THE ORGANIZATIONAL SETTING

Under the direction of Director of the Capacity Development and Implementation Bureau (CDI), the Field Operations Section (FOS) is responsible for the development, implementation, monitoring, evaluation, and closure of Technical Assistance (TA) and Technical Cooperation (TC) projects. It drafts agreements and aids in creating country-specific and regional projects and programs by identifying priority areas, developing objectives, activities, and deliverables, setting timelines, and specifying budgetary requirements.

Additionally, under the direction of the CDI Director, the Field Personnel Section (FPS/FRU) recruits international experts to implement Capacity Development and Implementation projects across various Civil Aviation fields and manages the ICAO Roster of Experts.

The primary objective of this project is to assist States in developing a comprehensive strategy and action plan to effectively address both current and future workforce needs, while attracting, training, developing, and retaining the Next Generation of Aviation Professionals (NGAP). The goal is to establish a sustainable and resilient aviation workforce, supported by a robust monitoring and evaluation framework.

MAJOR DUTIES AND RESPONSIBILITIES

Under the Direction of the Director, CDI, and in close collaboration with the Ministry of transport or other relevant administration in charge of the designated State, the incumbent will perform the following functions:

Function 1 (incl. Expected results)

Field Project coordinator

Lead the development of the NGAP Strategy and Action plan.
Perform ICAO Team coordinator role for the project and as such manage and coordinate the project team in the field and the day-to-day activities of the project.
Serve as a focal point of the ICAO team.
In coordination with all the stakeholders, prepare a detailed project work plan including a detailed schedule containing activities to be undertaken as part of the project and submit it to ICAO within 3 weeks from the deployment.
Monitor team member’s activities to ensure time delivery of the outputs.
Coordinate, consolidate and provide the necessary reports of the project.
Provide status reporting of team activities against the program plan or schedule, and keep ICAO CDI Director informed of task accomplishment, issues and status.
Escalate issues which cannot be resolved by the team to the Director CDI through the ICAO Project manager.

Function 2 (incl. Expected results)

Context assessment

Identify stakeholders involved (relevant governmental entities, ANSPs, Airport authority, training centers and academia, key industry players etc) and define roles and responsibilities
Collaborate with the Team members to collect, collate, and consolidate data on relevant aviation indicators, current, medium- and long-term personnel demand and training capacity, considering various criteria, including but not limited to:
- Projection of aviation activities of the State (traffic demand, overflights, etc.).
- Expected aviation operations (number of airports, airlines, other service providers).
- USOAP, USAP results
- HR policies in place
- Labor market for aviation jobs
- Industry capacity and challenges
- Identification of aviation jobs, competencies, and qualification requirements to meet ICAO's five Strategic Objectives
- Identification of future jobs, competencies, and skills required due to innovation and technological advancements.
- Disaggregation of data by occupational area, age, and gender.
- Current training capacity and educational programmes available and future needs.
- Youth population awareness of aviation educational paths and careers
- Any other relevant data identified etc.

Coordinate with the team members to develop a forecasting methodology - covering all aviation disciplines personnel
Perform a SWOT and/or PEST analysis to understand challenges and opportunities as well as external and internal forces affecting the development of sustainable aviation professionals.

Draft a report on the findings, the medium and long-term human resources need, training capacity and the forecasting methodology.

Function 3 (incl. Expected results)

Gap assessment

Identify existing human resources gaps and anticipated demand in various professional categories across ICAO’s five strategic objectives.
Conduct a training needs assessment.
Review the current capacity of Aviation Approved Training Centers to meet the current and future demand
Identify levels of awareness of youth on Civil aviation education paths and their intention to pursue aviation careers etc.
Identify national policies and provisions to be implemented concerning the supply of civil aviation human resources.
Conduct stakeholders’ consultations to validate findings and gather additional insight.
Compile the gap analysis report, documenting findings and recommendations for addressing identified gaps.
Submit the report to the designated State relevant administration for approval.

Function 4 (incl. Expected results)

Development NGAP strategy and action plan

Develop a comprehensive 15-year strategic and action plan to address existing gaps and future demand in the aviation workforce and training field, and more specifically to attract, train, educate, retain the next generation of aviation professionals.
The plan will encompass the necessary resources, outreach activities, and policies required to attract, train, and retain the next generation of aviation professionals, focusing on the most critical areas of expertise, including but not limited to:
- Vision, goals, and objectives of the strategy;
- Training and Education Alignment;
- Partnerships and Resource Mobilization plan;
- Outreach and Engagement plan;
- Scholarship and Incentive Programmes;
- Mentorship and Internship Opportunities;
- Career Fairs and Exhibitions;
- National Awareness Campaign;
- Governance and Performance Monitoring framework;
- Risk register.
Submit the draft NGAP Strategy report for the designated State relevant administration review.
Make a presentation of the NGAP strategy to designated State relevant administration.
Consolidate the NGAP strategy in accordance with designated State relevant administration feedback.
Submit the final report for designated State relevant administration approval.

Function 5 (incl. Expected results)

Performs other related duties, as assigned.

IMPACT OF THE OUTCOME OF THE POSITION

The execution of the NGAP strategy and action plan will allow the State to build a strong and sustainable aviation workforce.

WORK RELATIONS AND CONTACTS

The incumbent will report to the Field Operations Section, He/she will collaborate closely with the focal point appointed by the relevant administration of the designated State, as well as with other counterparts as necessary.

COMPETENCIES

Core Competencies:

Professionalism: 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.

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.

Teamwork: Works collaboratively with colleagues to achieve organizational 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 Organizing: 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.

Accountability: Takes ownership of 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.

Client Orientation: Considers all those to whom services are provided to be “clients ” and seeks to see things from clients’ point of view; establishes and maintains productive partnerships with clients by gaining their trust and respect; Identifies clients’ needs and matches them to appropriate solutions; monitors ongoing developments inside and outside the clients’ environment to keep informed and anticipate problems; keeps clients informed of progress or setbacks in projects; meets timeline for delivery of products or services to client.

Technological Awareness: Keeps abreast of available technology; understands applicability and limitations of technology to the work of the office; actively seeks to apply technology to appropriate tasks; shows willingness to learn new technology.

Commitment to Continuous Learning: Keeps abreast of new developments in own occupation/profession; actively seeks to develop oneself professionally and personally; contributes to the learning of colleagues and subordinates; shows willingness to learn from others; seeks feedback to learn and improve.

Managerial Competence:

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.

QUALIFICATION AND EXPERIENCE

Education

Essential

University degree in Human resources, aviation management, aviation technical area, business administration, or a related field is preferred

Desirable

Additional certifications or training in workforce development, strategic planning, or aviation-related disciplines

Professional Experience

Essential

A minimum of 10 years’ experience in aviation workforce development, human resources, training, strategic planning, talent management, or related fields
Strong analytical skills with the ability to conduct SWOT and PEST analyses and translate findings into actionable strategies.
Experience in workforce development, talent management, succession planning, or aviation industry education.
Familiarity with best practices in aviation workforce development, including attracting, educating, training and retaining a diverse talent pool, implementing training and education programs, and promoting career opportunities in aviation.
Knowledge of Aviation Industry: A strong understanding of the aviation industry, including its workforce needs, training requirements, and regulatory frameworks, is essential.

Desirable

Familiarity with the International Civil Aviation Organization (ICAO) and its strategic objectives is highly beneficial.
Proficiency in Human resources planning. data analysis techniques and tools.

Languages

Essential

A good command of oral and written English.

Desirable

A working knowledge of French or another official language of the Organization (Arabic, Chinese, Russian, or Spanish)
A working knowledge of Portuguese is an asset.

CONDITIONS OF EMPLOYMENT

It should be noted that this is a prospective position intended for experts interested in consultancy contracts. (short and long term)

Evaluation of qualified candidates may include an assessment exercise which may be followed by competency-based interview.

ICAO CDI consultants are expected to conduct themselves in a manner befitting their status as international civil servants.

ICAO CDI offers an attractive benefit package to its consultants in accordance with the policies of the International Civil Service Commission (ICSC).

No Fee

	THE UNITED NATIONS DOES NOT CHARGE A FEE AT ANY STAGE OF THE RECRUITMENT PROCESS (APPLICATION, INTERVIEW MEETING, PROCESSING, OR TRAINING). THE UNITED NATIONS DOES NOT CONCERN ITSELF WITH INFORMATION ON APPLICANTS’ BANK ACCOUNTS.

ICAO Roster-Human Resources Development and Training Assessment - Project Coordinator (NGAP)