Standard twinning project fiche

Activities related to Result 2:

Activity 2.1: Harmonizing of existing procedures for vacancy advertizing in accordance with more advanced practices and procedures of other central banks

Activity 2.2: Upgrading procedures in the field of human resources assessment, recruitment and employment by incorporating applicable employment and labour regulations and experiences of European central banks in operating human resources assessment centres

Note: Activities related to Result 2 will be implemented through inputs of experts from the Partner Administration team and in tight cooperation with the administration in the Beneficiary country (Republic of Serbia). The working modalities would encompass joint disussions, presentations, workshops, on-the-job drafting exercises, drafting documents, etc. Within the scope of activities envisaged under this Result, it is expected that in average 7 persons from HRM Department of the NBS will participate and a translator might be engaged as per need.

Activities related to Result 3:

• 
  Activity 3.1: Improving methodology for staff TNA and the training evaluation methodology
  

• 
  Activity 3.2: Developing of the catalogue of training modules, seminars, workshops and courses by incorporating up-to-date approaches practiced by other central banks
  
• 
  Activity 3.3: Preparation of training plan and program for the NBS which will be applied in the year following the Project completion.
  

Note: Activities related to Result 3 will be implemented through inputs of experts from the Partner Administration team in tight cooperation with the administration in the Beneficiary country (Republic of Serbia), as well as through a study visit to be organized for the Beneficiary coutry administration (the NBS staff). The working modalities would encompass joint disussions, presentations, workshops, on-the-job drafting exercises, drafting documents, study tour for the BC staff to selected couterpart institution in order to get acquainted with good practices in training planning and evaluation, etc. Within the scope of activities envisaged under this Result, it is expected that in average 7 persons from HRM Department of the NBS will participate and a translator might be engaged as per need.

Activities related to Result 4:

• 
  Activity 4.1: Upgrading procedures and guidelines for staff career management (aimed at developing the system of career guidance and counselling) taking into consideration best practices of other central banks;
  
• 
  Activity 4.2: Introducing a new Human Resources function – talent recognition and management by incorporating best practices of European central banks in the area of talent management;
  
• 
  Activity 4.3: Improving methodology for performance evaluation and related criteria for staff grading
  
• 
  Activity 4.4: Examination of staff satisfaction and motivation for better and higher quality work, and upgrading of the system of staff benefits, reward and stimulation in line with best practices of other central banks
  

Note: Activities related to Result 4 will be implemented through inputs of experts from the Partner Administration team in tight cooperation with the administration in the Beneficiary country (Republic of Serbia), as well as through a study visit to be organized for the Beneficiary coutry administration (the NBS staff). The working modalities would encompass joint disussions, presentations, workshops, on-the-job drafting exercises, drafting documents, study tour for the BC staff to selected couterpart institution in order to get acquainted with good practices in staff career management, talent management, performance evaluation and rewards, etc. Within the scope of activities envisaged under this Result, it is expected that in average 10 persons from HRM Department of the NBS will participate and a translator might be engaged as per need.

Activities related to Result 5:

• 
  Activity 5.1: Conduct an analysis of the software solutions in order to link job descriptions, procedures and job classification
  
• 
  Activity 5.2: Introducing upgrades to existing HR software solutions and applying upgraded monitoring of business processes and reporting for the purposes of HRM
  

Note: Activities related to Result 5 will be implemented through inputs of experts from the Partner Administration team in tight cooperation with the administration in the Beneficiary country (Republic of Serbia), as well as through a study visit to be organized for the Beneficiary coutry administration (the NBS staff). The working modalities would encompass joint disussions, presentations, workshops, on-the-job drafting exercises, conduct analysis, study tour for the BC staff to selected couterpart institution in order to get acquainted with advanced software support infrastructure for HRM functions, etc. Within the scope of activities envisaged under this Result, it is expected that in average 4 persons from HRM Department of the NBS and 1-2 persons from IT Department will participate and a translator might be engaged as per need.

5. 
   Means/ Input from the MS Partner Administration:
   

Profile and tasks of the short-term and medium-term experts

Team of short-term and medium-term experts should be mobilized according to agreed work plan.

All experts should be of provenance from a Central Bank of an EU Member State. Main areas of expertise required by the team of medium and short-term experts should cover:

1 Expert for labour relations, work analysis (activity 1.1. and 1.2)

Profile of expert for labour relations and work analysis:

The expert should have at least three years of experience in labour relations and activities relating to job description and analysis and the organisational structure design at the Central Bank.

• 
  Relevant university degree
  
• 
  At least five years of professional experience
  
• 
  Knowledge of good practice in the field of labour relations
  
• 
  Three years of experience at a Central Bank of an EU Member State in implementation of activities relating to work analysis, composing of job descriptions and their evaluation
  
• 
  Fluency in English (speech and writing)
  

1 Expert for employment and human resources assessment (activities 1.1., 1.2. 1.3., 2.1., 2.2., 2.3. )

Profile of expert for employment and human resources assessment:

The expert should have experience in the field of recruitment, employment and human resources assessment

• 
  Relevant university degree
  
• 
  At least five years of professional experience
  
• 
  Three years of experience at a Central Bank of an EU Member State in the fields of recruitment, employment and human resources assessment
  
• 
  Fluency in English (speech and writing)
  

1 Expert for planning and management of staff training and development processes (activities 3.1., 3.2., 3.3.)
Profile of expert for planning and management of staff training and development processes:

The expert should have experience in developing and implementation of the staff training and development policy.

• 
  Relevant university degree
  
• 
  At least five years of professional experience
  
• 
  Three years of experience at a Central Bank of an EU Member State in planning of processes relating to the establishment of educational needs, planning and programming of educational activities and their implementation, as well as training evaluation
  
• 
  Three years of experience at a Central Bank of an EU Member State in the implementation of planning and career management processes
  
• 
  Fluency in English (speech and writing)
  

1 Expert for the development of the performance evaluation, rewards and benefits system (activities 4.1., 4.2., 4.3., 4.4. )
Profile of expert for the development of the performance evaluation, rewards and benefits system:

The expert should have experience in planning of the reward system based on an efficient performance evaluation system, and in implementation of the benefits system.

• 
  Relevant university degree
  
• 
  At least five years of professional experience
  
• 
  Three years of experience at a Central Bank of an EU Member State in planning of the reward system based on performance evaluation
  
• 
  Three years of experience at a Central Bank of an EU Member State in implementing the benefits system
  
• 
  Fluency in English (speech and writing)
  

1 Expert for the development of IT systems for the needs of human resources management (activities 5.1., 5.2.)
Profile of expert for the development of IT systems for the needs of human resources management:
The expert should have experience in developing human resources software solutions.

• 
  Relevant university degree
  
• 
  At least five years of professional experience
  
• 
  Three years of experience at a Central Bank of an EU Member State in developing human resources software solutions
  
• 
  Fluency in English (speech and writing)
  

Profile of other experts:

• 
  Relevant university degree
  
• 
  At least five years of general professional experience, of which three years directly related to the task assigned
  

The team of experts will have to give professional advice and implement the required training activities.

The indicative breakdown of the number of experts’ workdays:



Expert for labour relations and work analysis 25



Expert for employment and human resources assessment 60

Expert for planning and management of staff training and development processes 30



Expert for the development of the performance evaluation, rewards and benefits system 40



Expert for the development of IT systems for the needs of human resources management 28



Total 183

4. 
   Institutional Framework
   

Main Beneficiary:

National Bank of Serbia – Human Resources Management Department. (For a more elaborated overview of this Department please refer to Annex III).

Likewise, it is expected that representatives of several other Departments of the NBS shall be enrolled within the present project (such as IT and Legal Departments) to ensure consistency in planning and coordination of results aimed to be achieved.

5. 
   Budget
   

The project budget totals EUR 250,000. Total amount is covered by EU contribution.

Up to 6% of the budget can be used for translation and interpretation purposes, including production of materials and other costs for the purposes of trainings, seminars and visibility activities. The budget shall also cover eligible costs for the 3 study tours as envisaged for the implementation of Activities under Results 3, 4, and 5. In the scope of the Project, 1-2 visibility events shall take place (for the kick-off and possibly for the closure of Project implementation).

6. 
   Implementation Arrangements
   

1. 
   Implementing Agency responsible for tendering, contracting and accounting including contact person and full contact details.
   

Delegation of the European Commission to the Republic of Serbia,

Vladimira Popovica 40, GTC Avenue block 19a

11070 New Belgrade

Serbia

2. 
   Main counterpart in the BC:
   

Project Leader:

Mrs. Gordana Petkovic, Secretary General of the National Bank of Serbia

Kralja Petra Street 12,

11000 Belgrade

Serbia

Phone: [phone]

E-mail: [e-mail]

3. 
   Contracts
   

This project will be implemented through a Twinning light contract.

6. 
   Implementation Schedule (indicative)
   
   1. 
      Launching of the call for proposals: end May 2012.
      

2. 
   Start of project activities: October 2012.
   

Duration of the execution period 6 months.

3. 
   Project completion: Beginning of the second quarter of year 2013.
   

The project will be implemented in Belgrade. Study visits to partner central banks aimed at gaining necessary knowledge are planned as well. The NBS will provide for business premises, stationery, internet link in its Belgrade offices.

Project progress will be monitored and controlled by the Managing Committee. The Committee is expected to meet at least 2 times during the project.

The project team will submit the initial report one month from the project start date. The report should include a detailed overview of the background for project implementation, the situation in the field that the project relates to, the methodology and work plan with open issues, if any, including the proposals of experts’ short-term time schedule and recommendations and critical issues (assumptions and risks).

For each meeting of the Managing Committee, a short project progress report should be prepared, containing information on progress, activity plan for the next reporting period, key issues, obstacles, recommendations.

The final report will be submitted not later than a month after the project conclusion and will contain the description of tasks performed, results achieved and concrete recommendations with regard to monitoring. All reports must be approved by the Managing Committee.

6. 
   Sustainability
   

The projects activities should secure well-trained HR staff and relevant documents in form of strategies, policies and procedures which will allow further development of HR functions in the Bank and multiplication and transfer of expertise and practices related to HR activities. The HR staff will be enabled to implement and improve the existing and acquired HR tools adjusted to future strategies and challenges for the HR Department and the Bank. The expected level of HR knowledge and experience may at some point be transferred to other concerned institutions and partner central banks by means of international technical cooperation and regional exchange.

6. 
   Crosscutting issues (equal opportunity, environment, etc…)
   

Equal opportunity

The Bank is an equal opportunity employer and continues to raise standards of behaviour, communication and work ethic to those prevalent as EU standards and norms.

Environment

N/A

Minorities/vulnerable groups

Improved recruitment, employment and benefit policies harmonised with EU directives and legislation which prohibits discrimination and advances inclusion will provide more ample opportunities and incentives for the members of vulnerable and/or minority groups to seek employment with the NBS. These policies aim to create safe and supportive workplace for employees from minority groups with raising awareness and acceptance among general staff.

6. 
   Conditionality and sequencing
   

Following the implementation of the project, staff members from the NBS engaged during the implementation of the project will continue to transfer the knowledge and expertise gained to newly recruited staff members and other staff members.

ANNEXES TO PROJECT FICHE

ANNEX I: Logical framework matrix in standard format

ANNEX II: Reference to laws, regulations

ANNEX III: Organizational framework

ANNEX I: Logical framework matrix in standard format

LOGFRAME PLANNING MATRIX FOR Twinning Light Fiche: Capacity Development of Human Resources in the National Bank of Serbia
		Contracting period expires:		Disbursement period expires:
			Total budget: EUR 250.000	IPA budget: EUR 250.000
Overall objective	Objectively verifiable indicators	Sources of Verification
To contribute to improving the performance of the National Bank of Serbia in all the fields coming under its remit by fostering and improving human resources management policy and functions within the institution	Overall performance of the NBS positively assessed	EC Report on progress of the Republic of Serbia in fulfilling conditions for membership of the EU

Project purpose	Objectively verifiable indicators	Sources of Verification	Assumptions
To undertake concrete steps in reforming HRM policy and respective functions of the NBS leading towards better compliance with HRM standards and practices of EU central banks	- New strategic orientation of HRM functions in the NBS defined; - Modifications introduced to mechanisms and procedures for the human resources assessment, recruitment and employment at the NBS; - Training plans and programs of the NBS aligned with good practices of Central Banks of EU Member States; - Legal and procedural grounds at the NBS prepared for the introduction of the strategic approach towards staff career management, performance measurement and evaluation and for new functions (such is talent management). - Software infrastructure at the NBS adjusted to comply with new requirements of improved HRM functions	Project Reports NBS internal reports	Management structures at the NBS supportive to strengthening of HRM functions Sufficient human and technical resources allocated to pair the Twinning Administration staff Availability of targeted staff of the NBS for study tours and availability of host Central Bank(s) to receive the study visit participants.

Results	Objectively verifiable indicators	Sources of Verification	Assumptions
Result 1: Defined Human Resources Management Strategy defined in accordance with up-to-date HRM policies of Central Banks and accompanying concrete operational tools aimed at maximising the speed and degree of Strategy implementation developed.	Developed methodology for preparation of the Human Resources Management Strategy in the first three months upon the commencement of the Project Options of the human resources planning system agreed in the first three months upon the commencement of the Project Draft of the Human Resources Management Strategy produced by the end of the fifth month upon the commencement of the Project Proposal of a functional model that links the scope of organizational units, functions performed in the certain organizational unit and individual job descriptions and job performers (tasks-general and typical) drafted Proposal of methodology for recognition of business processes drafted Methodology of evaluating jobs as a basis for calculation of the basic salary coefficients drafted and tested on a selected sample Action Plan for the implementation of the HRM Strategy prepared by the end of the Project implementation		Available information in due time to prepare the HRM Strategy Availability of NBS staff to participate in the preparation of the HRM Strategy and the Action Plana for it’s implementation Willingness of NBS staff to participate actively in project activities
		Project reports NBS internal reports
Result 2: Improved mechanisms and procedures for the human resources assessment, recruitment and employment.	Assessment paper prepared on the effectiveness, advantages and disadvantages in the current system of internal and external vacancy advertising in the first half of Project implementation; Comparative analysis drafted on the effectiveness, advantages and disadvantages of the methodology and procedures applied by the human resources assessment centre in the first half of Project implementation Prepared guidelines and accordingly draft of improved procedures of the issue of internal and external vacancy notices by the end of the project implementation Prepared guidelines and accordingly draft of improved procedures for the human resources assessment centre including aspects of operational risk management by the end of the project implementation	Project reports NBS internal reports	Available information in due time to prepare the Comparative analysis on effectiveness, advantages and disadvantages of the methodology and procedures applied by the human resources assessment centre Availability of NBS staff to participate in the preparation of the Comparative analysis on effectiveness, advantages and disadvantages of the methodology and procedures applied by the human resources assessment centre Willingness of NBS staff to participate actively in project activities
Result 3: Prepared annual staff training plan and programme and improved training evaluation process	Drafted proposal for improvement of the methodology for staff TNA and the respective training evaluation methodology in the first half of the project implementation Drafted proposal for improvement of the procedures for trainings’ preparation and for planning of allocation of financial and other resources for carrying out of trainings in the first half of the project implementation Prepared training catalogue containing up-to-date training modules suitable for NBS’s staff and possible external trainees’ groups by the end of Project implementation Produced proposal of annual training plan and program for the year following the year in which the present Project is completed	Project reports NBS internal reports	Availability of NBS Staff to participate in the preparation of the methodology for TNA
Result 4: Developed strategic approach to staff career management, established talent management function and efficient procedures and guidelines in the field of staff performance evaluation, benefits and material and non-material staff rewards in line with international practice	Drafted proposal for improved procedures and guidelines for staff career management (aimed at developing the system of career guidance and counselling) Methodology paper for introducing talent management functions drafted by the end of the Project implementation Assessment paper prepared on the effectiveness, advantages and disadvantages in the current system staff grading and drafted proposal for improvement of criteria and other elements of grading methodology Drafted recommendations for improving the system of rewards, stimulations and benefits aimed at better staff motivation by the end of the Project implementation	Project reports NBS internal reports	Availability of NBS staff to participate in project the proposal for improved procedures and guidelines for staff career management Availability of information for the preparation of recommendations for for improving the system of rewards, stimulations and benefits aimed at better staff motivation
Result 5: Improved software infrastructure for the needs of Human Resources Management	Assessment carried out on the scope and quality of information contained in the existing database in the first half of Project implementation Software improvements proposed and documented to support better quality and reliability of staff information and reporting requirements	Project reports NBS internal reports	Availability of relevant NBS staff to participate in the improvement for software infrastructure for the Needs of Human Resources Management