UNITED NATIONS POLICE GENDER TOOLKIT

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1 UNITED NATIONS POLICE GENDER TOOLKIT Standardised Best Practices on Gender Mainstreaming in Peacekeeping Compendium of Project Tools FIRST EDITION 2015

2 TABLE OF CONTENTS MODULE 1: CAPACITY BUILDING OF UNPOL OFFICERS ON GENDER MAINSTREAMING... 1 Lesson 1 Understanding Gender Mainstreaming and the United Nations Policy Framework... 1 Project Tool 1: Definition of gender-related terms... 1 Project Tool 2: Checklist on international human rights legal instruments and standards on women s rights... 4 Project Tool 3: Security Council Resolutions on Women, Peace and Security Project Tool 4: Checklist on the operationalisation of Security Council Resolutions 1325 et al. focusing on gender mainstreaming Lesson 2 Integrating Gender-Specific Activities in United Nations Police Plans and Mentoring and Training Project Tool 5: Terms of Reference for Police Assessment Mission Project Tool 6: Police Assessment Mission Report Project Tool 7: Gender perspectives in the Police Concept of Operations. 16 Project Tool 8: Template on gender-related issues mainstreamed in United Nations Police concept of operations Project Tool 9: Checklist on needs assessment on gender and United Nations Policing activities in the field mission Project Tool 10: Mapping of stakeholders Project Tool 11: Checklist for a SWOT Analysis Project Tool 12: Checklist for developing SMART objectives Project Tool 13: Checklist for implementing strategic objectives Project Tool 14: Sample UNPOL Work Plan on implementation of genderspecific goals and objectives Project Tool 15: Checklist for involving community partners and stakeholders Project Tool 16: Checklist on implementation Project Tool 17: Standardised Terms of Reference for the Police Division Gender Officer Project Tool 18: Terms of Reference for the Police Division Gender Officer at the Standing Police Capacity (SPC) Project Tool 19: Terms of Reference for a UNPOL Gender Adviser at field mission Headquarters... 60

3 Project Tool 20: Post Description of a United Nations Police Gender Focal Point Project Tool 21: Terms of Reference for a UNPOL Co-located Gender Officer for Reform and Restructuring Project Tool 22: Terms of Reference for a UNPOL Co-located Gender Officer/Focal Point at Sector and Team site levels Project Tool 23: United Nations Police Gender Adviser Project Tool 24: Terms of Reference for a UNPOL Co-located Investigator at the headquarters, sector and team site levels Project Tool 25: Checklist for monitoring and evaluation Project Tool 26: UNPOL Daily Report Project Tool 27: UNPOL Weekly Report Project Tool 28: UNPOL Bi-annual Report Project Tool 29: Checklist questionnaire on gender aspect of planning, development and implementation of UNPOL projects, activities and operations Project Tool 30: Standardised Questionnaire for United Nations Police Gender Focal Points Project Tool 31: Matrix UN Police gender operational framework short, medium and long term with indicators Lesson 3 Increasing the Participation of Female Police Officers in United Nations Peace Operations Project Tool 32: United Nations Global Effort Brochure Project Tool 33: Survey on obstacles for female police officers in joining an international peace operation Project Tool 34: Checklist on non-discriminatory criteria and procedures for the selection and recruitment of police officers for international peace operations Project Tool 35: Checklist on background investigations and vetting of police officers for deployment to peace operations Project Tool 36: Sample interview questions for screening on gender bias Project Tool 37: Brochure: Yes ma m, you can be a Peacekeeper! Project Tool 38: Sample implementation matrix for the ten-point strategy for PCCs to help increase the deployment of female police officers in peace operations Project Tool 39: Concept Note Template for a Field-based Network of Female Police Peacekeepers

4 Project Tool 40: Action Plan Template for a Field-based Network of Female Police Peacekeepers MODULE 2: CAPACITY BUILDING OF THE HOST STATE POLICE ON PROMOTING GENDER EQUALITY Lesson 1 Developing, Implementing, Monitoring and Evaluating a Gender Equality Policy Project Tool 41: Checklist for integrating gender perspectives into policy development Project Tool 42: Template for stakeholder analysis Project Tool 43: Policy Committee Terms of Reference Template Project Tool 44: Sample strategy for developing a policy on gender equality for the police Project Tool 45: Sample Action Plan template for developing a gender equality policy Project Tool 46: Template concept note for a national consultation workshop with police officers on gender mainstreaming Project Tool 47: Sample survey for police officers on selection, recruitment, career advancement and working conditions in the police. 134 Project Tool 48: Sample survey on sexual harassment Project Tool 49: Model Policy on Gender Equality and Gender Mainstreaming in the Police Organisation Project Tool 50: Model policy against sexual harassment, exploitation and abuse in the workplace Project Tool 51: Model Terms of Reference for the Office of Gender Equality Project Tool 52: Sample strategy for implementing policies on gender mainstreaming and the prohibition of sexual harassment, sexual exploitation and sexual abuse in the police Project Tool 53: Template Action plan for implementing a policy on gender equality Project Tool 54: Checklist for a training curriculum on preventing gender discrimination in the police organisation Project Tool 55: Checklist for a training curriculum on preventing sexual harassment, sexual exploitation and sexual abuse in the police organisation Project Tool 56: Checklist for integrating gender concerns into policies within the police Project Tool 57: Template for a monitoring and evaluation framework.. 171

5 Project Tool 58: Template for a report on implementing a gender policy173 Project Tool 59: Template for a report on implementing a policy on sexual harassment, sexual exploitation and sexual abuse Lesson 2 Recruiting and Retaining Female Police Officers Project Tool 60: Checklist for assessing female police recruitment Project Tool 61: Needs assessment questionnaire Project Tool 62: Terms of reference of the Recruitment Committee Project Tool 63: Checklist for reviewing and developing a job description for a police officer Project Tool 64: Checklist for developing a recruitment brochure targeted at women Project Tool 65: Checklist on advertising a career in policing for women 191 Project Tool 66: Checklist for application and screening of applicants Project Tool 67: Sample Police Application Form Project Tool 68: Checklist for physical tests and medical examination Project Tool 69: Checklist for intellectual aptitude tests and psychological assessments Project Tool 70: Checklist on oral assessments Project Tool 71: Checklist on background investigations and vetting Project Tool 72: Template strategy for increasing the recruitment of female police officers Project Tool 73: Template action plan for increasing the recruitment of female police officers Template action plan for increasing the recruitment of female police officers Project Tool 74: Checklist on non-discriminatory processes and criteria for promotions Project Tool 75: Checklist on non-discriminatory performance appraisals Project Tool 76: Checklist on implementing family-friendly policies Project Tool 77: Checklist on creating a mentoring programme Project Tool 78: Focus points for conducting a motivational workshop for female police officers Project Tool 79: Checklist for developing effective awards and recognition programmes

6 MODULE 3: CAPACITY BUILDING OF THE HOST STATE POLICE ON PREVENTING AND INVESTIGATING SEXUAL AND GENDER-BASED VIOLENCE Lesson 1 Understanding Sexual Violence and the United Nations Policy Framework Project Tool 80: Checklist on international human rights legal instruments and standards relevant to children s rights Project Tool 81: International definitions of certain acts of sexual violence Project Tool 82: Checklist SCR sexual violence Project Tool 83: Checklist for implementation of Security Council and UN Police resolutions related to sexual and gender-based violence in conflict Lesson 2 Conducting SGBV-Related Needs Assessments Project Tool 84: Relevant Documents to Consider During Desk Research228 Project Tool 85: Sample Questionnaire for an Assessment on Police SGBV Policies and Guidelines Project Tool 86: Sample Questionnaire for a Training Assessment Project Tool 87: Sample Questionnaire for a Needs Assessment on Training for Police Investigators Project Tool 88: Sample Questionnaire for an Assessment on Police Facilities in Receiving SGBV cases Project Tool 89: Sample Questionnaire for Specialised SGBV Units Project Tool 90: Sample Questionnaire for a Victim Support Assessment Project Tool 91: Checklist for Conducting a SGBV Needs Assessment in the Host State Project Tool 92: Template of the Assessment Report Lesson 3 Developing SGBV Policies and Standard Operating Procedures Project Tool 93: Stakeholder analysis questionnaire Project Tool 94: Terms of Reference for the Policy Committee Project Tool 95: Template Policy on the prevention and investigation of crimes related SGBV Project Tool 96: Model policy on Police Investigation of crimes related to sexual and gender-based violence Project Tool 97: Model Standard Operating Procedures on Police Investigation of rape and sexual offences

7 Project Tool 98: Model standardised training curriculum plan Project Tool 99: Training preparation checklist Project Tool 100: Remote training preparation checklist Project Tool 101: Standardised training evaluation Lesson 4 Adopting a Victim-Centred Approach Project Tool 102: Checklist on guiding principles for a victim-centred approach Project Tool 103: Checklist on do s and don ts for victim sensitive communication Project Tool 104: Five basic steps to establish a referral network Project Tool 105: Terms of Reference template for a referral network Project Tool 106: Referral Pathway Guide Project Tool 107: Service Provider Contact Sheet template Project Tool 108: Service Provider Form Lesson 5 Establishing SGBV Investigative Police Structures Project Tool 109: Concept Note Template Project Tool 110: Project Proposal Template Project Tool 111: Sample detailed costing table Project Tool 112: Terms of Reference Template Project Tool 113: Overview of Duties and Responsibilities within the SGBV Unit Project Tool 114: Sample Organigramme of the SGBV Unit Project Tool 115: Structure of the SGBV units at the central, regional and station level Project Tool 116: Organigramme of the Headquarters Specialised SGBV unit Project Tool 117: Sample strategy on SGBV Prevention and Investigation Project Tool 118: Sample Action Plan on SGBV Prevention and Investigation Project Tool 119: Matrix on expected outcomes, outputs and activities. 345 Project Tool 120: Template for UNPOL incident report on SGBV Project Tool 121: Template for a weekly/monthly tally of SGBV cases Project Tool 122: Monitoring and Evaluation Template Project Tool 123: Sample indicative timetable

8 Lesson 6 Applying Problem Solving Techniques to Sexual and Gender-Based Violence Project Tool 124: Mentoring host State police Project Tool 125: Building trust with women and children s groups Project Tool 126: Foot patrols Project Tool 127: Checklist on effective and ineffective partnerships Project Tool 128: Checklist on problem identification using the CHEERS model Project Tool 129: Checklist on problem response using the PIERS model 369 Project Tool 130: Checklist on problem resolution using the SARA model

9 MODULE 1: CAPACITY BUILDING OF UNPOL OFFICERS ON GENDER MAINSTREAMING Lesson 1 Understanding Gender Mainstreaming and the United Nations Policy Framework Project Tool 1: Definition of gender-related terms This tool includes the definitions of the important gender terms used in this lesson. Use this tool as an aide-memoire to remember the meaning of the terms and how to use them. Gender Gender refers to the social attributes and opportunities associated with being male and female and the relationships between women and men and girls and boys, and relations between women and between men. These attributes, opportunities and relationships are socially constructed and are learned through socialization. They are context/ time-specific and changeable. Gender determines what is expected, allowed and valued in a woman or a man in a given context. 1

10 In most societies there are differences and inequalities between women and men in their assigned responsibilities, access to and control over resources and decision-making opportunities. Gender is part of the broader socio-cultural context. Other important criteria for socio-cultural analysis include class, race, poverty level, ethnic group and age. Gender equality Gender equality refers to the equal rights, responsibilities and opportunities of women and men and girls and boys. Equality does not mean that women and men are the same but that women s and men s rights, responsibilities and opportunities will not depend on whether they are born male or female. Gender equality implies that the interests, needs and priorities of both women and men are taken into consideration recognizing the diversity of different groups of women and men. Gender equality is not a women s issue but should concern and fully engage men as well as women. Equality between women and men is seen both as a human rights issue and as a precondition for, and indicator of, sustainable people centred development. Gender analysis A gender analysis is useful in identifying the different activities performed by women, men, girls and boys at the household and the community levels. This is referred to as the gender division of labour and gender roles. A gender analysis helps formulate questions to understand the relationships between women and men and how they use, control and own resources and how they make decisions. It helps understand the attitudes, behaviour and status of women and men in society and recognize their different needs and vulnerabilities. Gender mainstreaming 2

11 Gender mainstreaming is the process of assessing the implications for women and men of any planned action, including legislation, policies or programmes, in all areas and at all levels. It is a strategy for making women s as well as men s concerns and experiences an integral dimension of the design, implementation, monitoring and evaluation of policies and programmes in all political, economic and societal spheres so that women and men benefit equally and inequality is not perpetuated. The ultimate goal is to achieve gender equality. Gender indicators Gender indicators are targets that measure changes on the relationships between women and men over a period of time. It is used to assess progress on the status of women and men and gender equality. 3

12 Project Tool 2: Checklist on international human rights legal instruments and standards on women s rights This tool provides you with a list of women s rights that are referenced in international human rights treaties and political documents. This tool can be used as an aide-memoire to help remember women s rights and relevant international treaties. Use this tool to identify which of the international treaties and political documents have been signed by the host government. Right Legal Document Political Document The right to life Universal Declaration of Human Rights (UDHR) article 3 International Covenant of Civil and Political Rights (ICCPR) article 6 Convention on the prevention and punishment of the crime against genocide The right to equality UDHR article 2, 6, and 7 ICCPR article 16, 26 and 27 International Covenant on Economic, Social and Cultural Rights (ICESCR) article 3 Convention on the Elimination of all Forms of Discrimination against Women (CEDAW) article 2 The right to liberty and security of person The right to equal protection under the law UDHR article 3, 4 and 9 ICCPR article 9, 10, 11 and 12 UDHR article 6, 7, 8, 10 and 11 ICCPR article 14 (1), 16 and 26 CEDAW article 15 Declaration on Elimination of Violence Against Women (DEVAW) article 3 (a) Fourth International Conference on Women - Beijing Platform for Action Strategic Objective I (hereinafter Beijing Platform ) DEVAW article 3(b) DEVAW article 3(c) Beijing Platform for Action Strategic Objective I DEVAW article 3 (d) The right to be free UDHR article 7 DEVAW article 4

13 Right Legal Document Political Document from all forms of ICCPR article 2 (1) 3 (e) discrimination and 20 CEDAW The right to the UDHR article 25 Beijing highest standards attainable of ICESCR articles 11 and 12 Platform for Action physical and mental CEDAW articles 12 Strategic health and 14 Objective C DEVAW article The right to work and to just and favourable conditions of work The right not to be subjected to torture, or other cruel, inhuman or degrading treatment or punishment The right to selfdetermination The right not to be enslaved The right to be treated with respect and dignity The right to a fair and public hearing The right to be presumed innocent until proven guilty The right to freedom of thought, conscience, expression and religion The right to freedom of association and assembly UDHR article 23 and 24 ICESCR articles 6 and 7 CEDAW article 11 UDHR article 5 ICCPR article 7 Convention against torture and other cruel, inhuman or degrading treatment or punishment ICCPR article 1 ICESCR article 1 3 (f) Beijing Platform for Action Strategic Objective F DEVAW article 3 (g) Beijing Platform for Action Strategic Objective D DEVAW article 3 (h) Declaration on the right to development article 1 (2) UDHR article 4 ICCPR article 8 UDHR article 5 Beijing Platform for Action Strategic Objective I UDHR article 10 and 11 ICCPR articles 14 and 15 UDHR article 11 ICCPR article 14 (2) UDHR article 18 ICCPR article 18 Beijing Platform for Action Strategic Objective J UDHR article 20 ICCPR article 21 and 22 The right to vote UDHR article 21 Beijing 5

14 Right Legal Document Political Document ICCPR article 25 CEDAW article 7 The right to be elected and to uphold public office The right to form trade unions The right to an adequate standard of living The right to education The right to be free from hunger The right to take part in cultural life The right to freedom of movement The right to found a family The right to own property UDHR article 21 ICCPR article 25 CEDAW article 7 UDHR article 23 ICESCR article 8 UDHR article 25 ICESCR article 10, 11 and 12 CEDAW article 14 UDHR article 26 ICESCR articles 13 and 14 CEDAW articles 10 and 14 UDHR article 25 ICESCR article 11 UDHR article 27 ICESCR article 15 CEDAW article 13 ICCPR articles 12 and 13 CEDAW article 15 ICESCR article 10 (1) ICCPR article 23 CEDAW article 16 UDHR article 17 Platform for Action Strategic Objective G Beijing Platform for Action Strategic Objectives A and B CHECKLIST OF LEGAL AND POLITICAL DOCUMENTS ON WOMEN S HUMAN RIGHTS Host government No Legal Documents 1927 Slavery Convention 1945 Charter of the United Nations 1948 Universal Declaration of Human Rights Four Geneva Conventions a) Convention for the Amelioration of the Condition of the Wounded and Sick in Armed Forces in the Field 6

15 b) Convention for the Amelioration of the Condition of the Wounded, Sick and Shipwrecked Members of Armed Forces at Sea c) Convention relative to the Treatment of Prisoners of War d) Convention relative to the Protection of Civilian Persons in Time of War 1951 Convention on the Status of Refugees 1951 Convention for the Suppression of the Traffic in Persons and of the Exploitation of the Prostitution of Others 1951 Convention on the Prevention and Punishment of the Crime of Genocide 1953 Protocol Amending the Slavery Convention 1954 Convention on the Political Rights of Women 1957 Supplementary Convention on the Abolition of Slavery, the Slave Trade, and Institutions and Practices Similar to Slavery 1958 Convention on the Nationality of Married Women 1962 Convention on Consent to marriage, Minimum Age and Registration of Marriage 1966 International Covenant on Economic, Social and Cultural Rights 1966 International Covenant on Civil and Political Rights 1977 Additional Protocols of the Geneva Conventions a) Protocol Relating to the Protection of Victims of International Armed Conflict b) Protocol Relating to the Protection of Victims of Non-International Armed Conflicts 1979 Convention on the Elimination of all Forms of Discrimination Against Women 1985 Convention Against Torture and Other Cruel, Inhuman or Degrading Treatment or Punishment 1989 Convention on the Rights of the Child 1990 International Convention on the Protection of the Rights of All Migrant Workers and Members of their Family 1991 Inter-American Convention on the Nationality of Women 1991 Inter-American Convention on the Granting of Political Rights to Women 1991 Inter-American Convention on the Granting of Civil Rights to Women 7

16 Statute of the International Criminal Tribunal for the Former Yugoslavia 1994 Inter-American Convention on the Prevention, Punishment and Eradication of Violence Against Women 1994 Statute of the International Criminal Tribunal for Rwanda 1998 Rome Statute of the International Criminal Court 1998 First war crimes judgment citing guilt on grounds of rape, International Criminal Tribunal for the Former Yugoslavia 1999 Optional Protocol to the Convention on the Elimination of all Forms of Discrimination against women 2000 Protocol to Prevent, Suppress and Punish Trafficking in Persons, especially Women and Children, supplementing the UN Convention against Transnational Organised Crime 2003 Protocol to the African Charter on Human and People s Rights on the Rights of Women in Africa 2006 Convention on the Rights of Persons with Disabilities Political Documents 1974 Declaration on the Protection of Women and Children in Emergency and Armed Conflict 1975 First UN International Women s Conference- Mexico 1980 Second International Women s Conference- Copenhagen 1984 Cartagena Declaration on Refugees 1985 Third UN International Women s Conference, Forward Looking Strategy for the Advancement of Women-Nairobi 1993 UN General Assembly Declaration on the Elimination of Violence Against Women 1993 World Conference on Human Rights, Vienna Declaration-Vienna 1994 International Conference on Population and Development-Cairo 1995 UNHCR Policy for the Protection of the refugees (revised 1997) 1995 Fourth UN Conference on Women, Declaration and Platform for Action-Beijing 2000 UN General Assembly Outcome Document on Follow-up to the Platform for Action 2000 UN Millennium Declaration 2000 UN Security Council Resolution 1325 on Women, 8

17 Peace and Security 2000 Windhoek Declaration 2007 United Nations Declaration on the Rights of Indigenous Peoples 2008 UN Security Council Resolution 1820 on Women, Peace and Security 2009 UN Security Council Resolution 1888 on Women, Peace and Security 2009 UN Security Council Resolution 1889 on Women, Peace and Security 2010 UN Security Council Resolution 1960 on Women, Peace and Security 2013 UN Security Council Resolution 2106 on Women, Peace and Security 2013 UN Security Council Resolution 2122 on Women, Peace and Security 9

18 Project Tool 3: Security Council Resolutions on Women, Peace and Security This tool provides a summary of Security Council Resolutions on Women, Peace and Security 1325 et al. focusing on gender mainstreaming and empowerment of women. Use this tool as an aide-memoire to help remember the content of these resolutions. Prevention: Mainstream a gender perspective into all conflict prevention activities and strategies; Develop effective gender-sensitive early warning mechanisms and institutions; Strengthen efforts to prevent violence against women, including various forms of gender-based violence. Participation: Promote and support women s active and meaningful participation in peace processes as well as their representation in formal and informal decision-making; Improve partnership and networking with local and international women s rights groups and organizations; Recruit and appoint women to senior positions in the United Nations, including Special Representatives of the Secretary- General and in peacekeeping forces. Protection: Strengthen and amplify efforts to secure the safety, physical or mental health, well-being, economic security and/or dignity of women and girls; Promote and safeguard human rights of women and mainstream a gender perspective into the legal and institutional reforms. Relief and recovery: Promote women s equal access to aid distribution mechanisms and services, including those dealing with the specific needs of women and girls in all relief recovery efforts. 10

19 Project Tool 4: Checklist on the operationalisation of Security Council Resolutions 1325 et al. focusing on gender mainstreaming This tool provides you with a checklist on how to operationalise Security Council Resolutions on Women, Peace and Security 1325 et al. Use this checklist as a tool to identify activities for the UNPOL component. Include these activities within UNPOL planning and on-going activities. Gender mainstreaming within UNPOL: 1. UNPOL Gender Action Plan 2. UNPOL gender advisers/focal points 3. Induction and in-mission training on gender mainstreaming 3. UNPOL guidance documents include gender perspectives 4. UNPOL activities include gender indicators 5. Equal participation of female police peacekeepers 6. Female police peacekeepers networks 7. UNPOL Action Plan to prevent sexual exploitation and abuse (SEA) by police peacekeepers 8 UNPOL focal points on SEA 9. Induction and in-mission training on SEA Gender mainstreaming within the host State police: 10. Gender perspectives integrated in all the processes of reform and restructuring of the host State police 11. Responsibility of the head of the host State police and senior and middle management levels 12. Gender mainstreaming policy and training in the host State police 13. Gender focal points and offices in the host State police 11

20 Lesson 2 Integrating Gender- Specific Activities in United Nations Police Plans and Mentoring and Training Project Tool 5: Terms of Reference for Police Assessment Mission A. Background [including mandate] TERMS OF REFERENCE [NAME OF UN-MISSION] POLICE ASSESSMENT MISSION [DATE: ] 1. Gender considerations: Depending on the Security Council mandate, this may include protection of civilians from sexual and gender-based violence (SGBV) and mainstreaming of gender-related issues into the reform and restructuring of the host-state police. Refer to Security Council resolutions on Women, Peace and Security which provide for gender mainstreaming within peace operations. On equal participation and empowerment of women, refer to resolutions 1325 (2000) and 1889 (2009). On protection from SGBV, refer to resolutions 1820 (2008), 1888 (2009) and 1960 (2010). B. Purpose, Objectives and Scope 2. [reference the need for the assessment mission what has necessitated the mission] 3. Objectives: Gender considerations: Include gender-related priorities such as addressing the different security needs of women, men, girls and boys. 4. Scope [including the geographic scope]: 5. Opportunities: [e.g. The assessment will also provide an opportunity to: 12

21 Assess the feasibility and challenges of next steps on the implementation of the policing mandate, including the advancement of relationships with key host-state partners]. Gender considerations: Include gender-related opportunities such as the advancement of gender equality in police reform etc. C. Expected outcome 6. [How specifically will the mission benefit UN Police efforts in the implementation of the mission mandate?] Gender considerations: Include gender-related priorities such as improving the response to sexual and gender-based violence, gender mainstreaming etc. D. Roles, Responsibilities and Team Composition 7. The assessment will be conducted under the direction of the Police Adviser. 8. The Mission will consist of: [Team Leader] [Member/s] Gender considerations: Ensure an adequate representation of female members in the team, including as team leader whenever possible. E. Methodology, timeframe and logistics The assessment will: [How specifically will the mission be conducted, e.g. desk review/ interviews/ focus group, meetings, interlocutors, locations to be visited, what specifically will the mission do: specific actionable points including what, with whom and how, where and when e.g. Through meetings with the UNPOL component, discuss future operational requirements, including vetting of staff, equipment installation and resourcing at the national level]: Gender considerations: Include UNPOL gender focal points and other gender experts as part of the focus group, persons interviewed. Logistical and administrative support required, including for the scheduling of meetings and in-country transport, [who will be responsible, including for coordination]. All costs related to travel, DSA and accommodation for HQ mission members will be borne by the budget. [statement of coordination required with IOT/Mission/other stakeholders, including cables to mission(s)] [End of mission report requirements] E. Potential Risks [State potential risks that may impact on the assessment and suggest mitigators (if present)] 13

22 Project Tool 6: Police Assessment Mission Report POLICE ASSESSMENT MISSION IN [ ] [Inclusive Dates] Mission Report 1.0 INTRODUCTION 1.1 Summary of Recommendations 1.2 Background and Objectives 1.3 Participants 1.4 Names and positions of key interlocutors during the mission: Internal: External: 2.0 OVERVIEW OF UN AND INTERNATIONAL PRESENCE AND PRIORITIES (very short paragraphs) Gender considerations: Include gender-related priorities such as the addressing the different security needs of women, men, girls and boys. For example, addressing sexual violence in camps for refugees or internally displaced persons. Include genderdisaggregated data such as the number or percentage of women. For example, if refugees and internally displaced people (IDP) are mentioned, include what is the percentage of female and males. 2.1 Political Context i. differential impact on women, men, boys and girls (e.g. participation of women in the political process). 2.2 Security Context ii. differential impact on women, men, boys and girls (e.g. vulnerabilities to different types of crimes such as sexual violence). 2.3 Humanitarian Context iii. differential impact on women, men, boys and girls (e.g. access to humanitarian aid; composition of camps for refugees and IDPs). 2.4 Development Context iv. differential impact on women, men, boys and girls (e.g. vulnerabilities in terms of economic well-being; access to resources). 14

23 2.5 International/ Bilateral Context v. differential impact on women, men, boys and girls (e.g. access to international aid and programmes). 3.0 SITUATION - [ UN ] POLICE 3.1 MANDATE Gender considerations: Depending on the Security Council mandate, this may include protection of civilians from sexual and gender-based violence (SGBV) and conflict-related sexual violence (CRSV) and mainstreaming of gender-related issues into the reform and restructuring of the host State police. 3.2 STRUCTURE (incl. COMMAND & CONTROL; DEPLOYMENT) Gender considerations: Include gender-disaggregated data such as number of women in command positions; individual police officers; formed police units etc. 3.3 OPERATIONAL POSTURE 3.4 ADMINISTRATION AND LOGISTICS SUPPORT 4.0 OBSERVATIONS/ FINDINGS (Based on the TOR for the Assessment Mission) Gender considerations: Include gender-related issues and genderdisaggregated data. 5.0 DETAILED RECOMMENDATIONS Gender considerations: Include gender-related issues and genderdisaggregated data. Recommendation 1 Legal/ policy framework for implementation Capability/ capacity requirements Recommendation 2 Legal/ policy framework for implementation Capability/ capacity requirements TEAM SIGN-OFF (if possible, mission counter-sign) 15

24 Project Tool 7: Gender perspectives in the Police Concept of Operations PART A: Gender perspectives in the Police Concept of Operations The Mandate of the UN Police - protection of civilians from SGBV - mainstreaming of gender-related issues into the reform and restructuring of the host State police. Situation - Analysis of the different vulnerabilities to crimes, needs and priorities of women, men, girls and boys - Data (i.e. number of displaced persons/refugees, affected persons, victims, survivors, perpetrators, etc.) are genderdisaggregated. External Challenges to UN Police Operations Recruitment - gender balance and equal representation of both women and men in all ranks, particularly in decision-making positions. Deployment - in line with equal opportunities best practice, including nondiscrimination based on gender ethnicity, marital status or other status. - according to their skills and expertise and not on their gender. - female police officers are not deployed to stereotype positions based on their gender Training - in line with equal opportunities best practice, including nondiscrimination based on gender ethnicity, marital status or other status. - Facilitate training for female personnel in all areas. Leadership - in line with equal opportunities best practice, including nondiscrimination based on gender ethnicity, marital status or other status. It is the responsibility of the mission s management team to ensure female representation at all managerial levels. This can be done 16

25 by: Adapting the percentage of female manager to at least the same level as the female presence in the mission. (Head of Police Component Deputy HoPC, COS) Mentoring of female managers (Deputy HoPC, COS, COO). Female representation on key posts such liaison officers, focal points (other than gender focal point) (Head of Police Component Deputy HoPC, COS, COO. Sector Commanders FPU Coordination, station/post commanders). There should be female representation on missions within the mission area (COO. Sector Commanders FPU Coordination, station/post commanders). Management Ensure that management applies a gender perspective and analysis in the planning of activities and are accountable for implementation, monitoring, reporting and evaluation. Operations - Ensure that operations mainstream gender-related considerations (i.e. addressing the different security needs and priorities of women, men, boys and girls and ensuring the equal participation of women). Logistics and Support Ensure that logistics and support mainstream gender-related considerations such as the different needs of female and male police officers. Media Ensure that media mainstream gender-related considerations including ensuring the visibility of the work of both female and male police officers and gender-related issues (i.e. work on preventing and investigating crimes related to SGBV, building the capacity of the host State female police officers, empowering female police peacekeepers etc.). Local Challenges to UN Police Operations Politics Include a gender analysis such as the participation of women in the governance and political structures. Military 17

26 Include a gender analysis such as the participation of women in the military structure, status etc. Leadership Include a gender analysis such as the participation of women in the local leadership structure and the responsiveness of local leadership to dealing with gender-related issues (i.e. addressing crimes related to SGBV, increasing the participation of female police officers in the host State police and supporting their empowerment etc.). Organization Include a gender analysis such as addressing the different needs and priorities of women and men. Logistics Include a gender analysis such as addressing the different needs of women and men. Civil Society Include a gender analysis such as the existence, participation and consultations with women s groups in the civil society in rebuilding peace. Effectiveness Include a gender analysis such as addressing the different needs and priorities of women and men. Police Adviser s Strategic Intent Include gender-related priorities such as addressing the different security needs of women, men, girls and boys. Objective Include gender-related priorities such as addressing the different security needs of women, men, girls and boys. PART B: Strategies of the UN Police Include gender-related priorities such as addressing the different security needs of women, men, girls and boys (i.e. addressing SGBV), providing equal opportunities for female police officers in the host State. Strategies to be considered are: Supporting the host State police in setting up specialised police structures that deal with crimes related to SGBV; setting up gender-disaggregated crimes database analysis that includes crimes related to SGBV; 18

27 developing standard operating procedures on investigations of crimes related to SGBV; enhancing coordination mechanisms with a referral network for victims/survivors of crimes related to SGBV; preventing crimes related to SGBV through mainstreaming issues within community oriented policing processes, etc. Supporting the host State police in developing genderrelated policies such as a policy on gender equality and gender mainstreaming and a policy on sexual harassment, exploitation and abuse. Supporting the host State police in recruiting and retaining female police officers. Interim Law Enforcement Include gender-related priorities such as addressing the different security needs of women, men, girls and boys (i.e. addressing SGBV), providing equal opportunities for female police officers in the host State. Security Support to national police and other law enforcement agencies and related functions Include gender-related priorities such as addressing the different security needs of women, men, girls and boys (i.e. addressing SGBV), providing equal opportunities for female police officers in the host State. Institutional development & capacity building Include gender-related priorities such as addressing the different security needs of women, men, girls and boys (i.e. addressing SGBV), providing equal opportunities for female police officers in the host State. This may include mainstreaming gender concerns in the institutional development processes such as policy reform, reform and restructuring and administrative reforms etc. Include equal opportunities for female police officers from the host State to access capacity building activities. Monitoring, observing and reporting. Implementation of gender-related priorities needs to be mainstreamed in the monitoring, observing and reporting procedures. Operational Directions of UNPOL Include gender-related priorities such as addressing the different security needs of women, men, girls and boys (i.e. addressing SGBV), providing equal opportunities for female police officers in the host State. 19

28 Monitoring & Evaluation of UNPOL Mandate implementation Set up gender-related indicators to measure implementation evaluation. Administrative & Reporting Guidelines Gender-related issues are mainstreamed in the administrative and reporting guidelines. Integration/ Coordination issues Gender-related issues are mainstreamed in the coordination mechanisms. Logistics & Support Gender-related issues are mainstreamed in logistics issues. Organization of the UNPOL Component Provide gender-disaggregated data. Size and Strength Provide gender-disaggregated data. Deployment Plan including Police Generation, Administration & Rotational Plan Provide gender-disaggregated data. Command and Reporting Structure Provide gender-disaggregated data 20

29 Project Tool 8: Template on gender-related issues mainstreamed in United Nations Police concept of operations UNITED NATIONS CONCEPT OF OPERATIONS FOR THE POLICE COMPONENT IN THE UNITED NATIONS MISSION IN ISSUED BY: POLICE ADVISER & DIRECTOR OF POLICE DIVISION, OFFICE OF RULE OF LAW & SECURITY INSTITUTIONS, DEPARTMENT OF PEACEKEEPING OPERATIONS DATE: PART A: 1.0 References (Usually the list of references including those relevant from the trigger to UN response to the current mandate) 2.0 Introduction (Includes the objectives of the ConOps) 3.0 The Mandate of the UN Police (Specific requirements of UNPOL as stipulated in the mandate) Gender considerations: Depending on the Security Council mandate, this may include protection of civilians from sexual and gender-based violence (SGBV) and mainstreaming of genderrelated issues into the reform and restructuring of the host-state police. Refer to Security Council resolutions on Women, Peace and Security which provide for gender mainstreaming within peace operations. On equal participation and empowerment of women, refer to resolutions 1325 (2000) and 1889 (2009). On protection from SGBV, refer to resolutions 1820 (2008), 1888 (2009) and 21

30 1960 (2010). 4.0 Situation (Brief statement of the ground situation) Gender considerations: Include an analysis of the different vulnerabilities of women, men, girls and boys on the situation in the mission area. Identify their different needs and priorities. Ensure that data (i.e. number of displaced persons/refugees, affected persons, victims, survivors, perpetrators, etc.) are genderdisaggregated. The security and threat assessment should include the different crimes to which women, men, girls and boys are exposed. 5.0 External Challenges to UN Police Operations 5.1 Recruitment Gender considerations: In line with international standards, the UN Police component should assume their international commitments to gender balance and equal representation of both women and men in all ranks, particularly in decision-making positions. The principle of efficiency in policing requires that all human resources capacity in the police framework both men and women are effectively harnessed to build an efficient police peacekeeping service. Recruitment shall be conducted in line with equal opportunities best practice, including non-discrimination based on gender, ethnicity, marital status or other status. The recruitment process, including application forms and interviews, should not include discriminatory and inappropriate questions. The UN police component shall take active efforts to recruit female police peacekeepers. 5.2 Deployment Gender considerations: Deployment shall be conducted in line with equal opportunities best practice, including non-discrimination based on gender ethnicity, marital status or other status. Ensure that officers are deployed to positions according to their skills and expertise and not on their gender. Ensure that female police officers are not deployed to stereotype positions based on their gender such as administrative and support positions. While it is important to have female police officers dealing with operational duties related to SGBV, they should not be deployed automatically to such duties based on their gender. All female personnel shall have equal opportunities as their male counterparts for every deployment and rank. 22

31 Every deployment should aim to have both women and men personnel. Female police officers are to be treated with the same respect as their male colleagues, and should not be asked or expected to perform additional duties. There will be no discrimination in the distribution of information during deployments. Women are to receive the same briefings, memos and other necessary information as their male colleagues. Transfer policies should be transparent and equitable, and offer the same opportunities for female and male personnel. Heads of Departments should ensure that all personnel undergo annual performance reviews, including identifying professional development targets for both female and male personnel to gain the competencies required for promotion. A mentoring program should be established to support the professional and personal development of junior female personnel. Female police officers should also be encouraged to establish informal mentoring and support networks. 5.3 Training Gender considerations: Training shall be conducted in line with equal opportunities best practice, including non-discrimination based on gender ethnicity, marital status or other status. Facilitate training for female personnel in all areas. 5.4 Leadership Gender considerations: Leadership positions shall be conducted in line with equal opportunities best practice, including nondiscrimination based on gender ethnicity, marital status or other status. It is the responsibility of the mission s management team to ensure female representation at all managerial levels. This can be done by: Adapting the percentage of female manager to at least the same level as the female presence in the mission. (Head of Police Component Deputy HoPC, COS) Mentoring of female managers (Deputy HoPC, COS, COO). Female representation on key posts such liaison officers, focal points (other than gender focal point) (Head of Police Component Deputy HoPC, COS, COO. Sector Commanders FPU Coordination, station/post commanders). There should be female representation on missions within the mission area (COO. Sector Commanders FPU Coordination, station/post commanders). 23

32 5.5 Management Gender considerations: Ensure that management applies a gender perspective and analysis in the planning of activities and are accountable for implementation, monitoring, reporting and evaluation. 5.6 Operations Gender considerations: Ensure that operations mainstream gender-related considerations (i.e. addressing the different security needs and priorities of women, men, boys and girls and ensuring the equal participation of women). 5.7 Logistics and Support Gender considerations: Ensure that logistics and support mainstream gender-related considerations such as the different needs of female and male police officers. 5.8 Media Gender considerations: Ensure that media mainstream genderrelated considerations including ensuring the visibility of the work of both female and male police officers and gender-related issues (i.e. work on preventing and investigating crimes related to SGBV, building the capacity of the host-state female police officers, empowering female police peacekeepers etc.). 6.0 Local Challenges to UN Police Operations 6.1 Politics Gender considerations: Include a gender analysis such as the participation of women in the governance and political structures. 6.2 Military Gender considerations: Include a gender analysis such as the participation of women in the military structure, status etc. 6.3 Leadership Gender considerations: Include a gender analysis such as the participation of women in the local leadership structure and the responsiveness of local leadership to dealing with gender-related issues (i.e. addressing crimes related to SGBV, increasing the participation of female police officers in the host-state police and 24

33 supporting their empowerment etc.). 6.4 Organization Gender considerations: Include a gender analysis such as addressing the different needs and priorities of women and men. 6.5 Logistics Gender considerations: Include a gender analysis such as addressing the different needs of women and men. 6.6 Civil Society Gender considerations: Include a gender analysis such as the existence, participation and consultations with women s groups in the civil society in rebuilding peace. 6.7 Effectiveness Gender considerations: Include a gender analysis such as addressing the different needs and priorities of women and men. 6.8 Other Factors (4.0, 5.0 & 6.0 are based on Pre Mandate TAM findings, Post Mandate strategic assessments, information from Country Teams and any other time relevant and specific source of information and are but just a summary for start-up purposes; further assessments may be required by the Police head of mission on the ground for Operational purposes) 7.0 Core Assumptions to UN Police Operations 8.0 Police Adviser s Strategic Intent Gender considerations: Include gender-related priorities such as addressing the different security needs of women, men, girls and boys. 8.1 Objective Gender considerations: Include gender-related priorities such as addressing the different security needs of women, men, girls and boys. 8.2 Method 8.3 End State (This is the broad statement of the Police Adviser to the incumbent head of the Police Component and provides guidance on the 25

34 various phases of the mission: start up, build up, maintenance/ operations, draw down and withdrawal) PART B: 9.0 Strategies of the UN Police Gender considerations: Include gender-related priorities such as addressing the different security needs of women, men, girls and boys (i.e. addressing SGBV), providing equal opportunities for female police officers in the host-state. Strategies to be considered are: Supporting the host-state police in setting up specialised police structures that deal with crimes related to SGBV; setting up gender-disaggregated crimes database analysis that includes crimes related to SGBV; developing standard operating procedures on investigations of crimes related to SGBV; enhancing coordination mechanisms with a referral network for victims/survivors of crimes related to SGBV; preventing crimes related to SGBV through mainstreaming issues within community oriented policing processes, etc. (see Annex Matrix UN Police gender operational framework short, medium and long term with indicators under Handout on Security Council Resolutions on Women, Peace and Security and UN Police duties and responsibilities; Modules 1, 5, 6, 7 and 8 in the Toolkit). Supporting the host-state police in developing genderrelated policies such as a policy on gender equality and gender mainstreaming and a policy on sexual harassment, exploitation and abuse. (See Module 3 in the Toolkit). Supporting the host-state police in recruiting and retaining female police officers. (See Module 4 in the Toolkit). 9.1 Interim Law Enforcement Gender considerations: Include gender-related priorities such as addressing the different security needs of women, men, girls and boys (i.e. addressing SGBV), providing equal opportunities for female police officers in the host-state. 9.2 Security Support to national police and other law enforcement agencies and related functions Gender considerations: Include gender-related priorities such as addressing the different security needs of women, men, girls and boys (i.e. addressing SGBV), providing equal opportunities for 26

35 female police officers in the host-state. 9.3 Institutional development & capacity building Gender considerations: Include gender-related priorities such as addressing the different security needs of women, men, girls and boys (i.e. addressing SGBV), providing equal opportunities for female police officers in the host-state. This may include mainstreaming gender concerns in the institutional development processes such as policy reform, reform and restructuring and administrative reforms etc. Include equal opportunities for female police officers from the host-state to access capacity building activities. 9.4 Monitoring, observing and reporting. Gender considerations: Implementation of gender-related priorities needs to be mainstreamed in the monitoring, observing and reporting procedures. 9.5 Security provision to UN personnel and properties (The roles will have to be mapped against the Mandate and appropriate strategies drafted: all roles may not be relevant) 10.0 Operational Directions of UNPOL (These would basically be the Key programmes/ operational statements of strategies outlined in 9.0 above) Gender considerations: Include gender-related priorities such as addressing the different security needs of women, men, girls and boys (i.e. addressing SGBV), providing equal opportunities for female police officers in the host-state Monitoring & Evaluation of UNPOL Mandate implementation (Provides for the reporting of measures of operational performance / management/ effectiveness of MIPs Coordinating Statement) Gender considerations: Implementation of gender-related priorities needs to be mainstreamed in the monitoring, observing and reporting procedures. Set up gender-related indicators to measure implementation evaluation Administrative & Reporting Guidelines (Administrative Instructions) Gender considerations: Gender-related issues are mainstreamed 27

36 in the administrative and reporting guidelines Integration/ Coordination issues (States the coordination mechanisms) Gender considerations: Gender-related issues are mainstreamed in the coordination mechanisms Logistics & Support (Statement of logistical support) 15.0 Organization of the UNPOL Component Gender considerations: Provide gender-disaggregated data Size and Strength Gender considerations: Provide gender-disaggregated data Deployment Plan including Police Generation, Administration & Rotational Plan Gender considerations: Provide gender-disaggregated data Command and Reporting Structure Gender considerations: Provide gender-disaggregated data Downsizing Plan PART C: Annex I: Annex II: UN Police Deployment Plan Organisation Structure of the UNPOL Component EFFECTIVE: The Revised CONOPS for Police in shall enter into effect on XX XXXX REVIEW: The Revised CONOPS for Police in will be reviewed annually or whenever the Security Council authorizes any adjustments to the nature and size of the mission ACKNOWLEDGEMENT The HOPC of Police component is to acknowledge the formal receipt of this Concept of Operations to the UN Police Adviser. The HoPC is to ensure that the Police ConOps integrates with the Mission Concept/ Implementation Plan and is required to 28

37 produce at the field level, operational planning tools in line with this ConOps and the Mission Concept/ Implementation Plan. Police Adviser General Police Division Operations Department of Peacekeeping Operations Under-Secretary- for Peacekeeping Distribution List External Action: UN Head of Police Component External Info: Special Representative of the Secretary-General and Coordinator of United Nations Operations in Deputy Special Representative of the Secretary-General for Rule of Law in Deputy Special Representative of the Secretary-General for Recovery and Governance in UN Force Commander UN Director of Administration Internal: USG for Department of Peacekeeping Operations, DPKO USG for Department of Field Services, DFS USG for Department of Political Affairs, DPA USG for Department of Safety and Security, DSS ASG for the Office of Operations, OO/DPKO ASG for the Office of Rule of Law and Security Institutions, OROLSI/DPKO Military Advisor, Office of Military Affairs, OMA/DPKO Police Advisor, Office of Rule of Law and Security Institutions, OROLSI/DPKO OO/ IOT Policy, Evaluation and Training Division, DPKO 29

38 Project Tool 9: Checklist on needs assessment on gender and United Nations Policing activities in the field mission UN field mission 1. How is gender addressed in the Security Council mandate for the UN field mission? 2. What is the UNPOL mandate in the field mission? 3. How is gender addressed in the UNPOL mandate and Concept of operations? 4. How is gender addressed in the UNPOL Standard Operating Procedures? 5. Is there a UN field mission gender action plan? 6. What activities have been undertaken on gender and UN policing for the past year and are there official documents, project plans, reports, after action review, assessment on these activities? 7. Are there UNPOL directives related to gender? 8. How many female police peacekeepers are deployed in the mission? What mechanisms are in place to ensure non-discrimination and provide for their welfare? Host state 1. What official documents exist from the host state that are relevant to gender-related issues i.e. laws Constitution, what types of sexual and gender-based violence are criminalised in domestic law, are there special laws on sexual and gender-based violence such as a Domestic Violence Law; political documents and strategic plans such as Security Council resolution 1325 National Action Plan, Poverty Reduction Strategy? 2. What international legal treaties related to women s human rights has the host-state signed and is a member, i.e. International Covenant on Civil and Political Rights (ICCPR), International Covenant on Economic, Social and Cultural Rights (ICCPR), Convention on the Elimination of all Forms of Discrimination against Women (CEDAW) etc.? 3. Are there official documents within the host-state police where gender has been integrated such as a Police Strategic Plan, a gender mainstreaming policy, a standard operating procedure on investigating and preventing sexual and gender-based violence (SGBV), a training 30

39 curriculum in the police academy on gender and SGBV investigations etc.? 4. What is the impact of the conflict to women, men, boys and girls? 5. What are the specific security concerns for women and girls? What types of violence affect them most? 6. Are there specialized offices within the host-state criminal justice system that deal with sexual and genderbased crimes such as specialized police units, prosecutors, courts? Are there national official documents on their collaboration such as a National Standard Operating Procedures on Investigating and Preventing Sexual and Gender-based Violence? 7. What referral services or networks exist in the hoststate for victims/survivors and witnesses of sexual and gender-based violence? 8. How many female police officers are in the host-state police? What mechanisms are in place for equal opportunities in their recruitment, promotion, transfers and training? 9. What measures are in place in the host-state police against sexual harassment in the work place? How effective are they? Other sources 1. Are there reports issued by international and national non-governmental organisations, research institutes on gender-related issues and sexual and gender-based violence in the host-state? 2. It will be helpful to create a network and contact list of all the relevant stakeholders as per the mapping of stakeholders. 31

40 Project Tool 10: Mapping of stakeholders Mapping of stakeholders UN field mission and agencies UNPOL management UNPOL officers specifically involved in implementing gender-related projects i.e. UNPOL Gender Adviser, Gender Focal Points, Co-located Sexual and Genderbased Violence Investigators, Community Police officers, Investigators, Criminal database analysts, Reform and restructuring officers, Training officers, Staffing and recruitment officers etc. Mission s Gender Unit Gender focal points in the mission s Security Sector Reform (SSR), Human Rights (HR), Criminal Justice and Corrections (CLJAS), Conduct and Discipline Units etc. Gender focal points in UN agencies present in the mission area such as the United Nations Development Programme (UNDP), United Nations Population Fund (UNFPA), United Nations Development Fund for Women (UNIFEM), United Nations High Commissioner for Refugees (UNHCR), United Nations Office of the High Commissioner for Human Rights (OHCHR) Female police peacekeepers Host state Host-state Police management, training academy, recruitment, reform and restructuring, criminal investigations, criminal database analysts, gender and specialized SGBV officers/investigators Ministry of Interior Ministry of Women s/gender Affairs Female police officers networks Ministry of Justice 32

41 Mapping of stakeholders Parliamentary oversight bodies on police and other law enforcement agencies Others Donor community bilateral agreements with other countries, international organisations Women s groups and associations, including internally displaced persons and refugees International non-governmental organisations (NGOs) National NGOs 33

42 Project Tool 11: Checklist for a SWOT Analysis 1 Analyse the situation of gender mainstreaming within UNPOL e.g.: What types of policies, directives, projects, documents are being developed and how can gender be integrated into their design and implementation? In which areas do UNPOL officers need training to be able to be more effective in implementing gender perspectives into their daily work? In which areas do female UNPOL officers need to be empowered and how? In which geographical locations in the host-state are women and girls most vulnerable to violence and what types of violence affect them? What strategies can be effective to respond to their needs? In which areas do female police officers need to be empowered and how? Analyse the participation and welfare of female UNPOL officers in the mission Analyse the security situation and vulnerabilities of women and girls in the host-state Analyse the capacities of the host-state police in responding to the security situation and vulnerabilities of women and girls Analyse the situation of female police officers in the hoststate police For each of the above, identify priority areas to be addressed Do a stakeholder analysis power, interests and influence What is the position and interest of a stakeholder on the above objectives? Are these positive or negative? Who are the highest ranking female police officers in the host-state police and what is her position, level of power and influence in advancing equal rights of female police officers? What are their motivations? Is the host-state police management favourable to granting female police officers access to firearms 34

43 8 and vehicles and provide them equal opportunities to training and promotions? Do tribal leaders support the establishment of specialized police units that deal with sexual and gender-based violence? Who influences their opinion? If the stakeholder holds a negative position, what strategies can be adopted to change their behaviour and gain their support or how can their opposition be managed? How can you best communicate with your stakeholders? Do a SWOT Strengths, Weaknesses, Opportunities and Threats analysis Strengths of UNPOL /UN field mission - Deployed police peacekeepers especially trained on investigating sexual and gender based violence, Access to high level officials in the host-state police, Head of Police Component supports and promotes equal opportunities for female police peacekeepers, i.e. presence of directives etc. Strengths of host-state police - Presence of specialized police units on sexual and gender-based violence, Presence of female police officers in the leadership ranks, Strong political will from host leaders who have indicated equal opportunities in their vision, strategies and policies, i.e. women in political high level positions, i.e. female president, female director-general of the host-state police, Host leader who is gender-sensitive, i.e. heads of hoststate police Weaknesses of UNPOL/field mission - Lack of female police peacekeepers, Lack of financial and human resources, Staff cannot speak host language Weaknesses of the host-state police - Lack infrastructure and facilities, Low levels of education, Lack female police officers, or in low ranking positions Opportunities from the environment - Related ongoing projects from donors, Donor interest Threats from the environment - On-going fighting, Poor infrastructure, Crisis situation escalating i.e. electoral violence, natural disaster, occurrence of epidemic disease 35

44 Project Tool 12: Checklist for developing SMART objectives (S) Specific: An objective is specific when it is well defined, detailed, focused and concrete on what it wants to achieve. Tips on formulating specific objectives by answering the following questions: WHAT needs to be accomplished? Use action verbs to indicate action and result-oriented objectives. For example develop, write, train, conduct, plan etc. WHY is this important to be done? Indicate the benefits or reasons in accomplishing this objective. WHO is going to do what? Identify the partners for implementing the objective and others who need to be involved i.e. authorizing partners, donors, beneficiaries, and targets. WHEN will the objective be completed? HOW will the objective be achieved? Checklist test if objectives are specific: What exactly are we going to do, with or for whom? What strategies will be used? Is the objective well understood? Is the objective described with action verbs? Is it clear who is involved? Is it clear where this will happen? Is it clear what needs to happen? Is the outcome clear? Will this objective lead to the desired results? Does everyone who is involved aware of the objective and their role? Is the objective formulated clearly without any jargon and everyone involved can understand it? Is appropriate language used? Are all the terms used defined? (M) Measurable: An objective is measurable when concrete criteria are set to track progress towards its completion. This is particularly important in monitoring and evaluating success and in reporting to stakeholders and donors. Tips in formulating measurable objectives: Indicate a quantity for the action required in your objective. A system, method or procedure is established that enables to track the objective. Checklist to test if an objective is measurable: 36

45 How much? How many? When will we know when a change has occurred? How will we know when the action/objective is accomplished? (A) Achievable: An objective is achievable when the necessary human and financial resources are available and it can be completed within the set time frame. Tips in formulating achievable objectives: Who is implementing the activity or objective and do they have or are able to get the relevant knowledge, authority and skills? Have all the parties involved agreed to the activity/objective? Is the target group receptive to the planned activity? Are resources available, i.e. mission budget, donors? Have you examined the types of obstacles, barriers and limitations that may come up? Does the schedule take into account the time needed to overcome barriers? Are there success stories where the activity or objective has been accomplished? Does the political, economic, cultural and social environment enable the activity to take place? Are the activities or objective measurable? Checklist to test if an objective is achievable: Can we get it done in the proposed timeframe? Do we understand the limitations and constraints? Can we do this with the resources we have? Has anyone else done this successfully? Is this possible? (R) Realistic: An objective is realistic when the resources, time, opportunity, priorities and conditions exist to accomplish the objective. Tips in formulating realistic objectives: Are the resources available to achieve this objective? Are the priorities adequate to make this happen? Do the conditions exist to accomplish the objective? Is it possible to achieve this objective? Checklist to test if an objective is realistic: Has anyone accomplished a similar objective? Can constraints and obstacles be overcome? Do the implementing officers have the relevant knowledge and skills to do the job or can they acquire them in the set time frame? Do we have access to the financial resources or realistically are 37

46 able to obtain them? (T) Time-bound: An objective that is time-bound has a set deadline with clearly identified start and finish dates (day/month/year). This stimulates motivation and action to implement tasks. Tips in formulating realistic objectives: When does this objective need to be completed? Are there competing demands that may cause delay? Is the time line specific, realistic and measurable? Checklist to test if an objective is time-bound: When will the objective be accomplished? Is there a set deadline? 38

47 Project Tool 13: Checklist for implementing strategic objectives Obtain formal authorization and commitments in writing from managers, decision-makers and partner entities, groups and organisations. Provide a list of all the contact persons and their details. Set up as appropriate regular weekly, bi-weekly, monthly coordination meetings with managers, project implementation team, partner groups and organisations. A summary of the minutes of the meeting and decisions made is important to be circulated soon after the meeting. Write down action lists that keep a record of all actions completed by each implementing entity, group, organisation and further actions to be taken. Motivate project implementation staff and implementing partners by encouraging feedback and recommendations for improvements and implementing them as appropriate. Write outcome reports on each activity such as a workshop report etc. Collect and set up a filing and archiving system electronically and with hard copies, of all the documents related to each of the activities that can be handed over during rotation of UNPOL officers. Such documents include programmes, reports, evaluation sheets of workshops and training etc. 39

48 Project Tool 14: Sample UNPOL Work Plan on implementation of gender-specific goals and objectives The action plan below provides a list of standardised overall goals for UNPOL components according to Security Council resolutions on women, peace and security 1325, 1820, 1888, 1889 and This action plan can be used by UNPOL gender advisers/focal points to organise and coordinate the overall implementation of gender-related priorities by the UNPOL component in the mission area. It can be used for planning purposes and facilitate handover when UNPOL gender advisers/focal points end their mission and transfer responsibilities to a new and incoming UNPOL officer. Overall goals: 1. Ensure implementation of gender mainstreaming within the development and review of UN Police policies, guidance documents and activities in the field mission; 2. Ensure equal opportunities for female police peacekeepers; 3. Mainstream gender within reform and restructuring of the host-state police in particular in the formulation and implementation of policies and guidance documents; 4. Increase the protection of women and children from sexual and gender-based violence; 5. Increase the participation of female police officers in the host-state police. The planning and implementation matrix ideally covers a two to five year period. The matrix aims to provide guidance to UNPOL management in the field mission, as a tool for UNPOL gender focal points, in particular during rotation, as well as a monitoring tool for DPKO Police Division. 40

49 Objectives Activities Outputs Stakeholde rs/ Partners Expecte d Date Indicator of achievement & targets Monitoring and evaluation What do you want to achieve and how? Use SMART objectives. What activities need to be implemented to achieve the objectives? What is the quantifiable results/products of the activities? Who are the stakeholder s and partners involved? When will output be complete d? How will you know you are progressing towards your objective? How will you track progress on your objective? Overall Goal 1 Ensure implementation of gender mainstreaming within the UN Police component s policies, guidance documents and activities Increase the capacity of UNPOL officers in integrating gender perspectives in their daily activities. Mainstream gender perspectives into UN Police guidance documents. Mainstream gender Conduct X number of induction training courses on gender and UN policing every X number of months (i.e. 2 or 3 months) from January to December (year). Adopt X number of Police Commissioner directives for the implementation of gender mainstreaming within the activities of the UN Police component according to the Gender and policing standardized inmission training adapted to field mission and to specific audiences (i.e. UNPOL management, planners, policy officers). UNPOL leadership UNPOL officers UNPOL heads of sections Field Date: day/mont h/ year Or monthly (i.e. first week of every Indicator: Number of training sessions conducted. Indicator: Number of UNPOL officers trained (disaggregated by rank, e.g. UNPOL managers, and gender e.g. male/female). Training evaluation feedback forms at the end of each training. Training Impact evaluation forms after one to two months. List of UN Police 41

50 perspectives into UN Police work plans. Monitor and evaluate implementation of gender mainstreaming within the work of UNPOL sections. issues covered in the UN Police Gender Guidelines. Mainstream gender issues within the review of the UN Police CONOPS, SOPs etc. by X date. Mainstream gender issues within the work plans of UNPOL sections by X date. Develop monitoring and evaluation mechanism with UNPOL sections on implementation of gender issues and activities by X date (i.e. reporting etc.). Training schedule, programme, feedback forms. Training sessions. Police Commissioner s directives. Revision of UNPOL guidance documents with gender perspectives mainstreamed. Agreed monitoring and evaluation system for implementation of gender perspectives by UNPOL sections. mission gender unit (resource persons) UN agencies (resource persons) month) Target: At least X number of UNPOL officers trained by 31 December (year). Target: All officers within mission trained by 31 December (year). All UNPOL management trained by June (year). Indicator: Number of UNPOL policies, guidelines, etc. directives reviewed. Target: At least X number of UNPOL policies, guidelines, directives, etc. mainstreamed with gender perspectives. policies and guidance documents where gender issues have been integrated. Number of UNPOL management meetings where gender perspectives (i.e. regional, sector commanders meetings etc.) were discussed and type of issues raised. 42

51 Overall Goal 2 Ensure equal opportunities for female police peacekeepers. Review and develop guidelines on equal opportunities for the deployment, assignment, selection for command positions, and promotions procedures for UNPOL officers to ensure nondiscrimination based on gender. Empower female police peacekeepers through peer support activities. Increase the capacity of female police officers to enable them to fulfil command positions. Develop equal opportunitie s guidelines for the deployment and assignment of police peacekeepe rs by X date. Create a female police peacekeepe rs network in the mission by day/month/y ear with the membership of all serving female Police Commissioner s directive on the vision and objectives of a female police peacekeepers network. Database of members of a female police peacekeepers network. Inauguration of the above network and proposed activities within the first six Police Commissioner UNPOL management Female police peacekeepers Day/month/ year Indicator: Number of female police peacekeepers who are (active) members of the network. Target: All female police peacekeepers in the field mission have agreed to be members by the date of the inauguration meeting (or three months after launch etc.). Feedback and interviews on the satisfaction of officers in the network and how it empowers them to increase participation at all levels of UN policing. Number of membership of female police peacekeepers. Gender-disaggregated statistics on deployment of UNPOL officers. 43

52 Increase the number of female police officers in command positions. officers. Conduct training courses for female peacekeepe rs or send female peacekeepe rs to training sessions. months. X number of female police officers trained. X number (or percentage) of female police officers promoted to command positions by X date. Indicator: Number of female police officers in command positions. Target: X number of female police officers by X date. Overall Goal 3 Mainstream gender within the reform and restructuring process of the host-state police in particular in the formulation and implementation of policies, guidance documents and activities. Assist the host-state police in creating a gender mainstreaming Develop a gender mainstreaming policy for the National meeting of host-state female police UNPOL management Mission SSR Day/month/ year for the national Indicator: Number of hoststate female police participants National meeting report. Progress report on the development and approval of the gender mainstreaming 44

53 policy through a participatory approach with hoststate female police officers by day/month/year. Assist effective implementation of a gender mainstreaming policy. Integrate gender perspectives into the review process of policies and guidance documents within the host-state. host-state police by X date. Review of X number of policies and guidance documents in the host-state police in view of integrating gender perspectives by X date. Set up a specialised office (i.e. Gender Equality Office etc.) responsible for implementing officers to develop a policy. Approved hoststate police gender mainstreaming policy. Reviewed policies and guidance with gender mainstreamed. Specialised office in charge of gender mainstreaming set up. Training course on gender unit Host-state police management Host-state female police officers meeting. Day/month/ year for the approved policy. at the national meeting. Target: At least X percent of hoststate female police officers participate in the national meeting. Indicator: Number of policies and guidance documents reviewed. Target: At least X number of policies and guidance documents mainstreamed with gender issues by X date. policy. 45

54 the policy. Develop a training course on the gender mainstreaming policy by X date. Delivery of X number of training courses for X number of officers. Setting up action plans for the host-state police sections on the implementation of the policy within their mainstreaming ; lesson plan, list of attendees etc. Actions plans for each section within the host-state police. Monitoring and evaluation mechanism set up. Indicator: Number of training courses conducted. Target: At least X number of training courses conducted by X date. Indicator: Number of action plans developed. Target: At least X number (or X percentage of the host-state police sections) of action plans developed by X date. Indicator: Number of reports on the 46

55 Overall Goal 4 section. Development of a monitoring and evaluation mechanism within the hoststate police on the implementation of the policy by the sections. implementation of the gender mainstreaming policy. Target: At least X number of reports received etc. Increase the protection of women and children from sexual and gender-based violence through the prevention and investigation of such crimes Assist the hoststate police in setting up specialized police units to prevent and investigate sexual and Set up X number of specialised SGBV police units by day/month/year. Needs assessment report. Project proposal for the construction of UNPOL SGBV/gender/ reform and restructuring officers Host-state police Day/month / year Indicator: Number of specialized police units constructed. Target: (x) number of units operational by day/month/year. Progress reports. Financial reports. Impact on the beneficiaries interviews with victims of SGBV. 47

56 gender-based violence (SGBV). units, staffing, training needs. Constructed specialized police units. officers Donors Assist the hoststate police in integrating courses on investigating SGBV within the basic curriculum, advanced/ specialized curricula in the police training academy. Develop a training curriculum by day/month/year. Training curriculum on investigating and preventing SGBV adapted for the basic curriculum and specialized/ad vanced curricula. UNPOL gender/sgbv training officers Host-state police Host-state Police training academy Donors Day/month / year Indicator: Development of training curricula on investigating SGBV. Target: Integration of a training curriculum on SGBV in the basic, advanced and specialized curricula by day/month/year. Progress reports. Increase the capacity of hoststate police officers to investigate SGBV. Deliver (x) number of training sessions by day/month/year. Training curriculum, ideally integrated within hoststate police UNPOL gender/sgbv/ training officers Host-state police Host-state Police Day/month / year Indicator: Number of training sessions conducted. Indicator: Number of host-state officers trained Progress reports. Impact of training on host-state police investigators (survey needs 2-3 months after the training). Impact on the beneficiaries 48

57 Sensitise communities on SGBV. Deliver (x) number of sensitization sessions on SGBV to vulnerable populations in (x) number of communities or camps for internally displaced persons (IDPS) /refugees. academy. Training sessions. Needs assessment report. Sensitization presentation on SGBV and role of police. Sensitization sessions planning, schedule. training academy Donors UNPOL community policing officers UNPOL SGBV investigators Host-state police UN field mission relevant offices i.e. Gender Unit, Human Rights UN agencies Day/month / year (segregated male/female). Target: At least (x) number of officers trained by day/month/year. Indicator: Number of sensitization sessions conducted. Indicator: Number of attendees (male/female). Target: At least (x) number of communities / IDP/refugee camps visited by day/month/year. interviews with victims of SGBV. Progress reports. Impact assessment (interviews) on target groups and beneficiaries. Overall Goal 5 Increase the participation of female police officers in the host-state police by supporting and empowering them Assist the hoststate police in Develop a career brochure on Outreach strategy to UNPOL reform and Day/month Indicator: Number of public information/multi-media Progress report on 49

58 recruiting female police officers. policing especially targeting female recruitment. Develop public information and multi-media materials for recruitment of women into the police (i.e. video clips, theatre skit etc.). Conduct X number of recruitment / sensitisation sessions in schools and communities. Review the recruitment criteria and procedures within the hostwomen. Recruitment session programmes. Career brochure. Public information and multi-media materials. Application forms, reviewed and revised recruitment tests and procedures ensuring non-discrimination against women. restructuring/ recruitment advisers. Host-state police Host-state eligible female population / year materials developed. Target: At least X number of materials developed by day/month/year. Indicator: Number of recruitment and sensitisation sessions conducted. Target: At least X number of sessions conducted by day/month/year. Indicator: Number of applicants. Indicator: Number of applicants who passed. Target: At least (x) number of applicants and (x) number of successful candidates by day/month/year. recruitment process. Impact of the outreach strategy to women. Assessment of the reasons for failure of applicants. 50

59 state police to ensure equal opportunities for women and men by X date. Assist in creating a female police network in the hoststate with the membership of at least X percent of serving female officers by day/month/year. Recruit (x) number of female police officers by day/month/year. Create a female police network by X date. Host-state police directive. Database of members. Inauguration meeting and proposed activities within the first six months. Host-state police management Host-state female police officers Day/month / year Indicator: Number of female police officers who are (active) members of the network. Target: At least 50 percent female police officers have agreed to be members by the date of the inauguration meeting (or three months after launch etc.). Feedback and interviews on the satisfaction of officers in the network and how it empowers them to increase participation at all levels of policing within the host-state. Number of membership of female police officers. 51

60 Project Tool 15: Checklist for involving community partners and stakeholders Have we identified the community partners and stakeholders and the best way they can contribute to the project activity/ies according to their resources? Have we clearly communicated and agreed on the involvement of community partners and stakeholders, their roles and how to manage expectations? Have we set up a coordination and feedback system such as regular meetings and activity reports? Have we created an effective outreach communication system to inform community partners, stakeholders, decision-makers, donors and others on the progress of the project activity/ies, challenges and successes. 52

61 Project Tool 16: Checklist on implementation 1. Obtain formal authorization and commitments in writing from managers, decision-makers and partner entities, groups and organisations. 2. Provide a list of all the contact persons and their details. 3. Set up regular coordination meetings (e.g. weekly, biweekly, monthly) with managers, project implementation team, partner groups and organisations. A summary of the minutes of the meeting and decisions made is important to be circulated soon after the meeting. 4. Write down action lists that keep a record of all actions completed by each implementing entity, group, organisation and further actions to be taken. 5. Motivate project implementation staff and implementing partners by encouraging feedback and recommendations for improvements and implementing them as appropriate. 6. Write outcome reports on each activity such as a workshop report etc. 7. Collect and set up a filing and archiving system electronically and with hard copies, of all the documents related to each of the activities that can be handed over during rotation of UNPOL officers. Such documents include programmes, reports, evaluation sheets of workshops and training etc. 53

62 Project Tool 17: Standardised Terms of Reference for the Police Division Gender Officer Police Division, OROLSI /DPKO, United Nations Headquarters United Nations Core values: INTEGRITY, PROFESSIONALISM, RESPECT FOR DIVERSITY Post Title: Level: Organizational Unit: Reporting To: Duty Station: Duration: POST DESCRIPTION Gender Affairs Officer United Nations Police Division Chief of SPDS New York 12 months Duties and Responsibilities Under the direction of the Chief of the Strategic Policy and Development Section, Police Division, Office of Rule of Law and Security Institutions, Department of Peacekeeping Operations (DPKO), and within limits of delegated authority, the incumbent is responsible for coordinating all genderrelated activities of the Police Division. S/he will: Support the Police Division s activities for mainstreaming gender into UN police-related policies, procedures and processes, including implementation of the Department-wide Action Plan on the implementation of Security Council resolution 1325 on Women, Peace and Security. Support the collection of good practices on gender-sensitive policing to inform policy decisions of the Police Division; Provide technical assistance, facilitate sharing of lessons learned and best practices, and coordinate a network of UN Police Gender Focal Points to ensure coherence of implementation of gender-related concerns within UN Police components in peacekeeping operations; Support the planning and organization of policy review dialogues and workshops to facilitate implementation of gender balance objectives in the work of the UN Police; Engage and advocate with Member States to promote and increase deployment of female police officers to peacekeeping; Support the preparation and submission of the police component inputs to gender and peacekeeping reporting requirements for both internal and external audiences; Respond to requests and assist with day-to-day backstopping support to UN Police Gender Focal Points in various peacekeeping missions; Undertake representational activities as required. 54

63 COMPETENCIES Professionalism: Demonstrates professional competence and mastery of the police-related subject matter; is conscientious and efficient in meeting commitments, observing deadlines and achieving results; is motivated by professional rather than personal concerns. Proven research, analytical and evaluative skills, ability to assist in drafting policies, directives and guidelines; and ability to conduct independent research and analysis, identify issues, formulate concepts and options and make conclusions and recommendations. An ability to produce high quality work with limited supervision. Takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work. Communication: Speaks and writes clearly and effectively; listens to others, correctly interprets messages from others and responds appropriately; asks questions to clarify, and exhibits interest in having twoway communication; tailors language, tone, style and format to match audience; demonstrates openness in sharing information and keeping people informed. Teamwork: Works collaboratively with colleagues to achieve organizational goals; solicits input by genuinely valuing others ideas and expertise; is willing to learn from others; places team agenda before personal agenda; supports and acts in accordance with final group decision, even when such decisions may not entirely reflect own position; shares credit for team accomplishments and accepts joint responsibility for team shortcomings. Planning & Organizing: Develops clear goals that are consistent with agreed strategies; identifies priority activities and assignments; adjusts priorities as required; allocates appropriate amount of time and resources for completing work; foresees risks and allows for contingencies when planning; monitors and adjusts plans and actions as necessary; uses time efficiently. QUALIFICATIONS Education Qualifications: Advanced level degree in the field of Social Sciences, International Relations, Political Affairs or related field; awareness of gender, rule of law, or human rights issues. Work Experience Work experience: at least 3 years of work experience in gender or related areas. Field experience and knowledge of peacekeeping will be an advantage. Languages English and French are the working languages of the United Nations Secretariat. For the post advertised, fluency in oral and written English is required. Knowledge of a second official UN language, preferably French, is an advantage. Male candidates are also encouraged to apply. 55

64 Project Tool 18: Terms of Reference for the Police Division Gender Officer at the Standing Police Capacity (SPC) United Nations Vacancy Announcement for Positions in the Department of Peacekeeping Operations requiring official secondment from national governments of Member States of the United Nations Organization POST TITLE AND LEVEL Gender Affairs Officer DUTY STATION BRINDISI ORGANIZATIONAL UNIT DPKO INDICATIVE MINIMUM GROSS ANNUAL REMUNERATION (NOT INCLUDING POST ADJUSTMENT) CIRCULATION LIMITED TO MEMBER STATES. APPOINTMENTS ARE LIMITED TO SERVICE ON POSTS FINANCED BY THE SUPPORT ACCOUNT OF PEACEKEEPING OPERATIONS. RESPONSIBILITIES: The Gender Affairs Officer reports directly to the Team Leader Operations of the Standing Police Capacity (SPC), which is a UN Police mechanism for starting up police components in new UN peace operations as well as assisting existing operation on a continual basis. The incumbent provides expert advice on matters relating to Gender mainstreaming and Sexual and Gender-Based Violence (SGBV) in the context of the SPC planning at headquarters and specific assignments in the field. The incumbent will advice on mainstreaming gender perspective in all SPC activities and designated UN missions, on 56

65 all the UN police policies, programs and activities, taking into account gender consideration as crosscutting issues throughout the mission mandate. Support UN police activities on all aspects relating to the situation of women and girls, especially in relation to the need to protect them from gender based violence. When at headquarters (35 per cent of the time) the incumbent undertakes relevant studies of matters pertaining to gender representation and protection of vulnerable persons as they pertain to the mandate of respective UN police components in UN peace operations. This work includes determining the specific role to be played by SPC in providing UN police in the field with assistance in these areas and/or supporting the development of this capacity in indigenous law enforcement agencies that the UN police are tasked to assist. In the field (65 per cent of the time) s/he works closely with UN police and National Law enforcement authorities in developing a strategic approach for the protection of vulnerable persons and investigations of Sexual violence. The gender issue officer develops and supports the implementation of local programs and other activities aimed at strengthening the procedure and rules of governing indigenous law enforcement investigations of SGBV crimes and gender representation. From the perspective of building institutional law enforcement capacity in post-conflict environments, which is the strategic mission of UN police, the incumbent seeks to support organizational and structural change in indigenous law enforcement agencies, such as the creation of structures for investigating sexual and gender based violence. COMPETENCIES: Professionalism:. Knowledge of theories, concepts and approaches relevant to democratic policing, law enforcement, community safety and capacity-building; relevant knowledge of gender issues and the conduct and performance of investigating complex cases of sexual violence in a national law enforcement agency. Planning and Organizing: Develops clear goals that are 57

66 consistent with agreed strategies; identifies priority activities and assignments; adjusts priorities as required; allocates appropriate amount of time and resources for completing work; foresees risks and allows for contingencies when planning; monitors and adjusts plans and actions as necessary; uses time efficiently. Communication: Speaks and writes clearly and effectively; listens to others, correctly interprets messages from others and responds appropriately; asks questions to clarify, and exhibits interest in having two-way communication; tailors language, tone, style and format to match audience; demonstrates openness in sharing information and keeping people informed. Teamwork: Works collaboratively with colleagues to achieve organizational goals; solicits input by genuinely valuing others ideas and expertise; is willing to learn from others; places team agenda before personal agenda; supports and acts in accordance with final group decision, even when such decisions may not entirely reflect own position; shares credit for team accomplishments and accepts joint responsibility for team shortcomings. QUALIFICATIONS: Education: Advanced university degree (Master s degree or equivalent) in the applied sciences, social sciences or other relevant field. A first level university degree with a combination of relevant academic qualifications and extensive experience in law enforcement and police general investigations may be accepted in lieu of the advanced university degree. Graduation from a certified police academy or similar law enforcement training institution is required. Work Experience: A minimum of five years of progressively law enforcement experience on a wide range of operational and administrative issues, including three years of experience in management and policy-making with regard to general and complex crime investigations is required. Experience in the use of modern Internet-based research methodologies and sources are 58

67 required. Peacekeeping or other international experience in the UN or other organizations is desired. Languages: English and French are the working languages of the UN. For the post advertised, fluency in oral and written English is required. Knowledge of a second official UN language is an advantage. Preference will be given to equally qualified women candidates 59

68 Project Tool 19: Terms of Reference for a UNPOL Gender Adviser at field mission Headquarters United Nations United Nations Core values: INTEGRITY, PROFESSIONALISM, RESPECT FOR DIVERSITY POST DESCRIPTION Post Title: Level: Organizational Unit: Reporting To: Duty Station: Duration: Gender Adviser United Nations Police (UNPOL) Head of Police Component (HOPC) United Nations Field Mission 12 months Duties and Responsibilities Under the guidance and supervision of the Head of Police Component (HOPC), the incumbent will contribute to planning and implementing activities for fulfilling the mandates on women, peace and security. He/She will: Assist UNPOL Management in the facilitation and implementation of various Security Council resolutions and DPKO policies and directives related to gender mainstreaming, the protection needs of women, and strengthening the role of women as partners for ensuring security and building sustainable peace in particular resolutions 1325 (2000), 1820 (2008), 1888 (2009), 1889 (2009) 1960 (2010), the DPKO Policy Directive on Gender Equality (2006), and the UN Police Gender Guidelines (2008); Assist UNPOL management in the development of overall strategies, policies, and programming to ensure gender mainstreaming; Assist and advise UNPOL Management in the design, implementation, monitoring & evaluation of projects on gender mainstreaming; Conduct needs assessments and research on gender and vulnerability relating to UNPOL staff and work practices, as well as gender-related issues within the host-state such as domestic violence, sexual gender-based violence (SGBV); 60

69 trafficking of women and children, child abuse, pre-trial detention of women and children and the status of female police officers. This includes research and analyses on crime trends to develop and enhance knowledge of genderbased crimes; Ensure integration of gender perspectives into all mission work plans, programmes and activities; Provide on-going technical advice to UNPOL command structure and heads of departments/sections/units; Represent UNPOL Management in gender related meetings, conferences, task forces, events and inter-agency forums; Assist the Training Department to develop a gender sensitive curriculum and participate in training activities; Participate in UNPOL leadership selection panels and as member of UNPOL interview committees to ensure equal representation of women and men for various posts; Conduct needs assessments of female UNPOL officers and report results to UNPOL Management; Collaborate with UNPOL Gender Officers/Focal Points and SGBV Co-located Investigators working within UNPOL departments/sections/units including at the sector and team site levels; Act as the liaison person between UNPOL and various gender related focal points within the mission area including participating in gender task force meetings; Liaise and collaborate with the DPKO UNPOL Gender Adviser, field mission Gender Unit and other relevant offices, UN agencies when present, host-state government departments, international and national non-governmental organisations (NGOs), and women s organisations and community-based organisations; Co-ordinate and facilitate regular meetings with UNPOL Management; Prepare and submit periodical and other relevant reports to UNPOL Management for forwarding to DPKO; Perform any other duties and responsibilities that may be assigned by UNPOL Management and DPKO. Experience / Essentials Graduate of a certified police academy Work experience: Minimum of 5 years of active police experience including policy development and programme implementation related to the promotion of gender equality, experience in police administration, gender and sexual violence issues, community-oriented policing and training; Ability to prepare lesson plans, presentations, and reports; 61

70 Ability to meet minimum UN peace operations requirements (e.g. Language Proficiency and Driving Skills); Fulfillment of all UN medical requirements; Availability for immediate deployment; Knowledge of the institutional mandate and guidelines; Knowledge of gender, security sector reform, rule of law and women s and human rights issues; Professional competencies related to creativity, teamwork, communication, planning and organizing and commitment to continuous learning; Field experience and knowledge of peacekeeping will be an advantage; Male candidates are also encouraged to apply. Competencies Integrity, Professionalism and Respect for Diversity are the United Nations core values; Teamwork - Good interpersonal skills and ability to establish and maintain effective partnerships and working relations in a multi-cultural, multi-ethnic environment with sensitivity and respect for diversity; Judgment/decision-making demonstrate sound judgment in applying technical expertise to resolve a range of issues/problems; Communications - Diplomacy, negotiation and excellent communication (spoken and written) skills, including the ability to draft/edit a variety of written documents and to articulate ideas in a clear and concise style, have experience in mediation and the ability to liaise with internal and external stakeholders; Technology Awareness - Proficiency in the use of computer and relevant software and other applications, e.g. word processing, presentation, graphics software, spreadsheets and other statistical applications, Internet, etc. familiarity with and experience in the use of various research methodologies and sources, including electronic sources on the internet, intranet and other databases; Gender Mainstreaming - Provide leadership in incorporating gender perspectives into the substantive work including knowledge and experience in the identification and handling of gender issues as well as ensuring appropriate attention to both gender balance and geographic representation in staffing; Initiative - The member must have the ability to work using his/her own initiative. Demonstrates initiative to work independently and see work through to completion, including patience and persistence and good problem 62

71 solving skills; Client orientation: Ability to identify client needs and match them to appropriate solution; Empowering others: Ability to involve others when making decisions that affect them. Language Proficiency in the field mission language (English or French), both written and oral is required. 63

72 Project Tool 20: Post Description of a United Nations Police Gender Focal Point United Nations Police Gender Focal Point focused on assisting the UNPOL component at section and team site levels Post Title: Gender focal point Organizational Unit: United Nations Police (UNPOL) Reporting To: Head of Police Component (HOPC) Duty Station: United Nations Field Mission Duties and Responsibilities Under the guidance of the UNPOL Sector Commander or Team Leader at team sites, with the technical guidance of the UNPOL Gender Adviser at the UNPOL Headquarters, the incumbent will contribute to planning and implementing activities for fulfilling the mandates of Security Council Resolutions on Women, Peace and Security. He/She will: Integrate the UNPOL Gender Action Plan into the work plans and activities of the section/unit/region/team site; Provide advice to the Commanding Officer on the implementation of the UNPOL Gender Action Plan and the mandates of Security Council Resolutions on Women, Peace and Security, the DPKO/DFS Policy Directive on Gender Equality (2010), and the DPKO/DFS Guidelines on the Integration of Gender Perspectives into the Work of Unite Nations Police (2008) and other guidance materials related to gender mainstreaming and protection of civilians against sexual violence; Raise awareness, train and build the capacity of UNPOL officers on gender issues to enhance operational effectiveness; Monitor and support the integration of gender perspectives in all police activities including gender-sensitive reporting; Co-locate and assist the host State police with implementing reform measures for gender mainstreaming and responding to sexual and gender-based violence (SGBV). This may include: Training, mentoring and advising on gender 64

73 mainstreaming within the police organization such as developing equal opportunities and prevention of sexual harassment policies and female recruitment and retention initiatives; Training, mentoring and advising on the development of capacity building materials and training activities for the prevention and investigation of sexual and genderbased violence (SGBV); conducting a needs assessment to identify gaps on police competencies on these issues; liaising and coordinating with the host State police to facilitate the establishment of specialized gender and SGBV desks, including one stop centers involving victim referral services (e.g. medical, legal and social support) and the deployment of gender police officers and SGBV investigators in different police stations; developing guidelines and standard operating procedures for SGBV investigations, facilitating capacity building programs (sensitization, awareness programs, seminar workshops) for community members on SGBV prevention; establishing contacts and consulting with women s groups and female community members to identify specific security risks facing women and children; Maintaining coordination and the reporting line to the mission headquarters and host State police headquarters on SGBV incidents reported in the sector/team site and advise on actions to be taken; Monitor and promote gender-sensitive working environments for male and female UNPOL personnel at the tactical level, in line with established UN standards, with respect to accommodation, safety and security, first aid and health; Ensure regular liaison with the UNPOL Gender Adviser at UNPOL Headquarters; Liaise as appropriate with other sections of the peacekeeping mission in the field (such as human rights and civil affairs) and UN agencies when present. 65

74 Project Tool 21: Terms of Reference for a UNPOL Co-located Gender Officer for Reform and Restructuring United Nations Core values: INTEGRITY, PROFESSIONALISM, RESPECT FOR DIVERSITY POST DESCRIPTION Post Title: Co-located Gender Officer Level: Organizational Unit: United Nations Police (UNPOL) Reporting To: Reform and Restructuring Coordinator Duty Station: United Nations Field Mission Duration: 12 months Duties and Responsibilities Under the guidance and supervision of the Reform and Restructuring (R&R) Coordinator and the technical guidance of the UNPOL Gender Adviser, the incumbent will contribute to planning and implementing activities for fulfilling the mandates on women, peace and security. He/She will: Assist the R&R Coordinator in the design and implementation of gender mainstreaming in the reform and restructuring of the host-state police; Co-locate and assist the host-state police management with implementing reform measures for gender and sexual and gender-based violence (SGBV). This includes providing advice on provisions of female recruitment and retention, gender mainstreaming in education, gender balance in promotion, in positions of authority and decision making, gender sensitivity in transfers and deployments, sexual harassment in the work place, police response to crimes against women, and protection of women s rights; Conduct needs assessments and research on the host-state police capacity and requirements including identification of training needs to address gender, women and child protection and sexual violence issues; Establish and maintain contacts with local women and women s organizations to identify specific security risks facing women and girls; 66

75 Liaise and coordinate with the host-state police to facilitate the establishment of specialized gender and SGBV desks and deployment of gender police officers and SGBV investigators in different police stations; Assist the host-state police in drafting directives and standard operating procedures regarding gender mainstreaming and police response to SGBV; Develop with the host-state police and other partners effective investigation mechanisms to investigate and handle SGBV cases; Assist in the establishment of a central database for a systematic data collection and analysis of SGBV incidents; Ensure gender issues are incorporated into all levels of the host-state police training curriculum, including the basic police training and the senior management training programs. This includes developing, in coordination with host-state police, training modules on gender and investigation of SGVB cases and modules for training of trainers; Train, mentor and advise host-state police on specialized investigation skills for SGBV cases and gender mainstreaming; Facilitate the capacity building programs (sensitization, awareness programs, training, seminar workshops) for the host-state police on gender and SGBV. Facilitate activities within schools, communities and other avenues to encourage more women to join the police; Maintain coordination and the reporting line to the mission and host-state police headquarters on all SGBV incidents reported in the sectors and advise on actions to be taken; Conduct public information campaigns on the progress on police reform initiatives for SGBV; Facilitate mechanisms to monitor and evaluate the implementation of SGBV and gender initiatives; Liaise and collaborate with the DPKO UNPOL Gender Adviser, field mission Gender Unit and other relevant offices, UN agencies when present, host-state government departments, international and national non-governmental organisations (NGOs), and women s organisations and community-based organisations. Experience / Essentials Graduate of a certified police academy Work experience: Minimum of 5 years of active police experience including policy development and programme implementation related to the promotion of gender equality, experience in police administration, gender and sexual violence issues, community-oriented policing and training; 67

76 Ability to prepare lesson plans, presentations, and reports; Ability to meet minimum UN peace operations requirements (e.g. Language Proficiency and Driving Skills); Fulfillment of all UN medical requirements; Availability for immediate deployment; Knowledge of the institutional mandate and guidelines; Knowledge of gender, security sector reform, rule of law and women s and human rights issues; Professional competencies related to creativity, teamwork, communication, planning and organizing and commitment to continuous learning; Field experience and knowledge of peacekeeping will be an advantage; Male candidates are also encouraged to apply. Competencies Integrity, Professionalism and Respect for Diversity are the United Nations core values; Teamwork - Good interpersonal skills and ability to establish and maintain effective partnerships and working relations in a multi-cultural, multi-ethnic environment with sensitivity and respect for diversity; Judgment/decision-making demonstrate sound judgment in applying technical expertise to resolve a range of issues/problems; Communications - Diplomacy, negotiation and excellent communication (spoken and written) skills, including the ability to draft/edit a variety of written documents and to articulate ideas in a clear and concise style, have experience in mediation and the ability to liaise with internal and external stakeholders; Technology Awareness - Proficiency in the use of computer and relevant software and other applications, e.g. word processing, presentation, graphics software, spreadsheets and other statistical applications, Internet, etc. familiarity with and experience in the use of various research methodologies and sources, including electronic sources on the internet, intranet and other databases; Gender Mainstreaming - Provide leadership in incorporating gender perspectives into the substantive work including knowledge and experience in the identification and handling of gender issues as well as ensuring appropriate attention to both gender balance and geographic representation in staffing; Initiative - The member must have the ability to work using his/her own initiative. Demonstrates initiative to work independently and see work through to completion, including patience and persistence and good problem 68

77 solving skills; Client orientation: Ability to identify client needs and match them to appropriate solution; Empowering others: Ability to involve others when making decisions that affect them. Language Proficiency in the field mission language (English or French), both oral and written, is required. 69

78 Project Tool 22: Terms of Reference for a UNPOL Co-located Gender Officer/Focal Point at Sector and Team site levels United Nations Core values: INTEGRITY, PROFESSIONALISM, RESPECT FOR DIVERSITY POST DESCRIPTION Post Title: Point Level: Organizational Unit: Reporting To: Duty Station: Duration: Co-located Gender Officer/Focal United Nations Police (UNPOL) Sector Commander or Team Leader United Nations Field Mission 12 months Duties and Responsibilities Under the guidance of the Sector Commander or Team Leaders at team sites, with the technical guidance of the UNPOL Gender Officer (depending on the UNPOL organization unit the position may be located at the Reform and Restructuring Unit) at the UNPOL Headquarters (or the UNPOL Gender Adviser at the UNPOL Headquarters), the incumbent will contribute to planning and implementing activities for fulfilling the mandates on women, peace and security. He/She will: Provide advice to the Commanding Officer to advance implementation of mandates on women, peace and security in police peacekeeping tasks; Raise awareness of gender issues and advocate for inclusion of a gender perspective in all police activities to enhance operational effectiveness; Monitor and support gender-sensitive reporting activities and the use of gender-disaggregated data in planning processes for police operations; Co-locate and assist the host-state police with implementing reform measures for gender and sexual and gender-based violence (SGBV). This includes providing advice on provisions of female recruitment and retention, gender mainstreaming in education, gender balance in promotion, in positions of authority and decision making, gender sensitivity in transfers and deployments, sexual harassment 70

79 in the work place, police response to crimes against women, and protection of women s rights; Conduct needs assessments and research on the host-state police capacity and requirements including identification of training needs to address gender, women and child protection and sexual violence issues; Liaise and coordinate with the host-state police to facilitate the establishment of specialized gender and SGBV desks and deployment of gender police officers and SGBV investigators in different police stations; Train, mentor and advise host-state police on specialized investigation skills for SGBV cases and gender mainstreaming; Facilitate the capacity building programs (sensitization, awareness programs, training, seminar workshops) for the host-state police on gender and SGBV. Facilitate activities within schools, communities and other avenues to encourage more women to join the police; Maintain coordination and the reporting line to the mission and host-state police headquarters on all SGBV incidents reported in the sectors and advise on actions to be taken; Conduct public information campaigns on the progress on police reform initiatives for SGBV; Facilitate mechanisms to monitor and evaluate the implementation of SGBV and gender initiatives; Monitor and support the delivery of gender training for police personnel; Consult regularly with local women to identify specific security risks facing women and girls; Establish and maintain contacts with women s organizations in the area of operation to support police outreach activities; Support identification and implementation of projects targeting women and girls; Monitor implementation of guidance to promote gendersensitive working environments for male and female police personnel at the tactical level, in line with established UN standards, with respect to accommodation, safety and security, first aid and health; Ensure regular liaison with the UNPOL Gender Adviser at UNPOL Headquarters / UNPOL Gender Officer; Liaise as appropriate with other sections of the peacekeeping mission in the field (such as human rights and civil affairs) and UN agencies when present. Experience / Essentials Graduate of a certified police academy Work experience: Minimum of 5 years of active police experience 71

80 including policy development and programme implementation related to the promotion of gender equality, experience in police administration, gender and sexual violence issues, communityoriented policing and training; Ability to prepare lesson plans, presentations, and reports; Ability to meet minimum UN peace operations requirements (e.g. Language Proficiency and Driving Skills); Fulfillment of all UN medical requirements; Availability for immediate deployment; Knowledge of the institutional mandate and guidelines; Knowledge of gender, security sector reform, rule of law and women s and human rights issues; Professional competencies related to creativity, teamwork, communication, planning and organizing and commitment to continuous learning; Field experience and knowledge of peacekeeping will be an advantage; Male candidates are also encouraged to apply. Competencies Integrity, Professionalism and Respect for Diversity are the United Nations core values; Teamwork - Good interpersonal skills and ability to establish and maintain effective partnerships and working relations in a multi-cultural, multi-ethnic environment with sensitivity and respect for diversity; Judgment/decision-making demonstrate sound judgment in applying technical expertise to resolve a range of issues/problems; Communications - Diplomacy, negotiation and excellent communication (spoken and written) skills, including the ability to draft/edit a variety of written documents and to articulate ideas in a clear and concise style, have experience in mediation and the ability to liaise with internal and external stakeholders; Technology Awareness - Proficiency in the use of computer and relevant software and other applications, e.g. word processing, presentation, graphics software, spreadsheets and other statistical applications, Internet, etc. familiarity with and experience in the use of various research methodologies and sources, including electronic sources on the internet, intranet and other databases; Gender Mainstreaming - Provide leadership in incorporating gender perspectives into the substantive work including knowledge and experience in the identification and handling of gender issues as well as ensuring appropriate attention to both gender balance and geographic representation in staffing; 72

81 Initiative - The member must have the ability to work using his/her own initiative. Demonstrates initiative to work independently and see work through to completion, including patience and persistence and good problem solving skills; Client orientation: Ability to identify client needs and match them to appropriate solution; Empowering others: Ability to involve others when making decisions that affect them. Language Proficiency in the field mission language (English or French), both oral and written, is required. 73

82 Project Tool 23: United Nations Police Gender Adviser United Nations Police Gender Adviser - focused on assisting the UNPOL component at strategic level Post Title: Organizational Unit: Reporting To: Duty Station: Gender Adviser United Nations Police (UNPOL) Head of Police Component (HOPC) United Nations Field Mission Duties and Responsibilities Under the guidance and supervision of the Head of Police Component (HOPC), the incumbent will contribute to planning and implementing activities for fulfilling the mandates on Security Council Resolutions on Women, Peace and Security. He/She will: Assist UNPOL management in the implementation of Security Council Resolutions on Women, Peace and Security, the DPKO/DFS Policy Directive on Gender Equality (2010), and the DPKO/DFS Guidelines on the Integration of Gender Perspectives into the Work of Unite Nations Police (2008) and other guidance materials related to gender mainstreaming and protection of civilians against sexual violence; Conduct needs assessments of UNPOL officers, in particular female officers and report results to UNPOL management Assist UNPOL management in the development of an an overall strategy through the UNPOL Gender Action Plan and coordinate its implementation; Assist UNPOL sections, units, regions and team sites in integrating the UNPOL Gender Action plan into their work plans through UNPOL Gender Officers/Focal Points working within entities; Assist UNPOL management in the development of policies, guidance documents, training materials and activities to ensure gender mainstreaming within the UNPOL component; Monitor and evaluate the implementation of gender mainstreaming into all work plans, programmes and 74

83 activities; Deliver in-mission training workshops and capacity building activities for UNPOL officers on gender mainstreaming; Act as the liaison person between UNPOL and various gender-related focal points internally and externally including participating in gender task force meetings; Participate in UNPOL leadership selection panels and as member of UNPOL interview committees; Provide on-going technical advice to UNPOL command structure and heads of sections/units/regions/team sites; Represent UNPOL management in gender-related meetings, conferences, task forces, events and inter-agency forums; Co-ordinate and facilitate regular meetings with UNPOL management; Prepare and submit periodical and other relevant reports to UNPOL management for forwarding to DPKO; Perform any other duties and responsibilities that may be assigned by UNPOL management. 75

84 Project Tool 24: Terms of Reference for a UNPOL Co-located Investigator at the headquarters, sector and team site levels United Nations Core values: INTEGRITY, PROFESSIONALISM, RESPECT FOR DIVERSITY POST DESCRIPTION Post Title: SGBV Co-located Investigator Level: Organizational Unit: United Nations Police (UNPOL) Reporting To: Reform and Restructuring Coordinator Duty Station: United Nations Field Mission Duration: 12 months Duties and Responsibilities Under the guidance and supervision of the Crime Services Coordinator/Sector Commander/Team Leader and the technical guidance of the UNPOL Gender Adviser, the incumbent will contribute to planning and implementing activities for fulfilling the mandates on women, peace and security. He/She will: Assist the Crime Services Coordinator/Command Officer in the design and implementation of strategies and effective mechanisms for investigating crimes related to sexual and gender-based violence in the host-state police; Co-locate, advise, mentor and guide host-state police investigators in specialized sexual and gender-based violence (SGBV) units on investigation skills of cases of sexual and gender-based violence; Conduct needs assessments on the host-state police capacity and requirements to investigate SGBV, in particular on the functioning of the host-state specialized SGBV police units and training needs; Provide technical advice on the structure and resources (human and non-human) required for the effective functioning of the host-state specialized SGBV police unit; Advise on the integration of community sensitization/awareness strategies into the operations of the host-state specialized SGBV police units; Conduct specialized training for host-state police SGBV 76

85 officers in identifying, investigating and managing SGBV cases, interviewing and handling victims and witnesses, facilitating referral services, and report writing and record keeping through a database. Prepare guidelines and standard operating procedures, memory cards and other tools; Advise on a referral and networking system with other stakeholders dealing with women s and children s rights including assisting in compiling lists of contacts and services provided, as well as drafting standard operating procedures; Ensure regular evaluation on the progress of implementation of activities and programmes; Liaise and collaborate with the DPKO UNPOL Gender Adviser, UNPOL field mission Gender Adviser and Gender Officers, field mission Gender Unit and other relevant offices, UN agencies when present, host-state government departments, international and national non-governmental organisations (NGOs), and women s organisations and community-based organisations. Experience / Essentials Graduate of a certified police academy Work experience: Minimum of 5 years of active police experience including investigations of sexual and genderbased violence, community-oriented policing and training. Policy development and programme implementation related to the promotion of gender equality, experience in police administration would be an advantage. Ability to prepare lesson plans, presentations, and reports; Ability to meet minimum UN peace operations requirements (e.g. Language Proficiency and Driving Skills); Fulfillment of all UN medical requirements; Availability for immediate deployment; Knowledge of the institutional mandate and guidelines; Knowledge of gender, security sector reform, rule of law and women s and human rights issues; Professional competencies related to creativity, teamwork, communication, planning and organizing and commitment to continuous learning; Field experience and knowledge of peacekeeping will be an advantage; Male candidates are also encouraged to apply. Competencies Integrity, Professionalism and Respect for Diversity are the United Nations core values; Teamwork - Good interpersonal skills and ability to 77

86 establish and maintain effective partnerships and working relations in a multi-cultural, multi-ethnic environment with sensitivity and respect for diversity; Judgment/decision-making demonstrate sound judgment in applying technical expertise to resolve a range of issues/problems; Communications - Diplomacy, negotiation and excellent communication (spoken and written) skills, including the ability to draft/edit a variety of written documents and to articulate ideas in a clear and concise style, have experience in mediation and the ability to liaise with internal and external stakeholders; Technology Awareness - Proficiency in the use of computer and relevant software and other applications, e.g. word processing, presentation, graphics software, spreadsheets and other statistical applications, Internet, etc. familiarity with and experience in the use of various research methodologies and sources, including electronic sources on the internet, intranet and other databases; Gender Mainstreaming - Provide leadership in incorporating gender perspectives into the substantive work including knowledge and experience in the identification and handling of gender issues as well as ensuring appropriate attention to both gender balance and geographic representation in staffing; Initiative - The member must have the ability to work using his/her own initiative. Demonstrates initiative to work independently and see work through to completion, including patience and persistence and good problem solving skills; Client orientation: Ability to identify client needs and match them to appropriate solution; Empowering others: Ability to involve others when making decisions that affect them. Language Proficiency in the field mission language (English or French), both oral and written, is required. 78

87 Project Tool 25: Checklist for monitoring and evaluation Phase 1 Identify relevant information Identify the relevant information to be monitored and evaluated. Extract indicators of achievement and targets for each activity/strategic objective in the mission s strategic implementation plan for gender and policing. The information can be quantitative (measurable i.e. how many host-state police / UNPOL officers have been trained; how many specialized police units have been constructed; how many victims reported sexual and gender-based crimes to the police etc.) or qualitative (i.e. how did victims of sexual and gender-based crimes felt when they reported cases to the specialized police units, was the training useful and how did it help trainees implement gender in their daily policing duties?). Develop a standardized format for reporting to be used by implementing officers and partners in rolling out activities. Include gender-disaggregated data (i.e. training workshops to record how many women and men attended, surveys to include how many women and men were interviewed etc.), evaluation forms (i.e. immediately after the workshop and after 3 to 6 months to assess how the training has been implemented in practice). Identify useful sources of information such as workshop reports, surveys, meeting minutes, and financial reports. Set up a system to store information through an easily accessible filing and archiving system. This is particularly useful for handover to rotating UNPOL officers. Phase 2 Determine the sources of information Identify the implementing partners (i.e. UNPOL officers community policing officers, sexual and gender-based violence investigators, host-state police gender officers, field mission gender unit, UN agencies etc.) in rolling out activities, determine responsibilities of reporting and agree on the schedule. A report after each activity would be advisable. 79

88 Hold regular meetings, surveys with partners, stakeholders, beneficiaries and target groups. Perform regular monitoring visits at the project field sites Sample questions according to overall goals: Phase 3 Is the training activity effective in providing skills and competencies to UNPOL / host-state police officers on gender and policing/investigating sexual and gender-based violence (SGBV)? What gaps can be observed? Are the financial and human resources adequate in providing the training activity, i.e. does the instructor have the required skills on gender and policing and have we budgeted enough to run the courses throughout the stated period? Is the outreach strategy to recruit female police officers in the host-state effective? How many women have come forward to apply and passed the recruitment test during the stated period? What were the reasons for those who failed? How can the strategy be adapted to reach out to more women/help increase the skills of women to qualify? Do we have enough resources in setting up the targeted number of specialized police units on SGBV within the stated period? Are the specialized police units effective in increasing the reporting of cases of sexual and gender-based violence? What is the impact of the budget cut or arrival of new funds to the project? What is the impact of the elections, transition of power, change in the head of the host-state police, drawdown in the UN field mission, rotation of UNPOL officers to the project? Is the activity adequate in reaching the strategic objective? If not, why? How can it be modified? Are the strategic objectives achieved? If not, why? Does the accomplishment of the strategic objectives contribute to the achievement of the overall goals? If not, why and how can the strategic objectives be modified? Analyse the information Determine the time to evaluate and analyse the project activities and their impact. Evaluation is a continuous process and can be done at different levels: (a) during 80

89 the implementation of the project (mid-term evaluation), (b) immediately after the completion of a project (end of project or final evaluation)(c) after a time lag from the completion of a project (ex-post or impact evaluation). Depending on the activity, these three types of evaluation are useful. For example, a training workshop evaluation immediately after can be in an evaluation feedback form that assesses how the participants felt during the training and the skills of the trainers. This can be followed up by an evaluation after a time lag of three to four months to observe changes on the behaviour of the trainees and assess how the skills acquired by the officers during the training were put to use in their daily policing activities (impact). Analyse the collected information and identify problematic areas in the implementation of the project activity/ies. Write down a concise project appraisal that provides the status of the project, lessons learned, best practices and recommendations. Phase 4 Adjust the project activity/ies implementation process Provide feedback to managers, decision-makers and donors. Adjust the project activity/ies according to the evaluation of the project needs. 81

90 Project Tool 26: UNPOL Daily Report UNPOL Daily Report 1. SECURITY/SAFETY 1.1. Overall security situation: Include a general assessment of the security situation of women and children Situations that impact on mandate implementation Provide sex and age disaggregated data (i.e. X number male, X number female) 1.3. Crime/Incidents involving UN/international personnel: Provide sex and age disaggregated data (i.e. X number male, X number female) 1.4. Serious crime incidents: Provide sex and age disaggregated data (i.e. X number male, X number female) 1.5. Sexual and Gender Based Violence Provide sex and age disaggregated data (i.e. X number male, X number female); include all types of SGBV (sexual assault, rape, domestic violence, sexual abuse, sexual exploitation, harmful traditional practices i.e. female genital mutilation etc.; conflictrelated sexual violence (CRSV): widespread and systematic incidents of sexual violence deliberately used to further the strategic aims of the conflict such as force communities out of their land, affect ethnic balance etc. examples include mass rapes, enslavement for sexual purposes in camps. forced impregnation/sterilization etc.) 2. OPERATIONAL ACTIVITIES Provide sex disaggregated data (i.e. X number male, X number female; provide age disaggregated data when appropriate; include gender issues such as outreach to women s groups in communityoriented policing operations and protection of civilians operations and mainstreaming of gender issues in other types of operations. 3. OTHER RELEVANT ACTIVITIES AND EVENTS Provide sex disaggregated data (i.e. X number male, X number female) and when appropriate age disaggregated data; 82

91 83 4. PERSONNEL UPDATE Auth orize d stren gth TOT AL Actual streng th TOTA L Male Actual TOTA L Femal e Actual TOTA L Auth orize d IPO stren gth Actu al IPO stren gth Auth orize d FPU stren gth Actual FPU streng th male/f emale Nu mb er % Nu mb er % Nu mb er % Num ber Nu mb er Num ber Nu mb er %

92 Project Tool 27: UNPOL Weekly Report UNPOL Weekly Report 1. ANALYSIS OF WEEKLY ACTIVITIES AND EVENTS 1.1. Security/Political Include specific women and children security situation. Mainstream gender issues in other security assessments, including sex-disaggregated data Operational Mainstream gender issues in the analysis of operational activities, including sex-disaggregated data 1.3. Capacity Building/Institutional Development Mainstream gender issues in the analysis of capacity building/institutional activities, including sex-disaggregated data 2. FORTHCOMING ACTIVITIES AND EVENTS Mainstream gender issues in forthcoming activities, including sexdisaggregated data 84

93 Project Tool 28: UNPOL Bi-annual Report UNPOL Bi-annual Report 1. General General political and security situation in the mission area including potential threats to UN personnel and facilities as applicable. Include specific assessment of women and children s security. Include sex disaggregated data. 2. Expected accomplishments and indicators of achievement - Expected accomplishments Include here expected accomplishments of the Police Component as set-forth in the approved budget for the mission based on the recommendations included in the applicable report of the Secretary-General. Integrate gender issues (participation of women, SGBV etc.) and include sex disaggregated data. - Indicators of achievements Include here indicators of achievements of the Police Component as set-forth in the approved budget for the mission based on the recommendations included in the applicable report of the Secretary-General. Include gender indicators (indicators that measure improved gender equality, level of gender mainstreaming such as increase in the percentage of female police officers recruited / promoted in leadership position; increase in the percentage of policies that have been gender mainstreamed etc.) - Outputs Include here outputs of the Police Component as set-forth in the approved budget for the mission based on the recommendations included in the applicable report of the Secretary-General. Include gender related outputs and sex disaggregated data (X number/percentage of female officers trained in X; X workshops on investigating SGBV; development of a policy on gender equality; X number of community oriented consultations with X women s groups etc.) (to be replicated for each expected accomplishment) 85

94 3. Analysis Include here an analysis of outputs of the past 6 months and expected outcomes. A presentation should be made on the priorities and activities for the coming 6 months. Integrate a gender analysis. 4. Other matters This section should cover items pertaining to administration, logistics, the implementation of this directive, guidelines and related issuances from DPKO. Integrate gender-related issues. 86

95 Project Tool 29: Checklist questionnaire on gender aspect of planning, development and implementation of UNPOL projects, activities and operations 1. Does the baseline survey such as a security analysis - take into account the different needs and vulnerabilities of women, men, boys and girls? 2. Has there been an initial study to identify the potential negative impacts of the operation, activity or project on women as well as men? 3. Are the operation/activity/project s goals and objectives gender-sensitive: do they adequately reflect women s and men s needs? 4. Are men and women stakeholders, local women s NGOs, community-based organizations, etc., involved in setting goals and objectives? 5. Do the activities planned reflect the project s gendersensitive goals and objectives? 6. Are gender indicators identified? 7. Are gender-sensitive and sex- disaggregated data being collected to keep track of inputs and outputs, and to measure outcomes? From what sources? 8. Is progress against targets monitored for the period under evaluation and the results fed back into the system to allow for corrections? 9. Is the impact of the operation, activity or project intervention evaluated not only on the population as a whole, but also on men and women separately such as changes in their perception of safety and security? 10. Do the tools and methods to collect data reflect gender outcomes and impacts? 11. Are standard data collection and analysis methods being complemented with qualitative methods such as focus groups, etc? Is gender analysis being integrated into these? 12. Did both men and women participate in the operation, activity, project? 13. Did the operation/activity/ project intervention produce the intended benefits for men and women? 14. How did project beneficiaries, male and female, respond to the operation/activity/project interventions? 87

96 Project Tool 30: Standardised Questionnaire for United Nations Police Gender Focal Points This questionnaire can be used as a checklist for UN Police Gender Adviser/Focal Points in assessing the implementation of gender mainstreaming by the police component within its procedures and activities. 1. Institutionalising gender mainstreaming within UNPOL components: Have you established a gender officer within the Police Commissioner s office? Have you established other gender officers within the UNPOL component? How are they structured and what are their terms of references? 1 Have you established a system to ensure that gender issues are integrated in all the policies, standard operating procedures, directives and other official documents from UNPOL? Have you established a directive on the implementation of gender-mainstreaming including the operationalisation of the above Guidelines? How many official documents have been produced, including those reviewed from 1 January 2011 to 31 December 2011 that included gender-related issues and/or address security threats to women and children and/or sexual and gender-based violence? Please provide a list and include the extract of the genderrelated paragraphs. Please also include the titles of those that have been produced but do not have any gender- or sexual and gender-based violence-related content. How is the implementation of gender-mainstreaming by UNPOL officers monitored and evaluated? Has a system of accountability on gender mainstreaming by UNPOL officers, especially managers/team leaders/section chiefs/regional commanders/contingent commanders etc.) been implemented? Please provide details. Is the implementation of gender-mainstreaming part of the agenda of the regular meetings of UN Police component management, regional commanders, team leaders? What activities of gender mainstreaming have you implemented and what has been the impact? What methods have you used to support the increase of the deployment of female police peacekeepers to your mission and what has been the impact? What strategies have you implemented to ensure that the specific needs of female police peacekeepers are 1 Include a structure organigramme if possible. 88

97 addressed and what has been the impact? What strategies have you implemented to empower female police peacekeepers? How do you collaborate with other entities within the mission working on gender and sexual violence (e.g. Senior Gender Adviser, Special Adviser on Sexual Violence if any etc.) 2. Support to host state police in addressing sexual and genderbased violence (SGVB) What strategies and activities have you implemented to support the host-state police in addressing sexual and gender-based violence and what has been the impact? Are there UNPOL officers who are co-located to support the host-state police in investigating SGBV? What training do the UNPOL officers have/need to have? Are there special guidelines /system established in mentoring on SGBV cases? Are there monitoring mechanisms in place? Is there a specialised training curriculum on preventing and investigating sexual and gender-based violence in the host-state police academy? Please provide details about the curriculum, how many courses have been organised from 1 January to 31 December What is the role of the UN Police? Are there specialised police units established in the hoststate police that deal with sexual and gender-based violence? Please provide details on the number of units, staffing, and a brief assessment of their operationalisation. What activities have you implemented to support the coordination of mechanisms for victims and what has been the impact? What activities have you implemented to prevent sexual and gender-based violence? How is data on cases of SGBV managed within the UNPOL component and in the host-state police? How is data analysed? Is there an analysis of early warning indicators and intervention mechanisms set in place in the host-state police? How does UNPOL support these activities? 3. Support to host state police regarding gender balance in recruitment, anti-gender discrimination policy or policy on gender equality, and gender mainstreaming in the process of reform and restructuring How are gender perspectives integrated in the reform and restructuring processes within the host-state police and what has been the impact? Please indicate what processes of reform and restructuring are taking place or 89

98 have taken place. Have gender issues been included in the vetting process of the host-state police officers and how? If your mission is transitioning authority to the host-state police, how are gender perspectives integrated in the transition phase? How does your mission support the integration of antigender discrimination policy in the host-state police? Is there a policy on gender equality in the host-state police? What activities are set in place to support implementation of gender equality in the host-state police and what has been the impact? What activities have your mission implemented on supporting the recruitment of female police officers in the host-state police and what has been the impact? 4. Preventing sexual exploitation and abuse (SEA) by police peacekeepers What prevention strategies and activities have you implemented and what has been the impact? What mechanisms have you established in encouraging the reporting of complaints and what has been the impact? How do you support investigations on alleged cases? How do you collaborate with mission entities working on this issue (e.g. Conduct and discipline unit, OIOS etc.). 90

99 Project Tool 31: Matrix UN Police gender operational framework short, medium and long term with indicators Operational paragraphs Security Council Resolutions UN Police Operational Framework for Implementing Security Council Resolutions on women, peace and security: 1325, 1820, 1888, 1889 and SCR pillars and indicators/un Police duties 1. Pillar Prevention Goal: Prevention of sexual and genderbased violence 9, 10 1, 2, 3, 4 1, 2, 3, , 8 7, 20, 21 5, 6 8, 9 11, 12 7, 8 5, 6 8, 9 11, 12 7, 8 3, 4, Indicator 1 (a) and (b): Prevalence and patterns of sexual and gender-based violence in conflict and post-conflict situations. - Types of violations - Type of perpetrators - Specific groups affected (ethnicity, geographic location, age etc.) Goal: International, national and non- State security actors are responsive to and held to account for any violations of the rights of women and girls, in line with international standards Indicator 4: Percentage of reported cases of sexual exploitation and abuse allegedly perpetrated by uniformed, civilian peacekeepers and/or humanitarian workers that are acted upon out of the total number of referred cases Indicator 5a: Extent to which measures to protect women s and girls human rights are included in directives issued by heads of police components of peacekeeping missions Context analysis of security threats to women and girls Types of measures (proposed v. implemented; preventive, mitigation, comprehensive) Indicator 5b: Extent to which measures to protect women s and girls human rights are included in national security policy frameworks Existing and new gender-specific language to report on: Type of document Context analysis of security threats to women and girls Types of measures 2. Pillar Participation Goal: Increased representation and meaningful participation of women in United Nations and other international missions related to peace and security Indicator 9: Women s share of senior positions in United Nations field missions Senior: advisory level (P-5 or higher) Field missions: peacekeeping and special political missions Re-establishment of rule of law Short-term 1. UN peacekeeping start up: Police Technical Assessment Missions (TAMs) 2. Planning phase: UN Police concept of operations, standard operating procedures and other directives 3. UNPOL monitoring and reporting through situation, incident and flash reports 1. Preventive efforts set in place (training of UNPOL officers, etc.). 2. Measures set in place for accessible reporting of sexual exploitation and abuse (awareness raising campaigns, confidence building). 3. Efficient recording of cases. 4. Investigations of cases of sexual exploitation and abuse. 5. Measures set in place to avoid UNPOL offenders being redeployed in other UN missions. 6. Disciplinary measures are in place, effective and adequately enforced 1. Analysis of women and girls security threats included in UN police planning documents concept of operations, standard operating procedures and other directives 1. Equal opportunities of promotion and access to senior level positions within UN Police components (Police Commissioner, Deputy Police Commissioner positions) 2. Obstacles to access are reviewed and addressed 3. Measures are set up to encourage female police officers to apply to senior positions (networks, training etc.) Disaggregated between uniformed and 4. Non-discrimination in deployment of UNPOL officers, civilian peacekeeping personnel and in particular to ensure female police officers are not other staff relegated to support services. Operational support policing Medium-term 1. Establish an UNPOL criminal analysis database with gender-disaggregated data and including sexual and gender-based crimes. 2. Monitoring and identification of cases if isolated criminal events or organized tactics of war. 3. Support the host-state police in establishing a criminal analysis database with genderdisaggregated data and including sexual and genderbased crimes. Reform and restructuring Long-term 1. Police processes and documents created for police reform integrate a gender perspective and protect women s and girls human rights. 2. Inclusion of equal opportunities and participation of women within security institutions UN Police Officer 1. DPKO - PD 2. UNPOL component Checklist 1. How many cases of sexual and gender-based violence are reported daily, monthly, quarterly, yearly in a specific police district? 2. What types of sexual and gender-based violence are reported? 3. What is the profile of perpetrators? 4. What are the motives of perpetrators? Investigations 5. What is the profile of victims? Unit, patrol 6. Where do the crimes take place? officers 7. When do the crimes take place? 1. Code of Conduct 1. What measures have been set up to prevent sexual exploitation and abuse by UNPOL officers against colleagues and host-state population? 2. Provide an assessment of these measures and how they can be improved. 3. Are reporting mechanisms in place and are they accessible to victims (confidentiality, measures against retaliation etc.) investigations 4. Are cases adequately investigated? within 5. Are disciplinary measures adequately enforced UNPOL? and effective? 2. DPKO 6. What measures are in place to ensure UNPOL CDU offenders are not redeployed in other UN missions? 1. Are women s and girls security situation reflected 1. DPKO - in the situation analysis of police components PD directives CONOPs, SOPs? 2. UNPOL 2. Are women s and girls security needs and component priorities, as well as participation, integrated into policy officers police reform planning processes and documents? 1. UNPOL component reform and restructuring unit 1. DPKO PD 2. UNPOL component human resourcs/chie f of staff 1. Are gender perspectives and sexual and genderbased violence included in the host-state police strategic plan? 2. Have there been consultations with women s rights groups on the security concerns and equal participation of women during the development of police strategic policy frameworks and documents? 3. Do oversight mechanisms include female representatives, women s rights groups? 1. Match skills set of female police officers with their deployments 2. Which positions are female police officers deployed in the mission? 3. What challenges and obstacles prevent women from applying and qualifying to leadership positions from lower, middle and senior level management? 4. How can these obstacles be addressed and overcome? 5. What measures are in place to encourage women to apply to leadership positions? 6. What training opportunities are available for women to enhance their skills set to enable them to qualify to leadership positions? 91

100 SCR pillars and indicators/un Police duties 9, 11 1, 5 6, 10 7, 9 4 3,6, 7, 8 2, 3, Indicator 10: Percentage of field missions with senior gender experts Senior: Advisory level (P5 or above) Field missions: all UN field offices in countries with peace keeping and special political missions Re-establishment of rule of law Short-term 1. Appointment of a UN Police gender adviser at the Police Commissioner s office 2. Appointment of UN Police gender focal points at the regional and district levels Disaggregated between uniformed and 3. Appointment of UN Police specialized investigators civilian peacekeeping personnel and on sexual and gender-based crimes co-located with the other staff host-state police 3. Pillar Protection Goal: Safety, physical and mental health of women and girls and their economic security are assured and their human rights respected Indicator 14: Index of women s and girls physical security Survey-based indicator to measure three dimensions: Perceptions of physical security of women and girls (by location, time of day): different social groups/ categories (Internally Displaced People, age groups, ethnicity) and how they compare in severity of threats. 1. Safeguard from imminent threat 2. Provide high visibility patrols 3. Provide strategic deterrent deployments through protective defensive rings/positions around civilian settlements, IDPs, refugee camps, areas of concentration of women and children 4. Escort women in IDP and refugee camps during firewood, water and market activities. 5. Provide security escorts of humanitarian supply routes 6. Provide direct participation, in extreme situations, in humanitarian relief dispensation Women s and girls ability to participate 7. In executive mandates: conduct operations and in public life has been affected arrests involving sexual and gender-based crimes. Women s and girls regular activities 8. Coordinate with victim support services (medical, have been affected social and legal networks) Goal: Political, economic, social and cultural rights of women and girls are protected and enforced by national laws in line with international standards Indicator 15: Extent to which national laws to protect women s and girls human rights are in line with international standards Report on: Inheritance rights Sexual and gender-based violence Rights related to Marriage Whether legislative advances are accompanied by efforts to build justice and security sector capacity to implement new laws. Indicator 16: Level of women s participation in the justice, security and foreign service sectors Disaggregated by rank and seniority (a) Adequacy of efforts to attract and retain qualified women (b) Any concentrations of women in particular types of services and particular ranks/levels of seniority (c) Impact of women and responsiveness to gender issues. Goal: Increased access to justice for women whose rights are violated Operational support policing Medium-term Reform and restructuring Long-term 1. Establish of specialized sexual and gender-based 1. Establish preventive measures through community-violencoriented policing and problem solving that involves centers that provide victim support services police units in the host-state, including one-stop women s groups and representatives in community 2. Develop of strategies and standard operating forums procedures on investigating sexual and gender-based 2. Public information for sensitization on sexual and violence gender-based crimes 3. Train specialized investigators on sexual and genderbased violence 3. Monitor, conduct or support host-state police investigation of cases of sexual and gender-based 4. Coordinate with relevant actors involved in the judicial crimes and women s rights violations process (i.e. prosecutors, judges) 4. Assist and collaborate in setting up referral 5. Develop of policies, code of conduct directives and networks for victim support services management practices within the host-state police to 5. Combatting organized crime such as human prevent and address sexual harassment and sexual trafficking that may target women and children exploitation and abuse by police officers. 1. Provide security support for the participation of women in electoral processes 2. Monitoring of electoral security taking into account the particular needs of women candidates, electors 3. Provide training for police and other law enforcement actors on the implementation of new laws relevant to sexual and gender-based violence and women s rights 4. Set up strategies and police organs to implement the new laws on women s rights (i.e. domestic violence units in case of a domestic violence law) 1. Set up policies that ensure equal opportunities for women in the recruitment, deployment, promotion, training and transfers within the host-state police. 2. Assess the level of participation of female police officers in the host-state police (ranks, levels of seniority). 3. Assess obstacles to women s recruitment and retention within the host-state police. 4. Assist in the recruitment of female police officers within the host-state police. 5. Set up measures to address obstacles to women s recruitment and retention within the police (i.e. entry requirements adequate to differences between men and women s physical and psychological set up, network of female police officers etc.) UN Police Officer Checklist 1. UNPOL component 1. Is there a UN Police gender adviser at the Police Police Commissioner s officer? Commissione 2. Are there UN Police gender focal points at the r regional and district levels? 2. UNPOL 3. Are there specialized investigators on sexual and component gender-based violence co-located with the host-state chief of staff police? 1. UNPOL component investigations unit 2. UNPOL component communityoriented policing 3. UNPOL component reform and restructure 1. UNPOL component reform and restructure UN Pollce Gender Checklist: 1. Democratic policing - pp Sexual and gender-based violence - pp Executive policing and formed police units - pp UN Police Gender Guidelines checklists: 1. Composition of the national police - recruitment - pp Composition of national police - career development p Ensuring non-discrimination in the workplace - p 23 92

101 SCR pillars and indicators/un Police duties 8, , 7, 10 Indicator 19: Percentage of referred 8(a), cases of sexual and gender-based 17 violence against women and girls that are reported, investigated and sentenced - Number of cases investigated - Number of cases reported - Number of cases sentenced Re-establishment of rule of law Short-term Operational support policing Medium-term Reform and restructuring Long-term UN Police Officer Checklist 6, 7 3, 4, 6 8(a) 8, 9, 22 Increases in rates of investigation and sentencing are often proxies for improved police and judicial services rather than increase in incidence (a) Reasons for changes in numbers of cases reported (b) Reasons for change (increase or decrease) in rates of investigation and prosecution 19, 20 4 Indicator 20: Hours of training per capita of decision-making personnel in security and justice sector institutions to address cases of sexual and gender-based violence (a) Training content (b) Any restriction of training to specific groups or units (i.e., police vulnerable persons unit vs. all units) (c) Comparable hours of training received on other topics 4. Relief and recovery Goal: The needs of women and girls, especially vulnerable groups (internally displaced persons, victims of sexual and gender-based violence, ex-combatants, refugees, returnees) are addressed in relief, early recovery and economic recovery programmes , 19(b), 19(d) 10 Indicator 22: Proportion of budget related to indicators that address gender equality issues in strategic planning frameworks (a) Challenges of addressing gender equality issues in planning processes (b) Variations in treatment of gender equality issues within thematic areas Proportion of budget related to targets that address gender equality issues in strategic planning frameworks. Indicator 24: Proportion of disbursed Multi-Donor Trust Funds (MDTFs) used to address gender equality issues 1. Create an UNPOL criminal analysis database that is gender-disaggregated and includes sexual and genderbased crimes 2. Monitor cases of sexual and gender-based violence 3. Assist the host-state police in recording cases of sexual and gender-based violence including the number of cases reported, investigated, prosecuted and sentenced. 1. Include gender and police-related projects in the disbursement of multi-donor trust funds 1. Assist in establishing training curricula of the hoststate police academy on investigating and preventing sexual and gender-based violence (basic course, advanced course and specialized courses) 2. Inclusion of women s and children s rights in the training curricula of the host-state police academy and within specialized courses for command and management levels 1. UNPOL component reform and restructure 2. UNPOL component investigations unit 1. UNPOL component training 1. Include gender training in the UN Police budget (i.e. provision of training on gender and sexual and genderbased violence for UNPOL officers) component 1. UNPOL 2. Include gender-related projects in the UN Police Police budget (i.e. setting up specialized police units on SGBV, Commissione recruitment of female police officers, training of hoststate police officers, development of training curricula for officers/donor r/budget the host-state police academy) officers 1. UNPOL component Police Commissione r/budget officers/donor officers UN Police Gender Guidelines checklist: 1. Training pp

102 Lesson 3 Increasing the Participation of Female Police Officers in United Nations Peace Operations Project Tool 32: United Nations Global Effort Brochure This tool can be printed and distributed as part of the information package in PCCs when calling for nominations for peace operations. The tool can be disseminated during information sessions or electronically at the PCC police websites. UN POLI CE DI VI SI ON M I NI M UM RECRUI TM ENT REQUI REM ENTS Age years; Preference under 55 years. UNI TED NATI ONS DEPARTMENT OF PEACEKEEPI NG OPERATI ONS POLI CE DI VI SI ON By empowering women within the United Nations we are not just upholding the principles for which we stand. We make ourselves a better organization. This is particularly true when we increase the participation of women police officers in peacekeeping. By empowering women we build stronger societies. When a crowd needs to be controlled, a house searched or a suspect quesdefuse tension and guard against of- Ban Ki-moon, Secretary General Number of years of professional experience Five (5) years excluding training; Retired personnel can be deployed if retired within the past 5 years. Language proficiency Mandatory language test (reading, listening, report writing and oral interview); Language of Operation, French and English; Passing score 60 % or above. Driving skills proficiency One (1) year of recent driving experience; In possession of a valid national driving license for at least one year; Two mandatory driving tests one by Selection and Assistance Team and one in the respective peacekeeping mission where deployed. Use of firearms proficiency Mandatory firearms test. Computer skills Basic computer knowledge Desirable complementary skills Previous experience in a UN mission; Proficiency in map reading, land navigation, use of global positioning systems; Knowledge of basic negotiation, mediation and conflict resolution; Interviewing techniques; Basic first aid. Personal Qualities Good judgment, supported by a common-sense approach to problem-solving; Objective attitude, displaying tact and impartiality; Polite demeanour, combined with a firm but flexible and honest approach; Considerable self-discipline and patience; A friendly, open approach to other nationalities; Demonstrable leadership skills. Global Effort 20% Female Police Peacekeepers by 2014 Lea Angela Biason, Associate Gender Expert Strategic Policy and Development Section (SPDS), Police Division Office of Rule of Law and Security I nstitutions (OROLSI ) Department of Peacekeeping Operations United Nations Phone: biason@un.org 94

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104 Project Tool 33: Survey on obstacles for female police officers in joining an international peace operation Policy makers and recruiters in PCCs can use the survey below for female police officers to analyse the obstacles they face and develop programmatic solutions. Questions Answers 1. Please indicate your age. 2. How many years of policing do you have in your home country? Indicate number of years 3. Indicate the national agency you are working in: 4. Have you served in an international peace operation? If yes, how many years of policing do you have in an international peacekeeping operation (United Nations or other)? 5. Obstacles during the national selection process Yes No Indicate number of years United Nations EU AU Other Access to information I need transparent information circulated in my police district about opportunities to serve in a peace operation such as a call for nominations, the minimum criteria required, the selection process and how to apply. I need information about what it is like to work in a peace operation, 96

105 Questions Answers especially about the opportunities for women and what kind of work I would be expected to do. I need information about the post-conflict environment and safety and security issues, especially for women. The call for nominations for international peace operations need to have a special public information outreach programme to female police officers, including featuring female role models (i.e debriefing, print and electronic media etc.). National selection criteria and requirements I do not have the national minimum years of police experience. I do not have the national minimum years of experience for driving. I did not pass the national selection driving test conducted by my national agency according to their requirements. I did not pass the national selection firearms shooting test conducted by my national agency according to their requirements. I did not pass the pre-selection language test conducted by my national agency according to their requirements. Other criteria: I do not have the minimum computer skills according to my national agency s requirements. I do not have previous experience serving in a peacekeeping operation that is required by my national agency. I do not meet the required minimum rank required by my national agency. I did not pass the physical fitness test required by my national agency. I do not meet the physical criteria required by my national agency. There are other criteria that I do not meet (please specify below) Indicate here other tests that are required which you did not pass: 97

106 Questions Answers I felt intimidated during the national selection tests conducted by my national agency since there were only male participants and male examiners. The women who were taking the test tended to be teased or ridiculed by the others during the national selection tests. National policy on deployment to a peace operation If I am deployed to a peacekeeping operation: I lose all/some of the benefits I receive in my home country (please circle as applicable): - pension - housing for my family - medical insurance - education grant for children - other I lose promotion benefits (for example the years in service in a peacekeeping operation do not count in the years of service in my police service). I lose my salary from my national agency but I am still considered an employee and retain other benefits (i.e. pension etc.). I lose other types of benefits. Please indicate 98

107 Questions Answers I am obliged to resign from my police service. The period of deployment required by my national agency is too long. too short. There are no family friendly policies such as paid visits to my home country, financial support for child care arrangements etc. There is no reintegration programme in my police service for officers whose deployment has ended and therefore I will lose my post when I return. 6. Obstacles from cultural social and personal perceptions Women are generally excluded from police professions in my home country, especially so for joining international peace operations. There are cultural barriers and/or social stereotypes in my home country preventing women from going to post-conflict environments (for example women may not be allowed to travel abroad on their own, there is a social pressure that the place of the woman is in the home to take care of the family, etc.) Family members, relatives or friends discourage me from joining a peacekeeping operation since they are afraid that it is not a safe environment for women. Police recruiters discourage female police officers since they believe that women are not capable of doing the work required in a peace operation. I think I do not have the experience and skills. I think it would be too difficult to be away from home for so long. There is no one else to take care of my family while I am away. I do not think I will be allowed to do the same tasks as my male counterparts. I am afraid that I will face situations of gender discrimination, including sexual harassment. 7. Obstacles on UN minimum UN SAAT minimum criteria and procedures The United Nations has set minimum criteria to qualify for service in a 99

108 Questions requirements and UN SAAT Selection, Assessment and Assistance Team examination procedures Answers peacekeeping operation. These criteria include language (English or French), driving and firearms shooting and handling skills. Upon the request of a Police Contributing Country, the United Nations sends a team to assess the skills of police officers according to these criteria. I did not pass the language skills test (English or French). I do not have a driver s license. I do not have the required minimum of one year of driving experience. I have a driver s license but I lack the necessary driving skills since I am not required to drive in my work. I did not pass the driving skills test. I did not pass the firearms shooting test. I do not meet the firearms shooting and handling skills requirement since I do not operate firearms in my work. I am a retired police officer for over five years. I want to participate to a UN SAAT examination, but I do not have financial resources to improve my skills to be able to pass the tests. There are no courses or trainings I can attend to improve my skills in my home country or the access to these courses are very difficult for women. I would be more comfortable with doing the UN SAAT if there were more women conducting the test. 8. Obstacles during the predeployment phase to a peacekeeping operation? I have passed the UN SAAT examination but I did not pass the interview where my skills were assessed according to the needs of the peacekeeping operation(s) for which I was nominated. I could not be deployed since my skills were not required in the specific peacekeeping operation(s) for which I was nominated. Due to a long delay prior to deployment, I had difficulties with making the necessary arrangements (i.e. child care etc.). I was not granted a visa to the host-country of the peacekeeping operation. I could not be deployed since I had a medical problem. 100

109 Questions Answers I could not be deployed due to on-going criminal prosecution or sanctions. I could not be deployed for other reasons. Please specify My UN SAAT examination validity had expired without being called for deployment. Please specify the reason: 9. Obstacles during deployment to a peace operation I had difficulties finding safe accommodations. I did not feel safe in the working environment. I felt that the selection for positions and duties in the peace operation were based on gender stereotypes and not on skills and experience (i.e. women were placed in administrative positions because they were women; or women were restricted access to operational posts even if they had the qualifications). I felt that women were not given equal opportunities for training and promotions. I was the only woman in the team and I felt isolated. I felt that the work environment was unpleasant (i.e. co-workers made inappropriate jokes such as about sex or made offensive remarks about women etc.) which was not addressed by the managers even when a complaint has been made. There were no support mechanisms in the mission for women (i.e. a network of female police peacekeepers) or if there were, they did not function very well. I felt that my manager had stereotypes about women demonstrated by the allocation of tasks in the team and in performance appraisals. 10. Obstacles upon return to the home country after a I have lost my position in my national agency and the influence and authority I used to have with that position. I had difficulties adjusting since my relationship with my colleagues has changed. It is hard for us to relate to each other since my experience in 101

110 Questions deployment Answers serving in a post-conflict environment has changed my outlook in life. I felt a sense of resentment and abandonment from my husband and children and other family members for being away. Specific events during my absence occurred that led to my divorce or separation from my husband. I had difficulties reintegrating in my community since people feel intimidated that my financial situation has changed or they disapprove of my decision to leave my family. There is no medical or psychosocial support provided by my national agency to help overcome any traumatic experience from serving in a postconflict environment. 11. If you have been previously or are currently deployed to a peacekeeping operation, will you re-apply for another mission? Yes No 102

111 Project Tool 34: Checklist on non-discriminatory criteria and procedures for the selection and recruitment of police officers for international peace operations Recruiters in PCCs can use the checklist to evaluate national criteria and procedures for selection and recruitment of police officers for international peace operations and analyse adverse effects on female applicants. No. Checklist on non-discriminatory criteria and procedures for the selection and recruitment of police officers for international peace operations 1. Member of the teams reviewing the PCC national recruitment examination and procedures, instructors and interviewers conducting selection and recruitment of police officers for international police deployment, and medical and psychological evaluators have been selected according to subject matter expertise, screening on improper behaviour towards women, gender bias, and willingness to hire more women for deployment to international peace operations. The teams are gender, ethnic and culturally diverse including female police/civilian officers and members from minority groups. 2. The team of instructors and interviewers conducting the selection and recruitment for international police deployments have been trained with the following: Discrimination law applicable in the PCC and adverse impact of test questions to women. An understanding of gender bias and how it can manifest consciously and unconsciously to affect ratings. The use of objective evaluation criteria. Detailed review of the job description profile from the United Nations and the skills and competencies the successful candidate should possess. List of questions to be asked and reasons why those questions are asked including follow up questions. Types of questions that should never be asked. An understanding that questions that are not in the list are not allowed to be asked. Explanation of the rating system and how to rate the questions objectively. 3. Criteria used in PCC national selection examinations (age, language, driving, firearms shooting skills as well as other additional criteria such as physical, medical, psychological, minimum rank, age etc.) have been reviewed according to the: - minimum UN requirements - adverse on women applicants (for criteria above and outside UN minimum 103

112 requirements) - skills and competencies required in the updated job description (for criteria above and beyond UN minimum requirements) 4. Criteria used in PCC national selection examinations that are above and beyond the UN minimum requirements that present an adverse impact to women have been eliminated. 5. Physical tests The actual physical duties performed by police officers have been thoroughly evaluated. Physical tests are based on physical requirements to perform actual police duties. If a physical test can potentially have an adverse impact on women, pre-test training is given to candidates. 6. Questions on the written tests are job-related to police duties in peace operations. 7. Oral interview questions are job related and measure competencies for actual duties in police duties in peace operations. All candidates (male and female) are asked exactly the same questions. Oral interviews are scored. 9. Medical evaluation The medical evaluation is according to the requirements by the United Nations. Female candidates are not eliminated due to recovery from illnesses specific to women and abortion. 10. Test instructors and interviewers and medical evaluators are monitored at each step of the examination process. Those who consistently provided lower marks to female candidates compared to male candidates have been removed from the recruitment panel. 104

113 Project Tool 35: Checklist on background investigations and vetting of police officers for deployment to peace operations Recruiters in PCCs can use the checklist to ensure gender-sensitive background investigations and vetting of police officers for deployment to peace operations. No. Checklist on background investigations and vetting of police officers for deployment to peace operations 1. Background investigators are selected and screened for gender bias. 2. Background investigators are trained on the United Nations profiles and the required skills and competencies, and how to avoid gender bias and the questions to be asked. 3. The format for background investigations has been developed (number of references to check, neighbourhood visit, obtaining criminal records etc.) 4. Background investigations include checking the candidate s attitudes for gender bias (i.e. negative attitudes on women as police officers and on female victims/survivors of crimes related to sexual and gender-based violence). 5. Background investigations include screening for records on any criminal, human rights or disciplinary offence. This should include crimes related to sexual and gender-based violence as well as child abuse such as domestic violence, sexual harassment, child maltreatment etc. 6. Screen the candidate for other types of crimes and obtain the candidate s criminal records. 7. Written reports have been submitted on all background investigations undertaken. 105

114 Project Tool 36: Sample interview questions for screening on gender bias Recruiters in PCCs can use the checklist to screen for gender bias on police officers being recruited for deployment to peace operations. 1 If you were a police officer, what do you think would be the biggest challenge in working with a partner of the opposite gender? (Examines possible gender bias.) 2 Have you ever known a victim of domestic violence? What types of things do you think it would be important to do for a victim of domestic violence? (Does the candidate understand any of the issues about domestic violence and the need to provide assistance to the victim? Is the candidate sympathetic?) 3 When would it be appropriate for a husband to use physical force against his wife or children? (Further probes attitudes about domestic violence.) 4 What types of people do you have the most trouble dealing with in tense situations? Why? (May identify biases.) 106

115 Project Tool 37: Brochure: Yes ma m, you can be a Peacekeeper! This outline can be used as a template for a brochure for PCCs, female and male police officers when providing a presentation about recruitment to UN peacekeeping. It can be disseminated electronically or printed and sent out as handouts. [Photos of female police officers in action (including high ranking officers and quotes on what motivates them in their job)] [Philosophy of the police service (i.e. slogan used in public information materials). Include benefits in working with communities to prevent and solve crimes and assisting people in crisis.] [Achievements by female officers:] By empowering women within the United Nations we are not just upholding the principles for which we stand. We are making ourselves a better Organization. This is particularly true when we increase the participation of women police officers in peacekeeping. Secretary-General Ban Ki-moon [Introduction] United Nations Police are a crucial part of UN peace operations around the world. Thousands of UN Police Officers (UNPOLs) from over 100 countries, are deployed in field missions worldwide. By empowering women we build stronger societies. When women and girls suffer sexual violence, they know they will find a sympathetic ear. And when they see female role models keeping the peace, we have seen women and girls become inspired to join the force and do the same. [Why the work of female police officers is important] The security Council resolution 1325 [Criteria for eligibility (i.e. minimum criteria such as age, education, physical requirements - height etc.)] [Application and testing process in detail (provide information on the types of tests to be conducted and how applicants can prepare for them).] [Additional Skills. Depending on the missions mandate different additional skills may be required] [Description of training programme in the police academy and field training (include duration of training etc.)] [Commitment to equal opportunities (i.e. policies and programmes on gender equality etc.) Career and advancement opportunities.] [Benefits programme 107

116 [Voices from female police officers in missions] It is interesting to work in an international environment under challenging conditions and to contribute to the development of a stable and secure society in an unstable country. In post conflict zones, the most affected are children and women. When the peacekeeper is a woman herself, she understands them more and they feel more secure talking to her. stresses the importance of giving women equal participation and full involvement in peace and security matters and the need to increase their role in decision-making The Global Effort: UN Police Adviser Ann- Marie Orler called on Member States to review their recruitment requirements to ensure that female candidates are not unduly restricted from applying. No society has 92 per cent men and 8 per cent women, she said. (including maternity leave, health insurance, education grant, salary, pension, etc.] [Schedule of career orientation sessions or recruitment sessions (date, time, venue)] [Contact information] Let us commit to give women the power to empower. Secretary-General Ban Ki-moon The Global Efforts is a recruitment push aiming to get 20% f e police participation by

117 Project Tool 38: Sample implementation matrix for the ten-point strategy for PCCs to help increase the deployment of female police officers in peace operations Source: Holm, Astri Johanne (2009): Recruiting Women to International Police Operations. What can the leadership of the Norwegian Police do to increase the recruitment of women to international police operations? MEASURES DESCRIPTION RESPONSIBLE DATE FOR COMPLETION FOLLOW UP 1. Stories systematised Use policewomen with experience of international police operations to hold lectures locally after their return home. Policewomen with experience of international police operations to be seconded from their districts to the national police directorate for a shorter period to be part of a team visiting the districts to give information about overseas missions to boost recruitment. Local leaders/chief constables and the policewomen returning from service overseas No later than 6 months after the return home. Annual information round; visit to districts. Carried out according to a timetable prioritising districts needing special attention (i.e districts with low female participation in international police operation). The individual and the districts are followed up continuously. The national police directorate assesses the measure annually for its effectiveness in increasing female recruitment. 2. Record the number of policewomen each district seconds to international police operations The national police directorate registers the numbers annually. Each district is obliged to inform the national police directorate how many policewomen it seconds to international operations. National police directorate Annually, for example, at the same time as other annual reports etc. January/February The national police directorate assesses the measure for its effectiveness in increasing female recruitment. 109

118 MEASURES DESCRIPTION RESPONSIBLE DATE FOR COMPLETION FOLLOW UP 3. Family measures Study of the need for - more trips home for women with small children - support for male partner staying at home National police directorate Long term. Possible pilot project with proposals for measures Assessment after a two-year period for its effectiveness and potential introduction as a permanent measure. 4. Disseminate information about UN Resolution 1325 Each district's information strategy plan should have a separate point to inform its employees about Resolution More use should be made of travel letters from women serving overseas using local information channels and sharing stories. Each individual police district. To be followed up by national police directorate Regulary / Annually Annual assessment. 5. Follow up those already serving in international police operations. Indirect recruitment work by maintaining good contact with those who have decided to serve overseas, those already doing so and those returning. This includes: - continuous contact and information - those seconded retain the post they had prior to going overseas - making use of the competency acquired overseas/service overseas National police directorate/ Local employer Continuously Annual assessment and follow up by 110

119 MEASURES DESCRIPTION RESPONSIBLE DATE FOR COMPLETION FOLLOW UP good for career 6. Overall strategic action plan for increasing the recruitment of policewomen to international police operations An overall strategic action plan to guide the work of the districts National Police District For example, a five-year plan is put forward every fifth year Annual benchmarks and partial assessments during the five-year period, terminating in a final report with suggestions for the next five-year plan. 7. Local action plans to increase recruitment of policewomen to international police operations All police districts should be obliged to have a local strategy plan, based on the strategy of the national police directorate, aimed at increasing the percentage of women among officers recruited to international police Districts; National police directorate, checks that the districts have a plan and carry it out. For example, a five-year strategic recruitment plan At the end of the fiveyear period assesses the success of the plan and whether this measure should be continued. 111

120 MEASURES DESCRIPTION RESPONSIBLE DATE FOR COMPLETION FOLLOW UP from each district. operations. 8. Cataloguing competency Cataloguing who has served abroad when and where so that their competency can more easily be made use of. This catalogue should be readily available to each district to ensure the information is used. National police directorate Continuously 9. Listing potential female candidates This would make it easier to propose women candidates to top posts within the UN system. National police directorate Continously 10. Creating a pool or roster Since international police operations are for fixed and shorter terms, a larger pool of officers is needed to maintain the numbers serving on international operations at any one time terms. National police directorate Continously 112

121 Project Tool 39: Concept Note Template for a Field-based Network of Female Police Peacekeepers Title: Concept note for creating a formal network for female police officers in XXX (name of host mission) Author: Name of the persons/office/entity Date: (day/month/year - dd/mm/yyyy) Provide the title of the concept note, the authors, including the institution(s) under which the document is undertaken and the date of submission. 1. Introduction Provide an overview of the current state of the possibility for female police officers to connect with each other within and across missions. Describe the desire of women in the mission to organize activities that empower women in the local communities and to put focus on issues related specifically to women. (2-3 paragraphs). 2. Purpose and scope Provide the aim of the document. What does it intend to achieve? Provide the scope of the topics covered by the concept note such as the establishment of the network of female police peacekeepers in the mission, the structure of the network, the attached Action Plan, and so on. Sample: 3. Definitions The aim of the concept note is to improve the opportunities for female police officers to connect with other female officers, to share stories, empower women through empowering activities and awareness raising. To do this we need to establish a network of female police peacekeepers in this mission, mobilise women and appoint a leader, and develop an Action Plan. Provide definitions of relevant terms or potentially unfamiliar terms i.e. networking, connecting, superconnecting, women s empowerment, etc. 4. Legal framework Provide the international and national legal framework governing women s 113

122 empowerment, gender mainstreaming and women s rights. Sample: International legal framework 1. This section contains the list of international treaties that the host State has acceded to that is relevant to sexual and gender-based violence (e.g. human rights and specific conventions on women and children). National legal framework 2. This section contains the list of national legal documents relevant to sexual and gender-based violence. This includes the Constitution, penal code and specific laws enacted related to SGBV. 5. Objectives Provide the objectives of the concept note. Include specific activities to achieve the objectives. Strategies and methods may also be proposed. Sample: Objective 1: To improve the communication between female peacekeepers both current and former Activities - Police approach: 1. Organising induction briefings for newly-arrived UNPOLs 2. Strengthening Sub-focal Points and their teams in the states 3. Establishing and maintaining a group to enable easy and accessible communication with every member 4. Preparing monthly reports of activities summarizing achievements, challenges, shortfalls and solutions. Objective 2: To support the role of female officers in the host State police Activities - Police approach: Providing training to support female host State police officers to support their roles in delivering police services Providing colocation upon the request of the female national police officers. Offering basic language courses, particularly in English. 6. Description of the female police peacekeeping network Provide the terms of reference of the network (e.g. function, approximate number of members, location, etc.). Network structure including leaders, potential partners and backers. 7. Duties and responsibilities of members of the network 114

123 Provide the duties and responsibilities of the members of the network. 8. Annexes The annexes should include a list of applicable national and international legal documents on women s rights and gender-mainstreaming, the terms of reference for the specialised network, as well as a detailed action plan preferably over one or two years. Sample a. List of applicable national and international legal documents relevant to crimes related women s empowerment. b. Terms of reference of the network c. Proposed organigramme d. Duties and responsibilities of members e. Action plan 115

124 Project Tool 40: Action Plan Template for a Field-based Network of Female Police Peacekeepers Female Police Peacekeeper Network in [mission X] Template action plan for the next [x months] of the Network s activities No. Objectives Activities Outputs Outcomes Human resources required Financial resources required Expected date Indicator of achievement Monitoring and evaluation What do you want to achieve and how? What activities need to be implemented to achieve the objectives? What is the quantifiable results/produ cts of the activities? Impacts Who are the implementer s involved? What are the financial resources required? When will the output be completed? How will you know you are progressing towards your objective? How will you track progress on your objective? 1 Improve the communic ation between female peacekeep ers both current and former Organise induction briefings for newlyarrived UNPOLs New member informed of the network and its activities Strengthe ned participati on of newly arrived female police peacekee pers Current and prospective network members None Deadline - DD/MM/YY YY Number of members recruited. Number of participants at the induction briefing. Survey on the effectiveness of the induction briefing. Prepare monthly reports of activities summarizing Overview over what works and Strengthe ned communic Current and former network None Deadline - DD/MM/YY YY Submitted drafts. 116

125 achievements, challenges, shortfalls and solutions. what does not, as well as a record of activities ation within the network members 2 [Insert your objective] [List activities required to obtain your objective] [List expected outputs of the activities] [List expected outcomes of the activities] [List the people needed to complete the activity] [List the finances needed to complete the activity] [Provided the expected date of completion of the activity] [Specify the potential indicators of achievement ] [Outline the method of monitoring and evaluating the activity] 117

126 MODULE 2: CAPACITY BUILDING OF THE HOST STATE POLICE ON PROMOTING GENDER EQUALITY Lesson 1 Developing, Implementing, Monitoring and Evaluating a Gender Equality Policy Project Tool 41: Checklist for integrating gender perspectives into policy development This project tool provides a checklist for integrating gender perspectives into the process of policy development. Checklist for integrating gender perspectives into policy development 1 Does the policy address the different needs of female and male police officers? When a policy is being reviewed or developed ask the question: How does this policy affect male and female police officers differently? For example, if the policy is on recruitment to the police service, relevant questions would include: Are the physical criteria adapted to women?, Is the selection process adapted to women s needs? etc. 2 Does the policy use sex-disaggregated language? Ensure that the policy uses sex disaggregated language and when possible gender-neutral terms or ensure that both genders are taken into account - women/men, she/he, her/him, her/his, female/male, etc. Avoid referring to an entity or group in the masculine form only such as an entity of police officers as policemen, or referring to the head of the police organization/department as a male officer (by using he / him / his etc.). When providing statistics ensure that data is gender-disaggregated. For example, 118

127 when providing the total strength of the police organization, disaggregate it by the number of female and male police officers Are both women and men represented in the policy making/review team? Ensure that the team includes both female and male police officers so that both perspectives are taken into account. Is there a specific provision on non-discrimination based on gender and equal opportunities for women? Ensure that the policy includes a special provision against discrimination based on gender and affirms equal opportunities for women. Are gender concerns mainstreamed throughout the policy document? Ensure that gender concerns and gender equality are mainstreamed throughout the policy document such as its purpose, goals, objectives, implementation and review and evaluation. 119

128 Project Tool 42: Template for stakeholder analysis This project tool provides a template for performing a stakeholder analysis. Questions to ask during a stakeholder analysis: Who are the decision makers within the host State police and relevant government ministries and what is their position towards the development of a policy on gender equality and the prevention of sexual harassment, exploitation and abuse? Are there supporters from the host State police management, who can advocate for the above policies? Who are the influential high ranking senior police officers and how can their support be enlisted so that they can influence the decision makers? Are there supporters from the Ministries of Internal Affairs/Women s Affairs/Social Welfare and what influence do they have on the host State police management? Are there influential associations of female police officers or strong personalities amongst police officers, in particular female officers, who can lead the process? How can they be empowered? Are there authoritative officers/personalities in the host State police, Ministry of Internal Affairs, religious/tribal leaders who may oppose the development of thepolicies? How can they be approached to change their opinion? Are there influential NGOs and associations that can support the process? Are there media organisations that are interested in the issue and can provide support in forming public opinion? Stakeholder Interest in the policy Influence (either strong or weak) Strategies for obtaining support or reducing obstacles 120

129 Project Tool 43: Policy Committee Terms of Reference Template This project tool provides a template Terms of Reference for a Policy Committee that can be adapted according to the context of the host State police. Sample Terms of Reference for a Policy Committee on gender mainstreaming I. Introduction A. Purpose [Provide a brief description of the reason for writing a terms of reference for a policy committee on gender mainstreaming for the police organization.] [Example] The Terms of Reference (TOR) outline the objectives, functions and organizational settings of the steering and coordination mechanism that should be in place for the guidance and development of policies on gender mainstreaming and the prohibition of sexual harassment, sexual exploitation and sexual abuse. B. Rationale [Include key documents / events that led to the decision to develop a policy. Provide the justification for creating a committee to develop a gender mainstreaming policy.] [Example] The police needs to reflect the image of the community they serve in terms of gender and cultural representation. This supports the principle of democratic policing and legitimacy. Having organizational policies in place on gender equality will assist the police to promote the full capacities of both female and male officers, stimulate motivation and improve performance. On [day month year], the [refer to official document from police, relevant ministry etc.] highlighted the equal rights of women and men. On [day month year], [name of person refer to a person of authority] stressed during [event] the importance of gender sensitive policing [provide emphasis on importance of integrating gender issues within the police organization]. The urgent need to establish a Policy Committee arises from the following issues (a) complexity involved in implementing gender mainstreaming which is cross cutting in the police organisation, (b) high coordination demands and requirements that involve multiple partners, and (c) determined sensitization 121

130 and capacity building needed for all officers from command to subordinates to challenge deep set social and cultural beliefs and attitudes on the roles of women and men. C. Scope and overview [Provide to whom the terms of reference apply and how.] [Example] The Terms of Reference primarily apply to the steering and coordination mechanism formed by the Policy Committee. The Policy Committee shall provide strategic coordination, direction and guidance to the development of policies on gender mainstreaming and the prohibition of sexual harassment, sexual exploitation and sexual abuse. II. Terms of reference D. Objectives [Provide the objective of the policy committee. What does it aim to achieve?] [Example] The Policy Committee will secure continuous engagement and strategic coordination of all stakeholders including at the highest level. It shall oversee the overall development of the aforementioned policies. E. Functions [Provide the duties and responsibilities of the policy committee.] [Example] The Policy Committee, in carrying out its duties, shall: (a) Develop and adopt a strategy to ensure the creation of the aforementioned policies; (b) Oversee the implementation of the strategy; (c) Support strategic collaboration and cooperation between the various national, regional and international actors; (d) Set thematic and financial priorities; (e) Adopt resource mobilization activities if required and engage in donor mobilization efforts. F. Organisational settings [Provide the members and the organizational structure of the policy committee. Identify the duties of the members of the committee.] [Example] The Policy Committee shall be composed of: [provide the entities who are the members] (a)., (b)., (c)., (d).., 122

131 (e), (f), (i) other possible participants, deemed appropriate. The Chair of committee shall be. After consultation with all members and in addition to standard responsibilities, the Chair shall: (a) determine the date and venue of meetings, (b) inform all members of significant developments brought to his/her attention in between regular meetings, and (c) circulate relevant documents in relation to decision making. The Policy Committee shall convene at least X times per [week, month]. Decision making of the committee shall be in consensus of the members specified in the above paragraph. Secretariat services for the Policy Committee shall be provided by [name of entity], and shall entail, but not be limited to, (a) planning and organizing meetings called upon by the Chair, (b) provision of meeting agendas and minutes, (c) documentation, communication, information sharing and ensuring follow-up of decisions in a timely manner, and (d) perform other duties related to the servicing of the committee, as deemed appropriate. III. Dates [Provide the date when the terms of reference comes into effect.] [Example] The Terms of Reference shall come into effect on (e.g. immediately; immediately upon consensus of etc.) IV. Reference [Provide document references used to develop the terms of reference] 123

132 Project Tool 44: Sample strategy for developing a policy on gender equality for the police This project tool provides a model strategy for developing a policy on gender equality in the police that can be adapted to the host State police context. Policy Committee Sample strategy for developing policies on gender mainstreaming and the prohibition of sexual harassment, sexual exploitation and sexual abuse in the police I. Background [This introductory part includes the purpose and rationale for the strategy. Outline the purpose of the strategy. Provide key events that led to the decision to develop policies on gender mainstreaming and the prohibition of sexual harassment, sexual exploitation and sexual abuse in the police.] [Example] In [country], women still suffer from the effects of past discrimination and unequal status with men in the political, economic, social and cultural aspects of life. These gender disparities also affect the police and other law enforcement institutions. Women remain under-represented within [name of police organization], in particular, in leadership positions. Discriminatory criteria, policies and procedures may be in place implicitly or explicitly that prevent women from applying to and qualifying for deployment to the police organisation. A particular effort therefore needs to be made in addressing discriminatory effects faced by women. II. Policy framework [Provide the policy framework for gender equality. Include applicable national and international guidance documents.] [Relevant international conventions adhered to by the country (e.g. Convention on the Elimination of all Forms of Discrimination against Women (CEDAW), International Covenant on Civil and Political Rights (ICCPR), International Covenant on Economic, Social and Cultural Rights (ICESCR) etc.) Constitutional provision referring to equal rights between women and men National laws, policies on the equal rights between women and men (e.g. minimum quotas for women established in public administration etc.) National Action Plan relevant to the advancement of the status of 124

133 women (e.g. Security Council Resolution 1325 National Action Plan etc.) Police development plan Other relevant official documents] III. Situation analysis [Provide a brief analysis of the situation of women in the police organization. Include quantitative (number of female police officers commissioned, non-commissioned, by rank etc.) and qualitative data (e.g. access to services, promotions, training etc.)] [Example] The percentage of females in [name of police organization] is [x] in total and [x percentage] in command positions. Female officers face numerous obstacles in taking up a career in the police organization such as [provide the specific reasons in the context of the country - see examples in the following] the socialization of women to the role of care takers for the family, implicit or explicit gender bias in the recruitment criteria and procedures, lack of skills, lack of information on opportunities, lack of female role models, preconceived ideas that policing is a man s job, isolation and vulnerability to sexual harassment and exploitation etc. The concepts of gender disparities, equal opportunities and affirmative action are not understood by all. V. Strategic priorities [This part provides the main direction and thematic areas to be adopted. Include a description of each thematic area, outlining its importance and the general course of action to address it.] [Example] To ensure the promotion of equal opportunities for women in the [name of police organistion] it is essential that all challenges and inhibiting factors are dealt with. This strategy will therefore have a multipronged approach to ensure that the needs of the women within the [name of police organistion] are addressed. The strategy has [x number of] priorities under the following pillars [provide the strategic priorities see examples below]: Priority 1: National ownership Priority 2: Engagement of the highest authorities Priority 3: Capacity building Priority 4: Partnership 125

134 i. National ownership The principles of national ownership include dialogue and participation of national stakeholders in all the phases of planning and execution of activities. Ensuring national ownership will guarantee sustainability in the development and implementation of the policies. Carrying out a broad national consultation is a key element in the development process. It aims to promote national ownership and ensure a realistic policy is designed that can be implemented according to the local context. It is important to support champions and triggers among national actors, in particular those in police leadership functions and among both female and male police officers. ii. Engagement of the highest authorities The support of the highest level of authorities is vital in the development and implementation of the policies. Senior police leadership needs to agree on the procedure for developing the policies and should be constantly engaged through regular coordination meetings. iii. Capacity building Empowering female police officers is essential in ensuring national ownership, appropriate solutions and sustainability. It is important to specifically reach out to female police officers across all levels. They need to be empowered to enable greater leadership. In addition, it is important to build capacity of all police officers, both female and male, in understanding the concepts of gender disparities, equal opportunities and affirmative action to enable effective implementation. iv. Partnership Partnerships in several levels are critical in the success of the development and implementation of the policies. Partnerships should include across departments/sections in the police organization, governmental authorities, and civil society,including identifying male champions. VI. Implementation and coordination [Provide the organizational structure that will be responsible to implement the strategy. Include instructions for coordination with various partners and stakeholders.] 126

135 [Example] Secretariat services for the Policy Committee will be provided by [provide name of entity within the police organization e.g. Office for Gender Equality etc.), and shall entail, but not be limited to, (a) planning and organizing meetings called upon by the Chair of the Policy Committee, (b) provision of meeting agendas and minutes, (c) documentation, communication, information sharing and ensuring follow-up of the Policy Committee decisions in a timely manner, and (d) perform other duties related to the servicing of the Policy Committee, as deemed appropriate. VII. Monitoring and evaluation [Provide information on the entity responsible for monitoring and evaluating the implementation of the strategy.] [Example] The implementation of the strategy will be monitored and evaluated by the Policy Committee. VIII. Risk factors [Provide a risk analysis what are the factors that can hinder the implementation of the strategy and how can these be mitigated.] [Example] The successful coordination of this strategy is dependent on the establishment of an Office for Gender Equality in the police organisation. Adequate human and financial resources need to be allocated for the timely and effective implementation of the activities. The full support of all stakeholders is needed to ensure effectiveness of the strategy. I. Review [Provide information on the date the strategy will be reviewed.] [Example] The strategy will be reviewed in [x number months e.g. six months]. 127

136 Project Tool 45: Sample Action Plan template for developing a gender equality policy This project tool provides a sample action plan template for developing a policy on gender equality for the police that can be adapted according to the context of the host State police. Policy Committee Template sample action plan for developing policies on gender mainstreaming and the prohibition of sexual harassment, sexual exploitation and sexual abuse in the police No Objective s What do you want to achieve and how? Identify policy gaps in the police on gender equality Assess existing programme s on gender equality. Establish a Policy Committee Develop a strategy and action plan. Activities What activities need to be implemented to achieve the objectives? List existing laws, policies and regulations related to the status of women in the police. Map national and international stakeholders. Identify members. Develop a terms of reference. Organise a strategy meeting with the Policy Committee. Outputs responsible What is the quantifiable results/products of the activities? A list of relevant national and international laws, policies and regulations on gender equality in the police. A list of relevant stakeholders and an analysis of their roles, strengths and weaknesses. A list of police leadership and relevant authorities invited to be members. Terms of reference agreed. Strategy and action plan Outcomes What are the impacts Improved understanding of relevant policy documents. Improved coordination with stakeholders. Strengthened engagement of high level authorities. Improved planning of activities to ensure success. Human resources required Who are the implementers involved? Host State police, UNPOL Host State police, UNPOL Host State police/uunpol Host State police/uunpol /Policy Committee members Financial resources required What are the financial resources required? None. None. None Funds for a meeting/worksh op Expected date When will the output be completed? Deadline - DD/MM/YYY Deadline - DD/MM/YYY Deadline - DD/MM/YYY Deadline - DD/MM/YYY Deadline - DD/MM/YYY Indicator of achievement How will you know you are progressing towards your objective? Number of national laws and policies scanned. Number of stakeholders analysed. Number of invitations sent. Submitted drafts. Submitted drafts. Monitoring and evaluation How will you track progress on your objective? Monthly status report. Monthly status report. Monthly status reports. Monthly status reports. Monthly status reports. 128

137 5 Identify discriminato ry practices that affect female police officers 6 Develop the gender equality policy 7 Launch the policies Organise a consultation workshop with female police officers Organise meetings with command level officers Organise meetings with male police officers. Workshop proceedings Meeting minutes. List of officers identified as champions. Meeting minutes. List of officers identified as champions. Improved understanding of barriers to gender equality. Empowered female police officers. Improved understanding of barriers to gender equality. Strengthened support from command level officers. Increased awareness of the importance of gender equality. Draft the policy. Drafted policy. Improved guidance for gender equality in the police. Organise a high level launch event for the policies. Create public information posters, brochures, pocket size versions. Create radio and public service announcements. Host State police/uunpol /Association of female police officers Host State police/uunpol / command level officers Host State police/uunpol /male police officers Host State police/uunpol Funds for a meeting/worksh op Funds for meetings Deadline - DD/MM/YYY Deadline - DD/MM/YYY None Deadline - DD/MM/YYY Approved policy. Brochures, posters etc. Increased awareness and support of the gender equality policy. Funds for a launch event and public information materials. Deadline - DD/MM/YYY Deadline - DD/MM/YYY Public service announcement Deadline - DD/MM/YYY Number of people invited; submitted drafts of the agenda. Number of command officers met. Submitted drafts. Drafts for public information materials. Monthly status reports. Monthly status reports. Monthly status reports. Monthly status reports. Monthly status reports. Monthly status reports. 129

138 Project Tool 46: Template concept note for a national consultation workshop with police officers on gender mainstreaming This project tool provides a template concept note for organising a national consultation workshop with police officers on gender mainstreaming. Pre-workshop activities Organise a planning meeting with all key stakeholders. Select date and venue: Select a venue that is easily accessible and has adequate space to allow for group discussion. Choose the dates which are convenient to stakeholders (i.e. avoid national/religious holidays etc.). Draft terms of reference and expected outcomes. Identify the speakers to invite and the participants. Select the topics to be presented to stimulate discussion and determine the duration of the workshop. Template concept note for a national consultation with police officers on gender mainstreaming Title: Sample: National consultation workshop to mobilise female police officers to participate in all aspects of functional policing activities Date: From (day/month/year) to (day/month/year) Venue: Place/location 1. Introduction [Provide the rational for the national consultation/workshop with female police officers. Include the context of the country and the police service.] [Sample] The dynamic nature of modern policing activities in the post-conflict environment underscores the need to engage women and men in the 130

139 national police in an effort to build sustainable peace and security. The complex impact conflicts have on women and children underpins the need for the national police to harness the potentials of women to build sustainable participation and peace in post conflict environment. It is important to note that the national police as an organisation should integrate gender mainstreaming in all aspect of policies, programmes and activities. It is therefore the desire of the female officers in the national police to positively and actively participate with their male counterparts with a view to providing quality service delivery in a post conflict environment. 2. Objectives [Provide the purpose of the national consultation/workshop. What does it aim to achieve?] [Sample] To raise awareness and increase the capacity of female officers on the existing opportunities for their active participation in functional policing activities (national and international). To mobilize high-level support among the national police strategic members and commanders to take the lead in promoting women s participation in all aspect of police functions. To establish/strengthening partnership with women s constituencies, the Ministry of Women s Affairs, UN agencies to drive the process within the context of policy review, capacity building and participation at all levels. To establish a network for the coordination of knowledge management and sharing of best practices. To establish a mechanism for regular consultation among female officers in identifying their potentials and providing the requisite training. 3. Expected outcome of the national consultation/workshop [Provide the desired results involving benefits to female police officers, national police and the community in general.] 131

140 [Sample] Strengthened cooperation from strategic leaders/commanders, female police officers to drive the process in developing a gender mainstreaming policy. Willingness and commitment from female police officers to develop their capacities and potential. Increased self-confidence of female police officers in their duties. Commitment from commanders to assist female officers in building their skills (i.e. review of female deployment/postings to actively engage them). Reduced stereotype postings for women i.e. school crossing, lock up orderlies, reservist by (x) percent by day/month/year. 4. Stakeholders [Provide a list of stakeholders involved in the process.] [Sample] Primary: Female police officers, national police leadership, women s organisations, Ministries of Internal Affairs/Women s Affairs, media Secondary: UN peacekeeping mission, UN agencies, other organisations 5. Programme [Provide the topics covered during the national consultation/workshop together with experts and resources persons. Working group discussions are included to give an opportunity for female police officers to express their concerns and recommendations.] [Sample topics] Gender mainstreaming overview of concept and its implementation International and national legal framework, policies and standards on gender equality Strategies for gender mainstreaming in the national police (i.e. methods, initiatives, status of programmes/activities undertaken 132

141 etc.) Stocktaking on obstacles and challenges to women s participation in the national police: recruitment, deployments, training, promotions, work conditions, welfare, etc. Building partnerships with women s constituencies Setting up implementation mechanisms on gender mainstreaming in the national police [Sample procedure] Keynote address Speakers Working group sessions Report back Agreed recommendations Evaluation 6. List of participants [Provide a list of participants.] 7. Outcome report with agreed recommendations [Provide the outcome report which includes all the discussion reports as well as the agreed recommendations.] 133

142 Project Tool 47: Sample survey for police officers on selection, recruitment, career advancement and working conditions in the police This project tool provides a sample survey for police officers on the selection, recruitment, career advancement and working conditions in the police. Use this tool when consulting with police officers on their experience in relation to these processes, in particular women. Questions Answers 1 Please indicate your age. 2 How many years of policing do you have in the police service? 3 What difficulties did you face in your decision to join the police service and how did you overcome them? 4 Are there police recruitment criteria and processes that have a negative impact on women? Which ones? Family issues (e.g. childcare etc.) Pressure from family, friends, community members etc. (e.g. police is a male profession ) Organisational issues (police qualifications, recruitment process etc.) Physical fitness criteria/test Written test Interview test Psychological test Medial test Other criteria/tests: Indicate which one: 5 Please indicate your satisfaction on the living conditions in your deployed location. Accommo dations Very Goo d Good Avera ge Not Goo d Recommen dation 134

143 Questions Answers What are your recommendations for improvement? Transport ation Water supply Food supply 6 Please indicate your satisfaction on the working conditions in your deployed location. Do these elements meet the requirements of the field? Organisati on of the workplace or station Very goo d Good Avera ge Not Goo d Recommen dation Police equipment Uniform What are your recommendations for improvement? Logistic supply Health care Hygiene facilities Others please indicate: 7 Please indicate your satisfaction on the organisation of the work process at the main duty station and at your deployed location. Very Goo d Good Avera ge Induction Training courses Not Goo d Working Recommen dation 135

144 Questions Answers What are your recommendations for improvement? hours Guideline s Deployme nt Please describe your tasks? Do they correspon d to your qualificati ons? Yes No Recommendation: 8 Please indicate your satisfaction on the career development process during your deployment. Availability of additional training courses Very Goo d Go od Averag e Not Good Recommenda tion What are your recommendations for improvement? Access to additional training courses Access to vacancy informatio n Support from supervisor Which skills set Police skills: please specify 136

145 Questions Answers do you need to improve? Others: please specify 9 Please indicate your satisfaction on the quality of respect and acceptance in your working relations. V er y G o o d Good Averag e Not Good Recommenda tion What are your recommendations for improvement? Relations with police leadership Relations with male police colleague s Relations with female police colleague s 10 Have you suffered discrimination in your work? Recruitment Deployment Tasks/responsibilities Promotion Access to equipment (vehicles, firearms, etc.) Work relations (e.g. sexual harassment etc.) Others (please specific) 11 Do you know of a Recruitment 137

146 Questions female police colleague who has suffered discrimination in her work? What type of discrimination (see list above)? Answers Deployment Tasks/responsibilities Promotion Access to equipment (vehicles, firearms, etc.) Work relations (e.g. sexual harassment etc. Others (please specific) 12 What other recommendations do you have to improve gender equality in the police organisation? 138

147 Project Tool 48: Sample survey on sexual harassment This project tool provides a sample survey for police officers on sexual harassment in the police. Use this tool when consulting with police officers on their experience in relation to this topic. Questions Answers 1 Please indicate your age. 2 How many years of policing do you have in the police service? 3 Have you been subjected to sexual harassment, exploitation or abuse at work? Yes No 4 If yes, what did you encounter? (check appropriate selection) Sex Jokes Annoying or degrading remarks about physical appearance Annoying or degrading remarks about physical behaviour Unwelcome requests of a sexual nature Whistling, noises, gestures Items of a sexual nature displayed at the workplace (posters, pictures etc.), written materials ( s, faxes, texts etc.) of a sexual nature Unwelcome physical contact Touching intimate body parts Forced kisses/hugs Pressure to engage in sexual activity but without job-related threats Threats or suggestions that my job, etc. depended on submitting to sexual demands Other threats to get me to submit to sexual demands 139

148 Questions Answers Sexual assault Rape 5 Who harassed you? Co-worker Supervisor/manag er Othe r speci fy: 6 What action did you take to end the harassment? If none, why? 7 Did the harassment stop when you objected? 8 Is there a complaint procedure in the police service for cases of sexual harassment, exploitation and abuse? 9 If you have made a complaint, were you penalized in any way? How? What has been the effect of the harassment on you? Do you know of a female police colleague who has suffered from sexual harassment, exploitation or abuse in their work? Do you think sexual harassment, exploitation and abuse is a problem that the police organisation needs to address? What recommendations do you have on improving the response of the police organisation to such cases? 140

149 Project Tool 49: Model Policy on Gender Equality and Gender Mainstreaming in the Police Organisation This project tool provides a model policy on gender equality in the police organisation that can be adapted to the context of the host State police. Model Policy on Gender Equality and Gender Mainstreaming in the Police Organisation 1. Purpose [Provide the general aim for the policy.] [Samples] The aim of the policy is to guarantee protection, fair treatment, equal opportunities on recruitment and work conditions for women and men, and the improvement of their status in order to be represented and to have similar responsibilities in all fields of activity of the national police. The aim of the policy is to correct the gender imbalance in the police, increase the representation of women at decision-making levels, support the integration of women in the police development initiatives at sectorial level and establish gender responsive regulations, procedures and practices necessary for the protection of women in the police in situations of sexual and gender bias. The aim of the policy is to promote equal opportunities for women and men in the national police and eliminate gender-based discrimination, harassment and abuse within the police service. The policy covers provisions for gender equality and the support of female employees in recruitment, training, deployment, transfers, promotions, representation and leadership. The provisions herein supplement existing national police policies in these areas and reaffirm the commitment of the national police to best practice in equal opportunities. 141

150 2. Scope of application [Provide the name of entities and personnel covered by the policy.] [Sample] This policy shall be applicable to all police departments and personnel. 3. Definition of terms [Provide a definition of terms such as gender, gender mainstreaming, gender equality.] [Sample] Gender refers to the socially constructed roles, behaviours, activities, and attributes that a given society considers appropriate for men and women. Gender equality refers to the equal rights, responsibilities and opportunities of women and men. Gender equality implies that the interests, needs and priorities of both women and men are taken into consideration, recognising that different groups of women and men are also diverse and may have different needs. Gender mainstreaming is the process of assessing the implications for women and men of any planned action in all areas and at all levels. It is a strategy for making women s as well as men s concerns and experiences an integral dimension of the design, implementation, monitoring and evaluation of policies and programmes so that women and men benefit equally and inequality is not perpetuated. The ultimate goal is to achieve gender equality. 4. Rationale [Provide the basis for the policy. Include the situation of the country, i.e. post-conflict environment and effect on the female population, the status of persisting inequality between women and men, and the current representation of female police officers in the national police. Information on the relevant and applicable international and national laws, policies and authoritative documents to the country should also be mentioned.] [Sample] The national police are the lead government agency responsible for the maintenance of law and order, protection of life and property and promotion of access to justice. In carrying out its 142

151 duties the national police are committed to the respect and protection of human rights. This includes the rights to equality and freedom from gender-based discrimination. The national police are cognizant of the post-conflict environment in which women have experienced high rates of sexual violence and abuse. It also notes that that there is still widespread discrimination and persistent gender inequality throughout society. Women are underrepresented in the national police and currently constitute approximately (x) percent of the police service. This post-conflict situation has provided an opportunity to undertake reform and restructuring of the police that has involved creating policies, programmes and procedures that reflect international principles, laws, standards and commitments. This policy is in line with the government s commitment to advance gender equality as mandated by (x) (enumerate here national laws such as the Constitution, and applicable international treaties, i.e. the Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW)). It underscores the national commitment to implementing the Beijing Platform for Action and UN Security Council Resolution 1325, and to achieving the Millennium Development Goals, in particular Goal 3 to promote gender equality and empower women. It acknowledges initiatives taken by the government to advance women s rights such as (x) (enumerate here existing national initiatives, events such as a National Gender Policy, National Action Plan on 1325 etc.). 5. Principles [Provide the basic principles of the gender policy and the areas of applicability such as recruitment and retention, education and training, deployment and transfers, promotions, representation and leadership, and welfare. Include also implementation and enforcement.] [Sample] The national police affirm the constitutional provisions to work to eliminate all forms of discrimination, including discrimination on the basis of gender. In line with international standards, the national police assume its international commitments to gender balance and equal 143

152 representation of both women and men in all ranks, particularly in decision-making positions. The principle of efficiency in policing requires that all human resources capacity in the national police both men and women are effectively harnessed to build an efficient police service. The policy framework will address the areas of as recruitment and retention, education and training, deployment and transfers, promotions, representation and leadership, and welfare. 6. Recruitment [Provide equal opportunities provisions and strategies in the recruitment criteria, methods and processes. Include strategies to increase the recruitment of women into the national police.] [Sample] 1. Recruitment shall be conducted in line with equal opportunities and the principle of non-discrimination based on gender, ethnicity marital status or other status, etc. 2. Selection criteria shall be reviewed including height, weight or other physical requirements to ensure that they do not disproportionately exclude female candidates. 3. Gender-sensitive selection criteria that include skills beyond physical strength such as intellectual and psychological skills in mediation, negotiation, problem solving and communication should be developed. 4. The recruitment process, including application forms and interviews, should not include discriminatory and inappropriate questions. 5. The police service shall aim to increase the total numbers of women in the police each year through improved recruitment and retention, so that the number of female officers adequately reflects the population. Time-bound benchmarks shall be set to increase recruitment and retention of female officers according to an agreed national quota (i.e. 20 percent in five years, 30 percent in ten years, 50 percent in (x) years). 6. The police service shall take active efforts to recruit women, including through targeted recruitment drives in the local media, and in secondary and tertiary educational institutions (i.e. develop a public awareness/media strategy to promote the image of the police and disseminate career opportunities in the police, especially for women). 7. All recruitment panels shall have a proportionate number of women and men, with best efforts made to ensure that all panel members are qualified and appropriate to interview for the respective vacancies. 8. The above principles are to be included in the national 144

153 police recruitment policy. 9. The police service shall set in place mechanisms to monitor the recruitment process in order to ensure that recruitment officers comply with principles of non-discrimination and equal opportunities. 7. Education and Training [Provide equal opportunities provisions and strategies on access to training. Include strategies to eliminate obstacles for women s access to specialized training, ensure that training curricula are gendersensitive and delivered with the equal participation of female trainers, and that all police recruits receive training on gender mainstreaming.] [Sample] 1. The police service shall ensure that the training needs of female officers are met and facilitate training in all areas. It shall take affirmative action in favour of women where necessary, in particular in specialized police disciplines so that women are able to assume and fulfill such responsibilities competently. 2. It shall eliminate gender stereotypes that prevent women from participating in training programmes in and outside the country for long duration courses. 3. Training should be decentralised to enable greater access to training opportunities for females. 4. All new recruits will receive information on gender equality and mainstreaming perspectives throughout the induction training. Annual refresher training for police personnel on gender equality and mainstreaming shall be conducted. 5. The police service shall ensure that all training curricula are gender sensitive and include gender principles, including women s rights. 6. Trainers that include women should deliver training. 7. Scholarships will be made available to women as necessary to support women officers seeking to acquire further educational qualifications. 8. A mentoring system shall be established which includes female officers at all levels to provide on the job training, reinforce the police training and identify weaknesses to be addressed in follow-on training. 9. Include the above principles in training policies, programmes or other documents. 8. Deployment, assignments, placements and transfers [Provide equal opportunities provisions and strategies on 145

154 deployment, placement and transfers criteria and processes.] [Sample] 1. All female personnel shall have equal opportunities as their male counterparts for every deployment and rank. 2. The police service shall ensure non-discrimination in the workplace and that female police officers have meaningful and equal professional career opportunities as their male colleagues and are not limited to support duties. 3. Every deployment should aim to have both women and men personnel. Selection shall be done on merit and with a view to addressing the gender balance. 4. Female officers are to be treated with the same respect as their male colleagues, and should not be asked or expected to perform additional duties. 5. Information during deployments briefings, memos and other relevant documents will be distributed with no discrimination and at the same time to women and men. 6. Transfer policies should be transparent and equitable, and offer the same opportunities for female and male personnel. 7. Gender needs and roles such as family and childcare responsibilities shall to be taken in to account when necessary during deployments and transfers. This however should not prejudice the decision to deploy or transfer female personnel. 8. Include the above principles to deployment, placement and transfers policies and relevant documents. 9. Promotions [Provide equal opportunities provisions and strategies in promotions including designing equitable criteria, ensuring access to information and adopting affirmative actions.] [Sample] 1. Promotion criteria need to be gender sensitive and designed to ensure equitable promotion of women. 2. The police service shall ensure that women have equal access to promotions as their male colleagues. 3. Affirmative actions such as an accelerated promotion initiative and a quota system (i.e. for every (x) number of males promoted, an (x) number of women shall also be promoted) shall be adopted to ensure that competent and resourceful women are given an added advantage during the promotion process in view of correcting gender imbalance. 4. The police service shall ensure that all vacancies and 146

155 promotion opportunities are advertised to both female and male personnel, and ensuring that eligible female personnel are aware of promotion opportunities and have adequate time to prepare for examinations and interviews. 5. Promotion boards shall have a proportionate number of women and men, with best efforts made to ensure that all members are qualified and appropriate to interview for the respective promotions. 6. Heads of Departments should ensure that all personnel undergo annual performance reviews, including identifying professional development targets for both female and male personnel to gain the competencies required for promotion. 7. A mentoring program shall be established to support the professional and personal development of junior female personnel. Female police officers should also be encouraged to establish informal mentoring and support networks. 8. Include the above principles to promotions policies and other relevant documents. 10. Representation and leadership [Provide equal opportunities provisions and strategies for access to positions of authority, leadership and decision-making.] [Sample] 1. The police service shall take active measures to achieve equal representation of women and men in the leadership and decision-making structures of the police at district, regional and national levels. This includes a goal to have a proportionate representation of women and men on recruitment, promotion and disciplinary boards and panels and in the executive management board. 2. The police service shall encourage female commanders to play meaningful roles and be proactive in their various capacities to influence decision-making. 3. Gender- and women-related issues should be advanced and included at the highest level of authority. 4. Mechanisms for female police officers such as an association/network shall be created to provide a forum to share experiences and learn about career options. 11. Welfare [Provide special provisions for the health care of female police officers including during pregnancy, gender-sensitive facilities and a positive work environment that is free from sexual harassment. Note that sexual harassment policies are often a separate policy (see model policy).] [Sample] 1. Appropriate measures shall be set in place during the pregnancy. All personnel will be granted paid maternity leave 147

156 (include also indications of possibility to request to continue with unpaid leave, under what conditions and procedure). The expecting officer shall be entitled to modified duties (or light duties) according to health and welfare needs during the pregnancy and with a physician s certificate. The expecting officer shall not be engaged in dangerous work which includes standing for a long period of time, carrying heavy weights, shooting exercises, arrest and detention operations, night and overtime work. Uniforms shall be adapted to expecting officers. 2. A pregnant officer should not be forced to take on light duty against her will if she is physically able to perform her normal duties. The characteristics of light duty assignments during pregnancy are the following: flexibility; the decision to start the light duty depends on the pregnant officer and her doctor; no time limit of duration; the pregnant officer continues to receive promotion and salary increases; retirement benefits are unaffected. 3. The pregnant officer should have continued access to health benefits during the maternity leave including disability insurance etc. 4. The pregnant officer is entitled to job restoration after maternity leave. 5. Childcare responsibilities shall be taken into account including child assistance emergency leave. 6. The health care needs of female personnel such as gynaecological services shall be covered. 7. The police service shall ensure that all police facilities provide the basic necessities and meet the specific needs of female police officers. 8. The police service shall ensure a positive work environment. Sexual harassment defined as any unwelcome sexual advance, request for sexual favour, verbal or physical conduct or gesture of a sexual nature, or any other behaviour of a sexual nature that might reasonably be expected or be perceived to cause offence or humiliation to another, when such conduct interferes with work, is made a condition of employment or creates an intimidating, hostile or offensive work environment shall be prohibited. While typically involving a pattern of behaviour, it can take the form of a single incident. Sexual harassment may occur between persons of the opposite or same sex. 9. The police service shall develop a code of conduct on sexual harassment, exploitation and abuse for the service; sensitise through training the effects of sexual harassment and ensure that perpetrators face serious disciplinary action/punishment and/or face criminal prosecution and if found guilty be discharged from the police service. 148

157 12. Enforcement and implementation of the policy [Provide enforcement mechanisms for the implementation of the policy. Include setting up a Gender Office and strategies for implementation.] [Sample] 1. A Gender Office shall be established in (x) department/directorate and shall report to (x) (note that the location of the gender office should be at the highest level possible to ensure implementation). The Gender Office who will be responsible for ensuring implementation of the policy and will submit regular reports (i.e. quarterly etc.) to the executive management board who shall review and evaluate them with a view to improving performance. 2. The police service shall ensure that appropriate human and financial resources are allocated to facilitate implementation of the provisions in the policy. 3. Trainings shall be conducted with the executive management board and heads of departments. 4. A training of trainers programme will be developed and trainers will conduct regular workshops to ensure that all personnel at district, regional and national level are aware of the policy. 5. An information campaign will be implemented to publicise the policy within the police, across government, and in the general public. 6. A mechanism shall be set up for receiving complaints on sexual harassment. This includes focal points who will receive complaints and a review committee that acts upon them. All personnel and the general public should be made aware of the role of the focal point and how to contact them. All cases shall be handled in a confidential manner in order to protect the rights of all involved. 13. Evaluation and review [Provide mechanisms for the evaluation and review of the policy.] 149

158 Project Tool 50: Model policy against sexual harassment, exploitation and abuse in the workplace This project tool provides a model policy on the prevention of sexual harassment, exploitation and abuse in the workplace that can be adapted to the context of the host State police. Model policy against sexual harassment, exploitation and abuse in the workplace 1. Purpose [Provide the general aim for the policy.] [Sample:] This policy lays down the necessary guidelines to ensure the police service has a work environment free from sexual harassment, sexual exploitation and sexual abuse and their behavior towards the population is consistent with the high standards of conduct expected of them at all times on and off duty. 2. Scope of application [Provide the name of entities and personnel covered by the policy.] [Sample] This policy applies to all police personnel, including contractors, consultants and volunteers. It covers the conduct of police personnel towards their colleagues as well as the general public in the workplace, course of official travel, while on deployments outside of the country, and in all other settings. Nothing in this policy shall affect the application of provisions contained in national policy or legislation, or in any international convention, treaty or other instrument in police service that are more conducive to the prohibition of sexual harassment, sexual exploitation and sexual abuse. 3. Definition of terms [Provide a definition of sexual harassment, sexual exploitation and sexual abuse.] [Sample] Sexual harassment is any unwelcome sexual advance, request for sexual 150

159 favour, verbal or physical conduct or gesture of a sexual nature, or any other behavior of a sexual nature that might reasonably be expected or be perceived to cause offence or humiliation to another, when such conduct interferes with work, is made a condition of employment or creates an intimidating, hostile or offensive work environment. While typically involving a pattern of behaviour, it can take the form of a single incident. Sexual harassment may occur between persons of the opposite or same sex. Both males and females can be either the victims or the offenders.2 Examples of sexual harassment may be considered but are not limited to: 1. Sexual comments of a provocative or improper nature; 2. Intentional sexual jokes addressed to the employee or are said in her/his proximity; 3. Creating a hostile or unpleasant environment at work; 4. Any undesirable sexual behavior, or using of a case or any requirements for any service of a sexual nature as a condition for employment or to stay in the working place; 5. Suggestive gestures, graphical materials and verbal or written comments; 6. Unwelcome physical contact of a sexual or improper nature; 7. A supervisor s behaviour who uses actions of a sexual nature to put pressure, control or influence the career, salary or working conditions of another colleague. Sexual exploitation means any actual or attempted abuse of a position of vulnerability, differential power, or trust, for sexual purposes, including, but not limited to, profiting monetarily, socially or politically from the sexual exploitation of another.3 Sexual abuse means the actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions.4 For the purposes of the present policy, sexual harassment, sexual exploitation and sexual abuse shall collectively be referred to as prohibited conduct. 4. Prohibition of sexual harassment, sexual exploitation and sexual abuse [Provide the duties of the organisation and a general prohibition of acts of sexual harassment, sexual exploitation and sexual abuse.] 2 Secretary-General s Bulletin on the Prohibition of Discrimination, Harassment, including Sexual Harassment, and Abuse of Authority (ST/SGB/2008/5) (February 2008), paragraph Secretary-General s Bulletin on Special Measures for Protection from Sexual Exploitation and Sexual Abuse (ST/SGB/2003/13) (October 2003), Section 1. 4 Ibid. 151

160 [Sample] All police personnel and other staff are prohibited from committing acts of sexual harassment, sexual exploitation and sexual abuse against colleagues and the general public whether on or off duty. Sexual harassment, sexual exploitation and sexual abuse constitute acts of serious misconduct and are therefore grounds for disciplinary measures, including summary dismissal. Sexual activity with children (persons under the age of 18) is prohibited regardless of the age of majority or age of consent locally. Mistaken belief in the age of a child is not a defence. Exchange of money, employment, goods or services for sex, including sexual favours or other forms of humiliating, degrading or exploitative behaviour, is prohibited. Where a staff member develops concerns or suspicions regarding sexual exploitation or sexual abuse by a fellow worker, he or she must report such concerns via established reporting mechanisms. The police service has the duty to take all appropriate measures toward ensuring a harmonious work environment, and to protect its staff from exposure to any form of prohibited conduct, through preventive measures and the provision of effective remedies when prevention has failed. The standards set out above are not intended to be an exhaustive list. Other types of sexually exploitive or sexually abusive behaviour may be grounds for administrative action or disciplinary measures, including summary dismissal. 5. Duties of staff officers and specific duties of commanders, supervisors and heads of departments [Provide the obligations and roles of the above.] [Sample] All police personnel shall have the obligation to ensure that they do not engage in or condone behaviour which would constitute prohibited conduct with respect to their colleagues, supervisors, supervisees or towards the general public whether on or off duty. Commanders, supervisors and heads of departments shall be responsible for creating and maintaining an environment that prevents any form of prohibited conduct and shall take appropriate measures for this purpose. 152

161 This includes but is not limited to leading by example in personal and professional conduct; ensuring that complaints are promptly addressed in a fair and impartial manner and dealt with seriousness and sensitivity. Failure on the part of commanders, supervisors and heads of departments to fulfill their obligations under the present policy may be considered a breach of duty, which, if established, they will be subject to administrative or disciplinary action, as appropriate. Heads of departments are responsible for the implementation of the present policy in their respective departments/offices and for holding all supervisory staff accountable for compliance with the terms of the present policy. The specific duties of commanders, supervisors and heads of departments will be reflected in their performance appraisal. 6. Preventive measures [Provide preventive measures to be undertaken by the organisation and staff officers.] [Sample] Prevention of prohibited conduct is an essential component of the action to be taken by the police service. In the discharge of its duty to take all appropriate measures towards ensuring a harmonious work environment and to protect its staff from any form of prohibited conduct, the following preventive measures will be used. The police service shall conduct regular and mandatory awareness programmes for all staff to raise awareness of the police service s zero tolerance of prohibited conduct, to provide guidance on the relevant policy and procedures and to foster the creation of a harmonious working environment, free from intimidation, hostility, offence and any form of discrimination or retaliation. In particular, all staff members shall be required to complete a mandatory training on prevention of sexual harassment, sexual exploitation and sexual abuse in the workplace, promulgated under the present policy. The successful completion of this training shall be reflected in staff members performance appraisal. Other programmes will continue to be offered, including targeted training for commanders, supervisors and heads of departments, completion of which will be a requirement for advancement to successive levels of responsibility. Specific training will be provided to officers involved in receiving complaints and investigating allegations of prohibited conduct. 153

162 Heads of department shall ensure that their staff and others for whom they are responsible are provided with a copy of this policy upon taking up their duty. A note acknowledging receipt shall be placed in the staff member s official status file. Heads of department shall also ensure that their staff undertake the required training. Staff officers are responsible for familiarizing themselves with the police service s policy on prohibited conduct and with the various options and internal channels available for addressing such conduct. In order to resolve problems which could potentially give rise to instances of prohibited conduct, managers and supervisors shall maintain open channels of communication and ensure that staff officers who wish to raise their concerns in good faith can do so freely and without fear of retaliation and other adverse consequences. 7. Reporting procedures / Corrective measures [Provide procedures for complaints detailing the role of victims, supervisors and accused persons. Specify the manner in which cases should be handled.] [Sample] Reporting procedures 1. The employee, who thinks that s/he is a victim of prohibited conduct, must contact his/her first supervisor or the Station Commander, a designated women s coordinator, unless they are the person involved, in which case the Professional Standards Department, in order to make a written report. 2. The complaint or report should describe the alleged incident(s) of prohibited conduct in detail and any additional evidence and information relevant to the matter should be submitted. The complaint or report should include: (a) The name of the alleged offender; (b) Date(s) and location(s) of incident(s); (c) Description of incident(s); (d) Names of witnesses, if any; (e) Names of persons who are aware of incident(s), if any; (f) Any other relevant information, including documentary evidence if available; 154

163 (g) Date of submission and signature of the aggrieved individual or third party making the report. 3. All reports and allegations of prohibited conduct shall be handled with sensitivity in order to protect the privacy and identity of the individuals concerned and ensure confidentiality to the maximum extent possible. 4. Anyone filing complaints shall be entitled to request a singlegender panel in disciplinary hearings, and should be informed of this when filing the complaint. 5. A person who, in good faith, brings forward a claim is entitled to protection from retaliation or discrimination. Any acts of retaliation or discrimination against victims and claimants shall be considered misconduct requiring appropriate action including disciplinary action. 6. Making a false allegation willfully, knowingly and maliciously shall be considered misconduct and subject to disciplinary action, without prejudice to other legal action. 7. Command and supervisory personnel must be responsible for reporting cases of prohibited through the chain of command to the competent authority and take the appropriate measures immediately, in order to limit further prohibited conduct of the person in question. 8. Implementation and enforcement [Provide provisions for the effective implementation and enforcement of the policy.] [Sample] Enforcement and implementation of the policy will observe the following principles. Each Police Department shall set in place formal and informal procedures for the implementation of the policy which shall specify: To whom complaints are made; Who investigates complaints; How complaints are resolved; What procedures are available for appeal; What procedures are available to manage retaliatory actions; How records are kept. The Professional Standards Department will serve as a resource with regard to the interpretation and enforcement of the policy. Confidentiality of information relating to investigations of complaints shall be maintained as appropriate under the circumstances and to the extent permitted by law. Individuals charged with this responsibility shall only share information on a need to know basis. 155

164 Whether particular actions constitute prohibited conduct will be determined from the facts on a case-to-case basis. Both the complainant/victim and the respondent will be notified of the outcome of the investigation. In the event it is found that prohibited conduct has occurred, corrective action, up to and including dismissal or discharge of the offender, will be taken through the appropriate channels. The police management shall ensure that appropriate human and financial resources are allocated to facilitate implementation of the provisions outlined in this policy. 9. Monitoring mechanisms [Provide monitoring mechanisms on the implementation of the policy.] [Sample] The monitoring of the policy will observe the following principles. General: The head of department or office shall provide reports every four months/six months/annually to the Professional Standards Department, which shall include an overview of all preventive measures taken with a view to ensuring a harmonious work environment and protecting staff from prohibited conduct, and corrective measures taken, as well as any evaluations or assessments relating to such measures and/or activities. A copy of the complaint or report of prohibited conduct shall be submitted to the Professional Standards Department for the purpose of monitoring the complaints and reports received and actions taken. The Professional Standards Department provides regular reports to the Head of the Police. Monitoring during investigation Where an investigation is initiated following receipt of a formal complaint of prohibited conduct, appropriate measures shall be taken by the head of department to monitor the status of the aggrieved party, the alleged offender and the work unit(s) concerned until such time as the investigation report has been submitted. The purpose of such monitoring shall be to ensure that all parties comply with their duty to cooperate with the investigation and that no party is subjected to retaliation as a result of the complaint or the investigation. Where retaliation is detected, set procedures 156

165 shall be followed. Post-investigation review Once the investigation has been completed and a decision taken on the outcome, appropriate measures shall be taken by the head of department to keep the situation under review. These measures may include, but are not limited to, the following: (a) Monitoring the status of the aggrieved party, the alleged offender and the work unit(s) concerned at regular intervals in order to ensure that no party is subjected to retaliation as a consequence of the investigation, its findings or the outcome. Where retaliation is detected, set procedures shall be followed; (b) Ensuring that any administrative or disciplinary measures taken as a result of the investigation have been duly implemented; (c) Identifying other appropriate action, in particular preventative action, to be taken in order to ensure that the objectives of the present policy are fulfilled. 157

166 Project Tool 51: Model Terms of Reference for the Office of Gender Equality This project tool provides a model terms of reference for the Office of Gender Equality in the police that can be adapted to the context of the host State police. Model Terms of Reference for the Office of Gender Equality Purpose (provide the general aim and vision of the office) The aim of the Gender Equality Office is to guarantee protection, fair treatment and equal opportunities for women and men in the police organisation according to the gender mainstreaming policy. Organisational unit (provide the location of the office within the police organisation) The Office for Gender Equality reports to the Office of the Head of the Police. Duties and responsibilities (provide the tasks and responsibilities of the officer-in-charge). o o o o o o o Develop policies, standard operating procedures, action plans, guidelines, and resources for capacity building for police units on gender mainstreaming. Develop and oversee mechanisms for accountability, monitoring and evaluation of the implementation of gender mainstreaming through a systematic reporting mechanism; Participate in the formulation and review of police policies and procedures; Assess needs and raise awareness on gender equality and equal participation of female police officers in all policing activities through training; Set in place and coordinate a mechanism to address cases of discrimination based on gender; Perform comprehensive analyses on gender perspectives and proposes relevant policies related to the promotion of gender equality; Collaborate with various stakeholders on the promotion of gender equality in the police service such as line ministries, government departments, relevant national machineries, regional and international organisations and non-governmental organisations. 158

167 Project Tool 52: Sample strategy for implementing policies on gender mainstreaming and the prohibition of sexual harassment, sexual exploitation and sexual abuse in the police Strategy for developing policies on gender mainstreaming I. Background [This introductory part includes the purpose and rationale for the strategy. ] [Sample] In [country], women still suffer from the effects of past discrimination and unequal status with men which affect the police. II. Policy framework [Provide the policy framework for gender equality.] [Sample] Constitutional provision on equal rights National policy on gender equality Police development plan III. Situation analysis [Provide a brief analysis of the situation of women in the police organization with quantitative and qualitative data.] [Sample] The percentage of females in [name of police organization] is [x] in total and [x percentage] in command positions. IV. Strategic priorities [This part provides the main direction and thematic areas to be adopted. Include a description of each thematic area, outlining its importance and the general course of action to address it.] [Sample] Priority 1: Set targets and quotas The [police organization] aims to increase the number of female police officers to [x] percent, at a minimum, by [X] date. Priority 2: Eliminate discriminatory criteria and procedures The criteria and procedures for recruitment, assignment, deployment, 159

168 transfer, education, training and promotion need to be gender-sensitive. Priority 3: Standardise an action plan for units, sections and departments Develop a standardised action plan for police units, sections and departments. Priority 4: Develop SOPs and pilot family-friendly Police units, sections and departments will develop standard operating procedures to ensure the operationalization of the policy on gender equality. Priority 5: Build capacity Specific training materials will be developed to build the capacity of heads of units, sections and departments. V. Implementation and coordination [Provide the organizational structure that will be responsible to implement the strategy. Include instructions for coordination with various partners and stakeholders.] [Sample] The heads of units, sections and departments of the police organization have the primary responsibility in implementing the policy on gender equality. VI. Monitoring and evaluation [Provide information on the entity responsible for monitoring and evaluating the implementation of the strategy.] [Sample] The Office of Gender Equality is responsible for monitoring and evaluating the implementation of the strategy. It provides a bi-annual report to the head of the police organization. VII. Risk factors [Provide a risk analysis on the factors that can hinder the implementation of the strategy and how these can be mitigated.] [Sample] Family and friends may continue to discourage women to join policing due to a social perception that policing is a male profession. VIII. Review [Provide information on the date the strategy will be reviewed.] [Sample] 160

169 The strategy will be reviewed in [x number months e.g. six months]. 161

170 Project Tool 53: Template Action plan for implementing a policy on gender equality Policy Committee Template sample action plan for implementing policies on gender mainstreaming and the prohibition of sexual harassment, sexual exploitation and sexual abuse in the police No. Objective Activities Outputs Outcomes Human resources required What do you want to achieve and how? 1. Set up an Office for Gender Equality What activities need to be implement ed to achieve the objectives? Acquire approval and establish reporting line to Head of Police Write the terms of reference What is the quantifiabl e results/pro ducts of the activities? Directive from the Head of the Police creating the office. An office is created and staff are recruited. Impact Improved and consistent implement ation of gender mainstrea ming within the police. Who are the implemente rs involved? Host State Police, UNPOL Financial resources required What are the financial resources required? Funds required (e.g. office space) Expected date When will the output be completed? DD/MM/YY Y Indicator of achievement How will you know you are progressing towards your objective? Submission of draft documents Monitoring and evaluation How will you track progress on your objective? Monthly status report 162

171 for the office Write the job descriptio n of staff Organigra mme of the police revised. Set up an office space Recruit staff 2. Create a network of gender focal points in all sections / units / departme nts Appoint gender focal points in all sections / units / departme nts Write the job descriptio n List of gender focal points (full name, contact informatio n) Job descriptio n Training curriculum Improved skills and competen cies on gender mainstrea ming. Improved and consistent implement ation of gender mainstrea Host State Police, UNPOL Funds required (e.g. training courses) DD/MM/YY Y Submission of draft documents Monthly status report 163

172 Develop training materials and standardiz ed templates for reporting and standardiz ed templates Number of trained officers ming within sections / units / departme nts Train the focal points on their duties and the templates 3. Develop a strategy and action plan 4. Integrate the action plan into section / unit / departme nt Organise a strategy meeting Establish partnershi ps with heads of sections / units / departme Strategy and action plan on gender mainstrea ming for the police Section / unit / departme nt workplans that integrate Improved planning for gender mainstrea ming Improved identificati on of goals, objectives and targets for Host State Police, UNPOL Host State Police, UNPOL None None DD/MM/YY Y DD/MM/YY Y Submission of draft documents Submission of draft documents Monthly status report Monthly status report 164

173 workplan s 5. Conduct training of police staff 6. Establish a monitorin g and evaluatio n framewor k nts Consultati ons on integration of gender perspectiv es into workplans Establish a partnershi p with the police academy to deliver training on gender mainstrea ming Create standardiz ed indicators for sections / units / departme gender perspectiv es Training curriculum on gender mainstrea ming in the basic course, advanced course and specialize d courses (e.g. command course) List of gender indicators Reporting templates gender mainstrea ming Improved skills and competen cies on gender mainstrea ming at all levels of staff Improved tracking of gender implement ation Host State Police, UNPOL None Deadline - DD/MM/YY Y Funds for a meeting/works hop Deadline - DD/MM/YY Y Number of invitations sent. Submitted drafts. Monthly status reports. Monthly status reports. 165

174 nts Create staff indicators on gender for performan ce appraisals Create a reporting mechanis m 166

175 Project Tool 54: Checklist for a training curriculum on preventing gender discrimination in the police organisation This project tool provides a checklist for developing the content of a training curriculum on preventing gender discrimination and implementing gender equality in the police. Subject What is gender discrimination? What is meant by equal opportunities? Legal definition of gender discrimination. Laws related to gender discrimination What kinds of behaviour constitute gender discrimination Recognising gender discrimination Complaint and investigation process in the organisation. Responsibilities of the supervisor Prevention of retaliation Description Overall discussion on dynamics of gender discrimination in the police organization and how they affect officers in the organisation and working relationship with communities. Emphasise that these acts will not be tolerated. Discuss about gender discrimination in human rights law/international law Provide legal codes and provisions (national and international law such as national constitution, regional and international conventions the government has acceded to i.e. CEDAW, ICESCR, ICCPR, CRC etc.) Provide specific examples and cases to illustrate them. Include the outcome of the case. Provide examples on how to recognize (i.e. signs) gender discrimination (i.e. gender bias in recruitment, promotions etc.). Explain measures an officer can do when faced with gender discrimination (formal and informal measures established in the organisation). Provide details on where to file complaints and contact persons, officer s rights. Provide the duties and responsibilities of the supervisor what they should do (i.e. objective criteria in rating performance appraisals); take immediate action (i.e. during recruitment, interviewers who present gender bias are removed from the panel); be proactive in preventing gender discrimination. Explain ways on how to prevent retaliation. 167

176 Project Tool 55: Checklist for a training curriculum on preventing sexual harassment, sexual exploitation and sexual abuse in the police organisation This project tool provides a checklist for developing the content of a training curriculum on preventing gender discrimination and implementing gender equality in the police. Subject What is sexual harassment, sexual exploitation and sexual abuse and why does it occur? What sexual harassment, sexual exploitation and sexual abuse are not Description Overall discussion on dynamics of sexual harassment, sexual exploitation and sexual abuse (i.e. issues of power and control) and how they affect officers in the police organisation and working relationship with communities. Emphasise that these acts will not be tolerated. Explanation on types of relationships that are not sexual harassment (i.e. mutually desired relationships). Explanation that for children (i.e. below 18 years old as per the international standard on the Convention on the Rights of the Child) consent cannot be used as a justification since they do not have the developmental maturity to understand sexual acts. Legal definition of sexual harassment, sexual exploitation and sexual abuse. Laws related to sexual harassment, sexual exploitation and sexual abuse What kinds of behavior constitute sexual harassment, sexual exploitation and sexual Discuss about the elements of the legal definition of these acts. Provide legal codes and provisions (i.e. penal code, civil code etc.). Provide specific examples and cases to illustrate them. Include the outcome of the case i.e. sanctions, fines and criminal liability. 168

177 abuse Policy of the organisation about sexual harassment, sexual exploitation and sexual abuse Recognising sexual harassment, sexual exploitation and sexual abuse Complaint and investigation process in the organisation. Responsibilities of the supervisor Prevention of retaliation Explain the key provisions of the policy and how they apply to staff members. Provide examples on how to recognize (i.e. signs) of sexual harassment, sexual exploitation, sexual abuse. Explain measures an officer can do when faced with sexual harassment, sexual exploitation and sexual abuse (formal and informal measures established in the organisation). Provide details on where to file complaints and contact persons, employee rights. Provide the duties and responsibilities of the supervisor what they should do (i.e. immediately stop harassing behaviour) and not do (i.e. not participate in sexual harassment, sexual exploitation and sexual abuse; take immediate action when a case has been brought to them; be proactive in preventing these types of actions and retaliation). Explain ways on how to prevent retaliation. 169

178 Project Tool 56: Checklist for integrating gender concerns into policies within the police This project tool provides a set of questions as a checklist to know if gender perspectives are mainstreamed into a policy review or development process. Checklist for integrating gender concerns into policies within the police Questions regarding content 1. Does the policy, SOP, directive etc. address the different needs of female and male police officers? 2. Does the policy use gender-neutral language? 3. Is there a specific provision on non-discrimination based on gender and equal opportunities for women? 4. Are gender concerns mainstreamed throughout the policy document? Questions regarding process 5. Are both women and men represented in the policy review team? 6. Have both female and male beneficiaries been consulted in the review process? 170

179 Project Tool 57: Template for a monitoring and evaluation framework This is a template for a monitoring and evaluation framework. It has text sample to facilitate the type of information which should go on each column. This tool should be adapted to the needs and the context of the host State. Expected results What do you want to achieve? Indicator Definition Data collection method What are you measurin g? How is data calculated? How is data to be obtained? Base line What is the curre nt value? Target What is the target value? Frequ ency How often will data be meas ured? Respon sible Who will measure the data? Repo rting How will it be report ed? Resour ces Estimat e of resourc es require d and committ ed for carrying out planned monitori ng activitie s. Risks What are the risks and assumptions for carrying out the planned monitoring activities? How may these affect the planned monitoring events and quality of data? 171

180 Goals Increase female representat ion to 20% in five years Outputs 30% of women registered for recruitment pass the tests per year for five years Percenta ge of female police officers in the police Percenta ge of female recruits who pass the test Number of female police officers divided by the total number of police officers multiplied by 100. Note: This percentage should only consider staff who have undergone police training. Civilians are not included. Number of female candidates who successfully pass the recruitment tests divided by the total number of female candidates who registered multiplied by 100. Human resources statistics (report) Police recruitment statistics (report) 15% 20% Biannua lly 15% 30% Biannua lly Human Resourc es Departm ent Recruit ment Section Biannua l report to the Head of Police Biannua l report to the Head of Police One staff officer One staff officer Socio-cultural and personal obstacles for women in joining the police (e.g. lack of interest, lack of skills, negative social perception on the police as a profession for women). Accuracy of data 172

181 Project Tool 58: Template for a report on implementing a gender policy This project tool provides a template for police sections/units/departments in reporting about the implementation of a gender equality policy. Adapt this tool according to the gender equality policy and request police sections/units/departments to submit the reports according to an agreed timeframe. Template for a report on implementing a gender policy 1. Name of department/division/office/unit/section: 2. Period under review: From day/month/year to day/month/year; or 1 st quarter report (indicate year) or annual report (indicate year) 3. Executive summary: Provide a summary of the key points in the report highlighting progress and achievements towards identified goals, implementing strategy and action plan. Include challenges and recommendations. 4. Introduction: Give a brief overview of the issues that are covered in the report. 5. Purpose of the report: Outline why you are reporting (for instance, to report on progress made in the implementation of the gender policy since the last report was submitted). 6. Major activities in the implementation of the gender policy: I. Recruitment: Indicate the number and percentage of female and male officers and civilians recruited during the period under review and give reasons for the differences if any with 173

182 the previous report. Compare with an identified target goal. If there is gender imbalance, indicate reasons why (i.e. positive action towards recruitment for women, etc.). Indicate if your department/division/office/unit/section has established a related policy, implementing strategy and action plan and report on progress made. What activities have you undertaken, who has participated (indicate female and male) and what has been the impact? II. Deployments, assignments, placements and transfers: Indicate the number and percentage of female and male officers and civilians the deployments, assignments and transfers made during the reporting period. Indicate if your department/division/office/unit/section has established a related policy, implementing strategy and action plan and report on progress made. What activities have you undertaken, who has participated (indicate female and male) and what has been the impact? III. Training: Indicate the number and percentage of female and male officers and civilians trained by course type, present in table format and compare the figures with previous report and with an identified target goal. Explain the decrease or increase in numbers. Indicate if your department/division/office/unit/section has established a related policy, implementing strategy and action plan and report on progress made. What activities have you undertaken, who has participated (indicate female and male) and what has been the impact? IV. Promotions: Indicate the number and percentage of female and male officers and civilians promoted during the period under review and compare figures with previous reports and with an identified target goal. Give reasons for any increase or decrease. Indicate if your department/division/office/unit/section has established a related 174

183 policy, implementing strategy and action plan and report on progress made. What activities have you undertaken, who has participated (indicate female and male) and what has been the impact? V. Welfare: Indicate family-friendly programmes and policies that have been put in place during the reporting period; types of specific needs of female officers that have been addressed. Indicate if your department/division/office/unit/section has established a related policy, implementing strategy and action plan and report on progress made. What activities have you undertaken, who has participated (indicate female and male) and what has been the impact? VI. Gender awareness campaigns: Indicate number of workshops/seminars conducted within the institution and the different target groups e.g. senior management, middle management etc. Indicate if your department/division/office/unit/section has established a related policy, implementing strategy and action plan and report on progress made. What activities have you undertaken, who has participated (indicate female and male) and what has been the impact? VII. Reports received on sexual harassment/abuse: If included in the gender policy and not a separate policy, indicate the number and percentage of female and male officers and civilians who reported cases of sexual harassment and abuse. Indicate what actions have been taken. Indicate if your department/division/office/unit/section has established a related policy, implementing strategy and action plan and report on progress made. What activities have you undertaken, who has participated (indicate female and male) and what has been the impact? VIII. Budget allocation towards gender issues: Indicate the funds allocated towards gender as compared with other budget lines. 175

184 Other Activities: Report on any other gender-related activities undertaken by your department/division/office/unit/section, who has participated (indicate female and male) and what has been the impact? Challenges: Outline the challenges faced in implementing the policy during the period under review. Recommendations: Indicate the recommendations you propose to overcome the challenges outlined above. 10. Conclusion: Outline steps to take in the future to implement the recommendations, what are the priority areas for your department/division/office/unit/section and how to improve the reporting process. 176

185 Project Tool 59: Template for a report on implementing a policy on sexual harassment, sexual exploitation and sexual abuse This project tool provides a template for police sections/units/departments in reporting implementation of a policy on sexual harassment, sexual exploitation and sexual abuse. Adapt this tool according to the policy and request police sections/units/departments to submit the reports according to an agreed timeframe. 1. Name of department/division/office/unit/section: 2. Period under review: From day/month/year to day/month/year; or 1 st quarter report (indicate year) or annual report (indicate year) 3. Executive summary: Provide a summary of the key points in the report highlighting progress and achievements towards identified goals, implementing strategy and action plan. Include challenges and recommendations. 2. Introduction: Give a brief overview of the issues that are covered in the report. 3. Purpose of the report: Outline why you are reporting (for instance, to report on progress made in the implementation of the gender policy since the last report was submitted). 4. Major activities in the implementation of the policy on sexual harassment, sexual exploitation and sexual abuse a. Establishment of related policies, implementing strategy and action plan: Indicate if your department/division/office/unit/section has established a related policy, implementing strategy and action plan and report on progress made. b. Complaints: If your department/division/office/unit/section is dealing with complaints: i. Indicate the number and percentage of female and male officers and civilians who reported cases of 177

186 sexual harassment and abuse. Indicate the number of cases under investigation, pending and resolved. What is the average duration for a case to be resolved? What actions have been taken? ii. Indicate the results of the monitoring of performance appraisals of the persons who have made complaints for retaliation. What actions have been taken for those who have used performance appraisals for retaliation? iii. Indicate the level of satisfaction in the complaints procedure for the persons who have lodged complaints (i.e. confidentiality, prompt and adequate response etc.). iv. Indicate measures you have implemented to encourage reporting (i.e. setting up of focal persons etc. indicate how many and their sex, confidentiality, psychological support etc.). c. Preventive and corrective measures: Provide an overview of all preventive measures taken with a view to ensuring a harmonious work environment and protecting staff from prohibited conduct, and corrective measures taken, as well as any evaluations or assessments relating to such measures and/or activities. Indicate who has participated in the activities (number and percentage of female and male) and what has been the impact? i. Duties of commanders, supervisors and heads of departments: Indicate the activities that have been undertaken particularly by commanders, supervisors and heads of your department/division/office/unit/section, who has participated (indicate female and male) and what has been the impact? d. Training: i. Indicate the number and percentage of officers and civilian staff (male and female) who have undertaken 178

187 the mandatory training. Indicate the number and percentage of your staff who have not undertaken the mandatory training. ii. Indicate the number and percentage of commanders, supervisors and head of the department/division/office/unit/section who has undertaken the specific training for them. 5. Other Activities: Report on any other related activities undertaken by your department/division/office/unit/section, who has participated (indicate female and male) and what has been the impact? 6. Challenges: Outline the challenges faced in implementing the policy during the period under review. 7. Recommendations: Indicate the recommendations you propose to overcome the challenges outlined above. Conclusion: Outline steps to take in the future to implement the recommendations, what are the priority areas for your department/division/office/unit/section and how to improve the reporting process. 179

188 Lesson 2 Recruiting and Retaining Female Police Officers Project Tool 60: Checklist for assessing female police recruitment This project tool provides a checklist for assessing the policies and programmes in place to ensure equal opportunities in the recruitment and retention of female officers in the police organisation. Checklist for assessing female police recruitment in the police 1 What is the percentage of gender balance in the police? 0 5 per cent 5 10 per cent per cent above 20 per cent (specify) 2 Provide statistics on the distribution of female police officers across the ranks within the police service. 3 Are female officers represented in various sections of the police? Intelligence Law enforcement Judicial police Public security Other: Please specify 4 What measures have been used to recruit women? Recruitment criteria and process reviewed for adverse impact on women Training for recruitment tests Recruitment campaign focused on women Quota set in place for women. If yes, specify the quota Other: Please specify 5 Is gender-related concepts part of the basic training curriculum in the police academy? 6 Do policies/guidelines in the police have equal opportunities provisions in the following areas: Recruitment Retention Promotion Management level 7 Do the police have a policy on gender equality? 8 Do the police have a policy against sexual harassment sexual 180

189 exploitation and sexual abuse? 9 Do the police have preventive and disciplinary mechanisms for gender discrimination and sexual harassment, sexual exploitation and sexual abuse? 10 What measures have been used to retain female police officers? By promotion within the police By being part of the decision making processes By nomination in senior management Other: Please specify 181

190 Project Tool 61: Needs assessment questionnaire This tool provides sample questions for discussion with female police officers that include the effectiveness of sensitization campaigns for recruitment, barriers within the recruitment criteria and procedures, implementation of equal opportunities provisions in the policies of the police service, and strategies and interventions for retaining female officers. Needs assessment questionnaire 1 How did you get to know about a career in police? Job fair or recruitment campaign organized in the community Job fair or recruitment campaign organized in school / university Radio Television broadcast Newspaper Poster Brochure Other, please specify 3 Do you feel that any of these recruitment criteria discriminate against women? Physical criteria (minimum height etc.) Physical fitness criteria Psychological criteria Medical criteria Education criteria Citizenship criteria Other, please specify 182

191 4 Do you feel that any of the recruitment processes discriminate against women? Advertising process (how are police jobs advertised) Application process (specific questions) Screening process Test process o Status test (e.g. citizenship, possession of or ability to obtain a driver s license, residency, and service in the military, educational level, age) o Physical tests Physical agility or fitness test Height-weight proportionate test Vision requirements Medical examination (e.g. cardiovascularpulmonary test (treadmill), hearing test, vision test, blood test etc.) o Mental tests Intelligence, knowledge, aptitude test Psychological test o Vetting Background investigation Drug tests o Test of ability to communicate Application form Written tests Oral interview Selection and composition of recruiters Recruiters for physical tests 5. Oral interview panel board members Medical test practitioners Psychological test practitioners 183

192 Project Tool 62: Terms of reference of the Recruitment Committee This project tool provides a template for terms of reference of a Recruitment Committee. It outlines the main headings and sub-headings that can be used, as well as sample content that can be adapted according to the context of the host State police. Recruitment Committee Terms of Reference IX. Introduction G. Purpose [Provide a brief description of the reason for writing terms of reference for a Recruitment Committee focused on addressing the recruitment and retention of women in the police.] [Example] 1. The Terms of Reference (TOR) outline the objectives, functions and organizational settings of the steering and coordination mechanism that should be in place for reviewing and revising the police recruitment criteria to ensure gender sensitive standards and processes, as well as, developing a targeted recruitment and retention initiative for women. H. Rationale [Include key documents / events that led to the decision to develop a gender-sensitive recruitment and retention initiative. Provide the justification for creating a committee.] [Example] 2. The police needs to reflect the image of the community they serve in terms of gender and cultural representation. This supports the principle of democratic policing and legitimacy. Having equal opportunities processes in place for recruitment and retention will assist the police to promote the full capacities of both female and male officers, stimulate motivation and improve performance. 3. On [day month year], the [refer to official document from police, relevant ministry etc.] 184

193 highlighted the equal rights of women and men. 4. On [day month year], [name of person refer to a person of authority] stressed during [event] the importance of gender sensitive policing [provide emphasis on importance of the participation of women within the police organization]. 5. The urgent need to establish a Recruitment Committee arises from the following issues (a) complexity involved in implementing gender mainstreaming which is cross cutting in the police organisation, (b) high coordination demands and requirements that involve multiple partners, and (c) determined sensitization and capacity building needed for all officers from command to subordinates to challenge deep set social and cultural beliefs and attitudes on the roles of women and men. I. Scope and overview [Provide to whom the terms of reference apply and how.] [Example] X. Terms of reference 6. The Terms of Reference primarily apply to the steering and coordination mechanism formed by the Recruitment Committee. 7. The Recruitment Committee shall provide strategic coordination, direction and guidance to the development of a recruitment and retention initiative for women. J. Objectives [Provide the objective of the policy committee. What does it aim to achieve?] [Example] 8. The Recruitment Committee will secure continuous engagement and strategic coordination of all stakeholders including at the highest level. It shall oversee the overall development of the aforementioned initiative. 185

194 K. Functions [Provide the duties and responsibilities of the Recruitment Committee.] [Example] 9. The Recruitment Committee, in carrying out its duties, shall: (a) Develop and adopt a strategy and action plan to ensure the creation of the aforementioned initiative; (b) Oversee the implementation of the strategy; (c) Support strategic collaboration and cooperation between the various national, regional and international actors; (d) Set thematic and financial priorities; (e) Adopt resource mobilization activities if required and engage in donor mobilization efforts. L. Organisational settings [Provide the members and the organizational structure of the policy committee. Identify the duties of the members of the committee.] [Example] 10. The Recruitment Committee shall be composed of: [provide the entities who are the members] (a)., (b)., (c)., (d).., (e), (f), (i) other possible participants, deemed appropriate. 11. The Chair of Committee shall be. After consultation with all members and in addition to standard responsibilities, the Chair shall: (a) determine the date and venue of meetings, (b) inform all members of significant developments brought to his/her attention in between regular meetings, and (c) circulate relevant documents in relation to decision making. 12. The Recruitment Committee shall convene at least X times per [week, month]. 13. Decision making of the committee shall be in consensus of the members specified in the above paragraph. 14. Secretariat services for the Recruitment Committee shall be provided by [name of entity], and shall entail, but not be limited to, (a) planning and organizing meetings called upon by the Chair, (b) provision of meeting agendas 186

195 and minutes, (c) documentation, communication, information sharing and ensuring follow-up of decisions in a timely manner, and (d) perform other duties related to the servicing of the committee, as deemed appropriate. XI. Dates [Provide the date when the terms of reference comes into effect.] [Example] 15. The Terms of Reference shall come into effect on [e.g. immediately; immediately upon consensus of Etc.]. XII. Reference Include national official guidance documents and guidance. Include relevant international official documents. 187

196 Project Tool 63: Checklist for reviewing and developing a job description for a police officer This project tool provides a checklist on good practices for reviewing and developing a job description for a police officer that is based on the actual duties and responsibilities performed by officers. Checklist for reviewing and developing a job description for a police officer 1. The job description accurately reflects the duties that police officers are expected to perform. 2. Community input was obtained when developing the job description. 3. The job description has been reviewed to ensure that it is job-related. 4. The job description describes and emphasizes community-oriented policing activities along with traditional law enforcement duties. 5. The job description emphasizes the following knowledge, skills, and abilities: o The ability to communicate with diverse community members. o Knowledge of the value of cultural diversity. o The ability to de-escalate violent situations. o The ability to mediate disputes. o The ability to organize and work cooperatively with community groups. o The ability to communicate with diverse groupings of people. o The ability to develop and prioritize solutions for crime and community livability problems. o The ability to empathize with those holding different values. o The ability to work cooperatively with other governmental and social service agencies. o The ability to identify proactive measures to prevent problems and enhance community liveability. o The ability to handle conflicting priorities. Source: Harrington (2000) 188

197 Project Tool 64: Checklist for developing a recruitment brochure targeted at women This project tool provides the elements that should be included in a recruitment brochure or leaflet for a career in policing that especially targets women. Use this tool when developing recruitment brochures or leaflets in the police. Checklist for developing a recruitment brochure for women Develop targeted campaign materials for women in the local language (i.e. brochure, leaflet, public service announcements, video clips and broadcasts). The key message should be We have women role models in our departments. We want women. We welcome women. Women are leaders and have access to an upwards career path. Women have career opportunities in all areas, including in special operations. The brochure should include the following: 1. Philosophy of the police service (i.e. slogan used in public information materials). Include benefits in working with communities to prevent and solve crimes and assisting people in crisis. 2. Photos of female police officers in action (e.g. including high ranking officers and quotes on what motivates them in their job) 3. Benefits programme (including salary, health insurance, maternity leave, education grant, pension, etc.) 4. Commitment to equal opportunities (i.e. policies on gender equality etc.) (if any) 5. Work-life balance programmes (e.g. measures in place, quotes of how female police officers balance their career and family responsibilities) 6. Career and advancement opportunities 7. Criteria for eligibility (e.g. minimum criteria such as age, education, physical requirements, etc.) 8. Application and testing process in detail (provide information on the types of tests to be conducted and how applicants can prepare for them) 9. Description of training programmes in the police academy and 189

198 field training (include duration of training etc.) 10. Telephone number and website for more information 11. Schedule of career orientation and awareness raising sessions (date, time, venue) Sources: Harrington (2000) Milgram (2002) 190

199 Project Tool 65: Checklist on advertising a career in policing for women This project tool provides the different strategies to reach out to women in advertising a career in policing. Use this tool when developing a recruitment campaign that targets women. Checklist on advertising a career in policing for women 1. Map the community to seek out women o Female-dominated occupations for example, teachers, childcare workers, secretaries, clerical support personnel Community meetings Locations frequented by women (e.g. schools, markets, public transportation, beauty salons, community centers, shops, bookstores, women s sports associations or clubs and cinemas) o Women who may be likely interested in policing such as Women who are physically fit (e.g. sports clubs, gym etc.) Women in traditionally male studies (e.g. engineering, mechanics, electronics etc.) Women connected to law enforcement (e.g. wives, daughters, sisters, civilian workers etc.) Women who are the main wage earner for the family 2. Develop and distribute flyers, brochures, and other information materials in areas where women are likely to visit (see above on targeting potential female recruits). Consider areas where community members, particularly women are likely to gather such as around shaded areas (consider putting up posters on trees, street poles), market roads etc. 3. Place advertisements on-line and in print media. Identify free media coverage to advertise a career in policing featuring female police officers, including a schedule of career orientation sessions and recruitment entry examinations. Local newspapers (e.g. career orientation listed under Events ) Municipal, state employee newsletters Career centres 191

200 Women s journals/magazines including under job postings where women are likely to look into such as educators/teachers, administrative staff, secretary Radio Television Videos Social media 4. Organise police career orientation events for women Schedule media broadcasts and announcements (i.e. public service announcements) prior to the planned recruitment sessions to ensure maximum outreach to the general public. Schedule of visits to schools Schedule of visits to communities Schedule of career fairs Source: Harrington (2000) 192

201 Project Tool 66: Checklist for application and screening of applicants This project tool provides a checklist when reviewing the application form for police recruitment and screening. Use this tool when developing a recruitment campaign that targets women. Checklist for application and screening of applicants 1. The criteria on the police application form do not have a negative effect on women: Age Education Drivers license Citizenship Others: Please specify 2. Ensure that the application forms are distributed to women: Schools Markets Public transportation Beauty salons Community centers Shops Bookstores Women s sports associations Women s clubs Cinemas 3. Explain to women the information required on the application form and how to fill it in. Instructions circulated with the application form Explanation during career orientation sessions 4. Details for submission are indicated on the application form. Place of submission (complete address) Deadline Contact information 193

202 Project Tool 67: Sample Police Application Form This project tool provides a sample police application form. Adapt this form to the recruitment requirements of the host State police. Sample Police Application Form First Name Middle Name Last Name Marital Status Contact Postal address: Women are encouraged to apply Telephone: Date of birth Place of birth Sex Female Male Citizenship Criminal Record Have you ever been found guilty of a criminal offence (include family/domestic incidents)? Yes No Health (physician s certificate): Physical fitness: Mental fitness: Education (list type of diplomas/certificates received, name of school/academic institution, date) Employment (list employment record: name of institution, name of supervisor, contact details, duration of employment) References (list 3 to 5 people who know you well such as co-workers, social and family friends. Do not include relatives and employers.) Where did you hear about a police career? newspaper 194

203 internet television radio career fair poster other By signing this form you confirm that all the information given above is true. Signature: Place: Date: 195

204 Project Tool 68: Checklist for physical tests and medical examination This project tool provides a checklist on assessing physical tests, including physical fitness and medical examinations, and whether they reflect the actual physical duties required to perform police duties. It also evaluates the adverse effect of the tests on women and what can be done about it. Adapt the tool according to the requirements of the host State police. Checklist for physical tests and medical examination Physical tests 1. The physical test requirements have been reviewed to identify a set of criteria that currently reflect the physical duties actually performed by police officers. For example, currently serving police officers have been requested to pass the physical requirements in the test. In the case where they failed the test requirement but still demonstrated effectiveness in their job, the requirement was eliminated. 2. Physical test criteria that form a minimum requirement for police work and those that are specialised physical duties required for the job are identified. The former are included in the recruitment test and the latter are taught and tested during the training academy. 3. The criteria for the physical tests have been updated according to the above results. 4. An analysis is made whether the updated criteria have an adverse effect on women. 5. A training programme is developed to prepare the candidates on the test criteria that have been identified to present an adverse effect on women. 6. An on-going physical conditioning programme is set up in the police organisation for all officers that require them to pass a regular physical test once they have joined the organisation (e.g. annual physical test). Medical examination 1. Medical criteria that are tested during the medical examination are gender sensitive. 2. Medical personnel have been screened for gender bias and any 196

205 history of improper behavior with patients. 3. Medical personnel have a thorough understanding of the job description and the physical requirements of the job. 4. Women are not screened out due to abortions or recovery from forms of cancer unique to women. 5. Medical personnel are required to submit a written report documenting the reasons for rejection of any candidate, a copy of which is provided to the candidate. Source: Harrington (2000) 197

206 Project Tool 69: Checklist for intellectual aptitude tests and psychological assessments This project tool provides a checklist on mental tests including intellectual aptitude tests or written tests and psychological examination. Adapt the tool according to the requirements of the host State police. Checklist for intellectual aptitude tests and psychological examination Intellectual aptitude tests / written tests 1. The intellectual aptitude test or written test has been designed by subject matter experts that include police officers currently performing or have performed the job. The experts are diverse and include women. 2. The test does not ask questions about police procedure or laws since these topics are taught and tested in the police academy. 3. The test includes questions that measure skills and abilities needed for community-oriented policing. 4. Test questions are analysed to identify if they have an adverse impact on women. 5. Test questions that have been identified to have an adverse impact on women and cannot be shown to predict job success are eliminated. Psychological examination 1. Test questions include questions related to the tendency to use physical force or violence. 2. Test questions include questions related to the tendency to use sexual and gender-based violence (SGBV) (e.g. sexual abuse, child abuse, sexual harassment, domestic violence etc.). 3. Test questions include the ability to de-escalate violence communicate efficiently 198

207 be compassionate 4. Psychologists are screened for gender bias. 5. Psychologists are trained on the following: job description screening out of persons with a tendency to use violence, including SGBV Screening in of persons with skills related to community-oriented policing. Source: Harrington (2000) 199

208 Project Tool 70: Checklist on oral assessments This project tool provides a checklist on the selection and training of interview recruitment panellists and the types of questions they should ask. Adapt the tool according to the requirements of the host State police. Checklist on oral tests Selection and training panel interviewers 1. The oral interview panel is gender and ethnically diverse, and include members of the local community. 2. Panellists have all been screened. All selected panellists are supportive of women in policing. 3. Panellists are trained about how to prevent gender discrimination in the interview process, to include. Overview of discrimination law (e.g. Constitution, international conventions etc.) and the concept of adverse impact as they apply to the oral interview process. How personal bias can affect ratings, even at a subconscious level and the need for consistently applied and objective evaluation criteria. A review of the job description for law enforcement officer and the knowledge, skills, and abilities the raters should be looking for. A review of the questions to be asked and the reasons for each question. Any follow-up questions permitted are clearly delineated. Types of questions that should never be asked. Raters should never ask a question not on the list. Explanation of the rating system and how to assign a score or rating. Review and evaluation of ratings for gender bias. 4. All panelists are evaluated for possible gender bias. Any panelist who consistently scores equally qualified women lower than men is removed. Types of question to include in an oral interview 1. All questions are job-related and nondiscriminatory and have been reviewed by a legal or human resources expert accordingly. 200

209 2. The same questions are asked of each candidate. 3. The following are a few examples of how oral interview questions can be used to probe sensitive issues such as use of force, attitudes toward women, community focus, and ability to mediate disputes. Please describe what you have done for your community without receiving pay for doing it. (Reveals whether the person has a commitment to the community and to public service.) Have you ever known a victim of domestic violence? What types of things do you think would be important to do for a victim of domestic violence? (Does the candidate understand any of the issues about domestic violence and the need to provide assistance to the victim? Is the candidate sympathetic?) When would it be appropriate for a husband to use physical force against his wife or children? (Further probes attitudes about domestic violence.) What types of people do you have the most trouble dealing with in tense situations? Why? (May identify biases.) Have you ever been involved in a physical fight? What led up to it? How did you feel about the outcome of it? (Seeks information about resorting to physical force.) Imagine that you are a police officer and have been sent to a call about a neighborhood disturbance. When you arrive, you discover two men yelling at each other and pushing each other. They are fighting about who owns a tool. How would you handle this situation? (Looks for mediation skills, not for knowledge of police procedures or the law.) If you were a police officer, what do you think would be the biggest challenge in working with a partner of the opposite gender? (Examines possible gender bias.) Source: Harrington (2000) 201

210 Project Tool 71: Checklist on background investigations and vetting Checklist on background investigations and vetting 1. Background investigators are selected and screened for gender bias. 2. Background investigators are trained on the job description and the required skills and competencies, how to avoid gender bias and the questions to be asked. 3. The format for background investigations has been developed (number of references to check, neighbourhood visit, obtaining criminal records etc.) 4. Background investigations include checking the candidate s attitudes for gender bias (i.e. negative attitudes on women). 5. Background investigations include screening for crimes related to sexual and gender-based violence (e.g. domestic violence, sexual harassment etc.), as well as child abuse (e.g. sexual abuse, child maltreatment etc.). 6. The candidate is screened for other types of crimes and criminal records have been obtained. 7. Written reports have been submitted on all background investigations. Source: Harrington (2000) 202

211 Project Tool 72: Template strategy for increasing the recruitment of female police officers This project tool provides a sample template for a strategy on increasing the recruitment of female police officers. Adapt this tool in the context of the host State police. Recruitment Review Committee Template strategy for increasing the recruitment of female police officers I. Background [This introductory part includes the purpose and rationale for the strategy. Outline the purpose of the strategy. Provide key events that led to the decision to increase the recruitment of women in the police.] [Example] In [country], women still suffer from the effects of past discrimination and unequal status with men in the political, economic, social and cultural aspects of life. These gender disparities also affect the police and other law enforcement institutions. The reform and restructuring efforts in a post-conflict environment provide an opportunity to redress the gender imbalance in the police service. Women remain under-represented within [name of police organization], in particular, in leadership positions. Discriminatory criteria, policies and procedures may be in place implicitly or explicitly that prevent women from applying to and qualifying for recruitment to the police organisation. A particular effort therefore needs to be made in addressing discriminatory effects faced by women. II. Policy framework [Provide the policy framework for gender equality. Include applicable national and international guidance documents.] [Example] Relevant international conventions adhered to by the country (e.g. Convention on the Elimination of all Forms of Discrimination against Women (CEDAW), International Covenant on Civil and Political Rights (ICCPR), International Covenant on Economic, Social 203

212 and Cultural Rights (ICESCR) etc.) Constitutional provision referring to equal rights between women and men National laws, policies on the equal rights between women and men (e.g. minimum quotas for women established in public administration etc.) National Action Plan relevant to the advancement of the status of women (e.g. Security Council Resolution 1325 National Action Plan etc.) Police development plan Other relevant official documents III. Situation analysis [Provide a brief analysis of the situation of the recruitment of women in the police organization. Include quantitative (number of female police officers commissioned, non-commissioned, by rank etc.) and qualitative data (e.g. access to services, promotions, training etc.).] [Example] Gender discriminatory criteria in the recruitment process tend to eliminate women from qualifying in the police training academy. This includes an emphasis on the use of force in the job description, the use of male standards in the physical fitness criteria, testing for specialist knowledge on police procedures and laws, inappropriate questions asked during the oral interview and dismissal during pregnancy. The recruitment process does not take into account the abilities of applicants to engage with the community and in problem solving techniques for which women have specific skills. The process inadequately addresses the opportunity to test applicants for gender discriminatory behaviour and their tendency to use violence, including sexual abuse and domestic violence. IV. Strategic priorities [This part provides the main direction and thematic areas to be adopted to increase the recruitment of women in policing. Include a description of each thematic area, outlining its importance and the general course of action to address it.] 204

213 [Example] The goal of this recruitment strategy is to increase the number of female police officers to [x] per cent by [x] date. The following four priorities will be undertaken to reach this goal. i. Priority 1: Gender-sensitive recruitment criteria It is important to undertake a systematic review of the recruitment criteria and process to determine any negative impact on women. Discriminatory recruitment criteria and processes can be identified by analysing the number or percentage of women and men who pass them. For example, a 4/5th or 80% rule can be used which means that if at any step of the process, less than 80% of female candidates pass in relation to the group with the highest pass rate, then the test has an adverse impact to women. It would therefore need to be examined if the test is job-related and to find ways to minimise its adverse impact. Gender sensitive criteria needs to be developed accordingly and in relation to a review of the job description of police functions. Job descriptions should reflect the actual skills and competencies needed for the job. ii. Priority 2: Recruitment campaign When looking for candidates for police recruitment, it is a common belief that there are no women. The population is however made up of 50 percent women and women are interested in a career like anyone else that provides job satisfaction. Therefore a recruitment campaign should be developed specifically for women that counter the negative messages women receive about policing careers. It also should include a detailed mapping of the community to identify efficient advocacy efforts to reach women. iii. Priority 3: Capacity building of female applicants Historical discriminatory practices in the society put women at a disadvantage when competing for recruitment in the police. Generally, women tend to have less access to education and resources than men that impact their chances to succeed in the recruitment tests. 205

214 Therefore, it is necessary to establish specialized training and other types of affirmative action to address prevailing discriminatory practices and enable women to compete with equal opportunities for recruitment. iv. Priority 4: Selection, training and monitoring of recruiters Recruiters may have conscious or unconscious prejudice against women serving as police officers that affect their evaluation of female applicants. Therefore, recruiters should be carefully selected through a detailed interview to eliminate those with gender discriminatory beliefs. All recruiters should be supported of women serving as police officers. Once selected recruiters should be trained on how gender discrimination can affect ratings. Finally, recruiters need to be monitored. Anyone who is found to systematically rate women at a lower level than men should be taken off the panels. V. Implementation and coordination [Provide the organizational structure that will be responsible to implement the strategy. Include instructions for coordination with various partners and stakeholders.] [Example] Secretariat services for the Recruitment Review Committee will be provided by [provide name of entity within the police organization e.g. the Department of Human Resources / Office for Gender Equality etc.), and shall entail, but not be limited to, (a) planning and organizing meetings called upon by the Chair of the Policy Committee, (b) provision of meeting agendas and minutes, (c) documentation, communication, information sharing and ensuring follow-up of the Recruitment Review Committee decisions in a timely manner, and (d) perform other duties related to the servicing of the Recruitment Review Committee, as deemed appropriate. VI. Monitoring and evaluation [Provide information on the entity responsible for monitoring and evaluating the implementation of the 206

215 strategy.] [Example] The implementation of the strategy will be monitored and evaluated by the Recruitment Review Committee. VII. Risk factors [Provide a risk analysis what are the factors that can hinder the implementation of the strategy and how can these be mitigated.] [Example] The successful coordination of this strategy is dependent on adequate human and financial resources. The full support of all stakeholders is needed to ensure effectiveness of the strategy. VIII. Review [Provide information on the date the strategy will be reviewed.] [Example] The strategy will be reviewed in [x number months e.g. six months]. 207

216 Project Tool 73: Template action plan for increasing the recruitment of female police officers Template action plan for increasing the recruitment of female police officers No. Objectives Activities Outputs Outcome s Human resources required Financial resources required Expected date Indicator of achievement Monitoring and evaluation What do you want to achieve and how? What activities need to be implemented to achieve the objectives? What are the quantifiable results/products of the activities? Impacts Who are the implemente rs involved? What are the financial resources required? When will the output be completed? How will you know you are progressing towards your objective? How will you track progress on your objective? 1 Establish a Recruitment Committee Identify members. A list of police leadership and relevant authorities invited to be members. Strength ened engagem ent of high level authoritie s Host State police/unp OL None Deadline - DD/MM/Y YYY Number of invitations sent. Monthly status reports. Develop a terms of reference. Terms of reference agreed. Deadline - DD/MM/Y YYY Submitted drafts. Monthly status reports. 2 Develop a strategy and action plan. Organise a strategy meeting with the Recruitment Committee. Establish a recruitment goal (e.g. reach [x] percent female representation in the police) Strategy and action plan Improved planning of activities to ensure success. Host State police/unp OL/Recruit ment Committee members Funds for a meeting/w orkshop Deadline - DD/MM/Y YYY Submitted drafts. Monthly status reports. 208

217 3 Assess recruitment criteria Establish working groups by subject matter (e.g. (a) job description; (b) selection process; (c) recruitment; (d) training, mentoring, (e) performance evaluation, and awards; (f) family issues, sexual harassment, retaliation, internal affairs, and the discipline system) Report and recommendation s. Improved gendersensitive recruitme nt criteria and selection process. Host State police/unp OL/ Experts on police recruitment examiners/ experts on equal opportuniti es in employmen t/lawyers legal advisers Funds for workshop s Deadline - DD/MM/Y YYY Submitted drafts. Monthly status reports. 4 Update job description and recruitment criteria / processes Integrate the recommendations above to update the job description and recruitment criteria to ensure gender-sensitivity Updated job description and recruitment criteria/processes Improved gendersensitive recruitme nt criteria / selection process. Host State Police/UNP OL None Deadline - DD/MM/Y YYY Submitted drafts. Monthly status reports. 5 Select and train recruiters Select and train recruiters according to expertise and screened for gender bias, improper behaviour towards women, and willingness to hire women. Recruiters selected Improved selection of female candidat es Host State police/unp OL Funds for training Deadline - DD/MM/Y YYY Number of recruiters selected and trained Monthly status reports. 6 Conduct a Map stakeholders List of Improved Host State None Deadline - Number of Monthly status 209

218 recruitment campaign stakeholders; - places to find female candidates - education facilities outreach to potential female candidat es. police/unp OL * DD/MM/Y YYY people stakeholders mapped. reports. - communities - partner implementers - donors - advisers Organise a recruitment outreach to schools and career orientation programmes Potential female candidates sign up for further information; submit applications Improved outreach to potential female candidat es. Host State police/unp OL Funds for meetings Deadline - DD/MM/Y YYY Number of female students attending the orientation sessions; signing up; submitting applications. Monthly status reports. Organise a recruitment outreach to communities Potential female candidates sign up for further information; submit applications Improved outreach to potential female candidat es. Host State police/unp OL Funds for meetings Deadline - DD/MM/Y YYY Number of women attending; signing up; submitting applications. Monthly status reports. 210

219 Create and disseminate public information posters, brochures, pocket size versions. Create and disseminate radio and public service announcements. Brochures, posters etc. Public service announcement Improved outreach to potential female candidat es. Host State police/unp OL Funds for materials Deadline - DD/MM/Y YYY Deadline - DD/MM/Y YYY Number of materials produced and disseminated Monthly status reports. Monthly status reports. 7 Screen application forms Identify applicants who meet basic requirements (e.g. age etc.) List of applicants who pass the screening Facilitate d selection process. Host State police/unp OL None Deadline - DD/MM/Y YYY Number of successful application forms Monthly status reports. 8 Train female applicants Provide pre-test training to female applicants List of applicants trained Improved chances to pass recruitme nt tests. Host State police/unp OL Funds for training sessions. Deadline - DD/MM/Y YYY Number of applicants trained Monthly status reports. 9 Conduct recruitment tests Hold tests based on updated job description and gender sensitive criteria (physical agility; medical examination; psychological test; intellectual aptitude test; interview etc. Written medical and psychological evaluations for rejected participants received. Increase d number of female applicant s who pass the tests Host State police/unp OL Funds for conductin g the tests Deadline - DD/MM/Y YYY Number of applicants that pass the recruitment tests Monthly status reports. Results for physical, written and oral examinations rated and received. Results for background investigations, 211

220 including criminal records received. 10 Select applicants Select applicants who pass the recruitment tests List of selected applicants Selected female applicant s Host State police/unp OL None Deadline - DD/MM/Y YYY Number of selected applicants Monthly status reports. 11 Evaluate the recruitment process Provide an analysis of the recruitments process Report Recruitment methods and procedures reviewed. Identified lessons learned and good practices Host State police/uun POL None Deadline - DD/MM/Y YYY Drafts submitted Monthly status reports. Gaps identified. Solutions and recommendation s formulated. 212

221 Project Tool 74: Checklist on non-discriminatory processes and criteria for promotions This project tool provides a checklist on establishing gender-sensitive promotional criteria and processes. Adapt the tool according to the context of the host State police. Checklist on Non-Discriminatory Promotions 1. Female police offices have equal opportunity for assignments that are traditionally male-dominated. 2. Assignments are based on a transparent, written and published assignment plan. 3. Advocacy activities are set in place to encourage female police officers to apply to promotions. 4. Promotional criteria and processes are based on the job description (actual skills, competencies and abilities required to perform duties successfully) which should include skills on problem solving and community-oriented policing and have been reviewed for gender bias (i.e. seniority, prior experience such as military, prior assignments to traditionally male-dominated areas). 5. Ratings on experience gained in traditionally female dominated areas (i.e. women and children protection, community-oriented policing etc.) are valued equally as those in traditionally male dominated positions. 6. Procedures for written and oral examinations that prevent gender bias are established (i.e. blind examinations; publication of a reading list prior to the examination to enable candidates to prepare). 7. Interviewers and examiners are screened and trained to prevent gender bias. 8. The panel for promotional examinations include female police officers and external panellists, ideally from the community. 9. Subjective performance appraisal ratings have been eliminated as criteria for promotion due to tendency for gender bias and retaliation. 10. Assignments and promotions are monitored for gender bias twice a year with the involvement of command staff. Source: Harrington (2000) 213

222 Project Tool 75: Checklist on non-discriminatory performance appraisals This project tool provides a checklist in reviewing the performance appraisal of police officers to ensure that standards used are gender-sensitive. Checklist on Performance Appraisals 1. The criteria and standards used in the performance appraisal are based on the job description that includes skills for community-oriented policing and problem solving techniques (i.e. ability to defuse tensions, communication skills) 2. The criteria and standards are reviewed by the police organisation s legal adviser or human resources department to check for gender bias. 3. Performance goals and how they are measured are set in the beginning of the performance period by the supervisor and the employee. 4. Performance ratings and expectations are the same for all officers similarly situated. 5. Performance ratings are based on observed behaviour. 6. Compliance to policies against gender discrimination is included. 7. Compliance to policies against sexual harassment, sexual exploitation and sexual abuse is included. 8. For managers, ability to ensure a work environment free from sexual harassment, sexual exploitation and sexual abuse is included. 9. Training is provided to all evaluators on the performance appraisal system and how to prevent discrimination. 10. The performance appraisal for those who have filed complaints on gender discrimination and sexual harassment, sexual exploitation and sexual abuse are monitored for retaliation. 11. The performance appraisal system is reviewed regularly and individual evaluators are assessed to correct gender bias. Source: Harrington (2000) 214

223 Project Tool 76: Checklist on implementing family-friendly policies This project tool provides a model policy on pregnancy and family-friendly work arrangements. Checklist on Implementing Family-friendly Policies 1. A model policy on pregnancy has been adopted that includes the following: a. Eligibility: The types of leave, the qualifications for each, and the lengths permitted. b. Notification and Forms: Describes any forms that need to be completed, to whom they are submitted and by when (including forms that need to be completed while the employee remains on the job and any forms that need to be completed prior to her return from maternity leave). c. Paid and unpaid maternity leave benefits d. Light duty assignments (i.e. transfer to different duties or modification of current duties) with the following characteristics: flexibility, decision to start the light duty depends on the pregnant officer and her doctor, no time limit of duration, continue to receive promotion and salary increases and unaffected retirement benefits. e. Continued access to health benefits during the leave including disability insurance etc. f. Protection from hazardous chemicals such as weapons/firearms testing (i.e. due to exposure to lead poisoning and noise from firing weapons). For example, a pregnant officer is exempted from firearms testing unless all precautions and safety measures are made. g. Maternity uniforms (provide information on how to order maternity uniforms and uniform requirements for officers working in light duties) h. Job restoration after leave 2. Childcare a. The police organisation offers on-site or off-site childcare facilities. b. A policy on flexible working arrangements and part-time work has been adopted that is available to both women and men. Source: Harrington (2000) 215

224 Project Tool 77: Checklist on creating a mentoring programme This project tool provides a checklist on establishing formal and informal mentoring programmes for women in the police. Checklist for creating a mentoring programme 1. A working group with female police officers from all ranks has been established to design, monitor and evaluate a mentoring programme. 2. A mentoring programme has been created and implemented. 3. New recruits are assigned mentors at the start of the police training academy. 4. Mentors are selected through a formal application process and peer recommendation. 5. Mentors and mentees are provided training. 6. Regular meetings with mentors and meetings (i.e. once a week during academy training, once a month during field training and twice a year after graduation) have been established. 7. A coordinator has been designated to oversee the mentoring programme. 8. Command staff meets with mentors on a regular basis. 9. The police senior management evaluates the mentoring programme on a regular basis. 10. Informal mentoring activities are set in place such as increasing the visibility of high ranking female police officers. Source: Harrington (2000) 216

225 Project Tool 78: Focus points for conducting a motivational workshop for female police officers Focus points for conducting a motivational workshop for female officers 1. The changing roles of women and men in society and its impact on the police organisation. 2. The increasing numbers of women in the police and the impact on changing police culture. 3. The difference women can make in the police organisation. 4. Actions female officers can do for self-awareness: Take herself seriously as a policewoman Focus on her work environment, her profession, her assignments Work seriously in making a difference in the execution of missions 5. Actions female officers can do to have an impact in her team: Assert herself as a person, woman, policewoman Reassure her environment such as police colleagues that they can count on her Make a difference in the approach to problem solving Reduce violence as a mode of expression in the police Be an example for successful mediation Give importance to all without discrimination 217

226 Project Tool 79: Checklist for developing effective awards and recognition programmes Checklist for developing effective awards and recognition programmes An awards committee has been established, including a diverse group of community members and police representatives. Types of awards to be given and criteria for receiving the awards have been developed and published. Police and community representatives have been asked for recommendations for award recipients. Awardees receive a plaque or some other substantial reward, not just a certificate. An annual ceremony is held in a recognized place of importance to present awards. The names and photographs of award recipients are prominently displayed. Assignment to specialty positions is used as a method of recognizing employees who support community-oriented policing and diversity. The persons selected to attend training, conferences, and seminars are recognized as supporting community-oriented policing and diversity. Persons who are selected for promotion are supportive of community-oriented policing and diversity. The promotion ceremony is used as an opportunity to reinforce the organisation s goals of promoting community-oriented policing and diversity. Source: Harrington (2000) 218

227 MODULE 3: CAPACITY BUILDING OF THE HOST STATE POLICE ON PREVENTING AND INVESTIGATING SEXUAL AND GENDER-BASED VIOLENCE Lesson 1 Understanding Sexual Violence and the United Nations Policy Framework Project Tool 80: Checklist on international human rights legal instruments and standards relevant to children s rights This checklist can be used as a handout to provide a summary of the international legal framework for children s rights. Political documents such as United Nations General Assembly declarations have also been included. Although they are not binding legal instruments, they represent important political commitments by United Nations Member States. UDHR-Universal Declaration of Human Rights ICCPR-1966 International Covenant on Civil and Political Rights ICSECR-1966 International Covenant on Economic, Social and Cultural Rights CRC-1989 Convention on the Rights of the Child VDPA-Vienna Declaration and Programme of Action UNMD UN Millennium Declaration DRC-Declaration of the Rights of a Child 219

228 Right Legal Document Political Document The right to life UDHR article 3 The right to measures of protection required by his status as a minor, on the part of his family, society and State The right to liberty and security of person The right to be treated with respect and dignity The right to be free from all forms of discrimination The right to the highest standards attainable of physical and mental health The right to just and favourable conditions of work (where applicable) The right not to be subjected to torture, or other cruel, inhuman or degrading treatment or punishment The right to a fair hearing ICCPR article 6 CRC article 6 ICCPR article 24 ICESCR article 10 CRC article 3 UDHR article 3, 4 and 9 ICCPR article 9 CRC article 37 UDHR article 5 CRC article 16 UDHR article 7 ICCPR article 24 CRC article 2 and 30 UDHR article 25 ICSECR article 12 CRC article 24 and article 27 UDHR article 23 ICESCR article 7 and 10 CRC article 31 and 32 UDHR article 5 ICCPR article 7 CRC article 19 and 37 UDHR article 10 and 11 ICCPR article 14 and 15 CRC article 37 and 40 VDPA UNMD DRC VDPA UNMD DRC VDPA UNMD DRC VDPA UNMD DRC VDPA UNMD DRC VDPA UNMD DRC VDPA UNMD DRC VDPA UNMD DRC Declaration on the Protection of Women and Children in Emergency and Armed Conflict VDPA UNMD DRC The right not to be UDHR article 4 VDPA 220

229 enslaved Right Legal Document Political Document The right to freedom of association and peaceful assembly The right to be presumed innocent until proven guilty The right to be registered after birth and to acquire a nationality The right to know and be cared for by his/her parents and the right to an identity The right to association to both biological parents The right to freedom of expression Freedom of thought, conscience and religion The right to an adequate standard of living and to benefit from social security ICCPR article 8 UNMD UDHR article 20 ICCPR article 21 and 22 CRC article 15 UDHR article 11 ICCPR article 14, 15 CRC article 40 ICCPR article 24 CRC article 7 DRC VDPA UNMD DRC VDPA UNMD DRC VDPA DRC CRC article 7 and 8 VDPA DRC CRC article 8 VDPA UDHR article 18 ICCPR article 18 CRC article 12 and 13 UDHR article 18 ICCPR article 18 CRC article 14 UDHR article 25 ICESCR articles 11 and 12 CRC article 26 The right to education UDHR article 26 The right to be free from hunger The right to take part in cultural life ICSECR article 13 CRC article 28 and 29 VDPA UNMD DRC VDPA UNMD DRC VDPA UNMD DRC VDPA UNMD DRC ICESCR article 11 VDPA ICSECR Article 15 CRC article 30 UNMD DRC VDPA UNMD DRC 221

230 Project Tool 81: International definitions of certain acts of sexual violence Rape: The invasion of any part of the body of a victim or of the perpetrator with a sexual organ, or of the anal or genital opening of the victim with any object or any other part of the body by force, threat of force, coercion such as that caused by fear of violence, duress, detention, psychological oppression or abuse of power, against such person or another person, or by taking advantage of a coercive environment. A person may be incapable of giving genuine consent if affected by natural, induced or age-related incapacity (International Criminal Court Statute (ICC), 2000). Enforced prostitution: The perpetrator caused one or more persons to engage in one or more acts of a sexual nature by force, or by threat of force or coercion, such as that caused by fear of violence, duress, detention, psychological oppression or abuse of power, against such person or persons or another person, or by taking advantage of a coercive environment or such person s or persons incapacity to give genuine consent. (International Criminal Court Statute, 2000) Sexual slavery: The perpetrator exercised any or all of the powers attaching to the right of ownership over one or more persons, such as by purchasing, selling, lending or bartering such a person or persons, or by imposing on them a similar deprivation of liberty. The perpetrator caused such person or persons to engage in one or more acts of asexual nature (International Criminal Court Statute, 2000). Forced pregnancy: The perpetrator confined one or more women forcibly made pregnant, with the intent of affecting the ethnic composition of any population (International Criminal Court Statute, 2000). Enforced sterilization: The perpetrator deprived one or more persons of biological reproductive capacity. The conduct was neither justified by the medical or hospital treatment of the person or persons concerned nor carried out with their genuine consent (International Criminal Court Statute, 2000). Sexual violence: The perpetrator committed an act of a sexual nature against one or more persons or caused such person or persons to engage in an act of a sexual nature by force, or by threat of force or coercion, such as that caused by fear of violence, duress, detention, psychological oppression or abuse of power, against such person or persons or another person, or by taking advantage of a coercive environment or such person s or persons incapacity to give genuine consent(international Criminal Court Statute, 2000). Human trafficking: The recruitment, transportation, transfer, harboring or receipt of persons, by means of the threat or use of force or other forms of coercion, of abduction, of fraud, of deception, of the abuse of power or of a position of vulnerability or of the giving or receiving of payments or benefits to achieve the consent of a person having control over another person, for the purpose of exploitation. Exploitation shall include, at a minimum, the exploitation of the prostitution of others or other forms of sexual exploitation, forced labour or services, slavery or practices similar to slavery, servitude or 222

231 the removal of organs. The recruitment, transportation, transfer, harbouring or receipt of a child for the purpose of exploitation shall be considered trafficking in persons even if this does not involve any of the means mentioned above. (United Nations Protocol to Prevent, Suppress and Punish Trafficking in Persons, 2000). Sexual abuse: Actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions (United Nations, Secretary-General s Bulletin on Special measures for protection from sexual exploitation and sexual abuse, ST/SGB/2003/13, 2003). Domestic violence: According to the United Nations Declaration on the Elimination of all forms of Violence against Women, the definition of violence against women includes physical, sexual and psychological violence occurring in the family, including battering, sexual abuse of female children in the household, dowry-related violence, marital rape, female genital mutilation and other traditional practices harmful to women, non-spousal violence and violence related to exploitation. Child sexual exploitation and abuse/incest: Child sexual exploitation and abuse relates to any sexual activity with a child. It takes on various forms including the inducement or coercion of a child to engage in sexual activity; the exploitative use of children in prostitution or other unlawful sexual practices; the exploitative use of children in pornographic performances and materials. (Convention on the Rights of the Child, 1989). Sexual harassment: Any unwelcome sexual advance, request for sexual favour, verbal or physical conduct or gesture of a sexual nature, or any other behaviour of a sexual nature that might reasonably be expected or be perceived to cause offence or humiliation to another, when such conduct interferes with work, is made a condition of employment or creates an intimidating, hostile or offensive work environment. While typically involving a pattern of behaviour, it can take the form of a single incident. (ST/SGB/2008/5) 223

232 Project Tool 82: Checklist SCR sexual violence Capacity development of UN Police officers 1. Develop an Action Plan on the prevention of sexual violence in conflict. 2. Ensure that UN Police concept of operations, standard operating procedures and other guidance documents and activities include the protection of women, men, girls and boys affected by sexual violence in armed conflicts. 3. Appoint and co-locate specially trained UNPOL SGBV investigators and child protection focal points to mentor and assist host State police investigators. 4. Develop scenario-based training materials on investigating sexual violence for UN Police peacekeepers using the UN Police Standardised Training Curriculum on Preventing and Investigating SGBV in post-conflict environments and conduct regular training for UNPOLs as part of induction and specialised in-mission training. 5. Enhance data collection within UN Police and host State police on trends, patterns of attack, and early warning indicators including developing a gender- and age-disaggregated SGBV crimes analysis database or mainstream SGBV crimes in the overall UNPOL crimes analysis database. This should coordinated with Women Protection Advisers (WPAs) and the requirement of MARA. 6. Promote coordination and cooperation with all relevant international and national stakeholders and partners including with WPAs, Gender Advisers, Child Protection Advisers, Human Rights Protection Units, the host State criminal justice system, host State ministries for the advancement of women and children, and services providing health care, psychosocial support, legal assistance, and socio-economic reintegration of victims of sexual violence. 7. Include gender expertise and child protection in UN Police technical assessment missions. 8. Implement prevention mechanisms and strict disciplinary actions on sexual exploitation and abuse by peacekeepers. Learn more on developing UNPOL training from Module 1 and 224

233 Module 4. Physical protection 9. Establish deterrent presence through day and night patrols in vulnerable communities and targeted locations such as IDP/refugee camps, markets or schools. 10. Establish physical defensive positions or cordons (e.g. around a community or IDP/refugee camp). 11. Create joint protection teams or mobile SGBV teams (e.g. within IDP/refugee camps). 12. Respond to violent attacks with all necessary means including, if necessary, the use of force, to protect civilians and stabilize the situation. Capacity development of host State police 13. Assist in ensuring that the vetting and certification process of host Sate police officers include crimes related to sexual violence and assist in setting up the highest standards of conduct of police officers. 14. Assist in setting up specialized police investigative structures on SGBV that respond to the special needs of women, men, girls and boys, including one-stop centers that include social, legal and medical services and services for persons with disabilities. 15. Assist in developing a training curriculum on the investigation of SGBV in the host State police basic and advanced training courses. Assist in delivering train-thetrainer courses on the above and rolling out courses for host State police investigators, including in particular female police officers. 16. Assist in coordinating with service provides for victim support services including medical, legal and socioeconomic aid. 17. Assist in setting up preventive measures such as awareness raising in communities and problem solving approaches through community-oriented policing. 225

234 Project Tool 83: Checklist for implementation of Security Council and UN Police resolutions related to sexual and gender-based violence in conflict Security Council resolutions 1820, 1889 and 2106 Sexual violence used as a tactic of war to deliberately target civilians in a widespread and systematic manner is a threat against international peace and security. Civilians, in particular women and girls, must be protected from all forms of sexual violence, including upholding command responsibility, training, vetting security forces to take into account past actions of rape and other forms of sexual violence; Rape and other forms of sexual violence can constitute international crimes such as a war crime, a crime against humanity, or a form of genocide; United Nations peackeeping need to develop effective mechanims to prevent, protect and respond to sexual and gender-based violence, including increasing female police peacekeepers. Female police officers increase the confidence of women and children to report cases and encourage local women to join the national police service. Prevention of sexual exploitation and sexual abuse by peacekeepers. Appointment of a Special Representative of the Secretary- General (SRSG) on Sexual Violence; UN Police and resolutions related to SGBV 1. Assist in setting up mechanisms to encourage the reporting of crimes related to sexual and gender-based violence such as specialized investigative police structures, presence of female police officers, awareness raising in communities and victim support services. 2. Ensure that the vetting and certification process of police officers in the host State police include mechanisms that check for crimes related to sexual and genderbased violence. 3. The leadership and commanders of the host State police must be made accountable for crimes of sexual and gender-based violence committed by police officers under their command during the conflict. 4. Assist in setting up preventive measures and strategies in the host State police such as through problem solving approaches. 5. Ensure that UN Police policies, concept of operations, standard operating procedures and other guidance documents and activities include the concerns of women, men, girls and boys affected by sexual and gender-based violence in armed conflicts. 6. Enhance data collection within UN Police and host State police on trends, patterns of attack, and early warning indicators including developing a genderand age-disaggregated crimes analysis database. This sould be used for monitoring and crimes analysis. 226

235 Creation of a team of experts, on rule of law, civilian and military judicial systems, mediation, criminal investigation, security sector reform, witness protection, fair trial standards, and public outreach; Appointment of women s protection advisors in peacekeeping missions; Systematic reporting by UN on incidents of trends, emerging patterns of attack, and early warning indicators. Development of a monitoring, analysis and reporting arrangement. Detailed list of parties to armed conflict that are credibly suspected of committing rape included in UN Secretary-General annual reports. Specific and time-bound commitments on combatting sexual violence, including monitoring and evaluation mechanisms. Prohibition of sexual violence in security sector codes of conduct and manuals and timely investigation of abuses. Development of scenario based training materials for peacekeepers. Gender expertise included in technical assessments missions to UN field missions. 7. Promote coordination and cooperation with all relevant international and national stakeholders and partners such as the SRSG on Sexual Violence, the team of experts, Women Protection Advisors (WPAs), Gender Advisors, Human Rights Protection Units, the host State criminal justice system, ministries working on the advancement of women and relevant areas on gender equality, and services providing health care, psychosocial support, legal assistance, and socioeconomic reintegration victims of sexual and gender-based violence. 8. Develop scenario-based training materials on investigating sexual and gender-based violence for UN police peacekeepers and host State police officers, and assist in integrating the materials in the basic and advanced curricula in the host State police training academy. 9. Undertake regular training for UNPOL (i.e. pre-deployment, induction and specialised in-mission training) and host State police officers (including refresher courses). 10. Include in UN police technical assessment missions gender expertise, including sexual and gender-based violence. 11. Appoint and co-locate UNPOL SGBV investigators to mentor and assist host State police officers. 12. Implement prevention mechanisms and strict disciplinary actions on sexual exploitation and sexual abuse by peacekeepers. 227

236 Lesson 2 Conducting SGBV-Related Needs Assessments Project Tool 84: Relevant Documents to Consider During Desk Research SGBV Internatio nal Law International Covenant on Civil and Political Rights (ICCPR): %20999/volume-999-I English.pdf International Covenant on Economic, Social and Cultural Rights (ICESCR): Convention on the Rights of Child (CRC): /crc.pdf Convention on the Elimination of All Forms of Discrimination against Women (CEDAW): /cedaw.pdf Convention for the Suppression of the Traffic in Persons and of the Exploitation of the Prostitution of Others: cle/88/attachment.pdf Protocol to Prevent, Suppress and Punish Trafficking in Persons, especially Women and Children, supplementing the UN Convention against Transnational Organised Crime: ICC: Paper-on-Sexual-and-Gender-Based-Crimes--June pdf UNGA RESOLUTION DEVAW: Geneva conventions Geneva Convention 1949: I.pdf Protocol I: %201125/volume-1125-I English.pdf 228

237 UN Organisat ions UN Women ( Ending Violence Against Women ): UNHCHR ( Women ): WHO o Guidelines for Prevention and Response: o Violence Against Women: en/ o Sexual and other forms of gender-based violence in crises: / UNFPA o Gender-based violence: UNICEF OCHA o Gender based violence: l o Sexual violence against children: l o SGBV Framework: NGOs Amnesty International o Sexual and reproductive rights: o Discrimination: Human Rights Watch o Women s Rights: o Sexual Violence: 229

238 violence Academic research institutio ns DCAF ( Gender and Security ): Minnesota Center Against Violence and Abuse: 230

239 Project Tool 85: Sample Questionnaire for an Assessment on Police SGBV Policies and Guidelines No. Sample questionnaire for an assessment on police policy and guidance on SGBV investigations 1. Is sexual and gender-based violence an explicitly defined crime in the national law? Yes No 2. What types of SGBV are explicitly defined as crimes in the national law? 1. Sexual exploitation 2. Sexual abuse 3. Domestic violence (i.e. physical, sexual and psychological such as slapping, kicking, battering, marital rape, verbal abuse, denial of financial support, beaten by mother-in-law etc.) 4. Physical, psychological and sexual nonspousal violence 5. Female genital mutilation 6. Forced prostitution 7. Trafficking of women and children for forced labour, prostitution etc. 8. Slavery 9. Forced marriage 10. Early marriage 11. Sexual assault 12. Child sexual abuse, molestation, incest 13. Attempted rape Check the box. 231

240 14. Rape 15. Gang rape 16. Marital rape 17. Other, please specify 3. Is there a policy for the police on investigating the different crimes related to SGBV? 4. Are there standard operating procedures (SOP) for the police on investigating the different crimes related to SGBV? 5. Are there guidelines or protocols for investigating the different crimes related to SGBV? 6. Are there standard operating procedures or protocols for a coordinated response by different national agencies (for example within the criminal justice system), health and social services on cases related to SGBV? Yes No Yes No Yes No Yes No 7. Which international conventions are the host State a member of? 1. International Covenant on Civil and Political Rights (ICCPR) 2. International Covenant on Economic, Social and Cultural Rights (ICESCR) 3. Convention on the Rights of Child (CRC) 4. Convention on the Elimination of All Forms of Discrimination against Women (CEDAW) 5. Convention for the Suppression of the Traffic in Persons and of the Exploitation of the Prostitution of Others 6. Protocol to Prevent, Suppress and Punish Trafficking in Persons, especially Women and Children, supplementing the UN Convention against Transnational Organised Crime Check the box. 232

241 7. Others, please specify 8. If there are guidance documents in the police (e.g. policy, SOP, guidelines, manuals), do these provide efficient guidance? Yes No 9. What are the gaps in the existing guidance? 1. First response procedures 2. Investigation procedures 3. Coordination procedures with victim support services 4. Others, please specify Check the box. 10. What types of guidance is required in the police? 1. Policy on investigation of SGBV 2. SOP on investigation of SGBV 3. Manual on investigation of SGBV 4. Guidelines on investigation of SGBV 5. Memorandum of understanding with legal services 6. Memorandum of understanding with hospital/medical services 7. Memorandum of understanding with social services 8. Multi-sectoral SOP including police and victim support services 9. Others, please specify Check the box. 233

242 Project Tool 86: Sample Questionnaire for a Training Assessment No Sample questions for a Training Assessment 1. Is there a specialized training in the police academy on investigations of crimes related to sexual and gender-based violence (SGBV)? If so, what topics are included in the training? International legal framework National legal framework Role of police specialise SGBV structures Dynamics of sexual and gender-based violence Dynamics of conflict-related sexual violence Concept of gender and gender analysis Counselling and victim support skills Victim centered approach Trauma Criminal investigation Interview techniques and statement taking for victims Child interview techniques Crime scene management Search, handling and storage of exhibits Case file management Preparing for court and testifying for court Specificities of the crime of domestic violence Specificities of the crime of rape and sexual assault Specificities of the crime of human trafficking for sexual purposes Check the box. 234

243 Specificities of the crime related to harmful traditional practices (e.g. female genital mutilation/cutting, dowry deaths, honour killing etc.) Specificities of the use of sexual violence considered as an international crime (e.g. crime against humanity, war crime and an element of genocide) Others, please specify 2. Is the investigation of SGBV cases part of the following: Basic training curriculum Advanced training curriculum Specialised training curriculum Check the box How many police officers have received formal training on SGBV investigations during the past year? Check the box. Less than 5 6 to to to to to 50 Number, please specify 4. 5 How many SGBV training courses have officers attended? 5. 7 Are there organisations that provide SGBV investigations training to the police? Provide their names below. 235

244 Project Tool 87: Sample Questionnaire for a Needs Assessment on Training for Police Investigators No Do police investigators receive specialized training on: 1 Statutory definitions of crimes related to sexual and gender-based violence in the penal code including the key elements of the crimes? 2 Statutory definitions of crimes against children in the penal code including elements of crimes? 3 National laws and international conventions related to women and children s rights applicable to the country? 4 Concept of gender dynamics and different forms, causes and effects (impact to the victims, families and communities) of sexual and genderbased violence? 5 Different forms, causes and effects of child abuse? 6 Understanding victimization and strategies to gain the confidence of victims and empower them? 7 Victim s rights and the needs of victims and their families such as medical, legal and social support, consent to medical procedures, confidentiality, etc.? 8 Witness rights and the needs and their families? Yes Typically Generally Not Neve r/no Level of knowledge or skills / performance of host-state officer Needs Improvement Satisfactory Very good Needs Improvement Satisfactory Very good Needs Improvement Satisfactory Very good Needs Improvement Satisfactory Very good Needs Improvement Satisfactory Very good Needs Improvement Satisfactory Very good Needs Improvement Satisfactory Very good Needs Improvement Satisfactory Very good 236

245 9 Domestic violence 5 awareness and responding to cases (interviewing victims/witnesses/suspects)? 10 Rape and sexual assault awareness and responding to cases (interviewing victims/witnesses/suspects)? 11 Sexual harassment awareness and responding to cases (interviewing victims/witnesses/suspects)? 12 Human trafficking awareness, including the specific vulnerabilities of children and responding to cases (interviewing victims/witnesses/suspects)? 13 Referral procedures for victims and existing services for medical treatment? 14 Referral procedures for victims and existing services for legal support? 15 Referral procedures for victims and existing services for social support, i.e. shelters and safe houses? 16 Criminal investigation process, i.e. main stages of investigation? 17 Specific skills in investigating crimes related to sexual and gender-based violence? 18 Challenges and police barriers to investigating crimes related to sexual and gender-based violence? 19 Challenges in handling cases of child abuse? Needs Improvement Satisfactory Very good Needs Improvement Satisfactory Very good Needs Improvement Satisfactory Very good Needs Improvement Satisfactory Very good Needs Improvement Satisfactory Very good Needs Improvement Satisfactory Very good Needs Improvement Satisfactory Very good Needs Improvement Satisfactory Very good Needs Improvement Satisfactory Very good Needs Improvement Satisfactory Very good Needs Improvement 5 Questions 9 to 12 can be adapted to include crimes related to SGBV recognized in the laws of the host-state. 237

246 Satisfactory Very good 20 Interview techniques for child victims? Needs Improvement Satisfactory Very good 21 Child development, including verbal abilities and memory? 22 Procedure for handling cases involving children, either as victims of crime, offenders, or as children in need of care and protection? 23 Procedure of initial response to a crime related to SGBV? 24 Various types of trace evidence and information associated with them? 25 Procedure of collecting different types of evidence, including use of criminal photography and other techniques? 26 Different types of crime scenes for crimes related to sexual and genderbased violence? 27 Basic forensic investigation such as types of forensic examinations, lifting fingerprints etc.? 28 Types of forensics examinations undertaken by medical professionals? 29 Investigative actions and techniques for searching a crime scene? 30 Responsibilities of crime scene officers? Needs Improvement Satisfactory Very good Needs Improvement Satisfactory Very good Needs Improvement Satisfactory Very good Needs Improvement Satisfactory Very good Needs Improvement Satisfactory Very good Needs Improvement Satisfactory Very good Needs Improvement Satisfactory Very good Needs Improvement Satisfactory Very good Needs Improvement Satisfactory Very good Needs Improvement Satisfactory 238

247 31 Appropriate interview techniques for victims and witnesses including communication skills? 32 Interview techniques for suspects and non-offending family members? 33 Statement recording; preparing charge sheets; crime pattern analysis and report writing; crime data management; and management of case files; procedure for statement taking? 34 Format and content of a complainant/victim/witness/suspect statement? Very good Needs Improvement Satisfactory Very good Needs Improvement Satisfactory Very good Needs Improvement Satisfactory Very good Needs Improvement Satisfactory Very good 35 Procedure for a voluntary statement? Needs Improvement Satisfactory Very good 36 Effective note taking (i.e. structure, content)? 37 Writing a report (i.e. structure, style, content)? 38 Definition of an exhibit and how they can be admissible to the court? Needs Improvement Satisfactory Very good Needs Improvement Satisfactory Very good Needs Improvement Satisfactory Very good 39 Meaning of the term chain of custody? Needs Improvement Satisfactory Very good 40 Method of seizure of the exhibits? Needs Improvement Satisfactory Very good 41 Effective case file management? Needs Improvement Satisfactory 239

248 Very good 42 How exhibits contaminate each other? Needs Improvement Satisfactory Very good 43 Types of police documents/forms that are filed in the docket (case file)? 44 Procedure for submitting a case file to the prosecutor / court? 45 Recording reports in a genderdisaggregated database? Needs Improvement Satisfactory Very good Needs Improvement Satisfactory Very good Needs Improvement Satisfactory Very good 46 Collaboration with the prosecutor? Needs Improvement Satisfactory Very good 47 Court procedure? For example, how can victims of crimes related to SGBV give evidence in court? Via close circuit TV Screens Can initial evidence be presented via video Are there laws that prevent previous sexual actions of the victim being brought up? Are there bail laws? Can conditions be imposed on the suspect? Can restraining type orders be sought for future protection? Are there specialized courts dealing with crimes related to SGBV, i.e. family type courts? Are there laws in favor of persons with disabilities for giving evidence, determining mental age, do they have to undertake an oath before giving evidence? 48 Relation of police work with different governmental, non-governmental and Needs Improvement Satisfactory Very good Needs Improvement 240

249 regional/international agencies involved in protecting women and children from crimes related to SGBV. 49 Effective collaboration with other agencies and information sharing? Satisfactory Very good Needs Improvement Satisfactory Very good 50 Follow up of cases with victims? Needs Improvement Satisfactory Very good 241

250 Project Tool 88: Sample Questionnaire for an Assessment on Police Facilities in Receiving SGBV cases No. Sample questions for an assessment of police facilities in receiving SGBV cases 1. Are there specialized structures within the police that receive reports and investigate crimes related to SGBV? Yes No 2. If yes, are they integrated in the police organisational structure? Yes 3. How many specialized SGBV police structures exist in the country? 4. If there are specialised SGBV police structures, where are they located? No 5. Are the SGBV police structures being used for the purpose of receiving and investigating SGBV cases? Yes No 6. Are these structures accessible to victims? Yes No 7. Do vulnerable groups, in particular women, children, gay/lesbian, feel safe to report to these specialized police structures? Yes No 8. Do the structures have facilities for special vulnerable groups such as: Children Persons with hearing disabilities (e.g. person who is deaf) Persons with visual disabilities (e.g. person who is blind) Persons with speaking disabilities (e.g. person who does not speak) Check the box. 242

251 Persons with mental disabilities (e.g. person with learning disabilities) Persons with physical disabilities (e.g. person who uses a wheelchair) 9. How many police officers staff the specialized structures on crimes related to SGBV? Unit Male Number Total in the police Number Female Male Female 10. Do the following specialised facilities exist within the police station? Check the box. Specialised desk for reporting SGBV crimes Policy on investigation of SGBV cases Standard Operating Procedure on investigation of SGBV cases Guideline on the investigation of SGBV Manual on the investigation of SGBV A separate room for victim interviews A special telephone hotline for SGBV cases Specialised equipment (e.g. rape kits etc.) Contact list for legal referral for victims Contact list for medical referral for victims Contact list for psychological referral for victims Medical certificate for free Contact list for social services referral for victims (including shelters) 243

252 11. What is the current situation of detention cells? Check the box. Female adults, male adults and children in one cell A separate cell for female adults A separate cell for male adults A separate cell for children (boys and girls are in one cell) A separate cell for girls A separate cell for boys Female adults and girls in one cell Male adults and boys in one cell Female adults and children in one cell 12. Is there a data collection system on SGBV cases? Check the box. In the police station (e.g. database)? In the police headquarters (e.g. centralised national database)? 13. If the answer above is yes, is the data collection system reliable? Yes 14. How many SGBV cases are received in the police station per week? Check the box. No Less than 5 6 to

253 11 to to to 40 More than What are the obstacles in bringing cases to court? The hospital or authorized doctor for the required medical certificate is not accessible to victims Victim cannot afford medical fees for the required medical certificate Victim cannot afford legal fees Victim withdraws the case Lack of coordination/collaboration within different services in the police organisation. Lack of coordination/collaboration between police and prosecution services. Lack of coordination/collaboration between police and medical/forensic doctors. Lack of equipment for conducting investigations. Lack of professionals who are properly trained in conducting forensic exams. Lack of police officers who are properly trained in carrying out comprehensive criminal investigations. Reprisals on victims. Reprisals on judges. Others, please specify: Check the box. 245

254 246

255 Project Tool 89: Sample Questionnaire for Specialised SGBV Units QUESTIONNAIRE (TO BE APPLIED TO HOST-STATE POLICE OFFICERS DEPLOYED TO SPECIALIZED SEXUAL AND GENDER-BASED VIOLENCE (SGBV) UNITS/DESKS IN POLICE STATIONS) NAME: DATE: STATION: STATE: DATE OF BIRTH: RANK: SEX: Female Male BACKGROUND: 1. How long have you been in Police Service? More than 20 years Between years Between 5-10 years Between 2-5 years Less than 2 years 2. How long have you been working in this station? More than 20 years Between years Between 5-10 years Between 2-5 years Less than 2 years 3. When did you start working in the specialized SGBV office (indicate day, month and year as dd/mm/yyyy)? 4. Indicate your exact position in the specialized SGBV office: OIC Investigator Administrative Officer Detention Officer Other (specify) 5. Where were you working prior to deployment to the specialized SGBV office and what was your position? Name of police department/office/station: 247

256 Job Position: 6. Indicate your language skills mentioned below: XXX (Indicate UN mission language) and XXX (Indicate host-state language) Only XXX(Indicate UN mission language) Only XXX (Indicate host-state language) None Other(specify) PROCESS OF THE SPECIALIZEDSGBV OFFICE: 7. Please mark the one which you have in the office: Constitution of the XXX (host-state name) Penal Code Code of Criminal Procedure XXX (Indicate existing women- / child-related laws) Judicial Circulars Others (specify) 8. Which international conventions has the host-state ratified and acceded to? Fill the relevant box or boxes. International Covenant on Civil and Political Rights (ICCPR) International Covenant on Economic, Social and Cultural Rights (ICESCR) Convention on the Rights of Child (CRC) Convention on the Elimination of All Forms of Discrimination against Women (CEDAW) Convention for the Suppression of the Traffic in Persons and of the Exploitation of the Prostitution of Others Protocol to Prevent, Suppress and Punish Trafficking in Persons, especially Women and Children, supplementing the UN Convention against Transnational Organised Crime Others None 9. Indicate the proper box on the situation of the current process of detention cells: Female adults, male adults and children in one cell Three separated cells respectively for female adults, male adults and children Female adults and children in one cell; male adults in a separate cell Other (specify) 10. Indicate the current state of the specialized SGBV office in the station: 248

257 There is a temporary office space being used by the specialized SGBV office There is an office allocated for the specialized SGBV office but being used for other purposes There is no room for the office. There is anon-going project to construct an office and planned to be completed on (indicate day, month and year as dd/mm/yyyy). Other (specify) 11. Total number of officers in the station: Other (specify) 12. How do you evaluate the quality of service provided for women, children or other vulnerable groups under the specialized SGBV office in the station? Excellent Very good Satisfactory Not satisfactory Other (specify) 13. Which form do you use for women, children or other vulnerable groups in the station? Mark the proper boxes. Just notebook No form Notebook and Form (specify) Other (specify) 14. Which duties do you perform in the office? Fill the relevant box or boxes. Investigation Statement taking Search and arrest Detention officer Other (Explain) 15. What are your day-to-day duties? 16. What problems/difficulties do you face in the conduct of your duties? 17. How many cases have you dealt with? in the past month in the past three months in the past six months 18. What types of cases have you dealt with in the past six months? 249

258 19. Please indicate the number of SGBV investigations training courses you have attended and the name of the organization that conducted the course. 3 Name(s) of organization: 2 Name(s) of organization: 1 Name(s) of organization: Please indicate the type of specialist training you have received: Interview techniques Crime scene investigation Counseling/dealing with victims International and national legal framework Dynamics of sexual and gender-based violence Other (specify) 21. What type(s) of specialist training do you need to perform your duties? Specify: 22. How do you find the relationship with the local community? Very good Good Satisfactory Not satisfactory Other (specify) 23. What support do you get from the local community? Specify: 24. How can your relationship with the local community be improved? Specify: 250

259 q 25. How do you find your relationship with UNPOL officers? Very good Good Satisfactory Not satisfactory Other (specify) 26. How can your relationship with UNPOL officers be improved? What types of assistance do you need from UNPOL officers? Specify: 27. How do you find the contribution of international organisations and agencies (UNIFEM/UN Women, UNHCR, UNICEF, UNFPA etc.) and non-governmental organisations (NGOs)that works for the improvement of the rights of women, children and vulnerable groups in the host-state? Very good Good Satisfactory Not satisfactory Other (specify) 28. What percentage of your time is spent in proactive work and coordination with service providers such as international organisations/agencies, NGOs and other community groups? 50 % 40 % 30 % 20 % 10 % Other (specify) 29. How can the collaboration between the specialized SGBV office and the international organisations and agencies and NGOs be improved? Specify: CONSTRAINTS AND OBSTACLES 30. Which of those mentioned below constitute the biggest obstacle against achieving the goals in the protection of women, children and other vulnerable persons? Enumerate from 1 to 5 according to priority and urgency (1= most urgent priority at this time and 5 = least urgent and not a priority at this time). Inadequate logistical procurements Inadequate educational qualification of the police (i.e. basic literacy) Lack of specialized training for investigators of SGBV in the police Lack of transportation and communication equipment Lack of police investigations equipment Insufficiency of current laws, regulations, standard operating procedures (specify) Insufficiency of communication and collaboration with governmental institutes such as the police, attorney general, courts, hospital and other victim support services (social, legal support). Specify Other (specify) 251

260 Project Tool 90: Sample Questionnaire for a Victim Support Assessment No Sample questions for an assessment of victim support services 1. What referral services are available to victims of crimes of SGBV? Check the box. Medical assistance Social assistance Shelter Orphanage Psychological assistance Legal assistance Special services for persons with disabilities Special services for children Other, please specify 2. Is there a memorandum of understanding between the police and the following services? Check the box. Medical assistance Social assistance Shelter Orphanage Psychological assistance Legal assistance Special services for persons with disabilities Special services for children Other, please specify 3. Are the standard operating procedures between the police and the victim support services? 4. What is the quality of the services provided? Yes No Poor Medical assistance Social assistance Shelter Orphanage Psychological assistance Legal assistance Special services for persons with disabilities Special services for children Other, please specify 5. Who are providing these services? Satisfactory Excellent 252

261 Check the box. One-stop center Government NGO Civil society Others, please specify 6. What measures are in place to ensure that victims are provided with this information? Check the box. Posters Brochures Radio announcement TV spot Community forum with police Others, please specify 7. What is the percentage of victims and witnesses who have received support services? Check the box. Less than 5 6 to to to to to 50 Number, please specify 8. Is there a contact list of victim referral services in the police station? Yes No 9. If yes, do police officers know about the list and do they use it? Yes No 10. What recommendations do you have to improve victim referral services? 253

262 Project Tool 91: Checklist for Conducting a SGBV Needs Assessment in the Host State 1 Collect relevant reports as background information to identify issues, prevalence of SGBV and stakeholders National legal instruments relevant to sexual and gender-based violence (i.e. criminal law, domestic violence law, human trafficking law, international conventions etc.). Political documents, governmental papers (i.e. ministries related to the criminal justice system, gender, women s rights etc.), Host-state police policies, standard operating procedures and strategies Previous assessment reports Reports and research papers by academic institutions, NGOs etc. 2 Collect data on SGBV incidences UN Police database Host-state police database UN agencies (i.e. UNFPA, UNICEF, UNHCR, WHO, International Rescue Committee (IRC) etc.) may have databases such as the Gender-based Violence Incident Classification System / GBV Information Management System (GBV-IMS). This GBV-IMS has identified eight core incident types for data collection of genderbased violence in the areas these UN agencies work in. These types of violence are female genital mutilation, rape, sexual assault, physical assault, forced marriage, denial of resources, opportunities and services, psychological/emotional abuse and other GBV. NGOs, community groups and religious groups (local NGOs and community groups may be approached more easily by victims than the police. Some provide support to cases of SGBV.) Previous surveys Previous assessment reports Reports and research papers by academic institutions, NGOs etc. Ministry or Department that deals with health related matters or equivalent might have figures on patients who have been treated. 254

263 Local medical practitioners including midwives (they can often highlight background issues as to why offending occurs) Local teachers/educational facilities. In case of child abuse teachers are often first to notice a young person s demeanour following abuse. 3 List international and national authorities and resource persons to be interviewed Contact the persons to arrange for a schedule of meetings. UN mission resource persons, UN Agencies etc. Host-state police leadership Host-state police station commanders Host-state police investigators Host-state police training institutions Prosecutors Judges Local community groups, including women s rights groups, children s rights groups 4 Identify the areas to be visited High rate of sexual and gender-based violence Location of existing specialized police units on crimes related to SGBV On-going projects with partners Police districts/stations Hospitals/Medical clinics Schools 5 Develop a set of questions for the persons to be interviewed and the method to be used Written surveys and questionnaires 255

264 Focus group discussion Individual interviews 6 Schedule and undertake the interviews and visits Time table of interviews and visits Required resources (interpreters, drivers etc.) 7 Write the assessment report 256

265 Project Tool 92: Template of the Assessment Report Assessment Report Template Title Name of the persons writing the report Date Provide the title of the assessment report, the names of the persons writing the report, including the institution(s) under which the report is undertaken and the date of submission. List of Abbreviations Provide a list of acronyms or abbreviations used in the document for easy reference. Note that all acronyms need to be spelled out the first time they are mentioned in the text. Acknowledgements Provide a note of acknowledgement (i.e. institutions and persons who facilitated the assessment study, persons interviewed, donors, others who supported, provided comments, advised and reviewed the findings of the assessment). Executive Summary Provide a short summary of a maximum of two pages containing the most important findings in the assessment study and recommendations for future action. 1. Introduction Provide the context in which the assessment report is taking place. A short overview of the political, economic, social and cultural context might be useful to situate the assessment study. Include a brief information on the structure of the report. 2. Purpose and objectives Provide the purpose of the assessment study. Why was the study undertaken? Sample: A. The assessment aims to identify the prevalence of sexual and gender-based violence, standard operating procedures and methods in place in preventing and investigating sexual and gender-based violence within the host-state police, and 257

266 obstacles to implementation. The findings will inform activities, policies and guidance to improve the operational response of the host-state police on crimes related to sexual and gender-based violence and the role of UN Police. B. The assessment study aims at evaluating the existing specialized police structures dealing with sexual and gender-based violence within the host-state police. It examines the gaps and needs in terms of operations, logistics, administration, staffing and training. The findings will inform activities, policies and guidance to improve the operational response of the host-state police specialized structures on crimes related to sexual and gender-based violence and the role of UN Police. C. The assessment study aims to evaluate the incidence of sexual and genderbased violence within camps for internally displaced persons (IDPs) and refugees and vulnerabilities. Its purpose is to identify the needs for the establishment of specialized police mechanisms and structures and the improvement of police operations, logistics, administration, staffing and training. 3. Methodology Provide the methodology used during the assessment study (i.e. written, oral surveys, questionnaires, focus group discussions etc.). Include information on how and why the specific methods were chosen. 4.Timeframe Provide the dates in which the assessment study took place. 5. Geographical areas visited and groups of persons interviewed Provide the list of places visited and groups of persons interviewed. If a selection has been made, provide reasons why those places or specific groups of persons were chosen for the study. It is not necessary to provide a list of names in this section (see Annex). 6. Findings Provide the findings of the assessment study. Include a systematic analysis of the results of questionnaires and focus group discussions if those have been used during the study. Incorporate the challenges, constraints and obstacles. 7. Conclusion and recommendations Provide a conclusion from the outcome of the assessment study and recommendations for future action. 8. Annexes Provide supplementary documents if necessary. This may include the list of names of persons interviewed and organisations, the terms of reference for the assessment study, the questionnaires used, a tabulation of the results of written surveys, bibliographical references, etc. 258

267 Lesson 3 Developing SGBV Policies and Standard Operating Procedures Project Tool 93: Stakeholder analysis questionnaire Stakeholder analysis questionnaire 1. Who are the decision makers within the host State police and relevant government ministries and what is their position towards this project? 2. Are there donors who can help support the project? 3. Are there supporters from the host State police management, who can push for the project? 4. Are there influential high-ranking senior female and male police officers and how can their support be enlisted so that they can influence the decision makers? 5. Are there supporters from the Ministries of Internal Affairs/Women s Affairs/Social Welfare and what influence do they have on the host State police management? 6. Are there authoritative officers/personalities in the host State police, Ministry of Internal Affairs, religious/tribal leaders who may not agree to this project and what strategy can be used to change their opinion? 7. Are there influential women s/children s rights or other NGOs and associations who can support the process? 8. Are there media partners who are interested in the issues and can provide support in forming public opinion? 259

268 Project Tool 94: Terms of Reference for the Policy Committee I. Introduction Policy Committee Terms of Reference A. Purpose Provide a brief description of the reason for writing the terms of reference for a policy committee on police investigation of sexual and gender-based violence (SGBV). Sample: The Terms of Reference (TOR) outline the objectives, functions and organizational settings of the steering and coordination mechanism that should be in place for the guidance and development of policies and standard operating procedures (SOP) on investigations of sexual and gender-based violence. (SGBV) B. Rationale Include key documents / events that led to the decision to develop a policy and SOP. Provide the justification for creating the committee. Sample: Crimes related to sexual and gender-based violence such as rape and sexual assaults have specific characteristics that make them complex and difficult crimes to investigate. The police have a crucial role in providing a professional service in investigating these crimes. C. Scope Provide to whom the terms of reference apply and how. Sample: The Policy Committee shall provide strategic coordination, direction and guidance to the development of a policy and SOP on SGBV investigations. II. Terms of reference D. Objective Provide the objective of the policy committee. What does it aim to achieve? 260

269 Sample: The Terms of Reference primarily apply to the steering and coordination mechanism formed by the Policy Committee. E. Functions Provide the duties and responsibilities of the policy committee. Sample: 16. The Policy Committee, in carrying out its duties, shall: (a) Develop and adopt a strategy and action plan to ensure the creation of the aforementioned policy and SOP; (b) Oversee the implementation of the strategy. F. Organizational setting Provide the members and the organizational structure of the policy committee. Identify the duties of the members of the committee. Sample: The Policy Committee shall be composed of: [provide the entities who are the members] (a)., (b)., (c)., (d).., (e), (f), (i) other possible participants, deemed appropriate. III. Dates Provide the date when the terms of reference comes into effect. Sample: The Terms of Reference shall come into effect on [e.g. immediately; immediately upon consensus of etc.]. IV. References Provide document references used to develop the terms of reference. Sample: National Action Plan on Sexual and Gender-based Violence 261

270 Project Tool 95: Template Policy on the prevention and investigation of crimes related SGBV Model Policy on the prevention and investigation of crimes related SGBV Overview A. Purpose B. Scope C. Rationale D. Policy E. Roles and responsibilities F. Terms and definitions G. References H. Monitoring and compliance I. Contact J. History A. Purpose [Provide the general aim for the policy.] Example: This policy provides a comprehensive direction to the investigation of rape and sexual offences, from the initial reporting, through investigation, supervision and disposal. B. Scope Provide the name of entities and personnel covered by the policy. Example: All police officers and police staff must be aware of and are required to comply with this policy. C. Rationale Provide the justification for the policy. Describe the issue and provide relevant information on applicable international and national laws, policies and authoritative documents. Example: Sexual offences present unique and complex challenges to the police due to their sensitive and deeply personal nature and due to the severe trauma suffered by the victims D. Policy Provide clear and concise statements of authority and responsibility or key 262

271 strategies, approaches, and parameters to help staff understand and achieve Policy objectives. E. Roles and responsibilities Provide specific staff roles and responsibilities relevant to the implementation of the Policy should be made clear. Example: The Head of the office that deals with criminal investigation shall be responsible for implementing this policy. F. Terms and definitions Provide the definitions for words and phrases that are required to understand this guidance material. Example: Sexual violence Rape G. References Provide a list of documents from which the policy derives its authority or a list of existing policies and guidance documents which should be read alongside the policy Example: Police policy on criminal investigations Police Standard Operating Procedures on investigations of sexual offences H. Monitoring and compliance Provide a statement of roles and responsibilities for oversight and monitoring. Example: The Head of the Police organisation shall monitor compliance with this document. I. Contact Provide the contact information of the office that developed the Policy. This policy was developed by the National Police Strategic Policy and Development Department. J. History Provide the dates of any reviews and modifications to the policy. 263

272 Project Tool 96: Model policy on Police Investigation of crimes related to sexual and gender-based violence Model policy on Police Investigation of crimes related to sexual and gender-based violence Contents: A. Purpose B. Scope C. Rationale D. Policy E. Roles and responsibilities F. Terms and definitions G. References H. Monitoring and compliance I. Contact J. History A. PURPOSE [Provide the general aim for the policy. A Policy should be a concise, clearly written articulation of the police organisation s institutional expectations, parameters and/or broad methods for handling an issue or activity. ] 1. The police orgainsation will hold the perpetrators of crimes related to sexual and gender-based violence (SGBV) accountable for their actions; and stop the violence, ensuring the safety of victims and their family. 2. This policy provides a direction to the investigation of crimes related to SGBV. For the purposes of this policy crimes related to SGBV are defined as [provide the types of crimes related to SGBV recognized in the host State penal code, for example] Rape Sexual assault Domestic violence Causing a person to engage in sexual activity without consent Any other offence of a sexual nature Any attempt to commit any of the offences above. B. SCOPE [This section provides the scope of application of the Policy. It should identify who the Policy applies to as both primary and secondary audience. Provide the name of entities and types of personnel covered by the policy.] 3. All police officers and police staff must be aware of and are required to comply with this policy. 4. This policy applies in particular to officers and staff in the following roles: (This list is not intended to be exhaustive.) [for example] Operational Command Unit commanders, Crime Managers, Forensic Managers, Forensic Practitioners, Child Abuse Investigation Teams, Homicide and Serious Crime 264

273 Command, Community Safety Units, Human Trafficking Team, Station Reception Officers, Criminal Investigation Officers, Intelligence Units. C. RATIONALE [This section provides the justification for developing the policy. The rationale may include the policy or evidentiary reasons (ideally empirical evidence) that drive the need for this Policy. The section should make reference to the security, political, administrative or other pressures that give rise to the requirement for a new Policy or a revision of an existing Policy.] 5. Crimes related to SGBV present unique and complex challenges to the police due to their sensitive and deeply personal nature and due to the severe trauma suffered by the victims. The police understand that a crime related to SGBV is among the most severe crimes that they investigate, that it involves the highest degree of personal violation, and that every case must be treated with sensitivity, compassion, understanding, and non-judgment. D. POLICY [This section is the main body of the document. The format should best suit the content of the particular Policy but in all cases the Policy must be short and to the point. It is designed to convey senior management s expectations of staff for handling an important issue or activity. It should focus on clear and concise statements of authority and responsibility or key strategies, approaches, and parameters to help staff understand and achieve Policy objectives. A Policy is generally prescriptive and directive. It should set clear directions and parameters at a high level.] D1. Police approach to crimes related to SGBV 6. The police organisation strives to realize the ideal of an effective, efficient, responsive, accountable, professional, and sensitive police service of the highest standards possible. 7. Where a crime related to SGBV has occurred, the police shall investigate the offence and identify and arrest the perpetrator. Where a criminal prosecution of a perpetrator is deemed unfeasible, the police will identify and pursue alternative courses of action in consultation with partner agencies to stop the violence and make victims and their relations safer. 8. To this end, the police approach to crimes related to SGBV focuses on bringing perpetrators to justice and delivering the highest possible service to victims. D2. Mission statement 9. The mission of the police organization is to enhance the efficiency and quality of response to crimes related to SGBV thereby leading to an increase in the number of reports made to police and an increase in the number of offenders brought to justice. D3. Fundamental principles 10. The delineation of core police functions in the investigations of crimes related to SGBV and the identification of operational tasks shall be guided by the following fundamental principles. 265

274 11. The police shall treat any report on a crime related to SGBV as an emergency and provide urgent response. The police shall respond to a crimes related to SGBV report with utmost urgency and work quickly to ensure victim safety from further harm, protect crime scene and relevant evidence, including biological, medical, and forensic evidence, and shall ensure that the victim is given medical assistance and support at the earliest possible occasion. 12. The police shall respond to crimes related to SGBV as a serious crime that should be given utmost priority. As the evidence in crimes related to SGBV is extremely time sensitive, rapid action is imperative for a successful investigation. 13. The police shall always believe the victim until the possibility that evidence says otherwise. This principle is essential for two reasons. First, there is a misconception within police organizations that most victims of crimes related to SGBV make false complaints or fabricate their case. In fact, this is a minuscule percentage. To change this misconception, police shall operate under the principle of prima facie. Second, one of the greatest fears of victims of crimes related to SGBV is to not be believed. By believing the victim from the beginning more victims are likely to report these crimes. 14. Obligation of arrest Officers will be obliged to arrest the suspect when there are reasonable grounds of their involvement in the crime and conditions are met. Failure to do so may result in a neglect of duty or other failure of standards. Officers must fully justify any decision not to arrest and clearly document their decision. 15. The police shall conduct every investigation with diligence and thoroughness. Crimes related to SGBV are heavily reliant on the viability of medical and forensic evidence. Therefore, the chain of evidence must be completely and thoroughly recorded. Police officers are to take diligent notes throughout the investigation as well as documenting in audio and in writing all victim statements, and securing photographic evidence. All police officers shall be trained in proper report writing and evidence collection. Priority must also be placed, within the police organization, to create a detailed chain of evidence from collection, analysing, transport, and storage. Signatures of police officers must be provided for every report, document, and chain of evidence, so as to foster accountability. 16. The police shall behave with professionalism and respect toward the victim and witnesses. The police shall be aware of the distressful nature of these crimes and be trained to respond with professionalism by using appropriate and sensitive language, by being aware of their own body language and express sympathy toward the victim. Police shall also respect the privacy, the trauma, and the restrictions of the victim. Often the fear of investigative, medical and prosecutorial procedures adds to a victim's reluctance to report, or unwillingness or psychological inability to assist in the investigation. Officers and criminal investigators play a significant role in the victim's willingness to cooperate in the investigation and their ability to cope with the emotional and psychological after effects of the crime. Therefore, the police shall provide victims of crimes related to SGBV with the necessary information and assistance to make their interaction with the criminal justice system as easy as possible. 17. The police shall prioritize the protection and the confidentiality of the victim. The 266

275 first priority for the police is to ensure the protection of the victim from further harm. This includes an understanding that such cases often carry a heavy social stigma that can be devastating for the victim s life. If the community finds out about the incident, the results may be alienation, social exclusion, and becoming completely cut off from friends and family. The police must keep all details of the crime completely confidential. Victims should have utmost confidence in the police s discretion and confidentiality surrounding their case. Furthermore, the police should establish a comprehensive and formalised victim referral network. 18. The police shall cultivate partnerships. The police shall seek opportunities to enable or catalyse their own efforts through the assistance of and co-operation with partners working on the prevention of sexual and gender-based violence (SGBV). Partners include local support networks, counselling services, and medical institutions. Partners can also include international agencies, funds and programmes, regional organisations, non-governmental organisations and bilateral partners. Police managers shall seek partnerships where they are productive and in line with investigative priorities and establish formalised collaborative mechanisms. E. ROLES AND RESPONSIBILITIES [Any specific staff roles and responsibilities relevant to the implementation of the Policy should be made clear. Responsibilities should be identified and attributed to individual officer(s) or categories of officers (e.g. The Chief of staff shall be responsible for implementing ).] 19. The Head of the office that deals with criminal investigation shall be responsible for implementing this policy. F. TERMS AND DEFINITIONS [This section contains a list of terms and their definitions for words and phrases that are required to understand this guidance material.] Sexual Violence: The perpetrator committed an act of a sexual nature against one or more persons or caused such person or persons to engage in an act of a sexual nature by force, or by threat of force or coercion, such as that caused by fear of violence, duress, detention, psychological oppression or abuse of power, against such person or persons or another person, or by taking advantage of a coercive environment or such person s or persons incapacity to give genuine consent. (The Rome Statute, ICC) Examples: Rape, (including marital rape, anal rape, attempted rape), child sexual abuse, defilement, incest, forced sodomy, sexual abuse, sexual exploitation, forced prostitution, human trafficking for sexual exploitation/forced labour, sexual harassment, sexual violence as a weapon of war and torture, a form of genocide, a crime against humanity, forced sterilization, forced pregnancy, etc. Gender Based Violence: Violence that is directed against individuals or groups of individuals on the basis of their gender or sex. It includes acts that inflict physical, mental or sexual harm or suffering, threats or other such acts, coercion and other deprivations of liberty. (Declaration on the Elimination of Violence Against Women, Convention on the Elimination of All Forms of Discrimination Against Women and 267

276 CEDAW General Recommendation 19) Violence Against Women: Any act of gender-based violence that results in, or is likely to result in, physical, sexual or psychological harm or suffering to women, including threats of such acts, coercion or arbitrary deprivations of liberty, whether occurring in public or private life. UN General Assembly Resolution 48/104 (20 December 1993), Article 1. The United Nations determined that violence against women can take the form of physical, sexual and psychological violence within the family, the community and perpetrated or condoned by the state (UN General Assembly Resolution 48/104 (20 December 1993)) Rape: 1. The perpetrator invaded the body of a person by conduct resulting in penetration, however slight, of any part of the body of the victim or of the perpetrator with a sexual organ, or of the anal or genital opening of the victim with any object or any other part of the body. 2. The invasion was committed by force, or by threat of force or coercion, such as that caused by fear of violence, duress, detention, psychological oppression or abuse of power, against such person or another person, or by taking advantage of a coercive environment, or the invasion was committed against a person incapable of giving genuine consent The concept of "invasion" is intended to be broad enough to be gender-neutral. It is understood that a person may be incapable of giving genuine consent if affected by natural, induced or age-related incapacity. This footnote also applies to the corresponding elements of article 7(1)(g) - 3, 5 and 6. (The Rome Statute, ICC) Sexual Assault: Sexual assault is the act of committing a crime of a sexual nature against a person without that person s consent or against a person incapable of giving genuine consent due to natural, induced or age related incapacity, or causing a person to engage in an act of sexual nature by force, or by threat of force or coercion, such as that caused by fear of violence, duress, detention, psychological oppression or abuse of power, or by taking advantage of a coercive environment. Domestic Violence: Domestic violence includes all acts of abuse and violence that occur within the family or domestic unit, perpetrated by family members or by intimate partners, such as between former or current spouses or partners, whether or not the suspect shares or has shared the same residence with the victim. The abuse can be manifested through: Physical abuse including but not limited to slapping, beating, strangling, burning, choking, kicking, threats with an object or weapon, and murder. It also includes traditional practices harmful to women such as female genital mutilation and wife inheritance (the practice of passing a widow, and her property, to her dead husband s brother). Sexual abuse such as coerced sex through threats, intimidation or physical force, forcing unwanted sexual acts or forcing sex with others. 268

277 Psychological abuse which includes behaviour that is intended to intimidate and persecute, and takes the form of threats of abandonment or abuse, confinement to the home, surveillance, threats to take away custody of the children, destruction of objects, isolation, verbal aggression and constant humiliation. Economic abuse includes acts such as the denial of funds, refusal to contribute financially, denial of food and basic needs, and controlling access to health care, employment, etc. Emotional and psychological violence: Abuse, humiliation (nonsexual verbal abuse that is insulting, degrading, demeaning, compelling victim to engage in humiliating acts, denying basic expenses for family survival), confinement (isolating a person from friends/family, restricting movements, deprivation of liberty). Socio-economic violence: Discrimination, denial of services, exclusion, denial of access to education health assistance, property rights etc., social exclusion based on sexual orientation (denial of access to services, hostility against homosexuals, transsexuals or transvestites), obstructive legislative practice (denial of access to exercise of civil, social, economic, cultural and political rights). Harmful traditional practices: Female genital mutilation (FGM), cutting of genital organs for non-medical reasons), early marriage, Forced marriage, Honour killing/maiming (maiming or murdering a woman or girl as punishment for acts considered inappropriate for her gender), female infanticide or neglect (killing, withholding food, and/or neglecting female children because they are considered to be of less value in a society than male children, denial of education for girls or women. Enforced prostitution: The perpetrator caused one or more persons to engage in one or more acts of a sexual nature by force, or by threat of force or coercion, such as that caused by fear of violence, duress, detention, psychological oppression or abuse of power, against such person or persons or another person, or by taking advantage of a coercive environment or such person s or persons incapacity to give genuine consent. (The Rome Statute, ICC, 2000) Sexual slavery: The perpetrator exercised any or all of the powers attaching to the right of ownership over one or more persons, such as by purchasing, selling, lending or bartering such a person or persons, or by imposing on them a similar deprivation of liberty. The perpetrator caused such person or persons to engage in one or more acts of asexual nature (The Rome Statute, ICC, 2000). Forced pregnancy: The perpetrator confined one or more women forcibly made pregnant, with the intent of affecting the ethnic composition of any population (The Rome Statute, ICC, 2000). Enforced sterilization The perpetrator deprived one or more persons of biological reproductive capacity. The conduct was neither justified by the medical or hospital treatment of the person or persons concerned nor carried out with their genuine consent (The Rome Statute, ICC, 2000). Human trafficking: The recruitment, transportation, transfer, harbouring or receipt of persons, by means of the threat or use of force or other forms of coercion, of 269

278 abduction, of fraud, of deception, of the abuse of power or of a position of vulnerability or of the giving or receiving of payments or benefits to achieve the consent of a person having control over another person, for the purpose of exploitation. Exploitation shall include, at a minimum, the exploitation of the prostitution of others or other forms of sexual exploitation, forced labour or services, slavery or practices similar to slavery, servitude or the removal of organs. The recruitment, transportation, transfer, harbouring or receipt of a child for the purpose of exploitation shall be considered trafficking in persons even if this does not involve any of the means mentioned above. (United Nations Protocol to Prevent, Suppress and Punish Trafficking in Persons, 2000). Sexual abuse: Actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions (United Nations, Secretary-General s Bulletin on Special measures for protection from sexual exploitation and sexual abuse, ST/SGB/2003/13, 2003). Child sexual exploitation and abuse/incest: Child sexual exploitation and abuse relates to any sexual activity with a child. It takes on various forms including the inducement or coercion of a child to engage in sexual activity; the exploitative use of children in prostitution or other unlawful sexual practices; the exploitative use of children in pornographic performances and materials. (Convention on the Rights of the Child, 1989). Sexual harassment: Any unwelcome sexual advance, request for sexual favour, verbal or physical conduct or gesture of a sexual nature, or any other behaviour of a sexual nature that might reasonably be expected or be perceived to cause offence or humiliation to another, when such conduct interferes with work, is made a condition of employment or creates an intimidating, hostile or offensive work environment. While typically involving a pattern of behaviour, it can take the form of a single incident. G. REFERENCES Normative and Superior References [This section should include a list of any normative references (e.g. National legislation, Criminal Code, Rules and Regulations, international standards or other legal requirements) from which this Policy derives its authority or which authorizes departmental action on this issue, or which binds the department to a certain interpretation, understanding or approach to the issue or activity.] National Criminal Code Statute of the International Criminal Court Etc. Related Policies [A list or short description of existing national/organisational policies which should be read alongside this Policy, or which are relevant to this Policy.] Police policy on criminal investigations Police Standard Operating Procedures on investigations of crimes related to SGBV 270

279 Etc. H. MONITORING AND COMPLIANCE [Where the policy creates explicit or implicit expectations of compliance, it should include guidance on how the implementation of the policy will be monitored. This should include a statement of roles and responsibilities for oversight and monitoring. If possible, the monitoring approach should be based on performance criteria to measure success of implementation of the policy. This section should also identify the consequences of non-compliance with the Policy. Generation of expectations of compliance without the capacity to enforce it may undermine the credibility of the Policy.] 17. The Head of the Police organisation shall monitor compliance with this document. I. CONTACT [The contact information of the office that developed the Policy. Do not use personal addresses, but rather a generic, departmental address.] 18. This policy was developed by the National Police Strategic Policy and Development Department. J. HISTORY [This section should contain the dates of any reviews and modifications to this Policy. It should also identify earlier policies that were substantively altered, repealed or terminated as a result of the issuance of this Policy. If necessary, a schedule of amendment amendments may be added as an attachment.] APPROVAL SIGNATURE: NAME, TITLE, DEPARTMENT DATE OF APPROVAL: APPROVAL SIGNATURE: NAME, TITLE, DEPARTMENT DATE OF APPROVAL: 271

280 Project Tool 97: Model Standard Operating Procedures on Police Investigation of rape and sexual offences Model Standard Operating Procedures on Police Investigation of rape and sexual offences Contents: A. Purpose B. Scope C. Rationale D. Procedures E. Roles and responsibilities F. Terms and definitions G. References H. Monitoring and compliance I. Contact J. History A. PURPOSE [Provide the general aim for the Standard Operating Procedure (SOP). An SOP should be a concise, clearly written articulation of the police organisation s institutional expectations, parameters and/or broad methods for handling an issue or activity. ] 1. This Standard Operating Procedure provides a comprehensive direction to the investigation of rape and sexual offences, from the initial reporting, through investigation, supervision and disposal. For the purposes of this policy sexual offences are defined as [provide the types of sexual offences recognized in the host State penal code, for example] Rape Sexual assault Causing a person to engage in sexual activity without consent Any other offence of a sexual nature Any attempt to commit any of the offences above. B. SCOPE [This section provides the scope of application of the SOP. It should identify who the SOP applies to as both primary and secondary audience. Provide the name of entities and types of personnel covered by the SOP.] 2. All police officers and police staff must be aware of and are required to comply with this SOP. 3. This SOP applies in particular to officers and staff in the following roles: (This list 272

281 is not intended to be exhaustive.) [for example] Operational Command Unit commanders, Crime Managers, Forensic Managers, Forensic Practitioners, Child Abuse Investigation Teams, Homicide and Serious Crime Command, Community Safety Units, Human Trafficking Team, Station Reception Officers, Criminal Investigation Officers, Intelligence Units. C. RATIONALE [This section provides the justification for developing the SOP. The rationale may include the policy or evidentiary reasons (ideally empirical evidence) that drive the need for this SOP. The section should make reference to the security, political, administrative or other pressures that give rise to the requirement for a new SOP or a revision of an existing SOP.] 4. Sexual offences present unique and complex challenges to the police due to their sensitive and deeply personal nature and due to the severe trauma suffered by the victims. The police understand that a sexual offence is among the most severe crimes that they investigate, that it involves the highest degree of personal violation, and that every case must be treated with sensitivity, compassion, understanding, and non-judgment. Often the fear of investigative, medical and prosecutorial procedures adds to a victim's reluctance to report, or unwillingness or psychological inability to assist in the investigation. Officers and criminal investigators play a significant role in the victim's willingness to cooperate in the investigation and their ability to cope with the emotional and psychological after effects of the crime. Therefore, it is the policy of the police to provide victims of a sexual offence with the necessary information and assistance to make their interaction with the criminal justice system as easy as possible. D. PROCEDURES [This section is the main body of the SOP. The Procedures section should contain clear and concise statements on how to complete an activity, execute a task or tasks, or achieve a result in the UN peacekeeping context. Remember that an SOP is essentially a set of instructions about how to complete an activity, action or process. The focus of the SOP should be on ensuring that the target user can achieve the desired results by following a series of steps. Procedures should be written in sufficient detail so that someone with limited experience with the procedure, but with a basic understanding of the subject, can successfully reproduce the procedure unsupervised. Ideally, SOPs should be written by staff knowledgeable of the activity who have performed or perform the activity that is the subject of the SOP. An SOP is written in the form of a series of technical or administrative activities, or sequential set of steps, to achieve an objective or complete a task. SOPs may, however, vary from this basic style to convey more complex guidance on how to implement an activity or achieve a result.] 273

282 5. First response 5.1. Dispatcher response: dispatch personnel play a critical role in focusing the initial police response by compiling necessary information Every call reporting rape or sexual assault made to the police should be treated as an emergency call Take the informant s full name, address and telephone number (if available) and any other information in locating the informant at a later stage Find out about the location and needs of the victim. Assess their medical condition and potential need for immediate medical attention Find out what happened, when it happened, what actions have been taken (e.g. gave medical attention to victim, challenged the suspect), description of the suspect and potentially where the suspect is located, whether weapons were involved in the crime, whether the suspect is likely to be violent again, whether any property has been stolen Dispatch an investigator of the same sex as the victim to the scene to conduct the initial interview. The victim could also be asked if they prefer to speak to a male or female investigator Ask the informant to advise the victim not to change their clothing and not to shower, clear people from the immediate area, guard the scene, keep any suspects or witnesses at the scene if possible, and not to touch anything in the immediate area Tell your supervisor what has happened and action that has been taken. Your supervisor will give you instructions and authority for further action (e.g. sending a patrol unit) Stay on the phone with the victim to provide assistance and comfort until a patrol unit arrives on the scene Write a full account of the telephone call including all the instructions you have given the informant. Keep the original notes you made when you received the phone call as a log of events may need to be made Initial response: first responding officer should be primarily concerned with the well-being of the victim and should perform an initial crime scene investigation that will facilitate the identification and arrest of the suspect Going to the scene Look out for the offender Note and stop any persons or vehicles attempting to leave the scene when you arrive Park patrol vehicles in a safe area Advise dispatch when you have arrived At the scene When you have arrived at the scene, record date, time, weather conditions, who is present and any other relevant information Establish who will be in charge of the immediate scene Develop a plan as soon as possible Confer with any other police who are at the scene Use initiative and be flexible. 274

283 Prioritise duties Assign tasks First response Establish the exact scene of the crime Establish whether anyone has interfered with the scene Find out where the victim, offender and any witnesses might be Conduct preliminary interview with the informant. Get some brief information about the crime and arrange to have a detailed interview with the police and make a statement Evaluate the scene for potential threats Relay appropriate information to other responding officers and to supervisors Secure the crime scene Evaluate whether immediate search for the suspect is appropriate In stranger to stranger cases, locating the suspect quickly is important; In an acquaintance sexual assault, it may be an investigative advantage to delay contact with the suspect Initial Victim Assistance Make contact with victim and record personal information (name, address, contact details) Render first aid, if necessary Request emergency medical assistance, if required In instances of drug facilitated rape or sexual assault, common symptoms may include: vagueness, self-contradiction, inability to explain in detail, inability to describe suspect, changing of the description of events over time Gain victim s confidence by showing understanding, patience and respect for personal dignity Use language appropriate to the age, intelligence and emotional condition of the victim, Offer victim the choice of speaking to a male or female officer Use sensitive terminology, Say serious assault rather than rape, Avoid terms like allegation, alleged victim, and alleged suspect, Help victim to locate family or friends for emotional support Consider need for shelter and child care Contact victim advocates and special victim support Accompany the victim to the hospital and relay pertinent information concerning the assault to the examining physician Ensure that the medical examination includes collecting blood and saliva samples, pubic hair and head hair samples and combings, fingernail scrapings, vaginal smears, oral swabs and photographs. Ensure that evidence is properly stored and 275

284 identified. 6. Crime scene investigation: involves examining the location where a crime took place or a location or person where evidence from a criminal act may exist Preliminary actions Clear everyone from the immediate scene and ensure no one enters or leaves it, and do not move or touch anything Establish boundaries around the scene and appoint scene guards to maintain them. Make the boundaries as wide as possible in the initial stages Initially, until reinforcements arrive, you may consider using reliable civilians to assist in the guard of an area. These persons are placed at access points to a scene and are told to request other civilians not to enter an area When considering boundaries consider the offender s actions Keep any possible witnesses or suspects in a clear area. Keep them in separate areas Find out immediately if any person has left the scene and take steps to locate them Establish an assembly point where people can arrive and assemble safely without interfering with the scene Provide a situation report Supply known details briefly and say what action you have taken Receive instructions Request any further assistance that may be needed Crime Scene Investigation Suspect Focus the investigation on the suspect rather than the victim Try to find out who the suspect is. If they are still at the scene, make sure they do not leave the scene Keep the suspect separate from others at the scene Comply with the laws and police policy in dealing with suspects Hold a preliminary interview and note what is said, the appearance and behaviour of the suspect Allow the suspect ample opportunity to give an account of the incident Make a preliminary search (pat down) to prevent the suspect from getting rid of any evidence Search for weapons. Lead the conversation by first asking the suspects if they have any weapons. Good communication with the suspect is required If the suspect has a weapon, ask what the weapon is and depending on the type of weapon and risk/threat involved you should consider: 276

285 Handcuffing the suspect then removing the weapon; Getting the suspect to produce the weapon If the suspect denies having a weapon, you are always allowed to take any reasonable steps to confirm, this can include: Asking the suspect to turn out their pockets Getting them to raise their arms and turning around Asking them to allow a pat down search (before conducting always ask if they have any sharp objects. If they have, get them to produce the item) Obtain consent or acquire a court order to secure suspect s forensic exam for probative evidence Victim: Initial investigation should limit questioning to identify victim and describe the suspect, broadcast the description to other units The 5 W s and how: who, what, when, where, why, and how Find out how, when and where the victim was injured and who was responsible. Record details of victim s injuries, if any, and the condition of their clothing Determine the victim s emotional and physical ability to answer questions concerning the assault and limit questions accordingly Conduct questioning in private and only by one officer Generally avoid asking detailed, intimate questions regarding the assault as this might be too traumatizing for the victim to answer right away Request the victim s consent to undergo a medical examination, emphasizing its importance to investigative and apprehension effort When the victim is deceased: Avoid moving them when checking for signs of life Consider your safety when checking- body fluids-blood vomit, booby traps A medical practitioner should check for signs of life Consider that the body now becomes an exhibit and all actions with it should be evidentiary If it is necessary to move the body to establish signs of life or for any other necessary purpose, mark the body s position and record in what position the body was found If the body is moved do not try to put it back in its original position. 277

286 7. Investigation Crime scene Protect the crime scene, particularly bedding, clothing, and related materials and areas, and ask the victim not to wash until a medical examination has been performed These cases rely heavily on physical evidence, an uncontaminated crime scene and forensic evidence is essential Ensure evidence is protected, collected, and preserved Pay attention to surfaces where the suspect may have left bodily fluid or hair. Biological evidence, such as semen, saliva, faeces, and urine can be collected from clothing, bedding, towels, and tissues Be prepared to cope with any changes such as rain, or the evaporation of wet footprints or marks in sand Keep a log of the times people enter or leave the scene Photographs are essential, especially in order to get an idea of the overall state of the crime scene, and to note the placement of evidence Photograph all angles of the crime scene as well as close-ups of relevant details; Photograph any evidence of struggle: torn clothing, buttons, jewellery, overturned furniture, etc.; Photograph any injuries on the victim, but be sensitive to location of the injuries The officer should also attempt to sketch the crime scene giving approximate distances between relevant objects. This sketch along with the photographs should later give investigators a perfect idea of the crime scene Record the process of evidence collected and record the chain of evidence in detail If the victim was tied with any type of rope, DO NOT untie the knot. Rather, cut the rope at a location away from the knot, since the mode of tying might link the suspect to other offenses, Collection and packing of evidence from the crime scene must be done with utmost care and efficiency, Take detailed notes to be handed over to specialized investigators Evidence collection 7.1. Ensure that appropriate photo and video evidence from the crime scene are taken and included in the report Officers will be sensitive to the location of the injuries on the victim s body and will summon an officer of the same sex to take the photos 278

287 7.2. Gather and secure clothing worn at the time of the incident Gather all photographs of the state of the crime scene and of victim s injuries Obtain and secure medical and forensic evidence The victim may need to sign a medical release form authorizing access to medical records for court procedures Interview victim keeping in mind the trauma suffered Request for forensic crime lab examination for any evidence collected 7.8. Follow-up with evidence experts on the result from tire tracks, tool marks, bite marks, fibres, weapons, clothing, etc Investigate and document the suspect s conduct prior to the assault Interview suspect and allow them to tell their own version of the events Interview all possible witnesses and obtain their statements Witnesses who saw the assault occur, saw the suspect leave the scene, or saw the victim and suspect together before the assault Anyone who the victim talked to about the assault before contacting the police Anyone who knows or may know the suspect Analyse the statements of all parties involved Keep in mind the co-occurring nature of SGBV crimes. What other crimes may have been committed by the suspect? In the case of stranger rape or sexual assault, prepare a line-up or photo gallery Work as a team with involved investigators. For evaluation purposes, brainstorm as a team has everything been considered? 7.2. Medical examinations If the sexual assault has occurred within the previous 72 hours (the parameter for trace forensic evidence), the victim should be directed to a hospital for a forensic examination Explain the critical importance of medical evidence Acquire their consent and inform them of their right to decline any part of the examination, but make sure they understand the potential consequences if any part of the examination is refused After giving consent for the medical examination, the victim should be escorted to the hospital by the first responder of the victim s preferred gender and provided initial victim assistance The victim should also be given the choice between a male and female medical examiner Usually, both female and male rape victims will prefer the examiner to be female (but they should always be asked) They should be advised not to shower or change clothing. The police will keep the clothing work at the time of the incident, so they should be given the chance to get a change of clothing or the police should provide it If rape occurred, secure medical evidence of penetration and related injuries Sexual history should be requested only to account for 279

288 complications to the semen and DNA samples The Victim s Sexual Assault Kit: the Kit should be included in the official case report and should include: A medical examination and authorization form A medical history narrative review form Photographs of bruising and other injuries 7.2.A form for recording injuries Swabs to collect oral, vaginal, anal, cervical, and bite mark and licking samples Physical examination form: general appearance, physical trauma, etc The Suspect s Sexual Assault Kit: to corroborate all statements the suspect s Kit should also be included in the report and should include: A debris collection envelope: leaves, fibres, hair, dried semen Fingernail scrapings envelope Tube for the collection of blood Paper bags for the collection of clothing and underwear Pulled head hairs, and pulled pubic hairs Oral and penis swabs 7.3. Victim interview: a specialized investigative officer may be assigned the follow-up investigation as soon as possible and will remain responsible for the case until it is closed. It is important that the first responding officer relays detailed notes and findings to the investigator. All interviews must be carefully planned and prepared for ahead of time and the officer should have a clear strategy in mind Compile the basic investigative information contained in the initial interview, criminal complaint and medical examination Conduct an interview that will allow the victim to describe the incident without interruption and in their own pace Believe the victim (until the possibility that evidence says otherwise) Recognize their survival and bravery for coming to the police Give the victim control, respect the victim s immediate priorities How would they like to be referred to? Would they like to speak to a woman or a man? Agree on terminology (for example for body parts) Build a rapport with the victim; gain their trust by partnering with the victim, showing respect, remaining non-judgmental, being considerate, sensitive, attending to their needs, and providing a safe, comfortable, and private interview room The setting should also be free from distractions. The goal is to make the interview as comprehensive as possible the first time, so the victim will not have to relay the event multiple times to the police Accommodate the victim s request for a support person, but take responsibility for excluding a support person when appropriate and offer them both an explanation Explain the need for obtaining detailed information concerning the crime to include details of the sex act, the suspect s modus operandi, clothing, means of restraining the victim and the use or availability of 280

289 weapons; any words used or instructions given to the victim; marks, scars, tattoos, deformities, body odour; and any witnesses, participants or accomplices that the victim can identify Encourage the victim to use their own words, and avoid using police jargon. Take detailed notes and record it exactly in the victim s words Document the victim s actions in response to the attack. Identify elements of force used, threat(s) made, intimidation, coercion, exploitation, inability to consent by reason of force, age, incapacitation or as a result of being in custody/hostage. Questions to identify such information can include: Identifying fear as a consequence of force or threat of force: o How did you feel? o What made you afraid? o What did you think the perpetrator might do? o Were any specific threats or actions made to explicitly or implicitly threaten you? Identifying forced or compelled sexual acts: These questions will largely be in relation to specific sexual acts. Identify body position of both the perpetrator and victim, size differences, whether weapons were present (crude or otherwise), number of suspects, whether the attack occurred in isolation or confinement Identifying inability to consent: o Did the assault take place while the person was in custody, or had been kidnapped? o Was the victim a minor (child)? o Was the victim under the influence of drugs/alcohol? o Was the victim physically/mentally disabled to the extent that they are unable to grant consent to sexual activity? Include information on the nature of any acquaintance with the suspect to include any prior intimate relationships and the state of mind of the victim during the attack A description of the offence should include: Date, time and exact location of the assault Activities of the victim immediately prior to the assault Nature and type of force or threat used to overcome victim and extent of victim s resistance, if any i. Location and extent of injuries received by victim Whether weapons were used and description of these Whether the suspect ejaculated and whether he wore a condom What, if anything, the suspect said or did anything before, during and after the assault What the victim was feeling and thinking What the victim did after the assault If the victim contacted anybody after the attack, and whom A detailed description of the suspect should include 281

290 Physical description, i.e. race, age, height, weight, build, colour of hair, colour of eyes Scars, marks, tattoos, physical defects or abnormalities, jewellery, etc A description of clothing worn Words and phrases used, accent, dialect, mannerisms or behaviour Body odours, aftershave, oil, smoke Details of how the perpetrators approach was made and method of attack Weapons used How long the incident lasted Direction of departure from the scene If the victim knows the suspect Full name, place of residence and place of employment; Nature of their acquaintance Any known activities or hang-out of the suspect Recognize the impact of trauma and how this affects an individual s behaviour A victim who is attempting to disclose a traumatic, embarrassing and humiliating attack is likely to manifest the same or similar behaviours as those associated with lying avoiding making eye contact, being nervous or uncomfortable, get flustered or upset, being defensive, and so on. These behaviours are not an indication of lying for a victim Do not polygraph victims Present the victim with all relevant options for moving forward with prosecution or not and the consequences of their choice The victim should be encouraged to see the importance of prosecution for public safety and for the victim s own sense of safety, but should not be pressured into a choice by the police Suspect interview Respect the rights of suspects. According to the United Nations Criminal Justice Standards, these are the following: The suspect has the right to privacy The suspect has the right to be presumed innocent until proven guilty The suspect should not to be compelled to confess The suspect should be given free assistance of an interpreter The suspect has the right to humane treatment The suspect has the right to counsel of their own choosing Access to counsel should not to be delayed except for exceptional circumstances Counsel is not to be impeded by intimidation, hindrance, harassment or other interference Create a plan for interviewing the suspect based on what is known, what information is sought, covering all the elements of the crime, what needs to be clarified and what needs to be confirmed. 282

291 Hold a non-accusatory interview to gain as much information as possible from the suspect. Do not accuse or challenge the suspects or their statements. Build rapport and create a certain amount of comfort so that suspect keeps on talking Hold an interrogation or accusatory interview if you are able to confront the suspect with provable lies, implausible accounts or partial admissions Implausible accounts: situations that are highly unlikely to have taken place Provable lies: statements which can be directly proven to be deceptive Partial admissions: admitting to parts of the allegation, but not all. This can also be in the form of an apology an apology for hurting or scaring or not listening to the victim Once the shift has been made from a non-accusatory to an accusatory interview, it is not usually possible to return to a nonconfrontational context. It becomes clear to the suspect that they are a primary suspect and that you are attempting to prove their responsibility for the crime. Ensure the following elements to be successful in the interrogation: Preparation: Be prepared by having a thorough knowledge of the case and clear reasons to confront the suspect Demeanour: Do not behave in a physically threatening manner towards the suspect Length of interview: Take regular breaks as some confessions may take time Detect deception by being aware that people who lie are often practiced liars and have learned how to avoid exhibiting common signals associated with deception such as avoiding eye contact, being nervous or fidgety, getting flustered, and being defensive or upset. Interpret these signals appropriately. Shame and lying have the same signals such that a victim disclosing a traumatic and humiliating attack would demonstrate the same signals. Furthermore, not exhibiting those signals is not an indication of truthfulness. 8. Case file management 8.1. Filing the complaint The official police complaint should be filed at earliest possible opportunity It is very important for the complaint to be consistent with later investigation The court will search for discrepancies so it is important that information is recorded exactly as the victim describes it; Everything must be dated and signed by the maker of the complaint The Case File 8.3. Create a standardized case file cover sheet, a file index system Structure of the Case File 283

292 Cover sheet: type of crime, case number, tracking number, date Initial incidence report: medical, complaint, and police report Crime Scene Report: photographic evidence, diagram of crime scene, and any evidence collected from the scene Statements: victim, witnesses, suspect, and expert Medical report Forensic report Preliminary investigation report Final investigation report 8.3. Standardize Case Coding and Clearance Practices Create a sexual assault database where all cases are documented Assign a tracking number for every reported sexual assault offense Document each report in writing The police clearing practice should be based on the principle that all reports are valid unless evidence proves otherwise Report writing Notes should be taken throughout the investigative process and always be marked with the date and time. Transfer the notes into a report Writing principles: accurate, thorough, brief, complete, clear, concise, objective, and well formulated Document all information given by the victim, even if it does not cast them in the best light If the facts obtained from the investigation indicate use of force by the perpetrator, document using language that reflects this If your department has specialized investigator, the in-depth interviews should be left to them Statements should be recorded in the exact words they were uttered Structure of Investigation Report Title page Executive summary that should include the 5 W s and How Methodology: why investigators took certain steps, made choices, and how they came to conclusions Investigative details: proof, clues found, injuries, description of weapons It should also include any issues with the case and any open questions Justify findings and bring it all together in a conclusion Annexes Structure of Final Report Title page Brief overview of initial complaint and first response Investigative procedures Conclusion 284

293 9. Victim after care 9.1. Victim after care Guide victim and witnesses regarding the court process Give them a sense of control over the process Keep them informed of the investigation and court proceedings Guarantee safety and put them in contact with support networks and counselling opportunities The counselling and rehabilitation of the victim should include physical, mental, psychological and social support In some cases, the victim may suffer social stigma and alienation from the family, so the family should be included in the counselling phase. Inform the victim and the family of NGOs and agencies that will be able to help Handling of media Sex offences attract wide attention and arouse more public indignation than any other type of crime. While briefing media about sex crimes, identity of victim should not be disclosed. Victim should not be produced before media. Disclosure of identity of victim and her family raises problems in their social rehabilitation. Only authorized officers should brief the media Trial support Victim and witnesses should be properly briefed and they should be allowed to read their statements in preparation for trial During the trial, the safety and security of the victim and witnesses should be ensured Conduct de-briefs with the victim after trial and devise an exit strategy in due course Follow-up Remain alert to similar incident statistics in the area and compare rape and sexual assault cases to older cases Remember to remain vigilant in recording all cases in a database for more efficient comparison of cases Implement preventative measures, such as community meetings, patrols, educational material. E. ROLES AND RESPONSIBILITIES [Any specific staff roles and responsibilities relevant to the implementation of the SOP should be made clear. Responsibilities should be identified and attributed to individual officer(s) or categories of officers (e.g. The Chief of staff shall be responsible for implementing ).] 10. The Head of the office that deals with criminal investigation shall be responsible 285

294 for implementing this policy. F. TERMS AND DEFINITIONS [This section contains a list of terms and their definitions for words and phrases that are required to understand this guidance material.] Sexual Violence: Gender Based Violence: The perpetrator committed an act of a sexual na against one or more persons or caused such pe or persons to engage in an act of a sexual natur force, or by threat of force or coercion, such as caused by fear of violence, duress, deten psychological oppression or abuse of power, aga such person or persons or another person, o taking advantage of a coercive environment or s person s or persons incapacity to give gen consent. (The Rome Statute, ICC) Examples: Rape, (including marital rape, anal rap attempted rape), child sexual abuse, defilement, incest, forced sodomy, sexual abuse, sexual exploitation, forced prostitution, human trafficking sexual exploitation/forced labour, sexual harassm sexual violence as a weapon of war and torture, a form of genocide, a crime against humanity, force sterilization, forced pregnancy, etc. Violence that is directed against individuals or gro of individuals on the basis of their gender or se includes acts that inflict physical, mental or se harm or suffering, threats or other such acts, coer and other deprivations of liberty. (Declaration on Elimination of Violence Against Women, Conven on the Elimination of All Forms of Discrimina Against Women and CEDAW Gen Recommendation 19) Violence Against Women: Any act of gender-based violence that results in, o likely to result in, physical, sexual or psychologica harm or suffering to women, including threats of s acts, coercion or arbitrary deprivations of liberty, whether occurring in public or private life. UN General Assembly Resolution 48/104 (20 December 1993), Article 1. The United Nations determined that violence agai women can take the form of physical, sexual and psychological violence within the family, the community and perpetrated or condoned by the s 286

295 Rape: (UN General Assembly Resolution 48/104 (20 December 1993)) 1. The perpetrator invaded the body of a person by conduct resulting in penetration, however slight, of any part of the body of the victim or of the perpetrator with a sexual organ, or of the anal or genital opening of the victim with any object or any other part of the body. 2. The invasion was committed by force, or by threat of force or coercion, such as that caused by fear of violence, duress, detention, psychological oppression or abuse of power, against such person or another person, or by taking advantage of a coercive environment, or the invasion was committed against a person incapable of giving genuine consent The concept of "invasion" is intended to be broad enough to be gender-neutral. Sexual Assault: Domestic Violence: It is understood that a person may be incapable of giving genuine consent if affected by natural, induced or age-related incapacity. This footnote also applies to the corresponding elements of article 7(1)(g) - 3, 5 and 6. (The Rome Statute, ICC) Sexual assault is the act of committing a crime of a sexual nature against a person without that person s consent or against a person incapable of giving genuine consent due to natural, induced or age related incapacity, or causing a person to engage in an act of sexual nature by force, or by threat of force or coercion, such as that caused by fear of violence, duress, detention, psychological oppression or abuse of power, or by taking advantage of a coercive environment. Domestic violence includes all acts of abuse and violence that occur within the family or domestic unit, perpetrated by family members or by intimate partners, such as between former or current spouses or partners, whether or not the suspect shares or has shared the same residence with the victim. The abuse can be manifested through: Physical abuse including but not limited to slapping, beating, strangling, burning, choking, kicking, threats with an object or weapon, and murder. It also includes traditional practices harmful to women such as female genital 287

296 mutilation and wife inheritance (the practice of passing a widow, and her property, to her dead husband s brother). Sexual abuse such as coerced sex through threats, intimidation or physical force, forcing unwanted sexual acts or forcing sex with others. Psychological abuse which includes behaviour that is intended to intimidate and persecute, and takes the form of threats of abandonment or abuse, confinement to the home, surveillance, threats to take away custody of the children, destruction of objects, isolation, verbal aggression and constant humiliation. Economic abuse includes acts such as the denial of funds, refusal to contribute financially, denial of food and basic needs, and controlling access to health care, employment, etc. Emotional and psychological violence: Socio-economic violence: Harmful traditional practices: Enforced prostitution: Abuse, humiliation (nonsexual verbal abuse that is insulting, degrading, demeaning, compelling victim to engage in humiliating acts, denying basic expenses for family survival), confinement (isolating a person from friends/family, restricting movements, deprivation of liberty). Discrimination, denial of services, exclusion, denial of access to education health assistance, property rights etc., social exclusion based on sexual orientation (denial of access to services, hostility against homosexuals, transsexuals or transvestites), obstructive legislative practice (denial of access to exercise of civil, social, economic, cultural and political rights). Female genital mutilation (FGM), cutting of genital organs for non-medical reasons), early marriage, Forced marriage, Honour killing/maiming (maiming or murdering a woman or girl as punishment for acts considered inappropriate for her gender), female infanticide or neglect (killing, withholding food, and/or neglecting female children because they are considered to be of less value in a society than male children, denial of education for girls or women. The perpetrator caused one or more persons to engage in one or more acts of a sexual nature by 288

297 force, or by threat of force or coercion, such as that caused by fear of violence, duress, detention, psychological oppression or abuse of power, against such person or persons or another person, or by taking advantage of a coercive environment or such person s or persons incapacity to give genuine consent. (The Rome Statute, ICC, 2000) Sexual slavery: The perpetrator exercised any or all of the powers attaching to the right of ownership over one or more persons, such as by purchasing, selling, lending or bartering such a person or persons, or by imposing on them a similar deprivation of liberty. The perpetrator caused such person or persons to engage in one or more acts of asexual nature (The Rome Statute, ICC, 2000). Forced pregnancy: The perpetrator confined one or more women forcibly made pregnant, with the intent of affecting the ethnic composition of any population (The Rome Statute, ICC, 2000). Enforced sterilization The perpetrator deprived one or more persons of biological reproductive capacity. The conduct was neither justified by the medical or hospital treatment of the person or persons concerned nor carried out with their genuine consent (The Rome Statute, ICC, 2000). Human trafficking: The recruitment, transportation, transfer, harbouring or receipt of persons, by means of the threat or use of force or other forms of coercion, of abduction, of fraud, of deception, of the abuse of power or of a position of vulnerability or of the giving or receiving of payments or benefits to achieve the consent of a person having control over another person, for the purpose of exploitation. Exploitation shall include, at a minimum, the exploitation of the prostitution of others or other forms of sexual exploitation, forced labour or services, slavery or practices similar to slavery, servitude or the removal of organs. The recruitment, transportation, transfer, harbouring or receipt of a child for the purpose of exploitation shall be considered trafficking in persons even if this does not involve any of the means mentioned above. (United Nations Protocol to Prevent, Suppress and Punish Trafficking in Persons, 2000). Sexual abuse: Actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions (United Nations, Secretary-General s Bulletin on Special measures for protection from sexual exploitation and sexual abuse, ST/SGB/2003/13, 2003). Child sexual exploitation and Child sexual exploitation and abuse relates to any 289

298 abuse/incest: Sexual harassment: sexual activity with a child. It takes on various forms including the inducement or coercion of a child to engage in sexual activity; the exploitative use of children in prostitution or other unlawful sexual practices; the exploitative use of children in pornographic performances and materials. (Convention on the Rights of the Child, 1989). Any unwelcome sexual advance, request for sexual favour, verbal or physical conduct or gesture of a sexual nature, or any other behaviour of a sexual nature that might reasonably be expected or be perceived to cause offence or humiliation to another, when such conduct interferes with work, is made a condition of employment or creates an intimidating, hostile or offensive work environment. While typically involving a pattern of behaviour, it can take the form of a single incident. G. REFERENCES Normative and Superior References [This section should include a list of any normative references (e.g. National legislation, Criminal Code, Rules and Regulations, international standards or other legal requirements) from which this Policy derives its authority or which authorizes departmental action on this issue, or which binds the department to a certain interpretation, understanding or approach to the issue or activity.] National Criminal Code Statute of the International Criminal Court Etc. Related Policies [A list or short description of existing national/organisational policies which should be read alongside this Policy, or which are relevant to this Policy.] Police policy on criminal investigations Police Standard Operating Procedures on investigations of sexual offences Etc. H. MONITORING AND COMPLIANCE [Where the policy creates explicit or implicit expectations of compliance, it should include guidance on how the implementation of the policy will be monitored. This should include a statement of roles and responsibilities for oversight and monitoring. 290

299 If possible, the monitoring approach should be based on performance criteria to measure success of implementation of the policy. This section should also identify the consequences of non-compliance with the Policy. Generation of expectations of compliance without the capacity to enforce it may undermine the credibility of the Policy.] 11. The Head of the Police organisation shall monitor compliance with this document. I. CONTACT [The contact information of the office that developed the Policy. Do not use personal addresses, but rather a generic, departmental address.] 12. This SOP was developed by the National Police Strategic Policy and Development Department. J. HISTORY [This section should contain the dates of any reviews and modifications to this SOP. It should also identify earlier policies that were substantively altered, repealed or terminated as a result of the issuance of this SOP. If necessary, a schedule of amendment amendments may be added as an attachment.] APPROVAL SIGNATURE: NAME, TITLE, DEPARTMENT DATE OF APPROVAL: APPROVAL SIGNATURE: NAME, TITLE, DEPARTMENT DATE OF APPROVAL: 291

300 CORE SKILLS BASIC PRINCIPLES INTRODUCTION Project Tool 98: Model standardised training curriculum plan Lesson 1. INTRODUCTIO N 2. THE ROLE OF POLICE STRUCTURES/ INVESTIGATO RS SPECIALIZED IN SGBV 3. INTERNATION AL LEGAL FRAMEWORK 4. NATIONAL LEGAL FRAMEWORK 5. GENDER AND GENDER ANALYSIS TOOLS 6. DYNAMICS OF SEXUAL AND GENDER- BASED VIOLENCE 7. INTRODUCTIO N TO CRIMINAL INVESTIGATIO N 8. CRIME SCENE INVESTIGATIO N AND MANAGEMEN T Learning objectives Introduce the objectives of the course, modules, schedule, instructors and peers; Provide space for initial feedback and alignment of expectations. Explain the specialized police structure/unit/cell on SGBV; Describe the role of different actors within the police unit. Define applicable international legal instruments to sexual and gender-based violence (SGBV); Define human rights and relevance to police work; Explain women and children s rights; Apply the State s international and national human rights obligations with regard to women and children. Define the applicable national legal instruments to SGBV (e.g. national criminal code, juvenile justice). Define police policies and standardized operating procedures. Define gender and its role in shaping behavioral patterns; Identify gender analysis tools and their benefits to police officers. Define SGBV; Identify the root causes of SGBV; Identify the various types of SGBV including forms of physical, sexual and emotional abuse; Explain risk factors to SGBV; Determine the consequences of SGBV at the personal and community levels. Explain the core qualities and skills of an effective investigator; Define the criminal investigation process; Determine challenges in handling cases of SGBV; Understand the importance of standard operating procedures on investigation for different forms of SGBV, including forensic evidence collection. Evidence Overview Define the term evidence Recognize the different categories of evidence Understand evidence contamination Identify specific forms of evidence Describe forensic evidence Crime Scene Overview 292

301 CORE SKILLS CORE SKILLS Define a crime scene Distinguish different types of crime scenes Outline the considerations for prioritizing crime scenes First Response at a Crime scene Outline steps to take when first at a scene Plan to attend a crime scene Travel outside area of operations Approach safely to a scene Management of crime scene response and examination Purpose of crime scene examination Responsibilities of crime scene manager Purpose of crime scene examination Guarding and controlling a scene Reconnaissance and reconstructions 9. INTERVIEWIN G TECHNIQUES AND STATEMENT TAKING 10. VICTIM- CENTERED APPROACH Define the various types of investigative interview; Outline the steps to prepare for investigative interviews; Identify specific elements of victim, witness suspect and child interviews Manage the role of the language assistant in an interview; Identify the format and content of a complainant/victim/witness/suspect statement. Define the concept of trauma, its causes, and psychological effects; Understand how symptoms of trauma may affect an investigation; Explore measures police officers can take to minimize trauma; Techniques and ethical guidelines for the protection and treatment of survivors. 11. COUNSELLIN G AND VICTIM SUPPORT SKILLS 12. HIV/AIDS AWARENESS 13. SEARCH, HANDLING AND STORAGE OF EXHIBITS Explain the relevance of counseling to police work in investigating and preventing crime; Explain the guidelines for counseling/helping child and women survivors of gender specific crime and members of their families; Explain the significance of good communication skills in gathering the necessary information while counseling; Understand how to build a referral network and coordinate with other service providers to ensure survivors get the medical, legal, psychosocial and other support they need. Outline the risks of transmission of HIV/AIDS in sexual violence crimes; Understand basic facts about and methods of transmission of HIV/AIDS; Describe preventative measures. Apply methods of search; Explain the responsibilities of exhibits managers and crime scene managers; Apply the process of exhibit numbering, handling exhibits, chain of evidence, cross contamination, forensic evidence and storage. 14. CASE FILE Create a standard case file cover; 293

302 SPECIFIC KNOWLEDGE AREAS CORE SKILLS MANAGEMEN T 15. DATA COLLECTION SYSTEM 16. PREPARING & TESTIFYING IN COURT 17. PROBLEM SOLVING APPROACH FOR VIOLENCE PREVENTION Identify the main documents a case file should contain; Create and use a case file index; Explain the purpose of the officer's field notes in relation to report writing; Demonstrate the ability to take notes; Determine the structure of reports; Describe most common uses of investigative reports State the basic writing guidelines (grammar, abbreviations, dates, names of places and numbers). Establish a database for SGBV crimes; Provide daily, weekly and monthly reports. Comprehend the court procedure; Understand roles of officials of the court; Be familiarized with the officer demeanor in the courtroom and procedures concerning testimony in court. Explain police problem solving approaches applied to SGBV; Apply forms to promote zero tolerance of abuses against women and children and engage communities to demonstrate their commitment to ending impunity and eliminating violence; Apply available tools to develop and implement awareness campaigns. 18. DOMESTIC VIOLENCE 19. HUMAN TRAFFICKING FOR SEXUAL EXPLOITATIO N 20. SEXUAL VIOLENCE AS INTERNATION AL CRIMES Define the term of domestic violence, its causes and consequences; Apply specific standard operating procedures in responding to domestic violence incidents; Manage a crime scene involving domestic violence; Write a report on a domestic violence incident; Interview different categories of persons involved; Provide victim support to persons involved. Define human trafficking, its causes and consequences; Apply specific standard operating procedures in responding to human trafficking incidents including how to identify victims of human trafficking as victims of crime; Outline indicators for investigating human trafficking; Manage a crime scene involving human trafficking; Interview different categories of persons involved; Provide victim support to persons involved. Collaborate with international and national entities involved in the investigation. Define sexual violence as an element of international crimes (e.g. war crimes, crimes against humanity and genocide); Explain causes and consequences; Apply specific standard operating procedures in responding to sexual violence as elements of international crimes; Manage a crime scene involving sexual violence as an international crime; Write an incident report; Interview different categories of persons involved; 294

303 COORDINATION 21. HARMFUL TRADITIONAL PRACTICES 22. INTER- AGENCY COLLABORAT ION AND COORDINATIO N Provide victim support to persons involved Collaborate with international and national entities involved in the investigation. Define harmful traditional practices; causes and consequences; Apply specific standard operating procedures in responding to these crimes; Manage a crime scene involving harmful traditional practices; Write an incident report; Interview different categories of persons involved; Provide victim support to persons involved Understand the need for cooperation and coordination between the police service and other agencies involved in the protection of women and children; Comprehend how police work relates with other agencies involved in the protection of women and children s rights; List the partners of the specialized police unit. 295

304 Project Tool 99: Training preparation checklist Training preparation checklist- Circle where appropriate Yes/No/N/A Names of modules to be delivered= Circle ALL if not record in lines below Venue/Location of Training Does the training require the trainees to have accommodation and meals after the training Yes/No Purpose of training=summarise Trainees/Audience Police= UNPOL/Host state Police/My country Civilian= Name the group Have I read the module(s) Have I adapted the modules to local context Yes/No Yes/No What have I included=summarise Have I Identified local laws as they apply to the modules Identified Customs and Culture for the area of work Identified the operating Context- The concept of Operations- UN Mandate Identified and gathered local examples and stories Adapted and made changes to Powerpoint presentations Identified how long the training will take Yes/No Yes/No Yes/No Yes/No Yes/No Yes/No 296

305 Prepared a schedule/timing of training Sent a copy of the schedule to my supervisor Sent a copy of the schedule to the venue liaison Communicated with the venue liaison for the following factors Ensured that the venue is booked for sufficient time for the training Checked will the venue be of sufficient size for the number of students Checked that the venue has adequate seating Checked that the venue has a degree of comfort airconditioning/heating Checked that the venue has an operating system to play power point Checked that the venue has an operating system to play videos is there sound? Checked that the venue has power/electricity Checked for Flip charts-marker pens-if available Checked for Note taking paper-if available Checked for name tags-if available Checked for name plates-if available Checked for props and supports for scenarios Checked for photocopying/printing facilities-if available Checked that toilet/bathroom facilities will be of a standard for trainee Checked if morning/afternoon tea lunch arranged Checked for after training meal arrangements for myself/coinstructors/trainees Checked for accommodation arrangements for myself/ coinstructors/trainees Checked if internet access is available Yes/No Yes/No Yes/No/N/A Yes/No/N/A Yes/No Yes/No Yes/No Yes/No Yes/No Yes/No Yes/No Yes/No Yes/No Yes/No Yes/No Yes/No Yes/No Yes/No Yes/No/N/A Yes/No/N/A Yes/No/N/A Yes/No/N/A 297

306 Checked / arranged transport to and from accommodation to training venue Checked the material is ready on disk/data stick/pc Made photocopies of instructor s notes/training materials/training schedule/list of participants for co-instructors Made photocopies of training materials/ training schedule/list of participants for trainees Made a contact list of persons attending the training Found out if I need a translator Organised a translator if needed Yes/No/N/A Yes/No/N/A Yes/No Yes/No Yes/No Yes/No/N/A Yes/No/N/A 298

307 Project Tool 100: Remote training preparation checklist Remote training checklist Item Comment Cost Portable projector monitor Light rugged simple to use 2 spare bulbs Bulbs are prone to defects and breakage Portable screen Should be light and able to be folded away. Can consider a dense white sheet Power lead 1x 10m Minimum of 10 meters allows for power 1 x 5m source outlets being some distance away from projector placement. Additional power lead connects to circuit board and allows trainers to connect other equipment away 2x Circuit board 6 plugs minimum with cut out Multi adapter x 2 Laptop PC External hard drive minim 1 terabyte. External power source to allow for transfers while lessons being held Multiport adapter Media Software Microsoft Windows Software Antivirus software Data stick x 2 min 8Gb Speakers from projector Cut out prevents damage to equipment. 2 nd circuit board allows for another set up away from projector for instructor/trainers to have another area for set ups Note all equipment should be purchased in same area to allow for placing in circuit board. Multi adapter is for connecting to local generator or power outlet. Need to source a very good robust model. The second adapter is for potentially connecting other local equipment such as speakers Robust simple model. PC- Must have Standard size SD card slot for photo transfer, wireless capability to allow for connecting to internet when available and Bluetooth for wireless connection of other hardware. Provides back up of course material and storage for camera/videoing of lessons for later evaluation. Minimum of 4 connections- Allows for transfer of other material to those students utilising data sticks, cuts down on costs of burning CD s Wide range of media software to be able to play other media that may be provided on the ground. Modules are in Word format. Excel required for evaluation graphing High incidents of malware in mission To allow transfer of photos from one PC to another. 8Gb minimum required to allow for transfer of movies and videos To allow for larger sound type to be attached to computer. Recommended that they have separate power source and not to be powered through the PC estimate 299

308 Wireless Power point laser Camera Camera stand Multi-tool-Small toolkit, pliers /Flat head screwdriver set Electrical tape 2x rolls Wireless laser for power point. Best are those that charge when connected directly to PC. 10 mega pixel minimum- Must have video function and minim of 16 megabyte SD card storage. Should have ability to be charged through camera. Easy to use.point and shoot. Useful for Public relations and class evaluation. To allow for videoing of classes for evaluations Tool with screwdriver and pliers required for intermittent repairs Safety reasons. In mission some power outlets and sources may be hazardous and in poor repair. 300

309 Project Tool 101: Standardised training evaluation Strongly agree Content The content was satisfactory/up to my expectations The content is relevant to my job I was given the opportunity to practice what I learned in a contextualized fashion If the case, what other content would you suggest Design The objectives were clear to me I accomplished the objectives of this module The activities stimulated my learning The difficulty level of this module was appropriate The pace was appropriate Facilitation of the course What activities mostly contributed to your learning? What did you like about the facilitation of the module? What would you suggest to be improved in the way the instructor presented the course? Disagree Neither agree nor disagree Agree Strongly agree Not applicable N/A N/A N/A N/A N/A N/A N/A N/A Provide better information before the module. Clarify the module objectives. Reduce the content covered in the module. Increase the content covered in the module. Update the content covered in the module. Improve the instructional methods. 301

310 Make module activities more stimulating. Improve module organization. Make the module less difficult. Make the module more difficult. Slow down the pace of the module. Speed up the pace of the module. Allot more time for the module. Shorten the time for the module. Include tests in the module. Add more video to the module. Add more scenario/examples in the module. Add more group work in the module. Add role playing. Add more out of box thinking activities. Other: please specify Self-paced delivery The module covered proper content The content was up-to-date The course could have used more group work The course could have done more simulations Other What is least valuable about this module? What is most valuable about this module? Other comments, suggestions, and/or recommendations Strongly agree Disagree Neither agree nor disagree Agree Strongly agree Not applicable 302

311 Lesson 4 Adopting a Victim-Centred Approach Project Tool 102: Checklist on guiding principles for a victim-centred approach No 1 Guiding Principles Ensure the physical safety of the victim(s) 2. Confidenti ality Checklist of victim-centred skills Consider the safety of the victim Always be aware of the security risks a victim might be exposed to. Hold all conversations, assessments and interviews in a safe setting. Try, as much as the context and your position allow you, to assess the situation of the victim. Questions that can be asked are: Does the victim have a safe place to go to? Will the victim be confronted with the offender? What are the options for referral available to the victim? If possible, take action to ensure the safety of the victim. Ensure confidentiality Do not share the story of the victim with others. If you need to share information with professionals, for instance to organise a referral, you can only do so if the victim understands what this implies and has given her/his consent beforehand. Refrain from sharing information about victims without their consent. Maintaining confidentiality means that you cannot share any information about victims (history, identity etc.) with anyone without the permission of the victim. Restrict access to medical information to authorized health care providers. Only authorized health care providers will have access to medical data (written reports, video tapes, etc.) about victims without their permission. This means that information about victims cannot be shared with reporters from newspapers, with government authorities, or even with other family members or caretakers without the permission of the victim. Guard information to avoid threats and ensure the 303

312 3 Respect the wishes, the rights and the dignity of the victim(s) and consider the best interests of the child, when making any decision on the most appropriate course of action to prevent or respond to safety of the victim. Ensure that a victim does not experience further threats and/or violence as a result of seeking assistance. Possible exceptions Suspicion of child abuse or neglect. In many countries you have the duty to report any suspicion about child abuse or neglect. The safety of the child is in this situation more important than the confidentiality. Emergency of life-threatening situations. In situations where the life of the victim or of others in endangered you have to release information and undertake action (i.e., if the person is suicidal or expresses a serious threat to harm others). Health care workers and counselors can share information about a case with colleagues, to ask for technical advice or in the context of supervision. It is not considered to be a breach in confidentiality. This must be explained to the victim at the start of the consultation. Police/ prosecution records. However only professionals directly involved in the case should have access. Do not share a victim s statement or records with persons outside of the police unit investigating the case, for example, patrol units. Respect the wishes, needs and capacities of the victim Every action you take should be guided by the wishes, needs and capacities of the victim. Ensure attention for all needs of the victim: medical and psychosocial needs as well as material needs and the need for justice. Respect the strength and capacities of the victim to cope with what happened to her/him. After the victim is informed about all options for support and referral, s/he has the right to make the choices s/he wants. Treat the victim with dignity Show that you believe the victim, that you don t question the story or blame the victim and that you respect her/his privacy. Assure a supportive attitude Show sensitivity, understanding and willingness to listen to the story of the victim. Retain a caring attitude, regardless of the type of intervention you make. Provide information and manage expectations 304

313 4 an incident of sexual and genderbased violence. Ensure nondiscriminati on Make sure you are well-informed about the options for referral (medical, psychosocial, economic, judicial) and available services, along with their quality and safety. Provide the victim with all information s/he needs to make a choice about the care and support s/he wants. Check whether the victim fully understands all the information, and if necessary adapt the presentation of the information to the capacity of the victim at that moment. Be aware of the fact that when a victim discloses her/his story to you, he/she trusts you and might have high expectations about what you can do to help. Always be clear about your role and about the type of support and assistance you can offer to a victim. Never make promises that you can t keep. Always refer the victim to the appropriate services. Respect also the limitations of what you can do. Ensure referral and accompaniment Make sure you are well-informed about the options for referral (medical, psychosocial, economic, judicial) and available services, along with their quality and safety. Inform the victim about these options. Ensure that the victim has access to the appropriate services s/he would like to consult. Consider the possibility of accompaniment of the victim throughout the process. Right not to undergo treatment or intervention. Victims should not be forced to or pressured to undergo any treatment, examination, or other intervention against their will. Decisions for health care, counseling, legal aid etc. are personal ones and can only be made by the victim him/herself. Right to information. In this context it is essential that the victim receive appropriate information to allow him/her to make informed choices. Right to choose. Victims also have the right to decide whether, and by whom, they want to be accompanied when they receive information, are examined or receive other services. These choices must be respected. Right of the child. Where children are concerned, extra precautions should be taken to ask for consent and to consult their legal guardian. Treat every victim in a dignified way, independent of her/his sex, background, race, ethnicity or the circumstances of the incident(s). 305

314 5 Empower victims Treat all victims equally. Do not make assumptions about the story or background of the victim. Be aware of your own prejudices and opinions about sexual violence and do not let them influence the way you treat a victim. Empower victims by enabling them to make informed choices Empowering victims means to provide them with information and options available so that they can make informed decisions. When interacting with victims, it is important to make a distinction between informing and advising: Advising means telling someone what you think s/he should do and how s/he should do it. It also means giving your personal opinion. Giving advice is not victim-centered because you cannot know if you are giving the right advice for that person. Applying a victim-centered attitude is about empowering victims to make their own decisions about their own lives. Telling someone what to do does not help a person to follow and understand her/his own choices. A victim might feel you are not listening if you tell her /him what to do. Giving information means telling someone facts so s/he can make an informed decision about what to do. Informing is victim-centered because it empowers a victim to have control of her/his choices. It also shows that you respect a victim s opinion and judgment. 306

315 Project Tool 103: Checklist on do s and don ts for victim sensitive communication Do s Don ts Set achievable goals and timelines Avoid setting unrealistic goals and timelines Share experiences Avoid acting as a know-it-all Enable officer to perform Do not become only a friend rather than a mentor Facilitate independent action Do not rescue officer by doing his work and thus encouraging dependence Encourage decision making Do not discourage the officer when he/she failed Emphasise the success Do not focus on failure Discuss the ways to improve Do not only criticize, but provide positive and useful feedback Use the following guidelines for providing feedback: POSITIVE NEGATIVE - POSITIVE Give praise for things that went well Refer to concrete observable behaviour Only describe behaviour, avoid analysing, and don t make it personal First refer to positive observations, then turn to the negatives and conclude on an encouraging note Be constructive, give examples for a better way to act Be timely, give feedback as soon as possible Be specific, give examples of each point Only criticize things that can be changed Take a positive approach Receive feedback by listening attentively, reacting constructively and finding solutions. Avoid vague feedback and ending a session on negative feedback. When receiving feedbacks, do not justify, be defensive nor try to blame others. 307

316 Project Tool 104: Five basic steps to establish a referral network Five basic steps for establishing a referral network 1 Mapping of existing service providers If no formal network exists, undertake a mapping of existing services as per the above guidelines. 2 Strengthen existing relationships between local service providers With the assistance of various actors in the UN field mission and donors, work to strengthen existing relationships between local service providers i.e. government departments such as health and NGOs providing trauma counselling and facilitating emergency medical assistance. 3 Establish a Referral Network With the assistance of various actors in the UN field mission and donors, establish a Referral Network consisting of government, UN, civil society and donor organizations to address the immediate needs of service providers and also to develop advocacy strategies i.e. lobbying government for example Ministry of Finance or other departments, Ministry of Social Services, Ministry of Security and Defence for financial support in the establishment of shelters or purchasing vital equipment for specialized units of police dealing with SGBV cases. 4 Agree on a set of terms of reference for the Referral Network With the assistance of various actors in the UN field mission and donors, draft a set of terms of reference for the Referral Network so that each actor, including police, understands their individual role in the network. The network can have several working groups which can be the springboard for drafting procedures and guidelines relating to referrals such as standard operating procedures for referring victims of SGBV between service providers and monitoring the implementation of relevant legislation for example a national 308

317 law against domestic violence. See Standard Terms of Reference for a Referral Network below and the case scenario of Timor-Leste. 5 Liaise with the donor community The donor community such as aid agencies and the diplomatic community may have specific links to a host-state through bilateral agreements. Liaise with donors to enlist their assistance in lobbying the government of the host-state to provide the necessary technical and financial assistance for local support services or directly request such support from the donor itself. 309

318 Project Tool 105: Terms of Reference template for a referral network Standardised terms of reference for a referral network 1. Purpose Provide the context in which the referral network is established and its purpose. 2. Guiding principles of operation Provide the guiding principles for performing the work of the entities within the referral network such as the applicable international and national legal and policy framework within the host-state in which they operate. 3. Objectives Provide the objectives of the referral network. What does it aim to achieve? 4. Structure and working procedures Provide the structure of the referral network and its working procedures. The structure will depend on the objectives of the network. Set up structures such as coordination bodies and working groups to organise the work of the various entities in the network. 5. Members and their roles Provide the list of the members of the referral network and their roles. 310

319 Project Tool 106: Referral Pathway Guide A person tells you about an incident of sexual, physical, or emotional violence IMMEDIATE RESPONSE for survivors of: sexual violence, ensure immediate (within 72 hours) access to medical attention. physical violence are recommended to seek a medical/health care entry point. emotional violence are recommended to seek a psychosocial support entry point. If there is an immediate security / safety risk, seek assistance from the police Medical Services e.g. Primary Health Center, NGO clinic Psycho-Social Services & Accompaniment e.g. Women s Organization, Primary Health Center, Community-based Group, NGO Safety / Security e.g. Host-state police, UNPOL If the survivor has not yet received and needs health care, refer and accompany survivor to a medical facility Medical Services e.g. Primary Health Center, NGO clinic If the survivor wants to pursue police / legal action or if there are immediate safety and security risks, refer and accompany survivor to police / security or to legal assistance for information: Police e.g. Host-state police, UNPOL Legal Assistance e.g. Women s organization, Legal aid group AFTER IMMEDIATE RESPONSE, FOLLOW-UP AND OTHER SERVICES Over time and based on survivor s choices can include any of the following: Health Care e.g. Primary Health Center, NGO clinic Psycho-Social services e.g. Women s Organization, Primary Health Center, Community-based Group, NGO Protection, security, justice e.g. Women s organizations, Legal aids groups Basic Service Providers e.g. Camp management Community Committee, NGO 311

320 Project Tool 107: Service Provider Contact Sheet template Services Contact Sheet [NAME OF ORGANISATION] Provide the types of services provided. [For example: Shelter for victims] [For example: Counselling services] [For example: Provision of vocation training] [For example: Facilitating reintegration of victims] Client type Provide the type of persons who qualify for the services women, men, children, specific groups i.e. migrant women, elderly women etc. [For example: Women and children] Criteria Provide specific criteria for the client type for example the maximum / minimum age, etc. [For example: Children up to 16 years old] [For example if there is no specific criteria required: General] General Contacts Contact name(s) (First Name, Last Name) and specific area for which the person is responsible (for example Counselling or Shelter ) Physical address (complete address) Telephone number (list the full contact number with the international indicative) Fax number (list the full contact number with the international indicative) address Locations Provide a list of locations for this organisation. [For example: Shelter services located in (village), (village), and (village)]. 312

321 Project Tool 108: Service Provider Form Service provider Strategy to build a partnership Work procedure for the police and service provider Referral in order of priority Challenges 313

322 Lesson 5 Establishing SGBV Investigative Police Structures Project Tool 109: Concept Note Template Title: Concept note for creating specialized police structures for crimes related to sexual and gender-based violence in XXX (name of host State police) Author: Name of the persons/office/entity Date: (day/month/year - dd/mm/yyyy) Provide the title of the concept of operations, the authors, including the institution(s) under which the document is undertaken and the date of submission. 1. Introduction Provide an overview of the country situation in terms of sexual and gender-based violence and the security of vulnerable persons. Describe the problem to be solved. Include a brief description with facts and figures and the prevalence of sexual and gender-based violence (3-6 paragraphs). Include the effect of the conflict situation in the country on SGBV. Refer to UN mission mandate related to sexual and genderbased violence and applicable Security Council resolutions in particular 1820, 1888 and 1960 (2-3 paragraphs). 2. Purpose and scope Provide the aim of the document. What does it intend to achieve? Provide the scope of the topics covered by the concept note such as the establishment of specialized police structures to investigate sexual and gender-based violence, the terms of reference of specialized investigators, the terms of reference of co-located UNPOL officers etc. Sample: The aim of the concept note is to improve the security and protection of vulnerable groups from sexual and gender-based violence through the establishment of a specialized SGBV unit. 3. Definitions Provide definitions of relevant terms i.e. gender-based violence, sexual violence, violence against women, vulnerable persons, and types of crimes such as rape, sexual 314

323 assault, domestic violence etc. (as defined in the country s legal framework). 4. Legal framework Provide the international and national legal framework governing crimes related to sexual and gender-based violence in the host State. Sample: International legal framework 3. This section contains the list of international treaties that the host State has acceded to that is relevant to sexual and gender-based violence (e.g. human rights and specific conventions on women and children). National legal framework 4. This section contains the list of national legal documents relevant to sexual and gender-based violence. This includes the Constitution, penal code and specific laws enacted related to SGBV. 5. Objectives Provide the objectives of the concept note. Include specific activities to achieve the objectives. Strategies and methods may also be proposed. Sample: Objective 1: To assist the host State police in creating specialized police units/desks to investigate sexual and gender-based violence. Activities - Police approach: 5. Establish a pilot specialized police unit as a one-stop center that receives cases, investigates and provides support services to victims (i.e. medical, legal and social). 6. Equip the unit with necessary basic office materials such as furniture, stationeries, file cabinets, digital camera, computers, printers, scanners etc. 7. Assist in the recruitment, selection and deployment of host State police officers to the specialized units/desks. Objective 2: To train host State police investigators deployed to specialized police units/desks to ensure a timely and appropriate response to cases of sexual and genderbased violence. Activities - Police approach: Develop a training curriculum on the investigation and prevention of sexual and gender-based violence (e.g. investigation of SGBV (e.g. rape, domestic violence etc.), statement taking, victim/witness interviews, case management, dynamics of sexual and gender-based violence, legal framework etc.). Integrate the training curriculum in the host State police training curricula for basic, advanced and specialized training. A certification is to be delivered for completed training. Roll out train-the-trainers sessions: Organise a training for trainers workshops. The trainers are expected to train officers deployed to the specialized police units/desks. Build the capacity of specialized host State police investigators through co- 315

324 location and mentoring on their day-to-day tasks. In-service training: Monitor and evaluate the performance of specialized police investigators and provide regular refresher training on required skills and competencies to improve performance. 6. Description of the specialized police unit/desk on sexual and gender-based violence Provide a terms of reference of the unit (e.g. function, number of units/desks, location, staffing etc.). Include the establishment of a referral network for victim support (e.g. a list of national and international organisations, NGOs, orphanages, community groups and civil society associations). 7. Duties and responsibilities of host State investigators in the specialized police units/desks Provide the duties and responsibilities of host State investigators staffing the specialized police units/desks. 8. Duties and responsibilities of UNPOL officers Provide the duties and responsibilities of UNPOL officers in mentoring, assisting, training and building the capacity of host State investigators staffing the specialized police units/desks. 9. Recommendations Provide recommendations for future action. 10. Annexes The annexes should include a list of applicable national and international legal documents on crimes related to sexual and gender-based violence, the terms of reference for the specialised SGBV unit, a list of referral networks in place (contact persons, affiliation and services), as well as a detailed action plan preferably over two to five years with estimated budget costs. Sample f. List of applicable national and international legal documents relevant to crimes related to SGBV g. Terms of reference of the specialised SGBV unit/desk h. Proposed organigramme i. Duties and responsibilities of officers j. List of referral networks in place (see relevant tool/section) k. Action plan with budget l. Project proposal 316

325 Project Tool 110: Project Proposal Template [UNPOL logo] Project proposal Project Name Application submitted by Date 1. Issue/problem statement (Brief Description Background) Provide the background of the project (e.g. relevant Security Council resolutions and the prevalence of sexual and gender-based violence (SGBV)). Explain the problem and why it is important to address it. Provide a brief summary of the project and its purpose. Sample: [Name of country] has emerged from [x number] of conflict from [start year] to [end year]. Sexual and gender-based violence has been widely used during the conflict as a means to instil fear and has continued in the post-conflict environment with the presence of demobilised rebels and criminal gangs. The establishment of specialized police units for the investigation of SGBV cases will enable the police to enhance the security for the community by providing a confidential place to report cases, building confidence with the community and professionally investigating cases. 2. Project description / outputs (Description, Objectives, Activities, Outputs and Expected Outcomes) 2.1. Project Description Provide an explanation of the project. What is the project about? Sample: The project consists of constructing [an (x) number of OR a pilot model of a] specialized police unit(s)/desk(s) to investigate crimes related to SGBV. The specialized police unit/desk is anticipated to meet minimum operational standards in terms of facilities, transportation, communication, supply/equipment and general operational capabilities Objective 317

326 Provide the aim of the project. What does the project intend to achieve? Sample: To enhance police effectiveness by the establishment of [x] number of specialized SGBV police units by [x] date; To improve technical capacity on investigating SGBV by providing [x] number of training sessions to [x] number of officers by [x] date Activities and Outputs Provide the list of activities that need to be undertaken in order to achieve the objectives. Enumerate the products (outputs) that will come out of the activities. Sample: Activities Conduct an assessment for the specialized police unit(s) on crimes related to SGBV (SGBV Unit) together with host State authorities Outputs SGBV Unit(s) designed and constructed SGBV Unit(s) equipped 2.4. Expected Outcomes Identify the anticipated results (outcomes) such as the impact of the activities on the behaviour of police officers and community members as well as the effect on the general situation in the community or host-country. Sample: Enhanced institutional policing capabilities by ensuring high quality, effective and efficient service delivery on crimes related to SGBV. 3. Implementation: Management, Timing, Monitoring & Evaluation 3.1. Management Identify the persons who are responsible in managing and implementing the project. Sample: The project is managed by [job title of person/affiliation i.e. unit/division/department] and will be implemented in collaboration with [job title/affiliation/] Timing (see sample indicative timetable below) Provide an indicative duration for the project. Sample: The project will be implemented within a period of [x] number of years/months beginning from [date]. 318

327 3.3. Monitoring and Evaluation (PDF document to link ) (a) Performance measurement Provide a system to monitor and evaluate progress by identifying performance indicators, targets and performance measurement (i.e. baseline data and data sources to measure change). (b) Communications Provide the communications system set in place in terms of reporting to implementing partners, donors and beneficiaries. Sample: A reporting mechanism is set in place through regular after action reports to be distributed to implementing partners and donors. Regular financial and narrative reports will be submitted to donors on [dates]. 4. Risk Management Provide the major risks to the success of the project. How will the project address, monitor and minimize these risks? Sample: Specific risks in the operationalization of the project include the deep set mentality of community members in tolerating SGBV. Mitigating the risks for this project will rely on building partnerships with actors involved to increase awareness on SGBV as crimes. 5. Sustainability Provide information guaranteeing the sustainability of the project. Identify developments that may contribute to the positive implementation of the project (e.g. adoption of laws on SGBV). Sample: The project builds on existing initiatives from the host State such as [provide genderrelated initiatives, programmes, policies etc.]. The project responds directly to the priorities in the on-going police reform activities, in particular in the field of confidence building. 6. Detailed Costing (Including item, Full Description of item, period of expenditure) (PDF document to link) Provide an itemised detailed costing of the project. 7. Contact Details Provide the contact details of the main implementing entity and contact person for 319

328 the project. 8. Annexes (possible annexes) Matrix on expected outcomes, outputs and activities (PDF document to link) Indicative timetable (PDF document to link) Monitoring framework (PDF document to link) Detailed costing table (PDF document to link) Layout plans (if available) Provide annexed documents containing relevant information such as above. 320

329 Project Tool 111: Sample detailed costing table The specialized police structures for crimes related to SGBV require proper equipment to be able to operate in an efficient and professional manner. This tool offers a sample list of police equipment, materials and furniture for the units. This table provides a sample list of costing for the implementation of the project by providing item information, description, quantity (Qty), period of expenditure (period) and total costs. It can be used in conducting an assessment of existing specialised police structures on crimes related to SGBV and in developing project proposals. The items serve as a checklist guideline that needs to be adapted according to the realities of the host-state and availability of budget. As post-conflict environments lack resources, prioritisation is fundamental when identifying the necessary equipment for the specialised SGBV structures. It is also crucial that the procurement of equipment is integrated within the overall reform and restructuring process of the host-state police. The choice of equipment and materials need to be sustainable and appropriate to the environmental context (i.e. it is no use to procure computers if there is no electricity; a bicycle may be more appropriate and cost effective than a vehicle or motorcycle etc.). Useful questions that can be asked are: A. What purpose will this item of equipment serve? B. How much will it cost? C. What are the long-term costs? D. Who will/can use it i.e. getting a motorbike in some cultures might mean only the male officers have the driver s license while the female officers are expected to stay at the station. No Item Description Qty Date Sub- Total Total 1. SGBV Office construction Total (x) number of rooms, (x) total square meter space required for office and operational facilities for single location. (x) Sub-total (x) 2. Equipment and Supply Total Total costs for transport, office supplies, communications, police related equipment and personal supplies and victim related supplies. (x) 321

330 No Item Description Qty Date Sub- Total Total 2.1. Transport Patrol car 4x4, police lights, special equipment, back seat for arrested persons secured, [car model/brand] (x) (x) Motorcycle [motorcycle model/brand] (x) (x) Bicycle [bicycle model/brand] (x) (x) Maintenance costs Sub-total transport 2.2. Office supply (x) (x) (x) Typewriters mechanical (x) (x) Photocopy machine [type/model] (x) (x) Notice board (x) (x) White board (x) (x) First aid kit (x) (x) Safe (x) (x) Bunk beds Including mattresses, pillows, beddings (x) (x) Stationary supplies Printing paper, notebooks, note pads, pens, pencils, sharpeners, staplers, punchers, folders etc. (x) (x) Flip chart (x) (x) Office desk Lockable drawers (x) (x) Office chair (x) (x) 322

331 No Item Description Qty Date Sub- Total Total Tables (x) (x) Chairs (x) (x) Meeting room table Meeting room chairs (x) (x) (x) (x) Filing cabinet Lockable (x) (x) Kitchen utensils Plates, cups/mugs, glasses, cutlery etc. Hygiene supplies Toilet paper, soap etc. Sub-total office supply (x) 2.3. Communications & Information Technology Radio Ops Base (x) (x) Handheld radio (x) (x) Desktop computer (x) (x) Desktop monitor (x) (x) Printer (x) (x) Software license package (x) (x) Scanner (x) (x) Projector (x) (x) Fax (x) (x) Telephone (x) (x) Mobile telephone (x) (x) 323

332 No Item Description Qty Date Sub- Total Total Digital recorder (x) (x) Internet connection Telephone connection / special hotline for the SGBV unit Sub-total communications 2.4. Police related equipment (x) (x) (x) (x) (x) Crime scene kit (x) (x) Rape kit (x) (x) Evidence collection kit (x) (x) Fingerprint kit (x) (x) Handheld metal detector Digital photo camera Ink stab and roller compact kit Tire and foot print casting kit (x) (x) (x) (x) (x) (x) (x) (x) Magnifying glass (x) (x) Barrier posts (x) (x) Barrier tape (x) (x) Sub-total police related (x) 324

333 No Item Description Qty Date Sub- Total Total equipment 2.5. Police related personal supply Uniform shirt (x) (x) Uniform pants/skirt (x) (x) Uniform socks (x) (x) Uniform rain suit (x) (x) Police badge and name tag Uniform boots/shoes (x) (x) (x) (x) Uniform belt (x) (x) Uniform cap (x) (x) Handcuffs (x) (x) Whistle (x) (x) Flashlight (x) (x) Baton (x) (x) Pepper spray including holster (x) (x) Sub-total police related personal supply (x) 2.6. Victim related supply Children s toys/games/book s For child victims toys, games, books to make the child feel comfortable (x) (x) 325

334 No Item Description Qty Date Sub- Total Total Paper sheet For collecting debris as the survivor undresses (x) (x) Tape measure For measuring the size of bruises, lacerations (x) (x) Paper bags for collection of evidence (x) (x) Paper tape for sealing and labelling containers/bags. (x) (x) Supplies for universal precautions Gloves, box for safe disposal of contaminated and sharp materials, soap (x) (x) Cover Gown, cloth, and sheet to cover the survivor during the examination (x) (x) Spare items of clothing To replace those clothing that are torn or taken as evidence (x) (x) Toiletries Sanitary supplies (pads), local clothing, comb, toilet rolls, soap, shampoo etc. (x) (x) Towels For victim after examination (x) (x) Weighing scales and height chart Sub-total victim related supply 3. Training Costs Total For children victims (x) (x) Total costs for training materials development, publication & workshops. (x) (x) Training manual Development of a training manual for the police training academy (i.e. workshop with (x) 326

335 No Item Description Qty Date Sub- Total Total Training equipment Training workshop (x) number of participants, consultant fees, publication costs) Equipment for (x) number of officers Accommodation, transportation and per diem for (x) number of trainees and (x) number of trainers; venue and catering costs (x) (x) 4. Information Materials and Community Outreach Activities Total SOP publication (operations, administrative procedures) Police investigators memory cards, pocket booklets on investigations procedures, code of conduct etc. Brochures on SGBV for public information Posters on SGBV for public information (hotline) Banner Total costs for development and publication of information materials and community outreach activities. (x) 327

336 No Item Description Qty Date Sub- Total Total Car sticker Community outreach activities (forums etc.) 328

337 Project Tool 112: Terms of Reference Template Standardized terms of reference for specialized police structures/units/desks/cells on crimes related to sexual and gender-based violence 1. Vision Provide the general purpose of the specialised police structure on crimes related to sexual and gender-based violence. Sample: To create an environment that provides timely, appropriate and impartial response to victims of crimes related to sexual and gender-based violence. 2. Mission Provide a mission statement. Sample: To prevent crimes related to sexual and gender-based violence, protect victims, investigate and apprehend perpetrators. 3. Structure Provide the location of the specialised SGBV police unit within the structure of the police. Sample: The police structure/unit/desk/cell is a specialized unit with the legal mandate to receive and investigate all forms of crimes related to sexual and gender-based violence enumerated in the host State criminal code. It functions under the direction of the Head of the Criminal Investigations Department. 4. Functions Provide the tasks of the specialised police structure on crimes related to sexual and gender-based violence. Sample: 329

338 The tasks of the specialised SGBV police unit are to: To prevent and investigate crimes related to sexual and gender-based violence. To protect, respect and fulfil the rights of victims and their families and offenders. To update victims and their families on the process of investigation and prosecution of cases. To provide referrals for medical assessment and treatment of victims and other victim support services. To collaborate with multi-sector groups and partners such as international and national organisations, agencies and associations that offer assistance such as shelter, medical, social and legal services and counselling to victims of abuse. To establish an effective database for crime prevention and prosecution by collecting, compiling and analysing data on perpetrators, victims and information on cases of crimes related to sexual and gender-based violence nationwide and issuing a report on a weekly, monthly, quarterly and annual basis. To develop guidelines and annual plans for the management of crimes related to sexual and gender-based violence in the country. To conduct awareness programmes and sensitisation of the public on preventive measures in order to break the culture of silence and impunity. To ensure the unit performs efficiently the following needs to be fulfilled: A senior police officer with qualifications in dealing with crimes related to sexual and gender-based violence investigations to head the unit. Adequate numbers of both female and male investigators. Sufficient logistics (equipment and funds) for investigations. A training section for skills development. 5. Staffing Provide the staff composition for the specialised police structure on crimes related to sexual and gender-based violence. Sample: Chief Deputy Chief 330

339 Chief of Operations Chief of Administration Chief Investigator Chief Trainer Chief Statistician Chief of Victim Support Heads of specialised units (i.e. domestic violence, child abuse, human trafficking etc.) Regional Coordinators Line Managers Investigators In order to ensure coordination with other police departments, the specialised crimes related to sexual and gender-based violence police unit needs to have focal points in the following: Homicide Crimes Unit: To monitor, liaise and collaborate with the Homicide Department of Police within the Criminal Investigations Division to ensure sexual and gender-based violence cases resulting in death such as domestic violence, assault, and infanticide are properly handled. Scientific / Forensic Unit: To ensure that exhibits are properly collected, labelled, packaged and submitted for analysis. Community Awareness Unit: To liaise and collaborate with the Community Oriented Policing Department to ensure sexual and gender-based crime prevention messages, activities and personnel are incorporated into community oriented policing and problem solving programmes. 331

340 Project Tool 113: Overview of Duties and Responsibilities within the SGBV Unit Standardised duties and responsibilities of police officers in the specialised police unit for crimes related to SGBV The Chief Under the direct supervision of the head of the Police Criminal Investigations Department A highly trained senior-ranking police officer with good character, qualifications and experience in crimes related to sexual and gender-based violence investigations. Responsible for the overall planning and management functions of the unit such as budgeting, capacity building (recruitment, training, procurement of equipment) and deployment. Has a proven ability to motivate a team. The Deputy Chief A highly trained officer with good character, qualifications and experience in crimes related to sexual and gender-based violence investigations. Responsible for assisting in directing, co-locating, advising and building the capacity of personnel in the team. The Investigators Investigate all crimes related to sexual and gender-based violence in accordance with the host State s criminal code. Examine the crime scene; record statements, write the charge sheet; effect arrests, and testify in courts of law. Ensure proper chain of custody of exhibits. Maintain a database of all crimes related to sexual and gender-based violence cases. Maintain an updated database of suspects and victims. Produce daily, weekly, monthly, quarterly and annual crimes related to sexual and gender-based violence status reports at all levels of command. Design and conduct SGBV prevention activities. 332

341 Facilitate victims contact to referral support services. Provide referral for a temporary shelter as part of first response to victims in need of special protection. Assist victims in obtaining a medical examination and health care; and ensure the relevant medical examination forms are duly completed. 333

342 Project Tool 114: Sample Organigramme of the SGBV Unit Chief of unit Deuty Chief of unit Administratio n Operations Records officer Outreach Counsellor Central Monitor Chief Investigator Regional Monitor Statisticians Police Stations Thematic areas Regional Commanders Domestic Violence County Commanders Sexual abuse Line Managers Juvenile Offenders Information, Education and Communicatio n (Awareness) 334

343 Project Tool 115: Structure of the SGBV units at the central, regional and station level. Crime Services Department SGBV Unit Central Level SGBV Regional Level SGBV Regional Level SGBV Regional Level SGBV Regional Level SGBV Regional Level SGBV Police Station Level SGBV Police Station Level SGBV Police Station Level SGBV Police Station Level SGBV Police Station Level 335

344 Project Tool 116: Organigramme of the Headquarters Specialised SGBV unit Chief of unit Deuty Chief of unit Administratio n Operations Records officer Outreach Counsellor Central Monitor Chief Investigator Regional Monitor Statisticians Police Stations Thematic areas Regional Commanders Domestic Violence County Commanders Sexual abuse Line Managers Juvenile Offenders Information, Education and Communicati on (Awareness) 336

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