Framework and Toolkit for UN Coherence, Effectiveness and

download report

Transcript Framework and Toolkit for UN Coherence, Effectiveness and

Framework and Toolkit for UN
Coherence, Effectiveness and Relevance
at Country Level:
Step 4 – Plan Organization Changes
FRAMEWORK FOR UN COHERENCE, EFFECTIVENESS AND RELEVANCE AT
COUNTRY LEVEL
1
2
Initiate &
mobilize
3
Prioritize
and set
outcomes
Determine
strategy
Determine & plan
changes needed to
capacities, structures,
processes, systems,
culture
4
5
Plan
organisation
changes
6
Plan
implement- Implement
ation
7
Monitor and evaluate
8
Increased
coherence,
effectiveness
and
relevance
Communicate about change
9
Coordinate change & ongoing implementation
2
STEP 4: PLAN ORGANIZATION CHANGES: OBJECTIVES
Ensure the UN system is ready to implement the integrated programme and
operations strategy, i.e. organization is aligned with the strategy in terms of:





Business processes
Organizational structure
Human resource capacities
Performance and accountability management systems
Staff culture and behavior
3
STEP 4: PLAN ORGANIZATION CHANGES: MAIN ACTIONS
Step
Main actions
• Conduct high level business process review
4
Plan
Organization
Changes
• Identify and plan changes to organizational structures (e.g., interagency programme groups)
• Identify capacity requirements and develop human resources plan to
meet them
• Develop revisions to the performance management system
• Develop plan for adjusting culture and behavior
4
STEP 4: PLAN ORGANIZATION CHANGES: ACTIVITIES & TOOLS 1/3
Main action
Conduct high level
business process
review
Identify & plan
changes to
organizational
structures
(e.g., inter-agency
programme groups)
Sub activities /
analyses
Guidance and
Templates
• Understand and measure
business processes
affected by the effort to
improve coherence,
effectiveness and
relevance across all
agencies
• Agree on harmonized
business processes in
line with improved
coherence, effectiveness
and relevance
• Guidance note on
business processes
mapping & business
process reengineering
(includes 7 Themes for
Business Process
Reengineering)
• Identify weaknesses of
the current organization
for delivering on improves
coherence, effectiveness
and relevance and
required changes
• Guidance on good
organizational design:
• Structural barriers
• Indicators of good
design
• Templates to
create/track SLAs
• RAVIC matrix
Examples (Pilot & Non
pilot)
• Mapping of business
processes affected in
pilot countries
5
STEP 4: PLAN ORGANIZATION CHANGES: ACTIVITIES & TOOLS 2/3
Main action
Identify capacity
requirements and
develop human
resources plan to
meet them
Sub activities /
analyses
Guidance and
Templates
• Interview internal
stakeholders (HoAs,
etc) and external
stakeholders (unless
done in Step 2) to
identify required
capacity of UN system
in country
• Guidance note on
conducting a capacity
assessment
• UNCT kick-off presentation
• Communication One Pager
to staff
• Data request template/ Preinterview questions
• Interview guides
• “UNDG New Operational
Guidelines”
• Compare requirements
to existing capacity and
develop plans for
addressing the
difference
• Materials for UNCT
workshop day 1 & 2
• Implementation plan
template
• Guidance note on
options/tools to adjust
capacity
Examples (Pilot & Non
pilot)
• UNCT workshop
materials: develop/
prioritize ideas for
capacity difference
• Pilot countries ex.:
tracking sheet & final
reports
6
STEP 4: PLAN ORGANIZATION CHANGES: ACTIVITIES & TOOLS 3/3
Main action
Develop revisions to the
performance
management system
Understand staff attitude
and areas that require
cultural and behavioral
change
Sub activities /
analyses
Guidance and
Templates
Examples (Pilot & Non
pilot)
• Review agencies
performance
management
processes
• Agree common
performance evaluation
process/ incentive
structures that are
aligned to realizing
vision
• Guidance on identified
good performance
management practices
• Sample of modified
performance
management system in
pilot countries
• Assess positive and
negative behaviors
• Staff survey (process
guidance & collection of
tools)
• Guidance on action
plan to address issues
identified in staff
survey
• Sample of Staff Survey
7
4
STEP 4: PLAN ORGANIZATION CHANGES: ACTIVITY
CHECKLIST 1/2
Main action
Conduct high level
business process review
Identify and plan
changes to
organizational structures
(e.g., inter-agency
programme groups)
Checklist
• List most important business processes changes needed to enable
achievement of UNCT vision/mission & implementation of the integrated
programme and operations strategy, including:
a) What processes need to change – and in which agencies (or all of
them)
b) How they should change
c) What aspect of the integrated programme and operations strategy is
enabled/ supported by the change
• List of new or altered organizational structures needed to achieve
vision/mission for improved coherence, effectiveness and relevance and
implementation of the integrated programme and operations strategy, including
for example:
a) New groups / structures to manage the UN Programme or elements of
it in a tightly coordinated manner
b) Changes to structures required to implement Common services and
harmonized business practices, joint communication, Common
Budgetary Framework and coordinated resource mobilization, etc.
8
4
STEP 4: PLAN ORGANIZATION CHANGES: ACTIVITY
CHECKLIST 2/2
Main action
Identify capacity
requirements and
develop human
resources plan to meet
them
Develop revisions to the
performance
management system
Develop plan for
adjusting culture and
behavior
Checklist
• Clear understanding of changes in UN capacities required to fulfill objectives of
the integrated programme and operations strategy
• Detailed human resources strategy and plan, designed to bridge gaps between
current and required staff capacities
• Performance evaluation processes and forms, and incentives, aligned with
mission for improved coherence, effectiveness and relevance across all
agencies
• List of primary barriers to increased coherence, effectiveness and relevance of
the UN system from culture and mindsets of UN staff, identified through
consultations with/ survey of staff
• Interventions addressing root causes planned to change mindsets and culture
to supportive of objectives of a more coherent, effective and relevant UN
system
9