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.

NATIONAL CLIMATE CHANGE COMMITTEE

(NCCC)

PRIVATE SECTOR (eg ESCOM)

CIVIL SOCIETY & NGOs

DISTRICT ASSEMBLIES(Chiefs, Communities, CBOs)

WATER RESOURCES & IRRIGATION ACADEMIA

FORESTRY DEPARTMENT

ENERGY DEPARTMENT

ECONOMIC PLANNING & DEVELOPMENT

PROJECT STEERING COMMITTEES

(PSC)

METEOROLOGICAL SERVICES

(Chair)

EAD(Secretariat)

INSTITUTIONAL SET-UP FOR CLIMATE CHANGE 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.

INFORMAL M&E OF CB ACTIVITIES FOR CC IN MALAWI

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 government-

initiated 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