Org. Setting and Reporting
ECA's mission is to deliver ideas and actions for an empowered and transformed Africa informed by the 2030 Sustainable Development Goals and Agenda 2063. The mission is guided by ECA's five strategic directions which are: Advancing ECA's position as a premier knowledge institution that builds on its unique position and privilege to bring global solutions to the continent's problems and take local solution to the continent; developing macroeconomic and structural policy options to accelerate economic diversification and job creation; designing and implementing innovative financing models for infrastructure, and for human, physical and social assets for a transforming, Africa; contributing solutions to regional and transboundary challenges, with a focus on peace, security and social inclusion as an important development nexus; advocating Africa's position at the global level and developing regional responses as a contribution to global governance issues. The Climate Change, Food Security and Natural Resources Division (CFND) is headed by a director and is accountable to the Deputy Executive Secretary (Programme). The Division is responsible for enhancing climate resilience; efficient and equitable management of natural resource endowments; achieving food security; and advancing inclusive and sustainable development. It is divided into two sections: African Climate Policy; and Natural Resources and Food Systems. The position is located in the African Climate Policy Section within the Climate Change, Food Security and Natural Resources Division (CFND). The Chief of the African Climate Policy Section works under the overall direction of the Director of the Climate Change, Food Security and Natural Resources Division.
Responsibilities
Within delegated authority of the Director, Climate Change, Food Security and Natural Resources, the Chief of Section will be responsible for: • Providing policy guidance to the Director on conceptual strategy development and management of the implementation of overall strategies related to climate change and climate resilience and intra and inter-divisional/departmental policies and procedures. • Overseeing planning and management of activities undertaken by the Section; ensuring that substantive work programmes and programmed activities are carried out in a timely fashion, coordinating diverse projects in the Section, and, in liaison with other organizations of the United Nations System, donors and agencies as appropriate. • Carrying out, managing and supervising the work programme of the Section under his/her responsibility. • Providing substantive input in the preparation of position papers and reports for presentation to intergovernmental bodies such as the Advisory Committee on Administrative and Budget Questions, Committee for Programme Coordination, Economic and Social Council, the General Assembly and other policy-making organs, as appropriate. • Contributing to the reporting to intergovernmental bodies on budget/programme performance or on programmatic/ substantive issues, as appropriate, particularly those presented in biannual and/or annual reports. • Ensuring that the outputs produced by the Section maintain high-quality standards; that reports are clear, objective and based on comprehensive data. Ensures that all outputs produced by the Section under his/her supervision meet required standards before completion to ensure they comply with the relevant mandates. • Preparing inputs for the work programme of the Division, determining priorities, and allocating resources for the completion of outputs and their timely delivery. • Carrying out programmatic/administrative tasks necessary for the functioning of the Section, including preparation of budgets, assigning and monitoring of performance parameters and critical indicators, reporting on budget/programme performance, preparation of inputs for results-based budgeting, evaluation of staff performance (PAS), interviews of candidates for job openings and evaluation of candidates. • Recruiting staff for the Section, taking due account geographical and gender balance and other institutional values. • Managing, guiding, developing and training staff under his/her supervision. • Fostering teamwork and communication among staff in the Unit/Section and across organizational boundaries. • Representing the Organization at inter-agency meetings, seminars, etc. on substantive climate change-related issues. • Participating in international, regional or national meetings and provides programmatic/substantive expertise on climate change or hold programmatic/substantive and organizational discussions with representatives of other institutions. Supports the Office of the Director in engaging with development partners to deliver on mutually agreed interventions. • Providing support to the work of the division in formulating and implementing gender sensitive policies in the areas of climate change and climate resilience in support of the key drivers of Africa’s sustainable structural transformation, including strengthening human and institutional capacities of Member States. • Establishing research programmes to improve capacities of policymakers in analyzing and managing policies to address issues of climate change. • Overseeing research to support and promote policy, legal and regulatory frameworks to strengthen resilience to climate change, at the regional, national and sub-national level.
Competencies
Professionalism: Knowledge of the field of climate change and sustainable development. Ability to produce reports and papers on technical issues related to climate change and to review and edit the work of others. Ability to apply UN rules, regulations, policies and guidelines in work situations. Shows pride in work and in achievements; demonstrates professional competence and mastery of subject matter; is conscientious and efficient in meeting commitments, observing deadlines and achieving results; is motivated by professional rather than personal concerns; shows persistence when faced with difficult problems or challenges; remains calm in stressful situations. Planning and Organizing: Develops clear goals that are consistent with agreed strategies; identifies priority activities and assignments; adjusts priorities as required; allocates appropriate amount of time and resources for completing work; foresees risks and allows for contingencies when planning; monitors and adjusts plans and actions as necessary; uses time efficiently. Accountability: Takes ownership of all responsibilities and honours commitments; delivers outputs for which one has responsibility within prescribed time, cost and quality standards; operates in compliance with organizational regulations and rules; supports subordinates, provides oversight and takes responsibility for delegated assignments; takes personal responsibility for his/her own shortcomings and those of the work unit, where applicable. Empowering Others: Delegates responsibility, clarifies expectations, and gives staff autonomy in important areas of their work; encourages others to set challenging goals; holds others accountable for achieving results related to their area of responsibility; genuinely values all staff members’ input and expertise; shows appreciation and rewards, achievement and effort; involves others when making decisions that affect them. Managing Performance: Delegates the appropriate responsibility, accountability and decision-making authority; makes sure that roles, responsibilities and reporting lines are clear to each staff member; accurately judges the amount of time and resources needed to accomplish a task and matches task to skills; monitors progress against milestones and deadlines; regularly discusses performance and provides feedback and coaching to staff; encourages risk-taking and supports creativity and initiative; actively supports the development and career aspirations of staff; appraises performance fairly.
Education
An advanced university degree (Master’s or equivalent) in economics, law, international development/development studies, climate policy and governance, natural or social sciences is required. A first-level degree (bachelor’s or equivalent) in the specified fields with additional two years of relevant work experience may be accepted in lieu of the advanced university degree. A Doctorate is an advantage.
Job - Specific Qualification
Not available.
Work Experience
A minimum of ten years of progressively responsible experience in the field of climate change and sustainable development, gained through research, policy, practice and the provision of related advisory services at national, regional and international levels, is required. Experience in the context of developing countries is desirable. 2 years or more of experience in data analytics or related area is desirable.
Languages
English and French are the working languages of the United Nations Secretariat. For this job opening, either English or French is required. Working knowledge of the other is desirable. Knowledge of another UN official language is an advantage. The table below shows the minimum required level for each skill in these languages, according to the UN Language Framework (please consult https://languages.un.org for details).
Required Languages LanguageReadingWritingListeningSpeakingEnglishUN Level IIUN Level IIUN Level IIUN Level IIFrenchUN Level IIUN Level IIUN Level IIUN Level II Assessment Evaluation of qualified candidates may include an assessment exercise which may be followed by a competency-based interview. Special Notice Staff members are subject to the authority of the Secretary-General and to assignment by him or her. In this context, all staff are expected to move periodically to new functions in their careers in accordance with established rules and procedures. The United Nations Secretariat is committed to achieving a 50/50 gender balance and geographical diversity in its staff. Female candidates are strongly encouraged to apply for this position. At the United Nations, the paramount consideration in the recruitment and employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity, with due regard to geographic diversity. All employment decisions are made on the basis of qualifications and organizational needs. The United Nations is committed to creating a diverse and inclusive environment of mutual respect. The United Nations recruits and employs staff regardless of gender identity, sexual orientation, race, religious, cultural, and ethnic background, or disabilities. Reasonable accommodation for applicants with disabilities may be provided to support participation in the recruitment process when requested and indicated in the application. Applicants who are within one year of reaching the mandatory age of separation at the time the job opening closes are not eligible to apply for job openings. Pursuant to section 6.7 ST/AI/2025/2 Currently serving staff members must meet the following geographical move requirements: (a) Staff members who entered on duty before the effective date of administrative instruction ST/AI/2010/3/Rev.3 on the staff selection system must have at least one geographical move before being eligible to be considered for higher level jobs at the P-5 level and above. The following transitional measures apply: (i) Staff members who entered on duty before the effective date of administrative instruction ST/AI/2010/3/Rev.3 (other than staff members serving in language jobs in accordance with subsection (ii) below) can be considered for higher-level jobs on the basis of having satisfied the lateral move requirements as set out in section 6.4 of administrative instruction ST/AI/2010/3/Rev.210 or on the basis of having satisfied the geographical move requirement under the present administrative instruction, whichever basis best facilitates the staff member’s eligibility, up to and including the last day of the seventh year following the effective date of ST/AI/2010/3/Rev.3; (ii) For staff members who entered on duty before the effective date of administrative instruction ST/AI/2010/3/Rev.3 and who are serving in language jobs, there is no requirement for lateral moves when they apply to another language job at the P-5 level up to and including the last day of the ninth year following the effective date of ST/AI/2010/3/Rev.3. Furthermore, the requirement for geographical moves set out in section 6.7 (a) of the present instruction does not apply to staff members serving in language jobs when they apply to another language job at the P-5 level up to and including the last day of the ninth year following the effective date of ST/AI/2010/3/Rev.3; (b) Staff members (including staff serving in language jobs) who enter on duty on or after the effective date of administrative instruction ST/AI/2010/3/Rev.3 require the following number of geographical moves before being eligible to be considered for higher-level jobs at the P-5 level and above: (i) Staff who enter on duty at the P-4 or lower level must have at least one geographical move before being eligible to be considered for higher-level jobs at the P-5 level and at least two geographical moves before being eligible to be considered for higher-level jobs at the D-1 level and above; (ii) Staff who enter on duty at the P-5 level must have at least one geographical move before being eligible to be considered for higher-level jobs at the D-1 level and above; (iii) Staff who enter on duty at the D-1 level must have at least one geographical move before being eligible to be considered for higher-level jobs at the D-2 level; (c) There is no requirement for geographical moves for consideration for jobs at the same level; (d) In all cases, if the selection of a staff member for a post at the P-5 level or above would itself result in a geographical move, that move counts towards the geographical move requirements listed above. 6.10 Interns, consultants, individual contractors and gratis personnel may not apply for or be appointed to any vacancy in the Professional or higher categories and for positions at the FS-6 and FS-7 levels in the Field Service category within six months of the end of their current or most recent service. This restriction does not apply to Junior Professional Officers appointed under the Staff Rules or to United Nations Volunteers 7.11 Selected candidates shall be required to serve at any of the duty stations of the United Nations Secretariat worldwide, except as provided for in section 7.5 above. Selected candidates shall be required to serve for a minimum of two years in the position of their initial assignment before being eligible to apply to another position. Selected candidates will be expected to serve in two different assignments: the initial assignment and a second, additional assignment. Upon completion of their initial assignment, selected candidates will be invited to participate in a rotation exercise in accordance with section 8.2 below. The second assignment shall normally be at a different duty station. Selected candidates whose initial appointments are at the P-2 level may apply to P-3 positions through the staff selection system only upon completion of two years in their initial assignment and provided that all other eligibility criteria are met in accordance with ST/AI/2010/3. Successful candidates appointed at the P-1 level shall be promoted to the P-2 level following a minimum of two years of satisfactory performance at the P-1 level. For this position, applicants from the following Member States, which are under-represented or unrepresented in the UN Secretariat as of 30 April 2026, are strongly encouraged to apply: Afghanistan, Angola, Antigua and Barbuda, Belize, China, Cuba, Guinea-Bissau, Indonesia, Israel, Japan, Libya, Liberia, Luxembourg, Monaco, Oman, Paraguay, Saint Lucia, Saint Vincent and the Grenadines, Saudi Arabia, Singapore, Slovenia, Solomon Islands, Turkmenistan, United States of America, Andorra, Brunei Darussalam, Democratic People's Republic of Korea, Dominica, Equatorial Guinea, Grenada, Kiribati, Kuwait, Lao People's Democratic Republic, Liechtenstein, Marshall Islands, Micronesia (Federated States of), Nauru, Palau, Papua New Guinea, Qatar, San Marino, Sao Tome and Principe, Timor-Leste, Tuvalu, United Arab Emirates, Vanuatu. United Nations Considerations According to article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity. Candidates will not be considered for employment with the United Nations if they have committed violations of international human rights law, violations of international humanitarian law, sexual exploitation, sexual abuse, or sexual harassment, or if there are reasonable grounds to believe that they have been involved in the commission of any of these acts. The term “sexual exploitation” means any actual or attempted abuse of a position of vulnerability, differential power, or trust, for sexual purposes, including, but not limited to, profiting monetarily, socially or politically from the sexual exploitation of another. The term “sexual abuse” means the actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions. The term “sexual harassment” means any unwelcome conduct of a sexual nature that might reasonably be expected or be perceived to cause offence or humiliation, when such conduct interferes with work, is made a condition of employment or creates an intimidating, hostile or offensive work environment, and when the gravity of the conduct warrants the termination of the perpetrator’s working relationship. Candidates who have committed crimes other than minor traffic offences may not be considered for employment. Due regard will be paid to the importance of recruiting the staff on as wide a geographical basis as possible. The United Nations places no restrictions on the eligibility of men and women to participate in any capacity and under conditions of equality in its principal and subsidiary organs. The United Nations Secretariat is a non-smoking environment. Reasonable accommodation may be provided to applicants with disabilities upon request, to support their participation in the recruitment process. By accepting a letter of appointment, staff members are subject to the authority of the Secretary-General, who may assign them to any of the activities or offices of the United Nations in accordance with staff regulation 1.2 (c). Further, staff members in the Professional and higher category up to and including the D-2 level and the Field Service category are normally required to move periodically to discharge functions in different duty stations under conditions established in ST/AI/2023/3 on Mobility, as may be amended or revised. This condition of service applies to all position specific job openings and does not apply to temporary positions. Applicants are urged to carefully follow all instructions available in the online recruitment platform, inspira, and to refer to the Applicant Guide by clicking on “Manuals” in the “Help” tile of the inspira account-holder homepage. The evaluation of applicants will be conducted on the basis of the information submitted in the application according to the evaluation criteria of the job opening and the applicable internal legislations of the United Nations including the Charter of the United Nations, resolutions of the General Assembly, the Staff Regulations and Rules, administrative issuances and guidelines. Applicants must provide complete and accurate information pertaining to their personal profile and qualifications according to the instructions provided in inspira to be considered for the current job opening. No amendment, addition, deletion, revision or modification shall be made to applications that have been submitted. Candidates under serious consideration for selection will be subject to reference checks to verify the information provided in the application. All external candidates recruited in accordance with section 2.2 (a) of ST/AI/2025/3 for a fixed term appointment without limitation and all external candidates recruited in accordance with section 2.2. (c) of ST/AI/2025/3 for a fixed term appointment limited to the entity are subject to an initial probationary period of one year under a fixed-term appointment. Job openings advertised on the Careers Portal will be removed at 11:59 p.m. (New York time) on the deadline date. No Fee THE UNITED NATIONS DOES NOT CHARGE A FEE AT ANY STAGE OF THE RECRUITMENT PROCESS (APPLICATION, INTERVIEW MEETING, PROCESSING, OR TRAINING). THE UNITED NATIONS DOES NOT CONCERN ITSELF WITH INFORMATION ON APPLICANTS’ BANK ACCOUNTS.
