1. Human Resources Development in Ethiopian WaSH Sector (draft 12/12/2013)

2. HUMAN RESOURCES DEVELOPMENT IN ETHIOPIAN WASH SECTOR (20/10/2012) MoH, MoE, MoWIE, MoFED NWTT, NWMU s WaSH Coord Office Amhara, Oromiya,Tigray, SNNPR Zones ZWTTs Kebeles KWT * Communities WASHCOs * WSSD RSUsRCs RiPPLE Woredas WWTs TVETs EWTI GLOWS MFIs * artisans * WASH Movement SNV* Consultants * LCDF RWMC (+SvB) List of acronyms: WASHWater, Sanitation and Health COWASHCommunity-Led Accelerated WaSH in Ethiopia MoHMinistry of Health MoEMinsitry of Education MoWIEMinistry of Water, Irrigation and Energy MoFEDMiinistry of Finance and Economical Development NWTTNational WASH Technical Team NWMUNational WASH Management Unit WSSDWater Supply and Sanitation Directorate RiPPLE Research-inspired Policy and Practice Learning in Ethiopia and the Nile Region EWTIEthiopian Water Technology Institute SNVNetherlands Development Organisation RCResource Centre RSURegional Support Unit RWMCRegional WaSH Management Committee SvBSupervisory Board RWCORegional WaSH Coordination Office ZWTTZonal WaSH Technical Team TVETTechnical and Vocational Education and Training GLOWSGlobal Water for Sustanability MFIMicro-Finance Institution WWTWoreda WaSH Team KWTKebele WaSH Team LCDFLocal Capacity Development Facility WASHCOWaSH Committee NGOs Universities (feeding all boxes)

3. The cross cutting issues and integrity of WaSH development will be taken into account in all HRD activities. All training materials and curricula will be developed to include the necessary aspects on these. The special attention is given to make sure the gender balance is noticed when trainees are selected in various training activities.

4. ad hoc training

5. cascading

6. HUMAN RESOURCES DEVELOPMENT IN ETHIOPIAN WASH SECTOR (20/10/2012) MoH, MoE, MoWIE, MoFED NWTT, NWMU s WaSH Coord Office Amhara, Oromiya,Tigray, SNNPR Zones ZWTTs Kebeles KWT * Communities WASHCOs * NCBSU RSUsRCs RiPPLE Woredas WWTs TVETs EWTI GLOWS MFIs * artisans * WASH Movement SNV* Consultants * LCDF RWMC (+SvB) List of acronyms: WASHWater, Sanitation and Health COWASHCommunity-Led Accelerated WaSH in Ethiopia MoHMinistry of Health MoEMinsitry of Education MoWIEMinistry of Water, Irrigation and Energy MoFEDMiinistry of Finance and Economical Development NWTTNational WASH Technical Team NWMUNational WASH Management Unit WSSDWater Supply and Sanitation Directorate RiPPLE Research-inspired Policy and Practice Learning in Ethiopia and the Nile Region EWTIEthiopian Water Technology Institute SNVNetherlands Development Organisation RCResource Centre RSURegional Support Unit RWMCRegional WaSH Management Committee SvBSupervisory Board ZWTTZonal WaSH Technical Team TVETTechnical and Vocational Education and Training GLOWSGlobal Water for Sustanability MFIMicro-Finance Institution WWTWoreda WaSH Team KWTKebele WaSH Team LCDFLocal Capacity Development Facility WASHCOWaSH Committee NGOs Universities (feeding all boxes) Human resources development on the federal level

7. National Capacity Building Support Unit, NCBSU Universities (feeding all levels) NWTT WaSH ministries WSSD (JTR, NWCO, COWASH,…) WSSD, SSCD, HMRD, NWCO Workshops, meetings, task forces, etc. EWTI TVETCs ? COWASH SSAP etc. projects

8. Human resources development on the federal level CMP Technical Team; meetings, workshops, etc. / CMP dissemination National Wash Technical Team; meetings, etc. / WaSH dissemination Working Groups, Practitioners’ Groups, Seminars, Workshops etc. (Self Supply, Supply Chain, Multipurpose Use, Research, etc.) give good opportunity to share knowledge and experiences CMP (WaSH) diaries are effective in dissemination and work planning CMP materials in www.cmpethiopia.orgwww.cmpethiopia.org International conferences, symposiums, courses, … + REPORTING (for effective training impact and to disseminate the gained knowledge) Research activities to develop human resources and the WaSH sector

9. Human resources development on the federal level dissemination reflection !

10. HUMAN RESOURCES DEVELOPMENT IN ETHIOPIAN WASH SECTOR (20/10/2012) MoH, MoE, MoWIE, MoFED NWTT, NWMU s WaSH Coord Office Amhara, Oromiya,Tigray, SNNPR RWCOs Zones ZWTTs Kebeles KWT * Communities WASHCOs * WSSD RCBSUsRCs RiPPLE Woredas WWTs TVETs EWTEC GLOWS MFIs * artisans * WASH Movement SNV* Consultants * LCDF RWMC (+SvB) List of acronyms: WASHWater, Sanitation and Health COWASHCommunity-Led Accelerated WaSH in Ethiopia MoHMinistry of Health MoEMinsitry of Education MoWEMinistry of Water, Irrigation and Energy MoFEDMiinistry of Finance and Economical Development NWTTNational WASH Technical Team NWMUNational WASH Management Unit WSSDWater Supply and Sanitation Directorate RiPPLE Research-inspired Policy and Practice Learning in Ethiopia and the Nile Region EWTIEthiopian Water Technology Institute SNVNetherlands Development Organisation RCResource Centre RSURegional Support Unit RWMCRegional WaSH Management Committee SvBSupervisory Board ZWTTZonal WaSH Technical Team TVETTechnical and Vocational Education and Training GLOWSGlobal Water for Sustanability MFIMicro-Finance Institution WSAWoreda Support Agent WWTWoreda WaSH Team KWTKebele WaSH Team LCDFLocal Capacity Development Facility WASHCOWaSH Committee NGOs Universities (feeding all boxes) Human resources development on the regional level

11. RSU federal level RCSNV RiPPLE WASH Movement Consultants LCDF RWMC (+SvB) RWCO (?) Zones ZWTT Woredas WWT MFIs RCBSU ? TVETC s (GLOWS)

12. Human resources development on the regional level The cooperation on the regional level is vital - to avoid overlapping activities and waste of resources, - to avoid delivery of contradicting information and - to make sure all One WaSH National Program is progressing. Regional Support Units (RSUs) are in the key position in the coming few years. => Even if the projects (COWASH, WSP, UNICEF, SSAP, etc.) work in different woredas / areas, many training activities can be coordinated / implemented together. And this is a must in OWNP.

13. Human resources development on the regional level All the mentioned stakeholders on the regional level will remarkably assist WaSH ministries’ regional offices if the operations are properly managed and coordinated. Problem based learning and partly distance learning (GLOWS) will accelerate human resources development. UNICEF (SNV) is in charge of promoting GLOWS training. TVETCs are in a key position in human resources development. The GLOWS principle will be taken into TVETCs curricula through giving ToT training to their staffs. Problem based learning will help them to give practical skills to students.

14. Human resources development on the regional level Training materials will be reviewed annually and all new findings and recommendations coming from research activities and/or as reflections from the field are considered carefully. More participatory training methods are to be taken into use. Training materials are translated into new languages when necessary.

15. Human resources development on the regional level dissemination reflection !

16. HUMAN RESOURCES DEVELOPMENT IN ETHIOPIAN WASH SECTOR (20/10/2012) MoH, MoE, MoWIE, MoFED NWTT, NWMU s WaSH Coord Office Amhara, Oromiya,Tigray, SNNPR Zones ZWTTs Kebeles KWT * Communities WASHCOs * WSSD RSUsRCs RiPPLE Woredas WWTs TVETs EWTI GLOWS MFIs * artisans * WASH Movement SNV* Consultants * LCDF RWMC (+SvB) List of acronyms: WASHWater, Sanitation and Health COWASHCommunity-Led Accelerated WaSH in Ethiopia MoHMinistry of Health MoEMinsitry of Education MoWIEMinistry of Water, Irrigation and Energy MoFEDMiinistry of Finance and Economical Development NWTTNational WASH Technical Team NWMUNational WASH Management Unit WSSDWater Supply and Sanitation Directorate RiPPLE Research-inspired Policy and Practice Learning in Ethiopia and the Nile Region EWTIEthiopian Water Technology Institute SNVNetherlands Development Organisation RCResource Centre RSURegional Support Unit RWMCRegional WaSH Management Committee SvBSupervisory Board RWCORegional WaSH Coordination Office ZWTTZonal WaSH Technical Team TVETTechnical and Vocational Education and Training GLOWSGlobal Water for Sustanability MFIMicro-Finance Institution WWTWoreda WaSH Team KWTKebele WaSH Team LCDFLocal Capacity Development Facility WASHCOWaSH Committee NGOs Universities (feeding all boxes) Human resources development on the zonal, woreda and community levels

17. RSU RWMC (+SvB) Zones ZWTT Woredas WWT Communities WASHCOs NGOs artisans Trainings are given to: - administration - water office - finance office - health office - women’s affairs office - MFI branch offices

18. Human resources development on the zonal, woreda and community levels Regular training courses: The CMP fund management training for regional sector bureaus, zonal wash teams and woreda wash teams and woreda experts The CMP appraisal training for regional, zonal and woreda experts to bring knowledge of project promotion, project application preparation, appraisal of projects by assisting community members. WASHCOs’ CMP management training Pump attendants and care takers training O&M training, finance and technical aspects (WASHCOs) Artisan training

19. Sanitation and hygiene training - Institutions (health centers, schools, etc.) - WASHCOs benefitting about improved water supply - basic knowledge in sanitation and hygiene - Regional Health Bureaus offer ToT for Woreda Health Office staff (if not trained in CLTSH) - Woreda train CMP kebeles in CLTSH and sanitation trigerring - skills and knowledge be followed by the Health offices - ODF celebrations will be the final outcome Human resources development on the zonal, woreda and community levels

20. dissemination reflection !

21. Training Impact Assessment 1.Pre- and post-testing in training events 2.Performance of trainees immediately and/or a month - an year after the training event: a) observations and M&E tools, b) interviews 3.Progress of the works: AWPs / actions and results 4.A separate research on training impacts – January- February 2014 and maybe repeated two/three yeras later

22. Training Impact Assessment An essential part of the training impact assessment and HR development described is that: -All tarinees will be given a list of skills and knowledge they should have and master after the training. - Trainees are trained also in self-evaluation – to compare the above mentioned list with their actual performance. And - Trainees are asked and trained also how to give feed back according to the observations made in self-evaluation.