Gender

Mainstreaming
Evaluation
Framework
INTERNATIONAL MANDATES
Echoed in the
Sustainable
Development Goals:
(SDG 5 – Gender
Equality &
Empowerment of
Women)
 THE GMEF STORY
1992
1992––RA
RA7192
7192
1995 – NCRFW (GM)
?
1996 – NCRFW MED +
GAD CONSULTANTS
2001 – GMEF GUIDEBOOK
4
What is GMEF?
• Provides a holistic view of the
gender mainstreaming process
• Tool to track and assess progress
of gender mainstreaming
activities
• Used as a planning, monitoring
and assessment tool
• Useful for GAD Focal Points,
members of their TWGs and
other GAD committees
FEATURES OF THE ENHANCED GMEF

A. GAD MAINSTREAMING LEVELS

Levels of Gender Mainstreaming
Level 5
Replication and
Innovation
Level 4
Level 3 Commitment
GAD enhancement and
Application institutionalization

Level 2
Installation of
strategic mechanisms
Level 1
Foundation
Formation
 Raise people’s awareness
Level 1
on gender
Foundation
Formation
Generate support for
gender mainstreaming
 Put in place the key

people, necessary Level 2
policies, support Installation of strategic
structures, systems and mechanisms
mechanisms to facilitate
and sustain gender
mainstreaming

Irregular application of 
GAD concepts and tools
 Level 3 Integrate and consolidate
GAD Application gender efforts to produce
intended or desired impact
on women

Integrate GAD in the MFOs,

mandates and performance
indicators
Implement continuous
monitoring, evaluation
and improvement of  Level 4
gender mainstreaming Commitment
efforts enhancement and
institutionalization

Incorporate GAD in all

aspects of the agency’s
operations 
Institutionalized GAD Level 5
programs are replicated Replication and
in other organizations  Innovation
(agencies and LGUs)

Policies, people, enabling

mechanisms and PAPs are
further enhanced based
on results of GAD M&E 
FEATURES OF THE ENHANCED GMEF

B. GAD MAINSTREAMING ENTRY POINTS

 ENTRY POINTS
OF GENDER MAINSTREAMING
Policy
Official statements in
support for GM, e.g.,
E.O.s, memoranda,
specific guidelines

People
Sponsor - with power to Programs,
projects &
legitimize change;
Change agent- actually making
the change, eg. Focal points;
Target-people in the bureaucracy,
field workers, clients
activities
Advocate- wants to achieve Flagship programs
change but lacks power to are strategic entry
sanction it
points

Enabling Systems and mechanisms

installed, including the funds
Mechanisms allocated for GAD activities
 Policy
• Official statements and
pronouncements of
support for gender
mainstreaming
– Department Orders
– Executive orders
– Guidelines
• Policy Enhancement/
Improvement
 People
(sponsor, change agent, target, advocate)
 Top management 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
• Roles and functions of GFPS
members
• Capability building on GAD
• GAD database
• GAD M&E
• Knowledge Management (KM)
System on GAD
• GAD Plan and Budget
• Networking efforts (developing
networks and evolving
partnerships)
• Other GAD mechanisms
Programs, Activities and
Projects
• 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
FEATURES OF THE ENHANCED GMEF

C. GMEF DESCRIPTOR MATRIX

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

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

POLICIES
(13 descriptors)
 LEVEL 1 LEVEL 2
Foundation Installation of
Formation Strategic
Mechanisms
1.1 People in strategic 2.1 GFPS members and
positions designated to be program implementers
members of the GFPS trained on gender analysis and
use of gender analysis tools
1.2 GFPS members for GAD PB preparation
attended appropriate and
relevant trainings on GAD 2.2 Top management directed
the implementation of the GAD
1.3 Top management Plan
attended orientations on
GAD 2.3 Clients (internal and
  external) aware of the GAD
1.4 Top management and programs and policies of the
GFPS members aware and organization
conscious of GAD related
policies and mandates 2.4 Clients (internal and
  external) articulated gender
1.5 Top management needs/issues in designing PAPs
supportive of GM efforts
and has allowed the 2.5 Concerned staff members
organization staff members trained to collect sex-
to participate in GAD- disaggregated data
related activities
2.6 Male employees involved
1.6 Organization’s staff and appreciative of the
members oriented on GAD 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 5.1 Top management
members served as GAD resource championed GAD
persons to attached and regional concerns during high
offices level meetings/
discussions
4.2 Top management and
concerned staff members tracked 5.2 Organization’s staff
the contributions of their GM members recognized as
efforts towards the fulfillment of GAD experts by other
national and international organizations
commitments on GAD
5.3 External clients
4.3 Top management and recognized as GAD
concerned staff members reflected champions by
GAD functions in performance reputable local and
contracts or terms of reference international
(TOR) 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

PEOPLE
27 descriptors
 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 contributed towards the awarded as a model GAD
created/ based on provisions of organization coordinated, attainment of its desired mechanism by reputable
reconstituted in PCW 2011-01 monitored and reported impact local, national and
accordance to progress of implementation international
MCW and 2.2 Organization 4.2 Organization utilized organizations on gender
pertinent policies established Other GAD 3.2 Organization utilized 30% 70% or more total budget to mainstreaming
issued by mechanisms to enable or more of total budget to implement GAD activities
concerned gender responsive of implement GAD activities based on the GAD PB 5.2 Other GAD
oversight agencies PAPs based on the GAD PB Mechanisms recognized
4.3 GAD database generated as models by other
1.2 Organization 2.3 Organization GAD 3.3 Organization utilized GAD sector specific knowledge organizations
initiated plan utilized at least 5% budget judiciously* products on women and
exploratory activity of total agency budget men 5.3 Organization utilized
with PCW or other 3.4 Organization partnered 100% of total budget to
agencies, 2.4 Organization worked with agencies, institutions 4.4 M & E system of the implement GAD activities
institutions and with agencies, and individuals towards the organization tracked the based on the GAD PB
individuals to institutions and strategic implementation of desired gendered related
facilitate gender individuals on GAD to GAD programs outcomes and impacts of 5.4 Centralized GAD
mainstreaming facilitate gender PAPs on clients (internal and database established and
mainstreaming 3.5 Organization utilized sex- external) accessible to regional and
disaggregated data/gender attached offices, clients
1.3 Organization 2.5 Organization statistics used in gender in 4.5 Knowledge and partner organizations
collected data database able to generate the developing cycle Management System of the
towards the sex-disaggregated organization produced and 5.5 System for knowledge
establishment of data/gender statistics* shared GAD-related KPs transfer of the
GAD database and organization integrated
enhancement of with Gad and replicated
M&E system* by other organizations

ENABLING MECHANISMS
(23 descriptors)
 LEVEL 1 LEVEL 2
Foundation Installation of
Formation Strategic
Mechanisms
1.1 International/ 2.1 GAD agenda and/or strategic
national /local GAD- GAD framework formulated
related events observed
by the organization 2.2 GAD Plan and Budget (GPB)
developed is based on the GAD
agenda, emerging issues, new
1.2 GAD orientation and international and national GAD
GST conducted for the
mandates and result of gender
organization’s clients analysis
(internal and external)
2.3 GAD deepening sessions based
1.3 Consultations with on results of TNA or updated GAD
clients (internal and policies and tools conducted
external) to identify
2.4 GA tools applied in selected
gender issues and programs and in the review and
corresponding strategies implementation of PAPs
conducted
2.5 Facilities and services that
1.4 Consultations with address gender issues and
PCW and relevant concerns of clients (internal and
organizations/ external) established and
individuals on GAD implemented
mainstreaming
conducted 2.6 Orientation module for
employees with gender sensitivity
as core competency developed
1.5 Existing IEC materials
reviewed and revised to 2.7 IEC materials on GAD for target
ensure use of gender audience (internal and external)
sensitive language and developed and disseminated
images
  2.8 GAD section in organization’s
1.6 GAD corner set-up website created, updated and
accessible.
LEVEL 3
GAD Application
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
LEVEL 4
Commitment
Enhancement and
Institutionalization
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
PAPs
30 (descriptors)
LEVEL 5
Replication and
Innovation
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
FEATURES OF THE ENHANCED GMEF

D. GMEF ORGANIZATIONAL ASSESSMENT

QUESTIONNAIRE
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
 LEGEND OF SCORES
  RANGES LEVEL DESCRIPTION
  1-7.99 points 1: Foundation Formation
Level Per
Entry Point 8-14 .99 points 2: Installation of Strategic Mechanisms
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
81-94.99 points 4: Commitment Enhancement and
Institutionalization
95-100 points 5: Replication and Innovation
Thank you!