Job Description

A job description is a written statement that describes the employee’s role and responsibilities. The role and responsibilities
shall be executed within the NRC framework. The job description facilitates the recruitment process by stating the necessary
competencies. It is mandatory for all positions.

Position: Project Officer

Reports to: Shelter Coordinator
Supervision of: Shelter technical Assistant – Social
Duty station: Maiduguri with travel to the field officers
Travel: 50%
Project number: NGFM1903 (BI 1072387) – NGFM1913 (1191946)
Duration and type of contract: Ending by 31st December, 2019 (with possibility of extension)

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

1. Role and responsibilities

The purpose of the officer position is day to day implementation of the CC Project. Use actions words
such as ensure, implement or assist for the position relevant responsibilities.

Generic responsibilities (max 10)

These responsibilities shall be the same for all positions with the same title. The responsibilities shall
be short and essential. Details belong in the Work and Development plan.
1. Ensure adherence with NRC policies, tools, handbooks and guidelines
2. Implement delegated CC project portfolio according to plan of action
3. Prepare and develop status reports as required by management
4. Ensure proper filing of documents
5. Ensure that projects target beneficiaries most in need, and explore and asses new and better
ways to assist
6. Promote and share ideas for technical improvement

Specific responsibilities
These responsibilities shall be adapted to the particularities of the job location and context, phase of
operation, strategic focus and type of programme intervention. This section shall be revised
whenever a new employee is hired or the context changes significantly.
 Supervise the Shelter technical assistants - Social
 Break down the annual operational plans into weekly, monthly and quarterly
implementation plans
 Support supervisors in pre-evaluation and anticipation of the implementation needs.
 Under the supervision of the Shelter Coordinator and / or the shelter Specialist, initiate and
design the community awareness activities and project Awareness S.O.P.
 Assist the shelter coordinator in development of cash based project designs
 Assess the community training needs and assist in the development of appropriate training
materials.
 Assist the shelter coordinator, to develop the emergency community shelter activities and
organize emergency responses,
 To assess the community training needs and assist in developing modules for appropriate
training materials (training modules and ToR)

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  Provide technical support to Shelter assistant in training of community workers
 Guide the formation of beneficiary selection committee and village committee
 Responsible of preparation and follow up of procurement request and updating procurement
database.
 Establish and maintain good working relationships with local authorities, local communities,
local committees and partners as well as with all stakeholders in NRC area of intervention
 Conduct regular meetings with community members to discuss program objectives, and
mobilize the community participation and act as a mentor throughout the planning and
implementation processes.
 Routinely monitor the projects activities and feedback findings to the community members
and other stakeholders
 Encourage the participation of female workers in key positions in the construction /
rehabilitation of community infrastructures and all shelter activities
 Prepare periodic progress reports and other documents as required
 Represent NRC in coordination meeting when delegated

Critical interfaces
By interfaces, NRC means processes and projects that are interlinked with other departments/units
or persons. Relevant interfaces for this position are:

 Project planning: Shelter PM, Shelter specialist, Core Competency Officers, Area Manager
(AM), M&E
 Assessments: Local authorities, Shelter PM, Shelter specialist, AM, M&E
 Area operations: Field officers, Shelter PM, Shelter specialist, AM
 Staff capacity building: Shelter specialist, Shelter PM, Shelter Coordinator, HR Officer
 Implementation: Shelter coordinator, Shelter PM, Shelter Specialist, AM

Scale and scope of position

Staff: 4 Shelter technical assistants - Social

Stakeholders: Key external stakeholders the post has relationships with (e.g. UN agencies,
INGOs, local NGOs, civil society, governmental bodies):
Local Authorities (LGA Chairman, Bulama), Shelter/CCCM/NFIs lead and co-
lead, SEMA/NEMA representatives
Budgets: NGFM1902, NGFM1903, NGFM1809, NGFM1913, NGFM1916 for only
community training and engagement cost level
Information: M&E Dash board, GORS, Agresso, NRC Intranet.
Legal or Term of employment, Code of Conduct, vendors contract
compliance:

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

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• Some knowledge of English

Context/ Specific skills, knowledge and experience:

 Bachelor of Science (BSC) or Bachelor of Art (BA) or any other related qualification
 Knowledge of the context in North Eastern Nigeria
 Knowledge of the local language Kanuri, Hausa
 Experience with start-up, exit or similar
 Experience in community training and management of community workers
 Familiarity with Data collection and management tools

2. Behavioral competencies (max 6)

These are personal qualities that influence how successful people are in their job. NRC’s Competency
Framework states 12 behavioural competencies, and the following are essential for this position:
 Planning and delivering results
 Empowering and building trust
 Communicating with impact and respect
 Handling insecure environment

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