Senior Programme Management Officer

ECA’s mission is to deliver ideas and actions for an empowered and transformed Africa; informed by the 2030 SDGs and Agenda 2063. The mission is guided by ECA’s five strategic directions, which are: advancing ECA’s position as a premier knowledge institution that builds on its unique position and privilege to bring global solutions to the continent’s problems and take local solution to the continent; developing macroeconomic and structural policy options to accelerate economic diversification and job creation; designing and implementing innovative financing models for infrastructure, and for human, physical and social assets for a transforming Africa; contributing solutions to regional and transboundary challenges, with a focus on peace security and social inclusion as an important development nexus; advocating Africa’s position at the global level and developing regional responses as a contribution to global governance issues. This post is located in the Economic Commission for Africa, Addis Ababa, Ethiopia.

The incumbent works in the Office of the Executive Secretary with a direct reporting line to the Deputy Executive Secretary for Programme Support (DES/PS). He or she supports and advises the DES/PS on strategic management and coordination of operational activities of the Programme Support pillar of the ECA.

a. Closely supports the Deputy Executive Secretary in promoting and coordinating the programme of work of the Programme Support pillar in close collaboration with internal and external key stakeholders, relevant divisions and sections. b. Develops and operationalizes the strategy, implementation plan, coordination, and reporting mechanisms for effective interdivisional and inter-offices collaboration in the delivery of the programme of work of the Programme Support pillar, including associated change management initiatives; directs subordinates engaged in these processes. c. Takes the lead to analyze, review and strengthen linkages and system-wide coherence between the different workstreams under the Programme Support pillar. d. Fosters integrated resources planning and utilization and the development of supporting standard operating procedures. e. Reviews and/ or directs the review of relevant documents and reports; identifies priorities, problems and issues to be addressed and proposes corrective actions; liaises with relevant parties; identifies and initiates follow-up actions. f. Ensures coordination and coherence of the collective work of the Commission’s sub-regional offices and African Institute for Economic Development and Planning.

a. Directs research and programme evaluation and presents information gathered from diverse sources. b. Coordinates policy development; reviews the assessments of issues and trends, preparation of evaluations or research activities and studies, c. Undertakes survey initiatives; guides design of data collection instruments; reviews, analyzes and interprets responses, identifies problems/issues and prepares conclusions. d. Supervises preparation of various written outputs, e.g. background papers, analysis, substantial sections of reports and studies, inputs to publications, etc. e. Directs substantive support to consultative and other meetings, conferences, etc., to include proposing agenda topics, identifying participants, preparation of documents and presentations, etc. f. Manages outreach activities; designs and conducts training workshops, seminars, etc., makes presentations on assigned topics/activities. g. Leads field missions, including provision of guidance to external consultants, government officials and other parties and drafting mission summaries, etc. h. Serves as an effective spokesperson and establishes collaboration and partnerships with key officials at all levels inside and outside the organization.

a. Ensures implementation of gender mainstreaming guidelines by assessing the implications for men and women of any planned action, including legislation, policies or programmes, in all areas and at all levels. b. Coordinates activities and operations in the Office of the Deputy Executive Secretary (Programme Support). c. Oversees the monitoring of implementation efforts to ensure that the Pillar meets its strategic corporate indicators and targets related to priority initiatives. d. Coordinates activities related to budget and funding (programme/project preparation and submissions, progress reports, financial statements, etc.) and ensures preparation of related documents/reports (pledging, work programme, programme budget, etc.). e. Ensures effective utilization, supervision and development of staff; guides, evaluates and mentors staff. f. Interacts closely with all divisions and offices in ECA for the production of briefings, background notes, talking points, media statements and speeches for use by the Deputy Executive Secretary (Programme Support). g. Supports the Deputy Executive Secretary (Programme Support) in oversight and monitoring of the Office’s work plans.

Professionalism: Ability to identify key strategic issues, opportunities, and risks, and manage relevant change management processes. Ability to generate and communicate broad and compelling organizational direction. Ability to communicate clearly links between the Organization’s strategy and the work unit’s goals. Demonstrated ability to provide innovative technical leadership by performing and/or overseeing the planning, development, and management of operation. Demonstrated ability to negotiate and apply good judgment. Shows pride in work and in achievements. Demonstrates professional competence and mastery of subject matter. Is conscientious and efficient in meeting commitments, observing deadlines and achieving results. Is motivated by professional rather than personal concerns. Shows persistence when faced with difficult problems or challenges; remains calm in stressful situations.

Planning and organizing: Develops clear goals that are consistent with agreed strategies. Identifies priority activities and assignments; adjusts priorities as required. Allocates appropriate amount of time and resources for completing work. Foresees risks and allows for contingencies when planning. Monitors and adjusts plans and actions as necessary. Uses time efficiently.

Accountability: Takes ownership of all responsibilities and honours commitments. Delivers outputs for which one has responsibility within prescribed time, cost and quality standards. Operates in compliance with organizational regulations and rules. Supports subordinates, provides oversight and takes responsibility for delegated assignments. Takes personal responsibility for his/her own shortcomings and those of the work unit, where applicable.

Leadership: Serves as a role model that other people want to follow. Empowers others to translate vision into results. Is proactive in developing strategies to accomplish objectives. Establishes and maintains relationships with a broad range of people to understand needs and gain support. Anticipates and resolves conflicts by pursuing mutually agreeable solutions. Drives for change and improvement; does not accept the status quo. Shows the courage to take unpopular stands. Provides leadership and takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work; demonstrates knowledge of strategies and commitment to the goal of gender balance in staffing.

Judgement/decision making: Identifies the key issues in a complex situation, and comes to the heart of the problem quickly. Gathers relevant information before making a decision. Considers positive and negative impacts of decisions prior to making them. Takes decisions with an eye to the impact on others and on the Organization. Proposes a course of action or makes a recommendation based on all available information. Checks assumptions against facts. Determines that the actions proposed will satisfy the expressed and underlying needs for the decision. Makes tough decisions when necessary.

Staff members are subject to the authority of the Secretary-General and to assignment by him or her. In this context, all staff are expected to move periodically to new functions in their careers in accordance with established rules and procedures. The United Nations Secretariat is committed to achieving a 50/50 gender balance and geographical diversity in its staff. Female candidates are strongly encouraged to apply for this position. At the United Nations, the paramount consideration in the recruitment and employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity, with due regard to geographic diversity. All employment decisions are made on the basis of qualifications and organizational needs. The United Nations is committed to creating a diverse and inclusive environment of mutual respect.

The United Nations recruits and employs staff regardless of gender identity, sexual orientation, race, religious, cultural, and ethnic background, or disabilities. Reasonable accommodation for applicants with disabilities may be provided to support participation in the recruitment process when requested and indicated in the application. Applicants who successfully go through a competitive recruitment process and are recommended for selection and/or inclusion in the roster of pre-approved candidates for subsequent job openings at the same level and with similar functions may have their application information and roster status shared with other UN Organizations. Such applicants may be contacted by other UN Organizations for similar job openings, subject to the confirmation of their interest. Placement on the roster is no guarantee of a future selection.

Applicants who have reached the mandatory age of separation are not eligible to apply for job openings. Staff members of the United Nations Secretariat must fulfill the lateral move requirements to be eligible to apply for this vacancy. Staff members are requested to indicate all qualifications, and lateral moves in their Administrative Profile (AP) and cover letter. Staff members of the United Nations Secretariat must fulfill the lateral move requirements to be eligible to apply for this vacancy. Staff members are requested to indicate all qualifications, and lateral moves in their Administrative Profile (AP) and cover letter. Pursuant to section 6.4 ST/AI/2010/3/Rev. 3, please ensure that you have met the eligibility requirements as shown below: 6.4 (a) Staff members who entered on duty before the effective date of the present administrative instruction shall have at least one geographical move, as defined in section 1 (h) above, before being eligible to be considered for jobs at the P-5 level and above.

The following transitional measures will apply: (i) Staff members who entered on duty before the effective date of the present administrative instruction (other than staff members serving in language jobs, see section 6.4 (a) (ii) below) can be considered for higher-level jobs on the basis of having satisfied the lateral move requirements as set out in section 6.4 of ST/AI/2010/3/Rev.2 or on the basis of having satisfied the geographical move requirement under the present administrative instruction, whichever basis best facilitates the staff member’s eligibility, up to and including the last day of the fifth year following the effective date of the present administrative instruction. 6.4 (b) Staff members (including staff serving in language jobs) who enter on duty on or after the effective date of the present administrative instruction will be required to have the following number of geographical moves before being eligible to be considered for jobs at the P-5 level and above: (i) Staff members who enter on duty at the P-4 or lower level shall have at least one geographical move, as defined in section 1 (h) above, before being eligible to be considered for jobs at the P-5 level and at least two geographical moves before being eligible to be considered for jobs at the D-1 level and above. 6.4 (c) There is no requirement for geographical moves for consideration for jobs at the same level. Pursuant to section 6.9 of ST/AI/2010/3/Rev. 1, interns, consultants, individual contractors, and gratis personnel may not apply for or be appointed to any vacancy in the Professional or higher categories within six months of the end of their current or most recent service. Pursuant to section 7.11 of ST/AI/2012/2/Rev.1, candidates recruited through the young professionals’ programme who have not served for a minimum of two years in the position of their initial assignment are not eligible to apply to this position.

For this position, applicants from the following Member States, which are unrepresented or under-represented in the UN Secretariat as of 28 February 2025, are strongly encouraged to apply: Brunei Darussalam, Democratic People’s Republic of Korea, Dominica, Equatorial Guinea, Guinea-Bissau, Grenada, Kiribati, Lao People’s Democratic Republic, Liechtenstein, Marshall Islands, Micronesia (Federated States of), Nauru, Palau, Papua New Guinea, Qatar, Sao Tome and Principe, Timor-Leste, Tuvalu, United Arab Emirates, Vanuatu, Andorra, Angola, Antigua and Barbuda, Bahrain, Belize, China, Cuba, Indonesia, Israel, Japan, Kuwait, Libya, Malta, Monaco, Oman, Panama, Paraguay, Saint Lucia, Saint Vincent and the Grenadines, Saudi Arabia, Singapore, Solomon Islands, Somalia, Turkmenistan, United States of America.

According to article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity. Candidates will not be considered for employment with the United Nations if they have committed violations of international human rights law, violations of international humanitarian law, sexual exploitation, sexual abuse, or sexual harassment, or if there are reasonable grounds to believe that they have been involved in the commission of any of these acts. The term “sexual exploitation” means any actual or attempted abuse of a position of vulnerability, differential power, or trust, for sexual purposes, including, but not limited to, profiting monetarily, socially or politically from the sexual exploitation of another.

The term “sexual abuse” means the actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions. The term “sexual harassment” means any unwelcome conduct of a sexual nature that might reasonably be expected or be perceived to cause offence or humiliation, when such conduct interferes with work, is made a condition of employment or creates an intimidating, hostile or offensive work environment, and when the gravity of the conduct warrants the termination of the perpetrator’s working relationship. Candidates who have committed crimes other than minor traffic offences may not be considered for employment. Due regard will be paid to the importance of recruiting the staff on as wide a geographical basis as possible.

The United Nations places no restrictions on the eligibility of men and women to participate in any capacity and under conditions of equality in its principal and subsidiary organs. The United Nations Secretariat is a non-smoking environment. Reasonable accommodation may be provided to applicants with disabilities upon request, to support their participation in the recruitment process. By accepting a letter of appointment, staff members are subject to the authority of the Secretary-General, who may assign them to any of the activities or offices of the United Nations in accordance with staff regulation 1.2 (c).

Further, staff members in the Professional and higher category up to and including the D-2 level and the Field Service category are normally required to move periodically to discharge functions in different duty stations under conditions established in ST/AI/2023/3 on Mobility, as may be amended or revised. This condition of service applies to all position specific job openings and does not apply to temporary positions.

Applicants are urged to carefully follow all instructions available in the online recruitment platform, inspira, and to refer to the Applicant Guide by clicking on “Manuals” in the “Help” tile of the inspira account-holder homepage. The evaluation of applicants will be conducted on the basis of the information submitted in the application according to the evaluation criteria of the job opening and the applicable internal legislations of the United Nations including the Charter of the United Nations, resolutions of the General Assembly, the Staff Regulations and Rules, administrative issuances and guidelines.

Applicants must provide complete and accurate information pertaining to their personal profile and qualifications according to the instructions provided in inspira to be considered for the current job opening. No amendment, addition, deletion, revision or modification shall be made to applications that have been submitted. Candidates under serious consideration for selection will be subject to reference checks to verify the information provided in the application.

THE UNITED NATIONS DOES NOT CHARGE A FEE AT ANY STAGE OF THE RECRUITMENT PROCESS (APPLICATION, INTERVIEW MEETING, PROCESSING, OR TRAINING). THE UNITED NATIONS DOES NOT CONCERN ITSELF WITH INFORMATION ON APPLICANTS’ BANK ACCOUNTS.