•Duration of need: through 21 July 2017.
•A current staff member who holds a fixed-term, permanent or continuing appointment may apply for temporary positions no more than one level above his or her current grade. However, a current staff member who holds an appointment at the G-6 or G-7 level may also apply to temporary positions in the Professional category up to and including the P-3 level, subject to meeting all eligibility and other requirements for the position. A staff member holding a temporary appointment shall be regarded as an external candidate when applying for other positions, and may apply for other temporary positions at any level, subject to section 5.7 below and staff rule 4.16 (b) (ii). Therefore, a staff member holding a temporary appointment in the General Service or related categories may only apply to positions within those categories. For full information on eligibility requirements, please refer to section 5 of ST/AI/2010/4Rev.1 on Temporary Appointments. In its resolution 66/234, the General Assembly further “stressed that the Secretary-General should not recur to the practice of temporarily filling posts in the Professional and higher categories with General Service staff members who have not passed the General Service to Professional category examination other than on an exceptional basis, and requests the Secretary-General to ensure that temporary occupation of such posts by the General Service staff shall not exceed a period of one year, effective 1 January 2013…” Consequently, eligible candidates in the General Service or related categories for temporary job openings in the Professional category that have not passed the competitive examination may be selected only on an exceptional basis endorsed by the Office of Human Resources Management where no other suitable candidate could be identified.
•Upon separation from service, including, but not limited to, expiration or termination of, or resignation from, a fixed-term, continuing or permanent appointment, a former staff member will be ineligible for re-employment on the basis of a temporary appointment for a period of 31 days following the separation. In the case of separation from service on retirement, a former staff member will be ineligible for re-employment for a period of three months following the separation. This equally applies, mutatis mutandis, with respect to a former or current staff member who has held or holds an appointment in another entity applying the United Nations Staff Regulations and Rules and who applies for a temporary position with the Secretariat.
•Subject to the funding source of the position, this temporary job opening may be limited to candidates based at the duty station.
•While this temporary assignment may provide the successful applicant with an opportunity to gain new work experience, the selection for this position is for a limited period and has no bearing on the future incumbency of the post. An external candidate selected for this position is bound by the prevailing condition of the staff selection system under ST/AI/2010/3, as amended, and ST/AI/2010/4/Rev.1. A staff member holding a temporary appointment who is recruited in the Professional and above categories on a temporary appointment, and placed on a position authorized for one year or longer may not apply for or be reappointed to his/her current position within six months of the end of his/her current service. This provision does not apply to staff members holding temporary appointments and placed on positions authorized for one year or more in duty stations authorized for peacekeeping operations or special political missions.
•The expression “Internal candidates”, shall mean staff members who have been recruited after a competitive examination under staff rule 4.16 or after the advice of a central review body under staff rule 4.15.
•Please note that candidates will be required to meet the requirements of Article 101, paragraph 3, of the Charter as well as the requirements of the position. The United Nations is committed to the highest standards of efficiency, competence and integrity for all its human resources, including but not limited to respect for international human rights and humanitarian law. Candidates may be subject to screening against these standards, including but not limited to whether they have committed, or are alleged to have committed criminal offences and/or violations of international human rights law and international humanitarian law.
•For information on special post allowance, please refer to ST/AI/1999/17. For more details on the administration of temporary appointments please refer to ST/AI/2010/4/Rev.1.
•The Staff Regulations, Staff Rules and administrative issuances governing staff appointments can be viewed at: http://www.un.org/hr_handbook/English
Department of Peacekeeping Operations (DPKO) provides political and executive direction to UN Peacekeeping operations around the world and maintains contact with the Security Council, troop and financial contributors, and parties to the conflict in the implementation of Security Council mandates. DPKO works to integrate the efforts of UN, governmental and non-governmental entities in the context of peacekeeping operations. DPKO also provides guidance and support on military, police, mine action and other relevant issues to other UN political and peacebuilding missions.
This position is located within the Security Sector Reform (SSR) Unit in the Office of Rule of Law and Security Institutions (OROLSI), Department of Peacekeeping Operations (DPKO), United Nations Headquarters. The Deputy Chief reports to the Chief of the SSR Unit.
Within delegated authority of the Chief, the Deputy Chief of the SSR Unit will be responsible for the following:
•Provides strategic and technical SSR advice to the Chief of the SSR Unit, OROLSI leadership and Member States, as well as both international and national partners, with special emphasis on security sector-wide issues.
•Responds to requests from senior management in UN field operations for advice on design, implementation and review of SSR support.
•Supports the development of integrated and coherent DPKO (and UN where applicable)-wide solutions to complex national SSR challenges.
•Supports the development and implementation of SSR guidance, including SSR Integrated Technical Guidance Notes.
•Supports the development and maintenance of strategic partnerships in the area of SSR, including with the African Union and World Bank.
•Serves as spokesperson on a diverse range of SSR activities and issues; develops and maintains relations with high level government officials, national leaders and other key players; and actively promotes coordination and communication between international and national partners.
•Supports the implementation of S/RES/2151 (2014), including through managing the Secretariat to the Inter-agency SSR Task Force.
•Plans and oversees the management of activities undertaken by the SSR Unit; ensures that substantive work programmes and programmed activities are carried out in a timely fashion, coordinating diverse projects in the SSR Unit, and, in liaison with other organizations of the United Nations System, in particular those within the Inter-agency SSR Task Force, Member States, donors and agencies as appropriate.
•Manages, supervises and carries out the work programme of the SSR Unit. Co-ordinates the work carried out by the SSR Unit; provides programmatic and substantive reviews of drafts prepared by others.
•Provides substantive input in the preparation of position papers and reports for presentation to intergovernmental bodies such as 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.
•Contributes to the reporting 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 the SSR Unit maintain high-quality standards; that reports are clear, objective and based on comprehensive data. Ensures that all outputs produced by the SSR Unit under his/her supervision meet required standards before completion to ensure they comply with the relevant mandates.
•Prepares inputs for the work programme of OROLSI, determining priorities, and allocating resources for the completion of outputs and their timely delivery.
•Carries out programmatic/administrative tasks necessary for the functioning of the SSR Unit, including preparation of budgets, assigning and monitoring of performance parameters and critical indicators, reporting on budget/programme performance, preparation of inputs for results-based budgeting, evaluation of staff performance (PAS), interviews of candidates for job openings and evaluation of candidates.
•Recruits staff for the SSR Unit taking due account geographical and gender balance and other institutional values.
•Manages, guides, develops and trains staff under his/her supervision.
•Fosters teamwork and communication among staff in the SSR Unit and across organizational boundaries.
•Represents the Organization at inter-agency meetings, seminars, etc. on substantive-related issues.
•Participates in international, regional or national meetings and provides programmatic/substantive expertise on an issue, or hold programmatic/substantive and organizational discussions with representatives of other institutions.
•Serves as Officer in Charge (OiC) when required.
Professionalism: Knowledge of security sector reform (concepts, terminology, research and policy literature), in particular security sector-wide issues, with special emphasis on civilian oversight, management and coordination, and including areas such as strategy; policy development and plans; governance oversight and accountability; institutional development; sustainable development, etc. Ability to advise senior management and other senior officials on approaches and techniques to assess highly complex/sensitive issues. Ability to provide leadership in performing and/or overseeing the design, development and implementation of SSR programmes/projects. Strengths in policy and operational-level coordination. Ability to apply 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. Commitment to implementing the goal of gender equality by ensuring the equal participation and full involvement of women and men in all aspects of SSR.
Teamwork: Works collaboratively with colleagues to achieve organizational goals; solicits input by genuinely valuing others’ ideas and expertise; is willing to learn from others; places team agenda before personal agenda; supports and acts in accordance with final group decision, even when such decisions may not entirely reflect own position; shares credit for team accomplishments and accepts joint responsibility for team shortcomings.
Planning & Organizing: Develops clear goals that are consistent with agreed strategies; identifies priority activities and assignments; adjusts priorities as required; allocates appropriate amount of time and resources for completing work; foresees risks and allows for contingencies when planning; monitors and adjusts plans and actions as necessary; uses time efficiently.
Empowering Others: Delegates responsibility, clarifies expectations, and gives staff autonomy in important areas of their work; encourages others to set challenging goals; holds others accountable for achieving results related to their area of responsibility; genuinely values all staff members’ input and expertise; shows appreciation and rewards achievement and effort; involves others when making decisions that affect them.
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.
Advanced university degree (Master’s degree or equivalent) in business or public administration, management studies, security sector management or related area. A first-level university degree in combination with two years of additional work experience may be accepted in lieu of the advanced university degree.
A minimum of ten years of progressively responsible experience in security sector reform is required. Previous experience in the development and implementation of SSR policies, programmes and projects at a sector-wide level is required. Previous experience in advisory and coordination roles in the areas of national security and/or SSR is required. Two years of experience in organizational/team management is required. Previous experience in a peace operation is required. Experience in managing global SSR partnerships, including with the African Union, is desirable.
English and French are the working languages of the UN Secretariat. For this position, fluency in English (both oral and written) is required. Knowledge of French is desirable. Knowledge of another UN official language is an advantage.
Evaluation of qualified candidates may include an assessment exercise which may be followed by competency-based interview.
Candidates will be required to meet the requirements of Article 101, paragraph 3, of the Charter as well as the requirements of the position. The United Nations is committed to the highest standards of efficiency, competence and integrity for all its human resources, including but not limited to respect for international human rights and humanitarian law. Candidates may be subject to screening against these standards, including but not limited to whether they have committed, or are alleged to have committed criminal offences and/or violations of international human rights law and international humanitarian law.
The United Nations shall place no restrictions on the eligibility of men and women to participate in any capacity and under conditions of equality in its principal and subsidiary organs. (Charter of the United Nations - Chapter 3, article 8). The United Nations Secretariat is a non-smoking environment.
Applicants are urged to follow carefully all instructions available in the online recruitment platform, inspira. For more detailed guidance, applicants may refer to the At-a-Glance on "The Application Process" and the Instructional Manual for the Applicants, which can be accessed by clicking on “Manuals” hyper-link on the upper right side of inspira account-holder homepage.
Applications are pre-screened by the system according to the published requirements of the job opening on the basis of the information provided in the application. In relation to the requirements of the job opening, applicants must provide complete and accurate information pertaining to their qualifications, including their education, work experience, and language skills. Each applicant must bear in mind that submission of incomplete or inaccurate applications may render that applicant ineligible for consideration for the job opening. Initial screening and evaluation of applications will be conducted on the basis of the information submitted. Applications cannot be amended following submission. Candidates under serious consideration for selection will be subject to a reference-checking process to verify the information provided in the application.
Job openings advertised on the Careers Portal will be removed at midnight (New York time) on the deadline date.
THE UNITED NATIONS DOES NOT CHARGE A FEE AT ANY STAGE OF THE RECRUITMENT PROCESS (APPLICATION, INTERVIEW MEETING, PROCESSING, OR TRAINING). THE UNITED NATIONS DOES NOT CONCERN ITSELF WITH INFORMATION ON APPLICANTS’ BANK ACCOUNTS.