Strategic Capacity Development
Roles and responsibilities (Mission)
The Government of Rwanda is aspiring to become a private sector and middle income economy by 2035 and a high income status by 2050 as elaborated in NST1. To achieve this Government of Rwanda need a strong and vibrant Human Resource to drive the ambitious agenda.
Its therefore a requirement by Government of Rwanda to invest in Skills Development who in turn will be drive the achievement of the developmental status required.
Given above background RDB is mandated to coordinate CD across the country (Public, Private and CSOs). combine efforts by all stakeholders/Sectors Needs of Capacity Development rational (NST1)
Government of Rwanda give priority to its public workforce in line with this RDB CSO has been given a mandate to coordinate capacity Development as summarized below:
- Promote and coordinate private sector-centered sector capacity development strategies
- Identify capacity needs in line with the national development agenda (public and private)
- Support Institutional capacity-building and human resource development, with special focus on priority sectors of the national development
- Establish strategic partnership and engagement with Private Sector in skills development
- Undertake future skills planning and coordinate interventions that respond to future human capital needs
- Manage the National Capacity Development Fund and mobilize resources for initiatives under capacity development
Public Sector capacity development
The Government of Rwanda through NST1 has ambitious development goals to achieve social economic development. This requires that strong policies and programs are put in place.
However, the design and implementation of development policies has always been a challenge due to capacity challenges across staff in Public Institutions that are charged with designing and overseeing the implementation of these policies.
It’s in the above context that one the key solutions are skills development and capacity building in general of the staff in public institutions to fast track the development process.
Capacity building follows the following Steps:
Capacity Needs Assessment.
As the first Step the Capacity Needs Assessment follows two main points to this Step:
• Identifying where you want to go – i.e. the vision for the institution
• Defining what is stopping you from getting there – i.e. capacity gap
As the institution do needs assessment, it need to stay focused on where it want to go and ensure taking into account all potential areas that could impact on institutions achieving this vision.
Before beginning, Institution should make sure that it has access to the following documents:
• Capacity Needs Assessment Template
• Capacity Needs Assessment Checklist
• Capacity Needs Assessment Report
• 5-year Sector Strategic Plan / Organization Strategic Plan
• Organization’s End of Year Evaluation Report
Capacity Development Plan
The Second Step is the elaboration of the Capacity Development Plan based on the findings of the Capacity Needs Assessment. Every institution needs an Annual plan to keep them focused, the CD plan will contain some of the strategies designed to help each institution deliver on its Action Plan and also linking its CD plan to the action plan will help priorities what you need to focus on for the year based on your delivery objectives.
implementation of Capacity Development Plan
The third Step is overseeing the implementation of Capacity Development Plan from sectors. The capacity development is done on three levels which are interrelated and complementary.
Individual Level: Skilling individuals through trainings, coaching and mentoring.
Organizational Level: Having the right process, structures and underlying systems in place to ensure an organization functions.
Institutional Level: this refers to legal and regulatory frameworks that govern the activities and mandate of your organization.
Capacity Development Processes:
The following are the Capacity Development Processes:
1. Sector Capacity Needs Assessment
2. First Planning Call Circular
3. Develop Annual Action Plan
4. MINECOFIN review submitted Action Plans and provide feedback
5. During Planning Consultations, discuss Action Plan priorities
6. Budget Call Circular
7. MDAs develop required budget to support Action Plans & CB Plans
8. RDB review Budget for CD plans based on priority projects and own budget – Provide feedback on what can be funded CB Plans.
Private Sector capacity development
In line with Rwanda’s vision to establish Rwanda as a globally competitive knowledge-based economy and RDB’s mandate of enabling the Private Sector to be the driving force of the economic development of the country, the Chief Skills Office together with the Private Sector Federation (PSF) have launched a pilot working framework to support the capacity development at company level for the following four (4) Chambers throughout the financial year of 2019-2020:
1. ICT Chamber;
2. Tourism Chamber;
3. Agriculture Chamber;
4. Manufacturing Chamber