Accounting for Results: Performance Appraisal

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Accounting for Results Performance Appraisal

• CCA/UNDAF TRAINING OF TRAINERS WORKSHOP
• JANUARY 27, 2006
• GLEN COVE, NEW YORK

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Global UN Accountabilities
General Assembly
Agency Assembly
UNDG ExCom
Secretary-General CEB Chair
CEB
UNDG ExCom
Agency Mgmt
WFP
UNDG Chair UNDP
UNICEF
UNFPA
RC
Agency Reps
UNCT
Agency Reps
UNICEF Rep
UNFPA Rep
WFP Rep
UNDP Rep
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The G-As TCPR ResolutionDecember 2004

• Results Matrix is key to coordination
• RC Authority and Accountability
• Country director model
• UNDP to manage
• UNDG to guide
• Streamline physical presence
• Regional alignment

• Capacity Building

• Capacity Building

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The ExCom Principals RetreatJuly 2005

• Agency RDs remain 1st reporting officers for
  agency matters
• RC is 1st reporting officer for ExCom Reps on
• UNCT matters
• Performance of reps as members of UNCT
• Ethics
• RC UNCT to assess each others performance
  against plan using 180 tool

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Roles of the RC

• Manager for UNDP
• In-country supervisor for DSS, OCHA, DPA staff,
  and others
• Leader for ExCom Reps 1st in-country supervisor
  on UNCT matters
• Coordinator for Specialized Agencies
• Convener for WB, IMF, etc.

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Limits of RC Authority

• Responsible for team results
• No authority over
• Agency resources
• Agency staff
• Agency implementation decisions

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UN Country Team Accountabilities
Secretary-General CEB Chair
CEB
Agency Mgmt
UNICEF
UNDG Chair UNDP
UNFPA
WFP
UNDG ExCom
UNICEF RD
UNFPA RD
WFP RD
UNDP RD
Regional Team
RC
Agency Reps
UNCT
Agency Reps
UNICEF Rep
UNFPA Rep
WFP Rep
UNDP Rep
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RC Accountability

• Clear black line accountability
• RC to UNDP RD to Administrator to
  Secretary-General
• Appraisal inputs from UNCT
• UNDP RD appraises with inputs from other RDs
• Separate RC and RR Career Review Groups
• OCHA, DSS and etc. participate in CRG

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UNCT Accountability

• Mutual, reciprocal feedback
• UNDAF management, UNCT work plan, RCS budget, RC
  annual report
• Performance dimensions for team participation
• Web-based 180 feedback at mid-year
• Year end reporting on individual and UNCT
  performance
• Performance discussions with RC, Agency RD

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Regional Director Oversight

• RD group provides support and follows progress
  against goals
• RC makes performance inputs to RD on ExCom team
  members
• RC UNCT feedback on 180 goes to agency
  supervisor
• Agency RDs appraise their own Reps
• RD group appraises the team

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Introduction to the 180-Degree Assessment Process
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Purpose

• To provide a more objective assessment of the
  overall performance of the country team.
• To provide a more objective assessment of the
  performance of the RC
• To provide a more objective assessment of the
  performance of each individual member of the
  country team with an emphasis placed on the ExCom
  members

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How It Works

• Each member of the country team including the RC
  will assess himself/herself, and be assessed by
  colleagues on the country team and by the RC.
  The RC will also be assessed by her/his RD.
• The assessment will take place at the mid point
  of the performance cycle.
• Each member of the country team including the RC
  will be contacted by email by Linkage, Inc. and
  invited to participate in the assessment process.
  
• When the assessment of each member of the country
  team has completed their assessment, Linkage,
  Inc. will produce an overall report for the
  entire country team and individual reports for
  each of the members.
• The overall assessment will be shared with the
  members of the team and with the regional
  directorate.
• The individual reports will be shared with the
  individual, the RC and the individuals RD.

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How It Works, Part II

• The RC will meet with the RD to discuss the RCs
  personal assessment, review the overall
  assessment of the performance of the team, and
  develop a strategy for using the assessment
  results for driving improvement of the
  performance of the country team.
• The RC and RD will agree upon development
  activities for the RC as required as well as
  development opportunities that may exist for the
  team as a whole.
• The RC will meet with the Country Team to review
  the overall team results
• The RC will meet with each ExCom member of the
  country team to review the individuals
  assessment results and to agree upon any
  development needs indicated by the assessment.
• If specific development needs are indicated, the
  RC and the team member will agree upon
  development activities which would provide the
  individual to remedy performance deficiencies
  prior to the completion of the performance review
  at years end.
• .

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How It Works, Part III

• The assessment results of each member of the
  country team will be reviewed by the relevant RD
  and development conversations scheduled as
  indicated by the results.
• The RC and the members of the Country Team will
  work together to create an overall country team
  development plan.

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The Country Team Assessment Tool

• The Country Team Assessment Tool assesses five
  macro level competencies or domains
• Professional Competence
• Communications Skills
• Quality/Quantity of Work
• Commitment to the Team
• Team Leadership Skills

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Assessment Items Professional Competence

• Understands sources of authority and trade-offs
  between short term programs and the UNDAF d
  influence and how to appropriately leverage them
  in the service of the UNDAF while upholding the
  values of the UN
• Considers the impact of various courses of action
  on the achievement of UNDAF goals rather than
  thinking only of their particular agency.
• Prioritizes own activities and those of her/his
  agency to support the Country Team in the
  achievement of UNDAF goals.
• Appropriately manages the tradeoff between short
  term programs and the UNDAF when making
  decisions.
• Contributes and shares learning with other
  members of the Country Team based on own area of
  competence and the expertise of her/his agency
  and encourages others to do the same.

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Assessment Items Communications Skills

• Builds effective alliances with colleagues in
  other UN agencies that help to break down
  barriers to the achievement of the UNDAF.
• Demonstrates through own behaviours the value of
  acting as one UN and supporting the UNCT in the
  achievement of UNDAF goals.
• Seeks win win solutions that contribute to an
  environment where people focus on the larger good
  and the shared goals of the UN and UNCT as stated
  in the UNDAF.
• Promotes the sharing of knowledge and information
  across the UN community n the country and region.
• Balances the advancement of the vision from their
  agency with the priorities of the country team as
  described in the UNDAF.

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Assessment Items Quality/Quantity of Work

• Takes personal responsibility for delivering the
  results and achieving the success that is
  expected of the country team in the achievement
  of the UNDAF.
• Contributes to the ability of the country team to
  adjust its efforts to the actual conditions
  and/or priorities in the host country while
  maximizing alignment with the UNDAF.
• Develops ambitious but realistic milestones for
  his/her agencys contribution to the UNDAF.
• Enhances productivity of the Country Team and
  alignment of Country Team efforts with the UNDAF
  by assuring that work assignments are fair and
  maximize the skills and involvement of various
  agencies.
• Organizes people and resources effectively in own
  agency to enable the Country Team to achieve the
  UNDAF.

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Assessment Items Commitment to the Team

• Supports Country Team decisions in public even
  though s/he may disagree with decisions reached
  within the country team.
• Proactively represents the ethical standpoint of
  own agency and the UN community to the host
  country government and other partners.
• Contributes to an open and transparent
  communication on the Country Team by sharing
  information, keeping people informed, and
  encouraging openness and transparency.
• Personally contributes to Country Team activities
  does not seek opportunities to delegate Country
  Team participation to another member of own team.
• Contributes to a spirit of collaboration in the
  service of the UNDAF rather than competition with
  other agencies.

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Assessment Items Team Leadership

• Articulates an engaging vision of the UNDAF and
  communicates it effectively to other agencies in
  the Country Team.
• Accurately assesses the strenghs and weaknesses
  of colleagues on the Country Team in order to use
  their talents effectively in Country Team
  activity in support of the UNDAF.
• Creates an atmosphere on the Country Team where
  ideas can be constructively challenged and
  debated and conflicts resolved in an open,
  collegial, and transparent manner.
• Demonstrates the ability to marshal resources
  from across the various agencies in support of
  Country Team activity in support of the UNDAF.
• Ensures that the various agencies are recognized
  for their contributions to the Country Team.
• Demonstrates understanding and sensitivity to the
  traditions and cultures of the various people and
  agencies on the Country Team.
• Ensures that roles and responsibilities as well
  as objectives and measures for the Country Team
  are well understood by all members.

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Confidentiality and Use of the 180-Degree
Assessment Data

• The overall Country Team results will be shared
  with the Country Team itself and with the
  Regional Bureau.
• The RCs assessment results will be shared with
  the relevant RD.
• The individual ExCom members assessment results
  will be shared with the RC and the relevant RD.
  They will not be made available to any other
  member of the Country Team.
• The assessment results will be used to assess the
  contributions of each individual to Country Team
  performance as such the assessment results will
  become an element of the individuals annual
  performance appraisal.
• Each individuals results will become a matter of
  record in the event that the individual seeks a
  promotion or another position. They will no
  otherwise be shared outside the Country Team
  and/or Rd.