2. When is the last time the mandate/mission was revised? Is it revisited on a reoccurring basis? What is the process for revising the mandate/mission? If it was changed recently, in what ways did it change? 3. What are the primary objectives of the mandate/policy with regard to how the organization will address climate change? 4. How is the climate change mandate/policy consistent with the overall mandate or mission of the organization? How does it, or the individual objectives of the policy, conflict with the overall mandate or mission of the organization? 5. To what extent does leadership own the climate change mandate or mission? What examples come to mind? 6. To what extent does staff know about the climate change mandate/policy? To what extent do they support it? How were they involved in developing it? To what extent is the mandate externally imposed? To what extent is it internally supported or resisted? On what do you base your assessment of the extent of internal support or resistance? 7. Is there a mechanism to foster compliance with the climate change mandate/mission? How well is the mechanism enforced?
Does not identify resources to address climate change Does not reflect stakeholders’ climate change priorities Does not appropriately incorporate gender and cultural considerations related to climate change Does not identify climate change priorities or lacks measurable climate change objectives and targets Plan or climate change content within plan not regularly reviewed based on information and learning Not regularly reviewed based on appropriate climate information, data and analysis Climate change plan or portion of plan not used for management decisions or operational planning Identifies adequate resources to implement climate change objectives Integrates win-win climate change adaptation/mitigation objectives into broader organizational objectives Reflects stakeholders’ climate change priorities Appropriately incorporates gender and cultural considerations related to climate change Includes clear and specific climate change priorities, measurable objectives/targets Plan is regularly reviewed based on information, learning, and appropriate climate information, data and analysis Consisently used for management decisions or operational planning for climate change Identifies adequate resources to implement climate change objectives Integrates win-win climate change adaptation/mitigation objectives into broader organizational objectives Reflects stakeholders’ climate change priorities Appropriately incorporates gender and cultural considerations related to climate change Includes clear and specific climate change priorities, measurable objectives/targets Plan is regularly reviewed based on information, learning, and appropriate climate information, data and analysis Consisently used for management decisions or operational planning for climate change objectives Includes realistic resource requirements to implement climate change objectives Integrates win-win climate change adaptation/mitigation objectives into broader organizational objectives Reflects stakeholders’ climate change priorities Appropriately incorporates gender and cultural considerations related to climate change Includes clear and specific climate change priorities, measurable objectives and targets Plan is regularly reviewed based on information, learning, and appropriate climate information, data and analysis Consistently used for management decisions or operational planning for climate change Questions for Discussion (as appropriate) Notes/Sources of Evidence
Section 4: Resources Section Objectives: Review the organization’s budget for addressing climate change issues, whether adequate numbers of trained staff—at leadership, management and technical levels--are addressing climate change issues, and infrastructure (hardware, software, etc.) for addressing climate change issues Potential Important Participants: Senior managers; human resources director and staff; financial staff; IT manager; staff responsible for addressing climate change issues Illustrative Supporting Documentation: Human resources policy and manual; sample position descriptions; recruitment guidelines or policy; staff and consultant resumes; organization chart; senior manager and staff interviews or questionnaires Low Capacity Basic Capacity Moderate Capacity Strong Capacity 4 Resources 1 2 3 4 Human: Key climate change-related positions have not been established, remain vacant, or are filled by people without appropriate skills The staffing plan does not exist or is not well aligned or does not facilitate the achievement of climate change goals and priorities Financial: There is currently inadequate financial resources to achieve climate change priorities and objectives Future year budgets are inadequate for achieving climate change priorities and objectives Funding sources for climate Human: Key climate change-related positions have been established, some have been filled by people with appropriate skills The staffing plan is minimally aligned to climate change goals and objectives Financial: There is currently minimal financial resources to achieve climate change priorities and objectives Future year budgets can minimally achieve climate change priorities and objectives Funding sources for climate change are occasionally stable and reliable Human: Key climate change-related positions have been established and funded, most are filled by people with appropriate skills The staffing plan is moderately aligned to climate change goals and objectives Financial: There is currently modest financial resources to achieve climate change priorities and objectives Future year budgets can moderately achieve climate change priorities and objectives Funding sources for climate change are generally stable and reliable Human: All key climate positions have been established and filled with candidates with appropriate skills The staffing plan is well aligned to climate change goals and objectives Financial: There is currently adequate financial resources to achieve climate change priorities and objectives Future year budgets can achieve climate change priorities and objectives Funding sources for climate change are stable and reliable
change are unstable or unreliable Infrastructure: Infrastructure (e.g., hardware, software) needs for achieving climate change priorities and objectives have been inadequately assessed or planned Current infrastructure (e.g., hardware, software) is inadequate for addressing climate change priorities and objectives Planned infrastructure (e.g., hardware, software) is inadequate for addressing climate change priorities and objectives Infrastructure: Infrastructure (e.g., hardware, software) needs for achieving climate change priorities and objectives have been minimally assessed and planned Current infrastructure (e.g., hardware, software) can minimally support achieving climate change priorities and objectives Planned infrastructure (e.g., hardware, software) can minimally support achieving climate change priorities and objectives Infrastructure: Infrastructure (e.g., hardware, software) needs for achieving climate change priorities and objectives have been moderately assessed and planned Current infrastructure (e.g., hardware, software) can moderately support achieving climate change priorities and objectives Planned infrastructure (e.g., hardware, software) can moderately support achieving climate change priorities and objectives Infrastructure: Infrastructure (e.g., hardware, software) needs for achieving climate change priorities and objectives have been adequately assessed and planned Current infrastructure (e.g., hardware, software) can fully support climate change priorities and objectives Planned infrastructure (e.g., hardware, software) can fully support climate change priorities and objectives Questions for Discussion (as appropriate) Notes/Sources of Evidence 1. Who are the current staff responsible for climate change? How well do their skills align with the climate change priorities and objectives? 2. Are key management and technical positions related to climate change filled with people with the appropriate qualifications and skills? Are there positions that have yet to be established or filled? 3. How extensively does the organization work with targeted beneficiaries?
gender and culture considerations into climate change performance monitoring Evaluation Lacks adequate expertise in climate change program evaluation Very rarely conducts climate change program evaluations Climate change program evaluations conducted are poor quality; evaluation findings and recommendaitons are often not appropriate Climate change program evaluations conducted rarely incorporate relevant stakeholders and results are rarely openly disseminated Rarely incorporates climate change program evaluation findings and recommendations in existing and new strategies and programming and culture considerations into climate change performance monitoring Evaluation Has minimal expertise in climate change program evaluation Rarely conducts climate change program evaluations Climate change program evaluations conducted are of minimal quality; evaluation findings and recommendations are sometimes appropriate Climate change program evaluations conducted occassionally incorporate relevant stakeholders and results are occassionally openly disseminated Occassionally incorporates climate change program evaluation findings and recommendaitons in existing and new strategies and programming relevant stakeholders Moderately incorporates gender and culture considerations into climate change performance monitoring Evaluation Has moderate expertise in climate change program evaluation Occasionally conducts climate change program evaluations Climate change program evaluations conducted are of moderate quality; evaluation findings and recommendations are often appropriate Climate change program evaluations conducted often incorporate relevant stakeholders and results are often openly disseminated Often incorporates climate change program evaluation findings and recommendaitons in existing and new strategies and programming considerations are well incorporated into climate change performance monitoring Evaluation Has strong expertise in climate change program evaluation Conducts the appropriate number of climate change program evaluations Climate change program evaluations conducted are of high quality; evaluation findings and recommendations are appropriate Climate change program evaluations conducted consistenly incorporate relevant stakeholders and results are consistently openly disseminated Climate change program evaluation findings and recommendaitons appropriately incorporated in existing and new strategies and programming Questions for Discussion (as appropriate) Notes/Sources of Evidence
Sub-section 5.3: Knowledge Management Sub-section Objectives: Assess if there is a system in place for disseminating information on and improving strategies, implementation, services and programs Illustrative Supporting Documentation: Reports and presentations on best practices; documentation on collaboration with other organizations and networks and participation in public and private sector and donor dialogues; senior manager and staff questionnaires or interviews Low Capacity Basic Capacity Moderate Capacity Strong Capacity 5.3 Knowledge Management 1 2 3 4 Substantial difficulty in identifying best practices and lessons learned in climate change strategy and programming No systematic approach to documenting, storing, and disseminating (internal and external) climate change knowledge and best practices Best practices and lessons learned in climate change strategy and programming are not analyzed, shared, or applied through a regular process Not joined or very rarely participates in climate change related knowledge sharing networks Difficulty in identifying best practices and lessons learned in climate change strategy and programming Weak systems for documenting, storing, and disseminating (internal and external) climate change knowledge Best practices and lessons learned in climate change strategy and programming are rarely analzyed, shared and applied through a regular process Has joined but rarely participated in climate change related knowledge sharing networks Generally identifies best practices and lessons learned in climate change strategy and programming Moderate systems for documenting, storing, and disseminating (internal and external) climate change program knowledge Best practices and lessons learned in climate change strategy and programming occasionally analyzed, shared and applied through a regular process Occasionally participates in climate change related knowledge sharing networks Effectively identifies best practices and lessons learned in climate change strategy and programming Sufficient systems for documenting, storing, and disseminating (internal and external) climate change program knowledge Best practices and lessons learned in climate change strategy and programming are effectlively analyzed, shared, and applied through a regular process Frequently and routinely participate in climate change related knowledge sharing networks Sub-section 5.3: Knowledge Management Notes/Sources of Evidence