The Office of Internal Oversight (OIO) is
responsible for the systematic evaluation and internal audit of ICAO’s
programmes, projects, and activities, with a view to assessing whether the
Organization’s stated objectives and impacts have been achieved, and resources
have been expended in accordance with applicable rules and regulations and with
due regard to economy, efficiency and effectiveness. The Office provides an
annual report of its evaluations and internal audits to the ICAO Council.
Evaluation is mainly focused on assessing the relevance, effectiveness,
efficiency, impact and sustainability of programmes and activities against
established plans and objectives.
Internal audit ensures that a system of
cost-effective internal controls has been established to mitigate potential
risks to the Organization, to ensure compliance with policies, regulations,
rules and administrative directives, and to ensure accountability for the
proper, efficient and economical use of resources, consistent with
organizational objectives and applicable best practices.
Under the general direction of the Council and the
Secretary General, the Chief, OIO will provide leadership of, and will have
overall administrative responsibility for, the management of OIO. The Chief,
OIO will also play an active role in all oversight matters.
Responsibilities
Function 1 (incl. Expected results)
Designs and proposes a strategy for the
implementation of the mandate of the Office, achieving results such as:
• Effectively plan and direct the work of the Office
in accordance with relevant and established professional standards for
evaluation, internal audit and oversight.
• Build trust and confidence in the work of OIO.
• Provide independent advice to the Council and/or
the Secretary General and senior managers of the Organization on organizational
planning, management, internal control, and other operational issues.
• Participate, as a member of the Senior Management
Group, and advise on policies and innovative approaches and strategies to
further strengthen the efficiency and effectiveness of the Organization.
• Provide advice to the Council and/or the Secretary
General on the impact of risks to ICAO.
• Establish a quality assurance and improvement
programme that covers all aspects of OIO’s activities, and continuously monitor
its effectiveness.
Function 2 (incl. Expected results)
Directs the development and completion of an
evaluation and risk-based annual work plan and manages other oversight
activities for OIO, achieving results such as:
• Plan and carry out the work of the Office in
accordance with relevant and established professional standards for evaluation,
internal audit and oversight.
• Provide independent evaluation reports to the
Council and the Secretary General, with recommendations to develop
Organizational learning and improve programme performance.
• Provide independent internal audit reports to the
Secretary General, with recommendations to improve internal controls and
organizational efficiency and effectiveness.
• Provide reasonable assurances to the ICAO Council
and the Secretary General on governance, risk management, system of internal
controls, as well as other organizational matters as appropriate.
Function 3 (incl. Expected results)
Manages the Office and its resources, achieving
results such as:
• Manage, motivate and coach staff to ensure that
they give their best performance.
• Set objectives for staff and assess their
performance.
• Ensure that professional internal audit and evaluation
staff maintain their qualifications, knowledge, skills, and experience to meet
OIO requirements.
• Manage OIO budgets, ensuring that financial
resources are optimized.
• Develop and maintain tools, such as dashboards,
charts, etc., enabling the Secretary General and other appropriate parties to
receive relevant and timely information about the Office's activities.
Function 4 (incl. Expected results)
Reports to the Evaluation and Internal Audit
Advisory Committee (EAAC), and liaises and coordinates the work of the Office
with the External Auditor, the Joint Inspection Unit (JIU), and other external
oversight bodies within the UN system (e.g. United Nations Representatives of
Internal Audit Services (UN-RIAS), United Nations Evaluation Group (UNEG), among
others), achieving results such as:
• Provide regular reports to the EAAC on the work of
the Office. Provide support for the functioning of EAAC meetings.
• Coordinate OIO's internal audit and evaluation
activities with ICAO’s External Auditor, ensuring optimal and most cost
effective coverage of oversight activities.
• Serve as the Focal Point for all JIU activities
relating to ICAO.
• Network with counterparts in other UN and
international organizations to keep abreast of developments in professional practices,
and to implement applicable best practices in OIO.
Function 5 (incl. Expected results)
Follows up on the status of implementation by
Bureaus and Offices of all recommendations issued by the Office, the External
Auditor, and the JIU, achieving results such as:
• Improve rates of implementation of recommendations
by relevant Bureaus and Offices.
• Reduce number of overdue recommendations.
• Issue periodic reports to the Secretary General
and the Council on the status of implementation of oversight recommendations.
Function 6 (incl. Expected results)
Performs other related duties, as assigned.
Competencies
Professionalism: In-depth technical knowledge in the
field of internal audit, risk management and internal control. Thorough
knowledge of planning and conducting audits in accordance with the Standards by
the Institute of Internal Auditors (IIA). Ability to maintain harmonious
working relationships in a multicultural environment. Demonstrated professional
competence and integrity. Ability to perform in depth analysis of business
processes and systems using data analytics tools and presenting the results in
a strategic manner. Demonstrated business acumen and strategic thinking.
International outlook, character and integrity. Adherence to and capacity to
promote the values and framework of the United Nations (UN) Standards of
Conduct for the International Civil Service and/or equivalent national or
international standards of conduct. Excellent communication and organizational
skills. Excellent drafting skills to prepare reports to present audit findings,
conclusions and recommendations effectively and adequately. Demonstrated
ability to deal with complex issues with diplomacy and tact. 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. Takes responsibility for
incorporating gender perspectives and ensuring the equal participation of women
and men in all areas of work.
Accountability: Takes ownership for 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.
Communication: Speaks and writes clearly and
effectively; listens to others, correctly interprets messages from others and
responds appropriately; asks questions to clarify, and exhibits interest in
having two-way communication; tailors language, tone, style, and format to
match the audience; demonstrates openness in sharing information and keeping
people informed.
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.
Leadership: Serves as a role model that other people
want to follow; empowers others to translate vision into results; is proactive
in developing strategies to accomplish objectives; establishes and maintains
relationships with a broad range of people to understand needs and gain
support; anticipates and resolves conflicts by pursuing mutually agreeable
solutions; drives for change and improvement; does not accept the status quo;
shows the courage to take unpopular stands. Provides leadership and takes
responsibility for incorporating gender perspectives and ensuring the equal
participation of women and men in all areas of work; demonstrates knowledge of
strategies and commitment to the goal of gender balance in staffing.
Vision: Identifies strategic issues, opportunities
and risks; clearly communicates links between the Organization’s strategy and
the work unit’s goals; Generates and communicates broad and compelling organizational
direction inspiring others to pursue that same direction; Conveys enthusiasm
about future possibilities.
Building Trust: Provides an environment in which
others can talk and act without fear of repercussion; manages in a deliberate
and predictable way; operates with transparency; has no hidden agenda; places
confidence in colleagues, staff members and clients; gives proper credit to
others; follows through on agreed upon actions; treats sensitive or
confidential information appropriately.
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.
Judgement/Decision-making: Identifies the key issues
in a complex situation, and comes to the heart of the problem quickly; gathers
relevant information before making a decision; considers positive and negative
impacts of decisions prior to making them; takes decisions with an eye to the
impact on others and on the Organization; proposes a course of action or makes
a recommendation based on all available information; checks assumptions against
facts; determines that the actions proposed will satisfy the expressed and
underlying needs for the decision; makes tough decisions when necessary.
Education
Essential
• An advanced university degree (Master’s degree or
equivalent) is required.
Job - Specific Qualification
• Professional certification in auditing or
evaluation is required.
Work Experience
A minimum of fifteen (15) years’ of progressively
responsible experience in an oversight function, in both of the key functional
areas (evaluation and internal audit) for which the Office is responsible,
including several years at a senior management level is required.
Significant management experience (at least five
years) at a senior executive level in a large organization is required.
Experience at the international level, including
participation in international working groups is required.
Experience in change initiatives, promoting quality
management, and fostering innovative reforms is required.
Experience with corporate performance management in
the public or private sector is required.
Experience in IT audits and use of data analytics is
desirable.
Specific evaluation/audit experience within the
United Nations system or a multilateral or bilateral development organization
is desirable.
Languages
Essential
• Fluent reading, writing and speaking abilities in
English.
Desirable
• A working knowledge of any other language of the
Organization (Arabic, Chinese, French, Russian, Spanish).
Assessment
Evaluation of qualified candidates may include an
assessment exercise which may be followed by a competency-based interview.
Special Notice
The ICAO Assembly reaffirmed its commitment to
enhancing gender equality and the advancement of women by supporting UN
Sustainable Development Goal 5 “Achieve gender equality and empower all women
and girls.”
Female candidates are strongly encouraged to apply
for ICAO positions, especially in the Professional and higher-level categories.
It should be noted that this post is to be filled on
a fixed-term basis for a period of seven (7) years, non-renewable (first year
is probationary for an external candidate).
ICAO staff members are international civil servants
subject to the authority of the Secretary General and may be assigned to any
activities or offices of the Organization, in accordance with the provisions of
the ICAO service code.
ICAO staff members are expected to conduct
themselves in a manner befitting their status as international civil servants.
In this connection, ICAO has incorporated the 2013 Standards of Conduct for the
International Civil Service into the ICAO Personnel Instructions.
ICAO offers an attractive benefit package to its
employees in accordance with the policies of the International Civil Service
Commission (ICSC).
The statutory retirement age for staff entering or
re-entering service after 1 January 2014 is 65. For external applicants, only
those who are expected to complete a term of appointment will normally be
considered.
ICAO offers an attractive remuneration package,
including a tax-free annual net base salary in US dollar (subject to mandatory
deductions for pension contributions and health insurance), and a variable post
adjustment* which reflects the cost of living in a particular duty station.
Annual Salary for this post: US $157,020 (which
includes a Net Base Salary of US $106,023 + Post Adjustment of US $50 997).
ICAO also offers the following benefits, subject to
conditions as defined in the Staff Rules:
• Dependency allowances
• Rental subsidy
• Settling-in grant, to assist in meeting initial
extraordinary costs when arriving at or relocating to a new duty station
• Travel and relocation shipment, when moving to a
new duty station
• Education grant for children in full-time
attendance at an educational institution
• Home leave travel (normally once in every two
years of qualifying service)
• 30 working days of vacation per year
• Pension fund entitlements under the UN Joint Staff
Pension Fund
• International health insurance; optional life
insurance
• Disability protection
ICAO encourages a positive workplace culture, and
promotes inclusivity and diversity within its workforce.
(*Post Adjustment: The base salary is supplemented
by a post adjustment which varies according to the cost of living in the duty
station and the exchange rate of the United States dollar. The post adjustment,
set by the United Nations as a percentage of the base salary, ensures that all
staff members at the same salary level have a similar purchasing power in every
duty station by compensating for the differences in cost of living while taking
currency fluctuations into account.)
United Nations Considerations
In accordance with ICAO Staff Regulations, the
paramount consideration in the employment of the staff is the necessity of securing
the highest standards of efficiency, competence, and integrity. Due regard
shall be paid to the importance of recruiting staff on as wide a geographical
basis as possible and ensuring equal gender representation. Subject to the
foregoing, selection of staff members shall be made without distinction as to
race, sex or religion, nor shall there be any discrimination on account of any
disability of a candidate who meets the qualifications required to perform the
tasks. Unless otherwise permitted under the ICAO Staff Regulations, appointment
and promotion of staff members shall be made on a competitive basis.
Candidates will not be considered for employment
with ICAO 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.
Candidates who have committed crimes other than
minor traffic offences may not be considered for employment.
Applicants are urged to follow carefully all
instructions available in the online recruitment platform, Inspira. For more
detailed guidance, applicants may refer to the Manual for the Applicant, which
can be accessed by clicking on “Manuals” hyper-link on the upper right side 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 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.
Job openings advertised in Inspira will be removed
at 11:59 p.m. (New York time) on the deadline date.
Click here to apply
No Fee
ICAO does NOT charge any fees or request money from
candidates at any stage of the recruitment process, nor does it concern itself
with bank account details of applicants. Requests of this nature allegedly made
on behalf of ICAO are fraudulent and should be disregarded.
