In the Advance Unedited Version of the Secretary-General’s Report to the Economic and Social Council, paragraph 34 states:
The 2030 Agenda was deliberately designed to be comprehensive and integrated. Together with the complexity of the challenges at the country level, it demands UN development system entities to work closely together and pool expertise. It also requires a new and more integrated approach to capacity building of national institutions – private and public – especially for SDG planning, monitoring, evaluation and implementation. Yet the system still lacks a common methodology or standards for capacity development.
There are many competing ideas on how to build the evaluation capacity of national institutions so that they can carry out their mandate to monitor and evaluate progress towards the SDGs. ECDG is of the opinion that the theoretical framework that offers the best prospect for success is Organisation Development (OD).
According to French and Bell, OD is the applied behavioural science discipline dedicated to improving organisations and the people in them through the use of the theory and practice of planned change. ECDG believes that the international community should not have as a goal to make everybody in national institutions an evaluation expert. The goal should be to make them AGENTS OF CHANGE.
The change that we want people to effect is to create systems within national institutions for monitoring and evaluating progress towards the SDGs. In order to do that, they will need OD competencies as much as they will need evaluation competencies. According to Cummings & Worley (2009) the required OD competencies include:
Organization design: the decision process associated with formulating and aligning the elements of an organizational system, including but not limited to structural systems, human resource systems, information systems, reward systems, work design, political systems, and organization culture;
Organization research: field research methods; interviewing; content analysis; design of questionnaires and interview protocol; designing change evaluation processes; longitudinal data collection and analysis; understanding and detecting alpha, beta, and gamma change; and a host of quantitative and qualitative methods;
System dynamics: the description and understanding of how systems evolve and develop over time; how systems respond to exogenous and endogenous disruption as well as planned interventions (e.g., evolution and revolution, punctuated equilibrium theory, chaos theory, catastrophe theory, incremental vs. quantum change, transformation theory, and so on);
History of organizational development and change: an understanding of the social, political, economic, and personal forces that led to the emergence and advancement of organizational development and change, including the key thought leaders, the values underlying their writings and actions, the key events and writings, and related documentation;
Theories and models for change: the basic action research model; participatory action research model; planning model; change typologies (e.g., fast, slow, incremental, quantum, revolutionary); Lewin’s model; transition models and so on.
Want to know more about OD? Below are the titles of some textbooks that you might check out.
Organization Development – French & Bell
Organization Development – V. G. Kondalkar
Organizational Development & Transformation- French, Bell & Zawacki
This one can be down loaded for free: Organization Development & Change – Cummings & Worley
 Repositioning the UN development system to deliver on the 2030 Agenda – Ensuring a Better Future for All. 30 June 2017