Monitoring, Evaluation, and Learning Advisor (Gender and Sustainable Development) Job details

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1 Linking local priorities and global challenges Monitoring, Evaluation, and Learning Advisor (Gender and Sustainable Development) Job details Group Reports to Purpose of job Strategy and Learning Group Monitoring, Evaluation, Accountability and Learning (MEAL) Manager To strengthen the organisation s capacity to plan, monitor, evaluate and learn for increased effectiveness, relevance and influence. To ensure that IIED offers equal opportunities and outcomes to men and women within the organisation. To pursue a gender transformative agenda seeking to influence others to work towards a more gender equal and inclusive sustainable development agenda. Internal: Strategy and Learning staff, Director, Communications Group, Group Directors, Team Leaders, Change Initiative, Gender Equality Champions Network (GECN), and Project Leaders Main contacts External: Staff from various IIED funders to ensure that our approach to M&E, Learning and Gender is understood and provides accountability required. Wider community of organisations and individuals focused on monitoring and evaluation for sustainable development. Contract type Hours Location Grade and salary Fixed-term (1 year) Full time Central London Grade 4 Starting from 36,317 per annum, plus benefits. Context The International Institute for Environment and Development (IIED) is a policy and action research organisation promoting sustainable development and linking local priorities to global challenges. We are based in London and work on five continents with some of the world s most vulnerable people to strengthen their voice in the decision-making arenas that affect them. With more than 100 members of staff working with associates and partners around the world, IIED has been at the forefront of policymaking in sustainable development for over 40 years. 1

2 This role is based in the Strategy and Learning Group which is made up of the following staff: Tom Bigg: Director of Strategy and Learning Tanya Rahman: Head of Business Development Donal McGrail: Bid Support Manager Stefano D Errico: Monitoring and Evaluation, Accountability and Learning (MEAL) Manager Catherine Baker: Project Manager Lucie Fry: Senior Coordinator Ilenia Piergallini: Assistant Coordinator Marc Craw: Bid Support Officer SLG is made up of two main teams: The Business Development Team is responsible for all aspects of liaison with institute-level donors; support to Groups in managing relationships with existing funders; implementation and improvement to IIED s fundraising strategy; and exploration of new business opportunities. The Monitoring, Evaluation and Learning Team is responsible for institute-level systems for setting targets and capturing results from our work; ensuring that IIED is a learning organisation; and engaging in broader external discourse on effective M&E and learning for the development and policy research sectors. The team is made by three members, and it is led by the MEAL manager who supervises the work of two MEL advisors: the MEL Advisor on Climate and Environment, and the MEL Advisor on Gender and Sustainable Development. Main responsibilities 1. Analysis, reporting and documentation Strengthen the capacity of projects and programmes to implement robust and relevant M&E plans, including data collection, analysis, reporting, conducting regular evaluations and learning, as required. Coordinate the analysis of performance of IIED s programmes in relation to gender equality and equity. Prepare documentation, information and findings and circulate them to ensure awareness of key issues or data. 2. Planning and organising Design and develop M&E and Learning approaches and methodologies for assessing gender equality and women s rights in IIED s research programmes. Support the full incorporation of a gender lens into the Results Framework of the Institute. Provide substantial input into M&E and learning of major projects that have a specific focus on gender. This entails working across different thematic areas related to sustainable development, Work closely with research, and encourage greater gender ambition groups and project team to develop methodologies, approaches and frameworks to assess gender equality, and equity. Work closely with the MEAL manager and IIED staff to support effective M&E and Learning approaches and application to future planning. This includes: a) improvement to theories of change that can guide the work of IIED and partners and ensure clear focus on pathways to change; b) supporting the development of M&E and learning plans that outlines the different steps that are required, setting out who will deliver what and by when. Support project proposal authors in the development of appropriate M&E systems. This will include shaping robust theories of change; thinking through indicators for outputs, outcomes and impacts; advising on methods for collecting baseline and ongoing data; building in mid-term assessments and post-project evaluations as appropriate. Participate in the implementation of internal evaluation exercises, as required. Support the MEAL Manager on the delivery of internal capacity building including maintaining, delivering and improving the M&E training package, and staff induction as required. 2

3 3. Relationships, contacts and client support Actively participate in the Gender Equality Champions Network (GECN) of IIED to provide intellectual leadership and drive the gender equality agenda across the Institute Work closely with IIED staff to support effective implementation of the gender action plans through the work of GECN. Engage in UK and international discussions on gender issues, and more specifically on M&E methodologies for assessing gender equality and equity, for example through participation in the UK Gender and Development Network (GADN). Support GECN in implementation of its agreed workplan across the organisation. Contribute advice on gender issues to development of new funding proposals, as a key element of IIED s proposal development process to Play a consistent role in developing funding proposals with researchers to make sure that achieving a level of gender ambition is integral to research design Support colleagues to enable IIED to contribute to key debates on approaches to gender among the wider community of donors, research organisations, development practitioners and academics 4. Contributions to institutional life Participate in group and cross-organisational activities and processes as required. Support gender equality in IIED processes and structures Participate in organisation-wide projects, initiatives and working groups. Participate in institute meetings such as critical themes, discussion groups, lunchtime meetings, staff meetings, colleagues presentations, etc. Contribute to strategy and programme reviews as required. Attend the IIED-wide coordinators and core group (COG), as required. Act as a coach or a mentor to colleagues as required. 3

4 Person specification Skills and experience Qualifications Knowledge Essential Graduate degree in relevant subject Good working knowledge of evaluation methodologies used in international development, and in the evaluation of policies and programmes of national governments and international institutions Desirable Experience Skills Good working knowledge of methodologies used to assess gender relationships, changes in knowledge, shifts in power and dynamics, and changes in policies and practice Good working knowledge of Results Based Management and value for money A good understanding of the issues involved in sustainable development Good working knowledge of gender analysis Good working experience in proposal development Commissioning and reviewing evaluation reports Using the main quantitative and qualitative methods used in evaluating international development programmes Supporting the establishment of M&E systems for international development projects especially those trying to influence policy and practice Working on gender equality and women s rights Conducting evaluations of gender programmes and projects Supporting colleagues in utilising M&E techniques for different interventions Working on issues related to sustainable development High level of analytical skills, ability to identify strengths and weaknesses of programmes, and projects Experience in conducting evaluations and writing evaluation reports 4

5 Ability to work with and analyse both qualitative and quantitative data Good understanding of appropriate methodologies for monitoring and evaluation Good understanding of different strategies to assess causality Ability to commission/conduct impact evaluations. Good verbal communication skills and interpersonal skills (to deal with staff at all levels, partners, external bodies and the general public) Good written communication skills, including the writing and editing of reports and documents copy-editing, proof-reading and editorial skills, with close attention to accuracy and detail Working knowledge of Spanish and/or French Good personal organisational and time management skills (working to deadlines and under pressure, prioritising workload, multi-tasking and the ability to be adaptable and flexible in a challenging environment) Excellent general organisational skills (managing and organising internal meetings and external events such as seminars and conferences) Ability to work on own initiative but also as part of a team Ability to work without close supervision Ability to work well under pressure Close attention to accuracy and detail 5

6 Behavioural competencies Competency Description Level required Communicating with impact Delivering excellence Developing others Empathy Flexible thinking Information seeking Initiative Integrity and commitment Leading others Understanding contexts Working collaboratively The ability to influence, negotiate, build awareness and create credibility with others through the use of clear and effective communication A concern for delivering high quality work and improving performance. Consistently looks for ways to add value to colleagues, partners and Stakeholders Invests time and energy in fostering the longterm learning and development of others. This can involve the provision of practical advice, support, feedback or training to support development An ability and desire to understand individuals, how they feel, their thinking and what drives their behaviour The ability to understand and appreciate issues from a wide range of perspectives and adapt one s thinking and approach based on this understanding A curiosity to find out more about people, concepts and issues. Asks questions to clarify understanding, conducts research or scans the environment for information that may be of future use Thinks ahead and takes decisive action to make the most of opportunities and avoid future issues Demonstrates a commitment to the values of IIED and acts in the best interest of the organisation and its partners / stakeholders Leads own team and the wider organisation, through providing clarity, energy, decisiveness and long-term direction An ability to understand the organisational, political and cultural context within IIED and across other organisations / political bodies A desire to work cooperatively with others to maximise the effectiveness of IIED, build knowledge and understanding and minimise duplication of effort Level 2 Level 3/2 Level 3/2 Level 3/2 Level 3 For more information, see IIED Competency Framework. Expected levels of behavioural competencies enable the job holder to understand how they can be more effective in their role, how they can better support their colleagues, partners and stakeholders and how they can progress within IIED. 6