FAO leadership and R.1 Enhance communication to profile and promote use of evaluation governance does not give R.2 Enhance consultation and dialogue with stakeholders to assure the credibility and usefulness serious support to evaluations and their use ** *** Outcomes to goal: R.3 Enforce the rule of avoiding conflict of interest (e.g. in hiring of consultants) External credibility R.4 Systematically organize feedback and consultation processes to discuss peer review compromised by lack of recommendations behavioral independence of R.5 External expert review focused on whether (a) the methodology is appropriate and clearly OED staff explained; (b) findings and conclusions are sufficiently based on evidences; and (c) recommendations are based on findings and concussions, and not too prescriptive Outputs to outcomes: ** ** R.6 Consultative OED work planning to balancing coverage, depth and quality Demand on OED staff goes R.7 Foster internal consultations and peer support within OED (both impromptu and at the regular beyond their capacity Evaluation Group Meeting) A2.4 Staff skills development topics relevant to support the Agenda – R.9 Outsourcing some evaluation work, such as project evaluations, components of thematic or country programme evaluations Outputs to outcomes: *** ** A2.1 skills development methodologies to deal with poor results-data situation – Weak R.10 OED Results” Strategy e.g. networking with programme/project M&E functions, “Promoting – management and monitoring supporting conducting self-assessments, systematic briefing in field missions on the need of of FAO programmes and results-focus and monitoring projects * low ** medium *** high
FAO leadership and governance does not give serious support to evaluations and their use R.1 Enhance communication to profile and promote use of evaluation R.2 Enhance consultation and dialogue with stakeholders to assure the credibility and usefulness Outcomes to goal: External credibility compromised by lack of behavioral independence of OED staff ** *** R.3 Enforce the rule of avoiding conflict of interest (e.g. in hiring of consultants) R.4 Systematically organize feedback and consultation processes to discuss peer review recommendations R.5 External expert review focused on whether (a) the methodology is appropriate and clearly explained; (b) findings and conclusions are sufficiently based on evidences; and (c) recommendations are based on findings and concussions, and not too prescriptive Outputs to outcomes: Demand on OED staff goes beyond their capacity ** ** R.6 Consultative OED work planning to balancing coverage, depth and quality R.7 Foster internal consultations and peer support within OED (both impromptu and at the regular Evaluation Group Meeting) A2.4 Staff skills development – topics relevant to support the Agenda R.9 Outsourcing some evaluation work, such as project evaluations, components of thematic or country programme evaluations Outputs to outcomes: Weak management and monitoring of FAO programmes and projects *** ** A2.1 skills development – methodologies to deal with poor results-data situation R.10 OED “Promoting Results” Strategy – e.g. networking with programme/project M&E functions, supporting conducting self-assessments, systematic briefing in field missions on the need of results-focus and monitoring * low ** medium *** high