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Human resources capacity in Ghana's water, sanitation and hygiene sector: analysis of capacity gaps and policy implications

机译：加纳的水，环境卫生和个人卫生部门的人力资源能力：能力差距分析和政策影响

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摘要

Adequate human resources (HR) capacity in the water and sanitation sector plays a pivotal role in improving and sustaining access to potable water and improved sanitation. This study highlights the HR capacity and gaps in Ghana's water, sanitation and hygiene (WASH) sector. It is based on data collected from five public sector organisations, six non-governmental organisations (NGOs), 14 private sector institutions and 12 training institutions. The results indicate that the proportion of technical HR was high (75%) in water service delivery, while technical personnel in the sanitation sub-sector was low (2%), leading to low sanitation coverage and ineffective sanitation service delivery. The female proportion ranged from 16 to 44% (average of 22%). There was a shortage of technical personnel in the public WASH sector due to unattractive working conditions, attrition and lack of qualified graduates to fill vacant positions. Average annual graduates' supply from non-technical programmes to the WASH sector is five times more than that from technical programmes. There was a lack of commitment to implement policies on developing adequate HR capacity in the WASH sector due to weak institutional arrangement. There is the need to develop policies on HR career progression and capacity building programmes as well as gender-sensitive recruitment policies for the WASH sector.
机译：水和环境卫生部门的人力资源能力在改善和维持饮用水和改善环境卫生方面起着关键作用。这项研究突出了加纳水，卫生与个人卫生（WASH）部门的人力资源能力和差距。它基于从五个公共部门组织，六个非政府组织，14个私营部门机构和12个培训机构收集的数据。结果表明，在水服务提供中技术人力资源的比例很高（75％），而在卫生子行业中技术人员的比例较低（2％），导致卫生覆盖率低和卫生服务提供效率低下。女性比例为16％至44％（平均22％）。由于缺乏吸引力的工作条件，人员流失和缺乏合格的毕业生来填补空缺职位，公共WASH部门的技术人员短缺。从非技术计划到WASH部门的平均年毕业生供应量是技术计划的五倍。由于体制安排薄弱，缺乏执行在WASH部门发展足够人力资源能力的政策的承诺。有必要制定有关人力资源职业发展和能力建设计划的政策，以及针对WASH部门的性别敏感的招聘政策。

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