MASAI Undertakes Summative Evaluation of CWR’s Paaralang Lisa Balando

The Center for Women Resources (CWR), which has been actively involved in promoting women empowerment through training and education, requested MASAI to conduct a summative evaluation of their program the Paaralang Lisa Balando: Promoting and Harnessing Women Potentials Towards Self Empowerment through Interactive and Functional Learning Skills Development on Community and Gender Concerns.

 The Paaralang Lisa Balando (PLB), was implemented by CWR from 2006 to 2008 to enhance women’s capacity for self reliance and empowerment through what it calls a “productive, integrated, interactive and gender-based education”. The program partners and beneficiary organizations include the adult grassroots women, members of community organizations and men who are willing to support and join women’s activities.

CWR partnered with the German Adult Education Association (IZZ/DVV) in the implementation of the PLB Program particularly in the following aspects: 1) Module and Curriculum Development, 2) Replication of Literacy and Numeracy, 3) Training Materials Development and 4) Advocacy Work for the Active participation of Women in Community Activities.  The summative evaluation was likewise supported by IIZ-DVV.

In conducting the evaluation, MASAI employed various methods in data gathering including focus group discussions (FGDs) and individual interviews wherein key implementers such as the CWR staff, community women leaders, mothers and supportive husbands and youth were able to participate and give significant and personal insights regarding the program and its achievements.

The evaluation results, in summary, show that the PLB program has significantly contributed to improve and increase the capacity of women towards self-reliance and empowerment through an innovative, integrated and interactive gender-based adult education. The level of achievement of these grassroots organizations has actually exceeded expectations, producing a rich pool of women leaders, organizers, speakers, trainers and para-teachers. Also, many grassroots women through their organizations are now able to plan, design, implement and evaluate different types of education projects. Secondly, the PLB program has produced training and education materials that were developed and produced for, with and by women including those based in local communities. Among these are video productions, visual aids and power point presentations and reference materials/booklets. Another positive result of the program are the partner organizations’ breakthroughs in local networking and governance, as they  grabbed the opportunity of working with LGUs in advocating for the GAD budget to be accessed and used for women’s programs.

Not only has the PLB left a lasting impact on the women’s lives by developing and building on their knowledge, skills and attitudes, but it has also affected their family lives and personal relationships – with their children, husbands, communities and with other women.  Reflectively, most of the women shared that because they have gained more confidence in themselves and in their abilities, they have become more alive – they have grown a stronger voice,   a more active stance and a stronger spirit – not only as individuals but more importantly as a group united.

In addition, the PLB has also contributed to the growth of CWR. It strengthened the institution’s partnership with the organizations of the poor and marginalized. PLB is able to develop appropriate and effective training materials contributing to the overall work of CWR in training materials development. Also, PLB has developed para-teachers, community organizers, women and community leaders, health workers and support staff members of people’s organizations which strengthened the capacity and enhanced the track record of CWR as a training institution.

CEDP Evaluation Completed

CEDP Evaluation Completed

In November 2009 MASAI’s executive director Rosario Brenda Gonzalez and development management consultant, Norlie Quesada-Corneby completed the evaluation of the Community Extension Development Program (CEDP) of the College of Maasin in Southern Leyte.

CEDP has accomplished most of its planned activities in response to the needs of partner communities. It has also developed and installed the necessary systems in planning, implementation and monitoring and evaluation of the program. Processes and mechanisms in organizing tasks as well as in staff development have been set up. Coordination and communications systems are in place. Service delivery is realized through participatory leadership and membership initiatives.

Members of communities where CEDP implemented projects said that these undertakings improved their lives as they were given opportunities to increase their incomes and have access to health and disaster management services. People’s organizations and local government units (LGUs) have been developed to continue the program in the long term.

The evaluation process included focus group discussions (FGDs) among community members, individual interviews and group discussion with the staff, community visits and participant observation, and validation sessions. Participatory evaluations methods were utilized as much as possible. Women were encouraged both by community leaders and the evaluators to take an active part in the FGDs.

CEDP is the mechanism through which the extension work of the College of Maasin is realized. Both faculty and students of the College have since lauded the serious efforts of the school to reach out to marginalized groups. The College has two other functions apart from extension, which are instruction and research.

Accompaniment and Consultancy Program for DIMASAFI: Venue for Capacity Building

MASAI and the Diocese of Masbate Social Action Foundation, Inc. (DIMASAFI) launched an accompaniment and consultancy program for the latter’s staff members in June to September 2009. As a pioneering activity for DIMASAFI, it aims to provide the appropriate seminars and on-the-job training for its staff members to meet the challenges in managing and implementing their development programs.

A training needs assessment (TNA) was first conducted among the staff members. Based on the TNA results, a seminar on Program Management was designed and eventually undertaken.

Another TNA was then implemented but this consisted of structured and unstructured interviews with key finance personnel such as the bookkeeper, the incoming and out-going finance officer and the program coordinator for community development. Based on the interview results, a Fund Management training was designed. It was then conducted to further improve the capacity of DIMASAFI’s finance staff members. A hands-on accompaniment scheme was also undertaken after the Fund Management Training.

MASAI also conducted a strategic planning workshop for DIMASAFI. It further helped the organization articulate its long-term direction. In the past, attemps in coming up with a strategic plan document had been made but these were not completed. For 2009, DIMASAFI vowed that it shall come up with its vision, mission, goals , strategies and programs.

Impact Evaluation and Accompaniment for KUMARE and Hardin ng Kalikasan

KUMARE and Hardin ng Kalikasan are women’s organizations based in Real, Quezon. Both are being assisted by nuns from the Sisters of Sion. The former is headed by Sr. Oonah O’Shea while the latter is led by Sr. Anne Brittain.

KUMARE and Hardin ng Kalikasan seek to empower women through education, training, management and implementation of development projects and cooperativism. The members of these organizations recognize the positive effects of their organizations on their lives. Most of them have gone beyond their domestic responsibilities and learned new skills and knowledge. Many of them have been given access to livelihood opportunities and extra income. They became friends to each other, forming a support system from which they can derive moral, spiritual and at times, financial support.

Part of the women members’ realization is the desire for their organizations to be sustainable even if there will only be limited external financial support for their activities. They have also come to realize that time will come when the two nuns of Sisters of Sion shall leave them and be assigned to some other work.

Given these considerations, both KUMARE and Hardin ng Kalikasan requested MASAI to conduct an impact evaluation of their organizations and then design an accompaniment program afterwards. The latter is envisioned to be a combination of trainings and coaching exercises.

MASAI’s senior consultant, Ms. Maria Teresa Dominguez has been assigned to take the lead in the conduct of the impact evaluation. She is also expected to conduct post-training activities for KUMARE and Hardin ng Kalikasan.

Preparing a Training for the Rural Missionaries of the Philippines

A training is a planned educational process in the form of non-formal education but is purposive and directed. It is designed to expand or refine skills and knowledge, and examine attitudes, ideas, behavior and orientation of the participants with an aim to modifying them.

Last April 14-16, MASAI conducted a Program Management Training for the Rural Missionaries of the Philippines (RMP) at the Franciscan Renewal Center in Minglanilla, Cebu. A total of 22 participants attended the training representing RMP’s regional chapters from Luzon, Visayas and Mindanao.

Preparing for a training follows various components of the training process. First is to understand the general situation of a requesting organization or conducting a situational analysis. In the case of  RMP, MASAI conducted a series of meetings with Sr. Ellen Belardo, RGS, RMP National Coordinator and Sr. Patricia Fox, NN, RMP’s former National Coordinator and currently RMP’s Finance Officer. RMP’s organizational situation was discussed during the meetings. The level of knowledge, skills and attitudes of the staff and volunteers were also presented by the two Sisters. The requirements for the level of participants were likewise considered. Based on the analysis of RMP’s organizational and human resource situation, MASAI and RMP agreed that a Program Management Training be conducted for the staff and volunteers.

In February, a Training Needs Assessment (TNA) form was designed by MASAI for a Program Management Training for the potential participants. The TNA aims to validate the organizational and human resource situation at the individual participant level as presented by RMP management.  The TNA is done to determine and analyze tasks and to identify the level of knowledge, skills, attitude and values of the individual participants.

Upon submission of the TNA forms by the participants, MASAI collated and analyzed them. Based on the analysis of the TNA results, a training design, modules and session plans were prepared. These were submitted to the Management Committee of RMP for comments. The comments were then integrated to the final design.

MASAI formulated the course aim and specific objectives of the training design. To respond to the specific objectives, modules were developed.  Topics were then identified for each module.

Training methodologies and materials to be used were chosen for each topic. After the appropriate methodologies were identified, the training timeframe was planned. If the participating organization has a limitation in terms of the number of training days, the methodologies are refined or changed but it is still ensured that the learning process is not sacrificed.

Training methodologies for each topic are pre-tested, timed and ran through by each facilitator in the training team.  The members of the training team provide their feedback to each other and review the whole design based on the result of the pre-test.

After the pre-test, procurement of training materials and supplies is done. Reproduction of handouts and preparing of training aids  are likewise undertaken.

Training handouts, two laptops, LCD projector, training materials, training aids, training evaluation forms, IDs, attendance forms, plane tickets, cash advance  are then prepared. Now, the training team is ready to conduct the RMP training.##

A training is a planned educational process in the form of non-formal education but is purposive and directed. It is designed to expand or refine skills and knowledge, and examine attitudes, ideas, behavior and orientation of the participants with an aim to modifying them.

Last April 14-16, MASAI conducted a Program Management Training for the Rural Missionaries of the Philippines (RMP) at the Franciscan Renewal Center in Minglanilla, Cebu. A total of 22 participants attended the training representing RMP’s regional chapters from Luzon, Visayas and Mindanao.

Preparing for a training follows various components of the training process. First is to understand the general situation of a requesting organization or conducting a situational analysis. In the case of  RMP, MASAI conducted a series of meetings with Sr. Ellen Belardo, RGS, RMP National Coordinator and Sr. Patricia Fox, NN, RMP’s former National Coordinator and currently RMP’s Finance Officer. RMP’s organizational situation was discussed during the meetings. The level of knowledge, skills and attitudes of the staff and volunteers were also presented by the two Sisters. The requirements for the level of participants were likewise considered. Based on the analysis of RMP’s organizational and human resource situation, MASAI and RMP agreed that a Program Management Training be conducted for the staff and volunteers.

In February, a Training Needs Assessment (TNA) form was designed by MASAI for a Program Management Training for the potential participants. The TNA aims to validate the organizational and human resource situation at the individual participant level as presented by RMP management.  The TNA is done to determine and analyze tasks and to identify the level of knowledge, skills, attitude and values of the individual participants.

Upon submission of the TNA forms by the participants, MASAI collated and analyzed them. Based on the analysis of the TNA results, a training design, modules and session plans were prepared. These were submitted to the Management Committee of RMP for comments. The comments were then integrated to the final design.

MASAI formulated the course aim and specific objectives of the training design. To respond to the specific objectives, modules were developed.  Topics were then identified for each module.

Training methodologies and materials to be used were chosen for each topic. After the appropriate methodologies were identified, the training timeframe was planned. If the participating organization has a limitation in terms of the number of training days, the methodologies are refined or changed but it is still ensured that the learning process is not sacrificed.

Training methodologies for each topic are pre-tested, timed and ran through by each facilitator in the training team.  The members of the training team provide their feedback to each other and review the whole design based on the result of the pre-test.

After the pre-test, procurement of training materials and supplies is done. Reproduction of handouts and preparing of training aids  are likewise undertaken.

Training handouts, two laptops, LCD projector, training materials, training aids, training evaluation forms, IDs, attendance forms, plane tickets, cash advance  are then prepared. Now, the training team is ready to conduct the RMP training.##

Course Title: Program Management Training

Course Aim:

The course on Program Management is generally designed to enhance the participants’ knowledge and skills in managing programs and projects.

Participants: Program/project managers and/ or deputies, management committee members and other key personnel of the NGOs

Course Objectives:

At the end of the training, the participants should be able to:

1. explain basic  management concepts;
2. learn the project management concepts and best practices;
3. adapt appropriate tools and techniques in enhancing people’s participation in  program/projects planning, monitoring and evaluation system.

A Terminal Evaluation of the Continuing Education for Displaced Children Program

I.  Rationale

The Management Advancement Systems Association, Inc. (MASAI) implemented a one-year program, “Continuing Education for Displaced Children” for the United Nations Children’s Fund (UNICEF). It seeks to train para-teachers, parents and other caregivers on modular pre-school and elementary education in areas affected by displacement. Educational kits and learning materials were provided to both teachers and children to better facilitate the learning process.