| Vacancy No: RAPS/4/2015/AF/02 Title: Wages and Social Dialogue Specialist Grade: P.4 Contract type: Fixed-term Appointment | Date: 2 December 2015 Application Deadline (midnight Geneva time) 17 January 2016 (38 day(s) until closing deadline) Currently accepting applications Organization unit: DWT/CO - Cairo Duty Station: Cairo, Egypt | |||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| General introduction The following are eligible to apply: - ILO Internal candidates in accordance with paragraphs 31 and 32 of Annex I of the Staff Regulations. - External candidates. Staff members with at least five years of continuous service with the Office are encouraged to apply and will be given special consideration at the screening and evaluation stage. In accordance with the Staff Regulations and letters of appointment, successful candidates for positions in the Professional category would be expected to take up different assignments (field and Headquarters) during their career, the desirable length of an assignment in any specific position being two to five years, following which the incumbent should be willing to move to another assignment and/or duty station. Within the context of the Office's renewed efforts to promote mobility, staff members seeking mobility are encouraged to apply to vacancies. Mobility will be given special consideration at the screening and evaluation stages. The ILO values diversity among its staff. We welcome applicants from qualified women and men, including those with disabilities. If you are unable to complete our online application form due to a disability, please send an email to erecruit@ilo.org. Applications from qualified candidates from non- or under-represented member States, or from those member States which staffing forecasts indicate will become non- or under-represented in the near future, would be particularly welcome. A list of these countries is in Appendix I. Successful completion of the Assessment Centre is required for all external candidates. Conditions of employment are described in Appendix II. | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| INTRODUCTION The position is located in the ILO Decent Work Technical Support Team and Country Office for North Africa (DWT/CO-Cairo) based in Cairo. DWTs provide high quality, timely and integrated technical support to country offices in the design and implementation of Decent Work Country Programmes (DWCP) in response to their requests within the framework of outcome-based work plans. This support includes technical and policy advice, information and analyses. The position is responsible for providing advisory services on wage policy throughout the entire region and on social dialogue; technical analysis of developments and issues and problems in those areas. The incumbent shall provide advice on the preparation and up-dating of ILO strategies and programmes and related research and the design, implementation and evaluation of technical cooperation in the areas and social dialogue. The position reports to the Director of DWT/CO-Cairo, and works in close coordination with the Directors of the other ILO country offices in the sub-region. Technical oversight and advice will be provided by the Governance and Tripartism Department (GOVERNANCE) at Headquarters. The Conditions of Work and Equality Department (WORKQUALITY) will also provide technical advice. | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Description of Duties Specific duties 1. Provide support to the Director DWT/CO with the formulation of strategic work plans in the areas of wage policies and social dialogue, taking into consideration the needs and priorities of the tripartite constituents at the national and sub-regional levels. 2. Provide technical advice and training to governments, workers and employers and others bodies concerned, on the concepts, design and implementation of sound minimum wage policies, wage determination practices at enterprise and industry level, pay determination systems for public sector workers, policies and measures to promote equal pay for work of equal value and wage bargaining, as part of coherent overall wage policies. 3. Manage wage-related research, including policy briefs and fact sheets, covering such topics as minimum wage setting, public sector pay, wage determination and equal pay for work of equal value with a view to assisting constituents in identifying good country practices and developing coherent strategies for developing, implementing and evaluating wage policies; contribute through written technical inputs to the preparation of the ILO's flagship Global Wage Report and its launch and dissemination in the region, ensuring that regional trends and policy developments and implications are duly reflected in the report and other by-products. 4. Provide technical advice at policy-making levels on matters pertaining to social dialogue, to promote systems of tripartite consultation, collective bargaining, workplace cooperation, labour dispute settlement and labour law enforcement, which help to reconcile the requirements of economic efficiency and social justice in conformity with the relevant ILO standards. 5. Initiate, design, supervise and conduct appropriate analytical work on workplace compliance and in particular on aspects of social dialogue needs. Plan and carry out comparative research on a wide range of social dialogue questions, including at sectoral level, and covering, inter alia, compliance and enforcement, collective bargaining, labour disputes settlement, tripartite consultations, with particular attention to the interrelationships between legal regulation, social dialogue practices.. 6. Contribute to the formulation, design and operationalization of workplace compliance policies, primarily through leading or participating in projects to develop such strategies based on tripartite machinery and consensus. 7. Establish links and integrate work with regional/sub-regional institutions and offices. 8. Draft and publish policy-oriented research papers, reports and monographs. 9. Undertake other tasks and responsibilities as may be assigned by the Director. These specific duties are aligned with the relevant ILO generic job description, which includes the following generic duties: 1. Design and promote a wide range of special subject-matter-related programmes. This involves: re-analysis of complex or conflicting data, statistics and information or policy guidelines, in a manner requiring the advanced application of principles of a recognised technical specialisation. 2. Develop and review an institutional framework, in which social partners can best improve, implement and evaluate efficient and equitable ILO action programmes. 3. Provide policy advice to ILO's constituents on institutional strengthening, the application of ILO standards and the promotion of technical cooperation activities. 4. Formulate and submit project proposals and seek funding. 5. Evaluate the efficiency and effectiveness of the project activities. 6. Undertake technical advisory missions independently or in collaboration with Decent Work Technical Support Teams. 7. Conduct seminars, workshops and technical meetings and training courses. 8. Prepare draft recommendations and guidelines for discussion and adoption as ILO Recommendations or Conventions on related technical fields. 9. Write manuals and/or training guides on related topics. 10. Disseminate information on programmes through publications and, press releases, as well as ensuring representation at donors' meetings, international, regional and national fora and advocacy campaigns. 11. Monitor and coordinate research carried out by junior technical officers and external collaborators. 12. Provide technical inputs to office documents (sectoral meetings, technical committees, regional meetings and conference reports). 13. Participate in tripartite reviews on technical cooperation activities and international meetings and conferences. | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Required Qualifications | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Education Advanced university degree in Labour economics or a quantitative-oriented social science, Public Administration, Industrial Relations, Law or Social Sciences. | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Experience Eight years' experience at the national level or five years at the international level in wage policies and/or labour/industrial relations. Proven experience in research work and training in the field of wages and industrial relations. Demonstrated experience in providing policy advice and support to governments and/or employers' and workers' organisations on wages issues an advantage. | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Languages Excellent command of English and good knowledge of French is required. A working knowledge of Arabic would be an advantage. | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Competencies In addition to the ILO core competencies, this position requires: Technical competencies Excellent knowledge on wages policies and issues, and conversant with the written works on wages, including minimum wages and equal pay for work of equal value. Understanding of the gender dimensions of wage policies, and of the links between wages, working conditions, employment and the particular situation of disadvantaged or vulnerable groups. Knowledge of ILO standards, principles and procedures. The ability to: synthesize research and reach empirically based conclusions on related subjects; provide seasoned advice on best practices, to address broader issues outside the field of specialization; formulate new concepts and methodologies; develop training materials, alternative courses of action, project proposals, policy, procedural matters and present them at high-level meetings; design and synthesize strategies for programme development in member States; produce reports (e.g. reports for regional conferences and the Organization's policy-making organs, technical publications, training manuals and draft resolutions) and evaluate and monitor technical cooperation activities and projects. Proven communication and drafting skills, both written and verbal. Behavioural competencies Ability to work productively and cooperatively in a multi-cultural team environment. Ability to demonstrate non-discriminatory and gender-sensitive behaviour and attitudes. Ability to conduct discussions and negotiate with governments, employers' and workers' organisations, non-governmental organizations, development banks and with other agencies as well as top-level professionals in related fields. | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Additional Information: Evaluation (which may include one or several written tests and a pre-interview competency-based assessment centre) and the interviews will tentatively take place between February and May 2016. Candidates are requested to ensure their availability should they be short listed for further consideration. | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| APPLICANTS WILL BE CONTACTED DIRECTLY IF SELECTED FOR WRITTEN TEST. | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| APPLICANTS WILL BE CONTACTED DIRECTLY IF SELECTED FOR AN INTERVIEW. | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| APPENDIX I | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
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| APPENDIX II CONDITIONS OF EMPLOYMENT | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| - Any appointment/extension of appointment is subject to ILO Staff Regulations and other relevant internal rules. - The first contract will be issued for a twelve-month period (for Geneva-based positions) and a twenty-four month period (for non Geneva-based positions) - A successful external candidate will be on probation for the first two years of assignment. - Any extension of contract beyond the probation period is subject to satisfactory conduct and performance. Grade: P.4
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Please note that the above salary levels are determined according to the criteria established by the International Civil Service Commission. The ILO is international public sector employer and salary and other employment conditions are not negotiable. Other allowances and benefits subject to specific terms of appointment:
Recruitment is normally made at the initial step in the grade. Salaries and emoluments are exempt from taxation by the Swiss authorities and, on the basis of international agreements or national law relating to presence or residence abroad, are generally exempt from taxation by other governments. In the absence of exemption, in most cases tax paid will be reimbursed in accordance with an ILO document which will be supplied upon request. While the successful candidate will be initially working in Cairo, he/she may be assigned to any duty station designated by the Director-General of the ILO. | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Please note that all candidates must complete an on-line application form. To apply, please visit ILO's e-Recruitment website at: erecruit.ilo.org. The system provides instructions for online application procedures. | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| The ILO does not charge any fee at any stage of the recruitment process whether at the application, interview, processing or training stage. Messages originating from a non ILO e-mail account - @ilo.org - should be disregarded. In addition, the ILO does not require or need to know any information relating to the bank account details of applicants. Depending on the location and availability of candidates, assessors and interview panel members, the ILO may use communication technologies such as Skype, Video or teleconference, e-mail, etc for the assessment and evaluation of candidates at the different stages of the recruitment process, including assessment centres, technical tests or interviews. | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
