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Presidential Decrees |
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Presidential Decree
Islamic Republic of Afghanistan
Recruitment of Afghan Experts through Management Capacity Program
No:20
Date: 09/05/2008
To develop the capacity of ministries and other governmental agencies and to improve the participation of professional and experienced Afghans in reconstruction of the country, following is approved: READ MORE
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Presidential Decree
Islamic Republic of Afghanistan
Recruitment of Afghan Experts through Lateral Entry Program
No: 66
Date: 29/08/ 2005
Recruitment of Afghan Experts through Lateral Entry Program (LEP) To build and develop the capacity of Ministries and other Government Agencies and to enable the participation of Afghan experts the following is approved: READ MORE
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Presidential Decree
Transitional Islamic State of Afghanistan
Recruitment of Professional Expatriate Afghans
No:124
Date: 02/03/2004
To build and develop the capacity of ministries and other Governmental agencies and to enable the participation of professional expatriate Afghans the following is approved:
Article 1:
The recruitment of expatriate Afghans for Ministries and Governmental Agencies will be based on merit.
Article 2:
Ministries and governmental agencies, based on their needs, may request IARCSC to recruit Expatriate Afghans.
READ MORE
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Printable Version
| Job ID: |
638 |
| Vacancy No: |
ARTF/GDPDM/MCP/263/0 |
| Post Title: |
Human Resources Director |
| Employer: |
Ministry of Energy and Water |
| Location: |
Kabul |
| Duration: |
2 years with possibility of extension |
| No of Post: |
1 |
| Date Announced: |
2010-03-07 |
| Closing Date: |
2010-03-20 |
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| Background: |
The establishment of strong state institutions at central and sub-national levels capable of achieving measurable improvements in the delivery of services of all Afghans is at the core of the Afghanistan National Development Strategy (ANDS). The Government’s Public Administration Reform (PAR) strategy encompasses a range of reforms needed to achieve this objective, including financial and economic management and civil service reform. A core element of this strategy is to continue with capacity building within the civil service so as to create a modern, well functioning and affordable administration. Reforms underway include the restructuring of ministries and other government bodies and introducing changes in the way human resources are mobilized and managed.
The long-term nature of the tasks ahead is recognized. In the interim, government policy is to recruit highly qualified persons at higher levels of remuneration than those presently available within the civil service. This is necessary in order to compete with the salaries and benefits paid to national staff by international organizations already working in country, as well as to make it possible for expatriate Afghans with relevant managerial experience to return to contribute their skills at home.
The Independent Administrative Reform Civil Service Commission Capacity Development Secretariat (IARCSC-CDS) has been occupied with several programmes aimed at channeling the available resources. With assistance from Afghanistan Reconstruction Trust Fund (ARTF) an Afghanistan-based lateral entry programme (LEP) has been operating, as also an Afghan Expatriate recruitment programme (AEP). A Capacity for Afghan Public Service (CAP) programme has added to the flow with assistance from the European Union and UNDP. The Capacity Development Secretariat is responsible implementing all of these programmes, including now its flagship Management Capacity Programme (MCP).
The Management Capacity Programme
With assistance from the Afghan Reconstruction Trust Fund, the new Management Capacity Programme aims to build on the experience of the earlier initiatives so as to draw on Afghan expertise already in country, in the near-abroad (largely in Pakistan and Iran) as well as internationally. The purpose is to identify and recruit experienced managers who are able and willing to provide leadership in government line positions so as to build capacity, better utilize the available budgetary resources, and drive forward the reform agenda. This should result in improved services for the people of Afghanistan especially at sub-national level.
MCP will concentrate its efforts on supporting the government’s common functions, including financial management, human resource management, policy and regulatory design, and administration. Within these areas a wide range of positions will become available at senior and upper-middle levels; specific openings have already been advertised and others will follow as the organs of government lodge requests for assistance. Priority will be given to needs at sub-national level and in key service delivery ministries where performance has been lagging.
Recruitment and Engagement
The MCP operates with high standards in terms of recruitment, contract, and performance management. The recruitment and contracting of candidates is to be undertaken in a manner that is consistent with Government of Afghanistan and the World Bank procedures for selection based on merit. Programme policies ensure levels of remuneration that are competitive with the best available in Afghanistan and with benefits that should also be attractive to Afghans settled abroad.
Appointees will be engaged under contracts issued by the IARCSC and endorsed by the requesting ministries or other government bodies. For professional development appointees will serve as members of a corps supported by the IARCSC-CDS. Appointees will be expected work together to develop their own skills as well as those of their counterparts. For all of these reasons, the MCP represents is an unusual and exciting opportunity for Afghan professionals to make a worthwhile contribution to national development.
Interested candidates may submit an application to be considered for any of the posts that will become available under the Programme. Alternatively or in addition, candidates may apply for specific advertised vacancies. In all cases applications must be made using the prescribed application form: submissions of curriculum vitae alone can not be considered.
For any one appointment the long listing of candidates will take place soon after the advertised closing date. To make the long list, a candidate must meet the minimum requirements in terms of educational qualifications and experience, as set out in the advertised Job Description. The short listing of candidates takes into account the desirable attributes that appear in the same job description. The final selection process includes a written test and a face-to-face interview with the selection panel. The written test and the interview are conducted in the languages required for the job. References may be taken up after interview. Any educational qualifications submitted in support of an application are subject to validation by the IARCSC-CDS. Appointees are expected to take up their duties as soon as possible but in any case within two months of contact signature.
Ministry of Energy and Water
In accordance with the Decree 4 of the presidential office of the Islamic Republic of Afghanistan dated 30/10/1383 in view of national politics and strategy of the country during 1383, the Ministry of Energy and Water (MoEW) has been established from two existing ministries: Ministries of Energy and Ministry of Irrigation, Water Resources and Environment (MIWRE).
Energy is our economy’s hope for growth, and electricity’s sustainable availability at affordable prices can improve our living standards. Historically, in Afghanistan most power generation has been based on hydropower, our most promising resource (generating over 54% of the total), and the rest from thermal sources, primarily through use of coal and natural gas. Power generation facilities suffered extensive war damage and neglect, and require significant rehabilitation and upgrading. Similarly water, improve the livelihoods of people both of present and future generations by providing access to safe drinking water, household food security, and sources of income while protecting them from the negative effects of droughts and floods, by developing and managing water resources in a sustainable way with user participation, and by contributing to the growth of the national economy by providing effective services for efficient water use in all sectors.
Reporting and supervisory role:
The Human Resources Director, will report to the (Minister or Deputy Minister) and will supervise (Human Resources team)
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| Duties & Responsibilities: |
• Oversees the implementation and administration of all Human Resource policies, programs and practices in the Ministry
• Leads the development of department goals, objectives and systems
• Takes all appropriate actions as required to ensure skills transfer and knowledge from HR Director to the HR staff
• Responsible for the development of work plan for the Department
• Ensure all HR staff develop work plans and institute and monitor a regular reporting schedule against work plans
Recruitment and selection:
• Ensures all recruitment policies, procedures and practices are followed in accordance with all relevant laws and Civil Service guidelines
• Reviews, monitors and evaluates the compliance and effectiveness of all Ministry recruitment processes
Training and development:
• Assesses the training needs of the HR Department and designs and implements training programmes for HR staff, including training provided by the Civil Service Institute /other training providers
• Provides support and assistance to other Ministry staff in the development of human resources , training needs assessments, and the implementation of training programmes
• Responsible for the provision of Ministry wide training reports to the Deputy Minister
Performance management:
• Plans, develops, implements and administers programs, procedures and guidelines for performance management in the Ministry, in accordance with IARCSC guidelines
• Leads the implementation of a performance management system
• Provides HR support and advice to other managers and staff within the Ministry on performance management and performance appraisal
Results expected:
• Agree and establish a regular reporting format and schedule to the Deputy Minister across all HR areas
• Develop and co ordinate, in association with IARCSC, all recruitment programmes for the Ministry
• Assist other Ministry managers in the development of high quality job descriptions and approve all job descriptions for the Ministry
• Develop and implement training programmes for Departmental staff
• Performance management and performance appraisals system implemented in the Ministry in accordance with all laws and Civil Service guidelines
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| Qualifications required: |
Minimum requirements:
• A Bachelor degree in Human Resource Management, Business Administration or Public Administration or related fields with 5 years of relevant experience,
• A Master degree in similar fields with 3 years of relevant experience.
• Written and spoken English and written and spoken Dari or Pashto
• Computer skills, competency with MS Office packages such as Word, Excel and PowerPoint
Desirable attributes
• Human Resources background with excellent knowledge of the laws and IARCSC guidelines as they apply to civil servants in Afghanistan
• Able to work successfully and productively in a team environment and deal with multiple tasks successfully
• Excellent problem solving skills with the ability to envision and deliver innovative solutions
• Proven analytical, planning and organizing skills
• Excellent communication and interpersonal skills
Notice of revision:
These terms of reference may be revised subject to operational needs. |
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| Submission Guideline: |
Interested Afghans with the required qualifications and experience should fill in the application form online by clicking on the link 'login to apply’ and submit their applications electronically through our website: www.afghanexperts.gov.af or jobs@afghanexperts.gov.af.
All Kabul based and international applicants should submit their applications electronically. Applicants from the provinces in Afghanistan may submit hard copy applications to the office address:
Independent Administrative Reforms and Civil Service Commission
General Directorate of Programs’ Design and Management
3rd Road, Afghan Film Street, South of Kolup Askari
Shashdarak, Kabul
Telephone: 075-2023637
Email: jobs@afghanexperts.gov.af
In all cases applications must be made using the prescribed application form: submissions of curriculum vitae alone cannot be considered.
Please submit ONLY your application electronically; please do NOT submit any other supporting documentation or educational certificates with your application. If you are short listed you will be asked to submit electronic copies of your educational certificates and if you are invited to interview you will be required to present the originals of certificates.
Applications will not be accepted after the closing date of [insert closing date]. Only short-listed candidates will be contacted for interview.
Female candidates are highly encouraged to apply
Interested Afghans with the required qualifications and experience should fill in the application form online by clicking on the link 'login to apply and submit their applications electronically through our website, www.afghanexperts.gov.af or jobs@afghanexperts.gov.af or their application as hardcopy to the following address:
Independent Administrative Reforms and Civil Service Commission
Civil Service Capacity Development Secretariat
Share Naw, Char Rahi Haji Yaqoob,
Shansab Street, Kabul
Telephone: 075-2023637
Email: jobs@afghanexperts.gov.af
Applications would not be accepted/considered after closing date. Only short-listed candidates whose applications meet the above criteria will be contacted for the interview.
Female candidates are highly encouraged to apply |
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