Implementing the Pacific Community s RRRT and joint country programme for CFOs at the national level

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1 Job Title: Work Unit: Responsible To: Responsible For: Job Purpose: Country Focal Officer (CFO) RRRT SPC RRRT Senior Human Rights Advisor Implementing the Pacific Community s RRRT and joint country programme for CFOs at the national level Provision of support, coordination, monitoring and facilitation of government and RRRT s human rights programme at the national level. Date: 2017 Organisational Context The Regional Rights Resource Team (RRRT) is SPC s human rights program. RRRT has operated for over 20 years, as the region s pioneer in human rights and gender capacity building to Pacific states, institutions and civil society. Through a team of regional advisors and Country Focal Officers (CFOs) based in member states, RRRT provides a comprehensive suite of policy and legislative advice, technical assistance and capacity building to support Pacific states to respond effectively to priority regional human rights priorities, such as gender equality, ending violence against women and children, disability rights, climate change and equitable, sustainable development. A home-grown Pacific program, RRRT s vision is a socially just and equitable Pacific Islands society based on principles of human rights, democracy, good governance, inclusivity and the rule of law as the basis of development for Pacific peoples. To achieve this vision, the SPC RRRT program has three strategic objectives focused on working simultaneously with Pacific governments, civil society, social institutions, and communities: Objective 1: Objective 2: Objective 3: Promoting good governance and human rights standards by supporting PIC governments to commit to and observe regional and international human rights commitments. RRRT has a dual role in assisting member states to apply human rights standards, and supporting SPC programs to apply a rights-based approach (RBA) to development programming; Ending violence against women by supporting women and girl survivors of violence to increase access to justice. This occurs through technical assistance to PICs in fully implementing family protection legislation, training to justice service providers and other duty bearers, and institutionalising community-based paralegals as bridges between judiciary and women / communities. Creating enabling environments by supporting civil society and communities to promote human rights, gender equality and EVAW. RRRT provides capacity building to civil society to effectively monitor and advocate for human rights progress, and assistance to communities and schools to adopt human rights, anti-discrimination and violence-free practices. RRRT has a strong Pasifika make-up, with 85% of RRRT staff being Pacific Islanders from SPC member countries. RRRT has developed a wide Pacific presence with Country Focal Officers (CFOs) seconded to line ministries that have an energy and/or mandate for human rights in Federated States of Micronesia (FSM), Kiribati, Nauru, Republic of Marshall Islands (RMI), Solomon Islands, Tonga, Tuvalu, and Vanuatu. CFOs have technical expertise in human rights and broad networks of influence in government and civil society. CFOs also dedicate some of their time to civil society, promoting accountability and good governance in each country.

2 CFOs are supported by a core regional team based in Suva, Fiji with skills in capacity building, Pacific-style advocacy and lobbying, legislative review and drafting, policy analysis, human rights education (HRE), research and knowledge management. Deputy Director General, Suva Director RRRT External Advisory Committee Team Leader Monitoring, Evaluation & Learning (MEL) Finance and Administration Officer Team Leader: Human Rights Mainstreaming & Capacity Building Communications Assistant Finance Assistant M & E Data Assistant Programme Officer Senior Human Rights Advisors x 7 Research Intern/s Programme Assistant Office Administrator Country Focal Officers FSM, Kiribati, Nauru, RMI, Solomon Islands, Tonga, Tuvalu, Vanuatu Functional Relationships: External: Relevant government counter parts National Human Rights committees and/or task forces Relevant NGO partners in country Relevant stakeholders including donor partner incountry programs Internal: Supervisor: RRRT Senior Human Rights Advisor. All other RRRT staff and management SPC Finance and Human Resources SPC programmes in climate change/resilience

3 Key Result Areas: The position of the RRRT Country Focal Officer encompasses the following major functions or Key Result Areas: Key Result Area 1: Capacity building [30%] Key Result Area 2: Country Plan Implementation [25%] Key Result Area 3: Providing Technical Assistance and Advice [15%] Key Result Area 4: Networking and Partnership [10%] Key Result Area 5: Monitoring & Evaluation [20%] Jobholder is accountable for Key Result Area 1: Capacity building [30%] Leads in-country human rights capacity development programs for state and non-state, civil society actors. Delivers, with RRRT Suva staff, capacity building on key state human rights priorities including: o Ending violence against women (EVAW); o UN Treaty ratification, reporting, implementation and domestication, for e.g CEDAW CRC; o Universal Periodic Review (UPR); o National human rights institutions; o Climate change and human rights. Develops capacity building programs based on state and non-state partner needs and RRRT objectives. Plans and implements appropriate capacity building methods to meet objectives for e.g training, mentoring, coaching, back-stopping. Delivers in-country human rights CB interventions, drawing on locally available resources and skills. Applies appropriate and relevant capacity building and training methodologies for adult learners. Ensures M & E of capacity building interventions. Reports on capacity building outcomes. Jobholder is successful when Capacity building (CB) and training approaches and material have a participatory framework and meet participants needs. Capacity assessment is completed for each training, mentoring, coaching or other CB intervention, evidenced by good evaluation feedback. CB and training programs have clear objectives and outcomes, material and activities defined and tailored for various target audiences. Increased knowledge and understanding of substantive areas by target audience, evidenced by pre/post tests and evaluation data analysis. CB intervention reports are completed in a timely manner (within 2 weeks after the event) and include outputs, outcomes and recommendations, evidenced by positive feedback from RRRT management and donors. Key Result Area 2: Country Plan Implementation [25%] In consultation with host Ministry and other relevant stakeholders, develops annual and 6-monthly Country Work Plan, M & E plan and budget. Ensures annual work plan is aligned to national human rights priorities, and to RRRT objectives. Ensures 6-monthly plans and budgets are results-focussed, strategic, accurate and realistic, and are regularly monitored and reviewed. Ensures effective implementation of activities and programs in the annual country work plan. Maintains accurate financial records evidenced by accurate and compliant quarterly financial reports; Communicates with RRRT Focal Person (supervisor) on a fortnightly basis, at a minimum. Provides quarterly narrative reports to Country Focal Point in Suva. Supports RRRT project activities at country level. Prepares and updates country human rights situational analysis reports on human rights situations in close consultation with RRRT Focal Person. Relevant stakeholders are consulted in the development of annual work plans and work plans are signed-off by Host Ministry/Department.; Plans are effectively implemented and achieve results evidenced by M & E data. Plans are monitored and financial and narrative reports are submitted in a timely manner; Budget acquittals are accurate and submitted on time, evidenced by positive feedback from RRRT finance and program management Narrative reports are submitted in a timely fashion and present accurate and useful information and data for Monitoring and Evaluation purposes. CFOs provide information as required evidenced by communications, exchanges, skype etc. CFO PDS forms completed fully and in a timely manner.

4 Key Result Area 3: Providing Technical Assistance and Advice [15%] Takes responsibility for, and guides strategic direction of RRRT s work in-country. Provides advice and technical assistance (TA) to government on UN treaty ratification, reporting, implementation and domestication. Provides coordination and TA to national HR task teams/committees to meet human rights reporting obligations; Supports non-state, civil society actors to participate in UN treaty reporting, implementation and tracking progress. Provides TA and support for implementation of UN treaty body and UPR recommendations. Provides technical assistance to states and CSOs to participate fully and effectively in Universal Periodic Review (UPR) mechanisms including Implementation planning and monitoring. Provides training, technical assistance and advice to national human rights committees/task forces to meet regularly and advance country human rights agenda. Provides training, consultation and technical support to government to develop national human rights action plans. Provides TA and advice to ministries, departments and agencies to develop FPA Implementation and monitoring plans. Provides TA and training support to train FPA service providers (police, health etc.) in partnership with regional and national INGOs Supports government to review legislation for human rights compliance. Identifies country human rights capacity needs through research, consultations and monitoring data. Contributes to RRRT communications and publications. Maintains information flow through sharing of reports and resource materials. Key Result Area 4: Networking and Partnership [10%] Represents RRRT effectively at national, regional and international forums; Shares information on country HR situations and priorities with key stakeholders; Establishes, strengthens and supports partnerships that advance RRRT objectives at national, regional and international levels. Ensures that key stakeholders at the national level are communicating with each other towards common human rights goals; RRRT s reputation as a leading Pacific Human Rights program is evidenced by requests for TA by governments, CSOs and donors. TA is well received and utilized by partners, as evidenced by correspondence received. State and non-state parties participate in UN treaty body reporting. CFO has evidence of coordinating UN reporting such as meeting minutes, participation in reporting processes. Well written policy/position papers/articles that are persuasive, factual, and adapted to target audience published. RRRT staff are well versed in Pacific human rights issues evidence by good training/consultation evaluations; RRRT staff are highly regarded as knowledgeable in HR topics evidenced by # of requests for training and TA. RRRT partners and collaborates with relevant stakeholders and partners incountry. States submit UN treaty body reports on time. National Human Rights committees/task forces are enthusiastic and active; supported and provided with adequate technical support and advice. Outcome documents of meetings and consultations reflect RRRT s interventions positively. Stakeholders continue to request information and support from RRRT. Stakeholders provide positive feedback through written and oral communications. RRRT s representation is acknowledged and documented positively through minutes and other written communications. Key Result Area 5: Monitoring & Evaluation [20%] Identifies and documents success stories, case studies and outcomes of RRRT work; collects & shares photo s demonstrating HR issues in country and RRRT s work. Researches and maintains up-to-date data on core country/national and RRRT human rights priorities. Contributes to design and implementation of effective M & E system for country work using both qualitative and quantitative indicators. Contributes to RRRT and national donor reports. RRRT internal and external reports are of a high quality evidenced by donor, partners and program management feedback. Accurate reports of all interventions including training and TA are delivered within 2 weeks after activity period. Project financial and narrative reports completed to a high standard and in a timely manner.

5 Note The above performance standards are provided as a guide only. The precise performance measures for this position will need further discussion between the jobholder and supervisor as part of the performance development process. Work Complexity: Most challenging duties typically undertaken: K ensuring that the national Human Rights committees/task forces (for example CEDAW, CRC, CRPD Committee, EVAW, Family Protection Act monitoring committees) are supported, provided with adequate technical support and advice and are enthusiastic and active; supporting and facilitating the development and coordination of Implementation Plans for UPR accepted recommendations, for Family Protection/ Domestic Violence Legislation and any other national human rights Implementation Plans. ensuring that key stakeholders at the national level are communicating with each other towards common human rights goals; work towards the development of a national human rights task force/mechanism which is responsible (by Cabinet or Government endorsed) for the reporting and monitoring of all human rights treaties including reporting to the UPR; preparing and researching key human rights issues for the purpose of developing training / meeting materials for use at the national level; lobbying government counterparts for human rights standards and best practices; supporting governments on treaty reporting processes and domestication of treaties and conventions; Level of Delegation: The position holder: Reports to both their national supervisor and RRRT Country Focal Point. They are responsible for a six monthly budget of up to FJD20,000 which is signed off by their national finance counterpart, and RRRT. They can authorize expenditures of up to FJD$100, however need endorsement from 3 signatures. Person Specification: This section is designed to capture the expertise required for the role at the 100% fully effective level. (This does not necessarily reflect what the current jobholder has.) This may be a combination of knowledge / experience, qualifications or equivalent level of learning through experience or key skills, attributes or job specific competencies. Qualifications Essential: At least five years experience in working with community development, non-formal education, community development, training and assessment, monitoring and evaluation. Appropriate tertiary qualifications from an English-speaking institution in either law, social and gender analysis or development. Competency and fluency in the English language. Proven experience in report writing, analysis, financial and narrative and project proposal writing. Basic accounting and financial literacy skills. Basic computer literacy Desirable: Highly desirable A law degree Awareness of human rights based approach. Legal literacy and knowledge of legislative reform process. Human rights training Advanced computer skills

6 Knowledge / Experience Essential: Good general knowledge of the Pacific Islands and an understanding of development challenges Proven ability to work independently. Excellent interpersonal communications skills and a commitment to teamwork. Desirable: Excellent organisational skills. Strong skills in networking, cross-cultural liaison and human rights awareness. Interest, knowledge and commitment to human rights. Experience in working in human rights. Key Skills /Attributes / Job Specific Competencies The following levels would typically be expected for the 100% fully effective level: Expert level Networking, facilitation, social work, excellent communication skills ability to negotiate Advanced level Human rights experience Working Knowledge Awareness Adult education and training Of major human rights issues in the Pacific, UN treaty reporting system, policy development Key Behaviours All employees are measured against the following Key Behaviours as part of Performance Development. 1. Change and Innovation - Stays informed and actively contributes to change initiatives; Looks for ways to demonstrate innovation and initiative in work area; Anticipates emerging issues and looks for ways to improve work practices; Takes a big-picture view of change and models a positive, constructive approach to managing it; Focuses on benefits and ways of overcoming obstacles. 2. Interpersonal Skills - Actively shares information with appropriate people and checks for understanding where necessary; Presents clear, courteous and concise oral and written communications; Engages positively and persuasively with program stakeholders as appropriate; Develops rapport with people at all levels inside and outside the organisation to further the goals of the organisation. 3. Teamwork - Actively co-operates and collaborates with others within own team and the wider organisation to further common goals; delivers on personal commitments to team members; Willingly lends a hand to others and is mindful of their needs; Develops partnerships with clients as appropriate 4. Promotion of Equity and Equality - Demonstrates attitudes and behaviours that value, respect and protect diversity; Actively promotes equity (relating to e.g. gender distribution) and equality (relating to non-discrimination) in relation to gender, culture, disability, age, position and other differences. Demonstrates consideration of diversity in the organisational setting e.g. taking into account language, timing, and venues when arranging meetings or other events. 5. Judgement - Approaches a task/ problem in a practical, sensible way; identifies opportunities/anticipates problems and risks and is decisive; Gives sound advice; Seeks assistance if necessary. 6. Building Individual Capacity - Seeks opportunities for continuous personal and professional growth within the context and nature of the organisation; Looks for ways to apply knowledge to the development of best practice in the workplace; Is open and welcoming of feedback and deals with constructively; Taking personal accountability for all aspects of their work and self-managing to improve their own and team performance. Change to Job Description: From time to time it may be necessary to consider changes in the job description in response to the changing nature of our work environment including technological requirements or statutory changes. Such change may be initiated as necessary by the Director Corporate Services. This Job Description may be reviewed as part of the preparation for performance planning for the annual performance cycle. Approved: Manager/Supervisor Date Employee Date