How do you navigate this microsite

 

A visual representation of the Murad Code Values and Competencies Framework appears on the landing page. From this starting point, you can select either a Value or a Technical Competency on the diagram and click on it to take you to a definition and set of resources which help you understand and use that competency for recruitment, performance reviews and professional development. 

There is also a separate filter function which gives a few examples of relevant jobs or types of roles (team leader, interviewer, information user, facilitator or supporter). You can select the job or role you are interested in and be guided to our suggestions for the most relevant and useful Technical Competencies for that role. Please note that for many of the roles, almost all the competencies are directly relevant - it will be up to the hiring manager to decide which ones should be tested, depending on the nature and demands of the specific role, and the level of seniority/experience. If in doubt or you are looking for one overall test, consider testing Value 1 - Commitment and Responsibility.

What’s the Murad Code and what kind of activities and work does it cover?

 

The Murad Code (also known as the Global Code of Conduct for Gathering and Using Information about Systematic and Conflict-Related Sexual Violence) is a set of universal, redline, non-negotiable, minimum standards for safe, effective and survivor-centred gathering and use of information about systematic and conflict-related sexual violence (SCRSV) in any context by actors in any sector. It applies to:

  • to the direct, indirect, in-person and remote gathering of information from and about survivors in any form (including digital, written, verbal, audio-visual, photography) and its subsequent transportation, transfer, storage, use, sharing or publishing,

  • in relation to SCRSV (defined broadly and inclusively),  

  • for any purpose which involves sharing or publishing such information but excluding information-gathering for the purpose of immediate care or support of survivors.

The key objective of the Murad Code initiative is to increase respect and support of survivors’ rights and to ensure work with survivors to investigate, document and record their experiences is safe, ethical and effective in upholding their human rights.

The Murad Code is a voluntary code of conduct, so it is for individuals, organisations, institutions and states to decide to adopt or integrate it into their policies, systems, protocols, procedures, agreements and practice.  

This Values and Competencies Framework is the first in a series of professional tools to be developed to assist those organisations and individuals who have decided to integrate the principles of the Code into their work. This tool is aimed helping organisations and managers to ensure that the right people with the right knowledge, skills and attitudes are undertaking the work in the right way when it relates to the gathering, handling, use and sharing of SCRSV information. It can also help individuals too to reflect on and ensure they have the right set of competencies to undertake this work.

What is a Values and Competencies framework?

 

A Competency Framework is a structure that describes the competencies expected for types of work (or within an organisation, e.g. management or leadership competencies). It is a set of standards against which you can measure yourself or be measured. The integration of Core Values into the framework underpins Technical Competencies, recognises their influence on behaviour and approach and reflects the ethos and purpose of the Murad Code. Competency frameworks help by:

  • Creating and building common language and expectations;

  • Setting minimum standards of knowledge and demonstrated skills;

  • Describing core behaviours, values and attitudes expected in the workplace;

  • Providing tools for more robust assessments for recruitment, rostering or team selection for taskings, missions, projects or cases/investigations or vetting partners;

  • Providing tools for objective performance review and management or post deployment assessments; and

  • Clarifying clearer career and professional development expectations. 

A competency framework relates to the competencies of individuals.

The Murad Code Values and Competencies Framework

 

This Values and Competencies Framework is the first in a series of professional tools to be developed to assist those organisations and individuals who have decided to integrate the principles of the Code into their work. This tool is aimed helping organisations and managers to ensure that the right people with the right knowledge, skills and attitudes are undertaking the work in the right way when it relates to the gathering, handling, use and sharing of SCRSV information. It can also help individuals too to reflect on and ensure they have the right set of competencies to undertake this work.

The purpose of this Murad Code Values and Competency Framework and microsite is to:

  • Describe the set of universal values and competencies of individuals required to safely and effectively gather or use information from or about SCRSV in all settings and across all sectors. As such, it is not set of detailed technical competencies for a specific role in a specific sector, e.g. a criminal investigator, a documentary film-maker, an academic researcher, human rights monitor, etc.

  • Help managers to write qualification requirements for job profiles, recruit or select personnel for positions, taskings or missions, assess or evaluate performance and develop professional development plans for personnel.

  • Guide individuals to understand the required values and competencies, and identify and address their own professional development needs if they are to work safely and effectively in this space.

  • Promote better standards of practice which adhere to the principles set out in the Murad Code.

If you are looking to conduct an organisational assessment in terms of Murad Code integration or compliance, the Murad Code Audit Tool (the second in this professional tools series) should be used.

What is Competency?

 

Competency is a combination of knowledge, skills, values, attitudes and behaviours that enable a person to undertake a task or activity safely and effectively. Competencies should be observable and measurable, and are therefore critical in setting expectations and standards in recruitment and team/individual selection for taskings, Terms of References for jobs/taskings, performance review and evaluation, and mapping professional development. 

You are competent if you:

  • know what to do, how to do it, when to do it and why it matter,

  • can do it effectively and consistently,

  • demonstrate the right attitude and approach, 

  • develop and adapt to new circumstances and contexts, and 

  • recognise when to seek help and advice.

Nurturing competency requires reflective practice, adaptability to new settings or contexts and being open and intentional about developing and adapting.

Who can use it?

 

Organisations: which gather, receive, handle, use or share SCRSV information through individuals who assist them to do so, can use the framework to:

  • Map capacity to identify strengths, gaps and priority areas for recruitment or development.

  • Inform planning and organisational design and resourcing.

  • Recruit competent staff, through the development of competency-based job descriptions and selection processes.

  • Conduct performance management that is structured and aligned to an agreed set of standards.

  • Identify continued professional development steps for staff and teams.

Communities of practice, professional groups/bodies or coordination mechanisms in sectors or disciplines that gather or use SCRSV information, can use the framework to:

  • Assess capacity strengths and gaps across a sector, profession or context.

  • Define priority areas for capacity strengthening and inform capacity strengthening plans.

Training and learning providers supporting professionals or organisations who gather or use SCRSV information, can use the framework to:

  • Conduct targeted learning needs assessments.

  • Inform the design of learning programmes and products to support practitioners at all levels.

Individuals who gather, receive, handle, use or share SCRSV information, or who aspire to do so, can use the framework to:

  • Reflect on their own capacities in order to identify strengths and areas for development.

  • Identify future career and development aspirations.

Survivors, survivor organisations, advocates and intermediaries or people making referrals: who wish to understand whether a person has the right competencies or an organisation adopts these competencies to ensure individuals who work with survivors can do so in a safe, ethical and effective manner.

How can it be used for different roles, in different sectors, in different organisations?

 

Because the Murad Code was developed to be universal and does not detail specific technical methodology, this Values and Competencies Framework does not contain sector specific, technical competencies to certain professions like journalism, criminal investigation, human right monitoring, research, etc. Instead, it focuses on the common competencies (based on the Murad Code principles) which are required for safe interactions with survivors and responsible handling and use of SCRSV information from or about them (regardless of the sector, profession, role or context). 

Most medium to large organisations and some sectors already have a Competency Framework in place, which would also apply to those who gather, handle, use or share SCRSV information. This Values and Competencies Framework is not meant to replace existing organisational or sector competency frameworks but should rather be considered alongside existing standards, to be integrated when appropriate (e.g. where there may be a gap or may help inform existing equivalent competencies) where the role involves SCRSV information. For each Value and Competency, in the Integrating into Recruitment Process page, there is a table of similar or umbrella values or competencies existing for the UN and other international organisations under which that particular value or competency could be integrated or tested.

Just as managers currently select or prioritise certain competencies from a wider set for certain roles or levels of responsibility, the competencies set out in this framework can also be selected and used where appropriate as complementary to other existing competencies prioritised for that role. This Values and Competencies Framework can also be used to review existing frameworks to ensure the principles of the Murad Code are effectively reflected.

These values and competencies only really add value if they are integrated properly into Human Resources processes, if recruiters and managers understand competencies and how to recognise/assess them. Resources are included within this microsite to guide and assist organisations and their managers to apply and embed each value and competency within their processes and practice.

Good Practice Guide to Recruitment/Selection, Performance Management and Professional Development of personnel gathering and using SCRSV information

 

The development of this Values and Competencies Framework was informed by [    ] key informants/organisations which gather and use SCRSV information, work with survivors or support or build capacity for those who undertake this work. As a result of the rich knowledge and experience shared during key informant interviews, we will be collating a short guide with key ingredients to good practice to selection/recruitment, performance management and professional development has been collated. 

We’ll post it here when it is available.