Education in Crisis is a grassroots NGO embedded in some of the world's hardest-to-reach places. Founded in Sudan's Nuba Mountains, we protect and restore learning where conflict, displacement, and crisis have broken the systems that education depends on.
EiC operates through seven departments, four core programme areas, and six integrated learning enablers — all oriented toward one mission: protecting and restoring education where it is under threat.
Seven DepartmentsRecruitment, staff welfare, PSEA implementation, culture and organisational safeguarding obligations.
Design, delivery and technical oversight of EiC's education and humanitarian programmes across all geographies.
Research design, evidence generation, learning reviews, and knowledge management to strengthen programme quality.
Donor engagement, grant management, strategic partnerships, advocacy and communications.
Logistics, procurement, field infrastructure, cross-border coordination and operational systems.
Programme monitoring systems, data collection, accountability to affected communities and donor reporting.
Financial management, regulatory compliance (Tanzania and Sudan), audit readiness and organisational risk.
Education Systems Strengthening
Learning Continuity & Resilience
Accountability & Community Engagement
Research, Evidence & Learning
Every EiC role is anchored in one of three operational environments. Each carries distinct conditions, expectations, governing law, and ways of working that applicants should understand before applying.
EiC's frontline presence: embedded in the Nuba Mountains communities we were founded to serve. Field staff work directly alongside learners, teachers, and families in active conflict-affected areas — the most demanding and most meaningful context we operate in.
Established in 2023, EiC's Arusha office serves as the legal, financial and strategic coordination hub — enabling international donor funding, UN and INGO partnerships, and regional advocacy for communities in South Kordofan.
EiC engages international and diaspora talent remotely for technical, advisory, and programme support. As a Charter4Change signatory, we are committed to localisation — remote contributors amplify, not replace, local expertise.
EiC uses a seven-category global job grading framework approved by the Board. Every advertised role will state its category, code, and work context. Category is determined by the evaluated purpose, scope, accountability, risk, and recruitment basis of the role — not by the title alone.
| Cat. | Code | Official Classification | Purpose |
|---|---|---|---|
| A | SL | Strategic Leadership & Governance | Institutional leadership, governance, strategy, partnerships and donor engagement. |
| B | IP | International Professional Talent | Internationally recruited technical specialists. |
| C | NP | National Professional Talent | Professional staff recruited nationally. |
| D | FW | Field & Emergency Workforce | Conflict zones, emergencies and remote deployment. |
| E | CT | Consultancy & Technical Experts | Assignment-based experts engaged for defined deliverables or technical services. |
| F | SS | Support & Administrative Services | Operational, logistical, clerical, facilities and administrative support. |
| G | IF | Internships & Fellows | Structured early-career learning and professional-development engagements. |
EiC uses a standardised qualification reference scale that maps academic and professional credentials to a common framework. Every minimum-requirements entry in a role advertisement will reference a Q-level. Equivalent professional formation is recognised where documented.
| Level | Reference Qualification | Normal Evidence |
|---|---|---|
| Q0 | No formal award prescribed; functional literacy/numeracy or demonstrated task capability | Practical test, prior work, community/technical verification |
| Q1 | Completed primary/lower-secondary education or equivalent functional foundation | Certificate or verified education record where available |
| Q2 | Upper-secondary education, vocational certificate, trade qualification or equivalent | Certificate, licence, assessment or apprenticeship record |
| Q3 | Diploma, advanced vocational/technical award or equivalent professional formation | Award, transcript, registration or competency assessment |
| Q4 | Recognised bachelor's degree or equivalent professional qualification | Degree/transcript and institution verification |
| Q5 | Relevant postgraduate diploma or master's degree | Award/transcript and institution verification |
| Q6 | Doctorate or legally required advanced specialist qualification | Award, registry/licence and specialist verification |
The matrix below is EiC's institutional baseline for all roles. An approved Job Requirement and Evidence Schedule may raise or specialise a requirement only where the role analysis documents a lawful, proportionate reason, or may approve an equivalency route. No category is created or subdivided by this matrix alone.
| Category | Academic Baseline | Minimum Total Experience | Directly Relevant / Progressive Experience | Context & Track-Record Baseline |
|---|---|---|---|---|
| A / SL Strategic Leadership & Governance |
Q5 normally; Q4 plus exceptional verified senior record may be equivalent. Q6 only for a genuinely specialist mandate. | Normally 10+ years | At least 7 years directly relevant; normally 5 years at senior leadership, executive, director/head, governance or comparable accountability level. | Demonstrated multi-stakeholder influence and sustained organisational/portfolio results. For crisis-facing roles: normally 3+ years material humanitarian, displacement, fragile-state or comparable context. Rigorous executive due diligence. |
| B / IP International Professional Talent |
Q5 normally for head/lead specialist roles; Q4 normally for specialist/adviser roles. Equivalent professional formation permitted. | Normally 7+ years for Head/Lead; 5+ for Specialist/Adviser | Head/Lead: at least 5 years directly relevant and 2 years leading a function, portfolio, technical team or complex workstream. Specialist/Adviser: at least 4 years directly relevant. | Cross-country or transferable international practice; normally 2+ years in crisis, refugee/displacement, fragile-state or comparable low-resource settings when material. Verifiable technical outputs and results. |
| C / NP National Professional Talent |
Q4 normally; Q3 for technical/officer roles where competencies and local professional practice justify it; Q5 only where role analysis requires. | Normally 3+ years; 5+ for national Manager/Lead | Normally 2+ years directly relevant; Manager/Lead normally 3+ years relevant with verified coordination, supervision or portfolio accountability. | Demonstrated country-system, sector and stakeholder relevance. Crisis/refugee experience required only where material. Verifiable outputs and references. |
| D / FW Field & Emergency Workforce |
Q0–Q4 according to task and risk: D1 Q0–Q2; D2 Q2–Q3; D3 Q3–Q4; D4 Q4/Q5 where specialist leadership requires. | D1: prior capability may substitute for years; D2: normally 2+; D3: normally 4+; D4: normally 7+. | D2: normally 1+ relevant; D3: 3+ relevant; D4: 5+ relevant including leadership/coordination. | Field readiness, community acceptance, safeguarding, access and duty-of-care fit. D3/D4 normally require 2+ years in conflict, emergency, displacement or remote operations. Practical and reference verification are mandatory. |
| E / CT Consultancy & Technical Experts |
Follows assignment: normally Q4/Q5 for professional expertise; Q2/Q3 for skilled technical/trade assignment; licence where regulated. | Normally 7+ years for Senior/Lead Expert; 5+ for Expert; 3+ for Associate Expert unless assignment justifies otherwise. | Normally 3–5 years directly relevant plus comparable completed assignments. | Verifiable portfolio of comparable deliverables, client references, methods and conflict-of-interest disclosure. Context required where assignment quality or safety depends on it. |
| F / SS Support & Administrative Services |
Q1–Q3 normally; Q4 only for a professionalised support role whose content requires it; statutory/trade licence where applicable. | Entry support: 0–1; skilled support: 2+; supervisor/advanced support: 4+. | Role-relevant practical experience normally 1+ for skilled and 2+ for supervisor/advanced roles. | Practical competence, reliability, integrity and asset/cash/safety record as relevant. Local/context experience valued where duties require it. |
| G / IF Internships & Fellows |
Intern: enrolled in or recently completed Q3/Q4 programme, or approved equivalent pathway. Fellow: Q4 normally; Q5 where fellowship is advanced. | Intern: no prior professional experience required. Fellow: normally 0–3 years relevant. | Evidence of learning potential, relevant coursework, service, research, volunteering or portfolio; no management experience requirement. | Learning purpose and supervision are primary. Context/lived experience may strengthen merit. A track record of senior achievement shall not be imposed. |
Every EiC role is designated one of the following work-arrangement categories. The arrangement is stated in the contract and job description, and any change requires the approval shown. International remote arrangements require executive, People, finance/tax, legal, security and data approval before work commences.
Work is ordinarily performed at an EiC workplace; occasional off-site activity only.
Approval: supervisor for occasional remote day; no recurring expectation.
Primary work at programme, community or operational sites.
Field, security, travel and mobile-data controls apply.
Defined office and remote days, normally repeated weekly.
Requires: signed agreement, location assessment and scheduled review.
Office/remote pattern changes according to agreed operational planning.
Monthly/quarterly schedule; supervisor approval; minimum attendance rules.
No routine office base, but assigned duty station and required attendance/travel.
Contract/JD designation; complete risk and cost assessment required.
Worker resides and works in a country different from employing entity/duty station.
Requires executive, People, finance/tax, legal, security and data approval before work starts.
Time-bound response to insecurity, disaster, epidemic, office closure or access restriction.
Crisis-management authorisation; simplified record; frequent reassessment.
Work pattern adjusted to address disability, health, pregnancy or other protected need.
Confidential interactive assessment; individual accommodation plan.
Work from field, partner or transit locations.
Travel and security authorisation; restrictions on sensitive work in public places.
Send a brief expression of interest — your area of expertise, preferred job category (A–G), preferred work context, and your CV — to the People, Culture & Safeguarding Department. We maintain a talent register and reach out when a matching vacancy arises.
Subject line: Expression of Interest — [Your Area] — [Category A–G] — [Context: Field / HQ / Remote]
Every EiC vacancy will include a role-specific application guide. The process below applies to all advertised positions unless stated otherwise in the role announcement.
Every vacancy states the job category (A–G), qualification level (Q0–Q6), work arrangement, work context, department, key responsibilities, and any context-specific requirements (field deployment, language, security training). Read it in full before applying.
A complete EiC application includes: a current CV (two pages maximum), a cover letter specifically addressing the role (maximum one page), and contact details for two professional references. For D / FW field roles, include any relevant security or context training (HEAT, first aid, etc.). For E / CT consultant roles, include a portfolio or comparable deliverables.
Applications are submitted by email to the address stated in the role announcement, with the document code or role title in the subject line. Late applications cannot be considered. EiC does not accept unsolicited agency referrals.
Applications are reviewed by the hiring department and PCS against the published minimum requirements matrix. Only shortlisted candidates are contacted. Given operational capacity, EiC is unable to provide individual feedback to candidates not shortlisted at this stage.
Interviews may be in person (Arusha or field location), by phone, or by video call depending on role and context. Successful candidates receive a formal offer letter issued by EiC's PCS Department. All offers are conditional on satisfactory reference checks and safeguarding clearances.