Accepted markers 2017 banner

Background

Background and Context

The Government of Rwanda is presently involved in the process of developing Sector Strategies to implement EDPRS programs. As stated in the Country’s Vision 2020 one of the identified development pillars is the Human Resource Development (HRD).The importance of this Pillar lies in the empowerment of individuals through developing their skills. The results of independent evaluation of Poverty Reduction Strategy Program (PRSP) 1 revealed that capacity constraints especially those related to inadequate skills constitute a major impediment for the realization of PRSP 1 set targets. Using this learning experience, the Government is undertaking initiatives to address these challenges so as to make EDPRS a reality

It is in this context that the GoR decided to establish Workforce Development Authority (WDA) which is an institutional framework to provide a strategic response to the skills development challenges facing the country across all sectors of the economy. As the country embarks on developing sector development strategies under EDPRS, the issue of capacity which largely constrained implementation of the programs under PRSP 1 is among the most important priorities to be addressed. Skills development strategies in all sectors constitute an important ingredient in the respective sector development processes.

To fast-track the establishment of WDA, a taskforce comprising of three members was appointed by the Government. The establishment of WDA was formally approved by the Cabinet on January 18, 2008.

WDA’s intervention in skills development programs will be hands-on away from the traditional theoretical knowledge passed on by education institutions. That way, it is expected that a critical mass of Rwandan population will acquire skills relevant with today’s increasingly competitive world.

 

Mission and Vision

Vision
WDA's vision is to become a regional center of excellence in workforce development

Mission
It's mission is to promote, facilitate, and guide the development and upgrading of skills and competencies of the national workforce in order to enhance competitiveness and employability.

 

Pillars

Its activities and scope of services to be provided shall be organized and managed around the following four strategic pillars;

(i) Skills Development through Vocational Training
(ii) Business Incubation (Entrepreneurship Development)
(iii) Setting Industry Standards
(iv) Regulation and Accreditation.

The philosophy behind WDA is that of a demand-led competency-based skills development. This philosophy shall ensure that all curricula that are implemented under the WDA framework arises out of the need of the employers and the curricula would have gone through thorough consultation with employers concerning the skill needs. The platform for consultation with employers will be through employer-led councils called Manpower Skills Training Council (MSTC). It is through this mechanism of employer-driven and employer consultation that we will be able to ensure that future workforce of Rwanda will have the right skills competent to perform the job that they are hired to do. To further the philosophy of demand-led skills development in Rwanda context, WDA will focus on implementing investment-driven training, entrepreneurship-driven training, productivity/service driven training and agricultural driven training. These four programmes shall ensure that participants of WDA endorsed skills development programme do not end up in the street.

 

WDA Strategic Plan and Quick-win Plan

To ensure a successful and sustainable implementation of WDA, a Strategic Plan has been established. The list of goals for the strategic plan is given below:

Strategies of WDA

  1. To establish 5 IPRCs in the five regions of Rwanda
  2. To absorb and align all TSSs and VTCs with the national TVET arrangement
  3. To develop partnership with industry
  4. To implement the accreditation of industry-based training programmes
  5. To integrate the established TQF into the National Qualifications Framework (NQF)
  6. To develop a national TVET certification system
  7. Publicity of TVET & WDA & Promotion of National Policy based Gender balance in all preceding strategies
  8. To develop and implement a structured mechanism for soliciting relevant labour market information
  9. To introduce and apply DACUM approach to TVET curriculum development
  10. To put in place qualified and competent TVET lecturers & instructors in accordane with the National Gender Policy
  11. Establish a local pedagogical and technical training system for TVET lecturers and instructors.
  12. Formation and functions of the organ of WDA in adherence with the National Gender Policy
  13. Development of HR management and operational systems that monitor & hence ensure adherence to the National Gender Policy
  14. Adequate facilitation of WDA Office Operations
  15. To establish a collaboration framework with regional and international TVET institutions
  16. To establish the WDA HQ infrastructure and facilities
  17. To establish standard training equipment list (STEL) for the new curriculum
  18. To ensure adequacy of equipment, machinery, consumable training materials and infrastructure of physical facilities for IPRCs, TSSs, VTCs in line with industrial standards in training delivery, as well as all other functions
  19. To establish training levy
  20. To establish income generating activities to supplement cost of training
  21. To establish model industrial parks
  22. To establish entrepreneurship skills training
  23. To establish infrastructure as well as funding mechanism that will enhance skills in business incubation and entrepreneurship development
  24. To develop a system for training lecturers and instructors in the use of English as a common medium for instruction