Community Capacity Building Officer

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. 1.      Role and responsibilities The following is a brief description of the role. The Community Capacity Building Officer will support the Community Capacity Building team in establishing collaboration with Syrian refugees in informal settings; gathering and providing necessary information for regular reporting; for identification of gaps and duplication in services; for improved assistance to vulnerable beneficiaries; and for improved coordination. The Community Capacity Building Officer (CCBO) will lead and supervise the team of Community Capacity Building Assistants in establishing collaboration with Syrian refugees in informal settings; gathering and providing necessary information for regular reporting; for identification of gaps and duplication in services; for improved assistance to vulnerable beneficiaries; and for improved coordination. 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 Development plan. Together with the CCB team, identify refugee representatives from all the demographics in the settlements; Support the team in defining the methods of community participation that ensure the greatest possible participation of vulnerable groups (AGDM approach); Schedule regular meetings with the refugee representatives for identification of gaps, duplications, protection concerns and capacity building of the representatives; Together with the CCB team, meet regularly with the informal settlements stakeholders including the refugee representatives, local authorities and other service providers; Implement with the team information and sensitisation activities in the settlements; Supervise the CCBAs through developing weekly work plans and indicators together for monitoring of targets, and through supporting and guiding them in their daily work; Provide the Community Capacity Building Coordinator (CCBCC) with regular reports from the informal settlements, to be shared with the wider humanitarian community; Report to the CCBC immediately any protection breeches or gaps in the settlements; Collaborate with NRC ICLA and other service providers to ensure that all partners and beneficiaries are aware of the existing referral system and any complaints mechanisms; Collaborate closely with the other NRC projects who implements in Bekaa area; Ensure an understanding of protection issues and the principle of confidentiality among the team members; Report to the CCBC on who does what where (WWW) in the settlements for continual update of the overview; Participate in assessments on protection issues and other data needed when required; Any other relevant duties as requested by the CCBC. 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. Assist the WASH team with gathering information, sensitisation and training activities and reporting on WASH standards and activities. Participate in any trainings or assessments required by the CCB, WASH, ICLA or Shelter team specific for the project. Critical interfaces By interfaces, NRC means processes and projects that are interlinked with other departments/units or persons. Relevant interfaces for this position are: •              WASH: coordinate with the WASH team, particular where there are areas of joint implementation •            Shelter: Coordinate on activities linked to shelter condition        Education: Coordinate with the education team, particularly in areas of joint implementation •              ICLA: refer cases in need of ICLA support and coordinate on service mapping.        Coordinate closely with the logistics, HR and finance department The employee is required to respect the principle of strict confidentiality and the NRC Code of Conduct. The tasks and responsibilities might change during the contract period due to operational needs. 2.      Competencies 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 two categories: 1. Professional competencies These are skills, knowledge and experience that are important for effective performance. Generic professional competencies: Ordinary National Diploma in Social Work or other relevant field Minimum 3 years of relevant work experience in working with community based projects Minimum 3 years of experience in working in similar positions, including managing staff Experience of working in the geographical area Very good English language level Context/ Specific skills, knowledge and experience: Good communication and interpersonal skills Strong organisational and team working skills Good cultural awareness and sensitivity Highly approachable, trustworthy and understanding of the principles of confidentiality Knowledge of the NGO operations and the dynamics of the humanitarian sector is a plus Good knowledge of protection issues and programming Good information analysis skills Good coordination and multitasking skills Flexibility, both regarding job tasks and geographical area of work 2. Behavioral competencies (max 6) These are personal qualities that influence how successful people are in their job. NRC’s Competency Framework states 12 behavioural competencies, and the following are essential for this position: Managing resources and achieving results Handling insecure environments Working with people Coping with change Communicate with impact and respect 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: The Job Description The Work and Development Plan The Mid-term/End-of-trial Period Performance Review Template The End-term Performance Review Template The NRC Competency Framework