Job Vacancies Pan American Health Organization (PAHO)
Position: Senior Advisor Institutional and Organizational Development (ID)
Location: United States of America ( The )
Closing Date: Friday, 10 August 2012
OBJECTIVES OF THE PROGRAMME:
Planning Budget and Resource Coordination (PBR) is responsible of the strategic and operational planning, budget management, resource coordination, and performance monitoring and assessment processes in the Organization. It is also in charge of program management, identification, design, piloting, negotiation, and evaluation of voluntary contribution projects. Leads and coordinates the management of information system of the Bureau, working in coordination with the different business owners. Finally, it is in charge of institutional and organizational development. PBR ensures that the mandates of the Governing Bodies and relevant international fora are addressed by the PAHO Strategic Plan, which in turn should be aligned with the Health Agenda for the Americas and Global Work Plan and Planning and Budget of the World Health Organization (WHO). PBR leads the Organization’s Results-based Management framework in coordination with the Pan American Sanitary Bureau (PASB) Executive Management and working with all entity managers. It contributes to the organizational learning through sharing of lessons learned from different assessments and evaluations conducted at all levels of the Bureau.
Description of duties:
Under the general supervision of the Deputy Director (DD), and the direct supervision of the Manager, Planning, Budget and Resource Coordination (PBR), the incumbent will be responsible for, but not necessarily limited to, the following assigned duties:
a) Manage, plan, organize, direct, implement, and evaluate the programs necessary to achieve the aims and objectives to support the Pan American Sanitary Bureau (PASB) corporate and entity management; ensures that the results are aligned with the biennial and multi-year plans, including monitoring of activities, adjustments to any deviations, such as redefined objectives or strategies;
b) Formulate and recommend policies, plans, strategies, and budgets, in support of the Governing Bodies’ mandates, through planning, resource allocation, budget, etc., including special issues as “key countries”;
c) Manage the overall implementation of the Results Based Management (RBM) processes in the Organization, including staff learning and monitoring of compliance geared to the transformation of PASB as a results-based organization; collaborate in the assessment and formulation of Human Resource policies and practices to attract and retain qualified people with competencies required by the organization’s strategic plan, including the improvement of staff performance evaluation based on RBM;
d) Elaborate the strategies and guidelines, business processes and rules to facilitate the corporate and entity implementation of the PASB horizontal team-oriented organization model, and other PASB’s institutional development reforms and needed organizational arrangements;
e) Lead the development and maintenance of the Organization’s functional organizational structure, performance assessments to support decision making process, such as cost-effective options for entity’s creation, elimination, splitting or merging; and recommendations for changes in PASB’s organizational structure;
f) Define RBM business rules and related standardized Key Performance Indicators (KPI) and datasets, and required dataflow mechanisms to support institutional performance monitoring, assessment and reporting to entity managers, Executive Management (EXM) and Governing Bodies;
g) Coordinate the modernization of PAHO’s Corporate Management System (CMS), and provide secretariat support to CMS Committee in the context of WHO Global Management System (GSM); support corporate and entity needs assessment of Management Information System (MIS), technical requirements and available options within PASB’s existing Information Technology (IT) platform;
h) Formulate and recommend policies, plans, strategies for the implementation of the performance scorecard framework, including the development of stakeholder satisfaction surveys and outcome assessment guidelines, measurement framework and benchmarking standards; dashboard online publication requirements, and the dissemination, monitoring and reporting on the PAHO’s scorecard results;
i) Lead, in coordination with other AMPES entities, the Organization’s institutional performance monitoring and assessment and other outcome evaluation processes to support management informed decision on cost-effective interventions for improved performance;
j) Develop guidelines, business processes and rules based on evidence from lessons learned and management innovations to address organizational and human resource development needs within the organizational and functional structures of the PASB;
k) Implement strategies and guidelines formulated as a result of institutional performance assessment and evaluation interventions, to address corporate and entity based performance issues affecting the implementation of PAHO’s Strategic Plan and Country Cooperation Strategies (CCS);
l) Lead missions to assess entity’s institutional performance gaps and deviations from expected results in the implementation of PAHO’s technical cooperation, and recommends organizational and human resources solutions for the efficient and effective implementation of PAHO’s Strategic Plan, Country Cooperation Strategies (CCS) and Biennial Workplans (BWP); respond to areas and entities requests to implement management models and organizational solutions and required reengineering processes;
m) Lead technical support in key areas of organizational development and coordinate all managerial and organizational behavior training efforts on behalf of and in support to corporate and entity managers; design and coordinate institutional development technical support including term of reference guidelines, coordination and supervision of in-house and other consultants on organizational and human resources development and training to improve institutional performance based on learned experiences, evidence based best practices and quality management innovations;
n) Participate as a member in other PBR AMPES Project Teams and Cross-Organizational Teams;
o) Promote team work across the organization and the establishment of an environment which encourages participation, stimulates staff member’s creativity, and fosters a multidisciplinary approach to the solution of specific problems; promote a culture of ethical behavior and integrity in accordance with the Organization’s Code of Ethical Principles and Conduct in order to ensure a culture of respect, responsibility, accountability, and compliance;
p) Administer, allocate and monitor the Team’s financial, logistical and staff resources; prepare, and justify the program and budget proposals; provide leadership, guidance and monitoring of supervised staff by setting clear work objectives, ensuring timely and effective use of performance reviews and feedback mechanisms, engaging in regular communications, and solving interpersonal or technical conflicts; establish and support a learning environment, to include staff development in PAHO fundamentals, managerial competencies and technical expertise;
q) Perform other related duties as assigned.
Essential: A university degree in health or social sciences and a master’s degree in public health, organizational development, healthcare administration, health economics or in a related field from a recognized university.
Desirable: In addition to the master’s degree, special studies or formal training in human resources management, organizational behavior, or organizational development would be an asset.
Key Behavioral Competencies
– Intrainstitutional Action: Leads team efforts toward full understanding of the policies the organization must operate within as well as the Standard of Conduct for the International Civil Service. Leads employees and co-workers toward operating in a fair, consistent and equitable manner, and displays such behavior by example. Behaves consistently in accordance with the Code of Ethics of the Organization.
– Analysis, Synthesis and Forecasting: Leads one’s area toward a culture of decision-making that is based upon objective analysis of situational evidence and application of previously acquired knowledge. Provides oversight in the verification process that targets how area of work takes action in situations that will require future intervention, based on ongoing analysis. Presents solutions evaluating the advantages and disadvantages of each option. Is capable of anticipating the implications of analyze situations for two years or more.
– Communication: Leads the development of an environment that actively establishes and proactively engages in productive dialogues that involve multicultural environments. Encourages the skills and behaviors that facilitate productive dialogues. Expresses points of view effectively.
– Accountability: Develops a culture that utilizes accountability strategies at all levels and activities, processes, and functions in one’s area. Oversees the development and required dissemination of appropriate reports on the monitoring of interventions in terms of partial and final results, as well as all the activities of one’s area.
– Knowledge Management: Systematically seeks and disseminates knowledge that can serve as evidence, lessons learned, and good practices within a particular area and the Organization as a whole. Encourages a culture where more experienced professionals share their knowledge within the Organization, letting others learn, create the best criteria and reinforce their knowledge.
– Information Management: Initiates, leads and participates in activities to improve systems for the presentation and dissemination of information. Verifies that information from the area of work is handled objectively and presented clearly and equitably. Develops new strategic forms to be more effective and concordant with the dissemination of the information.
– Performance Management: Evaluates the performance of subordinates in terms of the organizational strategy, provides feedback offering measurable suggestions and promotes their professional development. Develops and implements realistic and achievable work plans– including tasks, priorities, resources and schedules. Adjusts goals and courses of action to meet changing needs. In a systematic way develops people through demanding and challenging projects utilizing each employee’s competencies. Effectively uses the Organization’s official performance evaluation processes and systems. Uses a regular evaluation system. Provides constant and positive feedback to focus development efforts.
– Teamwork: Embraces and leads consensual decision-making, that is, leading the fulfillment of team decisions, even when they may not fully coincide with one’s own opinions or proposals. Knows how to manage difficult team situations and promotes consensus building. Takes responsibility for the team’s successes and failures.
– Continuous learning: Establishes a culture of learning, encouraging– through one’s own behavior– initiative to keep up-to-date on trends in knowledge in the area of work. Strategically adapts or develops constant world class best practices with the purpose of creating a significant difference in the organization and in his/her area of work. Significant contribution to efficiency.
– Technical: Extensive progressive experience at a senior decision-making level, in particular in managing international technical cooperation in the health or social sectors, project and program management including staffing, work program delivery, budget management and quality improvement. Practical knowledge of organizational development, performance monitoring and assessment in the health or social sector, and disciplines related to human resources management, strategic planning and reengineering processes.
– Managerial: Extensive experience in senior, progressively responsible positions in the management of a large public or private administration of administrative matters requiring sensitive negotiation and high level intervention and in organizational development. Demonstrated ability, to provide professional leadership to strategic, organizational, managerial and analytic work in health; resourcefulness, initiative, highly developed judgment and interpersonal skills to deal with difficult situations and sensitive areas.
– Administrative: Skills or experience with creation and integration of administrative procedures for the delivery of the highest quality results for the Team. Courtesy, tact, sensitivity to manage confidential information, and ability to establish and maintain effective working relations with people of different professional levels, discipline, nationalities, and cultural background.
Demonstrated ability to effectively use a computer and utilize software programs such as Microsoft Office Word, Excel, PowerPoint, and Outlook. Other IT skills and knowledge of other software programs such as Visio, Project, Access and Microsoft SharePoint would be an asset.
Essential: Thirteen years of combined national and international progressively more responsible experience in major health programs and activities related to institutional and organizational development and change management. Experience should include participating in the assessment, planning, priority setting, and establishment of strategies and objectives for local or national health programs.
Desirable: Experience in a government, non-profit and/or international organization, and sound knowledge of the health sector in the Region would be an asset.
Very good knowledge of English or Spanish with working knowledge of the other language. Knowledge of French and/or Portuguese would be an asset.
FOR INTERNATIONAL RECRUITED POSITIONS:
PAHO offers an attractive compensation package including an annual net salary (subject to mandatory deductions for pension contributions and health insurance), dependency benefits, pension plan, health insurance scheme, and 30 days annual leave. Benefits for internationally recruited staff may include travel and removal expenses on appointment and separation, assignment grant, rental subsidy, and home leave.
ALL APPLICANTS ARE REQUIRED TO COMPLETE AN ON-LINE PERSONAL HISTORY FORM TO BE CONSIDERED FOR THIS POST.
CANDIDATES WILL BE CONTACTED ONLY IF THEY ARE UNDER SERIOUS CONSIDERATION. A WRITTEN TEST AND/OR INTERVIEW WILL BE HELD FOR THIS POST. THE POST DESCRIPTION IS THE OFFICIAL DOCUMENTATION FOR ORGANIZATIONAL PURPOSES.
THIS VACANCY MAY BE USED TO FILL OTHER POSITIONS IN THE ORGANIZATION THAT MAY BECOME VACANT AT A LATER DATE, AND WHICH HAVE SIMILAR REQUIREMENTS AND DUTIES AS THE ONES STATED IN THIS NOTICE.
(Net of tax)
US$ 80,734.00 at single rate
US$ 86,904.00 with primary dependants
48.4 % of the above figure (s). This percentage is to be considered as indicative since variations may occur each month either upwards or downwards due to currency exchange rate fluctuations or inflation.
Online applications are strongly encouraged to enable WHO to store your profile in a permanent database. Please visit WHO’s e-Recruitment website at: www.who.int/employment. The system provides instructions for online application procedures.
All applicants are encouraged to apply online as soon as possible after the vacancy has been posted and well before the deadline stated in the vacancy announcement.
WHO is committed to workforce diversity.
Any appointment/extension of appointment is subject to WHO Staff Regulations, Staff Rules and Manual. Only candidates under serious consideration will be contacted.
PAHO has a smoke-free environment and does not recruit smokers or users of any form of tobacco.
Regional Office of the World Health Organization 525 Twenty-third Street, N.W. Washington, D.C. 20037 (202) Tel: 974-3000, Fax: 974-3663
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