Asia Pacific Forum of National Human Rights Institutions THE ASSESSMENT VISIT 18 Conduct separate focus group discussions with NHRI leaders (that is, the Commissioners or Ombudsman), with the senior managers and with the other staff to identify core capacity issues, required future capacities and possible strategies and actions to address capacity gaps 19 In addition, conduct a separate focus group discussion with female staff of the NHRI2 20 Interview external stakeholders to obtain their views on the NHRI’s capacity, including on coordination, collaboration, and past and planned engagement with the NHRI 21 Identify the core capacity issues 22 Prepare the questionnaires on the core capacity issues 23 Administer the questionnaires to leaders, managers and staff 24 Analyse qualitative and quantitative information from the discussion groups and questionnaires 25 Develop strategies and actions, ensuring that they include gender analysis 26 Prepare a ‘first (rough) draft’ report, with findings and proposed strategies and actions 27 Present the ‘first (rough) draft’ report to NHRI leaders and senior managers, brief them on it and obtain their initial views on its findings and proposed strategies and actions, at the end of the assessment visit AFTER THE ASSESSMENT VISIT 28 Finalise the ‘second (more refined) draft’ report and submit it to the NHRI leaders and senior managers for comment 29 Following receipt of comments on the ‘second (more refined) draft’, incorporate comments and finalise the CA report and provide it to the NHRI 30 Obtain a formal response to the report from the NHRI, together with a schedule for the implementation of those proposed strategies and actions that the NHRI accepts 31 Obtain annual reports from the NHRI on implementation of accepted strategies and actions 3.1. PRELIMINARY – ENGAGING WITH THE NATIONAL HUMAN RIGHTS INSTITUTION 2 The essential first step is to ensure that the NHRI is fully committed to the CA. This begins by raising the awareness of the NHRI that a CA is the best way to identify its needs for capacity building and to develop strategies and actions to meet those needs. Upon initial interest, the head of the NHRI should be provided with a short explanatory paper or concept note to explain clearly what is offered and why it is beneficial to the NHRI. 2 10 The CA should also be aware of other staff who, due to their gender identity, including non-binary, may be experiencing gender inequality and ensure there is an opportunity for their views to be heard.