Download Protection The

RECRUITMENT PROFILE
Profile:
Protection
The “protection” profile refers to a wide range of functions that UNHCR undertakes
globally. Each function may require particular knowledge and skills demonstrated
through your educational background or prior work experience. Chief among the
protection functions are:
a.
b.
c.
d.
e.
f.
g.
Legal
General Protection
Field (Protection)
Refugee Status Determination
Durable Solutions
Repatriation
Resettlement
Each of the functions mentioned above may require the incumbent to undertake a
variety of activities at different grades (P2, P3, and P4). The profiles of these
functions (at the P2 level) are provided in the following pages. The minimum criteria
used by UNHCR to screen IPR candidates who have expressed their interest in
undertaking these functions are also listed
a.
Legal
Standard Job Description
1.
Assist the protection unit to discharge protection duties mainly with regard to the
establishment of an effective eligibility commission;
2.
Assists in the preparation of and participation in the training courses on
eligibility for immigration and other appropriate officials, including
governmental counterparts;
3.
Assists with individual cases or groups of refugees through interviews,
correspondence and demarches with the appropriate authorities in respect of
access to the status determination procedure and other rights;
4.
Closely follow legislative developments, and of regulations affecting refugees,
and promotes improvements where necessary;
5.
Promote accession to the 1951 Convention and other international instruments of
concern to UNHCR and provide advice on the development of relevant national
legisilation;
6.
Reports on developments and incidents involving protection concerns and in this
regard would liaise with other protection staff;
7.
Participate in registration activities, compilation of statistical information and
other data concerning asylum-seekers in the region;
8.
Assess the social and economic rights of existing and/or potential refugee
groups;
9.
Assists with the national documentation, tracing and family reunification of
returnee families and unaccompanied minors, and liaise with the appropriate
NGOs and other agencies involved in this process, in coordination with the
Senior Regional Social Services Officer;
9.
Undertakes other tasks as assigned.
Managerial Competencies (see attached Annex for details)
MC03
Managing Performance
MC04
Coaching and Developing Staff
MC06
Political and Organisation Awareness
Functional Competencies (see attached Annex for details)
PT02
Protecting Refugees and other Persons of Concern to UNHCR
PT03
Establishing Eligibility for Refugee Status
PT04
Providing Legal Support and Advice
LC1
Providing Legal Advice
Minimum criteria used to screen IPR candidates for the legal function:
Education:
A university degree in law at the undergraduate level. Shorter, advanced level degrees
in law (L.L.M) are not, in themselves, a qualification.
Work experience:
At least 2 years of relevant work experience in the area of asylum, immigration and
nationality issues in recent years.
b.
Protection
Standard Job Description
1.
Promotes the elaboration and approval of a national law for the determination
of refugee status and presents propositions to appropriate authorities;
2.
Intervenes with authorities when there are violations of refugee law, e.g.
abusive detention, arbitrary detention, abduction, etc.;
3.
Assists in the eligibility interviews and provides protection to refugees and
persons of concern to UNHCR;
4.
Undertakes regular visits to field sites in the region and monitors all protection
issues, develops a dialogue with refugees and local authorities to be fully
aware of the situation;
5.
Participates in training activities in the field of refugees and human rights law
for selected groups, such as implementing partners and local authorities;
6.
Ensure that protection is mainstreamed in all aspects of the operation by
UNHCR and its partners;
7.
Assists in assessment needs for durable solutions, individual and mass
repatriation, resettlements and local integration, as and when necessary and
provides recommendations to supervisor;
7.
Undertakes other duties as required.
Managerial Competencies (see attached Annex for details)
MC03
Managing Performance
MC04
Coaching and Developing Staff
MC06
Political and Organisation Awareness
Functional Competencies (see attached Annex for details)
PT02
Protecting Refugees and other Persons of Concern to UNHCR
PT03
Establishing Eligibility for Refugee Status
PT05
Promoting Refugee Law/Protection Principals
PT06
Protecting Refugees and Other Persons of Concern at Field Level
PT07
Providing Protection Information
Minimum criteria used to screen IPR candidates for the protection function:
Education:
A university degree in Law, Human Rights, Political Science, International Relations
at the undergraduate level or higher.
Work experience:
At least 2 years of relevant work experience in the area of international protection,
human rights, asylum, immigration and nationality issues in recent years.
c.
Field (Protection)
Standard Job Description
1.
Undertake periodic field trips to areas with a high concentration of
refugees/returnees to ensure UNHCR's presence and protection
2.
Prepare reports on protection issues in the country with proposals for intervention
with appropriate authorities, if required
3.
Participate in the needs assessment of refugees, vulnerable groups, and displaced
persons and make proposals for assistance programmes in cooperation with local
authorities and aid agencies
4.
Assist the office in monitoring the security and safety situation through contact
with local population, refugees, and displaced persons, and in cooperation with
other UN agencies, and NGOs in the country
5.
Follow the political and economic developments in the country taking into
account the potential return of refugees to their places of origin; keep UNHCR
and refugees in the countries of asylum informed on safety and security issues in
the areas of return.
6.
Promote the respect for human rights through contacts with community leaders
and facilitate a dialogue between refugees and the local population.
7.
Propose confidence building measures between groups/persons and initiate
discussions between ethnic and political groups when tensions exist, with a view
to promoting reconciliation and peaceful co-existence.
8.
Maintain good working relations with local authorities other UN agencies and
other UN agencies
Managerial Competencies (see attached Annex for details)
MC03
Managing Performance
MC04
Coaching and Developing Staff
MC06
Political and Organisation Awareness
Functional Competencies (see attached Annex for details)
PT06
Protecting Refugees and other Persons of Concern at Field Level
DS01
Facilitating the Voluntary Repatriation Process
PG13
Implementing Field Operations.
PT07
Providing Protection Information.
PT05
Promoting Refugee Law/Protection Principles.
Minimum criteria used to screen IPR candidates for the field (protection) function:
Education:
A university degree in Law, Human Rights, Political Science, International Relations,
Developmental Studies, Social Science or related fields at the undergraduate level or
higher.
Work experience:
At least 2 years of relevant work experience in the area of humanitarian issues, human
rights, international protection, asylum, immigration and nationality issues in recent
years.
d.
Refugee Status Determination (RSD)
Standard Job Description
1.
Coordinate RSD activities and conducting refugee status determination
interviews, draft legal assessments and make recommendations on refugee status
in accordance with UNHCR guidelines and procedural standards.
2.
Monitor first instance RSD interviews and review first instance recommendations
on refugee status.
3.
Provide RSD counselling to refugees, inform and act upon reports received from
refugees within the refugee community or from the local authorities, and follows
up on protection issues with the authorities concerned, including court cases
concerning refugees.
4.
Conduct research on country of origin and legal issues, manage and improve the
country of origin knowledge base, report on general trends in the relevant
countries of origin and reply to queries on specific legal and protection issues,
while referring to the supervisor or seeking for advice on more complex issues.
5.
Assist in training and coaching the staff, and in build the capacity of the
authorities to conduct RSD and provide effective protection.
6.
Other duties, as required.
Managerial Competencies (see attached Annex for details)
MC03
Managing Performance
MC04
Coaching and Developing Staff
MC05
Managing Resources
MC06
Political and Organisation Awareness
Functional Competencies (see attached Annex for details)
PT03
Establishing eligibility for refugee status
PT05
Promoting refugee law/protection principles
PT06
Protecting refugees and other person of concern
PT07
Providing protection information
SD05
Training delivery
Minimum criteria used to screen IPR candidates for the RSD function:
Education:
A university degree in Law, Human Rights, Political Science, International Relations,
Developmental Studies, Social Science or related fields at the undergraduate level or
higher.
Work experience:
At least 2 years of relevant work experience in the area of adjudication, asylum,
immigration and nationality issues that provide a good understanding of RSD, in recent
years.
e.
Durable Solutions
Standard Job Description
1.
Actively consult with all segments of the refugee/IDP community to assess their
preferred solutions, pre-conditions and constraints;
2.
Identify and actively promote return, resettlement and local integration
opportunities for refugees and others of concern to UNHCR. Take initiative and
present proposals and plans vis-à-vis available durable solutions.
3.
Coordinate with other units, such as reintegration and programme, with the
Headquarters, with other UNHCR Offices in countries of origin, and with external
entities, such as embassies of resettlement countries, international and local
agencies and local authorites.
4.
Ensure that all administrative tasks and logistical arrangements are followed up
correctly and according to the protection standards.
5.
Report on activities and statistics on movements and for follow-up on legal, social
and the protection aspects of the economic reintegration of returnees.
Managerial Competencies (see attached Annex for details)
MC01
Strategic Planning
MC03
Managing Performance
MC04
Coaching and Developing Staff
MC06
Political and Organization Awareness
Functional Competencies (see attached Annex for details)
DS01
Facilitating the Voluntary Repatriation Process
DS02
Facilitating the Local Integration Process
DS03
Facilitating the Resettlement Process
PT06
Protecting Refugees and other Persons of Concern at Field Level
PT05
Promoting Refugee Law/Protection Principles
PT07
Providing Protection Information
Minimum criteria used to screen IPR candidates for the durable solutions function:
Education:
A university degree in Law, Human Rights, Political Science, Social Science,
Developmental Studies, Economics, International Relations, Business Administration or
related fields.
Work experience:
At least 2 years of relevant work experience in the area of humanitarian work,
international protection, asylum, immigration and nationality issues in recent years.
f.
Repatriation
Standard Job Description
1. Assist with the implementation and monitoring of the voluntary repatriation
operation;
2. In close cooperation with the Implementing Agencies - Commissioner for
Refugees (COR) and Non-governmental Organizations (NGOs) plan and carry
out repatriation information campaigns to allow refugees to have access to all
information required for their decision to return voluntarily;
3. Build trust and maintain a constant dialogue with all members of the refugee
community before and durign repatriation to monitor volunteriness at all times;
4. Facilitate all formalities connected with transport, including personal belongings
of the repatriant;
5. Supervise data processing, preparation and revision of master lists and monitor all
statistics for the repatriation programme including the identification of groups at
risk and vulnerable persons and secure family unity during the movement;
6. Maintain liaison with government officials at professional level and NGOs
concerned with the refugee programme to ensure that the voluntary character of
the repatriation is fully respected and recognized and discuss problems and seek
solutions connected with the voluntary repatriation process;
7. Prepare situation reports and maintain records and data on actual progress of the
repatriation activities;
8. Actively liaise and keep informed the coutnry of origin to secuire information and
preparation in areas of reurn. Provide referrals for vulnerable cases to ensure due
reception and follow-up;
9. Undertake other activities as required
Managerial Competencies (see attached Annex for details)
MC03
Managing Performance
MC04
Coaching and Developing Staff
MC06
Political and Organisation Awareness
Functional Competencies (see attached Annex for details)
DS01
Facilitating the Voluntary Repatriation Process.
PG04
Assessing Beneficiary Needs and Availability of resources
PG07
Monitoring and Evaluating Programmes/Projects
PG13
Implementing Field Operations
PT06
Protecting Refugees and Other Persons of Concern at Field Level
PL07
Logisitics Implementation.
Minimum criteria used to screen IPR candidates for the repatriation function:
Education:
A university degree in Law, Human Rights, Political Science, Social Science,
Developmental Studies, Economics, International Relations, Business Administration or
related fields.
Work experience:
At least 2 years of relevant work experience in the area of humanitarian work,
international protection, asylum, immigration and nationality issues in recent years.
g.
Resettlement
Standard Job Description
1.
Identify and interview refugees following established procedures to assess
resettlement needs and process suitable candidates for resettlement;
2.
Assist in the identification and processing of group resettlement;
3.
Prepare written documentation for resettlement submission, and take appropriate
decisions as required by UNHCR’s Standard Operational Procedures;
4.
Implement resettlement policies, strategies, and standard operating procedures to
maintain a coherent, credible, and transparent resettlement programme;
5.
Provide counselling and advice to refugees concerning criteria, prospects, and
problems in connection with the resettlement process;
6.
Supervise and ensure the maintenance of accurate resettlement statistics in order
to assess local and regional trends with a view to keep Headquarters and relevant
embassies informed of developments;
7.
Assist in the dissemination of resettlement policy issues among refugees, partners,
and Government authorities;
8.
Prepare situation reports and compile correct monthly resettlement reports to
supervisors and UNHCR Headquarters;
9.
Maintain close co-operation with resettlement country representatives at the duty
station;
10.
Perform other duties as required.
Managerial Competencies (see attached Annex for details)
MC03
Managing Performance
MC04
Coaching and Developing Staff
MC06
Political and Organisation Awareness
Functional Competencies (see attached Annex for details)
DS03
Facilitating the resettlement process
PT06
Protecting Refugees and other Persons of concern at Field Level
PT07
Providing Protection Information
DE04
Managing and sharing information and expertise
Minimum criteria used to screen IPR candidates for the resettlement function:
Education:
A university degree in Law, Human Rights, Political Science, International Relations,
Social Science, Developmental Studies or related fields at the undergraduate level or
higher.
Work experience:
At least 2 years of relevant work experience in the area of humanitarian work,
international protection, asylum, immigration and nationality issues in recent years.
ANNEX
Managerial Competencies
MC01 STRATEGIC PLANNING
Competency
Demonstrates the ability to develop and communicate a clear strategic direction, taking into account the
needs of beneficiaries, in particular children, adolescents and women, and the interests of the
organisation as a whole.
Why it matters
Managers within UNHCR need to be capable of determining the strategic direction for their area of
responsibility in support of UNHCR's overall policy and objectives, with a focus on the beneficiaries.
A key requirement is the ability to stand back and focus on long term direction, whilst at the same time
maintaining an appropriate level of involvement in day to day issues.
Indicators
I.
Steps back from operational issues to focus on a long term direction for the area of
responsibility which directly links the needs of beneficiaries with overall UNHCR objectives.
II.
Consults with groups inside and outside the organisation as appropriate to ensure that the
strategic direction is realistic and suitable.
III.
Develops challenging but realistic goals for the area of responsibility which provide staff,
donors and other interested parties with a clear and common understanding of the strategic
direction.
IV.
Involves staff in developing the strategic direction, and obtains their commitment to the
proposed strategic direction and goals and the means to achieve them.
V.
Ensures that the specific needs of children, adolescents and women are taken into account in
the development of strategic directions.
MC02 LEADERSHIP
Competency
Demonstrates the ability to carry out the organisation’s vision to manage changes, to make sound and
timely decisions and be accountable for them, and to lead, build and motivate the team to achieve
planned results.
Why it matters
As leaders, managers carry forth the vision and purpose of the organisation. Others - the leadermanager guides his or her unit through changes and transitions. Managers also need to make decisions
in situations where there is no single, obvious right answer. In these situations, they must display sound
judgement combined with a readiness to act in a decisive and timely fashion, and be prepared to take
calculated risks and accept responsibility for the consequences. But managers also need to achieve
results through others. Team building - the ability to build and motivate teams in order to get the most
out of them - is crucial to success.
Indicators
I.
Acts as a role model for managerial behaviour within UNHCR and positively represents
UNHCR's vision in dealing with others, demonstrating behaviour which is gender sensitive
and contributing concretely to achieving gender balance at all levels in UNHCR.
II.
Takes sound and timely managerial decisions, (including those of a sensitive or contentious
nature) which are consistent with UNHCR’s vision and purpose.
III.
Assumes responsibility and accepts accountability for his/her decisions.
IV.
Explains the reasons for decisions to those who implement or are affected by them.
V.
Builds and leads a mutually supportive team, in which all team members are motivated and
encouraged to make their contribution.
VI.
Encourages individuals to take initiatives and responsibility for putting ideas/activities into
practice and making them work, such as initiatives concerning children, adolescents and
women.
MC03 MANAGING PERFORMANCE
Competency
Demonstrates the ability to agree objectives and competencies with staff which will support
achievement of the office's plans, and to provide them with feedback on their performance.
Why it matters
In order to achieve results, managers need to set the direction, focus staff members on specific
objectives, and monitor and support their performance. A performance appraisal process, properly
applied, can be a vital tool in managing and improving the performance of staff to achieve the
operation's objectives and meet required standards of performance.
Indicators
I.
Guides staff in understanding operational priorities for the period in question, and agrees
objectives with them which reflect these priorities.
II.
Guides staff in understanding the competencies required in the job as a whole.
III.
Gives regular, constructive feedback on performance which is aimed at helping the staff
member to capitalise on strengths and improve performance in areas of need, and carries out a
timely mid-term progress review.
IV.
Appraises the performance of staff honestly, fairly and consistently, respecting UNHCR
guidance on applying the appraisal process (e.g. timing, application of rating scale etc).
V.
Gives staff with performance difficulties every reasonable opportunity and assistance to
improve, but always addresses the problem directly, using the appropriate procedures.
VI.
Takes responsibility as Reviewing Officer for ensuring that the appraisal process is correctly
carried out by supervisors, and appraising their performance fairly as a result.
MC04 COACHING AND DEVELOPING STAFF
Competency
Demonstrates the ability to provide effective coaching and encourage appropriate development
activities in order to support all staff in identifying and meeting their training and development needs,
with due regard to organisational goals for female representation.
Why it matters
Staff development plays an important role in ensuring that all staff are able to achieve their objectives,
meet required standards of performance in their current job, and acquire skills needed for future career
plans where appropriate. But staff development is not limited to formal, off-the-job training courses.
Managers have a crucial role to play, by helping all staff understand their training and development
needs, and providing them with opportunities to meet them. In support of this, managers need to
recognise the importance of good coaching skills.
Indicators
I.
Supports staff in identifying their training and development needs in relation to competencies
required to do the job.
II.
Provides effective feedback and coaching to staff managed, with the aim of guiding them to
improve their performance or acquire new competencies.
III.
Seeks to maximise the use of on-the-job opportunities for developing staff, and in lieu of
formal training, supports cost effective methods of development.
IV.
Encourages learning activities which foster team building and effective teamwork.
V.
Counsels staff in reviewing their future career options and identifying realistic career goals;
facilitates achievement of development activities in support of goals where feasible and
appropriate.
VI.
Actively promotes the mentoring, training, development, assignment and posting opportunities
for female staff members within UNHCR, and the achievement of the goals for female
representation at all levels within the organisation.
MC05 MANAGING RESOURCES
Competency
Demonstrates the ability to plan and use resources (people and/or finance and/or physical assets) in
accordance with UNHCR/UN guidelines and delegated accountability so that objectives are achieved in
the most effective and equitable manner possible.
Why it matters
Resources are limited and must be used to the best effect for the benefit of refugees, to maintain the
essential staff confidence in management, and government confidence in UNHCR.
Indicators
I.
Uses the agreed strategic direction for the area of responsibility to identify, prioritise and plan
resource requirements as accurately and as early as possible.
II.
Identifies the resources currently in place which would support achievement of the strategic
direction and puts plans in place to gain additional resources if required.
III.
Establishes 'indicators' to monitor the progress and effectiveness of plans and use of resources.
IV.
Monitors the use of resources to ensure they are in line with UNHCR/UN rules and guidelines,
and adjusts resource plans as required in response to changing circumstances.
V.
Reviews and evaluates achievements to enhance future planning and resource utilisation.
VI.
Ensures that, especially in times of limited resources, the needs of beneficiaries, and in
particular those of children, adolescents and women, remain a priority consideration.
MC06 POLITICAL AND ORGANISATIONAL AWARENESS
Competency
Identifies and understands relationships, constraints and pressures affecting others, and especially
refugees.
Why it matters
This competency underlines the importance for managers to be able to understand the motivations and
objectives of others. It recognises the need to use both formal and informal networks to negotiate and
gain commitment to the achievement of particular strategies or activities. To do this, the manager must
appreciate others' concerns and requirements, and use this understanding to shape his/her approach. It
involves influencing others to take personal responsibility for carrying forward ideas, and to be
genuinely committed to outcomes. It is particularly important when negotiating with external contacts,
such as government authorities.
Indicators
I.
Understands and takes due account of the political objectives of organisations and individuals
with whom UNHCR must work and whose actions affect the fate of refugees.
II.
Takes time to understand the culture and hierarchies of relevant external organisations.
III.
Continually looks for opportunities to add new contacts to strengthen his/her formal or
informal network within UNHCR, with government authorities and with NGO, the wider UN
community and other relevant organisations.
IV.
Makes consistent efforts to develop and utilise working relationships to achieve work-related
goals, assisting and supporting contacts in their objectives where possible.
V.
Anticipates the effects of own actions and words in the culture/environment, and adapts own
style appropriately to maximise impact and build trust.
Functional Competency
PT01 DEVELOPING A STRATEGIC PROTECTION FRAMEWORK
Competency
Demonstrates the ability to develop a strategic protection framework which ensures the safety and wellbeing, according to international standards, of refugees and groups and persons of concern to the High
Commissioner.
Indicators
1.
Shows a detailed understanding of the legal and political issues that impact on the area of
operation and uses this to develop an approach to protection activities that is realistic and
sensitive to the operational context.
2.
Establishes a network of mutual trust with communities of persons of concern as well as
influential contacts within the relevant authorities/institutions (e.g. Government,
NGO's/international/regional organisations, academic institutions), by providing professional
advice and information regarding protection issues. Takes time to understand their concerns
and the possible implications of UNHCR activities.
3.
Monitors significant legal activities, practices and approaches, and initiates and promotes
initiatives for favourable refugee-related legislation/practises, by providing a constructive and
well argued UNHCR view to the appropriate Government authority.
4.
Monitors and analyses the political, security, human rights and other developments relevant to
the Protection function of the Office. Seeks to assess the impact on potential internal
displacements and refugee flows, and prepares reports/recommendations on prevention
initiatives/measures.
5.
Makes well judged interventions with the relevant government authorities at the appropriate
level to discuss and agree actions on significant protection issues which impact on the work of
UNHCR, or precedent setting individual cases.
6.
Develops a protection strategy (including resettlement and voluntary repatriation) with clear
objectives, which both supports the overall objectives of UNHCR and is in line with
international protection standards.
PT02 PROTECTING REFUGEES AND OTHER PERSONS OF CONCERN TO UNHCR
Competency
Demonstrates the ability to provide principled, effective and sustainable responses to problems
affecting the rights or legal status of refugees and other persons of concern to UNHCR.
Indicators
1.
Constantly monitors the security and safety of persons of concern to UNHCR and acts to
ensure admission, prevent refoulement, forced displacement, arbitrary arrest and detention,
physical attacks (including rape) etc. through speedy, timely, well judged and argued
actions/interventions with the appropriate authorities.
2.
Establishes constructive informal and formal relationships with local authorities and
constantly reinforces the theme that protection of persons of concern to UNHCR is the
responsibility of the government.
3.
In consultation with colleagues, monitors and oversees through field visits all aspects of
protection including provision of basic human needs (i.e. housing, education, nutrition, etc.) in
camps and refugee hosting areas.
4.
Works with groups of persons of concern to develop timely practical solutions to particular
protection problems which meet both the short and long term needs of persons of concern and
the local community.
5.
Mobilises the UNHCR field network to gather information regarding the security of persons of
concern and provides practical advice and guidance on how issues should be addressed.
6.
Actively coordinates with other UNHCR staff to identify rapidly vulnerable groups and
individuals, in particular women and children, and develops concrete initiatives to ensure that
their specific protection needs are addressed.
PT03 ESTABLISHING ELIGIBILITY FOR REFUGEE STATUS
Competency
Demonstrates the ability to determine the eligibility of asylum seekers in line with refugee law
instruments, "soft law" and UNHCR practice.
Indicators
1.
Monitors population movements on borders, through information provided by border officials,
Field staff, refugees and others, and acts to safeguard the right to seek asylum.
2.
Conducts eligibility interviews in a thorough yet compassionate manner, using a range of
interviewing techniques, in order to gather sufficiently accurate and detailed information to
assess eligibility.
3.
Analyses the information gathered during an eligibility interview, and identifies and uses
additional information, e.g. country of origin information, to make an objective
recommendation on eligibility based on UNHCR guidelines.
4.
Speedily facilitates the resolution of individual cases, by presenting clear, well argued cases to
the relevant authorities in an objective and diplomatic manner.
PT04 PROVIDING LEGAL SUPPORT AND ADVICE
Competency
Demonstrates the ability to provide effective legal advice in line with refugee law and doctrine.
Indicators
1.
Identifies, researches and provides prompt, principled and accurate advice and positions on
refugee law and policy to a range of individuals and groups both within and external to
UNHCR. Seeks to ensure that actions at field level conform to refugee law and doctrine.
2.
Drafts position papers for UNHCR, EXCOM, government or other interested parties which
are based on a clear and professional legal argument and will be understood by the readers.
3.
Works on individual cases providing helpful advice and guidance to lawyers, refugees and
asylum seekers which is based on a sound understanding of the legal issues.
4.
Monitors and analyses country specific and international legislation as well as
practices/approaches, to ensure that he/she continues to provide up to date professional advice
to colleagues and external contacts, and to alert colleagues to potential problems.
5.
Assesses the needs for capacity building at Government and NGO level, and develops
initiatives that will have an overall impact on protection standards at country level.
PT05 PROMOTING REFUGEE LAW/PROTECTION PRINCIPLES
Competency
Demonstrates the ability to promote the principles of refugee law and protection to selected groups and
individuals.
Indicators
1.
Encourages open and frank discussion of protection concepts and issues amongst UNHCR
colleagues, and seeks to encourage them to focus on protection in their day to day activities.
2.
Builds a network of external contacts, in particular with academic institutions, to promote
refugee law and related human rights/humanitarian law.
3.
Takes the initiative, using an appropriate style, to informally promote and explain protection
issues to a range of individuals and groups, targeting in particular Government officials and
operational partners.
4.
Delivers speeches, presentations, and initiates debate to a range of audiences on topics that are
relevant to the local situation and interesting to the audience.
5.
Assesses training needs on protection issues of government groups and other external parties.
Plans, organises, and designs training activities which are tailored to meet the needs and are
delivered in a style that is appropriate to the audience.
PT06 PROTECTING REFUGEES AND OTHER PERSONS OF CONCERN AT FIELD LEVEL
Competency
Demonstrates the ability to ensure that refugees and other persons of concern to UNHCR are protected
in line with UNHCR guidelines at the point of delivery.
Indicators
1.
Establishes constructive informal and formal relationships with local authorities and
constantly reinforces the theme that protection of persons of concern to UNHCR is the
responsibility of the government.
2.
Works with groups of persons of concern to develop practical solutions to protection problems
and/or preventive measures which meet the needs of the persons of concern, the local
community, and the local government.
3.
Intervenes, as appropriate, in difficult situations in a positive and practical fashion ensuring
that the risk to persons of concern is eliminated.
4.
Takes opportunities in both formal and informal situations to explain protection issues to
individuals or groups in a manner that is appropriate to the circumstances.
5.
Identifies and submits priority cases for resettlement, based on discussions with individual
refugees, and knowledge and understanding of quotas and appropriate procedures.
PT07 PROVIDING PROTECTION INFORMATION
Competency
Demonstrates the ability to record and disseminate protection information to a range of interested
parties.
Indicators
1.
Provides a range of information (e.g. country of origin information or case law) to lawyers,
government officials etc. which is up to date and is presented so that it is easy to understand.
2.
Maintains accurate and up to date records of information relating to individual cases.
3.
Records information gathered on countries of origin and ensures it is circulated to interested
parties, both in the office and in HQ.
4.
Generates accurate and timely internal protection reports, ensuring that they follow the
appropriate format.
DS01 FACILITATING THE VOLUNTARY REPATRIATION PROCESS
Competency
Demonstrates the ability to assess, develop and implement voluntary repatriation activities, ensuring
that they are safe and dignified and in accordance with UNHCR’s Mandate and guidelines.
Indicators
1.
Interviews refugees to determine their long term individual protection needs and to ascertain
whether voluntary repatriation may be an appropriate and available durable solution.
2.
Proactively monitors, formally and informally, the security, conditions and absorption
capacity in the country of origin to ensure that refugees will be returning to a situation where
their security is guaranteed and return is sustainable.
3.
Discusses and agrees voluntary repatriation activities sensitively with refugees, appropriate
governments, local authorities etc., with a view to ensuring that repatriation is undertaken in a
dignified and safe fashion. Implements information programmes, where necessary, organising
confidence building visits to the country of origin.
4.
Develops and communicates sound and well thought out repatriation plans in cooperation with
other relevant UNHCR staff which incorporate both a legal framework for the volrep
operation and lasting solutions for a possible residual caseload.
5.
Implements and reports on the repatriation plan, taking an active role in ensuring that it is
carried out in a manner that ensures the voluntary nature of return as well as the safety of the
refugee population.
6.
Proactively monitors the legal, economic and social reintegration of returnees and if
appropriate develops initiatives, including Quick Impact Programmes (QIPs) to facilitate the
reintegration process.
DS02 FACILITATING THE LOCAL INTEGRATION PROCESS
Competency
Demonstrates the ability to provide effective local integration solutions based on a thorough
understanding of refugee needs.
Indicators
1.
Interviews refugees to determine their long term individual protection needs and to ascertain
whether local integration may be an appropriate and available durable solution if other options
are not feasible in the long term.
2.
Provides counselling to individual or groups of refugees, explaining the process, prospects and
problems of local integration in order to enable individuals to be realistic about their future
prospects.
3.
Closely liaises with government bodies, NGOs and local authorities to ensure that any large
scale integration takes into account local conditions and limitations (e.g. natural resources,
land, infrastructure etc.).
4.
Liaises with representatives of the local population on all potentially sensitive issues
associated with local integration of refugees in order to develop long term plans which benefit
local populations as well as the refugees.
5.
Maintains accurate refugee statistics in order to assess local and regional trends and forecast
needs with a view to keeping relevant authorities, NGOs etc. informed of major developments
and assisting HQ in negotiating policies and regulations with the governments concerned.
DS03 FACILITATING THE RESETTLEMENT PROCESS
Competency
Demonstrates the ability to provide effective resettlement solutions based on a thorough understanding
of refugee needs and criteria for resettlement.
Indicators
1.
Interviews refugees to determine their long term individual protection needs and to ascertain
whether resettlement may be an appropriate and available durable solution if other options are
not feasible in the long term.
2.
Provides counselling to individual refugees, explaining the process, prospects and problems
involved in resettlement, in order to enable individuals to be realistic about their future
prospects.
3.
Reviews cases with Protection and/or, if applicable, Community Services Officers and Health
Coordinators to make a sound judgement on suitable action based on resettlement criteria.
4.
Prepare robust, well organised case documentation for assessment and submissions which
demonstrates knowledge and understanding of receiving country quotas and procedures.
5.
Liaises with embassies, NGOs and UNHCR offices in prospective resettlement countries
regarding possibilities as well as constraints to successful integration, and uses the information
to manage refugees' expectations about their future prospects.
6.
Maintains accurate refugee statistics in order to assess local and regional trends and forecast
needs with a view to keeping embassies, NGOs etc. informed of major developments and
assisting HQ in negotiating quotas with prospective resettlement countries.
DE04 MANAGING AND SHARING INFORMATION AND EXPERTISE
Competency
Demonstrates the ability to keep abreast of analyses and disseminate information on the region to a
range of concerned parties.
Indicators
1.
Identifies information sources and requirements, and defines parameters for information
collection both in the field and HQ, to ensure relevant and appropriate information is gathered
and shared.
2.
Identifies trends and implications of raw data to produce relevant and usable information,
packaged in an appropriate format.
3.
Promotes an understanding of UNHCR concerns, objectives and priorities for the region by
providing information or expertise to interested parties, including donors.
4.
5.
6.
Contributes an understanding of field realities to the development of UNHCR policies and
guidelines, to ensure that they are fully recognised and addressed.
Knows sources of advice and guidance in HQ support divisions and mobilises their
cooperation to provide it.
Drafts reports and submissions which are clearly and appropriately presented, and meet tight
deadlines.
PG04 ASSESSING BENEFICIARY NEEDS AND AVAILABILITY OF RESOURCES
Competency
Demonstrates the ability to identify and analyse relevant information, and use this to develop
programmes/projects which meet beneficiary needs whilst taking account of availability of resources.
Indicators
1.
Thoroughly researches the nature and composition of beneficiary population and local
communities, and availability of resources, to support development of programmes/projects
which will work effectively in the environment, which respect local culture and customs, and
which will prevent or reduce vulnerability.
2.
Closely monitors the evolving situation, using a range of techniques including observation,
communication with beneficiary groups and implementing partners, meetings and reports and
close collaboration with other UNHCR staff, to gather regular, up-to-date information on
changing needs, paying specific attention to ethnic, national, gender and age groups and
paying particular attention to identifying vulnerable groups.
3.
Objectively reviews current programmes and projects, encouraging the involvement of
beneficiary groups, local authorities and implementing partners where appropriate, to
determine how far they meet existing and new needs. Uses these reviews as a basis for
enhancing the impact of UNHCR projects.
4.
Identifies a range of information sources, and collects and analyses information. Interprets and
forecasts trends and utilises the results for development and refinement of UNHCR
programmes/projects.
5.
Looks beyond immediate needs to determine likely future needs and service requirements and
assesses how these may affect plans being developed.
PG07 MONITORING AND EVALUATING PROGRAMMES/PROJECTS
Competency
Demonstrates the ability to establish an effective approach to monitoring and evaluating which
supports accurate assessment of projects.
Indicators
1.
Develops an in-depth understanding of the details of individual projects, including contractual
requirements and UNHCR's monitoring procedures, and uses this understanding in support of
effective monitoring.
2.
Evaluates direct and indirect evidence objectively and impartially, to come to a reasoned and
accurate judgement on the extent to which implementing partners' or contractors’ monitoring
reports reflect reality, how far projects are meeting their objectives as measured against agreed
criteria, and whether the use of funds corresponds to progress made on project
implementation.
3.
Sets up a system of record keeping and information management and utilises the results of
evaluation of projects to constructively modify project activities, so as to enhance their
timeliness, cost effectiveness and quality and to ensure that the lessons learnt from
programmes can be documented in UNHCR project monitoring reports.
4.
Prepares accurate and timely reports on project progress and actual expenditures against
budgets which express in clear and concise terms what progress has been made towards
durable solutions, and how funds have been used.
5.
Sets up a realistic monitoring system, employing a range of techniques including direct
personal observation on site, liaison with other UNHCR staff and with beneficiary groups,
regular meetings with implementing partners and timely submission of required reports.
Encourages involvement to maximise effective collection of information.
PG13 IMPLEMENTING FIELD OPERATIONS
Competency
Recognises the need to monitor activities regularly and responds to identified problems in a pragmatic
and constructive fashion.
Indicators
1.
Regularly monitors refugee situations, (e.g. health, water, food and non food supplies) and
seeks to resolve difficulties by working with refugees, NGOs or local authorities, and
developing innovative and practical solutions to problems which meet the needs of the
refugees and the local community.
2.
Seeks to monitor population movements on borders or influxes into the camps, through
information provided by border officials, refugees and camp managers, and liaises with the
appropriate authorities to ensure that the right to seek asylum is safeguarded.
3.
Clearly briefs refugee representatives, patiently explaining the role of UNHCR and local
authorities, and their rights as refugees. On arrival carefully registers refugees, explains the
camp system (food distribution, ration cards etc) and monitors integration into the camp.
4.
Intervenes to resolve problems, within the camp or settlements, either by acting as a fair and
impartial mediator between refugees, the local community or local government, or by raising
the issue with the appropriate UNHCR staff.
5.
Closely monitors logistics activities, such as movement of trucks and warehouse capacity,
identifying potential areas of concern and raising them with the appropriate staff.
SD05 TRAINING DELIVERY
Competency
Demonstrates the ability to deliver training packages in a style which suits both the culture and learning
requirements of the individuals concerned.
Indicators
1.
Undertakes appropriate level of personal preparation before delivering a training event, to
ensure that training packages are delivered to the required standard.
2.
Uses a range of workshop techniques to deliver training events, ranging from on-going
programmes in support of CMS, to briefings on specialised subjects and facilitated workshops.
3.
Shows flexibility during training events by adapting the content and materials to suit the needs
and priorities of the participants.
4.
Encourages questions from participants and addresses them by providing the appropriate
support or information .
5.
Contributes to the improvement of training packages by making recommendations for changes
to content and delivery methods based on evaluation comments by participants and evaluation
of own performance.
LC01 PROVIDING LEGAL ADVICE
Competency
Demonstrates the ability to provide independent legal advice to UNHCR and its staff on all matters
other than those relating to protection of refugees according to generally accepted standards of skill and
judgement required in the practice of law.
Indicators
1.
Provides legal opinions on issues relating to all aspects of UNHCR activities, including
procedural questions and privileges and immunities of UNHCR and of the individual staff
member, procurement and contracting, real estate property, licensing and insurance.
2.
Provides legal advice on all agreements concluded by UNHCR, in particular host country
agreements, Memoranda of Understanding with governments, other intergovernmental and
non-governmental organisations, as well as agreements with donors, to ensure compliance
with binding legal and procedural requirements.
3.
4.
5.
6.
Provides interpretation of UN Regulations and Rules (e.g. Financial and Personnel) and of
administrative issuances, taking into account the particular status of UNHCR governed by its
Statute and the delegation of authority to the High Commissioner.
Advises Headquarters and field offices on legal matters regarding staff questions, in particular
on privileges and immunities, and follows up on arrest of staff in close co-operation with
FSSS in order to ensure that the right of defence is respected; monitors the observance of
applicable procedures, in particular regarding disciplinary and appeals cases.
Provides legal advice on dispute resolution with contracting partners and defence of claims
from third parties, including preparation of case strategy.
Liaises with relevant offices and authorities in and outside of the UN system (e.g. UN Office
of Legal Affairs and/or Human Resources Management; local authorities) in order to represent
the Organisation with the aim to obtain favourable results on matters relating to the status of
HCR and its staff.