The Country Partnership Strategy 2016 2019, emphasizes better economic governance as one of the three key priority areas to support Indonesia to achieve higher, more inclusive and environmentally sustainable growth. ADB commits to provide support improvements in public sector service delivery including through strengthening transparency and accountability. Indonesia's National Medium Term Development Plan 2015-2019 (RPJMN) identifies ineffective and inefficient bureaucracy as a critical development constraint diminishing the country's competitiveness.
|Project Name||Strengthening Performance Management System in the Ministry of National Development Planning (BAPPENAS)|
|Project Type / Modality of Assistance||Technical Assistance
|Source of Funding / Amount||
|Strategic Agendas||Inclusive economic growth
|Drivers of Change||Gender Equity and Mainstreaming
Governance and capacity development
|Sector / Subsector||
Public sector management / Economic affairs management
|Gender Equity and Mainstreaming||Some gender elements|
|Description||The Country Partnership Strategy 2016 2019, emphasizes better economic governance as one of the three key priority areas to support Indonesia to achieve higher, more inclusive and environmentally sustainable growth. ADB commits to provide support improvements in public sector service delivery including through strengthening transparency and accountability. Indonesia's National Medium Term Development Plan 2015-2019 (RPJMN) identifies ineffective and inefficient bureaucracy as a critical development constraint diminishing the country's competitiveness.|
|Project Rationale and Linkage to Country/Regional Strategy||BAPPENAS provides an essential and central service in helping Indonesia achieve their medium-term development objectives. ADB has provided ongoing support to BAPPENAS to improve its systems, procedures and capabilities in analyzing the development needs of Indonesia, preparing 5-year development plans and managing the implementation of those plans. ADB currently has two existing TA aimed at improving BAPPENAS system performance (i) TA8548-INO: Aligning Asian Development Bank and country systems for improved project performance, and (ii) TA8858-INO: Strengthening Knowledge Sharing in Indonesia. The initial lessons learnt highlight the need for greater clarity related to the coordination roles of BAPPENAS Directorates. The proposed technical assistance has been requested by the government and builds on ADB's current assistance in improving systems for the preparation of projects and programs identified in the RPJMN. This is a key performance indicator for BAPPENAS. This SSTA links to existing support through strengthening the BAPPENAS performance indicators.|
|Impact||Reliable, credible and proactive Ministry of Planning in support of the objectives of the nation and state (BAPPENAS Bureaucratic Reform Roadmap 2015-2019)|
|Description of Outcome||BAPPENAS performance management system enhanced|
|Progress Toward Outcome|
|Description of Project Outputs||Manual and implementation plan for performance management system developed and their use disseminated|
|Status of Implementation Progress (Outputs, Activities, and Issues)|
|Summary of Environmental and Social Aspects|
|Stakeholder Communication, Participation, and Consultation|
|During Project Design|
|During Project Implementation|
OUTLINE TERMS OF REFERENCE FOR CONSULTANTS
A. International Human Resource Management Expert (5 person-months, intermittent)
1. Objective of the Assignment
1. The objective of this consultancy is to conduct a comprehensive review of the existing performance management system in BAPPENAS and develop a more suitable performance management program (PMP) which meets the goals of BAPPENAS aligned to RPJMN 2015 -2019.
2. Scope of Work
2. Under the guidance of Director, Bureau for Planning, Organization and Administrative Affairs, ADB Mission Leader for the Technical Assistance, the consultant will undertake the following:
(i) Review the existing performance management system in BAPPENAS, including existing literature on human resource and performance management as highlighted in the RPJMN 2015 -2019; BAPPENAS annual report, Strategic plan and roadmap, BAPPENAS job descriptions and related performance assessment indicators.
(ii) Review performance management literature/ system in Ministry of Finance and any other best practice in Indonesia, in the region or globally.
(iii) Interview the management, human resource officials and staff in BAPPENAS.
(iv) Propose a performance management system and prepare a manual that:
a. Links the job descriptions of the various Echelons and Planners to the mission, goals and results of the organization.
b. Identifies performance objectives or key performance indicators (KPIs) for each echelon and planner level which provide a clear understanding of the quantity and quality of work expected.
c. Ensures a process for boosting staff performance by encouraging motivation and implementation of an effective reward mechanism.
d. Develops a process for evaluating performance relative to expectations.
e. Develops a procedure for addressing staff performance that falls below expectations.
f. Provides a framework for documenting work planning and performance review to facilitate decision making.
g. Establishes a process that helps staff identify their development needs and acquire the desired knowledge and skills.
h. Promotes a two way system of communication between the managers and staff for clarifying expectations about the roles and accountabilities, communicating the functional and organizational goals, providing a regular and a transparent feedback for improving staff performance.
(v) Provide examples of Indonesian and global best practices and recommendations.
(vi) Recommend necessary institutional rules/ policies to support integration and implementation of the revised performance management within BAPPENAS' existing strategic planning and human resource management and performance appraisal system.
(vii) The consultant will undertake adequate consultations, meetings and workshops to build consensus and create understanding among senior management of the purpose and value of the PMP.
(viii) Train senior mid-level managers on the manual, including performance management competencies.
(i) Review report on current performance management system; recommendations of a new PMP with examples of Indonesian/ regional/ global best practices.
(ii) Manual of new PMP.
(iii) Implementation Plan for roll out of the PMP.
(iv) Training materials/power points.
The consultant will report to BAPPENAS and the ADB Project Officer on a regular basis on the progress of her/his work plan.
5. Expertise Required
(i) At least ten years relevant experience in the development and implementation of performance management systems:
(ii) Excellent knowledge of performance management systems in the region/ globally.
(iii) Demonstrated experience in organizational/Human resources review and/or design.
(iv) Master's Degree in Human Resources.
(v) Ability to manage assignments effectively consistently ensuring timeliness and quality of work with minimum supervision.
(vi) Excellent communication and presentation skills.
(vii) Experience of working in complex and multi-cultural environments
B. National Human Resource Specialist (6 person-months, intermittent)
1. Objective of the Assignment
The purpose of the assignment is to support the International Human Resource Management Expert in developing a new PMP. The national specialist will undertake the following tasks:
(i) Brief and/or translate any relevant document in Bahasa to the International Expert.
(ii) Undertake interview with Management and staff as required.
(iii) Provide advice to the International Expert on management/ administrative and political context of BAPPENAS and other related institutions.
(iv) Organize/ coordinate consultation, meetings, training/ briefings, logistics on all matters related to the TA with concerned BAPPENAS staff.
(v) Provide support to the International Expert in developing relevant materials.
The consultant will report to the team leader, BAPPENAS and the ADB Project Officer on a regular basis on the progress of her/his work plan..
|Responsible ADB Officer||Aji, Priasto|
|Responsible ADB Department||Southeast Asia Department|
|Responsible ADB Division||Indonesia Resident Mission|
|Concept Clearance||21 Jan 2017|
|Fact Finding||18 Nov 2016 to 18 Nov 2016|
|Approval||07 Dec 2016|
|Last Review Mission||-|
|Last PDS Update||06 Jan 2017|
|Approval||Signing Date||Effectivity Date||Closing|
|07 Dec 2016||-||07 Dec 2016||31 Jan 2018||31 Jan 2019||-|
|Financing Plan/TA Utilization||Cumulative Disbursements|
|225,000.00||0.00||0.00||0.00||0.00||0.00||225,000.00||07 Dec 2016||202,834.05|
Project Data Sheets (PDS) contain summary information on the project or program. Because the PDS is a work in progress, some information may not be included in its initial version but will be added as it becomes available. Information about proposed projects is tentative and indicative.
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|Title||Document Type||Document Date|
|Strengthening Performance Management System in the Ministry of National Development Planning: Technical Assistance Completion Report||TA Completion Reports||Jun 2019|
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