Strategy on Training and Human Resources Development of SEAWUNPresented by: Vu Kim Quyen SEAWUN Executive Director The views expressed in this paper are the views of the authors and do not necessarily reflect the views or policies of the Asian Development Bank (ADB), or its Board of Directors, or the governments they represent. ADB does not guarantee the accuracy of the data included in this paper and accepts no responsibility for any consequences of their use. Terminology used may not necessarily be consistent with ADB official terms. Presentation Outline • Introduction • Current status of human resources and human resources development • Some training activities of SEAWUN • Demand Responsive Approach • Training topics • Training target groups • Training program 2005 – 2006 • Conclusion Introduction HRD is the most important factor to improve management capacity Life improvements and economic development Improve efficiency and effectiveness of water and sanitation services Management and Operation of Water Utilities Implementation of local investment projects Operation and Maintenance of Water supply systems IMPROVE MANAGEMENT CAPACITY National institution and policies Water and Sanitation Sector Organization Human Resources Development Current status of human resources of SEA water sector - Some statistics from BM Program 2004 of SEAWWUN Staff participation training rate (% of staff trained per year Average rate: 40% (out of total 27.119 staff of 47 surveyed companies) This rate is lower in Indonesia and Philippines Current status of human resources of SEA water sector - Some statistics from BM Program 2004 of SEAWWUN Staff training duration rate: days/staff/year Staff training duration: less than two days/year. Phnom Penh Water Supply Authority: 12 days/year: on of the factors contributing to its success Current status of human resources of SEA water sector - Some statistics from BM Program 2004 of SEAWWUN Investment on staff training (% of direct labour cost) On average 7% of direct labour costs in water utilities is spent on staff training Current status of human resources of SEA water sector • So far, water sector has only paid attention to investment on infrastructure while proper investment has not yet been made to HRD, improvement of management capacity, community education, awareness raising • Many staff remain untrained or if trained, not satisfactorily • Uniform certification system for trained staff: not available • Unavailable Incentives for staff to participate in training events and improve their capacity Some training activities of SEAWUN • - - Organize roundtables in Hanoi and HCMC introducing concept of certification and training for operators of water and wastewater treatment (CATSPAW) (10/2002) Organize CATSPAW workshop in Manila to get to know about certification and training situation and system in SEA, discuss implementation measures (2/2003) Organize CATSPAW workshop in Kuala Lumpur to discuss on development of training and certification strategy and program and follow up activities Some training activities of SEAWUN (continued) • • Join US consultant to conduct survey on training situation, training needs and capacity to meet the needs of training institutions in Vietnam Under support of ADB, organize a training workshop on Benchmarking for Vietnamese water supply companies: to raise the awareness significance of BM, improve data collection and updating skills, method of data analysis and reporting, creating basis for “health-check” program for water utilities in the future Some training activities of SEAWUN (continued) • • Development of Training Program for 2005 – 2006: undergoing Approach donors and seek for funding to implement the program Demand Responsive Approach • • Survey and identify training demand : - By themes: Benchmarking, Full Cost Recovery, Non-revenue water reduction… - By target groups: managers, accountants and financing staff, operators, maintaining staff, trainers Demand responsive ability - Training institutions: training centers, schools… - Capacity of trainers - Budget - Time Training themes Information, management and leadership Training and Certification for operators of water and wastewater treatment Non-revenue water control Financial management, planning and full cost recovery Customer Service Development Benchmarking Skills and professionalism improvement for water and sanitation staff Training groups Decision and policy makers Leaders and managers of water utilities Performance staff Maintaining and operating staff Trainers Development of Training Program 2005 - 2006 Propose training courses and training providers (centers, institutes, training entities…) Target groups for each training course Training forms: on-the-job training, in training entities, workshops… Funding resources: from donors, investment and development project, beneficiaries Assessment of training course results Development of training plan and program for following years Some proposed training courses of SEAWUN in 2005 -2006 1. 2. 3. 4. 5. 6. Benchmarking Finance management, planning and full cost recovery Non-revenue water control Customer service development Training for SEAWUN collaborators Training for managers Some proposed training courses of SEAWUN in 2005 -2006 1. Training courses for BM staff : – – Participation: BM staff that have been implementing BM Exercise (Co)- Organizers, donors: SEAWUN and ADB Some proposed training courses of SEAWUN in 2005-2006 2. Training workshop on FCR for SEAWUN member water utilities: - - Participation: staff of SEAWUN member utilities Organizers, donors: SEAWUN and US-AID Time: End of 2005 Some proposed training courses of SEAWUN in 2005 -2006 3. Pilot courses on non revenue water reduction - Participation: staff of three selected water utilities - Venue: in the three selected utilities in SEA - Organizers/donors: SEAWUN in cooperation with WBI Some proposed training courses of SEAWUN in 2005 -2006 4. Training course for SEAWUN collaborators: - Participation: selected individuals as national representatives of SEAWUN - Organizers/donors: SEAWUN and ADB Some proposed training courses of SEAWUN in 2005 -2006 5. Customer Service Development: - Participation: staff of SEAWUN member water utilities Organizers/donors: seeking for donors - Some proposed training courses of SEAWUN in 2005 -2006 6. Training courses for managers: - Participation: managers from ministries, agencies of SEAWUN member countries - Organizers/Donors: seeking for donors Conclusion In three factors of institution and policy, organization and human resources development: human resource – the decisive factor Consensus and participation of various stakeholders – ensuring “Water for All”, “Water is the task of everybody” Investment on water for the success of our water utilities Thank you for your attention
Report "Convention on Water and Wastewater in South East Asia (S3-Vu-Kim-Quyen)"