Introduction

The Danish Refugee Council (DRC) assists refugees and displaced persons around the world: we provide emergency aid to these people, fight for their rights and strengthen their opportunities for a better future. We work in conflict-affected areas, along displacement routes, and within the countries in which refugees settle. In cooperation with local communities, we strive to achieve responsible and sustainable solutions. We work for the successful integration of vulnerable communities and, where possible, the fulfillment of their wish to return home.

The Danish Refugee Council (DRC) was founded in Denmark in 1956 and has since grown into an international humanitarian organization with over 7,000 employees and 8,000 volunteers. Headquartered in Copenhagen, and present in 40 countries, the DRC is a non-governmental, non-profit, politically neutral, independent and non-denominational aid organization.

Our vision is a life with dignity for all the world’s displaced people. All our efforts are based on our moral compass: humanity, respect, independence, neutrality, participation, honesty and transparency.

1. Background

DRC Cameroon began its operations in Cameroon in 2018 responding to the humanitarian needs of refugees from the Central African Republic (CAR) and vulnerable Cameroonians in the Adamawa region. Currently, DRC operates with a regional office in Meiganga and two sub-offices in Djohong (Adamawa region) and Garoua-Boulai (East region). Interventions focus on finding durable solutions for the most vulnerable, using the holistic graduation approach to enhance both protection and economic recovery. Subsequently, in late 2018, DRC began its activities in the South West region of Cameroon in late 2019 to respond to the needs of forcibly displaced persons in the context of the Anglophone crisis, commencing humanitarian activities in January 2019. DRC operates in the Meme, Fako, Kupe-Manenguba and Ndian divisions with an office in Buea and a sub-base in Kumba. Programming focuses on rural and hard-to-reach areas to meet people’s basic needs for food, shelter and NFI, while improving the protective environment and providing income-generating opportunities.

In 2023, DRC expanded its activities to the Far North of Cameroon to provide a response in terms of protection, positive peace, governance and economic resilience to the multidimensional and interconnected crises affecting the region.

2. Overall Purpose of the Role

• Provide case management services, following standardized case management process including the following steps: identification, comprehensive needs assessment, case planning and implementation, follow-up and review, case closure so that beneficiaries are able to claim their rights leading to their safety, dignity and ensuring resilience.
• Be responsible for providing direct support and care for most vulnerable people exposed to or experiencing complex protection issues and/or being victims of rights violation. The Case Worker will be supervised by the Case Management Officer to ensure good quality and effective case management

3.Tasks and responsibilities

Main responsibilities

• Identification of people in need of Case Management services and ensure timely response, including referrals of people in need of specialised services.
• Provide case management services, in line with DRC Cameroon guidance and case management standard operating procedure (SOP) to community members of different ages (Children, youth, adults and older persons), gender (men and women) and abilities (including persons with disabilities).

SCOPE OF WORK:

It is anticipated that the CMA will manage many cases but should endeavour not to have mare than 25 active open cases at a time.

Technical responsibilities

• Identify individual cases through regular presence in the community and accept referrals from other DRC colleagues, humanitarian agencies and community members.
• Conduct the introduction and intake phase and prioritize individuals eligible for CM according to their risk level and these SOPs.
• Once admitted into CM, conduct the protection risk assessment to understand in depth each individual’s protection risks, vulnerabilities and capacities.
• Develop case plans that respond to needs addressed in the protection risk assessment and seek support of supervision when necessary
• Regularly follow up to ensure all services and action points listed in the case plan are carried out within agreed time frames. Ensure that the case plan remains adequate, to monitor progress and identify additional need and that process is regularly reviewed.
• Work with supervisors and managers to organise case conferences for complex cases and ensure individuals receive multi-disciplinary support. Monitor timescales for response, decision-making, placement, follow-up and review to ensure cases receive timely and appropriate support
• Close cases when they are eligible for closure (the goals as outlined in the case plan have been met, the beneficiary/client is safe from harm and their care and well-being is being supported, there are no additional protection concerns, the beneficiary no longer wants support and there are no grounds for going against their wishes, the child is over 18 years old (unless there are good reasons to remain involved), the beneficiary dies (analyse and report)).
• Manage cases in line with SOPs, adhere to standard documentation process and PCM guiding principles.
• Ensure proper use of agreed tools for case management including CM forms, eligibility criteria, and risk level matrix for case prioritization.
• Regularly document cases using the agreed forms, update databases based on the Kobo extracts from the MEAL team and ensure that data collection and storage respect DRC’s data protection protocols and information sharing protocol.
• Conduct regular and systematized follow-up of all referred cases to ensure adequate service provision, reassess needs and potentially identify any new trends
• Participate in supervision and coaching sessions, individual and/or in group, including case discussions, case file audits, case meetings, case conferences.

Participate in internal and external trainings, as requested by the Case Management Officer Officer (CMO) and Protection Team Leader

Administrative

• Ensure all Case Management activities are documented accurately and in a timely manner on DRC Cameroon’s IM system.
• Maintain up-to-date and accurate case files in a safe and confidential manner(lockable cabinet).
• Provide adequate information to MEAL team for CM evaluations and surveys.
• Produce weekly and monthly CM activity reports as required by Case Management Officer (CMO).
• Support Case Management Officer (CMO) with administrative tasks including purchase requests to supply chain.

Roles reporting to this position

• Direct reports to Protection Team Leader

Reporting

• Keep accurate records of daily activities done, including narrative reports and disaggregated data of participants to activities. Regularly update databases according to DRC procedures
• Contribute to the preparation of weekly work plans in accordance with project objectives and outputs.
• Comply with the DRC security procedures and report the security information provided to him to ensure a safe and secure environment for the implementation of case management
• Contribute to the preparation and timely submission of all internal and external reports or updates to donors, partners, DRC office and other interested stakeholders where appropriate.

Coordination

• Maintain the relationship between the beneficiaries and the organisation.
• Coordinate with relevant stakeholders in the field as appropriate to ensure a smooth implementation of activities.
• Actively participate in the weekly team meetings led by the Protection Project Manager in order to share activities done and challenges faced with the team in order to achieve the overall objectives of the protection sector.
• Work closely and coordinate with the DRC Support Services to carry out CM activities.
• Represent DRC and the programme towards a wide range of stakeholders including individual beneficiaries, community-based structures’ members and focal points.
• Ensure that all interactions with individual beneficiaries take place in an environment and in a way that respect and promote the individuals’ safety and dignity in accordance with professional standards for protection and humanitarian work
• Ensure close coordination and communication with other sectors of DRC program (e.g EcRec sector) to encourage an integrated approach to program implementation.
• Support with translation and interpretation tasks if and when necessary within case management
• Perform any other relevant tasks as requested by the Line Manager.

Other

• Ensure compliance with DRC guidelines and policies on HR, admin, finance, and supply.
• Ensure adherence to DRC national staff policy guidelines and Code of Conduct.
• Ensure compliance with DRC AGD policy and AGD programmatic minimum standards.
• Ensuring compliance with the zero-tolerance to Sexual Exploitation and Abuse policy.
• Perform any other relevant tasks as requested by the Case Management Officer/Protection Manager to allow the program to progress.

The responsibilities listed above are not exhaustive and may be readjusted according to operational needs but will remain in line with the overall purpose of the role.

4. Skills and qualities required

• In this role, you must demonstrate the five essential DRC skills, namely:
  • Striving for Excellence: You focus on achieving results while ensuring an efficient process. You strive to produce accurate, thorough and professional work with optimal use of time and effort.
  • Collaborate: You cooperate with and engage stakeholders, actively seeking their opinions and sharing key information with them. You support and trust others, while encouraging feedback.
  • Taking the Lead: You take responsibility and prioritize your work based on DRC’s overall vision and goals. You take the initiative when faced with a challenge or opportunity and seek innovative solutions.
  • Communicate: You write and speak effectively and honestly while adapting your style and tone to the situation. You actively listen to others and involve them in dialogue.
  • Demonstrate Integrity: You uphold and promote the highest standards of ethical and professional conduct in relation to DRC’s values ​​and code of conduct, including protection from sexual exploitation, abuse and harassment.

5. Experience and technical competencies:

• Must have at least 2 years working experience in (Case Management, Social Work or psycho-social support)
• Facilitation skills
• Strong personal skills in dealing with members of the community
• Reporting Skills
• Computer literacy (Excel, Word, Office Package, kobo collect)
• Native proficiency in English and experience working/living in SW and NW Cameroon
• Prior experience with working with an International NGO is an asset

Functional Skills:

• Team work
• Good communication skills
• Strong organizational and problem-solving skills with analytical approach
• Must be able to work independently with limited supervision
• Ability to strictly adhere to deadlines
• Readiness to sign and abide to a Child protection policy
• Readiness to commit and adhere to values, mission and vision of DRC
• Good communication skills
• Strong organizational and problem-solving skills with analytical approach
• Must be able to work independently with limited supervision
• Ability to strictly adhere to deadlines
• Readiness to sign and abide to a Child protection policy
• Comfortable in a multi-cultural environment, flexible and able to handle pressure

6. General Regulations

• The employee must follow the DRC’s instructions for security, confidentiality and ethical guidelines, including the Code of Conduct and the Humanitarian Accountability Framework.
• The employee must not exercise any other remunerated activity during the term of his contract with the DRC without receiving prior authorization to do so
• The employee must not engage in any activity that could interfere with the DRC or the implementation of any project during the term of the contract with the DRC.
• Employee must not give media interviews or post photos or other material related to the project without prior permission.
• The employee must return all equipment borrowed for the project to DRC after the end of the contract period or upon request.

About : Action contre la Faim

Created in 1979, Action contre la Faim is a non-governmental organization that fights against hunger. Its charter of humanitarian principals- independence, neutrality, non-discrimination, free and direct access to victims, professionalism, transparency – has been part of its identity for more than 40 years. Its mission is to save lives by eliminating hunger through the prevention, detection and treatment of under-nutrition, particularly during and after emergency situations linked to conflicts or natural disasters. Action contre la Faim focuses its actions on 5 main areas of expertise: Nutrition and Health – Mental Health, Psychosocial Support and Protection – Food Security and Livelihoods – Water, Sanitation and Hygiene – Advocacy. In 2022, Action contre la Faim provided aid to 28 million people in more than 46 countries worldwide. www.actioncontrelafaim.org

Mission :

As Field Coordinator, your role will be to coordinate Action contre la Faim intervention at field level.
Your missions will be to :
Manage overall security and safety on the base
Coordinate ACF South West strategy development and implementation at field level
Coordinate overall implementation of program at field level
Manage the team at field level
Facilitate good relationships with the coordination team
Represent ACF and liaise with regional authorities, UN, NGOs at field and regional level
Ensure reporting and communication

Priorities for the first few months will be Management of the base, Security management and Program management.
You will manage 5 peoples directly: Program Manager, Security and Humanitarian Access Manager, MEAL Manager, Logistics Senior Officer, Finance and HR Senior Officer.

Profile :

You hold a Master degree in project management or other fields relevant to the job requirements.
You have demonstrated experience in project management and planning, leadership and complexity management.
You have already worked successfully in multi-sector program management, in program budget management and in writing project proposals.
You have leadership skills, integrity and honesty.
You are particularly competent at team management and performance monitoring.
You have good communication and writing skills.
You have good stress management and emotional intelligence skills, and are able to manage complexity.

Conditions d’emploi

Fixed term contract under French legislation: 7 months until 31/03/2025
Monthly gross salary from 2597 to 2968 euros upon experience
Reimbursement of the pension insurance for non-French citizens: 16% of the gross monthly salary
Annual salary increase: 6% increase after and each 12 months of continuous contract
Monthly per diem and living allowance: 619euros net, field paid
Monthly country allowance: 450euros
Child allowance: 1500euros per year per child present in the country of origin (maximum 6000euros/year)
Transportation and accommodation: Coverage of transportation costs and guest house
Medical coverage: ACF covers 100% of the social security, health insurance, and repatriation insurance agreement fees.
Salary sustainment measures (sickness, paternity, maternity)
Leaves and RnR: 25 days of paid leaves per year, 20 RnR per year, airfare reimbursement with a ceiling to get to the chosen break destination, and 215 euros for each RnR period
Accompaniment and trainings:Follow-up and support for career development
Free and unlimited access to the certifying e-learning platform Crossknowledge ©
Field trips : Kumba, Buea, Douala, Yaoundé, Limbe

ACF is committed to people with disabilities and actively fights against all forms of discrimination.

Starting date : : 01-09-2024

Okapi Consulting is recruiting a regional deputy editor-in-chief to join its field team in the Lake Chad Basin sub-region. We are looking for a talented, motivated and experienced journalist. The position is based in N’Djamena.

He/She will work with the Regional Editor-in-Chief in leading the editorial content of Radio Ndarason Internationale (RNI).

RNI is a regional radio network broadcasting across the greater Lake Chad Basin region on shortwave and FM in Kanouri, Kanembou and Boudouma. RNI operates studios and broadcast sites in Maiduguri, Nigeria; N’Djamena, Chad; Mora, Cameroon and Diffa, Niger.

Launched and managed by the South Africa-based NGO Okapi Consulting, the RNI network provides a platform that enables the free flow of information across the Lake Chad Basin. This regional network targets the 10 million Kanuri, Kanembou and Boudouma-speaking people affected by the violence of armed groups operating in this area. RNI encourages a constructive dialogue for peace and development in this region. Okapi Consulting is an innovative organization that promotes the role of the media in peacebuilding.

To learn more, visit our websites: www.ndarason.com and: www.okapi.cc

Core responsibilities

The Deputy Editor-in-Chief assists the Regional Editor in managing a team of approximately 100 journalists, producers, correspondents and technicians in Maiduguri, N’Djamena, Mora and Diffa.

He/she will be responsible for the quality of programs and programming, production standards and respect for journalistic formats.

He/she will work closely with the Regional Editor to ensure that the goals and objectives of the project are met. He/she will also work with the Operations and Finance Manager and Human Resources, and will be involved in recruitment, performance management, project management and special programs.

He/she will work under the authority of the Regional Editor-in-Chief and in close collaboration with the editorial teams in Chad, Nigeria, Niger and Cameroon. The position reports to the Regional Editor.

Job description

• In collaboration with the Regional Editor-in-Chief, he/she will manage the editorial teams of the 4 countries in the production of newspapers and programs.
• Lead the day-to-day production of regional news programs and editions
• Select regional content for RNI programs and editions.
• In collaboration with other key staff members, oversees and ensure the quality of RNI program deliverables.
• Liaise with partners in content production
• Initiate new content sharing and production partnerships.
• Innovate in regional programming.
• Work closely with the M&E teams.
• Participate in the creation and writing of content for RNI’s websites (French and English).
• Help improve and expand RNI’s social media presence.

Criteria for the position of Associate Editor

• At least 10 years of journalism experience in the production and management of news and radio news programmes (pre-recorded and live).
• Experience managing reporters/newsrooms/production teams
• Experience working in Africa, particularly in fragile/conflict areas.
• Experience in the fields of basic journalism training and continuing education: editing, digital audio mixing (Cool-editAdobe Audition) of magazines, interviews, reports, debates, )
• Experience in music programming. (Proficiency in program and music programming software is a plus)
• Understanding of budgets and financial controls within an NGO
• Experience working in a large international team operating in multiple countries.
• Excellent interpersonal skills, strong oral and written communication skills.
• He/she must have excellent analytical skills, good reasoning skills, and good judgment.
• He/she must also be able to thrive in a fast-paced, multicultural environment and demonstrate a strong understanding of the specific cultural and social issues in the region.
• He/she must demonstrate an ability to work effectively in an environment with people of diverse skills.
• Written and spoken Fluency in French and English

Who we are

Urgent Action Fund (UAF-Africa) is a feminist, Pan-African, rapid response fund committed to transforming power relations through resourcing African feminists and womn’s human rights defenders and their formations as an act of solidarity. We are a part of the ecosystem of feminist and womn’s movements in Africa and globally. In character, we are bold, courageous, proactive, responsive, creative, rigorous, curious, alert, agile, imaginative, grounded, consistent, and reliable. As a rapid response Fund, we are ready, alert, and agile to respond to and prioritise the urgent needs of womn in various movements. Registered in Kenya and Zimbabwe and operating as a virtual organisation, the Fund boasts of strategic presence in Africa’s five sub-regions- East Africa: Nairobi & Makuyu- Kenya, Kampala-Uganda and Addis Ababa- Ethiopia; North Africa: Cairo- Egypt; Central Africa: Southern Africa: Harare – Zimbabwe, Lilongwe & Blantyre – Malawi, Antananarivo, Madagascar, Johannesburg & Cape Town- South Africa, and West Africa: Abuja-Nigeria, Parakou & Cotonou- Benin, Yaoundé and Douala Cameroon, Lomé, Togo. Recognising the need to move resources rapidly on a continent where opportunities and threats arise and decline quickly, UAF-Africa uses a Rapid Response Grant-making mechanism to support unanticipated, time-sensitive, innovative, and unique initiatives that promote women’s agency in democratic governance, economic, environmental and climate justice, natural resources governance and conflict transformation while protecting their personhood, integrity, and rights.

Objective of the Feminist Knowledge Leadership Program

The objective of the Knowledge Leadership programme is to work with others to build a culture of learning within and external to UAF-Africa for deeper consciousness, consistently theorising and articulating a feminist, pan Africanist perspective and translating this to solidarity and action.

Position Overview

The Feminist Knowledge Leadership Programme Intern will support the knowledge leadership programme to ensure that documentation, learning, research and information management projects (ongoing and new) are timely executed. The candidate reports directly to the Knowledge Leadership Senior Programme Manager.

Specific Responsibilities

• Provide logistical support in organising physical and online meetings;
• Respond to queries from different partners in consultation with the Supervisor;
• Collect and upload data collection forms from Registry partners;
• Support any other pieces of work as needed.

Qualifications

• Bachelor’s degree in womn’s studies, social sciences or related fields.
• Proficiency in written and spoken English and French are mandatory. Arabic or Portuguese language skills are an added advantage.
• Previous research experience focusing on womn’s rights, human rights or social justice issues generally is an advantage.

Skills and Experience

• At least 1 year experience in research and knowledge generation.
• Excellent organizational skills and ability to multitask.
• Excellent communication skills.
• Flexibility and willingness to travel on the African continent and beyond as and when required
• An understanding of gender equality and womn’s rights issues, particularly in politically unstable and post-conflict African settings.
• Passionate about UAF-Africa’s mission, committed to teamwork, and achieving.
• Results and building effective teams.
• Excellent inter-personal, public speaking, writing and negotiation skills.
• Experience working in a virtual work environment an added advantage.

Work Environment

UAF-Africa is an equal-opportunity employer and does not discriminate in its hiring practices. UAF-Africa actively seeks a diverse applicant pool to build the most robust possible workforce. The Fund is committed to creating an inclusive environment for all employees. The position will be based in the selected candidate’s African country of residence.

Introduction

The Danish Refugee Council assists refugees and internally displaced persons across the globe: we provide emergency aid, fight for their rights, and strengthen their opportunities for a brighter future. We work in conflict-affected areas, along the displacement routes, and in the countries where refugees settle. In cooperation with local communities, we strive for responsible and sustainable solutions. We work toward successful integration and – whenever possible – for the fulfillment of the wish to return home.

The Danish Refugee Council was founded in Denmark in 1956 and has grown to become an international humanitarian organization with more than 7,000 staff and 8,000 volunteers. Based in Copenhagen (Denmark) and present in forty countries, the Danish Refugee Council is a non-profit-making, politically independent, non-governmental, and non-denominational relief organization.

Our vision is a dignified life for all displaced. All our efforts are based on our value compass: humanity, respect, independence and neutrality, participation, honesty, and transparency.

1. Background

DRC Cameroon began its operations in Cameroon in 2018 responding to the humanitarian needs of refugees from Central African Republic (CAR) and vulnerable Cameroonians in the Adamawa region. Currently, DRC operates a regional office in Meiganga and two sub-offices in Djohong (Adamawa region) and Garoua-Boulai (East region). Interventions focus on finding durable solutions for the most vulnerable, using the holistic graduation approach to improve both protection and economic recovery. subsequently, in late 2018, DRC started its activities in the South-West region of Cameroon in late 201 to respond to the needs of forcibly displaced people in the context of the Anglophone crisis, starting humanitarian activities in January 2019. DRC operates in the divisions of Meme, Fako, Kupe-Manenguba and Ndian with an office in Buea and a sub-base in Kumba. Programming focuses on rural and hard-to-reach areas to meet people’s basic needs for food, shelter, and NFI, while improving the protection environment and providing income-generating opportunities.

In 2023, DRC expanded its activities to the Far North of Cameroon to provide a protection, positive peace, governance, and economic resilience response to the multidimensional and interconnected crises affecting the region.

2. Purpose

Danish Refugee Council is currently looking for a Finance Manager in Yaounde. Under the supervision of the Head of Support Services (HoSS), the Finance Manager will ensure that all financial functions in the country programs, including accounting, payments and banking payroll, budgeting, financial reporting (internal and external to donors and government authorities), capacity building of finance team, budgetary management training for support and program teams and grant financial management and compliance are done effectively and on time. The finance manager will manage a team of three staff members (One finance officer, One Finance Assistant and One Finance Intern) and Supervise technical the finance teams leaders in the fields.

3. Duties and Responsibilities

The main responsibilities and tasks of the Finance Management are the following:

• Financial Accounting, Management and Reporting

  • In close cooperation with Managers in geographical areas, reinforce existing procedures and systems for financial management and control in compliance with guidelines of DRC’s Operations Handbook, internal guidelines, and donor requirements.
  • Ensure that proper financial procedures are adhered to and maintained at the Country Office, in collaboration with Budget Holders and in compliance with DRC rules and regulations.
  • In collaboration with the Head of Support Services, work with and support Budget Holders in budget preparations, realignments, monitoring and follow ups.
  • In collaboration with the Head of Support Services, Ensuring the Quality of the Master Budget
  • Ensure day-to-day accounting functions, including regular cash verification, cash/bank reconciliation, monthly cashbooks closing, advances’ reconciliation, timely submission of accounts to HQ finance desk.
  • Ensure payments to suppliers and recurrent expenditures from the Country Office are made in a timely manner and authorization done as per IDRA and CT authorization.
  • Gather information from the relevant Area Offices to consolidate budgets for project proposals according to projects’ needs and donor constraints; Propose sufficient program and support budgets including mission’s investment plans in close collaboration with the Head of Support Services.
  • Ensure a controlled and smooth cash flow management process for Country Program and ensuring all Area Offices have sufficient cashflow for operations.
  • Oversee the management of bank accounts in country office, as well as oversee Cash management and safe(s).
  • Maintenance of the Country Master Budget on a monthly basis and highlighting any foreseen gaps to the Head of Support Services for gap management. Also responsible for dissemination of the same to the respective Area Offices.

• Capacity Development

  • Works closely with the Head of Support Services to implement, improve and maintain financial management policies, systems, structures, and procedures within the Country Office
  • Update the Job descriptions of finance department staff when required.
  • Provide technical support to the Area offices-based finance staff as well as providing leadership to the finance staff in the Country Office.
  • Proactively identify and act upon capacity Building needs of Finance staff based in the Country Office, providing training and other capacity-building where necessary to ensure that finance staff capacity is continuously developing.
  • Conduct on-the-job training for Budget Holders, guiding them through Budgeting, donor compliance and compliance to DRC handbook.
  • Plan field monitoring visits by the Country Office Finance staff to Area and Field office for field teams’ support

• Technical Line Management Responsibilities

  • Ensure an ongoing, accurate both physical & digital data filing system for all Finance vouchers in the Country Office and relevant documentation in the program finance offices.
  • Ensure master in the DRC Dynamics (ERP) System and responsible for training other finance staff in the Country Office as well as in the Area offices.
  • Manage special projects, assigned by the Head of Support Services.
  • On request, perform any other additional duties assigned by the supervisor(s) in order to allow the organization to function optimally.

4. Required Qualifications

• Post graduate University degree in Economics, Finance/Accounting or Business Administration.
• Minimum 5 years of international practical experience in financial management
• At least 3 years of experience working with INGOs.
• Minimum 3 years of experience in team management.
• Proven experience in managing large budgets.
• Competence in providing technical guidance and training.
• Ability to prepare basic training modules on Dynamics, accounting, and finance management.
• Excellent Computer Skills (MS Office, Internet) and advanced proficiency in Excel are required.
• Proficiency (written and spoken) in the English and French language.
• Excellent communication, interpersonal, and influencing skills with a well-developed ability to motivate and persuade at high levels.
• Proven significant financial management experience

5. Required Skills & Qualities

• Core Competencies of DRC:
  • Striving for excellence
  • Collaboration
  • Taking the lead
  • Communication
  • Demonstrating Integrity
• Proven leadership skills and a competence in people management
• Competence in providing technical guidance and training.
• Proven experience in managing large budgets.
• Ability to prepare basic training modules on Dynamics, accounting, and finance management.
• Proven experience in working with national partners, local/government authorities.
• Excellent communication, interpersonal, and influencing skills with a well-developed ability to motivate and persuade at high levels.
• Proven significant financial management experience.
• Working experience with relevant donors
• Proven analytical and critical thinking skills.

6. General Regulations

• The employee shall follow DRC instructions on safety, confidentiality, and ethical guidelines, including the Code of Conduct and the Humanitarian Accountability Framework
• Employees should not engage in any other paid activity during the DRC contract period without prior authorization.
• Employees should not engage in any activity that could harm DRC or the implementation of any project during the DRC contract period.
• Employees should not give interviews to the media or publish project-related photos or other material without prior authorization.
• Employees shall return all borrowed equipment for the project to DRC after the end of the contract period or upon request.

Background

The African Union’s Inter-African Bureau for Animal Resources (AU-IBAR) is a specialized Technical Office of the Department of Agriculture, Rural Development, Blue Economy, and Sustainable Environment (DARBE) of the African Union Commission (AUC). The vision of AU-IBAR is: “An Africa in which animal resources contribute significantly to integration, prosperity and peace”. Its Mission is: to provide leadership and integrated support services for the development of animal resources in Africa.

Its mandate is to support and coordinate the sustainable development and utilization of animal resources (livestock, fisheries and wildlife) to enhance nutrition and food security and contribute to the wellbeing and prosperity of the people in the Member States of the African Union (AU). AU-IBAR accomplishes its mandate through supporting and empowering the AU Member States, the Regional Economic Communities (RECs) and other stakeholders in the livestock sector.

Under this mandate, the African Union Inter-African Bureau for Animal Resources (AU-IBAR), with funding from the Bill & Melinda Gates Foundation (B&MGF) is establishing and operationalizing the African Pastoral Markets Development (APMD) Platform. This 4-year pan-African initiative is pivotal in enabling market-driven, adaptive transformations in pastoralism, and plays a critical role in fostering Inclusive Agricultural Transformation across Africa, by focusing on critical three pillars of action: 1) Strengthening Enabling Policy Environment and strategic implementation, 2) Strengthening private sector integration in pastoral livestock markets; and 3) Strengthening and diffusing of functional data ecosystems.

Within the context of pastoral sector potential for development, AU-IBAR recognizes that pastoralists are critical for Inclusive Agricultural Transformation in Africa as:

• Demand for meat and milk in SSA expected to increase by more than 250% by 2050.
• Pastoralists account for 2 – 7% of national GDP and contribute 60 – 80% of meat across Africa (up to 50% of meat exports in many geographies).
• Pastoralists provide valuable ecosystem services, using indigenous climate adaptive practices on marginal lands, sequestering carbon, and managing water in ASAL regions.
• However, pastoralists are severely marginalized, their contribution to the Agriculture GDP is undervalues (mainly due to lack of information) and disproportionately impacted by climate change. Historic investments, though significant, have had limited impact.

The APMD Platform will strategically influence, promote and provide visibility of market-focused interventions to enhance pastoral integration into livestock markets, among key stakeholders. The platform will achieve that by convening and coordinated actions through multi-stakeholder fora designed to implement priority actions under the three pillars below:

• Strengthening the pastoralists integration in livestock marketing,
• Policy strengthening and strategic implementation, and
• Strengthening and diffusing functional data ecosystems

The APMD Platform will ensure focus and impact by prioritizing THREE sector focus areas and THREE cross-cutting lenses

• Improve feed security and production inputs with a focus on innovative, market-oriented mechanisms and policies to promote inclusive land use and governance
• Facilitate formal market integration, increase value addition and promote investments in pastoral livestock sector
• Remove trade barriers, promote harmonization and improve regional and international livestock trade

The Cross-cutting Lenses:

• Improve economic power of women and youth in pastoral communities
• Improve availability, access, and affordability of nutritious, quality food in pastoral communities
• Improve climate resilience and adaptation in pastoral communities and ASAL regions

Justification and Scope of the Consultation

Justification

The baseline study on the current status of the pastoral livestock marketing in Kenya and Nigeria is crucial for understanding the existing conditions of the livestock marketing chains and will provide valuable insights into the barriers and opportunities within the sector. This information is essential for designing targeted interventions that can improve market efficiency, enhance value addition, and increase competitiveness in local, regional and international markets. Moreover, the study will identify key stakeholders and their roles, enabling better coordination and collaboration among governmental agencies, private sector players, and development partners. Additionally, a comprehensive baseline study will offer a benchmark against which the impact of future projects and policies can be measured. This will ensure that interventions are evidence-based, strategically focused, and capable of delivering measurable improvements. By establishing a clear understanding of the current status, the study will facilitate the development of a robust strategy aimed at enhancing the resilience and sustainability of the pastoral livestock marketing systems, and will indicate opportunities of improvement to influence, promote and provide market-focused interventions to enhance pastoral integration into livestock markets, and the transformation of the sector in Kenya and Nigeria.

Scope of the Consultation

In light of the foregoing, AU-IBAR, the APMD-Platform is seeking to engage the services of a consulting firm to:

1. The consultation firm will carry out the in-depth (baseline) study and develop the national/cluster reports for the pastoral livestock marketing chain (livestock source; production; collection and local primary marketing; aggregation and transportation; secondary/terminal/cross-border markets: local and/or export; slaughterhouse, processing and value add; sales/distribution), in Kenya and Nigeria, within the context of two Pastoral Livestock marketing Clusters. The two considered clusters are: 1) Horn of Africa (HoA) represented by Kenya (as the Focus or Light-house country), and outreach countries (source of pastoral livestock) of Ethiopia, Somalia, and Tanzania; 2) The Sahel cluster, represented by Nigeria (as the Focal/Light-house country) and outreach countries of Burkina Faso, Cameroon, Chad and Niger. The assessment is expected to focus on the in-depth study in the two lighthouses countries (Kenya and Nigeria) with sufficient information and analysis covering the phases of the pastoral livestock marketing chain in the livestock-source/outreach countries in the identified cluster. This may include type and source of pastoral livestock to be mobilized to lighthouse countries; production system, production challenges, etc.; mobility to the lighthouse countries, rest-points facilities, mobility-triggered conflict and rustling, etc.; cross-border aggregation, grading, health and quality standards compliance services, etc.; and primary marketing system (mediators, registration, pricing, etc.) considering the Three pillars.
2. The in-depth Assessment of the Pastoral Livestock Chain (PLC) will indicate gaps, barriers/ challenges, and opportunities for improvement in the THREE (3) main pillars and cross-cutting issues. The main pillars are: 1) The enabling policy environment and strategic implementation; 2) Functional data ecosystem, diffusion and utilization of shared knowledge/data; and 3) the pastoralist’s integration into sustainable livestock marketing in Africa and internationally. While the THREE (3) cross cutting lenses are: 1) Improved climate-change resilience (adaptation and mitigation measures, practices and impacts) in pastoral communities and ASAL regions; 2) Women and youth empowerment (by supporting their active incorporation in, and benefit sharing from the PLC; and 3) Improved availability, accessibility, and affordability of nutritious, quality food in pastoral communities.
3. The consultation team will use assessment measures and indications of different phases of the pastoral livestock marketing chain (Annexes 2 and 3 provide guidance on this matter) that will be completed / exhausts by the team in the Inception Report. The inception report will be delivered to AU-IBAR for approval within one week of the contract signature by the selected consultation firm.
4. The consultation Team will design methodology, tasks, and tools; travel and stakeholder’s mapping; type and source of information / data to be collected from each type of stakeholders; data analytical approaches, tabulating/demonstration, and reporting formats; and final deliverables. This will be included in the “Consultation Implementation Inception and Action Plan” (Inception Report)
5. The consultation team will follow the methodology, measures, tools, statistical approach, etc. of the approved Consultation Implementation Inception and Action Plan (Inception Report) in conducting and reporting the study.
6. Following the delivery of acceptable consultation reports(s), the consultation team will facilitate the stakeholder’s validation (workshop) of the study findings and recommendations, that will be organized by AU-IBAR, and its cost is not included in the consultation budget. The team will use the stakeholder’s inputs and comments to update the national and cluster reports.

Objectives of the Consultation

The overall objective

To assess the current status of the Pastoral Livestock Marketing Chain in Kenya, within the Horn of Africa (HoA) cluster, and in Nigeria within the Sahel clusters.

Note: The two targeted clusters are: 1) Horn of Africa (HoA) represented by Kenya (as the Focus or Light-house country), and outreach countries (source of marketing livestock) of Ethiopia, Somalia, and Tanzania; 2) The Sahel cluster, represented by Nigeria (as the Focal/Light-house country) and outreach countries of Burkina Faso, Cameroon, Chad and Niger.

Specific Objectives (according to each of the APMD outputs)

The specific objectives align with the overall goal of strengthening the integration of pastoralists in livestock marketing, policy strengthening and strategic implementation, and enhancing functional data ecosystems and diffusion within the pastoral livestock markets in the HoA and Sahel clusters.

1. Develop and Implement Methodology and Tools (Inception Report):
   • Design appropriate time plan, methodology, tools, and analytical approaches, stakeholders and source of information for the baseline assessment study.
   • Ensure the use of robust and standardized methods for data collection, analysis, and reporting.
2. Assess the Current Status of Pastoral Livestock Marketing Chains, and Integration into Markets:
   • Conduct a comprehensive baseline assessment of the pastoral livestock marketing chains in Kenya and Nigeria, focusing on the chain of: livestock source; production; primary collection and mobility; local/primary marketing; aggregation and mobility/transportation; secondary/terminal/cross-boards/slaughter markets (local and export); slaughterhouse, processing, and value addition; and sales and distribution.
   • Identify gaps, barriers, and challenges in the pastoral livestock marketing chains (in the three pillars) to provide a clear understanding of the existing conditions and priority areas of actions and interventions.
   • From the information above, draft a reliable livestock market-chain information / data structure to help informing the improvement of the pastoral livestock market knowledge and focus on market-based livestock production and marketing activities.
   • Carry out a comprehensive analysis of market dynamics in Kenya and Nigeria, including the patterns of pastoral livestock movements and marketing within the clusters (HoA, and Sahel) under survey (e.g., Pastoral livestock movements between Ethiopia, Somalia, Tanzania, and Kenya, including reciprocal flows), policy and legislations frameworks affecting such dynamics; active stakeholders and institutions that support the integration of the HoA and the Sahel pastoralists into the markets of Kenya and Nigeria, respectively; and opportunities to access export markets, e.g., the Gulf Cooperation Council (GCC) countries, North-Africa and other international markets, particularly for the HoA cluster.
3. Evaluate Enabling Policy and Legislation Environment and Strategic Implementation:
   • Analyze the existing policy and legislation frameworks and strategic implementation related to pastoral livestock markets in Kenya and Nigeria (within the HoA and Sahel pastoral livestock mobility and marketing).
   • Identify gaps and opportunities to enhance the enabling policy environment that supports sustainable pastoral livestock marketing, in the geographies studied.
4. Assess the Current Status of Functional Data Ecosystems:
   • Assess the current data ecosystem related to pastoral livestock marketing chain, including data collection, dissemination, and utilization practices in the geographies studied.
   • Propose strategies to enhance data sharing, diffusion, and utilization to support informed decision-making and policy formulation.
   • Insightful analysis of the available Data-Sharing Hubs; scope, functionality, efficiency and the need for upgrade, improvement or implementation of new hubs.
5. Assess the Pastoralists’ (Private-sector) Integration into Livestock Markets:
   • Examine the current level of Private-sector (pastoralists) integration into local, regional, and international livestock markets, and barriers or challenges for efficient integration, in Kenya and Nigeria within the HoA and Sahel pastoral livestock clusters.
   • Identify best practices and potential areas for improving market access, value addition, and investment opportunities for pastoralists.
6. Assess the Women & Youth active incorporation in; and benefit-sharing from the pastoral livestock marketing chain:
   • Investigate the roles and active participation of women and youth in the pastoral livestock marketing chains.
   • Accordingly, develop recommendations / priority actions to enhance their economic power and active involvement in the sector, ensuring equitable benefit sharing.
7. Assess the pastoral livestock sector resilience to the adverse effects of Climate Change:
   • Assess the impact of climate change on pastoral communities and their livestock marketing chain activities.
   • Identify adaptive practices and mitigation measures to improve the climate resilience of pastoral communities in Kenya and Nigeria.
8. Evaluate the Pastoral Livestock contribution to the Food Security and Nutrition:
   • Evaluate the availability of, accessibility to, and affordability of nutritious, quality food within pastoral communities.
   • Recommend strategies to improve food security and nutritional outcomes for pastoral populations, based on improving accessibility to markets.
9. Map / Identify active pastoral livestock marketing stakeholder and develop mechanisms for promoting their cooperation and engagement:
   • Map / Identify key stakeholders involved in the pastoral livestock marketing chains (including pastoralists, and pastoral associations/cooperatives, governmental agencies, private sector players, development partners, etc.).
   • Assess cooperation, partnership and coordinated actions between different pastoral livestock stakeholders.
   • Propose mechanisms/ interventions for enhanced coordination and collaboration among stakeholders to support the development of the pastoral livestock sector.
10. Facilitate Stakeholder Validation and Dissemination:
    • Support organizing and facilitate stakeholder validation workshops to present and discuss the study findings and recommendations.
    • Incorporate stakeholder inputs and feedback into the final national and cluster reports to ensure comprehensive and actionable outcomes.
11. Develop Monitoring and Impact Evaluation indicators:
    • Develop a baseline list of indicators (including those guided by Annex 2 and 3) and benchmarks to measure the impact of APMD interventions on the pastoral livestock marketing chains.
    • Develop a “Monitoring and Evaluation framework”, to be used to track progress and ensure that interventions are evidence-based and capable of delivering measurable improvements.

Annex 2 and 3 indicate some detailed measures and parameters that will be used as guidance, and to be completed/exhausted by the consultancy team and reflected in the Inception Report.

Methodology

The methodology of the consultation process will include Desk (literature, official census and database) reviews, individual interviews and group-discussions with stakeholders and strategic actors of the pastoral livestock marketing chain and analysis of quantitative data and qualitative observations in proper approaches to achieve the objectives of the study. Data will be collected according to the tools, form, questionnaires and/or guidelines, to be developed by the consultation team, in the inception report, and approved by IBAR lead. Interviews and group-discussion sessions will use the participatory process that allows the ideas of individuals/groups to be tested, argued, amplified and refined through constructive discussions. The consultation team will perform the consultation services with the highest standards of professional and ethical competence and integrity.

Responsibilities and Expected Outcomes from the Consultation Firm

At the application phase, the consultancy firm team is expected to provide both Technical and Financial Proposals (as indicated in the Application Procedures below). After contracting the following responsibilities will be considered in executing the consultation:

1. Design of and develop the consultation plan: list of contents, stakeholders and source of information, travel plan, selection of tools and analysis approaches, results and demonstrations forms, etc., that best secure the progress towards obtaining the desired outcomes.
2. Produce and conduct comprehensive (3 pillar-oriented) survey’s forms and questionnaires, and guidelines for collection of data (according to the methodology’s parameters), analysis and forms of results. IBAR will lease the consultation team with the National Focal Persons
3. Carry-out desk reviews (secondary data collection), interviews with KIIs, and group discussions (Primary data collection) as per the agreed upon methodology and TOR, using developed tools
4. Carry-out quantitative data / qualitative information analyses according to agreed-upon approaches.
5. Facilitate both the “Debriefing on Main Findings” and the Stakeholders’ Validation Workshop and updating the reports accordingly.
6. Facilitating all needed stakeholders convenings including the debriefing on main findings sessions, and the stakeholder’s validation workshops, and updating reports accordingly.
7. Presence and presenting finding of the study at the Stakeholder Inception and Launch Workshop
8. Producing and delivery of the inception report, the national and cluster draft and final reports (in English), to AU-IBAR, according to the List of Contents and time plan agreed upon, in the technical proposal and the Inception Report.
9. Delivery of all produced/used data, its source, and contact information of the stakeholders interviewed or communicated in the study.

Deliverables

1. “Consultation Implementation Inception and Action Plan” Report (Inception Report).
   This report will indicate methodology; stakeholders map and target groups; informants for primary data collection; type and source of secondary information/ data to be collected; tools, form and questionnaires to be utilized; analysis approach, tabulation and demonstration models; cost and time frame for executing the consultation; and list of content and report outline. This report will be delivered to AU-IBAR in One-week period from the date of contract signature.
2. Draft and final national and cluster reports (according to the approved inception report).
3. Data and information collected and sources utilized (uploaded in a cloud facility).
4. List and contact information for the stakeholders interviewed and information providers.

Duration & Location

The assignment should be completed within Two and half (2.5) calendar months from the commencement date.

By way of guidance, the table below, and the chart in Annex (1) present a proposed timetable of actual working days for the implementation of this consultancy, within the total duration mentioned above.

Task Duration (actual working day)

Development of and delivery of Inception Report 5

Discussion with AU-IBAR and update of the Inception report 2

Secondary data collection (Desk Review)
(This activity is expected to be conducted consecutively in each country by local data collection teams.) 5

Primary Data collection (interviews and discussion groups)
(This activity is expected to be conducted consecutively in each country by local data collection teams.) 5

Debriefing on main data findings and input (IBAR and Stakeholders) 2

Draft report 5

Editing and final report 3

Stakeholders validation and finalizing the report 3

Total 30

The assignment will be home-based from the Consultant’s location. Any travel to other countries or locations (to be included in the Inception Report) will be agreed with AU-IBAR.

Remuneration

The all-inclusive fees for the performance of the assignment (inclusive of approved travel) shall not exceed US$ 49,500.

Payment Terms:

1. Initial Payment: An initial payment equivalent to twenty percent (20%) of the total contract value will be disbursed upon the submission and formal acceptance of the Inception Report.
2. Interim Payment: A subsequent payment of fifteen percent (15%) of the total contract value will be made upon the submission and acceptance of the First Draft Report, along with a PowerPoint presentation detailing the methodology and key findings. This presentation will be delivered at the Stakeholders Inception Meeting.
3. Final Payment: The final payment, representing sixty-five percent (65%) of the total contract value, will be released upon the submission and acceptance of the Final Report.
4. Penalty for Late Submission of Draft or Final Report: AU-IBAR reserves the right to enforce penalties for late submission of the Draft and/or Final Report. Specifically, a penalty of 2% of the total approved amount in the Inception Report will be deducted for each week of delay, unless the delay is justified and accepted by AU-IBAR.

Supervision

1. Technical Supervision: The consultation team (team leader) will work under the guidance and direct supervision of the Project Coordinator and the overall supervision of the AU-IBAR Director.
2. Administrative supervision: The consultation team (team leader) should share technical deliverables and all correspondence associated with this consultancy with the Project Coordinator and other responsible IBAR focal points teams including AU-IBAR procurement, finance and M&E. The focal points contacts will be shared in the contract.

Requirements

Competences and experience of the consultation firm and team

The consultation team should reflect the following capacities and competencies:

Experience in conducting Research and Analytical Skills:

• Expertise in designing and implementing in-depth studies, including the development of research tools, data collection methodologies, and analytical approaches.
• Ability to analyze complex data sets and translate findings into actionable insights and recommendations.

Experience in Consultancy Management and Reporting:

• Demonstrated capability in managing consultancies, including developing and adhering to detailed work plans and timelines.
• Experience in timely producing high-quality reports and deliverables that meet the expectations of international organizations and donors.

Experience in Stakeholder Engagement and Facilitation of Convenings:

• Experience in engaging with a wide range of stakeholders, including pastoral communities, government agencies, private sector actors, and non-governmental organizations.
• Skilled in facilitating stakeholder workshops and validation meetings to discuss study results and gather feedback.

Regional Knowledge and Presence in the study region:

• Familiarity with the socio-economic, cultural, and political contexts of Kenya and/or Nigeria; knowledge of the broader HoA and Sahel regions will be an added advantage.
• Has established networks within these regions, in previous consultations, to facilitate effective data collection and stakeholder engagement.

Technical Expertise in Pastoral / Livestock Sector and Marketing:

• Demonstrated experience in conducting comprehensive assessments of livestock sector, production system, and / or livestock marketing chains.
• In-depth understanding of the dynamics and challenges of agricultural / pastoral livestock markets; ideally in the Horn of Africa (HoA) and/or Sahel regions.

Experience in assessing Climate Change, Gender empowerment, and Nutrition aspects under the rural and/or pastoral sector:

• Experience in analyzing the impacts of climate change on pastoral livestock sector, pastoral communities and developing adaptive strategies.
• Preferable ability to integrate cross-cutting lenses of climate change, women and youth empowerment, and nutrition into livestock market studies.

Assessment of Capacity and/or Designing Capacity Building programs:

• Experience in assessing capacity and knowledge of local stakeholders to ensure sustainable impact and continuity of project outcomes.

Language and Report Writing Proficiency:

• Proven proficiency in English, with excellent written and verbal communication skills. Knowledge of local languages in the target regions is an added advantage.

Evaluation Criteria

No. Criteria Score

General Experience of the Firm (30 points)

1 Firm’s technical expertise in pastoral livestock sector 15

2 Relevant Firm Experience 10

3 References and Past Performance 5

Approach (25 points)

4 Approach & methodology 10

5 Work plan and schedule 15

Team (35 points)

6 Team Composition and Competence 15

7 Qualification and experience of team leader 15

8 Language skills of team members 5

Budget (10 points)

9 Financial Proposal 10

Total 100

About : Action contre la Faim

Créée en 1979, Action contre la Faim est une organisation non gouvernementale internationale qui lutte contre la faim dans le monde. Sa charte des principes humanitaires – indépendance, neutralité, non-discrimination, accès libre et direct aux victimes, professionnalisme, transparence – fonde son identité depuis plus de 40 ans. Sa mission est de sauver des vies en éliminant la faim par la prévention, la détection et le traitement de la sous-nutrition, en particulier pendant et après les situations d’urgence liées aux conflits et aux catastrophes naturelles. Action contre la Faim coordonne ses programmes autour de 5 domaines d’activités : Nutrition et Santé – Santé Mentale, Soutien Psychosocial et Protection – Sécurité Alimentaire et Moyens d’Existence – Eau, Assainissement et Hygiène – Plaidoyer. En 2022, Action contre la Faim est venue en aide à plus de 28 millions de personnes dans 46 pays à travers le monde. www.actioncontrelafaim.org

Mission :

Sous la supervision du Directeur Pays, vous aurez pour responsabilité d’assurer la sécurité d’ACF / AAH au Cameroun, tout en fournissant un environnement de sécurité favorable permettant aux équipes d’ACF d’être efficientes dans la mise en oeuvre opérationnelle au Cameroun.
Plus précisément, vos missions seront de :
Concevoir et mettre en oeuvre la stratégie d’accès humanitaire d’ACF / AAH
Définir et mettre en oeuvre le système de gestion de la sécurité d’ACF
Former et sensibiliser le personnel d’ACF/AAH à l’environnement sécuritaire, aux procédures et aux règles de sécurité
Vous serez le lien fonctionnel des Conseillers Sécurité et Accès Humanitaire Maroua, Kousseri puis Responsable Sécurité et Accès Humanitaire Kumba.

Date de début : 01-12-2024

Profile :

Vous êtes titulaire d’un diplôme supérieur (Bac+4) en gestion de projets humanitaires, relations internationales ou autres domaines pertinents en lien avec les exigences du poste.
Vous avez au moins 3 ans d’expérience dans un poste lié à la sécurité du personnel et de l’organisation, de l’évaluation des risques, de la gestion de la sécurité et de la sensibilisation à la sécurité, notamment dans des environnements non sécurisés et peu stables.
Vous avez idéalement déjà travaillé avec ACF.
Vous avez de bonnes capacités de gestion du stress et d’intelligence émotionnelle, et de gestion de la complexité.
Vous êtes particulièrement compétent·e en communication et rédaction.
Vous maîtrisez le français et l’anglais de manière professionnelle, à l’oral comme à l’écrit.

Conditions d’emploi

Contrat à durée déterminée d’usage de droit français : 12 mois jusqu’au 30/11/2025
Salaire mensuel brut : de 2597 à 2968 euros en fonction de l’expérience
Remboursement assurance retraite pour les citoyens non français : 16% du salaire mensuel brut
Augmentation du salaire de base : 6% tous les 12 mois de contrat continu
Per diem et frais de vie mensuels : 619euros nets, versés sur le terrain
Allocation contexte mensuelle : 150euros
Allocation enfant : 1500euros par an et par enfant présent dans le pays d’origine (plafond de 6000euros/an)
Transport et logement : Prise en charge des déplacements et logement collectif
Couverture Médicale : 100% de la prise en charge des cotisations santé (CFE + complémentaire santé) et assurance rapatriement
Dispositifs de maintien de salaire (maladie, maternité, paternité)
Congés et RnR : 25 jours par an de CP et 20 RnR par an ; prise en charge du billet avec plafond pour se rendre sur la zone de break choisie, et 215euros d’indemnité forfaitaire par RnR
Accompagnement et formationSuivi et accompagnement parcours professionnel
Accès illimité et gratuit à la plateforme d’e-learning certifiant Crossknowledge ©
Des visites régulières sur les bases concernées sont à prévoir : Goulfey, Makari, Mada, Ndjagare, Mara, Maltam, Ndjamena, Kousseri, Maroua, Mora, Batouri, Buea, Kumba, Douala, Bertoua

ACF s’engage pour les personnes en situation de handicap et lutte activement contre toutes les formes de discrimination.