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3 Expected Results Identification of key issues resulting from the application of HR in RBM (results, reach and resources) Formulation of HR-based Performance Indicators
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Application of Human Rights Principles in Results Based Management
Muhammad Usman Akram, Evaluation Advisor
Adapted from RBM training held for UNDP BRC (Jun 2005);
Results Based Management in UNIFEM: Essential Guide (Feb 2005)
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Session Organization Presentation which has two parts Implications of HRBA on RBM HR-based Performance Indicators Group discussion to look at issues resulting
from Human Rights based programming Discuss how to constitute a rights-based
performance indicator and associated issues
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Expected Results Identification of key issues resulting from the application of HR in RBM (results, reach and resources)
Formulation of HR-based Performance Indicators
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What is Results-Based Management?
RBM is a methodology by which an organization ensures that its processes, products and services contribute to the achievement of clearly stated results (UNDP)
RBM provides the management framework and tools for strategic planning, risk management, performance monitoring, evaluation and reporting.
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What is Results-Based Management?
A participatory and team-based management approach that seeks to:–Shift the focus of an organization's efforts and resources on outcomes;
–improve effectiveness and sustainability of programs and projects; and
–improve accountability for the resources used.
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Definitions:– Result: A describable or measurable change in state
(condition or situation) that is derived from a cause and effect relationship.
– Developmental results are actual changes in humans or organizations. Operational results are administrative & management products of an organization.
– Results Chain:
What are Results?
Output Outcome
(Purpose)
Purpose
(Goal)
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Outcomes ImpactOutputsInputs Activities
Human, organizational, physical, & financial resources contributed directly or indirectly by the stakeholders of a project
A medium-term, end-of-projectdevelopmentalresult that isthe logicalconsequence of achieving acombination ofoutputs
A broad, long-term (5-10 years) develop- mental result that is the logical conse- quence of achieving acombination ofoutputs andoutcomes.
An immediate or short-term developmental result that isthe logicalconsequence of project activities.
The coordination, T. A., training, and other project related tasks organized and executed by project personnel. A completed activity is not a result.
Program/Project Management
The Results (Performance) Chain
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The 3-Rs of the RBM Framework
Reach#
Project Delivery Partners Intermediate Groups Beneficiaries Society
Results
OutputsOutcomes Impact
Resources$
Physical/material Organizational Human
ReachWhat intermediate groups & ultimate beneficiaries do you want to reach? What is the scope of your project?
ResourcesWhat resources are available (financial, human, etc.)?
ResultsWhat results do you expect to achieve given the resources at hand, and the reach you are planning for?
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The Human Rights Principles
Universality Indivisibility Inter-dependence and inter-relatedness Equality and Non-discrimination Participation and Inclusion Accountability and Rule of Law
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RBM & Human Rights
Focus on realization of human rights (departure from service delivery)
Human rights standards and principles should guide all programming
Programmes should support capacity development of rights holders and duty bearers to realize rights
Equality and Non-discrimination (HR belong to all people and no one’s rights are dispensable)
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RBM & Human Rights…Cont’d
Participation of stakeholders (esp. that of excluded and vulnerable groups for empowerment, ability to claim rights, make decisions throughout programming)
Accountability (holding states, duty bearers and other actors accountable for their obligations)
Balanced programmes (simultaneous development/ capacity building of duty bearers as well as right holders)
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Working Group Question # 1
What are the key issues emerging from the application of Human Rights in Results-based Management?
How can we address these?
Performance Indicators
Signposts of Change Along the Path to Development
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Signals that reveal progress (or lack thereof) towards the achievement of results.
Means of measuring what actually happens against what has been planned in terms of quantity, quality and timeliness.
What are performance indicators?
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What are performance indicators?...Cont’d
qualitative or quantitative measures of resources, reach and developmental results used to monitor progress made toward the achievement of expected results
linked to results statements
selected and developed in a participatory manner
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Measures of Resources, Reach & Results
Program / Project Management
Performance
Indicators
Outcomes ImpactOutputs
PerformanceIndicators
PerformanceIndicators
Performance
Indicators
Inputs/ Activities
Developmental Results
Performance
Indicators
PartnersClients/Beneficiaries
Resources Reach
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Human Rights-based Performance Indicators Performance indicators should be Specific,
Measurable, Achievable, Relevant and Trackable (SMART)
Developed in line with human rights principles and should capture…
Capacity development of rights-holders in claiming, while duty bearers in realizing rights
Changes in policy, legislative frameworks Changes in attitudes, behavior
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Human Rights-based Performance Indicators…Cont’d
Changes in vulnerabilities and inclusion of excluded groups in development process and outcomes
Changes in accountability at all levels Disaggregated on basis of gender, age, disabilities,
ethnicity, geography, social and economic attributes and so on
Participatory at all levels (duty bearers and claim holders)
Qualitative as well as quantitative changes at all levels
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Outcome and Output Level Indicators
MYFF Outcome: Legislation and policies at national and regional levels are formulated and implemented to promote and protect women’s human rights
Examples of Outcome Level Indicators Possible outputs and Output level Indicators
Gender discriminatory provisions removed from national and sub-national legislation and policies
Output: Capacity of women’s organizations supported to complete analysis of gender discriminatory provisions in national legislation
Output Indicator: Number and quality of analysis of gender discriminatory provisions of national legislation undertaken by women’s organizations
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Outcome and Output Level Indicators…Cont’d
Legislation and policies adopted to promote women’s human rights and advance gender equality
Output: Capacity of policymakers supported to ensure recognition of importance of adopting legislation and policies promoting women’s human rights and advancing gender equality
Indicator 1: number of policymakers publicly supporting legislation and policies promoting women’s human rights and gender equality (quantitative)
Indicator 2: Opinions of Policymakers indicating the importance of legislation and policies promoting women’s human rights and advancing gender equality
Poverty reduction strategies and sector-wide approaches reflect gender equality commitments in formulation, implementation and monitoring
Output: Capacity of National Ministry of Women supported to provide gender analysis in the formulation of the national poverty reduction strategy
Indicator 1: Number of key staff on the National Ministry trained in gender analysis participating in the formulation of process (Quantitative + Process indicator)
Indicator 2: Opinions of other stakeholders indicating usefulness of gender analysis provided by key staff of the National Ministry for Women in the formulation process (Qualitative)
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Working Group Question # 2
Identify issues in the development and measurement of HR-based performance indicators
Recommend practical actions to address those