Deputy Director, Air Navigation Capacity and Efficiency, Montreal, Canada

Closing Date: Monday, 13 January 2014

More vacancies from:

Organization

ICAO - International Civil Aviation Organization

Country

Canada

City

Montreal, Canada

Office

ICAO HQ Montreal

Grade

P-5

International Civil Aviation Organization
Vacancy Notice
POSITION INFORMATION
Post Title: Chief, Field Personnel Section
Level: P-5
Duty Station: Montréal
Vacancy Notice: 2013/47/P 103717
Deadline for applications: 13 January 2014
Date for entry on duty: After 13 January 2014
THE ORGANIZATIONAL SETTING
The Field Personnel Section (FPS) of the Technical Co-operation Bureau (TCB) is responsible for the recruitment and administration of field personnel staff, experts and consultants recruited against project funds in the Technical Co-operation Bureau, and for the administration of conditions of service of Technical Co-operation Field Project staff, in accordance with the provisions of the ICAO Field Services Staff Rules and Regulations, TCB Field Personnel Instructions Manual as well as other United Nations Common System administrative recommendations and decisions. The Field Personnel Section (FPS) also establishes grading standards for Technical Co-operation field positions and negotiates with States on the selection and release of experts. Chief, FPS reports directly to the Director, Technical Co-operation Bureau, whom s/he advises on field personnel issues, as required. Furthermore, the incumbent supervises all Professional and General Services staff of the Section, as well as additional staff, when required.
MAJOR DUTIES AND R ESPONSIBILITIES
Function 1 (incl. Expected results) Manages the Field Personnel Section, develops policies and guidelines for experts and plans implementation, achieving results such as:

• Plan and coordinate the work programme of the Section, determine objectives, standard operating procedures of the Section, identify best practices suitable for the Technical Co-operation Bureau on recruitment and administration of experts in the field.
• Direct and supervise the recruitment and administration of Field Personnel, including appointments, extensions, transfers, placements and promotions, ensuring timely recruitment of experts as well as reinforcing the efficacy and effective implementation of Field Personnel policy, rules and regulations related to offers of employment, appointments, promotions/salary upgrading, transfers, assignments, salaries, allowances, medical clearance, home/annual leave, social security, disciplinary cases, compensation, capacity building, performance reports and separations.
• Review the existing Field Personnel policies and procedures; oversee and modify, as necessary, the priorities, methods, performance and achievements of the Recruitment and Field Personnel Administrative Units; interpret and determine or recommend on the application of policy and rules embraced by the ICAO Field Service Staff Rules, TC Field Personnel Instructions, National Personnel Project Manuals, and precedent rulings.
• Review Project Job Descriptions, Terms of Reference and obtain host government's formal approval of the selected candidate.
• Ensure the implementation of ISO (International Organization for Standardization), e-Recruiter and Agresso Systems. Determine grading standards for TC posts.
• Maintain liaison and consult on TC Personnel matters with Officials of the Bureau, Human Resources Branch (HRB), Regional Offices of ICAO, UN, United Nations Development Programme (UNDP), Legal Bureau, ICAO Delegations, Governments and private institutions.
• Administer ICAO's Field Security Programme, liaising with UN Designated Field Security Office.

Function 2 (incl. Expected results) Manages the performance management programme and related policies, system and procedures , achieving results such as:

• Provide advisory support to Chiefs of Section/Unit, Senior Managers, Project Coordinators, Staff at large on performance management issues, Field Services Staff Rules and Regulations.
• Keep abreast of development in the UN Common System with regard to field staff development and performance management systems, policies and practices.
• Lead the enhancement of on-going development of ISO System, policies and procedures.
• Develop and implement a comprehensive evaluation report including questionnaire for Project Coordinators and field staff at large.

Ensure regular follow-up on and timely completion of Performance Evaluation Report for field staff. Analyse Performance Evaluation Report including questionnaire received from Projects regarding expert's performance.
Function 3 (incl. Expected results) Manages and oversees the development of TCB computerised Roster of Experts, ensures succession planning and related policies, achieving results such as:

• Develop and oversee the procedures for periodic update of TCB roster to ensure currency of information and availability of candidates, recommend enhancements to the roster to ensure its optimum use and the timely recruitment of project personnel.
• Analyse and revise the skill codes for each expert retained on roster by applying the TCB roster coding system for the e-Recruiter System.
• Plan, analyse and address procedural and operational problems related to field personnel as they occur, verifying the accuracy of contracts prepared for ICAO Technical Co-operation field service.
• Plan and coordinate the delivery of TCB capacity building activities with Field Operations, Fellowship Unit and ICAO training Unit programme.
• Propose innovative ways of providing career progression initiatives, including succession planning.
• Advise staff on learning/development opportunities, providing coaching and counselling.

Function 4 (incl. Expected results) Leads and manages a broad range of other Field Personnel functions and activities, achieving results such as:

• Address the queries and recommendations from both external and internal audits related to recruitment and administration of experts and field personnel assigned to projects.
• Ensure the timely preparation of statistical data of Technical Co-operation field staff for management purposes, as well as for the UN Joint Inspection Unit.
• Coordinate common system surveys on conditions of service in coordination with the Bureau of Administration and Services (ADB), Human Resources (HR).
• Propose revision of local salary scale, upon request from Member States.

Function 5 (incl. Expected results) Leads, supervises and manages the work and staff of the Field Personnel Section, achieving results such as:

• Plan, organize and manage assigned resources to provide timely and effective service delivery.
• Assess performance, recognize outstanding performance and address under-performance.
• Represent TCB in all meetings related to Field Personnel issues in coordination with HR.
• Prepare annual reports and ensure that the staffing table for Project staff is being updated.
• Perform other related functions, as assigned.

QUALIFICATIONS AND EXPERIENCE
Education al background An advanced level university degree (Masters' degree or equivalent, which should be substantiated by the applicant) preferably with specialization in Human Resource Management, public or business administration, social sciences or related field, is required.
Professional experience and knowledge

• A minimum of ten years of hands-on experience in Human Resources Management, staff administration, recruitment, field personnel, including three to five years within the United Nations Common System, public sector, government or international organization.
• Demonstrated professional competence and success in the delivery of effective Human Resources Policies. Broad knowledge and cross-functional exposure to other areas, such as consultants, classification, performance management, staff development, mobility, contract management, compensation and benefits.
• Knowledge of best practices in international HR matters including UN Common System and ability to interpret and apply Field Services Staff Rules and regulations.
• Experience in using contemporary enterprise resource planning (ERP) systems as well as other electronic systems and applications is an asset.
• Skills and experience should be particularly strong in case analysis, disciplinary procedures, planning and work management.
• Strong communication skills - both written and verbal.

Language Skills
Fluent reading, writing and speaking abilities in English are essential. A working knowledge of a second language of the Organization (Arabic, Chinese, French, Russian, or Spanish) is an asset.
Competencies

• Judgment and Decision-making: The person is in a role where s/he is expected to identify key issues quickly, gather relevant information, consider positive and negative impacts, check assumptions against facts and make tough decisions when necessary.
• Creativity: The willingness and ability to develop new ideas, improve existing processes, and thinking 'outside of the box'.
• Communication: The ability to convey oral and written communication clearly and concisely; listening to understand, and asking questions to verify understanding.
• Planning and Organizing: The ability to set clear goals, to prioritize, to anticipate problems or risks and use time efficiently.
• Client Orientation: The willingness and ability to see things from the clients' perspective, anticipate client needs and concerns; find appropriate solutions for clients and keep clients informed.
• Technological awareness: The willingness and ability to keep abreast of available technology, understand the applications and limitations of technology, and actively seek to apply and learn about new technology.
• Leadership: Anticipates and resolves conflicts by pursuing mutually agreeable solutions, identifies strategic issues, opportunities and risks. Works collaboratively with colleagues to achieve organizational goals and acts without consideration of personnel gain, stands by decisions that are in the Organization's interest, even if they are unpopular.

CONDITIONS OF EMPLOYMENT
It should be noted that this post is to be filled on a fixed-term basis for an initial period of three years (first year is probationary for an external candidate). ICAO staff members are international civil servants subject to the authority of the Secretary General and may be assigned to any activities or offices of the Organization within the duty station.
ICAO staff members are expected to conduct themselves in a manner befitting their status as international civil servants. In this connection, ICAO has incorporated the 2001 Standards of Conduct for the International Civil Service into the ICAO Personnel Instructions.
ICAO offers an attractive benefit package to its employees in accordance with the policies of the International Civil Service Commission (ICSC). The statutory retirement age for staff entering or re-entering service after 1 January 1990 is 62 and 65 after 1 January 2014. For external applicants, only those who are expected to complete a term of appointment will normally be considered.
Remuneration: Level P-5 Rate Single Dependency (*) Post Adjustment is subject to change. Net Base Salary per annum 80,734 86,904 + Post Adjustment (net) per annum(*) 48,359 52,055
HOW TO APPLY Interested candidates must complete an on-line application form. To apply, please visit ICAO's e-Recruitment website at: https://careers.icao.int. Candidates who applied to Vacancy Notice 2013/30/P 103717 must re-apply if they wish to be considered.
NOTICE TO CANDIDATES ICAO does NOT charge any fees or request money from candidates at any stage of the selection process, nor does it concern itself with bank account details of applicants. Requests of this nature allegedly made on behalf of ICAO are fraudulent and should be disregarded.