Friday, February 3, 2017

Belgian Development Agency,Coaching Approach Quality Advisor Jobs in Rwanda



CLOSE: 19/02/2017                                                             
In view of the the further development of its activities the BTC is currently looking for a (m/f):

Coaching Approach Quality Advisor – RWANDA


For the project: Support to Strategic Approach to Capacity Building 2013-2017

Ref.: RWA/12/084-2

Location: Kigali, Rwanda. He/she will work in the offices of the Capacity Development and Employment Services Board (CESB) in central Kigali.

Duration of the contract: 16 months

Probable starting date: as soon as possible

Monthly salary package: (category B417) between 5.088,91 euro and 7.245,50 euro (this includes the gross monthly salary and the expat benefits: hardship allowance and expat allowance). The salary is calculated, depending on the composition of the family and the number of years of relevant experience.

BACKGROUND AND CONTEXT


The mandate of the Capacity Development and Employment Services Board (CESB) is mainly to advise the Government of Rwanda on the implementation of institutional capacity development and human resource development strategies and how to match them with employment promotion. The CESB also has the mission of monitoring and coordinating the implementation of the national institutional capacity development and human resource development strategies and those related to employment promotion; and plays a role in the national institutional CD and HR development planning.

Among different capacity development approaches, the Government of Rwanda has chosen coaching as a sustainable approach to building skills and knowledge of local experts. Coaching relates primarily to performance improvement in a specific skills area. The Government of Rwanda is increasingly using coaching as a way to build relevant skills. However, a consistent, harmonized and useful framework that enables Government to measure the success of these initiatives is lacking. The goals, or at least the intermediate or sub-goals, are typically set with or at the suggestion of the coach. While the learner has primary ownership of the goal, the coach has primary ownership of the process. In most cases, coaching involves direct extrinsic feedback (i.e. the coach reports to the coachee what he or she has observed). With the coaching approach now being replicated in different institutions, projects and programs, CESB with the support of BTC, and with the strategic orientation given by the Capacity Development Policy, seeks an advisor for the coaching approach to provide quality assurance and strategic orientation of the coaching approach in Rwanda.

Function:

The Coaching Approach and Quality Assurance Advisor will serve as the overall technical Advisor for CESB with regards to the development, implementation and harmonization of the coaching approach. He/she will interact on a daily basis with all the coaches and supervisors of coaches in CESB and institutions in the priority sectors, to provide quality assurance and strategic orientation of the coaching approach in Rwanda.

The responsibilities of the Coaching Approach and Quality Assurance Advisor will include the following areas:


  • The development and implementation of a coaching approach

  • The harmonization of delivery models to be applied by all coaches

  • The quality assurance of the coaching practices in line with global best coaching practices in a sector based context.


Specifically, the coaching Approach Quality Assurance Advisor will undertake following tasks:


  • Review, contextualize and update the Coaching Framework and Toolkit, focusing on the following:



  1.  
A coaching strategy that guides the implementation of the coaching program


  1.  
An updated coaching framework aligned to global best practices and a process to keep it updated


  1.  
An updated coaching manual and toolkit and a process to keep it updated


  1.  
A user friendly pocket guide for coaches and coachees and a process to keep it updated


  1.  
Advisory support to institutions implementing coaching interventions including provision of strategic advice and recommendations.


  1.  
A comparative research on coaching initiatives across all sectors in Rwanda to gain and share knowledge and experiences on what makes coaching effective.




  • Support to Technical Coordination of the Coaching interventions by:



  1.  
Providing technical support to all expert coaches in terms of approaches, techniques, tools and methodologies, with a priority on energy, decentralization, health, agriculture, mining and investment sectors


  1.  
Defining the coordination structure, clarity of processes and procedures for the effective coaching interventions, including the relationship with the other stakeholders and with a focus on the public sector


  1.  
Facilitating peer learning sessions for coaches on agreed upon schedule, to discuss experiences and document best practices and plan for continuous improvement


  1.  
Facilitating coaching thematic groups sessions with coachees to discuss experiences and document best practice and plan for continuous improvement


  1.  
Facilitating the coaching program capitalization sessions to document best practice and plan for continuous improvement




  • Guide the Coaching’s Monitoring and Evaluation by undertaking following tasks:



  1.  
Develop the M&E framework for the coaching approach


  1.  
Develop and contextualize standard metrics for the coaching approach


  1.  
Support and advise coaches in the knowledge and skills (transfer) assessment


  1.  
Provide expert advice on professionalization of coaching assignments to be integrated in staff (counterparts) development approaches.

EXPECTED DELIVERABLES





Deliverable

Indicative Timeline

1

Inception report ( including Project proposal to operationalize the national coaching approach)

Within 50 days after start of the employment contract

2

Research report on the coaching initiatives across sectors

Within 150 days after start of the employment contract

3

Semester one progress reports (with focus on benefit realization)

Within 190 days after start of the employment contract

4

An updated coaching framework that takes into consideration the situational analysis and the global practice

Within 240 days after start of the employment contract

5

An updated coaching toolkit that provides guidance on coaching programs for institutions and individuals.

Within 320 days after start of the employment contract

6

Semester two progress reports (with focus on benefit realization)

Within 360 days after start of the employment contract

7

A Monitoring and evaluation framework that provides adequate and justifiable means to track the transfer of skills and knowledge ( including standard metrics for the coaching approach (both for the skills and knowledge transfer and organizational performance)

Within 420 days after start of the employment contract

8

Semester three progress reports (with focus on benefit realization)

Within 440 days after start of the employment contract

9

A user friendly pocket guide for coaches and coachees (with a generic Capacity Development benefits map for any coaching initiative)

Within 470 days after start of the employment contract

10

End of contract report (with focus on benefit realization, sustainability measures for the coaching approach)

Within 489 days after start of the employment contract



Profile:


  • At least a Master’s Degree in any of the following: Human Resources Development and/or Change Management, Organizational Development, Organizational Psychology, Social sciences, Organizational Behaviour and/or Change Management or other related field;

  • At least 5 years international experience as an organization development expert including coaching. By international experience we understand working experience outside the country of origin or having supervised a team composed of different nationalities;

  • Demonstrated experience in developing coaching programs and ability to monitor delivery of similar programs;

  • Extensive expertise and proven experience of HR Management & Development;

  • Certification in coaching is an asset.


Other skills and attributes


  •  
Highly competent, mature, experienced and self-motivated person with integrity;


  •  
Analytical, decisive, results oriented, innovative and gender sensitive;


  •  
Proactive with ability to take initiatives;


  •  
Ability to work under pressure and effectively work in teams;


  •  
Strong facilitation skills with ability to guide and monitor performance;


  •  
Excellent coaching skills and ability to transfer knowledge and skills to others;


  •  
Excellent computer, writing and communication skills;


  •  
Ability to uncover trends and patterns in coaching;


  •  
Ability to interact with all levels of professionals and customers;


  •  
Ability to work independently and in a collaborative environment.



Interested?

Please apply no later than February 19th 2017, through our website www.btcctb.org.

If you have any additional questions, don’t hesitate to contact us at +32 (0)2/505 18 65.




How to apply:

To Apply for this job,please CLICKHERE

No comments:

Post a Comment

ShareThis