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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: |
642 |
| Vacancy No: |
ARTF/ GDPDM /MCP/266 |
| Post Title: |
Senior Recruitment Officer |
| Employer: |
General Directorate of Programs’ Design and Mana |
| Location: |
Kabul |
| Duration: |
2 years with possibility of extension |
| No of Post: |
1 |
| Date Announced: |
2010-03-02 |
| Closing Date: |
2010-03-15 |
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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 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. |
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| Duties & Responsibilities: |
• Works with the HR Consultant and Head of Human Resources Management, HRM Manager to develop and maintain HR Policies and Procedures for the program in compliance with civil service laws.
• Works with Commissioners in the short-listing and interview of candidates and ensures that transparent procedures are followed throughout the process.
• Conduct reference checking of the selected candidates and coordinates with Administrative Unit to ensure that job offer and contracts are done in time and the selected candidates are informed of accordingly.
• Establish and maintain networking with other progressive organizations in order to know their HR best practices with regard to planning, policy and procedures and thus, make recommendations for necessary improvements in the organization’s HR and management activities.
• Review and update current documents regarding recruitment application forms, interviews, evaluation, short listing and results.
• Critically review current Human Resources system. Ensure that department’s reporting requirements are met in a timely and professional manner, Identify Human Resources Department’s requirements and find out the solution how they can be addressed.
• Initiate automation of the Human Resources functions, an efficient and effective electronic record maintenance system and prepare action plan accordingly
• Establish a database of personnel to include qualification, performance and, salary reviews.
• Perform any other duties as maybe assigned by supervisors.
Reporting and supervisory role:
The Senior Human Resources Officer, will report to the Director of Operations. |
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| Qualifications required: |
1. Master degree in Human Recourse Management, Business Development, Public Administration.
2. At least having 3 years of working experience in senior related positions.
3. Bachelor degree in the mentioned subjects with 5 years relevant experience.
4. Have good Communication skills both written and verbal in Dari, Pashto and English languages.
5. Computer skills in MS. Office are required.
Desirable attributes
1. Ability to work independently and effectively under pressure.
2. Excellent analytical, report writing and presentation skills
3. Good writing skills, with experience in preparing precise and detailed narrative reports;
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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
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