Technical Competency
Informed Consent
Anchoring the Competency into Recruitment Processes
Step 1: Integrating it into existing frameworks and procedures
For those with no existing Competency Framework, this is relatively simple and is does not require integration or finding an equivalent within your own system. For those with Competency Frameworks, such as the UN, European Personnel Selection Office (EPSO) and other agencies and organisations, you can find a table below of associated values, behaviours or competencies within other frameworks to allow you to incorporate and test this competency within an equivalent in your existing system.
| Murad Code Technical Competency | UN System (Old Values and Competencies, New Values and Behaviours) | Other systems |
|---|---|---|
| Informed Consent |
Old: Integrity, Professionalism, Client Orientation, Empower Others, Build Trust
New: Inclusion, Connect and Collaborate |
Professionalism |
Step 2: Adding language into your vacancy announcement, job description and Terms of Reference
In order to anchor this technical competency within the recruitment process, and onwards into expectations in terms of job performance, it is important to include wording in your vacancy announcement, job description and terms of reference. Some model wording for this competency is included below.
In the job/position tasks and responsibilities section:
“Designing the process for, planning, seeking and documenting informed consent from survivors of SCRSV in line with international ethical standards and the Murad Code.”
“Ensuring all project activities including information gathering and use are based on the foundation of express and specific informed consent of survivors in accordance with the Murad Code.”
In the qualifications/experience section - what we are looking for?
“Demonstrated ability to obtain and document informed consent from survivors of sexual violence in line with international ethical standards and the Murad Code.”
“Demonstrated commitment to the autonomy, agency, centrality and empowerment of SCRSV survivors.”
Step 3: Designing written tests or interview questions which assess this value
One of the most useful ways of understanding a candidate’s competencies is to set either case scenarios or hypothetical examples to understand what they would do and how they would do it. You can also test technical knowledge through written assessments. These can all be tailored to the relevant field of work or specific job. A few broad examples are provided below, both as written tests and for interview questions.
Sample written test examples
Hypothetical (can be based on relevant context and job requirements):
A young female survivor (over 18 years old) who you have been working with approaches you for help speaking to a television journalist – this journalist is notoriously sensationalist and has a reputation for indiscretion. What do you do?
A young man and his older brother attend an interview with you. The young man is quiet and the older brother does all the talking. The older brother is passionate about justice and bringing honour back to the family. How do you approach this?
Technical:
What does ‘informed consent’ mean in the context of SCRSV work, and why is it important?
What are the key elements of informed consent in relation to obtaining and using SCRSV information from survivors?
Outline step by step how you would design and structure an informed consent discussion for SCRSV survivor interviews. [This can also be converted easily into a case scenario or a role play.]
Application Exercise: Share Principle 2 of the Murad Code and ask the candidate to reflect on how they would operationalise it in a practical situation (e.g. planning and design, team training, field protocols, handling a breach).
Sample interview questions
Please provide us with an example when you had concerns that informed consent was not fully informed or fully voluntary – what was the issue and how did you deal with it?
For an informed consent process, what steps do you take to reduce power differentials and why is this important.
Why is survivor agency more important than collecting complete data?
Consent is not just about saying ‘yes’ – how would you ensure that survivors genuinely feel empowered to refuse or withdraw consent?
How would you handle a situation where a survivor initially gives consent but later expresses discomfort?
Case scenario: you are working in an IDP camp and have met a survivor because a local organisation told you that they wish to tell you about the sexual violence that was inflicted upon them. They seem highly anxious, agitated and very hesitant. What do you do?
Role-play exercises can be useful to check demonstrated skills.