Human resource capacity gap in the sector Overcoming the human resource capacity gap –

1. Human resource capacity gap in the sector • Overcoming the human resource capacity gap – • 15 country assessments and recommendations • Kirsten de Vette • International Water Assocation • 30 May 2013

2. Sector identified…. • “beyond lack of finance investment, a lack of institutional, organisational and individual capacityat national and local level is more serious” (UK IDC, 2007) • To achieve the MDGs, 4.3 million additional health workers (World Health Report, 2008), and 10.3 million additional teachers (UNESCO, 2010) are needed. • According to GLAAS 2012 report • Nearly half of the countries surveyed in were unable to answer on how many staff are working in the sector • Some countries reported fewer than 10 staff • 1/3 were able to project staffing needs for 2016

3. Response needed “significantly greater efforts are required to assess human resource capacity gaps and needs” (UN-Water GLAAS report 2012)

4. IWA’s assessment method Numbers & skills + qualifications Numbers & skills + qualifications From education institutes Essential Function: Service Delivery  To mobilise, construct, and O&M Actors: Private, public, NGO Categories: Watsan technical field; other technical field; management &finance; Social Development (professionals)

5. What we know ! • Future investment will be severely undermined unless immediate steps are taken to address human resource capacity • Lack of capacity at decentralised levels which impacts efficiency in service • Clear disparity in HR required in rural versus urban water and sanitation

6. What we know ! • Mismatch between supply of HR and Demand • Lack of practical training/education • Differing norms and standards regarding what type of HR is needed • Low level of enrolment in TVET in Subsaharan Africa 5.2% and 9.5% in South East Asia • Sometimes caused by recruitment quota/ policies

7. What we know ! • Lack of attractiveness of the sectors • Competing sectors • Low remuneration • Low incentives • Temporary jobs • Sanitation services are significantly undermined by a poor supply of professionals to the sector.

8. What we think we know ! • Attraction and retention requires consideration of non-financial incentives • Low levels of access to and inadequate coverage of courses in tertiary education institutes is a significant bottleneck • Need for increased gender equality

9. What we think we know ! • The dependence on communitiesvolunteers and semi-skilled workers in rural areas is not sustainable • A need to assess appropriate education and skills requirement to operate and maintain

10. What we think we know ! • From a national public sector perspective it may be assumed that strengthening the human resource base for the delivery of water and sanitation services will: • alleviate the pressure on human resources (as well as financial resources) in the public health sector • Is a source of jobs in countries with high unemployment rates

11. What we do not know ! • Without credible data to estimate the real human resources shortages across all components and segments of water, sanitation and hygiene provision, the sector will not be able to attract the needed attention.

12. What we do not know ! • There is no information available on the current or needed levels of funding required support capacity development, either in totality, from government of the donor community. • Effective policies for improving human resource capacity at a national level are not well documented. • If there are no targets / indicators on enabling environment incorporating human resources in the SDGs, there is a risk that human resources, are diverted elsewhere.

13. IWA continues ……. • Global advocacy • National action • Further studies

14. Purpose of 5th Symposium Thankyouforyourattention. Kirsten de Vette International Water Association Kirsten.devette@iwahq.org www.iwahq.org/hrcapacity