Job Category: Programs
Requisition Number: WORKF01942
Location: Kabul, Afganistan
Creative Associates International is a dynamic, fast-growing global development firm that specializes in education, economic growth, democratic institutions and stabilization. Based in Washington, D.C., Creative has a field presence in more than 25 countries with a strong client portfolio that includes the U.S. Agency for International Development and the State Department, among others. Since its founding in 1977, Creative has earned a solid reputation among its clients and is well-regarded by competitors and partners alike.
The Workforce Development Component Lead will take a lead role in improving the quality and relevance of Small Medium Enterprise (SME) export-oriented demand driven skills training, job intermediation services, and employment support offered by targeted workforce development institutions for an upcoming USAID-funded export-oriented competitiveness program in Afghanistan. The anticipated opportunity provides targeted support to enhance market-driven growth of Afghan export-oriented SMEs.
The Workforce Development Component Lead should expect to manage results, including but not limited to: i) identify private/public sector workforce demands and design targeted/responsive programs, ii) provide job placement and follow-up to job seekers, SMEs, among others. S/he will also work with workforce development institutions and Afghan export associations, and SMEs to improve and expand their service offerings—either through in-house improvements and/or through partnerships—to include job intermediation functions such as internships, job matching, job information, career counseling, mentoring, entrepreneurship support and other important follow-on support.
The Workforce Development Component Lead will report to the Chief of Party.
Local candidates strongly encouraged to apply.
Position contingent upon donor funding.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)