Re-advertisement – Monitoring and Evaluation Coordinator – Libya Tripoli or Benghazi (For Libyan Nationals Only)

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

The M&E Coordinator contributes to quality programming and organizational learning through the planned and implementation of M&E tools at designated stages within the Project Cycle Management (PCM), which helps ensure that field offices are in line with the M&E strategy. The M&E coordinator supports the Grants and M&E Manager in setting up M&E system and tools and ensuring thesystems are implemented effectively at programme/project levels. This is achieved through the joint development of a shared M&E system that is based on existing formal and informal mechanisms and systems among the projects. Moreover, the M&E Coordinator will play a key role in capacity building onM&E principles, as well as quantitative and qualitative methods used in programme monitoring.

Position: Monitoring and Evaluation Coordinator

Grade: 7

Reports to: Grants and Monitoring & Evaluation Manager

Technical Reporting line: N/A

Supervision of: N/A

Duty station: Libya Tripoli or Benghazi

Travel: 20% within the Libya CO area offices and Tunis

Specific responsibilities

• Contribute to developing data collection tools,and systems for on-going data analysis
• Lead (in conjunction with the M&E Manager, Area Manager and Project Managers) the rollout of established and revised programme level M&E systems across all field offices
• Facilitate the update of core M&E tools and provide trainings on key M&E principles and skills
• Ensure data management and information flows within programme remains aligned with the M&E SOP
• Provide technical support on outcome monitoring methodologies, data analysis plan and reporting
• Support internal monitoring and reporting processes (Macro Logframes, assessments, PDMs, FGDs, etc.),as needed
• Support the Country Office M&E and Programme Unit with countrywide outcome and process monitoring: development of methodologies and tools, coordination of data collection, cleaning and validation the data, analysis, reporting and presentation of results.
• Conduct country-wide data analysis and reporting, based on the data collectedand in the Area Offices
• Consolidate and quality check monthly output and outcome data reported in the Global Output and Outcome ReportingSystem (GORS). Support the key staff with accessto GORS pivottables, dashboards, and other IM tools.
• Regular health checks on M&E systems and data analysis
• Support M&E Manager in identifying needs and gaps within the M&E systemand developing an action plan for improvement with  clear roles and  responsibilities for implementation
• Support the development and rollout capacity building and training to project staff, M&E teams in Area Offices, and partner staff on M&E technical and  conceptual areas
• Disseminate NRC M&E standards and guidelines as needed or directed by M&E management
• Support Project Cycle Management at the CO level (develop and maintain M&E/Project Matrices, logframedesign and updates, supporting Grant Opening Meetings (GOMs), PRMs, Grant Closure Meetings (GCMs), etc.).
• Contribute to organizational learning by supporting in organizing learning moments, dissemination of main findings and recommendations deriving from conducted M&E exercises.

Critical interfaces

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

• M&E Manager,Country Office and Area OfficeM&E Staff
• Area Managers,Project Managers, and Core Competency Coordinators in Area Offices
• Core competency Specialists, ProgrammeDevelopment Managers, and Grants Unit
• Regional M&E staff

Scale and scope of position

Staff:N/A

Information: GORS and Intranet

Legal or compliance: Donors compliance and NRC M&E regulations, NRC Termsof employment, CoC, NRC policies and TOE.

Competencies:

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

1.Professional competencies

These are skills, knowledge and experience that are importantfor effective performance.

Generic professional competencies for this position:

• Relevant higher education, preferably within social sciences (e.g., international development or economics), statistics, or other related fields of study
• At least 3 to 5 years of experience in an international NGO preferably in an emergency or post- conflict setting, including M&E capacity and systems development
• Thorough experience with and knowledge of principles and current approaches to monitoring and evaluation in relief and development programme, using both   quantitative and qualitative methods
• Understanding of data and information needs for programme management and decision making
• Experience in facilitating the capacity building efforts of diverse colleagues, including local partner agencies
• Demonstrated ability to transfer knowledge to diverse audiences through training, mentoring and other formal and non-formal methods
• High level English and Arabic languages proficiency (speaking, reading, writing). Business English is a plus.
• Analytic and computerskills, including MS Office (Word, Excel, Outlook, PowerPoint, Access)
• Experience using Power BI. Knowledge of SPSS, STATA, Epi Info or other data processing tools  (desirable).

Context relatedskills, knowledge and experience:

• Good communication, interpersonal, organisational and team working skills. Highly approachable, trustworthy and confidential.
• Knowledge of humanitarian contextin Libya and knowledge of the NGO operation dynamics  is a plus
• Proven presentation, training and facilitation skills, including experience in training staffwith diverse background, including employees of partner agencies.
• Thorough experience with and knowledge of principles and most recent approaches to monitoring, evaluationand learning in relief and development programming, using qualitative and quantitative methods.

2. Behavioural competencies

These are personal qualitiesthat influence how successful peopleare in their job.

NRC’sCompetency Framework states12 behavioural competencies and the following are essential for this position:

• Strategic thinking
• Planning and delivering results
• Working with people
• Communicating with impact and respect
• Analysing
• Handling insecure environment

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