Assessment

18 people were selected for the assessment: 10 women and 8 men, 11 from the global north and 7 from the global south: USA-4, Germany-2, Canada-2, Japan-2, Kenya-2, Ghana-1, India-1, Philipines-1, Brazil-1, Palestine-1, Australia-1. Member organizations played a major role in the recruitment process. 17 people arrived in Chaing Mai, Thailand for the assessment on 27-30 June. The man from Palestine dropped out the day before he was to leave for Thailand.

Mary Lou Ott (who replaced Christine Schweitzer when she was unable to go), Rajiv Vora and David Grant led the four-day session. The process was based on mutual exploration with three aspects:
1.) The candidate assessing him or herself;
2.) The candidate assessing her or his relation to the other individuals in the field team;
3.) The candidate assessing Nonviolent Peaceforce and his or her potential place within it.

In each of these aspects, the three assessors acted primarily as facilitators and advisors.

During the first two-and-a-half days they led exercises in team building, group dynamics, exploration of values and communication styles. They also thoroughly examined the Code of Conduct, including the conundrums, dilemmas and contradictions within it.

In the second half of the third day they asked each individual to make a formal presentation to the group regarding his or her decision to continue, or not, with NP. The group then gave feedback in a mutual question-and-answer format. This was an emotionally charged session.

The fourth day was all private interviews, with the three assessors meeting together for twenty minutes or more with each person. This also was sometimes an emotionally draining time. Eventually four people decided not to continue with NP. All four were swayed by personal
situations, especially relationships, children and other opportunities. Of these four, we suggested that one stay on to take the 18-day training as a prelude to the NP-Africa Consultation and drive towards an African deployment. The other 3: a man from Canada, a man from Germany and a woman from Japan returned to their homes after the assessment.

Feedback at the end from the group was generously positive. The group realized that NP is in formation and that they would have a lot of "filling in the blanks" to do, as the first pilot project.


Training

Training for Change (TfC) developed the curriculum with the oversight of the NP Training Committee. During the past year and one half TfC reviewed a wide variety of peace team and nonviolent trainings as well as training carried out by military peacekeepers including the UN Department of Peace Keeping Operations and the Lester Pearson School in Canada. Most consultation took place by e-mail and phone with TfC meeting for 2 days with the NP Training Committee after the Convening Event in India last December.

George Lakey, in consultation with Mel Duncan, chose the training team to include Gerald Gomani of Zimbabwe, Ouyporn Khuankaew and himself. Daniel Hunter of TfC would be an observer and Lenief Heimstead and Ramu Manivannan of NP would participate in the training. Project director, William Knox, is coming for part of the training. TfC has also contracted with an external evaluator who will evaluate the training and then interview team members early next year to find what elements of the training have been helpful in the field.

The training is taking place from 2-19 July.

Core Competencies taught will include:

1. Mission Skills
Mission Briefing (Internal to NP)
Review of relevant TPNI skills
Contextual analysis of power: “where does it come from”
Team-building (including Team Leader) + Role/Structure Clarifications

2. Environment
Knowledge of country and conflict
- Historical dimensions
- Political dimensions
- Local impact of conflict
Local/national culture introduction
Working with local actors (military/government/NGOs/media/etc)

3. Large-scale Conflict Analysis Skills
Conflict mapping
Threat analysis (for example incident mapping)

4. Immediate Conflict Skills

5. Team dynamics
Understanding personnel policy
Security briefing (for example from another INGO)
Logistics of the Team

6. Personal Well-being
Local health information: hygiene and other health questions
Reflection on one and how they may be perceived in Sri Lanka (e.g.,
Gender, family background, etc.) - Power analysis

7. Other specific basic skills
Driving Skills
- Defensive driving
- off-roading
Basic First Aid Skills (e.g., short 3-5 hour workshop)
Review of relevant technology

This report includes reports produced by Daniel Hunter and David Grant

TOP