A Guide to UNHCR's Emergency Standby Partners ... - OneResponse

A Guide to UNHCR’s Emergency Standby Partners 

and External Deployment Arrangements

Introduction 

UNHCR is committed to enhancing and harmonizing existing partnerships with our Partner 

Agencies and to exploring new collaborations with a view to strengthen our response 

capacity. With the invaluable help from Partner Agencies, UNHCR has been able to 

establish an extensive external deployment capacity that will allow external standby 

personnel and support equipment to be deployed to UNHCR operations in emergencies and 

protracted emergencies aswell as the deployment of experts to ongoing operations. 

In the 2005 Plan of Action document which sets out benchmarks for achieving and 

maintaining preparedness for an emergency situation, UNHCR aims to respond to the needs 

of 500,000 beneficiaries. Partnerships will ensure that we are indeed able to rise to this 

challenge. The Plan of Action commits to the strengthening of our collective rosters with 

Partners by adding additional profiles, linguistic skills and increasing our technical standby 

staffing capacity. Our aim is also to conclude a limited number of new Standby Agreements 

to strengthen the profiles and diversity for standby staff. 

The publication of this Guide to UNHCR’s Emergency Standby Partners and External Deployment 

Arrangements is one step towards ensuring that our collective strategic and operational 

objectives are attained. 

Through the Guide, UNHCR managers in HQs and in the field will have a compilation of 

up to date agreements and trigger/request mechanisms at their disposal and will be able to 

better target their requests for deployments. Administrative officers and deployees will also 

have a better knowledge of the applicable arrangements which we anticipate will facilitate 

the deployments and render them more productive and effective. 

This Guide was produced with the precious assistance of the Danish Refugee Council who 

generously seconded a colleague to the Emergency Preparedness and Response Section in 

order to assist with the compilation of this document. It represents the spirit with which 

UNHCR values our diverse and essential partnerships, without which our task in the field 

would be much more difficult. 

We are grateful to Trine Ladegaard for her hard work and commitment and wish to thank 

everyone who collaborated with her on this project. 

The Guide will be updated regularly so that new agreements can be added and remaining 

ones adjusted. 

EPRS, January 2008 

A guide to UNHCR’s Emergency Standby Partners and External Deployment Arrangements 1

Table of Contents 

Introduction .............................................................................................................1 

Table of Contents.................................................................................................... 2 

Acronyms and Definitions ...................................................................................... 5 

Acronyms...............................................................................................................................................5 

Definitions.............................................................................................................................................6 

Partner Agency.................................................................................................................................6 

Standby Agreement..........................................................................................................................6 

Deployment Scheme .......................................................................................................................6 

Deployee (also known as: Secondee, expert or roster member.)..............................................6 

Service Module (also known as: Support equipment or standby equipment).........................6 

1. UNHCR and Deployment Arrangements .......................................................... 7 

1.1 Current Partners.............................................................................................................................7 

2. General Terms and Conditions..........................................................................10 

2.1 Preface ...........................................................................................................................................10 

2.2 Terms and Conditions.................................................................................................................10 

Criteria for use of deployment arrangements ............................................................................10 

Criteria for activating operational support modules.................................................................10 

Employment contracts for deployees .........................................................................................11 

Status of the deployee ...................................................................................................................11 

UN Certificate ................................................................................................................................11 

VISA ................................................................................................................................................12 

Insurance.........................................................................................................................................12 

Contract extension.........................................................................................................................12 

Medical examinations ....................................................................................................................12 

Housing ...........................................................................................................................................12 

Working hours................................................................................................................................12 

Leave entitlement...........................................................................................................................12 

Rest and Recuperation ..................................................................................................................12 

Salary & DSA..................................................................................................................................12 

Access to working facilities...........................................................................................................13 

Travel costs .....................................................................................................................................13 

General security concerns.............................................................................................................13 

Security relocation/evacuation.....................................................................................................13 

Medical evacuation.........................................................................................................................13 

Evaluation and reporting ..............................................................................................................13 

3. UNV Agreement ................................................................................................14 

3.1 Terms and Conditions for UNV Volunteers ...........................................................................14 


Criteria for the deployment of UNV volunteers.......................................................................14 

Administration................................................................................................................................14 

Employment contracts for UNV volunteers .............................................................................14 

Status of International UNV volunteers.....................................................................................14 

UN Certificate ................................................................................................................................14 

Insurance.........................................................................................................................................15 

Contract extension.........................................................................................................................15 

Allowances & DSA........................................................................................................................15 

Leave entitlements and working hours.......................................................................................15 

Rest and Recuperation ..................................................................................................................15 

Access to working facilities...........................................................................................................15 

General security concerns.............................................................................................................15 

Security relocation/evacuation & medical evacuation..............................................................15 

Evaluation and reporting ..............................................................................................................16 

4. How to request a deployment............................................................................17 

4.1 Steps to take when requesting a deployment...........................................................................17 

1. Before requesting..................................................................................................................17 

2. Field request...........................................................................................................................17 

3. Requesting operational support modules..........................................................................17 

4.2 Roles and Responsibilities of the Requesting Office..............................................................18 

1. Screening of CVs ..................................................................................................................18 

2. Security clearance..................................................................................................................18 

3. Arrival of deployee ...............................................................................................................18 

4. Reporting line ........................................................................................................................18 

5. Briefing ...................................................................................................................................18 

6. Office facilities.......................................................................................................................18 

7. Security ...................................................................................................................................18 

8. Changes in ToR.....................................................................................................................18 

9. Feedback ................................................................................................................................19 

10. Extension of deployment ....................................................................................................19 

11. Handover ...............................................................................................................................19 

12. Debriefing ..............................................................................................................................19 

13. Performance Evaluation Report.........................................................................................19 

4.3 Who does what - Standard Deployment Procedures..............................................................20 

5. Partner Agency Fact Sheets .............................................................................. 22 

5.1 Austcare.........................................................................................................................................22 

5.2 CDC ...............................................................................................................................................23 

5.3 DCPEP..........................................................................................................................................24 

5.4 DRC ...............................................................................................................................................25 

5.5 Emercom.......................................................................................................................................26 

5.6 ICMC .............................................................................................................................................27 

5.7 ILO.................................................................................................................................................28 

5.8 IRC .................................................................................................................................................29 

5.9 Irish Aid.........................................................................................................................................30 

5.10 NRC.............................................................................................................................................31 

5.11 Oxfam GB ..................................................................................................................................32 

5.12 ProCap.........................................................................................................................................33 


5.13 RedR Australia............................................................................................................................34 

5.14 RSD Project Deployment.........................................................................................................35 

5.15 SCS and SCN..............................................................................................................................36 

5.16 SDC/SHA...................................................................................................................................37 

5.17 SRSA............................................................................................................................................38 

5.18 UNV.............................................................................................................................................39 

Annexes ................................................................................................................. 40 

Annex 1: Pro Forma Terms of Reference ......................................................................................40 

Annex 2: RSD Project Deployment – Request Form...................................................................41 

Annex 3: ProCap Project Deployment - Request Form...............................................................43 

Annex 4: IRC Surge Request Form .................................................................................................45 

Annex 5: ILO Request Form............................................................................................................49 

Annex 6: Undertaking........................................................................................................................51 

Annex 7: Performance Evaluation Report .....................................................................................52 

Annex 8: SDC/SHA Performance Evaluation Report.................................................................54 

Annex 9: ILO Performance Evaluation Report.............................................................................56 

Annex 10: UNV ToR.........................................................................................................................57 

Annex 11: Undertaking - International UNV Volunteers............................................................59 

Annex 12: Undertaking - National UNV Volunteers ...................................................................60 

Annex 13: List of UNHCR Focal Points........................................................................................61 


Acronyms 

Acronyms and Definitions 

BID: Best Interest Determination 

CCCM: Camp Coordination and Camp Management 

CDC: Centers for Disease Control and Prevention 

CDGECS: Community Development, Gender Equality and Children Section 

COP: Country Operation Plan 

DCPEP: The Directorate for Civil Defense and Emergency Planning of Norway 

DRRMS: Donor Relations and Resource Mobilization Service 

DIPS: Division of International Protection Services 

DOS: Division of Operational Support 

DRC: Danish Refugee Council 

DSA: Daily Subsistence Allowance 

EPRS: Emergency Preparedness and Response Section 

GIS: Geographic Information System 

IARLJ: International Association of Refugee Law judges 

IDP: Internally Displaced Person 

IRC: International Rescue Committee 

ICMC: International Catholic Migration Commission 

ICRC: International Committee of the Red Cross 

ICT: Information and Communication Technology 

IHP: International Humanitarian Partnership 

IOM: International Organization for Migration 

IRB: Immigration and Refugee Board (of Canada) 

IT: Information Technology 

IUNV: International United Nations Volunteer 

MoU: Memorandum of Understanding 

NGO: Non-governmental Organization 

NRC: Norwegian Refugee Council 

NUNV: National United Nations Volunteer 

OCHA: Office for the Coordination of Humanitarian Affairs 

OFPRA: L'Office Français de Protection des Réfugiés et Apatrides 

PBLPS: Peace Building, Livelihoods & Partnership Section 

PCS: Protection Capacity Section 

PER: Performance Evaluation Report 

RedR: Registered Engineers for Disaster Relief 

R&R: Rest and Recuperation 

RSD: Refugee Status Determination 

SCN: Save the Children Norway 

SCS: Save the Children Sweden 

SDC/SHA: The Swiss Agency for Development and Cooperation/Swiss Humanitarian aid Unit 

SDPIS: Status Determination & Protection Information Section 

SGBV: Sexual and Gender Based Violence 

SRSA: Swedish Rescue Services Agency 

ToR: Terms of Reference 

TSS: Technical Support Section 

UASC: Unaccompanied Asylum Seeking Children 

UNDAC: United Nations Disaster Assessment and Coordination 

UNDP: United Nations Development Programme 


UNDSS: United Nations Department for Safety and Security 

UNHCR: United Nations High Commissioner for Refugees 

UNICEF: United Nations Children’s Fund 

UNJLC: United Nations Joint Logistics Centre 

UNV: United Nations Volunteer 

WASH: Water, Sanitation and Hygiene 

WATSAN: Water and Sanitation 

WEM: Workshop on Emergency Management 

WFP: World Food Programme 

Definitions 

PARTNER AGENCY 

Defined as an organization or entity that has entered into a written agreement with UNHCR 

to have and maintain standby personnel and/or standby equipment which can be deployed 

to UNHCR under certain circumstances. 

STANDBY AGREEMENT 

Standby agreements are pre-arranged terms on the use of the Partner's pre-positioned and 

specified resources to ensure pre-defined operational support mechanisms in the realm of 

personnel, equipments and technical packages. These agreements, which are signed both by 

UNHCR and the Partner, represent a commitment on both parties to undertake activities in 

a specified and coherent manner. 

DEPLOYMENT SCHEME 

A deployment scheme is a standby arrangement with different administrative procedures -- 

deployees are selected jointly by UNHCR and a Partner Agency to serve on a deployment 

roster. They are deployed under the auspicious of the Partner Agency or through UNHCR 

(e.g.: on a consultancy- or a nil/nil contract) for the duration of their work with UNHCR. 

Deployment schemes are financed fully or partially through UNHCR. 

DEPLOYEE (ALSO KNOWN AS: SECONDEE, EXPERT OR ROSTER MEMBER.) 

A deployee is a person who is deployed or seconded to a UNHCR operation from a Partner 

Agency upon request and mutual agreement. The deployment can either be individual or a 

part of a service team that is setting up and managing deployed operational support 

equipment. 

SERVICE MODULE (ALSO KNOWN AS: SUPPORT EQUIPMENT OR STANDBY EQUIPMENT) 

A service module is a pre-defined set of operational support equipment which upon request 

and mutual agreement between UNHCR and Partner Agency is deployed to a UNHCR 

operation. A service module is usually combined with a support team that will set up and 

operate the service module. 


1. UNHCR and Deployment Arrangements 

1.1 Current Partners 

UNHCR’s Partner Agencies and other deployment mechanisms: 

1 

2 

3 

4 

5 

Partner Agency Type of Agreement 

Austcare 

Administers a standby roster with 34 roster members. 

Austcare mainly specializes in Protection and 

their roster includes profiles such as Protection 

Officers, Child Protection Officers and Gender Based 

Violence Experts. Deployments are available in 

emergencies and non-emergencies. 

CDC - Centers for Disease Control and Prevention 

(The United States Public Health Service - PHS) 

CDC has a core team of Technical Experts who within 

short notice can be deployed for health and nutrition 

assessments. CDC also provides technical assistance 

on e.g. prevention and control of communicable 

diseases, maternal and child health activities, sanitation 

and water supply. Deployments are available in 

emergencies and post-emergency phases. 

DCPEP - The Directorate for Civil Protection and 

Emergency Planning of Norway 

Maintains two Norwegian Support Teams (NST) who 

can be deployed to set up two separate camps for ca. 

50 UN personnel. The camps are fully equipped with 

e.g. WATSAN, kitchen, accommodation, generators, 

heaters etc. The NSTs are fully manned with up to 9 

personnel. Upon request and on a case-to-case basis 

NST personnel can be deployed for other tasks. 

Deployment is available in emergencies. 

DRC - Danish Refugee Council 

Maintains a standby roster with about 215 roster 

members. Profile area covers: Protection, field, 

transport and logistic, WATSAN, repatriation, 

reintegration, recovery, information management, 

IT/radio communication, demining. Deployments are 

available both in emergencies and non-emergencies. 

EMERCOM of Russia - Ministry of the Russian 

Federation for Civil Defense, Emergencies and the 

Elimination of Consequences of Natural Disasters 

UNHCR is provided with priority access to fully 

equipped and fully manned airlift capacity and trucking 

fleet maintained by EMERCOM on a standby basis. 

Responsible 

Section/Division - 

UNHCR HQ 

Standby Agreement EPRS/DOS 






6 

7 

8 

9 

10 

11 

ICMC - International Catholic Migration 

Commission 

In partnership with UNHCR, ICMC manages a 

Resettlement Deployment Scheme. The roster has 170 

members - 30 % of which are actively deployed to 

UNHCR operations. Roster profiles include: 

Resettlement Generalist, RSD Specialist, Refugee 

Women Specialist, BID/Child Welfare Specialist, 

Group Resettlement Specialist, and Psychosocial 

Specialist. 

ILO - International Labour Organization 

A technical partnership programme between UNHCR 

and ILO makes it possible for UNHCR to request 

rapid deployment of ILO Livelihood Experts. The 

programme covers technical areas, such as microfinance, 

development of small enterprises, local 

economic development, support to cooperatives, 

vocational training, gender economic empowerment, 

and employment policies. Deployments available in 

emergencies and non-emergencies. 

IRC - International Rescue Committee 

Administers the Protection Surge Capacity Project 

which is a joint initiative between IRC and UNHCR. 

There are over 260 active members on the Surge 

Roster which mainly covers the following profiles: 

Protection Officers, Gender Officers and Registration 

Officers. Deployments available for non-emergencies 

only. 

Irish Aid 

Administers a standby register with 64 members. The 

profiles of those individuals include Humanitarian 

Specialists (i.e. Protection, Emergency Programme and 

Reporting Officers), Logisticians, ICT Experts, 

Engineering and Environmental Specialists, Public 

Health Officers and Mine Action Specialists. 

Deployments are available in humanitarian 

emergencies – both sudden onset and more complex, 

protracted emergencies. 

NRC - Norwegian Refugee Council 

Maintains an Emergency Standby Force with 

over 800 members. The Emergency Standby Force 

covers a wide profile area varying from protection, 

child protection and education to logistics, aviation, 

construction and IT/Telecom. Deployments are 

mainly available for emergencies. 

OXFAM GB 

Administers a set of stock equipment for WATSAN 

emergency response for 100,000 refugees. The package 

includes hygiene promotion. The WATSAN package is 

only available in emergencies. In addition, Oxfam can 

be requested to deploy WATSAN Engineers as well 

as Public Health Promoters. These are also available in 

non-emergencies. 

Deployment scheme Resettlement/DIPS 

Standby Agreement PBLPS 

Deployment scheme PCS/DIPS 



Standby Agreement TSS/DOS 


12 

13 

14 

15 

16 

17 

18 

ProCap 

NRC/OCHA 

(Interagency: UNHCR, OHCHR & UNICEF) 

Tier 1 consists of a core team of 10 senior experienced 

Protection Officers (UN P-5 equivalent). They are 

recruited as full-time surge capacity, on permanent 

rotation in the field. Tier 1 personnel will be recruited 

and contractually administered by NRC. 

Tier 2 (UN P-2/P-3 equivalent) protection personnel 

are members pf already existing standby rosters 

managed by ProCap's Partners (see 5.12) Deployments 

available in emergencies. 

RedR Australia - Registered Engineers for 

Disaster Relief, Australia 

Administers a roster with 400 trained professionals. 

Register members cover a broad range of profiles 

mainly based in engineering and logistics. Profile areas 

include e.g. shelter and site planning, construction, 

structural education in emergencies, electricity 

generation and supply, water supply and distribution 

etc. Deployments are mainly available in emergencies. 

RSD Project Deployment 

Under the RSD Project Deployment Scheme 

experienced international consultants as well as 

qualified UNV volunteers can be deployed to assist 

UNHCR Field Offices in improving their RSD 

procedures. Available in emergencies and nonemergencies. 

SCN/SCS - Save the Children Norway and 

Sweden 

The two Agencies each maintain a roster with 30 

standby staff. Deployable profiles are: Child Protection 

Officers, Community Service Officers and Education 

Advisors. Deployments are available in emergencies 

and in emergency like settings. 

SDC/SHA - The Swiss Agency for Development 

and Cooperation/Swiss Humanitarian Aid Unit 

Administers a roster with over 650 members. The 

roster mainly covers technical profiles such as 

construction, WATSAN, logistics and shelter. 

Protection Officers are also deployable. Deployments 

are available both in emergencies and nonemergencies. 

SRSA - Swedish Rescue Services Agency 

SRSA maintains a roster with 2000 standby staff. The 

SRSA roster covers a wide range of technical profiles 

varying from Logisticians to Air Movement Officers to 

WATSAN Specialist and Environmental Specialists. 

Deployments are available in emergencies only. 

UNV - United Nations Volunteers 

The UNV programme maintains a roster of more than 

6000 qualified candidates in 105 professional 

categories. Profile areas include: Programming, 

protection, health, logistics, field, administration etc. 

UNV volunteers are deployable both in emergencies 

and non-emergencies. 

Deployment scheme 

EPRS/DOS 

& 

PCS/DIPS 


Deployment scheme SDPIS/DIPS 

Standby Agreement CDGECS/DIPS 





2.1 Preface 

2. General Terms and Conditions 

The following terms and conditions generally apply for personnel deployed through the 

Agencies and deployment arrangements listed below. However, smaller or greater 

differences in terms and conditions exist in all agreements. For detailed information on the 

exceptions please refer to 5. Partner Agency Fact Sheets. 

Austcare CDC DCPEP DRC EMERCOM ICMC 

ILO IRC Irish Aid NRC OXFAM GB RedR Australia 

SCN/SCS SDC/SHA SRSA ProCap RSD Project 

2.2 Terms and Conditions 

CRITERIA FOR USE OF DEPLOYMENT ARRANGEMENTS 

Before activating external deployment resources, the Field Office should take into 

consideration whether a deployment is an imperative for the operation. External deployment 

resources should be used in moderation and not become a substitute for regular staffing 

arrangements within UNHCR. Instead, the external deployment arrangements must be seen 

as a short-term means to support and augment existing resources in UNHCR operations 

when considered absolutely necessary. In general the following criteria should be met when 

activating external deployment resources: 

• UNHCR is unable to meet the staffing requirements within the time constraint. 

• There is a need for specific profiles which are unavailable among the existing UNHCR 

staff or UNHCR rosters. 

• The additional help needed is only required for a short period of time. 

In addition to the above-mentioned criteria, the Field Office should undertake the following: 

• Provide the deployee with office space and equipment (laptops, mobiles etc.). 

• Arrange pick-up of deployee from the airport or other closest port of entry. 

• Arrange briefings upon arrival and ensure that the deployee participates in other relevant 

briefings e.g. UNDSS security briefings. 

Where necessary the Field Office should also budget for the following: 

• Internal travel within the country and region of operation. 

• Travel to R&R location. 

• DSA (in a few cases). 

CRITERIA FOR ACTIVATING OPERATIONAL SUPPORT MODULES 

The following criteria should be met when requesting standby support equipment. 

• There is not sufficient capacity on the ground. 

• The requirements exceed the local capacity of UNHCR partners in the field. 

• It is not possible to provide the needed services through normal procurement channels. 


EMPLOYMENT CONTRACTS FOR DEPLOYEES 

In most cases, deployees sign a contract with their own Partner Agency, not with UNHCR. 

When deployed to UNHCR, roster members are required to sign an Undertaking (Annex 6) 

that will outline their responsibilities towards UNHCR. This will bind the deployee to the 

same rules and regulations applicable to UNHCR staff. 

STATUS OF THE DEPLOYEE 

The deployee is granted the status of “Expert on Mission for the United Nations” according 

to Article VI, sections 22 and 23, of the Convention on the Privileges and Immunities of the 

United Nations of 13 February 1946: 

Section 22: 

Experts (other than officials coming within the scope of article V) performing missions for the 

United Nations shall be accorded such privileges and immunities as are necessary for the independent 

exercise of their functions during the period of their missions, including the time spent on journeys in 

connection with their missions. In particular they shall be accorded: 

• Immunity from personal arrest or detention and from seizure of their personal baggage; 

• In respect of words spoken or written and acts done by them in the course of the performance of 

their mission, immunity from legal process of every kind. This immunity from legal process shall 

continue to be accorded notwithstanding that the persons concerned are no longer employed on 

missions for the United Nations; 

• Inviolability for all papers and documents; 

• For the purpose of their communications with the United Nations, the right to use codes and to 

receive papers or correspondence by courier or in sealed bags; 

• The same facilities in respect of currency or exchange restrictions as are accorded to representatives 

of foreign governments on temporary official missions; 

• The same immunities and facilities in respect of their personal baggage as are accorded to 

diplomatic envoys. 

Section 23: 

Privileges and immunities are granted to experts in the interests of the United Nations and not for 

the personal benefit of the individuals themselves. The Secretary-General shall have the right and the 

duty to waive the immunity of any expert in any case where, in his opinion, the immunity would 

impede the course of justice and it can be waived without prejudice to the interests of the United 

Nations. 

Even though the deployee is not considered a staff member or an official of 

UNHCR or the United Nations, the deployee will be FULLY integrated in the team 

of UNHCR’s international staff in the area of deployment. 

UN CERTIFICATE 

Deployees are entitled to carry a UN Certificate. This is issued by UNHCR HQ. Upon 

completion of the deployee’s mission the UN Certificate has to be handed back either via 

the Partner Agency or directly to UNHCR. 


VISA 

UNHCR is normally responsible for obtaining all visas and other necessary travel 

documents. The Partner Agencies might be asked to assist in cases where this is more 

expedient. All related costs should be covered by UNHCR. 

INSURANCE 

It is normally the responsibility of the Partner Agency to provide all forms of insurance 

covering illness, disability or death which may result in the course of the deployment with 

UNHCR. 

CONTRACT EXTENSION 

If an extension is deemed necessary, the Requesting Office will notify their Desk and the 

UNHCR deployment focal point one month prior to expiry of the deployment. The 

Requesting Office must submit a written justification along with the request. 

The Partner Agency has to be alerted preferably at least three weeks prior to the expiration 

of the current contract. The extension will normally commence immediately upon expiration 

of the original employment contract, unless the deployee in agreement with her/his Agency 

chooses to take leave between contracts. 

MEDICAL EXAMINATIONS 

It is the responsibility of the Partner Agency to ensure that the deployee is fit to travel and 

has had the required inoculations for the country to which she/he is traveling. 

HOUSING 

Requesting Offices should assist the deployee in finding local housing, where this is 

available. In locations where local housing is not an option the deployee should be provided 

with similar housing arrangements to those of UNHCR staff. Housing costs are borne by 

the Partner Agency. 

WORKING HOURS 

The deployee will have the same working hours as UNHCR staff. If time-off during 

weekends is not possible owing to the exigencies of work, the deployee will follow whatever 

system for compensatory time-off is established by the local UNHCR official for the 

operation. 

LEAVE ENTITLEMENT 

Leave entitlements vary depending on each Agreement. In most cases the deployee shall not 

be entitled to any annual leave during the first three months of her/his deployment (except 

for normal weekends and UN holidays). The Partner Agency shall always approve any leave 

taken by the deployee. 

REST AND RECUPERATION 

UNHCR’s regulations on R&R shall be applicable for deployees. Time taken as R&R must 

be approved by the UNHCR Supervisor and UNHCR Representative or Head of Office. 

R&R must also be confirmed with the Partner Agency. 

In most cases the Requesting Office is responsible for all travel expenses to the R&R 

location by deployees. 

SALARY & DSA 

The Partner Agency is responsible for most administrative matters related to the 

employment costs including salary, DSA and other benefits. 


ACCESS TO WORKING FACILITIES 

The deployee will benefit from the same back-up support as UNHCR provides to its own 

international staff exercising similar functions in the office of deployment. This includes 

access to transport and communication equipment, working space and other working 

facilities necessary for the deployee to operate according to her/his ToR. UNHCR will 

instruct its relevant Field Office to ensure that the necessary UNHCR equipment and 

infrastructure is available upon arrival of the deployee at the duty station. 

TRAVEL COSTS 

The Partner Agency covers all external (international) travel. The UNHCR operation 

normally covers all expenses related to the deployee's internal travel in the field (country or 

region). 

GENERAL SECURITY CONCERNS 

UNHCR shall afford deployees the same protection and physical security measures which it 

affords its own staff. Deployees must at all times be fully informed and kept continuously 

updated on the security situation in the field. Deployees shall therefore be included in all 

UNHCR security arrangements in a manner consistent with UNDSS published directives. 

SECURITY RELOCATION/EVACUATION 

Like UNHCR staff, deployees are relocated or evacuated as per authorization from UNHCR 

and UNDSS. However, every evacuation will be handled on a case by case basis by the 

involved Partner Agency. 

MEDICAL EVACUATION 

Deployees are entitled to medical evacuation. In most cases the evacuation will be facilitated 

by UNHCR but covered by the Partner Agency’s insurance. 

EVALUATION AND REPORTING 

UNHCR shall ensure that the supervisor completes a PER (see Annex 7) at the end of each 

deployment. PERs should preferably be filled out and submitted to the relevant deployment 

focal point in UNHCR no later than two weeks after the end of the deployment. It is the 

responsibility of UNHCR to provide Partner Agencies with the PER. 


3. UNV Agreement 

3.1 Terms and Conditions for UNV Volunteers 

CRITERIA FOR THE DEPLOYMENT OF UNV VOLUNTEERS 

Before deploying a UNV volunteer the following should be reflected upon: 

• UNV volunteers shall not be substitutes for regular UNHCR staffing. 

• The UNV programme has been created to promote the spirit of volunteerism, not to 

provide UN-Agencies with a low-cost work force. 

• UNV volunteer deployments are project paid. This means that the UNHCR operation 

has to budget for all expenses related to the deployment. 

ADMINISTRATION 

In the field, the UNDP Country Office is normally responsible for all administrative support 

concerning UNV volunteers. In rare cases (e.g. very remote areas) where the UNDP 

Country Office cannot provide this service to the UNV volunteer, UNHCR might be asked 

to cover the specific programme and administrative support for the UNV volunteer. 

UNV volunteers must be supervised directly by a 

UNHCR staff. 

EMPLOYMENT CONTRACTS FOR UNV VOLUNTEERS 

UNV volunteers sign a contract with UNV Bonn and are thereby bound by UNV Condition 

of Service. UNV volunteers are required to sign an Undertaking (Annex 11 & 12) and the 

UNHCR Code of Conduct before taking up work for UNHCR. 

STATUS OF INTERNATIONAL UNV VOLUNTEERS 

IUNV volunteers are considered as persons performing services for UNDP and therefore 

enjoy privileges and immunities as are necessary for the exercise of their functions. 

Additionally, depending on the agencies to which they are assigned, they may be covered by 

the arrangements agreed between these agencies and the governments concerned. 1 

UNV volunteers (both IUNV volunteers and NUNV volunteers) work on a 

volunteer status but will be integrated as full members of the UNHCR team. 

Therefore UNV volunteers must be invited to attend meetings related to their 

work and participate in other forms of staff development activities. 

UN CERTIFICATE 

UNV volunteers are not entitled to carry a UN Certificate. However, UNV volunteers are 

provided with a local UNHCR identity card reflecting their functional title. This shall be 

issued to all UNV volunteers upon entry into service with UNHCR. 

In addition, UNV volunteers receive an identification document that reflects their status as a 

UNV volunteer. This is usually issued by the UNDP Country Office. 

1 Please note that this is a draft text on the status of International UNV volunteers and is to be finally 

confirmed by UNV when legally cleared by UN Office of Legal Affairs. 


INSURANCE 

It is the responsibility of UNV Bonn to provide all forms of insurance covering illness, 

disability or death which may result in the course of the deployment with UNHCR. 

CONTRACT EXTENSION 

Requesting a contract extension is possible and shall preferably take place three weeks prior 

to the end of original deployment contract. 

ALLOWANCES & DSA 

UNV Bonn does not provide a salary to UNV volunteers. They are instead covered with a 

monthly Volunteer Living Allowance (VLA) based on the local cost of living during their 

service. Assignment travel and shipment costs, entry and exit medical examinations, Settling 

in Grant (SIG), medical and security evacuation and Resettlement Allowance (RSA) are also 

provided. UNV volunteers are also entitled to Hazardous Duty Station Supplement (special 

UNV rate) as well as residential security costs, where applicable. 

LEAVE ENTITLEMENTS AND WORKING HOURS 

If time-off during weekends is not possible due to work exigencies during an emergency, the 

UNV volunteer will follow whatever system for compensatory time-off is established by the 

local UNHCR official for the operation. The UNV volunteer will have the same working 

hours as UNHCR staff. 

Annual leave for UNV volunteers is as per the UNV Condition of Service which is 2.5 

working days per completed month of service. 

REST AND RECUPERATION 

UNHCR’s regulations on R&R shall also be applicable for UNV volunteers. Time taken as 

R&R must be approved by the UNHCR Supervisor and the UNHCR Representative or 

Head of Office. R&R must also be confirmed with UNV Bonn. 

ACCESS TO WORKING FACILITIES 

A UNV volunteer will benefit from the same back-up support as UNHCR provides to its 

own staff exercising similar functions in the office of deployment. This includes access to 

transport and communication equipment, working space and other working facilities 

necessary for the UNV volunteer to perform their functions properly. 

GENERAL SECURITY CONCERNS 

UNV volunteers shall be under the overall direction and guidance given by UNHCR and 

UNDSS and shall adhere to any security instructions given by their UNHCR supervisor. 

UNV volunteers will in every respect be incorporated into all security briefings and security 

plans which are applicable for UNHCR staff. UNHCR is responsible for the safety and 

security of all UNV volunteers serving with the organisation based on consultation with the 

Designated Official and UNV Bonn. UNV volunteers are entitled to be issued with the 

same security equipment as UNHCR staff. 

SECURITY RELOCATION/EVACUATION & MEDICAL EVACUATION 

All expenses related to security relocation/evacuation and medical evacuation will be directly 

charged to the UNV programme. It should be noted that the UNV programme has 

established a special fund for these purposes which is constantly replenished through a 

percentage of the pro forma costs that UNHCR pays for the services of UNV volunteers. 


EVALUATION AND REPORTING 

In accordance with UNV procedures, UNV volunteers complete online “Volunteer Periodic 

Progress Reports” on a regular basis. Completed progress reports are commented upon by 

the UNV volunteer’s supervisor in UNHCR through a specific form, also online. 

In addition to this, UNV volunteers should receive from the supervisor a written evaluation 

of their work performance. 


4. How to request a deployment 

4.1 Steps to take when requesting a deployment 

1. BEFORE REQUESTING 

• First, the Field Office takes into consideration whether requesting a deployment is an 

imperative – keeping in mind that the external staffing arrangements made available to 

UNHCR should not become a substitute for UNHCR’s own staffing arrangements. 

If the need is not only for a short period of time (3-6 months), other solutions should be 

found. 

• If the above criteria are fulfilled, the Field Office takes into account the criteria outlined 

in the previous chapters: 

� Ability to budget for the deployment related expenses: 

o Travel to R&R location. 

o All internal travel (country and region). 

o DSA where applicable. 

o If deploying UNV volunteers, all expenses are paid by the relevant 

UNHCR operation. 

� Possibility of providing the deployee with the same access to working 

facilities as UNHCR staff. 

� Capability of integrating the deployee as a full member of the UNHCR team. 

2. FIELD REQUEST 

To request a deployment, the Field Office contacts their respective Desk. The ToR 

eventually submitted to the UNHCR deployment focal point should include the following 

information: 

� Profile required. 

� Location. 

� Expected starting date and duration. 

� Background information – conflict/country/region. 

� Specification of operation. 

� Main duties and responsibilities. 

� Supervisor and reporting line. 

� Language skills required. 

� Living conditions. 

� Gender and geographical restrictions due to security situation. 

� Budget code to charge the deployment (when required). 

� Other relevant information (e.g. difficult duty station for vegetarians, people with 

allergies etc.). 

3. REQUESTING OPERATIONAL SUPPORT MODULES 

When requesting support modules, relevant information on the above should be included 

along with the following additional information: 

� Support modules required. 

� Technical specifications of specialized equipment as required. 


4.2 Roles and Responsibilities of the Requesting Office 

Once the deployment request has been accepted, the following roles and responsibilities are 

incumbent upon the Requesting Office: 

1. SCREENING OF CVS 

After receiving CVs of shortlisted candidates, the Requesting Office will - in close 

collaboration with their Desk and UNHCR deployment focal point - choose a candidate. 

Within 72 hours, a recommendation should be made. 

2. SECURITY CLEARANCE 

If necessary, the Requesting Office applies for security clearance and informs the UNHCR 

deployment focal point if clearance has been granted. 

3. ARRIVAL OF DEPLOYEE 

The Requesting Office makes sure that the deployee is picked up upon arrival and that hotel 

arrangements have been made. 

4. REPORTING LINE 

In the initial briefing session, the supervisor shall make sure that reporting lines are clear. 

5. BRIEFING 

It is the responsibility of the supervisor, other senior staff and UNDSS to brief the deployee 

on the following upon arrival: 

• ToR and work plan. 

• UNHCR operation. 

• Implementing partners. 

• Security situation. 

• Security procedures including communication and call signs. 

• Office structures. 

• Introduction to available facilities and equipment. 

• Provision of equipment i.e. radio and other relevant security equipment. 

6. OFFICE FACILITIES 

The Requesting Office makes sure that the deployee has access to the same office facilities 

as UNHCR staff, i.e. office space, computer, vehicles etc. 

7. SECURITY 

The Requesting Office includes the deployee in all UN security arrangements and ensures 

that the same security measures apply for the deployee as for UNHCR staff. 

8. CHANGES IN TOR 

If the Requesting Office deems modifications in ToR necessary, this should first be 

discussed between the deployee and the direct supervisor. If an agreement is reached, the 

Requesting Office informs the UNHCR deployment focal point, who in turn contacts the 

Partner Agency in order to get a possible change in ToR finally approved. 


9. FEEDBACK 

The Requesting Office provides the UNHCR deployment focal point with informal 

briefings on the performance of the deployee. 

10. EXTENSION OF DEPLOYMENT 

If an extension is required, the Requesting Office contacts the UNHCR deployment focal 

point one month before the end of the contract. The focal point will forward the request for 

extension to the Partner Agency. 

11. HANDOVER 

If the deployee is being replaced, the Requesting Office should ensure that a proper handover 

from the deployee to the person replacing her/him takes place. 

12. DEBRIEFING 

The Requesting Office should ensure that the deployee gives a full debriefing before leaving 

the duty station. 

13. PERFORMANCE EVALUATION REPORT 

All agreements require that the supervisor completes a PER and submits it to the UNHCR 

deployment focal point, who in turn forwards it to the relevant Partner Agency. 


4.3 Who does what - Standard Deployment Procedures 

Pre-deployment 

1 

2 

3 

4 

5 

6 

7 

8 

9 

10 

11 

Steps 

Before 

requesting 

Field 

request 

Review of 

request 

Focal point 

alerts Agency 

Shortlisting 

candidates 

Screening 

of CVs 

Clarification on 

funding 

Candidate 

selection 

Undertaking/ 

Contract 

UN Certificate 

Application 

Form 

Medical 

examination 

12 Pre-briefing 

13 

Additional 

briefing 

Standby Agreements and Deployment 

Schemes 

Deployment Arrangement 

Before requesting a deployment the Field Office 

should: 

1. Consider whether requesting a deployee is an 

operational imperative. 

2. Consider whether the Field Office can meet the 

required criteria i.e. is able to provide and budget for 

expenses related to: Office space, internal travel, 

travel to R&R location, DSA when applicable, etc. 

Field Office submits request for deployee (incl. ToR) 

to their Desk at UNHCR HQ, copying the relevant 

deployment focal point. 

UNHCR deployment focal point and Desk both 

review ToR. 

UNHCR deployment focal point submits request to 

Partner Agency. 

Partner Agency makes a shortlist of suitable 

candidates and forwards CVs to UNHCR 


UNHCR deployment focal point reviews CVs. If 

any special requirements CVs will be cleared with 

the concerned section in UNHCR. Focal point also 

liaises with DRRMS. Focal point submits shortlist to 

the requesting Field Office. 

Where applicable, Partner Agency clarifies all 

funding related issues. 

Requesting Office selects candidate in collaboration 

with their relevant Desk. Deployment focal point 

contacts Partner Agency in order to commence 

deployment. 

UNV Agreement 

The same. 

However, the Field Office has to budget for 

all expenses related to a UNV deployment. 

When requesting IUNV volunteers the Field 

Office submits request directly to UNV 

deployment focal point in UNHCR, copying 

the relevant Desk. 

For NUNV volunteers, the Field Office 

submits request to the local UNDP Office 

copying the UNV deployment focal point in 

UNHCR and relevant Desk. 

The same 

The same 

The same 

The same - except UNV deployment focal 

point does not liaise with DRRMS. 

A guide to UNHCR’s Emergency Standby Partners and External Deployment Arrangements 20 

N/A 

The same 

1/Deployee signs the Undertaking. Partner Agency UNV volunteers sign an Undertaking. 

faxes or scans it to UNHCR deployment focal point. 

OR 

2/Deployee signs a Consultancy Contract. 

Where applicable the deployee fills out the UN 

Certificate Application Form. N/A 

The Partner Agency ensures that the deployee is 

medically fit to travel - in a few cases the deployee is 

responsible for the required medical examinations. 

The UNV volunteer is responsible for 

obtaining the required medical examinations 

prior to departure to duty station. 

Partner Agency briefs deployee. The UNV volunteer receives a briefing kit 

that includes all background information on 

the operation, country of operation and 

In some cases, deployees may pass through UNHCR 

HQ for additional briefing. 

living conditions. 

The same, except this is paid by the UNV 

volunteer her/himself.

Pre-deployment 

Deployment 

Post-deployment 

Steps 

14 Visa 

15 UN Certificate 

16 

Travel 

arrangements 

17 Security clearance 

18 

19 

Pick-up 

arrangements 

Briefing 

upon arrival 

20 Reporting lines 

21 

22 

23 

24 

Local 

UNHCR ID Card 

Access to working 

facilities 

Changes 

in ToR 

Extension of 

deployment 

25 Hand over 

26 

Performance 

Evaluation Report 

27 Debriefing 

28 

Return of UN- 

Certificate 

Standby Agreements and Deployment 

Schemes 

The Partner Agency will normally be 

responsible for obtaining visas. UNHCR 

deployment focal point will assist if necessary. 

UNHCR deployment focal point processes 

UN Certificate Application Form when 

submitted by Partner Agency. 

Partner Agency arranges external travel for 

deployee and forwards itinerary to UNHCR 

focal point who submits itinerary to 

Requesting Office 

Requesting Office is responsible for 

requesting security clearance - informs 

UNHCR deployment focal point of result 

ASAP. 

Requesting Office arranges pick-up, internal 

transport and accommodation upon arrival. 

Requesting Office arranges briefing of 

deployee. 

The deployee reports to the assigned UNHCR 

supervisor. 

Requesting Office is responsible for providing 

the deployee with a local UNHCR ID card. 

Requesting Office provides the deployee with 

office space, access to computer, vehicles etc. 

Changes in ToR should first be discussed 

between the deployee and the direct 

supervisor. The Requesting Office informs 

UNHCR deployment focal point who 

contacts Partner Agency for final approval. 

Requesting Office contacts UNHCR 

deployment focal point one month prior to 

end of contract. Focal point then forwards 

request to Partner Agency. 

If a replacement is taking place, Requesting 

Office should ensure that the deployee will 

hand over her/his work prior to departure. 

Supervisor completes PER and sends it to 

UNHCR deployment focal point who submits 

it to Partner Agency. 

Requesting Office should make sure that the 

deployee gives a debriefing before leaving the 

duty station. In some cases, deployees may 

pass through UNHCR HQ for additional 

debriefing. 

The deployee returns the UN Certificate to 

Partner Agency or directly to the UNHCR 


Deployment Arrangement 

UNV Agreement 

UNV volunteers are responsible for obtaining 

their own visas. 


N/A 

Either UNV Bonn arranges the travel or the 

deployee arranges it her/himself- getting 70% 

of the travel entitlement. UNV focal point 

sends itinerary both to local UNDP office and 

requesting office 

The local UNDP Office requests security 

clearance. 

The local UNDP Office arranges pick-up and 

initial accommodation. 

Both Requesting Office and local UNDP 

Office arrange briefings. 

The same 

The same 

The same 

The same 

The same 

The same 

UNV volunteers complete online “Volunteer 

Periodic Progress Reports” on a regular basis. 

Progress reports are commented upon by 

UNHCR supervisor through an online form. 

In addition, the supervisor makes a written 

evaluation. 

N/A 

N/A

5.1 Austcare 

5. Partner Agency Fact Sheets 

Introduction 

• Since its inception, Austcare has managed projects in more than 30 countries in Asia, the 

Pacific, Africa and the Middle East. 

• Austcare was established in 1967 with the original goal to focus the attention of the 

Australian community and government upon the needs of the growing number 

of displaced people around the world. 

• Austcare broadened its focus by becoming involved in the landmine action sector in 1989 

when the impact of this deadly legacy of war for people returning to rebuild their lives in 

Cambodia became clear. Since then Austcare has worked to reduce the impact of 

landmines in countries such as Afghanistan, Angola, Bosnia, Cambodia and Mozambique. 

• Austcare currently has country offices in Cambodia, Timor-Leste and Aceh/Indonesia 

and a Representative based in Ramallah. 

• The Protection deployment programme began in August 2005. 

• Austcare is broadening its approach to humanitarian aid within a human security 

framework including protection, mine action, peace-building, disaster management and 

livelihoods. 

Deployable Personnel 

• Protection Officers, Child Protection Officers and Gender Based Violence Specialists on 

roster. 

• Roster members available for 3, 6 or 12 months deployments, some with possibility to 

extend. 

• Available for either emergency or non-emergency deployments. 

Additional information regarding deployments 

• Leave entitlement: Austcare deployees are not entitled to any leave (except from 

normal weekends) during the first three months. 

• Funding: Austcare deployees are usually free of charge to UNHCR for 3-6 months - 

except for internal travel in country/region and travel to R&R location which is payable 

by the UNHCR operation. 

Other additional information 

• None. 

Agency homepage 

www.austcare.org.au 


5.2 CDC 

Introduction 

• Centers for Disease Control and Prevention (CDC) is situated within the U.S. 

Department of Health and Human Service. CDC headquarters is in Atlanta, Georgia but 

it has staff placed throughout the world. 

• CDC works with partners throughout the United States and the world to: 

1. Monitor Health. 

2. Detect and investigate health problems. 

3. Conduct research to enhance prevention. 

4. Develop and advocate sound public health policies. 

5. Implement prevention strategies. 

6. Promote healthy behaviours. 

7. Foster safe and healthful environments. 

8. Provide leadership and training. 

Those functions are the backbone of CDC’s mission. Each of CDC’s component 

organizations undertakes these activities in conducting its specific programs. The steps 

needed to accomplish this mission are also based on scientific excellence, requiring welltrained 

public health practitioners and leaders dedicated to high standards of quality and 

ethical practice. 


• On behalf of UNHCR, CDC technical experts may be deployed from the International 

Emergency and Refugee Health Branch, the Division of Global Migration and 

Quarantine, or other specialized and/or regional offices as appropriate. 


• None. 


• None. 


www.cdc.gov 


5.3 DCPEP 

Introduction 

• The Norwegian Directorate for Civil Protection and Emergency Planning (DCPEP) was 

established in 2003, combining two former directorates. The Directorate is the national 

public authority for municipal and inter-municipal fire services, the local electrical safety 

inspection authorities and the county governors’ emergency preparedness and response 

work. DCPEP is also responsible for professional and administrative follow-up of the 

Norwegian Civil Defense, the Emergency Planning College, the Norwegian Fire Academy 

and the Civil Defense’s regional schools. 

• As part of the Norwegian Emergency Preparedness System (NOREPS), DCPEP has 

established a support team concept called Norwegian Support Team (NST). NST can be 

deployed at short notice - fully equipped and manned - for setting up camps for circa 50 

persons, e.g. for UN personnel, thus helping them to concentrate fully on their main tasks. 

The support services provided are accommodation, catering, transport, communications, 

office facilities and health services. As of 2005, the NST concept can provide two separate 

camps, manned with up to 9 NST personnel each. The personnel is taken from a pool 

consisting of circa 50 trained personnel recruited on a voluntary basis from both inside and 

outside the Civil Defense Organization. DCPEP also manages a small pool of ICT experts 

(7 persons) with relevant equipment, mainly used by the UNDAC System. 


• For use in emergencies as well as other deployments, DCPEP has a pool consisting of Team 

Leaders/Camp Managers, Electricians, Plumbers, Mechanics, Cooks, Nurses, Carpenters and 

ICT Experts - about 50 persons in all. They are primarily meant for manning the Norwegian 

Support Teams, but on a case-by-case basis, they can be deployed for other missions upon 

request to DCPEP. 

Equipment/Service Modules 

• 2 complete tent camps (Norwegian Support Teams), with modules: WATSAN, kitchen, 

accommodation, office tents, generators, heaters, air conditions and some transportation 

facilities (land cruisers). In addition come two ICT modules in line with IHP’s concepts for 

ICT modules (sat. phones, radios and laptops). 


• Leave entitlement: During an emergency DCPEP deployees are not entitled to any leave 

(except for normal weekends) during the first three months. 

• Funding: Funding will be determined on a case by case basis and could range from full 

funding by the Government of Norway, to a cost sharing arrangement with UNHCR. 

Other forms of funding are also possible. 


• DCPEP hosts a yearly UNHCR WEM at the DCPEP training centre in Starum, Norway. 


Norwegian: www.dsb.no and www.sivilforsvaret.no 

English: www.dsb.no/forside.asp 


5.4 DRC 

Introduction 

• Danish Refugee Council was established in 1956 following the flight to Denmark of 

1,500 Hungarian refugees from the Soviet invasion of Hungary. DRC is a private, 

humanitarian organization covering all aspects of the refugee cause. Danish Refugee 

Council helps people affected by conflict in complex emergencies around the world as 

well as refugees who have to build a new future in Denmark. DRC aims to protect 

refugees and IDPs against persecution and furthermore promotes durable solutions. 

DRC programmes are implemented in more than 20 countries in Africa, Asia and 

Europe. 

• DRC works on the basis of humanitarian principles; the Code of Conduct for ICRC 

and NGOs in Disaster Relief and the UN Convention on refugees. In 2006 DRC 

received HAP Certification (Humanitarian Accountability Partnership). 

• DRC manages an Emergency Roster which was established in 1991 - with some 215 

highly qualified and trained specialists available for rapid secondment to UNorganizations. 

DRC has standby agreements with UNHCR, WFP, OCHA, UNICEF, 

UNDP and IOM. 


• Approximately 215 roster members with continuously recruitment. 

• Profile area covers: Protection, field, transport and logistic, WATSAN, 

repatriation/reintegration/recovery, information management, IT/radio communication 

and demining. 

• Roster members are available for 3 – 6 months deployments. 

• Roster members are available for both emergency and non-emergency deployments. 


• Leave entitlement: During an emergency DRC deployees are not entitled to any leave 


• Funding: DRC deployees are usually free of charge to UNHCR for 3-6 months - 




• The current Standby Agreement is a tripartite agreement between DRC/NRC and 

UNHCR. 

• In 2007 DRC and UNHCR signed a MoU on strategic partnership. This partnership 

MoU emphasizes the cooperation between the two Agencies on protection and durable 

solutions with a focus on livelihoods and reintegration in selected operations. 


Danish: www.flygtning.dk 

English: www.drc.dk 


5.5 Emercom 

Introduction 

• The Ministry of the Russian Federation for Civil Defense, Emergencies and Elimination 

of Consequences of Natural Disasters (EMERCOM of Russia - also called the Ministry 

for Extraordinary Situations or MCHS) was established on 10 January 1994, according 

to the President of Russia’s Ordnance. EMERCOM of Russia used to celebrate its 

birthday on 27 December, as it was the exact day in the year of 1990, when the Russian 

Corps of Rescuers had been created, for the purpose of providing swift and effective 

response in the event of emergency situations. 


• The necessary support teams needed to operate the service modules as mentioned below. 


• EMERCOM makes available to UNHCR the deployment of: 

• Two air freighters IL-76 TD with a payload of 40 tonnes and cargo hull dimensions of 

20 x 3.4 x 3.4 meters. 

• At least 15 x 10 metric tonne (6 x 6 or 6 x 4) trucks (Kamaz type) accompanied by fuel 

tanker, mobile workshop, escort vehicles and personnel (drivers and coordinators) to 

man the fleet during the initial emergency phase and until such time as local capacities 

can be trained to take over the operation of the fleet. 


• Funding: The maintenance of the above mentioned standby capacity is provided at no 

cost to UNHCR, but the cost of the deployment is charged to the relevant UNHCR 

operation. 


• None. 


Russian: www.mchs.gov.ru/ 

English: www.mchs.gov.ru/4940/ 


5.6 ICMC 

Introduction 

• The International Catholic Migration Commission was founded in 1951 to respond to the 

needs of individuals displaced by World War II. ICMC advocates for durable solutions 

and rights-based policies directly and through a worldwide network of 172 member 

organizations. ICMC's expertise and core programming consists of refugee resettlement, 

return and reintegration, local integration, work with extremely vulnerable individuals, 

counter-trafficking and rescue, NGO capacity-building, technical cooperation and 

government institution-building, emergency response and advocacy. 

• ICMC manages a Resettlement Deployment Scheme in partnership with UNHCR to 

assist in conducting resettlement assessments and processing of refugee individuals and 

groups. 


• The Deployment Scheme has a roster of approximately 170 individuals, of which 30% are 

actively deployed to UNHCR field offices. The Programme responds to resettlement 

needs as defined by UNHCR Resettlement Service. 

• Roster profiles include: Resettlement Generalist, RSD Specialist, Refugee Women 

Specialist, BID/Child Welfare Specialist, Group Resettlement Specialist and Psychosocial 

Specialist. 


• Entitlements: Deployees are entitled to Hazard Pay at ICMC rate (but not to SOLAR). 

Housing costs are covered by ICMC project - all expenses related to entitlements are 

covered by ICMC project. 

• Salary and DSA (Per Diem): Salary and Per Diem expenses are covered by the ICMC 

project. Per Diem is at ICMC rate. 

• Funding: ICMC deployees from the Resettlement Deployment Scheme are usually free 

of charge for the UNHCR operation – except for internal travel in country/region which 

is payable by the relevant UNHCR operation. 

Additional information 

• None. 


www.icmc.net/e/index.htm 


5.7 ILO 

Introduction 

• The International Labour Organization (ILO) was created in 1919, as part of the Treaty 

of Versailles that ended World War I. The ILO is devoted to advancing opportunities for 

women and men to obtain decent and productive work in conditions of freedom, equity, 

security and human dignity. Its main aims are to promote rights at work, encourage 

decent employment opportunities, enhance social protection and strengthen dialogue in 

handling work-related issues. 

• A technical partnership between the ILO and UNHCR is operational since February 

2004 to promote livelihood recovery in post-conflict areas and conflict-affected 

communities all over the world. Through the partnership, ILO experts are deployed to 

work with UNHCR teams in the field to create employment and income-generating 

opportunities for refugees and displaced persons. The programme covers several 

technical areas such as micro-finance, development of small enterprises, local economic 

development, support to cooperatives, vocational training, gender economic 

empowerment and employment policies. 


• ILO makes available to UNHCR the rapid deployment of ILO livelihood experts. 

• ILO livelihood experts can be deployed both in emergencies and non-emergencies. 


• The request for a deployment should be initiated by the field through an ILO-UNHCR 

request form (see Annex 5). ILO selects possible candidates from a roster. In theory, an 

expert can be made available one month after the initial request is made, but this may 

take longer if appropriate persons on the roster have already been deployed elsewhere. 

• Employment contracts for deployees: Persons deployed by ILO sign an ‘External 

Collaborator Contract’ (not an Undertaking), and are not officially recognized as UN 

employees – they do not receive a UN Certificate. 

• Leave entitlement: ILO deployees receive no leave entitlement (except for normal 

weekends), and UNHCR regulations on R&R do not apply to them. 

• Extensions: Usually, extensions are not provided. 

• Evaluation and reporting: ILO requires a progress report to be filled out every two 

weeks by the deployee. 

• Travel costs: ILO covers all in-country travel if this is in ILO’s interest. Otherwise the 

UNHCR operation covers internal travel costs. 

• Funding: ILO deployees are usually free of charge to the UNHCR operation – an 

exception can be travel costs. 

• Request form: Please note that there is a separate ILO request form (see Annex 5). 

• PER: Please note that there is a separate ILO PER form (see Annex 9). 

• The ILO deployee is responsible for her/his own insurance. 

• The ILO deployee is responsible for providing a medical certificate. 


• None. 


www.ilo.org 


5.8 IRC 

Introduction 

• The International Rescue Committee is a non-sectarian non-profit organisation providing 

emergency relief, protection, rehabilitation assistance, resettlement services and advocacy 

for refugees and victims of oppression or violent conflict in 25 countries overseas and 19 

offices across the United States. 

• The Protection Surge Capacity Project is a joint initiative between the IRC and UNHCR. 

The aim of the project is to strengthen UNHCR’s protection capacity through the 

deployment of qualified personnel to UNHCR operations worldwide. For this purpose, IRC 

Geneva maintains a roster of individuals who are interested in and available for deployment 

to UNHCR offices as a need for protection staff arises. 

• Roster Members are cleared by both IRC and UNHCR, and an individual must be a 

member of the roster to be eligible for deployment. 


• There are 263 active Roster Members. 

• Profiles available for deployment: Protection Officers, Gender Officers and Registration 

Officers. 

• Average deployment length is eight to ten months and is capped at eleven months. 

• Available for non-emergency deployments only. 


• Employment contracts for deployees: Deployees sign a nil-nil contract with UNHCR. 

• Duration of deployment: Initial deployment is up to 6 months with a possibility of 

extension for 5 additional months. The deployment cannot exceed 11 months. 

• Salary and DSA: Salary is covered by IRC Surge project. The UNHCR operation pays 

DSA at UN rate throughout the whole deployment. This includes DSA on R&R. 

• Entitlements: During R&R deployees are entitled to DSA at UN rate - payable by the 

UNHCR operation. IRC pays lump sum to deployee. IRC project covers housing costs. 

• Funding: Except the above mentioned expenses, IRC Surge deployees are free of charge 

to the UNHCR operation. 

• Request form: Please note that there is a separate IRC Surge request form (see Annex 4). 


• In July 2007 IRC signed a MoU on Strategic Partnership. The MoU emphasizes closer 

collaboration in the areas of: Protection, capacity building, education, WASH, 

health/nutrition and durable solutions. 


www.theirc.org 


5.9 Irish Aid 

Introduction 

• Irish Aid, the Development Cooperation Division of the Department of Foreign 

Affairs, and the Irish Government’s programme of overseas development, will manage 

Ireland’s standby register, or Rapid Response Corps. 

• The standby register is one element of the Rapid Response Initiative which is a key 

decision arising from the Irish Government’s White Paper on Irish Aid of September, 

2006. A formal Standby Agreement between Irish Aid and UNHCR was signed on 28 

June, 2007. 


• Following the launch of a national recruitment campaign in February 2007, 64 persons 

have been invited to join the register. The profiles of those individuals include 

Humanitarian Specialists (i.e. Protection, Emergency Programme/Project and Reporting 

Officers), Logisticians, ICT Experts, Engineering and Environmental Specialists, Public 

Information Specialists, Public Health Officers and Mine Action Specialists. A detailed 

list of profiles under each general heading is available at: 

http://www.irishaid.gov.ie/Rapid_Response_Initiative.asp. 

Personnel with skills matching each of the specific profiles have been identified for the 

Irish register. 

• Deployments are for 3 months; extensions are examined on a case by case basis only and 

subject to the agreement of all parties. 

• The main focus of the Rapid Response Corps is on humanitarian emergencies – both 

sudden onset and more complex, protracted emergencies. 


• Leave entitlement: Irish Aid deployees are not entitled to take leave (except for 

normal weekends). 


• None. 


www.irishaid.gov.ie 


5.10 NRC 

Introduction 

• The Norwegian Refugee Council is an NGO working with IDPs and refugees in more 

than 20 different countries. There are approximately 2000 employees worldwide. 

• NRC was founded in 1946, to assist refugees in Europe after World War II. Today NRC 

is organized as an independent, private foundation and cooperates closely with the UN 

and other organizations, around the world as well as in Norway. 

• NRC roster members can, at 72 hours notice, travel anywhere in the world to support 

the UN and other international organizations with humanitarian aid and emergency relief 

operations, election observation and human rights monitoring, and peace keeping 

operations. 


• NRC administers 3 different rosters: NORSTAFF, NORAFRIC & NORMIDEAST. In 

cooperation with Norwegian Centre for Human Rights, NRC also administers 

NORDEM. Altogether NRC has over 800 men and women in its emergency standby 

forces. 

• The roster members have various qualifications: Education, protection, child protection, 

humanitarian affairs, monitor; logistics, aviation, warehouse and management, 

construction, electricity, convoy leadership and IT/telecom. 

• NRC deploys personnel for six months with a possible extension of an additional six 

months. 

• Standby personnel are mainly available for emergency deployment. 


• Leave entitlement: During an emergency, NRC deployees are not entitled to any leave 


• Funding: NRC deployees are usually free of charge to UNHCR for 3-6 months - 




• The current Standby Agreement is a tripartite agreement between NRC/DRC and 

UNHCR. 

• In 2006 NRC signed a MoU on Strategic Partnership with UNHCR. This MoU focuses 

particularly on closer cooperation between the two organizations in UNHCR’s cluster 

lead areas of Protection, Shelter and CCCM. Specific emphasis is placed on developing 

joint training activities. 


Norwegian: www.flyktninghjelpen.no 

English: www.nrc.no 


5.11 Oxfam GB 

Introduction 

• The name “Oxfam” comes from the Oxford Committee for Famine Relief, founded in 

Britain in 1942, during World War II. This group of Oxford citizens campaigned for 

grain ships to be sent through the allied naval blockade to provide relief for women and 

children in enemy-occupied Greece. 

• Oxfam International was founded in 1995, formed by a group of like-minded 

independent non-government organisations, who wanted to work together 

internationally to achieve greater impact in reducing poverty through their collective 

efforts. Oxfam International is a confederation of 12 organisations working together 

with over 3,000 partners in more than 100 countries to find lasting solutions to poverty, 

suffering and injustice. 

• Oxfam GB works in development and emergencies in 70 countries in the world. In 

humanitarian crises, Oxfam’s main focus is water, sanitation and hygiene promotion and 

to a lesser extent shelter, livelihoods and food security. 


• Oxfam has approximately 200 public health staff - primarily for Oxfam’s own response. 

• The profiles that are available for deployments to UNHCR are WATSAN Engineers 

and Public Health Promoters. 

• Deployments are available both for emergencies and non-emergencies. The duration of 

deployments is decided on a case by case basis and can vary from 3 months to 1 year. 


• Oxfam makes available to UNHCR a WATSAN package that can provide water and 

sanitation for up to 100,000 beneficiaries. The WATSAN package includes hygiene 

promotion and is only available in emergencies. 


• Funding: For the deployment of the WATSAN package funding would be sought from 

donors. 


• None. 


www.oxfam.org.uk 


5.12 ProCap 

Introduction 

• ProCap seeks to enhance the UN protection response and contribute to global protection 

capacity through the predictable and effective deployment of personnel with proven 

protection expertise. It reinforces the strategic and operational protection response for 

IDPs and other vulnerable groups in emergencies and protracted complex crises. 

• ProCap supports the objectives of the Global Protection Cluster. An inter-agency Steering 

Committee, composed of UNICEF, OHCHR, UNHCR, OCHA and an NGO 

representative, oversees the project. The ProCap Support Unit, hosted by OCHA, acts as 

the project secretariat. The Norwegian Refugee Council contractually administers the 

Senior Protection Officers (Tier 1). 


• Senior Protection Officers (SPOs): Up to 15 senior, experienced SPOs (at UN P4/5 

equivalent level) provide full-time protection surge capacity and are on permanent rotation 

to the field on deployments to, primarily, UNHCR, UNICEF, OHCHR, and OCHA. 

Senior Protection Officers may, if specific criteria are met, be deployed to other UN 

agencies fulfilling a recognized protection role. SPOs perform a range of tasks, including 

providing strategic leadership in protection at national or regional level, supporting the 

design and implementation of protection strategies in a range of contexts, and facilitating 

the establishment and smooth-running of relevant coordination mechanisms, including the 

field protection cluster. 

• Standby Protection Experts (SPEs): At P-2/P-3 equivalent levels include Protection 

Field Officers, Community Services Officers and Child Protection Officers. These 

personnel are members of standby rosters managed by ProCap’s partners – Austcare, 

Danish Refugee Council, Norwegian Refugee Council, RedR Australia and Save the 

Children Sweden, Norway and Denmark. ProCap provides inter-agency, skills-based 

protection training for these officers. Requests for their deployment by UNHCR offices 

should follow normal deployment procedures. 


• ProCap Tier 1 deployments will be initially agreed by the ProCap Interagency Steering 

Group and deployed within 72 hours if necessary. 

• Request form: Please note that ProCap Tier 1 has a separate request form (see Annex 3). 

• Funding: ProCap deployees are free of charge to UNHCR - except for internal travel in 

country/region and travel to R&R location which is payable by UNHCR operation. 


• None. 


http://ocha.unog.ch/ProCapOnline 


5.13 RedR Australia 

Introduction 

• Registered Engineers for Disaster Relief Australia was established in 1992 and is 

accredited with RedR International – a network of autonomous RedR organisations 

based in the UK, Australia, New Zealand, India and Canada. RedR Australia’s mission is 

to relieve suffering in disasters by selecting, training and providing competent and 

effective personnel to humanitarian relief agencies world-wide. 

• RedR Australia does not run its own projects but has Standby Partner Agreements with 

UN agencies - UNHCR, UNICEF, WFP (including UNJLC) and OCHA. It maintains a 

register of trained technical professionals who are available at short notice for 

deployment with Standby Partners and international NGOs. RedR Australia runs an 

extensive training programme for its members, other relief workers, government and 

UN agencies, primarily in the Asia Pacific region. 


• The roster has some 400 trained professionals. All RedR members are required to 

undertake two mandatory training courses prior to deployment – Essentials of Humanitarian 

Practice and Personal Security & Communications. Logistics officers are encouraged to take the 

RedR Australia/WFP Logistics course prior to deployment. 

• Register members cover a broad range of profiles mainly based in engineering and 

logistics with an increasing interest in humanitarian protection. 

• Profiles include: Building, shelter and site planning, construction, structural education in 

emergencies, electricity generation and supply; environmental management; fleet 

management and driver training, food security, GIS, humanitarian affairs and coordination, 

humanitarian protection, hygiene promotion and education, information, 

public relations, media and mass communications, logistics – site/facilities, management, 

warehouse, procurement, public health, report writing, road, airstrips, bridges and 

transport systems, sanitation, telecommunications – IT and data communications, water 

sources, hydrology and hydrogeology, water supply and distribution, workshop 

management. 

• Deployments are from 2 -3 weeks for assessment missions, or 3-6 months with possible 

extensions. 

• Deployments are primarily to emergencies but non-emergencies such as 

reconstruction/rehabilitation are possible. 


• R&R: RedR Australia covers travel expenses related to R&R. 

• Leave entitlement: During an emergency RedR Australia deployees are not entitled to 

any leave (except for normal weekends) during the first three months. 

• Funding: RedR Australia deployees are usually free of charge to UNHCR for 3-6 

months - except for internal travel in country/region. 


• None. 


www.redr.org.au 


5.14 RSD Project Deployment 

Introduction 

• The RSD Project, designed and managed by the RSD Unit, provides technical support 

to UNHCR RSD operations. The top 15 UNHCR mandate RSD operations, which 

receive over 90% of UNHCR’s applications, are the primary beneficiaries and focus of 

the RSD Unit’s ongoing activities to enhance the quality, efficiency and integrity of 

mandate RSD operations and their procedures. 

• The RSD Unit provides operational support through the RSD Project, which deploys 

experienced international consultants and UNV volunteers to assist UNHCR field 

offices worldwide in: 

(a) Achieving greater organization-wide consistency and efficiency in RSD procedures 

and decisions; 

(b) Enhancing the capacity of UNHCR field offices to reduce and avoid backlogs of 

claims pending interview and adjudication; 

(c) Developing and strengthening national RSD procedures. 

• To guarantee an adequate and sustainable impact, close collaboration and coordination 

with the Bureaux and the Field Offices is necessary to identify, assist and follow-up on 

the RSD needs of field operations as well as on how to address gaps in quality and 

consistency in RSD decision making. 

• Furthermore, the RSD Unit has signed Memoranda of Understanding with OFPRA, 

IRB and IARLJ with a view to strengthening the RSD capacity in the field. 


• RSD Project deployees may be involved in activities such as case processing, 

supervision of a RSD team, delivering training and coaching, and/or providing general 

guidance on substantive and procedural RSD matters. 


• Employment contracts for deployees: Deployees under the RSD deployment scheme 

are hired as consultants and are therefore bound by the rules and regulations as outlined 

in the UNHCR Consultancy Guideline. 

• Duration of deployment: Deployments vary from 1 to 6 months. 

• Entitlements: Consultants are not entitled to R&R or hazard pay. The consultant has 

no health insurance with UNHCR and they are required to arrange their own health 

insurance before taking up the Consultancy. For further information please refer to the 

UNHCR Consultancy Guideline. 

• Salary and DSA: RSD project covers salary (consultancy fees) and DSA. 

• Request form: Please note that a RSD project deployment is requested through a 

special RSD Project Request Form (see annex 2). 


• None. 


5.15 SCS and SCN 

Introduction 

• Save the Children Sweden and Norway seek to achieve lasting changes on behalf of 

children living in difficult circumstances. The primary objective is to ensure that the rights 

of the most vulnerable children are respected and met: i.e. children subjected to violence 

and abuse; children deprived of the education to which they are entitled; children separated 

from, or receiving inadequate support from their families; children in armed conflicts and 

emergencies and children living in poverty. 

• SCS/SCN use four main approaches to achieve lasting results: Gather information and 

listen to children; provide direct support to children; communicate their knowledge to those 

with influence over children’s lives and conduct advocacy and lobby decision-makers at all 

levels to make children’s rights a reality. Working closely with local and national 

organizations and international bodies, SCS/SCN base activities on individuals’ own desire 

to influence and change the conditions in which they live. 


• According to the agreement with UNHCR, there should be at least 15 persons on 

standby. There is generally some 30 standby staff. 

• Child Protection Officers, Community Service Officers, Education Advisors (rights and 

community based approach, child and social welfare systems, BID - persons with 

specific needs, including UASC, children at risk, persons with disabilities, survivors of 

SGBV), psychosocial support, situation analysis, assessment & evaluation and training 

on all the above topics. 

• Initial deployment is normally three months, but may be extended up to a maximum of 

six months. For Child Protection Officers deployed to non-emergency situations, a 

period of six months will be possible at the outset of the deployment. 

• Deployments are available in emergencies as well as in emergency-like settings (such as 

mass repatriation or a sudden new and unexpected refugee influx). 


• Reporting: SCS/SCN deployees shall submit an initial report three weeks after the 

commencement of the deployment. At the end of the deployment the deployee will 

submit an End of Mission Report. Both reports should be sent to CDGECS. 

• Briefing: UNHCR will provide SCS/SCN deployees with a specific briefing on the 

given operation. 

• Debriefing: Deployees holds a debriefing at UNHCR HQ. 

• Leave entitlement: During an emergency SCS/SCN deployees are not entitled to any 

leave (except for normal weekends) during the first three months. 

• Funding: SCN/SCS deployees are usually free of charge to UNHCR for 3-6 months - 




• SCS & SCN have signed a tripartite agreement with UNHCR. 


SCS Swedish: www.rb.se SCS English: www.rb.se/eng/ 

SCN Norwegian: www.reddbarna.no 

SCN English: www.reddbarna.no/default.asp?V_ITEM_ID=11539 


5.16 SDC/SHA 

Introduction 

• The Swiss Humanitarian Aid Unit (SHA) was created in 1976 and is affiliated to the 

Swiss Agency for Development and Cooperation (SDC). It also comes under the 

Delegate for Humanitarian Aid and Head of the SHA. 

• SDC/SHA has a long history of working with and supporting UN agencies. It was the 

first organization to sign a Memorandum of Understanding with WFP for the 

provision of emergency stand-by services (1996). SDC/SHA activities are carried out 

before, during and after conflicts, crises and natural/technological disasters. 


• SHA has a roster of over 650 personnel within a wide range of technical and 

operational know-how, among many others: Construction, WATSAN, logistics, 

management, monitoring, protection and emergency response. Most of these experts 

have extensive international humanitarian experience. 

• SDC/SHA has a limited number of experts permanently on mission, but the majority 

of its members maintain normal full-time employment elsewhere. As a result, the 

average activation time of a SDC/SHA secondment is about four weeks. Duration of 

deployments ranges from three to six months with some lasting over one year. 


• Leave entitlement: During the first three months, SDC/SHA deployees shall not be 

entitled to any annual leave (except for normal weekends). 

• R&R: SDC/SHA covers all expenses related to R&R – this includes travel to R&R 

location. 

• PER: SDC/SHA deployees have a separate PER (Annex 8). 

• Funding: SDC/SHA deployees are normally free of charge to UNHCR – except for 

internal travel in the country/region which is payable by the UNHCR operation. 


• None. 


www.deza.ch 


5.17 SRSA 

Introduction 

• The Swedish Rescue Services Agency’s (SRSA) international task, from the Swedish 

Government, is to maintain emergency preparedness for humanitarian relief and disaster 

operations. 

• The first operation was carried out in 1988, and since then SRSA has recruited 1,500 

persons for 180 operations in 60 countries, most have been financed by Swedish 

International Development Cooperation Agency (SIDA) and commissioned by the UN. 


• SRSA currently has 2,000 standby staff. 

• Profiles available for deployment to UNHCR include: Logisticians, Electricians, 

Communications Technicians, IT Technicians, Air Movement Officers, Urban Planners, 

Road and Bridge Engineers, GIS Specialists, Environmental Specialists, (waste 

management, hazardous substances), Water and Sanitation Specialists, Assessment 

Specialists, Coordination Personnel for UN field offices and reception centers in disaster 

areas. 

• Depending on the nature of the specific assignment, the initial period of deployment for 

standby personnel will be 3-6 months unless otherwise agreed. The requesting agency 

may ask SRSA to extend the period of deployment. A period of deployment should not 

exceed 12 months. 

• Deployments are available in emergencies. 


• Service modules available for deployment to UNHCR include: Health, sanitation, and 

medical care, accommodation and necessities, search and rescue, mine action, capacity 

development and recovery work. 


• Leave entitlements: During an emergency SRSA deployees are not entitled to any leave 


• Funding: Funding will be determined on a case by case basis and could range from full 

funding by the SRSA to a cost sharing arrangement. Other forms of funding are also 

possible. 


• SRSA hosts a yearly UNHCR WEM at the SRSA training centre in Skovde, Sweden. 


Swedish: www.srv.se 

English: www.srv.se/templates/SRSA_default____20877.aspx 


5.18 UNV 

Introduction 

• The United Nations Volunteers Programme was created by the UN General Assembly 

in 1971 at the request of UN Member Countries in order to be a development partner 

for the UN system. 

• UNV is administered by the UN Development Programme and pursues distinctive 

contributions to human development through better access to opportunities and 

services and improved services delivery, greater inclusion and participation, and the 

mobilization of communities. 

• UNV advocates the benefits of civic engagement and it integrates volunteerism into 

development planning. It also helps to mobilize volunteers in support of development 

objectives. Every year, UNV directly mobilizes more than 7,500 volunteers for 

development projects and it operates OnlineVolunteering.org to connect development 

organizations with thousands of online volunteers worldwide. 

• UNV volunteers are skilled professionals with an average age of 37 and 5-10 years of 

working experience. They work in more than 140 countries and 70% come from 

developing countries, with 40% volunteering within their own countries. UNV is 

committed to engaging equal numbers of male and female volunteers. UNV is based in 

Bonn, Germany. 

• The minimum requirements for IUNV volunteers are: 

o Relevant Academic Credentials and/or higher technical diplomas. 

o 3-5 years of previous work experience. 

o Fluency in at least one of the official UN languages. 

o At least 25 years of age. 


• The UNV Programme maintains a Roster, which includes over 6000 qualified candidates 

in 105 professional categories and 555 specializations – the UNV Programme receives 

approximately 70,000 applications per year, enabling the deployment of highly 

experienced & motivated professionals. 

• UNV volunteers are deployable both in emergencies and non-emergencies. 

• Assignments are based on the need of the requesting agency. UNV volunteers can be 

recruited on initial assignments ranging from 3 to 24 months (and subsequently extended 

as required by the host agency). 


• Funding: UNV volunteers are fully paid by the receiving UNHCR operation. 

• UNV forms: Please note the separate UNV forms: 

o UNV ToR (annex 10). 

o Undertaking IUNV volunteer (annex 11). 

o Undertaking NUNV volunteer (annex 12). 


• Please refer to 3. The UNV Agreement. 


• www.unvolunteers.org 

• www.worldvolunteerweb.org (UNV managed volunteers website) 


Annexes 

Annex 1: Pro Forma Terms of Reference 

Pro Forma ToR Form -for requesting standby personnel/equipment 

1. Profile required: 

2. Support equipment required (include technical specifications): 

3. Location: 

4. Expected starting date and duration: 

5. Background information – conflict/country/region: 

6. Specification of operation: 

7. Main duties and responsibilities: 

8. Supervisor and reporting line: 

9. Language skills required: 

10. Living conditions: 

11. Gender and geographical restrictions due to security situation: 

12. Other relevant information: 


Annex 2: RSD Project Deployment – Request Form 

RSD Project Deployment Request Form 

Field office location: Priority of the submission: 

Proposed start date: Proposed end date: 

Drafted by: Date of submission: 

Cleared with: Date of clearance: 

Approved by: Date of approval: 

Part I - Objective of the Request 

1.1 General Background 

Please provide an overview of the context in which the office is conducting RSD. For which caseload(s)and is mandate 

RSD conducted and why? 

(1) Is the host state a party to the 1951 Convention, and if so, are there national determination procedures in place? (If so, 

what is the relationship between mandate RSD conducted by UNHCR and the national procedures). 

(1.2) Please describe any agreement / understanding with the national authorities regarding their recognition of mandate 

status accorded by UNHCR. 

1.2 Objectives 

Please provide a detailed description of the objectives, by order of priority of the requested deployment: 

(1.1) To establish or improve RSD Procedures 

(1.2) To provide training and capacity building 

(1.3) To clear or substantially reduce the backlog 

(1.4) How will the success of the project be measured? How will the results of the RSD Project be made sustainable? 

1.3 Procedure and Standards 

Please describe the current procedure and standards in terms of RSD. Are there written RSD SOPs 

in the Office? Is the current procedure adequate? Is there room for improvement? 

1.4 Capacity Building 

Please describe the current level of capacity within the Office and of your Government counterpart. Describe any current 

arrangement with any actor involved in RSD. 

1.5 Backlog Reduction 

Please describe and provide detailed statistics on number of RSD cases/persons per country of origin that are pending 

at all levels of the procedure making use of the statistics as reported to the Population Data Unit. Insert the average 

waiting time for a first instance interview, the average waiting time for a decision. Provide an assessment as to the 

rationale for this backlog. Describe previous attempts to tackle this backlog situation, if any. Finally, explain what is 

the impact of this backlog on the asylum seekers population. 


1.6 Description of Beneficiaries 

Insert here a description of the beneficiaries of the requested RSD support (provide figures), and where applicable the 

geographical area of responsibility. 

Part II – Current capacity and Practice 

2.1 RSD staffing 

Please describe the staffing situation in the Office (or the Government structure, as appropriate) by listing the staff 

involved in RSD including, for each staff, whether they are involved full or part-time in RSD. Please indicate the 

monthly average of RSD interviewing capacity and of decisions issued. Insert a description of the current support staff 

available: Eligibility clerks, registration staff, interpreters, social counselors, interpreters etc. 

Part III- Operational modalities 

3.1 Overview of Requested Input 

Please describe the areas of RSD that you consider the RSD deployee should concentrate on as well as the main inputs 

requested (i.e. review of the RSD system, staffing, staff training, standards settings, and capacity building). Insert a 

description of other input requested from your Office and/or the Bureau. 

3.2 Proposed terms of reference for the RSD consultant(s) and the eligibility staff 

Please insert a terms of reference as proposed by your office. In addition to the main focus and activities of the 

deployment, it should also be mentioned who will be in charge of supervision (direct supervisors and second reporting 

officers) and indicators. 

3.3 Time-frame 

Insert here an estimated time-frame for meeting the above-mentioned 

3.4 Budget 

The salary of the RSD consultant(s) will be established by the RSD Unit. If the request for support includes national 

staff, then please indicate the salary. 


Annex 3: ProCap Project Deployment - Request Form 

Request for ProCap Tier I Senior Protection Officers 

Note: ProCap Senior Protection Officers can be deployed to UN agencies on short-term missions of up to 6 

months in order to support agencies and country teams at the senior level to develop and implement 

comprehensive protection strategies and mechanisms, particularly in situations of internal displacement. 

Requests should form part of a strategy to strengthen the overall collaborative response and should be made in 

consultation with the Humanitarian Coordinator. 

ProCap Senior Protection officers remain employees of the Norwegian Refugee Council but requesting 

agencies are responsible for personnel during assignment and must provide all necessary administrative and 

operational support. 

Once completed this form should be sent to the ProCap Support Unit at procap@un.org. Decisions about 

deployment are made by an inter-agency steering committee composed of OCHA, UNHCR, OHCHR, 

UNICEF, and an NGO representative, and will depend on need and availability. Except in urgent cases, 

deployments are decided at regular meetings of the steering committee the first Friday of every month. 

Requests to be considered at each meeting should preferably be received at least a week in advance, or before 

the last Friday of every month. 

1. Basic Information 

Requesting agency Country 

Duty station 

Requested date of deployment 

Security phase in 

country / duty station 

Requested length of 

deployment 

2. Terms of Reference 

Terms of reference should reflect the terms of reference for ProCap Tier I Senior Protection Officers listed at the end of this form. 

2.1. Objectives and expected output 

[In light of the terms of reference for ProCap Tier I Senior Protection Officers, please describe the objectives 

and expected output of deployment] 

2.2. Main duties and responsibilities 

[In light of the terms of reference for ProCap Tier I Senior Protection Officers, please describe main duties 

and responsibilities of the post] 

2.3. Reporting and Supervision 

[Please describe lines of reporting, including information on who the Senior Protection Officer will report to] 

3. Background Information 

3.1. Current protection situation in the country concerned 

[Please give a short description of the protection situation in country of deployment] 


3.2. Target population 

[ProCap is particularly aimed at strengthening the protection response in situations of internal displacement. 

Please give a short description of intended beneficiaries, including figures] 

3.3. Existing protection strategies and mechanisms 

[Please give a short overview of existing protection strategies and mechanisms and explain the intended role of 

the ProCap Senior Protection Officer in relation to these] 

3.4. Current internal protection capacity 

[Please give a short description of the current protection capacity within the agency in country of deployment, 

including information about protection staffing levels and available operational and administrative support] 

3.5. Protection staffing plans 

[Deployment of ProCap personnel must aim at accomplishing a specific task or fill a personnel gap of 3-6 

months while agencies increase protection capacity through normal staffing processes. Please describe how 

the agency intends to fill the existing gap] 

4. Other Information 

[Please state any other relevant information, such as valuable personal skills and competencies, including 

language skills] 

5. Contact Information 

Please provide name, title, telephone number and e-mail address 

Country Representative 

of requesting agency 

Supervisor of deployment 

(if other than Representative) 

Agency HQ focal point 

(for pre-departure briefing) 

Agency field focal point 

(if other than supervisor) 

Note that requests must be approved by the country representative of the requesting agency and should be 

endorsed by the Humanitarian Coordinator. 

Approval by country representative 

Endorsement from the Humanitarian 

Coordinator 

_________________________________________________________________ 

The completed form should be sent to the ProCap Support Unit at OCHA: procap@un.org 


Annex 4: IRC Surge Request Form 

Request for Protection Deployment 

under the Protection Surge Capacity Project 

Note on Process: Once this form is completed and signed by the Country Representative, the process 

is as follows: 

• the signed request form should be sent to your respective Bureau (desk and legal officer) for 

clearance; 

• once cleared by the Bureau, the signed request form should be sent to DIP/POS at e-mail 

HQPR08; 

• if the request is approved by DIP/POS, DIP/POS will notify the Bureau and the requesting 

office of the approval, and send the signed request form to IRC; 

• IRC will then compile a shortlist of candidates for the deployment from the Surge Roster, for 

the consideration of the requesting office; and 

• upon receiving notification of the selection of the requesting office, IRC will hire and deploy 

the selected Roster member. 

Please ensure that all fields in this form are completed. Incomplete forms will be returned to the 

requesting office for clarification and will result in a delay in the review process. 

Part I - BASIC INFORMATION 

Requesting Country Office: 

Proposed deployment location: Requested Date of 

Deployment: 

Proposed Functional Title: Requested Length of 

Deployment: 

Request Drafted by: Date of submission of 

request: 

Cleared by Country Rep: Date of clearance: 

Cleared by Bureau: Date of clearance: 

Approved by DIP/POS: Date of approval: 

Part II- DEPLOYMENT PARAMETERS 

The Surge project is designed to fill new or additional temporary general protection staffing gaps 

arising in UNHCR offices in non-emergency situations. Please respond to each of the following 

questions to ensure that the requested deployment is within the parameters of the Surge Project. 

Yes No 


Are the protection requirements new or additional? X 

Is the protection staffing requirement temporary in nature? X 

Is the deployment outside the scope of the RSD and resettlement projects? X 

Is the deployment outside the scope of emergencies? X 

Is the deployment within the scope of ‘general protection’? X 

Is a Surge deployment the only available staffing solution? X 

Part III- BACKGROUND 

3.1 Protection situation 

Insert here a short description of the protection situation at the proposed deployment location. 

3.3 Description of beneficiaries 

Insert here a short description of the beneficiaries of the project (provide figures), and where applicable the geographical area 

of responsibility which the deployment project will cover (e.g. will the project cover urban areas only, the whole country, a 

sub-region, or a specific area?). 

Note: If the request is approved by DIP/POS, you will be asked to forward the following documents to DIP/POS to 

facilitate the pre-deployment preparation of the deployee: Annual Protection Report, Country Report, previous two 

Situation Reports for the requesting office, Country Operations Plan, other documents of the planning and strategy of 

intervention of the requesting office, and the organizational diagram of the requesting office. 

Part IV- PROTECTION STAFFING SITUATION AND PLANS 

4.1 Internal protection capacity 

Insert here a description of the situation in the office (at the deployment location), describing current 

protection staffing levels. Include a description of the current support staff available (protection assistants, 

protection clerks, registration staff, interpreters, social counselors, drivers etc.). 

4.2 Timing of deployment 

Insert here your justification for the proposed date of deployment. Explain what would be the consequences if the 

deployment was not carried out within the time frame suggested. 

4.3 Protection staffing plans 

Insert here a description of how the temporary protection staffing gap that is to be filled by the Surge deployment will be 

addressed before the end of the Surge deployment. For example, is it anticipated that a permanent post will be created, is 

the staffing need only temporary in nature, etc. Note that DIP/POS will generally approve a deployment for an initial six 

month period only, with the possibility of an extension for a further five months. No deployment will be extended beyond 

eleven months. 

Note: If you decide to seek an extension of the deployment beyond the original term of the deployment, you should send the 

extension request to DIP/POS through your respective Bureau. The extension request should attach a completed 

Consultant Evaluation Report for the initial deployment period. The request should justify the extension within the 

context of your protection staffing plans, and explain how the temporary protection staffing gap being filled by the Surge 

deployment will be addressed before the end of the Surge deployment. 


Part V- OUTLINE OF PROJECT OBJECTIVES 

5.1 Objectives 

Insert here the objectives of this deployment project, in order of priority. How will the impact of the project be measured 

(“measure of success”)? 

5.2 Time frame 

Insert here an estimated time frame for meeting the above-mentioned objectives within the proposed length of deployment. 

Part VI- TERMS OF REFERENCE AND REQUIRED CANDIDATE PROFILE 

6.1 Terms of reference for the deployed person 

Insert here detailed and specific terms of reference for the deployed staff requested. Please base this section on the objectives 

for the deployment outlined above. It should set objectives for the deployed person and describe the activities that person will 

be doing. 

6.2 Reporting and supervision 

Clearly indicate to whom the deployed person will be reporting (direct supervisor and second reporting officer). Note that 

the Second Reporting Officer should be the nearest Senior/Regional Protection Officer, if possible. 

6.3 Requirements for the job 

The minimum requirements for inclusion in the Surge Roster are: two years of refugee protection/legal work, a university 

degree (preferably in law/international law and/or human rights), a detailed knowledge of the international legal 

protection framework, and fluency in English and/or French. Please indicate any other minimum requirements 

candidates should have for this post (e.g. language skills including level required, specific protection experience, ability to 

work in a tense security environment, etc.). Please also specify “assets”, if any. 

Part VII – OPERATIONAL MODALITIES 

7.1 Security information 

Please indicate relevant security information on the country/office of deployment (e.g. security phase, special security 

protocols, etc.). Who will provide security training upon arrival? 

7.2 Visa instructions 

Insert here instructions relating to the type of visa that the deployee should obtain prior their arrival in country, if any. 

Please also describe any relevant visa procedures specific to the country of deployment. For example, should the deployee 

obtain a business or tourist visa prior to their arrival, or can they obtain a visa on arrival? Should the requesting office be 

involved in the visa process? 

7.3 MARS/VARI 

Is the requesting office eligible for MARS/VARI? What is the MARS/VARI schedule? How much is the 

MARS/VARI travel allowance for the requesting office? 


7.4 Office space and computer equipment 

Will the deployed staff have appropriate office space? Will a PC or laptop be available? Is there any need for additional 

computer equipment such as laptops? 

7.5 Orientation/briefing 

Who will provide the general protection briefing to the deployed person upon arrival? 

7.6 In-country, regional and international travel 

Will the deployed staff be required to travel within the country of deployment or outside? If yes, please provide an estimate 

of frequency and approximate duration of travel. Please note that the requesting UNHCR office is responsible to arrange 

and pay for all work related internal and regional travel. Surge deployees are entitled to DSA in accordance with normal 

UNHCR policies, and this is to be paid by the requesting office. 

7.7 Financial issues 

• Information regarding banking facilities in country of deployment: 

o Adequate for accessing cash from personal foreign accounts? 

o Use of credit cards in-country? 

o Other available banking and/or cash options in-country? 

• Estimate of monthly cash needs for basic personal expenses 

• Housing allowance estimate: 

o Estimate monthly cost of a safe apartment, with basic household supplies and basic water/waste facilities. 

o Information on the availability of such apartments, guesthouses, etc. 


Annex 5: ILO Request Form 

ILO-UNHCR Partnership through Technical Cooperation 

-Application Form- 

Country of operation: 

Office: 

Contact Name: 

Phone: Fax: 

E-mail: 

Physical context 

(Please check box) 

Length of stay of beneficiaries 

Urban 1year 1 to 3years protracted (3yrs+) 

Open camp/rural settlement

5. Objective of technical cooperation with ILO 

6. Expected output of technical cooperation 

7. Target beneficiaries 

8. Implementation methodology 

9. Broad TORs for the ILO expert 

9.1. Required expertise (micro-finance, employment generation, skills development, etc.) 

9.2. Professional profile 

10. Timing, duration of assignment (1 to 3 months maximum) 

11. How will the ILO technical expertise strengthen the sustainability of your operation? 

12. What will be the follow up after the departure of the ILO expert? 

13. How will your office contribute to this joint ILO-UNHCR technical expert initiative? (financial, 

logistics, administrative, …) 

14. Budget arrangements (who will contribute what) 

15. Further initiatives for ILO-UNHCR partnership and eventual cost-sharing 

Name: Date: 

Signature: 


Annex 6: Undertaking 

Undertaking 

I, the undersigned, as a member of [name of Agency] personnel deployed to the Office of 

the United Nations High Commissioner for Refugees (UNHCR) pursuant to the Agreement 

between UNHCR and [name of Agency] hereby undertake to abide by the following: 

(a) I understand that, as a member of [name of Agency] personnel I shall not be considered 

in any respect as being an official or a staff member of UNHCR or the United Nations; 

(b) I further understand that, while performing functions for the United Nations, I will be 

considered as an "expert on mission" within the meaning of article VI, sections 22 and 23, 

of the Convention on the Privileges and Immunities of the Unite Nations; 

(c) I shall perform my functions under the authority of, and in full compliance with the 

instructions of the UNHCR officer designated as supervisor under the terms of reference of 

my deployment; 

(d) I shall respect the impartiality and independence of the United Nations and shall not 

seek nor accept instructions regarding my functions as a member of [name of Agency] 

deployment personnel from any Government or from any authority external to the United 

Nations; 

(e) I shall refrain from any conduct that would adversely reflect on the United Nations and 

shall not engage in any activity that is incompatible with the aims and objectives of the 

United Nations or the exercise of my functions; 

(f) I shall exercise the utmost discretion in all matters relating to my functions and shall not 

communicate, at any time, without the authorization of the head of office to the media or to 

any other institution, person, Government or other authority external to UNHCR, any 

information that has not been made public, and which has become known to me by reason 

of my functions. I shall not use any such information without the authorization of the head 

of office, and, in any event, such information shall not be used for personal gain. These 

obligations do not lapse upon termination of my assignment; 

(g) I shall comply with all rules, regulations, procedures, instructions or directives issued by 

the United Nations and/or UNHCR, in particular with ST/SGB/2003/13 on “Special 

Measures for Protection from Sexual Exploitation and Sexual Abuse” and the UNHCR 

Officer designated as supervisor under the Terms of Reference of my deployment; 

(h) I shall read the UNHCR Code of Conduct and certify to understand that I am expected 

to live up to the standards of behavior described therein. 

Signature_____________________ 

Date_________________________ 


Annex 7: Performance Evaluation Report 

CONFIDENTIAL FOR INSTRUCTIONS AND GUIDELINES, SEE OVERLEAF 

STAFF PERFORMANCE EVALUATION REPORT 

UNITED NATIONS 

HIGH COMMISIONER 

FOR REFUGEES 

Name 

Function 

Contract 

period 

“Expert on Mission” 

From To 

Country (or countries): Location within country (or countries): 

1. SUMMARY OF 

PERFORMANCE 

Fulfillment of Tasks: 

Interpersonal Skills (Relations 

with UNHCR staff, 

Government and/or 

Implementing Agencies) 

2. DETAIL OF PERFORMANCE AND COMMENT 

Fulfillment of Tasks - duties and additional responsibilities 

Technical judgment 

Work capacity (initiative, problem solving approach, reliability) 

Main strengths and weaknesses 

Unsatisfactory* Only Adequate* Satisfactory* Very Good* Exceptional* 


Overall assessment of outputs and performance 

3. We would recommend to deploy him/her again 

- for deployments with the same type of tasks as this one 

- for more complex and difficult tasks 

- for less demanding tasks only 

Performance evaluated by (Supervisor) 

Name and Title: 

Signature Date: 

INSTRUCTIONS AND GUIDELINES 

1. It is essential that all sections are completed. 

- for tasks in a different technical specialty (see overleaf) 

- we would not consider employing him/her again 

Evaluation by Country Rep. or other Designated Official 

- Agree - Do Not Agree 

- See reverse side for comments 

2. As part of the standby agreement with (Agency name) we are obliged to deliver an end of mission assessment 

on deployed staff. More importantly this is an opportunity for us to ensure that: 

- The Agency maintains a register of people who meet expected UNHCR standards 

- Staff who perform well are recognized. 

3. The following guidelines should be used in evaluating the personnel’s performance. They are aimed at 

ensuring consistent application of evaluation ratings by the evaluating officers: 

"Unsatisfactory": The performance/quality of service failed to meet the minimum standards of 

acceptability. 

The lack of required quality contributed to the complete or near failure of the 

consultancy. 

"Only Adequate": The performance/quality of service was only adequate. More had in fact been expected. 

On the other hand, the deficiency was not so grave as to jeopardize the objectives of the 

consultancy. 

"Satisfactory": The performance/quality of service was sufficient for the satisfactory completion of the 

consultancy. 

"Very good": The performance/quality of service was of a higher standard than expected and resulted 

in a fully satisfactory completion of the tasks given to the consultant. 

"Exceptional": This rating should be reserved for Expert on Mission whose performance/quality of 

service was of an exceptional degree, and therefore considered worthy of special note. 

3. The evaluation report should be completed as soon as possible after the end of the deployment. 

4. It is essential to bear in mind that the performance/quality of service should be evaluated in terms of the 

objectives and requirements of the deployment for which he/she was deployed 


Annex 8: SDC/SHA Performance Evaluation Report 

Performance Evaluation Report 

To be completed by Supervisor 

1. Basic Information 

a. Name of Expert: 

b. Title: 

c. Period of Deployment: Months, From: To: 

d. Country: 

e. Field Office: 

f. Area or Region of work: 

Date: - - - - - - - 

2. Objectives of deployment (As stated in Terms of Reference): 

♦ 

♦ 

♦ 

♦ 

♦ 

Item 2 should be filled in at the beginning of deployment. 

3. Performance evaluation in terms of objectives and 

requirements of the deployment: 

Unsatisfactory Only Adequate Satisfactory Very Good Exceptional 

Technical/functional competencies □ □ □ □ □ 

Relations with UNHCR staff □ □ □ □ □ 

Relations with Government and/or 

Implementing Agencies 

□ □ □ □ □ 

Communication skills □ □ □ □ □ 

Professional and personal behavior □ □ □ □ □ 

Other (Specify): □ □ □ □ □ 

4. Overall evaluation: 

We would recommend him/her again Timeliness of reporting (if relevant) 

□ – for consultancy with the same type of tasks as this one □ – submitted on time 

□ – for more complex and difficult tasks 

□ – for less demanding tasks only 

□ – submitted after deadline but not sufficiently late to cause 

any particular difficulties 

□ – for tasks in a different technical specialty □ - submitted late enough to cause serious difficulties 

□ – we would not consider recommend him/her again 


Performance evaluated by Head of Field Office/ Supervisor 

Name and Title : 


5. Expert’s Comments: 

□ – Agree □ – Do Not Agree with this evaluation 

Comments, if any: 

Name of Expert: 


Instructions and Guidelines 

1. The following guidelines should be used in evaluation the Expert’s performance. They are aimed at ensuring 

consistent application of evaluation rating by the evaluating officers: 

Unsatisfactory: The performance/quality of service failed to meet the minimum standards of 

acceptability. The lack of required quality contributed to the complete or near failure of 

the consultancy. 

Only Adequate: The performance/quality of service was only adequate. More had in fact been expected. 

On the other hand, the deficiency was not so grave as to jeopardize the objectives of the 

consultancy. 

Satisfactory: The performance/quality of service was sufficient for the satisfactory completion of the 

consultancy. 

Very good: The performance/quality of service was of a higher standard than expected and resulted 

in a fully satisfactory completion of the tasks given to the consultant. 

Exceptional: The rating should be reserved for consultants whose performance/quality of service was 

of an exceptional degree, and therefore considered worthy of special note. 

2. The personal evaluation report should be completed preferably before the departure of the Expert; or end 

of the deployment at the Host Office. Performance that cannot be evaluated at that time (e.g. relations with 

staff) should be the subject of a separate report when the necessary information has been obtained. 

3. It is essential to bear in mind that the performance /quality of service should be evaluated in terms of the 

objectives and requirements of the deployment for which s/he was engaged. 

4. The supervisor should make two copies of the performance evaluation report: one copy to EESS and 

another copy to Red R through the Expert. 

Final Comments, if necessary, by Sector Specialist in TSS/DESK: 


Annex 9: ILO Performance Evaluation Report 

ILO-UNHCR Partnership through Technical Cooperation 

Evaluation of the ILO-UNHCR deployment 

Country: ____________ 

Name/Title of officer in charge of supervision of the ILO consultant: _____________________ 

Name of ILO consultant: ________________________________ 

Field of expertise: 

□ Microfinance □ Business Development Services □ Vocational Training 

□ Employment □ Women’s economic empowerment □ Livelihoods 

1) Outcome of the mission based on the Terms of Reference and expected results 

a. What did you want the consultant to accomplish when you requested the technical support? 

b. What did your Office have in mind as concrete deliverables? 

c. Did the ILO consultant produce what was wanted? If not, why not? 

d. Did the ILO consultant come up with concrete project proposals? Were the projects feasible to 

implement? If they were, were they followed up and incorporated in the UNHCR Country Operation 

Plans? If not, why not? 

e. If the ILO recommendations have not been taken into account in UNHCR’s planning on 

livelihoods/self-reliance activities and projects, explain why. 

2) Analysis of the contributions of the ILO, UNHCR, and other partners during the time of the 

assignment 

a. What did the UNHCR Country/Field Office contribute to the consultant’s work in terms of 

logistical, technical and financial support? 

b. What did the ILO Country/Field Office (if applicable) contribute to the consultant’s work in terms of 

logistical, technical, and financial support? 

c. What did partners (government, NGOs, other UN agencies, donors, communities, etc.) contribute to 

the mission? 

d. Did the ILO consultant help to initiate or improve partnerships and linkages with relevant 

development actors? If so, how? 

3) Prospects for furthering conclusions/recommendations of the mission and mechanisms set 

in place including new technical inputs, budgetary provisions and resource mobilization 

activities 

a. Is the UNHCR Country/Field Office following up on the work of the consultant? If not, why not? 

b. If yes, what mechanisms and strategies has the UNHCR Office put in place to ensure follow up after 

the departure of the consultant? (E.g. appointment of a focal point, inclusion of recommended 

activities in COPs, requests for additional technical support, etc.) 

c. What additional support would you need to continue to build on the recommendations of the ILO 

consultant? 


Annex 10: UNV ToR 

Preamble: 

UNV VOLUNTEER TERMS OF REFERENCE 

The United Nations Volunteers is the UN organization that supports sustainable human development globally 

through the promotion of volunteerism, including the mobilization of volunteers. It serves the causes of peace 

and development through enhancing opportunities for participation by all peoples. It is universal, inclusive and 

embraces volunteer action in all its diversity. 

This post is a UNV volunteer assignment based on the values of free will, commitment, engagement and 

solidarity, which are the foundations of volunteerism. Volunteering brings benefit to the individual volunteer as 

well as the society at large. It enhances social cohesion and enriches communities. 

In most cultures volunteerism is deeply embedded in long-established, ancient traditions of sharing and support 

within the communities. In this context, UNV volunteers take part in various forms of volunteerism and play a 

role in development and peace together with co-workers, host agencies and local communities. 

In all assignments, UNV volunteers promote volunteerism through their action and conduct. Engaging in 

volunteer activity can effectively and positively enrich your understanding of local and social realities, as well as 

create a bridge between yourself and the people in your host community. This will make the time you spend as 

UNV volunteer even more rewarding and productive. 

1. UNV post title: 

2. Project title: 

3. Duration: 

4. Location, country: 

5. Expected starting date: 

6. Brief project description: 

7. Host agency/host institute: 

8. Description of duties: 

Under the supervision of the UNV volunteer will be responsible for 

: 

• Promotion of Volunteerism 

As a UNV volunteer, you are expected to promoting volunteerism and engaging in volunteering activities. 

As such you are encouraged to: 

• A first step is to strengthen your knowledge and understanding of the 

concept of volunteerism by reading relevant UNV and other publications 

and taking active part in UNV activities and also to get acquainted with 

traditional and/or local forms of volunteerism in the host community. 


Specific ways to promote volunteerism include: 

• 

• 

• 

• 

• 

• 

• Networking and building relationships with local organizations, groups or 

individuals and support and/or participate in local volunteering initiatives; 

• Encouraging and mobilizing co-workers, fellow UNV volunteers and 

members of the local community to play an active part in the development 

of their community; 

• Contributing articles/write-ups on field experiences and submit for UNV 

publications/websites, newsletters, press releases, etc.; 

• Initiating and/or participate in local volunteer groups. Assist them in 

submitting stories, experiences to the World Volunteer Web site; 

• Promoting or advising local groups in the use of OV (online volunteering), 

or encourage relevant local individuals and groups to use OV whenever 

technically possible. 

9. Results /Expected Output: 

• 

• 

• 

• 

• 

• 

10. Qualifications/Requirements: 

• 

• 

11. Competencies: 

• Computer skills: 

• Language skills: 

12. Conditions of living: 

Date 


Annex 11: Undertaking - International UNV Volunteers 

1. I, the undersigned, hereby undertake to work to assist in the implementation of the 

operations of the United Nations High Commissioner for Refugees (UNHCR) in […], having been 

put at the disposal of UNHCR by UNV pursuant to, and in accordance with the terms of the 

Memorandum of Understanding between UNHCR and UNV, dated ...... 

2. I understand that I shall not be considered in any respect as being an official or staff 

member of UNHCR or the United Nations but that I shall remain an employee of UNV. I further 

understand that, for the duration of my deployment in the country and in the performance of my 

duties, I will only be accorded the same privileges and immunities enjoyed by UN Officials if 

provided for under international agreements to which the Government of the said country is a party, 

in particular a UNDP Standard Basic Assistance Agreement (SBAA). 

3. I shall refrain from any conduct which may adversely reflect on UNHCR and/or the United 

Nations, my status as a UNV Volunteer deployed to UNHCR, or on the integrity, independence and 

impartiality which are required by that status, and shall not engage in any activity that is incompatible 

with the aims and objectives of UNHCR and the United Nations or the exercise of my functions. 

4. I further undertake as follows: 

(a) I shall perform my functions in full compliance with the instructions issued by 

UNHCR and under the general supervision and control of the UNHCR [.....(insert functional title(s) of 

supervisor(s)]. 

(b) I shall not seek nor accept instructions regarding my functions from any 

Government or from any authority external to UNHCR. 

(c) I shall exercise the utmost discretion in all matters relating to my functions and 

shall not communicate, at any time, without the authorization of UNHCR, to the media or to any 

institution, person, Government or other authority external to UNHCR, any information that has 

not been made public, and which has become known to me by reason of my functions. I shall not 

use any such information without the authorization of UNHCR and in any event, such information 

shall not be used for personal gain. I am aware that these obligations do not lapse upon termination 

of my functions. 

5. During the entire period of my deployment to UNHCR’s operation, I shall comply with all 

rules, regulations, instructions, procedures, orders or directives given by UNHCR or the United 

Nations, and take necessary measures to prevent the occurrence of any abuse of any privileges or 

facilities accorded to me. 

6. I understand that non-compliance on my part with any of the above obligations during the 

performance of my functions may result in my immediate repatriation. 

---------------------------------------- 

Name printed in block letters: 

-------------------------------------- 

Date:........................ 

Place:........................ 


Annex 12: Undertaking - National UNV Volunteers 

1. I, the undersigned, hereby undertake to work to assist in the implementation of the 

operations of the United Nations High Commissioner for Refugees (UNHCR) in […], having been 

put at the disposal of UNHCR by UNV pursuant to, and in accordance with the terms of the 

Memorandum of Understanding between UNHCR and UNV, dated ...... 

2. I understand that I shall not be considered in any respect as being an official or staff 

member of UNHCR or the United Nations but that I shall remain an employee of UNV. I further 

understand that as a national UNV Volunteer I am accorded privileges and immunities only on the 

condition that an agreement between the host Government and UNV or UNDP is applicable in this 

regard. 

3. I shall refrain from any conduct which may adversely reflect on UNHCR and/or the United 

Nations, my status as a UNV Volunteer deployed to UNHCR, or on the integrity, independence and 

impartiality which are required by that status, and shall not engage in any activity that is incompatible 

with the aims and objectives of UNHCR and the United Nations or the exercise of my functions. 

4. I further undertake as follows: 

(a) I shall perform my functions in full compliance with the instructions issued by 

UNHCR and under the general supervision and control of the UNHCR [.....(insert functional title(s) of 

supervisor(s)]. 

(b) I shall not seek nor accept instructions regarding my functions from any 

Government or from any authority external to UNHCR. 

(c) I shall exercise the utmost discretion in all matters relating to my functions and shall 

not communicate, at any time, without the authorization of UNHCR, to the media or to any 

institution, person, Government or other authority external to UNHCR, any information that has 

not been made public, and which has become known to me by reason of my functions. I shall not 

use any such information without the authorization of UNHCR and in any event, such information 

shall not be used for personal gain. I am aware that these obligations do not lapse upon termination 

of my functions. 

5. During the entire period of my deployment to UNHCR’s operation, I shall comply with all 

rules, regulations, instructions, procedures, orders or directives given by UNHCR or the United 

Nations, and take necessary measures to prevent the occurrence of any abuse of any privileges or 

facilities accorded to me. 

6. I understand that non-compliance on my part with any of the above obligations during the 

performance of my functions may result in my immediate repatriation. 

---------------------------------------- 

Name printed in block letters: 

-------------------------------------- 

Date:........................ 

Place:........................ 


Annex 13: List of UNHCR Focal Points 

Austcare 

CDC 

DCPEP 

DRC 

EMERCOM 

ICMC 

ILO 

IRC 

Irish Aid 

Johanna Haener 

0041 22739 8483 

haener@unhcr.org 

Paul Spiegel 

0041 22739 8289 

spiegel@unhcr.org 


0041 22739 8483 



0041 22739 8483 



0041 22739 8483 


1/Justine Brun 

0041 22739 8831 

brun@unhcr.org 

2/Sean Henderson 

0041 22739 8262 

henderso@unhcr.org 

1/Stanley Miseleni 

0041 22739 7414 

miseleni@unhcr.org 

2/Line Pedersen 

0041 227398930 

pedersen@unhcr.org 

1/Felicitas Nebril 

0041 22739 7736 

nebril@unhcr.org 

2/Yasser Saad 

0041 22739 8321 

saad@unhcr.org 


0041 22739 8483 



NRC 

OXFAM GB 

ProCap 

RedR Australia 

RSD Project 

Deployment 

SDC/SHA 

SCN/SCS 

SRSA 

UNV 


0041 22739 8483 


Dinesh Shrestha 

0041 22739 8175 

shresthd@unhcr.org 


0041 22739 8483 


Arjun Jain 

0041 22739 7816 

jain@unhcr.org 


0041 22739 8483 


1/Luke Korlaar 

0041 22739 8360 

korlaarm@unhcr.org 

2/Jean-Paul Cavalieri 

0041 22739 8127 

cavalier@unhcr.org 


0041 22739 8483 


Tiziana Clerico 

0041 22739 8372 

clerico@unhcr.org 


0041 22739 8483 


1/Ioli Kimyaci 

0041 22739 8184 

kimyaci@unhcr.org 

2/Adama Basse 

0041 22739 7740 

basseada@unhcr.org

- Austcare 

- Centers for Disease Control and Prevention 

- Danish Refugee Council 

- Emercom of Russia 

- International Catholic Migration Commission 

- International Labour Organization 

- International Rescue Committee 

- Irish Aid 

- Norwegian Directorate for Civil Protection and Emergency Planning 

- Norwegian Refugee Council 

- OXFAM GB 

- Registered Engineers for Disaster Relief Australia 

- Save the Children Sweden and Norway 

- Swiss Agency for Development and Cooperation/Swiss Humanitarian Aid Unit 

- Swedish Rescue Services Agency 

- United Nations Volunteers Programme 

Photo: UNhCR

A Guide to UNHCR's Emergency Standby Partners ... - OneResponse

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