STANDARDS

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HOW PAHRODF TELLS ITS STORY News or Feature Stories Prepare news or feature story for every important event/activity/result as agreed with the HR Adviser (range from 500 to 800 words) and based on the following story angles: • Event specific oo Details on what happened in an intervention including content of a workshop, training or launch, number of participants, etc. • Impact of intervention on CPOs and PSPs oo Experience of individuals (e.g., how the intervention helped individual perform his or her job better, challenges and lessons learnt) oo Improvement in teams and in the organisation as a whole • Impact of intervention on a larger scale oo Impact of partner organisations’ programs to communities oo Results or improvement in communities where partner organisation is serving Drafts of stories should be cleared with the partner organisation and PAHRODF. PAHRODF will seek approval of the final article with DFAT. 64
Photos • PAHRODF believes that every photo tells a story. Hence, it prefers a photojournalistic approach in capturing HR/OD interventions. • PAHRODF photos include documentation of events (opening and closing ceremonies), conduct of interventions, and “before and after” photos that will show how PAHRODF helped in the transformation of its partner organisation. • For documentation of events, Include a variety of shots including the following: oo Key official delivering a speech oo Action shot of participants doing activities oo Group photo • All photos submitted must be in high resolution (at least 1MB). • All photos submitted to accompany feature stories should have photo captions. • All photos should have a written consent from the subject. • If the subject is a child, a written consent must be signed by his or her parent, guardian or teacher. 65
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STANDARDS for Delivering HR/OD Inte
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CONTENTS PAHRODF PHILOSOPHY AND APP
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PAHRODF PHILOSOPHY & APPROACH
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• WLP is applied to create immedi
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• Coaching is not the same as con
Page 14 and 15: Partnership Philosophy • The LSP
Page 16 and 17: HRODF-funded interventions are desi
Page 18 and 19: Other Cross-Cutting Themes Anti-cor
Page 20 and 21: The Action Plans - REAP and SAP All
Page 22 and 23: Action Plans. This means presentati
Page 24 and 25: The yearly and cumulative assessmen
Page 27: ADMIN & LOGISTICS
Page 30 and 31: • Report to PAHRODF (through conc
Page 32 and 33: and process owners in the process o
Page 34 and 35: flight bookings for the conduct of
Page 36 and 37: support of the succeeding coaching/
Page 38 and 39: Payment of Stipends* • Stipends/p
Page 40 and 41: Insurance • Travel insurance will
Page 42 and 43: Social Program and Activities, Past
Page 45 and 46: OPENING/CLOSING CEREMONY The LSP wi
Page 47 and 48: Event Branding Checklist • Backdr
Page 49: HR/OD INTERVENTION CONDUCT
Page 52 and 53: Resources and Clerical Support •
Page 54 and 55: tor). The suggested evaluation crit
Page 57 and 58: PUBLICITY & RECOGNITION “Branding
Page 59 and 60: The Australian Government has sever
Page 61 and 62: TEXT All HR/OD interventions should
Page 63: oo »» HRODF seminar tote bags »
Page 67: oo oo oo Initiating/Introducing the
Page 71 and 72: REPORTING FORMS AND PROCEDURES Acti
Page 73 and 74: engagement including the evaluation
Page 75 and 76: • Uploading of Files in the KM Po
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STANDARDS

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