Job Vacancies The World Bank
Job Title Sector Manager, Health, Nutrition & Population (EASHH)
Job Family Health, Nutrition & Population
Job # 110427
Location Washington, DC
Appointment International Hire
Closing Date: Monday, 04 April 2011
Language Requirements English [Essential]
Background / General description
Background / General description The East Asia and Pacific Region Human Development Sector Unit (EASHD) is seeking a Health, Nutrition, and Population (HNP) Sector Manager (SM) to be based in Washington, DC. He/she will be responsible for the quality and timely delivery of the HNP work program, and work in close collaboration with other members of the EASHD management team in managing the Department, as well as with country sector coordinators, team leaders, and task teams working on HNP activities. He/she will also be a member of the HNP Sector Board (SB), contributing to the overall development of the HNP network across the organization. The candidate will report to the Sector Director for Human Development in the East Asia and Pacific (EAP) unit. The EASHD health team consists of 28 staff, with 5 based in Washington, DC and the rest in field offices. Background information: As one of the most diverse regions in the world, East Asia and the Pacific Region encompasses some of the world’s least developed countries (e.g., Cambodia, Timor-Leste) and some of the most rapidly emerging economies (e.g., China, Vietnam). Countries in the Region also differ along other dimensions—size, epidemiological profile, vulnerability to natural disasters, and political stability, among others. Yet some regional trends and patterns are discernable. Overall, the Region has seen rapid growth, but inequalities have also widened—across individuals, urban and rural areas, and regions within countries. Most countries in the Region are going through important health sector reforms, especially in the area of health financing. This is particularly prominent in middle-income countries. Lower-income countries still face significant challenges in terms of basic health care and essential public health functions. New models are being tested in the EAP health systems and different countries are adopting different approaches. In terms of health outcomes and disease patterns, many countries face a double burden of disease, with non-communicable diseases becoming increasingly important, while infectious diseases persist and new and re-emerging diseases strain scarce health resources further. At a systems level, decentralization, rising inequalities, expanding needs, institutional capacity issues and a growing private sector role have brought health system issues to the fore. The region has also faced some important health shocks starting with SARS and later on Avian Flu as well as a series of natural disasters – highlighting the importance of the core public health agenda. It is within this context that the Unit has developed a growing work program that combines cutting-edge analytical work, lending, and technical assistance on a broad range of health issues. Activities cover a wide-range of topics in the areas of health systems reform, including health financing and insurance, provider payments, human resources for health, public health, etc. with a strong emphasis on results. The HNP portfolio for FY11 was about $525M and includes 17 lending projects, including 1 new operation and three additional financing scheduled to become effective within the next fiscal year.
Duties and Accountabilities
Duties and Accountabilities The SM will have primary responsibility for providing intellectual leadership and strategic vision in the activities defined below, as well as cross-cutting activities on behalf of the EASHD management team.
• Building and managing the regional health team including recruitment and selection of staff, performance management, and career and staff development opportunities;
• Overseeing business and strategy development, while building a health program that serves client needs;
• Maintaining quality assurance for lending, technical assistance, and Analytical and Advisory Activities (AAA);
• Effective resource management and administration of the health sector in EAP;
• Encouraging knowledge creation, management, and dissemination;
• Building effective partnerships with external partners for health sector development in the region;
• Fostering cross-sectoral collaboration within HD and with other sectors and regions in a manner that contributes to the Bank’s goals of growth and poverty alleviation;
• Contributing to the regional management team and the Bank’s health sector leadership board.
# Selection Criteria The selected candidate should have a thorough understanding of critical HNP issues and policy areas that affect health outcomes. In particular, the chosen candidate should have: An advanced degree (Masters or PhD) in a relevant discipline preferably in health and/or economics with substantial experience. Candidates who are currently not working in the health sector but who have the requisite skills, past experience and interests are welcome to apply.
# Prior work experience in more than one world region.
# Demonstrated ability, to provide professional leadership to strategic, operational and analytic work in health.
# Strong client orientation with commitment to results on the ground.
# Excellent organizational and time management skills.
# Significant and innovative contributions to policy reform and a record of achievement in building and managing multidisciplinary teams.
# Ability to work effectively with the other sectors and country teams, especially in multi-cultural environments.
# Outstanding written and verbal communication skills
# Knowledge of the EAP region is desirable but not essential. Bank Managerial Competencies
1) Focusing on the Big Picture and Overall Strategic Framework for Development Identifies and pursues strategic initiatives which provide the greatest value and sustainable impact; balances long and short-term trade-offs; communicates clearly and precisely the development goals and the strategies for achieving them.
2) Inspiring Trust & Passion in the Bank Group’s Mission Shows great drive and commitment to Bank mission; helps others understand how their daily work contributes to the Bank’s mission and inspires others to proactively meet the Bank’s development objectives in partnership with clients. Treats everyone fairly, consistently, and with respect. Maintains high standards of personal integrity.
3) Promoting Client Orientation Balances a responsive and proactive approach to meeting client needs; encourages staff to understand client needs and concerns; ensures provision of customized services and products as appropriate; Responds promptly and effectively to client needs.
4) Driving for Results Makes things happen; Is proactive; Balances “analysis” with “doing”; Sets high standards for self and others; identifies work objectives that are fully aligned with the Bank Group’s mission and goals.
5) Selecting, Coaching, Appraising & Developing Staff Builds a team diverse in gender and nationality; appraises their ability and potential; give candid and timely performance feedback; rewards desirable behavior; provides support for professional development efforts linked to business objectives; Coaches staff to help them perform effectively.
6) Planning & Managing Staff to Achieve Quality Results Develops realistic plans with available human resources; establishes high standards of performance and demonstrates a commitment to excellence; empowers staff by removing obstacles to achieve business goals; focuses on results and delivers what is promised, on time and within budget; take accountability, i.e., accept responsibility for successes and failures; does not blame others if things go wrong; holds others accountable; support others to succeed and acknowledges their contributions.
7) Encouraging Innovation in an Open, Team Based Environment Creates an environment conducive to teamwork, continuous learning and innovation; Thinks beyond existing paradigms; builds alliances and promotes open communication and collaboration to achieve joint objectives.
8) Creating an Environment that Supports Continuous Learning & Knowledge Sharing Uses knowledge to equip clients and staff; promotes continuous learning environment; Shares knowledge and information; Builds partnerships and creates an environment for learning and knowledge sharing
9) Influencing & Resolving Differences Across Boundaries Gains support and commitment from others even without formal authority; resolves differences by determining needs and forging solutions that benefit all parties; promotes collaboration and facilitates teamwork across organizational boundaries; Breaks down barriers between units.
10) Promoting Diversity and Inclusion (D&I) Builds diverse teams and manages differences to achieve business results. Demonstrates commitment to D&I through staffing decisions (recruitment, promotion recognition, etc.). Respects and values differences; listens with an open mind and enables all staff to actively, visibly contribute. Challenges preferences in self and others that may affect workplace decisions. Models behaviors that promote a more inclusive organizational culture.
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