Social impact evaluation design Sample Clauses

Social impact evaluation design. In urban planning and regional development there is an increasing requirement to go beyond an assessment of traditional environmental and ecological impacts and examine the social impacts of proposed developments (Fenton, 2005). The impact is the change resulting from the implementation of a set of activities in a certain social context, and it is an evidence-based methodology which estimates the likely effects. Social impacts include changes in people’s way of life, their culture, community, political systems, environment, health and wellbeing, their personal and property rights and their fears and aspirations. These impacts can be positive or negative. In short, a social impact is a significant improvement or deterioration in people’s well-being (Mahur, 2011). The evaluation system builds on the previous conditions to determine the following ones, while the theory of change supports in this cycle building, taking as the starting point the social context (social characterization) where the interventions are deployed. The social characterization provides the contextual and concurring factors detected in the social environment where the MAtchUP interventions are deployed, a good diagnosis and perspective of the social performance and objectives on the different dimensions. The Theory of Change (TOC) explains how activities are understood to produce a series of results that contribute to achieving the expected final impacts. It can be developed for any level of intervention, be it an event, a project, a program, a policy, a strategy or an organization. In an impact evaluation, the theory of change is useful to establish what data need to be collected and how they should be analysed. In order to develop a theory of change, it is important to ensure that the theory adequately represents what the intervention pursues and how it does it, in a way that satisfies its future users. It is possible to develop a theory of change when the objectives and activities of an intervention can be identified and planned in detail in advance. Therefore, in order to measure the social impact based on a consistent theory of change, the latter should be developed consultatively to reflect the understanding of all relevant stakeholders and the planned objectives and activities shall be clearly identified (see also Chapter 2.2). Besides, as a following step, in order to correctly measure an impact, it is crucial to identify indicators capable to monitor the changes expected from the...
AutoNDA by SimpleDocs

Related to Social impact evaluation design

  • PROGRESS EVALUATION Engineer shall, from time to time during the progress of the Engineering Services, confer with County at County’s election. Engineer shall prepare and present such information as may be pertinent and necessary, or as may be reasonably requested by County, in order for County to evaluate features of the Engineering Services. At the request of County or Engineer, conferences shall be provided at Engineer's office, the offices of County, or at other locations designated by County. When requested by County, such conferences shall also include evaluation of the Engineering Services. County may, from time to time, require Engineer to appear and provide information to the Xxxxxxxxxx County Commissioners Court. Should County determine that the progress in Engineering Services does not satisfy an applicable Work Authorization or any Supplemental Work Authorization related thereto, then County shall review same with Engineer to determine corrective action required. Engineer shall promptly advise County in writing of events which have or may have a significant impact upon the progress of the Engineering Services, including but not limited to the following:

  • Job Evaluation The work of the provincial job evaluation steering committee (the JE Committee) will continue during the term of this Framework Agreement. The objectives of the JE Committee are as follows: • Review the results of the phase one and phase two pilots and outcomes of the committee work. Address any anomalies identified with the JE tool, process, or benchmarks. • Rate the provincial benchmarks and create a job hierarchy for the provincial benchmarks. • Gather data from all school districts and match existing job descriptions to the provincial benchmarks. • Identify the job hierarchy for local job descriptions for all school districts. • Compare the local job hierarchy to the benchmark-matched hierarchy. • Develop a methodology to convert points to pay bands - The confirmed method must be supported by current compensation best practices. • Identify training requirements to support implementation of the JE plan and develop training resources as required. Once the objectives outlined above are completed, the JE Committee will mutually determine whether a local, regional or provincial approach to the steps outlined above is appropriate. It is recognized that the work of the committee is technical, complicated, lengthy and onerous. To accomplish the objectives, the parties agree that existing JE funds can be accessed by the JE committee to engage consultant(s) to complete this work. It is further recognized that this process does not impact the established management right of employers to determine local job requirements and job descriptions nor does this process alter any existing collective agreement rights or established practices. When the JE plan is ready to be implemented, and if an amendment to an existing collective agreement is required, the JE Committee will work with the local School District and Local Union to make recommendations for implementation. Any recommendations will also be provided to the Provincial Labour Management Committee (PLMC). As mutually agreed by the provincial parties and the JE Committee, the disbursement of available JE funds shall be retroactive to January 2, 2020. The committee will utilize available funds to provide 50% of the wage differential for the position falling the furthest below the wage rate established by the provincial JE process and will continue this process until all JE fund monies at the time have been disbursed. The committee will follow compensation best practices to avoid problems such as inversion. The committee will report out to the provincial parties regularly during the term of the Framework Agreement. Should any concerns arise during the work of the committee they will be referred to the PLMC. Create a maintenance program to support ongoing implementation of the JE plan at a local, regional or provincial level. The maintenance program will include a process for addressing the wage rates of incumbents in positions which are impacted by implementation of the JE plan. The provincial parties confirm that $4,419,859 of ongoing annual funds will be used to implement the Job Evaluation Plan. Effective July 1, 2022, there will be a one-time pause of the annual $4,419,859 JE funding. This amount has been allocated to the local table bargaining money. The annual funding will recommence July 1, 2023.

  • Annual Evaluation The Partnership will be evaluated on an annual basis through the use of the Strategic Partnership Annual Evaluation Format as specified in Appendix C of OSHA Instruction CSP 00-00-000, OSHA Strategic Partnership Program for Worker Safety and Health. Xxxxxxxxx & Xxxxxx will be responsible for gathering required participant data to evaluate and track the overall results and success of the Partnership. This data will be shared with OSHA. OSHA will be responsible for writing and submitting the annual evaluation.

Time is Money Join Law Insider Premium to draft better contracts faster.