Status of human resource capacity in the national agricultural innovation systems of ASARECA countries

Presentation at the AASW at the side event on capacity building

Joseph MethuPartnerships & Capacity Development

Accra, Ghana – 15th July, 2013

Adds value to NARS through:-1. Promotion of economies

of scale-2. Identification of sub-

regional public goods-3 Taking lead in ensuring

Science & Technology leads to Innovations

-4. ASARECA secretariat takes a coordinating role

ASARECA (Association for Strengthening Agricultural Research in Eastern and Central Africa)

Background issues· ASARECA addresses regional agric.

researchable issues through regional collective action.

· Research is implemented in member NARS using the Ag. Innovations Systems (AIS) and VC approach.

· Competitive Grants System (CGS) is the main process for accessing ASARECA research funds by partners

Background issues· Low participation of some NARS in ASARECA research

activities especially projects under CGS

· NARS organizations include the National Agricultural Research Institutions (NARIs), Universities, Public and private extension organizations, NGOs, and Private sector.

· Regionality does not entail equal sharing of the resource basket but equity in access to ASARECA research results for all member NARS

Background issues

· The grant system seeks to promote agricultural research of strategic importance and relevance to the ECA

· The sub granting mechanism is demand driven, performance based, transparent, open and competitive

· Sub granting is based on responses to open research calls published by ASARECA secretariat, drawing from priority research areas identified through stakeholder a consultative process with key stakeholders

ASARECA Grants absorption 2009 – 2012*

Ke 32% (149) Ug 20% (67) Tz 19% (53) Rw 7% (5) Et 5% (95)

Bu 4% (6) Su 4% (135) DRC 3% (8) Er 3% (1) Md 2% (33)

SSu 1% (4)

*Number of PhD on staff in parenthesis

Response to ASARECA calls and award of grants: 2009 – 201237 calls, 95 responses, 564 Scientists participating

Comprehensive human resource needs assessment for six NARS: Madagascar, Rwanda, Burundi, South Sudan, Eritrea, and DRCBased on SCARDA model of institutional assessment of NARS

HR capacity for the NARS

Capacity to do quality research

Building capacity to build capacity

Research Management and leadership

Professional Development

PhD; 19.70%

MSc; 31.30%

BSc; 49.00%

Comprehensive human resource needs assessment for six NARS: Madagascar, Rwanda, Burundi, South Sudan, Eritrea, and DRC

Comprehensive human resource needs assessment for six NARS:Some conclusions

· All are less resourced NARS but there’s huge variation between them – S.Sudan in their own class

· Severe deficiencies in number and qualifications of research staff

· Need to increase the numbers of PhD and Masters holders

· Most of the highly qualified researchers are at the universities

· Lack or weak collaboration between universities & NARIs

Comprehensive human resource needs assessment for six NARS:Some conclusions

· No graduate programmes in the science disciplines in most of the universities studied

· Support to development of basic infrastructure e.g. Labs and equipment is necessary

· Human capacity building should also target admin staff and research technicians

Other reasons for low participation by some NARS

Flow of information about calls: From ASARECA to the NARS, and within the NARS

Capacity for networking given the regional nature of the calls

Poor remuneration and other incentives also contribute to low participation of NARS in the CGS

Relevance of calls & their regional alignment in relation to National objectives

Language: A country such as Madagascar would record better participation if CGS is managed in both English and French.

Three Categories of ASARECA NARS:· Three strong - Kenya, Uganda and Tanzania

· Six less resourced - Eritrea, Burundi, Rwanda, DRC, Madagascar and South Sudan

· Two with other reasons other than human resource capacity – Sudan and Ethiopia

Comprehensive human resource needs assessment for six NARS:Some recommendations

· Comprehensive programme for upgrading scientists and technicians

· Skills and knowledge enhancement of the existing staff

· Improve collaboration between NARIS and universities

· Advocacy for policies and resources: More investments in agric development, better remuneration of staff, policy environment

Comprehensive human resource needs assessment for six NARS:Some recommendations

· Review the CGS guidelines to allow for the development and submission of concepts and proposals in both English and French.

· Recruit a full time English-French communications specialist

Thank you