Manpower Training and Development Division

The overall purpose of this division is:

"...to attain self sufficiency in the public service manpower needs in terms of number and capabilities"

In order to achieve the above purpose, the division performs the following functions:

1. Manpower Training and Development Policy, Direction and Coordination:

   • carrying out research on training and development matters;

   • formulating long term policy and operational guidelines on public sector manpower training and development;

   • coordinating the implementation of the approved training and development policy and operational guidelines and providing leadership and professional expertise;

   • developing and maintaining sound systems, procedures and records, and liaising with ministries and departments on all aspects of manpower training and development; and

   • developing guidelines for evaluation of various public service related qualification standards and reviewing the public service manpower training and development policies, priorities and practices.

    

2. Assessment of Public Service Manpower Training and Development:

   • assessing and analysing short and long term specific public sector manpower resource needs;

   • identifying "performance gap" of serving individual or group of employees in terms of deficiencies in specific knowledge, skills, attitudes, etc. and producing analysed summaries of deficiencies in terms of type, number, sector, etc.;

   • analysing the cumulative stuff attrition data and assessing number, type, level, etc. of manpower required to recoup this loss;

   • analysing the positions presently held by expatriates and assessing nature, duration, venue, etc. of training to facilitate effective localisation; and

   • providing and maintaining up-to-date and comprehensive long, medium and short term inventory of manpower training and development needs of the public service.

    

3. Public Service Management Training and Development Capacity:

   • developing and maintaining up-to-date information on all the existing public sector training institutions in terms of types, their facilities and faculty, nature and extent of training offered, sectors served, etc.;

   • assessing the current capacity and capabilities of the existing training institutions in terms of potential available and utilised in relation to the demands foreseen;

   • developing and implementing plans and programmes to ensure optimal utilisation of the available capacity;

   • formulating plans and programmes to further develop local public sector and manpower training capacity and capabilities to cater for the medium and long-term training and development needs; and

   • generally providing leadership and coordination in developing national public sector manpower training and development capacity and capabilities.

    

4. Management of National Public Sector Training Institutions:

   • developing, introducing and maintaining guidelines on management of public sector training institutions covering aspects such as their role and scope, operational responsibilities and authority, preferences on training methods and venues, training priorities, internal management structures, criteria for performance evaluation, etc;

   • determining and advising on the extent of decentralisation of training and training institutions;

   • providing specific directions to training institutions on training needs and priorities for a given period and ensuring that these are effectively met;

   • reviewing the plans, programmes and performance of the training institutions and providing necessary guidelines and direction;

   • developing and maintaining close liaison with relevant ministries in which the sectoral training institutions are located e.g. Ministry of Education for Teacher Training Colleges, Ministry of Agriculture for Botswana College of Agriculture, Ministry of Health for Institutes of Health Sciences, etc.; and

   • providing overall direction and coordination to ensure that the training institutions plans and programmes fit into the overall public sector manpower needs and priorities, and that the training activities and management of these institutions remain effective and efficient.

    

5. Administration of Training Programmes:

   • developing and introducing sound guidelines on administration of public service training programmes covering both local and external programmes;

   • assisting ministries and departments to develop their short and immediate need training programmes based on the pre-assessed training needs (refer to training needs inventory) and the approved training guidelines;

   • monitoring and coordinating the implementation of the approved training plans and programmes submitted by training institutions and ministries.

    

6. Technical Assistance for Public Sector Manpower Training and Development:

   • identifying and defining public service training and development needs which can be met through technical assistance;

   • developing guidelines on manpower training related technical assistance matters; and

   • administering and coordinating all manpower training related technical assistance programmes, developing and maintaining up-to-date records on technical assistance related agreements and evaluates the outcome of same.

    

7. Manpower Training Development Records and Reference System:

   • developing a sound and comprehensive needs related public service training records and reference system;

   • maintaining approved training records and reference system and making them available to all authorised users for purpose of manpower planning, budgeting and deployment; and

   • periodically evaluating the effectiveness of the training records system to ensure that it remains need oriented and efficient.

    

8. Evaluating of Training Plans and Programmes:

   • developing need related system for evaluating effectiveness of training plans and programmes in terms of attainment of overall training objectives, training programme content, sequence and method, performance improvement and productivity, localisation, etc.;

   • coordinating the implementation of the approved training evaluating system; and

   • producing and disseminating information on effectiveness of training programmes for manpower planning and utilisation purposes.

    

9. Localisation of Public Service:

   • coordinating the implementation of the approved training evaluation systems;

   • monitoring progress of localisation and producing progress reports; and

   • providing secretarial service to Localisation and Training Commission.

    

10. Administering Training Funds for Continuing Students and Reviewing Training Administering Agencies

     

11. Ensuring Effective Management of the Manpower Training and Development Division

For the names of DPSM employees who are currently on study leave, please click here

The following is a list of training allowance categories for students sponsored by the directorate (DPSM) or the Department of Student Placement and Welfare (DSPW). They are divided into different regions of training:

1. Local Training Allowances
2. Africa Training Allowances
3. Other regions of the world

For a complete training documentation in the public service, click here

Manpower Training and Development Division has an establishment of 17 posts as at 30th April, 2007.

 

Contacts

Postal Address: Private Bag 0011 Gaborone Botswana

Physical Address Attorney General's Building Government Enclave Gaborone Botswana

Telephone/Fax: Telephone: +267  318 1420 Facsimile: +267  397 1803

Contact person: K. D. Motlotle; e-mail: kmotlotle@gov.bw