (CSOs) and women leaders, including LNOB women, have enhanced agency, voice, and capacities to lead, monitor, and promote the increased participation of women in political life and decision-making.
• Output 1.2: Increased awareness and sensitization of communities (including men), the media, and opinion-makers is generated about women’s effective roles in leadership and decision-making as part of gender-responsive governance. 
• Outcome 2: Gender equality and women’s meaningful participation and leadership at all levels are promoted through the adoption and implementation of gender-responsive legislative and policy frameworks and practices.
• Output 2.1: Laws, policies, and capacities for women’s political empowerment and gender mainstreaming are developed and implemented at the national and local levels. 
• Output 2.2: More and better-quality data and analysis are available to promote and track the progress of gender equality and women’s political empowerment.

Upon the project completion, as established in the project document, a mandatory external final evaluation is to be conducted by UN Women for accountability and learning purposes. The final evaluation will be designed as a summative project evaluation to support the strategic learning and planning processes, focusing on the assessment of outcome-level and output-level results and capturing the key lessons learned from project implementation. 

The information generated by the evaluation will be used by different stakeholders to contribute to building of the evidence base on effective strategies for women’s empowerment in Georgia and to facilitate UN Women’s strategic reflection and learning for programming in the area. 

Main evaluation users include UN Women Country Office in Georgia as well as the Swiss Development and Cooperation Agency (project donor). Furthermore, national stakeholders – civil society partners, private companies, grassroots women, and targeted state and non-state agencies will be also closely involved in the evaluation process to increase ownership of findings, draw lessons learned, and make greater use of the final evaluation results. 

The specific evaluation objectives are as follows:

• Analyze the relevance and coherence of the implementation strategy and approaches of the project.
• Assess effectiveness and organizational efficiency in progressing towards the achievement of the project’s results as defined in the interventions.
• Validate the project results in terms of achievements and/or weaknesses toward the outcome and outputs.
• To assess how the project and its results relate and contribute to commitments and achievement of Sustainable Development Goals (SDGs) in Georgia
• Assess the sustainability of the results achieved by the project. 
• Document lessons learned, best practices, success stories, and challenges to inform future work of UN Women and the Swiss Development and Cooperation Agency in the areas of women’s leadership and inclusion in the decision-making.
• Identify strategies for replication and up-scaling of the project’s best practices.
• Provide actionable recommendations for future programmatic developments and maximize ownership by partners in the country covered by the project.

The evaluation will address the criteria of Project Relevance, Coherence, Effectiveness, Efficiency, and Sustainability. Human Rights and Gender Equality will be included as an additional evaluation criterion. The evaluation will seek to answer the following key evaluation questions/sub-questions that will be further tailored during the inception phase of the evaluation:

• Relevance: A) How does the project reflect and align with gender equality national strategic plans and normative frameworks as well as Georgia’s international obligations and commitments? B) Is the project design based on quality analysis, including gender and human rights-based analysis, risk assessments, socio-cultural and political analysis? C) Were the programmatic strategies appropriate to address the identified needs of beneficiaries? 
• Coherence: A) To what extent the project adheres to corporate strategic priorities of UN Women and the UN Women CO Strategic Note? B) Is the project achieving synergies between the larger UN Women’s portfolios and the work of the UN Country Team? C) Is the project achieving synergies between UN Women and key national stakeholders, including national governments and CSOs? D) How does the project design match with the complexity of national structures, systems, and decision-making processes?
• Effectiveness: A) What has been the progress made towards the achievement of the expected outcomes and expected results? What are the results achieved? B) What are the reasons for the achievement or non-achievement of the project results? C) Does the project have effective monitoring mechanisms in place to measure progress towards results? D) What is the influence of the specific country context and circumstances on the achievement of results and operational effectiveness? F) How adaptable and rapidly does the project react to changing situations?  G) Has the project achieved any unforeseen results, either positive or negative? For whom? H) What are the good practices and the obstacles or shortcomings encountered? How were they overcome? I) To what extent have capacities of relevant duty-bearers and rights-holders been strengthened? J) What -if any- types of innovative good practices have been introduced in the project for the achievement of WEE results? 
• Human Right and Gender Equality and the Empowerment of Women:   A) Has the project been implemented according to human rights and development effectiveness principles (Participation / empowerment; Inclusion / non-discrimination; National accountability / transparency)? B) Is the project design tailored to target the underlying causes of gender inequality and address LNOB? C) To what extent is the project changing the dynamics of power in relationships between different groups, including backlash on gender equality?
• Efficiency: A) Have resources (financial, human, technical support, etc.) been allocated strategically to achieve the project outcomes? B) Have the outputs been delivered in a timely manner? C) To what extend were relevant stakeholders and actors included in the project planning and implementation?
• Sustainability A) How effectively has the project been able to contribute to the generation of national ownership of the project outputs? B) What is the likelihood that the benefits from the project will be maintained for a reasonably long period of time after the project phase out? C) To what extend has the project identified strategic partners that could pick up on supporting continued government and non-governmental action when the project comes to an end? D) Do national/local institutions demonstrate leadership commitment and technical capacity to continue to replicate some project activities? E) To what extend have the project’s exit strategy been well planned and successful? F) To what extend has UN Women been able to promote replication of project successes?

The questions outlined above are preliminary and are expected to be revised and refined by the evaluation team during the inception phase of the evaluation. 

The final evaluation of the project is to be conducted externally by an international external consultant/evaluator in a team with two national consultants/assistant evaluators. It is planned to be carried out in Tbilisi, with a possibility of field visits, completed in 40 working days in the period of 28 September 2026 – 26 February 2027.

The final evaluation will include all aspects of the project and will cover almost the full project implementation period, starting from April, 2023 to September, 2026.

The evaluation methodology will be mixed (quantitative and qualitative research methods and analytical approaches) to account for the complexity of gender relations and to ensure participatory and inclusive processes that are culturally appropriate. A theory of change approach will be followed, and the consultants are expected to reconstruct, validate, and identify the gaps in the project’s theories of change (for each of the Outcomes). The reconstructed theories of change should elaborate on how the project has contributed to creating an enabling legislative, policy, institutional, and economically enabling environment in line with internationally binding standards on gender-sensitive governance systems and women, peace, and security in Georgia. Assumptions should be tested and explain both the connections between early, intermediate, and long-term project outcomes and the expectations about how and why the project has brought them about. By reconstructing the Theories of Change evaluators are also expected to identify challenges and gaps in the implementation of the project for future improvement. Hence, an eventual next phase of the project will benefit from a refined and tested the Theories of Change.

Interviews and focus group discussions with all key stakeholders involved in the project implementation, including but not limited to WILD project team, government partners, NGO partners, beneficiaries, etc. shall also take place.

The evaluation team should develop a sampling frame (area and population represented, rationale for selection, mechanism of selection, limitations of the sample) and specify how it will address the diversity of stakeholders in the intervention. The evaluation team should take measures to ensure data quality, reliability and validity of data collection tools and methods and their responsiveness to gender equality and human rights; for example, the limitations of the sample (representativeness) should be stated clearly, and the data should be triangulated (cross-checked against other sources) to help ensure robust results.

The evaluation process is divided in four phases: 1) Preparation, mainly devoted to structuring the evaluation approach, establishing reference group, preparing the TOR, compiling project documentation, and recruitment of the evaluation team; 2) Conduct, which involves reconstruction of theory of change, organizing inception meetings, drafting inception report and finalization of evaluation methodology, data collection and analysis, including desk research and preparation of interviews and focus groups, preparation of field missions and visits to project sites (data collection in the field will be implemented by national consultant based on the clear and specific guidelines from the international consultant); 3) Reporting, focusing on presentation of preliminary findings, developing draft and final reports; and 4) Use and follow-up, which will entail the development of management response by UN Women team and follow-up to the implementation of the management response.

The consultant will be responsible only for Conduct and Reporting phases:

• Conduct phase: at the beginning of the consultancy, the consultant will be provided with key sources of information for an initial desk review. The online inception meetings will be conducted with the WILD Program team. In this phase an inception report that will include the refined evaluation methodology including data collection plan and instruments will be delivered. The inception report will be produced by the evaluation team and validated and approved by UN Women. Based on the inception phase, the consultant will carry out further in-depth desk review. Data collection will be carried out jointly by the international and national consultant. Online or face-to-face interviews and focus group discussions with key stakeholders, as relevant, will take place. Field missions will be conducted by international and national consultant jointly in line with data collection plan and instruments developed by the international consultant, while the international consultant can also interview major English-speaking project partners online. National consultants will provide summaries of interviews in English to the consultant in line with the pre-agreed format and the international consultant will carry out further analysis. 
• Reporting phase: The collected information will be analyzed, and the final evaluation report will be delivered. A validation meeting will be organized where the consultant will validate the final report with UN Women and the Evaluation Reference Group (ERG) and submit for approval by UN Women. 

UN Women’s Independent Evaluation Service (IES) has developed the GERAAS, which has adapted UNEG Standards for Evaluation in the UN System to guide evaluation managers and evaluators on what constitutes a ‘good quality’ report at UN Women. All evaluations in UN Women are annually assessed against the framework adopted in GERAAS, and, hence, the consultant should be familiar with GERAAS quality standards.

In addition, UN Women is an UN-SWAP reporting entity, and the consultant will take into consideration that all the evaluations in UN Women are annually assessed against the UN-SWAP Evaluation Performance Indicator and its related scorecard. The evaluation will be conducted in accordance with UN Women evaluation guidelines and UNEG Norms and  Standards for evaluation and the UNEG Code of Conduct for Evaluations in the UN System.[1]

The evaluation will be a consultative, inclusive, and participatory process and will ensure the participation of stakeholders engaged in the implementation of the project. 

The evaluation will be human rights and gender responsible, and an Evaluation Reference Group (ERG) will be established. 

The Evaluation Reference Group is an integral part of the evaluation management structure and is constituted to facilitate the participation of relevant stakeholders in the design and scope of the evaluation, raising awareness of the different information needs, quality assurance throughout the process and in disseminating the evaluation results. The Evaluation Reference Group will be engaged throughout the process and will be composed of relevant representatives of state and non-state stakeholders. The ERG group will review the draft evaluation report and provide substantive feedback to ensure quality and completeness of the report and will participate in the inception and validation meeting of the final evaluation report.

The UN Women Georgia Evaluation Focal Point will serve as the Evaluation Task Manager, who will be responsible for day-to-day management of the evaluation and ensure that the evaluation is conducted in accordance with the sister entities Evaluation Policies, United Nations Evaluation Group Ethical Guidelines and Code of Conduct for Evaluation in the United Nations system and other key relevant guidance documents. The evaluation process will be supported by the UN Women Europe and Central Asia Regional Evaluation Specialist.

Coordination in the field including logistical support will be the responsibility of UN Women. 

Within six weeks upon completion of the evaluation, UN Women has the responsibility to prepare a management response that addresses the findings and recommendations to ensure future learning and inform implementation of relevant projects.

This is a consultative/participatory final project evaluation with a strong learning component. The management of the evaluation will ensure that key stakeholders are consulted.

The international consultant will lead the evaluation in close coordination with two a national consultant. 

Description of Responsibilities/ Scope of Work

The evaluation team will benefit from the technical and operational support of UN Women Country Office in Georgia. In more specific terms, the international consultant will be supported by the national evaluator and will be responsible for the following tasks: 

• To conduct inception meetings/interviews with WILD Program staff and elaborate and submit the detailed inception report that contains evaluation objectives and scope, desk review, description of evaluation methodology / methodological approach, data collection tools, data analysis methods, key informants/agencies, evaluation questions, performance criteria, issues to be studied, work plan, and reporting requirements. It should include a clear evaluation matrix linking all these aspects.
• To elaborate and finalize the data collection plan (outlining the roles of international and national consultants) and data collection tools (e.g. guides and questionnaires) individually designed for each respondent/group of respondents to be used during the interviews and focus groups with the key informants/interviewees.
• To conduct individual interviews and focus groups discussions with the relevant stakeholders online and face-to-face with the support and together with national consultant.
• To analyze the data and reconstruct, validate, and identify the gaps in the project’s theory of change based on the research findings.
• To prepare a Power Point Presentation and an outline on preliminary findings and present to ERG, and reflect the feedback shared at this presentation in the final report.
• To produce and submit the draft and final evaluation reports in English. Format of the final evaluation report shall include the following chapters: Executive Summary, Project description, Evaluation purpose, Evaluation methodology, Findings, Lessons learned, Recommendations, and Annexes (including interview list - without identifying names for confidentiality, data collection instruments, key documents consulted, Terms of Reference). 

Deliverables

1. Detailed Inception Report, which contains evaluation objectives and scope, findings from inception meetings with all relevant stakeholders, initial desk review, description of evaluation methodology/methodological approach, data collection plan and tools, data analysis methods, key informants/agencies, evaluation questions, performance criteria, issues to be studied, work plan, and reporting requirements. It should include a clear evaluation matrix linking all these aspects - by 12 October 2026 (10 working days, home-based) 
2. Data collected through interviews and focus group discussions - by 27 November 2026 (10 working days, in Georgia or home-based –fieldwork will be carried out by the international consultant and national consultants jointly in line with the agreed guidelines)
3. Data analyzed and Power Point Presentation on preliminary findings conducted to highlight key evaluation findings and conclusions, lessons learnt, and recommendations - by 7 December 2026 (5 working days, home-based)
4. Draft evaluation report incorporating feedback received during the presentation of preliminary findings and including: Introduction and Background; Evaluation Approach and Methodology; Findings; Conclusions; Lessons Learned; Recommendations; and relevant Annexes submitted to UN Women – by January 11 (10 working days).
5. Final Evaluation Report (including two rounds of revision) incorporating feedback received by the Evaluation Reference Group submited to the Evaluation Task Manager by 19 February 2027 (4 working days).
6. Evaluation brief that reflects key findings, conclusions, and recommendations and deployed methodology (indicative samples will be provided by UN Women) – by 26 February 2027 (1 working day). 

Consultant’s Workplace and Official Travel

This is a home-based consultancy. 

As part of this assignment, travel to Tbilisi and a maximum of 2 trips to the regions of Georgia (Samtskhe-Javaheti, Kvemo Kartli, Mtskheta-Mtianeti, and/or Kakheti) with a total stay of a maximum of 6 days may be required.

Competencies :

Core Values:

• Integrity;
• Professionalism;
• Respect for Diversity.

Core Competencies:

• Awareness and Sensitivity Regarding Gender Issues;
• Accountability;
• Creative Problem Solving;
• Effective Communication;
• Inclusive Collaboration;
• Stakeholder Engagement;
• Leading by Example.

Please visit this link for more information on UN Women’s Values and Competencies Framework: 

Functional Competencies:

• Ability to think, analyze and articulate strategically on programme development and results-based management
• Ability to facilitate meetings with different levels of stakeholders
• Excellent drafting and writing skills to produce and present concise and analytical discussion papers
• Knowledge in results-based programming in support of gender and human rights
• Technical knowledge in monitoring and evaluation.

Ethical Considerations 

UNEG Ethical Guidance should be applied to the selection of methods for the evaluation and throughout the evaluation process. The consultant will sign the “Evaluation Consultants Agreement Form – UNEG Code of Conduct for Evaluation in the UN System” prior to the initiation of the evaluation process.

Required Qualifications:

Education and Certification:

• Advanced (at least Master) degree in one or more following areas: social sciences, gender studies, political science, social policy, development studies or another related field.
• A first-level university degree in combination with seven (7) additional years of qualifying experience may be accepted in lieu of the advanced university degree.

Experience:

• At least 5 (five) years of practical experience in conducting evaluations of strategies, policies, and projects, in lieu of advanced degree, or 7 (seven) years of similar experience in case of first level university degree
• At least 5 (five) years of experience and knowledge on gender equality, gender mainstreaming, gender analysis and women’s empowerment, in lieu of advanced degree, or 7 (seven) years of similar experience in case of first level university degree.
• At least 5 (five) years of experience/knowledge of gender equality and women’s empowerment issues in Georgia and/or in the region, in lieu of advanced degree, or 7 (seven) years of similar experience in case of first level university degree.
• Excellent analytical, facilitation and communications skills and ability to negotiate amongst a wide range of stakeholders.
• Proved knowledge of human rights issues, the human rights-based approach to programming, human rights analysis and related mandates within the UN system will be considered as an asset.

Languages:

• Fluency in English is required.

Statements:

In July 2010, the United Nations General Assembly created UN Women, the United Nations Entity for Gender Equality and the Empowerment of Women. The creation of UN Women came about as part of the UN reform agenda, bringing together resources and mandates for greater impact. It merges and builds on the important work of four previously distinct parts of the UN system (DAW, OSAGI, INSTRAW and UNIFEM), which focused exclusively on gender equality and women's empowerment.

Diversity and inclusion:

At UN Women, we are committed to creating a diverse and inclusive environment of mutual respect. UN Women recruits, employs, trains, compensates, and promotes regardless of race, religion, color, sex, gender identity, sexual orientation, age, ability, national origin, or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, competence, integrity and organizational need.

If you need any reasonable accommodation to support your participation in the recruitment and selection process, please include this information in your application.

UN Women has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UN Women, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination. All selected candidates will be expected to adhere to UN Women’s policies and procedures and the standards of conduct expected of UN Women personnel and will therefore undergo rigorous reference and background checks. (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.)

Note: Applicants must ensure that all sections of the application form, including the sections on education and employment history, are completed. If all sections are not completed the application may be disqualified from the recruitment and selection process.
 

Background:

UN Women, grounded in the vision of equality enshrined in the Charter of the United Nations, works for the elimination of discrimination against women and girls; the empowerment of women; and the achievement of equality between women and men as partners and beneficiaries of development, human rights, humanitarian action and peace and security. UN Women supports UN Member States as they set global standards for achieving gender equality and works with governments and civil society to design laws, policies, programmes and services needed to implement these standards. It stands behind women’s equal participation in all aspects of life, focusing on five priority areas: increasing women’s leadership and participation in decision-making; ending violence against women; engaging women in all aspects of peace and security processes; enhancing women’s economic empowerment; and making gender equality central to national development planning and budgeting. UN Women also coordinates and promotes the UN system’s work in advancing gender equality.

Within the framework of its Women’s Leadership and Decision-making (WLD) portfolio, UN Women, with the generous support of the Swiss Agency for Development and Cooperation (SDC), is implementing the “Women’s Increased Leadership for Democracy in Georgia” project. The project was launched in April 2023, with an impact-level goal is to ensure that women and girls in all their diversity fully and equally participate in decision-making and benefit from gender-responsive governance in Georgia. To achieve this goal, the project is structured around two interlinked outcomes, each supported by two respective outputs.

• Outcome 1: Women and their organizations in all their diversity are engaged in and influence political life and decision-making at all levels in Georgia.
• Output 1.1: Civil society organizations (CSOs) and women leaders, including LNOB women, have enhanced agency, voice, and capacities to lead, monitor, and promote the increased participation of women in political life and decision-making.
• Output 1.2: Increased awareness and sensitization of communities (including men), the media, and opinion-makers is generated about women’s effective roles in leadership and decision-making as part of gender-responsive governance. 
• Outcome 2: Gender equality and women’s meaningful participation and leadership at all levels are promoted through the adoption and implementation of gender-responsive legislative and policy frameworks and practices.
• Output 2.1: Laws, policies, and capacities for women’s political empowerment and gender mainstreaming are developed and implemented at the national and local levels. 
• Output 2.2: More and better-quality data and analysis are available to promote and track the progress of gender equality and women’s political empowerment.

Purpose and the Use of Evaluation

Upon the project completion, as established in the project document, a mandatory external final evaluation is to be conducted by UN Women for accountability and learning purposes. The final evaluation will be designed as a summative project evaluation to support the strategic learning and planning processes, focusing on the assessment of outcome- and output-level results and capturing the key lessons learned from project implementation. 

The information generated by the evaluation will be used by different stakeholders to contribute to building of the evidence base on effective strategies for women’s empowerment in Georgia and to facilitate UN Women’s strategic reflection and learning for programming in the area. 

Main evaluation users include UN Women Country Office in Georgia as well as the Swiss Development and Cooperation Agency (project donor). Furthermore, national stakeholders – civil society partners, private companies, grassroots women and targeted state and non-state agencies will be also closely involved in the evaluation process to increase ownership of findings, draw lessons learned, and make greater use of this final evaluation results. 

The specific evaluation objectives are as follows:

• Analyze the relevance and coherence of the implementation strategy and approaches of the project.
• Assess effectiveness and organizational efficiency in progressing towards the achievement of the project’s results as defined in the interventions.
• Validate the project results in terms of achievements and/or weaknesses toward the outcome and outputs.
• To assess how the project and its results relate and contribute to commitments and achievement of Sustainable Development Goals (SDGs) in Georgia
• Assess the sustainability of the results achieved by the project. 
• Document lessons learned, best practices, success stories, and challenges to inform future work of UN Women and the Swiss Development and Cooperation Agency in the areas of women’s leadership and inclusion in decision-making.
• Identify strategies for replication and up-scaling of the project’s best practices.
• Provide actionable recommendations for future programmatic developments and maximize ownership by partners in the country covered by the project.

The evaluation will address the criteria of Project Relevance, Coherence, Effectiveness, Efficiency, and Sustainability. Human Rights and Gender Equality will be included as an additional criterion. The evaluation will seek to answer the following key evaluation questions/sub-questions that will be further tailored during the inception phase of the evaluation: 

• Relevance: A) How does the project reflect and align with gender equality national strategic plans and normative frameworks as well as Georgia’s international obligations and commitments? B) Is the project design based on quality analysis, including gender and human rights-based analysis, risk assessments, socio-cultural and political analysis? C) Were the programmatic strategies appropriate to address the identified needs of beneficiaries? 
• Coherence: A) To what extent the project adheres to corporate strategic priorities of UN Women and the UN Women CO Strategic Note? B) Is the project achieving synergies between the larger UN Women’s portfolios and the work of the UN Country Team? C) Is the project achieving synergies between UN Women and key national stakeholders, including national governments and CSOs? D) How does the project design match with the complexity of national structures, systems, and decision-making processes?
• Effectiveness: A) What has been the progress made towards achievement of the expected outcomes and expected results? What are the results achieved? B) What are the reasons for the achievement or non-achievement of the project results? C) Does the project have effective monitoring mechanisms in place to measure progress towards results? D) What is the influence of the specific country context and circumstances on the achievement of results and operational effectiveness? F) How adaptable and rapidly does the project react to changing situations?  G) Has the project achieved any unforeseen results, either positive or negative? For whom? H) What are the good practices and the obstacles or shortcomings encountered? How were they overcome? I) To what extent have capacities of relevant duty-bearers and rights-holders been strengthened? J) What -if any- types of innovative good practices have been introduced in the project for the achievement of WEE results? 
• Human Right and Gender Equality and the Empowerment of Women:   A) Has the project been implemented according to human rights and development effectiveness principles (Participation / empowerment; Inclusion / non-discrimination; National accountability / transparency)? B) Is the project design tailored to target the underlying causes of gender inequality and address LNOB? C) To what extent is the project changing the dynamics of power in relationships between different groups, including backlash on gender equality?
• Efficiency: A) Have resources (financial, human, technical support, etc.) been allocated strategically to achieve the project outcomes? B) Have the outputs been delivered in a timely manner? C) To what extend were relevant stakeholders and actors included in the project planning and implementation?
• Sustainability A) How effectively has the project been able to contribute to the generation of national ownership of the project outputs? B) What is the likelihood that the benefits from the project will be maintained for a reasonably long period of time after the project phase out? C) To what extend has the project identified strategic partners that could pick up on supporting continued government and non-governmental action when the project comes to an end? D) Do national/local institutions demonstrate leadership commitment and technical capacity to continue to replicate some project activities? E) To what extend have the project’s exit strategy been well planned and successful? F) To what extend has UN Women been able to promote replication of project successes?

The questions outlined above are preliminary and are expected to be revised and refined by the evaluation team during the inception phase of the evaluation. 

The final evaluation of the project is to be conducted externally by an international external consultant with support of a national consultant. It is planned to be carried out in Tbilisi, with a possibility of field visits, completed in 40 working days in the period of 28 September 2026 – 7 February 2027.

The final evaluation will include all aspects of the project and will cover almost the full project implementation period, starting from April, 2023 to September, 2026.

The evaluation methodology will be mixed (quantitative and qualitative research methods and analytical approaches) to account for the complexity of gender relations and to ensure participatory and inclusive processes that are culturally appropriate. A theory of change approach will be followed, and the consultants are expected to reconstruct, validate, and identify the gaps in the project’s theories of change (for each of the Outcomes). The reconstructed theories of change should elaborate on how the project has contributed to creating an enabling legislative, policy, institutional, and economically enabling environment in line with internationally binding standards on gender-sensitive governance systems and women, peace, and security in Georgia. Assumptions should be tested and explain both the connections between early, intermediate, and long-term project outcomes and the expectations about how and why the project has brought them about. By reconstructing the Theories of Change evaluators are also expected to identify challenges and gaps in the implementation of the project for future improvement.  Hence, an eventual next phase of the project will benefit from a refined and tested the Theories of Change.

Interviews and focus group discussions with all key stakeholders involved in the project implementation, including but not limited to WILD project team, government partners, NGO partners, beneficiaries, etc. shall also take place.

The evaluation team should develop a sampling frame (area and population represented, rationale for selection, mechanism of selection, limitations of the sample) and specify how it will address the diversity of stakeholders in the intervention. The evaluation team should take measures to ensure data quality, reliability and validity of data collection tools and methods and their responsiveness to gender equality and human rights; for example, the limitations of the sample (representativeness) should be stated clearly, and the data should be triangulated (cross-checked against other sources) to help ensure robust results.

The evaluation process is divided in four phases: 1) Preparation, mainly devoted to structuring the evaluation approach, establishing reference group, preparing the TOR, compiling project documentation, and recruitment of the evaluation team; 2) Conduct, which involves reconstruction of theory of change, organizing inception meetings, drafting inception report and finalization of evaluation methodology, data collection and analysis, including desk research and preparation of interviews and focus groups, preparation of field missions and visits to project sites (data collection in the field will be implemented by national consultant based on the clear and specific guidelines from the international consultant); 3) Reporting, focusing on presentation of preliminary findings, developing draft and final reports; and 4) Use and follow-up, which will entail the development of management response by UN Women team and follow-up to the implementation of the management response.

The consultant will be responsible only for Conduct and Reporting phases:

• Conduct phase: at the beginning of the consultancy, the consultant will be provided with key sources of information for an initial desk review. The online inception meetings will be conducted with WILD Program team. In this phase an inception report that will include the refined evaluation methodology including data collection plan and instruments will be delivered. The inception report will be validated and approved by UN Women. Based on the inception phase, the consultant will carry out further in-depth desk review. Data collection will be carried out jointly by the international and national consultant. Online or face-to-face interviews and focus group discussions with key stakeholders, as relevant, will take place. Field missions will be conducted by international and national consultant jointly in line with data collection plan and instruments developed by the international consultant, while international consultant can also interview major English-speaking project partners online. National consultant will provide summaries of interviews in English to the consultant in line with the pre-agreed format and the international consultant will carry out further analysis. 
• Reporting phase: The collected information will be analyzed, and final evaluation report will be delivered. A validation meeting will be organized where the consultant will validate the final report with UN Women and Evaluation Reference Group (ERG) and submit for approval by UN Women. 

UN Women’s Independent Evaluation Service (IES) has developed the GERAAS, which has adapted UNEG Standards for Evaluation in the UN System to guide evaluation managers and evaluators on what constitutes a ‘good quality’ report at UN Women. All evaluations in UN Women are annually assessed against the framework adopted in GERAAS and hence the consultant should be familiar with GERAAS quality standards.

In addition, UN Women is an UN-SWAP reporting entity, and the consultant will take into consideration that all the evaluations in UN Women are annually assessed against the UN-SWAP Evaluation Performance Indicator and its related scorecard. The evaluation will be conducted in accordance with UN Women evaluation guidelines and UNEG Norms and Standards for evaluation and the UNEG Code of Conduct for Evaluations in the UN System.[1]

The evaluation will be a consultative, inclusive, and participatory process and will ensure the participation of stakeholders engaged in the implementation of the project. 

The evaluation will be human rights and gender responsible, and an Evaluation Reference Group (ERG) will be established. 

The Evaluation Reference Group is an integral part of the evaluation management structure and is constituted to facilitate the participation of relevant stakeholders in the design and scope of the evaluation, raising awareness of the different information needs, quality assurance throughout the process and in disseminating the evaluation results. The Evaluation Reference Group will be engaged throughout the process and will be composed of relevant representatives of state and non-state stakeholders. The ERG group will review the draft evaluation report and provide substantive feedback to ensure quality and completeness of the report and will participate in the inception and validation meeting of the final evaluation report.

The UN Women Georgia Evaluation Focal Point will serve as the Evaluation Task Manager, who will be responsible for day-to-day management of the evaluation and ensure that the evaluation is conducted in accordance with the sister entities Evaluation Policies, United Nations Evaluation Group Ethical Guidelines and Code of Conduct for Evaluation in the United Nations system and other key relevant guidance documents. The evaluation process will be supported by the UN Women Europe and Central Asia Regional Evaluation Specialist.

Coordination in the field including logistical support will be the responsibility of UN Women. 

Within six weeks upon completion of the evaluation, UN Women has the responsibility to prepare a management response that addresses the findings and recommendations to ensure future learning and inform implementation of relevant projects.

This is a consultative/participatory final project evaluation with a strong learning component. The management of the evaluation will ensure that key stakeholders are consulted.

The international consultant will lead the evaluation in close coordination with a national consultant. 

The national consultant will work under the direct supervision of the international evaluator and will benefit from the technical and operational support of UN Women Country Office in Georgia. The national consultant is expected to provide key contextual information and perspective to design and deliver a robust utilisation-focused evaluation will be responsible for the following tasks: 

• To provide country contextual advice and support to the international evaluator in designing and delivering contextually relevant and sensitive project evaluation;
• To collect and review all relevant materials, such as reports, assessments, studies, and draft laws, etc.
• Provide outline/translation of all key documents from Georgian into English to the international consultant, as needed.
• To contribute to the development of methodology and evaluation instruments, i.e. focus group and interview guides, and translate the final instruments in Georgian if needed.
• To support arrangement of meetings, focus group discussions, interviews with key beneficiaries and stakeholders of the project together and in consultation with UN Women. 
• To support the international consultant to conduct individual interviews and focus groups discussions with the relevant stakeholders online and face-to-face.
• To participate in all the meetings, focus group discussions and interviews, provide interpretation as needed, take notes and prepare summaries in English.
• To conduct focus groups and in-depth interviews with selected respondents independently (including the regions of Georgia), using the agreed guides and provide the international consultant with the summaries of the interviews and focus groups.
• To support international consultant in analyzing the data.
• To be available if further clarification is needed by the international evaluator during the drafting and finalization process of the evaluation, and provide inputs to the evaluation report as needed.
• To support the international consultant in preparing a Power Point Presentation and an outline on preliminary findings and present to ERG and reflect the feedback shared at this presentation in the final report.
• To prepare a brief narrative report on fulfillment of all the tasks assigned by this ToR.

Deliverables

• Desk review of all relevant materials such as reports, assessments, studies, draft laws, etc. completed and summaries/translations of all key Georgian documents, as needed, provided to the international consultant – by 15 October 2026 (5 working days).
• Evaluation methodology including the instruments finalized and selected guides translated in Georgian – by 15 October 2026 (5 working days).
• Meetings, interviews and focus group discussions on consultation with the international consultant arranged, conducted and relevant summaries prepared – by 27 November 2026 (15 working days).
• Support to the international consultant in data analysis and preparing a Power Point Presentation and an outline on preliminary findings and present to ERG and reflect the feedback shared at this presentation in the final report provided - by 7 December 2026 (3 working day).
• Inputs and clarifications provided to the evaluation report prepared by the international consultant – by 19 February 2026 (2 working days).

Consultant’s Workplace and Official Travel

This is a home-based consultancy. 

As part of this assignment, there will be a trip to Tbilisi and a maximum of 2 trips to the regions of Georgia (Shida Kartli, Imereti, Guria, Samegrelo and/or Kakheti) with a total stay of a maximum of 6 days

Competencies:

Core Values:

• Integrity;
• Professionalism;
• Respect for Diversity.

Core Competencies:

• Awareness and Sensitivity Regarding Gender Issues;
• Accountability;
• Creative Problem Solving;
• Effective Communication;
• Inclusive Collaboration;
• Stakeholder Engagement;
• Leading by Example.

Please visit this link for more information on UN Women’s Values and Competencies Framework: 

Functional Competencies:

• Ability to think, analyze and articulate strategically on programme development and results-based management
• Ability to facilitate meetings with different levels of stakeholders
• Excellent drafting and writing skills to produce and present concise and analytical discussion papers
• Knowledge in results-based programming in support of gender and human rights
• Technical knowledge in monitoring and evaluation.

Ethical Considerations 

UNEG Ethical Guidance should be applied to the selection of methods for the evaluation and throughout the evaluation process. The consultant will sign the “Evaluation Consultants Agreement Form – UNEG Code of Conduct for Evaluation in the UN System” prior to the initiation of the evaluation process.

Required Qualifications:

Education and Certification:

• Master’s degree or equivalent in Gender Studies, Social Sciences, Public Policy, Social Policy, or a related field is required
• A first-level university degree in combination with 7 (seven) additional years of qualifying experience may be accepted in lieu of the advanced university degree.

Experience:

• At least 5 (five) years of experience in gender equality, gender mainstreaming, gender analysis and/or women’s empowerment issues, in lieu of advanced degree, or 7 (seven) years of similar experience in case of first level university degree;
• At least 5 (five) years’ experience in conducting/supporting evaluations of strategies, policies, and projects, in lieu of advanced degree, or 7 (seven) years of similar experience in case of first level university degree;
• At least 5 (five) years of experience in conducting qualitative research, including developing qualitative research instruments, conducting interviews and focus groups and analyzing data, in lieu of advanced degree, or 7 (seven) years of similar experience in case of first level university degree;
• Excellent writing and reporting skills with ability to prepare minutes and document key findings of the meetings/consultations/interviews.
• Experience of gender analysis and human-rights based approaches;
• Knowledge of gender equality situation in Georgia is an asset;

Languages:

• Proficiency in English and Georgian.

Statements :

In July 2010, the United Nations General Assembly created UN Women, the United Nations Entity for Gender Equality and the Empowerment of Women. The creation of UN Women came about as part of the UN reform agenda, bringing together resources and mandates for greater impact. It merges and builds on the important work of four previously distinct parts of the UN system (DAW, OSAGI, INSTRAW and UNIFEM), which focused exclusively on gender equality and women's empowerment.

Diversity and inclusion:

At UN Women, we are committed to creating a diverse and inclusive environment of mutual respect. UN Women recruits, employs, trains, compensates, and promotes regardless of race, religion, color, sex, gender identity, sexual orientation, age, ability, national origin, or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, competence, integrity and organizational need.

If you need any reasonable accommodation to support your participation in the recruitment and selection process, please include this information in your application.

UN Women has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UN Women, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination. All selected candidates will be expected to adhere to UN Women’s policies and procedures and the standards of conduct expected of UN Women personnel and will therefore undergo rigorous reference and background checks. (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.)

Note: Applicants must ensure that all sections of the application form, including the sections on education and employment history, are completed. If all sections are not completed the application may be disqualified from the recruitment and selection process.

EDUCATION

• Completed master's or equivalent or higher degree in Biostatistics, Public health research, Epidemiology, or a related field from an accredited academic institution,

• Completed university bachelors in Biostatistics, Statistics, public health research,
  Epidemiology, or a related field from an accredited academic institution, with at least two (2) years of relevant professional experience in data management and health research.

Accredited Universities are those listed in the UNESCO World Higher Education Database.

EXPERIENCE

• Relevant work experience in health data management and data analysis, quality assurance, and use of databases and software applications.
• Experience and knowledge in implementation and use of data visualization tool such as Power BI.
• Experience and knowledge in Migration health work, screening health assessments and public health research an advantage .
• Experience with digital radiology and Teleradiology dataset systems, an advantage.

SKILLS

• Knowledge and skill on use of statistical package such as STATA and/or R mandatory.
• Demonstrated ability to analyze and interpret data, detect meaningful trends and patterns, and communicate findings.
• Proficient in a Microsoft Office environment, including extensive use of Microsoft Excel, Word, PowerPoint and comfort with learning new software and project reporting tools.
• Advanced analytical and critical thinking skill.

Required Competencies

IOM’s competency framework can be found at this link. Competencies will be assessed during the selection process.

Values - all IOM staff members must abide by and demonstrate these five 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 Level 2

• 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.

   

   

Managerial Competencies - Behavioural indicators – Level 2

• Leadership: Provides a clear sense of direction, leads by example and demonstrates the ability to carry out the Organization’s vision. Assists others to realize and develop their leadership and professional potential. 
• Empowering others: Creates an enabling environment where staff can contribute their best and develop their potential. 
• Building Trust: Promotes shared values and creates an atmosphere of trust and honesty.
• Strategic thinking and vision: Works strategically to realize the Organization’s goals and communicates a clear strategic direction.
• Humility: Leads with humility and shows openness to acknowledging own shortcomings.

Notes

Please refer to this link for guidance on IOM Job Category.

1. Any offer made to the candidate in relation to this vacancy notice is subject to funding confirmation.
2. This selection process may be used to staff similar positions in various duty stations. Recommended candidates will remain eligible to be appointed in a similar position for a period of 24 months.
3. Appointment will be subject to certification that the candidate is medically fit for appointment, accreditation, any residency or visa requirements, security clearances.
4. IOM has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and IOM, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination based on gender, nationality, age, race, sexual orientation, religious or ethnic background or disabilities.
5. IOM does not charge a fee at any stage of its recruitment process (application, interview, processing, training or other fee). IOM does not request any information related to bank accounts.
6. IOM only accepts duly completed applications submitted through the IOM e-Recruitment system (for internal candidates link here). The online tool also allows candidates to track the status of their application.
7. No late applications will be accepted. Only shortlisted candidates will be contacted.

For further information and other job postings, you are welcome to visit our website: IOM Careers and Job Vacancies

Required Qualifications and Experience

Education

• Bachelor's degree in Public Health, Climate Change, Environmental Science, Geography, Migration Studies, Development Studies, Social Sciences, International Relations, Public Policy, Economics, Statistics, or another relevant discipline from an accredited academic institution with at least five (5) years of relevant professional experience; or 

• Master's degree in one of the above-mentioned disciplines from an accredited academic institution. 

   

Experience

• Experience working with government, international organizations, or development partners
• Familiarity with Bangladesh’s climate, health, and migration context will be considered an asset 

• Previous experience with IOM/UN system agencies would be considered as an asset. 

   

Skills

• Proven ability to design and implement mixed-methods research
• Proven track record of managing and supervising large scale complex researches undertaken by external consultants and/or research firms. 

• Strong analytical and report writing skills

   

Languages

• Fluency in English and Bangla (written and spoken) is required. 

• Excellent drafting, editing, and communication skills in English. 

   

Proficiency of language(s) required will be specifically evaluated during the selection process, which may include written and/or oral assessments.

Required Competencies

IOM’s competency framework can be found at this link. Competencies will be assessed during the selection process.

Values - all IOM staff members must abide by and demonstrate these five 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.

Notes

IOM covers Consultants against occupational accidents and illnesses under the Compensation Plan (CP), free of charge, for the duration of the consultancy. IOM does not provide evacuation or medical insurance for reasons related to non-occupational accidents and illnesses. Consultants are responsible for their own medical insurance for non-occupational accident or illness and will be required to provide written proof of such coverage before commencing work. 

Any offer made to the candidate in relation to this vacancy notice is subject to funding confirmation.

Appointment will be subject to certification that the candidate is medically fit for appointment, accreditation, any residency or visa requirements, security clearances.

IOM has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and IOM, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination based on gender, nationality, age, race, sexual orientation, religious or ethnic background or disabilities.

IOM does not charge a fee at any stage of its recruitment process (application, interview, processing, training or other fee). IOM does not request any information related to bank accounts.

IOM only accepts duly completed applications submitted through the IOM e-Recruitment system (for internal candidates link here). The online tool also allows candidates to track the status of their application.

No late applications will be accepted. Only shortlisted candidates will be contacted.

For further information and other job postings, you are welcome to visit our website: IOM Careers and Job Vacancies

Education: Master’s Degree environmental health, public health, environmental science, climate change, or a related field

Work Experience: At least 8 years of relevant professional experience in air quality, environmental health or closely related sectors

Demonstrated experience in policy analysis, strategy development, and multi-sectoral programmes

Skills Proven understanding of air pollution issues in low- and middle-income countries, preferably in South Asia or Pakistan

Experience in conducting evidence-based research and translating findings into policy and programmatic recommendations

Strong analytical writing, and stakeholder engagement skills

Language Requirements: Fluency in written and spoken English and Urdu is required.

Knowledge of provincial/local languages will be considered an asset

Desirables Prior experience working with UN agencies, governments, or development partners is highly desirable

|( Qualifications/Experience/ Knowledge/Expertise/Skills)

• Education: Master’s degree in Public Health, Civil Engineering, Environmental Management, Water Resources Management, Economics or another relevant subjects.
• Work Experience: At least 7 years’ relevant professional experience in conducting assessment, situation analysis and development of costed action plans/framework and policy briefs.
• Language Requirements: English
• Knowledge/Expertise/Skills:
  • Knowledge and skills related to WASH and waste management.
  • Ability to assess data, forecast population and model capital versus operation expenditure needs.
  • Demonstrated experience preparing costed sector plans, investment cases, or financing strategies
  • Stakeholder engagement and coordination skills with multiple stakeholder agencies, including Dratshang Lhentshog, Government and UN agencies.
  • Excellent report writing and presentation, facilitation and interpersonal communication skills.
• Desirables: Prior experience with similar assignments completed for UN or the Government would be an advantage

• Advanced University Degree in Social Work, Psychology, Education, Development Studies, International Relations, or a related field
• Minimum 5 years of experience in child protection, policy development, or programme planning.
• Experience in counselling/advising youth, particularly in areas related to child protection and hotline services
• Demonstrated experience in designing and conducting training programs, including development of training materials (presentations, facilitator guides)
• Familiarity with child protection systems and referral mechanisms in Lao PDR is an asset
• Strong facilitation and communication skills, with ability to engage youth audiences
• Excellent communication and report writing skills in Lao and English.

Submission of applications:

Interested candidates are kindly requested to apply and upload the following documents:

• Letter of Interest (cover letter)
• CV or Resume
• Financial proposal: All-inclusive lump-sum cost including medical insurance with medivac, travel and accommodation cost for this assignment as per work assignment. Please find the Financial Template for your completion and upload:  Financial Proposal Template.doc

Required Qualifications and Experience

Education

• High school degree, and four years of relevant experience administrating Cloud-based services (Azure, AWS and/or Microsoft 365), and LAN/WAN networking environments, including Cisco Meraki. 

• University degree in computer science, telecommunications, and systems engineering, and two years of relevant experience as mentioned above.

   

Any of the above qualifications plus the following will be an advantage.

• AWS or Azure, and/or Microsoft 365 Cloud Certification (Associate) are important advantages.
• Microsoft Certification (MCP or above) in Windows Server 2019 or above and Active Directory is also preferable.
• Other industry certifications such as Cisco CCNA, Avaya, CompTIA Network+, CompTIA Security+, or ITIL.
• Cybersecurity-related certifications and training are an advantage.

Accredited Universities are those listed in the UNESCO World Higher Education Database.

Experience

• Four years of relevant experience administrating Windows computers, Office365 tools (e.g., Microsoft Outlook), and LAN/WAN Meraki networking environment. 

• Extensive experience in direct user technical support and computer, network, and communication equipment troubleshooting.
• Proven experience supporting Office 365 and cloud-based solutions in AWS or Azure.
• Basic experience and/or knowledge in responding to cyber security incidents, vulnerability management, patch management, and security compliance daily tasks (e.g., NIST 800-53 cybersecurity standard and compliance framework).

Skills

Position specific skills, for example:

• Identify, diagnose, and troubleshoot end-user computer’s problems including Windows Operating Systems, Cisco VPN Connectivity, Microsoft Office, etc. Including remote troubleshooting tools

• Manage users in Active Directory and Office 365

• Capacity to configure networking equipment including switches, firewalls, and antennas (e.g. Cisco Meraki and ASA).

• Knowledge of administering corporate antivirus and corporate backup systems 

• Experience with ITIL-based service desk ticketing systems

• Creation of users, extensions, and overall administration of telephone switchboard systems (e.g. Avaya, Siemens)

• Managing videoconferencing systems (e.g. Microsoft Teams, Webex, Polycom)

• Experience troubleshooting macOS and macOS-based applications

• SAP and Oracle troubleshooting experience will be considered an advantage.

Languages

All IOM staff members in all categories are required to be fluent in one of the IOM's official languages (English, French, Spanish).

For this position, Tfluency in English and Spanish is required (oral and written).

Proficiency of language(s) required will be specifically evaluated during the selection process, which may include written and/or oral assessments.

Required Competencies

IOM’s competency framework can be found at this link. Competencies will be assessed during the selection process.

Values - all IOM staff members must abide by and demonstrate these five 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 Level 1

• 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.

Managerial Competencies – behavioural indicators Level 2, if with direct reports

• Leadership: Provides a clear sense of direction, leads by example and demonstrates the ability to carry out the Organization’s vision. Assists others to realize and develop their leadership and professional potential.
• Empowering others: Creates an enabling environment where staff can contribute their best and develop their potential.
• Building Trust: Promotes shared values and creates an atmosphere of trust and honesty.
• Strategic thinking and vision: Works strategically to realize the Organization’s goals and communicates a clear strategic direction.
• Humility: Leads with humility and shows openness to acknowledging own shortcomings. 

Para aplicar a la vacante la persona candidata debe enviar su aplicación por medio de esta plataforma.

La aplicación debe incluir: 

• CV.
• Una carta de interés (máx.1 página).
• Títulos.

Notas:

1. Este puesto tendrá una duración inicial de 6 meses, con posibilidad de prórroga. El puesto está sujeto a confirmación de fondos.
2. Salario Bruto: Special Short Term G4 - CRC 889.153 mensuales
3. Solo se contactará con los candidatos preseleccionados. 
4. Cualquier oferta que se haga al candidato en relación con esta convocatoria de vacante está sujeta a la confirmación de la financiación.
5. Este puesto está sujeto a contratación local. Solo podrán ser considerados aquellos que posean un permiso de residencia y de trabajo válido para el país en el que se encuentra el puesto.
6. El nombramiento estará sujeto a la certificación de que el candidato es médicamente apto para el puesto, a la verificación de la residencia, al visado y a las autorizaciones del Gobierno correspondiente, cuando proceda.
7. La OIM aplica una política de tolerancia cero ante conductas incompatibles con los fines y objetivos de las Naciones Unidas y de la OIM, incluyendo la explotación y el abuso sexuales, el acoso sexual, el abuso de autoridad y la discriminación por motivos de género, nacionalidad, edad, raza, orientación sexual, origen religioso o étnico o discapacidad.
8. La OIM no cobra ninguna tasa en ninguna fase de su proceso de selección (solicitud, entrevista, tramitación, formación u otras tasas). La OIM no solicita ninguna información relacionada con cuentas bancarias.
9. La OIM solo acepta solicitudes debidamente cumplimentadas presentadas a través del sistema de selección en línea de la OIM. La herramienta en línea también permite a los candidatos realizar un seguimiento del estado de su solicitud.

 La Organización Internacional para las Migraciones (OIM) no discrimina por motivos de discapacidad, edad, identidad y expresión de género, orientación sexual, nacionalidad, identidad racial, creencias religiosas, entre otras. La OIM está comprometida con un entorno diverso e inclusivo y por ello su personal proviene de una amplia gama de entornos socioeconómicos y perspectivas del mundo. Se alienta especialmente las candidaturas de mujeres, personas afrodescendientes y personas LGBTIQA+ que se encuentren cualificadas y cumplan los requisitos de cada vacante  

The International Organization for Migration (IOM) does not discriminate on the basis of disability, age, gender identity and expression, sexual orientation, nationality, racial identity, religious beliefs, among others. IOM is committed to a diverse and inclusive environment and therefore its staff come from a wide range of socio-economic backgrounds and world perspectives. Candidates from women, people of African descent and LGBTIQA+ people who are qualified and meet the requirements of each vacancy are especially encouraged. 

are not met, within a reasonable period for any reason.

UNICEF does not charge a processing fee at any stage of its recruitment, selection, and hiring processes (i.e., application stage, interview stage, validation stage, or appointment and training). UNICEF will not ask for applicants' bank account information.

Mobility is a condition of international professional employment with UNICEF and an underlying premise of the international civil service.

Humanitarian action is a cross-cutting priority within UNICEF's Strategic Plan. UNICEF is committed to stay and deliver in humanitarian contexts. Therefore, all staff, at all levels across all functional areas, can be called upon to be deployed to support humanitarian response, contributing to both strengthening resilience of communities and capacity of national authorities.

All UNICEF positions are advertised, and only shortlisted candidates will be contacted and advance to the next stage of the selection process. An internal candidate performing at the level of the post in the relevant functional area, or an internal/external candidate in the corresponding Talent Group, may be selected, if suitable for the post, without assessment of other candidates.

Additional information about working for UNICEF can be found here.

EDUCATION

• High School diploma with seven years of relevant experience; or,

• Bachelor’s degree in Law, Political or Social Sciences, International Relations, Development Studies, Migration Studies, Human Rights or related fields from an accredited academic institution with five years of relevant professional experience.

EXPERIENCE

• Experience in liaising with Border Guards, Office for Foreigners and any other governmental authorities, national/international institutions, United Nations agencies and non-governmental organizations; 

• Experience of delivering legal information to migrants in reception and detention centres;

• Experience in developing and conducting trainings on migration law;

• Experience in supervising a team of minimum 4 persons and collaborating with finance and procurement departments;

• Prior work experience with international humanitarian organizations, non-government or government institutions/organization in a multi-cultural setting is an advantage.

SKILLS

• Knowledge of a broad range of migration-related subjects, particularly Protection and Immigration and Border Governance programming

• Excellent knowledge of the legal framework related to migrants’ rights in Poland.

• Strong analytical, reporting, and problem-solving skills.

• Excellent communication, negotiation, and cross-cultural interpersonal skills. 

• Client-oriented approach with personal commitment, efficiency, flexibility, and proactive attitude.

• Advanced Microsoft Office and administrative skills; ability to work effectively under time pressure and with minimal supervision.

• Strong work ethics and commitment to humanitarian principles; demonstrated ability to meet deadlines and perform well under pressure.

Languages
IOM’s official languages are English, French, and Spanish. 

REQUIRED

For this position fluency in English, Polish and Russian is required (oral and written).

DESIRABLE

Knowledge of Ukrainian is desirable.
 

Competencies

The incumbent is expected to demonstrate the following values and competencies:

VALUES - All IOM staff members must abide by and demonstrate these five 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 – Level 2

• 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.

MANAGERIAL COMPETENCIES - Behavioural indicators – Level 2

• Leadership: Provides a clear sense of direction, leads by example and demonstrates the ability to carry out the Organization’s vision. Assists others to realize and develop their leadership and professional potential.
• Empowering others: Creates an enabling environment where staff can contribute their best and develop their potential.
• Building Trust: Promotes shared values and creates an atmosphere of trust and honesty.
• Strategic thinking and vision: Works strategically to realize the Organization’s goals and communicates a clear strategic direction.
• Humility: Leads with humility and shows openness to acknowledging own shortcomings.

I-Background:

ONU Femmes, ancrée dans la vision de l'égalité inscrite dans la Charte des Nations Unies, œuvre pour l'élimination de la discrimination à l'égard des femmes et des filles, l'autonomisation des femmes et la réalisation de l'égalité entre les femmes et les hommes en tant que partenaires et bénéficiaires du développement. Au Maroc, la mission d’ONU Femmes est d’appuyer l'accélération des progrès en matière d'égalité de genre et de promotion des droits des femmes.

Dans la région des États arabes, ONU Femmes a lancé en octobre 2023 un programme régional intitulé « Dare to Care» (DTC), dont l'objectif est de transformer les normes sociales patriarcales et les masculinités, en se concentrant sur quatre pays prioritaires : Maroc, Égypte, Jordanie et Tunisie. Ce programme novateur vise à remédier aux normes sociales discriminatoires et à briser les stéréotypes qui entravent la participation des femmes à l'emploi rémunéré et à la sphère publique.

Au Maroc, le Programme Dare to Care est financé par l'Agence suédoise de coopération internationale au développement (Sida). Il vise à atteindre les trois résultats suivants :

• Résultat 1 : Les sociétés de la région MENA font preuve d'une plus grande implication des hommes et des garçons dans les soins et les responsabilités domestiques et d'une plus grande autonomisation des femmes et des filles ;
• Résultat 2 : Les institutions clés transforment efficacement les masculinités patriarcales et les normes sociales, en mettant l'accent sur la promotion des soins et des responsabilités domestiques des hommes et des garçons et sur l'autonomisation économique des femmes et des filles ;
• Résultat 3 : Un plus grand nombre d'hommes et de garçons sont en mesure d'assumer leur part des soins et des responsabilités ménagères grâce à des lois et des politiques plus favorables qui encouragent les soins et les responsabilités ménagères, ainsi que les congés de paternité.

Le programme met fortement l'accent sur la mobilisation des jeunes pour transformer les masculinités patriarcales et les normes sociales. Il construit ce travail sur des partenariats avec des institutions telles que le Ministère de la Jeunesse de la Culture et de la Communication (MJCC) ou encore le Ministère de la Solidarité de l’Insertion Sociale et de la Famille (MSISF), des organisations de la société civile (OSC) dirigées par des jeunes et des OSC de femmes travaillant avec des jeunes.

Dans ce contexte, et pour répondre au Résultat 2 du Programme, l’ONU Femmes lance un appel à consultation pour la contextualisation au Maroc d’outils de formations sur les masculinités et les normes sociales, déjà élaborés dans le cadre du Programme pour l’ensemble des pays de mise en œuvre. Il s’agira également de dispenser des sessions de renforcement des capacités basées sur ces outils aux fonctionnaires du MJCC. Ces formations visent à permettre aux participant.e.s de s’approprier les approches et les méthodologies proposées afin de faciliter leur mise en œuvre auprès des jeunes dans le cadre des activités du ministère.

Le/la consultant·e sélectionné·e travaillera sous la supervision de la Programme Management Specialist du Bureau d’ONU Femmes Maroc qui sera appuyé par le point focal RH pour les questions liées au contrat et au paiement. 

II-Description des responsabilités / Champ d'application du travail :

Le/la consultant.e effectuera les tâches suivantes :

1. Analyse contextuelle :
   • Mener une revue documentaire succincte sur les initiatives institutionnelles et les politiques publiques existantes au Maroc en lien avec les normes sociales de genre, des masculinités au Maroc, notamment dans le secteur de la jeunesse ;
   • Identifier les convergences possibles et les adaptations nécessaires des outils de formations sur les masculinités et les normes sociales existants.
2. Contextualisation des outils de formation :
   • Adapter les modules de formation développés au niveau régional (langue, références culturelles, exemples pratiques, méthodologies, données) en concertation avec les équipes d’ONU Femmes et du MJCC ;
   • Veiller à l'intégration des approches participatives, sensibles au genre et adaptées aux jeunes.
   • Élaborer un kit électronique de formation complet en arabe, incluant :
     • Un guide de facilitation détaillé pour chaque module (objectifs, durée, matériel requis, déroulement) ;
     • Un glossaire des concepts liés aux normes sociales de genre et aux masculinités ;
     • Des exercices pratiques, ludiques et interactifs spécifiquement conçu pour un public de jeunes au Maroc ; 
     • Des questionnaires pré et post formation, qui seront fournis par ONU Femmes.
3. Renforcement des capacités :
   • Préparer et animer en présentiel deux sessions de formation (de deux jours) en arabe à l’attention des fonctionnaires du MJCC dans la région de Rabat ;
   • Élaborer un rapport d’évaluation des sessions de formation, incluant :

• Une analyse de la participation et de la compréhension des contenus, incluant une analyse des réponses aux questionnaires d’évaluation ; 
• L’identification de besoins complémentaires en formation ;
• Des recommandations pour un déploiement plus large du programme de formation auprès des jeunes.

4. Coordination et validation :

• Participer aux réunions de coordination avec ONU Femmes et le MJCC ;
• Intégrer les retours formulés par les partenaires et ONU Femmes lors des étapes de validation des outils contextualisés et des modules de formation.

Lieu de travail du consultant et déplacements officiels

Il s’agit d’une mission basée à domicile qui impliquera également deux (2) déplacements dans la région de Rabat-Salé-Kénitra.

III-COMPETENCES :

VALEURS FONDAMENTALES : 

• Respect de la diversité
• Intégrité
• Professionnalisme

COMPÉTENCES FONDAMENTALES : 

• Sensibilité en matière de genre
• Responsabilité
• Résolution de problèmes créatifs
• Communication efficace
• Collaboration inclusive

Veuillez visiter ce lien pour plus d'informations sur les valeurs et les compétences fondamentales d'ONU Femmes: https://www.unwomen.org/en/about-us/employment/application-process#_Values

COMPÉTENCES FONCTIONNELLES :

• Bonnes compétences en matière de planification, gestion des priorités et respect des délais ;
• Solides compétences analytiques ;
• Capacité à travailler dans des délais serrés ;
• Capacité à établir et entretenir des relations de travail solides et constructives avec les partenaires ;
• Aptitude à intégrer les retours, et à ajuster les livrables en fonction des besoins des partenaires et des bénéficiaires;
• Capacité à aborder le travail avec énergie et une attitude positive et constructive ;
• Bonnes compétences en matière de communication orale et écrite ;
• Une compréhension approfondie du contexte marocain, avec une connaissance solide et culturellement sensible des dynamiques et normes sociales liées au genre et à la jeunesse.

IV. Qualifications requises : 

Education and Certification :                                       

• Master en sciences sociales et humaines, droits humains, genre, développement international, ou équivalent. 
• Un diplôme universitaire de premier cycle combiné à deux années supplémentaires d'expérience qualifiante peut être accepté à la place du diplôme universitaire supérieur.

Expérience :

• Au moins 5 ans d’expérience en enseignement et/ou formations pour adultes sont requises;
• Expérience en développement de contenus pédagogiques (produits de connaissance, boîtes à outils ou guides pratiques…) est requise;
• Expérience en matière de promotion d’égalité entre les sexes et/ou de masculinités favorables à l’égalité et d'engagement des hommes et des garçons est un atout. 

Langues :

• Parfaite maitrise de l’arabe et du français.
• Connaissance de l’anglais serait un atout.

Statements :

In July 2010, the United Nations General Assembly created UN Women, the United Nations Entity for Gender Equality and the Empowerment of Women. The creation of UN Women came about as part of the UN reform agenda, bringing together resources and mandates for greater impact. It merges and builds on the important work of four previously distinct parts of the UN system (DAW, OSAGI, INSTRAW and UNIFEM), which focused exclusively on gender equality and women's empowerment.

Diversity and inclusion:

At UN Women, we are committed to creating a diverse and inclusive environment of mutual respect. UN Women recruits, employs, trains, compensates, and promotes regardless of race, religion, color, sex, gender identity, sexual orientation, age, ability, national origin, or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, competence, integrity and organizational need.

If you need any reasonable accommodation to support your participation in the recruitment and selection process, please include this information in your application.

UN Women has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UN Women, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination. All selected candidates will be expected to adhere to UN Women’s policies and procedures and the standards of conduct expected of UN Women personnel and will therefore undergo rigorous reference and background checks. (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.)

Note: Applicants must ensure that all sections of the application form, including the sections on education and employment history, are completed. If all sections are not completed the application may be disqualified from the recruitment and selection process.

Background:

UN Women, grounded in the vision of equality enshrined in the Charter of the United Nations, works for the elimination of discrimination against women and girls; the empowerment of women; and the achievement of equality between women and men as partners and beneficiaries of development, human rights, humanitarian action and peace and security.

The Division of Finance and Administration (DFA) is responsible for the effective and efficient management of financial, budgetary and administrative functions, covering finance, budget, information systems and telecommunications, procurement and travel, security and safety, and facility and administrative services, in support to the triple mandate of UN Women. 

The Chief, Security and Safety/ Global Security and Safety Advisor, provides authoritative professional leadership for UN Women’s global security, safety, business continuity and crisis management functions. The role shapes organizational policy, frameworks, and professional standards to ensure the safety and security of personnel, the protection of assets, and the continuity of operations across Headquarters, Regional, Multi Country and Country Offices, in support of mandate delivery. Managing the UN-Women Security and Safety Personnel, the role provides advice and operational oversight, centered on security and safety risk management, industry standards business continuity and crisis management, to ensure organizational programme and mandate delivery.  

Under the strategic direction of the Director, DFA (D2), the incumbent exercises substantial autonomy in determining professional approaches, developing global frameworks, and directing implementation of security, safety, business continuity and crisis management systems across the organization. The incumbent is accountable for the professional soundness, consistency and effectiveness of these functions organization wide. The incumbent exercises substantial autonomy to:

• Determine and implement revisions to security, safety, business continuity and crisis management policies, procedures, and standards for UN Women operations worldwide.
• Make independent determinations on security and safety risk assessments and required measures across all locations.
• Manage security, safety business continuity and crisis management resources and approve security-related expenditures within approved budget allocations.
• Direct the work of UN Women Security and Safety personnel to achieve the role objectives. 
• Represent UN Women authoritatively in inter-agency security, safety, business continuity and crisis management forums and with external security stakeholders.

The incumbent consults executive leadership on matters with organization wide implications, significant political or reputational sensitivity, major resource implications beyond approved authority levels, or where precedent setting decisions are required, in accordance with UN Women governance arrangements.

This vacancy is re-opened to broaden the applicant pool. Candidates who have already applied for this position remain under consideration and are not required to reapply.
 

Key Functions and Accountabilities:

Strategic Leadership, Policy Development and Planning:

• Directs the development, implementation, and continuous refinement UN-Women global security, safety, business continuity, crisis management and occupational health and safety policies, frameworks, standards and guidance, ensuring alignment with UN System requirements and organizational priorities;
• Provides authoritative interpretation of applicable UN and UN Women policies and ensures their consistent and effective implementation across all organizational locations; 
• Leads preparation of briefing notes, positions papers and strategic inputs for senior management and executive-level decision-making;  
• Monitors and analyzes international developments, emerging threats and evolving risk environments, assessing their implications for UN-Women operations and personnel globally, and determining appropriate professional responses;
• Ensures effective and timely access by UN-Women managers and Security, Safety, Business Continuity, Crisis Management and Occupational Health and Safety personnel and Policies advisors to prescriptive content such as policy, risk management methodologies, etc.
• Directs the formulation and oversees execution of the Security and Safety Services annual work plan, ensuring strategic alignment, prioritization and optimal use of resources;
• Leads security and safety related change management initiatives, promoting innovation, efficiency and strengthened organizational resilience, collaborating strategically with other sections within the Division to drive efficiencies, effectiveness, and automation.

Authoritative Professional Advice and Corporate Risk Oversight:

• Provides authoritative proactive and strategically informed advice to the Executive Director, Senior Management and field leadership on security, safety, business continuity, crisis management and occupational health and safety risks, compliance and mitigation measures
• Determines professional risk management approaches and recommends risk tolerance, mitigation strategies and resource requirements to support informed decision making and programme delivery Delivers timely, proactive, and expert advice and comprehensive support to the UN-Women Headquarters Divisions and organizational offices for role specific needs, ensuring effective implementation and follow-up on risk management measures,  recognizing that personnel rely also on country-specific security arrangements;
• Coordinates and leads security and safety assessment missions to high-risk locations as required; ·
• Directs the formulation and manages appropriate role-related responses to requests from all levels of the organization, endeavoring to ensure quality and consistency;
• Ensures organization wide compliance with applicable UN Security Risk Management (SRM), Residential Security Measures (RSM) and related operating standards, directing corrective actions where required;
• Assesses and addresses where required, needs associated with programme, operations and premises to ensure compliance with UN and UN-Women associated policies and operating standards to ensure effective response.
• Provides expert advice on selection, procurement and deployment of role-related equipment (vehicles, telecommunications equipment, OHS etc.).

Strategic Integration of Security, Safety, Business Continuity, Crisis Management, and Occupational Health and Safety Gender-Responsive Programming:

• Directs the strategic integration of security, safety, business continuity and crisis management considerations into UN Women programme planning, budgeting, implementation and monitoring, ensuring systematic incorporation of gender responsive perspectives;
• Champions and leads the systemic inclusion and mainstreaming of security, safety, business continuity, crisis management and gender-specific considerations within all programme planning and programme frameworks;
• Provides organization wide professional guidance on mainstreaming functional risk considerations into programme and project design, ensuring costs are appropriately reflected as part of the cost of doing business;[/Conducts comprehensive analysis of the impact of functional role factors on UN-Women programme designs and delivery, as well as the potential impact that programmes might have on stability and security (both positive and negative), developing and communicating recommendations to senior management regarding strategic support needs and improvements;
• Addresses office needs associated with programmes, operations and premises to achieve compliance with UN and UN-Women role functional policies, processes and operating standards to ensuring effective and timely response;
• Leads efforts to mainstream security, safety, business continuity and crisis management as an integral component of UN-Women operations and projects, ensuring costs are appropriately reflected in programme and project budgets as the cost of doing business.

Managerial Leadership and Oversight: 

• Provides strategic managerial leadership to the Global Security and Safety Services function, including regional security advisors, designated focal points and affiliated personnel, establishing priorities, performance standards and accountability for results
• Directs the development and implementation of the knowledge management training and awareness strategies to strengthen organizational security culture and preparedness; Delivers presentations with regards to security, safety, business continuity, crisis management and occupational health and safety awareness at UN-Women orientation courses establishing a corporate functional culture;
• Represents UN-Women by delivering presentations at DSS educational forums;
• Where identified, serves as matrix manager on performance evaluations of security, safety, business continuity, crisis management and occupational health and safety personnel, ensuring consistency in performance standards;
• Oversees the formulation and execution of the global security, safety, business continuity and crisis management and occupational health and safety budgets, ensuring cost effectiveness and alignment with organizational priorities;
• Ensures that Headquarters premises and relevant UN Women facilities maintain functional compliance with applicable standards;
• Direct and ensures effective functional information flow and communication systems in UN-Women, establishing protocols for information sharing and crisis communication.

Inter-Agency Representation and Strategic Partnerships:

• Represents UN Women authoritatively in inter-agency role and senior level UN system forums, including IASMN and UNDSS mechanisms, contributing expert input and influencing collective policy and operational approaches;
• Cultivates and sustains strategic professional relationships with internal and external stakeholders to advance UN Women’s security, safety and resilience objectives Positions UN Women as a credible and respected professional contributor within the UN system security and safety community.

Emergency Preparedness, Crisis Management and Business Continuity:

• Directs the development, maintenance and testing of Headquarters and field crisis management and business continuity frameworks, ensuring organizational readiness to respond effectively to emergencies and disruptions;
• Ensures effective implementation of crisis management plans and directs training for all required personnel to ensure readiness to respond effectively to crisis situations;
• Provides professional leadership during crises, ensuring timely information flow, coordination and advisory support to senior management;
• Evaluates the effectiveness of crisis response and continuity arrangements and determines improvements to strengthen organizational resilience.
• Ensures that the headquarters and UN Women offices' Business Continuity Plans (BCP) are maintained. Ensures that BCPs are aligned with the Crisis Management Plan at HQ and all offices.

Strategic liaison with UN Security, Security, Business Continuity, Crisis Management and Occupational Health and Safety Focal Points and where applicable, Host Governments:

• Maintains strategic interface with the United Nations Functional forums to include the Department of Safety and Security (UNDSS), ensuring that UN-Women planning is fully aligned with the UN Functional Systems requirements and standards;
• When applicable and in strategic cooperation with established UN Functional Forums, engages with Host Government services, monitors and analyzes local laws and ordinance changes, assessing their impact on UN Women operations and providing strategic guidance to management on operational implications;
• Identifies and engages external functional resources to enhance organizational capability, ensuring supporting organizational units maintain readiness to respond effectively to evolving challenges.

The incumbent performs other duties within their functional profile as deemed necessary for the efficient functioning of the Office and the Organisation.

Supervisory/Managerial Responsibilities: The incumbent has direct managerial responsibility for the Global Security and Safety Services team, comprising professional staff, general service staff and affiliated personnel (PSAs, consultants and interns). The role exercises full responsibility for work planning, priority setting, performance management and capacity development, including management of regional security specialists operating across multiple geographic regions.

Competencies :

Core Values:

• Integrity;
• Professionalism;
• Respect for Diversity.

Core Competencies:

• Awareness and Sensitivity Regarding Gender Issues;
• Accountability;
• Creative Problem Solving;
• Effective Communication;
• Inclusive Collaboration;
• Stakeholder Engagement;
• Leading by Example.

Please visit this link for more information on UN Women’s Values and Competencies Framework: 

Functional Competencies:

• Authoritative expertise in security and risk management at senior professional level;
• Knowledge of mainstreaming gender into security, safety, business continuity and occupational health and safety risk management;
• Knowledge of business operations and programming cycle;
• Monitors developments inside and outside the clients' environment to keep informed and anticipates problems;
• In-depth knowledge and experience of programme delivery and project implementation in the context of conflict and post conflict environs;
• Solid budget management experience as it relates to field support;
• Solid experience of conducting risk assessments as integral part of operational planning and the enabling of operations;
• Experience of policy development and implementation.
• Seeks and applies knowledge, information, and best practices from within and outside.

Recruitment Qualifications:

Education and Certification:       

•             Master’s degree (or equivalent) in management, security, security management, business administration, law enforcement, international relations, programme management or a related field.   

•             A first-level university degree in these or similar fields, in combination with a multi-year education in security and safety management, such as UN, military or police senior Command and Staff College qualification with command experience at senior level, may be accepted in lieu of the advanced university degree.

•             A first-level university degree in combination with two additional years of qualifying experience may be accepted in lieu of the advanced university degree. 

Experience:        

•             At least 10 years of progressively responsible work experience in security and safety management of which at least 5 years at senior professional or management level is required.

•             A minimum of 5 years of field experience in managing complex programmes in development or humanitarian context with substantive reference to conflict and post conflict scenarios is required.

•             Experience in leading and managing professional multi-disciplinary teams within international settings is required.

•             Experience in managing organizational business continuity programmes is highly required. 

•             Experience in managing organizational Occupational Health and Safety programmes is highly desirable. 

•             Experience in managing training and digital transformation projects in multi-cultural teams is desirable. 

•             Experience in the UN System is highly desirable.

•             Experience in implementing organizational change management processes is desirable. 

•             Experience coordinating with multiple partners in the UN Common System or similar international organizations or non-governmental organizations is desirable. 

Languages:         

•             Fluency in English is required.

•             Working knowledge of another official UN language is highly desirable (French, Arabic, Chinese, Russian or Spanish).

Statements :

In July 2010, the United Nations General Assembly created UN Women, the United Nations Entity for Gender Equality and the Empowerment of Women. The creation of UN Women came about as part of the UN reform agenda, bringing together resources and mandates for greater impact. It merges and builds on the important work of four previously distinct parts of the UN system (DAW, OSAGI, INSTRAW and UNIFEM), which focused exclusively on gender equality and women's empowerment.

Diversity and inclusion:

At UN Women, we are committed to creating a diverse and inclusive environment of mutual respect. UN Women recruits, employs, trains, compensates, and promotes regardless of race, religion, color, sex, gender identity, sexual orientation, age, ability, national origin, or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, competence, integrity and organizational need.

If you need any reasonable accommodation to support your participation in the recruitment and selection process, please include this information in your application.

UN Women has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UN Women, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination. All selected candidates will be expected to adhere to UN Women’s policies and procedures and the standards of conduct expected of UN Women personnel and will therefore undergo rigorous reference and background checks. (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.)

Note: Applicants must ensure that all sections of the application form, including the sections on education and employment history, are completed. If all sections are not completed the application may be disqualified from the recruitment and selection process.