Select and Train the FactFinding Team
Selecting the Team
Selecting the Team
What skills
should an
interviewer
have?
Selecting the Team: Checklist
Intelligence
Dependability
Sensitivity
Resourcefulness
Flexibility
Commitment to VAW and DV
Respect for the mission
No conflicts of interest
Gender considerations
Selecting the Team
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Screening Team Members
Resume
Statement of interest
Letters of recommendation and
references
Screening interviews
Selecting the Team
How big is the team?
• Estimate: 2 to 10 interviewers
– Two interviewers at each interview
– Less than 100 interviews (WHO)
Training the Interviewing Team
• Info on organization, project, mandate and
protocol
• Expectations
• Background on international human rights
standards
• Information about domestic violence and
other related issues
• Ethical considerations
• Trauma issues
• Practical instruction on how to interview
Information on organization,
project, mandate and protocol
• Organization
• Project
– Origins
– Scope
– Objective
– Timeline
– Final outcome
• Protocols
Tip: Develop a set
of Frequently
Asked Questions
Expectations
• Your
expectations of
the interviewer
• What the
interviewer can
expect from you
Expectations
What the interviewer might expect from
you:
• To prepare goals and details of the
project and the interviewer’s role
• To give practical advice to the interviewer
• To provide briefing materials, referrals
and information about DV and monitoring
implementation of DV laws
• To communicate protocols and
procedures to the team members
Expectations
What you might expect from the interviewer:
• Prepare any materials as agreed
• Complete the monitoring training
• Read all background materials
• Contact you if any unusual situations
• Keep a record of all relevant information
obtained
• Keep all project information confidential
• To comply with protocols and procedures
• To respect principles of monitoring
• To complete work according to protocol
• To assist with the interviewing, report-writing
and/or advocacy
Background on International
Human Rights Standards
• UN Treaties and
Declarations
• UN General
Recommendations
and Comments
• Relevant CoE treaties
and instruments
• Discoverhumanrights.
org
Information about
Domestic Violence
• Orders for protection
• Guidelines and protocols on domestic
violence
• Criminal provisions on assault and
domestic violence
• Criminal and civil procedural codes
• Child protection issues
• Legal aid
• Policies and laws on victims of crime
Ethical Considerations
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Do no harm
Keep confidentiality
Remain impartial
Respect the mandate
Maintain credibility
Don’t make promises you cannot
keep
Trauma Issues
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Re-traumatization
Pace the interview to avoid overwhelming the
interviewee
Acknowledge the difficulty in reliving abuse
Demonstrate empathy
Validate the interviewee’s conduct during the
interview—encourage emotional expression
Listen actively to the interviewee
Do not make assumptions or judgments about
the interviewee’s behavior, do not shame her
Use self-control over your own emotions
Be knowledgeable about domestic violence
Avoid hugging or touching the interviewee
Trauma Issues
Secondary Trauma
• Teach interviewers
to identify and be
aware of symptoms
• Teach interviewers
how to manage
secondary trauma
Practical Training
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Overall Guidelines
Fact-finding Protocol
Handling difficult interviewees
Follow-up and referrals
Interview Guidelines
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Build rapport
Avoid judgment or evaluation
Be patient
Do not interrupt the interviewee
Do not push the interviewee
Obtain as much relevant detail as possible
Ask questions to clarify
Use your observation skills
Respect confidentiality at all times
Treat each interview as though it will be the last
Know when to stop
Fact-finding Protocol
• Two people
• Beginning
interview
– Introductions
– Project description
– Information use
– Confidentiality
– Informed consent
Fact-finding Protocol, cont’d
• Record basic details
• How to record
Tip: If you make personal
notes to yourself in the
interview notes, place them
in [brackets] so you know it
came from you, not the
interviewee.
Fact-finding Protocol, cont’d
• Private location
–Shelter
–Office
–Neutral third setting, like a church
or school
Handling Difficult Interviewees
• Anticipate potential problems
• Provide context to create trust
• Demonstrate understanding of
challenges
• Back up and engage in small talk if
appropriate
• Rephrase your questions
• If all else fails, end interview and try to
reschedule
Other challenges
• Not getting enough detail about stories
• Recording the information word-for-word
so it is completely accurate
• Obtaining interviews with high-level
officials
Follow-up and Referrals
• Ending
interview
• Follow-up
• Referrals