Gender

Mainstreaming
Evaluation
Framework (GMEF)

Marianne Kristine V. Delgado

Supervising GAD Specialist
Sectoral Coordination Division
Philippine Commission on Women

1
SESSION OBJECTIVE
✓ This orientation aims to level-off
participants on the features of the
enhanced GMEF tool, how it is
applied and how to reflect the
results towards improving their
gender mainstreaming
implementation.
Presentation Outline

1 What is the GMEF Tool?

2 Features of the GMEF Tool

3
How to Apply the Results of
the GMEF Tool

3
Gender
Mainstreamin
g Evaluation
Framework
5
PCW Memorandum Circular no. 2016-03
What is the Gender Mainstreaming
Evaluation Framework (GMEF)?
✓It is a gender analysis tool that measures the
level of gender mainstreaming efforts of
organizations through the following entry
points: policies (and plans), people, enabling
mechanisms and programs/activities/projects
(PAPs)

✓Serves as a tool to track and assess progress of

gender mainstreaming efforts of organizations

✓Locates gender gaps and needs that

organizations should respond to, to attain
women’s empowerment and gender equality.
 Why Should Agencies Undergo GMEF
Assessment?
❑With the annual application of the enhanced GMEF,
agencies will be able to:
✓Assess strong points and points for improvement towards
facilitating the formulation of annual Gender and
Development (GAD) plans and budgets and GAD agendas.

✓Identify capacity development needs on GAD useful when

requesting technical assistance from PCW and other GAD
experts
USERS OF THE GMEF TOOL

Agency GAD Focal

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

Staff members from

relevant offices
such as program implementers and
or former GFPS members may be
invited during the assessment
What agencies have
undergone the
GMEF assessment?
✓Members of the PCW Board
✓Agencies with critical roles in
the implementation of the
Magna Carta of Women and
other women-related laws
✓All these agencies have a
mandate to do gender
mainstreaming
✓As of December 2019, a total of
53 agencies were officially
validated by PCW.
 ENTRY POINTS
Policy OF GENDER
Official statements in
support for GM, e.g., E.O.s, MAINSTREAMING
memoranda, specific
guidelines

People Flagship programs are

strategic entry points

Programs,
Sponsor - with power to legitimize
change;

projects
Change agent- actually making the
change, eg. Focal points;

&
Target-people in the bureaucracy, field
workers, clients

activities
Advocate- wants to achieve change
but lacks power to sanction it

Enabling Systems and mechanisms

installed, including the funds
Mechanisms allocated for GAD activities
 Levels of Gender Mainstreaming

Generates support for

Level 1 gender
mainstreaming within
Focuses on raising
Foundation the organization
people’s awareness
Formation on gender and
development

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 Levels of Gender Mainstreaming

Level 2
Installation of
strategic
Applies GAD
mechanisms Begins to put in place key
people, necessary policies, concepts and
support structures, systems and tools although
mechanisms to facilitate and
sustain gender mainstreaming
irregularly

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 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
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 Levels of Gender Mainstreaming
Level 4

Commitment
enhancement &
institutionalization
Continuously monitors
Incorporates GAD and evaluates gender
in all aspects of mainstreaming efforts
the agency’s
operations

15
 Levels of Gender Mainstreaming
Level 5
Replication and
Innovation
Flagship programs are
GAD
sensitive/responsive
and serve as models for
other organizations
Efforts are regularly
enhanced based on
results of GAD M&E

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 Levels of Gender Mainstreaming
Level 5
Replication and
Level 4 Innovation

Level 3 Commitment
GAD enhancement and
Application institutionalization

Level 2
Installation of
strategic mechanisms
Level 1
Foundation
Formation

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Shows the visual progression of an organization’s gender mainstreaming efforts from Level 1 to 5

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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

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20
 LEVEL 1 LEVEL 2 LEVEL 3 LEVEL 4 LEVEL 5
Foundation Installation of GAD Commitment Replication
Formation Strategic Application Enhancement and and Innovation
Mechanisms Institutionalization
1.1 Policies articulating 2.1 Policies reflecting the 3.1 GAD 4.1. GAD policies of the 5.1 Gender
support to GAD organization’s interest for agenda/Strategic organization resulted in responsive policies
Mandates and gender mainstreaming Framework on bridging gender gaps replicated by other
establishing four issued GAD adopted by clients (internal and organizations as
essential elements of the organization external) models or
GAD Planning and 2.2 Policies addressing the standards
Budgeting issued gender needs of the 3.2 Organizational 4.2. Policies continually
clients (internal and and sectoral plans developed and/or
1.2 Existing policies external) of the integrated with enhanced based on the
reviewed for organization issued GAD perspective results of gender analysis
consistency with
emerging GAD issues 2.3 Policies issued by the 3.3 Sector specific 4.3 Vision, mission and
and issuances organization use gender- GAD policies goals of the organization
accordingly fair language and images formulated by the integrated with GAD
organization perspective
1.3 Broad statements of
intentions or aspirations
reflecting the
organization’s support
for GAD related
activities issued

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 LEVEL 1
Foundation
Formation
1.1 People in strategic
positions designated to be
members of the GFPS
1.2 GFPS members attended
appropriate and relevant
trainings on GAD
1.3 Top management
attended orientations on GAD
1.4 Top management and
GFPS members aware and
conscious of GAD related
policies and mandates
1.5 Top management
supportive of GM efforts and
has allowed the organization
staff members to participate
in GAD-related activities
1.6 Organization’s staff
members oriented on GAD
LEVEL 2
Installation of
Strategic
Mechanisms
2.1 GFPS members and
program implementers trained
on gender analysis and use of
gender analysis tools for GAD PB
preparation
2.2 Top management directed the
implementation of the GAD Plan
2.3 Clients (internal and external)
aware of the GAD programs and
policies of the organization
2.4 Clients (internal and external)
articulated gender needs/issues in
designing PAPs
2.5 Concerned staff members
trained to collect sex-
disaggregated data
2.6 Male employees involved and
appreciative of the organization’s
GM efforts
LEVEL 3
GAD Application
3.1 GFPS and program
implementers skilled in
integrating GAD perspective in
the development and
implementation of PAPs
3.2 Top management required
integration of GAD in
organization’s MFOs, Program/
Activities/Projects (PAPs) and
performance indicators
3.3 Top management
implemented policies and
programs in support of the
appointment of qualified women
to leadership positions
3.4 More women assumed critical
roles and authority in the
organization
3.5 Clients (internal and external)
particularly women, actively
participated in the planning and
implementation of PAPs
3.6 Staff members used and
applied collected sex-
disaggregated data to surface
gender issues towards
enhancement of the
organization’s PAPs
LEVEL 4 LEVEL 5
Commitment Replication
Enhancement and and
Institutionalization Innovation
4.1 Staff members and GFPS members 5.1 Top management
served as GAD resource persons to championed GAD
attached and regional offices concerns during high level
meetings/ discussions
4.2 Top management and concerned
staff members tracked the 5.2 Organization’s staff
contributions of their GM efforts members recognized as
towards the fulfillment of national and GAD experts by other
international commitments on GAD organizations
4.3 Top management and concerned 5.3 External clients
staff members reflected GAD functions recognized as GAD
in performance contracts or terms of champions by reputable
reference (TOR) local and international
organizations
4.4 Concerned staff members
calibrated programs to address
emerging gender issues
4.5 Concerned staff members
developed GAD tools and knowledge
products
4.6 Clients (internal and external)
particularly women, actively
participated in the monitoring and
evaluation and enhancement of PAPs
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 LEVEL 1 LEVEL 2 LEVEL 3 LEVEL 4 LEVEL 5
Foundation Installation of GAD Application Commitment Replication and
Formation Strategic Enhancement and Innovation
Mechanisms 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 coordinated, monitored and attainment of its desired mechanism by reputable
reconstituted in PCW 2011-01 reported progress of impact local, national and
accordance to MCW implementation international organizations
and pertinent 2.2 Organization 4.2 Organization utilized 70% on gender mainstreaming
policies issued by established Other GAD 3.2 Organization utilized 30% or more total budget to
concerned oversight mechanisms to enable or more of total budget to implement GAD activities 5.2 Other GAD
agencies gender responsive of PAPs implement GAD activities based on the GAD PB Mechanisms recognized as
based on the GAD PB models by other
1.2 Organization 2.3 Organization GAD plan 4.3 GAD database generated organizations
initiated exploratory utilized at least 5% of total 3.3 Organization utilized GAD sector specific knowledge
activity with PCW or agency budget budget judiciously* products on women and men 5.3 Organization utilized
other agencies, 100% of total budget to
institutions and 2.4 Organization worked 3.4 Organization partnered 4.4 M & E system of the implement GAD activities
individuals to with agencies, institutions with agencies, institutions and organization tracked the based on the GAD PB
facilitate gender and individuals on GAD to individuals towards the desired gendered related
mainstreaming facilitate gender strategic implementation of outcomes and impacts of 5.4 Centralized GAD
mainstreaming GAD programs PAPs on clients (internal and database established and
external) accessible to regional and
1.3 Organization 2.5 Organization database 3.5 Organization utilized sex- attached offices, clients
collected data able to generate sex- disaggregated data/gender 4.5 Knowledge Management and partner organizations
towards the disaggregated data/gender statistics used in gender in the System of the organization
establishment of statistics* developing cycle produced and shared GAD- 5.5 System for knowledge
GAD database and related KPs transfer of the organization
enhancement of integrated with Gad and
M&E system* replicated by other
organizations

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 LEVEL 1 LEVEL 2 LEVEL 3 LEVEL 4 LEVEL 5
Foundation Installation of Strategic GAD Application Commitment Replication and
Formation Mechanisms Enhancement and Innovation
Institutionalization

1.1 International/ national
/local GAD-related events
observed by the
organization
1.2 GAD orientation and
GST conducted for the
organization’s clients
(internal and external)
1.3 Consultations with
clients (internal and
external) to identify gender
issues and corresponding
strategies conducted
1.4 Consultations with PCW
and relevant organizations/
individuals on GAD
mainstreaming conducted
1.5 Existing IEC materials
reviewed and revised to
ensure use of gender
sensitive language and
images
1.6 GAD corner set-up
2.1 GAD agenda and/or strategic GAD
framework formulated
2.2 GAD Plan and Budget (GPB)
developed is based on the GAD
agenda, emerging issues, new
international and national GAD
mandates and result of gender
analysis
2.3 GAD deepening sessions based on
results of TNA or updated GAD
policies and tools conducted
2.4 GA tools applied in selected
programs and in the review and
implementation of PAPs
2.5 Facilities and services that address
gender issues and concerns of clients
(internal and external) established
and implemented
2.6 Orientation module for employees
with gender sensitivity as core
competency developed
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.
3.1 Implementation of GAD
mandates, policies and PAPs
monitored
3.2 Organization’s GPB and GAD
AR prepared, timely submitted
and endorsed
3.3 Capacity development on
GAD conducted and sustained for
clients (internal and external)
3.4 Capacity development on
GAD to develop internal GAD
experts conducted
3.5 GA tools regularly applied in
the development planning cycle
3.6 GAD website regularly
updated
3.7 Organization’s knowledge
management system as a
mechanisms for knowledge
transfer of GAD-related
knowledge products set-up
4.1 Implementation and
monitoring of international,
national and local GAD
mandates sustained and
institutionalized in the
organization programs
4.2 Sector specific GAD
capacity sessions conducted
for clients (internal and
external)
4.3 Application of GA tools in
agency PAPs including ODA-
funded projects
institutionalized
4.4 Sustainability action plan
of GAD efforts developed
4.5 Impact evaluation of GAD
mainstreaming efforts
conducted
5.1 Organization is
recognized as a GAD
learning hub for its notable
gender mainstreaming
efforts
5.2 Convergence model
resulting from
partnerships recognized
and replicated by other
organizations
5.3 GAD knowledge
products used and
adopted by other
organizations
5.4 Existing
award/incentive system of
the organization
integrated with GAD
perspective

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Organizational Assessment Questionnaire - PEOPLE

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GMEF
Score
Sheet
 GMEF Score Guide per Entry and Over-all Level
RANGES LEVEL DESCRIPTION
1-7.99 points 1: Foundation Formation
Level Per Entry 8-14 .99 points 2: Installation of Strategic Mechanisms
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 Level 31-60.99 points 2: Installation of Strategic Mechanisms
61-80.99 points 3: GAD Application
81-95.99 points 4: Commitment Enhancement and Institutionalization

96-100 points 5: Replication and Innovation

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 High Scores =
Strong Points
✓ How do you maximize these strong
points to hasten institutionalization
of GAD in your agency?
✓ Target interventions to sustain
efforts on gender mainstreaming

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 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)

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 SAMPLE LIST OF GENDER ISSUES BASED ON GMEF
RESULTS
GMEF RESULTS GENDER ISSUE GAD ACTIVITY/IES
POLICY ENTRY POINT
Gender fair language and Inadequate knowledge and • Issuance of policy
images not yet used in policy awareness on the use of adopting CSC MC 12 s.
issuances (2.3) non-sexist language in all 2005 on Use of Non-
official documents, Sexist Language in All
communications, and Official Documents
issuances among GFPS
members • Conduct of Orientation on
Use of Gender-Fair
Language

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 SAMPLE LIST OF GENDER ISSUES BASED ON GMEF
ASSESSMENT
GMEF RESULTS GENDER ISSUE GAD ACTIVITY
PEOPLE
Top management has • Lack of opportunity • Conduct of GAD
not yet attended among top management Orientation for top
Basic GAD officials to be oriented on management officials
Orientation or GST GAD. during the next ManCom
(1.3) • Low level of meeting
support/appreciation of
top management on
GAD.

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 SAMPLE LIST OF GENDER ISSUES BASED ON
GMEF ASSESMENT
GMEF RESULTS GENDER ISSUE GAD ACTIVITY/IES

ENABLING MECHANISM
Organization utilized Lack of capacity • Conduct of training
5% or less of its total among GFPS on the use of HGDG
budget to implement members to attribute for GFPS members
its GAD Plan (3.2) major and program
programs/projects implementers
using the Harmonized
GAD Guidelines.

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SAMPLE LIST OF GENDER ISSUES BASED ON
GMEF ASSESSMENT
GMEF RESULTS GENDER ISSUE GAD ACTIVITY/IES

PROGRAMS, ACTIVITIES, AND PROJECTS (PAPs)

GAD website has not • Lack of personnel to • Hiring of personnel to

been updated for more conduct the updating update GAD
than a year (3.6) and monitoring of the section/GAD website
GAD section/GAD for 1 month
website.

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2018
GADtimpala
Awards

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 GMEF and the GADtimpala
❑The GMEF application results is
used by the PCW as basis for its
incentive and awards system, the
GADtimpala
❑GADtimpla recognizes deserving
national government agencies for
their outstanding achievement
and performance in gender
mainstreaming
 Annual
GM Plan/ GPB
Agenda

Gender Validate gender/GM

Analysis analysis done
Prioritize issues Reflect issues and
Set time to strategies for a
address issues particular year in
GST that year’s GPB
Match issues
Review of GM with strategies Allocating resources
Building progress and to achieve the year’s
problems Set up targets
foundational and tracking GAD
concepts Review of key progress
issues faced by
F/M clients
 Download GMEF instructional video here:
https://www.youtube.com/user/CommissionOnWomenPH/videos
 Thank
you!

1145 J. P. Laurel St., San Miguel, Manila 1005 Philippines

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