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

UNDP Capacity Assessment Methodology User‘s GuideOverallQuestion:AdditionalQuestions:IndicatorsEvaluateOverallQuestion:AdditionalQuestions:IndicatorsDoes the organization have the capacity to develop, use and improve competencies ofemployees?Does the organization have the capacity to:Ensure transfer of knowledge in heavily donor-funded programmes and projects?Sustain activities and results once programmes and projects are ‗internalized‘ withingovernment‘s existing programmes?Align organizational, team and individual targets and goals?Manage a meritocracy?Monitor the development, use and improvement of employee competencies?• Alignment of human resource management programme with the organization‘smission, priorities and managerial capacities.• Clarity and awareness of human resource goals and priorities among seniormanagers.• Degree of enforcement of human resource management policies and mechanisms.• Transparency of human resource planning and allocation process.• Alignment of staff attitude and performance with overall goals.• Degree of orientation of staff at all levels toward producing results that meetorganizational goals.• Degree to which organizational structure meets needs of efficiency and control.• Participation and success rates in training activities.• Level and use of training budgets.• Use of information technology by employees.• Staff rotation within the organization.• Efficiency of organization‟s processes.• Existence of fully developed competency profiles application to all functional areasand specific levels.• Use of human resource management plan as a monitoring tool.Does the organization have the capacity to evaluate the development andimplementation of HR policy and encourage evaluation and feedback?Does the organization have the capacity to:Use clear performance standards to ensure staff accountability?Design and conduct periodic staff surveys?Design, conduct and act upon upward feedback, e.g., through 360 o appraisals?Consult with representatives of employees, e.g., trade unions?• Accountability of staff for getting work done according to clear performance standards.• Effectiveness of systems of goal-setting and performance evaluation.• Level of employee satisfaction with goal-setting and performance evaluationprocesses.• Results of evaluation and/or appraisal.• Link between individual performance and the quality of services or products.• Job satisfaction at all levels of the organization.• 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.• Opportunities for staff professional development and on-the-job training.• Degree to which recruitment and promotion policies provide for staff growth.• Level of employee motivation (e.g., response rates for staff surveys, participation insocial events, willingness to accept changes, willingness to make an extra effort underspecial circumstances).• Level of employee knowledge of the organization‟s goals.• Number of complaints, strikes, etc.51