Assessment of Application CARE Uganda Program

Quality and learning Standards A case study of

VSLA and Gender guidelines December 2013

Hagit Freud The Hebrew University of Jerusalem

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Contents

List of Acronyms ......................................................................................................................................................................... 3

Executive Summary ................................................................................................................................................................... 3

1. Intruduction ............................................................................................................................................................................. 5

1.1 Objectives of the Assessment .................................................................................................................................... 6

1.2 Methodology ..................................................................................................................................................................... 6

1.3Limitations of the Study .............................................................................................................................................. 7

2. Findings ..................................................................................................................................................................................... 8

2.1 Key Findings ..................................................................................................................................................................... 8

2.2 PQL Guidelines................................................................................................................................................................ 9

2.2.1 Familiarity among CARE Staff ......................................................................................................................... 9

2.2.2 Familiarity among CARE Uganda Partners ............................................................................................. 10

2.2.3 Usage of the PQL Guidelines .......................................................................................................................... 10

2.2.4 Attitude towards the Document .................................................................................................................. 11

2.3 VSLA .................................................................................................................................................................................. 12

2.3.1 VSLA’s Structure ................................................................................................................................................. 12

2.3.2 VSLA Performance ............................................................................................................................................. 13

2.3.3 Comparative Perspective ................................................................................................................................ 16

2.3.4 Initial Goals ........................................................................................................................................................... 18

2.3.5 Un-successful Groups ....................................................................................................................................... 21

2.3.6 The CBT’s Work................................................................................................................................................... 22

2.3.7 Retention in VSLA .............................................................................................................................................. 23

2.4 Gender Equality and Women Empowerment in CARE Uganda VSLA .................................................. 24

2.4.1 Participation ......................................................................................................................................................... 24

2.4.2 Gender Spectacles .............................................................................................................................................. 26

2.4.3 Promoting Women Empowerment ............................................................................................................ 27

3. Conclusion .............................................................................................................................................................................. 29

4. Recommendations .............................................................................................................................................................. 30

5. Appendix ................................................................................................................................................................................. 32

3

List of Acronyms

ARLPI Acholi Religious Leaders Peace Initiative

AICM African International Christian Ministry

BMCT Bwindi Mgahinga Conservation Trust

CBF/CBT Community Based Facilitator / Community Based Trainer

CI CARE International

FOKAPAWA Forum for Kalongo Parish Women Association

GDFA Gulu District Farmers’ Association

GWED-G Gulu Women’s Economic Development & Globalization

IPOs Implementing Partner Organizations

KIWEPI Kitgum Women Empowerment Project Initiative

NUWEP Northern Uganda Women Empowerment Program

POs Program Officers

PQL Program Quality and Learning

UWESO Uganda Women Efforts to Save the Orphans

WAYFIP Women and Youth Financial Inclusion Program

WENG Women Empowerment in Natural Resource Governance

WORUDET Women and Rural Development Network

VSLA Village Savings and Loans Associations

4

Eexecutive Summary

CARE Uganda developed the Program Quality and Learning Guidelines (PQL guidelines) in

2012. The guidelines were designed to ensure common minimum standards are

consistently applied in CARE Uganda's three programs: WAYFIP, WENG and NUWEP. The

assessment presented in this report seeks to provide an external perspective of the extent

to which the PQL guidelines have been applied. The report examines the usage, relevancy

and contribution of the PQL Guidelines to CARE Uganda’s work and focuses on the

application and implementation of two specific guidelines: the VSLA and Gender Equality

and Women Empowerment.

The study was conducted by an intern, an M.A Community Development student from the

Hebrew University of Jerusalem, during the period of September to November 2013. It

utilized various methods such as: focus groups discussions, informal conversations and an

anonymous survey among the CARE staff, short interviews with PO in IPO. VSLA meetings

observations, VSLA informal group discussions, written questionnaires to CBT, verbal

questionnaires to VSLA group members, “Most significant change” stories collected from

VSLA group members and participatory methods of historical timeline & impact drawings.

The overall conclusion of this report is that the PQL guidelines are in broad use and found

to be very helpful by CARE staff. The VSLA guidelines are applied in the field, yet the level

of commitment to the methodology differs between the programs. The cross cutting

weaknesses are records keeping and attendance. As for the gender equality and women

empowerment section in the PQL guidelines, the report concludes that it sets a very high

demand while currently there is no capacity of CARE or the IPO’s to meet these

requirements.

The main recommendations in terms of the PQL guidelines include sharing relevant part of

the document with IPO’s, and periodic workshops to staff about the practical application of

the PQL guidelines. In terms of VSLA weaknesses, especially in the WENG groups,

methodological refreshment is required in order to ensure the groups' continuity.

Regarding attendance, there is a need to reconsider the mechanism and implementation of

the current enforcement system. It is also recommended that the high demand of the

Gender Equality & Women Empowerment section will be re-examined and that a gender

5

expert or adviser will be available to advise and guide the CARE staff and IPO on that

matter.

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1. Introduction

CARE International is an International Non-government organization (INGO) that targets

vulnerable communities such as the very poor, internally displaced people, and women and

children to provide them assistance and opportunities for sustainable development and

with measurable impact of interventions being measured on women and girls. In Uganda,

CARE exclusively works through partners and with other allies to make sustainable

improvement in the lives of the very poor. In 2012, CARE Uganda finalized its transitional

process from a project based approach to programming to a population focused model.

That model is more holistic and involves a long-term commitment to specific marginalized

and vulnerable groups to achieve lasting impact at broad scale on underlying causes of

poverty and social injustice. This latter approach goes beyond the scope of individual

projects to achieve positive changes in human conditions, in social positions and in the

enabling environment.

Currently, CARE Uganda is implementing three programs; Women and Youth Financial

Inclusion Program (WAYFIP), Women Empowerment in Natural Resource Governance

(WENG) and Northern Uganda Women Empowerment Program (NUWEP). In moving

forward with the implementation of these programs, CARE Uganda sought to ensure that

common minimum standards are consistently applied within initiative and across

programs, that there is organizational and social learning resulting in generation of

knowledge and evidence of the impact of the work, whilst achieving coherence among

programs and components.

Considering the above emphasis, CARE Uganda developed the Program Quality and

Learning Guidelines (PQL guidelines), which were piloted during the first half of FY12

and finally rolled out in the third quarter. These guidelines are based on years of

experience indicating what works and what does not, CI programming principles, and

experiences and from peer organizations. The fundamental purpose is to standardize the

programming aspects and ensure consistency in meeting the minimum industrial

standards of key cross-cutting technical themes, (i.e. Gender equality & Women’s

Empowerment, Advocacy, partnerships, Governance, Monitoring and Evaluation/Impact

Measurement Climate Change and Adaptation, Knowledge management and Village

Saving and Loan Associations) across all CARE Uganda interventions.

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1.1 Objectives of the Assessment

The assessment presented in this report seeks to provide:

1. An external perspective of the extent to which the PLQ guidelines have been

applied to CARE Uganda programs. with specific focus on gender and VSLA

guidelines

2. Examine the usage, relevancy and contribution of PQL Guidelines to CARE

Uganda’s work. .

The author is an M.A student in “Glocal”- Community Development Program at the

Hebrew University of Jerusalem, Israel, and this report is one of the main outputs of her

internship at CARE Uganda from August through December, 2013.

1.2 Methodology

To examine the usage, relevancy and contribution of the PQL guidelines to CARE Uganda’s

work, three focus groups discussions were conducted with the program staff of the three

programs –WAYFIP, NUWEP and WENG. In addition an anonymous internet based survey

using Survey Monkey was sent to all CARE program staff, 22 of whom responded.1 Short

interviews were held with project officers in implementing partners organizations (IPO).

Input from informal conversations and discussions between the author to CARE Uganda

staff is also included as data.

To assess the application and implementation of the VSLA and gender equality and

women empowerment guidelines, several field visits were carried throughout

September-November, 2013. Twenty-eight VSLA groups that were between the first to

fifth cycles of saving were reviewed across the three programs in ten districts with nine

IPO.2 Constituted that sample size, these include: fourteen groups under NUWEP, in Gulu,

Kitgum, Pader, Agago and Amuru districts, operated by CARE IPO’s: GDFA, KIWEPI,

WORUDET, FOKAPAWA, GWED-G and ARLPI, eight groups under WENG in Kisoro and

Kabale districts, operated by BMCT and AICM, and six groups under WAYFIP in Soroti,

Kabaramido and Katakwi districts operated by UWESO were visited.

1 Survey with the results is presented in appendix 1 2 List of the groups reviewed is presented in appendix 2

8

In total, data was collected through: VSLA meeting observation,3 informal group

discussions, 21 written questionnaires to CBT’s, 60 verbal questionnaires to VSLA group

members,4 34 “Most significant change” stories collected from VSLA group members and

participatory methods of historical timeline & impact drawings that were held with two

mature groups.

1.3 Limitations of the Study

While the study presented below was conducted through clear, unbiased research

methods, and it is believed the report provides valuable information and recommendations

with regard to the application of the PQL Guidelines in the various Care Uganda programs,

it should be noted that it has several limitations:

Language barrier: As the author does not speak any of the local languages, all the data

collected in the field was translated by non-professional translators (CARE or IPO staff)

from the different local languages to English. Due to language limitations, the

information collected may contain inaccuracies or incomplete information, or may not

have been understood completely. The fact that the author is not Ugandan and is from a

different culture should also be noted.

Unequal representation of the different groups: The numbers of groups visited from the

different cycles, programs, IPO and districts are not equal, therefore compromising the

quality of the comparative study.

3 Meeting observation form is presented in appendix 3 4 Questionnaires to CBT’s and VSLA group members are presented in appendix 4

9

2. Findings

2.1 Main Findings

PQL guidelines

The “PQL guidelines” is a document well-known by the CARE Uganda staff; they perceived

it as a reference tool. The partners are unfamiliar with it, most of them heard of it but don’t

know much about it. It is widely agreed that the guidelines are useful to CARE’s work, as

the most useful section is Advocacy. There is a consensus among staff members that “the

PQL guidelines” is a valuable document to the organization’s work, primarily because it

stipulates certain standards and creates unity across the different programs.

VSLA

Generally, across the three programs, VSLA groups are structured per the standards..

Principles of transparency and democracy are observed as required, but worthy noting the

functional issues with attendance and record keeping arise in some of the groups.

Members' attitude and feelings towards their group are highly positive. VSLA initial goals:

providing means to cope with emergencies, build capital, create genuine self-reliance and

cultivate savings and financial management culture among members, are being fulfilled.

When comparing the performance of the three programs, unsurprisingly WAYFIP seems to

perform the best.

Gender equality and women empowerment in CARE Uganda VSLA

The gender equality and women empowerment section in the PQL guidelines sets a very

high demand while currently on ground there is no capacity of CARE or the IPO’s to meet

these requirements. Gender issues arise in VSLA, yet there is no policy in place to support

it.

10

Agree 59%

Neutral 36%

Disagree

5%

Diagram1- I have read the PQL guidelines

in depth and I am highly familiar with them

2.2 The PQL Guidelines

2.2.1 Familiarity among CARE Staff

The “PQL guidelines” is a document CARE Uganda staff

is familiar with. Most employees claim they have read

the whole document. Others read only the parts they

felt were relevant to their work, yet they are familiar

with the overall content. The guidelines are perceived

as a reference tool. As one of the staff members said

during a focus group discussion, “It’s like the Bible for

me, I know what subjects it covers, and when I need

something I refer to it.”

New staff members that were recruited in the past year

mentioned the PQL guidelines as a key document they

were introduced to during their orientation. The senior

staff members mentioned a sense of ownership, as they

took active part in the process of writing the document.

Most staff members had an introductory meeting on the

document when it was released with a representative

from the PQL unit. Few employees mentioned that

some parts of the document are complex, such as the

sections about gender equality and women

empowerment, as well as governance. Accordingly,

they assume that they would have a better

understanding and knowledge of the document if they

had a workshop about it or a discussion with someone

from the PQL unit, rather than just individually reading of the document. However, most of

the respondents agree that the document is well-articulated, informative, precise and clear

to work with.

Strongly

agree 14%

Agree 43%

Neutral 43%

Diagram 2- I have a good conceptual understanding of the key

technical issues in the PQL guidelines.

Strongly

agree 37%

Agree 47%

Neutral 11%

Disagree

5%

Diagram 3- The PQL guidelines are reader

-friendly, convenient, clear and easy to work with.

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2.2.2 Familiarity among CARE Uganda Partners

Out of eight key colleagues in IPO that were interviewed, two have not heard of the

existence of the PQL guidelines. Six have heard of it, mostly during meetings with CARE

staff. Only two of them had received a copy of the PQL guidelines (but did not read them

all). The partners that heard of the document have a vague understanding of its content.

Generally, they know it is a document guiding CARE’s work and implementation. None of

the partners seem to know the exact topics the document deals with. Several CARE

workers expressed a desire to elaborate parts of this document with partners and to make

sure they are also obligated to follow it.

2.2.3 Usage of the PQL Guidelines

It is widely agreed that the guidelines are useful to CARE’s work.

Majority use only certain parts of the document that involve their scope of work. The most

useful chapter is “Advocacy”, ranking second is “Gender Equality and Women

Empowerment”, followed by “Partnership”, “VSLA” and “Governance”. However, all of the

chapters are being used.

13 10

8 7 7 6 6 4

Advocacy GEWE Partnership Governance VSLA M&E Climate Change

Knowledge Management

Diagram 6- Which chapters of the guidelines are being used?

Strongly agree 50%

Agree 45%

Neutral 5%

Diagram 4- I have found the PQL guidelines

very useful in my work Strongly

agree 10%

Agree 50%

Neutral 15%

Disagree 15%

Strongly disagree

10%

Diagram 5- In my work, I refer only to some of

the PQL guidelines.

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The main reasons CARE staff use the guidelines are:

- Working with partners.

- Writing log-frame or TOR.

- Preparing a presentation.

- Meeting with stakeholders.

- Writing reports.

- Desire to gain knowledge or understanding.

- Preparing for a workshop.

- Planning implementation.

Few staff members mentioned that due to the proliferation of documents guiding CARE’s

work, they might address other documents and not the guidelines. For instance, when

engaging with VSLA, the document usually used is the VSLA manual as it is more

comprehensive and detailed. On most topics there are longer and more detailed documents

that might be more relevant. Furthermore, in some issues the PQL guidelines contradicts

other documents addressing the same topics. The example given is that of the CARE’s

“unifying framework” that suggests a different methodology and is using different terms to

address gender issue. In addition, the initial idea of the document is to present a

comprehensive agenda that Guides the work across the different engagements. For the

most part, staff refers to those sections which are under their mandate. For instance

WAYFIP team mentioned using primarily the VSLA and partnership sections, whereas

chapters like gender equality and women empowerment or climate change do not guide

their work.

2.2.4 Attitude towards the Document

There is a consensus among staff members that “the PQL

guidelines” is a valuable document to the organization’s work,

primarily because it stipulates certain standards and creates

coherence across the different programs. In case that CARE’s

approach is unclear, this document provides the answer.

Additional reasons cited by staff members for the PQL’s value are:

the promotion of learning, the promotion of consistency, and the

strengthening of working as an organization and not as individuals.

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2

Yes No

Diagram 7- I have used the PQL

guidelines in my work at least once

Stron

gly agree 30%

Agree 65%

Neutr

al 5%

Diagram 8- When reading the

PQL guidelines, I feel I am learning or

gaining new knowledge which is

valuable

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2.3 Village Saving & Loan Association

“A Village Savings and Loan Association (VSLA) is a group of people who save together and take loans from those savings that is repaid back with interest as a mean of growing the fund. The activities of the group run in cycles of 8 months to one year, after which the accumulated savings and the loan profits are distributed back to members in proportionate terms with the cumulative amount saved per member. The purpose of a VSLA is to provide simple savings and loan facilities in a community that does not have easy access to formal financial services.” (PQL guidelines P.55)

2.3.1 VSLA’s Structure

Generally, across the three programs, VSLA groups are structured as required.

Membership: The average number of group members is 29 (according to the PQL

guidelines it should be 15 to 25 members, but according to the practices of CARE

Uganda, 25 is the ideal number and 30 is the maximum limit). All of the groups are self-

selected.

Management committee: All the groups reviewed have a management committee of 5

members. The majority of the groups have three key keepers that are not part of the

management committee. Out of the 28 groups, 25 (89%) have three keys locking their

box.

Weekly meetings: 78% of the groups reviewed meet on a weekly basis for VSLA

activities, as required. Some of the groups had gaps due to harvesting season or

community tragedies.

Welfare or social fund: All groups operate a welfare fund for emergencies, though

according to the PQL guidelines it is not mandatory. The welfare fund should be kept

outside the box (Where the savings and group documents are kept), in the custody of a

special welfare fund treasurer, and should be available for group-member emergencies

at any time and not only during group meetings. In more than half of the groups, this is

not the case, as the welfare and its records are kept inside the box and are not

accessible beyond meeting times, and are therefore irrelevant when emergencies occur.

Savings and loans principles: the vast majority of groups are following the principles

of saving between one to five shares a week and giving a maximum loan size of up to

three times each member's individual savings.

Constitution: 68% of the groups reviewed have a written constitution in their books.

14

The main gap that should be noted and taken into consideration is the welfare custody. In

addition, the fact that 22% of groups do not meet weekly and 32% of groups do not have a

written constitution is a structural problem that should be addressed.

2.3.2 VSLA Performance

The performance of VLSA’s is average. Principles of transparency and democracy are

preserved as necessary, yet the areas of attendance and record keeping are not properly

functioning.

Attendance

The expected and desired attendance rate should be

above 80%. The average attendance rate at the

meetings reviewed was 65%, (according to

programs: NUWEP 68%, WENG 54% and WAYFIP

74%). Therefore, members’ attendance to meetings

is much lower than required.

Importantly, only 56% of groups had proper attendance record-keeping, and those records

showed that in 50% of the groups, more than a third of the meetings were conducted in the

absence of over half of the members. Since 44% did not have proper records, we can

assume that the real attendance rate is significantly lower.

Saving Record Keeping

Only nine groups (32%) had flawless savings records. Some of the groups had minor errors

regarding the documentation in the pass-books, yet due to the latest update requiring the

pass-book to be the main documentation tool, these gaps are also problematic.

As require

d 56%

Not calculating the total

16%

Not keeping

at all 16%

Not on a rgular basis 12%

Diagram 9- Attendance records keeping

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Loans

The main problem identified regarding loans is delay in loan repayment. In 32% of groups

there is an extended delay in the loan repayment.

Regarding loan documentation, only 50% of the groups had flawless loans records. The

main problem was lack of documentation of the loans in the pass-books. Considering the

fact that the new agenda required that the pass-book will be the main records keeping tool,

this is highly problematic. In addition, lack of loan calculation and miscalculation are also

relatively common and could lead to farther complications in loan follow-up and recovery.

Despite the problems presented, it is evident that loans are allocated to various uses.

Positively 75% of loans are taken for income generating activities.

39%

32%

14%

39%

21%

0% 10% 20% 30% 40% 50%

Not calculating or miscalculating the accumulated amount of saving

Not writing the cycle no. and or share rate in pass book

Not writing the meeting number in pass book

Not calculating the no. of stamps in each page

Not marking X in pass books or when not saving

Diagram 10- Errors in savings record keeping

0% 10% 20% 30% 40%

Miscalculating

No presentation of calculation in the book

No documentation of loans in the pass-book

Diagram 11- Errors in loans record keeping

School fees 15%

Buying (chickens, Tomatoes) and selling

25%

Buying livestock 10%

Hiring labor 10%

Buying seeds 15%

Business 15%

Buying food for family 5%

Medical issues 5% Diagram 12- Loan usage

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Transparency

Being one of the key principles of the VSLA methodology, transparency is being applied

relatively well across the groups. As evidence in all groups but one, the box was opened

during the meeting, visible to all group members. 90% of groups were properly announcing

the welfare savings and the regular savings loud and clear so every group member could

hear. 70% of the groups have proper cash book records, so the records are clear and the

amount of money held by the group is being followed and updated. However, in 75% of the

groups the chair person did not ask the group members about the amount of money in the

box at the beginning of the meeting as required.

Group members seem to embrace the transparency principle as indicated from their

answers to the questionnaire.

Democracy

As another key principle of the VSLA methodology, though harder to measure, democratic

behavior was also examined. According to group members' interviews, the decisions are

being made by the entire group, and all members have the right to express their opinions.

Strongly agree 62%

Agree 29%

Neutral 5%

Disagree 4%

Diagram 13- All of the members of a VSLA group know the current amount of money

their group holds

Strongly agree 82%

Agree 15%

Neutral 3%

Diagram 14- Monitoring what is happening in my

groups is important for me

Strongly agree 77%

Agree 23%

Diagram 15- In my VSLA groups every member has

a right to express his/her opinion Strongly

agree 8%

Agree 8%

Neutral 4%

Disagree 29%

Strongly disagree

51%

Diagram 16- In my VSLA group the decision making

is by few members

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Members' Attitude and Feelings towards the Group

As anticipated due to the self-selection principle, members' attitude and feelings towards

their groups are highly positive. Members feel very comfortable and respected, and that

their group strongly represents their aspirations.

2.3.3 Comparative Perspective

Comparing the Three Programs

When comparing the performance of

the three programs unsurprisingly

WAYFIP seem to perform the best, as

VSLA is the core of WAYFIP

intervention. The main issue requires

attention in WAYFIP is the issue of

savings records. WENG groups under

the HEAL project presented relatively

low performance. Due to the fact that

all the groups that were reviewed in

WENG were in their first cycle and half

of them were in their first month of

savings, these results of poor

performance are highly alarming.

NUWEP performance in terms of

attendance keeping, savings records,

delay in loan repayment and cash-books existence is also poor.

Comparing performance according to cycle number

When evaluating the performance according to cycle numbers first we learn that mature

groups have higher share value which Indicate capacity building throughout the years.

Also, mature groups had better loan records and no delay in loan repayment which might

give one explanation to their sustainability. Yet as the group matures, its tendency to

Table 1- performance according to program

NUWEP WENG WAYFIP

Average number of group members 29 28 28

Average attendance to meetings 19 15 21

Attendance keeping properly 43% 33% 100%

Meeting weekly 78% 85% 100%

Flawless records of savings 29% 37% 33%

Flawless records of loans 50% 42% 83%

Extended delay in loan repayment 57% - 16%

Cash-book in book 50% 66% 100%

Constitution 71% 83% 50%

18

continue and follow the full methodology declines; Attendance keeping, proper savings

records and recording in cash-books are lower than those of the younger groups. Another

thing that declines is the practice of meeting on a weekly basis.5

Table 2- performance according to cycle number

First cycle Second-Third cycle Fourth-Fifth cycle

Number of groups reviewed 17 8 3

Average number of group members 27 30 26

Average attendance to meeting 17 21 18

Attendance in percentage 62% 63% 69%

Average welfare share rate 200 Ush 314 Ush 300 Ush

Average saving share rate 893 Ush 1250 Ush 1667 Ush

Keeping attendance properly 52% 50% 33%

Meeting weekly 76% 87% 67%

Flawless records of savings 23% 62% 0%

Flawless records of loans 47% 50% 67%

Extended delay in loan repayment 23% 62% 0%

Cash book 52% 50% 33%

Constitution 47% 37% 66%

5 Retention in VSLA will be farther discuss in section 2.3.7

19

2.3.4 VSLA goals

According to the PQL guidelines: “The VSLAs have altered the development equation in

marginalized communities’ worldwide, providing members with the means to cope with

emergencies, build capital and re-create social dynamics that support genuine self-

reliance”(P.60). Moreover, the VSLAs “Cultivates savings and financial management culture

among members” (P.61). This assessment found that CARE Uganda’s VLSAs are fulfilling

their initial goals.

“Means to cope with emergencies”

The welfare fund/social fund is the function that

provides members with the means to cope with

emergencies. As in most of the groups the social

funds are successfully operated and managed,

members can and are using it when in need. The

reasons mentioned of taking such a loan are:

medical issues, burial expenses and urgent

scholastic materials. Members have testified that

the membership is giving them means to cope

with emergencies.

“Build capital”

Though building capital is hard to measure in a short period, the results present a positive

improvement in that regard. In "The most significant change" testimonies that were

collected, 29% mentioned they were able to buy and rear livestock. 26% mentioned

Michael Emwoch A member of “Joo Pur Owei”(meaning “farmers relief from hard

work”) VSLA group. Married and a father of nine kids.

Abongoman village, Kabukubuku, Kabalamondo- UWESO

“I feel my life had improved since I joined the

group. Thanks to the group I now have a way

to deal with my emergencies by asking for a

loan from the welfare fund. One time my child

was sick and another time my bull was sick. I

took a welfare loan which enabled them to

receive medical treatment ... This is the first

time I am a member of a VSLA, in the past I did

not have an excess to funding or loans, and

since I joined I gained this excess.”

Strongly agree 66%

Agree 33%

Neutral 1%

Diagram 17- Being part of a VSLA group provides one

the means to cope with emergencies

20

expending agriculture productivity (trough buying or renting Oxen, ox-plow, land or

seeds). And 23% mentioned establishing a business or engaging in an income generating

activity. In addition 61% mentioned their ability to pay school fees, 20% mentioned

improvement in their food-security and 32% mentioned improvement in health (of

themselves or their families). All the above indicates a general improvement in the

standards of living of VSLA members. Further, group members had stated firmly that being

in a VSLA influences their economic opportunities and allows them to build capital.

“Create genuine self reliance”

Group members have vastly agreed that

creating a VSLA in a community can make the

community self-reliable.

Group members mentioned a great feeling of

belonging, unity and cooperation within the

group. Yet, 4 groups (14%) requested a

donation or financial support at the end of our

visit, meaning that the expectation for handout

remained present.

Strongly agree 69%

Agree 30%

Disagree 1%

Diagram 18- Being a member of a VSLA allows one

to build capital

Strongly agree

6%

Agree 7%

Neutral 3%

Disagree 33%

Strongly disagree

51%

Diagram 19- Being a member of a VSLA does not influence the members economic

opportunities

Strongly agree 62%

Agree 32%

Disagree 6%

Diagram 20- Creating a VSLA in community can make the community self reliable

Merry Nyinamuhondo A member of Abizera (meaning “we have trust”) VSLA group, assumes

she is a 100 years old because "it had been very long", a mother of 7

children and many more grandchildren.

Ghinaga village, Nykabande, Kisoro- BMCT

“I feel a very big change. I was very lonely before

joining the group…I feel my life had improved and

feel much more comfortable since I have the

support of the group... My main challenge today is

that I am weak and I get sick a lot. I am happy that

I am in the group because the members are

coming to my rescue and taking me to the

hospital when I am in need. “

21

“Cultivates savings and financial management culture among members”

In the testimonies collected from VSLA group members, 30% mentioned having the ability

to save and 45% mentioned the ability to access loans as the most significant change they

have experienced since joining the group. Meaning, those group members are well aware of

the value and the new financial possibilities that they gain trough the membership.

VSLA Long term affects

“Olchol Emorikikinos Framers VSLA Group” (Olchol village, Katine, Soroti) is an example of

a successful group that had been operating for almost five years. During these five years:

67% of group members improved their housing situation - constructing new houses

and moving from grass-thatched huts to permanent houses.

67% of group members expended their agricultural capabilities due to investment in

livestock and tools.

50% of group members’ children improved their level of education and gained ability to

pay for private schooling.

Oyet Jastin Has been a member of “Oplacen” (meaning “has woken up late"), male only

VSLA group for the past year. Jastin has two wives and ten children.

Lupara village, Pujule, Pader, WORUDET

“I used to struggle to have money to support the

household needs, it was hard. Since I joined the group I

plan more. Now, the wives fulfill part of the household

needs and I contribute my share; this had created

harmony between us. I used to have bad relationships

with my wives because I blamed them for wasting

money and mismanaging it. As I joined the group I

understood that they were managing our money in a

good way. I understood that they are beneficial and

effective in fulfilling the household needs. “

Esther Labanya A member of “Tim-Ki-Komi” (meaning “do it yourself”) VSLA group.

Apil west village, wol, Agago- FOKAPAWA

“This is my second year in the VSLA and I am the

group treasurer. I used to have a problem to meet

my basic needs like school fees for my

grandchildren and medical support. Since I joined

the VSLA things have been easier, because now I

have a place to borrow money when I am in need.

With my savings from the last year I support my

basic needs and buy food for my family in opposed

to last year when we suffered from a shortage. In

the past it was hard for me to get a loan, now the

VSLA is helping me. I even took a loan and bought

two goats!”

22

2.3.5 Un-successful Groups

This section presents two groups that diverted from VSLA methodology, and therefore faced

challenges and problems.

Gang Tek Ki Mon, Lamola village, Lamogi, Amuru, ARLPI-NUWEP.

The group was established in December 2010 with 30

members. At the beginning of the second cycle new members

wanted to join and the group decided to allow them.

Subsequently, 25 new community members joined, making it a

VSLA group of 55 members. The group members knew that

according to the methodology the group shouldn’t exceed 30

members but they wanted their community members to

benefit from the advantages of VSLA. In addition the group

didn’t have keys to lock their box and they are counting on their treasurer to hide the money in a

secure place. Group members insist that their CBT told them they can keep the money where ever

they want, the CBT denies. When the group was visited in November 2013, towards the end of the

third cycle, it was meeting on a monthly basis. According to the members, they were experiencing

several problems: some of the new member took a loan and didn’t return it, some people

subscribed as members but never bothered to come to the meetings. Moreover, as the group grew

bigger, time became an issue: the meetings became longer, people are late for meetings and new

members refuse to follow group regulation and pay fines when they are late.

Murubindi Batwa Bakiga Kweterana, murbindi village, Bufundi, Kabale, AICM- WENG

Established in August 2012, and up until the writing of this report (December 2013), had not done

its first Auction Audit. The group met on a weekly basis from August 2012 to June 2013 when the

group disintegrated. The chair person of the group took a loan of Ush 100,000, an amount much

bigger than his personal savings, and did not pay it back. As the chair person didn’t pay back the

loan other group members decided to do the same. Most of the members took loans, none of those

loans was paid back completely while the entire savings were giving away as loans. Members were

very disappointed from the group and from their chair person, many of them lost their savings and

felt helpless about it. None of those in charge of the group in AICM was supporting or assisting the

group during its crisis. On top of that, the same CBT that established this group established two new

groups at the same community and location in September 2013. One of them that was reviewed in

November 2013 was malfunctioning and didn’t receive proper training.

23

2.3.6 The CBT work

The CBT are the front line implementers of the VSLA Scheme. Their work, understanding,

and guidance of the group, are what will most likely to determine its success or failure.

Their work is guided by the VSLA manual, which is a detailed document giving all the

needed information to establish and support a VSLA group.

The biggest challenges the CBT experience

in their work are related to infrastructure,

include: long distance, bad weather,

transportation problems and terrain.

In addition they mentioned:

• Work overload.

• Contract and employment issues.

• Duplication of services with other

NGOs.

• Low attendance due to framing season.

• Poor record-keeping ability.

100% of the CBT stated that they feel adequately trained to work as a CBT; they felt they

were given sufficient training to facilitate and train on VSLA. The CBT expressed a desire to

have more refreshment workshops and to gain additional training regarding the following

issues:

Consulting.

Community management and service tools.

Agriculture skills.

Advocacy skills.

Gender issues.

Financial management and business.

Although the CBT presented confidence and a feeling of success, the analysis shows that

some of the gaps and errors mentioned in this assessment are due to lack of guidance or

misguidance of those CBT.

Interacting/ working with the

community 32%

Consulting 7% VSLA

training 36%

positive feedback

from community

13%

Personal learning/

gaining knowledge/ experience

6%

Training on Gender issues

6%

Diagram 21- What do you like about your work as a

CBT? What do you feel you are doing successfully?

24

2.3.7- Retention

VSLA active members presented a positive view

about their desire and belief that their group

will continue operating in the future without the

project's support. In the field, it was very

difficult, and in some districts impossible, to

visit mature groups. The reason might be that

some of those groups had been disintegrated.

From table 2 in page 17 in this report,

presenting the performance according to cycles division, we see that mature groups have a

good conceptual and practical understanding of the methodology. The secretaries and chair

persons of these groups, together with the rest of the group, were trained well enough to

continue operating independently. in some cases the IPO’s were still supporting and

following the groups and came to their assistance in the Auction Audit, to help them

calculate and share the savings properly. The groups that have diverted from the

methodology (or were not equally trained on the methodology) are not functioning and on

the verge of disintegrating. According to this, some of the groups visited in their first cycle

are un-likely to independently continue successfully.

Strongly agree 73%

Agree 21%

Neutral 4%

Strongly disagree

2%

Diagram 22- I believe my group will continue operating even after the project

support ends

25

2.4 Gender Equality & Women Empowerment in CARE Uganda VSLA

“If we are to tackle the underlying causes of poverty and vulnerability we must understand

the process of women empowerment by which gender issues can be recognized and

addressed if a project is to be action-oriented on gender issues it should incorporate and

enable the process of women’s empowerment” (PQL guidelines P.3)

The PQL guidelines' Gender Equality & Women Empowerment section sets a very high

standard. It demands that each project and intervention would include a gender

perspective and that each intervention would incorporate both gender and women

empowerment aspects. The section begins with an overview of several definitions that

provides a basic understanding of the fundamental concepts in the field of gender. This

introduction is followed up by a table explaining step by step what issues need to be

considered and examined in order to make the intervention gender-sensitive and directed

towards women empowerment. In regard to the PQL guidelines one staff member said: “It

seems that understanding the gender part of the guidelines is hard for staff”, meaning that

even though the information is available it is difficult reaching a level of understanding that

enables applying it. Currently, there is no gender expert or gender adviser working in CARE

Uganda to support the guidelines' high demand.

According to the programs' names and the documents describing the programs, women are

CARE’s target population and the programs' goals are directly related to Gender Equality &

Women Empowerment. The application of the Gender Equality & Women Empowerment

Guidelines in CARE Uganda VSLA will be explored and discussed in the following section.

2.4.1 Participation

According to the 26 mixed groups that were reviewed:

• The average number of group members is- 29

• The average number of women is- 21 (72%)

• The average number of men is- 8 (28%)

The fact that VSLA have a majority of female participants across the country is not

surprising. It is well known and understood among the people of CARE Uganda that women

are more drawn to savings and much easier to recruit to VSLA. When group members were

26

asked about equal opportunities to be part of the group,

group members vastly agreed that the opportunities are

equal. It should be noted that the fact that majority of

participants are female does not necessarily reflect

addressing women empowerment and gender equality as a

given. Also, it should be noted that in some cases even

when gender issues arise, they might not be properly

addressed.

When asked about equal

participation, members argued

fervently, that men and women

participate equally. But when the

statement was phrased differently

(diagrams 24 and 25), some group

members agreed that women have

less influence about what happens

in the group.

Micacabchara Twifatanye VSLA group (meaning: “women cooperate”)

Ghinga village, Nykabande, Kisoro, BMCT-WENG

Established in September 2013 - Self-selected only women

Why did they select only women?

• “Men are smarter than us, they might cheat us”

• Chair-person says “We wanted to be only women because we face the

same problems and we wanted to deal with them together”

• “We are working hard in the field, we want to share our hard work”

• “Men have more money but they are spending it all”

• “If a husband and wife will be together in the same group the husband

will take a loan and the wife will be the one to pay it back”

• “Men are selfish”

• “Men wouldn’t want to join when they see that there are many women”

• “Your husband will tell you to ask your father to sign a loan for you”

Strongly agree

71%

Agree 16%

Neutral 4%

Disagree

5% Strongly disagree

4%

Diagram 23- Men and women have equal opportunities to be part of a

VSLA group

52

18 2 0 0

0

50

100

Strongly agree Agree Neutral Disagree Strongly disagree

Diagram 24- In my group men and women participate equally

5 11

5

18

33

0

20

40

Strongly agree Agree Neutral Disagree Strongly disagree

Diagram 25- Usually women have less influence about what happens in a group

27

When examining the participation patterns in the management committee, a clear image of

patriarchal control and of gender rules is presented.

Table 3- Representation in the management committee

Chair

Person Secretary Treasurer Money

counters (two)

Total

committee

Men 11 23 6 16 56

40% 82% 22% 29% 40%

Women 17 5 22 40 84

60% 18% 78% 71% 60%

The secretary role, which is the most dominant and influential role, is dominant by men

which holds this position in 82% of the groups even though they are only 28% of

participants. Further, the treasurer role which requires carrying most of the responsibility

(keeping the money) without any significant influence is dominant by women as it fits their

traditional gender role in Ugandan society. These gender roles are not surprising for CARE

Uganda's staff that is familiar with VSLA. As the principle of self-selection in VSLA is

applied, there is a general feeling that not much can be done to address this issue.

If we are to look at the CBT’s as the role models, setting an example to these groups, only

seven out of the 21 CBT’s interviewed were women.

2.4.2 Gender spectacles

The PQL guidelines are speaking of “gender spectacles”, certain way of understanding and

thinking gender that should be adopted in order to address gender issues. This demand, as

was previously mentioned, sets a high bar. It requires taking into consideration, in each

intervention, the fact that women are affected differently than men. Therefore it requires

“Patriarchal control is a system of male monopoly or domination of decision making positions at

all levels of governance which is used to maintain male dominance and gendered discrimination of

continued privileges for male” (PQL guidelines P. 2)

““Develop a gender policy and strategy to guide implementation” (PQL guidelines P. 5)

28

monitoring the impact of the intervention on women in compare to men. In VSLA such

analysis isn't currently part of the work process. In fact there is only one case of a group in

which the records presented the gender performance were reviewed in a way that such

analysis could have been done.

The implementers on the ground are the IPO. From the IPO reviewed, only one had a

comprehensive and updated gender policy. If the implementers don’t have “gender

spectacles” it is unlikely they will implement in a way that will actively promote gender

equality and women empowerment.

2.4.3 Promoting women empowerment

The PQL Guidelines define five stages of women empowerment: welfare, access,

conscientisation, mobilization/participation and control. The expectation regarding to how

women empowerment in VSLA should look like is not exactly clear. In the following quotes

are few examples of what was witnessed in the field:

Margaret Alanyo- Waneno-anyim, Patiko, Gulu-

GDFA-NUWEP

“It’s a significant change because now I can take

care of my own things; the main thing I am

happy I can take care of, is the school fees. Now I

have the ability to do things on my own, I don’t

need to ask my husband.”

29

Acen Grace- Chair person of ”Amoro Kwo” Pakiri village, Lamogi, Amuru- GWED-G-NUWEP

“I like being the chair person because they listen

to me, I didn’t want or choose to be the chair

person, and I was elected. Now I gain the

experience and I am in the process of being a

good leader… My husband refuses me taking a

loan because refunding might be a problem, and

if he refuses to borrow I will not do that.”

Ktek Ki Lwak group

A self-established men-only VSLA group.

Abyee village, Lamogi, Amuru- ARLPI- NUWEP

“We established this group because we wanted

to save. Women are saying that men can’t save;

they also say that they are the sole

breadwinners. We wanted to compete with

them, to show them that men can also save! Also, we wanted to provide for our families.”

(Most of the member’s wives are part of other mixed VSLA groups)

Agudo Desta, chair person of “Olchol Emorikikinos Framers”

VSLA Group since 2008.

Olchol village, Katine, Soroti- UWESO-WAYFIP

“In 2011 after I gained momentum from the exposure I got in

the VSLA, I was able to achieve what is called “a good

home”….In 2012 I budget a plot in the trading center, and also

an ox plow. I also sent my daughter to a private secondary

boarding school and the other three kids to a private primary school. At that time I was also

selected to key positions: I am representing the women of two parishes in the sub-county.

Through the exposure in VSLA I can now address public meetings and stand in front of any

group of people. I am a happy and healthy woman and I cannot even compare myself to the

lady I used to be before this group.”

30

3. Conclusions

This assessment was conducted in order to evaluate the application of the PQL guidelines

in CARE Uganda’s programs and to its staff. It had shown that the “PQL guidelines” is a

document that has significant importance to CARE Uganda’s work. It is a very useful

reference tool that helps generating consistency across the different programs. However,

CARE's implementing partners haven’t been fully exposed to it.

Regarding the VSLA section, findings show that the minimum standards are met. In fact, the

requirements in terms of structure are almost fully fulfilled. When addressing the VSLA

performance, few gaps that need to be addressed have been indicated. Yet, the initial goals

of VSLA in terms of building capital, giving means to cope with emergencies, creating self-

reliance and cultivating savings and financial management culture are being overwhelming

fulfilled.

While examining the issues of Gender Equality & Women Empowerment aspects in VSLA,

there seem to be a substantial gap between the high standards that the PQL guidelines set

to the current capacity of CARE Uganda's and IPO to comply with these requirements. Even

in the absent of a clear operational plan, in some cases programs are leading towards

women's empowerment, but not necessarily deliberately.

31

4. Recommendations

PQL Guidelines

A policy of sharing relevant parts of the PQL guidelines with colleagues in IPO’S could

improve their implementation according to CARE's expectations and increase mutual

understanding and cooperation.

Periodic workshops on PQL guidelines practical application are recommended. This

could create a type of shared learning and collaborative thinking that might increase the

usage and relevancy of PQL guidelines.

VSLA

Some of the new groups that were reviewed, mainly in WENG, seem to have low

application of the methodology. Additional training on VSLA methodology is needed in

order for this group to be sustained.

Attendance performance is much lower than required. There is a need in

reconsideration of the mechanism and the implementation of the current enforcement

system, including consideration of alternatives. In addition there is a need in

emphasizing to IPO staff the importance of attendance at meetings in order to have a

fully functional and successful VSLA.

Since loan documentation is known to be problematic, recent updates require that the

loans will be document and up-date in the pass-books. As in the pass-books the

documentation is easier to follow and the calculation is simpler and clearer. This up-

date has not been applied by several IPO and was not introduce to majority of the

mature groups. Recording the loan documentation in the pass-books is strongly

recommended and should be emphasize.

There is a need to emphasizing to IPO staff and VSLA members the importance of the

Cash book and the constitution.

32

Gender Equality & Women Empowerment

The high demands, as presented in the Gender Equality & Women Empowerment

section, should be re-examined. A possible option should be considered, in which some

of the requirements would be presented as recommendations rather than mandatory

requirements.

In order to successfully address the gender issue, a gender expert or a gender advisor

should be available to counsel and guide the CARE staff on this issue.

IPO should develop a gender policy or be introduced to CARE's policy on that matter; in

order for gender issues to be addressed in field level.

Specifically regarding VSLA and gender- It is necessary to define a common conception,

in the organizational level, regarding gender issues that arise in VSLA. (Such as gender

roles and male dominance in leadership positions, equal participation and promoting

women empowerment through VSLA)

33

5. Appendix

Appendix 1 - Survey to CARE staff

PQL Guidelines Monkey Survey Questionnaire

Number of responders

1 Strongly agree

2 agree

3 Middle

4 disagree

5 Strongly disagree

Mean

I have read the PQL guidelines in depth and I am highly familiar with them

22 13 8 1 2.45

59.09% 36.36% 4.45%

I have a good conceptual understanding of the key technical issues in the PQL guidelines.

21 3 9 9 2.29 14.29%

42.86% 42.86%

When reading the PQL guidelines, I feel I am learning or gaining new knowledge which is valuable

20 6 13 1 1.75

30% 65% 5%

I have find the PQL guidelines very useful in my work

20 10 9 1 1.55

50% 45% 5%

In my work, I refer only to some of the PQL guidelines. If so, which ones?

20 2 10 3 3 2 2.65

10% 50% 15% 15% 10%

The PQL guidelines are reader -friendly, convenient, clear and easy to work with.

19 7 9 2 1 1.84

36.48%

47.37% 10.53% 5.26%

I have used the PQL guidelines in my work at least once, if the answer is yes please specify in what part, when and how?

22 Yes 20 90.91% No 2 9.09%

34

Appendix 2- List of the groups reviewed

Program IPO Name & Location date of Review

NUWEP

GDFA Waneno-anyim, Patiko, Gulu 2/10/2013

GDFA Gum Pe Rom, Obwola- Koro Lapainat west, Gulu 3/10/2013

GDFA Aol Ki Tam, Abole village koro Ibakara, Gulu 4/10/2013

KIWEPI Ukony Lwak- Masese village-Namokore kalegong, Kitgum 7/10/2013

KIWEPI Tim Ki Komi-Oryang village Namokora Pagoda west, Kitgum 7/10/2013

KIWEPI Nyerodong Licwa village, lokung , Kitgum 8/10/2013

KIWEPI Agolaoyee Licwa village, lokung, Kitgum 8/10/2013

WORUDET Opolacen, Lupara village, Pujule, Pader 9/10/2013

WORUDET Ribber-ber, Lupara village, Pujule, Pader 9/10/2013

FOKAPAWA tim Ki Komi-Apil west, wol, Agago 10/10/2013

FOKAPAWA Watemo, Bunga village, wol, Agago 10/10/2013

GWED-G Amoro Kwo, Pakiri village, Lamogi, Amuru 11/11/2013

ARLPI Gang Tek Ki Mon, Lamola village, Lamogi, Amuru 13/11/2013

ARLPI Atek Ki Lwak, Abyee village, Lamogi, Amuru 15/11/2013

WENG

BMCT Micacabchara Twifatanye, Ghinga village, Nykabande, Kisoro 22/10/2013

BMCT Kanyabukungu kwifatanya, Kanyabukungu village, Nykabande,

Kisoro 22/10/2013

BMCT abizera, Ghinaga village, Nykabande, Kisoro 23/10/2013

BMCT Gahinga Tuajymbere, Ghinga village, Nyakabande, Kisoro 23/10/2013

BMCT Gatera Tutrimbere, Gatera village, busanza, Kisoro 24/10/2013

BMCT Gatera Bi Twunguke, Gatera village, busanza, Kisoro 24/10/2013

AICM Murubindi Batwa Bakiga Kweterana, murbindi village, Bufundi,

Kabale 25/10/2013

AICM Murubindi Batwa Bakiga Kweterana, murbindi village, Bufundi,

Kabale 25/10/2013

WAYFIP

UWESO Agule Mulen, Agule village, Katine, Soroti 29/10/2013

UWESO Joo Pur Owei, Abongoman village, Kabukubuku, Kabalamondo 30/10/2013

UWESO Baptist group, Opiro village, Apakira, Kabalamondo 30/10/2013

UWESO Eyalama, Achanga village, Usuk, Katakwi 31/10/2013

UWESO Nazaret group, Achanga village, Usuk, Katakwi 31/10/2013

UWESO Olchol Emorikikinos Framers Group Olchol village, Katine, Soroti 1/11/2013

35

Appendix 3- Meeting observation form

Observation of a VSLA Meeting Report

Part of meeting

timing comments

Opening the meeting

Was the box open in the meeting? Yes/ No Are the three key-keepers not part of the leadership: Yes/ No________________ Number of group members________ (M_______,F_____) attendance to the meeting _________(M_______,F_____) Leadership sex- CP:_______ S:______ T:_______ MC:______,______ Form of sitting:_____________________________ gender sitting division ___________ Attendance? Yes/ No

Collection of welfare fund

Welfare rate__________ Properly announcing? Yes/ No __________________________________________________

payback of welfare loans

Accumulated amount___________________

Giving welfare loans

Reasons for welfare requests (+personal info: background, age, sex):

Saving CP asks the group about the amount in the box from previous week? Yes/ No ________________________________________________________________________ Share rate___________ Properly announcing? Yes/ No __________________________________________________ Proper use of the stamps? Yes/ No _____________________________________________ Total saved today ___________________________ Accumulate amount___________________________

Collecting previews loans

Giving out new loans

Interest rate_____________% Reasons for loan requests (+personal info: background, age, sex):

Additional topics and closing

Total amount in box_____________________

Question and request from us

Group name___________________________

Sub-county _____________________________

village___________________________________

Partner organization _________________

CBT-____________________________________

Date of beginning _________________________

Meeting no.______________ Cycle no. ________

Date of meeting____________________________

Democracy

Transparency

Gender

36

The books

Additional info

_________________________________________________________________________________________________________

_________________________________________________________________________________________________________

_________________________________________________________________________________________________________

_________________________________________________________________________________________________________

_________________________________________________________________________________________________________

_________________________________________________________________________________________________________

_________________________________________________________________________________________________________

_________________________________________________________________________________________________________

_________________________________________________________________________________________________________

_________________________________________________________________________________________________________

_________________________________________________________________________________________________________

_________________________________________________________________________________________________________

_________________________________________________________________________________________________________

_________________________________________________________________________________________________________

_________________________________________________________________________________________________________

_________________________________________________________________________________________________________

_________________________________________________________________________________________________________

Attendance keeping ________________

No. of meeting with attendance lower than half __________

Meeting weekly? ______________________

Keeping records of saving In book: In pass-books:

Keeping records of loans In book: In pass-books:

Cash book : yes/ no Constitution : yes/ no Group diversity (Age, Gender, Status) Age: under 25_______, 25-50_______ , 50 +______. Number of literate members_________ Number of single-household members_________

37

Appendix 4- Questionnaires to CBT’s and VSLA group members

CBT Questionnaire

CBT Name_______________________________________________M/F, Age _____ number of years working as a CBT______

No. of groups saving ______________ Location____________________________________ organization_____________________

1. How often do you attend your group meetings? weekly/ twice a month/ once a month/ once every two months / other

2. How often do you meet your immediate supervisor? weekly/ twice a month/ once a month/ once every two months / other

3. How often do you submit reports to your supervisor?weekly/ twice a month/ once a month/ once every two months / other

4. What is the average number of members in your groups? ___________________________________________________________________

5. What is the average attendance of members in your groups? _______________________________________________________________

6. How many of your groups operate a social fund? ______________________________________________________________________________

7. In a month, how many times does your group meet for VSLA activity? ______________________________________________________

8. Do any of your VSLA groups have an Add-on component (additional activity that the group is doing besides savings

and loans)? Yes/ No . If the answer was “Yes”, please specify the component

______________________________________________________________________________________________________________________________________

9. 9. How has VSLA transformed the lives of members in your community?

______________________________________________________________________________________________________________________________________

______________________________________________________________________________________________________________________________________

______________________________________________________________________________________________________________________________________

10. Please give an example for one group member whose life had been transformed and how-

____________________________________________________________________________________________________________________________________________

____________________________________________________________________________________________________________________________________________

____________________________________________________________________________________________________________________________________________

____________________________________________________________________________________________________________________________________________

11. Do you feel you were adequately trained to work as a CBT on VSLA? Yes/ No

If the answer is “No” what is missing? ________________________________________________________________________________________________

____________________________________________________________________________________________________________________________________________

What would you like to be added to the CBT training?_______________________________________________________________________________

___________________________________________________________________________________________________________________________________________

12. What do you like about your work as a CBT? What do you feel you are doing successfully?

_______________________________________________________________________________________________________________________________

_______________________________________________________________________________________________________________________________

13. What are the problems or challenges in you experience in you work as a CBT? ______________________________________________

____________________________________________________________________________________________________________________________________________

_______________________________________________________________________________________________________________________________

14. Do think men and women benefit equally from their membership in the VSLA? Yes/ No. Please explain

how and why.

____________________________________________________________________________________________________________________________________________

______________________________________________________________________________________________________________________________

38

Please mark the level of your agreement/disagreement with each sentence:

Group members:

Name age sex Status

1

2

3

For CBT+ Group members 1 Strongly

agree

2 Agree

3 Middle

4 Disagree

5 Strongly disagree

1 In my VSLA groups every member has a right to express his/her opinion

2 All of the members of a VSLA group know the current amount of money their group holds

3 Being part of a VSLA group provides one the means to cope with emergencies

4 Men and women have equal opportunities to be part of a VSLA group

5 In my group men and women participate equally

6 In my VSLA group the decision making is by few members

7 Being a member of a VSLA allows one to build capital

8 Monitoring what is happening in my groups is important for me

9 Creating a VSLA in community can make the community self reliance

10

Usually women have less influence about what happens in a group

11

Being a member of a VSLA does not influence the member economic opportunities.

12

I think the men in my group benefit more than the women

13

I believe my group will continue operating even after the project support ends

For VSLA member : 14

I feel comfortable in my group

15

I feel that the group represent my aspirations

16

I feel respected in my group