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Step Up for Changing the  world​ Caring for others

Bless others with your donation. Our mission is to help in the provision of health, educational services, and the training of refugees and displaced peoples.

Our Mission

The mission of the organization is to contribute to drawing up  plan to help the refugees and the displaced people in Sudan, taking into account the fourth goal of the sustainable development which is concerned with the issue of education, the provision of health, educational services, and the training of the refugees and the displaced people.


The vision of the organization is based on its plan and strategic vision of raising the capacities of the refugees and the displaced ones in the camps within and outside the peripheral states the most affected areas.  And to rehabilitate the victims by providing education, health, and other community services.

The Background of NMVHO

Nuer Makuei volunteer Humanitarian Organization is a voluntary organization founded in 2021, whose works is to provide possible solutions for education, health, water sanitation, rehabilitation of the homeless children (restoration) and cultural services, and to acclimatize the displaced ones in the various camps in the country. In addition to the provision of aid to the Sudanese in conflicting areas and the refugees who are forced by war to leave their states in the neighboring countries to Sudan. The Organization is led by a group of concerned Sudanese with, the help of experts specialized in humanitarian work to provide assistance to the affected refugees, displaced and Immigrants ones in Sudan and to create viable opportunities for them to find themselves involved into community’s lives.

Code Of Conduct NMVHO

NMVHO as a non-governmental humanitarian organization involved in the alleviation of poverty, seeks to implement effective relief and developmental programmes through its commitment to meeting good practice standards, and the quality of the work of its staff and with its partners is the reason behind laying down this code of conduct to ensure adherence in the work place.

Breach of this Code may result in the suspension or termination of the partnership agreement. Any form of inappropriate behaviour is incompatible with NMVHO’s fundamental beliefs in the human dignity of all people, and with our core values. A code of conduct is a key tool for the prevention of harassment, exploitation, abuse and inappropriate behaviour by staff. The NMVHO Code of Conduct Policy – describes the standards of behaviour expected of all staff and anybody engaged by NMVHO, and seeks to promote good practice. The Code provides a clear guidance on the standards of behaviour the organization requires all staff, and anyone working for or on behave of NMVHO or any of NMVHO’s partner organizations, to abide by, as well as providing examples of conduct that considered acceptable. The Code is designed to guide and protect all staff and programme participants. Any breach of this Code by a NMVHO staff member may result in disciplinary action and dismissal. In terms of staff from partner organizations, any breach of this Code may result in the suspension or termination of the partnership agreement.
Whilst recognizing that laws and cultures differ considerably from one country to another, the Code is based on international good practice.  In addition, it is written to reflect the organization’s core values and commitment to ensuring that staff always acts in the best interests of all programme participants.

This Code applies to all people engaged by NMVHO, including partner organizations engaged on NMVHO programmes, regardless of location, whether national or international, full or part time, consultants,
to the  contractors or volunteers,  should be adhered to at all times. This Code and the associated policies are mutually supporting and should be considered in conjunction with each other. NMVHO’s partner organizations are expected to comply with the standards of behaviour outlined in this Code and in the associated policies. All visitors to NMVHO’s programmes must – during their visit – consider themselves to be under the authority of NMVHO Country Director or representative wherever it may be and must adhere to the Code and its associated policies. If a visitor refuses to agree to regulate his/her conduct in line with the requirements of the Code, the name of the person, and their reason for refusal, should be recorded by the management and the case will be reported to the Regional Director who will decide the action to be taken. This may include suspending support for their continued presence in the country, denial of permission to visit NMVHO programmes or office, or to stay in any accommodation rented or owned by NMVHO Society Organization.

The employee code of conduct also called a staff code of conduct) it is a set of rules about how employees can and can’t behave during work hours, the objectives of this article is to ensure that there should be adherence to work specifically during the work hours.

In compliance with this document, the term inappropriate behaviour which may range from mild to grossly is intended to include but not limited to:

  • Verbal, physical or sexual harassment
  • Rape or attempted rape
  • Abuse (including sexual and abuse of power
  • Any action that harms venerable person or place them at risk
  • Bully
  • Any form of discrimination 
  • Theft
  • Unauthorized use of NMVHO property   acting or claim to act on behave of NMVHO may result to dismissal
  • Any attempt to commit  fraud or solicit bribe

Any finding of inappropriate behaviour related to those outlined above will lead to disciplinary action and dismissal.

Short listing and interviewing process 

To ensure fair and equal opportunity in an interview process, the following procedures are set forth to be observed by the panel. 

  1. Criteria for short listing must be clearly established by the preparation of

Person Specifications and equally applied to all candidates.

  1. An appropriate job application form should be used and (NMVHO) should not accept personal CVs. The personal details section of the application form shall not be viewed by shortlisting panel until the process has been completed.
  2. Each individual should be assessed according to his/her personal capability to carry out a given job. General assumptions must not be made about individual or applicants.
  3. Overseas qualifications, degrees and diplomas, which are comparable with different fields of education if related to will be accepted as equivalents.
  4. When a job involves irregular or unsocial hours or travel, the full facts

Should be referred to in the Job Description or other recruitment literature.

  1. More than one person will carry out short listing and interviewing.

Interview questions must not be of a discriminatory nature.

Selection decisions must not be influenced by factors such as the traditional profile of the current post holder, unless for genuine occupational qualification reasons. The selection must not be influenced by the perceived prejudices of other staff. 

  1. At both the short listing and appointment stage, brief notes shall be made on each application indicating clearly why the applicant has not been short listed or appointed. A form will be drafted for this purpose.
  2. any recruitment records, which monitor the appropriate information to enable equal opportunity analysis must be kept for 12 months

Recruitment and Selection

As vacancies are out for new job in the organization, the first thing to be considered by the officers concerned is  that the position should remain open for at least 14 days in case it is not urgent to reflect the equality in the selection. 

Officers must review the Job Description (and the Personal Specification) to ensure that it meets the requirements of this Policy.

No illogical restrictions will be placed on vacancies. Where restrictions are applied, they must be reasonably sustainable. All applicants should be made aware that general life experience and voluntary as well as paid work are valued.

All job vacancies e.g. National posts are advertised internally in compliance with personal specification. Those meeting the baseline target score will be interviewed using the normal process described in the job description and if there is failure in securing the competent candidate, the vacancy will be re-advertised externally in the normal Manner. Or else the team leader will be first notified

Review of the Code

NMVHO recognizes that both internal and external environments change. Such changes may have a bearing on the scope and content of this Code. Consequently, the Code and its associated policies will be reviewed periodically. The review process will be consultative and participatory in nature. The responsibility for initiating the policy review process rests with NMVHO’s Senior Management Team (SMT). Any changes to the policy that affect underpinning principles or purpose will be submitted to the board in Khartoum for verification and approval.