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 OutcomesImpact Outputs Inputs Activities Human, organizational, physical, & financial resources contributed directly or indirectly by the stakeholders of a project A medium- term, end-of- project developmental result that is the logical consequence of achieving a combination of outputs A broad, long- term (5-10 years) develop- mental result that is the logical conse- quence of achieving a combination of outputs and outcomes. An immediate or short-term developmental result that is the logical consequence 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 Outputs Outcomes Impact Resources $ Physical/material Organizational Human Reach What intermediate groups & ultimate beneficiaries do you want to reach? What is the scope of your project? Resources What resources are available (financial, human, etc.)? Results What 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 Impact Outputs Performance Indicators Performance Indicators Performance Indicators Inputs/ Activities Developmental Results Performance Indicators Partners Clients/ 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 IndicatorsPossible 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