The Austrian Ministry of Defence and Sports has requested ISSAT’s support to conduct an SSR Workshop in Armenia in 2015. The workshop is organised by the OSCE office Yerevan and the Government of Armenia, supported by Austrian MOD.
The Austrian MoD cooperation with Armenia, started in 2013, has included one training event (Introduction to SSR - Level 1 training & High level SSR sensitisation), followed in 2014 with support of an OSCE-/NATO-event with one expert, and with an SSR follow-up workshop in 2015.
This SSR workshop will bring together approximately 25 Armenian governmental participants at senior level from different ministries and state institutions relevant to the security sector.
Project started in 2012 with a first activity in June 2013 (“Introduction to SSR - Level 1 training & High level SSR sensitisation”) ARM-AUT-OSCE supported by ISSAT (2 instructors: Petra van Ojien/Sami Faltas)
2015: two activities to be implemented:
- expert talks on specific aspects within Defence Sector Reform (took place in May 2015);
- workshop on SSR with special focus on inter-agency cooperation (planned in November 2015).
OMiK (OSCE Mission in Kosovo), among the OSCE's largest field operations, forms a distinct component of the United Nations Interim Administration Mission in Kosovo (UNMIK). It is mandated with institution and democracy-building, including the promotion of human rights and respect for the rule of law. In 1999, the OSCE was mandated with training the new police service that was to uphold human rights and democratic policing principles. To do so, the Mission’s Department of Police Education and Development (DPED) created an institution – the Kosovo Police Service School – that in 2006 evolved into the Kosovo Centre for Public Safety Education and Development (KCPSED) and in 2011 into the Kosovo Academy for Public Safety (KAPS).
In order to better reflect the broader context of its programmes with justice, safety and security sector development, the DPED itself became the Department for Security and Public Safety (DSPS) in 2006. The DSPS experienced an acute reduction in its personnel figures, dropping from 30 international mission members and 57 local staff in January 2007 to 19 international and 36 local staff in December 2007. At the same time, the KCPSED was fully staffed by Kosovo/UNMIK civil servants and the transfer of the KCPSED to Kosovo/UNMIK's provisional authorities was completed. Having been renamed as the Department for Public Safety (DPS) in 2008, the name was once again changed in 2009, officially becoming the DSPS.
A core objective of the OSCE's Strategic Police Matters Unit (SPMU) is to support the organization's Field Operations in their police-related activities, as well as to accumulate information and guidance to be used in preparation for, and planning of, future police-related activities. According to the OSCE Strategic Framework for Police-related Activities, the sharing of best policing practices among the organization's participating States is a key element of its police-related activities. The gathering, evaluation, and sharing of this information takes place at the request of participating States and with their consensus.
The OSCE’s Law Enforcement Development Programmes in South-Eastern Europe, which started 1998 in Croatia, are the longest running police-related activities of the OSCE in any of the organization's geographical regions. These Programmes offer a wealth of invaluable information and lessons, which should be recorded not only to preserve the institutional memory of the OSCE, but also to use the identified good practices in the planning of police development programmes in other OSCE regions in the future.
Organization for Security and Co-operation in Europe Mission to Montenegro is seeking for highly qualified, motivated and experienced candidates for the position of Project Assistant in the Security Co-operation and Governance Programme. The OSCE is committed to achieving a better balance of women and men within the Organization, and seeks for candidates who meet the core values and competences of the organization.
Under the supervision of the Organized Crime Police Advisor, the incumbent carries out the following duties:
- Assists in the design, development and implementation of projects and activities of the Programme;
- Through participation in meetings and other communication opportunities, establishes and maintains close relationships and regular contacts with national authorities, institutions and NGOs, as well as relevant international and regional partners in order to co-ordinate and arrange mutual programme activities;
- Assists in formulating recommendations, action plans, project proposals, budgets and reports on matters relating to the projects and activities of the Programme;
- Assists in organizing, co-ordinating and facilitating Programme training, roundtables, workshops and seminars;
- Keeps minutes from meetings, maintains the filing system including the Programme’s library, and updates/maintains electronic documents management system;
- Supports the Programme with the necessary administrative processes;
- Assists the programme with meeting management, travel, and other clerical support.;
- Maintain record of programme activities and projects with indicators of performance;
- Creates necessary documents and presents data using complex formats such as spreadsheets, charts, matrixes and databases;
- Drafts and maintains official correspondence in both English and Montenegrin languages, and complies summaries of meetings and project activities;
- Provides interpretation from English into the local language and vice versa at official meetings, translates and proof-reads written documents.
For full access to the vacancy, Project Assistant OSCE Mission to Montenegro, please follow the link.
This document published by the Organization for Security and Co-operation in Europe (OSCE) with the support of the Geneva Centre for the Democratic Control of Armed Forces (DCAF), follows on the recommendations of a study on The Role of the OSCE in Security Sector Governance by DCAF. One of the recommendations was to develop guidance for OSCE staff in order to facilitate the provision of more effective and coherent support in the area of Security Sector Governance and Reform (SSG/R).
The guidelines provide OSCE executive structures and their staff with a tool for pursuing a coherent and co-ordinated approach to supporting nationally led SSG/R processes. Their aim is to increase the efficiency and effectiveness of the Organization’s ongoing efforts.
The current set of guidelines consists of the following sections:
• Cross-Dimensional Approaches to Security Sector Governance and Reform
• Impact-Oriented Approaches to Security Sector Governance and Reform
• Needs Assessments in the Area of Security Sector Governance and Reform
• Approaches to Strengthening Regional Co-operation on Security Sector Governance and Reform
Regular updates of the present guidelines will ensure that lessons identified from ongoing work are reflected and integrated. Moreover, further guidelines will be developed according to needs identified int he field. For this purpose, a review process will be initiated in 2016 to assess their effective use and to identify emerging guidance needs.
To access the Security Sector Governance and Reform: Guidelines for OSCE Staff, kindly follow the link.
Policy and Research Papers
In 2011, Public Policy Research Center conducted a six-month project titled “Vulnerable Groups and Security Sector Reform: a Case Study of LGBT” on the relationship dynamics of LGBT people and the police / Ministry of Interior (MoI) and the Armed Forces of Serbia / Ministry of Defence (MoD). The research was based on the assumption that the security sector institutions relationship with and attitude toward members of LGBT population is one of the indicators of change in their culture i.e. a part of the process of the so-called “second generation” reforms. The research team sought to examine how non-heterosexual individuals perceive the ongoing process of reforms in the security sector institutions, especially in regard to possible improvements of their own security. The intent was also to contribute to the increase of interest in the “security community” for the issue of LGBT people’s relationship with the security sector. The ultimate goal of this project is to improve communication and cooperation between the two communities.
- How can a police service monitor its success in providing equal opportunities for men and women?
- How can it monitor how it addresses the different security needs of men and women?
- How can it ensure that attention to gender is embedded in all its internal systems and processes?
This guidance note on Integrating Gender into Internal Police Oversight, developed by DCAF, OSCE/ODIHR and the OSCE Gender Section is a practical resource for police services, and those who manage and support them. It can help a police service move beyond a policy commitment to integrate gender ̶ by designating responsibilities for gender, by monitoring how gender issues are addressed in human resource management and in police operations, and by strengthening prevention and respond to sexual harassment and discrimination.
Designed as a complement to the DCAF, OSCE/ODIHR, UN-INSTRAW Tool on Police Reform and Gender, and DCAF’s Gender Self Assessment Guide, the guidance note contains checklists, examples of good practice from across the OSCE, and a self assessment table.
It is an essential resource for those: working at the strategic or management level in police services, responsible for human resources, providing specialist services for victims of domestic and sexual abuse, and supporting police reform and/or gender mainstreaming.
Associated guidance notes are available on: Integrating a Gender Perspective into Internal Oversight within Armed Forces and Integrating Gender into Oversight of the Security Sector by Ombuds Institutions & National Human Rights Institutions.
- How can armed forces measure the impact of a gender perspective on operations?
- How can armed forces monitor their success in providing equal opportunities for men and women, and tackling sexual harassment and abuse?
- How can armed forces embed a gender perspective in all internal systems and processes?
This guidance note on Integrating a Gender Perspective into Internal Oversight within Armed Forces, developed by DCAF, OSCE/ODIHR and the OSCE Gender Section, is a practical resource for militaries, and for those who manage and support them. It can help an armed forces move beyond a policy commitment to integrate gender ̶ by designating responsibilities, by monitoring how gender issues are addressed in human resource management and in operations, and by strengthening responses to misconduct.
Designed as a complement to the DCAF, OSCE/ODIHR, UN-INSTRAW Tool on Defence Reform and Gender, and DCAF’s Gender Self Assessment Guide, the guidance note contains checklists, examples of good practice from across the OSCE, and a self assessment table.
It is an essential resource for those working at the strategic or management level in armed forces; gender units, gender advisers and gender focal points; equal opportunities officers and others responsible for human resources; and those supporting reform processes or gender mainstreaming.
Associated guidance notes are available on: Integrating Gender into Internal Police Oversight and Integrating Gender into Oversight of the Security Sector by Ombuds Institutions & National Human Rights Institutions.