Monitoring, Operations Research and Evaluation for Adaptive Programmes (MORE-AP)

   Am sure you have seen the adverts everywhere looking for an evaluation consultant or evaluator.  All of them in whatever sector, field, context or organization, they always say what they are looking for in an evaluator. All adverts for evaluators will mention  "experience of designing and conducting evaluations",  "Strong analytical skills",  "ability to work with and as a part of teams",  "excellent report-writing and editing skills",  "Excellent data presentation and visualization skills" , etc. All this points to competencies required of an evaluator. Several articles and resources on  skills needed to be an evaluator exist , in most cases grouped together with skills for monitoring. Today, I will be highlighting the competencies you need to develop to be a very good and agile evaluator. The beauty of evaluation is that it builds on other professions with few modifications in the applicability of competencies.  For example, if y

  Once you have a program or project, we assume everything that needs to be done is clear and clear to everyone.   However, there is always no dull moment for Monitoring and Evaluation nerds. You have all those figures in the project document and your job is to make sure everyone knows the best way to get those figures or to get to them (achieve them).   That is target setting. For the sake of this blog, I keep monitoring and evaluation together, mainly because it is usually the same individual or team responsible for both roles. Indicators are what drives monitoring. But targets will decide how monitoring will be done, how results will be interpreted, and how success will be celebrated. But it is worth knowing wrong targets may point to issues related to limited understanding of the intervention the target beneficiaries. We have all been in a place where our tasks included everyone asking you to set targets every year. And they even emphasize, targets that are ambitious and re