Gender Manager(422 Views)
About FHI 360 - USWDP Project
The Afghanistan University Support and Workforce Development Program (USWDP) is helping Afghanistan’s higher education professionals to manage the growth of tertiary education while improving academic quality. Building on the successes of previous USAID funded projects, USWDP is implementing activities that improve the management capacity of the Ministry of Higher Education (MoHE) and 11 public universities to ensure quality higher education and employment for a larger number of Afghan men and women. The project assists in developing learning environments that foster well qualified and professional faculty members, highly capable and motivated students, diverse and market-oriented academic programs, sustainable public-private collaboration, international university partnerships, and other innovations that move Afghanistan toward the higher education system it deserves
The Gender Manager is a full-time, professional position located at the USWDP Career Center in Shaheed Rabani Education University (SREU). The objective of this position is to improve the status of women within the university, including all levels of staff, teachers, students and supporting staff, through the implementation of MoHE’s Nondiscrimination and Anti-Sexual Harassment policy and National Action Plan for the Women of Afghanistan (NAPWA) strategies and progress on the achievement of priority indicators.
|Date Posted:||08 Nov 2017||Reference:||415|
|Closing Date:||15 Nov 2017||Work Type:||Full Time|
|Number of Vacancies:||1||Gender:||Any|
|Functional Area:||Programme||Open Ended:||NO|
|Nationality:||Afghan||Salary Range:||As per company salary scale|
|Contract Type:||Long-term||Years of Experience:||7 Year(s)|
|Contract Duration:||1 Year(s) & 0 Month(s)||Extension Possibility:||Yes|
|Probation Period:||3 Months|
Duties and Responsibilities
Key responsibilities and tasks of the position include:
Has primary responsibility for coordinating effective university-wide efforts to meet and exceed the requirements of the MoHE Nondiscrimination and Anti-Sexual Harassment Policy for Higher Education Institutions as well as the MoHE Gender Strategy.
• Strategic Planning:
Leads the university’s overall strategic planning efforts to prevent and eliminate sex and gender-based discrimination in all forms, including sexual and gender-based harassment and violence, stalking, and retaliation (“Prohibited Conduct”) and in the achievement of NAPWA female participation in education indicators.
a. Facilitates coordination, planning and effective implementation of the MoHE policy and strategy by fostering strong collaboration, clear communication and quick resolution of issues across organizational boundaries among all University stakeholders, including, but not limited to the MoHE Gender Unit, the Chancellor’s Office, the Policy Implementation Committee (PIC), the Complaint Review Committee (CRC), the Code of Conduct Committee, etc.
b. Builds relationships and coordinates with other universities’ gender units for the purpose of sharing experiences and collaboration. Coordination with other central universities should be on a monthly basis while with provincial universities it should be on quarterly basis.
c. Participates in meetings or committees where university plans and regulations are being developed or executed, providing input on how best to coordinate and comply with the MoHE Nondiscrimination and Anti-Sexual Harassment Policy and the achievement of NAPWA strategies and female participation indicators.
d. Continuously coordinates with university leadership for ensuring equitable access, participation and safety of female faculty, students and staff.
• Policy Implementation:
a. Policy Environment: Stays informed of all trends in the implementation of the MoHE Nondiscrimination and Anti-Sexual Harassment Policy, the Ministry of Women’s Affairs Anti-Harassment regulation, the Anti- Harassment against Women and Children Law and serves as key advisor to the University leadership on arising policy, organizational, and systemic issues. Ensures that all university policies, procedures and practices comply with relevant Afghan policies and laws.
b. Staff Development: Develops, coordinates and oversees the training and professional development of the University’s policy implementation team, including the Complaint Review Committee (CRC), the Policy Implementation Committee (PIC), The Chancellor’s office and others as identified for effective implementation.
c. Initial Complaint Assessment: The Gender Manager is the first point of contact for all gender discrimination and sexual harassment complaints. As such, the GM takes the initial complaint, conducts the initial assessment including a threat assessment, and provides interim remedial and protective measures. Provides case management for all cases of gender discrimination and sexual harassment but must ensure active management of high risk cases.
d. Investigation and Resolution Process: Oversees all reports of sexual harassment and gender discrimination involving students, staff, faculty, or third parties, including taking the initial report, conducting investigations or supervising alternate resolutions to ensure that the university’s response is prompt, equitable, thorough, reliable, objective, and follows all legal and ethical mandates.
e. Sanctions and Remedies: As a result of conducting the investigation, recommends sanctions, including discipline, and remedial actions to the Complaint Review Committee to ensure consistency across the University and appropriate action to remedy the effects of Prohibited Conduct both individually and community wide. Monitors outcomes to ensure compliance, identifies and assesses patterns, trends and other systemic issues and develops and implements responsive policy, action recommendations, and other strategies to address the effects on the University community.
f. University Outreach and Education:
o Education, Prevention and Training: Develops and implements University-wide education, training and outreach programming and materials related to the MoHE Nondiscrimination and Anti-Sexual Harassment Policy and the NAPWA mandates for students, faculty and staff to address both students and employees rights and responsibilities under the policy. Ensures alignment and effectiveness of campus and community educational materials that effectively and meaningfully communicate the University’s discrimination and harassment resources, response, and compliance efforts. Explores creative means for reaching different university populations, for example through peer education.
o University “Climate” Assessment: Leads efforts to monitor the climate and culture of the university to determine the level of awareness, understanding and effectiveness of interventions and programs; to track patterns and trends of discrimination and harassment; collect appropriate information and data; and develop assessment tools.
g. Communication: Interacts with administrators, students, faculty and staff as well as any community partners to facilitate effective communications between and among the various groups; assists in responding to inquiries and complaints from students, parents, employees and others; and communicates goals and services to others both inside and outside the institution.
• Monitoring the implication of Policy Implementation Work at SREU:
- Coordinate base line survey and annually assessment and monitoring the policy implementation and develop corrective actions.
- Participate in regular MoHE/SREU meetings, campaigns, Advisory Forum, staff meetings, trainings and retreats and ensure that gender topics has been put in agenda and discussed.
• NAPWA Compliance:
a. Creates activities to further implementation of NAPWA strategies for education:
o Incentives and affirmative action for females to become and remain faculty.
o Affirmative action to promote girls’ education.
o Gender equity in scholarships and training opportunities.
o Mandatory monitoring of sexual harassment and violence against women and girls in education.
b. Monitors University progress in meeting NAPWA target indicators for female enrolment, employment and access to learning and training opportunities.
c. Perform any other activity under the scope of the gender strategy, the Nondiscrimination and Anti-Harassment policy of MoHE and NAPWA.
• Gender Training and Event;
Work with SERU and MoHE to review training manuals and curriculum to be gender specific and friendly
Facilitation and coordinate trainings with capacity development section to add gender messages in to their trainings.
Facilitate with gender focal point persons and Administration to organize events, forum or meetings, etc. to promote gender equality and women rights within the Gender Advisory Forum
• Conduct Anti – discrimination and Anti-harassment Training to all new commers.
The Gender Manager is responsible to respect the values, ethics of the university and maintain a good relationship with the officials of SREU and USWDP. In long run the incumbent is expected to be civil servant tashkeel employee, therefore her behavior and conduct be very professional and acceptable for the SREU leadership.
• Reporting and Planning:
a. Assist and prepare Bi weekly, monthly, quarterly and annual reports for submission to Executive Director of Program Coordination, in a timely manner and with due care to quality, accuracy, relevance, and completeness.
b. Assist the Gender Advisor with drafting and collecting success stories, and events recording and taking notes for new letter purposes.
c. Prepares monthly, quarterly, and annual work plans and shares the plans with Gender Directorate at MoHE.
d. Maintains confidential filing system for all Gender Discrimination and Sexual Harassment complaints.
e. Maintains and analyzes monthly Gender Discrimination and Sexual Harassment data.
f. Submits all Gender Discrimination and Sexual Harassment data to HEMIS on a weekly basis.
g. Reports monthly all Gender Discrimination and Sexual Harassment data to the Gender Directorate at MoHE.
• At least a Bachelor’s degree with 7 years of relevant work experience. A graduate degree will be preferred.
• Preferences will be given to candidates who have already undergone some short-term trainings on communication, gender or human rights.
• Strong computer skills including Word, Excel and PowerPoint.
• Working knowledge of English, Dari and Pashto languages.
• Demonstrated strong interpersonal skills, teamwork, and leadership.
• Well organized, able to manage multiple tasks.
• Capable of working independently with minimal supervision but skillful in collaborating and coordinating with other program staff and partners.
Afghanistan - Kabul
Bachelors Degree, General
1. Please include names and contact information for three references.
2. Please indicate the position title and vacancy number in the subject of the email
3. Please note that only short-listed candidates will be contacted for an interview.
USWDP is an equal job opportunity employer and female candidates are highly encouraged to apply.
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