Monitoring and Evaluation Officer

Position:                                          MEL Officer 

Reports to:                       Field Office Coordinator 

Supervision of:                               None

Duty station:                                  Renk                    

 

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

 

1. Role and responsibilities

The role of the MEL Officer is to establish and implement systems to promote evidence-based decision-making, programme and project performance, and internal management. The MEL Officer will contribute to quality programming through supporting access to and use of relevant and timely project information. Within this context, the MEL Officer will provide technical support to field staff pertaining to MEL and build staff capacity by assessing/identifying gaps and tailoring capacity building sessions and plan. 

 

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 Professional Development Plan. 

1. Adherence to NRC policies, guidance and procedures.
2. Support and contribute to the development and implementation of MEL systems, and tools.
3. Participate in programme design and proposal discussions, including log frame design.
4. Support programme staff in planning for and executing MEL, including, data collection methodology and tools and data management, analysis and use.
5. Support the implementation, dissemination and use of evaluations, assessments and monitoring data in programme development, adjustment or review.
6. Contribute to organisational learning through supporting specific analysis, lessons learned and reports.
7. Support Renk programs based on the need.
8. Work closely with MEL teams.

 

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

• Attending all weekly and monthly meetings, and ensuring compiling all the data from those meetings and sharing them accordingly.
• Collecting data on weekly and monthly basis, and reflecting them in MEL tools, and having them shared and reviewed accordingly.
• Review all PDM and assessment tools with the relevant person and making sure that all tools are ready on time for the field team to use them.
• Analyzing all data received by the field team, preparing MEL reports and analysis and sharing them accordingly.
• Reviewing all intervention reports from MEL lens to ensure that all data reported are correct and in line with each other. To report any missing documents or information to the Field Office Coordinator and Project Coordinator/Team Leader.
• Support and contribute to the development of a data management system through documentation, implementation and coordination of standardizes information flow of MEL activities and reporting.
• To conduct PDM missions in the field along with the other field team members, and to participate in any other field mission as delegated by the line manager.

 

Critical interfaces

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

 

• Area Manager, Field Office Coordinator and program staff, PM, PC, TL and Officers.
• Support units, logistic and procurement.
• PDU, MEL manager.

 

Scale and scope of position

Staff:	1 MEL Officer
Stakeholders:	Donors, partners and governmental bodies
Budgets:	Mainly SSFM2324
Information:	Responsible for at CO level: GORS, Intranet, Office 365
Legal or compliance:	Signed terms of employment, donor requirements

 

 

1. 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 for this position: 

• At least 2 years’ experience in an international NGO preferably in an emergency or post-conflict setting, including M&E capacity and systems development
• Thorough experience with and knowledge of principles and current approaches to monitoring and evaluation using both quantitative and qualitative methods
• Understanding of data and information needs for program management
• High level English language proficiency (speaking, reading, writing)
• Analytic and computer skills, including MS Office (Word, Excel, Outlook, PowerPoint, Access)

 

Context related skills, knowledge and experience (shall be adapted to the specific position): 

• Good communication and interpersonal skills
• Strong organisational and team working skills
• Good cultural awareness and sensitivity
• Highly approachable, trustworthy and confidential
• Advanced English Language level (Business English is a plus)
• Knowledge of the NGO operations and the dynamics of the humanitarian sector is a plus
• Good level of proficiency in Windows Excel and quantitative analysis (SPSS preferred)
• Excellent communication skills in English
• Proven presentation, training and facilitation skills

 

2. Behavioural 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:

• Strategic thinking
• Planning and delivering results
• Working with people
• Communicating with impact and respect
• Analysing

 

1. 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 individual Work- and Professional Development Plan
• The Competency Framework