CANDIDATE INFORMATION PACK CAPACITY DEVELOPMENT MANAGER

Transcription

1 Mundo-B, Rue d Edimbourg 26 Porte de Namur, 1050 Bruxelles, Belgium T: +44 (0) W: adept-platform.org E: applications@adept-platform.org CANDIDATE INFORMATION PACK FOR THE POSITION OF: CAPACITY DEVELOPMENT MANAGER Introduction to ADEPT Current Portfolio of ADEPT Services and Activities New Services and Activities to be Developed and Delivered Activities to be Undertaken by the Capacity Development Manager Core Duties and Responsibilities Qualifications, Experience, Skills and Aptitude How to Apply ADEPT Job Application Process Deadline for Applications: 5pm (CET) Belgium time on Friday, 23 June 2017 Interview Dates: Week beginning Monday, 10 July 2017 Expected Start Date: 4 September 2017 (to be agreed) Applications must be submitted online at: This project is funded by the European Union, in the framework of the Joint Africa-EU Strategy and through the Pan-African Programme, and the Swiss Agency for Development and Cooperation. Project implemented by AFFORD, supported by GIZ on behalf of BMZ and ICMPD in the framework of the Support to Africa -EU Migration and Mobility Dialogue project.

2 AFRICA-EUROPE DIASPORA DEVELOPMENT PLATFORM (ADEPT) Job Description & Person Specification ADEPT Capacity Development Manager Job ref: Job title: Salary: Appointment type: Tenure: Location: Responsible to: Responsible for: Start date: CDM Capacity Development Manager 55,000 gross per annum before taxes, plus 5% pension contribution Full-time, subject to income tax and social security deductions Fixed term 12 months contract (with possibility of renewal for further 2 years) Brussels, Belgium (with international travel) Executive Director or Programme Director Fellows, assistants, consultants and volunteers 4 September 2017 (to be agreed) INTRODUCTION TO ADEPT The overall aim of the Africa-Europe Diaspora Development Platform (ADEPT) is to improve and enhance the capacity and impact of the African Diaspora-Development Organisations that are involved in development activities in Africa. This aim is pursued through delivery of a range of services to diaspora organisations and individuals in Europe and Africa. ADEPT s work covers 84 countries (28 EU countries, plus Switzerland and Norway, and 54 African countries). In particular, ADEPT assists African Diaspora-Development Organisations (ADDOs) to: Optimise their development engagement in Africa Professionalise their organisations and activities Create effective partnerships in Europe and Africa Expand and improve their development activities in Africa Influence the policy and practice of development cooperation. ADEPT emerged out of the pilot Africa-Europe Platform [AEP] project which ran from 2010 to 2013, as part of the Joint Africa-EU Strategic Partnership [JASP] agreed at the 2007 Lisbon summit. The ADEPT Transition project runs from July 2014 to September 2017 and is implemented and managed by AFFORD, with funding from the European Commission, Swiss Agency for Development and Cooperation (SDC), and International Centre for Migration Policy Development (ICMPD). ADEPT is registered in Belgium as an AISBL (association internationale sans but lucrative). During the transition period (2014 to 2017), Mr Gibril Faal served as part-time Interim Director to develop and deliver services and set up ADEPT as a service delivery directorate and network platform. ADEPT is in the process of recruiting an Executive Director and service delivery team to run the organisation as a permanent diaspora-development platform based in Brussels. Mr Faal will support the new Executive Director as a part-time Special Adviser.

3 CURRENT PORTFOLIO OF ADEPT SERVICES AND ACTIVITIES ADEPT has developed and already delivers a portfolio of services and activities to ADDOs and on behalf of ADDOs. The new Executive Director and her/his team will continue delivering the services, and will be expected to improve the effectiveness, efficiency and accessibility of all ADEPT services. The current portfolio of services is summarised below: 1. Monthly Digest (Newsletter): Research, compilation, publication and dissemination of monthly newsletter of current funding opportunities, as well as jobs, events and policies relevant to ADDOs. 2. Monthly Webinars: Organisation of monthly consultative and training webinars led by the Executive Director, with guest speakers, to maintain ongoing engagement with ADDOs and provide one-to-many capacity development support. 3. Accredited Training: Design, development and delivery of accredited training on: Policy Engagement & Advocacy, Project Planning & Fundraising and Optimising Actual, Virtual & Circular Diaspora Return ; and Training of Trainers (ToT) on Project Planning and Bid Writing. 4. Diaspora Fellowships: Provision of Diaspora Fellowship opportunities within ADEPT, to young diaspora professionals (aged 21 to 35), based in Europe. 5. Capacity Development Support: Provision of one-to-one Capacity Development Support (CDS) to ADDOs on project design, development and management; project fundraising, monitoring and evaluation; and organisational and strategic development. 6. Diaspora Technical Support: Provision of one-to-one Diaspora Technical Support (DTS) by diaspora experts, to civil society, social enterprise, government and other partners in Africa. 7. Pool of Diaspora Consultants: Maintenance of a pool of diaspora consultants/experts who specialise on project planning and bid writing, organisational development and management, migration and development, and policy research. 8. Diaspora Development Dialogues: Organisation of two Diaspora Development Dialogues (DDDs) per year, for engagement, networking and dialogue between ADDOs, government, civil society and other partners, on specific themes and issues relating to the policy and practice of migration and development. 9. Social Media Engagement: Use of online and social media methods as means of information dissemination and ongoing engagement with ADDOs and partners. 10. High-Level Forums: Prominent participation in high level forums and events across the world, and liaison with the EU, AU, UN and other national, regional and global bodies, on behalf of ADDOs, as a means of advocating for, and influencing African, diaspora and international development policy and practice. 11. Policy Research and Consultation: Commission, undertake, publish and disseminate policy research reports; coordination and management of policy consultations; and facilitation of the formulation of African diaspora joint and common positions on policy and strategic matters relating to migration, diaspora, international and African development. 12. Directories and Databases: Research, compilation, updating and dissemination of directories and databases of ADDOs, involved in diverse forms of socio-economic and co-development activities in Africa;

4 13. Showcasing Best Practices: Research, compilation, dissemination and showcasing of ADDOs that represent best and innovative practices in diaspora development action. 14. Multimedia Campaigns: Research, design, commission, develop and undertake multimedia campaigns and activities to improve and provide positive media and public images and representations of Africa in Europe, Africa and globally. NEW SERVICES AND ACTIVITIES TO BE DEVELOPED AND DELIVERED In addition to improved and expanded delivery of the current portfolio of services, the new Executive Director and her/his team will lead the development and delivery of new and supplementary services. These new activities may include, but not be limited to: 1. Supplementary Newsletters and Webinars: Production of supplementary newsletters and/or briefing papers, and organisation of special webinars. These are extra services and activities undertaken on specific and relevant themes as and when required, e.g. enterprise and job creation in Africa. 2. New Forms of Training: Collaboration with relevant institutions and organisations to facilitate access to further accredited and high-level training to ADDOs. These may include Training of Trainer (ToT) programmes, Massive Open Online Courses (MOOCs) or other forms of targeted training. If necessary, ADEPT shall design, develop and deliver training on new topics, and produce and disseminate relevant training materials. 3. Enhanced Diaspora Fellowship: Expansion of the Diaspora Fellowship scheme, linking it to diaspora volunteering and diaspora youth engagement. ADEPT shall also seek placement of Diaspora Fellows with governmental and international agencies and organisations. 4. Access to Funding for Members: Provision of direct practical guidance and assistance to ADEPT Associate and General Members, to prepare and submit high quality grant applications to selected calls for proposal. 5. Diaspora Grant Fund: Creation and management of a Diaspora Grant Fund, whereby ADEPT provides small grants (up to 30,000) to ADDOs in Europe, undertaking co-development projects in Africa. ADEPT will seek special funding in order to provide this service. 6. Enhanced Pool of Diaspora Consultants: Expansion of the categories and size of the pool of diaspora consultants, and creation of linkages with diverse and varied agencies and organisations that require diaspora experts. The pool should include a new category of specialist diaspora experts e.g. in the fields of climate change, trade negotiations or countering cybercrime. ADEPT may develop this into a financially profitable brokerage/agency service. Through research of sectors and institutions that require African and diaspora experts, strategic and social enterprise partnership can be developed. (Please note that a full-time Executive Director is being recruited. She/he will play a leading role in developing new services and activities. The above list is not exhaustive).

5 ACTIVITIES TO BE UNDERTAKEN BY THE CAPACITY DEVELOPMENT MANAGER Please note that the new Executive Director will provide leadership and oversee ADEPT s multifaceted work, according to the strategic direction set by the Board of Trustees, and the project and programme terms and conditions agreed with funders and partners. She/he will lead a team that may include: Programme & Operations Director Capacity Development Manager Communication & Engagement Manager Finance Manager Website & Communication Assistant Project & Office Administrator Diaspora Fellows Project Consultants and Assistants. For the role of Capacity Development Manager, the successful candidate is expected to achieve, amongst other things, the goals, outputs and outcomes linked to the services and activities set out below: 1. Monthly Webinars 2. Accredited Training 3. Diaspora Fellowships 4. Capacity Development Support 5. Diaspora Technical Support 6. Access to Funding for Members. The Capacity Development Manager shall work very closely with other ADEPT staff, with special emphasis on: Coordination with the Communications & Engagement Manager on Newsletter & Webinars Coordination with Programme Director on Pool of Consultants Coordination with Programme Director on Membership Benefits Coordination with Programme Director and Communications & Engagement Manager on Diaspora Development Dialogues.

6 CORE DUTIES AND RESPONSIBILITIES The core responsibilities of the Capacity Development Manager are summarised below. 1. Needs Analysis and Support Facilitation: Identify and analyse the specific organisational development needs of Associate and General Members Identify and analyse the specific career and professional development needs of Diaspora Fellows Identify and analyse the specific technical support needs of partners in Africa Determine the specific support to be provided to Members, Fellows and Partners in Africa Liaise with diverse organisations to ensure that ADDOs have maximum access to support services Use the newsletter, webinars and social media to signpost ADDOs to existing services and opportunities Coordinate and facilitate support to be provided by ADEPT consultants or ADEPT Partners Schedule direct delivery of support (as Capacity Development Manager) to ADDOs and others Ensure that support delivered by self, consultants and partners is appropriate and effective Monitor, record and enhance the capacity and progression of Members and beneficiaries. 2. Training, Development and Engagement: Use the monthly webinars for one-to-many training, briefings and awareness raising for ADDOs Training and briefings should cover organisational development topics and policy engagement themes Undertake ongoing research to find and publicise training, development and engagement opportunities Facilitate for Associate and General Members to attend training and policy events Facilitate for Associate and General Members to speak and make presentations at diverse forums Facilitate placement of Diaspora Fellows with governmental, civil society and international organisations. 3. Writing Project Plans and Funding Bids: Assist Members (especially Associates) practically to produce investment-ready project plans Projects plans should be linked to specific calls for proposal or definitive funding opportunities Design and operate an ongoing Access to Funding (A2F) service for Members (especially Associates) Deliver A2F services through online and face-to-face training, and direct one-to-one support to Members Proactively find funding opportunities and match them to individual Members Where appropriate, write the project plans and funding bids for Members (especially Associates) Proactively liaise and cooperate with funders and partners for funding to be targeted to ADDOs Motivate ADDOs and provide templates, samples and guides for investment-ready project plans Undertake ongoing monitoring to check that Members increase their access to funds Ensure timely and successful submission of financial reports to external bodies. The Capacity Development Manager will undertake all other reasonable tasks relevant to the enhancement of the capacity and impact of ADEPT Members and ADDOs. The Capacity Development Manager will liaise and work with Consultants, especially through the Capacity Development Support activities.

7 QUALIFICATIONS, EXPERIENCE, SKILLS AND APTITUDE The core competencies and experience needed for the role of Capacity Development Manager are: 1. Educational Qualifications: First degree or equivalent in any field or discipline; desirable to have qualifications in management, business, finance or related field. 2. Language: Excellent, professional level of skills in English; ability to speak, read and write French. Other language skills desirable. 3. Capacity Building: Experience of 5 years or more, directly supporting small and/or development organisations to scale-up; experience of motivating activists and/or social entrepreneurs to undertake and persist in formalising and structuring their organisations; experience and success in supporting groups run by volunteers, with no paid staff; skills and experience in providing training, consultancy, coaching and mentoring services to beneficiaries who face multiple organisational development challenges. 4. Project Design & Planning: Experience and excellent skills in conceptualising, designing and writing project and/or business plans; experience of writing project and/or business plans (with full budgets) for own organisation or on behalf of clients or other beneficiaries. 5. Bid-Writing & Fundraising: Experience and excellent skills in writing funding bids and proposals; record of successfully raising funds on the strength of proposals written for own organisation or on behalf of clients or other beneficiaries. 6. Organisational Development: Good knowledge of legal, financial, management and regulatory requirements in more than four EU countries; good knowledge and understanding of the themes in the policy and practice of migration, diaspora and development; good knowledge and understanding of organisational and management challenges and opportunities relevant to small organisations; experience of diagnosing and remedying challenges on organisational planning, marketing, operations, regulations, outputs and outcomes; experience of proactively motivating and supporting small organisations to undertake programme monitoring, review and improvement. 7. Supporting ADDOs: Experience and strong commitment and motivation for supporting small African Diaspora Development Organisations (ADDOs) that undertake co-development work in Africa; good understanding of the specific challenges faced by ADDOs in different EU countries; experience and/or ability to help ADDOs start new projects or expand existing development activities in African countries; ability to recruit, select and engage with diverse diaspora users of ADEPT services. 8. Coordination and Service Management: Experience and/or ability to liaise and coordinate actions and activities internally and externally; ability to monitor external policy and organisational development opportunities for ADEPT Members and stakeholders; ability to maintain ongoing monitoring of the needs, wants and expectations of Members and other stakeholders; ability to manage portfolio of different activities and services, ensuring that they are delivered effectively, on time, and on budget; experience of hiring, supervising and managing consultants.

8 The other skills and personal qualities needed for the role of Capacity Development Manager are: Commitment to ADEPT s mission, programmes and values Ability to work to deadlines, multi-task and prioritise tasks and activities Ability to remain calm and professional under pressure Ability to work flexibly, independently and in teams Ability to interact and communicate with people from diverse socio-economic backgrounds Legal right to work within the European Union. HOW TO APPLY Interested candidates MUST submit: 1. Curriculum Vitae [CV] (maximum of 4 pages) 2. Cover letter explaining how you meet the competencies (maximum of 2 pages) 3. Diversity Monitoring Form (Found at): ADEPT is an equal opportunity employer. Deadline for Applications: 5pm (CET) Belgium time on Friday, 23 June 2017 Interview Dates: Week beginning Monday, 10 July 2017 Expected Start Date: 4 September 2017 (to be agreed) Applications must be submitted online at: All applicants will receive an automated response acknowledging receipt. Due to shortage of resources, only those selected for interview will be contacted further.

9 ADEPT JOB APPLICATION PROCESS Africa-Europe Diaspora Development Platform (ADEPT) is an international not-for-profit organisation (AISBL) registered and based in Belgium. During its transition period , it was a project managed by African Foundation for Development (AFFORD) which is a pioneering diaspora-development UK registered charity, founded in ADEPT is an equal opportunity employer. ADEPT staff will be based in Belgium, governed by Belgian employment law. Candidates for ADEPT jobs MUST follow the application process set out below. 1. ADEPT Jobs ADEPT is a platform oriented to professional service delivery. It only recruits staff for specific rather than general work programmes. As such, all job applications need to relate to specific positions as published and advertised. Due to lack of capacity and shortage of resources, ADEPT does not invite or respond to speculative job applications. All employment opportunities will be published and details disseminated through ADEPT s networks, external networks and where appropriate, advertisements will be placed in relevant online platforms and print publications. 2. CV, Cover letter & Diversity Monitoring Form All applicants MUST submit a CV and a Cover Letter relevant to the specific position advertised. CV and Cover Letter: The CV and Cover Letter enables you to provide information about yourself to assist in the initial assessment of your suitability for the position within ADEPT. If you are short-listed, the CV and Cover Letter will be used as part of the interview discussions. There is no need to attach a photograph. The CV: The CV must give: personal information; up to date employment history; academic and professional qualifications; and other relevant skills and experience; two professional referees (who will be contacted only if a job offer is made). The Cover Letter: The Cover Letter must address how your skills, experience and aptitudes fit the competency needs of the position specifically as it relates to the duties and responsibilities set out for the job/position. Diversity Monitoring Form: Applicants are asked to complete and submit a separate Diversity Monitoring Form (which is separated from the CV and Cover Letter and is NOT USED in assessing candidate suitability). No Application Form: There is no Application Form to be completed. The CV and Cover Letter constitutes the application for the job/position. Online Submission: The CV, Cover Letter and Diversity Monitoring Form MUST be submitted online at the address provided by ADEPT. If it is practically impossible to submit the application online, then the application documents can be ed to: applications@adept-platform.org

10 3. Short-Listing by Panel In order to be considered for advertised ADEPT jobs, applicants must submit a CV and Cover Letter as described above. All applications will be reviewed and assessed by a panel of at least 3 people (including non-adept personnel). The selection panel will use an objective methodology, in line with recruitment best practice, to assess the applications. Those short-listed will be invited to an interview. Due to lack of capacity and shortage of resources, only the candidates who are short-listed will be contacted by ADEPT. If you are not contacted after the short-listing period has expired, it means that you have not been short-listed. 4. Interviewing by Selection Panel Candidates who are short-listed will be invited to attend an interview. ADEPT will undertake confirmatory and initial due diligence enquiries regarding the candidates who are attending interviews. They will also receive further information about ADEPT and relevant programme or project activities. The information may include statement of values, strategic plans, project performance targets etc. Candidates may be asked to prepare and make a presentation on a specific topic relevant to the job/position, or to perform exercises set for them. The selection panel will interview candidates using a set of key questions for all short-listed candidates. The selection panel will use scoring methodology as a guide, in line with recruitment best practice, to assess the performance of candidates at the interview. ADEPT will hold an assessment centre in Brussels, as part of the selection process. This would involve at least one full day of interviews and assessments, observing candidates whilst they undertake a range of individual and group tests and tasks. The tests will include both language competency (English and French) and psychometric tests. 5. Candidate Selection Using information gathered from the CV, Cover Letter, interview and assessment centre (if applicable), the selection panel will select the candidate they consider to be most suitable for the job/position. The person selected will be offered the job/position and the referees will be contacted by telephone and/or . The other people who have also been interviewed will be notified that they have not been selected and will be given the opportunity to get feedback by telephone about their interview and application. 6. Appointment by ADEPT If the selected candidate accepts the offer of appointment, she/he will be appointed to the job/position on the basis of the published and agreed employment terms. The appointee shall receive an induction pack from ADEPT on or before she/he starts work. The induction pack shall include, among other things: Particulars and contract of employment, Staff handbook including all relevant policy documents, ADEPT reports, and other relevant documents and information There will also be in-person induction/training for the appointee from the line manager, consultant and/or colleagues. ADEPT, Brussels May 2017.