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Mind the Gap!: Do we have the skills to meet the MDG targets in Asia and Africa,[object Object],Dr. Darren Saywell,[object Object],Development Director,[object Object],International Water Association,[object Object]
Background,[object Object]
Background ,[object Object],HR is a key factor to meeting the MDGs,[object Object],To date, it has been a neglected area of research in the water and sanitation sector ,[object Object],But has been brought into spotlight in other sectors: UNESCO (2008) and World Health Organisation (2006),[object Object]
The elephant in the room…,[object Object],In 2006, the WHO World Health Report estimated that 4.3 million additional health workers were needed worldwide to achieve the health related Millennium Development Goals. ,[object Object],Subsequently in 2010, UNESCO  estimated that 10.3 million new teachers were needed to meet the MDG of achieving universal primary education. ,[object Object],In the water and sanitation sector, the human resource requirement to meet the MDG targets is relatively unknown and therefore there is a need to assess the effectiveness of service providers to meet the MDGs and to sustain services in relation to the numbers of staff, qualifications and their practical experience.,[object Object]
Human resource barriers,[object Object],Inadequate budget to hire and retain staff is most often cited by governments as impacting human resource levels in both rural drinking-water and rural sanitation & hygiene ,[object Object],FIGURE 28: Most prevalent reasons for staff shortages, percent of responses, all government levels (professionals, technicians, and  hygiene extension workers),[object Object]
Sector blockages – HR is one of many,[object Object],Inadequate sectoral allocations,[object Object],Slow/late financial flows and disbursements ,[object Object],Political interference at local level,[object Object],Weaknesses in the private sector,[object Object],Weaknesses in decentralised public sector,[object Object],Almost complete absence of national R&D (to underpin education and training),[object Object],...,[object Object],Can we remove the other blockages to allow HR to perform effectively?,[object Object]
Why are we interested in HR gaps?,[object Object],An ‘academic’ or PR exercise?,[object Object],Serious about enhancing supply and deployment of national staff?,[object Object],If the latter, the implications are extensive:,[object Object],long-term partnerships with Governments and national training institutions,[object Object],working  simultaneously on other major sector blockages,[object Object],policy and public sector reform implications,[object Object]
[object Object]
  poor construction quality
  inadequate revenues
  insufficient attention to realistic O&M
lie in the nexus where the quality of human resources and the relevance of policy/strategy meet.
The issue of HR gaps is not just a numbers game.  It is part of the bigger picture of sector management, financing and policy.,[object Object]
Pilot Phase,[object Object],Literature review,[object Object],A methodology to assess national sector capacity ,[object Object],5 case studies: Timor Leste, South Africa, Zambia, Bangladesh and Mali.,[object Object],Synthesis and recommendations,[object Object]
Scope of assessment categories of worker,[object Object],Engineerse.g. water and sanitation engineers, civil engineers, hydraulic engineers,[object Object],Associated professionals: hydrologists, managers, drillers, sanitation promoters ,[object Object],Technicianse.g. masons, plumbers, lab technicians  ,[object Object],Semi-skilled workers e.g. artisans, well builders, waterworks operators ,[object Object]
Note – sector performance and plans must be disaggregated by major sub-sector; staff by qualification (professional, technical, skilled labour).,[object Object],Demand side,[object Object],Sector performance,[object Object],National staffing  norms,[object Object],Present staffing,[object Object],Net staffing requirements time series,[object Object],Sector plans,[object Object],Gross staffing requirements,[object Object],International staffing norms,[object Object],Comparison of demand and supply,[object Object],Annual intake and output,[object Object],Note – importance of lead times,[object Object],Professional experience,[object Object],Supply side,[object Object],Education and training institutions,[object Object],Note – includes relevance and standards,[object Object],Quality assessment,[object Object],Increase intake and output,[object Object],Enhance quality of teachers and graduates,[object Object]
Methodology,[object Object]
Preliminary Findings: 8 key messages,[object Object],Not enough information at the national and international level ,[object Object],People aren’t getting the education/skills they need to enter the sector,[object Object],Not enough trained people that want to work in the sector (recruitment),[object Object],Not enough incentives for people to stay in the sector (retention),[object Object],There are problems targeting staff to geographical areas or groups with special needs  ,[object Object],There is still a great reliance on voluntary community contributions,[object Object],Need strong organisations,[object Object],It is not just numbers that matter – it’s the institutions   ,[object Object]
Case study snapshots,[object Object]
Coverage,[object Object],Sanitation and rural sector off-track, 30% of rural systems fail in the first year ,[object Object],Shortages,[object Object],Approximately 650 WASH-related workers in the country in all 4 categories. ,[object Object],Estimated 320 - 752 additional staff are needed to reach the MDG targets ,[object Object],Low level of women participation,[object Object],Skill gaps,[object Object],Most demand is for technicians and skilled workers ,[object Object],Limited capacity for formal training ,[object Object],Reliance on foreign expertise as well as private sector and NGOs ,[object Object],Timor Leste,[object Object],Support: Water Aid, AusAid,[object Object]
Timor Leste,[object Object]
Context,[object Object],Sanitation MDGs are main challenge,[object Object],Shortages,[object Object],230 engineers throughout all 4 categories ,[object Object],223 other professionals and many skilled technicians ,[object Object],HR sector capacity concentrated Lusaka and the Copperbelt,[object Object],Skill Gaps,[object Object],Few engineers with degrees specialise in water and sanitation (competition from other sectors),[object Object],Social scientists have skills, but not utilised by the sector,[object Object],Zambia ,[object Object],Support: UNICEF, WSUP,[object Object]
Zambia,[object Object]
Bangladesh,[object Object]
Relevant findings,[object Object]
# 2: Not enough people with skills to enter the sector,[object Object],All case studies point to a problem with pre-service education. The case studies raised more fundamental issues regarding national education systems with questions over teacher supply and demand, curriculum, quality assurance and accreditation,[object Object],Enrolment of men + women not on an equal footing,[object Object],Throughput of competent people entering the workforce is not sufficient, lack of bursary schemes, insufficient monitoring of students, outdated curricula, assist with transition to work, registration of professionals, staff:student ratio, quality of teaching,[object Object],Lack of practical, hands-on experience ,[object Object]
#3: Not enough trained people that want to work in the sector ,[object Object],In all countries the WASH sector is not attractive one to work in. The public image of the water and sanitation sector is considered to be a very technical sector ,[object Object],Due to lack of money for decent salaries and remuneration packages and job insecurity, as well as the problem of competitiveness of other sectors ,[object Object],Competition from neighbouring countries,[object Object],Low pay and poor conditions,[object Object]
#4: Not enough incentives for people to stay in the sector,[object Object],All countries appear to face the problem that WASH sector is unattractive sector to work in. Lower pay and lack of glamour associated with the sector are among the major factors influencing career decisions.,[object Object],The loss of workers to the water and sanitation sector is rarely distributed evenly across the workforce. Attrition found to be highest in geographical locations where living conditions are extremely poor, harsh, or expensive, or where workers do not share the local ethnicity or language,[object Object]
# 7: Strong organisations are needed…,[object Object],The problem is not just associated with total number of workers but how productive they are, where they are located and whether they do a good job. ,[object Object],Training might be considered the “quick fix” to workforce problems but an important question is whether increased numbers of better quality staff can have a sustainable impact on water and sanitation outcomes under normal working conditions. ,[object Object],A long-term solution to the water and sanitation problem are stronger service provider organisations ,[object Object]
Mind the Gap!: Do we have the skills to meet the MDG targets in Asia and Africa
Recommendations,[object Object]
Recommendations [1],[object Object],Track and monitor human resource capacity,[object Object],access to good quality data is key,[object Object],currently, workforce data highly scattered ,[object Object],centralised, core data set,[object Object]
Recommendations [2],[object Object],Develop a comprehensive human resource strategy,[object Object],comprehensive national level sector plan needed,[object Object],designed to secure the necessary leadership, resources (human and financial),[object Object],linked and integrated to other, relevant national sector plans ,[object Object]
Recommendations [3],[object Object],Expand primary, secondary and tertiary education,[object Object],address shortages at all levels and impact on ‘supply’,[object Object],‘retrofitting’ or upgrading existing curricula to increase relevancy of skills development  $ implications,[object Object]

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Mind the Gap!: Do we have the skills to meet the MDG targets in Asia and Africa

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