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Vulnerability Analysis and Mapping Officer @ World Food Programme, SL

WORLD FOOD PROGRAMME – VACANCY ANNOUNCEMENT

VA 15/05/03

Position Title: Vulnerability Analysis and Mapping Officer

Location: Freetown

Grade:     NOA

Contract Type: Fixed Term

DUTIES, RESPONSIBILITIES AND OUTPUT EXPECTATIONS

Under the direct supervision of the Head of Programme, the VAM Officer will perform the following tasks:

Key Tasks:

  • Liaise with national and international organizations with respect to periodic data acquisition, establish sound relationship with different agencies for effective collaboration and common understanding of food security and vulnerability analysis.
  • Support VAM unit in developing a framework for systematically linking early warning data with other food security monitoring information to achieve comprehensive and timely vulnerability analysis and needs assessment for the whole country.
  • Lead/participate in various types of needs assessment exercises including rolling assessments, emergency assessments and the FAO/WFP Crop and Food Supply Assessment Mission.
  • Liaise with national and international organizations with respect to periodic data acquisition; establish sound relationship with different agencies for effective collaboration and common understanding of food security and vulnerability analysis.
  • Develop a framework for systematically linking early warning data with other food security monitoring information systems to achieve comprehensive and timely vulnerability analysis and needs assessment;
  • Undertake analysis and prepare reports and maps based on the lowest administrative units where reliable and comparative data exists.
  • Develop information products to support decision-making during the pre-intervention period such as contingency planning and emergency needs assessments as well as support operational planning including project design, implementation, monitoring and evaluation phases of the WFP Programming;
  • Develop data collection instruments (e.g., questionnaires) to be used by field staff and counterparts to obtain monthly updates on relevant food security indicators.
  • Develop a geo-referenced population database incorporating elements of risk, socio-economic factors, entitlements, coping mechanisms, projects, and logistics information.
  • Undertake capacity building activities for staff from Government and NGO partners on the technical aspects of using GIS and Remote Sensing as a tool for enhancing food security and livelihood analysis.
  • Act as a resource person for designing and implementing periodic rapid and In-depth vulnerability needs assessments.
  • Perform other tasks and duties as assigned by the Head of Programme.

QUALIFICATIONS

Master degree (MSc degree) in geographic information systems, remote sensing, agriculture, social sciences, economics, and/or similar fields or First University degree with additional years of relevant work experience and/or training/courses.

EXPERIENCE 

3 years of working experience in the field of food security and livelihoods including field experience in planning and conducting multi-Sectoral vulnerability and need assessments.

  • Relevant country experience in early warning/food security information systems and food security analysis;
  • Excellent computer skills in Remote Sensing and GIS applications;
  • GIS applications and mapping skills;
  • Excellent interpersonal and team-working skills in a multicultural environment;
  • Excellent analytical and report-writing skills

Specific knowledge and skills:

  • Excellent knowledge of image processing and GIS software
  • Previous emergency needs assessment experience, understanding of nutrition, knowledge of food security analysis and data collection methods;
  • Good statistical analysis
  • Excellent interpersonal and team-working skills in a multicultural environment;
  • Ability to work under pressure and tight deadlines;
  • Excellent computer skills in word processing, spreadsheets and database applications; and
  • Ability to write reports in English.

Application Procedure:

Applicants should submit a letter of interest including the names of at least three referees (kindly indicate referees’ e-mail addresses and telephone numbers) in a sealed envelop marked “Confidential” to the:

Human Resources Manager

World Food Programme

69 B Smart Farm

Off Wilkinson Road

Freetown and drop it in the WFP Tender Box  or send as email with attachments to: Vacancies.SierraLeone@wfp.org

Please mark all envelopes in the top right hand corner and label email subject lines with VA 15/05/03 – VAM Officer

Deadline for receipt of applications “Close of business 27th of May 2015”

Only short listed applicants will be contacted for written tests and interview.

WFP is committed to gender balance in all functions and at all levels.  Female candidates are therefore especially encouraged to apply.

For further information about UN salary, please click on the link below:

http://www.un.org/Depts/OHRM/salaries_allowances/salaries/sieleone

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Senior Staff Assistant @ World Food Programme SL

WORLD FOOD PROGRAMME – INTERNAL VACANCY ANNOUNCEMENT no. 15/05/01

TERMS OF REFERENCE

Department:     Finance and Administration Unit

Section:            Administration

Duty Station:    Freetown

Position Title:   Senior Staff Assistant

Post Grade:     GS6 – Fixed term

Within delegated authority, the Senior Staff Assistant will be responsible for the following duties:

  • Provide administrative support to the Country Director; Receive, screen and log correspondences, reports, etc, and forward to the appropriate officer; maintain a log in system and follow up to ensure that replies are timely or that action is taken within the established deadline.
  • Draft moderately complex correspondence concerning the Country Director and ensure any related follow up; prepare various documentation and reports, including highly confidential letter, by ensuring accuracy in spelling and layout and adherence to WFP procedures; Maintain the Country Director`s calendar
  • Schedule appointments and meetings and make tentative appointments on his/her behalf; brief the Country Director on matters to be considered prior to scheduled meetings.
  • Mails dispatched to respective staff members immediately on receipt from Country Director. Courier mail dispatched when ready and hand carrying of mails arranged.
  • Updated list with names, institutions and telephone numbers of all relevant counterparts readily available.
  • Management and technical processing of International Travel Authorizations including Travel Expense Claim; Make travel arrangements for all staff. This includes making reservation for tickets, ensuring that tickets are collected and given to the passenger in good time, and that all travel is in accordance with the WFP travel guidance; liaise with travel agents and ensure that the Programme gets the best service and price for all travel.
  • Maintain database on all staff travel including an updated list on all staff on travel; assist in providing staff with information regarding requirements for travel both within the country and abroad; Initiate and process travel requests and claims; Extract, input, review for accuracy and file date from various sources; assist with visas and hotel booking services where necessary
  • Maintain travel control records; follow up with HQs/ODD in case further advice is needed and with staff so that all required evidence of travel is provided.
  • Participate in Procurement Process; assisting in requesting of vendor creation by Vendor Master; perform the function of moderator in the procurement opening panel; co-ordinate with other panel members to open the bids in a timely manner.
  • Raise PRs, GRN and SES in Wings 2 for payment to partners for goods ordered and received to ensure that payments are made through WFP guide.

Education:

Secondary school education. Training in administrative field supplemented by commercial or related courses is desirable.

Experience:

At least five years of progressively responsible work experience, including at least three years in administrative services.

Knowledge:

Experience utilizing computers, including word processing, spreadsheet and other WFP standard software packages and systems. General knowledge of UN system administrative policies, rules, regulations and procedures. Specialized knowledge of WFP administrative rules and regulations and policies and practices in the specific area of work.

Critical Success Factors:

Ability to extract, interpret, analyze and format data and to resolve operational problems. Ability to work with minimum of supervision; to supervise and train support staff; and to work effectively with people of different national and cultural backgrounds. Ability to work with accuracy under time constraints and pressure; to deal patiently and tactfully with staff members and other clients and to have a high sense of confidentiality, initiative and good judgment.

Desirable skills:

Formal training in the relevant area of work. Proficiency in English language.

Application Procedures:

Applicants should submit a letter of interest including the names of at least three referees (kindly indicate referees’ e-mail addresses) and curriculum vitae or Resume Do not provide copies of certificates or diplomas at this time, however, these will be required at the interview stage. in a sealed envelope marked “Confidential” to the:

The Human Resources Unit

World Food Programme

69B Smart Farm, Wilkinson Road,

Freetown and drop it in the WFP Tender Box.

Please mark all envelopes in the top right hand corner and label email subject lines with VA No. 15/05/01

Deadline for receipt of applications “Close of business 20th of May 2015”

Only short listed applicants will be contacted for written tests and interview.

Female candidates are encouraged to apply.

Programme Assistant – Data Management @ World Food Programme, SL

WORLD FOOD PROGRAMME – VACANCY ANNOUNCEMENT No. VA No.15/05/02

TERMS OF REFERENCE

Duty Station:               Various Locations (Freetown, Kenema, Port Loko)

Unit:                            Programme

Position Title:              Programme Assistant – Data Management

Post Grade:                SC5

Contract Type:            Service Contract (SC)

Background:

Responsibilities:

Within delegated authority, the Programme Assistant will be responsible for the following duties:

  • Creating /Designing survey data collection or data entry applications (ODK collect, SPSS, MS Access, MS Excel or CSpro)
  • Training field enumerators on how to use data collection applications and devices.
  • Managing and maintaining data collection devices and data entry devices.
  • Provide training to M&E focal persons on how to use data entry application software for accurate data entry.
  • Prepare data (data cleaning) for analysis.
  • Ensuring safe and proper storage and back-up mechanism of all survey data for future purpose.
  • Accompanying enumerators to the field to ensure safety and proper use of data collection devices.
  • Working within a limited time frame to meet specified deadlines

Qualifications:

Secondary school education, or a higher degree in education, development or social sciences.  Basic knowledge of computer programmes such as word processing and spreadsheet is essential.

Experience:

At least 4 years of progressively responsible support experience including at least one year in the field of accounting, transport, insurance, statistics, operations or another related field.

Knowledge:

Experience utilizing computers including word processing, spreadsheet and other software packages.

Critical Success Factors:

Strong interpersonal skills; courtesy, tact and ability to work effectively with people of different national and cultural backgrounds.  Ability to interpret and analyze a wide variety of programme issues and statistical information, and to maintain accurate and precise records.  Ability to work systematically, use initiative, good judgment, and communicate complex matters both orally and in writing, proven ability to work in a team environment and achieve common goals.

Application Procedures:

Applicants should submit a letter of interest including the names of at least three referees (kindly indicate referees’ e-mail addresses) and curriculum vitae or Resume Do not provide copies of certificates or diplomas at this time, however, these will be required at the interview stage. in a sealed envelope marked “Confidential” to the:

The Human Resources Manager

World Food Programme

69B Smart Farm, Wilkinson Road,

Freetown

and drop it in the WFP Tender Box or send as email with attachments to: Vacancies.SierraLeone@wfp.org

Please mark all envelopes in the top right hand corner and label email subject lines with VA No.15/05/02

Deadline for receipt of applications “Close of business 14th of May 2014”

Only short listed applicants will be contacted for written tests and interview.

Female candidates are encouraged to apply.

Aspire, Never Settle for Less

(This is the concluding part of the article titled Failure is the Greatest Teacher published on Friday, April 17, 2015.)

Interestingly, humans dislike failure. We keep it at arm’s length. It is a bitter pill. But, it does come to us all the same. We have all experienced failure.

Failure is not a Big Deal

It is not a big deal if you fail. Great men and women have failed.

George Herman Ruth, popularly known as Babe Ruth failed. He was one of American’s celebrated baseball outfielders and pitchers of all times.

In 1923, he set the record for the most home runs in a season while also striking out more than any other player in Major League Baseball. Seattle Times said that over his career, he struck out 1,330 times but rose above his failures to hit 714 home runs.

Babe Ruth himself said “every strike brings me closer to the next home run.”

Bill Gates started out in life as a huge embarrassment to himself and parents, but rewrote his history and has become a phenomenal success today.

He dropped out of Harvard, one of the topmost Ivy League universities in America. His first business with Microsoft co-founder, Paul Allen called Traf-O-Data was a failure. Bill Gates confronted failure and went on to redefine computer technology, creating a global empire that is Microsoft.

A Perception and an Opportunity

Failure is not the problem: not knowing what to do with it is. Failure will push you into the valley of despondency. Aspire. Anybody may succeed. The ordinary person is afraid of failure. But, it takes an extraordinary person to fail and try again. He strives, succeeds, and sustains greatness.

What really is failure? The dictionary of the ordinary man defines it as “lack of success”. Success is “the accomplishment of an aim or purpose.” You fail when you do not get what you set out to accomplish. It is all about measurement and attainment.

The extraordinary person sees failure as a perception and an opportunity to aspire. To aspire, change your mind set. Failure is a tutor. You should use it to achieve greatness.

What Failure Teaches

Failure teaches clarity of vision in confusion, mental alertness in crisis, intelligence in emotional bankruptcy, stability in distress, tenacity in adversity, perseverance in pursuit and character in corruption.

You do not judge yourself by your results. You celebrate short-wins and keep an eye on the prize. You lay aside distractions, withstand storms and go for goals.

Life is before you. Do not settle for less. People fail when they do. Aspire.  The secret of greatness is “to aspire” The man dies who fails to aspire.

“If you think you are beaten, you are”

The poet, Walter D. Wintle wrote in “Thinking” that “If you think you are beaten, you are. If you think you dare not, you don’t. If you like to win, but you think you can’t, it is almost certain you won’t.”

In the second stanza, he wrote, “If you think you’ll lose, you’ve lost. For out of the world we find, Success begins with a fellow’s will. It’s all in the state of mind.”

He went further and said, “If you think you are outclassed, you are. You’ve got to think high to rise, you’ve got to be sure of yourself before, you can ever win a prize.”

He concluded with, “Life’s battles don’t always go, to the stronger or faster man, but sooner or later the man who wins, Is the man WHO THINKS HE CAN!

Aspire! Challenge your future

When you fail, never give up! Never cave in! Arise and challenge failure. You will win if you do not relent.

Ebenezer Obey Fabiyi also known as Chief Commander is the legendary septuagenarian musician had a stormy beginning in a professional career that could have been dead on arrival.

He had trekked from Mushin to Lagos Island. He had a talent. He wanted to conquer the world and redefine the entertainment landscape with his voice.

He was pregnant with ideas, and trekked all the way to Afrodisia Studio. Then the storm. The secretary had a job to do. No prior appointment, no access. A dream was about to be aborted. An ominous curtain was falling on a glorious future.

Chief Commander told his story: “I trekked all the way to Afrodisia Studio on Lagos Island. I met the secretary who said I can’t see the managing director because the person I was supposed to see was the artiste manager and he was on leave. So he said I should come back in six weeks’ time.”

“The argument continued and that was how the managing director called through the intercom to know the cause of the noise. The secretary said there is a young man here who said he is a future star, and that he said he wants to see you and I told him he can’t see you.”

“So, the managing director exclaimed: ‘future star!’ Send him in.” He went further to say, “So I told him I’m a future star, and that I wanted him to record me without paying me. I told him that my records would sell, and after the sales he should pay me. He kept on looking at me speechless.”

“So, he called one Mr. Ogunbayo and said, “I think this young man … you should give him a chance.” I went for the audition. Marketers were called to present their purchase bid. Then, if it was not up to five hundred purchase bids of records then you can’t be promoted. Mine was short of 19 but they all know my capability.”

“That was how he ordered for 19 to guarantee my stay and that was the first time the managing director did that. That’s why I said I can never, never forget him and again the courage I had to trek from Mushin to Lagos Island. The thing was just pushing me but I didn’t want it to die in me. My album sale was always rated to be either Gold or Platinum. I never had silver.”

Never surrender your dream to failure. Aspire. Do not settle for less. That is the least you must do for yourself. You are sure to succeed, if you do not give in to failure.

Author: Babatunde Fajimi

First published on The Union Newspaper on Sunday, April 19, 2015. http://e-union.cld.bz/e-Union-April-19#24/z

Failure is the Greatest Teacher (1)

In life, failure is the greatest teacher. It sounds absurd to think in this direction but human experiences have shown that among all terrestrial institutions that shape our lives, failure ranks number one in a quiz of teachers.

All Terrestrial Institutions

There is a caveat: The ultimate greatest teacher is the Master, the Lord Jesus Christ whose lifestyle and principles transcend all spheres of human endeavours (from personal to community, leadership to business, corporate to nation building}, and ennobling when dutifully practised.

But, the focus of this discourse is to expound on failure as the greatest teacher in human experiences relative to other terrestrial institutions.

From the cradle to the grave, there are many teachers in the human life and experience.

The mother, father, school teachers, community, employers, and mentors are all teachers that groom the human from birth to a life of purposeful service to humanity. But, failure is the greatest of them all.

The Mother as a Teacher

In infancy, the mother is the primal tutor of the child. She deftly showers the baby with love, care and attention but strong and firm enough to instill a sense of humanity in it. This humanity awakens the baby’s natural instinct and aligns it with natal, parental and environmental realities contrary to the comforts of pre-natal life.

The new born does not always find the maternal sessions funny and always respond with cries, sometimes loud enough to parallel the hullabaloos of the Tower of Babel.

The mother is undeterred. The lessons have to be learnt, and the child will grow up to be grateful for the mother’s pristine love!

The Father as a Teacher

In formative years, the fear of the father is the beginning of wisdom. The father’s discipline surfaces as soon as the child begins to have a sense of accomplishment that it is outgrowing the mother’s managerial capacity. The former builds on the momentum of the later.

At this stage, the child is unable to have its ways and sigh silently that “life is not a bed of roses!” No learning in life comes easy! There is always a price to be paid.

And, the child begins to imbibe positive characteristics of truthfulness, respect, courtesy, integrity, timeliness, discipline, hardwork and learn skills on how to talk both at home and in public and put its needs across in a respectful way among others.

The School Teachers

Leaving the home for hours that will be spent in school is not an escape for the child as it thinks. The school teachers are waiting to provide information and rudimentary scholarly knowledge that lays the foundation for the child’s future of vocation, career and entrepreneurship.

The child is like a plant. A proper nurture will cause the plant to blossom and grow into its full potentials and glory. A plant that is not well handled will die.

There is no child that is born a useless being. There is no child that is born without a destiny. It is the teachers’ input of its formative life that either makes or mars the chances of success in life.

If a child will grow up to become a doctor, the traits will begin to manifest in early childhood. You know that a child is an engineer when he begins to dismantle its toys and reassemble them. The child who is fascinated with computers and phones may be the next Steve Jobs.

The teachers play a great role in shaping the destiny of children. Parents should be interested in the calibre of teachers who handle their children in schools.

It is not enough to pay a lot of money for your children’s education. You should be interested in the teachers who directly interface with and handle your children: their attitude, character, competences and perspectives about life.

The children mirror their teachers! They gravitate towards the ones who are firm and get them to work hard despite the fact that they sometimes resent them.

Most adults have this same experience: we hated our no-nonsense teachers who would not allow us to indulge in laziness and other counterproductive behaviours in schools but grew up to love and appreciate them later in life for their disposition that set the tone for our greatness and success in life. We now remember them with nostalgia: it was not always so when they were teaching us!

The Community as a Teacher

The child is growing up, and gradually a young adult is beginning to interact with his or her community. The community is the sphere of influence that seeks to sharpen the awareness of the young adult about himself or herself, and create a cluster of exchange, interactions and learning such as the family, environment, culture, value systems, and media among others.

The young adult will learn to give, receive, love and fellowship, and come to appreciate friendship, family and life. There will be moments of joy, and sadness; sunshine and cloud; tears and laughter; success and lack of it.

Yet the young adult will learn to adapt, persevere until he or she has grown up through the thick and thin of adversity to emerge a grown up adult that is ready to take on the world.

The Employer as a Teacher

You enter into the world of work. You are either self employed or working for someone. Either way, your employer could be your customers or organizations where you work pay your salaries.

You will soon realize that your employer has a new set of lessons to teach you in life about service and efficient delivery of it. Sometimes you kick and feel like giving up because the employer is too demanding. Service could be a pleasure or frustrating experience depending on the attitude you bring into it.

The bottom-line is that you learn to realize that the world does not revolve around you. You have to be humble and good at offering service before you can earn a decent living in the world of work.

In the world of work, everything is earned. Respect is earned. Money is earned. Satisfaction is earned. Luxury is earned. This is a cold reality to maladjusted adults who grow up as narcissistic children pampered by their parents or grandparents with a sense of entitlements that it is their right that the world must kowtow to their whims and demands. Tough lessons!

Get Yourself a Mentor

Your mentors will teach you more humility. Some successful people have gone ahead of you. You can learn from them. You are not an island. The path you are traveling now is a well trodden path by a host of successful people.

If you are smart, you will find these people and surround yourself with them in order to succeed in life.

You choose a mentor who will look at you in the face and tell you as it is. You need a mentor whom your spouse can report you to when you misbehave.

If you surround yourself with peers who lack the wisdom and discretion to manage life, you are going to make a shipwreck of your voyage of life.

The human nature does not like to submit to higher wisdom and leadership. But you will do yourself a world of good if you have a mentor and use his or her wisdom to guide your life.

Same but Unique

All these teachers share the certain characteristics with failure. But, failure surpasses them all in its uniqueness as the greatest in building human character and refining it for excellence and greatness beyond the finite capabilities of nature.

(Please watch out for the Part 2 of this article on LastDaysWatch.)

Author: Babatunde Fajimi  

First published in The Union Newspaper on Sunday, April 12, 2015

Vacancy position for HR Manager

CARE-SIERRA LEONE invites applications from qualified and interested members of staff and the public    to fill the under mentioned vacant position.

Job Title:                      HR Manager

Department:                 Human Resources

Supervisor:                  Country Director

Current Job Grade:       XXXXX

JOB SUMMARY

The HR Manager will be responsible to provide strategic day-to-day policy direction to the mission’s management of HR in order to attain the most efficient utilization of highly motivated and qualified staff. The HR Manager is also responsible for key result areas particularly in policy development and interpretation, salary and compensation review, performance management, employee welfare and counseling and disciplinary action. Identify and develop appropriate mechanisms for staff recognition and motivation. Contribute to building an organizational climate of respect, transparency and teamwork. S/he must ensure that HR policies are in line with the labour laws of Sierra Leone. S/he will be based in Freetown with 35% of her time spent outside Freetown providing oversight and guidance to staff in the field.

SPECIFIC RESPONSIBILITIES AND TASKS 

  1. Provide strategic day-to-day policy direction to the mission’s management of HR in order to attain the most efficient utilization of highly motivated and qualified staff. 
  1. Monitor the release of GOSL policies, interpret and ensure CARE SL’s personnel policies are consistent with labour laws and government regulations, disseminate policies as required;
  2. Ensure that CARE SL’s personnel policies are consistent and flexible; are developed and modified in line with the changes in the organizational policy;
  3. Develop and manage a process to ensure personnel policies are understood and adhered to by all concerned, and that staff are kept abreast of the latest changes to the HR Policies and Procedures;
  4. Ensure the incorporation of personnel policy changes in the HR Manual;
  5. Ensure efficient personnel record management system. Submit monthly staff changes report to Country Director with various analyses;
  6. Determine the staff requirement in concert with the project Management and support units. Forecast human resources requirements and review justification of new openings for approval;
  7. Ensure that the staffs are kept abreast of the latest changes to the mission policies and strategies.           

2          Supervise the administration of personnel matters in the mission in order that all personnel actions are undertaken in the best interest of the mission and personnel records are kept up to date. 

  1. Plan for and supervise HR staff in order that all aspects of the department’s activities are implemented efficiently with a high level of quality;
  2. Ensure recruitment and hiring of staff by advertising, screening applications and participating in the interview process and ensure that selection and placement are in adherence to the recruitment policy;
  3. Improve the staff hiring process to get more equal numbers of men and women who are honest and dedicated;
  4. Organize and carry out the right training for women that develops their confidence and helps staff to recognise that women are equal partners in development;
  5. Improve on establish systems and orient staff to be able to maintain all pertinent employment records on all national personnel employed by CARE;
  6. Establish systems and orient staff to be able to maintain HR management systems, at bases and Freetown levels;
  7. Manage all personnel related issues including promotions, transfer, acting assignments, staff confirmation, separation, in-country TDY;
  8. Approve payment of leave allowance and other centrally administered HR functions; 
  1. Supervise the training and development of mission staff in order that they are more skilled and motivated to undertake their work. 
  1. Coordinate/undertake the necessary research, information gathering and consultative process to generate the required information.
  2. Draft and incorporate final comments in the policies/strategies.
  3. Develop and manage a recognition initiative that will recognize staff’s achievements in coordination with the Country Director, develop and manage a system for monitoring the effectiveness of the performance management system, identify where further staff development is need and design processes accordingly.
  4. Develop, launch and manage other initiatives in support of the CARE SL’s leadership development strategy;
  5. Improving the orientation process & document both initial and ongoing;
  6. Play a lead role in Succession Plan Management and reporting to SMT. 
  1. Responsible for ensuring the recruitment of qualified, skilled and gender balance staff 
  1. Oversee and monitor recruitment process effectively for ensuring transparency and fairness and thus ensure placement of candidates having best skills and gender mix. Ensure that more qualified women are recruited;
  2. Define, disseminate standard selection criteria and ensure the same are met and followed. Ensure diverse representation in the interview board;
  3. Ensure that a pool of candidates is attracted through job advertisements, both internal and external sources;
  4. Coordinate the periodic review of compensation package to ensure that pay levels and benefits are reviewed against COLA, market rates and realistic recommendations are made and justified with the help of a Compensation Review Task Force;
  5. Evaluate staff turnover and recommend remedies to keep the rate at the minimal level. 
  1. Performance management and staff development 
  1. Ensure that Job Descriptions are consistent and updated;
  2. Provide relevant orientation for staff, both at start of contract and ongoing, to ensure their understanding and compliance with CARE’s policies, organizational strategies, and job expectations;
  3. Participate in task force to establish the foundation for organizational transformation through improving staff development and leadership capacities while addressing gender equity and diversity issues;
  4. Evaluate, recommend & coordinate improvements to the Performance Management process;
  5. Process application for training assistance and make recommendation to CD for approval;
  6. Plan/review progress and prepare performance appraisal of all staff under direct supervision; 
  1. Ensure effective staff transition process and disciplinary action: 
  1. Monitor, report, recommend and where required handle, all types of appropriate disciplinary actions;
  2. Assume full responsibility for dispensing (under my signature) appropriate disciplinary action at all levels for staff at grade 6 and below;
  3. Consult with the Legal Advisor on legal HR aspects;
  4. Give counselling for correcting staff’s behavioural problems and motivation;
  5. Assist exiting employees in any way for a smooth transition. 
  1. Serve as member of the Wellness Workplace Policy Work Group 
  1. Review, and share with SMT the HIV/AIDS situation in Sierra Leone in detail, making necessary changes to the Situation Analysis Report;
  2. Plan and conduct an annual refresher workshop for each sub-office;
  3. Review the Wellness Workplace Policy as a group, and again with the test of the CARE Sierra Leone staff at the refresher workshop, in an attempt to address everyone’s concerns and propose changes;
  4. Act as role models and leaders in raising awareness, disseminating information, creating positive attitude changes, and improving prevention skills both at CARE Country Offices and in their own communities. 
  1. Establish and maintain good productive relations with the Ministry of Labor, CARE’s Legal Counsel and retainer doctors
  1. Represent CARE as required by the Country Director at meetings with Services Trade Group Agreement Council, MOL, INGO Admin/HR Group, and other organizations;
  2. Liaise between CARE and its legal counsel as required;
  3. Liaise between CARE and its retainer doctors and pharmacies.
  1. Undertake other responsibilities as required by the Country Director 
  1. Accept any assignment that is in keeping with the type of responsibilities as referenced above.

QUALIFICATIONS & EXPERIENCE

  • Graduate degree in Personnel Management & HR Development or other similar discipline Certificate Minimum 3 years experience with reputed organization
  • Diploma in Personnel Management with 5-8 years experience in managerial position related to human resource management with reputed organization 

KEY COMPETENCIES 

  • Excellent written and verbal communication skills in English.
  • Experience in human resources planning, recruitment, grievance handling staff welfare, disciplinary issues, etc.
  • Proficiency in use of computer
  • Good knowledge of labour law
  • Good understanding of job analysis & performance management system
  • Excellent negotiation skills
  • Good leadership and team management skill
  • Ability to develop and interpret policy issues and should be able to recommend necessary changes
  • Ability to deal with critical issues

WORKING CONDITIONS 

The position will be based in Freetown with 35% travel to other project communities. The nature of an NGO post dictates irregular working hours including after hours, weekends and holidays.

Applications with most recent curriculum vitae and names and addresses of two referees should reach the following people not later than 4:30 p.m. on Friday 24th April 2015 

  • The Head of Administration, CARE Office, 13 Bath Street, Brookfields, Freetown,
  • The Administrative Officer, CARE Office, , Magburaka Highway, Makeni
  • The Sub-Office Manager, CARE Office, Government Hospital Compound Kabala
  • NGO Desk Officer, Ministry of Labour, New England and any other Labour office nationwide
  • Or send by email to: Susan.Caulker@co.care.org

Please include contact telephone number(s). 

CARE International in Sierra Leone provides equal employment opportunities and does not discriminate in employment regardless of race, color, religion, national origin, tribe, gender or age.  Sierra Leone nationals are targeted to fill this post. 

ONLY SHORT LISTED CANDIDATES WILL BE CONTACTED

WOMEN ARE STRONGLY ENCOURAGED TO APPLY

What Human Resource Managers Really Do (Part 1)

Contrary to popular belief, human resource managers do not exist to simply “hire and fire” in the organization.  There are general managers and chief executive officers who in their value system and work culture consider employees as dispensable resource. They assume their human resource managers are performing excellently well once they subscribe to their “hire and fire” doctrine.

Two things happen in this organization. Firstly, it will become noncompetitive, unproductive and unhealthy place to work primarily because of the second reason. This second reason is that your human resource managers are clearly under-performing, thus dis-enabling instead of growing the business.

Unless such organization properly refocuses its searchlight and punctiliously look at what the human resource managers are currently doing relative to what they should do, the organization may soon become a dinosaur.

Although human resources managers have their classical job descriptions, a good number of them may not be able to confidently articulate the strategy that drive human resources management core deliverables thereby making their duties central to the overall business architecture of their organizations. Some do not even have standard job descriptions giving the excuse that they are already busy doing the job hence the possession of the job description is a mere formality.

The foundation for the success of human resource managers is the formulation of robust job descriptions that recognize the specific business needs of their organizations and harness the full potentials of the core advisory and functional roles of the competent human resource managers to deliver measurable value in a mutually rewarding manner to both the employers and employees.

Many things go wrong when the human resource managers do not have the right job descriptions. The organization suffers. The business falters and customers slip away. The employees grumble, and motivation level is low. The human resource managers themselves may struggle with work-related depressions and other psychosomatic disorders.

Of course, the human resource managers know that things are not going on right, but they neither have the will power nor competences in the presence of their management to reverse the downward spiral. They reluctantly coast along until they crash both their career and the department. The way out of the wood is to rethink what the human resource managers really do in the organization.

Like all other managers in the organization, the human resource managers have a responsibility for the five management functions of planning, organizing, staffing, leading and controlling. They also perform the roles of team leaders, planners, organizers, cheerleaders, coaches, problem solvers and decision makers.

Unlike the other managers, however, the human resource managers play a sublime role of integrating all these responsibilities whilst serving as a critical link between the initiation of strategy and its implementation, the business and the people, evolution of processes and procedure, and its intermix with culture, as well as systems and transformation.

This linkage confers the role of anchor in strategy, partner in business, change agent in transaction and stabilizer in trade output in the human resources management function of management and leadership. The complexity of human resources managers’ dynamic relationship with the management and employees is simplified in the evolution and deployment of the workable (and not necessarily right) tactics to implement the human resource strategic input to the organization’s business architecture.

Consequently, it behooves the human resource managers to free themselves from the rudimentary tasks of pursuing a lopsided functional duty which makes it look as if they are just there to “hire and fire” and as such every Tom, Dick and Harry can come into the profession without the requisite training, experience and certification.

In order to understand what human resource managers really do, let us preview their roles and functions from the linkage perspective of design and execution. The design involves the initiation of strategy as an integral part of management or a member of the management committee.

The human resource function is central to organizational development because employees in any business enterprise are the main source of its competitive advantage. The relegation of this function to a secondary place in the scheme of things means that the organization will always do catch up with competition and can never have innovative workforce to lead its onslaught against competition in the marketplace.

Execution will involve the implementation of processes, policies and programmes that reflect the strategic direction of the organization and the cultural alignment of employees to its vision, mission and shared values.

That said, the capabilities and competences of the human resource managers to fuse these deliverables into core advisory and functional roles on one hand, and discharging their duties in Henry Mintzberg’s three-dimensional set of ten roles in the informational, interpersonal and decisional categories on the other remain the most potent resources for purposeful performance of human resources service delivery in the organization.

Generally speaking, there are four core advisory and five functional roles in human resource management today. These advisory and functional roles inter-relate with each other across the spectrum and enable the human resource managers to seamlessly switch from design and execution.  The core advisory roles are four perspectives namely strategy, business, transactional and trade On the other hand, the core functional roles are strategic, line, coordinate, staff and service functions.

The core advisory roles enable the human resource managers to envision and articulate a blueprint of actionable plan that comprises a mix of strategy, processes, procedure and programmes that is tailor-made to fit into the corporate goals of the organization Human resource managers are able to translate their blueprint into measurable actions through the implementation of the core advisory perspectives through their five departmental functions.

In the real world, business enterprises and other stakeholders in people management are used to the staff function of human resources managers, and this function has come to stay as the most populous function of the human resource department. The sum total of the human resource manager is a generalist oversight of human resource staff function.

Therefore, the challenge human resource managers face is to convince their general managers or chief executive officers that their most populous function is just an insignificant portion of their deliverables.

Experts propose that human resources managers who are worth their weight in gold and really know what they are doing should spend 55% of their time on strategy, 25% on business, 15% on transaction and 5% on trade. The staff function is a fraction of the 15% of the transaction role of the human resource managers. Any allocation of time that varies from this recommendation may tilt the performance to a sub-optimal and inefficient level.

Large organizations have fairly large activities around their human resource department given their size. Hence they have different human resource specialists managed by a generalist usually regarded as either the director of human resources or human resource manager.

There is usually a ratio of one human resource specialist to one hundred employees to enable the department effectively manage their personnel. In smaller organizations, the human resource department may just be a two-man department. Whether large or small, the work of the human resources managers remains the same.

Author: Babatunde Fajimi

First published in The Union Newspaper on Sunday, April 12, 2015.