Manager, Training and Capacity Building
Closing Date: July 5, 2013
Organization: Right To Play International
Department/Division: International Programs
Work location: Toronto, Canada
Authorized to Work in: Canada (i.e., Canadian citizen or permanent resident)
BACKGROUND:
Right To Play is a global organization that uses the transformative power of play to educate and empower children facing adversity. Through playing sports and games, Right To Play helps one million children weekly in more than 20 countries to build essential life skills and better futures, while driving lasting social change. Founded in 2000 by four-time Olympic gold medalist and social entrepreneur Johann Olav Koss, Right To Play is headquartered in Toronto, Canada and has national offices in Canada, the Netherlands, Norway, Switzerland, the United Kingdom, the United States and regional offices in Africa, Asia, the Middle East and Latin America. Our programs are facilitated by more than 600 international staff and 13,500 volunteer Coaches.
Visit us at www.RightToPlay.com
JOB SUMMARY:
Under the supervision of the Senior Director, International Programs, the Manager, Training and Capacity Building is responsible for organization wide training and capacity building, the development of program methodology and resources, and the development and strengthening of relevant partnerships. A skilled trainer and a strong communicator, the Manager, Training and Capacity Building will provide on-going support to Field Training Specialists, and ensure continuous knowledge sharing of best practices and lessons learned. Located at Right To Play Headquarters in Toronto, the Manager, Training and Capacity Building will work closely with Regional Field Specialists and the International Programs Team.
PRIMARY RESPONSIBILITIES:
Job Responsibility #1: Training And Capacity Building (30% of Time):
Provide guidance and technical support to Field Training Specialists. Serve as the organizational interlocutor in supporting the documentation and dissemination of training best practices and lessons learned. Lead and provide mentorship to the Training Officer. As required, support colleagues at HQ in the development of facilitation skills and training content.
Regional Field Training Specialists
o Lead regular communication efforts among Specialists – including monthly meetings, and the organization and implementation of an Annual Meeting – as a means to share regional/ country/ individual updates on successes and challenges, support Specialists in building the capacity of training specialists within their regions, and to share best practices and lessons learned.
o Provide on-going support to identified Specialists, including the implementation of training standards and systems, the creation of professional development plans for staff in the region, and Region/ Country visits as required.
• Training Officer: Lead, mentor and promote professional learning through the development and review of an individual plan, and the provision of regular formal and informal feedback.
• Right To Play HQ: As required, provide one-on-one support to staff in the development of facilitation skills, and the design and delivery of training content.
Job Responsibility #2: Program Methodology (30% of Time):
Lead and/or support, and as relevant, participate in organizational Task Forces, to strengthen and/or develop various aspects of program methodology and implementation.
• Program Design & Quality Assurance: Conduct organizational assessment of existing practice and materials, develop strategy, guideline and process, design tools, pilot plan and tools, and refinement.
• Existing Resources Review: Conduct assessment of existing resource materials and technology, and lead on revision and modification of resources for future implementation.
• Leader Certification Standards
o Ensure that Leaders meet expected standards of performance by supporting the development of global strategy, guideline and process, design of tools, piloting of plan and tools, and refinement.
o Advise Regional Field Training Specialists as to how to improve upon standards of performance.
• Ministry of Education Initiatives: In accordance with the Strategic Plan, support regional and country teams in the development and implementation of MoE initiatives.
• Annual Planning
o Support the review of programmatic annual plans to ensure that training activities are designed to meet program outcomes and aligned with proposals.
o Support the development, implementation and review of the annual team plan and budget.
o Monitor risks and opportunities, and as required build contingency plans throughout the year.
• Promising and Best Practices: Oversee the identification, validation, documentation and sharing of promising and best practices globally and within the organization.
Job Responsibility #3: Resource Development (30% of Time):
Lead the development of new resources and the revision of existing resources in line with the strategic plan, and annual plans.
• New Resource Identification: Support the establishment of a vision for new organizational resources, ensuring that resources meet the needs of a diverse group of stakeholders most notably, leaders, children and youth.
• Development and Implementation of New and Revised Resources
o Create and manage the resource development plan inclusive of determining the project team, accountabilities, schedules and budget.
o Support organizational staff members in the development and processes for planning, organizing, and implementing new resources.
o As required, identify and manage consultative sources for development, editorial and production initiatives.
o Assess and evaluate new and revised resources, and as required, lead the revision of resource materials.
• Sharing Information and Best Practices: Serve as liaison with organizational staff to share information and best practices related to the development and implementation of new and revised resources.
Job Responsibility #4: Partnerships & Innovation (10% of Time):
Improve Right To Play’s ability to provide technical expertise in training and capacity building initiatives through the strengthening and development of partnerships, and oversight of innovative measures.
• Partnership Strengthening and Development
o Communicate and liaise with IOs, INGOs, and Sport for Development organizations vis-à-vis training methodology, capacity building processes, workshop facilitation and adult education.
o Develop contacts and leverage opportunities with partner organizations and consultants to support the implementation of training.
• Innovation: Manage the development and implementation of an internal on-line platform that will assist the organization to share games and activities, lesson plans, standards and best practices, and program design materials and tools.
EDUCATION/TRAINING/CERTIFICATION:
Required (must have):
• Masters degree in education or equivalent combination of education and work experience (e.g., Physical and Health Education, Sport Coaching Certification and Experience, Teaching Certification and Experience).
Desired (asset):
• Masters degree or certification in adult education or experiential learning.
EXPERIENCE
Required (must have):
• 7+ years in the International Development and/or Humanitarian sector (preferably with oversees experience).
• 2-5 years teaching (preferably adults).
• Demonstrated resource and curriculum design and implementation.
• Development, implementation and management of training initiatives in the international development context.
• Experience working with a variety of stakeholders in cross-cultural settings.
• Sport and play participation.
• Management of staff and volunteers.
KNOWLEDGE/SKILLS REQUIRED:
• International development knowledge base in thematic areas including Education and Child Development, Health, Peace Building and Conflict Resolution, Community Development, Gender Equality, Child Protection and Disability.
• A strong background in principles of adult education.
• Proficiency in evaluating the effectiveness of workshops and the implementation of activities with children.
• Substantial experience and knowledge of program standards and training processes for NGO programs.
• Results Based Management.
• Project Management and Planning.
• Technical Writing.
• M&E knowledge base.
COMPETENCIES / PERSONAL ATTRIBUTES:
ACHIEVEMENT
Planning & Organizing
• Develops and establishes broad scale, two to three year objectives, goals and operating plans that will positively impact Right To Play’s results and achieve quality outcomes.
• Gains agreement to the plan and inspires a shared vision that is 1-2-3 years into the future. Monitors progress of the plan against deadlines and readjusts resources when needed.
• Assigns priorities and takes corrective action to ensure deadlines are met. Ensures team members understand each other’s roles and the team’s goals.
• Understands the consequences of different planning scenarios. Uses RBM tools. Uses performance measures to track individual and team achievements.
Financial & Business Acumen
• Successfully establishes budgets, implements and maintains expense control processes within unit. Manages expenses of the work unit ensuring cost effective use of resources (money, people, equipment).
• Tenders and contracts for goods and services where there is discretion to award the contract to other than the lowest bidder. Authorizes payment involving substantial monies, and ensures that quality meets contractual obligations and internal standards before releasing funds.
• Optimizes ongoing revenue development in a geographic or focus area including setting specific targets and adjusting these in response to changing conditions. Is able to ‘close’ the deal. Demonstrates accountability for ensuring targets are reached.
• Presents Right To Play as a credible INGO among local/national and functional partners, donors, beneficiaries.
INNOVATION
Creativity: New & Improved• Understands current Right To Play process and links knowledge of current or emerging approaches, tools, methods and/or technologies to the future needs of Right To Play. Implements new technologies and/or methods into business processes to stay current with stakeholder needs and expectations.
• Regularly evaluates current programs and services to identify new opportunities. Demonstrates an in-depth understanding of potential solutions in own area of expertise that could positively impact Right To Play’s success. Leads and coordinates the implementation process.
• Establishes a climate for creativity and change in the work environment. Ensures open-minded optimism toward new ideas, enables free-flow of internal and external information, encourages a diversity of views – both confirming and opposing, provide time for group creative problem solving, gives people the freedom to make appropriate decisions, creates informality in the workplace.
• Tools are cost/benefit analyses, gap analyses, force field analyses, creative and analytical problem solving methodologies.
LEARNING
• Deliberately learns from partnerships and alliances.
• Regularly uses Reflect, Connect & Apply at the end of meetings.
• Regularly synergizes the collective knowledge of others through the use of functional and cross-functional task groups.
• Uses tools like ‘focused conversation’, ‘successes & failures’, ‘pros & cons’, to help the team learn from any experience.
SUPPORT
Values & Ethics
• Understands and behaves in accordance with Right To Play’s mission, vision and values.
• Maintains high personal standards of ethics and integrity by being honest and trustworthy. Consistently honours commitments to others.
• Knows and adheres to the Right To Play Code of Conduct. Exercises personal duty of care to children, colleagues and the organization by reporting violations to the Code of Conduct.
• Actions and behaviours are free from discrimination based on race, sex, colour, national or ethnic origin, religion, marital status, family status, age, sexual orientation or disability; and free from harassment and bullying.
• When a values and ethics violation becomes known, conducts appropriate fact finding, analyses and decision-making, and carries out the appropriate disciplinary action as required.
Relationship Building / Conflict Resolution
• Proactively enhances relationships over a period of time by focusing on both immediate and longer term needs. Earns the confidence of others where it is not automatically given by overcoming resistance, building trust and credibility over time.
• Uses clear and concise statements to express ideas and make sure that facts/thoughts are clearly linked to the main point. Is able to read the audience and adjust the delivery accordingly. Draws on examples and illustrations to improve explanations and make topics relevant, often without the benefit of prior preparation.
• Expresses positive expectations of staff and provides specific coaching and feedback. Is sincerely interest in people’s work related issues and activities.
• Facilitates general buy-in and cooperation from multiple stakeholders (staff, management, partners, donors, athletes, etc). Probes into the underlying causes of conflict. Negotiates solutions that create win-win outcomes.
Leadership
• Use of Authority: Includes the team in a decision-making process when appropriate. Uses formal authority and power in a fair and equitable manner. Is able to make tough decisions when necessary. Treats team members equally and ensures workloads are balanced.
• Develops Others: Challenges others to think creatively and generate fresh perspectives and ideas. Provides assignments, formal training or other experiences to foster employee learning.
• Team Building: Sets the team up for success. Ensures the group has all the necessary information. Lets the people affected by a decision know what is happening. Cares about the team and promotes a high level of morale and productivity.
• Empowerment: Effectively delegates both responsibility and decision-making authority and holds others accountable for their work. Conducts regular performance planning & review meetings with staff.
• Recognition: Shares wins and successes. Recognizes and celebrates team contributions and achievements.
• Advocate: advocates for the team within Right To Play.
Compensation: We offer a competitive salary and benefits package
Employment Start Date: Immediately
Contract Duration: Full Time, Indefinite
HOW TO APPLY:
If you are interested in applying for this position, please send your resume and cover letter to:
hr2@righttoplay.com and kindly include “Manager, Training and Capacity Building-Devnet” and your name in the subject line. Please indicate your salary expectations in the cover letter.
While we thank all applicants for their interest, only those selected for interviews will be contacted.
Right To Play is a child-centered organization. Our recruitment and selection procedures reflect our commitment to the safety and protection of children in our programs.
To learn more about who we are and what we do, please visit our website at www.righttoplay.com.
Right To Play is an international humanitarian organization that uses the power of sport and play to improve the lives of children in the most disadvantaged areas of the world. We believe that all children have the right to play.
Right To Play’s human resources philosophy reflects the spirit that drives the organization. The philosophy influences the kind of people who are interested in working for us, the kind of people we recruit and how we treat our people.
Right To Play’s culture is entrepreneurial, where employees are encouraged and empowered to perform in the context of rapid international growth, and to aim for the highest quality and adopt global best practices in delivering our programs.
Our employees are global citizens who are passionate about improving the world we live in through value-based grassroots activities. We work on the ground with and through people in the communities we serve to improve the lives of their children. By having a constant presence in these communities and helping them develop the resources and skills they need to help themselves, we aim for sustainable, long-term development.
To translate our vision into action, our philosophy for delivering our programs is “LOOK AFTER YOURSELF, LOOK AFTER ONE ANOTHER”. Our employees are the backbone of this delivery, and the philosophy supports them by defining the desired outcomes of our human resources philosophy. This means that we pay competitive salaries, provide comprehensive benefits, encourage employee social events, provide development opportunities and a great work environment.
We measure the success of this philosophy by indicators such as employee satisfaction surveys and staff turnover rate, as well as the overall success of Right To Play.