LWF- LAC Regional gathering on sustainability and human & institutional capacity development: “ RESPonsible stew

1. LWF- LACRegional gathering on sustainability and human & institutional capacity development: “RESPonsible stewardship” Santa Cruz - Bolivia September 17 – 22, 2012

2. 2010 LWF GLOBAL CONSULTATION ON hrdBackground • An internal survey was done in 2000 • Covered the period from 1975 – 1999. • 1286 (F 443 and M 843) persons were trained. • Average return rate was 82%. • An external evaluation was conducted in 2010 • Covered the period from 2000 – 2010. • 1516 (M 755 and F 761) persons were trained. • Assessed the impact of the training programs. • Identified areas which needed improvement. • Recommended strategic directions.

3. 2010 LWF GLOBAL CONSULTATION ON hrdMajor Impacts • Enhanced professional capacities: • More effective Christian education, counseling and pastoral care. • Contextualized liturgy and worship. • Deeper understanding and practice of holistic mission. • Proactive diakonia – shifting from charity orientation to creation of opportunities. • Improved health care – greater focus on preventive aspect; including HIV & Aids.

4. Major impacts… • Improved institutional performances • Strategic Planning • Organizational development • Resource mobilization • Entrepreneurship • Modernization of mgt. and accountancy

5. Major impacts… • Enhanced women’s empowerment • Achieved gender equity in training: • 1975 – 1999 (F 443 /34%/ and M 843 /66%/) • 2000 – 2010 (M 755 /49.8%/ and F 761 /50.2%/) • Promoted women’s ordination.

6. 2010 LWF GLOBAL CONSULTATION ON hrdareas of improvement needed • Strategic orientation of the program • Reconfigure/integrate the objectives of the different training programs. • Strengthen the role and profile of the HRD program. • Enhance links between the HRD and other capacity development initiatives within the LWF Secretariat and across the Communion.

7. Areas of improvement needed • Dissemination of the Program Guidelines • Update the guidelines along with the reconfigured objectives and profile of the program. • Make the guidelines available in the official working languages. • Circulate the guidelines and also make them available in the LWF website.

8. Areas of improvement needed • Management and follow-up • Enhance transparency and mutual clarity in the criteria and decision procedures. • Promote participatory processes (gender and generational inclusiveness) in decision making at various levels. • Strengthen synergy between the HRD and CCD programs, to develop institutional capacities (with respect to PME). • Improve/disseminate pertinent templates. • Ensure mutual flow of information in program planning, implementation and reporting.

9. 2010 LWF GLOBAL CONSULTATION ON hrdStrategic recommendations /Key Priority Areas/ • Enhance the links between the needs of churches and of the global communion. • Promote transparency, communication and information • Insist on active and competent human resources/capacity development committees • Information should be shared with key partners. • Identify available resources, improve networking and sharing of information.

10. Strategic recommendations /Key Priority Areas/ • Promote institutional learning. • Encourage re-integration of returning scholars and sharing of learning in the churches.   • Promote the creation and strengthening of networking among theological institutions and partners. • Enhance an environment for institutional learning that takes place at different levels of action and for different purposes.

11. Strategic recommendations /Key Priority Areas/ • Promote/facilitate trans-contextual learning. • Experience sharing, exchanges and exposures among institutions, short term study visits, internships.   • A platform for alumni, explore use of social media as channel of communication. • Encourage sharing of best practices among training institutions.