Professional Documents
Culture Documents
2010
Table of contents
1.Background.............................................................................................................2
2. Definition and scoping of FAO Capacity Assessment................................... . 2
3. Description of FAO’s approach to Capacity Assessments...............................5
4. The tools: FAO Capacity Assessment Matrix (FAO- CAM) and Checklists.......8
5. The Assessment Process (6 steps)............................................................. ........11
6. Selected resources........................................................................................ ..... 18
Job aid 1: Context analysis report tailored to food security....................... .......19
Job aid 2: Stakeholders’ mapping........................................................................ 20
Job aid 3: Kick- off presentation............................................................................ 21
Job aid 4: How to undertake a SWOT analysis.................................................... 24
Annex 1- Ultra-light checklist for NMTPF, UNDAF, UN Joint programmes.......... 26
Annex 1/a – Light checklist for each functional capacity area........................ 28
Annex 2- In-depth checklist tailored to food security issues ……………………..33
Annex 3- The FAO CAM Summary table: to be filled in for the final validation with national
stakeholders.................................................................................... 41
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1. BACKGROUND
Capacity1 Development (CD) is a process of learning and change that countries lead to
achieve their development goals. As this is a learning and change process, it requires a
medium to long-term time horizon involving strategic approaches to encourage and support
national ownership and leadership. It is therefore necessary to carry out participatory
capacity assessments to help put capacity development on the agenda and encourage
dialogue with national stakeholders in a structured way.
FAO’s CD Corporate Strategy-Agenda for Action calls for a series of measures which will lead
to the implementation of the new corporate approach consistently across the Organization.
Amongst these measures is the design of practical tools on CD for FAO staff.
The objective of this work is to support FAO staff to engage in a dialogue with national
stakeholders and specialists about issues related to capacity development, institutional
assessments as well as support in the design of CD interventions.
This paper outlines the principal features shaping FAO’s approach and tools to carry out
“light” or more “in-depth” capacity assessments. It attempts to operationalize the vision of
the new FAO Corporate Strategy on CD, i.e. enhancing capacities requires more than just
training, it demands informed action across three dimensions: enabling environment,
organizations, individuals; and it requires looking at technical as well as at functional
capacities, which will enable countries to lead their development processes.
This work is focusing on assessing functional capacities because such capacities are cross-
cutting and common in all technical areas and are the ones who can potentially increase
sustainability of FAO’s interventions at country/regional/global level. Thus, technical
departments- which are in the best position to do it- are invited to use and adapt it to their
needs.
1
The following definitions underpin the language used in this document:
“Capacity” is the ability of people, organisations and society as a whole to manage their affairs successfully.
“Capacity Development” is the “process whereby people, organizations and society as a whole unleash, strengthen, create,
adapt and maintain capacity over time” (OECD/DAC).
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It is therefore very important to define the scope or focus of the CA. Some possible options
follow:
a) Light and ultra- light version of the assessment for country planning
The CA can look at the “broad picture” of what is necessary in order to strengthen capacities
in Agriculture and Rural Development (ARD) in a country and be linked to national planning
processes, poverty reduction strategies, to the UNDAF and to FAO NMTPF.
The ultra-light version can be particularly useful to FAORs, Senior Officers, Assistant FAORs
during the NMTPF formulation, the UNDAF process, the UN joint programming processes. It
helps having a structured discussion about capacity assets and needs with a strategic vision,
i.e. first looking at the enabling environment, then at institutional /organizational issues and
finally at individual needs.
The light version builds on the previous and allows deepening the discussion on the capacity
assets and needs in relation to the functional capacities, which are necessary in countries to
lead their change process.
b) In- depth assessment to design a CD strategy or programme
The CA can go more indepth in the analysis and concentrate on a sector or on a thematic
area for the preparation of a strategic intervention in a particular area. This is useful for
Policy Officers, Technical Officers, Field Programme Officers involved in programme design
and formulation and offers an adaptive platform where capacity assets and needs can be
analysed extensively.
c) Organizational assessment
The CA can look into the functions of a single organization or a network of ARD organizations
and their interactions with other bodies from the private sector and civil society and assess
whether the ARD functions they should implement are effective and efficient.
In all cases, the assessment approach/process will help in defining a baseline of existing
capacities for more conducive enabling environment, more effective programme
instruments, more systematic knowledge and information exchange, and fostered coalition
and networks2.
Tools for the assessment should be adjusted according to whether a lighter, or a more in-
depth and more focused approach is chosen, and according to resources and methods. More
time and resources may be necessary in order to cover a detailed sectoral or institutional
capacity assessment compared to covering a lighter CA for country planning. Deciding
between a lighter or a more in-depth approach for a CA will be contingent on resources and
time.
The assessment process per se is as important as the “product” of the assessment and
should be seen as a learning and relationship building experience.
2
An M&E Platform reflecting this approach is under development.
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The explanation of the functional capacities and of the capacity areas follows.
The functional capacities highlighted in the new FAO CD framework are:
1. The capacity to formulate and implement policies and legislation (Policy and Normative
Capacity);
2. The capacity to access, generate, manage and exchange relevant knowledge and to adapt
it to local systems (Knowledge Capacity);
3. The capacity to connect, to advocate and engage in networks, alliances and partnerships
with international and national actors (Partnership Capacity);
4. The capacity to manage and implement programmes from planning to monitoring and
evaluation (Implementation Capacity).
3
This refers to the complete body of legal texts including laws, regulations and standards.
4
This refers to the subsidiary legal instruments, normally used by Ministers and not by Parliament which
prescribe mandatory requirements and provide supplementary details that are left open in the main legislation.
5
For instance, central and decentralized government agencies and ministries, social protection services,
inspectorates, laboratories, national agricultural research systems, global and regional economic commissions,
enterprises, cooperatives, chambers of Agriculture, consumer groups, producer associations, community-based
organizations, NGOs, and formal and non-formal education and training institutes.
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However, it is important to underline that not all four functional capacities or capacity
areas may be relevant for all types of capacity assessments. The appropriate dimension or
area of intervention should be selected according to the objectives and purpose of the
assessment.
Each dimension is analyzed through a number of areas which have been selected from the
global literature on capacity development and on organizational change 6 and that are
relevant to FAO’s work.
Below are the areas profiling each dimension:
The Enabling environment includes the analysis of the “big picture”, the political and
economic issues as well as the governance and power structures, specifically:
• Policy and legal framework
• Policy commitment and accountability framework
• Economic framework and national public budget allocations
• Governance and power structure
6
For references, see section on resource materials.
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Individuals
The capacity areas for individuals are based on established job descriptions, skill levels and
envisaged training and staff development programmes.
• Job requirements and skill levels (job descriptions, technical and managerial skills)
• Competency development (training material and opportunities, peer exchange
opportunities, access to knowledge)
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Various approaches can be used to undertake a capacity assessment, however the focus and
objectives of the process will determine the approach or the mix of approaches adopted for
the CA. In this document we are advocating the use of the FAO Capacity Assessment Matrix
which provides a structured diagnosis of the capacity issues according to the new FAO
Corporate Framework on Capacity Development. This can be used in conjunction with other
already existing sectoral approaches.
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If the assessment concerns a functional capacity such as the Policy and Normative capacity of
a country, the questions seek to broadly identify the existing legal and regulatory framework
related to the topic under assessment, the compliance with International standards and the
broad governance issues. The questions should also help to understand how these laws are
implemented in practice, such as the internal capacity of regulatory agencies in terms of
mandates, strategies, inter-sectoral collaboration, processes and systems, human and
financial resources, knowledge and information management, skill levels and learning needs.
An important step of the assessment process is step 6 (illustrated in the next section) during
which there is the validation of the findings with the national counterparts.
Hence, the FAO-CAM Summary table (Annex 3) can be used for bringing together the
assessment results as follows:
1) the first and second column show the dimensions and the selected capacity areas
under assessment;
2) the third column provides a snapshot of the existing situation and lists the main
findings generated by the context analysis and the key informant /groups interviews;
3) the fourth column includes the suggestions of national stakeholders on where they
wish to be in the medium term;
4) the fifth column compares the present with the future situation and identifies the
needs;
5) the last three columns are for listing suggested interventions, responsible actors as
well as to assign priorities to the future interventions for each capacity areas. The
priorities can be assigned as follows: 1= urgent; 2= medium term; 3= long term; 4 =
not a priority).
This Summary table can be used as a synthesis tool after having carried out any of the
three types of country assessments (light, ultra-light or in-depth). The only difference is
that in the light and ultra-light assessments, the second column detailing the capacity
areas is not needed.
Annex 4 in the Excel file, provides an example on how the CAM can be filled in.
Below is a snapshot of the FAO-CAM Summary table
Priorities
Dimensions Capacity areas Existing Desired CD needs Suggested Responsible 1 = urgent
situation situation interventions actors 2 = medium
term
3 = long-term
4 = not a
priority
Policy and legal
Organizations Enabling Environment
frameworks
Economic
framework and
national public
sector budget
allocations....
Institutional
motivation
Operational
capacity
...
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Skills levels
Individuals Competency
development
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1. Scoping 2. Context
Preparatory the analysis &
phase assessment stakeholde
WHY? r mapping
WHAT? WHO?
3. 4. Establish
Implementati Dialogue the
on with capacity
national assessmen
(internatio t team
nal) actors
§ PREPARATORY PHASE
It consists of an initial dialogue with national counterparts to define the purpose and scoping
of the assessment and of a preliminary analysis of the country in the areas that are relevant
for the assessment.
Step 1. Scoping the assessment in dialogue with national counterparts
Capacity development and capacity assessment are generally understood as equivalent to training
and training needs, thus from the very beginning of the process, it is essential to develop a broader
understanding of such concepts and obtain consensus on the substantive goals of the assessment.
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Specifically, it is important to provide an overview of the new FAO CD framework and in light of this,
discuss with national stakeholders what the assessment needs are. Is it necessary to have a broad
overview of the CD needs in ARD (light or lighter version of the assessment for country planning) or is
a more in-depth analytical process required (in-depth assessment)? Are we assessing the capacities
of public/private agencies involved in ARD (assessment at organizational level)? It is important to
clearly define the purpose and objectives of this exercise, i.e. why the assessment is carried out, and
what it seeks to achieve. Among the objectives of the assessment is to obtain a shared vision of
capacity constraints and opportunities and to support national stakeholders to put the basis for an
action plan for capacity development.
Key action: Initial discussions with national counterparts and with FAO Country/ Regional/
Sub-regional Offices to assess the readiness for the assessment process and reach a preliminary
agreement on the process to be followed.
10
For instance the FAO Lex database can help in finding information related to national policies
(http://faolex.fao.org/).
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Key action: Job aid number 2-Stakeholder mapping should be filled in.
§ IMPLEMENTATION PHASE
Step 3. Dialogue with policy/decision makers to seek high level commitment.
Ownership and active involvement of national stakeholders in the conceptualization and
management of the assessment process is crucial to its success (see FAO’s good practice experience
in Kosovo or in Zambia retrievable in : http://www.fao.org/capacitybuilding/good_practices.jsp).
This step involves meeting(s) with high level and senior government officials to build first a shared
understanding of capacity development and then a common understanding of the issues that needs
to be assessed, agree on why the assessment should be carried out (capacity for what?, and capacity
for whom?) and agree on the process to be followed covering the following areas:
What is capacity development?
What information is needed and how it will be collected?
11
see explanation of the three dimensions on page 4-5.
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Key action: Job aid 3- Kick-off presentation introducing capacity development concepts,
capacity assessment approach and agree on the process to be followed.
Key action: Select and adapt the relevant questions from the checklists to conduct the
assessment (Annex 1, 1/a or 2 depending on the depth of the assessment).
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Among the international stakeholders, it is important to inform and possibly involve in the process the UNCT as “CD is the
central thrust of the UNDG in countries”. In doing so, the Capacity Assessment process can build on the information
captured at the UNDAF or CCA level.
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with core ministries at national and local level as well as with representative of local communities and
fisheries associations. Such consultations facilitated the identification of the existing perspectives on
gaps and needs of the existing legislation.
If the organizational needs of food control laboratories are under assessment, then the assessment
process can include the stakeholder analysis and a mapping of the organizations involved in different
types of food analysis and control, a literature review i.e. analyzing available documentation related
to official food control laboratories (mandates, rules, procedures, government degrees and circulars),
the organization of a self- assessment workshop during which managers and staff can discuss
strengths, weaknesses, opportunities and threats across their agencies, interviews with key people
involved in the management of laboratories. The Strengths, Weaknesses, Opportunities and Threats
technique (SWOT) can be useful to undertake a self-assessment of the internal factors (strengths and
weaknesses) and of the external/internal influences (opportunities and threats) affecting the country
or particular sectors and its organizations, communities and people.
An example follows on the application of the SWOT 15 reflecting the new CD framework.
Positive Negative
Strengths Weaknesses
Enabling environment: Enabling environment:
Decision to formulate a policy for food safety and National standards and regulations not
quality harmonized with Codex.
Organizations: Variations on how food legislation is
Regulations and standards developed to respond to implemented by different agencies and
national economic requirements agencies
Individuals: Organizations:
Food inspectors locally trained in sampling and Overlapping mandates of agencies
inspection techniques involved in food inspections
Individuals:
Laboratory analysts have inadequate skills
Opportunities Threats
Enabling environment: Legal reform commission Enabling environment:
established Political instability of neighbouring
Organizations: Recent establishment of new countries compromising the country’s
consumers associations trade capacity
Organizations:
Resistance to change from some
government agencies and ministries
Key action: Document findings from the different interviews, focus groups, self assessment
workshops.
Step 6 – Documentation and validation of findings with national stakeholders and drafting follow-
up actions
15
See Job aid 4 on how to undertake a SWOT analysis.
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It is essential to clearly and comprehensively document and discuss the findings of the capacity
assessment with the individuals and organizations that participated in this process.
As previously mentioned, the capacity assessment asks three main questions: “where are we now?”,
“where do we want to be?”, “what is the best way to get there?” The first two questions provide a
means for relevant officials to reflect on the existing situation as well as to envisage where they, as
individuals, organizations, or policy-makers, realistically expect to be in the medium term (five years).
Discussing, brainstorming and reaching consensus on the desired future situation is important to
identify the capacity assets and needs and to consider options. Organizing a final workshop, a
structured consultation is a useful way to arrive at a common vision and to start prioritizing future
interventions and modalities (what is the best way to get there?). The range and choice of possible
modalities of interventions will vary according to the context, the number and types of organizations
involved. Annex 3 Summary table provides a blank version of the FAO-CAM that should be filled in to
summarize the capacity assessment analysis.
It is important that such workshops or consultations are led by a professional facilitator who can
guide the groups during the discussions by asking questions and probing. The assessment facilitator is
not contributing to the discussion. He (she) only collects answers and creates a conducive platform
for sharing ideas.
Key action: Fill in the FAO-CAM Summary table (Annex 3) tailored by assessment
type (light, ultra light, in-depth), which presents key findings on capacity assets and gaps.
Choose a good facilitator to moderate the collective discussion on the option and priorities
for future interventions.
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The situation analysis report should briefly include the following information that will be fed
into the final assessment report:
1) Background
2) Summary of the main food security and vulnerability concerns related to the country
as highlighted in relevant documents such as World Bank Poverty and Vulnerability
Analysis, Poverty Reduction Strategy Papers, National Food Security Policies, WFP
VAM Analyses.
3) Strategic directions for Capacity development
a. Enabling environment for food security
b. Organizational set-up for food security initiatives
4) Major food security initiatives carried out by national /international actors
highlighting capacity development interventions in the enabling environment, for
organizations, individuals and communities.
5) Stakeholder analysis
6) Bibliography
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The purpose of a SWOT analysis is to identify the main Strengths, Weaknesses, Opportunities
and Threats that characterize a particular situation or entity.
In this case we will apply a SWOT to carry out a self assessment workshop in national
agencies involved in Food Security Information Systems. This will enable you to organize,
summarize and even prioritize the wealth of information you have gathered through
answering the questions in the assessment process.
The SWOT approach essentially looks at internal and external processes to detect the
positive and negative factors that impact on the total outcome.
S and W -> refer to the internal process, i.e. the way that the information systems are being
implemented.
O and T-> refer to the environment in which the information systems are being implemented,
but over which the information systems have no control.
Each question may be analyzed against the following dimensions: enabling environment,
organizations, individuals. For instance:
Enabling environment -> Level of sensitization among policy decision makers; government
commitment towards the information system process
-> Availability of resources, reliability of resource flows.
The SWOT analysis is action-oriented which is important for drafting national CD strategies.
Step 1 Each SWOT analysis should be undertaken by the Assessment Team as a whole. The
Team should divide attendants into groups containing a minimum of two and a maximum of
five persons per group.
Step 2
On a large board or wall, draw the following blank table:
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On a flip chart, write the words Strengths, Weaknesses, Opportunities and Threats at the top
of four pages (one on each page).
Step 3
Starting with Strengths, ask each member or group to identify the strengths for each row in
the matrix e.g. What are the main strengths of the political environment? What are the
organizational strengths? Etc.
You should allow a minimum of 30 minutes for this part of the process. Allow more time if
you observe that individuals/groups are still adding items to their list.
Step 4
Working with the whole Assessment Team, list all identified strengths on the relevant page of
the flip chart.
Through discussion, narrow down the list by crossing out repeated items, dropping those
that the Team decides are inappropriate, and combining others that are similar.
Try to make sure that all members of the Team contribute to the discussion. When the list is
final, transfer the agreed items to the blank table prepared in Step 2.
Repeat the process in order to identify weaknesses, opportunities and constraints.
Step 5
When discussing opportunities, you should consider circumstances or potential factors that
could be exploited so as to improve the impact or sustainability or cost-effectiveness of the
programme you are assessing.
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Annex 1
CAPACITY ASSESSMENT
Ultra –light Checklist for NMTPF / UNDAF / Joint programmes
WHERE ARE WE NOW?
(Existing capacities)
What is the purpose of your assessment? Are you involved in the NMTPF process? Are you involved
in the UNDAF formulation? Are you involved in a joint –programme with other agencies?
The following list of questions needs to be considered for an initial understanding of capacity
development assets and needs at country/ regional /local level.
They can be useful during the NMTPF or the UNDAF formulation. Part of this information can already
be available through existing reports where analysts have already documented the main ARD and
capacity issues. However, the advantage of this checklist is that it offers a structured way to engage
in dialogue with national counterparts or other agencies using the existing information and
channelling the discussion across the three dimensions of CD.
Dimension: Organizations (formal, informal, public and private including CBOs, CSOs)
6. Do the different Ministries/departments involved in the administration of the ARD sector have
adequate technical capacity?
7. What are the strengths and weaknesses at institutional level?
8. Is institutional knowledge at a sufficient level? Is there adequate practical experience in the sector?
9. Is institutional knowledge up to date with latest novelties in ARD?
10. Which Ministries/departments (central and local level) are involved in the development,
administration, implementation and enforcement of legislation, regulations?
11. Are the technical capacities of civil society organizations and the private sector adequate?
12. Does the relevant Ministry /department have a programme for staff training to improve skills at
various levels?
13. Over the last 12 months, to what extent have Ministries /departments/agencies experienced
turnover of competent staff? Which factors contributed to it (recruitment, promotion, staffing,
supervision, personnel evaluation, salary structures etc.) ?
Dimension: Individuals
14. What skills are commonly found in this sector?
15. Are there learning opportunities preparing individuals to respond to country needs at a technical
level?
16. Is there adequate practical experience in the sector?
17. Are individuals up to date with latest novelties in the sector?
18. Are they familiar with relevant equipment?
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Annex 1/a
CAPACITY ASSESSMENT
Light checklist for NMTPF / UNDAF / Joint programmes
WHERE ARE WE NOW?
(Existing capacities)
The following list of questions builds on the ultra-light CA and allows deepening the discussion on the
capacity assets and needs in relation to the functional capacities, which are necessary in countries to
lead their change process.
Overall, the questions will help understanding for each functional capacity the following issues:
1. What are the capacity strengths and weaknesses for policy formulation and implementation?
(Functional capacity 1)
2. What is the country’s capacity to generate, share and adapt relevant knowledge at the enabling
environment, organizational, individual level? (Functional capacity 2)
3. What are the country’s capacities in partnering at the enabling environment, organizational,
individual level? (Functional capacity 3)
4. What are the country’s capacities to formulate and implement relevant programmes? (Functional
capacity 4)
FUNCTIONAL CAPACITY 1:
POLICY AND NORMATIVE CAPACITY= capacity to formulate and implement policies and legislation
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FUNCTIONAL CAPACITY 2:
KNOWLEDGE CAPACITY = capacity to access, generate, manage and exchange relevant knowledge and
adapt it to local systems
Dimension: Organizations (formal, informal, public and private including CBOs, CSOs)
18. Which agencies (central, regional, local) are involved in research activities and in the production
and delivery of knowledge? Do their mandates clearly state these activities?
19. Do agencies (central, regional, local) adequately access, manage and exchange information and
knowledge in the relevant sector?
20. Are there institutional processes for knowledge sharing ?
21. Is there a national research and training institute dedicated to the relevant issues ( or does the
country have access to one in the region)?
22. Does it have an active programme of research in the thematic area?
23. Does the institution have the capacity to encourage knowledge networks and information sharing
for better access to info and knowledge?
24. Does the institution have the capacity to absorb and process relevant knowledge and adapt it to
local needs?
25. Is technology (PCs, communication technology, internet access) available and allocated
appropriately?
Dimension: individuals
26. Is there competent staff to carry out research activities?
27. Are there any training opportunities for national staff?
28. Has any training been carried out in knowledge sharing techniques?
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FUNCTIONAL CAPACITY 3:
PARTNERING CAPACITY = capacity to connect, to advocate and engage in networks, alliances and
partnerships
Dimension: Organizations (formal, informal, public and private including CBOs, CSOs)
33. Are national organizations interested in developing partnerships with other organizations?
In what type of partnership are they mostly interested in?
34. Who are the main stakeholders in the sector? How are relations among them?
35. Over the last 12 months, what formal partnerships have the national institution(s) engaged in?
36. To what extent do staff have the necessary skills to engage in dialogue with other stakeholders
and in strategic partnerships ?
37. Do national agencies have the capacity to support access to information belonging to other
organisations and partners?
38. Are there mechanisms in place to foster information sharing and to resolve eventual disputes
among partners to foster trust and cooperation?
Dimension: individuals
39. Are the relevant skills in place to support partnership building in the relevant sectors?
40. Are there learning opportunities for strengthening negotiation and communication skills ?
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FUNCTIONAL CAPACITY 4:
Dimension: Organizations (formal, informal, public and private including CBOs, CSOs)
45. Which are the major national agencies involved in programme implementation ?
46. Are their mandates clear?
47. Do agencies have the know-how to design, implement, monitor and evaluate programmes?
48. Is knowledge in Financial management, HR management, accounting, planning, budgeting, and
M&E at a sufficient level?
49. What are the most important functions for such agencies to carry out? Are there any gaps?
50. Is the quality and quantity of such services acceptable?
51. Are there systems to monitor and evaluate programme implementation?
52. Are CSOs, CBOs involved in programme implementation?
53. What concrete measures have been taken at national level to diversify the source of funding?
54. Over the past year, what problems or challenges, if any, did the institution(s) face with regard to
the availability of resources for ARD programme activities?
55. Do national and local implementation bodies have sufficient access to information about good
practices?
Dimension: individuals
56. Is staff of national, subnational implementation bodies adequately trained or prepared to carry
out
implementation functions (from project design to evaluation)?
57. How often over the last 12 months have staff members been trained?
58. Are there (on-the-job) training programmes or learning opportunities for programme designers
and implementers?
59. Are there learning opportunities to strengthen managerial capacities?
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Annex 2
In –depth checklist tailored to food security
Identification of Capacity Development assets and needs
WHERE ARE WE NOW?
FUNCTIONAL CAPACITY 1:
POLICY AND NORMATIVE CAPACITY
Capacity to formulate and implement anti –hunger policies
• If there are, note the name of the Policies or Regulations, year of enactment, year of
the most recent revision, current status.
• Does the policy clearly define food security objectives and priorities?
• Does it include an outline of the policy measures to be implemented?
• Does it define the institutional set-up?
• Does it define roles, responsibilities and rights in policy implementation?
• Have any policy reviews been undertaken in the last five years? What were the key
recommendations? What is the status of their implementation?
• Are these policies favouring pro-poor development?
DIMENSION 2: ORGANIZATIONS
Motivation
• Which Ministries/ departments (central/local level) are involved in the development,
administration of food security legislation?
• Are there clear mandates among the different Ministries/departments involved in the
development, administration of food security legislation ?
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Operational capacity
• Are there clear processes, procedures for food security policy development or
implementation ?
• To what extent are civil society organizations, NGOs involved in policy processes?
• Over the last 12 months, to what extent has the agency/body experienced turnover of
competent staff?
• How have the following factors contributed to this turnover (recruitment, promotion,
staffing, supervision, personnel evaluation, salary level etc..)
• How have the same factors contributed to staff retention?
DIMENSION 3: INDIVIDUAL
Competency development
• Are there adequate training/ learning opportunities for staff (e.g.policy-makers)?
• What type of learning opportunities would be needed to develop appropriate competences
for policy formulation and implementation?
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FUNCTIONAL CAPACITY 2:
KNOWLEDGE CAPACITY
Capacity to access, generate, manage and exchange relevant knowledge and adapt it to
local systems
DIMENSION 2: ORGANIZATIONS
Motivation
• Which organizations (central, regional,local) are involved in research activities related
to food security and in vulnerability analysis ? Do their mandates state this?
• Is one organization mandated to oversee all the statistical data and information on food
security activities?
Operational capacity
• What is the current quality of the food security information systems?
• Have protocols for standards in data collection been established and implemented?
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• Is there an adequate number of staff (at national and subnational levels) specialized in
sectoral issues ?
• Is the current level of financial resources dedicated to sectoral research programmes
adequate?
• How accessible are education, knowledge and training opportunities to staff?
Infrastructure
• What tools (software, technology) are available for an integrated food security
analysis?
DIMENSION 3: INDIVIDUAL
Competency development
• Are there any training/learning opportunities for national/ local staff?
• How are individual learning needs defined?
• Is pedagogy defined based on individual goals and profiles?
• What type of learning opportunities would be needed to develop appropriate competences ?
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FUNCTIONAL CAPACITY 3:
PARTNERING CAPACITY
Capacity to capacity to connect, to advocate and engage in networks, alliances and
partnership for food security
DIMENSION 2: ORGANIZATIONS
Motivation
• Are national agencies interested in developing partnerships with other organizations ?
What type of partnerships ? For which purpose?
• Are there cross-ministerial linkages on food security issues?
Operational capacity
• Is there any formalised process allowing stakeholder’s consultation on food security
issues ?
• Do agencies have the capacity to involve CSOs, CBOs and other stakeholders in
programme and project implementation?
• To what extent do staff have the necessary skills to engage in dialogue with other
stakeholders and in strategic partnerships ?
• Is there a sufficient number of employees carrying out these functions ?
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• Are there mechanisms in place to foster information sharing and to resolve disputes
among partners to foster trust and cooperation?
• Do civil society / NGOs actively seek networking opportunities to share knowledge on
hunger and poverty reduction?
• Are research institutes able to participate in policy, strategy and programme
formulation?
DIMENSION 3: INDIVIDUAL
Competency development
• Are there learning opportunities for strengthening negotiation and communication
skills?
• To what extent do the existing training events prepare individuals to build or
strengthen such capacities?
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FUNCTIONAL CAPACITY 4:
IMPLEMENTATION CAPACITY
Capacity the capacity to manage and implement programmes from planning to
monitoring and evaluation
DIMENSION 2: ORGANIZATIONS
Motivation
• Which organizations have a mandate for food security programme implementation ?
Are their mandates clear?
• Is there one agency that has the mandate to serve as a focal point for food security
activities?
Operational capacity
• Are there documented procedures or standards for programme implementation (from
planning, quality management, M&E)?
• Are there systems to monitor and evaluate food security project/programme
implementation ?
• Have protocols for standards in data collection been established and implemented (e.g.
sampling, format for the exchange of data etc...) ?
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• Over the past year, what problems or challenges, if any, did the organization face with
regard to availability of resources for programme activities?
Infrastructure
• Are technical equipments, agricultural inputs, vehicles for programme monitoring,
computers etc.. available to ensure a quality programme/ service?
DIMENSION 3: INDIVIDUAL
Competency development
• Are there training/learning opportunities for project/ programme implementers or
managers?
• To what extent do the training events prepare individuals to respond to the
project/programme needs?
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Annex 3 -Summary table -Identification and Prioritization of Capacity Development assets and needs
Capacity Existing Desired Capacity Suggested Responsible Priorities
areas situation situation Development interventions actors (1-4)
needs
1 = urgent
WHERE ARE WHERE DO 2 = medium
Dimensions
WE NOW? WE WANT TO WHAT IS THE term
BE? BEST WAY TO 3 = long-
GET THERE? term
4 = not a
priority
Enabling Policy and legal
environment frameworks
Policy
commitment
and
accountability
framework
Economic
framework and
national public
sector budget
allocations
Governance
and power
structures
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Organizations Motivation
Strategic,
organizational
and
management
functions
Operational
capacity
Human and
financial
resources
Knowledge and
Information
Infrastructure
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Individuals Job
requirements
and skills
levels
Competency
development
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