Introduction

Established in 1951, IOM is a Related Organization of the United Nations, and as the leading UN agency in the field of migration, works closely with governmental, intergovernmental and non-governmental partners. IOM is dedicated to promoting humane and orderly migration for the benefit of all. It does so by providing services and advice to governments and migrants.

IOM is committed to ensuring a workplace where all employees can thrive professionally, while working towards harnessing the full potential of migration. Read more about IOM's workplace culture at IOM workplace culture | International Organization for Migration

Applications are welcome from internal and external candidates. For all IOM vacancies, applications from qualified and eligible first-tier candidates are considered before those of qualified and eligible second-tier candidates in the selection process. For the purpose of this vacancy, internal and internal-equivalent candidates are considered as first-tier candidates.

Organizational Context and Scope

The organized movement of persons in need of international migration assistance is a primary mandate of the Organization and a cornerstone of IOM’s operations. Movement Operations Units in various IOM Country Offices, coordinated under the Resettlement and Movement Management Unit (RMM) in the Department of Mobility Pathways and Inclusion at IOM’s Geneva Headquarters (HQ), are responsible for all aspects of travel for migrants and refugees under IOM’s auspices, in accordance with the various framework agreements with resettlement and receiving Governments and partners across the spectrum of the Organization's programmes.
Since 2018, RMM has been mainstreaming protection and accountability to affected populations within its activities. These efforts support implementation of the RMM minimum standards that govern protection mainstreaming in resettlement and movement management, and institutional guidance and frameworks on protection, gender, age, Prevention of Sexual Exploitation and Abuse (PSEA) and disability inclusion. Recent assessments demonstrate the need to provide more comprehensive support to protection mainstreaming efforts within RMM programming, and to strengthen linkages on protection mainstreaming between RMM and other IOM units, both of which will be essential components of this role. 
Under the general supervision of the Migrant Protection Coordinator, the direct supervision of the Migrant Protection Officer , and in close coordination with the Movement Operation Coordinator, the Senior Project Assiociate (Protection mainstreaming) has the following duties and responsibilities:
 

1. Undertake protection mainstreaming activities in relation to Movement Operations activities in Democratic Republic of Congo, including ensuring protection mainstreaming standards and guidelines are implemented and upheld; spearheading and managing initiatives that promote meaningful and sustained inclusion of all relevant populations; regularly reviewing and advising on the accessibility of facilities; enhancing accountability mechanisms including complaints and feedback mechanisms (CFMs); and providing relevant training as needed. 
2. In close coordination with relevant RMM and Protection division colleagues and taking a whole-of-organisation approach towards diversity, intersectionality, and the inclusion of marginalised groups, implement and support the continued use of the Protection Mainstreaming in Resettlement and Movement Management principles and Mainstreaming Accountability to Affected Populations (MAAP) minimum standards and their associated tools in Democratic Republic of Congo. Monitor, collect and report feedback on their implementation, integrating new tools as needed. Ensure all personnel understand the principles and minimum standards, have access to relevant trainings and guidance, understand the use of the principles and guidelines in decision-making, and can explain how they are relevant and applicable to their individual work. As needed, contribute to the design of new guidance and tools. 
3. Liaise with Movement Operations colleagues on the support provided to vulnerable individuals, including those related to children, older people, people with disabilities and people with diverse SOGIESC, and provide updates on them to management regularly. Ensure visual materials, case management materials (such as the scripts utilised by personnel), and other materials and tools are fit for purpose for regional needs, appropriate for a diverse range of individuals, and suited to meet the needs of vulnerable cases. Liaise with the Migrant Protection Officer on these materials as well as on topics as data collection, management, and protection. 
4. Utilising RMM guidance and relevant MAAP and institutional protection tools, assess the accessibility of IOM facilities and other spaces in which Movement Operations personnel are operating in DRC. Work closely with the Migrant Protection Officer, Migrant Protection Coordinator on resolving any accessibility issues that need to be addressed. Ensure all Standard Operating Procedures (SOPs) take accessibility and inclusion into account when directing personnel how to implement their work. 
5. Where relevant, work closely with the Field Support pillar to ensure that migrant reception centers and third-party facilities meet RMM Protection Mainstreaming in Resettlement and Movement Management principles and MAAP minimum standards, as well as appropriately utilise all relevant tools, and provide a safe, accessible, and inclusive environment for all individuals utilising the facilities. If a Migrant Reception Centers or utilised third-party facilities contain a Youth Services area, work closely with the Field Support pillar and Regional Protection Specialist to ensure that the area is fit for purpose and inclusive of all children who may access it.
6. Support RMM, program and other institutional monitoring efforts by sharing relevant information about the concerned populations, briefing monitoring teams on protection mainstreaming-related activities, assisting in strategizing monitoring mechanisms based on the working landscape of Kinshasa, DRC, making connections with relevant community-based organisations (CBOs), civil society organisations (CSOs), organisations for persons with disabilities (OPDs), When required, set up focus group discussions and other forums enabling community feedback, ensuring both accessibility and inclusion, and provide feedback on other monitoring tools such as surveys and interview protocols.
7. In line with RMM guidance, and guidance published by the IOM Protection Mainstreaming team, work to improve the performance of community feedback mechanisms (CFMs) in the region. Ensure that the CFM has multiple channels; that community feedback is recorded in a structured manner; and that individuals who raise feedback receive a meaningful reply within a specified timeframe. Ensure that there is a structured system for recording feedback, so that it can be processed in an orderly, transparent manner. Improve outreach efforts, organise regular group feedback sessions, and work to record CFM metrics. Additionally provide capacity building on CFMs, work with other IOM units to harmonise feedback mechanisms in the area and collaborate with management to address issues that are raised. 
8. Assist in increasing staff’s knowledge of protection mainstreaming topics through regular, accurate, accessible, and inclusive information sharing that advises both management and personnel and answers questions in a timely manner. In collaboration with training colleagues, support and provide training on protection mainstreaming topics in DRC. Ensure learners are furnished with the tools necessary to link the training to their daily work and to evaluate the effectiveness of their learning experience over a period of time. Collaborate with protection colleagues to ensure that RMM staff have received appropriate protection training.
9. Work closely with the Migrant Protection Coordinator and the Migrant Protection Officer  to ensure that all trainings, tools, collaborations, and feedback mechanisms utilised throughout the DRC are designed to ensure they are accessible to all personnel and beneficiaries, regardless of their age, gender, disability, or any other factors. Promote coordination, collaboration and documentation of best practices and lessons learned between IOM Country Offices in DRC, institutional protection mainstreaming/PSEA personnel and HQ by participating in protection mainstreaming working groups, networks, and other forums.
10. Coordinate closely with other IOM units in the offices and region to ensure that protection mainstreaming activities are growing more closely aligned between Movement Operations and other IOM areas of work. Seek to fit RMM mainstreaming activities into existing systems and initiatives within the mission and region, rather than duplicating efforts. As necessary, provide support to both management and personnel in identifying and adjusting approaches to protection mainstreaming issues, including complaints and feedback mechanisms, in order to align throughout the region.
11. Participate in relevant mission-level and regional meetings related to protection mainstreaming, ensuring close coordination on participation and information sharing with mission management, Movement Operations management, mission-level protection colleagues, other protection-related colleagues in the region, and the Movement Operations CoordinatorProgramme Officer (MAAP).
12. Maintain and promote the confidentiality and integrity of all relevant paperwork in line with standards of conduct and data protection rules. Alert the direct supervisor or management of any non-compliance to SOPs or codes of conduct by IOM staff members or partners.
13. Ensure that the Migrant Protection Officer Senior Programme Coordinator (Protection Mainstreaming) and the Movement Operations Coordinator are copied into report
14. Perform other relevant duties as assigned. 
     

Required Qualifications and Experience

Education

• University degree in international relations, political science, or a related field from an accredited academic institution with four years of work experience; or,
• Completed secondary education with six years of relevant working experience.  
   

Accredited Universities are those listed in the UNESCO World Higher Education Database.

Experience

• At least 4-6 years of relevant experience (please see above) in such areas as protection mainstreaming, migrant assistance, refugee resettlement, monitoring and evaluation, diversity, equality and inclusion, social work, etc,
• Experience planning, facilitating, and evaluating training required, with experience facilitating training in a humanitarian setting preferred, 
• Prior experience with protection analysis and/or the production of reports preferred, 
• Experience with USRAP programs is preferred,
• Experience with processing systems such as MiMOSA and iGATOR is preferred; and,
• Experience working in a multi-cultural setting.

Skills

• Thorough knowledge of English language, 
• Strong interpersonal and communication skills,
•  Attention to detail and ability to organise,
• Self-motivated, objective driven and able to use own initiative and work under pressure with minimum supervision; and,
• Computer/software literate with good knowledge in Microsoft Office.

Languages

All IOM staff members in all categories are required to be fluent in one of the IOM's official languages (English, French, Spanish).

For this position, fluency in French and English is required (oral and written)
 

Proficiency of language(s) required will be specifically evaluated during the selection process, which may include written and/or oral assessments.

Required Competencies

IOM’s competency framework can be found at this link. Competencies will be assessed during the selection process.

Values - all IOM staff members must abide by and demonstrate these five values:

• Inclusion and respect for diversity: Respects and promotes individual and cultural differences. Encourages diversity and inclusion.
• Integrity and transparency: Maintains high ethical standards and acts in a manner consistent with organizational principles/rules and standards of conduct.
• Professionalism: Demonstrates ability to work in a composed, competent and committed manner and exercises careful judgment in meeting day-to-day challenges.
• Courage: Demonstrates willingness to take a stand on issues of importance.
• Empathy: Shows compassion for others, makes people feel safe, respected and fairly treated.

Core Competencies – behavioural indicators Level 2

• Teamwork: Develops and promotes effective collaboration within and across units to achieve shared goals and optimize results.
• Delivering results: Produces and delivers quality results in a service-oriented and timely manner. Is action oriented and committed to achieving agreed outcomes.
• Managing and sharing knowledge: Continuously seeks to learn, share knowledge and innovate.
• Accountability: Takes ownership for achieving the Organization’s priorities and assumes responsibility for own actions and delegated work.
• Communication: Encourages and contributes to clear and open communication. Explains complex matters in an informative, inspiring and motivational way.

Managerial Competencies – behavioural indicators Level 2, if with direct reports

• Leadership: Provides a clear sense of direction, leads by example and demonstrates the ability to carry out the Organization’s vision. Assists others to realize and develop their leadership and professional potential.
• Empowering others: Creates an enabling environment where staff can contribute their best and develop their potential.
• Building Trust: Promotes shared values and creates an atmosphere of trust and honesty.
• Strategic thinking and vision: Works strategically to realize the Organization’s goals and communicates a clear strategic direction.
• Humility: Leads with humility and shows openness to acknowledging own shortcomings. 

Notes

Please refer to this link for guidance on IOM Job Category.

Any offer made to the candidate in relation to this vacancy notice is subject to funding confirmation.

This selection process may be used to staff similar positions in various duty stations. Recommended candidates will remain eligible to be appointed in a similar position for a period of 24 months.

Appointment will be subject to certification that the candidate is medically fit for appointment, accreditation, any residency or visa requirements, security clearances.

IOM has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and IOM, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination based on gender, nationality, age, race, sexual orientation, religious or ethnic background or disabilities.

IOM does not charge a fee at any stage of its recruitment process (application, interview, processing, training or other fee). IOM does not request any information related to bank accounts.

IOM only accepts duly completed applications submitted through the IOM e-Recruitment system (for internal candidates link here). The online tool also allows candidates to track the status of their application.

No late applications will be accepted. Only shortlisted candidates will be contacted.

For further information and other job postings, you are welcome to visit our website: IOM Careers and Job Vacancies