’ RIAMS REFORM AGENDA

Revitalizing and Making RIAM ’ Relevant to Rwanda s Skills

Needs

Presentation Outline

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Background & ContextRIAM is a Public Training institution which is described as a “Management

Development Institution (MDI)”The institute was initiated with the strategic purpose of addressing the evident

critical capacity gaps that prevailed across sectors in the country after the 1994 war and genocide;

RIAM is required by government to develop flexible, innovative and creative high performing Public, Private and Civil Society workforce training;

RIAM is as well tasked to conduct Research to inform gov’t programmes, policy and providing advice to GoR, Private and Civil Society through consultancy in areas of Administration and Management;

Over all RIAM has, as a primary responsibility, to build capacity of civil servants who think holistically and act in timely fashion, flexible and innovative so as to fast track the development process and

To realise the above , RIAM requires re-positioning itself by conducting a comprehensive reform agenda which should be based on the Institution’s Strength, Weakness, Opportunities and Challenges (SWOC)

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RIAM’s SWOC Bas is of the SWOC

A review of the Auditor General’s reports (2008 and Mini Budget 2010)

The recommendations entailed in MIFOTRA’s reform committee (January 2010)

Accessing and analyzing information in the three Units that constitute RIAM

Review of the current human resources qualifications and experience

Considering the budget provided to RIAM vis-a vis the mandate of RIAM and expectations from Stakeholders

Various Consultations conducted4

RIAM’s SWOC cont’d Two Critical Ques tions needing Quick

!Answers

1) What are the key s trengths to s upport the ’ ( achievement of RIAM s mandate core

)?res pons ibilities

2) What are the critical weaknes s es preventing?s ucces s

The SWOC shows the following general Picture Below

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RIAM’s SWOC cont’d, , STRENGTHS WEAKNESSES OPPORTUNITIES AND

CHALLENGE

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Strengths:Potential extensive links and collaboration with many organizations/institutions inside and outside the country.

Weaknesses:Inadequate quality assurance of the Institute’s outputs and shortage of Training Experts in almost all areas of RIAM’s concentration.

Opportunities:The high political and moral support of the Government; the high priority of the Human Capital and Skills Development within the national development plans; the great potential for developing new business practices within RIAM.

Challenge:Inadequate funding from the government and other sources; the growing threat of losing the Institutional Image.

RIAM’s Strength, Weaknesses, Opportunities & Challenges Unpacked

: StrengthsHaving been able to fully recover from the 1994 war and genocide and confront new challenges such as increased access and ICT development, the Institute has real capital to build on for its future action towards the achievement of national goals. Indeed, the Institute has its unique advantages at national level, such as:

RIAM is comprehens ive in nature and therefore offers a multidis c iplinary range of competenc ies in areas of

. Adminis tration and Management Res earch is s lated to become part and parce l o f the Ins titute

.tradition and a res earch unit in place - - RIAMenjoys a long s tanding experience of inter Ins titute

, cooperation and a network of res ources in the country .Region and international leve l

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Unpacking Continues:Weaknes s es

, Des pite the above undis puted comparative advantages RIAMhas , however to overcome challenges s ome of which are s tructural in

, :nature s uch as The curricula are still too fragmented and subject-oriented, and the mode of

training is still too trainer-centered with little room for trainee self-directed learning.

RIAM has not yet developed the critical mass of qualified Training and Support staff to meet Professional and research as required in its core mandate.

The infrastructure is inadequate to accommodate massive training needs. Research production and dissemination is still very low compared to the

needs. Though ICT penetration has reached an acceptable level at RIAM, access

to computers, internet connectivity, and usage of ICT in Training and research have not yet reached a satisfactory level.

The services to the community function of the Institute is still limited and not fully integrated in the Institute delivery system.

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Unpacking Continues:Opportunities

The environment in which RIAMoperates is paved with s erious challenges s ome of which could be turned into

opportunities if appropriate choices are made timely and, :implemented s uch as

The global ICT revolution offers an unprecedented acces s to s c ientific information and pos s ibilitie s for improvement in

, Training learning on job and res earch methodology can be ;delivered us ing the ICT facility

The exis tence of fledgling democracy and renewal of , , national ins titutions s tructures and s ys tems acros s the ;various s ectors of the economy

, There is high demand for experts with hands on experience ; Coaches and Mentoring TAs and pos tgraduate trainees

The market for RIAMs ervices is uns atis fied and .Strong government s upport continues

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Unpacking Continues:Challenges

If the implementation of any plan is to become a success, great attention is to be given to real threats which in the case of RIAM will require appropriate comprehensive reform activities, monitoring and formulation of relevant strategies to overcome, such threats include:

( – )Abs ence of Team work Building anti work Blocks Poor Internal &External Communication s trateg ies - ;Inadequate and non divers ified funding s ources Un availability of a Final Strateg ic Plan and Internal s ys tems ; , Competition from private providers of Profes s ional Training Res earch

;and Cons ultancy in country and region “ ;Brain drain” or human capital flight Limited financial s upport in the face of continuing requirement to

’ ;increas e RIAMs s ervice provis ion Non – focused attitude and mind-set by the Institute staff to implement

the set responsibilities (Unsettled by the wave of change) 10

Unpacking Continues

’ RIAMs SWOC can be s ure ly and

Comprehens ive ly packaged when one

critically looks at the , Ins titutional Phys ical

Financial and Human - Res ources s ee

.THE SWOC Annex doc

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Reform Initiatives On - going!

Increas ing Training and ;Accommodation Space

The training Space at Muhima satellite campus was increased by 7 training rooms with capacity to accommodate 40 trainees each;

Fast tracking the Construction of a building to house 78 accommodation rooms in Murambi/Muhanga is ongoing

Fast – tracking the Construction of a building with 3 classrooms (funded by World Bank USD300, 000) and one large meeting room is ongoing

Recently RIAM management secured additional USD85, 000 from ACBF to transform existing small rooms in Muhanga into at least 36 self contained rooms to accommodate trainees

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Reform Initiatives On – going cont’d!

- ;Legal and Structural re forms this involves Redefining RIAM’s Mission to make it that of a true MDI; Revision of the RIAM law to accommodate the new emerging

trends in management development; Designing the new RIAM organization Structure Designing functions and Job Summary feeding new RIAM structure

;Es tablis hing Internal control Sys tems Putting in Place the Strategic Vis ion and

Direction Revitalizing Training programmes Es tablis hing mechanisms for Building Team

Work Maximum Utilization of the Twinning Project

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Anticipated Reform Goals! :Goal One Revising the Law establishing RIAM and Formulation of the

New Organisational Structure

: Goal Two Restructuring RIAM’s Training , Re se arch, Consultancy , Finance and administrative units

: Goal Three Ensuring the quality and relevance of the RIAM’s Training programs

: Goal Four Capacity building of R&D and innovation

: Goal Five Achieving financial sustainability and governance autonomy

: Goal Six Building RIAM’s ICT capacity

: Goal Seven Developing a “think tank” in areas of administration, Management and Policy

: Goal Eight Updating RIAM’s Master Plan

: Goal Nine Construction of more Training and Residential Space

: Goal Ten Setting up all Internal systems required by RIAM

:Goal Eleven Building Capacity of RIAM Human Resources

:Goal Twelve Providing training to public, private and civil society employees

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Antic ipated ReformProjects

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, For RIAM to realis e the Goals there is need to formulate and des ign well

budgeted projec ts which s hould be executed to le tter s uch that outputs

, ;are yie lded on time for example(See Link -

Anticipated Reform Projects Annex.doc)

Role of RIAM Staff in the Reform Process

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Assured Team Work and Positive Collaboration

Open Communication to bring everyone on Board

A Refocused and Settled Mindset

A Positive and supportive Attitude towards Change

Maintaining the Commitment & Ownership of Activities

Meeting set deadlines

Re - positioning to Learn from one another

Becoming Ambassadors of our dear Institution

Next Steps/Way forward

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Mgt to Steer the process of establishing Team Work amongst Staff

Mgt and Board to fast track pushing for the approval of RIAM’s revised law and structure

Mgt and Board to seek urgently seek for the Approval of RIAM’s attraction and retention Strategy

Mgt and Board maintain existing Institutional staff, where there is a mismatch redeployment should be the option

Mgt and Board to seek gov’t & Development Partners support to implement RIAM’s heavy capital programmes

Mgt and Board to fast track seeking for the approval of the proposed Career Progression Strategy

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IWILL APPRECIATE YOUR, COMMENTS CONTRIBUTIONS AND

QUESTIONS

THANK YOU FOR YOUR KIND

ATTENTION