Regional Context
The Africa Region, which is comprised of approximately 1600 staff members of whom around 60% are based in 38 field offices, is committed to helping Africa realize its considerable development potential, with a focus on employment generation. The core values guiding our work are passion for our mission of sustainable poverty reduction with keen attention to quality and transformative impact, 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.
Sub-Saharan Africa has a population of around 800 million people in 47 countries, and is a vibrant and changing environment for development work. The last two decades of democratic elections and, in some countries multiparty systems has created a greater openness to pro-poor reforms. A vibrant civil society has become increasingly vocal on policy issues, and African citizens are more and more holding politicians accountable for their actions (although there are variations across countries). Regional institutions, such as AU/NEPAD are applying peer pressure on national leaders to improve their performance.
Until the onset of the global financial and economic crisis, Africa had been experiencing a period of sustained and widespread growth. In addition to the oil exporters, some 22 non-oil-exporting countries were experiencing better-than-four-percent growth for a decade and two third of the population lived in countries that had grown by between 5.9 and 8.1 percent per year. The sources of this growth were three-fold: (i) external resources—aid, debt relief, private capital flows and remittances were all increasing; (ii) strong commodity prices and a buoyant global economy; and (iii) improved macroeconomic policies, reflected for instance in the fact that the median inflation rate in the mid-2000s was about half that in the mid-1990s.
While the overall business climate in Africa is the weakest in the world, several countries—including some fragile states—have made great strides in improving their environment for business. For example, Rwanda was the “reformer of the year” in the latest Doing Business Report. Similarly, after decades of neglect, Africans are making a concerted effort to increase agricultural productivity—and that effort is beginning to bear fruit. Some 13 African countries increased productivity faster than 3 percent a year for the last six years.
The overall policy environment in Africa, which had been improving until the recent crises, continued to improve during the crises. Some countries even accelerated their reform programs. What is emerging as a result is a growing region, with setbacks from time to time, that is increasingly seen as a destination for investment as much as for aid; and one where leaders are increasingly willing to address problems of misgovernance that harm development effectiveness. As a result it is possible that Africa is poised for a growth takeoff, much like India was 20 years ago and China 30 years ago.
The Africa Region plans to seize this unprecedented opportunity to better support our clients in realizing the dream of a continent free of poverty. The new Strategy, entitled “Africa’s Future and the World Bank’s Support to it” which was strongly endorsed by the Board on March 1, 2011, will guide its overall response these unprecedented opportunities and expectations over the next 5-10 years.
Unit Context
AFCS1 Country Department is responsible for Bank operations in Botswana, Lesotho, Namibia, South Africa, and Swaziland.
The AFCS1 set of countries is diverse, comprising four middle-income (IBRD) countries and one low-income (IDA) country - Lesotho.
South Africa is the only large middle-income country in Sub-Saharan Africa where it plays a vital role: its economy accounts for one third of the total Sub-Saharan African GDP, with large growth spillover effects; its businesses are the largest single source of FDI in Africa; and the country provides leadership on regional integration, as one of the founders of NEPAD.
Botswana and Namibia are well-performing small MICs, while Swaziland, despite its MIC status, faces challenges typical to many low-income countries.
***The World Bank Group is committed to achieving diversity in terms of race, gender, nationality, culture, and educational background. Individuals with disabilities are equally encouraged to apply. ***
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.
PhD or Master’s degree in relevant field/discipline and substantial professional experience (typically the successful candidate will have about 12 to 15 years of experience in positions of increasing complexity and responsibility).
• Relevant experience in achieving results on the ground in more than one world region (including pre-Bank experience and Bank experience). A corporate assignment may substitute for experience in a second world region.
• Strategic leadership capacity to steer the Bank’s agenda and intervention in a way which maximizes our impact in alleviating poverty in a comprehensive and sustainable manner;
• Proven track record of leading complex, innovative programs and policy dialogue, in the Bank, with clients, with donor partners and with other stakeholders.
• Strong abilities to work effectively across institutional and cultural boundaries. Ability to operate in a matrix management setting, relying heavily on teamwork within and across organizational boundaries; ability to lead through influence rather than dictate; ability to let others take the lead, proven ability to delegate and mentor;
• Results-oriented decision making abilities with an aptitude for developing practical solutions in the local context and for operational challenges;
• Strong diplomatic and communication skills and the ability to develop a close and effective working relationship with client and partner counterparts at the appropriate levels, demonstrated by a track record of developing and sustaining effective relationships with clients and stakeholders; empathy for the client, and appreciation of the cultural environment of the clients;
• Experience with complex donor coordination contexts; ability to be a credible leader and collaborative participants as needed for effective coordination, with the aim of strengthening country-led development processes;
• Operational experience, with a track record of successfully supervising projects and portfolios in challenging development environments
• Broad and deep understanding of the political economy, development policies, and of the full range of Bank Group financial and advisory tools, products, services, policies, and procedures???
• Results-oriented decision making abilities with an aptitude for developing practical solutions in the local context and for operational challenges;
• Proven ability to effectively implement complex change management initiatives
Standard Bank Managerial Competencies
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.
Inspiring Trust & Passion in the Bank Group's Mission: Shows great drive and commitment to the World Bank Group’s 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.
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.
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.
Selecting, Coaching, Appraising & Developing Staff: Builds a team diverse in gender and nationality; appraises their ability and potential; gives 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.
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; accepts responsibility for successes and failures; does not blame others if things go wrong; holds others accountable; supports others to succeed and acknowledges their contributions.
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.
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 .
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.
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.
Country Director, South Africa, Namibia, Lesotho, Bostwana and Swazila
Country Director, South Africa, Namibia, Lesotho, Bostwana and Swazila
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