Closing date: Monday, 4 August 2014
Post Title: Recruitment Officer
Vacancy Notice:
2014/31/P 103730
2014/31/P 103730
Level: P-3
Posting Period:
2 July 2014 – 4 August 2014
2 July 2014 – 4 August 2014
Duty Station:
Montréal
Montréal
Date for entry
on duty: After 4 August 2014
on duty: After 4 August 2014
THE
ORGANIZATIONAL SETTING
ORGANIZATIONAL SETTING
The Field
Recruitment Unit (FRU) is one of the Units of the Field Personnel Section (FPS)
which provides services to the Technical Co-operation Bureau (TCB) in the
implementation and development of its Technical Projects across the full
spectrum of the air transport industry improving the security, efficiency,
regularity and operational safety of national and international civil aviation.
FRU is responsible for the recruitment of technical cooperation field personnel
to meet project requirements; the calculation of bud
Recruitment Unit (FRU) is one of the Units of the Field Personnel Section (FPS)
which provides services to the Technical Co-operation Bureau (TCB) in the
implementation and development of its Technical Projects across the full
spectrum of the air transport industry improving the security, efficiency,
regularity and operational safety of national and international civil aviation.
FRU is responsible for the recruitment of technical cooperation field personnel
to meet project requirements; the calculation of bud
get estimations in terms of
contractual conditions; the development and maintenance of a computerized
recruitment roster, by attracting the most suitable qualified experts from all
around the world; the proposal of classification of each post; the negotiation
of conditions of employment with selected field personnel; the release
arrangements with the government concerned; and the preparation of statistical
data and production of relevant reports on field recruitment matters.
The incumbent
reports directly to the Chief, Field Personnel Section (C/FPS) of TCB. The
incumbent directly supervises all Professional and General Services staff of
FRU.
reports directly to the Chief, Field Personnel Section (C/FPS) of TCB. The
incumbent directly supervises all Professional and General Services staff of
FRU.
MAJOR DUTIES
AND RESPONSIBILI TIES
AND RESPONSIBILI TIES
Functi on 1 (i
ncl . Expected resul ts)
ncl . Expected resul ts)
Plans,
coordinates and conducts the recruitment of field personnel for the Technical
Cooperation (TC) Programme, achieving results such as:
coordinates and conducts the recruitment of field personnel for the Technical
Cooperation (TC) Programme, achieving results such as:
- Establish the order of priority for the
recruitment of field personnel. - Analyse and resolve procedural and operational
problems as they occur. - Establish and ensure adherence to priorities, and
analyse and resolve procedural and operational problems in terms of
recruitment as they occur. - In collaboration with C/FPS, assess the
effectiveness of the TC recruitment programme. - Review, develop and adopt recruitment procedures
consistent with the needs of the TC field requirements, ICAO Secretariat
and UN Common System. - Recommend and implement initiatives to enhance
and further develop TCB’s recruitment system, procedures and policies. - Evaluate, assess and decide on the suitability of
applicants against existing and prospective vacancies. - Prepare budget estimates regarding grading or fee
under Special Service Agreements (SSA). - Monitor quality, fairness, objectivity and
transparency of recruitment process. - Establish the long list of candidates to be
assessed by hiring sections. - Interview prospective candidates and candidates
under consideration candidates for TC assignments, as required, and make
recommendations on their suitability. - Maintain contact with candidates and prospective
appointees and exchange correspondence on recruitment matters and
conditions of employment. - Make recommendations on the classification of
posts and submit for approval by the Job Classification Board taking into
account UN best practice and International Civil Service Commission (ICSC)
benchmarks. - Establish the type of contract to be offered to
selected candidates, initial salary level to be awarded to selected
candidates, formulate offer of employment and negotiate conditions of
employment. - Coordinate the recruitment of experts with
Regional Offices. - Prepare nomination letters to host governments,
obtaining host government approvals of nominations and arranging release
of government employed personnel. - Define the type and method to be used for
reference checks and assess them in conjunction with other selection
inputs for candidates under consideration for a field position. - Liaise with selected candidates on initial steps
of appointment, answering any related queries. - Propose revision of Cooperative Development of
Operational Safety and Continuing Airworthiness Programme (COSCAP)
Regional Expert salary calculation methodology, upon request from Member
States. - Supervise the preparation of statistical data and
production of relevant reports on recruitment matters.
Functi on 2 (i
ncl . Expected resul ts)
ncl . Expected resul ts)
Manages the
work and staff of the Field Recruitment Unit, achieving results such as:
work and staff of the Field Recruitment Unit, achieving results such as:
- Direct, plan, organize and supervise the
activities of FRU staff to ensure orderly, timely and reliable recruitment
of field personnel. - Lead internal and external audits in terms of
recruitment of international field personnel and consultants and define
the implementation of the corrective actions as deemed necessary. - Facilitation of administrative processes and
procedures. - Train, coach and support FRU staff in areas
related to recruitment. - Ensure the efficient implementation of the
TCB-FPS Plans in terms of proper planning and allocation of resources. - Ensure that commitments with respect to Technical
Cooperation experts are correct, as far as remuneration and related
benefits and entitlements are concerned, and in accordance with the
applicable regulations, rules, practices and procedures. - Ensure regular follow-up on and timely completion
of the Performance and Competency Enhancement System (PACE) reports of FRU
staff. - Advise staff assigned to FRU on learning
opportunities as well as providing coaching as required.
Functi on 3 (i
ncl . Expected resul ts)
ncl . Expected resul ts)
Roster
Management, achieving results such as:
Management, achieving results such as:
- Establish and maintain an effective and efficient
roster management system. - Oversee the development and management of the TCB
computerized roster. - Evaluate and review the pre-screening application
on the TCB Website. - Supervise the search of the computerized TCB
roster for suitable candidates for prospective and vacant posts. - Assign or revise fields of expertise (Prospective
Posts) for experts retained on roster. - Develop and oversee the procedures for periodic
update of TCB roster to ensure currency of information and availability of
candidates. - Recommend enhancements to the roster to ensure
its optimum use and the timely recruitment of project personnel. - Decide which candidates are to be removed or
retained on the TCB roster, taking into account various factors such as
loss of contact, eligibility, lack of perspective, performance etc. - Initiate and develop generic job descriptions
linked to prospective posts for the whole spectrum of specialities within
Civil Aviation and related areas, to be advertised on the TCB Website.
Determine the posts which have to be advertised on the TCB Website.
Functi on 4 (i
ncl . Expected resul ts)
ncl . Expected resul ts)
Coordinates
with the other Sections in TCB, achieving results such as:
with the other Sections in TCB, achieving results such as:
- Advise or assist, as required, in the preparation
of job descriptions for project posts in coordination with the Field
Operations Section (FOS). - On receipt of the Recruitment Request from the
Field Operations Sections and Procurement Section, review the job
descriptions of approved field posts, focussing on qualification
requirements and duties, title of the post, duty station and duration of
assignment, languages and nationality constraints. - Obtain necessary clarifications from appropriate
Section and proceed to implement the recruitment request. - Coordinate the negotiations in terms of
recruitment of experts between FOS and Regional Offices. - Provide advisory services to hiring Sections on
the international field staffing process relating to the selection,
recruitment and appointment of staff. - Provide advice and guidance to hiring Sections on
the engagement of consultants in accordance with relevant policies and
guidelines. - Monitor the use of consultants.
- In consultation with hiring Sections, plan
employment process for each position strategically in order to achieve
maximum efficiency, quality and timeliness. Advise hiring Sections on the
proper recruitment proceedings. - Support hiring Sections in designing written
tests and other selection tools, and selection of adequate
competency-based interview questions linked to the requirements of the job
description.
Functi on 5 (i
ncl . Expected resul ts)
ncl . Expected resul ts)
Conducts
outreach and talent search activities and monitors diversity, achieving results
such as:
outreach and talent search activities and monitors diversity, achieving results
such as:
- Recommend and implement initiatives to enhance and
further develop TCB’s sources of recruitment. - Design and implement strategic outreach and
talent search activities in order to attract talent. - Liaise with talent sources such as universities,
agencies or other institutions. Devise approaches to tap into their pools
of suitable candidates. - Keep abreast of and recommend the use of
different forms of media to increase the candidate roster. - Organize and participate in outreach activities,
including fairs, meetings, etc. as may be required from time to time. - Monitor the effectiveness of outreach activities
and make recommendations on possible improvements and identify best
practices.
Functi on 6 (i
ncl . Expected resul ts)
ncl . Expected resul ts)
Coordinates and
fosters FRU Information Systems activities, achieving results such as:
fosters FRU Information Systems activities, achieving results such as:
- Facilitate the application of automation tools
relevant to recruitment. - Maintain ICAO’s (TCB) Employment page with
relevant and up-to-date information. - Assist in developing ICAO’s e-recruitment system.
Recommend enhancements to the e-recruitment system and the database of TC
roster of experts to ensure timely recruitment of project personnel. - Ensure the effective functioning of the
e-recruitment system and the provision of appropriate service desk support
to other TCB Sections. - Keep track of and report on progress
appropriately, flag delays and recommend appropriate solutions. - Develop complementary electronic systems as
required. - Test systems and suggest amendments or
modifications if requirements are not met and undertake risk analysis for
implementation of systems. - Provide training to internal clients and focal
points on any new processes (e.g. electronic tools, information platforms,
procedures and policies, etc.), relevant to recruitment.
Functi on 7 (i
ncl . Expected resul ts)
ncl . Expected resul ts)
Leads,
supervises and manages the Quality Management System (ISO 9001 -2208) in FRU,
achieving results such as:
supervises and manages the Quality Management System (ISO 9001 -2208) in FRU,
achieving results such as:
- Plan and participate in the development and
implementation of the processes and procedures for the ISO 9001 – 2008
implementation and certification of FPS. - Prepare FRU for the ISO audits and maintain the
ISO certification on a yearly basis. Functi on 8 (i ncl . Expected resul
ts) Perform other related duties, as assigned.
QUALI FICATIONS
AND EXPERIENCE
AND EXPERIENCE
Educati onal
background
background
A first level
university degree in human resources management, public or business
administration, industrial relations, or in a related field, is required.
university degree in human resources management, public or business
administration, industrial relations, or in a related field, is required.
Professi onal
experi ence and knowl edge – Essenti al
experi ence and knowl edge – Essenti al
- Six years’ experience or more in recruitment.
- Experience in establishing and maintaining a
recruitment roster for technical experts. - Experience in applying best industry practices
for recruitment. - Experience in establishing and negotiating
conditions of employment. - Experience in the use of automated e-recruitment
system and integrated human resources information management systems. - Experience in planning and supervising the work
and staff of a technical recruitment team. - Good communication skills.
Professi onal
experi ence and knowl edge – Desi rabl e
experi ence and knowl edge – Desi rabl e
- A minimum of three years in the recruitment and
management of technical professional personnel engaged in activities
related to civil aviation. - Knowledge of civil aviation occupational and
technical terminology. - Experience in a technical field related to civil
aviation. - A minimum of two years within the United Nations
Common System, public sector, government or international organization. - Knowledge of duties and responsibilities at
different levels of Civil Aviation personnel at Directorate General of
Civil Aviation (DGCA) Civil Aviation Authority (CAA), Airlines, Airport
Authority, Communications, Navigation and Surveillance Systems (CNS), Air
Traffic Services (ATS) and Civil Aviation Training Establishments. - Experience in the application of selection tests.
Language Ski l
l s
l s
Fluent reading,
writing and speaking abilities in English are essential. A working knowledge of
Spanish or a second language of the Organization (Arabic, Chinese, French, or
Russian) is an asset.
writing and speaking abilities in English are essential. A working knowledge of
Spanish or a second language of the Organization (Arabic, Chinese, French, or
Russian) is an asset.
Competenci es
. Judgment and
Decision-making: The person is in a role where s/he is expected to identify key
issues quickly, gather relevant information, consider positive and negative
impacts, check assumptions against facts and make tough decisions when
necessary. 2. Accountability: The willingness and ability to accept
responsibility for oneself and one’s responsibilities; taking ownership for
actions and outcomes. 3. Technological awareness: The willingness and ability
to keep abreast of available technology, understand the applications and limitations
of technology, and actively seek to apply and learn about new technology. 4.
Client Orientation: The willingness and ability to see things from the clients’
perspective, anticipate client needs and concerns; find appropriate solutions
for clients and keep clients informed. 5. Planning and Organizing: The ability
to set clear goals, to prioritize, to anticipate problems or risks and use time
efficiently. 6. Communication: The ability to convey oral and written
communication clearly and concisely; listening to understand, and asking
questions to verify understanding. 7. Teamwork: The willingness and ability to
work collaboratively with others. 8. Human Relations: The willingness and
ability to respect and value diversity, treat others with equality and respect,
and to understand the impact of one’s own behaviour on others.
Decision-making: The person is in a role where s/he is expected to identify key
issues quickly, gather relevant information, consider positive and negative
impacts, check assumptions against facts and make tough decisions when
necessary. 2. Accountability: The willingness and ability to accept
responsibility for oneself and one’s responsibilities; taking ownership for
actions and outcomes. 3. Technological awareness: The willingness and ability
to keep abreast of available technology, understand the applications and limitations
of technology, and actively seek to apply and learn about new technology. 4.
Client Orientation: The willingness and ability to see things from the clients’
perspective, anticipate client needs and concerns; find appropriate solutions
for clients and keep clients informed. 5. Planning and Organizing: The ability
to set clear goals, to prioritize, to anticipate problems or risks and use time
efficiently. 6. Communication: The ability to convey oral and written
communication clearly and concisely; listening to understand, and asking
questions to verify understanding. 7. Teamwork: The willingness and ability to
work collaboratively with others. 8. Human Relations: The willingness and
ability to respect and value diversity, treat others with equality and respect,
and to understand the impact of one’s own behaviour on others.
CONDI TIONS OF
EMPLOYMENT
EMPLOYMENT
It should be
noted that this post is to be filled on a fixed-term basis for an initial
period of three years (first year is probationary for an external candidate).
ICAO staff members are international civil servants subject to the authority of
the Secretary General and may be assigned to any activities or offices of the
Organization within the duty station. ICAO staff members are expected to
conduct themselves in a manner befitting their status as international civil
servants. In this connection, ICAO has incorporated the 2001 Standards of
Conduct for the International Civil Service into the ICAO Personnel
Instructions. ICAO offers an attractive benefit package to its employees in
accordance with the policies of the International Civil Service Commission
(ICSC). The statutory retirement age for staff entering or re-entering service
after 1 January 2014 is 65. For external applicants, only those who are expected
to complete a term of appointment will normally be considered.
noted that this post is to be filled on a fixed-term basis for an initial
period of three years (first year is probationary for an external candidate).
ICAO staff members are international civil servants subject to the authority of
the Secretary General and may be assigned to any activities or offices of the
Organization within the duty station. ICAO staff members are expected to
conduct themselves in a manner befitting their status as international civil
servants. In this connection, ICAO has incorporated the 2001 Standards of
Conduct for the International Civil Service into the ICAO Personnel
Instructions. ICAO offers an attractive benefit package to its employees in
accordance with the policies of the International Civil Service Commission
(ICSC). The statutory retirement age for staff entering or re-entering service
after 1 January 2014 is 65. For external applicants, only those who are expected
to complete a term of appointment will normally be considered.
Remuneration:
Level P-3 Rate Net Base Salary per annum + Post Adjustment (net) per annum(*)
Single USD 56,198 USD 34,055 Dependency USD 60,205 USD 36,484 (*) Post
Adjustment is subject to change. HOW TO APPLY Interested candidates must
complete an on-line application form. To apply, please visit ICAO’s
e-Recruitment website at: https://careers.icao.int. NOTICE TO CANDIDATES ICAO
does NOT charge any fees or request money from candidates at any stage of the
selection process, nor does it concern itself with bank account details of
applicants. Requests of this nature allegedly made on behalf of ICAO are
fraudulent and should be disregarded.
Level P-3 Rate Net Base Salary per annum + Post Adjustment (net) per annum(*)
Single USD 56,198 USD 34,055 Dependency USD 60,205 USD 36,484 (*) Post
Adjustment is subject to change. HOW TO APPLY Interested candidates must
complete an on-line application form. To apply, please visit ICAO’s
e-Recruitment website at: https://careers.icao.int. NOTICE TO CANDIDATES ICAO
does NOT charge any fees or request money from candidates at any stage of the
selection process, nor does it concern itself with bank account details of
applicants. Requests of this nature allegedly made on behalf of ICAO are
fraudulent and should be disregarded.