MEAL Manager

Under the direct supervision of DCD-Programs, the MEAL Manager will be responsible for cross-cutting programmatic information management, MEAL, and ensuring that information collected is reflected upon, used to improve ongoing programs, and is incorporated into consistently high-quality reports. The job holder will be responsible for developing (in coordination with program staff), maintaining, and constantly improving MEAL systems to collect information and analyze trends related to emergency response and development activities aligned with donor requirements, using mobile technology and other technological solutions when feasible. The job holder will lead the design and implementation of MEAL Framework and plans for the various emergency response and development projects in response to Lebanon mission and community’s needs.

MEAL Essential Functions and Areas of Accountability:

MEAL Technical Tasks

· Contribute to the design of RI’s Lebanon Country MEAL Strategy;

· Oversee the quality and effectiveness of internal MEAL activities, recommendations and analysis produced by his/her department;

· Contribute to institutional knowledge, evidence building and improvement of MEAL methods and techniques;

· Contribute to the proposal development process by leading on the design of the project MEAL log frames in accordance with the donors regulations;

· Develop performance MEAL plans and MEAL Activity trackers for programs during mobilization stage;

· Review, verify and report on results achieved in Indicator Performance Tracking Tables (IPTTs) for existing projects to programs and propose recommendations to further enhance the achievement of specified results;

· Provide reports based on ongoing implementation of MEAL activities on monthly/quarterly basis (or whenever required) to DCD-Programs

· Lead on the development of MEAL tools and oversee monitoring and assessment databases;

· Lead on the development of project baselines, needs assessments, internal/external evaluations from data collection/analysis to results reporting;

· Oversee and monitor data reflection meetings and lessons’ learned events led by MEAL team providing recommendation and improvements;

· Provide methodological support to Program Managers on MEAL technical questions and cross-cutting issues; and

· Represent RI at relevant internal and external MEAL Task Forces and events.

Team Management and Employee Supervision

Responsible for managing MEAL team, including but not limited to:

· Provide ongoing training, coaching and mentoring to MEAL staff at all levels of program implementation in the areas of reporting, accountability, monitoring and evaluation;

· Lead the MEAL team dynamic and relations, grievances, leaves’ management, empowerment, training and development, performance objectives, capacity building, completion of performance evaluations in a comprehensive and timely manner;

· Support MEAL Officers in implementing monitoring and evaluation activities with proper relevant tools to build on knowledge management and learning;

· Support IMO in data management and reporting on RAIS, AI, Log Alto people reached and Global indicators;

· Liaise with the Safeguarding and Accountability Department to facilitate and improve the feedback, complaint, and response mechanism with support of MEAL functions.

· Support MEAL team to make decisions within their level, taking leadership roles to resolve issues, and collaborating with the DCD-Programs for resolution of issues at a higher level or if assistance is requested;

· In coordination with HR and DCD-Programs, actively participate in identifying any vacancies and recruitment needs; this includes shortlisting CVs, participating in interviews, providing technical feedback, developing ToRs, orienting new joiners regarding their on-the-job tasks and any other related tasks;

· Issues faced in any of the above-mentioned aspects should be reported to the HR Team and DCD-Programs; all decisions taken should be in alignment with RI’s policies and procedures.

Documentation

· Report immediately any high-level achievements, difficulties or obstacles faced on the field to the DCD-Programs. This could be done either written or verbally depending on the type of the information to be reported;

· Ensure accurate/good quality data collection of the assessments collected by the enumerators for needs assessments, Baseline, PDM, OM, endline or other assessments. Any lack of commitment to the quality of the data collected should be immediately reported to the DCD-Programs;

· In alignment with the direct supervisor’s request and in alignment with the instructions and implemented SOPs, the job holder should accurately analyze and compile the data and information to measure the progress and impact of the projects’ activities in relation to the proposals’ indicators;

· Ensure effective and efficient documentation of all collected data quantitatively and qualitatively meeting all programmatic indicators; Ensure that all field-data is collected in a timely manner and stored efficiently in soft and hard copies to be provided upon request;

· Support the project teams in compiling data for all components of the project upon request;

· Submit the necessary field-reporting documentation after every monitoring activity with the relevant recommendations;

· Assist the DCD-Programs in the MEAL Monthly/Quarterly reporting and other required reports in coordination with DCD-Programs and Program Staff.

Miscellaneous

· The MEAL Manager should continuously demonstrate a high level of professionalism while working or coordinating with beneficiaries, internal or external parties; any incident or work-related conflict should be immediately

reported to the DCD. S/he should avoid going into any work-related communication which might jeopardize the relationship or the reputation of RI;

· In alignment with the policies and procedures, s/he must coordinate closely with the Program Managers and MEAL staff regarding the activities and conducting of field visits;

· Represent RI through attending necessary meetings and workshops

Behavior and conduct  

- Ensures that behavior inside and outside of work promotes the values in RI’s code of conduct and safeguarding policies  

- Acts with integrity and holds themselves accountable for being respectful, inclusive and professional 

- Reports any concerns 

Diversity, Equity & Inclusion

Achieving our mission begins with how we build our team and work together. Through our commitment to enriching our organization with people of different origins, beliefs, backgrounds, and ways of thinking, we are better able to leverage the collective power of our teams and solve the world’s most complex challenges. We strive for a culture of trust and respect, where everyone contributes their perspectives and authentic selves, reaches their potential as individuals and teams, and collaborates to do the best work of their lives. We recognize that diversity and inclusion is a journey, and we are committed to learning, listening and evolving to become more diverse, equitable and inclusive than we are today.

Equal Employment Opportunity

Relief International is an equal opportunity employer that does not tolerate discrimination on any basis. We actively seek out diverse backgrounds, perspectives, and skills so that we can be collectively stronger and have sustained global impact. We are committed to providing an environment of respect and psychological safety where equal employment opportunities are available to all. We do not engage in or tolerate discrimination on the basis of race, color, gender identity, gender expression, religion, age, sexual orientation, national or ethnic origin, disability (including HIV/AIDS status), marital status, military veteran status or any other protected group in the locations where we work.

Safeguarding & Ethics

Relief International (RI) is committed to ensuring that all individuals we come into contact with through our work, whether team members, community members, program participants or others, are treated with respect and dignity. We are committed to the core principles regarding prevention of sexual exploitation and abuse. We will not tolerate child abuse, sexual exploitation, abuse, or harassment by or of our team members. As part of our commitment to a safe and inclusive work environment, team members are expected to conduct themselves in a professional manner, respect local laws and customs, and to adhere to RI’s Code of Conduct Policies and values at all times. Team members are required to complete mandatory Code of Conduct e-learning courses upon hire and on an annual basis.

RI Values

We uphold the Humanitarian Principles: humanity, neutrality, impartiality and operational independence. We affirmatively engage the most vulnerable communities. We value:

• Inclusiveness
• Transparency and accountability
• Agility and innovation
• Collaboration
• Sustainability