UNDP Capacity Assessment Users Guide.pdf - Africa Adaptation ...

UNDP Capacity Assessment Methodology User‘s GuideIndicators • Quality of analysis of environmental influences (at the appropriate level, e.g., market,sector) and their relative degree of impact on policies relating to human resourcemanagement.• Quality of action taken as a result of ‗critical events‘ analysis of opportunities andthreats of most significance to the government‘s human resource managementpolicies.• Degree to which staff needs are analyzed in the planning process.Formulate Policies and StrategiesOverall Do authorities have the capacity to develop policies and strategies relating to humanQuestion: resource development?Additional n/aQuestions:Indicators• Extent to which societal changes are integrated into government‟s human resourcemanagement policies and mechanisms.• Existence of long-term strategic policy options for human resource management.• Existence of a collective, nationally coordinated and defended, transparent andlegitimate salary supplementation scheme linked to civil service reform.Budget, Manage and ImplementOverall Do authorities have the capacity to leverage human resources appropriately in theQuestion: budgeting, management and implementation of programmes and delivery of services?AdditionalQuestions:IndicatorsEvaluateOverallQuestion:AdditionalQuestions:IndicatorsDo authorities have the capacity to:Budget, manage and implement HR programmes and best practices forachievement of MD/MDGs?Attain and utilize necessary resources?Encourage innovation and initiative?Monitor performance and trends in HR capacity and productivity enhancement?Report on progress of MD/MDGs and HR implications?• Government control over its own human resource policies.• Alignment of human resource management programme with government‘s mission,priorities and managerial capacities.• Clarity and awareness of human resource goals and priorities among leaders.• Transparency of human resource planning and allocation process.• Degree of enforcement of human resource management policies and mechanisms.• Alignment of staff attitude and performance with overall goals.• Degree of orientation of staff at all levels toward producing results that meet overallgoals.• Existence of fully developed competency profiles application to all functional areasand specific levels.• Use of human resource management plan as a monitoring tool.Do authorities have the capacity to evaluate performance and trends in HR capacity andproductivity enhancement?Do authorities have the capacity to:Leverage learning networks of institutions of excellence in human resource planningand management?Ensure decision-makers are accountable for use of human resources?Systematically embed lessons learned into new programme and project design?Accountability of staff for getting work done according to clear performance standards.• Job satisfaction at all levels of government.• Level of staff morale; frequency of evaluation of staff morale.• Explicit integration of incentive questions as standing feature in mainstream M&E.• Adequacy of staff in all key positions.• Staff turnover rate.• Degree to which monetary and non-monetary incentives support targeted behavior.• Adequacy and equity of compensation.49