outline actions to fill identified gaps in HR? ☐ ☐ ☐ ☐ ☐ ☐ Yes, a plan exists to fill all HR gaps ☐ ☐ ☐ ☐ ☐ ☐ Yes, but does not fill all HR gaps identified ☐ ☐ ☐ ☐ ☐ ☐ A plan is under development If yes, please describe actions to fill these gaps. Question C1 continued on following page -> C1. (Continued from previous page) d. HR strategy review: How often is / (will) the human Sanitation Drinking-water Hygiene resources strategy (be) reviewed? Urban Rural Urban Rural Urban Rural ☐ ☐ ☐ ☐ ☐ ☐ At least every 2 years ☐ ☐ ☐ ☐ ☐ ☐ Every 2-5 years ☐ ☐ ☐ ☐ ☐ ☐ More than 5 years in-between reviews ☐ ☐ ☐ ☐ ☐ ☐ Unknown Date of last HR strategy review (month/year) e. Please attach a copy or provide a reference/link to the government strategy on human resources for WASH: CAUSES OF HUMAN RESOURCE GAPS / SHORTAGES Constraints to WASH human resources: To what extent do the following factors constrain WASH human resources C2. capacity? Enter score in appropriate box according to the following scale: 3 - Severe constraint to WASH human resources Constraint on HR capacity for: (3-severe, 2-moderate, 1-low or no) 2 - Moderate constraint to WASH human resources 1 - Low or no constraint to WASH human resources Sanitation Hygiene a. Financial resources available for staff (salaries and benefits, including a. pensions etc.) b. Insufficient education/training organizations or courses to meet demand by b. potential students c. Lack of skilled graduates from training & education institutes c. d. Preference by skilled graduates to work in other (non-WASH) sectors (e.g. d. mining, transport, construction) within the country e. Emigration (temporary or permanent) of skilled workers to work abroad e. f. Skilled workers do not want to live and work in rural areas of the country f. g. Recruitment practices g.
outline actions to fill identified gaps in HR? Yes, a plan exists to fill all HR gaps ☐ ☐ ☐ ☐ ☐ ☐ Yes, but does not fill all HR gaps identified ☐ ☐ ☐ ☐ ☐ ☐ A plan is under development ☐ ☐ ☐ ☐ ☐ ☐ If yes, please describe actions to fill these gaps. Question C1 continued on following page -> C1. (Continued from previous page) d. HR strategy review: How often is / (will) the human resources strategy (be) reviewed? Sanitation Drinking-water Hygiene Urban Rural Urban Rural Urban Rural At least every 2 years ☐ ☐ ☐ ☐ ☐ ☐ Every 2-5 years ☐ ☐ ☐ ☐ ☐ ☐ More than 5 years in-between reviews ☐ ☐ ☐ ☐ ☐ ☐ Unknown ☐ ☐ ☐ ☐ ☐ ☐ Date of last HR strategy review (month/year) e. Please attach a copy or provide a reference/link to the government strategy on human resources for WASH: CAUSES OF HUMAN RESOURCE GAPS / SHORTAGES C2. Constraints to WASH human resources: To what extent do the following factors constrain WASH human resources capacity? Enter score in appropriate box according to the following scale: 3 - Severe constraint to WASH human resources 2 - Moderate constraint to WASH human resources 1 - Low or no constraint to WASH human resources Constraint on HR capacity for: (3-severe, 2-moderate, 1-low or no) Sanitation Hygiene a. Financial resources available for staff (salaries and benefits, including pensions etc.) a. b. Insufficient education/training organizations or courses to meet demand by potential students b. c. Lack of skilled graduates from training & education institutes c. d. Preference by skilled graduates to work in other (non-WASH) sectors (e.g. mining, transport, construction) within the country d. e. Emigration (temporary or permanent) of skilled workers to work abroad e. f. Skilled workers do not want to live and work in rural areas of the country f. g. Recruitment practices g.
glaas-2016-survey-long-form-rev.docx