Executive Director

The Executive Directors Division provides support to all other ICDDR,B divisions and interfaces with our development partners.

Key areas include Human Resources, Finance, External Relations and Institutional Development, Communications, Research Administratoin, General Counsel and the Dhaka Hospital.

Human Resources

HR Mission Statement
As a strategic partner of the Centre, Human Resources is committed to provide quality HR management services and facilitate change management with integrity, responsiveness and sensitivity in a fair and equitable manner, in the pursuit of excellence.

The HR agenda also aims to increase emphasis on internal training, cross training, development of career tracks, and staff development to allow professionals and skilled workers to reach their full potential. At the same time, the agenda encourages economy of human resources so that more productive work is accomplished with fewer staff. This can be accomplished by cross training, out-sourcing, increasing automation, and selection of highly qualified staff.

Performance Management and Development System

ICDDR,B started piloting a new Performance Management and Development System (PMDS) in July 2007 with 65 senior staff members, with the objective of rolling out the system Centre-wide next year for all fixed-term staff.

This initiative provides a common performance management framework for all fixed-term staff members with the view to increase the Centres organizational performance. The PMDS is a cyclical programme designed to promote communication between the staff member and supervisor. The revised system provides for evaluation of staff against an established work plan and job analysis document, ensuring supervisor accountability and incorporating the Centres Core Values.

Overview of the Performance Management and Development System

• Enables review of staff performance
• Promotes dialogue between staff members and supervisors
• Helps identify staff development needs
• Is an integrated part of ICDDR,B planning and performance process
• Assesses staff performance in a transparent and fair manner

Anticipated outcomes of an effective Performance Management and Development System

• Clarifies job responsibilities and expectations
• Enhances individual and team productivity
• Develops staff capabilities through effective feedback and coaching
• Drives behaviour to align with ICDDR,B Core Values, goals and strategies
• Improves communication between staff member and supervisors
• Increases organizational performance

Gender mainstreaming

Women constitute 46% of Centre staff but 90% are at lower levels and only 10% are in the professional category. This illustrates the need to prioritize gender equality at all levels, and to work seriously towards this goal in the near future. By 2010, at least 40% of Centre staff in professional categories will be women.

Key achievements of the ICDDR,B gender programme so far include:

• formulated a Gender Policy
• recruited a gender specialist
• formed a Gender Equality Committee
• trained 95% of total staff on Gender Policy
• established Gender Focal Point persons programme
• established a Gender Resource Centre
• reviewed organizational policies in the light of gender issues
• formulated Sexual Harassment Policy
• disseminated the Sexual Harassment Policy to 700 staff
• renovated the crÃÆèche (accommodation for 20 staff members children)

The Gender Policy seeks to complement and strengthen the focus on gender equality in the Centres Strategic Plan. The policy will assist the Centre in integrating gender equity goals and objectives into all its research, interventions, service and training activities organizationally so that they become internally and institutionally accepted. It will also deliver these objectives. The policy will be implemented until 2010 with anticipation that modifications thereafter will be based on the Centres progress in implementation and will address emerging issues.

ICDDR,B is an equal opportunity employer and particularly welcomes applications from women candidates. It prohibits discrimination in employment because of race, religion, colour or sex. As a world-class research organization, we attract and retain talents through offering competitive compensation packages and challenging career opportunities.

Financial Management

ICDDR,B uses an integrated accounting system integrating Finance, Human Resources and Project Monitoring functions.

A critical feature of the financial system is to have a sound information base which is helpful for management decisions. As part of the Strategic Plan, each of the units will be reviewed to examine ways to optimize costs and to make the Centre as cost-efficient as possible.

Dhaka Hospital

The Dhaka Hospital provides treatment to around 110,000 patients each year - about 60% of whom are under five children with uncomplicated and complicated diarrhoeal diseases, and associated health problems including malnutrition and pneumonia. Prevention strategies such as immunization of children and women, education of mothers on prevention and home management of diarrhoeal diseases and malnutrition, and counselling to lactating mothers on exclusive breastfeeding are also undertaken at the hospital.