RECRUITMENT

The recruitment of all staff members to work in various programs in the Cambodian Children Against Starvation and Violence (CCASVA) is carried out in accordance with the following conditions:

1. Definition of roles, responsibilities and job qualifications: The stage of creating roles, responsibilities and job qualifications is jointly established by members of the Executive Committee focusing on the roles and responsibilities of each position to be selected, and this determination must be made before the recruitment announcement.
2. Recruitment announcement: Should be made in part according to the history of the organization, work history, name of the work project, work area, function and responsibilities, required qualifications, address and contact person for receiving the job application of the candidate and other information. This announcement must be made within 15 to 30 days by announcing publicly through our networks, newspapers or social media.... This announcement is decided by the Executive Committee and posted by the Administrative Office.
3. Candidate Selection Enter the names of candidates who apply for work for each position, a list of which includes their name, age, gender, cultural level, skills, additional training, and work experience…etc.
4. Competency Test: Candidates are given a written test on topics related to the position and duties and responsibilities. The duration of the test is a minimum of 30 minutes and a maximum of 90 minutes, depending on the position….etc.
5. Interview: The interview shall be conducted separately by the Executive Committee, which shall last for a minimum of 30 minutes and a maximum of 60 minutes…etc.
6. Final Evaluation: The interview results shall be included in a rolling scorecard. The candidate with the highest score shall be given priority for employment and the candidate with the next highest score shall be given priority. Successful candidates are invited to discuss salary, working conditions, and employment agreement for a trial period…etc.
7. Probation: The selected candidates must sign a contract to perform a probationary period of 3 months. During this period, the probationary employee receives instructions on how to work from the organization, performs the tasks set in the program plan, and receives supervision and evaluation of work to confirm whether or not to continue working.
8. Full-time employment: Employees who successfully complete the probationary period are continued as full-time employees with a signed agreement with the head of the organization and are bound by the roles, duties, and responsibilities, working conditions, work ethics, internal regulations of the organization, and some other required work principles…etc.

GUIDELINES

5. CHILD PROTECTION Code of Conduct

The Code of Conduct below highlights the appropriate behaviors and inappropriate ones of adults to children, the behaviors of children toward adults and the behaviors of children to children in order to protect children from abuses and to protect staff from any groundless evidences on child abuse. Staff members need to demonstrate this code of conduct with transparency and in good will, and by considering the best interest of the child.

5.1 Adults’ behaviors to children

Must not:

Physical

• Use violence, cause harm to children or abuse to children’s
• Abuse, exploit children that affect children’s body such as child
• Ask a child to work at home or other work which is inappropriate to his/her age, or their physical and mental/intellectual stages of development, thus negatively affect their education, or could put a child in danger
• Hide a child to work at home or other work which is inappropriate to their age or their developmental stages, affecting their time for education and recreation, or dispose a child to hazardous injury.
• Conduct any activities which hinder child development.

Mental

• Use requesting language, inappropriate advices, or humiliating words that could make a child in resentment.
• Act in a way which may cause shame, loss of face or looking-down on children or any criminal act as forms of mental abuse
• Disseminate information of about a child which affects his/her honor/reputation and cause shame.
• Discriminate (sex, ethnic group, race, color of the skin, social status), take sides and/or reject others.
• Deny child’s participation…etc.

Sexual abuse

• Spend too much time with a child, away from the others.
• Stay only with a child (same or opposite sex) in a harmful place or out of sight of the others, including taking a child away from work and/or set an appointment separately with the child. In case of a need to be with a child alone, other staff must be informed and door should be open
• Bring a child and/or other children you work with to stay at home over night without proper supervision or permission from your manager
• Stay on a bed with a child and/or other children you work with in an unnecessary situation.
• Help a child with tasks they can do themselves such as dressing and bathing, etc.
• Make any inappropriate contact or sexual relationship with a child, or other means of contact relating to exploitation or child abuse…etc.

Negligence

• Forget or leave a child alone without fulfilling the child’s needs and not paying enough attention to the child
• Let a child stay in a hazardous or risky situation without protecting the child from predictable negative impacts.
• Fail to report suspicions of child-abused to child protection officers or any member of the management staff.
• Allow or join with a child to conduct illegal or unsafe behaviors

Must do:

Be aware that things that seem innocent may be stressful to children (such as photographing or interviewing children). These things can occur in accordance with the CPP and proper risk management. Set up work plan, prepare the work and working place which help reduce harm to children…etc.

5.2 Children’s behaviors to adults must not and must do ……etc.

5.3 Children’s behaviors to children must not and must do ……etc.

5.4 Photography and Media with children

Must ask for permission from children, parents/guardian or organization in charge of the children prior to any public dissemination of children’s photo, video, text or other information (both of abused child and general children) for the purpose of fund raising or for public awareness….etc.

5.5 Visitors

Individuals who have the intention to visit CCASVA’s program and if their visit has direct contact with a child personally need to abide by the following procedures in order to ensure their appropriate behavior. It is the responsibility of the host organization to prepare and monitor the steps below.

Before visiting a visitor must: of CCASVA;

Sign the statement which will be kept: one copy in safe by the CCASVA’s administration and another copy for the visitor.

During the visit:

Behave in accordance with the child protection policy while in contact with children. Respect the standards for communication with children (photo, text) if they want to take photos or write any information about a child. Keep confidentiality for a child they met (by not discussing about the child or matters relevant to the child’s situation to any individual outside the organization). Report concerns they might have about children they meet immediately to the staff.

POLICIES

POLICIES/GUIDELINES CCASVA is consisted of specific policies/guidelines/procedures in place, therefore, we are able to successfully manage staffs, funds and assets so far. Those approved policies/guidelines/procedures include by-law, personnel, financial and administration manual, child protection, drug, Anti-corruption and fraud, HIV/AIDS.
FINANCIAL SYSTEM CCASVA has shown accountability and transparency in managing finance through in-place accounting software system and periodic internal and external audits for all projects according to donors’ requirements.
HUMAN RESOURCE MANAGEMENT CCASVA set up the human resources management and recruitment policies by providing equal opportunities for any potential candidates and capacity development, therefore, they are able to function their roles and responsibilities for children/youths’, women’s and girls’ needs. Staff probations and performance appraisals are required to be timely completed for their functional competency measurement and development. Roles and responsibilities are specifically divided by structure and job description. Staff benefits and promotion have been made compliant with the approved scale of salary as well as Labor Law.
REPORTING SYSTEM CCASVA has prepared report structure which the reports follow a consistent flow from beneficiaries until the report generators before submitting to donors. Periodic reports are prepared monthly, quarterly and annually based donors’ requirements. The reports must be prepared and circulated to key stakeholders and donors based on individual report formats.