ANNEX A

GAD Agenda Policy Framework

LEGEND:
MCW – Magna Carta of Women
PPGD – Philippine Plan for Gender-Responsive Development
CEDAW – Convention on the Elimination of Discrimination Against Women
BPfA – Beijing Platform for Action
SDG – Sustainable Development Goals
GADSF – GAD Strategic Framework
GADSP – GAD Strategic Plan

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 ANNEX B
Steps in Formulating the GAD AGENDA
PART 1: GAD STRATEGIC FRAMEWORK (GADSF)
STEP 1: ORGANIZING THE PLANNING TEAM

a) The Head of Agency or GAD Focal Point System (GFPS) Chairperson shall issue, if necessary, an
office memorandum for the preparation of the GAD Agenda.

b) For agencies with sub-units, the GFPS of the central office (CO) shall ensure the representation and
participation of regional offices, staff bureaus, and other sub-units of the agency in the planning team.
Attached agencies and bureaus independent from their parent agency shall also issue an office
memorandum and shall prepare their respective GAD Agenda

c) The agency may also seek the support of external GAD practitioners or sectoral experts from women
or GAD-related civil society organizations, members of the PCW Gender Resource Pool,
representatives of Regional GAD Resource Centers, to serve as resource persons or consultants for
the preparation of the GAD Agenda.

STEP 2: CONDUCTING GENDER ANALYSIS

a) The agency, led by the GFPS, shall conduct gender analysis based on the following:
• results of the application of gender analysis tools such as the Gender Mainstreaming Evaluation
Framework (GMEF), Harmonized Gender and Development Guidelines (HGDG), Participatory Gender
Audit (PGA) and other gender analysis tools;
• analysis of sex-disaggregated data and/or relevant information;
• review of GAD-related mandates and policies (international and local);
• review of sectoral and Gender Equality and Women’s Empowerment (GEWE) plans and GAD-related
indicators; and
• issues and recommendations gathered from consultations with women’s groups/organizations working on
the sector and other concerned stakeholders.

b) After collating the results of the gender analysis, the agency should be able to come up with a summary list of
gender issues.

c) The gender issue could be client-and/or organization-focused.

• A client-focused gender issue refers to gap/s arising from the unequal status of women and men
stakeholders (customers, clients, beneficiaries) of a particular agency including the extent of their disparity
over access to benefits from and contribution to a policy, program, projects and/or services of the agency.
• An organization-focused gender issue, on the other hand, points to the gap/s in the capacity of the
organization to integrate a gender dimension in its programs, systems or structure.

STEP 3: SETTING THE AGENCY’S GAD VISION & MISSION

The GAD vision shall be formulated to reflect the agency’s projected direction to achieve its gender equality
and women’s empowerment based on its mandate, priorities and thrusts. The GAD Mission should articulate
the agency’s purpose based on its mandate in relation to achieving gender equality and women’s
empowerment.

STEP 4: FORMULATING THE GAD GOALS

Based on the results of gender analysis, the agency shall set 3-5 GAD goals that it can achieve during the
timeframe set.

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PART 2: GAD STRATEGIC PLAN (GADSP)

STEP 5: PRIORITIZING GENDER ISSUES AND/OR GAD MANDATES PER GAD GOAL

a) The gender issues shall be prioritized according to what the agency can achieve within the
timeframe of the GAD Agenda.

b) In prioritizing the gender issues to be addressed, the agency may consider the following criteria:
• Strategic– aligned with the priorities of the administration and sectoral plans;
• Relevant – aligned with the agency’s mandate under the MCW and other GAD-related policies
and plans; affects a significant number of stakeholders;
• Urgent – immediate action or attention is necessary to respond to a pressing gender
issue/concern

c) Aside from priority gender issues, the agency may directly cite specific provisions from GAD-related
law or plans that it needs to implement.

STEP 6: OUTLINING THE GAD OUTCOMES, INDICATORS, BASELINE DATA, AND TARGETS PER
GAD GOAL

a) Based on the priority gender issues, formulate the GAD Outcomes/Result Statements to be
achieved within the timeframe of the GAD Agenda. The statement should provide a sense of
progress toward reaching the goal.

b) Identify the indicators to measure the progress towards the attainment of the GAD outcome/result.
An indicator can be qualitative or quantitative, and is composed of a unit of measure, a unit of
analysis and a context.

c) Provide the baseline data.

d) Set annual targets for each indicator.

STEP 7: TRANSLATING THE GAD OUTCOMES INTO GAD PROGRAMS, PROJECTS, AND/OR
ACTIVITIES

a) Identify/ Develop specific GAD programs, projects, and/or activities aligned with identified strategies
with corresponding estimated budget, to achieve the desired GAD outcomes.

b) Fill out the GAD Strategic Plan template (Annex E).

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 ANNEX C
Steps in Accomplishing the Progress and End-of-Term Reports

PROGRESS REPORT

(Refer to Annex F for the Template and Sample Entries)

1. From the completed GAD agenda, reflect the GAD goal, outcome, indicators, and targets
for the period in the appropriate columns of the mid-term report template;
2. Provide the baseline value and the year of the data;
3. In column 5, enter the actual accomplishments for the monitoring period and reflect the
percentage of accomplishment;
4. Provide the actual cost and percent utilization in column 6;
5. If deviations were made, cite the reason/s for deviations and if there are unintended
results in column 7;
6. Identify recommendations and adjustments that the agency intends to do to ensure that
the targets set for the remaining years of the GAD agenda will be met.

ENDTERM REPORT
(Refer to Annex G for the Template and Sample Entries)
1. From the completed GAD agenda, reflect the GAD goal, outcome, indicators, targets and
baseline identified in the appropriate columns of the end-of term report template;
2. In column 5, enter the accomplishments/achievements;
3. Reflect in column 6; actual cost and percent utilization
4. If there are deviations and unintended results provide it in column 7.
5. In column 8, identify the challenges encountered during the implementation of the GAD
agenda and recommendations and lessons learned in implementing the GAD agenda.
6. Include as attachments in the end-of-term report the narrative program/project reports
highlighting achievements and success stories of the program/project.

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 ANNEX D
GAD AGENDA TEMPLATE & SAMPLE ENTRIES
PART 1 : GAD STRATEGIC FRAMEWORK

AGENCY:

MANDATE:

GAD VISION:
Men and women equally contribute to and benefit from an ideal state of greater energy access for inclusive growth.

GAD MISSION:
To effect institutional change by promoting and providing equal rights, opportunities, and shared responsibilities
among men and women through mainstreaming gender and development in the energy-sector policies, plans,
programs, and projects.

GAD GOALS:
1. Enhanced gender mainstreaming at DOE and its attached agencies that will help achieve gender equality and
women empowerment in the energy sector
2. Increased/equal access of women and men to modern energy technology, goods, and services
3. Increased participation of women in energy-sector consultation processes, community organizations, and decision-
making bodies
4. Gender-balanced employment in the energy sector

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 ANNEX E
PART 2 : GAD STRATEGIC PLAN (e.g. 2020-2025)

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 ANNEX F
GAD AGENDA PROGRESS REPORT TEMPLATE & SAMPLE ENTRIES
AGENCY:

GAD GOAL #:

Gender-balanced employment in the energy sector.

GAD OUTCOME/ INDICATORS BASELINE TARGET ACTUAL ACTUAL COST VARIANCE & RECOMMENDATIONS
RESULT STATEMENT VALUE & FOR THE ACCOMPLISHMENTS/ AND PERCENT UNINTENDED & ADJUSTMENTS
YEAR PERIOD PERCENT UTILIZATION RESULTS
ACCOMPLISHED

(1) (2) (3) (4) (5) (6) (7) (8)

Higher proportion of * Percentage of 5% female By 2022, * Hired additional 100 Php 50,000,000 Conduct massive hiring
female engineers and female engineers and engineers & 40% of total female engineers and (90%) campaign among female
technical staff to total technical staff in the technical staff number of technical staff from graduates ofengineering
engineers and technical agency, its bureaus (2017) engineers 2018-2020 and other related
staff, by energy agency and attached and technical courses.
agencies, and electric staff are *20% of total number of
cooperatives (ECs) engineers and
females
technical staff are
females, based on
regularly updated sex-
disaggregated data of
the employees as of
June 2020

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 ANNEX G
GAD AGENDA END-TERM REPORT TEMPLATE
& SAMPLE ENTRIES
AGENCY:

GAD GOAL #:

Gender-balanced employment in the energy sector

GAD OUTCOME/ RESULT INDICATORS BASELINE TARGET ACTUAL ACTUAL VARIANCE & CHALLENGESRECOM
STATEMENT VALUE & YEAR FOR THE ACCOMPLISHM COST AND UNINTENDED MENDATIONS &
PERIOD ENTS /PERCENT PERCENT RESULTS LESSONS LEARNED
ACCOMPLISHE UTILIZATION
D

(1) (2) (3) (4) (5) (6) (7) (8)

Higher proportion of female * Percentage of 5% of engineers By 2022, 35% of total Php 1.2 M CHALLENGES: Limited
engineers and technical female engineers and technical 40% of total number of (80%) engineering courses in
staff to total engineers and and technical staff in staff are number of engineers and state universities in the
technical staff, by energy the agency, its females (2017) engineers technical staff Visayas and Mindanao
agency bureaus and and are females (as of
attached agencies, technical June 2022) RECOMMENDATIONS:
and electric staff are Partner with private
cooperatives (ECs) females universities especially
in the Visayas and
*There are 212 Mindanao areas to be
female engineers able to recruit/
& technical staff accommodate more
out of 600. female students who
aspire to become
engineers

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 ANNEX H
GLOSSARY
Agency – refers to any of the various units of the Government, including a department,
bureau, office, instrumentality, or government-owned or controlled corporation.1

Baseline - baseline data provides a specific value for an indicator at the outset of a project
or program. Baseline data is collected at one point in time, and is used as a point of
reference against which progress on the achievement of outcomes will be measured or
assessed.2

Department – refers to an executive department created by law. This shall also include any
instrumentality having or assigned the rank of a department, regardless of its name or
designation.3

GAD Activity - is an intervention to achieve the desired GAD outcome of the agency or
sector; an action taken through which inputs are mobilized to produce specific outputs*

GAD Agenda - refers to the agency’s strategic framework and plan for gender
mainstreaming and achieving gender equality and women’s empowerment outcomes.

GAD Goals - are broad statements of the desired gender equality results based on the
clustered gender issues; are higher-order objectives to which a GAD intervention is intended
to contribute.4

GAD Indicator – is a quantitative or qualitative factor or variable that provides means to

measure achievement, to reflect the changes connected to GAD intervention.

GAD Outcome – refers to a change that is expected to be achieved by the end of a

project/program. These are manifested in changes in behavior, practice or performance
within the agency and/or beneficiaries; the likely or achieved short-term and medium term
effects of a GAD intervention's outputs.5

GAD Planning and Budgeting – is a systematic approach to gender mainstreaming,

carried out by all government instrumentalities, through the annual development and
implementation of programs, activities and projects and addressing gender issues and
concerns in their respective organizations, sectors and constituencies by utilizing at least five
percent (5%) of their total budget allocation.6

GAD Target - refers to a specific value or range of values set for a GAD indicator that will
help determine the level of achievement of the GAD outcome.

Gender Analysis – is a critical examination of how differences in gender roles, activities,

needs, opportunities and rights/entitlements affect men, women, girls and boys in certain

1
.Executive Order No. 292 or Administrative Code of 1987
2
Results-Based Management for International Assistance Programming at Global Affairs Canada: A How-to Guide (Second Edition, 2016)
3
ibid
4
Based on the Results-based Monitoring and Evaluation Guidebook, Philippine Australia Human Resource and Organizational Development
Facility and Department of Interior and Local Government
5
Ibid.
6
Section 3.7, PCW Memorandum Circular No. 2011-01
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situation or contexts. Gender analysis examines the relationships between females and
males and their access to and control of resources and the constraints they face relative to
each other. A gender analysis should be integrated into all sector assessments or situational
analyses to ensure that gender-based injustices and inequalities are not exacerbated by
interventions and that where possible, greater equality and justice in gender relations are
promoted.7

Gender Audit –is essentially a “social audit”, and belongs to the category of “quality audits”,
which distinguishes it from traditional “financial audits”. It considers whether internal
practices and related support systems for gender mainstreaming are effective and reinforce
each other and whether they are being followed. It establishes a baseline; identifies critical
gaps and challenges; and recommends ways of addressing them, suggesting possible
improvements and innovations. It enhances the collective capacity of the organization to
examine its activities from a gender perspective and identify strengths and weaknesses in
promoting gender equality issues. It monitors and assesses the relative progress made in
gender mainstreaming and helps to build organizational ownership for gender equality
initiatives and sharpens organizational learning on gender.8

Gender and Development (GAD) – refers to the development perspective and process that
is participatory and empowering, equitable, sustainable, free from violence, respectful of
human rights, supportive of self-determination and actualization of human potentials. It
seeks to achieve gender equality as a fundamental value that should be reflected in
development choices and contends that women are active agents of development, not just
passive recipients of development.9

Gender Equality– refers to the principles asserting the equality of women and men and their
right to enjoy equal conditions realizing their full human potentials to contribute to and benefit
from the results of development, and with the State recognizing that all human beings are
free and equal in dignity and rights.10

Gender Gap - refers to any disparity between women and men’s condition or position in
society. It is often used to refer to a difference in average earnings between women and
men.11

Gender Issue - refers to any issue or concern determined by gender-based and/or sex-
based differences between women and men. Gender issues include all aspects and
concerns related to women’s and men’s lives and situation in society, to the way they
interrelate, their differences in access to and use of resources, their activities, and how they
react to changes, interventions and policies.12

Gender Mainstreaming – refers to the 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, programs and projects in all economic, political, social and civil
spheres so that women and men benefit equally. It is the process of assessing the
implications for women and men of any planned action, including legislation, policies or
programs in all areas and at all levels.13

7 Gender Equality, UN Coherence and You

8 Section 7, G. Rule II, Implementing Rules and Regulations, Magna Carta of Women
9 Section 4 (h), Chapter II, Magna Carta of Women
10 Section 4 (f), Chapter II, Magna Carta of Women
11 The Global Gender Gap Report 2012
12 European Institute for Gender Equality, 2014
13 Section 4 (i), Chapter II, Magna Carta of Women

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Office – refers (within the framework of governmental organization) to any major functional
unit of a department or bureau including regional offices.14

Staff Bureau – refers to any principal subdivision or unit of any department.15

Variance - any deviation from the identified results, activities and targets.

Women’s Empowerment – refers to the provision, availability, and accessibility of

opportunities, services and observance of human rights which enable women to actively
participate and contribute to the political, economic, social, and cultural development of the
nation as well as those which shall provide them equal access to ownership, management,
and control of production, and of material and informational resources and benefits in the
family, community, and society

14 Executive Order No. 292 or Administrative Code of 1987

15
Executive Order No. 292 or Administrative Code of 1987
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