Job Description

Background

The topic of integrating Mental Health and Psychosocial Support (MHPSS) and Peacebuilding has gained considerable attention over the past years.

Conflict and war, structural violence and environmental hazards impact the mental health and psychosocial well-being of individuals and communities. Unaddressed mental health and psychosocial challenges can hinder individual and collective recovery from adversity, including the reestablishment of social networks and long-term peaceful coexistence. Therefore, to build peace, there is a strong need to integrate MHPSS with peacebuilding efforts. Most integrative efforts and publications have focused on bringing MHPSS approaches into peacebuilding work. Although this is highly important, it is equally important to bring peacebuilding approaches into MHPSS work. In this sense, the integration of MHPSS and peacebuilding is bidirectional.

In 2020, the UN Secretary-General called for the integration of MHPSS and peacebuilding to be strengthened. The call reflected the extensive work of the UN on the Peacebuilding Architecture Review and the sustaining peace agenda, which highlighted the significant role of MHPSS in achieving and sustaining peace. Several organisations, including UNDP and Interpeace, have published guidelines for integration, in 2022. And in January 2024, the Inter-Agency Standing Committee (IASC) published its Guidance Note on Integrating MHPSS and Peacebuilding: A Mapping and Recommendations for Practitioners, and an accompanying policy brief, under the leadership of the thematic working group on MHPSS and peacebuilding of the IASC MHPSS Reference Group, now Community of Practice (CoP). However, there is a lack of resources for practitioners on how to operationalise MHPSS and Peacebuilding integration and adapt it to local contexts.

Practitioners have expressed strong demand for practical support to operationalise MHPSS–Peacebuilding integration, including guidance on integrated programme design, monitoring and evaluation indicators, theories of change, and cross-sector training for MHPSS and peacebuilding staff. In response, the Thematic Working Group on MHPSS and Peacebuilding, co-chaired by the International Organization for Migration (IOM) and ARQ International (ARQ), will recruit, through IOM, a consultant to develop a Monitoring, Evaluation and Learning (MEL) framework linking MHPSS and Peacebuilding.

Objective

The objective of this assignment is the development of an inter-agency Monitoring, Evaluation and Learning (MEL) framework for MHPSS and Peacebuilding.

The consultant is expected to refer significantly to the existing IASC Guidance Note on Integrating MHPSS and Peacebuilding: A Mapping and Recommendations for Practitioners in the development of the Monitoring, Evaluation and Learning (MEL) framework, ensuring close linkages between the two documents. The consultant is expected to collaborate closely with the Practitioner’s Handbook Consultant (currently being recruited by the Thematic WG in parallel) to ensure the complementarity of the developed tools and the inclusion of the MEL framework into the handbook.

Target group

The primary target group of the handbook are practitioners, working at individual, community, and/ or national level from both the peacebuilding and MHPSS fields spanning diverse conflict settings around the world.

Under the overall supervision of the Head of Mental Health and Psychosocial Support and Intercultural Communication (MHPSS-IC) Unit and the direct supervision of the MHPSS Officer (Peace and Recovery) the consultant is required to develop a practitioner’s handbook on Integrating MHPSS and Peacebuilding based on the IASC Guidance (2024). The consultant will work closely with the steering committee set up for the purpose of the consultancy composed by members of the thematic working group on MHPSS and Peacebuilding.

1. Organizational Department / Unit to which the Consultant is contributing: Migration Health Division - Mental Health and Psychosocial Support and Intercultural Communication Unit

First Deliverable

• Inception report, containing (i) scope, methodology, and any ethical considerations; (ii) Detailed workplan; (iii) List of resources to be included in the desk review

• Synthesis presentation: A brief presentation and slide deck summarizing key findings from the desk review, with clear implications for the design of the guidelines

Tasks:

1. Kick off meeting with steering committee members (the consultant is expected to provide input into the conceptual framework proposed by the Practitioner’s Handbook Consultant).

• Desk review of relevant tools

• Preparation of presentation of desk review and suggested outline of MEL Framework

Second Deliverable

• Draft M&E Guidelines: full draft package, including a step-by-step, guideline (max. 25 pages, excluding annexes) and links to complementary tools and templates.

• Indicator Bank: A consolidated bank of any existing indicators (quantitative and qualitative), including definitions, question wording, response scales, source, frequency, and a corresponding data analysis plan.

Tasks:

• Draft M&E Guidelines

• Prepare draft indicator bank

• Present outcomes to steering committee and thematic working group members for feedback

Third Deliverable

• Final Guideline: The final, revised set of practical guidelines links to complementary tools and templates

Tasks:

• Integrate feedback into revised documents

• Produce Final MEL Framework

6. Performance indicators for the evaluation of results

• MEL Framework developed, reviewed, and finalized in coordination with subject matter experts.

• Regular updates on the status of the work to the IOM MHPSS Officer and the steering committee.

EDUCATION

• Master’s degree in psychology, social work, community development, peace and conflict studies, development studies, anthropology, monitoring and evaluation from an accredited academic institution with at least ten years of relevant professional experience; or.

• University degree in the above fields with twelve years of relevant professional experience.

Accredited Universities are those listed in the UNESCO World Higher Education Database

EXPERIENCE

• Minimum 6 years of progressively responsible professional experience spanning both the MHPSS and Peacebuilding fields is required, including in programme planning, management, and with a focus on monitoring and evaluation.

• Minimum 10 years in humanitarian response, development work, peacebuilding and/or conflict prevention.

Knowledge and Skills

• Very good knowledge of relevant existing tools on monitoring and evaluation including the IASC MHPSS monitoring and evaluation framework, MHPSS MSP indicator bank and relevant peacebuilding-related measures and capacity to integrate new measurements into existing frameworks

• Demonstrated experience in designing user-friendly, context-sensitive, participatory M&E frameworks and guidelines for field practitioners, including qualitative and quantitative indicators and Means of Verifications

  • Fluency in English (oral and written) is required. Knowledge of another UN language is desirable.

  • Excellent writing and communication skills

  • Strong organizational and time management skills

  • Strong interpersonal skills and the ability to work effectively and harmoniously with colleagues from varied cultures and professional backgrounds

    • Proven ability to produce quality work accurately and consistently according to set deadlines.

Required Competencies

IOM’s competency framework can be found at this link Competencies will be assessed during the selection process.

Values - all IOM staff members must abide by and demonstrate these three values:

• Inclusion and respect for diversity: Respects and promotes individual and cultural differences. Encourages diversity and inclusion.
• Integrity and transparency: Maintains high ethical standards and acts in a manner consistent with organizational principles/rules and standards of conduct.
• Professionalism: Demonstrates ability to work in a composed, competent and committed manner and exercises careful judgment in meeting day-to-day challenges.
• Courage: Demonstrates willingness to take a stand on issues of importance.
• Empathy: Shows compassion for others, makes people feel safe, respected and fairly treated.

Core Competencies – behavioral indicators (Level 2)

• Teamwork: Develops and promotes effective collaboration within and across units to achieve shared goals and optimize results.
• Delivering results: Produces and delivers quality results in a service-oriented and timely manner. Is action oriented and committed to achieving agreed outcomes.
• Managing and sharing knowledge: Continuously seeks to learn, share knowledge and innovate.
• Accountability: Takes ownership for achieving the Organization’s priorities and assumes responsibility for own actions and delegated work.
• Communication: Encourages and contributes to clear and open communication. Explains complex matters in an informative, inspiring and motivational way.

Notes

Please refer to this link for guidance on IOM Job Category.

1. Any offer made to the candidate in relation to this vacancy notice is subject to funding confirmation.
2. This selection process may be used to staff similar positions in various duty stations. Recommended candidates will remain eligible to be appointed in a similar position for a period of 24 months.
3. Appointment will be subject to certification that the candidate is medically fit for appointment, accreditation, any residency or visa requirements, security clearances.
4. IOM has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and IOM, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination based on gender, nationality, age, race, sexual orientation, religious or ethnic background or disabilities.
5. IOM does not charge a fee at any stage of its recruitment process (application, interview, processing, training or other fee). IOM does not request any information related to bank accounts.
6. IOM only accepts duly completed applications submitted through the IOM e-Recruitment system (for internal candidates link here). The online tool also allows candidates to track the status of their application.
7. No late applications will be accepted. Only shortlisted candidates will be contacted.

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