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

Job #	091977
Job Title	Sector Manager, , Finance, Private Sector, West and Central Africa
Job Family	Private Sector Development
Location	Washington, DC
Appointment	International Hire
Job Posted	03-Nov-2009
Closing Date	24-Nov-2009
Language Requirements	English [Essential]; French [Desired]
Appointment Type	See Job Description Below

Background / General description

Sub-Saharan Africa (SSA), with a population of over 782 million people in 47 countries, is home to 34 of the world’s poorest countries.  Making headway against poverty in SSA continues to present the world’s most formidable developmental challenge.  The Africa Region is committed to working with Africans and other development partners to support growth and to advance toward the MDGs.  The Region is comprised of approximately 1750 staff members of whom over 60% are based in the Region's 37 field offices.   

The Africa Region has an active and comprehensive work program encompassing significant IDA operations, a diverse program of analytical work, and a large portfolio of approximately 450 projects under supervision. The Region has been at the forefront of work on PRSPs and accompanying PRSCs, post-conflict, HIV/AIDS,  investment lending,  and regional integration.  The core values guiding our work are passion for our mission of sustainable development and poverty reduction, putting the needs of the client at the center of all our activities, trust and respect as a common currency, intellectual rigor and curiosity, honesty and integrity, teamwork, openness to learning and the courage to admit we do not always have the answer.

The Africa Action Plan (AAP) is the World Bank’s strategy for IDA support to African development and the key platform for the Africa Region’s work. It is based on four major pillars: (a) increasing growth and enhancing competitiveness; (b) investing in people; (c) improving governance and reducing conflict; and (d) implementing the emerging partnership model.

With a wide-ranging work program that covers financial and private sector development and knowledge economy, operational support and technical advice to AFR clients on private and financial sector issues, the Region’s Finance and Private Sector Department (AFTFP)  is critical to the delivery of the AAP pillars.  

AFTFP, with its nearly 75 staff, is a department led by AFTFP’s Sector Director and has two sector units, East and Southern Africa (AFTFE) and West and Central Africa (AFTFW), each led by a Sector Manager, jointly covering a span of 47 countries and 11 country directorates.  Almost half of the Department’s staff are decentralized across 25 SSA countries. 

In the financial sector, the most common issues center around building a strong financial infrastructure, strengthening banking systems, introduction of risk mitigation mechanisms especially to foster access, supporting diverse and sound non-bank financial institutions, developing capital markets and improving access to financial services. The Region also has been active in responding, where needed, to the effects of the financial crisis, and in monitoring more vulnerable financial systems.

The main private sector responsibilities include improving the investment climate, promoting greater competitiveness, fostering effective public private partnerships, removing barriers on the creation and growth of private firms, and nurturing small and micro firms, to support and enable their sustainable participation in the growth agenda.  

The Department has seen a steady growth in its business over the past several years. The  lending portfolio has increased from $149 million in FY08 to more than $800 million in FY10, along with a strong FY11/12 pipeline under development. In addition, the lending portfolio under supervision currently includes 45 projects. The AAA  portfolio continues to be steady with strong country demand for TA and ESW that includes Investment Climate Assessments, Financial Sector Assessments, Tourism Studies, Micro-Finance Reporting, Remittances and Payment System Studies, Supply Chain Analysis and non-lending policy advice TAs.   The AAA is increasingly diversified, with more trust funded initiatives and the introduction of fee-based TA.   The Partnership Agenda has also seen strengthening, as the department has sought more proactive mechanisms to partner with academics, donors, and the private sector to leverage the financial and private sector work of the World Bank.

Trust funds continue to make up a critical portion of AFTFP’s resource base.  In FY09 TF resources managed by the Bank represented 23% of the department’s total combined expenditures.  This significant and growing trust fund portfolio confirms the department’s proactivity and success in securing alternative funding for our ever expanding work program.  Trust funds offer increased flexibility and ability to rapidly respond to client needs. 

In carrying out its mandate the Department collaborates closely with regional staff working on other sectors, the various networks, and with other parts of the Bank Group, including WBI, FIAS, IFC and MIGA.

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 4 year renewable term appointment.

Duties and Accountabilities

The Sector Manager reports to the AFTFP Sector Director for Finance and Private Sector Development, and will be part of the Regional Management Team, as well as a member of the FPD Board, thereby sharing the responsibility for the department’s contribution to Regional, Country and Network objectives.  The SM will lead the unit that covers primarily the countries in West and Central Africa.  The accountabilities include contributions and oversight of client outcomes, timely delivery of quality Bank lending and non-lending services, effective use of resources, ensuring knowledge generation and sharing, staff management and development, fostering a good work environment and ethics.  The Sector Manager needs to be proactive in identifying emerging issues in the finance and private sector, and creating the capacity to respond adequately ot emerging client needs.  The Sector Manager should also create an environment that enables the sector group to promote knowledge exchange and tap on the best practice experience from countries within and outside the region.  Under the guidance of the Sector Director for the Africa Region’s Financial & Private Sector Development Department, the Sector Manager for West and Central Africa (AFTFW) will:

-	Provide a strategic leadership for private and financial sector development in the countries of West and Central Africa, that is aligned with the Bank’s corporate objectives, regional priorities, network strategies and best practice guidelines;

-	Ensure and enhance the technical quality of the unit’s work, through coaching staff, hands-on involvement in the development of products, including a shared responsibility for quality and the timely delivery of work products and services;

-	Motivate, mentor and develop staff, evaluating staff performance, assist in resolving trade-offs between staff work assignments and between work and learning time, and in formulating professional development plans;

-	Ensure that task and program teams are staffed with the appropriate skills;

-	Partner with CMUs to develop effective FP sector strategies for client countries to deliver on the growth agenda and the MDGs;  

-	Ensure the efficient working of work program agreements, including programming and monitoring of the use of resources and timely delivery of quality outputs;

-	Ensure coordination of financial and private sector issues, and collaboration, with the relevant country management units and sector departments;

-	Build and maintain links with country directors, client governments and stakeholders, and promote effective partnerships that will leverage efforts to promote financial and private sector development in the region;

-	Represent the Region, as required, on the Sector boards and in international fora;
- 	Ensures that subsector issues and priorities are brought to the attention of the SMU management and relevant CMU management; 

-	Contributes to the effective functioning of the Departmental Management team, managing the unit in a productive, energetic and motivate team environment, with a clear sense of purpose and direction;

-	Promotes cross fertilization and dissemination of best practices both inside and outside the Bank, and encouraging innovation in FPD work, together with the Departmental Management team; and

-	Maintain relationships at senior levels with relevant external organizations and other parts of the Bank Group.

Selection Criteria

Ph.D. and 12 years of professional experience, or advanced post-graduate degree and 15 years experience in financial and or/private sector development issues, plus strong managerial aptitude and competency;

Prior work experience in achieving results on the ground in more than one world region.  A corporate assignment may substitute for experience in a second world region;

Demonstrated ability to provide intellectual leadership in at least one of the sectors for which AFTFP is responsible, to assist in providing direction to complex policy-oriented AAA work and sector strategies, while being familiar with the overall agenda of the Department;

Credibility in conducting policy dialogue at the highest levels in the areas of private sector and financial sector development.  Proven task management experience of appraising, negotiating and delivering results, responding rapidly to emerging needs and opportunities, and making a difference.  

Proven experience in leading high performance teams, managing talent, and in guiding, mentoring and coaching staff on substantive as well as procedural issues;

Proven client/people management skills, interpersonal skills, ability to listen and ability to influence;

Strong and demonstrated commitment to team work and knowledge sharing

Outstanding communication skills, including the ability to speak articulately and persuasively, and write concisely

Bank-wide Managerial Selection Criteria:

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 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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