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Core Competencies for GBV ProgramManagers and Coordinators inHumanitarian SettingsDecember 2014Gender-based Violence Area of ResponsibilityLearning Task Team1

Introduction . 6What is a Gender-based Violence Specialist? . 6GBV Program Managers. 7Interagency GBV Coordinators. 7What is a competency? . 8History of competency definitions for GBV specialists . 9Defining Competencies for GBV Program Managers and Coordinators . 9GBV in Emergencies Competencies. 10Core Competencies. 11Applies the survivor-centered approach .12Applies the GBV guiding principles .13Believes in gender equality; uses, promotes and integrates gender analysis into humanitarianprogramming.14Uses Emotional Intelligence.15a. Having and Showing Empathy . 15b. Active listening and respectful communication . 16Professional Competencies . 16Demonstrates knowledge of and can implement multi-sectorial response to GBV (includeshealth, psychosocial support, case management, legal, and security) (B) .17Table 1: Basic knowledge needed for multi-sectoral response:. 17Understands the principles of case management and can apply to GBV programs. (P) .18Demonstrates knowledge of and engages effectively with the humanitarian architecture (B) .18Demonstrates knowledge of current GBV prevention theory and identifies and appliesappropriate GBV prevention and behavior change strategies at different stages of thehumanitarian response. (B) .19Critically analyzes contexts, trends and vulnerabilities related to GBV (B) .19Demonstrates knowledge of prevention of sexual exploitation and abuse responsibilities withinthe humanitarian response and supports implementation (B).20Locates, adapts and applies key GBV tools to context (B) .20Applies critical thinking and problem solving to create innovative GBV programming (B) .21Effectively manages GBV programs and projects (P).22Effectively supervises and builds capacity of GBV personnel (P) .23Understands and applies concepts of adult learning to build capacity of GBV personnel (B) .24Applies participatory approaches to engaging and mobilizing communities (P) .24Provides strategic planning for GBV prevention and response (B) .25Understands how to make appeals for funding for GBV programming (B).25Advocates for GBV prevention and response and in support of GBV survivors (C) .26Supports other sectors to mainstream GBV prevention and response (C) .26Understands ethical issues with regards to collecting GBV data and conducts safe GBVassessments (B) .27Understands critical issues around GBV data; manages, shares, and uses GBV case data inconfidential, safe, and effective manner (B) .28Facilitates a collaborative environment to promote effective coordination (B) .29Fosters effective communication (B) .29Behavioral Competencies . 30Adapting and Coping (including Managing Yourself in a Pressured and Changing Environment) .302

a. Coping with Pressure and Setbacks (Demonstrating Resilience) . 31Showing Leadership.32a. Critical Judgment & Decision Making . 32Negotiation and Advocacy .33The Pros and Cons of a Competency-based Training and Hiring Approach . 33The Way Forward? . 34Appendix 1: List of Consulted Documents . 36Appendix 2: Key Informants . 393

CompetenciesCORE COMPETENCIESUnderstands and applies survivor-centered approachApplies the GBV Guiding Principles including: Safety Confidentiality Respect Non-discriminationBelieves in gender equality and applies, promotes and integrates gender analysis into humanitarian programmingUses emotional intelligence includes having and showing empathy and active listening and respectfulcommunicationPROFESSIONAL COMPETENCIESDemonstrates knowledge of and can implement multi-sectorial response to GBV (includes health, psychosocialsupport, security, and legal response)Understands the principles of case management and can apply to GBV programsDemonstrates knowledge of and engages effectively with the humanitarian architectureDemonstrates knowledge of current GBV prevention theory and identifies and applies appropriate GBV preventionand behavior change strategies at different stages of the humanitarian responseCritically analyzes context, trends and vulnerabilities related to GBVDemonstrates knowledge of prevention of sexual exploitation and abuse responsibilities within the humanitarianresponse and supports implementationLocates, adapts, and applies key GBV tools to context including: GBV Coordination HandbookGBV IMSWHO ethical and safety recommendations for researching, documenting and monitoring sexual violence inemergenciesIASC Guidelines for gender-based violence interventions in humanitarian settings: focusing on prevention of andresponse to sexual violence in emergenciesApplies critical thinking and problem solving to create innovative GBV programmingEffectively manages GBV program and XXXXXXXXXX4

Effectively supervises and builds capacity of GBV personnelUnderstands and applies concepts of adult learning to build capacity of GBV personnelApplies participatory approaches to engaging with and mobilizing communitiesProvides strategic planning for GBV prevention and responseUnderstands how to make appeals for funding for GBV prevention and responseAdvocates for GBV prevention and response and in support of GBV survivorsSupports other sectors to mainstream GBV prevention and responseUnderstands ethical issues with regards to collecting data and conducts ethical safe GBV assessmentsUnderstands, critical issues around GBV data; manages, shares, and uses GBV case data in confidential, safe, andeffective mannerFacilitates a collaborative environment to promote effective coordinationFosters effective communicationBEHAVIORAL COMPETENCIESAdapts and Copes with PressureShows LeadershipNegotiation and AdvocacyXXXXXXXXXXXXXXXXXXXXXXXXX5

“Florence Nightingale thought nursing should be a calling not a standard vocation, people should not bedoing it for money but should have a ‘religious calling’ towards helping people or else the profession wouldbe compromised. In the helping professions, can you say that all that matters is a good heart or is it trainingand application of skills? I think it is some combination. If it was just about the heart, I would just hirepeople right out of school who are just dying to do this work but I’m not convinced that they can do theassessments, make the right decisions according to the guidelines. I’m not sure its my job to measure their1heart – its easier to measure with technical interviewing and look at those standards” .IntroductionThis paper is a set of core competencies (skills, knowledge, and abilities) necessary for effectiveGBV prevention and response programming and for inter-agency GBV coordination inhumanitarian contexts. This list was developed to spark a conversation in the GBV AoR aboutadopting a competency based approach including how agencies recruit staff, manage employeeperformance, build capacity and guide professional development of their staff that workspecifically in GBV in humanitarian emergencies. It can help the GBV AoR to build capacity of GBVprogram managers and coordinators by developing competencies and learning opportunitieslinked to the competencies for individuals, organizations, sectors and countries which should leadto sustained and self-generating performance improvement.In the GBV AoR Capacity Building Strategy, it is recommended to develop this list of competenciesfurther into a competency framework for program managers and coordinators that can guidehumanitarian agencies that are engaged in programming around GBV in Emergencies to recruit,support learning and development and improve performance management to create effectiveGBV program managers and inter-agency GBV coordinators2. A framework for GBV programmanagement and coordination competency development would serve as overall guidance fordesigning and implementing a competency development programme. The framework wouldguide the development of a GBV specialist from recruitment through instruction (defining basicknowledge) along to the application of skills that would define ‘excellence’. It could also containan evaluation mechanism that looks at direct reaction to and impact of learning events, impacton job performance and overall GBV program and cluster performance and provide insight ininvestment in training to support the capacity of the GBV in humanitarian emergencies sector.The interagency nature of these competencies and their common application can also enable thedevelopment and coordination of sector-wide capacity building efforts in collaboration withefforts to develop standard competencies for Humanitarian/Resident Coordinators, ProtectionCluster members, Child Protection Working Group members and other professional humanitarianaid workers.What is a Gender-based Violence Specialist?One difficulty with describing the positions of GBV specialists is that there are no standardizedtitles throughout the NGOs or the UN. A way to understand the position is that there is anoverarching term, GBV specialist that encompasses all of the different GBV positions that canhave different titles depending on the organization. A GBV Specialist is a humanitarian12Interview with key informant. May 2014.See the Child Protection in Emergencies Competency Framework for an example.6

professional with specialized GBV knowledge and expertise. These may have been trained to besocial workers, protection officers, midwives/other health workers, and/or child protectionofficers with strong GBV expertise. For the purpose of this paper, we are focusing specifically ontwo positions: GBV Program Manager and interagency GBV Coordinator.There is no clear pathway currently to becoming a GBV specialist. The GBV specialist’s careerpathway may involve moving from being a service provider (midwife, counselor, or lawyer) intomanaging a GBV program with an NGO or coordinating a GBV working group. GBV coordinatorscan and are recruited without GBV program management experience and sometimes move fromcoordination into program management positions. Many GBV Program Managers do not moveinto interagency GBV coordination positions at all and still others become GBV advisors, technicalspecialists, or a myriad of other positions – all of which fall under the category of “GBVSpecialist.” One position is not “higher” than another. As there is currently no agreed uponstandards of what training or experience is needed to become a GBV specialist, this competencydocument strives to outline core competencies needed.GBV Program ManagersIn general, GBV program managers run the programs and projects that make up the GBVprevention and response in humanitarian emergencies. These programs may be focused onhealthcare, legal response, livelihoods, or many other areas. A GBV Program Manager plans,organizes, implements and coordinates all activities that make up GBV program. GBV ProgramManagers can work at NGOs, LNGOs, CBOs, United Nations agencies, and government agencies.In agencies without dedicated GBV resources, the portfolio will often fall to a gender specialist.Interagency GBV CoordinatorsIn the current humanitarian response mechanisms, the “cluster3 approach” offers an explicitstructure in which GBV coordination can be established. The GBV AoR, which along with threeother AoRs works through the Global Protection Cluster, is charged with ensuring goodcoordination of multi-sectoral interventions4 for GBV in humanitarian situations. At the countrylevel, the Protection Cluster usually works with a specific GBV coordination body (mechanism),often called “GBV sub-cluster” or “GBV working group”.The GBV coordination mechanism, under the umbrella of the Protection Cluster, is responsiblefor the core cluster functions specific to issues around GBV. These include:1. Supporting service delivery and eliminating any duplication2. Informing strategic decision-making of the HC/HCT for the humanitarian response;including assessments and gap analyses3. Planning and strategy development; including applying standards, developing objectivesand indicators that support the HC/HCT strategic priorities, and clarifying and prioritizingfunding requirements.4. Advocacy5. Monitoring and reporting on the (sub-) cluster strategy and results6. Contingency planning, preparedness, and capacity building3A ‘cluster’ is a coordination group. It may also be referred to as a ‘sector.’InterAgency Standing Committee (IASC (2014). Transformative Agenda. Accessed online June er.aspx?page content-template-default&bd 8747

The GBV AoR Coordination handbook states “Typically, the cluster leads at the field level willassign one or more individuals within their agencies the primary responsibility for overseeingcluster activities. These individuals may act as ‘cluster coordinators’ or ‘cluster chairs’.” For thepurpose of this paper, GBV Coordinators are individuals who have the responsibility within theinter-agency humanitarian response to coordinate GBV activities through the cluster system.Typically, this position is held by a UN actor as UNICEF/UNFPA have the joint mandate of theGlobal GBV AoR. In refugee emergencies, this position is usually held by UNHCR. UN Women canalso play a role in this in some countries and there are usually government counterparts andsometimes INGO or LNGO co-coordinators depending on the set up in each country5. Thisposition is not normally programmatic by nature but is often “double-hatted” by a gender or GBVprogram manager, which reflects the lack of allocation of resources for coordination.What is a competency?Competencies have been defined in a variety of ways but most models include the elements ofknowledge, abilities, skills, personal characteristics, behaviors and/or qualities that are linked toorganizational objectives and are key to producing results. A key historical document inunderstanding job performance explained core competencies as "an underlying characteristic ofan employee which results in effective and/or superior performance in a job."6 The issue ofunderstanding what makes an effective humanitarian aid worker has been discussed in manyforums in the past 10 years. Documents consulted include the Consortium of BritishHumanitarian Agencies Core Humanitarian Competencies Framework7 that defined competenciesas:The behaviors that employees must have, or must acquire, in order to achieve high levelsof performance in their role.The International Committee for the Red Cross and Red Crescent8 in its work on developingprofessional standards for protection workers used the definition:A competency framework refers to a group of competencies that collectively identify theexperience, skills, knowledge and behaviors necessary for effective performance in aparticular area of work.For the purposes of this paper, the definition of the Inter-agency Working Group on EmergencyCapacity Building definition of competency9 is used which has also been used in the ChildProtection Working Group (CPWG) and Humanitarian/Resident Coordinators competencyframeworks:The experience, skills and behaviors required to perform effectively in a given job, role orsituation. Competencies are what a person has or can acquire, i.e. a characteristic,5For example, in Afghanistan – the formal GBV cluster coordination was managed by a UNFPA gender officer and alocal NGO, the Afghanistan Human Rights Council.6Boyatzis, 1982.7CBHA: Consortium of British Humanitarian Agencies, 2010.8International Committee of the Red Cross, 2009.9IWG: Inter-Agency Working Group on Emergency Capacity Building, 2006.8

attitude, skill, aspect of one’s self-image, or body of knowledge and behavior, which s/heuses.The competencies are: Primarily for GBV program managers and coordinators in emergency contexts, but they alsohave some relevance to practitioners in development settings and particularly in support ofemergency preparedness measures; Relevant to different professional levels, which may be defined at a later date; and Usable for all GBV-focused organizations and mandatesHistory of competency definitions for GBV specialistsOver the past ten years there has been much discussion within and across the humanitariancommunity about the need to develop personal and technical competencies to improvehumanitarian aid performance and the capacity of individual staff members, particularly in lightof increasing complexity in the humanitarian workspace10. In the absence of agreed occupationalstandards for the humanitarian sector, organizations and educational providers have had to comeup with their own way to identify the experience, skills and behaviors necessary for humanitarianworkers to perform effectively in their given roles. By and large, agencies have responded bydeveloping th

managing a GBV program with an NGO or coordinating a GBV working group. GBV coordinators can and are recruited without GBV program management experience and sometimes move from coordination into program management positions. Many GBV Program Managers do not move

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