A Guidebook on Capacity Development Agenda Formulation

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40Step 4 Formulate the Competency Objectives .Obejctives are specific measures used todetermine whether or not we are successfulin achieving a goal.When sitting down to formulate your objectives,it would help to have a very clear ideaof what you want to be in the future andwhat you are going to do to get there. yourobejctives therefore should be SMART!S Specific Not a vague aspiration but a cleardescription of where you want to beM Measurable So that you can demonstrate thatobjective can be achievedA Achievable Within your control of influenceR Resourced Clearly linked to the resources neededto get you where you want to beThe objective analysis will facilitate theidentification of the Core CompetencyObjective for Capacity Development (CD).Hence, it is strongly suggested that the useof Problem Tree Analysis be undertaken toidentify the problems as suggested underthe Step 3.What is Objective Analysis?It is a tool to:- describe a situation that would existafter solving a problem or problems- Identify means-ends relationship tomeet the objectives- Visualize the relationships in a diagram.See Tool # 2 and follow the processdescribed in stepsT Time-bounded Deadline!
9 Steps in Capacity Development3 Agenda Formulation46 41OBJECTIVE ANALYSISThe process takes offfrom the problemanalysis undertakenearlier (see SuggestedTool #1). Instruct theteam to go through thefollowing steps:Step 1: Reformulate allnegative statements in theproblem tree into positivestatementsStep 3: Reformulate CoreObjective into a CoreCompetency ObjectiveStep 2: Form a diagram showingmeans-ends relationship in theform of an objective tree.Step 4: Reformulate all MEANSstatements into appropriatestrategies, and END statements intoappropriate goalsStep 5: Add or do away withstrategies as appropriate.Step 6: Review the diagram as awhole and verify its validity andcompleteness.How do you identify the Core Competency Objective for CD?Translate the core objective as stated in the Objective Analysis to a specificcompetency that needs to be developed. See Illustration # 4 for sample ofan actual case.
Page 1: (2010 Revised Edition)
Page 5: ContentsForewordPrefaceAcronyms1234
Page 9 and 10: 1NanManaging Knowledge for Improved
Page 11 and 12: 1Managing Knowledge for ImprovedPer
Page 19: 1Managing Knowledge for ImprovedPer
Page 22 and 23: 22Capacity Development DefinedWhat
Page 24 and 25: 24New Ways of Thinking on Capacity
Page 26 and 27: 26In undertaking the process of cap
Page 28 and 29: 28The Role of DILG Local Government
Page 31: 7 Steps in Capacity Development Age
Page 34 and 35: 34There is no “one way” to form
Page 36 and 37: 36Form No. 3 correlates existingCDP
Page 38 and 39: 38Step 3Undertake analysis of theid
Page 42 and 43: 42Developing Core Competency Object
Page 44 and 45: 44Step 5Prioritize gaps for Capacit
Page 46 and 47: 46Step 6Develop the Capacity Develo
Page 48: 48Remember, capacity development is
Page 52: 52or any local capacity development

A Guidebook on Capacity Development Agenda Formulation

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