alinea’s whistleblower policy

1.1 Purpose

The following Whistleblower Policy has been established to provide guidance to Alinea International employees and sub-contractors on how to deal with known or suspected improper conduct within the organization. The objectives of this Policy are to:

Create awareness of the Policy and available whistleblower protections
Act as a reference guide to potential whistleblowers wishing to make a disclosure
Define the structure of the whistleblower system, including reporting and investigation procedures, whistleblower protections, and confidentiality, among others
Improve the communication and transparency in the processes associated with whistleblowing and assure protection against derogatory consequences, namely reprisals and detrimental action
Complement the current communication channels between employees, sub-contractors and immediate managers, and hierarchical channels flowing to the President and Senior Management team
Provide guidance to all parties involved in either whistleblowing or whistleblower protection.

1.2 Scope

Alinea requires all employees and sub-contractors to observe high standards of business and personal ethics in the conduct of their duties and responsibilities. All employees and sub-contractors of Alinea are required to comply with applicable laws and regulations of Canada and the countries where we operate. Any allegations of known or suspected improper conduct or mismanagement of organizational resources will be dealt with in accordance with this Policy, and reasonable steps will be taken to protect those who come forward with allegations. Alinea’s Whistleblower Policy covers both internal and external whistleblowing, and establishes the controls and procedures for dealing with allegations of malpractice, fraud and violations of our code of ethics and/or laws or regulations that govern our operations. This Policy is intended to encourage employees and sub-contractors to report known or suspected improper conduct or mismanagement of organizational resources and to enable Alinea’s Senior Management team to address and correct inappropriate action. It is the responsibility of all Board of Directors’ members, the Senior Management team, employees and sub-contractors to report concerns about known or suspected malpractice, fraud and violations of our code of ethics and/or laws or regulations that govern our operations. This Policy is applicable to all employees and sub-contractors of Alinea International.

1.3 Reporting Procedures

Alinea recognizes the value of transparency and accountability in its administrative and management practices and supports the making of disclosures that reveal improper conduct or mismanagement of organizational resources. Our internal controls and operating procedures are intended to detect and prevent malpractice, fraud and violations of our code of ethics and/or laws or regulations that govern our operations. As detailed in Alinea’s Employee Policy and Onboarding manuals, employees and sub-contractors are encouraged to share complaints and/or concerns regarding ethical or legal violations with their immediate managers. If the employee or sub-contractor is not comfortable speaking with their immediate manager or is not satisfied with the response, they are encouraged to speak with the Gatineau or Calgary Office Managers, the Vice Presidents or, as required, the Chief Financial Officer. All members of the Senior Management team are required to report complaints and/or concerns about suspected ethical or legal violations in writing to Alinea’s Ethics Committee who has the responsibility to investigate all reported complaints and/or concerns. In the event that the complaint and/or concern is about the President, it should be raised by the employee or sub-contractor to their immediate manager or the Ethics Committee who will determine how the investigation will proceed. All reports will be promptly investigated and appropriate corrective measures will be taken if warranted by the investigation. Alinea’s Ethics Committee is responsible for acknowledging receipt of the suspected violation and notifying the whistleblower of the outcome of the investigation. Anyone filing a written complaint concerning suspected improper conduct or mismanagement of organizational resources must be acting in good faith and have reasonable grounds for believing the information disclosed indicates a violation. Personal grievances or complaints related to employment are not covered under Alinea’s Whistleblowing Policy. For cases such as this, employees and sub-contractors are advised to first refer to Alineas Employee Policy and Onboarding manuals when considering a disclosure under the Whistleblowing Policy. Any allegations that prove not to be substantiated and which prove to have been made maliciously or knowingly to be false will be viewed as a serious disciplinary offense.

1.4 Confidentiality

Maintaining confidentiality is crucial to ensure reprisals are not made against the whistleblower. Alinea is committed to safeguarding the identity of the whistleblower and to protecting the whistleblower against detrimental action taken in reprisal for allegations of suspected improper conduct or mismanagement of organizational resources. The Ethics Committee is responsible for ensuring whistleblowers are protected from direct and indirect detrimental action, and that the culture of the workplace is supportive of suspected allegations being made. Any employee who retaliates against someone who has reported a violation in good faith is subject to discipline up to and including termination of employment.

1.5 Review

Alinea is committed to implementing ‘best practice’ policies and procedures for dealing with allegations of suspected improper conduct or mismanagement of organizational resources (as defined by this Policy) and the management and protection of whistleblowers making allegation(s). This Policy will be reviewed periodically to ensure it meets the objectives of relevant legislation and remains effective for Alinea, and may be changed at the discretion of the Board of Directors at any time. For allegations of fraud, securities law, or human rights concerns, or when you are not satisfied or uncomfortable with following the Company’s open door policy, individuals should contact the Company’s Ethics Committee directly.

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Job Title: Research Coordinator
Project Name: Pacific Labour Mobility Support Program (PLMSP)
Job type: Long term
Location of Position: Fiji, Samoa, Solomon Islands, Tonga, or Vanuatu
Reporting to: Social Research Coordinator
Remuneration: In line with market rates.

Application Deadline: April 16, 2025
Application Instructions:

A cover letter is mandatory to be considered. Cover letters should effectively align your skills and experiences with the specific job responsibilities outlined in the position’s description, demonstrating your aptitude and enthusiasm for the role, and current availability.
Click the “Apply now” link to upload your cover letter and CV (Curriculum Vitae).
Only successful candidates will be contacted. No phone calls please.

Alinea is an international development consultancy providing technical and management expertise that helps people improve their lives. We work with governments, investors, companies, and communities to create lasting change. With nearly 40 years of experience, Alinea has successfully delivered more than 1000 projects worldwide. alineainternational.com

Alinea International does not charge a fee at any stage of the recruitment and hiring process. All offers of employment or job opportunities with Alinea International that include any form of a request for payment of fees or collect information on bank accounts are fraudulent.

At Alinea International we value diversity, equity, inclusivity, accessibility and belonging in everything we do. We are an equal opportunity employer opposed to all forms of discrimination. We actively seek and encourage applications from people of diverse backgrounds recognizing that an inclusive workforce enriches our organization and achieves smarter, more innovative results.

About the project
Pacific Labour Mobility Support Program (PLMSP)
Palladium is a global leader in the design, development, and delivery of Positive Impact – the intentional creation of enduring social and economic value. We work with governments, businesses, and investors to solve the world’s most pressing challenges. With a team of more than 4,000 employees operating in 90-plus countries and a global network of over 35,000 experts, we help improve economies, societies, and, most importantly, people’s lives.

The Pacific Australia Labour Mobility (PALM) scheme is a signature initiative for the Australian Government that enables workers from 9 Pacific Island Countries (PICs) and Timor-Leste to work in priority sectors in Australia. The Pacific Labour Mobility Support Program (PLMSP) builds on the successes of the Pacific Labour Facility (PLF) program, with a renewed focus on the provision of tailored support to worker sending countries to address their specific needs and priorities. Palladium is contracted to deliver PLMSP on behalf of Department of Foreign Affairs and Trade (DFAT).

PLMSP’s role is to provide DFAT and governments in 9 PICs and Timor-Leste with support to enable workers to access PALM scheme in inclusive ways that maximise the benefits for the workers and national economies while minimising risks from labour mobility participation. PLMSP’s primary functions include capacity building for PALM scheme labour sending units; skills development and training for PALM workers; support for returning PALM workers and their families; information system management; monitoring, evaluation, research and learning; and communications.

About the role
The Research Coordinator will be responsible for supporting and coordinating a range of research studies and initiatives within PLMSP in partnership with scheme stakeholders. This position is based in either Fiji, Samoa, Solomon Islands, Tonga, or Vanuatu to facilitate engagement with labour mobility stakeholders across the region. Travel across the Pacific, Timor-Leste and Australia is a requirement of the role.

Primary Responsibilities
The primary responsibilities of the Research Coordinator can be broadly described as follows:

Support the design and ethical administration of research studies on labour mobility using a range of data collection methods and tools (e.g. talanoa / tok stori, interviews, focus group discussions, surveys, desk reviews). Study themes may include, and are not limited to, social impacts of labour mobility, skills gains, reintegration, longitudinal studies and gender, disability and social inclusion within labour mobility.
Support the analysis of qualitative and quantitative data to identify key trends, themes and findings across a range of labour mobility issues.
Coordinate study logistics with the PLMSP operations team, ensuring data collection is in line with PLMSP’s finance and travel policies.
Coordinate and support activities that facilitate the ‘uptake’ of PLMSP and other study findings, including to inform program implementation and policy development. This may include briefing and presentations to labour sending units, DFAT Post and coordinating regional research symposiums.
Support the identification and implementation of research partnerships with universities, research organisations, non-government organisations and labour sending units across the Pacific and Timor-Leste.
Produce a range of compelling research study outputs, including reports, briefings, presentations, and inputs into PLMSP performance documents. Ensure that the outputs are appropriate for the intended audience and meet their information needs.
Independently undertake literature reviews for research projects related to the social and economic dimensions of labour mobility in the Pacific and Timor-Leste.
Organise briefings/trainings for research team members on culturally sensitive research.
Prepare welfare and emergency protocols, including identifying relevant service providers and organisations for worker and family referrals.
Ensure that data is stored in way that maintains confidentiality and data security, and support PLMSP and consultant researchers to do the same.
Ensure that cross-cutting priorities, particularly in relation to GEDSI, are mainstreamed in all activities and outputs.
Understand how innovation and technology shape the way we work and introduce new ways of working through AI, data and technology.

Relationships, Communication & Development

Develop and maintain client and stakeholder relationships across assignments and maintain professional, respectful and effective relationships with your colleagues.
Proactively lead internal initiatives to seek improvements, encouraging team participation and sharing of new ideas.
Train or buddy more junior colleagues; as well as support the onboarding and training of project teams on company policies and guidelines.
Focus on self-development by assessing individual contribution against the capability framework, welcoming and embracing regular feedback from others and developing skills in providing balanced feedback to others.
Create, promote and maintain an equitable, diverse and inclusive work environment through respecting the views of others, listening with empathy and resolving differences in a positive and constructive manner through applying effective conflict resolution techniques.

Other

Other tasks as reasonably requested by the Social Research Coordinator.
Travel locally and internationally, as required.
Foster equality, diversity and inclusion, drawing on capabilities from within the country/region wherever possible.
Comply with, and advocate for, DFAT’s policies in all aspects of implementation, including gender, disability, fraud and anti-corruption, PSEAH, child protection and environmental and social safeguards. This includes incorporating policy principles into planning and everyday work, promoting process improvements, and reporting concerns to your Line Manager or Palladium’s Integrity Hotline (details on Palladium website).
Operate with high levels of integrity, consistent with the intent of DFAT’s Ethics, Integrity and Professional Standards Policy Manual.

Reporting Requirements

This role reports into the Social Research Coordinator. Reporting requirements may include but are not limited to:

Attendance at team meetings, other requested meetings and regional meetings (e.g. townhalls).
Regular (minimum of monthly) one to one meetings with your line manager on the status of personal Key Result Areas (KRAs), career development discussions and any other matters.
Palladium encourages flexible work practices to enhance wellbeing, productivity and team culture. For this role, we require that employees maintain an in-office presence for at least 50% of their working week. For example, if an employee works five days a week, they must spend at least three days physically in the office.

Minimum Education and Experience Required

Tertiary qualifications in a relevant discipline such as international development, sociology, anthropology, political science, or in another methodology-related field.
Demonstrated experience in supporting and managing research projects or evaluations.
Experience analysing large quantities of qualitative data, including experience with qualitative data analysis software.
Ability to identify and anlayse relevant literature, including demonstrated experience preparing literature reviews for research studies.
Experience conducting interviews or talanoa approaches, or designing, administering, and analysing surveys with culturally diverse stakeholder groups.
Demonstrated experience fostering research partnerships and collaborations with multiple stakeholders.
Experience with qualitative and quantitative data analysis software.
Demonstrated experience of working in multi-disciplinary teams and coordinating team inputs.
Ability to manage competing priorities, manage complex logistics and to meet deadlines.

Due to the evolving nature of our program, it is possible that the incumbent may be expected to undertake duties that fall outside the remit of their original Terms of Reference as reasonably required to ensure the ongoing success of the program.

Where this is required, the following will occur:

The adviser has the skills and experience to fulfill the duties.
This arrangement will be short term in nature.

Core Capabilities
Palladium’s Core Capability Framework outlines the standard of performance and behaviours expected at each level within the organisation. It also provides a benchmark for assessing areas of potential strength as well as the identification of potential skill gaps or areas for development and improvement.

The project Capability Framework forms the basis of how we recruit, how we lead and the behaviours we exhibit, how we manage performance excellence and develop our future workforce.

Our capabilities link to a number of other processes, policies and guidelines including:

Performance management/ performance excellence – setting and maintaining standards and helping employees excel and develop
Career Pathways including our Career Progression Framework
Organisational design – identifying any skills gaps, outlining job roles and responsibilities
Development, growth, learning, and training
Sustainable business – going beyond compliance to ensure sustainable and ethical considerations are woven throughout everything we do. This aligns equity, diversity and inclusion; safeguarding; and environmental objectives