Rapid Needs Assessment Team Leader Libya Benghazi

Contract

This is a Professional contract, Grade 6 (NRC) contract. More about Professional contract, Grade 6 (NRC) contracts.

1. Role and responsibilities

The purpose of the Rapid Needs Assessment (RNA) Team Leader is to coordinate and lead the Rapid Needs Assessment unit, focused on West, East and South of Libya. The role is also responsible to provide capacity building sessions staff across both Area Offices related to the emergency response, data qualitative and quantitative methods to collect humanitarian data and contextual analysis to provide accurate information for the broaden humanitarian community in Libya

Generic responsibilities (max 10)

1. 1. Monitor the context, and triggers for the deployment of the Rapid Needs Assessment Team;
   2. Develop a plan for each Rapid Needs Assessment and contribute to the go/no-go process prior to deployment of the team;
   3. Liaise with NRC HSS team and local authorities, community stakeholders and INGO stakeholders to facilitate access and approvals for data collection;
   4. Lead the Rapid Needs Assessment team when it is deployed for data collection;
   5. Lead on and coordinate regular data analysis gathering and produce informative reports for dissemination amongst broader humanitarian community;
   6. Line Management of RNA Technical Assistant and enumerators;
   7. Ensure systematic training and build capacity program of staff at Area Office level
   8. Support on the development of advocacy and communication products to ensure a response to the humanitarian needs identified;
   9. Represent NRC in relevant forums/Clusters, including in meetings with national authorities, if appropriate;
   10. Compliance and adherence to NRC policies, guidance and procedures

Specific responsibilities

1. Monitor the humanitarian situation and provide a regular context and conflict analysis update in the areas of interest
2. Liaise with relevant stakeholders to ensure there is a constant information flow about potential new displacements of migrants, refugees and people of concern
3. Develop information management systems, templates and tools for quantitative and qualitative data collection exercises, reporting and M&E at the RNA unit
4. Coordinate with Core Competency staff both at the Area Offices and Country Offices (e.g. M&E Manager) to design, plan and implement Rapid Needs Assessments in the identified areas per internal/external needs
5. Implementation of Rapid Needs Assessments (RNA) in the areas identified in coordination with other Core Competency staff and Incentive Workers (IW)
6. Produce internal and external products (e.g. dashboards, flash reports, reports, communication materials) to present the results of the data collection exercises conducted
7. Contribute to the development of publications, research and briefing papers based on RNA.
8. Contribute to the Emergency Preparedness Plan and Minimum Preparedness Activities.
9. To conduct any other tasks as indicated from his/her line manager

Critical interfaces

Relevant interfaces for this position:

• Management: Area Manager (s) at the Area Office (s) level; Head of Program (HoP) at the Country Office Level
• Support function: HR, Finance, Logistics staff at both Area Office (s) (AO) and Country Office levels
• Security: HSS manager at Country Level and Security Coordinator, and Officer, Technical Assistants and Assistant at Area Level
• Programmatic operations support: Core Competency (CC) Project Development Manager (s), CC Specialists and Coordinators, Grants and M&E Manager at Country Level and all Project Staff, M&E Officer (s) at Area and Country Office level

Scale and scope of position

Staff:

Rapid Needs Assessment Technical Assistant, Incentive Workers

Stakeholders:

Local NGOs, local CSOs, local Municipalities, Local Councils, community leaders, community entities, INGOs, UN agencies, Government entities

Budgets:

As delegated from the budget holder

Information:

NRC People, Kaya, Office 365, Agresso/UNIT4, DocuSign, NRC Intranet, Communication platforms (MS Teams, ZOOM)

Legal or compliance:

NRC policies, NRC rules and regulations, NRC Code of Conduct, Relevant donor (s) rules and regulations, Terms of Employment (ToE) , Contract

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

1. Professional competencies

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

Generic professional competencies- - Minimum three (3) years of experience working with humanitarian response organizations, preferably in Libya. - Familiarity with NRC’s sectors of programming: Education, Livelihoods, Cash Based Programming, Shelter, Information, Counselling and Legal Assistance - Expertise in Emergency Response settings and situations

• • Experience liaising with host communities and local authorities
• • Introspective, proactive, solutions-oriented, and seeks objective feedback from peers and line manager
  • Excellent communicator with good interpersonal qualities that foster collaboration, buy-in, and acceptance
  • Documented results related to the position’s responsibilities
  • Fluency in Arabic, both written and verbal
  • Work proficiency and drafting skills in English language

  Context related skills, knowledge and experience- - Prior experience working in humanitarian/recovery settings, preferable in Libya

  • Knowledge of the conflict dynamics and displacement context in Libya
  • Intermediate/advance experience in computer skills (e.g. MS Office) and data entry and analysis
  • Good understanding of survey and monitor systems, tools and processes. Data analysis skills (quantitative and qualitative)

2. Behavioural competencies (max 6)

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

• • Managing performance and optimize results
  • Initiate action and change
  • Handling insecure environments
  • Empowering and building trust
  • Communicating with impact and respect
  • Strategic thinking

3. Performance Management

The employee will be accountable for and evaluated on the responsibilities and the competencies, based on NRC’s Performance Management Framework. The following documents will be used for performance reviews:

• • The Job Description
  • The Work and Development Plan
  • The Mid-term/End-of-trial Period Performance Review Template
  • The End-term Performance Review Template
  • The NRC Competency Framework