MONITORING

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MONITORING EVALUATING CAPACITY BUILDING IN
MALAWI

• Presentation by
• Shamiso Najira and Evans Njewa
• Environmental Affairs Department
• Malawi.

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Overview

• Institutional Set-up
• Monitoring and Evaluation Indicators for climate
  change
• Performance Management System, as an ME tool.

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INSTITUTIONAL SET-UP FOR CLIMATE CHANGE IN MALAWI.
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INFORMAL ME 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.
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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 VA 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.
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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 ME of CB
• Interactive and hierarchical where surbodinates
  answer to responsible officers
• i.e Officer ? Director ? PS ? Minister

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• 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.

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Conclusion

• EAD underwent functional structural review
• ME section will be established within the Dept.
• Currently ME informally done through work plans
  and reports
• Previously, no formal ME 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.

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• END OF PRESENTATION
• THANK YOU