Historique

UNDP Afghanistan Mission Statement:

UNDP supports stabilization, state-building, and governance and development priorities in Afghanistan. UNDP support, in partnership with the Government, the United Nations system, the donor community and other development stakeholders, has contributed to institutional development efforts leading to positive impact on the lives of Afghan citizens. Over the years UNDP support has spanned such milestone efforts as the adoption of the Constitution; Presidential, Parliamentary and Provincial Council elections; institutional development through capacity-building to the legislative, the judicial and executive arms of the state, and key ministries, Government agencies and commissions at the national and subnational levels. UNDP Programmes in Afghanistan have benefited from the very active support of donors. UNDP Afghanistan is committed to the highest standards of transparency and accountability and works in close coordination with the United Nations Assistance Mission in Afghanistan and the UN system as a whole to maximize the impact of its development efforts on the ground.

Afghanistan is currently in a two-year transition period that will last until the departure of the international security forces by the end of 2014. As of January 2013, 85% of the country is under the full responsibility of the Afghan security forces. This transition phase will be followed by a phase of transformation of 5 years, according to the Tokyo Conference. As part of the Ministry of Interior (MoI)-driven reform supported by the International Police Coordination Board (IPCB), the ministerial functions (policy-making, budgeting, goal-setting planning and controlling) shall be separated from the policing agencies resulting in a new architecture of the entire Ministry of Interior. The draft Rule of Law (RoL) strategy of UNDP is aligned with this new context and provides an overall framework under which the Law and Order Trust Fund for Afghanistan (UNDP-LOTFA) will operate. The new UNDP strategy envisions engagement in three areas of policing: a) the policy function; b) the capacity-building of people-oriented policing; and c) strengthening of civil society in matters of protection, with a voice by communities and civil society on security. The RoL strategy assumes an Afghan–led reform process and an integrated ROL approach including, justice integrity and policing. An overarching Multi-Partner Trust Fund will be established to support UNDPs RoL Strategy and the RoL Sector in Afghanistan as a whole.

LOTFA phase VI has consisted of three distinct pillars: (Pillar 1) police remuneration, infrastructure and equipment; (Pillar 2) capacity development and gender; and (Pillar 3) community policing (police-e-mardumi). The new strategic UNDP context described above will generate fundamental changes in what and how LOTFA will further engage in the policing sector, and will affect each of the three pillars in substantial ways. In anticipation of the successor programme of LOTFA Phase VI , anticipated to begin on 1 January 2014, an internal reorganization of the programme pillars began from April 2013.

However, in lead up to the full development of the successor programme of LOTFA phase VI, existing Pillar 1, while continuing to manage the remuneration to police and to uniformed guards of the Prisons Department, transitioned its functions into a more streamlined service organized as a practice area. Anticipating the transition of payroll management to the MoI, the practice area focuses on building MoI capacity to use, manage, and maintain the payroll system, while also ensuring that the software itself is made robust and professional. In the meantime, training and systems development will continue to be provided to the MOF and MOI.

Similarly, Pillar 2 has transitioned to a Practice Area on Ministerial Reform (PAMR) with focus on capacity enhancement and policy development of a Ministry of Interior that will be more civilian in nature. PAMR no longer undertakes activities at the policing level, but rather focuses on programming in support of evolving ministerial functions, and also encompassing support to civil authorities, such as governors and other sub-national entities, that are involved with policing. Similarly, the Pillar 3 focus has shifted from a narrow emphasis on police-e-mardumi to a practice area supporting civilian policing and police professionalization in all capacities of on-the-ground policing agencies. This includes, but is not limited to, community policing. There is a strong gender focus in both practice areas of ministerial reform and civilian policing and police professionalization.

The practice areas will work interactively with an effort to reinforce their separate but closely linked mandates. Each practice area will shift from ad hoc programming and material support so as to align more directly with policies and strategies of the MoI. This will increase the likelihood that LOTFA support will meaningfully contribute to the achievement of mid- and long-term changes to policing, and will lay the foundation for much greater MoI involvement with and ownership of the LOTFA framework. Practice areas will also collaborate closely with partners and stakeholders involved in the policing and RoL field.

Devoirs et responsabilités

In close cooperation with the MoI, and in coordination with key international partners, the Practice Area Manager Payment Services (PAMPS) will be responsible for ensuring a) the professionalization of the UNDP/LOTFA Electronic Payroll System (EPS) so that it meets international standards for systems design, documentation, development, and management; b) continuing improvements to the operation and auditability of the police/prison guard payment processes, including both ICT systems and manual procedures; and c) development and implementation of an exit/hand-over strategy that will enable the MoI to assume full responsibility for management and operation of the payroll functions. The post is new: the Practice Area Manager will manage a team of professionals and will perform the following functions:

Summary of key functions:

• Management and oversight of the Police Payroll Services team;
• Assurance that the EPS and other related systems are designed, developed, tested, documented and managed professionally, in accordance with relevant international ICT standards;
• Assurance that the technological and manual systems associated with police/prison guard payroll are monitored and audited so as to ensure transparent and objectively- verifiable proof of payments to legitimate police/prison guards;  
• Development and implementation of a comprehensive capacity development and transfer plan that will result in the full handover to MoI management of all aspects of the payroll process; 
• Management of interfaces with other related ICT systems development initiatives (such as AHRIMS and AFMIS) to assure maximum inter-operability and synchronization of systems and data;
• Support UNDP/LOTFA programme management team in interaction, coordination, and reporting with/to donors, partners and other stakeholders; and
• Advocacy and networking.

Management and oversight of the Police Payroll Services Unit (PPSU) team:

• Prepare unit structure and plan based on UNDP Programme and Operations Policies and Procedures Guide, including distribution of functions and responsibilities, decision-making and business processes and institutional arrangements for sound project management;
• Prepare annual work plan and results framework for the Pillar, and, based on approval of the Government and UNDP, take the lead in implementing for delivery of results;
• Identify and recruit qualified international and national experts (as approved in the project document and annual work plans);
• Facilitate the day-to-day functioning of the team. Manage the human and financial resources for achieving results in line with the outputs and activities outlined in the project document and annual work plan;
• Prepare quarterly and annual progress reports and organize, monthly, quarterly and annual progress reviews;
• Contribute to organization of meetings of the Programme Board (Steering Committee) and, if applicable, the Technical Committee;
• Establish performance management system, based on UNDP’s results and competency assessment system, to monitor staff performance;
• Manage and report on usage of the financial resources allocated to PPSU;
• Under the supervision, guidelines and instruction of the Programme Manager, to ensure security of the staff and assets belonging to the programme.

Assurance that EPS and other systems are operated in accordance with appropriate international ICT standards:

• Ensure that all aspects of EPS and other LOTFA systems are implemented and managed in accordance with principles of the Systems Development Life Cycle (SDLC) and, as appropriate, the Information Technology Infrastructure Library (ITIL);
• Ensure that a properly documented and managed change management process is in place and fully adhered to;
• Ensure that systems access and security systems are properly designed, implemented and enforced to prevent any unauthorized access to EPS or related systems;
• Ensure that backup and recovery procedures are documented, applied, and audited on a consistent and regular basis;
• Ensure that a complete Backup and Disaster Recovery process is documented, applied, and regularly tested. This includes both data and system components, and full redundancy of both is required;
• Ensure that all data and source code is regularly backed up and stored securely, typically off-site;
• Ensure that a Business Continuity Plan (BCP) is developed, applied, and periodically tested.

Assurance of Audit and Monitoring of the EPS payments:

• Ensure that the PPS team provides careful and regular quality assurance of all incoming salary data provided by MoI, and further to ensure that all reporting offices are submitting data in accordance with a defined and agreed timetable;
• Ensure that all reports from EPS are quality checked by the PPS team before they are issued;
• Review, quality check, and advise on all reimbursements, quarterly or ad hoc, that are payable to MoI or MoF that are related to payment of salaries, incentives, or food allowances;
• Provide technical and data support to key partners, in particular NTM-A/CSTC-A, that will assist in identifying and rectifying any anomalies that are identified in LOTFA salary payments;
• Review, monitor and act on all reports and findings that are put forward by the UNDP/LOTFA Monitoring Agent (MA), and assist the MA in developing and implementing monitoring plans that conform to the terms of the MA contract, including access to remote sites and assurance that the sampling is fairly and sufficiently carried out.

Develop, Oversee and Monitor Implementation of Handover Plan/Exit Strategy

• In collaboration with the MoI and other affected GIRoA entities, and in line with the upcoming successor programme of LOTFA phase VI , develop an overall plan and timetable for the transfer of EPS systems and development, maintenance, and management responsibilities from UNDP/LOTFA to MoI;
• Document all training and capacity enhancement requirements for the transfer to MoI of all EPS functions, including end-user training; access control and security; software development, maintenance and testing protocols; infrastructure management; backup, recovery, and business continuity protocols;
• Develop and monitor benchmarks that will objectively assess MoI state of readiness to assume full responsibility for management and operation of the EPS system;
• Document all post-handover support requirements and ensure that contingency plans are in place to meet them.

• Ensure that EPS evolves in coordination with other GIRoA systems with which it should link or exchange data, such as the Afghan Human Resources Information Management System (AHRIMS) and the Afghan Financial Management Information System (AFMIS);
• Represent UNDP/LOTFA in fora (workgroups, task forces, etc.) that are attempting to link or merge separate ICT systems related to EPS;
• Provide technical guidance to MoI and other partners in constructing secure data bridges or interfaces between EPS and other systems;
• Provide support, as required, to MoD or other GIRoA entities that may request LOTFA assistance in moving or cloning the EPS for payment of other parts of the ANSF that cannot be served directly by LOTFA.

Support UNDP/LOTFA in partnerships, collaboration and resource mobilization:

• Identify collaborative partnerships with donors, technical institutions, universities and international organizations so that any technical or methodological support required either to operate EPS, or to facilitate the hand-over, is obtained from appropriate qualified research centers, universities and international organizations;
• Participate in international and national working groups related to police remuneration;
• Organize for policy makers in MoI the opportunity to benefit from best practices in other countries;
• Showcase the best practices and achievements of the MoI and Afghan National Police to mobilize resources from international donors; and
• Work with LOTFA and UNDP public relations and donors to ensure visibility of key programmeactivities and results.

• Disseminate the information on best practices, knowledge products developed by the pillar, and be active member of the UNDP global and regional networks;
• Develop good working relationship with police agencies, donors and key stakeholders to avoid duplication and promote coordination;
• Prepare brochures, publications, press releases for dissemination of UNDP assistance and experience;
• Work with LOTFA and UNDP public relations and donors to ensure visibility of key programme activities and results;
• Establish donor relations conducive to a mutual trust and appropriate information sharing of activity progress.

The timely, accurate, and auditable monthly payment of approximately 157,000 uniformed police and 7,000 uniformed prison guards, dispersed throughout Afghanistan, depends on the performance of thePractice Area Manager Payment Services. The current investment in this activity is approximately $600M per annum. Additionally, the Practice AreaManager will be responsible for designing and managing the implementation of a handover strategy of policy/prison guard payments to the Government of Afghanistan. This will require significant professionalization of the existing EPS software and infrastructure platform, and will also require a carefully designed, implemented, and validated capacity enhancement effort to ensure that MoI has the requisite end-user and service provider skills to operate the system after hand-over. Key indicators of success will include objective improvements in the timeliness and accuracy of payroll payments, and success in planning/implementing the hand-over process.

Compétences

Qualifications et expériences requises

• Master’s Degree, preferably in computer science, information systems, or management.

• Proven track record of minimum 10 years of managerial experience in areas of software development and ICT systems operations;
• Mastery of SDLC and ITIL techniques;
• Proven experience in ICT security management;
• Certification in Prince2 and/or in Results based Management an asset;
• Prior UNDP experience is an asset;
• Experience in a developing, conflict or transitional country setting is preferred.

• Fluency in spoken and written English is required;
• Knowledge of local languages (Dari or Pashto) will be an asset.

Interested and qualified international candidates should apply on-line through the UNDP Jobs site at http://www.undp.org.af/Jobs/index.htm

Please make sure to submit the following required documents for your application: Completed P.11 Form. The form is available http://www.undp.org.af/Jobs/index.htm   Updated CV and Motivational Letter (Cover Letter) explaining your suitability and interest applying for this job.

Incomplete applications or applications received after the closing date 2^nd July 2013 will not be given consideration. Please note that only applications who are short-listed will be contacted.

For more detailed information about UNDP Afghanistan please visit our website at www.undp.org.af       

•  Successful candidates must be prepared to start work within 6 weeks of the offer of appointment.
• Internal candidates who have served a minimum of 12 months in the current assignment are invited to apply.
• Female candidates are highly encouraged to apply.