The development objective of the Statistical Capacity Building-Change and Reform for the Development of Statistics Project is to increase the effectiveness and efficiency of the Indonesian National Statistics Office (BPS-Statistics Indonesia) to produce and disseminate reliable and timely statistics in accordance with international standards and best practices, and to be responsive to user needs. The project will have the following components: (1) Improved Statistical Quality. This component includes the strengthening of Data Collections and Processing, and Statistical Methodology for selected priority product lines, as well as key cross cutting issues, such as analysis, survey management, quality assurance, user engagement and dissemination. The statistical systems need to be improved to detect and process errors more efficiently, integrate better to eliminate duplication and increase interoperability of data and systems, and provide reliable and timely statistical products.(2) Improved ICT Platform and Statistical Information Management Systems. This component will standardize and centralize IT operations and resources, moving towards increased used of common tools and methodologies, shared systems and pooled resources across subject matter units. Under the Project, BPS will develop an integrated statistical system, with network connectivity to regional offices. This component will also address HR capacity building issues specific to IT skills and management requirements for the new environment, such as applications and database development, operations and maintenance, procurement and contract management.(3) Improved Human Resources Management and Development. Capacity of the HR Bureau and its staff needs to be upgraded to sustain changes induced under the project, and changes are needed in HR policies to introduce performance-based management and incentive schemes, and improve areas such as staff placement, rotation and promotion policies. The Project will also address HR Development needs, focusing on strengthening training policies, programs and capacity (both transitional and permanent, career-path oriented training). Training policies and programs should be integral parts of the larger HR management scheme, and geared towards supporting corporate business needs and contributing to individual career development. The Project will strengthen the BPS Education and Training Center (ETC) as the in-service training facility to effectively manage and provide a full course of essential and relevant management and technical training required by BPS managers and staff at all levels. The Project will also upgrade the existing HR management information system (SIMPEG) to be able to provide managers with information required to take decisions on HR planning and development.(4) Improved Organizational Alignment. This component will address 5.1 to ensure that the future BPS organization is ?right-sized? and that its organizational structure and arrangements are strategically aligned with the changes induced by business process reengineering, introduction of new technologies and systems, and new HR requirements. Any changes to 5.1 (Statistics Law and related government regulations) that may be necessary as a result of changes will also be addressed. Change management strategy will also be developed to ensure the acceptance and sustainability of changes instituted under the project.