LOGOS OF ALL AGENCIES - unicef.org · The revised SOP aims to enhance the transparency and fairness of the selection process among those refugees enrolled in the incentive based scheme,

April 2018 Version 3 1

Azraq Refugee Camp

Standard Operating Procedures (SOP) for Incentive-based Volunteering Scheme

1. BACKGROUND

The Incentive-based Volunteering Scheme (IBVs) is one of the three possible forms of income generating opportunities for refugees in Azraq Refugee Camp, which are:

A. Incentive-based Volunteering Scheme (IBVs); B. Private business on the local market (Souq) C. Work Permits

This SOPs revises and amends the previous SOP which has been in force since 2014 and supersedes it in its entirety. The incentive-based volunteering scheme is aimed at providing refugees living in Azraq refugee camp with basic means for their self-reliance. The camp is limited in terms of market opportunities and other income generation activities, and therefore the incentive-based volunteering scheme plays an important role in fostering self-reliance among the refugee population in Azraq. The incentive-based work is centered on a volunteering scheme which was introduced in 2014 following the agreement of the Government of Jordan through the Syrian Refugees Affairs Directorate (SRAD) and in coordination with UNHCR. The IBV scheme allows agencies and contractors operating in Azraq camp to hire Syrian refugees who have applied for work under this scheme to support their living conditions and self-sufficiency. The need for a revised SOP stems from the lessons learned over two years of implementation of the previous procedure as well as continuous feedback received from the refugee community, UN agencies and NGOs in Azraq camp, who are using the incentive based scheme. The revised SOP aims to enhance the transparency and fairness of the selection process among those refugees enrolled in the incentive based scheme, as well as to streamline IBVS procedures among agencies. Compliance with the present IBVS SOPs is mandatory for all agencies administering IBVS programs in Azraq Camp. If an agency hires a contractor that wishes to engage Syrian IBVS volunteers, the agency is responsible for ensuring that the contractor complies with the present SOPs. If agencies face any specific challenges with complying with the IBVS SOPs, these challenges must be discussed and any exceptions approved by the BNLWG co-chairs on a case by case basis.

LOGOS OF ALL AGENCIES


2. TYPES OF LABOR AND INCENTIVE RATES UNDER IBV SCHEME

2.1 Classification and Rotation

In order to avoid competition between agencies and ensure fair compensation, all agencies

should adhere to the below incentive rates, and rotational periods according to the

classification of skill. Rotations are used to maximize the number of refugees engaging in the

IBVS system. Annex 1

Skill Level Classification Incentive per hour

Maximum Rotation Period

Semi-skilled Manual, repetitive tasks, does not require specialized skills, technical know-how or heavy physical involvement

1 JOD 2 months

Skilled Activity requires minimal training or minimum skills necessary to perform tasks

1.5 JOD

3 months, with 3 month possible extension (minimum 3 month and maximum 6 month)

Highly Skilled Position requires managerial responsibility or academic qualifications, or specific skills with a high level of training/experience

2 JOD 1 year

Technical Activity requires managerial responsibility or academic qualifications, or highly specialized technical knowledge

2.5 JOD No maximum, but yearly rotation highly encouraged

2.2 Exceptions to Rotation

Given the varying positions and contexts of IBVs positions in the camp, exceptions to the IBV

rotations may be permitted in certain circumstances. However, these exceptions must be

clearly discussed with the BNLWG co-chairs and approved before agencies engage positions

with rotation exceptions. Here is a non-exhaustive list of example reasons for a rotation

exception:

• The position requires specific long-term training

• The program’s specific aimed protection impact requires long term involvement of

the volunteer (long term psychosocial support, reduction of domestic violence, social

empowerment

• It may be more appropriate to pay based on the service provided, rather than by

regular hourly rate.

2.3 Working Hours: is 6 hours/day


• Maximum shift: 6 hours/day

• In exceptional circumstances, when work exceeds 6 hours/day, overtime should be

paid at the IBV’s regular rate.

3. ENROLMENT PROCESS

3.1. Eligibility: The incentive-based volunteering scheme is open to all refugees living in Azraq refugee camp wishing to work irrespective of their age, gender, ability, level of competencies etc. As part of the recruitment process, all agencies must adhere to the following eligibility requirements. Any refugee intending to participate in the IBVs program must comply with the following:

• Registration in Azraq Camp

• 18 years old and above

• Individual is not currently engaged in another IBVs activity

• Individual in the same case (Proof of Registration) is not currently engaged in another IBVs activity

• Individual has not engaged in another IBV activity in the last two months

• Individual is not currently an individual shop owner. 3.2. How to enroll in the IBVs program In order to register, refugees need to visit the Community Centers (CARE/UNHCR) in their respective villages and submit their application with the support of CARE. The CARE registration system is exclusive, therefore all refugees interested in having access to work through the incentive based scheme have to apply through CARE. The Community Centers (CARE/ UNHCR) will register Syrians willing to volunteer based on a standard pre-defined simplified template, summarizing the following information:

• Application date to CARE ;

• Names, Age, Sex, Education;

• Professional Experience, skills1;

• location in the camp;

• telephone number;

• Number of other family members currently recruited;

• Last employment date of the individual concerned;

• Number of recruitments since arrival in the camp; The list of available and eligible workers will be compiled and updated by CARE in the

volunteer database.

3.3. Request for IBVs: annex (2)

1 Agencies providing vocational/life skills training will update CARE focal person with the list of trainees to update the skills information in the database.


In order to facilitate a fair and transparent access to IBVs opportunities, all recruitment must be facilitated by CARE through a request form (See Annex 2). Recruiting directly from the community, without going the procedures outlined in this SOP, is strictly prohibited for all recruiting agencies. The IBVs request must be made at least one week (5 working days) prior to the proposed start date of the IBV. The request must include the following information:

• Number of IBVs positions available

• Qualifications required

• Terms of Reference (TORs), including: o Scope of work o Entitlements and restrictions o Number of hours required

• Duration of the IBVs assignment

• Classification of Skill Level (4 levels: semi-skilled, skilled, highly-skilled and technical)

• Application process & timeline to apply (*minimum of 5 days)

• Site location of the position

• Working hours Any agencies that utilize pools of candidates, particularly for large recruitments of semi-skilled positions, must advertise access to those pools according to what is established in this updated version of the IBVs SOPs.

3.4. Short-listing

Upon receipt of the ToRs and request from a recruiting agency, CARE will review the list of

eligible candidates against the post requirements and will provide the requesting agency

with the short-list of all eligible candidates within five days of the receiving the request. The

eligibility for recruitment will be identified based on the information recorded in the database

and the list of eligible candidates will be provided to the recruiting agencies in the order of

priority, based on the eligibility and prioritization criteria.

The selection of IBVs is based on the following eligibility and prioritization criteria: a. basic eligibility criteria relevant to the position/s as expressed in the ToRs. For semi-

skilled positions, the skills/experience/profession will be disregarded for shortlisting. b. the presence or lack of any other family member working or having worked recently

in the camp; c. the total number and length of past IBV positions held in the camp d. date of the last IBV position held by the beneficiary or any of his/her family members. e. Family size & specific needs

Among the candidates with the same qualifications and eligibility, prioritization will be calculated by CARE based on the criteria as follows: Eligibility and Prioritization Framework

Criteria


Excl

usi

on

cr

iter

ia

Number of family members currently recruited in the same Case # > 0 :ineligible

Last Employment date < 2 months (for the Case #) : ineligible

Emp

loym

ent

Sco

re

Number of weeks since the last recruitment / application date : the higher the number, higher the priority

Number of employments since April 2014 for all the individuals in the same household: The smaller the number, higher the priority

Fam

ily

size

&

SN

s

If the employment history is the same, families with bigger sizes and with PSNs will be prioritized

Upon request from the recruiting agency, CARE will select all eligible candidates for the

required position/s in order of priority based on the prioritization framework. The short-list

will then be shared with the recruiting agency for the final selection. Recruiting agency is

obliged to follow the prioritization order, provided in the short-list.

3.5. Selection by Recruiting Agency The recruiting agency is responsible for the final identification and recruitment of their volunteers. However, all recruiting agencies are expected to respect the order of priority in the short-listed candidates based on the eligibility and prioritization criteria. Interview Process: To avoid favoritism and unfair hiring practices, IBVs volunteers should not be involved in any part of the recruitment process. Furthermore, 1) IBVs recruitment should go through a normal interview process, when feasible, and 2) two staff members should be present when conducting IBVs interviews to increase transparency in the process. Interviews of eligible candidates may be conducted in CARE community centers, or at a recruiting agency’s site.

• If interviewing in CARE Community Centers, CARE will update the database based on the list of selected candidates and length of their assignment immediately after the selection process is completed.

• If interviews are conducted at recruiting agency’s site, then the final list of recruited volunteers should be provided to CARE on the same day as the recruitment to update the database.

3.6. Inclusion


All agencies must apply the UNHCR Age, Gender and Diversity (AGD) approach to IBVs

programs. The AGD approach ensures “that all persons of concern enjoy their rights on an

equal footing and are able to participate fully in the decisions that affect their lives and the

lives of their family members and communities”. Agencies should fully respect the rights of

the elderly and avoid setting a maximum age limit for IBVs positions. Additionally, IBVs

programs and opportunities should be available throughout all villages in Azraq Camp in order

to maximize inclusion on basis of address location inside the camp.

4. MONITORING AND REPORTING

4.1. Reporting Requirements

At central level, CARE runs a central volunteer database which collects all data of refugees

enrolled in the incentive based scheme. 2 Agencies operating in the camp through the

incentive based work scheme must immediately report the following information to the CARE

IBV focal point:

- The details of each new volunteer.

- The details of each volunteer whose contract has ended, who has been

terminated, or who has otherwise discontinued working with the agency.

Monthly Reporting Requirement: In order to keep the statistics updated and allow UNHCR

and Basic Needs Working Group Chairs produce monthly factsheets, all the recruiting agencies

shall submit the “Monthly Reporting Template” (see Annex 3 for the Monthly Reporting

Template) to CARE and UNHCR Focal Points. UNHCR will update the RAIS system for the

incentives paid on a central level. Annex 4

4.2. Compliance Monitoring

The following monitoring mechanisms will evaluate compliance with the IBVs SOPs:

• Monthly IBVs Factsheet: CARE/UNHCR will produce a monthly factsheet describing

key findings from the preceding month’s IBVs data submitted by partner agencies.

Key concerns from the factsheet will be discussed and then endorsed by the

BNLWG; additionally, the factsheet will be shared at the CCM.

• Ad-hoc IBVs Monitoring: Throughout the year, IBVs partners will be requested to

report on how their agency has complied with the different requirements of the

present SOPs. UNHCR, CARE and the BNLWG Co-Chair will also provide feedback on

gaps in the compliance process based on the concerns raised by refugees during

various participatory assessments.

• Annual IBVs Assessment: UNHCR will conduct an annual IBVs assessment in the

camp through a Task Force formed under the umbrella of the BNLWG. This

2 The database will be transferred to a RAIS-based database once the RAIS V4 Cash for Work module is ready for

use. Following the transition to RAIS-based database, the procedures for management of the database will be subject to change.


assessment should, among other things, evaluate knowledge of IBVs SOPs and

perceptions of agencies’ Compliance amongst the refugee community.

5. RIGHTS AND RESPONSIBILITIES OF THE RECRUITING AGENCIES

5.1 Contracts and TORs

All recruiting agencies should provide the volunteers with clear ToRs and adequate briefing

about the work. A contract should be duly signed between each volunteer and the recruiting

agency outlining the rights, responsibilities and entitlements.

5.2. Code of Conduct

Under all circumstances, humanitarian staff must avoid any conflict of interest. Staff of the recruiting agency who will be supervising the incentive volunteers must sign the Code of Conduct Form of the recruiting agency and will be obliged to abide by the provisions of the Code of Conduct. Refugees recruited as incentive-based volunteers and working in service areas where other refugees are receiving assistance/services will sign the Code of Conduct (CoC) of the recruiting agency. The details of the COC should be explained to the volunteer. Those who are identified to have breached the CoC will be permanently removed from the incentive-based volunteering scheme. The concerned agency must complete an incident report in relation to the breach of the CoC. 5.3. Termination Refugee volunteers are expected to carry out the tasks assigned to them and deliver the outputs expected as indicated in the ToR. If the volunteer fails to deliver the expected outputs, the recruiting agency upholds the right to terminate the contract. The BNLWG encourages agencies to give adequate notice of termination to IBVs before ending the IBVs agreement (recommended 2 weeks for positions that are 6 months or less, and one month notice for longer agreements). Recruiting agencies uphold the right to terminate the contract prior to the completion of the rotation time in the contract also based on major operational changes (such as reduction of funds, cancellation of works etc.). In such cases, affected workers will re-prioritised for further assignments for the remaining length of the initial contract, subject to job demand.

5.4. Work place safety: The recruiting agency is responsible for ensuring safe and dignified conditions for incentive work. Where necessary, safety gear should be provided, such as helmets, masks, gloves, and any other required equipment. In the event of work place accidents and related injuries, refugees will be treated under

UNHCR’s health care coverage. If the treatment required falls out of the scope of UNHCR

health care coverage in Azraq, employer agency will be responsible to fully pay for the costs


under their respective insurance coverage. Further details, including an evacuation plan, can

be found in the attached Annex 5.

5.5 Maternity/Sick leave

IBVs-lactating mothers are entitled for one hour paid per day for one month. For sick leave

is upon the agreement between the IBVs and hiring organizations

6. Complaints Mechanism

All communities have the basic right to file a complaint regarding unfair treatment, report

cases of misconduct and seek fulfilment of their right to appropriate assistance. Receiving

complaints and responding to them is central to agencies’ accountability. An efficient

complaints mechanism will create a channel to report any concern of community members.

IBV volunteers who have an IBV-related concern should bring the complaint firstly to the

attention of the organization that has enrolled the refugee. Each organization must establish

a well-functioning complaints mechanism and designate a focal point, who is NOT the direct

supervisor of any IBVS volunteer. Agencies are requested to inform the IBV volunteer on the

agency’s complaint mechanism during the enrolment phase. Such information as well as the

agency’s respective Code of Conduct must be included in the agreement (in Arabic).

If a IBV volunteer does not feel comfortable addressing the complaint to the agency’s staff

due to severe sensitivities; or if no feedback is provided during the timeframe that was set (3

weeks maximum); or if the refugee is not satisfied with the feedback that was provided, s/he

can bring the complaint to the UNHCR Field Staff or CARE for additional follow up. An IBV

Complaints Handling Panel with designated focal points from different organizations will

review the IBV complaints received on monthly basis. The designated focal points should

ideally be Feedback/Complaints Focal Person, or Monitoring and Evaluation Focal Person, and

not be the IBV Focal Person. The Complaints Handling Panel will review the complaint, and

follow up directly with the relevant agency if required.


Annex 1:

Skill Level Classification Incentive Rate per /hour Rotation Task and qualification

Technical 2.5 JD Not compulsory but encouraged

Supervisor 2.5 JD Not compulsory but encouraged

Managing or coordinating

a group of skilled and

semi-skilled IBVs

Technical skills in the

relevant field

Community Health

Volunteer-Team Leader 2.5 JD Not compulsory but encouraged

Assistant teachers 2.5 JD Not compulsory but encouraged

Highly Skilled Incentive Rate per /hour Rotation

Evaluators 2 JD 1 year

Clinic Assistant 2 JD 1 year

Site Supervisor 2 JD 1 year

Remedial teachers 2 JD 1 year

Trainers 2 JD 1 year

Team Leader 2 JD 1 year

Community Health Volunteer 2 JD 1 year

WASH Operations Technician

2 JD 1 year

Extensive training or

experience required

e.g. plumbling skills

Storekeeper

2 JD 1 year

Stock

management

Reading/writing/n

umeracy skills required

Maintenance Technician 2 JD 1 year

Sterilization Volunteer 2 JD 1 year

Skilled

Bike scheme volunteers 1,5 JD

3 months, with 3 month possible

extension (minimum 3 month and

maximum 6 month)

Cleaner – Health services

1,5 JD



maximum 6 month)


laundry assistant

1,5 JD



maximum 6 month)

Nutrition Volunteer

1,5 JD



maximum 6 month)

Receptionist

1,5 JD



maximum 6 month)

Builders, Electricians and

Wilders

1,5 JD

Case manager coordinator 1,5 JD

Case managers 1,5 JD

Guards Supervisor 1,5 JD

Clinic Assistant 1,5 JD

Coaches 1,5 JD

Community Health 1,5 JD

Community Mobilisers 1,5 JD

Community Mobilizer

assistant

1,5 JD



maximum 6 month)

Communications skills

Conduct community

sessions

Support Community

campaigns

Community Out-reach 1,5 JD

Block Captain

1,5 JD



maximum 6 month)

Literacy skills,

communication skills

Follow up with refugees,

monitoring of waste

collection

WASH Operations Facilitator

1,5 JD



maximum 6 month)

Carrying out

WASH operations

Technical

knowledge and experience

of the subject matter

required

Perform technical

duties and/or monitoring

or reporting

WASH Operations Supervisor

1,5 JD



maximum 6 month)

Supervise WASH

operations

Some training or

experience required


Data Entry 1,5 JD

Facilitator\Animators 1,5 JD

Field support volunteers 1,5 JD

Handyman 1,5 JD

HP worker-tapstand 1,5 JD

Librarians 1,5 JD

Informal facilitator assistants 1,5 JD

Informal facilitators 1,5 JD

Life skills facilitator 1,5 JD

Maintenance Manager 1,5 JD

PSS Facilitator 1,5 JD

Receptionist 1,5 JD

Nutritionist 1,5 JD

Office assistant 1,5 JD

Operation and maintenance 1,5 JD

Outreach Volunteer 1,5 JD

Painters 1,5 JD

Para Case Worker 1,5 JD

Parent-child center

volunteers

1,5 JD

Social Innovation facilitators 1,5 JD

Social worker 1,5 JD

Storekeeper 1,5 JD

waste monitor 1,5 JD

water tester assistant 1,5 JD

ELC facilitators 1,5 JD

semi-skilled

Cleaners 1 JD Two month

SRAD Cleaner 1 JD

Construction Worker 1 JD

Guards 1 JD

Casual labour 1 JD

Distribution assistant 1 JD

Watchmen 1 JD

water filler 1 JD

Loading and unloading- Gas

connection

1 JD

Maintenance 1 JD

Kitchen staff 1 JD

Laundry staff 1 JD

Maintenance staff 1 JD

WASH Operations Assistant

1 JD Two month

Carrying out WASH

Operations

No technical knowledge or

experience required

(e.g. water filler)


Camp

cleaners/sorters/collectors

1 JD Two month

Sorting and

collecting of solid waste

No experience or

skills required

Site cleaners

1 JD Two month

Cleaning of sites.

No experience or skills

required

Guards

1 JD Two month

No particular skills or

experience required

Exceptional positions

Annex 2: Volunteering request form

Volunteers/Candidates Request

Request #

Work Location/ Village

Job Title

Skilled/Semi-Skilled/ Highl

# of positions

Sector or experience needed

Gender

Preferable Age

Interview Location

Date of Interview

# of candidat

es requeste

d for

Notes / how

many hours days

Start

Date

End Date


y skilled/technical

Interviews

per week /

1 2

Teacher

Highly Skilled

1

5 years as kids teaching

2

3

4

5

6

7

8

9

10

Annex 3: Feedback form

Ref #

Organization Name

Volunteer

Name

Gender

Case #

Individual ID

Ration C

#

Starting

Date

End

Date

Work Categ

ory

Work

Type

Total Payme

nt

Notes

Annex 4: RAIS Reporting Template

Name of Agency

Name of volunteer

Individual ProGres Number

Start date

End date Classification

Incentive received per hour


Annex 5:

Health and safety plan

Health and Safety Plan I) Purpose

This annex serves to provide all agencies administering IBVS programs in Za’atari camp with

basic guidelines for creating plans for IBVS Health and Safety, Medical Evacuations, and IBVS

Health and Safety Liability. Planning in these fronts demonstrates UNHCR and partner

agencies’ commitment to the protection of Syrian refugees by emphasizing on prevention and

response to accidents. While the Basic Needs and Livelihoods Working Group is responsible

for ensuring that all agencies engaging IBVS volunteers have clear internal plans regarding the

below three , the details of the plans are sector specific and should be coordinated and

approved by each agency’s respective sector.

II) Health and Safety Plan:

Health and Safety planning is a key component of preventing injury and illness in IBVS

programming. Any actor (UN agencies, NGOs or third party contractors) administering IBVS

programs in Zaatari camp must have developed safety plans for Syrian volunteers. Safety plans

will vary depending on the nature of the IBVS activity, but must include the following

components:

1. Safety orientation:

• General briefing on any risks associated with the IBVS activity and information on the agency’s security incident protocol and emergency contacts.

• Syrian volunteers must receive orientations / trainings on the agency’s safety plan prior their enrolment in IBVS.

2. First-aid Kits:

• First-aid kits must be on site for every IBVS activity. Agency staff and/or Syrian volunteers must be oriented in how to use the first-aid kit.


3. Monitoring of Technical Experience:

• Each agency should verify (either via assessment or checking of certification) any Syrian volunteer’s technical capacity for the IBVS activity.

4. Training:

• If a Syrian volunteer lacks the required technical experience in the respective IBVS activity, the agency must provide specialized training prior to engagement in an IBVS program.

5. Personal Protective Equipment (PPE):

• Personal Protective Equipment should be considered for all IBVS and the type and applicability of PPE for each position should be discussed and approved in each appropriate sector.

Agencies are responsible for monitoring, verifying compliance, funding, and regularly

updating Health and Safety plans based on changes in agency’s IBVS programs. Additionally,

all agencies are required to submit operational safety plans to their relevant sector for review

and record (by May 1, 2016). Furthermore, the BNWG will observe compliance of the health

and safety annex through tools such as focus group discussions, the community participatory

assessment, and other relevant assessments in order to endorse the safety of IBVS volunteers

in Zaatari Camp.

III) Medical and Emergency Evacuation Plan: Ensuring access to adequate health care to Syrian refugees who are subject to on-site injury or illness while participating in an agency’s cash-for-work program is crucial. This includes transport related accidents in the course of performing duties. Access to emergency medical care will be sought through the health facilities available in the camp to stabilize the patient condition. If the patient’s condition requires an Emergency the referral to secondary level of care hospitals for additional medical care not available in the camp, then IMC will coordinate with JHAS referral hub and organize the medical referral as an emergency referral (considered essential to save the life, sight or limb or other vital function). Charges of the medical emergency referral will be billed to the agency in-charge of the program in which the accident took place, or the agency to whom the casual worker is affiliated with. Each agency should also have emergency evacuation plans for incidents such as fire, security threats, and extreme weather situations. These evacuation plans must consider IBVS volunteers engaged with the organization in their planning and implementation.

IV) Medical Liability: UNHCR and agencies should understand and comply with the following expectations regarding medical care costs:

• For the refugees who are injured while participating in cash for work, refugees may approach health services in the camp. If case requires secondary care and referral outside the camp, cost should be covered by the agency in-charge of the program in which the accident took place, or the agency to whom the casual worker is affiliated. In case of an emergency referral, IMC, in coordination with JHAS hub, will facilitate the transportation of case to the referral hospital.


• If there is alleged negligence on the part of the agency the refugee will be able to seek legal redress.

Annex 6: FQAs

INCENTIVE BASED VOLUNTEERS FREQUENTLY ASKED QUESTIONS

Q: How to enroll in the IBV?

A: All interested refugees can register themselves under the scheme. In order to register, refugees need to visit the CARE centers in their respective villages and submit their application with the support of CARE.

The CARE registration system is exclusive, therefore all refugees interested in having access to work through the incentive-based scheme have to apply through CARE.

Any attempt from refugees to approach an agency or its staff bilaterally in order to get a job may lead to exclusion from the IBV scheme for the refugee concerned for a period of one year.

Any attempt from refugees’ in particular position to benefit from their own position within the community or camp to benefit themselves or someone else in getting access to any job opportunity in the camp, will be excluded from the IBV scheme for a period of one year.

Q: Who is potentially eligible for volunteering Opportunities?

A: Anyone who has registered for the IBV system in CARE centers and he not working since one year with exception for some skills and experience if it’s not found .

Q: what is the Hiring Process?

A: Agencies interested to recruit highly skilled, skilled and semi-skilled workers will have to provide CARE with Terms of Reference (ToRs) for each job, which clearly indicates the scope of the work, the entitlements and restrictions, the number of hours required, the qualifications, skills, and relevant information about the recruitment process.

Prior to the recruitment, incentive-based volunteers should be provided with a briefing on the provisions in the ToRs, which then will be duly signed by both parties.

Q: What are my requirements if I have a medical condition?

A: the IBV system contains vulnerability list based assessment conducted by CARE case managements to prioritize these cases.

Q: What if I am not able to participate with IBV can enroll my 16 years old son?

A: The scheme however forbids application of any form of child labor, which is entirely excluded by this volunteers’ scheme.

Q: Why I didn’t have any IBV opportunities for 14 months knowing that my wife is currently working?


A: The IBV system and the IBV SOP dealing with Case #, which exclude any family members from the volunteering if any, is currently working.

Q: What are the criteria for preparing the shortlisted names?

A: Based on the eligibility of the volunteers as well as the ones who meet the requirement of

the NGOs?

Q: I am highly skilled and certified but I had an IBV opportunity as a cleaner?

A: As a result of the limited opportunities comparing with the registered. The IBV cannot

prevent the skilled refugees from the Semi-skilled opportunities

الحوافز على القائم التطوع نظام عن متكررة أسئلة

الحوافز؟ على القائم التطوع نظام في التسجيل يمكن كيف: س

مراكز زيارة إلى الالجئون يحتاج ، التسجيل أجل من. المخطط إطار في أنفسهم تسجيل المهتمين الالجئين لجميع يمكن: ج

العالميه كير منظمه من بدعم طلباتهم وتقديم قراهم في العالميه كير منظمه .

خالل من العمل إلى الوصول في الراغبين الالجئين جميع على يجب لذلك ، حصري العالميه كير منظمه تسجيل نظام

العالميه كير منظمه خالل من بطلب يتقدموا أن الحوافز برنامج .

من االستبعاد إلى يؤدي قد وظيفة على الحصول أجل من ثنائي بشكل موظفيها أو وكالة لمقابلة الالجئين من محاولة أي

واحد عام لمدة المعنيين للالجئين الحوافز على القائم التطوع نظام مخطط .

أو أنفسهم من لالستفادة المخيم أو المجتمع داخل موقعهم من لالستفادة معين وضع في الالجئين من محاولة أي استبعاد سيتم

سنة لمدة الحوافز على القائم التطوع نظام مخطط من ، المخيم في عمل فرصة أي على الحصول في آخر شخص أي

.واحدة

التطوع؟ لفرص مؤهالا يكون أن المحتمل من: س

واحد عام منذ يعمل وال العالميه كير منظمه مراكز في الحوافز على القائم التطوع لنظام بالتسجيل قام شخص أي: ج

عليه العثور يتم لم إذا والخبرات المهارات بعض باستثناء .

التوظيف؟ عملية هي ما: س

بشروط كير هيئة تزويد المهرة وشبه والمهارات العالية المهارات ذوي العمال بتوظيف المهتمة الوكاالت على يتعين: ج

المؤهالت. المطلوبة الساعات وعدد ، والقيود والمستحقات ، العمل نطاق إلى بوضوح يشير مما ، وظيفة لكل المرجعية

التوظيف بعملية الصلة ذات والمعلومات والمهارات .

ذلك بعد سيتم التي ، البنود في الواردة األحكام بشأن بإحاطة الحوافز على القائم المتطوعين تزويد ينبغي ، التعيين قبل

الطرفين قبل من األصول حسب توقيعها .

طبية؟ حالة لدي كان إذا متطلباتي هي ما: س

كير منظمه حاالت إدارة به تقوم الذي الضعف أساس على قائم تقييم على الحوافز على القائم التطوع نظام نظام يحتوي: ج

الحاالت هذه أولويات لتحديد العالميه .

سنة؟ 16 العمر من البالغ ابني تسجيل يمكن الحوافز على القائم التطوع نظام مع المشاركة من أتمكن لم لو ماذا: س


المتطوعين مخطط قبل من بالكامل استبعاده يتم والذي ، األطفال عمالة أشكال من شكل أي تطبيق يحظر المخطط إن: ج

.هذا

ا 14 لمدة الحوافز على القائم التطوع لـنظام فرص أي لدي يكن لم لماذا: س ا ، شهرا حالياا؟ تعمل زوجتي أن علما

الذي الحوافز على القائم التطوعي العمل لنظام القياسية التشغيل وإجراءات الحوافز على القائم التطوع نظام يعمل: ج

الحالي الوقت في ، وجد إن التطوعي العمل من العائلة أفراد من فرد أي يستثني والذي ، الموضيه رقم مع يتعامل .

المختصرة؟ األسماء إعداد معايير هي ما: س

الحكومية؟ غير المنظمات متطلبات يستوفون الذين هم من وكذلك ، المتطوعين أهلية على بناء: ج

كمنظف؟ الحوافز على القائم التطوع نظام فرصة لدي كان ولكن والمعتمدة العالية المهارات ذوي من أنا: س

من المهرة الالجئين منع الحوافز على القائم التطوع لـنظام يمكن ال. المسجلين مع مقارنة المحدودة للفرص كنتيجة: ج

الماهرة شبه الفرص

Annex 7: List of Contact Persons

1) CARE:

Abed Rabo, Mohannad <[email protected]>

Malek Abdeen: [email protected]

2) UNHCR:

Gamal Yacout: [email protected]

Noha Mohamed Gibreel: [email protected]

mailto:[email protected]



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LOGOS OF ALL AGENCIES - unicef.org · The revised SOP aims to enhance the transparency and fairness of the selection process among those refugees enrolled in the incentive based scheme,