Category: Programs
Req ID: TECHN02091
Posted Date: 2020-06-16
Schedule: Full Time
Location: Cairo, Egypt EGY

Description

Background:

Creative Associates International is a dynamic, fast-growing global development firm that specializes in education, economic growth, democratic institutions and stabilization. Based in Washington, D.C., Creative has a field presence in more than 25 countries with a strong client portfolio that includes the U.S. Agency for International Development and the State Department, among others. Since its founding in 1977, Creative has earned a solid reputation among its clients and is well-regarded by competitors and partners alike.

Position Summary:

The TVET Environment for Skills and Employment Lead will lead the program team in meeting targets for Objective 3 of an upcoming USAID-funded workforce development program in Egypt. The anticipated opportunity provides targeted support to relevant Government of Egypt entities to improve the quality and sustainability of TVET institutions and schools throughout the country.

The Lead should expect to manage results, related to “improving the environment for skills development and employment” throughout the country. S/he will work with governorate-level leadership and the private sector to address constraints to the current system, and build market linkages to ensure advocacy and cooperation between governments and private sector actors, including the Egyptian National Competitiveness Council (ENCC) and EAG.

Reporting & Supervision:

The TVET Environment for Skills and Employment Lead will report to the Deputy Chief of Party -Technical.

Expected Outcomes:

• New EPC’s will be established and supported to build capacity to identify constraints
• The EPC model will be sustainable and rolled out to governorates throughout Egypt
• The Egyptian National Competitiveness Council (ENCC) will have a stronger advocacy unit to better address needed labor-market reforms
• Different EPCs will be linked with other actors, including ENCC and the Economic Advisory Group (EAG) to ensure that constraints identified in EPCs are addressed by the EAG
• Private sector actors are provided withs sustainable linkages to TVET institutions and will continue to inform those institutions
  Primary Responsibilities:
• Oversee team to review existing studies and produce an analysis of current constraints to the TVET system
• Facilitate opportunities for the respective government entities to meet
• Lead in guiding the relevant government entities to create to set goals and plan for how to address these market constraints
• Define workplans and timelines for achieving this objective, including sustainable mechanisms for market linkages between government entities
• Provide recommendations on regulatory reforms to enable public and private higher educational institutions to operate effectively and efficiently;
• Oversee team of experts and ensure they meet deadlines appropriately.
  Required Skills & Qualifications:
• Graduate degree in Education, Human Resource Development, Organizational Behavior, Business, Economics, or other relevant fields highly desired;
• Excellent track record of achieving improved employment outcomes in similar workforce development activities;
• Minimum Eight (8) years of experience in the workforce and five (5) in workforce and policy development at the local and national level, including experience working with host country training or higher education institutions;
• Experience designing and delivering capacity development programs and service provision with business associations, MSMEs, and entrepreneurs; and
• Arabic and English fluency required.
  Local and regional candidates strongly encouraged to apply.

Position contingent upon donor funding.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

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