Manager, Program Frameworks

Organization NameJob CategoriesPosition TypeRegion and Location(s)Career LevelSalaryAd Online SinceApplication Deadline
The Federation of Canadian Municipalities (FCM)
  • Program / Project Management
Full Time
  • Ontario - Ottawa Area - Ottawa
Manager (Supervisor of Staff)N/A2019-05-152019-05-29

Position:                      Manager, Program Frameworks

Department:               FCM Programs

Classification:              Level 6

Salary Band:                $87,900 - $113,000

Language:                    Bilingualism (English and Spanish) is required; French is considered a strong asset

 

Major Purpose:

Reporting to the Senior Manager, Program Support Unit (PSU), the Manager, Program Frameworks leads the continued development of FCM’s Local Government Capacity Building Conceptual Framework (Conceptual Framework), the foundation of FCM’s programs.  The Manager ensures that, collectively, FCM’s programs are increasingly grounded in, and contribute to, the Conceptual Framework and its related key approaches and tools, in particular at the design stage. The Manager convenes the program-wide team of Monitoring, Evaluation, Learning and Knowledge Sharing (MELKS) Specialists assigned to different projects in Canada and internationally for the development and continuous improvement of the MELKS elements of the Conceptual Framework.  These elements include, but are not limited to development of our program-wide results framework, and creating standard approaches, guidance and tools for key MELKS steps in the program cycle (e.g. baseline, monitoring, and evaluation).  Finally, the Manager leads in the development and implementation of best-in-class MELKS strategies for a limited number of domestic and international programs. 

 

Key Responsibilities:

 

Program-wide coherence:  FCM’s Local Government Capacity Building Conceptual Framework – 50% level of effort

 

The Manager leads on key work packages in the continued development and improvement of FCM’s Local Government Capacity Building Conceptual Framework.  This Framework is intended to serve as the basis of design for all FCM’s programs in order to create greater coherence across the portfolio.  The expected benefits of the increasing use of the Framework include but are not limited to increased project quality; streamlined design processes; and an improved ability to tell the FCMP results story.

 

The Manager is responsible for:

  • Forward-looking research, offering new concepts and potential new visions for the next generation of projects, with a particular focus on examining the role of FCM Programs (FCMP) in capacity building. The Manager synthesizes best practice from key topic areas such as local government, capacity building, gender and MELKS, as well as from a range of other disciplines (e.g. networked approaches, social innovation, Information and Communication Technologies (ICTs));
  • Ensuring that gender is mainstreamed throughout the Framework;
  • The continuous improvement of FCM’s program-wide results framework, and its integration into projects as the portfolio evolves, which aims to improve FCM’s ability to harvest evidence project-wide to better tell FCM’s results story;
  • Creating standard approaches and tools for key steps and elements of the project cycle, to be used increasingly across projects as the portfolio evolves;
  • Creating and implementing a multi-year, FCM program-wide learning strategy focused on a limited number of key, strategic questions and based on the Conceptual Framework, to increase coherence and quality;
  • Positioning FCM as a thought leader, through creating and ensure the implementation of an outward-focused, audience-segmented strategy to communicate and share knowledge using multiple channels and media about FCM’s approach to and results in local government capacity building; and
  • Creating and implementing a structured, interesting departmental communications strategy about the conceptual framework.

 

The Manager ensures that all FCM Programs utilize the key concepts, approaches and tools of the Conceptual Framework in design, implementation and MELKS, while ensuring these also respond effectively to context specificity.  The Manager plays a key role in ensuring project capacity building strategies are grounded in the Conceptual Framework. 

 

Project-level MELKS - 20% level of effort

 

The Manager is responsible for MELKS for a small portfolio of projects, designing and implementing multi-year, holistic MELKS strategies that align with the department’s Local Government Capacity Building Conceptual Framework; meet generally accepted quality standards; and contribute to:

  • Effective project management;
  • Ensuring donor reporting requirements are met;
  • The promotion of focused learning amongst project partners, and
  • Strategic evidence- and knowledge-sharing.

 

Accountable to the Project Director/Manager, for each project in his/her portfolio, the Manager will:

  • Leads the development, refinement and application of performance management frameworks (PMF);
  • Develops monitoring tools and methods to support the effective application of project PMFs, including but not limited to the design and coordination/oversight/implementation of effective baseline and evaluation studies;
  • Ensures the timely collection and analysis of quality monitoring information as input to project reporting and leveraging that information toward project learning and knowledge sharing;
  • Leads the development and implementation of projects’ internal learning strategies on local government capacity building, which aim to strengthen the capacity of local partners’ ability to identify and address their own capacity needs, and which prioritizes their input for the continuous improvement of FCM’s Conceptual Framework;
  • Leads the development and implementation of strategic knowledge sharing, including the coordination or lead on documenting and sharing best practice; the identification of key audiences; and the use of optimal media and mechanisms to reach such audiences; and
  • Ensures that gender is mainstreamed in each individual projects’ MELKS system.

 

Work Within The Program Support Unit (PSU) – level of effort 20%

 

The Manager,

  • Supervises one Specialist (who is assigned to a number of projects), including coaching, objectives setting, work plan development, performance assessment and professional development;
  • Convenes the group of FCMP MELKS specialists to ensure project-level MELKS strategies and activities align with the department’s Conceptual Framework;
  • Maintains multi-year headcount projections to ensure that projects have the required MELKS capacity;
  • Sets annual priorities, and prepare and monitors his/her section of the PSU annual plan and budget;
  • Manages the budgets of funded initiatives; and
  • Recruits and manage the work of consultants, as required.

 

Teamwork – 10% level of effort 

The Manager supports the Senior Manager, PSU in various functions to ensure the performance of the unit, including but not limited to annual priority setting, budgeting and work planning.  As relevant, he/she supports colleagues in the PSU for the achievement of their objectives, and engages them as needed for the realization of his/her objectives.

The Manager contributes to department and organization-wide initiatives as possible.

 

Knowledge and Experience:

  • Master’s-level degree in a relevant area such as international development or social sciences is required or the equivalent combined education and experience. University-level or professional training in program MELKS considered a strong asset.
  • A minimum of 7 years’ work of progressively senior roles in program monitoring and evaluation is required, including 2 years’ experience in people leadership role. Experience in leading MELKS of multi-year, multi-million programs considered is required.  Work experience in program management considered a strong asset.  Work experience in the international development sector considered an asset.
  • Demonstrated experience in the conceptualization and implementation of participatory program MELKS systems is required. Research skills are required.  Understanding of MELKS concepts and approaches is required.  Understanding of capacity building concepts and approaches considered is strongly desired.  Understanding of gender equality concepts and approaches considered is strongly desired.  Experience in MELKS of capacity building and/or gender-focused programs considered an asset.
  • Demonstrated experience in the design of logical models and performance management frameworks is required. Experience in designing and/or conducting baseline studies is required.  In-depth familiarity with results-based management is required.  Knowledge of donor reporting considered a strong asset.
  • Demonstrated expertise in quantitative and qualitative data collection methods is required, including experience in survey design. Superior analytical skills and experience with the use of descriptive statistics are required.  Experience in the use of databases for program monitoring is required.  Use of database and data analysis software (both quantitative and qualitative) considered a strong asset. 
  • Experience in the design and implementation of program learning and knowledge sharing strategies is required. Understanding of or experience with supporting networked/peer-to-peer approaches to learning and knowledge sharing considered a strong asset, including knowledge of or experience with ICTs in the areas of network collaboration and knowledge sharing.
  • Superior written communication skills are required. The ability to distill and simplify complex information to communicate for a wide variety of audiences is required.  Knowledge of data visualization/graphic design software and tools considered a strong asset.
  • The ability to lead/coordinate complex, multi-year processes is required, including planning and coordination. The ability to proved leadership and guidance on “systems thinking” a strong asset.  Experience in change management considered a strong asset. 
  • Strong listening and inter-personal communications skills are required. Facilitation skills considered a strong asset.
  • Knowledge of or experience in municipal government capacity development is considered a strong asset.
  • Demonstrated capacity to work both in a self-directed manner and collaboratively with other staff and stakeholders is required.
  • Capacity to work effectively in a wide range of cultural and political settings considered an asset.
  • Willingness to sign and abide by the FCM Code of Conduct is required.

 

Language Requirements:

  • The ability to work in English and Spanish is required for this role. Ability to work in French is strongly desired. 

 

Other:

  • Ability to travel is required as a function of this role, approximately 4-6 weeks per year, in Canada and internationally.

 

The benefits of joining the FCM team include summer hours (Fridays off between July 1st and Labour Day); office facilities located in the ByWard Market; FCM’s commitment to employee development and a competitive range of employee benefits and services. 

For additional information on this posting, or for further information on FCM, access our website at www.fcm.ca.

 

Visit https://fcm.ca/en/about-fcm/careers to apply. Deadline for applications is May 29, 2019.

We thank all candidates for their interest; however we will only contact those selected for an interview. All the applications will be kept in file for six month following the hiring.

 

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