Core Value
Commitment and Responsibility
Anchoring the Value into the Recruitment Process
Step 1: Integrating it into existing frameworks and procedures
For those with no existing Competency Framework, this is relatively simple and 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 value within an equivalent in your existing system.
| Murad Code Value | UN System (Old Values and Competencies, New Values and Behaviours) | Examples from other systems which you may find in your own |
|---|---|---|
| Commitment and Responsibility | Old: Professionalism, Accountability
New: Integrity |
ICC: Dedication to Mission and Values GSF: Commitment, Integrity, Accountability GBV Core Competencies: Understands and applies a survivor-centred approach; Demonstrates good judgement and decision-making skills IOM: Integrity and Transparency, Professionalism, Courage, Accountability |
Step 2: Adding language into your vacancy announcement, job description and Terms of Reference
In order to anchor this value 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 value is included below.
In the job/position tasks and responsibilities section:
“Applying the principles of the Murad Code in designing and implementing this job.”
“Integrating the standards of the Murad Code/survivor-centred approaches to all aspects of work and responsibilities.”
“Ensuring any information related to SCRSV/sexual violence is collected and used in a safe, ethical and effective manner in compliance with the Murad Code.”
“Make responsible decisions and actions relating to the implementation of the Murad Code in this work, and take responsibility/be accountable for those decisions.”
In the qualifications/experience section - what we are looking for?
“Good understanding and demonstrated ability to apply the Murad Code to all aspects of gathering or using CRSV information or associated capacity building work.”
“Demonstrates ability to work in a responsible and committed manner and exercises careful judgment in adherence to the principles of the Murad Code.”
“Demonstrated experience applying the principles of the Murad Code/survivor-centred approaches to similar work.”
“Demonstrated decision-making to ensure safe, ethical and effective standards of work and practice in conflict-related, trauma-impacted settings.”
“A commitment to the application of the Murad Code/survivor-centred approaches to all aspects of work.”
“Passion for survivor-centred approaches.”
“Candidates should be expected to demonstrate the following values [and competencies]: - Commitment and Responsibility [add all or part of the definition]”
Step 3: Designing written tests or interview questions which assess this value
One of the most useful ways of understanding a candidate’s values is to set either case scenarios or hypothetical examples to understand how they would react. These can 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):
You have been asked to set up/go on a short mission/project activity in a remote mountainous area in Sudan to engage with survivors of SCRSV to understand what happened to them/their current needs and realities/their experiences of access to justice. You have not been provided any background information about the area or available services, but they would like the work to start in two weeks. Describe your main steps and concerns about this?
You are the project manager/coordinator/head of office and you have just learned that a SCRSV survivor wishes to make a complaint about how they were treated during an interview with one of your junior staff members. What steps do you take and why?
Technical:
What is your understanding of the Murad Code and its applicability to the job advertised?
How would you operationalise the Murad Code in this job?
Which principles of the Murad Code do you think would be most challenging to apply in the job advertised and why?
Sample interview questions
Please describe one work example where you applied Murad Code principles to your work.
Please tell us about a situation in which you had to make a decision whether or not to work with or continue to work with survivors. What were your main considerations and what was the outcome?
How would you approach a situation involving engaging survivors or using survivor information if there is information to give you concern about safety, ethics or effectiveness?
How would you apply the principles of the Murad Code/survivor-centredness in this position?