Org. Setting and Reporting

The Capacity Development and Implementation (CDI) Bureau supports the six strategic goals of ICAO. The Bureau offers needs-based implementation support to States through projects and innovative products and services to assist them in implementing effective and sustainable solutions that address their specific aviation needs and challenges. The CDI Bureau operates through dedicated sections that collectively enable the effective delivery of its mandate. The Bureau also manages revenue-generating activities and resource mobilization for financial sustainability, while overseeing budgeting, reporting, quality, and risk management to ensure efficient CDI operations. CDI is responsible for ICAO’s aviation training activities through the Global Aviation Training Section, ensuring access to comprehensive and up-to-date programmes. It leads project management across ICAO Regions, supporting States in the development and implementation of capacity-building projects, leveraging economies of scale in procurement of aeronautical equipment, and manages the recruitment and deployment of experts for field activities under CDI projects. To maintain high standards, CDI provides technical support and quality assurance, ensuring that project deliverables align with ICAO SARPs and strategic goals. Together, these functions ensure that CDI provides integrated and effective support to States in meeting their capacity development and implementation needs. The Director CDI reports to the Secretary General and is responsible for directing and managing the execution of ICAO’s Capacity Development and Implementation Programme. S/He formulates CDI’s overall strategies, policies, and business plan, oversees revenue generating activities and the development and implementation of the Capacity Development and Implementation programme while providing leadership to the development of innovative and change management initiatives within CDI.

Responsibilities

Function 1 (incl. Expected results) Leads, directs and manages the work and staff of the Capacity Development and Implementation (CDI) Bureau, achieving results such as: • Provide effective direction, guidance and supervision to a diverse team of professional and support staff of CDI, and manage performance to ensure that work programmes and activities of the Bureau adhere to high-quality standards. • Model and promote the values and ethical standards of conduct for the International Civil Service. • Plan, direct, manage and report on the planning and implementation of the annual and triennial budget of the Bureau. • Direct the implementation of performance-based management, including Key Performance Indicators (KPIs) for management and programme-related activities. • Manage the human and financial resources of the Bureau, serving as responsible authority for its performance with respect to service quality, delivery and timeliness. • Oversee the recruitment of staff for the Bureau and the development of skills and expertise of all staff, taking due account of geographical and gender balance and other institutional values, to build a motivated and performance-oriented workforce. • Participate in and contribute to the Senior Management Board (SMB) meetings, inform staff of pertinent issues and implement decisions taken by the Secretary General on SMB recommendations. • Direct the Project Quality Management System in CDI; and sustain high calibre and high-confidence audit results, through the maintenance of a System based on international standards and best practices. Function 2 (incl. Expected results) Directs and oversees the execution of ICAO’s Capacity Development and Implementation Programme, achieving results such as: • Develop CDI’s overall strategies, taking into account policy guidance and decisions by the ICAO Assembly and the Council. • Lead the development of the substantive work programme of the Business Plan for CDI, determining priorities, and allocating resources for the completion of outputs and their timely delivery. • Direct the implementation of CDI work programme activities in a timely fashion and ensure the coordination of activities and operations in the different areas, both within ICAO and with other organizations, industry partners, governments and funding agencies, as appropriate. • Provide leadership to the development and implementation of innovative and change management initiatives aimed at enhancing business processes, systems and technology, and improving efficiency. • Direct and oversee the implementation of recommendations related to CDI activities with respect to internal and external audits and evaluations, as well as the Joint Inspection Unit and the Evaluation and Audit Advisory Committee. • Direct and ensure implementation of internal control measures, oversee risk management within CDI’s delivery portfolio, and coordinate responses to audit observations. • Direct the CDI Bureau in undertaking technical studies and projects in matters related to capacity development and implementation support, as appropriate. • Establish and maintain processes and tools for the effective implementation of projects and services in a timely and transparent manner. • Establish and maintain a roster of qualified aviation experts who can be rapidly deployed to meet project requirements in a timely manner. • Oversee cross-cutting portfolios under CDI, including ICAO’s Next Generation of Aviation Professionals (NGAP) programme and Women empowerment initiatives. • Oversee CDI’s project development and funding activities aimed at identifying and fostering partnerships with third party donors and funding institutions for CDI-managed projects. Function 3 (incl. Expected results) Provides policy and operational direction for the Organization on capacity development and implementation support matters, provides authoritative policy advice to the Secretary General and contributes to the development of overall strategies, policies and the business plan, including the “No Country Left Behind” strategic goal, achieving results such as: • Provide authoritative policy advice to the Secretary General on capacity development and implementation support matters. • As a member of the Senior Management Borad, contribute to the development and overall implementation of the Organization’s Strategic Goals and to the overall management of ICAO’s activities and operations. • Oversee the preparation of policies, procedures and guidelines, as well as other documentation on capacity development and implementation support matters. • Works closely with ICAO Regional Directors on the execution of capacity development and implementation support activities at the regional and national levels, including the identification and implementation of new projects with products and services in support of the “No Country Left Behind” strategic goal and the ICAO Policy on Implementation Support provided to States. Function 4 (incl. Expected results) Provides strategic advice to ICAO Governing Bodies, serves as Secretary of the ICAO Technical Cooperation and Implementation Support Committee (TCC), and liaises with government officials on matters related to capacity development and implementation support, achieving results such as: • Provide expert, authoritative advice to the Assembly, Council and Committees, on request and as appropriate, on capacity development and implementation support matters, and implement measures decided by the Assembly and Governing Bodies. • Direct and oversee the preparation of policy papers, reports, and other documentation on capacity development and implementation support -related matters for presentation to the Council, the Assembly, and other policy-making bodies. • Serve as Secretary of the ICAO Technical Cooperation and Implementation Support Committee (TCC), ensuring effective management and coordination of its work. • Direct and coordinate all Secretariat work in support of the proceedings of the TCC and the Council on capacity development and implementation support matters. • Liaise with National Delegations to ICAO and government officials to facilitate dialogue, strengthen partnerships, and advance ICAO’s capacity development and implementation support objectives. Function 5 (incl. Expected results) Serves as ICAO representative on UN System, and other international and regional bodies dealing with capacity development and implementation support matters, achieving results such as: • Represent ICAO at meetings of United Nations bodies, other international organizations, development institutions and funding agencies, and maintain liaison with various organizations on capacity development and implementation support matters of common interest. • Represent the Organization at international, regional, and inter-agency meetings, seminars and conferences; chair meetings/seminars; provide programmatic/substantive expertise on capacity development and implementation support issues. • Liaise and collaborate with other UN and inter-agency bodies, specialized agencies and other international organizations on capacity development and implementation support related matters. • Identify opportunities for strengthening partnership and collaboration on capacity development and implementation support matters with UN system entities, civil aviation authorities and industry partners, as appropriate. • Represent the Secretary General, within delegated authority, in meetings with government representatives. • Negotiate with representatives of other organizations as well as with government authorities on questions relating to capacity development and implementation support in civil aviation. Function 6 (incl. Expected results) Provides strategic leadership and oversight for ICAO’s revenue-generating activities and resource mobilization to ensure financial sustainability, growth, and alignment with States’ capacity development and implementation support needs, achieving results such as: • Develop and implement comprehensive strategies, policies, and business models for revenue-generating products, services, and resource mobilization initiatives that support ICAO’s mandate and evolving State requirements. • Direct the design, promotion, and delivery of ICAO’s portfolio of capacity development and implementation support products, services ensuring quality, relevance, and competitiveness. • Direct the planning, management and coordination of all ICAO aviation training activities, ensuring the efficient, effective and harmonized implementation of the ICAO Training Policy and response to training needs of Member States, international and regional organizations, aviation industry and other partners • Secure financial and in-kind contributions from Member States, donor agencies, development partners, multilateral financial institutions, and the private sector, and align these resources with identified State needs. • Establish and maintain high-level partnerships to expand funding opportunities, diversify revenue sources, and strengthen ICAO’s financial base. • Lead advocacy and outreach initiatives to promote ICAO’s capacity development and implementation support mandate and value proposition to stakeholders. • Oversee budgeting, monitoring, reporting, risk management, and compliance for all revenue-generating and resource mobilization activities, ensuring accountability, efficiency, and measurable impact. • Promote innovation, quality assurance, and efficiency in all revenue-generating and resource mobilization initiatives to reinforce ICAO’s credibility and long-term financial sustainability. Function 7 (incl. Expected results) Performs other related duties as assigned.

Competencies

Professionalism: Knowledge of ICAO’s work aimed at enhancing global civil aviation safety, increasing capacity and improving efficiency of the global civil aviation system. Understanding of the economic and social benefits of air transport, the role of ICAO and its relationships with other UN system organizations; familiarity with the work of other related international organizations, regional and sub-regional bodies and groupings of States, where applicable; knowledge of international development, capacity development and technical assistance principles; sound knowledge of management policies, regulations, rules and procedures applicable to capacity development programmes/projects and activities; familiarity with modern project management and quality control practices and procedures; thorough knowledge of best industry practices for leadership and management, including change management; demonstrated ability to deal with complex issues with diplomacy and tact. Shows pride in work and in achievements; demonstrates professional competence and mastery of subject matter; demonstrates ability to lead by example; 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. Accountability: Takes ownership for all responsibilities and honours commitments; delivers outputs for which one has responsibility within prescribed time, cost and quality standards; operates in compliance with organizational regulations and rules; supports subordinates, provides oversight and takes responsibility for delegated assignments; takes personal responsibility for his/her own shortcomings and those of the work unit, where applicable. 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. Managing Performance: Delegates the appropriate responsibility, accountability and decision-making authority; makes sure that roles, responsibilities and reporting lines are clear to each staff member; accurately judges the amount of time and resources needed to accomplish a task and matches task to skills; monitors progress against milestones and deadlines; regularly discusses performance and provides feedback and coaching to staff; encourages risk-taking and supports creativity and initiative; actively supports the development and career aspirations of staff; appraises performance fairly. 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. Provides leadership and takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work; demonstrates knowledge of strategies and commitment to the goal of gender balance in staffing. 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. Building Trust: Provides an environment in which others can talk and act without fear of repercussion; manages in a deliberate and predictable way; operates with transparency; has no hidden agenda; places confidence in colleagues, staff members and clients; gives proper credit to others; follows through on agreed upon actions; treats sensitive or confidential information appropriately. Empowering Others: Delegates responsibility, clarifies expectations, and gives staff autonomy in important areas of their work; encourages others to set challenging goals; holds others accountable for achieving results related to their area of responsibility; genuinely values all staff members’ input and expertise; shows appreciation and rewards achievement and effort; involves others when making decisions that affect them. 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.

Education

Advanced University degree (Master’s degree or academic equivalent), preferably in an aviation-related field, or other area such as business administration, management, finance, economics, law, aeronautical, industrial or civil engineering area is required.

Job - Specific Qualification

Not available.

Work Experience

Over 15 years of progressively responsible professional experience reaching executive level in the planning, management and coordination of activities in aviation safety, air navigation, air transport or related area, in a public or private sector organization is required. At least five years of experience at senior managerial level, overseeing the planning and implementation of civil aviation programmes and projects in a public or private sector organization is required. Experience at the international level or dealing with aviation matters crossing national boundaries, including high-level negotiations with government authorities is required. Demonstrated leadership experience with strategic vision and proven skills in managing complex organizations at the national or international level is required. Experience in organizational change management, with demonstrated ability to promote transformational efforts, foster innovation, and drive organizational reforms is required. Experience with corporate performance management in the public or private sector is required. Experience in partnerships, resource mobilization and in dealing with multilateral financial institutions is desirable. Experience in conducting negotiations at the international level and in organizing and leading international meetings is desirable. Experience in public speaking and media engagement is desirable.

Languages

Assessment

The evaluation of candidates is based on the criteria in the vacancy notice, and may include tests and/or other assessments as well as a competency-based interview. ICAO uses assessment centres to further evaluate core and managerial competencies listed in the vacancy notice. Detailed information on the applicable assessment processes will be provided to the shortlisted candidates at the appropriate stages of the recruitment process.

Special Notice

It should be noted that the maximum period for which a staff member at the D-2 level can serve is eight (8) years. The initial appointment will be on a fixed-term non-career basis for a period of four (4) years (first year is probationary for an external candidate). A second fixed-term non-career appointment may be granted to the incumbent, subject to re-appointment procedures. The combined duration of the initial and second fixed-term contracts shall not exceed eight (8) years. ICAO staff members are international civil servants subject to the authority of the Secretary General and may be assigned to any activities or offices of the Organization, in accordance with the provisions of the ICAO service code. In line with the ICAO Ethics Framework (Annex I to the Service Code), staff members are expected to uphold the highest standards of integrity, including compliance with applicable financial disclosure and conflict of interest declaration in accordance with grade and function. ICAO staff members are expected to conduct themselves in a manner befitting their status as international civil servants. In this connection, ICAO has incorporated the 2013 Standards of Conduct for the International Civil Service into the ICAO Personnel Instructions. ICAO offers an attractive benefit package to its employees in accordance with the policies of the International Civil Service Commission (ICSC). The statutory retirement age for staff entering or re-entering service after 1 January 2014 is 65. For external applicants, only those who are expected to complete a term of appointment will normally be considered. ICAO offers an attractive remuneration package, including a tax-free annual net base salary in US Dollars (subject to mandatory deductions for pension contributions and health insurance), and a variable post adjustment* which reflects the cost of living in a particular duty station. Annual Salary for this post: US $176,709 (which includes a Net Base Salary of US $128,422+ Post Adjustment of US $48,287) ICAO also offers the following benefits, subject to conditions as defined in the Staff Rules: • Dependency allowances • Rental subsidy • Settling-in grant, to assist in meeting initial extraordinary costs when arriving at or relocating to a new duty station • Travel and relocation shipment, when moving to a new duty station • Education grant for children in full-time attendance at an educational institution • Home leave travel (normally once in every two years of qualifying service) • 30 working days of vacation per year • Pension fund entitlements under the UN Joint Staff Pension Fund • International health insurance; optional life insurance • Disability protection ICAO encourages a positive workplace culture, and promotes inclusivity and diversity within its workforce. (*Post Adjustment: The base salary is supplemented by a post adjustment which varies according to the cost of living in the duty station and the exchange rate of the United States Dollar. The post adjustment, set by the United Nations as a percentage of the base salary, ensures that all staff members at the same salary level have a similar purchasing power in every duty station by compensating for the differences in cost of living while taking currency fluctuations into account.)

United Nations Considerations

In accordance with ICAO Staff Regulations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity. Due regard shall be paid to the importance of recruiting staff on as wide a geographical basis as possible and ensuring equal gender representation. Subject to the foregoing, selection of staff members shall be made without distinction as to race, sex or religion, nor shall there be any discrimination on account of any disability of a candidate who meets the qualifications required to perform the tasks. Unless otherwise permitted under the ICAO Staff Regulations, appointment and promotion of staff members shall be made on a competitive basis. Candidates will not be considered for employment with ICAO if they have committed violations of international human rights law, violations of international humanitarian law, sexual exploitation, sexual abuse, or sexual harassment, or if there are reasonable grounds to believe that they have been involved in the commission of any of these acts. Candidates who have committed crimes other than minor traffic offences may not be considered for employment. Applicants are urged to follow carefully all instructions available in the online recruitment platform, Inspira. For more detailed guidance, applicants may refer to the Manual for the Applicant, which can be accessed by clicking on “Manuals” hyper-link on the upper right side of the Inspira account-holder homepage. The evaluation of applicants will be conducted on the basis of the information submitted in the application according to the evaluation criteria of the job opening and the applicable Staff Regulations and Rules, administrative issuances and guidelines. Applicants must provide complete and accurate information pertaining to their personal profile and qualifications according to the instructions provided in Inspira to be considered for the current job opening. No amendment, addition, deletion, revision or modification shall be made to applications that have been submitted. Candidates under serious consideration for selection will be subject to reference checks to verify the information provided in the application. Job openings advertised in Inspira will be removed at 11:59 p.m. (New York time) on the deadline date.

No Fee

ICAO does NOT charge any fees or request money from candidates at any stage of the recruitment process, nor does it concern itself with bank account details of applicants. Requests of this nature allegedly made on behalf of ICAO are fraudulent and should be disregarded.