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The Norwegian Refugee Council (NRC) is an independent, humanitarian, non-profit, non-governmental organisation. We provide assistance, protection and durable solutions to refugees and internally displaced persons worldwide. What is NRC? NRC promotes and protects the rights of refugees and people who have been displaced within their own country. We take ...
Role and responsibilities
Generic responsibilities
These responsibilities shall be the same for all positions with the same title. The responsibilities shall be short and essential. Details belong in the Work- and Professional Development Plan.
Specific responsibilities
These responsibilities shall be adapted to the particularities of the job location and context, phase of operation, strategic focus, and type of program intervention. This section shall be revised whenever a new employee is hired or the context changes significantly.
Critical interfaces
By interfaces, NRC means processes and projects that are interlinked with other departments/units or persons. Relevant interfaces for this position are:
Scale and scope of position Staff
Staff: Numbers and titles of staff directly managed by the post holder, and numbers of staff and daily workers/incentive staff responsible for overall in the unit. (Nill)
Stakeholders: Key external stakeholders the post has relationships with (e.g. UN agencies, INGOs, local NGOs, civil society, governmental bodies) Vendors, Tertiary Institutions
Budgets: List of budgets covered by post holder, and size of budget (Nill)
Information: Brief description of the information resources the post holder is responsible for at CO level (e.g. GORS, Agresso, Webcruiter, Intranet) Agresso, Webcruiter, Intranet
Legal or compliance: Brief description of any legal or compliance responsibility the post holder has (term of employment, vendors, donors) term of employment, vendors, donors, Code of conduct
Competencies
The below competencies are important for the employee and the organisation to deliver desired results. They are relevant for all staff and are divided into the following two categories:
Generic professional competencies:
These are skills, knowledge and experience that are important for effective performance.
Generic professional competencies:
Context/ Specific skills, knowledge and experience:
Behavioural competencies
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