Capacity Development Program
Session Objectives
1. To discuss the process of determining the capacity development requirements to implement the priority programs, projects, and activities
TERMS AND CONCEPTS
“the abilities, skills, understandings, attitudes, values, relationships, behaviors, motivations, resources and conditions that enable individuals, organizations, networks/sectors and broader social systems to carry out functions and achieve their development objectives over time.”
Source: CIDA_LGSP
Individual Capacity
Institutional Capacity
Systems/Sector Capacity
LEVELS OF CAPACITY
Six Capacity Pillars
STRUCTURE | Presence of appropriate structure (office, committee or work group) with defined authority and accountability for performing the necessary functions within a program |
COMPETENCY | Knowledge, skills & attitudes of people who need to perform their assigned functions in the program |
MANAGEMENT SYSTEMS & PRROCESSES | Systems, processes and procedures for managing programs
|
ENABLING POLICIES | Presence of policy and related issuances for planning, developing, implementing, monitoring and evaluating service delivery functions, programs and projects |
KNOWLEDGE AND LEARNING | Mechanisms for generating, analyzing and using data and information as basis for decision-making and continuous improvement |
LEADERSHIP | Presence of mechanisms for:
|
TERMS AND CONCEPTS
“the approaches, strategies and methodologies used to improve performance at the individual, organizational, network/sector or broader system level.”
Source: CIDA_LGSP
1
To enhance or more effectively utilize skills, abilities and resources
2
To strengthen understandings and relationships
3
To address issues of values, attitudes, motivations and conditions in order to support development
goals.
CAPACITY DEVELOPMENT PROGRAM
1
seeks to rationalize and strategically focus the capability building efforts of LGUs
2
outlines the capability building interventions or programs that need to be undertaken to address an identified capability deficiency
3
draws the capacity development strategies, programs and initiatives that need to be undertaken to address identified organizational competency gaps
4
covers the 3-year term of the local chief executive
CAPACITY DEVELOPMENT PROGRAM AND THE HUMAN RESOURCE DEVELOPMENT PROGRAM
CapDev Program
HRD Program
People
Organization
Training
Coaching
Mentoring
Field Exposure/etc
Installation or mainstreaming of systems and structures
Improvement of work processes
Introduction of new technologies
Enforcement of rules
Social Development
Economic Development
Infrastructure Development
Environmental Development
Institutional Development
COMPREHENSIVE DEVELOPMENT PLAN
CapDev Program
If capdev is integrated in the design of sectoral programs and projects
STEPS IN FORMULATING THE CAPDEV PROGRAM
1
Establish the organizational and individual competencies that are needed to implement the CDP.
2
Examine existing capacity vis-à-vis desired competencies.
STEPS IN FORMULATING THE CAPDEV PROGRAM
3
Identify capacity gaps.
4
Identify priority strategies or actions that need to be taken to improve capacities.
STEPS IN FORMULATING THE CAPDEV PROGRAM
5
Prepare a Capacity Development Plan and Budget.
6
Assign roles and responsibilities to achieve the goal and capacity development objectives
7
Monitor the plan and make adjustments as required.
Observed Conditions | Explanations (Causes) | Implications when Unresolved | Policy Options (What Could be Done to Address the Causes) |
Real property tax records are kept as hard copies; manually updated RPT reports are generated manually | (Structure) No assigned personnel or unit to do records keeping, maintenance and updating. | Records may be lost in case of fire; updating becomes a slow process; potential revenue from RPT collections could be missed out | (Structure) Organize a dedicated unit within the Local Treasurer’s Office to improve records keeping and inventory |
Observed Conditions | Explanations (Causes) | Implications when Unresolved | Policy Options (What Could be Done to Address the Causes) |
Real property tax records are kept as hard copies; manually updated RPT reports are generated manually | (Enabling Policy) Revenue Code has not been updated to reflect new policies and technology and fair market values | Records may be lost in case of fire; updating becomes a slow process; potential revenue from RPT collections could be missed out | (Enabling Policy) Update Local Revenue Code to include automation and systems improvement |
Management System
Knowledge and Learning
Competency
Enabling Policies
Structure
Sectoral Goal |
Priority HRD/Capacity Development Intervention |
Target Office Staff |
Desired outcome |
Implementation Details (timeframe, who are involved) | Estimated Project Cost |
Example 1: Increased own-source revenue |
Computerization of real property tax |
Treasurer’s Office, Assessor’s Office |
Revenue collection from RPT increased by ___% |
1 year; treasury staff | |
Example 2: Improve access of the poor to quality primary health care services |
Training of rural health workers
|
Rural health workers |
Upgraded knowledge and skills of rural health workers on primary health care |
2 weeks, all rural health workers in the LGU | |
CDP Preparation Template Form 5.a. CapDev Program Summary Form
Thank you for your attention