Page 13 - OSISA Annual Report 2015-2018

à Conducting a 360 leadership assessment for all managers followed by staff, group and one-on-one feedback,
à Leadership training for all managers in the organisation,
à Rolling out a feminist leadership/women’s empower- ment programme,
à Addressing staff safety and security concerns in the DRC office, and
à Implementing a plan to address the organisational climate issues in the Angola office.
Development and timely submission of
2017 budget
OSISA successfully developed and submitted its budget for 2017. The Global Board approved the budget at the same level as last year. Final approval from the OSF chairperson was expected in December 2016.
Completion of DRC/Angola re-alignment
OSISA successfully undertook the re-alignment of the DRC and Angola offices. The matching and placement process was completed for both offices, and a final report submitted for review and decision by the EO and country leadership
Development and implementation of
grant spend strategy
At the beginning of 2016, OSISA developed a grant spend strategy aimed at ensuring consistent spending throughout the year and full (100%) spend of the budget by the end of 2016. The strategy included undertaking better planning, monitoring and reporting on a monthly, quarterly and semi-annual basis. As of this report’s submission, OSISA’s grant spend stands at 100% for approved and activated grants. Full grant spend is a usual organisational performance measure established by the Board for OSISA, and in this regard, the organisation has met its target.
Finalising recruitments and operational manuals
In 2016, OSISA successfully completed the following recruitments:
à Team Leader–Human Rights, Justice and law
à Programme Manager–Health Rights, Senior
Programme Officer (grants) by promotion, and
à Senior Finance and Administration Manager (second process near completion).
OSISA completed the revision and roll-out of some key manuals, including the Human Resources, Travel, Grants and Finance Manuals. In 2016, OSISA’s HR Unit successfully revised the performance management system, introduced the SMART HR (HR management system–which includes conflict of interest, leave/absence management and performance management), and audited all policies for compliance with employment and equity laws.
Development and implementation of a comprehensive country strategy for the DRC
The Democracy and Governance Cluster and the DRC country office mobilised US$1 million from the OSF’s Africa regional office for work on the DRC’s political and election- related crisis. They also developed an election strategy that set out the key areas of OSISA’s engagement and advocacy in the country.
We supported many regional and international advocacy activities addressing the situation in the DRC. This included hosting a joint OSISA/OSF-SA roundtable in November with South African civil society organisations (CSOs) to improve the understanding of the situation, its impact on peace and security on the continent and build consensus.
In September 2016, we supported a solidarity visit to Kinshasa by the Anglican Archbishop of Cape Town and OSF-SA board member, His Grace Thabo Makgoba. During the visit, the Archbishop held consultations with the president of the independent national electoral commission (CENI), opposition parties (the Rassemblement), civil society groups and the Catholic
OPEN SOCIETY INITIATIVE FOR SOUTHERN AFRICA – 2016 REPORT
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