THIS POSITION IS FOR A PERIOD OF 4 MONTHS. � A current staff member who holds a fixed-term, permanent or continuing appointment may apply for temporary positions no more than one level above his or her current grade. However, a current staff member who holds an appointment at the G-6 or G-7 level may also apply to temporary positions in the Professional category up to and including the P-3 level, subject to meeting all eligibility and other requirements for the position. A staff member holding a temporary appointment shall be regarded as an external candidate when applying for other positions, and may apply for other temporary positions at any level, subject to section 5.7 below and staff rule 4.16 (b) (ii). Therefore, a staff member holding a temporary appointment in the General Service or related categories may only apply to positions within those categories. For full information on eligibility requirements, please refer to section 5 of ST/AI/2010/4Rev.1 on Temporary Appointments. In its resolution 66/234, the General Assembly further �stressed that the Secretary-General should not recur to the practice of temporarily filling posts in the Professional and higher categories with General Service staff members who have not passed the General Service to Professional category examination other than on an exceptional basis, and requests the Secretary-General to ensure that temporary occupation of such posts by the General Service staff shall not exceed a period of one year, effective 1 January 2013�� Consequently, eligible candidates in the General Service or related categories for temporary job openings in the Professional category that have not passed the competitive examination may be selected only on an exceptional basis endorsed by the Office of Human Resources Management where no other suitable candidate could be identified.
� Upon separation from service, including, but not limited to, expiration or termination of, or resignation from, a fixed-term, continuing or permanent appointment, a former staff member will be ineligible for re-employment on the basis of a temporary appointment for a period of 31 days following the separation. In the case of separation from service on retirement, a former staff member will be ineligible for re-employment for a period of three months following the separation. This equally applies, mutatis mutandis, with respect to a former or current staff member who has held or holds an appointment in another entity applying the United Nations Staff Regulations and Rules and who applies for a temporary position with the Secretariat.
� Subject to the funding source of the position, this temporary job opening may be limited to candidates based at the duty station.
� While this temporary assignment may provide the successful applicant with an opportunity to gain new work experience, the selection for this position is for a limited period and has no bearing on the future incumbency of the post. An external candidate selected for this position is bound by the prevailing condition of the staff selection system under ST/AI/2010/3, as amended, and ST/AI/2010/4/Rev.1. A staff member holding a temporary appointment who is recruited in the Professional and above categories on a temporary appointment, and placed on a position authorized for one year or longer may not apply for or be reappointed to his/her current position within six months of the end of his/her current service. This provision does not apply to staff members holding temporary appointments and placed on positions authorized for one year or more in duty stations authorized for peacekeeping operations or special political missions.
� The expression �Internal candidates�, shall mean staff members who have been recruited after a competitive examination under staff rule 4.16 or after the advice of a central review body under staff rule 4.15.
� Please note that candidates will be required to meet the requirements of Article 101, paragraph 3, of the Charter as well as the requirements of the position. The United Nations is committed to the highest standards of efficiency, competence and integrity for all its human resources, including but not limited to respect for international human rights and humanitarian law. Candidates may be subject to screening against these standards, including but not limited to whether they have committed, or are alleged to have committed criminal offences and/or violations of international human rights law and international humanitarian law.
� For information on special post allowance, please refer to ST/AI/1999/17. For more details on the administration of temporary appointments please refer to ST/AI/2010/4/Rev.1.
� The Staff Regulations, Staff Rules and administrative issuances governing staff appointments can be viewed at: http://www.un.org/hr_handbook/English
� Staff members of the United Nations common system organizations who will reach the mandatory age of separation or retirement within the duration of the current temporary need period are not eligible to apply.
The temporary position is located in the Office of the High Commissioner for Human Rights (OHCHR), under the general supervision of the Chief, Emergency Response Section and the direct supervision of the Coordinator, Early Warning and Information Support Unit/Field Operations and Technical Cooperation Division (FOTCD).
The Information Management Officer will develop a strategy for the establishment of professional information management capacity within OHCHR. To achieve this the IMO will look into current information management processes, systems and data flows, and on the manner in which information is used and presented by OHCHR, defining what OHCHR�s information management needs are. The strategy will set out OHCHR�s specific information management needs in relation to OHCHR�s monitoring of country situations at HQ level and by its field presences. It will set out how to meet these needs through the gradual establishment of information management capacity. The strategy will draw upon work conducted in the process of leading the inter-agency task force on the development of the Human Rights Up Front Common UN Information Management System on human rights violations (CIMS), and specifically work related to OHCHR�s internal information management. It will further require a stocktake of different information management tools currently used in OHCHR, including issues related to confidentiality, access rights, information captured, etc. The strategy should include: (1) an OHCHR information exchange protocol; (2) a practical and realistic implementation plan for the establishment of professional information management capacity; and (3) job profiles for the required information management staff. To the extent possible and as time allows, the IMO shall also: (1) provide feedback and advise on the creation of the �Rights View� tool; and (2) advise upon the information management processes required to establish the CIMS, including in coordination with UN information management partners; and (3) provide guidance on improving the manner in which OHCHR presents information. Performs other duties as required.
PROFESSIONALISM. Knowledge of different data collection methodologies, proven skills to analyse statistical information. Proven ability to formulate IM-related technical requirements, develop IM strategies and operating procedures. Strong knowledge of general information and data management practices, data exchange protocols and applications used in humanitarian / human rights contexts. Candidate must be able to advise on what appropriate information technology is used, ensures information security, and is fundamentally retrievable/storable/archival. Advanced technical skills for data processing and management including knowledge of databases or working with excel files. Ability to work with unstructured data and narrative data is also an important asset in order to provide guidance on improving data capture processes for analytical purposes. Must have strong analytical, problem-solving and negotiating skills; demonstrated ability to develop conceptual frameworks and methodological tools. Must be proactive to seek out existing sources of information and have the ability to map out existing systems for record in the project. Shows pride in work and in achievements; demonstrates professional competence and mastery of subject matter; is conscientious and efficient in meeting commitments, observing deadlines and achieving results; is motivated by professional rather than personal concerns; shows persistence when faced with difficult problems or challenges; remains calm in stressful situations. Takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work. COMMUNICATION. Speaks and writes clearly and effectively; listens to others, correctly interprets messages from others and responds appropriately; asks questions to clarify, and exhibits interest in having two-way communication; tailors language, tone, style and format to match audience; demonstrates openness in sharing information and keeping people informed. PLANNING AND ORGANISING. Develops clear goals that are consistent with agreed strategies; identifies priority activities and assignments; adjusts priorities as required; allocates appropriate amount of time and resources for completing work; foresees risks and allows for contingencies when planning; monitors and adjusts plans and actions as necessary; uses time efficiently. TEAMWORK. Works collaboratively with colleagues to achieve organizational goals; solicits input by genuinely valuing others' ideas and expertise; is willing to learn from others; places team agenda before personal agenda; supports and acts in accordance with final group decision, even when such decisions may not entirely reflect own position; shares credit for team accomplishments and accepts joint responsibility for team shortcomings. TECHNOLOGICAL AWARENESS. Keeps abreast of available technology ; understands applicability and limitations of technology to the work of the office ; actively seeks to apply technology to appropriate tasks ; shows willingness to learn new technology.
Advanced university degree (Master�s degree or equivalent) in information management, information systems, social science or related field. A first-level university degree with two additional years of qualifying experience may be acceptable in lieu of the advanced university degree.
At least 7 years of progressively responsible work experience at both headquarters and country-level in information management, information systems, or other related areas, is required. Experience in the United Nations system is required. Experience in the review of existing information management systems and experience in Human Rights or a related field is desirable. Experience in writing and documenting strategic thinking and understanding of practical training and capacity building solutions is desirable.
Fluency in oral and written English is required; knowledge of another UN language would be an asset.
Evaluation of qualified applicants may include an eliminatory assessment exercise which may be followed by a competency-based interview.
According to article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity, including but not limited to, respect for international human rights and humanitarian law. Candidates may be subject to screening against these standards, including but not limited to, whether they have committed or are alleged to have committed criminal offences or violations of international human rights law and international humanitarian law.
Due regard will be paid to the importance of recruiting the staff on as wide a geographical basis as possible. The United Nations places no restrictions on the eligibility of men and women to participate in any capacity and under conditions of equality in its principal and subsidiary organs. The United Nations Secretariat is a non-smoking environment.
Applicants are urged to follow carefully all instructions available in the online recruitment platform, inspira. For more detailed guidance, applicants may refer to the At-a-Glance on "The Application Process" and the Instructional Manual for the Applicants, which can be accessed by clicking on �Manuals� hyper-link on the upper right side of the inspira account-holder homepage.
The screening and evaluation of applicants will be conducted on the basis of the information submitted in the application according to the evaluation criteria of the job opening and the applicable internal legislations of the United Nations including the Charter of the United Nations, resolutions of the General Assembly, the Staff Regulations and Rules, administrative issuances and guidelines. Applicants must provide complete and accurate information pertaining to their personal profile and qualifications, including but not limited to, their education, work experience, and language skills, according to the instructions provided on inspira. Applicants will be disqualified from consideration if they do not demonstrate in their application that they meet the evaluation criteria of the job opening and the applicable internal legislations of the United Nations. Applicants are solely responsible for providing complete and accurate information at the time of application: no amendment, addition, deletion, revision or modification shall be made to applications that have been submitted. Candidates under serious consideration for selection will be subject to a reference-checking process to verify the information provided in the application.
Job openings advertised on the Careers Portal will be removed at midnight (New York time) on the deadline date.
THE UNITED NATIONS DOES NOT CHARGE A FEE AT ANY STAGE OF THE RECRUITMENT PROCESS (APPLICATION, INTERVIEW MEETING, PROCESSING, OR TRAINING). THE UNITED NATIONS DOES NOT CONCERN ITSELF WITH INFORMATION ON APPLICANTS� BANK ACCOUNTS.
