confidential information should be shared (e.g. specific point persons Where safe and appropriate, are staff clearly identified as working for the appointed)? organisation (i.e. wearing ID badges or branded t-shirts, etc.) so Do staff and partners know how to respond or refer cases when they communities who to contact receive sensitive complaints? All staff and partners have clear roles and responsibilities and are Are there secure ways of storing sensitive information received (e.g. supervised, and receive adequate staff care and additional support if encrypted files, locked filing cabinets)? required Do all staff and partners understand their organization’s mandate, their STAFF AND PARTNER CONDUCT: Staff and partners have appropriate knowledge own roles and responsibilities and the limitations of their roles? and organisational support to conduct themselves and their work in a safe and Is this information available to staff in writing i.e. job description, terms of appropriate way reference? Is supervision provided on a regular basis? Staff and partners have signed and are trained on the organisation’s code of All receive adequate staff care and can access additional support if conduct and child/vulnerable adult protection (or safeguarding) policy required Have staff and partners received a translated (if necessary) copy of Is the organisational environment conducive to staff wellbeing and relevant policies and been trained on practical application? adequately resourced (living conditions, working hours, opportunities for Have staff received orientation on local etiquette/taboos so they leisure and relaxation)? understand culturally appropriate behaviour? Is a staff care focal point within the organisation? Are there safe and confidential ways to receive and respond to complaints Are procedures in place to ensure that staff wellbeing is monitored and about staff behaviour which are understood and used by staff when addressed at regular intervals (within appraisal formats, one to ones, staff necessary? meetings etc.)? There is diversity amongst staff and partners working with communities and Do have access to additional mental health services if necessary they can be easily identified by communities (mentors, therapists etc.)? Do staff working with communities represent diverse groups (women, people living with disabilities, different ethnic or religious groups, etc.) in order to facilitate open and safe discussions with those groups? Annex 3: Template action plan CORE COMPONENT Indicator (s)
confidential information should be shared (e.g. specific point persons appointed)? Do staff and partners know how to respond or refer cases when they receive sensitive complaints? Are there secure ways of storing sensitive information received (e.g. encrypted files, locked filing cabinets)? STAFF AND PARTNER CONDUCT: Staff and partners have appropriate knowledge and organisational support to conduct themselves and their work in a safe and appropriate way Staff and partners have signed and are trained on the organisation’s code of conduct and child/vulnerable adult protection (or safeguarding) policy Have staff and partners received a translated (if necessary) copy of relevant policies and been trained on practical application? Have staff received orientation on local etiquette/taboos so they understand culturally appropriate behaviour? Are there safe and confidential ways to receive and respond to complaints about staff behaviour which are understood and used by staff when necessary? There is diversity amongst staff and partners working with communities and they can be easily identified by communities Do staff working with communities represent diverse groups (women, people living with disabilities, different ethnic or religious groups, etc.) in order to facilitate open and safe discussions with those groups? Where safe and appropriate, are staff clearly identified as working for the organisation (i.e. wearing ID badges or branded t-shirts, etc.) so communities who to contact All staff and partners have clear roles and responsibilities and are supervised, and receive adequate staff care and additional support if required Do all staff and partners understand their organization’s mandate, their own roles and responsibilities and the limitations of their roles? Is this information available to staff in writing i.e. job description, terms of reference? Is supervision provided on a regular basis? All receive adequate staff care and can access additional support if required Is the organisational environment conducive to staff wellbeing and adequately resourced (living conditions, working hours, opportunities for leisure and relaxation)? Is a staff care focal point within the organisation? Are procedures in place to ensure that staff wellbeing is monitored and addressed at regular intervals (within appraisal formats, one to ones, staff meetings etc.)? Do have access to additional mental health services if necessary (mentors, therapists etc.)? Annex 3: Template action plan CORE COMPONENT Indicator (s)
WORKING-DOCUMENT-Protection-Mainstreaming-Framework-March-2016_EN.docx