Things They Never Tell You When You Start Work …AND WHY !

There are a myriad of companies, both on-and off-line that focus on finding new jobs.

BUT… to give yourself the best chance of landing a new and (hopefully) better job, you have to make the most of your current one.

This is where Career Dynamics comes in. It is our aim to accelerate your career by maximising your current value and so increasing your marketability – and that means bigger salaries for you.

Increasingly, it is up to the individual to carve their own career, independent of any organisational "initiatives". This is because:

• Job security is being eroded.

• Job life expectancy is decreasing.

• Organisations are geared up for flexibility.

This means you need to be flexible, too. It means you can no longer rely on blanket training programmes or on getting promoted. Each employees needs are becoming highly individual. It also means changing jobs at some stage is pretty much inevitable. So you will need to know how to market yourself. And the best way to do that is to have a highly saleable product – a high value "You".

Career Dynamics gives you the means to do this. You can:

• Give yourself unique, valuable and marketable skills with our training courses.

• Accumulate daily working techniques with our e-mail training course, "The Pro File" to give yourself an unsurpassable professionalism.

• Devise your career plan through our exclusive book "Career Magic".

• Market yourself with a killer ProFile CV.

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• Plug those gaps in your career knowledge through our Free Advice Centre.

And there's our free weekly careers E-Zine, with up-to-date insights on the employment market.

Have a browse through the ProFile web site at www.careerdynamics.co.uk. I'm sure you'll find something to boost your career.

You only get one career. Protect it, nurture it, invest in it.

PDF created with FinePrint pdfFactory trial version http://www.fineprint.comWho is Ryan Stephenson?

After graduating with a B.Eng. in Materials Science, Ryan began his career in production management at British Steel. Several years later, he decided to move up a level. He quit, moved to Cambridge and gained his Masters Degree in Business Administration.

Several years on the consultancy circuit followed, realising significant profits for his clients chiefly through productivity improvements, training and change management.

After a brief return to production management, he decided to use his years of experience for better things and founded ProFile Career Dynamics, to pass on this experience and knowledge for the benefit of as many people as possible.

He is now also a professional copywriter, creating sales promotions for clients in traditional advertising media. This combination of business knowledge and marketing savvy is an ideal mix to give winning advice and guidance on how to plan and build a sound career and on how to promote yourself in the job market.

He is also the author of,

"Career Magic – How To Get Employers To Work For You. The New Realities Of Job Hunting And Career Progression

– A Complete Guide"

This must-read for any modern day career person, details:

• How to create your own killer CV,

• How to breeze through interviews with confidence and authority,

• How to career plan,

• How to benefit from flagging organisations,

• And reveals great answers to the toughest interview questions.

This introductory booklet will give you a taste of his style, insights and of the practicality of Career Dynamics information. It also clearly demonstrates whose side he is on. Yours!

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They Never Tell You When You Start Work

…And Why!

You are about to discover some very useful insights into the world of work. Insights that should make your working days less stressful, more understandable and meaningful and quite possibly more lucrative, too. These few pages divulge some very valuable information. Information that could open your eyes to a new way of working if you so choose; certainly a new way of thinking.

This concise collection of no-nonsense disclosures about the world of work, its pitfalls, its peculiarities and its opportunities took me many years to accumulate and decipher. They could have saved me a whole lot of grief in the early years, had I known it all back then. But they certainly made life more tolerable in the meantime.

It is written in my preferred style - open, free-flowing and conversational, which pulls few punches. This booklet is after all intended to expose a few home truths, so there is no point in mincing about.

You may not like some of the points made here and some you may not believe in or agree with them all. But whether you do or not, they do happen, every day, up and down the country.

It all depends on your personal nature. If you're happy doing what you do, that's fine. If, however, you are looking to make life easier for yourself, or for ways to get on a bit, then you'll likely find the nuggets of information very useful.

As is explained in Number 10, application is the key to learning. So, as you read each one, give some thought as to how it applies to your own situation.

PDF created with FinePrint pdfFactory trial version http://www.fineprint.com I sincerely hope you find real value in these insights. They have certainly proved to be very valuable for me.

Enjoy.

Ryan Stephenson

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The First Thing They Never Tell You

"You will be paid the lowest possible amount

they can get away with."

Why should this be so?

1. For a start there is little union power around these days to argue otherwise.

2. You have to wait two years now before you get the employee protection you used to get after 6 months.

3. There are plenty of other people waiting in the wings to take your place for a lower fee if you refuse.

4. If you do protest, you can typically kiss promotion goodbye. 5. Employee costs are a significant percentage of total costs and are usually monitored in budgets and reports. It is often a key management performance indicator (like production, wastage, stock levels and so on). So it is in their own promotional interests to keep them as low as possible.

So what's the answer? It depends on your view.

If you need security more than a stunning wage, stay put and argue your case at your annual reviews.

If you want the money, you need to build yourself a glittering CV

and jump ship at suitable moments. This may mean volunteering for projects, taking extra responsibility, making suggestions, and sometimes swallowing your pride and compromising your better judgement.

In the lower ranks, getting your way is secondary to getting promoted. The difference you can make is not significant, anyway. The people who can make a difference and can get you promoted are higher up.

PDF created with FinePrint pdfFactory trial version http://www.fineprint.com Besides, you will eventually have the last laugh when you become more marketable. And nothing annoys your antagonists more than agreeing with them! Be satisfied with that. And make note of No.9 here.

Most of all, keep records of your work, your results and your improvements as evidence for your CV.

Whatever you do, you should realise that it is all a means to an end. Your aim is to build an impressive CV and to back it up with the facts and figures of your proof of capability for your next employer. PDF created with FinePrint pdfFactory trial version http://www.fineprint.com

The Second Thing They Never Tell You

"You'll never make good money working for other people."

How many senior managers are there at your place of work? And how many others are there? The ratio is likely to be anywhere from 40:1 to 200:1. So if you have their education, background, ability, contacts and perhaps luck, those will be your odds of making that kind of money also. If you lack any one of those parameters, the odds increase exponentially.

Then ask yourself how long you would have to wait before you started earning that sort of cash? By the time you start making enough money to relax with, it's nearly time to retire.

Pah! You want the cash NOW, just when you need it most - when you want to build a home, raise a family, do stuff, take activity holidays, drive a fast car or whatever.

So what do you do about it?

Well, you could look to get into one of the more lucrative and growing business sectors such as computing, finance or recruitment. Or one of the traditional ones such as law or accountancy. Any of these may mean re-training. And you must be sure you are going to at least enjoy it a bit. Alternatively, you could put your efforts into Number 1, above, which may take years to develop, or…

Have outside interests! This is much more fun. Don't fall for getrich quick schemes (because they are anything but) or homeworking schemes. And be wary also of MLM (multi-level marketing) stuff.

Keep your eyes and ears open. Talk to friends. Can you club together and start something? Think about what interests you; what you already know something about. What have you learnt from your employer than you can apply outside? Can you trade your skills elsewhere? Are there certain elements of what your employer does PDF created with FinePrint pdfFactory trial version http://www.fineprint.com that you could do better or cheaper? You certainly won't have the overheads they have and that will make you cheaper. Are there ideas and suggestions that would work but which they have failed to or refuse to take on board? "Ripping off" your employer in this way is probably the most common way of doing your own thing. Accumulate everything you can from them that you think might help.

Keep these questions in your mind and sooner or later ideas will start to flow, often in the most unexpected places.

I'm always on the look out for good part-time business ideas myself to pass onto ProFile members. Perhaps I will have the opportunity to divulge some to you in the future.

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The Third Thing They Never Tell You

"The willing donkey carries the heaviest load"

Workplace stress is fast becoming the plague of the 21st century. You could fill your house with references on why this is so, but that's for the academics. We haven't got the time or the will to analyse it all. But what is important is how to you may avoid it.

Basically, you need to work smarter, not harder. Here are a few tips on doing just this.

- Pick out the key issues of your work. Identify and work on the important, priority items; the ones that will progress your career. This is the stuff you should be focusing your efforts on in order to make an impact; everything else is just treading water.

- However, you can't just ignore the routine stuff. This you should either systematise, delegate or ignore. Having a systematic way of doing the everyday stuff gets it done quicker, more efficiently and with far fewer errors or wasted thinking time. Write all your procedures down, if it helps to get it clear in your own head. Then look for ways to simplify it. Once it is systematised, it is easier to delegate as well.

- Don't let people dump work on you. It's just laziness. Get them to take it to the boss (unless you are the boss), or suggest someone else is better qualified to do whatever it is. Just get them out of your space. Offer suggestions by all means - two heads are better than one - but don't do the work for them. They will usually find a solution if forced to.

- Delegate upwards. If you have tricky tasks to do, new stuff or things that require a lot of donkey work on your part, there are certain ways around it.

Ask your boss for help, guidance and support. In the modern organisation, that is what they are there for, anyway. PDF created with FinePrint pdfFactory trial version http://www.fineprint.com They will often ask you to "stick with it for now" or "do your best" - and then promptly forget about it. In which case, you are surprised, are you not, that they should shun an opportunity to improve efficiency and effectiveness by giving you the support you need.

• Ask for training. You'd be surprised what modern software can do these days; you just need to know where to look.

• Tell your boss it is really someone else's job and outside of your remit. You would do it as a favour, but as it stands, it is just too time-consuming.

ProFile's exclusive book, "Career Magic" explains how to sell the benefits of your proposals and includes a comprehensive list of 1,000 benefit-generator words to help you do this most effectively. PDF created with FinePrint pdfFactory trial version http://www.fineprint.comThe Fourth Thing They Never Tell You

"They don't really mean it"

"They" applies more to senior than to middle managers. When they get ratty or annoyed, they often don't really mean it.

Let's begin with the basics. There are 3 types of person in the world:

- Those for whom the job comes first, regardless of who suffers or indeed who does it.

- Those who believe you should care for your people first and only do the job within such comfort zones.

- Those who don't care about the job or the people, so long as they are in control.

The latter category is the most dangerous. These are the politicians and the senior managers of the world and they achieve their position through a craving for power. The nature and success of both the people and the job are irrelevant, so long as they have the whip hand.

Many, many tactics are employed to enforce this. Getting angry is just one of them. A bit of well-placed rage can work wonders on the vulnerable and the more sensitive - which typically includes everybody else.

However, standing up to them will not break the façade. Maintaining a show of strength in all weathers is paramount to them. You just have to see it for what it is - play-acting - and take it in your stride.

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The Fifth They Never Tell You

"Get noticed - Get promoted"

It's not what you know, it's who you know - and, indeed, what they themselves know. A few percent increase in the quality, quantity or thoroughness of your work can take a lot of effort. This is time that could be used to rub shoulders with those who have the power to promote you and whose opinion of you counts.

I'm not saying you should creep and smarm, but there are two particular advantages in this.

1. You gain information and you "create" luck for yourself. You stand a better chance of being in the right place at the right time and of discovering the difference that will make a difference to your prospects; that one piece of information that can open doors for you.

2. You will gain in professionalism.

Look at it from their point of view. Number 4 tells us that the more senior the manager, the more political they are. Do they take time out to tell you what a great person you are? That you're doing a great job? Or to grill you on the details of the work? No. They are only interested with their own progression. You do the work and they take it to show their bosses just how great they are at getting things done.

So the more work you take on, the better your boss will appear in their boss' eyes. A few tips on avoiding the graft are given in Number 3. To also appear like a good promotional prospect…

- Get in early and leave on time. Staying late rarely gets you noticed. But being there before others certainly does. You use this time to work on the stuff that will advance your career - or even your personal stuff.

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- When the boss walks in, have something significant to ask, to suggest or to comment about. Show keen interest and understanding.

- Request training. But you must give sound reasons, including an aim; i.e. what you intend to do with your new knowledge for the good of the company and, in particular, your boss.

- Gain general knowledge of your company's operations outside of your own field or area, including the people. Getting promoted will mean a wider remit, so you will need to know more about a broader range of issues. The more you already know, the lower the risk to the managers in promoting you.

In a nutshell, if you want to be promoted you have to start behaving like you already have been. Then it will become obvious to others what sort of material you really are.

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The Sixth They Never Tell You

"You don't go to work to be liked"

That's not to say you have to be a miserable, awkward git to everyone around you. But if there are people who don't fit your desire to improve, you don't have to hang around with them or tolerate them.

There are a multitude of whiners, moaners, groaners, rumourmongers, gossipers and malicious corrupters in any organisation. These people are toxic. One bad apple can spoil a whole barrel. They also need the company to pour their scorn out onto. They will walk considerable distance to have a good old moan with someone who will sit and listen. Just watch them do it! Their self-esteem is so low, it is impossible for them to keep it to themselves. Misery must seek company.

Don't get sucked into this quagmire. Making a living is hard enough as it is without this drain on your motivation. Besides, these people are going nowhere; they will never gain in rank, so you don't need them.

Instead, hang around with the optimists, the idea-generators and the energetic. This is where important and valuable information and the contacts come from.

Besides, bosses (usually) know only too well who are the doers and who are the malingerers. Hang around with the malingerers and you'll be guilty by association. Hang around with the doers and you'll be part of a valuable network.

PDF created with FinePrint pdfFactory trial version http://www.fineprint.comThe Seventh Thing They Never Tell You

"Perception is reality"

How people perceive you is how you really are. If you dress like a slob, they'll think you're a slob; if you speak with firm authority (even though you may be churning inside) you will be perceived as authoritative. If you're perceived as a keen, early starter, that is how you will be considered, regardless of what you are actually up to. If you behave like management material (see Number 5), you'll be perceived as management material.

You should dress as, act as and talk as the position in the company that you wish to be. Get that picture in your mind and start acting it out from today.

PDF created with FinePrint pdfFactory trial version http://www.fineprint.comThe Eighth Never Tell You

"Information is power"

Oh, boy, don't they just know it. There are various forms of power and information is one of the critical ones. This is why there will never be open management. It is far, far more one way than the other. The information that managers hold is one of the principal pillars of their power base.

We are in the information age. Companies that collect and rapidly exploit information have a distinct competitive advantage over their rivals. It's no different on the personal level.

There are some ideas and details you should never divulge to your boss and some you should keep back for the right moment. Every time you let something go, a little of your "proprietary knowledge" (that which is unique to you) goes public and it loses its value.

Think what happens in share dealing. If you were a broker with some hot, insider information, would you let everyone know just so you can look clever, well informed or to curry favour. Not likely. As soon as that information got out, the share price would equalise and you would no longer make a profit from what you used to know. It has lost its value.

So judge the value of the information you hold and keep it for the right moment or for your own use.

I myself have used the tips and tricks I am divulging to you here to work more effectively and efficiently and so get ahead of the game. That meant I could produce and then hoard reams of information, letting it out only at judicious moments to show regular progress. In the meantime, I got on with my own stuff. PDF created with FinePrint pdfFactory trial version http://www.fineprint.comThe Ninth They Never Tell You

"It's only a game"

Although this means you do have to master the technicalities of what you do, it also means there is nothing wrong with bluffing, cheating and rigging the cards. If the slack in the system gives you manoeuvering space, use it. If there is a way for you to make it look good without having to bust a gut doing it, then take it.

Let me give you a few examples.

-

Whilst doing his degree thesis, a friend knew that, on balance, academic theory was more important than the scientific accuracy. So he used his knowledge to get a feel for what the results should look like. Then he drew on his 'key results graph'

three points for scale, filled in an arbitrary curve between them and then made the rest up. He got upper second class honours.

-

I saw a technical supervisor alter test results to fit the tolerances. It wasn't important - it had been tested again since - but the gaps and the mistakes would lose the department compliance points in the QA audit if discovered. How often was this done and how much time, effort, worry and stress did it save? Who knows. But it never showed.

-

I've seen fabricated production data. Stuff that would be detected downstream anyway, simply by the poor nature of the material (and so wouldn't go to the customer), but which could never be traced back thanks to a management system with more holes than a warehouse full of Swiss cheese.

-

I've known students crib reports from friends who took the course some time previously, even from back home in foreign countries.

-

I've even known some to pay professionals to do the work for them. After all, what happens when you get a business problem you can't solve internally? You pay a consultant, right?

-

I've also seen a yearly appraisal of mine that didn't even take place. And that's senior management making stuff up!

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So you see how commonplace this is. From beginning to end, top to bottom, people are bucking the system. Have you ever walked over a "keep off the grass" sign? Have you ever done 40 in a 30 zone? Of course you have. You take little advantages wherever you can. Many rules are made just to keep you in your place. If you stick rigidly to every rule made for you, then people will take advantage of you.

PDF created with FinePrint pdfFactory trial version http://www.fineprint.comThe Tenth Thing They Never Tell You

"Watch the X-Files - i.e. Trust no-one"

Don't even trust the stuff in this report! Pardon? Well, it might all be true; then again, it might not! It's up to you to decide. Let me explain myself.

Deep down, everybody has their own personal interests at heart. It's only human nature. Even when you get married, your spouse won't be doing it for your sake. On top of that, everybody sees things in a different light anyway - their experiences are viewed through their own personal "cognitive filter"; i.e. everybody is wired up differently according to his or her own genetics, upbringing, experiences, abilities, rationale and emotions.

Now that's quite a list of fairly hefty parameters and it is what makes everybody's perceptions different.

This means you can afford to take nothing at face value. The key is to absorb, assess and make your own decisions. You shouldn't take prescriptions. Do you think newspapers report what's good for the nation or stuff that will sell their papers? Will an insurance salesperson decline to sell you a policy because they truly believe it's not quite for you? Hardly.

You can't believe what they say. No one has your interests more at heart than you do. That's why you need to filter the world before letting it in.

So the next time your boss says something is really important, ask yourself for whom? Can you do a quick job on it and still keep him or her happy? When something is a rush job, is that really the case, or have they just not considered the options? Or are they just kneejerking? Or are they just trying to get you to work faster? Or is it down to their lack of organisation and planning and so their own responsibility to do it? Can you gain a favour out of doing it? And from a million other requests made to you during your tenure.

PDF created with FinePrint pdfFactory trial version http://www.fineprint.com You may think this is being excessively cynical. And cynicism is often cited as being highly detrimental. But that usually comes form those who are trying to exploit you.

For 'Cynicism', read 'Caution'.

For 'Paranoia', read 'Protectionism'.

PDF created with FinePrint pdfFactory trial version http://www.fineprint.com OK, that's it. Each of the above issues is the core of a potentially large topic. You can learn a great deal more about these and other topics from ProFile.

I hope, as you think about and apply this stuff, that you begin to see just how valuable this kind of information can be. Remember in Number 9, I said it was only a game. Well, do you think you would fare better if there was someone stood behind the other players reading their cards for you?

Well I like to think of myself as being that someone. I've already seen many of the cards people play. And I would like to let you in on the tricks and techniques of the game. Some of the issues covered here are, for example, discussed in more detail in ProFile's exclusive book " Career Magic - How To Get Employers To Work For You", which also details a 10-step process to your own killer CV, careerplanning techniques and how to breeze through interviews.

You can read more about it and other career-enhancing ProFile products at the web site (www.career-dynamics.co.uk). Or simply email me at ryan@career-dynamics.co.uk.

Earning a living is getting harder all the time. The job market is becoming ever more fluid and unpredictable. You need all the help you can get. And the best form of help is insider help. From someone who's been there and seen it already. Who me? Why, of course!

But don't look upon it as an unfair advantage. All I am giving you is the information gleaned from years of experience - trial and error; success and failure. Others would use it if they had it, so why not you? You need every break you can get these days. Besides, life's too short to re-invent the wheel. You can gain years on the opposition with the right sort of insider information. And I'm here to provide it for you.

The few quid you may invest with ProFile is chicken feed compared to the benefits and rewards you could reap over the coming years - rewards you will continue to reap long after you have PDF created with FinePrint pdfFactory trial version http://www.fineprint.com forgotten all about us; perhaps even for the rest of your career. After all, gains you make now will compound in subsequent years.

One last thing. If you are at all keen on carving a career for yourself, you'll need to consult " The Pro File". This is an intensive email training course from ProFile that gives you the essential tools and techniques of any career professional. Quite simply, if you want to "make it" you have to know this stuff. Your first 6 issues areFREE. You can read more and sign up at:

www.career-dynamics.co.uk/newslett.htm.

You only get one career. Protect it, nurture it, invest in it.
I wish you a long and prosperous career.
To your future prosperity,
Ryan Stephenson
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Conservation Management Training Program:: Jobs at African Wildlife Foundation - Jobs in Kenya

Job title:  Conservation Management Training Program
Job ID: #647909
Career categories:    Management
Country: Kenya
City: Nairobi
Organisation:    African Wildlife Foundation
Theme:    Climate Change and Environment
Job years of experience:    0-3 years
Job type:    Job
Application Closing date: 30 Apr 2014

AWF is now accepting applications for the 2014–2016 class of the Conservation Management Training Program (CMTP). CMTP is an intensive program that offers recent master’s degree graduates the opportunity to launch their careers in African conservation while working alongside AWF’s conservation leaders both at the organization’s Nairobi headquarters and in priority landscapes across Africa. CMTP graduates are well positioned to take on long-term roles within AWF and will receive special consideration for employment with the organization throughout their careers.

How to apply
To learn more about the structure of the program, required qualifications, compensation, and the application process, please refer to http://www.awf.org/about/careers/conservation-management-training-program-0 and look at the official brochure for information on the application procedure
Application Closing date: 30 Apr 2014

Evaluation and Documentation Consultant :: Job at The Catholic Diocese of Lodwar- Kenya Jobs

Job title: Evaluation and Documentation Consultant
Job ID: #648198
Career categories:    Monitoring and Evaluation
Country:    Kenya
City:    Lodwar
Theme:    Disaster Management
Job years of experience:    3-5 years
Job type:    Consultancy
Application Closing date: 07 Apr 2014

The Catholic Diocese of Lodwar (DoL) is a faith based organization in Turkana that has an established network of parishes all over Turkana County and first began its humanitarian work in this region over 50 years ago. The DoL has played a critical role in filling gaps in state service provision by bringing humanitarian interventions to vulnerable groups. The DoL is a strong partner of the government and in addition to livelihoods; its interventions span the sectors of water, health and education as well as justice and peace, the empowerment of women and human rights.

Trócaire, an Irish NGO with an office in Nairobi since 1994, has worked in partnership with the DoL for over 15 years and have together implemented a number of humanitarian, emergency and recovery programmes, as well as justice and peace initiatives, in Turkana. In Kenya, Trócaire has supported a wide range of partners implementing programmes in livelihood security, disaster risk reduction, humanitarian response, human rights, policy research and advocacy, gender equality and HIV and AIDS. Work has focused on different levels from grassroots service delivery to policy engagement and advocacy.

The DoL has vast experience in working with communities, holds a position of considerable authority at the grass roots level and is well respected by the local administration while Trócaire promotes a development agenda, provides technical assistance to supplement local capacity and draws on its global engagement issues such as climate change and humanitarian good practice to strengthen programming.

THE PROJECT OVERVIEW
The Arid and Semi-Arid Lands Resilience Project (ARP) is a DFID funded project managed by Trócaire Kenya and implemented through the Catholic Diocese of Lodwar in Loima district, Turkana County.

The ARP project is implemented by the Diocese of Lodwar in five locations of the Loima District, namely: Kalemunyang, Lokiriama, Lorengippi, Namoruputh and Turkwell. The project is working towards strengthening the resilience of pastoralist and agro-pastoralist communities in Kenya to cope with, and respond to, climate change and to recover from crisis while protecting their livelihoods and assets. This project is part of the larger Trócaire’s ASALs Resilience Programme (ARP) that has a 5 year development plan aimed at improving livelihood security and resilience to droughts in the Arid and Semi-Arid Lands of Kenya. This project is therefore, a three year partnership with DFID in Turkana County starting from April 2013 to March 2016.

The project has four main objectives:
Objective 1: Increase income and improve food security for 2,109 vulnerable households in Turkwel riverine agro-pastoral zone and also Border pastoral livelihood zone
Objective 2: Increase livelihoods diversification among 5 kraals (75 households) and 500 vulnerable agro-pastoral households in Turkwell riverine agro-pastoral zone & Border pastoral livelihood zone
Objective 3:Greater capacity in Turkwell, Kalemunyang, Namoruputh, Lorengippi and Lokiriama communities in disaster mitigation, preparedness and response.
Objective 4:Improve collective use of contested land areas and greater government accountability in the use of public funds and linkage with the county government in Turkwell, Kalemunyang, Namoruputh, Lorengippi and Lokiriama communities.

INTRODUCTION TO THE ASSIGNMENT
Turkana as a county has been highly dependent on pastoralism, which is the dominant livelihood strategy and socio-economic backbone of the county. The county is characterized by recurrent droughts, low fertility soils, historical marginalization, low population density but high population growth, poor quality and limited/or no access to basic services, poor infrastructure and food shortages resulting in high food prices. One key consequence of the interaction of these factors is dependency on relief and weakened capacity of households and communities to sustain themselves.

In recognition of this, the Diocese of Lodwar, through this evaluation assignment, intends to evaluate community resilience-focused initiatives that were introduced in previous Trócaire ARP projects and assess beneficiary experiences and levels of effectiveness of these initiatives in order to inform project planned activities and maximize output results.

This assignment consists of two evaluations which touch upon Objectives 1 and 2 of the ARP project. Objective 1 focuses on improving the productivity of ongoing practices, specifically through improving livestock health and production. Objective 2 is working towards livelihoods diversification through incorporating ideas of livestock, income, crop and asset diversification.

Assignment 1:
During the 2008-2010 Trócaire Livelihoods Programme, a goat restocking project with the women department in Turkana was piloted. This projected distributed 1820 Toggenberg, Gala and local East African goat breeds to 288 households in 8 locations in Loima and Turkana central. Following the distribution exercise, there have been substantial requests for the new breeds and through this DFID funded project, Trócaire is seeking to supply more stock. However, prior to this activity, experiences with the distributed breeds will be evaluated through this assignment and documented as a case study. In Year 2 of the currently running DFID project, Trócaire through the Diocese of Lodwar plans to expand the distribution of goats to other intervention areas and this assessment will determine the performance levels and the adaptive abilities of these different breeds of goats.

Additionally Irish Aid Emergency Humanitarian Fund financed a recovery project in Turkana in 2011 during which 3 shoat dips aiming to support livestock dipping and treatment for 909 HH, were constructed. This assignment will also assess the utilization and effectiveness of these shoat dips constructed along River Turkwel in order to inform best practices for the planned construction of additional shoat dips in Lokiriama and Namoruputh, Loima district.

Assignment 2:
Objective 2 of the ARP project aims at increasing livelihoods diversification among agro-pastoral and pastoral households in order to achieve resilience. DFID has adopted a working definition of resilience; Disaster resilience is the ability of communities and households to manage change, by maintaining or transforming living standards in the face of shocks or stresses - such as earthquakes, drought or violent conflict - without compromising their long-term prospects.

This objective incorporates ideas of income, livestock, crop and asset diversification as a means to developing resilience, based on emerging patterns and evidence generated by the mapping study, Food security Master plan for Turkana County. One of the approaches to realizing livestock resilience is through employing resilience strategies and measures that will improve on the ability of livestock to effectively manage, respond and cope with possible shocks e.g. drought and diseases/pest outbreaks.

This assignment will evaluate existing livestock resilience strategies and approaches that the targeted agro-pastoral and pastoral households are presently using to improve on coping mechanisms as well as recommend alternative strategies that can be introduced to the project. The diocese intends to integrate the knowledge attained from this assignment into developing practices that will be utilized at the household level.

PURPOSE OF THE EVALUATION ASSIGNMENT
The overall objective of the evaluation assignment is to evaluate the performance of distributed goat breeds and experiences encountered by the targeted beneficiaries, to assess the effectiveness of shoat dips and dipping among the agro-pastoral communities along the River Turkwel and to carry out an assessment of the existing livestock resilience strategies with introduction of alternative livestock-based strategies.

The specific objectives of the evaluation assignments include;
    To determine performance levels and specific adaptive abilities of the new goat breeds,
    To determine the environmental factors that cause variability in breed performance,
    To compare the performances of different pure or crossbred breeds in the same environment,
    To assess the effectiveness and utilization of constructed shoat dips,
    To assess existing livestock resilience strategies and their effectiveness,
    To introduce feasible livestock strategies to be employed by pastoralist communities,

The evaluation should include the identification of any relevant and current findings and recommendations derived from studies carried out by other organisations working in the ASALs, all of which should be accurately referenced.

KEY DELIVERABLES
The required outputs of this consultancy will be as follows:

    An inception report (maximum three pages) outlining the approach/ methodology and execution programme/ timetable. This report shall be submitted for review and approval by Diocese of Lodwar three (3) days after signing of the contract, but before commencement of the work.
    Data collection tools which shall be submitted within two days after acceptance of the methodology for review and approval by Diocese of Lodwar.
    A draft summary of findings and recommendations shall be compiled and presented to the Diocese of Lodwar within five days after completion of the field work.
    The final report, which comprehensively addresses the six objectives shall be submitted within five days after completion of the study and shall incorporate feedback from Diocese of Lodwar and stakeholders.

JOB REQUIREMENTS
The Consultancy team must be multidisciplinary as the analysis is an opportunity to improve the direction of our current intervention. At the minimum, the consultant(s) must possess the following:

i. At least a Masters Degree in Animal science, related disciplines, Livestock production, production systems, Livestock health and production, animal husbandry with a minimum of five (5) years demonstrated experience in carrying out evaluations in such environments.
ii. Demonstrate a good understanding of the Arid and Semi Arid Areas (ASALs) with practical working experience or research/surveys in such environments.
iii. Be Conversant with the Livestock sector in the region.
iv. Practical application of cross cutting themes like gender mainstreaming, and gender competence, M&E, Advocacy.
v. Good spoken and written communication skills in English and Swahili. Turkana (Ng’aturkana) language is an added advantage.
vi. Proven experience of using participatory tools and methodology.
vii. Excellent analytic and report writing skills.

THE TIME FRAME
Time Frame for the consultancy is 28 days.
The whole evaluation process will take approximately 28 days to be completed, this will include:

Interaction with Diocese of Lodwar Project Management team, field teams, beneficiaries, key stakeholders and report writing. The expected start date of the work is 14th April 2014 and the final research report will be produced by 14th May 2014.

How to apply for the job :
Interested candidates are invited to submit an application letter, including a brief outline of a proposed research methodology, and an updated CV including names and contact details of 3 referees to florencewanjohi@dioceseoflodwar.com and asalresilienceproject@dioceseoflodwar.com by 7th April 2014.
Application Closing date: 07 Apr 2014

Evaluation and Documentation Consultant:: Job at The Catholic Diocese of Lodwar (DoL) - Kenya Jobs

Evaluation and Documentation Consultant
Job ID: #648203
Career categories: Administration/HR,  Monitoring and Evaluation
Country:    Kenya
City:    Lodwar
Theme:    Agriculture
Job years of experience:    3-5 years
Job type:    Consultancy
Application  Closing date: 07 Apr 2014

THE ORGANIZATIONAL PROFILE
The Catholic Diocese of Lodwar (DoL) is a faith based organization in Turkana that has an established network of parishes all over Turkana County and first began its humanitarian work in this region over 50 years ago. The DoL has played a critical role in filling gaps in state service provision by bringing humanitarian interventions to vulnerable groups. The DoL is a strong partner of the government and in addition to livelihoods; its interventions span the sectors of water, health and education as well as justice and peace, the empowerment of women and human rights.

Trócaire, an Irish NGO with an office in Nairobi since 1994, has worked in partnership with the DoL for over 15 years and have together implemented a number of humanitarian, emergency and recovery programmes, as well as justice and peace initiatives, in Turkana. In Kenya, Trócaire has supported a wide range of partners implementing programmes in livelihood security, disaster risk reduction, humanitarian response, human rights, policy research and advocacy, gender equality and HIV and AIDS. Work has focused on different levels from grassroots service delivery to policy engagement and advocacy.

The DoL has vast experience in working with communities, holds a position of considerable authority at the grass roots level and is well respected by the local administration while Trócaire promotes a development agenda, provides technical assistance to supplement local capacity and draws on its global engagement issues such as climate change and humanitarian good practice to strengthen programming.

THE PROJECT OVERVIEW
The Arid and Semi-Arid Lands Resilience Project (ARP) is a DFID funded project managed by Trócaire Kenya and implemented through the Catholic Diocese of Lodwar in Loima district, Turkana County.

The ARP project is implemented by the Diocese of Lodwar in five locations of the Loima District, namely: Kalemunyang, Lokiriama, Lorengippi, Namoruputh and Turkwell. The project is working towards strengthening the resilience of pastoralist and agro-pastoralist communities in Kenya to cope with, and respond to, climate change and to recover from crisis while protecting their livelihoods and assets. This project is part of the larger Trócaire’s ASALs Resilience Programme (ARP) that has a 5 year development plan aimed at improving livelihood security and resilience to droughts in the Arid and Semi-Arid Lands of Kenya. This project is therefore, a three year partnership with DFID in Turkana County starting from April 2013 to March 2016.

The project has four main objectives:
Objective 1: Increase income and improve food security for 2,109 vulnerable households in Turkwel riverine agro-pastoral zone and also Border pastoral livelihood zone
Objective 2: Increase livelihoods diversification among 5 kraals (75 households) and 500 vulnerable agro-pastoral households in Turkwell riverine agro-pastoral zone & Border pastoral livelihood zone
Objective 3:Greater capacity in Turkwell, Kalemunyang, Namoruputh, Lorengippi and Lokiriama communities in disaster mitigation, preparedness and response.
Objective 4:Improve collective use of contested land areas and greater government accountability in the use of public funds and linkage with the county government in Turkwell, Kalemunyang, Namoruputh, Lorengippi and Lokiriama communities.

INTRODUCTION TO THE ASSIGNMENT
Turkana as a county has been highly dependent on pastoralism, which is the dominant livelihood strategy and socio-economic backbone of the county. The county is characterized by recurrent droughts, low fertility soils, historical marginalization, low population density but high population growth, poor quality and limited/or no access to basic services, poor infrastructure and food shortages resulting in high food prices. One key consequence of the interaction of these factors is dependency on relief and weakened capacity of households and communities to sustain themselves.

The agro- pastoralist communities of Turkana depend on natural assets for their livelihoods, sustainable crop production is, therefore, key to enabling them to sustainably intensify food production to ensure food security for growing population and reduce poverty. The current challenges in Turkana call for crops/fruit trees that:

· Provide more productivity;
· Have higher resilience to pests and diseases; and
· Tolerant to drought, and high temperatures.

In recognition of this, the Diocese of Lodwar has in the past, facilitated the purchase and distribution of seeds for crop production and fruit trees.
In 2011- 2012, the Irish Aid Emergency Humanitarian Assistance Fund funded a recovery programme in Turkana. This intervention was managed by Trócaire and implemented by the Diocese of Lodwar Livelihoods Programme. As part of the recovery programme, the Diocese of Lodwar purchased an assortment of drought resistant seeds which were distributed to targeted beneficiaries in North Kusi and Turkwel. Under the same funding, approximately 3,000 fruit trees were procured and distributed to targeted households in Turkana central- Kangatosa, Kerio, Kodopa, Kangalita, Kono and along the Turkwell river, in Turkana west- Lokipoto and in Turkwell with each targeted household receiving about two fruit trees each.

This evaluation assignment will attempt to engage the recovery programme beneficiaries and households in order to investigate and assess their experiences/challenges as well as the levels of effectiveness and productivity derived from planting of these distributed seeds and fruit trees.

PURPOSE OF THE EVALUATION ASSIGNMENT

The overall objective of the evaluation assignment is to evaluate the resilience and productivity of previously purchased and distributed drought resistant seeds and fruit trees. This assessment will in turn inform project planned activities under the DFID ARP project as well as ensure maximisation of output results.

The specific objectives of the evaluation assignments include;

    To determine specific adaptive abilities/resilience levels of the distributed drought resistant seeds
    To compare the performances/productivity of different types of distributed drought resistant seeds
    To assess the adaptability and performance of distributed fruit trees

The evaluation should include the identification of any relevant and current findings and recommendations derived from studies carried out by other organisations working in the ASALs, all of which should be accurately referenced.

DELIVERABLES

The required outputs of this consultancy will be as follows:

    An inception report (maximum three pages) outlining the approach/ methodology and execution programme/ timetable. This report shall be submitted for review and approval by Diocese of Lodwar three (3) days after signing of the contract, but before commencement of the work.
    Data collection tools which shall be submitted within two days after acceptance of the methodology for review and approval by Diocese of Lodwar.
    A draft summary of findings and recommendations shall be compiled and presented to the Diocese of Lodwar within five days after completion of the field work.
    The final report, which comprehensively addresses the six objectives shall be submitted within five days after completion of the study and shall incorporate feedback from Diocese of Lodwar and stakeholders.

JOB REQUIREMENTS
The Consultancy team must be multidisciplinary as the analysis is an opportunity to improve the direction of our current intervention. At the minimum, the consultant(s) must possess the following:
i. At least a Masters Degree in Crop husbandry or Agriculture and/or other closely related disciplines
ii. Demonstrate a good understanding of the Arid and Semi Arid Areas (ASALs) with 5 years practical working experience or research/surveys in such environments.
iii. Be Conversant with the Agricultural sector in the region.
iv. Practical application of cross cutting themes like gender mainstreaming, and gender competence, M&E, Advocacy.
v. Good spoken and written communication skills in English and Swahili. Turkana (Ng’aturkana) language is an added advantage.
vi. Proven experience of using participatory tools and methodology.
vii. Excellent analytical and report writing skills.

THE TIME FRAME
Time Frame for the consultancy is 28 days.
The whole evaluation process will take approximately 28 days to be completed, this will include:
Interaction with Diocese of Lodwar Project Management team, field teams, beneficiaries, key stakeholders and report writing. The expected start date of the work is 14th April 2014and the final research report will be produced by 14th May 2014.
 
How to apply:
Interested candidates are invited to submit an application letter, including a brief outline of a proposed research methodology, and an updated CV including names and contact details of 3 referees to florencewanjohi@dioceseoflodwar.com and asalresilienceproject@dioceseoflodwar.com
Application  Closing date: 07 Apr 2014

Child Budget Analysis and Trends on the Education :: Jobs at Save the Children - Jobs in Kenya

Job title: Child Budget Analysis and Trends on the Education Sector in Somaliland
Job ID: #648204
Career categories:    Finance/Accounting/Auditing
Country:    Kenya,    Somalia
Organisation:    Save the Children
Job years of experience:    3-5 years
Job type:    Consultancy
Application Closing date: 11 Apr 2014

About Child Rights Governance (CRG)
Child Rights Governance is one of the five thematic areas of Save the Children Somalia/Somaliland (SCISOM) programme. The thematic programme aims at strengthening state institutions and mechanisms for the implementation and monitoring of children’s rights and increasing awareness and capacity of civil society and children to promote children’s rights. One of the sub-thematic intervention in the CRG work in SCISOM is Investment in Children (IiC) focusing on child friendly budgeting

Study on child budget analysis and trends in the education sector are one of the project activities in the revised CREPS II project. The purpose of this consultancy work, therefore, is as part of accomplishing the activity in the project plan.

How to apply:
Interested candidates are expected to provide the following documentation:
    Detailed response to ToR, with specific focus addressing the scope of work, methodology to be used and key selection criteria
    Initial work plan based on methodology outlined, and availability of applicant
    Company profile or CV including a minimum of 3 references

Detailed budget breakdown based on expected daily rates and initial work plan
The applications should be addressed to:

Human Resources Officer
Save the Children International – Somalia Programme
Email:Somalia.Vacancies@savethechildren.org.
Applicants who had initially applied need not to apply.
Application Closing date: 11 Apr 2014

Regional Grants and Compliance Officer:: Jobs at Samaritan's Purse - Jobs in Kenya

Job title: Regional Grants and Compliance Officer, Northeast Africa (2115)
Job ID: #648267
Country:    Kenya
City:    Nairobi
Organisation:    Samaritan's Purse
Job years of experience:    3-5 years
Job type:    Job
Closing date: 31 May 2014

Nairobi, Kenya - The Regional Grants and Compliance Officer (RGCO), Northeast Africa will work throughout the Northeast Region as a part of the International Program Development Unit. The RGCO will focus on supporting and coordinating Samaritan’s Purse (SP) Field Offices as it relates to the pursuit, development and compliance of programs and grant proposals in the regions. The RGCO provides consultation in processes related to program and grant proposals to include writing, editing and the compilation of lessons learned. The RGCO will provide technical assistance to Samaritan’s Purse field offices in designated regions.

Position requires extensive travel in and out of the field.

DUTIES AND RESPONSIBILITIES:
• Develop programming and proposals for SP Northeast Africa field offices using current SP program models and best practices. On occasion the RGCO will be asked to assist in the initial program implementation of proposals they write.
• Build capacity of SP Northeast Africa field offices in general program development skills, behavior change communication, and qualitative evaluation skills.
• Build relationships on behalf of SP Northeast Africa field offices with bilateral donors, International Non-governmental Organizations, and other agencies.
• Be aware of grant opportunities in the region and work in conjunction with regional directors on pursuing those opportunities.
• Lead grant reporting and monitoring and compliance of grants received.
• Align with the various SP Country Directors regarding the rules and regulations of the field office and ensure that they are aware of all meetings, progress and ideas being formulated.
• Ensure that all proposals follow timetables that allow for the input/review by the technical advisors and the finance department and involve the appropriate technical advisors in the Program Development Division in the concept development process of grant submissions.
• Attend devotions and participate in prayer support for the ministry, its donors and volunteers.
• Maintain a strong Christian witness to colleagues, vendors, charitable beneficiaries, and the general public.
• Assess, manage, and report critical physical, emotional, or spiritual concerns of supervised staff.

SKILLS AND QUALIFICATIONS:
• Maintains a personal relationship with Jesus Christ. Is a consistent witness for Jesus Christ.
• Master’s degree in International Development or a relevant field preferred. Strong field based experience will be considered.
• One year of college-level Biblical studies is preferred.
• Proven technical writing skills including developing proposals, training/instruction manuals, and reports.
• 3-5 years field experience in the development/implementation of relief and development programming.
• Proven experience in training/capacity building in a cross-cultural setting.
• Demonstrated experience in grant submission processes of major donors such as the UN, CIDA, DFID, USAID, etc.

24 month contract with the potential for renewal.

Mission Statement: Samaritan's Purse is a nondenominational evangelical Christian organization providing spiritual and physical aid to hurting people around the world. Since 1970, Samaritan's Purse has helped meet needs of people who are victims of war, poverty, natural disasters, disease, and famine with the purpose of sharing God's love through His Son, Jesus Christ. The organization serves the Church worldwide to promote the Gospel of the Lord Jesus Christ.

Distinct Objectives:
The work of Samaritan’s Purse is marked by five distinct objectives, grounded in Scripture and biblical principles:
Proclaim the Gospel -EXALT Christ and share the Gospel while working in His Name around the world
Serve with Excellence -EXCEED the world’s standard while serving the purposes of God’s kingdom
Respond with Compassionate Action - EXPEDITE our response to needs as the Lord reveals opportunities to minister
Demonstrate Biblical Integrity -EXHIBIT character and integrity personally, at home and work
Walk in Bold Faith - EXPECT God to do the impossible-- “God Room”

How to apply:
In order to apply, please go to http://www.samaritanspurse.org/our-ministry/employment-listings/, click on "International Positions," click on "Regional Grants and Compliance Officer, Northeast Africa (2115)" and click on "Apply Now" at the bottom of the page.
Closing date: 31 May 2014

Senior Mentor/Trainer :: Jobs and Careers in Tanzania

Position title: Senior Mentor/Trainer, Tanzania
The Location: Tanzania
Reports to: Niambie Project Manager
Contract duration: 12 months (with possible extension)
Application deadline: Thursday 10 April 2014

The Job purpose:
To lead the capacity-building of various media organisations as part of the new and dynamic ‘Niambie’ project in Tanzania.

The Main Duties
The Senior Mentor/Trainer will:
• Implement the Niambie mentoring strategy at partner radio stations.
• Provide in-depth and on-going support to partner radio stations as per the objectives of the project.
• Identify training needs for existing and new partners in order to facilitate the design of suitable training and mentoring packages.
• Deliver training as necessary to support station development, and oversee where needed the delivery of training packages and other formats to other media organisations.
• Conduct private sector mapping exercises and determine how the private sector can be used for reinforcing Niambie radio programme and training goals.
• Spot-check and analyse the Niambie radio programme in order to provide feedback to production teams
• Contribute to narrative and financial reports on project implementation.
• Deliver internal training to BBC MA staff when needed
• Contribute to the general development of BBC Media Action training manuals and curricular.
• Deliver any other tasks related to this role as required by the line manager

Required knowledge, skills and experience
• Minimum a Bachelor’s degree in Journalism/Mass communication or any relevant qualification
• Experience of behaviour change communications and using mass media approaches to influence positive behaviour uptake
• Significant experience of planning training courses and implementing training to journalists in Africa
• Minimum 5 years’ experience as a journalism/media trainer.
• Experience of operating effectively in difficult, highly politically sensitive and often fluid environments
• Strong editorial judgement
• Strong skills in radio production, including production of audience participation formats and youth political programming
• An awareness of the importance of new media and how it affects journalism and a willingness to learn the skills required to deliver journalism training using online means
• Excellent interpersonal, communication and influencing skills
• Good working knowledge of computer packages and social media platforms
• Technical knowledge on radio programme editing
• Must be fluent in both written and spoken Kiswahili and English (non-negotiable!)
• Ready and able to take the initiative, originate action and be responsible for the consequences of the decision made

Desirable knowledge, skills and experience
• Experience of working in the media sector, especially local media houses, in youth and/ or governance radio programming
• Experience working with an international organisation
• Experience working with a charity or NGO
• Knowledge of BBC Editorial Guidelines (Radio). Demonstrable interest in youth- and governance-issues in Tanzania
• Ability to present sound and well-reasoned arguments to convince others. Can draw from a range of strategies to persuade people in a way that results in agreement or behaviour change

Key Skills and  competencies
The following competencies (behaviours and characteristics) have been identified as key to success in this job. Successful candidates are expected to demonstrate these competencies.

• Analytical Thinking – Able to simplify complex problems, processes or projects into component parts, explore and evaluate them systematically. Able to identify causal relationships, and construct frameworks, for problem-solving and/or development.
• Decision Making – Is ready and able to take the initiative, originate action and be responsible for the consequences of the decision made.
• Planning and Organisation – Is able to think ahead in order to establish an efficient and appropriate course of action for self and others. Prioritises and plans activities taking into account all the relevant issues and factors such as deadlines, staffing and resources requirements.
• Resilience – Can maintain personal effectiveness by managing own emotions in the face of pressure, setbacks or when dealing with provocative situations. Can demonstrate an approach to work that is characterised by commitment, motivation and energy.
• Influencing and Persuading – Ability to present sound and well-reasoned arguments to convince others. Can draw from a range of strategies to persuade people in a way that results in agreement or behaviour change.
• Communication – The ability to get one’s message understood clearly by adopting a range of styles, tools and techniques appropriate to the audience and the nature of the information.
• Managing relationships – Able to build and maintain effective working relationships with a range of people.
• Self-Development – Is able to identify and apply opportunities for learning and development

Application instructions: Candidates should send their CV and a covering letter (PDF or Microsoft Word format) which outlines their experience and suitability for the role in English to tzrecruitment@tz.bbcmediaaction.org.
The name of the position applied for should be included in the subject line of the email.

Please do not send certificates or other attachments. Applicants with no separate covering letter will not be considered. Please only apply if you meet the basic criteria under the person specification.
This is a local post applicable to people who have the legal right to live and work in Tanzania. 'National terms and conditions will apply'.
Only shortlisted candidates will be notified.

Application deadline: Thursday 10 April 2014

Accounting and Administration Officer :: Jobs at ACRA-CCS - Careers In Tanzania

Position title: Accounting and Administration Officer
Employer:  ACRA-CCS
Application Deadline: Monday, April the 10th, 2014

ACRA-CCS is an Italian Foundation operating in Tanzania since 2005 in partnership with associations, local authorities and governmental agencies in social development including development of infrastructures and capacity building of those deputed to their management.

ACRA-CCS Foundation is seeking an Accounting and Administration Officer able to work independently to undertake a wide range of duties associated with its programs.

KEY RESPONSIBILITIES:
The Accounting and Administration Officer is responsible for
1. Assisting the Country Administrator and the Project Managers in maintaining the general ledger and balance sheet reconciliations;
2. Monitoring and supervising debts and payments in all currencies to suppliers and to staff, ensuring complete compliance with the laws, donor’s procedures and ACRA-CCS internal procedures;
3. Process payment of PAYEE, NSSF and SDL
4. Using appropriate software to process data and produce reports as required, in order to facilitate efficient operations;
5. Preparing and monitoring monthly cash flows and funding requests related to all activities;
6. Preparing and monitoring monthly Bank and Cash reconciliation;
7. Maintaining accurate and comprehensive records in compliance with internal procedures and donor’s requirements;
8. Follow up VAT and Duties Exemptions;
9. Support to the Project Managers for the preparation of tenders and purchase procedures
10. Archiving receipts, invoices and all the supporting documents for accounting;
11. Permanent follow up of the expenditures for Vehicles and Phones;
12. Maintaining Inventories, Tender and Contracts Registers
13. Maintain personnel files including leave periods and prepare contracts.

THE SELECTION CRITERIA
· Certificate or Diploma in Accountancy or Degree in Administration, Finance or related;
· Desirable 3 + years’ experience working in administrative/financial department of a reputable organization;
· Sound knowledge of the English language;
· Knowledge of accounting softwares
· Ability to work independently with strong attention to detail;
· Understanding of legal financial obligations in Zanzibar and Mainland Tanzania;
· Excellent analytical skills and abilities.
· Work Place will be in Iringa.

MINIMUM QUALIFICATIONS AND SKILLS
Applicants MUST have, as a minimum, a relevant degree qualification.

HOW TO APPLY
The contract will start immediately at the end of the selection process.
Interested persons should send their Curriculum Vitae and a covering letter (no more than 1 page) at: stefanomotta@acraccs.org

Please do not send certificates and diplomas through e-mail: they will be requested only from pre-selected candidates. Only pre-selected candidates will be contacted.

Application Deadline: Monday, April the 10th, 2014

Banking Operations Officers :: Jobs at Tanzania Postal Bank (TPB) - Tanzania Jobs

Reporting Line: Supervisor
Locations: Ilala, Moshi or Iringa branch
Work Schedule: As per TPB Staff regulations
Division: Branches
Salary: Competitive Remuneration
Application Deadline: 07th April 2014

Tanzania Postal Bank (TPB) seeks to appoint dedicated, self-motivated and highly organized Bank Operation Officer (3 positions) to join the Technology and Operations team based in Ilala-DSM, Iringa or Moshi branch respectively.

The Essential Duties and Responsibilities:-
§ Guide prospective customers who come over the counter for enquiries.
§ Coordinate all counter activities while ensuring that quality service is provided to customers.
§ Receive Cash and Cheque deposits
§ Posting Transactions
§ Verify teller proof of cash and teller proof of cheques against actual documents by ticking and signing the printouts.
§ Scrutinize internal vouchers to ensure that they are properly drawn and authorized in line with the approval limits.
§ Handle Foreign Exchange Transactions
§ Cross sell Banks Products to Customers
§ Affixing photographs in new/continuation customer pass books
§ Correspond with Cards custodians on issues relating to ATM cards, check reports in order to solve customer complaints.
§ Any other duties as may be assigned by Supervisor/BFO from time to time.
§ Comply with the Policies and standards, Local laws and Regulations, Controls and Procedures of the Bank.
§ Report Suspicious Transactions
§ Ensure you comply with Money Laundering Prevention as per Bank Policy, Know your Customer(KYC)/Customer Due Diligence (CDD)
§ Issue new passbooks and ID cards to new customers.
§ Scrutinizing and short casting customers passbooks before making payment on customer’s accounts
§ Computing and charging commissions, interest and all other bank charges on customers.
§ Fill delivery notes/registers for items moved from one office to another by post of dispatch.
§ Balancing teller’s cash at the closure of business daily
§ Check and sign back-office entries raised by the respective clerks/tellers.
§ Prepare Bank reconciliation statement timely and accurately
§ Reconcile and clear all suspended transactions
§ Filing/bundling records for safe keeping in the record rooms

CONTRIBUTES TO
· Customer – Service Delivery/Enquiries
· Efficient and Quality Service to Customers

KEY PERFORMANCE INDICATORS
· Customer Satisfaction
· Individual Productivity and Turnaround time
· Minimum Cash Differences
· Accuracy of Transactions Postings

FOR GRADING PURPOSES - DIMENSIONS
· Tellers are not permitted to hand cash to another staff member to pass on to a customer. Similarly, tellers should not accept cash from other staff members depositing cash on behalf of customers.
· Tellers must lock their cash drawers and remove the key whenever they leave their counters.
· Whenever a teller/cashier does not perform teller duties for more than 3 working days, his/her cash till should be emptied out and the cash surrendered to the Cash custodians.

REQUIRED EXPERIENCE AND KNOWLEDGE
Education: Bachelor Degree/Advanced Diploma or equivalent qualification
Experience:
· At least 1 year of relevant Banking experience
· Working knowledge of Equinox Functionality
· Attention to details

The position will attract a competitive salary package, which include benefits. Applicants are invited to submit their resume (indicating the position title in the subject heading) via e-mail to: recruitment@postalbank.co.tz
Applications via other methods will not be considered.
Applicants need to submit only the Curriculum Vitae (CV) and the Letter of Applications. Other credentials will have to be submitted during the interview for authentic check and other administrative measures.

Tanzania Postal Bank is an Equal Opportunity Employer and is very committed to environmental, health and safety Management.

Tanzania Postal Bank has a strong commitment to environmental, health and safety management. If you are not contacted by Tanzania Postal Bank within seven (7) days after the closing date, you should consider your application as unsuccessful. Late applications will not be considered. Short listed candidates may be subjected to any of the following: a security clearance; a competency assessment; physical capability assessment and reference checking.

Application Deadline: 07th April 2014

Manager, Credit Risks :: Jobs at Postal Bank (TPB) - Jobs In Tanzania

Position title:  Manager, Credit Risks (1 Position)
Reporting Line: Senior/Chief Manager/Director Credit Risks
Location: Head Office, Dar es Salaam
Work Schedule: As per TPB Staff regulations
Salary: TPB
Applications Deadline: 07th April 2014

Postal Bank (TPB) seeks to appoint dedicated, self motivated and highly organized Manager, Credit Risks (1 position) to join the Risk Management and Compliance team. The person will be responsible with Maintenance of quality loan portfolio of loan Portfolio by ensuring processing of loans follow the required procedure and comply with approved credit policy. Timely Credit Risks mitigation of loan applications and propose best approach of improvement to the acceptable standards. The successful candidate will always be required to sign performance objectives at the beginning of the year and reviewed semi-annually.

The Main Purpose of the Job
(i) Carry out risk assessment of loan applications and identify any risks associated with those applications.
(ii) Take proactive risk management actions so that the approved loans are of good quality and enhance earnings to the bank.
(iii) Initiate policy review process and ensure bank policies are in line with the bank business strategy.
(iv) Implement effective and efficient recovery actions on all high risk and non- performing loans accounts.
 (v) Lead a team of officers through couching and directing in order to plan the required skills and knowledge of credit risk.
(vi) Mitigate, implement and embed controls and actions to close all audit findings related Loan defaulters timely and ensure this is done within the allowed timeframe.
(vii) Ensure quality and reliable data used in reports by doing a thorough check up before forwarding to the management for decision.
(viii) Work with other managers in the department as a team to achieve excellent business results through continuous people development and mentoring activities.
(ix) Determine and analyze training and development needs for credit risk officers and ensure they undergo those trainings.
(x) Ensure that identified training is budgeted for and executed.
(xi) Establish and maintain a succession plan for the management team in the area using the formal Talent Management process.
(xii) Agree targets and take accountability for the overall achievement of performance objectives in the Team.
(xiii) Provide clear direction to staff who reports to you so that strategic plan, key focus areas, and banks objectives are met.
(xiv) Analyze effectiveness of processes and systems in use in the department and make recommendations for improvements.
(xv) Any other duties assigned by my leader.

KEY RESPONSIBILITIES CONTRIBUTES TO
§ The overall profitability of the bank though controlling the NPL rate and collection of non-performing loans.
§ Efficiency in Credit Risks Management

KEY PERFORMANCE INDICATORS
§ Impairment levels
§ Delinquencies
§ Interest Income
§ Recovery from charged off loans
§ Audit findings

THE EXPERIENCE AND KNOWLEDGE REQUIRED
Education: Holder of Bachelor’s degree in Economics, Commerce, Business Administration, Accounting, Statistics or Banking from any Recognized university or equivalent qualifications with a banking experience of at least two years.
Experience: At least 2 years’ experience in credit risk or Recovery activities in the Banking Industry.
Skills / Attributes:
· Strong leadership & people management skills.
· Extensive knowledge of banking, credit risk, risk systems and Bank of Tanzania regulations.
· Expertise in the concepts, principles and practices of credit risk and portfolio management.
· Expertise in credit policy and underwriting - the role holder must be able to demonstrate successes in overseeing and controlling underwriting functions.
· Creative thinker who can demonstrate the development of new concepts for optimal credit and fraud management.

Salary and Remuneration
The position attracts a competitive salary package, which include benefits.
 
The Mode of Application
The position will attract a competitive salary package, which include benefits. Applicants are invited to submit their resume (indicating the position title in the subject heading) via e-mail to: recruitment@postalbank.co.tz

Applications via other methods will not be considered. Applicants need to submit only the Curriculum Vitae (CV) and the Letter of Applications. Other credentials will have to be submitted during the interview for authentic check and other administrative measures.
Tanzania Postal Bank is an Equal Opportunity Employer and is very committed to environmental, health and safety Management.

Tanzania Postal Bank has a strong commitment to environmental, health and safety management. If you are not contacted by Tanzania Postal Bank within seven (7) days after the closing date, you should consider your application as unsuccessful. Late applications will not be considered. Short listed candidates may be subjected to any of the following: a security clearance; a competency assessment; physical capability assessment and reference checking.

Applications Deadline: 07th April 2014

Centre Coordinator :: Jobs at St. John’s University of Tanzania KIGOMA-UJIJI CENTRE - Jobs In Tanzania

Position Title: CENTRE COORDINATOR– KIGOMA-UJIJI CENTRE
Reports to: Director of Extension Education (DEE) - Dodoma
Duty Station: St John’s University of Tanzania – Kigoma-Ujiji Centre
Application Deadline: 8th April, 2014 

St. John’s University of Tanzania (SJUT) is a private University owned by the Anglican Church of Tanzania (ACT). The University’s main campus is located in the Kikuyu area of Dodoma. The University has centres in Dar es Salaam: St Mark’s Centre at Buguruni Malapa, in Dodoma: Msalato Centre on the Dodoma-Arusha highway about 8km from the town centre and two other sites within town, and soon Kigoma: Kigoma Centre.

The University invites applications from suitably qualified candidates to fill the following position.

Job Summary:
The Centre Coordinator shall be responsible for implementing the policies of the University at the  Centre. He/she shall be responsible for managing day-to-day operations of the Centre, establishing effective and strong internal controls system, developing and implementing strategic plans and resource mobilization.

Skills and Qualification:
Master degree in a relevant field, or equivalent. Must have a GPA of 3.5 or above in  undergraduate degree.

Required Experience:
Minimum of five (5) years working experience in tertiary education institutions at a senior managerial level. Computer proficiency is essential.

The Main Duties and Responsibilities:
The Centre Coordinator shall be the chief advisor of the Director of Extension Education of St John’s University of Tanzania and be responsible for effective management with respect to all activities within the Centre.

The Centre Coordinator’s specific responsibilities include:
(i) All academic and administrative matters of the Centre.
(ii) Delivery of Centre services to customers with the expected standards.
(iii) Maintaining admission, examination and awards standards and integrity.
(iv) Staff and student welfare in accordance with University policies and practices.
(v) Working closely with key players in the Education Sector to ensure best delivery of services.
(vi) Serving as a liaison with external public agencies in all matters related to the Centre, including their advice
on the financial support of the Centre.
(vii) Serving as center representative during projects to ensure all projects are implemented as per plans.
(viii) Organizing and managing all Centre resources efficiently, economically and in accordance with the
principles of fairness and equality as outlined in the University Policies and Financial Regulations.
(ix) Efficient Centre management taking into consideration National Policies and Legal requirements.
(x) Continuous review and improvement of all aspects of the management and organization.
(xi) Preparation and implementation of Strategic and Business plans and associated budgets.
(xii) Mobilizing and negotiating for resources required.
(xiii) Performing any other functions as may be given to him/her or prescribed by the DEE
(g) Salary Scale: Salary according to SJUT Scheme of Services.
(h) Tenure: Three (3) years renewable once on satisfactory performance.

The Mode of Application:
Send a complete application package that consists of an application letter supported with a detailed Curriculum Vitae (CV), relevant copies of Academic Certificates and Transcripts, including Secondary School Certificates, and contact details to:

Vice Chancellor,
St John’s University of Tanzania
P.O Box 47,
Dodoma, Tanzania.
Tel: 026-239 0044 Fax: 026-239 0025
E-mail: admin@sjut.ac.tz OR hr@sjut.ac.tz

Website: www.sjut.ac.tz
Application Deadline: 8th April, 2014