Capacity Development versus Capacity Substitution

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Capacity Development versus Capacity
Substitution The Human Resources
Dimension   Capacity Building Facility (CBF)
Project Kosovo Case SENEC 21-23 November 2005
PROVISIONAL INSTITUTIONS OF SELF GOVERNMENT
 
KOSOVO
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• What is Capacity Building Facility (CBF) Project?
• The Capacity Building Facility is a flexible and
  strategic instrument to support the central and
  municipal institutions of Kosovo in
• Strengthening democratic institutions
• Improving public administration and
• Implementing Standards for Kosovo plan.

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• What areas do we cover?
• CBF concentrates in offering assistance in the
  areas of
• Institutional Building
• Rule of Law
• Economy
• Information Technology.

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What do we do? The CBF offers assistance to
middle and senior level civil servants in the
PISG in assisting them to

• define their mission and functions
• rationalize their structures and administrative
  procedures
• build the knowledge and skills of their staff
• effectively utilise their financial and human
  resources
• improve their performance and instill a culture
  of accountability and transparency in the
  public service.

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The Importance of the development of Leadership
Skills
leadership skills enable civil service training
systems to better facilitate and achieve
strategic changes in the public sector, rather
than only improve the individual technical
competences of civil servants.
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Approaches being taken to ensure that demand,
rather than supply, determines training
programmes

• By ensuring that
• only clients who apply for a CBF coach or
  advisor, receive assistance
• the client identifies departmental (or even
  personal) deficiencies and prepare a brief
  situation analysis
• the client specifies objectives and indicators of
  success.

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Governments Role in leading the Capacity
Building Strategic Action Plan

• capacity building programmes should be prepared
  in conformity with needs and requests
• of PISG
• the cooperation between the PISG and donor
  organisations will create a mechanism which
  will assist the coordination of donations and
  projects
• offer a uniform level of assistance to all
  Ministries
• avoid parallelisms or unnecessary doubling
• develop sustainability of any capacity building
  assistance by taking the lead in identifying
  the needs for raising civil service capacities,
  and in drafting a progressive strategy,
  in-line with the current situation.

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The Organisation of Coaching Services Coaching
Services working on a flexible, part-time, yet
regular basis, the coaches provide on-the-job
training to middle and senior level civil
servants Advisory Services working directly
with the client, on a full-time basis for a 1
(one) year period, the advisors provide advisory
assistance and transfer capacities to formulate
and to guide the implementation of policy and
institutional reforms.
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• Actions taken to remedy the noticeable lack of
  risk-taking, initiative and coordination of work
•  increase of knowledge professional, functional,
  technical or managerial
• building the skills and abilities
• introducing changes in attitude/behaviour

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• Diaspora Experts
• Western-educated
• Highly skilled
• Relevant professional work experience
• Understanding of the local cultural and
  political context.

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• What lessons can be learnt from the people from
  the Diaspora?
• know how
• modern management techniques
• progressive attitude towards work ethics
• accountability and responsibility
• cooperation and teamwork.