Development of Policy, Legal, and Insitutional Framework for - ppiaf

Development of Policy, Legal, & Institutional Framework for the PPP Program in Malawi
Final Report
Core Staffing for the Mature & Fully Established PPP Unit
Director General
Public Relations
Officer
Admin Assistant
Plus PDF Manager
Suggested Senior and other Key Personnel
Head of PPP Projects
Chief Economist
Banking &
Investment
Financial Analyst
Manager &
Transaction Advisors
Admin Assistant
Head of Monitoring &
Compliance Unit
Contracts Specialist
Asset Manager
Legal Advisor
Risk manager
Monitoring &
compliance
Bid Marketing and
Comm. Specialist
Admin Assistant
Head Education and
Promotion
Public education &
promotion specialist
Total: 10-12 + ( additional Transaction Co-ordinates and Monitoring personnel will be required as the
number of projects expand) 3
Recruitment Requirements
An open and transparent approach to recruitment at all levels is a requirement to obtain the full
confidence of the industry and the public. This Consultancy has been made aware of the
pressure to attribute jobs to less than qualified individuals and the external attempts at
interfering with the openness of the selection processes. For the PPP program to achieve
optimum success the public service guidelines for recruitment must be strictly enforced, and
resources will need to be
sourced from the private
sector. For all PPP Unit
personnel the compensation
packages should be in line
with similar positions in the
private sector.
IP3 suggests that any
legislation required to set up
a PPP Unit should clearly
indicate transparent
appointment procedures and
contain a profile of key
positions with minimum
standards required, with an
emphasis on specialist
experience, including the
Board or Unit level. There is
a public perception that
appointments of Board
Selected Recruitment Best Practices
Preparation of a set of pre-selection documents including:
o A competency model for the job – range of capabilities
o A full person specification/ profile
o Job outline with performance criteria;
Advertising of all positions publicly
PPP Unit policy on pressure tactics/ lobbing should lead to automatic
disqualification of the applicant;
Independent pre-interview screening process, selection test
administered where possible;
Two levels of interview, first stage, independent assessment of the
suitability of candidates for selection, second stage, the actual
selection of a few suitable candidates with an Interview Panel;
Interview Panel should have at least one external independent
member, preferably in the chair;
‘Oral’ and written reference undertaken prior to any appointment;
Final approval of a Director General or Director level candidate should
be approved by the Board or the Unit, based on its legal structures;
and
Final approval of the PPP Unit Chairman of the Board or Unit, based
on its legal structures, should be at Presidential or Minister of Finance
level approved by the Parliamentary Appointments Committee (PCA).
3
Including administrative support staff; excluding drivers and messengers, and assuming Transaction Advisors will be engaged from
time to time on an as-needed basis, with total time equal to 1 Transaction Advisor.
THE INSTITUTE FOR PUBLIC-PRIVATE PARTNERSHIPS 56