Summary
Date Posted: Saturday, July 16, 2022 , Base Salary: Not Disclosed

JOB DETAILS:
Job Overview
The Senior Manager will provide overarching strategic and management oversight to the AAP component of the ULEARN project. In particular, the Senior Manager will lead the team of three regional AAP Managers in Arua, Fort Portal, and Gulu, will represent AAP at relevant national forums, and will support the development of national-level reports and workplans related to AAP. The Senior Manager will serve as the main intermediary between the project implementation and national counterparts within DfID, DfID BRAER. Downstream Partner Organizations, and other stakeholders. The AAP Senior Manager will also provide strategic oversight to the recently launched “AAP in Action”/ AAPA program that aims to provide technical support to a cohort of 3 refugee response actors per quarter to help institutionalize AAP in their programming through one-on-one practical support in the three regions where U-Learn is present (North, West Nile, and South-West). The AAPA program focuses on the following 5 thematic areas of operationalizing AAPA, which will be directly supported by a dedicated AAPA consultant. The AAP Senior Manager will supervise the consultant and provide technical support and guidance as necessary.
• Identify and integrate AAP into proposal development through the project narrative, budget, and log frame touch points.
• Review current agency complaints and feedback mechanisms to assess and strengthen their functionality, and assess appropriate mechanisms that could be used for organizations where there are none in place (e.g. linkage to existing inter-agency feedback mechanisms, establishing mechanisms to fill gaps such as ensuring accessibility to specific groups, etc.)
• Set up or review Standard Operating Procedures (SOPs) for AAP and feedback registry.
• Review existing client data (e.g. FGD results), help interpret them, and turn them into actions to support data-driven decision-making based on client inputs.
• Set up indicators or review existing AAP indicators to assess their functionality, identify key gaps and develop a data collection strategy.

Duties and Responsibilities
• Support national uptake of solutions for gaps and weaknesses within Partners’ existing AAP approaches
• Support the AAP Task Force (or equivalent working group) that aims to 1) ensure that partners’ national leadership reinforce the ongoing AAP efforts, 2) create a centralized forum for improving the coordination of AAP mechanisms across the response, 3) create a centralized forum for triangulating and interpreting national-level findings from AAP, and 4) create a collaborative mechanism for designing and
• verifying new AAP mechanisms or new improvements to old AAP mechanisms.
• Support the development and implementation of informal and formal assessments of partners’ approaches to giving, holding, and taking account (including a new response-wide Beneficiary Perspectives and Preferences Assessment), with a special consideration for improving the participation of women, children, and marginalized groups.
• Package and summarize the results of informal and formal assessments, as well as progress against district workplans, for discussion by stakeholders at the national level.
• In coordination with consortium partners and regional AAP teams, provide partners with regular and systematic insight into the views and needs of refugee and host communities at the national level.
• Challenge partners to demonstrate an organizational culture of feedback
• Support national-level counterparts within Partner Organizations to follow up on district-level work plans for improving AAP mechanisms.
• Actively participate in national-level coordination mechanisms related to AAP, as well as lead any new coordination mechanisms related to AAP developed under this project.
• Support the growth and capacity of the Refugee Engagement Forum (REF), particularly during quarterly national-level REF meetings in Kampala with support from the 3 AAP managers
• Collect and report on examples of best practice for building an organizational culture of feedback, with a specific consideration for examples of feedback being used in decision-making.
• Champion findings from accountability mechanisms among senior staff among Partner organizations and support senior staff in building an organizational culture of feedback within their organizations.
• Coordinate with direct reports and the Program Coordinator for Quality and Learning to improve the connections between coordination mechanisms for AAP at the district and national levels
Project and Knowledge Management
• Share information collected during the project at national levels and encourage cross-district learning.
• Coordinate with consortium partners, and serve as the main point of contact for the relationship with the prime.
• Support general project management and reporting.
Staff Performance Management
• Supervise and build the capacity of Regional Managers (3) in relevant technical and management competencies, and a temporary AAPA consultant
• Coach, train, supervise, and mentor direct-report staff, including communicating clear expectations, setting annual performance objectives, providing regular and timely positive and constructive performance feedback and providing documented semi-annual performance reviews.
• Hold high-quality meetings with each direct report on a regular and predictable basis, at least every two weeks.
• Provide a measurable development plan including on-the-job learning with the aim of strengthening technical capacity, exchanging knowledge within the team, and providing guidance on career paths.
• As required, identify staff performance issues and work with Human Resources to document and address these in accordance with the National Staff Employment Policies.
• Encourage the adoption of gender-sensitive analysis and practices among all direct reports.
• Any additional support as requested by the supervisor
Key Working Relationships
Reports to Program Coordinator for Quality and Learning with matrix management by the Consortium Manager of U-Learn
Direct reports: Three AAP Managers who are based in the field and a temporary AAPA program consultant
Works closely with all ULEARN Consortium members
Substantial engagement: HQ AAP Technical Specialists, national-level counterparts in DfID BRAER Downstream Partner Organizations, government and community leaderships structures, counterparts within consortium partners.

Qualifications
• Bachelor’s degree in humanitarian assistance, social work, human rights, international law, social science or related field. Master’s degree is strongly preferred.
• Experience with managing direct reports
• Experience in leadership, report writing, and donor engagement, particularly on narrative and financial reporting (e.g., forecasting / budgeting, expense management, log-frame, concept notes/proposals).
• Extensive expertise of implementing client feedback mechanisms and community engagement efforts, working on Accountability to Affected Population (AAP) / Client Responsiveness interventions, and Protection programming within humanitarian and/or development contexts (at least 6 years of experience)
• Record of providing training and technical support on AAP, community engagement and accountability, and/or safety programming
• Record of delivering accountability surveys, as well as capacity to support effective communication with refugee communities (with a specific focus on empowering women, children, and marginalized groups).
• Demonstrated understanding of Core Humanitarian Standards, Grand Bargain Participation Revolution, and proven experience in setting up systems for meaningful participation of clients/beneficiaries.
• Excellent facilitation skills to design and implement trainings/refreshers, workshops, and webinars, and strong understanding of how to collect feedback safely and accurately from all members of a community regardless of their age, gender, or other diversity factors.
• Experience with developing packages of tools, guidance, training materials, communication materials, and other capacity-building and dissemination resources for internal and external stakeholders.
• Experience with data management, visualization, and interpretation
• Strong analytical, presentation, organizational and problem-solving skills
• Demonstrated expertise in program design, monitoring and evaluation and program adaptation
• Experience in project management
• Strong verbal and written communication skills in English are required
• Ability to receive constructive feedback in a positive light
• Active listening skills and ability to work with colleagues from different cultures and contexts.
• Strong organizational and time management skills; proven ability to prioritize and deliver quality work on time in pressured environments
• Ability to work both independently and in a dynamic, cross-functional/cultural team structure
• Proficient computer skills: Word, Excel, and Power-Point. CommCare & PowerBI is an asset.
• Demonstrated ability to work effectively with stakeholders at all levels
• Ability to manage and work through change in a proactive and positive manner.

Job Experience: No Requirements

Work Hours: 8

Level of Education: Bachelor Degree

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