Senior Data And Reporting Officer

As part of IRC’s MEAL unit, the Senior Data & Reporting Officer will be responsible for supporting the NES hub programme teams with the proper roll-out and implementation of the Syria Country Programme (CP) Data handling and guidelines and other Data and information related best practices. Reporting to the NES Snr. MEAL Manager and in coordination with the Amman based IM & T4P Manager, the Senior Data & Reporting Officer will support Data and Digital Literacy initiatives in NES and support the scale-up of innovative and digital data management solutions. 

Responsibilities:

Technical Support (70%)

•  Cover for the sector IM Officer (Protection, Economic Wellbeing/ERD, Education/ECD, and Health) as needed and in coordination with the Snr. MEAL Manager;
•  Support the testing of Digital/Mobile Data Capture (MDC) surveys and provide feedback to the (Amman) strategy IM team;
• Support sectors with designing surveys and forwarding MDC surveys building requests to the IM strategy team;
• Supporting the testing and development of new or modified data management solutions/systems (E.g. Health Information Management System, GBVIMS, CPIMS, etc.) and provide feedback to the IM team for improvement;
• Support the Senior M&E Manager, and Senior Client Responsiveness (CR) Officer with data analysis requests;
• Provide feedback to the IM team on the development of MEAL/IM SOPs and guidelines;
• Support the program data management staff, programs’ staff and partners in the use of the new technology systems and tools;
• Adhere to the responsibilities clarified in the RACI (Responsible, Accountable, Consulted, and Informed) matrix;

Reporting and Coordination (20%)

•  Systematically review datasets for deficiencies or errors based on data quality SOPs and advising on correcting any incompatibilities where possible;
•  In coordination with the strategy IM team, follow-up with sector IMs to ensure timely reporting into the Syria CPs Aggregated Data Management System (ADMS);

Capacity Building (10%)

•  Provide mentorship to the program and partners’ staff in relevant technical and management competencies;
•  Support the IM strategy team with the organization of digital and data literacy sessions for all IRC and partner staff based on a pre-set capacity building plan;

Staff Performance Management, Learning & Development

•  Hire, supervise, and build the capacity of team members in relevant technical and management competencies.
• Develop and implement remote management capacity building approaches to build the strengths the teams teams in Syria.
• Coach, train, supervise and mentor direct-report staff, including communicating clear expectations, setting annual performance objectives, providing regular and timely positive and constructive performance feedback, and providing documented semi-annual performance reviews.
• Maintain open and professional relations with team members, promoting a strong team spirit and providing oversight and guidance to enable staff to successfully perform in their positions.
• Approve and manage time, attendance and leave requests to ensure adequate departmental coverage; ensure monthly, accurate timesheet submission and carry out probationary reviews.
• Hold high-quality meetings with each direct report on a regular and predictable basis, minimally on a monthly basis.
• Provide a measurable development plan including on-the-job learning with the aim of strengthening technical capacity, exchanging knowledge within the team and providing guidance on career paths.
• As required, identify staff performance issues and work with Human Resources to document and address these in accordance with the National Staff Employment Policies.
• Maintain open and professional relations with team members, promoting a strong team spirit and providing oversight and guidance to enable staff to successfully perform in their positions.
• Promote and monitor staff care and well-being. Model healthy work-life balance practices. Support appropriate interventions in response to identified staff care needs of both national and international staff.
• Look for opportunities to support staff in their career growth, where appropriate. As part of succession plan and nationalization goals, identify, train and develop capability and capacity of national staff to successfully transition role and responsibilities, by the end of assignment.