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"Gemidiriya" Human Resources |
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| 1. |
Gemidiriya Communities |
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6. |
Consultants |
| 2. |
Para Professionals |
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7. |
Facilitators |
| 3. |
Capacity Building Agencies |
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8. |
District Team |
| 4. |
Service Organizations |
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9. |
Appraisal Teams |
| 5. |
TSP's |
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10. |
Gemidiriya Core Team |
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| "Gemidiriya" is to achieve following objectives in different components |
| 1. |
The objective of the village development component is to develop self-reliant, self-managed and sustainable Village organizations and their federations for overall development of the villages and to broadbase the village communities' livelihood options. |
| 2. |
The objective of the Capacity Building Fund is to build the necessary institutional and human resource competencies and skills of the Village Organization office bearers, committee members and other community members so as to empower them to plan, execute and manage village development activities in an efficient, equitable and sustainable manner. |
| 3. |
The objective of the Community and Social Infrastructure Activities is to empower communities to plan, execute, manage and operate identified infrastructure activities and to expand the scope of social services already accessible to the communities. |
| 4. |
The objective of the Livelihood Support Fund is to improve the livelihoods of the community members, especially poor women, unemployed youth and vulnerable members such as the disabled, the widows, the single mothers, the landless etc. |
| 5. |
The objective of the Incentive Fund is to recognize those Village Organizations, which are successfully and effectively implementing village development activities by strictly following GEMIDIRIYA Golden Rules of good governance, equity, transparency and cost-effectiveness. |
| 6. |
The objective of this sub-component is to develop a shared vision and build the required competencies among project teams at National, Provincial, District and Hub levels to enable them perform their respective roles. |
| 7. |
Identify, orient and build the capacities of Support Organizations and private sector agencies to work with the poor and be responsive to the demands of the village community. |
8. |
Monitor performance and progress of the project and to disseminate it among all stakeholders so as to enable them effectively address project implementation issues. |
| 9. |
Pilot innovative ideas, which need experimentation, learning and incubation and have the potential for being scaled-up and replicated. |
| 10. |
Facilitate overall co-ordination and management of the project at national, provincial and district levels. |
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"Gemidiriya" has introduced a strategy for developing, communicating and implementing a set of policies and practices that reflect our commitment towards promoting the "Gemidiriya" economic model. The human resource policy of "Gemidiriya" has been designed to achieve above objectives and also to show how we achieve them. We ensure a clear vision in our team and motivate every member to contribute their utmost. Performance improvement is the process of setting expectations. Setting higher and higher expectations among the staff members is one of our performance improvement modes.
Our policy ensures a clear understanding of one another's role and function at all times among the staff. Every team member has a well defined position. Everyone knows what she/he is to do and not do, how to do it and how their performance impacts the communities and other working teams. Clear accountability and reporting structures that spell out who is in charge and how tasks are to be accomplished are available in two ways.
- Written policy for important tasks
- Policies open to interpretations as diverse situations arise
Our employees share a clear understanding of what is acceptable in "Gemidiriya"and what is not. |
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