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HUMAN RESOURCES AND WATER RESOURCES MANAGEMENT

WASH STAKEHOLDERS WORKSHOP – HUMAN RESOURCES GAPS STUDY IN THE WASH SECTOR. HUMAN RESOURCES AND WATER RESOURCES MANAGEMENT. Water Resources Commission. 28 TH June 2012 Erata Hotal. Training Needs Assessment. Objectives

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HUMAN RESOURCES AND WATER RESOURCES MANAGEMENT

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  1. WASH STAKEHOLDERS WORKSHOP – HUMAN RESOURCES GAPS STUDY IN THE WASH SECTOR HUMAN RESOURCES AND WATER RESOURCES MANAGEMENT Water Resources Commission 28TH June 2012 ErataHotal

  2. Training Needs Assessment Objectives 1) General information about the staff member (position, functions, and education). 2) The general acquaintance with the objectives and work areas of the Water Resources Commission. 3) The general acquaintance with IT tools, and 4) The staff member’s own priorities for training within a number of priority areas set by the Water Resources Commission.

  3. Staff Strength & Major Positions Total No. of staff (permanent) = 32 Senior staff = 22 (11 men + 11 women) Junior staff = 10 (7 men + 3 women) Total No. of staff (temporary) = 13 Major technical positions comprise: Economist, Ecologist, Water Resources Engineer, Water Resources Lawyer, Water Quality Specialist, Basin Officers, Groundwater Specialist, Information Technology Specialist, Public Relations Officer, Accountant, Administrator

  4. Professional Capacity The academic level of the water professionals must be considered relatively high. Out of 22 professionals a majority hold Masters or Ph.D. degrees. Most of the professional staff feel well acquainted with WRC basics such as the Water Policy, the legislation, the mandates of WRC itself and the IWRM concepts Other professional issues like water allocation, trans-boundary water resources management, participatory approaches, and gender mainstreaming need upgraded for some. Administrative skills such as project management, reporting and financial management skills are clearly low rated by some staff members.

  5. Structure of the WRC WRC Commissioners Executive Secretary Departments: • Water Resources Planning • Legal and Monitoring • Environmental Quality • Information and Education • Administration and Finance

  6. Decentralised Operations Five basin offices Ankobra(Tarkwa) Densu (Koforidua) White Volta(Bolgatanga) Pra (offin) (Kumasi) Tano (Sunyani) Each headed by a Basin Officer supported and by an Assistant Basin Officer Each basin has a board comprising representatives from the MMDAs in the basin, selected regulatory and research institutions, water user agencies, traditional authorities, Women and NGOs.

  7. Filling the Gap • More ‘hands’ as each position/professional is only one. (10 more) • Need to establish • Inspectorate Unit (5 officers with Natural Resources Management background) • Dam Safety Unit (4 officers with Civil / Structural / hydrology, geology background) • Staff ranked highest theme for training as • Gender Mainstreaming • Conflict Resolution • Team Building”

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