Background

Those who previously applied need not apply again.

Myanmar

Nay Pyi Taw is classified as “Family Duty Station”/category “B” by the International Civil Service Commission. Being located at 391 km north of Yangon and 302 km south of Mandalay, the city is still in the developing stage with limited access to international banking transactions, no public transportation, and limited health care access and facilities. Currently there are limited options for housing and no schooling facilities for international staff’ children.

Myanmar has gone through a phase of unprecedented change since the November 2010 general elections. The transition to nominally civilian rule under a new Constitution was the first step in an on-going sequence of rapid and far-reaching political and economic reforms that have unleashed tremendous changes in the political and economic landscape. In the past few years, the President and legislatures have pushed forward a remarkable transformation process that was difficult to imagine not so long ago.

In December 2012, the President announced the need for attention to the third wave of reforms which are required to improve the performance of the public administration and its civil service, and clarify the division of powers between the Union and the State and Regional Governments. Public sector management is thus high on the list of priorities of the Myanmar government. “Democracy will be promoted only hand in hand with good governance. This is why our government, responsible for Myanmar’s democracy transition, will try hard to shape a good administrative machinery”. (President Speech before the Union Hluttaw, 30 March 2011).

UNDP

After more than 20 years of working exclusively at the grassroots level through the Human Development Initiative, a new UNDP Country Programme for Myanmar was developed and approved in early 2013, which aims to meet the needs of the ongoing reforms. The Country Programme (2013-2015) is split into three pillars: Pillar 1 focusing on Local Governance, Pillar 2 focusing on Disaster Risk Reduction, Environment and Climate Change and Pillar 3 focusing on Democratic Governance.

Within the Democratic Governance Pillar, there are four areas of work: (i) Development Effectiveness covering support to the strengthening of statistics, planning and aid management systems; (ii) Parliamentary Strengthening covering both the Union and Regional Parliaments; (iii) Rule of Law and Access to Justice and (iv) Public Administration Reform.

The Public Administration responsiveness output aims to ‘strengthen capacity for service delivery and improve responsiveness of the public administration reforms’, and will focus on enhancing the capacity of the civil service by strengthening integrity and representation in the ranks of the civil service, and by improving the quality of training and support provided to civil servants by the Union Civil Service Board. The project will also promote innovations in public administration.

The two sub-outputs under the Public Administration Responsiveness are:

• Capacities developed at the Union level to advance, coordinate and implement incremental public administration reforms;
• Strengthened capacities of the Union Civil Service Board (UCSB) and other ministry training institutes to train and establish a professional, transparent and representative civil service.
  

In 2013, UNDP engaged with the Union Civil Service Board (UCSB) to make basic improvements to the quality of existing trainings delivered by the UCSB, and to identify future capacity needs and strategic direction in training and in e-governance. As Myanmar has taken up the leadership of the civil service training agenda for the ASEAN region, this work has also contributed to enhanced knowledge and information sharing within the region. UNDP also conducted foundational work to enhance leadership in government and the civil service, through targeted training courses.

In support of enhanced UCSB capacity, UNDP in 2014 aims for:

• Strengthened UCSB capacity for transparency and openness;
• Improvements in the a) production of training content; b) training curriculums and; c) quality of delivery of training and ; d) training environment;
• Establishment of programmes for leadership development for public sector managers and leaders and young leaders training and mentoring initiatives.
  

Role Description

The Technical Specialist will provide high quality technical advice to the Union Civil Service Board to enhance the strategic focus of reforms to trainings, and help deliver key outputs in UNDP plans for 2014 relating to training and leadership programmes. He/She will also work to ensure that this support is coordinated and integrated with the components of UNDP’s wider work on democratic governance.

He/she will work closely with key staff in the Union Civil Service Board, with the aim of transferring knowledge and skills relating to management of trainings, and will design and deliver a specific capacity development initiative within the UCSB.

He/ she will work under the direction and supervision of the Team Leader, Democratic Governance, and in close cooperation with the Junior Consultant- Public Administration, the Programme Specialist- Public Administration and the Chief Technical Advisor, Public Administration Reform, where appropriate. He/she will be based in Nai Pyi Taw, with some travel to Yangon and UCSB Training Centres in Upper Myanmar and Lower Myanmar.

Duties and Responsibilities

Summary of Key Functions:

• Provide advice to UCSB on strategies and approaches for effective training of civil servants, and on learning approaches and methodologies;
• Provide technical advice towards implementation of revised curriculum for mid-level officials;
• Develop and support management of a leadership programme for Myanmar civil servants;
• Ensure the creation and functioning of regional and international partnerships with training institutions;
• Facilitate knowledge building and knowledge sharing.
  

Provide advice to UCSB on strategies and approaches for effective training of civil servants, and on learning approaches and methodologies:

• Provide advice and mentoring to senior UCSB officials on systems and approaches to training of civil servants;
• Advise UCSB staff and selected teaching staff on effective approaches to civil service training;
• Advise UCSB staff and selected teaching staff on learning approaches and methodologies, and experience in other countries;
• Advise the UCSB on their engagement with ASEAN with regards to civil service training;
• Advise the UCSB on options for longer term training courses for civil servants.

Provide technical advice and training towards implementation of revised curriculum for mid-level officials:

• Engage UCSB staff and selected teaching staff, and advise on approaches to training curriculum assessment and revisions, and on key considerations and opportunities behind improvements to training curricula;
• Conduct a training needs assessment of an agreed sample of mid-level officials;
• Review existing course structure, course materials and training methodology for Mid-level Government officials against key objectives advised by UCSB and UNDP, and identified training needs;
• Advise the UCSB and UNDP on potential areas for improvement to the Mid-level officials course, in particular any required higher level changes;
• Advise UNDP on additional resources, particularly human resources, required for revision of the mid-level officials training programme, and develop TORs as appropriate;
• Develop new course structure, and, with additional support if required, develop training content and reference materials, and seek the approval of the UCSB;
• Provide advice and facilitate dialogue, including familiarization or validation workshops as appropriate, to generate ownership of the revised curricula;
• Identify and advise on the capacity development needs (in immediate and medium term) of the UCSB training institutes towards implementation of revised curricula;
• If appropriate, lead the delivery of training of trainers in key areas for teaching staff in Civil Service Training Institutes.
  

Advise on training content for a leadership programme:

• Promote ownership in the UCSB of the leadership scheme, including by leading workshops on scope and design of leadership programme;
• Identify opportunities for leadership training and support design of a complementary leadership training and mentoring programme.

Promote the creation and functioning of regional and international partnerships with training institutions for public administration and civil service management:

• Advise the government on systems and processes for expanding experiences, lessons learned and know-how on civil service training;
• Provide technical support to develop a partnership strategy;
• In support of the UCSB, work to identify and build networks with regional and international training institutions in support of government of Myanmar training development;
• Provide technical and financial support to promote partnerships with regional and international learning institutions, including south south exchange for UCSB.
  

Facilitate knowledge building and knowledge sharing in the CO focusing on achievement of the following results:

• Develop a light-touch but regular programme for counterpart staff, targeting key knowledge or skills relating to training (e.g. through regular but informal sessions.);
• Facilitate the national, regional and international transfer of know-how and experiences in the area of civil service and capacity development;
• Ensure that Myanmar’s experiences in civil service and capacity development are shared within UNDP networks and with other stakeholders inside and outside of Myanmar;
• Provide information and guidance to consultants working for the project and to brief interested donors, NGOs, or foreign missions on UNDP activities under the project;
• Promote knowledge-building on training approaches and civil service training within the UNDP Pillar 3 team.
  

Impact of Results

Successful implementation of the project will result in nationally owned and government-led programme for reform of civil service training in which:

• The UCSB can articulate a wider and medium term vision for incremental improvements to civil service training;
• Mid-level officials have access to higher quality training which enables them to be more effective in their jobs;
• The UCSB has formed partnerships with regional and/or international training institutions.

Competencies

Functional Competencies:      

Advocacy/Advancing A Policy-Oriented Agenda
Preparing information for advocacy

• Identifies and communicates relevant information for a variety of audiences for advocating UNDP’s mandate.
  

Results-Based Programme Development and Management:
Contributes into results through primary research and analysis

• Assesses project performance to identify success factors and incorporates best practices into project work;
• Researches linkages across programme activities to identify critical points of integration;
• Monitors specific stages of projects/programme implementation;
• Analyzes country situation to identify opportunities for project development;
• Participates in the formulation of project proposals and ensures substantive rigor in the design and application of proven successful approaches and drafts proposals accordingly.
  

Building Strategic Partnerships:
Maintaining a network of contacts

• Maintains an established network of contacts for general information sharing and to remain up-to-date on partnership related issues;
• Analyzes and selects materials for strengthening strategic alliances with partners and stakeholders;
• Proven experience of generating national partnership.
  

Innovation and Marketing New Approaches:
Enhancing processes or products

• Generates new ideas and proposes new, more effective ways of doing things;
• Documents and analyses innovative strategies/best practices/new approaches.

Resource Mobilization (Field Duty Stations):
Providing inputs to resource mobilization strategies

• Analyzes information/databases on potential and actual donors
• Develops a database of project profiles.  Identifies opportunities for project proposals for presentation to donors
  

Promoting Organizational Learning and Knowledge Sharing:
Basic research and analysis

• Generates new ideas and approaches, researches best practices and proposes new, more effective ways of doing things;
• Documents and analyses innovative strategies and new approaches;
• Effective presentation and report-writing skills; strong analytical and strategic skills as well as good written and oral communications skills.
  

Job Knowledge/Technical Expertise:
Fundamental knowledge of own discipline

• Understands and applies fundamental concepts and principles of a professional discipline or technical speciality relating to the position;
• Possesses basic knowledge of organizational policies and procedures relating to the position and applies them consistently in work tasks;
• Strives to keep job knowledge up-to-date through self-directed study and other means of learning;
• Demonstrates good knowledge of information technology and applies it in work assignments;
• Demonstrates in-depth understanding and knowledge of the current guidelines and project management tools and utilizes these regularly in work assignments;
• Extensive knowledge of international best practice and key themes in national development planning, including familiarization with necessary frameworks, governance structures, implementation tools and monitoring and evaluation requirements.

Global Leadership and Advocacy for UNDP’s Goals:
Preparing information for global advocacy

• Identifies and communicates relevant information for advocacy for UNDP’s goals for a variety of audiences;
• Identifies and takes advantage of opportunities for advocating for UNDP’s mandate.
  

Client Orientation:
Establishing effective client relationships

• Researches potential solutions to internal and external client needs and reports back in a timely, succinct and appropriate fashion;
• Organizes and prioritizes work schedule to meet client needs and deadlines;
• Anticipates client needs and addresses them promptly.
  

Core Competencies:

• Demonstrating/safeguarding ethics and integrity;
  
• Demonstrate corporate knowledge and sound judgment;
• Self-development, initiative-taking;
• Acting as a team player and facilitating team work;
• Facilitating and encouraging open communication in the team, communicating effectively;
• Creating synergies through self-control;
• Managing conflict;
• Learning and sharing knowledge and encourage the learning of others. Promoting learning and knowledge management/sharing is the responsibility of each staff member;
• Informed and transparent decision making.

Required Skills and Experience

Education:  

• Master’s Degree in Public Administration, Economics, Political Science or related field, or Bachelors with 9 years of experience.

Experience:

• A minimum of 7 years relevant experience working in developing countries, preferably in a transitional environment;
• A minimum of 5 years of work experience in public administration and civil service in developing country environments, particularly transitional countries;
• Theoretical knowledge and a minimum of 3 years practical experience working on civil service reform, in developing country environments, particularly transitional countries;
• Experience in training and curriculum development is required;
• Strong experience in promoting capacity development and governance in multi-cultural environments;
• Demonstrated strong analytical and problem solving skills required;
• Understanding of UNDP’s rules and regulations an advantage.
  

Language Requirements:

• Fluency in written and spoken English.

Mode of Assessment

• Online Written Test and Interview.