POLICY ON PROTECTION FROM SEXUAL EXPLOITATION AND ABUSE

Policy objective:

To promulgate policy of zero tolerance for sexual exploitation and abuse (SEA) for all SAWA employees and related personnel and ensure that roles, responsibilities and expected standards of conduct in relation to SEA are known within Sanitation and Water Action (SAWA). To create and maintain a safe environment, free from SEA, by taking appropriate measures for this purpose, internally and in the communities where SAWA operates, through robust prevention and response work.

Targeted Audience: All SAWA employees and related personnel.

Effective Date: 25.10.2022

Mandatory Revision Date: 20.12.2024

1. Policy statement:

1.1. SEA violates universally recognized international legal norms and standards and are unacceptable behaviors and prohibited conduct for all humanitarian workers, including SAWA employees and related personnel.³

1.2. SAWA has a policy of zero tolerance towards SEA. All SAWA employees and related personnel⁴ are expected to uphold the highest standards of personal and professional conduct at all times, and to provide humanitarian assistance and services in a manner that respects and fosters the rights of beneficiaries and other vulnerable members of the local communities.

1.3 SAWA staff are obliged to undertake mandatory trainings supported by signed attendance sheet

2. Scope of application:

2.1. This policy sets out SAWA approach to prevent and respond to SEA. The policy applies to all employees and related personnel, both on-and off-duty, and both children and Adults.

3. Definitions⁵:

3.1. For the purposes of the present policy the term ‘sexual exploitation’ means any actual or attempted abuse of a position of vulnerability, differential power, or trust, for sexual purposes, including, but not limited to, profiting monetarily, socially or politically from the sexual exploitation of another.

3.2. The term ‘sexual abuse’ means the actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions.

3.3 The term ‘Sexual Harassment (SH)’ is defined as unwelcome sexual advances, requests for sexual favours, dissemination of sexually offensive or suggestive written, recorded or electronically transmitted messages and other verbal or physical conduct of a sexual nature when:

Submission to such conduct is made explicitly or implicitly a term or condition of an individual’s employment.
Submission to or rejection of such conduct is used as a basis for an employment-related decision affecting an individual.
Such conduct substantially interferes with an individual’s work performance.
Such conduct is objectively severe and pervasive and creates an intimidating, hostile or abusive work environment.

3.4 The term ‘SEA Zero-tolerance policy’ means zero tolerance of UN/SAWA staff and volunteers engaging in any form of sexual exploitation or abuse. In practice, this is a commitment to immediate operational response when a concern is raised and an obligation on any staff, volunteers and associated personnel to report concerns as soon as they arise. It includes protection of, and non-retaliation towards, whistleblowers or anyone else reporting concerns. Zero tolerance to SEA includes a prohibition on transactional sex by aid personnel, regardless of local legislation.

1. The term ‘Survivor/victim’ refers to a person who has experienced sexual exploitation or abuse. The terms ‘victim’ and ‘survivor’ can be used interchangeably. ‘Victim’ is a term often used in the legal and medical sectors. ‘Survivor’ is the term generally preferred in the psychological and social support sectors because it implies resiliency.

1. The term ‘Third-Party Personnel’ refers to any person who is employed by a third-party and made available to the SAWA, without being SAWA Personnel, such as by means of a service agreement between the SAWA and a service provider.

1. Similarly the term ‘Whistleblower’ refers to an individual who reports a concern regarding wrongdoing. Whistleblowers provide information, based on a reasonably held suspicion that a wrongdoing has occurred.

4. Commitment to PSEA:

4.1. SAWA will make every effort to create and maintain a safe environment, free from SEA, and shall take appropriate measures for this purpose in the communities where it operates, through a robust PSEA framework, including prevention and response measures.

4.2. This PSEA framework, affirms SAWA commitment to the UN Secretary General’s Bulletin on Special Measures for protection from sexual exploitation and sexual abuse (ST/SGB/2003/13) and to achieving full, ongoing implementation of the IASC Six Core Principles relating to SEA⁶.

5. Six core principles⁷:

5.1. SEA by SAWA employees and related personnel constitute acts of gross misconduct and are therefore grounds for termination of employment⁸.

5.2. Sexual activity with children (persons under the age of 18) is prohibited regardless of the age of majority or age of consent locally. Mistaken belief regarding the age of a child is not a defense.

5.3. Exchange of money, employment, goods, or services for sex, including sexual favors or other forms of humiliating, degrading or exploitative behavior is prohibited. This includes exchange of assistance that is due to beneficiaries.

5.4. Any sexual relationship between SAWA employees or related personnel and beneficiaries of assistance or other vulnerable members of the local community that involves improper use of rank or position is prohibited. Such relationships undermine the credibility and integrity of humanitarian aid work.

5.5. Where an SAWA employee or related personnel develops concerns or suspicions regarding sexual abuse or exploitation by a fellow worker, whether in the same organization or not, he or she must report such concerns via established reporting mechanisms.

5.6. All SAWA employees and related personnel are obliged to create and maintain an environment which prevents SEA and promotes the implementation of this policy. Managers at all levels have particular responsibilities to support and develop systems which maintain this environment.

6. PSEA framework:

6.1. Prevention:

6.1.1. Vetting: SAWA systematically vets all prospective job candidates in accordance with established screening procedures related personnel on the Organization’s SEA policy and procedures.

6.2. Response:

6.2.1. Reporting: SAWA has safe, confidential and accessible mechanisms and procedures for personnel, beneficiaries and communities, including children, to report SEA allegations that and ensures that beneficiaries are aware of these.

6.2.2. Investigation: SAWA has a process for investigation of SEA allegations in place and shall properly and without delay conduct an investigation of SEA by its employees or related personnel or refer to the proper investigative body if the perpetrator is affiliated with another entity.

6.2.2.1. Referral to National Authorities: If, after proper investigation, there is evidence to support allegations of SEA, these cases may be referred to national authorities for criminal prosecution.

6.2.3. Victim assistance: SAWA has a system to promptly refer SEA survivors to available services, based on their needs and consent.

6.3. Cooperative arrangements:

6.3.1. All SAWA contracts and partnership agreements include a standard clause requiring contractors, suppliers, consultants and sub-partners to commit to a zero-tolerance policy on SEA and to take measures to prevent and respond to SEA.

6.3.2. The failure of those entities or individuals to take preventive measures against SEA, to investigate allegations thereof, or to take corrective action when SEA has occurred, shall constitute grounds for termination of any cooperative arrangement.

TERMS OF REFERENCE FOR PSEA FOCAL PERSON

Background

Purpose

The purpose of the PSEA focal point is to have a designated staff member who supports senior management in coordinating the development and implementation of PSEA policy and procedures.

Scope of Work

Key roles and responsibilities of PSEA focal points include:

Prevention

Conduct periodic assessments of Sanitation and Water Action (SAWA)’s PSEA policies and practices and suggest improvements to senior management.
Conduct training and awareness-raising sessions on PSEA for all personnel on a regular basis.
Work with human resource and other relevant personnel working on related issues, e.g. gender, CP) on PSEA-related aspects, including ensuring that all personnel sign the code of conduct and that screening for past SEA violations is a regular part of the recruitment process.
Facilitate awareness-raising campaigns with beneficiaries and local communities on the definition of SEA, the standards of conduct expected of Sanitation and Water Action (SAWA)’s personnel, and the various mechanisms for raising SEA allegations or concerns, including contact details.

Reporting allegations of SEA

Manage the development of internal procedures for personnel to report incidents of sexual exploitation and abuse safely and confidentiality.
Receive reports of SEA allegations and related information and coordinate the response according to relevant procedures.
Report concerns or issues with PSEA implementation to senior management.

Response to SEA allegations

Once a complaint is received, coordinate SAWA’s response, including referral of SEA survivors for immediate, professional assistance and referral of the case for further investigations

Other responsibilities

Coordinate SAWA’s PSEA activities with relevant organizations, including inter-agency initiatives, as appropriate.
Support senior management in implementing other PSEA-related activities, as appropriate.

Competencies and Experiences

Proven integrity, objectivity and professional competence
Demonstrated sensitivity and knowledge of cultural and gender issues; experience in GBV programming is preferred
Fluent in [English and Swahili language(s)
Demonstrated experience of working directly with local communities
Proven communication skills

Upon appointment, the focal point will undergo organization-specific training on PSEA, as soon as feasible.

ROLES AND RESPONSIBILITIES ON PSEA

Personnel	Roles and Responsibilities
Management	Provide oversight of PSEA prevention and response Review and update PSEA-related policies and guidance Ensure attention and resources to PSEA across the organization Facilitate and oversee investigations of SEA allegations Coordinate with other organizations on PSEA, including donors
PSEA Focal Point (in coordination with gender/GBV/CP personnel where available)	Support senior management to meet their PSEA-related responsibilities Report concerns or issues with PSEA implementation to senior management Receive reports of SEA allegations and coordinate the response Conduct training and awareness-raising of personnel and others on PSEA Coordinate with other relevant actors on PSEA, including inter-agency efforts
Human Resources	Conduct screening for past SEA violations, and other code of conduct and policy violations (e.g. fraud, corruption, abuse of power), as part of recruitment process Ensure all personnel sign the organization’s code of conduct Integrate a PSEA clause in contract agreements, including when subcontracting Support communication with personnel during investigation of SEA allegations Keep PSEA-related documents of personnel on file, including signed codes of conduct
All Personnel	Uphold the code of conduct and PSEA-related policies Actively participate in SEA-related trainings and awareness-raising efforts, including support for dissemination of PSEA materials Report allegations of SEA through the designated reporting channels Participate in investigations of SEA allegations as appropriate Identify and mitigate/avoid SEA-related programme risks (particularly for personnel involved in programming)

Communication Channel

In case of any event and the need to report arises, the following is a list of contacts where all information provided is confidential.

FOCAL POINT	LOCATION	CONTACTS
Beatus Peter	Project Engineer –Mbeya	beatusburchard@sawatanzania.org +255 757 572 574
Joachim B. Assenga	Project Manager – Mbeya	joachimassenga@sawatanzania.org +255 762 055 979
Wilhelmina Anthony Malima	SAWA PSEA Focal Point	wilhelminamalima@sawatanzania.org +255 754 327 987
Charles Zacharia Mutoka	SAWA Executive Director	info@sawatanzania.org +255 754 621 265
Muganyizi Ndyamukama	SAWA Board Chairperson	board@sawatanzania.org +255 754 384 380
Shalini Bahuguna	UNICEF Representative	sbahuguna@unicef.org
Sampathi Perera	UNICEF-TCO PSEA focal point/ CP Specialist	sperera@unicef.org +255 784 202 033
Maud Droogleever Fortuyn	Chief Child Protection	mdfortuyn@unicef.org +255 787 600 113
UNICEF HQ	UNICEF	integrity1@unicef.org

3. Human Resources Systems

SANITATION AND WATER ACTION – SAWA

Checklist for PSEA-Sensitive Recruitment, Contracting and Performance Management

Include a sentence in job announcements to notify candidates that background and reference checks will be conducted and ethics is part of annual performance appraisals
Require applicants to self-declare prior issues of sexual or other misconduct, termination of past employment, criminal records, and concerns registered with government authorities regarding contact with children, and to consent to the disclosure of any such information by their former employers during verification of references
Conduct background checks (e.g. police records, Google searches) and contact references to vet for former misconduct in accordance with local laws regarding employment, privacy and data protection
Ensure gender-balanced interview panels during hiring processes and conduct gender neutral interviews⁹
Ask candidates interview questions about ethics and ethical dilemmas (e.g. What’s your idea of an ethical organization? Tell me about a time when you faced an ethical challenge.)
Require candidates to review and sign the code of conduct before being offered a contract
Include a PSEA clause¹⁰ in employment contracts, including when subcontracting
Outline disciplinary measures in the event of proven SEA allegations (e.g. termination of contract)
Include training in PSEA as part of onboarding process and provide refresher courses at regular intervals during employment tenure
Include adherence to code of conduct (e.g. participation in PSEA trainings) in performance appraisals of staff
Include in the performance appraisals of senior staff their effectiveness in creating and maintaining an environment which prevents and responds to SEA
Freeze professional advancement/recruitment opportunities of individuals under investigation
In cases of confirmed misconduct, take robust disciplinary action (e.g. dismissal, suspension, written censure or other administrative/corrective measures) and, where this involves possible criminal conduct, consider reporting the incident to local law enforcement authorities¹¹
Maintain an internal database documenting any disciplinary measures on personnel, including dismissals, to avoid rehiring them at a later point in time
Systematically share relevant information of personnel known to have committed SEA with other potential employers during background checks, to the extent legally possible.

SANITATION AND WATER ACTION – SAWA

Please provide the following information about yourself:

Name:

Current Title:

Current Company:

Phone number if we need to follow up with you:

Position for which [Candidate] is under consideration: [Assignment position]

Describe the length and nature of your acquaintance with the candidate (please include dates).

Describe the candidate’s abilities in managing engineering and construction teams, supervising field staff, managing budget.

Describe the candidate’s understanding of technical issues related to project feasibility studies, design, construction and management of targeted rural/urban water supply and sanitation infrastructure

Describe the candidate’s abilities in monitoring and evaluating projects performance and progress against work plans

How was the candidate received by colleagues?

How familiar is the candidate with Donor program procedures and regulations?

Did the person train other staff, and if so, how was the training received? Did you see changes in the skills /capacity/understanding of your staff post-training?

What is your evaluation of the candidate’s ability to accept direction and/or feedback as well as ability to provide it?

Describe the candidates writing skills – reports, emails, news briefings etc.

What is the best way to supervise or manage the candidate in order to get their best performance in the work place?

What might be some of the candidate’s weaknesses, or areas for improvement?

Are you aware of any past experience of the candidate regarding Sexual Exploitation and Abuse issues?

Thank you for your time and assistance. Please note that this communication is confidential

SANITATION AND WATER ACTION – SAWA

PSEA & GBV SELF DECLARATION FORM FOR SAWA EMPLOYEES AND OTHER PERSONEL

Objective

PSEA self-declaration form seek to obtain commitment from SAWA personnel and service providers with contracts with SAWA in pursuit to prevent PSEA and GBV practices in areas of operation.

Definitions

The following definitions are reminder to raise your understanding and commitments on PSEA and GBV control in your area of operation.

1. For the purpose of this declaration SAWA adopt definitions of SAWA/UN PSEA policy of which a term PSEA means Prevention of Sexual Exploitation and Abuse.
2. The term ‘sexual exploitation’ means any actual or attempted abuse of a position of vulnerability, differential power, or trust, for sexual purposes, including, but not limited to, profiting monetarily, socially or politically from the sexual exploitation of another.
3. The term ‘sexual abuse’ means the actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions.
4. The term ‘Sexual Harassment (SH)’ means any unwelcome words, acts, or gestures of a sexual nature. SH can include sexual assault, including attempted sexual assault, attempted rape and raping. The perspective of the person targeted by the conduct decides what is reasonable or not in terms of unacceptable behaviour. In SH, both the perpetrator and the victim are employees working in the same organization.
5. The term ‘SEA Zero-tolerance policy’ means zero tolerance of UN/SAWA staff and volunteers engaging in any form of sexual exploitation or abuse. In practice, this is a commitment to immediate operational response when a concern is raised and an obligation on any staff, volunteers and associated personnel to report concerns as soon as they arise. It includes protection of, and non-retaliation towards, whistleblowers or anyone else reporting concerns. Zero tolerance to SEA includes a prohibition on transactional sex by aid personnel, regardless of local legislation.
6. The term ‘Survivor/victim’ refers to a person who has experienced sexual exploitation or abuse. The terms ‘victim’ and ‘survivor’ can be used interchangeably. ‘Victim’ is a term often used in the legal and medical sectors. ‘Survivor’ is the term generally preferred in the psychological and social support sectors because it implies resiliency.
7. The term ‘Third-Party Personnel’ refers to any person who is employed by a third-party and made available to the SAWA, without being SAWA Personnel, such as by means of a service agreement between the SAWA and a service provider.
8. The term ‘Whistleblower’ refers to an individual who reports a concern regarding wrongdoing. Whistleblowers provide information, based on a reasonably held suspicion that a wrongdoing has occurred.
9. Similarly the term ‘Gender Based Violence (GBV)’ means an umbrella term for any harmful act that is perpetrated against a person’s will and that is based on socially ascribed (i.e. gender) differences between males and females. It includes acts that inflict physical, sexual or mental harm or suffering, threats of such acts, coercion, and other deprivations of liberty. These acts can occur in public or in private.

Commitment to PSEA and GBV Control:

1. SAWA will make every effort to create and maintain a safe environment, free from SEA, and shall take appropriate measures for this purpose in the communities where it operates, through a robust PSEA framework, including prevention and response measures.
2. This PSEA framework, affirms SAWA commitment to the UN Secretary General’s Bulletin on Special Measures for protection from sexual exploitation and sexual abuse (ST/SGB/2003/13) and to achieving full, ongoing implementation of the IASC Six Core Principles relating to SEA.
3. SAWA is committed to prevent Gender Based Violence in areas of work. This task expand from PSEA to cover other people including beneficiaries and other service providers not affiliated with SAWA.

Six principles of PSEA

Therefore SAWA employees and related personnel are required to comply with the following PSEA principles;

1. SEA by SAWA employees and related personnel constitute acts of gross misconduct and are therefore grounds for termination of employment.

2. Sexual activity with children (persons under the age of 18) is prohibited regardless of the age of majority or age of consent locally. Mistaken belief regarding the age of a child is not a defense.

3. Exchange of money, employment, goods, or services for sex, including sexual favors or other forms of humiliating, degrading or exploitative behavior is prohibited. This includes exchange of assistance that is due to beneficiaries.

4. Any sexual relationship between SAWA employees or related personnel and beneficiaries of assistance or other vulnerable members of the local community that involves improper use of rank or position is prohibited. Such relationships undermine the credibility and integrity of humanitarian aid work.

5. Where SAWA employee or related personnel develop concerns or suspicions regarding sexual abuse or exploitation by a fellow worker, whether in the same organization or not, he or she must report such concerns via established reporting mechanisms.

6. All SAWA employees and related personnel are obliged to create and maintain an environment which prevents SEA and promotes the implementation of this policy. Managers at all levels have particular responsibilities to support and develop systems which maintain this environment.

13. All SAWA employee are mandated to Report allegations of SEA through the designated reporting channels

14. All SAWA staff are obliged to take part in investigations of SEA allegations as appropriate and will not refrain from retaliation action.

Declaration

I have read carefully and understand all the six (6) principles, and will enforce them all the time. I ………………………………………………………….. Accept terms and conditions of this declaration and, accept to bear any consequence by breaching any of the principle including termination of contract if found guilty.

Signature: ………………………………………………………………………………..

Date………………………………………………………………………………………..

Witness:

Name…………………………………………………………………………………………

Signature…………………………………………………………………………………..

Date………………………………………………………………………………………….

SAWA STAFF CONTRACT

Date………………….

Name:

Gender:

Date of Birth:

Box 42407 Dar es Salaam

Tel: ………………., email :

Dear xxxxxxx,

We are delighted to offer you an extension of employment as ……………….. to work on ……… in Temeke Municipality. The position will be based in Dar es Salaam.

Date of contract

This will be a xxxxx months contract of employment that will begin on xxxxxx and end xxxxxx. Your contract will be renewable by mutual agreement at the end of this period.

Work schedule

Your normal period of work is 40hours per week but this may be extended to 45 hours (with no additional remuneration) should conditions in the field demand this.

Salary

Your salary will be as follows:

Basic salary TZS xxxxx

Add transport cost TZS xxxxx

Total Gross Salary TZS xxxxx

Less PPF TZS xxxxx

Total Taxable salary TZS xxxxx

Tax Due TZS xxxxx

Deduct SDL (5%) TZS xxxxx

You’re Take Home Pay TZS xxxxx

You will be paid salary on 25^th of each month. SAWA will withhold from the gross salary the employee’s pension contribution and pay government local taxes to the appropriate authorities in accordance with Tanzania law along with staff benefits. The following benefits will be covered:

Annual Leave

a) You are entitled to twenty two (22) working days annual leave for each completed year of the service. Such a leave will be taken at such time or times as suits the convenience of SAWA. Monthly entitlement works out as 1.83 days per month. You may take leave only as it is earned over the course of your employment.

b) You may carry forward up to ten (10) days-paid leave into the following year. Unutilised leave days in the excess of ten days will be forfeited unless requested to carry forward is justified for the project reasons and is approved in advance by the employer.

Gazetted Public Holidays

Gazetted Tanzanian Public Holidays shall be holidays with full pay. When Gazetted public holidays fall within a period of annual leave taken, that leave will be increased by the same number of days.

Sick Leave

Tanzanian labour laws apply for sick leave. An employer is not required to pay an employee for sick leave if employee fails to produce a medical certificate ( or if the employee is entitled to b e paid a sick leave under any law, fund or collective agreement)

Medical insurance

SAWA will provide medical insurance that provides reasonable level of outpatient coverage for the employee, spouse and up to four dependent children. The insurance scheme is not yet finalised, however, SAWA reimburses modest medical expenses up to 800,000 per year as an interim measure.

Year –end allowance ( 13^th Month)

Your year- end allowance will be one month’s basic salary for the 12 months worked. Your year-end bonus will be paid proportionally to your effective working time during the year in accordance with the Labour Code of Tanzania.

Other Benefits

SAWA will provide the benefits below and any other benefits required by Tanzania labour law

National Social Security Fund of 10% of the wage bill: and
Reimbursement support on transport from home to office not exceeding to Tsh 100,000 per month for those owning car (s) otherwise it will form part of employee’s salary.
Reimbursement of communication during project work not exceeding to Tsh 30,000 per month
Workers compensation as required by Tanzania labour law.

Early termination of employment

In the event that SAWA wishes to prematurely terminate your contract, the length of notice that you are entitled to receive from SAWA a period of one month or one month’s salary in lieu thereof. SAWA is entitled to a two months notice if you terminate contract before its term ending date.

Reporting requirements

All activity reports, as prescribed by your job description must be submitted on a timely basis to your supervisor

Sexual Exploitation and Abuse (PSEA)

SAWA employees shall not engage in any sexual exploitation and abuse conduct, or child safeguarding violations or sexual harassment as defined in the PSEA Policy.

A staff employed by SAWA shall sign a self-declaration to accept having knowledge on the PSEA principles and commit to report allegations of SEA through the designated reporting channels , and that is obliged to take part in investigations of SEA allegations as appropriate and will not refrain from retaliation action.

Each staff will have to undertake compulsory online training as well periodic face to face trainings with SAWA. Either SAWA will apply a policy of “zero tolerance” with regard to sexual exploitation and abuse, and child safeguarding violations (PSEA). All signed documents and certificates shall be kept in staff personal file. Definitions are provided below:

The term ‘sexual exploitation’ means any actual or attempted abuse of a position of vulnerability, differential power, or trust, for sexual purposes, including, but not limited to, profiting monetarily, socially or politically from the sexual exploitation of another.

The term ‘sexual abuse’ means the actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions.

The term ‘Sexual Harassment (SH)’ is defined as unwelcome sexual advances, requests for sexual favours, dissemination of sexually offensive or suggestive written, recorded or electronically transmitted messages and other verbal or physical conduct of a sexual nature when:

Submission to such conduct is made explicitly or implicitly a term or condition of an individual’s employment.
Submission to or rejection of such conduct is used as a basis for an employment-related decision affecting an individual.
Such conduct substantially interferes with an individual’s work performance.
Such conduct is objectively severe and pervasive and creates an intimidating, hostile or abusive work environment.

The term ‘SEA Zero-tolerance policy’ means zero tolerance of UN/SAWA staff and volunteers engaging in any form of sexual exploitation or abuse. In practice, this is a commitment to immediate operational response when a concern is raised and an obligation on any staff, volunteers and associated personnel to report concerns as soon as they arise. It includes protection of, and non-retaliation towards, whistleblowers or anyone else reporting concerns. Zero tolerance to SEA includes a prohibition on transactional sex by aid personnel, regardless of local legislation.

The term ‘Survivor/victim’ refers to a person who has experienced sexual exploitation or abuse. The terms ‘victim’ and ‘survivor’ can be used interchangeably. ‘Victim’ is a term often used in the legal and medical sectors. ‘Survivor’ is the term generally preferred in the psychological and social support sectors because it implies resiliency.

The term ‘Third-Party Personnel’ refers to any person who is employed by a third-party and made available to the SAWA, without being SAWA Personnel, such as by means of a service agreement between the SAWA and a service provider.

Similarly the term ‘Whistleblower’ refers to an individual who reports a concern regarding wrongdoing. Whistleblowers provide information, based on a reasonably held suspicion that a wrongdoing has occurred.

Other terms and conditions

Your employment is subject to standard SAWA Human Resource Manual and staff and terms and conditions of employment. Also labour code of Tanzania shall govern any terms of employment not specifically addressed herein.

Amendments

Any amendments to this appointment will be documented by SAWA with a letter of amendment issues to you.

Immediate family

Certain benefits, as described in the terms and conditions of service, pertain to your immediate family (spouse and up to four children or official dependants aged under 18 years). You should fill their names below:

Spouse ___________________________________________

Children/ Dependants

1.______________________________________Date of Birth__________________

2.______________________________________Date of Birth__________________

3.______________________________________Date of Birth__________________

4.______________________________________Date of Birth__________________

Employer:

Signed_________________________________Date__________________________

Title___________________________________

Name__________________________________

(For and on behalf of SAWA)

Employee Acceptance

Signed_________________________________Date__________________________

Employee’s Name in full ________________________________________________

SANITATION AND WATER ACTION (SAWA)

Job Description

Job Title:	Community Development Officer Fit for school
Place of Work:	Dar es Salaam

Reports to:	Executive Director

Main purpose of the job

SAWA in collaboration with GIZ and Temeke Municipal Council will pilot Fit For School in Temeke municipality. The partnership intends to improve behavior change through mass hand washing with soap to primary school pupils and teachers in ten (10) schools of Temeke Municipality.

The Community Development Officer will be responsible for leading the implementation in selected ten (10) schools in Temeke Municipality under the technical guidance and leadership of SAWA WASH Advisor.

Primary Responsibilities

Work in collaboration with Temeke team to develop project implementation plan
Work closely with SAWA WASH advisor for technical input to the project
Manage the plan for FIT for school
Participate in FIT stakeholders meetings and work closely with LGAs
Participate in recruitment of service providers ( if need be)
Arrange and participate mobilization meetings with school communities
Facilitate trainings for target group ( Schools and communities )
Work closely with school community and respective people in the community to achieve FIT objectives
Ensure implementation is done as per Fit for Schools guidelines
Support in building capacity of partners from Temeke LGA
Compile project plans and performance report on 3 monthly basis and share with SAWA
Work with the team to document performance evidences and voices from community on project issues ( quality of service, system, management etc), lessons and challenges observed on the ground

Program support

Participate in workshops/seminars/meeting that focus on Fit for School Project work and develop dissemination framework of the lessons/experiences
Undertake any other responsibilities, tasks or activities as reasonably required

Roles and Responsibility on PSEA

SAWA staff will be responsible for PSEA in the following

Uphold the code of conduct and PSEA-related policies
Actively participate in SEA-related trainings and awareness-raising efforts, including support for dissemination of PSEA materials
Report allegations of SEA through the designated reporting channels
Participate in investigations of SEA allegations as appropriate

Identify and mitigate/avoid SEA-related programme risks (particularly for personnel involved in programming)

Key Working Relationships

Internal: SAWA Executive Director, WASH Advisor, Program Accountant and Program engineer.

External: GIZ team, Ministry of Water and Irrigation, Ministry of Health and Social Welfare, relevant WASH experts, WASH Implementing Partners, WASH Development Partners, Private Sector Service Actors.

Qualifications

BSc degree in Public Health, sociology or related fields;
At least one years’ experience implementing WASH projects;
At least one years working in water, sanitation and hygiene at community and school levels;
Experience implementing participatory approaches such as CLTS,PHAST, CHAST, conducting Gender Barrier Analysis and experience conducting formative research;
Knowledge and understanding of gender dynamics and transformation related to water, sanitation in rural communities;
Strong communication skills and high capacity to work together with other colleagues in a multi-cultural team;
Fluency in Microsoft Office package(Word, Excel, Power point) and SPSS or other statistical packages preferred;
Self-starter with an ability to work independently, meet deadlines and maintain continuous communication
Professional knowledge of English and Swahili;

PSEA Reporting responsibility

In case of any requirement to report, staff will be responsible to report through below mentioned contacts and always assured of confidentiality.

FOCAL POINT	LOCATION	CONTACTS
Beatus Peter	Project Engineer –Mbeya	beatusburchard@sawatanzania.org +255 757 572 574
Joachim B. Assenga	Project Manager – Mbeya	joachimassenga@sawatanzania.org +255 762 055 979
Wilhelmina Anthony Malima	SAWA PSEA Focal Point	wilhelminamalima@sawatanzania.org +255 754 327 987
Charles Zacharia Mutoka	SAWA Executive Director	info@sawatanzania.org +255 754 621 265
Muganyizi Ndyamukama	SAWA Board Chairperson	board@sawatanzania.org +255 754 384 380
Shalini Bahuguna	UNICEF Representative	sbahuguna@unicef.org
Sampathi Perera	UNICEF-TCO PSEA focal point/ CP Specialist	sperera@unicef.org +255 784 202 033
Maud Droogleever Fortuyn	Chief Child Protection	mdfortuyn@unicef.org +255 787 600 113
UNICEF HQ	UNICEF	integrity1@unicef.org

4. Mandatory Training

PSEA ANNUAL TRAINING PLAN

Background

Targeted Audience:

All SAWA employees and related personnel.

Purpose

Capacity building of SAWA employees and related personnel to raise their PSEA awareness and compliance

Scope

The training arrangements cover basic understanding of PSEA, reporting mechanisms and awareness raising

Themes

The training package cover “SAY NO TO PSEA, DISCUSSION ON PSEA AND ORIENTATION TRAININGS”

Training plan

SN	TARGET AUDIENCE	REPONSIBLE PERSON	DURATION	REMARKS

1	SAWA Board members	PSEA FP	On quarterly basis	To be done during mandatory board sessions – March, June, September and December 2023
2	SAWA employees and board refresher training	PSEA FP and trained staff	Annually – December 2023	To be done during Annual General Meeting face to face
3	SAWA project staff	PSEA FP	On quarterly basis (June and September 2023	To enhance capacity and understanding of project team on SEA topics

Certificate provision

The audience capacitated on PSEA will be recognized and from time to time will be given refresher trainings to keep up the pace.

PSEA TRAINING AGENDA

Note: The Organization will modify this training agenda based on the specific audience.

ACTIVITY	EST. TIME	RESOURCES
INTRODUCTION
Welcome and introduction Introduction of trainer(s) and learners Overview of training agenda Expected learning outcomes	15 min	Handout: Training agenda
SESSION 1: UNDERSTANDING SEXUAL EXPLOITATION AND ABUSE
Presentation: Key definitions and concepts Definition of SEA UN Zero-Tolerance Policy on SEA Roles and responsibilities of personnel in preventing and responding to SEA	15 min	Handouts: Copies of SG’s Bulletin (ST/SGB/2003/13), organization’s code of conduct and other relevant documents
Case scenarios: Is this SEA? Present practical scenarios and discuss which ones may be cases of SEA and why	45 min
Group exercise: Impacts of SEA Ask learners to identify the (potential) consequences of SEA on a) the survivor(s), b) the community, c) the organization, and d) others	30 min
SESSION 2: TAKING ACTION AGAINST SEA
Presentation: Overview Overview of responses to SEA (prevention, reporting, investigation and referral) Guiding principles (including survivor-centered approach)	20 min	Handout of relevant tools of UNICEF’s PSEA Practical Guide Toolkit for UNICEF and Partners (e.g. organizational self-assessment, action plan template, PSEA risk assessment and mitigation)
Group discussion: Prevention Discuss how to identify and mitigate risks of SEA in their context (What are warning signs? Why are they ignored? What more can the organization do to prevent SEA?)	45 min
Presentation: Reporting Mandatory reporting How to report SEA allegations, including confidentiality issues and “the best interest of the child” Protections for those reporting SEA allegations	20 min	Handout with contact information of reporting channels and policy for protecting whistleblowers and/or complainants
Presentation: Investigations Overview of investigation process Consequences for personnel if allegations are substantiated Responsibilities of personnel to fully participate in any investigation	15 min
Presentation: Assistance Service needs of survivors (and witnesses) Survivor-centered approaches and informed consent Referral pathways	10 min
CONCLUSIONS
Conclusions Summary of key learnings Ask each learner to provide at least one answer to the question: “How do you plan to apply what you just learned in your work?” Feedback on training	20 min	Feedback forms

TRAINING MATERIALS FOR PSEA TRAINING WITH SAWA TEAMS INCLUDE:

04 (2a) SAY NO TO SEXUAL MISCONDUCT – KISWAHILI

04 (2b) PSEA orientations – English

04 (2c) PSEA discussion -Introduction to PSEA and GBV risk mitigation -reporting channels

Note: These materials have been adopted from UNICEF PSEA Training package

Program implementation plan for February, 2023 integrating PSEA

Find attachment for training manual adapted for SAWA employees and other personnel

Find attachment for Certificate

Find attachment for attendance sheet

Find attachments for PSEA training manual

5. Reporting

SEXUAL EXPLOITATION AND ABUSE (SEA) REPORTING GUIDANCE/MECHANISM

GENERAL

SAWA has responsibility to ensure that all persons of concern (PoCs) are safe from exploitation and abuse and that clear mechanisms are in place to support this. This note is to document the internal procedures in the three most likely common types of reported incidents in humanitarian contexts. SAWA adopt UNHCR Inter agency PSEA referral pathways to serve as a guiding note in implementation of programs supported by United Nations’ Organizations including UNICEF, UNHCR and UNDP

REPORTS AGAINST UNICEF STAFF

Reports can be made directly to the Executive Director and/or Board chair person.
Any staff member/partner can make a direct report.
Reports can also be made to the PSEA Focal Point who will take the step of informing the Executive Director and/or UNICEF Representative and then the report will be shared with the Investigation agencies.

REPORTS AGAINST POLICE OFFICERS

The report should be channeled to the PSEA Focal Point in implementing partner organization who will refer it to the UNICEF Representative directly. The UNICEF Representative shall in turn inform the MHA RSD Director.
[All issues pertaining to the conduct of the package police shall be directed to the office of Inspector General of the Police; the deployment of the package police is guided by the MOU between UNHCR and the Government of Tanzania which among other things explain the procedure to follow in case of complaints against the police].

Investigations against Police Officers will be conducted by the police as per the directions of the Inspector General of Police (IGP) and the responsible Regional Police Commander (RPC). A report will be submitted to the Head Office who will inform the Representative and the Regional Police Commander. Thereafter a report will be made to the Inspector General of Police (IGP) by the Representative to initiate investigation.

Pending formal investigations and follow-up disciplinary procedures by the IGP, the Police Officer involved should immediately be relieved of their duties in the area of operation as directed by the IGP and the relevant authority. It is essential that all potential risks to the complainant are considered and that UNICEF/UNHCR Protection staff are involved to support a risk-assessment and take any necessary action before the information is shared with the police. This is to be done as a priority.
A relevant formal process comprising senior police officials in the location will be convened once a reasonable cause is established.
If found guilty, the case will be handed over for criminal proceedings if it is a crime punishable by the Penal Code.

The IGO will be informed by the UNHCR PSEA Focal Point, following communication with the Representative. While the IGO may not investigate, the IGO can flag the concern to the host country.

REPORTS AGAINST SAWA SUPPORTING TEAMS AT FIELD

The complaint can be raised confidentially with the SAWA PSEA Focal Point, Investigative Body or Senior Manager as soon as possible.

Where the PSEA Focal Point is the subject or is involved in a complaint or allegation, the complaint can be referred to the Alternate PSEA Focal Point, Investigative Body or Senior Manager as soon as possible.

Where both PSEA Focal Points are involved, the complaint can be raised with an established investigative body or with senior management of the agency as soon as possible.

Under the PPA (section on Ethical Considerations and Professional Misconduct) all partners of UNICEF/UNHCR are required to (as per the model PPA 2017) as follows:

12.22 The Parties commit to carry out all their activities with the highest ethical and professional standards, both within their respective organizations and externally, in conformity with their humanitarian nature. This includes efficient and cost-effective management and transparent reporting and communications, to maintain credibility, reputation and integrity and to attain the best results for the Population of Concern.

12.23 The Parties shall commit to put in place policies to ensure that their personnel do not derive personal benefit as a result of their involvement in activities and work for the Partner and/or for UNICEF/UNHCR.

12.24 The Parties shall undertake to inform their personnel to refrain from any conduct that could potentially be perceived as having an element of conflict of interest or adversely reflect on UNICEF/UNHCR and/or the United Nations and from any activity that is incompatible with the aim and objectives of the United Nations or the mandate of UNICEF/UNHCR.

12.25 The Parties shall undertake all reasonable measures to prevent their personnel from exploiting and abusing refugees and other persons of concern and from engaging in any form of behavior that could amount to misconduct. The failure of the Partner to take effective measures to prevent such abuse or other misconduct, or the failure of the Partner to investigate allegations or to request UNICEF/UNHCR investigative support of the same and to take disciplinary and corrective actions when misconduct is found to have occurred, shall constitute grounds for termination of this Agreement.

12.26 The Partner shall ensure close coordination with UNICEF/UNHCR regarding the planning and conduct of any investigation or administrative action in regard to allegations of such abuse and possible misconduct, and shall share with UNICEF/UNHCR the full investigation report, or a redacted summary thereof to safeguard confidentiality, if advised by legal counsel that sharing the full report could jeopardize the Partner’s attorney-client privilege in the context of any governmental or third party (i.e. not the United Nations or any of its subordinate or related offices or agencies) investigation or administrative action.

12.27 When deemed necessary and appropriate by both Parties, UNICEF/UNHCR may conduct an investigation in coordination with the Partner and share the findings with the Partner. Alternatively, the Partner may request UNICEF/UNHCR support to conduct an investigation.

In all cases relating to SAWA staff and affiliated workforce, partners including affiliated workforce, UN entities and local authorities’ reports will be channeled to the PSEA Focal Point who will inform the UNICEF/UNHCR Representative. The IGO may not be in a position to investigate and will advise the PSEA Focal Point as such. In parallel the PSEA Focal Point will inform the partner/UN entity regarding the report using the agreed complaints form. Reports against staff serving in local authorities will be channeled through the PSEA Focal Point at the location to the UNICEF/UNHCR Representative for the concerns to be raised with the relevant authority.

SAWA SEA REPORTING CHANNEL

FOCAL POINT	LOCATION	CONTACTS
Beatus Peter	Project Engineer –Mbeya	beatusburchard@sawatanzania.org +255 757 572 574
Joachim B. Assenga	Project Manager – Mbeya	joachimassenga@sawatanzania.org +255 762 055 979
Wilhelmina Anthony Malima	SAWA PSEA Focal Point	wilhelminamalima@sawatanzania.org +255 754 327 987
Charles Zacharia Mutoka	SAWA Executive Director	info@sawatanzania.org +255 754 621 265
Muganyizi Ndyamukama	SAWA Board Chairperson	board@sawatanzania.org +255 754 384 380
Shalini Bahuguna	UNICEF Representative	sbahuguna@unicef.org
Sampathi Perera	UNICEF-TCO PSEA focal point/ CP Specialist	sperera@unicef.org +255 784 202 033
Maud Droogleever Fortuyn	Chief Child Protection	mdfortuyn@unicef.org +255 787 600 113
UNICEF HQ	UNICEF	integrity1@unicef.org

SAWA WHISTLE BLOWER POLICY ON PSEA

KNOW RULES: THERE IS NO EXCUSE

At all times we must treat t h e local population with respect and dignity

Sexual exploitation and abuse ( SEA)is unacceptable behavior a n d prohibited conduct f o r all
SEA threatens the liv e s of people that , we are to serve and protect

SEA undermines discipline, and damages the reputation of the organization

EVERY PERSON UNDER SAWA MUST COMPLY WITH THE FOLLOWNG PROHIBITIONS

It is strictly prohibited to have any sexual activity with anyone under the age of 18 years (regardless of the age of majority or age of consent locally or in my home country).Mistaken belief as to the age of the person is no excuse.

It is strictly prohibited to have sex with anyone, in exchange of money, employment, preferential treatment, goods or services. as prostitute is not allowed in our country

It is strictly prohibited to engage in any other form of sexually humiliating, degrading or exploitative behavior

I fully understand that;

Involvement in any act of SEA will be investigated and prosecuted if warranted;
Any proven act of SEA will result in measures that can include but are not limited to: suspension, immediate repatriation, dismissal, imprisonment and a ban from future employment in SAWA organization
_If _I _wit_n_e_s_s_S_E_A _behavior_by _othe_r_s_, _re_ga_r_dless_of _t_h_e_ir_po_s_ition_or _s_e_n_i_o_r_ity,_I _have_aresponsibility to take all reasonable measures to stop the misconduct and report the incident
Failure to respond or report misconduct is a breach of the organization standards of conduct.
There is no excuse! SAWA has zero tolerance on SEA

^{NO EXCUSE}^{FOR SEXUAL EXPL}^O^ITA^T^{ION AND} ^ABUSE

SANITATION AND WATER ACTION

Standard Operating Procedures

Management of a Complaint Chanel

Contents

Purpose

Scope

Policy/ Reference Documents

Procedure

General Management Issues

Accountability

Purpose

This document outlines the Standard Operating Procedures (“SOPs”) for the management of SEA complaints. It details the complaint mechanism and responsibilities of Designated Focal Points.

These SOPs

Establish a confidential complaint mechanism to ensure that persons of concern are able to report all concerns encountered in accessing services. This includes gaps in service delivery, and complaints concerning other Persons of Concern (PoCs), SAWA staff, Service providers ( suppliers of materials, stationeries, drillers, surveyors) , Masons, Government staff, and other actors engaged in organization assignments.

Set out the modalities for managing the Complaint Chanel.

Define the responsibilities of the Designated Focal Points in the receipt and handling of complaints and feedback to PoCs.

Become effective on 01 November 2022.

The overall objective of these SOPs lies in setting proper standards in order to ensure accountability to affected populations, confidentiality and further strengthen the efficiency and effectiveness in the response to complaints. A formal complaint mechanism for SAWA operation in Tanzania include; Provision of focal person’s email and phone number as well as names and contacts of field team coordinator and HQ executive officer within the organization; Sharing names and contacts of UNICEF PSEA focal point and Integrity officer; as well as focal points from the Government of Tanzania.

The complaint reporting mechanism provide a communication channel between PoCs and SAWA/UNICEF. They help UNICEF to identify protection problems and challenges faced by staff and/or beneficiaries in Tanzania so that measures can be taken to address these challenges. They also provide an additional channel for the identification and referral of cases for specific interventions by UNICEF and/or referral to implementing partners.

2. Scope

These SOPs on the Management of a Complaint mechanism channels are designed to be utilized when handling the contents of messages relating to the complaints of SAWA’s PoCs.

These SOPs shall apply to all SAWA staff as well as the affiliate staff involved in complaint management and shall remain in effect unless and until expressly modified by PSEA focal person.

3. Policy/ Reference Documents

UNHCR Code of Conduct and Explanatory Notes, June 2004

Confidentiality Guidelines, UNHCR/IOM/71/01

Tanzania Inter-Agency PSEA Protocol and its 14 Annexes

SGBV Standard Operating Procedures

Strategic Framework for the Prevention of Fraud and Corruption, July 2013

Policy and Procedural Guidelines: Addressing Resettlement Fraud Perpetrated by Refugees, March 2008UNHCR Resettlement Handbook Ch.4.4 “Combating Fraud and Corruption in the Resettlement Process”

4. Procedure

Complaint contacts shall be made available and placed in accessible locations in all organization areas of operation. Signage in all major formal languages spoken in Tanzania shall be put up next to the Complaint poster to explain the complaint procedures.

There will be dedicated page with contacts attached to every contract signed by service provider

Every complaint contacts shall come with a poster.

The Designated Officers are in charge of ensuring that Complaint contacts and posters are maintained and remained intact at all times.

Complaint contacts and a poster shall be made accessible to everyone in notice boards of village government/School/ Health care facility the organization directly support by designated Head of Field Office or Senior Protection Officer at the HQ office.

Heads of Field Offices shall inform the HQ Office focal point and may then report to UNICEF (addressed to the Designated Fraud Focal Point and copied to the Representatives) of the Designated Officers assigned for each location.

The Designated Officials are responsible for documenting and reviewing the complaints received through the Complaint channel contacts on a monthly basis. In cases where complaints have to be translated, the Designated Official shall reach out to colleagues to assist with translations.

Feedback shall be provided to the complainant where applicable and in such manner as deemed appropriate by the Designated Official.

All complaints received that deal with allegations of fraud shall be addressed to the Designated Fraud Focal Point at the Dar es Salaam Country Office and marked as “confidential.” The Designated Fraud Focal Point shall ensure that all allegations received through the Complaint communication contacts are documented and properly addressed.

5. General Management Issues

Confidentiality: All information provided by PoCs is confidential and Designated Officers involved in complaint management shall treat it as such. Further guidance can be found in UNICEF/UNHCR’s Confidentiality Guidelines and Code of Conduct.

Security: Access to the contents of the complaint communication channels is restricted to the designated staff involved in the complaint management.

Accessibility: Complaint communication channels shall be posted in central locations so that all PoCs can have access to them.

Awareness: PoCs shall be made aware of the Complaint communication channels and complaint mechanism.

Anonymity: PoCs are free to make anonymous complaints. However, PoCs should be sensitized to refrain from making false allegations and should be encouraged to provide detailed information so that Designated Officers can adequately respond to the complaint.

6. Accountability

Under the direct supervision of the Designated Fraud Focal Point, all staff members assigned with the management of complaints through the Complaint Box are accountable for the proper management of the contents of a Complaint Box.

Any lapse in the management of the contents of a Complaint Box shall first be brought to the attention of the Designated Fraud Focal Point for appropriate action.

Repeated lapses shall be brought to the attention of the Representative.

PSEA AWARENESS RAISING PLAN

Background

Targeted Audience:

All SAWA beneficiaries (both children and adults) and service providers/suppliers/contractors.

Purpose

SAWA beneficiaries to be aware about PSEA rules and conduct, obligation to report on SEA and referral of the victim to services.

Scope

Awareness plan cover basic trainings of PSEA, reporting mechanisms and monitoring, Evaluation and reporting

Awareness raising activities

Sn	Activities and target number of people	Reponsible Person	Duration	Resources
1.	Awareness to Teachers , community leaders and school Committee members on PSEA ( 150 people)	Joachim Assenga	February to April 2023	Supported during Three star Training activities for 30 schools
2.	Monitoring of PSEA implementation in the field	Wilhelmina Malima	In a quarterly basis	Time this will be linked with project monitoring by FP
3	Follow up awareness on PSEA for District Officers of Mbeya DC and Mbozi responsible in project area to raise the understanding on SEA ( 15 people)	Assenga/Wilhelmina Malima	March to April 2023	Time- during district feedback meetings
4	Raise awareness of schools children and teachers ( 750 pupils and 120 teachers)	Assenga and Mbeya team /Wilhelmina	March – May 2023	Timethis shall be linked to planned trainings of SWASH clubs in 30 schools
5.	Awareness on PSEA to National level team involved on WASH Fit TOT ( 44people)	Assenga/Wilhelmina	April 2023	Will be linked to planned activity of WASH Fit TOT
6.	Awareness to HCF management teams and staff in 20 Facilities ( 60 members and 40 staff)	Assenga/Malima/Project team	April to August 2023	Will be linked to training on WASH Fit in Mbeya DC and Mbozi
7	Follow up awareness training to WASH teams from 12 districts in 4 regions of Mbeya,Iringa,Njombe and Songwe Health care facilities directly supported by UNICEF (70 people)	Assenga/Wilhelmina	Third quarter 2023	This will be linked to planned bi annual meeting on progress of Three star implementation in 12 districts
8	Awareness to contractors and suppliers ( 10 people)	Assenga/Mbuya/Beatus	March to April 2023	Will be for engaged people on construction activities in UNICEF and CRS supported projects

Documentation

The audience reached on PSEA will be recognized and documented to keep up the records for further interventions.

6. Assistance and Referrals

SGBV REFERRAL PATHWAY

DISCLOSING – TELLING SOMEONE AND SEEKING HELP

Step 1: Entry point: Survivor tells police, community groups, community leaders, sungusungus, organizations/agencies, health centers, hospital, friends and family members, CFS or self-referral. Provide a safe, caring environment and respect the confidentiality and wishes of the survivor. Accompany or refer to any of the following centres:

Step 2: Needs assessment/reporting: for Immediate response; immediate needs, safety assessment and comprehensive case management. Locations:

SAWA Field office 01

Mon-Fri: 8:00-16:00

Field Coordinator: Joachim Boniventure Assenga

Contact: joachimassenga@sawatanzania.org

0762055979

SAWA Field office 02

Mon-Fri: 8:00-16:00

Program Enginner:

Beatus Peter

Contact beatusburchard@sawatanzania.org

0621266766

SAWA HQ Office)

Mon-Fri: 8:00-16:00

Focal Point: Wilhelmina Anthony Malima

Contact: wilhelminamalima@sawatanzania.org

0754327987

SAWA HQ office)

Mon-Fri: 8:00-16:00

Executive director:Charles Zacharia Mutoka

Contact: info@sawatanzania.org

0754621265

UNICEF Tanzania

Mon-Fri: 8:00-17:00

Focal Point : Sampathi Perera CP Specialist (sperera@unicef.org 0784202033)

Services offered:

Learn the immediate needs and give reliable, honest and clear information about available services and safely document the survivor’s experience.

Discuss the possible risks and consequences of accessing any services.

Facilitate immediate access to medical care for sexual assault survivors (if not yet received) –

Legal assistance to survivors and their witnesses (includes legal counselling, escort to police (when requested) and accompaniment to court for both survivors and their witnesses.

Material support on a case by case basis.

Temporary safe shelter as needed.

Psychosocial support/community based social protection.

Step 3: After immediate response, referral and follow-ups: Obtain informed consent and make agreed referrals, accompany the survivor to assist him/her in accessing services if needed, thereafter follow-up until survivor receives all possible services. (All referrals must respect survivor’s right to confidentiality, safety and security, privacy and self-determination and best interest of the child (0-17)

UTENGULE POLICE STATION- MBEYA DC

Mon-Fri: 8:00-16:00

Inspector and Social welfare Desk

Contact: …….

MLOWO POLICE STATION- MBOZI DC

Mon-Fri: 8:00-16:00

Inspector and Social welfare Desk

Contact: …….

DISTRICT SOCIAL WELFARE OFFICER

Mon-Fri: 8:00-16:00

Contact: …….

DISTRICT HOSPITALS MBEYA AND MBOZI DCs

Mon-Fri: 8:00-16:00

District Medical Officers(DMOs)

Contact: Mbeya …….

Mbozi –

HEALTH CARE CENTRES & DISPENSARIES IN REMOTE AREAS IN VILLAGES/MTAA COVERED WITH UNICEF PROJECT

Mon-Fri: 8:00-17:00

Incharge Officers

Health care

Use of District Hospitals where as focal person is District Medical Officer of a particular area

Hospital services provided: primary and reproductive healthcare; medical examination including clinical management for rape. Option of emergency contraception, preventive treatment for STIs, post-exposure prophylaxis for prevention of transmission of HIV, filling in the PF3 and testifying in court.

Legal action or if there are immediate safety and security risks

Use of available Police stations available in area of operation

Police services provided: Receive complaints and file charges. Issuing of PF3, post mortem examination form.

Collect and preserve evidence; includes legal records. Preliminary investigation, transfer of evidence to the persecution and testifying before court.

Protection/Security and Justice

Use existing reporting and feedback PCA mechanisms between UNICEF and SAWA to reinforce protection and security and Justice in areas of operation

Focal person is Sampath Perera (CP specialist)

UNICEF services provided: Registration; card separation/reunification case management for referred cases; monitoring and liaising with actors for follow up purposes, including relocation of survivors; Support safety and security of victims/survivors and any witnesses. Shelter reallocation and food distribution issues.

WLAC services provided: legal counselling on civil cases; inheritance rights, formal mediation, divorce, court representation, drafting of legal documents.

LIST OF SAWA PSEA SERVICE PROVIDERS

As identified in a project area, it will be updated periodically

No.	Name of service provider	Role in PSEA	Contact
1.	Police Inspector- Utengule Police Station- Mbeya DC
2.	Social Welfare Desk – Utengule Police Station- Mbeya DC
3.	Police Inspector- Mlowo Police Station Mbozi DC
4.	Social Welfare Desk-Mlowo Police station Mbozi DC
5.	Police Inspector- Vwawa Police Stations- Mbozi DC
6	Social Welfare Desk- VwawaPolice station Mbozi DC
7	District Social Welfare Officer- Mbeya DC
8	District Medical Officer (DMO)- District Hospital Mbozi
9	District Medical Officer (DMO)- District Hospital Mbeya DC

GUIDELINES FOR VICTIM ASSISTANCE

For Assisting Victims of Sexual Exploitation and Abuse

By SAWA Staff and Related Personnel

Focus groups for Victim assistance and support:

This SEA Victim Assistance Mechanisms (SEA/VAMs) is developed to help persons victimized by sexual exploitation and abuse to access the services they need as a result of such abuse.

Three categories of persons victimized by sexual exploitation and sexual abuse should receive assistance and support under an SEA/VAM, these are complainants, victims and children born as a result of sexual exploitation and abuse.

Complainants are persons who allege or are alleged to have been sexually exploited or abused by SAWA staff or related personnel before such allegations have been substantiated or dismissed through SAWA administrative process or a governmental judicial process. To receive assistance as a “complainant,” the allegation should be officially registered in accordance with established procedures of the relevant entity, e.g. through Conduct and Discipline Teams in peacekeeping operations. This should be done either prior to entering the SEA/VAM or within a reasonable time period once entered into the SEA/VAM. However, the complainant does not need to identify the perpetrator if s/he is unable to do so, nor does s/he need to agree to cooperate with investigative processes in order to receive assistance. It is sufficient to make the allegation in order to receive assistance. In some cases certain types of assistance, such as urgent medical care, will need to be provided before an allegation can be fully processed. Should a person not wish to have his/her allegation officially registered, s/he should receive emergency assistance in the same manner as other survivors of violence, particularly gender-based violence (GBV).

Victims are persons whose claims of sexual exploitation or abuse by SAWA staff or related personnel have been substantiated through either a SAWA administrative process or a governmental judicial process. All persons in such circumstances fall under this category, regardless of their sex and age.

Children born as a result of sexual exploitation and abuse are children who are found by a court of law in any country with jurisdiction – be this the host country, the country of origin of the staff or related personnel or otherwise – to have been born as a result of sexual exploitation or abuse by staff or related personnel.

All persons included in any of the categories above should receive assistance and support regardless of when the claim was submitted and whether their cases predate the establishment of the SEA/VAM.

Assistance and support to be provided include:

Assistance and support with respect to medical, legal, psychosocial and immediate material care as well as the facilitation of the pursuit of paternity and child support claims. Direct financial assistance should not be provided under the SEA/VAM. The nature and scope of the assistance to be provided is determined on a case-by-case basis and depends on the services which are locally available to other GBV survivors. Guidelines are available from the UN and NGOs

VICTIM ASSISTANCE AND REPORTING FORM

REFERRAL FORM

CONFIDENTIAL: Please restrict access to this document and keep it stored safely.

Note: Please share copies of filled out referral forms with the survivor and receiving agency and keep a copy for the organization’s internal records and follow-up.

Referring agency
Agency/org:	Contact:
Phone:	Email:
Location

Receiving agency
Agency/org:	Contact:
Phone:	Email:
Location

Survivor information
Name:	Phone:
Address:	Age:
Sex	Nationality:
Language:	ID number
If survivor is a minor (under 18)
Name of primary caregiver:	Relationship to child:
Contact information for caregiver:	Is child separated or unaccompanied?  Yes  No
Caregiver is informed about referral?  Yes  No (If no, explain)

Background Information/Reason for referral and services already provided

Has the survivor been informed of the referral?

 Yes  No (If no, explain below)

Has the survivor been referred to any other organization?

c Yes  No (If yes, explain below)

Services requested

 Mental Health Services

 Psychosocial Support

 Social Services

 Medical Care

 Protection Services

 Legal Assistance

 Education

 Livelihood Support

 Shelter

 Material Assistance

 Nutrition

 Support for children born as a result of SEA

Please explain any requested services:

Consent to release information. (Read with survivor/ caregiver and answer any questions before s/he signs below. Sign on behalf of survivor/caregiver if consent is given verbally and survivor/caregiver cannot sign.)

I, _______________________(survivor name), understand that the purpose of the referral and of disclosing this information to ________________________(name of receiving agency) is to ensure the safety and continuity of care among service providers seeking to serve the client. The service provider,______________ __(name of referring agency), has clearly explained the procedure of the referral to me and has listed the exact information that is to be disclosed. By signing this form, I authorize this exchange of information.

Signature of responsible party (survivor or caregiver if a child):

Date (DD/MM/YY):

Details of Referral

Any contact or other restrictions?  Yes  No (If yes, please explain below)

Referral delivered via:  Phone (emergency only)  E-mail  Electronically (e.g., App or database)  In Person

Follow-up expected via:  Phone  E-mail  In Person. By date (DD/MM/YY):

Information agencies agree to exchange in follow up:

Name and signature of recipient: Date received (DD/MM/YY):

_____________________________________________________________________________________________

7: Investigations

Confidentiality Reminder Note for SEA Investigations

You have been asked to provide assistance in an investigation of allegations of sexual exploitation or abuse involving personnel that is currently being undertaken. You may be interviewed, asked to provide documents, computer files and other records, or asked to assist in some other way. Internal investigations are a key part of our organization’s commitment to preventing and responding to sexual exploitation and abuse.

As a participant in an investigation, there are certain points you need to know:

Co-operate. You are encouraged to co-operate with the investigations and respond to all questions and requests from investigators honestly and fully.
Keep it confidential. You must keep confidential the fact that an investigation is underway and anything discussed with you as part of the investigation.
No retaliation. Our organization does not tolerate any type or threat of retaliation against anyone who reports a violation or cooperates in an investigation.
Don’t play detective. Do not try to carry out your own inquiries or exhort witnesses as this may disrupt the ongoing investigation.
No obstruction. Never attempt to interfere with or obstruct an investigation.

Your compliance with these requirements is imperative. Violations can potentially result in severe discipline up to and including discharge and referral to criminal charges.

Thank you very much for assisting the organization with its investigation. If you learn or remember anything else that might be relevant to the investigation, or if you have any questions please contact me.

Name:

Email:

Phone:

Mobile:

Terms of Reference for Investigator of SEA Allegations

Terms of Reference:

Investigator of SEA Allegations

Background

Purpose and Objectives

The purpose of this investigation is to conduct a thorough, objective and effective investigation of the above-mentioned reported SEA allegations and other related incidents, in accordance with professional standards and best international practice.

Specific objectives are to:

Assess whether the allegations reasonably amount to SEA, and possibly, an offence under national law;
Review evidence presented and gather further evidence that might support or undermine the allegations;
Present a summary of the evidence and conclusions.

Scope of Work

Key deliverables are:

Work plan, including detailed methodology of investigation (e.g. review of relevant documents, site visit(s), interviews with relevant stakeholders)
Recommended plan of actions for protecting survivors, witnesses, alleged perpetrators and the organization during investigation process
Investigation report, including
1. Executive Summary
2. Introduction
3. Allegations (i.e. listing all allegations; names of the organization’s policies/code of conduct and laws potentially violated)
4. Investigative approach (e.g. interviews, review of documents)
5. Chronology of events
6. Analysis of evidence
7. Retaliation and protection risks (and steps taken to address them)
8. Analysis of adequacy of organization’s response to SEA allegation
9. Conclusions regarding evidence to substantiate or not the allegation(s)
10. Recommendations (including areas of improvement for the organization’s response to PSEA)

Key Required Skills and Experiences

Experienced, reliable professional investigator with experience in dealing with highly sensitive cases
Trained in conducting interviews, including with children and people who experienced trauma
Demonstrated sensitivity and knowledge to cultural diversity and gender issues, including GBV experience if possible
Fluent in relevant languages for interviews with personnel and other witnesses, including (specify)
Proven communication and organizational skills

SANITATION AND WATER ACTION – SAWA

Programmatic Actions by Sector for Minimizing PSEA Risks

SECTOR	Programmatic Actions
Child Protection (CP)	Work with GBV specialists to develop child/adolescent-friendly messaging on GBV (“safe/unsafe touch”, etc.) and how to report abuse. Ensure adequate supervision and monitoring of family tracing and reunification activities, particularly when children travel with personnel. Build capacity of community-based CP mechanisms on how to respond to GBV/SEA cases. Support the development and implementation of standard operating procedures (SOPs) that specifically address how to manage GBV/SEA cases involving children. Support GBV service providers to ensure services are accessible and appropriate for children and adolescents.
Education	Assess the costs associated with school or vocational training (e.g. school fees/supplies, transportation) and associated risks for exploitation. Minimize situations where a student’s advancement depends on a single teacher and ensure regular supervision of school staff. Help ensure female students’ and teachers’ menstrual health and hygiene (MHH) needs are met, both to improve school attendance and to reduce risk of sexual exploitation in exchange for MHH. Ensure students and school staff have access to reporting mechanisms and raise awareness on SEA risks in schools. Include GBV and psychological first aid (PFA) in capacity-building plans for teachers and other school staff.
Health	Consider integrating GBV response services into existing health interventions (sexual and reproductive health, antenatal services, etc.) to minimize stigma and increase accessibility. Work with GBV/CP/protection actors to identify and address potential barriers for survivors in accessing health services (e.g. availability of private space for examination, presence of same-sex health workers). Coordinate with other health partners to address gaps in knowledge and equipment for providing GBV services to both adult and child survivors. Ensure health workers understand mandatory reporting on SEA and can communicate their reporting obligations to survivors; develop a system to enable health workers to access support from GBV/CP specialists, if needed. Train health services providers on survivor-centered approaches of working with GBV survivors, as needed, and set up systems to protect confidential patient information.
Nutrition	Monitor challenges different beneficiaries (e.g. child-headed households, people with disabilities, etc.) are facing in accessing services (e.g. registration, ration cards) and work with relevant organizations to address them. Consider co-locating nutrition services with a health facility and/or a women-friendly space to help facilitate referrals for GBV/SEA survivors. Share information about available reporting and response mechanisms related to GBV/SEA during meetings with beneficiaries and communities (e.g. mother-to-mother support group discussions).
Water, Sanitation and Hygiene (WASH)	Assign women to roles that require direct interaction with beneficiaries and local communities (e.g. hygiene promoters; latrine/bathing facility/water point monitors). Ensure women are adequately represented in WASH committees. In consultation with communities, especially women and children, identify access concerns and risks for different beneficiaries related to WASH (e.g. water buckets that are too heavy for children; lighting in toilets, MHH). Monitor potential abnormal behavior in women and children’s behavior related to WASH (e.g. if it takes women and children unusually long to collect water).
Communication for Development (C4D)	Work with other programmes to develop and disseminate SEA-related information materials for their respective beneficiaries (e.g. programme eligibility criteria, distribution procedures, reporting mechanisms, etc.). Support GBV/CP/protection actors to create simplified versions of the referral pathway for use in community outreach activities (e.g. use of locally-appropriate drawings or symbols). Work with GBV specialists to ensure that community-based complaints mechanisms respect global standards for safe and ethical GBV data management and information sharing (e.g. confidentiality of incident data).¹²

SAWA service providers including vendors and masons working in construction project, and probably spend significant time in field with beneficiaries

Joachim B. Assenga and Beatus Peter

Quarter 2 and 3 ( March 2023 and April 2023

Conduct PSEA awareness session with WASH teams from Mbeya, Iringa, Njombe and Songwe covering 12 districts

PSEA FP and Support staff

Two bi annual meeting will be conducted January 2023 and between June2023

Timing for meetings depend on availability of government staff

Conduct PSEA awareness session with communities we work with , targeting Village leaders, School Committee,Teachers and HCF management

SAWA field team

Between January and October 2023

Awareness will be conducted in total of 15villages in Mbeya DC and Mbozi DC.

Specific monthly plans shall be developed for specific villages

1 The term “related” personnel include, for example, sub-contractors, consultants, interns or volunteers associated with or working on behalf of the SAWA.

2 Both definitions are adopted from the Secretary General’s Bulletin ST/SGB/2003/13, 2003. https://undocs.org/en/ST/SGB/2003/13

3 UN Secretary General’s Bulletin ST/SGB/2003/13, 2003. https://undocs.org/en/ST/SGB/2003/13

4 The term “related” personnel include, for example, sub-contractors, consultants, interns or volunteers associated with or working on behalf of the SAWA.

5 Both definitions are adopted from the Secretary General’s Bulletin ST/SGB/2003/13, 2003. https://undocs.org/en/ST/SGB/2003/13

6 IASC Six Core Principles; available at: https://interagencystandingcommittee.org/inter-agency-standing-committee/iasc-six-core-principles-relating-sexual-exploitation-and-abuse.

7 Modified for the purposes of this PSEA policy. These acts are not intended to be an exhaustive list.

8 Including all other forms of contractual agreements, such as for example volunteer assignment.

9 Also see UNICEF Gender Balance Strategies and Tools, accessed July 8, 2019

10 Organization adapt the following language for the PSEA clause: “The Contractor shall take all appropriate measures to prevent sexual exploitation or abuse of anyone by its employees or any other persons engaged and controlled by the Contractor to perform any services under the Contract. Any breach of the provision by the Contractor shall entitle Sanitation and Water Action (SAWA) to terminate the contract with immediate effect.”

11 Organizations may choose not to refer a case to national law enforcement (see previous footnote on referral to local law enforcement agencies)

12 See WHO Ethical and safety recommendations for researching, documenting and monitoring sexual violence in emergencies