Belgium

We are looking for

• Medical Doctor with minimal 3 years’ experience as lector/mentor in OPD consultations and IPD wards rounds in a tropical disease setting.    
• Having followed a specific teacher training program of minimal 1 year is desired.
• Being up to date with modern I.T is indispensable
• Able to step out from the ideal set up and adapt to poor resource settings.
• Capacity to adapt to different contexts and variable workload
• Autonomous planning, organization and coordination once main directions are defined.
• Bilingual French-English (written and spoken)

What we offer

• 1 year MIO contract (with possible extension)
• Based in Brussels but mainly carried out (up to 70% of the time) in the field - Full time (100%)
• Field position : salary according to MSF-OCB Field salary scale + “recuperation” leaves
• Starting February 2017

Deadline for applications 6^th of February 2017

Application (CV + cover letter) to be sent to Recruit-HQ-DG@brussels.msf.org with “MIO Medical Doctor Mentor Lector” in the subject.

 

 

Context

A motion was voted at the OCB Gathering June 2015, stating that “there is an urgent need to formalize, accredit and further develop medical and para-medical training and education in MSF for all staff, with a strong focus on national staff capacity.”

The role of the Medical Academy MIO MSF Experienced Medical Doctor for Clinicians (nurses and Medical Doctor) in the broader set up of the MSF Medical Academy is to support the MSF Medical Advisor in the practical implementation of the motion stated above. So your role will be to implement, monitor and evaluate impact of the MSF Medical academy educational programs

You will work in tandem with an experienced MSF Medical Doctor. This person will go through the whole process described below together with you and won’t necessarily have an academic background in professional teaching. So it will be for you to support him/her to get familiarized with specificities of a Mentor /lector.  It will be for the experienced MSF Medical Doctor to support you to get acquainted with the MSF specificities of OPD consultations and IPD ward rounds.

By doing so we want to create in house expertise in professional clinician mentorship and to create a comfortable and challenging working atmosphere that allows both parties to learn from each other and stay for a longer period on board with us in this project.  

Teamwork with:

• Academic team from nursing school institutions.
• Field team in the project (national and international staff).
• Technical advisors in the medical department.
• Learning and development unit.

Job Profile

In the preparation phase of pilot project in Belgium

Preparation of the paramedical and medical staff evaluation system

• Develop the practical skills test for the paramedical and medical staff (scoring system based on Standard Operating Procedure applied during OPD consultations and IPD ward rounds).
• Develop the theoretical test for the paramedical and medical staff (focusing on general knowledge on how to structure consultations, guiding principles in making appropriate diagnoses, patient safety, signs of severity, complex patient management, etc.)
• Develop the Attitude and behavioral test for the paramedical medical clinicians.
• Preparation of the practical aspects of the evaluation system and transcribe the results into an objective measurable scoring system.

Curriculum level

• To compose the different thematic/content of the different curricula of Continuous Medical Development courses for the different level of clinicians (Medical Doctors and nurse clinicians).
• To compose the different content of the courses for the different level of clinicians responsible for inpatient care (Medical doctors and Clinical officers).
• To develop learning methods for academic classes and practical classes (skills lab), identify the materials needed, work out a time frame for the learning program, etc.
  

At the start of the pilot project on field level: Gap analysis/ O scoring of national paramedical staff

• Practical set up of the test on field level (organizing material, equipment, and mannequin in the skills lab, observations during the OPD consultations and observations made during ward rounds).
• Actual evaluation of nurse clinicians, Medical Doctors and Clinical Officers on project level (practical skills, theoretic knowledge and behavioral attitude aspects).
• Analyze results and report outcomes                                                                                                                                   

At the development phase of an individual tailored learning program  

Based on the results of the evaluation system

• Development of a training strategy that is most adapted to have impact on quality of care in of the OPD consultation and IPD ward rounds.  
• Work out a pedagogical methodology that takes in consideration the actual qualifications of the student (create a tailored learning path). Can be short courses, workshop on a specific subject, etc.
• Develop a time frame for implementation and evaluation.
• Fine tune and adapt where needed the content of the different thematic modules.
• In development with the international field staff fine tune and adapt the content of different thematic modules.
• In collaboration with the different advisors in the medical department integrate curriculum content (  look into the content of existing short courses developed by the different medical referents)
• Look into the possibility to find facilitators who can support you facilitating certain modules. Those facilitators can come from the MSF academy existing network in the African continent and the medical advisors in the medical department.
  

At the implementation phase of the individualized training program  

• Organize academic classes and lector.
• Organize the practicalities of the interventions done by other facilitators who will help to facilitate certain modules.
• Organize sufficient clinical contact hours with the students and mentor. 
• Organize regular written and practical exams.
• Collect, analyze and report obtained data on regular basis.
• Adapt where needed the educational program
  

At the evaluation phase of the pilot program

• Repeat the evaluation process in collaboration with the academic partners to measure difference between before and after (practical skills, theoretical knowledge, attitude and behavior).
• Compile the data and produce a final report with results, conclusions and recommendations.
• Repeat scoring on regular basis to follow up impact.
• To propose subjects for operational research.  

Indah a.s.b.l. est actuellement gérée au quotidien par une personne. La phase de recherche de clients / partenaires va pouvoir bientôt démarrer. L’implication d’une seconde personne est nécessaire à ce stade du développement de l’association. Nous recherchons donc une personne :

(voir fichier en pièce jointe)

 

Indah soutient des projets d’éducation dans le monde (accès à l’éducation, égalité d’accès, problématiques liées, projets innovants…)

Indah termine actuellement sa phase de développement. La phase de recherche de partenaires financiers va bientôt démarrer. Plusieurs projets en Inde, au Népal, au Sri Lanka, à Madagascar… attendent un partenariat avec l’a.s.b.l. Indah.

L’association Indah bénéficie du soutien de nombreuses ambassades belges à travers le monde et de personnalités reconnues.

Dans le cadre de sa mission de « fundraiser », il/elle aura comme mission de créer et augmenter les revenus de l’association au travers des canaux suivants :

Cette personne serait chargée de créer des partenariats avec des entreprises et ainsi récolter des fonds pour soutenir les différents projets sélectionnés par l’a.s.b.l.

Les projets soutenus par Indah sont ponctuels ou récurrents.

Cette personne serait chargée de développer la stratégie de prospection afin d’établir le contact avec des entreprises susceptibles de devenir partenaires.

Cette personne serait chargée de représenter l’a.s.b.l. lors de rendez-vous individuels ou collectifs avec des représentants/dirigeants d’entreprises ; d’être présente lors d’évènements rassemblant des représentants/dirigeants d’entreprises, lors de salons.

Cette personne serait chargée de présenter les différents projets sélectionnés par l’a.s.b.l. Indah ; serait chargée de présenter l’outil de communication mis en place pour les partenaires (le site web de l’association : http://www.indah.be).

En collaboration avec la personne en charge de ce poste actuellement et créatrice de l’association.

 

• Expérience et/ou formation en gestion administrative
• Excellente bilingue français/anglais ou français/espagnol (écrit et parlé), la connaissance de la 3ème langue est un atout
• Très bonnes capacités rédactionnelles
• Très bonne maîtrise des outils informatiques (Word, Excel, Power Point et Outlook) et ouverture à l’apprentissage d’autres logiciels
• Rigueur, sens de l’organisation, flexibilité
• Capacité à travailler de façon autonome et esprit d’initiative
• Appréciant le travail en équipe
• Sensibilité au monde associatif et à la multi-culturalité
• Disponibilité à voyager 1 fois par an 

Appui administratif :

• accueil téléphonique et gestion du courrier
• suivi des paiements et cotisations, soutien à la comptable
• référent informatique et bureautique du Secrétariat
• formalités juridiques et administratives
• appui à la gestion des ressources humaines
• classement et archivage 

Rédaction et mise en page de rapports et de documents

Appui à l’organisation de rencontres internationales

Appui à la communication et à la recherche de fonds

CANDIDATE PROFILE

 

• Preference for university degree in social and human sciences or in management
• Minimum of 3 years professional experience in HR management in an international and complex context
• Experience in MSF Field is a must (1 year on the field preferably)
• Coaching attitude and skills. If not present yet, willing to invest in acquiring them
• Team management experience is required. Experience with managing remote teams is an asset
• Strong strategic vision
• Strong communication skills, together with real capacities for analysis and synthesis
• Team player and cross functional attitude
• Very good aptitude for listening and dialogue
• Fluent both in French and in English
• Available for regular travels (mainly in Europe)

CONDITIONS

 

• Open ended HQ contract – full time  - Based in Brussels (Ixelles)    
• Hospital Insurance (DKV) - Pension plan – Canteen - 100% reimbursement for public transportation costs
• Starting date : as soon as possible according to availability

CV + cover letter to be sent before 09/02/2017 to Muriel Moussiaux, 46, rue de l’Arbre Bénit 1050 Brussels or to recruit-hq-hr@brussels.msf.org stating Development Advice Referent in the title

 

CONTEXT

 

In order to build an HR pyramid that provides MSF with the right people with the right competences in the right position at the right time, Development Advice for international staff is one of the pillars of the HR development strategy and a complementary activity next to e.g. learning & development, pool management and recruitment. It supports:

• Employees to plan their development and growth in order to maximise retention.
• The organisation to pro-actively manage the development of staff in general and the leadership pipeline in particular.

Main areas of responsibility of the Development Advice Referent (DARef) are to:

1. Act as a referent for development advice for international staff within OCB and its partner sections.
2. Build, adapt, implement a strategy that helps OCB to build a healthy leadership pipeline that serves today’s and tomorrow’s needs.

JOB PROFILE

 

Develop, communicate and manage the key tools in development advice in close co-operation with key stakeholders as the development advisors, Learning & Development (Development Referent in particular), pool management and HR Ops

• Tool for segmentation that allows the organisation to differentiate development opportunities based on shared criteria and that gives insight in the leadership and expert pipeline
• Development policy and toolbox that specifies
  • the minimum that employees can expect as career and development support (in line with the segmentation)
  • the tools MSF can offer to stimulate growth
  • Development plan that is a shared template that allows employees to reflect on their career (e.g. ambitions, strengths, challenges, priorities, concrete next steps) and that allows the organisation and DA’s specifically to keep track of and adapt to individual characteristics.
  • Development conversation that is a structured 1-to-1 conversation between employee and DA that allows to set realistic expectations, probing, coaching and focuses on concrete development actions that create a win-win for employee and organisation.
  • Identification of critical positions based on shared criteria and the process of identifying potential successors to these positions.

Functionally manage the DA’s, i.e.

• Manage operational effectiveness by determining and monitoring operational metrics. The DA referent is in constant interaction with other stakeholders (mainly pool management) to make sure that the operational aspects of development advice run as smoothly as possible.
• Facilitate the development of DA’s, e.g.
  • organise required learning initiatives
  • coach (self or delegated) on how to create a partnership with employees and hold meaningful conversations
  • Define, follow-up and act upon key metrics of DA (incl. targets)
  • Give input for objective setting and evaluation by the line manager of the DA
  • Consulted in the recruitment process of new development advisors in the partner sections
  • When appropriate, facilitates mobility of DA’s between all PS

Act as an ambassador of Development Advice in the organisation, i.e. towards other stakeholders within MSF (leadership, line managers, employees) and within HR (HR Ops, pool management, recruitment, FAU, SHU, etc.). Examples:

• Ensure that communication on DA specifies what DA is and what it is not (e.g. intranet, onboarding, etc)
• Influence stakeholders to support what DA intends to achieve, e.g. by specify what DA means for them or expects from them.
• Align development advice to the overall HR Development Strategy (together with e.g. the HR Dev Referent of HQ Development manager) and vice versa.

Initiate or contribute to the development strategy that helps OCB to build a healthy leadership and expert pipeline that serves today’s and tomorrow’s needs, i.e. make sure that the organisation has sufficient coordinators, managers and leaders in the short and long run.

• Analysis: based on the segmentation of the staff, the DARef analyses the leadership potential of the active pools (offer). By matching the offer with the needs (demand, specified by HR Ops) DAref and HR Ops will identify the challenges ahead. This also includes the identification of critical positions based on transparent criteria and the identification of potential successors to these positions.
• Strategy: in order to the DARef develops a strategy that specifies which actions are taken in terms of development, recruitment, etc. This strategy will be determined in agreement with the HR Director, learning & development, pool management and HR Ops.
• Strategy implementation: the DAREF monitors the implementation of this strategy while the accountability of the identified actions may lay with other stakeholders.