ICLA Team Leader Jordan Mafraq Host Area

1. Role and responsibilities 

The purpose of a Team Leader is to manage a CC project team at field office level. 
The following is a brief description of the role. 

Generic responsibilities  

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. 

1.    Management of project staff 
2.    Implement plan of action for delegated portfolio of CC projects (activities, budget and project documentation) 
3.    Day to day follow of progress in project implementation. 
4.    Ensure compliance with NRC policies CC tools, handbooks, and guidelines. 
5.    Ensure that projects target beneficiaries most in need and explore and assess new and better ways to assist. 
6.    Promote and share ideas for technical improvement. 
7.    Prepare periodic progress reports and other documents. 
8.    Ensure capacity building of project staff and transfer key skills. 
9.    Liaison and collaborate with relevant local authorities and stakeholders. 

10. Promote the rights of IDPs/returnees in line with the advocacy strategy 

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. 
•    Design the team's information and counselling activities, set work plans in line with targets and oversee the quality of provided services.
•    Prepare and support provision of legal assistance services to NRC beneficiaries and participate in field                   activities as per ICLA implementation plan with ICLA team.
•    Supervise the implementation of ICLA programme guidelines and procedures in line with the strategy.
•    Provide technical support and coaching to subordinated staff who delivers direct services to beneficiaries,              including through the development of dedicated work tools and IEC materials.
•    Build the capacity of the team members and ensure that the team have completed all necessary trainings as           required by NRC.
•    Coordinate the team's activities internally within NRC and externally with local communities, stakeholders, and  partners, including overseeing referral activities.
•    Conduct regular quality check exercises, ensure data quality of the team and provide feedback sessions                 accordingly when needed.
•    Coordinate activities with community-based organizations (CBOs) and joint activities with other NRC core               competencies in his/her assigned geographical area of operation.
•    Ensure supervision of ICLA activities with community-based organizations (CBOs), volunteers and joint                  activities with other NRC core competencies in his/her assigned geographical area of operation.
•    Produce periodic quantitative and qualitative reports on operational issues and field trends.
•    Ensure proper documentation of volunteers and CBOs related documents and keep track of the contracts               renewal.
•    Ensure that all project activities related financial documentation is collected and archived as per NRC Financial and SSD policies and guidelines.
•    Provide any other tasks as requested by the line manager.

Critical interfaces 
    By interfaces, NRC means processes and projects that are interlinked with other departments/units or persons.       Relevant interfaces for this position are: 
•    Project planning: CC Specialists
•    Area operations: Support Coordinators (field office coordinators)
•    Staff capacity building: CC Specialists, HR Development Officer
•    Implementation: CC Specialists 
 

Scale and scope of position
    Staff:     3 officers  
    Stakeholders: UN agencies, INGOs, local NGOs, civil society, governmental bodies 
    Budgets:  ICLA projects in the relevant field area 
    Information: GORS, Agresso, NRC People system, Intranet and ICLA Database.    
   Legal or  compliance: term of employment, donors .

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

• 1. Professional competencies 
  These are skills, knowledge and experience that are important for effective performance. 
  
  Generic professional competencies for this position: 
  •    Experience from working a project implementation position in a humanitarian/recovery context. 
  •    Previous experience from working in complex and volatile contexts. 
  •    Documented results related to the position’s responsibilities. 
  •    5Knowledge about own leadership skills/profile 
  •    Fluency in English, both written and verbal 
  
  Context-related skills, knowledge, and experience (shall be adapted to the specific position): Qualification requirement: bachelor’s degree or equivalent Years of Experience: 2 
  •    Knowledge and experience related to counseling and/or paralegal, empowerment, and protection programming. 
  •    Experience in case work/ case management •     Good written and spoken English. 
  •    Previous NGO work experience 
  •    Knowledge about own management and leadership skills and profile 
  •    Knowledge of the displacement context in Jordan 
  •    Basic knowledge about data management 
  •    Native fluency in Arabic 
  
  3. Behavioral competencies
  
  These are personal qualities that influence how successful people are in their job. NRC’s Competency Framework states 12 behavioral competencies, and the following are essential for this position: 
  •    Handling insecure environments 
  •    Managing resources to optimize results. 
  •    Empowering and building trust•    Managing performance and development  
• •     Planning and delivering results. 
  
  4. 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: 
  •    The Job Description 
  •    The individual Work- and Professional Development Plan • The Competency Framework