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)

2

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

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

4

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.

5

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.

6

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)

7

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

8

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?

9

The Human Rights Principles

Universality Indivisibility Inter-dependence and inter-relatedness Equality and Non-discrimination Participation and Inclusion Accountability and Rule of Law

10

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)

11

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)

12

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

14

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?

15

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

16

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

17

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

18

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

19

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

20

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)

21

Working Group Question # 2

Identify issues in the development and measurement of HR-based performance indicators

Recommend practical actions to address those