Survey - GEDSI Assessment

- Australia Awards Sender Name
- Australia Awards Sender Email
  example@example.com
- INTRODUCTION
  
  The GENDER Equality, Disability, and Social Inclusion Scorecard (GEDSI) is designed as a self-assessment tool to guide AAAEP-P partners in identifying priorities for public investment in inclusion. The GEDSI Scorecard can also help in communicating GEDSI to stakeholders, since it provides the parameters on which gender, disability, and other social inclusion parameters such as age, ethnicity, and religion can be described in clear and measurable terms, thus making the concept of gender, disability, and social inclusion become more practical, doable, and concrete. The GEDSI Scorecard will provide insights on the potential gaps and the driver of those gaps. In turn, these gaps become opportunities for action.
  
  The GEDSI Scorecard system is based on the PRIME-HRM Assessment tool of the PAHRODF Program. The GEDSI Scorecard capacity and competency levels are aligned with the maturity and proficiency levels of PRIME-HRM. The GEDSI Scorecard capacity and competency levels of partner organisations will be established through a rating system of a set of critical success indicators for GEDSI mainstreaming.
- USER GUIDELINES - CAPACITY SCORECARD
  
  This questionnaire will gather data on the state of the organisation's capacities on GEDSI that are critical to effective GEDSI mainstreaming. Please rate each statement by rating each indicator from 1-4 based on the descriptors provided in the GEDSI Capacity Scorecard worksheet. Justify your score by indicating your evidence for the rating provided, as means for verification.
  
  1 - Transactional
  
  Little or no awareness and understanding of gender equality, disability, and social inclusion. No institutional policy or process for incorporating GEDSI within the program. In some cases there is institutional neglect towards adopting GEDSI.
  
  2 - Process defined
  
  GEDSI is not an outcome but some outputs lead to gender equality, disability, and social inclusion. Systems and policies have yet to be put in place to support GEDSI. The program may not have a deep understanding of the GEDSI process and requirements and still has limited capacity, but overall it has already taken some action.
  
  3 - Integrated
  
  There is a high level of commitment for GEDSI, and there is already an established policy and mechanism to carry out sustained action for GEDSI integration. In general GEDSI is seen as a priority and a significant objective of the program. The program is engaged into planning processes to address the requirements of integrating GEDSI.
  
  4 - Strategic
  
  Refers to a situation where GEDSI is fully integrated across the program and is a principal objective of the program. The program places high importance on GEDSI in a sustainable program of action at all levels.
  
  Please refer to this link for the detailed guidebook on how to use the Capacity Scorecard: https://coffeyids.egnyte.com/dl/yDHAb2I3Ex/GEDSI_SCORECARD_-_CAPACITY.pdf_
- USER GUIDELINES - COMPETENCY SCORECARD
  
  This questionnaire will gather data on GEDSI competencies that are critical to effective GEDSI mainstreaming in organisations. GEDSI competencies will be assessed as Basic, Intermediate, Advanced, and Superior. The general descriptions of the competency levels are found below and are also represented in each of the competency indicators in the GEDSI Competency Scorecard worksheet. Please rate each statement by rating each indicator from 1-4 based on the descriptors provided in the GEDSI Competency Scorecard worksheet. Justify your score by indicating your evidence for the rating provided, as means for verification. An informed consent form is provided here for the participants to answer prior to administering the GEDSI Competency Scorecard worksheet.
  
  1 - Basic
  
  Understands basic GEDSI mainstreaming principles and can perform tasks with assistance or direction
  
  2 - Intermediate
  
  Performs routine GEDSI mainstreaming tasks with reliable results and works with minimal supervision
  
  3 - Advanced
  
  Performs complex and multiple GEDSI mainstreaming tasks and can coach or teach others
  
  4 - Superior
  
  Considered as expert in GEDSI mainstreaming and can teach and lead others
  
  Please refer to this link for the detailed guidebook on how to use the Competency Scorecard: https://coffeyids.egnyte.com/dl/kAzC9PZPIs/GEDSI_SCORECARD_-_Competency.pdf_
- Dear {nameOf},
  
  Please read this form carefully. If there is anything that you do not understand, or would like to know more about, please ask for more information. Once you have confirmed that you understand each statement, please click the Submit button at the bottom of the online form.
  
  Declaration
  - I have read, or have had the overview of this survey read to me, in a language that I understand, and I understand the purposes, procedures and risks of this survey.
  - I understand that after I sign and return this consent form it will be kept by the survey facilitator
  - I have had an opportunity to ask questions and I am satisfied with the answers I have received.
  - I freely agree to participate in this survey
  - I have been informed that the findings from the survey will be used to inform policy and programs of my agency and I fully support this
- Name of Proponent*
  
  First NameLast Name
- Email Address of Proponent*
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- Organisation*
- Head of the unit
- Name of facilitator
- Survey Date Start*
  
  MonthDayYear
  Date
- Survey Date End*
  
  MonthDayYear
  Date
- Name of Respondent*
  
  PrefixFirst NameLast NameSuffix
- Email Address of Respondent*
  example@example.com
- Gender
- Work Unit*
- Position Level*
- Position Title
- Is Member of IP Group*
- Is PWD*
- Please specify what type of survey would you like the respondent to respond to:
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  GEDSI CapacityGEDSI Competency
- This is a self-assessment questionnaire. It will gather data on the level of competencies on GEDSI that are critical to effective GEDSI mainstreaming. Please rate each statement using the scale below by checking the appropriate circle corresponding to your assessment of your competency.
- 1. GEDSI Concepts, Laws, and Policies
  
  This dimension assesses the level of competency in understanding the key concepts and relevant laws and policies on gender, disability, and social inclusion
- 1.1. Understanding gender and development concepts, laws, and policies
  
  1. I have no to very limited understanding of gender and development concepts, laws and policies2. I have some understanding of gender and development concepts, laws and policies and can explain them3. I can train others on the concepts, laws, and policies of gender and development and how to implement them4. I'm considered an expert in training others on implementing gender and development concepts, laws, and policiesSelect an answer
- 1.2. Understanding disability inclusion concepts, laws and policies
  
  1. I have no to very limited understanding of disability inclusion concepts, laws and policies2. I have some understanding of disability inclusion concepts, laws and policies and can explain them3. I can train others on the key concepts of disability inclusion concepts, laws and policies and how to implement them4. I'm considered an expert in training others on implementing disability inclusion concepts, laws and policies
- 1.3. Understanding social inclusion concepts, laws and policies
  
  1. I have no to very limited understanding of social inclusion concepts, laws and policies2. I have some understanding of social inclusion concepts, laws and policies and can explain them3. I can train others on the key concepts of social inclusion concepts, laws and policies and how to implement them4. I'm considered as expert in training others on implementing social inclusion concepts, laws and policies
- 2. Developing and Implementing GEDSI Policy
  
  This dimension assesses the level of competency in developing and implementing gender equality, disability, and social inclusion (GEDSI) policies
- 2.1. Planning the process for developing gender and development policies
  
  1. I have no to very limited competency in planning the process for developing gender and development policies2. I have some competency in planning the process for gender and development policies with work results needing refinement3. I am competent in planning the process for gender and development policies with most work results meeting expectations and requirements4. I am competent in planning the process for gender and development policies with all work results meeting expectations and requirements
- 2.2. Planning the process for developing disability and social inclusion policies
  
  1. I have no to very limited competency in planning the process for developing disability and social inclusion policies2. I have some competency in planning the process for disability and social inclusion policies with work results needing refinement3. I am competent in planning the process for disability and social inclusion policies with most work results meeting expectations and requirements4. I am competent in planning the process for disability and social inclusion policies with all work results meeting expectations and requirements
- 2.3. Identifying, gathering, analyzing, and interpreting gender information to develop policy
  
  1. I have no to very limited competency in identifying, gathering, analyzing, and interpreting gender information2. I have some competency in identifying, gathering, analyzing, and interpreting gender information with work results needing refinement3. I am competent in identifying, gathering, analyzing, and interpreting gender information with most work results meeting expectations and requirements4. I am competent in identifying, gathering, analyzing, and interpreting gender information with all work results meeting expectations and requirements
- 2.4. Identifying, gathering, analyzing, and interpreting disability and social inclusion information to develop policy
  
  1. I have no to very limited competency in identifying, gathering, analyzing, and interpreting disability and social inclusion information2. I have some competency in identifying, gathering, analyzing, and interpreting disability and social inclusion information with work results needing refinement3. I am competent in identifying, gathering, analyzing, and interpreting disability and social inclusion information with most work results meeting expectations and requirements4. I am competent in identifying, gathering, analyzing, and interpreting disability and social inclusion information with all work results meeting expectations and requirements
- 2.5. Mainstreaming gender and development in critical policies of the organisation
  
  1. I have no to very limited competency in mainstreaming gender and development in critical policies of the organisation2. I have some competency in mainstreaming gender and development in critical policies of the organisation with work results needing refinement3. I am competent in mainstreaming gender and development in critical policies of the organisation with most work results meeting expectations and requirements4. I am competent in mainstreaming gender and development in critical policies of the organisation with all work results meeting expectations and requirements
- 2.6. Mainstreaming disability and social inclusion in critical policies of the organisation
  
  2. I have some competency in mainstreaming disability and social inclusion in critical policies of the organisation with work results needing refinement3. I am competent in mainstreaming disability and social inclusion in critical policies of the organisation with most work results meeting expectations and requirements4. I am competent in mainstreaming disability and social inclusion in critical policies of the organisation with all work results meeting expectations and requirements
- 2.7. Developing gender and development policies
  
  1. I have no to very limited competency in developing gender and development policies2. I have some competency in developing gender and development policies with work results needing refinement3. I am competent in developing gender and development policies with most work results meeting expectations and requirements4. I am competent in developing gender and development policies with all work results meeting expectations and requirements
- 2.8. Developing disability and social inclusion policies
  
  1. I have no to very limited competency in developing disability and social inclusion policies2. I have some competency in developing disability and social inclusion policies with work results needing refinement3. I am competent in developing disability and social inclusion policies with most work results meeting expectations and requirements4. I am competent in developing disability and social inclusion policies with all work results meeting expectations and requirements
- 2.9. Interpreting and communicating requirements of gender and development policies
  
  1. I have no to very limited competency in interpreting and communicating requirements of gender and development policies2. I have some competency in interpreting and communicating requirements of gender and development policies with work results needing refinement3. I am competent in interpreting and communicating requirements of gender and development policies with most work results meeting expectations and requirements4. I am competent in interpreting and communicating requirements of gender and development policies with all work results meeting expectations and requirements
- 2.10. Interpreting and communicating requirements of disability and social inclusion policies
  
  1. I have no to very limited competency in interpreting and communicating requirements of disability and social inclusion policies2. I have some competency in interpreting and communicating requirements of disability and social inclusion policies with work results needing refinement3. I am competent in Interpreting and communicating requirements of disability and social inclusion policies with most work results meeting expectations and requirements4. I am competent in interpreting and communicating requirements of disability and social inclusion policies with all work results meeting expectations and requirements
- 2.11. Implementing gender and development policies
  
  1. I have no to very limited competency in implementing gender and development policies2. I have some competency in implementing gender and development policies with work results needing refinement3. I am competent in implementing gender and development policies with most work results meeting expectations and requirements4. I am competent in implementing gender and development policies with all work results meeting expectations and requirements
- 2.13. Monitoring implementation of gender and development policies
  
  1. I have no to very limited competency monitoring implementation of gender and development policies2. I have some competency in monitoring implementation of gender and development policies with work results needing refinement3. I am competent in monitoring implementation of gender and development policies with most work results meeting expectations and requirements4. I am competent in monitoring implementation of gender and development policies and with work results meeting expectations and requirements
- 2.14. Monitoring implementation of disability and social inclusion policies
  
  1. I have no to very limited competency monitoring implementation of disability and social inclusion policies2. I have some competency in monitoring implementation of disability and social inclusion policies with work results needing refinement3. I am competent in monitoring implementation of disability and social inclusion policies with most work results meeting expectations and requirements4. I am competent in monitoring implementation of disability and social inclusion policies and with work results meeting expectations and requirements
- 2.15. Evaluating implementation of gender and development policies
  
  1. I have no to very limited competency in evaluating implementation of gender and development policies2. I have some competency in evaluating implementation of gender and development policies with work results needing refinement3. I am competent in evaluating implementation of gender and development policies with most work results meeting expectations and requirements4. I am competent in evaluating implementation of gender and development policies with all work results meeting expectations and requirements
- 2.16. Evaluating implementation of disability and social inclusion policies
  
  1. I have no to very limited competency in evaluating implementation of disability and social inclusion policies2. I have some competency in evaluating implementation of disability and social inclusion policies with work results needing refinement3. I am competent in evaluating implementation of disability and social inclusion policies with most work results meeting expectations and requirements4. I am competent in evaluating implementation of disability and social inclusion policies with all work results meeting expectations and requirements
- 3. Developing and Implementing GEDSI Plans
  
  This dimension assesses the level of competency in developing and implementing gender equality, disability, and social inclusion (GEDSI) plans
- 3.1. Strategic planning in gender and development
  
  1. I have no to very limited competency in strategic planning in gender and development2. I have some competency in strategic planning in gender and development with work results needing refinement3. I am competent in strategic planning in gender and development with most work results meeting expectations and requirements4. I am competent in strategic planning in gender and development with all work results meeting expectations and requirements
- 3.2. Strategic planning in disability and social inclusion
  
  1. I have no to very limited competency in strategic planning in disability and social inclusion2. I have some competency in strategic planning in disability and social inclusion with work results needing refinement3. I am competent in strategic planning in disability and social inclusion with most work results meeting expectations and requirements4. I am competent in strategic planning in disability and social inclusion with all work results meeting expectations and requirements
- 3.3. Research in development planning - gender and development
  
  1. I have no to very limited competency in research in development planning (gender and development)2. I have some competency in research in development planning (gender and development) with work results needing refinement3. I am competent in research in development planning (gender and development) with most work results meeting expectations and requirements4. I am competent in research in development planning (gender and development) with all work results meeting expectations and requirements
- 3.4. Research in development planning - disability and social inclusion
  
  1. I have no to very limited competency in research in development planning (disability and social inclusion)2. I have some competency in research in development planning (disability and social inclusion) with work results needing refinement3. I am competent in research in development planning (disability and social inclusion) with most work results meeting expectations and requirements4. I am competent in research in development planning (disability and social inclusion) with all work results meeting expectations and requirements
- 3.5. Operational planning, organizing, and delivering - gender and development
  
  1. I have no to very limited competency in operational planning, organizing, and delivering (gender and development)2. I have some competency in operational planning, organizing, and delivering (gender and development) with work results needing refinement3. I am competent in operational planning, organizing, and delivering (gender and development) with most work results meeting expectations and requirements4. I am competent in operational planning, organizing, and delivering (gender and development) with all work results meeting expectations and requirements
- 3.6. Operational planning, organizing, and delivering - disability and social inclusion
  
  1. I have no to very limited competency in operational planning, organizing, and delivering (disability and social inclusion)2. I have some competency in operational planning, organizing, and delivering (disability and social inclusion) with work results needing refinement3. I am competent in operational planning, organizing, and delivering (disability and social inclusion) with most work results meeting expectations and requirements4. I am competent in operational planning, organizing, and delivering (disability and social inclusion) with all work results meeting expectations and requirements
- 3.7. Reporting on gender and development
  
  1. I have no to very limited competency in reporting on gender and development2. I have some competency in reporting on gender and development with work results needing refinement3. I am competent in reporting on gender and development with most work results meeting expectations and requirements4. I am competent in reporting on gender and development with all work results meeting expectations and requirements
- 3.8. Reporting on disability and social inclusion
  
  1. I have no to very limited competency in reporting on disability and social inclusion2. I have some competency in reporting on disability and social inclusion with work results needing refinement3. I am competent in reporting on disability and social inclusion with most work results meeting expectations and requirements4. I am competent in reporting on disability and social inclusion with all work results meeting expectations and requirements
- 3.9. Monitoring and evaluating - gender and development
  
  1. I have no to very limited competency in monitoring and evaluating gender and development programs2. I have some competency in monitoring and evaluating gender and development programs with work results needing refinement3. I am competent in monitoring and evaluating gender and development programs with most work results meeting expectations and requirements4. I am competent in monitoring and evaluating gender and development programs with all work results meeting expectations and requirements
- 3.10. Monitoring and evaluating - disability and social inclusion
  
  1. I have no to very limited competency in monitoring and evaluating disability and social inclusion programs2. I have some competency in monitoring and evaluating disability and social inclusion programs with work results needing refinement3. I am competent in monitoring and evaluating disability and social inclusion programs with most work results meeting expectations and requirements4. I am competent in monitoring and evaluating disability and social inclusion programs with all work results meeting expectations and requirements
- 3.11. Risk assessment and management - gender and development
  
  1. I have no to very limited competency in monitoring and evaluating disability and social inclusion programs2. I have some competency in monitoring and evaluating disability and social inclusion programs with work results needing refinement3. I am competent in monitoring and evaluating disability and social inclusion programs with most work results meeting expectations and requirements4. I am competent in monitoring and evaluating disability and social inclusion programs with all work results meeting expectations and requirements
- 3.12. Risk assessment and management - disability and social inclusion
  
  1. I have no to very limited competency in risk assessment and management (disability and social inclusion)2. I have some competency in risk assessment and management (disability and social inclusion) with work results needing refinement3. I am competent in risk assessment and management (disability and social inclusion) with most work results meeting expectations and requirements4. I am competent in risk assessment and management (disability and social inclusion) with all work results meeting expectations and requirements
- 3.13. Preparing feasibility studies - gender and development
  
  1. I have no to very limited competency in preparing feasibility studies (gender and development)2. I have some competency in preparing feasibility studies (gender and development) with work results needing refinement3. I am competent in preparing feasibility studies (gender and development) with most work results meeting expectations and requirements4. I am competent in preparing feasibility studies (gender and development) with all work results meeting expectations and requirements
- 3.14. Preparing feasibility studies - disability and social inclusion
  
  1. I have no to very limited competency in preparing feasibility studies (disability and social inclusion)2. I have some competency in preparing feasibility studies (disability and social inclusion) with work results needing refinement3. I am competent in preparing feasibility studies (disability and social inclusion) with most work results meeting expectations and requirements4. I am competent in preparing feasibility studies (disability and social inclusion) with all work results meeting expectations and requirements
- 3.15. Partnering with other government agencies and external stakeholders
  
  1. I have no to very limited competency in partnering with other government agencies and external stakeholders to gain support for GEDSI goals2. I have some competency in partnering with other government agencies and external stakeholders to gain support for GEDSI goals with work results needing refinement3. I am competent in partnering with other government agencies and external stakeholders to gain support for GEDSI goals with most work results meeting expectations and requirements4. I am competent in partnering with other government agencies and external stakeholders to gain support for GEDSI goals with all work results meeting expectations and requirements
- 3.16. Data management - gender and development
  
  1. I have no to very limited competency in analyzing gender- disaggregated data and statistics2. I have some competency in analyzing gender-disaggregated data and statistics with work results needing refinement3. I am competent in analyzing gender-disaggregated data and statistics with most work results meeting expectations and requirements4. I am competent in analyzing gender-disaggregated data and statistics with all work results meeting expectations and requirements
- 3.17. Data management - disability and social inclusion
  
  1. I have no to very limited competency in analyzing disability- disaggregated data and statistics and other information on social inclusion2. I have some competency in analyzing disability-disaggregated data and statistics and other information on social inclusion with work results needing refinement3. I am competent in analyzing disability-disaggregated data and statistics and other information on social inclusion with most work results meeting expectations and requirements4. I am competent in analyzing disability-disaggregated data and statistics and other information on social inclusion with all work results meeting expectations and requirements
- 4. Leadership
  
  This dimension assesses the level of competency in leading the implementation of GEDSI mainstreaming activities
- 4.1. Thinking strategically and creatively about gender equality, disability, and social inclusion
  
  1. I have no to very limited competency in thinking strategically and creatively for gender equality, disability, and social inclusion2. I have some competency in thinking strategically and creatively for gender equality, disability, and social inclusion with results needing refinement3. I am competent in thinking strategically and creatively for gender equality, disability, and social inclusion with most results meeting expectations4. I am competent in thinking strategically and creatively for gender equality, disability, and social inclusion with all results meeting expectations
- 4.2. Leading change in gender equality, disability, and social inclusion
  
  1. I have no to very limited competency in leading change for gender equality, disability, and social inclusion2. I have some competency in leading change for gender equality, disability, and social inclusion with results needing refinement3. I am competent in leading change for gender equality, disability, and social inclusion with most results meeting expectations4. I am competent in leading change for gender equality, disability, and social inclusion with all results meeting expectations
- 4.3. Creating and pursuing an inclusive work culture and environment
  
  1. I have no to very limited competency in creating and pursuing an inclusive work culture and environment2. I have some competency in creating and pursuing an inclusive work culture and environment with results needing refinement3. I am competent in creating and pursuing an inclusive work culture and environment with most results meeting expectations4. I am competent in creating and pursuing an inclusive work culture and environment with all results meeting expectations
- 5. Human Resources Management and Development
  
  This dimension assesses the level of HRMD competencies to enable GEDSI mainstreaming within the organization
- 5.1. Gender and development competency development and enhancement
  
  1. I have no to very limited competency in gender and development competency development and enhancement2. I have some competency in gender and development competency development and enhancement with results needing refinement3. I am competent in gender and development competency development and enhancement with most results meeting expectations4. I am competent in gender and development competency development and enhancement with all results meeting expectations
- 5.2. Disability and social inclusion competency development and enhancement
  
  1. I have no to very limited competency in disability and social inclusion competency development and enhancement2. I have some competency in disability and social inclusion competency development and enhancement with results needing refinement3. I am competent in disability and social inclusion competency development and enhancement with most results meeting expectations4. I am competent in disability and social inclusion competency development and enhancement with all results meeting expectations
- 5.3. Recruitment, selection, placement, and retention
  
  1. I have no to very limited competency in developing, implementing and monitoring implementation of an inclusive recruitment, selection, placement, and retention system and processes2. I have some competency in developing, implementing and monitoring implementation of an inclusive recruitment, selection, placement, and retention system and processes with results needing refinement3. I am competent in developing, implementing and monitoring implementation of an inclusive recruitment, selection, placement, and retention system and processes with most results meeting expectations4. I am competent in developing, implementing and monitoring implementation of an inclusive recruitment, selection, placement, and retention system and processes with all results meeting expectations
- 5.4. Gender and development training and development planning
  
  1. I have no to very limited competency in identifying gender and development training needs and translating results into prioritized training interventions2. I have some competency in identifying gender and development training needs and translating results into prioritized training interventions with results needing refinement3. I am competent in identifying gender and development training needs and translating results into prioritized training interventions with most results meeting expectations4. I am competent in identifying gender and development training needs and translating results into prioritized training interventions with all results meeting expectations
- 5.5. Disability and social inclusion training and development planning
  
  1. I have no to very limited competency in identifying disability and social inclusion training needs and translating results into prioritized training interventions2. I have some competency in identifying disability and social inclusion training needs and translating results into prioritized training interventions with results needing refinement3. I am competent in identifying disability and social inclusion training needs and translating results into prioritized training interventions with most results meeting expectations4. I am competent in identifying disability and social inclusion training needs and translating results into prioritized training interventions with all results meeting expectations
- 5.6. Gender and development face-to-face program/course design and development
  
  1. I have no to very limited competency in designing and developing face-to-face gender and development program/course2. I have some competency in designing and developing face-to-face gender and development program/course with results needing refinement3. I am competent in designing and developing face-to-face gender and development program/course with most results meeting expectations4. I am competent in designing and developing face-to-face gender and development program/course with all results meeting expectations
- 5.7. Disability and social inclusion face-to-face program/course design and development
  
  1. I have no to very limited competency in designing and developing face-to-face disability and social inclusion program/course2. I have some competency in designing and developing face-to-face disability and social inclusion program/course with results needing refinement3. I am competent in designing and developing face-to-face disability and social inclusion program/course with most results meeting expectations4. I am competent in designing and developing face-to-face disability and social inclusion program/course with all results meeting expectations
- 5.8. Gender and development online or blended program/course design and development
  
  1. I have no to very limited competency in designing and developing online or blended gender and development program/course2. I have some competency in designing and developing online or blended gender and development program/course with results needing refinement3. I am competent in designing and developing online or blended gender and development program/course with most results meeting expectations4. I am competent in designing and developing online or blended gender and development program/course with all results meeting expectations
- 5.9. Disability and social inclusion online or blended program/course design and development
  
  1. I have no to very limited competency in designing and developing online or blended disability and social inclusion program/course2. I have some competency in designing and developing online or blended disability and social inclusion program/course with results needing refinement3. I am competent in designing and developing online or blended disability and social inclusion program/course with most results meeting expectations4. I am competent in designing and developing online or blended disability and social inclusion program/course with all results meeting expectations
- 5.10. Gender and development face-to-face program/course delivery and administrationd social inclusion online or blended program/course design and development
  
  1. I have no to very limited competency in planning, implementing, and reporting the implementation of face-to-face gender and development training interventions, courses and programs2. I have some competency in planning, implementing, and reporting the implementation of face-to-face gender and development training interventions, courses and programs with results needing refinement3. I am competent in planning, implementing, and reporting the implementation of face-to-face gender and development training interventions, courses and programs with most results meeting expectations4. I am competent in planning, implementing, and reporting the implementation of face-to-face gender and development training interventions, courses and programs with all results meeting expectations
- 5.11. Disability and social inclusion face-to-face program/course delivery and administration
  
  1. I have no to very limited competency in planning, implementing, and reporting the implementation of face-to-face disability and social inclusion training interventions, courses and programs2. I have some competency in planning, implementing, and reporting the implementation of face-to-face disability and social inclusion training interventions, courses and programs with results needing refinement3. I am competent in planning, implementing, and reporting the implementation of face-to-face disability and social inclusion training interventions, courses and programs with most results meeting expectations4. I am competent in planning, implementing, and reporting the implementation of face-to-face disability and social inclusion training interventions, courses and programs with all results meeting expectations
- 5.12. Gender and development online or blended program/course delivery and administration
  
  1. I have no to very limited competency in planning, implementing, and reporting the implementation of online or blended gender and development training interventions, courses and programs2. I have some competency in planning, implementing, and reporting the implementation of online or blended gender and development training interventions, courses and programs with results needing refinement3. I am competent in planning, implementing, and reporting the implementation of online or blended gender and development training interventions, courses and programs with most results meeting expectations4. I am competent in planning, implementing, and reporting the implementation of online or blended gender and development training interventions, courses and programs with all results meeting expectations
- 5.13. Disability and social inclusion online or blended program/course delivery and administration
  
  1. I have no to very limited competency in planning, implementing, and reporting the implementation of online or blended disability and social inclusion training interventions, courses and programs2. I have some competency in planning, implementing, and reporting the implementation of online or blended disability and social inclusion training interventions, courses and programs with results needing refinement3. I am competent in planning, implementing, and reporting the implementation of online or blended disability and social inclusion training interventions, courses and programs with most results meeting expectations4. I am competent in planning, implementing, and reporting the implementation of online or blended disability and social inclusion training interventions, courses and programs with all results meeting expectations
- 5.14. Inclusive and accessible training facilitation
  
  1. I have no to very limited competency in inclusive training facilitation2. I have some competency in inclusive training facilitation with results needing refinement3. I am competent in inclusive training facilitation with most results meeting expectations4. I am competent in inclusive training facilitation with all results meeting expectations
- 5.15. Gender and development training measurement and evaluation
  
  1. I have no to very limited competency in gender and development training measurement and evaluation2. I have some competency in gender and development training measurement and evaluation with results needing refinement3. I am competent in gender and development training measurement and evaluation with most results meeting expectations4. I am competent in gender and development training measurement and evaluation with all results meeting expectations
- 5.16. Disability and social inclusion training measurement and evaluation
  
  1. I have no to very limited competency in disability and social inclusion training measurement and evaluation2. I have some competency in disability and social inclusion training measurement and evaluation with results needing refinement3. I am competent in disability and social inclusion training measurement and evaluation with most results meeting expectations4. I am competent in disability and social inclusion training measurement and evaluation with all results meeting expectations
- 5.17. Inclusive performance management
  
  1. I have no to very limited competency in inclusive performance management2. I have some competency in inclusive performance management with results needing refinement3. I am competent in inclusive performance management with most results meeting expectations4. I am competent in inclusive performance management with all results meeting expectations
- 5.18. Gender responsive and inclusive rewards and recognition
  
  1. I have no to very limited competency in gender responsive and inclusive rewards and recognition2. I have some competency in gender responsive and inclusive rewards and recognition with results needing refinement3. I am competent in gender responsive and inclusive rewards and recognition with most results meeting expectations4. I am competent in gender responsive and inclusive rewards and recognition management with all results meeting expectations
- This questionnaire will gather data on GEDSI competencies that are critical to effective GEDSI mainstreaming in organisations. Please rate each statement using the scale below by checking the appropriate circle corresponding to your assessment.
- DOMAIN 1 - GEDSI LAWS AND POLICIES
  
  This dimension assesses the level of competency in understanding the relevant laws and policies on gender equality, disability, and social inclusion (GEDSI).
- 1.1. Understanding gender and development laws, and policies
  
  1. I have no to very limited understanding of gender and development laws and policies2. I have some understanding of gender and development laws and policies and can explain them3. I can train others on the laws and policies of gender and development and how to implement them4. I'm considered an expert in training others on implementing gender and development laws and policies
- 1.2. Understanding disability inclusion laws and policies
  
  1. I have no to very limited understanding of disability inclusion laws and policies2. I have some understanding of disability inclusion laws and policies and can explain them3. I can train others on the key concepts of disability inclusion laws and policies and how to implement them4. I'm considered an expert in training others on implementing disability inclusion laws and policies
- 1.3. Understanding of other social inclusion laws and policies (related to ethnicity, age, religion, others)
  
  1. I have no to very limited understanding of other social inclusion laws and policies2. I have some understanding of other social inclusion laws and policies and can explain them3. I can train others on the key concepts of other social inclusion laws and policies and how to implement them4. I'm considered as expert in training others on implementing other social inclusion laws and policies
- DOMAIN 2 - DEVELOPING AND IMPLEMENTING GEDSI POLICY
  
  This dimension assesses the level of competency in developing and implementing gender equality, disability, and social inclusion (GEDSI) policies
- 2.1. Planning the process for developing gender and development policies, including identification, consultation, participation of stakeholders
  
  1. I have no to very limited competency in planning the process for developing gender and development policies2. I have some competency in planning the process for gender and development policies with work results needing refinement3. I am competent in planning the process for gender and development policies with most work results meeting expectations and requirements4. I am competent in planning the process for gender and development policies with all work results meeting expectations and requirements
- 2.2. Planning the process for developing disability inclusion policies, including identification, consultation, participation of stakeholders
  
  1. I have no to very limited competency in planning the process for developing disability inclusion policies2. I have some competency in planning the process for disability inclusion policies with work results needing refinement3. I am competent in planning the process for disability inclusion policies with most work results meeting expectations and requirements4. I am competent in planning the process for disability inclusion policies with all work results meeting expectations and requirements
- 2.3. Planning the process for developing other social inclusion policies (related to ethnicity, age, religion, others), including identification, consultation, participation of stakeholders
  
  1. I have no to very limited competency in planning the process for developing other social inclusion policies (related to ethnicity, age, religion, others)2. I have some competency in planning the process for social inclusion policies (related to ethnicity, age, religion, others) with work results needing refinement3. I am competent in planning the process for social inclusion policies (related to ethnicity, age, religion, others) with most work results meeting expectations and requirements4. I am competent in planning the process for social inclusion policies (related to ethnicity, age, religion, others) with all work results meeting expectations and requirements
- 2.4. Identifying, gathering, analyzing, and interpreting gender information to develop policy
  
  1. I have no to very limited competency in identifying, gathering, analyzing, and interpreting gender information2. I have some competency in identifying, gathering, analyzing, and interpreting gender information with work results needing refinement3. I am competent in identifying, gathering, analyzing, and interpreting gender information with most work results meeting expectations and requirements4. I am competent in identifying, gathering, analyzing, and interpreting gender information with all work results meeting expectations and requirements
- 2.5. Identifying, gathering, analyzing, and interpreting disability inclusion information to develop policy
  
  1. I have no to very limited competency in identifying, gathering, analyzing, and interpreting disability inclusion information2. I have some competency in identifying, gathering, analyzing, and interpreting disability inclusion information with work results needing refinement3. I am competent in identifying, gathering, analyzing, and interpreting disability inclusion information with most work results meeting expectations and requirements4. I am competent in identifying, gathering, analyzing, and interpreting disability inclusion information with all work results meeting expectations and requirements
- 2.6. Identifying, gathering, analyzing, and interpreting other social inclusion information (related to ethnicity, age, religion, others) to develop policy
  
  1. I have no to very limited competency in identifying, gathering, analyzing, and interpreting other social inclusion information (related to ethnicity, age, religion, others)2. I have some competency in identifying, gathering, analyzing, and interpreting other social inclusion information (related to ethnicity, age, religion, others) with work results needing refinement3. I am competent in identifying, gathering, analyzing, and interpreting other social inclusion information (related to ethnicity, age, religion, others) with most work results meeting expectations and requirements4. I am competent in identifying, gathering, analyzing, and interpreting other social inclusion information (related to ethnicity, age, religion, others) with all work results meeting expectations and requirements
- 2.7. Using gender and development analytical frameworks and tools to develop policy
  
  1. I have no to very limited competency in using gender and development analytical frameworks to develop policy2. I have some competency in using gender and development analytical frameworks and tools to develop policy with work results needing refinement3. I am competent in using gender and development analytical frameworks and tools to develop policy with most work results meeting expectations and requirements4. I am competent in using gender and development analytical frameworks to develop policy with all work results meeting expectations and requirements
- 2.8. Using disability inclusion analytical frameworks and tools to develop policy
  
  1. I have no to very limited competency in using disability inclusion analytical frameworks to develop policy2. I have some competency in using disability inclusion analytical frameworks and tools to develop policy with work results needing refinement3. I am competent in using disability inclusion analytical frameworks and tools to develop policy with most work results meeting expectations and requirements4. I am competent in using disability inclusion analytical frameworks and toolss to develop policy with all work results meeting expectations and requirements
- 2.9. Using other social inclusion analytical frameworks and tools (related to ethnicity, age, religion, others) to develop policy
  
  1. I have no to very limited competency in using other social inclusion analytical frameworks and tools (related to ethnicity, age, religion, others) to develop policy2. I have some competency in using other social inclusion analytical frameworks and tools (related to ethnicity, age, religion, others) to develop policy with work results needing refinement3. I am competent in using other social inclusion analytical frameworks and tools (related to ethnicity, age, religion, others) to develop policy with most work results meeting expectations and requirements4. I am competent in using other social inclusion analytical frameworks and tools (related to ethnicity, age, religion, others) to develop policy with all work results meeting expectations and requirements
- 2.10. Mainstreaming gender and development in critical policies and programs of the organisation
  
  1. I have no to very limited competency in mainstreaming gender and development in critical policies of the organisation2. I have some competency in mainstreaming gender and development in critical policies of the organisation with work results needing refinement3. I am competent in mainstreaming gender and development in critical policies of the organisation with most work results meeting expectations and requirements4. I am competent in mainstreaming gender and development in critical policies of the organisation with all work results meeting expectations and requirements
- 2.11. Mainstreaming disability inclusion in critical policies and programs of the organisation
  
  1. I have no to very limited competency in mainstreaming disability inclusion in critical policies of the organisation2. I have some competency in mainstreaming disability inclusion in critical policies of the organisation with work results needing refinement3. I am competent in mainstreaming disability inclusion in critical policies of the organisation with most work results meeting expectations and requirements4. I am competent in mainstreaming disability inclusion in critical policies of the organisation with all work results meeting expectations and requirements
- 2.12. Mainstreaming other social inclusion issues (related to ethnicity, age, religion, others) in critical policies and programs of the organisation
  
  1. I have no to very limited competency in mainstreaming other social inclusion issues (related to ethnicity, age, religion, others) in critical policies of the organisation2. I have some competency in mainstreaming other social inclusion issues (related to ethnicity, age, religion, others) in critical policies of the organisation with work results needing refinement3. I am competent in mainstreaming other social inclusion issues (related to ethnicity, age, religion, others) in critical policies of the organisation with most work results meeting expectations and requirements4. I am competent in mainstreaming other social inclusion issues (related to ethnicity, age, religion, others) in critical policies of the organisation with all work results meeting expectations and requirements
- 2.13. Developing gender and development policies, programs, and projects
  
  1. I have no to very limited competency in developing gender and development policies2. I have some competency in developing gender and development policies with work results needing refinement3. I am competent in developing gender and development policies with most work results meeting expectations and requirements4. I am competent in developing gender and development policies with all work results meeting expectations and requirements
- 2.14. Developing disability inclusion policies, programs, and projects
  
  1. I have no to very limited competency in developing disability inclusion policies2. I have some competency in developing disability inclusion policies with work results needing refinement3. I am competent in developing disability inclusion policies with most work results meeting expectations and requirements4. I am competent in developing disability inclusion policies with all work results meeting expectations and requirements
- 2.15. Developing other social inclusion (related to ethnicity, age, religion, others) policies, programs, and projects
  
  1. I have no to very limited competency in developing other social inclusion (related to ethnicity, age, religion, others) policies, programs and projects2. I have some competency in developing other social inclusion (related to ethnicity, age, religion, others) policies, programs and projects with work results needing refinement3. I am competent in developing other social inclusion (related to ethnicity, age, religion, others) policies, programs and projects with most work results meeting expectations and requirements4. I am competent in developing other social inclusion (related to ethnicity, age, religion, others) policies, programs and projects with all work results meeting expectations and requirements
- 2.16. Interpreting requirements of gender and development policies, programs, and projects
  
  1. I have no to very limited competency in interpreting requirements of gender and development policies, programs, and projects2. I have some competency in interpreting requirements of gender and development policies, programs, and projects with work results needing refinement3. I am competent in interpreting requirements of gender and development policies, programs, and projects with most work results meeting expectations and requirements4. I am competent in interpreting requirements of gender and development policies, programs, and projects with all work results meeting expectations and requirements
- 2.17. Interpreting requirements of disability inclusion policies, programs, and projects
  
  1. I have no to very limited competency in interpreting requirements of disability inclusion policies, programs, and projects2. I have some competency in interpreting requirements of disability inclusion policies, programs, and projects with work results needing refinement3. I am competent in Interpreting requirements of disability inclusion policies, programs, and projects with most work results meeting expectations and requirements4. I am competent in interpreting requirements of disability inclusion policies, programs, and projects with all work results meeting expectations and requirements
- 2.18. Interpreting requirements of other social inclusion (related to ethnicity, age, religion, others) policies, programs, and projects
  
  1. I have no to very limited competency in interpreting requirements of other social inclusion (related to ethnicity, age, religion, others) policies, programs, and projects2. I have some competency in interpreting requirements of other social inclusion (related to ethnicity, age, religion, others) policies, programs, and projects with work results needing refinement3. I am competent in Interpreting requirements of other social inclusion (related to ethnicity, age, religion, others) policies, programs, and projects with most work results meeting expectations and requirements4. I am competent in interpreting requirements of other social inclusion (related to ethnicity, age, religion, others) policies, programs, and projects with all work results meeting expectations and requirements
- 2.19. Communicating gender and development policies
  
  1. I have no to very limited competency in communicating gender and development policies2. I have some competency in communicating gender and development policies with work results needing refinement3. I am competent in communicating gender and development policies with most work results meeting expectations and requirements4. I am competent in communicating gender and development policies with all work results meeting expectations and requirements
- 2.20. Communicating disability inclusion policies, programs, and projects
  
  1. I have no to very limited competency in communicating disability inclusion policies2. I have some competency in communicating disability inclusion policies with work results needing refinement3. I am competent in communicating disability inclusion policies with most work results meeting expectations and requirements4. I am competent in communicating disability inclusion policies with all work results meeting expectations and requirements
- 2.21. Communicating other social inclusion (related to ethnicity, age, religion, others) policies,
  
  1. I have no to very limited competency in communicating other social inclusion (related to ethnicity, age, religion, others) policies2. I have some competency in communicating other social inclusion (related to ethnicity, age, religion, others) policies with work results needing refinement3. I am competent in other social inclusion (related to ethnicity, age, religion, others) policies with most work results meeting expectations and requirements4. I am competent in communicating other social inclusion (related to ethnicity, age, religion, others) policiess with all work results meeting expectations and requirements
- 2.22. Monitoring and evaluating implementation of gender and development policies
  
  1. I have no to very limited competency monitoring implementation of gender and development policies2. I have some competency in monitoring implementation of gender and development policies with work results needing refinement3. I am competent in monitoring implementation of gender and development policies with most work results meeting expectations and requirements"4. I am competent in monitoring implementation of gender and development policies and with work results meeting expectations and requirements"
- 2.23. Monitoring and evaluating implementation of disability inclusion policies
  
  1. I have no to very limited competency monitoring implementation of disability inclusion policies2. I have some competency in monitoring implementation of disability inclusion policies with work results needing refinement"3. I am competent in monitoring implementation of disability inclusion policies with most work results meeting expectations and requirements4. I am competent in monitoring implementation of disability inclusion policies and with work results meeting expectations and requirements
- 2.24. Monitoring and evaluating implementation of other social inclusion policies (related to ethnicity, age, religion, others)
  
  1. I have no to very limited competency monitoring implementation of disability and social inclusion policies (related to ethnicity, age, religion, others)2. I have some competency in monitoring implementation of other social inclusion policies (related to ethnicity, age, religion, others) with work results needing refinement3. I am competent in monitoring implementation of other social inclusion policies (related to ethnicity, age, religion, others) with most work results meeting expectations and requirements4. I am competent in monitoring implementation of other social inclusion policies (related to ethnicity, age, religion, others) and with work results meeting expectations and requirements
- DOMAIN 3 - DEVELOPING AND IMPLEMENTING GEDSI PLANS
  
  This dimension assesses the level of competency in developing and implementing gender equality, disability, and social inclusion (GEDSI) plans
- 3.1. Strategic planning in gender and development - Influencing and realigning the organization's strategic goals and directions in gender and development; Monitoring and reviewing gender data from various aspects of strategic planning and recommended enhancements
  
  1. I have no to very limited competency in strategic planning in gender and development2. I have some competency in strategic planning in gender and development with work results needing refinement3. I am competent in strategic planning in gender and development with most work results meeting expectations and requirements4. I am competent in strategic planning in gender and development with all work results meeting expectations and requirements
- 3.2. Strategic planning in disability inclusion - Influencing and realigning the organization's strategic goals and directions in disability inclusion; Monitoring and reviewing disability data and information from various aspects of strategic planning and recommended enhancements
  
  1. I have no to very limited competency in strategic planning in disability inclusion2. I have some competency in strategic planning in disability inclusion with work results needing refinement3. I am competent in strategic planning in disability inclusion with most work results meeting expectations and requirements4. I am competent in strategic planning in disability inclusion with all work results meeting expectations and requirements
- 3.3. Strategic planning in other social inclusion issues (related to ethnicity, age, religion, others) - Influencing and realigning the organization's strategic goals and directions in other social inclusion issues (related to ethnicity, age, religion, others); Monitoring and reviewing other social inclusion (related to ethnicity, age, religion, others) data and information from various aspects of strategic planning and recommended enhancements
  
  1. I have no to very limited competency in strategic planning in other social inclusion issues (related to ethnicity, age, religion, others)2. I have some competency in strategic planning in other social inclusion issues (related to ethnicity, age, religion, others) with work results needing refinement3. I am competent in strategic planning in other social inclusion issues (related to ethnicity, age, religion, others) with most work results meeting expectations and requirements4. I am competent in strategic planning in other social inclusion issues (related to ethnicity, age, religion, others) with all work results meeting expectations and requirements
- 3.4. Research in development planning - gender and development - Systematically gathering and analyzing information useful in identifying, implementing and evaluating gender and development programs supportive of the organization's development thrusts and priorities
  
  1. I have no to very limited competency in research in development planning (gender and development)2. I have some competency in research in development planning (gender and development) with work results needing refinement3. I am competent in research in development planning (gender and development) with most work results meeting expectations and requirements4. I am competent in research in development planning (gender and development) with all work results meeting expectations and requirements
- 3.5. Research in development planning - disability inclusion Systematically gathering and analyzing information useful in identifying, implementing and evaluating disability inclusion programs supportive of the organization's development thrusts and priorities
  
  1. I have no to very limited competency in research in development planning (disability inclusion)2. I have some competency in research in development planning (disability inclusion) with work results needing refinement3. I am competent in research in development planning (disability inclusion) with most work results meeting expectations and requirements4. I am competent in research in development planning (disability inclusion) with all work results meeting expectations and requirements
- 3.6. Research in development planning - other social inclusion issues (related to ethnicity, age, religion, others) Systematically gathering and analyzing information useful in identifying, implementing and evaluating other social inclusion (related to ethnicity, age, religion, others) programs supportive of the organization's development thrusts and priorities
  
  1. I have no to very limited competency in research in development planning (other social inclusion issues - related to ethnicity, age, religion, others)2. I have some competency in research in development planning (other social inclusion issues - related to ethnicity, age, religion, others) with work results needing refinement3. I am competent in research in development planning (other social inclusion issues - related to ethnicity, age, religion, others) with most work results meeting expectations and requirements4. I am competent in research in development planning (other social inclusion issues - related to ethnicity, age, religion, others) with all work results meeting expectations and requirements
- 3.7. Operational planning, organizing, and delivering - gender and development Developing gender and development programs and projects, and mobilizing and managing resources, both material and human, in order to fully achieve the set objectives and targets of the organization
  
  1. I have no to very limited competency in operational planning, organizing, and delivering (gender and development)2. I have some competency in operational planning, organizing, and delivering (gender and development) with work results needing refinement3. I am competent in operational planning, organizing, and delivering (gender and development) with most work results meeting expectations and requirements4. I am competent in operational planning, organizing, and delivering (gender and development) with all work results meeting expectations and requirements
- 3.8. Operational planning, organizing, and delivering - disability inclusion Developing disability inclusion programs and projects, and mobilizing and managing resources, both material and human, in order to fully achieve the set objectives and targets of the organization
  
  1. I have no to very limited competency in operational planning, organizing, and delivering (disability inclusion)2. I have some competency in operational planning, organizing, and delivering (disability inclusion) with work results needing refinement"3. I am competent in operational planning, organizing, and delivering (disability inclusion) with most work results meeting expectations and requirements4. I am competent in operational planning, organizing, and delivering (disability inclusion) with all work results meeting expectations and requirements
- 3.9. Operational planning, organizing, and delivering - other social inclusion issues (related to ethnicity, age, religion, others) Developing other social inclusion (related to ethnicity, age, religion, others) programs and projects, and mobilizing and managing resources, both material and human, in order to fully achieve the set objectives and targets of the organization
  
  1. I have no to very limited competency in operational planning, organizing, and delivering (other social inclusion issues - related to ethnicity, age, religion, others)2. I have some competency in operational planning, organizing, and delivering (other social inclusion issues - related to ethnicity, age, religion, others) with work results needing refinement3. I am competent in operational planning, organizing, and delivering (other social inclusion issues - related to ethnicity, age, religion, others) with most work results meeting expectations and requirements4. I am competent in operational planning, organizing, and delivering (other social inclusion issues - related to ethnicity, age, religion, others) with all work results meeting expectations and requirements
- 3.10. Reporting on gender and development - Writing comprehensive and understandable official gender and development documentation and reports containing simple to complex information on events/programs/projects with analysis and recommendations as required
  
  1. I have no to very limited competency in reporting on gender and development2. I have some competency in reporting on gender and development with work results needing refinement3. I am competent in reporting on gender and development with most work results meeting expectations and requirements4. I am competent in reporting on gender and development with all work results meeting expectations and requirements
- 3.11. Reporting on disability inclusion - Writing comprehensive and understandable official disability inclusion documentation and reports containing simple to complex information on events/programs/projects with analysis and recommendations as required
  
  1. I have no to very limited competency in reporting on disability inclusion2. I have some competency in reporting on disability inclusion with work results needing refinement3. I am competent in reporting on disability inclusion with most work results meeting expectations and requirements4. I am competent in reporting on disability inclusion with all work results meeting expectations and requirements
- 3.12. Reporting on other social inclusion issues (related to ethnicity, age, religion, others) - Writing comprehensive and understandable official documentation and reports containing simple to complex information on events/programs/projects with analysis and recommendations as required
  
  1. I have no to very limited competency in reporting on other social inclusion issues (related to ethnicity, age, religion, others)2. I have some competency in reporting on other social inclusion issues (related to ethnicity, age, religion, others) with work results needing refinement3. I am competent in reporting on other social inclusion issues (related to ethnicity, age, religion, others) with most work results meeting expectations and requirements4. I am competent in reporting on other social inclusion issues (related to ethnicity, age, religion, others) with all work results meeting expectations and requirements
- 3.13. Monitoring and evaluating - gender and development Gathering and evaluating information to determine whether or not ongoing activities of gender and development programs are in line with intended direction or results
  
  1. I have no to very limited competency in monitoring and evaluating gender and development programs2. I have some competency in monitoring and evaluating gender and development programs with work results needing refinement3. I am competent in monitoring and evaluating gender and development programs with most work results meeting expectations and requirements4. I am competent in monitoring and evaluating gender and development programs with all work results meeting expectations and requirements
- 3.14. Monitoring and evaluating - disability inclusion Gathering and evaluating information to determine whether or not ongoing activities of disability and social inclusion programs are in line with intended direction or results
  
  1. I have no to very limited competency in monitoring and evaluating disability inclusion programs2. I have some competency in monitoring and evaluating disability inclusion programs with work results needing refinement3. I am competent in monitoring and evaluating disability inclusion programs with most work results meeting expectations and requirements4. I am competent in monitoring and evaluating disability inclusion programs with all work results meeting expectations and requirements
- 3.15. Monitoring and evaluating - other social inclusion issues (related to ethnicity, age, religion, others) Gathering and evaluating information to determine whether or not ongoing activities of programs are in line with intended direction or results
  
  1. I have no to very limited competency in monitoring and evaluating other social inclusion (related to ethnicity, age, religion, others) programs2. I have some competency in monitoring and evaluating other social inclusion (related to ethnicity, age, religion, others) programs with work results needing refinement3. I am competent in monitoring and evaluating other social inclusion (related to ethnicity, age, religion, others) programs with most work results meeting expectations and requirements4. I am competent in monitoring and evaluating other social inclusion (related to ethnicity, age, religion, others) programs with all work results meeting expectations and requirements
- 3.16. Risk assessment and management - gender and development Identifying, analyzing, evaluating, and dealing with risks relative to the achievement of gender and development goals and targets of the organization
  
  1. I have no to very limited competency in risk assessment and management (gender and development)2. I have some competency in risk assessment and management (gender and development) with work results needing refinement3. I am competent in risk assessment and management (gender and development) with most work results meeting expectations and requirements4. I am competent in risk assessment and management (gender and development) with all work results meeting expectations and requirements
- 3.17. Risk assessment and management - disability inclusion Identifying, analyzing, evaluating, and dealing with risks relative to the achievement of disability inclusion goals and targets of the organization
  
  1. I have no to very limited competency in risk assessment and management (disability inclusion)2. I have some competency in risk assessment and management (disability inclusion) with work results needing refinement3. I am competent in risk assessment and management (disability inclusion) with most work results meeting expectations and requirements4. I am competent in risk assessment and management (disability inclusion) with all work results meeting expectations and requirements
- 3.18. Risk assessment and management - other social inclusion issues (related to ethnicity, age, religion, others) Identifying, analyzing, evaluating, and dealing with risks relative to the achievement of other social inclusion (related to ethnicity, age, religion, others) goals and targets of the organization
  
  1. I have no to very limited competency in risk assessment and management (other social inclusion issues - related to ethnicity, age, religion, others)2. I have some competency in risk assessment and management (other social inclusion issues - related to ethnicity, age, religion, others) with work results needing refinement3. I am competent in risk assessment and management (other social inclusion issues - related to ethnicity, age, religion, others) with most work results meeting expectations and requirements4. I am competent in risk assessment and management (other social inclusion issues - related to ethnicity, age, religion, others) with all work results meeting expectations and requirements
- 3.19. Preparing feasibility studies - gender and development Systematically gathering and analyzing relevant information on gender and development programs aimed at advancing the achievement of the gender and development agenda of the organization
  
  1. I have no to very limited competency in preparing feasibility studies (gender and development)2. I have some competency in preparing feasibility studies (gender and development) with work results needing refinement3. I am competent in preparing feasibility studies (gender and development) with most work results meeting expectations and requirements4. I am competent in preparing feasibility studies (gender and development) with all work results meeting expectations and requirements
- 3.20. Preparing feasibility studies - disability inclusion Systematically gathering and analyzing relevant information on disability inclusion programs aimed at advancing the achievement of the disability inclusion agenda of the organization
  
  1. I have no to very limited competency in preparing feasibility studies (disability inclusion )2. I have some competency in preparing feasibility studies (disability inclusion) with work results needing refinement3. I am competent in preparing feasibility studies (disability inclusion) with most work results meeting expectations and requirements4. I am competent in preparing feasibility studies (disability inclusion) with all work results meeting expectations and requirements
- 3.21. Preparing feasibility studies - other social inclusion issues (related to ethnicity, age, religion, others) Systematically gathering and analyzing relevant information on other social inclusion (related to ethnicity, age, religion, others) programs aimed at advancing the achievement of the social inclusion agenda of the organization
  
  1. I have no to very limited competency in preparing feasibility studies (other social inclusion issues - related to ethnicity, age, religion, others)2. I have some competency in preparing feasibility studies (other social inclusion issues - related to ethnicity, age, religion, others) with work results needing refinement3. I am competent in preparing feasibility studies (other social inclusion issues - related to ethnicity, age, religion, others) with most work results meeting expectations and requirements4. I am competent in preparing feasibility studies (other social inclusion issues - related to ethnicity, age, religion, others) with all work results meeting expectations and requirements
- 3.22. Partnering with other government agencies, and internal and external stakeholders - Developing networks and building alliances with other government agencies and external stakeholders and utilize relationships to gain support for the accomplishment of GEDSI goals
  
  1. I have no to very limited competency in partnering with other government agencies and external stakeholders to gain support for GEDSI goals2. I have some competency in partnering with other government agencies and external stakeholders to gain support for GEDSI goals with work results needing refinement3. I am competent in partnering with other government agencies and external stakeholders to gain support for GEDSI goals with most work results meeting expectations and requirements4. I am competent in partnering with other government agencies and external stakeholders to gain support for GEDSI goals with all work results meeting expectations and requirements
- 3.23. Data management and analytics - gender and development Analyzing gender-disaggregated data and statistics, by interpreting and evaluating the results to be able to formulate a report and/or presentation as reference for decision-making
  
  1. I have no to very limited competency in analyzing gender- disaggregated data and statistics2. I have some competency in analyzing gender-disaggregated data and statistics with work results needing refinement3. I am competent in analyzing gender-disaggregated data and statistics with most work results meeting expectations and requirements4. I am competent in analyzing gender-disaggregated data and statistics with all work results meeting expectations and requirements
- 3.24. Data management and analytics - disability inclusion Analyzing disability-disaggregated data and statistics by interpreting and evaluating the results to be able to formulate a report and/or presentation as reference for decision-making
  
  1. I have no to very limited competency in analyzing disability-disaggregated data and statistics and other information on social inclusion2. I have some competency in analyzing disability-disaggregated data and statistics and other information on social inclusion with work results needing refinement3. I am competent in analyzing disability-disaggregated data and statistics and other information on social inclusion with most work results meeting expectations and requirements4. I am competent in analyzing disability-disaggregated data and statistics and other information on social inclusion with all work results meeting expectations and requirements
- 3.25. Data management and analytics - other social inclusion issues (related to ethnicity, age, religion, others) Analyzing disaggregated data and statistics and other information on social inclusion (related to ethnicity, age, religion, others) by interpreting and evaluating the results to be able to formulate a report and/or presentation as reference for decision-making
  
  1. I have no to very limited competency in analyzing disaggregated data and statistics and other information on social inclusion2. I have some competency in analyzing disaggregated data and statistics and other information on social inclusion with work results needing refinement3. I am competent in analyzing disaggregated data and statistics and other information on social inclusion with most work results meeting expectations and requirements4. I am competent in analyzing disaggregated data and statistics and other information on social inclusion with all work results meeting expectations and requirements
- DOMAIN 4 - LEADERSHIP
  
  This dimension assesses the level of competency in leading the implementation of GEDSI mainstreaming activities
- 4.1. Thinking strategically and creatively about gender equality, disability, and social inclusion - Seeing the big picture, thinking multi-dimensionally, crafting innovative solutions, identifying connections between situations that are not obviously related, and coming up with new ideas and different ways to enhance organizational effectiveness and responsiveness in advancing the organization's GEDSI goals
  
  1. I have no to very limited competency in analyzing disaggregated data and statistics and other information on social inclusion2. I have some competency in analyzing disaggregated data and statistics and other information on social inclusion with work results needing refinement3. I am competent in analyzing disaggregated data and statistics and other information on social inclusion with most work results meeting expectations and requirements4. I am competent in analyzing disaggregated data and statistics and other information on social inclusion with all work results meeting expectations and requirements
- 4.2. Leading change in gender equality, disability, and social inclusion - Generating genuine enthusiasm and momentum for organizational change advance GEDSI within the organization. - Engaging and enabling others to understand, accept, and commitment to the organization's GEDSI agenda, including advancing and sustaining change for GEDSI.
  
  1. I have no to very limited competency in analyzing disaggregated data and statistics and other information on social inclusion2. I have some competency in analyzing disaggregated data and statistics and other information on social inclusion with work results needing refinement3. I am competent in analyzing disaggregated data and statistics and other information on social inclusion with most work results meeting expectations and requirements4. I am competent in analyzing disaggregated data and statistics and other information on social inclusion with all work results meeting expectations and requirements
- 4.3. Creating and pursuing an inclusive work culture and environment - Creating a work culture and environment that does not discriminate on the basis of gender, disability, ethnicity, religion and other social conditions that create marginalization
  
  1. I have no to very limited competency in analyzing disaggregated data and statistics and other information on social inclusion2. I have some competency in analyzing disaggregated data and statistics and other information on social inclusion with work results needing refinement3. I am competent in analyzing disaggregated data and statistics and other information on social inclusion with most work results meeting expectations and requirements4. I am competent in analyzing disaggregated data and statistics and other information on social inclusion with all work results meeting expectations and requirements
- DOMAIN 5 - HUMAN RESOURCES MANAGEMENT AND DEVELOPMENT
  
  This dimension assesses the level of HRMD competencies to enable GEDSI mainstreaming within the organization
- 5.1. Gender and development competency development and enhancement - Reviewing existing and/or developing gender and development competency models that include behaviors required for gender and development mainstreaming
  
  1. I have no to very limited competency in gender and development competency development and enhancement2. I have some competency in gender and development competency development and enhancement with results needing refinement3. I am competent in gender and development competency development and enhancement with most results meeting expectations4. I am competent in gender and development competency development and enhancement with all results meeting expectations
- 5.2. Disability inclusion competency development and enhancement - Reviewing existing and/or developing disability inclusion competency models that include behaviors required for gender and development mainstreaming
  
  1. I have no to very limited competency in disability inclusion development and enhancement2. I have some competency in disability inclusion competency development and enhancement with results needing refinement3. I am competent in disability inclusion competency development and enhancement with most results meeting expectations4. I am competent in disability inclusion competency development and enhancement with all results meeting expectations
- 5.3. Social inclusion (other social inclusion issues - related to ethnicity, age, religion, others) competency development and enhancement - Reviewing existing and/or developing disability and social inclusion competency models that include behaviors required for gender and development mainstreaming
  
  1. I have no to very limited competency in disability inclusion development and enhancement2. I have some competency in disability inclusion competency development and enhancement with results needing refinement3. I am competent in disability inclusion competency development and enhancement with most results meeting expectations4. I am competent in disability inclusion competency development and enhancement with all results meeting expectations
- 5.4. Recruitment, selection, placement, and retention - Developing, implementing and monitoring implementation of an inclusive recruitment, selection, and placement system and processes
  
  1. I have no to very limited competency in developing, implementing and monitoring implementation of an inclusive recruitment, selection, placement, and retention system and processes2. I have some competency in developing, implementing and monitoring implementation of an inclusive recruitment, selection, placement, and retention system and processes with results needing refinement3. I am competent in developing, implementing and monitoring implementation of an inclusive recruitment, selection, placement, and retention system and processes with most results meeting expectations4. " am competent in developing, implementing and monitoring implementation of an inclusive recruitment, selection, placement, and retention system and processes with all results meeting expectations
- 5.5. Gender and development training and development planning - Identifying gender and development training needs and translating results into prioritized training interventions
  
  1. I have no to very limited competency in identifying gender and development training needs and translating results into prioritized training interventions2. I have some competency in identifying gender and development training needs and translating results into prioritized training interventions with results needing refinement3. I am competent in identifying gender and development training needs and translating results into prioritized training interventions with most results meeting expectations4. I am competent in identifying gender and development training needs and translating results into prioritized training interventions with all results meeting expectations
- 5.6. Disability inclusion training and development planning - Identifying disability inclusion training needs and translating results into prioritized training interventions
  
  1. I have no to very limited competency in identifying disability inclusion training needs and translating results into prioritized training interventions2. I have some competency in identifying disability inclusion training needs and translating results into prioritized training interventions with results needing refinement3. I am competent in identifying disability inclusion training needs and translating results into prioritized training interventions with most results meeting expectations4. I am competent in identifying disability inclusion training needs and translating results into prioritized training interventions with all results meeting expectations
- 5.7. Social inclusion training and development planning - Identifying social inclusion (other social inclusion issues - related to ethnicity, age, religion, others) training needs and translating results into prioritized training interventions
  
  1. I have no to very limited competency in identifying social inclusion (other social inclusion issues - related to ethnicity, age, religion, others) training needs and translating results into prioritized training interventions2. I have some competency in identifying social inclusion (other social inclusion issues - related to ethnicity, age, religion, others) training needs and translating results into prioritized training interventions with results needing refinement3. I am competent in identifying social inclusion (other social inclusion issues - related to ethnicity, age, religion, others) training needs and translating results into prioritized training interventions with most results meeting expectations4. I am competent in identifying social inclusion (other social inclusion issues - related to ethnicity, age, religion, others) training needs and translating results into prioritized training interventions with all results meeting expectations
- 5.8. Gender and development face-to-face program/course design and development - Developing training objectives, sourcing, selecting and sequencing content, designing training methodologies, activities, and developing materials
  
  1. I have no to very limited competency in designing and developing face-to-face gender and development program/course2. I have some competency in designing and developing face-to-face gender and development program/course with results needing refinement"3. I am competent in designing and developing face-to-face gender and development program/course with most results meeting expectations4. I am competent in designing and developing face-to-face gender and development program/course with all results meeting expectations
- 5.9. Disability inclusion face-to-face program/course design and development - Developing training objectives, sourcing, selecting and sequencing content, designing training methodologies, activities, and developing materials
  
  1. I have no to very limited competency in designing and developing face-to-face disability inclusion program/course2. I have some competency in designing and developing face-to-face disability inclusion program/course with results needing refinement3. I am competent in designing and developing face-to-face disability inclusion program/course with most results meeting expectations4. I am competent in designing and developing face-to-face disability inclusion program/course with all results meeting expectations
- 5.10. Social inclusion (other social inclusion issues - related to ethnicity, age, religion, others) face-to-face program/course design and development - Developing training objectives, sourcing, selecting and sequencing content, designing training methodologies, activities, and developing materials
  
  1. I have no to very limited competency in designing and developing face-to-face social inclusion (other social inclusion issues - related to ethnicity, age, religion, others) program/course2. I have some competency in designing and developing face-to-face social inclusion (other social inclusion issues - related to ethnicity, age, religion, others) program/course with results needing refinement"3. I am competent in designing and developing face-to-face social inclusion (other social inclusion issues - related to ethnicity, age, religion, others) program/course with most results meeting expectations4. I am competent in designing and developing face-to-face social inclusion (other social inclusion issues - related to ethnicity, age, religion, others) program/course with all results meeting expectations
- 5.11. Gender and development online or blended program/course design and development - Developing training objectives, sourcing, selecting and sequencing content, designing training methodologies, activities, and developing materials
  
  1. I have no to very limited competency in designing and developing online or blended gender and development program/course2. I have some competency in designing and developing online or blended gender and development program/course with results needing refinement3. I am competent in designing and developing online or blended gender and development program/course with most results meeting expectations4. I am competent in designing and developing online or blended gender and development program/course with all results meeting expectations
- 5.12. Disability inclusion online or blended program/course design and development - Developing training objectives, sourcing, selecting and sequencing content, designing training methodologies, activities, and developing materials
  
  1. I have no to very limited competency in designing and developing online or blended disability inclusion program/course2. I have some competency in designing and developing online or blended disability inclusion program/course with results needing refinement3. I am competent in designing and developing online or blended disability inclusion program/course with most results meeting expectations4. I am competent in designing and developing online or blended disability inclusion program/course with all results meeting expectations
- 5.13. Social inclusion (other social inclusion issues - related to ethnicity, age, religion, others) online or blended program/course design and development - Developing training objectives, sourcing, selecting and sequencing content, designing training methodologies, activities, and developing materials
  
  1. I have no to very limited competency in designing and developing online or blended social inclusion (other social inclusion issues - related to ethnicity, age, religion, others) program/course2. I have some competency in designing and developing online or blended social inclusion (other social inclusion issues - related to ethnicity, age, religion, others) program/course with results needing refinement"3. I am competent in designing and developing online or blended social inclusion (other social inclusion issues - related to ethnicity, age, religion, others) program/course with most results meeting expectations4. I am competent in designing and developing online or blended social inclusion (other social inclusion issues - related to ethnicity, age, religion, others) program/course with all results meeting expectations
- 5.14. Gender and development face-to-face program/course delivery and administration - Planning, implementing, and reporting the implementation of face-to-face gender and development training interventions, courses and programs
  
  1. I have no to very limited competency in planning, implementing, andreporting the implementation of face-to-face gender and development training interventions, courses and programs2. I have some competency in planning, implementing, and reporting theimplementation of face-to-face gender and development training interventions, courses and programs with results needing refinement3. I am competent in planning, implementing, and reporting theimplementation of face-to-face gender and development training interventions, courses and programs with most results meeting expectations4. I am competent in planning, implementing, and reporting the implementation of face-to-face gender and development training interventions, courses and programs with all results meetingexpectations
- 5.15. Disability inclusion face-to-face program/course delivery and administration - Planning, implementing, and reporting the implementation of face-to-face disability inclusion training interventions, courses and programs
  
  1. I have no to very limited competency in planning, implementing, and reporting the implementation of face-to-face disability inclusion training interventions, courses and programs2. I have some competency in planning, implementing, and reporting the implementation of face-to-face disability inclusion training interventions, courses and programs with results needing refinement3. I am competent in planning, implementing, and reporting the implementation of face-to-face disability inclusion training interventions, courses and programs with most results meeting expectations4. I am competent in planning, implementing, and reporting the implementation of face-to-face disability inclusion training interventions, courses and programs with all results meeting expectations
- 5.16. Social inclusion (other social inclusion issues - related to ethnicity, age, religion, others) face-to-face program/course delivery and administration - Planning, implementing, and reporting the implementation of face-to-face social inclusion (other social inclusion issues - related to ethnicity, age, religion, others) training interventions, courses and programs
  
  1. I have no to very limited competency in planning, implementing, and reporting the implementation of face-to-face social inclusion (other social inclusion issues - related to ethnicity, age, religion, others) training interventions, courses and programs2. I have some competency in planning, implementing, and reporting the implementation of face-to-face social inclusion (other social inclusion issues - related to ethnicity, age, religion, others) training interventions, courses and programs with results needing refinement3. I am competent in planning, implementing, and reporting the implementation of face-to-face social inclusion (other social inclusion issues - related to ethnicity, age, religion, others) training interventions, courses and programs with most results meeting expectations4. I am competent in planning, implementing, and reporting the implementation of face-to-face social inclusion (other social inclusion issues - related to ethnicity, age, religion, others) training interventions, courses and programs with all results meeting expectations
- 5.17. Gender and development online or blended program/course delivery and administration - Planning, implementing, and reporting the implementation of face-to-face gender and development training interventions, courses and programs
  
  1. I have no to very limited competency in planning, implementing, andreporting the implementation of online or blended gender and development training interventions, courses and programs2. I have some competency in planning, implementing, and reporting theimplementation of online or blended gender and development training interventions, courses and programs with results needing refinement3. I am competent in planning, implementing, and reporting the implementation of online or blended gender and development training interventions, courses and programs with most results meeting expectations4. I am competent in planning, implementing, and reporting the implementation of online or blended gender and development training interventions, courses and programs with all results meetingexpectations
- 5.18. Disability inclusion online or blended program/course delivery and administration - Planning, implementing, and reporting the implementation of face-to-face disability inclusion training interventions, courses and programs
  
  1. I have no to very limited competency in planning, implementing, and reporting the implementation of online or blended disability inclusion training interventions, courses and programs2. I have some competency in planning, implementing, and reporting the implementation of online or blended disability inclusion training interventions, courses and programs with results needing refinement3. I am competent in planning, implementing, and reporting the implementation of online or blended disability inclusion training interventions, courses and programs with most results meeting expectations4. I am competent in planning, implementing, and reporting the implementation of online or blended disability inclusion training interventions, courses and programs with all results meeting expectations
- 5.19. Social inclusion (other social inclusion issues - related to ethnicity, age, religion, others) online or blended program/course delivery and administration - Planning, implementing, and reporting the implementation of face-to-face social inclusion (other social inclusion issues - related to ethnicity, age, religion, others) training interventions, courses and programs
  
  1. I have no to very limited competency in planning, implementing, and reporting the implementation of online or blended social inclusion (other social inclusion issues -related to ethnicity, age, religion, others) training interventions, courses and programs2. I have some competency in planning, implementing, and reporting the implementation of online or blended social inclusion (other social inclusion issues - related to ethnicity, age, religion, others) training interventions, courses and programs with results needing refinement3. I am competent in planning, implementing, and reporting the implementation of online or blended social inclusion (other social inclusion issues - related to ethnicity, age, religion, others) training interventions, courses and programs with most results meeting expectations4. I am competent in planning, implementing, and reporting the implementation of online or blended social inclusion (other social inclusion issues - related to ethnicity, age, religion, others) training interventions, courses and programs with all results meeting expectations
- 5.20. Inclusive and accessible training facilitation - Using accessible and inclusive methods of facilitation to stimulate and sustain learning by all participants, including people with disabilities
  
  1. I have no to very limited competency in inclusive training facilitation2. I have some competency in inclusive training facilitation with results needing refinement3. I am competent in inclusive training facilitation with most results meeting expectations4. I am competent in inclusive training facilitation with all results meeting expectations
- 5.21. Gender and development training measurement and evaluation - Determining gender and development training needs and evaluating training effectiveness
  
  1. I have no to very limited competency in gender and development training measurement and evaluation2. I have some competency in gender and development training measurement and evaluation with results needing refinement3. I am competent in gender and development training measurement and evaluation with most results meeting expectations4. I am competent in gender and development training measurement and evaluation with all results meeting expectations
- 5.22. Disability inclusion training measurement and evaluation - Determining disability inclusion training needs and evaluating training effectiveness
  
  1. I have no to very limited competency in disability inclusion training measurement and evaluation2. I have some competency in disability inclusion training measurement and evaluation with results needing refinement3. I am competent in disability inclusion training measurement and evaluation with most results meeting expectations4. I am competent in disability inclusion training measurement and evaluation with all results meeting expectations
- 5.23. Social inclusion (other social inclusion issues - related to ethnicity, age, religion, others) training measurement and evaluation Determining social inclusion (other social inclusion issues - related to ethnicity, age, religion, others) training needs and evaluating training effectiveness
  
  1. I have no to very limited competency in social inclusion (other social inclusion issues - related to ethnicity, age, religion, others) training measurement and evaluation2. I have some competency in social inclusion (other social inclusion issues - related to ethnicity, age, religion, others) training measurement and evaluation with results needing refinement3. I am competent in social inclusion (other social inclusion issues - related to ethnicity, age, religion, others) training measurement and evaluation with most results meeting expectations4. I am competent in social inclusion (other social inclusion issues - related to ethnicity, age, religion, others) training measurement and evaluation with all results meeting expectations
- 5.24. Inclusive performance management - The ability to collect, analyze, and report performance data of all personnel, including people with disabilities, and establish scientific basis for performance targets and measures
  
  1. I have no to very limited competency in inclusive performance management2. I have some competency in inclusive performance management with results needing refinement3. I am competent in inclusive performance management with most results meeting expectations4. I am competent in inclusive performance management with all results meeting expectations
- 5.25. Inclusive rewards and recognition - The ability to identify, develop, and implement programs for the organization to reward and recognize outstanding performance and behaviour equally for all personnel regardless of gender, disability, ethnicity, and religion.
  
  1. I have no to very limited competency in inclusive rewards and recognition2. I have some competency in inclusive rewards and recognition with results needing refinement3. I am competent in inclusive rewards and recognition with most results meeting expectations4. I am competent in inclusive rewards and recognition management with all results meeting expectations
- 5.26. Inclusive performance management - The ability to evaluate work performance, develop a career plan, and identify career development for all employees and staff regardless of gender, disability, ethnicity, and religion
  
  1. I have no to very limited competency in inclusive career planning and development2. I have some competency in inclusive career planning and development with results needing refinement3. I am competent in inclusive career planning and development with most results meeting expectations4. I am competent in inclusive career planning and development with all results meeting expectations
- 5.27. Inclusive succession planning - The ability to engage all employees and staff regardless of gender, age, disability, ethnicity, and religion to develop and implement strategies for developing the potential of all internal employees and staff to fill leadership positions
  
  1. I have no to very limited competency in inclusive succession planning2. I have some competency in inclusive succession planning with results needing refinement3. I am competent in inclusive succession planning with most results meeting expectations4. I am competent in inclusive succession planning with all results meeting expectations
- This questionnaire will gather data on the level of the organisation’s capacities on GEDSI that are critical to effective GEDSI mainstreaming. Please rate each statement using the scale below by checking the appropriate circle corresponding to your assessment.
- Domain 1. Developing and Implementing GEDSI Policy
  
  This dimension assesses the level of capacity in developing and implementing gender equality, disability, and social inclusion (GEDSI) policies
- 1.1. Sex Disaggregated and Reliable Gender Data
  
  1. No sex and gender data available2. Statistics available on sex but no gender data available3. Complete database on sex and gender that generates less than 3 knowledge products (e.g. case studies, briefers, fact sheets, etc.) on gender and development4. Complete and disaggregated database on sex and gender that generates 3 or more knowledge products (e.g. case studies, briefers, fact sheets, etc.) on gender and development
- 1.1. Evidences
  Please provide evidences, if any
- 1.2. Disability-disaggregated and reliable data for disability inclusive policies
  
  1. No disability data available2. Some statistics available on disability3. Complete database on disability that generates less than 3 knowledge products (e.g. case studies, briefers, fact sheets, etc.) on disability inclusive development4. Complete and dissagregated database on sex and gender that generates 3 or more knowledge products (e.g case studies, briefs, fact sheets, etc.) on disability inclusive development
- 1.2. Evidences
  Please provide evidences, if any
- 1.3. Religion and ethnicity disaggregated and reliable data for inclusive policies
  
  1. No religion and ethnicity data available2. Some data available on religion and ethnicity data3. Complete database on religion and ethnicity that generates less than 3 knowledge products (e.g. case studies, briefers, fact sheets, etc.) on inclusive and culturally sensitive development4. Complete and disaggregated database on religion and ethnicity that generates 3 or more knowledge products (e.g. case studies, briefers, fact sheets, etc.) on inclusive and culturally sensitive development
- 1.3. Evidences
  Please provide evidences, if any
- 1.4. Gender and development policy
  
  1. No existing gender and development policy2. There is a gender and development policy issued that establishes at least 1 element of gender and development planning and budgeting3. There is a gender and development policy issued that establishes all 4 elements of gender and development planning and budgeting4. There is a gender and development policy issued that establishes all 4 elements of gender and development planning and budgeting and addresses all the gender needs of the organization's clients (internal and external)
- 1.4. Evidences
  Please provide evidences, if any
- 1.5. Disability inclusion policy
  
  1. No existing disability inclution policy2, There is disability inclusion policy issued that establishes at least 1 element of disability inclusion planning and budgeting3. There is a disability inclusion policy issued that establishes all 4 elements of disability inclusion planning and budgeting4. There is a disability inclution policy issued that establishes all 4 elements of gender and development planning and budgeting and addresses all barriers to meaning ful participation of the organisation's clients (internal and external) regardless of disability
- 1.5. Evidences
  Please provide evidences, if any
- 1.6. Inclusive and Accessible Communication
  
  1. No existing policy or procedure on making internal and external communication processes and materials, including information and communications technology, accessible for all people of all gender, age, ethnicity, religion, or disability2. There is a written policy or procedure to make internal and external communication processes and materials, including information and communications technology, accessible for some people3. There is a written policy and procedure to make internal and external communication processes and materials, including information and communications technology, accessible for all with some implementation4. There is a system in place to make internal and external communication processes and materials, including information and communications technology, accessible for all with full implementation
- 1.6. Evidences
  Please provide evidences, if any
- 1.7. Monitoring and Evaluation System for Gender and Development Policy
  
  1. No existing system for monitoring and evaluating gender and development policy2. There is an existing system for monitoring and evaluating gender and development policy but it is not implemented3. There is an existing system for monitoring and evaluating gender and development policy outputs4. There is an existing system for monitoring and evaluating gender and development policy impact and outcomes
- 1.7. Evidences
  Please provide evidences, if any
- 1.8. Monitoring and evaluation system for disability inclusion policy
  
  1. No existing system for monitoring and evaluating disability and social inclusion policy2. There is an existing system for monitoring and evaluating disability and social inclusion policy but it is not implemented3. There is an existing system for monitoring and evaluating disability and social inclusion policy outputs4. There is an existing system for monitoring and evaluating disability and social inclusion policy impact and outcomes
- 1.8. Evidences
  Please provide evidences, if any
- 1.9. Prevention of Gender-Based Violence and Discrimination
  
  1. No existing office policy or procedure on gender-based harassment and discrimination prevention2. There is a written office policy or procedure on gender-based harassment and discrimination prevention3. There is a written office policy and procedure on gender-based harassment and discrimination prevention with some implementation4. There is a written office policy and procedure on gender-based harassment and discrimination prevention with full implementation
- 1.9. Evidences
  Please provide evidences, if any
- 1.10. Flexible work arrangements policy to support staff with family or caring responsibilities
  
  1. No existing office policy or procedure to support staff with family or caring responsibilities2. There is a written office policy or procedure to support staff with family or caring responsibilities3. There is a written office policy and procedure to support staff with family or caring responsibilities with some implementation4. There is a written office policy or procedure to support staff with family or caring responsibilities with full implementation
- 1.10. Evidences
  Please provide evidences, if any
- 1.11. Provision of Day-Care Services for Employees’ Children Under 5 Years Old
  
  1. No existing office policy or procedure on provision of day-care services2. There is a written office policy or procedure on provision of day-care services3. There is a written office policy and procedure on provision of day-care services with some implementation4. There is a written office policy or procedure on provision of day-care services with full implementation
- 1.11. Evidences
  Please provide evidences, if any
- 1.12. Provision of Breastfeeding Stations for Lactating Mothers
  
  1. No existing office policy or procedure on workplace breastfeeding2. There is a written office policy on workplace breastfeeding but no breastfeeding stations available3. There is a written office police on workplace breastfeeding and breastfeeding are stations available that follow the minimum requirements of the Expanded Breastfeeding Promotion Act of 20094. There is a written office policy on workplace breastfeeding and the organization or agency is certified by the Department of Health as a working mother-baby friendly facility
- 1.12. Evidences
  Please provide evidences, if any
- 1.13. Respecting Religious Diversity in the Workplace
  
  1. No existing office policy on respecting religious diversity in the workplace2. There is a written office policy on respecting religious diversity but no prayer rooms available for employees to exercise faith3. There is a written office policy on respecting religious diversity with provision for prayer rooms for employees to exercise faith4. There is a written office policy on respecting religious diversity with provision for prayer rooms for employees to exercise faith, including guidelines for protecting against religious discrimination and vilification
- 1.13. Evidences
  Please provide evidences, if any
- Domain 2. Developing and Implementing GEDSI Plan
  
  This dimension assesses the level of capacity in developing and implementing gender equality, disability, and social inclusion (GEDSI) plans
- 2.1. Conduct of program and project needs assessments of marginalised groups
  
  1. No such assessments conducted2. Some assessments conducted but incomplete or unreliable for planning3. Complete assessments conducted with limited use for planning4. Complete assessments available addressing the needs of all marginalized populations and are actively being used for planning
- 2.1. Evidences
  Please provide evidences, if any
- 2.2. Gender and development plan and program
  
  1. No existing gender and development plan and program and no budget in place2. There is a gender and development plan and program with budget utilization at less than 30% of total budget allocation3. There is a gender and development plan and program with budget utilization from 30%-70% of total budget allocation4. There is a gender and development plan and program with 100% utilization of total budget allocation
- 2.2. Evidences
  Please provide evidences, if any
- 2.3. Disability and social inclusion plan and program
  
  1. No existing disability and social inclusion plan and program and no budget in place2. There is a disability and social inclusion plan and program with budget utilization at less than 30% of total budget allocation3. There is a disability and social inclusion plan and program with budget utilization from 30%-70% of total budget allocation4. There is a disability and social inclusion plan and program with 100% utilization of total budget allocation
- 2.3. Evidences
  Please provide evidences, if any
- 2.4. Monitoring and evaluation system for gender and development plan and program
  
  1. No existing system for monitoring and evaluating gender and development plan and program2. There is an incomplete system for monitoring and evaluating gender and development plan and program3. There is an existing system for monitoring and evaluating gender and development plan and program outputs4. There is an existing system for monitoring and evaluating gender and development plan and program impact and outcomes
- 2.4. Evidences
  Please provide evidences, if any
- 2.5 Monitoring and evaluation system for disability inclusion plan and program
  
  1. No existing system for monitoring and evaluating disability and social inclusion plan and program2. There is an incomplete system for monitoring and evaluating disability and social inclusion plan and program3. There is an existing system for monitoring and evaluating disability and social inclusion plan and program outputs4. There is an existing system for monitoring and evaluating disability and social inclusion plan and program impact and outcomes
- 2.5. Evidences
  Please provide evidences, if any
- Domain 3. Leadership
  
  This dimension assesses the level of capacity to create and nurture an organisational culture and environment to support GEDSI mainstreaming activities
- 3.1. Organizational values for gender equality, disability, and cultural sensitivity
  
  1. The organization has no values statement to guide its work culture2. Some elements of gender equality, disability inclusion, and cultural sensitivity are found in the organization's values statement3. All elements of gender equality, disability inclusion, and cultural sensitivity are found in the organization's values statement4. Gender equality, disability inclusion, and cultural sensitivity are core values that are practiced in the organization's ethos and operations
- 3.1. Evidences
  Please provide evidences, if any
- 3.2. Inclusive and participatory governance on gender equality, disability, and social inclusion
  
  1. No mechanisms exist for consultation with staff on gender equality, disability, and social inclusion issues2. Mechanisms exist for consulting staff on gender equality, disability, and social inclusion issues but no consultations take place3. Staff consultations ongoing on gender equality, disability, and social inclusion with some action being taken to address issues raised4. There is regular consultation with staff on gender equality, disability, and social inclusion and issues raised are being addressed and followed-up
- 3.2. Evidences
  Please provide evidences, if any
- 3.3. Compassionate leadership during crisis
  
  1. No mechanisms exist for consultation on needs for support during crisis, including relational needs (needs for connection and belonging), mental health needs (needs for psychological resilience), physical needs (needs to feel secure and safe)2. Mechanisms exist for consulting staff on needs for support, including relational needs (needs for connection and belonging), mental health needs (needs for psychological resilience), physical needs (needs to feel secure and safe), but no consultations take place3. Mechanisms exist and staff consultations ongoing on needs for support during crisis, including relational needs (needs for connection and belonging), mental health needs (needs for psychological resilience), physical needs (needs to feel secure and safe), with some action being taken to address issues raised4. Mechanisms exist and there is regular consultation with staff on needs for support during crisis, including relational needs (needs for connection and belonging), mental health needs (needs for psychological resilience), physical needs (needs to feel secure and safe), and issues raised are being addressed and followed-up
- 3.3. Evidences
  Please provide evidences, if any
- 3.4. Inclusive and accessible workplace
  
  1. Workplace premises have not been checked for accessibility and there are no plans to make premises accessible for pregnant women, older people, children, people with disability, and all those who have difficulty with moving around because of physical limitations2. Workplace premises have been checked on accessibility but changes made are not fully compliant with all provisions of the Accessibility Law3. Workplace premises are fully compliant with all provisions of the Accessibility Law4. Workplace premises are designed for all, following universal design principles and ISO Standards on Accessibility
- 3.4. Evidences
  Please provide evidences, if any
- Domain 4. Human Resources Management and Development
  
  This dimension assesses the capacity to harness and focus human resources to support GEDSI mainstreaming
- 4.1. Commitment to gender equality - training and development
  
  1. There is no existing staff training and development program on gender mainstreaming2. There is a staff training and development program on gender mainstreaming but limited to GAD awareness and sensitivity3. There is a staff training and development program on gender mainstreaming covering GAD analysis and GAD planning4. There is a staff training and development program on gender mainstreaming with full implementation
- 4.1. Evidences
  Please provide evidences, if any
- 4.2. Commitment to disability and social inclusion - training and development
  
  1. There is no existing staff training and development program on disability and social inclusion2. There is a staff training and development program on disability and social inclusion but limited to disability and social inclusion awareness and sensitivity3. There is a staff training and development program on disability and social inclusion covering disability and social inclusion analysis and planning4. There is a staff training and development program on disability and social inclusion with full implementation including opportunities for social learning and workplace learning
- 4.2. Evidences
  Please provide evidences, if any
- 4.3. Commitment to cultural sensitivity - training and development
  
  1. There is no existing staff training and development program on cultural sensitivity2. There is a staff training and development program on cultural sensitivity but limited to awareness raising3. There is a staff training and development program on cultural sensitivity covering analysis and planning4. There is a staff training and development program on cultural sensitivity with full implementation including opportunities for social learning and workplace learning (iv)
- 4.3. Evidences
  Please provide evidences, if any
- 4.4. Inclusive and accessible recruitment, selection and placement system
  
  1. No existing plan or procedure to actively encourage job applications from women, Indigenous Peoples, people with disability, and people of diverse religions2. There is a plan or procedure to actively encourage job applications from women, Indigenous Peoples, people with disability, and people of diverse religions but is not implemented3. There is a plan and procedure to actively encourage job applications from women, Indigenous Peoples, people with disability, and people of diverse religions but some advertisements and interviews are not gender responsive, inclusive, and accessible4. There is a written policy, plan and procedure to actively encourage job applications from women, Indigenous Peoples, people with disability, and people of diverse religions with all advertisements and interviews gender responsive, inclusive, and accessible
- 4.4. Evidences
  Please provide evidences, if any
- 4.5. Workplace adjustments and reasonable accommodation for people with disability
  
  1. No existing policy or procedure for workplace adjustments to enable equal access and inclusion of people with disability at all stages during their employment2. There is a written policy or procedure for workplace adjustments to enable equal access and inclusion of people with disability at all stages during their employment but not implemented3. There is a written policy and procedure for workplace adjustments to enable equal access and inclusion of people with disability at all stages during their employment with some implementation4. There is a written policy and procedure for workplace adjustments to enable equal access and inclusion of people with disability at all stages during their employment with full implementation
- 4.5. Evidences
  Please provide evidences, if any
- 4.6. Supporting mental health and wellbeing during crisis
  
  1. There is no existing policy on supporting mental health and wellbeing2. There is a written policy on supporting mental health and wellbeing during crisis but not implemented3. There is a written policy on supporting mental health and wellbeing during crisis with some implementation4. There is a written policy on supporting mental health and wellbeing during crisis with full implementation
- 4.6. Evidences
  Please provide evidences, if any
- 4.7. Ensuring workplace prevention and control of communicable diseases
  
  1. There is no existing policy on workplace prevention and control of communicable diseases2. There is a written policy on workplace prevention and control of communicable diseases3. There is a written policy on workplace prevention and control of communicable diseases with some implementation4. There is a written policy on workplace prevention and control with full implementation
- 4.7. Evidences
  Please provide evidences, if any
- 4.8. Disability inclusive workforce
  
  1. No person with disability has been recruited or hired in the organization2. There are persons with disability hired as contractual but no person with disability occupies a plantilla position3. Less than 1% of all plantilla positions are occupied by persons with disability in middle management and technical positions in the organization4. There are 1% or more plantilla positions occupied by persons with disability in third level positions in the organization
- 4.8. Evidences
  Please provide evidences, if any
- 4.9. Gender equal decision makers
  
  1. No woman assumes a critical role and authority in the organization2. Women occupy less than 50% of the third level, middle management and technical positions in the organisation3. Women occupy less than 50% of the third level positions, but comprise 50% or more of the middle management and technical positions in the organisation4. Women occupy 50% or more of the third level positions in the organisation
- 4.9. Evidences
  Please provide evidences, if any
- 4.10. Commitment to inclusion - retention
  
  1. There is no existing inclusive policy on staff retention2. There is a written inclusive policy on staff retention3. There is a written inclusive policy and programs on staff retention4. There is a written inclusive policy and employee engagement programs on staff retention
- 4.10. Evidences
  Please provide evidences, if any
- 4.11. Inclusive performance management system
  
  1. There is no existing inclusive policy or procedure on staff performance management2. There is a written inclusive policy or procedure on staff performance management but is not implemented3. There is a written inclusive policy and procedure on staff performance management with some implementation4. There is a written inclusive policy and procedure on staff performance management with full implementation
- 4.11. Evidences
  Please provide evidences, if any
- 4.12. Commitment to inclusion - rewards and recognition
  
  1. There is no inclusive policy or procedure on rewards and recognition2. There is a written inclusive policy or procedure on rewards and recognition3. There is a written inclusive policy and procedure on rewards and recognition with some implementation4. There is a written inclusive policy and procedure on rewards and recognition with full implementation
- 4.12. Evidences
  Please provide evidences, if any
- 4.13. Inclusive career planning
  
  1. There is no policy or procedure on inclusive career planning2. There is a written policy or procedure on inclusive career planning3. There is a written policy and procedure on inclusive career planning with some implementation4. There is a written policy and procedure on inclusive career planning with full implementation
- 4.13. Evidences
  Please provide evidences, if any
- 4.14. Inclusive onboarding program
  
  1. There is no policy or procedure on inclusive onboarding2. There is a written policy or procedure on inclusive onboarding3. There is a written policy and procedure on inclusive onboarding with some implementation4. There is a written inclusive policy and procedure on inclusive onboarding with full implementation
- 4.14. Evidences
  Please provide evidences, if any
- Domain 5. Stakeholder Relations
  
  This dimension assesses the capacity to establish, strengthen, and mobilize external stakeholder support for GEDSI mainstreaming
- 5.1. Partnerships with other government agencies for GEDSI mainstreaming
  
  1. No partnerships exist with other government agencies and GEDSI external stakeholders and no plans to consult them2. There are no existing partnerships with other government agencies and GEDSI external stakeholders but individual representatives are consulted from time to time3. There are informal partnerships with other government agencies and GEDSI external stakeholders with mechanisms for regular consultation4. There are existing formal partnerships with other government agencies and GEDSI stakeholders with mechanisms for regular consultation
- 5.1. Evidences
  Please provide evidences, if any
- 5.2. Partnerships with GEDSI external stakeholders for GEDSI mainstreaming
  
  1. No partnerships exist with GEDSI external stakeholders and no plans to consult them2. There are no existing partnerships with GEDSI external stakeholders but individual representatives are consulted from time to time3. There are informal partnerships with GEDSI external stakeholders with mechanisms for regular consultation4. There are existing formal partnerships with GEDSI stakeholders with mechanisms for regular consultation
- 5.2. Evidences
  Please provide evidences, if any
- 5.3. Disability-inclusive procurement
  
  1. No existing written policy to consider disabled peoples organizations or cooperatives of people with disability in procurement or purchasing2. There is a written policy to consider disabled peoples organizations or cooperatives of people with disability in procurement or purchasing but not implemented3. There is a written policy to consider disabled peoples organizations or cooperatives of people with disability in procurement or purchasing with implementation at less than 10% of total procurement or purchase4. There is a written policy to consider disabled peoples organizations or cooperatives of people with disability in procurement or purchasing with implementation at 10% or more of total procurement or purchase
- 5.3. Evidences
  Please provide evidences, if any
- By submitting this form, you are indicating that you have read and agreed to the Informed Consent clause of the survey above.
- Would you like to finalise and submit this survey?
  
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INTRODUCTION

USER GUIDELINES - CAPACITY SCORECARD

USER GUIDELINES - COMPETENCY SCORECARD

1. GEDSI Concepts, Laws, and Policies

2. Developing and Implementing GEDSI Policy

3. Developing and Implementing GEDSI Plans

4. Leadership

5. Human Resources Management and Development

DOMAIN 1 - GEDSI LAWS AND POLICIES

DOMAIN 2 - DEVELOPING AND IMPLEMENTING GEDSI POLICY

DOMAIN 3 - DEVELOPING AND IMPLEMENTING GEDSI PLANS

DOMAIN 4 - LEADERSHIP

DOMAIN 5 - HUMAN RESOURCES MANAGEMENT AND DEVELOPMENT

Domain 1. Developing and Implementing GEDSI Policy

Domain 2. Developing and Implementing GEDSI Plan

Domain 3. Leadership

Domain 4. Human Resources Management and Development

Domain 5. Stakeholder Relations