DirecciónThe United Nations World Food Programme (WFP) seeks candidates of the highest integrity and professionalism who share our humanitarian principles.
Selection of staff is made on a competitive basis, and we are committed to promoting diversity and gender balance. WFP is committed to the principle of equal employment opportunity for all its employees and encourages qualified candidates to apply irrespective of race, colour, national origin, ethnic or social background, genetic information, gender, gender identity and/or expression, sexual orientation, religion or belief, HIV status, physical or mental disability.
Candidates who meet the selection criteria may be placed on the roster for multiple cities and may be contacted within the next 24 months to confirm their interest and availability as needed.
JOB TITLE: | Prevention of Sexual Explotation and Abuse (PSEA) Coordinator |
UNIT/DIVISION: |
Programs |
DUTY STATION: |
Bogotá, Colombia |
DURATION: |
6 months |
CONTRACT TYPE: |
Services Contract (SC) |
LEVEL: |
SC8 |
ORGANIZATIONAL CONTEXT
Prevention Sexual Exploitation and Abuse (PSEA) by humanitarian and development workers directly contradicts the principles of the UN and represents a protection failure on the part of the aid and development community. PSEA inflicts harm and damage on those whom the humanitarian community is obligated to protect, as well as jeopardizes the reputation of all United Nations (UN) entities.
The complex situation in Colombia due to the reconfiguration of non-state armed groups in the regions and the resulting Mixed Migration Flow from the Venezuela crisis has significantly increased the number humanitarian actors working with people of concern, consequently contributing to an increased risk of SEA. Moreover, a recurrent finding in recent assessments indicates that sexual exploitation, such as transactional sex and other negative coping mechanisms are rampant, especially in border areas. Due to the humanitarian emergency, several actors lack solid prior humanitarian experience and may not have set-up internal policies and procedures for the prevention and response to SEA.
United Nations Country Team (UNCT) in Colombia established the Task Force on the Prevention of Sexual Explotation and Abuse (PSEA) in June 2018 with the main objective to coordinate interagency initiatives to strengthen awareness raising and the capacities of the UN, partners, and different NGOs to develop a culture of effective prevention and response to SEA. PSEA is a cross-cutting topic in the UNCT, Humanitarian Country Team (HCT), the Multi-Partner Trust Fund for Sustaining Peace (MPTF) and the Mixed Migration Flow Inter-Agency Group (GIFMM) architectures.
Job holders are likely to be working under the close support and guidance of a more experienced professional staff member receiving guidance and regular feedback on work performed. They are typically involved in programme or policy activities or similar nature and analytical work of limited complexity.
JOB PURPOSE
Under the overall supervision of the Resident Coordinator or his/her delegate, the PSEA Coordinator is responsible for overseeing and supporting the collective PSEA activities of the UN in Colombia. The PSEA coordinator’s contract will be administered by the WFP, which has supported this position in the country since 2020. The PSEA Coordinator reports directly to the Office of the Resident Coordinator, working closely with the members of the Task Force (currently co-led by UNICEF and UN Women).
KEY ACCOUNTABILITIES:
Support the establishment of the PSEA in-country program
- Support senior leadership in developing and implementing PSEA Task Force TORs and the action plan, based upon the priorities identified.
- Support senior leadership PSEA TF strengthen and promote the PSEA Network for technical coordination on PSEA, consisting of membership from UN entities; international, national, and local organizations; UN mission operating in Colombia.
- Participate and provide inputs in global meetings to promote PSEA and ensure permanent interaction with the global bodies OSCSEA, IASC, OVRA, DCO among others.
- Advocate and provide recommendations to implement SEA prevention, risk mitigation, and response measures during planning, policy and project development to the interagency groups, including the Inter- Agency Groups for Mixed Migration Flows (GIFMMs) and Local Coordination Teams (ELCs).
- Provide inputs in the development of inter-agency strategic documents, to include PSEA activities in projects and programs and to access funding for work on PSEA.
- Coordinate trainings for all focal points and managers and provide guidance in accordance with the barriers, challenges, progress identified.
Coordinate the PSEA Task Force
- Coordinate and support the PSEA in country program through the work of the Task Force in close coordination with the co-chairs in the fulfillment of its responsibilities under its PSEA Task Force TORs.
- Represent the PSEA Task Force in relevant coordination bodies and leadership forums, for example UNCT, HCT and GIFMM, relevant in the humanitarian, development, and peace building context in Colombia.
- Support the PSEA Task Force to conduct a joint PSEA risk assessment to inform senior leadership on strategic decision-making.
- Establish/Strengthen an Inter-agency Complaints Mechanism [1]with engagement of relevant stakeholders in order to ensure support, high-level commitment, sustainability, and community trust and ownership in the CBCM.
- Support the PSEA Task Force to improve the Colombia Standard Operating Procedures (SOPs) on inter-agency complaint referral and appropriate for the local context, following global guidelines. Coordinate with PSEA focal points to ensure the interagency referral pathways are incorporated in PSEA trainings and understood by all actors.
- Based on CFM assessment conducted in 2021, the results of the Colombia PSEA annual survey and community preferences, provide recommendations to the PSEA Network members to strengthen existing and/or establish new entry points to fill the gaps in reporting access so that there are safe, accessible, and contextually appropriate channels for any member of the community to report. Additionally, disseminate with the PSEA Network good practices in SEA complaint int and referral mechanisms with relevant actors.
- Keep aggregate, anonymized trends data as submitted by the PSEA Task Force members and other actors in- country to capture SEA trends and provide recommendations to the UNCT.
[1] The PSEA Coordinator supports the PSEA Task Force and Network members to establish and maintain an inter-agency community-based complaints mechanism (CBCM) by linking the CFMs of Network members through agreed referral pathways, establishing new complaint channels where reporting gaps are identified.
Strengthen PSEA within organizations[1]
Support Network members and other relevant entities operating in the context to strengthen their internal PSEA programs (where requested) to promote:
- The establishment of a Code of Conduct and Whistleblowing Policy that clearly prohibits SEA, obliges reporting of such acts, enforces these clauses when breached, provides protection to whistleblowers, and encourages safe reporting.
- The implementation of SEA prevention, risk mitigation, and response measures during planning, policy and project development, and programming in each organization.
- The development of skills through training staff on PSEA and the Code of Conduct, including appropriate conduct for aid workers and how to submit and receive complaints under internal and inter-agency reporting systems.
- That Human resource departments understand the importance of guarding against hiring persons who have a (pending) allegation of misconduct against them, and include PSEA content in staff induction, contracts and subcontracting, and job evaluation criteria.
- Insert and enforce PSEA clauses in partnership contracts that clarify reporting and investigation responsibilities.
- Establish and/or strengthen internal investigation protocols, including clear case handling responsibilities in-country. Where Network members have a dedicated investigation body in Headquarters, strengthen referrals to the dedicated investigation unit.
- The strengthening safe SEA-specific procedures for internal complaint and feedback mechanisms (CFMs) and referrals to survivor assistance, informed by good practice and community consultations.
[1] The presence of the PSEA Coordinator does not lessen the responsibility of individual organizations to develop and/or strengthen their own PSEA programs. The PSEA Coordinator supports organizations to follow good practices in PSEA implementation toward collective achievements, while final responsibility for institutional and collective PSEA lies in Heads of Organizations and the (D)SRSG/HC/RC respectively.
Engage Stakeholders Community engagement
- Work closely with accountability to Affected Populations (AAP) and/or Communicating with Communities (CwC) groups to promote community engagement activities led by the UN entities and the NGOs.
- Support the Network members to develop communication strategies to raise awareness on key PSEA messages, including the rights of affected populations, the fact that assistance and services are never conditioned on any sexual activity, and how to submit sensitive complaints.
InterCluster/InterSector Coordination
- Engage with Clusters (EHP) /Sectors (GIFMM) in Colombia to ensure PSEA mainstreaming during planning, policy development, and programming.
- Represent the PSEA Network and update on relevant PSEA activities during intersector and intercluster meetings.
- Report back to the PSEA Network on developments and updates and promote the report of PSEA indicators in the HRP and RMRP.
Protection, GBV and Child Protection
- Collaborate with the Protection cluster/sector, National GVB coordination group and Child Protection group to ensure a harmonized approach to prevention activities and support of victims/survivors, and that PSEA Network activities take a victims/survivorcentered approach supporting the rights of victims/survivors.
Government Actors
- Support senior leadership to develop engagement with the host government, including identified entry points in relevant institutions and stakeholders to promote the Zero Tolerance Policy against SEA.
Victims’/Survivor-Centered Assistance
In coordination with the National GVB Group and Child Protection group
- Share with the PSEA Network the map of available services and the gaps for health, legal, psychosocial, and material support and provide key recommendations for service improvemen.t
- Ensure that the SOPs on complaint referral incorporate GBV assistance and referral pathways to aid with complainants and victims/survivors.
- Support the Network to promote trainings within its personnel about the assistance and the survivor-centered approach.
Accountability, including investigations
- Disseminate and share good practice standards on victim/survivor-centered investigations with PSEA Network members.
- Provide technical support to deliver training on PSEA guidelines and protocols for victim/survivor-centered investigations.
- Include good practice standards into the PSEA Network practices on ensuring that SEA victims/survivors are informed and/or supported in relation to investigations and accountability processes.
Promote Information sharing
- Regularly report to the UNCT/EHP/GIFMM on developments and challenges in PSEA incountry to ensure continued engagement and address gaps in PSEA implementation.
- Collect and analyze inputs of PSEA Focal Points and other relevant colleagues, identify recurring issues and trends, and share recommendations with senior leadership with the aim enhancing strategic and operational decision-making related to PSEA.
- Liaise with global PSEA bodies (e.g., the IASC, OSCSEA, OVRA), share regular updates on PSEA implementation.
- Regularly update regional and global bodies to ensure up-to-date understanding of PSEA activities in the country.
- Never share during meetings nor record in minutes the names or identifying information of alleged perpetrators, complaints/survivors, or witnesses. Instead, cases discussed in meetings should be referred to by a case number.
OTHER SPECIFIC JOB REQUIREMENTS:
This section is optional to describe other duties, skills & knowledge required for the specific job.
WFP LEADERSHIP FRAMEWORK: COMMON STANDARDS OF BEHAVIOUR
Leads by Examplewith Integrity | Upholds WFP values, principles, and standards Demonstrates and encourages others to uphold the WFP values, principles and standards | Respects othersand values diversity Values diversity using respectful and inclusive language, and encourages others to do the same | Stays focused and calm under pressure Stays focused and calm when under pressure and encourages others to do the same | Demonstrates humility and a willingness to learn Shows humility and a willingness to learn and share knowledge,frequently seeking and acting on feedback, and taking up opportunities to develop |
Drives Results and Delivers on Commitments | Delivers results formaximum impact
Holds self and/or others accountable for the delivery of results | Delegates appropriately
Delivers results against delegated tasks and seeks guidance and support where needed | Adapts readily to change Responds readily to change adjusting work as needed |
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Fosters Inclusive and Collaborative | Is inclusive and collaborative Promotes inclusive teamwork and psychological safety by sharing ideas and openly raising issues | Gives timely and constructive feedback Supports development for others by giving timely and constructive feedback | Builds and shares new perspectives Listens attentively to others to capture, learn, build and share new perspectives |
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Applies Strategic Thinking | Communicates and fulfils WFP’s vision
Fulfils WFP’s vision and is able to explain how their objectives support the vision | Embraces curiosity and new ways of doing things Demonstrates curiosity, and proposes new ways of doing things when relevant | Analyses and evaluates data Gathers data and shares knowledge to inform team decision making | Considers the impact of decisions Implements decisions and asks questions to understand the impact for wider objectives |
Builds and Maintains Sustainable Partnerships | Builds partnerships Builds partnerships by seeking out opportunities to work with others | Collaborates to deliver common objectives Collaborates with partners by sharing information and working together to deliver common goals |
DESIRED EXPERIENCES FOR ENTRY INTO THE ROLE:
- Minimum of 8 years of work experience with relevant expertise in the field of PSEA, safeguarding, protection, gender-based violence, staff misconduct and discipline, gender mainstreaming and/or humanitarian affairs.
- Understanding of the international development and humanitarian architecture.
- Familiarity with the UN system and global coordination structures (e.g., OSCSEA, OVRA and the IASC).
- Proven ability to develop and/or implement an Action Plan.
- Experience in developing and facilitating training and capacity-building activities is an advantage.
- Specific filed experience in the Colombian context.
STANDARD MINIMUM ACADEMIC QUALIFICATIONS:
Education:
- Undergraduate degree in human or social sciences, law, or related sciences with an advanced University Degree (master’s or equivalent) in Human rights, gender, or relatives.
Language: Fluency in Spanish and English is required.
Application deadline: 3 march 2024
To improve the accessibility and inclusiveness of selection processes at the World Food Programme (WFP), we encourage individuals requiring disability-related accommodations or other accessibility assistance to contact us. Please send your requests by email to global.inclusion@wfp.org. Upon receipt of your email, the Diversity, Equity and Inclusion (DEI) team will contact you to confidentially discuss your needs and provide support. WFP is committed to providing a recruiting experience that respects and responds to the unique needs of each candidate.
All employment decisions are made on the basis of organizational needs, job requirements, merit, and individual qualifications. WFP is committed to providing an inclusive work environment free of sexual exploitation and abuse, all forms of discrimination, any kind of harassment, sexual harassment, and abuse of authority. Therefore, all selected candidates will undergo rigorous reference and background checks and all employment applications will be treated with the strictest confidentiality.
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