Strengthening Monitoring&Evaluation, planning procedures and human resource development at the EAC SecretariatCooperation between EAC and GIZ
The Secretariat is the executive organ of the Community responsible for initiating and coordinating the harmonization of policies and strategies relating to the development of the Community. It is also responsible for the general administration and financial management of the Community. With the entry into force of the Protocol on the Common Market and the ongoing negotiations of the Monetary Union, it becomes important for the EAC to undertake a restructuring of its institutional framework in order to execute its expanded mandate effectively.
Through its organisational development component, the GIZ programme strengthens the operational capacity of the Secretariat in order to improve efficiency and service delivery.
Our Approach and Services
The GIZ team with its expertise on Organisational Development and HR Management is located on the premises of the EAC Secretariat in Arusha, Tanzania. This enables the team to cooperate on a regular basis with its counterparts of the Planning and the HR department at the EAC Secretariat.
Our methodological approach is based on jointly agreed yearly work plan with the EAC counterparts on three major areas of work, namely Monitoring & Evaluation, Planning and HR Management and Development:
Our services include:
In the previous phase of the programme GIZ had initiated the institutionalization of M&E at the Secretariat through the preparation and operationalisation of an M&E manual, including templates for monitoring the Annual Operational Plan of the EAC Secretariat. Taking M&E further in the current phase, GIZ designs and establishes a custom-made online M&E system at the Secretariat to track progress in the regional integration agenda. The automated system is harmonised with the national M&E systems of the five Partner States. The same system will also allow an automated monitoring of the annual work plans of the EAC Secretariat.
GIZ has also introduced a leadership training programme, accompanied by individual coaching at the Secretariat. The results are fed into the organization’s executive for uptake and guidance in the organisational behaviour change.
In addition, administrative systems like the Records Information System and HR payroll personnel management are made operational and are optimised.
For 2011, the work plan foresees
Head of Component: