MINISTRY OF GENDER EQUALITY AND CHILD … Report...Decision No. 2nd/11.03.14/007. The circular...
Transcript of MINISTRY OF GENDER EQUALITY AND CHILD … Report...Decision No. 2nd/11.03.14/007. The circular...
REPUBLIC OF NAMIBIA
MINISTRY OF GENDER EQUALITY AND CHILD WELFARE
TRAINING OF TRAINERS WORKSHOP ON GENDER RESPONSIVE BUDGETING AND
APPLICATION OF GENDER RESPONSIVE BUDGETING GUIDELINES FOR SEVEN MINISTRIES
Workshop Report
Prepared by:
Aramanzan Madanda, PhD
International Gender Consultant (Facilitator)
[email protected]/[email protected]
+256776110126/256750110126+2648187759192
Hotel C’est Si Bon Otjiwarongo, Namibia
SEPTEMBER 21- 25, 2015
With Support of UNDP
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Table of Contents 1. INTRODUCTION ................................................................................................................. 3
1.1 Background ...................................................................................................................... 3
1.2 Workshop Goal and Objectives ...................................................................................... 3
1.3 Participants ....................................................................................................................... 3
1.4 Pre-Training Assessment ................................................................................................. 4
2. WORKSHOP PROCEEDINGS AND RESULTS ................................................................ 4
2.1 Official Opening and Closing .......................................................................................... 4
2.2 Workshop Content and Coverage ................................................................................... 5
2.2. The Namibia GRB Template Application and Experiences ........................................... 6
2.3. Tips on Gender Training ................................................................................................. 7
2.4 Training Workshop Evaluation ........................................................................................ 7
3. LESSONS .............................................................................................................................. 7
4. RECOMMENDATIONS ....................................................................................................... 8
3.1 For MGECW .................................................................................................................... 8
3.2 For O/M/As .................................................................................................................... 8
3.3 For Development partners ................................................................................................ 9
5. ANNEXES ........................................................................................................................... 10
Annex 1: List of Participants ............................................................................................... 10
Annex 2: Workshop Programme ......................................................................................... 11
Annex 3: Draft GRB Plans Per Ministry ............................................................................. 15
A1: Ministry of Safety and Security – Namibia Police ................................................... 15
A2: Ministry of Safety and Security – Namibia Correctional Service ............................ 16
B: Ministry of Defence .................................................................................................... 17
C: Ministry of Finance ..................................................................................................... 21
D: Ministry of Higher Education, Training and Innovation ............................................ 23
E: Ministry of Health and Social Services ....................................................................... 23
F: Ministry of Works and Transport ................................................................................ 25
Abbreviations ....................................................................................................................... 26
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1. INTRODUCTION
1.1 Background The Namibia Cabinet Decision No. 2nd/11.03.14/007 directed all government Offices, Ministries and
Agencies (O/M/As) in Namibia to comply with Gender Responsive Budgeting (GRB) Guidelines.
Subsequently, the Ministry of Finance (MoF) Treasury Circular/Budget Circular for the 2015/2016
Budget and the 2015/16-2017/18 Medium Term Expenditure Framework (MTEF) emphasized in
paragraph 12, that budget proposals for O/M/As were to adhere to GRB Guidelines as per Cabinet
Decision No. 2nd/11.03.14/007. The circular requested O/M/As to seek guidance from the Ministry of
Gender Equality and Child Welfare (MGECW) to comply with the guidelines. This was the first country
Budget Call Circular to incorporate a gender paragraph since the inception of GRB in the Namibia in
1998. To support the integration of gender into the country budgeting process, the MGECW prepared
and circulated Gender Responsive Budgeting Guidelines to O/M/As in August 2014.
As a follow-up, the MGECW with support of the United Nations Development Programme (UNDP)
commissioned analyses of the respective budgets and MTEF proposals in 2015 for seven Ministries,
which collectively are allocated about 70% of the total expenditure budget to assess progress in the
implementation of the Cabinet Directive on GRB and adherence to Paragraph 12 of the Budget Call
Circular. The analyses was to come up with strategies for addressing any challenges found and map
out means of strengthening GRB in Namibia. The assessment was followed by a TOT Workshop for the
assessed ministries to enable them further strengthen GRB practice in the respective institutions. This
report details the proceedings and outcome of the TOT Workshop held in Hotel C’est Si Bon,
Otjiwarongo from September 21-25, 2015.
1.2 Workshop Goal and Objectives
The workshop goal was to enhance capacity of government Offices, Ministries and Agencies (O/M/As)
to conduct gender responsive budgeting.
The specific objectives were that by the end of the workshop, participants should be able to:
1. Apply the Namibia Gender Responsive Budgeting (GRB) Guidelines in respective O/M/As.
2. To conduct training on the use of the GRB Guidelines.
1.3 Participants
The TOT workshop attracted 32 participants, consiting of 20 women and 10 men from seven ministries
namely: Ministry of Safety and Security (MOSS) with resentation from both the Namibian Police
(NAMPOL) and the Namibia Correctional Service (NCS); the Ministry of Defence (MOD); the Ministry of
Finance (MoF), the Ministry of Higher Education, Training and Innovation (MHETI); the Ministry of
Health and Social Services (MOHSS), Ministry of Works and Transport (MWT); and the Host Minsitry of
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Gender Equality and Child Welfare (MGECW). A representative each from the United Nations
Development Programme (UNDP) and the United Nations Population Fund (UNFPA) participated in the
workshop. Of theparticipants, 3 are part of the pioneer group of the Master of Arts in Gender Studies
Course at the UNiveristy of Namibia who were specially invited to take part. The only invited O/M/A that
did not turn up due to pressing engangements was the Minstry of Education, Arts and Culture (MEAC).
See Annex 1 for a List of Participants.
1.4 Pre-Training Assessment A questionnaire was given to each participant prior to the training. Twenty participants cositing of 13
women and 7 men responded to the pre-training assessment, which mainly sought to find out the
experinces that trainees bring to the workshop. The partcipants had varried management, planning and
accountancy resposibilities as well as various professional backgrounds including: Accounts,
Administration, Education, Development studies, Health, Social Work, Human Resources, Development
Studies and Economics. Out of the 20 that responded only 9 (45%) of the participants had prior gender
training of any sort implying that for the majority, the TOT was the first encounter with gender training.
Most of the Trainees that reported prior knowledge of gender obtained it as part of a course they
studied at Training Institution.
The fact that most of the Trainees had no prior gender knowledge was problematic in that identification
of gender isseus neccesray to inform the formulation of gender resposinve activities to budget for was
difficult to comeby. The post workshop evaluation results provide more feed back on this and the
recommendations point to future action. GRB traning usually assumes prior exposure to gender
knowledge. This particular training was focused on the application of the GRB Guidelines rather than
equiping participants with gender comcepts of general GRB skills. This focus was dictated by the fact
that budgting by O/M/As was alrrady ongoing and the MGECW wanted possibilities of influencing the
process. Timing and ensuring that interventions around GRB are carefully mapped over the budgeting
cycle is important just like the intial raining plan that was to take all the Trainees through general
gender analysis skills prior to GRB training.
2. WORKSHOP PROCEEDINGS
2.1 Official Opening and Closing The opening remarks were made by Mr. Victor Shipoh, the Director of Gender Equality and Research.
In his remarks, he laid emphasis on O/M/As ensuring that the respective budgets address gender
needs of the population. He noted that the workshop was to ensure that O/M/As apply the Namibia
GRB Guidelines which had been developed by the MGECW and approved by Cabinet. He urged
participants to learn so that they can conduct training on the application of GRB Guidelines in the
context of the respective O/M/As. He called for commitment on the part of the Trainees to be able to be
effective Trainers. He acknowledged the Development Partners that were represented at the training
namely UNDP and UNFPA especially for the continued support to the MGECW and gender work in the
country.
The workshop was also closed by Mr. Victor Shipoh the Director Gender Equality and Research who
emphasised gender mainstreaming in all government institutions. He noted that participation of women
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and men in the development process is important and gender must be applied in a way that allows
women and men to be effective. He noted that the training was important to the institutions and the
country at large in line with the achievement of the aims of Vision 2030. It is important to note that
cultural issues are important in the context of training.
2.2 Workshop Content and Coverage The workshop programme showing the whole spectrum of content covered is appended as Annex 2.
The focus of the training as per the objectives listed above was on the application of the Namibia GRB
Guidelines. The intention was that participants were to draft respective gender responsive budget
proposals that they would possibly incorporate into the budgets and three-year Medium Term
Expenditure Plans (MTEPs). Henceforth, apart from a presentation on the history of GRB in Namibia
from 1998 when it commenced to date, to inform the participants, coverage was centred on the aspects
of the GRB Guidelines namely:
The concept of GRB
Importance of GRB for Namibia
Key approaches to GRB, which focused on the three-category expenditure approach as
developed by Australian Economist Rhonda Sharp and the five-step approach to gender
budget analysis developed in South Africa by Debbie Buddlender.
Integrating gender into Namibia’s budgeting cycle, which included covering key steps in
incorporating gender perspectives, the main actors at each step and their respective roles.
The application of the Namibia GRB Template which was the main pre-occupation of the
workshop and involved: discussion of the general features of the Namibia GRB Template;
identification of gender issues from gender gaps, discriminative practices and oppressive
norms during technical working sessions. Participants from respective budget votes formulated
gender specific and responsive activities, which they aligned to the MTEF Programmes,
outcomes and outputs. After a rigorous process, represented O/M/As populated the GRB
template, presented for validation and made cost estimates and projections for the proposed
activities over the three year medium term period. The draft plans are to form a basis for further
discussions and refinements once the Trainees return to their respective O/M/As. They are also
intended for use by the MGECW for follow-up support to the O/M/As and monitoring GRB
adoption across the trained ministries.
Costing activities and calculating proportion allocations to gender also showed the amount of
the budget that could be devoted to gender activities over the medium term. This ranged from a
minimum annual allocation of about 0.1% to a maximum of 5% depending on the cost of
projected activities as a portion of the total budget. The Draft Plans at different levels of
refinement are provided “as is” in Annex 3.
On completion of the template filling process, participants were engaged in a session to
examine their experience with the GRB tool. This included capturing views of O/M/As
especially the Namibian Defence Force (NDF) and the Namibian Police that had engaged with
the tool the previous year. The next section captures some of the feedback views and
recommendations from the participants.
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2.2. The Namibia GRB Template Application and Experiences A substantial amount of training time was spent on learning how to apply the Namibia GRB Template
and drawing lessons from O/M/As that had substantially applied it in the Financial Year 2015/16 since
the issuance of the first gender responsive budget circular by the MoF, especially the NDF and
NAMPOL.
All the O/M/As present successfully applied the template during the training and stated that it was user
friendly. All indicated that there were no technical hurdles to integrate the results of the template into
the mainstream budgeting framework. Hazy areas around the alignment of the template with the MoF
forms were clarified and participants aligned the identified activities to the MTEF programmes and
provide cost estimates. The only area that required more training especially for those that had lesser
gender skills was the identification of gender issues as well as formulation for gender responsive
activities which the MGECW should work on strengthening. Although the Trainees found the tool similar
to others they have used especially in strategic planning led by the OPM, participants had the following
recommendations to strengthen adoption of GRB:
1. The MGECW should advocate for a fixed percentage of the allocation to gender issues of 5%. It should be noted however that this approach does not guarantee that the allocation will be spent on
gender if the O/M/As are not technically equipped to identify gender issues and plan for them. Besides, a
“one shoe fits all” approach is not recommended. As was seen from the training (See Tentative Plans in
Annex 3) some O/M/As could budget for more or for less depending on identified gender needs and
mandate realities. The approach of fixed percentage in GRB can led to inappropriate use of allocations
such as in the case of the Philippines1.
2. That Financial Advisors and Programme Staff from all O/M/As should be trained in GRB.
3. Further in-service training for Trainers and other staff members should be carried out to sustain
the GRB in O/M/As
4. GRB template should be incorporated with MOF to reduce resistance from O/M/As.
Accountability report should incorporate report
5. To ensure buy-in from management, MGECW should approach Ministers and accounting
officer to set GRB as a Ministry Target.
6. Beyond the GRB Cabinet directive, a specific policy and a legal GRB instrument to enforce
GRB in the budget
7. Some Trainees especially those with no prior gender skills recommended that there is need to
understand gender and GRB concepts more before working on and applying the GRB
template
8. Need for more time to practice, follow up with people who implement to understand
9. The noted a problem with the timing of the workshop and suggested that such a workshop
needs to be brought earlier such as in the month of June
10. MGECW should help O/M/As to find technical support for GRB
11. O/M/As would need help from the MGECW in helping to train and facilitate Retreats of
managers and identification of experts to assist as well as in making them to understand the
Cabinet Resolution on GRB.
1 In the Philippines case, part of the gender responsive budget was allocated to ‘inappropriate’ activities, such as ballroom dancing lessons (International
Labour Organization Bureau for Gender Equality (2014) Overview of Gender-responsive Budget Initiatives.
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12. GRB template could be incorporated into the MOF template in order to reduce resistance from
O/M/A and accountability report to take GRB
13. Continuous Technical support for budget stakeholders such as management and middle
management involvement in budgeting process
2.3. Tips on Gender Training Since it was a TOT workshop, participants were taken through an interactive session covering basic
tips on gender training. Among the various aspects covered were: characteristics of adult learners;
training techniques for adults given their characteristics; likely difficulties in conducting gender training,
and qualities of a good gender trainer. It was emphasized that gender training aims not only to raise
awareness and transform attitudes and structures which are very challenging tasks. To make it effective
such training should be well planned and followed-up to strengthen outcomes.
2.4 Training Workshop Evaluation A Post Training Evaluation Questionnaire was distributed to participants to get feedback about the
effectiveness of the training and recommendations for future trainings. Nineteen trainees returned the
evaluation questionnaire of which 14 were females. Overall all the trainees rated the training strongly
but complained of: the small size of the conference room for the numbers, the fact that lunch was not
provided at the venue were not provided at the venue Below are the key points from the feedback while
a few were not happy with the quality of the teas and absence of bottled water for refreshment. Those
that had no prior knowledge of the training suggested more training is needed and some indicated that
they were not yet ready to train others as they needed more training especially in concepts as well as
practice.
Most participants from O/M/As indicated that they need technical assistance to train the managers in
the respective ministries as that is likely to be deemed more appropriate for the top managers. The
members also urged the MGECW to conduct more follow-up trainings and support to the O/M/As to be
able to implement GRB properly. The more advanced Trainees especially requested for training in
Gender Budget analysis so that they can be able to track compliance by O/M/As in the respective
budgets.
3. LESSONS 1. Planning for cross-cutting issues such as GBV requires a coordinated effort from the
MGECW. This can be done through the operationalization of the National GBV Plan of Action
and the various GBV Conference recommendations in a multispectral approach under the
relevant cluster within the National Gender Coordination Mechanism. This will get many
O/M/As that can make a contribution to the reduction in GBV to have initiates in line with their
mandates. The UN agencies could play a catalytic role in this planning and scaling up of
implementation across sectors.
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2. Having accounting, finance and programme staff who are directly involved in budgeting
is crucial as they can easily see the linkages and application of the template. The
MGECW should innovative ways of reaching out to more senior staff members such as
Directors and Permanent Secretaries who may not find much time to attend week-long
meetings. A possibility is to break down the training into shorter presentations or sessions at
Ministry management meetings. Both the Permanent Secretary and Director of Gender Equality
can engage the counterparts across O/M/As to explore this and other viable possibilities.
4. RECOMMENDATIONS
3.1 For MGECW
1. The MGECW should ensure that all the GRB Trainers are provided introductory training in
addition to their learned skills in application of GRB Guidelines and that future Training of
Trainers is properly sequenced and given to people with some prior gender training. Otherwise
enough time and resources should be provided to ensure that the background knowledge is
provided to training.
2. In planning GRB interventions, the MGECW should take into account the full national budgeting
cycle so that all planned interventions are timely and relevant. Poorly timed activities will only
lead to a stampede which may be counter-productive.
3. The MGECW should as a priority strengthen the gender focal points/persons by way of
providing introductory gender training, comprehensive GRB training as well as robust technical
support and requisite tools.
4. The MGECW should provide gender materials to the Trainers and especially focal persons that
are more advanced to conduct similar sessions in their O/M/As such the MOD and Namibian
Police.
5. While all participants found the GRB template easy to use and can integrate it into the MTEF
and mainstream budgeting they recommend that the MGECW should further institutionalise
GRB by:
a. Working closely with the Ministry of Finance to integrate the GRB Template into the
MOF Forms to reduce resistance in adoption
b. Working with the Auditor General’s Office to ensuring that aspects of GRB Guidelines
are captured by the Accountability Report and ensure that the Auditor General’s
Monitoring Statement in Namibia Does Not Address Gender Issues/GRB/ Gender
Specific
c. The MGECW should work with O/M/As to strengthen the Gender Focal Persons/Points
– skills, tools and back up support.
6.
3.2 For O/M/As
1. The respective O/M/As should proactively take steps to refine and integrate the GRAB draft
plans into the budgets and the MTEF. O/M/As with technical capacity challenges should seek
assistance from the MGECW and development partners to assist.
2. All O/M/As should work with the MGECW and within the framework of the national gender
coordination mechanism to strengthen the policy, functional and technical capacities of the
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respective gender focal persons or points to support the GRB process as well as the broader
gender mainstreaming agenda while ensuring that such persons or points are strategically
positioned to function across the various management units.
3.3 For Development partners
Given the lessons, input into the GRB process by the O/M/As especially those assesed to provide
background information for the training, the ministries are making varried progress but key obstacles
are related to technical capacity to comply with GRB despite the positive political will signified by the
cabinet decision. There are also gaps in monitoring and cordination on the part of the MGECW
including the challenge of building strong gender focal points across the entire governemnt structure.
Given that the O/M/As were able to finacially support the workshop with the exception of hiring a
Fcailitator, development partners should focus support on areas that are catalytic in nature to sustain
the momentum to drive dreater insutionalisation of GRB. It appears GRB in Namibia requires more of
technical capaicty development, monitoring implemntaion and evaluation of impact with coleagual peer-
to-peer advocacy.
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5. ANNEXES
Annex 1: List of Participants Name Sex Position O/M/A Email And Contact Details
1 Anastasia Chiwana F Chief Liaison Officer MGECW [email protected]
2 Anna N. Itengula F Deputy Commissioner NAMPOL [email protected]
3 Aramanzan Madanda M Gender Consultant/Facilitator
MGECW
4 Benson Matali M Chief Development Planner
MGECW
5 Berney Brandt M Accountant MOF [email protected]
6 Cloudina Venaani F Programme Officer UNDP
7 Delinsia Garises F Accountant MHETI [email protected]
8 Ella Shigwedha F Social Worker MGECW [email protected]
9 Emily Munepapa F Learning and Development Officer
10 Emma Shihengo F Chief Control Administrative Officer
MWT [email protected]/[email protected]
11 Herman Angala M Senior Accountant MOF [email protected]
12 Josefina Amunyela F Development Planner MGECW [email protected]
13 Josephine Toivo F Development Planner MGECW [email protected]
14 Kooper Vernon M Administrative Officer MOHSS [email protected]
15 Kwenani Zita F Chief Learning and Development Officer
MWT [email protected]/[email protected]
16 Lawrence Siyanga M Chief Health Programme Officer
MOHSS [email protected]/[email protected]
17 Leena. N. Shikongo F Chief Inspector NAMPOL [email protected]
18 Letisia Alfeus F National Programme Officer
UNFPA
19 Lineekela Hainyanyula M Development Planner MGECW [email protected]
20 Mitchel Mubuyaeta M Chief Development Planner
MGECW
21 Mweulinale Hambeleleni F Asst. Commissioner NCS [email protected]
22 Nande Amakali M Control Administrative Officer
23 Naomi Kafita F Chief Accountant MOHSS [email protected]
24 Palestina Pombili Nghiitete F Senior Accountant Budget
25 Rosina Museke-Mubonenwa F Deputy Director MGECW [email protected]
26 Ruth Mukono F Deputy Commissioner NCS [email protected]
27 Selma Kaoas F Chief Accountant Budget
28 Severinus Heita M Development Planner MGECW [email protected]
29 Sofia Benjamin F Research Auditing and Publicity Officer/SO2
30 Uapingene Joseph M Chief Accountant MWT [email protected]/[email protected]
31 Vejarukapo Kaura F Senior Accountant MHETI [email protected]
32 Victor Shipoh M Director MGECW [email protected]
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Annex 2: Workshop Programme
TIME/SESSION CONTENT/RESPONSIBILITY
DAY ONE
08h00- 08h40 Reporting and Registration
SESSION ONE OFFICIAL OPENING
08h40 – 09h00 Welcome Remarks and Opening
SESSION TWO: INTRODUCTION AND WORKSHOP BACKGROUND
09h00 – 10h00 Workshop Objectives and Rationale
Expectations and Programme Overview
Historical Background to GRB in Namibia and Key Milestones
10h00-10h30 Tea/Coffee break
SESSION THREE INTRODUCING THE NAMIBIA GRB GUIDELINES
10h30.-11h00 Purpose, Aims and target users of the guidelines
11h00– 13h00 Application of Gender and Gender Mainstreaming Concepts to GRB
What is Gender Responsive Budgeting? Why GRB for Namibia?
13h00-14h00 Lunch Break
SESSION FOUR KEY APPROACHES TO GENDER RESPONSIVE BUDGETING
14h00 – 15h00 The Three-Category Expenditure Approach
15h00 – 17h00 The Five Step Approach to Gender Budget Analysis
DAY TWO
SESSION FIVE INTERGRATING GENDER INTO NAMIBIA’S BUDGETING CYCLE
08h00-10h00 Namibia’s Budgeting Cycle: Key Steps, Incorporation of Gender Perspectives
and Roles of Main Actors
10h00 – 10h30 Break
10h30 am -11h30 General Overview of Generic GRB Tools and their Application in Programme
Based Budgeting
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SESSION SIX: GRB TEMPLATE FOR NAMIBIA
11h30-13h00 Presentation and Discussion of General Features and Elements of the
Namibia GRB Template
13h00–14h00 Lunch Break
14h00 – 17h00 Identification of Gender Issues: Gaps, Practices and Norms
Technical Working Session
DAY THREE SESSION 6 CONTINUED
8.00h09h30 Formulation of Gender Specific and Responsive Activities
Session Eight:
09h00– 10h30
Aligning activities to MTEF Programmes, Outcomes and outputs
10h30 – 11h00 Coffee/Tea Break
11h00-13h00 Populating the GRB template, addressing horizontal and vertical logic
13h00. – 14h00 LUNCH BREAK
14h00 – 17h00 pm Presentations of Draft Populated Templates and Refinements
DAY FOUR
08h00-10h30 Costing Activities and calculating proportion allocations to gender
10.30 am – 11.00 am Break
11.00.- 01.00 pm Discussing and sharing experiences with the application of the template and
exploring ways of strengthening adoption by O/M/As
13.00 p.m. – 14h00. LUNCH
14h00-17h00 Conducting GRB Training: Skills and Tips
DAY FIVE
08h00– 10h30 Looking Ahead and Planning Next Steps
10.30-11.00 am Break
11h00 – 13h00 Looking Ahead and Planning Next Steps
13.00 – 14h00 Lunch
SESSION SEVEN CLOSING
14h00 pm – 15h00 Workshop Evaluation
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Closing Remarks
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Annex 3: Draft GRB Plans Per Ministry
A1: Ministry of Safety and Security – Namibia Police
Programme: (From the MTEF or a new formulation)
Outputs: (one or more activities
can contribute to one output ) Output Indicators: (what will be measured for each output?)
Activities: (these are identified
gender activities)
Financial Year
2016/17 Approved
2017/18 2018/19
Programme 1: Training and development
1. Increased % of women officers Trained and developed in qualifying courses
% of women trained, developed
1. Train and develop women up to a tune of 30% of the total number of officers trained in qualifying courses
N$ 4,500, 000 N$ 4,950,000 N$ 5,445,000
Programme:2
Combating of crime
2. Improved handling of GBV cases by the Namibian Police
Reduction in GBV cases in the community
Develop and implement police strategy to address prevalent GBV cases in line with police mandate
N$ 2, 000,000 N$2,500,000 N$1,000,000
Programme 3: Coordination and support services
Output 1: More Gender Balanced Police Force
The % of women officers in the Police Force
Activity 1: Advocate for the recruitment and promotion of women officers on equitable basis with men officers
N$ 300 000 N$ 350 000 N$ 370 000
Output 2: Sufficient and conducive accommodation for expectant officers constructed
The # of family friendly houses completed
Activity 2: Construction of sufficient and conducive accommodation for expectant officers
N$ 20 000 000 N$ 20 000 000 N$ 20 000 000
Total Costs N$ 26,800,000 N$ 27,800,000 N$ 26,815,000
Total MTEF Allocation 4,720,683,000 4,809,382,000 4,809,382,000
% allocated to gender equality and women empowerment activities 0.57% 0.58% 0.56%
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A2: Ministry of Safety and Security – Namibia Correctional Service
Programme: (From
the MTEF or a new
formulation)
Outputs: (one or more
activities can contribute
to one output )
Output Indicators:
(what will be
measured for each
output?)
Activities: (these are identified gender
activities)
Financial Year
2016/17
Approved 2017/18 2018/19
Programme 1:
Coordination and
support services
Knowledge, awareness
and stronger foundation
for implementation of
Gender activities
established
Number of top
managers and key
staff members that
support gender
activities
Activity 1: Conduct a gender retreat for top
management.
150 000 160 000 180 000
Activity 2: Conduct gender training for middle
management and selected staff.
500 000 520 000 550 000
Gender action plan
and functional
gender focal point
Activity3: Commission comprehensive
gender analysis for the NCS
300 000
Activity 4: Disseminate the findings of the
comprehensive gender analysis to the
management, staff and stakeholders.
250 000
Activity 5: Develop and cost an action plan to
implement the recommendations of the
comprehensive gender analysis
100 000
Activity 6: Strengthening the focal point.
100 000 120 000 140 000
Total Cost 1 400 000 800 000 870 000
Budget ceilings 801 248 000 771 235 000 771 235 000
% allocated to gender equality and women empowerment activities 0.17% 0.10% 0.11%
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B: Ministry of Defence
Programme:
(From the MTEF
or a new
formulation)
Outputs: (one or
more activities can
contribute to one
output )
Output Indicators:
(What will be measured for each
output?)
Activities: (these are identified gender
activities)
Financial Year
2016/17
Approved 2017/18 2018/19
Supervision and
support services
&
Training capacity
building ,
Land operations ,
Airspace
protection,
Offshore Defence
and Military health
support
Supervision and
support services,
Training capacity
Increased gender
responsiveness and
equity in top and
middle management
- No of top and middle
managers that support
gender activities
- Gender balance in the
MOD
- No of Gender Trainers
ISSUE ONE Imbalance in top
management structure
1. Conduct a High Level Round
Table on Gender in the MOD
N$300 000 N$200 000 N$200 000
2. Conduct Gender Training for
MLM and Key Operational Staff
on Gender related issues,
Affirmative Action Act and
Human Resource Policies
N$650 000 N$650 000 N$700 000
3. Organise mentoring, confidence
building and motivation events
for women in the MOD.
4. TOT for Gender Unit
Representatives (GURs) on
gender issues
5. Conduct gender awareness
activities to junior staff members
in the ministry
N$600 000
N$350 000
N$600 000
N$350 000
N$600 000
N$350 000
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building ,
Land operations ,
Airspace
protection,
Offshore Defence
and Military health
support
Supervision and
support services
Training capacity
building ,
Land operations ,
Airspace
protection,
Offshore Defence
and Military health
support.
N$150 000
N$150 000
N$150 000
ISSUE TWO Absence of Institutional
Gender Policy
Standard Gender
Policy Framework in
place
Gender Policy in place 1. Benchmark with other Defence
Forces with institutional gender
policies
N$300 000
2. Develop MOD Gender policy N$500 000 N$300 000
ISSUE THREE GBV
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Supervision and
support services
Training capacity
building ,
Land operations ,
Airspace
protection,
Offshore Defence
GBV Improved
understanding and
Response to GBV in
the MOD
Available information on GBV
and Response Activities
1. Conduct research/Study on GBV
in the ministry.
2. Develop GBV awareness
through workshops and Forums.
N$420 000
N$400 000
N$250 000
N$300 000
N$250 000
N$300 000
Enhanced Gender
Research Capacity
for MOD
ISSUE FOUR Lack of gender
disaggregated data base.
1. Number of Gender
Researchers Trained
2. Electronic Gender
Data Base System
Plan
1. Conduct Research Training
for MOD Gender researchers
2. Commission a Systems
Analysis and Design of a
Gender Data Base for MOD
N$190 000
N$300,000
N$100 000
N$100 000
TOTAL N$4 050 000 N$3 000 000 N$2 750 000
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MOD BUDGET CEILING N$7 282 514 500 N$7 493 722 000
PERCENTAGE Allocation to Gender Activities 0.05% 0.04%
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C: Ministry of Finance
Programme: (From the MTEF or a new formulation)
Outputs: (one or more
activities can contribute to one output )
Output Indicators: (what will be measured for each output?)
Activities: (these are identified
gender activities)
Financial Year
2016/17
Approved 2017/18 2018/19
PROGRAMME 06:
Policy Supervision
and Support
Services
Output 1:
Gender analysis
conducted across all MOF
programs
Gender analysis report
produced for MOF
Activity 1:
Commission A Gender
Analysis of All MOF
programs
300 000
# staff attending
validation workshop for
GA analysis report
Activity 2:
Information sharing sessions
on gender analysis report
300 000
300 000
300 000
Output 2
Ministerial gender
Guidelines developed and
disseminated by 2016/17
# of staff members in the
Ministry of Finance
sensitized about gender
and have access to GRB
guideline
Activity 5
Adapt Generic GRB guidelines to
suit the MOF budgeting function
400 000
250 000
200 000
Output 3
Gender focal (GF) person
trained and capacitated to
implement gender
programs for MOF is
enhanced
# of gender activities
attended by GF
Activity 6
Support capacity development of
the MOF Gender focal Point
Activity 7
Develop and implement gender
100 000
200 000
100 000
200 000
100 000
200 000
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# of gender
activities/programs
conducted by GF
program for MOF
98% of key staff
members trained across
all programs by 2017/18
Activity8
Gender training for key staff
across all programs
(Management and Middle
Management Staff)
400 000
400 000
200,000
Total Cost 1 200 000 1 500 000 1 470 000
Budgetary Ceiling 3 891 261 000 3 518 973 000 3 569 354 000
% allocated to gender equality and women empowerment activities 0.03% 0.04% 0.04%
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D: Ministry of Higher Education, Training and Innovation
E: Ministry of Health and Social Services
Programme: (From the MTEF or a new formulation)
Outputs: (one or more activities can contribute to one output )
Output Indicators: (what will be measured for each output?)
Activities: (these are identified gender activities)
Financial Year
2016/17 Approved
2017/18 2018/19
Programme 1: Public Health (Teenage Pregnancy) ( Voluntary Male Medical Circumcision)
Output 1: Improved AFSRH services in hotspot regions
No. of skilled health workers on AFSRH
No of boys and girls utilizing AFSRH services
Activity 1: Develop gender responsive training guidelines/ manual on AFSRH
500,000
Activity 2: Conduct gender training for selected health workers on AFSRH (Nurses, social workers, counsellors)2
1,300,000 1,250,000 1,200,000
Activity 3: Conduct awareness activities for school boys and girls in hot spots (Kunene, Omaheke,Kavango,Zambezi) on AFSRH
200,000 400,000 450,000
Activity 4: Conduct community outreach on ASHR in hot spots Kunene, Omaheke,Kavango,Zambezi)
80,000 100,000 120,000
Activity 1: Conduct/participate in Career fair marketing events targeting males to take up nursing
Output 2: Increased uptake of voluntary male medical circumcision (VMMC) in all 14 regions
Number of male health workers skilled to perform VMMC
Number of males utilizing
Activity2: Conduct pre service training on VMMC for male nurses at training institutions
1,900,000 1,900,000 1,900,000
2 Recommend MEAC to conduct similar training for teachers, traditional leaders and Councilors
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VMMC services in all regions Activity 3: Conduct in-service training on VMMC for male nurses at training institutions
700,000 700,000 700,000
Activity 4: Conduct awareness activities campaign on VMMC in all regions
1,000,000 1,200,000 1,350,000
Activity 5: Expand outreach programme on VMMC in all regions
820,000 1,000,000 1,400,000
Gender Based Violence
Output 1: Improved health services to survivors of GBV
No of incidents recorded on GBV
Activity 1: Conduct training for health workers on GBV
800,000 1,200,000 1,500,000
No of stop centres at health facilities
Activity 2: Advocate for one stop centre services on GBV at health facilities (Police shelter, Medical, Psycho-Social)
100,000 50,000 20,000
Activity 3: Advocate multi sectoral guidelines for GBV prevention and management
300,000 600,000
Programme 2: Development Social Welfare (Substance abuse)
Output 1: Improved Rehabilitation services on substance abuse in selected hot spot regions
Number of key service providers skilled in substance abuse, prevention and management Number of functional rehabilitation Centres Number of intake in rehabilitation Centres
Activity 1: Conduct training for selected key service providers (Social workers, Clinical Psychologist, Nurses) for rehabilitation Centres
2,000,000 2,500,000 1,000,000
Activity 2: Establish a functional rehabilitation Centre in selected hot spot regions for males
120,000,000 250,000,000 320,000,000
Activity 3. Conduct national awareness campaign on substance abuse prevention and management for males at hot spots and through media,
1,000,000 1,600,000 1,350,000
Total Cost 320,700,000 262,500,000 330,990,000
Budget Ceiling 6,489,082,000 6,651,870,000 6,634,300,000
% allocated to gender equality and women empowerment activities 5% 4% 5%
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F: Ministry of Works and Transport
Programme: (From the MTEF or a new formulation)
Outputs: (one or more activities can contribute to one output )
Output Indicators: (what will be measured for each output?)
Activities: (these are identified gender activities)
Financial Year
2016/17 Approved
2017/18 2018/19
Programme 6: Supervision and Support Services
Programme 4: Formulation transportation Policy and Regulation oversight
Increased gender knowledge and practice amongst Senior and middle Management of the MWT Relevant Information for a gender review of policies, laws, and institutional culture in place
Number of divisions with gender activities
Level of gender balance in the MWT
Developed proposals for a gender review of policies and acts
Gender Action Plan for the MWT
1. Conduct Gender Retreat for Senior Management of the MWT
2. Organise Gender
Training Workshop for Middle Management and key Operational staff
3. Develop and implement recruitment plan in compliance with the Affirmative Action Act
1.Commission a comprehensive gender analysis of the MWT
2. Organise dissemination activities for the Gender Analysis report and development an action plan to implement the recommendations
250 000 250 000 200 000 200 000 to be shared between MWT & GIZ 100 000
300 000 150 000 250 000 250 000
315 000 100 000 250 000 250 000
Total Cost 1 000 000 950 000 915 000
% allocated to gender equality and women empowerment activities (main budget 5 195 491 000 ) 0,02% 0,02% 0,02%
Abbreviations AIDS: Acquired Immune Deficiency Syndrome
GBV: Gender Based Violence
GRB: Gender Responsive Budgeting
HIV: Human Immune-Deficiency Virus
MEAC Ministry of Education, Arts and Culture
MHETI: Ministry of Higher Education, Training and Innovation
MOD: Ministry of Defence
MOHSS: Ministry of Health and Social Services
MOSS: Ministry of Safety and Security
MTEF: Medium Term Expenditure Framework
MTEP: Medium Term Expenditure Plan
MWT: Ministry of Works and Transport
NAMPOL: Namibia Police
NCS: Namibia Correctional Service
NDF: Namibia Defence Forces
NGP: National Gender Policy
O/M/As: Offices, Ministries and Agencies
TOT: Training of Trainers
UNDP: United Nations Development Programme
UNFPA: United Nations Population Fund
VTC: Voluntary Counseling and Testing