The Danish Refugee Council (DRC), an international non-governmental organization (NGO), has been providing relief and development services in the Horn of Africa since 1997. DRC promotes and supports solutions to the problems faced by refugees, internally displaced people (IDPs), and migrants. The organization has offices across the region and has been operational in Ethiopia since 2009. With funding from bilateral and multilateral donors, DRC is currently implementing a range of activities across Ethiopia including WASH and shelter provision, child and youth protection, Gender-based violence response, awareness-raising of migration risks, protection monitoring of migration routes, and livelihoods support for returning migrants or those at-risk of migration.

Reporting To: Chief of Party

Direct Reports: N/A

Unit/Department: Ethiopia Migration Programme

Start of Contract & Duration:  12 Months

Project Background

The Danish Refugee Council (DRC) is implementing the Ethiopia Migration Programme (EMP) to protect would-be migrants and refugees from unsafe irregular migration through and from Ethiopia.

Overall Purpose of the Role: 

The Capacity Building Advisor will be responsible for leading the design and coordination of EMP’s migration-related capacity building activities in Ethiopia. In collaboration with the Chief of Party (COP) and relevant Component Leads, the Capacity Building Advisor will assess the capacity of local organisations and institutions using DRC and UK capacity assessment frameworks. S/he will subsequently develop and oversee capacity building activities that address the identified gaps. Key to this role will be a range of cross-cutting skills, analytical competencies and the ability to apply these analyses effectively to influence EMP’s programming.

This position will either be based in or involve significant travel to Addis Ababa, Ethiopia. We are looking for individuals who have a passion for making a difference in the lives of people on the move in Ethiopia.

RESPONSIBILITIES

• Develop an organisational capacity assessment tool, including relevant templates for conducting assessments. The tool should define questions to investigate the following three levels of organisational capacity:
  • The skills and competencies of individuals
  • The specific capabilities of an organisation to carry out coordinated actions to deliver organisational goals
  • The wider institutional environment that may support or constrain an organisation’s ability to carry out its functions
• Conduct capacity assessments for selected Ethiopian organisations working on migration, including civil society and government. EMP expects 2-4 assessments to be conducted over the remaining duration of the programme, about one year.
• Draft brief capacity assessment reports summarising key findings of the assessments at each level of organisational capacity and provide recommended actions for capacity building support by EMP.
• Develop EMP’s capacity development action plan template that details:
  • Key areas of capacity to be developed, including general categories and specific indicators
  • The organisation’s assessed current level of capacity and the desired level of capacity to be achieved
  • Capacity building activities to be implemented by EMP in collaboration and cooperation with targeted organisations.
  • Each activity should include indicative dates for completion and EMP/target organisation resources assigned to the activity
• In collaboration with EMP’s MEAL Team and in line with EMP’s logframe, develop a monitoring approach that captures outcome-level results of capacity building activities.
• Conduct brief final evaluations of capacity building activities that summarise the sustainability of any achievements and areas for continued improvement by targeted organisations.
• Provide technical advice, inputs and quality assurance to the Resilience and Integration, Communications and Information and Emergency teams as needed for key programme deliverables to achieve meaningful yet proportional consideration of capacity development issues, especially sustainability.
• Contribute to cross-programme learning, documenting issues and adjusting programming to reflect an evolving context.
• Maintain good working relationships with officials, government ministries, implementing partners and international and local NGO community, where necessary.
• Represent the programme at internal and external meetings and different fora as requested by EMP leadership

REQUIREMENTS

Experience and Technical Competencies: (include years of experience)

• Minimum of five (5) years’ experience working in international development and/or humanitarian programming, with substantial experience working closely with local organisations and institutions.
• Deep expertise in organisational development and sustainability in the context of international development programming, including knowledge of best practices and sustainable methodologies for engaging with local organisations. Should be able to quality assure proposed actions, such as training and monitoring activities.
• Demonstrate experience designing and conducting capacity assessments of local organisations.
• Experience working in Ethiopia and/or the Horn of Africa region is highly desirable.
• Experience working on FCDO (DFID) programmes is also a plus.
• Excellent organisational skills, ability to determine priorities and attention to detail
• Excellent verbal, written and analytical skills in English.
• Excellent interpersonal skills and demonstrated commitment to teamwork, including an ability to establish effective and working relations with staff members and other stakeholders

Education (include certificates, licenses etc.):

• Degree in law, social sciences, international development, or other relevant field.

Languages: (indicate fluency level)

• Fluency in English
• Working knowledge of Amharic a plus

All DRC roles require the post-holder to master DRC’s core competencies:

• Striving for excellence: Focusing on reaching results while ensuring efficient processes.
• Collaborating: Involving relevant parties and encouraging feedback.
• Taking the lead: Taking ownership and initiative while aiming for innovation.
• Communicating: Listening and speaking effectively and honestly.
• Demonstrating integrity: Acting in line with DRC’s vision and values