Gender Mainstreaming

Evaluation Framework
(GMEF)

KAREN G. DAGÑALAN-DY
Supervising GAD Specialist
Technical Services and Regional Coordination Division (TSRCD)
Philippine Commission on Women

1
 Session Objectives
❑ To introduce the Gender
Mainstreaming Evaluation Framework
(GMEF) as a gender analysis tool

❑ To show practical application of the

GMEF tool towards improved gender
mainstreaming implementation.
 Presentation Outline
1 What is Gender Mainstreaming

2 What is the GMEF too?

3 How do we apply the results of the GMEF?

3
 Poll Question 1 :
Why are you in this webinar? (Choose 1 answer only)

1. I am a member of the NGA/SUC/GOCC/LGU GFPS .

2. It is compulsory for me to attend this webinar.
3. I want to understand further about Gender and Development.
4. I am attending this as a follow-through from the previous
webinar.
5. I am a GAD Advocate.
Poll Question 2 :
What do you consider as the mainstream? Choose
all that apply
• Policies
• Decisions
• Development agenda and priorities
• Resources
• Systems and Mechanisms
• Processes and procedures
What is the Mainstream?
It consists of:
● interrelated set of dominant ideas (views about
gender roles promoted by culture)
● development directions and policies
● mechanisms for decision-making on resource
allocation (resource distribution among social
and economic programs

Decisions and policies

goals and objectives
budgets and resources
program implementation mechanisms
WHAT IS GENDER MAINSTREAMING?

A strategy to ensure that gender

equality is considered in the
mainstream

A strategy to ensure the recognition

of gender issues on a sustained
basis
WHAT IS GENDER MAINSTREAMING?
Recognizes the imbalance in the
Mainstream status of women and men
Gender
Perspective Challenges gender roles that treat
women as passive recipients and
beneficiaries of development
It is about assistance
CHALLENGING
THE STATUS Stresses the need for women to
QUO. organize themselves and
participate in development
processes
 WHAT IS GENDER MAINSTREAMING?

E nables women to
emerge from the
margins and join the
mainstream as
equal, empowered
members
WHAT IS GENDER MAINSTREAMING?
Strategy for making women’s as well as
men’s concerns and experiences

an integral dimension of the design,

implementation, monitoring and evaluation
of policies and programs

in all political, economic and societal spheres

so that women and men benefit equally and
inequality is not perpetuated.
Section 36 – Gender Mainstreaming as strategy for implementing the
Magna Carta of Women (MCW)
THE PHILIPPINE GENDER MAINSTREAMING (GM) STRATEGY

External
Development Planning
Gender Equality
& Women’s
Empowerment
(GEWE)
Internal

Institutional Development
 GENDER MAINSTREAMING
EVALUATION FRAMEWORK (GMEF)
13
PCW MEMORANDUM CIRCULAR NO. 2016-03
GENDER MAINSTREAMING EVALUATION FRAMEWORK (GMEF)?

✓Serves as a tool to track and assess progress of

gender mainstreaming efforts of organizations

✓Measures the level of gender mainstreaming of

organizations through entry points

✓Locates gender gaps and needs that

organizations should respond to, to attain women’s
empowerment and gender equality.
WHY SHOULD AGENCIES USE THE GMEF?

❑Assess the strengths on gender mainstreaming and the areas for

improvement

❑Identify capacity development needs on GAD

❑Facilitate the formulation of multi-year GAD agenda and the annual

Gender and Development (GAD) plans and budgets
USERS OF THE GMEF TOOL

Agency GAD Focal

Point System
shall lead the conduct of the
assessment and monitor the progress

Staff members from

relevant offices
such as program implementers and/or
former GFPS members may be invited
to join the assessment
Poll Question 3 :
Has your agency applied the GMEF?

•Yes
•No
•I don’t know
 Agencies that have
applied the GMEF

❑ Agencies with critical roles in the

implementation of the Magna Carta
of Women and other women-related
laws
❑As of December 2020, a total of
68 agencies have submitted their
GMEF assessment results for the
past years and were officially
validated by PCW*

*PCW GMEF Validation Report

PLAY GMEF VIDEO PART 4: GMEF ENTRY POINTS
 Gender Mainstreaming Entry Points
Official statements in support for GM, e.g. E.O.s, memoranda, specific
guidelines

Policy
Programs,
Projects &
Activities (PPAs)
People Flagship programs

Sponsor - with power to legitimize change;

Change agent- actually making the
change, e.g. Focal points;
Target-people in the bureaucracy, field Systems and mechanisms
workers, clients; Enabling installed, including the funds
Advocate- wants to achieve change but Mechanisms allocated for GAD
lacks power to sanction it
 POLICY
❑Official statements and pronouncements
of support for gender mainstreaming
✓Department Orders
✓Executive orders
✓Guidelines

❑Policy Enhancement/ Improvement

❑GAD Framework/GAD Strategic Plans
 PEOPLE
(sponsor, change agent, target, advocate)
❑Topmanagement express support for
Gender Mainstreaming

❑Recognition
of GFPS and staff
members as GAD experts

❑Clients (internal and external) able to

participate in the planning,
implementation and M&E of PAPs
 ENABLING MECHANISMS

❑GFPS System
❑Database with SDD/GS
❑GAD M&E
❑Knowledge Management (KM) System
on GAD
❑GAD Plan and Budget
❑Networking efforts (developing
networks and evolving partnerships)
❑Other GAD mechanisms
PROGRAMS, PROJECTS AND ACTIVITIES

❑Review and issuance of revised

policies towards GM
❑PAPs establishing enabling
mechanisms for GM
❑Application of GA tools
❑IEC Campaigns
❑Creation and regular updating of
GAD corner and website
❑Regular PAPs integrated with GAD
perspective
PLAY GMEF VIDEO PART 3: LEVELS OF GM
Levels of Gender Mainstreaming
Level 5
Replication and Innovation
Level 4
Commitment
Level 3
enhancement and
GAD institutionalization
Level 2 Application
Installation of
strategic mechanisms
Level 1
Foundation
Formation
 Levels of Gender Mainstreaming

Generates support
for gender
mainstreaming
Level 1 within the
organization Focuses on raising
Foundation people’s
Formation awareness on
gender and
development
 Levels of Gender Mainstreaming

Level 2
Installation of
strategic Begins to put in place
key people, necessary
mechanisms policies, support
Applies GAD
concepts and
structures, systems and
tools although
mechanisms to facilitate
irregularly
and sustain gender
mainstreaming
 Levels of Gender Mainstreaming
Level 3
GAD
Application
Integrates and
Integrates gender
consolidates gender
perspective in the
efforts to produce
mandates of the
intended or desired
agency
impacts on women
and men
 Levels
Level 4of Gender Mainstreaming
Commitment
enhancement &
institutionalization

Continuously
Incorporates monitors and
GAD in all evaluates gender
aspects of the mainstreaming
agency’s efforts
operations
 Levels of Gender Mainstreaming
Level 5

Replication and
Innovation

Flagship programs are

GAD sensitive/ Efforts are
responsive and serve regularly enhanced
as models for other based on results of
organizations GAD M&E
PLAY GMEF VIDEO PART 5: GMEF QUESTIONNAIRES
 GMEF TOOL DESCRIPTOR MATRIX

Shows the visual progression of an organization’s gender mainstreaming efforts from Level 1 to 5
The enhanced GMEF descriptor matrix consists of 93 descriptors
in total representing the four GMEF Entry Points:

GMEF Entry Points Number of Descriptors

Policy 13
People 27
Enabling Mechanisms 23
PAPs 30

35
 LEVEL 1 LEVEL 2 LEVEL 3 LEVEL 4 LEVEL 5
FOUNDATION FORMATION INSTALLATION OF GAD APPLICATION COMMITMENT REPLICATION AND
STRATEGIC ENHANCEMENT AND INNOVATION
MECHANISMS INSTITUTIONALIZATION
1.1 Policies articulating 2.1 Policies reflecting 3.1 GAD 4.1. GAD policies of 5.1 Gender
support to GAD Mandates the organization’s agenda/Strategic the organization responsive policies
and establishing four essential interest for gender Framework on GAD resulted in bridging replicated by other
elements of GAD Planning mainstreaming issued adopted by the gender gaps clients organizations as
and Budgeting issued organization (internal and external) models or standard
2.2 Policies
1.2 Existing policies reviewed addressing the 3.2 Organizational 4.2. Policies continually
for consistency with emerging gender needs of the and sectoral plans developed and/or
GAD issues and issuances clients (internal and integrated with GAD enhanced based on the
accordingly external) of the perspective results of gender
organization issued analysis
1.3 Broad statements of 3.3 Sector specific
intentions or aspirations 2.3 Policies issued by GAD policies 4.3 Vision, mission and
reflecting the organization’s the organization use formulated by the goals of the
support for GAD related gender-fair organization organization integrated
activities issued language and with GAD perspective
images
 LEVEL 1 LEVEL 2 LEVEL 3 LEVEL 4 LEVEL 5
FOUNDATION INSTALLATION OF GAD APPLICATION COMMITMENT REPLICATION
FORMATION STRATEGIC MECHANISMS ENHANCEMENT AND AND
INSTITUTIONALIZATION INNOVATION
1.1 People in strategic positions 2.1 GFPS members and program 3.1 GFPS and program implementers 4.1 Staff members and GFPS 5.1 Top management
designated to be members of the implementers trained on gender skilled in integrating GAD members served as GAD resource championed GAD
GFPS analysis and use of gender analysis perspective in the development and persons to attached and regional concerns during high
tools for GAD PB preparation implementation of PAPs offices level meetings/
1.2 GFPS members attended discussions
appropriate and relevant trainings 2.2 Top management directed the 3.2 Top management required 4.2 Top management and
on GAD implementation of the GAD Plan integration of GAD in organization’s concerned staff members tracked 5.2 Organization’s staff
MFOs, Program/ Activities/Projects the contributions of their GM efforts members recognized as
1.3 Top management attended 2.3 Clients (internal and external) (PAPs) and performance indicators towards the fulfillment of national GAD experts by other
orientations on GAD aware of the GAD programs and and international commitments on organizations
policies of the organization 3.3 Top management implemented GAD
1.4 Top management and GFPS policies and programs in support of 5.3 External clients
members aware and conscious of 2.4 Clients (internal and external) the appointment of qualified women 4.3 Top management and recognized as GAD
GAD related policies and mandates articulated gender needs/issues in to leadership positions concerned staff members reflected champions by reputable
designing PAPs GAD functions in performance local and international
1.5 Top management supportive of 3.4 More women assumed critical contracts or terms of reference organizations
GM efforts and has allowed the 2.5 Concerned staff members trained roles and authority in the (TOR)
organization staff members to to collect sex-disaggregated data organization
participate in GAD-related activities 4.4 Concerned staff members
2.6 Male employees involved and 3.5 Clients (internal and external) calibrated programs to address
1.6 Organization’s staff members appreciative of the organization’s GM particularly women, actively emerging gender issues
oriented on GAD efforts participated in the planning and
implementation of PAPs 4.5 Concerned staff members
developed GAD tools and
3.6 Staff members used and applied knowledge products
collected sex-disaggregated data to
surface gender issues towards 4.6 Clients (internal and external)
enhancement of the organization’s particularly women, actively
PAPs participated in the monitoring and
evaluation and enhancement of
PAPs
 LEVEL 1 LEVEL 2 LEVEL 3 LEVEL 4 LEVEL 5
FOUNDATION INSTALLATION OF GAD APPLICATION COMMITMENT REPLICATION AND
FORMATION STRATEGIC MECHANISMS ENHANCEMENT AND INNOVATION
INSTITUTIONALIZATION

1.1 GFPS or similar 2.1 Functional GAD focal 3.1 Other GAD Mechanisms 4.1 Other GAD Mechanisms 5.1 GFPS recognized and
GAD mechanism point system established established by the organization contributed towards the awarded as a model GAD
created/ based on provisions of PCW coordinated, monitored and attainment of its desired impact mechanism by reputable
reconstituted in 2011-01 reported progress of local, national and
accordance to MCW implementation 4.2 Organization utilized 70% or international organizations
and pertinent policies 2.2 Organization established more total budget to implement on gender mainstreaming
issued by concerned Other GAD mechanisms to 3.2 Organization utilized 30% or GAD activities based on the
oversight agencies enable gender responsive of more of total budget to implement GAD PB 5.2 Other GAD Mechanisms
PAPs GAD activities based on the GAD recognized as models by
1.2 Organization PB 4.3 GAD database generated other organizations
initiated exploratory 2.3 Organization GAD plan sector specific knowledge
activity with PCW or utilized at least 5% of total 3.3 Organization utilized GAD products on women and men 5.3 Organization utilized
other agencies, agency budget budget judiciously* 100% of total budget to
institutions and 4.4 M & E system of the implement GAD activities
individuals to facilitate 2.4 Organization worked with 3.4 Organization partnered with organization tracked the desired based on the GAD PB
gender mainstreaming agencies, institutions and agencies, institutions and gendered related outcomes and
individuals on GAD to individuals towards the strategic impacts of PAPs on clients 5.4 Centralized GAD database
facilitate gender implementation of GAD programs (internal and external) established and accessible to
1.3 Organization mainstreaming regional and attached offices,
collected data towards 3.5 Organization utilized sex- 4.5 Knowledge Management clients and partner
the establishment of 2.5 Organization database disaggregated data/gender System of the organization organizations
GAD database and able to generate sex- statistics used in gender in the produced and shared GAD-
enhancement of M&E disaggregated data/gender developing cycle related KPs 5.5 System for knowledge
system* statistics* transfer of the organization
integrated with GAD and
replicated by other
organizations
 PAPs
30 Descriptors
 LEVEL 1 LEVEL 2 LEVEL 3 LEVEL 4 LEVEL 5
Foundation Formation Installation of Strategic GAD Application Commitment Replication and
Mechanisms Enhancement and Innovation
Institutionalization
1.1 International/ national /local 2.1 GAD agenda and/or strategic GAD 3.1 Implementation of GAD mandates, 4.1 Implementation and monitoring 5.1 Organization is recognized
GAD-related events observed framework formulated policies and PAPs monitored of international, national and local as a GAD learning hub for its
by the organization GAD mandates sustained and notable gender mainstreaming
2.2 GAD Plan and Budget (GPB) 3.2 Organization’s GPB and GAD AR institutionalized in the organization efforts
1.2 GAD orientation and GST developed is based on the GAD prepared, timely submitted and endorsed programs
conducted for the agenda, emerging issues, new 5.2 Convergence model resulting
organization’s clients (internal international and national GAD 3.3 Capacity development on GAD 4.2 Sector specific GAD capacity from partnerships recognized
and external) mandates and result of gender analysis conducted and sustained for clients sessions conducted for clients and replicated by other
(internal and external) (internal and external) organizations
1.3 Consultations with clients 2.3 GAD deepening sessions based on
(internal and external) to results of TNA or updated GAD policies 3.4 Capacity development on GAD to 4.3 Application of GA tools in 5.3 GAD knowledge products
identify gender issues and and tools conducted develop internal GAD experts conducted agency PAPs including ODA-funded used and adopted by other
corresponding strategies projects institutionalized organizations
conducted 2.4 GA tools applied in selected 3.5 GA tools regularly applied in the
programs and in the review and development planning cycle 4.4 Sustainability action plan of GAD 5.4 Existing award/incentive
1.4 Consultations with PCW implementation of PAPs efforts developed system of the organization
and relevant organizations/ 3.6 GAD website regularly updated integrated with GAD perspective
individuals on GAD 2.5 Facilities and services that address 4.5 Impact evaluation of GAD
mainstreaming conducted gender issues and concerns of clients 3.7 Organization’s knowledge mainstreaming efforts conducted
(internal and external) established and management system as a mechanisms
1.5 Existing IEC materials implemented for knowledge transfer of GAD-related
reviewed and revised to ensure knowledge products set-up
use of gender sensitive 2.6 Orientation module for employees
language and images with gender sensitivity as core
competency developed
1.6 GAD corner set-up
2.7 IEC materials on GAD for target
audience (internal and external)
developed and disseminated

2.8 GAD section in organization’s

website created, updated and
accessible.
THE ORGANIZATIONAL
ASSESSMENT
QUESTIONNAIRES
Organizational Assessment Questionnaire - PEOPLE
 GENDER MAINSTREAMING EVALUATION FRAMEWORK (GMEF)
ORGANIZATIONAL ASSESSMENT TOOL

SCORE SHEET

Name of Organization Assessed: ____________________________

Date Administered: _______________________________________
Inclusive Period of Assessment: ____________________________

GMEF Score Sheet

and Scoring Guide
 GMEF Score Guide per Entry and Over-all Level
RANGES LEVEL DESCRIPTION
1-7.99 points 1: Foundation Formation
Level Per 8-14 .99 points 2: Installation of Strategic Mechanisms
Entry Point 15-19.99 points 3: GAD Application
20-23.99 points 4: Commitment Enhancement and
Institutionalization
24-25 points 5: Replication and Innovation
RANGES LEVEL DESCRIPTION
0-30.99 points 1: Foundation Formation
Over-all 31-60.99 points 2: Installation of Strategic Mechanisms
Level 61-80.99 points 3: GAD Application
81-95.99 points 4: Commitment Enhancement and
Institutionalization
96-100 points 5: Replication and Innovation
 High Scores = Strengths
✓ How do you maximize these strengths to hasten
institutionalization of GAD in your agency?

✓ Target interventions to sustain efforts on gender mainstreaming

48
 Zero Scores = Areas for Improvement

✓ Analyze the facilitating and hindering factors (Gender issue)

✓ Target interventions to further improve the overall level of gender

mainstreaming of the organization (GAD activity)

49
POLL QUESTION 4
•Has your agency utilized the GMEF assessment
results to identify gender issues?
•Yes
•No
•I don’t know
 SAMPLE LIST OF ORGANIZATION-FOCUSED GENDER
ISSUES BASED ON GMEF RESULTS
GMEF RESULTS GENDER ISSUE
POLICY ENTRY POINT
No policy reflecting the
Lack of interest among key officials for
organization’s interest for gender
GAD concerns as a priority agenda.
mainstreaming issued (2.1)
Low level of appreciation and knowledge
No GAD Agenda/Strategic among GFPS Execom members on
Framework formulated (3.1) integrating GAD in organization plans
and programs.
SAMPLE LIST OF ORGANIZATIONAL FOCUSED GENDER
ISSUES BASED ON GMEF RESULTS
GMEF RESULTS GENDER ISSUE
PEOPLE ENTRY POINT
Level 1
Only selected members of the top • Inadequate opportunity among top
management attended Basic GAD management officials to be oriented on GAD.
Orientation or GST (1.3) • Low level of support/appreciation of top
management on GAD.
Top management does not direct • Some top level officials are not aware on
GPB implementation (2.1) policy imperatives on GAD Planning and
Budgeting and its implications if not
implemented.
 SAMPLE LIST OF ORGANIZATIONAL FOCUSED GENDER
ISSUES BASED ON GMEF RESULTS
GMEF RESULTS GENDER ISSUE
PEOPLE ENTRY POINT: Level 1
Male employees do not Lack of opportunities for male employees to participate
participate in the organization’s in the organization’s GAD PAPs.
GAD PAPs (2.4)
Low level of appreciation among male employees on
GAD related issues and concerns.

Male employees/staff members consider/thought that

GAD refers only to the concerns and issues of women.
 SAMPLE LIST OF ORGANIZATIONAL FOCUSED GENDER
ISSUES BASED ON GMEF RESULTS
GMEF RESULTS GENDER ISSUES
ENABLING MECHANISMS ENTRY POINT
Organization • Lack of capacity among GFPS TWG members to attribute major
utilized 5% or less programs/projects using the Harmonized GAD Guidelines.
of its total budget to • Absence of program/project documents that could be assessed
implement its GAD using HGDG.
Plan (3.2) • HGDG GAD elements not considered in the development/drafting
of project/program documents or proposals.
• Agency has no clear policy on the use of HGDG GAD elements in
developing project proposals and documents.
• Lack of capacity among program implementers to integrate
gender perspective in project design and activity report of
agency’s major programs.
 SAMPLE LIST OF ORGANIZATIONAL FOCUSED GENDER
ISSUES BASED ON GMEF RESULTS
GMEF RESULTS GENDER ISSUE

PAPS ENTRY POINT: Level 1

No consultation conducted with Low level of awareness among program
clients to identify gender issues and implementers on the importance of consultation to
corresponding strategies (1.3) identify gender issues.

No GAD orientation module with • GAD core messages not integrated in existing
gender sensitivity as a core module for new employees.
competency developed (2.6)
• Lack of awareness among HR staff to integrate
GAD core messages in existing modules for new
employees.
STEPS IN FORMULATING THE GAD PLAN AND BUDGET

PREPARE AND ADOPT THE GAD AGENDA

• In consultation with functionaries/stakeholders, the

GFPS shall set the GAD AGENDA or identify priority
gender issues during the three-year term of its
leadership; six (6) years for NGAs.

• The GAD AGENDA shall be the basis for the annual

formulation of PPAs to be included in the LGU and
Agency GPB.

56
Poll Question 5
•Has your agency utilized the GMEF assessment
results in preparing your GAD Plan and Budget?
•Yes
•No
 Reflecting the GMEF Results in the GAD Plan and Budget
POLICY
ANNUAL GENDER AND DEVELOPMENT (GAD) PLAN AND BUDGET
FY 20____
Agency/Bureau/Office:__________________________ Department (Central Agency):___________
Total GAA of Agency:__________________________
GAD Result Responsible
Gender Issue and/or GAD Cause of Gender Relevant Agency GAD Activity Output Performance GAD Budget Source of
Statement/GAD Unit
Mandate Issue MFO/PAP Indicators and Targets Budget
Objectives
(1) (2) (4) (5) (6) (7) (8)
(3) (9)

Limited capacity of top Low appreciation Increased PD services Conduct of an Number of women 10,000 – GAA HR
management officials to and level of appreciation, Executive and men officials who honorarium
integrate GAD knowledge, skills, knowledge, Briefing on participated in the
perspective in the and abilities on skills and GAD Executive Briefing
development and/or GAD among top abilities of top
enhancement of policies. management. management
on GAD.
TOTAL
Prepared by: Approved by: Date:

Chairperson, GAD FP System Head of Agency Day/Month/year

 Reflecting the GMEF Results in the GAD Plan and Budget
PEOPLE
ANNUAL GENDER AND DEVELOPMENT (GAD) PLAN AND BUDGET
FY 20____
Agency/Bureau/Office:__________________________ Department (Central Agency):___________
Total GAA of Agency:__________________________
Output Responsible
GAD Result Relevant GAD Activity GAD Budget
Gender Issue and/or Performance Source of Unit
Cause of Gender Issue Statement/GAD Agency
GAD Mandate Indicators and Budget
(2) Objectives MFO/PAP
(1) (5) Targets (7) (8)
(3) (4) (9)
(6)

Misconception among Limited understanding Enhanced PD services Conduct of a 30 Male 150,000 – GAA HR
male employees and and appreciation of appreciation and Gender employees food
male staff members the implications of knowledge of Sensitivity participated in 50,000 -
that GAD refers only GAD on men male employees Training the GST venue
to the concerns and on GAD. 10,000 –
issues of women. Low buy-in of GAD honorarium
initiatives among men
TOTAL
Prepared by: Approved by: Date:

Chairperson, GAD FP System Head of Agency Day/Month/year

 Reflecting the GMEF Results in the GAD Plan and Budget
ENABLING MECHANISMS
ANNUAL GENDER AND DEVELOPMENT (GAD) PLAN AND BUDGET
FY 20____
Agency/Bureau/Office:__________________________ Department (Central Agency):___________
Total GAA of Agency:__________________________
Gender Issue GAD Result Relevant Responsi
Cause of GAD Activity Output Performance GAD Budget Source of
and/or GAD Statement/GAD Agency ble Unit
Gender Issue Indicators and Targets Budget
Mandate Objectives MFO/PAP
(2) (5) (6) (7) (8)
(1) (3) (4) (9)
Limited Absence of a Enhanced PD Services Issuance of a policy Policy on the reconstitution 100,000 – GAA
functionality of clear functionality of the providing for the of the GFPS conduct of
the GFPS organizational GFPS as reconstitution of the issued/completed by 2nd training
policy on the mechanism for GFPS according to quarter programs for
roles and gender MCW and PCW MC GFPS
functions of GFPS mainstreaming in 2011-01 and Number of members of the
members the agency provision of the newly-reconstituted GFPS
requisite training on provided with appropriate
GAD to its members capacity development on
GAD.
TOTAL
Prepared by: Approved by: Date:

Chairperson, GAD FP System Head of Agency Day/Month/year

 Reflecting the GMEF Results in the GAD Plan and Budget
PROGRAMS, ACTIVITIES AND PROJECTS (PAPs)
ANNUAL GENDER AND DEVELOPMENT (GAD) PLAN AND BUDGET
FY 20____
Agency/Bureau/Office:__________________________ Department (Central Agency):___________
Total GAA of Agency:__________________________
Relevant Output Performance Responsible
Gender Issue and/or Cause of Gender GAD Result Statement/GAD GAD Activity GAD Budget Source of
Agency Indicators and Unit
GAD Mandate Issue Objectives Budget
MFO/PAP Targets
(1) (2) (3) (5) (7) (8)
(4) (6) (9)
Inadequate knowledge Lack of Increased capacity on the use PD services Conduct of orientation 2 batches of 100,000 – venue GAA HR
and awareness on the use opportunity of non-sexist language among on the use of gender- orientation on the 50,000 –
of non-sexist language in among GFPS GFPS members fair language among use of gender-fair honorarium Policy
all official documents, members to be GFPS members language attended 20,000- materials Division
communications, and capacitated on the Enhanced gender- by 50 pax, by sex
issuances among GFPS use of gender-fair responsiveness of official Conduct of workshops
members language documents and to review existing
communications that reflect the documents,
use of gender-fair language 2 batches of
communications to workshops attended
reflect gender-fair by 30 pax, by sex
language
TOTAL
Prepared by: Approved by: Date:

Chairperson, GAD FP System Head of Agency Day/Month/year

Poll Question 6 (Last Poll)

• Are agencies recognized for their efforts on gender

mainstreaming?
• Yes
• No
• I don’t know
 GMEF and the GADtimpala
• The GMEF application results are
used by PCW as basis for its
incentive and awards system, the
GADtimpala

• GADtimpla recognizes deserving

national government agencies for
their outstanding achievements and
performance on gender
mainstreaming
 PCW GADtimpala
GENDER AND DEVELOPMENT TRANSFORMATION &
INSTITUTIONALIZATION THROUGH MAINSTREAMING OF PROGRAMS,
AGENDA, LINKAGES & ADVOCACIES

GADtimpala was officially launched as the incentives and

awards system of PCW on GAD in August 2018;

The Official Gender and Development Incentives and Awards

System of the Philippine Commission on Women; and

Aims to recognize the outstanding performance of government

agencies on gender mainstreaming and their invaluable
contribution in achieving (GEWE)
 Six (6) government agencies were recognized under the GADTimpala.
These are the Commission on Audit (COA), Commission on Higher Education
(CHED), Department of Labor and Employment (DOLE),
National Housing Authority (NHA),
National Economic and Development Authority (NEDA) and
Commission on Filipinos Overseas.
of the tool maybe accessed and downloaded from
the PCW website:
https://library.pcw.gov.ph/node/2116
 GENDER MAINSTREAMING

Gender equality as the goal,

gender mainstreaming
as the strategy
- United Nations
 Gender Mainstreaming: Line of Sight

Gender Gender- Women’s Gender

Mainstreaming Responsive Empowerment Equality
Governance

• Gender Equality as the goal

• Gender and Development as the approach
• Gender Mainstreaming as the strategy
• Gender Analysis as starting point
Maraming
Salamat po
 1145 J. P. Laurel St., San Miguel, Manila 1005 Philippines
Telephone No. +632.8735.1654 | Facsimile No. +632.8736.4449

https://www.pcw.gov.ph [email protected] PCWgovph CommissionOnWomenPH