Role and responsibilities

The purpose of the LFS technical Assistant position is to provide technical support to LFS Technical Officer in delivering project outputs and support monitoring project performance.

Generic Responsibilities.

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

1. Adhere to NRC policies, tools, handbooks, and guidelines.
2. Assist a range of support with the implementation of the LFS portfolio according to the plan of action.
3. Implements independently, procedures, and activities within own function or core competency as delegated.
4. Responsible for organizing and delivery of tasks in line with priorities and standards.
5. Develop and maintain knowledge of the specialist area of work in which technical assistance and support are provided, to be most effective in supporting the team.
6. Use initiative in day-to-day problem-solving in line with agreed procedures, priorities, and standards for the area of work.
7. Prepare and develop status reports as required by management.
8. Ensure proper filing of documents.
9. Promote and share ideas for improvement in your area of expertise.

Specific responsibilities 

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

• Mobilization of community and identification of target beneficiaries with the support of the Technical Officer and Coordinator
• Conduct technical training for groups, and individuals as per training modules.
• Support Community Contact person in extension services
• Conduct sensitization on GAP and SAP as per design.
• Collect information for reporting and documentation of best practices.

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: LFS Coordinator and LFS Technical Officer
• Staff capacity building:  LFS Coordinator, LFS Technical Officer, HR Development Officer
• Implementation: LFS Technical Officer

Scale and scope of the position

Staff:                    20 Community Contact Persons.

Stakeholders:                   Key external stakeholders the post has relationships with (e.g., UN agencies, INGOs, local NGOs, civil society, and governmental bodies)

Information:                      Collecting implementation Information for updating GORS.

Legal or Compliance:      External Trainer TOR adherence and training content adherence.

Competencies 

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

1. Professional competencies 

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

Generic professional competencies:

• Experience working as LFS Assistant in a humanitarian/recovery context.
• Minimum of two years of working experience in the field of LFS
• Knowledge and experience within a relevant administration, craft, or technical field and ideally a relevant vocational qualification.
• Previous experience working in complex and volatile contexts.
• Documented results related to the position’s responsibilities.
• Knowledge of English.

Context/ Specific skills, knowledge, and experience

• Knowledge of FFS
• Knowledge of VSLA
• Knowledge of IGA

2. Behavioural 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:

• Handling insecure environment
• Planning and delivering results
• Empowering and building trust.
• Communicating with impact and respect

Performance Management

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

• The Job Description.
• The Work and Development Plan.
• The Mid-term/End-of-trial Period Performance Review Template.
• The End-term Performance Review Template.
• The NRC Competency Framework.