Human Resources Development Professional (National), The Ministry of Finance (MoF), Closing 26 Step 2014


The Ministry of Finance (MoF) is seeking for qualified applicants to the position of Human Resources Development Professional (National) to support the National Directorate Human Resources (DNRH) to meet its Key Performance Indicators (KPI) and institutionalise staff planning processes to strengthen the capacity of the Human Resource Development Department staff and processes.

APPLICATION PROCEDURE
Please visit our website at www.mof.gov.tl   and go to ‘Employment Opportunity’ to learn about our recruitment process and your application requirements including how to address your application.

Applications need to be addressed to our Resident Procurement Officer, at email address, jobs@mof.gov.tl , no later than 17:00 hours Timor-Leste Time on Monday, the 26th day of September, 2014.

Applications should include (a) a covering letter (b) a detailed resume of no more than 7 pages and (c) Response to the Selection Criteria.

All applicants must answer clearly the selection criteria, in the attached format (pg 5), delineating how they have met the requirements. We do not expect that you would just cut and paste from your resume but rather explain concisely and succinctly how you have met these competences, possibly providing brief examples etc. Incomplete applications will not be considered.

Only short-listed candidates will be contacted.

Norberta Soares
Director General for Corporate Services


TERMS OF REFERENCEJob Title:                     Human Resource Development Professional (National)

Purpose:               To support the National Directorate Human Resources (DNRH) to meet its Key Performance Indicators (KPI) and institutionalise staff planning processes to strengthen the capacity of the Human Resource Development Department staff and proce
sses.

Reporting to:             Coordinator, Human Resources – Operations



Counterpart(s):      Staff Planning Officers, Professional Development Program (PDP) staff, other staff of the HRD Dep
artment


Classification:    
Technical Professional (TP)


TOR Reference
:        July 2014

Duration:                   One year with possibility of extension based on performance and subject to funding availability.

Location:    Ministry of Finance, Dili, Timor-Leste



I. Selection Criteria
Essential:§  Qualifications

§   Tertiary level qualifications in a field relevant to HRD in the public sector.

§  Knowledge and Skills (Technical)

§   At least six [1]  years experience in human resource development and/or training and development or workforce management.

§   Demonstrated practical experience in the review and documentation of public sector HRD procedures.

§   Solid record of being pro-active with the ability to analyse information and data

§   Extensive practical knowledge of contemporary HRD policies and practices in the public sector in Timor Leste

§  Skills (In terpersonal)

§   High level interpersonal skills with demonstrated ability to build effective working relationships with staff at all levels in the organisation

§   High level communication (particularly written) skills, including ability to write clearly in Tetum (essential) and English (essential) sufficient to draft job descriptions and written instructions to support the staff planning process

§   Ability to contribute to a team through building cooperation and including staff in activities to build on their HRD knowledge and skills

§   The ability to orally communicate effectively in Tetum and English

Desirable:§   Public sector experience in Timor Leste.

§   Knowledge of different methods for capacity development

§   Knowledge of Portuguese will be an advantage



II. Background
The Ministry of Finance of Timor-Leste (MoF) is the central body of the Government responsible for drafting, executing, coordinating and assessing the policies defined and approved by the Council of Ministers, for the areas of annual planning and monitoring, budget and finance.   MoF is under the responsibility of the Minister of Finance, and carries out its responsibilities through central services integrated in the direct administration of the State, including the Directorate General of Corporate Services within which the National Directorate of Human Resources (DNHR) resides.

The key responsibilities of the DNHR include:

a) Manage human resources;

b) Coordinate the drafting of a staffing profile for the MoF, in collaboration with the Directors-General and the National Directors;

c) Assesses specific training needs for each Ministry work unit, proposes annual training plans and monitor the results of implementation and delivery of training activities;

d) Manage the scholarship and internship program for MoF;

e) Other tasks as stipulated by Law and letter/s of disposition.

The DNHR requires the assistance of an HRD Professional to support the Coordinator HR and work with the HRD staff and other advisory staff (notably the Senior Adviser HR and Capacity Building) to support implementation of staff planning processes as well as the strengthening of the NDHR to meet Key Performance Indicators (KPIs).  The HRD Professional will provide an important transition for the NDHR from the support of advisers to support provided by locally engaged professionals and staff through embedding processes in the institution and building on the strengths of the civil service framework and staff.



III. Scope of Work


Responsibilities

Performance Indicator
1.      Facilitate and support staff planning process, working with relevant human resource staff to develop the MoF establishment by ensuring:

§  every MoF position has an accurate job description (JD) in accordance with the relevant Standard Operating Procedure (SOP) and Minister’s instructions

§  assist Directorate to map staff to a job based on knowledge, skills and performance

§  assist National Directors and Heads of Unit in MoF to develop a Staff Plan to meet MoF and HR requirements

§  National Directors and Heads of Units integrate staff planning processes with annual planning and budget process.

§  assist to undertake staff training needs assessments as required.

·         Finalisation of Job Descriptions for all MoF positions based on organisational needs

·         Compliance with SOPs related to JDs & Staff Planning.

·         MOF staff are matched against the jobs according to the MoF needs and requirements.

·         Effective support to National Directorates to prepare staff plans consistent with the Ministries planning framework and Staff Planning procedure

2.      Support National Directorate Human Resources to meet Key Performance Indicators by providing practical operational support, to meet the HR National Directorate’s annual action plan.

·         Level of contribution to ensuring DNHR KPIs are met.

·         Level of contribution to implementing DNHR annual action plan.

3.      Identify and support the strengthening and improvement of HR activities and processes particularly related to the development of SOPs specific to HRD.

·         SOPs developed for DGCS related to HRM are implemented and regularly evaluated.

4.      Support strengthening the capacity of HR staff in staff planning processes and other relevant HR activities, recognising existing strengths.

·         Effectiveness of support to staff planning staff.

·         HR staff planning skills, including ability to draft job descriptions are strengthened in HR Department

5.      Provide support to HRD staff as directed, to facilitate processes & activities related to the preparation and monitoring of annual training plans and the PDP.

·         Level & effectiveness of facilitation and support provided.

·         Annual training plan completed.

6.      Support the continued development and implementation of the graduate and Junior Professional program to ensure the benefits to the MoF are optimised

·         Graduate & Junior Professional program strengthened.

7.      Work collaboratively with all staff in the DNHR (includes Civil Servants, other Advisers and Junior Professionals) to strengthen HR systems and processes through promoting a team ethos and pro-active work ethic.

·         Pro-active in supporting Directorate activities.

·         Positive and significant contribution to working collaboratively and team ethos.

·         Level to which activities are institutionalised in MoF processes and staff.

8.      Support the DNHR in the reform program particularly, liaison and joint activities with the MoF PFM Capacity Building Centre.

·         Level of effective liaison with PFM Capacity Building Centre.

·         Number of joint activities assisted with the PFM Centre.

9.      Maintains daily log of activities & priorities including work received, status of work in progress, work completed, and actions required.

·         Daily log available for review.

·         Work completed according to priority.

·         Meets the standards and requirements of work by completing tasks on time and seldom having work modified or redone.

10.  Be an exemplary role model for the elements contained in the Civil Service Code of Conduct and support supervisors and staff to be familiar with its contents and comply with its requirements

·         Full compliance with Code of Conduct elements

·         Level of Attendance and punctuality.

·         No. of activities supported to familiarise staff with Code of Conduct

11.  Other duties relevant to DNHR as directed by the Director General Corporate Services and/or Coordinator HR.

·         Reliable and effective in responding to additional assignments




IV. Key Deliverables
·         In accordance with Performance Indicators as listed above.

·         Within four weeks of commencement of the assignment, develop a Work Plan that is consistent with the relevant activities and performance indicators of the Ministry’s 5 Year Plan and KPIs, for approval by the Coordinator Human Resources Operations, and the Director General of Corporate Services.

·         Quarterly Progress Reports to the Coordinator, Human Resources Operations and the Director General, Corporate Services.

·         End of Assignment Report to the Coordinator, HR Operations, Director General of Corporate Services, no later than ten (10) working days before the end of the current contract.




V. Performance Evaluation
The performance of the incumbent will be appraised and evaluated by the Coordinator, Human Resources Operations, using the Performance Appraisal System put in place and monitored by the Directorate-General for Corporate Services, Ministry of Finance.  This process will include a probation review within three (3) months of the commencement of the contract, regular reporting, ongoing workplace communications and annual performance appraisal.  Performance indicators are in place for all areas within the Ministry, and the incumbent’s work will be contributing to the achievement of the priorities as set out in their TOR, Directorate KPIs and in the Ministry’s Five Year Plan.

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