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PARTNERS FOUNDATION FOR LOCAL DEVELOPMENT - FPDL

PART 2: ANNUAL REPORT 2006

2006 SUMMARY OF ACTIVITIES

2006 INTERNATIONAL PROGRAMS o REGIONAL PROGRAM “WORKING TOGETHER” o OTHER INTERNATIONAL PROGRAMS

2006 NATIONAL PROGRAMS

2006 FINANCIAL STATEMENT

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2006 SUMMARY OF ACTIVITIES

2006 Learning events 2006 Training of Trainers 2006 Training events

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2006 Learning events 2006 was a successful year involving intensive work of our full-time trainers and facilitators as well as of our part-time collaborators. In 2006, we succeed to initiate and conduct 66 National and International learning events, Training of Trainers, Training Programs and Workshops/Facilitated Meetings – involving a total of 1831 participants during 226 days. 18 non-governmental organization for diagnosis on organizational development, and 8 rural and urban communities.

2006 Learning Events

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18

International level National Level

2006 Number of Participants

1831

426

International Level National Level

2006 Number of days

12888

International Level National Level

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2006 Training of Trainers Our trainers prepared and conducted 10 TOTs, in which 177 participants were trained as trainers/facilitators, during 57 training days. 9 International TOTs were conducted for 150 participants 1 National TOT was conducted for 27 Romanian participants

2006 Number of participants in TOTs

27

150

International TOTs National TOTs

2006 TOTs Number of days 6

51International TOTs National TOTs

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2006 Training events FPDL trainers designed and conducted 56 training events (training programs, workshops and facilitated meetings and study tours) involving 13262 participants, representatives of NGOs, and public institutions from Romania as well as other countries from the region, during 169 training days. These training events were organized in English and Romanian, for foreign audience, as well as for participants from Romania, as follows:

2006 Number of Trainings

9

International Trainings National Trainings

2006 Number of Participants

1378

276

International Trainings National Trainings

2006 Number of Days

122

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International Trainings National Trainings

47

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2006 INTERNATIONAL PROGRAMS REGIONAL PROGRAM “WORKING TOGETHER” • Organizational TOT- OD TOT, Druskininkai, Lithuania • Advanced Training of Trainers- ATOT Workshop 1 • Building Capacity For Transparent Cities: the Manual “Restore The Health Of

Your Organization- A Practical Guide To Curing And Preventing Corruption In Local Governments And Communities”

• Dissemination of the Manual “Restore The Health Of Your Organization” in Romania and Awareness Raising Workshop for Local Officials

• 9th Annual Trainers Meeting

OTHER INTERNATIONAL PROGRAMS • Managing Multiethnic Communities LGI Program - MMC on Diversity

Management • Training Capacity Building on Local Self Government in Macedonia • Un Habitat Program in Serbia -Settlements & Integration of Refugees-SIRP • Training Programs and Technical Assistance for NGOs from Moldova • Better Opportunities for Youth & Women -Organizational Evaluation in

Moldova

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REGIONAL PROGRAM “WORKING TOGETHER” The Regional Program “Working Together” is a Capacity Building Program initiated and conducted by FPDL since 1998, supported by Local Government Initiative of the Open Society Institute - LGI/OSI, Partners for Democratic Change – USA, US Department of State – USAID, Netherlands Government, and USAID. The Regional Program 2006 Activity continues the effort of the previous years, following the same main strategic directions that ensure building the regional network of training organizations and having the multiplying effect at national level:

(a) Training the trainers through “working together” programs, which success is determined by clear criteria of selection, efficient training methodologies, user-friendly training materials, professional senior trainers and logistical organization, opportunities for experience exchange.

(b) Providing support for national programs development, through small grants for training programs and materials translation and adaptation, consulting and mentoring, information dissemination and ideas exchange, opportunities to develop common projects

The 2006 Regional Program Capacity Building activities included:

• Organizational TOT, Druskininkai, Lithuania, May 2006 • Advanced Training of Trainers, Workshop 1, December 2006 • Finalize and print the Manual “Restore the Health of Your Organization- A practical guide

to curing and preventing corruption in local governments and communities” • Translation and dissemination of the Manual in Romania: Awareness Raising Workshop,

October 2006 • 9thth Annual Trainers Meeting, March 2006

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ORGANIZATIONAL DEVELOPMENT TOT- OD TOT Date and venue: May 15 - 26, 2006,Druskininkai, Lithuania

Organizers Based on the decision to organize the TOT in Lithuania, FPDL signed an agreement with School of Democracy and Administration- VDM from Lithuania, where the trainers and manual author, Artashes Gazaryan, are living. The Lithuanian organizer Jurgita Kersyte Gazaryan, Director was responsible for the logistical arrangements, invitations and visas, and Ana Vasilache and Nicole Rata from FPDL managed the dissemination and selection process, as well as the correspondence with participants. Participants 16 participants from 15 countries, from the total of 18 selected, attended the TOT, due to unexpected events in the last moment and visa problems. Their selection was based on the following criteria: • Experience in training • Experience in working with or for local governments • Having a potential client, local government willing to accept an intervention for

Organizational Development after the TOT • Working for or with a training organization that has the potential to disseminate the

acquired knowledge and skills in their respective countries • Good English Language skills • Gender and countries balance Trainers Dr. Artashes Gazaryan, and Jurgita Kersyte, School of Democracy and Administration TOT Objectives The ODTOT had as main objective to improve trainers’ knowledge and skills in the field of organizational development, and at the same time to field-test the Training Manual developed by the Artashes Gazaryan on Organizational Development. FPDL intends to use this Manual as a complement for the Manual on curing and preventing corruption: when public organizations become more effective, they are at the same time less corrupt, and vice versa, when public organizations become less corrupt they are also more effective. Training Manuals The manual developed by Artashes Gazarian, includes the following main concepts: • Organizations as Living Organisms • Understanding Basic Forms of Organizational Behavior • Mission of Management and Managerial Capacity Concept • Informational Processes in Organizations • Co-operation and Synergy • Organizational Structures and Procedures. Re-engineering • Team Work and Empowerment. Leader’s New Role • Customer Service and Quality Assurance – TQM • Implementing Organizational Learning • Organizational Assessment and Problems Diagnosis • Strategic Management of Organizational Changes • Training for Organizational Development

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Description The TOT program followed the Training Manual structure, and focused on understanding the main concepts and practice some of the exercises. At the end of the TOT participants were asked to design a training program for the specific local government organization they identified and contacted before attending.

Program evaluation The program was well received by participants. They appreciated especially the trainers, Artashes strong personality and his great experience, the systematic and innovative approach to Organizational Development and the good quality of all training materials. Their recommendations were related to the huge amount of information delivered in one bloc, proposing more interaction and exercises. The participants rated with high marks - 4.62 their overall satisfaction with the program, the trainers, the usefulness of the training materials and their intent to use the materials, as well as the logic of the program. High marks were received by organizers (5.00) and by the quality of learning environment and trainers’ level of knowledge (4.81) ADVANCED TRAINING OF TRAINERS, WORKSHOP #1

Date and venue: Sinaia, Romania, December 5-10, 2006 Organizers and Trainers: Ana Vasilache and Nicole Rata Objectives: • To deepen participants understanding on the:

o Training Cycle stages, from contracting with the client to the evaluation of the training impact

o Training Impact Evaluation levels and activities carried on in the different stages of the Training Cycle

• To increase participants knowledge and skills in: o Using Training Needs Assessments methods: interviews, questionnaires, observation

and documents research o Writing performance based training objectives based on the assessment findings o Contracting with the Client during the initial meeting

• To elaborate Action Plans to be implement till ATOT # 2, in order to: o Identify the Local Government (Client Organization) o Contract with Client Organization o Carry on the Training Needs Assessment in the Client Organization

Participants: 26 participants, representing team of 2-3 trainers from 12 countries Description: The Advanced Training of Trainers – ATOT Program has four phases that require from trainer/participants to be involved in two ATOT programs organized in Romania, and in applied learning events, in-between and after the two ATOT programs, in home-country during 2007. Workshop #1 focused on the following topics: • Approach in training interventions, • Writing performance based training objectives • The four level for Training Impact evaluation • Overcoming obstacles in learning transfer

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• Methods of scanning work environment: conducting interviews, design and using questionnaires, data analysis,

• Meeting with the client and agreement

At the end of the Workshop, participants agreed on the TNA report structure and developed action plans for performing Training Needs Assessment. The 2nd TOT is planned for April 2007. Training Materials: The following UN HABITAT manuals were used in this ATOT: • Training Impact Evaluation • Performance Based Training Needs Assessment

FPDL trainers prepared and distributed other handouts to support the learning transfer.

TOT evaluation: Participants highly appreciated the senior trainers experience and skills, the knowledge on the topics (4.88), and they were satisfied with the training program and process design (4.56). Here after are some of their comments written in the final evaluation form: “This is a training program that is sharpening skills of the trainers and aiming real improvement in Local Government work, promoting real values of the education itself”; “It was a very efficient training program, a lot of info, knowledge and skills transferred, but easy to digest, and again, very useful to my work. Congratulations!” BUILDING CAPACITY FOR TRANSPARENT CITIES The Training Manual main goal was to build the capacity of Trainers and Training organizations from CEE/SEE countries to work with local governments officials, to help them initiate participatory processes in their organizations in order to: (a) Diagnose the points in the system, which breed corruption (b) Elaborate and implement strategies and action plans to cure and prevent corruption, and at

the same time, improve public administration transparency, effectiveness and efficiency.

Curing and preventing corruption through a Strategic approach involves focusing on corrupt systems and not (just) on corrupt individuals, attacking the most dangerous forms of Corruption, having short, medium and long term objectives.

The main assumptions underlying the elaboration and use of this manual were that: o Political will exists in order to name the organization illness and start the curing process o The initiative starts from inside the local government, although outsiders are welcome o Curing and preventing coruption is a participatory problem-solving process: employers are

key partners in the diagnosis stage, as well as in the solutions identification o The process is a rational one, relaying on behavioral science of interventions in

organizations

The training manual “Restore the health of your organization – A practical Guide to curing and preventing corruption” was developed, based on the book “Corrupt Cities – a practical guide to cure and prevention” having as authors Robert Klitgaard, Ronald MacLean Abaroa and H. Lindsey Parris (WBI and Institute for Contemporary Studies, Oakland, California printed the book in 2000) and other relevant materials elaborated by Transparency International, UN HABITAT and others.

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FPDL received the right for translation and printing in Romania of the “Corrupt Cities” book and the Romanian version was launched in March 26, 2006, having as guest one of the authors, Ronald MacLean Abaroa, former mayor of La Paz and currently Lead Public Sector Management Specialist at World Bank Institute in Washington. The manual, has two volumes: o Volume 1, Concepts and Strategies, developed by Fred Fisher o Volume 2: Process Facilitation Tools, Developed by Ana Vasilache and Nicole Rata

The manual has the following structure: Volume 1: Concepts and Strategies

o Corruption IQ Quiz o Part One: The parable of Shakedown City: Starting a Dialogue about Corruption o Part Two: Learning the Basics

o Part Three: Putting the Basics to Work Volume 2: Process Facilitation Tools The Manual proposes different the tools to be used in each of the stages and the steps of the change process. Facilitators can chose among these tools the ones appropriate with the process they have designed for the respective local government. Facilitators are encouraged also to adapt these tools, if needed, to their specific situation.

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After the Experts’ meeting organized by FPDL to present and discuss the first draft of the manual in October 2005, in Iceland, Reykjavik, UN HABITAT signed an agreement with FPDL to provide funds for manual layout and printing. FPDL coordinated these works and printed 1000 copies, 200 for FPDL and 800 to be distributed through UN HABITAT channels all over the world. The intention is that trainers and facilitators, as well as local leaders, will work in their respective countries, as facilitators of the planed change processes aimed at curing and preventing corruption at local governments’ level. FPDL plan to develop new project proposals presented for the consideration of different funding agencies to disseminate the approach and initiate pilot processes in Romania (such as UK Government Global Opportunities Fund) or in other CEE countries (i.e. in collaboration with Foundation Open Society Institute, Macedonia) DISSEMINATION OF THE MANUAL IN ROMANIA AND AWARENESS RAISING WORKSHOP During the process of the manual „Restore the Health of Your Irganization- A practical Guie to curing and preventig corruption” elaboration, FPDL performed various activities to disseminate its concepts and to increase Romanian Local Governments awareness about possible benefits of initiating such processes in local governments. PRESENTATION FOR ROMANIAN FEDERATION OF MUNICIPALITIES (RFM) EXECUTIVE COMMITTEEE

Date and venue: March 23, 2006, Oradea Participants: RFM Executive Committee, formed by 20 mayors of large Romanian cities Description: Nicole Rata, FPDL Deputy Director, presentated the Romanian version of the book Corrupt Cities and the manual Restore the Health of Your Organization content, and launched FPDL initiative to organize an awareness raising workshop to be attended by mayors and vice-mayors. The audience received very well this initiative, the President of the Association, the Mayor of Bucharest, expressing his interest to host and initiate the process in Bucharest Sectors’ City Halls TRANSLATION AND PRINTING INTO ROMANIAN OF THE MANUAL

FPDL, through Ana Vasilache and Nicole Rata, coordinated the translation and printing of 200 copies of Romanian version of the manual. The translation was elaborated by Andreea Buzek, FPDL volunteer and program assistant.

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AWARENESS RAISING WORKSHOP

Date and venue: October 26-28, 2006, Romania, Sinaia, Hotel Economat Objectives: The Workshop had the following objectives:

• To improve participants knowledge on the strategic approach to diagnose, treat and prevent corruption in organizations

• To exchange experience with Ronald MacLean Abaroa, former Mayor of La Paz, Bolivia • To elaborate Action Plans in order to start the change process in their organizations

Participants: A total of 16 participants from Romania and Moldava attended the Workshop – mayors, public managers, private sector and UNDP Moldova representatives, 11 participants from Romania and 5 from Moldova Trainers, facilitators and organizers: The Workshop was designed and facilitated by FPDL Trainers, Ana Vasilache and Nicole Rata. A crucial role had Ronald MacLean Abaroa, who presented his own experience, synthesized in La Paz Case study elaborated by Harvard Kennedy School of Government Case Program. Andrea Buzec was FPDL Program assistant and translator. Carmen Marin, FPDL financial officer provided support for workshop organization. Description: The Workshop started in the afternoon of October 26, 2006 at 16.30 hours, with a brief presentation of Ana Vasilache, FPDL Executive Director, on the Workshop context, founders, history of collaboration with Ronald MacLean Abaroa/WBI, process of the manual development and the presentation of Ronald MacLean Abaroa and FPDL team.

Ronald MacLean Abaroa presented the first part of La Paz Case Study: the existing situation in Bolivia and in La Paz City Hall, when in 1985, he was the first democratically elected mayor of the last four decades. After presentation, participants were organized in four groups, and have work to answer the following question: What would you do if you were in this mayor position? Because the case study had already structured the existing situation description on the city hall key operational areas, participants were asked to develop their ideas using this structure: public works, taxes and revenues, permits and licenses, public procurement and personnel. Participants presentations were followed by Ronald MacLean Abaroa second presentation about what the mayor did in La Paz, in order to make the city hall get out of the deep crisis and function in a more effective and efficient way: how he and his team, diagnosed, treated and developed systems to prevent the illness of the organization that crippled its functioning, the corruption.

After working on the case study, FPDL trainers presented the manual main assumptions, concepts and structure. Two exercises, from Volume 2 - Process facilitation tools, were adapted for the use in this workshop, and represented the first filed test of the manual with real participants. As the exercise results, the first three activities, most vulnerable to corruption have been identified as being:

• Issuing of Building Permits • Public Procurement • Cadaster (registration of properties)

Participants have work in groups to analyze and diagnose corruption and develop solution to cure and prevent corruption.

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Training materials: FPDL provided to each participant the Romanian translation of the following training materials:

• The book “Corrupt Cities – a practical guide to cure and prevent corruption” by Robert Klitgaard, Ronald MacLean Abaroa and Lindsey Parris

• The manual “Restore the Health of Your Organization – a Practical Guide to curing and Preventing Corruption in Local Governments and Communities” by Fred Fisher, Ana Vasilache and Nicole Rata

• The Harvard Kennedy School of Government “La Paz” Case Studies, purchased by FPDL together with the translation rights

• Handouts with Ronald MacLean Abaroa power points presentations

Evaluation: Before using WB Evaluation form that has only closed ended questions, participants evaluated what they learned by answering in plenary two open ended questions. Here after their answers: What do you appreciate in this approach of treating and preventing corruption?

• Changing the systems starting from the interior of the organization • Changing systems not only people • The approach is based on elaborating a long term strategy, which at the same time, includes mechanisms of corrupt behaviors prevention, having as impact general and sustainable community development • I very much appreciate the experience of Ronald MacLean Abaroa in fighting corruption • The non-administrative character of this approach • Realistic theoretical approach, realistic approach, pragmatic approach, practical approach in establishing the activities to combat corruption, the realism of the approach – combining theoretical models with practical models – good and bad practices • I appreciate the practical side of the approach and the openness of participants in recognizing the existence of corruption • I appreciate participants wish to lower the negative effects of corruption • The possibilities to develop therapies to treat corruption in the local government and its departments, with direct impact on the mayor’s image • The focused way of addressing the problem, The direct and honest approach • The clarity of theoretical concepts • I appreciate the complexity of the approach toward corruption in organizations, not only

using the legal or morale point of views, but also the organizational structure one What obstacles do you foresee in applying this approach of treating and preventing corruption in local governments?

• The legislation and the mentality, the national legislation (3 persons) • Lack of coordination among different laws, lack of certain legal rules • The attitude “We do not have corruption” • Being isolated and resistant to change • Lack of well established values • The poor quality of life • Romanian mentality, not all that we commit to do, we really do • The huge difference between theory and practice (in all fields) • The topic is not considered enough urgent by the organization • The time needed to have a process of lowering corruption • Lack of real local autonomy • Lack of material incentives for civil servants, very low salaries of civil servants • Even if we have a specific anti-corruption legislation, we do not “catch” the cashier • Even if we would have catch him, he would not be “fried” and condemned

The WB Standard Evaluation Forms were completed by a total of 18 persons, 14 participants and 4 trainers/facilitators/organizers. The synthesis of evaluations shows that participants highly appreciated

• The workshop relevance for their job responsibilities, • The measure in which they received new and useful information, • The way workshop was designed to focus on the main topics and to achieve its

objectives, • The general workshop usefulness.

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9TH ANNUAL TRAINERS MEETING, MARCH 2005

Date and venue: March 25-26, 2005 Bucuresti, Crowne Plaza Organizers: FPDL, through Ana Vasilache, Carmen Marasescu, Nicole Rata Participants: 41 participants from 16 countries representing members of the Regional Program network and other organizations interested in the Regional Program activities: • Training and Education organizations (NGOs and Universities) • Public Institutions (Ministry of Interior and Administration – General Division for

Anticorruption, Government General Secretariat) • Funding Agencies, International and Professional Organizations. (LGI/OSI, UN Habitat,

IDIOM, IREX, GTZ, ALDA, Soros Foundations, UNDP Romania) Objectives The 9th Annual Trainers Meeting had the following objectives: • Present the manual “Restore the Health of Your Organization – a Practical Guide to Curing

and Preventing Corruption in Local Governments and Communities” • Discuss about the manual use in different countries: constraints and opportunities • Build partnerships among participants organizations and countries • Launch the Romanian version of the book „Corrupt Cities – a Practical Guide to Cure and

Prevention” Meeting Description Saturday, March 25, the opening dinner was organized at Hotel Crowne Plaza. The Romanian version of the book “Corrupt Cities” was launched in the presence of one of its authors, Ronald MacLean Abaroa, Trainers from 16 countries and other Romanian guests (Soknan Han Jung, UNDP Country resident and UN Ambassador in Romania, Anca Harasim, American Chamber of Commerce Director and president of FPDL Board of Directors, and Romanian NGOs.

Sunday, during the morning session, after presenting the FPDL Manual approach and proposed process stages, working groups were organize to discuss and identify obstacles and solutions for facilitators when initiating and conducting the proposed process for a selected local government in their country. The book author contributed to the list of obstacles and solutions based on his experience. During afternoon session participants were encouraged to build partnerships among themselves, through a 3-step process: • Identify countries/organizations with which they would like and is possible to collaborate • Clarify the common project objectives through approaching or being approached by the partners organization • Discuss and report in plenary about common project ideas Meeting evaluation The Regional Program Network 9th Meeting proved to be an effective way to: • Disseminate the new approach in addressing corruption, at organizations level, presented

in the book Corrupt Cities, and in the FPDL the manual based on this book • Discuss its possible use in the different countries from the region • Identify opportunities of collaboration among Network members • Strengthen the human relations among Network members As always participants enjoyed meeting old friends, making new ones, exchanging and developing new ideas for common projects. Through the Evaluation, FPDL collected also participants’ opinions on the further support they expect from the Regional Program “Working Together”, as well as on the next year meeting main focus.

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OTHER INTERNATIONAL PROGRAMS • LGI MMC PROGRAM ON DIVERSITY MANAGEMENT

o Introduction to Diversity Management Training of Trainers, Kyrgyzstan, January 2006 o Managing Ethnic Diversity Training Jamboree, Budapest, February 2006 o Diversity Management Training, Kyrgyzstan, April 2006 o Diversity Management Training, Budapest, June 2006 o Public Management and Ethnic Diversity T4T for UNDP August 2006 o Public Management and Ethnic Diversity, T4T for Soros Kyrgystan EDP, August 2006

• TRAINING CAPACITY BUILDING ON LOCAL SELF GOVERNMENT IN MACEDONIA o Advanced TOT Workshop 1, Skopje, Macedonia, February 2006 o Advanced TOT Workshop 2, Skopje, Macedonia, June, 2006 o Observing Trainers Performances, Kicevo, Skopje, Ohrid, September 2006

• SETTLEMENTS & INTEGRATION OF REFUGEES - SIRP UN-HABITAT PROGRAM IN SERBIA o Consolidate and Develop the Team of SIRP Trainers, July, 2006 o Developing a series of brochures for UN HABITAT SIRP Program

• TRAINING PROGRAMS AND TECHNICAL ASSISTANCE FOR NGOs FROM MOLDOVA o Training on Project Monitoring and Evaluation, December 2006 o Study visit on Local Economic Development, December 2006

• BETTER OPPORTUNITIES FOR YOUTH & WOMEN -ORGANIZATIONAL EVALUATION IN MOLDOVA

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LGI MMC PROGRAMS ON DIVERSITY MANAGEMENT

FPDL, participated in designing and conducting a series of training of trainers and training events invited by LGI Program Managing Multiethnic Communities (MMC) in the following events:

INTRODUCTION TO DIVERSITY MANAGEMENT TRAINING OF TRAINERS Date and venue: January 17-23, 2006, Biskek, Kyrgyzstan, Trainers: Zsuzsa Katona, Managing Multiethnic Communities Program and Ana Vasilache, FPDL Participants 20 participants, community leaders, educators, public officials, and experts from across Kyrgyzstan TOT Overall goal: To build the capacity of ethnic diversity specialists to deliver adult learning based introductory workshops on diversity management to policy makers in Kyrgyzstan Specific objectives: • Deepening participants understanding and increasing knowledge on the concepts diversity,

ethnicity and identity and how policy makers impact them through their personal behavior and exercise of power

• Increasing participants awareness and knowledge on the need for diversity management in diverse communities and on modes of diversity management (diversity policies, power sharing or decentralization,)

• Increasing participants knowledge and skills in designing and conducting participatory and interactive introductory workshops on ethnic diversity management to policy makers in Kyrgyzstan

Program description: The program had the following structure: • 1st component, conducted by senior trainers was focused on understanding Diversity,

Ethnicity and Identity, Diversity in Decision-making, Interethnic encounter, Policy Making and Power Sharing

• 2nd component, conducted by senior trainers, focused on adult learning and training design & trainers tools

• 3rd component, when participants, working in teams designed and conducted a 1 ½ hour training modules on Diversity Management. Senior trainers conducted feedback sessions for after each team performance.

• 4th component, devoted to summarize the lessons learned and to prepare action plans to apply the new knowledge and skills in their activities

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MANAGING ETHNIC DIVERSITY TRAINING JAMBOREE, BUDAPEST, 2006 Date and venue: January 29 - February 5, 2006, Budapest, Hungary, Trainers and organizers: Petra Kovacs, MMC Program manager, Zsuzsa Katona, Ana Vasilache, Nicole Rata, Katalin Pallai, Gobor Peteri, Florian Biberi. LGI through Angela Radoczi organized the program. Participants: 52 participants, from 27 countries from CEE and SEE region, including Kyrgystan, Kazakhastan, Tajikistan, Uzbekistan, Pakistan, Indonesia, Mongolia, as well as western countries (Austria, Italy, United Kingdom) Training Jamboree Overall goal: The overall goal of the training was to improve participants knowledge and skills in various topics of diversity management meant to support local policy-makers, responsible for managing and leading multiethnic communities, in making informed decisions. Program description: The Jamboree was organized as follows:

• Two days training focused on awareness building and understanding Diversity, Identity and Ethnicity Baseline, interethnic encounter and Diversity Management when plenary sessions alternated with working in two parallel workshops, one conducted by Petra Kovacs and Zsuzsa Katona and the other by Ana Vasilache and Nicole Rata

• Three days participants split in 4 groups, participated in 4 parallel workshops on various topics: Ethnic Diversity and Policy Making, Ethnic Diversity and Public Service Delivery & Decentralization, Ethnic Diversity and Power Sharing, Ethnic Diversity and Conflict Management. The team of trainers shared the responsibility to design and conduct the four workshops. Ana Vasilache and Nicole Rata designed and conducted the Ethnic Diversity and Conflict Management Workshop.

• 1 Day plenary session when participants shared various experiences from their activities and projects, shared the main lessons learned, and their ideas about how and what they intend to apply when back home.

Training Manuals: The participants received the 4 manuals from the series of manuals on Managing Multiethnic Communities: Introduction to Diversity Management, Public Policy Making, Power Sharing, Conflict Management and Public Service Delivery. Each manual has two parts: concept and strategies and toolkit. Ana Vasilache is the author of Ethnic Diversity and Conflict Management manual, which was used also in TOTs delivered by FPDL at regional level.

Program Evaluation: The evaluation forms at the end of the Awareness module, as well as the 4 evaluations at the end of each module, demonstrated that participants really appreciated the training program.

Here after are some comment received from participants after they arrived back home:

“….I would like to thank you for the great time I had in Budapest! It was possible because of all of you and it was (and still it is!) a very important learning experience for me! Thank you for all the professional, personal and ethnic encounters you made possible and pleasant ☺”

“Just as I came back to Poland I discovered how many things should be completed now and one of those things is a textbook for students and job councilors that I prepare with some people. That is about ethnic and cultural challenges in job counseling”

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“Now, I am back to work in my project, thinking about elements of the training to be incorporated in some of the project activities, but still recalling interesting momentums I have learned from other participants in the training, that I probably would never have a chance to learn on different perspectives, cultures and so on. Special thanks go to my Conflict Mgmt. trainers, Ms. Ana and Ms. Nicole, and the rest of the great ED Team who made the whole thing about ethnic diversity training be possible” “A few days ago, I was in Ankara delivering training on "financial management" and "conflict resolution" for young environmentalists. Although I had little time to make additions to the training, I took my Budapest notes with me and tried to enrich the content while delivering the training. Thereby I would like to thank Ana and Nicole for their superb training on conflict management” INTRODUCTION TO DIVERSITY AND ITS MANAGEMENT, T4T

Date and venue: April 1-11, 2006, Osh, Kyrgyzsta Trainers The TOT was designed and conducted, by three trainers: • Zsuzsa Katona MMCP/LGI, co-author of the training manual Introduction to Diversity

Management and • Ana Vasilache / FPDL, member of MMCP/LGI team of trainers, collaborating since 2001 with

this program, author of the training manual Ethnic Diversity and Conflict Management • Florian Biber, MMCP/LGI trainer, author of the training manual Ethnic Diversity and Power

Sharing Organizer: LGI/OSI, through Managing Multiethnic Communities Program and UNDP Kyrgystan, Osh Regional Office. Participants: 20 participants, staff and trainers of UNDP Kyrgystan and Tadjikistan Training Objectives Training overall goal was to build the capacity of UNDP Kyrgyzstan and Tadjikistan staff to deliver adult learning based introductory workshops on diversity management to policy makers The training had the following specific objectives • To deepen participants understanding and knowledge on the concepts diversity, ethnicity

and identity and how policy makers impact them through their personal behavior and exercise of power

• To increase participants awareness and knowledge on the need for diversity management in diverse communities and on some modes of diversity management (public policy—making, decision—making or power sharing)

• To develop participants knowledge and skills in designing and conducting participatory and interactive introductory workshops on ethnic diversity management to policy makers in Kyrgyzstan

Training Materials During the T4T participants received, translated in Russian, the following MMCP training materials, developed by MMCP trainers

o Introduction to Diversity Management manual o Parts of Ethnic Diversity and Power Sharing manual o Parts of Ethnic Diversity and Conflict Management manual o Handouts with other MMCP and FPDL materials o Handouts with power points copies used during the training

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Program description: The program covered the topics of Diversity Management and Power Sharing, having the following structure: • 3 days focusing on clarifying and learning the concepts:

o Diversity, Ethnicity and Identity o the Power of Exclusion and its Effects o Inter-ethnic encounters, Exploring the Need for Diversity Management o Policymaking Activity of Local Governments in Diverse Societies o Power sharing at local level

• 1/2 day, TOT component, focusing on Adult Learning Principles, Training Design and Training Tool

• 1 day preparation of the Pilot Workshop, when trainers, working in 6 teams, prepared the design of 90 min training sessions to be delivered in front of their colleagues. AT the end of each day the senior trainers conducted feedback sessions to help participants to improve their performances.

• ½ day, lessons learned and action plans DIVERSITY MANAGEMENT TRAINING, BUDAPEST, JUNE 2006

Date and venue: Budapest, June 25-29, 2006 Organizers: Petra Kovacs, Zsuzsa Katona, Angela Radosits, LGI MMC Program Objectives: • Improve participants’ understanding of diversity, ethnicity and identity and how policy—

makers impact them through their exercise of power • Deepen participants’ understanding and improve their knowledge in the fields of European

frameworks of diversity management in multiethnic communities • Deepen participants’ awareness about the impact of the presence or absence, in local

decision-makers activities, of the diversity policies and measures focused on inter-ethnic relations

• Increase participants’ knowledge and basic skills in the design and implementation of inclusive local public policy processes using (a) conflict management tools and (b) power sharing mechanisms and practices

Participants 60 participants from CEE/SEE, Central and East Asian countries

Trainers: Ana Vasilache and Petra Kovacs for the module – Ethnic Diversity, Public Policy and Conflict Management; Zsuzsa Katona dn Florian Biber for the module – Ethnic Diversity, Public Policy and Power sharing Program description The first two days morning sessions were organized in plenary and afternoon sessions in the two groups. The design and content were similar. The next three days focused on different design and content and were organized separately in two groups. The last one and a half hour was again plenary session; participants were asked to think what they will do back home with the acquired knowledge and skills, as well as to evaluate the Training Jamboree. Evaluation: Participants evaluated highly the Training Jamboree content and process. The overall satisfaction with the Training Program was 4.85 as well as with the Trainers performances.

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PUBLIC MANAGEMENT AND ETHNIC DIVERSITY T4T #1

Date and venue: August 16-22, 2006 Issyk Kul, Kyrgystan Trainers: Zsuzsa Katona MMCP/LGI, co-author of the training manual Introduction to Diversity Management and Ana Vasilache / FPDL, member of MMCP/LGI team of trainers, collaborating since 2001 with this program, author of the training manual Ethnic Diversity and Conflict Management Participants 18 participants from UNDP Kyrgystan and UNDP Tadjikistan, attended the training. They were project managers and trainers involved in implementing UNDP programs, cross boarder or in-country, for which diversity management is a relevant field of knowledge to be promoted and applied.

T4T Goal and Objectives The Overall goal of this training for trainers program was to build the capacity of UNDP Kyrgyzstan and Tajikistan staff to deliver interactive and participatory workshops, on ethnic diversity management, to policy makers in Kyrgyzstan and Tajikistan.

The Specific objectives were: • Increase participants awareness and knowledge on the relationship between democracy

and diversity as well as the need for cultural competence in diverse societies • Increase participants awareness and knowledge on local level public policy-making in

diverse communities • Increase Participants knowledge and basic skills in analyzing policy processes and some

modes of diversity management (inclusive public policy-making, problem solving processes, mainstreaming or power sharing)

• Elaborate action plans to conduct participatory and interactive workshops on ethnic diversity management for policy makers in Kyrgyzstan and Tajikistan.

Program Description: Before the workshop participants were asked to read the materials and to perform the following tasks: • Make inter-ethnic encounter analysis for one of the municipalities where they have worked

for or where currently working • Argument why ethnic diversity management is important in these municipalities • Send to the organizer by e-mail an essay of 1-2 pages, no later than August 8, 2006. The program covered the following topics: • Democracy and Diversity: The Need for Cultural Competence and State Approaches • The Public Policy Process: Levels of Addressing Needs and the Policy Cycle • Inclusive Public Policy Processes in Diverse Communities:Levels of Inclusion and Ethnic Bias • Ethnic Bias in the Policy Process, Problem Solving in Diverse Communities

Training Materials During the T4T participants received, translated in Russian, the following MMCP training materials, developed by MMCP trainers • Introduction to Diversity Management manual

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• Parts of Ethnic Diversity and Power Sharing manual • Parts of Ethnic Diversity and Conflict Management manual • Handouts with other MMCP and FPDL materials Handouts with power points copies used during the training At the program end, participants developed action plans, thinking on how to use and apply the newly acquired knowledge and skills in their training programs and every day work Evaluation Mid-program evaluation have been used in order to adapt the program content to the participants interest. At the end of the T4T Program a standard evaluation form have been used to collect participants reactions and thoughts on if and how well the program achieved its objectives and was relevant and practical for their job performances. The results of the questionnaires, demonstrated that participants appreciated the training program (overall satisfaction for the overall program was 4.58) as well as the trainers work (4.85, overall satisfaction)

PUBLIC MANAGEMENT AND ETHNIC DIVERSITY T4T #2

Date and venue: August 25-30, 2006, Kyrgystan, Issyk Kul Organizers MMCP/LGI partner, Soros Foundation Kyrgystan, Ethnic Development Program (EDP), as a follow up of the first Training of Trainers Program offered by MMCP, in the period January 17-23, 2006 Participants 18 participants from Soros Kyrgystan EDP, attended the training, the majority of them have attended the first TOT program. They were experts, project managers and trainers involved in implementing the Soros Foundation EDP for which diversity management is a relevant field of knowledge to be promoted and applied. T4T Specific Objectives The T4T had the following objectives: To increase participants awareness and knowledge on: • the relationship between democracy and diversity as well as the need for cultural

competence in diverse societies • local level power—sharing in diverse communities To increase participants basic skills and competence in: • some modes of diversity management (inclusive public policy-making, using problem

solving processes, and conflict management mechanisms) • conducting participatory and interactive adult learning events on ethnic diversity

management to policy makers in Kyrgyzstan.

Trainers This T4T was designed and conducted, by two trainers: Zsuzsa Katona MMCP/LGI, co-author of the training manual Introduction to Diversity Management and Ana Vasilache / FPDL, member of MMCP/LGI team of trainers, collaborating since 2001 with this program, author of the training manual Ethnic Diversity and Conflict Management.

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Training Materials During the T4T participants received, translated in Russian, the following MMCP training materials, developed by MMCP trainers o Introduction to Diversity Management manual o Parts of Ethnic Diversity and Power Sharing manual o Parts of Ethnic Diversity and Conflict Management manual o Handouts with other MMCP and FPDL materials o Handouts with power points copies used during the training

Program Description: Before the workshop participants were asked to read the materials and to perform some tasks: • Make inter-ethnic encounter analysis for one of the municipalities where they have worked for or where currently working • Argument why ethnic diversity management is important in these municipalities • Send to the organizer by e-mail an essay of 1-2 pages, no later than August 8, 2006. The program covered the following topics: • Inclusive Public Policies in Diverse Communities • Power Sharing in Diverse Communities • Conflict Management in Diverse Communities • Exploring own Context and Projects Evaluation: Participants perceived that the program achieved its objectives and was relevant and practical for their job performances. At the program end participants discussed and identified strategies to overcome obstacles and challenges encountered till now, in order to further improve the content and process of the training programs implemented in the frame of Soros Kyrgystan EDP.

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TRAINING CAPACITY BUILDING ON LOCAL SELF GOVERNMENT IN MACEDONIA FPDL designed and conducted a series of 5 Training of Trainers under the frame of the “Training Capacity Building on Local Self Government” program initiated by Foundation Open Society Institute Macedonia in partnership with FPDL. in 2004 and 2005 focused on other different fields: Leadership, Conflict Management and Participatory Planning, Local Government Management, Public Service Management.

In 2006, two Workshops on Advanced TOT were organized as well as coaching Macedonian trainers during implementation of training programs for local governments.

Overall goal The goal of the Advanced Training of Trainers (ATOT) Program was to prepare trainers to be able to conduct all phases of the training process with confidence and quality assurance. The Advanced Training of Trainers Program design included five phases that required from participants to be involved in short term activities planed to take place in the period January 2006 – January, 2007. The five phases included the following activities: • PHASE I: Pre-Workshop Assignment for applicants • PHASE II: Workshop # 1 • PHASE III: Training Needs Assessment –TNA • PHASE IV: Workshop # 2: Training Design (planned for June) • PHASE V: Training Delivery and Training Impact Evaluation ADVANCED TOT WORKSHOP # 1, FEBRUARY 2006

Date and venue: February 20-25, 2006, Skopje, Macedonia Organizer: Fani Karanfilova Panovska, Program Director, and Petar Kurjak, Program Assistant, Public Administration Reform, Foundation Open Society Institute – Macedonia.

Trainers: Ana Vasilache and Nicole Rata, FPDL trainers

Participants: 11 participants, trainers who participated in previous 5 TOTs Specific objectives of the Workshop #1: • To increase participants understanding of the Training Cycle, from client contracting to the

evaluation of the training impact • To increase participants knowledge and skills:

o In making initial contact with the training client o In conducting training needs assessments based on interviews, survey questionnaires,

observation and document research o In writing training goals and objectives based on assessment results o In designing methods and tools for the different levels of TIE

• To increase participants’ ability to apply what they have learned, through the preparation of TNA Plans to be carried out with the client before the ATOT Workshop # 2

Workshop Description: The program had the following structure: • 2 ½ day was devoted to review training cycle and to understand Training Impact

Evaluation process: when, what and how l to measure the Training Impact. • 1 ½ days: understanding TNA process, steps and improving knowledge and skills in

designing and using different methods for data collection and analyzing data • ½ day: Knowledge and skills in building relationship with the client • ½ day: TNA report, Action Plan for TNA process and program evaluation

ADVANCED TOT WORKSHOP #2, JUNE, 2006 Date and venue: June 5-9, 2006, Skopje, Macedonia

Organizer: Isabella Kufalovska, FOSIM Program Manager, Public Administration Reform, Foundation Open Society Institute - Macedonia Trainers: Ana Vasilache and Nicole Rata, FPDL trainers Participants: 8 participants, trainers who participated in previous TOTs

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Workshop #2 objectives: Participants

• Reported on the TNA Process, methodology and results • Refined the identified performance gaps and translated them into clear performance-

based training objectives, based on senior trainers and peers feedback • Elaborated the training program design, to achieve the performance-based training

objectives • Refined the training program design, based on senior trainers and peers feedback • Elaborated the TIE Process plan

Workshop description: After preparing the TNA reports, based on an agreed structure, and based on the feedback/discussions in plenary, the teams refine the way they expressed the performance gaps and the performance based learning objectives. Plenary discussion was facilitated by senior trainers to review the Training Design basic principles for an effective adult learning process, in order to support the teams to develop the design for their 2-day training. The teams received feedback for the proposed design, in order to better achieve the selected performance-based training objectives. The last day was devoted to TIE Plan elaboration, when the teams decided on the methods to be used for each Impact evaluation level, the timing of the activities, and TIE report structure. OBSERVING TRAINERS PERFORMANCES, SEPTEMBER 2006 Period, location: September 27 – October 1, 2007, Kicevo, Skopje and Ohrid Goal and Objectives FPDL Trainers, Ana Vasilache and Nicole Rata participated as observers in the series of training events designed and conducted by Macedonian trainers in order to assess of teams and individual performances. Participants: 9 trainers, organized in 4 teams designed and conducted 4 training events for 40 elected and appointed officials from 6 Macedonian municipalities.

Description The training events were designed during the Advanced Training of Trainers (ATOT) Workshop, held in June 2006 and represented one phase of the Advanced Training of Trainers Program that started in February 2006. The training topics focused on addressing the specific identified needs, and were chosen among the previous TOTs topics. Trainers used the training manuals translated through FOSIM coordination into Macedonian and the knowledge and skills acquired during the previous TOTs and the ATOT Program. A feedback and planning meeting with FPDL Trainers and FOSIM Program Manager, Izabela Kufalovska took place at the end of all trainings. FPDL prepared a report for FOSIM, which included trainers’ teams and individual performances as well as recommendations in order to develop their training skills and use the acquired knowledge and skills.

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SETTLEMENT & INTEGRATION OF REFUGEES PROGRAMME (SIRP) UN-HABITAT PROGRAM IN SERBIA FPDL and UN-HABITAT signed an agreement of cooperation for the Settlement and Integration of Refugees Programme (SIRP), through SIRP Office in Serbia. SIRP objectives were to ensure long term settlement and integration of the refugees and other vulnerable population and to build capacities at municipal and central levels for replication and up-scaling, putting at the same time the Social Housing Sector nearer to the preconditions for EU integration. FPDL designed and conducted two TOTs in 2005: one on Conflict Management Basic Skills, 2nd on Participatory Planning, having as main objectives to develop a cadre of Serbian trainers and facilitators, experts in local/regional development planning, able to a) Transfer in an effective way knowledge and skills to central and local governments public

officials and other key stakeholders; b) Develop educational modules in the specific topics for teaching staff and students from

Universities involved in the UN HABITAT SIRP; c) Facilitate participatory problem solving and strategic/integrated planning processes in the

selected Serbian municipalities Government of Italy, through UN Habitat Serbia funded the program.

SIRP team translated and printed into Serbian the series of Brochures on:

• What is Conflict? • What is Communication? • What is negotiation? • What is Facilitation?

which were provided during the TOTs in 2005, as training materials. In 2006, based on additional agreements with UN-HABITAT SIRP Office in Serbia, FPDL conducted a 3rd T4T and elaborated a series of 3 brochures to be translated and printed into Serbian: o What is Mediation? o What is Decision Making? o What is Participatory Planning?

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3RD T4T - CONSOLIDATE AND DEVELOP THE TEAM OF SIRP TRAINERS

Date and venue: July 9-15, 2006, Grocka, Serbia

Organizer: SIRP Office, Belgrade Trainers: The T4T Program was designed and conducted by Ana Vasilache and Nicole Rata.

T4T Objectives The TFT Program had the following objectives: • Build common understanding on the main concepts linked with the design and conduct of

interactive/participatory training as well as the content of the 6 training modules • Increase knowledge and skills on training techniques based on participants perceived

needs • Improve the design of the existing one-day training modules focused on (1) Conflict,

Negotiation and Interpersonal communication and (2) Participatory Planning • Develop interactive/participatory designs for the new one-day training modules focused on

3) Stakeholders analysis and Stakeholders participation 4) Media relations and communications 5) ICT made simple 6) Local Action Planning

• Increase knowledge and skills of trainers in the design and conduct of specific training modules among the 6, based on their interest and field of expertise

• Develop and Coordinate the first draft of Action Plans for organizing the one-day training modules in the 6 municipalities.

• Evaluate the TFT program as well as the perceived impact of SIRP program on personal development of the trainers and consultants.

Participants

17 participants selected by UN-HABITAT SIRP Office in Belgrade, from which 5 did not participated in the first TOTs. They had different roles within UN HABITAT SIRP:

• 5 Field Officers • 9 Professionals, SIRP trainers, local consultants, and coordinators for Housing Strategy,

Safer Cities • 3 Office staff from Belgrade

Description: The program included the following 3-component structure: • 1st component – 1 ½ days

The first component, was devoted to build common understanding on the main concepts linked with the design and conduct of interactive/participatory training as well as to increase knowledge and skills on training techniques based on participants perceived needs. The participants have worked in 6 mix teams (those who did not participated in the two previous TOTs were distributed in each team), and prepared a 40-45 minutes sessions for their colleagues on the following topics:

o Adult Learning Characteristics o Adult Learning styles o Training design and Experiential Learning Theory o Training Tools o What the trainer should do when preparing training o What the trainer should do when delivering training

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The last 1 ½ hour session on dealing with resistance and types of difficult people was conducted by FPDL trainers.

• 2nd component – 1 day This component aimed to improve the design of the existing one-day training modules focused on (1) Conflict, Negotiation and Interpersonal communication and (2) Participatory Planning. The team of trainers which conducted the one-day training modules on these two topics, was asked before the training to prepare for each training course a 45 minutes presentation of the training objectives, agenda and training design, as well as a one-hour sample selected from the training module. After each team presentation of the training design, as well as after the training sample delivery, the FPDL trainers conducted feedback sessions: the first one to focus on the training design, and the second on trainers’ performance, to discuss the performance and to learn from experience.

• 3rd component – 3 days This component aimed to:

o Develop interactive/participatory designs for the new one-day training modules focused on 3) Stakeholders analysis and Stakeholders participation 4) Media relations and communications 5) ICT made simple 6) Local Action Planning o Increase knowledge and skills of trainers in the design and conduct of specific training modules, based on their interest and field of expertise o Participants, coached by senior trainers, have worked in 4 teams one day, to prepare a presentation of the training objectives, agenda and training design as well as a one-hour sample selected from the proposed training module. After each team presentation of the training design, as well as after the training sample delivery, the FPDL trainers conducted feedback sessions

• 4th component – ½ day This component aimed to develop and coordinate the first draft of Action Plans for organizing the one-day training modules in the 6 municipalities as well as to evaluate the training event and the lessons learned. A final exercise challenged participants to imagine their activities in the future in order to evaluate the perceived impact of SIRP program on personal development of the trainers and consultants.

Training Materials: SIRP HABITAT provided to all participants the new series of 3 handbooks developed by FPDL and translated/PRINTED into Serbian by SIRP office: o What is Mediation o What is Decision Making o What is Participatory Planning

FPDL trainers prepared and provided additional handouts related to the interactive/participatory training design and techniques:

• Training design with trainer’s notes and power points slides for the topics related with adult learning and training design

• Dealing with resistance in Training • Difficult People types • Participation Inventory Styles

The new participants received all the materials used in the previous TOTs: • The Building Bridges Series of two manuals • The series of 3 handbooks developed by FPDL and translated/printed into Serbian by SIRP

office: What is Conflict, What is Interpersonal Communication and What is Negotiation • The handbook “Training Design and Toolkit”, elaborated by FPDL based on UN HABITAT

Manual

T4T Evaluation The evaluation results demonstrate that the T4T Program achieved its objectives and was positively appreciated by participants. On a scale from 1 to 5, the overall satisfaction was appreciated with 4.56 for the entire T4T. They mainly appreciated the logic of the program and usefulness of the learning (4,75). The senior trainers received high appreciation: 4.87 as overall satisfaction and for stimulating thinking and discussions.

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TRAINING PROGRAMS AND TECHNICAL ASSISTANCE FOR NGOs FROM MOLDOVA FPDL signed agreements of collaboration with Moldavian NGOs as a follow-up of previous training programs or their request to provide technical assistance:

o Training on Project Monitoring and Evaluation for “Acasa”, an NGO from Republic of Moldova, specialized in social field.

o Study visit on Local Economic Development, for Contact Center, December 2006 PROJECT MONITORING AND EVALUATION TRAINING

Program frame: Development and Social Integration program, Promoting the Integration Initiatives for Children and Youth with special needs, in Republic of Moldova, implemented by “Acasa”. Date and venue: 1-3 November 2006 in Chisinau, Republic of Moldova

Participants: 15 trainers and facilitators of the “Acasa” network Trainer: Simona Pascariu, FPDL trainer was asked to design and conduct the training, as a result of the participation of the “Acasa “ representative in the training program conducted by Simona in Romania.

Program Goal and Objectives

This first training program (in a series to be further developed in 2007) aimed to develop abilities and skills of the trainers in order to better implement their projects (mostly in the field of community development and social assistance) and build the capacity to use the best practices in further programs.

Program description The first day was devoted to increase participants understanding on Project Cycle, focusing on monitoring and evaluation process. The other two days, were organized as an workshop, participants being involved in developing monitoring and implementation plans, presenting the results and giving and receiving feedback from each other, including the trainer. Training Materials For this training program Simona Pascariu developed a guide for “Successful Projects Monitoring and Evaluation”, as well as a specific case study in order to facilitate the learning transfer and to answer to the participants specific needs. Program evaluation The results of the evaluation form at the end of the program illustrated participants overall satisfaction with the training programs (4.9) and their perceptions regarding the achievemnt of the training objectives (4.8). In the next step of the program, planned for 2007, will be included also other topics, such as strategic partnership, lobby and advocacy as a request of participants. STUDY VISIT IN ROMANIA ON LOCAL ECONOMIC DEVELOPMENT

Program frame: Local Economic Development in Republic of Moldova, implemented by Contact Center Chisinau, with the financial support of Soros Moldova Foundation. Date and venue: 12 – 16 December 2006, Iasi and Suceava Counties

Organizers and Facilitators: Doru Bularda and Daniela Plugaru Description: The Study Visit route comprised a tour to a series of projects implemented through a diversity of programs and founders (Romanian Fund for Social Development, Worldvision, German Government, etc.), in the rural area of Northern Romania. The visit included the following locations: Iasi County – Microcredit Institutions, County Agriculture Consultancy Agency, Marketing Association in Ceprauti Commune, an AgroFood Market in Sinesti Commune, Honey Processing and Bottling Network of Producers in Schitu Duca Commune, Suceava County – Tailors Workshop in Berchsesti Commune, Federation of Mountain Farmers in Vatra Dornei (micro-credit institution), Center of Training of the Ministry of Agriculture in Vatra Dornei, Agrotourism Bed & Breakfast Facility in Brosteni Town. Participants

22 persons, representatives of Contact Center Chisinau and consultants of the Centers for Economic Planning created through this project in 15 communities from Republic of Moldova

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BETTER OPPORTUNITIES FOR YOUTH & WOMEN - ORGANIZATIONAL EVALUATION

Program frame: FPDL was selected to participate in UNDP Moldova program “Better Opportunities for Youth and Women (BOYW)” UNDP Moldova Project (2nd year of implementation, continuation of 2005).

Date and venue: May 4 – 27, 2006, Bucuresti (4 – 13.05, 22 – 27.05) and Chisinau, Cahul, Soroca, Edinet, Drochia, Carpineni, Causeni, Calarasi, Ungheni (14 – 21.05), Republic of Moldova

Facilitator and Consultants: Doru Bularda and Daniela Plugaru

Organizers: BOYW Project Implementation Unit – UNDP Moldova

Participants:

40 persons, representing the 8 NGOs staff (NGO “Increderea” Cahul, NGO “Asociatia Psihologilor Tighina” Causeni, NGO “Epitrop” Calarasi, NGO “Demos” Edinet, NGO “Artemida” Drochia, NGO “Speranta” Carpineni, NGO “Dacia” Soroca, NGO “Viitorul Incepe Azi” Ungheni) from all the organizational leveles (Board, executive, staff).

Project Objectives: The project had the following objectives: o To collect data and information about the 8 NGOs experience and activities; o To assess and re-assess the capacity of the 8 NGOs based on the “Organizational Capacity

Assessment Grid (McKinsey); o To analyze the impact of the training programs on the services provided by 8 NGOs; o To analyze the potential of the 8 NGOs to integrate the structures and the services

developed in the project with their organizational specific and capacity to manage those structures and provide necessary services;

o To elaborate the evaluation report for each NGO. o To make recommendations for training topics in order to improve the NGOs capacity.

Program Description The task mainly consisted in reassessing the organizational capacity and level of development for 4 NGOs that were evaluated last year (2005), i.e. NGO “Increderea” Cahul, NGO “Speranta” Carpineni, NGO “Dacia” Soroca, NGO “Viitorul Incepe Azi” Ungheni and who already started to work in the project, and to make the initial assessment for the rest of 4 NGOs that just were included in the project.

The work started with collecting data and information about all 8 NGOs experience and activities (based on a form elaborated by the FPDL evaluators). Then the “Capacity Assessment Grid (McKinsey)” has been distributed electronically to the 8 NGOs to be filled in by the NGO working team. The questionnaires received from the NGOs have been processed and it had obtained a first image of the new organizations and the situation in terms of progress and evolution after 1 year for the old ones. The next stage was represented by the working meeting within each NGO for completing the whole picture of the organization capacity, by combining the results of processing the questionnaires and the fact observations on site.

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There had been also analyzed the capacity of these NGOs to integrate their work with the newly opened or in perspective to be opened structures for providing services within the project: “Center for Social Reintegration of Youth” and “Center for Assisting Mothers at Risk”. Also, members of some NGOs have been attended a training program with 5 modules and site visits based on the Training Terms of References elaborated last year (2005). For these NGOs have been made a training impact analysis, for which had been sent previously a questionnaire to be filled in by training participants about the results at personal and organizational levels of the trainings, then during the working meeting the analysis was completed in interviews. The last stage was the elaboration of the overall evaluation report included all the results from the previous stages and the recommendations for training topics for improving the NGOs capacity. Based on the evaluation report, the BOYW PIU will have to elaborate the new Terms of Reference for the Training Component Tender that will be launched in the next months.

Materials Participants received the “Data Collection Questionnaire”, “Capacity Assessment Grid (McKinsey)” Form, a set of materials / forms for the working meetings such as “Organizational Culture Self-Assessment Questionnaire”, “SWOT Analysis”, “Organization Beneficiaries and Services – Effiency and Efficacity”, “Organization Values and Uniqueness”, “Organization Structure Chart”, “Training Impact Evaluation Questionnaire”.