Prevention and Response to Sexual Exploitation, Abuse and Harassment (PRSEAH) Coordinator

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 172,512 USD and 216,197 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.

1. Purpose of the Position

Within the context of the GMC Cluster, the purpose of the position is to provide strategic guidance and coordination efforts by the World Health Organization in the African Region to ensure effective, Timely, and robust early detection, prevention, and response to cases of sexual exploitation, abuse and harassment (SEAH); and putting in place systems to respond to incidents including complaints mechanisms, survivor centred assistance and feedback on measures taken. The incumbent will ensure that the WHO workforce adheres to the norms and ethical principles related to the prevention of sexual exploitation and abuse bearing in mind that sexual exploitation and abuse may have negative physical and mental health consequences for the survivors; may constitutes a serious reputational risk for the Organization; and stressing that WHO has a responsibility to take measures to detect, prevent and respond to sexual exploitation and abuse. The Regional Coordinator (PRSEAH) will provide all related services to the WHO workforce across the African Region. He/she will provide strategic guidance and recommendations to the first level Supervisor (Director, GMC) and Second level supervisor (Regional Director) concerning systemic issues to be addressed and possible remedial measures in organizational policies, procedures, and work climate negatively impacting the overall working environment in relation to PRSEAH.

2. Job Description

• Objectives of the Programme and of the immediate Strategic Objective

Within the context of the GMC Cluster, the purpose of the position is to provide support and coordination efforts by the World Health Organization in the African Region to ensure effective, timely and robust early detection, prevention and response to cases of sexual exploitation, abuse and harassment (SEAH); and put in place systems to respond to incidents including complaints mechanisms, survivor centered assistance and feedback on measures taken. Under the direct supervision of the PRSEAH Regional Coordinator, the incumbent will ensure that the WHO workforce adheres to the norms and ethical principles related to the prevention of sexual exploitation, abuse and harassment. The PRSEAH Technical Officer, will contribute to provide all related services to the WHO workforce across the African Region. He/she will ensure that strategic guidance and recommendations are provided to AFRO PRSEAH Focal Points.

• Organizational context (Describe the individual role of incumbent within the team, focus in on work environment within and outside the organization)

Under the direct supervision of the GMC Director, and in close collaboration and the Regional Human Resources and Talent Manager, the Regional Coordinator (PSEA) operates within existing WHO Staff Regulations, Rules and Manual provisions, WHO SEA Strategy, WHO Sexual Exploitation and Abuse Prevention and Response. The Coordinator will be assigned to the WHO Regional office for Africa. He/she will advise and make recommendations to the Regional Director on all issues related to SEA. He/she will have unrestricted access to officials and all personnel. In order to carry out the duties and responsibilities of his/her post, the Coordinator (PSEA) shall have access to all records concerning personnel except for medical records that are not available without the express consent of the person concerned. In accordance with international professional standards, the work of the Coordinator (PSEA) shall be based on the principles of independence, confidentiality, neutrality and informality, as defined by international professional standards. Contacts Under the supervision of the GMC Director, and in close the Regional Human Resources and Talent Manager; and officials of the internal conflict resolution system, notably the WHO Regional Ombudsman (OMB), the Regional Coordinator (PSEA) designs the regional PSEA strategy and executes the PSEA work programme. The Regional Coordinator (PSEA) consults and coordinates with the PSEA Officials in Headquarters (HQ), Compliance, Risk and Ethics (CRE), Internal Oversight (IOS) and with counterparts in other WHO regions both on general issues and trends ensuring respect for confidentiality.

• Summary of Assigned Duties (Describe what the incumbent has to do to achieve main objectives; include main achievements expected)

  Within the overall framework of the WHO global PRSEAH framework the incumbent will be expected to perform the following duties:

• Maintain and monitor implementation of a regional PRSEAH plan and PRSEAH work programme to strengthen the Region’s early detection, prevention and response capacity, particularly in emergencies operations where sexual exploitation and abuse including sexual harassment may be at greater risk of occurring;

• Coordinate the response to sexual exploitation, abuse and harassment (SEAH) incidents and complaints ensuring that all reported incidents and complaints are referred to the WHO Investigation Service; and ensure that assistance and protection are provided to any victims or survivors as per WHO’s procedures.

• Coordinate and support SEAH risk assessments in countries in the region, including sub-offices and in the Regional Office to identify SEAH related risks and risk factors that threaten the successful achievement of WHO’s objectives on SEAH and develop risk treatment plans to mitigate these risks.

• Collaborate and create at regional level networks with external experts, international partners including the Inter-Agency Standing Committee (IASC) and humanitarian agencies to foster peer learning and access to global perspectives, resources and opportunities.

• Support the Director GMC and Regional Director in their leadership roles in PRSEAH, linking operational, programmatic, strategic and leadership issues related to PRSEAH.

• Ensure clear and regular communication between the Regional Office and the Director of Prevention of Sexual Exploitation in the Office of the Director General on strategic, programmatic and operational issues, including information and communication management related to interactions with WHO governing bodies, donors and key stakeholders.

• Perform other related responsibilities as assigned in his/her area of expertise, including replacing and backstopping the Director, GMC, as required.

3. Recruitment Profile

Competencies: Generic

Select up to two additional core, management and leadership competencies. See the Enhanced WHO Global Competency Model Guidelines.

*1. Teamwork

*2. Respecting and promoting individual and cultural differences

*3. Communication

4. Producing results

Competencies: Management

1. Creating an empowering and motivating environment

   Functional Knowledge and Skills

• Describe the essential knowledge and the skills specific to the position

Strong understanding of management practices and the functioning of a major international organization. Excellent communication skills and ability to interact effectively with WHO workforce at all levels. Strong knowledge of the WHO's institutional approach on PSEA and related strategies, policies, rules and regulations. Displays understanding of political systems and underlying drivers. Excellent leadership and managerial skills. Sensitivity to gender issues. Ability to maintain confidentiality and trained in data protection.

EDUCATION QUALIFICATIONS

Essential: Advanced university degree (Masters level or above) in social sciences, international development, law, management or related field to the

functions of the position.

Desirable: Post graduate studies or specialized training in strategy development, human rights, social anthropology, community engagement, or

behaviour change management.

EXPERIENCE

Essential: At least ten (10) years of relevant professional experience in the field of sexual exploitation and abuse, gender-based violence and/or

humanitarian affairs. Experience in institutional capacity building or change management.

Desirable:

• Exposure in international development and humanitarian systems, including the UN and IASC.

• Experience in training, capacity-building, data protection, and confidentiality.

• Skilled in humanitarian affairs, emergency preparedness, crisis management, and development.

• Extensive experience in SEAH management, workplace resolution, counselling, coaching, and cross-cultural awareness.

LANGUAGES

Essential: Excellent knowledge of English or French and good working knowledge of the other.

Desirable:

REMUNERATION

WHO salaries for staff in the Professional category are calculated in US dollars. The remuneration for the above position comprises an annual base salary starting at USD 92,731 (subject to mandatory deductions for pension contributions and health insurance, as applicable), a variable post adjustment, which reflects the cost of living in a particular duty station, and currently amounts to USD 4297 per month for the duty station indicated above. Other benefits include 30 days of annual leave, allowances for dependent family members, home leave, and an education grant for dependent children.

ADDITIONAL INFORMATION

This vacancy notice may be used to fill other similar positions at the same grade level

Only candidates under serious consideration will be contacted.

A written test and/or an asynchronous video assessment may be used as a form of screening.

In the event that your candidature is retained for an interview, you will be required to provide, in advance, a scanned copy of the degree(s)/diploma(s)/certificate(s) required for this position. WHO only considers higher educational qualifications obtained from an institution accredited/recognized in the World Higher Education Database (WHED), a list updated by the International Association of Universities (IAU)/United Nations Educational, Scientific and Cultural Organization (UNESCO). The list can be accessed through the link: http://www.whed.net/. Some professional certificates may not appear in the WHED and will require individual review.

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. Due regard will be paid to the importance of recruiting the staff on as wide a geographical basis as possible.

Any appointment/extension of appointment is subject to WHO Staff Regulations, Staff Rules and Manual.

Staff members in other duty stations are encouraged to apply.

The WHO is committed to creating a diverse and inclusive environment of mutual respect. The WHO recruits and employs staff regardless of disability status, sex, gender identity, sexual orientation, language, race, marital status, religious, cultural, ethnic and socio-economic backgrounds, or any other personal characteristics.

The WHO is committed to achieving gender parity and geographical diversity in its staff. Women, persons with disabilities, and nationals of unrepresented and underrepresented Member States (https://www.who.int/careers/diversity-equity-and-inclusion) are strongly encouraged to apply.

Persons with disabilities can request reasonable accommodations to enable participation in the recruitment process. Requests for reasonable accommodation should be sent through an email to [email protected]

An impeccable record for integrity and professional ethical standards is essential. WHO prides itself on a workforce that adheres to the highest ethical and professional standards and that is committed to put the WHO Values Charter into practice.

WHO has zero tolerance towards sexual exploitation and abuse (SEA), sexual harassment and other types of abusive conduct (i.e., discrimination, abuse of authority and harassment). All members of the WHO workforce have a role to play in promoting a safe and respectful workplace and should report to WHO any actual or suspected cases of SEA, sexual harassment and other types of abusive conduct. To ensure that individuals with a substantiated history of SEA, sexual harassment or other types of abusive conduct are not hired by the Organization, WHO will conduct a background verification of final candidates.

Mobility is a condition of international professional employment with WHO and an underlying premise of the international civil service. Candidates appointed to an international post with WHO are subject to mobility and may be assigned to any activity or duty station of the Organization throughout the world.

WHO also offers wide range of benefits to staff, including parental leave and attractive flexible work arrangements to help promote a healthy work-life balance and to allow all staff members to express and develop their talents fully.

The statutory retirement age for staff appointments is 65 years. For external applicants, only those who are expected to complete the term of appointment will normally be considered.

Please note that WHO's contracts are conditional on members of the workforce confirming that they are vaccinated as required by WHO before undertaking a WHO assignment, except where a medical condition does not allow such vaccination, as certified by the WHO Staff Health and Wellbeing Services (SHW). The successful candidate will be asked to provide relevant evidence related to this condition. A copy of the updated vaccination card must be shared with WHO medical service in the medical clearance process. Please note that certain countries require proof of specific vaccinations for entry or exit. For example, official proof /certification of yellow fever vaccination is required to enter many countries. Country-specific vaccine recommendations can be found on the WHO international travel and Staff Health and Wellbeing website. For vaccination-related queries please directly contact SHW directly at [email protected].

WHO has a smoke-free environment and does not recruit smokers or users of any form of tobacco.

For information on WHO's operations please visit: http://www.who.int.

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