Outcome ESA_O_4

Nurturing and empowered workforce

In 2024, staff benefited from various learning opportunities through training programs, leadership development initiatives, and external project management certifications. Career growth opportunities were provided through structured pathways, internal mentorship, detailed assignments, and one-on-one sessions on competency-based interviews, P-11 writing, and other career development aspects. As a result, staff morale has improved, and the work environment has become more productive and engaging. Empowering Through Inclusive Leadership & Engagement HR fostered a culture of participatory decision-making and open communication by organizing several information-sharing sessions. Employee voices were strengthened through feedback mechanisms and engagement surveys, ensuring a more inclusive and responsive workplace. Staff Well-being HR implemented policies supporting mental health, wellness programs, and a healthy work-life balance. A culture of inclusivity, diversity, and psychological safety was actively promoted by facilitating a healthy and supportive working environment. Several retreats were organized at different levels—including Representatives, Deputies, and Country Office teams. Each retreat focused on coaching, team building, and nurturing an empowered workforce. Operational Efficiency & Crisis Management Improving recruitment timelines has enabled teams to achieve their goals without resource gaps. Additionally, HR played a key role in supporting the Uganda Country Office during a funding crisis by managing contract durations and ensuring operational continuity. There has been progress on meeting complaince rate for PMD and manditory course. the goal has been to establish fair and transparent evaluation systems that align individual goals with organizational objectives. Supervsors and supevisee are trainined how to give feedback and having two way open communcaition to meet the gaol of individuals and the organisation.

Nurturing and empowered workforce

Streamlined recruitment processes, reducing delays and enabling timely appointment of qualified personnel to priority positions. Promoted equitable staffing outcomes by strengthening outreach, assessment, and selection practices that increased the presence of professionals from programme countries for the international roles. Implemented staff engagement actions that enhanced inclusion, trust, and confidence, supporting a more positive and collaborative workplace culture. Delivered a structured performance cycle that ensured managers and staff completed goal setting, reviews, and development discussions. Attained a regional compliance of 92.31% for the 2024 assessment cycle and 94.12% for the 2025 goals setting. Achieved high completion rates of 85% for mandatory staff training requirements. Reinforced organizational integrity by operationalizing annual ethics and conduct requirements, ensuring staff awareness of expected behaviors and responsibilities. Tracked compliance and recorded notable improvements in reporting the leadership certification process on prohibited conduct and SEA for the Regional Director and the Country Representatives. Approval of six Country Offices Strategic Notes and HR plans, alongside the Regional Strategic Note.

Nurturing and empowered workforce

Staff are recruited as per the RO Structure. 8 posts, which are unallocated funds, are ongoing in the recruitment process. Staff Retreat, 360 feedback for Deputies held. HR And OM trainings + Quantum trainingheld.