Date Posted: Jun 27, 2012
Ref. ARTF/GDPDM/CBRF/36/ 06/2012
Director, Human Resources position with ANSA, IDLG, MoEc, MoHE, WJ, MoCIT (15253 Views)
About ANSA, IDLG, MoEc, MoHE, WJ, MoCIT-The establishment of strong state institutions at central and sub-national levels, capable of achieving measurable improvements in the delivery of services for all Afghans, is at the core of the Afghanistan Government’s national development strategy. The Government’s Public Administration Reform (PAR) strategy encompasses a range of reforms needed to achieve this objective, including financial and economic management and civil service reform. A core element of this strategy is to deepen capacity building within the civil service so as to create a modern, well functioning and accountable administration. Reforms underway include the restructuring of ministries and other government bodies and introducing changes in the way human resources are mobilized and managed.
Independent Administration Reform & Civil Service Commission:
The Independent Administrative Reform and Civil Service Commission (IARCSC) was established in 2002 after the Bonn Agreement and based on article no 50 of the constitution of the Islamic Republic of Afghanistan. The philosophy of the creation and existence of the IARCSC is to introduce changes in various dimensions including legal, cultural, management, structural, human, technical and capacity of Afghan civil service institutions towards standardization of these institutions and delivery of standard services.
The Independent Administrative Reform Civil Service Commission, General Directorate of Program’ Design and Management (IARCSC/GDPDM) has been occupied with several programmes aimed at channeling the available resources. With assistance from Afghanistan Reconstruction Trust Fund (ARTF) an Afghanistan-based lateral entry programme (LEP) has been operating, as also an Afghan Expatriate recruitment programme (AEP). Capacity for Afghan Public Service (CAP) programme has added to the flow with assistance from the European Union and UNDP. The General Directorate, Programs Design and Management (GDPDM) had been responsible for implementation of Management Capacity Program (MCP) from 2007 till 2012 and now its flagship Capacity Building for Results Facility (CBRF).
The government of Afghanistan seeks to recruit 6 Director; Human Resource for deployment across the government for
1. Afghanistan National Standard Authority (ANSA)
2. Independent Directorate of Local Governance (IDLG)
3. Ministry of Economy (MoEc)
4. Ministry of Higher Education (MoHE)
5. Walesi Jerga (WJ)
6. Ministry Communication and Information Technology (MoCIT)
Appointments will be for an initial period of 3 years and may be renewed with mutual agreement. The Government is especially keen to invite applications from Afghan citizens with relevant experience on donor programs, and for NGO’s in Afghanistan. The Government is also keen to invite applications from Afghans abroad. The government is providing competitive salaries with considerable support for learning and development while contributing to Afghanistan’s reconstruction at the same time.
Capacity Building for Results (CBR)
Capacity Building for Results Facility (CBR) is a Government led reform and capacity building program, funded through Afghanistan Reconstruction Trust Fund (ARTF) under the Afghan National Budget.
CBR is managed by the Independent Administrative Reform and Civil Service Commission and Ministry of Finance, and it is supervised by a Steering Committee which is composed of the Minister of Finance and the Chairman of IARCSC.
CBR is an innovative Government-led project that seeks to improve the capacity and performance of line ministries in carrying out their mandates and delivering services to the Afghan people. It aims to reduce the reliance on externally financed staff by increasing capacity in the core civil service. It will do this by creating a specialized and highly qualified cadre of civil servants, with the capacity to manage critical government reforms, and ensure that critical services are sustained as Transition progresses.
This will be achieved through the implementation of specific capacity and institution building programs, which include systematic monitoring of and reporting on results. All line ministries can participate in CBR, while the level of support is based on the ministry’s level of preparedness and results.
The CBRF facility has four interrelated components:
I. Technical Assistance: This component comprises provision of technical assistance for preparation of Capacity Building for Results Programs (CBRPS) by participating of line ministries and implementation support for approved CBRPs with quality assurance of CBRPs at both stages on relevance, results focus, const effectiveness, realism, implementation accountability and monitoring.
II. Building Human Capacity: This component will support the continued implementation of broad civil service reform efforts and placement of critical managerial and professional staff resources in participating line ministries.
III. Civil Service Training: This component will fund partnerships between the Afghanistan Civil Service Institute (ACSI) and reputable international institutional to (i) develop custom made public administration management training programs; (ii) deliver the training programs; (iii) develop faculty capacity at the ACSI.
IV. Project Management, Monitoring and Evaluation: This component will finance (i) contract staff and operating cost of a MoF CBR Facility Project Support Unit (PSU); (ii) contract staff and operating costs of an IARCSC CBR PCU; (iii) consultancy services to assist MoF CBR Facility PSU; (iv) contracting of a firm to provide logistical support and supply services.
Job SummaryThe incumbent will be responsible for Human Resource development and management issues within the Directorate. S/he will be responsible for implementing all issues related to administrative reform. The incumbent would also be responsible for managing and controlling the issues related to recruitment, transfer, retirement and promotion of the employees. S/he will also be responsible for establishing and implementing the performance management system for the Directorate.
Duties and Resposibilities1. Oversees the implementation and administration of all Human Resource policies, programs and practices in the Ministry.
2. Leads the development of department goals, objectives and systems
3. Takes all appropriate actions as required to ensure skills transfer and knowledge from HR Director to the HR staff
4. Responsible for the development of work plan for the Department
5. Ensure all HR staff develop work plans and institute and monitor a regular reporting schedule against work plans
6. Provide support to Ministry heads in implementing civil service reform plans and in making progress on preparation of CBR where required
7. Improve management of HR operations and help to redress HR related problems especially at sub-national levels (if relevant).
Recruitment and selection:
1. Ensures all recruitment policies, procedures and practices are followed in accordance with all relevant laws and Civil Service guidelines
2. Reviews, monitors and evaluates the compliance and effectiveness of all Ministry recruitment processes
Training and development:
1. Assesses the training needs of the HR Department and designs and implements training programmes for HR staff, including training provided by the Civil Service Institute /other training providers
2. Provides support and assistance to other Ministry staff in the development of human resources , training needs assessments, and the implementation of training programmes
3. Responsible for the provision of Ministry wide training reports to the Deputy Minister
1. Plans, develops, implements and administers programs, procedures and guidelines for performance management in the Ministry, in accordance with IARCSC guidelines
2. Leads the implementation of a performance management system
3. Provides HR support and advice to other managers and staff within the Ministry on performance management and performance appraisal.
1. Proper strategic, action and work plans are developed or modified and put in to action.
2. An effective regular reporting procedure is adopted.
3. A transparent and merit based recruitment system is established.
4. Develop and coordinate, in association with IARCSC, all recruitment programmes for the Ministry
5. Assist other Ministry managers in the development of high quality job descriptions and approve all job descriptions for the Ministry.
6. Develop and implement training programmes for Departmental staff.
7. Performance management and performance appraisals system implemented in the Ministry in accordance with all laws and Civil Service guidelines.
The Director Human Resources shall report to his/her direct supervisor.
1. A bachelor’s degree in relevant fields with 3 years relevant experiences or a Masters degree in a relevant field. (For the General Directorate, Human Resources 4 years of relevant working experience are necessary).
2. written and spoken Dari or Pashto and written and spoken English
3. Computer skills, competency with MS Office packages such as Word, Excel and PowerPoint.
Notice of revision:
These terms of reference may be revised subject to operational needs.
Submission GuidelineInterested Afghans with the required qualifications and experience should fill in the application form online by clicking on the link \\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\'login to apply’ and submit their applications electronically through our website: www.afghanexperts.gov.af or directly send their CVs to email@example.com..
All Kabul based and international applicants should submit their applications electronically. Applicants from the provinces in Afghanistan may submit hard copy applications to the civil service commission provincial offices.
For more information please contact:
Independent Administrative Reforms and Civil Service Commission
General Directorate of Programs’ Design and Management
3rd Road, Afghan Film Street, South of Kolup Askari
In all cases applications must be made using the prescribed application form: submissions of curriculum vitae alone cannot be considered.
Please submit ONLY your application electronically and mention the Title of the position plus Vacancy Number in the subject of the e-mail; please do NOT submit any other supporting documentation or educational certificates with your application. If you are short listed you will be asked to submit electronic copies of your educational certificates and if you are invited to interview you will be required to present the originals of certificates.
Applications will not be accepted after the closing date. Only short-listed candidates will be contacted for interview.
Note: Lobbying for a position, whether by the applicant or by any person acting on his or her behalf, shall result in the immediate disqualification of the candidate from further consideration. Applicants are strongly advised to inform potential supporters of this restriction which shall be strictly enforced. All applications have the right to appeal recruitment decisions if they feel that their applications have not been treated fairly.
Female candidates are strongly encouraged to apply