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

This is an expedited recruitment process, open for applications from internal and internal-equivalent candidates only. 

Organizational Context and Scope

The International Organization for Migration (IOM) is the UN Migration Agency. With 175 member states it is committed to the principle that humane and orderly migration benefits migrants and society. Established in 1951 and now active in over 400 field locations worldwide, IOM works with partners, government and civil society to: 1. Assist in meeting the operational challenges of migration and human mobility; 2. Advance understanding of migration issues; 3. Encourage social and economic development through migration; and 4. Uphold the human dignity and well-being of migrants and mobile populations.

IOM has been working on migration, environment, climate change and disaster risk reduction (MECR) for over 30 years. IOM’s Migration, Environment, Climate Change and Risk Reduction activities bolster local and national initiatives to prevent and prepare for disasters and related population movements, provide emergency assistance and protection where displacement cannot be avoided, and foster post-disaster recovery solutions and resilience-building.

In line with the IOM Institutional Strategy on Migration, Environment and Climate Change 2021-2030, the Organization pursues three broad objectives in managing environmental migration, intervening at each stage of the migration cycle: 1. “Solutions for people to move” - Managing migration in the context of climate change, environmental degradation, and disasters due to natural hazards. 2. “Solutions for people on the move” - Assisting and protecting migrants and displaced persons in the context of climate change, environmental degradation, and disasters due to natural hazards. 3. “Solutions for people to stay” - Making migration a choice by building resilience and addressing the adverse climatic and environmental drivers that compel people to move.

The Regional Responses to Climate Displacements in Sub-Saharan Africa (RE2CLID) project aims to enhance the resilience and self-reliance of Displacement-Affected Communities (DACs) in Sub-Saharan Africa who face the risks of disasters, the adverse effects of climate change and environmental degradation. This initiative targets the highly vulnerable displacement affected communities in Southern Africa and the Indian Ocean Countries, namely Malawi, Mozambique, Madagascar, Comoros, Mauritius and Seychelles (i.e. Cluster 2).

The programme employs an area-based approach focusing on averting displacement, minimizing displacement impacts, and resolving existing displacement situations. It emphasizes gender-responsive disaster forecasts and management systems, sustainable natural resources governance, and enhancing the resilience and self-reliance of DACs to reach durable solutions. Key activities include strengthening early warning systems, promoting sustainable land use and natural resource management, and integrating DACs into national and local disaster response frameworks.

By addressing the root causes of climate-induced displacement and fostering inclusive, climate-resilient solutions, RE2CLID aims to reduce vulnerability and enhance long-term sustainability in affected communities. This initiative is aligned with regional and international frameworks, including the Paris Agreement, the Sendai Framework for Disaster Risk Reduction, and the Global Compact for Migration and Refugees.

Under the overall supervision of the Malawi Chief of Mission and the direct supervision of the Programme Coordinator (Southern Africa and Indian Ocean), and in close coordination with relevant parties, especially the DTM support teams in the regional office and headquarters, and the IOM team in country, the Project Officer (Displacement Tracking Matrix (DTM)) will be responsible for supporting all aspects of the DTM programmatic coordination, implementation and monitoring in Malawi.

Required Qualifications and Experience

Education

• Master’s degree in Information Management, Computer Science, Political or Social Science, International Law, Humanitarian Affairs or a related field from an accredited academic institution with two years of relevant professional experience; or,
• University degree in the above fields with four years of relevant professional experience.

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

Experience

• Experience in the field of emergency response and humanitarian assistance and the implementation of early recovery activities;
• Experience in data collection, research, and report writing;
• Experience working with data protection guidelines and principles;
• Experience in project implementation in a humanitarian context;
• Experience writing technical documents, translating/planning specifications to technical briefs for data capture/analysis, and compiling diverse datasets; and,
• Experience in the fields of Early Warning and Anticipatory Action is an advantage.

Skills

• Knowledge of UN, IOM, international organizations' and NGOs mandates and programmes in the area of humanitarian assistance to IDPs and conflict affected populations;
• Knowledge of ESRI ArcGIS and other GIS-related software is an advantage;
• Solid computer skills, including proficiency in MS Office package (Excel, PowerPoint, Outlook);
• Knowledge of graphic design using Adobe suite of tools; and,
• Expertise of data collection tools e.g. Kobo and ODK.

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 English is required (oral and written).

Working knowledge of another official UN language (Arabic, Chinese, French, Russian and Spanish) is an advantage.

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

• 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

This vacancy is only open to current and former IOM staff members who were separated in the last 12 months due to the structural adjustment process.

Internationally recruited professional staff are required to be mobile. 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.

Vacancies close at 23:59 local time Geneva, Switzerland on the respective closing date. No late applications will be accepted.

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.

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