vacance de poste

Intitulé publication: Cluster Leader, Climate Change and Natural Resource Sustainability Cluster, D1, D1 [Filled from Roster]
Intitulé code d’emploi: Chef du service du développement durable
Département / Bureau: Commission économique et sociale pour l'Asie occidentale
Lieu d'affectation: BEIRUT
Période de candidature: 12 mai 2021 - 10 juin 2021
No de l’appel á candidature: 21-Sustainable Development-ESCWA-155419-R-Beirut (G)
Staffing Exercise N/A
Valeurs fondamentales de l'ONU: intégrité, professionnalisme, respect de la diversité
Désolé, cet appel à candidature n'est plus disponible.
Cadre organisationnel

The Economic and Social Commission for Western Asia (ESCWA unescwa.org) forms part of the United Nations Secretariat and, like the other regional commissions, operates under the supervision of the United Nations Economic and Social Council. ESCWA comprises 20 Arab countries in Western Asia and North Africa. ESCWA provides a framework for the formulation and harmonization of sectoral policies for member countries, a platform for congress and coordination, a home for expertise and knowledge, and an information observatory. ESCWA activities are coordinated with the divisions and main offices of the
Headquarters of the United Nations, specialized agencies, and international and regional organizations, including the League of Arab States and its subsidiary bodies, and the Gulf Cooperation Council.

The position is located in the Economic and Social Commission for Western Asia (ESCWA). The Cluster Leader of the Climate Change and Natural Resources Sustainability Cluster reports to the Deputy Executive Secretary for Programme under the overall supervision of the Executive Secretary.

Responsabilités

• Formulates and implements the substantive work programme of the Climate Change and Natural Resource Sustainability Cluster in a timely fashion and co-ordinates work in the different areas related to climate change and natural resources management for sustainable development both within the Cluster and Commission, and with other organizations of the United Nations System, as appropriate.
•Leads, supervises and carries out the work programme of the Cluster under his/her responsibility. Co-ordinates the work carried out by different work units under the Cluster, including the Arab Centre for Climate Change Policies, and with other clusters, agencies and bodies of the United Nations system; provides programmatic/substantive reviews of projects and drafts prepared by others. Ensures alignment and coherence of regional advisory services to member States within the Cluster’s work programme and projects.
•Co-ordinates and oversees the preparation of reports for presentation to intergovernmental bodies such as the Economic and Social Commission for Western Asia and its subsidiary committees on water resources and energy, and contributes to reports of the Advisory Committee on Administrative and Budget Questions, Committee for Programme Coordination, Economic and Social Council, the General Assembly and other policy-making organs, as appropriate.
•Reports to intergovernmental bodies on budget/programme performance or on programmatic/ substantive issues, as appropriate, particularly those presented in biannual and/or annual reports.
•Ensures that the outputs produced by Cluster maintain high-quality standards; that reports are clear, objective and based on comprehensive data. Ensures that all outputs produced by the units and projects under the Cluster meet required standards before completion to ensure they comply with the relevant mandates.
•Prepares the work programme of the Cluster and guides the conceptualization of projects through a consultative process to ensures they are aligned with ESCWA’s strategic vision and plan; determines priorities and allocates resources for the completion of outputs and their timely delivery.
•Contributes to the development and strengthening of partnerships and communication strategies in accordance with the Cluster’s priorities and areas of work.
•Engages in resource mobilization and funding for the Cluster’s projects.
•Undertakes or oversees the programmatic/administrative tasks necessary for the functioning of the Cluster, including preparation of budgets, reporting on budget/programme performance, evaluation of staff performance (PAS), interviews of candidates for job openings, evaluation of candidates and preparation of inputs for results-based budgeting.
•Recruits staff, taking due account of geographical balance.
•Manages, guides, develops and trains staff under his/her supervision.
•Fosters teamwork and communication among staff in the Cluster and across organizational boundaries.
•Leads and supervises the organization of meetings, seminars, etc. on substantive issues.
•Participates in international, regional or national meetings and provides programmatic/substantive expertise on climate change and natural resource sustainability, and holds programmatic/substantive and organizational discussions with representatives of other institutions.
•Represents the Cluster and the organization at international, regional or national meetings.

Compétences

•Professionalism: Expert knowledge of the areas of climate change, natural resource management and sustainable development. In-depth knowledge of the challenges and opportunities that climate change, water, energy and food security present for Arab States and their impact on sustainable development. Ability to produce reports and papers on technical issues and to review and edit the work of others. Ability to apply UN rules, regulations, policies and guidelines in work situations. 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 audience; demonstrates openness in sharing information and keeping people informed.

•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.

•Leadership: Serves as a role model that other people want to follow: empowers others to translate vision into results; is proactive in developing strategies to accomplish objectives; establishes and maintains relationships with a broad range of people to understand needs and gain support; anticipates and resolves conflicts by pursuing mutually agreeable solutions; drives for change and improvements; does not accept the status quo; shows the courage to take unpopular stands. Provides leadership and takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work; demonstrates knowledge of strategies and commitment to the goal of gender balance in staffing.

•Managing Performance: Delegates the appropriate responsibility, accountability and decision-making authority; makes sure that roles, responsibilities and reporting lines are clear to each staff member; accurately judges the amount of time and resources needed to accomplish a task and matches task to skills; monitors progress against milestones and deadlines; regularly discusses performance and provides feedback and coaching to staff; encourages risk-taking and supports creativity and initiative; actively supports the development and career aspirations of staff; appraises performance fairly.

Formation

Advanced university degree (Master’s degree or equivalent) in economics, business or public administration, international development, finance, law, environmental policy affairs, social sciences, law or related area. A first-level university degree in combination with two additional years of qualifying work experience may be accepted in lieu of the advanced university degree.

Expérience professionnelle

A minimum of fifteen years of progressively responsible experience in sustainable development is required.
Ten years of experience working on climate change is required.
Experience in policy-making at the international level related to climate change and natural resources is required.
Experience in working with intergovernmental fora is desirable.

Connaissances linguistiques

English and French are the working languages of the United Nations Secretariat. Arabic is also a working language of ESCWA. For this post, fluency in written and spoken English is required.
Knowledge of Arabic is desirable.
Knowledge of French is desirable.

Note: "Fluency" equals a rating of 'fluent' in all four areas (speak, read, write, and understand) and "Knowledge of" equals a rating of 'confident' in two of the four areas.

Méthode d'évaluation

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

Notice spéciale

Staff members are subject to the authority of the Secretary-General and to assignment by him or her. In this context, all staff are expected to move periodically to new functions in their careers in accordance with established rules and procedures.

The United Nations Secretariat is committed to achieving 50/50 gender balance in its staff. Female candidates are strongly encouraged to apply for this position.

For this position, applicants from the following Member States, which are unrepresented or underrepresented in the UN Secretariat as of 30 November 2020, are strongly encouraged to apply: Afghanistan, Andorra, Angola, Antigua and Barbuda, Bahrain, Belize, Brazil, Brunei Darussalam, Cabo Verde, Cambodia, China, Comoros, Cuba, Democratic People's Republic of Korea, Djibouti, Dominica, Equatorial Guinea, Gabon, Grenada, Guinea-Bissau, Japan, Kiribati, Kuwait, Lao People's Democratic Republic, Lesotho, Liberia, Libya, Liechtenstein, Luxembourg, Marshall Islands, Federated States of Micronesia, Monaco, Mozambique, Namibia, Nauru, Norway, Oman, Palau, Papua New Guinea, Qatar, Republic of Korea, Russian Federation, Saint Lucia, Saint Vincent and the Grenadines, San Marino, Sao Tome and Principe, Saudi Arabia, Solomon Islands, South Sudan, Suriname, Timor-Leste, Turkmenistan, Tuvalu, United Arab Emirates, United States of America, Vanuatu, Bolivarian Republic of Venezuela.

At the United Nations, the paramount consideration in the recruitment and employment of staff is the necessity of securing the highest standards of efficiency, competence and integrity, with due regard to geographic diversity. All employment decisions are made on the basis of qualifications and organizational needs. The United Nations is committed to creating a diverse and inclusive environment of mutual respect. The United Nations recruits and employs staff regardless of gender identity, sexual orientation, race, religious, cultural and ethnic backgrounds or disabilities. Reasonable accommodation for applicants with disabilities may be provided to support participation in the recruitment process when requested and indicated in the application.

Staff members appointed to the current position are required to submit a financial disclosure statement upon assignment or appointment and annually thereafter.

Charte des Nations Unies

Aux termes du paragraphe 3 de l’Article 101 de la Charte des Nations Unies, la considération dominante dans le recrutement du personnel doit être la nécessité d’assurer à l’Organisation les services de personnes possédant les plus hautes qualités de travail, de compétence et d’intégrité. Ne seront pas retenues les candidatures des personnes qui ont commis des violations du droit international des droits de l’homme, des violations du droit international humanitaire, des actes d’exploitation, d’atteintes ou de harcèlement sexuels, ou au sujet desquelles il existe des raisons plausibles de croire qu’elles ont été impliquées dans la commission de tels actes. L’expression « exploitation sexuelle » désigne le fait d’abuser ou de tenter d’abuser d’un état de vulnérabilité, d’un rapport de force inégal ou de rapports de confiance à des fins sexuelles, y compris mais non exclusivement en vue d’en tirer un avantage pécuniaire, social ou politique. On entend par « atteinte sexuelle » toute atteinte physique de nature sexuelle commise par la force, sous la contrainte ou à la faveur d’un rapport inégal, ou la menace d’une telle atteinte. Le harcèlement sexuel s'entend de tout comportement déplacé à connotation sexuelle raisonnablement propre ou de nature à choquer ou humilier, lorsqu'il entrave la bonne marche du service, est présenté comme une condition d'emploi ou crée au lieu de travail un climat d'intimidation, d'hostilité ou de vexation, et lorsque ce comportement est assez grave pour justifier le licenciement de son auteur. La candidature de personnes qui ont commis des infractions autres que des infractions mineures au code de la route ne sera pas retenue.

Sera dûment prise en considération l'importance d'un recrutement effectué sur une base géographique aussi large que possible. Aucune restriction ne sera imposée par l'Organisation à l'accès des hommes et des femmes, dans des conditions égales, à toutes les fonctions, dans ses organes principaux et subsidiaires. Le Secrétariat de l'Organisation des Nations Unies est un espace non-fumeurs.

La considération dominante dans l’engagement, la mutation ou la promotion du personnel est la nécessité de s’assurer les services de personnes possédant les plus hautes qualités de travail, de compétence et d’intégrité. En acceptant une offre d’engagement, les membres du personnel sont soumis(es) à l’autorité du Secrétaire général, qui peut leur assigner l’une quelconque des tâches ou l’un quelconque des postes de l’Organisation des Nations Unies, conformément à l’alinéa c) de l’article 1.2 du Statut du personnel. Dans ce contexte, tous les membres du personnel recrutés sur le plan international sont tenus de changer de fonctions périodiquement à l’intérieur d’un même lieu d’affectation ou dans un autre lieu d’affectation, dans les conditions fixées par le Secrétaire général.

Les candidats sont invités à respecter scrupuleusement toutes les instructions disponibles sur la plateforme de recrutement en ligne Inspira. Pour des informations plus détaillées, ils ou elles peuvent consulter le manuel d'instructions pour le candidat, en cliquant sur le lien hypertexte « Manuels » sur le côté supérieur droit de la page d'accueil de leur compte Inspira.

Les candidatures feront l'objet d'une évaluation et d'un examen préalables sur la base des informations soumises conformément aux critères d'évaluation de l'avis de vacance de poste et aux dispositions législatives internes applicables de l'Organisation des Nations Unies, notamment la Charte des Nations Unies, les résolutions de l'Assemblée générale, le Statut et le Règlement du personnel, les textes administratives et les directives. Les candidats doivent fournir des informations exhaustives et précises conformément aux instructions fournies sur la plateforme Inspira. Une fois la candidature envoyée, aucune modification, suppression ou révision, ni aucun ajout ou changement ne pourra être fait. Il sera procédé à une vérification des références des candidats faisant l'objet d'une attention particulière pour s'assurer de l'exactitude des renseignements qu’ils ont fournis dans leur candidature.

Les avis de vacance de postes publiés sur le Portail des carrières sont retirés à 11:59 p.m. (heure de New York), le jour de la date limite de dépôt des candidatures.

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Désolé, cet appel à candidature n'est plus disponible.
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