1. Introduction to Core Humanitarian Competencies Framework (CHCF)
Purpose of is to introduce the core humanitarian competencies framework; share some ways of using the competencies framework and the benefits of using such framework
Date Organization

2. SESSION OBJECTIVES Describe the purpose and relevance of the CHCF
Identify key features of the CHCF and explain the key terms used in the framework
Recognize and describe the 6 competency domains
How CHCF is relevant to me (those who are starting their career in the sector) 1

3. WHY DO WE NEED COMPETENT HUMANITARIAN WORKERS?
Communities deserve the assistance they require from the most competent & well-managed humanitarian workers
Behaviours and actions of humanitarian workers are the basis for an effective response
Employing staff is often the largest proportion of organisation’s cost
Gaps or deviations in behaviours of humanitarian workers risk causing harm to communities that are targeted for humanitarian assistance
The actions of the staff are the foundation and basis for effective response. You and I have heard of cases where staff behaviour was causing more harm than good in the community. As such having competent staff, is not an obligation or a choice – it’s a commitment that we should deliver in order to provide effective service to the affected communities. This is in sync with the localisation agenda where initiatives are underway to enable more local-led responses. Besides, staff related costs are often the largest proportion of an organisation’s costs and of most programme budget, and investments in staff should be carefully nurtured if they are to yield the best outcomes for communities affected by crisis. 2

4. HOW IS CHCF RELEVANT TO ME?
CHCF outlines the core behaviours you need to develop and demonstrate to be effective in the humanitarian sector.
When responding to a humanitarian crisis the CHCF can serve as a basis for expected and acceptable core behaviours that of new team members and those working for other organisations.
The actions of the staff are the foundation and basis for effective response. You and I have heard of cases where staff behaviour was causing more harm than good in the community. As such having competent staff, is not an obligation or a choice – it’s a commitment that we should deliver in order to provide effective service to the affected communities. This is in sync with the localisation agenda where initiatives are underway to enable more local-led responses. Besides, staff related costs are often the largest proportion of an organisation’s costs and of most programme budget, and investments in staff should be carefully nurtured if they are to yield the best outcomes for communities affected by crisis. 3

5. HOW IS CHCF RELEVANT TO ME?
Developing your skill set in line with the CHCF will enable you to progress and grow in organisations that follow this or a similar framework.
Through understanding and demonstrating you are operating in line with the CHCF you can be confident that you are offering crisis- effected people and communities the most effective service available to you.
The actions of the staff are the foundation and basis for effective response. You and I have heard of cases where staff behaviour was causing more harm than good in the community. As such having competent staff, is not an obligation or a choice – it’s a commitment that we should deliver in order to provide effective service to the affected communities. This is in sync with the localisation agenda where initiatives are underway to enable more local-led responses. Besides, staff related costs are often the largest proportion of an organisation’s costs and of most programme budget, and investments in staff should be carefully nurtured if they are to yield the best outcomes for communities affected by crisis. 4

6. BACKGROUND TO THE CHCF
In 2010, the START Network worked with 15 agencies (Action Aid, CARE, HelpAge, Merlin, Action against Hunger, Christian Aid, IRC, Oxfam, Tearfund, Save the Children, CAFOD, Concern Worldwide, Islamic Relief, Plan, WV) to identify the core competencies which are critical in a humanitarian response.
CHCF was developed in 2010 and has since been used by numerous organisations in their people management processes and training courses.
CHCF underwent a review in 2016 with some minor revisions. The revised version is now available for use along with new user tools. 5

7. WHAT THE CHCF AIMS TO ACHIEVE?
Recognize and understand behaviours that needs to be demonstrated by aid workers for high standard of performance
Clarify expectations of aid workers on behaviours related to their performance in a consistent and objective way
Create a shared language across organisations about what is expected of humanitarian workers
Strengthen professionalism in humanitarian workers and organisations to better support crisis-affected people
In conclusion the CHCF aims to … 6

8. CORE HUMANITARIAN COMPETENCY DOMAINS
“Competencies are the behaviours that employees must have, or must acquire, in order to achieve high levels of performance in their role”
The six domains of core competencies are:
The CHCF describes the core competencies and corresponding behaviours required for effective response. Competencies is described as the behaviours that employees must have, or must acquire, in order to achieve high levels of performance in their role
Understanding Humanitarian Context & Applying Humanitarian Principles & Standards: The outcome of this domain is for aid workers to understand operating contexts, key stakeholders and practices affecting current and future humanitarian interventions while adhering to humanitarian principles & standards.
Achieving results: The outcome of this competency domain is for aid workers to be accountable for their work and use resources effectively to achieve lasting results
Developing & Managing Collaborative Relationships: One of the main challenges during the humanitarian response is coordination & collaboration. Recognizing the need to address this gap, this competency domain aims to develop and maintain collaborative and coordinated relationships with stakeholders and staff
Operating Safely & securely at all times: Operate safely and securely in a pressured environment.
Managing Yourself in a pressured and changing environment: Adapt to pressure and change to operate effectively within humanitarian contexts.
Demonstrating leadership in humanitarian context: Outcome of this competency domain is for the aid worker to demonstrate humanitarian values and principles, and motivate others to achieve results in complex situations, independent of one’s role, function or seniority 1
Understanding Humanitarian Context & Applying Humanitarian Principles & Standards 4
Operating Safely and Securely at all Times 2
Achieving Results 5
Managing Yourself in a Pressured and Changing Environment 3
Developing and Maintaining Collaborative Relationships 6
Demonstrating Leadership in Humanitarian Context 7

11. COMPETENCY-BASED HR PRACTICES
Planning and organisational design
Recruitment and selection
Performance development
Learning and development
Competency Framework
Learning and development
Planning and organisational design
Competency-based practices are often found in these four mainstream areas of HR.  Using competency-based approaches and using the CHCF as a guide for humanitarian focused organizations can have huge benefits including but not limited to – fair and transparent procedures – employees understand what they are being recruited and managed against. They understand what behaviors are being encouraged and will be rewarded. A measured approach to people management – results can be measured using a competency framework and therefore progress monitored and reported on. Most employee actions (promotions, L & D planning, performance management) will be evidence based, reflecting on what the employee has achieved and which behaviors they have displayed.
Performance development
Recruitment and selection 10

12. HOW CHCF IS USED IN HUMANITARIAN COURSES?
Academia and organisations use CHCF as a basis for designing their humanitarian courses, incorporating the core competency domains into the various modules of the course.
Students can be asked to complete a CHCF based self-assessment where core competencies that require improvement are identified and highlighted.
Action plans to improve the competency gaps can then be developed.
‘Limiting behaviours’, according to the CHCF, can be identified through simulation exercises (group tasks and scenarios) and then fed back into the mentioned action plan.
Examples of CHCF ‘limiting behaviours’:
Ignores people or ideas that do not fit with own views
Communicates in language, format or media that are difficult to understand, disrespectful or inappropriate
Consistently demonstrates lack of beneficiary focus. 11

13. LINK TO OTHER COURSES AND INITIATIVES
Humanitarian Leadership Academy’s online Humanitarian Essential modules are developed based on CHCF. The courses are cost free and focus on the essentials as defined by the CHCF to be effective in the humanitarian sector.
The certifications offered through the PHAP Credentialing Program provide a tool for operationalizing the competencies of the CHCF, allowing individuals to demonstrate and maintain their professional knowledge and skills in a trusted and verifiable way. The certifications have been developed to cover specific domains in the CHCF, with the first three certifications focusing on the domain of ‘Understanding the humanitarian context and applying humanitarian principles’. 12

14. CHCF ONLINE RESOURCES
The following resources are available on the CHS Alliance website:
CHCF (available in English, French, Bengali, Tagalog, Swahili & Arabic)
‘How to’ Guide for users including self assessment (available in English)
Shortened ‘How to’ Guide (available in French, Bengali, Tagalog, Swahili & Arabic)
CHCF Training Modules (available in English)
Introductory Video (available in English, French, Bengali, Tagalog, Swahili & Arabic)
All in all, let me recap the list of CHCF resources that will soon be made available – for free. As I mentioned earlier these tools have been developed for practical use by employees and managers and are centred on the CHCF however they can be easily adapted for use with different competency frameworks. 13

15. CHCF REFLECTION POINTS
Spend a little time to consider the following points:
What behaviour change(s) are we looking for in the humanitarian sector?
In your view, which competency domain is most important?
In your view, which competency domain is most challenging to fulfill? 14

16. CONCLUSION IDEAS FOR USING THE CHCF AS AN INDIVIDUAL:
Read and understand the CHCF
Identify your strengths and areas of improvement under the 6 competencies – using the ‘self-assessment’ tool found in the online CHCF Guide
Develop and demonstrate the desired behaviours throughout the course and into your humanitarian career 15