Recruitment at African Development Bank (AfDB), 1st June, 2017

African Development Bank (AfDB) – Established in 1964, the African Development Bank is the premier pan-African development institution, promoting economic growth and social progress across the continent. There are 80 member states, including 54 in Africa (Regional Member Countries). The Bank’s development agenda is delivering the financial and technical support for transformative projects that will significantly reduce poverty through inclusive and sustainable economic growth.

We are recruiting to fill the position below:

Job Title: Senior Performance Management Officer
Reference: ADB/17/025/2
Location: Côte d’Ivoire
Grade: PL5
Position N°: 50071262
The Complex

  • The Vice-Presidency, Human Resources and Corporate Services ensures the delivery of efficient, people-centered, client-oriented, corporate services to ensure overall institutional effectiveness in all aspects of the Bank’s corporate services.
  • The complex leads efforts to ensure the competitiveness of the Bank as the employer of choice and is responsible for providing leadership in the formulation and implementation of Bank’s strategies on people, information technology, general services and institutional procurements, language services, business continuity and, health and safety strategies.

The Hiring Department

  • The role of the Human Resources Management department is to develop and execute a People Strategy, Policies, processes and practices which will enable the Bank to achieve its strategic Agenda. Core to the Human Resources Strategy will be the attraction, development, engagement, motivation and retention of a best-in-class workforce.
  • In order to create a truly transformed human resources work-way, the Human Resources Management department is structured around a triangular Model: Business Partnerships for strategy, client contracting and human resources delivery; Centers of Expertise/Subject Matter Experts for internal consulting, thought leadership, design, talent and staff development and training and best practice benchmarking; Human Resources Shared Services for transactional excellence and employees outreach. This new Human Resources Model will deliver a world-class employee life-cycle experience.
  • The Staff Training and Development Division embeds a strategic approach to human resource development and management that results in more effective talent and performance management including strategic sourcing and career development and mobility, leadership development, compensation and reward,  policy and compliance.

The Position

  • The responsibility of the Performance Management Officer is to provide support to the Chief Total Rewards and Performance Management Officer in developing strategic and operational leadership in the design, development, implementation, administration, and communication of Performance Management Framework in the Bank.
  • S/he oversees and manages all activities related to the performance management cycle and manages all communication, sensitization and monitoring of the process to ensure its effectiveness and relevance to the business needs.

Duties and Responsibilities
Under the overall supervision of the Chief – Total Rewards and Performance Management Officer, the incumbent will undertake the following:

  • Design, implement and monitor Performance Management to enable employees and teams understanding of the goals of the Bank and to identify how individual and team outputs contribute to the achievement of the Bank’s objectives; specifically through managing the performance cycle to ensure cross-Complex alignment and intra-Complex cascading of business goals and Key Performance Indicators across the Bank.
  • Work in liaison with key stakeholders e.g. budget, strategy and Human Resources Business Partners to establish and support the link between strategic business objectives and people’s day-to-day actions and tasks by implementing a process for tracking progression from goal setting, mid-year reviews and end of year evaluations to support individual, team and organizational performance.
  • Ensure targeted communication and capacity building programs in the performance management process to enable managers to effectively evaluate and measure individual and team performance and to optimize performance and productivity.
  • Manage and coordinate organization-wide efforts to ensure that performance management and performance improvement programs are developed and managed using a data-driven approach that sets priorities for improvements in line with on-going strategic imperatives.
  • In liaison with the Learning & Leadership Development and Talent Management and Mobility Officers, contribute to the design, implementation and management of effective leadership and employee development and talent management initiatives to address performance gaps related to capacity/knowledge gaps among staff and overall talent sourcing, management and mobility programs.
  • Design, implement and manage organization-wide performance training/capacity building for all levels of employees and management to drive for positive and measurable impact on the culture and performance of the Bank.
  • Work with Human Resources Information System and Corporate Information Technology Services to ensure the development, enhancement or acquisition of the Information Technology tools needed to support the performance management activities
  • Collaborate and advise on the design of Human Resources Information System infrastructure required to support a Bank-wide performance system; ensuring that needed data is collected on a timely basis, regular reports on progress are distributed and recommendations are made for future improvements, based on the data.
  • Drive bank-wide processes for sharing best practice, tools/materials and on-going communication activities for performance improvement. In line with this, establish and disseminate guidelines and manuals which will serve as reference documents on staff performance management for appraises as well as appraisers.
  • In liaison with the Human Resources Business Partners, support the development and implementation of monitoring systems for Complex or departmental performance indicators and standards, including ensuring data quality and compliance with internal and external performance measurement requirements.
  • Develop and communicate the strategic vision, scope, priorities, processes, systems and tools of the performance management unit.
  • Provide leadership and coordination for Performance Management and improvement initiatives, ensuring their alignment to improving the Bank’s operational and program efficiencies and effectiveness; and ultimately evaluating the impact that these initiatives have on organizational performance.
  • In liaison with the Total Rewards & Recognition Officers, contribute to the design, implementation and management of effective Recognition Programs to reward staff contributions.
  • Coordinate with the Human Resources Business Partners for the implementation by the Human Resources Management department and managers of consequences related to performance evaluation results, e.g. performance pay, Performance Improvement Plans, responses to requests for revision of the evaluation, reward and recognition activities, learning and development activities, etc.
  • Oversee the implementation of key performance measures, core competencies and core values into performance appraisal system.
  • Lead, manage and monitor the design, implementation and effective use of 360-degree feedback process; including the dissemination of individual reports and coordination of development discussions between managers and their staff.
  • Design capacity development interventions and coordinate the implementation of learning programs and coaching activities to address areas of development (in liaison with Leadership and Development Officer); in order to enhance the people management/performance management practice across the Bank
  • Facilitate the approval by Senior Management of the corporate guidelines and standards for performance management to be communicated from time to time to staff members and managers.
  • Keep the Senior Management of the Bank informed on critical issues concerning the implementation of the performance management process; make recommendations to Senior Management on key decisions points regarding this process; and seek for guidance from Senior Management on critical issues.
  • Lead initiatives for introducing/maintaining best practices, including benchmarking relevant policies and practices with similar organizations or market leaders, as may be approved from time to time.

Selection Criteria
Including desirable skills, knowledge and experience:

  • Hold at least a Master’s Degree or its equivalent, in Human Resources Management, Organisational Development, Social Sciences, Business Administration, Public Sector Management or related discipline.
  • Additional professional qualification/certification in Human Resources Management, or in performance management is advantageous.
  • Have a minimum of five (5) years of relevant experience in Human Resources, especially in Staff Performance management processes and tools, or other related Human Resources field.
  • Having private sector experience will be an added advantage
  • Experience in leading performance improvement programs.
  • Familiarity with HRIS tools that support Performance Management processes/activities; Management of 360-degree feedback processes in a multi-cultural, complex business environment.
  • Communication.
  • Problem solving.
  • Client orientation.
  • Team working and relations.
  • Innovation and creativity.
  • Ability to plan, organise, coordinate, multitask and prioritise under pressure with minimal supervision.
  • Client and results oriented individual holding “a can-do attitude”.
  • Marked ability to influence policy development and relate work to wider operational needs of the business.
  • Ability to communicate effectively (written and oral) in French or English, preferably with a good working knowledge of the other language.
  • Knowledge and understanding of people management theories/ principles and ability to coach others around best practices.
  • Competence in the use of standard Microsoft Office Suite applications; preferably experience of SAP HR and reporting tools (Business Intelligence).

Job Title: Senior Leadership and Employee Development Officer
Reference:
ADB/17/023/2
Location:
Côte d’Ivoire
Grade:
PL5
Position N°:
50053027
The Complex

  • The Vice-Presidency, Human Resources and Corporate Services ensures the delivery of efficient, people-centered, client-oriented, corporate services to ensure overall institutional effectiveness in all aspects of the Bank’s corporate services.
  • The complex leads efforts to ensure the competitiveness of the Bank as the employer of choice and is responsible for providing leadership in the formulation and implementation of Bank’s strategies on people, information technology, general services and institutional procurements, language services, business continuity and, health and safety strategies.

The Hiring Department/Division

  • The role of the Human Resources Management department is to develop and execute a People Strategy, Policies, processes and practices which will enable the Bank to achieve its strategic Agenda. Core to the Human Resources Strategy will be the attraction, development, engagement, motivation and retention of a best-in-class workforce.
  • In order to create a truly transformed human resources work-way, the Human Resources Management department is structured around a triangular Model: Business Partnerships for strategy, client contracting and human resources delivery; Centers of Expertise/Subject Matter Experts for internal consulting, thought leadership, design, talent and staff development and training and best practice benchmarking; Human Resources Shared Services for transactional excellence and employees outreach. This new Human Resources Model will deliver a world-class employee life-cycle experience.
  • The Staff Training and Development Division embeds a strategic approach to human resource development and management that results in more effective talent and performance management including strategic sourcing and career development and mobility, leadership development, compensation and reward,  policy and compliance.

The Position

  • Reporting to the Chief Training and Development Officer, the Leadership and Employee Development Officer is responsible for planning, administration and delivering of the training and capacity development programs in the Bank.
  • S/he oversees the operational delivery of learning programs for staff capacity building and leadership development in the Bank to support organisational change.

Duties and Responsibilities
Under the overall supervision of the Chief Training and Development Officer, the incumbent will undertake the following:

  • Support the Chief Training and Development Officer in designing and learning and development plans, programs and material that meet identified learning needs; and enhance performance, support individual development plans and responds to organizational changes.
  • Identify available staff training and development opportunities both in-house and externally and recommend strategies for harnessing such opportunities to management using multiple instructional methodologies and technologies.
  • Ensure that programs designed and implemented are targeted to accomplish competencies for leadership roles, specific jobs or job families. Ensure that the Bank’s leadership programs fully embed a culture that exhibits ideal leadership behaviours for self, others and leadership of other leaders.
  • Develop and analyse post-training evaluations to determine relevance and impact of programs offered.
  • Ensure that all training activities are adequately recorded, maintain related Learning and Development bases and provide all training related reporting; statistics and key performance indicators.
  • Provide input in the annual appraisal reports and on training and development activities and recommend process improvements to these.
  • Participate in (and where necessary, lead) the selection of training providers and provide related contract administration and management.
  • Manage and coordinate work of training team; including effective training delivery, vendor management, work program planning and budget management/ monitoring, on boarding, mentorship, and training evaluation.
  • Identify and implement key metrics to determine overall effectiveness and relevance of learning programs and leadership initiatives in supporting business needs/ strategic goals.
  • Analyze and assess the Learning and Development delivery mechanisms, processes, procedures and tools and identify efficiency improvement opportunities towards more efficient use of training resources and enhanced effectiveness of Learning and Development policies and programs.
  • Take the lead in preparing the annual training and staff development budget in consultation with the Chief Training and Development Officer. Accordingly, act as the Division budget coordinator to administer and monitor budget implementation and provide for adequate control and monitoring mechanisms.
  • Ensure that training offer is adequately communicated across the Bank.

Selection Criteria
Including desirable skills, knowledge and experience:

  • Hold at least a Master’s Degree or its equivalent in Human Resources Management, Organisational Development, Social Sciences, Business Administration, Public Sector Management or related discipline. Additional professional qualification/certification in Human Resources Management, Learning and Development is advantageous.
  • Have a minimum of five (5) years of relevant experience in Human Resources, especially in Training and Development, Service Delivery etc. other related Human Resources field.
  • Having private sector experience will be an added advantage
  • Knowledge and understanding of recruitment, workforce planning and talent acquisition theory and practices.
  • Strong analytical and numerical skills; advanced knowledge and mastery of spread sheets, database software and related tools.
  • Ability to compile, analyse complex data with high numerical proficiency.
  • Ability to plan, organise, coordinate, multitask  and prioritise under pressure with minimal supervision
  • Ability to drive change.
  • Marked ability to influence policy development and relate work to wider operational needs of the business.
  • Ability to interact with senior management and influence decision making.
  • Ability to manage multi-disciplinary projects.
  • Previous supervisory/management experience is an added advantage.
  • Communication.
  • Problem solving.
  • Client Orientation.
  • Team working and relations.
  • Ability to communicate effectively (written and oral) in French or English, preferably with a good working knowledge of the other language.
  • Competence in the use of standard Microsoft Office Suite applications; Experience with Learning Management Systems and virtual/ e-learning technology.

Job Title: Gender Investment Officer
Reference:
ADB/17/240
Location:
Côte d’Ivoire
Grade:
PL5
Position N°:
50091794
The Complex

  • The Vice Presidency for ‘Agriculture, Human, and Social Development’ is a Sector Complex focusing on the Bank’s TYS High 5s priority of “Feed Africa” and “Improve Quality of Life for the People of Africa”.
  • The complex objectives are:
    • To develop, policy and strategy;
    • Provide deep sector expertise to the Regions by gathering pool of experienced individuals who can be consulted to provide sector expertise on complex transactions;
    • Develop new financing instruments;
    • The VP will act as the spoke person to represent the Bank with external stakeholders on aspects of “Feed Africa” and Improve Quality of Life for the People of Africa”.

The Hiring Department

  • The role of the Gender, Women and Civil Society Department (AHGC) is under the Agriculture, Human and Social Development Complex focusing on the Bank’s TYS High 5s priority of “Feed Africa” and “Improve Quality of Life for the People of Africa”.
  • Furthermore, “Improve Quality of Life for the People of Africa” will be operationalized with focus on Gender, Women and Civil Society.

The Position

  • The Gender Investment Officer  is responsible for the promotion of women’s entrepreneurship and integration in public and private sectors across the High 5s, , as well as to other relevant flagships. He/ She will contribute to the implementation of the Gender Strategy by providing support from a gender lens to the implementation of AfDB strategies and operations.
  • He/ She will work with other complexes and regional departments to ensure that Bank operations, policies and guidelines reflect the Bank’s commitment to gender equality in order to promote gender results in Regional Member Countries.
  • He/ She will provide strategic gender advice and implementation support to develop an operational approach to gender mainstreaming that supports increasing the number of women beneficiaries and the number of grantee companies with women in key decision-making positions.

Duties and Responsibilities

  • The overall objective of the Gender Investment Officer is to promote the mainstreaming of gender issues in the Bank’s operations by providing support and contributing to the origination, development and implementation of public and private sector projects, as well as to country strategic papers, country papers review and economic and sector works, to ensure they adequately address gender concerns.
  • Contribute and guide in the review and provision of operational inputs for the mainstreaming of gender equality in Bank’s projects to improving inclusive business opportunities and development outcomes;
  • Contribute to the generation, structuring and evaluation of related projects, with a particular focus on potential gender impact of proposed projects;
  • Build institutional partnerships on gender equality and mobilize co-financing to implement related projects.
  • Contribute to policy dialogue and advocacy activities on universal financial inclusion, economic opportunities, empowerment and leadership, trade and integrated value chains;
  • Collaborate with cross-department members to support the development and implementation of innovative gender mainstreaming strategies and incentives towards financial and economic inclusion in Bank’s operations.
  • Assist in the collection, analysis and dissemination of information and sex-disaggregated data on gender in relation to skills and entrepreneurship, financial and private sector development;
  • Participate in project and country strategic papers teams (from identification to concept, appraisal and supervision) to influence on gender activities and outcomes;
  • Provide top quality analysis and substantive inputs to Bank strategic documents, peer reviews and economic and sector works as it relates to financial and economic inclusion for gender equality and contribution of women in private sector development;
  • Initiate and lead on knowledge products on the business case for investing in women to enhance the quality of gender mainstreaming in the implementation of the High 5s and key selected flagships;
  • Contribute to Analysis/Briefs/Case Studies of Bank’s projects to showcase gender mainstreaming and gender equality results;
  • Organize and/or attend technical trainings, seminars and policy summits in related areas.

Selection Criteria
Including desirable skills, knowledge and experience:

  • At least a Master’s Degree or its equivalent in International Development, Development Finance, Economics, Gender Studies or related areas, relevant qualification in development project management and project finance
  • Have a minimum of five (5) years of professional experience on gender issues in the development finance space and experience in project management, with track record in investment structuring and in developing gender financing products is an asset.
  • Advocacy and policy engagement experience at all levels, particularly in relation to inclusive finance and women entrepreneurship.
  • Demonstrate knowledge of the role of the private sector, entrepreneurship and of women in business in development;
  • Demonstrate understanding of regional social and economic issues, analysis and policy formulation; knowledge of the practices of major bilateral and multilateral partner development agencies in African countries is an added advantage.
  • Demonstrate strong communication and organization skills, dealing with various stakeholders with different background and capacity to perform in complex situations.
  • Appraisal assessment tools (financial modelling, financial and economic returns analysis, etc)
  • Communicate and write effectively in French or English, with a good working knowledge of the other language.
  • Good command of undertaking comprehensive due diligence, including financial and economic analysis of clients (financial institutions, Small and Medium Enterprises and larger enterprises); Experience in developing gender financing/financial inclusion projects in Africa; previous experience in gender mainstreaming, working with women entrepreneurs at all levels of the business life-cycle,
  • Financial and investment policy engagement experience, particularly in relation to inclusive finance and women’s access to credit;
  • Demonstrated good knowledge of applying a variety of investment instruments such as debt, equity, guarantees, and other complex financial deal structuring, specifically responding to the needs of the ultimate beneficiaries; Experience in designing/implementing capacity building and skills development projects, in both public and private sectors,;
  • Competence in the use of standard Microsoft Office applications (Word, Excel, Access, PowerPoint); knowledge of SAP is desirable.

Job Title: Senior Talent Acquisition Assistant
Reference:
ADB/17/254
Location:
Côte d’Ivoire
Grade:
GS8
Position N°:
50000453
The Complex

  • The Vice-Presidency, Human Resources and Corporate Services) ensures the delivery of efficient, people-centered, client-oriented, corporate services to ensure overall institutional effectiveness in all aspects of the Bank’s corporate services.
  • The complex leads efforts to ensure the competitiveness of the Bank as the employer of choice and is responsible for providing leadership in the formulation and implementation of Bank’s strategies on people, IT, general services and institutional procurements, language services, business continuity and, health and safety strategies.

The Hiring Department

  • The role of the Human Resources Management department is to develop and execute a People Strategy, Policies, processes and practices which will enable the Bank to achieve its strategic Agenda. Core to the HR Strategy will be the attraction, development, engagement, motivation and retention of a best-in-class workforce.
  • In order to create a truly transformed human resources work-way, CHHR department is structured around a triangular Model: Business Partnerships for strategy, client contracting and HR delivery, Centers of Expertise/Subject Matter Experts for internal consulting, thought leadership, design, talent and staff development and training  and best practice benchmarking, Human Resources Shared Services for transactional excellence and employees outreach. This new HR Model will deliver a world-class employee life-cycle experience.
  • The Staff Development and Training Division embeds a strategic approach to human resource development and management that results in more effective talent and performance management including strategic sourcing and career development and mobility, Leadership Development, compensation and reward and policy and compliance.

The Position

  • Reporting to the Recruitment Officer, the Senior Talent Acquisition Assistant contributes to the development of the talent acquisition policy and programs in alignment to the business objectives of the Bank.
  • The incumbent provides a wide range of professional and administrative support to ensure effective and high quality recruitment administration support which is consistent across the organisation and complies with legislation.
  • This diverse role is responsible for supporting the Bank’s hiring needs in an expedient and quality fashion and the Talent Acquisition Team in all aspects of recruitment administration including advertising vacancies, arranging interviews, preparing interview / selection packs and processing invoices.

Duties and Responsibilities

  • Under the overall supervision of the Recruitment Officer, the incumbent will undertake the following key responsibilities :
  • Assist in the development of the staffing plans in line with the approved positions of the Bank.
  • Provide Human Resources Business Partners (HRBPs) with the guidelines, templates and support needed.
  • Support the drafting of reports on staffing/ recruitment activities or status and staffing situations based on analysed data; providing management reports as may be required.
  • Follow up on recruitment budget expenses, calculating and justifying a revised cost estimates for incremental funding, if necessary
  • Support special projects as assigned, writing replies in response to inquiries or requests from  Senior Management
  • Serve as primary administrative support and office point of contact for the full-life cycle recruitment for full-time, part-time and temporary positions.
  • Gather the job specifications of vacancies from the HRBPs in charge and in close cooperation with relevant line managers.
  • Assist in processes to screen  and shortlist applicants, implement selection processes,  psychometric tests and personality questionnaires; where required
  • Prepare and maintain weekly recruiting reports, reconciling assigned and vacant positions with authorized budgeted staffing level in each organizational unit.
  • Maintain appropriate records of recruitment and other employment activities, decisions, and efforts; including maintenance and update of the recruitment tracking system
  • Prepare offer packages and maintain new hire folders.
  • Perform reference checks and education verifications on prospective hires.
  • Research and assist in identifying appropriate head hunters, new sites and professional associations regarding resume search and job posting services; and administer relevant contracts for specific engagements.
  • Assist in recruitment outreach, actively participate in career fairs and recruitment events as requested to recruit candidates, provide awareness of recruitment opportunities and promote Bank’s recognition.
  • Handle vendor contracts, invoices, payments and inquiries.
  • Support the interview arrangement process to ensure timely coordination and completeness of before-after interview procedures.
  • Assist in drafting management response to Audit queries and addressing them in a timely manner.
  • Support in appropriate implementation of the relevant recruitment procedures and regulations towards the identification and hiring of most suitable candidates.
  • Support in process improvement and ad hoc projects, as may be required from time to time.

Selection Criteria
Including desirable skills, knowledge and experience:

  • Hold at least a Bachelor’s Degree or Maitrise or its equivalent in Human Resources Management, Business Administration, or other related disciplines;
  • Have a minimum of six (6) years of relevant experience in Human resources/recruitment, in progressive positions preferably with international organizations.
  • Strong communication, , team working and client orientation skills
  • Proven ability to work effectively in a dynamic and demanding environment, multitask ; meet deadlines and work independently with minimum supervision
  • Demonstrated ability to work in a multicultural team and environment. Perception and understanding of cultural, nationality and gender differences
  • Ability to grasp and quickly learn internal systems with flexibility and adaptability to changing circumstances and the creativity in delivering solutions to business issues and problems.
  • Excellent written and verbal communication skills in order to deal with all levels of the client organization in a diverse, international institution structure.
  • Strong time management and organizational skills;
  • Strong analytical and problem-solving skills with the ability to think strategically.
  • A high sense of initiative, enthusiasm and good team spirit, good organizational and interpersonal skills are strongly desired
  • Ability to communicate effectively (written and oral) in English or French, with a working knowledge of the other.
  • Competence in the use of standard Microsoft Office Suite applications. Knowledge of Taleo and SAP would be an added advantage.

Job Title: Principal Research Economist
Reference:
ADB/17/251
Location:
Côte d’Ivoire
Grade:
PL4
Position N°:
50089980
The Complex

  • The Chief Economist/Vice-President for Economic Governance and Knowledge Management is the Bank’s spokesperson on economic matters and the Vice President for the Economics Governance and Knowledge Management Complex.
  • The Complex is responsible for:
    • Providing leadership and visibility for the Bank on economic, finance, financial governance and socio economic development issues; and coordinate the generation of analytical works to inform operational policy;
    • Systematically emphasize the critical role of knowledge, experience, lessons learnt and their tangible impact on sustainable, inclusive transformation of African economies.

The Hiring Department

  • The Macroeconomics Policy, Forecasting and Research Department is dedicated to the generation of high quality knowledge in the area of development in Africa.
  • It provides technical support to operations and regional member countries through rigorous analytical work; engages in impactful policy dialogue with decision-making bodies within and outside of the Bank; and most importantly enhance the operational effectiveness of the Bank in achieving the High 5s.
  • The activities of the department are structured around the Macroeconomic Policy, Debt Sustainability and Forecasting on one side, and the Microeconomics, Institutional and Development Impact on the other.
  • The Macroeconomic Policy, Debt Sustainability and Forecasting Division is responsible for the following, inter alia:
    • Conducting policy research and debt sustainability analysis in order to improve the Bank’s macroeconomic surveillance and understanding of sovereign debt risk profile and the policy tools regional member countries  can deploy to contain debt distress;
    • Conducting macroeconomic modelling and forecasting for the regional member countries
    • Providing cutting edge analytical support to Senior Management through timely and rigorous economic intelligence work;
    • Collaborating with partner institutions; research think tanks and universities, both within and outside Africa, in order to deepen analytical capacity and broaden the scope and outreach of the Bank’s research work and
    • Leading the production and dissemination of all the Bank’s flagship publications and other knowledge products on Africa’s emerging macroeconomic and development issues and on the Bank’s High 5s priority areas.

The Position

  • The Principal Research Economist – Macroeconomic Modelling and Forecasting is responsible for developing and maintaining a suite of macroeconomic models for African countries individually and as a group.
  • The models include but not limited to structural macro-econometric models Dynamic Stochastic General Equilibrium, Global Vector Autoregressive Analysis and other simpler Autoregressive Integrated Moving Average models. The Job holder will also conduct development policy analysis in the regional member countries.

Duties and Responsibilities
Under the supervision and guidance  of Division Manager Macroeconomic Policy, Debt Sustainability and Forecasting, the Principal Research Economist will:

  • Construct and manage structural macro-econometric models of African economies:
    • Construct a suite of structural macro-econometric models, Dynamic Stochastic General Equilibrium, Global Vector Autoregressive Analysis and other simpler Autoregressive Integrated Moving Average models.
    • Carry out simulations and forecasts based on the models developed and lead in the disseminating results and provide advice to the Bank’s senior management and regional member countries to strengthen policy dialogue.
  • Plan, develop and implement research programs and projects. This involves:
    • Undertake research in the areas of macroeconomics using established and proven quantitative techniques/methods.
    • Contribute to the preparation of knowledge products such as African Economic Outlook ; African Development Report; Economic Frontier Research and Bank Policy Currents; books, reports, etc.
    • Provide the Bank and regional member countries with comparative research analysis, socio-economic data and macroeconomic projections of the most widely used socio-economic parameters relating to Africa’s economies and Bank Group operations.
  • Represent the Bank in international and regional conferences, seminars and workshops where such papers will be presented:
    • Organize and participate in internal Research Seminars and/or International Conferences on Development Policy Issues.
    • Contribute to the training and capacity development activities in the Bank and in regional member countries.
    • Publish research output in the Bank’s working paper series and reputable peer reviewed journals.

Selection Criteria
Including desirable skills, knowledge and experience:

  • A minimum of a Ph.D degree in Macroeconomics; Econometrics, Development Macroeconomics; Applied Statistics, or any related discipline.
  • A minimum of six (6) years of relevant professional and research experience in multilateral or research institution in Africa or other low income countries. Having a private sector experience is an added value.
  • Ability to identify the appropriate methods and techniques to analyse and forecast macroeconomic trends resulting from policy and external shocks.
  • Proven ability to lead and manage small team of researchers in specific projects and/or tasks;
  • Capacity to initiate innovative research ideas and techniques in order to improve research policy making content of development research.
  • Communicate and write effectively in French or English, with a good working knowledge of the other language.
  • Strong publications record in reputable peer review journals on general issues of development and on in macroeconomic modelling and forecasting in Africa or other low-income countries.
  • Extensive knowledge of empirical regularities of different macroeconomic theories.
  • Ability to construct large macroeconomic models using sophisticated econometric techniques.
  • Ability to handle, process and analyze large data sets using packages such as Matlab, R, Eviews, the General Algebraic Modeling System.
  • Competence in Microsoft Suites (Word, PowerPoint, Excel and Access) and SAP.

How to Apply
Interested and qualified candidates should:
Click here to apply 

Application Deadline: 15th June, 2017.

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