Writing a monitoring and evaluation (M&E) job description requires careful consideration of the roles and responsibilities of the position, as well as the skills and qualifications required. Here are some steps to follow when writing a monitoring and evaluation job description.

Start with a job title #

Choose a clear and descriptive job title that accurately reflects the position. For example, “Monitoring and Evaluation Officer” or “M&E Specialist.” Some other examples of job titles for monitoring and evaluation positions could include:

• Monitoring, Evaluation, and Learning (MEL) Manager
• Data Analyst and M&E Coordinator
• Evaluation and Impact Specialist
• Performance Monitoring and Evaluation Officer
• Research and Evaluation Analyst
• Quality Assurance and Monitoring Officer
• Results Measurement and Reporting Coordinator
• Data Monitoring and Evaluation Associate
• Senior M&E Advisor

When choosing a job title, it’s important to consider what will accurately reflect the level and responsibilities of the position, as well as what job titles are commonly used in the industry or sector in which the position is located.

Define the roles and responsibilities #

Clearly define the roles and responsibilities of the position, including the key tasks and activities that the M&E officer will be responsible for. This may include developing and implementing M&E plans, conducting data collection and analysis, preparing reports and presentations, and providing technical assistance and training.

Here are some additional details and examples of roles and responsibilities for a monitoring and evaluation position:

• Develop and implement monitoring and evaluation plans and frameworks for projects, programs, or organizations.
• Conduct quantitative and/or qualitative data collection, management, and analysis using statistical software and other relevant tools.
• Design and implement data quality assessments and data verification exercises to ensure accuracy and reliability of data.
• Develop and maintain databases, data visualization tools, and other data management systems for monitoring and reporting purposes.
• Prepare regular progress reports, including analysis of trends, successes, challenges, and recommendations for improvement.
• Ensure that monitoring and evaluation findings and recommendations are integrated into project or program implementation and decision-making.
• Provide technical assistance and training to staff and partners on monitoring and evaluation methodologies, tools, and best practices.
• Support the development and implementation of research and evaluation studies, including study design, data collection and analysis, and report writing.
• Maintain up-to-date knowledge of monitoring and evaluation best practices and trends, and contribute to the development of new methodologies and tools.

The roles and responsibilities of a monitoring and evaluation position may vary depending on the organization, project, or program. It’s important to clearly define these responsibilities in the job description to ensure that potential candidates understand what the position entails and have the necessary skills and experience to fulfill the role.

Identify required qualifications #

Identify the qualifications and experience required for the position, including education, relevant work experience, and technical skills. This may include a degree in a relevant field such as statistics, public health, or development studies, as well as experience in M&E or data analysis.

Here are some additional examples of qualifications and experience that may be required or preferred for a monitoring and evaluation position:

• Bachelor’s or Master’s degree in a relevant field such as statistics, social sciences, international development, or public health.
• Minimum of 2-5 years of experience in monitoring and evaluation, research, or data analysis in a relevant field or sector.
• Demonstrated experience in designing and implementing M&E plans and frameworks for projects or programs.
• Strong quantitative and/or qualitative data analysis skills, including experience with statistical software such as SPSS, STATA, or R.
• Knowledge of data management and visualization tools such as Excel, Tableau, or Power BI.
• Experience in designing and conducting surveys, focus groups, interviews, or other data collection methods.
• Strong report writing and presentation skills, including the ability to communicate complex data and analysis to diverse audiences.
• Experience in providing technical assistance and training on M&E methodologies and tools.
• Knowledge of international development, health, or humanitarian sectors, as well as familiarity with donor requirements and reporting.

It’s important to carefully consider the required qualifications and experience for the position, as well as any preferred qualifications that may be beneficial. This will help to ensure that potential candidates have the necessary skills and experience to perform the role effectively.

Highlight key competencies #

Highlight key competencies: Identify the key competencies required for the position, including analytical skills, attention to detail, project management skills, and the ability to communicate effectively with stakeholders.

Here are some additional examples of key competencies that may be required for a monitoring and evaluation position:

• Analytical skills: ability to analyze data and information, identify trends, and draw insights and conclusions.
• Attention to detail: ability to ensure accuracy and completeness of data and reports, and to identify and correct errors.
• Project management skills: ability to manage multiple projects and tasks, prioritize work, and meet deadlines.
• Communication skills: ability to communicate effectively with diverse stakeholders, including presenting complex data and analysis in a clear and concise manner.
• Interpersonal skills: ability to build and maintain relationships with partners, colleagues, and other stakeholders, and work effectively in a team environment.
• Flexibility and adaptability: ability to adapt to changing priorities and circumstances, and to work in a fast-paced and dynamic environment.
• Strategic thinking: ability to think critically and strategically, and to use data and analysis to inform programmatic decision-making.
• Cultural sensitivity: ability to work effectively across different cultures, and to respect and understand cultural differences and practices.

It’s important to identify the key competencies required for the position, and to ensure that potential candidates possess these competencies or have the potential to develop them. This will help to ensure that the M&E officer can perform the role effectively and contribute to the overall success of the program or organization.

Include any other requirements #

Include any other requirements for the position, such as language proficiency, computer skills, or experience working in a specific sector or geographic location.

it’s important to include any other requirements that are specific to the position or organization. Here are some examples:

• Language proficiency: If the position requires working with stakeholders who speak a language other than English, proficiency in that language may be required.
• Computer skills: Many M&E positions require proficiency in data analysis software, such as Excel or statistical analysis tools. Experience with database management, data visualization software, or programming languages may also be required.
• Sector-specific experience: Depending on the sector in which the organization operates, experience in that sector may be required. For example, experience in public health, education, or international development may be required for certain M&E positions.
• Geographic experience: If the organization operates in a specific geographic location, experience working in that location or familiarity with the local context may be required.

Including these additional requirements will help to ensure that potential candidates have the necessary skills and experience to perform the role effectively and contribute to the success of the program or organization.

Provide information on compensation and benefit #

It’s important to provide potential candidates with information on the compensation and benefits package for the position, to help them evaluate whether the role is a good fit for their skills, experience, and financial needs. Here are some components that you might consider including:

• Salary range: Provide a range of expected salary or a specific salary range for the position. This will depend on factors such as the level of experience required, the geographic location, and the organization’s budget. Be sure to do your research to ensure that the salary is competitive with similar positions in the sector and location.
• Health insurance: Provide information on the health insurance benefits that the organization offers, including details on the coverage, deductible, and any out-of-pocket expenses. This will help candidates evaluate the overall compensation package and whether it meets their needs.
• Vacation time: Provide information on the number of vacation days or personal days that the employee will be entitled to, as well as any other leave policies (e.g., sick leave, parental leave, etc.). This will help candidates evaluate the work-life balance and flexibility offered by the organization.
• Other benefits: Consider highlighting any other benefits that the organization offers, such as retirement plans, professional development opportunities, or flexible work arrangements. These can be important factors for candidates when evaluating job offers.

Providing this information upfront can help to attract high-quality candidates and ensure that the compensation and benefits package is transparent and competitive.

Include information on the application process #

Include information on how to apply for the position, including where to submit a resume or CV and any other application requirements or deadlines to help potential candidates understand what is required and how to submit their application. Here are some components that you might consider including:

• Application requirements: Provide details on the application requirements, such as a resume or CV, cover letter, or other supporting documents (e.g., writing samples, references, etc.). Be clear about what is required and any specific formatting or submission instructions.
• Submission instructions: Provide instructions on how to submit the application, including any preferred format (e.g., email, online application portal, etc.) and any specific contact information (e.g., email address, mailing address, etc.). If there are specific instructions for submitting the application, such as a particular subject line or file naming convention, be sure to include those as well.
• Application deadline: Provide the application deadline and any other relevant dates (e.g., interviews will be conducted in the month of May). This will help candidates understand the timeline for the application process and when they can expect to hear back from the organization.

By including this information in the job description, you can help potential candidates understand what is required to apply for the position and ensure that the application process is clear and straightforward.

Overall, writing a monitoring and evaluation job description requires careful consideration of the roles and responsibilities of the position, as well as the skills and qualifications required. By following these steps, you can ensure that your job description accurately reflects the position and attracts qualified candidates.

Conclusion #

Writing a clear and comprehensive monitoring and evaluation job description is essential to attract the right candidates for the position. The job description should include a clear job title, a description of the roles and responsibilities of the position, required qualifications and experience, key competencies, compensation and benefits information, and application instructions. By including all of these details, you can help potential candidates understand what the position entails and ensure that the application process is clear and straightforward. A well-written job description can also help ensure that the organization finds the best candidate for the job and is able to meet its monitoring and evaluation needs effectively.