Learning and Development Officer(P3)
JOB DETAIL
IMPORTANT NOTICE REGARDING APPLICATION DEADLINE: Please note that the closing date for submission of applications is indicated in local time as per the time zone of the applicant’s location.
Organizational Setting
The Department of Management (MT) provides a ‘platform of services’ that serves as a foundation for the successful delivery of the IAEA’s scientific and technical programmes. Its mission statement is as follows: “MT is a partner and a business enabler that champions change and efficiency, leveraging a common purpose”. Thus, among other support activities, it assists a scientific manager in recruiting the right expert, helps a technical officer coordinate the purchase of radiation equipment, and ensures that all Board documents are translated and distributed on a timely basis to Member States.
The Division of Human Resources (MTHR), within the Department of Management, plans, acquires and manages human resources to effectively implement the IAEA programmes. It thus delivers the full spectrum of human resource services, including HR organizational development and planning, talent acquisition and development, performance management, and administration of compensation and benefits. The Division serves a multicultural workforce of approximately 2300 people from diverse scientific, technical, managerial and professional disciplines.
The HR Development Section (HDS) provides the Agency’s staff and personnel with HR services and advice in the areas of learning and development, performance management, diversity, equality and inclusion, HR policy and HR data analytics.
Main Purpose
Reporting to the Learning and Development Specialist, HDS, the Learning and Development Officer is responsible for performing training needs assessments, designing and delivering curriculum and learning materials, and for managing all phases of training interventions. Under the supervision of the group leader, the Learning and Development Officer contributes to the development of innovative staff development policies, programmes/activities, training methods, materials and solutions, and effectively coordinates training initiatives throughout the Agency. He/she assists in the management of the Performance Management system and monitors effectiveness of the staff development framework.
Role
The Learning and Development Officer is: (1) a planner, identifying training and learning needs and preparing strategies to meet the needs; (2) an analyst, evaluating the effectiveness of the training programmes and gathering feedback from the trainees in order to constantly improve the services delivered; and (3) a communicator, preparing and updating high quality training material and training reports.
Functions / Key Results Expected
Training and Learning:
• Identify individual and organizational development needs and propose appropriate learning and training plans and/or programmes in line with the Agency’s learning strategy.
• Design and deliver, personally or through third-party providers, e-learning and in-person courses, workshops, and other training material for full range of learning and development initiatives (orientation, career management, leadership development, respectful workplace, performance management and core activities).
• Contribute to implementation of diverse learning methods organization-wide (e.g. coaching, online and in-person training, etc.) for managers and staff.
• Carry out surveys, assessment and feedback analysis to monitor the impact of the learning activities and to evaluate the effectiveness of the courses, workshops and other deliverables.
• Deliver regular reports on attendance and popularity of existing initiatives, monitor and analyse staff feedback, and propose revisions, as needed.
• Utilize Agency’s learning management system (LMS) in support of Agency’s learning strategy.
• Participate in tender/bidding and recruitment processes and liaising with third-party providers.
• Handle administrative aspects of engagements with third-party providers.
• Contribute to drafting, developing, and updating staff development policies and guidelines
• Stay informed of new developments, approaches and best practices within and outside the UN system in the area of learning and training and participate in relevant inter-agency working groups and other fora.
Performance Management
• Liaise with managers and staff in order to strengthen understanding of the Agency’s performance management policies and system.
• Administer Agency’s performance management system in line with the Agency’s performance management cycle.
• Support the transition to a modern performance culture, building organizational support and commitment to foster a strong performance management culture within the IAEA.
• Create tools and learning resources to educate staff and managers on best practices in performance management, including addressing underperformance, providing constructive feedback and recognition of exemplary performance.
• Deliver regular reports on performance management metrics.
• Contribute to drafting, developing, and updating performance management policies and guidelines.
• Stay informed of new developments, approaches, and best practices within and outside the UN system in performance management and participate in relevant inter-agency working groups and other fora.
Competencies and Expertise
Core Competencies(Competency Framework)
| Name | Definition |
|---|---|
| Communication | Communicates orally and in writing in a clear, concise and impartial manner. Takes time to listen to and understand the perspectives of others and proposes solutions. |
| Achieving Results | Takes initiative in defining realistic outputs and clarifying roles, responsibilities and expected results in the context of the Department/Division’s programme. Evaluates his/her results realistically, drawing conclusions from lessons learned. |
| Teamwork | Actively contributes to achieving team results. Supports team decisions. |
| Planning and Organizing | Plans and organizes his/her own work in support of achieving the team or Section’s priorities. Takes into account potential changes and proposes contingency plans. |
Functional Competencies
| Name | Definition |
|---|---|
| Client orientation | Helps clients to analyse their needs. Seeks to understand service needs from the client’s perspective and ensure that the client’s standards are met. |
| Knowledge sharing and learning | Actively seeks learning opportunities and actively shares knowledge and information with others; shares specialized knowledge, skills and learning from experience across different situations and contexts effectively. |
| Technical/scientific credibility | Ensures that work is in compliance with internationally accepted professional standards and scientific methods. Provides scientifically/technically accepted information that is credible and reliable. |
Required Expertise
| Function | Name | Expertise Description |
|---|---|---|
| Administrative Support | Discretion and Respect for Confidentiality | High degree of tact, diplomacy and discretion, and proven ability to maintain confidentiality. |
| Administrative Support | Guidance and Training | Ability to coach and mentor, and create opportunities for staff to grow and develop. |
| Human Resources | International Human Resource Management | Knowledge of international HR management principles, concepts and practices. |
| Administrative Support | MS Office (Word, Excel, Outlook, PowerPoint) | Proficiency in the use of office software products (MS Office 2010). |
| Human Resources | Performance Management | Ability to assess performance issues and to propose appropriate solutions. Developing, updating and implementing performance management frameworks in complex organizations. |
| Human Resources | Staff Development and Learning | Knowledge of state-of-art training and development theories and tools, including web-based training and on-line learning resources. |
Qualifications, Experience and Language skills
- University degree in human resources management, social or behavioural sciences, public or business administration or other related field.
- Minimum of five years of relevant work experience, in designing, organizing, implementing and delivering training and learning activities to audiences, preferably in an international and multicultural work environment.
- Solid knowledge of adult learning techniques and proven knowledge and application of diverse training methods and approaches are required.
- Experience in instructional design is required.
- Excellent oral and written command of English. Knowledge of other official IAEA languages (Arabic, Chinese, French, Russian and Spanish) is an asset.
Remuneration
The IAEA offers an attractive remuneration package including a tax-free annual net base salary starting at US $64121 (subject to mandatory deductions for pension contributions and health insurance), a variable post adjustment which currently amounts to US $ 37447*, dependency benefits, rental subsidy, education grant, relocation and repatriation expenses; Other benefits include 6 weeks’ annual leave, home leave travel, pension plan and health insurance. More information on the conditions of employment can be found at: https://www.iaea.org/about/employment/professional-staff/conditions
General Information
- The IAEA’s paramount consideration in the recruitment of staff member is to secure employees of the highest standards of efficiency, technical competence and integrity.
- Staff Members shall be selected without any unfair treatment or arbitrary distinction based on a person’s race, sex, gender, sexual orientation, gender identity, gender expression, religion, nationality, ethnic origin, disability, age, language, social origin or other similar shared characteristic or trait.
- The IAEA is committed to gender equality and to promoting a diverse workforce. Applications from qualified women and candidates from developing countries are strongly encouraged.
- Applicants should be aware that IAEA staff members are international civil servants and may not accept instructions from any other authority. The IAEA is committed to applying the highest ethical standards in carrying out its mandate. As part of the United Nations common system, the IAEA subscribes to the following core ethical standards (or values): Integrity, Professionalism and Respect for diversity.
- The IAEA has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and the IAEA, including sexual harassment, abuse of authority and discrimination.
Evaluation process
- The evaluation of applicants will be conducted on the basis of the information submitted in the application according to the selection criteria stated in the vacancy announcement. Applicants must provide complete and accurate information. Evaluation of qualified candidates may include an assessment exercise, which may be followed by a competency-based interview.
- Candidates under serious consideration for selection may be subject to reference and background checks as part of the recruitment process.
Appointment information
- Appointment is subject to a satisfactory medical report.
- Staff members may be assigned to any location.
- Candidates appointed to posts in the Professional and higher categories are subject to IAEA rotation policy and their maximum tour of service shall normally be seven years.
- The IAEA retains the discretion not to make any appointment to this vacancy, to make an appointment at a lower grade or with a different contract type, or to make an appointment with a modified job description or for shorter duration than indicated above.
