| JOB NAME |
HEAD: INDEPENDENT POWER PRODUCERS OFFICE (IPP OFFICE)
POSTED BY: Development Bank of Southern Africa
REF:DBSA 56
Date Published:Tuesday, March 26, 2019
Date of Expiration:Sunday, September 22, 2019 EXPIRED
RECOMMEND THIS JOB ON FACEBOOK
|
|
|
| LOCATION OF THIS JOB |
 South Africa | GAUTENG in South Africa |
| INDUSTRY |
| DEVELOPMENT FINANCE INSTITUTIONS
|
| JOB TYPE |
| Contract |
| MAIN JOB DESCRIPTION |
Job Title Head: Independent Power Producers Office (IPP Office)
Job Type Classification Contract
Location - Town / City Centurion
Location - Province Gauteng
Location - Country South Africa
JOB DESCRIPTION
The Head: IPP Office position is a 5 year contract .
The position reports to the DG: Department of Energy, the Joint Implementation Committee and a dotted line to the DBSA for Administration purposes.
The purpose of this role is to lead the development and interpretation of the overall IPP Office strategy.
Enabling the execution of the IPP Office strategy and the building and maintaining of strategic partnerships.
KEY RESPONSIBILITIES
Technical Outputs:
1. Ensure development and interpretation of IPP Office Strategy.
(a) Ensure the development of the IPP Office 5 year Strategic Plan.
(b) Direct the interpretation and alignment the IPP Office strategy into overall business plans and budgets to achieve the IPP Office goals.
(c) Drive the institutionalization process of the IPP Office under direction of the Joint Implementation Committee
(d) Formulate broad goals and new ways of addressing IPP Office challenges, in collaboration with the all relevant functions and parties.
(e) Ensure Integration of multi-dimensional functions within the IPP Office.
(f) Manage the determination of divisional policy and tactical optimisation.
(g) Ensure that the IPP Office strategic initiatives are translated into the required functional policies, systems and resources in order to make the strategic initiatives a reality within the IPP Office function.
(h) Oversee the appointment and management of transaction advisor firms.
2. Enable the execution of the IPP Office strategy.
(a) Ensure that the IPP Office Strategic Plan (SP) and Annual Performance Plan (APP) are prepared annually.
(b) Present and obtain approval for the IPP Office SP and APP to the Joint Implementation Committee (JIC)
(c) Ensure the preparation and approval of the Programme Implementation Guide.
(d) Manage the IPP Procurement and Implementation Programmes and interventions as informed by various stakeholder mandates.
(e) Projects manage strategic initiatives at a high level.
(f) Approve recommended resource requirements (people, process and technology).
(g) Ensure that internal controls and policies are established.
(h) Manage new high level processes to maturity.
(i) Ensure that the quarterly reports and management accounts are prepared and presented.
3. Build and maintain strategic partnerships.
(a) Create and leverage relationships with key external and internal stakeholders.
(b) Develop partnerships with key IPP’s/transaction advisory firms/regulatory bodies / relevant government organisations and government officials etc. to build sustainable long term IPP Office solutions.
(c) Network to identify appropriate and advantageous contacts with regard to the IPP Office.
(d) Support the DoE in respect of the IPP Procurement Programme and Interventions
(e) Ensure the secretariat function is provided for relevant stakeholders.
4. People enablement.
(a) Communicate a compelling vision to gain commitment to the overall objectives.
(b) Model high performance behaviour in line with the leadership principles internally and externally.
(c) Create the conditions that enable the team to perform (e.g. team spirit, providing the right structure, involving the team in decision making).
(d) Suggest appropriate development interventions that will be helpful for the future career advancement of subordinates.
(e) Monitor development progress of individuals and the organisation regularly.
(f) Coach and develop leaders/successors personally.
(g) Inspire people and ensure that individuals have the space to contribute fully to the achievement of business objectives.
(h) Source and manage scarce specialist skills and resources.
(i) Establish, implement and maintain a program of work.
(j) Establish and monitor performance standards with direct reports.
(k) Provide regular feedback regarding staff performance.
(l) Ensure that staff are trained and fully conversant with the systems and the applications they use.
(m) Identifying needs for skills and capacity.
(n) Utilise all resources, optimally, effectively and efficiently.
(o) Identify and develop talent, and grow the IPP Office competence.
|
| REQUIREMENTS FOR THIS JOB |
EXPERTISE & TECHNICAL COMPETENCIES
Minimum Requirements:
1. Relevant Post Graduate degree in Finance / Engineering / Legal
2. Minimum 10 years’ experience at a senior level.
Technical Competencies:
1. Written & Verbal Communication
(a) Is relied on by others to help them write complex technical and non-technical documents and briefs.
(b) Is able to determine which aspects of this knowledge area need to be transferred to others in order to achieve organisational goals.
(c) Able to communicate complex problems or concepts, by making them simple and understandable for others.
(d) Adapts language to the level of the audience in order to ensure that the message has a positive impact and is interesting to the audience.
2. Financial Analysis
(a) Develops and maintains effective working relationships with regulated industries, government officials, administrators, and civic leaders.
(b) Serves as subject matter expert and leads work teams for more complex issues.
(c) Evaluates and determines fiscal, operational, and service impacts; analyzes and evaluates legislation; and implements and evaluates statistical models in their subject areas.
3. Business Acumen
(a) Develops and establishes broad scale, longer-term objectives, goals or projects (e.g., affecting a business, department, or organisation).
(b) Takes actions to fit business strategy.
(c) Assesses and links short-term tasks in the context of long-term business strategies or perspectives.
4. Strategic Planning
(a) Establishes challenging, attainable goals and objectives based on a customer focus perspective.
(b) Looks to the future with a broad perspective.
(c) Ensures performances measures are in place to monitor progress and assess accomplishments and achievement of strategic goals
and objectives.
(d) Develops initiatives to achieve goals and objectives.
5. IPP Office
(a) Ensures implementation of business management principles of the IPP Office
(b) Ensures sound financial business case management of the IPP Office
(c) Ensures compliance with related legislation in the Energy Sector;
(d) Ensures and maintains positive business relationships with ESKOM, other public sector bodies and relevant standardisation bodies
(e) Ensures the implementation of business strategy principles of the IPP Office.
REQUIRED PERSONAL ATTRIBUTES
Behavioral Competencies:
1. Leading & Empowering Others
(a) Identifies long-term goals for the team and communicates them to team members, ensuring their buy in. Sets a good example by personally exercising desired behavior; acts on values and beliefs.
(b) Communicates a vision for the team and future success that inspires team members.
(c) After assessing others’ competence, one delegates full authority and responsibility to others to do a task in their own way.
(d) Ensures that competent employees are given opportunities to further their careers.
2. Leading & Managing Change
(a) Anticipates the need for change when not obvious and influences others to gain support. Builds sustainable business and organisational capacity to embrace and thrive on change.
(b) Re-engineers and aligns structures, processes and practices to support and sustain the desired change.
3. Strategic & Innovative Thinking
(a) Understands connections and trade-offs of strategic choices to evaluate which ideas are practical and possible by considering business and/or scientific implications.
(b) Develops innovative business and/or customer solutions that shape industry practices.
4. Teamwork & Cooperation
(a) Acts to promote a friendly climate and good morale, and resolves conflicts.
(b) Creates opportunities for cross-functional working.
(c) Encourages others to network outside of their own team/department and learn from their experience.
5. Developing Others
(a) Gives specific positive or mixed feedback for developmental purposes.
(b) Gives negative feedback in behavioral rather than personal terms.
(c) Reassures and/or expresses positive expectations for future performance when giving corrective feedback.
(d) Gives individualised suggestions to individuals for their improvement.
6. Driving delivery of results
(a) Identifies and implements a business opportunity that will have a long-term impact on the business (which may include the organisation’s reputation or brand image). Monitors progress and adapts the plan if necessary to ensure optimal benefit to the business.
(b) Makes decisions, sets priorities, or chooses goals on the basis of inputs and outputs: makes explicit considerations of potential profit, return on investment, or cost benefit analysis.
(c) Based on the cost-benefit analysis, makes decisions of entrepreneurial risk nature.
7. Decisiveness (High Performance, Service Orientation)
(a) Makes timely decisions about complex issues even when some information is missing.
(b) Makes decisions and stands by them even when they are controversial or unpopular. Grasps critical business opportunities when they arise by making timely decisions.
|
|
English 
FRENCH
