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For every child, the right to protection! 

• Identify training needs of inspector psychologists, community inspectors and inspectors for women’s affairs in preventing and responding to all forms of violence against children, including gender-based violence with a particular focus on the intersection between violence against women and girls. 

Scope & method: Desk review and two online FGDs (group 1: MoIA/Institute/Police Academy; group 2: inspector psychologists, community inspectors, inspectors for women’s affairs).

Contents: Executive summary; methodology (tools, participants, limitations); competency domains and current practice; gaps/barriers; training priorities; recommendations (immediate/3–6 months/6–12 months) mapped to Blocks 1–6 and ToT needs; implications for roll-out; risk/mitigation; next steps.

• Design of ToT Curriculum for MoIA Inspectors on implementing the Law of the Republic of Uzbekistan ‘On the Protection of Children from All Forms of Violence’.

• Apply the Law “On Protection of Children from All Forms of Violence” in daily policing.
• Distinguish criminal vs. administrative offenses; know protective measures and liabilities.
• Map police duties and interfaces with Prosecutor, Ministry of Health, Ministry of Preschool and School Education, National Agency for Social Protection; understand reporting duties.
• Recognize intersections with violence against women and mandatory response pathways.

• Definitions: child, violence types; thresholds for crime vs. protection response.
• Police duties: immediate protection, evidence, notification timelines, documentation.
• Protective measures: emergency barring orders; restraining orders; safe placement pathways.
• Violence against children–violence against women intersection: dual-track safety planning, survivor-centered approach.

• Operationalize best interests, do-no-harm, non-discrimination, disability inclusion.
• Execute a trauma-informed first response and immediate safety/medical steps.
• Safeguard when the alleged perpetrator is a caregiver or an official.

• Trauma basics; secondary victimization & how to avoid it.
• Disability-inclusive practice (communication, accessibility).
• First response sequence: scene safety → medical needs → immediate risk → evidence basics.

• Recognize indicators across home, school, community, and online spaces.
• Conduct rapid risk/lethality screening and develop a child-centered safety plan.
• Produce clear, actionable documentation.

• Indicators & patterns by setting (including online behaviors and devices).
• Screening tools: rapid risk (child harm), inter-personal violence lethality cross-risk in household on the example of concrete cases
• Safety planning: with child, caregiver, and multi-agency inputs; cultural & small-community considerations; monitoring.
• Documentation: objective narrative, coding, minimum data set.

• Plan and conduct developmentally appropriate initial interviews.
• Use trusted adult and interpreter correctly; avoid leading questions.
• Maintain chain of custody for physical/testimonial (and basic digital) evidence.

• Interview phases: rapport → free narrative → gentle probes → closure.
• Age/stage adaptations; working with interpreters; disability accommodations.
• Secondary victimization safeguards; criteria for referral to specialized interviewers.
• Evidence basics: what to collect now vs. leave for specialists; preserving notes and recordings.

• Identify grooming, child sexual abuse material, sextortion, livestream harm, cyberbullying patterns.
• Take correct first-responder digital evidence steps without contaminating devices.
• Escalate to cyber units; initiate platform/ISP reporting; respect data-protection basics.

• Offense typologies and red flags (behavioral + technical clues).
• Evidence preservation: screenshots/headers/metadata basics; seizing vs. photographing devices; don’ts (no suspect contact via victim’s device).
• Cooperation: cyber unit handover; platform reporting channels; cross-border considerations.
• Safeguarding/privacy: minimal-necessary data; consent and confidentiality.

• Navigate multi-sector and sector-specific SOPs and make “warm handovers” to health, education, social protection, guardianship; use hotlines/shelters effectively.
• Apply emergency/restraining orders where applicable; manage follow-up and case closure.
• Use incident coding, pre/post-tests, scenario scoring; practice field mentoring.
• Recognize and mitigate vicarious trauma; implement peer-support routines.

• Algorithm of actions in line with multisectoral and sector-specific SOPs
• Importance of inter-agency cooperation and coordination
• Prevention of burnout
• Data collection and use

1. Conduct the Training of Trainers (ToT) for teaching staff of the In-Service Training Institute, the Academy of the Bodies of Internal Affairs and selected master trainers of the MoIA. The ToT will convene 20–25 participants over 5 days (40 hours) to build capacity to deliver the course with quality, fidelity, and a strong practice orientation, and to mentor inspectors during the cascade/roll-out phase. It will cover module walk-throughs (key concepts, case studies, and how to teach each block – timing, flow, common pitfalls); teaching techniques (adult learning, facilitation skills, managing sensitive content, and inclusive methods such as disability-inclusive communication and language access); practice teaching (“teach-backs”) with structured feedback using skills checklists; assessment and feedback methods (pre/post-tests, simple observation forms, constructive coaching); safeguarding and ethics (handling disclosures during training, psychological safety in role-plays, informed consent for simulations); fidelity tools (consistent use of slide decks, facilitator notes, case vignettes, checklists, and job aids, with tracked adaptations); and coordination procedures, including SOPs for referrals if a real case emerges during training, data privacy in exercises, and documentation standards.
2. Co-facilitate one roll-out training for inspector psychologists, community inspectors and the inspectors for women’s affairs of the bodies of internal affairs in partnership with the trained trainers of the MoIA. In partnership with the trained trainers, the consultant will co-facilitate one roll-out training for inspector psychologists, community inspectors, and inspectors for women’s affairs (24–30 participants; three days/≈24 hours; trainer-to-participant ratio ~1:10–12). The course will deliver Blocks 1–6 with a strong practice orientation (≥50% skills practice), using scenario-based role-plays with standard case vignettes, tabletop exercises on first response and protective measures, rotating skills practice stations (interviewing, risk screening, safety planning, documentation, evidence preservation), digital-evidence first-responder drills, and warm-handover simulations for case coordination. Materials will include job aids/quick-reference cards, consent scripts for role-plays, and sample forms (risk screen, safety plan, referral, evidence log). Assessment will combine a short pre/post-test, simple skills checklists, daily reflection notes, and an end-of-course action plan (each participant commits to three practice changes). Within 6–8 weeks, the consultant will provide two follow-up coaching sessions (remote or in-person where feasible) and a light-touch fidelity check (e.g., review of one anonymized case file per participant, where permissible), and submit a brief report to the Ministry of Interior/Institute with participant results, practice outputs, and recommendations for scale-up.

Work Assignments Overview - Deliverables/Outputs Timeline

• Law & roles
• Safeguarding & first response
• Identification, Risk & Safety
• Interviewing & Evidence
• Digital/online harms (focused) + Evidence preservation
• Coordination & Referrals + Accountability/M&E & Wellbeing

Travel is required - 2 visits.

To qualify as an advocate for every child you will have… 

Minimum requirements:

• Education: Master’s or higher preferably in Criminology/Criminal Justice
• Work Experience:
  • Minimum 10 years in child protection, including frontline case management with children who have experienced violence and participation in related case investigations.
  • Strong knowledge of international standards on child protection, child justice, and violence against children.
  • Demonstrated experience designing law-enforcement curricula using adult-learning principles (scenario- and skills-based), including Training-of-Trainers (ToT).
  • Experience in conducting trainings for police officers on child protection, including violence against children.
  • Experience working in Central Asia/Eastern Europe or similar legal/policing contexts is an asset.
  • Previous work experience with UNICEF highly desirable.

• Language Requirements: Knowledge of Russian is an asset.

For every Child, you demonstrate...

UNICEF’s Core Values of Care, Respect, Integrity, Trust and Accountability and Sustainability (CRITAS) underpin everything we do and how we do it. Get acquainted with Our Values Charter: UNICEF Values

The UNICEF competencies required for this post are…

(1) Builds and maintains partnerships

(2) Demonstrates self-awareness and ethical awareness

(3) Drive to achieve results for impact

(4) Innovates and embraces change

(5) Manages ambiguity and complexity

(6) Thinks and acts strategically

(7) Works collaboratively with others 

Familiarize yourself with our competency framework and its different levels.

UNICEF promotes and advocates for the protection of the rights of every child, everywhere, in everything it does and is mandated to support the realization of the rights of every child, including those most disadvantaged, and our global workforce must reflect the diversity of those children. The UNICEF family is committed to include everyone, irrespective of their race/ethnicity, disability, gender identity, sexual orientation, religion, nationality, socio-economic background, minority, or any other status.

UNICEF encourages applications from all qualified candidates, regardless of gender, nationality, religious or ethnic backgrounds, and from people with disabilities, including neurodivergence. We offer a wide range of benefits to our staff, including paid parental leave, breastfeeding breaks and reasonable accommodation for persons with disabilities. UNICEF provides reasonable accommodation throughout the recruitment process. If you require any accommodation, please submit your request through the accessibility email button on the UNICEF Careers webpage Accessibility | UNICEF. Should you be shortlisted, please get in touch with the recruiter directly to share further details, enabling us to make the necessary arrangements in advance.

UNICEF does not hire candidates who are married to children (persons under 18). UNICEF has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UNICEF, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination based on gender, nationality, age, race, sexual orientation, religious or ethnic background or disabilities. UNICEF is committed to promote the protection and safeguarding of all children. All selected candidates will, therefore, undergo rigorous reference and background checks, and will be expected to adhere to these standards and principles. Background checks will include the verification of academic credential(s) and employment history. Selected candidates may be required to provide additional information to conduct a background check, and selected candidates with disabilities may be requested to submit supporting documentation in relation to their disability confidentially.

UNICEF appointments are subject to medical clearance. Issuance of a visa by the host country of the duty station is required for IP positions and will be facilitated by UNICEF. Appointments may also be subject to inoculation (vaccination) requirements, including against SARS-CoV-2 (Covid). Should you be selected for a position with UNICEF, you either must be inoculated as required or receive a medical exemption from the relevant department of the UN. Otherwise, the selection will be canceled.

Remarks:  

As per Article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity.

UNICEF is committed to fostering an inclusive, representative, and welcoming workforce. 

Government employees who are considered for employment with UNICEF are normally required to resign from their government positions before taking up an assignment with UNICEF. UNICEF reserves the right to withdraw an offer of appointment, without compensation, if a visa or medical clearance is not obtained, or necessary inoculation requirements are not met, within a reasonable period for any reason. 

UNICEF does not charge a processing fee at any stage of its recruitment, selection, and hiring processes (i.e., application stage, interview stage, validation stage, or appointment and training). UNICEF will not ask for applicants’ bank account information.

Humanitarian action is a cross-cutting priority within UNICEF’s Strategic Plan. UNICEF is committed to stay and deliver in humanitarian contexts. Therefore, all staff, at all levels across all functional areas, can be called upon to be deployed to support humanitarian response, contributing to both strengthening resilience of communities and capacity of national authorities.

All UNICEF positions are advertised, and only shortlisted candidates will be contacted and advance to the next stage of the selection process. An internal candidate performing at the level of the post in the relevant functional area, or an internal/external candidate in the corresponding Talent Group, may be selected, if suitable for the post, without assessment of other candidates.

Additional information about working for UNICEF can be found here.