The Different M&E Systems

Planning, diagnostics, & Budgeting In-house meeting-proposals vetting & evaluation Establishment of a vision Quarterly & yr monitoring & evaluation Projects can be discontinued if derail from planned activities after approval Year end-evaluation, mostly checking if funds were used according to planned activities Visits are made to the field &labs Project are monitored by the M&E and Planning departments policing No monitoring of externally funded projects
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Suggested way forward

Standard proposal format Institution wide work plan M&E thorough student evaluations-absentee lectures

Any one with experience of M&E????

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Now-we have the 4 RESULTS AREAS

Change is coming-the question is how?

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Linkages Between RBM&E and the Strategic Plan (SP), Operational Plan(OP), OPAS, MIS & Performance Evaluation

RBM&E NAERLS

International Food Policy Research Institute

Sunday, August 25, 2013

Time for change has come

"an Umuofia man does not refuse a call. He may

refuse to do what he is asked, he does not refuse to be asked

by Chinua Achebe in Things Fall Apart.

We have a choice to take the path of change or not

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Gap analysis
Operation Plan

Priority setting

Strategic Plan
1. 2. 3.

OPAS MIS
Budget Formulation and execution Evaluation and Reporting Performance evaluation and retention

RBM&E

Butthis will require change..and change comes at a cost ---------------------------------------Revitalizing Agricultural Research & Extension in Nigeria
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Performance Management
It is a long term process that focuses on continuous performance improvement or change ..with the goal of creating a climate of shared understanding about what is to be achieved and aims at developing people so they can performlooks at improving performance as a daily activity performance management is not synonymous to annual performance review-PRs. but, of course it does include PRs
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what if..

When you loose small mind, You free your life.

Who is the boss!!!

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We tend to have a closed mind when it comes to change. ..and yet we question why our technologies are not adopted but on the shelveTHEY BELONG THERE

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Management 101
1. Communicate the big picture-SP/OP/priority setting; RBME 2. Delegate work and responsibilities. 3 biggest time wasting activities (i) email (ii) telephone and (iii) meetings 3. Avoid subordinate supervision
Empowerment is the art of setting a person up for success. It is the result of training, caring and mentoring.. but some people will never learn-get rid of themotherwise your job is at stake

4. Focus your organizational priorities

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Management 101
4. Recognize problems--a change in an employee's work habits or attitude means..problemsFIRING isn't the only option 5. Help set goals. Setting deadlines and goals helps keep people focused, busy and motivated 6. Praise/Reward employees Take care of your people but monetary rewards aren't the only way a thank you" can do miracles

6. Be a mentor--share your knowledge & experience. 7. Give feedback about performance to improve skills
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The steps to the new ideals are learned by practicing: - Kung Fu Tzu

What I hear, I forget. What I see, I remember.

What I do, I understand.

This is about us doing the work for our country
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The most important trait you need if you want to change is.. TRUST Trust Subordinates Trust Yourself Trust is the highest form of human motivation
1. In i. ii. iii. iv. trust is truth: Long term view of issues See people as trustworthy Understand your/their role Tell the truth with feelings

Source: 10 Commandments of Leadership & Leading Change-Critical to Organizational and Individual Success
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.. TRUST??? Who..??Use the sixth sense You may be deceived if you trust too much, but you will live in torment if you do not trust enough ---Frank Crane

Trust no one..not the best way to think..but sometimes very necessary

Source: 10 Commandments of Leadership & Leading Change-Critical to Organizational and Individual Success & Nigerian writer
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THANK YOU

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