FORMULATING EXTENSION POLICY, KENYA’S EXPERIENCE BY MARY KAMAU DIRECTOR, EXTENSION & TRAINING MINISTRY OF AGRICULTURE KENYA DURING THE EXTENSION WORKSHOP, KINSHASA, DRC, JUNE

National Agricultural Sector Extension Policy (NASEP) Developed by Key sector Ministries with the objective of making extension service delivery more effective and efficient. Has Strong focus on promotion of pluralistic and demand driven extension service. Addresses funding modalities and regulation of extension services A participatory M&E and impact assessment framework is being developed 2

Background The Government in consultation with stakeholders, prepared a National Agricultural Extension Policy (NAEP) in 2001 and a framework for its implementation. A review on the NAEP and its IF identified the need for revision of the policy to bring it in line with the recent national and sectoral policy developments. It also emphasized the need for the policy to embrace new ideas and make it more encompassing in terms of content and ownership by all key players in public, private and the civil society. 3

Background contd.. A NAEP Review Secretariat, composed of representatives from key Sector Ministries (agriculture; livestock and fisheries; and cooperatives and marketing) was constituted to review and abridge the NAEP in line with the SRA and other key policy documents and best practices. The Secretariat received views and comments from stakeholders, reviewed the past country experiences and drew lessons from other countries such as Uganda, Tanzania and Ghana. 4

Policy Validation The document was subjected to Two National Stakeholder Workshops with participants drawn from;  government,  public institutions (commodity parastatals, universities, colleges and research),  private sector institutions (producers, processors and exports)  individuals (farmers and fisherfolk),  NGOs and  Development Partners. The policy is currently at the parliamentary stage. 5

PROGRESS IN NASEP IMPLEMENTATION The following parts of the policy are already under implementation;  Harmonised implementation of extension programmes/projects  Embraced pluralism in extension services delivery  Embracing Service Charters for Extension Service Providers  Use of ICT in extension service delivery.  Formation of harmonized stakeholder collaborative fora at all levels  Promoting transparency and accountability in resource utilization to the client.  Facilitating strengthening of research-extension-client linkages and feedback mechanism  Gender balance in service and mainstreaming in training.  Decentralization of decision making processes  Maintaining a well trained and motivated extension personnel  Rationalization of staff recruitment and deployment 6

Aspirations of the policy This policy, the National Agricultural Sector Extension Policy (NASEP) has adopted a sector- wide approach to provision of extension services. It will enable the extension service to realize its vision, which is “Kenyan agricultural extension clientele demand and access appropriate quality extension services from the best providers and attain higher productivity, increased incomes and improved standard of living by 2015 ”. 7

Performance management system Currently, all departments, projects, state corporations in the ministry develop, negotiate and sign performance by July of each calendar year. At the end of each performance contract period, achievement evidence is gathered ready for evaluation Achievement is also captured through the various quarterly and annual reports. Overall implementation of the policy is monitored by the Agric. Sector Coordination Unit Progress is reported to the Inter-ministerial Coordinating Committee 8

Motivation to extension staff All extension staff are under Performance Appraisal System (PAS) that is meant to manage and improve performance by enabling a higher level of staff participation and involvement in planning, delivery and evaluation of work performance. The PAS is a component of Performance Management System in the Civil Service and integrates work planning, target setting, performance reporting and feedback. Performance will be rewarded through commendation letters, certificates, training opportunities, promotion and at times one month basic salary advances The latter two are popular with the extension staff 9

Lessons learnt in Implementation and Monitoring Requires adequate resources to effect Resistance by non- change agents in the system Need to be implemented gradually and in stages Wide consultation is necessary to ensure it’s supported by all stakeholders It takes long and bureaucratic since it has to pass through parliament Best done under one body eg ASCU. It’s a challenge when you have many players With the devolution and merger of sector ministries, implementation may be smooth. 10

11 END THANK YOU