Presentation by:
Shamiso Najira and Evans Njewa
Environmental Affairs Department
Malawi.

INSTITUTIONAL SET-UP
FOR CLIMATE CHANGE
IN MALAWI.
NATIONAL CLIMATE
CHANGE COMMITTEE
(NCCC)
METEOROLOGICAL
SERVICES
(Chair)
PROJECT STEERING
COMMITTEES
(PSC)
PRIVATE SECTOR
(eg ESCOM)
ECONOMIC PLANNING
& DEVELOPMENT
EAD
(Secretariat)
CIVIL SOCIETY
& NGOs
ENERGY
DEPARTMENT
DISTRICT ASSEMBLIES
(Chiefs, Communities, CBOs)
WATER RESOURCES
& IRRIGATION ACADEMIA
FORESTRY
DEPARTMENT

INFORMAL M&E OF CB ACTIVITIES FOR CC IN MALAWI
Capacity Building
Activities
1. Stakeholder meetings
2. Advocacy meetings Number of adaptation projects developed
3. NCCC, PSC meetings
Performance Monitoring indicators
Stakeholders involved in
CC issues.
Ability to guide development & implementation of programmes
Outcomes
-Increased interest to participate at COP.
-increased contribution to radio phone-in programmes
-Increased no. of project proposals for processing for funding.
-improved understanding of CC impacts as relates to socio-economic factors.
Effective implementation of projects/programmes.

Capacity Building
Activities
Performance Monitoring indicators
4. GoM/Donor
Technical Working
Group on CC
5. Participation to
Subsidiary Bodies meetings
CC issues integrated into development agenda
No. of participants attended
Outcomes
CC issues integrated into the MGDS
Improved capacity to implement activities.
6. Preparation of
National
Communications
7. Climate Change
Newsletter
National Communications produced
Ability to carry out V&A assessments.
Keep stakeholders informed and updated on national initiatives
-Increased subscription
& demand for the newsletter
-increased contribution of articles to newsletter.

• Recently adopted – 2008/2009 financial year in Malawi
• Overall objective: Improved performance of the civil service – behavioural change
• One specific objective: monitor & evaluate available capacity including M&E of CB
• Interactive and hierarchical where surbodinates answer to responsible officers i.e
Officer → Director → PS → Minister

• Involves isolating planned activities, tasks, targets based on which annual evaluations are made.
• High performance will attract incentives e.g pay rise, promotions, necessary training.
• Low performance result into detailed analysis of situation to reveal challenges: inadequate skills, resources, etc.
• New system in the civil service, departure from the closed system of evaluating performance and capacity development.
– System is being piloted and will be evaluated.

• EAD underwent functional & structural review
– M&E section will be established within the Dept.
– Currently M&E informally done through work plans and reports
• Previously, no formal M&E exercise for governmentinitiated activities or CB initiatives
– As opposed to donor-funded
– PMS will assist to formally monitor and evaluate CB
• CC activities integrated into MGDS, in line with govt. development priorities
– ensure systematic monitoring and evaluation of programmes, activities and capacity development, including those of climate change.