Under the direction of the Director/ Capacity Development and Implementation Bureau (CDI), the Field Operations Section is responsible for the strategic planning, development, execution and evaluation of Projects in CDI. 

The Section assists with the identification of priority development requirements across civil aviation and with technical cooperation to recipient States. It carries out resource mobilization with multilateral and bilateral development partners and industry and develops regional and country specific technical cooperation programmes and projects. The Section executes these programmes and projects in accordance with the policies and contractual modalities of CDI.

The purpose of this project is to assist the Government of Angola in the development of an NGAP strategy and Action plan for the next 15 years aimed at establishing a sustainable and robust aviation workforce, including a monitoring and evaluation framework.

Under the Direction of the Director, CDI, and in close collaboration with the Ministry of transport (MINTRANS), the incumbent will perform the following functions:

Field Project coordinator

• Lead the development of the NGAP Strategy and Action plan 
• Perform ICAO Team coordinator role for the project and as such manage and coordinate the project team in the field and the day-to-day activities of the project
• Serve as a focal point of the ICAO team
• In coordination with all the stakeholders, prepare a detailed project work plan including a detailed schedule containing activities to be undertaken as part of the project and submit it to ICAO within 3 weeks from the   deployment.

• Monitor team member’s activities to ensure time delivery of the outputs
• Coordinate, consolidate and provide the necessary reports of the project
• Provide status reporting of team activities against the program plan or schedule, and keep ICAO CDI Director informed of task accomplishment, issues and status
• Escalate issues which cannot be resolved by the team to the Director CDI through the ICAO Project manager

Context assessment 

• Identify stakeholders involved (relevant governmental entities, ANSPs, Airport authority, training centres and academia, key industry players etc)        and define roles and responsibilities
•  Collaborate with the Team members to collect, collate, and consolidate data on relevant aviation indicators, current, medium- and long-term personnel demand and training capacity, considering various criteria, including but not limited to:
  • Projection of aviation activities of the State (traffic demand, overflights, etc.).
  • Expected aviation operations (number of airports, airlines, other service providers).
  • USOAP, USAP results
  • HR policies in place 
  • Labor market for aviation jobs
  • Industry capacity and challenges
  • Identification of aviation jobs, competencies, and qualification requirements to meet ICAO's five Strategic Objectives
  • Identification of future jobs, competencies, and skills required due to innovation and technological advancements.
  • Disaggregation of data by occupational area, age, and gender.
  • Current training capacity and educational programmes available and future needs.
  • Youth population awareness of aviation educational paths and careers 
  • Any other relevant data identified etc.
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• Coordinate with the team members to develop a forecasting methodology - covering all aviation disciplines personnel
• Perform a SWOT and/or PEST analysis to understand challenges and opportunities as well as external and internal forces affecting the development of sustainable aviation professionals.
• Draft a report on the findings, the current, medium- and long-term human resources needs, training capacity including the forecasting methodology.

Gap assessment

• Identify existing human resources gaps and anticipated demand in various professional categories across ICAO’s five strategic objectives,
• Review the current capacity of Aviation Approved Training Centres to meet the current and future demand
• Identify levels of awareness of youth on Civil aviation education paths and their intention to pursue aviation careers etc.
• Identify national policies and provisions to be implemented concerning the supply of civil aviation human resources
• Conduct stakeholders’ consultations to validate findings and gather additional insight.
• Compile the gap analysis report, documenting findings and recommendations for addressing identified gaps.
• Submit the report to MINTRANS for approval

Development NGAP strategy and action plan

• Develop a comprehensive 15-year strategic and action plan to address existing gaps and future demand in the aviation workforce and training field, and more specifically to attract, train, educate, retain the next generation of aviation professionals.
• The plan will encompass the necessary resources, outreach activities, and policies required to attract, train, and retain the next generation of aviation professionals, focusing on the most critical areas of expertise, including but not limited to:
  • Vision, goals, and objectives of the strategy
  • Training and Education Alignment
  • Partnerships and Resource Mobilization plan
  • Outreach and Engagement plan 
  • Scholarship and Incentive Programmes
  • Mentorship and Internship Opportunities
  • Career Fairs and Exhibitions
  • National Awareness Campaign
  • Governance and Performance Monitoring framework
  • Risk register
• Submit the draft NGAP Strategy report for MINTRANS review 
• Make a presentation of the NGAP strategy to MINTRANS
• Consolidate the NGAP strategy in accordance with MINTRANS feedback
• Submit the final report for MINTRANS approval

• Performs other related duties, as required by Project Document

The implementation of the NGAP strategy/Action plan will enable Angola to establish a sustainable and robust aviation workforce

The incumbent will report to the CDI Officer assigned to the project -in-Charge. He will work in close collaboration with the focal point nominated by MINTRANS and other counterparts as may be appropriate. 

Core competencies:

Professionalism: Shows pride in work and in achievements; demonstrates professional competence and mastery of subject matter; is conscientious and efficient in meeting commitments, observing deadlines and achieving results; is motivated by professional rather than personal concerns; shows persistence when faced with difficult problems or challenges; remains calm in stressful situations.

Communication: Speaks and writes clearly and effectively; listens to others, correctly interprets messages from others and responds appropriately; asks questions to clarify and exhibits interest in having two-way communication; tailors language, tone, style, and format to match the audience; demonstrates openness in sharing information and keeping people informed.

Teamwork: Works collaboratively with colleagues to achieve organizational goals; solicits input by genuinely valuing others’ ideas and expertise; is willing to learn from others; places team agenda before personal agenda; supports and acts in accordance with final group decision, even when such decisions may not entirely reflect own position; shares credit for team accomplishments and accepts joint responsibility for team shortcomings.

Planning and Organizing: Develops clear goals that are consistent with agreed strategies; identifies priority activities and assignments; adjusts priorities as required; allocates appropriate amount of time and resources for completing work; foresees risks and allows for contingencies when planning; monitors and adjusts plans and actions as necessary; uses time efficiently.

Client Orientation: Considers all those to whom services are provided to be “clients ” and seeks to see things from clients’ point of view; establishes and maintains productive partnerships with clients by gaining their trust and respect; Identifies clients’ needs and matches them to appropriate solutions; monitors ongoing developments inside and outside the clients’ environment to keep informed and anticipate problems; keeps clients informed of progress or setbacks in projects; meets timeline for delivery of products or services to client.

Managerial Competencies:

Vision: Identifies strategic issues, opportunities, and risks; clearly communicates links between the Organization’s strategy and the work unit’s goals; generates and communicates broad and compelling organizational direction, inspiring others to pursue that same direction; conveys enthusiasm about future possibilities.

Leadership: Serves as a role model that other people want to follow; empowers others to translate vision into results; is proactive in developing strategies to accomplish objectives; establishes and maintains relationships with a broad range of people to understand needs and gain support; anticipates and resolves conflicts by pursuing mutually agreeable solutions; drives for change and improvement; does not accept the status quo; shows the courage to take unpopular stands.

Judgement/Decision-making: Identifies the key issues in a complex situation, and comes to the heart of the problem quickly; gathers relevant information before making a decision; considers positive and negative impacts of decisions prior to making them; takes decisions with an eye to the impact on others and on the Organization; proposes a course of action or makes a recommendation based on all available information; checks assumptions against facts; determines that the actions proposed will satisfy the expressed and underlying needs for the decision; makes tough decisions when necessary.

Essential

• University degree in Human resources, aviation management, aviation technical area, business administration, or a related field is preferred. 

Desirable

• Additional certifications or training in workforce development, strategic planning, or aviation-related disciplines 

Essential

• A minimum of 10 years’ experience in aviation workforce development, human resources, training, strategic planning, talent management, or related fields 
• Strong analytical skills with the ability to conduct SWOT and PEST analyses and translate findings into actionable strategies.
• Experience in workforce development, talent management, succession planning, or aviation industry education. 
• Familiarity with best practices in aviation workforce development, including attracting, educating, training, and retaining a diverse talent pool, implementing training and education programmes, and promoting career opportunities in aviation. 
• Knowledge of Aviation Industry: A strong understanding of the aviation industry, including its workforce needs, training requirements, and regulatory frameworks, is essential.

Desirable

• Familiarity with the International Civil Aviation Organization (ICAO) and its strategic objectives is highly beneficial.
• Proficiency in Human resources planning. data analysis techniques and tools

Essential

• A good command of oral and written Portuguese or Spanish 
• A good command of oral and written English

Special Service Agreement Fee: 10,000 USD per month

NO FEE: