Org. Setting and Reporting

This position is located in Goma with the United Nations Multidimensional Integrated Stabilization Mission in the Democratic Republic of the Congo (MONUSCO). The Chief of service, Conduct and Discipline (C/CDT) will be the Head of Conduct and Discipline Section and reports to the Chief of Staff.

Responsibilities

Within delegated authority, the Chief of Service, Conduct and Discipline will assume the following duties: • Provides strategic guidance and technical assistance to mission leadership, and the SRSG/Force Commander in particular, on addressing the full range of conduct and discipline issues pertaining to the mission’s military, police and civilian personnel, and on planning and managing the implementation of the conduct and discipline programme and related activities. • Provides strategic vision, guidance, leadership to and overall management of the Conduct and Discipline Team (CDT) and its staff; formulates and directs the implementation of the work programme; oversees and coordinates programmed activities, including prevention, enforcement, and remedial action for misconduct. by UN peacekeeping personnel, and other initiatives, ensuring appropriate coordination and integration. with the mission’s general mandate, and with all its components (e.g. gender, human rights, child protection, legal affairs, personnel, security, etc.) and other UN entities; provides programmatic/substantive reviews of work and draft reports prepared by others. • Ensures prompt reporting and follow up of CDT cases, in particular SEA cases, to the SRSG and relevant HQ components, ensures and oversees an efficient case management process. • Liaises with the UN’s Office of Internal Oversight Services, the UN Country Team and other UN entities, as well as with government officials, political leaders, NGOs, leaders of civil society, regional/sub-regional actors and organizations, the diplomatic community, etc., operating within the mission area, and ensures effective coordination of activities on conduct and discipline activities, including victim assistance. • Is an active member and ensures the Secretariat for the Conduct and Discipline Advisory meetings chaired by the SRSG, to discuss and make decisions on cross-cutting issues related to conduct and discipline, including SEA. Follows-up on action points and senior management decisions related to conduct and discipline. • Ensures the development and implementation of awareness building and preventive programmes, as well as of effective measures/systems to detect personnel misconduct, to ensure compliance with UN standards of conduct and to monitor and evaluate all forms of misconduct for all categories of UN peacekeeping personnel. • Provides guidance and oversees the implementation of the training strategy and training activities on the prevention of sexual exploitation and abuse and other forms of misconduct at the mission level. • Provides input for the mission on conduct and discipline issues to the local and international media. • Oversees analytical inputs for the Secretary-General’s reports to the Security Council on conduct and discipline related activities of the mission, as well as briefings to the Security Council and other such documents, including narrative and visuals, based on data analysis and impact assessments. • Analyses implications of emerging issues/trends and formulates recommendations on possible strategies and measures to address them. • Participates in meetings within and external to the mission, providing substantive expertise; represents the mission at international, regional or national meetings; may serve on committees concerned with conduct and discipline issues, as relevant. • Leads and supervises the organization of meetings, seminars, visits etc. on CDT issues; manages the substantive preparation and organization of such meetings, seminars or visits. • Oversees the unit’s outputs to ensure that products meet UN high-quality standards, that reports are clear, objective and based notably on comprehensive data and impact assessments. . • Undertakes or oversees the programmatic/administrative tasks necessary for the functioning of the unit, 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. • Serves as CDT hiring manager, to include interviewing, evaluating and recommending candidates for job openings, taking due account of gender and geographical balance. • Manages, guides, develops, and trains staff under his/her supervision. • Supervises the activities of focal points working on conduct and discipline issues. • Fosters teamwork and communication among staff in the unit and across organizational boundaries. • Performs other duties as required.

Competencies

Professionalism: In-depth knowledge of the strategic direction of a peacekeeping Mission and its operations, and understanding of the political, social and economic environment and their impact on the implementation of the Mission’s mandate. Expert knowledge of conduct and discipline issues in general and of issues being supervised, demonstrated in-depth understanding of peacekeeping operations generally and issues affecting personnel, human rights and legal issues. Ability to produce analytical reports and conduct presentations by clearly formulating data, trends, impact and positions on issues, articulating options concisely, making and defending recommendations, ability to communicate with diverse groups papers on technical issues and to review and edit the work of others. Ability to apply UN rules and regulations, policies and guidelines in workstation, 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. 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. 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 the audience. Demonstrates openness in sharing information and keeping people informed. Planning and 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. 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. 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 improvement; 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. Judgement/decision making: Identifies the key issues in a complex situation and comes to the heart of the problem quickly. Gathers relevant information before making a decision. Considers positive and negative impacts of decisions prior to making them. Takes decisions with an eye to the impact on others and on the Organization. Proposes a course of action or makes a recommendation based on all available information. Checks assumptions against facts. Determines that the actions proposed will satisfy the expressed and underlying needs for the decision. Makes tough decisions when necessary.

Education

Advanced university degree (master’s degree or equivalent) in public administration, law or related area is required. A first-level university degree in combination with two additional years of qualifying experience may be accepted in lieu of an advanced university degree.

Job – Specific Qualification

Not available.

Work Experience

A minimum of 15 years of progressively responsible professional experience in the field of policy, conduct and discipline, human resources, law, personnel dispute resolution processes or management is required. Experience in information analysis and problem solving in administration or legal contexts in large organizations. Proven track record of excellent management and technical leadership skills is required. Experience with the application of UN rules and regulations related to conduct and discipline is desirable. Experience designing and implementing programmes aimed at preventing and responding to sexual exploitation and abuse in conflict or post-conflict countries is desirable.

Languages

English and French are the working languages of the United Nations Secretariat. For the position advertised, fluency in both English and French is required.

Assessment

Desk review with a possible informal discussion.

Special Notice

This position is temporarily available until 30 June 2025. If the selected candidate is a staff member from the United Nations Secretariat, the selection will be administered as a temporary assignment. 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. 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. Subject to the funding source of the position, the eligibility for this temporary job opening may be limited to candidates based at the duty station. This temporary job opening may be limited to “internal candidates,” who have been recruited through a competitive examination administered according to staff rule 4.16 or staff selection process including the review of a central review body established according to staff rule 4.15. Staff members of the United Nations common system organizations who will reach the mandatory age of separation or retirement within the duration of the current temporary need period are not eligible to apply. Submitting an application or selection for the current temporary job opening does not delay or increase the mandatory age of separation. Retirees above the mandatory age of separation who wish to be considered for the current temporary job opening must indicate the reason for their last separation as “retirement.” Such retirees shall not be employed by the Organization, unless (a) the operational requirements of the Organization cannot be met by staff members who are qualified and available to perform the required functions; and (b) the proposed employment would not adversely affect the career development or redeployment opportunities of other staff members and represents both a cost-effective and operationally sound solution to meet the needs of the service.

United Nations Considerations

According to article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity. Candidates will not be considered for employment with the United Nations if they have committed violations of international human rights law, violations of international humanitarian law, sexual exploitation, sexual abuse, or sexual harassment, or if there are reasonable grounds to believe that they have been involved in the commission of any of these acts. The term “sexual exploitation” means any actual or attempted abuse of a position of vulnerability, differential power, or trust, for sexual purposes, including, but not limited to, profiting monetarily, socially or politically from the sexual exploitation of another. The term “sexual abuse” means the actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions. The term “sexual harassment” means any unwelcome conduct of a sexual nature that might reasonably be expected or be perceived to cause offence or humiliation, when such conduct interferes with work, is made a condition of employment or creates an intimidating, hostile or offensive work environment, and when the gravity of the conduct warrants the termination of the perpetrator’s working relationship. Candidates who have committed crimes other than minor traffic offences may not be considered for employment. Due regard will be paid to the importance of recruiting the staff on as wide a geographical basis as possible. The United Nations places 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. The United Nations Secretariat is a non-smoking environment. Reasonable accommodation may be provided to applicants with disabilities upon request, to support their participation in the recruitment process. By accepting a letter of appointment, staff members are subject to the authority of the Secretary-General, who may assign them to any of the activities or offices of the United Nations in accordance with staff regulation 1.2 (c). Further, staff members in the Professional and higher category up to and including the D-2 level and the Field Service category are normally required to move periodically to discharge functions in different duty stations under conditions established in ST/AI/2023/3 on Mobility, as may be amended or revised. This condition of service applies to all position specific job openings and does not apply to temporary positions. Applicants are urged to carefully follow all instructions available in the online recruitment platform, inspira, and to refer to the Applicant Guide by clicking on “Manuals” in the “Help” tile of the inspira account-holder homepage. The evaluation of applicants will be conducted on the basis of the information submitted in the application according to the evaluation criteria of the job opening and the applicable internal legislations of the United Nations including the Charter of the United Nations, resolutions of the General Assembly, the Staff Regulations and Rules, administrative issuances and guidelines. Applicants must provide complete and accurate information pertaining to their personal profile and qualifications according to the instructions provided in inspira to be considered for the current job opening. No amendment, addition, deletion, revision or modification shall be made to applications that have been submitted. Candidates under serious consideration for selection will be subject to reference checks to verify the information provided in the application. Job openings advertised on the Careers Portal will be removed at 11:59 p.m. (New York time) on the deadline date.

No Fee

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.