Transcript Monitoring and Evaluating Capacity-building in Malawi

MONITORING & EVALUATING
CAPACITY BUILDING IN
MALAWI
Presentation by:
Shamiso Najira and Evans Njewa
Environmental Affairs Department
Malawi.
Overview
• Institutional Set-up
• Monitoring and Evaluation Indicators for
climate change
• Performance Management System, as an
M&E tool.
INSTITUTIONAL SET-UP
FOR CLIMATE CHANGE
IN MALAWI.
NATIONAL CLIMATE
CHANGE COMMITTEE
(NCCC)
METEOROLOGICAL
SERVICES
(Chair)
PROJECT STEERING
COMMITTEES
(PSC)
ECONOMIC PLANNING
& DEVELOPMENT
PRIVATE SECTOR
(eg ESCOM)
EAD
(Secretariat)
CIVIL SOCIETY
& NGOs
ENERGY
DEPARTMENT
DISTRICT ASSEMBLIES
(Chiefs, Communities, CBOs)
WATER RESOURCES
& IRRIGATION
FORESTRY
DEPARTMENT
ACADEMIA
INFORMAL M&E OF CB ACTIVITIES FOR CC IN MALAWI
Capacity Building
Activities
Performance Monitoring
indicators
Outcomes
1. Stakeholder
meetings
Stakeholders involved in
CC issues.
-Increased interest to
participate at COP.
-increased
contribution to radio
phone-in programmes
2. Advocacy meetings
Number of adaptation
projects developed
-Increased no. of
project proposals for
processing for
funding.
-improved
understanding of CC
impacts as relates to
socio-economic
factors.
3. NCCC, PSC
meetings
Ability to guide
development &
implementation of
programmes
Effective
implementation of
projects/programmes.
Capacity Building
Activities
Performance Monitoring
indicators
Outcomes
4. GoM/Donor
Technical Working
Group on CC
CC issues integrated into
development agenda
CC issues integrated
into the MGDS
5. Participation to
Subsidiary Bodies
meetings
No. of participants
attended
Improved capacity to
implement activities.
6. Preparation of
National
Communications
National Communications
produced
Ability to carry out V&A
assessments.
7. Climate Change
Newsletter
Keep stakeholders
informed and updated on
national initiatives
-Increased subscription
& demand for the
newsletter
-increased contribution
of articles to newsletter.
Performance Management System (PMS)
• Recently adopted – 2008/2009 financial year
in Malawi
• Overall objective: Improved performance of
the civil service – behavioural change
• One specific objective: monitor & evaluate
available capacity including M&E of CB
• Interactive and hierarchical where
surbodinates answer to responsible officers
i.e Officer → Director → PS → Minister
• Involves isolating planned activities, tasks,
targets based on which annual evaluations
are made.
• High performance will attract incentives e.g
pay rise, promotions, necessary training.
• Low performance result into detailed
analysis of situation to reveal challenges:
inadequate skills, resources, etc.
• New system in the civil service, departure
from the closed system of evaluating
performance and capacity development.
– System is being piloted and will be evaluated.
Conclusion
• EAD underwent functional & structural review
– M&E section will be established within the Dept.
– Currently M&E informally done through work plans
and reports
• Previously, no formal M&E exercise for governmentinitiated activities or CB initiatives
– As opposed to donor-funded
– PMS will assist to formally monitor and evaluate CB
• CC activities integrated into MGDS, in line with govt.
development priorities
– ensure systematic monitoring and evaluation of
programmes, activities and capacity development,
including those of climate change.
END OF PRESENTATION
THANK YOU