| Background |
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The OSCE Border Management Staff College (BMSC) was launched in May 2009 and is embedded in the OSCE Border Security and Management Concept, which was adopted in 2005 by all OSCE Participating States as a tool with which the OSCE might assist the Participating States and Partners for Cooperation in strengthening cooperation and capacities in the field of border security and management by ensuring and promoting open and secure borders with the Border Security and Management concepts of the OSCE Participating States and Partners for Cooperation being taken into consideration.
The purpose of the OSCE Border Management Staff College, hereinafter referred to as the OSCE BMSC, is to enhance the knowledge of present and prospective senior managers of the border security and management agencies of the OSCE participating States and Partners for Co-operation and to promote greater cooperation and exchange of information among them. It is designed to provide a single point of knowledge delivery, a research and development capacity, outreach activities as well as access to the latest thinking, methodologies, techniques and technology regarding border security and management, within the framework of the OSCE Border Security and Management Concept.
Objective:
The OSCE BMSC, therefore, requires for delivery of one of its modules, the services of an international expert to prepare and conduct sessions on 1) Effective Human Resources Management and the Development of an Effective Workforce, 2) Planning and Crisis Management & 3) Resource Management to the mid to senior level officers.
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| Tasks and Responsibilities |
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According to the requirements of the wide range and speciality of the modules/topics of the BMSC Staff Courses, the international expert needs to have extensive international experience on the relevant issues to be delivered.
More specifically, the international expert will be expected to:
1. For topics on Effective Human Resources Management and the Development of an Effective Workforce:
- Examine key elements of effective human resources management, including their advantages and disadvantages;
- Apply the best practices and advanced methodologies of personnel selection and their advantages and disadvantages (both in the public and private sector throughout the OSCE region);
- Explain the gender sensitive recruiting policies whereby border security and management positions are advertised as jobs that can be performed by both men and women and recruitment campaigns target women as well as men;
- Justify the importance of the work environment that adheres to both male and female border personnel (i.e. allowing for maternity leave, providing facilities for women separate from men, providing uniforms for pregnant women, etc.);
- Implement best practices in the area of providing for a productive work environment, job safety, and dignified treatment of personnel;
- Review human resource management challenges such as discrimination, mobbing, harassment, sexual harassment, etc. and the consequences that may arise from the actions taken to counter them;
- Evaluate modern methodologies and best practices to provide for equal treatment of personnel regardless of origin, ethnicity, age, religious beliefs, minority group or gender;
- Apply advanced methodologies to streamline gender equality within the modern border security and management agencies to ensure equal treatment of both genders taking into consideration biological differences;
- Implement best practices in introducing financial and non-financial incentives aimed at raising personnel motivation;
- Explore the role of basic, vocational and lifelong education for all personnel;
- Identify and determine methods to ensure that the necessary training opportunities are available to both men and women serving in the border agencies in order to meet the operational requirements and changing environment at the border;
- Identify the most common skills and how these are to be introduced and delivered through modern educational systems;
- Justify the importance of introducing transparent and objective performance-based policies for career development, and the integration of educational elements into career development policies and plans for personnel;
- Explore effective communication methods and skills to be used up and down the chain of command (and horizontally) such that all personnel within an agency have the information needed to successfully implement the strategic and operational plans and initiatives particular to the agency’s role within the country’s border security and management system.
2. For topics on Planning and Crisis Management:
- Examine the key elements of a strategic plan reflecting the national border security and management strategy as well as the available co-operation/information sharing mechanisms (intra-/inter-agency, regional and international) to facilitate the implementation of such a plan;
- Justify the major principles of reform/change management and how those should be reflected in national border management strategies and implementation plans;
- Apply the existing public relations mechanisms that assist in securing the necessary taxpayer funds to implement reforms; identify their strengths and gaps;
- Apply the major components of strategic and operational planning such as e.g. threat assessments and criminal trends, risk analysis, early warning indicators and mechanisms, available assets/resources including personnel, equipment as well as infrastructure requirements, etc.;
- Assess the importance of a long-term vision and support to be provided by adopting a national border management strategy that defines the role of individual border agencies and/or, mechanisms of co-ordination and co-operation on a national and regional level;
- Implement the possible mechanisms to facilitate objective information collection, analysis and input at all levels while developing both strategic and operational plans within border security and management agencies;
- Identify how those mechanisms could provide flexibility and adaptations that reflect the changing threat and risk environment;
- Examine what constitutes a crisis (inter-ethnic conflict, natural disaster, etc.), identify the risks of the crisis escalating, and the mechanisms already available to react to a crisis situation at the border, and what additional measures may be necessary to plan a response that requires extraordinary levels of management and co-ordination within a border security and management system;
- Justify the importance of prior planning, bilateral/regional agreements and coordination mechanisms to facilitate a flexible response to a crisis or disaster situation within a country or its neighbouring country;
- Effectively promote activities and achievements of border security and management agencies;
- Plan and implement media interactions;
- Develop an action plan for communicating in a crisis.
3. For topic on Resource Management:
- Analyse the development and administration of organizational budgets and associated asset management;
- Review the major principles of modern approaches to project management in both the private and public sector;
- Analyse the advantages/disadvantages of introducing the principles of project management into the routine work of modern border security and management agencies;
- Examine the establishment of procurement and acquisition processes that encompass life cycle costs, particularly in the area of technologies and consumables;
- Analyse the role of specialised software to provide for appropriate communication and process management (including human resources management), surveillance, information collection and processing, information exchange, evidence recording and archiving.
Organizational Setting:
The international expert will work under direct supervision of the OSCE BMSC National Training Officer.
Inputs:
The OSCE BMSC team will provide the international expert with the necessary information and materials for the fulfilment of the task.
Deliverables:
- Lectures;
- Case-studies;
- Seminars;
- Discussions;
- Group exercises and activities supported by expert;
- Expert’s feedback.
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| Necessary Qualifications |
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- Higher education, qualification from a university, e.g. MA degree or equivalent qualification in border security and management, human resources, law enforcement, military, political science, international relations or related field, customs control or similar academic degree;
- Minimum of 10 (ten) years of relevant professional experience in border security and management;
- Minimum of 3 (three) years of relevant professional experience in national and international organizations in the field of leadership and management, border security and management, education, international relations or related field, in development and delivery the training on border management and other security sector actors or related field;
- Minimum of 3 (three) years of relevant professional experience in delivering training on Effective Human Resources Management and the Development of an Effective Workforce, Planning and Crisis Management & Resource Management topics, preferably on international level;
- Relevant work experience and sound knowledge in the field of issues related to Effective Human Resources Management and the Development of an Effective Workforce, Planning and Crisis Management & Resource Management. Experience in elaboration of lesson plans, terms of references, needs assessments, planning and delivering training courses, etc.;
- Ability to moderate seminars, workshops, training sessions and roundtables;
- Excellent teaching skills, advanced trainer’s and lecturer’s skills and solid experience on adult education;
- Excellent communication skills, demonstrated analytical skills as well as maturity of judgment;
- Excellent oral expressions in English or Russian;
- Demonstrated ability and willingness to work as a member of a team and with colleagues throughout the OSCE with people of different nationalities, religions and cultural and professional backgrounds as well as different gender, diverse political views and approaches to problems, while maintaining impartiality and objectivity;
- Good knowledge of the OSCE and its area of operation. Previous work-experience within OSCE, UN or EU would be an asset;
- Demonstrated ability and willingness to cooperate with the BMSC Management in terms of consideration and accepting of their opinions and comments and adjusting the elaborated sessions/modules for the BMSC Staff Course to their needs and requirements;
- Potential to contribute to the academic field;
- Resourcefulness and initiative;
- Good understanding of the challenges faced by Central Asian pS and OSCE Partners for Cooperation (namely Afghanistan) in border security and management.
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| Required competencies |
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Core values
- Commitment: Actively contributes to achieving organizational goals
- Diversity: Respects others and values their diverse perspectives and contributions
- Integrity: Acts in a manner consistent with the Organization’s core values and organizational principles
- Accountability: Takes responsibility for own action and delegated work
Core competencies
- Communication: Actively works to achieve clear and transparent communication with colleagues and with stakeholders of the Organization
- Collaboration: Works effectively with others on common goals and fosters a positive, trust-based working environment
- Planning: Works towards the achievement of goals in a structured and measured manner
- Analysis and decision-making: Analyses available information, draws well-founded conclusions and takes appropriate decisions
- Initiative-taking: Proposes and initiates new ideas, activities and projects
- Flexibility: Responds positively and effectively to changing circumstances
Managerial competencies (for positions with managerial responsibilities)
- Leadership: Provides a clear sense of direction, builds trust and creates an enabling environment
- Strategic thinking: Identifies goals that advance the organizational agenda and develops plans for achieving them
- Managing performance: Helps to maximize team performance by providing active feedback and skill development opportunities
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| Remuneration Package |
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The consultant will be remunerated commensurate with consultant’s experience and qualifications in accordance with OSCE established rates. Applicants should indicate whether they wish to be included in the OSCE Roster of Consultants for similar assignments. |
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| How To Apply |
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If you wish to apply for this position, please use the OSCE's online application link found under https://jobs.osce.org/. In case of technical difficulties with online application, please use the OSCE offline application form that can be downloaded at https://jobs.osce.org/resources/document/offline-application-form.
The completed application form along cover letter and recommendation letters should be submitted by e-mail to POiD-Recruitment@osce.org quoting the job title in the subject line. Please note that applications received after the deadline, submitted in different formats than the OSCE Application Form or in other languages than the English language will not be considered.
The OSCE is committed to diversity and inclusion within its workforce, and encourages qualified female and male candidates from all national, religious, ethnic and social backgrounds to apply to become a part of the organization.
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