Capacity Development Workshop Malawi and Tanzania September and October 2013

1. Mainstreaming Decent Rural Employment in the Monitoring and Evaluation of agricultural strategies and programs Capacity Development Workshop Malawi and Tanzania September and October 2013

2. Workshop objectives • Understand the concept of Decent Rural Employment; • Understand the link between Decent Rural Employment and development results; 3. Understand why it is important to measure Decent Rural Employment; 4. Understand how to undertake M&E of Decent Rural Employment; 5. Identify and agree a number of Decent Rural Employment indicators to be potentially included in future programmes (ASWAp / ASDP II).

3. Workshop approach • Brief but substantive presentations; • Group exercises and plenary discussions; • Linkage to the national framework from the start for ownership, buy-in and relevance; • In-depth session on the concept of DRE for common understanding (part 1); • M&E session mix of general methodology and DRE specific dimensions (part 2);

4. Workshop outcomes Workshop participants in Malawi and Tanzania identified and agreed on a list of key DRE indicators they consider suitable for inclusion in the ASWAp (Malawi) and ASDP II (Tanzania). Follow up: • Contribute to the ASWAp Technical Working Group on M&E framework for inclusion of suggested indicators (Mw); • Share list of indicators with the ASDP II formulation team, including ESRF / MoAFS (Tz); • Request from MoAFS to review the ASDS M&E framework (Tz); • Request from MoANR Zanzibar to review their M&E framework (Tz); • Request from Centre of Employment to support research on rural employment (Tz).

5. Part1: Enhancing agriculture and rural transformation, food security and poverty reduction: What’s Decent Rural Employment got to do with it? • You will learn the concept of Decent Rural Employment • You will learn the link between Decent Rural Employment and Development Results • You will learn why it is important to measure Decent Rural Employment

6. I. CONCEPT OF DECENT RURAL EMPLOYMENT

7. Case study: Meet Devota and Adam We visit Devota and Adam in their maize field and we ask them some questions. What do you think their response will be? Are you employed? What challenges do you have as maize growers?

8. Being a maize farmer is being employed 1. Are you employed? • On-farm self-employed (most often subsistence farming) • Un-paid family labour (Devota) Devota and Adam were chosen as case study because they represent the majority of the working population in Malawi / Tanzania according to labour statistics. Even so, their livelihood is often not considered as employment.

9. Decent Work Deficits 2. What challenges do you have as maize growers? • Insecure and low income (often seasonal) due to the nature of their employment. • Limited access to productive resources (such as land, seeds, skills, markets, finance etc) – labour being their most important asset. • Limited possibilities to economic diversification • Limited access to social protection schemes that formal jobs would provide for. • Poor health, safety and environmental conditions in their daily work.

10. Decent Rural Employment – in a nutshell Employment performed by rural people which is undertaken in conditions of freedom, equity, security and human dignity (ILO). Employment, in agriculture or in other rural sectors, which at least: • Is not child labour /forced labour. • Does not cause discrimination e.g. between women and men. • Lifts workers out of poverty and guarantees a certain degree of income stability. • Does not prohibit people to get organized (e.g. in cooperatives). • Guarantees access to minimal social protection (including through e.g. weather insurance; saving clubs; cash transfers…). • Enables workers to get protected from hazards (e.g. to use protective equipment). • Does not involve excessive working hours. • Gives workers opportunities for learning.

11. II. LINK BETWEEN DECENT RURAL EMPLOYMENT & DEVELOPMENT RESULTS

12. DRE and food security Increased agricultural productivity and domestic production Increased incomes derived from labour for men, women and youth Improved health, income and time for preparation of higher quality food More investments in health and education, greater livelihood resilience FOOD AVAILABILITY FOOD ACCESS FOOD UTILIZATION STABILITY

13. DRE and poverty reduction …Because labour is often the only asset that poor people have and their main source of income; …Because thanks to more gainful and productive jobs rural people do not need to sell important assets to face a crisis; …Because good jobs empower people and strengthen their skills; …Because thanks to more gainful jobs rural people can invest in the education and health of their children thus breaking the vicious cycle of rural poverty; MDG1.B: “Achieving full and productive employment and decent work for all, including women and young people” SDGs

14. DRE and sustainable Agricultural Transformation Promoting more and better rural jobs will guarantee effective and sustainable agricultural transformation and economic growth, because: ... a better equipped, healthy and organized workforce will increase agricultural productivity. ... stable and gainful jobs will enable households to manage risks and shocks without selling important assets. ... women and youth-focused interventions will unlock their productivity potential as food producers, rejuvenating the sector. ... more gainful jobs will strengthen domestic demand.

15. What would decent rural employment mean for Devota and Adam? Some examples… Being able to access sufficient quality food (that they produce or buy). Being able to protect themselves from main occupational hazards in agriculture. Being able to give an education to their children. Joining a cooperative if they want. Having enough time to rest, after work and domestic chores.

16. III. WHY IS IT IMPORTANT TO MEASURE DECENT RURAL EMPLOYMENT

17. Why is it important to have data on Decent Rural Employment? By ensuring we have correct information about rural labour markets, we can tackle decent work deficits – this means improving decent rural employment opportunities. But why do we need to improve decent rural employment opportunities? Because labour is often the only source of income rural people have. This means that LABOUR CONDITIONS will have consequences: • secure working conditions make people more resilient to a crisis; • thanks to more gainful jobs people can invest in education and health; • a better equipped, healthy and organized workforce will increase agricultural productivity. As a result we can enhance food security, poverty reduction, agricultural transformation and economic growth! Remember the aim of our programme?

18. Remember the definition of Decent Rural Employment? Employment, in agriculture or in other rural sectors, which at least: • Is not child labour /forced labour. • Does not cause discrimination e.g. between women and men. • Lifts workers out of poverty and guarantees a certain degree of income stability. • Does not prohibit people to get organized (e.g. in cooperatives). • Guarantees access to minimal social protection (including through e.g. weather insurance; saving clubs; cash transfers…). • Enables workers to get protected from hazards (e.g. to use protective equipment). • Does not involve excessive working hours. • Gives workers opportunities for learning. How can we measure?

19. Remember Devota and Adam? We are developing the M&E framework for a big agriculture programme (which intends to promote food security, poverty reduction and agricultural transformation). What sort of decent rural employment indicators can we include in our M&E framework to ensure we capture Devota’s and Adam’s employment situation?

20. Lessons learned / recommendations • Clear that there is still lacking knowledge about DRE and how it contributes to development goals. • Constructive to use tangible examples (like Adam and Devota) to illustrate DRE, in particular when “selling” the concept to agriculture stakeholders. • Need for a corporate definition of DRE? The eight dimensions provides a systematic approach which is helpful.

21. Part 2: DRE M&E • You will learn how to formulate DRE indicators; • You will become familiar with a M&E process that will assist you in the M&E of DRE activities more systematically in the future.

22. I. HOW TO FORMULATE DRE INDICATORS

23. Key M&E Concepts: Quick Review • Monitoring indicators allow us to measure the extent to which implementation is making adequate progress against the targets and schedule included in the project documents and logical framework – Monitoring is a routine activity normally conducted by program/project staff and normally focuses on short- and medium- term effects. • Evaluation indicators are used to help make a judgement on the overall value, economic worth and social significance of an intervention (BOTH in terms of expected and unexpected effects) –Evaluations are usually conducted halfway through implementation or at the end of an intervention and could focus on both processes and outcomes (usually medium- and long-term).

24. M&E challenges • Informal and casual nature of rural employment; • Limited coverage of agricultural/rural labour-related data; • Limited analysis of collected agricultural/rural labour-related data; • Prominence of household head’s labour conditions/wages (LFS); • Scarce data on work activities among all HH’s members (LSMS); • Underestimation of women’s labour; • Underestimation of child labour; • Lack of sex and age-disaggregated data; • Underestimation of share of work in the agricultural industry (most data are related to agricultural holdings engaged in crop and livestock production).

25. A few helpful tips • When developing a DRE-inclusive M&E framework, it is critical to combine indicators that measure both the quantity and the quality of rural employment. 2. It is useful to add brand-new DRE indicators when there’s a lack of it. Otherwise, refine and adapt existing indicators to make them fit with the DRE perspective. 3. You could also combine two or more indicators (one looking at quantity, another looking at quality) measuring the DRE inclusiveness of one specific activity.

26. A few helpful tips, cont 4. When developing a DRE-inclusive indicator make sure to know: • Results level (output – outcome – impact) you measure • Primary unit of analysis (individual, household, community etc). 5. The more you disaggregate (sex, age, on/off farm employment, wage / self employment, type of activity) the better. 6. Factor in budget, time required as well as volume and quality of data already available.

27. Sample DRE indicators

28. Sample DRE indicators, cont.

29. Group Exercise1: Turn existing indicators into DRE indicators and create brand-new DRE indicators • As you are currently taking part in this DRE workshop and you are highly respected for your professional competencies, you are being asked to help a younger colleague at the Ministry of Agriculture to complete a draft list of indicators aimed at measuring Decent Rural Employment (DRE) in the agricultural sector in your country. • In particular, you are being asked to carry out the following tasks: • To identify the weaknesses of each of the indicators included in the draft list compiled by your colleague. • To reformulate the existing indicators in order to overcome the identified weaknesses and turn the indicators into more DRE-inclusive indicators. • To develop brand-new DRE indicators that could help you measure the DRE-inclusiveness of the Agriculture and Rural Development program that the list of indicators will refer to.

30. Group Exercise1: list of indicators to review • AverageMaizeYield (ton/ha). • Averagenumber of livestockunitsowned per smallholderfarmer. • Value of commercial loans for agricultural development. • Sustainability of farmers’ organizations. • Rate of use of priority technologies. • Proportion of vulnerable groups accessing agricultural inputs. • Economicempowerment of youth in the agricultural sector.

31. II. THE M&E PROCESS

32. M&E process: 4 key stages

33. First Stage: Make your Program Theory of Change and Logframe DRE-inclusive Key Steps: • Becomefamiliarwith the DRE theory of change; • Identifyspecific DRE outcomes and interventions; • Develop a DRE-Inclusive resultschain in a participatorymanner.

34. Second stage: Plan DRE M&E Key Steps: • Identifyexisting DRE indicators (AND baselines) responding to your information needs; • Develop brand-new DRE indicators if needed (making sure to explicitlyaddressemployment); • Develop new DRE data collection tools or enhanceexistingones.

35. Third stage: Managing DRE M&E Key Steps • Create a network of DRE allies within AND outside your own Ministry/Agency; • Contribute to the development, piloting and finalization of DRE monitoring plans and evaluation strategies; • Manage staff conducting M&E of DRE; • Enhance that National Technical Working Groups (TWG) successfully carry out the activities listed in their ToR and within the agreed timeframe; • Ensure DRE data collection takes place according to schedule; • Actively contribute the continued identification of corrective actions able to address the programmatic weaknesses identified during data analysis; • Ensure DRE Data Quality Review.

36. Fourth stage: Use DRE M&E Data Key Steps • Identify primary and secondary Users AND Uses of DRE data; • Foster the development of Management Action Plans in response to the analysis of the collected data (e.g., corrective actions to take, implementation of the recommendations included in evaluation reports); • Conduct audits of DRE M&E Data; • Develop and implement a communication strategy (since the very beginning of your DRE M&E endeavour); • Develop different data dissemination tools (based on your different audiences); • Maximize the use of social media and build upon existing regional and national Communities of Practice (CoP)

37. Lessons learned / recommendations • Important to keep a balance between general M&E methodology and DRE content. • The four stages can be useful for ICA phase II (how can we support all stages, going beyond formulation – for example can we strengthen public administration to ensure use of data - implementation). • Theory of change useful for DRE capacity development guide? • Take into account cost and time when providing technical support (mainstreaming) – for example refining existing indicators rather then adding new ones (when possible).

38. Part 3: Key DRE indicators for ASWAp / ASDP II

39. ASDP presentation (MoAFC) 1. Introduction 2. ASDP Monitoring & Evaluation 3. ASDP M&E framework Specific M&E objectives Guiding principles of ASDP M&E 6. Measuring ASDP progress 7. Types of indicators 8. Development of ASDP M&E indicators 9. Reporting flow of agricultural progress 10. Feedback Mechanism 11. Use of M&E information 12. Key Mechanisms of M&E 13. Institutional Arrangements 14. A few words about ASDP II

41. Group exercise 2: DRE-related Data in Malawi / Tanzania • For each of the indicators that we discussed earlier today (you will find most of them listed in the exercise sheet titled “Group Exercise 2”), please indicate whether the corresponding data is currently available in Malawi / Tanzania. • If data is currently available, please specify the existing data source.

42. Groupexercise 3: Identify key DRE indicators • Go back to Group Exercise 2 and identify 10 indicators that appear most relevant to the rural labour markets in Malawi / Tanzania. • The first 5 indicators will need to be identified from those listed in the third column (“Available”) and the remaining 5 indicators will need to be identified from those listed in the fourth column (“Not available”). NOTE: In order to complete this exercise, refer to the 8 elements of Decent Rural Employment.

43. A few examples of chosen indicators in Malawi

44. Group exercise 5: Collective quilt - a few examples from Tanzania

45. Lessons learned / recommendations 1. Brainstorm around how we undertake / perceive capacity development? Taking into account: • the limited time for learning; • the potentially mistaken incentives for institutions to participate in a training; • the time we pull national stakeholders out of their regular work; • sustainability of skills acquired by individuals (behavior of human beings is governed by rules and incentives within institutions), hence inattention to bureaucratic realities can create delays or weak ownership; - While a workshop is important to put DRE / M&E “on the map”, sustained capacity-building efforts are required to improve performance of the public sector on a lasting basis. Other options? • Integration of DRE in formalized training curricula; • Seconding staff to sit at a ministry; • Improve understanding of local realities ― especially institutional and administrative capacity (beyond the thematic capacity); • Looking at other dimensions of CD beyond trainings such as (i) moving from less efficient to more efficient accountability rules and incentives (ii) organizational capacity, i.e., the tailoring and adaptation of the organizational architecture of M&E government entities to the new and more efficient accountability rules and incentives etc.

46. Thank you