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Home > Jobs > Employment Opportuni... > Professional/Technical

The PREM Network was established in July 1997 to help improve the quality of the Bank's work and strengthen professional development and knowledge sharing among staff working in five areas: Economic Policy & Debt, Gender, Poverty Reduction, Trade, and Governance and Public Sector Reform.  Today, there are approximately 700 staff in the PREM Network.  The Network is governed by a Council, which provides the overall leadership; and by four Sector Boards, whose authority and responsibilities are delegated from the Council.  A central unit serves as the Anchor for the Network and is made up of several groups—including one on gender—that focus on specific thematic or sectoral areas.

The PREM Gender and Development Anchor are responsible for implementing the World Bank’s gender and development priorities and policies. The Anchor supports the development of the Bank's strategies in these areas; incubates new products; promotes access to knowledge; builds external partnerships and links to world-wide expertise; fosters quality through advice, peer review, and participation in formal quality enhancement reviews; and also provides support to senior management and selected Bank operations and analytic work.  A major undertaking during the FY08-11 period has been the implementation of the World Bank Group’s Gender Action Plan (GAP), which seeks to advance women’s economic empowerment in client countries as a way to promote shared growth and accelerate the implementation of the third Millennium Development Goal (MDG).  The Action Plan commits the World Bank Group (WBG) to intensify gender equality work in the economic sectors over four years, in partnership with client countries, donors, the private sector, and other development agencies. In this context, the unit itself has staff engaged in conducting research and analytic work.   Major assignments for the unit in the near future include the preparation of both a GAP transition plan and a blueprint to increase gender equality investments in IDA16.




Note: If the selected candidate is a current Bank Group staff member with a Regular or Open-Ended appointment, s/he will retain his/her Regular or Open-Ended appointment. All others will be offered a 5 year renewable term appointment.

Duties and Accountabilities

The Sector Manager reports to the Sector Director of Gender and Development.  S/he supports the Director by: (1) working closely with the Director to define overall strategic direction for the unit and gender equality work more broadly; (2) helping to plan and implement the broad network functions (knowledge management, quality assurance, staffing and professional development, partnerships) for which PRMGE is responsible; (3) managing the work program agreed with the Director and the budget allocated to PRMGE from the PREM Network budget; 4) providing guidance and support to operational task teams working on gender and 5) providing guidance and support to the unit’s analytic work.  

Principal Responsibilities:
•	Work with the Director to define and maintain strategic priorities for the unit.
•	Work with the Gender and Development Board and other partners inside and outside the Bank to develop, implement, and disseminate the Bank's strategy and work program on gender and development. 
•	Plan and manage work program, staff, and budget of PRMGE to deliver high quality outputs on thematic, regional, and corporate tasks and responsibilities. 
•	Provide leadership in the development of new products and analytic work at the frontiers of gender and development. 
•	Provide advice, guidance and support, as needed, to thematic groups in the development of knowledge management products and processes.
•	Assist the Gender and Development Board, as needed, in recruitment and professional development programs for PREM staff. 
•	Provide career advice for staff working on gender and development across the Bank. 
•	Participate in the development of partnerships with other MDBs, UN agencies, the OECD, bilateral donors, and NGOs in the area of gender and development. 
•	Promote cross-sectoral work and mainstreaming of gender issues through strengthened internal partnerships within PREM, other networks, DEC and WBI. 
•	Provide support to the Director through attendance at meetings, corporate reviews, acting assignments, and other backup as needed.

Selection Criteria

Selection criteria:
•	PhD in Economics and minimum of 12 years of relevant development work experience or advanced degree in a relevant discipline plus 15 years of directly related Bank and/or external experience. 
•	Outstanding interpersonal skills and proven track record of building and managing teams and encouraging innovation in an open team-based environment. Proven ability to effectively plan and manage to ensure high quality delivery of results.
•	Strong analytic foundations in economics. 
•	Practical knowledge and experience working with key client and donor agencies and demonstrated success in developing important client and donor partnerships. 
•	Excellent written and oral communications skills.


Bank Managerial Competencies 
			
1.	Focusing on the Big Picture and Overall Strategic Framework for Development
Identifies and pursues strategic initiatives which provide the greatest value and sustainable impact; balances long and short-term trade-offs; communicates clearly and precisely the development goals and the strategies for achieving them.	
			
2.	Inspiring Trust & Passion in the Bank Group's Mission
Shows great drive and commitment to Bank mission; helps others understand how their daily work contributes to the Bank's mission and inspires others to proactively meet the Bank's development objectives in partnership with clients.  Treats everyone fairly, consistently, and with respect.  Maintains high standards of personal integrity.	
	
3.	Promoting Client Orientation
Balances a responsive and proactive approach to meeting client needs; encourages staff to understand client needs and concerns; ensures provision of customized services and products as appropriate; Responds promptly and effectively to client needs.	

4.	Driving for Results
Makes things happen; Is proactive; Balances "analysis" with "doing"; Sets high standards for self and others; identifies work objectives that are fully aligned with the Bank Group’s mission and goals.	
			
5.	Selecting, Coaching, Appraising & Developing Staff
Builds a team diverse in gender and nationality; appraises their ability and potential; give candid and timely performance feedback; rewards desirable behavior; provides support for professional development efforts linked to business objectives; Coaches staff to help them perform effectively.	

6.	Planning & Managing Staff to Achieve Quality Results
Develops realistic plans with available human resources; establishes high standards of performance and demonstrates a commitment to excellence; empowers staff by removing obstacles to achieve business goals; focuses on results and delivers what is promised, on time and within budget; take accountability, i.e., accept responsibility for successes and failures; does not blame others if things go wrong; holds others accountable; support others to succeed and acknowledges their contributions.	

7.	Encouraging Innovation in an Open, Team Based Environment
Creates an environment conducive to teamwork, continuous learning and innovation; Thinks beyond existing paradigms; builds alliances and promotes open communication and collaboration to achieve joint objectives.		
			
8.	Creating an Environment that Supports Continuous Learning & Knowledge Sharing
Uses knowledge to equip clients and staff; promotes continuous learning environment; Shares knowledge and information; Builds partnerships and creates an environment for learning and knowledge sharing	

9.	Influencing & Resolving Differences Across Boundaries
Gains support and commitment from others even without formal authority; resolves differences by determining needs and forging solutions that benefit all parties; promotes collaboration and facilitates teamwork across organizational boundaries; Breaks down barriers between units.	

10.	Promoting Diversity and Inclusion
Builds diverse teams and manages differences to achieve business results.  Demonstrates commitment to D&I through staffing decisions (recruitment, promotion recognition, etc.).  Respects and values differences; listens with an open mind and enables all staff to actively, visibly contribute.  Challenges preferences in self and others that may affect workplace decisions.  Models behaviors that promote a more inclusive organizational culture.

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