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DOCUMENTS LEGEND: (Those in bold numbers are the number of documents required if available)(Numbers (e.g. 1.1 1.2 2.1) are based on their number per entry point (e.g. Policy, People etc) on the GMEF Questionnaire attachedPOLICY1.1 1.2 2.1 All GAD-related and gender mainstream policies (3 issued and 2 revised)1.3 (2) Broad statements issued in support of GAD activities or issues2.2 (2) Policies issued to address internal and external needs of organization 2.3 Sample policy issuances directing (1) and/or using (1) of gender-fair language3.1 GAD Code/Agenda/Strategic Framework3.2 (4) GAD-Integrated Organizational/national sectoral plans3.3 (2) Sector specific GAD policies issued (2)4.1 (3) Existing GAD policies that bridged gender gaps of its internal and/or external clients4.2 (3) Enhanced policies based on results of gender analysis5.1 (2) Existing GAD policies replicated/modeled by other organizationsPEOPLECopy of the Creation & Reconstitution of the Gender Focal Point System Policy1.2 1.3 2.2 (2) GAD basic training & orientation attended by GAD Focal Point System members(2) GAD basic training & orientation attended by top management officials(3) GAD basic training & orientation attended by GAD Focal Point System members on GA Tools1.4 Attendance sheets of all Basic GAD Orientations or GST conducted/attended by the organization’s staff members1.6 (2) Issued policies by top management allowing staff members to participate in GAD-related activities (e.g., orders and memos)2.1 Documents indicating support by top management to the implementation of GAD Plan and Budget2.3 (2) Trainings conducted for concerned staff members on importance of collecting Sex-disaggregated data and gender statistics2.4 (2) Organization Program/Activities/Projects (PAPs) initiated or participated by male employees2.5 (2) GAD-related activities posted either on PCW site news, GAD corner in organization or social media for client awareness2.6 Documentation on consultations/meetings with clients regarding issues raised by clients (internal and external)3.1 Directive/s issued by top management to integrate GAD perspective in organization’s Program/Activities/Projects (PAPs) and performance indicators3.2 Enumerate Organization PAPs and performance indicators integrated with GAD perspective (1 each) for GFPS members and program implementers 3.3 (2) Instances where concerned staff members are able to utilize Sex-disaggregated data (SDD)/gender statistics for gender analysis to enhance organization’s GAD PAPs3.4 Documents issued by top management to appoint leadership positions to qualified women staff members3.5 Number of men and women in top management, middle management and technical staff3.6 How are clients able to participate in the planning and implementation of organization’s GAD PAPs4.1 List and profile of (3) GFPS members who conducted GAD-related training4.2 Copies of directives issued by top management regarding the monitoring of organization’s GAD PAPs or monitoring reports4.3 (3) GAD PAPs calibrated to address emerging gender issues4.4 Attach sample of Terms of Reference (TORs) or performance contacts of top management officials of the organization4.5 Details on (3) GAD-developed tools and/or knowledge products (KPs)4.6 Describe participation of internal and/or external clients in the planning, implementation and management, monitoring and evaluation of organization’s GAD PAPs5.1 Documentation of (3) meetings and or discussions where GAD concerns were raised by organization’s top management5.2 List and profile of (3) internal GAD experts who conducted GAD seminars/conferences/trainings for other agencies and organizations5.3 (3) GAD Awards/citations/nominations received by external clients of the organization ENABLING MECHANISMS1.1 Directory of the newly-created/reconstituted GAD Focal Point System (GFPS) of the organization1.2 (3) Exploratory activities by the organization (e.g PCW) to facilitate gender mainstreaming1.3 Enumerate types of SDD and/or gender statistics collected or generated, or Intake forms to collect information regarding sex-disaggregated database and enhancement of its Monitoring & Evaluation (M&E) system2.2 (2) Other GAD mechanisms established (Committee on Decorum and Investigation (CODI), Violence against Women and their children (VAWC) Referral System, Barangay Violence against Women (VAW) desk, Women’s Economic Empowerment (WEE) desk, etc2.4 (2) Consultations with organizations/individuals regarding conduct of GAD-related PAPs of the organization 3.1 Status/progress report (or client satisfaction survey, results of gender impact assessment, documented testimonies) of other GAD mechanisms established by the organization, including analysis of its functions and recommendations3.3 2017 Copy of the Audit Observation Memo (AOM) or Notice of Suspension and Disallowances (NDs) received from the Commission on Audit (COA) and the organization’s justification, if applicable.3.4 (2) Partnership/s or joint program/s with other organizations/agencies towards the strategic implementation of the organization’s GAD PAPs3.5 (2) GAD-related data and indicators used in the development planning cycle4.3 (2) Sector-specific Knowledge Products (KPs) developed from database with SDD and/or gender statistics (e.g. caselets, case studies, briefers, fact sheets, etc)4.4 Copies of Monitoring & Evaluation reports reflecting gender-related impacts of the organization’s GAD PAPs4.5 Documents on Knowledge Management System (KMS) with GAD related Knowledge Products (KPs)5.1 (2) Awards/citations/documented testimonies received by the organizations GAD Focal Point System (GFPS)5.2 (2) Awards/citations/documented testimonies received by the organizations other GAD mechanisms5.4 Website Link or information/data of MMDA’s Sex-disaggregated data for external clients, regional offices, or attached agencies and partners5.5 How are other organizations replicating MMDA’s KM system & is GAD integrated in the Knowledge Management System of these other organizations?Programs/Activities/Projects (PAPs)1.1 (3) International/ national/ local GAD-related events observed by the organization 1.2 Basic GAD orientation or GST conducted for the organization’s clients (internal and external) Attach training design, attendance sheets and results of training evaluation1.3 (2) Consultations (and subsequent results) with clients (internal and external) to identify gender issues and corresponding strategies conducted1.4 (2) Consultations (and subsequent results) with PCW and relevant organizations/individuals on GAD mainstreaming1.5 Existing IEC materials and KPs reviewed and revised to ensure use of gender-fair language and images (Provide a list of IEC materials reviewed and revised to ensure use of gender-fair language and images)1.6 GAD corner set-up (copy of the plan or photo layout of the GAD corner and list down titles of existing Information/Education/Communication (IEC) materials and KPs available for use and reference of clients and GAD Focal Point System (GFPS) members)2.3 (2) Deepening sessions on GAD conducted for GFPS or concerned staffCopy of Training Needs Analysis (TNA) results and design of deepening sessions2.4 (2) GA tools used to develop, review and/or enhance PAPs2.5 Enumerate (2) facilities and services addressing gender issues and concerns of the organization2.6 Copy of GAD-Orientation module for employees with gender sensitivity as core competency developed 2.7 (2) IEC materials on GAD for clients (internal and external) developed and disseminated 2.8 Link of GAD section in organization’s website, if available3.1 Monitoring reports on the implementation of GAD PAPs3.2 Organization’s GAD PB and GAD AR since the start of implementation3.3 (2) GAD capacity development activities conducted for clients (internal and external)3.4 (2) GAD capacity development sessions conducted for the internal experts and their areas of expertise developed through these sessions3.5 (2) GA tools applied in any stage of the development planning cycle and the frequency of application3.7 Copy of Knowledge Management (KM) system plan/framework or web link integrated with GAD4.1 GAD-related mandates being implemented and monitored by the organization with relevant monitoring reports4.2 (2) Sector-specific GAD capacity development sessions conducted for clients (internal and external) with activity reports and/or documentation of the sector-specific capacity development sessions conducted)4.3 (2) Programs/Activities/Projects (PAPs) assessed and list of gender analysis (GA) tools regularly applied by the organization4.4 Copy of draft or approved sustainability action plan on GAD PAPs of the organization4.5 Gender Impact Assessment Report of the organization’s GAD PAPs5.1 Organization is recognized as a GAD learning hub for its notable GAD PAPs List down (3) awards/citations/recognitions/ nominations received5.2 Convergence model resulting from partnerships recognized and replicated by other organizations Describe GAD convergence model that resulted from the partnership and list down organizations that replicated it 5.3 (2) GAD KPs and GAD IEC materials used by other organizations List down GAD KPs and GAD Information/ Education/Communication (IEC) materials developed and utilized by the organization (e.g. MCW mobile application, videos, brochures, etc.)5.4 Existing award/ incentive system of the organization integrated with GAD perspective Attach criteria for the existing award/incentive system integrated with GAD perspective and provide list of the awardees ................
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