PROTECTION FROM VIOLENCE TECHNICAL OFFICER LIBYA TRIPOLI

Position:                                          Protection from Violence Technical Officer (Protection Case Management)

Grade:                                             6

Reports to:                                     ICLA PM (with technical supervision from the Protection from Violence Regional Advisor)

Supervision of:                              N/A

Duty station:                                 Tripoli    

Travel:                                            50 %

Duration and type of contract: 6 months renewable based on performance and availability of funds (National Contract).

All NRC employees are expected to work in accordance with the organisation’s core values: dedication, innovation, inclusivity and accountability. These attitudes and believes shall guide our actions and relationships. As a part of its assistance, NRC provides information, counselling and legal assistance (ICLA) services to empower project participants and support them to claim and exercise their rights and access justice.

1. Role and responsibilities

   The purpose of a Protection from Violence Technical Officer position is to contribute with specific technical competences to project implementation. This position will normally not entail management responsibility of staff, but under certain circumstances the job may entail management responsibility for a very limited number of staffs at assistant level. These circumstances can either be related to a time-bound support or permanent but in scope limited administrative support. If supervision of technical or a wider range of staff is needed, the position of Team Leader is to be used.

   In the usual norms, Protection from Violence (PfV) is a separate core competency (CC), however in the current context of Libya, PfV will be initiated under Information, counselling and legal assistance (ICLA) CC. This situation might change in the future.  

   Generic responsibilities (max 10) 

   These responsibilities shall be the same for all positions with the same title. The responsibilities shall be short and essential. Details belong in the Work- and Professional Development Plan.

2. Ensure compliance with NRC policies, guidelines and standards.

Specific responsibilities 

These responsibilities shall be adapted to the particularities of the job location and context, phase of operation, strategic focus and type of programme intervention. This section shall be revised whenever a new employee is hired or the context changes significantly. The line manager drafts the specific responsibilities and sends them to his/her line manager for approval. 

Critical interfaces

By interfaces, NRC means processes and projects that are interlinked with other departments/units or persons. Relevant interfaces for this position are:

Scale and scope of position Staff: N/A Stakeholders: Key external stakeholders the post has relationships with (e.g. UN agencies, INGOs, local NGOs, civil society, governmental bodies) Budgets: N/A Information: Brief description of the information resources the postholder is responsible for at CO level (e.g. GORS, Agresso, Webcruiter, Intranet) Legal or compliance: Brief description of any legal or compliance responsibility the postholder has (term of employment, vendors, donors)

Competencies are important in order for the employee and the organisation to deliver desired results. They are relevant for all staff and are divided into the following three categories:

1. Professional competencies 

These are skills, knowledge and experience that are important for effective performance. 

Generic professional competencies for this position: 

Context/specific skills, knowledge and experience:

2. Behavioural competencies (max 6)

These are personal qualities that influence how successful people are in their job. NRC’s Competency Framework states 12 behavioural competencies, the following are essential for this position:

3. Performance Management

The employee will be accountable for the responsibilities and the competencies, in accordance with the NRC Performance Management Manual. The following documents will be used for performance reviews: