Re-advertisement: Child Protection Specialist (Sub-Cluster Coordinator), P3, FT, Bamako, Mali

Contract

This is a P-3 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 5 years of experience, depending on education.

Salary

The salary for this job should be between 116,676 USD and 152,779 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.

UNICEF works in some of the world’s toughest places, to reach the world’s most disadvantaged children. To save their lives. To defend their rights. To help them fulfill their potential.

Across 190 countries and territories, we work for every child, everywhere, every day, to build a better world for everyone.

And we never give up.

For every child, Hope

UNICEF is the lead of the Child Protection (CP) sub-cluster in Mali. Given the complexity of CP in Mali, the CP sub-cluster coordination system needs to be strengthened. The child protection sub-cluster coordinator will provide, in line with CCCs, strategic guidance to the sub-cluster, production of data and evidence and monitoring of results. The incumbent of the post will also provide capacity building of regional sub-clusters as well as the government co-lead staff.

How can you make a difference?

Key functions, accountabilities and related duties/tasks:

1. Coordination:

• Ensure all Child Protection (CP) relevant actors are engaged as Sector members and adhere to the Principles of Partnership.
• Produce sectoral reports and analysis.
• Regular updating of Mapping of child protection actors and related sectors of interventions/capacities (5Ws and local partners including Community Based Child Protection Networks and Community Based Organizations).
• Strengthen pre-existing sectoral coordination through increased predictability and accountability.
• Build complementarity of partner actions: avoiding duplication and gaps;
• Ensure adequate resources are mobilized and are equitably allocated for the effective functioning of the Sector and its response.
• Effective and comprehensive integration of relevant cross-cutting issues, including age, gender, environment and disability.
• Maintain flexibility within the Sector to respond to changes in the operating environment, evolving requirements, capacities and participation; Effectively use and transfer information to, from and between Sector participants and other stakeholders.

2. Guarantee effective child protection preparedness and response in emergencies:

• With the technical support and in collaboration with the Information Management Officer support the sub-cluster and child protection government coordination mechanism members with emerging data, templates and dashboards, and facilitate analysis and dissemination of information products;
• Promote interagency/inter-sectoral Child Protection needs assessments, lead and participate in inter-agency child protection assessments to identify priority child protection issues and advocate for delivery of appropriate response.
• Identify response gaps and promote members’ response (including activation of provider of last resort).
• Develop and regularly update a CP Cluster strategy including objectives and indicators for CP response that are aligned with and support realization of the strategic priorities set out by the Resident/Humanitarian Coordinator for the overarching humanitarian response, the Child Protection Minimum Standards, and the Convention on the Rights of the Child Support development and updating of Child Protection interagency cluster Contingency Plans.
• Coordinate relevant child protection inputs to the Humanitarian Action Plan and the mobilization of resources through humanitarian funding mechanisms, including Pooled Fund, CERF.

3. Supporting service delivery:

• Provide a platform to ensure that service delivery is driven by the agreed strategic priorities.
• Develop mechanisms to eliminate duplication of service delivery.
• Monitor performance of the core Sector functions.

4. Ensure that Child Protection standards are promoted among Sub Cluster members and capacities built:

• Disseminate Child Protection upcoming tools (assessments, guidelines, technical documents etc) in coordination with the Child Protection Working Group in Geneva and ensure responses are in line with existing policy standards and technical guidelines.
• Map capacity building needs of Sub Cluster and Working Group members and develop an inter-agency Child Protection in Emergency (CPiE) capacity building plan that identifies and prioritizes inter-agency training and capacity building needs of CP staff and partners (international, national, and local) to enhance CP coordination and program implementation.
• Support roll out of the inter-agency Minimum Standards for Child Protection in Humanitarian Action by all CP actors,
• Introduce and roll out of CPIMS+, Inter-Agency Case Management Guidelines
• Ensure a functioning platform for information sharing and Child Protection library / resources gateway.
• Promote the collection of Child Protection data-indicators and relevant analysis at Child Protection Working Group level and possibly with MoEG (advocacy for Government data collection system) .

5. Ensure that child protection concerns and standards are appropriately reflected in inter-sectoral humanitarian coordination fora:

• Participate in Protection, gender-based violence (GBV) and other relevant Clusters
• Participate in Inter Cluster Coordination Mechanisms and provide Child Protection inputs to the Humanitarian Country Team plans and meetings
• Design a mainstreaming Child Protection matrix and advocate with other clusters for Child Protection issues mainstreaming (in particular work with Education cluster on integrating child protection through Child Friendly Spaces and other community based initiatives).
• Ensure with Protection Cluster that Child Protection issues are included in multi-sectoral assessments and initiatives
• Promote information sharing with other cluster working groups and with external actors (with the approval of Child Protection Working Group (CPWG) members) to advocate for technical assistance and support
• Develop an advocacy strategy for issues related to child protection that require sensitization of local authorities or donors and contribute to the development of key messages for broader humanitarian advocacy/messaging initiatives of the protection cluster or the office of the Resident and Humanitarian Coordinator.

6. Monitoring and reporting:

• Ensure adequate monitoring mechanisms are in place to review results of Child Protection interventions and progress in consideration of strategies and action plans; including an analytical interpretation of result-based information.
• Ensure adequate Child Protection in emergencies outcome reporting and effective information sharing with the government and partners to demonstrate addressing the bottlenecks.
• Ensure adequate monitoring mechanisms are in place to review progress outcomes of CP interventions against strategy and action plans.

To qualify as an advocate for every child you will have…

• An advanced university degree (Master’s or higher) in in international development, human rights, psychology, sociology, international law, public administration, or another relevant social science field *A first University Degree in a relevant field combined with 2 additional years of professional experience may be accepted in lieu of an Advanced University Degree.
• A minimum of 5 years of progressively responsible experience in child protection, including first hand experiences in cluster coordination,
• Demonstrated experience and knowledge of humanitarian reform and the cluster approach.
• Proven track record in humanitarian programme design and management, monitoring and/or evaluation.
• Proven experience working with a range of humanitarian partners in the UN, NGO's or donors.
• Field experience is highly desirable
• UN / international NGO experience is an asset
• Developing country work experience and/or familiarity with emergency is considered an asset.
• Fluency in French and English is required. Knowledge of another official UN language (Arabic, Chinese, Russian or Spanish) or a local language is an asset.

For every Child, you demonstrate…

UNICEF’s Core Values of Care, Respect, Integrity, Trust, Accountability and Sustainability (CRITAS) underpin everything we do and how we do it. Get acquainted with Our Values Charter: UNICEF Values

UNICEF competencies required for this post are...

(1) Builds and maintains partnerships(2) Demonstrates self-awareness and ethical awareness(3)Drive to achieve results for impact(4)Innovates and embraces change(5) Manages ambiguity and complexity(6)Thinks and acts strategically(7)Works collaboratively with others.

Core competencies skills

• Communication (II)
• Working with people (II)
• Drive for results (II)

Functional Competencies

• Leading and supervising (I)
• Formulating strategies/concepts (II) Analyzing (III)
• Relating and networking (II)
• Deciding and initiating action (II)
• Applying Technical Expertise (III)

During the recruitment process, we test candidates following the competency framework. Familiarize yourself with our competency framework and its different levels: competency framework here.

UNICEF is here to serve the world’s most disadvantaged children and our global workforce must reflect the diversity of those children. The UNICEF family is committed to include everyone, irrespective of their race/ethnicity, age, disability, gender identity, sexual orientation, religion, nationality, socio-economic background, or any other personal characteristic. We offer a wide range of benefits to our staff, including paid parental leave, breastfeeding breaks and reasonable accommodation for persons with disabilities. UNICEF strongly encourages the use of flexible working arrangements. UNICEF has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UNICEF, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination. UNICEF is committed to promote the protection and safeguarding of all children. All selected candidates will, therefore, undergo rigorous reference and background checks, and will be expected to adhere to these standards and principles. Background checks will include the verification of academic credential(s) and employment history. Selected candidates may be required to provide additional information to conduct a background check.

Remarks:

Mobility is a condition of international professional employment with UNICEF and an underlying premise of the international civil service.

UNICEF appointments are subject to medical clearance. Issuance of a visa by the host country of the duty station, which will be facilitated by UNICEF, is required for IP positions. Appointments are also subject to inoculation (vaccination) requirements, including against SARS-CoV-2 (Covid). Government employees that are considered for employment with UNICEF are normally required to resign from their government before taking up an assignment with UNICEF. UNICEF reserves the right to withdraw an offer of appointment, without compensation, if a visa or medical clearance is not obtained, or necessary inoculation requirements are not met, within a reasonable period for any reason.

Only shortlisted candidates will be contacted and advance to the next stage of the selection process.

Eligible UNICEF International Professional (IP) Staff Members on fixed-term, continuing or permanent contracts applying to a Temporary Appointment, which is dedicated to L3 (or L2) Response, may be able to retain a lien and their fixed-term entitlements. The conditions of the temporary assignment will vary depending on the status of their post and their current tour of duty, and relocation entitlements may be limited as per the relevant policies.

** Bamako is a Category D, Non-Family duty station. The Rest and Recuperation Cycle is 8 weeks.