Department home affairs co za, jobs

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Home Affairs Internship Programme

Home Affairs Internship Programme The Department of Home Affairs is a successful important and integral part of the Government responsible for providing enabling documents to the citizens as well as...
gumtree.co.za 11/04/2014

Home Affairs Internship Programme

Home Affairs Internship Programme The Department of Home Affairs is a successful important and integral part of the Government responsible for providing enabling documents to the citizens as well as visitors to South Africa. In addition the Department facilitates and coordinates all activities critical to the country s cooperation with regional and international communities for economic growth and development purposes. In the Department s continued commitment to deliver on its mandate regarding skills development we wish to announce this year s launch of our exciting Internship Programme. The Internship Programme is aimed at enhancing youth employability and improving service delivery within the Department of Home Affairs. The Internship Programme provides youth with the opportunity to gain valuable work experience for a 12-month period. In addition to practical hands-on work experience and in-depth knowledge gained interns will benefit from being exposed to the world of work and to the public sector in particular. Applications are invited from unemployed graduates who seek work experience in the occupation categories/ study fields mentioned below and are interested in a career within the Department of Home Affairs. Reference number:(Ref. HRMC 27/14/1) Duration: 12 months Stipend: R3 000.00 per month Requirements: Candidates should be in possession of a 3-year diploma/degree qualification in any of the fields of study listed below Good academic record Basic computer literacy Positive attitude Willingness to learnand grow Honesty and integrity Customer service orientation Learning potential Good communication skills. The Department of Home Affairs is committed to Employment Equity and all appointments will be made in this context. Coloured Indian and White graduates and People with Disabilities are encouraged to apply. Post and number of interns listed below: Office of the Minister Strategic Planning and Administration 1 Office of the Deputy Minister Strategic Planning and Administration 1 DG s Office: Support Services Public Administration 1 Intergovernmental Relations International Relations Political Science and Public Administration 1 Internal Audit Internal Audit Risk Management and Cost & Management Accounting 1 Human Resources Degree/National Diploma in Human Resource Management and related fields 1 Learning Academy Management of Training Office Management Public Management/Administration 1 Communications Journalism Communications and Public Relations 1 Counter Corruption Legal Services and Security Management 1 Immigration Services Law/Social Sciences 1 Information Services ND: Information Technology 1 Finance and Supply Chain Finance and Supply Chain-related studies 1 Civic Services Public Management & Administration Operation Management 1 Provincial location listed below: Western Cape Eastern Cape Limpopo North West Gauteng Northern Cape KwaZulu-Natal Mpumalanga Free State To apply please visit www.housetostay.co.za

2014/04/11 12:22:34 PM

Administrator Position required for myself (Not offering a job)

I have extensive call centre knowledge within government organizations such as the Home Affairs Department and the Licence Department. I have computer and business training experience and am...
gumtree.co.za 17/04/2014

Administrator Position required for myself (Not offering a job)

I have extensive call centre knowledge within government organizations such as the Home Affairs Department and the Licence Department. I have computer and business training experience and am meticulous in my work. With a professional telephonic manner I represent the company image and product. My cv is available upon request. I am looking for admin / data capture positions for myself. Thank you. You may contact me after hours on: 072 398 0182.

2014/04/17 04:04:20 PM

Administrator Position required / Data Capturer Position

I have extensive call centre knowledge within government organizations such as the Home Affairs Department and the Licence Department. I have computer and business training experience and am...
gumtree.co.za 14/04/2014

Administrator Position required / Data Capturer Position

I have extensive call centre knowledge within government organizations such as the Home Affairs Department and the Licence Department. I have computer and business training experience and am meticulous in my work. With a professional telephonic manner I represent the company image and product. My cv is available upon request. Thank you. You may contact me after hours on: 072 398 0182 / 083 311 7136

2014/04/14 10:14:35 PM

ADMINISTRATION CLERK required Gauteng

ADMINISTRATION CLERK required by DEPARTMENT OF HOME AFFAIRS. You will be placed in Civic Services and manage Rectification and Personal Amendment BVR Correspondence - APPLY now sms AFFAIRS. to 36445...
junkmail.co.za 05/04/2014

ADMINISTRATION CLERK required Gauteng

ADMINISTRATION CLERK required by DEPARTMENT OF HOME AFFAIRS. You will be placed in Civic Services and manage Rectification and Personal Amendment BVR Correspondence - APPLY now sms AFFAIRS. to 36445 to get the link. Administration clerk required by department of home affairs

2014/04/05 08:51:58 AM

Immigration Consultant - Midrand

Immigration Consultant. Responsible for: 1. Documentation completion and compilation of any/all categories of temporary residence permit permanent residence permit citizenship birth death marriage IDs...
jobvine.co.za 11/04/2014

Immigration Consultant - Midrand

Immigration Consultant. Responsible for: 1. Documentation completion and compilation of any/all categories of temporary residence permit permanent residence permit citizenship birth death marriage IDs etc. applications. 2. Full competency in Corporate permit application renewals and implementation. 3. Maintenance and management of work permits under corporate permit. 4. Application of exemptions motivation letters drafting and putting forward immigration advice etc. 5. Follow-ups and liaising until endorsement of permits and visas. 6. Attending to errors rejection appeals etc. if any. To be successful you must have attained: Minimum of matric and Immigration legal background qualification An Immigration Practitioners Certificate with the Department of Home Affairs will be an added advantage. A minimum 5 years experience at a senior level in the Immigration department for a large Immigration consultant company. Strong customer service skills Ability to function effectively as a team member Excellent oral and written communication skills

2014/04/11 10:28:49 AM

EE Immigrations Trainee Consultant - Johannesburg (Reputable and...

Purpose of the Position: To be proactive in all aspects of immigration matters Position Related Responsibilities: Liaise with the Department of Home Affairs on a regular basis regarding applications...
careerjunction.co.za 27/03/2014

EE Immigrations Trainee Consultant - Johannesburg (Reputable and Well Established Concern)

Purpose of the Position: To be proactive in all aspects of immigration matters Position Related Responsibilities: Liaise with the Department of Home Affairs on a regular basis regarding applications lodged Produce accurate work to a high technical standard Interpret and apply theoretical knowledge Prioritise the workload and meet required deadlines Contribute effectively to the discussions around work and actively participate in generating ideas and thoughts Adapt to a changing work environment and accommodate changing client demands Facilitate teamwork by sharing knowledge with others on a regular basis and actively asking questions in order to achieve personal and work goals Interpersonal/Other Skills: Need to have drive and enthusiasm Able to demonstrate a sound technical ability and knowledge of relevant legislation Good interpersonal skills Excellent presentation skills Able to communicate at all levels Effective time management skills Able to deliver to tight time scales Able to adapt to different working environments Qualifications and Experience Required: BA (Law) or BCom (Law) / LLB Degree required (Essential) 1 year experience in an Immigrations Environment (Required)

2014/03/27 06:06:58 PM

Work Experience Opportunity: Information Systems (South African...

SOUTH AFRICAN SUGAR ASSOCIATION Work Experience Opportunity: Informations Systems Are you a young newly certified MSCE? Are you looking for an opportunity to break through into the Information...
careerjunction.co.za 08/02/2014

Work Experience Opportunity: Information Systems (South African Sugar Association)

SOUTH AFRICAN SUGAR ASSOCIATION Work Experience Opportunity: Informations Systems Are you a young newly certified MSCE? Are you looking for an opportunity to break through into the Information Technology field? Well here s your chance to join a dynamic team responsible for the administration management support and maintenance of all IT systems services and infrastructure. The Information Systems (IS) department currently has an excellent six (6) month contract work experience opportunity for graduates in the Information Technology field. This position is based in Mount Edgecombe and in reporting to the General Manager of Information Systems and Facilities Management the successful incumbents would gain experience and exposure in the following: Microsoft Active Directory DNS/DHCP Microsoft Windows Server operating systems Microsoft Exchange Microsoft Systems Centre Management suite VMWare Backup Exec Storage Area Networks Cisco Networking The ideal applicant will have: Qualifications This programme specifically targets South African candidates who have Matric and have completed a current MCSE certification. Important skills and qualities to succeed in this role are: Good written and verbal communication skills Be able to plan and prioritise tasks Confident to engage with internal and external customers A team player that can self-motivate and work independently Be able to adapt to different environments and people Dedicated and committed Term of the programme: Participants will be offered a 6 month contract. Benefits: Successful candidates will receive an allowance of plus/minus R3500.00 on a monthly basis. What We Offer: We encourage you to browse our website in order to obtain a full understanding of SASA and our role in the industry. You will have an opportunity to apply your existing skills and expertise in a uniquely challenging environment that integrates multiple technologies and systems to achieve incremental advances to various processes in the Sugar Industry. Application Procedures: Only applications submitted through our online job portal will be considered. To enter the portal please visit www.sasa.org.za select the careers page and select the wording Click here to apply for any of the positions listed below . Please feel welcome to provide comprehensive information when making your submission as this will assist our short-listing process. Please ensure that you provide us with an indication of your current total guaranteed remuneration package and any variable benefits. All short-listed candidates will be required to undergo credit and criminal checks. Aspects of SASA s Recruitment Policy applicable to this Vacancy SASA recognises the high levels of unemployment in our country as well as the need for employers in South Africa to contribute to transformation through active support of the equity provisions contained in both the Employment Equity Act and the Broad Based Black Economic Empowerment Act and Codes of Good Practice. Accordingly our first priority is the provision of employment opportunities to South African nationals. Further and in keeping with the requirements imposed by the Department of Home Affairs applications for employment by foreign nationals can only be considered in the event that a comprehensive recruitment process has failed to result in the identification and appointment of a suitable South African candidate. The ideal candidate will have the following competencies: Ability assist with the deployment configuration and management of computing services and infrastructure maintain computing and network infrastructure manage and maintain workstation and server environment in support of development and production systems manage file servers and administer system security perform daily systems administration support and maintenance of Local Networks (LAN s) and Wide Area Networks (WAN s) administration of Local Networks (LAN s) and Wide Area Networks (WAN s) management of Local Networks (LAN s) and Wide Area Networks (WAN s) Experience skills in Microsoft Active Directory (Design/Implement/Administer) skills in Storage Area Networks (Administer/Manage) skills in Cisco Networks (Administer routers switches and firewalls) skills in Backup Exec (Manage/Administer) Knowledge working knowledge and understanding Microsoft Office SharePoint Server/Windows SharePoint Services working knowledge and understanding of Microsoft System Center Configuration Manager

2014/02/08 06:13:52 AM

Seeking Office Work Johannesburg

CURRICULLM VITAE OF OWAIS PAREKH PERSONAL DETAILS SURNAME: Parekh FIRST NAMES: Mohammed Owais PHYSICAL ADDRESS: 56 Clifton Street Mayfair Johannesburg 2092 CONTACT NUMBERS: Home- 0118379982 Cell-...
junkmail.co.za 30/01/2014

Seeking Office Work Johannesburg

CURRICULLM VITAE OF OWAIS PAREKH PERSONAL DETAILS SURNAME: Parekh FIRST NAMES: Mohammed Owais PHYSICAL ADDRESS: 56 Clifton Street Mayfair Johannesburg 2092 CONTACT NUMBERS: Home- 0118379982 Cell- 0785472669 EMAIL: IDENTITY NUMBER: 9104206020084 DATE OF BIRTH: 20/04/1991 MARITIAL STATUS: Single DRIVERS LICENSE: Yes NATIONALITY: South African GENDER: Male HOME LANGUAGE: English OTHER LANGUAGES: Afrikaans (speak and write) Zulu (speak) Urdu (speak) Gujrati (speak) DEPENDENTS: None HEALTH: Excellent COMPUTER LITERATE: Yes (Email Internet MS Office Basic Pastel) ADDITIONAL INFORMATION Special Interests/Hobbies: Soccer cricket current affairs and media and marketing PERSONAL PROFILE I am a good salesman and have brilliant customer relations. I can quickly adapt to most working environments and I am highly motivated I see myself as an accountant and would like to progress in the accounting and marketing field. I have always liked dealing with accounting information and would like to further my studies in the near future and would like to have some working experience before I further these studies. I love to take on challenges and I am an IT minded person. I find myself good in working with numbers I have good communication skills and I am a people s person so I am able to carry conversation and marketing of products. I am able to cope and manage well under pressure and provide solutions to problems and complete .I love challenges and tackle them hands on. In my past spare time I have extensively engaged in youth programmes entailing social work and community service for a period of 2 years. This was done during my schooling career from grade 10 to 12. Please see attached certificates FORMAL QUALIFICATIONS Secondary Qualifications: HIGH SCHOOL YEAR COMPLETED: 2009 NAME Of SCHOOL: Johannesburg Muslim School HIGHEST STANDARD/GRADE OBTAINED: Matric SUBJECTS PASSED: English Afrikaans Maths Accounting Business Economics Life Sciences Life Orientation Tertiary qualifications: Diploma in Bookkeeping including Introduction to Accounting (1 year)- 2010 NAME OF INSTITUTE: University of Witwatersrand WORK EXPERIENCE Jan 2013 to date- Working in family business (Linen Factory) Reason for wanting to leave (Family business was a temporary arrangement till I find something else. Was actually preparing my brother to take over business as my interest is in Office Work Marketing Bookkeeping etc. One person is sufficient to manage the business) 1 October 2012 - 31 December 2012 (3 months- Midrand) NAME OF EMPLOYER: Mobicell POSITION: Accountant DUTIES: Manage accounts and customer service CONTACT PERSON: Saleh- 0118054035 REASON FOR LEAVING: Salary too low/ Was told salary would be increased within few months but then there was talks of business being sold and there were job cuts. Could not cope on salary due to transport costs to midrand. Decided to go back to family business till I found another job. January 2011- September 2012 Family business (Linen Factory) Reason for Leaving- Trained brother to take over. Wanted to work in my field of interest/ expertise in the Business World i.e. Bookkeeping and Office Admin/ Marketing. January 2010 - December 2010 NAME OF EMPLOYER: Sanzaf POSITION: Data Capturer/Accountant/Manager DUTIES: Data-capturing handling of accounts managing of the marketing department collection of funds and disbursing of money CONTACT PERSON: Hasan Evans- 0118346046/0118334003 REASON FOR LEAVING: Assisting in family business.

2014/01/30 12:42:37 PM

Short Consultancy - Xenophobia in S. Africa Western Cape

South Africa Xenophobia Programmes Evaluation Terms of Reference November 4 2013 Purpose and Description of the Evaluation: Overall Context Xenophobia commonly defined as the fear of the other is...
locanto.co.za 07/11/2013

Short Consultancy - Xenophobia in S. Africa Western Cape

South Africa Xenophobia Programmes Evaluation Terms of Reference November 4 2013 Purpose and Description of the Evaluation: Overall Context Xenophobia commonly defined as the fear of the other is gaining ground as an inhibitor to providing protection to refugees stateless persons asylum seekers and internally displaced persons. This fear has been compounded by the current global economic crisis and the deteriorating political and social environment in some countries. It poses additional challenges to the protection of people of concern to UNHCR. 1 Although xenophobia is often linked to economic decline and competition for a shrinking pool of jobs it is noteworthy that this problem exists in industrialized states as well as the developing countries who are the host to most of the world s refugees. Xenophobia can take the shape of a spectrum of activities from ugly remarks and bullying to gender based violence and mobs that result in deaths. Lately notable xenophobic attacks targeting persons of concern to UNHCR have occurred in all five geographic regions: Colombians in Ecuador and Costa Rica; Zimbabweans and other Africans in South Africa; Somalis and people from the DRC in Kenya; the Rohingya in Myanmar and asylum seekers in Greece. These situations are of grave concern to UNHCR and its partners. They provide examples where the overall protection environment has been directly jeopardized by widespread and generally accepted xenophobic attitudes that have resulted in human rights abuses. While xenophobia occurs in all contexts the urbanization of refugee populations is another factor in the ongoing phenomenon of xenophobia. As more refugees and asylum seekers are independently seeking exile in urban and peri-urban areas 2 they may be exposed to racism and intolerant attitudes that can prevent them from pursuing safe livelihoods placing their children in public schools using health care and social welfare systems and moving freely throughout the city because they are in competition for the same economic opportunities and services as host country nationals. To date UNHCR and its partners have a limited presence in urban areas and may not be immediately available to intervene on the behalf of refugees who are victims of xenophobic attacks or even worse may not be known to them as a source of legal and social support. Beyond assaults the pervasiveness of xenophobic attitudes and policies is surfacing as a hindrance to refugees abilities to lead productive lives in cities. In a recent survey of UNHCR s largest urban refugee operations the repercussions of xenophobia emerged as a challenge to fostering constructive relationships with host communities pursuing livelihoods and accessing a durable solution i.e. integration into the city. In addition to contributing to interagency initiatives to battle xenophobia UNHCR issued a policy paper Combating racism racial discrimination xenophobia and related intolerance through a strategic approach in December 2009. The policy offers seven strategies on addressing the threat of pandemic xenophobia in country operations. The strategies involve engaging with various stakeholders including the media states international organizations law-enforcement community and faith based organizations. Xenophobia in the context of UNHCR s Regional Office in South Africa (ROSA) While Senior Government officials acknowledge the situation the response to xenophobia remains a major challenge. To better address incidents of xenophobic violence against refugees asylum seekers and migrants and as a way to promote greater tolerance of migrants UNHCR launched a Roll Back of Xenophobia Campaign (RBX) in 1998. The Campaign was carried out in partnership with the South Africa Human Rights Commission (SAHRC) and the National Consortium on Refugee Affairs (NCRA). The Campaign ran until 2007 when due to a number of problems including funding it was brought to an end. Despite the end to the formal campaign UNHCR s education and awareness raising efforts continued within its regular programming. Following the wave of xenophobic attacks in 2008 UNHCR s involvement in the prevention and response to violence and discrimination against populations of concern changed. Its focus now includes in addition to education and awareness a community outreach and community safety programme including working with the South African Police Services (SAPS) and other strategic partners. Xenophobic-related violence continues to affect persons of concern. Such incidents not only generate fear and increased insecurity which adversely affects the quality of asylum enjoyed but they also often result in the destruction of livelihoods physical injuries and death. Moreover they have a negative impact on local integration both due to the destruction of livelihoods and as a consequence of the trauma it creates. The lack of a comprehensive and effective response to address the root causes of such violence has necessitated the continued involvement by UNHCR to prevent xenophobia and increase response activities. Yet these activities are only a fraction of the UNHCR ROSA budget today. Within UNHCR only one staff member (the Senior Regional Community Service Officer) working with one NGO (the Displaced Migrant Person Support Program DMPSP formally known as Militia Trust ) is directly implementing anti-xenophobia programming with UNHCR s support. Since 2008 the interagency response has been more promising. In March 2009 a Protection Working Group (PWG) was established under the UN Framework for Action. Originally created to respond to the mass influx of Zimbabweans and the increasing xenophobic violence it has developed into a key mechanism for analysing the nature of incidents and mobilising response to xenophobia. The PWG has also served to enhance cooperation and dialogue amongst UNHCR different department of the Government NGOs as well as the civil society. This dialogue created an opportunity for UNHCR to play a catalytic role in the prevention of and response to xenophobia as well as in promoting social cohesion between refugees migrants and South Africans. For instance through the PWG and in conjunction with the Conference of Bishops the South African Human Rights Commission and other actors UNHCR was instrumental in containing the 2010 xenophobic violence preceding the World Cup and expediting reintegration of 20 000 refugees displaced because of xenophobic threats. In essence the PWG has created a space to link key stakeholders and provide a coordinated operational response to xenophobia which includes an emergency hotline and community safety/outreach programs. In discussions with the Government the key players acknowledge the on-going trend of xenophobia and that consistent effort is required to combat the issue. In her keynote speech on World Refugee Day on 20 June 2013 the Minister of Home Affairs publicly condemned xenophobia and acknowledged that much needs to be combat the violence and educate the community. UNHCR commends the current efforts by the South African Police (SAPS) to prevent and respond to xenophobia. In order to enhance the response and the long-term consolidation of social cohesion the on-going efforts should lead to a more effective mechanism with the involvement of key departments amongst others the Department of Justice Social Development Cooperative Governance and Traditional Affairs (COGTA) as well as Trade and Industry. It should be noted that in the past years the Department of Home Affairs and the South African Trade Unions have been responsive on the agenda on xenophobia and social cohesion but as earlier said there is still much to be done. UNHCR recently drafted a strategy for sustained work on anti-xenophobia campaigns and community outreach. The programme to combat xenophobia and build social cohesion has had four key aims (please see addendum for more detail): (i) Information management to prevent violence and protect refugees from xenophobic attacks (ii) Rapid re-documentation of those having lost their documents during attacks to minimize hardships (iii) Reintegration of refugees and asylum-seekers to their places of former livelihood to reduce hardships and isolation (iv) Negotiation with local authorities to improve response time and prevent future xenophobic attacks With UNHCR support the DMPSP (formally known as Militia Trust) works in the front line and provides a direct response to on-going xenophobia. Funding has also been provided by UNHCR-ROSA for other implementing partners and projects that address xenophobia more indirectly to combatting xenophobia e.g. advocacy work and the promotion of local integration and community sensitization projects. UNHCR ROSA has also tried to complement the States protection response to xenophobia by engaging the Congress for South African Trade Unions (COSATU) to empower refugees via their access to trade unions and inclusion in the lobbying for changes in current labour laws. Such work seeks to remove the perception that refugees are sabotaging the labour market by driving down salaries by working for lower wages. As it stands UNHCR s implementing partners (IPs) are limited in their ability to effectuate complete social and legal responses due to funding and capacity constraints. However these IP s allow UNHCR a sustained presence at the Musina border point as well as in the Western Cape Eastern Cape Kwa-Zulu Natal and the Gauteng. Their work in litigating is effective and consistent but limited in scope. Dedicated motivated partners as well as a lack of physical human and fiscal resources are all serious challenges in implementing UNHCR ROSA s strategy to combat xenophobia. UNHCR ROSA strives for a significant preventive as opposed to a wholly remedial approach to xenophobia programming. Implementing this approach requires coordination and commitment at all levels of civil society. If implemented it would significantly enhance the credibility not only of UNHCR ROSA but all humanitarian actors and civil society. And the time is nigh. Recent reports from the Southern Africa region suggest that xenophobia is increasing in countries that previously welcomed and allowed asylum seekers and refugees to live and enjoy peaceful asylum. In many countries the competition for scarce resources secondary movements of asylum seekers concerns over terrorism and the perceived need to protect national security has resulted in negative political discourse and inaction on the part of government to prevent populations of concern from xenophobic attacks. In the present protection climate characterised by restrictive asylum policies and practice the need to preserve the asylum space is becoming more critical. It is against this complex and evolving backdrop that an independent review to assess the extent and scope to which UNHCR has been able to provide timely and effective protection to refugees and asylum seekers who are victims of xenophobia in South Africa is required. The main evaluation questions are as follows: 1. To what extent is the current UNHCR ROSA strategy effective in combatting xenophobia? How effective will it be in face of trends of escalating xenophobia? How effective and sustainable is the current strategy? What is the impact of the investments made to date? Are the current partnership arrangements the most appropriate ones in combatting xenophobia? What are the consequences and risks reputational and otherwise for UNHCR ROSA should they not be able to deliver effective protection from xenophobic incidents and attitudes. 2. What are the lessons learnt in overcoming inhibitors to anti-xenophobia programming? How can persons of concern bridge with host communities to diminish fear and discrimination? How can these lessons and associated good practices best be shared?3. To what extent is UNHCR ROSA using the guidance provided in the 2009 anti-xenophobia policy? What is the level of familiarity amongst field based staff? Have they provided feedback on the implementation of the policy? Has the field been given additional support in implementing the policy? Methods: This evaluation will be an on-site review based on qualitative and quantitative data generated by coded focus group sessions interviews document reviews and the budget and programming information available in Focus.The following regions locations will be covered targeting the various groups of persons of concern (table below). Province (9) Locations (131) Eastern Cape Motherwell New Bright Kwazakele Kadwezi Njoly Kwanobuhla Langa (Uitenhage) Viplaas Booyzenberg Kleinskool Mthata (and surroundings) Sterkspruit Dordrecht Gonubi (East London) Gauteng Khutsong Diepsloot Laudium Atteridgeville Alexandra Shoshanguve weinterfelt Ga-Rankuwa Mamelodi Lakeside Tembisa Mabupane de Deur Soweto (various) Kwa thema Ramaphosa Tsepisong Noordgesigt Tokoza Kathlehong Denver Bertrams Hillbrow Meyerton Orange Farm Sebokeng Evaton Lawley Freedom Park Jeppe Meyerton Limpopo Musina Bochum Tzaneen Giyani Lephalale Mabopane Modimolle Mokopane Thohoyandou Makhado Northam Western Cape Franschoek Phillipi Delft Mitchell Plain Hotbay Beacon valley Nyanga Hanoverberg Valhla park Nomuzamo Retriet Kayamandi Bontifell Mafuleni; the Doorns Kayelitsha Krainfontein Wellington OR Tambo Newrest macassa Free State Fochville Tumahule Ficksburg Clocolan Bethlehem QwaQwa Sasolburg Mangaung Thaba Nchu Warden Odendals Rust Welkom Perusburg Botshabelo Frankfurt Mpumalanga KwaGuqa Mhuluzi Kanyamazane Kabokweni Matsulu Mayflower Delmas Piet Retief Nelspruit Jeppes Rief Siyabuswa Kwaggafontein Kwa Mhlanga Verena KwaZulu Natal Kwa Manchu Mayville Inanda Newtown Ntazuma Lindalani Tugelaseria Pietermaresburg Steinger Mulazi area North West Sonop Rustenburg Brits Bathong Matchakanane Tlokwe (Potchesfstroom) Carltonville(NW) Mafikeng Rustenburg Marikana Wonderkop Jabula Northern Cape Kuruman Postmansburg The evaluation will culminate in a workshop in South Africa where the findings and recommendations of the evaluation will be shared with implementing partners the members of the Protection Working Group refugee leaders the South African Police Services and other key stakeholders in civil society. The workshop will be co-facilitated by PDES and UNHCR ROSA. The evaluation will be administratively managed and edited by UNHCR s Policy Development and Evaluation Service (PDES) in Geneva Switzerland. The consultant will work directly with the designated staff in the UNHCR ROSA in Pretoria South Africa. UNHCR ROSA will provide logistical support to the consultant. A steering group convened by PDES will be formed to guide the review provide periodic feedback (literature review questionnaires draft documents) and ensure the relevance of the document to stakeholders within and beyond UNHCR. UNHCR ROSA staff the Xenophobia Unit of UNHCR s Division of International Protection (DIP) the Solutions Unit of DIP and key members of UNHCR s Africa Bureau staff will be invited to be steering committee members. The deliverables for this review include: a well-written concise document that answers the three evaluation questions a literature review summarizing the most contemporary analysis of cases of intolerance racism discrimination and xenophobia toward forcibly displaced persons and migrants in South Africa; semi-structured focus group questionnaires to provide a baseline of incidents and policy implementation; case studies featuring positive and transferable practices in combating xenophobia; and a section of the report detailing the findings and recommendations on further actions to mitigate xenophobia toward persons of concern to UNHCR. At number of field missions will be associated with this review. An independent consultant will be recruited to research and author the review. The recruitment will be through a request for proposals based on the publication of this Terms of Reference. The consultant will report jointly to the UNHCR/PDES Evaluation Managers and the dedicated UNHCR ROSA official. The closing date for applications is November 13th. Shortlisted consultants will be interviewed the week of November 18th. The research is expected to commence on December 1st at the latest. Interested candidates are invited to submit the following to Morand@unhcr.org and: 1. Cover letter and resume2. Draft proposal (including methodology calendar and budget)3. Writing Sample Expressions of Interest must be received by 13 November 2013 1 Combating racism racial discrimination xenophobia and related intolerance through a strategic approach UNHCR s Division of International Protection 2009 2 The current estimate exceeds the 50% estimated at the beginning of this decade since more than 70% of the refugees from Syria are in urban areas.

2013/11/07 01:57:08 AM

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