1. Results-Framework Document (RFD) for Organization 1 (2015-16) R F D Results Framework Document For Department of Human Resource Cambodia (2015-2016) 2. Results-Framework Document (RFD) for Organization 1 (2015-16) GROUP 4 Leader : Thun Bunthoeun Member Javed Iqbal Malik Trisiwi 3. Results-Framework Document (RFD) for Organization 1 (2015-16) Section 1: Vision, Mission, Objectives and Functions To create enabling environment for development and management of Human Resource for more competent, motivated and reliable in providing quality public services. Attract, develop, and motivate qualified staff through adopting HR policies and procedures with transparency and accountability and responsive to organizational needs. 1. Improve the organization of work to clarify roles and responsibilities and to better determine Human Resource requirements both in terms of quantity and quality according to operational needs. 2. Strengthen the management of civil servants skills and the number of civil servants based on needs. 3. Improve the performance and the sense of responsibility of civil servants. 4. Develop the competencies of civil servants. 5. Strengthen ethics and discipline of civil servants. 1. Identify the process structure of the organization. 2. Improve the operational structure, systems of organizations and the management of the HR process ; 3. Develop Standard Job Description for civil servant in the organization 4. Do the effective work force planning, recruitment and selection of qualified candidate of civil servant. 5. Implement a Performance Management System by linking with promotion and reward. 6. Adopt the system on using existing competencies and planning and developing new competencies. 7. Provide and improve the quality and delivery of training. Vision Mission Objectives Functions 4. Results-Framework Document (RFD) for Organization 1 (2015-16) Section 2: Inter se Priorities among Key Objectives, Success indicators and Targets Objective Weight Action Success Indicator Unit Weight Target / Criteria Value Excellent Very Good Good Fair Poor 100% 90% 80% 70% 60% 5. Results-Framework Document (RFD) for Organization 1 (2015-16) Objective Weight Action Success Indicator Unit Weight Target / Criteria Value Excellent Very Good Good Fair Poor 100% 90% 80% 70% 60% 1. Improve the organizatio n of work to clarify roles and responsibilit ies and to better determine Human Resource requiremen ts both in terms of quantity and quality according to operational needs 20 a) Review and alignment organizational structures to the missions and scope of work; b) Review and enhancement of the effectiveness of HR processes within the department and organization; in line with HR guideline and policy c) Position descriptions specifying responsibilities and tasks of civil servants will be established for each position within the Departments being identified and reviewed. HR processes being review in line with HR guideline and policy Position descriptions established for responsibilities and tasks within the organization umber Number Number 4 4 4 6. Results-Framework Document (RFD) for Organization 1 (2015-16) Objective Weight Action Success Indicator Unit Weight Target / Criteria Value Excellent Very Good Good Fair Poor 100% 90% 80% 70% 60% organization; d) Responsibilities are assigned and delegated to each positions as appropriate; e) Annual work plans including indicators and expected results are prepared for organizational units; f) Further develop HR planning for the short (1 year), medium (3 year) and long terms (5 year), including succession planning (career development). Positions being delegated Departments having developed annual plans Annual plan being incorporated Number Number Number 2 3 3 2. Strengthen the 20 a) Develop and implement the HR related Regulations Number 7 7. Results-Framework Document (RFD) for Organization 1 (2015-16) Objective Weight Action Success Indicator Unit Weight Target / Criteria Value Excellent Very Good Good Fair Poor 100% 90% 80% 70% 60% manageme nt of civil servants skills and the number of civil servants based on needs. regulations relating to human resources management ( recruitment, selection, promotion, rotation, retirement etc); b) Developing and implementing trainings based on organizational needs c) Developing capacity of organizations departments to identify their needs in term of skills and numbers of Civil Servant. developed. Training courses developed Departments identified their skills and numbers of Civil Servant. Number Number 6 7 3. Improve the 20 a) Enhancing civil Behavior of civil Number 6 8. Results-Framework Document (RFD) for Organization 1 (2015-16) Objective Weight Action Success Indicator Unit Weight Target / Criteria Value Excellent Very Good Good Fair Poor 100% 90% 80% 70% 60% performanc e and the sense of responsibilit y of civil servants. servants awareness of their rights and obligations and their enforcement. b) Adopt and implement Performance Management System and record its evaluation; c) Improving practices and processes used to motivate staff to enhance trust in them and their value; and, d) Developing a mechanism to share experience and best practices on Performance servants changed Departments within the organization implemented the Performance Management System The practices and processes being reviewed and improved. Forum Group Discussions Conducted Number Number Number 6 4 4 9. Results-Framework Document (RFD) for Organization 1 (2015-16) Objective Weight Action Success Indicator Unit Weight Target / Criteria Value Excellent Very Good Good Fair Poor 100% 90% 80% 70% 60% Management System 4. Develop the competencies of civil servants. 20 a) The development, operation and regular updating and operation of databases on civil servants; b) The establishment of mechanisms to manage competencies and career planning; c) The development of competency profiles for priority functions; d) The conduct of periodic analysis to determine evolving Competencies in the database developed and updated Consultancy and discussion conducted Competency profiles for priority Function developed Quarterly analysis on competency Number Number Number Number 5 5 5 5 10. Results-Framework Document (RFD) for Organization 1 (2015-16) Objective Weight Action Success Indicator Unit Weight Target / Criteria Value Excellent Very Good Good Fair Poor 100% 90% 80% 70% 60% competency needs; needs conducted 5.Strengthen ethics and discipline of civil servants 20 a) Strengthening the implementation of standards for ethics, discipline and equity b) Strengthening the implementation of regulations relating to human resources management to be implemented more effectively; Standard guideline for ethics, discipline and equity developed Regulations relating to human resources management developed Number Number 10 10 11. Results-Framework Document (RFD) for Organization 1 (2015-16) Section 3: Trend Values of the Success Indicators Objective Action Success Indicator Unit Weight Actual value for FY 13/14 Actual value for FY 14/15 Actual value for FY 15/16 Target value for FY 16/17 Projected value for FY 17/18 1. Improve the organization of work to clarify roles and responsibilities and to better determine Human Resource requirements both in terms of quantity and quality according to operational needs a) Review and alignment organizational structures to the missions and scope of work; b) Review and enhancement of the effectiveness of HR processes within the department and organization; in line with HR guideline and policy c) Position descriptions specifying responsibilities and tasks of civil servants will be established for each position within the Departments being identified and reviewed. HR processes being review in line with HR guideline and policy Position descriptions established for responsibilities and tasks within the organization Number Number Number 4 4 4 12. Results-Framework Document (RFD) for Organization 1 (2015-16) Objective Action Success Indicator Unit Weight Actual value for FY 13/14 Actual value for FY 14/15 Actual value for FY 15/16 Target value for FY 16/17 Projected value for FY 17/18 organization; d) Responsibilities are assigned and delegated to each positions as appropriate; e) Annual work plans including indicators and expected results are prepared for organizational units; f) Further develop HR planning for the short (1 year), medium (3 year) and long terms (5 year), including succession planning (career development). Positions being delegated Departments having developed annual plans Annual plan being incorporated Number Number Number 2 3 3 2. Strengthen the management of civil servants skills and the number of civil a) Develop and implement the regulations relating to human resources HR related Regulations developed. Number 7 13. Results-Framework Document (RFD) for Organization 1 (2015-16) Objective Action Success Indicator Unit Weight Actual value for FY 13/14 Actual value for FY 14/15 Actual value for FY 15/16 Target value for FY 16/17 Projected value for FY 17/18 servants based on needs. management ( recruitment, selection, promotion, rotation, retirement etc); b) Developing and implementing trainings based on organizational needs c) Developing capacity of organizations departments to identify their needs in term of skills and numbers of Civil Servant. Training courses developed Departments identify their skill and numbers of Civil Servant. Number Number 6 7 3. Improve the performance and the sense of responsibility of civil servants. a) Enhancing civil servants awareness of their rights and obligations and their enforcement. b) Adopt, Behaviour of civil servants changed Departments within the Number Number 6 6 14. Results-Framework Document (RFD) for Organization 1 (2015-16) Objective Action Success Indicator Unit Weight Actual value for FY 13/14 Actual value for FY 14/15 Actual value for FY 15/16 Target value for FY 16/17 Projected value for FY 17/18 implement a Performance Management System and record its evaluation; c) Improving practices and processes used to motivate staff to enhance trust in them and their value; and, d) Developing a mechanism to share experience and best practices on Performance Management System organization implemented the Performance Management System The practices and processes being reviewed and improved. Forum Group Discussion Conducted Number Number 4 4 4. Develop the competencies of civil servants. a) The development, operation and regular updating and operation of databases on civil Competencies in the database developed and updated Number 5 15. Results-Framework Document (RFD) for Organization 1 (2015-16) Objective Action Success Indicator Unit Weight Actual value for FY 13/14 Actual value for FY 14/15 Actual value for FY 15/16 Target value for FY 16/17 Projected value for FY 17/18 servants; b) The establishment of mechanisms to manage competencies and career planning; c) The development of competency profiles for priority functions; d) The conduct of periodic analysis to determine evolving competency needs; Consultancy and discussion conducted competency profiles for priority Function developed Quarterly analysis on competency needs conducted Number Number Number Number 5 5 5 5.Strengthen ethics and discipline of civil servants a) Strengthening the implementation of standards for ethics, discipline and equity b) Strengthening the implementation of regulations Standard guideline for ethics, discipline and equity developed regulations relating to human resources management Number Number 9 11 16. Results-Framework Document (RFD) for Organization 1 (2015-16) Objective Action Success Indicator Unit Weight Actual value for FY 13/14 Actual value for FY 14/15 Actual value for FY 15/16 Target value for FY 16/17 Projected value for FY 17/18 relating to human resources management to be implemented more effectively; developed 17. Results-Framework Document (RFD) for Organization 1 (2015-16) Section 4: Acronym S. No. Acronym Description 1. PMS Performance Management System 2. HR Human Resource 3. RGC Royal Government of Cambodia 4. MCS Ministry of Civil Service 18. Results-Framework Document (RFD) for Organization 1 (2015-16) Section 4: Description and Definition of Success Indicators and Proposed Measurement Methodology SI. No. Success Indicator Description Definition Measurement General Comments 1. Departments being identified and reviewed. HR processes being review in line with HR guideline and policy Position descriptions established for responsibilities and tasks within the organization Positions being delegated Number of Departments Number of processes Number of positions Number of positions 19. Results-Framework Document (RFD) for Organization 1 (2015-16) Departments having developed annual plans Annual plan being incorporated Number of departments 2. HR related Regulations developed. Training courses developed Departments identify their skill and numbers of Civil Servant. 20. Results-Framework Document (RFD) for Organization 1 (2015-16) 3. Behaviour of civil servants changed Departments within the organization implemented the Performance Management System The practices and processes being reviewed and improved. Forum Group Discussion Conducted 4. Competencies in the database developed and 21. Results-Framework Document (RFD) for Organization 1 (2015-16) updated Consultancy and discussion conducted competency profiles for priority Function developed Quarterly analysis on competency needs conducted 5. Standard guideline for ethics, discipline and equity developed regulations relating to human resources management developed 22. Results-Framework Document (RFD) for Organization 1 (2015-16) Section 5: Specific Performance Requirements from other Departments Location Type State Organization Type Organization Name Relevant Success Indicator What is your requirement from this organization Justification for this requirement Please quantify your requirement from this Organization What happens if your requirement is not met - - Government Ministry of Finance Training sessions conduct on time Government Ministry of Legal Law related with HR processes Government Ministry of Administratio n Regulation about competenc y level Government Ministry of Planning and Development Departmen t having Acceleratio n Plan validated (without asking 23. Results-Framework Document (RFD) for Organization 1 (2015-16) more budget ) Government IT Department Training programs or application Section 6: OutCome/Impact of Department/Ministry Outcome/Impact of Department/Ministry Jointly responsible for influencing this outcome / impact with the following department (s) / ministry(ies) Success Indicator Unit FY 13/14 FY 14/15 FY 15/16 FY 16/17 FY 17/18 Providing required funds for training Ministry of Finance Training sessions conduct on time Number Drafting Law related with HR processes Ministry of Legal Law related with HR processes Number Improve competency level Ministry of Administration Regulation about competency Number 24. Results-Framework Document (RFD) for Organization 1 (2015-16) Mechanism of recruitment, selection, rotation, retirement. level Acceleration Planning and linked to Ministry of Finance Ministry of Planning and Development Department having Acceleration Plan validated (without asking more budget ) Number Developing Performance Appraisal System Information to support the regulation on Performance Management System implemented. IT Department Training programs or application Number Section 5: Specific Performance Requirements from other Departments 25. Results-Framework Document (RFD) for Organization 1 (2015-16) Location Type State Organization Type Organization Name Relevant Success Indicator What is your requirement from this organization Justification for this requirement Please quantify your requirement from this Organization What happens if your requirement is not met 26. Results-Framework Document (RFD) for Organization 1 (2015-16) Section 6: OutCome/Impact of Department/Ministry Outcome/Impact of Department/Ministry Jointly responsible for influencing this outcome / impact with the following department (s) / ministry(ies) Success Indicator Unit FY 13/14 FY 14/15 FY 15/16 FY 16/17 FY 17/18 New Financial Regulation related to HR reward based on the result of PM