1. Status of human resource capacity in the national agricultural
innovation systems of ASARECA countries
Presentation at the AASW at the side event
on capacity building
Joseph Methu
Partnerships & Capacity Development
Accra, Ghana – 15th July, 2013

2. Adds value to NARS through:
-1. Promotion of economies
of scale
-2. Identification of sub-
regional public goods
-3 Taking lead in ensuring
Science & Technology leads
to Innovations
-4. ASARECA secretariat
takes a coordinating role
ASARECA (Association for Strengthening
Agricultural Research in Eastern and Central
Africa)

3. Background issues
ASARECA addresses regional agric.
researchable issues through regional
collective action.
Research is implemented in member NARS
using the Ag. Innovations Systems (AIS) and
VC approach.
Competitive Grants System (CGS) is the main process
for accessing ASARECA research funds by partners

4. Background issues
Low participation of some NARS in ASARECA research
activities especially projects under CGS
NARS organizations include the National Agricultural
Research Institutions (NARIs), Universities, Public and
private extension organizations, NGOs, and Private
sector.
Regionality does not entail equal sharing of the
resource basket but equity in access to
ASARECA research results for all member NARS

5. Background issues
The grant system seeks to promote agricultural research of strategic
importance and relevance to the ECA
The sub granting mechanism is demand driven, performance based,
transparent, open and competitive
Sub granting is based on responses to open research calls published
by ASARECA secretariat, drawing from priority research areas
identified through stakeholder a consultative process with key
stakeholders

6. ASARECA Grants absorption 2009 – 2012*
Ke 32% (149)
Ug 20% (67)
Tz 19% (53)
Rw 7% (5)
Et 5% (95)
Bu 4% (6)
Su 4% (135)
DRC 3% (8)
Er 3% (1)
Md 2% (33)
SSu 1% (4)
*Number of PhD on staff in parenthesis

7. Response to ASARECA calls and award of grants: 2009 – 2012
37 calls, 95 responses, 564 Scientists participating

8. Comprehensive human resource needs assessment for six
NARS: Madagascar, Rwanda, Burundi, South Sudan, Eritrea,
and DRC
Based on SCARDA model of institutional assessment of NARS
HR capacity
for the
NARS
Capacity to do
quality research
Building capacity
to build capacity
Research Management
and leadership
Professional
Development

9. PhD, 19.70%
MSc, 31.30%
BSc, 49.00%
Comprehensive human resource needs assessment for six NARS:
Madagascar, Rwanda, Burundi, South Sudan, Eritrea, and DRC

10. Comprehensive human resource needs assessment for six NARS:
Some conclusions
All are less resourced NARS but there’s huge
variation between them – S.Sudan in their own
class
Severe deficiencies in number and qualifications of
research staff
Need to increase the numbers of PhD and Masters
holders
Most of the highly qualified researchers are at the
universities
Lack or weak collaboration between universities &
NARIs

11. Comprehensive human resource needs assessment for six NARS:
Some conclusions
No graduate programmes in the science disciplines
in most of the universities studied
Support to development of basic infrastructure e.g.
Labs and equipment is necessary
Human capacity building should also target admin
staff and research technicians

12. Other reasons for low participation by some NARS
 Flow of information about calls: From ASARECA to the
NARS, and within the NARS
 Capacity for networking given the regional nature of the
calls
 Poor remuneration and other incentives also contribute to
low participation of NARS in the CGS
 Relevance of calls & their regional alignment in relation to
National objectives
 Language: A country such as Madagascar would record
better participation if CGS is managed in both English and
French.

13. Three Categories of ASARECA NARS:
Three strong - Kenya, Uganda and Tanzania
Six less resourced - Eritrea, Burundi, Rwanda, DRC,
Madagascar and South Sudan
Two with other reasons other than human resource
capacity – Sudan and Ethiopia

14. Comprehensive human resource needs assessment for six NARS:
Some recommendations
Comprehensive programme for upgrading scientists
and technicians
Skills and knowledge enhancement of the existing
staff
Improve collaboration between NARIS and
universities
Advocacy for policies and resources: More
investments in agric development, better
remuneration of staff, policy environment

15. Comprehensive human resource needs assessment for six NARS:
Some recommendations
Review the CGS guidelines to allow for the
development and submission of concepts and
proposals in both English and French.
Recruit a full time English-French communications
specialist

16. Thank you