Performance reporting is gender disaggregated wherever applicable.

The RCAs of management staff should include gender mainstreaming performance targets and oversight mechanisms.

For instance, the ambassadors have agreed to include the subject of gender in performance assessments.

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to take stock of what UNDP has done to install gender mainstreaming policies and ensure their implementation and to assess the overall performance of UNDP in gender mainstreaming and the promotion of gender equality.

(e) Strengthen accountability systems for all staff for gender mainstreaming, including through performance appraisals

In Malta, accountability for gender mainstreaming is ensured through the performance management contract of senior officials in the public service and the performance management programme of other officers.

Nine programmes did so in some of their subprogrammes whereas nine others did not identify gender related performance goals.

UNDP has developed a Gender Scorecard as a monitoring tool to measure organizational performance and results.

Senior management should ensure that there is gender expertise in their offices that staff are accountable, and that gender mainstreaming is a criterion in performance assessments.

(c) Establishment of a gender statistics network for information sharing and peer learning, beginning with best practices on improving gender indicators in the formulation and the tracking of the performance of national budgets

In July 2004 the Phare 2003 partnership project Raising the performance of public administration to integrate gender equality was launched.

Gender bias is embedded in employment, training and promotion rules and procedures, administrative regulations, and performance evaluation.

The Gender Equality Unit set up under the National Development Plan was working with government departments to develop gender disaggregated performance indicators and data to monitor progress.

ESCWA noted that gender focal points often performed their functions in addition to other tasks and that gender mainstreaming responsibilities were insufficiently reflected in workplans and performance appraisals.

GFPs, preferably senior staff with gender expertise, should have clear job descriptions and performance indicators, matched with allocation of time and resources.

Kazakhstan introduced classes on gender equality into higher education, including foundations of gender theory, anthology of gender research and sociology of gender.

Curdella Forbes, From Nation to Diaspora Sam Selvon, George Lamming and the Cultural Performance of Gender , Mona, Jamaica University of West Indies Press, 2005.

A. Performance management appraisal and recognition of performance

Performance appraisal rating systems should provide for at least three levels of performance full performance, above full performance and underperformance.

equal representation of women and men in politics and decision making horizontal and vertical gender segregation of the labour market and equal remuneration for equal work the position of women and men in the economy and business gender segregation and gender stereotypes in education and science violence against women and human trafficking health and lifestyle of women and men gender roles in the media and culture the performance of public administration in implementing gender equality.

Monitoring of performance

levels of performance

That many men do not actively think about gender or notice gender, is part of the problem of gender.

Gender equality and gender mainstreaming

Begin the performance. What performance?

Gender structure of storeowners

d) Develop and institutionalize gender responsive budgets, monitor gender budget analysis and the utilization of these gender budgets

Gender equality overcoming pervasive gender bias

Continued duty of performance

Performance of financial resources

Performance of financial resources

E. Impossibility of performance

Recognition of outstanding performance.

Consequences of unsatisfactory performance

B Full performance fully satisfactory performance

5 Double precision performance of Hawaii is 1 8 of single precision performance, Tahiti is 1 4 of single precision performance, others 28 nm chip is 1 16 of single precision performance.

Gender

Gender

Gender

Gender

Gender

Performance testing is frequently used as part of the process of performance profile tuning.

Activities included the development of gender strategies, gender audit and budget methodologies, mainstreaming gender in planning processes and reviewing legislation.

The UNMIL Gender Unit and Gender Task Force continued to mainstream gender activities in all aspects of the Mission's work.