South Africa: GENDER DRIVER OF CHANGE APPLICATION


Date: June 20, 2019
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Name ALETTA MARTHA JACOBA (ALMA)
Surname KRITZINGER
Country South Africa
Give a short history of the leader A definite light bulb moment was when I realised that the dream I had since 2005  it became a reality. I was named  the SAPS Woman of the Year 2009 for the Western Cape and experienced a prestige event of sharing of best practices. I then realised that the need to establish a summit focussing on all social needs and interacting with all spheres of live as everyone is at some stage a victim. Being part of the SADC Summit in 2012 opened up more ideas and I was able to initiate a summit that follows the structure and aims of the 28 targets of the SADC protocol with a twist that set a platform for the Mossel Bay to ensure that all work together and sharing best practices and ensure that people start working together and not in silo’s. This resulted in Mossel Bay being the first COE in the SADC region to host such an event.Taking it a step further, was the challenge to broaden my horizon by focussing on organisations outside my comfort zone to ensure that gender is mainstreamed through all spheres in the communities and therefore reaching out to communities such as Swartland, Matzikama and Elsiesriver.
Objectives To establish change by means of capacitation and educaton with the focus on transfer of soft skills to ensure that the process of gender mainstreaming and empowerment will never end. Using the powers within, I’m able to implement policy, programs and support systems to ensure transformation within the community. A Strategy developer and the implementer to ensure that the necessary resources, assistance and support is available to empower the community of Mossel Bay. If your actions create a legacy that inspires others to dream more, learn more, do more and become more, then you a true driver of change.
Key activities BUY IN ACTION PLAN
• Innovative ideas to Director to produce at :
• Directors Board
• Social Committee
• Council Meeting
• ‘Gift of the Gab’ACTION PLAN IMPLEMENTATION
• Feed the Director with action plans and budget needs so that he will be able to :
• Support Gender Focal Person
• Provision in IDP for Gender
• Resource allocation

BUDGET
• As official working on the ground and responsible for the implementation of processes , I was able to influence my Director to :
• IDP process
• Budget Committee
• Recommendations to Council
• Vote allocation for Gender
2011/2012 150 000 Vote 12242-201-1101
2012/2013 236 000 Vote 12242-201-1101
2013/2014 225 000 Vote 12242-201-1101
2017/2018 142 965 (Youth own budget) MSCOA Vote 9/323-194-17015
2018/2019 276 238 ( Youth own budget) MSCOA Vote 9/323-194-17015

• EVIDENT BASE PROGRAMS
Conducting of Research
CPOC
Wardbase programs, structures and forums

• POPULARISING THE COE PROCESS
• Constant flow of information
• No More Victim Summit (first in SADC Region)
• Education & Capacity Building (Ward based training focussing on operational plans for each ward to focus on the Protocol on Gender and Development)
• Address Speakers Forum in Stellenbosch on the Gender Links process and the No More Victim Summit, roadshow to George Municipality and Bitou Municipality – result in a mentoring agreement between Mossel Bay Municipalities and other Municipalities

ADVOCACY

• Constantly focus on being an advocate for change via community, organizations and Council

Political influence can be a challenge for example –
Programs paused due to political dates
Separation of powers – (Politics vs Administration)
Changing of budget system – easier to track gender budget

Key challenges I think the biggest challenge lays within the organisation itself. Being the implementer on the ground, the challenge lays to ensure that the decision making authority is on the same level. To establish gender change within the institution I need to relay on management to secure budget, and buy-in.Sometimes emotional decisions are being taken from management side that interrupt a program. To put it on track takes time and to build trust that was broken is difficult. There is a difference between having a calling for gender development and being employed to be a driver for change.

The function of the unit is seen as an unfunded mandate. This result in budget allocation to be given in a smaller portion as funding comes out of the equitable share.

Restructuring and legislative mandate and internal changes.

The new MSCOA system

Results

Change at the individual level Being a victim of sexual abuse left me with a feeling that I’m not worthy (parents choose to support the perpetrator and not the victim). I had this urge for restorative justice in my life. I realized that I can change my life story by focusing on the rewriting of my life story, changing the negative in a positive. This resulted in a mission to ensure that change is possible in the community. To build relationships, strengthen relations that result in people being empowered standing up for their believes to be a victor not a victim.
Evidence of change at the individual level Gershwille Olivier Bosasa Youth Development Centre
” I would like to extend my grattitude towards you for allowing, accepting me as your intern March 2015. I was fortunate to have a supervisor as you who always saw the best in people and while go above and beyond for your clients. I hope you continue charging and fight the social ills that currently present itself in Mosselbay. Your main aspect was gender issues which is very prevalent in the Mbay area. Your wisdom and drive to educate and make Mossel Bay and surrounding communitiesaware gender based violence was evident.
Change at the household level My daughter is 18 years old and since the age of 6 years, she is assisting me in the community when I’m having programs on gender based violence, sport clinics and even workshops. Coming out of a house, were mommy do narrative counselling, she build up a knowledge of perseverance and even started to refer children with problems to the school social worker or ask mommy to intervene to refer. This resulted in a openness in the household that is not always understood in the community as sex, gender, violence is part of daily education, capacity building and communication.
Evidence of change at the household level Rita Kayster PJAAG

“Jou dogter en die span onder leiding van Mnr. Marcus werk heerlik saam – sy is beslis haar ma uitgeknip”.

Lizette van Heerden SEEFF

“Jou huis is ‘n veilighe hawe vir oud en jonk – daar is altyd mense by jou en die jongmense is so gemaklik om met jou te gesels”

Change at institutional level Lucinda Piedt –
“Met die hulp van Alma Kritzinger, het ek my naam opgegee en was ek deel van die groep wat die voorreg gehad het om op gelei te word om die gaping van tekort aan vroue leierskap aan te spreek.”

IMATU-
When implimenting the succession planning policy and the roleout of the training program for MMDP, its important for the union that oppertunities needs to be created to ensure that training undergo, can be put in use in a practically manner.

Gwyn Harding (Director)
The Municipality moved away from compliance, to Developmental Local Government! The Gender unit, will now have provision on the organigram for an assistance, student and intern.

Evidence of change at institutional level Lucinda Piedt –
“Met die hulp van Alma Kritzinger, het ek my naam opgegee en was ek deel van die groep wat die voorreg gehad het om op gelei te word om die gaping van tekort aan vroue leierskap aan te spreek.”

IMATU-
When implimenting the succession planning policy and the roleout of the training program for MMDP, its important for the union that oppertunities needs to be created to ensure that training undergo, can be put in use in a practically manner.

Gwyn Harding (Director)
The Municipality moved away from compliance, to Developmental Local Government! The Gender unit, will now have provision on the organigram for an assistance, student and intern.

Change at a policy level When started in 2010, no policy of framework exist for the mainstream of gender:
Gender form part the IDP
Gender form part of PMS
Gender is recognized within the IDP, Ward Committee Systems
Five year plan which include, Gender, Disability, Older Persons
TOR for MBOPF
TOR for MLAC
Etc.
Evidence of change at a policy level Joey Joshua
“Tydens die vergadering in Johannesburg waar terugvoering gegee is oor die Golden Games, was Mosselbaai die eerste Munisipaliteit wat uitvoering gegee het om saam te funksioneer en aparte forums met elke woon area gemaak het.”
Capacity building Gender Mainstreaming in the Public Service Course
National Diploma: Public Accountability
HRD Training
Conflict Management
Lessons learned and shared Transformation is a continuous process – a wheel turning on a daily basis. Nothing stays the same and therefor the plan must be transparent and open to ensure that everyone work out of the same scope.Budget will always remain a constrain – but with the building of partnerships, it can be overcome.

The Constitution makes provision for “ACCESS” – but is access actually sufficient?

Everyone has access to medical care …. but transport is not available int he rural areas

To succeed, the Municipality must focus Development Local Governmentl.

Next Steps Extention of the Wardbase program, to focus on the registration of NPO’s to ensure budgetary assistance.Pushing the agenda for a Western Cape, Gender Focal Person Forum – COGTA