RECRUITMENT PROFILE Profile: Protection

Transcription

1 RECRUITMENT PROFILE Profile: Protection The protection profile refers to a wide range of functions that UNHCR undertakes globally. Each function may require particular knowledge and skills demonstrated through your educational background or prior work experience. Chief among the protection functions are: a. Legal b. General Protection c. Field (Protection) d. Refugee Status Determination e. Durable Solutions f. Repatriation g. Resettlement Each of the functions mentioned above may require the incumbent to undertake a variety of activities at different grades (P2, P3, and P4). The profiles of these functions (at the P2 level) are provided in the following pages. The minimum criteria used by UNHCR to screen IPR candidates who have expressed their interest in undertaking these functions are also listed

2 a. Legal Standard Job Description 1. Assist the protection unit to discharge protection duties mainly with regard to the establishment of an effective eligibility commission; 2. Assists in the preparation of and participation in the training courses on eligibility for immigration and other appropriate officials, including governmental counterparts; 3. Assists with individual cases or groups of refugees through interviews, correspondence and demarches with the appropriate authorities in respect of access to the status determination procedure and other rights; 4. Closely follow legislative developments, and of regulations affecting refugees, and promotes improvements where necessary; 5. Promote accession to the 1951 Convention and other international instruments of concern to UNHCR and provide advice on the development of relevant national legisilation; 6. Reports on developments and incidents involving protection concerns and in this regard would liaise with other protection staff; 7. Participate in registration activities, compilation of statistical information and other data concerning asylum-seekers in the region; 8. Assess the social and economic rights of existing and/or potential refugee groups; 9. Assists with the national documentation, tracing and family reunification of returnee families and unaccompanied minors, and liaise with the appropriate NGOs and other agencies involved in this process, in coordination with the Senior Regional Social Services Officer; 9. Undertakes other tasks as assigned. Managerial Competencies (see attached Annex for details) MC03 Managing Performance MC04 Coaching and Developing Staff MC06 Political and Organisation Awareness Functional Competencies (see attached Annex for details) PT02 Protecting Refugees and other Persons of Concern to UNHCR PT03 Establishing Eligibility for Refugee Status PT04 Providing Legal Support and Advice LC1 Providing Legal Advice Minimum criteria used to screen IPR candidates for the legal function: Education: A university degree in law at the undergraduate level. Shorter, advanced level degrees in law (L.L.M) are not, in themselves, a qualification. Work experience: At least 2 years of relevant work experience in the area of asylum, immigration and nationality issues in recent years.

3 b. Protection Standard Job Description 1. Promotes the elaboration and approval of a national law for the determination of refugee status and presents propositions to appropriate authorities; 2. Intervenes with authorities when there are violations of refugee law, e.g. abusive detention, arbitrary detention, abduction, etc.; 3. Assists in the eligibility interviews and provides protection to refugees and persons of concern to UNHCR; 4. Undertakes regular visits to field sites in the region and monitors all protection issues, develops a dialogue with refugees and local authorities to be fully aware of the situation; 5. Participates in training activities in the field of refugees and human rights law for selected groups, such as implementing partners and local authorities; 6. Ensure that protection is mainstreamed in all aspects of the operation by UNHCR and its partners; 7. Assists in assessment needs for durable solutions, individual and mass repatriation, resettlements and local integration, as and when necessary and provides recommendations to supervisor; 7. Undertakes other duties as required. Managerial Competencies (see attached Annex for details) MC03 Managing Performance MC04 Coaching and Developing Staff MC06 Political and Organisation Awareness Functional Competencies (see attached Annex for details) PT02 Protecting Refugees and other Persons of Concern to UNHCR PT03 Establishing Eligibility for Refugee Status PT05 Promoting Refugee Law/Protection Principals PT06 Protecting Refugees and Other Persons of Concern at Field Level PT07 Providing Protection Information Minimum criteria used to screen IPR candidates for the protection function: Education: A university degree in Law, Human Rights, Political Science, International Relations at the undergraduate level or higher. Work experience: At least 2 years of relevant work experience in the area of international protection, human rights, asylum, immigration and nationality issues in recent years.

4 c. Field (Protection) Standard Job Description 1. Undertake periodic field trips to areas with a high concentration of refugees/returnees to ensure UNHCR's presence and protection 2. Prepare reports on protection issues in the country with proposals for intervention with appropriate authorities, if required 3. Participate in the needs assessment of refugees, vulnerable groups, and displaced persons and make proposals for assistance programmes in cooperation with local authorities and aid agencies 4. Assist the office in monitoring the security and safety situation through contact with local population, refugees, and displaced persons, and in cooperation with other UN agencies, and NGOs in the country 5. Follow the political and economic developments in the country taking into account the potential return of refugees to their places of origin; keep UNHCR and refugees in the countries of asylum informed on safety and security issues in the areas of return. 6. Promote the respect for human rights through contacts with community leaders and facilitate a dialogue between refugees and the local population. 7. Propose confidence building measures between groups/persons and initiate discussions between ethnic and political groups when tensions exist, with a view to promoting reconciliation and peaceful co-existence. 8. Maintain good working relations with local authorities other UN agencies and other UN agencies Managerial Competencies (see attached Annex for details) MC03 Managing Performance MC04 Coaching and Developing Staff MC06 Political and Organisation Awareness Functional Competencies (see attached Annex for details) PT06 Protecting Refugees and other Persons of Concern at Field Level DS01 Facilitating the Voluntary Repatriation Process PG13 Implementing Field Operations. PT07 Providing Protection Information. PT05 Promoting Refugee Law/Protection Principles. Minimum criteria used to screen IPR candidates for the field (protection) function: Education: A university degree in Law, Human Rights, Political Science, International Relations, Developmental Studies, Social Science or related fields at the undergraduate level or higher. Work experience: At least 2 years of relevant work experience in the area of humanitarian issues, human rights, international protection, asylum, immigration and nationality issues in recent years.

5 d. Refugee Status Determination (RSD) Standard Job Description 1. Coordinate RSD activities and conducting refugee status determination interviews, draft legal assessments and make recommendations on refugee status in accordance with UNHCR guidelines and procedural standards. 2. Monitor first instance RSD interviews and review first instance recommendations on refugee status. 3. Provide RSD counselling to refugees, inform and act upon reports received from refugees within the refugee community or from the local authorities, and follows up on protection issues with the authorities concerned, including court cases concerning refugees. 4. Conduct research on country of origin and legal issues, manage and improve the country of origin knowledge base, report on general trends in the relevant countries of origin and reply to queries on specific legal and protection issues, while referring to the supervisor or seeking for advice on more complex issues. 5. Assist in training and coaching the staff, and in build the capacity of the authorities to conduct RSD and provide effective protection. 6. Other duties, as required. Managerial Competencies (see attached Annex for details) MC03 Managing Performance MC04 Coaching and Developing Staff MC05 Managing Resources MC06 Political and Organisation Awareness Functional Competencies (see attached Annex for details) PT03 Establishing eligibility for refugee status PT05 Promoting refugee law/protection principles PT06 Protecting refugees and other person of concern PT07 Providing protection information SD05 Training delivery Minimum criteria used to screen IPR candidates for the RSD function: Education: A university degree in Law, Human Rights, Political Science, International Relations, Developmental Studies, Social Science or related fields at the undergraduate level or higher. Work experience: At least 2 years of relevant work experience in the area of adjudication, asylum, immigration and nationality issues that provide a good understanding of RSD, in recent years.

6 e. Durable Solutions Standard Job Description 1. Actively consult with all segments of the refugee/idp community to assess their preferred solutions, pre-conditions and constraints; 2. Identify and actively promote return, resettlement and local integration opportunities for refugees and others of concern to UNHCR. Take initiative and present proposals and plans vis-à-vis available durable solutions. 3. Coordinate with other units, such as reintegration and programme, with the Headquarters, with other UNHCR Offices in countries of origin, and with external entities, such as embassies of resettlement countries, international and local agencies and local authorites. 4. Ensure that all administrative tasks and logistical arrangements are followed up correctly and according to the protection standards. 5. Report on activities and statistics on movements and for follow-up on legal, social and the protection aspects of the economic reintegration of returnees. Managerial Competencies (see attached Annex for details) MC01 Strategic Planning MC03 Managing Performance MC04 Coaching and Developing Staff MC06 Political and Organization Awareness Functional Competencies (see attached Annex for details) DS01 Facilitating the Voluntary Repatriation Process DS02 Facilitating the Local Integration Process DS03 Facilitating the Resettlement Process PT06 Protecting Refugees and other Persons of Concern at Field Level PT05 Promoting Refugee Law/Protection Principles PT07 Providing Protection Information Minimum criteria used to screen IPR candidates for the durable solutions function: Education: A university degree in Law, Human Rights, Political Science, Social Science, Developmental Studies, Economics, International Relations, Business Administration or related fields. Work experience: At least 2 years of relevant work experience in the area of humanitarian work, international protection, asylum, immigration and nationality issues in recent years.

7 f. Repatriation Standard Job Description 1. Assist with the implementation and monitoring of the voluntary repatriation operation; 2. In close cooperation with the Implementing Agencies - Commissioner for Refugees (COR) and Non-governmental Organizations (NGOs) plan and carry out repatriation information campaigns to allow refugees to have access to all information required for their decision to return voluntarily; 3. Build trust and maintain a constant dialogue with all members of the refugee community before and durign repatriation to monitor volunteriness at all times; 4. Facilitate all formalities connected with transport, including personal belongings of the repatriant; 5. Supervise data processing, preparation and revision of master lists and monitor all statistics for the repatriation programme including the identification of groups at risk and vulnerable persons and secure family unity during the movement; 6. Maintain liaison with government officials at professional level and NGOs concerned with the refugee programme to ensure that the voluntary character of the repatriation is fully respected and recognized and discuss problems and seek solutions connected with the voluntary repatriation process; 7. Prepare situation reports and maintain records and data on actual progress of the repatriation activities; 8. Actively liaise and keep informed the coutnry of origin to secuire information and preparation in areas of reurn. Provide referrals for vulnerable cases to ensure due reception and follow-up; 9. Undertake other activities as required Managerial Competencies (see attached Annex for details) MC03 Managing Performance MC04 Coaching and Developing Staff MC06 Political and Organisation Awareness Functional Competencies (see attached Annex for details) DS01 Facilitating the Voluntary Repatriation Process. PG04 Assessing Beneficiary Needs and Availability of resources PG07 Monitoring and Evaluating Programmes/Projects PG13 Implementing Field Operations PT06 Protecting Refugees and Other Persons of Concern at Field Level PL07 Logisitics Implementation. Minimum criteria used to screen IPR candidates for the repatriation function: Education: A university degree in Law, Human Rights, Political Science, Social Science, Developmental Studies, Economics, International Relations, Business Administration or related fields. Work experience: At least 2 years of relevant work experience in the area of humanitarian work, international protection, asylum, immigration and nationality issues in recent years.

8 g. Resettlement Standard Job Description 1. Identify and interview refugees following established procedures to assess resettlement needs and process suitable candidates for resettlement; 2. Assist in the identification and processing of group resettlement; 3. Prepare written documentation for resettlement submission, and take appropriate decisions as required by UNHCR s Standard Operational Procedures; 4. Implement resettlement policies, strategies, and standard operating procedures to maintain a coherent, credible, and transparent resettlement programme; 5. Provide counselling and advice to refugees concerning criteria, prospects, and problems in connection with the resettlement process; 6. Supervise and ensure the maintenance of accurate resettlement statistics in order to assess local and regional trends with a view to keep Headquarters and relevant embassies informed of developments; 7. Assist in the dissemination of resettlement policy issues among refugees, partners, and Government authorities; 8. Prepare situation reports and compile correct monthly resettlement reports to supervisors and UNHCR Headquarters; 9. Maintain close co-operation with resettlement country representatives at the duty station; 10. Perform other duties as required. Managerial Competencies (see attached Annex for details) MC03 Managing Performance MC04 Coaching and Developing Staff MC06 Political and Organisation Awareness Functional Competencies (see attached Annex for details) DS03 Facilitating the resettlement process PT06 Protecting Refugees and other Persons of concern at Field Level PT07 Providing Protection Information DE04 Managing and sharing information and expertise Minimum criteria used to screen IPR candidates for the resettlement function: Education: A university degree in Law, Human Rights, Political Science, International Relations, Social Science, Developmental Studies or related fields at the undergraduate level or higher. Work experience: At least 2 years of relevant work experience in the area of humanitarian work, international protection, asylum, immigration and nationality issues in recent years.

9 ANNEX MC01 STRATEGIC PLANNING Managerial Competencies Demonstrates the ability to develop and communicate a clear strategic direction, taking into account the needs of beneficiaries, in particular children, adolescents and women, and the interests of the organisation as a whole. Why it matters Managers within UNHCR need to be capable of determining the strategic direction for their area of responsibility in support of UNHCR's overall policy and objectives, with a focus on the beneficiaries. A key requirement is the ability to stand back and focus on long term direction, whilst at the same time maintaining an appropriate level of involvement in day to day issues. I. Steps back from operational issues to focus on a long term direction for the area of responsibility which directly links the needs of beneficiaries with overall UNHCR objectives. II. Consults with groups inside and outside the organisation as appropriate to ensure that the strategic direction is realistic and suitable. III. Develops challenging but realistic goals for the area of responsibility which provide staff, donors and other interested parties with a clear and common understanding of the strategic direction. IV. Involves staff in developing the strategic direction, and obtains their commitment to the proposed strategic direction and goals and the means to achieve them. V. Ensures that the specific needs of children, adolescents and women are taken into account in the development of strategic directions. MC02 LEADERSHIP Demonstrates the ability to carry out the organisation s vision to manage changes, to make sound and timely decisions and be accountable for them, and to lead, build and motivate the team to achieve planned results. Why it matters As leaders, managers carry forth the vision and purpose of the organisation. Others - the leadermanager guides his or her unit through changes and transitions. Managers also need to make decisions in situations where there is no single, obvious right answer. In these situations, they must display sound judgement combined with a readiness to act in a decisive and timely fashion, and be prepared to take calculated risks and accept responsibility for the consequences. But managers also need to achieve results through others. Team building - the ability to build and motivate teams in order to get the most out of them - is crucial to success. I. Acts as a role model for managerial behaviour within UNHCR and positively represents UNHCR's vision in dealing with others, demonstrating behaviour which is gender sensitive and contributing concretely to achieving gender balance at all levels in UNHCR. II. Takes sound and timely managerial decisions, (including those of a sensitive or contentious nature) which are consistent with UNHCR s vision and purpose. III. Assumes responsibility and accepts accountability for his/her decisions. IV. Explains the reasons for decisions to those who implement or are affected by them. V. Builds and leads a mutually supportive team, in which all team members are motivated and encouraged to make their contribution. VI. Encourages individuals to take initiatives and responsibility for putting ideas/activities into practice and making them work, such as initiatives concerning children, adolescents and women.

10 MC03 MANAGING PERFORMANCE Demonstrates the ability to agree objectives and competencies with staff which will support achievement of the office's plans, and to provide them with feedback on their performance. Why it matters In order to achieve results, managers need to set the direction, focus staff members on specific objectives, and monitor and support their performance. A performance appraisal process, properly applied, can be a vital tool in managing and improving the performance of staff to achieve the operation's objectives and meet required standards of performance. I. Guides staff in understanding operational priorities for the period in question, and agrees objectives with them which reflect these priorities. II. III. Guides staff in understanding the competencies required in the job as a whole. Gives regular, constructive feedback on performance which is aimed at helping the staff member to capitalise on strengths and improve performance in areas of need, and carries out a timely mid-term progress review. IV. Appraises the performance of staff honestly, fairly and consistently, respecting UNHCR guidance on applying the appraisal process (e.g. timing, application of rating scale etc). V. Gives staff with performance difficulties every reasonable opportunity and assistance to improve, but always addresses the problem directly, using the appropriate procedures. VI. Takes responsibility as Reviewing Officer for ensuring that the appraisal process is correctly carried out by supervisors, and appraising their performance fairly as a result. MC04 COACHING AND DEVELOPING STAFF Demonstrates the ability to provide effective coaching and encourage appropriate development activities in order to support all staff in identifying and meeting their training and development needs, with due regard to organisational goals for female representation. Why it matters Staff development plays an important role in ensuring that all staff are able to achieve their objectives, meet required standards of performance in their current job, and acquire skills needed for future career plans where appropriate. But staff development is not limited to formal, off-the-job training courses. Managers have a crucial role to play, by helping all staff understand their training and development needs, and providing them with opportunities to meet them. In support of this, managers need to recognise the importance of good coaching skills. I. Supports staff in identifying their training and development needs in relation to competencies required to do the job. II. Provides effective feedback and coaching to staff managed, with the aim of guiding them to improve their performance or acquire new competencies. III. Seeks to maximise the use of on-the-job opportunities for developing staff, and in lieu of formal training, supports cost effective methods of development. IV. Encourages learning activities which foster team building and effective teamwork. V. Counsels staff in reviewing their future career options and identifying realistic career goals; facilitates achievement of development activities in support of goals where feasible and appropriate. VI. Actively promotes the mentoring, training, development, assignment and posting opportunities for female staff members within UNHCR, and the achievement of the goals for female representation at all levels within the organisation. MC05 MANAGING RESOURCES

11 Demonstrates the ability to plan and use resources (people and/or finance and/or physical assets) in accordance with UNHCR/UN guidelines and delegated accountability so that objectives are achieved in the most effective and equitable manner possible. Why it matters Resources are limited and must be used to the best effect for the benefit of refugees, to maintain the essential staff confidence in management, and government confidence in UNHCR. I. Uses the agreed strategic direction for the area of responsibility to identify, prioritise and plan resource requirements as accurately and as early as possible. II. Identifies the resources currently in place which would support achievement of the strategic direction and puts plans in place to gain additional resources if required. III. IV. Establishes 'indicators' to monitor the progress and effectiveness of plans and use of resources. Monitors the use of resources to ensure they are in line with UNHCR/UN rules and guidelines, and adjusts resource plans as required in response to changing circumstances. V. Reviews and evaluates achievements to enhance future planning and resource utilisation. VI. Ensures that, especially in times of limited resources, the needs of beneficiaries, and in particular those of children, adolescents and women, remain a priority consideration. MC06 POLITICAL AND ORGANISATIONAL AWARENESS Identifies and understands relationships, constraints and pressures affecting others, and especially refugees. Why it matters This competency underlines the importance for managers to be able to understand the motivations and objectives of others. It recognises the need to use both formal and informal networks to negotiate and gain commitment to the achievement of particular strategies or activities. To do this, the manager must appreciate others' concerns and requirements, and use this understanding to shape his/her approach. It involves influencing others to take personal responsibility for carrying forward ideas, and to be genuinely committed to outcomes. It is particularly important when negotiating with external contacts, such as government authorities. I. Understands and takes due account of the political objectives of organisations and individuals with whom UNHCR must work and whose actions affect the fate of refugees. II. III. Takes time to understand the culture and hierarchies of relevant external organisations. Continually looks for opportunities to add new contacts to strengthen his/her formal or informal network within UNHCR, with government authorities and with NGO, the wider UN community and other relevant organisations. IV. Makes consistent efforts to develop and utilise working relationships to achieve work-related goals, assisting and supporting contacts in their objectives where possible. V. Anticipates the effects of own actions and words in the culture/environment, and adapts own style appropriately to maximise impact and build trust.

12 Functional PT01 DEVELOPING A STRATEGIC PROTECTION FRAMEWORK Demonstrates the ability to develop a strategic protection framework which ensures the safety and wellbeing, according to international standards, of refugees and groups and persons of concern to the High Commissioner. 1. Shows a detailed understanding of the legal and political issues that impact on the area of operation and uses this to develop an approach to protection activities that is realistic and sensitive to the operational context. 2. Establishes a network of mutual trust with communities of persons of concern as well as influential contacts within the relevant authorities/institutions (e.g. Government, NGO's/international/regional organisations, academic institutions), by providing professional advice and information regarding protection issues. Takes time to understand their concerns and the possible implications of UNHCR activities. 3. Monitors significant legal activities, practices and approaches, and initiates and promotes initiatives for favourable refugee-related legislation/practises, by providing a constructive and well argued UNHCR view to the appropriate Government authority. 4. Monitors and analyses the political, security, human rights and other developments relevant to the Protection function of the Office. Seeks to assess the impact on potential internal displacements and refugee flows, and prepares reports/recommendations on prevention initiatives/measures. 5. Makes well judged interventions with the relevant government authorities at the appropriate level to discuss and agree actions on significant protection issues which impact on the work of UNHCR, or precedent setting individual cases. 6. Develops a protection strategy (including resettlement and voluntary repatriation) with clear objectives, which both supports the overall objectives of UNHCR and is in line with international protection standards. PT02 PROTECTING REFUGEES AND OTHER PERSONS OF CONCERN TO UNHCR Demonstrates the ability to provide principled, effective and sustainable responses to problems affecting the rights or legal status of refugees and other persons of concern to UNHCR. 1. Constantly monitors the security and safety of persons of concern to UNHCR and acts to ensure admission, prevent refoulement, forced displacement, arbitrary arrest and detention, physical attacks (including rape) etc. through speedy, timely, well judged and argued actions/interventions with the appropriate authorities. 2. Establishes constructive informal and formal relationships with local authorities and constantly reinforces the theme that protection of persons of concern to UNHCR is the responsibility of the government. 3. In consultation with colleagues, monitors and oversees through field visits all aspects of protection including provision of basic human needs (i.e. housing, education, nutrition, etc.) in camps and refugee hosting areas. 4. Works with groups of persons of concern to develop timely practical solutions to particular protection problems which meet both the short and long term needs of persons of concern and the local community. 5. Mobilises the UNHCR field network to gather information regarding the security of persons of concern and provides practical advice and guidance on how issues should be addressed. 6. Actively coordinates with other UNHCR staff to identify rapidly vulnerable groups and individuals, in particular women and children, and develops concrete initiatives to ensure that their specific protection needs are addressed. PT03 ESTABLISHING ELIGIBILITY FOR REFUGEE STATUS

13 Demonstrates the ability to determine the eligibility of asylum seekers in line with refugee law instruments, "soft law" and UNHCR practice. 1. Monitors population movements on borders, through information provided by border officials, Field staff, refugees and others, and acts to safeguard the right to seek asylum. 2. Conducts eligibility interviews in a thorough yet compassionate manner, using a range of interviewing techniques, in order to gather sufficiently accurate and detailed information to assess eligibility. 3. Analyses the information gathered during an eligibility interview, and identifies and uses additional information, e.g. country of origin information, to make an objective recommendation on eligibility based on UNHCR guidelines. 4. Speedily facilitates the resolution of individual cases, by presenting clear, well argued cases to the relevant authorities in an objective and diplomatic manner. PT04 PROVIDING LEGAL SUPPORT AND ADVICE Demonstrates the ability to provide effective legal advice in line with refugee law and doctrine. 1. Identifies, researches and provides prompt, principled and accurate advice and positions on refugee law and policy to a range of individuals and groups both within and external to UNHCR. Seeks to ensure that actions at field level conform to refugee law and doctrine. 2. Drafts position papers for UNHCR, EXCOM, government or other interested parties which are based on a clear and professional legal argument and will be understood by the readers. 3. Works on individual cases providing helpful advice and guidance to lawyers, refugees and asylum seekers which is based on a sound understanding of the legal issues. 4. Monitors and analyses country specific and international legislation as well as practices/approaches, to ensure that he/she continues to provide up to date professional advice to colleagues and external contacts, and to alert colleagues to potential problems. 5. Assesses the needs for capacity building at Government and NGO level, and develops initiatives that will have an overall impact on protection standards at country level. PT05 PROMOTING REFUGEE LAW/PROTECTION PRINCIPLES Demonstrates the ability to promote the principles of refugee law and protection to selected groups and individuals. 1. Encourages open and frank discussion of protection concepts and issues amongst UNHCR colleagues, and seeks to encourage them to focus on protection in their day to day activities. 2. Builds a network of external contacts, in particular with academic institutions, to promote refugee law and related human rights/humanitarian law. 3. Takes the initiative, using an appropriate style, to informally promote and explain protection issues to a range of individuals and groups, targeting in particular Government officials and operational partners. 4. Delivers speeches, presentations, and initiates debate to a range of audiences on topics that are relevant to the local situation and interesting to the audience. 5. Assesses training needs on protection issues of government groups and other external parties. Plans, organises, and designs training activities which are tailored to meet the needs and are delivered in a style that is appropriate to the audience. PT06 PROTECTING REFUGEES AND OTHER PERSONS OF CONCERN AT FIELD LEVEL

14 Demonstrates the ability to ensure that refugees and other persons of concern to UNHCR are protected in line with UNHCR guidelines at the point of delivery. 1. Establishes constructive informal and formal relationships with local authorities and constantly reinforces the theme that protection of persons of concern to UNHCR is the responsibility of the government. 2. Works with groups of persons of concern to develop practical solutions to protection problems and/or preventive measures which meet the needs of the persons of concern, the local community, and the local government. 3. Intervenes, as appropriate, in difficult situations in a positive and practical fashion ensuring that the risk to persons of concern is eliminated. 4. Takes opportunities in both formal and informal situations to explain protection issues to individuals or groups in a manner that is appropriate to the circumstances. 5. Identifies and submits priority cases for resettlement, based on discussions with individual refugees, and knowledge and understanding of quotas and appropriate procedures. PT07 PROVIDING PROTECTION INFORMATION Demonstrates the ability to record and disseminate protection information to a range of interested parties. 1. Provides a range of information (e.g. country of origin information or case law) to lawyers, government officials etc. which is up to date and is presented so that it is easy to understand. 2. Maintains accurate and up to date records of information relating to individual cases. 3. Records information gathered on countries of origin and ensures it is circulated to interested parties, both in the office and in HQ. 4. Generates accurate and timely internal protection reports, ensuring that they follow the appropriate format. DS01 FACILITATING THE VOLUNTARY REPATRIATION PROCESS Demonstrates the ability to assess, develop and implement voluntary repatriation activities, ensuring that they are safe and dignified and in accordance with UNHCR s Mandate and guidelines. 1. Interviews refugees to determine their long term individual protection needs and to ascertain whether voluntary repatriation may be an appropriate and available durable solution. 2. Proactively monitors, formally and informally, the security, conditions and absorption capacity in the country of origin to ensure that refugees will be returning to a situation where their security is guaranteed and return is sustainable. 3. Discusses and agrees voluntary repatriation activities sensitively with refugees, appropriate governments, local authorities etc., with a view to ensuring that repatriation is undertaken in a dignified and safe fashion. Implements information programmes, where necessary, organising confidence building visits to the country of origin. 4. Develops and communicates sound and well thought out repatriation plans in cooperation with other relevant UNHCR staff which incorporate both a legal framework for the volrep operation and lasting solutions for a possible residual caseload. 5. Implements and reports on the repatriation plan, taking an active role in ensuring that it is carried out in a manner that ensures the voluntary nature of return as well as the safety of the refugee population. 6. Proactively monitors the legal, economic and social reintegration of returnees and if appropriate develops initiatives, including Quick Impact Programmes (QIPs) to facilitate the reintegration process. DS02 FACILITATING THE LOCAL INTEGRATION PROCESS

15 Demonstrates the ability to provide effective local integration solutions based on a thorough understanding of refugee needs. 1. Interviews refugees to determine their long term individual protection needs and to ascertain whether local integration may be an appropriate and available durable solution if other options are not feasible in the long term. 2. Provides counselling to individual or groups of refugees, explaining the process, prospects and problems of local integration in order to enable individuals to be realistic about their future prospects. 3. Closely liaises with government bodies, NGOs and local authorities to ensure that any large scale integration takes into account local conditions and limitations (e.g. natural resources, land, infrastructure etc.). 4. Liaises with representatives of the local population on all potentially sensitive issues associated with local integration of refugees in order to develop long term plans which benefit local populations as well as the refugees. 5. Maintains accurate refugee statistics in order to assess local and regional trends and forecast needs with a view to keeping relevant authorities, NGOs etc. informed of major developments and assisting HQ in negotiating policies and regulations with the governments concerned. DS03 FACILITATING THE RESETTLEMENT PROCESS Demonstrates the ability to provide effective resettlement solutions based on a thorough understanding of refugee needs and criteria for resettlement. 1. Interviews refugees to determine their long term individual protection needs and to ascertain whether resettlement may be an appropriate and available durable solution if other options are not feasible in the long term. 2. Provides counselling to individual refugees, explaining the process, prospects and problems involved in resettlement, in order to enable individuals to be realistic about their future prospects. 3. Reviews cases with Protection and/or, if applicable, Community Services Officers and Health Coordinators to make a sound judgement on suitable action based on resettlement criteria. 4. Prepare robust, well organised case documentation for assessment and submissions which demonstrates knowledge and understanding of receiving country quotas and procedures. 5. Liaises with embassies, NGOs and UNHCR offices in prospective resettlement countries regarding possibilities as well as constraints to successful integration, and uses the information to manage refugees' expectations about their future prospects. 6. Maintains accurate refugee statistics in order to assess local and regional trends and forecast needs with a view to keeping embassies, NGOs etc. informed of major developments and assisting HQ in negotiating quotas with prospective resettlement countries. DE04 MANAGING AND SHARING INFORMATION AND EXPERTISE Demonstrates the ability to keep abreast of analyses and disseminate information on the region to a range of concerned parties. 1. Identifies information sources and requirements, and defines parameters for information collection both in the field and HQ, to ensure relevant and appropriate information is gathered and shared. 2. Identifies trends and implications of raw data to produce relevant and usable information, packaged in an appropriate format. 3. Promotes an understanding of UNHCR concerns, objectives and priorities for the region by providing information or expertise to interested parties, including donors.

16 4. Contributes an understanding of field realities to the development of UNHCR policies and guidelines, to ensure that they are fully recognised and addressed. 5. Knows sources of advice and guidance in HQ support divisions and mobilises their cooperation to provide it. 6. Drafts reports and submissions which are clearly and appropriately presented, and meet tight deadlines. PG04 ASSESSING BENEFICIARY NEEDS AND AVAILABILITY OF RESOURCES Demonstrates the ability to identify and analyse relevant information, and use this to develop programmes/projects which meet beneficiary needs whilst taking account of availability of resources. 1. Thoroughly researches the nature and composition of beneficiary population and local communities, and availability of resources, to support development of programmes/projects which will work effectively in the environment, which respect local culture and customs, and which will prevent or reduce vulnerability. 2. Closely monitors the evolving situation, using a range of techniques including observation, communication with beneficiary groups and implementing partners, meetings and reports and close collaboration with other UNHCR staff, to gather regular, up-to-date information on changing needs, paying specific attention to ethnic, national, gender and age groups and paying particular attention to identifying vulnerable groups. 3. Objectively reviews current programmes and projects, encouraging the involvement of beneficiary groups, local authorities and implementing partners where appropriate, to determine how far they meet existing and new needs. Uses these reviews as a basis for enhancing the impact of UNHCR projects. 4. Identifies a range of information sources, and collects and analyses information. Interprets and forecasts trends and utilises the results for development and refinement of UNHCR programmes/projects. 5. Looks beyond immediate needs to determine likely future needs and service requirements and assesses how these may affect plans being developed. PG07 MONITORING AND EVALUATING PROGRAMMES/PROJECTS Demonstrates the ability to establish an effective approach to monitoring and evaluating which supports accurate assessment of projects. 1. Develops an in-depth understanding of the details of individual projects, including contractual requirements and UNHCR's monitoring procedures, and uses this understanding in support of effective monitoring. 2. Evaluates direct and indirect evidence objectively and impartially, to come to a reasoned and accurate judgement on the extent to which implementing partners' or contractors monitoring reports reflect reality, how far projects are meeting their objectives as measured against agreed criteria, and whether the use of funds corresponds to progress made on project implementation. 3. Sets up a system of record keeping and information management and utilises the results of evaluation of projects to constructively modify project activities, so as to enhance their timeliness, cost effectiveness and quality and to ensure that the lessons learnt from programmes can be documented in UNHCR project monitoring reports. 4. Prepares accurate and timely reports on project progress and actual expenditures against budgets which express in clear and concise terms what progress has been made towards durable solutions, and how funds have been used. 5. Sets up a realistic monitoring system, employing a range of techniques including direct personal observation on site, liaison with other UNHCR staff and with beneficiary groups, regular meetings with implementing partners and timely submission of required reports. Encourages involvement to maximise effective collection of information.

17 PG13 IMPLEMENTING FIELD OPERATIONS Recognises the need to monitor activities regularly and responds to identified problems in a pragmatic and constructive fashion. 1. Regularly monitors refugee situations, (e.g. health, water, food and non food supplies) and seeks to resolve difficulties by working with refugees, NGOs or local authorities, and developing innovative and practical solutions to problems which meet the needs of the refugees and the local community. 2. Seeks to monitor population movements on borders or influxes into the camps, through information provided by border officials, refugees and camp managers, and liaises with the appropriate authorities to ensure that the right to seek asylum is safeguarded. 3. Clearly briefs refugee representatives, patiently explaining the role of UNHCR and local authorities, and their rights as refugees. On arrival carefully registers refugees, explains the camp system (food distribution, ration cards etc) and monitors integration into the camp. 4. Intervenes to resolve problems, within the camp or settlements, either by acting as a fair and impartial mediator between refugees, the local community or local government, or by raising the issue with the appropriate UNHCR staff. 5. Closely monitors logistics activities, such as movement of trucks and warehouse capacity, identifying potential areas of concern and raising them with the appropriate staff. SD05 TRAINING DELIVERY Demonstrates the ability to deliver training packages in a style which suits both the culture and learning requirements of the individuals concerned. 1. Undertakes appropriate level of personal preparation before delivering a training event, to ensure that training packages are delivered to the required standard. 2. Uses a range of workshop techniques to deliver training events, ranging from on-going programmes in support of CMS, to briefings on specialised subjects and facilitated workshops. 3. Shows flexibility during training events by adapting the content and materials to suit the needs and priorities of the participants. 4. Encourages questions from participants and addresses them by providing the appropriate support or information. 5. Contributes to the improvement of training packages by making recommendations for changes to content and delivery methods based on evaluation comments by participants and evaluation of own performance. LC01 PROVIDING LEGAL ADVICE Demonstrates the ability to provide independent legal advice to UNHCR and its staff on all matters other than those relating to protection of refugees according to generally accepted standards of skill and judgement required in the practice of law. 1. Provides legal opinions on issues relating to all aspects of UNHCR activities, including procedural questions and privileges and immunities of UNHCR and of the individual staff member, procurement and contracting, real estate property, licensing and insurance. 2. Provides legal advice on all agreements concluded by UNHCR, in particular host country agreements, Memoranda of Understanding with governments, other intergovernmental and non-governmental organisations, as well as agreements with donors, to ensure compliance with binding legal and procedural requirements.

18 3. Provides interpretation of UN Regulations and Rules (e.g. Financial and Personnel) and of administrative issuances, taking into account the particular status of UNHCR governed by its Statute and the delegation of authority to the High Commissioner. 4. Advises Headquarters and field offices on legal matters regarding staff questions, in particular on privileges and immunities, and follows up on arrest of staff in close co-operation with FSSS in order to ensure that the right of defence is respected; monitors the observance of applicable procedures, in particular regarding disciplinary and appeals cases. 5. Provides legal advice on dispute resolution with contracting partners and defence of claims from third parties, including preparation of case strategy. 6. Liaises with relevant offices and authorities in and outside of the UN system (e.g. UN Office of Legal Affairs and/or Human Resources Management; local authorities) in order to represent the Organisation with the aim to obtain favourable results on matters relating to the status of HCR and its staff.