Transcript Document

Gender Aware Monitoring
and Evaluation
Presentation overview
This presentation is comprised of the following
sections:
• overviews of monitoring and evaluation
• examples of M&E gender issues
• examples of approaches to M&E for gender
results
• indicators: what is an indicator, qualitative
and quantitative indicators
• selection criteria for indicator development
• performance Measurement Framework
Amsterdam, The Netherlands
www.kit.nl
Monitoring
• who included: management and field staff, partners,
beneficiaries
• what: inputs; activities, outputs; progress towards
outcomes and impact (using indicators); management
issues
• who conducts: usually internally conducted by project
staff
• how is monitoring conducted: methods and sources of
information are used
• when: on going but with “regular periodic episodes”,
often tied to reporting schedules
• who for: managers/staff, donors, partners
How are these gendered?
Amsterdam, The Netherlands
www.kit.nl
Evaluation
• assesses the outcome or impact of a policy,
organisation, programme or project.
• usually happens at the end and is usually done
against planned results, except mid-term
(sometime called review)
• it may also examine the design quality,
implementation efficiency and (cost)
effectiveness, and the institutional, economic,
social and environmental sustainability of
achievements.
• most identify lessons for the future or for other
organisations, programmes, etc.
• aim to improve learning for decision-making,
resource allocation, and accountability
Amsterdam, The Netherlands
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Evaluation
• who conducts: usually external (consultants)
• who is included: partners, donors, beneficiaries
and other stakeholders
• who for: implementing organization, donors,
learning institutions
• what: entire project, selected components,
theme, organization, audit (financial or
otherwise)
How are these gendered?
Amsterdam, The Netherlands
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Examples of M&E Gender Issues
Project:
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Women and men’s equal participation in decision-making
processes in private and public spheres
Women and men’s equal access to and control over resources
and access
Negative impacts on women (due to the project), for example
increased work load, incidents of violence or other forms of
backlash
Women’s empowerment (confidence, self-esteem, capacity for
leadership and self-organisation)
Gender stereotypes and discriminatory attitudes toward women
and girls. This includes changes in the understanding and
commitment of men to support women’s empowerment (as
measured by women and men separately)
Amsterdam, The Netherlands
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Examples of M&E Gender Issues
Organizational
What are the factors in partner organisations and your
offices that are facilitating or hindering the successful
mainstreaming of gender in the project? For example:
• Is there a gender balance of staff at all levels especially
in management?
• Are gender-aware recruitment practices used?
• Do women and men have equal access to career
development opportunities?
• Are there clear lines of accountability for achieving
effective gender mainstreaming and impact on gender
equality?
Amsterdam, The Netherlands
www.kit.nl
Examples of M&E Gender Issues
Organizational (continued)
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Is strong leadership and role modelling on gender
mainstreaming being shown by the management?
Is data disaggregated by sex?
Are resources allocated to gender equality work?
Is there collaboration/communication with external
groups working on gender, especially women’s groups?
Is the working culture of the organisation conducive to
the empowerment of women or do discriminatory
attitudes and practices exist?
Do family-friendly organizational policies exist e.g.,
flexible working hours, childcare?
Amsterdam, The Netherlands
www.kit.nl
Examples of approaches to M&E for
gender results
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gender
gender
gender
gender
Amsterdam, The Netherlands
budgeting
audits
specific monitoring and evaluation
specific research
www.kit.nl
What is an Indicator?
An indicator is a:
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fact
figure
feeling or perception
judgment
that lets you measure a change in a situation or
condition and which confirms progress towards
achievement of a specific result. It’s a pointer.
Amsterdam, The Netherlands
www.kit.nl
What is an Indicator?
• it is a planning, monitoring and evaluation
instrument
• use of indicators promotes measurement of
results based on evidence instead of random
judgment
• can have input, output, outcome, impact, risk
and process indicators
• indicators can be quantitative or qualitative
Amsterdam, The Netherlands
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Gender Sensitive Indicators
• key to gender aware M&E
• sex disaggregated
• measure gender related changes over time e.g.,
status, roles, access and control
• qualitative and quantitative
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Quantitative and Qualitative Indicators
• Quantitative indicators are numerical
measurements of change, such as the number of
women receiving loans for the second time.
• Qualitative indicators are people's perceptions,
such as opinions regarding changes in social
status. They can, however, be quantified.
• Identifying sources of information are useful in
distinguishing between quantitative and
qualitative indicators.
Amsterdam, The Netherlands
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Qualitative Indicators
• Qualitative measures measure longer term
changes, are more detailed and are variable in
content than quantitative measures
• Analysis is difficult because responses are not
standardized or systematic. But the richness
and depth of information far exceeds
quantitative measures
• Qualitative assessments are labour intensive,
hence data is expensive to collect
• It is better to use both types of indicators to
complement and cross-validate each other.
Amsterdam, The Netherlands
www.kit.nl
Types of Indicators and the LFA
• Impact: a mixture of quantitative and qualitative
indicators may be used.
• Outcomes: qualitative and quantitative (or qualitative
information could be expressed in a quantitative format)
• Process: quantitative (e.g., between outputs and
outcomes) and qualitative (e.g., perceptions and
judgments)
• Outputs: quantitative
• Input: quantitative, concerns resources
• Risk: quantitative and qualitative (e.g., perceptions and
judgments)
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Limitations of Indicators
• Project performance cannot be measured solely
in terms of performance indicators
• Indicators are no substitute for sound judgment
and management of project accomplishments
• Several different indicators may give conflicting
signals for the same result
• Indicators are one of several M&E tools. There
are limitations to their use, particularly when
there is a need to analyze social and gender
processes and relationships
Amsterdam, The Netherlands
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Limitations of Indicators
• Indicators are signals, prompting a manager to
ask questions about a projects' progress,
particularly why a project is succeeding or
failing. Answering these questions calls for a
much wider level of analysis
• Indicators are a step towards a wider analytical
process; they should be developed and selected
on this basis
• Indicators are only as good as the result
statements (SMART), and gender analysis;
• Base line data is key
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Other things about Indicators
• Indicators should be limited in number. Too much
information can lead to paralysis.
• Indicators should be developed collaboratively with all
the stakeholders drawing on their collective knowledge
• Indicators will initially be developed at the design stage
(broad), confirmed at the inception stage (made more
specific) and be continuously monitored
• The main focus of indicators through the project cycle
should be on outcome indicators, because they best
measure results
Amsterdam, The Netherlands
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Selection Criteria for Indicator
Development
• Validity
• Usefulness
• Reliability
• Simple and not costly
• Easily collected
• Timely
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Validity
• Does the indicator really measure the result?
• Could the indicator be affected by things other
than the result?
• What are the uncertainties about how this
indicator measures result?
• Do the data mean what they are thought to
mean?
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Usefulness
Will the information be useful for decision-making?
Does the information provided by the indicator
meet the needs of its target audience?
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Reliability
Does the indicator permit you to measure the
result over time?
Will it consistently produce the same result if it is
applied repeatedly to a situation that has not
changed?
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Simple and not costly
• Can you afford to measure this indicator, given
the need for timely, accurate information?
• Is the information you will get worth the cost?
• Could these resources be better used for other
indicators?
• Does this indicator allow a relatively easy
analysis of the result?
• Does it make it easy to communicate the status
of the result?
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Ease of data collection
• Is the data available?
• What are the data collection procedures related
to this indicator?
• Can data collection, compilation and analysis
be conducted in a consistent and rigorous
manner?
• Do you have people with the skills needed to
collect this data?
• What equipment and/or expertise is needed?
• What are the sources of information?
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Timeliness
Will the indicator provide the information in a time
frame that allows it to be useful?
If there are several actors who require the
information provided by this indicator, does it meet
their different timing needs?
Amsterdam, The Netherlands
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Performance Measurement Framework
• planning and communication tool that
outlines the what, who, when and how of
monitoring (but also informs evaluation)
• key is establishing gender sensitive
performance indicators
Amsterdam, The Netherlands
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Performance
Indicators
Development
Objective/
Impact
Outcome
Output
Activities
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Data
sources
Collection
methods
Frequency
/Timing
Responsibility