|
|
| |
Presidential Decrees |
| |
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
......................................
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
......................................
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
...................................... |
|
|
Printable Version
| Job ID: |
640 |
| Vacancy No: |
ARTF/ GDPDM /MCP/265 |
| Post Title: |
Head of Monitoring and Evaluation |
| Employer: |
President's Office |
| Location: |
Kabul |
| Duration: |
2 years with possibility of extension |
| No of Post: |
1 |
| Date Announced: |
2010-03-07 |
| Closing Date: |
2010-03-20 |
| |
|
| 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 General Directorate of Programs’ Design and Management (IARCSC-GDPDM) 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 General Directorate of Programs’ Design and Management 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- GDPDM. 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- GDPDM. Appointees are expected to take up their duties as soon as possible but in any case within two months of contact signature.
OFFICE OF THE PRESIDENT
As a key institution within the centre of government, the Office of the President supports His Excellency the President in his capacity as head of state. This is done through the setting and implementation of broad policy objectives and supporting the presidency in making both formal and informal decisions. The provision of appropriate briefing materials for meetings and arranging the time of the President are both part of this function. Other aspects of the work of the Office include public relations, international relations, guiding reconstruction, finance, documentation, and general administration. For more information visit www.president.gov.af
Overall purpose:
The O&M and Reconstruction Department is responsible for the operations, maintenance and reconstruction related issues at the Presidential Compound. This includes repair, reconstruction and construction of buildings, roads, surrounding walls, maintaining of the current building, which include looking after water supply, sewerage, supply of electricity, etc.
Under the direct supervision of the Head of O&M and Reconstruction Department, the incumbent will be responsible for overall management of the M & E Section on day to day basis. He/she will be overseeing the overall project implementation from all aspects including timely completion, quality assurance, work completion according to the agreed designs and specifications. One of the important tasks of this person will be contract management of the contractors and consultants.
|
| |
|
| Duties & Responsibilities: |
• Within six weeks of joining he/she shall develop an action plan for revamping the system in accordance with rules and regulations for better quality services delivery and also a work plan in agreement with his supervisor
• Reviewing, commenting and coordinating the work program and plan for contract fulfillment with the contractors;
• Closely monitoring of the projects progress and preparing weekly, monthly and quarterly reports of the projects implementation and updating the physical and financial status of the project accordingly.
• Elaborating/ developing the mechanism for data collecting and information systematization;
• Developing and coordinating the list of monitoring indicators and evaluation criteria;
• Preparing proposals for developing the electronic format of the information, strengthening data collection, quality of data and information use; monitoring and evaluation system for decision-making process;
• Identifying major institutional and technical problems of the implementation, making suggestions for solutions or mitigation and discussing these with the concerned stakeholders;
• Overseeing the estimating and costing of projects;
• Establishing a data base of materials cost based on the information collected from the projects and market; and continuously updating the materials cost database on quarterly basis;
• Review feasibility reports, preliminary and final designs, technical specifications prepared by the consultants, and advise on project analyses, studies, evaluation, design, costing, to ensure appropriate technical quality in the projects;
• Guide the related staff on their daily duties; and assign staff for monitoring progress of various projects under implementation. Provide required inputs to staff on related issues;
• Coordination with other engineers, departments with the O&M and Reconstruction Department on project implementation;
• Ensure that he/she transfers knowledge and skills to other individuals and working teams in an effective regular manner in order to improve managerial ability, motivation and confidence.
• Any other related duties as assigned by the head of O&M and Reconstruction or Deputy Chief of Staff.
Results expected
1. Action plan is implemented
2. Proper mechanism for data collection and information among the different department should be established.
3. In order to implement the ongoing project in the Chief of Staff Office an effective method of Monitoring and Evolution should taken place.
4. Sound relation and proper channel of information exchange should be developed.
5. Material cost based data base for information collection from the project and market established.
Reporting obligations
Apart from all reports required (daily, weekly, monthly)—as may be required by the Head of O&M and reconstruction—the incumbent will also be reporting on quarterly basis, explaining all the result achieved, problems faced, recommendations, and the ways forward to the Director of O&M and reconstruction department. |
| |
|
| Qualifications required: |
1. Master degree in civil Engineering, Architecture other related field with 3 years of experience in designs, construction management, or related field either in government, international organizations, public sector or NGO.
2. A Bachelor degree with the above requirement with 5 years of related working experience.
3. Have good Communication skills both written and verbal in Dari, Pashto and English languages.
4. Computer skills in MS. Office are required, Engineering Software is preferable.
Desirable attributes
1. Extensive Management skill is required.
2. Familiarity with Afghanistan National Development Strategy and London Compact
3. Demonstrated ability to prepare and supervise the preparation of briefs and studies on multi-dimensional area.
4. Excellent drafting ability and communication skills, both oral and written; ability to defend and explain difficult issues with respect to key decisions; Proven ability to plan and organize work of staff under supervision;
5. Demonstrated planning and organizational skills with in-depth understanding of strategic direction of the Organization.
6. Willingness to delegate appropriate responsibility. - Ability to work under tight deadlines and in stressful conditions, exercise sound judgment, good decision-making skills, tact and excellent negotiation skills.
7. Ability to create an enabling work environment; excellent interpersonal skills, ability to gain the trust of the staff, their assistance and cooperation in team endeavor.
8. Excellent Knowledge of Dari and / or Pashto and working knowledge of other, as well as, working knowledge of English.
9. Good computer skills and use of relevant software applications. |
| |
|
| 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. Only short-listed candidates will be contacted for interview.
Female candidates are highly encouraged to apply |
| |
|
Login to Apply
Back to list |
|
|
|
