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

Development of Policy, Legal, & Institutional Framework for the PPP Program in Malawi
Final Report
members are based neither on open and transparent procedures, nor on selection of expert
candidates but rather representation of a particular interest group. This is a very important
body, which must manage risk factors and whose decisions will have a very long-term effect on
the country, therefore best practice is recommended. IP3 suggests following the ‘South Africa
King II’ recommendations to ensure appropriate corporate Governance.
Training Requirements of PPP Unit Staff
Training & development should be an integral part of the PPP Unit’s planning and operations,
and should reflect best business practices, from which training needs can be formulated. The
training needs that arise from these best practices will determine the training needs.
Capacity Building Plan
A number of initial interventions have been identified to support the initial capacity building
needs of the PPP Unit. The overall aim is to build a strong PPP project management approach
to accelerate the PPP work program proposed. The program focuses on key technical
competencies that need to be developed by staff working together on PPP and Privatization
transactions, and supporting functions.
Organizational Approach
Training and development should not be seen as just ‘off the job’ seminar, lecture, conference or
workshop etc., while these are useful for individual specialization and ad hoc training needs. To
support the overall staff training and
development more initial emphasis
need to be placed on in-house
workshops and skills transfer via onthe-job
training. The overall approach
is to work to be sure that the transfer
of skills through effective in-house
training and shared experience. The
schematic shown below encapsulates
this approach and the underlining
support mechanisms that have to be
in place to achieve the desired result.
The PPP Unit may need to appoint for
initial start up stage an Organizational
and Institutional Development
specialist.
The aim here is to ensure that the
training is accessible to all staff and
Best Practices in Personnel Development:
A Checklist of Required Documents
Annual Business Plan (reviewed quarterly, with Mission, Goal and
Objectives and Values;
Design of organization communications model to meet the
internal and external stakeholders needs;
Development of personnel competency models for functional
and organizational roles (reviewed every year);
Writing of recruitment Person Specifications (which should be
reviewed as each vacancy occurs);
Preparation of comprehensive Job Outlines, linked to KPIs
(annual, with bi-annual review), incorporating: Key task objectives,
Criteria for success (KPIs) and Accountability (see template in
Appendix II); and
Performance Planning & Review (PPR) system with two-way
feedback, linked to individual performance contracts.
stakeholders, rather than just seeking single international training for one or two personnel.
This should be reserved for specialization, with the core concepts being delivered in Malawi
during this stat-up phase.
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