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Policy Paper 2004-2008
MS-Tanzania started its operations in the country in 1963. Today it is one of nine country and regional programmes under MS in the South (MSiS) Policy Paper. Until 1993, the development input of MS was primarily volunteers placed in Government Institutions or MS initiated projects. In 1993, MS changed its policy towards objective-oriented partner-driven programmes based on long-term partnerships with development organisations sharing development goals with MS.
MS-Tanzania started a process to review its 1999-2004 policy paper for the purpose of making it more responsive to the root causes of poverty in Tanzania and promote intercultural cooperation. It is also made in response to political changes in Denmark, which have forced MS to reduce financial support to all its programmes. Due to that, MS-Tanzania has reduced its budget by 40% effective from year 2003.
The policy has been developed through the process of involving all MS-Tanzania stakeholders and MS Denmark. It has been developed considering the Tanzanian situation on topics relevant to the country’s development and rapid changes taking place at the global level.
The country enjoys the political stability and tranquillity, which is a very conducive environment for development. The government has adopted strategic changes and policies in its machinery, but the majority of the population are still very poor. Good governance practice is yet to produce vivid results. There is rampant corruption and violation of rights. Civil society organisations contribution is vital to the country’s development, but either their capacity or existing environment limits their participation and ability to influence change.
Development programmes for MS-Tanzania focus on three themes. Firstly, partners participate in promotion of good governance. MS-Tanzania and partners will participate effectively in influencing policies relevant for lives of people, engage themselves in demonstrating good governance including fighting corruption and engaging in addressing rights issues.
Secondly, CSO and local development initiatives will be promoted through CSOs collaborating with their constituency in resource mobilisation for sustaining local initiatives, participating in the local government reforms and increasing collaboration among the CSOs.
Thirdly, intercultural cooperation and networking practice whereby partners of various cultural backgrounds will have to understand and fully utilise the available opportunities carried with the concept. Partner organisations will develop networks towards achieving mutual cooperation and also improve access to development information. A set of tools has been provided by this policy to encourage and facilitate follow up, monitoring and evaluation of the achievement of the objectives in each theme.
MS-Tanzania also recognises that crosscutting issues mentioned in this policy have an influence on the success of the programme and country’s development. The impact brought by HIV/AIDS and environmental degradation cannot be underestimated. MS-Tanzania policy strongly incorporates these two issues as important elements for each partner to streamline them into their programmes.
MS programme in the south has gradually undergone transformations currently culminating in moving from the service delivery to strategic involvement in development. This shift has implications on the traditions in the way MS-Tanzania used to work. Partnership approach will continue to be a feature for this policy implementation but partner’s portfolio will definitely change because of MS’s change of focus. For MS-Tanzania to fully and effectively utilize its meagre resources and yet have a quality impact of its programmes, geographical concentration will also change. MS will continue to use Danish Development Workers and train Tanzanian South Development workers (CaBAPs). In addition to the training programme for South DWs, MS Tanzania will investigate the possibility of employing South development workers from the East African region as well as Tanzanian’s on long term conditions. In implementing this policy, DWs educational qualifications, skills and experience needed will change to conform to the policy changes. Capacity building for programme staff will be needed for effective implementation of this policy.