VACANCY ANNOUNCEMENT NUMBER: 51-12
OPEN TO: Eligible Family Members (AEFMs) – All Agencies
POSITION: Community Liaison Office (CLO) Coordinator
OPENING DATE: December 18, 2012
CLOSING DATE: January 1, 2013
Or Open until filled
WORK HOURS: Full-time; 40 hours/week
The U.S. Mission Djibouti is seeking one Eligible Family Members (EFM) for employment in the position of Community Liaison Office Coordinator in the Management Section of the Embassy.
A copy of the complete position description listing all duties and responsibilities is available in the Human Resources Office. Contact 21 45 30 00.
BASIC FUNCTION OF POSITION
The Community Liaison Office Coordinator (CLO) develops and manages a comprehensive program to maintain high morale. The CLO identifies the needs of the post community and responds with effective programming, information and resources, and referrals. Serving as the community advocate for employees and family members, the CLO advises post management on quality of life issues, recommends solutions, and advocates effectively for employee/ family friendly policies.
The duties of the CLO are defined in eight areas of responsibility: employment liaison, crisis management and security liaison, education liaison, information and resource management, guidance and referral, welcoming and orientation, community liaison, and events planning. The CLO develops and administers a program plan across the 8 areas, which is client-driven and responsive to post-specific needs.
• Advocate for family member employment opportunities within the Mission and on the local economy and recommend policy initiatives to post management. • Advertise employment opportunities within the Mission and on the local economy. • Serve on the Post Employment Committee and advocate for family member preference and a formalized post hiring policy. • Promote negotiation of reciprocal bilateral work agreements. • Encourage and facilitate alternative employment options such as telework and home-based businesses. • Organize and facilitate career planning workshops and employment seminars for family members. • Inform family members on EFM employment programs managed by the DOS and USAID. • Inform family members on employment resources. • Encourage and assist family members to apply for functional training. • Administrate the post Summer Hire Program. • Coordinate and maintain post's Family Member Employment Report (FAMER). • Publicize FLO employment database.
Crisis Management and Security Liaison:
• Relay critical security information between post management and the community. • Represent the interests and concerns of community members when security or crisis situations arise. • Serve on the Emergency Action Committee with primary responsibility for rumor control. • Work with RSO to organize security briefings, contingency planning seminars, and town meetings to disseminate information and ensure emergency preparedness. • Develop and maintain a warden system database for all employees and family members that include safe haven information. • Provide and explain evacuation regulations and allowances to community members. • Provide departure and safe haven info to FLO during an evacuation. • Work in the FLO Office as an evacuated CLO as circumstances and funding permit. • Crisis aftermath - work with post management to rebuild the community.
• Establish and maintain liaison with schools used by post families. • Provide information and referral service on educational options available to employees and family members at post. Provide current information and resources on overseas schools, Washington area schools, boarding schools, education allowances, special needs resources, home schooling, distance learning, adult education opportunities and child care issues. • Facilitate programs that support students and youth at post. • Prepare annual School Summary Report for the Office of Overseas Schools and the annual Child Care Report for FLO.
Information and Resource Management:
• Gather, maintain and disseminate information to the community, post management, and appropriate functional offices in the Department. • Pursue and develop resources within and outside the Mission to best serve constituent needs. • Establish and maintain a community resource center that includes Internet/Intranet access. • Develop and consolidate written resource materials under welcome/orientation/reentry, as well as other areas of CLO responsibility. • Develop client database, publish a newsletter and CLO page on post website. • Market the CLO program to the community and post management to garner support for programs. • Submit semi-annual activity report to FLO. • Submit updated post information to OBC.
Guidance and Referral:
• Provide confidential support to individuals and groups within the community. (Divorce, spouse/child abuse, adoption, death, mental health concerns) • Utilize available resources to address concerns and meet needs. • Recommend referrals as appropriate. • Represent individual and/or collective concerns to post management as appropriate and help formulate solutions and family friendly policies.
Welcoming and Orientation:
• Provide pre and post arrival information and resources to ensure successful acclimation to post environment. • Organize and maintain an effective sponsorship program. • Organize post welcome activities. • In close collaboration with the Human Resources Office, coordinates official post orientation program for USDH. • Coordinate reentry workshop for departing employees and family members.
• Establish and maintain an effective working relationship with all agencies and sections of the Mission. • Publish newsletter for embassy-wide distribution. Pursue and develop effective working relationship with local community organizations and resources that benefit members of the post community and enhance quality of life at post. • Serve as community representative on Mission committees (IAHB, EAC, and PEC). • Attend country team and regularly scheduled briefings with MGMT and the AMB or DCM • Develop an effective working relationship with CLOs from Missions in the region (Addis Ababa, Asmara, Nairobi, Cairo, etc.).
• Coordinate the development and implementation of relevant programs to enhance post morale in the following three categories: U. S. traditions; Host country culture; Social, educational and recreational activities • Encourage volunteerism through community outreach. • Facilitate morale-enhancing seminars and workshops organized by other groups or individuals at post.
Supervisory controls: The CLO reports directly to the Management Officer. The employee and supervisor develop a mutually acceptable project plan that includes identification of work requirements, scope of program, and timelines for completion. Within the parameters of this plan, the CLO functions independently and has responsibility for implementation and administration of the program.
The CLO functions independently when responding to client or collective issues. Frontline response to sensitive and complex issues requires immediate assessment of the gravity of the situation and a timely response to the client (s) as to the appropriate initial action. This necessitates mature and measured judgment on the part of the CLO until he or she can subsequently inform the supervisor of potentially controversial issues with individual or widespread impact. In responding to quality of life issues and concerns, the ramifications of faulty advice or inappropriate course of action may be seriously detrimental to final resolution and have larger morale implications. In this capacity, the CLO is a front-line responder. For performance evaluation purposes, the rating officer is the Management Counselor and the reviewing officer is the DCM. At Post where the CLO reports to the Management Officer, the reviewing officer is the Management Counselor.
For performance evaluation purposes, the rating officer is the Management Officer and the reviewing officer is the DCM.
Supervisory responsibilities: None
Participation in post committees/boards: High degree of judgment required in dealing with the community. The CLO is a full member of the Management staff team, attends regularly scheduled Management meetings and meets one on one with the Management Counselor on a regular basis. The CLO attends country team and is a member of the Emergency Action Committee (EAC), Post Employment Committee (PEC), Interagency Housing Board (IAHB), and association board at post. The CLO meets on a regular basis with the Ambassador or DCM.
Program funding responsibilities: Federal law prohibits the use of appropriated funds to support the CLO program. The CLO Coordinator works with other organizations at post to defray the cost of programs that are not self-supporting, or to obtain advance funding for activities. CLOs with supportive and viable employee associations at post submit an annual or semi-annual budget proposal request for financial support. The CLO may also organize in-house fund-raising activities in support of programs.
NOTE: All applicants must address each selection criterion detailed below with specific and comprehensive information supporting each item.
1. Required Education: Completion of High School Degree is required.
2. Required Prior Experience: Requirement for 3 to 5 years in an area involving problem solving for a diverse, complex customer or client population, including advocacy on behalf of others, effectively working with officials at all levels of an organization; as well as interpreting, adapting and applying regulatory or procedural materials.
3. Language Requirement: Level 4 (Fluent) Speaking/Reading English is required. (English language proficiency will be tested)
4. Skills and Abilities: Ability to analyze and define long-term goals, determine effective use of resources, and implement programming responsive to community needs. • Ability to recognize, evaluates, and manages potential conflicts inherent to serving the needs of a diverse community. • Ability to deal with all levels of post management in the identification and resolution of morale issues and implementation of responsive policies. • Ability to coordinate with other elements of the Mission to ensure program success. • Ability to develop and maintain effective contacts in local business, educational, and service communities. • Ability to listen and respond to quality of life concerns in a professional and sensitive manner. The CLO is a caregiver who often deals with issues that are subjective in nature and relate directly to overall mental and physical well-being of the client(s) or community as a whole.
Must be able to introduce and adapt American lifestyles to Djiboutian culture and society.
Must be able to operate Microsoft Office Suite programs.
Successful candidate must be granted a Top Secret clearance.
When equally qualified, US Citizen Eligible Family Members (AEFM) and U.S. Veterans will be given preference. Therefore, it is essential that the candidate address the required qualifications above in the application.
ADDITIONAL SELECTION CRITERIA:
1. Management will consider nepotism/conflict of interest, budget, and residency status in determining successful candidacy.
2. Current employees serving a probationary period are not eligible to apply.
3. Currently employed US Citizen EFMs who hold a FMA appointment are ineligible to apply for advertised positions within the first 90 calendar days of their employment.
4. Currently employed NORs hired under a Personal Services Agreement (PSA) are ineligible to apply for advertised positions within the first 90 calendar days of their employment, unless currently hired into a position with a When Actually Employed (WAE) work schedule.
Interested candidates for this position must submit the following for consideration of the application:
1. Universal Application for Employment as a Locally Employed Staff or Family Member (DS-174); and
2. A combination of both; i.e. Sections 1 -24 of the UAE along with a listing of the applicant’s work experience attached as a separate sheet; or
3. A current resume or curriculum vitae that provides the same information found on the UAE; plus DS -174
4. Candidates who claim US Veterans preference must provide a copy of their Form DD-214 with their application. Candidates who claim conditional US Veterans preference must submit documentation confirming eligibility for a conditional preference in hiring with their application.
5. Any other documentation (e.g., letters of employment; essays, certificates, awards; driving license; and copies of degrees earned) that addresses the qualification requirements of the position as listed above.
6. If an applicant is submitting a resume or curriculum vitae, s/he must provide the following information equal to what is found on the UAE.
Failure to do so will result in an incomplete application.
A. Position Title
B. Position Grade
C. Vacancy Announcement Number (if known)
D. Dates Available for Work
E. First, Middle, & Last Names as well as any other names used
F. Date and Place of Birth
G. U.S. Citizenship Status (Yes or No) & status of permanent U.S. Resident (Yes or No; if yes, provide number)
H. U.S. Social Security Number and/or Identification Number
I. Eligibility to work in the country (Yes or No)
J. Special Accommodations the Mission needs to provide
K. If applying for position that includes driving a U.S. Government vehicle, Driver’s License Class / Type
L. Days available to work
M. List any relatives or members of your household that work for the U.S. Government (include their Name, Relationship, & Agency, Position, Location)
N. U.S. Eligible Family Member and Veterans Hiring Preference
P. License, Skills, Training, Membership, & Recognition
Q. Language Skills
R. Work Experience
SUBMIT APPLICATION TO
U.S. Embassy, Harramouss
Human Resources Office
P.O. Box: 185
POINT OF CONTACT
Human Resources Office
Telephone: 21 45 30 00
FAX: 21 45 30 20
1. Eligible Family Member (EFM) - An individual related to a US Government employee in one of the following ways:
• Spouse or same-sex domestic partner (as defined in 3 FAM 1610);
• Child, who is unmarried and under 21 years of age or, regardless of age, is incapable of self-support. The term shall include, in addition to natural offspring, stepchildren and adopted children and those under legal guardianship of the employee or the spouse when such children are expected to be under such legal guardianship until they reach 21 years of age and when dependent upon and normally residing with the guardian;
• Parent (including stepparents and legally adoptive parents) of the employee or of the spouse, when such parent is at least 51 percent dependent on the employee for support;
• Sister or brother (including stepsisters and stepbrothers, or adoptive sisters or brothers) of the employee, or of the spouse, when such sibling is at least 51 percent dependent on the employee for support, unmarried, and under 21 years of age, or regardless of age, incapable of self-support.
2. US Citizen Eligible Family Member (USEFM)- For purposes of receiving a preference in hiring for a qualified position, an EFM who meets the following criteria:
• US Citizen; and,
• EFM (see above) at least 18 years old; and,
• Listed on the travel orders of a direct-hire Foreign, Civil, or uniformed service member assigned to or stationed abroad with a USG agency that is under COM authority, or at an office of the American Institute in Taiwan; and either:
1. Resides at the sponsoring employee's or uniformed service member's post of assignment abroad or at an office of the American Institute in Taiwan; or
2. Resides at an Involuntary Separate Maintenance Allowance (ISMA) location authorized under 3 FAM 3232.2.
3. Appointment Eligible Family Member (AEFM) - EFM (see above) eligible for a Family Member Appointment for purposes of Mission employment:
• Is a U.S. citizen; and
• Spouse or same-sex domestic partner (as defined in 3 FAM 1610) or a child of the sponsoring employee who is unmarried and at least 18 years old; and
• Is listed on the travel orders or approved Form OF-126, Foreign Service Residence and Dependency Report, of a sponsoring employee, i.e., a direct-hire Foreign Service, Civil Service, or uniformed service member who is permanently assigned to or stationed abroad at a U.S. mission, or at an office of the American Institute in Taiwan (AIT), and who is under chief of mission authority; and
• Is residing at the sponsoring employee's post of assignment abroad or, as appropriate, office of the American Institute in Taiwan.
• Does not receive a Foreign Service or Civil Service annuity
4. Member of Household (MOH) - An individual who accompanies a direct-hire Foreign, Civil, or uniformed service member permanently assigned or stationed at a U.S. Foreign Service post or establishment abroad, or at an office of the American Institute in Taiwan. An MOH is:
• Not an EFM; and,
• Not on the travel orders of the sponsoring employee; and,
• Has been officially declared by the sponsoring USG employee to the COM as part of his/her household.
A MOH is under COM authority and may include a parent, unmarried partner, other relative or adult child who falls outside the Department’s current legal and statutory definition of family member. A MOH does not have to be a US Citizen.
5. Not Ordinarily Resident (NOR) – An individual who:
• Is not a citizen of the host country; and,
• Does not ordinarily reside (OR, see below) in the host country; and,
• Is not subject to host country employment and tax laws; and,
• Has a US Social Security Number (SSN).
NOR employees are compensated under a GS or FS salary schedule, not under the LCP.
6. Ordinarily Resident (OR) – A Foreign National or US citizen who:
• Is locally resident; and,
• Has legal, permanent resident status within the host country; and,
• Is subject to host country employment and tax laws.
EFMs without US Social Security Numbers are also OR. All OR employees, including US citizens, are compensated in accordance with the Local Compensation Plan (LCP).
CLOSING DATE FOR THIS POSITION: JANUARY 1, 2013 OR OPEN UNTIL FILLED
The US Mission in Djibouti provides equal opportunity and fair and equitable treatment in employment to all people without regard to race, color, religion, sex, national origin, age, disability, political affiliation, marital status, or sexual orientation. The Department of State also strives to achieve equal employment opportunity in all personnel operations through continuing diversity enhancement programs.
The EEO complaint procedure is not available to individuals who believe they have been denied equal opportunity based upon marital status or political affiliation. Individuals with such complaints should avail themselves of the appropriate grievance procedures, remedies for prohibited personnel practices, and/or courts for relief.