Uganda

THE WORLD BANK

SABER: Systems Approach for Better Education Results

SABER-Workforce Development

Jutta Franz29 May 2012

Washington DC

How has Uganda’s WfD system evolved?

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Summary: Slowly emerging reform of the BTVET sub-sector modeled after international best practice; conceptualization ahead of implementation.

Highlights Comprehensive 10-year sub-sector (BTVET)

Strategic Plan approved in 2011, complemented by increased public allocation

Recent reform design based on labor-market and sub-sector analysis and stakeholder feedback

Macro context Economy is growing above SSA average Development of oil industry will further change

economic structure Emergence of East African market and increasing

competition Huge share of informal sector employment

latent > emerging > established > advanced

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1. Direction

2. Demand-led

3. Coordination

4. Pathways

5. Funding

6. Standards

7. Relevance

8. Excellence

9. Accountability

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Close-up:

What are the biggest issues? The urgent need to employ new labor market entrants nurtured high level political interest in skills development Considerable (identified) skills deficits hamper productivity increases

What determines the scores? Evidence of enhanced political commitment to reform the WfD system Existing institutional set-up to coordinate WfD stakeholders and interests Lack of incentives for industry to invest in skills development

What are the obstacles to progress? Fragmented organizational set-up impedes coherent and focused management Previous reform efforts remained ineffective due to weak sub-sector leadership, lack of commitment to reform in the education sector, and insufficient resources

Strategic Framework

1 2 3 41. Direction

2. Demand-led

3. Coordination

4. Pathways

5. Funding

6. Standards

7. Relevance

8. Excellence

9. Accountability

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Close-up:

What are the biggest issues? Development of Uganda vocational qualifications framework (UVQF) to increase labor-market responsiveness Acknowledgement of the need to diversify funding sources and to improve stakeholder involvement

What determines the scores? New emphasis on non-formal training Systems in place for recognition of prior learning and non-formal training Oversight system not designed to ensure labor market responsiveness

What are the obstacles to progress? Low funding and lack of commitment to reform slows down implementation of key reforms (e.g. training levy; UVQF) Education ministry not prepared to apply mechanisms of employer-involvement in formal training

System Oversight

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1. Direction

2. Demand-led

3. Coordination

7. Relevance

8. Excellence

9. Accountability

4. Pathways

5. Funding

6. Standards

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Close-up:

What are the biggest issues? Private training sector is thriving even without incentives Lack of influence of employers on all aspects of training delivery causes low quality and relevance

What determines the scores? Linkages between industry and training institutions are limited No effective performance incentives for either public or private TVET providers Emphasis on teacher training is acknowledged and slowly being acted upon

What are the obstacles to progress? Lack of M&E culture prevents analysis of performance and identification of challenges Centralized/supply-oriented management of public training supply does not allows for swift market responses

Service Delivery

What have we learned from Uganda’s experience?

Challenges faced Translate high-level political commitment into implementable reforms Create institutions that ensure continuous and tangible stakeholder

involvement in policy development, planning, financing and implementation of WfD – particularly in matters influencing the world of work

Lessons Learned Being a sub-sector of education can create obstacles to reform

(education principles not always conducive for driving WfD reform) Inputs from development partners are ineffective unless local decision-

makers develop a preparedness for reform in response to social and economic circumstances