regularly used as a (routine 2018- forum to assess 2019) strategic agenda. PAR lessons learned sessions conducted. Lessons learned report produced. Donor coordination on PAR routinely conducted via AoG. (Piloting 2017) Representative Civil Servants Civil Servants Civil Servants At least 35% of civil 1.3. Share of civil Baseline, Level of support and 2016 Methods: Quantitative sample of Civil assert common assert common assert common servants servants and final understanding of survey, focus groups Servants involved values and some values and some values and some understanding and understanding, evaluations; change not assessed Risks: no risks in Change become agents of become agents of become agents of supporting PAR by supporting and ongoing yet [NATO/GRRC] identified Management change abroad/in change abroad/in change abroad/in 2017, rate stays promoting change monitoring Readiness other sectors. First other sectors. First other sectors. First stable or grows by associated with Civil data Assessment by results by end results by end results by end 2020 Service reform 2017. 2017, a positive 2017, a positive 2017, a positive trend is maintained trend is maintained trend is maintained throughout the throughout the throughout the project lifetime. project lifetime. project lifetime. Policy Planning and communications units promote CSR/PAR and solicit ongoing feedback. Internal
regularly used as a forum to assess strategic agenda. PAR lessons learned sessions conducted. Lessons learned report produced. Donor coordination on PAR routinely conducted via AoG. (Piloting 2017) (routine 2018- 2019) 1.3. Share of civil servants understanding, supporting and promoting change associated with Civil Service reform Baseline, and final evaluations; ongoing monitoring data Level of support and understanding of change not assessed yet [NATO/GRRC] 2016 Representative sample of Civil Servants involved in Change Management Readiness Assessment by 2017. Civil Servants assert common values and some become agents of change abroad/in other sectors. First results by end 2017, a positive trend is maintained throughout the project lifetime. Civil Servants assert common values and some become agents of change abroad/in other sectors. First results by end 2017, a positive trend is maintained throughout the project lifetime. Policy Planning and communications units promote CSR/PAR and solicit ongoing feedback. Internal Civil Servants assert common values and some become agents of change abroad/in other sectors. First results by end 2017, a positive trend is maintained throughout the project lifetime. At least 35% of civil servants understanding and supporting PAR by 2017, rate stays stable or grows by 2020 Methods: Quantitative survey, focus groups Risks: no risks identified
Project%20Document%20-%20DFID.docx