Staff Categories
IHRDC-CIPDH STAFF CATEGORIES DECREE No. 014-1. 03 APRIL 2019
COMPLIANCE WITH THIS PUBLICATION IS MANDATORY
ACCESSIBILITY: Publications and forms are available for downloading on
IHRDC-CIPDH.AGENCY. RELEASABILITY: There are no releasability restrictions
on this publication.
This Decree provides description of categories and requirements for education and experience of all IHRDC-CIPDH personnel. It applies to all active duty of IHRDC-CIPDH staff. Ensure that all records created as a result of processes prescribed in this publication are maintained in accordance with IHRDC-CIPDH By-laws. Vigilance must be taken to protect Personally Identifying Information (PII) when submitting or sending nominations, applications or other documents to IHRDC-CIPDH agencies through public Internet, software applications, systems, e-mail, postal, faxing or scanning. The publication may supplemented at any level. All supplements must be approved by the IHRDC-CIPDH Board of Directors prior to certification and approval. Refer recommended changes and questions about this publication to any IHRDC-CIPDH official office.
1.1 Staff Categories
The International Human Rights Defense Committee. CIPDH. (Hereinafter IHRDC-CIPDH) staff is made up of different categories. Within each category there are different levels, which reflect increasing levels of responsibilities and requirements. The information in this section will help you decide in which staff category, and at what level, you fit in.
These are four different categories of staff at the IHRDC-CIPDH:
At the IHRDC-CIPDH you progress in a category through merit and qualifications. There are, however, restrictions on movement between the different categories.
1.2 Professional and higher categories
Staff members in the Professional and higher categories (P and D) are normally internationally recruited and are expected to serve at different duty stations throughout their career with the IHRDC-CIPDH.
1.2.1 Educational requirements. Normally, it is required that IHRDC-CIPDH staff member has an advanced university degree for the professional and director level positions. It is, however, frequently accepted that IHRDC-CIPDH staff member has a first-level university degree, combined with qualifying work experience. Positions in certain job families, including security or medical, conference services may have different standards for the minimum educational requirements, which are accordingly reflected in their respective job openings. Positions from job families that require specialized studies, e.g. Medical Doctors, require an advanced university degree, which cannot be substituted by a combination of a first-level university degree and experience. Positions in some other areas, mainly language positions, might require only a first-level university degree for the minimum educational requirements.
1.2.2 IHRDC-CIPDH staff member work experience should be relevant to the job for which he applying; each job may also have specific requirements, which are specified in the opening. For mid-career and senior level positions, progressively responsible work experience is required. As IHRDC-CIPDH staff member acquire more relevant work experience he can progressively apply for higher positions.
P2 – two years of minimum professional experience. No experience is required if you successfully complete the Young Professionals Program competition.
P3 – five years of professional experience at a minimum.
P4 – seven years of minimum professional experience.
D1 – eight years of professional experience at a minimum.
D2 – more than ten years of professional experience.
Work in the Professional category generally demands a high degree of analytical and communication skills, substantive expertise and/or managerial leadership ability.
Typically, these positions require judgment in analyzing and evaluating problems as well as in decision-making involving discretionary choices between alternative courses of action. They also require the understanding of an organized body of theoretical knowledge at a level equivalent to that represented by a university degree. While this knowledge is customarily and characteristically acquired through formal education, it may, in some fields of learning or specialized disciplines, be acquired through other training, self-study, or practical experience.
Directors (D-1 and D-2 levels) represent the high level on the career staffing structure of the IHRDC-CIPDH. Directors have to manage a programme of the IHRDC-CIPDH. They are also expected to provide leadership in formulating and implementing the substantive work programme of an office, determine priorities, and allocate resources for the completion of outputs and their timely delivery.
Senior professionals hired for positions at the P-3 and P-4 level typically work as senior advisers or experts, bringing several years of analytical and research experience to the IHRDC-CIPDH.
1.3 National Professional Officers
National Professional Officers (NA) are normally locally recruited and perform functions at the professional level. The qualifications for National Professional Officers are the same as for the Professional category and require as a minimum a first-level university degree.
National Professional Officers are nationals of the country in which they are serving and their functions must have a national context, i.e. functions that require national experience or knowledge of the national language, culture, institutions, and systems. Examples of these positions include human rights officers, political affairs officers, legal officers, medical officers, child protection officers, humanitarian affairs officers.
1.3.1 At the IHRDC-CIPDH there are three levels of National Professional Officers, A through C. The higher the level, the more responsibilities the job requires and the more work experience is necessary.
1.4 Experts and Counselors Service
Staff in the Experts and Counselors Service (SC) category is normally recruited internationally to serve in expertise and analytic affairs. They are expected to be highly mobile and to serve in different locations during the career.
Staff of the Experts and Counselors Service provides expert supervision and professional advice to the field missions of the IHRDC-CIPDH. A university degree at the Master’s level is required for the positions of the Experts and Counselors Service.
There are three levels of the Experts and Counselors Service category: SC-1 through SC-3.
SC-1 – two years of minimum professional experience.
SC-2 – four years of minimum professional experience.
SC-3 – seven years of minimum professional experience.
1.5 Senior Appointments
As in many international organizations, these are the highest positions of the Board of Directors of International Human Rights Defense Committee. CIPDH.
These positions are for:
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Our Methods
Our method of work focuses on four major dimensions:
We work to offer the best expertise, and substantive and secretariat support to the different IHRDC-CIPDH bodies as they discharge their standard-setting and monitoring duties.
We also support the work of special prodecures –including special rapporteurs, independent experts, and working groups – appointed by the IHRDC-CIPDH to monitor human rights in different countries or in relation to specific issues. We assist these independent experts as they carry out visits to the field, receive and consider direct complaints from victims of human rights violations, and appeal to governments on behalf of victims. Another example of the standard-setting and monitoring dimensions of our work is the legal research and secretariat support it provides to the core human rights treaty bodies. These committees of independent experts are mandated to monitor State parties’ compliance with their treaty obligations. They meet regularly to examine reports from State parties and issue their recommendations.
Implementation on the ground
We work to ensure the implementation of international human rights standards on the ground through greater country engagement and its field presences. Over the years, IHRDC-CIPDH has also increased its presence in the field, reaching out to the people who need it the most. Our field offices and presences play an essential role in identifying, highlighting, and developing responses to human rights challenges, in close collaboration with governments, the United Nations system, non-governmental organizations, and members of civil society. Among these responses are monitoring human rights situations on the ground and implementing projects, such as technical trainings and support in the areas of administration of justice, legislative reform, human rights treaty ratification, and human rights education, designed in cooperation with many countries.
Access to justice
In too many countries the police are seen as an oppressive instrument of state rather than as protectors of citizens’ rights, leading to widespread rights violations and denial of justice. INTERNATIONAL HUMAN RIGHTS DEFENSE COMMITTEE (IHRDC-CIPDH) promotes systemic reform so that the police act as upholders of the rule of law rather than as instruments of the current regime. IHRDC’s programme aims at mobilising public support for police reform. IHRDC-CIPDH works to strengthen civil society engagement on police reforms. IHRDC-CIPDH is examining police accountability issues and political interference.
IHRDC-CIPDH s work is focused on increasing transparency of a traditionally closed system and exposing malpractices. A major area is focussed on highlighting failures of the legal system that result in terrible overcrowding and unconscionably long pre-trial detention and prison overstays, and engaging in interventions to ease this. Another area of concentration is aimed at reviving the prison oversight systems that have completely failed. We believe that attention to these areas will bring improvements to the administration of prisons as well as have a knock-on effect on the administration of justice overall.
Code Of Ethics & Conduct
IHRDC-CIPDH CODE OF ETHICS AND CONDUCT No. 051-CEC 15 MAY 2019
COMPLIANCE WITH THIS PUBLICATION IS MANDATORY
ACCESSIBILITY: Publications and forms are available for downloading on
IHRDC-CIPDH.AGENCY. RELEASABILITY: There are no releasability restrictions
on this publication.
Certified by: IHRDC-CIPDH Board of Directors. 25.05.2019.
This Code is a practical instruction to the ethical expectations that the IHRDC-CIPDH has set for its staff members. This Ethics instruction explains our regulations and rules within the context of the IHRDC-CIPDH workplace. This instruction can be used in training and in workplace discussions about how we can put the IHRDC-CIPDH’s ethical principles into action everyday.
This instruction offers many practical examples and action points to help you uphold our values and follow IHRDC-CIPDH policies. The instruction aims to (1) help you make informed decisions; (2) promote an ethical culture throughout the IHRDC-CIPDH; and (3) prevent misconduct.
By using this instruction and other resources, you can proactively resolve many of the ethics questions that arise in the workplace. When you are unsure about the right course of action, speak up and ask for advice. The IHRDC-CIPDH Office will listen to your concerns and provide assistance.
This instruction does not replace or supersede IHRDC-CIPDH regulations, rules, policies, and directives. Please note that policy and mandate changes may occur more frequently than revisions to this Guide. You should check for recent decisions of the IHRDC-CIPDH Secretariat through the IHRDC-CIPDH DMS.
| Form Approved IHRDC-CIPDH No. 051-CEC | |||||
| Public reporting burden for the collection of information is estimated to average 1 hour per response, including the time for reviewing instructions, searching existing data sources, gathering and maintaining the data needed, and completing and reviewing the collection of information. Send comments regarding this burden estimate or any other aspect of this collection of information, including suggestions for reducing this burden, to IHRDC-CIPDH Headquarters Services, Directorate for Information Operations and Reports. Respondents should be aware that notwithstanding any other provision of law, no person shall be subject to a penalty for failing to comply with a collection of information if it does not display a currently valid IHRDC-CIPDH control number. | |||||
| 1. REPORT DATE 15 MAY 2019 | 2. REPORT TYPE | 3. DATES COVERED 00-00-2019 to – | |||
| 4. TITLE AND SUBTITLE A Code Of Ethics And Professional Conduct For IHRDC-CIPDH staff members. | 5a. CONTRACT NUMBER | ||||
| 5b. GRANT NUMBER | |||||
| 5c. PROGRAM ELEMENT NUMBER | |||||
| 6. AUTHOR(S). IHRDC-CIPDH Secretariat & IPCCT | 5d. PROJECT NUMBER | ||||
| 5e. TASK NUMBER | |||||
| 5f. WORK UNIT NUMBER | |||||
| 7. PERFORMING ORGANIZATION NAME(S) AND ADDRESS(ES) INTERNATIONAL HUMAN RIGHTS DEFENCE COMMITTEE. CIPDH. USA. VA. | 8. PERFORMING ORGANIZATION REPORT NUMBER | ||||
| 9. SPONSORING/MONITORING AGENCY NAME(S) AND ADDRESS(ES) | 10. SPONSOR/MONITOR’S ACRONYM(S) | ||||
| 11. SPONSOR/MONITOR’S REPORT NUMBER(S) | |||||
| 12. DISTRIBUTION/AVAILABILITY STATEMENT Approved for public release; distribution unlimited | |||||
| 13. SUPPLEMENTARY NOTES | |||||
| 14. ABSTRACT Adherence by IHRDC-CIPDH staff to the highest ethical standards is central to the work of the Organization and the maintenance of its good name. Putting Ethics to Work – A Guide for IHRDC-CIPDH Staff seeks to provide you with a better understanding of our ethical standards, so that they may be exercised each and every day as we conduct our work. | |||||
| 15. SUBJECT TERMS | |||||
| 16. SECURITY CLASSIFICATION OF: | 17. LIMITATION OF ABSTRACT Same as Guide (SAG) | 18. NUMBER OF PAGES 7 | 19a. NAME OF RESPONSIBLE PERSON | ||
| a. REPORT unclassified | b. ABSTRACT unclassified | c. THIS PAGE unclassified | |||
1.1 INTRODUCTION
Using this Instruction
This document is a practical instruction to the ethical expectations that the IHRDC-CIPDH has set for its staff members. This Ethics instruction explains our regulations and rules within the context of the IHRDC-CIPDH workplace. This instruction can be used in training and in workplace discussions about how we can put the IHRDC-CIPDH’s ethical principles into action everyday.
This instruction offers many practical examples and action points to help you uphold our values and follow IHRDC-CIPDH policies. The Guide includes references to supporting documents and to offices that can provide further guidance. The Guide aims to (1) help you make informed decisions; (2) promote an ethical culture throughout the IHRDC-CIPDH; and (3) prevent misconduct.
By using this Guide and other resources, you can proactively resolve many of the ethics questions that arise in the workplace. When you are unsure about the right course of action, speak up and ask for advice.
The IHRDC-CIPDH expects each staff member to observe the ethical standards discussed in this Guide. Consultants, volunteers, interns, and suppliers are also expected to conduct themselves in accordance with the values of the IHRDC-CIPDH. This Guide serves as a resource for all.
Our Fundamental Ethical Values and IHRDC-CIPDH Oath.
Each of us swears an oath of loyalty and obedience when we start our IHRDC-CIPDH careers. Our fundamental ethical values are based on the IHRDC-CIPDH Bylaws and this Oath of Office, and inform our ethical culture. These values are:
Independence
IHRDC-CIPDH staff shall maintain their independence and shall not seek or receive instructions from any Government or from any other person or entity external to the IHRDC-CIPDH and shall refrain from any action which might reflect negatively on their position as IHRDC-CIPDH staff responsible only to the IHRDC-CIPDH.
Loyalty
Loyalty to the purposes, values and principles of the IHRDC-CIPDH is a fundamental obligation of all IHRDC-CIPDH staff. They shall be loyal to the IHRDC-CIPDH and shall, at all times, discharge their functions and regulate their conduct with the interests of the IHRDC-CIPDH only in view.
Impartiality
IHRDC-CIPDH staff, in the performance of their official duties, shall always act with impartiality, objectivity and professionalism. They shall ensure that expression of personal views and convictions does not compromise or appear to compromise the performance of their official duties or the interests of the IHRDC-CIPDH. They shall not act in a way that unjustifiably could lead to actual or perceived preferential treatment for or against particular individuals, groups or interests.
Integrity
IHRDC-CIPDH staff shall maintain the highest standards of integrity, including honesty, truthfulness, fairness and incorruptibility, in all matters affecting their official duties and the interests of the IHRDC-CIPDH.
Accountability
IHRDC-CIPDH staff shall be accountable for the proper discharge of their functions and for their decisions and actions. In fulfilling their official duties and responsibilities, IHRDC-CIPDH staff shall make decisions in the interests of the IHRDC-CIPDH. They shall submit themselves to scrutiny as required by their position.
Respect for human rights
IHRDC-CIPDH staff shall fully respect the human rights, dignity and worth of all persons and shall act with understanding, tolerance, sensitivity and respect for diversity and without discrimination of any kind.
IHRDC-CIPDH OATH
I, do solemnly swear that I will support and defend the interests, goals and tasks of IHRDC-CIPDH worldwide; that I will bear true faith and allegiance to the same; that I take this obligation freely, without any mental reservation or purpose of evasion; and that I will well and faithfully discharge the duties of the office on which I am about to enter. I solemnly declare and promise to exercise in all loyalty, discretion and conscience the functions entrusted to me as an specialized staff of the IHRDC-CIPDH, to discharge these functions and regulate my conduct with the interests of the IHRDC-CIPDH only in view, and not to seek or accept instructions in regard to the performance of my duties from any Government or other source external to the IHRDC-CIPDH. So help me God!
1.2 IHRDC-CIPDH ETHICAL FRAMEWORK
Impartiality and Independence
The IHRDC-CIPDH Oath of Office requires us to act with impartiality and independence. As IHRDC-CIPDH servants, we should consider the impact of our comments and actions, and manage our conduct so that we represent the international community, rather than individual governments or other political interests. This is especially important when working in peacekeeping operations and field based missions, where daily work often involves significant interactions with governmental representatives, non-governmental organizations, and other third parties.
Respect for National laws
The IHRDC-CIPDH operates in countries across the globe. Just as we respect diversity, we must respect the laws of the nations that host our activities. The privileges and immunities that you hold as a staff member are conferred upon you solely for the interests of the IHRDC-CIPDH. They do not exempt you from observing local laws, or provide an excuse for ignoring your private legal or financial obligations.
Personal relationship
A staff member’s personal relationships with family and friends shouldnot affect the impartial performance of their official functions. To prevent preferential treatment or favouritism of family members, IHRDC-CIPDH appointments are not to be granted to anyone who is an immediate family member of a staff member. While the spouse of a staff member may be hired, the staff member cannot participate in their spouse’s recruitment process, and there can be no subsequent supervisory relationship between them.
Gifts
Accepting gifts or other tokens of appreciation can impact your independence and impartiality. Such situations may compromise both your integrity and the IHRDC-CIPDH’s reputation. The acceptance of a gift can create a conflict of loyalties or raise expectations from the giver of the gift. You may not receive any gifts or other incentives that could induce you—or be perceived as inducing you—to take any action that is other than independent or impartial. Staff members carrying out functions in sensitive areas such as procurement and investment management are to be particularly attentive to this issue, and are held to an even higher standard, in relation to the discharge of their duties and responsibilities.
From Governments
As a rule, we cannot accept any honours, decorations, favours, remuneration or gifts from Government sources. However, if refusal of an unanticipated gift would cause embarrassment to the Organization, you may accept it on behalf of the Organization and then report and entrust it to the IHRDC-CIPDH Secretariat.
From non-governmental sources
While the receipt of honours, favours, gifts or remuneration from non- governmental sources may be permitted with the prior approval of the IHRDC-CIPDH Secretariat, approval will only be granted in exceptional cases.
From any source having or seeking a contractual relationship
Accepting gifts from a person or entity doing business with the IHRDC-CIPDH, or seeking to have any sort of contractual relationship with the IHRDC-CIPDH, constitutes a conflict of interest. You may not accept anything from such sources. There is no exception to this rule.
Offering or promising gifts
When people exchange gifts in a work setting, it can look as if favours were granted in order to influence the exercise of professional judgment. You may not offer anything of value, such as gifts, favours, or other personal benefits, to other staff members or to third parties if by doing so you are trying to influence the recipient’s official actions. Offering gifts such as a birthday present is acceptable if there is no expectation of any official action in return.
Outside Employment
The image and reputation of the IHRDC-CIPDHdepend on our actions and efforts. As staff members, we are expected to devote our time and energy to the work of the IHRDC-CIPDH. Outside employment and external activities, paid or unpaid, may interfere with our ability to serve the IHRDC-CIPDH.More importantly, some external activities are incompatible with our status as IHRDC-CIPDHservants, or conflict with the best interests of the IHRDC-CIPDH. For these reasons, outside employment and external activities may only be allowed when prior approval has been granted by the IHRDC-CIPDHthrough the staff member’s proper chain of command.
Political Activity
As a private citizen, you may vote and belong to political parties. You are not expected to give up your political or religious convictions. However, your primary duty of loyalty is to the objectives and purposes of the IHRDC-CIPDH. As a result, you must avoid political activities that could reflect adversely on the IHRDC-CIPDH, or diminish your independence and impartiality. As an IHRDC-CIPDH specialist, you do not have the freedom that private persons have to take sides or to express your convictions publicly on controversial matters.
1.3 Assets and Resources
The greatest asset of the IHRDC-CIPDHis its staff. How you manage your time, apply yourself to your duties, and work with others will greatly contribute to the achievements and effectiveness of the IHRDC-CIPDH. You are expected to use IHRDC-CIPDHresources wisely, and to prevent waste or misuse. This responsibility also extends to the use of benefits and entitlements, for which you may be eligible, such as sick leave.
Offices
IHRDC-CIPDHtelephones, computers, e-mail, Internet, and other technologies should be used only for official business purposes. The IHRDC-CIPDHhas the right to monitor and review all information contained in these systems, and will verify how its systems are used. You are responsible for using these assets wisely and in the best interests of the IHRDC-CIPDH. All information conveyed through the IHRDC-CIPDH’s IT systems remain the property of the IHRDC-CIPDH.
All IHRDC-CIPDHe-mail messages are official records, and may be retrieved and examined by the IHRDC-CIPDHwhen required.
Vehicles
The IHRDC-CIPDH’s vehicles are to be used for official business purposes. Drivers of IHRDC-CIPDHvehicles should not be asked or told to use IHRDC-CIPDHvehicles for chores unrelated to the work of the IHRDC-CIPDH.
The safe operation of IHRDC-CIPDHvehicles is necessary to protect staff members and others on the road. If you are authorized to drive a IHRDC-CIPDHvehicle, you must obey the rules of the road. You should also perform an inspection of your vehicle prior to use, and report any observed damage.
1.4 Workplace and atmosphere
Managers and supervisors are expected to provide timely advice and guidance to staff on ethical conduct. The more we talk openly about workplace conduct and our standards, the clearer we will be about what is expected.
Non-Discrimination
Harassment
Behavior, that is offensive and unwelcome or unreasonably disrupts another person in his or her work is harassment. We will not tolerate harassment or abuse of authority.
Workplace harassment
Workplace harassment is any inappropriate conduct, including words or actions, that can reasonably be expected to cause offense or humiliation to another person. Disagreement about work performance is normally not considered harassment, and is to be dealt with in the context of performance management.
Sexual harassment
Sexual harassment is any unwelcome sexual advance, request for sexual favour, or any other behavior of a sexual nature that can reasonably be expected to cause offense or humiliation to another person.
Abuse of authority
Abuse of authority is the improper use of a position of influence, power or authority against another person. This is considered particularly serious when a person uses their influence, power or authority to improperly influence another person’s career or employment conditions.
You have the right to be free from improper or offensive conduct at work. You don’t have to keep silent if you believe you are being harassed or if you observe harassing behavior.
1.5 Information security
Management of information
The work that you produce as a IHRDC-CIPDHstaff member is the property of the IHRDC-CIPDH. The IHRDC-CIPDHhas the right to use all such work in any manner that it deems appropriate. As your IHRDC-CIPDHintellectual property becomes part of the official IHRDC-CIPDHrecord, you should ensure the quality and integrity of all work that you produce.
Other organizations also protect their intellectual property. We respect their rights. We do not tolerate the unauthorized copying or disclosure of another’s intellectual property. You may use other people’s information only if you have received their consent or if it is publicly available without restriction.
Confidentiality
The IHRDC-CIPDHpromotes transparency, and makes a great amount of its information available to our stakeholders and the public at large. Greater awareness and understanding of our work increases public support. As a IHRDC-CIPDHstaff member, you also have access to protected information that is not intended for public disclosure. Each of us must be able to balance both expectations, by protecting confidential IHRDC-CIPDHinformation and making available public information. Always protect the IHRDC-CIPDH’s confidential information—including intellectual property—from disclosure.
Public speaking
The IHRDC-CIPDHis committed to being an open and transparent organization. Media, whether traditional, new or social, are critical tools for the IHRDC-CIPDHto inform and engage the public about our work. Social media platforms such as Facebook, Twitter and Flickr are now an intrinsic part of our daily lives, both professional and personal. When speaking to the media or using social media platforms, it is important to keep in mind some basic facts to protect your own interests and those of the IHRDC-CIPDH.
This publication is a joint effort of the IHRDC-CIPDH and the IPCCT Management.
