Technical Competency
Sexual Violence and Stigma Sensitisation
Performance Review
Often performance reviews will be founded both on a job description or Terms of Reference (see the Anchoring section for suggestions) and on annual work plans or objectives (which can include soft skills or values). It is important that concrete criteria and expectations are set. Here is a reminder of the job description/terms of reference provisions suggested for this competency:
“Apply an accurate understanding of the full range and diversity of SCRSV contextualised within relevant contexts, in all aspects of work [design, planning, budgeting, implementing and monitoring].”
“Ensure that all activities, [reports, and communications] are free from myths, misconceptions, or stigmatising language related to sexual violence and its survivors.”
“Proactively identify and address risks of stigma in [programme design, community engagement, partner collaboration and survivor interactions].”
“Integrate stigma-sensitisation approaches (survivor-centred, trauma-informed, rights-based) into all activities.”
“Challenge and correct discriminatory or stigmatising attitudes, behaviours, or narratives in professional settings.”
“Use non-stigmatising language across all aspects of work, including in particular [for publications/for survivor-facing] aspects of role.”
Prompts or review questions which could be included based on these:
What contributions have you/they made to building accurate understanding of SCRSV and stigma-sensitive awareness among peers?
Can you give an example of when you/they recognized and mitigated stigma in a survivor interaction or team context?
How have you worked to challenge discriminatory or stigmatising attitudes in this work?
These could be incorporated into an annual plan or review using the Deep Dive table and a scale such as:
Exceeds Expectations: contributes to better understanding of both SCRSV and stigma among the team and our implementing partners, proactively works to reduce stigma in the workplace and with our partners, models non-stigmatising language and encourages others to improve, facilitates bias reflection among team.
Meets Expectations: consistently demonstrates and applies a contextualised understanding of SCRSV and stigma in their work, reflects on and mindfully uses accurate and non-stigmatising language in all aspects of their work. (See relevant Deep Dive columns.)
Needs Improvement: understands and applies very limited definitions or concepts of SCRSV and stigma, does not recognise and uses stigmatising language. (See relevant Deep Dive columns.)
You can choose to focus on specific aspects or tailor the expected behaviours specifically to the job or tasks and include these more specific expectations in an annual work plan or job description.
It is important to include free-narrative boxes for evidence-based assessment and explanations both for a person’s own self-assessment of their work, and for the line-manager’s/supervisor’s constructive comments.