Categories

Responsibilities

Safeguarding culture and awareness:

♦ Support in the delivery of safeguarding trainings in order to raise awareness of what safeguarding is and the expected behaviours of the organization’s personnel. This will include conducting induction training (with HR), refresher training for all staff and support to the Community Liaison (CL) teams on awareness raising with communities and other role specific training as required.

♦ Support the publication, dissemination and implementation of safeguarding policies, procedures and good practice. This will include ensuring that our policies are conveyed to all levels of staff so that they are easily understood; posters are displayed with correct and up to date reporting details; reporting cards are distributed.

♦ Act as an adviser to managers when safeguarding issues are raised or where there are concerns identified.

♦ Work with partner organisations to monitor safeguarding and due diligence, and provide support as required.

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Safeguarding reporting:

♦ Establish and manage reporting mechanisms at all levels and for those who come into contact with our work (including all staff at all locations, communities (with the CL team), partners and suppliers).

♦ Manage and strengthen the reporting mechanisms such as: the hotline and complaints/feedback boxes. Initially acknowledge receipt to complainants within 24 hours. Pass on all complaints to a committee who will establish the type of complaint and identify next steps.

♦ Strengthen the safeguarding focal point system and the focal group discussion lead systems, train and provide ongoing support.

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Implementation of safeguarding activities:

♦ Monitor the organization’s progress against safeguarding activities as set out in the safeguarding work plan for the Programme, the dashboard and provide support where gaps have been identified.

♦ Work with colleagues to identify safeguarding risks across the programme and work on ways to mitigate these risks.

♦ Support the recruitment and capacity development of national safeguarding staff and review the option for all responsibilities to be eventually handed over to national staff.

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Duty of care and support to staff/complainants:

♦ During an investigation, be the point of contact for the complainant or victims and to those involved in an investigation. Arrange external support as necessary.

♦ Be proactive about setting up relationships with external professional expertise such as statutory authorities, police, domestic violence units and women’s groups.

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Investigations:

♦ Support the HR team and managers to strengthen safeguarding investigative capacity across the programme.

♦ Support the response to allegations and assist with the planning, management and support to investigations related to safeguarding. This will include providing professional advice whilst also taking into consideration the potential risks to personal safety for those involved.

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Continuous learning and improvement:

♦ Represent the Organization at appropriate sector events on safeguarding and liaise with other safeguarding professionals to learn from best practice in Syria.

♦ Liaise with the safeguarding team at HQ to learn from the experience of other programmes and gain support in the implementation of activities.

♦ Following a significant event (an investigation or incident) conduct a lessons learnt exercise to ensure continuous learning and improvement.

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Staff welfare and engagement:

♦ Develop programmes designed to improve the quality of life of staff members across the programme.

♦ Alongside the country management team and the HR team, ensure an inclusive approach is adopted across the programme.

♦ Ensure access for staff to individual counselling externally by providing referrals and information about the available resources and insurance coverage for work related issues (work-related stress, trauma, interpersonal conflicts, harassment, and job insecurity, mental health and personal issues (family, marital, children or finance related problems). Advise on mental health resources and maintain the updated list of the verified mental health resources in the region.

♦ Consult with staff and communities to identify any safeguarding concerns and propose mitigation and preventive measures to minimise safeguarding, health and safety risks.

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General Responsibilities:

♦ Work within the framework of the Organization’s core values

♦ Represent the Organization with integrity and professionalism

♦ Participate in meetings where relevant as directed by Management, and

♦ Apply learning from appropriate training and development programmes