Case Manager, FS-5 at IRMCT November, 2021

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Temporary Job Opening (Duration – 6 months)

Case Manager, FS-5
DEADLINE FOR APPLICATIONS : 19 November 2021
DATE OF ISSUANCE : 12 November 2021
OFFICE : Office of the Prosecutor
LOCATION : Arusha
JOB OPENING NUMBER : 2021/TJO/IRMT/OTP/221-FS

United Nations Core Values:         Integrity, Professionalism, Respect for Diversity

 

Organizational setting and Reporting:

This position is located in the Office of the Prosecutor, Arusha Branch, under the supervision of the Senior Trial Attorney on the Kabuga Trial Team.

*Appointment of the successful candidate to this position will be subject to budgetary approval.

 

Responsibilities:

 

The incumbent will work with the Senior Trial Attorney, Trial Attorney and/or Legal Officers in the preparation, organization and administrative management of the case, will have the administrative responsibility of ensuring the smooth running of the case, liaise and co-ordinate with a variety of personnel, be responsible for maintaining filing systems (electronic and hard copy), be responsible for keeping track of all potential evidence, and be responsible for tracking evidence. Facilitate effective and timely communication of information on behalf of the trial team with Defence counsel, Chambers and Registry. Obtain and provide legal research material in connection with the case before the Chamber of the Mechanism. Many other ad hoc duties as required.

 

Core Competencies:

Professionalism: Knowledge of the crimes committed during the genocide in Rwanda, in particular the factual and leagal basis for prosecution of the ICTR cases under the IRMCT’s jurisdiction. Demonstrated computer skills, including word processing, spreadsheets and other systems in use by the IRMCT, particularly for the presentation of evidence. 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. Demonstrates commitment to implementing the goal of gender equality by ensuring the equal participation and full involvement of women and men in all aspects of work.

 

• Teamwork – Works collaboratively with colleagues to achieve organisational goals. Solicits input by genuinely valuing others’ ideas and expertise; is willing to learn from others. Places team agenda before personal agenda. Supports and acts in accordance with final group decision, even when such decisions may not entirely reflect own position. Shares credit for team accomplishments and accepts joint responsibility for team shortcomings.

 

• Planning and Organising – 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.

 

QUALIFICATIONS

 

Education:

High school diploma or equivalent; demonstrated ability to use computer technology.

 

Experience:

Minimum of eight (8) years of responsible experience as a paralegal or records manager, or in a court- or law-related environment. Case management practice and litigation experience highly desirable.

Prior experience in the management or filing systems for both physical and electronic documentation also highly desirable.

 

Language:

English and French are the working languages of the Mechanism. For the post advertised, fluency in oral and written English is required. Working knowledge of Kinyarwanda is highly is desirable. Working knowledge of French is an advantage.

HOW TO APPLY:

 

• Staff at the FS-4 and FS-5 level are eligible to Applications from GS staff will be considered as external.

 

• Interested staff members must complete a UN Personal History Profile (PHP) form obtainable via Inspira personal accounts or the IRMCT website and submit together with a cover letter. Please submit all documents including the last two e-PAS/e- Performance appraisal to the [email protected] in-box. Please indicate the job opening number in the subject 
• Once received, a list of candidates who meet the requirements of the post will be sent to the supervisor, who will prepare a written comparative analysis of the candidates and recommend a staff member for the position. Please note, only short listed candidate(s) will be informed of the outcome

 

NOTE FOR EXTERNAL CANDIDATES:

 

• External applicants must complete the UN Personal History Profile (PHP) form obtainable from the IRMCT website (www.irmct.org) or from your personal Inspira account and forward electronically to the [email protected] in-box. Please indicate the job opening number in the subject Please note, CVs cannot be accepted.
• Once received, a list of candidates who meet the requirements of the post will be sent to the supervisor, who will prepare a written comparative analysis of the candidates and recommend a staff member for the position.
• Please note that only candidates under serious consideration will be notified of the final 

Forms

• Personal History Profile (PHP)
• PHP additional page

Special Notice:

The United Nations Secretariat is committed to achieving 50/50 gender balance in its staff. Female candidates are strongly encouraged to apply for this position.

 

The appointment is limited to the International Residual Mechanism for Criminal Tribunals. Appointment of the successful candidate on this position will be limited to the initial funding of the post. Extension of the appointment is subject to the extension of the mandate and/or the availability of funds. As the international tribunals are not integrated in the Secretariat, UN Staff Members serve on assignment or secondment from their parent department/office if selected. Appointments of staff members in the United Nations are subject to the authority of the Secretary-General. Staff Members are expected to move periodically to new functions in accordance with established rules and procedures, and may in this context be reassigned by the Secretary-General throughout the Organization based on the changing needs and mandates.

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 backgrounds 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.

 

 

NOTE FOR PREVIOUSLY ROSTERED CANDIDATES

Roster candidates must express their interest and availability for published job openings by submitting an updated PHP and cover letter.

 

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.

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