FINAL EVALUATION OF THE FIRST PHASE OF NATIONAL … · 2013. 10. 9. · Annex 1 Studies conducted...

República de Moçambique

Ministério da Agricultura

FINAL EVALUATION OF THE FIRST PHASE OF NATIONALAGRICULTURE DEVELOPMENT PROGRAMME

PROAGRI (1999-2005)

VOLUME II-C: CASE STUDIES

MARCH 2007

Volume II-CEvaluation of the First Phase of the National Agriculture Development Programme

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TABLE OF CONTENTS

PART A BACKGROUND 1

PART B REPORTS A-1

APPENDIX XV HUMAN RESOURCES CASE STUDY A-1

1. INTRODUCTION A-2

2. RELEVANCE OF HR ACTIVITIES A-3

3. EFFICIENCY OF HR IN MINAG A-43.1 SIP established at MINAG A-53.2 Efficient management of the human resources A-5

4. EFFECTIVENESS OF HR PROGRAMMES A-18

5. IMPACT OF HR PROGRAMMES A-19

6. SUSTAINABILITY A-20

7. LESSONS LEARNT A-21

ANNEX 1 NUMBER OF EMPLOYEES THAT BENEFITED FROMSCHOLARSHIPS, BY ACADEMIC LEVEL ANDWORKING PLACE A-22

ANNEX 2 ORGANOGRAM OF MINAG A-23

ANNEX 3 ORGANOGRAM OF MAP A-25

ANNEX 4 CHANGES IN COMPOSITION OF CENTRALORGANS 2000-2006 A-26

ANNEX 5 CHANGES IN COMPOSITION OF SUBORDINATEINSTITUTIONS 2000-2006 A-27

ANNEX 6 METHODOLOGY A-28

APPENDIX AXVI EXTENSION/RESEARCH CASE STUDY A-29Annex 1 Studies conducted by IIAM Between 1999 and 2005 A-55Annex 2 Publications between 1999 and 2005 A-64Annex 3 Methodology A-73

APPENDIX XVII GENDER ISSUES CASE STUDY A-74

VOLUME I MAIN REPORT


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VOULUME II-A SOUTHERN PROVINCIAL REPORTS

VOLUME II-B NORTHERN PROVINCIAL REPORTS

VOLUME III PROGRAMME BASELINE ANALYSIS AND SURVEYINSTRUMENTS


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PART A: BACKGROUND

PriceWaterhouseCoopers has been appointed by the PROAGRI CoordinationGroup under the agreed upon Terms of Reference in the bid proposal, to providea final evaluation of the first five-year phase of PROAGRI, the country’s firstSector Wide Approach (SWAp) Programme, which supported agriculturaldevelopment. Accordingly, a team was fielded in Maputo at the beginning ofAugust. The team consisted of five consultants; three locally based, and tworegionally based (see Appendix IV in Volume I for a complete list of consultants),and was supported by a number of short term consultants.

The objective of the evaluation mission was to assess the impact of PROAGRI atboth the institutional level and at the level of the basic users of agriculturalservices provided by the Ministry of Agriculture. Through the objectives stated inthe two main documents of the programme, the efficiency of the activities,effectiveness of the results and the sustainability of outcomes were analyzed.

The evaluation team held its initial meeting with the Comité de Acompanhamento(CA) on 27 July in Maputo, where they were briefed on the background ofPROAGRI, its activities, and the intent of the PROAGRI management and the CAin proposing the mission being undertaken. The CA comprises representativesfrom MINAG, relevant other ministries and donors contributing to the PROAGRISWAp (see Volume I, Appendix II for complete list of CA members). TheEvaluation Team took full advantage of the supervision of the CA at all stages:adjusting the initial survey documents to include observations by the CAmembers, arranging for CA members to accompany the survey field activities atcertain points, and conferring with the CA at an early stage of the document’sdevelopment to ensure the report had fully absorbed all points of view.

A detailed review of current documentation and initial interviews of key MINAGdepartments and donors followed the initial briefing, to allow the team to developthe full view of the situation as PROAGRI was started. Using the informationobtained, the team developed a work programme and drafted some initial surveyguidelines and questionnaires for the various levels of information collection.

The methodologies, draft survey instruments, proposed timetable and proposedreport layout were collected into a draft Inception Report and presented to the CAon 16 August. The CA met several times to discuss the issues raised in theInception Report, and delivered a detailed assessment to the team in a reportdelivered on 13 September, followed by a meeting on 14 September. The issuesraised were included in the revised programme of activities, which then continuedinto field work.

A major part of the evaluation process was a series of stakeholder surveys thatobtained information on the perception of PROAGRI among the differentstakeholders – ministry officials, technicians, donors, NGOs, privatebusinessmen, and producers. The survey format included a mixture of bothquantitative questions and qualitative interviews (see Volume III for copies of theformats used).


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Field surveys were carried out at the provincial administrative level, the districtadministrative level, the private sector interface and the basic producer level ineach province. The various survey instruments covered all stakeholders andlooked at opinion and perception of PROAGRI. A full range of administrativeofficers at the provincial and district levels were contacted and interviewed for thesurvey, including both qualitative and quantitative sections. Other stakeholders(NGOs, private traders, input suppliers, micro-lending institutes, local donoroffices, etc.) were included as found available in the areas visited, and werequestioned using the main qualitative question guidelines developed for the othersurvey participants. Visits with farmers were extensively organized in each area.A wide range of types of farmers was looked for, depending on availability at thetime of the survey: individuals, associations, smallholder, commercial, women’sgroups, youth groups, etc. These surveys concentrated on problems faced,changes in operating environment and access/impact of MINAG field operations.

Separate compilations of financial, administrative and statistical data provided aninventory of inputs as a comparison. It was physically impossible to travel to alldistricts, but approximately 30% of districts in each province were visited.Individual provincial reports are included as appendices to this main report (seeVolumes II-A and II-B).

At the same time, an extensive survey of central MINAG activities was carriedout. PROAGRI activities and results were identified and integrated into theoverall programme analysis. Financial tracking was of particular concern,especially in watching the delivery of funds to the field activities.

As well as the provincial reports identifying specific factors in each province,certain component areas were identified as focal evaluation areas and given in-depth study by part of the evaluation team. The areas identified for special studywere Human Resources and Extension/Research. Each of the special casestudies has its individual report included as an appendix. Data from allappendices are, of course, fully included in the main report.

The following caution regarding data must, however, be made: as mentioned inboth the audit reports and the mid-term review, data obtained, even from officialsources, is not very reliable. It can serve as a broad indicator, but must beviewed with critical scepticism. The status of field data is exemplified by acomment from a provincial DAF when specific data was requested, “we justabstracted that data for you yesterday and sent it through Central DAF. Pleaseget it from them, because if we abstract it again, the figure will be different thanthe original.”

Continuous contact with the CA, and PROAGRI administration, was maintainedthroughout, including arrangements for CA members to accompany teammembers on portions of the provincial surveys. A draft report was madeavailable to the CA on 22 December 2006 for comment. A wider stakeholderworkshop was held on 30 January 2007. Comments were incorporated into thefinal report, which was delivered to MINAG at the end of March 2007.


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This document is Volume II-C of the Final Evaluation of the First Phase of theNational Agricultural Development Programme (PROAGRI I), containing theCase Studies.


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PART B: REPORTS

APPENDIX XV: HUMAN RESOURCES CASE STUDY


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1. INTRODUCTION

This case study is part of the Final Evaluation of the First Phase of NationalAgriculture Development Programme – PROAGRI (1999-2005). The generalobjective of the study case was “to evaluate the improvement of humanresources capacity and human resources management of the ministry incharge of agriculture from 1999 to 2005”. The working team on this casestudy was provided with specific terms of reference and the methodology tofulfil this assignment is found in Annex 6.

The human resources (HR) is a subcomponent of PROAGRI’s InstitutionalDevelopment component discussed in detail in the Main Report (Volume I).As defined by the PROAGRI master document, the human resources subcomponent had the following specific principles:

- long term commitment to capacity building at central and local levelbased upon assessment of human resources needs;

- agricultural education pursued through coordination between MINAGand MINED, in order to gradually reduce the dependence on long-teminstitutional technical assistance; and therefore improving employment;

- Include in the terms of employment incentives compatible with civilservice reform;

- employment incentives compatible with the on going civil service reformprocesses; and

- efficient, an effective management of MINAG resources based on workforce duly motivated (incentives, remuneration, career advancement,responsibility, mobility, and hiring based on merit).


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Table 1 shows the targeted results and indicators. The indicators weresupposed to fulfil the immediate objectives of PROAGRI I.

Table 1. The immediate objectives, results and indicators of human resourceand training subcomponent.

Immediateobjectives Results Indicators

1. SIP implantedat MINAG

1.1. Organized individual files, staffdata registered in the SIP;

1.2. Routine updating and safety ofdata established andimplemented;

1.3. Capacity to supply informationof the MINAG

- 100% of MINAG staffwith individual files;

- SIP unities installed atcentral levels and inmain centers of staff;

- Management annualreport.

2. Efficientmanagementof the humanresources

2.1. Capacity of human resourcesmanagement installed;

2.2. Work force characterizedaccording to the MINAG’sneeds;

2.3. MINAG’s staff integratedresponsibilities defined, workingconditions improved;

2.4. Additional necessary staffrecruited;

2.5. Proposed specific legislationand norms disseminated.

- Staff departmentsorganized and staffedwith skilled people;

- The staff establishmentharmonized with theneeds;

- Job description for allMINAG staff;

- Skilled people hired;- Regulations approved.

3. Developmentof humanresources

3.1. Staff professional trainingdefined and implemented;

3.2. Re-established the relationshipwith the institutions providingtraining to the MINAG.

- Training plan approved;- Agreements with

institutions providingtraining.

Source: PROAGRI Master document, 1998.

1.1.

The focus of human resources subcomponent, was on management andtraining in the MINAG`s Directorate of Human Resources. Activities werecarried out at central and provincial levels, covering such actions as theorganization of the work force on the basis of the SIP, analysis of theMINAG´s staff and it’s adequacy to the needs (weaknesses and capacityanalysis), preparation and execution of a training plan, the study andimplementation of incentives systems, and recurrent management of thehuman resources.

2. RELEVANCE OF HR ACTIVITIES

In 1998 the Ministry of Agriculture and Fisheries had 5,180 employees, ofwhich 4,302 (83%) were on permanent basis, and 878 (17%) employed oncontract terms. More than 80% of the MINAG staff had qualifications lowerthan the secondary school level, 13% had pre-university qualifications, and

Formatted: Bullets andNumbering


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only 336 (6.5%) had university degrees. Among the 336 employees with higheducation, 79% were civil servants and 21% were employed under contractterms.

Among the 4,302 people employed in 1998 on a permanent basis, 603 (14%)were contracted for the central level, 1,180 (27.4%) for the subordinateinstitutions and 2,519 (58.6%) for the Provinces. In terms of academic traininglevels, 285 (85%) university trained technicians worked at central level andonly 51 (15%) worked at provincial level. The high concentration of highlyeducated people at central level was caused by poor salary and workingcondition in the provinces. On the other hand, university trained techniciansworking on projects at all levels received salaries of up to 19 and 20 timesbetter than those working as civil servants.

The Consultants considered the MINAG’s objectives and functions, and feltthat it was necessary to identify the effectiveness of the human resources inquantity or in quality at the different levels (OC, IS, and DPAs). Based on theinformation obtained, it would be possible to define the recruitment andtraining needs as well as the actions to be taken to stimulate and retainpeople in the Ministry (incentives, remunerations, career advancementsmobility, and hiring based on individual merit). However, due to lack oftrained people at the ministry to conduct this process, the Consultants notedthat it was not done.

Similarly, it became urgent to establish and maintain a staff registration andmanagement database at central, provincial and district levels, in order toallow MINAG to generate periodic Human Resource information.

Taking into to account the above-mentioned, both the objectives (SIPimplanted at MINAG, efficient management and development of humanresources) and the principles defined for the human resource and trainingsubcomponent of PROAGRI I were relevant and pertinent. The HRsubcomponent was an important part of the ProAgri I Insitutional reformcomponent and key to attainment of the programmes other objects. However,impact of PROAGRI I implementation was not apparent because most of theobjectives and principles were only partially implemented.

3. EFFICIENCY OF HR IN MINAG

The analysis of the efficiency of PROAGRI I HR subcomponent was based onthe comparison between the achieved or implemented activities with thetargets.The details of immediate objectives are covered in Table 1.


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3.1. SIP established at MINAGOrganized individual files, staff data registered in the SIP, routineupdating and safety of data established and implemented;

At the time of the evaluation in November 2006, the consultant noted that allMINAG staff at all levels as well as contracted personnel do have individualfiles titled “Processo Inidividual”. These files are kept at the HRD PersonnelAdministration Department. The decentralized structures keep staff files atthe DPA’s Department of Human Resources. A SIP created by the Ministry ofState Administration (MAE) that has been in use and installed both centrallyand at DPAs since before the beginning of PROAGRI I, was still being used.This SIP is updated periodically according to changes at any level of MINAG,namely: recruitment, empowerment, resignations etc. According to some ofthe interviewees, SIP has significant gaps, such as, the inability to provide thestaff working history, the system’s limitations to validate data, from theAdministrative Court Visa (visto do tribunal administrativo). SIP as a softwarehas also not been regularly updated as it should. Many MINAG decentralizedunits have not been able to use it for that reason. DRH make use of it tosimply enter data specifically to new recruits and other personneladministrative options. The system, however, is very limited to provide reliabledata because it has to update basic information since its inception in 1998.

A Human Resource Information System (SIRH) has been under-developmentsince 2004. It is expected to start working in January 2007. With SIRHindividual files can be produced. The system will also provide and will becapable of producing the staff working history as well as other kinds of datanot available through SIP, such as formal and non formal training history ofMINAG’ staff. SIRH has been developed; the user’s manual has beencreated, and the staff data collection is being conducted at different levels. Itis believed that the functioning or implementation of SIRH will facilitate theprocess of staff professionalism and progression.

Capacity to supply information of the MINAG

Although the SIRH has not yet been fully introduced, MINAG managed toproduce one Human Resources Information Bulletin (BIP). The BIP wasproduced in October 2001 by the Human Resources Directorate. It containsinformation related to MINAG staff, their ages, academic level, employmentperiod, professional careers, functions, and the RH development, at differentlevels (central, subordinated institute, and DPAs). Only one BIP was producedbecause SIP data is outdated. To publish new BIPs required surveys that areextremely time consuming with a low reliability results. SIRH will fill up thisgap when it is operationalised in the first half of 2007.

3.2. Efficient management of the human resourcesCapacity of human resources management installed

MINAG improved the capacity of HR management, by taking the followingactions:


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(i) institutional capacity building in terms of equipment and materials(purchasing of computers, computer programmes, and materials for the HRdepartments in all DPA’s and at central level), and (ii) provision of short termcourses to HR management staff. To help strength MINAG’s humanresources management capabilities, a project funded through PROAGRI,staffed and technically supported by the United Nations Food andAgriculture Organization – FAO was launched in August 2003 with the mainobjective to assist MINAG in developing a set of actions aimed atstrengthening the capacity of its Human Resources Directorate (HRD). Thesupport includes:

- the preparation and implementation of the final version of the HumanResources Training and Development Programme (HRTDP) for thestaff of MINAG Headquarters, provincial and district directorates andsubordinate institutions;

- the design and implementation of a Performance Evaluation System(PES) for MINAG staff;

- the design and implementation of the Human Resources TrainingInformation System (HURTIS), to allow for the HRD to monitor alltraining activities carried out under the HRTDP; and

- the preparation of job descriptions for all existing positions in therecently approved MINAG’s structure, at Headquarters, provincial anddistrict level, as well as in the subordinate institutions. FAO support willinclude technical assistance (advice, training, monitoring andevaluation) for the implementation of the project. Later objective (iii)was expanded to the design and implementation of an overall HumanResources Information System – SIRH.

In August, 2004 the Human Resources Directorate organized in Bilene, GazaProvince, its First Technical Meeting to discuss several issues on humanresources management, including training and development. This meetingwas attended by employees and/or heads of the human resourcesdepartments from MINAG’s central units, subordinated institutions andprovincial directorates. .

Work force characterized according to the MINAG’s needs

There are no records of any in indepth study/assessments atcentral/provincial subordinated institute levels to characterise the work forceaccording to MINAG’s needs.

Such studies could have provided information on staff needs at different levelsof MINAG. The study could also have pointed out whether it was feasible tohire the required staff during the program.

However, the recruitment of staff during PROAGRI I was factored in thePAAOs. These recruitments were designed and carried out to address the


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immediate needs of each sector. The level of recruitment in 2001 and 2005 isshown in Table 2.

Additional necessary staff recruited

Table 2 in general shows that between 2001 and 2005 there was a 4%decrease in all MINAG’s employees, with a 26% decrease in permanent staffand 87% increase in contracted employees.

Table 2. Change in Numbers of Employees in MINAG between 2001 and2005.

Permanent Staff Contracted Total

2001 2005 Rate ofChange 2001 2005 Rate of

Change 2001 2005 Rate ofChange

Centralorgans 644 438 32% 189 234 24% 833 672 -19%Subordinatedinstitution 1007 776 23% 376 367 - 2% 1383 1143 -17%DPAs 3646 2708 26% 738 1832 148% 4384 4540 4%

Total 5297 3922 26% 1303 2433 87% 6600 6355 -4%Source: DRH-MINAG 1998 and 2006

Overally at central and subordinate institution level there was a decrease inemployees of 19% and 17% respectively, while at DPA’s there was a smallincrease of 4%. At all levels a reduction of 26% was observed in permanentstaff, while there was a significant increase of 87% in contracted employees.The total level of employee changes between 2001 and 2005 is a reductionof 4% for both contract and permanent staff.

The staff evolution in Figure 1 shows that the permanent staff have beendecreasing from 2001 to 2005, while contracted employees increased for thesame period.

Figure 1. Evolution of human resources between 2001 and 2005.


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5297

1303

6600

5109

1763

6872

4416

2371

6787

4376

2148

6524

2433

3922

6355

0

10002000

30004000

5000

60007000

8000

Sta

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01

Con

trac

ted

2001

Tot

als

2001

Sta

ff20

02

Con

trac

ted

2002

Tot

als

2002

Sta

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03

Con

trac

ted

2003

Tot

als

2003

Sta

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04

Con

trac

ted

2004

Tot

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2004

Sta

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05

Con

trac

ted

2005

Tot

als

2005

Central level Subordinate institutions Provinces Totals

Source: DRH-MINAG, 2006

The analysis confirms that the staff needs assessment was not carried outsince there was no explanation why the contracted staff was increased by87% while there was a decline of 26% in permanent staff.

Part of the reasons why there was a reduction on the number of employees inthe Ministry, was the process of employees’ retirement that has beenimplemented. The retirement program happened in two phases; the firstphase, started at 2003, and was focused on identifying and retiring MINAG’sstaff at all levels, who had already reached the retirement age limit or thelength of service required by the legislation. The age limit and length ofservice in the first phase was male employees with 65 years old or with 35years of work and female employees with 60 years of age or with 30 yearswith MINAG. The first phase benefited 736 employees, and in terms offunds, the total amount expended is close to 24 millions Mtn, about 800.000euros). DANIDA funded out of this first phase with 422.989 euros that isapproximately 13.millions Mtn.

The Second Phase of the retirement Program, started in 2004, and focusedon identifying low skilled staff and motivate them, through financial incentives,to retire or leave their jobs voluntarily. This retirement covered employeesbetween the age of 55 and 60 years. Employees who opted to retire early atthe age of 55 years and below were paid the five years that they gave up andalso the retirement package. The phase is funded by the EuropeanCommission (EC) to the tune of 3.000.000 €. This phase is expected to covera total of 815 employees. Up to the end of 2005, the expenditures with thesecond phase/2005, was of more than 11milion metical Mtn (370.903 euros).

Besides DANIDA and the EC, the GPZ also funding to the retirement programwhere it funded the normal retirement at Manica’s DPA. Table 4 below shows


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the summary of beneficiaries and funds involved in the all process. In bothphases a total of 1074 employees benefited from the incentives of retirement.

Table 4. The Staff retired in 2003 and 2005.

Statistical summary of beneficiaries of retirement incentives

Cause of retirementAmount

Incentive(MTn)Organs Number of

beneficiariesEarly Normal

Sub-totalC. O.

81 3 78 1,696,745,733

Sub-totalI. S.

146 22 124 4,739,425,948

Sub-totalDPADR’s

847 31 816 17,380,596,115

TOTAL 1074 74 1001 23.816.767,796Euros 793.892

Source: MINAG-DRH, 2006

Using the 2001 staff number of 5297, it shows that the retirement processcontributed to a 20% reduction of MINAG employees. However, it isimportant to note that the retirement process faced some difficulties becausethe consultation process between MINAG and Ministry of Finance indetermining the retirement packages was a lengthy one.

There were some staff members who gave up their contracts due to poorrewarding systems and the conditions of service. The “giving ups” werebasically caused by the lack of incentives for employees contracted throughPROAGRI I regarding the right to benefit from scholarships, anddissatisfaction regarding the non integration of the contracted employees intopermanent staff. A concrete example is Gaza Province where practically noemployees contracted through PROAGRI I has been confirmed as permanentstaff. In many provinces, PROAGRI I contracted staff were being onlyintegrated into permanent staff in 2006.

Apart from retirement, some employees were lost due to diseases such asHIV/AIDS and others. As an example, two extension workers are known tohave died of the disease between 2003-2004. At central level it was notpossible to establish the exact number of losses due to HIV/AIDS disease.However, it is important to mention that due to the negative impact ofHIV/AIDS in the country in general, MINAG since 2000, has been developingactivities related to HIV/AIDS control, directed at its employees and farmersin general. For this process, MINAG already nominated focal points andactivities at all levels (Central, and DDA’s). Using the extension network,MINAG is trying to to develop activities that cover also the rural communitiesand all extension network beneficiaries. The emphasis in terms ofimplemented activities is given to prevention through passing information topeople, educating and communicating with them, promotion and availability ofcondoms, as well as the implementation of actions regarding destigmatization


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of the disease in the working environment, as well as in the communities. Forthis process MINAG is cooperating with the following partners: DANIDA,“Embaixada da Irlanda”, USAID, “Agência Sueca De CooperaçãoInternacional” (ASDI), PNUD, CNCS, FAO, Universidade do Mechigan States,MISAU, and ONUSIDA.

During PROAGRI I MINAG tried to improve the quality of HR and decided tofollow some procedures that ensured hiring more people. The adoptedprocedures included: recruitment of better qualified people, formal andinformal training programmes for staff, retirement of old and less qualifiedemployees through offering early retirement incentives.

Table 5 shows that in 1998 the university trained 336 technicians (6.5%) ofthe total number of employees of the ministry and 663 (10%) in 2005.Between 1998 and 2005 there was an increase of about 97.3% in the numberof university trained technicians in the ministry. The increase in pre-universitytrained technicians was higher by 158.6% than the University trainedtechnicians in the same period. On the other hand, for the secondary schooltrained technicians there was a 5.2% decrease in the number of employees.


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Table 5. The level of qualifications for MINAG staff between 1998 and2005.

1998 2005LevelN % N %

Diffeence between 1998and 2005

University TrainedTechnicians 336 6.5 663 10.0 97.3%Pre-University Training 671 13.0 1735 27.3 158.6%Secondary SchoolTraining 4173 80.5 3957 62.7 -5.2%TOTAL 5180 100.00 6355 100.00 22.7%Source: MINAG-DRH, 2006

Table 6 shows that between 2001 and 2005 there was an increase of 102.0%in the number of University trained technicians and 94.3% in the pre-universitytrained technicians at DPA levels and a small increase of 22.7% in pre-university trained technicians at subordinated institutions. For the remainingacademic levels, and institutions there was a decrease in the percentage ofemployees.

In spite of the qualitative evolution in university and pre-university trainedemployees, it is considered that the human resources situation is still notsatisfactory in qualitative terms because the percentage of university and pre-university trained employees is too low if compared to the total number ofemployees in the ministry. This is evidenced by the 10.43% of the universitytrained staff and 27.3% pre-university trained people shown at the end ofPROAGRI I in 2005 as shown in Table 5.

Table 6. Numbers of MINAG-MINAG Employees between 2001 and 2005.

Year TS TM TB EL TotalOC 232 191 135 275 833IS 158 176 190 859 1383

DPAs 149 690 1126 2419 43842001 Total 539 1057 1451 3553 6600

OC 221 178 93 180 672IS 141 216 121 665 1143

DPAs 301 1341 943 1955 45402005 Total 663 1735 1157 2800 6355

OC -4.7% -6.8% -31.1% -34.5% -19.3%IS -10.8% 22.7% -36.8% -22.6% -17.4%

DPAs 102.0% 94.3% -16.3% -19.2% 3.6%

Rate ofchangebetween

2001and

2005 Total 23.0% 64.1% -20.3% -21.2% -3.7%Source: MINAG-DRH, 2006

Table 6 shows that the two lower levels in terms of academic training, namely,the secondary and primary levels had significant reductions in the number of


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employees between 2001 and 2005, 20.3% for the secondary level and21.2% for the primary school levels respectively. The decrease in numberswas in line with the MINAG’s policy of retiring the less qualified and replacewith the qualified staff.

Technical assistance

The evaluation team could not obtain a list of all technical assistance providedduring PROAGRI I. The formation on technical assistance was requested forthe 5 year period and could not be obtained even with the ProAgricoordinator’s assistance. As a result, there was a limited number of technicalassistance verified. The following are a few examples of consultantscontracted:

- in Nampula, a consultant for the financing area;- in Manica, a consultant for the Juridical area; andin Gaza two consultants, one for the financing area and other for the

rural extension area.

In all three provinces that were visited the interviewees agreed that thetechnical assistance provided by the consultants contributed significantly tothe improvement of the respective sectors.

In spite of the low number of contracts for technical assistance, at central andat provincial levels, there were in some cases technical assistance co-financed by other sources, such as DANIDA in Manica, GTZ and AustrianCooperation in Sofala. The central level was supposed to provide the globalpicture of the technical assistance that was provided by PROAGRI I.However, the tracking system within MINAG is weak and needs improvement.

MINAG’s staff integrated, responsibilities defined, working conditionsimproved

The main constraint observed at all levels during the study was the difficulty inintegrating people contracted through PROAGRI I as permanent staff. Thisproblem was partially caused by differences in the procedures adopted forrecruiting people during PROAGRI I and the normal procedures followed byall governmental institutions. The procedures for recruitment in allgovernmental institutions include an opening of a public advertisement, theexistence of financial resources in the OGE to cover contracted employeessalary, the existence of a vacancy to be filled by the recruited person andfinally the acceptance of the contract by the “Tribunal Administrativo”(Administrative Court).


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An example of the difficulty in integrating recruited people in theministry was observed in Manica Province where according to theDecree nº 36/2004, a proposal was submitted for integration of 80employees recruited through PROAGRI I. By end of November 2006no answer has been provided to that province.

The study noted that there was high turn over of staff during the program.Staff contracted under PROAGRI I rotated a lot for several reasons such as;to fill positions vacated by outgoing staff: strategic staff managementschemes, staff to get better paying jobs in projects outside the ministry, anddeaths caused by diseases including HIV/AIDS.

Technicians recruited through PROAGRI I are well trained having undergoneextensive short term training. This makes them very marketable, many haveleft for greener pastures. The delays in confirming PROAGRI I hired staff andlack of integration also compounded staff turnover,, staff did not have jobsecurity.

In most of the provinces and at central level the staff includingtechnicians that still have not been integrated in the ministry havebeen rescinding their contracts with the Ministry of Agriculture.Sofala Provinces is the worst affected, because in this province apilot programme of incentives had been introduced (employees ofhigh school level were given an extra 20% of their salaries, higheducated employees an extra of 40% of their salaries, and studentemployees of 50% of their salaries as incentives to improve theirwork and studying performances (GPS-DPADR, 2003)). However,the incentives were withdrawn in 2005. The performance incentivesintended to improve the employee’s productivity. The travel subsidyhad been put in place to avoid constant requests for travelallowances.

The responsibilities and the terms of reference for the different functions orpositions at MINAG was one of the expected results defined by PROAGRI I.This document is still being developed and will complement other alreadyexisting documents that are currently being used for management purposessuch as “Qualificadores Profissionais dos Funcionários do Estado”, “EstatutoGeral do Funcionário do Estado” and the respective procedures manual.These documents are currently used to define the employees’ terms ofreference (to become government employees). It is believed that thisdocument will be ready by the end of 2006. By end of 2005, the standard jobdescriptions for the different positions were nonexistent

PROAGRI I was essentially directed to institutional capacity building andmany activities were undertaken to reach this goal at different levels. Thefollowing are the activities emphasized in order to reach the goal: theconstruction and/or rehabilitation of houses, offices, transports acquisition(cars, motorcycles, bicycles), acquisition of farming tools and implements(tractors, “charruas”, water pumps, etc), acquisition of office equipments and


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materials (computers and accessories, desks, chairs), the improvement of theplanning, monitoring and evaluation systems, and the introduction of financialpackages and programmes to improve the financial management, and themanagement of materials.

As examples of the undertaken institutional capacity building exerciseinclude the construction of five houses in Gaza Province (Bilene,Mabalane, Chicualacuala, Massangena and Chibuto districts) and therehabilitation of houses and offices in Mabalane, Chicualacuala andMassangene districts. Two houses and an office were alsoconstructed at Chókwè Agrarian Research Station. In Sofala, fifteenhouses were built in different districts and rehabilitations were madeto DDA offices. Both in Gaza and Sofala at least one car wasacquired for each district. In general, all the provinces and districtsbenefited from computers and accessories.

Capacity building also targeted at improving working conditions at provincialand district levels. However, it was always hard to achieve what was plannedwithin the PAAOs and PTAOs at different levels, and approved at provincial orcentral levels either because of the cuts in the budgets, or due to the lateavailability of funds.

The basic rule applied by the Government for materials and equipmentacquisitions was by the use of quotations. The invoice with the lowest pricewould be selected and this, affected significantly the quality of the acquiredgoods, specially cars and computers, since the quality of the purchasedgoods was not always taken in to account.

Proposed specific legislation and norms disseminated

During the course of PROAGRI I, no legislation was produced anddisseminated regarding the human resources component. The missionunderstood that in December 2006 MINAG was going to present to theConsultative Council (Cousellho Consultive) an updated training anddevelopment regulations that has been in force since 2002. The team notedthat this would be an achievement because the new regulations will introducethe idea of an annual competition for formal training for all levels.

3.3 Development of human resources

Staff profession training defined and implemented

Quantitative changes observed in the human resources resulted more fromstaff recruitments than from formal training founded by PROAGRI I. Ingeneral, the formal training was decided at central level while the short termtraining courses were decided both at provincial and at district levels. Therewas no official approved training plan, there may have been cases of poorprogramming due to the lack of control and possible abuses of the system.Some of the interviewees, indicated that favouritism in selecting staff forscholarship can not be overruled.


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Formal training

Regarding the formal training, MINAG used the regulation developed by theHuman Resources Directorate of MINAG in 2000, to provide scholarships tothe staff employees. According to the interviewees, this regulation had manygaps and inconsistencies, among which the criteria for defining the trainingneeds. No consultant has been hired to define training needs. However, theFAO (August 2003) project mentioned the training needs methodology thatcould be used. The consultant hired by MINAG to the development of SIRHbecame the most relevant project objective where he has dedicated a lot oftime. He assisting in SIRH development and implementation, development ofstaff training and recruitment needs at different levels, and in the definition ofMINAG staff job description. Some of the work that the Consultant is workingon has been availed to the study team and appears to be on the right path.

Its is important to mentioned the reason that impeded the completion of theTraining and Development Program. Amongs them are:

a. Finalization of MINAG’s reestructuring process including thepreparation of the Ministry’s new Statutes, Internal Rules andRegulations and organigrams;

b. Definition of a new Staffing (Quadro de Pessoal) due to theorganizational reestructuring process.

c. Submission in December 2006, and approval) of a new Staffing(Quadro de Pessoal) to the National Authority for the PublicAdministration Service due to the new MINAG’s organizationalstructure.

d. Approval of the updated Regulamento da Formação (approved inDezember 2006).

Another problem that affected the development of the Training andDevelopment Plan was the non existence of an approved “Quadro dePessoal”, caused by the frequent changes in the ministry’s organogram(Annexes 2, 3, 4 and 5), The ministry’s organogram changed two times in aseven year period, in 1999 and 2005 and changed the name three times(1999-MAP, 2001-MADER, and 2005-MINAG). The ministry tried to solve theproblem of training by providing scholarships according to availability of fundsmaking use of opportunities available through Coopertaion Agencies likeUSAID, AusAid, CIDA and Rockfeller Foundation. This was done without anapproved training plan thereby making it difficult to comment whether thetraining had an impact or not.

There was also the need of reviewing the regulations in order toaccommodate the PROAGRI recruited employees since according to theregulation, recruited employees could not benefit from scholarships for formaltraining. The mission noted however, that the updated Regulamento daFormacao will take care of this allowing recruited and hired employees tobenefit of scholarships. It is expected that by the beginning of 2007 a training


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plan for the ministry employees will be available, a goal that was not reachedduring PROAGRI I.

Table 7 shows that 224 employees benefited from PROAGRI I trainingincluding scholarships for formal degree training. From this number, 81 (36%)belonged to the central organs, 9 (4%) belonged to the subordinatedinstitutions and 134 (59%) belonged to the DPAs. Most of the scholarshipswere for the under graduate studies (Licenciatura) and high school levels.From the 224 employees that benefited from the scholarships, only 53 (24%)finished their degrees by the end of 2005.

Table 7. Staff Development of MADER-MINAG Staff between 2001and 2005.

Level Centralorgans

SubordinateInstitutions

DPA’s TotalScholarships

TotalConcludedDegrees

PhD 2 0 0 2 0

Masters 10 0 0 10 1

Licenciature 52 8 67 127 22

Bachelors 1 0 0 1 0

High school 16 1 65 82 28

Elementary 0 0 2 2 2

Total 81 9 134 224 53Source: DRH-MINAG, 2006

It is also important to mention that the 2 PhDs and 5 Master’s levelscholarships were provided to central level employees, and none wasprovided either to the subordinated institutions or to DPAs.

Annex 1 presents a detailed number of scholarships provided for the centralorgans, subordinated institutions, and DPAs.

In order to stimulate the employees with elementary or basic levels toincrease their academic background, some initiatives were implemented insome provinces. In Sofala Province those who enrolled at school after workbenefited from a salary increase of 50% while in Gaza Province there wasreduction in the number of working hours to allow the employees to havemore time to dedicate to school. The incentives applied in different provincesdiffered because they were planned at provincial level, and not at centrallevel.

Short term courses and others

Many short term courses, seminars, and other training activities andexchange visits between employees and beneficiaries were carried out duringthe course of PROAGRI I. As has already been mentioned, most of the short


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training courses were identified at DPA level, not at the district level. However,district stakeholders felt that funds for this kind of activities should bedecentralized to the district in order to be applied to activities that constitutethe districts’ priorities in terms of staff training. The management capacity atdistrict level is very weak, compromising the training objectives andprocesses.

It was difficult to quantify the training activities due to lack of proper trackingsystem either at central level or at provincial level. The only possible way toretrieve information regarding the training is through the Arco Iris FinancialManagement System. The system helps to identify how much was spent ontraining activities. However, there is also a problem in using this data sourcesince the information is usually incomplete and many times incomprehensible.

Many subject areas were studied in these short term training courses andthese ranged from transversal issues, such as gender, HIV/AIDS, thedissemination of laws and regulations; as well as cashew plant preparation,fungicides application, chicken vaccination, exploration of small irrigationschemes, early warning systems, extension methodologies, forestry, wildlifefiscalization, administrative procedures, human resources management andfinancial management. In most cases these course proved to be useful andeffective to the recipients/beneficiaries.

Re-established the relationship with the institutions providing training tothe MINAG.

In order to assure the “Licenciatura” level training for MINAG staff, MINAGsigned a memorandum of understanding with the Catholic University inCuamba. On the basis of this memorandum of understanding, and the factthat Catholic University of Cuamba does not have access exams to theuniversity, many scholarships beneficiaries from Manica, Sofala and NampulaProvinces started their degree programmes in Agronomy at the CatholicUniversity of Cuamba.

Sofala Province, because of not having an agrarian or research station of thedifferent research institutes, was willing to establish a partnership between theDPA and these institutes in order to use the Center for Agrarian Training(CFA) existing in the province as the place for research and training, but thisidea was not further developed, due to the changes in leadership thatoccurred at DPA level, causing the discontinuation of the process.


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4. EFFECTIVENESS OF HR PROGRAMMES

SIP implanted at MINAG

Based on the information in Section 3, it was possible to conclude that thefirst specific objective of the human resources sub-component, SIPimplanted at MINAG, was only partially achieved since SIP has been animposition of the Ministry of State Administration – MAE as a humanresources management tool. However, the system was never effectivelyutilized due to a series of problems (lack of proper maintenance, difficulty inaccessing classified information, difficulties in updating information). Inaddition, the difficulties in updating the system, specially at the Provincial levelwhere in some cases its use has been dropped due to lack of computers,leadership, interest and motivation to do so, contributed to the nonimplementation of the system in many DPA’s and DDA’s. This problem isexpected to be minimized by the implementation of the SIRH, projected duringPROAGRI I, that is expected to be more efficient in human resourcemanagement. According to the information sources at central level, the SIRHis being finalized and is expected to be functional in 2007. The next step is tomake the system available all MINAG central units as well as in thesubordinated institutions and provincial directorates. This will require properstaff training as well as adequate data processing equipment to install theSIRH.

A BIP was produced in 2001 based on the information collected from SIP.Periodic update of the personnel information system was not accuratebecause of the difficulties in filling the forms, and the lack of trained personnelfor the particular task. The lack of quality information was also as a result ofnegligence, lack of motivation, ineffective system management, and lack ofmaintenance.

Efficient management of the human resources

The second specific objective, efficient management of the humanresources, can be considered partially achieved since there was animprovement in human resources management, better qualified personnelwere recruited, improved services provided to beneficiaries, and betterworking conditions both at central level and at provincial level.

However, an exhaustive study on MINAG’s staff capacity needs to be carriedout in order to establish the right numbers and positions. This is a very crucialprocess that has been neglected since the inception of PROAGRI, due to theoverall perception that human resources issues and problems were resolveda multitude of short-term training courses, workshops and other similarapproaches. There was no adequate strategic HR planning approach toenable MINAG to determine staff capacity needs both quantitatively andqualitatively. This exercise is strongly recommended before any plan ortraining program is developed.


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On the other hand, there is a need to integrate personnel recruited throughPROAGRI I. The development of job descriptions for all MINAG staff anddissemination of specific legislations and norms for the human resourcessubcomponent also need to be finalised.

The possible conflicts between staff employees and personnel recruitedthrough PROAGRI I were minimized by the use of the same salary scalesapplied for the government employees, and allowing the PROAGRI I recruitedpersonnel access to short term courses and senior positions in the offices.The practice minimized the potential conflicts but it is important to note thatemployees contracted through PROAGRI I tended to feel less secure in theworking environment because of not having a definitive contracts with theMinistry. Staff on contracts always feel insecure as their future is notguaranteed after end of the program.

Development of human resources

The third specific objective, development of human resources, was alsopartially achieved; since, in spite of not having had an approved formaltraining plan for MINAG staff, 224 scholarships were provided to staffemployees to improve their academic qualifications, and a number of shortterm training courses were also conducted in order to improve theprofessional performance, capacities and capabilities of MINAG staff.

The provision of scholarships to MINAG staff to improve their capabilities waspartially achieved as only 53 students benefiting from PROAGRI Ischolarships had graduated. However, the selection process to accessscholarships was not above board in the eyes of those who were interviewed.

5. IMPACT OF HR PROGRAMMES

The purpose of PROAGRI I was to put in place improved institutionalarrangements for the delivery of agricultural services for the family sector, andenhancement of the capacity to efficiently and effectively provide for theessential public good functions of MINAG.

The main impacts of PROAGRI I on the Human Resources subcomponentcan be summarized as follows:

- improved working conditions and environment, that contributed to abetter motivation for staff in conducting their activities;

- improved MINAG staff qualification, mainly through recruitment of betterqualified people and short training courses;

- a significant increase in better qualified staff allocated to the DPAs; thatcontributed to effective planning (PTAOs and PAAOs);

- improved decentralization process; allowing some of the activities to beplanned and executed locally; and


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- improved capacity of service provision by MINAG, being able to reachmore beneficiaries with better information produced by better qualifiedemployees.

The negative impact of PROAGRI I in the Human Resources subcomponent,can be summarised as follows:

- dissatisfaction of employees contracted through PROAGRI I, caused bythe delays in the contracting process, causing them to abandon MINAGand search for new jobs;

- staff movement between the provinces and MINAG, causing the loss ofinstitutional memory; and

- slow implementation of planned activities due to delays of fundsdisbursements and slashing of budget ceilings.

It is our view that impact of PROAGRI I human resources subcomponentcould have been better if:

- there had not been delays on funds provision, and cuts on theproposed and approved budgets;

- PROAGRI I had included a support to the end beneficiariescomponent, since many activities developed by MINAG staff did nothave impacts or had a small impact due to the lack of this support tothe end beneficiaries; and

- there had not been many political changes in the country andconsequently institutional reforms in the Ministry (MAP-MADER-MINAG).

6. SUSTAINABILITY

Programmes are successful and sustainable when they meet the setobjectives and have positive impacts continuing after an end to externalassistance. Sustainability measures the extent to which the gains ofPROAGRI were institutionalised.

MINAG’s capability to maintain and improve results achieved in the HR subcomponent during PROAGRI I, without external assistance is related to aprogressive increase in the OGE for MINAG. However, OGE contribution forMINAG has been reducing progressively, and it was mentioned in most of thevisited institutions that the OGE currently could cover only less than 10% ofthe institutional working and operational needs. This level of contribution isweak and cannot sustain MINAG operations at all.

On the other hand, the fact that most of the staff recruited during PROAGRI Iare still not integrated, endangers all the effort made in order to improve the


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human resources quality at MINAG. This fact, as well as the lack ofmaintenance of some of the improvement achieved in terms of working andliving conditions for the staff has been driving some of the recruited people torescind the contracts with MINAG. It must be noted that the sustainability ofMINAG operations without external funding will not be feasible as evidencedby OGE current contribution. There was no approved and operationalorganogram up until 2006. Job descriptions are still being prepared andshould be completed in April 2007. The preliminary version of the staff trainingand development plan has been completed in December 2006. The staffassessment needs to be done. There is a need for a tracking system tocontrol the technical assistance that was provided under PROAGRI 1. Thereis a need to train staff at both central and decentralized levels to ultilize SIRH.To tackle all these issues will require a very proactive and strong leadershipfrom the Human Resources Directorate.

Other aspects that endanger the sustainability of the results achieved are theunfulfilled tasks during PROAGRI I. These include the absence of anapproved and operational organogram; the job descriptions are still beingprepared. The staff development plan is not yet finalized and staffassessments still need to be done. Staff working on the SIRH need training ininputting data and verification. There appears to be a weak leadership to putall these issues into perspective.

7. LESSONS LEARNT

The main lessons learned during the implementation of PROAGRI I for thehuman recourses subcomponent are that:

- the stakeholders should be notified of an impending program beforeimplementation to increase level of awareness and enhance ownershipof the process.

- the improvement of working and living conditions is extremely importantfor staff motivation. So PROAGRI should direct its actions ofinstitutional development in constructing or rehabilitating offices andhouses where they are nonexistent, and create incentives for theemployees to increase their productivity.

- the Human Resources subcomponent should have the same relativeimportance as the other sectors, and not relegated for the last positionboth in terms of capacity building, resources, as well as in the terms ofimprovement of working conditions,

- political changes and institutional reforms occurring in the country andin the Ministry can affect negatively the implementation of programmeslike PROAGRI I. The changes can lead to resistance to change andpeople revert to pre-change era and defeats set program objectives.

- the success of the programme depends on the timely disbursementsand to avoid implementation hiccups.


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- for success and sustainability of programmes like PROAGRI, a betterinvolvement and flexibility of competent structures, people in powerand in politics, in the development and passing adequate norms andlegislations is required.

Volume II-CEvaluation of the First Phase of the National Agriculture Development Program

ANNEX 1. NUMBER OF EMPLOYEES THAT BENEFITED FROMSCHOLARSHIPS, BY ACADEMIC LEVEL AND WORKING PLACE

PhD MasterLicen-ciatura

Bacha-relato Médio

Básico Total

Central Organs 2 10 52 1 16 0 81

DAF 0 0 6 0 0 0 6

DCI 0 0 5 0 1 0 6

DE 0 0 3 0 1 0 4

DINA 0 5 17 1 1 0 24

DINAGECA 0 0 6 0 11 0 17

DINAP 2 5 3 0 1 0 9

DNHA 0 0 5 0 1 0 6

DRH 0 0 6 0 1 0 7

General inspection 0 0 1 0 0 0 1

SubordinateInstitutions 0 0 8 0 1 0 9

CDA 0 0 2 0 0 0 2

IAM 0 0 0 0 0 0 0

INIA 0 0 6 0 1 0 7

DPAs 0 0 67 0 65 2 134

Cabo Delgado 0 0 5 0 5 1 11

Gaza 0 0 8 0 5 0 13

Inhambane 0 0 6 0 7 0 13

Manica 0 0 4 0 4 0 8

Maputo 0 0 12 0 5 0 17

Nampula 0 0 6 0 4 0 10

Niassa 0 0 7 0 11 1 18

Sofala 0 0 5 0 9 0 14

Tete 0 0 5 0 7 0 12

Zambézia 0 0 9 0 8 0 17

Total 2 10 127 1 82 2 224

Completed degree 0 1 22 0 28 2 53Source: DRH-MINAG, 2006

Only 53 employees have completed their training by end of 2005.

Comment [S1]: Some of Thesecentral organs no longer exist.DINA, DINAP and DHA are nownmerged into the so called DNSA(national Directorate on AgrarianServices) DINAGECA has alsobeen abolished. Mybe the bestthing to do is to mention thatcentral organs denominations havebeen changed according to the newMINAG organizational structure.


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ANNEX 2. ORGANOGRAM OF MINAG


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ANNEX 3. ORGANOGRAM OF MAP

Gabinete doMinistro

Inspecao Geral

Direccao deEconomias

RecursosHumanos

DAF DireccaoNacional dePecuaraia

DireccaoNacional de

DireccaoNacionalde

DNFFB

CDIA DCI

INIVE IPA INIA IAM INCAJU INA CENACARTA ETEPROGECA

FFA


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ANNEX 4 CHANGES IN COMPOSITION OF CENTRAL ORGANS 2000-2006


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ANNEX 5. CHANGES IN COMPOSITION OF SUBORDINATEINSTITUTIONS 2000-2006

Source: Ramagen, 2006.


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ANNEX 6. METHODOLOGY

To cover the objectives of this work the following activities were conducted.

1- Basic literature review,

2- Semi-structured interviews conducted at different levels, with differentplayers in each institution: Central level (MINAG), SubordinatedInstitutions (IIAM), Provincial level (DPA’s), district level (DDA’s), andAgrarian Research Stations; to collect local information to betteranswer the study objectives.

A list of contacted people at different institutions is presented in the MainReport annexes. During the process, representatives from the followingprovinces and districts were contacted:

a. Maputo Province (MINAG and IIAM)b. Gaza Province (DPA)

i. Xai-Xai District (DDA)ii. Chókwè District (DDA and Agrarian Research Station)

c. Nampula Province (DPA)i. Malema (DDA)ii. Mogovolas (DDA)iii. Agrarian Research Station (“Centro Zonal Norte”)

d. Manica Province (DPA)i. Manica (DDA)ii. Sussundenga (DDA and Sussundenga Agrarian

Research Station)

e. Sofala Province (DPA)i. Dondo District (DDA).

The working group for this study was comprised of:- Amélia Sidumo – Agronomist and Master of Science in Plant

Protection, consultant of the Group for Studies in Natural ResourceManagement and Biodiversity, a body of the Faculty of Agronomy andForestry Engineering of the Eduardo Mondlane University([email protected]);

- Carlos Miguel Ribeiro - Agronomist and Master of Science in CropScience, consultant of the Group for Studies in Natural ResourceManagement and Biodiversity, a body of the Faculty of Agronomy andForestry Engineering of the Eduardo Mondlane University([email protected]).

I


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APPENDIX XVI: EXTENSION/RESEARCH

CASE STUDY


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Summary

PROAGRI I was conceived as the instrument to make effective thetransformation of MAP by: i) Providing the means to analyze MAP’s functionsat all levels and implement institutional reforms accordingly, and ii)Developing the capacity to undertake its newly-defined core functionseffectively and efficiently, and maximizing the impact on the agricultural sectorof available GoM and donors resources.

The purpose, of PROAGRI I was to put in place improved institutionalarrangements for the deliver of agricultural services for the family sector, andthe capacity to efficiently and effectively provide for the essential public goodfunctions of MAP. To reach its goal and purpose, PROAGRI I was divided intoeight main components having each of them its specific strategies. The eightcomponents were: Institutional development; Extension; Research;Assistance to agricultural production; Livestock production; Forest andwildlife; Farming land management; and Irrigation.

The research component had as the main target the family sector, andspecific objective of using multidisciplinary applied research to increaseagricultural production and productivity, through identifying the limiting factorsaffecting production and development, and through the experimentation anddissemination of appropriate technologies among producers.

The component incorporated activities of the various research institutes atMAP, that had different roles, INIA (identification of technologies for theincrement of agrarian production and productivity ensuring the sustainableand improved utilization of resources); INIVE (identification of effectivemethods for the prevention and control of animal diseases and for the controlof the food of animal origin); IPA (identification of technologies for theincrement of animal production and productivity ensuring the sustainable andimproved utilization of resources), CEF (Provision of technologies to promote,protect and develop the sustainable utilization of forests and wildliferesources; and CTIA (Improve the performance of the research institutes).

The need for technologies dissemination made the link between research andextension an indispensable condition for the success of PROAGRI I.

The extension component had the specific objective of unifying, rationalizeand reinforce the National Agrarian Extension System, that comprised 36networks covering 52 districts (25% of the countries family sector), facilitatingassistance to producers according to their needs through: increasing theproducers knowledge on the better utilization of the work force andagricultural inputs as well as the soil resources such as water forests, wildlifeand livestock; and consolidation and development of capacity ofimplementation of the extension program.

The present case study is part of the Final Evaluation of the First Phase of theNational Agriculture Development Program – PROAGRI I (1999-2005), andhad as general objective to access the research results achieved in crops,


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livestock, forestry and natural resources and evaluate how they havecontributed to meet the overall objectives of PROAGRI I.

To cover the objectives of this work the following activities were conducted:Basic literature review and semi-structured interviews conducted at differentinstitutional levels.

During the study it was noticed that before PROAGRI I the different researchinstitutes had many problems in terms of means and materials available toconduct their duties. These included lack of vehicles and equipments, lack ofinformation materials and accessories, lack of fund availability, lack ofqualified personnel to implement activities, and unacceptable workingconditions and deteriorated infrastructure.

With the advent of PROAGRI I, all the research institutions improved theirsituations in terms of human resources, infrastructure (constructions andrehabilitations), vehicles, equipments and financial availability for the currentexpenditures.

Besides the improvement of each research institute individually, thePROAGRI I research component envisioned as one of its activities theestablishment of an Agrarian Research Council with the end of developing acoherent research system which would act as the basis for the joint co-ordination and planning of the common activities and those of each institute.One of the main institutional and functional changes expected to take placewith the implementation of this component would be the national integration ofthe agrarian and sociological research through the reinforcement of thefunctioning of the Research Systems Co-ordination Institution, the CTIA.

CTIA was a transitory body of stakeholders in agricultural research. The mainduty of CTIA was to assist the Minister on relevant agricultural researchmatters and to set up the environment for the implementation of the ongoinginstitutional reforms. Actions taken by CTIA ended with the creation of IIAM(Mozambican Institute for Agrarian Research), approved in 2004 but madefunctional in 2005, with the appointment of the General Director or Dean. IIAMresulted from the fusion of INIA, INIVE, IPA and CEF. Having in considerationthat IIAM started to work only in 2005, it is still too early to evaluate if itscreation is bringing or will bring better results in the research system inMozambique. However, still with the old scheme, research was conducted,facilitated by the funds availability provided by PROAGRI I, and amongothers, relevant research results were generated in the fields of: Managementof forestry resources; Nutrition and pastures; Crops and production systems;Basic seed production for many crops; Fertility; Management and soilconservation; Systematic; Geobotanic and phytogenetic resources, andAnimal sciences. Besides the technologies generated, PROAGRI Icontributed also for the maintenance of relevant technological processespreviously established.

Despite the generation of technologies during PROAGRI I, the resultsachieved in this phase have to be looked at carefully because part of them are


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not an exclusive result of PROAGRI I implementation or funds, but of otherprograms, projects and organizations, such as, Southern Africa Root CropResearch Network (SARRNET), Institute for Crop Research in the Semi-AridTropics (ICRISAT), International Institute of Tropical Agriculture (IITA) and SG2000.

The relevance of generated technologies for the farmers is highly determinedby the methods used to define research priorities, which in turn influences thelevel of adoption of those technologies. At different levels, and for differentinstitutions, the methods for defining research priorities varied, resulting indifferent levels of technology adoption by the beneficiaries at different levels.Theoretically, the farmers in collaboration with the extension services shouldidentify farmers’ agriculture and livestock production problems that latterwould be channeled by the extension to the research in order to search for orfind solutions. Once the solutions were found, they should be transferred fromthe researchers to the extension services to deliver to the farmers and otherbeneficiaries. This was not the situation in most of the cases given that mostof the activities to be implemented were defined at central level, without theparticipation of the communities. This system contributed to the low adoptionof many proposed technologies or solutions to problems.

For technology transfer and dissemination, in public extension services thatadopted the model of Training and Visit (T&V), modified latter on with theinclusion of the following changes: contact of the extension agent with a groupof people instead of contacting one contact farmer per “aldeia”, and the rigidvisiting schedule (once every 15 days). These changes contributed to theincrease of extension services coverage in the country.

Regarding monitoring and evaluation systems, at the research institutes level(INIA, INIVE, IPA and CEF) there was no installed structure for monitoringand evaluation. At public extension level, there is a Department of Planning,Monitoring and Evaluation at central level that reports to the Chief of SPER.At the networks level, the monitoring and evaluation is done by the extensionteam supervisor and by the extension networks supervisors. In general, themonitoring and evaluation system mounted focused more on the monitoringand evaluation of the extension agent’s performance rather than on theimpact of their actions, making it difficult to measure the impact of theextension agents activities at the beneficiaries level.

At the field of interaction between research and extension, it was noticed thatthe link continues to be weak because in general there are no formalmoments of interaction between, either for activities planning or for resultsevaluation. Despite the emphasis given to the weak link between researchand extension as the major cause of non-adoption of the technologies, it wasalso mentioned that the problem goes beyond the interaction betweenresearch and extension, to problems with resources availability for purchasingthe technological packages or means that allow the implementation of thetechnological package.


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The main learned lessons with the implementation research and extensionsubcomponents are:

- Late disbursement of funds availability and the cuts on the plannedbudget contributed to the inability to reach the research and extensiongoals,

- For technologies to address, beneficiaries real needs, there is the needto develop and or improve the information and communication systemsbetween the research and extension, as well as between the extensionservices and the beneficiaries,

- Level of technology transfer is directly related to the level ofbeneficiaries” participation in the problem and solution identification.

- For better technology adoption, raising awareness among thebeneficiaries and demonstration of the impacts of the new technologyare crucial aspects,

- Improvement in activities planning and monitoring processes is also animportant aspect in the quality of research and generated technologies,

- One of the big secrets in getting good quality research and extension isthe ministry’s capacity of keeping its human resources, and thisdepends on the introduction and improvement of incentives to theemployees,

- For research and extension to be sustainable, there must be acompromise on the government’s side, that will assure a gradualincrease of OGE contribution in funding these activities and allow agradual reduction on donor dependence,

- For production of different crop varieties production, it is important tohave seed production companies that can assure that the seeds reachthe beneficiaries, as it was observed that IIAM by it self does not havethe capability to produce seeds that can satisfy the farmers needs,

- An institutional capacity building program like PROAGRI I, should nothave excluded a component of direct support to the farmers if a betteradoption of the technologies was to be achieved.


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Introduction

As discussed in detail by the Main Report of the Evaluation Mission (VolumeI), PROAGRI I was divided into 8 main components, having each of them itsspecific strategies. The 8 components were: 1. Institutional Development; 2.Extension; 3. Research; 4. Assistance to Agricultural Production; 5. LivestockProduction; 6. Forest and Wildlife; 7. Farming Land Management; and 8.Irrigation.

The approaches of the research component were:

- Research priorities focused largely (but not exclusively) on:

- Adaptive and applied research in a holistic farming system(zoned setting) context;

- Small farmer issues and especially women farmers;

- Sustainable use of natural resources.

- Representation by stakeholders (I particular farmers) at NationalAgricultural Research Council (NARC) and Zonal Research Council(ZRC) level an in research program committees at all levels withpriorities and resource allocation decided by these stake holders;

- Linking research, extension and training through close co-operationbetween research institutions, extension services, universities andother relevant training institutions;

- Financing of research through a plurality of sources: Government corefunding, cost-sharing, private sector financed contracts, competitivegrant facilities;

- Provision of research through a plurality of institutions: public andprivate.

Research

The research component had the specific objective of using multidisciplinaryapplied research to increase agricultural production and productivity, throughidentifying the limiting factors affecting production and development, andthrough the experimentation and dissemination of appropriate technologiesamong producers. The need for technologies dissemination made the linkbetween research and extension an indispensable condition for the successof PROAGRI I.

Table 1 shows the principles and expected status envisioned for the year2003 for the research component.


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Table 1. Principles and Expected Status by 2003 for ResearchComponent

Principles Expected Status by 2003

Rationalize the use of scarce resourcesfor research

One single research institute establishedunder the responsibility of a NARC

Phasing of investments in relation to theavailable human resources and provisionof facilitating research conditions

Procedures for multiple fundingestablished and in operation.Employment conditions improved tofacilitate quality research.

NARC responsible for establishingresearch priorities, national resourceallocation and donor co-ordination

NARC established, in operation and haseffectively taken on its tasks

Institutions and research programsorganized around agro-climaticregion/zones.

A minimum of 50% of all research staffand other resources to be allocated toZRCs

The main problems to be addressed by the research were initially defined atcentral level and included: low production and productivity due to limitedagrarian management knowledge and abilities among producers; limiteddiversification of activities and low production and productivity resulting fromthe lack of participation of producers in the identification of their limitations inplanning of their activities and in the experimentation of the local and regionaltechnological innovation; limited impact of the agrarian research institutionsdue to the limited financial resources and the scarcity of incentives to theresearchers; low dissemination of the existing knowledge and technologiesdue to weak connections between extension and research and theconnections with other development agents.

Research components incorporated activities of the various researchinstitutes at MAP´, namely INIA, INIVE, IPA and CEF, and its programs aimedat reinforcing the agrarian research institutes, elevating their capacity andimproving coordination with other sectors in the research and extensionactions. The main target groups to be assisted was the family sector andresearch priorities were given to crops such as maize, cassava, rice, beans(the food crops), and cashewnuts and cotton (commercial (cash), and exportcrops).

Methodological approaches were set as the same for almost all crops, andincluded: improvement, election and selection of the appropriate species,production of pre-basic and basic seeds, sampling for the identification ofresistance to disease and pests, and the improvement of agricultural practicesin adaptative and experimental systems. Expected results for each instituteincluded: INIA (technologies for the increment of agrarian production andproductivity ensuring the sustainable and improved utilization of resources);INIVE (effective methods for the prevention and control of animal diseasesand for the control of the food of animal origin); IPA (technology for the


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increment of animal production and productivity ensuring the sustainable andimproved utilization of resources), CEF (Provision of technology to promote,protect and develop the sustainable utilization of forests and wildliferesources; and CTIA (Improved performance of the research institutes).

Extension

The approaches of the rural extension component were:

- Open to multiple delivery mechanisms, including private sectorenterprises, associations and NGOs;

- Demand-driven, flexible and responsive to diverse and changing needsof farmers;

- Marked-oriented to help farmers to more effectively commercialize theirproducts and to obtain the highest possible economic pay-off;

- Realistic in terms of scale, objectives, expected outcomes, witheffective means to monitor and evaluate programs and assess impact;

- Cost-effective so services are delivered at the lowest possible cost toachieve the intended objectives.

The extension component had the following specific objective: to unify,rationalize and reinforce the National Agrarian Extension System, facilitatingassistance to producers according to their needs through: increasing theproducers knowledge on the better utilization of the work force andagricultural inputs as well as the soil resources such as water forests, wildlifeand livestock; and consolidation and development of capacity ofimplementation of extension program.

Table 2 shows the principles and expected status envisioned for 2003 for theextension component.


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Table 2. Principles and Expected Status by 2003 for ExtensionComponent

Principles Expected status by year 2003

Is integrated with researchfor “feed-forward” to andfeedback from farmers

Research-extension-farmer linkages through jointfarming systems analysis, on-farm research, trainingand technology review meetings are being carried outin a consistent, systematic and widespread way in all36 networks.

Is accountable to farmers inprogram design,implementation, evaluationand funding

A decentralized extension system is in place wherefarmers are fully engaged in the design,implementation, and evaluation of the services.

Is open to multiple financialand deliveredarrangements, includingout-sourcing, cost sharingwith local extensionstructures and cost-recovery from farmers,farmers´ groups andassociations.

After a review of the cost-effectiveness of the pilotefforts, successful out-sourcing experiences will havebeen expanded to most provinces.

Is relevant to the differenttechnological and socio-economic constraints offarmers, especially womenand young farmers

Farming systems teams in place and functioningaround all zonal centers, carrying out specific activitiesaimed at women and youth; for areas not in proximityto zonal centers, clear work plans established whichinclude specific activities aimed at women and youngfarmers.

Is well-managed andcarried out by well-qualified, professional staffat all levels

All extension staff will be of a middle or higher level ofeducation; an effective in- and out-of-country trainingprogram will place after a complete HR assessment;qualified supervisors will be in place at all levels.

The main problems to be resolved with the implementation of the extensioncomponent of PROAGRI I were: production and productivity, limited cropdiversification and commercialization due to: poor technical basis of theinformation; poor inventory of the existing knowledge and its transformationinto useful technological options for the producers; in-sufficient training inbasic technologies and their sociological aspects; weaknesses of thenetworks in adequate management; scarcity of financial resources to foundlocal initiatives; poor co-ordination of the national extension system thatintegrates all players: the state, the associations, the private sector and theNGOs.

For this component, strategic objectives were adopted to consolidate theState Extension System that comprised 36 networks covering 52 districts(25% of the countries family sector), and is regarded as comprising twosubcomponents: the rural extension and the institutional support. Expected


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results from each of the two subcomponents included: for Rural Extension(provision of information on the technological options for different productionsystems through networks, maximization of information dissemination usingthe media; establishment and consolidation of producers organizations,establishment of the conditions for the community management of theresources); and for Institutional Support (establishment and consolidation ofthe SISNE with clear connections among the NGOs, private companies andother players; consolidation and development of the establishment of theextension human resources; and strengthening of the management andexecution of the program).

Objectives of this case study

The general objective of this case study was to access the research resultsachieved in both crops, livestock, forestry and natural resources and evaluatehow they have contributed to meet the overall objectives of PROAGRI I thatare:

- Poverty reduction;- Decentralization and empowerment;- Good governance - transparency, accountability and participation;- Attention to gender issues;- Increased attention to rights and needs of smallholders concerning

access to land, inputs and markets;- Environmental and social sustainability;- Market oriented policy framework;- MAP/MADER/MINAG limited to core functions and Ministry

strengthened to carry these out.

The Role of the Institutions

INIA

The National Agrarian Research Institute (INIA) was focused on agrarianresearch and production of new technologies, particularly for crops andproduction systems, water and soil fertility conservation and management,systematic of plants, “geobotanic”, “phytogenetic” resources, weather, basicseed production, and land evaluation.

Before PROAGRI I Implementation, INIA had many deficiencies starting fromthe lack of vehicles and equipment, lack of fund availability for daily expenses,and lack of qualified personnel to implement activities. Working conditionswere not acceptable, and the offices and housing where existent was verypoor or in very bad condition, particularly at the agricultural research stationsin different provinces. With PROAGRI I, INIA improved its situation in terms ofinfrastructure, vehicles, equipments and financial availability for the currentexpenditures.


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With the partnership with INCAJU, INIA through PROAGRI I funded or co-funded: employees salaries including those of the high educated technicianshired to work in cashewnuts (2 in the center and 3 in the south), currentexpenditures, infrastructure rehabilitation, experiments setting, and the annualmeeting of INCAJU.

IPA

The Animal Production Institute (IPA) had as a mandate to conduct veterinaryinvestigation directed to the following areas, and with the following objectives:

Improvement and animal selection: genetic improvement of native races,definition of important crossings, definition of priorities for species and racesfor the different agro ecological zones, and genetic and reproductivecharacterization of the native races,

- Animal nutrition: elaboration of food plans and systems for differentanimal species, management of natural pastures, identification offorages, specific adaptation of forages, determination of differentforages productive capacity in different conditions (irrigated and nonirrigated schemes). For this component there was a laboratory to assistthe nutrition area,

- Production systems: field surveys and diagnostics for the maintechniques of animal production for different types of producers, butwith emphasis on small-scale farmers. This area envisioned working instrict collaboration with the extension services,

- Artificial insemination: conservation of semen of exotic and nativeraces, and the strategy for re-launching the artificial insemination inMozambique,

- Animal reproduction: production of high genetic value breeders (linkedto the improvement and artificial insemination), definition ofreproductive management for different species and climatic conditionsin Mozambique (best timing for insemination, development, etc),

Investigation should be supported by the Animal Research Stations “EstaçõesZootécnicas” of Chobela and Mazimpshop, in Maputo Province, and Angóniain Tete Province. The infrastructure in these stations was very poor.

Before PROAGRI I, IPA was deprived of vehicles, informatics materials andequipment, as well as funds for everyday expenses. During PROAGRI I, IPArehabilitated infrastructure (at central level and at “Estações Zootécnicas”),acquired vehicles, tractors for the “Estações Zootécnicas”, informaticsmaterials and equipments.


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INIVE

The National Institute for Veterinary Research had the following areas ofaction:Identification of the causes of mortality of animals in order to reduce theirmortality and morbidity,

Training of high and middle educated technicians in many fields of veterinary(contribution to the academic formal training),

Coordination with National Directorate for Livestock “Direcção Nacional dePecuária”, (the institutes major partner), National Directorate of RuralExtension, Veterinary Faculty, Ministry of Health, Ministry of High Education,Science and Technology, NGOs, International Organization for Animal Health,and coordination at SADC level for the control of diseases in the regionthrough the compactibilization of methods for diagnosis of sanitary problems.

To conduct these activities INIVE had 4 departments:

- Department for vaccines production,

- Department of food quality control (to analyze the quality of foodprovided to the animals, as well as the quality of food for humans),

- Department of biological products quality control (to control the qualityof biological products to be provided to the private sector and otherusers),

- Laboratory for diagnosis and research.

Before PROAGRI I, INIVE had many deficiencies in terms of vehicles andother equipments, had very scarce funds for currents activities, the workingconditions were inappropriate, and the infrastructure was very poor.

With PROAGRI I many actions were taken to improve the institute’sperformance, such as: rehabilitation, construction, and equipment andmaterials acquisition. As examples, the construction of the chicken houses forproduction of “ovos embrionados” for diagnosis and vaccine production, theconstruction of a storage for chemicals and reagents, the construction of apavilion for “Cobaias” raising, the installment of a new set of power generatorsto provide energy to the center, the construction and equipping of a new unityfor vaccine production, the painting of offices and laboratories buildings, theinstallation of ACs in all offices, labs; the rehabilitation of INIVE’s fence, theimprovement of water supply channels (purchasing of pumps and deposits),and the purchasing of computers and accessories (computers for alltechnicians with an internet connection).


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CEF

The Center for Forestry Experimentation (CEF) had as its main role toconduct research in the field of forestry, emphasizing the following areas:

- Improvement of native species;

- Study the growth rate of forests in general;

- Promotion of the use of some forestry species “espéciessecundarizadas”;

- Research on other species proprieties to promote their use;

- Acquisition of seeds and vegetative materials of forestry species fromMarracuene and Sussundenga.

CEF was subordinated to the National Directorate of Forestry (DNF) and itsresearch programs were defined together with DNF. The institute has oneforestry center in Madonge, Sussundenga District in Manica Province.

CTIA

PROAGRI I research component envisioned as one of its activities theestablishment of a an Agrarian Research Council with the finality ofdeveloping a coherent research system which acts as the basis for the jointco-ordination and planning of the common activities and those of eachinstitute.

One of the main institutional and functional transformation expected to takeplace with the implementation of this component would be the nationalintegration of the agrarian and sociological research through thereinforcement of the functioning of the research systems co-ordinationinstitution, CTIA.

CTIA was a transitory body of stakeholders in agricultural research. The mainduty of CTIA was to assist the Minister on relevant agricultural researchmatters and to set up the environment for the implementation of the ongoinginstitutional reforms. It had a few staff members (executive secretary,administrative staff) and a small office located in Maputo. For technicalaspects, CTIA worked closely with the four research institutions (INIA, INIVE,IPA and CEF.).

Concerning the relationship with international bodies, CTIA had relations withthe donor community and other governmental institutions. It also includeseveral international research institutions, for example, ICRAF, FARA,EMBRAPA, ICRISAT and other national research institutions like UEM andUCM- Cuamba.


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CTIA did not carry out specific research topics, but concentrated efforts oncapacity building and institutional arrangements needed to improve theperformance of agricultural research in Mozambique.

CTIA existed with DANIDA and World Bank funding, as well as the technicalassistance from the International Service for National Agricultural Research(ISNAR) and Empresa Brasileira de Pesquisa Agro Pecuária (EMBRAPA).

The actions taken by CTIA ended with the creation of IIAM (MozambicanInstitute for Agrarian Research), approved in 2004 but made functional in2005, with the appointment of the General Director or Dean. IIAM resultsfrom the fusion of INIA, INIVE, IPA and CEF. We have been told that thefusion of these institutes had more external than internal motivations.

Having in consideration that IIAM started to work only in 2005, it is still tooearly to evaluate if its creation is bringing or will bring better results in theresearch system in Mozambique.

IIAM

By the end of 2004, the Government of Mozambique established the NationalInstitute for Agrarian Research (IIAM), in order do increase the efficiency ofagrarian research and natural resources in alleviating poverty in the ruralareas. In practical terms, IIAM resulted from the fusion of INIA, INIVE, IPA,CEF, and CFA.

In the last few years before PROAGRI I implementation, the investment inagricultural research for the public sector in Mozambique was about 2.5million dollars. With PROAGRI I, the approved budgets for the 5 institutionsthat make up IIAM today, were between 3.5 and 5.4 million dollars annuallyHowever, due to the late availability of funds, only about 2.3 to 3.2 milliondollars was used.

Even if the administrative fusion of research institutes brings some positiveaspects into the system, it still can’t be considered as a solution for theresearch problems in Mozambique. The solution for the research problemscan be found through providing the research institutes with human andfinancial resources capable of finding solutions for the different problems. Interms of human resources, there is need to provide research institutes withresearch teams comprised of PhDs, Masters and BSc researchers. Theresearchers should be motivated (in personal terms as well as in the workingenvironment), with financial and material resources to conduct the research.


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Table 3. Human Resources between 1998/99 and 2005

Level INIA INIVE IPA CEF CFA TOTAL

1998/9

2005

1998/9

2005

1998/9

2005

1998/9 2005 1998/

92005

1998/9

2005 %

PhD 2 8 0 1 0 0 1 1 0 0 3 10 233

Master 12 30 4 10 2 6 1 2 1 5 20 53 165

Degree level 41 40 9 8 9 11 1 6 8 8 68 73 7

Bachelors 6 7 0 2 0 0 3 4 0 0 9 13 44

Highschool 54 66 49 55 10 20 2 7 0 0 115 14

8 29

Total 115 151 62 76 21 37 8 20 9 13 215 297 38

Between the years 1998/9 and 2005 there was a big increase in employeeswith Masters and PhD degrees, especially at INIA, and also there was acertain stabilization of people with the BSc degree level (Licenciatura) (seeTable 3), which is what can lead to the formation of the consistent andmotivated research teams, that can solve the research problems inMozambique.

Extension Services

Agricultural extension in Mozambique is conducted by three kinds ofproviders: public, private, and NGOs. In 2004, besides the public extensionthere were 39 national NGOs, 32 international NGOs, and 8 private firms thatalso provided extension services.

The public extension service in Mozambique was founded in 1987, with thefoundation of the National Directorate of Rural Development (DNDR). Themain goal of the public extension was and still is “to contribute for the increaseof agricultural production and productivity”. The main beneficiaries were thesmall-scale farmers and the adopted extension method was the Training andVisit (T & V) that was a bit modified in 1993.

At district level, the public extension is organized in extension teamscomposed by 8 extension leaded by a team supervisor. One to 3 extensionteams constitute a extension network leaded by a network supervisor. Onenetwork can cover one to 3 districts. Each extension network is assisted byone to three specialists that cover agriculture, livestock and forestry.

At provincial level, extension is leaded by the head of SPER and supported bya technology officer, a communication technician, a farmer organizationtechnician, a training technician, and monitoring and evaluation technician. Atcentral level there is a structure that is very similar to that of the provinciallevel.


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Table 4. Extension Personal by Education Level, Sex and EmploymentStatus in 2004

By employment status and sex

Contract Civil servant Totals

M F Subtotal M F Subtotal M F Total

First degree andabove

20 2 22 5 1 6 25 3 28

Diploma 301 55 356 26 6 60 378 38 416

Certificate 154 8 162 56 8 64 210 16 226

Below certificate 7 0 7 31 0 31 38 0 38

Total 482 65 547 118 15 161 651 57 708Source: GEMO et al. (2005) (M- male, F-female)

Between 1993-94 and 2005, the number of public extension agents increasedfrom 678 to 770, representing an increase of 14%. However, the districtcoverage increased from 39 in 1993 to 49 in 1997 and to 66 in 2004. Thisdata indicates a reduction in the mean number of extension agents by district,from about 17 per district in 1993/94 to 12 per district in 2005.

With the goal of improving the public extension services geographic coverage,and having in consideration that the increase of extension agents throughcontracting more agents is a difficult process, some DPAs decided toreallocate extension agents from some extension groups and/or networks tonew areas (districts) that previously did not have extension services. Thisresulted in the formation of what was called extension lines. Extension linesare considered to be groups of extension agents working in an area that thenumber of agents in the group is not enough to form an extension network (atleast two extension teams), or an extension team (a group of 8 extensionagents). Remember that extension groups and networks usually work in acertain geographic area for many years, and that the messages transmittedby them do not change significantly along the years, due to the weak linkbetween research and extension. In this sense, the reallocation of extensionagents from an area where they have been working for years, to a new areaincreases the number of beneficiaries having access to the technologiestransmitted by the extension services, and some how increases the possibilityof having more beneficiaries adopting the transmitted technologies.

However, it is difficult to evaluate the impact of this decision of reallocating theextension agents since the existing monitoring and evaluation systems focuson monitoring and evaluating the extension agent activities, rather that thelevel of adoption of transmitted technologies by the beneficiaries, and theimpact this adoption has on their production system.

With the new ongoing process of decentralization of extension services to thedistrict level, the responsibilities over the extension services at district level as


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well as the planning of their activities will be under the districts control. Thisprocess may change the dynamics of extension services at different districts,to try to answer immediate problems detected at district level.

Another decision that is difficult to predict the impact of is the fusion of therepresentatives of some provincial directorates into one district economicservice, since the amalgamation may not be the solution of the districtsproblems. This fusion may cause problems in the process of prioritizingactivities to be developed in the district due to the sensitivity of the leadershipin the district.

Research Results Generated

During PROAGRI I many technologies were generated, but these results haveto be looked at carefully because part of them are not an exclusive result ofPROAGRI I implementation or funds, but of other programs, projects andorganizations, such as, Southern Africa Root Crop Research Network(SARRNET), Institute for Crop Research in the Semi-Arid Tropics (ICRISAT),International Institute of Tropical Agriculture (IITA) and SG 2000. Researchresults will be presented according to main research areas of IIAM.

According to IIAM Technologies made available during 1999-2005 are:

A. Management of Forestry Resources

- Introduced improved Technologies for charcoal production, through theuse of improved ovens “casamansa” in Moatize and Changara districts,in coordination with SPFFB of Tete and in Mabalane district – Gazaprovince, and Gondola district in Manica.

- Casuarina equisetifolia: identified and selected 5 sources of Casuarinaequisetifolia, that had better adaptation to the soil and climaticconditions of the costal regions

- Hypoxis hemerocallidea: identified the best method for vegetativepropagation of Hypoxis hemerocallidea (African potato) where thehorizontal cut of the upper side of the tuber had 83.3% of sprout.

- Alley cropping: introduced demonstration areas with the agro-forestrytechnology “Alley cropping”, in some communities like Machel-Magudedistrict, Tanga – Matutuine district in Maputo province.

- Afzelia quanzensis (chanfuta): identification of how to improve theproportion of substrate for germination and growth of Afzeliaquanzensis (chanfuta): in equal proportion of sand, clay and manure,with results of up to 81.94% of germinated plants and mean growth inheight of 24,5cm in a 4 months period.

- Introduction of agro-forestry Technologies in the communities with theobjective of reducing the opening of new fields for agricultural practice,


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since these technologies allow an area to be used for long period oftime, with ought reducing it’s productivity. It was introduced all over thecountry, particularly in Maputo, Manica, Tete and Nampula provinces.

B. Nutrition and Pastures

- Multi-nutritive blocks. In the scope of the strategic supplementationthough the re-use of agro-industrial products and forages. It wasrecommended to the medium level livestock producers, the use ofmolace, water, salt, semend or loam, leaves of forage crops such as“Leucaena, moringa, leguminous crops, and seeds.

- Appetizers: to increase food and forage consumption, mainly when thepastures are not of the best quality or are in advanced maturing stage,the following components were recommended as appetizers: water,salt, semend or loam.

- Forages conserved with low cost methods: for strategically feeding intimes of food scarcity and poor soil fertility. The following methods wererecommended: “medas”, packages put in the ground or in boxes, silagein drums, or over the sand, covered with different kinds of coverage(grasses, tree leaves, plastic coverage and green coverage (grassesand leguminous forage of arbustive crops).

- Use of agricultural crop residues: Forages conserved with low costmethods: for strategically feeding in times of food scarcity and poor soilfertility. The following methods were recommended: cereal cropsfertilization with ammonium (maize, rice, sorghum, etc.). food cropsintercropped with leguminous crops and forages of multiple use.

- Forage banks: for strategic feeding, improvement of soil fertility anderosion control, production of wood fire, shadows, steaks forconstruction and human feeding. The following methods wererecommended: life or living fences (plants), use of leguminous treesintercropped or not intercropped in small areas of cultivation, foragebanks established in areas surrounding the houses, intercropped withfood crops.

- Improvement and enforcement of pastures management. To improvethe production and feeding capability of natural pastures, increase theland caring capacity, and to improve animal production (maintenanceand weight gain, etc), the following methods were recommended:introduction of more productive species: improve the natural pasturesthrough the introduction of new and more productive forage species,use of species with particular morpho-physiological characteristics,particularly for milk production (higher biomass production, persistenceand seed production to increase land coverage, resistance to droughts,to fire, to stepping, selectivity and higher capability of rebreeding inwater and stress conditions, improved alternatives for managing


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community pastures (fire setting control, arbustive invasion control,rotation and establishment of pastures of water.

C. Crop and Production Systems

- In cashewnuts: Introduction of generic fungicides in cashewnutsspraying programs in order to reduce the spaying costs for the controlof “Oidium” (Oidium anacardiun Noack), and introduction oftechnological packages for the analysis of cashewnuts production, andthe production of young plants for propagation;

- In beans, identification and recomendation of papaya leaves waterextracts to control the main pests on beans (Vigna unguiculata);

- In the program QPM: production of one variety “sussuma”, and on thenormal maize sub-program, production of 4 maize varieties, China,Djandza RG, Djanza and Tsangano;

- In grain legumes program, production of two varieties of ground nuts,Malema and Nametil, for the north and Nameti for all zones, but mainlythe southern zones;

- In rice program, production of Limpopo variety.

D. Basic Seed Production for Many Crops,

E. Fertility, Management and Soil Conservation

- Existing results of the effect of batman “Guano” on maize’s yield;

- Evaluation of the impact of intercropping Boer beans and cowpeas inrotation with maize and with minimum mineral fertilization with N and P– work still in progress;

- Effect of NPKSCaZn fertilization on maize,

a) Systematic, geobotanics and fitogenetic resources.

- Collected around 47 “accesses” of local sorghum germoplasm inNampula province, 72 accesses of jugo beans in Inhambane province,a total of 50 accesses of different crops in Zambezi. All the sampleswere put at INIA, and depending on the success of the regenerationprocess, duple samples were sent to partner institutions such as IRRI(Philipins), SPGRC (Zambia), and Other institutions.

- Multiplication of lots of germoplasm of main local food crops such ascowpea, holoco beans, pumpkin, jugo beans, cutelinho beans, and“quiabo”.


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- Characterization of 150 accesses of vulgar beans, 78 accesses ofsorghum, 7 accesses of ground nuts, and 129 accesses of rice.

- Collection of 1687 species of medical use,

- Propagated 259 specimens with medical, ornamental, food and wooduses.

- Multiplied in the botanical garden 260 species of ornamental plants,189 species of medical use plants, 54 species of food use, and 296exotic species;

- From the red list of plants in Mozambique, 4 endangered species wereselected, namely: Raphia australis, Encephalartos ferox, Encephalartoslebomboensis and Walburgia salutaris, for propagation “ex-situ”. Thesespecies were propagated in green houses and multiplied at thebotanical garden for posterior re-introduction at the natural habitat.

F. Animal Sciences

- Developed the capacity of producing the thermo stable vaccine I-2 forthe control of Newcastle disease of chicken, that reduced significantlythe mortality;

- Production of “Carbuncles Hemáticos e sintomáticos” to assure theprotection of cow effectives,

- Developed the strategy for gastrointestinal parasitosys control in smallruminants,

- Developed the strategy to control the Newcastle disease through theevaluation of immunity and induced protection through the use of thethermo stable vaccine v4, against the pneumatic stripe of new castle.

- Improved the capability for diagnosis of tuberculosis,

- Established the capability of diagnosis for viral diseases in milkingcows, BVDC, Coronavírus e Ratvírus;

- Established the capacity of diagnosis for bacterial diseases in youngcattle, namely Escherichia coli, Campilobacter e Salmonella;

- Established the capacity of diagnosis for the gastrointestinalparasitosys in small ruminants;

- Improved the method of necropsies for ticks;

- Improved the method for ticks identification;

- Established the capability for serological diagnosis of the African pest ofpigs;


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- Adoption of computerized methods for biochemical characterization ofEscherichia coli isolates.

As can be observed, besides the technologies generated during PROAGRI Ithat contributed to the increase of production and productivity, PROAGRI Icontributed also to the maintenance of relevant technological processespreviously established.

In spite of the difficulty in quantifying the diffusion and impact of generatedtechnologies, the main technologies that had impact at agricultural familysector were: the introduction of generic fungicides for the control of oidium oncashewnuts, the development of cashewnut clones tolerant to oidium, theproduction of new varieties of grains and legumes, and the production anduse of the term-stable vaccine for the control of Newcastle Disease inchickens. The dissemination of these technologies has the contribution andparticipation of both public extension services and national and internationalNGOs acting in Mozambique.

Besides the generated technologies many studies or actions were conducted,and are presented in Annex 1. Annex 2 shows the publications made by IIAMfrom 1999 to 2005.

Relevance of Generated Technologies

The relevance of generated technologies for the farmers is mainly determinedby the methods used to define research priorities, which in turn influences thelevel of adoption of those technologies. At different levels, and for differentinstitutions, the methods for defining research priorities varied.

In the case of INIA, were research was directed to the agrarian field, it isknown that the low yields obtained by the farmers are due to the use of lowquality seeds, weak or absent use of inputs, and the use of inadequatecultural practices. Therefore, it can be stated that the technologies generatedby this institute were relevant because they focused on the search oftechnologies that could overcome the causes of low productivity. Among therelevant technologies generated by IIAM, the following can be highlighted: theselection and production of new crop varieties and multiplication ofpropagation materials. It is important to mention that the production of newvarieties could have had a bigger impact if there had not been problems inmultiplying or mass-producing the seeds, due to the lack of a seed companythat could play this role.

In the case of INIVE, emphasis was given to chicken vaccination againstNewcastle Disease, the main cause of mortality in chickens. The impact ofapplication of the thermostable vaccine I-2, in pilot areas or communities ofsmall-scale farmers, previously selected for the testing, indicated a significantchicken mortality reduction and a substantial increase in chicken numbers inthose communities.


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The main messages transmitted by the extension services inNampula were: introduction of new varieties of maize, cassava andgroundnuts, use of good cultural practices, (seed selection, goodplanting densities, number of weddings, etc), and methods for postharvest conservation, using natural pesticides. In the case of SofalaProvince, emphasis was given to conservation agriculture and post-harvest conservation.

Mechanisms of Technology Transfer and Dissemination

As stated before, the extension model adopted by the public extensionservices was the Training and Visit (T&V) that was later modified. Thecontact of the extension agent with a group of people instead of contactingone contact farmer per “aldeia”, and the rigid visiting schedule (once every 15days) were the main changes introduced.

The contact with farmer groups instead of contact with the farmer aimed atincreasing extension services coverage. Each extension agent was supposedto work with 8 to 16 groups of farmers, in other words, around 225 farmers.The number of farmers per extension agent varied according to the populationdensity, distance between communities “aldeias”, type of transportation usedby the extension agent, other factors.

The first extension Master Plan designed for the 1998 to 2003 period, adoptedthe unified extension (crop production, livestock and natural resourcemanagement), and had established as a end point or point to reach, theestablishment and maintenance of 36 extension networks covering 52districts, and promoted the partnership between the public, private and NGOsextension services, including the contraction of other providers (“outsourcing”)and emphasized a better linkage between the extension services, research,service provision, and marketing.

In 2004, the public extension services covered 66 districts in 10 provinces ofthe country, this coverage was around 25% of the farmer’s families. In 2005,the public extension services employed 751 extension agents at provinciallevel, and 19 at central level, while the NGOs employed 840 at provinciallevel, and the private sector 228 extension agents.

In Gaza Province, the public extension covered only two districts ofthe province in 1998, and currently all the districts are covered. InSofala Province the services cover nine districts, against four districtsin 1998.

Theoretically, the farmers’ agriculture and livestock production problemsshould be identified by the farmers in collaboration with the extensionservices, which later would channel the problems to the research in order tosearch for solutions. Once the solutions were found, they should betransferred from the researchers to the extension services to deliver to thefarmers and other beneficiaries.


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Problem identification by the farmers facilitates the adoption of the proposedsolutions if they can reach the solutions. Sofala is one of the provinces inwhich this model of problem identification and activities planning by thefarmers was implemented, and was considered as a success by the extensionmanagers.

At research both the and, or at extension services level, the majority of theactivities are planed at central level and latter are implemented at provincial,district or agrarian research stations levels. With the improvement of quality ofpersonnel or human resources at these levels, an improvement inperformance of the system was observed, but it is still insufficient, for thedecision-making processes at these levels. In this regard, just a small part ofthe technological packages diffused by the extension services were adoptedat provincial level, while on the research side many experiments weredesigned at the agrarian research stations.

Currently, the extension networks in Sofala and Nampula Provincesdo not limit themselves only in transferring technologies generated atcentral level. The extension agents are prepared to help the farmersidentify the problems and to plan the activities (participatoryplanning).

It was possible to note that the extension networks give more emphasis to theagricultural production area, except the vaccination of Newcastle. In thelivestock raising field, the emphasis is given to the “banhos caracicidas” andchicken vaccination, leaving behind at many times, all the other problemssuch as infrastructure and feeding, among others.

The transfer of “tanques caracicidas” management from the government tothe communities/associations has been limiting the utilization of theseinfrastructure and services both due to the lack of management capacity, anddue to the fact that producers are not sensitized for the payments of suchservices. On the other hand, these responsibilities transfer complicates theprocess of monitoring the animal health status by the government.

In the case of Nampula Province, it was reported that technology adoptionwas observed even in areas not covered by the extension networks. This wasdue to the transfer of technologies or knowledge from farmer to farmer.However, it was mentioned that both between farmers and extensioninfluences the level of technology adoption.


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Monitoring and Evaluation System

At the research institute level (INIA, INIVE, IPA and CEF) there was noinstalled and functional structure for monitoring and evaluation.

At public extension level, there is a Department of Planning, Monitoring andEvaluation at central level that is subordinated to the chef of SPER. At thenetworks level, the monitoring and evaluation is done by the extension teamsupervisor and by the extension networks supervisors.

In general, the monitoring and evaluation system established focused moreon the monitoring and evaluation of the extension agent’s performance ratherthan on the impact of their actions. It is common to see in the monitoring andevaluation reports, the number of families covered by the extension agents,the level of coverage or number of CDRs installed, but rarely the number offamilies that adopted a certain technologies, and the impact of the adoption ofthe technologies in increasing the production and productivity.

It was mentioned in Sofala Province that a monitoring and evaluation systemin which the process was led by an employee of the Department of Economicat the DPA, with representatives of all the other sectors and a communityleader was put in place. This team, had its duties, the evaluation of theimplementation level of the technologies, and the impacts benefitingcommunities.

Interaction between Research and Extension

It could be observed that there was no improvement in the interactionbetween research and extension. The same opinion is also shared by GEMOet al. (2005) who consider that the linkages between extension, research andmarketing have not improved significantly over the 1999-2004 period, andgives three main reasons for the lack of improvement:

- Research and extension services continue to work on their ownagendas and priorities. The lack of effective functional linkagesbetween extension and research is part of an environment where thereis a fragmented approach to decision-making and implementingdecision.

- Both services have serious funding and human capital constraints.Around 65-70% of the annual budget directly allocated to extensionhas been used to pay salaries.

- There is not a transparent “career ladder” that provides training, andincentives to build a cadre of highly committed professionals in bothextension and research who are on a particular job for long enough todevelop contacts and trust with professionals in other services.

Similarly, the team that conducted this study noted that:


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- In general there are no formal moments of interaction betweenresearch and extension, either for activities planning or for resultsevaluation,

- The few moments of interaction are essentially due to the personalrelationships between researchers and extension agents, rather thanwork,

- Areas located around the research stations benefit more from theinteraction between research and extension or from the direct contactwith the researchers,

- Some research stations do the technology transfer, without theinvolvement of the extension services.

Between IPA and the public extension services there is noinstitutionalized link, but there are many successful initiatives that canbe mentioned. A good example is that of the “Estação Zootecnica deAngónia” were the technicians specialized in different fields playedthe role of extension agents and researchers. The techniciansidentified the problems and needs with the help of the farmer. Later,in coordination with other institutions technical packages for solutionor mitigation of the problem was searched for. This work ended withthe production and broadcast of audiovisual and other materials.

Despite the emphasis on the weak link between research and extension asthe major cause of non-adoption of the technologies, it was also mentionedthat the problem goes beyond the interaction between research andextension, to problems with resource availability for purchasing thetechnological packages or means that allow the implementation of thetechnological package.

Lessons learnt and recommendations

In research and extension the main learned lessons are:

- The late provision of funds and the cuts on the planned budgetcontributed to the non reach of the research and extension goals,

- For the technologies to address the beneficiaries real needs, there isthe need to develop or improve the information and communicationsystems between the research and extension, and between theextension and the beneficiaries,

- Level of technology transfer is higher with the greater participation ofthe beneficiaries in problem identification and in trying to find thesolutions,

- For better technology adoption, there is need to raise an awarenessamong the beneficiaries, and demonstration of the impacts of thetechnology being introduced,


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- The improvement in activities planning and monitoring processes isalso an important aspect in the quality of research and generatedtechnologies,

- One of the big secrets in getting good quality research and extension isthe ministry’s capacity of keeping its human resources, and thisdepends on the introduction and improvement of incentives to theemployees,

- For agricultural research and extension to be sustainable, there mustbe committment by the government to gradually increase the OGEcontribution in funding of activities. This will allow a gradual reductionin dependence on donors,

- For production of crop varieties , it is important to have seed productioncompanies that will assure that the seeds reach the beneficiaries wasas IIAM by it self does not have the capability to produce seeds thatcan satisfy the farmers needs,

- An institutional capacity building programme like PROAGRI I, may notleave behind a component for direct support to the farmers in order toallow them a better adoption of the technologies.


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ANNEX 1. STUDIES CONDUCTED BY IIAM BETWEEN 1999 AND 2005

A. Solos e Avaliação de Terras

- Amostragem de solos no Distrito de Magude, Província de Maputo, cobrindoduas áreas independentes de produção da cana sacarina, nomeadamente:Associação Khanimambo e Associação Maguiguane com cerca de 15 e 188ha respectivamente; a amostragem estendeu-se também para os Distritos deManhiça, Marracuene e Matutuíne, Província de Maputo.

- Estudo de solos ao nível de reconhecimento no âmbito da CartografiaSistemática de Solos na região de Nicoadala, província de Zambézia.

- Avaliação do uso agrícola de terras que inclui a avaliação do potencial agráriodos recurso de terra da região de influência do Corredor da Beira (provínciasde Manica e Sofala).

- Estudo de Impacto Ambiental para Proposto Gaseoduto da SASOL erealizados estudos especializados para classificação do potencial agrícoladas terras ao longo do gaseoduto nas região de Temane em Ressano Garcia.

- Estudo de Impacto Ambiental e Social do Projecto Mepanda Uncua e Nortede Cabora Bassa. Estudos especializados para avaliação do potencial eclassificação da aptidão agrícola das terras, avaliação de terra e classificaçãode aptidão dos solos da bacia do rio Monapo, província de Nampula.

- Estudo de caracterização agro-ecológica ao longo da bacia hidrográfica e uminventário de uso agrícola irrigado das bacias dos rios Incomáti, Umbelúzi eMaputo e na bacia do rio Púngue.

- Amostragem e avaliação da toxicidade actual dos solos do regadio de Muceloe no mesmo local fez-se a recolha de amostras de solos da área ,adeterminação de CE e acidez do solo e água e a avaliação dos níveis desalinidade e pH do solo.

- O Solos da Área de Licuari e do Regadio da Lagoa Teke-Teke, Distrito deNocoadala/Zambézia - 2005.

- Plano de Uso de Terra para a comunidade de Catine, Distrito deChigubo/Gaza – 1999. Este estudo consistiu no Levantamento de Solos eAvaliação de Terras do Posto Administrativo de Catine, Distrito de Chigubo.

- Estudo de Base Sócio-Económico do Posto Administrativo deCatuane/Maputo – 2002. O estudo visava colher informação da situaçãosócio-económica da Posto Administrativo de Catuane em Matutuine, antes daintrodução do projecto de gestão comunitária de recursos naturais. Esteverificou a situação sócio-económico actual da comunidade, como forma demedir no futuro, o impacto do projecto de gestão comunitária dos recursosnaturais nas economias dos agregados familiares da zona.

- Zoneamento de Uso de Terra no Distrito de Nampula.

- Estudo de Base Sócio-Económico de Gerés, Mabalane. O estudo identificartambém os grupos mais desfavorecidos na localidade de Geres, paracompreender a dinâmica actual e, a importância dos recursos naturais nestes


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e noutros grupos sócio-económicos. Especificamente, verificou até queponto, a utilização sustentável dos recursos naturais influencia osrendimentos obtidos pelas famílias destas comunidades.

- Community Land and Natural Resource Managemment in Mozambique: Thecase of Gondola, Manica Province. Este estudo mostra como as unidades degestão costumeira estao a ser afectadas pelas mudanças sócio-económicosque estão a ocorrer em Moçambique e como as comunidades estão aresponder as mesmas mudanças.

- Caracterização Agro-Ecológica do Planalto de Chimoio.

- Inventário dos Recursos de Solos nas Localidades de Mocuba e Mugeba.

B. Agro-Meteorologia

- Dados meteorológicos recolhidos, analisados, sistematizados edisponibilizados: Precipitação, Temperatura (máxima e mínima no abrigo,molhado e seco, máxima e mínima na agua, mínima na relva), evaporaçãotanque, evaporação piche, temperatura nas profundidades de 10, 20, 50, 100,200 e 300 cm, velocidade e direcção do vento, insolação, visibilidade,nebulosidade, humidade relativa, estado do solo, evolução do tempo.

- Informação meteorológica produzida: mapas diários, decadais, mensais eanuais, gráficos diversos (udografos, anemografos, termografos).

- Postos agrometeorlogicos automáticos estabelecidos em parceria com oINAM e Cooperação Espanhola (Ricathla, Maniquenique e Nhacoongo);

- Mapas meteorológicos compilados e enviados ao INAM: Entrega regular deinformação meteorológica produzida ao INAM para a padronização eposterior divulgação a nível dos potenciais utilizadores;

- Observadores e Radistas em serviço treinados: Treinos de capacitaçãoannual aos observadores e radistas do sector de agrometeorologia;

- Previsão da SARCOF interpretada e divulgada no INIA: Consiste emanualmente interpretar a previsão climatologia para Moçambique a nível dosinvestigadores, extensionistas e agricultores colaboradores com vista amelhorar as estratégias de produção para cada região em função do previsto

C. Fertilidade de Solos

- Foram realizados estudos sócio-económicos sobre o maneio e gestão dafertilidade de solo nas províncias de Inhambane e Manica

- Avaliação da fertilidade de solo de chagalane

- Seminários

- Test Kit (divulgados)

- SOFECSA (formado)


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- Ensaios on-farm –estão em curso ensaios on-farm nas províncias deInhambane, Manica e Gaza sobre :

i. Consociação e rotações com adubação mínima de NP (30 kg/ha cada)ii. Microadubação inorgânica com 3 níveis de Nitrogénio (0, 14 e 30 kg/ha) e 3

níveis de Fósforo (0, 7 e 40 kg/ha)

D. Florestas

- Estabelecimento de ensaios de espécie e proveniências de Uapacakirkiana.com objectivo de avaliar o crescimento, época de frutificação e aprodutividade por proveniência bem como a capacidade de adaptação ascondições do sitio

- Estabelecimento de áreas de produção de sementes de Eucalyptuscamaldulensis com objectivo de garantir semente de qualidade genéticamelhorada para os vários produtores.

- Identificação e estabelecimento de áreas de colheita de sementes, cujoobjectivo é de produção e fornecimento de semente de qualidade genéticamelhorada para os vários produtores.

- Plano de Gestão de Florestas e Fauna Bravia no Distrito de Nampula comobjectivo geral a produção de um documento que orientasse as autoridadeslocais na gestão efectiva dos recursos florestais e faunísticos do Distrito deNampula, e objectivos específicos de zoneamento do distrito, considerandoos factores naturais (solos, clima, relevo, etc)

- Potencial de propagação de algumas espécies de uso múltiplo. Com oobjectivo geral de investigar o potencial de propagação das espécies de usomúltiplo de Potone, e com os objectivos específicos de identificar as espéciesde uso múltiplo prioritárias para a comunidade de Potone, avaliar oconhecimento local referente a propagação das espécies de uso múltiploidentificadas, e estabelecer um viveiro com as espécies de uso múltiploprioritárias e raras para a comunidade de Potone.

- Estudo de Plantas Medicinais e de Uso Múltiplo de Potone- Nampula Oestudo foi realizado na Floresta de Potone localizada no Distrito de Angoche-Província de Nampula. O trabalho de recolha de dados foi dividido em duascomponentes que são: componente sócio-cultural e componente ecológica.Para a recolha de dados sócio-culturais foi utilizado o método de DiagnósticoParticipativo Rural (DPR) utilizando o sistema de amostragem aleatóriasimples com uma intensidade de amostragem de 27%.

- Estabelecimento de Parcelas Permanentes em Moribane e Pindanyanga noDistrito de Gondola - Província de Manica, e na Floresta de Mopane noDistrito de Mabalane, Província de Gaza para o estudo da regeneração ecrescimento das espécies florestais, para se definir cientificamente as taxasde corte annual admissível.

- Estudo da dinâmica das sucessões florestais após actividade agrícola. com oobjectivo de monitorar as mudanças referentes a composição florísticaresultantes da actividade agrícola.

- Estrutura e composição do ecossistema de Mecrusse/Mabote com objectivogeral de fazer o levantamento sobre composição floristíca e estrutura e


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utilização do Cimbirre pela comunidades locais e como objectivos específicosde descrever os usos e identificar as formas de exploração praticadas pelascomunidades de Mabote e Nhassoro.

- Identificação e estabelecimento de áreas de colheita de sementes, cujoobjectivo é de produção e fornecimento de semente de qualidade genéticamelhorada para os vários produtores.

- Ensaios de germinação com Pterocarpus angolensis e testes de propagaçãode Warburgia salutaris. Cujo objectivo e de identificar e recomendar o melhormétodo de propagação na produção de plantulas.

- Estabelecimento de ensaios para efeitos de comparação de crescimento dasseguintes espécies Eucalyptus, Casuarina e Thuja orientalis com objectivo detestar a sua adaptabilidade nas condições de sitio.

- Testes de controle de qualidade de sementes florestais (nativas e exóticas)com objectivo de garantir e disponibilizar semente de qualidade genéticamelhorada aos produtores.

- Estabelecimento de ensaios de introdução de tecnologia agroflorestais "Alleycropping em consociação com culturas agrícolas com objectivo de contribuirno melhora a produtividade agrícola dos solos e reduzir a pressão sobre osrecursos.

- Estudos sobre mercados potenciais de produtos florestais não-madeireiros;com preferências de fruteiras nativas.

- Análise do funcionamento das estruturas de base de maneio e gestão deflorestas nativas em Manica.

- Levantamentos de plantas medicinais enquadrado nos estudos sobre osvalores sócio-económicos dos recursos florestais e faunísticos em Manica.

- Estabelecimento de alguns campos de demonstração de resultados detécnicas agro-silviculturais para o controle da erosão em Manica.

- Estabelecido o ensaio de propagação vegetativa (caule e raiz) de 2proveniências de Warburgia salutaris com objectivo de testar o melhormétodo de propagação vegetativa a ser recomendado aos produtores.

- Medições e acompanhamento do ensaio de espécies e proveniências deCasuarina sp. (C. equisetifolia, C. cunninghamiana e C. junghuhniana) comobjectivo de avaliar o crescimento annual e a capacidade de adptação ascondições locais.

- Determinação do custo de produção de plântulas no viveiro com objectivo dedeterminar o custo de produção de plântulas no viveiro e, com base nosresultados obtidos proceder se a actualização dos preços de venda deplântulas.

- Efeito de tratamentos pré-germinativos para Afzelia quanzensis Millettiastuhlmannii e Pterocarpus angolensis cujos objectivos foram: (i) testar o efeitodos tratamentos pré-germinativo (ii) propor o melhor método de quebra dedormência (iii) comparar o crescimento no viveiro.


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- Selecção de matrizes na Área de Produção de Sementes (APS) deEucalyptus camaldulensis-Ricatla como objectivos de aumentar a populaçãode indivíduos seleccionados para a colheita de sementes de 107 para 250 eelaborar um croquis de localização e distribuição de árvores seleccionadasdentro do povoamento.

- Efeito da escarificação manual na germinação de: Acacia farnesiana, Acacianilotica, Acacia tortilis, Acacia xanthophloea, Burkea africana, Delonix regia,Faidherbia albida, Leucaena leucocephala e Tamarindus indica. Com oobjectivo de testar o efeito da escarificação maual na germinação e avaliar omelhor método de escarifição manual variando o período de tempo; 3 e 5minutos respectivamente.

- Estudo comparativo do rendimento do milho com e sem defesa de capimvetiver (Vetiveria zizanioides) com o objectivo de comparar o impacto docapim vetiver na conservação do solo da erosão hídrica e avaliar orendimento do milho nos CDRs com e sem capim vetiver.

- Ensaio de propagação por semente no viveiro (polpa e sem polpa) de 5proveniências de: Zandamela, Chissibuca e Buquene na, Província deInhambane; Madender e Xai-Xai Província de Gaza respectivamente daTrichilia emetica (Mafurreira) com o objectivo de testar o melhor método depropagação por semente e avaliar a qualidade da fruta após aplicação dostratamentos no campo.

- Medições e acompanhamento do ensaio (altura e diâmetro) de espécies eproveniências de Casuarina sp. (Casuarina equisetifolia, cunninghamiana ejunghuhniana) estabelecido em Bilene e Ricatla, províncias de Gaza eMaputo respectivamente após 2 anos de plantação com o objectivo de avaliaro crescimento anual e a capacidade de adaptação ás condições locais.

- Estabelecidos áreas de produção de sementes (APS) no CEF, IPA e INIA,cujo objectivo é de garantir semente /e ou material de qualidade genéticamelhorada para actividades agroflorestais.

- Efeito de tratamentos pré-germinativos para Spirostachays africana comobjectivos de (i) testar o efeito dos tratamentos pré-germinativo (ii) propor omelhor método de quebra de dormência.

- Efeito dos tratamentos pré-germinativos de algumas espécies agroflorestais:Acacia angustissima, Atleia herbert, Bixa olenana, Gliricidia sepium,Leucaena pallida, Moringa oleifera, Tephrosia candida ,Tephrosia vogellii,Sesbania sesban com os seguintes objectivos: (i) testar o efeito dostratamentos pré-germinativo (ii) propôr o melhor método de quebra dedormência.

- Estabelecido ensaios agroflorestais nas comunidades de Mahel,Matongamane, Chimoine , Tanga e tionganine na província de Maputo ondeserão aplicadas duas tecnologias agroflorestais “Alley cropping” utilizando aLeucaena leucocephala em consociação com o milho, e “Wood lot” deEucalyptus camaldulensis com vista a melhoria da produtividade agrícola dossolos e reduzir a pressão sobre os recursos.

- Estudo da regeneração e crescimento no ecossistemas de mopane, miomboe floresta da montanha. O objectivo do estudo é de estimar o índice de


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crescimento, caracterizar a composição florística, estrutura e os processos deregeneração de espécies que ocorrem nesses ecossistemas.

- Estudo da dinâmica das sucessões florestais após actividade agrícola. (emcurso) com o objectivo de monitorar as mudanças referentes a composiçãoflorística resultantes da actividade agrícola.

- Estudo da estrutura e composição do ecossistema de mecrusse- Mabote Oobjectivo era de estudar a composição florística, estrutura e utilização domecrusse pelas comunidades locais.

- Estudo de propagação vegetativa de espécie comercial (Pterocarpusangolensis) por estaca com objectivo de estudar as técnicas de propagaçãovegetativa de espécies nativas com valor comercial e recomendar a melhortécnica aos produtores.

- Estudo de propagação vegetativa da Hypoxis hemerocallidea (batataafricana) com o objectivo de estudar a viabilidade de propagação por estacae tubérculo e recomendar a melhor técnica aos produtores.

- Estudo da influência de diferentes proporções de substrato na germinação ecrescimento de mudas da Afzelia quanzensis(chanfuta) com o objectivo detestar a influência dos diferentes níveis de substrato na germinação ecrescimento desta espécie.

- Identificação de essências nativas para avaliação do incremento diamétrico ealtimétrico para fins de construção rural, com o objectivo de seleccionarespécies de rápido crescimento, que possam fornecer materiais deconstrução às comunidades.

- Estudo do efeito dos pré-tratamentos da Trichilia emetica (Mafurreira). Oestudo tem como objectivos (i) testar o melhor método de propagação porsemente (ii) avaliar a qualidade da fruta após aplicação dos dois tratamentosno campo.

- Estabelecimento de ensaios de Leucaena leucocephala em todo o país, comocombustível lenhoso (lenha e carvão) e forrageira de modo a reduzir apressão sobre o recurso florestal.

- Maneio de rebentos de Millettia sthulmannii comercialmente conhecida comopanga- panga nas concessões de modo a garantir que a regeneração sejabem sucedida.

- Estabelecimento de ensaio de casuarina em Bilene, com o objectivo de seidentificar a espécie e proveniência que melhor se adapta às condições dazona costeira, visto que a Casuarina equisetifolia de Moçambique estágeneticamente alterada.

- Melhoramento da Vangueria infausta vulgarmente conhecida por maphiluocom o objectivo de diminuir o tamanho da semente e aumentar a quantidadeda polpa para posterior produção industrial (sumos e compotas).

- Ensaio para se identificar a melhor forma de propagação de Walburgiasalutaris mais conhecida por chibaha devido ao seu elevado valor medicinal.


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- Estabelecido o ensaio de espécies e proveniências de Eucalyptus (E.Citriodra, E. Camaldulensis, E. Tereticornis e E. Grandis) 1 e 2 gerações comobjectivo de comparar o crescimento anual, e testar a sua resistência aosataques de térmites bem como a capacidade de adaptação às condiçõeslocais.

- Estudo da taxa e índice de crescimento de Androstachys johnsonni(Mecrusse) após tratamentos silviculturais em Mabote - Província deInhambane.

- Estudo do efeito dos tratamentos pré-germinativos das seguintes espécies:Acacia nilotica, A. tortilis, A. karroo, A. xanthophloea e Tamarindus indica como objectivo de testar o efeito dos tratamentos na germinação das espécies emestudo e propôr o melhor método de quebra de dormência.

- Estudo da ocorrência da Warburgia salutaris( chibaha) nos principaismercados das cidades de Maputo e da Matola.

- Realização do inventário florestal das plantações estabelecidas emMichafutene, com o objectivo de determinar o volume total e comercial decada plantação, conhecer a estrutura de cada plantação e apresentar o mapade uso e cobertura da zona.

- Monitoramento do ensaio de espécies e proveniências de Casuarina emRicatla (Marracuene). com o objectivo de se identificar a espécie eproveniência que melhor se adapta às condições da zona costeira.

- Propagação da Artimisia annua anamed A3 com objectivo de estabeleceruma área de produção de material vegetativo.

- Estudo de métodos de propagação da Hypoxis hemerocallidea com oobjectivo de avaliar a eficiência de brotação e sua sobrevivencia usandovários cortes.

- Os estudos de técnicas e métodos de propagação de sementes florestais temcomo objectivo de identificar e recomendar as melhores técnicas e oumétodos de propagação e serem praticados pelos produtores.

E. Botânica Sistemática, Geobotanica e Recursos Fitogeneticos

- Foi realizado na província de Inhambane (distritos de Govuro, Funhalouro eHomoine), província de Gaza (Chokwe e Xai-Xai) e província de Maputo(distritos de Namaacha e Moamba), a avaliação das necessidades de re-introducao de variedades locais das principais culturas alimentares perdidas eidentificação das causas/factores responsáveis pela sua perda.

- Em Janeiro de 2000, um inventário florístico na Reserva Especial de Caça doElefante, onde foram identificadas, colhidas e incorporadas no herbário ejardim botânico um total de 231 espécies entre medicinais, alimentaresespontâneas e ornamentais.

- Em Novembro-Dezembro de 2001,uma expedição botânica regional ao centrode endemismo de Maputaland, Matutuine, em que participaram 23 técnicosdos Países da SADC. A referida expedição foi coordenada pelo INIA ;


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- Em Outubro de 2002, um inventário florístico e entrevistas a praticantes demedicina tradicional sobre os nomes comuns e usos de 45 espéciesmedicinais da região de Licuáti, Matutuine.

- Em Março 2003, um inventário florístico e conduziram-se entrevistas ascomunidades locais das zonas costeiras de Pandane, Baía dos Cocos,Guinjata e Tofo em Inhambane, sobre a utilização e conservação dosrecursos florísticos.

- Em Maio de 2004, um inventário florístico em alguns distritos de Morrumbenee Massinga, com o objectivo de identificar, colher e incorporar no herbário ejardim botânico espécies com interesse medicinal, alimentar e ornamental econduzir inquéritos a praticantes de medicina tradicional e comunidade localsobre nomes comuns e usos das diferentes espécies.

- Em Agosto 2004, inquéritos a praticantes de medicina tradicional da região deTinonganine e Djabula sobre nomes comuns e usos de espécies medicinais.

- Foi feita a descrição das famílias Cornaceae e Begoniaceae. As famíliasCornaceae e Begoniaceae apesar de possuírem poucas espécies, ocorremem Moçambique ao contrário do facto de se pensar que são espéciesintroduzidas (exóticas). Os resultados deste estudo foram publicados em doisvolumes da Flora de Moçambique. Observação das característicasmorfológicas dos espécimens das famílias Cornaceae e Begoniaceae, foramrealizadas nos herbários LMA (INIA), LMU (UEM) e LISC (Lisboa), bem comode outros herbários especialmente da área da Flora Zambesiaca.

- Foi produzida e publicada a listagem das plantas vasculares de Moçambique.A listagem de plantas vasculares de Moçambique, tem como objectivodocumentar todo o material existente no herbário incluindo os nomescientíficos, nomes comuns, distribuição e estado de conservação dasespécies em Moçambique. Das 5692 espécies estimadas para Moçambiquecerca de 3600 foram listadas o que representa 60% do total de espécies. Deacordo com o registo, o herbário LMA possui cerca de 65000 espécimens e30 000 duplicados de plantas vasculares incluindo Gymnospérmicas eAngiospérmicas.

- Elaborou-se a listagem de plantas ameaçadas de extinção (RDL) deMoçambique. Esta listagem contem cerca de 300 espécies em vias deextinção, das quais 1 extinta na natureza, 6 em perigo crítico, 6 em perigo,109 vulneráveis, 16 em baixo risco (quasi ameaçadas), 23 em baixo risco (preocupação menor), e 139 com dados insuficientes. As zonas comecossistemas mais sensíveis são: zonas costeiras; a volta das principaiscidades devido a alta densidade populacional; áreas onde a pobreza éabsoluta, áreas com elevados índices de desflorestamento para a obtençãode lenha e carvão. O desflorestamento para fins comerciais ocorre em todo oPaís sendo o sul e centro de Moçambique onde o desenvolvimento industriale urbanização decorre a níveis acelerados como por exemplo na província deMaputo. As práticas de agricultura destrutiva ocorre em grande escala naszonas rurais.

F. Ciências Animais

- Produção de vacinas e outros biológicos entre 1999-2004


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Nome da Vacina 1999 2000 2001 2002 2003 2004

Newcastle I-2 4 265 000 1 058 500 999 000 319 000 234 500 1351 750

Newcastle La Sota - 104 800 - - - -

C. Sintomatico 261 000 104 800 230 000 260 000 400 000 320 000

C. Hermtico 400 000 458 820 450 000 900 000 600 000 100 000

TuberculinaBovina

- 13 300 - - - -


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ANNEX 2. PUBLICATIONS BETWEEN 1999 AND 2005

1. Amado, G. J. (2001): Determinação do custo de produção de plantas florestaisno viveiro do Centro de Experimentação Florestal.. Relatório de estágiorealizado no CEF, para a conclusão do curso médio agropecuário, IAB.

2. AMANE, M.I.V.; JOCENE, D.; BOINA, G.; FABIÃO, A. Effect of doses ofnitrogen and molybdenum on common beans, in Lichinga plateau, northernMozambique. Annual Report of the Bean Improvement Cooperative. 47:101-102, 2004.

3. AMANE, M.I.V.; VIEIRA, C.; NOVAIS, R.F.; ARAÚJO, G.A.A. Adubaçãonitrogenada e molíbdica da cultura do feijão na Zona da Mata de MinasGerais. R. Bras. Ci. Solo, 23:643- 650, 1999.

4. Atanásio, A. & Boomker, J. (2004). Seasonal variation in helminth egg counts ingots of the family sector in Mozambique. Em edição para ser submetido parapublicação no Onderstepoort Journal of Veterinary Research, África do Sul.

5. Atanásio, A. & Boomker, J. & Sitoe, C. (2001). A survey on the occurrence ofthe resistance to anthehelmintcs of the gastro-intestinal nematodes of goats inMozambique. Onderstepoort Journal of Veterinary Research, 69: 215-220.

6. Atanásio, A. & Boomker, J. & Sitoe, C. (2001). A Survey on the Occurrence ofanthelmintic Resistance in Gastro-intestinal Nematodes of Goats inMozambique. Proceedings of the 18th International Conference of the WorldAssociation for the Advancement of Veterinary Parasitology, Stresa, Italy,page 121.

7. Atanásio, A. & Boomker, J. & Sitoe, C. (2001). Ocorrência de resistência denemátodos gastro-intestinais aos anti-helmínticos em caprinos deMoçambique. O Agrário, 21: 20-24.

8. Atanásio, A. & Boomker, J. & Sitoe, C. (2001). Ocorrência de resistência denemátodos gastro-intestinais aos anti-helmínticos em caprinos deMoçambique. Apresentado durante as IV Jornadas de Medicina Veterinária eProdução Animal, que decorreram em 16 a 17 de Abril de 2001 em Maputo,Moçambique.

9. Atanásio, A. & Boomker, J. (1997). Preliminary Study of the Parasitism Patternof goats in the Family Sector in Mozambique. Proceedings of the 16th

International Conference of the World Association for the Advancement ofVeterinary Parasitology, Sun City, South Africa, page 5.

10. Atanásio, A. (1993). Prevalência Dinamica Sazonal de Helmintos em Bovinosdo Sul de Moçambique. III Jornadas Científicas da Associação de Veterináriosde Moçambique (AVETMO), que decorreram de 10 a 13 de Março de 1994 emMaputo, Moçambique.

11. Atanásio, A. (2000). Helminths, Protozoa, Heartwater, and the Effect of Gasto-intestinal Nematodes on the Productivity of Goats of the Family Sector inMozambique. PhD thesis. Department of the Veterinary Pathology, Faculty ofVeterinary Science, medical University of Southern Africa, South Africa.


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12. Atanásio, A. (2001). Ocorrência de hemoparasitas e prevalência de anticorposcontra Cowdria ruminantium em caprinos do sctor familiar em Moçambique.Proceedings do 18o Congresso Brasileiro de Medicina Veterinária e 9Congresso Internacional de Medicina Veterinária em Língua Portuguesa (XVIIICONBRAVET), São Salvador da Bahia, Brasil, Página 263.

13. Atanásio, A. (2001). Variações Sazonais das contagens de ovos de helmintosem caprinos do sector familia em Moçambique. O Agrário, 21: 25-30.

14. Atanásio, A. (2004). Coccidial infections in goats of the family sector inMozambique. Por submeter para publicação.

15. Atanásio, A. (2004). Ocorrência de hemaparasitas e prevalência de anticorposcontra Cowdria runinantium em caprinos do sector familiar de Moçambique.Submetido para publicação na revista Veterinária Técnica, Portugal.

16. Atanásio, A., Conceição, A. e Mazibe, M. (1995). Estudo da Saonalidade dasEspécies Mais Importantes de Carraças na Província de Gaza, Moçambique.Não publicado.

17. Bila, J.M; Chelene, I.; Simango, S.; Manhiça, G. & Mabjaia, N. (2004): Relatóriosobre a carta de entendimento entre o CEF e o PMSR/UIF sobre o efeito dostratamentos silviculturais nos ecossistemas de mecrusse (Androstachysjohnsonii) em Mabote.

18. Black, R.; Harrison, E.; Admassie, Y.; Pankhurst, A.; Yibabie, T.; Watson, E.;Schafer, J.;


20. Black, R.; Harrison, E.; Admassie, Y.; Pankhurst, A.; Yibabie, T.; Watson, E.;Schafer, J.; Matakala, P.; Serra, A. & Ribeiro, A. (2000): Elephants: problem oropportunity?MZ03.



23. Black, R.; Harrison, E.; Admassie, Y.; Pankhurst, A.; Yibabie, T.; Watson, E.;Schafer, J.; Matakala, P.; Serra, A. & Ribeiro, A. (2000): Individuals andInnovations. MZ06;

24. Black, R.; Harrison, E.; Admassie, Y.; Pankhurst, A.; Yibabie, T.; Watson, E.;Schafer, J.; Matakala, P.; Serra, A. & Ribeiro, A. (2000): Communityrepresentations in Community-Based Natural Resources Management: thecase of Moribane. MZ07;

25. Black, R.; Harrison, E.; Admassie, Y.; Pankhurst, A.; Yibabie, T.; Watson, E.;Schafer, J.; Matakala, P.; Serra, A. & Ribeiro, A.: Community representationsin Community-Based Natural Resources Management: the case of Tsetserra.MZ08;


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26. Black, R.; Harrison, E.; Admassie, Y.; Pankhurst, A.; Yibabie, T.; Watson, E.;Schafer, J.; Matakala, P.; Serra, A. & Ribeiro, A. (2000):: Implementingcommunity-Based Natural Resources Management in M’punga. MZ09;

27. Black, R.; Harrison, E.; Admassie, Y.; Pankhurst, A.; Yibabie, T.; Watson, E.;Schafer, J.; Matakala, P.; Serra, A. & Ribeiro, A (2000): Conflictingperspectives on the natural resource base. MZ10;

28. Chamba, E. Mangue, P. Sambane, E. e Simango, S. (2002): Estrutura ecomposição do ecossistema do mecrusse – Mabote;

29. Chamba, E.; Ribeiro, N; Awasse, A; Mushove, P., (2001): Caracterização dasflorestas de galeria na Reserva Florestal de Mecubúri. Proposta de umprojecto de investigação aplicada no âmbito do programa deconsciencialização ambiental-IUCN-Moçambique.

30. Chamba, E.; Safo, D. e Manhiça, G. (2001): Introdução de tecnologiasagroflorestais em Tanga e Mahel;

31. Chamba, E.; Sambane, E. e Mangue, P. (2000): Estudo das plantas medicinaise de uso múltiplo de Potone;

32. Chelene, I. (2003): Plantas medicinais: usos e estado de conservação naReserva Florestal de Moribane, Província de Manica. Tese de licenciatura.UEM.Maputo;

33. Chidiamassamba, C e Rungo, C. (2001): Avaliação da efectividade dasconsultas comunitárias nos processos de delimitação e demarcação dasterras comunitárias. Estudos feitos através da carta de acordo entre o projectoGCP/MOZ/056/NET e o Centro de Experimentação Florestal (CEF).

34. Cossa, C.S., (2000): Efeitos de pré-tratamentos na germinação e crescimentoda acacia xanthophloea.Relatório de estágio realizado no CEF, para aconclusão do curso médio agropecuário, IAB.

35. Cossa, F. (1998): Seminário de planificação do projecto de gestão comunitáriados recursos florestais e faunísticos na Reserva de Moribane. Relatório doseminário;

36. Da Conceição, C. J. e Tsombe H, 2002. Potencial produtivo do PorcoLandim.Extensão Rural Ano 3 Nº 5. 2002;

37. Da Conceição, C.J. 2002. Sobre o Gado de Corte ... Extensão Rural Ano 3 Nº5;

38. Da Conceição, Cristiano J. (em publicação 2005) – Como Determinar osParâmetros de;

39. Da SILVA, M., IZIDINE, S. & AMUDE, A. (2004): A preliminary checklist ofvascular plants of Mozambique. Southern African Botanical Diversity Networknº 24, SABONET, Pretória.

40. Eulália Macome e José H. Soares (2000): Comercialização de produtosflorestais não madeireiros e avaliação do mercado potencial dos produtosidentificados – casos de Mahel e Goba, Província de Maputo.


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41. FAEF/DEF e CEF-Manica (2000): Inventário florestal e levantamento dasplantas medicinais de Pindanganga.Bases para a elaboração do plano demaneio comunitário.

42. FAEF/DEF e CEF-Manica (2000): Levantamento de plantas medicinais daregião de Pindanganga, Distrito de Gondola.

43. Fernando, J. C. (2002): Tratamentos pré- germinativos aplicados paraPterocarpus angolensis, Millettia stuhlmannii e Afzelia quanzensis. Tese deLicenciatura. DEF-UEM.

44. GOLDING, J. & IZIDINE, S. (2000):. What? No Red Data List for Mozambique!Plant Life N°23. Pretoria.

45. Gomes, F., M. Marques, Mafalacusser, J., Vilanculos, M. (2001). Levantamentodos regadios existentes no País, Fase I, Zona Norte. ProjectoFDHA/GT/PAI/003.

46. Gomes, F., M. Marques, Mafalacusser, J., Vilanculos, M. (2002). Levantamentodos regadios existentes no País, Fase III, Zona Sul. ProjectoFDHA/GT/PAI/003.

47. Issufo, A (1998): Growth response of Eucalyptus clones to different soils in anursery environment. Thesis presented in partial fulfillment of the requirementsfor the Degree of Master of Science in Forestry at the University ofStellembosch. South Africa. Pp 142.

48. Issufo, A and Sambane, E. (2000): Southern African savannas: Sustainablemanagemenmt of natural resources. South Africa case study: Wildlifeutilization in Hluhluwe – Umfolozi Park and Double Drift Game Reserve.

49. IZIDINE, S & BORGES, D.(1998): The status of Botanical Garden inMozambique, SABONET News, Vol.3 Nº3. SABONET, Pretória.

50. IZIDINE, S. & BANDEIRA, S.O. (2002):. Moçambique. In: J.S.Golding (ed.).Southern African Plant Red Data Lists. Southern African Botanical DiversityNetwork Report Nº14: 43-60. SABONET, Pretória.

51. IZIDINE, S. & DUARTE, C. (2003). Flora de Moçambique, Cornaceae, IICT,Lisboa.

52. IZIDINE, S. & DUARTE, C. (2003):. Flora de Moçambique, Begoniceae, IICT,Lisboa.

53. IZIDINE, S. (2003). Licuáti Forest Reserve, Mozambique: Flora, Utilisation andConservation, MSc Thesis, University of Pretoria, Pretoria.

54. IZIDINE, S. (2004). Departamento de Botânica: Apresentação, Actividades,Resultados e Constrangimentos. Comunicação apresentada a delegação dosPALOP. Maputo, Moçambique.

55. IZIDINE, S.& BANDEIRA, S.O. (2003): O papel dos herbários na conservaçãovegetal. Paper apresentado no Seminário Nacional sobre utilização dainformação botânica. Seminário realizado com os stakeholders dos herbários,Maputo


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56. IZIDINE, S., BANDEIRA, S.O & AMUDE, A. (2001):. Mozambique BotanicalGardens, SABONET News Nº 2, Vol 4. SABONET, Pretória.

57. IZIDINE, S., MARTINS, A. & BARBOSA, F.(2000):. Red data List inMozambique: a way to Conservation, SABONET News Nº3, Vol.5. SABONET,Pretória.

58. IZIDINE, S., SIEBERT, S & VAN WYK, B. (2003). Licuáti Sand Thicket: Theunique vegetation type from southern Mozambique. Veld & Flora: 54-60.Pretória.

59. IZIDINE, S.A., NHATUMBO, I., GOLDING, J (eds) (2004): Integração doConceito Lista Vermelha de Plantas no Quadro Legal em Moçambique:memórias do seminário realizado no Kaya-Kwanga, Maputo, Moçambique, 29-31 Agosto de 2001. Southern African Botanical Diversity Network Report Nº23.SABONET, Pretória.

60. IZIDINE, S.A., VAN WYK, B. & SIEBERT, S. (2004):. Licuáti, the sacred SandForest of the Maputaland Centre of Endemism in southern Mozambique.M.Sheridan & C.

61. JOCHUA, C.N.; STEADMAN, J.R.; AMANE, M.; FENTON, J.G. Pathotypevariation and sources of resistance to the common bean rust pathogen insouthern Mozambique. Annual Report of the Bean Improvement Cooperative.47:113-114, 2004.

62. Loforte, P., 1999. Goat Production and Productivity in the Smallholder Sector inthe Boane District Mozambique. MSc Thesis. University of Pretoria, RSA.

63. Loforte, P., 2000. Indicadores Produtivos de Caprinos no Sector familiar e a suaImportancia na definição de Estrategias de Desenvolvimento Pecuário.Maputo. Moçambique.

64. Macome, E. (2001): Assessing the impact of a Transboundary Park: The case ofCoutada 16 in Mozambique. A report submitted for NRSM7611 ResearchProject, in partial fulfillment of the requirements for the degree of Master ofNatural Resouce Economics in the University of Queensland.

65. Macome, E. (2002): Situation of Dalbergia melanoxylon in Mozambique.Sustainable Production of African Blackwood-Dalbergia melanoxylon. Reportof Technical workshop held in Pemba.Mozambique, 3:6 pp.

66. Mafalacusser, J., (2004). Avaliação da Aptidão Potencial Para Produção deFruteiras e Hortícolas. Distrito de Matutuíne, Província de Maputo.

67. Mafalacusser, J., Marques, M.R., (1999). O potencial dos recursos agrários dodistrito de Gorongosa e possibilidades de desenvolvimento. INIA-DTA.

68. Mafalacusser, J., Marques, M.R., (2000). O potencial dos recursos agrários dodistrito de Cheringoma e possibilidades de desenvolvimento. INIA-DTA.

69. Mafalacusser, J.M., Marques, M.R. e Vilanculos, M.F. (1999). ZoneamentoAgro-Ecologico dos Recursos de Terra da Comunidade de Goba, Distrito deNamaacha, Província de Maputo.


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70. Mahita, A. (2004): Inventário florestal nas plantações estabelecidas emMichafutene. Relatório de estágio realizado no CEF, para a conclusão docurso médio agropecuário, IAB.

71. Maluleque, I. & Machava, B. (2004): Comportamento de espécies eproveniências de Casuarina em Bilene.

72. Mangue, P. (2002): Manual de exploração florestal.

73. Mário R. Marques, Moisés F. Vilanculos, Jacinto M. Mafalacusser, 2005. OsSolos da Área de Licuari e do Regadio da Lagoa Teke-Teke, Distrito deNicoadala.

74. Marques R..M., Moisés F. Vilanculos, Jacinto M. Mafalacusser, 2005. Os Solosda Área de Macubulane – Magude.

75. Marques, M.R. (1999). Agricultural Resource Base. In: Environmental and SocialImpact Assessment, Mepanda Uncua and Cahora Bassa North Project(Editado por LAHMEYER International in Association with IMPACTO andACIP), Maputo, Moçambique.

76. Marques, M.R. (1999). O potencial dos Recursos Agrários da Província daZambézia e as Possibilidades de Desenvolvimento. in: Diagnóstico Ambientalda Província da Zambézia (Editado pelo IMPACTO, Projectos e EstudosAmbientais).

77. Marques, M.R., Mafalacusser, J., Vilanculos, M., Gomes, F., (2003).Levantamento dos regadios existentes no País, Fase II, Zona Centro. ProjectoFDHA/GT/PAI/003.

78. Marques, M.R., Tique, C, Gomes, F., Mafalacusser, J.M, (2000-2001).Propostas de projectos de desenvolvimento rural e geridos pelascomunidades para a redução da sua vulnerabilidade aos desastres naturaisem duas províncias do Sul de Moçambique.

79. Marques, M.R., Vilanculos, M. (2003). Estudo ambiental e sócio-económico dosector agrário da província de Inhambane, PROAGRI, MADER.

80. Marques, M.R., Vilanculos, M., Mafalacusser, J., (2003). Síntese dolevantamento nacional dos regadios 2001-2003, Ministério da Agricultura eDesenvolvimento Rural, Direcção Nacional de Hidráulica Agrícola e Fundopara o Desenvolvimento.

81. Marques, R.M.,, Jacinto M. Mafalacusser, Moisés F. Vilanculos, 2005. EstudoPedológico e Avaliação de Terra da Área de Thewe, Distrito de Mopeia –Zambézia.

82. Marques. M.R., Mafalacusser, J., Vilanculos, M., (2004). Estudo pedológico daregião do baixo limpopo e possibilidades de desenvolvimento hidro-agrícola.Programa de reabilitação agrícola do sector familiar, região agrícola do baixolimpopo, distrito de Xai-Xai.

83. Massango, H. (1998).: Community based resources management researchproject Tanga. Licuáti Forest Area. Maputo Province.


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84. Massango, H. (1998).: Relatório sobre o projecto para o estabelecimento deareas de conservação de chanfuta em Tanga com participação comunitária.Apresentado na 1ª Conferência Nacional sobre o maneio Comunitário.

85. Massango, H. (1999): Levantamento preliminar da utilização dos produtosflorestais não madeireiros na zona de Tanga.

86. Massango, H. and Martins, G. (2000): Indigenous fruit trees selected fordomestication by farmers in Mozambique: Tanga case study. In: Tree seedNews. The Newsletter of the SADC Tree Seed Centre Network. Issue nr 2.Seed leaflet.

87. Massango, H.(2000): Diagnóstico e Desenho (D&D) e identificação de sistemasagroflorestais apropriados. Casos de Tanga e Mahel-sede.

88. Massango.Z (???).Alimentação e Alojamento Melhorado para Galinhas doSector Familiar.

89. Massango.Z.(???). Construção e Uso de Currais Elevados em Caprinos .

90. Massango.Z.(???).Técnicas de Processamento e Coonservação de Leite, Carnee Peles.

91. Massango.Z.,(??). Alternativas Alimentares para Suinos Adaptados a Sistemasde Maneio de Baixo Custo.

92. Massango.Z.,(???). Alojamento Melhorado para Suinos no Sector Familiar.

93. Massango.Z.,(???). Divulgação de Normas de Maneio de Animais de Tracção.

94. Matakala, P.; Serra, A. & Ribeiro, A. (2000): Charcoal, hunting and fires. MZ04.

95. Matakala, P.; Serra, A. & Ribeiro, A. (2000): Conflict, “post-conflict” andtraditional authorities. MZ01.

96. Matakala, P.; Serra, A. & Ribeiro, A. (2000): Spirits and natural resources.MZ05.

97. Matakala, P.; Serra, A. & Ribeiro, A.(2000): Traditional leaders and Community-Based Natural Resouces Management. MZ02.

98. Munjovo, M. (2004): Tratamentos pré-germinativos nas sementes de Acaciaxanthophloea e Tamarindus indica. Relatório de estágio realizado no CEF,para a conclusão do curso médio agropecuário, IAB.

99. Nyamweru (eds). African Ethnoforests: Sacred Groves, Culture, andConservation. The Book of Ethnoforests, in press.

100.Pimentel. P., & Garrine. C., 2002. Importancia das Plantas Nativas na ProduçãoAnimal em Moçambique. Apresentado no I Simposio Nacional de InvestigaçãoAgraria, FAEF- Universidade Eduardo Mondlane, Maputo, 31 de julho a 2 deAgosto. Mozambique.


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101.Ribeiro, A. (2001): Natural research management policy in Mozambique: anoverview. Marena Research Project. Working paper nr 7. School of Politicsand Communications Studies, University of Liverpool.

102.Ribeiro, N; Mushove, P.; Awasse, A. e Simango, S. (2002): Caracterizaçãoecológica da floresta de galeria do Rio Mecubúri na Reserva Florestal deMecubúri, Província de Nampula. Relatório final do projecto de investigaçãoaplicada. Trabalho realizado com o envolvimento das instituições: DNFFB,SPFFB, CEF, DEF/FAEF.

103.Romão, A. (2004): Estudo de ocorrência de Warburgia salutaris (BERTOL.F.)nos principais mercados das cidades de Maputo e Matola. Relatório deestágio realizado no CEF, para a conclusão do curso médio agropecuário,IAB.

104.Rungo, C e Taquidir, M., (2000): Estabelecimento de ensaios agroflorestais.Estudos feitos através da carta de acordo com o projecto GCP/MOZ/056/NET,Relatório final.

105.Rungo, C e Taquidir, M., (2000): Estudo de conflito entre elefantes e acomunidade na Reserva Florestal de Moribane. Estudos feitos através dacarta de acordo com o projecto GCP/MOZ/056/NET, Relatório final.

106.Rungo, C e Taquidir, M., (2000): Levantamento sócio-económico da região daPindanyanga. Estudos feitos através da carta de acordo com o projectoGCP/MOZ/056/NET, Relatório final.

107.Rungo, C e Taquidir, M., (2000): Proposta de um projecto de maneiocomunitário dos recursos florestais e faunísticos em Pindanyanga .Estudosfeitos através da carta de acordo com o projecto GCP/MOZ/056/NET,Relatório final.

108.Rungo, C. (2001):Estudo sobre fruteiras nativas e plantas medicinais emPindanyanga- fruteiras nativas de Pindanyanga . Estudos feitos através dacarta de acordo entre o projecto GCP/MOZ/056/NET e o Centro deExperimentação Florestal (CEF).

109.Rungo, C. (2001):Título: Estudo sobre fruteiras nativas e plantas medicinais emPindanyanga - plantas medicinais de Pindanyanga .Estudos feitos através dacarta de acordo entre o projecto GCP/MOZ/056/NET e o Centro deExperimentação Florestal (CEF).

110.Safo, D., (2000): Seed scarification - efect on germination of Acaciaxanthophloea, Albizia adiantifolia and Albizia lebbeck.

111.Sambane, E. (2001): Potencial de propagação de espécies de uso múltiplo:estudo de caso de Potone.

112.Sambane, E. e Mangue, P. (2000): Southern African Savannas: Sustainablemanagemenmt of natural resources. Zimbabwe case study: Wildlife utilizationin Gonarezhou National Park Final Report.

113.Sambane, E., (2000): Utilização da fauna no Parque Nacional de Gorongosa –Estudo de caso de Moçambique.


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114.Selecção para bovinos de corte.

115.Serra, A. (2001) Legitimacy of local institutions for natural resource management– the case of M´punga, Mozambique. Working paper nr 3. in collaboration withSchool of African and Asian Studies, University of Sussex and Centro deExperimentação Florestal, Sussundenga-Mozambique, pp 18.

116.Serra, A. (2001): Legitimacy of local institutions for natural resourcemanagement – the case of Pindanganga, Mozambique. Working paper nr 2.in collaboration with School of African and Asian Studies, University of Sussexand Centro de Experimentação Florestal, Sussundenga-Mozambique, pp 15.

117.Serra, A.; Black, R. and Schafer, J., (2000): Management of natural resources.Report of workshop in Chimoio, held at 28 th September . Marena ResearchProject. UK- School of African and Asian Studies, University of Sussex,Brighton and Centro de Experimentação Florestal –Chimoio e Maputo.

118.SIEBERT, S., FISH, L., URIAS, M. & IZIDINE, S.(2004): Grass assemblagesand diversity of conservation areas on the coastal plain south of Maputo Bay,Mozambique. Bothalia n°34: 61-71.

119.Simango, S. C. (2001): Report on work attachment conducted in CITES OfficeArusha. Thesis research for Bachelor degree. College of African WildlifeManagement-Mweka Tanzania.

120.SUBRAHMANYAM, P.; AMANE, M.; VAN DER MERWE, P.J.A. Groundnutproduction constraints and research needs in Mozambique. InternationalArachis Newsletter no. 19: 42-44, 1999.

121.Taela, M.G., da Conceição, C.J. 2003. Factores não Genéticos que Afectarama Produtividade de Caprinos na Estação Zootécnica da Chobela (EZC), 1987– 1991 Resultados preliminares.

122.Tique, C, 2001, Gender issues in the Soil Conservation: The case of Gondola,Manica Province, Women work, men benefits, negotiating gender roles in thenatural resources by C. Wilhjeoning and R. Witherhouse, Maputo.

123.Tique, C. 1999, Plano de Uso de Terra para a comunidade de Catine, Distrito deChigubo/Gaza.

124.Tique, C., 1999, Estudo de Base Sócio Economico de Gerés.

125.Tique, C., 2000, Community Land and Natural Resource Management inMozambique: The case of Gondola, Manica Province, paper published atproceedings of the “Constituting the Commons: Crafting SustainableCommons in the New Millennium, 8th Biennial Conference of the InternationalAssociation for the Study of Common Property.

126.Tique, C., 2002, Estudo de Base Sócio Economico do Posto Administrativo deCatuane.

127.VAN WYK, B., IZIDINE, S. & SIEBERT, S.(2001): Mozambique RegionalExpedition, Maputaland Centre of Endemism. Guide for the MozambiqueRegional Expedition to the Maputaland Centre of Endemism, in press.


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ANNEX 3. Methodology

To cover the objectives of this work the following activities were conducted.

1 Basic literature review,

2 Semi-structured interviews conducted at different levels, with differentplayers in each institution (national level (IIAM and MINAG), provinciallevel (DPAs), district level (DDAs), and Agrarian Research Stations), tocollect local information to better answer the study objectives.

A list of contacted people at different institutions is presented in the MainReport annexes. During the process, representatives from the followingprovinces and districts were contacted.

a. Maputo Province (MINAG, IIAM)

b. Gaza Province (DPA)i. Xai-Xai District (DDA)ii. Chókwè district (DDA and Agrarian Research Station

c. Nampula Province (DPA)i. Malema (DDA)ii. Mugovolas (DDA)iii. Agrarian Research Station (Centro Zonal Norte)

d. Manica Province (DPA)i. Manica (DDA)ii. Sussundenga (DDA)iii. Sussundenga Agrarian Research Station

e. Sofala Province (DPA)i. Dondo District (DDA)

Two members composed the working group for this study:

1. Amélia Sidumo - Agronomist and Master of Science in Plant Protection,consultant of Group for Studies in Natural Resource Management andBiodiversity, a body of the Faculty of Agronomy and ForestryEngineering of the Eduardo Mondlane University([email protected]).

2 Carlos Miguel Ribeiro - Agronomist and Master of Science in CropScience, consultant of Group for Studies in Natural ResourceManagement and Biodiversity, a body of the Faculty of Agronomy andForestry Engineering of the Eduardo Mondlane University([email protected]).


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APPENDIX XVII: GENDER ISSUES CASE STUDY


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GENDER ISSUES IN PROAGRI I

Background

Prior to PROAGRI awareness about the role of women was well identified interms of their major contribution to feeding their families, but based on controlof fewer resources than men (land, labour, inputs, access to credit, formaleducation etc.). In 1996 the MPF identified that more than 90% of women inMozambique had no off-farm income source and one year prior to this only42% of women had any income from their agricultural work.

The 1990 Mozambican Constitution which was valid throughout most ofPROAGRI I established equality before the law for men and women.Mozambique is signatory to the Beijing Declaration, the SADCC conventionon woman's rights and the UN Convention on the Elimination of all forms ofDiscrimination against Women (1979). Agriculture was among the ministriesthat established gender desks in response to the government’s post-Beijingplan of action. However the planning and operational abilities of the ministries,was limited and implementation lagged behind established policy for anumber of years.

During the implementation of PROAGRI the policy context in Mozambiqueshifted considerably so that the National Plan for Advancement of Women2002-2006 with its primary theme of promoting equality of rights andopportunities between women and men in the eradication of absolute povertywas, after years in its development, endorsed in 2004 by the Family Lawwhich conferred equal rights to men and women and domestic violence wasqualified as a crime.

In the same year the National Council for Advancement of Women (CNAM)was established led by the Prime Minister. MINAG is one of the Ministrymembers with participation of its focal point. In parliament, the Social, Genderand Environmental Affairs Commission was also set up with members drawnfrom women parliamentary representatives with the mandate formainstreaming issues such as gender equity and equality, environment andother social issues. From 2003 onwards the government expected that thesector investment programmes would be responsible for their own gendermainstreaming into budgets and plans.

The 1995 Agricultural Policy and Implementation Strategy (PAEI) aims to‘transform subsistence agriculture into an agriculture ever more integrated inthe market’ (MINAG 1995:9) and to promote the participation of women sothat they are not marginalized from agricultural development. By 1999, 22higher and medium level male and female technicians were distributed asGender Focal Points through each province of the country. This resource wasapparently completely lost with the initiation of PROAGRI and the loss ofdonor funding for these people.


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PROAGRI Policy

Within this dynamic policy context the design of PROAGRI I was, after a weakstart with almost no mention of gender sensitive objectives or results, adaptedto include mainstreaming, as the international best practice at the time, in itsbasic principles. Although the government’s five-year plan immediatelypreceding PROAGRI included the specific objective of ensuring that womenwere integrated into agricultural activities through training programmes,extension activities, and rural projects targeted at women, the originalPROAGRI logframe lost any specific objectives related to women’spredominant involvement in agriculture. The absence was well documented ina donor funded study, and resulted in an annex to the Master Document thatrecommended that a formal Gender Unit, led by a Gender Coordinator, withinthe Directorate of Economy (DE) be established to manage coordinatedcapacity development actions to ensure gender sensitivity in policy, planningand implementation through a network of Gender Focal Points (GFPs) in theMinistry directorates and departments at all levels.

Based on this starting point the issue of gender began to be felt as theGender Unit was established and GFPs identified in each directorate atcentral level and in each provincial directorate. From 1999 a budget line for'gender integration' was made available through to 2000. However once theGender Unit was established in the Economics Directorate, the gender lineitem lost priority and was provided with few funds.

By the 2000 PROAGRI joint review gender issues were still poorly taken upeven by the Economics Directorate responsible for policy analysis andmonitoring and evaluation where the Gender Unit was established. Even afterthe incorporation of a Gender Advisor to support activity development of theGender Unit from 2001 to 2004, the unit was never formally recognized in theinstitutional organization of the Ministry through to the end of PROAGRI I.

PROAGRI implementation

The recognition of the importance of social issues, particularly gender in thedesign of policies and strategies was slow to emerge. Although endorsed atthe highest government and Ministry levels, the reality of considering the rolesof social actors in the traditionally technical training and outputs of theagriculture and rural development sectors, as in many other technical sectorsin the country was impeded by long ingrained professional attitudes andcultural values.

Unfortunately the Gender Unit never acquired more staff, and throughoutPROAGRI I the Coordinator with assistance of a national Advisor for threeyears, remained on her own to initiate and follow through all centrallyoriginated actions. In this context these were admirable and far-reaching andincluded:

- Upgrading the Coordinator’s capacity through national and internationaltraining;


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- Training GFPs at central level in planning, gender issues throughGETNET-RSA, and working with provincial GFPs to ensure their training ingender awareness, the analysis of activity impact and how to include gendersensitive planning into the PAAOs,

- Training of central and provincial level heads of Economic Directorates/Departments in gender sensitive planning;

- Training directors and heads of department at central level in genderissues with support from MAE and MMCAS (2003);

- Producing sector training materials in gender issues;

- Participating in provincial PAAO development in two to three provincesa year to ensure gender sensitivity included;

- Promoting gender sensitivity in PROAGRI’s basic principles throughparticipating in the annual review and in the sector’s subsequentStrategic Plan;

- Securing participation in the Ministry’s management group meetings(2001 onwards) and in the Ministry’s Consultative Council (2001onwards), and Coordinating Council meetings, and various decision-making fora;

- Participating in external gender meetings with GOAM/CNAM, FórumMulher, and of international women’s organizations in Spain;

- Promoting exchange visits to Cameroon for GFPs from the Ministry;

- Realization in 2002 of the first Gender Analysis of the sector based ona survey of 27 districts nationwide, and in the following year the firstnational meeting held by the Gender Unit focused on disseminating theresults of this to the sector including Consultative Council membersand international partners;

- The sector’s gender vision was developed in 2003 and 2004 forinclusion in the design of the second phase of PROAGRI;

- Inclusion of gender in the Ministry website;

- Identification of gender indicators for all the components of PROAGRIII;

- Direct supervision and initiation of some gender activities at provincialand district levels;

- In consultation with directors prioritization of sub-sector activities forintegration of gender aspects;


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- Produced a Gender Strategy for the Agriculture Sector in September2005.

Despite its various meritorious actions, the Gender Unit maintained a low levelof buy-in from directorates and departments at central level throughoutPROAGRI I. It was never formally included in the Ministry organigram orattributed formal competencies. The Gender Coordinator and GFPs had nosanctioned basis for operation aside from PROAGRI principles, and theirsuccess depended largely on the space and resources provided by individualsin leadership positions. The participation of the Gender Coordinator indecision-making fora was not a fixed mandate as the position was notofficially recognized. This meant that it was susceptible to being interpreteddifferently by different leaderships which could provide more or less space foraction as perceived to be relevant at the time.

The expectation that GFPs and the Coordinator would be able to carry outtraining that would spread awareness and capacity to integrate gender issuesinto planning procedures and develop a gender sensitive monitoring systemwas partially fulfilled during PROAGRI I. The PAAOs are now produced withgender sensitive activities. However, it should not be forgotten that thePAAOs during PROAGRI I developed from flexible bottom-up planning tools,into fixed templates with activities that are no longer adjusted based on districtor provincial needs. Although the Economic Departments at provincial levelwere initially responsible for ensuring the gender sensitivity of the actionsplanned for the province in each PAAO, the gender sensitivity of plannedextension and research activities – the main expression of gender sensitivityin the PAAO, have been fixed by central level.

During PROAGRI I a gender sensitive monitoring system was not effectivelyestablished outside of the sex disaggregation of:

- beneficiaries of extension activities (household heads via the TIA andgroup members / beneficiaries via extension reports), chicken andcattle vaccination (TIA), microcredit services (TIA), association creation(TIA and extension reports), access to inputs and irrigationinfrastructure (TIA – though never actually calculated);

- access to market price information (TIA – though never actuallycalculated);

- DUAT requests and titles (though not actually calculated nationally);

- sector staff distribution in the services and districts.

Provincial/District Activity

Gender network establishment via the Gender Unit to central and provinciallevel directorates through the GFPs remained weak throughout the first phaseof PROAGRI. The poor institutional support (particularly from some sub-sectorleaders at central level, and some of the planners at provincial level in the


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early years of PAAO development) for compliance with gender awarerecommendations promoted by focal points in training sessions underminedthe small gains made in realizing the training and awareness-raising. By nothaving any budgets for gender promotion activities in their directorates, theGFPs carried out little beyond training within their immediate directorate.

In reality, the budget allocation for gender integration was limited to thecentral level. In the expectation that gender issues would be integrated incertain activities at provincial and district levels, no separate lines provided forthe cross-cutting activities. This curtailed GFPs activities, and in the provincesgender training and awareness was limited to DPA staff, and somecommunity groups depending on the professional allocation of the technician:in some provinces groups formed as part of the extension services benefited,in others not – depending on whether the GFP was an extension technician ornot. Lack of budget for specific gender promotion activities at provincial levelmeant that some initiatives taken by the Gender Coordinator with communitygroups in the provinces, were not followed up by the GFPs. Group activitiesthen either stopped or, since no follow-up field visits were made, wereunknown.

Institutionally no human resource policies were formally made to promotegender equity during PROAGRI I. Although the sector Gender Strategy wasproduced in 2005, this still does not provide a concrete basis for applyingactions to improve gender equity in the sector except perhaps as longer termoutputs of training and awareness-raising.

Observations from staff at district and provincial levels noted that women weredifficult to incorporate in the services. Teams of men could share housing andfacilities, but when a woman was transferred, she would need separatehousing, which was not always available. In districts where women are themost numerous of an extension technician’s contacts it was felt by personnelin the sector that women extension officers would be most appropriate. Thiswas the case in parts of Inhambane where women, are delegated by theirhusbands to spray cashew trees, reproduce seeds and process cassava flour.

Although the managers (District Directors and Provincial Service andDepartment heads) ensured that gender aspects were included in theplanning process, objectives and activities, the only real actions were theextension technicians’ encouragement of women to participate as members ofgroups, and within these to take up decision-making positions where possible.

Women promoters or service providers for animal and plant health are few inrelation to men, and among the reasons for this, sector staff suggested thatincreasing a woman’s workload, the lack of a guaranteed income and theneed to travel a lot were discouraging. It was observed that many timeswomen are selected as community or group representatives to carry outcertain activities, and after a period of time either her husband takes her awayor she marries. An exception to the norm was found in southern Inhambanewhere NGOs and the extension network in 2003 promoted women’s


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participation in livestock related activities more strongly, with the result thatapproximately one third of promoters are women.

No extension messages were specifically designed for women livestock orcrop producers by the extension services. Instead conscious efforts weremade by the majority of technicians to target the small species health careand ownership to women and to include women in producer groupsparticularly when handling crops more frequently produced by women, suchas cassava and vegetables. In some districts in various parts of the countrywomen’s groups and young producers’ groups were formed to producevegetables, process cassava and cashew nuts, and to use animal traction. InNampula although no quotas were formally aimed for, groups tended to haveapproximately 30% women members.

By not addressing messages specifically to women and youth who usuallyhave less resources than the adult men of the household, the emphasis of theextension services on recommending for example, chemical solutions to plantand animal health and crop conservation problems requires that a certainlevel of cashflow is required to purchase these, and that a commercial outletexists for their supply. While these two constraints affect all family members,they tend to affect women more acutely given women tend to control fewerresources and are less mobile over longer distances preferring to stay closerto home to attend to domestic responsibilities. The adoption of treadle pumpswas also promoted along with vegetable production as being suitable forwomen, but the pumps were found to demand more effort than women couldprovide – thereby curtailing their irrigated vegetable production.

Messages and the adoption of improved agricultural practices andtechnologies vary greatly between districts and provinces. The proportions ofinterviewed men and women who said they benefited from instruction orinputs from DDAs were extremely varied, pointing to the variable approachesof extension technicians as well as social and cultural characteristics of thecommunity groups involved (matrilineal/patrilinearity, age, religion amongothers). In some districts more women producers interviewed had receivedtechnical assistance from the DDA than men, in other districts none of thewomen interviewed had received technical assistance.

Many interviewed producers claimed to have learned agricultural techniquesfrom their neighbours and family members, mainly husbands in the case ofwomen. This underlines the importance of developing messages that take intoaccount that while men may receive them, they are most likely to be channelsthrough which information is passed on to women and younger members ofthe family.

The impact of Newcastle’s vaccinations on bird owners was demonstrated inthe large proportion of women who were reported as having brought theirbirds for treatment, some of whom confirmed this in the quantitative surveycarried out during this evaluation. This is an exceptionally good example ofpromoting women’s interests, as in many parts of the country women are


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decision-makers regarding the care and final destination of chickens andother small animals.

Women small-scale producers’ increasing interest in gaining access to inputsand means of increasing crop and livestock productivity, not just forsubsistence but also for income generation was seen in the results of thecommunity group survey carried out in the provinces as part of this evaluation.Although women are interested in becoming involved, without taking intoaccount they may not be the direct recipients of messages and technologies(noted in the producer survey for this evaluation), and that the conservativeattitudes of older women towards prioritising men as decision-makers andresource controllers, changes brought about through younger women willundoubtedly take time and continued support. There is a need to focus moreattention to the role of appropriate technologies (post harvest conservation,food crop processing, transport, irrigation) and messages that adapt tochanging environments (access to credit, market knowledge, financialmanagement) for women and youth.

Larger-scale producers who are women in the northern provinces appear tohave managed to gain access to market information and other messages andsupport to develop productivity. Evidence from the evaluation survey showsfor example, that in Cabo Delgado women are highly involved in improvedseed production and use of pesticides.

The fact that requests for land use title data is disaggregated and monitoredby the sex of the person requesting a land title allows a view of the trend ofwomen’s awareness of their rights and assertiveness in making legal claimsto use of land. Data from one province showed an almost constant ratiobetween women and men at 1: 6; for every woman requesting and receivingan approved title, six men also did.

Future Perspective

If the Gender Unit continues remains an informal entity within the Ministry it islikely to continue to operate at a small scale, have limited and fragmentedreach depending solely on the goodwill and interest levels of seniormanagement staff in the sector at each level. This precarious basis is notconducive to establishing a firm basis on which men and women can be sureof equal opportunities for participation in all sector activities.

The advantageous position of the Gender Unit in the Economics Departmentis not best used. Unless the advantages of gender planning, monitoring andevaluation are recognized and the parties work together, the impact of theGender Unit will remain very difficult to perceive. Gender sensitive policydevelopment is an obvious influence on subsequent implementation, butmanaging information about the participation of women in activities, the directand indirect benefits accrued to them or lost by them and how strategicactions result in changes can only be made visible through the direct chartingof monitoring data on the subjects. The Gender Unit should be working with


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the Economics Directorate to isolate and use this information for publicity andto gain buy-in. This information could be used as concrete data that wouldmake gender promotion tools much more persuasive when used by sub-sector GFPs at various levels.

The quality of reporting by the Gender Unit is not very high, and with supportfrom the Economics Directorate the reporting of gender statistics couldsignificantly enhance this.

Although mainstreaming of gender is optimally considered to be practiced bythe integration gender aspects into sub-sector plans, activities and monitoringand evaluation, resources are still required to reach this point.Operationalisation of the Agriculture Sector Gender Strategy will requireresources at all levels to facilitate this take up. GFPs cannot effectively carryout gender promotional activities as well as their own specialist activitieswithout incurring some additional costs. If these are not recognized in thebudgets and decisions of management staff, then there will be little chance ofgender being fully taken up by the sector.

Human resource policy development should promote consideration of equalopportunities for men and women to enter and advance in their careers, andfor some key positions such as extension technicians (despite not being anofficially recognized position) emphasis on recruitment of women should bestressed in order to enhance the impact of the sub-sector’s work.

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