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7/29/2019 AWW2013: Setting up a continuing professional development for IWRM in Lao PDR by Sengmanichanh Somchanmavong http://slidepdf.com/reader/full/aww2013-setting-up-a-continuing-professional-development-for-iwrm-in-lao-pdr 1/20 Setting  up  a  continuing  professional  development for  IWRM in Lao PDR Sengmanichanh Somchanmavong IWRM  Training  Specialist,  DWR,  MoNRE

AWW2013: Setting up a continuing professional development for IWRM in Lao PDR by Sengmanichanh Somchanmavong

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Page 1: AWW2013: Setting up a continuing professional  development for IWRM in Lao PDR by Sengmanichanh Somchanmavong

7/29/2019 AWW2013: Setting up a continuing professional development for IWRM in Lao PDR by Sengmanichanh Somchanmavong

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Setting up a continuing professional development for IWRM in Lao PDR

Sengmanichanh Somchanmavong

IWRM Training Specialist, DWR, MoNRE

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Outline

.  

2. Sharing on

 the

 initial

 setting

 up

 a Continue

 

Lao 

PDR 

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1. Current situation

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TA 7780

• ‐  .

In conjunction

 with

 establishment

 of 

 

regional levels, and based on a needs 

development (CPD) plans for MONRE staff  

PMU/DWR.

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•  

evaluation. Work with

 PMU

 staff 

 to

 broaden

 

implementation of  the National Water 

CPD performance, for evaluating progress 

the MoNRE system.

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Building Staff  Capacity

 –   

 – Gap analysis

 – 

Training 

needs 

assessment – Training plan development  – CPDs 

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Source: GWP tool kits

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ra n ng 

Needs 

Assessment

eve op 

Training 

Plan

e ng up a 

CPD 

ro ram

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Section A: Personal Background Professions' Age

25% Junior (25‐30)

50% Middle (31‐40)

25%Senior

 (>40)

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Section B: Assessment of  Competence of  the Staff  Relative to their Roles and Res onsibilities

Professional Proficiencies of PMU and PIUs Staffs

40%

45%

50%

25%

30%

35%

10%

15%

20%

0%

5%

Excellent Good Average Below Average Need to Improve

.   .   .  

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Section C: Training Needs

Immediate needs:

• Main topics:

 (1)

 institution

 roles:

 institutional

 

arrangement, organizational management, (2) enabling environment: legislation, law and 

regulation, policy

 and

 strategy,

 (3)

 management

 ns rumen : a oca on, assessmen  n orma on 

and economic tools 

local, some topics are required international / 

re ional human resources  local re ional area

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Long  term:

•Formal

 degree

 and

 graduate

  – Bachelor

 or

 diploma

 knowledge

 and skills of  professional experts on water resources 

management, natural resources management, groundwater 

management and

 Information,

 Education

 and

 communication.

• IWRM based curriculum development through Water Resources 

Engineering Department, Faculty of  Engineer, National 

Universit   of  Laos  – roducin   bachelor  raduates for National 

and local

 authority

 (government

 and

 private

 sectors)

• Postgraduate degrees Master and PhD level both in country and 

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• In conclusion  short trainin   courses are 

requested in

 several

 approaches,

 namely

 on

‐the

‐ job training, short course trainings, and 

workshops or seminars, as well as the degree 

courses  – certificates

• e ng up a  e wor   or  spec a s  a  oca , national and regional level  – centers 

and global center of  excellent to share experience 

and  ain benefit 

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Sharing on initial setting up a CPD CPD Objectives:

CPD system under TA7780‐LAO aims to track and record the 

development process

 of 

 the

 Water

 Resources

 personnel’s

 

knowledge, skills and overall management capacity in water resource management (based on mandates). The record will enable the staff  to:

• Maintain the

 technical

 skills

 and

 competence;

• Retain and enhance their effectiveness and efficiency in 

work place;

•  

• Recognize the

 gaps

 in

 their

 skill

 set

 and

 improve

 the

 

skills/knowledge accordingly.

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Indicators Information re uired:

•Current

 Capacity

 (TNA

 database

 and

 collect

 more

 data from other PIUs)

• Records of  trainings, including but not limited to: –  Formal Post‐graduate studies (university/academic 

institutions

 –  Short courses, workshops, seminars and discussion 

groups, conferences including other technical 

 –  Learning activities at the work place i.e. activities at the work place that expand  knowledge

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 –  Private stud   which extends knowled e and skills 

(e.g. 

personal 

reading 

and 

self ‐

studying, 

e‐

learning)

 –  Services to profession in water resource 

management, Academic research or tertiary 

industry participation in  joint industry‐university 

research collaborations, etc.)

 –  Others activities

 that

 contribute

 to

 the

 professional developments. 

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•  

• Training Description

 (date,

 time,

 course

 name,

 

,  .

Summary 

of  

what 

the 

staff  

have 

learned

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Methodolo ies to collect information:

• Compilation and

 the

 analysis

 of 

 the

 existing

 data

 collected from TNA and define gap and measures 

to fill in the skill gaps.

 – 

Their career

 goal

 may

 be

 required

 to

 be

 related

 to

 e r  overnmen   os on   as  s  s a  ong‐ erm 

professional development.

 –  Current assum tion  from the TNA : Their 

goal/career focus

 is

 to

 develop

 their

 skills

 to

 perform

 

under the current position with NIWRMSP and the 

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•  

Resources Management

 related

 Staff 

 

•  

information, including setting up requirement 

for each

 Staff 

 for

 CPD

 (in

 hours

 every

 6months

 or one year)

• Plan the timeline in which the CPD record will 

be analyzed

 and

 Training

 Plan

 may

 be

 adjusted

 

based on the new priorities.

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Thank you very much for your 

attention