|Date Posted:||Jan 30, 2010|
|Reference:||2010 - 004|
|Closing Date:||Feb 12, 2010|
|Number of Vacancies:||1|
|Salary Range:||As per NTA salary scale policyUSD|
|Years of Experience:||Fresh|
|Contract Duration:||Not specified|
|Possibility of Contract Extension:||Yes|
|Contract Type:||Short Term|
The Land Lease and Management One Stop Window is a project to be implemented by the Ministry of Agriculture, Irrigation, and livestock of Afghanistan with the financial support of Harakat. The goal of the project is to create a mechanism that will significantly increase the amount of public land that would be made available to the business community for productive investment. Obtaining land to use for commercial purposes remains one of the most significant constraints to economic growth. Potential investors face considerable uncertainty concerning the availability of suitable land, its cost and the time required to secure the land after it is identified. Survey in recent years has consistently shown that access to land and electricity are the two most frequently cited obstacles for investors. The lack of workable mechanisms for making land readily available at market cost significantly discourages existing businesses from undertaking new investment and effectively prohibits new investors from entering the market.
The objective of this project is to establish the Afghanistan Land Authority (ALA), as an autonomous public entity subjected to Government policies. As a statutory body responsible for leasing public land, the ALA will operate as a single reference point or one-stop window for investors seeking to obtain access to land for commercial activities. It will have a mandate to consult closely with the president, the Afghanistan Investment Support Agency (AISA), line ministries and the National Assemble as well as private sector organizations to ensure that land needed for productive investment is made readily available throughout the country. It will coordinate its activities with ministries and donors to ensure that investment in infrastructure, including irrigation facilities, water and power supplies, and roads, contribute to attracting productive investment.
The ALA will have responsibilities to i) Maintain a public land inventory database with detailed information about mapping locations, size, land categories and descriptions, prices and availability of services, ii) Offer a comprehensive land-lease solutions, by delivering a public service in a cost-effective, timely manner that promotes transparency, competition and accountability, iii) Assume management responsibility for making state-owned land available for commercial purposes (including agriculture, industry and services investments). It will supervise the compliance of the lease contracts and will collect the lease revenues and iv) Promote land improvement investments, directly or indirectly.
Phase 1 of the project will take 04 months (mid-Feb â€“ mid-June, 2010) to design the key aspects required for project implementation, including legal aspects, organizational policies and procedures, land inventory standards, land lease procedures, IT protocols etc. At the end of the design, it will be possible for MAIL to start the project implementation, legally establishing the ALA, staff it and start the preparation of its public services.
Duties & Responsibilities:
The Human Resources Advisor will be in charge of the design of a HR policy in line with the organization vision and values. He/Her will be involved in defining additionally, the terms of reference for each position of the organizational chart and the market-based salary scale.
4.Supporting National Team
A team of 14 permanent national staff from the Ministry of Agriculture will be in place to collaborate with the consultant on a full time basis. The team will integrate the future management staff of the entity to be created (1 CEO, 6 Directors, 6 Deputy Directors, 1 Executive Assistant). Each one of the national MAIL staff will be instructed to interface on a daily basis with the consultantâ€™s personnel, supporting in the organization of key meetings with public officers, collection of national documents, participating in brainstorming sessions, reviewing draft documents produced by the consultants, etc. as a result of the daily interaction with the consultantâ€™s experts, it is expected that enough capacity will be built in the national tam to guarantee smooth implementation of the project after the conclusion of phase 1.
The Human Resources Advisor will be fully responsible for the development of the project deliverable number 13 (HR Policy, manuals and systems).
To conclude, he/her will be responsible for at least 5 hours of general training and 5 hours of technical training to the national staff participating in the project, in order to ensure the fully understanding of the deliverables by the future users.
The Human Resources Advisor should be interacting on a daily basis with the national team, sharing office space inside the Ministry of Agriculture (MAIL) compound.
The Human Resources Advisor will have 03 months (12 weeks) to present the mentioned deliverables, detailed also in Annex 1. Contract start date will be March 1st, 2010 tentatively.
8.Report and Supervision
The consultant should report and will be supervised by the Team Leader assigned by MAIL. He will receive the deliverables the consultant will produce and approve them after complete satisfaction.
9.Qualifications and Experience
The ideal candidate has a master degree in Business Administration and at least 10 years of working experience in the human resources area. He/her should have proven knowledge and experience designing and commanding HR structures/departments, including recruitment, training and evaluation of personal. Additionally, it is expected to have Knowledge in the areas of ethics, conflict resolution and team building. Personal Skills and Abilities of the candidate should include:
â€¢Demonstrated experience in developing and maintaining effective work relationships
â€¢â€œSelf-starterâ€ mentality with strong personal motivation, enthusiasm, perseverance and entrepreneurial spirit.
â€¢Exceptional interpersonal communication, relationship building and networking skills.
â€¢Demonstrated leadership skills and a supportive management style.
â€¢Ability to communicate with persons of various cultures and disciplines.
â€¢Excellent written communication skills.
â€¢Ability to work in a dynamic and responsive environment.
â€¢Ability to work under pressure and respond to multiple tasks.
The position is opened for all afghan and foreign citizens.
Competitive salary will be offered based on experience and qualification
12.Facilities to be provided by the client
Accommodation and transportation will be provided
Annex 1 (Detail of Deliverables)
Number 13Human Resources Policy, Manuals and Systems
To design a policy framework for organizational human resources oriented to guarantee:
ï‚§Transparent and competitive recruitment processes of staff;
ï‚§Promotion of team work;
ï‚§Reward systems based on performance evaluations;
ï‚§Environment favorable to career building inside the organization;
ï‚§High ethical performance of the staff;
ï‚§Employee rights and responsibilities;
ï‚§Employee benefits packages;
ï‚§Periodic training opportunities for employees;
ï‚§Adherence to the organizational code of conduct;
ï‚§Ethnic and gender diversity as reflected in Afghan society composition;
ï‚§Positive leadership in the organization;
ï‚§Staff is motivated through economic and non-economic incentives (recognition mechanism, training opportunities, etc.)
The deliverable will include the following sections or parts:
1.One manual containing policy guiding the management of human resources in the different stages of recruitment, orientation, training, evaluation, recognition, termination, etc. Policy will include the list of additional employee benefits such as allowances for meals or transport, training opportunities, retirement funds, vacations, sick days, etc.
2.Annexes containing the design of all the templates and forms to be used when implementing the Human Resources Policy (employee files, recruitment check list, evaluation templates, etc.)
3.One Code of Conduct or Ethics Code to be accepted by the employees when joining the organization.
4.Power Point Presentation to be used during the orientation process of new staff members, summarizing the key information of the Human Resources Policy and the Code of Conduct.
5.Economic analysis discussing budget implication of employee benefits proposed.
6.Investment budget proposal to implement the Human Resources Policy (employee time clocks, cafeteria equipment, etc.)
7.Terms of Reference for each position defined in the organizational chart
8.Market based salary scale for each position.
ï‚§Project review and interviews with key staff
ï‚§Benchmark with best practices in contracts and procurement policies and instruments
ï‚§Salary market research