social monitoring report cambodia: technical and vocational … · 2018. 2. 5. · social...

Social Monitoring Report Semestral Report July – December 2017

Cambodia: Technical and Vocational Education Sector Development Project Prepared by Ministry of Labour and Vocational Training for the Royal Government of Cambodia and the Asian Development Bank. This social monitoring report is a document of the borrower. The views expressed herein do not necessarily represent those of ADB's Board of Directors, Management, or staff, and may be preliminary in nature. In preparing any country program or strategy, financing any project, or by making any designation of or reference to a particular territory or geographic area in this document, the Asian Development Bank does not intend to make any judgments as to the legal or other status of any territory or area.

MINISTRYOFLABOURANDVOCATIONALTRAINING

TECHNICALANDVOCATIONALEDUCATIONANDTRAINING

SECTORDEVELOPMENTPROJECT(TVETSDP)

Second Semi-Annual Report for Indigenous People Plan (IPP) Implementation

July-December 2017

January 2018

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ABBREVIATION RGC Royal Government of Cambodia ADB Asian Development Bank ADF Asian Development Fund AFD Agence Française de Développement AM ADB Accountability Mechanism BIT Battambang Institute of Technology CARM ADB Cambodia Resident Mission CBT Competency based training CBTA Competency based training and assessment CDS Community Development Specialist CIEDI Cambodia India Entrepreneurship Development Institute CLAC Commune Land Acquisition Committee COE Centers of Excellence CQF Cambodian Qualifications Framework CRO Complaint Receiving Officer DDS Detailed Design Supervision DGTVET Directorate General Technical Vocational Education and Training DLMI Department of Labour Market Industry DMF Design and monitoring framework EA Executing Agency EEO Equal Employment Opportunity EM Ethnic Minorities GAP Gender Action Plan GRM Grievance Redress Mechanism ILU Industrial Liaison Unit IP Indigenous people IPP Indigenous people plan IPPF Indigenous people planning framework IRC Inter-Ministerial Resettlement Committee M&E Monitoring & Evaluation MEF Ministry of Economy and Finance MIS Management Information System NEA National Employment Agency NGOs Non-governmental organizations NPIA National Poly Technic Institute of Angkor NVIB National Vocational Institute of Battambang OHSP Occupational Health and Safety Plan PAI Project administration instructions PAM Project administration manual PIU Project implementation unit PPI Preah Kosamak Poly Technic Institute RPL/RCC Recognition of Prior Learning/Recognition of Current Competency PTC Provincial Training Centre QBS Quality based selection QCBS Quality- and cost based selection RPF Resettlement Policy Framework RP Resettlement Plan RTC Regional Training Centre SBD Standard bidding documents

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SBP Skill Bridging Program SDR Special Drawing Rights SPS ADB’s Safeguard Policy Statement ( June 2009) SSC Sector Skill Council TENA Training Employment Need Assessment TVET Technical Vocational Education and Training TVETSDP Technical Vocational Education and Training Sector Development Project TOR Terms of references VC Vocational Certificate VSTP Voucher Skill Training Program

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Project Title: Technical Vocational Education and Training Sector Development Project

(TVETSDP)

Country: Cambodia

Project No: 46064-002; 46064-003

Type of Project (Loan/TA): No.3166/3167-CAM (COL)

Approval & timeline: 09 January 2015 to December 2021

Mission Leader: Mr. Sophea MAR

Project Impact: The impact of the Project will be increased employment of TVET certified

workers.

Outcome: The outcome of the Project will be an accessible, demand-driven TVET system

responsive to continuing and emerging labor market demands. While the Project’s impact and

outcome statements will remain unaffected, the additional co-financing will benefit additional

number of youth, including more vulnerable youth, females, and Indigenous People in the five

provinces of Cambodia includes Ratanakiri, Mondulkiri, Kratie, Stung Treng, and Preah Vihear.

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EXECUTIVE SUMMARY:

ADB classifies Indigenous People (IP) as category B, in terms of benefiting from the Project/Program. The consultant team and especially the Executing Agency (EA) are fully aware of the IP issues and have to be addressed them, when identified. This is in harmony with the National Policy of the Royal Government of Cambodia on the Indigenous People Development, which states that:

(1). All IPs’ livelihood is out of starvation and serious poverty;

(2). All IPs will be provided general education and will at least complete grade 9. They will obtain services of TVET, depending upon their requirements and geographic situations;

(3). IPs will be better served with health facilities;

(4). IPs’ culture has to be preserved and conserved.

The consultant team, together with the gender specialists has conducted three workshops on Indigenous People Plan (IPP). The participants included PTCs' and RTCs' directors/deputy directors and gender focal points. First workshop held in Phnom Penh on 3-4 November 2016 with 61-PTCs and RTCs director and deputy director participants, second workshop held in Kratie on 16-19 November 2016 with 51-focal person participants and third workshop held in Sihanoukville on 28-30 November 2016 with 51-focal persons participants. The objective of the workshops was to increase the awareness of the IPP as well as the GAP of TVETSDP with its stipulated targets and focus on the IPs provinces of Ratanakiri, Modulkiri, Kratie, Preah Vihear, and Stung Treng provinces. Ratanakiri and Modulkiri are the IP majority provinces. While other provinces such as Otdar Mean Chey, Kampong Thom, Tboung Khmum, Kampong Speu, and so forth reported that there have been few IP students but did not include in the project/program.

Every output and sub-output of TVETSDP is qualified with IP targets and/or requirements. Mechanisms to increase IP enrolment in TVET have been identified in above-mentioned workshops as well as by the working group of DGTVET. A report primarily listing the mechanisms has been prepared. This report is also included in the EEO report.

The Executive Agency together with consultant team will conduct the more field visits in order to verify the often stated perception that IP targets are very difficult because of their culture, tradition, language and isolation. The social marketing campaign will give special attention to ‘capture’ IP students to study in the various TVET programs including SBP, VSTP, VC, CQF levels. Similarly, the internship program, SSC, COE, CQF level 2 and above courses and so forth have been paid attention to access and benefiting by IPs in the PTCs and RTCs.

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Grievance Redress Mechanism:

The Office of Special Training and Gender has been engaged under the Project to implement and monitor the IPP, as well as to serve as the main unit of DGTVET to receive grievances from beneficiaries of the Project. Communications efforts will communicate the role of the Office of Special Needs and Gender under DGTVET.

A grievance redress mechanism (GRM) will be established to receive and facilitates the resolution of complainants, and grievances on the implementation of the Project/subproject. The GRM will comply with the requirements of the ADB SPS (2009) and will aim to provide a time-bound and transparent mechanism to voice and resolve IPP concerns linked to the Project/subproject.

The implementing agency (EA) will work proactively toward preventing grievances through the implementation of impact mitigation measures to the anticipated impacts and address potential issues before they become grievances. Also, information of the GRM should be included in the public information campaign of the Project/subproject.

Communication Channel

The implementing agency of the Project/subproject will provide a number of formal and informal channels through which comments and/or complaints on the IPP implementation can be received. These include:

RTCs and PTCs: A notice board will be posted at each RTC&PTC with the name and contact details of the focal person and TVET institutions director. These notice boards will be placed in a visible area known to the public and should be presented in the local language (Khmer).

Type of Grievances

Any complainant will be able to submit a grievance with DGTVET or through local authority or the provincial training center if they believe that activities connected to the implementation of the project/subproject is resulting to serious impact on the IP community.

Grievance Resolution Process

Complainant is during the Project/program implementation. The following steps outlined the procedures on receiving and facilitating the resolution of:

- 1st Level Grievance: RTCs and PTCs -Level Resolution. In case of grievances that are immediate and urgent in the perception of the complainant, focal person will provide the most easily accessible or first level contact for quick resolution of grievances. A meeting may be held among the Complainant, community relation officer of PTC, commune/Sangkat council chief to discuss the whereabouts of the complaint. Immediate remedial action on the Complainant is expected from the focal person. The resolution of the complaint should be done within one week.

- 2nd Level Grievance: If no understanding or amicable solution can be reached within seven days from filing the complaint, the Complainant can elevate the complaint to the public or community relations officer of the Department of TVET Management. The Department of TVET Management is

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under the Directorate General of TVET, which is directly responsible for the operation and maintenance of public TVET institutions. Resolution of the complaints should be done within 15 days.

- 3rd Level Grievance: If no understanding or amicable solution can be reached within fifteen (15) days from filing the complaint, the Complainant can elevate the complaint to the Project/subproject.

Coordination Unit (PCU) focal person. The PCU in consultation with appointed officers/specialists will resolve the complaints within 30 days.

- Judicial Process and ADB Accountability Mechanism. Despite the Project GRM, an aggrieved person shall have access to the country's legal system at any stage, and accessing the country's legal system can run parallel to accessing the GRM and is not dependent on the negative outcome of the GRM. In the event that the established GRM is not in a position to resolve the issue, the affected person also can use the ADB Accountability Mechanism (AM) through directly contacting (in writing) the Complaint Receiving Officer (CRO) at ADB headquarters or the ADB Cambodia Resident Mission (CARM). The complaint can be submitted in any of the official languages of ADB’s developing member countries. The ADB Accountability Mechanism provides a forum where people adversely affected by ADB-assisted Projects can raise issues and seek solutions to their problems and report alleged noncompliance of ADB’s operational policies and procedures. It consists of two separate but complimentary functions: consultation phase and compliance review phase.

Documentation of GRM

At any stage of the GRM, the focal person and the assigned secretary of the GRC and PCU should document all complaints recorded including the contact details of the complainant, date of filing the grievance, nature of grievance, minutes of meeting, agreed corrective action or resolution and signed statement of resolution or satisfaction from the complainant.

The number of grievances recorded and resolved and the outcomes will be disclosed in the office of the Project implementation unit, TVET institutions, as well as reported in the monitoring reports submitted to ADB during the IPP implementation.

Periodic review and documentation of lessons learned

The PIU designated IPP focal person or community relations officer will periodically review the functioning of the GRM and record information on the effectiveness of the mechanism, especially on the Project’s ability to prevent and address grievances.

Costs

The executing agency will be responsible for all administrative fees and legal fees that will be incurred in the resolution of grievances if the Complainant wins their case.

Grievance Follow-up

DGTVET or MLVT may contact the complainant at a later stage to ensure that the activities continue to pose no further problems. If issues were not completely resolved, new complaints will be treated as new grievance and re-enter the GRM process. So far, there is no complaint yet regarding the IPP.

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TABLE SUMMARY OF INDIGENOUS PEOPLE PLAN (IPP) BY OUTPUTS (1-4):

Activities, Indicators and Targets, Timeframe and Responsibility Progress to Date1 Issues and Challenges2

Output 1: Increased Access to TVET Programs

Anticipated positive impact: Better access of IPs to TVET programs, and increased awareness about TVET and employment opportunities

Anticipated negative impact: IPs excluded due to limited TVET course offerings and limited employment opportunities in remote regions and failure of social marketing campaigns

1.1. VSC pilot with non-formal TVET courses implemented in the 2 IP majority provinces (Ratanakiri & Mondulkiri).

IP provinces have to be included: The consultant prepared for 3 phases (still not implement yet):

- Phase-I for Ratanakiri & Mondulkiri, the 2 IP majority provinces)

- Phase-II for Kratie & Preah Vihear

- Phase-III for Stung Treng

Produced documents but still not implementing yet

1.2 45 of 900 Cambodian assessed for RPL/RCC are IPs and ethnic minorities.

DMF 1a

-Implementing 150 in first year and

- 750 in next 2 years.

Identification has not start yet. Will ensure the IP target.

1.3 IP status included as one of the weighted criteria to qualify for residence in women’s dormitory (in case of a queue)

DMF 1c

Starts Q1, 2018?

Criteria for selection of dormitory residence drafted Weighted criteria have been included.

The women’s dormitory will be built only in Kratie PTC, while another four PTCs will not have, such as (Ratanakiri, Mondulkiri, Stung Treng and Preah Vihear PTCs)

1Thisshouldincludeinformationonperiodofactualimplementation,IP-disaggregatedqualitativeandquantitativeupdates(e.g.numberofparticipatingIP,IPbeneficiariesofservices,etc.2Pleaseincludereasonswhyanactivitywasnotfullyimplemented,oriftargetsfallshort,orreasonsfordelay,etc.

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1.4.1 100% of IPs in CQF2-4 eligible for stipends in PTCs and RTCs where stipends are piloted.

DMF 1f

Included in stipends guideline Started training to RTC Battambang on 8/Nov/2017, PP on 13/Nov/2017, and Svay Rieng RTC on 20/Nov/2017.

Specialist running off of his input. The Completion is on Q4 2020?

1.4.2. CQF 2-4 stipends pilot and personal coaching pilot implemented in 2 IP provinces, at least 1 of which is an IP majority province. (Ratanakiri & Mondulkiri).

DMF 1f

Project is aware of this target. Kratie will have girls’ dormitory. Another IP province will be included.

Not start yet.

1.4.3. 100% of coaching and counseling materials and trainings include sections on ethnic and cultural sensitivity.

DMF 1f

Orientation to selected firm to include sections on ethic minority (EM) and cultural sensitivity in work-plan. They will be EM/IP sensitive.

Coaching and counseling materials not developed yet.

1.4.4. Awareness raising workshops and information brochures on stipends and coaching pilots are translated in local language and reflect appropriate cultural patterns and values.

DMF 1f

Will ensure that Social marketing firm fulfill on this condition. Already included in their ToR.

May be too complicated!. There are many IPs in the target provinces such Phnong, Tumpoun, Jarai, Kreung, Kuoy, Brao…, no one can translate into their own languages.

1.5.1. At least 50 roadshows implemented in IP provinces, of which a minimum of 20 are in IP majority provinces. (Ratanakiri, Mondulkiri)

Conducting Roadshow SOP consultation meeting to three additional RTCs and implement 1st official roadshow in Battambang.

Fall short the target IP majority provinces.

1.5.2 Social marketing and media campaigns targeting IPs especially developed, emphasizing positive IP role models, especially women and people in under-represented sectors

TOR includes IP/EM. Work plan of social marketing is specified in details the targets as per GAP and IPP

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1.5.3. 100% of marketing messages are translated in local language and reflect appropriate cultural patterns and values.

Final draft of social marketing strategic plan (English and Khmer versions) has been reviewed by DLIM related Offices.

The local language is Khmer, has been designed- due to there are many IPs, in order to ease integrating, it has to be Khmer language.

Output 2: Improved Quality and Relevance of TVET System

Anticipated positive impact: Skills development amongst IPs is recognized in terms of cultural patterns and values

Anticipated negative impact: IPs exposed to limited TVET offerings and employment opportunities

2.1.1 Quality assurance system piloted in 2PTCs or RTCs serving IP provinces, at least 1 of which is an IP majority province. (Ratanakiri, Mondulkiri)

Discussing with primary stakeholders to find out the issues related to IP.

2.1.2 Directors and relevant staff from 100% of PTCs and RTCs serving IP provinces attend workshops and seminars on TVET quality assurance system.

6 Synopsis of Workshops on Quality Assurance and Monitoring Process of TVET in Cambodia were organized. Total 41 IP participants/RTCs attended amongst grand total 216 participants. Total QA officers of the two clusters IP is 41 participants:

- Cluster Svay Rieng: 23 participants includes (Ratanakiri, Mondulkiri, Kratie, Stung Treng….)

- Cluster Siem Reap: 18 participants includes only (Preah Vihear…)

2.2.1 At least 1 out of 10 competency assessment centers established in 1RTC or PTC serving an IP majority provinces.

Not starting yet

2.2.2 At least 20 out of 200 assessors are from RTCs or PTCs

Not starting yet

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serving IP provinces. DMF 2a

2.3.1. 100 out of 800 instructors trained in CBT are from RTCs and PTCs serving the 5 IP provinces. (Ratanakiri, Mondulkiri, Kratie, Stung Treng and Preah Vihear) DMF 2b

- In progress: In-Service Training on-going on schedule as per TVET Teacher Training Plan. - So far there have been 32 instructors trained

Fall short

2.3.2. 20 instructors selected for return to industry pilot are from RTCs and PTCs serving IP provinces.

Document outlining implementation mechanism of RIS prepared but not approved yet.

2.4.1. VSTP is rolled-out in all 5 IP provinces (Ratanakiri, Mondulkiri, Kratie, Stung Treng and Preah Vihear)

DMF 2d

Methodology of TENA survey is done with the 10 provinces (2 IP-Rattanakiri and Modulkiri) which were conducted by 15 institutions of VSTP phase 1 by July-September 2017 and the results of the survey is ongoing to consolidate

The 5 IP provinces were

selected for VSTP implementation by phases and the 2 IP provinces are recruiting trainees for VSTP courses in phase 1 VSTP will be implemented in the beginning of 2018

-VSTP implementation NOL is not approved yet

2.4.2. Size of IP population is included as one of the weighted criteria to identify VSTP communes.

VSTP operational guidelines prepared and to be implemented by 2018. Will ensure the weighted criteria to identify VSTP communes. A total of 25 communes will be implemented VSTP program in Rattanakiri and a total 11 communes will be implemented VSTP program in Modulkiri.

Try getting data on size of IP population for all communes, prioritize those with high IP (IP population will be sure when VSTP is starting and completed)

Being late to implement VSTP program because of open sub-accounts by

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RTC/PTCs are being late

2.4.3. 100% of CDS trained in incorporating ethnically and culturally appropriate perspective in TENA.

-TENA training materials are culturally appropriate (TENA forms implementations and methodology of data collections). TENA training has been conducted with a total of 140 CDSs of the 24 provinces and 1 capital city, it was taken over the members of indicators by PAM.

-Take time because of conducting the survey in the period of commune election.

-Take time to analyze TENA data

2.5.1. Skills bridging program(SBP) is rolled out in all 5 IP provinces. (Ratanakiri, Mondulkiri, Kratie, Stung Treng and Preah Vihear) DMF2f

SBP will begin at Q1&2 2018. IPP target informed to SBP specialist.

PTCs is still not submit work plan to Department of Training/DGTVET yet

2.5.2. Size of IP population is included as one of the weighted criteria to identify SBP communes or training proposal. DMF2f

Have to include this criterion in the identification process.

Try getting data on size of IP population for all communes, prioritize those with high IP

2.7.1. TVET instructor policies on instructor management and professional development incorporate analysis and measures for IPs and/or IP majority provinces. (Ratanakiri, Mondulkiri)

TVET policy is finalized and on the process of reviewing from the senior management level.

Need to dynamic reminding

consultant to include

Not yet deployed

2.7.2. 2 out of 10 public TVET institutes for inspection pilot serve IP provinces, at least 1 of which is in an IP majority province. (Ratanakiri, Mondulkiri)

Will ensure/remind consultants of this target.

Not yet deployed

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Output 3: Increased Involvement of Employers in TVET Delivery

3.1.2. Industry Liaison Units trained to implement and monitor new internship program:

-100% of ILUs in PTCs and RTCs serving IP provinces develop networks with ILUs in provinces with large enterprises and a large business community

3 Consultative Workshops to Review Scope of Internship Programs Offered in Public TVET Institutions and Capacity Assessment of Industry Liaison Units”. Total participants were 159. 5 IP PTCs are joined. Draft internship guidelines

Training will start Q3, 2017 Will complete Q2, 2020

3.2.1.Establish sector skills councils (SSCs): 4 SSC established and formalized through Memoranda of Agreement: -100% of SSC members attend a workshop with one session on IP needs and support requirements for skill development and employment.

Preparation and issuance of Prakas to provide legal basis for establishment for SSCs including TOR of each member; Action Plan also ready agreed among DGTVET/DSC, NPIC and PPI in Q4 2016.

Seeking ways to establish the permanent body of SSC, the activity is not started yet!

3.2.2. Operating procedures and monitoring and evaluation framework for SSC established:

-Operating procedures and M&E framework for SSCs include social inclusion metrics (including ethnic minorities and IPs). (Ratanakiri, Mondulkiri, Preah Vihear, Stung Treng and Kratie)

Preparation and issuance of Prakas to provide legal basis for establishment for SSCs including TOR of each member; Action Plan also agreed among DGTVET/DSC, NPIC and PPI in Q4 2016.ready

Seeking ways to establish the permanent body of SSC

3.2.3. VSC and CQF Levels 2–4 training programs piloted:

-15 of 150 participants in pilot of CQF level 1-2 courses in Basic Manufacturing Processes under the Center of Excellence in manufacturing are IPs and other ethnic minorities. (Ratanakiri, Mondulkiri, Kratie, Preah Vihear, and Stung Treng)

Not start yet - Decision on generic CBT package for manufacturing takes time; - NPIC as COE not finalized yet; - International Learning Resource Materials Development Specialist resigned.

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3.3.4.Soft skills training module developed to be incorporated into curricula for CQF Levels 1–4:

- Soft skills training program are ethnically sensitive and culturally appropriate, and include a module on working in ethnically diverse and inclusive workplace

Employability skills module grade 8 and 9 were developed and submitted for approval

Output 4: Project management and support services

4.1 Strengthen RTCs and PTCs to offer CQF levels 2 and above courses

4.1.2. 26 PTCs deliver 286 courses:

- At least 50% of PTC and RTCs serving the 5 IP provinces develop ITMD strategies:

(Ratanakiri, Mondulkiri, Kratie, Stung Treng and Preah Vihear)

5 RTCs, 13PTCs and 4 VTCs planned to run certificate courses for year 2016-2017 after getting trained on business plan & start-up costs.

- Approved with 14 business plans and prepared budget for 14 public TVET institutions. All documents is at Project finance (EA).

Will start (2018/Q2)

4.2.1. Start-up costs for RTCs and PTCs to offer Levels 2–4 courses financed:

- At least 50% of the PTCs and RTCs serving the 5 IP provinces receive operational grants for CQF 2-4.

Start-up cost training in November 2016 (two groups) for RTCs and PTCs presenting CQF2-4 courses in priority areas. Trainings on Business

planning and Start-up cost were conducted for 5 RTCs and PTCs

Cluster Coordinators not yet mobilized

4.3. Improve information management systems

4.3.1.TVETMIS expanded to include competency unit databases (courses), records of enrollment, achievement, institutional inventories, and assessor register. LMIS expanded to include achievement of skills areas among

Further revision of Short Course and Long Course modules based on feedback from TVETMIS office and feedback collected during training workshop. Preparation of the system for data entry of academic year 2017-2018 is ongoing.

There is still discrepancies in data input into TVETMIS system and report from Department of Training

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the workforce for greater match between demand and supply:

- Skills survey, tracer surveys, and TVET MIS modules on students and teachers have questions on ethnicity, cultural patterns and values.

4.3.4. 100 DGTVET staff, NEA, and staff of Public TVET Institutions, together with RTCs and PTCs, receive training on TVETMIS and LMIS:

- Directors and staff from 100% of PTCs and RTCs serving IP provinces trained on integrated TVET MIS and Labor MIS

- TVETMIS training workshop was conducted to all public TVET institutions and 10 NGO/private TVET institutions covering all IPs serving provinces.

Project Implementation

DGTVET, NEA and DLMI staff trained in issues of social inclusion (including inclusion of IPs and ethnic minority cultural patterns and values).

(Ratanakiri, Mondulkiri, Kratie, Preah Vihear, and Stung Treng)

NEA and DLMI staff trained in issues of social inclusion of IPs and ethnic minority

Semi-annual IPP progress reports submitted to PCU

IP information will be updated in Semi-annual reports January-July 2018.

IPP-semi-annual 2018

prepared in annex

Ethnic indicator used in baseline and end line surveys/studies

- IP indicator will update in end line study

Mid-term review includes IP review and adjustments

- Includes IP review and adjustments

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Role of Office of Special Training and Gender under Department of Training communicated to IPs through targeted communications

- Advisory, cooperating, coordinating and reporting to Office of Special Training and Gender regarding the IPP issues

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