The ECB accountability posters we printed for the offices in Haiti have helped staff to understand what accountability means for their work in affected communities.
Helen Seignior
Accountability Lead in Haiti
Save the Children, US
Staff Capacity Metrics Dashboard
What is it?
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Why is it useful?
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A web-based tool which allows agency field offices to capture and analyze critical emergency staffing indicators in real-time, establish baselines and monitor trends over time, and benchmark their staffing performance against that of their peers.
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Program impact is enhanced by measuring our success in planning emergency staffing needs, recruiting personnel, deploying them quickly and effectively, and managing their performance.
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This innovative tool, which ran as a pilot and was subsequently managed by People in Aid, operated as a paid service to subscribers. The tool was accompanied by an Administrators' Guide that provided step-by-step instructions for users on how to capture data and use the reports that the tool generates to improve decision-making in emergency staff capacity.
The case study below illustrates the value the dashboard can add to decision-making:
"When Alejandro (agency z's Guatemala country director) called in Paula, the HR manager, to complain about the time taken to recruit a replacement Finance manager, Paula was unusually calm. In times past, it would have left her in a cold panic - Alejandro's questions would come thick and fast: Why haven't you recruited yet? What's the problem with our organisation? Why does agency y never have this problem? Are we paying enough? and so on.
This time was different. Thanks to her participation in the measuring staff capacity initiative Paula had detailed and comprehensive information to hand, and she could respond confidently and knowledgably. She calmly explained that the benchmarking data showed most agencies in Guatemala struggled to recruit Finance managers, and that the recruitment process typically
took peer agencies between 12 and 24 weeks. In fact agency z fared better than most with average time to recruit around 15 weeks. And it wasn't a question of pay either, since other benchmarking data showed they were competitive with their peers. Paula went on to explain that most of their peers had a strategy for coping with the time to recruit - they requested interim resources from a neighbouring country or from their head office. So together, Paula and Alejandro were able to submit a case to HQ for temporary cover while they recruited, and introduced a succession plan across the regions country programs to help mitigate the impact of staff leaving in the future."
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