Mercy Corps – Monitoring, Results Measurement and Learning Manager.

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Full-time

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The Position

Mercy Corps is seeking for a Monitoring and Results Measurement (MRM) and Learning Manager as key personnel for the Regional Livestock Programme (RLP).  In coordination with the Program Director, Director of Evidence and Learning and the Programme Consortium partners and team, she/he will be responsible for developing, coordinating, maintaining and improving the program-wide Learning and MRM systems using relevant knowledge and evidence to guide program strategy, support adaptive management and continuous improvement, advance program learning as well as implement internal capacity building strategy that trains and mentors program staff and promotes culture of learning. The program intends to achieve resilience and systems level changes; thus, the program’s MRM system will be attuned to measuring resilience and systems level change in support of livestock producing households and communities as well as SMEs engaged in livestock-based businesses.

The MRL&L Manager will  apply complexity-aware approaches that enable the program to apply context monitoring in routine MEL. A particular focus of this position will be promoting adaptive management and learning, by developing, implementing and overseeing the program learning agenda.  

Essential Job Responsibilities

RESULTS STRATEGY AND MEASUREMENT (50%)

  • Evolving results measurement strategy and tools for the Regional Livestock Programme: The MRM and Learning Manager will be responsible for evolving the program’s results measurement strategy and tools for data collection and measuring impact across various levels of program participants and market actors. This includes satisfying both Mercy Corps’ learning agenda and donor requirements.

  • Providing leadership, training, and mentoring: S/he will provide leadership, training, and mentoring to program staff in the development of the RLP MRM and Learning Strategy, tools and systems, survey design, methodology, data analysis, and other skills required for assessing the impact of the program, and in particular of resilience building efforts within the program.

  • Supporting the implementation of the RLP MEL work plan and learning agenda: The incumbent will support the development of costed MEL work plans and roll out and implementation of the RLP learning agenda with support from the Director of Evidence and Learning.

  • Providing technical contributions to resilience measurement and learning: S/he will provide technical support to resilience measurement and learning efforts, including contributing to the development of resilience measurement indicators and the use of appropriate data analysis tools.

  • Leading and commissioning external evaluators: The MRM and Learning Manager will lead external evaluators on the design and roll-out of the program baseline and evaluations, while setting up effective systems and process for data sense-making and synthesis.

  • Ensuring the program uses necessary systems and tools: The incumbent will ensure RLP uses the necessary systems and tools to inform and improve program implementation, as well as feed into the broader country-level reporting system (TolaData) and strategy results measurement.

  • Providing leadership and support to consortium MEL/MRM Manager/Lead: The role will provide support to the consortium MEL/MRM Manager/Lead in the set-up of the MEL system, including all tools and data collection processes for program activities. This will include engagement with RLP Partners on appropriate standardization and harmonization of the program tools, performance indicators, and reporting mechanisms to ensure timely reporting.

  • Developing and reviewing the Program MEL Plan: The MRM and Learning Manager should develop and review frequently the Program MEL Plan, including the Data Management Plan.

  • Overseeing the implementation of the Program MEL System: The incumbent will oversee the implementation of the Program MEL System, including the rollout of TolaData, and the periodic reflection and analysis of program monitoring data used to inform and disseminate learning. This also includes providing the Program Director, sector leads, and their teams, real-time information that can steer program implementation and maximize team’s ability to analyze and present impact to donors, consortium partner, government, colleagues, agencies, and communities themselves, and use that data to adapt the program as necessary

  • Ensuring compliance with Mercy Corps minimum standards. The MRM and Learning Manager will provide leadership and training to ensure RLP meets Mercy Corps minimum standards as laid out in the organization’s Program Management Policy.

  • Aligning, collecting, and reporting on relevant resilience measurement and program learning indicators: S/he will take the lead on aligning, collecting, and reporting on relevant resilience measurement and program learning indicators to the consortia-wide and donor M&E systems and other external systems as relevant.

  • Supporting teams in collecting sex and age disaggregated data: The incumbent will support teams in collecting sex and age disaggregated data and using gender-sensitive data collection methods to understand and respond to program results with diverse participants. Where and as needed, s/he will develop additional disaggregation categories to help the program understand the extent to which results are achieved for most marginalized groups.

  • Participating in the facilitation of program and sector-level strategic planning sessions: The MRM and Learning Manager will participate in the facilitation of program and sector-level strategic planning sessions.

  • Promote compliance to Gender minimum standards – The role will be supporting RLP program compliance with Gender Equality, Diversity and Social inclusion (GEDSI) and Community Accountability and Response Mechanism (CARM) policy and standards.

  • Leverage performance data for reflection and sense making – S/he will be expected to facilitate data-driven reflection meetings and train the program staff and stakeholders on the same. 

MRM SYSTEMS DEVELOPMENT AND MAINTENANCE (20%)

  • Developing RLP data management systems: Develop new and strengthen existing MEL practices, tools and systems to improve the country’s ability to analyze and represent our programs’ cumulative impact to donors, government, colleague agencies, and communities themselves.

  • Optimize Agency MEL Technologies for RLP effective MEL delivery: Working closely with the regional and HQ MEL Advisors, identify opportunities for automation and effective use of MEL technologies to increase efficiencies in MEL practices. Examples may include automating the MEL system data flows across various technology platforms, improving use of Ona and CommCare for data collection, use of PowerBI for dashboard development, analysis platforms such as MAXQDA, STATA, and mapping platforms, such as QGIS. Follow agency’s guidance for recommended use of MEL technologies, insure it is integrated in all programs

  • Ensuring data quality: S/he will oversee the quality control of program data, including data cleaning, verification, and validation. This will also include supporting on the design of data collection protocols that are rigorous, comprehensive, and aligned with programme objectives. This includes developing data collection tools, sampling methodologies, and data quality control measures.

  • Conducting data analysis: The MRM and Learning Manager will analyze program data to generate insights that inform decision-making towards relevant program adaptations. This involves using statistical software and other analytical tools to extract relevant information from program data.

  • Developing data visualization tools: the incumbent will develop data visualization tools that enable program teams, partners, and stakeholders to easily interpret program data. This includes creating graphs, charts, and other visual representations of program data.

  • Reporting program data: The MRM and Learning Manager will prepare regular reports that summarize program data, analyze program performance, and identify areas for improvement. These reports should be shared with program stakeholders, including donors, partners, and program staff.

  • Managing information: The MRM and Learning Manager will oversee the management of program information, including the creation, storage, retrieval, and dissemination of program documents, reports, and other materials and ensure that program information is organized, accessible, and up to date.

  • Design and maintain MEL system/s with utility and program quality in mind, providing managers and their teams real time information that can steer program implementation as well as informing donors and strategic program direction and that helps strategize future programme interventions

  • Work with senior management to address shortfalls in M&E that affect program implementation and conduct internal DQAs.

TEAM MANAGEMENT, CAPACITY BUILDING AND MENTORING (10%)

  • The incumbent will lead on the development and implementation of the M&E/MRM staff and partner capacity building strategy that promotes a culture of learning through systematic analysis and reflection of program data.

  • S/he will build the capacity of all relevant team members to develop and maintain excellent MEL/MRM systems, including regular reflection and analysis of program monitoring data.

  • Work closely with Program Managers, Human Resources and Finance to ensure that systems thinking, and resilience measurement are incorporated into all program position descriptions and positions are adequately budgeted for.

  • Contributes to the knowledge management repository with best practices in resilience measurement and ensures that it is accessible to all staff and partners.

  • Create and sustain a work environment of mutual respect where team members strive to achieve excellence.

INTERNAL AND EXTERNAL COORDINATION (15%)

  • Be an active contributor and collaborator with regional and global counterparts to promote the use of the programme’s best practices.

  • Strengthen linkages with other internal resources, including the LMS, Digital Library, Hub, and Connect, to enhance organizational learning where relevant.

  • Maintain close working relationships with Consortium MEL counterparts and other relevant programme stakeholders.

  • Lead MEL technical discussions at RLP partner meetings.

  • Collaborate closely with donors, partners, and resilience measurement coordination mechanism.

  • Participation in workshops, technical discussions and learning-related activities including development of programme workplan.

  • Attendance of learning events hosted by other partners as well as implementation of sector-specific learning events with RLP partners and stakeholders.

  • Represent Mercy Corps at conferences, media forums, and other events when required.

  • Contribute to Mercy Corps’ Resilience, MEL focused and other relevant Communities of Practice (CoP)

  • Conduct internal webinars intended to strengthen technical skills of MEL team members.

  • Cultivate and maintain effective working relationships with partner’s MEL staff. 

Supervisory Responsibility (applicable only within duty station)
Mercy Corps RLP MEL Officers, Mercy Corps RLP Knowledge Management Officer, RLP Coordination & Reporting Officer

Accountability

Reports Directly To: RLP Program Director

Works Closely With (Applicable beyond duty station)

  • Dotted line to Country MEL Lead (Program Performance and Quality Unit)

  • Country-level Program Managers, Trade Corridor Coordinators, Inclusive Markets Technical Coordinator, Inclusive Finance and Investment Advisor, Rangelands Management Adivsor, Women’s Economic Empowerment Advisor, Contracts and Compliance Manager, Finance Manager.

Accountability to Participants and Stakeholders

Mercy Corps team members are expected to support all efforts toward accountability, specifically to our program participants, community partners, other stakeholders, and to international standards guiding international relief and development work. We are committed to actively engaging communities as equal partners in the design, monitoring and evaluation of our field projects.

Minimum Qualifications & Transferable Skills  

  • BA or BSc degree in development studies, research methods, statistics, social sciences, project management or another relevant field required or BA/BSc or equivalent in any other field with at least 5 years of field-based experience developing and managing an M&E system in programs similar to those which Mercy Corps implements.

  • 5 years of active work experience in emergency and development programming required with the proven use of program MEL technology.

  • Experience with theoretical and practical background in M&E and skilled in participatory qualitative and quantitative M&E methodologies and techniques preferred.

  • Experience with data management including the ability to structure and collate data sets for ease of analysis preferred.

  • Proven experience with systems thinking or systems approaches to programming.

  • Proven experience developing iterative learning systems or ‘feedback loops’ within development programs or organizational learning contexts.

  • Knowledge and experience of resilience in development programs is a plus.

  • Excellent computer skills (especially Microsoft office applications) and ability to use information technology as a tool and resource.

  • Demonstrated experience in training and capacity building across diverse teams and partners.

  • Excellent project management (Program DPro, PRINCE 2), time management, and organizational skills. Multi-tasking skills and ability to work under pressure.

  • Strong writing, editing, public speaking skills and good leadership skills.

  • Ability to summarize and simplify complex information and communicate it to the targeted groups.

  • Excellent stakeholder management skills.

  • Experience of working on USAID/SDC/AFDB programs preferred.

  • Demonstrated experience using Stata, R, SPSS and/or MaxQDA, NVIVO, Atlas-TI for data analysis and reporting.

  • Demonstrated experience using mobile data collection technologies including Commcare and an ODK-based platform such as Ona.

  • Demonstrated experience using PowerBI, Tableau, or similar visualization software.

  • Experience with operations management (private, for-profit not-for-profit, and/or public sector) is preferred.

  • Experience using QGIS or other GIS software is preferred.

  • Experience developing quantitative study instruments for large surveys, baselines, etc. is preferred.

  • Experience developing qualitative study instruments for formative research is preferred.

  • Experience using project management software such as Smartsheet, MS Project, or similar is preferred.

  • Experience with M&E requirements for donors including, at least, SDC, USAID, DFID, and Foundations is preferred. 

Success Factors

The successful candidate will have the ability to work comfortably and effectively across a diverse portfolio. MRM and Learning Managers are excellent communicators, multi-taskers, able to work in ambiguous situations, able to work with remotely with a geographically disbursed team and must be team players with a positive attitude toward problem solving and conflict resolution.

Living Conditions / Environmental Conditions

The position requires between 30% and 50% travel annually, sometimes to hardship locations across the region and for durations of time up to 4 weeks.  Care is taken to give the incumbent enough time in advance to prepare for their absence and allow them sufficient time between assignments.

Mercy Corps team members represent the agency both during and outside work hours when deployed in a field posting or on a visit/TDY to a field posting. Team members are expected to conduct themselves in a professional manner and respect local laws, customs and MC’s policies, procedures, and values at all times and in all in-country venues.

Fostering a diverse and open workplace is an important part of Mercy Corps’ vision. Mercy Corps is an Equal Opportunity Employer regardless of background. We are committed to creating an inclusive environment.

Ongoing Learning

In support of our belief that learning organizations are more effective, efficient and relevant to the communities we serve, we empower all team members to dedicate 5% of their time to learning activities that further their personal and/or professional growth and development.

Diversity, Equity & Inclusion

Achieving our mission begins with how we build our team and work together. Through our commitment to enriching our organization with people of different origins, beliefs, backgrounds, and ways of thinking, we are better able to leverage the collective power of our teams and solve the world’s most complex challenges. We strive for a culture of trust and respect, where everyone contributes their perspectives and authentic selves, reaches their potential as individuals and teams, and collaborates to do the best work of their lives.

We recognize that diversity and inclusion is a journey, and we are committed to learning, listening and evolving to become more diverse, equitable and inclusive than we are today.

Equal Employment Opportunity

Mercy Corps is an equal opportunity employer that does not tolerate discrimination on any basis. We actively seek out diverse backgrounds, perspectives, and skills so that we can be collectively stronger and have sustained global impact.

We are committed to providing an environment of respect and psychological safety where equal employment opportunities are available to all. We do not engage in or tolerate discrimination on the basis of race, color, gender identity, gender expression, religion, age, sexual orientation, national or ethnic origin, disability (including HIV/AIDS status), marital status, military veteran status or any other protected group in the locations where we work.

Safeguarding & Ethics

Mercy Corps is committed to ensuring that all individuals we come into contact with through our work, whether team members, community members, program participants or others, are treated with respect and dignity. We are committed to the core principles regarding prevention of sexual exploitation and abuse laid out by the UN Secretary General and IASC and have signed on to the Interagency Misconduct Disclosure Scheme. We will not tolerate child abuse, sexual exploitation, abuse, or harassment by or of our team members. As part of our commitment to a safe and inclusive work environment, team members are expected to conduct themselves in a professional manner, respect local laws and customs, and to adhere to Mercy Corps Code of Conduct Policies and values at all times. Team members are required to complete mandatory Code of Conduct e-learning courses upon hire and on an annual basis.

 

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