This new activity focuses on developing sustainable human resources to support OVC programs in

Namibia. During May and June 2007, The Ministry of Gender Equality and Child Welfare (MGECW) with the

assistance of UNICEF and USAID undertook an analysis of its human resources and other related

capacities. The analysis highlighted five key issues for the MGECW: OVC as a national priority; co-

ordination of the National Plan of Action (NPA); structure and staffing; resources; information dissemination

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One of the main challenges in addressing the situation of OVC is the lack of skilled human resources in

both the public social service and civil society sectors. Existing systems and structures are overstretched

and ill-equipped to cope with the demand to deliver comprehensive, quality services to meet the multi-

dimensional needs of thousands of children and youth affected by HIV/AIDS. Meeting these needs requires

government commitment and collaboration across ministries and between government and civil society.

This should happen at the national, district, and local levels, coordinated by a strong government body with

the support of international, national and local donors. Such efforts will create an enabling environment that

harmonizes and strengthens the country systems and structures.

It was against this background that the MGECW human resource (HR) and capacity gap analysis previously

mentioned was conducted with the overall purpose "to review the roles and responsibilities of the Ministry

staff, including social workers and record clerks at national and regional level, and ascertain the capacity

gaps that hinder fulfillment of their obligations towards children and women in the context of the HIV and

AIDS pandemic in Namibia". The high number of vacancies in social worker posts throughout the country

negatively affect service delivery. Innovative ways of using current staff, incorporating the new cadre of

Community Childcare Workers and appointing more of the same, and liaising with local volunteers and

NGOs/CBOs is needed. Training will be a critical component of the success of the new structure and the

increased staff component. Newly recruited staff and staff in newly created posts as well as existing staff

will need training to be orientated to slightly different priorities and responsibilities.

One of the main recommendations from this assessment was to place a senior advisor with MGECW for

approximately 12-24 months to assist with the change management process, provide leadership training

and guidance to senior staff, with special reference to building regional capacity and human resource

planning. This position was funded in FY 2007 with money through PACT and backstop support from

USAID's regional HCD Coalition for Southern Africa but funding for this technical assistance (TA) will

transfer fully under the Human Capacity Development (HCD) coalition in FY 2008.

The activities under the scope of work for this TA position include:

1) Develop an HR plan for the MGECW to describe short-, mid-, and long-term solutions to address HR

needs and management processes with special focus on strengthening regional capacity.

2) Finalize and submit recommendations for staff restructuring to accommodate decentralization, the

Monitoring and Evaluation (M&E) unit, the implementation of the national OVC database system

(17261.08), the secretariat for Permanent Task Force (PTF), and an OVC Forum focal person.

3) Approach development organizations to secure financing to cover the remaining 59 Community Childcare

Worker positions for an interim period of up to 1 year, and advocate with the Government of Namibia (GRN)

for increased budget allocation.

4) Work with the University of Namibia to recruit and place fourth-year social work students in the regions

and constituencies for their practicum and subsequent employment; and to secure funding for and allocate

bursaries to students studying social work.

5) Ensure service provision at constituency level to make full use of all available ministry staff to build

community capacity for both Early Childhood Development (ECD) and OVC services. Develop guidelines

and agreements with civil society organizations to allow MGECW, at constituency, regional and national

levels to use NGO and CBO volunteers to assist social workers and Community Childcare Workers to

increase and enhance services to OVC and caregivers at the community level, including referrals, home

visits and providing information

6) Draw up a plan and schedule of training for new recruits, staff in newly created posts, and staff with new

responsibilities to cover areas identified and design an induction or staff development plan.

7) Provide opportunities for leadership training and mentoring for senior staff.

8) Finalize and submit MGECW human resource (HR) and capacity gap analysis recommendations for staff

restructuring to accommodate decentralization, the M&E unit, the implementation of the national OVC

database system (17261.08), the secretariat for PTF, and an OVC Forum focal person.