Job Description

A job description is a written statement that describes the employee’s role and responsibilities. The role and responsibilities shall be executed within the NRC framework. The job description facilitates the recruitment process by stating the necessary competencies. It is mandatory for all positions.

Position:                                          Project Coordinator – LFS

Reports to:                                     LFS Project Manager / Area Programme Manager

Supervision of:                               FSL Project Officers and Project Assistants

Duty station:                                  Aweil

All NRC employees are expected to work in accordance with the organization’s core values: dedication, innovation, inclusivity, and accountability. These attitudes and believes shall guide our actions and relationships.

1. Role and responsibilities

The purpose of the LFS Project Coordinator position is to implement delegated LFS project portfolio activities in designated area. The incumbent will be responsible for implementation of LFS Projects in Aweil Field Office. The following is a brief description of the role.

Generic responsibilities (max 10)

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 FSL project field staff
2. Adherence to NRC policies, guidance, and procedures
3. Contribute to FSL strategy development, project proposals and provide input on needs & gaps.
4. Manage and implement delegated portfolio of FSL 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 Core Competency Specialists if no PM)
6. Ensure that projects target beneficiaries most in need of protection, explore and asses 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 

These responsibilities shall be adapted to the particularities of the job location and context, phase of operation, strategic focus, and type of programme intervention. This section shall be revised whenever a new employee is hired or the context changes significantly however, the following responsibilities shall be undertaken the successfully candidate.

• Project Cycle Management (PCM) & Implementation. As delegated by line-manager, responsible for the successful implementation of FSL project delivered through direct modalities throughout the full project cycle. The position-holder may be required to represent the FSL project team in PCM meetings and to produce key PCM documentation (e.g, M&E Matrix, Procurement Plans, etc.)
• Capacity Building. As delegated by line-manager, responsible for supporting the successful capacity building of NRC FSL project staff in relevant competencies. This includes ensuring performance management of all FSL project team members in the field, identification of capacity building needs.
• Technical Quality. Responsible for ensuring implementation of high quality FSL project by NRC, in accordance with the agreed NRC South Sudan Country strategy and FSL Strategies, tools, and guidelines. This includes – but is not limited to – ensuring the achievement of compliance with global, national, and local standards; meaningful consultation with affected populations throughout the project-cycle; needs-based targeting and selection; and integration with other Core Competencies where relevant.
• Project M&E. As delegated by line-manager, responsible for accurate and high-quality Monitoring and Evaluation of NRC FSL activities. This will include – but not limited to – the successful implementation of construction/process, output and outcome monitoring conducted by NRC. M&E activities will be conducted in accordance with the South Sudan M&E Strategy, tools, and guidelines.
• Reporting. As delegated by line-manager, responsible for accurate and high-quality contribution to the reporting of NRC FSL-level achievements through all relevant reporting machines. This includes, but not limited to, internal reporting mechanisms (e.g, NRC GORS, outcome monitoring reports), donor reports and inter-agency reporting of achievements.
• Protection Mainstreaming. Responsible for supporting protection mainstreaming in all FSL or related activities throughout the project-cycle. This includes – but is not limited to – ensuring safety and dignity of beneficiaries, understanding their diverse needs, enabling meaningful access to NRC’s services, ensuring adequate accountability to affected populations, ensuring adequate participation and consultation, and supporting the realisation of their human rights. All project activities will be conducted in accordance with NRC’s Protection Main Streaming Strategy, tools and guidelines.
• Programme Development. Responsible for supporting high quality Area Office-level input into the South Sudan (country-level) FSL programme development initiatives (e.g, Core Competency Strategies). This may include – but limited to – supporting Area Office-level context & needs analysis, over-seeing primary needs assessment, concept note and proposal development, pilot activities, and meaningful engagement in relevant forums and learning events. The position-holder may be requested to represent the Area Office South Sudan project team at NRC South Sudan FSL workshops, project update meetings, trainings, and other related events.
• Coordination & Representation. As delegated by line-manager, responsible for representing NRC FSL programme in Area-level coordination mechanisms, in formal and informal forums and through bilateral (peer) coordination.
• Any other duties identified by supervisor.

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: CC Specialists, LFS Project Managerand Area Programme Manager
• Area operations: Support Coordinators (field office coordinators)
• Staff capacity building:  CC Specialists, HR
• Implementation: CC Specialists and Area Programme Manager

Scale and scope of position

1. 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. Value driven competencies

Values are aspirational attitudes and beliefs that influence the way people conduct themselves. NRC’s values are: Dedicated, Innovated, Inclusive and Accountable.

2. Professional competencies 

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

Generic professional competencies for this position: 

• Experience from working in an FSL project implementation position in a humanitarian/ recovery context at least 3 – 5 years.
• Experience in proposal writing.
• Previous experience from working in complex and volatile contexts.
• Documented results related to the position’s responsibilities.
• Knowledge about own leadership skills/profile
• Fluency in English, both written and verbal.

Context related skills, knowledge and experience (shall be adapted to the specific position):

• Must have Diploma/Degree in Agriculture, Business Administration, Rural Development, or related field.
• Knowledge of the FSL context in South Sudan and the specific programme area
• Ability to speak Arabic fluently is added advantage.
• Experience in proposal writing

1. Behavioural competencies (max 6)

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

• Handling insecure environments
• Managing resources to optimize results.
• Empowering and building trust
• Managing performance and development
• Planning and delivering results.

1. 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.