INSTITUTIONAL DEVELOPMENT

Organization Assessment of SAATHI

In 2013, FDM took the lead to provide technical support to SAATHI for conducting its organization assessment and develop a strategic plan. The purpose of this organization assessment was to feed in the information gathered through assessment into the five-year strategic plan of Saathi. The focus of strategic plan was to consider the aspect of governance system of SATHI (includes issues related with board members, decision making strategies, organization structure), human resource (capacity building), finance and fund raising issues, monitoring and evaluation mechanism, knowledge management (documentation, communication, institutionalization of learning), networking, and sustainability. In order to do so, there was a need to scrutinize the overall organization system through organization assessment. FDM also developed result based job description of each staff under the new governance structure proposed for effective and efficient management of SAATHI.
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HR Support to Enabling State Program to Facilitate its Closure Process

In 2013, FDM was involved in providing HR support to the Enabling State Program (ESP) as part of its closure process. FDM was contracted by GRM International, who had been managing ESP since 2010. The HR support included conducting and supporting group workshops and individual coaching sessions that would help participants (ESP staff) before, during, and after a job interview. The aim was to assist participants in building CVs, marketing their skills, interview preparation and techniques and mock interview sessions. As part of the support, FDM deputed a staff to work closely with GRM’s International Recruitment Specialist; and • to coordinate and provide support during the staff workshops; • facilitate group and individual sessions with ESP support staff; • provide assistance to support staff in CV building, application letter writing, interview preparation; • follow up and provide feedback to support staff on their CVs and application letters; • Long term support to support staff on career options, job scoping, networking with agencies and interview preparation.
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Three-Year Institutional Development Plan for Women and Children Directorate: 2013- 2016

In 2013, Research and Planning Directorate (R&P D) of Nepal Police initiated the development of an institutional development plan for Women and Children Service Directorate (WCSD), using the existing strategic planning manual (formulated under the Interim Support to R&P D). The document included strategic priorities of WCSD for the year 2013 - 2016 in order to promote institutional development within the directorate. FDM provided technical support to R&P D to develop the document by assisting in conducting SWOT analysis, FGDs, and consultation meetings. A highly participatory approach was used during the formulation of the document. During this process, the team also consulted other stakeholders including Ministry of Women, Children and Social Welfare, INGO/NGOs, donor agencies, human right activists and so forth.
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HR Support to Dalit NGO Federation for Recruitment of Project Staff for Improved Access to Socio-economic Opportunities for Poor Dalits Project

In 2012, FDM was contracted by Enabling State Program (ESP) to provide HR support to Dalit NGO Federation (DNF) for recruitment of a National Project Manager and Livelihood Officer for its Improved Access to Socio-economic Opportunities for Poor Dalits project. The project was supported by DFID/ESP and implemented by DNF and focused on strengthening the institutional capacity of DNF, improving access to education, health and livelihood opportunities for Dalits and strategic lobbying and advocacy for pro-Dalit policy influencing. As part of the recruitment process, FDM was involved in publishing the vacancy announcement in local dailies, screening, shortlisting and the final selection of candidates. FDM was also responsible for selection of the interviewing panel which included senior officials from DNF and ESP and consultants from FDM’s roster who had relevant experience in the required fields.
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A Report on Introducing Performance Management System in Nepal Telecom

FDM reviewed the current practice of Performance management within Nepal Telecom (NT). The team consulted with key executive staff and other staff in Kathmandu. Based on the secondary and primary information, FDM proposed several measures to provide incentive to the staff of NT. The recommendation on incentive distribution was based on short-term measures and long-term measures. Key challenges and constraints within NT to distribute the incentive with effective mechanism was also highlighted in the report.
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Result-based Job Description and User’s Manual

FDM provided technical support to Research and Planning Directorate (R&P D) to formulate a result-based job description (JD) for R&P D and its Satellite Unit’s staff. Along with the JD, FDM also developed a simple user’s guide for writing a JD with easy to understand step-by-step instructions. The result-based JD is expected to benefit both the individual and the organization. At the individual level it will help the employees to increase their motivation towards work. It will also help the employees and the supervisor to identify the capacity building gaps and opportunities, which will further guide them towards proper career planning.
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Template for Performance Management System

FDM conducted series of consultation meetings with police officers in order to identify the system of performance appraisal within Nepal Police. Based on the consultation, FDM developed a suggestive performance management system (PMS) for the Research and Planning Directorate (R&P D) of Nepal Police. The PMS involves the output, objectives and target indicators along with monitoring plan of staff involved and the process required. In this report, FDM identified the shortcomings of the PMS in Nepal Police and provided a list of recommendations, urging the implementation of a new PMS where a core list of competencies and work to be completed based on work plan were also listed.
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User Friendly Yearly Planning Template for Research and Planning Directorate

The yearly planning template was prepared by Research and Planning Directorate (R&P D) with technical support from FDM in order to assist different Research and Planning Units under the Directorate to systematically plan and manage their workload for effective and efficient policing through proper research and planning. The template was an outcome of several consultative meetings. Many staff from different Research and Planning Units as well as other police officers were consulted during series of consultative meetings at central, regional and district level. The planning template's major purpose was to move away from the traditional activity planning to goal-oriented planning. Based on the goal that the unit wanted to achieve in a year, the planning template would lay down the Key Result Areas (KRAs) and major activities as a sub-set of KRAs, followed by the work plan, approaches and processes used, and finally the reporting, monitoring and evaluation. This type of planning was assumed to bring about positive change as it would incorporate new ideas and views every year for meeting the emerging challenges and issues faced by Nepal police.
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Review Study on Mandate, Scope, Service Delivery Mechanism and Performance of Ministry of Education and Allied Institutions

The study was designed to be a comprehensive and investigative exercise to fulfill the key objective of appreciating the major shifts and changes envisioned, with regard to educational structure, governance system and service delivery approach. The study also compiled experienced-based evidences of conformity, discrepancies and future prospect in existing legal mandates, scope of roles and service delivery mechanism of Ministry of Education departments with special reference to the School Sector Reform Program (SSRP) and other development priorities of the government. In order to do so, the study used both qualitative and quantitative information. A rapid review of existing organizational structure to assess its relevancy in the context of SSRP was conducted to provide a clear roadmap for revised organization design of the departments as well as the National Centre for Education Development (NCED). Field visits and focus group discussion were conducted with the relevant agencies at central, regional and district level. Structured questionnaires were also used to assess the relevancy of the existing organizational structure and system of department with special focus on NCED.
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Establishing Performance Management System of Rural Reconstruction Nepal

In 2010, FDM developed a performance management system for Rural Reconstruction Nepal (RRN), a leading non-governmental development organization in Nepal dedicated to eradication of pervasive poverty using a rights-based integrated participatory approach. FDM reviewed the current institutional practices of RRN, its performance evaluation system, and promotion and benefits plan. Based on the information, FDM designed tools and techniques for the implementation of performance management system for RRN.
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Organization Development and Strengthening of Four Tibetan NGOs

FDM worked with four Tibetan NGOs to develop their strategic plan, assessed their organisation policies and provided training on Planning, Monitoring and Evaluation. All four NGOs work for the betterment of Tibetan people and Himalayan people by providing language classes, preserving their culture and improving the living condition of displaced Tibetans by providing income generating skills through education and skills development training. Partnership venture between Himalayan Roots to Fruits and Lutheran World Federation, Nepal Program had funded the assignment. For this assignment, FDM conducted series of workshop, consultative meetings with staff, board members, donors, beneficiaries and other stakeholders associated with these NGOs.

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Training of Trainers to Project Staff of NGO Federation, funded by ESP/DFID

FDM conducted several trainings for the staff of NGO Federation and other member organizations under the NGO Federation Strengthening Program which was funded by ESP/DFID. Major trainings provided by FDM were Gender and Development, Conflict Management to NGO, Management and Leadership Development, Financial Management to NGO Financial Managers, Proposal Writing, and Appreciative Inquiry trainings
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Bank Risk Management for Development Bankers

A professional development course on Bank Risk Management to Senior Executives of Financial Institutions in Nepal was conducted in 2010 by FDM in association with Asian Institute of Technology, Bangkok and Development Bankers Association, Nepal. A major aim of the course was to develop comprehensive understanding of bank risk management and risk mitigation and to enhance knowledge on key aspects of Basel II and its importance in managing financial institutions under uncertainty.
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Young Leadership Development Program for Graduates of White House College

In Nepal, college education is more oriented towards academics as compared to international colleges. There is a big gap between college education and professional requirements. To bridge this gap, Young Leadership Development Program (YLDP) was designed for graduates to enhance their academic learning and make them proficient in professional area. Altogether 25 participants from White House College had participated in the training. The overall objective of this course was to develop leadership skills of participants to be able to play meaningful role once they enter the job market. This course employed a highly participatory approach in which participants were given hands-on experience to practice core leadership skills. Case studies, role play, instruments, and exercises were extensively used during the training program. Interactive workshops were organized with prominent personalities from business and development sectors. The course content was designed aiming to increase the participants’ presentation skills, communication skills, writing skills and personality in terms of confidence, public appearance, dressing sense, networking and teamwork.
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Professional Development Course on Results Based Management for Practical Action, Nepal

The Results Based Management (RBM) training covered four dimensions – 1) specified results that are measurable, monitorable and relevant; 2) resources that are adequate for achieving the targeted results; 3) organizational arrangements that ensure authority and responsibilities are aligned with results and resources; and, 4) processes for planning, monitoring, communicating and resource release that enable the organization to convert resources into the desired results. The training aimed to enhance the strategic approach to management, which integrates strategy, people, resources, process and measurement in achieving expected results. Altogether 25 Project Managers of Practical Action working in different parts of Nepal had participated in the training.
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Leadership and Development Course for Employee Provident Fund at AIT, Thailand

FDM designed and facilitated a one-week course on Leadership Development for Employee Provident Fund in 2011. The course was conducted in two batches, with the main objective to enhance leadership and management skills of senior officers of Employee Provident Fund. The course included training on strategic planning and management, influencing skills, self development skills, decision making and team-building skills and study field visit. At the end of course, participants prepared post training reform plan in the presence of departmental heads, who were responsible for the monitoring of implementation of post training reform plan.
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Office Management Course for Political Youth and Student Organization Secretaries of Nepal

In 2011, FDM trained 27 political youths and student organizations’ secretaries on Office Management Skills. The program was funded by DEMO Finland (a co-operative organization for Finnish parliamentary parties). The course aimed to enhance the knowledge of office secretaries on office management and to upgrade core office management skills. It provided opportunity to share experiences of best practices of office management among participants and also to assist participants in the effective implementation of learning in the work context. FDM’s methodology included lectures, workshops, group discussions, case analysis, individual exercises, reflective thinking, role plays, project work and study visits. The learning system also included task-based, mentoring and self-access learning experiences. At the end of the program, Learning Implementation Plan (LIP) for the next two months was formulated. FDM monitored the plan and provided necessary support during the implementation. Learning improvement sharing workshop was also organized after the completion of monitoring support.
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Negotiation Skills and Technical Skills Training for Ministry officials of Government of Nepal

In 2011, FDM, in partnership with Alliance for Social Mobilization, continued the long-term agreement with UNDP for the supervision of training services on effective aid management and coordination. With financial support from UNDP, Denmark, and DFID, the project Developing Capacities for Effective Aid Management and Coordination aided the Government of Nepal in conducting comprehensive capacity assessment of national capacities for aid coordination and management focusing on central and pilot line ministries. According to the key capacity gaps identified, FDM designed and delivered two courses on Negotiation Skills and Technical Skills, which were attended by middle level government officers.

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Negotiation Skills Training for Branch Managers of Nabil Bank Limited

In 2013, FDM conducted one and half day negotiation skills training to Branch Managers and Relationship Managers of Nabil Bank Limited with the aim of provide participants skills and knowledge to be effective negotiators.
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Capacity Needs Assessment and Capacity Development of MoWCSW and other Line Agencies

FDM in conjunction with UNICEF and donor DFID is undertaking an assignment on capacity needs assessment and capacity development of the Ministry of Women, Children and Social Welfare and other line agencies. The scope of the assignment is to strengthen the capacity of MoWCSW and related institutions in developing their soft skills (Planning, Budgeting, M&E, Reporting) in addressing specifically the GBV and child protection program and issues. FDM is carrying out FGDs and KIIs and holding consultative meeting in central and 7 districts to help prepare a comprehensive capacity assessment report. Furthermore, FDM is also preparing an SOP and training manual, which will be piloted to central and district level officers.
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Study on the Training Need Assessment for Public Finance Management (PFM) Staffs of Government of Nepal

FDM conducted a training need assessment of PFM staffs under its Strengthening Public Financial Management Systems Project. The main objective of the study was to conduct training need assessment of PFM staff of Government of Nepal (GoN) and provide suggestions on structural reform measures in order to enhance their capacity for effective public financial management system. In addition, the study looked at the adequacy of the training institutions for PFM related areas and make suggestions on alternative institutes.

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Training on 'Managing Yourself and Others Effectively' for PrimeLife Insurance

FDM conducted a training on 'Managing Yourself and Others Effectively' for the employees of PrimeLife Insurance to enhance their managerial effectiveness and motivational level. PrimeLife Insurance has carved a niche for itself in the insurance sector and currently operates with five regional offices, twenty-three branches and numerous sub-offices. With the increasing branches and services, the need for enhancing the capacities of the employees has been evident. The training has been covering various issues related to effective management such as motivation, self-development, and impact of motivation on organizational performance, among others.

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Performance Gap Assessment of AEPC Staffs

A performance gap study to identify and support capacity development strategy for Alternative Energy Promotion Centre (AEPC) was conducted by FDM. AEPC is a national level executing agency for renewable energy sector in Nepal. With the mission of making renewable energy a mainstream resource by increasing its access to improve people’s living conditions, AEPC has been implementing the NRREP, a five years programme for promotion and dissemination of renewable energy technology. The main purpose of the study was to identify the performance gap of AEPC staff and to enhance their capacity by identifying appropriate training's and other capacity needs and provide necessary recommendations to improve the capacity and knowledge gaps.

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Training on Grievance Handling Project for Ministry of Federal Affairs and Local Development Staff

FDM provided training to the staff of Ministry of Federal Affairs and Local Development for enhancing their knowledge on Grievance handling procedure. The training had covered various issues related to Grievance management such as nature and causes of grievance, impact of Grievances on organizational performance, formal/informal mechanism of Grievance handling and institutionalizing Grievance handling system in the organization. The training was based on PowerPoint presentations, individual exercises, role play and self-diagnostic instruments like the Team Management Profile (TMP), DISC Personal Profile System and Windows on Work Values. The training expected to aid the MoFALD staff during the management of the Social Safety Net Project.
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Institutional Good Governance Program for Finnish Evangelical Lutheran Mission

FDM organized a two-day residential workshop on Institutional Good Governance (IGG) in 2013 for sister organizations of the Finnish Evangelical Lutheran Mission (FELM)-Nepal, as part of their institutional capacity strengthening. 18 participants from four participating organizations including Shanti Nepal, Forward Looking, Samaritan Utthan Sewa (SUS), and Sahas, were present for the workshop. The participants learned about the issues and challenges in governance and how to overcome them.
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Professional Development Course on Research and Planning for Action Officers of Research and Planning Sections

As part of the interim support to Nepal Police, FDM organized a training program in March 2012 for the Action Officers of Research and Planning Sections under the Research and Planning Directorate (R&P D). The training was provided to 40 officers and was divided into three stages. The first stage, which was conducted in Kathmandu, was a 3 days training on basic skills on research and planning. At the end of the training period, all participants were given a research assignment to be completed in two months time. The participants were required to submit their proposal within a week’s time, which was then reviewed by the course management team to provide required post-training support to the participants for re-writing the proposal as well as for data collection. This activity was followed by another round of post-training support provided to the officers in Kathmandu, Biratnagar, Hetauda, Pokhara, Dipayal, and Surkhet. After the completion of research, a follow up training was provided to the participants in a one-day workshop where they further revised their papers based on the feedback received.
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Project Cycle Management Training for RDIF Partner Organizations

FDM designed and delivered a series of trainings on Project Cycle Management (PCM) designed for project managers of partner organization of the Rights Democracy and Inclusion Fund (RDIF). The course aimed to enhance the understanding of PCM among project managers, make them proficient in applying project monitoring and reporting guidelines prepared by ESP/RDIF and establishing knowledge management and effective communication system. The end objective was to help participants to improve the quality of ongoing and future projects. The trainings were held in Kathmandu Biratnagar and Pokhara in June-December 2011 and conducted in close collaboration with RDIF Secretariat.
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Institutional Good Governance Training for Rights Democracy and Inclusion Fund

In 2011, FDM was also involved in designing and delivering professional development course on Institutional Good Governance (IGG) for partner organizations of the Right Democracy and Inclusion Fund (RDIF) based in Kathmandu, Biratnagar, Pokhara, Dhangadi and Nepalganj. The course aimed to promote IGG in partner organizations by imparting knowledge as well as best practices. By the end of the course, participants were able to appreciate the importance of good institutional governance for effective organizational performance; identify strengths, weaknesses, opportunities and threats in their own organizations; identify gender equality and social inclusion aspects of IGG and institutionalize IGG in their organizations.
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Leadership Training for Peace Building, Ministry of Peace and Reconstruction and Local Peace Committee, funded by UNDP

The project mainly focused on developing leadership role in pursuing MOPR’s functions and mandates to strengthen internal and external communications and coordination mechanisms for future strategic planning. The training was provided to participants in 2010 from, 24-29 October in NASC, 10-12 November in AIT Thailand and, 12-17 December 2010 in NASC. The major objective of the training was to enhance the leadership skills of senior officials for managing the change process to attain sustainable peace in Nepal.
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