Why is knowledge sharing important for the ILO?
Some current ILO knowledge-sharing initiatives and good practices
- Factors driving knowledge sharing
- Toolkit for Mainstreaming Employment and Decent Work
- ILO Libraries
- Communications and Files Section (DOSCOM)
- International Training Centre in Turin
- International Institute for Labour Studies
- Baseline study on knowledge sharing
- Knowledge sharing on a daily basis
- The creation of an organization-wide approach is critical to embed knowledge sharing
- All knowledge-sharing methods are contextual
- The potential for knowledge sharing across technical cooperation projects is great
- Knowledge sharing must be linked to other strategies
- Managing expectations is important
- IT is important but should not drive the strategy
Links to other ILO strategies
- Human resource strategy
- Research strategy
- Information technology
- The evaluation strategy
- Outcomes, targets and indicators
1. The 2008-09 programme and budget  committed the Office to submit to the 300th Session
of the Governing Body a results-based knowledge strategy that would integrate
information technology and human resources considerations. Furthermore, the report on
"Strengthening the ILO's capacity" presented to the 96th Session of the International
Labour Conference identified the question of knowledge sharing as one of six central
objectives to be successful in the capacity-building agenda of the ILO . This was
reinforced in the conclusions which stated that "the ILO must improve its knowledge,
skills base, data gathering and processing, as well as analytical capacities in all areas, both
at headquarters and in the regions" . It should also be noted that the Joint Inspection Unit
(JIU) is currently undertaking a study of "Knowledge management in the United Nations
system" with a view to recommending the formulation of common definitions,
terminology and general standards and guidelines on knowledge management .
2. A comprehensive knowledge management strategy has many dimensions and encompasses
the full spectrum of generating, collecting, capturing, storing, codifying, transferring and
communicating knowledge. This paper is focused on knowledge sharing, i.e. the transfer
and communication of knowledge and creating a framework to institutionalize this in the
ILO. Knowledge is of course more than information. It has been described as being about
know-how and know-why . Knowledge sharing is about connecting people with the
knowledge they need - rather than collecting and compiling documents.
3. This strategy builds on lessons learned from experience to date, reinforces a number of
important initiatives already under way, creates explicit links to related strategies and
proposes the introduction of a limited number of new knowledge-sharing tools and
practices during 2008-09. This strategy is intended to lay the foundation for a
comprehensive knowledge management strategy to be developed over the medium term in
the context of the next Strategic Policy Framework.
4. The overall goal of this knowledge sharing strategy is to enhance the quality of ILO work,
with emphasis on innovation, results and operational effectiveness. It recognizes the
importance of external as well as internal knowledge sharing and the key role of ILO
constituents both as sources and as consumers of knowledge. This strategy firmly situates
knowledge sharing in the results-based framework of the ILO and links it to the human
resources, research, IT and evaluation strategies.
Why is knowledge sharing important for the ILO?
5. Sharing knowledge is of strategic importance to any knowledge-based organization. Like many other such organizations, the ILO is involved in data collection, research, gathering, storing, codifying and dissemination of knowledge. While the Office creates, stores and disseminates a lot of knowledge, the quality is varied, it is dispersed across a wide variety of publications and formats and is not effectively supported by a coherent dissemination strategy.
6. Most ILO staff already practice some form of knowledge sharing in their day-to-day work. The Strategic Policy Framework (2006-09) underlined the need to institutionalize and operationalize knowledge sharing in a way that explicitly integrates it into regular policies and procedures and into the day-to-day realities of ILO work . Working together with ILO constituents, the Office needs to capture the vast wealth of knowledge that exists within the Organization on the world of work to ensure that valuable lessons are learned, shared and built on, and to avoid time and resources spent on "reinventing the wheel".
7. The benefits of knowledge sharing to organizations have been well researched and documented, particularly over the last 20 years . The main benefits can be summarized as follows: it helps to reveal tacit knowledge or hidden resources and to identify knowledge gaps; it provides a forum for brainstorming, innovation, problem solving, sharing experiences and good practices, and exchanging knowledge across different subject areas.
Of course, knowledge takes many different forms and different strategies are needed to ensure that the necessary pathways are there to provide easy and timely access to the knowledge that is needed. In the context of the ILO, encouraging more dialogue amongst specialists in different branches of knowledge would enrich research, and enable a more holistic approach to policy and technical advice. For one ILO technical cooperation project, the benefits were summarized as follows :
- improved quality of work and operational relevance;
- avoiding duplication of work;
- speeding up work processes;
- dissemination of knowledge;
- fostering good relationships with colleagues and partners through recognition;
- communicating relevant information at the start of a project allowing it to move
forward with less ongoing input;
- highlighting problems earlier;
- increasing the likelihood that others will volunteer beneficial information;
- allowing tasks to be shared or delegated; and
- creating a positive atmosphere and stronger team spirit.
Some current ILO knowledge-sharing initiatives and good practices
8. Several factors are driving knowledge sharing in the ILO. These include the development
of Decent Work Country Programmes (DWCPs) and the use of the associated quality
assurance framework (QAF); results-based management; the Strategic Management (SM)
application in IRIS; mainstreamed strategies; InFocus Initiatives and joint outcomes; and
an increasingly programmatic and thematic approach to technical cooperation. All of these
developments are contributing towards creating an environment of open exchange and
sharing of knowledge.
9. A major knowledge-sharing tool has been developed by the ILO at the request of the
United Nations Chief Executives Board for Coordination (CEB): the "Toolkit for
Mainstreaming Employment and Decent Work". This toolkit was developed by the ILO in
collaboration with the United Nations system in response to the COSOC 2006 Ministerial
Declaration which called on all agencies "to collaborate actively in the development of the
toolkit for promoting decent work". It was adopted by the CEB in April 2007 and now is a
powerful tool for sharing knowledge within the United Nations system, but with interesting
prospects to develop further with tailor-made versions to address sectors, countries,
themes, specific audiences, etc., spreading to the whole development community.
10. The Toolkit for Mainstreaming Employment and Decent Work consists of a checklist and a
set of tools to be identified and posted by the whole system (in its first stage, all CEB
member organizations have agreed to undertake this exercise and report to the CEB). The
checklist is undertaken by the agencies as a means of having a baseline to measure
progress in 2010 and 2015, linking with time-bound action plans to achieve better
outcomes in terms of employment and decent work in their own mandates and action at the
global, regional and country levels. This is helped by a process of identification and
posting of tools connected with decent work aspects, to be carried out by the various
agencies. This will be a major knowledge-sharing exercise within the system, with clear
implications in terms of achieving policy coherence at all levels. It has, as its main
objective, the creation of communities of practices in terms of themes within the broad
Decent Work Agenda, fostering mutual capacity and learning. The ILO will be providing
technical assistance in this process but also receiving technical inputs from other agencies
with which joint efforts are to be identified and helped.
11. The posting of tools by the United Nations system will be progressively extended to other
agencies from the development community: donor agencies, development banks, regional
and national institutions, etc. The tools are classified in three main boxes: how-to tools
(manuals, guidelines, training materials), knowledge-based tools (policy briefs, research,
evaluation, knowledge networks, data) and good practices (with regional and national
coverage). The tools, along with the checklist will be posted in an interactive platform that
will be easily accessible for all agencies, with the possibility of interaction by means of
"blogs" or "e-forum" clustered around themes. This interactive platform will serve as a
"peer review" exercise to tools and other materials posted in the web site, thus enriching its
12. This effort will undoubtedly affect internal knowledge sharing in the ILO, both in
headquarters and in the field, since it will give the opportunity to interact more efficiently
with other agencies and to disseminate appropriate tools beyond the ILO. The
organization-wide approach is crucial to embed knowledge sharing in the ILO so that this
can help in extending this knowledge to other external partners.
13. The ILO Library is a key institutional resource and a key knowledge broker for the ILO -
connecting people, constituents and the wider public to knowledge on the world of work. It
contributes to knowledge sharing by identifying, collecting, organizing and disseminating
ILO and non-ILO knowledge, by guiding users of ILO knowledge to ILO expertise, by
preserving and providing subject access to the ILO's published institutional memory, and
by leading an ILO Global Information Network which seeks to improve the transfer of ILO
knowledge across the regions. Capturing tacit knowledge is one of the challenges of
knowledge sharing. To help address this, the ILO Library has been designated as the focal
point for organizing knowledge-sharing forums for staff at headquarters.
14. Having access to existing knowledge and being able to identify knowledge gaps is central
to effective knowledge sharing and to strengthening the ILO's research and technical
capacity. Keeping pace with the dynamic nature of knowledge, ILO libraries continuallydevelop a knowledge base which ILO constituents, the public at large and ILO staff can
draw on. ILO libraries disseminate knowledge on the world of work compiled and made
available by and through the ILO. Through its information services, the ILO's online
knowledge base, Labordoc, the web-based information resources produced by the ILO
Library, and the ILO Library's digitization programme, which provides online access to a
large and growing number of ILO publications, ILO libraries connect users throughout the
world to ILO knowledge.
15. The role of the Communications and Files Section (DOSCOM) is, first and foremost, to
ensure that the Office's official files are correctly stored and to preserve documents (in
paper, electronic, photographic or film format) in the medium and long term. This memory
has been established and expanded as a result of ILO staff members' sound understanding
and observance of the rules for managing and filing correspondence, internal and external
reports, and other documents received or issued by the Office. In order to improve
knowledge sharing, the Archives Committee and DOSCOM have focused their work on
developing the electronic document management system (EDMS) and on training staff in
managing documents and official files. Officials and departments should eventually have
remote access to a central repository containing all active files and those that may be
helpful to them in their work. This policy also implies an effort to standardize filing
systems in the field offices, which should allow greater interoperability between
headquarters and the field.
16. The role of the International Training Centre in Turin (the Centre) in transferring
knowledge through training is also central to an ILO knowledge-sharing strategy. The
Centre has developed a learner-centred methodology that serves as a foundation for its
activities. Participants are increasingly involved in sharing as well as creating knowledge,
while the Centre continues to transfer knowledge from the ILO and beyond. In line with
developments in information technology, e-learning is now integrated into the work of the
Centre and is supported by multiple-source information databases. Virtual spaces are made
available where participants and experts share practices and tools. The Centre has created a
number of thematic communities of practice involving participants and experts . As the
Centre's specialized focus is a combination of technical and pedagogical competencies,
participation in professional international networks ensures that it keeps abreast of both
content and process-related developments . The Centre is actively participating in
knowledge-sharing platforms within the UN system.
17. The role of the International Institute for Labour Studies (IILS) is particularly important in
building relationships with external research communities. It is essential for the ILO to be
able to tap the knowledge on its key issues being developed in academic institutions and
networks around the world. The IILS builds platforms for dialogue and exchanges, for
instance through research conferences, public lectures and promotion of links with
international associations and national centres of learning. It also helps to support the
development of external networks undertaking research in the areas of concern to the ILO. The IILS also helps to expand the knowledge base on key ILO issues through its research
programme, and supports debate and discussion on these issues in internal and external
workshops. A new project on the history of the ILO will provide a particularly important
18. A baseline study on knowledge sharing in the ILO was launched in July 2007. This
involved an online questionnaire to be filled out by staff. The objective of this study was to
establish what the ILO did well and identify the gaps and weaknesses in order to better
focus resources and efforts. It also identified those departments that have strengths and
how that knowledge can be better shared with the rest of the organization. All the data
collected is being disaggregated by sector, department or work unit and the results will be
available before the end of 2007. This survey tool will be used in the future to measure
progress. The survey measured the following eight dimensions of knowledge sharing:
creating a supportive culture;
- gathering internal experience;
- accessing external learning;
- communication systems;
- mechanisms for drawing conclusions;
- developing an organizational memory;
- integrating learning into strategy and policy; and
- applying the learning.
19. In addition to the dedicated knowledge functions and initiatives described above, extensive
knowledge sharing takes place on a day-to-day basis with constituents, with the wider
public and throughout the Office through sectoral and regional publications, the ILO public
web site and various networks and communities of practice . Examples of such initiatives
include the ILOLEX and NATLEX databases and the integrated IPEC web site (Standards
and Fundamental Principles and Rights at Work Sector); the Job Creation and Enterprise
Development Resource Platform (Employment Sector); CIARIS and Community Zero
(Social Protection Sector); the Global Union Research Network (GURN) and the Better
Work Programme (Social Dialogue Sector); the Global Gender Network (GENDER); the
UN Reform Knowledge Sharing Platform (PARDEV) and the Fund Control Officers
Network (Management and Administration Sector). In the regions, examples include the
knowledge-sharing initiative between the Subregional Offices of San JosÚ and Port-of-
Spain, the Asia Decent Work Knowledge Network, the Africa Regional Employment
Forum, the Labour Law and Labour Relations Network for South Eastern Europe, and
global gender and employment knowledge-sharing projects in the Arab States. Knowledge
sharing events on HIV/AIDS workplace issues involving the Regional Office for the Arab
States, the Regional Office for Africa and the Subregional Office for South Asia are a good example of inter-regional knowledge sharing initiatives. Further details on these and other
ILO knowledge sharing initiatives can be found on the ILO web site .
20. It is clear from the above paragraphs that a wide range of valuable knowledge-sharing
initiatives and practices take place across the ILO, ranging from specific knowledgesharing
components built into technical cooperation projects, to formal and informal
knowledge networks and communities of practice operating at headquarters and in the
regions as well as web-based initiatives, knowledge-sharing practices and tools developed
with constituents, UN partners, interested parties and the wider public. However, the
development and implementation of many of these knowledge-sharing initiatives, practices
and tools lack coordination and usually do not reach beyond relatively limited audiences.
In addition, opportunities for learning are often missed and some initiatives fade away as
they lack sustainability over the long term. The staff involved in these developments are
highly motivated, innovative and enthusiastic but often feel frustrated by a perceived lack
of institutional support, the underdevelopment of a learning culture and limited
institutional opportunities for widening and deepening knowledge sharing.
21. Therefore, the main challenge for the ILO is to ensure that it works in a more networked
and collaborative fashion, both internally and externally, so that the knowledge and
practical experiences of constituents and staff are leveraged to the fullest extent possible.
Pathways to knowledge are needed as well as changes in work practices so that interested
persons and the wider public seek out knowledge and have means to access it before launching activities that either duplicate or fail to reflect existing knowledge.
22. Based on an evaluation of a number of ILO technical cooperation projects with
knowledge-sharing components  as well as a review of other knowledge-sharing
experiences in the ILO and in a number of UN and other international bodies, the
following are the main lessons to be learned.
The creation of an organization-wide approach
is critical to embed knowledge sharing
In order for knowledge sharing to be sustainable, it needs to be implemented organization-wide.
Stand-alone knowledge-sharing initiatives have limited impact. They need to be
deeply rooted over a long period of time in day-to-day work practices in order to have a
All knowledge-sharing methods are contextual
Some knowledge-sharing methods work better than others in particular contexts. While
many instances of successful knowledge sharing are linked to personal contacts and
bringing people together face-to-face, virtual forums and other collaborative IT tools have an increasingly important role to play. The view that "personal contact is the key"  may
no longer be the case as collaborative IT tools continue to improve, become more
accessible and more widely used.
The potential for knowledge sharing across technical
cooperation projects is great
Knowledge sharing is especially important for technical cooperation projects. Drawing on
experience from other countries and other projects and using existing tools help to ensure
viable results. There is a need to develop a method to share main conclusions and
recommendations of technical cooperation projects and lessons learned, and also a way to
record institutional knowledge from staff that leave when a project comes to an end.
Knowledge sharing must be linked to other strategies
Knowledge sharing should not be developed and implemented in isolation from other
strategies. Its success depends on a strong human resources component, a certain minimum
level of investment in IT as well as an organizational learning culture that discourages a
territorial and compartmentalized approach to knowledge and instead encourages and
facilitates sharing of knowledge.
Managing expectations is important
Knowledge sharing does not yield immediate results and its impact is not easy to measure.
It is better if it is built over time on an incremental basis learning from experience. For
example, an evaluation undertaken in 2003 of the World Bank knowledge-sharing strategy
concluded that after six years the World Bank had still failed to embed knowledge sharing
as a way of doing business - although it had succeeded in fostering a more open,
knowledge-sharing culture .
IT is important but should not drive the strategy
IT tools such as email, the Intranet, electronic document and web content management
systems provide an environment which can facilitate the sharing of knowledge within and
across global organizations. Unfortunately, too often there is a tendency to focus on the
technology (the means) rather than on the process (the ends). Technology should be based
upon, and serve, the knowledge-sharing strategy, rather than the other way around.
Nevertheless, the choice of the right technology is important; it should be affordable, easy
to use and maintain, and be available to the largest possible user base.
Links to other ILO strategies
23. The following paragraphs identify the main links and interactions between this knowledge-sharing
strategy and a number of other related strategies within the context of the ILO's
Human resources strategy: Promoting
a learning culture (GB.292/PFA/17, pdf 122 KB)
24. A knowledge-sharing strategy must be firmly rooted in the human resources
strategy as its
success relies on being incorporated into the recruitment and selection process, staff
learning and development, the performance management and rewards system, as well as
being part of mobility and reassignment. The competency framework of the Office will be
revised to include knowledge sharing as a core organizational competency.
25. The increased importance of knowledge sharing as a competency will be better reflected in
the various stages of the recruitment and selection process. For example, the requirement
for a commitment to knowledge sharing will be stressed in job descriptions and vacancy
notices whilst interview selection panel members will explore candidates' understanding
of, and commitment to, knowledge sharing. The exercises conducted by the Assessment
Centres will also be reviewed to explore candidates' practical experience of knowledge
26. The Human Resources Development Department (HRD) is reviewing the staff learning
and development programmes to highlight the importance of the knowledge-sharing
competency. Where appropriate, learning activities will include an element to promote and
emphasize the importance of knowledge sharing. In addition, enrolment in the knowledge-sharing
and management module in the Management and Leadership Development
Programme (MLDP) will be actively encouraged.
27. Performance management is a critical tool for promoting a knowledge-sharing culture. Consideration will be given to how best to include the knowledge-sharing competency
within the performance management system. Means are being considered to make
managers more accountable for developing staff, facilitating learning time and
implementing credit and reward strategies.
28. One of the central aims of the Resourcing, Assessment and Placement Services (RAPS)
project is to increase the scope for position management and succession planning which
can contribute to capturing both tacit and explicit institutional knowledge. Under the
proposed new system, staff members who are being reassigned will receive greater notice
of their impending move and this should increase the timely transfer of institutional
knowledge. Tools to promote shadowing, exit interviews and handover briefings between
incoming and outgoing staff will be developed.
Research strategy: Generating and
29. The ILO's action needs to be grounded in sound research. Ultimately, the Organization's
effectiveness is determined by its ability to gain and use the knowledge needed for its
policy agenda. This involves both assembling and using existing knowledge, and
developing new knowledge as and when needed, in order to put these at the disposal of ILO constituents and partners. The Office must also be able to communicate its knowledge
to a wider audience through its publications in order to influence thinking and policy.
30. In 2005, the Research and Publications Committee (RPC) was established . It has
prepared an overall framework for a research strategy which has both short-term and long-term
goals. Its immediate aim is to set a coherent and cost-effective agenda, deliver
research results that meet high-quality standards, and enhance the technical capacity of the
Organization. In the long-term, this strategy must ensure that the ILO is recognized
worldwide as the global centre of knowledge on the world of work in general and on
decent work in particular.
31. It is necessary to distinguish issues where the main task is to compile, synthesize and make
available existing knowledge from those which call for new research. The former is an
essential part of the work of all sectors and regions, and needs to be pursued on a broad
front. Both research and action depend on the availability and use of both ILO and non-
ILO knowledge, which means knowing where it is located and how to access it, and having
a clear understanding of knowledge gaps and research needs. New research, as opposed to
better organization and sharing of existing knowledge, will need to be concentrated on a limited number of strategic themes on which there is a knowledge deficit, and a clear demand and need for an ILO contribution. All sectors and regions are expected to identify
a limited list of priorities on which research resources are concentrated .
32. Better management, sharing and use of ILO knowledge also calls for more effective
policies for publication and dissemination of research results. The ILO's new publications
policy introduces tighter quality control and a more strategic choice of publications. This
includes an upgrading of the International Labour Review and readier access to key
research outputs on the ILO web site.
Information technology: Enabling knowledge sharing (GB.300/PFA/ICTS/1, pdf 232 KB)
33. The Information Technology Strategy submitted to the 298th Session (March 2007) of the
Governing Body  included initiatives that contribute to, and are linked to, knowledge
sharing. Building on the success of email and the Internet, new user-friendly collaborative
working tools are being introduced. Web-based forums provide a secure environment
where informal exchanges of information and knowledge can take place, through a
searchable database that is automatically archived to retain the history of these exchanges
and the knowledge they contain. A Wiki (a medium which can be edited by anyone with
access to it and provides an easy method of linking from one web page to another) allows
users to easily create, organize, and edit web pages using a browser. A blog (a web log) is
an online journal or newsletter, where information can be instantaneously posted through a browser. Plone, a Content Management System developed by the Open Source Software community, has been recently installed at the ILO and will provide these tools to ILO
officials as well as to external partners and colleagues.
34. The Electronic Document Management System (EDMS), which is currently being deployed at the ILO,  will provide a critical and valuable technological foundation for
knowledge sharing. It will provide a single searchable global repository of official documents, internal papers and working documents, mission reports, emails, and other
multimedia content. Current document storage consists of several incompatible and
unconnected databases; it is inefficient, time consuming, and leads to the unnecessary
duplication of documents and does not facilitate knowledge sharing.
35. The Web Content Management System (WCMS) was deployed in the ILO as the underlying technology for the new ILO public web site that went live in April 2007. The WCMS streamlines and standardizes the creation of web content thus facilitating knowledge sharing by providing a more coherent and unified presentation of the Organization. Furthermore, a new search engine (FAST) was introduced to make it easier
for visitors to find the information they need across all ILO published web pages.
36. IRIS has at its core a centralized repository of finance, human resource and project data. IRIS gathers, consolidates and shares information. It is a critical strategic resource - currently underutilized-and should be a key to improving knowledge sharing in the ILO.
As IRIS codifies and enforces many ILO policies and procedures and underpins financial
rules, it provides a framework for greater collaboration and coordination across the
37. IRIS provides a standardized set of tools that can be used to transform raw data into useful
information. IRIS also has the potential to support more effective communication and
decision-making among groups, particularly those separated by time and distance. The
Strategic Management application of IRIS enables geographically dispersed staff to
communicate and collectively share knowledge during programme and budget
development, programme implementation and implementation reporting. IRIS
technologies such as automated email notifications, dynamic workflows and event-driven
alerts distribute the right content to the right people at the right time. Following the
introduction of IRIS, a number of communities of practice were formed spontaneously at
headquarters to enable IRIS users to share knowledge and experience. In the context of
field roll-out of IRIS, IRIS users at headquarters will play a key role in the transfer of
knowledge to field office staff.
The evaluation strategy: Underpinning
knowledge sharing (GB.279/PFA/8, pdf 24 KB)
38. The ILO's evaluation function creates opportunities for innovation and knowledge sharing.
The evaluation function contributes to the overall ILO knowledge base through its systems
and approaches to knowledge sharing at local, national, regional and global levels. The
tools and activities it supports provide multiple opportunities for sharing knowledge. This
includes disseminating results, applying lessons learned and ensuring prompt follow-up to
findings and recommendations. The ILO is expanding its current technical systems and
capacities to better disseminate evaluation outcomes internally, to constituents and to
national and global partners. This includes the development of a web-based electronic
evaluation management system, iTrack, to monitor the evaluation work flow and manage each year
several hundred new documents - new evaluation reports, terms of reference and reporting on follow-up to recommendations and lessons learned. This application has an
easy-to-use web-based user interface. It is compatible with, and can exchange information
with, IRIS. The system is extendable to all regions for internal input and external access.
39. The evaluation function has established an operational network where designated persons
in each region and sector ensure timely and comprehensive inclusion of evaluation
information in the knowledge system. This network helps to coordinate project-level and
country-level evaluation products and activities. It provides a means of sharing good
practices and lessons learned, controlling quality and raising awareness. These new
responsibilities are accompanied with targeted training and support.
40. The Programme and Budget for 2008-09 further clarified the results-based framework of
the ILO and reinforced the central principle of results-based management which is "that an
organization must manage and measure its performance against real-world outcomes to
which it intends to contribute. For the ILO, this means that its contribution to making
decent work a reality for all is the ultimate goal that justifies its work programme and its
budget. RBM requires clarity about what outcomes are sought and who is accountable for
achieving those outcomes" .
41. The following table sets down a limited number of outcomes and associated indicators and
targets for internal and external knowledge sharing for 2008-09. Measuring the impact of
knowledge sharing is not easy and poses difficulties for all organizations . The overall
objective of the knowledge-sharing strategy as defined in paragraph 4 of this document
provides the point of departure for defining measurable outcomes, targets and indicators.
The results of the baseline study undertaken in 2007 will be used to further refine these
outcomes, targets and indicators.
Outcome 1. Improved staff recognition on progress made on knowledge sharing in the ILO
Target for 2008-09
|1.1 Progress made on eight different
dimensions of knowledge sharing [ii]
as assessed by ILO staff.
||Baseline to be constructed through
staff survey by the end of 2007.
||Progress is made (assessed through staff
survey) on at least three dimensions out of
eight by the end of 2009.
i. This column indicates whether the measure concerned is aimed at improving internal or external knowledge sharing. "I" refers to measures internal to the Office only and "I+E" refers to measures aimed at the Office, constituents and various external groups.
ii. These eight dimensions are as follows: creating a supportive culture; gathering internal experience; accessing external learning;
communication systems; mechanisms for drawing conclusions; developing an organizational memory; integrating learning into
strategy and policy; applying the learning.
Outcome 2. Knowledge sharing is systematically incorporated into HR functions
Target for 2008-09
|2.1 Proportion of ILO managers who
have knowledge sharing as one of the competencies to assess staff
in the newly developed performance management system.
||The current performance
management system does not
assess staff on knowledge-sharing competency.
|All ILO managers have knowledge sharing
as one of the competencies to assess their
staff in the newly developed performance management system.
|2.2 Percentage of staff members with
access to tools required to make their profile available on the Intranet.
Absence of consistent tools
available to staff to make their
profiles available on the Intranet.
|All staff members get access to tools
required to make their profiles available on the Intranet according to their areas of
expertise (Yellow Pages).
|2.3 Measures to preserve institutional memory [iii].
(i) Absence of tools required to
conduct retirement and exit
(ii) No specific database on
(iii) No specific training for
safekeeping of records and
|(i) Tools are made available to
managers to conduct retirement and
(ii) Creation of a database of retirees
through the Yellow Pages mentioned above in Indicator 2.2.
(iii) All newly recruited staff and 30 per
cent of the existing General Services staff are provided with web-based
training to maintain consistency in
record keeping and archiving.
iii. Indicators 4.1 and 6.2 will also serve towards preserving institutional memory.
Outcome 3. Knowledge sharing is mainstreamed in programme and budget
strategies, DWCPs and technical cooperation project documents
Target for 2008-09
|3.1 Proportion of P&B strategies that
include elements of knowledge sharing.
To be constructed for P&B
proposals for 2010-11.
|All P&B strategies for 2010-11 explain the
role of knowledge sharing in achieving ILO
|3.2 Proportion of DWCP documents
that include elements of knowledge sharing.
Not all DWCP documents
|(i) Quality Assurance Framework
assesses DWCP documents on
whether or not knowledge-sharing
elements are taken into account.
(ii) All new DWCP documents take
knowledge-sharing elements into
|3.3 Proportion of the new partnership
framework agreements and
technical cooperation programmes
that take knowledge sharing
aspects into account.
Very few partnership framework
agreements and technical
cooperation programmes take knowledge sharing aspects into
|(i) All new partnership framework
agreements require active use of and
contribution to ILO knowledge base.
(ii) More systematic assessment of the knowledge sharing components of all
new technical cooperation programmes is put in place.
Outcome 4. Dissemination of ILO research, statistics [iv
].and publications is strengthened
Target for 2008-09
4.1 Measures to facilitate and
strengthen dissemination of ILO
(i) No single access point to
information on ILO publications
(external offices have individual
(ii) 10 per cent of all ILO
publications are available
(iii) Few research publications are
published in languages other
|(i) A single access point to ILO
information is created by integrating
ILO external bibliographic databases
into the central database (Labordoc).
(ii) At least 25 per cent of all ILO
publications are available online.
(iii) Executive summaries of all high
profile research publications to be
translated into French and Spanish and made freely accessible in
electronic and/or print form.
4.2 Number of additional labour market
data series that are available in the form of regional estimates
Regional estimates are available for
|Regional estimates are made available for
at least another two series.
iv. The collection, production and dissemination of statistics are an important part of any knowledge-sharing strategy. An external audit
of statistical activities in the ILO is currently under way. The results and recommendations of this audit will be used to develop further
indicators on statistics which will be integrated into this framework.
Outcome 5. Improved knowledge sharing with the UN agencies, constituents and other
organizations in general and in particular in the context of UN reform
Target for 2008-09
|5.1 Measures to strengthen ILO
knowledge sharing through
participation in UN reform.
(i) ILO participation in the working
groups on UN reform is not
(ii) The Intranet web site on UN
reform was launched in 2007.
|(i) ILO maps out its strategic
participation to the various interagency
working groups on UN
reform and participates in the
relevant community of
(ii) The Intranet web site on UN reform
adds interactive features and
becomes the main source of
knowledge sharing on management and coordination issues between
headquarters and field offices.
|5.2 Office-wide measures to improve
knowledge sharing with the UN agencies and other organizations.
(i) The ILO launched a toolkit for
and decent work in the UN
organizations and specialized
agencies in 2007.
(ii) The ILO does not share its
Intranet with any organization.
|(i) At least 50 per cent of the UN
organizations and specialized
agencies have conducted their initial self assessments as described in the
"Toolkit for mainstreaming
employment and decent work" and formulated action plans to promote
the goals of full and productive
employment and decent work.
(ii) Knowledge sharing system with the
UNDP is put in place to allow
reciprocal access to Intranet sites
and staff contact details.
Outcome 6. Improved IT-enabled environment that facilitates knowledge sharing
Target for 2008-09
|6.1 Number of new centrally provided
IT collaborative tools required to
create discussion forums, networks
and communities of practice.
Currently all staff in headquarters
and external offices have access to collaborative tools concerning
email, Skype, videoconferencing
(available in 65 per cent of external
offices), Listserver and Virtual
|(i) At least one additional tool is made
available to all staff, including in
external offices, to create web-based interactive discussion forums using,
for example, wikis and blogs.
(ii) 100 per cent of the external offices
have access to videoconferencing
facilities by end of 2008.
|6.2 Measures to improve information
retrieval, updating, thematic organization of the content and
design of the ILO web site.
(i) Only 30 per cent of the
organizational unit web sites
fully comply with the design
standards set by the
(ii) Only 2 per cent of the
organizational unit web sites at
headquarters use WCMS to
update the content.
|(i) At least 60 per cent of the existing
organizational unit web sites fully
comply with consistent ILO web site standards.
(ii) At least 25 per cent of the
organizational unit web sites use
WCMS at headquarters to update
|6.3 Proportion of documents related to evaluation available from one
Lack of easy access to evaluation-related
documents and absence of
|All documents related to evaluation are
available and searchable from a web-based
|6.4 Proportion of circulars and mission
reports available through EDMS
and availability of a standard template for mission reports through EDMS.
(i) Circulars are being integrated
into the EDMS.
(ii) Absence of a standard
template for mission reports.
|(i) All circulars and mission reports are
available and fully searchable electronically.
(ii) Create a standard template for all
|6.5 Measures to roll-out IRIS to
Full functionality at headquarters
and limited functionality in some
|(i) A pilot external office uses full IRIS
(ii) A results-based plan exists for the
IRIS roll-out to all regions.
(iii) At least one region uses full IRIS
v. Different levels of access rights to the database will be established depending on whether the user is an ILO official, donor or other
type of user.