Impact Evaluation of Field Level Leadership in Addis Ababa Water and Sanitation Authority
Last registered on October 02, 2019

Pre-Trial

Trial Information
General Information
Title
Impact Evaluation of Field Level Leadership in Addis Ababa Water and Sanitation Authority
RCT ID
AEARCTR-0004445
Initial registration date
October 02, 2019
Last updated
October 02, 2019 11:13 AM EDT
Location(s)

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Primary Investigator
Affiliation
Toulouse School of Economics
Other Primary Investigator(s)
PI Affiliation
World Bank
PI Affiliation
World Bank
Additional Trial Information
Status
In development
Start date
2019-08-01
End date
2020-12-31
Secondary IDs
Abstract
We propose the evaluation of a new approach that is centered on improving the motivation of
public utility employees, by creating spaces for safe communication and collective introspection across and within the institutional hierarchy. This approach, titled Field-Level Leadership (FLL), constitutes a set of interventions aimed at identifying and supporting a cadre of motivated employees at all levels in the organisation. It allows self-identification of individual staff as change leaders, and emergence of internal constituencies of support for positive change.

The program implementation is planned to be progressive across the eight branches of the Addis Ababa Water and Sanitation authority. We propose an evaluation at three levels: (1) At the branch level (DiD) we track branch performance indicators; (2) At the employee level (DiD) we perform surveys to asses work motivations and the changes in employee's networks; and (3) At the consumer level (BDD) we evaluate consumers service perception.
External Link(s)
Registration Citation
Citation
Joseph, George, Josepa Miquel-Florensa and Sanjay Pahuja. 2019. "Impact Evaluation of Field Level Leadership in Addis Ababa Water and Sanitation Authority." AEA RCT Registry. October 02. https://doi.org/10.1257/rct.4445-1.0.
Sponsors & Partners

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Experimental Details
Interventions
Intervention(s)
The Field-Level Leadership (FLL) approach constitutes a set of interventions aimed at identifying and supporting a vanguard group of change champions in public agencies to lead improvements in performance and service delivery outcomes. The identified employees, from all levels in the organization, will be trained to motivate their colleagues and improve the branch communication both horizontally (across peers on same rank) and vertically (across ranks). Three key elements distinguish the FLL approach: (i) it is designed to identify and support the emergence of a critical mass of change leaders in public agencies, as opposed to relying on the leadership of a singular/few leaders at the top of the hierarchy; (ii) it relies on organic processes led entirely by the agency staff, as opposed to external facilitators; and (iii) it encourages the application of local, field-level knowledge for addressing longstanding service delivery challenges.

Intervention Start Date
2019-09-01
Intervention End Date
2019-11-30
Primary Outcomes
Primary Outcomes (end points)
Employee: Network (professional, personal and social) of the employee in the branch, job motivation and performance.
Consumers: Service perception.
Branch: Indicators on branch performance.
Primary Outcomes (explanation)
Secondary Outcomes
Secondary Outcomes (end points)
Secondary Outcomes (explanation)
Experimental Design
Experimental Design
Randomization of Field Level Leadership intervention across two pairs of branches.
Experimental Design Details
Not available
Randomization Method
Matching of branches as per size and service provision difficulty. Random allocation to treatment inside the pairs.
Randomization Unit
Institution Branches
Was the treatment clustered?
No
Experiment Characteristics
Sample size: planned number of clusters
Four branches: two in treatment and two in control
Sample size: planned number of observations
Employee level: 250 employees x 4 branches = 1000 obs. Household level: 500 households x 3 borders = 1500 obs.
Sample size (or number of clusters) by treatment arms
Four branches: two in treatment (250 employees x 2) and two in control (250 employees x 2).
Minimum detectable effect size for main outcomes (accounting for sample design and clustering)
IRB
INSTITUTIONAL REVIEW BOARDS (IRBs)
IRB Name
TSE Review board for Ethical Standards in Research
IRB Approval Date
2019-09-07
IRB Approval Number
2019-08-001