UNITED NATIONS POLICE
GENDER TOOLKIT
Standardised Best Practices on Gender
Mainstreaming in Peacekeeping
Compendium of Project Tools
FIRST EDITION
2015
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
..................................................................................................................... 10
Project Tool 4: Checklist on the operationalisation of Security Council
Resolutions 1325 et al. focusing on gender mainstreaming ....................... 11
Lesson 2 Integrating Gender-Specific Activities in United Nations
Police Plans and Mentoring and Training ..................................... 12
Project Tool 5: Terms of Reference for Police Assessment Mission ........... 12
Project Tool 6: Police Assessment Mission Report ..................................... 14
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 ......................................................... 21
Project Tool 9: Checklist on needs assessment on gender and United
Nations Policing activities in the field mission ............................................ 30
Project Tool 10: Mapping of stakeholders .................................................. 32
Project Tool 11: Checklist for a SWOT Analysis........................................... 34
Project Tool 12: Checklist for developing SMART objectives ...................... 36
Project Tool 13: Checklist for implementing strategic objectives............... 39
Project Tool 14: Sample UNPOL Work Plan on implementation of genderspecific goals and objectives ....................................................................... 40
Project Tool 15: Checklist for involving community partners and
stakeholders ................................................................................................ 52
Project Tool 16: Checklist on implementation ............................................ 53
Project Tool 17: Standardised Terms of Reference for the Police Division
Gender Officer............................................................................................. 54
Project Tool 18: Terms of Reference for the Police Division Gender Officer
at the Standing Police Capacity (SPC) ......................................................... 56
Project Tool 19: Terms of Reference for a UNPOL Gender Adviser at field
mission Headquarters ................................................................................. 60
Project Tool 20: Post Description of a United Nations Police Gender Focal
Point ............................................................................................................ 64
Project Tool 21: Terms of Reference for a UNPOL Co-located Gender
Officer for Reform and Restructuring ......................................................... 66
Project Tool 22: Terms of Reference for a UNPOL Co-located Gender
Officer/Focal Point at Sector and Team site levels ..................................... 70
Project Tool 23: United Nations Police Gender Adviser ............................. 74
Project Tool 24: Terms of Reference for a UNPOL Co-located Investigator at
the headquarters, sector and team site levels ........................................... 76
Project Tool 25: Checklist for monitoring and evaluation .......................... 79
Project Tool 26: UNPOL Daily Report .......................................................... 82
Project Tool 27: UNPOL Weekly Report...................................................... 84
Project Tool 28: UNPOL Bi-annual Report .................................................. 85
Project Tool 29: Checklist questionnaire on gender aspect of planning,
development and implementation of UNPOL projects, activities and
operations ................................................................................................... 87
Project Tool 30: Standardised Questionnaire for United Nations Police
Gender Focal Points .................................................................................... 88
Project Tool 31: Matrix UN Police gender operational framework short,
medium and long term with indicators ...................................................... 91
Lesson 3 Increasing the Participation of Female Police Officers in
United Nations Peace Operations ................................................. 94
Project Tool 32: United Nations Global Effort Brochure ............................ 94
Project Tool 33: Survey on obstacles for female police officers in joining an
international peace operation .................................................................... 96
Project Tool 34: Checklist on non-discriminatory criteria and procedures
for the selection and recruitment of police officers for international peace
operations ................................................................................................. 103
Project Tool 35: Checklist on background investigations and vetting of
police officers for deployment to peace operations ................................ 105
Project Tool 36: Sample interview questions for screening on gender bias
.................................................................................................................. 106
Project Tool 37: Brochure: Yes ma’m, you can be a Peacekeeper! .......... 107
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 ................................................................................................. 109
Project Tool 39: Concept Note Template for a Field-based Network of
Female Police Peacekeepers ..................................................................... 113
Project Tool 40: Action Plan Template for a Field-based Network of Female
Police Peacekeepers.................................................................................. 116
MODULE 2: CAPACITY BUILDING OF THE HOST STATE
POLICE ON PROMOTING GENDER EQUALITY ...................... 118
Lesson 1 Developing, Implementing, Monitoring and Evaluating a
Gender Equality Policy................................................................ 118
Project Tool 41: Checklist for integrating gender perspectives into policy
development ............................................................................................. 118
Project Tool 42: Template for stakeholder analysis .................................. 120
Project Tool 43: Policy Committee Terms of Reference Template ........... 121
Project Tool 44: Sample strategy for developing a policy on gender equality
for the police ............................................................................................. 124
Project Tool 45: Sample Action Plan template for developing a gender
equality policy ........................................................................................... 128
Project Tool 46: Template concept note for a national consultation
workshop with police officers on gender mainstreaming ........................ 130
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 ............................. 139
Project Tool 49: Model Policy on Gender Equality and Gender
Mainstreaming in the Police Organisation ................................................ 141
Project Tool 50: Model policy against sexual harassment, exploitation and
abuse in the workplace ............................................................................. 150
Project Tool 51: Model Terms of Reference for the Office of Gender
Equality...................................................................................................... 158
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 .............................................. 159
Project Tool 53: Template Action plan for implementing a policy on gender
equality...................................................................................................... 162
Project Tool 54: Checklist for a training curriculum on preventing gender
discrimination in the police organisation.................................................. 167
Project Tool 55: Checklist for a training curriculum on preventing sexual
harassment, sexual exploitation and sexual abuse in the police
organisation .............................................................................................. 168
Project Tool 56: Checklist for integrating gender concerns into policies
within the police........................................................................................ 170
Project Tool 57: Template for a monitoring and evaluation framework .. 171
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 .................................. 177
Lesson 2 Recruiting and Retaining Female Police Officers ........ 180
Project Tool 60: Checklist for assessing female police recruitment ......... 180
Project Tool 61: Needs assessment questionnaire ................................... 182
Project Tool 62: Terms of reference of the Recruitment Committee ...... 184
Project Tool 63: Checklist for reviewing and developing a job description
for a police officer ..................................................................................... 188
Project Tool 64: Checklist for developing a recruitment brochure targeted
at women .................................................................................................. 189
Project Tool 65: Checklist on advertising a career in policing for women 191
Project Tool 66: Checklist for application and screening of applicants .... 193
Project Tool 67: Sample Police Application Form ..................................... 194
Project Tool 68: Checklist for physical tests and medical examination .... 196
Project Tool 69: Checklist for intellectual aptitude tests and psychological
assessments .............................................................................................. 198
Project Tool 70: Checklist on oral assessments ........................................ 200
Project Tool 71: Checklist on background investigations and vetting ...... 202
Project Tool 72: Template strategy for increasing the recruitment of
female police officers................................................................................ 203
Project Tool 73: Template action plan for increasing the recruitment of
female police officers................................................................................ 208
Template action plan for increasing the recruitment of female police
officers ...................................................................................................... 208
Project Tool 74: Checklist on non-discriminatory processes and criteria for
promotions................................................................................................ 213
Project Tool 75: Checklist on non-discriminatory performance appraisals
.................................................................................................................. 214
Project Tool 76: Checklist on implementing family-friendly policies ....... 215
Project Tool 77: Checklist on creating a mentoring programme .............. 216
Project Tool 78: Focus points for conducting a motivational workshop for
female police officers................................................................................ 217
Project Tool 79: Checklist for developing effective awards and recognition
programmes .............................................................................................. 218
MODULE 3: CAPACITY BUILDING OF THE HOST STATE
POLICE ON PREVENTING AND INVESTIGATING SEXUAL AND
GENDER-BASED VIOLENCE .................................................... 219
Lesson 1 Understanding Sexual Violence and the United Nations
Policy Framework ....................................................................... 219
Project Tool 80: Checklist on international human rights legal instruments
and standards relevant to children’s rights .............................................. 219
Project Tool 81: International definitions of certain acts of sexual violence
................................................................................................................... 222
Project Tool 82: Checklist SCR sexual violence ......................................... 224
Project Tool 83: Checklist for implementation of Security Council and UN
Police resolutions related to sexual and gender-based violence in conflict
................................................................................................................... 226
Lesson 2 Conducting SGBV-Related Needs Assessments ........ 228
Project Tool 84: Relevant Documents to Consider During Desk Research228
Project Tool 85: Sample Questionnaire for an Assessment on Police SGBV
Policies and Guidelines.............................................................................. 231
Project Tool 86: Sample Questionnaire for a Training Assessment .......... 234
Project Tool 87: Sample Questionnaire for a Needs Assessment on Training
for Police Investigators.............................................................................. 236
Project Tool 88: Sample Questionnaire for an Assessment on Police
Facilities in Receiving SGBV cases ............................................................. 242
Project Tool 89: Sample Questionnaire for Specialised SGBV Units ......... 247
Project Tool 90: Sample Questionnaire for a Victim Support Assessment
................................................................................................................... 252
Project Tool 91: Checklist for Conducting a SGBV Needs Assessment in the
Host State .................................................................................................. 254
Project Tool 92: Template of the Assessment Report .............................. 257
Lesson 3 Developing SGBV Policies and Standard Operating
Procedures ................................................................................. 259
Project Tool 93: Stakeholder analysis questionnaire ................................ 259
Project Tool 94: Terms of Reference for the Policy Committee ............... 260
Project Tool 95: Template Policy on the prevention and investigation of
crimes related SGBV .................................................................................. 262
Project Tool 96: Model policy on Police Investigation of crimes related to
sexual and gender-based violence ............................................................ 264
Project Tool 97: Model Standard Operating Procedures on Police
Investigation of rape and sexual offences ................................................ 272
Project Tool 98: Model standardised training curriculum plan ................ 292
Project Tool 99: Training preparation checklist ........................................ 296
Project Tool 100: Remote training preparation checklist ......................... 299
Project Tool 101: Standardised training evaluation ................................. 301
Lesson 4 Adopting a Victim-Centred Approach .......................... 303
Project Tool 102: Checklist on guiding principles for a victim-centred
approach ................................................................................................... 303
Project Tool 103: Checklist on do’s and don’ts for victim sensitive
communication ......................................................................................... 307
Project Tool 104: Five basic steps to establish a referral network ........... 308
Project Tool 105: Terms of Reference template for a referral network ... 310
Project Tool 106: Referral Pathway Guide ................................................ 311
Project Tool 107: Service Provider Contact Sheet template..................... 312
Project Tool 108: Service Provider Form .................................................. 313
Lesson 5 Establishing SGBV Investigative Police Structures ..... 314
Project Tool 109: Concept Note Template ............................................... 314
Project Tool 110: Project Proposal Template ........................................... 317
Project Tool 111: Sample detailed costing table ...................................... 321
Project Tool 112: Terms of Reference Template ...................................... 329
Project Tool 113: Overview of Duties and Responsibilities within the SGBV
Unit ........................................................................................................... 332
Project Tool 114: Sample Organigramme of the SGBV Unit ..................... 334
Project Tool 115: Structure of the SGBV units at the central, regional and
station level............................................................................................... 335
Project Tool 116: Organigramme of the Headquarters Specialised SGBV
unit ............................................................................................................ 336
Project Tool 117: Sample strategy on SGBV Prevention and Investigation
.................................................................................................................. 337
Project Tool 118: Sample Action Plan on SGBV Prevention and
Investigation ............................................................................................. 340
Project Tool 119: Matrix on expected outcomes, outputs and activities . 345
Project Tool 120: Template for UNPOL incident report on SGBV ............. 348
Project Tool 121: Template for a weekly/monthly tally of SGBV cases.... 355
Project Tool 122: Monitoring and Evaluation Template........................... 356
Project Tool 123: Sample indicative timetable ......................................... 363
Lesson 6 Applying Problem Solving Techniques to Sexual and
Gender-Based Violence .............................................................. 364
Project Tool 124: Mentoring host State police ......................................... 364
Project Tool 125: Building trust with women and children’s groups ........ 365
Project Tool 126: Foot patrols ................................................................... 366
Project Tool 127: Checklist on effective and ineffective partnerships ..... 367
Project Tool 128: Checklist on problem identification using the CHEERS
model ........................................................................................................ 368
Project Tool 129: Checklist on problem response using the PIERS model 369
Project Tool 130: Checklist on problem resolution using the SARA model
................................................................................................................... 370
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

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

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
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
The right to life
Legal Document
 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
 UDHR article 3, 4 and
and security of
9
person
 ICCPR article 9, 10,
11 and 12
The right to equal
 UDHR article 6, 7, 8,
protection under the
10 and 11
law
 ICCPR article 14 (1),
16 and 26
 CEDAW article 15
The right to be free

UDHR article 7
Political Document
 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)
DEVAW article


4
Right
from all forms of
discrimination
The right to the
highest standards
attainable of
physical and mental
health
The right to work
and to just and
favourable
conditions of work
Legal Document
 ICCPR article 2 (1)
and 20
 CEDAW
 UDHR article 25
 ICESCR articles 11
and 12
 CEDAW articles 12
and 14




The right to selfdetermination


UDHR article 5
ICCPR article 7
Convention against
torture and other
cruel, inhuman or
degrading treatment
or punishment
ICCPR article 1
ICESCR article 1
The right not to be
enslaved
The right to be
treated with respect
and dignity



UDHR article 4
ICCPR article 8
UDHR article 5
The right to a fair
and public hearing



UDHR article 10 and
11
ICCPR articles 14 and
15
UDHR article 11
ICCPR article 14 (2)


UDHR article 18
ICCPR article 18


UDHR article 20
ICCPR article 21 and
22
UDHR article 21






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
The right to vote

UDHR article 23 and
24
ICESCR articles 6 and
7
CEDAW article 11
The right not to be
subjected to torture,
or other cruel,
inhuman or
degrading treatment
or punishment

Political Document
3 (e)



Beijing
Platform for
Action
Strategic
Objective C
DEVAW article
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)

Beijing
Platform for
Action
Strategic
Objective I

Beijing
Platform for
Action
Strategic
Objective J

Beijing
5
Right
Legal 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
Political Document
Platform for
Action
Strategic
Objective G

Beijing
Platform for
Action
Strategic
Objectives A
and B
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
CHECKLIST OF LEGAL AND POLITICAL
DOCUMENTS ON WOMEN’S HUMAN RIGHTS
Host
government





No.
Legal Documents
1.
1927 Slavery Convention
2.
1945 Charter of the United Nations
3.
1948 Universal Declaration of Human Rights
4.
Four Geneva Conventions
a. a) Convention for the Amelioration of the Condition
of the Wounded and Sick in Armed Forces in the
Field
6

b. b) Convention for the Amelioration of the Condition
of the Wounded, Sick and Shipwrecked Members
of Armed Forces at Sea

c. c) Convention relative to the Treatment of Prisoners
of War





















5.
d. d) Convention relative to the Protection of Civilian
Persons in Time of War
1951 Convention on the Status of Refugees
8.
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
9.
1954 Convention on the Political Rights of Women
6.
7.
10. 1957 Supplementary Convention on the Abolition of
Slavery, the Slave Trade, and Institutions and Practices
Similar to Slavery
11. 1958 Convention on the Nationality of Married Women
12. 1962 Convention on Consent to marriage, Minimum Age
and Registration of Marriage
13. 1966 International Covenant on Economic, Social and
Cultural Rights
14. 1966 International Covenant on Civil and Political Rights
15. 1977 Additional Protocols of the Geneva Conventions
a. a) Protocol Relating to the Protection of Victims of
International Armed Conflict
a. b) Protocol Relating to the Protection of Victims of
Non-International Armed Conflicts
1979 Convention on the Elimination of all Forms of
16.
Discrimination Against Women
17. 1985 Convention Against Torture and Other Cruel,
Inhuman or Degrading Treatment or Punishment
18. 1989 Convention on the Rights of the Child
19. 1990 International Convention on the Protection of the
Rights of All Migrant Workers and Members of their
Family
20. 1991 Inter-American Convention on the Nationality of
Women
21. 1991 Inter-American Convention on the Granting of
Political Rights to Women
22. 1991 Inter-American Convention on the Granting of Civil
Rights to Women
7






















23. 1993 Statute of the International Criminal Tribunal for
the Former Yugoslavia
24. 1994 Inter-American Convention on the Prevention,
Punishment and Eradication of Violence Against
Women
25. 1994 Statute of the International Criminal Tribunal for
Rwanda
26. 1998 Rome Statute of the International Criminal Court
27. 1998 First war crimes judgment citing guilt on grounds
of rape, International Criminal Tribunal for the Former
Yugoslavia
28. 1999 Optional Protocol to the Convention on the
Elimination of all Forms of Discrimination against
women
29. 2000 Protocol to Prevent, Suppress and Punish
Trafficking in Persons, especially Women and Children,
supplementing the UN Convention against
Transnational Organised Crime
30. 2003 Protocol to the African Charter on Human and
People’s Rights on the Rights of Women in Africa
31. 2006 Convention on the Rights of Persons with
Disabilities
Political Documents
1974 Declaration on the Protection of Women and
1.
Children in Emergency and Armed Conflict
1975 First UN International Women’s Conference2.
Mexico
1980 Second International Women’s Conference3.
Copenhagen
1984 Cartagena Declaration on Refugees
4.
12.
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
13.
2000 UN Security Council Resolution 1325 on Women,
5.
6.
7.
8.
9.
10.
11.
8








14.
15.
16.
17.
18.
19.
20.
21.
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
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 SecretaryGeneral 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
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
Lesson 2 Integrating GenderSpecific Activities in United
Nations Police Plans and
Mentoring and Training
Project Tool 5: Terms of Reference for Police
Assessment Mission
TERMS OF REFERENCE
[NAME OF UN-MISSION]
POLICE ASSESSMENT MISSION
[DATE:___________________]
A.
Background [including mandate]
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


C.
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.
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.



E.
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.
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
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:
1.4.1 Internal:
1.4.2 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.
2.2
differential impact on women, men, boys and
girls (e.g. participation of women in the
political process).
Security Context
ii.
2.3
differential impact on women, men, boys and
girls (e.g. vulnerabilities to different types of
crimes such as sexual violence).
Humanitarian Context
iii.
2.4
differential impact on women, men, boys and
girls (e.g. access to humanitarian aid;
composition of camps for refugees and
IDPs).
Development Context
iv.
differential impact on women, men, boys and
girls (e.g. vulnerabilities in terms of
economic well-being; access to resources).
14
2.5
International/ Bilateral Context
v.
3.0
differential impact on women, men, boys and
girls (e.g. access to international aid and
programmes).
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.
4.0
3.3
OPERATIONAL POSTURE
3.4
ADMINISTRATION AND LOGISTICS SUPPORT
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
----------6.0
TEAM SIGN-OFF (if possible, mission counter-sign)
15
Project Tool 7: Gender perspectives in the
Police Concept of Operations
Gender perspectives in the Police Concept of
Operations
PART A:
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
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
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
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
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
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
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
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
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
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
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:
9.1

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).
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
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.
11.0 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.
12.0 Administrative & Reporting Guidelines
(Administrative Instructions)
Gender considerations: Gender-related issues are mainstreamed
27
in the administrative and reporting guidelines.
13.0 Integration/ Coordination issues
(States the coordination mechanisms)
Gender considerations: Gender-related issues are mainstreamed
in the coordination mechanisms.
14.0 Logistics & Support
(Statement of logistical support)
15.0
Organization of the UNPOL Component
Gender considerations: Provide gender-disaggregated data.
15.1
Size and Strength
Gender considerations: Provide gender-disaggregated data.
15.2 Deployment Plan including Police Generation,
Administration & Rotational Plan
Gender considerations: Provide gender-disaggregated data.
15.3
Command and Reporting Structure
Gender considerations: Provide gender-disaggregated data.
15.4
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 2010.
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
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-Secretaryfor 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
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
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
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
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
Project Tool 11: Checklist for a SWOT Analysis
☐1
Analyse the situation of gender mainstreaming within
UNPOL e.g.:

☐2
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
☐3
Analyse the security situation and vulnerabilities of women
and girls in the host-state
☐4
Analyse the capacities of the host-state police in
responding to the security situation and vulnerabilities of
women and girls
☐5
Analyse the situation of female police officers in the hoststate police
☐6
For each of the above, identify priority areas to be
addressed
☐7
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
☐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
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
 ☐ 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
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
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
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 1960.
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.
2.
3.
4.
5.
Ensure implementation of gender mainstreaming within the
development and review of UN Police policies, guidance
documents and activities in the field mission;
Ensure equal opportunities for female police peacekeepers;
Mainstream gender within reform and restructuring of the
host-state police in particular in the formulation and
implementation of policies and guidance documents;
Increase the protection of women and children from sexual
and gender-based violence;
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
Objectives
Activities
Outputs
Stakeholde
rs/
Expecte
d Date
Indicator of
achievement &
targets
When will
output be
complete
d?
How will you know you
are progressing
towards your
objective?
Partners
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?
Monitoring and
evaluation
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/
Indicator: Number of
training sessions
conducted.
year
Indicator: Number of
UNPOL officers trained
(disaggregated by
rank, e.g. UNPOL
managers, and gender
– e.g. male/female).
Or
monthly
(i.e. first
week of
every
Training evaluation
feedback forms at
the end of each
training.
Training Impact
evaluation forms
after one to two
months.
List of UN Police
41
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.
Training schedule,
programme,
feedback forms.
Training sessions.
 Mainstream gender issues within
the work plans of UNPOL
sections by X date.
Police
Commissioner’s
directives.
 Develop monitoring and
evaluation mechanism with
UNPOL sections on
implementation of gender issues
and activities by X date (i.e.
reporting etc.).
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.
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.
Target: At least X
number of UNPOL
policies, guidelines,
directives, etc.
mainstreamed with
gender perspectives.
42
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.
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.
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.).
Gender-disaggregated statistics on
deployment of UNPOL officers.
Number of membership of female police
peacekeepers.
43
 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.
Indicator:
Number of
female police
officers in
command
positions.
months.
X number of
female police
officers
trained.
X number (or
percentage) of
female police
officers
promoted to
command
positions by X
date.
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
policy through a
participatory
approach with hoststate female police
officers by
day/month/year.
host-state
police by X
date.
Review of X
number of
 Assist effective
policies and
implementation of a guidance
gender
documents in
mainstreaming
the host-state
policy.
police in view
 Integrate gender
of integrating
perspectives into the gender
review process of
perspectives
policies and
guidance documents by X date.
within the host-state.
Set up a
specialised
office (i.e.
Gender
Equality Office
etc.)
responsible for
implementing
officers to
develop a
policy.
unit
meeting.
Host-state police
management
Day/month/
year for the
approved
policy.
Approved hostHost-state
state police
female police
gender
mainstreaming officers
policy.
Reviewed
policies and
guidance with
gender
mainstreamed.
Specialised
office in charge
of gender
mainstreaming
set up.
Training
course on
gender
at the national
meeting.
policy.
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.
45
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
section.
implementation of
the gender
mainstreaming
policy.
Development
of a monitoring
and evaluation
mechanism
within the hoststate police on
the
implementation
of the policy by
the sections.
Target: At least X
number of reports
received etc.
Overall Goal 4
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
gender-based
violence (SGBV).
units, staffing,
training needs.
officers
Donors
Constructed
specialized
police units.
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.
Increase the
capacity of hoststate police
officers to
investigate SGBV.
Deliver (x) number
of training sessions
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
Training
curriculum,
ideally
integrated
within hoststate police
UNPOL
gender/SGBV/
training officers
Day/month
/ year
Host-state Police
training academy
Donors
Host-state Police
Progress reports.
Target: Integration of a
training curriculum on
SGBV in the basic,
advanced and
specialized curricula by
day/month/year.
Host-state police
Host-state police
Indicator: Development
of training curricula on
investigating SGBV.
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
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 academy
Training
sessions.
Donors
Needs
assessment
report.
UNPOL community Day/month
policing officers
/ year
Sensitization
presentation
on SGBV and
role of police.
Sensitization
sessions
planning,
schedule.
(segregated
male/female).
UNPOL SGBV
investigators
Target: At least (x)
number of officers trained
by day/month/year.
Indicator: Number of
sensitization sessions
conducted.
Indicator: Number of
attendees (male/female).
Host-state police
interviews with victims of SGBV.
Progress reports.
Impact assessment (interviews)
on target groups and
beneficiaries.
Target: At least (x)
number of communities /
IDP/refugee camps
visited by
day/month/year.
UN field mission
relevant offices –
i.e. Gender Unit,
Human Rights
UN agencies
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
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 host-
women.
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.
recruitment process.
Target: At least X number of
materials developed by
day/month/year.
Impact of the outreach
strategy to women.
Indicator: Number of
recruitment and sensitisation
sessions conducted.
Assessment of the reasons
for failure of applicants.
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.
50
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
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
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
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
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
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
DUTY STATION
Gender Affairs Officer
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
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
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
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
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












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








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


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
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
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
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
 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









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


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
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















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
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



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
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








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
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




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







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
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
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
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
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.
1.2. 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
4.
Auth
orize
d
stren
gth
TOT
AL
PERSONNEL UPDATE
Femal Auth
Actual Male
orize
streng Actual e
Actual d
th
IPO
TOTA TOTA TOTA
stren
L
L
L
gth
Actu
al
IPO
stren
gth
Nu
mb
er
Nu
mb
er
% Nu
mb
er
% Nu
mb
er
% Num
ber
Auth
orize
d
Actual
Num
ber
Nu
mb
er
FPU
streng
FPU th
stren male/f
gth
emale
%
83
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.
1.2.
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
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
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
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
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.
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
Include a structure organigramme if possible.
88


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 2011. 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




4.
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?
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
Project Tool 31: Matrix UN Police gender operational framework short, medium and long
term with indicators
Tool 2: Module 1: Handout matrix
UN Police Operational Framework for Implementing Security Council Resolutions on women, peace and security: 1325, 1820, 1888, 1889 and 1920
Operational paragraphs Security
Council Resolutions
1325 1820
9, 10 1, 2,
3, 4
1888
1889
1, 2, 3,
24
1960 SCR pillars and indicators/UN Police
duties
1. Pillar Prevention
Goal: Prevention of sexual and genderbased violence
Re-establishment of rule of law
Short-term
Operational support policing
Medium-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. 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
UN Police
Officer
Checklist
2
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.)
1. How many cases of sexual and gender-based
violence are reported daily, monthly, quarterly, yearly
in a specific police district?
1. DPKO 2. What types of sexual and gender-based violence
PD
are reported?
2. UNPOL
3. What is the profile of perpetrators?
component
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?
Goal: International, national and nonState security actors are responsive to
and held to account for any violations of
the rights of women and girls, in line
with international standards
8 7, 8
7, 20,
21
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
5, 6
5, 6
8, 9
8, 9
11, 12 7, 8
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)
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. 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
1. Code of
accessible to victims (confidentiality, measures
Conduct
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. Analysis of women and girls’ security threats included
in UN police planning documents concept of operations,
standard operating procedures and other directives
1. DPKO PD
2. UNPOL
component
policy officers
1. Are women’s and girls’ security situation reflected
in the situation analysis of police components’
directives – CONOPs, SOPs?
2. Are women’s and girls’ security needs and
priorities, as well as participation, integrated into
police reform planning processes and documents?
1. UNPOL
component
reform and
restructuring
unit
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?
11, 12 7, 8
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
3, 4,
5
19
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
4
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
• Disaggregated between uniformed and
civilian peacekeeping personnel and
other staff
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
1. DPKO PD overcome?
2. UNPOL
5. What measures are in place to encourage women
component
to apply to leadership positions?
human
6. What training opportunities are available for
resourcs/chie women to enhance their skills set to enable them to
f of staff
qualify to leadership positions?
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.)
4. Non-discrimination in deployment of UNPOL officers,
in particular to ensure female police officers are not
relegated to support services.
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1325 1820
1888 1889
1960 SCR pillars and indicators/UN Police
duties
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
• Disaggregated between uniformed and
civilian peacekeeping personnel and
other staff
3. Pillar Protection
Goal: Safety, physical and mental health
of women and girls and their economic
security are assured and their human
rights respected
9, 11 1, 5
7, 9
Operational support policing
Medium-term
Reform and restructuring
Long-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
3. Appointment of UN Police specialized investigators
on sexual and gender-based crimes co-located with the
host-state police
UN Police
Officer
Checklist
1. UNPOL
component
Police
Commissione
r
2. UNPOL
component
chief of staff
1. Is there a UN Police gender adviser at the Police
Commissioner’s officer?
2. Are there UN Police gender focal points at the
regional and district levels?
3. Are there specialized investigators on sexual and
gender-based violence co-located with the host-state
police?
1. UNPOL
component
investigations
unit
2. UNPOL
component
communityoriented
policing
3. UNPOL
component
reform and
restructure
UN Pollce Gender Checklist:
1. Democratic policing - pp14-16
2. Sexual and gender-based violence - pp 29-32
3. Executive policing and formed police units - pp 3436
1. UNPOL
component
reform and
restructure
UN Police Gender Guidelines checklists:
1. Composition of the national police - recruitment pp18-19
2. Composition of national police - career
development p 22
3. Ensuring non-discrimination in the workplace - p
23
6, 10
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.
• Women’s and girls’ ability to participate
in public life has been affected
• Women’s and girls’ regular activities
have been affected
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
4 3,6, 7, 2, 3,
8
10
Whether legislative advances are
accompanied by efforts to build justice
and security sector capacity to
implement new laws.
1
Re-establishment of rule of law
Short-term
12
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
7. In executive mandates: conduct operations and
arrests involving sexual and gender-based crimes.
8. Coordinate with victim support services (medical,
social and legal networks)
1. Establish of specialized sexual and gender-based
1. Establish preventive measures through community- violence police units in the host-state, including one-stop
oriented policing and problem solving that involves
centers that provide victim support services
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 gender3. Monitor, conduct or support host-state police
based violence
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
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.)
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
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1325 1820
8, 11
1888 1889
3 6, 7,
8(a),
17
10
1960 SCR pillars and indicators/UN Police
duties
Indicator 19: Percentage of referred
cases of sexual and gender-based
violence against women and
girls that are reported,
investigated and sentenced
- Number of cases investigated
- Number of cases reported
- Number of cases sentenced
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
6, 7
3, 4,
6
8(a)
19, 20
8, 9,
22
4
10
Re-establishment of rule of law
Short-term
13
22 9,
19(b),
19(d)
Reform and restructuring
Long-term
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.
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
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.
8
Operational support policing
Medium-term
Indicator 24: Proportion of disbursed
Multi-Donor Trust Funds (MDTFs) used
to address gender
equality issues
1. Include gender and police-related projects in the
disbursement of multi-donor trust funds
UN Police
Officer
Checklist
1. UNPOL
component
reform and
restructure
2. UNPOL
component
investigations
unit
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. Include gender training in the UN Police budget (i.e.
provision of training on gender and sexual and genderbased violence for UNPOL officers)
2. Include gender-related projects in the UN Police
budget (i.e. setting up specialized police units on SGBV,
recruitment of female police officers, training of hoststate police officers, development of training curricula for
the host-state police academy)
1. UNPOL
component
training
UN Police Gender Guidelines checklist:
1. Training pp 26-27
1. UNPOL
component
Police
Commissione
r/budget
officers/donor
officers
1. UNPOL
component
Police
Commissione
r/budget
officers/donor
officers
93
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
UNI TED NATI ONS
DEPARTMENT OF PEACEKEEPI NG OPERATI ONS
POLI CE DI VI SI ON
Age
25-62 years;
Preference under 55 years.
Num ber of years of professional experience
Five (5) years excluding training;
Retired personnel can be deployed if retired within the past 5
years.
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 ofBan Ki-m oon,
Secretary General
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
Global Effort
20% Fem ale Police
Peacekeepers by 2014
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.
Lea Angela Biason, Associate Gender Expert
Strategic Policy and Developm ent Section (SPDS), Police Division
Office of Rule of Law and Security I nstitutions (OROLSI )
Departm ent of Peacek eeping Operations
United Nations
Phone: +1-212-9630738
E-m ail: [email protected]
94
95
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
1. Please
indicate your
age.
2. How many
years of
policing do you
have in your
home country?
Answers

Indicate number of years

____________________________________________
3. Indicate the
national
agency you are
working in:
4. Have you
served in an
international
peace
operation?
 Yes
 No
Indicate number of years
 United Nations
If yes, how
 EU
many years of
policing do you
 AU
have in an
international
 Other
peacekeeping
operation
(United Nations
or other)?
5. Obstacles
during the
national
selection
process
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
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
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
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 SAAT minimum criteria and procedures
UN minimum
The United Nations has set minimum criteria to qualify for service in a
99
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
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
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  Yes
been
previously or
are currently
deployed to a
peacekeeping
operation, will
you re-apply for
another
mission?
 No
102
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.




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.

List of questions to be asked and reasons why those questions are asked
including follow up questions.
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
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
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
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
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.]
[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
[Achievements by
know they will find a
female officers:] “By
sympathetic ear. And
empowering women
within the United Nations when they see female
role models keeping the
we are not just
peace, we have seen
upholding the principles
for which we stand. We women and girls
become inspired to join
are making ourselves a
the force and do the
better Organization.
same.
This is particularly true
when we increase the
participation of women
[Why the work of
police officers in
female police officers
peacekeeping.”
is important] The
Secretary-General Ban
security Council
Ki-moon
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
[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
(including maternity
leave, health insurance,
education grant, salary,
pension, etc.]
[Schedule of career
orientation sessions or
recruitment sessions
(date, time, venue)]
[Contact information]
The Global Effort: UN
Police Adviser AnnMarie 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.
“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% femaile
police participation by
2014.
108
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.
Local
leaders/chief
constables and
the policewomen
returning from
service overseas
No later than 6 months after
the return home.
The individual and
the districts are
followed up
continuously. The
national police
directorate assesses
the measure annually
for its effectiveness
in increasing female
recruitment.
National police
directorate
Annually, for example, at the
same time as other annual
reports etc. January/February
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.
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.
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 national police
directorate assesses
the measure for its
effectiveness in
increasing female
recruitment.
109
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 1325.
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
MEASURES
DESCRIPTION
RESPONSIBLE
DATE FOR COMPLETION
FOLLOW UP
6. Overall
An overall strategic action plan to
strategic action
guide the work of the districts
plan for increasing
the recruitment of
policewomen to
international
police operations
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
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.
good for career
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
111
MEASURES
DESCRIPTION
RESPONSIBLE
DATE FOR COMPLETION
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 This would make it easier to propose
female candidates women candidates to top posts within
the UN system.
National police
directorate
Continously
Since international police operations
National police
are for fixed and shorter terms, a larger directorate
pool of officers is needed to maintain
the numbers serving on international
operations at any one time terms.
Continously
10. Creating a
’pool’ or roster
FOLLOW UP
112
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:
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.
3. Definitions
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
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 email 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
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
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.
1
Objectives
Activities
Outputs
What do
you want
to achieve
and how?
What activities
need to be
implemented to
achieve the
objectives?
Improve
Organise induction
the
briefings for newlycommunic arrived UNPOLs
ation
between
female
peacekeep
ers both
current and
former
Prepare monthly
reports of activities
summarizing
Outcomes
Human
resources
required
Financial
resources
required
Expected
date
Indicator of
achievement
Monitoring and
evaluation
What is the
Impacts
quantifiable
results/produ
cts of the
activities?
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?
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.
Survey on the
effectiveness of
the induction
briefing.
Overview
over what
works and
Strengthe
ned
communic
Current and
former
network
Number of
participants
at the
induction
briefing.
None
Deadline DD/MM/YY
YY
Submitted
drafts.
116
achievements,
challenges,
shortfalls and
solutions.
2
[Insert your [List activities
objective]
required to obtain
your objective]
what does
not, as well
as a record
of activities
ation
within the
network
members
[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
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
when providing the total strength of the police organization, disaggregate it by
the number of female and male police officers.
3
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.
4
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.
5
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
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?
Interest in
Stakeholder the policy
Strategies for
Influence
obtaining support
(either strong or reducing
or weak)
obstacles
120
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
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
(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
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
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
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
[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
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.
1
Objective
s
Activities
What do
you want
to achieve
and how?
What activities
need to be
implemented to
achieve the
objectives?
Identify
policy gaps
in the police
on gender
equality
2
Assess
existing
programme
s on gender
equality.
3
Establish a
Policy
Committee
4
Develop a
strategy
and action
plan.
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
Human
resources
required
Who are the
implementers
involved?
Financial
resources
required
What are the
financial
resources
required?
Expected
date
When will
the output
be
completed?
Indicator of
achievement
How will you
know you are
progressing
towards your
objective?
Monitoring and
evaluation
How will you track
progress on your
objective?
Improved
understanding
of relevant
policy
documents.
Host State
police, UNPOL
None.
Deadline DD/MM/YYY
Number of
national laws and
policies scanned.
Monthly status report.
Improved
coordination
with
stakeholders.
Host State
police, UNPOL
None.
Deadline DD/MM/YYY
Number of
stakeholders
analysed.
Monthly status report.
Host State
police/UUNPOL
None
Deadline DD/MM/YYY
Number of
invitations sent.
Monthly status
reports.
Deadline DD/MM/YYY
Submitted drafts.
Monthly status
reports.
Deadline DD/MM/YYY
Submitted drafts.
Monthly status
reports.
Strengthened
engagement of
high level
authorities.
Improved
planning of
activities to
ensure success.
Host State
police/UUNPOL
/Policy
Committee
members
Funds for a
meeting/worksh
op
128
5
6
7
Identify
discriminato
ry practices
that affect
female
police
officers
Develop the
gender
equality
policy
Launch the
policies
Organise a
consultation workshop
with female police
officers
Workshop proceedings
Organise meetings
with command level
officers
Meeting minutes.
List of officers identified
as ‘champions’.
Organise meetings
with male police
officers.
Meeting minutes.
List of officers identified
as ‘champions’.
Draft the policy.
Drafted policy.
Organise a high level
launch event for the
policies.
Approved policy.
Create public
information posters,
brochures, pocket
size versions.
Create radio and
public service
announcements.
Brochures, posters etc.
Public service
announcement
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.
Improved
guidance for
gender equality
in the police.
Increased
awareness and
support of the
gender equality
policy.
Host State
police/UUNPOL
/Association of
female police
officers
Host State
police/UUNPOL
/ command
level officers
Number of people
invited; submitted
drafts of the
agenda.
Funds for a
meeting/worksh
op
Deadline DD/MM/YYY
Funds for
meetings
Deadline DD/MM/YYY
Number of
command officers
met.
Monthly status
reports.
None
Deadline DD/MM/YYY
Submitted drafts.
Monthly status
reports.
Funds for a
launch event
and public
information
materials.
Deadline DD/MM/YYY
Drafts for public
information
materials.
Monthly status
reports.
Monthly status
reports.
Host State
police/UUNPOL
/male police
officers
Host State
police/UUNPOL
Deadline DD/MM/YYY
Monthly status
reports.
Deadline DD/MM/YYY
Monthly status
reports.
129
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
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
[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



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
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?
 Family issues (e.g. childcare etc.)
Are there police
recruitment criteria
and processes that
have a negative
impact on women?
Which ones?
 Physical fitness criteria/test
4
 Pressure from family, friends, community
members etc. (e.g. ‘police is a male profession’)
 Organisational issues (police qualifications,
recruitment process etc.)
 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 Good
Goo
d
Avera
ge
Not
Goo
d




Recommen
dation
134
Questions
What are your
recommendations
for improvement?
6
Please indicate your
satisfaction on the
working conditions
in your deployed
location. Do these
elements meet the
requirements of the
field?
What are your
recommendations
for improvement?
Answers
Transport
ation




Water
supply




Food
supply




Very Good
goo
d
Avera
ge
Not
Goo
d





Police
equipment



Uniform




Logistic
supply




Health
care




Hygiene
facilities




Very Good
Goo
d
Avera
ge
Not
Goo
d
Induction




Training
courses




Working




Organisati
on of the
workplace
or station
Recommen
dation
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.
Recommen
dation
135
Questions
Answers
hours
What are your
recommendations
for improvement?
8
Please indicate your
satisfaction on the
career development
process during your
deployment.
What are your
recommendations
for improvement?
Guideline
s




Deployme
nt




Please
describe
your
tasks?
Yes
Recommendation:
Do they
correspon
d to your
qualificati
ons?


No
Very Go Averag
Goo od e
d
Not
Recommenda
Good tion
Availability 
of
additional
training
courses



Access to
additional
training
courses




Access to
vacancy
informatio
n




Support
from
supervisor




Which
skills set
Police skills: please specify
136
Questions
Answers
do you
need to
improve?
9
Please indicate your
satisfaction on the
quality of respect
and acceptance in
your working
relations.
What are your
recommendations
for improvement?
 Others: please specify
V Good Averag
er
e
y
G
o
o
d
Not
Recommenda
Good tion
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
Questions
Answers
female police
colleague who has
suffered
discrimination in her
work? What type of
discrimination (see
list above)?
 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
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
Yes No
sexual harassment, exploitation
 
or abuse at work?
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 (emails, 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
Questions
Answers
Sexual assault
 Rape
5
Who harassed you?
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?
1
0
What has been the effect of the
harassment on you?
1
1
Do you know of a female police
colleague who has suffered
from sexual harassment,
exploitation or abuse in their
work?
1
2
Do you think sexual
harassment, exploitation and
abuse is a problem that the
police organisation needs to
address?
1
3
What recommendations do you
have on improving the
response of the police
organisation to such cases?
 Co-worker

Supervisor/manag
er

Othe
r–
speci
fy:
140
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
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
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
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.
2.
3.
4.
5.
6.
7.
8.
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.
Selection criteria shall be reviewed including height, weight
or other physical requirements to ensure that they do not
disproportionately exclude female candidates.
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.
The recruitment process, including application forms and
interviews, should not include discriminatory and
inappropriate questions.
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).
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).
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.
The above principles are to be included in the national
144
9.
police recruitment policy.
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
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
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
2.
3.
4.
5.
6.
7.
8.
(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.
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.
The pregnant officer should have continued access to health
benefits during the maternity leave including disability
insurance etc.
The pregnant officer is entitled to job restoration after
maternity leave.
Childcare responsibilities shall be taken into account
including child assistance emergency leave.
The health care needs of female personnel such as
gynaecological services shall be covered.
The police service shall ensure that all police facilities
provide the basic necessities and meet the specific needs of
female police officers.
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
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
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
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 1.3.

3 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
[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
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
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
(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
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
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
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
Develop policies, standard operating procedures, action plans, guidelines, and
resources for capacity building for police units on gender mainstreaming.
o
Develop and oversee mechanisms for accountability, monitoring and evaluation of
the implementation of gender mainstreaming through a systematic reporting
mechanism;
o
Participate in the formulation and review of police policies and procedures;
o
Assess needs and raise awareness on gender equality and equal participation of
female police officers in all policing activities through training;
o
Set in place and coordinate a mechanism to address cases of discrimination based
on gender;
o
Perform comprehensive analyses on gender perspectives and proposes relevant
policies related to the promotion of gender equality;
o
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
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
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
The strategy will be reviewed in [x number months – e.g. six months].
161
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
Financial
Expected
Indicator of
Monitoring
resources
resources
date
achievement and evaluation
required
required
What do
What
What is
Impact
Who are the What are the
When will
How will you
How will you
you want activities
the
implemente financial
the output
know you are track progress
to
need to
quantifiabl
rs involved? resources
be
progressing
on your
achieve
be
e
required?
completed? towards your objective?
and how? implement results/pro
objective?
ed to
ducts of
achieve
the
the
activities?
objectives
?
1.
Set up an Acquire
Directive
Improved Host State
Funds required DD/MM/YY Submission
Monthly status
Office for approval
from the
and
Police,
(e.g. office
Y
of draft
report
Gender
and
Head of
consistent UNPOL
space)
documents
Equality
establish
the Police implement
reporting
creating
ation of
line to
the office. gender
Head of
mainstrea
Police
An office
ming
is created within the
Write the
and staff
police.
terms of
are
reference recruited.
162
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.
Host State
Police,
UNPOL
Funds required
(e.g. training
courses)
DD/MM/YY
Y
Submission
of draft
documents
Monthly status
report
Improved
and
consistent
implement
ation of
gender
mainstrea
163
Develop
training
materials
and
standardiz
ed
templates
for
reporting
and
standardiz
ed
templates
ming
within
sections /
units /
departme
Number of nts
trained
officers
Train the
focal
points on
their
duties and
the
templates
3.
Develop
a
strategy
and
action
plan
Organise
a strategy
meeting
4.
Integrate
the action
plan into
section /
unit /
departme
nt
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
Host State
Police,
UNPOL
None
DD/MM/YY
Y
Submission
of draft
documents
Monthly status
report
Improved
identificati
on of
goals,
objectives
and
targets for
Host State
Police,
UNPOL
None
DD/MM/YY
Y
Submission
of draft
documents
Monthly status
report
164
workplan
s
nts
5.
Conduct
training
of police
staff
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
6.
Establish
a
monitorin
g and
evaluatio
n
framewor
k
Create
standardiz
ed
indicators
for
sections /
units /
departme
gender
perspectiv
es
gender
mainstrea
ming
Training
curriculum
on gender
mainstrea
ming in
the basic
course,
advanced
course
and
specialize
d courses
(e.g.
command
course)
List of
gender
indicators
Improved
skills and
competen
cies on
gender
mainstrea
ming at all
levels of
staff
Reporting
templates
Improved
tracking of
gender
implement
ation
Host State
Police,
UNPOL
None
Deadline DD/MM/YY
Y
Number of
invitations
sent.
Monthly status
reports.
Funds for a
meeting/works
hop
Deadline DD/MM/YY
Y
Submitted
drafts.
Monthly status
reports.
165
nts
Create
staff
indicators
on gender
for
performan
ce
appraisals
Create a
reporting
mechanis
m
166
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
Description
What is gender
discrimination?
What is meant by
equal opportunities?
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.
Legal definition of
gender
discrimination.
Discuss about gender discrimination in human rights
law/international law
Laws related to
gender
discrimination
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.
What kinds of
behaviour constitute
gender
discrimination
Recognising gender
discrimination
Provide examples on how to recognize (i.e. signs) gender
discrimination (i.e. gender bias in recruitment, promotions etc.).
Complaint and
investigation
process in the
organisation.
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.
Responsibilities of
the supervisor
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.
Prevention of
retaliation
Explain ways on how to prevent retaliation.
167
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
Description
What is sexual
harassment, sexual
exploitation and sexual
abuse and why does it
occur?
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.
What sexual harassment,
sexual exploitation and
sexual abuse are not
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.
Discuss about the elements of the legal
definition of these acts.
Laws related to sexual
harassment, sexual
exploitation and sexual
abuse
Provide legal codes and provisions (i.e. penal
code, civil code etc.).
What kinds of behavior
constitute sexual
harassment, sexual
exploitation and sexual
Provide specific examples and cases to
illustrate them. Include the outcome of the
case i.e. sanctions, fines and criminal liability.
168
abuse
Policy of the organisation
about sexual harassment,
sexual exploitation and
sexual abuse
Explain the key provisions of the policy and
how they apply to staff members.
Recognising sexual
harassment, sexual
exploitation and sexual
abuse
Provide examples on how to recognize (i.e.
signs) of sexual harassment, sexual
exploitation, sexual abuse.
Complaint and
investigation process in
the organisation.
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.
Responsibilities of the
supervisor
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).
Prevention of retaliation
Explain ways on how to prevent retaliation.
169
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
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
Indicator
Definition
What do
you want
to
achieve?
What are
you
measurin
g?
How is data
calculated?
Data
collection
method
How is data
to be
obtained?
Base
line
Target
Frequ
ency
Respon
sible
Repo
rting
Resour
ces
Risks
What
is the
curre
nt
value
?
What is
the
target
value?
How
often
will
data
be
meas
ured?
Who will
measure
the
data?
How
will it
be
report
ed?
Estimat
e of
resourc
es
require
d and
committ
ed for
carrying
out
planned
monitori
ng
activitie
s.
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
Goals
Increase
female
representat
ion to 20%
in five
years
Percenta
ge of
female
police
officers in
the police
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.
Human
resources
statistics
(report)
15%
20%
BiHuman
annua Resourc
lly
es
Departm
ent
BiOne
annua staff
l
officer
report
to the
Head
of
Police
Outputs
30% of
women
registered
for
recruitment
pass the
tests per
year for
five years
Percenta
ge of
female
recruits
who pass
the test
Number of female
candidates who
successfully pass
the recruitment
tests divided by the
total number of
female candidates
who registered
multiplied by 100.
Police
recruitment
statistics
(report)
15%
30%
BiRecruit
annua ment
lly
Section
BiOne
annua staff
l
officer
report
to the
Head
of
Police
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
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 1st
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
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
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
7.
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?
8.
Challenges: Outline the challenges faced in implementing the policy
during the period under review.
9.
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
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
1st 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
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
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
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.
1
2
3
4
5
6
7
8
Checklist for assessing female police recruitment in the police
What is the percentage of gender balance in the police?
 0 – 5 per cent
 5 – 10 per cent
 15 – 20 per cent
 above 20 per cent (specify)
Provide statistics on the distribution of female police officers across
the ranks within the police service.
Are female officers represented in various sections of the police?
 Intelligence
 Law enforcement
 Judicial police
 Public security
 Other: Please specify
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
Is gender-related concepts part of the basic training curriculum in the
police academy?
Do policies/guidelines in the police have equal opportunities
provisions in the following areas:
 Recruitment
 Retention
 Promotion
 Management level
Do the police have a policy on gender equality?
Do the police have a policy against sexual harassment sexual
180
exploitation and sexual abuse?
9
10
Do the police have preventive and disciplinary mechanisms for
gender discrimination and sexual harassment, sexual exploitation
and sexual abuse?
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
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.
1
3
Needs assessment questionnaire
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_________________________
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
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
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
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]
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.
X.
Terms of reference
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
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
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
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
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
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
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

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
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
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
Women are encouraged to apply
First Name
Middle Name
Last Name
Marital Status
Contact
Postal address:
Email:
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
☐ 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
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
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
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

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
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
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
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
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





III.
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
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
[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
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
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
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.
1
2
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?
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.
Organise a strategy meeting with
the Recruitment Committee.
Strategy and
action plan
Deadline DD/MM/Y
YYY
Submitted
drafts.
Monthly status
reports.
Develop a
strategy and
action plan.
Establish a recruitment goal (e.g.
reach [x] percent female
representation in the police)
Improved
planning
of
activities
to ensure
success.
Host State
police/UNP
OL/Recruit
ment
Committee
members
Funds for
a
meeting/w
orkshop
208
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/
Funds for
workshop
s
Deadline DD/MM/Y
YYY
Submitted
drafts.
Monthly status
reports.
Experts on
police
recruitment
–
examiners/
experts on
equal
opportuniti
es in
employmen
t/lawyers –
legal
advisers
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
recruitment
campaign
stakeholders;
- places to find
female
candidates
outreach
to
potential
female
candidat
es.
police/UNP
OL *
DD/MM/Y
YYY
people
stakeholders
mapped.
reports.
- education
facilities
- 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
Create and disseminate public
information posters, brochures,
pocket size versions.
Brochures,
posters etc.
Create and disseminate radio and
public service announcements.
Public service
announcement
Improved
outreach
to
potential
female
candidat
es.
Host State
police/UNP
OL
Funds for
materials
Deadline DD/MM/Y
YYY
Number of
materials
produced and
disseminated
Deadline DD/MM/Y
YYY
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
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
Identified
lessons
learned
and good
practices
Host State
police/UUN
POL
None
Deadline DD/MM/Y
YYY
Drafts
submitted
Monthly status
reports.
Recruitment
methods and
procedures
reviewed.
Gaps identified.
Solutions and
recommendation
s formulated.
212
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
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
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
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
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
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
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- 2000 UN Millennium Declaration
DRC-Declaration of the Rights of a Child
219
Right
Legal Document
Political Document
UDHR article 3

VDPA
ICCPR article 6

UNMD
CRC article 6

DRC
The right to measures of
protection required by his
status as a minor, on the
part of his family, society
and State
ICCPR article 24

VDPA
ICESCR article 10

UNMD
CRC article 3

DRC
The right to liberty and
security of person
UDHR article 3, 4 and
9

VDPA

UNMD
ICCPR article 9

DRC
UDHR article 5

VDPA
CRC article 16

UNMD

DRC
UDHR article 7

VDPA
ICCPR article 24

UNMD
CRC article 2 and 30

DRC
UDHR article 25

VDPA
ICSECR article 12

UNMD
CRC article 24 and
article 27

DRC
UDHR article 23

VDPA
ICESCR article 7 and
10

UNMD

DRC
The right to life
CRC article 37
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)
CRC article 31 and 32
The right not to be
subjected to torture, or
other cruel, inhuman or
degrading treatment or
punishment
UDHR article 5

VDPA
ICCPR article 7

UNMD
CRC article 19 and 37

DRC

Declaration on the
Protection of Women and
Children in Emergency and
Armed Conflict
The right to a fair hearing
UDHR article 10 and
11

VDPA

UNMD
ICCPR article 14 and
15

DRC

VDPA
CRC article 37 and 40
The right not to be
UDHR article 4
220
Right
enslaved
Legal Document
Political Document

UNMD

DRC
UDHR article 20

VDPA
ICCPR article 21 and
22

UNMD

DRC
UDHR article 11

VDPA
ICCPR article 14, 15

UNMD
CRC article 40

DRC
The right to be registered
after birth and to acquire a
nationality
ICCPR article 24

VDPA
CRC article 7

DRC
The right to know and be
cared for by his/her
parents and the right to an
identity
CRC article 7 and 8

VDPA

DRC
The right to association to
both biological parents
CRC article 8

VDPA
The right to freedom of
expression
UDHR article 18

VDPA
ICCPR article 18

UNMD
CRC article 12 and 13

DRC
UDHR article 18

VDPA
ICCPR article 18

UNMD
CRC article 14

DRC
UDHR article 25

VDPA
ICESCR articles 11
and 12

UNMD

DRC
UDHR article 26

VDPA
ICSECR article 13

UNMD
CRC article 28 and 29

DRC
ICESCR article 11

VDPA

UNMD

DRC
ICSECR Article 15

VDPA
CRC article 30

UNMD

DRC
The right to freedom of
association and peaceful
assembly
ICCPR article 8
CRC article 15
The right to be presumed
innocent until proven guilty
Freedom of thought,
conscience and religion
The right to an adequate
standard of living and to
benefit from social security
CRC article 26
The right to education
The right to be free from
hunger
The right to take part in
cultural life
221
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
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
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
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
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 SecretaryGeneral (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

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.
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).

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.
10.
☐ Include in UN police technical
assessment missions gender expertise,
including sexual and gender-based
violence.

Development of scenario based
training materials for
peacekeepers.
11.
☐ Appoint and co-locate UNPOL SGBV
investigators to mentor and assist host
State police officers.

Gender expertise included in
technical assessments missions to
UN field missions.
12.
☐ Implement prevention mechanisms
and strict disciplinary actions on sexual
exploitation and sexual abuse by
peacekeepers.
227
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):
https://treaties.un.org/doc/Publication/UNTS/Volume
%20999/volume-999-I-14668-English.pdf

International Covenant on Economic, Social and
Cultural Rights (ICESCR):
http://www.who.int/hhr/Economic_social_cultural.pdf

Convention on the Rights of Child (CRC):
http://www.ohchr.org/Documents/ProfessionalInterest
/crc.pdf

Convention on the Elimination of All Forms of
Discrimination against Women (CEDAW):
http://www.ohchr.org/Documents/ProfessionalInterest
/cedaw.pdf

Convention for the Suppression of the Traffic in
Persons and of the Exploitation of the
Prostitution of Others:
http://www.catwinternational.org/Content/Images/Arti
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:
http://www.osce.org/odihr/19223?download=true

ICC: http://www.icc-cpi.int/iccdocs/otp/OTP-PolicyPaper-on-Sexual-and-Gender-Based-Crimes--June2014.pdf

UNGA RESOLUTION DEVAW:
http://www.un.org/documents/ga/res/48/a48r104.htm

Geneva conventions

Geneva Convention 1949:
http://www.loc.gov/rr/frd/Military_Law/pdf/GC_1949I.pdf

Protocol I:
https://treaties.un.org/doc/Publication/UNTS/Volume
%201125/volume-1125-I-17512-English.pdf
228
UN
Organisat
ions

UN Women (“Ending Violence Against Women”):
http://www.unwomen.org/en/what-we-do/ending-violenceagainst-women

UNHCHR (“Women”):
http://www.unhcr.org/pages/49c3646c1d9.html
o Guidelines for Prevention and Response:
http://www.unhcr.org/3f696bcc4.html

WHO
o Violence Against Women:
http://www.who.int/topics/gender_based_violence/
en/
o Sexual and other forms of gender-based
violence in crises:
http://www.who.int/hac/techguidance/pht/SGBV/en
/

UNFPA
o Gender-based violence:
http://www.unfpa.org/gender-based-violence

UNICEF
o Gender based violence:
http://www.unicef.org/protection/57929_58001.htm
l
o Sexual violence against children:
http://www.unicef.org/protection/57929_58006.htm
l

OCHA
o SGBV Framework: http://www.unocha.org/whatwe-do/advocacy/thematic-campaigns/sgbv/sgbvframework
NGOs

Amnesty International
o Sexual and reproductive rights:
https://www.amnesty.org/en/what-we-do/sexualand-reproductive-rights/
o Discrimination:
https://www.amnesty.org/en/what-wedo/discrimination/

Human Rights Watch
o Women’s Rights:
https://www.hrw.org/topic/womens-rights
o Sexual Violence:
https://www.hrw.org/topic/womens-rights/sexual-
229
violence
Academic
research
institutio
ns

DCAF (“Gender and Security”):
http://www.dcaf.ch/Programmes/Gender-and-Security

Minnesota Center Against Violence and Abuse:
http://www.mincava.umn.edu/
230
Project Tool 85: Sample Questionnaire for an Assessment
on Police SGBV Policies and Guidelines
No.
1.
Sample questionnaire for an assessment
on police policy and guidance on SGBV
investigations
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?
Check the box.
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
231
14. Rape
15. Gang rape
16. Marital rape
17. Other, please
specify________________________
3.
Is there a policy for the police on investigating the different Yes
crimes related to SGBV?
No
4.
Are there standard operating procedures (SOP) for the
police on investigating the different crimes related to
SGBV?
Yes
Are there guidelines or protocols for investigating the
different crimes related to SGBV?
Yes
5.
No
No
6.
Are there standard operating procedures or protocols for a Yes
coordinated response by different national agencies (for
No
example within the criminal justice system), health and
social services on cases related to SGBV?
7.
Which international conventions are the host State a
member of?
Check the box.
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
232
7. Others, please specify
8. If there are guidance documents in the police (e.g. policy,
SOP, guidelines, manuals), do these provide efficient
guidance?
9.
Yes
No
What are the gaps in the existing guidance?
Check the box.
1. First response procedures
2. Investigation procedures
3. Coordination procedures with victim support
services
4. Others, please specify
10.
What types of guidance is required in the police?
Check the box.
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
233
Project Tool 86: Sample Questionnaire for a Training
Assessment
No
1.
Sample questions for a Training Assessment
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?
Check the box.
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
234
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:
Check the box.
Basic training curriculum
Advanced training curriculum
Specialised training curriculum
3. 2 How many police officers have received formal training on SGBV
investigations during the past year?
Check the box.
Less than 5
6 to 10
11 to 20
21 to 30
31 to 40
41 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
Project Tool 87: Sample Questionnaire for a Needs
Assessment on Training for Police Investigators
No Do police investigators
specialized training on:
receive Yes
Typically Generally
Not
Neve
r/No
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?
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.?
Witness’ rights and the needs and their
families’?
☐
☐
☐
☐
☐
☐
☐
☐
5
8
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
9
Domestic violence5 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,
main stages of investigation?
i.e.
☐
☐
☐
☐
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
20
Interview techniques for child victims?
☐
☐
☐
☐
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?
☐
☐
☐
☐
☐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
☐Satisfactory
☐Very good
☐Needs
Improvement
☐Satisfactory
238
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?
Format and content of a
complainant/victim/witness/suspect
statement?
☐
☐
☐
☐
☐
☐
☐
☐
35
Procedure for a voluntary statement?
☐
☐
☐
☐
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?
☐
☐
☐
☐
39
Meaning of the term ‘chain of custody’?
☐
☐
☐
☐
40
Method of seizure of the exhibits?
☐
☐
☐
☐
41
Effective case file management?
☐
☐
☐
☐
34
☐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
☐Satisfactory
☐Very good
☐Needs
Improvement
☐Satisfactory
239
42
How exhibits contaminate each other?
☐
☐
☐
☐
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
disaggregated database?
☐
☐
☐
☐
46
Collaboration with the prosecutor?
☐
☐
☐
☐
47
Court procedure?
For example, how can victims of crimes
related to SGBV give evidence in
court?
☐
☐
☐
☐
☐
☐
☐
☐

Via close circuit TV

Screens
gender-
☐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

48
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?
Relation of police work with different
governmental, non-governmental and
☐Needs
Improvement
240
49
50
regional/international agencies involved
in protecting women and children from
crimes related to SGBV.
Effective collaboration with other
agencies and information sharing?
Follow up of cases with victims?
☐Satisfactory
☐Very good
☐
☐
☐
☐
☐
☐
☐
☐
☐Needs
Improvement
☐Satisfactory
☐Very good
☐Needs
Improvement
☐Satisfactory
☐Very good
241
Project Tool 88: Sample Questionnaire for an Assessment
on Police Facilities in Receiving SGBV cases
No.
1.
Sample questions for an assessment of police
facilities in receiving SGBV cases
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
No
3.
How many specialized SGBV police structures exist in the
country?
4.
If there are specialised SGBV police structures, where are they
located?
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, Yes
feel safe to report to these specialized police structures?
No
8.
Do the structures have facilities for special vulnerable groups
such as:
Check the box.
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)
242
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
Number
Male
Total in the
police
Female
Male
Number
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
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
No
14.
How many SGBV cases are received in the police station per
week?
Check the box.
Less than 5
6 to 10
244
11 to 20
21 to 30
31 to 40
More than 40
15.
What are the obstacles in bringing cases to court?
Check the box.
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:
245
246
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 5 -10 years
Between 10-20 years
Between 2-5 years
Less than 2 years
2. How long have you been working in this station?
More than 20 years
Between 5 -10 years
Between 10-20 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
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
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:
3
2
1
0
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
Notebook and Form (specify) ____________
No form
Other (specify) _________________________________
14. Which duties do you perform in the office? Fill the relevant box or boxes.
Investigation
Detention officer
Statement taking
Other (Explain)
Search and arrest
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
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: _________________________________
0
20. 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
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
Project Tool 90: Sample Questionnaire for a Victim Support
Assessment
No
1.
Sample questions for an assessment of victim support
services
What referral services are available to victims of crimes of SGBV?
Check the box.
2.
Medical assistance
Social assistance
Shelter
Orphanage
Psychological assistance
Legal assistance
Special services for persons with disabilities
Special services for children
Other, please specify
Is there a memorandum of understanding between the police and the
following services?
Check the box.
3.
4.
Medical assistance
Social assistance
Shelter
Orphanage
Psychological assistance
Legal assistance
Special services for persons with disabilities
Special services for children
Other, please specify
Are the standard operating procedures between the police and the
victim support services?
What is the quality of the services provided?
Poor
5.
Satisfactory
Yes
No
Excellent
Medical assistance
Social assistance
Shelter
Orphanage
Psychological assistance
Legal assistance
Special services for persons
with disabilities
Special services for children
Other, please specify
Who are providing these services?
252
6.
7.
Check the box.
One-stop center
Government
NGO
Civil society
Others, please specify
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
What is the percentage of victims and witnesses who have received
support services?
Check the box.
8.
Less than 5
6 to 10
11 to 20
21 to 30
31 to 40
41 to 50
Number, please specify
Is there a contact list of victim referral services in the police station?
9.
If yes, do police officers know about the list and do they use it?
Yes
No
Yes
No
10.
What recommendations do you have to improve victim referral
services?
253
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
☐
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
☐
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
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
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
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
Project Tool 94: Terms of Reference for the Policy
Committee
Policy Committee Terms of Reference
I.
Introduction
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
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
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.
B.
C.
D.
E.
F.
G.
H.
I.
J.
Purpose
Scope
Rationale
Policy
Roles and responsibilities
Terms and definitions
References
Monitoring and compliance
Contact
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
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
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.
B.
C.
D.
E.
F.
G.
H.
I.
J.
Purpose
Scope
Rationale
Policy
Roles and responsibilities
Terms and definitions
References
Monitoring and compliance
Contact
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
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
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
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
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. 16
--------------------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
•
•
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
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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
•
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
e-mail addresses, but rather a generic, departmental e-mail 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:
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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.
B.
C.
D.
E.
F.
G.
H.
I.
J.
Purpose
Scope
Rationale
Procedures
Roles and responsibilities
Terms and definitions
References
Monitoring and compliance
Contact
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
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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.]
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5. First response
5.1. Dispatcher response: dispatch personnel play a critical role in focusing the
initial police response by compiling necessary information.
5.1.1. Every call reporting rape or sexual assault made to the police should be
treated as an emergency call.
5.1.2. Take the informant’s full name, address and telephone number (if
available) and any other information in locating the informant at a later stage.
5.1.3. Find out about the location and needs of the victim. Assess their
medical condition and potential need for immediate medical attention.
5.1.4. 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.
5.1.5. 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.
5.1.6. 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.
5.1.7. 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).
5.1.8. Stay on the phone with the victim to provide assistance and comfort
until a patrol unit arrives on the scene.
5.1.9. 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.
5.2. 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.
5.2.1. Going to the scene
5.2.1.1. Look out for the offender.
5.2.1.2. Note and stop any persons or vehicles attempting to leave
the scene when you arrive.
5.1.2.3. Park patrol vehicles in a safe area.
5.1.2.4. Advise dispatch when you have arrived.
5.2.2. At the scene
5.2.2.1. When you have arrived at the scene, record date, time,
weather conditions, who is present and any other relevant
information.
5.2.2.2. Establish who will be in charge of the immediate scene.
5.2.2.3. Develop a plan as soon as possible.
5.2.2.4. Confer with any other police who are at the scene.
5.2.2.5. Use initiative and be flexible.
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5.2.2.6. Prioritise duties.
5.2.2.7. Assign tasks.
5.3. First response
5.3.1. Establish the exact scene of the crime.
5.3.2. Establish whether anyone has interfered with the scene.
5.3.3. Find out where the victim, offender and any witnesses might
be.
5.3.4. 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.
5.3.5. Evaluate the scene for potential threats.
5.3.6. Relay appropriate information to other responding officers
and to supervisors.
5.3.7. Secure the crime scene.
5.3.8. Evaluate whether immediate search for the suspect is
appropriate.
5.3.8.1. In stranger to stranger cases, locating the suspect
quickly is important;
5.3.8.2. In an acquaintance sexual assault, it may be an
investigative advantage to delay contact with the suspect.
5.4. Initial Victim Assistance
5.4.1. Make contact with victim and record personal information
(name, address, contact details).
5.4.2. Render first aid, if necessary.
5.4.3. Request emergency medical assistance, if required.
5.4.4. 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.
5.4.5. Gain victim’s confidence by showing understanding,
patience and respect for personal dignity.
5.4.6. Use language appropriate to the age, intelligence and
emotional condition of the victim,
5.4.7. Offer victim the choice of speaking to a male or female
officer.
5.4.8. Use sensitive terminology,
5.4.8.1. Say “serious assault” rather than “rape”,
5.4.8.2. Avoid terms like “allegation”, “alleged victim”, and
“alleged suspect”,
5.4.9. Help victim to locate family or friends for emotional support.
5.4.10. Consider need for shelter and child care.
5.4.11. Contact victim advocates and special victim support.
5.4.12. Accompany the victim to the hospital and relay pertinent
information concerning the assault to the examining physician.
5.4.13. 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
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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.
6.1. Preliminary actions
6.1.1. Clear everyone from the immediate scene and ensure no
one enters or leaves it, and do not move or touch anything.
6.1.2. Establish boundaries around the scene and appoint scene
guards to maintain them. Make the boundaries as wide as
possible in the initial stages.
6.1.3. 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.
6.1.4. When considering boundaries consider the offender’s
actions.
6.1.5. Keep any possible witnesses or suspects in a clear area.
Keep them in separate areas.
6.1.6. Find out immediately if any person has left the scene and
take steps to locate them.
6.1.7. Establish an assembly point where people can arrive and
assemble safely without interfering with the scene.
6.1.8. Provide a situation report.
6.1.9. Supply known details briefly and say what action you have
taken.
6.1.10. Receive instructions.
6.1.11. Request any further assistance that may be needed.
6.2. Crime Scene Investigation
6.2.1. Suspect
6.2.1. Focus the investigation on the suspect rather than the
victim.
6.2.2. Try to find out who the suspect is. If they are still at the
scene, make sure they do not leave the scene.
6.2.3. Keep the suspect separate from others at the scene.
6.2.4. Comply with the laws and police policy in dealing with
suspects.
6.2.5. Hold a preliminary interview and note what is said, the
appearance and behaviour of the suspect.
6.2.6. Allow the suspect ample opportunity to give an
account of the incident.
6.2.7. Make a preliminary search (pat down) to prevent the
suspect from getting rid of any evidence.
6.2.8. Search for weapons. Lead the conversation by first
asking the suspects if they have any weapons. Good
communication with the suspect is required.
6.2.9. 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:
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6.2.9.1. Handcuffing the suspect then removing the
weapon;
6.2.9.2. Getting the suspect to produce the weapon.
6.2.10. If the suspect denies having a weapon, you are
always allowed to take any reasonable steps to confirm, this
can include:
6.10.1. Asking the suspect to turn out their pockets
6.10.2. Getting them to raise their arms and turning
around
6.10.3. 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).
6.2.11. Obtain consent or acquire a court order to secure
suspect’s forensic exam for probative evidence.
6.2.2. Victim: Initial investigation should limit questioning to
identify victim and describe the suspect, broadcast the description
to other units.
6.2.1. The 5 W’s and how: who, what, when, where,
why, and how.
6.2.2. 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.
6.2.3. Determine the victim’s emotional and physical ability to
answer questions concerning the assault and limit questions
accordingly.
6.2.4. Conduct questioning in private and only by one officer.
6.2.5. Generally avoid asking detailed, intimate questions
regarding the assault as this might be too traumatizing for
the victim to answer right away.
6.2.6. Request the victim’s consent to undergo a medical
examination, emphasizing its importance to investigative and
apprehension effort.
6.2.7. When the victim is deceased:
6.2.7.1. Avoid moving them when checking for signs
of life.
6.2.7.2. Consider your safety when checking- body
fluids-blood vomit, booby traps.
6.2.7.3. A medical practitioner should check for signs
of life.
6.2.7.4. Consider that the body now becomes an
exhibit and all actions with it should be evidentiary.
6.2.7.5. 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.
6.2.7.6. If the body is moved do not try to put it back in
its original position.
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6.2.3. Crime scene
6.2.3.1. 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.
6.2.3.1.1. These cases rely heavily on physical
evidence, an uncontaminated crime scene and
forensic evidence is essential.
6.2.3.1.2. Ensure evidence is protected, collected,
and preserved.
6.2.3.1.3. 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.
6.2.3.1.4. Be prepared to cope with any changes –
such as rain, or the evaporation of wet footprints or
marks in sand.
6.2.3.1.5. Keep a log of the times people enter or
leave the scene.
6.2.3.2. 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.
6.2.3.2.1. Photograph all angles of the crime scene
as well as close-ups of relevant details;
6.2.3.2.2. Photograph any evidence of struggle: torn
clothing, buttons, jewellery, overturned furniture, etc.;
6.2.3.2.3. Photograph any injuries on the victim, but
be sensitive to location of the injuries.
6.2.3.3. 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.
6.2.3.4. Record the process of evidence collected and record
the chain of evidence in detail.
6.2.3.5. 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,
6.2.3.6. Collection and packing of evidence from the crime
scene must be done with utmost care and efficiency,
6.2.3.7. Take detailed notes to be handed over to specialized
investigators.
7. Investigation
7.1. Evidence collection
7.1. Ensure that appropriate photo and video evidence from the crime
scene are taken and included in the report.
7.1.1. 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
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7.2. Gather and secure clothing worn at the time of the incident.
7.3. Gather all photographs of the state of the crime scene and of victim’s
injuries.
7.4. Obtain and secure medical and forensic evidence.
7.5. The victim may need to sign a medical release form authorizing
access to medical records for court procedures.
7.6. Interview victim keeping in mind the trauma suffered.
7.7. 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.
7.9. Investigate and document the suspect’s conduct prior to the assault.
7.10. Interview suspect and allow them to tell their own version of the
events.
7.11. Interview all possible witnesses and obtain their statements.
7.11.1. Witnesses who saw the assault occur, saw the suspect
leave the scene, or saw the victim and suspect together before
the assault.
7.11.2. Anyone who the victim talked to about the assault before
contacting the police.
7.11.3. Anyone who knows or may know the suspect.
7.12. Analyse the statements of all parties involved.
7.13. Keep in mind the co-occurring nature of SGBV crimes. What other
crimes may have been committed by the suspect?
7.14. In the case of stranger rape or sexual assault, prepare a line-up or
photo gallery
7.15. Work as a team with involved investigators. For evaluation purposes,
brainstorm as a team – has everything been considered?
7.2. Medical examinations
7.2.1. 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.
7.2.2. Explain the critical importance of medical evidence.
7.2.3. 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
7.2.4. 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.
7.2.5. The victim should also be given the choice between a male and
female medical examiner.
7.2.5.1. Usually, both female and male rape victims will prefer the
examiner to be female (but they should always be asked)
7.2.6. 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.
7.2.7. If rape occurred, secure medical evidence of penetration and related
injuries.
7.2.8. Sexual history should be requested only to account for
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complications to the semen and DNA samples.
7.2.9. The Victim’s Sexual Assault Kit: the Kit should be included in the
official case report and should include:
7.2.9.1. A medical examination and authorization form
7.2.9.2. A medical history narrative review form
7.2.9.3. Photographs of bruising and other injuries
7.2.A form for recording injuries
7.2.9.4. Swabs to collect oral, vaginal, anal, cervical, and bite
mark and licking samples
7.2.9.5. Physical examination form: general appearance, physical
trauma, etc.
7.2.10. The Suspect’s Sexual Assault Kit: to corroborate all statements the
suspect’s Kit should also be included in the report and should include:
7.2.10.1. A debris collection envelope: leaves, fibres, hair, dried
semen
7.2.10.2. Fingernail scrapings envelope
7.2.10.3. Tube for the collection of blood
7.2.10.4. Paper bags for the collection of clothing and underwear
7.2.10.5. Pulled head hairs, and pulled pubic hairs
7.2.10.6. 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.
7.3.1. Compile the basic investigative information contained in the initial
interview, criminal complaint and medical examination
7.3.2. Conduct an interview that will allow the victim to describe the
incident without interruption and in their own pace
7.3.3. Believe the victim (until the possibility that evidence says otherwise)
7.3.4. Recognize their survival and bravery for coming to the police
7.3.5. Give the victim control, respect the victim’s immediate priorities
7.3.5.1. 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)
7.3.6. 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.
7.3.7. 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.
7.3.8. 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
7.3.9. 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
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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.
7.3.10. 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.
7.3.11. 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:
7.3.11.1. 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?
7.3.11.2. 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.
7.3.11.3. 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?
7.3.12. 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.
7.3.13. A description of the offence should include:
7.3.13.1. Date, time and exact location of the assault
7.3.13.2. Activities of the victim immediately prior to the assault
7.3.13.3. 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
7.3.13.4. Whether weapons were used and description of these
7.3.13.5. Whether the suspect ejaculated and whether he wore a
condom
7.3.13.6. What, if anything, the suspect said or did anything
before, during and after the assault
7.3.13.7. What the victim was feeling and thinking
7.3.13.8. What the victim did after the assault
7.3.13.9. If the victim contacted anybody after the attack, and
whom.
7.3.14. A detailed description of the suspect should include
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7.3.14.1. Physical description, i.e. race, age, height, weight, build,
colour of hair, colour of eyes.
7.3.14.2. Scars, marks, tattoos, physical defects or abnormalities,
jewellery, etc.
7.3.14.3. A description of clothing worn
7.3.14.4. Words and phrases used, accent, dialect, mannerisms
or behaviour
7.3.14.5. Body odours, aftershave, oil, smoke
7.3.14.6. Details of how the perpetrators approach was made and
method of attack
7.3.14.7. Weapons used
7.3.14. How long the incident lasted
7.3.14.8. Direction of departure from the scene
7.3.15. If the victim knows the suspect
7.3.15.1. Full name, place of residence and place of employment;
7.3.15.2. Nature of their acquaintance
7.3.15.3. Any known activities or hang-out of the suspect
7.3.16. Recognize the impact of trauma and how this affects an
individual’s behaviour.
7.3.17. 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.
7.3.18. Do not polygraph victims.
7.3.19. Present the victim with all relevant options for moving forward with
prosecution or not and the consequences of their choice.
7.3.19.1. 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.
7.4. Suspect interview
7.4.1. Respect the rights of suspects. According to the United Nations
Criminal Justice Standards, these are the following:
7.4.1.1. The suspect has the right to privacy.
7.4.1.2. The suspect has the right to be presumed innocent until
proven guilty.
7.4.1.3. The suspect should not to be compelled to confess.
7.4.1.4. The suspect should be given free assistance of an
interpreter.
7.4.1.5. The suspect has the right to humane treatment.
7.4.1.6. The suspect has the right to counsel of their own
choosing.
7.4.1.7. Access to counsel should not to be delayed except for
exceptional circumstances.
7.4.1.8. Counsel is not to be impeded by intimidation, hindrance,
harassment or other interference.
7.4.2. 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
7.4.3. 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.
7.4.4. Hold an interrogation or accusatory interview if you are able to
confront the suspect with provable lies, implausible accounts or partial
admissions.
7.4.4.1. Implausible accounts: situations that are highly unlikely to
have taken place.
7.4.4.2. Provable lies: statements which can be directly proven to
be deceptive.
7.4.4.3. 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.
7.4.5. 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:
7.4.5.1. Preparation: Be prepared by having a thorough
knowledge of the case and clear reasons to confront the suspect.
7.4.5.2. Demeanour: Do not behave in a physically threatening
manner towards the suspect.
7.4.5.3. Length of interview: Take regular breaks as some
confessions may take time.
7.4.6. 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
8.1.1. The official police complaint should be filed at earliest possible
opportunity.
8.1.2. It is very important for the complaint to be consistent with later
investigation
8.1.2.1. The court will search for discrepancies so it is important
that information is recorded exactly as the victim describes it;
8.1.2.2. Everything must be dated and signed by the maker of the
complaint.
8.2. The Case File
8.3. Create a standardized case file cover sheet, a file index system.
8.4. Structure of the Case File
283
8.4.1. Cover sheet: type of crime, case number, tracking number,
date
8.4.2. Initial incidence report: medical, complaint, and police report
8.4.3. Crime Scene Report: photographic evidence, diagram of
crime scene, and any evidence collected from the scene
8.4.4. Statements: victim, witnesses, suspect, and expert
8.4.5. Medical report
8.4.6. Forensic report
8.4.7. Preliminary investigation report
8.4.8. Final investigation report
8.3. Standardize Case Coding and Clearance Practices
8.3.1. Create a sexual assault database where all cases are documented.
8.3.2. Assign a tracking number for every reported sexual assault offense.
8.3.3. Document each report in writing.
8.3.4. The police clearing practice should be based on the principle that all
reports are valid unless evidence proves otherwise.
8.4. Report writing
8.4.1. Notes should be taken throughout the investigative process and
always be marked with the date and time. Transfer the notes into a report.
8.4.2. Writing principles: accurate, thorough, brief, complete, clear,
concise, objective, and well formulated.
8.4.3. Document all information given by the victim, even if it does not cast
them in the best light
8.4.4. If the facts obtained from the investigation indicate use of force by
the perpetrator, document using language that reflects this.
8.4.5. If your department has specialized investigator, the in-depth
interviews should be left to them.
8.4.6. Statements should be recorded in the exact words they were
uttered.
8.4.7. Structure of Investigation Report
8.4.7.1. Title page
8.4.7.2. Executive summary that should include the 5 W’s and
How
8.4.7.3. Methodology: why investigators took certain steps, made
choices, and how they came to conclusions.
8.4.7.4. Investigative details: proof, clues found, injuries,
description of weapons
8.4.7.5. It should also include any issues with the case and any
open questions
8.4.7.6. Justify findings and bring it all together in a conclusion
8.4.7.7. Annexes
8.4.8. Structure of Final Report
8.4.8.1. Title page
8.4.8.2. Brief overview of initial complaint and first response
8.4.8.3. Investigative procedures
8.4.8.4. Conclusion
284
9. Victim after care
9.1. Victim after care
9.1.1. Guide victim and witnesses regarding the court process.
9.1.2. Give them a sense of control over the process.
9.1.3. Keep them informed of the investigation and court proceedings.
9.1.4. Guarantee safety and put them in contact with support networks and
counselling opportunities.
9.1.5. The counselling and rehabilitation of the victim should include
physical, mental, psychological and social support.
9.1.6. 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.
9.2. Handling of media
9.2.1. 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.
9.3. Trial support
9.3.1. Victim and witnesses should be properly briefed and they should be
allowed to read their statements in preparation for trial.
9.3.2. During the trial, the safety and security of the victim and witnesses
should be ensured.
9.3.3. Conduct de-briefs with the victim after trial and devise an exit
strategy in due course.
9.4. Follow-up
9.4.1. Remain alert to similar incident statistics in the area and compare
rape and sexual assault cases to older cases.
9.4.2. Remember to remain vigilant in recording all cases in a database for
more efficient comparison of cases.
9.4.3. 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
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:
Violence Against Women:
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.
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
CEDAW
General
Recommendation 19)
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
286
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. 16
--------------------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
287



Emotional
violence:
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.
and
psychological 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
288
Sexual slavery:
Forced pregnancy:
Enforced sterilization
Human trafficking:
Sexual abuse:
Child
sexual
exploitation
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)
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).
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).
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).
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).
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).
and Child sexual exploitation and abuse relates to any
289
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
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
e-mail addresses, but rather a generic, departmental e-mail 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
Project Tool 98: Model standardised training curriculum
plan
INTRODUCTION
Lesson
1.
INTRODUCTIO
N
Introduce the objectives of the course, modules, schedule,
instructors and peers;
Provide space for initial feedback and alignment of expectations.
2. THE ROLE
OF POLICE
STRUCTURES/
INVESTIGATO
RS
SPECIALIZED
IN SGBV
3.
INTERNATION
AL LEGAL
FRAMEWORK
Explain the specialized police structure/unit/cell on SGBV;
Describe the role of different actors within the police unit.
BASIC PRINCIPLES
4. NATIONAL
LEGAL
FRAMEWORK
CORE SKILLS
Learning objectives
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.
5. GENDER
AND GENDER
ANALYSIS
TOOLS
6. DYNAMICS
OF SEXUAL
AND GENDERBASED
VIOLENCE
Define gender and its role in shaping behavioral patterns;
Identify gender analysis tools and their benefits to police officers.
7.
INTRODUCTIO
N
TO CRIMINAL
INVESTIGATIO
N
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.
8. CRIME
SCENE
INVESTIGATIO
N AND
MANAGEMEN
T
Evidence Overview
Define the term evidence
Recognize the different categories of evidence
Understand evidence contamination
Identify specific forms of evidence
Describe forensic evidence
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.
Crime Scene Overview
292
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
CORE SKILLS
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
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.
10. VICTIMCENTERED
APPROACH
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
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.
Create a standard case file cover;
CORE SKILLS
12. HIV/AIDS
AWARENESS
13. SEARCH,
HANDLING
AND
STORAGE OF
EXHIBITS
14. CASE FILE
293
MANAGEMEN
T
CORE SKILLS
15. DATA
COLLECTION
SYSTEM
Establish a database for SGBV crimes;
Provide daily, weekly and monthly reports.
16.
PREPARING
&
TESTIFYING IN
COURT
17. PROBLEM
SOLVING
APPROACH
FOR
VIOLENCE
PREVENTION
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.
18. DOMESTIC
VIOLENCE
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;
19. HUMAN
TRAFFICKING
FOR SEXUAL
EXPLOITATIO
N
SPECIFIC
KNOWLEDGE AREAS
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).
20. SEXUAL
VIOLENCE AS
INTERNATION
AL CRIMES
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.
294
COORDINATION
21. HARMFUL
TRADITIONAL
PRACTICES
22. INTERAGENCY
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
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)
Yes/No
Have I adapted the modules to local context
Yes/No
What have I included=Summarise
Have I
Identified local laws as they apply to the modules
Yes/No
Identified Customs and Culture for the area of work
Yes/No
Identified the operating Context- The concept of OperationsUN Mandate
Yes/No
Identified and gathered local examples and stories
Yes/No
Adapted and made changes to Powerpoint presentations
Yes/No
Identified how long the training will take
Yes/No
296
Prepared a schedule/Timing of training
Yes/No
Sent a copy of the schedule to my supervisor
Yes/No
Sent a copy of the schedule to the venue liaison
Yes/No/N/A
Communicated with the venue liaison for the following factors
Yes/No/N/A
Ensured that the venue is booked for sufficient time for the
training
Yes/No
Checked will the venue be of sufficient size for the number of
students
Yes/No
Checked that the venue has adequate seating
Yes/No
Checked that the venue has a degree of comfort airconditioning/heating
Yes/No
Checked that the venue has an operating system to play
power point
Yes/No
Checked that the venue has an operating system to play
videos is there sound?
Yes/No
Checked that the venue has power/electricity
Yes/No
Checked for Flip charts-marker pens-if available
Yes/No
Checked for Note taking paper-if available
Yes/No
Checked for name tags-if available
Yes/No
Checked for name plates-if available
Yes/No
Checked for props and supports for scenarios
Yes/No
Checked for photocopying/printing facilities-if available
Yes/No
Checked that toilet/bathroom facilities will be of a standard for
trainee’
Yes/No
Checked if morning/afternoon tea lunch arranged
Yes/No/N/A
Checked for after training meal arrangements for myself/coinstructors/trainees
Yes/No/N/A
Checked for accommodation arrangements for myself/ coinstructors/trainees
Yes/No/N/A
Checked if internet access is available
Yes/No/N/A
297
Checked / arranged transport to and from accommodation to
training venue
Yes/No/N/A
Checked the material is ready on disk/data stick/PC
Yes/No/N/A
Made photocopies of instructor’s notes/training
materials/training schedule/list of participants for co-instructors
Yes/No
Made photocopies of training materials/ training schedule/list of
Yes/No
participants for trainees
Made a contact list of persons attending the training
Yes/No
Found out if I need a translator
Yes/No/N/A
Organised a translator if needed
Yes/No/N/A
298
Project Tool 100: Remote training preparation checklist
Remote training checklist
Item
Comment
Portable projector monitor
2 spare bulbs
Portable screen
Light rugged simple to use
Bulbs are prone to defects and breakage
Should be light and able to be folded away.
Can consider a dense white sheet
Minimum of 10 meters allows for power
source outlets being some distance away
from projector placement. Additional power
lead connects to circuit board and allows
trainers to connect other equipment away
from projector
Cut out prevents damage to equipment. 2nd
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.
Power lead 1x 10m
1 x 5m
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
Cost
estimate
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
299
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
Project Tool 101: Standardised training evaluation
Neither
Strongly
agree
Strongly
Not
Disagree
Agree
agree
nor
agree
applicable
disagree
Content
The content was
satisfactory/up to
1
my expectations
The content is
1
relevant to my job
I was given the
opportunity to
practice what I
1
learned in a
contextualized
fashion
If the case, what
other content
would you
suggest
Design
The objectives
1
were clear to me
I accomplished
the objectives of
1
this module
The activities
stimulated my
1
learning
The difficulty level
of this module
1
was appropriate
The pace was
1
appropriate
Facilitation of the course
2
3
4
5
N/A
2
3
4
5
N/A
2
3
4
5
N/A
2
3
4
5
N/A
2
3
4
5
N/A
2
3
4
5
N/A
2
3
4
5
N/A
2
3
4
5
N/A
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?
__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
__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
Neither
Strongly
agree
Strongly
Not
Disagree
Agree
agree
nor
agree
applicable
disagree
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
302
Lesson 4 Adopting a Victim-Centred
Approach
Project Tool 102: Checklist on guiding principles for a
victim-centred approach
No
☐1
☐2.
Guiding
Principles
Ensure the
physical
safety of
the
victim(s)
Checklist of victim-centred skills
Confidenti
ality
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
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.
303
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.
☐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
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
an incident
of sexual
and
genderbased
violence.
☐4
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.
Ensure
Treat every victim in a dignified way, independent of
nonher/his sex, background, race, ethnicity or the
discriminati circumstances of the incident(s).
on
305
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.
☐5
Empower
victims
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
Project Tool 103: Checklist on do’s and don’ts for victim
sensitive communication
Do’s
☐
Set achievable goals and timelines
☐
Share experiences
☐
Enable officer to perform
☐
Facilitate independent action
☐
Encourage decision making
☐
☐
☐
☐
Emphasise the success
Discuss the ways to improve
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.
Don’ts
☐Avoid setting unrealistic goals
and timelines
☐Avoid acting as a ‘know-it-all’
☐Do not become only a friend
rather than a mentor
☐Do not ‘rescue’ officer by
doing his work and thus
encouraging dependence
☐Do not discourage the officer
when he/she failed
☐Do not focus on failure
☐Do not only criticize, but
provide positive and useful
feedback
☐Avoid vague feedback and
ending a session on negative
feedback.
☐When receiving feedbacks,
do not justify, be defensive nor
try to blame others.
307
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
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
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
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
Psycho-Social Services & Accompaniment
Safety / Security
e.g. Primary Health
Center, NGO clinic
e.g. Women’s Organization, Primary
Health Center, Community-based Group,
NGO
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
Legal Assistance
e.g. Host-state police, UNPOL
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
Project Tool 107: Service Provider Contact Sheet template
Contact Sheet
[NAME OF ORGANISATION]
Services
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)
Email address
Locations
Provide a list of locations for this organisation.
 [For example: Shelter services located in (village), (village), and
(village)].
312
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
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
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 co315
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
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.
2.2. Objective
317
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.
2.3. 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/].
3.2. 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
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
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
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.
B.
C.
D.
What purpose will this item of equipment serve?
How much will it cost?
What are the long-term costs?
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
1.
SGBV Office
construction
Total
(x) number of rooms, (x) total
square meter space required
for office and operational
facilities for single location.
Sub-total
2.
Equipment and
Supply Total
Qty Date
SubTotal
Total
(x)
(x)
Total costs for transport,
office supplies,
communications, police
related equipment and
personal supplies and victim
related supplies.
(x)
321
No
Item
Description
Qty Date
SubTotal
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)
(x)
(x)
Total
2.1. Transport
Maintenance
costs
Sub-total
transport
(x)
2.2. Office supply
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)
(x)
(x)
(x)
(x)
(x)
(x)
Flip chart
Office desk
Office chair
Lockable drawers
322
No
Item
Description
Qty Date
SubTotal
Tables
(x)
(x)
Chairs
(x)
(x)
Meeting room
table
(x)
(x)
Meeting room
chairs
(x)
(x)
(x)
(x)
Filing cabinet
Lockable
Kitchen utensils
Plates, cups/mugs, glasses,
cutlery etc.
Total
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
No
Item
Description
Qty Date
SubTotal
Digital recorder
(x)
(x)
Internet
connection
(x)
(x)
Telephone
connection /
special hotline
for the SGBV
unit
(x)
(x)
Sub-total
communications
Total
(x)
2.4. Police related
equipment
Crime scene kit
(x)
(x)
Rape kit
(x)
(x)
Evidence
collection kit
(x)
(x)
Fingerprint kit
(x)
(x)
Handheld metal
detector
(x)
(x)
Digital photo
camera
(x)
(x)
Ink stab and
roller compact kit
(x)
(x)
Tire and foot
print casting kit
(x)
(x)
Magnifying glass
(x)
(x)
Barrier posts
(x)
(x)
Barrier tape
(x)
(x)
Sub-total police
related
(x)
324
No
Item
Description
Qty Date
SubTotal
Uniform shirt
(x)
(x)
Uniform
pants/skirt
(x)
(x)
Uniform socks
(x)
(x)
Uniform rain suit
(x)
(x)
Police badge
and name tag
(x)
(x)
Uniform
boots/shoes
(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)
Total
equipment
2.5. Police related
personal supply
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
No
Item
Description
Qty Date
SubTotal
(x)
(x)
Paper sheet
For collecting debris as the
survivor undresses
For measuring the size of
bruises, lacerations
(x)
(x)
Tape measure
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)
(x)
(x)
Cover
Gown, cloth, and sheet to
cover the survivor during the
examination
Spare items of
clothing
To replace those clothing that
are torn or taken as evidence
(x)
(x)
(x)
Toiletries
Sanitary supplies (pads), local (x)
clothing, comb, toilet rolls,
soap, shampoo etc.
Towels
For victim after examination
(x)
(x)
(x)
(x)
Weighing scales For children victims
and height chart
Sub-total victim
related supply
3.
Total
(x)
Training Costs
Total
Total costs for training
materials development,
publication & workshops.
Training manual
Development of a training
manual for the police training
academy (i.e. workshop with
(x)
(x)
326
No
Item
Description
Qty Date
SubTotal
Total
(x) number of participants,
consultant fees, publication
costs)
4.
Training
equipment
Equipment for (x) number of
officers
(x)
Training
workshop
Accommodation,
transportation and per diem
for (x) number of trainees and
(x) number of trainers; venue
and catering costs
(x)
Information
Materials and
Community
Outreach
Activities Total
Total costs for development
and publication of information
materials and community
outreach activities.
(x)
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
327
No
Item
Description
Qty Date
SubTotal
Total
Car sticker
Community
outreach
activities (forums
etc.)
328
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
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
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
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
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
Project Tool 114: Sample Organigramme of the SGBV Unit
Chief of unit
Deuty Chief
of unit
Administratio
n
Records
officer
Statisticians
Outreach
Operations
Counsellor
Central
Monitor
Police Stations
Chief
Investigator
Regional
Monitor
Thematic
areas
Regional
Commanders
Domestic
Violence
Sexual abuse
County
Commanders
Line Managers
Juvenile
Offenders
Information,
Education and
Communicatio
n (Awareness)
334
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 Police
Station Level
SGBV Regional
Level
SGBV Police
Station Level
SGBV Regional
Level
SGBV Police
Station Level
SGBV Regional
Level
SGBV Police
Station Level
SGBV Regional
Level
SGBV Police
Station Level
335
Project Tool 116: Organigramme of the Headquarters
Specialised SGBV unit
Chief of unit
Deuty Chief
of unit
Administratio
n
Records
officer
Statisticians
Outreach
Operations
Counsellor
Central
Monitor
Police
Stations
Chief
Investigator
Regional
Monitor
Thematic
areas
Regional
Commanders
Domestic
Violence
Sexual abuse
County
Commanders
Line
Managers
Juvenile
Offenders
Information,
Education and
Communicati
on
(Awareness)
336
Project Tool 117: Sample strategy on SGBV Prevention and
Investigation
Sample strategy on SGBV prevention and investigation for
the police
I.
Background
Provide the background on sexual and gender-based violence (SGBV) in the
country. Explain the problem and why it is important to address it.
Sample:
[Name of country] has emerged from [x number] of conflict from [start year] to [end
year]. Sexual and gender-based violence (SGBV) 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. It is important to
address SGBV to instill public confidence and trust in the police and the criminal
justice system and provide protection for the security of all.
II.
Policy framework
Provide the legal and political framework for the strategy.
Sample:
 Relevant international conventions adhered to by the country (e.g. Statute of
the International Criminal Court)
 National laws relevant to SGBV
 National Action Plan on the Elimination of Sexual and Gender-based Violence
/ Violence against Women / Violence against Children
 Police development plan
 Other relevant official documents
III.
Situation analysis
Provide an analysis of the prevalence, trends and profiles of victims and offenders of
SGBV crimes in the country and the gaps on police response.
Sample:
• Description of types of SGBV crimes prevalent in the community / region /
country
• Statistics on SGBV crimes by gender and age
• Areas most affected
• Profile of victims and offenders
• Gaps on police response in receiving reports and taking action, investigating
cases, assisting victims, collecting data and statistics and other
337
responsibilities.
Strategic priorities
IV.
Provide the main direction and thematic areas to be adopted in the strategy. Include
a description of each thematic area, outlining its importance and the general course
of action to address it.
Sample:
The aim of the strategy is to improve the security and protection of vulnerable groups
from sexual and gender-based violence.
This strategy will have a multipronged approach to prevent SGBV, operate with a
professional police response to cases and ensure victim’s security and well-being.
The strategy has [x number of] priorities under the following pillars [provide the
strategic priorities – see examples below]:

Priority 1: Prevention
Outline the preventive approach on SGBV such as strengthening community
engagement (e.g. establishment of specialized community forums for
vulnerable groups, awareness raising of community members etc.).

Priority 2: Investigation
Outline actions for professionalizing police response to SGBV. This includes
developing a policy, a standard operating procedure (SOP) and training
curriculum on investigations of SGBV. Furthermore, SGBV police units can
be established to provide a specialized response to cases with trained police
officers.

Priority 3: Victim support
Outline actions for establishing a victim support referral network to include
medical, legal, social and economic assistance.
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 strategy will be implemented by [provide name of the entity].
VI.
Monitoring and evaluation
Provide information on the entity responsible for monitoring and evaluating the
implementation of the strategy.
Sample:
The implementation of the strategy will be monitored and evaluated by [provide name
of the entity].
VII.
Risk factors
338
Provide a risk analysis – what are the factors that can hinder the implementation of
the strategy and how can these be mitigated.
Sample:
The timely and effective implementation of the activities depends on adequate
human and financial resources.
VIII.
Review
Provide information on the date the strategy will be reviewed.
Sample:
The strategy will be reviewed in [x number months – e.g. six months].
339
Project Tool 118: Sample Action Plan on SGBV Prevention and Investigation
Sample action plan template for a specialized SGBV police unit
No.
1.
Goal
Objectives
Activities
Outputs
Why are
we doing
this
project?
What do
you want
to
achieve?
What is
What is
the
the
quantifiab impact?
le
results/pr
oducts of
the
activities
?
To
improve
investigat
ions of
SGBV
cases
1.1. To
build
specialise
d police
structures
on SGBV
What
activities
need to
be
implement
ed to
achieve
the
objectives
?
1.1.1. Set
up of [X]
number of
specialize
d police
units or
desks
with
separate
interview
rooms in
all police
districts.
[X]
number
of
specializ
ed police
units or
desks set
up in all
police
districts
Outcomes
Increased
confidenti
ality and
security of
victims
reporting
SGBV
cases
Human
resources
required
Who are
the
implement
ers
involved?
Financial
resources
required
What are
the
financial
resources
required?
Expected
date
Indicator of
achievement
Monitoring and
evaluation
When will
the
output be
complete
d?
How will you
know you are
progressing
towards your
objective?
How will you track
progress on your
objective?
[x] Host
State and
UNPOL
officers
[x] amount
of financial
resources
for setting
up the
police
units;
furniture
and police
equipment;
salary of
staff
Deadline
DD/MM/Y
YY
Number of
approved
blueprint for
building the
police units.
Number of
completed
building
contracts.
Monthly status
report.
340
To set up
[x]
number of
one-stop
centers.
1.1.2.
Purchasin
g [X]
number of
digital
photo
cameras
for all
specialize
d police
units in all
districts
1.1.3.
Purchasin
g [X]
number of
vehicles
(or other
modes of
transport)
for [X]
number of
districts
1.1.4.
Purchase
[x]
equipmen
[x]
number
of digital
photos
purchase
d and
available
for use
Improved
evidence
gathering
[X]
number
of
vehicles
purchase
d (or
other
modes of
transport)
[X]
number
of
equipme
--
Host State [x] financial Deadline
police,
resources
UNPOL
DD/MM/Y
YY
Number of
digital
cameras
purchased
Monthly status
report.
Host State [x] financial Deadline Number of
police,
resources
vehicles
UNPOL
DD/MM/Y purchased
YY
Monthly status
report.
Host State [x] financial Deadline Number of [x]
police,
resources
purchased
UNPOL
DD/MM/Y
YY
Monthly status
report
341
t
nt
purchase
d
1.1.5.
[x] staff
Recruitme recruited
nt of [X]
number of
staff
1.2. To
1.2.1.
SOP
build the
Develop a approved
capacity of standard
police
operating
investigato procedure
rs
s (SOP)
on
investigati
ons of
SGBV
1.2.2.
Training
Develop a curriculu
training
m
curriculum approved
on
and
investigati integrate
ons of
d in the
SGBV
police
school’s
training
program
me
(basic,
advanced
Improved
evidence
gathering
Host State [x] financial Deadline Number of
police,
resources
officers
UNPOL
DD/MM/Y recruited
YY
Monthly status
report
Improved
evidence
gathering
Host State [x] financial Deadline
police,
resources
UNPOL
DD/MM/Y
YY
Number of
drafts
presented;
number of
consultation
made
Monthly status
report
Improved
evidence
gathering
Host State [x] financial Deadline
police,
resources
UNPOL
DD/MM/Y
YY
Number of
drafts
presented;
number of
consultation
made
Monthly status
report
342
1.2.3.
Conduct
[x]
number of
training
courses
2.
To
provide
reliable
data on
SGBV
cases
2.1. To
improve
tracking
and
managem
ent of
SGBV
cases
2.1.1.
Create a
crime
statistics
database
on SGBV
2.1.2.
Purchasin
g [X]
number of
computer
s
3.
To
improve
reporting
of SGBV
3.1. To
create a
victim
referral
3.1.1.
Create a
network
with at
,
specialis
ed)
[x]
courses
delivered;
[x]
officers
([x] male;
[x]
female)
certified
An SGBV
crimes
statistics
database
is created
[X]
number
of
computer
s
purchase
d
[x]
number
of service
providers
Improved
evidence
gathering
Host State [x] financial Deadline
police,
resources
UNPOL
DD/MM/Y
YY
Improved
statistics
on SGBV
cases
Host State [x] financial
police,
resources
UNPOL
(see below
on
computer)
Improved
recording
and
managing
of cases
Improved
victim
support
Deadline
DD/MM/Y
YY
Number of
courses
conducted;
number of
officers
certified
Concept note
presented;
purchase of
required
equipment if
any;
guidelines on
how to collect
statistics
Host State [x] financial Deadline Number of
police,
resources
computers
UNPOL
DD/MM/Y purchased
YY
Host State [x] financial Deadline
police,
resources
UNPOL
DD/MM/Y
YY
Monthly status
report
Monthly status
report
Monthly status
report.
Number of
Monthly status
memorandum report.
of
understandin
343
cases
system
least [x]
number of
medical
services,
including
psycholog
ical
assistanc
e
3.1.2.
Create a
network
with at
least [x]
number of
legal
services
3.1.3.
Create a
network
with a
least [x]
number of
social
services
that
agreed to
be in the
network
[x]
number
of service
providers
that
agreed to
be in the
network
[x]
number
of service
providers
that
agreed to
be in the
network
g agreed with
service
providers
Improved
victim
support
Host State [x] financial Deadline
police,
resources
UNPOL
DD/MM/Y
YY
Number of
Monthly status
memorandum report.
of
understandin
g agreed with
service
providers
Improved
victim
support
Host State [x] financial Deadline
police,
resources
UNPOL
DD/MM/Y
YY
Number of
Monthly status
memorandum report.
of
understandin
g agreed with
service
providers
344
Project Tool 119: Matrix on expected outcomes, outputs and activities
Title
Country
region
Long term
outcome
Project reference
Budget
Team leader
Duration
A gender sensitive police service that can instil public confidence and trust in the police and the criminal justice
system and provide protection for the security of all including women and children.
Medium term A police service that is
outcomes
perceived by community
members, in particular
women and children, that is
community focused and
victim centred.
Increased
professionalism of
the police on
investigating and
preventing sexual
and gender-based
crime
Short term
outcomes
Enhanced
individual officers
technical capability,
integrity and
accountability to
investigate and
prevent crimes
related to SGBV.
Enhanced institutional
policing capabilities by
ensuring high quality,
effective and efficient service
delivery on crimes related to
SGBV.
Enhanced protection
of community
members from crimes
related to SGBV.
A police service
that is
recognised as a
transparent and
accountable
organisation
including
mechanisms set
in place for
complaints
against poor
service delivery
on crimes
related to SGBV.
Improved safety and
The rights of all
security of community members of the
members, in
community, in
particular women and particular women
children.
and children are
respected and
promoted.
Increased
confidence in the
police and reported
cases of crimes
related to SGBV.
345
Facility and
logistics
Governance and accountability
Outputs
• SGBV
Unit(s)
designed and
constructed
• SGBV
Unit(s)
equipped
• SGBV Unit
design
available for
replication
• Enhanced community relations, in
particular with women and children
• Access to police services for victims of
SGBV has been improved by providing a
friendly police environment
• Improved visibility, transparency and
accountability of police operations
towards SGBV
• Transparent and efficient selection
procedure in place
• Consistent vetting plan established
which takes into account SGBV
• Gender sensitive recruitment
procedures in place
Activities
• Conduct an
assessment
on SGBV
together with
host-state
authorities
• Agree with
host-state
authorities on
the
logistical/admi
nistrative
Training
Operations
• Training materials and
lesson plan integrated in
the host-state police
training academy
• Leadership qualified on
managing SGBV
• (x) number of officers
specially trained to
investigate and prevent
SGBV
• Operational standard
operating procedures for
the SGBV Unit(s) in force
• Police actions directed
through SGBV analysis
reports
• Case management
system in place
• SGBV monitoring and
evaluation system in
place
• A plan for community
relations and partnerships
programmes on SGBV in
place
• Establish an organisational structure for • Conduct a training needs
• Design the SGBV
the SGBV Unit(s)
assessment on SGBV
Unit(s) standard
operating procedures
• Design the job descriptions, post profiles • Develop training plans on
(SOP) (i.e. duty roster,
and required qualification
SGBV
evidence storage,
• Create a performance evaluation
• Prepare specialized
system
training materials related to reporting,
filing/recording, crime
SGBV investigations,
• Evaluate operational and behavioural
analysis database,
interviews, statement
progress and make necessary
crime scene
taking, gender dynamics,
adjustments
management,
community outreach etc.
• Design and implement community
investigation
• Integrate SGBV-related
outreach, education, information and
methodology, victim
training in the host-state
346
modalities
• Prepare an
equipment
needs plan
• Furnish the
facility and
install the
equipment
partnership programmes on the
prevention of SGBV
• Assist in establishing and implementing
a selection and vetting plan, for the
recruitment of (x) number of host-state
police officers to staff the SGBV Unit(s)
• Assist in conducting a gender sensitive
recruitment of (x) number of host-state
police officers to staff the SGBV Unit(s)
• Train (x) number of UNPOL officers to
mentor and co-locate with host-state
officers in the SGBV Unit(s)
• Establish a quality assurance
programme which enables community
members to provide feedback and
complaints on police behaviour and
service delivery
police training academy
basic, advanced and
specialized curricula
• Identify training facilities
• Conduct SGBV training,
including leadership training
for officers in management
positions
• Conduct training
evaluations immediately
after the session and after a
time lag of a few months
• Conduct refresher courses
• Mentor trainees through
co-located UNPOL officers
especially trained on SGBV
support referrals,
collaboration with
criminal justice sectors,
supervision, complaints
etc.)
• SGBV mapping,
profiling and analysis
reports including
through consultations
with women’s groups
• Create a case
management system
• Establish an SGBV
monitoring and
evaluation system
• Create community
relations and
partnership
programmes
347
Project Tool 120: Template for UNPOL
incident report on SGBV
UN MISSION
[LOGO]
Incident Report
☐Report/Crime Number for UN Mission:
The report number is the reference used in the UN Mission.
☐Report/Crime Number for the host-state police:
Reference number used by the host-state police.
☐Type of Incident:
Provide the nature of the incident.
Examples of crimes related to sexual and gender-based violence include the following
depending on the penal code of the host-state. Be aware that even if certain crimes
related to SGBV are not mentioned as such in the penal code for example ‘domestic
violence’, ‘sexual assault’ or ‘marital rape’, the act may qualify under other general
types of crimes such as ‘simple assault’ or ‘aggravated assault’. This is a nonexhaustive list (see relevant tool/section).
☐ Rape/gang rape/attempted rape
☐ Sexual assault
☐ Sexual abuse
☐ Domestic violence
348
☐ Child sexual exploitation and abuse/incest
☐ Forced prostitution
☐ Sexual harassment
☐ Human trafficking
- Etc.
☐Location of Incident:
Provide the full address of the location of the incident and descriptive features as
reference points. Include geographic coordination if possible. For example, ‘the body
was found southwest of [xxx]…’
☐Date of incident:
☐Time of incident:
Provide the date of the incident (i.e.
day/month/year). In some countries the
format of the date can vary with
month/day/year.
Provide the time of the incident by using a
24-hour clock system such as 15.30. In
some countries A.M. or P.M. is used such
as 3:30 P.M. It is however easier to use a
24 hour time to avoid confusion.
☐Date of report:
☐Time of report:
Provide the date the report was
completed.
Provide the time the report was completed.
☐Person reporting
Last name:
Hair colour:
Scars/tattoos/deformities:
First name:
Eye
colour:
Height:
Weight:
Sex: Female / Male
Address:
Phone:
Date of birth: (day/month/year)
Place of birth:
Document:
Ethnicity/Tribe:
349
Languages spoken:
Special needs (i.e. disabilities or special
requirements such as language translator
etc.):
Name of contact person (i.e. family member or close relation)
Telephone number:
Address:
☐Victim, if different from the person reporting
Last name:
Hair colour:
Scars/tattoos/deformities:
First name:
Eye
colour:
Height:
Weight:
Sex: Female / Male
Address:
Phone:
Date of birth: (day/month/year)
Place of birth:
Document:
Ethnicity/Tribe:
Languages spoken:
Special needs (i.e. disabilities or special
requirements such as language translator
etc.):
Name of contact person (i.e. family member or close relation)
Telephone number:
350
Address:
☐Witness(es) details
Last name:
Hair colour:
First name:
Eye
colour:
Scars/tattoos/deformities:
Height:
Weight:
Sex: Female / Male
Address:
Phone:
Date of birth: (day/month/year)
Place of birth:
Document:
Ethnicity/Tribe:
Languages spoken:
Special needs (i.e. disabilities or special
requirements such as language translator
etc.):
Name of contact person (i.e. family member or close relation)
Telephone number:
Address:
☐Suspect details
Last name:
Hair colour:
Scars/tattoos/deformities:
First name:
Eye
colour:
Height:
Weight:
Sex: Female / Male
Address:
Phone:
Date of birth: (day/month/year)
Place of birth:
Document:
Ethnicity/Tribe:
351
Languages spoken:
Special needs (i.e. disabilities or special
requirements such as language translator
etc.):
Description of other details:
Name of contact person (i.e. family member or close relation)
Telephone number:
Address:
☐Summary of the incident
Provide a brief but factual account of the exact method of committing the
crime/incident including how weapons were used, the phrases used, etc. Include a
description of the attack, the circumstances leading to the incident, what happened
during the incident and after the incident.
☐Visible injuries sustained:
☐Hospital/Doctor treating the victim
Last name:
First name:
Hospital/Clinic:
Address:
352
Medical form obtained: Yes / No
☐Referrals:
Provide the details of organisations and other stakeholders for support services to
whom the victim has been referred.
Last name:
First name:
Organisation:
Services:
Referral form provided: Yes / No
☐Details of arrest
Date:
Time:
Last name and first name of officer arresting:
☐Place of custody:
☐UN Mission UNPOL Officer completing the form
Last name:
First name:
☐Host-state police officer in charge of investigation
Last name:
First name:
☐Follow up actions by the host-state police
Provide brief details of the investigations and results, officers involved, referrals done
etc. Include a physical security needs assessment and immediate safety plan (i.e.
shelter/safe house). If the victim lives with the alleged suspect, her/his life may be in
danger as well as family members. Provide information on the actions to be taken.
Immediate results:
Subsequent results:
Final results:
353
Follow up actions with the person reporting or the victim
Provide action taken and the name of the officer who has given follow up information.
UNPOL Officer Name Print:
Host-state Officer Name Print:
______________________________
______________________________
Signature
Signature
Date
Date
______________________________
______________________________
Assigned to
Assigned to
(Name/Unit)
(Name/Unit)
Supervisor’s signature
Supervisor’s signature
Additional information:
354
Project Tool 121: Template for a
weekly/monthly tally of SGBV cases
Recording incident reports in a crimes database is important
to be able to analyse trends, profiles of victims and
perpetrators and track the results of cases.
☐ Inclusion of gender-disaggregated data for all types of
crimes.
☐ Inclusion of data on the age of victims and perpetrators for
all types of crimes.
☐ Inclusion of crimes related to SGBV.
Host-state police unit
SGB
CASES
Date
Complai Vict Offen
nant
im
der
Period covered
Arr
est
No.
of
Victi
ms
Referrals
Sex Age
Sexual
assault
Rape
Domestic
violence
Minor
assault
Aggravated
assault
Sexual
harassment
Sexual
abuse
Child abuse
Etc.
Grand total
355
Total
Project Tool 122: Monitoring and Evaluation Template
Expected Results
LONG TERM
OUTCOME
A gender sensitive
police service that
provides protection
for the security of all
including women and
children.
MEDIUM TERM
OUTCOMES
A police service that
is perceived as
Indicators
Baseline
Data
 Increase in High
the SGBV
Negative
rate per
perception
month
 Increase in
the
perception
of safety
and
security of
vulnerable
groups, in
particular
women and
children
per six
months
Targets
Data
Data collection Frequency
Sources
methods
Responsibility
Medium
Various
Positive
perceptio
n
Various
(media,
women
&
children’
s rights
associati
ons,
polls
etc.)
UNPOL project
manager in
collaboration
with host State
police, partners
Positive
 Increase in Negative
public, in
perception perceptio
particular,
n
women and
children’s
Host
State
police
Various
Police
assessments,
interviews,
surveys, UN /
public
statistics,
independent
reports, nongovernmental
organisations
(NGOs),
women/
children’s
rights groups
reports,
general
research, etc.
Police
assessments,
interviews,
surveys, UN /
public
Yearly (12
months)
Reporting
Annual report on
police
Community forum
Press release
Website article
Every six
months
UNPOL project
manager in
collaboration
with host State
Bi-annual report
Community forum
356
Expected Results
Indicators
community focused
and victim centred.
perception
of safety
and
security per
month
Increased
professionalism on
investigating SGBV.
Baseline
Data
Targets
Enhanced protection
against SGBV.
Data
Data collection Frequency
Sources
methods
Responsibility
(media,
women
&
children’
s rights
associati
ons,
polls
etc.)
statistics,
independent
reports, nongovernmental
organisations
(NGOs),
women/
children’s rights
groups reports,
general
research, etc.
police, partners
UNPOL
mentors,
statistics
officers
in the
SGBV
unit/des
k,
meeting
s with
vulnerab
Surveys,
assessment
studies, focus
group
meetings,
expert
analysis, etc.
A police service that
is recognised as a
transparent &
accountable
organisation.
 Percentage
of
decrease in
High quality, effective
the incident
response
& efficient service
time per
delivery on SGBV.
month

Increase in
Enhanced individual
the
officers technical
reporting of
capability, integrity
SGBV
and accountability on
cases per
SHORT TERM
OUTCOMES
Baseline
incident
report
time
 Shorten
ed
incident
respons
e time
by (x)
%.
 Increas
ed
reportin
g of
SGBV
Reporting
Newsletters
Quarterly
UNPOL project
(every four manager in
months)
collaboration
with host State
police, partners
Quarterly status
reports
Crime statistics
report
357
Expected Results
Indicators
month
 Vulnerable
Improved safety and
groups, in
security of vulnerable
particular
women &
groups, in particular,
children,
women and children.
increased
expression
Increased reporting
of
cases of SGBV.
confidence
in the
police per
six months
OUTPUTS
 Deed title
registered
Facilities
&  Number of
Logistics
equipment
procured
 SGBV Unit(s)
as per
designed and set
checklist
up
 Building
 SGBV Unit(s)
handed
equipped
over from
constructor
Baseline
Data
SGBV.
Governance
Accountability
Targets
Data
Data collection Frequency
Sources
methods
Responsibility
Reporting
Monthly
UNPOL project
manager in
collaboration
with host State
police, partners
Monthly status
reports
Monthly
UNPOL project
manager in
Expert report
cases
le
by (x) % groups,
NGOs,
etc.
Nonexistence
of SGBV
unit/desk
/  Increase in  Formal
the number oversight
of
&
 SGBV
unit
land
legally
register
ed
 Building
officially
handed
over
UNPOL
National
authoriti
es
Meeting with
all
stakeholders
On-site
observation
Hand over
protocol
Land/property
registry
 Police
oversig
ht
NGOs,
women
Expert
analysis
358
Expected Results
 Access to police
services for victims
of SGBV has been
improved
 Enhanced
community
relations
 Improved visibility,
transparency &
accountability
towards SGBV
 Performance
evaluation system
in place
 Transparent and
efficient gendersensitive selection
procedure for
SGBV officers in
place including
vetting for SGBV
history
Indicators
Baseline
Data
Targets
vulnerable
accounta
mechan
persons, in bility
ism
particular,
mechanis
establis
women &
ms non
hed
children,
existent
 Vetting
approachin or not
process
g the
used
include
SGBV Unit  Vulnerabl
commu
 Percentage e groups,
nity
of
in
inputs
community
particular,
regardin
forums
women
g SGBV
discussing
and
history
SGBV
children
 (x) %
afraid to
minimu
 Code of
go to
conduct of
m
police
police
female
including
police
 Presence
zero
of officers
officers
tolerance
with
of sexual
SGBV
exploitation history
and abuse
in force
 Police
oversight
complaints
mechanism
available &
Data
Data collection Frequency
Sources
methods
Responsibility
and
children
’s rights
groups
collaboration
with host State
police, partners
UN
Mission
Human
Rights
Section
Structured
interviews
Focus group
meetings
Surveys
Survey report
Technical
assessment report
Technical
assessments
Desk research
UNPOL
Reporting
Desk research
report
359
Expected Results
Training
 Training materials
& lesson plan
integrated in police
training academy
 Leadership
qualified on SGBV
 Investigators
specially trained to
investigate and
prevent SGBV
Indicators
Baseline
Data
used by
community
 Percentage
of officers
recruited
as SGBV
officers
 Training
 Little to
evaluations no formal
show
training
learning
 Sub
objectives
standard
achieved
performa
nce
 Skills
applied in  Poor
practice
leadershi
 Observable p skills
improved
manageme
nt
performanc
e
Targets
 (x)
percent
age
minimu
m of
police
recruits
trained
on
SGBV
by (x)
date
 (x)
percent
age
minimu
m of
investig
ators
speciall
y
trained
Data
Data collection Frequency
Sources
methods
Responsibility
UNPOL
UNPOL project
manager in
collaboration
with host State
police, partners
Host
State
police
training
academ
y
Evaluati
ons
End of training
evaluation and
post-training
evaluations
(six months to
12 after
months).
Upon
training
completio
n, monthly
thereafter
Reporting
Test results
Performance
reports
360
Expected Results
Operations
 Standard operating
procedures for the
SGBV Unit in force
 Increased number
of SGBV cases
investigated
 Police operations
are informed by
SGBV analysis
reports
 SGBV case
Indicators
 SOP in
place
 Complianc
e of officers
to the SOP
per month
 Percentage
of SGBV
cases
investigate
d per
month
 Percentage
Baseline
Data
Rare,
irregular
or non
existent
Targets
on
SGBV
by (x)
date
 (x)
percent
age
minimu
m of
manage
rs
trained
on
SGBV
by (x)
date
 (x) % of
police
officers
comply
to SOP
 (x) %
SGBV
cases
resolve
d
through
better
police
Data
Data collection Frequency
Sources
methods
Responsibility
Reporting
UNPOL
UNPOL project
manager in
collaboration
with host State
police, partners
Monthly reports
Host
State
police
NGOs,
women
&
children
’s
Expert
analysis
Structured
interviews
Focus group
meetings
Surveys
Monthly
Expert report
Technical
assessment report
Technical
361
Expected Results
Indicators
management
of victims
system in place
sent for
referrals /
 SGBV crimes
receive
statistics database
support per
in place
month
 Action plan on
SGBV prevention in  Percentage
of police
place
operations
 Monitoring and
informed
evaluation system
by SGBV
of action plan in
analysis
place
reports per
month
 Quality of
SGBV
statistics
per month
 Quality of
monitoring
and
evaluation
of the
implementa
tion of the
action plan
every four
months
Baseline
Data
Targets
respons
e
 (x) % of
victims
sent for
referrals
/
receive
support
Data
Data collection Frequency
Sources
methods
groups
assessments
Responsibility
Reporting
Crimes statistics
report
362
Project Tool 123: Sample indicative timetable
The duration of the project is (x) number of months/years and will be
conducted in the below implementation timetable. The timelines refer to the
project implementation start date as ‘x-day’.
Days
Preparation
Setting up of specialised units/cells
Personnel
 Nomination
 Vetting/Selection
 Development of training materials
 Roll out of training
Start X
=X
+
30





X
+
60
X
+
90
X
+120








Operations
-
SOP
Case management
system in place
Crimes database in
place
Monitoring and
evaluation in place







363
Lesson 6 Applying Problem Solving
Techniques to Sexual and GenderBased Violence
Project Tool 124: Mentoring host State police
This tool provides a questionnaire that helps determine a positive commitment
of a police officer to community engagement. Use this tool when mentoring
host State police officers. The questions can help you identify officers who are
responsive to community engagement.
No
Questions
Enthusiasm for their role
1
Do they speak in a positive way about their role?
2
Do they speak in a positive way about work?
3
Do they want to learn more about policing?
Professionalism
4
Do they attend work on time?
5
Do they complete their assigned tasks?
6
Do they act with respect to all persons?
Commitment
7
Do they do more than expected, such as extra study, staying on after
work to help?
Emotional Intelligence
8
Do they speak with people?
9
Do they listen to people?
10
Do they always remain calm when under pressure?
11
Do they appear confident about themselves?
Officers should also believe that the important elements to
becoming a successful community policing officer are:
12
Partnership
13
Communication
364
Project Tool 125: Building trust with women and
children’s groups
1

Make face-to-face contact.
2

Show respect for the basic customs and traditions regarding addressing
women and men in the host-state.
3

Learn the basic greetings commonly used in the host-state.
4

Listen when talking to people.
5

Be well presented – and take off your sunglasses.
6

Do not hurry.
7

Do not use bad language or make impolite or inappropriate remarks.
8

When in public always remain calm and never raise your voice.
9

Be trustworthy.
10

Allow for confidentiality.
11

Ensure all information and decision-making is shared.
12

When carrying a firearm, do not point it at people.
365
Project Tool 126: Foot patrols
This tool provides the advantages of foot patrols and a checklist on how and
where to conduct them. Use this tool when planning foot patrols.
Remember: Four benefits of foot patrols
1
Walking amongst the people makes police a part of the
community.
2
Talking to people makes police an even closer part of the
community.
3
The community will only get to know the police when they can
speak to them.
4
Being seen in a vehicle makes police visible but does not make
them a part of the community.
Three action points for foot patrols
1

Plan the time and location of patrols according to the
security needs of women and girls.
2

Walk in areas of high concentrations of people, such as in
markets or when schools finish.
3

The more people who see and speak to police the better.
366
Project Tool 127: Checklist on effective and ineffective
partnerships
This project tool provides characteristics of effective and ineffective
partnerships. The tool can be used to examine the characteristics of an ongoing partnership. The tool can help determine problematic areas and find
targeted solutions.
Effective
Ineffective
☐ Team approach
☐ Individual efforts
☐ Inclusive of all aspects of
community
☐ Unequal or unfair representation of
the community
☐ Shared authority, participation
and consideration
☐ Police dominate and control
decision making (limits ideas and
participation)
☐ Selfish control maintained over
resources
☐ Benefits are limited to those in
control/ power
☐ Casual approach that has no
structure or purpose
☐ Shared use of resources
☐ Aim to achieve mutual benefit
☐ Clear aim, direction, and
processes that promote
accountability
☐ Members are open, honest and
act with integrity
☐ Members have hidden agendas or
motivations
☐ Members trust and have
confidence in each other
☐ Mistrust and doubt exist
☐ Have strong active support from
Management of various agencies
☐ Lack of Management/ Supervisor
support
☐ Members are willing and
volunteer attendance and time
☐ Members are forced to contribute
☐ Membership identifies needs and
invites appropriate representation
☐ Membership does not reflect the
needs of the group
☐ Robust use the Problem Solving
approach
☐ Commitment to evaluation of
responses (learn what works and
what doesn’t)
☐ Problem Solving not followed
☐ No follow-up on activities or
evaluation process
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Project Tool 128: Checklist on problem identification
using the CHEERS model
Problem identification using the CHEERS method
C
☐
Community: the problem does or could affect the
community.
H
☐
Harmful: the problem is or can be harmful to the members of
the community
E
☐
There is an expectation for the police to deal with the
problem
E
☐
Event: there has been more than one problematic event
R
☐
Recurring: the problem is recurring over short or long
periods of time
S
☐
Similarity: there is a similarity between the events or other
problems
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Project Tool 129: Checklist on problem response
using the PIERS model
P

PREVENTION
Prevent and reduce SGBV.
I

INTELLIGENCE
Improve knowledge on SGBV.
E

ENFORCEMENT
Investigate SGBV cases.
R

REASSURANCE
Improve public confidence to report.
S

SUPPORT
Improve non-operational police actions
such as awareness raising and training
on SGBV investigations.
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Project Tool 130: Checklist on problem resolution
using the SARA model
Problem resolution using the SARA model
S
☐ Scanning
A
Who does the problem affect?
How did it start?
When does the problem occur?
Where does the problem happen?
What are the consequences or effects of the problem?
Who can help with the problem?
What has been tried in the past to deal with the problems or
issues?
Who was previously involved in dealing with the problem or
issues?
What are police doing to deal with the problems or issues?
☐ Analysis
Why does the problem occur at that time?
Why does it happen in that place?
Why this particular location? (Consider a visit to
look for yourself at the time the offences are
occurring)
Why do offenders choose this location?
Where do they go after committing the offence?
Why are victims there?
Are there environmental features that cause the
problem (lighting, vegetation, remote location,
etc)?
Why do people behave that way?
Why do these people become a part of the problem? This
includes offenders, victims, witnesses and owners of the
problem.
VICTIMS:
 Who are they?
 What do they have in common?
 Why are the victims vulnerable at certain times?
 Can they protect themselves better?
OFFENDERS:
 Who are they?
 How many?
 How old are they?
 Access to vehicles?
 Do they have gang associations?
 What are their weaknesses?
 What risk do they pose?
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
Do they use weapons?
Why does a certain type of property become involved?
Why should police get involved to help deal with the problem?
R
☐ Response
Identifying ways or alternatives to resolve the problem.
 Who are the groups involved?
 Involve the concerned groups in identifying solutions to a
problem. Women and children’s groups are primary
partners in resolving the problems related to sexual and
gender-based violence.
Possible solutions:
 Clarify the SGBV problem (education).
 Reduce frequency & harm (reduction & protection).
 Eliminate the SGBV problem.
 Eliminate the cause of the SGBV problem (prevention).
 Strengthen partnerships (mobilize the community).
 Stop offenders from 'doing' the problem.
 Stop people from becoming victims of this problem.
 • Increase capable guardianship in the problem location.
Planning how to deal with the problem.
 Brainstorm with the community on the following: Aim,
issues, priorities, causes, ideas, and solutions.
 A safe environment: In some societies, women may not
be comfortable to speak about violence against women in
the presence of men.
 A moderator to ensure that everyone gets to speak. The
moderator needs to be sensitive about issues of sexual
and gender-based violence and capable to reach out to
the women in the community and inspire trust and
confidence.
 A method to record ideas.
 Representation of all parts of the community including the
different groups of women such as elderly, disabled etc.
 SWOT analysis on a group undertaking the brainstorming
Five phases of planning the response
1. Define the plan’s objectives
2. Determine where you stand
3. Define the future
4. Choose alternatives after analysis
5. Implement the plan and evaluate results
Documenting the Action Plan
1. Discuss and agree on aim and solutions
2. Decide on tasks and who is responsible
3. Discuss and agree on resources and timeframes
4. Agree on expected outcomes
5. Document plan and share with group
Implementing the plan
The responses to a problem are examined to understand their
effect on the desired objectives and to establish the need for
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A
further responses.
 ‘WHAT’ will measure our success? E.g. a reduction in
number of SGBV offences
 ‘HOW’ you will find out this information, particularly
around qualitative measures, which can often be
subjective.
 ‘WHEN’ should an assessment of progress be made?
Important to get focus on ongoing assessment.
Assessment
☐
Assessment includes regular communications among the plan’s
participants to ensure issues are resolved early so that the plan
stays within its timeframe.
Questions to ask during discussions with the community:
 Has the SGBV problem been eliminated, frequency
reduced or harm reduced?
 What actions were taken to resolve the SGBV problem?
 Were they completed as agreed?
 Were they effective? If not why not?
 Remember successful tactics; improve those that were
not successful.
 Publicly reward good work – it will encourage future
The courses of action or tasks must be ethically sound.
 Do the solutions abide by the laws of the country?
 Do they fall within the UN resolutions and mandates?
 Do they acknowledge human rights?
Remember that the outcomes may not always be what we
expect.
 Is the community happy with the outcome?
 Was there representation with affected groups
 Did the host-state police participate?
 Did community and host-state police work together?
Use
 Quantitative indicators: A numerical indicator where an
action can be measured through a number, for example,
the number of SGBV cases reported to the police, number
of awareness raising / sensitisation forums on SGBV held
with community members/vulnerable groups, etc.
 Qualitative indicators: Measures improvement in the
quality of life, for example, the perception of safety and
security of vulnerable groups such as women and children
from SGBV.
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