Rights-based Municipal Development Program, RMAP_2006 UNDP BiH

1. Rights-based Municipal Development Program, RMAP_2006UNDP BiH Bosnia & Herzegovina Joint meeting of the Gender, Local Development and HRBA CoP Armenia, June 13-15, 2006 Adela Pozder & Christian Hainzl

2. Overview of presentation • Background on RMAP (... applying a HRBA to local development) • RMAP tools (What / How / Impact / Value added) • Outlook (future initiative)

3. RMAP Evolution & Achievements 2002-2004: Assessment & HR monitoring • 21 municipal assessment reports & consolidated report • “Methodology & Tool Kit for RB assessment” 2004-present: RB Assessment/ Planning & Implementation • 13 RB development plans prepared / 10 adopted • Tailored RB planning methodology & operational tools • Participatory planning: building capacities & contributing to dialogue and reconciliation • Planning ongoing in 4 & implementation supported in 7 municipalities

4. UNDP RMAP_2006RB municipal development programme • Assisting BiH municipalities in formulating & implementing participatory dev. strategies: service provider for inclusive RB municipal development Key components: • Assessment/planning (additional 10 RB municipal strategies) • Implementation of priority projects • Initiating/ strengthening policy dialogue on inclusive local development in BiH • Capacity building in assessment, planning, project mgt

5. Human rights-based approach to development (HRBA) Framework for the process ofhuman developmentwhich makes use of HR norms (enshrined in international law & national legal framework) and of HR principles (participation, accountability, equality & non-discrimination) for the development of capacities for the realisation of HR

6. Applying HRBA to local development planning I • Combining development & HR analysis assessing municipal development sector deficiencies • Application of HRBA in assessment & planning process - specific attention to: • participation of the broadest range of local stakeholders • accountability of local governments for development • (rights holder - duty bearer relationship) • principle of non-discrimination and equal access to services • Resulting in balanced development for all(Operationalising EU social inclusion agenda)

7. Applying HRBA to local development planning II • Deepening of development with HR analysis • Multi-sectoral approach • Integrated HR and dev. perspective reflected in assessment & planning flow • Identification of poor & vulnerable at early stage • Capacity building & awareness raising for local stakeholders • Seed funding for priority projects

8. What is in an RMAP municipal strategy? • RB assessment profile • Vision, Goals, Objectives • Annual Action Plan • Projects / Measures • Projects covering priorities of both the majority & themost vulnerable • Cost-free or low-cost interventions • Cost-intensive projects

9. Implementation component • Seed funds as implementation kick off • Adoption of RB strategies by Municipal Council • Co-funding by municipalities (MDT leads process) • 30,000 to 50,000 USD • Technical assistance to develop 2-5projects per municipality • Targeting both vulnerable groups & broader population • Focus on rapid, highly visible, cost efficient & sustainable interventions • HR as additional selection criteria

10. Overview of RMAP developed tools • (“Methodology & Tool Kit for RB assessment) • RB sector checklists • Extensive HR checklists on core CP & ESC rights • Legal background papers • Vulnerability assessment(vulnerability study) • Implementation manual

11. RB sector checklists (I) • Operational tool: integrating HR & development approach (education, health, social protection) • Assessment and planning tool • Quality control/ homogenizing • Ensuring transferability • Defining targets / indicators / methodology of data collection • Targets: HR norms & principles as well as development goals & principles phrased in the stage of their full realization • Indicators: measurable state which allows the assessment of whether or not associated targets are being met • Integrating gender perspective (disaggregated data)

12. Assessment Used for familiarization and data collection Orientation for initial data collection Guidance for further data collection in sector analysis (comprehensiveness) Used in responsibility and capacity analysis Giving structure to sector drafting of RB profile Planning Used in defining goals and objectives RB sector checklists - application

13. Legal background papers • Provide general information on legislation, organization & financing of a given sector • sector-related legal responsibilities (Who are the DH at different levels of authority) • relevant legislation • implementation overview • Focus: responsibilities of the municipality in a given sector Assessment: Used for accountability analysis & combined with RB checklists & secondary dataforms

14. Participation as a principle and a tool • RH (beneficiaries) entitled to participate (not only best managerial practice) • Identifying the excluded and most disadvantaged • Building their • capacities to access information • Creating different forums for participation MDT Municipal Dev. Team FG – vulnerable categories UNDP/ RMAP • PG (Partnership group) -representatives of • municipal authorities • private sector • civil society

15. How the tools were developed • Some principle considerations ... • “Translation” & “tailoring” (from concepts to operational tools) • Addressing the threat of “analytical deadlock” • “Connectivity” : learning from & understanding other disciplines • HRBA = “trans-disciplinary” approach • RMAP approach • Multi-disciplinary team (economist, HR specialist, LG experts, trained staff) • Not to “reinvent” local dev. planning but defining “value added” • Creating a “learning spiral” & “reality check”

16. Impact & value added of using the tools • Enabling a multi-sectoral approach to local planning • Operational guidance to staff & municipal partners • Identification & inclusion of poor & vulnerable • Raising awareness & “educating” on HR in development • Strengthening accountability of government layers for local development • “Transferability” of methodology & tools • Making a HRBA understandable to non-specialists • Responding to capacity limitations

17. Enabling or hampering environment for applying a HRBA ? • Need for a strong corporate commitment to HRBA • Making clear what the value added is for local partners • “carrot & ...” • Designing a capacity building process • No ownership without partnership • Capacities limitations of staff & local partners • Sensitivity of HR language • “Violation” / compliance - non-complianc / non-realization …

18. Future initiative: NationalCapacity Development Programme • Response to lacking capacities & to address exclusion/pattern of unequal local development • National CDP for a more enabling and socially inclusive local planning • Elements: • Designing / agreeing upon a unified planning methodology • Building municipal absorption capacities related to basic policy, planning, project & implementation skills • Building / strengthening national and regional support structures for knowledge & skills transfer related to planning & project capacities • Anchoring in the legal / institutional framework

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