RFQ Position Description - Director (Monitoring Evaluation Lead).pdf

Millennium Challenge Corporation

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I certify that this is an accurate statement of the major duties and responsibilities of this job and its organizational relationships and that the job is necessary to carry out the functions of the Millennium Challenge Corporation for which I am responsible. This certification is made with the knowledge that this information is to be used for official purposes and that false and misleading statements may constitute a violation of the regulations of the Millennium Challenge Corporation and may subject the issuer of such false or misleading statements to disciplinary action.

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MILLENNIUM CHALLENGE CORPORATION

POSITION DESCRIPTION

Classification: Director (Monitoring & Evaluation), MC-0301-3a

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Introduction:

MCC’s mission is to provide grant assistance to support economic growth and poverty reduction in select developing countries with a demonstrated commitment to just and democratic governance, economic freedom, and investments in their citizenry. MCC’s partner countries enter into a five-year agreement (Compact) with MCC that includes a plan for achieving shared development objectives and the responsibilities of each country in achieving those objectives. Our model is defined by core principles, of selectivity, country ownership, transparency, and a focus on results.

Our values identify who we are and what is important to us. Our Values are CLEAR: Embrace Collaboration, Always Learn, Practice Excellence, Be Accountable and Respect individuals and ideas.

MCC’s values define how we behave on a daily basis, both as individuals and as an institution, in pursuit of our mission. They guide how we make decisions, set priorities, address challenges, manage tradeoffs, recruit and develop staff, and work together with our country partners and stakeholders.

This position is located within Monitoring and Evaluation (M&E) in the Department of Policy and Evaluation (DPE), Millennium Challenge Corporation (MCC). The mission of the Policy and Evaluation Department is to provide management oversight for the development and implementation of policy and best practices related to country eligibility, economic analysis and monitoring and evaluation, knowledge management and policy reform. DPE manages the MCC’s Threshold Program and formulates strategies that leverage MCC impact with foundations; international donors and other U.S. Government agencies.

Major Duties and Responsibilities:

The primary purpose of this position is to assist MCC in ensuring effective, timely and reliable monitoring and evaluation of MCC funded programs. The incumbent assumes full technical responsibility for conceptualization and implementation of MCC's monitoring and evaluation in assigned countries and provides quality control for all such work. The incumbent leads and provides direction and specific guidance to team members(s). Assigns work to team member(s) based on priorities jointly established by incumbent and supervisor. Reviews work of team member(s) for technical quality and provides input to the supervisor on employee(s) performance. Provides advice, counsel and instructions to team member(s) on technical work matters, provides on-the-job training and recommends training courses and other development opportunities to meet employee and unit needs. Periodically meet with team member(s) to discuss matters of common team interest and to elicit suggestions or recommendations on work or administrative matters. May approve leave for short periods of time or emergencies. Resolves simple informal complaints and refers more serious issues to the supervisor. Participates with the supervisor in workload planning and budgeting, and provides input to personnel management decisions (e.g., promotions, reassignments, awards); and provides recommendation on performance appraisals.

Specific duties include:

Working with partner country counterparts to develop M&E plans, assuring that project implementation and evaluation remain consistent with these plans, and effectively communicating the results obtained.

Participating in country teams as the M&E subject matter expert. Reviewing and analyzing operational documents in advance of transaction team meetings and preparing comments for senior staff. Providing technical support to country teams on issues related to the definition, measurement, and quality control of project performance indicators. Providing independent analysis and interpretation of country performance data. Assisting the country team in assuring that all projects have clear and quantifiable objectives, outcomes and outputs and identifying potential risks and mitigation strategies.

Providing technical guidance and support to host country counterparts to implement M&E Plans. This includes: overseeing the implementation and monitoring of M&E systems and structures to support the generation, collection, analyze and timely submission of performance reports by MCA counterparts;

development and implementation of M&E budgets and procurements; reviewing M&E data to ensure quality and reliability; and supporting M&E training and capacity-building efforts.

Establishing and supervising the conduct of independent evaluations done by independent contractors, including:

Providing guidance to staff on evaluation designs, methods, survey sample sizes and other key parameters to ensure independent evaluations provide meaningful results that support MCC’s M&E goals of accountability, learning and transparency.

Developing terms of reference, scopes of work, and other contract documents, for undertaking M&E activities (including data collection and independent evaluations). Serving on Technical Evaluation Panels to select external resources acquired through contracts. Serving as COR/PM for M&E contracts (both individuals and firms). Managing and tracking evaluation budgets.

Establishing and maintaining close working relationships with the M&E officers in the country offices to assist them in properly carrying out their M&E responsibilities.

Ensuring the quality and accuracy of data included in MCC communication materials, including MCC’s website and public reports.

Mentoring M&E staff, identifying best practice and developments in monitoring and evaluation; updating MCC and in-country staff on key findings.

Reviewing productivity in areas related to the agency's M&E work, monitoring problem areas, and overseeing implementation of solutions that will eliminate them. Taking actions necessary to maintain or improve the quality and quantity of operational service.

As requested by the Managing Director, M&E, developing and recommending improvements to MCC program policies, practices, and methods in relation to the monitoring and evaluation of economic developments in developing countries. Developing internal and external policy guidance.

Collaborating with Economic Analysis staff to ensure that the cost benefit analysis and M&E work for countries is consistent and able to address MCC’s goals of accountability, learning and transparency.

Travels several times a year to developing countries; and performs other related duties.

Factor 1 - Knowledge Required by the Position

Strong management experience and the ability to guide staff with authority and persuasiveness.

Ability to work with multidisciplinary teams both in the US and in Compact countries and to institute coordination across organizational entities.

Ability to effectively lead and evaluate the activities of diverse staff members.

Professional experience with performance management, and monitoring and evaluation in complex international development programs.

Professional experience with the development and assessment of project performance reports.

Professional knowledge and experience with monitoring and program development tools such as logical framework analysis, Professional knowledge of survey methods, including sampling methods, survey design, survey fielding and survey analysis, Professional knowledge and experience with impact evaluation including experimental design, quasi experimental design, and pre-and post-evaluations, Knowledge and ability to apply quantitative and qualitative data collection and analysis using statistical packages such as STATA, SPSS, and/or SAS, and

Mastery of a field sufficient to apply new theories and developments to problems not susceptible to treatment by accepted methods, and make decisions or recommendations that significantly change, interpret, or develop major public policies or programs.

Mastery of a wide range of methods for the assessment and improvement of complex programs, processes and systems.

Ability to plan, organize, and implement programs, plans, and proposals involving substantial agency resources, or that require extensive changes in established procedures.

Factor 2 - Supervisory Controls

As a recognized authority in the analysis and evaluation of programs and issues, the employee is subject only to administrative and policy direction concerning overall project priorities and objectives. The employee is typically delegated complete responsibility and authority to plan, schedule, and carry out major projects concerned with the analysis and evaluation of programs or organizational effectiveness.

Analyses, evaluations, and recommendations developed by the employee are normally reviewed by management officials only for potential influence on broad agency policy objectives and program goals.

Findings and recommendations are normally accepted without significant change.

Factor 3 – Guidelines

Guidelines consist of broad administrative and program policy statements, and basic legislation. The employee uses judgment and discretion in determining intent, and in interpreting and revising existing policy and regulatory guidance for use by others within or outside the employing organization. The employee is recognized as an expert in the development and/or interpretation of guidance on program planning and evaluation in a specialized area.

Factor 4 - Complexity

The employee analyzes interrelated issues of effectiveness, efficiency, and productivity of substantive mission-oriented programs. Develops detailed plans, goals, and objectives for the long-range implementation and administration of programs, and/or develops criteria for evaluating the effectiveness of the program. Decisions concerning planning, organizing, and conducting studies are complicated by conditions, such as conflicting program goals and objectives. Assignments are complicated by the need to deal with subjective concepts, the fact that the quality and quantity of actions may measurable primarily in predictive terms, and findings and conclusions may be highly subjective and not readily susceptible to verification through replication of study methods or reevaluation of results. Options, recommendations, and conclusions take into account and give appropriate weight to uncertainties about the data and other variables which affect long-range program performance.

Factor 5 - Scope and Effect

The purpose of the work is to monitor, analyze, and evaluate major aspects of substantive, mission oriented programs. The employee develops long-range program plans, goals, objectives, and milestones, or evaluates the effectiveness of programs. The employee resolves problems or copes with issues which directly affect the accomplishment of principal agency program goals and objectives. The employee develops regulations or guidelines for the conduct of program operations, or new criteria for measuring program accomplishments. Study reports contain findings and recommendations of major significance to top management of the agency, and may serve as the basis for new administrative systems, legislative initiatives, regulations, or programs.

Factor 6 - Personal Contacts

Personal contacts are with individuals outside the agency and may include consultants, contractors, or business executives in a moderately unstructured setting. Contacts may also include the head of the employing agency or program officials several managerial levels above the employee when such contacts occur on an ad-hoc basis.

Factor 7 - Purpose of Contacts

The purpose of contacts is to influence managers or other officials to accept and implement findings and recommendations on organizational improvement or program effectiveness issues. The employee may encounter resistance due to such issues as organizational conflict, competing objectives, or resource problems.

Factor 8 - Physical Demands

The work is primarily sedentary, although some walking, bending, or carrying of light items may be involved. International travel is required.

Factor 9 - Work Environment

The work environment involves everyday risks or discomforts that require normal safety precautions typical of such places as offices, meeting rooms, training rooms, etc. The work area is adequately lighted, heated, and ventilated.

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