Job Description

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

Generic responsibilities

1. Line management of education project officers and education assistants
2. Adherence to NRC policies, guidance, and procedures
3. Contribute to education strategy development, and project proposals, and provide input on needs and gaps.
4. Manage and implement a delegated portfolio of education and youth projects (activities, budget, and project documentation (Securing Supporting Documents and Reconciliation of Deliverables) as delegated from PM in line with proposals, strategies, and donor requirements, and ensure high technical quality.
5. Provide regular progress reports to the education PM and ensure high accuracy of project achievements through project reporting templates, NRC internal system for reporting (GORS) and Activity Info reporting.
6. Ensure that projects target project participants who are most in need of protection and explore and assess new and better ways to assist.
7. Promote and share ideas for improvement and necessary changes in the activities.
8. Ensure capacity building of project staff and transfer key skills.
9. Liaise and collaborate with relevant local authorities and other key stakeholders.
10. Promote the rights of refugees and IDPs in line with the advocacy strategy.
11. Technical Support and Capacity Building: Provide technical support for capacity building in key areas like Psychosocial Support (PSS)/Better Learning Programme (BLP), Teachers in Crisis Context (TiCC), Peer-to-Peer Coaching, and Teachers’ Self-care and Wellbeing, ensuring high-quality implementation of training packages.
12. Field Support and Supervision: Conduct regular field visits to provide supportive supervision to NRC field staff, MoE, and local partners, offering on-site guidance and ensuring alignment with training objectives.
13. Needs Assessment and Training Development: Regularly assess capacity-building needs within education teams and continuously develop and update training materials and tools to address these needs effectively.

Specific responsibilities

• Provide Guidance to the Education team members, and coordinate activities with other NRC sectors, i.e., Information, Counselling and Legal Assistance, Livelihoods and Shelter and settlement, WASH etc.
• Monitor, evaluate and suggest changes and improvements in the project and materials based on observations and discussions with the local staff and the PM.
• Document technical issues and questions, and channel to the PM.
• Support in the development of proposals, budgets and donor reports for education.
• Engage/coordinate with relevant local authorities/stakeholders and serve as liaison with stakeholders and the Ministry of Education/Directorate of Education, Directorate of vocational training, etc..
• Any other task relevant to the position as requested by the line manager.
• Technical Training and Capacity Building: Responsible for planning and delivering training for NRC/MoE/partner Education staff, ensuring alignment with project activities and expectations.
• Conducting Workshops and Training Initiatives: Organize and facilitate capacity building workshops for NRC education staff, MoE, and local partner staff, ensuring high-quality development initiatives in collaboration with key stakeholders.
• Monitoring and Support: Provide feedback, coaching, and monitoring for staff, teachers, and local partners regarding training, while identifying training needs and creating capacity building plans for various educational stakeholders.

Critical interfaces

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

• Project planning: Education, ICLA, Livelihood, Protection, Shelter, and settlement
• Area operations: Support Coordinators (field office coordinators), M&E coordinators,
• Staff capacity building: Education Specialist, HR
• Implementation: Education Specialist and PM

Scale and scope of the position

Staff: Officers and assistance Stakeholders: Donors, INGOs, NGOs, MoE, SARGO, BNFs (parents, teachers, head teachers, youth, children, and adolescents). Budgets: ECHO, NORAD, GPE-STG and others. Information: NRC online tools, NRC M&E Reporting system, Agresso, SharePoint, OneDrive Legal/compliance: Must adhere to NRC internal and donor compliance requirements

2. 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

• Experience from working at least 3 years in education project implementation position in a humanitarian/recovery context.
• Previous experience from working in complex and volatile contexts
• Previous experience working in Darfur is an added value
• Documented results related to the position’s responsibilities
• Knowledge about own leadership skills/profile
• Fluency in English and Arabic, both written and verbal

• Context related skills, knowledge and experience
• Knowledge of education context in Sudan and Darfur in particular; understanding of the circumstances, needs and challenges refugees/IDPs and the host community children face.
• Understanding of Sudan’s contextualized INEE minimum standards
• Knowledge of the basics of Child Protection and/or psychosocial support
• Experience working with children and/or educators; MoE-level experience a plus.
• Experience training or building the capacity of others.
• A university and/or advanced degree, significant experience in the field of education

2. Behavioural competencies

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:

• Handling insecure environments  
• Planning and delivering results  
• Working with people  
• Analysing   
• Communicating with impact and respect   
• Coping with change  

NRC line managers must have the following Leadership profile     

• Build meaningful relations,   
• Empower people,  
• Act with integrity,   
• Deliver results.   

3. 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 Goals and Performance Plan
• The NRC Competency Framework