Convention on Water and Wastewater in South East Asia (S3-Vu-Kim-Quyen)

8/6/2019 Convention on Water and Wastewater in South East Asia (S3-Vu-Kim-Quyen)

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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



IntroductionHRD 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

Human Resources

Development

National institution

and policies

Water and

Sanitation Sector

Organization

Current status of humanresources of SEA water sector - Some statistics from BM Program 2004 of SEAWWUN

Staff participation training rate (% of staff trained per year

Averagerate: 40%(out of total

27.119 staff of 47surveyedcompanies)

This rate islower inIndonesiaandPhilippines



Current status of human resourcesof SEA water sector

- Some statistics from BM Program 2004 of SEAWWUN

Staff training duration rate: days/staff/year

Staff trainingduration: lessthan twodays/year.

Phnom Penh WaterSupply Authority:

12 days/year: onof the factorscontributing to itssuccess

Current status of human resourcesof 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 humanresources 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: notavailable

• Unavailable Incentives for staff to participate in

training events and improve their capacity

Some training activitiesof 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 knowabout 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 trainingsituation, training needs and capacity to meetthe needs of training institutions in Vietnam

• Under support of ADB, organize a trainingworkshop on Benchmarking for Vietnamesewater supply companies: to raise the awarenesssignificance of BM, improve data collection andupdating skills, method of data analysis andreporting, creating basis for “health-check”program for water utilities in the future

Some training activitiesof SEAWUN (continued)

• Development of Training Program for

2005 – 2006: undergoing

• Approach donors and seek for funding toimplement 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 andfinancing 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 trainingentities, workshops…

Funding resources: from donors, investment anddevelopment 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. Benchmarking

2. Finance management, planning andfull cost recovery

3. Non-revenue water control

4. Customer service development

5. Training for SEAWUN collaborators6. Training for managers

Some proposed training coursesof SEAWUN in 2005 -2006

1. Training courses for BM staff :

– Participation: BM staff that have beenimplementing BM Exercise

– (Co)- Organizers, donors: SEAWUN and

ADB




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



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





4. Training course for SEAWUN

collaborators:

- Participation: selected individuals as

national representatives of SEAWUN

- Organizers/donors: SEAWUN and ADB



5. Customer Service Development:

- Participation: staff of SEAWUN member

water utilities

- Organizers/donors: seeking for donors





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

Documents

Convention on Water and Wastewater in South East Asia (S3-Vu-Kim-Quyen)