Protection From Violence Officer South Sudan Nyirol

Position:                                          Protection Officers (2 positions)

Grade:                                             5

Reports to:                                     Protection Coordinator

Supervision of:                               N/A

Duty station:                                  Nyirol

All NRC employees are expected to work in accordance with the organisation’s core values: dedication, innovation, inclusivity and accountability. These attitudes and beliefs shall guide our actions and relationships.

1. Role and responsibilities

The purpose of the Protection Officer positions is to monitor and mitigate risks, implement and manage protection, Community Feedback Mechanisms (CFM) and Accountability to Affected Population (AAP) activities and engagements, and other activities within the monitoring and accountability program.

The Protection Officer contributes to accountability to affected population, quality programming and organisational learning through the development and operation of NRC’s Complaints and Feedback Mechanism (CFM).  

Generic responsibilities

1. Ensure adherence with NRC policies, tools, handbooks and guidelines
2. Coordinate cross-sectoral collaboration with WASH and Shelter and other relevant sectors and clusters.
3. Lead  SIP and inclusion analysis to inform the implementation of SSHF projects.
4. Train staff on SIP/Protection mainstreaming and safeguarding.
5. Follow up on reported safeguarding cases and ensure they are handled in an appropriate manner.
6. Prepare and develop status reports as required by management
7. Lead the monitoring of NRC safeguarding policies, standards, and procedures across the designated education projects. 
8. Promote the rights of refugees and displaced people in line with NRC's advocacy strategy.
9. Promote and share ideas for technical improvement
10. Compliance and adherence to NRC policies, guidance and procedures (if a function role) and a specific responsibility for the function's policies and procedures.

Specific responsibilities 

• Manage the project’s community Feedback Mechanisms, ensuring the community remains central to the intervention.

• Receive complaints and feedback from Project Participants (PPs) on NRC feedback channels; logging and entering data in the database, acting and following up on each case according to the SOPs.

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• Plan and implement community engagement, sensitisation, information dissemination, and awareness-raising activities.

• Conduct the mapping of the services available within the geographical area of responsibility, both internally and externally. 

• Identify cases of protection concerns at household and community level for referral to internal services or specialised agencies.

• Report protection incidents, concerns, and challenges identified within target communities to the Protection Coordinator.

   

• Identify potential hot spots, protection from violence risks or areas in need of assessment in order to prevent violence or coercion from occurring or ensuring an effective response after the fact.  

• Support in planning and facilitating community members and stakeholder training, developing training materials, writing training reports and managing logistics.
• Identify and mitigate potential protection risks related to the Monitoring and Assessment.

• Assess, promote, and document ideas for technical improvement and further programme development options and to ensure Safe and Inclusive Programming.

• Development and implementation of Safe and inclusive programing  action plans

• Organizing and delivering trainings and workshops on protection mainstreaming activities 
• Ensure assistance and services avoid creating risks and minimize existing protection risks.

Critical interfaces

• CC’s Coordinator

• Protection program development Manager 

• Area Manager 

• Area program Manager

• Wash Specialist and Shelther PDM

• Protection Cluster member organisations (area-based)

• Support staff

2. Competencies  

Competencies are important in order for the employee and the organisation to deliver desired results. They are relevant for all staff and are divided into the following two categories:

1. Professional competencies 

These are skills, knowledge and experience that are important for effective performance. 

Generic professional competencies: 

• Experience from working as a Project Officer in a humanitarian/recovery context.
• Previous experience from working in complex and volatile contexts.
• Documented results related to the position’s responsibilities.
• Some knowledge of English. 

Context/ Specific skills, knowledge and experience:

• 1-3 years’ experience with Protection activities and programming.

• Self-motivated with well-developed organizational and communication skills.

• Experience conducting community engagement processes, consultations, and/or participator assessments is an advantage.

• Understand rights and protection issues of displacement-affected populations, experience in working on displacement-related issues is an advantage.

• Very strong interpersonal and teamwork skills; collaborative approach with the ability to work within different cultural environments.

• Level of knowledge and practice with Word, Excel, Outlook, etc. required.

Education:

• Degree/Diploma in Social Sciences, or a related field.

Work Experience:

• 2 – 3 years of relevant professional experience in protection programming in a displacement settlement.

• Previous working experience with host communities, IDPs and returnees, and in remote environments.

• Computer proficiency in Word and Excel.

• Proficiency in data collection and reporting.

• Strong understanding of protection principles, likely protection concerns in the context, and best practices.

   

2. Behavioural competencies

• Planning and delivering results

• Empowering and building trust

• Communicating with impact and respect

• Handling insecure environments

3. Performance Management

The employee will be accountable for the responsibilities and the competencies, in accordance with the NRC Performance Management Manual. The following documents will be used for performance reviews: 

• The Job Description 
• The Work and Development Plan 
• The Mid-term/End-of-trial Period Performance Review Template
• The End-term Performance Review Template
• The NRC Competency Framework