1.
Implementing Partner Organization
Organization name: The Health, Phone and email address: Organization’s legal status:
Development and Anti-Malaria +251 11 557 5953/26 Charity
Association (HDAMA)
info@[Link],
amaethiopia@[Link]
Full address: Date organization founded: Name and role of main contacts:
House Number2-4, Wereda Date of creation: 1998 Hon. Dr Abere Mihretie,
Registration number: 0419 Executive Director, email
8, Kirkos sub-city, Addis
gemaaber@[Link]
Ababa, Ethiopia
Mr. Aklilu Getinet, Deputy
Executive Director, email
aklilugtnt3@[Link]
Alemsged Fellek, Finance
Manager, email:
alemsegedfb@[Link]
Number of permanent staff Annual budget in Euros Exchange rate (for budgets that
are not in euros)
2021: 32 (24M, 8F) 2021:1,397,672.36 52.3347
2022: 32 (24M, 8F) 2022: 1,105,186.95 55.8971
2023(planned): 47 (35M, 12F) 2023 (planned): 1,091,290.91 52.38
Organization chart / Organigram:
List of donor funding administered over the last three years:
Project title The general The total Project Donor Role of the
objective of the amount duratio applicant
project for the n organization
project
202 School-Based To increase USD 3 years USAID Local
0 SBC on Malaria knowledge skill and 1,0720,000 implementatio
attitude on malaria n partner
202 Tobacco Control Advocate to USD 3 Years Campaig Local
2 Advocacy Project stimulate support for 500,000 n for implementatio
the endorsement and Tobacco n partner
implementation of -Free
Tobacco Control law Kids (
CfTFK)
202 SRH and Sexual Empowering USD 3 years UNFPA Local
1 Gender-Based vulnerable groups 2,000,000 implementatio
Violence (SGBV) n partner
Prevention
Description of the organization's administration and finance team:
Abere Mihretie (M), Executive Director, More than 35 Years;
Aklilu Getinet (M), Programs Head, More than 20 years;
Seyum Mengesha (M), Project(s) Manager, more than 14 years
Dr. Ferehiwot Kassahun (F) planning, monitoring, evaluation, and learning Coordinator, more
than 8 years’ experience;
Alemseged Felleke (M), Finance Manager, 25 years;
Addis Lengereh (F), Accountant, 7 years of experience; and
Wubegzar Alemayehu (F) (Cashier), 5 years
Gashaw Dilie (M), Regional Branch Manager, more than 15 years
All are in post and will be working on this project
Organization history and main areas of intervention:
HDAMA was established in 1998 to respond to the occurrence and increasing impact of devastating
malaria outbreaks in Ethiopia. During the last 25 years, HDAMA has executed a range of health and
development projects under its core strategic areas of intervention that saved lives, protected health,
and improved the living conditions of hundreds of thousands of needy populations. At this time, HDAMA
is implementing a project on malaria prevention and control with direct funding from USAID/ PMI in six
districts of Amhara region namely Basso Liben, Debre Elias, Jabi Tehnan, Ankesha Guagusa, Ayehu
Guagusa and Guagusa Shikudad in 141 Kebeles and 220 schools. The project contributes to increased
adoption of appropriate health behaviors on malaria through implementation of proven malaria Social
and Behavior Change (SBC) interventions with meaningful involvement of primary health units, schools,
stakeholders and grassroots communities.
Other projects under implementation include a project on sexual and reproductive health, gender-based
violence prevention and management funded by UNFPA; a tobacco control project with CTFK; OVC
support project with Alberata People to People HIV/AIDS Support Society (APPHASS), Frunkfurt Orphan
Care and Support Association (FOCASA) and individuals, groups, the community and health care center
and youth center projects. We have also successfully managed the implementation a HIV prevention and
control project targeting MARPs with PSI and fhi360; HIV prevention and control targeting MARPs and
youth with UNFPA; SBCC projects on PMTCT with Intra health and ORDA; WASH projects with Canada
Embassy, Japan Embassy, and Rotary clubs; Nutrition project with WFP and DAI/USAID; Reproductive,
maternal, newborns and child health (RMNCH)/Family Planning projects with UNFPA, PSI, and
CDC/fhi360.
HDAMA's institutional capacity in governance, project management, financial management,
sustainability, monitoring & evaluation has reached its highest level during the last few years undergoing
an organizational transformation process with the support of the USAID Local Capacity Development
program. This was made possible through the identification of gaps with two rounds of rigorous
organizational capacity assessments and implementing organizational capacity development plans
(CDPs) intended to bridge identified capacity limitations.
The true internal organizational compel (the leadership, management, and staff commitment) to see a
well-functioning, highly performing and capable organization was the major driver for HDAMA to show
such remarkable organizational capacity development in two decades.
Gender approach:
HDAMA has a Gender, Culture and Disability Policy which is followed in all HDAMA programs and
projects. The Policy encourages equal and active participation of women and girls in activities, decisions,
and any undertakings that matter to them. It also heeds the active participation of persons with
disabilities. HDAMA ensures integration of gender, culture and disability equity elements into all
projects aiming to contribute to the achievement of equality between men and women, the inclusion of
persons with disability and workplace diversity.
HDAMA advocates for safer and enables working environments by:
Ensuring every staff, stakeholder and project implementer has in-depth appreciation of gender,
disability and culture;
Promoting equal participation of women, persons with disabilities and from varied cultural
backgrounds at all level of decision making;
Ensuring women, persons with disability and from different cultural backgrounds are well
represented in the various committees and teams, and have the appropriate forums to voice
their concerns and grievances, in a safe and protective manner;
Familiarizing staff, stakeholders and all implementing partners with HDAMA Gender, Culture and
Disability Policy;
Ensuring workplace safety and non-discriminatory attitude within the workplace;
Revising existing guidelines, strategies and procedures to ensure implementation and
monitoring of the Gender, Culture and Disability Policy.