Semi-Annual Performance Report: Organizational Development Activity (ODA) January 1, 2021 – June 30, 2021

The primary purpose of ODA is to drive exponential development advancements for the Ugandan people by supporting the USAID/Uganda Mission to increase OH. OH is defined as the Mission's ability to align around a clear vision, strategy, and culture, execute effectively against that vision, and continuously renew itself through innovation and creative thinking. The ODA focuses on five foundational domains to enhance team, cross-team, and organizational mindsets, practices, and performance. The three domains undertaken during this reporting period are Working Environment, Capabilities, and Direction & Leadership. Each domain contains three to five contributing elements. ODA's work to date has focused on specific elements, while measurement and reporting are captured on both the domain and element level. During the January to June 2021 reporting period, ODA implemented 66 Mission touchpoints encompassing team development sessions and retreats across seven Offices, leading to higher team functionality. Team development survey results indicated that teams which invested time in team development with ODA scored higher on four out of five key components of functional teams than those that did not. ODA also completed 30 Mission touchpoints of Supervisor Engagement and leadership coaching sessions, resulting in a positive impact on staff performance and behavioral changes in supervisors. In the Capabilities domain, ODA strengthened the EXO, supported the Mission as it developed the Leadership Academy, and provided supervisor coaching and launched implementation of the Supervisor Engagement 2.0 strategy. ODA also continued to support FSN capability development through individual coaching support and other interventions to support IDPs and performance improvement. In the Direction & Leadership domain, ODA supported various Front Office communications, including regular leadership announcements through the monthly ODA Compass newsletter, enhancing communication from leadership to the Mission. The ODA has made significant progress in improving the OH of the USAID/Uganda Mission. The needle has moved in the Working Environment, Capabilities, and Direction & Leadership domains. ODA's interventions have resulted in higher team functionality, positive impact on staff performance, and behavioral changes in supervisors. The Mission's leadership model behaviors to engender trust and encourage regular communication are systematic, and employee involvement is increasing, leading to tangible outcomes. The ODA has also supported the development of the Leadership Academy and provided supervisor coaching and launched implementation of the Supervisor Engagement 2.0 strategy. The ODA's work to date has focused on specific elements, while measurement and reporting are captured on both the domain and element level. The ODA has provided a comprehensive analysis of how the needle has moved on an annual basis in the January performance reports using the annual OH index survey administered in October and November, organizational health maturity matrix (OHMM) group discussions, outcome harvesting, and a variety of surveys on individual, team, and office level, and other available data. The ODA will continue to work towards improving the OH of the USAID/Uganda Mission in the final two years of the activity.