World Bank's Internal Job Advertisement for New Director of Education
An international external search is currently being conducted for new director of education at the World Bank. The review of all internal and external candidates will commence after the external search is completed.
DUTIES AND RESPONSIBILITIES: Grade GH - GI
The Human Development Network (HDN) is the professional alliance of staff throughout the Bank who work in Education, Health, Nutrition and Population (HNP), and Social Protection. The Network enables the Bank to renew and strengthen technical skills, to build a global knowledge base and improve its use, to enhance strategic thinking, and to improve the quality of products and services in these sectors.
The HD Network is governed by a Council and three Sector Boards for Education, HNP, and Social Protection. The Sector Boards are composed of sector leaders and other recognized technical specialists from across the Bank. The central unit serves as the anchor for the Network, providing systemic and strategic input into the network's analytical and operational program.
The Bank's work in education and training includes a portfolio of 174 projects in 89 countries with $12 billion of Bank funds committed. The average new commitment level of this portfolio has been about $1.6 billion over the last 5 years. The Bank is also engaged in a large program of policy analysis in education and training, and in promoting and conducting relevant research.
The Director, Education is the intellectual leader, spokesperson and liaison for the sector inside and outside the Bank. S/he chairs the Sector Board for Education and has line management responsibility for the staff and work program of the anchor unit, which in turn, provides support to the regions. Specifically, the Director's main responsibilities will be to:
1. Provide leadership to the Sector Board, which is responsible for the following functions:
* Knowledge-Building, including building the Bank's global knowledge in the education sector; fostering links to worldwide expertise; and ensuring access by sector staff and clients to this knowledge infrastructure.
* Sector Strategy, including support to the regions, as requested, in developing education sector assistance strategies and products responsive to such strategies; integrating regional priorities into a Bank-wide sector strategy; and bringing cross-cutting sectoral issues to the attention of the Network leadership.
* Quality Assurance, including provision on demand of expertise to the regions, the Quality Assurance Group and other Bank units; seeking advice from outside experts and clients; maintaining an overview on sectoral portfolio issues; and supporting the development of new approaches to continually improve the quality of Bank products.
* People Development, including developing and implementing education sector strategies for staffing and recruitment, and staff training and development.
2. Provide strategic leadership and general oversight over the work program and staff in the anchor unit, including supervision of senior technical staff.
3. Build effective relationships and collaborate with key external partners.
4. Serve as a spokesperson at international conferences and seminars to disseminate the Bank's sector policies and positions.
5. Work with the Council, including the other Sector Board Chairs, to ensure inter-sectoral linkages and collaboration across the Network and the Bank.
SELECTION CRITERIA Grade GH-GI
1. Demonstrated intellectual leadership and recognized authority in the sector, based on strong technical capabilities and academic credentials.
2. Extensive experience in leading policy dialogue and the design and implementation of education sector reform, and/or substantial hands-on experience with the management and financing of education service delivery in developing and/or developed countries.
3. Demonstrated ability to develop a broad, longer-term perspective of the sector and understand the implications for sector strategy, products and skill requirements.
4. Demonstrated ability to interact effectively with external partners.
1. Ability to inspire, generate and sustain staff commitment and technical excellence.
2. Entrepreneurial drive to set up new business concepts.
3. Ability to listen and integrate ideas from diverse views, create partnerships and collaborate with others, advocate and influence, and resolve conflicts constructively.
4. Appreciation of the cultural and political environment in which the Bank operates.
5. Excellent communications skills, verbal and written.
BANK-WIDE SELECTION CRITERIA FOR MANAGERIAL EFFECTIVENESS
1. Selecting, Coaching and Appraising Staff: attracting and selecting highly effective staff, to build a team diverse in gender and nationality; appraising accurately their ability and potential; giving candid performance feedback; rewarding desirable behaviors; providing support for professional development efforts linked to business objectives.
2. Planning and Managing Staff to Achieve Quality Results: developing realistic plans with available human resources; establishing high standards of performance and demonstrating a commitment to excellence; empowering staff by removing obstacles to achieving business goals; focusing on results and delivering what is promised, on time and within budget.
3. Encouraging Innovation in an Open, Team-Based Environment: creating an environment conducive to teamwork, continuous learning and innovation; building alliances and promoting open communication and collaboration to achieve joint objectives.
4. Inspiring Trust: maintaining high standards of personal integrity; establishing straightforward, productive relationships; treating all individuals with fairness and respect; demonstrating sensitivity for cultural and gender differences.
5. Influencing and Resolving Differences across Organizational Boundaries: gaining support and commitment from others even without formal authority; resolving differences by determining needs and forging solutions that benefit all parties; promoting collaboration and facilitating teamwork across organizational boundaries.
WORLD BANK GROUP - Salary Ranges
July 1999 Salary Structure (HQ) 6/25/99
*Note: For the Junior Associates Program, the minimum entry salary would be
GJ - Grade
161,880 - Minimum
186,160 - Market Reference Point
214,080 - Maximum
127,680 - Minimum
159,600 - Market Reference Point
191,520 - Maximum
97,360 - Minimum
126,570 - Market Reference Point
170,870 - Maximum
70,150 - Minimum
91,200 - Market Reference Point
127,680 - Maximum
50,820 - Minimum
66,070 - Market Reference Point
92,500 - Maximum
41,300 - Minimum
53,690 - Market Reference Point
75,170 - Maximum
34,550* - Minimum
44,920 - Market Reference Point
62,890 - Maximum
27,850 - Minimum
36,200 - Market Reference Point
50,740 - Maximum
22,310 - Minimum
29,000 - Market Reference Point
40,600 - Maximum
17,460 - Minimum
22,700 - Market Reference Point
29,510 - Maximum