Electoral change management requirements will depend on the extent of the reform and the specific electoral processes involved. Changes to the model of the EMB — for example, from a Governmental to an Independent Model — require particularly careful planning to ensure a smooth transition and the retention of skills and institutional memory. It is crucial that changes to electoral structures and frameworks are agreed long enough before electoral events to allow for the preparation of new materials and the effective implementation of training.
Especially where the process of change applies to the nature or structure and staff of an EMB, it is essential to appoint a skilled manager and communicator to oversee and implement the changes. Changing organizational structures and individual roles within structures will inevitably create tension. Transparency, honesty, serious consultation, communication and adequate forewarning are essential elements of managing personnel through electoral change. Timing is also critical. EMB staff have skills and knowledge that may be difficult to replace, especially close to an election date. Involving EMB members in change management demonstrates the EMB’s commitment to reforms.
Reforming electoral technical processes may require the help of experts who specialize in particular technical areas. In implementing technical reforms, an EMB needs to ensure that the right procedural and system specifications have been chosen and correctly implemented. Thorough development review processes and pre-implementation testing are essential. The change management process also needs to include measurable indicators to evaluate the implementation of the electoral reforms, and clear responsibilities for reporting on indicators and improving performance if any indicator is not achieved.
