Final Report of the Sanitation Training and Capacity Study. Prepared by PT. Qipra Galang Kualita in cooperation with Water Supply and Sanitation Policy and Action Planning (WASPOLA) Facility

1. SANITATION PERSONNEL:
CAPACITY DEVELOPMENT STRATEGY
Final Report of the Sanitation Training And Capacity Study
March 2012
Prepared by: P T. Q i p ra G a l a n g Ku a l i t a
Water Supply and Sanitation Policy and Action Planning (WASPOLA) Facility
Jl. Lembang No. 11A, Menteng, Jakarta Pusat,
Tlp./Fax: 021-31907811/021-3915416
http://www.waspola.org
Waspola1@cbn.net.id

2. Intentionally Left Blank

3. Sanitation Training and Capacity Study
Contents
EXECUTIVE SUMMARY..................................................................................................... 1
INTRODUCTION ............................................................................................................... 5
SCOPE OF THE REPORT ................................................................................................ 5
OVERVIEW OF THE STUDY ........................................................................................... 5
SANITATION PERSONNEL ................................................................................................ 7
CLASSIFICATIONS ......................................................................................................... 7
MAIN PERSONNEL ..................................................................................................... 10
QUANTITATIVE ASSESSMENT ........................................................................................ 13
LEVEL OF DEMAND .................................................................................................... 13
LEVEL OF SUPPLY ....................................................................................................... 16
Eligible ................................................................................................................... 17
Potential ................................................................................................................ 19
Prospective ............................................................................................................ 21
DISCUSSION ............................................................................................................... 21
Short-Term Demand and Supply ........................................................................... 21
Medium-Term Demand and Supply ...................................................................... 23
Reality Check ......................................................................................................... 23
Notes ..................................................................................................................... 24
CONCLUSION ............................................................................................................. 24
COMPETENCE ASSESSMENT .......................................................................................... 27
DEMAND FOR COMPETENCE..................................................................................... 27
Facilitator (Policy) for Sanitation Development Planning ..................................... 28
Facilitator (Social) for Hygienic Behavior Change.................................................. 30
Facilitator (Technical) for Communal Sanitation System Implementation ........... 31
Consultant (Technical) for Wastewater System Planning ..................................... 32
CURRENT CONDITION................................................................................................ 33
General Performance ............................................................................................ 33
Working Condition................................................................................................. 34
Level of Competence ............................................................................................. 35
Facilitator (Policy) for Sanitation Development Planning ................................. 35
Facilitator (Social) for Hygienic Behavior Change Implementation................... 36
Facilitator (Technical) for Communal Sanitation System Implementation ....... 36
Consultant (Technical) for Wastewater System Planning ................................. 37
Gender Perspective ............................................................................................... 37
SUPPLY OF COMPETENCE .......................................................................................... 38
Education ............................................................................................................... 38
Capacity ............................................................................................................. 38
Knowledge Offered............................................................................................ 39
Training .................................................................................................................. 41
Orientation Training .......................................................................................... 41
Regular Training................................................................................................. 41
Providers............................................................................................................ 42
i

4. Networking............................................................................................................ 43
Experiencing .......................................................................................................... 45
Recognition ........................................................................................................... 45
DISCUSSION............................................................................................................... 46
Gaps of Competence ............................................................................................. 46
Education and Training ......................................................................................... 47
Performance.......................................................................................................... 48
Networking, Experiencing, and Recognition ......................................................... 48
Gender Perspective ............................................................................................... 48
Notes ..................................................................................................................... 49
CONCLUSION ............................................................................................................. 49
STRATEGY AND ACTION PLAN....................................................................................... 51
Closing the Gap ......................................................................................................... 51
Shortage of Personnel ........................................................................................... 51
Competence Gap................................................................................................... 52
Strategy to Develop Sanitation Capacity .................................................................. 52
Overall ................................................................................................................... 52
Strategy 1: Improve Appeal of Sanitation Jobs ..................................................... 54
Strategy 2: Institutionalize Competence Advancement ....................................... 54
Strategy 3: Revitalize Competence Programs ....................................................... 56
Strategy 4: Stimulate Knowledge Exchange.......................................................... 56
Action Plan ................................................................................................................ 57
Immediate Activities ............................................................................................. 58
Advocate the Need to Improve Capacity of Sanitation Personnel ................... 58
Communicate Jobs in Sanitation ....................................................................... 58
Sanitation Promotional Visits to Education Institutions ................................... 59
Consensus on Job Titles in Sanitation ............................................................... 59
Create Path for Competence Advancement in Sanitation ................................ 59
Create Indonesian Network for Sanitation Personnel ...................................... 60
Follow-Up Studies ..................................................................................................... 60
ii

5. Sanitation Training and Capacity Study
Tables
Table 1. Generic Classification of Sanitation Activities ................................................... 9
Table 2. Main Personnel in Selected Sanitation Development Activities ..................... 11
Table 3. Level of Demand of Sanitation Personnel ....................................................... 14
Table 4. Number of Sanitation Activities & Main Personnel ......................................... 15
Table 5. Number of Eligible Individuals ......................................................................... 18
Table 6. Number of Potential Individuals (Technical Personnel Only) .......................... 20
Table 7. Expected Competence for a Facilitator (Policy) for Sanitation Planning ......... 29
Table 8. Expected Competence for a Facilitator (Social) for Hygienic Behavior ........... 30
Table 9. Expected Competence for a Facilitator (Technical) for Communal
Sanitation ......................................................................................................... 31
Table 10. Expected Competence for a Consultant (Technical) for Wastewater
Planning ............................................................................................................ 33
Table 11. Environmental Engineering Programs in Indonesia ...................................... 39
Table 12. Sufficiency of Environmental Engineering Curriculum .................................. 40
Table 13. Orientation Training Programs ...................................................................... 42
Table 14. Strategy to Develop Capacity of Sanitation Personnel .................................. 53
Table 15. Activities to Improve Appeal of Sanitation Jobs and Opportunities.............. 54
Table 16. Activities to Institutionalize Competence Advancement .............................. 55
Table 17. Activities to Revitalize Competence Programs .............................................. 56
Table 18. Activities to Stimulate Knowledge Exchange................................................. 57
Table 19. Short-Term Action Plan.................................................................................. 57
Table 20. Action Plan – Advocate the Need to Improve Capacity of Sanitation
Personnel .......................................................................................................... 58
Table 21. Action Plan – Communicate Jobs in Sanitation ............................................. 58
Table 22. Action Plan – Sanitation Promotional Visits to Education Institutions.......... 59
Table 23. Action Plan – Consensus on Job Titles in Sanitation...................................... 59
Table 24. Action Plan – Create Path for Competence Advancement in Sanitation ...... 59
Table 25. Action Plan – Create Indonesian Network for Sanitation Personnel............. 60
iii

6. Attachments
1. Job Titles in Selected Sanitation Activities.
2. Roadmap of PPSP Program (2010 – 2014).
3. Projection of the Next PPSP Program (2015 – 2019).
4. Level of Demand for Sanitation Personnel.
5. Level of Supply of Sanitation Personnel.
6. List of Core Competencies: Facilitator (Policy) for Sanitation Development
Planning.
7. List of Core Competencies: Facilitator (Social) for Hygienic Behavior Change.
8. List of Core Competencies: Facilitator (Technical) for Communal Sanitation
Implementation.
9. List of Core Competencies: Consultant (Technical) for Wastewater System
Planning.
10. List of Universities with Environmental Engineering.
11. References.
iv

7. Sanitation Training and Capacity Study
Abbreviations
AMPL : Air Minum dan Penyehatan Lingkungan
BAPELKES : Badan Pelatihan Kesehatan
BAPPENAS : Badan Perencanaan dan Pembangunan Nasional
BORDA : Bremen Overseas Research & Development Association
BTAMS : Balai Teknik Air Minum dan Sanitasi Wilayah
CLTS : Community-Led Total Sanitation
CSS : City Sanitation Strategy
CWSHP : Community Water Services and Health Project
DAK : Dana Anggaran Khusus
DEWATS : Decentralized Wastewater Treatment Systems
EHRA : Environmental Health Risk Assessments
EHS : Environmental, Health, and Safety
EPCM : Environmental Pollution Control Manager
FORKALIM : Forum Komunikasi Pengelola Air Limbah Permukiman
GoI : Government of Indonesia
HAKLI : Himpunan Ahli Kesehatan Lingkungan Indonesia
IATPI : Ikatan Ahli Teknik Penyehatan dan Teknik Lingkungan Indonesia
INDII : Indonesia Infrastructure Initiative
INTAKINDO : Ikatan Tenaga Ahli Konsultan Indonesia
IPB : Institut Pertanian Bogor
ITB : Institut Teknik Bandung
KMP : Konsultan Manajemen Provinsi
LPJK : Lembaga Pengembangan Jasa Konstruksi
MPPS : Memorandum Program of Sanitation Sector
NGO : Non-Governmental Organization
PAMSIMAS : Penyediaan Air Minum dan Sanitasi Berbasis Masyarakat
PERPAMSI : Persatuan PDAM Seluruh Indonesia
PMSS : Program Memorandum Sektor Sanitasi
Pokja AMPL : Kelompok Kerja Air Minum dan Penyehatan Lingkungan
PPSP : Percepatan Pembangunan Sanitasi Permukiman
PUSARPEDAL : Pusat Sarana Pengendalian Dampak Lingkungan
PUSBINKPK : Pusat Pembinaan Kompetensi dan Pelatihan Konstruksi
PUSTEKLIM : Pusat Pengembangan Teknologi Tepat Guna Pengolahan Limbah Cair
RDS : Real Demand Survey
RPA : Rapid Participatory Appraisal
RPJMN : Rencana Pembangunan Jangka Menengah Nasional
SANIMAS : Sanitasi Berbasis Masyarakat
SKKNI : Standar Kompetensi Kerja Nasional Indonesia
SLBM : Sanitasi Lingkungan Berbasis Masyarakat
SSK : Strategi Sanitasi Kota
STBM : Sanitasi Total Berbasis Masyarakat
STFL : Senior - Tenaga Fasilitator Lapangan
TFL : Tenaga Fasilitator Lapangan
TOT : Training Of Trainers
WASPOLA : Water Supply and Sanitation Policy Formulation and Action Planning
WSLIC : Water Supply and Sanitation for Low Income Communities
WSP : Water and Sanitation Program
v

8. Acknowledgements
The team would like to acknowledge guidance and inputs from the Water and
Sanitation Programme - East Asia and the Pacific (Ms. Almud Weitz, Ms. Isabel
Blackett, Mr. Martin Albrecht, Mr. Chris Trethewey), as well as the WASPOLA Facility
(Mr. Gary Swisher).
The team also received invaluable direction and contributions from officials in
BAPPENAS, especially Mr. Nugroho Tri Utomo, Ms. Maraita Listyasari and Mr. R. Laisa
Wahanudin, as well as officials from Ministry of Public Works, especially Mr. Syukrul
Amin, Mr. Handy B. Legowo, and Ms. Rina Agustin Indriani.
In addition, more than a hundred people spent their valuable time to share insights
and experiences, and provide information, and/or filled out the web-based survey.
The team is indebted to all resource persons -- from government agencies, non-
governmental organizations, professional association, universities, consulting firms
and donor-funded programs -- who contributed to this challenging task.
Team members: Rudy Yuwono, Isna Marifa and Laksmi Wardhani (PT. Qipra Galang
Kualita).
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9. Sanitation Training and Capacity Study
EXECUTIVE SUMMARY
A capacity development strategy was developed to close the gap of numbers and
competence among personnel in the sanitation sector in Indonesia. The overarching
vision that guides the strategy is that all parties collaborate to ensure that sanitation
personnel are available in sufficient numbers and with appropriate competence. The
vision is achievable if the following four strategies are implemented, i.e. (1) improve
appeal of sanitation jobs, (2) institutionalize competence advancement schemes, (3)
revitalize competence development programs, and (4) stimulate knowledge exchange
among stakeholders. The strategies are further defined as actions to be taken.
The first strategy, improve appeal of sanitation jobs, would address the pressing need
to enhance sanitation job profiles, to adjust compensation package in the sector, and
to communicate the high level of demand for sanitation personnel. To implement the
strategy, actions to be taken involve upward adjustment of compensation and
benefits, promoting sanitation jobs to professional associations, to universities and
training institutions, to the public, as well as communicating the need to improve
capacity in the sanitation sector to decision makers in government institutions,
development programs, donor agencies, and private firms.
The second strategy, institutionalize a competence advancement scheme, would
create a formal framework that guides competence development among sanitation
personnel. The most immediate action is to reach consensus among key stakeholders
on job titles in the sanitation sector. This is followed by creation of competence
advancement options and development of competency standards for key personnel.
Finally, institutionalization of the certification mechanism would involve commitment
and decision from government agencies and professional associations.
The third strategy, revitalize competence development programs for sanitation,
complements the second strategy. Once the competency standards are developed
and agreed, training and educational programs can be strengthened by way of
producing new materials as well as introducing new innovations, such as internship
and mentoring programs. Training and education institutions’ engagement is
necessary, and it is fully expected once the demand for sanitation personnel (in
numbers and competence) is communicated and discussed with them.
The fourth strategy, stimulate knowledge exchange among stakeholders, is aimed at
enhancing the volume and quality of knowledge sharing in line with competence
development needs of each category of sanitation personnel. The most immediate
action is to create an Indonesian network of sanitation personnel and strengthening
existing knowledge management systems in the sector.
The capacity development strategy addresses the competence of individuals and the
quantity of individuals in the sector. However, the study recognizes that many other
factors affect whether sanitation can become an attractive sector to build one’s
career. Two additional recommendations are proposed to complement the four
strategies above. The first is to revise policies governing the sanitation sector as a
whole, with the aim to modernize the sector and engage private sector, which is
expected to create a more professional atmosphere. The second is to revamp the
1

10. Executive Summary
sector’s image, accordingly, and aim to reintroduce a technologically-appealing sector
with modern career opportunities.
The sanitation capacity development strategy was developed from findings of a gap
analysis conducted over a period of six-months. The study focused only on
professionals (covering consultants, facilitators, and operators), and used the PPSP
(Accelerated Sanitation Development) program as a basis to estimate the number of
activities planned and, subsequently, the number of personnel needed.
The main findings of the study from the quantitative side are:
 Major gaps are found between the demand and supply of facilitators for
communal system (SANIMAS) and for hygienic behavior (STBM), both in the short-
term and in the medium-term (next five-year development plan cycle);
 Short-term gaps can be filled by tapping potential individuals who already have
the right qualification for both job titles. Environmental/sanitary engineers
holding competence certification and new graduates from environmental
engineering schools are sufficient to close the gap for all technical SANIMAS
facilitators.
 In the medium-term, shortage of personnel will also emerge for operators to run
and maintain the sanitation facilities across the country.
 In the future, graduates from environmental engineering programs are expected
to fill the demand for technical personnel. Yet, the reality is that environmental
engineering does not attract large number of university students. And graduates
are more interested in seeking employment in the vibrant industrial sectors
(including mining, oil/gas or environmental management), rather than sanitation
sector.
 The number of students is far smaller than the intake capacity of most
universities. The potential for growth of the student body still exists.
 To attract new graduates, the image of the sector and technological vision must
be made more modern, more fitting of youth aspirations in the twenty-first
century. Furthermore, job opportunities in this sector should be better
disseminated.
In terms of competence, the study identifies the following gaps:
 Minor shortcomings in knowledge, skills, and attitude among sanitation personnel
relate to:
o Basic understanding of sanitation technologies among non-technical
facilitators for SANIMAS and city sanitation planning.
o Current policies and approaches on sanitation development among technical
consultants.
o Proper procedure to operate wastewater, solid waste, and drainage facilities
among the respective operators.
o Writing and communication skills.
o Poor work habits (such as attendance, compliance with deadlines).
 There may be a discrepancy of understanding on required competence between
sanitation personnel and key stakeholders (employers/managers). A mutually
agreed competence criteria can reduce this understanding gap. Using the
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11. Sanitation Training and Capacity Study
competence criteria, competence assessment of the sanitation personnel will
produce more objective results.
 Competence is only one of many factors that influence a person’s work
performance. A competent person will not be able to perform well in his/her
position if the working conditions are not conducive to good performance. Among
the working conditions that are often lacking in sanitation are the availability and
adequacy of equipment and materials, funds and timeframe, other personnel, and
data.
 There is a vacuum in competence development for sanitation professionals. Only
limited training courses (and training providers) on sanitation subjects are
available. Moreover, existing suite of training courses are not designed in a
comprehensive way – one which allows a person to plan a phased training
program to fit their professional interests. Sequenced training courses (e.g. basic,
intermediate, advanced) are not found anywhere.
 The existing sanitation-related professional certification systems require
certificate holders to continually improve his/her competence. However, this
requirement has not been followed by a concerted effort to encourage certificate
holders to improve their competence, say by participating in a structured training
program. A link between certification program and training programs would
create a demand for specific training courses, and would motivate training
institutions to develop new training modules, cooperate with international
training institutions (or sanitation institutions), and offer new courses to the
public.
 There are a number of professional associations where sanitation personnel can
build and expand their network. However, their roles are not being optimized.
Their involvement in sanitation sector is still incidental, and not designed to
support current sanitation capacity development.
An action plan is prepared for the 2012-2014 period. Some activities are
recommended for initiation immediately, i.e. in the second quarter of 2012, due to
their urgency. These include: a) Advocate the Need to Improve Capacity of Sanitation
Personnel; b) Communicate Jobs in Sanitation; c) Sanitation Promotional Visits to
Education Institutions; d) Consensus on Job Titles in Sanitation; e) Create Path for
Competence Advancement in Sanitation; f) Create Indonesian Network for Sanitation
Personnel.
Some of the actions above can directly build upon the products created and left
behind by this study, namely:
 A concept to define job titles in sanitation sector (relates to six sanitation
development activities);
 A list of 20 types of key personnel in sanitation sector, and their required
educational background and level of experience;
 Definition of required competence for four sanitation job titles. This would be
used as basis to develop competency requirements for other sanitation job titles.
 Web-based sanitation professional network, which can be used as means to
conduct surveys and develop database of personnel;
 An analytical framework for sanitation capacity assessment that can be used for
further studies covering different types of personnel.
3

12. Executive Summary
In addition, the study identifies a few follow-up assessments that may be warranted.
The first could assess whether changes in the deployment strategies of sanitation
personnel would reduce the level of demand for personnel, especially to support the
community-based and hygienic behavior programs. Another area that might be
studies is the capacity of local government officials (with decision authority in
sanitation) and the capacity of personnel involved in the operation of sanitation
facilities.
This study should be treated as the beginning of a journey to address the issue of
capacity in the sanitation sector. The journey may be long and, in some cases,
exploratory in nature; however, what is clear is that there are already many
stakeholders with common concern and aspirations. The key to a successful journey is
ensuring good collaboration and communication among all relevant parties, and
consensus on the future direction of the sanitation sector.
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13. Sanitation Training and Capacity Study
INTRODUCTION
In November 2009, the Government of Indonesia (GoI) launched a high-profile
Percepatan Pembangunan Sanitasi Permukiman (PPSP) program. The PPSP cites a
substantial scaling up of investments in both urban and rural sanitation over the next
5 years. The RPJMN for 2010-2014 includes investments of IDR 15 trillion (USD 1.6
billion), more than seven times the amount allocated in the previous RPMJN.
The augmented government focus and funding for sanitation, has dramatically
increased the demand for a wide range of staff, consultants and facilitators with skills
ranging from community development and sanitation marketing to sanitary
engineering and project management. The Ministry of Public Works, BAPPENAS, and
consulting firms have recently remarked that they are finding it difficult to find
individuals with appropriate experience and qualifications.
Anticipating a demand surge for sanitation personnel, GoI plans to prepare a strategy
to fill the gap between demand and supply. The Water and Sanitation Program (WSP),
through the WASPOLA facility, is supporting the Government to develop such strategy
through the Sanitation Training and Capacity Study.
PT. Qipra Galang Kualita was awarded a contract by WSP to conduct the Study. The
Kick-Off Meeting was held on July 19, 2011, and this report is the Final Report which
presents the findings, conclusions and recommendations from the study.
SCOPE OF THE REPORT
This report presents information used in the analysis, and findings obtained from the
analysis. Following the Introduction, this report contains four other chapters, namely:
 Sanitation Personnel:introduces a definition and classification of sanitation
personnel, in order to ensure systematic analysis and common understanding
among readers. It also defines key personnel types which are assessed in greater
depth.
 Quantitative Assessment: presents the key findings of the quantitative assessment
of sanitation personnel, from the demand and supply perspectives. A discussion is
also presented which highlights where major shortages are likely to be found.
 Competence Assessment: presents the key findings of the qualitative assessment.
This includes discussion on the competence expected of sanitation personnel, and
the types of competence programs available. It also discusses other factors that
build competence and that affect performance of personnel.
 Strategy and Action Plan: presents the strategy to improve capacity of sanitation
human resources in Indonesia, as well as the short-term action plan and details of
immediate activities. Suggestion for follow-up studies are presented in the end of
this chapter.
OVERVIEW OF THE STUDY
The objective of the Sanitation Training and Capacity Study, or the Study, is:
Developing a human resource capacity development strategy (or plan) to meet
the demand for qualified and competent sanitation personnel to support
Indonesia’s short-term and medium-term sanitation development activities.
The final output is a Sanitation Human Resource Capacity Development Strategy,
which will be usedby GoI, particularly BAPPENAS, in planning and creating capacity-
5

14. Introduction
building activities with the involvement of various stakeholders. The ultimate aim is to
ensure that availability of human resources does not become an impediment to
achieving the sanitation development targets already set by the Government.
The Study was divided into four stages as follows:
The first stage, the Demand Assessment, assessed the future demand of sanitation
personnel with appropriate competences needed to support the scaling up of
sanitation investments. The Assessment defined the types of sanitation personnel
studied and estimates the number for short- and medium-term demand. For four
priority sanitation personnel, lists of required competencieswere developed: a) job
(occupational) functions, b) core competencies, and c) need-to-know criteria.
The second stage, the Supply Assessment, reviewed competencies developed
through existing education (undergraduate) and training programs. Assessment was
done only for the priority personnel identified in the Demand Assessment. Curriculum
and syllabus of education and training programs were reviewed to determine which
knowledge and skills are in fact lacking. Effort was made to estimate the quantitative
side of supply, namely the number of individuals from each category with potential to
fill the demand. Assessment was done also of existing professional network and
associations, and other parties which contribute to the development of competence.
A web-based survey was used to understand the profile and competence of active
individuals from the four priority personnel types.
The third stage, Gap Analysis, compared the results of the Demand Assessment with
that of the Supply Assessment. Gaps identified include: adequacy and availability of
sanitation personnel, expected and actual competence, gaps in training provisions, as
well as observations on underlying factors that affect the interest in working in the
sanitation sector.
The fourth stage, Capacity Development Strategy, was developed based on results of
the gap analysis. The plan includes a short-term strategy to improve the numbers and
competence of the prioritized sanitation personnel, and a medium-term to overall
enhance and maintain competence for the same group. The final report presents
recommendations on further study and analysis to broaden the scope of analysis.
NOTE
The broad coverage and the short timeframe of the study made it necessary to
develop and utilize many assumptions, especially for the quantitative assessments.
Furthermore, some extrapolation was necessary to extend survey results with a small
sample size. Findings were reconfirmed against comments from various resource-
persons. This study should be considered a beginning of, rather than an end to, a
complex and potentially long-term dialog on capacity in the sanitation sector.
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15. Sanitation Training and Capacity Study
SANITATION PERSONNEL
The Study assesses the capacity of sanitation personnel. A definition and classification of
sanitation personnel are introduced, in order to ensure systematic analysis and common
understanding among readers. Not all types of sanitation personnel were studied with the
same intensity. Therefore, the Study also identifies key personnel types which are assessed in
greater depth.
CLASSIFICATIONS
101. Sanitation personnel are defined as any individual involved in sanitation
activities, which may comprise of any sanitation sub-sector (liquid waste
management, solid waste management, drainage), any activity cycle (planning,
design, implementation, construction, operation and maintenance, monitoring and
evaluation), and any proficiency level (advanced, intermediate, basic). The term
covers individuals working as civil servants, professionals1, academics, and
volunteers. The Study will focus more on professionals, rather than the other three.
102. Types of sanitation personnel are clearly specified to allow a systematic and
focused assessment2, and later to generate a sound strategy and an implementable
action plan. Generic nomenclature of job titles is created for each type of sanitation
personnel3. Three attributes are used in each job title, i.e.
(Role) + (Field) + (Scope)
Note:
- Role: Role to be performed by an individual in an activity includes one of the
following: facilitator, consultant, operator, supervisor, etc.
- Field: Field of expertise that an individual contributes to. The attribute uses
1
Professionals may refer to individuals who possess specific skills or knowledge to undertake a specialized
set of tasks and who receives compensation for his/her services. He/she may work in consulting firm,
construction firm, non-governmental organization, training agency, research agency, and others.
2
Discussions with stakeholders and review of literature led to an impression that the term ‘sanitation
personnel’ can be interpreted very broadly. It may include individuals involved in the technical aspects of
sanitation development, individuals assisting governments with regulatory or policy work, to villagers who
volunteer to organize and educate their peers. It became clear that in order to produce meaningful
information and recommendations, it was important for this study to define precisely the ‘sanitation
personnel’ that it addresses and analyzes.
3
There are many ways to specify types of sanitation personnel. Nomenclature used seems to vary from
one activity to another, or from one organization to another. For example, some activities use the general
term of sanitary engineer, while others call it more specifically as wastewater engineer, solid waste
engineer, or drainage engineer.
7

16. Sanitation Personnel
terminology closely related to educational background, e.g. policy,
regulation, technical, institutional, financial, management, urban
planning, communication, administration, social, public health, and
development.
- Scope: Scope of the activity that an individual is involved in. The attribute uses
terminology related to phases or components of the activity, e.g.
sanitation awareness raising, sanitation development planning,
communal system implementation, wastewater system planning, solid
waste planning, drainage system planning, final disposal site operation,
improvement of hygienic behavior implementation, sludge treatment
facility construction, and sewerage system operation.
Some examples are facilitator (social) for communal system implementation,
consultant (urban planning) for wastewater system planning, and operator
(technical) for wastewater treatment plant operation.
103. A total of 90 types of sanitation personnel are identified from fifteen selected
sanitation activities4. Prior to that, a genericclassification of activities is developed to
allow systematic identification of types of sanitation personnel involved in each
sanitation activity (see the diagram and Table 1).
Generic Classifications of Sanitation Development Activities. This Study acknowledges 9 classes of
activities. The classification is a modification of PPSP program sequence, for example, PPSP’s
implementation phase is modified into six more-detailed classes of activities. It should be realized that the
implementation phase requires the largest number of sanitation personnel compared to the other five
PPSP’s phases.
It should be noted that asanitation activity may cover a wide range of aspects,
including technical (infrastructure), institutional, regulatory, policy, financial, social,
4
The fifteen sanitation activities are assumed as priorities in the current PPSP program cycle and the
following years. At least until 2014, most PPSP program interventions are focused at completing City
Sanitation Strategy documents, preparing Program Memorandum of Sanitation Sector, and preparing
plans and design for various sanitation services. In addition, a large number of communal sanitation
facilities will be made for urban slum areas through SANIMAS scheme; while for rural communities, the
focus is implementing the STBM approach in villages. More attention on operation and maintenance of
sanitation facilities will be given in the next PPSP program cycle (2015 – 2019).
8

17. Sanitation Training and Capacity Study
business, as well as communications. Therefore, it is common for a sanitation
activity to require a unique set of sanitation personnel. The team composition will
be determined by the specific objectives of the activity, scale of activity, and the
deployment strategy (or organizational structure) of the program implementers.
Full composition of personnel involved in each selected sanitation activity can be
found in Attachment 1.
Table 1. Generic Classification of Sanitation Activities
Classification of Types of
Description Activities Covered in the Study
Activities personnel
1. Improvement of Activities to improve the - -
enabling readiness of a city/ district, i.e. to
environment a) awareness and commitment of
stakeholders, and b) regulatory
and institutional framework.
2. Preparation of Activities which formulate a 1 Preparation of City 3
5
strategy and strategic plan for sanitation Sanitation Strategy
implementation development and its 2 Preparation of Program 1
plan implementation plan. Usually Memorandum of
conducted by a local working Sanitation Sector
6
group, and supported by various
parties.
3. Implementation Activities which empower village 3 Implementation of STBM 1
7
of hygienic communities to adopt healthier Program
behavior and more hygienic behavior, as
improvement defined in Sanitasi Total Berbasis
Masyarakat (STBM) concept.
4. Implementation Activities to empower 4 Implementation of 2
8
of communal communities in high-density SANIMAS Program
sanitation settlements, usually in urban
system slums, in developing communal
sanitation system.
5. Development of Activities aiming at developing 5 Completion of master 11
domestic system to manage domestic plan for wastewater
10
wastewater wastewater. Activities may services
services include planning, design, and 6 Engineering design of 9
9
implementation of the system sewerage system
5
The City Sanitation Strategy (CSS) is a medium-term strategic plan developed to steer sanitation
development activities in a particular city/district. The CSS, locally known as Strategi Sanitasi Kota (SSK), is
expected to help create synergy between sanitation development activities and development activities in
other sectors. A CSS is generally developed by a water and sanitation working group (often known by its
Indonesian acronym Pokja AMPL or Kelompok Kerja Air Minum dan Penyehatan Lingkungan)established
by the local government, with members consisting of representatives from relevant agencies concerned
with water and sanitation development. The PPSP requires cities/districts interested in participating to
have a CSS.
6
Program Memorandum of Sanitation Sector is a document that contains commitment and plans from
various parties to implement sanitation programs and activities that have been outlined in the CSS. The
memorandum describes funding strategy of each program and activity, whether it comes from central
government, provincial, district / city governments, foreign aids, private sector, or public.
7
The STBM Program uses an approach that focuses on behavior change based on a community’s own
initiative and decision process. Communities are triggered to make changes in their daily practices, and
adopting the five pillars of STBM, i.e. 1) stop open-defecation, 2) wash hands with soap, 3) safeguarding
household water supply, 4) wastewater management, and 5) solid waste management. This program has
been launched as a national strategy for sanitation development by the Ministry of Health. In the other
hand, CLTS (community-led total sanitation) is basically an approach to change sanitation behavior of
community by triggering them to stop practicing open defecation (similar to first STBM pillar).
8
SANIMAS (Sanitasi Berbasis Masyarakat) Program aims to improve the environmental quality of urban
slum areas, through introduction of a community-based wastewater management system. The SANIMAS
program has been made into a national program by the Ministry of Public Works. Facilities built under
SANIMAS program may include shared sanitation facility (toilet), small- scale sewer system, and
communal wastewater treatment facility. Another term often used to refer to efforts to promote
community-based wastewater management service is SLBM (Sanitasi Lingkungan Berbasis Masyarakat).
9
Planning is the stage where general plans or master plans for sanitation services are prepared (based on
a strategic plan for sanitation development). Design is the stage where detailed design of a sanitation.
9

18. Sanitation Personnel
Classification of Types of
Description Activities Covered in the Study
Activities personnel
(service). 7 Engineering design of 7
sludge treatment facility
6. Development of Activities aiming at developing a 8 Completion of master 12
solid waste city-scale system to handle solid plan for solid waste
services waste, which may consist of services
collection, transportation, 9 Engineering design of 11
recycling, composting, final disposal facility
incineration, and final disposal.
Activities may include planning,
design, and implementation of
the system (service).
7. Development of Activities aiming at developing a 10 Completion of master 11
drainage city-scale system to handle plan for drainage services
services storm-water in an urban area. 11 Engineering design of 8
Such system may consist of drainage system
catchment, retention, infiltration,
conveyance, pumping, and
discharge. Activities may include
planning, design, and
implementation of the system
(service).
8. Operation and Activities to ensure a sustainable 12 Operation of sewer 4
maintenance of operation and maintenance of system
sanitation various types of sanitation 13 Operation of sewage 4
services services, whether it is by treatment plant
government (or government-
14 Operation of sludge 4
owned authority), by private
treatment facility
companies or community groups.
15 Operation of final 4
disposal facility
9. Monitoring and Activities to gather feedback - - -
evaluation information to adjust future
sanitation development
activities.
104. A sanitation activity may cover a wide range of aspects, including technical
(infrastructure), institutional, regulatory, policy, financial, social, business, as well as
communications. Therefore, it is common for a sanitation activity to require a
unique set of sanitation personnel. The team composition will be determined by the
specific objectives of the activity, scale of activity, and the deployment strategy (or
organizational structure) of the program implementers. Full composition of
personnel involved in each selected activity can be found in Attachment1.
MAIN PERSONNEL
105. Some team members are considered central to the implementation of an
activity. These individuals may have competence that is indispensable to reach the
activity’s objectives, or hold a crucial coordinating role for the activity, may have the
longest assignment, and/or consolidates the work of other team members. Such
individuals are called, in the Study, as Main Personnel. In the 15 selected sanitation
activities, there are 20 job titles associated with main personnel; 13 of which require
facility is prepared. Detailed designs are developed based on direction set in the master plans.
Implementation is the stage where the sanitation development plans are realized, including construction
and commissioning of physical facilities, preparation of management organization (units).
10
Wastewater system, as it is described in the Ministerial Decree of Public Works no. 16/2008, should
include areas of (1) technology interventions, (2) community participation, (3) legal and regulatory
development, (4) institutional and capacity development, and (v) financing mechanisms. Therefore, a
master plan of wastewater services at least should cover those five areas.
10

19. Sanitation Training and Capacity Study
an environmental/sanitary engineering11 background. The following table presents
the main personnel in the selected sanitation activities, along with the required
educational background and level of experiencewhich classified into entry-level
(straight out of tertiary education), junior (1 – 5 years of experience), mid-level (5 –
10 years of experience), senior (over 10 years of experience).
Table 2.Main Personnel in Selected Sanitation Development Activities
Required Education Level of
Main Personnel in Sanitation Activities Ri,i
Background Experience
12
1. Preparation of City Sanitation Strategy
Facilitator (Policy) for Sanitation 1 S-1 in urban planning, public Mid-level
Development Planning health, public administration,
engineering.
Facilitator (Technical) for Sanitation 1 S-1 in environmental/sanitary Mid-level
Development Planning engineering, civil engineering.
13
2. Preparation of Program Memorandum of Sanitation Sector
Facilitator (Policy) for Sanitation 0.1 S-1 in urban planning, public Mid-level
Development Planning health, public administration,
engineering.
14
3. Implementation of the STBM program
Facilitator (Social) for Community Hygienic 1 S-1 in social sciences, public Mid-level
Behavior Change health.
15
4. Implementation of SANIMAS Program
Facilitator (Social) for Communal 1 D-3 in social sciences, public Entry-level
Sanitation System Implementation health.
Facilitator (Technical) for Communal 1 D-3 in environmental/sanitary Entry-level
Sanitation System Implementation engineering, civil engineering.
16
5. Completion of master plan for wastewater services
Consultant (Technical) for Wastewater 1 S-2 in environmental/sanitary Senior
System Planning engineering, civil engineering.
17
6. Engineering design of sewerage system
11
Sanitary engineering is an engineering field aiming to improve sanitation condition of human
communities and prevent disease, mostly by assuring a supply of clean water, removing wastes (liquid
and solid) from inhabited areas. Later this engineering field was expanded to cover larger environmental
issues, including those of industrial sectors. Therefore, the term sanitary engineering is rarely used these
days and most universities use the term environmental engineering.
12
The CSS preparation involves assignment of two facilitators to work with the city/district’s Pokja AMPL
to prepare the CSS. One facilitator serves as coordinator, and is expected to have a good knowledge of
PPSP process, has experience with strategic-level work, and experience in water and sanitation planning.
The second facilitator is expected to have a stronger technical background related to planning and
development of sanitation infrastructure.
13
The preparation of program memorandum requires one facilitator to work with the city/district’s Pokja
AMPL. The facilitator is expected to have a good knowledge of development planning process, and
experience in water and sanitation planning.
14
Implementation of STBM program involves a number of village facilitators (Tenaga Fasilitator Desa)
which are recruited from among the village community. The village facilitators receive support from a
senior facilitator, commonly called Sub-District Level Facilitator (Fasilitator Kecamatan). The Study refers
the senior facilitator as Facilitator (Social) for Hygienic Behavior Change.
15
Implementation of SANIMAS program requires a community-level facilitation team to organize,
mobilize, empower, and advise the community. The standard team composition consists of two
community-level field facilitators (Tenaga Fasilitator Lapangan, TFL), i.e. social facilitator and technical
facilitator. Both are involved since the awareness raising stage until the commissioning stages of the
facility. BORDA (Bremen Overseas Research & Development Association), which is a major executor of the
SANIMAS program, has slightly modified this arrangement. In BORDA-supported areas, only one TFL
(social) is assigned to the target community. He/she receives support and guidance from a Senior TFL
(STFL) who covers five locations at once.
16
The completion of master plan of sanitation services (wastewater, solid waste, drainage) involves a
team of consultants with sound planning and technical knowledge and experience in the various aspects
of sanitation services system. A typical team includes personnel with expertise in system planning,
engineering, financial analysis and planning, socio-economics, institution development, legal/regulatory
matters. One of the team members, usually the senior technical expert, serves as a team leader.
17
Engineering design of sanitation facilities (sewer network, sewage treatment plant, sludge treatment
facility, final disposal site, drainage system) involve a team of consultants with sound technical knowledge
11

20. Sanitation Personnel
Required Education Level of
Main Personnel in Sanitation Activities Ri,i
Background Experience
Consultant (Technical) for Sewerage 1 S-1 in environmental/sanitary Senior
18
Engineering Design engineering, civil engineering.
7. Engineering design of sludge treatment facility
Consultant (Technical) for Sludge 1 S-1 in environmental/sanitary Senior
Treatment Engineering Design engineering
8. Completion of master plan for solid waste services
Consultant (Technical) for Solid Waste 1 S-2 in environmental/sanitary Senior
System Planning engineering.
9. Engineering design of final disposal facility
Consultant (Technical) for Sanitary Landfill 1 S-1 in environmental/sanitary Senior
Engineering Design engineering.
10. Completion of master plan for drainage services
Consultant (Technical) for Drainage 1 S-2 in environmental/sanitary Senior
System Planning engineering, civil engineering.
11. Engineering design of drainage system
Consultant (Technical) for Drainage 1 S-1 in environmental/sanitary Senior
Engineering Design engineering, civil engineering.
19
12. Operation of sewer system
Operator (Technical) for Sewer Operation 3 S-1 in environmental/sanitary Mid-level
eng., mechanical eng.
Operator (Management) for Sewer 1 D-3 in management, or Mid-level
Operation administration.
13. Operation of sewage treatment plant
Operator (Technical) for Sewage 3 S-1 in environmental/sanitary Mid-level
Treatment Operation eng., mechanical eng.
Operator (Management) for Sewage 1 D-3 in management, or Mid-level
Treatment Operation administration.
14. Operation of sludge treatment facility
Operator (Technical) for Sludge Treatment 3 S-1 in environmental/sanitary Mid-level
Operation eng., mechanical eng
Operator (Management) for Sludge 1 D-3 in management, or Mid-level
Treatment Operation administration.
15. Operation of final disposal facility
Operator (Technical) for Sanitary Landfill 4 S-1 in environmental/sanitary Mid-level
Operation eng., mechanical eng.
Operator (Management) for Sanitary 1 D-3 in management, or Mid-level
Landfill Operation administration.
Note: Ri,i= Involvement ratio, or ratio of the number of individual(s) involved in an activity per location.
For a type of sanitation personnel, some activities require one personnel per location while some
require one personnel for more than one location.
and experience in designing the facilities as well as the operational plans. A typical team includes
personnel with expertise in technical aspect of each facility, civil works, mechanical works, electrical
works, project management, financial, and environmental management. One of the team members,
usually the senior engineer related to the type of facility, serves as a team leader.
18
A sewerage system may consist of sewer network and sewage treatment plant(s). The design of each
requires individual with specific expertise.
19
The activity involves a team of operators, ranging from management level to field workers. Their duties
include operating and maintaining all sewer facilities which may include pumping stations.
12

21. Sanitation Training and Capacity Study
QUANTITATIVE ASSESSMENT
The Study assesses the level of demand and supply of sanitation personnel associated with 15
activities. The demand is estimated from the projected number of activities. While the supply is
estimated from known groups who can immediately be involved or be prepared for sanitation
activities. Shortages of personnel in the short- and medium-terms are discussed.
LEVEL OF DEMAND
201. The level of demand indicates the number of individuals required to fill job
opportunities in the 15 selected sanitation activities (see Table 1), for short-term
(2012 – 2014) and medium-term (2015 – 2019). It should be noted that the number
of jobs opportunities may not be the same with the number of individuals required.
There is a big chance that an individual is involved in an activity for more than one
period, therefore he/she will fill more than one job opportunity.
202. The number of job opportunities for a particular job title is estimated by
factoring the frequency of activity (requiring a particular job title) and the number of
individuals needed in an activity. Frequencies of activities are projected using the
following basis:
 Short-term: Based on the current PPSP program roadmap (see Attachment 2)
and other targets mentioned in the national mid-term development plan. It is
targeted that by end of 2014, 340 cities/districts complete their CSS, 240
cities/districts complete their Program Memorandum by end of 2014, and 240
cities/districts initiate the implementation phase. SANIMAS programs will be
implemented in 2,000 areas per year.
 Medium-term: Based on preliminary projections of the next PPSP program cycle
(see Attachment 3)20. It is assumed that 500 cities/districts in Indonesia will
complete their CSS by end of 2017, complete their Program Memorandum by
end of 2018, and initiate the implementation phase by end of 2019. STBM and
SANIMAS programs will continue into the next development cycle with the same
rate of implementation.
The number of individuals required to fill sanitation jobs, or the quantitative demand
of sanitation personnel, is a function of the number of job opportunities and a
continuity factor, i.e. the proportion of individuals expected to continue working in
the same job in the subsequent period.
20
No official data is available for targets beyond 2014.
13

22. Quantitative Assessment
203. Sanitation development in Indonesia will need sanitation personnel of more
than 15,000 individuals in the short-term) and and addition of 18,000 individuals in
the medium-term). For the main personnel, it will need almost 11,000 individuals in
the short-term and an addition of 12,400 in the medium-term. Most of them are
facilitators (for the preparation of CSS, STBM implementation, and SANIMAS
implementation). A significant number of individuals with environmental/ sanitary
engineering background will be needed. The estimates also show that more than
60% of the individuals will be those with entry-level and junior experience (see Table
3 for summary of the estimates and Attachment 4 for the complete estimates).
Table 3.Level of Demand of Sanitation Personnel
Short Term Medium-Term
Category
Amount % Amount %
Total All Personnel 15,140 18,290
Main Personnel 10,845 72 12,400 68
Role All Personnel
Facilitator 9,780 65 9,950 54
Consultant 4,310 28 5,140 28
Operator 1,050 7 3,200 17
Main Personnel
Facilitator 9,710 89 9,890 80
Consultant 500 5 590 5
Operator 630 6 1,920 15
Field / All Personnel
Education Technical
21
5,240 35 6,190 34
Facilitator 3,950 26 3,960 22
Consultant 870 6 950 5
Operator 420 3 1,280 7
Non-Technical 9,900 65 12,100 66
Main Personnel
Technical 4,870 45 5,830 47
Facilitator 3,950 36 3,960 32
Consultant 500 5 590 5
Operator 420 4 1,289 10
Non-Technical 5,975 55 6,570 55
Experience All Personnel
Senior 500 3 590 3
Mid-Level 5,020 33 7,175 39
Junior 5,870 39 6,780 37
Entry-Level 3,750 25 3,750 21
Main Personnel
Senior 500 5 590 5
Mid-Level 1,145 11 2,560 21
Junior 5,450 50 5,500 44
Entry-Level 3,750 35 3,750 30
Note: Percentages of categories under the all personnel are proportional to the total number of all
personnel. While, percentages of categories under the main personnel are proportional to the
total number of main personnel.
The following table presents a more detail estimates of the demand for main
personnel.
21
Technical personnel, in this Study, represent those with knowledge considered central to the main
subjects of the activity, e.g. wastewater management, solid waste management, and drainage. Such
knowledge are usually possessed by individuals with environmental/ sanitary engineering background.
14

23. Sanitation Training and Capacity Study
Table 4.Number of Sanitation Activities &Main Personnel
Number of Number of Job Number of Individuals
Activity Activities Main Personnel22 Opportunities Required
Short- Medium- Short- Medium- Fc,i Short- Medium-
Term Term Term Term Term Term
1 Preparation of 210 500 Facilitator (Policy) for 270 715 0.7 210 275
City Sanitation Sanitation Planning
Strategies Facilitator (Technical) 290 665 0.7 200 210
for Sanitation Planning
2 Preparation of 190 550 Facilitator (Policy) for 190 550 0.7 110 160
PMSS Sanitation Planning
3 Implementation 20,000 35,000 Facilitator (Social) for 2,000 3,500 0.5 1,700 1,750
of STBM program Hygienic Behavior
4 Implementation 4,500 7,500 Facilitator (Social) for 4,500 7,500 0.5 3,750 3,750
of SANIMAS Communal Sanitation
program Facilitator (Technical) 4,500 7,500 0.5 3,750 3,750
for Communal
Sanitation
5 Completion of 140 340 Consultant (Technical) 140 340 0.8 110 110
master plans for for Wastewater
wastewater Planning
services
6 Engineering 15 50 Consultant (Technical) 15 50 0.8 10 15
design of for Sewerage Design
sewerage system
7 Engineering 80 400 Consultant (Technical) 80 400 0.8 50 115
design of sludge for Sludge Treatment
treatment facility Design
8 Completion of 140 340 Consultant (Technical) 140 340 0.8 110 110
master plan for for Solid Waste Planning
solid waste
services
9 Engineering 150 250 Consultant (Technical) 150 250 0.8 70 50
design of final for Sanitary Landfill
disposal facility Design
10 Completion of 140 340 Consultant (Technical) 140 340 0.8 110 110
master plan for for Drainage Planning
drainage system
11 Engineering 90 320 Consultant (Technical) 90 320 0.8 50 90
design of drainage for Drainage Design
system
12 Operation of 10 45 Operator (Technical) for 20 90 1.0 30 135
sewer system Sewer Operation
Operator (Manage- 10 45 1.0 10 45
ment) for Sewer
Operation
13 Operation of 10 80 Operator (Technical) for 20 90 1.0 30 135
sewage treatment Sewage Treatment
plant Operation
Operator (Manage- 10 45 1.0 10 45
ment) for Sewage
Treatment Operation
14 Operation of 40 300 Operator (Technical) for 80 600 1.0 120 900
sludge treatment Sludge Treatment
facility Operation
Operator (Manage- 40 300 1.0 40 300
ment) for Sludge
Treatment Operation
15 Operation of final 150 250 Operator (Technical) for 300 500 1.0 600 1,000
disposal facility Final Disposal Operation
Operator (Manage- 150 250 1.0 150 250
ment) for Final Disposal
Operation
Total Number 13,135 24,390 - 10,845 12,400
Proportion to all personnel (%) 63 56 - 72 68
22
Names of some job titles are shortened for practicality.
15

24. Quantitative Assessment
204. Types of main personnel mostly needed to support the current and next PPSP
program cycles are (ranked based on the highest number of individuals required in
both terms):
Facilitators & Consultants
1. Facilitator (Technical) for Communal Sanitation 7,500
2. Facilitator (Social) for Communal Sanitation 7,500
3. Facilitator (Social) for Hygienic Behavior 3,450
4. Facilitator (Policy) for Sanitation Planning 745
5. Facilitator (Technical) for Sanitation Planning 410
6. Consultant (Technical) Wastewater Planning 215
Operators
1. Operator (Technical) for Final Disposal Operation 800
2. Operator (Technical) for Sludge Treatment Operation 680
3. Operator (Management) for Final Disposal Operation 400
4. Operator (Management) for Sludge Treatment Operation 110
LEVEL OF SUPPLY
205. The supply of sanitation personnel consists of individuals from the following
three groups (see diagram):
 Eligible: Individuals who have the right qualifications (education and
experience) for a particular sanitation job title. These individuals
have worked in sanitation, and have received relevant training,
therefore they can be immediately employed for a particular
sanitation job. The eligible group is divided into a) active
personnel, or eligible individuals currently involved in sanitation
activities, and b) inactive personnel, or eligible individuals
currently not involved in a sanitation activity.
 Potentials: Individuals who have partial qualifications (education or
experience), but still require additional preparation before they
are ready to fill a particular sanitation job. The preparation can be
as minimal as orientation training to introduce individuals to the
specifics of a program23; or as elaborate as a technical training to
introduce a technology or technical approach used by a program.
This category includes individuals with a relevant educational
degree, but has not pursued career in sanitation24, or individuals
who have recently graduated.
 Prospective: Individuals who may have the interest and potential to be
prepared for sanitation jobs. These individuals are currently still
students in a relevant educational program, i.e. environmental
engineering, public health, social science, etc. Interventions may
be needed to enhance or create the individuals’ interest in
pursuing sanitation jobs.
23
For example, training on basic facilitation for CSS/PMSS preparation, and training on basic facilitation
for developing SANIMAS system in urban areas.
24
Example would be alumni of environmental/ sanitary engineering who works as Environmental, Health,
and Safety (EHS) staff in oil/gas companies, or has built his/her career as an EIA consultant or
environmental auditor. Also, alumni of social sciences who have not been involved in any sanitation work.
16

25. Sanitation Training and Capacity Study
The three categories combined are expected to play a role in satisfying the demand
for sanitation personnel in the short-term and medium-term of sanitation
development in Indonesia.
Groupings of Individuals for Supply Assessment.Demand for sanitation personnel will be
fulfilled by the Eligible and the Potential groups. After graduating, the Prospective will
become part of the Potential group.
Eligible
206. There are about 9,000 eligible individuals that can be immediately involved in
the short-term period (see Table 5). Some of them are active personnel, while
others are inactive for various reasons25. Estimates of the eligible (the main
personnel) are described as follows.
 Facilitator (Policy) for Sanitation Planning: There are about 320 individuals who
have served as facilitators for preparation of CSS/PMSS, or have been trained for
these functions by BAPPENAS/Ministry of Public Works and their development
partners26. Some of the individuals are currently active, but some appear not to
be employed due to changes in the employing institution (provincial level,
instead of national level). In addition to the policy facilitators, there are also 130
technical facilitators available.
 Facilitator (Social) for Hygienic Behavior: The eligible supply is around 1300
individuals27. These people are individuals who have participated in CLTS or STBM
related programs and/or have been trained as facilitators by the Ministry of
Health or its development partners.
 Facilitators (Technical) for Communal System: There are 3,000 technical
individuals who have been prepared and involved in previous or on-going
SANIMAS programs, or been trained by Ministry of Public Works or their
development partners28. In addition to the technical facilitators, there are also
3,000 individuals who have served as social facilitators.
25
There is no database available to assess the number of personnel currently active or inactive in the
sanitation activities. Moreover, the Study was unable to find any reasonable assumption to assess the
proportion of active personnel and inactive personnel among the eligible. Therefore, the supply
assessment does not quantitatively differentiate the two categories.
26
BAPPENAS/Ministry of Public Works and their partners have conducted training of basic facilitation for
CSS or PMSS preparation since 2010, with the latest done in December 2010. A total of 220 individuals
have been trained for CSS policy facilitators (provincial, city/district level) and 100 individuals for PMSS
facilitators. In addition, almost 130 individuals have been trained as CSS technical facilitators, and about
30 individuals as CSS financial facilitators.
27
Various programs have trained and prepared CLTS/STBM facilitators. The most significant one is the
program of PAMSIMAS (Penyediaan Air Minum dan Sanitasi Berbasis Masyarakat, or Water Supply and
Sanitation for Low Income Communities or WSLIC 3, 2008 – 2013) which has prepared more than 1250
facilitators. Another program, the CWSHP (Community Water Services and Health Project) has prepared
about 80 STBM facilitators. An NGO, Plan Indonesia, has prepared almost 50 facilitators to support its
CLTS programs in Central Java.
28
It is assumed that the implementation of SANIMAS in 2010 and 2011 have prepared at least one
technical facilitator for each SANIMAS location. The Ministry of Public Works claims that SANIMAS have
17

26. Quantitative Assessment
 Consultant (Technical) for Wastewater Planning: More than 140 individuals are
eligible to be wastewater system technical consultants. They are basically the
number of senior and some mid-level certified engineers29 with strong
wastewater experience30. Eligible individuals are also available for solid waste
and drainage system planning, as well as for the engineering design of various
sanitation facilities31. Among the three sub-sectors, qualifications in drainage
appear to be weakest (compared to wastewater and solid waste)32.
 Operators of various sanitation facilities: The number of eligible individuals for
various operator functions is assumed from the number of facilities currently
operating in Indonesia. With 11 sewerage systems operating in the country, it is
assumed there is at least one qualified person for each position. Similarly, it is
assumed that for final disposal site operators, there are at least 200 technical
operators and 200 managerial operators handling existing disposal sites.
Individuals eligible as sludge treatment operators comprise of 100 operators
(each) handling existing facilities33.
Table 5. Number of Eligible Individuals
Relative to
Number of
Main Personnel Short-Term
Individuals
Demand
FACILITATORS
Facilitator (Policy) for Sanitation Planning 320 Sufficient
Facilitator (Technical) for Sanitation Planning 130 Insufficient
Facilitator (Social) for Hygienic Behavior Change 1,380 Insufficient
Facilitator (Technical) for Communal Sanitation 3,000 Insufficient
Facilitator (Social) for Communal Sanitation 3,000 Insufficient
CONSULTANTS
Consultant (Technical) for Wastewater Planning 140 Sufficient
Consultant (Technical) for Sewerage Design 115 Sufficient
Consultant (Technical) for Sludge Treatment Design
Consultant (Technical) for Solid Waste Planning 130 Sufficient
Consultant (Technical) for Sanitary Landfill Design 105 Sufficient
Consultant (Technical) for Drainage Planning 65 Insufficient
Consultant (Technical) for Drainage Design 55 Sufficient
OPERATORS
Operator (Technical) for Sewer Operation 10 Insufficient
Operator (Management) for Sewer Operation 10 Sufficient
been conducted using the Specific-Allocated Fund (DAK, or Dana Anggaran Khusus) in 2,700 locations for
the last two years. In addition, the Ministry of Public Works has also implemented SANIMAS in 300 other
locations using direct central government funding. Therefore, it can be assumed that there is about 3,000
individuals eligible to be technical facilitators.
29
The Agency for Construction Services Development (or, LPJK) has awarded certificates to more than
7,400 individuals who are considered to be qualified as experts in environmental engineering field. Among
the awarded certificates, 2% are for the senior experts (ahli utama), 18% are for mid-level experts (ahli
madya), and 76% are for junior experts (ahli muda).
30
Review of data on 200 certified environmental engineers indicate that 17% have strong wastewater
experience. The others have strong experience on solid waste (16%), drainage (8%), and water supply
(59%).
31
Eligible individuals are available for sewerage system and sludge treatment facility design, despite
recruitment difficulties encountered by a major program such as the Indonesia Infrastructure Initiative
(INDII) program.
32
Some of the certified civil engineers are equally qualified to design drainage systems. However, certified
civil engineers were not reviewed in the Study.
33
The issue of individual competence, related to poor performance of existing sanitary landfills and sludge
treatment facilities, will be discussed in the Gap Analysis chapter.
18

27. Sanitation Training and Capacity Study
Relative to
Number of
Main Personnel Short-Term
Individuals
Demand
Operator (Technical) for Sewage Treatment Operation 10 Insufficient
Operator (Management) for Sewage Treatment Operation 10 Sufficient
Operator (Technical) for Sludge Treatment Operation 100 Sufficient
Operator (Management) for Sludge Treatment Operation 100 Sufficient
Operator (Technical) for Final Disposal Operation 200 Insufficient
Operator (Management) for Final Disposal Operation 200 Sufficient
Note:  Comparison is made to the short-term demand of main personnel as shown in Table 4.
 Sufficient means the number of eligible individuals will be enough to satisfy the short-
term demand. Insufficient means the number of eligible individuals will not be enough
to satisfy the short-term demand.
 Not enough information was obtained to completely separate consultant (technical) for
sewerage design and for sludge treatment.
Attachment 5 presents a more complete estimate of individuals in the eligible
group.
207. Asuming all active and inactive personnel will join the sector, the number of
eligible individuals is generally sufficient to satisfy the short-term demand of
consultants, except that for drainage planning (see Table 5). However, there are not
enough eligible individuals to satisfy the demand for social and technical facilitators.
Likewise, for the technical operator category, eligible individuals cannot meet the
demand.
Potential
208. There are a high number of individuals in the second layer, who can be
upgraded and recruited to fill shortage of eligible individuals (see Table 6).
Estimation was made for technical personnel only, by exploring individuals holding
the LPJK professional certification for environmental engineering and individuals
with environmental engineering degrees. Some of these individuals may have
appropriate qualifications, but may have never been employed in the sanitation
sector. Estimates are made based on the level of qualification (education and
experience), and matched to the most suitable job titles. The description is as
follows.
 Technical with senior experience:Potential candidates can be obtained from
senior certified experts (Ahli Utama) with strong water supply background. The
number can reach up to 100 individuals. They are expected to fill the medium-
term demand for technical consultant for master plan of sanitation services.
Shifting from water supply to managing master plan development for sanitation
services would not require too much capacity building.
 Technical with mid-level experience:Potential candidates can be obtained from
two sources. The first from mid-level certified experts (Ahli Madya) with a strong
water supply background, i.e. 500 individuals. A shift to sanitation sectors would
relatively easy since most of them have environmental/sanitary engineer
background. The second is environmental engineering alumni with 5 – 10 years of
experience, i.e. 600 individuals. Some of them are not yet engaged in the water
and sanitation sector. They are expected to fill the demand of technical
facilitators for sanitation planning or technical operators for various sanitation
facilities.
 Technical with junior experience: Potential candidates can be obtained from two
sources, i.e. junior-level certified environmental engineers (Ahli Muda) and
environmental engineering alumni with 2 – 4 years of experience. They are
19

28. Quantitative Assessment
expected to fill the short-term demand of technical SANIMAS facilitators. A total
amount of 2,600 individuals can be tapped from this group.
 Technical with entry-level experience: Environmental engineers with less than 2
years of experience can fill the demand of technical SANIMAS facilitators. The
number of this group may reach to 250 individuals.
More than 4,000 technical individuals from the potential group can be expected to
get involved in the short-term sanitation activities.
Table 6. Number of Potential Individuals (Technical Personnel Only)
Relative to
Number of
Groups & Main Personnel Short-Term
Individuals
Demand
Senior Consultant (Technical) for Wastewater Planning 100 Sufficient
Consultant (Technical) for Solid Waste Planning Sufficient
Consultant (Technical) for Drainage Planning Sufficient
Mid-Level Facilitator (Technical) for Sanitation Planning 400 Sufficient
Consultant (Technical) for Sanitary Landfill Design Sufficient
Consultant (Technical) for Drainage Design Sufficient
Consultant (Technical) for Sewerage Design Sufficient
Consultant (Technical) for Sludge Treatment Design Sufficient
Operator (Technical) for Sewer Operation 620 Sufficient
Operator (Technical) for Sewage Treatment Operation Sufficient
Operator (Technical) for Sludge Treatment Operation Sufficient
Operator (Technical) for Final Disposal Operation Sufficient
Junior Facilitator (Technical) for Communal Sanitation 2,600 Sufficient
Entry-Level 250
Note:  Comparison is made to the number of personnel needed after inclusion of the eligible
group.
 Sufficient means that the number of potential individuals will be enough to fill the short-
term shortage of eligible individuals. Insufficient means that the number of eligible
individuals will not be enough to fill the short-term shortage of eligible inidividuals.
Supply of social and policy facilitators, as well as for non-technical operators, are
open to individuals from diverse educational backgrounds. The pool is very large,
since it crosses social sciences, public policy, public health and other technical
disciplines. Therefore, it can be assumed that the supply for the demand of these
types of personnel is enormous.
209. The number of technical potential individuals is more than enough to cover
the lack of personnel in the short-term period. However, further estimate shows
that there will not be enough potential individuals to satisfy the medium-term
demand34. Around 6.200 technical individuals are still required to meet the
medium-term demand (see Table 4).This medium-term deficiency will likely be
covered by those who are grouped as the prospective, or by inviting more
individuals from other technical backgrounds.
34
With additional experience, some potential individuals will have gained higher qualification, making
them prepared to fill sanitation position with higher competence level, say a Consultant (Technical) for
Wastewater System Planning.
20

29. Sanitation Training and Capacity Study
Prospective
210. There is a significant number of university students who can be expected to
become sanitation personnel in the near future35. For the supply of technical
personnel, the pool of prospective individuals is estimated from the number of
students majoring in environment/sanitary engineering in 47 universities across the
country. For the supply of non-technical professions, the size of prospective
individuals is not calculated, since it involves a large number of faculties and
universities. There should be no difficulty in tapping into the supply for non-
technical professionals as long as sanitation jobs can compete with other jobs in the
market.
211. Annually, 800 to 1,000 individuals graduate from environmental engineering
schools with an S-1 degree36 (see section on Capacity of Suppliers). Assuming that
25% of the graduates end up as sanitation professionals37, the prospective
individuals to become technical personnel are estimated at 250 individuals a year. In
time, they become part of the potential group; in fact, a portion of them can directly
join the eligible group to fill entry-level sanitation positions, such as technical
SANIMAS facilitator.
DISCUSSION
Short-Term Demand and Supply
212. Overall;The final years of the current cycle of PPSP implementation (2012 –
2014) will need more than 15,000 individuals(see Table 3). Assuming inactive
personnel can be attracted back,the supply of eligible individuals for the remaining
years of the current PPSP cycle (2012-2014) may reach 9,000 individuals(see Table
5). The remaining shortage can further be covered by potential individuals invited to
join the sanitation sector. Therefore, it can be assumed that the supply of
individuals from the eligible and potential groups will be sufficient to meet the
short-term demand for sanitation personnel.
213. Facilitators;The largest portion of
the short-term demand for sanitation
personnel, 65% or almost 9,800 individuals
(see chart), consists of facilitators for CSS
and PMSS preparation, as well as SANIMAS
and STBM implementation. This high
demand for facilitators is commensurate
with the accelerated pace of the four
activities throughout Indonesia38.
Assuming all inactive facilitators can be
mobilized, the number of eligible is
sufficient only to satisfy the demand for
CSS policy facilitators, but not for CSS Composition of the Short-Term Demand
35
A web-based survey targeting environmental engineering students was conducted in the Study. A
questionnaire is made to check their current status, possession of knowledge, attractiveness to the
sanitation sector, and issues of joining the sanitation sector. Survey results indicate that there is still high
interests for the students to join the sanitation sector.
36
Source: Ministry of Education, as shown in www.evaluasi.or.id where all data of Indonesian universities
are completely presented, including those having environmental engineering department.
37
Based on records of the environmental engineering alumni of the University of Trisakti which identifies
about 25 percent of the alumni works as consultant/contractor. If 60 percent among them are engaged in
sanitation, then it is safe to assume that 15 percent of graduates are available for sanitation positions.
38
For example, SANIMAS program is implemented with an annual rate of 1,500 locations, while STBM
program has an annual rate of 7,000 locations.
21