.
5:00 p.m. (
NUMBER OF POSITION:
One (1) Vacancy
PLACE OF PERFORMANCE:
Bamako, Mali
PERIOD OF PERFORMANCE:
Em
ployment under this contract
is of a continuing nature.
Its
duration is expected to be part of a series of sequential contracts based on performance, availability
of funds and the need for services.
SECURITY LEVEL REQUIRED:
Public Trust
STATEMENT OF DUTI
ES:
The U.S. Agency for Interna
tional Development is seeking a FSNPSC
Human Resources
Specialist
to support USAID/Mali Mission.
Basic Function of Position
The USAID/Mali Mission consists of 84 foreign national and 31 American and third country emplo
yees.
The Human Resources (HR) Specialist is responsible for planning, designing, developing, coordinating,
and implementing a full range of American and Foreign National personnel services to support the
USAID Mali programs in a fair and equitable manner.
The Specialist will implement, direct, and perform
the functions of a full service HR Unit to provide direct service to the multiple categories of USAID/Mali
Mission employees.
Services provided include: personal services contracting, position classific
ation,
recruitment, workforce planning, and U.S. Direct Hire assignment coordination, as well as oversight of
Mission systems for evaluation, counseling, and liaison. The HR Specialist is the Mission’s principal
advisor
on personnel policies and issues. T
he Specialist serves as the primary Mission point of contact
with the Embassy HR Office on matters pertaining to post-
specific regulations and guidelines affecting
American, host
-country, and third-
country employees. The Specialist administers the Mission
awards
and training programs, and ensures Mission compliance with all legal, regulatory, procedural, and policy
requirements governing personnel management activities in Mali. T
he Specialist advises on provisions
of the Malian Labor Code, prevailing host
-government personnel practices, and as the Liaison Person
between the Mission and the Inspection of Labor regarding personnel issues. The Specialist reports
directly to the Supervisory Executive Officer (EXO) or Acting EXO, and supervises two HR Assistants.
2
Major Duties and Responsibilities
a. Foreign National Personnel Program
- 25%
The Specialist collaborates with the Embassy and USAID/Washington on development and imple
mentation of
personnel policies and procedures for local personnel, including the FSN Handbook and the Local
Compensation Plan; develops recruitment sources for new or newly vacated positions for permanent and short
-
term employment; oversees interviewing, testing, and selection for applicants, including salary negotiations and
employment briefings; provides guidance to Team Leaders and/or Project Managers on the recruitment process
for local and offshore
-hire positions; and ensures an Action Memorandum to j
ustify need is in place, in some
cases prepares the justification for the concerned office for Mission Director approval. The Specialist r
eviews
position descriptions, and provides technical guidance and assistance to employees and supervisors on position
evaluation matters; works with the HRSU for MClass position classification review, as needed; assists in
planning of career development for local personnel, including counseling, identification of training
opportunities, development of Mission-
specific tr
aining programs, and transition assistance; and, issues
personnel actions and maintains permanent personnel records.
b. American Personnel Program
– 15%
The Specialist interprets regulations and keeps employees informed of matters affecting assignment,
performance evaluation, leave policies, health benefits, and insurance allowances; manages the Mission
annual evaluation process, participating in the organization and support of Mission Appraisal Committees;
administers the annual position validation proce
ss, ensuring timely submission of data to
USAID/Washington; assists newly assigned personnel, both before and after arrival, advising on employee
services such as schooling options, post protocol, and employment possibilities for dependents; manages
the ch
eck
-in process for new arrivals, as well as the check
-out procedures for employees departing on
R&R, home leave, and transfer; coordinates with the Embassy on matters relating to notifications of arrival
and departure; and, manages the USAID summer hire an
d summer intern programs.
c. Personnel Services Contracting Management – 15%
The Specialist m
anages the Mission employment program for US Personal Services Contractors
(USPSC’s), both long and short term, local hire and off
-shore, OE and project funded.
The Specialist
reviews and provides clearance on documents related PSCs; prepares contracts and contract renewals for
USPSC and FSNPSC employees within contracting authority, and ensure
s all contracts reflect changes
in policy reflected in the
Federal Acq
uisition
Regulations (FAR), US
AID
Acquisition Regulations
(AIDAR), the Foreign Affairs Manual (
FAM
), and the
Foreign Service National Employees' Handbook. The
Specialist n
egotiates salaries for new recruits, and calculates budgets (biweekly salary, transp
ortation, seniority
bonus,
etc.); conducts final salary negotiations when hiring US Personal Service Contract employees;
determines benefits, clauses,
and general provisions to be included in contracts; c
oordinates with the Office of
Financial
Management (
OFM) regarding obligation of funds; obtains signatures of the Contracting Officer
and the employee; coordinates the distribution of signed contracts; and, a
mends
contracts when expired, or in
case if an increase, resignation, termination, or any other incr
ease or decrease that affects employee salary.
d. Additional Administrative Actions – 10%
The Specialist, through the HR Unit, prepares JF62s and SF 30s for actions including contract modifications
and personnel actions regarding resignation, retirement, separations, within grade increase, salary advance,
allotment of pay, maternity leave, promotion, position reclassification, and disciplinary actions for FSNPSC
employees in the Mission; coordinates activities related to Medical coverage; and, serves as contact and referral
for management of the Medicine provision to FSNPSCs, as well as for the provision of local/private clinics for
Mission FSN for family health coverage. The Specialist reviews and up
-dates the Mission Staffing Pattern Web
-
Pass and Access Data Base; assures new positions are added, and resigned employees are replaced/transferred
or deleted; coordinates with INPS for FSN personnel family allowances payment, and ensures USDH
3
employees register their local
-hire household staff; manages the ret
irement process, in coordination with INPS
and OFM; advises local employees of accident coverage performed by INPS; and, completes work
-injury forms
(Declaration d’Accident du Travail), upon gathering information about the circumstances of accidents and
introduces the paperwork to INPS within the required 72 hours.
e. Training Program –
10 %
The Specialist administers the Mission training program; provides advice and support to the Mission
Training Committee in the identification of training needs, alloca
tion of training funds, development of
mission and regional training opportunities, and nominations to USAID leadership courses; monitors
Mission utilization of training resources, to ensure compliance with pertinent regulations and guidelines;
oversees pr
ovision of logistical support to Mission and regional training programs; and, administers
Mission language programs, including identifying employee needs, scheduling classes, tracking
participation, and coordinating the administration of purchase orders for training companies.
f. CCN Evaluation Program – 10 %
The Specialist provides guidance to Supervisors, and is responsible for following up on FSNPSC/TCNPSC
Personnel Evaluations with the designated Mission Review Committee (MRC); maintains personnel dat
a
current on when evaluations and annual within grade increases are due; follows through with employees and
supervisors to ensure that evaluations are submitted on due dates, and that narratives are consistent; and,
informs supervisors of the need for an e
valuation to permit a step increase, promotion, extension of contract,
and/or disciplinary action in accordance with the terms of the contract.
g. Annual Workforce Planning & Awards Administration – 15 %
The Specialist formulates and develops the HR component of the Annual Report (Mission budget request), and
tracks personnel assignments and re-
assignments across offices, and regularly consults with Office Chiefs and
the Front Office to obtain most current estimates of planned and actual staff requirement
s, and factors these
plans into the Annual Report.
The Specialist monitors the USAID/Mali Mission Awards Program by collecting nominations from Office
Team Leaders and Office Core Chiefs; advises Team Leaders and Office Chiefs on Mission Joint Award
proce
dures, as well as “On the Spot Award” regulations; provides guidance on the use of the JF66 and OSA
award forms upon request; collects nominations and prepares certificates by including award citations before
sending it to State HRO for coordination prior to the Embassy Awards ceremony; and, coordinates with the
HRO on Awards ceremony preparation by making ready all framed certificates, and assuring that cables are sent
out to payroll for payment.
PHYSICAL DEMANDS
AND TRAVEL
:
The work does not involve undue physical demands.
POINT OF CONTACT:
HR
Email:
[email protected]
QUALIFICATIONS REQUIRED FOR THIS POSITION:
1.
Education
( 10 points):
.....................................................
....................
2.
Prior Work Experi
ence
(25 points):
.........................................
..................
3.
Language Proficiency (
15 points):
............................................
.................
4.
Knowledge
( 25 points):
...........................................................
.............
5.
Skills and Abilities
( 25 points
):
...........................................................
..
Maximum Evaluati
on Score:
100 points
4
SELECTION FACTORS:
To be considered for this position, applicants must meet the minimum qualifications noted herein
.
For applicants meeting the minimum qualifications, further consideration and selection will be based
on panel assess
ment of the selection factors listed below.
Applicants are required to address each of the selection criteria on a separate sheet describing
specifically and accurately what experience, training, education, and/or awards or recognition they
have received
relevant to each criteria described below, and any related considerations.
To be considered for this position, applicants must meet the minimum qualifications.
1.
All Malian Citizens and Local Residents with a valid work permit at the time o
f appli
cation.
2.
A minimum of Bachelor
’s degree in Human Resources Management, Public Administration,
Business Administration, or a related area of the Social Sciences
is required
. A graduate degree
in one of these fields is desired
.
3.
A minimum of five (5) years pr
ogressively responsible, semi
-professional experience in Human
Resource Management, or closely related work that included equivalent experience, is required.
One year of this experience should have been within USAID, another USG Agency, other donor
agency
, host
-government organizations, or private sector institutions – preferably in an English
-
language and multi
-ethnic work environment.
4.
Level 4 English and French language proficiency (fluent oral, reading, and writing) is required.
Fluency in at least one
local language is required.
5.
The Specialist
must have a working knowledge of host
-government guidelines concerning
terms and conditions of employment of local personnel, and registration of American personnel;
and, the Specialist must have knowledge of sta
tutes and regulations as they deal with HR and
administrative services, including those directed by the Malian Labor Code and government
structures (Retirement Scheme Office; Social Security Office, Medical Coverage Institution, and
Labor Office).
6.
The Spe
cialist
must have good customer service skills and the ability to supervise a small unit.
Good managerial, analytical, and interpersonal skills are required. The ability to analyze and
interpret complex policies, to articulate these policies and their ap
plication to Mission operations,
and to put into effective practice USAID regulations and directions is essential.
Management may consider the following when de
termining successful candidacy: nepotism,
conflicts of interest, budget, and residency status.
Current employees serving a probationary pe
riod are not eligible to apply. Current employees with
an Overall Summary Rating of Needs Improvement or Unsatisfactory on their most recent Employee
Performance Report are not eligible to apply.
HOW THE SELECTI
ON WILL BE MADE:
The successful candidate will be selected based upon:
1.
Preliminary review of the applicants submitted package to establish that minimum requirements
are met.
2.
Tests:
Candidates may be tested on English writing skills, Microsoft
Office proficiency
, or any
technical skills test that might be deemed appropriate may be required.
3.
Interviews.
5
4.
Reference checks.
USAID/Mali Human Resources Section will perform the preliminary review (Step 1) to eliminate
those applications that do NOT
meet the minimum requirements. The TEC will review each of the
applications which meet the minimum qualifications against the established evaluation criteria to
develop a shortlist of applicants t
o be tested and/or interviewed. Applicants will be contacted (Step
2) for
testing and interviews. Based on the results of the tests, however, an applicant otherwise
identified for interview could be removed from the interview list. Following the interviews (Step 3)
during which the applicant will be evaluated against the establ
ished criteria, the TEC will make a
preliminary determination of candidates to be considered for employment and forward tha
t list to
HR.
HR will conduct reference checks (Step 4&5) prior to advising the TEC and CO of the results of
these checks. References
may be solicited from current as well as former supervisors in addition to
the references you provide in your application package.
TO APPLY:
Qualified
candidates for this position should submit the following
documents
to be considered.
Failure to do so may result in a determination that the application is not qualified
. Only shortlisted
Applicants will be contacted.
1.
Resume
or
curriculum vitae
(CV) relevant to the subject position;
2.
Cover letter
of not more than three (3) pages describing how the incumbent’s skills and
experience fit the requirements of the subject
position.
3.
Applicants are required to provide three (3) to five (5)
professional references
with complete
contact information including email address and telephone numbers. References should
have
knowledge of the candidate’s ability to perform the duties set forth in the application and must
not be family members or relatives
.
4.
Copy of
Academic Transcripts
/Diplomas/Degrees/Certificates
.
5.
Applicants must provide their full
mailing address with t
elephone
and email
address
and
should retain for their records copies of all enclosures that accompany their submissions.
SUBMIT APPLICATION:
Human Resources Management Section -
Email:
acpersonnel
@usaid.gov
with the following
reference number in the subject line:
HR
-EXO-
004-
2018-
HRS
. Emails received without the
Vacancy Reference Number as indicated above will NOT be considered.
Please note that all cv/resume and cover letter must be in
English
, otherwise application package is
incomplete and will be rejected.
CLOS
ING DATE FOR THIS POSITION IS:
October 3
, 2018 at 5pm
Bamako
6
LIST OF PRE
-HIRE REQUIRMENTS
FOR PSC
s:
Once the Contracting Officer (CO) informs the successful Applicant about being select
ed for a
contract award, the C
.O will provide the successful Applicant instructions about how to complete
the
following.
1.
Medical Examination
2.
Security Investigation
3.
Employee Biographical Data Sheet (Form AID 1420)
4.
Application for Employment in the Foreign Service of the United States (Form OF 174)
.
BENEFITS/ALLOWANCES:
The incumbent will be compensated in accordance with the U.S. Mission to Mali’s Local
Compensation Plan (LCP). The plan includes basic salary, miscellaneous allowance, and medical
insuranc
e subsidy.
If an applicant does not meet all required qualifications for the position and is
selected for the position, he/she may be hired at a lower grade than the position classification grade.
Final compensation will be based on the position grade and
negotiated within the corresponding
market value.
TAXES:
The successful Applicant will be subject to host country tax laws.
USAID REGULATIONS, POLICIES AND CONTRACT CLAUSES PERTAINING TO PSCs
:
USAID regulations and policies governing CCN/TCN PSC awards
are available at these sources:
1.
USAID Acquisition Regulation (AIDAR), Appendix J, “Direct USAID Contracts with
a
Cooperating Country National and with a Third Country National for Personal Services Abroad,
”
is including
contract clause “General Provision
s,” available at
https://www.usaid.gov/sites/default/files/documents/1868/aidar_0.pdf
2.
Contract Cover Page form AID 302-
4 available at https://www.usaid.gov/forms
3.
Acquisition & Assistance Policy Directives/Contract Information Bulletins (AAPDs/CIBs) for
Personal Services Contracts with Individuals available at
http://www.u
said.gov/work-
usaid/aapds
-cibs
4.
Ethical Conduct. By the acceptance of a USAID personal services contract as an individual, the
contractor will be acknowledging receipt of the “Standards of Ethical Conduct for Employees of
the Executive Branch,” available f
rom the U.S. Office of Government Ethics, in accordance with
Gener
al Provision 2 and 5 CFR 2635. See
https://www.oge.gov/web/oge.nsf/OGE%20Regulations
EQUAL EMPLOYMENT OPPORTUNITY:
The US
Mission in Mali provides equal opportunity and fair and equitable treatment in employment
to all people without regard to race, color, religion, sex, national origin, age, disability, political
affiliation, marital status, or sexual orientation.
We
strive
to achieve equal employment opportunity
in all personnel operations through continuing diversity enhancement programs.
The EEO complaint procedure is
available to individuals who believe they have been denied equal
opportunity based upon marital status or
political affiliation. Individuals with such complaints
should avail themselves of the appropriate grievance procedures, remedies:::::
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