|Date Posted:||May 10, 2017|
|Closing Date:||May 30, 2017|
|Work Type:||Full Time|
|Number of Vacancies:||1|
|Salary Range:||As per NTA salary scale policyNone|
|Years of Experience:||5 Years|
|Contract Duration:||Not specified|
|Probation Period:||3 months|
About Tetra Tech -Women's Leadership Development:
The PROMOTE program is USAID’s largest ever investment in women’s empowerment. The Women’s Leadership Development (WLD) project is a PROMOTE component that provides capacity building, coaching, and mentoring to two groups of Afghan women: 1) The Primary Target Group includes women between the ages of 18–30 who possess at least a high school diploma, though many will also have undertaken some college, university, or technical vocational and educational training (TVET) study or possess a university degree. 2) The Secondary Target Group includes Afghan women between the ages of 15-24 who have completed primary school and perhaps some secondary schooling or TVET but who have not graduated from high school. WLD will provide opportunities for the Primary Target Group to develop advanced management and leadership skills that will enable entry and advancement into decision-making positions in mainstream social, political, and economic sectors at national or sub-national levels in Afghanistan. The Secondary Target Group will be provided with opportunities to acquire a high level of life and work skills through continued education and activities designed to promote social and economic development. Participants in each group come from diverse sectors of society and possess the aptitude, aspiration, and ambition to serve as leaders in their communities and country. Over a five-year period, more than 25,000 women will participate in WLD. As they assume leadership and decision-making positions, they are expected to enact new policies that will provide services and opportunities to benefit many more girls and women throughout the country.
Gender is a key dimension of Promote WLD’s activities, which is focused on the inclusion of women as direct beneficiaries, the inclusion of primary and secondary target groups’ feedback into program revisions, understand gender roles in the Afghan culture and design a men engagement strategy, and mainstream gender throughout the program and leadership curricula. A key element in the design of the program, gender considerations should be included in all aspects of WLD activities design and rollout.
The Gender Director’s primary responsibility will be to provide gender technical guidance and support to all aspects of the WLD project. In order to ensure gender empowerment approaches are used throughout the program, the GD will play a key role in designing, monitoring and evaluating the gender impact of Promote WLD’s interventions. At the same time, the GD will provide ongoing training and mentoring to WLD’s staff, counterparts and beneficiaries on integrating gender equality and female empowerment considerations into their work and will assist these stakeholders monitor progress on achieving goals related to gender integration. The key roles and responsibilities are outlined below.
Duties & Responsibilities:
The Gender Director’s (GD) role is to provide gender-related technical guidance and support in the following areas:
Strategic Gender Leadership
The GD will lead the design and oversee implementation of women’s inclusion and empowerment activities throughout the program. She will train and mentor implementing partner managers and technical staff involved in the implementation of project activities, including monitoring & evaluation staff.
In collaboration with the appropriate WLD subcontractors, the GD will be responsible for ensuring that state-of-the-art research on women’s leadership styles internationally and in Afghanistan is brought to bear on the development of the leadership training curriculum. This is in addition to ensuring that the WLD program equips participants with essential skills in program management, decision making, public speaking, chairing meetings, advocacy, strategic planning, and mentoring, among other fundamental leadership skills applicable across sectors, based on the Jawana and Royesh curricula.
Along with the subcontractors and the Deputy Chief of Party/Technical, the Curriculum Development Specialist and Senior Training Specialist and in consultation with the Technical Working Group (TWG), the GD will oversee the development of gender inclusive training and other adult learning approaches to ensure they use an effective combination of interactive, participatory, experiential, student-centered, and cooperative learning methodologies; include access to women leaders and role models; and provide opportunities for real-world application and testing. The GD will ensure that a gender sensitive and gender effective approach are included in beneficiary’s participation in the program, but also that gender considerations take into account the roles and participation of Afghan women, girls, men and boys, are mainstreamed into the curricula content and delivery.
The SGS will lead a gender and women’s empowerment working group among project staff and local partners, promoting innovative approaches and sharing lessons learned and success stories
Linkages with Community and Gender Grassroots Groups
A key WLD project goal is to ensure that WLD participants learn about the needs and views of women in all socio-economic, geographic, ethnic, and tribal groups and commit to represent these groups upon attaining leadership positions. The GD will ensure that WLD provides participants with innovative opportunities to achieve this goal.
The GD will also ensure that participants establish two-way communication mechanisms between women leaders and those at the grassroots, enabling the perspectives and priorities of all women to be represented in national priority programs while also ensuring that grassroots women have access to information about their country’s agendas at the district, provincial, and national levels
Promotion of Advocacy and Gender Research and Studies
The GD will conduct applied research and special studies on gender and women’s empowerment (or ants conducting such work, as required).
Working with WLD leadership and implementation staff, as well as the Promote Advisory Committee and WLD’s TWG, the GD will explore ways to ensure that program graduates will continue to work together across sectors to address women’s human rights violations in Afghanistan. Not only will participants themselves select the issues to address, but they will also design the mechanism(s) by which they will undertake the task during and after WLD graduation. The GD will ensure that participants’ decisions are informed by current research and data, including best practices and lessons learned, on critical issues. It is likely that participants will select issues and problems such as honor killings, domestic violence, early marriage, access to justice, maternal mortality, and/or family planning. This advocacy aspect of WLD is expected to be ongoing, continuing after participants complete the WLD program.
Maximizing Sustainable Opportunities for Participants
In collaboration with the Course Leaders and Course Facilitators, the GD will ensure that the participants themselves are able to design and put into motion realistic and effective sustainability actions. The GD will be responsible for ensuring that program participants receive the information and technical assistance they need to institutionalize women’s leadership development in Afghanistan. The GD will explore potential mechanisms, processes, and partnerships that participants might consider, such as cultivating the already established partnership with MOWA and/or DOWAs, a partnership that could strengthen both parties. Similar partnerships could be formed between WLD participants and female provincial officials, with female elders at the village and district level, and with female civil society and business leaders at all levels. Other options might include creating online networks through the knowledge management platform, setting up professional or alumni associations, organizing a speakers’ program whereby WLD graduates speak at schools about career options for girls, or perhaps starting a magazine for Afghan women.
In collaboration with the Intermediary Services and Scholarship Manager and SSG Advisors (the subcontractor in charge with developing Private Public Partnerships) will scout out opportunities for WLD’s secondary target group, identifying high performing scholarship, capacity building, and empowerment prospects in country and, for those able to travel outside Afghanistan, in the region. The GD will also ensure that the primary WLD group of participants will mentor the younger women both during and after the WLD program.
Gender Monitoring and Evaluation
In collaboration with the M&E team, the GD will analyze and report on gender outcomes and impact and will facilitate monitoring and reporting on gender-related objectives. She will monitor changes in women’s empowerment resulting from activity interventions, recommend programmatic adjustments as necessary, and report on lessons learned, opportunities and best practices. The GD will work with lead technical staff to ensure that the AEMPs and work plans include objectives, indicators, and activities related to the gender strategies developed for the project.
Provincial Focal Points Supervision
The GD is responsible to supervise Provincial Focal points on their annual planning and implementation of the project activities in four provinces, Herat, Mazar, Jalalabad and Kandahar. She is responsible to report on the activities of provincial focal points to the senior management. The specific responsibilities are:
o Training of provincial focal points on planning and reporting on weekly bases and quarterly bases;
o Responsible for coordinating the activities of Kabul office department with provincial focal points in the provinces.
o Responsible for the recruitment of Jawana participants in provinces;
o Making sure that focal points are monitoring the grantees deliverables
o Making sure that field offices activities and program implementation is per WLD work plan
o Responsible for developing provincial focal points monthly meeting with grantees and meeting minutes’ system;
o Responsible for Jawana Awareness plans developed for focal points
The GD is also responsible to coordination WLD’s TWG activities such as quarterly meeting and project monitoring activities. The GD will be providing weekly reports to TWG members and updating them on the project progress and collect their feedback for the improvement of the project activities.
Communication and Reporting
The GD will assist the Chief of Party in the preparation of periodic progress reports utilizing contributions from team members and counterpart staff. She will draft reports assessing staff development needs and progress, and improvements in local capacity to address gender integration/inclusion in a comprehensive, sustainable and applied manner.
The Gender Director will report directly to Chief of Party or his/her delegate. Direct reporting may change according to project needs.
Minimum of Master’s degree (or foreign equivalent) in education, women’s studies, gender studies, or related field. Advanced degree preferred.
Minimum of 5 years of experience working in a similar position. Experience with NGO’s, international organization and USAID is preferred.
Strong expertise in gender studies and gender integration in Afghanistan
Experience addressing gender equality and women’s empowerment in women’s capacity development and leadership projects
Experience leading and conducting research on gender and women’s leadership
Experience working with USAID (desired) or other international donors.
Ability to work independently and as part of team, manage competing priorities and perform well under pressure.
Excellent communicator, with strong verbal, writing and presentation skills.
Gender training skills.