ICAO Roster-Human Resources Development and Training Assessment - Project Coordinator (NGAP)

Under the direction of Director of the Capacity Development and Implementation Bureau (CDI), the Field Operations Section (FOS) is responsible for the development, implementation, monitoring, evaluation, and closure of Technical Assistance (TA) and Technical Cooperation (TC) projects. It drafts agreements and aids in creating country-specific and regional projects and programs by identifying priority areas, developing objectives, activities, and deliverables, setting timelines, and specifying budgetary requirements. 

Additionally, under the direction of the CDI Director, the Field Personnel Section (FPS/FRU) recruits international experts to implement Capacity Development and Implementation projects across various Civil Aviation fields and manages the ICAO Roster of Experts.

The primary objective of this project is to assist States in developing a comprehensive strategy and action plan to effectively address both current and future workforce needs, while attracting, training, developing, and retaining the Next Generation of Aviation Professionals (NGAP). The goal is to establish a sustainable and resilient aviation workforce, supported by a robust monitoring and evaluation framework.

Under the Direction of the Director, CDI, and in close collaboration with the Ministry of transport or other relevant administration in charge of the designated State, the incumbent will perform the following functions:

• Lead the development of the NGAP Strategy and Action plan. 
• Perform ICAO Team coordinator role for the project and as such manage and coordinate the project team in the field and the day-to-day activities of the project.
• Serve as a focal point of the ICAO team.
• In coordination with all the stakeholders, prepare a detailed project work plan including a detailed schedule containing activities to be undertaken as part of the project and submit it to ICAO within 3 weeks from the   deployment.
• Monitor team member’s activities to ensure time delivery of the outputs.
• Coordinate, consolidate and provide the necessary reports of the project.
• Provide status reporting of team activities against the program plan or schedule, and keep ICAO CDI Director informed of task accomplishment, issues and status.
• Escalate issues which cannot be resolved by the team to the Director CDI through the ICAO Project manager.

• Identify stakeholders involved (relevant governmental entities, ANSPs, Airport authority, training centers and academia, key industry players etc) and define roles and responsibilities
•  Collaborate with the Team members to collect, collate, and consolidate data on relevant aviation indicators, current, medium- and long-term personnel demand and training capacity, considering various criteria, including but not limited to:
  • Projection of aviation activities of the State (traffic demand, overflights, etc.).
  • Expected aviation operations (number of airports, airlines, other service providers).
  • USOAP, USAP results
  • HR policies in place 
  • Labor market for aviation jobs
  • Industry capacity and challenges
  • Identification of aviation jobs, competencies, and qualification requirements to meet ICAO's five Strategic Objectives
  • Identification of future jobs, competencies, and skills required due to innovation and technological advancements.
  • Disaggregation of data by occupational area, age, and gender.
  • Current training capacity and educational programmes available and future needs.
  • Youth population awareness of aviation educational paths and careers 
  • Any other relevant data identified etc.

• Coordinate with the team members to develop a forecasting methodology - covering all aviation disciplines personnel
• Perform a SWOT and/or PEST analysis to understand challenges and opportunities as well as external and internal forces affecting the development of sustainable aviation professionals.

Draft a report on the findings, the medium and long-term human resources need, training capacity and the forecasting methodology.

• Identify existing human resources gaps and anticipated demand in various professional categories across ICAO’s five strategic objectives.
• Conduct a training needs assessment. 
• Review the current capacity of Aviation Approved Training Centers to meet the current and future demand
• Identify levels of awareness of youth on Civil aviation education paths and their intention to pursue aviation careers etc.
• Identify national policies and provisions to be implemented concerning the supply of civil aviation human resources.
• Conduct stakeholders’ consultations to validate findings and gather additional insight.
• Compile the gap analysis report, documenting findings and recommendations for addressing identified gaps.
• Submit the report to the designated State relevant administration for approval.

• Develop a comprehensive 15-year strategic and action plan to address existing gaps and future demand in the aviation workforce and training field, and more specifically to attract, train, educate, retain the next generation of aviation professionals.
• The plan will encompass the necessary resources, outreach activities, and policies required to attract, train, and retain the next generation of aviation professionals, focusing on the most critical areas of expertise, including but not limited to:
  • Vision, goals, and objectives of the strategy;
  • Training and Education Alignment;
  • Partnerships and Resource Mobilization plan;
  • Outreach and Engagement plan; 
  • Scholarship and Incentive Programmes;
  • Mentorship and Internship Opportunities;
  • Career Fairs and Exhibitions;
  • National Awareness Campaign;
  • Governance and Performance Monitoring framework;
  • Risk register.
• Submit the draft NGAP Strategy report for the designated State relevant administration review.
• Make a presentation of the NGAP strategy to designated State relevant administration. 
• Consolidate the NGAP strategy in accordance with designated State relevant administration feedback.
• Submit the final report for designated State relevant administration approval.

The execution of the NGAP strategy and action plan will allow the State to build a strong and sustainable aviation workforce.

The incumbent will report to the Field Operations Section, He/she will collaborate closely with the focal point appointed by the relevant administration of the designated State, as well as with other counterparts as necessary.

• University degree in Human resources, aviation management, aviation technical area, business administration, or a related field is preferred

• Additional certifications or training in workforce development, strategic planning, or aviation-related disciplines 

• Familiarity with the International Civil Aviation Organization (ICAO) and its strategic objectives is highly beneficial.
• Proficiency in Human resources planning. data analysis techniques and tools.

• A working knowledge of French or another official language of the Organization (Arabic, Chinese, Russian, or Spanish) 
• A working knowledge of Portuguese is an asset.

It should be noted that this is a prospective position intended for experts interested in consultancy contracts. (short and long term) 

Evaluation of qualified candidates may include an assessment exercise which may be followed by competency-based interview.

ICAO CDI consultants are expected to conduct themselves in a manner befitting their status as international civil servants. 

ICAO CDI offers an attractive benefit package to its consultants in accordance with the policies of the International Civil Service Commission (ICSC).

• A minimum of 10 years’ experience in aviation workforce development, human resources, training, strategic planning, talent management, or related fields 
• Strong analytical skills with the ability to conduct SWOT and PEST analyses and translate findings into actionable strategies.
• Experience in workforce development, talent management, succession planning, or aviation industry education. 
• Familiarity with best practices in aviation workforce development, including attracting, educating, training and retaining a diverse talent pool, implementing training and education programs, and promoting career opportunities in aviation. 
• Knowledge of Aviation Industry: A strong understanding of the aviation industry, including its workforce needs, training requirements, and regulatory frameworks, is essential.

• A good command of oral and written English.