The Monitoring, Evaluation and Learning Adviser is one of three new positions implementing the Strengthening Pacific MEL Capacity project funded by MFAT. The Monitoring, Evaluation and Learning Adviser will develop and strengthen relationships between the partners and stakeholders for Pacific MEL, and lead the engagement, partnership development, and collaboration for the voyage ahead outlined for Pacific MEL in the Pacific Monitoring, Evaluation and Learning Capacity strengthening Rebbilib roadmap.  https://www.spc.int/updates/blog/2020/08/pacific-mel-rebbilib-report-on-mel-capacity-available-for-download
The key responsibilities of the role include:
· Pacific-led va’a for co-ordination – Strengthening the ownership, coordination and cohesion of MEL in the Pacific region through solesolevaki (reciprocity, social capital, kinship and community relationships). Shared responsibility with the Relationships and Learning Adviser.
· MEL capacity – Develop MEL capacity (where basic MEL capacity is currently lacking), as well as ensuring efforts are dedicated to continuously maintaining MEL knowledge and skills.
· MEL implementation – Support provided to organisations to strengthen systems, processes and tools for MEL planning, and monitoring, evaluation and learning, and knowledge management, including data access and management.
· Evidence for resilient development – Improve knowledge management and sharing, and the development of tailored knowledge products, to support evidence-based decision making for resilient development.
For a more detailed account of the key responsibilities, please refer to the job description provided.
Key selection criteria
· Post-graduate master’s degree in relevant field such as international development, evaluation, public sector policy, economics
Knowledge and experience
· At least 7 years of experience in
- Understanding on Pacific ways of learning, engagement, and/or partnership building
- Monitoring, evaluation and learning in the Pacific
- MEL for programmes and projects, and
- Good understanding of best practices in development effectiveness.
· Experience in international development, including design and implementation of MEL frameworks
· Demonstrated experience in building or supporting communities of practice / professional networks
· Experience in communicating PMEL products for development effectiveness
• Excellent English communication skills (oral and written) with a working knowledge of French being an advantage
Interpersonal skills and cultural awareness
• Excellent interpersonal skills and experience in working with and across the organisation in a multi-cultural, multi-disciplinary and gender-sensitive environment
Salary, terms and conditions
Contract Duration – Until 31 December 2024
Due to the current travel restrictions caused by the global COVID-19 pandemic, and the priority SPC places on its staff safety, health and well-being, please note that there may be delays in taking up the appointment. These matters will be discussed thoroughly with successful candidates. In most cases, any appointment and on-boarding would only commence when relocation to the duty station is permitted.
Remuneration – The Monitoring, Evaluation and Learning Adviser is a Band 11 position in SPC’s 2021 salary scale, with a starting salary range of 3,015‒3,769 SDR (special drawing rights) per month, which currently converts to approximately XPF 602,042– 738,463 (USD 5,717–7,012; EUR 5,045–6,188) or FJD 9,107–11,383 (USD 4,191–5,239; EUR 3,699–4,624). An offer of appointment for an initial contract will normally be made in the lower half of this range, with due consideration given to experience and qualifications. Progression within the salary scale will be based on annual performance reviews. Remuneration of expatriate SPC staff members is not subject to income tax in Fiji; Fiji nationals employed by SPC in Fiji will be subject to income tax. SPC salaries are not presently subject to income tax in New Caledonia.
Benefits for international employees – SPC provides a housing allowance. Establishment and relocation grant, removal expenses, airfares, home leave, medical and life insurance and education allowances are available for eligible employees and their recognised dependents. Employees are entitled to 25 days of annual leave and 30 days of sick leave per annum, and access to SPC’s Provident Fund (contributing 8% of salary, to which SPC adds a matching contribution).
Languages – SPC’s working languages are English and French.
Recruitment principles – SPC’s recruitment is based on merit and fairness, and candidates are competing in a selection process that is fair, transparent and non-discriminatory. SPC is an equal-opportunity employer, and is committed to cultural and gender diversity, including bilingualism, and will seek to attract and appoint candidates who respect these values. Due attention is given to gender equity and the maintenance of strong representation from Pacific Island professionals. If two interviewed candidates are ranked equal by the selection panel, preference will be given to the Pacific Islander.
Closing Date – 23 March 2021 - 11:45pm Fiji time
Applicants must apply online at http://careers.spc.int/
Hard copies of applications will not be accepted.
For your application to be considered, you must provide us with:
· an updated resume
· contact details for three professional referees
· a cover letter detailing your skills, experience and interest in this position
· responses to all screening questions
Please ensure your documents are in Microsoft Word or Adobe PDF format.
Applicants should not attach copies of qualifications or letters of reference. These documents may be requested at a later stage.
For international staff in Fiji, only one foreign national per family can be employed with an entity operating in Fiji at any one given time. The Pacific Community does not support dual spouse employment.
Please ensure that you respond to all the screening questions. If you do not respond to the screening questions, your application will be considered incomplete and will not be reviewed at shortlisting stage.
1. What key approaches do you see as being critical for strengthening MEL systems and tools for organisations? Consider approaches for working with different stakeholders from different sectors (MEL practitioners, programme managers, senior managers, science and technical staff, etc).
2. This role involves supporting MEL capacity strengthening for new and existing MEL communities of practice across the region. Please outline strategies you would use for strengthening MEL capability, knowledge and skills, particularly in light of COVID-19 travel restrictions.
3. Briefly describe some key considerations for consciously applying Pacific ways of being, ways of communicating, ways of learning and ways of knowing into regional MEL practice.