1. Role and responsibilities

The purpose of the Education Project Coordinator s to oversee the implementation of education project activities, provide guidance to the day-to-day activities of the Education programme, and manage staff (NRC staff and IBVs) to ensure proper delivery, high quality results and compliance to applicable policies and procedures.

Generic responsibilities  

These responsibilities shall be the same for all positions with the same title. The responsibilities shall be short and essential. Details belong in the Work- and Professional Development Plan.

1. Line management of CC project field staff

2. Adherence to NRC policies, guidance and procedures and awareness of NRC global and regional strategies

3. Contribute to CC strategy development, project proposals and provide input on needs and gaps, considering where appropriate the role of cash-based interventions and market based programmes

4. Manage and implement delegated portfolio of Education projects (activities, budget, and project documentation) as delegated from PM in line with proposals, strategies and donor requirements, and ensure high technical quality.

5. Provide regular progress reports to PM (AM and CCS if no PM)

6. Ensure that projects target beneficiaries most in need of protection, explore and assess new and better ways to assist.

7. Promote and share ideas for improvement and necessary changes in the activities.

8. Ensure capacity building of project staff and transfer key skills.

9. Liaise and collaborate with relevant local authorities and other key stakeholders.

10. Promote the rights of IDPs/returnees in line with the advocacy strategy.

Specific responsibilities:

– Oversee and follow-up on education as defined in detailed work plans, procurement plans, technical guidance, and M&E plans in the Area Office.

– Work closely with other team members to set and monitor objectives and work plans to ensure activities are implemented in accordance with overall project objectives and as per financial and logistic procurement plan.

– Provide quality regular reports to the Project Manager on project implementation, status, identified issues and activities ensure regular monitoring of project implementation using developed tools.

– Provide guidance and constrictive feedback on regular basis to team members and manage the performance of relevant staff using NRC’s Performance Management system. Ensure proper capacity building for staff and IBVs is in place in coordination with the Project Manager

– Supervise budget lines of relevant activities and monitor expenditure including the preparation, monitoring, and updating of financial spending plans as assigned by the Project Manager.

– Conduct frequent field visits to schools, educational sites, ensuring services are delivered with quality in accordance with agreed NRC Jordan Country and Education strategies, tools, guidelines, and INEE minimum standards.

– Lead necessary assessments to identify gaps, assess areas of interventions with the support of the Project Manager and Education Specialist.

– Liaise and collaborate with relevant local authorities and stakeholders on project activities and representing NRC Education programme at Area-level as delegated by the Project Manager.

– Coordinate with ESWG partners, Department of Education and School Principals and to make sure the activities are approved, planned, and properly implemented.

Critical interfaces

By interfaces, NRC means processes and projects that are interlinked with other departments/units or persons. Relevant interfaces for this position are:

– Project planning and implementation: Project Manager

– Area operations: Support Coordinators, other programme Staff

– Staff capacity building: Project Manager, HR

Scale and scope of position

Staff:                         5 direct, 50+ indirect incentive-based volunteers

Stakeholders:           UN Agencies, INGO, Formal School Personnel DoE, governmental bodies

Budgets:                   Project budgets as per authorization table, and as delegated by PM, including spending plans and follow up on expenditure

Information:             Agresso

Legal or compliance: NRC Code of Conduct, Compliance Risk Mapping, Accountability checks and feedback.

2. Competencies

Competencies are important in order for the employee and the organisation to deliver desired results. They are relevant for all staff and are divided into the following two categories:

1. Professional competencies 

These are skills, knowledge and experience that are important for effective performance.

Generic professional competencies for this position:

– Minimum 3 years of proven experience in implementing education programmes, coordinating activities, and managing teams.

– Previous experience of working in complex and volatile contexts.

– Documented results related to the position’s responsibilities.

– Knowledge about own leadership skills/profile.

– Fluency in English and Arabic, both written and verbal.

Context related skills, knowledge and experience:

• We are looking for a candidate with a minimum of 3 years of experience working in education project planning and implementation. Previous experience working with school-aged boys and girls, youth in an educational/training context.
•  Experience in Managing teams (National and IBV).
•  Previous experience of leading staff and managing team performance is required.
•  Strong communication and interpersonal skills, who can build trust and confidently navigate both internally and externally at different levels

2. Behavioral competencies 

These are personal qualities that influence how successful people are in their job. NRC’s Competency Framework states 12 behavioral competencies, and the following are essential for this position:

– Managing resources to optimize results

– Empowering and building trust

– Managing performance and development

– Planning and delivering results

– Communicating with impact and respect

– Coping with Change

3. Performance Management

The employee will be accountable for the responsibilities and the competencies, in accordance with the NRC Performance Management Manual. The following documents will be used for performance reviews:

• The Job Description
• The individual Work- and Professional Development Plan
• The Competency Framework

The Norwegian Refugee Council (NRC) Geneva leads NRC’s representation with the IASC and UN agencies, and coordinates donor engagement with the UN and Swiss donors. NRC strives to assist and protect vulnerable and displaced people during crises, especially in situations of conflict. Established in 1946, NRC is an independent, humanitarian, non-profit, non-governmental organisation working in around 31 countries with approximately 14’000 staff. NRC employs a rights based approach, challenging those with responsibility to uphold the rights of displaced people set out within national and International Laws. NRC endeavors to secure the acceptance of local stakeholders for activities and is committed to the principles of humanity, neutrality, independence and impartiality.

NRC seeks to engage with all relevant actors in order to promote the full respect for the rights of displaced and vulnerable people; secure and maintain access for humanitarian operations and promote the achievement of durable solutions. NRC Geneva, with the Internal Displacement Monitoring Center (IDMC), are NRC’s primary presence in Geneva.