Information Management Officer (TJO)

Contract

This is a P-4 contract. This kind of contract is known as Professional and Director staff. It is normally internationally recruited only. It's a staff contract. It usually requires 7 years of experience, depending on education.

Salary

The salary for this job should be between 169,113 USD and 218,037 USD.

Please keep in mind that the salary displayed here is an estimation by UN Talent based on the location and the type of contract. It may vary depending on the organization. The recruiter should be able to inform you about the exact salary range. In case the job description contains another salary information, please refer to this one.

Org. Setting and Reporting The position is located in the Monitoring and Tools Section (MATS), Assessment, Planning and Monitoring Branch (APMB), Coordination Division, Office for the Coordination of Humanitarian Affairs (OCHA) in Geneva, Switzerland. OCHA is the part of the United Nations Secretariat responsible for bringing together humanitarian actors to ensure a coherent response to emergencies and natural disasters. OCHA also ensures there is a framework within which each actor can contribute to the overall response effort. OCHA's mission is to mobilize and coordinate effective and principled humanitarian action in partnership with national and international actors in order to alleviate human suffering in disasters and emergencies; advocate for the rights of people in need; promote preparedness and prevention and facilitate sustainable solutions.

The Information Management Officer reports to the Chief of Section.

Responsibilities Within delegated authority, the Information Management Officer will be responsible for the following duties:

• Provides advisory, technical and project management services for humanitarian data and information services relevant to the humanitarian programme cycle (HPC), including use of GIS technologies; assessment tools such as KoBoToolbox, and planning, monitoring and financial tracking tools and platforms such as FTS, Humanitarian InSight and the HPC.tools suite.
• Assesses and makes recommendations relating to the use of information systems from the information management perspective. Provides reliable, up-to-date research and technical specifications for information management technology and innovations applications relevant to humanitarian data and the HPC.
• Working with other branches and divisions, in particular with IMB, evaluates and pilots emerging technologies (including software applications and associated hardware, e.g., document/correspondence management products, databases, online information and data management and retrieval services) to develop strategies for integrating data and information from diverse systems and sources into digital or online information systems; to plan and develop migration strategies for preservation of humanitarian data and to develop and maintain expertise necessary to advise Secretariat offices in the management of such data.
• Evaluates applications and cost-effectiveness of services in relation to technology options and prepares data and recommendations for decision-making.
• Monitors the progress of projects in client offices, engages continuously with HPC business owners across the Branch and division, ensures compliance with Section standards and guidelines and provides assistance in identifying consultants as required and associated project Terms of Reference.
• Contributes to the inter-agency formulation and agreement of overall policies, procedures, objectives and guidelines relating to humanitarian needs and response monitoring, analysis and planning, and delivery and implementation of complementary information management services.
• Conducts policy-oriented research and drafting on the applicability of information technology to information products and services using data from internal and external sources to: develop Section policies, guidelines and procedures in keeping with technological developments, e.g., implementation strategy for online access to and management of HPC-related information.
• Supports information management around the humanitarian programme cycle, including assessment, planning and monitoring initiatives, the design of data collection tools and development of standards; reviews, analyses and interprets data, identifies problems/issues and prepares conclusions.
• Leads and coordinates the Section’s work to provide day-to-day substantive guidance and technical support to designated country HPC focal points and other stakeholders at regional and global levels on monitoring initiatives and tools around needs, response and financial tracking. racks and reviews progress on implementation, supports data workflows, documents good practice, identifies and solves problems/issues and guides and supports other Section staff as necessary upon escalation.
• Develops outreach strategy and programme for internal and external clients and stakeholders, including data providers and users at field and global levels, and coordinates its implementation.
• Represents the Section, as required, in internal and external working groups, task forces and other fora, including the GIFT and the IMWG, advocating for issues including a stronger HPC, improved monitoring and the effective use of IM tools and platforms to improve coordination processes.
• Participates in the planning, organizing and implementation of training for internal and external users at Headquarters and in the field with respect to utilization of HPC information services.
• Provides advisory services Organization-wide on information management practices based on needs, business process, workflow, technical architecture and information resources analysis; makes recommendations relating to information management practices, improvement and implementation strategies, resource requirements; organizes and maintains humanitarian data and information; preserves and disposes, identifies and protects vital data; and informs management policies and procedures, with an emphasis on technological applications.
• Ensures access to data and information with continuing value by managing the development and application of cataloguing and indexing standards for facilitated retrieval; advises internal and external users regarding the appropriate use of humanitarian data.
• Carries out managerial responsibilities at the unit level relating to compliance with administrative requirements, programme planning, policy and procedure recommendations, budgeting, human resources and facilities management.
• Evaluates the performance of vendors and certifies invoices, as necessary.
• Guides, trains and supervises professional and general service staff in the various concerned information management functions.

• Performs other duties as assigned.

  Competencies - PROFESSIONALISM: Knowledge of information management, archival, record keeping and record disposition. Knowledge of electronic data maintenance, including appraisal, conservation and migration management; records preservation and description. Ability to conduct research and provide recommendations on information management trends. Ability to demonstrate conceptual, analytical and evaluative skills and conduct independent research and analysis, identifying and assessing issues, formulating options and making conclusions and recommendations. Shows pride in work and in achievements; demonstrates professional competence and mastery of subject matter; is conscientious and efficient in meeting commitments, observing deadlines and achieving results; is motivated by professional rather than personal concerns; shows persistence when faced with difficult problems or challenges; remains calm in stressful situations. Takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work.

• CLIENT ORIENTATION: Considers all those to whom services are provided to be "clients" and seeks to see things from clients' point of view; establishes and maintains productive partnerships with clients by gaining their trust and respect; identifies clients' needs and matches them to appropriate solutions; monitors ongoing developments inside and outside the clients' environment to keep informed and anticipate problems; keeps clients informed of progress or setbacks in projects; meets timeline for delivery of products or services to client.

• TECHNOLOGICAL AWARENESS: Keeps abreast of available technology; understands applicability and limitation of technology to the work of the office; actively seeks to apply technology to appropriate tasks; shows willingness to learn new technology.

  Education Advanced university degree (Master’s degree or equivalent) in archival, information science, information systems, social science or related field 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.

  Work Experience A minimum of seven years of progressively responsible experience in modern archives management, record keeping, library, information management or related area is required.

  Experience with systems and processes for response planning, response monitoring and financial tracking is desirable.

  Experience providing simultaneous technical support to multiple countries in different response contexts is desirable.

  A minimum of three years of humanitarian/development experience posted in crisis/post crisis situation in the field in the last 7 years is required.

  Languages English and French are the working languages of the United Nations Secretariat. For the position advertised, fluency in English is required. Knowledge of another UN official language is desirable.

  Assessment Evaluation of qualified candidates may include an assessment exercise which may be followed by competency-based interview.

  Special Notice - This appointment is for a duration of six (6) months with the possibility of extension, subject to availability of funds and mandate extension. The selected candidate is expected to start as soon as possible.

• Please note that due to the ongoing situation with COVID-19 and the travel restrictions imposed by national authorities, selected candidate may be required to start the assignment/appointment remotely, in agreement with the hiring manager, and until further notice.

• A current staff member who holds a fixed-term, permanent or continuing appointment may apply for temporary positions no more than one level above his or her current grade. However, a current staff member who holds an appointment at the G-6 or G-7 level may also apply to temporary positions in the Professional category up to and including the P-3 level, subject to meeting all eligibility and other requirements for the position.

• A staff member holding a temporary appointment shall be regarded as an external candidate when applying for other positions, and may apply for other temporary positions at any level, subject to section 5.7 below and staff rule 4.16 (b) (ii). Therefore, a staff member holding a temporary appointment in the General Service or related categories may only apply to positions within those categories. For full information on eligibility requirements, please refer to section 5 of ST/AI/2010/4Rev.1 on Temporary Appointments.

• In its resolution 66/234, the General Assembly further "stressed that the Secretary-General should not recur to the practice of temporarily filling posts in the Professional and higher categories with General Service staff members who have not passed the General Service to Professional category examination other than on an exceptional basis, and requests the Secretary-General to ensure that temporary occupation of such posts by the General Service staff shall not exceed a period of one year, effective 1 January 2013…" Consequently, eligible candidates in the General Service or related categories for temporary job openings in the Professional category that have not passed the competitive examination may be selected only on an exceptional basis endorsed by the Office of Human Resources Management where no other suitable candidate could be identified.

• Upon separation from service, including, but not limited to, expiration or termination of, or resignation from, a fixed-term, continuing or permanent appointment, a former staff member will be ineligible for re-employment on the basis of a temporary appointment for a period of 31 days following the separation. In the case of separation from service on retirement, a former staff member will be ineligible for re-employment for a period of three months following the separation. This equally applies, mutatis mutandis, with respect to a former or current staff member who has held or holds an appointment in another entity applying the United Nations Staff Regulations and Rules and who applies for a temporary position with the Secretariat.

• While this temporary assignment may provide the successful applicant with an opportunity to gain new work experience, the selection for this position is for a limited period and has no bearing on the future incumbency of the post. An external candidate selected for this position is bound by the prevailing condition of the staff selection system under ST/AI/2010/3, as amended, and ST/AI/2010/4/Rev.1. A staff member holding a temporary appointment who is recruited in the Professional and above categories on a temporary appointment, and placed on a position authorized for one year or longer may not apply for or be reappointed to his/her current position within six months of the end of his/her current service. This provision does not apply to staff members holding temporary appointments and placed on positions authorized for one year or more in duty stations authorized for peacekeeping operations or special political missions.

• Retirees above the mandatory age of separation who wish to be considered for the current temporary job opening must indicate the reason for their last separation as "retirement." Such retirees shall not be employed by the Organization, unless (a) the operational requirements of the Organization cannot be met by staff members who are qualified and available to perform the required functions; and (b) the proposed employment would not adversely affect the career development or redeployment opportunities of other staff members and represents both a cost-effective and operationally sound solution to meet the needs of the service.

• The expression "Internal candidates", shall mean staff members who have been recruited after a competitive examination under staff rule 4.16 or after the advice of a central review body under staff rule 4.15.

• For information on special post allowance, please refer to ST/AI/1999/17. For more details on the administration of temporary appointments please refer to ST/AI/2010/4/Rev.1.

• The Staff Regulations, Staff Rules and administrative issuances governing staff appointments can be viewed at: http://www.un.org/hr_handbook/English.

  United Nations Considerations According to article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity. Candidates will not be considered for employment with the United Nations if they have committed violations of international human rights law, violations of international humanitarian law, sexual exploitation, sexual abuse, or sexual harassment, or if there are reasonable grounds to believe that they have been involved in the commission of any of these acts. The term “sexual exploitation” means any actual or attempted abuse of a position of vulnerability, differential power, or trust, for sexual purposes, including, but not limited to, profiting monetarily, socially or politically from the sexual exploitation of another. The term “sexual abuse” means the actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions. The term “sexual harassment” means any unwelcome conduct of a sexual nature that might reasonably be expected or be perceived to cause offence or humiliation, when such conduct interferes with work, is made a condition of employment or creates an intimidating, hostile or offensive work environment, and when the gravity of the conduct warrants the termination of the perpetrator’s working relationship. Candidates who have committed crimes other than minor traffic offences may not be considered for employment.

Due regard will be paid to the importance of recruiting the staff on as wide a geographical basis as possible. The United Nations places no restrictions on the eligibility of men and women to participate in any capacity and under conditions of equality in its principal and subsidiary organs. The United Nations Secretariat is a non-smoking environment.

The paramount consideration in the appointment, transfer, or promotion of staff shall be the necessity of securing the highest standards of efficiency, competence, and integrity. By accepting an offer of appointment, United Nations staff members are subject to the authority of the Secretary-General and assignment by him or her to any activities or offices of the United Nations in accordance with staff regulation 1.2 (c). In this context, all internationally recruited staff members shall be required to move periodically to discharge new functions within or across duty stations under conditions established by the Secretary-General.

Applicants are urged to follow carefully all instructions available in the online recruitment platform, inspira. For more detailed guidance, applicants may refer to the Manual for the Applicant, which can be accessed by clicking on “Manuals” hyper-link on the upper right side of the inspira account-holder homepage.

The evaluation of applicants will be conducted on the basis of the information submitted in the application according to the evaluation criteria of the job opening and the applicable internal legislations of the United Nations including the Charter of the United Nations, resolutions of the General Assembly, the Staff Regulations and Rules, administrative issuances and guidelines. Applicants must provide complete and accurate information pertaining to their personal profile and qualifications according to the instructions provided in inspira to be considered for the current job opening. No amendment, addition, deletion, revision or modification shall be made to applications that have been submitted. Candidates under serious consideration for selection will be subject to reference checks to verify the information provided in the application.

Job openings advertised on the Careers Portal will be removed at 11:59 p.m. (New York time) on the deadline date.

No Fee THE UNITED NATIONS DOES NOT CHARGE A FEE AT ANY STAGE OF THE RECRUITMENT PROCESS (APPLICATION, INTERVIEW MEETING, PROCESSING, OR TRAINING). THE UNITED NATIONS DOES NOT CONCERN ITSELF WITH INFORMATION ON APPLICANTS’ BANK ACCOUNTS.