Ombudsperson

Contract

This is a P-5 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 10 years of experience, depending on education.

Salary

The salary for this job should be between 168,853 USD and 211,612 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 guiding principles of the Ombudsperson are independence, neutrality, impartiality, confidentiality and informality. The Ombudsperson plays a key role in promoting and supporting conflict management and conflict prevention in ICAO. As a neutral and independent party, the Ombudsperson assists ICAO personnel, regardless of contract type or duration, to address work-related concerns and helps resolve conflict through confidential and informal means and support an overall harmonious workplace environment. Guided by the ICAO Service Code, Staff Rules, Personnel Instructions, and relevant administrative issuances, the Ombudsperson facilitates conversations, conducts mediation, undertakes shuttle-diplomacy and information-gathering, provides conflict coaching, and engages with relevant stakeholders in ICAO, as an independent and neutral party in resolving disputes informally.

The Ombudsperson is attached to the Office of the Secretary General, reports directly to the Secretary General and is independent from all other services.

Responsibilities

Function 1 (incl. Expected results) Provides a channel for dialogue and conciliation between ICAO personnel, supervisors and the Administration in cases of disagreements or disputes of a non-ethical nature, in order to avoid, to the extent possible, recourse to the Organization’s formal mechanisms for the settlement of disputes, achieving results such as: • Mediate and facilitate conflict resolution related to a wide range of employment related issues and disputes that may emerge in the workplace. • Attempt to effect conciliation and settlement of disputes through informal fact-finding, discussion, and involvement of all interested parties and, when required, address recommendations to the parties to the dispute. • Assist and counsel ICAO personnel in case of problems and grievances relating to the terms and conditions of employment, their working conditions or their relations with supervisors and colleagues. • Explore with ICAO personnel and managers their options and different avenues open to them, taking into account the interests, rights, and obligations existing between the Organization and personnel. • Work collaboratively, as an independent and neutral party, with relevant stakeholders in ICAO to resolve disputes informally. • Make suggestions or recommendations, as appropriate, on actions needed to settle conflicts, taking into account the rights and obligations of the Organization and the personnel, and the equities of a given situation. • Deliver policy and project development and implementation in the area of alternative informal dispute resolution, such as a Respectful Workplace Advisors (RWA) framework, including training and overseeing a network of RWA. • Contribute to projects related to Transformational Objective 2 - Principles & Values focussed on strengthened adherence and compliance to ethics principles and values considering best practices of other organizations of the UN system and development of robust mechanisms of formal and informal dispute resolution.

Function 2 (incl. Expected results) Provides substantive input on conflict resolution matters to the Secretary General and submits relevant proposals or recommendations, achieving results such as:

• Submit an annual report providing an overview of the activities of the Ombudsperson to the Secretary General, to feed into the management planning process – diagnosis, planning, action, and future evaluation of the status of problem areas – to improve the workplace environment. • Provide expert advisory services to the Secretary General on policies, procedures, and best practices on how to address work-related concerns and resolve conflict through informal means. • Identify and monitor problem areas and organizational needs that must be addressed by management. • Highlight areas of the organization where improved or effective conflict resolution mechanisms are being applied. • Based on lessons learned, assist in refining the complaint-resolution process for all affected parties. • Advise on the implications of current complaint solutions for the future. • Contribute to developing and strengthening a workplace and culture that upholds the principles and values, ethical and functional integrity of the Organization, in compliance with the ICAO regulatory framework.

Function 3 (incl. Expected results) Supports organizational improvement through the identification of systemic issues and trends, and developing options for addressing them, achieving results such as:

• Proactively contribute to the desired workplace changes ensuring ICAO is compliant with relevant ICAO regulatory frameworks including the ICAO Framework on Ethics. • Provide relevant input to policy initiatives and reviews towards the strengthening of the organization’s system of internal justice. • Enhance the feedback loop by identifying systemic issues arising from the cases handled, trends observed, and lessons learned, and make recommendations for changes to policies or procedures to promote fairness and accountability. • Offer creative options to resolve conflict and foster appropriate and efficient redress of concerns and grievances. • Contribute to reporting to the ICAO Council, as required, with respect to the trends and systemic issues identified, and ways of addressing them. • Assist in developing, among personnel, a deeper understanding of conflict prevention, conflict management and resolution, while exploring opportunities for preventive practices. • Provide opportunities for individual meetings with personnel and managers at ICAO Headquarters and in the Regional Offices.

Function 4 (incl. Expected results) Makes presentations to various audiences as part of outreach efforts and delivers conflict competence workshops supported by ICAO, achieving results such as:

• Provide conflict coaching to help ICAO personnel resolve issues without the need for escalation or the adoption of formal mechanisms. • Undertake outreach activities to raise awareness about informal resolution and conflict management and resolution, and deliver skill-building activities to enhance the competence of personnel and managers (i.e., workshops, seminars, etc.). • Create shared knowledge through the use of social engagement – speeches, training, intranet. • Contribute to the cultivation the right attitudes among senior management and personnel, in keeping with organizational regulatory framework. • Make, when appropriate, proposals to Human Resources on learning activities concerning the prevention and resolution of conflicts, skills and theory of negotiation.

Function 5 (incl. Expected results) Keeps abreast of developments in the field of conflict resolution within the Organization and across the UN system, especially in the field of human resources policies and practices, achieving results such as:

• Contribute to building a just, administrative culture based on a shared understanding of the principles and values of the Organization. • Research and keep abreast of dispute resolution methods and implement cutting-edge, creative mediation solutions. • Identify, develop, and implement ideas, programmes, or projects to effectively handle complaints and enhance dispute resolution approaches. • Participate in the network of ombudsmen and mediators of the UN System Chief Executives Board for Coordination (CEB), as required, to keep ICAO up-to-date on system-wide trends and best practices in the area of workplace conflict resolution. • Build a culture of trust by being proactive, accountable, and consistent in approach to the resolution of workplace conflicts.

Function 6 (incl. Expected results) Performs other related duties, as assigned.

Competencies

Professionalism: Demonstrated professional competence in conflict resolution, seeking fair and equitable solutions to and prevention of employment-related problems. Knowledge of third-party neutral conflict resolution and mediation principles and alternate dispute and conflict resolution mechanisms. Ability to apply rules, regulations, policies and procedures in work situations. Ability to establish trust and create a safe, confidential environment. Maintain productive partnerships with ICAO personnel and stakeholders, respecting the principles of independence, neutrality, impartiality, confidentiality, and informality. Ability to work in an international setting and operate effectively across organizational boundaries. Ability to negotiate difficult situations taking into account the interests of all sides and with respect and empathy for individuals. Demonstrates respect for and understanding of diversity, including its impact on workplace issues and conflict and possible resolution. Demonstrated ability and experience in preparing clear and concise reports. 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.

Communication: Speaks and writes clearly and effectively. Listens to others, correctly interprets messages from others and responds appropriately. Asks questions to clarify and exhibits interest in having two-way communication. Tailors language, tone, style and format to match the audience. Demonstrates openness in sharing information and keeping people informed.

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.

Accountability: Takes ownership of all responsibilities and honours commitments; delivers outputs for which one has responsibility within prescribed time, cost and quality standards; operates in compliance with organizational regulations and rules; supports subordinates, provides oversight and takes responsibility for delegated assignments; takes personal responsibility for his/her own shortcomings and those of the work unit, where applicable.

Building Trust: Provides an environment in which others can talk and act without fear of repercussion; operates with transparency; has no hidden agenda; places confidences in colleagues, ICAO personnel and clients; gives proper credit to theirs; follows through on agreed upon actions; treats sensitive or confidential information appropriately.

Judgement/Decision-making: Identifies the key issues in a complex situation, and comes to the heart of the problem quickly; gathers relevant information before making a decision; considers positive and negative impacts of decisions prior to making them; takes decisions with an eye to the impact on others and on the Organization; proposes a course of action or makes a recommendation based on all available information; checks assumptions against facts; determines the actions proposed will satisfy the expressed and underlying needs for the decision; makes tough decisions when necessary.

Education

Essential • An advanced-level university degree (e.g. Masters’ degree or academic equivalent) in public administration, dispute resolution, human resources management, human relations, law, management, organizational development, counselling, social sciences, or other related area. For serving staff members, a first-level university degree in combination with five (5) additional years of qualifying experience may be accepted in lieu of the advanced university degree.

Desirable • Accreditation or certification in mediation or in alternative dispute resolution or conflict management.

Job - Specific Qualification

Not available.

Work Experience

Essential • A minimum of twelve (12) years of progressively responsible experience, including at least five years at an international and multicultural level in dispute resolution, human resources management, law or a related area is required.

• A minimum of five years as a mediator for informal dispute resolution in the workplace is required.

Desirable • Experience working in the United Nations or other similar international/multicultural organization is desirable.

• Familiarity with international organizations' administrative policies and procedures is desirable.

• Experience as an Ombudsperson or as a conflict resolution expert is desirable.

Languages

Essential Fluent reading writing and speaking abilities in English.

Desirable • A working knowledge of French. • A working knowledge of any other language of the Organization (Arabic, Chinese, Russian, or Spanish).

Assessment

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

Special Notice

It is to be noted that, on initial appointment for this post, a maximum two-year, renewable fixed-term contract (first year is probationary for an external candidate) will be granted.

The ICAO Assembly recently reaffirmed its commitment to enhancing gender equality and the advancement of women by supporting UN Sustainable Development Goal 5 “Achieve gender equality and empower all women and girls.”

Female candidates are strongly encouraged to apply for ICAO positions, especially in the Professional and higher level categories.

ICAO staff members are international civil servants subject to the authority of the Secretary General and may be assigned to any activities or offices of the Organization within the duty station.

ICAO staff members are expected to conduct themselves in a manner befitting their status as international civil servants. The Standards of Conduct for the International Civil Service adopted by ICAO, which are applicable to all staff members, are defined in the ICAO Service Code (Staff Regulations).

ICAO offers an attractive benefit package to its employees in accordance with the policies of the International Civil Service Commission (ICSC).

The statutory retirement age for staff entering or re-entering service after 1 January 2014 is 65. For external applicants, only those who are expected to complete a term of appointment will normally be considered. Remuneration: Level P-5 Rate Net Base Salary per annum + Post Adjustment (net) per annum() USD $92,731 USD $42,285 () Post Adjustment is subject to change.

United Nations Considerations

In accordance with ICAO Staff Regulations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity. Due regard shall be paid to the importance of recruiting staff on as wide a geographical basis as possible and ensuring equal gender representation. Subject to the foregoing, selection of staff members shall be made without distinction as to race, sex or religion, nor shall there be any discrimination on account of any disability of a candidate who meets the qualifications required to perform the tasks. Unless otherwise permitted under the ICAO Staff Regulations, appointment and promotion of staff members shall be made on a competitive basis.

Candidates will not be considered for employment with ICAO 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.

Candidates who have committed crimes other than minor traffic offences may not be considered for employment.

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 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 in Inspira will be removed at 11:59 p.m. (New York time) on the deadline date.

No Fee

ICAO does NOT charge any fees or request money from candidates at any stage of the recruitment process, nor does it concern itself with bank account details of applicants. Requests of this nature allegedly made on behalf of ICAO are fraudulent and should be disregarded.