R F D Results Framework Document

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
organization’s
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
organization’s
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