1. 1 Ministry of Education Initiative for Developing Effective Program Management and Administration Capacity at the National and Sub-national Levels

2. 2 Objective Develop effective program management and administration capacity at national and sub-national level in order to enable the ministry to successfully implement and achieve the targets set in NESP II (2010-2014) This project is designed to address the human resource capacity development needs by bringing in short/medium term technical staff to: 1.Support policy and program formulation 2.Train and mentor civil servants 3.Support implementation of basic services where needed and 4.Monitor program/project implementation

3. 3 Project design Need analysis by each department  Review strategic plan, department ToR, structure, number and qualification of staff Identification of capacity gap and need for recruitment of TA Develop ToR, expected outputs and deliverable for TA Draft proposal Consultation at Education Management Working Group

4. 4 Rational MoE is the largest public sector employer  (67% of the total civil servants) 7 fold increase in number of students in compare to 2001. Still many challenges are ahead:  42% of school age children are out of school  77% of teachers do not meet minimum qualification,  Management capacity overstretched due to significant rapid increase  etc. In 2014 around 10 million children will be enrolled in 16,500 school. Effective program management and administration capacity at national and sub-national level is needed to enable the ministry to successfully implement and achieve the targets set in NESP 2010- 2014 Become eligible to receive new funding for education from FTI and through SWAPs.

5. 5 Proposed Solutions 1.Develop policy for recruitment and effective utilization of TAs 2.Assessment of capacity gape in departments 3.Identify the type of qualifications to fill the capacity gape 4.Develop a detailed capacity development plan 5.Standards for remuneration of TA staff 6.Recruitment of TA staff

6. 6 Proposed Solutions 7.Capacity building of the department and civil servants 8.TA performance assessment and reporting 9.Review and evaluation of TA 10.Incentives for retention of TAs 11.Transition consideration 12.Project implementation team

7. 7 Total TA needed 1,520 National Level 540 Sub-National Level 980

8. 8 Criteria for TA CategoryEducationExperience (year) Other skillsMonthly Salary AssistantG-12, technical skills 1-2computer460 OfficerG-14, technical skills 3computer780 ManagerBA, technical skills 5Project management1330 TA-1BA/MA5Management, C.B2180 TA-2BA/MA7Project design, C.B3380 Senior Advisor BA/MA10Policy and program formulation Institutional development 5180

9. 9 Key policies/strategies 1.Need-based and merit-based recruitment: Recruit qualified TA when civil servants can not implement the tasks 2.Move from TA support to “taking-over” by civil servants 3.Reduce percentage of TA from “down-stream” clerical assistance to “up-stream” for policy/program development and training of civil servants 4.By December 2010 MoE will reduce by 60% the lower level TA (non BA, administrative, assistances, clerical, data entry, etc.)

10. 10 Expected outputs/outcomes 1.1,520 qualified technical staff recruited and support capacity development in the ministry of education 2.Training and mentoring of over 4,000 civil servants 3.Transfer of knowledge and skills over a two-three year period 4.A cadre of senior and mid-level staff will be trained and develop capacity through ‘learning by doing’ 5.Policy and program formulation, systems and guidelines development – improved institutional capacity 6.Improved service delivery and budget execution and attract additional resources 7.Ministry of Education eligible to benefit from FTI and SWAP and sustain delivery of quality education for all

11. 11 Sustainability Capacity gap in the government institution - high demand for qualified staff in the growing private sector in Afghanistan Short/medium term initiatives  Pay and Grade  Super Scale Salary  MCP  On-the-job training of civil servants Longer-term initiatives  Simplification and automation of work processes in the public institutions  Increasing capacity of human resource development institutions (public and private universities and training programs)  Sending qualified Afghans for scholarships abroad.

12. 12 Duration and Budget 24 months Total cost for two years53.4 million US$ Salary + 7% operating costs Commitment for 138916 million US$ Shortfall (total)37 million US$ Shortfall (1389)10 Million US$ MoE request the donors to jointly fund the project Next steps to be defined?

13. 13 Thank You