Report Centres Of Excellence Stage Three Workshop
REPORTCENTRES OF EXCELLENCE STAGE THREE WORKSHOPCountry: ZimbabweCouncil: Zvimba Rural District CouncilDates: 20-22 October 2011Venue: Zimbabwe Institute of Public Administration & ManagementParticipants at the Zvimba Rural District Council COE WorkshopUCAZPhoto: Tapiwa Alvin ZvarayaARDCZ1
ContentsExecutive Summary . 3Background . 4Process and activities . 4Outcomes . 8Way forward . 9ANNEXES . 9Annex A: Programme . 10Annex B: Attendance List . 12Annex C: Gender Action Plan . 15Annex D: GBV Action Plan . 33Annex E: Messaging/ slogans/ calendar . 39Annex F: EVALUATION FORM . 422
Executive SummaryThis is a report on the proceedings of the Centres of Excellence for Gender Mainstreaming inLocal Government stage three workshop held from 20– 22 October 2011 at ZimbabweInstitute of Public Administration & Management (ZIPAM) with Zvimba Rural District Council.The purpose of the programme was to;-Build participants understanding around key gender conceptsTo empower participants around personal empowermentBuild capacity around issues of gender, democracy and good governanceLook at what makes good leaders through looking at transformative leadershipLook at key concepts like gender policy and planning conceptsAssist participants in understanding the importance and synergies around gender, theeconomy and budgetsDevelop a Local Gender Action PlanDevelop a Local 365 Day Gender Violence Action PlanPopularise the SADC Protocol on Gender and Development.Establish communication strategies for the GBV action plans.Inform councils about the collection of good practices for addressing GBV at the locallevel and in the Gender Justice and Local Government Summit.Assist councils in seeing the importance of making IT and the media work for themAnd empowering women leaders around the Media Literacy tools.See the full workshop programme attached as Annex A.Over the three days, the workshop was attended by council officials and councillors, in total47 participants (28 men and 19 women); see Annex B for the full workshop participants list.The Draft Zvimba Rural District Council Gender Action Plan that the participants produced isattached as Annex C.The Draft Zvimba Rural District Council Gender Based Violence Action Plan that theparticipants produced is attached as Annex D.The GBV messages/slogans are attached as Annex E.The participants evaluated the workshop as having been a helpful and enlightening workshop.A summarised version of the evaluation forms is attached at the end of this report as AnnexF.3
BackgroundIn 2003, GL undertook the first comprehensive study of the impact of women in politics inSouthern Africa. One of the key findings of “Ringing up the Changes, Gender in Politics inSouthern Africa” was that local government is a sadly neglected area of the gender andgovernance discourse. Taking heed of this finding, GL conducted groundbreaking research in2006/2007, At the Coalface, Gender and Local Government covering South Africa, Lesotho,Mauritius and Namibia.A key finding of this study was that few practical steps have been taken to mainstreamgender in this tier of government or to build the capacity of councillors to lead this process.The study has since been extended to ten countries. In terms of process, once the researchreports have been written up, GL hosts launch and strategy workshops in the respectivecountries with key stakeholders and partners, ideally the local government associations of thatparticular country to map out a way forward of how to roll out the strategy and host Genderand GBV action plan workshops. The launches are then followed by Gender and GBV actionplan workshops that are held at a provincial, regional or district, level to ensure that allcouncils have gender action plans.In 2009, GL signed an MOU with Zimbabwe Local Government Association- ZiLGA (umbrellabody covering UCAZ and ARDCZ). GL in collaboration with ZiLGA then embarked on a study tofind out women’s representation and participation in local government and to assess theconditions necessary to increase the representation of women in local government inSouthern Africa, and to ensure their effective participation. Zvimba Rural District Council waspart of the study on Gender and local government in Zimbabwe.A strategy workshop was held in February 2010 in Kadoma and representatives fromMWAGCD, MLGRUP, UCAZ, ARDCZ as well as other partners took part.In March 2010 GL convened the first Gender Justice and Local Government Summit andAwards to gather evidence of institutional and individual initiatives to empower women andend gender violence. The recommendations of this event informed the need for councils tobecome Centres of Excellence for Gender Mainstreaming in Local Government to ensure thatCouncils have the necessary support to address issues of gender across all spheres.Process and activitiesThe 3 - day training programme employed the learning by doing approach which enablesparticipants to be involved in the activities. To this end the material makes use of role plays,exercises and relative and informative case studies that are used to provoke thought anddiscussions about and plan the work of Councils from a gender perspective.Issues covered in the programme included personal empowerment, gender and planningconcepts, gender mainstreaming, sex disaggregated data and the gender managementsystem. There were detailed sessions on some of the core local government functions,including gender responsive budgeting, gender equality in service provision, land rights and4
urban planning, local economic development and violence against women.programme is attached as Annex A.The fullWelcome and openingCllr Chikambi welcomed everyoneto the workshop. He extended thecouncil’s sincere gratitude to ChiefZvimba for attending the workshop,reiterating that this was a learningcurve which would enlighten ZvimbaRural District Council on the need tomainstream gender in the council’sactivities and in their communities.Cllr Chikambi Giving opening remarks- Zvimba RDC COEWorkshopPhoto: Tapiwa Alvin ZvarayaModulesThere were detailed sessions on some of the core local government functions, includinggender responsive budgeting, gender equality in service provision and gender based violence.SADC ProtocolParticipants administered the protocol quiz. On average more than half of the participants gota mark above half. They were then divided into groups and the groups came up with thefollowing points with regards to the SADC protocolWork in progress to achieve targets in protocol: National and council level--The council has a third of councillors being women, with 1 being a member of thewomen’s parliamentary caucus.There is no tentative policy document in council that promotes gender mainstreaming ,but management are aware of the need to have strategies towards this.Civic and community based organisations e.g. Total Control of Epidemic, BatsiraiGroup & DAAC are imparting knowledge about HIV/AIDS and behaviour change to thecommunity.The council is embarking on urban agriculture programmes with the help of NGOs forthe less privileged and marginalised including women.The council embarks on Community Based Management training to both men andwomen so as to capacitate them to manage boreholes in their communities.Women centred organisations like Women in Agro-business in Sub-Sahara AfricanAlliance (WASAA) and Zimbabwe Women Lawyers Association (ZWLA) are assistingcommunities with agricultural inputs and legal advice to women in the communityrespectively.5
Key gender conceptsDuring this exercise, participants engaged in a card swapping exercise. The intention of theexercise was to help them define gender and sex. Participants were able to differentiate roles,activities and occupations in relation to gender and sex. During this session the participantsalso looked at stereotypes and the following were group write ups on the messages conveyedabout men and women:-----Advertisements portray women as sex symbols as most advertisers entice customers byshowing visual images of women in their adverts, for example storm in a “D” cup. Theadvertisement also belittles women.Women are associated with the private sphere, their place is said to be in the homemen are regarded as public figures. E.g.In most churches and family meetings (dare), men are decision makers and womenhave very little or nocontribution.Culturally, women are expected to be subservient or submissive to the malecounterparts (husbands or relatives) rendering them powerless and subject to abusee.g. Muzukuru mukadzi, sekuru vanomenya.Most of the cultural practices segregate against women-they are forced to marrypeople they do not love as appeasement (kuripa ngozi). In addition inheritance lawsalso discriminate against women.It is acceptable for men to have small houses or to be in polygamous relatioships.(Rume rimwe harikombi churu).Light skinned women are perceived to be witches and unsuitable for marriage (Guyukutsvuka mukati rizere honye).Men are portrayed as superior to women, often occupying most decision-makingpositions in the workplace, while women are subordinates. E.g. the song ‘Basa riri panomari haizivani’ by Paul Matavire implying that men control the levers of employmentand have power.Gender and governanceModule three on gender andgovernance saw participantsdoing group exercises mation. The groupsengaged in song, managing tobring out the practical eventsthat are socially hinderingparticipationofwomen.Discussions included barriers toeffective participation and howCllr Tsitsi Mugabe making acontribution- Zvimba RDC- COEWorkshopPhoto: Tapiwa Alvin Zvaraya6
these can be overcome. The group perceived, the following to be some of the barriers:Barriers to participation-Lack of knowledge/EducationWomen are jealous of each other hence they do not support each other (Pull herDown Syndrome).Most women in politics are regarded as people of loose morals thus they do notparticipate because of fear of victimisation.Women have to perform various gender roles.Social attributes, culture and traditional beliefs towards women i.e. women’s place is inthe home rather than in the workplace.Lack of confidence.Cultural values hinder participation.Lack of political party commitment to have equal opportunity in representation.The conclusion from this exercise was that such factors discourage women from participatingin political decision making.Transformative leadershipParticipants’ defined management as the art of getting things done through other people inorder to achieve organisational goals and objectives whilst leadership is the ability to influencefollowers. Management involves four main principles which are planning, controlling, leadingand organising. As management requires skills, it is not always the case that all leaders canbe managers.Whatdocommunitiesexpect from their leaders· Efficientservicedelivery· Development· Transparency· Accountability-Visible· They expect leaders tobe able assist them bygiving them resources· Feedback(communication)· Fulfilment of promises.· Empowerment.How can communities contributeto good leadership· Being initiative.· Participation in council andward meetings.· Supporting their leaders.· Ownershipofcouncildevelopment initiatives.· Make use of influential figuresin their communities to drivedevelopment.· Byinducingconstructivecriticism as opposed todestructive criticism.Whatareproblemsassociated with leadership· Non service delivery· Lack of trust/suspicion.· Resistance.· Non-appreciation fromcommunity.· Lack of civic educationon the function of localauthorities leading toresistance/ criticism.· Back-stabbing· Bad publicity.· Lack of ownership ofprojectsbycommunities.· ignorance7
Gender policy and planning conceptsParticipants again were given exercises to do in groups on practical and strategic genderneeds, gender blind, gender neutral and gender aware policies, gender mainstreaming, sexdisaggregated data and gender budgeting.Participants defined practical gender needs as:-Tangible, immediate and basic needs for survival e.g. food, water provision, health,roads, fire and ambulance, refuse collection, street lighting, housing.Strategic gender needs were defined as:-Long term developmental needs that can even help develop the future generatione.g. education and training, master plans, infrastructure and recreational facilitiesOn sex disaggregated data, participants came up with the following points:-Women were lowly represented both as councillors and as employees of council hencethe need to mainstream gender in council activities.Women were lowly represented in top positions while men dominated topmanagement positions.In conclusion, participants contributedimmensely to allof the activities,practical work and groupexercises which ensured that theworkshop was both participatory anddevelopmental. The use of group workproved to be an effective trainingmethod. There was a lot of interactionand debate throughout the workshop.Participants were at liberty to expresstheir views.Cllr Muyeso making a presentation- Zvimba RDC- COEWorkshopPhoto: Tapiwa Alvin ZvarayaOutcomes§ Gender built into policy and practise at local level, and that councils identified the need tohave gender built into policy and practise at local level.§ An increased knowledge and awareness on mainstreaming gender at the local governmentlevel through on the training on key gender topics like gender analysis and budgeting,media literacy and transformative leadership.§ The two local associations are empowered around these processes and takes ownership ofthese processes, in turn creating enabling platforms for replication of this process withother councils.8
§§§Communities and councils are informed and empowered around the SADC Protocolthrough the village level workshops.Communities are engaged and included in the planning for activities for the upcoming 16Days.Practical good practises for the next local government and gender justice summit areidentified at an early stage and therefore the documentation and verification process canstart early.Way forwardParticipants agreed that the draft Gender & GBV Action Plans were going to becirculated in council for everyone’s input after which it would be tabled at a fullcouncil to decide whether to adopt the plan or to set up a committee which would beresponsible for gender.Closing remarksCouncillor Mukwangwavari gave the closing remarks . Hewas very thankful for the knowledge that had beenimparted to the council on gender mainstreaming duringthe workshop. It was his hope that the council was goingto go and educate their communities on the issuesdiscussed, while at the same time formulating andadopting gender sensitive policies. In addition, the CEO,Mr. Siyamambo highlighted that all vacant posts weregoing to be filled by women should they find any womenwho possess the necessary qualifications. Over andabove the council “was also going to try and implementall areas of the GAP” expressed Mrs. Tsuro.Zvimba RDC CEO- Mr. Siyamambo sharinga view- Zvimba COE WorkshopPhoto: Tapiwa ZvarayaOutputs·Mr. Manyumbu (Security Officer)& Mr. Hlohla (Physical Planner)drafting the GAP- Zvimba RDC-COE WorkshopPhoto: Tapiwa Alvin ZvarayaZvimba Rural DistrictCouncil Gender andGBV Action Plan9
ANNEXESAnnex A: PROGRAMMEPROGRAMMEStage 3: Council level policy and implementation workshopCouncil: Zvimba Rural District CouncilVenue: Zimbabwe Institute of Public Administration & ManagementDates: 20-22 October 2011DAY/TIMEACTIVITYWHODAY ONE:8:00 – 8:158:15 – MayorGL8:30 – 8:458:45 – 9:15OpeningObjectives To provide background and agree on objectives for theworkshop To develop guidelines of participation Eyes and earsKey gender concepts9:15 – 10:15Sex, gender and stereotypes10:15 – 10:45TEA10:45 – 11:45Group work on Challenging stereotypes; InternalisingoppressionGender and governance11:45 – ativeleadership: At the Coalface: Gender and Development13:00 – 14:00LUNCH14:00 – 15:00Report back – Debate15:00 – 15:30Transformative leadership15:30 – 16:00TEA16:00 – 17:00Transformative leadership (continues)17:00CLOSUREDAY TWO:8:00 – 8:30Reflections, Eyes and earsKey gender planning concepts8:30 – 10:00Practical and strategic needsGroup 1: Gender mainstreamingGroup 2: Sex disaggregated dataGroup 3: Gender responsive budgetingGroup 4: Gender equality in service provisionGroup 5: Gender management system10:00 – 10:30TEAGLGroupGLGroupGLGLGroupGLGroup10
, the economy and budgetsGL– 13:00– 14:00– 15:00 – 15:30– 17:00LUNCHDraft gender action plan frameworkGroup 1: GovernanceGroup 2: Gender in existing programmes: Economy,procurement, housing, transport, utilitiesGroup 3: Gender in existing programmes: Health, HIV andAIDS, environmental health, social developmentGroup 4: Employment practices and environmentGroup 5: Gender management systemCLOSUREGL/groupGroupGroupGroupGroup17:00DAY THREE8:00 – 8:30Reflections, Eyes and earsGroupLocalising plans to end gender based violence8:30 – 9:30Key GBV provisions in the SADC Protocol on Gender and GLDevelopment9:30 – 10:30GBV as a key service delivery issueGL10:30 – 11:00TEAGL11:00 – 13:00Developing a plan to end GBVGL13:00 – 14:00LUNCHGL14:00 – 15:00Communicating local GBV action plansGL15:00 – 15:30TEA15:30 – 17:00Developing messages and slogans for the campaignGL11
Annex B: ATTENDANCE LISTEvent: Stage 3: Council Level Policy and Implementation workshopCountry: ZimbabweVenue: Zimbabwe Institute of Public Administration & ManagementDate: 20-22 October 2011NAMEE. ChipunzaG. ManyumbuP. HlohlaT. MukombiwaF. BwakayaP. NiziraA. MagamaL. JochoreP. MuringisiE. MagataF. SadaM. MahachiM. DubeT. Dzvaka (Chief Chirau)F.G. MukwangwariwaI.E. KamushindaI.J. ONPHONEZvimba R.D.CZvimba R.D.CZvimba R.D.CZvimba R.D.CZvimba R.D.CZvimba R.D.CZvimba R.D.CZvimba R.D.CZvimba R.D.CZvimba R.D.CZvimba R.D.CZvimba R.D.CZvimba R.D.CZvimba R.D.CZvimba R.D.CZvimba R.D.CZvimba R.D.CCouncillorSecurity OfficerPlannerFinance ManagerLands 88002637731969540026377291266100263774350130FAXE com12
NAMEE.T. TaugaI.N. MapepaA. ShiriM. ChipondaJ.R. ZandaraK. ChamunorwaA. MuyesaF. RuzvidzoS. SiyamamboM. MhondaL. ShiridzinomwaE. ZengeyaF. MurengwaA. ChenguM. HoshikiB.Z. MangoniJ. MuviN. RatoB. TomuChief ZvimbaL. JonasiF. ChikambiA. GavangaB. DESIGNATIONPHONEZvimba R.D.CZvimba R.D.CZvimba R.D.CZvimba R.D.CZvimba R.D.CZvimba R.D.CZvimba R.D.CZvimba R.D.CZvimba R.D.CZvimba R.D.CZvimba R.D.CZvimba R.D.CZvimba R.D.CZvimba R.D.CZvimba R.D.CZvimba R.D.CZvimba R.D.CZvimba R.D.CZvimba R.D.CZvimba R.D.CMin of Local GvtZvimba R.D.CZvimba R.D.CZvimba CouncillorCouncillorPersonnel & Admin AsstCouncillorChiefAss 5957900263733977914FAXE ahoo.com13
NAMESEXM/FFFFFMMFMN.M. MuzeyaC.T. MugabeM. KasekeD. TsuroP. MhembereB. ChebuP. MaposaT.A ZvarayaORGANISATIONDESIGNATIONPHONEZvimba R.D.CZvimba R.D.CZvimba R.D.CZvimba R.D.CZvimba R.D.CZvimba R.D.CGender LinksGender LinksCouncillorCouncillorReceptionistSocial Services OfficerAdministratorCouncillorCountry AXE MAILcarotsitsi@gmail.comAttendance statistics by gender:FemalesMalesTOTAL1928474060100%14
Annex C: GENDER ACTION PLANZVIMBA RDC GENDER AND GENDER BASED VIOLENCE ACTION PLANSThe fields to be completed are:· Who – who/ which department/s will responsible of the action?· What is the baseline data - what is the starting point, answer the questions?· What is the target / indicator – what is the ultimate goal of the council and how will achievement of this goal be measured, answerthe questions?· When – what is the timeframe in which this should be completed?· Budget – what is the budget required for this action to be completed?STRATEGIC OBJECTIVEACTIONGENDER POLICY FRAMEWORKIncrease council’s level of Councils should haveawarenessaround standard training onnational,regional, national, regional andinternational commitments internationalthat the country has made commitments made byespeciallytheSADC the country at eachProtocol on Gender and induction session of newDevelopmentandthe staff.National Gender PolicyWHOBASELINE·Have a genderChairperson··Ensure that there is agender policy in the counciland it is tion of agender policy for nderfocalpersonMinistry ofgenderGenderfocalpersonGenderTARGETS/ INDICATORSfocal·····No teeHaveagendermanagement teamHaveagenderresponsive budgetWardGenderawareness meetings3 meetings/ wardJune 2012 15 000Gender Focal personin the manpowerplan of council.Formulate guidelinesApril 2012 150015
STRATEGIC OBJECTIVEACTIONcouncil.Gender issues are given ahigh political profile by theCouncil and has a politicalchampionProvide training for keycouncillors on genderissues to ensure thatgenderissuesarechampionedbykeypoliticians.I. n of womencouncillors in the nextelections to ensure that theSADC target of 50%womeninlocalgovernment is achieved by2015.Ensure that there areequalnumbersofwomenandmencouncillors in the councilthrough advocating for50/50 quotaLobby that there areequalnumbersofwomen and men indecision-makingpositions in council,Mayoralcommittee,WHOmanagement team· Min.OfGender· Socialwelfare· NationalHousing· Min.Ofhealth· HRandAdmindept· GenderfocalChairperson· Politicalparties·13 females and 22males·Sitting –incouncillors·PlanningandDevelopment s- Male··TARGETS/ INDICATORS· InstitutionalisethepolicyWHENBUDGETRDDC and PDCRemaining staffJune 2012 750·Council resolution on50:50 quota2013 8 000·Chairpersonship–there should be 1female and one maleCommitteechairpersonship – 4females and 3 males2013 3000·16
STRATEGIC OBJECTIVETo ensure that women areequally represented inleadership positions in theCouncil.ACTIONchairs ofetc.WHOcommitteesEnsure that there isgender balance on allcommittees.·Compile and updatestatistics on women inleadership positions inlocalgovernmentincluding managementand other committees.·Encourage women toparticipate by mentoringand coaching them intothese roles·······To educate communitiesand raise awareness aboutRaiseawarenessincommunities on derfocalpersonHR nofwomenaffairsNGOsSittingcouncillorsBASELINE· SocialservicesFemale· Audit- Male· Finance- Male· Roads and WorksMale· Chairperson- male· ViceChairpersonmale13 females and 22 malesare chairpersons of warddevelopment committees···TARGETS/ INDICATORSBUDGET·16 male chairpersonsand17femalechairpersons2013 5004femalemanagementstaffagainst 11 men2 female chairpersonsof committees against9 d2015 No existing structures·To empower womenand men on genderissuesthroughworkshopsandseminarsIssuing pamphlets,newsletters etc onthe various aspectsof the subject matterMonthly awarenessmeetingsand2013 1002013 1500··WHENWardcos and Vidcos·17
STRATEGIC OBJECTIVEthe importance of women’sequal representation inlocal councilsParticipationTo increase participationby women because theirconcerns are often sidelined or overshadowed bypolitical party concerns.Toempowerwomencouncillors to articulatewhat are regarded as“women’s issues.”ACTIONimportance of womenbeingequallyrepresented in localpoliticsandtheimportance of voting forwomen.Hostsensitisationprogrammes and holddialogues that addressthe causes of ‘pull herdown’syndrometopromotebetterunderstanding of thisphenomenonWHO· rai,Save,Help GermanTCE,ZWLA,·Voluntarywardgender focal person2013Ensure that women andmen participate equallyin council alwomen’scaucuses.Conduct a skills audit ofwomen’s s i.e 13·50:50 quota2013···ZilgaCouncilNGOs·Council is assistingZilgarelatedprogrammes·100% attendance iticalparties·No structures in ualworkshopstoeducatewomencouncillorsPolitical parties toconduct skills auditAll councillorsInduction programmesfor new councillors withfollowuprefreshercourses.······TARGETS/ INDICATORSminutes forwarded totheGendercommittee· Awareness in schoolsthrough dramas·Held at Silveira Houseand ZIPAM 2010 and2011·WHENBUDGETOn-going18
STRATEGIC OBJECTIVEACTIONTo empower men ongender issues and mobilisetheir support.Host gender trainingworkshops for male andfemale councillors andofficials.Host monthly genderdialogues with malecouncillors and officials.Public participationTo ensure that women andmen participate equally incommunity mattersCollect,disaggregateand analyse data oncommunities.Encouragementoparticipate in publicmeetings and on issuesthat are traditionallyconsidered to be only ofconcern to women.Educate, inform anddisseminate informationin indigenous languageson issues that affectwomen such as utilities,paymentofbills,housing opportunities,contractsandemploymentopportunities and HIVand AIDSWHOnt· Genderlinks· zilga· Genderlinks· Council· GenderfocalpersonBASELINETARGETS/ INDICATORSWHEN··2010 –Zilga2011- Gender links·On-going·No structures in placeMaleandfemalecouncillorsCouncil executive andstaffMale councillors calpersonsNGOs·Operational NGOs·CommunitiesOn-going·Operational NGOs·Male communitiesOn- ······meet·BUDGETJanuary 201219
STRATEGIC OBJECTIVEII. PLANNINGTo ensure that targetedplanningandservicedelivery takes place in thecouncil and women areconsulted equally in policymaking processes.To ensure that women areconsultedabouttheirneeds when drawing upplans for the council.ACTIONWHOBASELINETARGETS/ INDICATORSEnsure targeted genderplanning and servicedelivery takes place inthe nderCommitteeCouncil·operational···management meetingscommittee meetingsward meetings·Not operational·Incorporation of genderpolicy across all il·Not operational·Incorporate in the visionand mission g·Not tiesOn-goingEnsurestrategicobjectives of the Councilexplicitlymentiongender.Adapt the vision andmission statement of thecouncil to ensure that itis gender aware.·······Consultwithbothwomen and men whendrawing up icatorsintheirbusiness plans.Conduct surveys prior toplanning to determinethe needs of bothwomen and men.III. GENDER IN EXISTING PROGRAMMES······WHENBUDGET20
STRATEGIC OBJECTIVEACTIONSecurity and emergency servicesTo address issues of safety All streets should bewithin communities that namedsothataffectwomen emergency services candisproportionatelylocate women who callespeciallyininformal for assistancesettlements.To educate women and to Awareness programmesraise awareness, especially that target women, onofwomen-headed the prevention of fires.households in informal Traincommunitysettlements, who suffer members on how todisproportionately as a prevent disasters and toresult of fires that destroy handleemergencies,theirhomesand including first aid.livelihoods
and GBV action plan workshops. The launches are then followed by Gender and GBV action plan workshops that are held at a provincial, regional or district, level to ensure that all councils have gender action plans. In 2009, GL signed an MOU with Zimbabwe Local Government Association- ZiLGA (umbrella body covering UCAZ and ARDCZ).
50 TRX mining cost), with stage 2 beginning once total mined reaches 2M tokens. The mining cost breakdown for each stage is the following: Stage #: Mining Cost, Stage Beginning Token Supply Stage 1 (beginning): 50 TRX, 100K Stage 1: 50 TRX, 1M Stage 2: 200 TRX, 2M Stage 3: 450 TRX, 3M Stage 4: 800 TRX, 4M Stage 5: 1.25K TRX, 5M
1. P274-0100-C — 1-stage cool, 1-stage heat for air- conditioning systems only. 2. P274-0200-C — 1-stage cool, 2-stage heat for a single speed heat pump, or an air conditioner with 2-stage heat. 3. P274-0300-C — 2-stage cool, 2-stage heat for 2-speed air-conditioning systems, or 2-stage cool, 3-stage heat for 2-speed heat pump systems.
JNC 1, 2 (1977, 1980) 105 JNC 3 (1984) 160 90-104 mild 105-114 moderate 115 severe JNC 6 (1997) 140-159 stage I 160-179 stage II 180 stage III 90-99 stage I 100-109 stage II 109 stage III JNC 7 (2003) 120-140 pre-HTN 140-159 stage I 160 stage II 90-99 stage I 10
Figure 2. Example buffer tank sizing for heating with online Calculator Single Stage Two StageSingle Stage Single Stage Two Stage Single Stage Two Stage Single Stage Two Stage Hot Water Only HCT-R4 HCT-R2 HCT-R4 HCT-R 5HCT-R4 HCT-R8 HCT-R4 HCT-R8 HCT-R Chilled Water HCT-R4 HCT-R4 H CT-R5 H 4 HCT-R8 HCT-R5 HCT-R9 HCT-R5 HCT-R9 HCT-R8
acting, single stage or multi-stage [11], [12]. In a single stage reciprocating air compressor, compression takes place in one stage while the multi-stage type involves more than one compression stage for achieving the required high pressure and low temperature by using intercooler [13]. An example of the multi-stage compressor is the double or .
Stage I EVR Installation Deadlines New Fuel Dispensing Facilities must install a Stage I EVR system at installation. Dual-Point Stage I facilities must install Stage I EVR by JANUARY 2, 2022. Coaxial Stage I facilities must install Stage I EVR when the tanks are replaced. Aboveground Storage Tank facilities - Existing AST's must install Stage I EVR by 1/2/22 or if the
This is a report on the proceedings of the Centres of Excellence for Gender Mainstreaming in Local Government stages 4&5 held at the City of Windhoek from 23-25 September 2014. It was attended by 15 participant, 10 women and 5 men. . Establish communication strategies for the GBV action plans.
Assessment Centres are constructed principally for selection, recruitment, fast tracking and promotion – Development Centres principally reflect developmental objectives relating to identification of potential and training needs. Development Centres, unlike most
