Monitoring and Evaluation Officer Myanmar Maungdaw

Contract

This is a Professional contract, Grade 5 (NRC) contract. More about Professional contract, Grade 5 (NRC) contracts.

Job Description

A job description is a written statement that describes the employee’s role and responsibilities. The role and responsibilities shall be executed within the NRC framework. The job description facilitates the recruitment process by stating the necessary competencies. It is mandatory for all positions.

Position: Monitoring and Evaluation Officer

Reports to: Monitoring and Evaluation Coordinator

Supervision of: N/A

Duty station: Maungdaw

Travel: up to 40%

Duration and type of contract: until 31 December 2021 (renewable based on funding)

NRC employees are expected to work in accordance with the organization’s core values: dedication, innovation, inclusivity and accountability. These attitudes and believes shall guide our actions and relationships.

1. Role and responsibilities

The following is a brief description of the role.

Generic responsibilities

These responsibilities shall be the same for all positions with the same title. The responsibilities shall be short and essential. Details belong in the Work- and Professional Development Plan.

1. 1. Ensure adherence to NRC policies, guidance and procedures
   2. Provide regular progress reports to M&E Coordinator
   3. Coordinate the M&E activities according to strategy, proposals, budgets and plans
   4. Contribute and support the development of a data management system through documentation, implementation and coordination of standardized information flow of M&E activities and reporting
   5. Support in developing data collection methodology and tools, and in actual data collection, as needed
   6. Assist in standardizing M&E across projects
   7. Investigate and facilitate introduction of new technology, methods and approaches in order to improve the quality of the activities
   8. Coordinate with relevant partners

Specific responsibilities

These responsibilities shall be adapted to the particularities of the job location and context, phase of operation, strategic focus and type of programme intervention. This section shall be revised whenever a new employee is hired or the context changes significantly.

• Develop tools necessary to complete all data collection related to outputs, indicators, and results including baseline surveys and participatory assessment (with external consultant assistance when necessary), Knowledge, Attitudes, and Practices (KAP) surveys, qualitative interview guides, focus group discussion guides, and other types of assessments as needed;
• Define samples appropriate for each M&E activity and document and verify sampling methodology;
• Develop and maintain databases where data and indicators are tracked and compared over the life of the project; ensure that these databases are accurate and that data is cleaned and coded correctly;

• Ensure that output data (training schedules, number of trainees, training content documentation) is collected and documented for reporting;

• Communicate regularly and participate in technical staff meetings to ensure that they are aware of what is needed, they have adequate M&E resources (attendance lists, training report templates, etc.) and that they are submitted in a timely manner;

• Provide feedback to project technical and partner staff on methodologies and results of assessments in order to ensure that results of monitoring and evaluations are used to implement programmatic changes accordingly;
• Develop and implement strategies for verifying indicators, ensure that all departments submit source verification documents for indicators in a timely manner and compare them against reporting to ensure accuracy;
• Support and collaborate with external consultants implementing technical or M&E activities (such as training or baseline consultants and surveyors);
• Design and lead work plans and schedules for M&E team in line with the Project Cycle Management and monitoring and evaluation indicators;
• Prepare weekly and monthly work plans for field visits and data entry;
• Ensure that project monitoring and evaluation tools are properly used in the Area Office and Field Offices, as well as by partners when relevant, through capacity-building, and cross and spot checks;
• Capacity building and training of program staff on M&E technical and conceptual areas, as needed
• Support programme staff to implement quality and timely programmes ensuring all M&E activities are carried out during the projects’ implementation
• Any other task relevant to the position as requested by the line and/or technical manager

Critical interfaces

By interfaces, NRC means processes and projects that are interlinked with other departments/units or persons. Relevant interfaces for this position are:

• Area Manager in North West
• Integrated Area Programme Manager in North West
• CC teams in North West (specifically Maungdaw)
• Field Coordinator in Maungdaw
• Support departments in Maungdaw
• M&E team in North West

1. Competencies

Competencies are important in order for the employee and the organization to deliver desired results. They are relevant for all staff and are divided into the following two categories:

1. Professional competencies

These are skills, knowledge and experience that are important for effective performance.

Generic professional competencies for this position:

• • Experience from working in M&E in a humanitarian/recovery context
  • Previous experience from working in complex and volatile contexts
  • Documented results related to the position’s responsibilities
  • Good understanding of data and information needs for programme management and decision making
  • Strong data interpretation skills, report writing, and data presentation
  • Proficient in MS Office package
  • Good level of English, both written and verbal

Context related skills, knowledge and experience (shall be adapted to the specific position):

• • Knowledge of local languages used in North West of Myanmar is 2. Behavioral competencies

These are personal qualities that influence how successful people are in their job. NRC’s Competency Framework states 12 behavioral competencies, and the following are essential for this position:

• • Managing resources and achieving results
  • Planning and delivering results
  • Analyzing
  • Working with people
  • Strategic thinking
  • Handling insecure environments

1. Performance Management

The employee will be accountable for the responsibilities and the competencies, in accordance with the NRC Performance Management Manual. The following documents will be used for performance reviews:

• • The Job Description
  • The individual Work- and Professional Development Plan
  • The Competency Framework