sanitation personnel. capacity development strategy

SANITATION PERSONNEL:

CAPACITY DEVELOPMENT STRATEGY

Final Report of the Sanitation Training And Capacity StudyMarch 2012

Prepared by: PT. Qipra G alang Kualita

Water Supply and Sanitation Policy and Action Planning (WASPOLA) Facility

Jl. Lembang No. 11A, Menteng, Jakarta Pusat, Tlp./Fax: 021-31907811/021-3915416http://[email protected]

Intentionally Left Blank

Sanitation Training and Capacity Study

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Contents

EXECUTIVE SUMMARY ..................................................................................................... 1

INTRODUCTION ............................................................................................................... 5

SCOPE OF THE REPORT ................................................................................................ 5

OVERVIEW OF THE STUDY ........................................................................................... 5

SANITATION PERSONNEL ................................................................................................ 7

CLASSIFICATIONS ......................................................................................................... 7

MAIN PERSONNEL ..................................................................................................... 10

QUANTITATIVE ASSESSMENT ........................................................................................ 13

LEVEL OF DEMAND .................................................................................................... 13

LEVEL OF SUPPLY ....................................................................................................... 16

Eligible ................................................................................................................... 17

Potential ................................................................................................................ 19

Prospective ............................................................................................................ 21

DISCUSSION ............................................................................................................... 21

Short-Term Demand and Supply ........................................................................... 21

Medium-Term Demand and Supply ...................................................................... 23

Reality Check ......................................................................................................... 23

Notes ..................................................................................................................... 24

CONCLUSION ............................................................................................................. 24

COMPETENCE ASSESSMENT .......................................................................................... 27

DEMAND FOR COMPETENCE ..................................................................................... 27

Facilitator (Policy) for Sanitation Development Planning ..................................... 28

Facilitator (Social) for Hygienic Behavior Change.................................................. 30

Facilitator (Technical) for Communal Sanitation System Implementation ........... 31

Consultant (Technical) for Wastewater System Planning ..................................... 32

CURRENT CONDITION ................................................................................................ 33

General Performance ............................................................................................ 33

Working Condition ................................................................................................. 34

Level of Competence ............................................................................................. 35

Facilitator (Policy) for Sanitation Development Planning ................................. 35

Facilitator (Social) for Hygienic Behavior Change Implementation................... 36

Facilitator (Technical) for Communal Sanitation System Implementation ....... 36

Consultant (Technical) for Wastewater System Planning ................................. 37

Gender Perspective ............................................................................................... 37

SUPPLY OF COMPETENCE .......................................................................................... 38

Education ............................................................................................................... 38

Capacity ............................................................................................................. 38

Knowledge Offered ............................................................................................ 39

Training .................................................................................................................. 41

Orientation Training .......................................................................................... 41

Regular Training ................................................................................................. 41

Providers ............................................................................................................ 42

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Networking ............................................................................................................ 43

Experiencing .......................................................................................................... 45

Recognition ........................................................................................................... 45

DISCUSSION ............................................................................................................... 46

Gaps of Competence ............................................................................................. 46

Education and Training ......................................................................................... 47

Performance.......................................................................................................... 48

Networking, Experiencing, and Recognition ......................................................... 48

Gender Perspective ............................................................................................... 48

Notes ..................................................................................................................... 49

CONCLUSION ............................................................................................................. 49

STRATEGY AND ACTION PLAN ....................................................................................... 51

Closing the Gap ......................................................................................................... 51

Shortage of Personnel ........................................................................................... 51

Competence Gap................................................................................................... 52

Strategy to Develop Sanitation Capacity .................................................................. 52

Overall ................................................................................................................... 52

Strategy 1: Improve Appeal of Sanitation Jobs ..................................................... 54

Strategy 2: Institutionalize Competence Advancement ....................................... 54

Strategy 3: Revitalize Competence Programs ....................................................... 56

Strategy 4: Stimulate Knowledge Exchange .......................................................... 56

Action Plan ................................................................................................................ 57

Immediate Activities ............................................................................................. 58

Advocate the Need to Improve Capacity of Sanitation Personnel ................... 58

Communicate Jobs in Sanitation ....................................................................... 58

Sanitation Promotional Visits to Education Institutions ................................... 59

Consensus on Job Titles in Sanitation ............................................................... 59

Create Path for Competence Advancement in Sanitation ................................ 59

Create Indonesian Network for Sanitation Personnel ...................................... 60

Follow-Up Studies ..................................................................................................... 60


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Tables

Table 1. Generic Classification of Sanitation Activities ................................................... 9

Table 2. Main Personnel in Selected Sanitation Development Activities ..................... 11

Table 3. Level of Demand of Sanitation Personnel ....................................................... 14

Table 4. Number of Sanitation Activities & Main Personnel ......................................... 15

Table 5. Number of Eligible Individuals ......................................................................... 18

Table 6. Number of Potential Individuals (Technical Personnel Only) .......................... 20

Table 7. Expected Competence for a Facilitator (Policy) for Sanitation Planning ......... 29

Table 8. Expected Competence for a Facilitator (Social) for Hygienic Behavior ........... 30

Table 9. Expected Competence for a Facilitator (Technical) for Communal Sanitation ......................................................................................................... 31

Table 10. Expected Competence for a Consultant (Technical) for Wastewater Planning ............................................................................................................ 33

Table 11. Environmental Engineering Programs in Indonesia ...................................... 39

Table 12. Sufficiency of Environmental Engineering Curriculum .................................. 40

Table 13. Orientation Training Programs ...................................................................... 42

Table 14. Strategy to Develop Capacity of Sanitation Personnel .................................. 53

Table 15. Activities to Improve Appeal of Sanitation Jobs and Opportunities .............. 54

Table 16. Activities to Institutionalize Competence Advancement .............................. 55

Table 17. Activities to Revitalize Competence Programs .............................................. 56

Table 18. Activities to Stimulate Knowledge Exchange ................................................. 57

Table 19. Short-Term Action Plan .................................................................................. 57

Table 20. Action Plan – Advocate the Need to Improve Capacity of Sanitation Personnel .......................................................................................................... 58

Table 21. Action Plan – Communicate Jobs in Sanitation ............................................. 58

Table 22. Action Plan – Sanitation Promotional Visits to Education Institutions .......... 59

Table 23. Action Plan – Consensus on Job Titles in Sanitation ...................................... 59

Table 24. Action Plan – Create Path for Competence Advancement in Sanitation ...... 59

Table 25. Action Plan – Create Indonesian Network for Sanitation Personnel ............. 60

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Attachments

1. Job Titles in Selected Sanitation Activities.

2. Roadmap of PPSP Program (2010 – 2014).

3. Projection of the Next PPSP Program (2015 – 2019).

4. Level of Demand for Sanitation Personnel.

5. Level of Supply of Sanitation Personnel.

6. List of Core Competencies: Facilitator (Policy) for Sanitation Development Planning.

7. List of Core Competencies: Facilitator (Social) for Hygienic Behavior Change.

8. List of Core Competencies: Facilitator (Technical) for Communal Sanitation Implementation.

9. List of Core Competencies: Consultant (Technical) for Wastewater System Planning.

10. List of Universities with Environmental Engineering.

11. References.


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Abbreviations

AMPL : Air Minum dan Penyehatan Lingkungan

BAPELKES : Badan Pelatihan Kesehatan

BAPPENAS : Badan Perencanaan dan Pembangunan Nasional

BORDA : Bremen Overseas Research & Development Association

BTAMS : Balai Teknik Air Minum dan Sanitasi Wilayah

CLTS : Community-Led Total Sanitation

CSS : City Sanitation Strategy

CWSHP : Community Water Services and Health Project

DAK : Dana Anggaran Khusus

DEWATS : Decentralized Wastewater Treatment Systems

EHRA : Environmental Health Risk Assessments

EHS : Environmental, Health, and Safety

EPCM : Environmental Pollution Control Manager

FORKALIM : Forum Komunikasi Pengelola Air Limbah Permukiman

GoI : Government of Indonesia

HAKLI : Himpunan Ahli Kesehatan Lingkungan Indonesia

IATPI : Ikatan Ahli Teknik Penyehatan dan Teknik Lingkungan Indonesia

INDII : Indonesia Infrastructure Initiative

INTAKINDO : Ikatan Tenaga Ahli Konsultan Indonesia

IPB : Institut Pertanian Bogor

ITB : Institut Teknik Bandung

KMP : Konsultan Manajemen Provinsi

LPJK : Lembaga Pengembangan Jasa Konstruksi

MPPS : Memorandum Program of Sanitation Sector

NGO : Non-Governmental Organization

PAMSIMAS : Penyediaan Air Minum dan Sanitasi Berbasis Masyarakat

PERPAMSI : Persatuan PDAM Seluruh Indonesia

PMSS : Program Memorandum Sektor Sanitasi

Pokja AMPL : Kelompok Kerja Air Minum dan Penyehatan Lingkungan

PPSP : Percepatan Pembangunan Sanitasi Permukiman

PUSARPEDAL : Pusat Sarana Pengendalian Dampak Lingkungan

PUSBINKPK : Pusat Pembinaan Kompetensi dan Pelatihan Konstruksi

PUSTEKLIM : Pusat Pengembangan Teknologi Tepat Guna Pengolahan Limbah Cair

RDS : Real Demand Survey

RPA : Rapid Participatory Appraisal

RPJMN : Rencana Pembangunan Jangka Menengah Nasional

SANIMAS : Sanitasi Berbasis Masyarakat

SKKNI : Standar Kompetensi Kerja Nasional Indonesia

SLBM : Sanitasi Lingkungan Berbasis Masyarakat

SSK : Strategi Sanitasi Kota

STBM : Sanitasi Total Berbasis Masyarakat

STFL : Senior - Tenaga Fasilitator Lapangan

TFL : Tenaga Fasilitator Lapangan

TOT : Training Of Trainers

WASPOLA : Water Supply and Sanitation Policy Formulation and Action Planning

WSLIC : Water Supply and Sanitation for Low Income Communities

WSP : Water and Sanitation Program

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Acknowledgements

The team would like to acknowledge guidance and inputs from the Water and Sanitation Programme - East Asia and the Pacific (Ms. Almud Weitz, Ms. Isabel Blackett, Mr. Martin Albrecht, Mr. Chris Trethewey), as well as the WASPOLA Facility (Mr. Gary Swisher).

The team also received invaluable direction and contributions from officials in BAPPENAS, especially Mr. Nugroho Tri Utomo, Ms. Maraita Listyasari and Mr. R. Laisa Wahanudin, as well as officials from Ministry of Public Works, especially Mr. Syukrul Amin, Mr. Handy B. Legowo, and Ms. Rina Agustin Indriani.

In addition, more than a hundred people spent their valuable time to share insights and experiences, and provide information, and/or filled out the web-based survey. The team is indebted to all resource persons -- from government agencies, non-governmental organizations, professional association, universities, consulting firms and donor-funded programs -- who contributed to this challenging task.

Team members: Rudy Yuwono, Isna Marifa and Laksmi Wardhani (PT. Qipra Galang Kualita).


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EXECUTIVE SUMMARY

A capacity development strategy was developed to close the gap of numbers and

competence among personnel in the sanitation sector in Indonesia. The overarching

vision that guides the strategy is that all parties collaborate to ensure that sanitation

personnel are available in sufficient numbers and with appropriate competence. The

vision is achievable if the following four strategies are implemented, i.e. (1) improve

appeal of sanitation jobs, (2) institutionalize competence advancement schemes, (3)

revitalize competence development programs, and (4) stimulate knowledge exchange

among stakeholders. The strategies are further defined as actions to be taken.

The first strategy, improve appeal of sanitation jobs, would address the pressing need

to enhance sanitation job profiles, to adjust compensation package in the sector, and

to communicate the high level of demand for sanitation personnel. To implement the

strategy, actions to be taken involve upward adjustment of compensation and

benefits, promoting sanitation jobs to professional associations, to universities and

training institutions, to the public, as well as communicating the need to improve

capacity in the sanitation sector to decision makers in government institutions,

development programs, donor agencies, and private firms.

The second strategy, institutionalize a competence advancement scheme, would

create a formal framework that guides competence development among sanitation

personnel. The most immediate action is to reach consensus among key stakeholders

on job titles in the sanitation sector. This is followed by creation of competence

advancement options and development of competency standards for key personnel.

Finally, institutionalization of the certification mechanism would involve commitment

and decision from government agencies and professional associations.

The third strategy, revitalize competence development programs for sanitation,

complements the second strategy. Once the competency standards are developed

and agreed, training and educational programs can be strengthened by way of

producing new materials as well as introducing new innovations, such as internship

and mentoring programs. Training and education institutions’ engagement is

necessary, and it is fully expected once the demand for sanitation personnel (in

numbers and competence) is communicated and discussed with them.

The fourth strategy, stimulate knowledge exchange among stakeholders, is aimed at

enhancing the volume and quality of knowledge sharing in line with competence

development needs of each category of sanitation personnel. The most immediate

action is to create an Indonesian network of sanitation personnel and strengthening

existing knowledge management systems in the sector.

The capacity development strategy addresses the competence of individuals and the

quantity of individuals in the sector. However, the study recognizes that many other

factors affect whether sanitation can become an attractive sector to build one’s

career. Two additional recommendations are proposed to complement the four

strategies above. The first is to revise policies governing the sanitation sector as a

whole, with the aim to modernize the sector and engage private sector, which is

expected to create a more professional atmosphere. The second is to revamp the

Executive Summary

2

sector’s image, accordingly, and aim to reintroduce a technologically-appealing sector

with modern career opportunities.

The sanitation capacity development strategy was developed from findings of a gap

analysis conducted over a period of six-months. The study focused only on

professionals (covering consultants, facilitators, and operators), and used the PPSP

(Accelerated Sanitation Development) program as a basis to estimate the number of

activities planned and, subsequently, the number of personnel needed.

The main findings of the study from the quantitative side are:

Major gaps are found between the demand and supply of facilitators for

communal system (SANIMAS) and for hygienic behavior (STBM), both in the short-

term and in the medium-term (next five-year development plan cycle);

Short-term gaps can be filled by tapping potential individuals who already have

the right qualification for both job titles. Environmental/sanitary engineers

holding competence certification and new graduates from environmental

engineering schools are sufficient to close the gap for all technical SANIMAS

facilitators.

In the medium-term, shortage of personnel will also emerge for operators to run

and maintain the sanitation facilities across the country.

In the future, graduates from environmental engineering programs are expected

to fill the demand for technical personnel. Yet, the reality is that environmental

engineering does not attract large number of university students. And graduates

are more interested in seeking employment in the vibrant industrial sectors

(including mining, oil/gas or environmental management), rather than sanitation

sector.

The number of students is far smaller than the intake capacity of most

universities. The potential for growth of the student body still exists.

To attract new graduates, the image of the sector and technological vision must

be made more modern, more fitting of youth aspirations in the twenty-first

century. Furthermore, job opportunities in this sector should be better

disseminated.

In terms of competence, the study identifies the following gaps:

Minor shortcomings in knowledge, skills, and attitude among sanitation personnel

relate to:

o Basic understanding of sanitation technologies among non-technical

facilitators for SANIMAS and city sanitation planning.

o Current policies and approaches on sanitation development among technical

consultants.

o Proper procedure to operate wastewater, solid waste, and drainage facilities

among the respective operators.

o Writing and communication skills.

o Poor work habits (such as attendance, compliance with deadlines).

There may be a discrepancy of understanding on required competence between

sanitation personnel and key stakeholders (employers/managers). A mutually

agreed competence criteria can reduce this understanding gap. Using the


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competence criteria, competence assessment of the sanitation personnel will

produce more objective results.

Competence is only one of many factors that influence a person’s work

performance. A competent person will not be able to perform well in his/her

position if the working conditions are not conducive to good performance. Among

the working conditions that are often lacking in sanitation are the availability and

adequacy of equipment and materials, funds and timeframe, other personnel, and

data.

There is a vacuum in competence development for sanitation professionals. Only

limited training courses (and training providers) on sanitation subjects are

available. Moreover, existing suite of training courses are not designed in a

comprehensive way – one which allows a person to plan a phased training

program to fit their professional interests. Sequenced training courses (e.g. basic,

intermediate, advanced) are not found anywhere.

The existing sanitation-related professional certification systems require

certificate holders to continually improve his/her competence. However, this

requirement has not been followed by a concerted effort to encourage certificate

holders to improve their competence, say by participating in a structured training

program. A link between certification program and training programs would

create a demand for specific training courses, and would motivate training

institutions to develop new training modules, cooperate with international

training institutions (or sanitation institutions), and offer new courses to the

public.

There are a number of professional associations where sanitation personnel can

build and expand their network. However, their roles are not being optimized.

Their involvement in sanitation sector is still incidental, and not designed to

support current sanitation capacity development.

An action plan is prepared for the 2012-2014 period. Some activities are

recommended for initiation immediately, i.e. in the second quarter of 2012, due to

their urgency. These include: a) Advocate the Need to Improve Capacity of Sanitation

Personnel; b) Communicate Jobs in Sanitation; c) Sanitation Promotional Visits to

Education Institutions; d) Consensus on Job Titles in Sanitation; e) Create Path for

Competence Advancement in Sanitation; f) Create Indonesian Network for Sanitation

Personnel.

Some of the actions above can directly build upon the products created and left

behind by this study, namely:

A concept to define job titles in sanitation sector (relates to six sanitation

development activities);

A list of 20 types of key personnel in sanitation sector, and their required

educational background and level of experience;

Definition of required competence for four sanitation job titles. This would be

used as basis to develop competency requirements for other sanitation job titles.

Web-based sanitation professional network, which can be used as means to

conduct surveys and develop database of personnel;

An analytical framework for sanitation capacity assessment that can be used for

further studies covering different types of personnel.

Executive Summary

4

In addition, the study identifies a few follow-up assessments that may be warranted.

The first could assess whether changes in the deployment strategies of sanitation

personnel would reduce the level of demand for personnel, especially to support the

community-based and hygienic behavior programs. Another area that might be

studies is the capacity of local government officials (with decision authority in

sanitation) and the capacity of personnel involved in the operation of sanitation

facilities.

This study should be treated as the beginning of a journey to address the issue of

capacity in the sanitation sector. The journey may be long and, in some cases,

exploratory in nature; however, what is clear is that there are already many

stakeholders with common concern and aspirations. The key to a successful journey is

ensuring good collaboration and communication among all relevant parties, and

consensus on the future direction of the sanitation sector.


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INTRODUCTION

In November 2009, the Government of Indonesia (GoI) launched a high-profile Percepatan Pembangunan Sanitasi Permukiman (PPSP) program. The PPSP cites a substantial scaling up of investments in both urban and rural sanitation over the next 5 years. The RPJMN for 2010-2014 includes investments of IDR 15 trillion (USD 1.6 billion), more than seven times the amount allocated in the previous RPMJN.

The augmented government focus and funding for sanitation, has dramatically increased the demand for a wide range of staff, consultants and facilitators with skills ranging from community development and sanitation marketing to sanitary engineering and project management. The Ministry of Public Works, BAPPENAS, and consulting firms have recently remarked that they are finding it difficult to find individuals with appropriate experience and qualifications.

Anticipating a demand surge for sanitation personnel, GoI plans to prepare a strategy to fill the gap between demand and supply. The Water and Sanitation Program (WSP), through the WASPOLA facility, is supporting the Government to develop such strategy through the Sanitation Training and Capacity Study.

PT. Qipra Galang Kualita was awarded a contract by WSP to conduct the Study. The Kick-Off Meeting was held on July 19, 2011, and this report is the Final Report which presents the findings, conclusions and recommendations from the study.

SCOPE OF THE REPORT

This report presents information used in the analysis, and findings obtained from the analysis. Following the Introduction, this report contains four other chapters, namely:

Sanitation Personnel:introduces a definition and classification of sanitation personnel, in order to ensure systematic analysis and common understanding among readers. It also defines key personnel types which are assessed in greater depth.

Quantitative Assessment: presents the key findings of the quantitative assessment of sanitation personnel, from the demand and supply perspectives. A discussion is also presented which highlights where major shortages are likely to be found.

Competence Assessment: presents the key findings of the qualitative assessment. This includes discussion on the competence expected of sanitation personnel, and the types of competence programs available. It also discusses other factors that build competence and that affect performance of personnel.

Strategy and Action Plan: presents the strategy to improve capacity of sanitation human resources in Indonesia, as well as the short-term action plan and details of immediate activities. Suggestion for follow-up studies are presented in the end of this chapter.

OVERVIEW OF THE STUDY

The objective of the Sanitation Training and Capacity Study, or the Study, is:

Developing a human resource capacity development strategy (or plan) to meet the demand for qualified and competent sanitation personnel to support Indonesia’s short-term and medium-term sanitation development activities.

The final output is a Sanitation Human Resource Capacity Development Strategy, which will be usedby GoI, particularly BAPPENAS, in planning and creating capacity-

Introduction

6

building activities with the involvement of various stakeholders. The ultimate aim is to ensure that availability of human resources does not become an impediment to achieving the sanitation development targets already set by the Government.

The Study was divided into four stages as follows:

The first stage, the Demand Assessment, assessed the future demand of sanitation personnel with appropriate competences needed to support the scaling up of sanitation investments. The Assessment defined the types of sanitation personnel studied and estimates the number for short- and medium-term demand. For four priority sanitation personnel, lists of required competencieswere developed: a) job (occupational) functions, b) core competencies, and c) need-to-know criteria.

The second stage, the Supply Assessment, reviewed competencies developed through existing education (undergraduate) and training programs. Assessment was done only for the priority personnel identified in the Demand Assessment. Curriculum and syllabus of education and training programs were reviewed to determine which knowledge and skills are in fact lacking. Effort was made to estimate the quantitative side of supply, namely the number of individuals from each category with potential to fill the demand. Assessment was done also of existing professional network and associations, and other parties which contribute to the development of competence. A web-based survey was used to understand the profile and competence of active individuals from the four priority personnel types.

The third stage, Gap Analysis, compared the results of the Demand Assessment with that of the Supply Assessment. Gaps identified include: adequacy and availability of sanitation personnel, expected and actual competence, gaps in training provisions, as well as observations on underlying factors that affect the interest in working in the sanitation sector.

The fourth stage, Capacity Development Strategy, was developed based on results of the gap analysis. The plan includes a short-term strategy to improve the numbers and competence of the prioritized sanitation personnel, and a medium-term to overall enhance and maintain competence for the same group. The final report presents recommendations on further study and analysis to broaden the scope of analysis.

NOTE

The broad coverage and the short timeframe of the study made it necessary to develop and utilize many assumptions, especially for the quantitative assessments. Furthermore, some extrapolation was necessary to extend survey results with a small sample size. Findings were reconfirmed against comments from various resource-persons. This study should be considered a beginning of, rather than an end to, a complex and potentially long-term dialog on capacity in the sanitation sector.


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SANITATION PERSONNEL

The Study assesses the capacity of sanitation personnel. A definition and classification of

sanitation personnel are introduced, in order to ensure systematic analysis and common

understanding among readers. Not all types of sanitation personnel were studied with the

same intensity. Therefore, the Study also identifies key personnel types which are assessed in

greater depth.

CLASSIFICATIONS

101. Sanitation personnel are defined as any individual involved in sanitation activities, which may comprise of any sanitation sub-sector (liquid waste management, solid waste management, drainage), any activity cycle (planning, design, implementation, construction, operation and maintenance, monitoring and evaluation), and any proficiency level (advanced, intermediate, basic). The term covers individuals working as civil servants, professionals1, academics, and volunteers. The Study will focus more on professionals, rather than the other three.

102. Types of sanitation personnel are clearly specified to allow a systematic and focused assessment2, and later to generate a sound strategy and an implementable action plan. Generic nomenclature of job titles is created for each type of sanitation personnel3. Three attributes are used in each job title, i.e.

(Role) + (Field) + (Scope) Note:

- Role: Role to be performed by an individual in an activity includes one of the following: facilitator, consultant, operator, supervisor, etc.

- Field: Field of expertise that an individual contributes to. The attribute uses

1 Professionals may refer to individuals who possess specific skills or knowledge to undertake a specialized

set of tasks and who receives compensation for his/her services. He/she may work in consulting firm, construction firm, non-governmental organization, training agency, research agency, and others. 2 Discussions with stakeholders and review of literature led to an impression that the term ‘sanitation

personnel’ can be interpreted very broadly. It may include individuals involved in the technical aspects of sanitation development, individuals assisting governments with regulatory or policy work, to villagers who volunteer to organize and educate their peers. It became clear that in order to produce meaningful information and recommendations, it was important for this study to define precisely the ‘sanitation personnel’ that it addresses and analyzes. 3 There are many ways to specify types of sanitation personnel. Nomenclature used seems to vary from

one activity to another, or from one organization to another. For example, some activities use the general term of sanitary engineer, while others call it more specifically as wastewater engineer, solid waste engineer, or drainage engineer.

Sanitation Personnel

8

terminology closely related to educational background, e.g. policy, regulation, technical, institutional, financial, management, urban planning, communication, administration, social, public health, and development.

- Scope: Scope of the activity that an individual is involved in. The attribute uses terminology related to phases or components of the activity, e.g. sanitation awareness raising, sanitation development planning, communal system implementation, wastewater system planning, solid waste planning, drainage system planning, final disposal site operation, improvement of hygienic behavior implementation, sludge treatment facility construction, and sewerage system operation.

Some examples are facilitator (social) for communal system implementation, consultant (urban planning) for wastewater system planning, and operator (technical) for wastewater treatment plant operation.

103. A total of 90 types of sanitation personnel are identified from fifteen selected sanitation activities4. Prior to that, a genericclassification of activities is developed to allow systematic identification of types of sanitation personnel involved in each sanitation activity (see the diagram and Table 1).

Generic Classifications of Sanitation Development Activities. This Study acknowledges 9 classes of activities. The classification is a modification of PPSP program sequence, for example, PPSP’s implementation phase is modified into six more-detailed classes of activities. It should be realized that the implementation phase requires the largest number of sanitation personnel compared to the other five PPSP’s phases.

It should be noted that asanitation activity may cover a wide range of aspects, including technical (infrastructure), institutional, regulatory, policy, financial, social,

4The fifteen sanitation activities are assumed as priorities in the current PPSP program cycle and the

following years. At least until 2014, most PPSP program interventions are focused at completing City Sanitation Strategy documents, preparing Program Memorandum of Sanitation Sector, and preparing plans and design for various sanitation services. In addition, a large number of communal sanitation facilities will be made for urban slum areas through SANIMAS scheme; while for rural communities, the focus is implementing the STBM approach in villages. More attention on operation and maintenance of sanitation facilities will be given in the next PPSP program cycle (2015 – 2019).


9

business, as well as communications. Therefore, it is common for a sanitation activity to require a unique set of sanitation personnel. The team composition will be determined by the specific objectives of the activity, scale of activity, and the deployment strategy (or organizational structure) of the program implementers. Full composition of personnel involved in each selected sanitation activity can be found in Attachment 1.

Table 1. Generic Classification of Sanitation Activities

Classification of Activities

Description Activities Covered in the Study Types of

personnel

1. Improvement of enabling environment

Activities to improve the readiness of a city/ district, i.e. to a) awareness and commitment of stakeholders, and b) regulatory and institutional framework.

- -

2. Preparation of strategy and implementation plan

Activities which formulate a strategic plan for sanitation development and its implementation plan. Usually conducted by a local working group, and supported by various parties.

1 Preparation of City Sanitation Strategy

5

3

2 Preparation of Program Memorandum of Sanitation Sector

6

1

3. Implementation of hygienic behavior improvement

Activities which empower village communities to adopt healthier and more hygienic behavior, as defined in Sanitasi Total Berbasis Masyarakat (STBM) concept.

3 Implementation of STBM Program

7

1

4. Implementation of communal sanitation system

Activities to empower communities in high-density settlements, usually in urban slums, in developing communal sanitation system.

4 Implementation of SANIMAS Program

8

2

5. Development of domestic wastewater services

Activities aiming at developing system to manage domestic wastewater. Activities may include planning, design, and implementation

9of the system

5 Completion of master plan for wastewater services

10

11

6 Engineering design of sewerage system

9

5 The City Sanitation Strategy (CSS) is a medium-term strategic plan developed to steer sanitation

development activities in a particular city/district. The CSS, locally known as Strategi Sanitasi Kota (SSK), is expected to help create synergy between sanitation development activities and development activities in other sectors. A CSS is generally developed by a water and sanitation working group (often known by its Indonesian acronym Pokja AMPL or Kelompok Kerja Air Minum dan Penyehatan Lingkungan)established by the local government, with members consisting of representatives from relevant agencies concerned with water and sanitation development. The PPSP requires cities/districts interested in participating to have a CSS. 6 Program Memorandum of Sanitation Sector is a document that contains commitment and plans from

various parties to implement sanitation programs and activities that have been outlined in the CSS. The memorandum describes funding strategy of each program and activity, whether it comes from central government, provincial, district / city governments, foreign aids, private sector, or public. 7 The STBM Program uses an approach that focuses on behavior change based on a community’s own

initiative and decision process. Communities are triggered to make changes in their daily practices, and adopting the five pillars of STBM, i.e. 1) stop open-defecation, 2) wash hands with soap, 3) safeguarding household water supply, 4) wastewater management, and 5) solid waste management. This program has been launched as a national strategy for sanitation development by the Ministry of Health. In the other hand, CLTS (community-led total sanitation) is basically an approach to change sanitation behavior of community by triggering them to stop practicing open defecation (similar to first STBM pillar). 8 SANIMAS (Sanitasi Berbasis Masyarakat) Program aims to improve the environmental quality of urban

slum areas, through introduction of a community-based wastewater management system. The SANIMAS program has been made into a national program by the Ministry of Public Works. Facilities built under SANIMAS program may include shared sanitation facility (toilet), small- scale sewer system, and communal wastewater treatment facility. Another term often used to refer to efforts to promote community-based wastewater management service is SLBM (Sanitasi Lingkungan Berbasis Masyarakat). 9 Planning is the stage where general plans or master plans for sanitation services are prepared (based on

a strategic plan for sanitation development). Design is the stage where detailed design of a sanitation.


10

Classification of Activities

Description Activities Covered in the Study Types of

personnel

(service). 7 Engineering design of sludge treatment facility

7

6. Development of solid waste services

Activities aiming at developing a city-scale system to handle solid waste, which may consist of collection, transportation, recycling, composting, incineration, and final disposal. Activities may include planning, design, and implementation of the system (service).

8 Completion of master plan for solid waste services

12

9 Engineering design of final disposal facility

11

7. Development of drainage services

Activities aiming at developing a city-scale system to handle storm-water in an urban area. Such system may consist of catchment, retention, infiltration, conveyance, pumping, and discharge. Activities may include planning, design, and implementation of the system (service).

10 Completion of master plan for drainage services

11

11 Engineering design of drainage system

8

8. Operation and maintenance of sanitation services

Activities to ensure a sustainable operation and maintenance of various types of sanitation services, whether it is by government (or government-owned authority), by private companies or community groups.

12 Operation of sewer system

4

13 Operation of sewage treatment plant

4

14 Operation of sludge treatment facility

4

15 Operation of final disposal facility

4

9. Monitoring and evaluation

Activities to gather feedback information to adjust future sanitation development activities.

- - -

104. A sanitation activity may cover a wide range of aspects, including technical (infrastructure), institutional, regulatory, policy, financial, social, business, as well as communications. Therefore, it is common for a sanitation activity to require a unique set of sanitation personnel. The team composition will be determined by the specific objectives of the activity, scale of activity, and the deployment strategy (or organizational structure) of the program implementers. Full composition of personnel involved in each selected activity can be found in Attachment1.

MAIN PERSONNEL

105. Some team members are considered central to the implementation of an activity. These individuals may have competence that is indispensable to reach the activity’s objectives, or hold a crucial coordinating role for the activity, may have the longest assignment, and/or consolidates the work of other team members. Such individuals are called, in the Study, as Main Personnel. In the 15 selected sanitation activities, there are 20 job titles associated with main personnel; 13 of which require

facility is prepared. Detailed designs are developed based on direction set in the master plans. Implementation is the stage where the sanitation development plans are realized, including construction and commissioning of physical facilities, preparation of management organization (units). 10

Wastewater system, as it is described in the Ministerial Decree of Public Works no. 16/2008, should include areas of (1) technology interventions, (2) community participation, (3) legal and regulatory development, (4) institutional and capacity development, and (v) financing mechanisms. Therefore, a master plan of wastewater services at least should cover those five areas.


11

an environmental/sanitary engineering11 background. The following table presents the main personnel in the selected sanitation activities, along with the required educational background and level of experiencewhich classified into entry-level (straight out of tertiary education), junior (1 – 5 years of experience), mid-level (5 – 10 years of experience), senior (over 10 years of experience).

Table 2.Main Personnel in Selected Sanitation Development Activities

Main Personnel in Sanitation Activities Ri,i Required Education

Background Level of

Experience

1. Preparation of City Sanitation Strategy12

Facilitator (Policy) for Sanitation Development Planning

1 S-1 in urban planning, public health, public administration, engineering.

Mid-level

Facilitator (Technical) for Sanitation Development Planning

1 S-1 in environmental/sanitary engineering, civil engineering.

Mid-level

2. Preparation of Program Memorandum of Sanitation Sector13


0.1 S-1 in urban planning, public health, public administration, engineering.

Mid-level

3. Implementation of the STBM program14

Facilitator (Social) for Community Hygienic Behavior Change

1 S-1 in social sciences, public health.

Mid-level

4. Implementation of SANIMAS Program15

Facilitator (Social) for Communal Sanitation System Implementation

1 D-3 in social sciences, public health.

Entry-level

Facilitator (Technical) for Communal Sanitation System Implementation

1 D-3 in environmental/sanitary engineering, civil engineering.

Entry-level

5. Completion of master plan for wastewater services16

Consultant (Technical) for Wastewater System Planning


Senior

6. Engineering design of sewerage system17

11

Sanitary engineering is an engineering field aiming to improve sanitation condition of human communities and prevent disease, mostly by assuring a supply of clean water, removing wastes (liquid and solid) from inhabited areas. Later this engineering field was expanded to cover larger environmental issues, including those of industrial sectors. Therefore, the term sanitary engineering is rarely used these days and most universities use the term environmental engineering. 12

The CSS preparation involves assignment of two facilitators to work with the city/district’s Pokja AMPL to prepare the CSS. One facilitator serves as coordinator, and is expected to have a good knowledge of PPSP process, has experience with strategic-level work, and experience in water and sanitation planning. The second facilitator is expected to have a stronger technical background related to planning and development of sanitation infrastructure. 13

The preparation of program memorandum requires one facilitator to work with the city/district’s Pokja AMPL. The facilitator is expected to have a good knowledge of development planning process, and experience in water and sanitation planning. 14

Implementation of STBM program involves a number of village facilitators (Tenaga Fasilitator Desa) which are recruited from among the village community. The village facilitators receive support from a senior facilitator, commonly called Sub-District Level Facilitator (Fasilitator Kecamatan). The Study refers the senior facilitator as Facilitator (Social) for Hygienic Behavior Change. 15

Implementation of SANIMAS program requires a community-level facilitation team to organize, mobilize, empower, and advise the community. The standard team composition consists of two community-level field facilitators (Tenaga Fasilitator Lapangan, TFL), i.e. social facilitator and technical facilitator. Both are involved since the awareness raising stage until the commissioning stages of the facility. BORDA (Bremen Overseas Research & Development Association), which is a major executor of the SANIMAS program, has slightly modified this arrangement. In BORDA-supported areas, only one TFL (social) is assigned to the target community. He/she receives support and guidance from a Senior TFL (STFL) who covers five locations at once. 16

The completion of master plan of sanitation services (wastewater, solid waste, drainage) involves a team of consultants with sound planning and technical knowledge and experience in the various aspects of sanitation services system. A typical team includes personnel with expertise in system planning, engineering, financial analysis and planning, socio-economics, institution development, legal/regulatory matters. One of the team members, usually the senior technical expert, serves as a team leader. 17

Engineering design of sanitation facilities (sewer network, sewage treatment plant, sludge treatment facility, final disposal site, drainage system) involve a team of consultants with sound technical knowledge


12

Main Personnel in Sanitation Activities Ri,i Required Education

Background Level of

Experience

Consultant (Technical) for Sewerage Engineering Design

18


Senior

7. Engineering design of sludge treatment facility

Consultant (Technical) for Sludge Treatment Engineering Design

1 S-1 in environmental/sanitary engineering

Senior

8. Completion of master plan for solid waste services

Consultant (Technical) for Solid Waste System Planning

1 S-2 in environmental/sanitary engineering.

Senior

9. Engineering design of final disposal facility

Consultant (Technical) for Sanitary Landfill Engineering Design

1 S-1 in environmental/sanitary engineering.

Senior

10. Completion of master plan for drainage services

Consultant (Technical) for Drainage System Planning


Senior

11. Engineering design of drainage system

Consultant (Technical) for Drainage Engineering Design


Senior

12. Operation of sewer system19

Operator (Technical) for Sewer Operation 3 S-1 in environmental/sanitary eng., mechanical eng.

Mid-level

Operator (Management) for Sewer Operation

1 D-3 in management, or administration.

Mid-level

13. Operation of sewage treatment plant

Operator (Technical) for Sewage Treatment Operation

3 S-1 in environmental/sanitary eng., mechanical eng.

Mid-level

Operator (Management) for Sewage Treatment Operation


Mid-level

14. Operation of sludge treatment facility

Operator (Technical) for Sludge Treatment Operation

3 S-1 in environmental/sanitary eng., mechanical eng

Mid-level

Operator (Management) for Sludge Treatment Operation


Mid-level

15. Operation of final disposal facility

Operator (Technical) for Sanitary Landfill Operation

4 S-1 in environmental/sanitary eng., mechanical eng.

Mid-level

Operator (Management) for Sanitary Landfill Operation


Mid-level

Note: Ri,i= Involvement ratio, or ratio of the number of individual(s) involved in an activity per location. For a type of sanitation personnel, some activities require one personnel per location while some require one personnel for more than one location.

and experience in designing the facilities as well as the operational plans. A typical team includes personnel with expertise in technical aspect of each facility, civil works, mechanical works, electrical works, project management, financial, and environmental management. One of the team members, usually the senior engineer related to the type of facility, serves as a team leader. 18

A sewerage system may consist of sewer network and sewage treatment plant(s). The design of each requires individual with specific expertise. 19

The activity involves a team of operators, ranging from management level to field workers. Their duties include operating and maintaining all sewer facilities which may include pumping stations.


13

QUANTITATIVE ASSESSMENT The Study assesses the level of demand and supply of sanitation personnel associated with 15

activities. The demand is estimated from the projected number of activities. While the supply is

estimated from known groups who can immediately be involved or be prepared for sanitation

activities. Shortages of personnel in the short- and medium-terms are discussed.

LEVEL OF DEMAND

201. The level of demand indicates the number of individuals required to fill job opportunities in the 15 selected sanitation activities (see Table 1), for short-term (2012 – 2014) and medium-term (2015 – 2019). It should be noted that the number of jobs opportunities may not be the same with the number of individuals required. There is a big chance that an individual is involved in an activity for more than one period, therefore he/she will fill more than one job opportunity.

202. The number of job opportunities for a particular job title is estimated by factoring the frequency of activity (requiring a particular job title) and the number of individuals needed in an activity. Frequencies of activities are projected using the following basis:

Short-term: Based on the current PPSP program roadmap (see Attachment 2) and other targets mentioned in the national mid-term development plan. It is targeted that by end of 2014, 340 cities/districts complete their CSS, 240 cities/districts complete their Program Memorandum by end of 2014, and 240 cities/districts initiate the implementation phase. SANIMAS programs will be implemented in 2,000 areas per year.

Medium-term: Based on preliminary projections of the next PPSP program cycle (see Attachment 3)20. It is assumed that 500 cities/districts in Indonesia will complete their CSS by end of 2017, complete their Program Memorandum by end of 2018, and initiate the implementation phase by end of 2019. STBM and SANIMAS programs will continue into the next development cycle with the same rate of implementation.

The number of individuals required to fill sanitation jobs, or the quantitative demand of sanitation personnel, is a function of the number of job opportunities and a continuity factor, i.e. the proportion of individuals expected to continue working in the same job in the subsequent period.

20

No official data is available for targets beyond 2014.

Quantitative Assessment

14

203. Sanitation development in Indonesia will need sanitation personnel of more than 15,000 individuals in the short-term) and and addition of 18,000 individuals in the medium-term). For the main personnel, it will need almost 11,000 individuals in the short-term and an addition of 12,400 in the medium-term. Most of them are facilitators (for the preparation of CSS, STBM implementation, and SANIMAS implementation). A significant number of individuals with environmental/ sanitary engineering background will be needed. The estimates also show that more than 60% of the individuals will be those with entry-level and junior experience (see Table 3 for summary of the estimates and Attachment 4 for the complete estimates).

Table 3.Level of Demand of Sanitation Personnel

Category Short Term Medium-Term

Amount % Amount %

Total All Personnel 15,140 18,290

Main Personnel 10,845 72 12,400 68

Role All Personnel

Facilitator 9,780 65 9,950 54

Consultant 4,310 28 5,140 28

Operator 1,050 7 3,200 17

Main Personnel

Facilitator 9,710 89 9,890 80

Consultant 500 5 590 5

Operator 630 6 1,920 15

Field / Education

All Personnel

Technical21

5,240 35 6,190 34

Facilitator 3,950 26 3,960 22


Operator 420 3 1,280 7

Non-Technical 9,900 65 12,100 66

Main Personnel

Technical 4,870 45 5,830 47

Facilitator 3,950 36 3,960 32


Operator 420 4 1,289 10

Non-Technical 5,975 55 6,570 55

Experience All Personnel

Senior 500 3 590 3

Mid-Level 5,020 33 7,175 39

Junior 5,870 39 6,780 37

Entry-Level 3,750 25 3,750 21

Main Personnel

Senior 500 5 590 5

Mid-Level 1,145 11 2,560 21

Junior 5,450 50 5,500 44

Entry-Level 3,750 35 3,750 30

Note: Percentages of categories under the all personnel are proportional to the total number of all personnel. While, percentages of categories under the main personnel are proportional to the total number of main personnel.

The following table presents a more detail estimates of the demand for main personnel.

21

Technical personnel, in this Study, represent those with knowledge considered central to the main subjects of the activity, e.g. wastewater management, solid waste management, and drainage. Such knowledge are usually possessed by individuals with environmental/ sanitary engineering background.


15

Table 4.Number of Sanitation Activities &Main Personnel

Activity

Number of Activities Main Personnel22

Number of Job Opportunities

Number of Individuals Required

Short-Term

Medium-Term

Short-Term

Medium-Term

Fc,i Short-Term

Medium-Term

1 Preparation of City Sanitation Strategies

210 500 Facilitator (Policy) for Sanitation Planning

270 715 0.7 210 275

Facilitator (Technical) for Sanitation Planning

290 665 0.7 200 210

2 Preparation of PMSS

190 550 Facilitator (Policy) for Sanitation Planning

190 550 0.7 110 160

3 Implementation of STBM program

20,000 35,000 Facilitator (Social) for Hygienic Behavior

2,000 3,500 0.5

1,700 1,750

4 Implementation of SANIMAS program

4,500 7,500 Facilitator (Social) for Communal Sanitation

4,500 7,500 0.5

3,750 3,750

Facilitator (Technical) for Communal Sanitation

4,500 7,500 0.5

3,750 3,750

5 Completion of master plans for wastewater services

140 340 Consultant (Technical) for Wastewater Planning

140 340 0.8 110 110

6 Engineering design of sewerage system

15 50 Consultant (Technical) for Sewerage Design

15 50 0.8 10 15

7 Engineering design of sludge treatment facility

80 400 Consultant (Technical) for Sludge Treatment Design

80 400 0.8 50 115

8 Completion of master plan for solid waste services

140 340 Consultant (Technical) for Solid Waste Planning

140 340 0.8 110 110

9 Engineering design of final disposal facility

150 250 Consultant (Technical) for Sanitary Landfill Design

150 250 0.8 70 50

10 Completion of master plan for drainage system

140 340 Consultant (Technical) for Drainage Planning

140 340 0.8 110 110


90 320 Consultant (Technical) for Drainage Design

90 320 0.8 50 90

12 Operation of sewer system

10 45 Operator (Technical) for Sewer Operation

20 90 1.0 30 135

Operator (Manage-ment) for Sewer Operation

10 45 1.0 10 45


10 80 Operator (Technical) for Sewage Treatment Operation

20 90 1.0 30 135

Operator (Manage-ment) for Sewage Treatment Operation

10 45 1.0 10 45


40 300 Operator (Technical) for Sludge Treatment Operation

80 600 1.0 120 900

Operator (Manage-ment) for Sludge Treatment Operation

40 300 1.0 40 300


150 250 Operator (Technical) for Final Disposal Operation

300 500 1.0 600 1,000

Operator (Manage-ment) for Final Disposal Operation

150 250 1.0 150 250

Total Number 13,135 24,390 - 10,845 12,400

Proportion to all personnel (%) 63 56 - 72 68

22

Names of some job titles are shortened for practicality.


16

204. Types of main personnel mostly needed to support the current and next PPSP program cycles are (ranked based on the highest number of individuals required in both terms):

Facilitators & Consultants

1. Facilitator (Technical) for Communal Sanitation 7,500

2. Facilitator (Social) for Communal Sanitation 7,500

3. Facilitator (Social) for Hygienic Behavior 3,450

4. Facilitator (Policy) for Sanitation Planning 745

5. Facilitator (Technical) for Sanitation Planning 410

6. Consultant (Technical) Wastewater Planning 215

Operators

1. Operator (Technical) for Final Disposal Operation 800

2. Operator (Technical) for Sludge Treatment Operation 680

3. Operator (Management) for Final Disposal Operation 400

4. Operator (Management) for Sludge Treatment Operation 110

LEVEL OF SUPPLY

205. The supply of sanitation personnel consists of individuals from the following three groups (see diagram):

Eligible: Individuals who have the right qualifications (education and experience) for a particular sanitation job title. These individuals have worked in sanitation, and have received relevant training, therefore they can be immediately employed for a particular sanitation job. The eligible group is divided into a) active personnel, or eligible individuals currently involved in sanitation activities, and b) inactive personnel, or eligible individuals currently not involved in a sanitation activity.

Potentials: Individuals who have partial qualifications (education or experience), but still require additional preparation before they are ready to fill a particular sanitation job. The preparation can be as minimal as orientation training to introduce individuals to the specifics of a program23; or as elaborate as a technical training to introduce a technology or technical approach used by a program. This category includes individuals with a relevant educational degree, but has not pursued career in sanitation24, or individuals who have recently graduated.

Prospective: Individuals who may have the interest and potential to be prepared for sanitation jobs. These individuals are currently still students in a relevant educational program, i.e. environmental engineering, public health, social science, etc. Interventions may be needed to enhance or create the individuals’ interest in pursuing sanitation jobs.

23

For example, training on basic facilitation for CSS/PMSS preparation, and training on basic facilitation for developing SANIMAS system in urban areas. 24

Example would be alumni of environmental/ sanitary engineering who works as Environmental, Health, and Safety (EHS) staff in oil/gas companies, or has built his/her career as an EIA consultant or environmental auditor. Also, alumni of social sciences who have not been involved in any sanitation work.


17

The three categories combined are expected to play a role in satisfying the demand for sanitation personnel in the short-term and medium-term of sanitation development in Indonesia.

Groupings of Individuals for Supply Assessment.Demand for sanitation personnel will be fulfilled by the Eligible and the Potential groups. After graduating, the Prospective will become part of the Potential group.

Eligible

206. There are about 9,000 eligible individuals that can be immediately involved in the short-term period (see Table 5). Some of them are active personnel, while others are inactive for various reasons25. Estimates of the eligible (the main personnel) are described as follows.

Facilitator (Policy) for Sanitation Planning: There are about 320 individuals who have served as facilitators for preparation of CSS/PMSS, or have been trained for these functions by BAPPENAS/Ministry of Public Works and their development partners26. Some of the individuals are currently active, but some appear not to be employed due to changes in the employing institution (provincial level, instead of national level). In addition to the policy facilitators, there are also 130 technical facilitators available.

Facilitator (Social) for Hygienic Behavior: The eligible supply is around 1300 individuals27. These people are individuals who have participated in CLTS or STBM related programs and/or have been trained as facilitators by the Ministry of Health or its development partners.

Facilitators (Technical) for Communal System: There are 3,000 technical individuals who have been prepared and involved in previous or on-going SANIMAS programs, or been trained by Ministry of Public Works or their development partners28. In addition to the technical facilitators, there are also 3,000 individuals who have served as social facilitators.

25

There is no database available to assess the number of personnel currently active or inactive in the sanitation activities. Moreover, the Study was unable to find any reasonable assumption to assess the proportion of active personnel and inactive personnel among the eligible. Therefore, the supply assessment does not quantitatively differentiate the two categories. 26

BAPPENAS/Ministry of Public Works and their partners have conducted training of basic facilitation for CSS or PMSS preparation since 2010, with the latest done in December 2010. A total of 220 individuals have been trained for CSS policy facilitators (provincial, city/district level) and 100 individuals for PMSS facilitators. In addition, almost 130 individuals have been trained as CSS technical facilitators, and about 30 individuals as CSS financial facilitators. 27

Various programs have trained and prepared CLTS/STBM facilitators. The most significant one is the program of PAMSIMAS (Penyediaan Air Minum dan Sanitasi Berbasis Masyarakat, or Water Supply and Sanitation for Low Income Communities or WSLIC 3, 2008 – 2013) which has prepared more than 1250 facilitators. Another program, the CWSHP (Community Water Services and Health Project) has prepared about 80 STBM facilitators. An NGO, Plan Indonesia, has prepared almost 50 facilitators to support its CLTS programs in Central Java. 28

It is assumed that the implementation of SANIMAS in 2010 and 2011 have prepared at least one technical facilitator for each SANIMAS location. The Ministry of Public Works claims that SANIMAS have


18

Consultant (Technical) for Wastewater Planning: More than 140 individuals are eligible to be wastewater system technical consultants. They are basically the number of senior and some mid-level certified engineers29 with strong wastewater experience30. Eligible individuals are also available for solid waste and drainage system planning, as well as for the engineering design of various sanitation facilities31. Among the three sub-sectors, qualifications in drainage appear to be weakest (compared to wastewater and solid waste)32.

Operators of various sanitation facilities: The number of eligible individuals for various operator functions is assumed from the number of facilities currently operating in Indonesia. With 11 sewerage systems operating in the country, it is assumed there is at least one qualified person for each position. Similarly, it is assumed that for final disposal site operators, there are at least 200 technical operators and 200 managerial operators handling existing disposal sites. Individuals eligible as sludge treatment operators comprise of 100 operators (each) handling existing facilities33.

Table 5. Number of Eligible Individuals

Main Personnel Number of Individuals

Relative to

Short-Term Demand

FACILITATORS

Facilitator (Policy) for Sanitation Planning 320 Sufficient

Facilitator (Technical) for Sanitation Planning 130 Insufficient

Facilitator (Social) for Hygienic Behavior Change 1,380 Insufficient

Facilitator (Technical) for Communal Sanitation 3,000 Insufficient

Facilitator (Social) for Communal Sanitation 3,000 Insufficient

CONSULTANTS

Consultant (Technical) for Wastewater Planning 140 Sufficient

Consultant (Technical) for Sewerage Design 115 Sufficient

Consultant (Technical) for Sludge Treatment Design

Consultant (Technical) for Solid Waste Planning 130 Sufficient

Consultant (Technical) for Sanitary Landfill Design 105 Sufficient

Consultant (Technical) for Drainage Planning 65 Insufficient

Consultant (Technical) for Drainage Design 55 Sufficient

OPERATORS

Operator (Technical) for Sewer Operation 10 Insufficient

Operator (Management) for Sewer Operation 10 Sufficient

been conducted using the Specific-Allocated Fund (DAK, or Dana Anggaran Khusus) in 2,700 locations for the last two years. In addition, the Ministry of Public Works has also implemented SANIMAS in 300 other locations using direct central government funding. Therefore, it can be assumed that there is about 3,000 individuals eligible to be technical facilitators. 29

The Agency for Construction Services Development (or, LPJK) has awarded certificates to more than 7,400 individuals who are considered to be qualified as experts in environmental engineering field. Among the awarded certificates, 2% are for the senior experts (ahli utama), 18% are for mid-level experts (ahli madya), and 76% are for junior experts (ahli muda). 30

Review of data on 200 certified environmental engineers indicate that 17% have strong wastewater experience. The others have strong experience on solid waste (16%), drainage (8%), and water supply (59%). 31

Eligible individuals are available for sewerage system and sludge treatment facility design, despite recruitment difficulties encountered by a major program such as the Indonesia Infrastructure Initiative (INDII) program. 32

Some of the certified civil engineers are equally qualified to design drainage systems. However, certified civil engineers were not reviewed in the Study. 33

The issue of individual competence, related to poor performance of existing sanitary landfills and sludge treatment facilities, will be discussed in the Gap Analysis chapter.


19

Main Personnel Number of Individuals

Relative to

Short-Term Demand

Operator (Technical) for Sewage Treatment Operation 10 Insufficient

Operator (Management) for Sewage Treatment Operation 10 Sufficient

Operator (Technical) for Sludge Treatment Operation 100 Sufficient

Operator (Management) for Sludge Treatment Operation 100 Sufficient

Operator (Technical) for Final Disposal Operation 200 Insufficient

Operator (Management) for Final Disposal Operation 200 Sufficient

Note: Comparison is made to the short-term demand of main personnel as shown in Table 4.

Sufficient means the number of eligible individuals will be enough to satisfy the short-term demand. Insufficient means the number of eligible individuals will not be enough to satisfy the short-term demand.

Not enough information was obtained to completely separate consultant (technical) for sewerage design and for sludge treatment.

Attachment 5 presents a more complete estimate of individuals in the eligible group.

207. Asuming all active and inactive personnel will join the sector, the number of eligible individuals is generally sufficient to satisfy the short-term demand of consultants, except that for drainage planning (see Table 5). However, there are not enough eligible individuals to satisfy the demand for social and technical facilitators. Likewise, for the technical operator category, eligible individuals cannot meet the demand.

Potential

208. There are a high number of individuals in the second layer, who can be upgraded and recruited to fill shortage of eligible individuals (see Table 6). Estimation was made for technical personnel only, by exploring individuals holding the LPJK professional certification for environmental engineering and individuals with environmental engineering degrees. Some of these individuals may have appropriate qualifications, but may have never been employed in the sanitation sector. Estimates are made based on the level of qualification (education and experience), and matched to the most suitable job titles. The description is as follows.

Technical with senior experience:Potential candidates can be obtained from senior certified experts (Ahli Utama) with strong water supply background. The number can reach up to 100 individuals. They are expected to fill the medium-term demand for technical consultant for master plan of sanitation services. Shifting from water supply to managing master plan development for sanitation services would not require too much capacity building.

Technical with mid-level experience:Potential candidates can be obtained from two sources. The first from mid-level certified experts (Ahli Madya) with a strong water supply background, i.e. 500 individuals. A shift to sanitation sectors would relatively easy since most of them have environmental/sanitary engineer background. The second is environmental engineering alumni with 5 – 10 years of experience, i.e. 600 individuals. Some of them are not yet engaged in the water and sanitation sector. They are expected to fill the demand of technical facilitators for sanitation planning or technical operators for various sanitation facilities.

Technical with junior experience: Potential candidates can be obtained from two sources, i.e. junior-level certified environmental engineers (Ahli Muda) and environmental engineering alumni with 2 – 4 years of experience. They are


20

expected to fill the short-term demand of technical SANIMAS facilitators. A total amount of 2,600 individuals can be tapped from this group.

Technical with entry-level experience: Environmental engineers with less than 2 years of experience can fill the demand of technical SANIMAS facilitators. The number of this group may reach to 250 individuals.

More than 4,000 technical individuals from the potential group can be expected to get involved in the short-term sanitation activities.

Table 6. Number of Potential Individuals (Technical Personnel Only)

Groups & Main Personnel Number of Individuals

Relative to Short-Term

Demand

Senior Consultant (Technical) for Wastewater Planning 100 Sufficient

Consultant (Technical) for Solid Waste Planning Sufficient

Consultant (Technical) for Drainage Planning Sufficient

Mid-Level Facilitator (Technical) for Sanitation Planning 400 Sufficient

Consultant (Technical) for Sanitary Landfill Design Sufficient

Consultant (Technical) for Drainage Design Sufficient

Consultant (Technical) for Sewerage Design Sufficient

Consultant (Technical) for Sludge Treatment Design Sufficient

Operator (Technical) for Sewer Operation 620 Sufficient

Operator (Technical) for Sewage Treatment Operation Sufficient

Operator (Technical) for Sludge Treatment Operation Sufficient

Operator (Technical) for Final Disposal Operation Sufficient

Junior Facilitator (Technical) for Communal Sanitation 2,600 Sufficient

Entry-Level 250

Note: Comparison is made to the number of personnel needed after inclusion of the eligible group.

Sufficient means that the number of potential individuals will be enough to fill the short-term shortage of eligible individuals. Insufficient means that the number of eligible individuals will not be enough to fill the short-term shortage of eligible inidividuals.

Supply of social and policy facilitators, as well as for non-technical operators, are open to individuals from diverse educational backgrounds. The pool is very large, since it crosses social sciences, public policy, public health and other technical disciplines. Therefore, it can be assumed that the supply for the demand of these types of personnel is enormous.

209. The number of technical potential individuals is more than enough to cover the lack of personnel in the short-term period. However, further estimate shows that there will not be enough potential individuals to satisfy the medium-term demand34. Around 6.200 technical individuals are still required to meet the medium-term demand (see Table 4).This medium-term deficiency will likely be covered by those who are grouped as the prospective, or by inviting more individuals from other technical backgrounds.

34

With additional experience, some potential individuals will have gained higher qualification, making them prepared to fill sanitation position with higher competence level, say a Consultant (Technical) for Wastewater System Planning.


21

Composition of the Short-Term Demand

Prospective

210. There is a significant number of university students who can be expected to become sanitation personnel in the near future35. For the supply of technical personnel, the pool of prospective individuals is estimated from the number of students majoring in environment/sanitary engineering in 47 universities across the country. For the supply of non-technical professions, the size of prospective individuals is not calculated, since it involves a large number of faculties and universities. There should be no difficulty in tapping into the supply for non-technical professionals as long as sanitation jobs can compete with other jobs in the market.

211. Annually, 800 to 1,000 individuals graduate from environmental engineering schools with an S-1 degree36 (see section on Capacity of Suppliers). Assuming that 25% of the graduates end up as sanitation professionals37, the prospective individuals to become technical personnel are estimated at 250 individuals a year. In time, they become part of the potential group; in fact, a portion of them can directly join the eligible group to fill entry-level sanitation positions, such as technical SANIMAS facilitator.

DISCUSSION

Short-Term Demand and Supply

212. Overall;The final years of the current cycle of PPSP implementation (2012 – 2014) will need more than 15,000 individuals(see Table 3). Assuming inactive personnel can be attracted back,the supply of eligible individuals for the remaining years of the current PPSP cycle (2012-2014) may reach 9,000 individuals(see Table 5). The remaining shortage can further be covered by potential individuals invited to join the sanitation sector. Therefore, it can be assumed that the supply of individuals from the eligible and potential groups will be sufficient to meet the short-term demand for sanitation personnel.

213. Facilitators;The largest portion of the short-term demand for sanitation personnel, 65% or almost 9,800 individuals (see chart), consists of facilitators for CSS and PMSS preparation, as well as SANIMAS and STBM implementation. This high demand for facilitators is commensurate with the accelerated pace of the four activities throughout Indonesia38. Assuming all inactive facilitators can be mobilized, the number of eligible is sufficient only to satisfy the demand for CSS policy facilitators, but not for CSS

35

A web-based survey targeting environmental engineering students was conducted in the Study. A questionnaire is made to check their current status, possession of knowledge, attractiveness to the sanitation sector, and issues of joining the sanitation sector. Survey results indicate that there is still high interests for the students to join the sanitation sector. 36

Source: Ministry of Education, as shown in www.evaluasi.or.id where all data of Indonesian universities are completely presented, including those having environmental engineering department. 37

Based on records of the environmental engineering alumni of the University of Trisakti which identifies about 25 percent of the alumni works as consultant/contractor. If 60 percent among them are engaged in sanitation, then it is safe to assume that 15 percent of graduates are available for sanitation positions. 38

For example, SANIMAS program is implemented with an annual rate of 1,500 locations, while STBM program has an annual rate of 7,000 locations.

http://www.evaluasi.or.id/


22

Composition of the Short-Term Demand for Main Personnel

technical facilitators or SANIMAS and STBM facilitators, where demand is very high. Supply of individuals from the potential groupmay be sufficient to fix the facilitator shortage.

214. Consultants;The number of eligible individuals is generally sufficient to satisfy the short-term demand of main consultants involved in the planning and design stages of urban sanitation services.There will be more than 600 main consultants(see Table 5), with sanitary/environmental engineering background, available to satisfy the short-term demand for 500 main consultants (see Table 3). Minor shortage for drainage planning consultants will be easily covered by those with civil engineering background.

215. Operators;There will be enough individuals from the eligible group to be involved in the operation of most sanitation facilities. Minor shortage of operators for sewer, sewage treatment, and solid waste final disposal facilities can easily be covered by individuals from the potential group.

216. Technical personnel;Of all the main personnel needed in the remaining PPSP years, 45% or about 4,900 individuals require technical qualifications in environmental/sanitary engineering39(see Table 3). The rest requires various backgrounds, ranging from other engineering, social science, urban planning, and others. Assuming all of those individuals are interested in joining the sanitation sector, there will be more than 4,000 potential individuals available to fill the short-term demand for technical personnel(see Table 6).In addition to those from the eligible group, the short-term demand for technical personnel can be satistified.

217. Inactive Personnel;The eligible group consists of active and inactive personnel. Mathematically, the individuals from this group will be able to satisfy the short-term demand for various types of sanitation personnel. However, that supply will not be sufficient if inactive personnel are reluctant to return to the sanitation sector. This situation is made worse if active personnel decide to stop working in the sanitation sector, which may occur if (a) other sectors offer more attractive benefits, (b) work opportunities are limited, (c) information on work opportunities do not reach the eligible individuals, and (d) challenges and opportunities for competence advancement are limited.If the eligible group cannot be fully mobilized, more individuals from the potential group must be recuitted to fill in the gaps.

218. Young Personnel;The final two years of PPSP will require, mainly, individuals with entry-level and junior level experience. About 3,750 entry-level individuals (or 25% of the total) are needed to serve as technical SANIMAS facilitators (see Table 3). Another 40% of the total required will be junior level individuals to serve as facilitators or operators of sanitation facilities. These numbers are high compared to 500 senior individuals needed to serve as team leaders for various planning and design activities. Individuals with junior-level certificate of environmental engineering and new graduates may be sufficient to satisfy the demand for technical personnel with entry-level and junior-level experience.

39

The high demand of environmental/ sanitary engineers is understandable considering the types of services (or facilities) to be developed are those closely related to the knowledge offered in the school of environmental/ sanitary engineering.


23

Medium-Term Demand and Supply

219. Overall;The next PPSP program cycle of 2015 – 2019, if any, will need an addition of over 18,000 individuals (see Table 3). The highest demand in the medium-term is still facilitators, since the implementation rate of SANIMAS and STBM programs are expected to be the same (see chart). An additional 9,950 facilitators must be available in that period, of which 7,500 facilitators would be SANIMAS-related. The demand for operators of sanitation facilities will see a significant increase. Over 3,200 additional operators will have to be available in that period, compared to 1,050 operators in the current PPSP cycle.

220. The Prospective;Major shortages of sanitation personnel will be experienced in the next PPSP cycle (2015 – 2019). At least, 10,000 entry-level and junior personnel will be required. Estimates indicate that even by utilizing all technical individuals from the potential group, the shortage still can reach more than 2,000 individuals. This medium-term deficiency may be covered partly by a group of new university graduates from environmental engineering schools. Almost fifty universities throughout Indonesia offer D-3, S-1 and S-2 degrees in environmental engineering. These universities combined generate almost 1,000 new S-1 graduates a year. With the low interest in employment in the sanitation sector (15%), the supply of new graduates will not meet the medium-term demand of 3,750 level-entry individuals. Inviting more new graduates with other technical backgrounds may quickly solve this shortage. Those with civil engineering backgrounds can qualify to fill the shortage.

221. Conditions;Current environmental engineering students are generally still interested in becoming professionals in the sanitation sector. However, the appeal of other sectors is very high, such as from the manufacturing and oil/ gas industries. Several issues that seem to work against the sanitation sector are40 a) unclear career path, b) lack of prestige, c) limited work opportunities, d) limited technological breakthroughs and progress, and e) low compensation and benefits.

Reality Check

222. The estimate indicates that there are a large number of qualified individuals available to fill the job opportunities in the sanitation sector41. However, the fact seems to show otherwise. Many program managers experience difficulty in finding and recruiting qualified individuals, while many qualified individuals experience difficulty in finding work in sanitation. This gap between reality and the estimates may be caused by the following:

Sanitation jobs are less attractive. Not all inactive and qualified personnel, as well as students, are attracted to sanitation jobs. Compared to other sectors, sanitation sector offers lower compensation and benefits. The jobs rarely offer

40

Based on results of the student’s web-based survey. 41

The estimate should be considered as an approximation, since many assumptions were used in the calculations. One of the assumptions implies that most individuals will join the sanitation sector, meaning all fully and partly qualified individuals, as well as students, will somehow get involved in the sector. This might be a very optimistic view.


24

long-term security and clear professional advancement path. Furthermore, the unpopular and unexciting image of work in sanitation sector makes many individuals reluctant to join the sector.

Sanitation jobs are ‘invisible’. Not all qualified individuals know how and where to access job opportunities.While jobs in other sectors are advertised quiet extensively, opportunities on sanitation jobs are not well exposed. There are very few employers in the sanitation sector, besides government and international agencies. The sanitation sector does not yet have an ‘industry’, where private (or semi-private) firms offer full-time employment and professional advancement opportunities.

Sanitation jobs are not well-defined. Competence requirements for most sanitation work have not been well-defined, making it difficult for employers to articulate the precise type of person they need, and the qualification and competence requirements. Consequently, employers also have difficulty in finding the right group(s) of professions to approach when looking for candidates.

Individuals will only consider employment opportunities in the sanitation sector if the sector becomes more appealing and competitive. Otherwise, the lure of better paying jobs, more exciting careers, and a clearer career path will always be too powerful for most individuals to resist.

Notes

223. Assumptions; The level of demand of sanitation personnel is estimated by using various assumptions. The demand may change if deployment strategies are modified, as represented by the involvement ratio. The experience with changes in SANIMAS deployment strategy provides a clear example of how the number of personnel needed may change very quickly. Moreover, the level of demand may also change if the number of individuals who stay in their positions change, as represented by the continuity factor.

224. The level of demand estimated in the Study does not cover all types of personnel related to PPSP program activities42. If extrapolated to include all possible job titles, the numbers may increase by 25%. Additional positions may relate to PPSP activities under improvement of enabling environment, and monitoring and evaluation (see Table 1). There may also be other types of activities that will create additional demand of personnel, e.g. preparation of feasibility studies for different sanitation facilities, and engineering design of other auxiliary facilities.

CONCLUSION

225. Major gaps are found between the demand and supply of facilitators for communal system (SANIMAS) and for hygienic behavior (STBM). The existing facilitators will not be enough to satisfy the demand for SANIMAS and STBM activities in the remaining years of the current PPSP cycle. However, these short-term gaps can be filled by tapping potential individuals who already have the right qualification for both job titles. LPJK-certified environmental/sanitary engineers and new graduates from environmental engineering schools are sufficient to close the gap for all technical SANIMAS facilitators. Reserves from the same groups can also be used to satisfy the demand for other technical personnel, i.e. technical personnel

42

This demand assessment is also still deficient regarding geographic spread of the demand. Geography adds another level of complexity to the analysis, and was not attempted in the Study. Furthermore, since the supply assessment cannot cover geographic location of available individuals or students, it was decided that the demand assessment would also not pursue this line of analysis.


25

for facilitating CSS formulation, planning drainage, and operating facilities. On the other hand, gaps of non-technical personnel will have to be filled by attracting individuals from other disciplines and providing sufficient orientation training.

226. In the medium-term (2015-2019), assuming the accelerated pace of sanitation development continues, gaps of sanitation personnel will be quite serious. Personnel recruited before 2014 are assumed to continue employment in sanitation activities. Additional personnel will have to be recruited and trained to meet the medium-term demand. The highest deficiencies will be for SANIMAS and STBM facilitators, followed by operators for the various sanitation facilities constructed. A group of new university graduates can be expected to cover this deficiency.

227. In the future, graduates from environmental engineering programs are expected to fill the demand for technical personnel. Yet, the reality is that environmental engineering does not attract large number of university students. The number of students is far smaller than the intake capacity of most universities. Furthermore, the percentage of graduates who enter the sanitation field is small, and the numbers are much lower than the annual demand for technical personnel. The sanitation field lacks the appeal of other sectors, such as mining, oil/gas or environmental management. Projected into the future, the shortage of technical individuals to sanitation will continue unless the sector is made more attractive.

228. Any scenario to close the gap can succeed only if the sanitation sector is made more appealing for professionals, especially those who are already pursuing work in other sectors. This requires some policy and institutional changes in the sector, as well as proactive image-building. To attract new graduates, the image of the sector and technological vision must be made more modern, more fitting of youth aspirations in the twenty-first century. Furthermore, job opportunities in this sector should be better disseminated.

229. Alternatively, the gaps can also be reduced by ensuring that deployment strategies for sanitation programs utilize available personnel in the most efficient and effective manner. For example, a pair of SANIMAS facilitators might be able to work for three locations instead of one, as currently applied.


26

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27

COMPETENCEASSESSMENT The Study assesses the competence of sanitation personnelby using four key personnel as

samples. The required competenceis used as reference to evaluate their level of competence

and knowledge, and to assess availablecompetence development programs. The study also

discusses other factors that affect a person’s competence outside of education and training.

Gaps in competence development are identified.

DEMAND FOR COMPETENCE

301. The demand for competence describes sets of competencies (knowledge, skills, and attitudes)requiredfor sanitation personnel to perform their respective occupational functions properly. From the level of personnel demand (par. 204), four types of sanitation personnel with the highest demand are selected for the competence demand assessment43, namely:

Facilitator (Policy) for Sanitation Development Planning,

Facilitator (Social) for Hygienic Behavior Change,

Facilitator (Technical) for CommunalSanitation System Implementation, and

Consultant (Technical) for Wastewater System Planning.

302. Assessment of competence demand starts with the evaluation of occupational functions of existing personnel (see the diagram). It involves gathering and analyzing information about the roles, tasks, and responsibilities of each type of personnel44. List of Core Competencies45 then is developed for each type of personnel. Following

43

The short duration of the Study pushed for a prioritization effort, i.e. analyzing a handful of key sanitation personnel where a shortage is already being felt by practitioners and stakeholders active in sanitation in Indonesia. The prioritized sanitation personnel would be the object of analysis in the demand and supply assessments. After careful consideration of various inputs from resource persons and discussions at the Sanitation Donor Group, the four types of sanitation personnel were chosen for qualitative analysis in this study. Consequently, this study should be treated as an effort to create and test an analytical framework to assess the demand and supply of certain professions. This framework can be utilized to expand the study to a broader spectrum of sanitation personnel. 44

A number of interviews were conducted to users of the personnel, program managers, and active personnel, in addition to desk studies using local and international references. Direct observations were also conducted to a number of individuals in their day-to-day activities. 45

Core competencies are defined as group of fundamental knowledge, ability, or expertise in a specific subject area in sanitation-related fields. One type of sanitation personnel possesses a unique set of core competencies, which makes them differs from other type of personnel. Another group of competencies, called key competencies, consists of generic knowledge, skills, attitudes and values needed by all types of personnel. These competencies are considered transferable and adaptive to different types of personnel. Following the Meyer scheme, the Key Competencies are a) collecting, analyzing and organizing information, b) communicating ideas and information, c) planning and organizing activities, d) working

Competence Assessment

28

the Indonesian National Competency Standard’s format46, the list consists of a number of Units of Competency47, which are further elaborated into Elements of Competency and required knowledge (or, need-to-know criteria).

The Lists later will be used as the basis for evaluating performance of existing personnel, assessing sufficiency of knowledge, and analyzing gaps between the demand and supply of competence. It is also expected that the Lists of Core Competency produced in this Study will be further developed as the draft for Indonesian National Competency Standard in the near future.


303. A Facilitator (Policy) for Sanitation Development Planning is an individual assigned to facilitate a city/district’s Pokja AMPL in preparing the City Sanitation Strategies (CSS or, Strategi Sanitasi Kota), or the Program Memorandum of Sanitation Sector (PMSS). In addition to facilitation skills, a CSS/ PMSS facilitator is expected to have a good knowledge of sanitation development process (especially under PPSP framework), has experience with strategic-level work, and experience in water and sanitation planning. He/she works together with a technical facilitator who possesses stronger technical knowledge related to sanitation infrastructure. Although assigned to facilitate the city/district Pokja AMPL, a facilitator (policy) for sanitation development planning is expected to understand most of the issues covered in a CSS and PMSS.

304. Qualification of a Facilitator (Policy) for Sanitation Development Planning48are:

with others in teams, e) solving problems, f) using mathematical ideas and techniques, and g) using technology. 46

The full Indonesian National Competency Standard (SKKNI, or Standar Kompetensi Kerja Nasional Indonesia) format contains description of Performance Criteria (Kriteria Unjuk Kerja) and Range of Variables (Batasan Variabel). This report does not present the two descriptions; however, performance criteria and range of variables were considered in developing the Need-to-Know Criteria, described in this report. 47

Unit of competency is a short statement of a key function or role in a particular job or occupation, usually expressed as an outcome. 48

Adapted from the selection criteria of CSS City/ District Facilitators (for the Coordinator position) by the Directorate General of Human Settlements, Ministry of Public Works, Republic of Indonesia.


29

Educational background: Undergraduate (S-1) degree (minimum) from school of urban planning, public health, public administration, communication, or engineering.

Work experience: Five years (minimum) in the fields of infrastructure development planning, public health, or public policy, and development strategic planning.

Training:Formulation of City Sanitation Strategy or Preparation of Program Memorandum of Sanitation Sector (see Table 14).

The trainingsare prerequisites for becoming CSS/ PMSS facilitator.

305. The following table presents the occupational function and the condensed list of core competencies, and need-to-know criteria required from a Facilitator (Policy) for Sanitation Development Planning (see Attachment6 for the complete version). A CSS facilitator requires 10 competency units with a total of 50 competency elements.

Table 7. Expected Competence for a Facilitator (Policy) for Sanitation Planning

Occupational Function Core Competencies

(units &number of elements) Need-to-Know Criteria

Provide information about PPSP scheme and approaches to the city/district Pokja AMPL and other sanitation development stakeholders,

Provide technical inputs to Pokja AMPL during community assessment, mapping of sanitation profile, CSS formulation or PMSS preparation

Organize and facilitate discussion, meetings, and workshops involving Pokja AMPL and other stakeholders,

Maintain relationship with provincial Pokja AMPL and other stakeholders,

Monitor and evaluate CSS formulation or PMSS preparation process,

Ensure the quality of documents developed by Pokja AMPL, e.g. Environmental Health Risk Assessment (EHRA)

Comprehend general characteristics of the area

49.

5 Basic sanitation and public health issues,

Government policies on sanitation development, especially on PPSP,

National, provincial, and city/ district strategic development plans,

Relations between area’s general characteristics with sanitation condition

50,

Sanitation profile mapping,

Type and characteristics of sanitation services,

Community sanitation survey, including data collection and analysis,

Format and relations of EHRA51

, White Book

52, CSS, and MPPS

documents,

Components of city/ district sanitation strategic plans,

Principles of program implementation planning

53,

Content and format of a general proposal for sanitation programs,

Decision making and funding

Assess sanitation conditions of the communities.

5

Prepare sanitation profile

54 of the area.

6

Comprehend projections on future characteristics of the area.

5

Formulate basic framework for sanitation development in the area.

4

Formulate direction for sanitation development.

4

Prepare general proposal for sanitation development programs.

6

Prepare implementation concept for sanitation development.

5

Develop strategic partnerships.

5

49

In the context of a CSS facilitator or PMSS facilitator, area means city, or urban communities. 50

Especially the characteristics of physical conditions (topography, climate, water bodies, geomorphology, geology, hydrology), demography (population density, growth rate, gender distribution), land-use (land-use types, composition, development trends), socio-economic (average income, jobs and livelihoods), existing infrastructure (road network, electricity, water supply). 51

Environmental Health Risk Assessment (EHRA) is a participatory survey to determine the condition of sanitation facilities, health / hygiene, as well as people's behavior at the community and city level. EHRA can also be used to categorize areas according to the level of environmental health risks. 52

Sanitation White Book is a document which provides an overview of the sanitation conditions of a city/district. The document is prepared to serve as foundation for the preparation of a City Sanitation Strategy. It contains information on the city/district’s existing sanitation services, obstacles to further develop the services, identification of city wards or sub-districts that need priority attention, and provides direction for a sanitation development plan. 53

Planning should cover infrastructure, institutional capacity, regulation and policy, public participation, private sector, and funding issues. 54

Sanitation profile covers information on infrastructure (services), institutional, regulation and policy, public participation, private sector involvement, and funding.


30


(units &number of elements) Need-to-Know Criteria

report, the Sanitation White Book, the CSS document, and PMSS document.

Prepare and manage documentation on the CSS formulation and PMSS process.

Facilitate participatory process.

5 mechanism of proposals,

Principles, methods, and techniques of participatory process, facilitation, training, and coaching,

Monitoring and evaluation techniques of the process,

Managing group dynamics, and

Effective communication and presentation skills.

Facilitator (Social) for Hygienic Behavior Change

306. A Facilitator (Social) for Hygienic Behavior Change is an individual assigned to provide inputs to village facilitators in facilitating rural communities to implement STBM pillars. A social facilitator is expected to have good knowledge on STBM principles, in addition to management, facilitation, and coaching skills. In a common composition, he/she usually works in a sub-district level to assist STBM implementation in a number of villages.

307. Qualification of a Facilitator (Social) for Hygienic Behavior Change are:

Educational background: Undergraduate (S-1) degree (minimum) from school of environmental engineering, public health, or social sciences.

Work experience: Three years (minimum) in community-based sanitation, preferably working directly with communities.

Training: STBM Facilitations (see Table 14).

Other: Knowledge of local language or dialect.

308. The following table presents the occupational function and condensed version of the list of core competencies, and need-to-know criteria required from a Facilitator (Social) for Hygienic Behavior Change (see Attachment 7 for the complete version). A social STBM facilitator requires 7 competency units with a total of 31 competency elements.

Table 8. Expected Competence for a Facilitator (Social) for Hygienic Behavior


(units & number of elements) Need-to-Know Criteria

Appraise potential of a rural community to implement STBM approach,

Develop work plan and schedule,

Introduce information about sanitation and hygiene issues, STBM, participatory process, choices of facilities,

Prepare and train village facilitators and community members,

Coordinate village facilitators,

Provide inputs and guidance during participatory

Assess general characteristics of the community

55.


Relation between area’s general characteristics with sanitation condition,

Principles of STBM and CLTS approaches,

Community sanitation survey56

, including data collection and analysis,

Principles of community empowerment and development, participatory planning process,

Gender empowerment,

Basic organizational and program management, including monitoring and evaluation techniques,

Assess sanitation conditions of the community.

5

Coordinate community empowerment activities.

4

Introduce hygienic behavior/ practices.

3

Conduct triggering process for behavior change.

4


5


5

55

In the context of STBM facilitator, community means rural villages, or smaller units of settlement. 56

Types of community sanitation condition survey include Health Impact Assessment for Community-Based System, Rapid Participatory Appraisal (RPA), or simplified Environmental Health Risk Assessment.


31



process, including condition assessment, triggering, planning, and documentation.

Maintain relationship with community leaders, sub-district officials, and other stakeholders,

Monitor and evaluate process,

Prepare and manage documentation on the STBM activity.

Principles, procedures, and techniques of community mapping, social mapping, transect walk, and other triggering techniques,


Managing group dynamic, and



309. A Facilitator (Technical) for Communal Sanitation System Implementation is an individual assigned to facilitate and provide technical inputs to urban poor communities in developing communal sanitation facilities, or better known as SANIMAS facilities. A SANIMAS technical facilitator is expected to have good knowledge on the technical aspects of various types of SANIMAS facilities, in addition to facilitation and coaching skills. In a commonly practiced composition, a technical facilitator is expected to work together with a social facilitator. Both facilitators are expected to be involved from the awareness-raising stage until the construction and commissioning stages, albeit with different roles.

310. Qualification of a Facilitator (Technical) for Communal Sanitation System Implementation57are:

Educational background:D-3 (minimum) from a technical school, preferably environmental engineering school.

Work experience: Two years (minimum) in SANIMAS facilitation.

Training: SANIMAS Field Facilitation (see Table 14).

The facilitation training is a prerequisite for becoming a technical SANIMAS facilitator.

311. The following table presents the occupational function and condensed version of the list of core competencies, and need-to-know criteria required from a Facilitator (Technical) for Communal Sanitation System Implementation (see Attachment 8 for the complete version). A SANIMAS technical facilitator requires 8 competency units with a total of 44 competency elements.

Table 9. Expected Competence for a Facilitator (Technical) for Communal Sanitation



Appraise the potential of an area for communal system,

Develop workplan and schedule,

Introduce information about sanitation issues,

Assess general characteristics of the community58.


Government policies on sanitation development, especially on PPSP program,

Relation between area’s general

Assess sanitation conditions of the community.

5

57

Adapted from the the requirements of personnel applying to be a community-level field facilitator (selection criteria of Tenaga Fasilitator Lapangan) by BORDA Indonesia. A technical facilitator is expected to be result-oriented and flexible. He/ she should have good communication, facilitation, and conflict management skills. 58

In the context of technical SANIMAS facilitator, community means urban poor community, or a small unit of urban settlement,


32



participatory process, technology options of communal system,

Prepare and train community group,

Organize and facilitate community discussions and meetings,

Provide technical inputs and process guidance during participatory condition assessment, technical design, construction, commissioning, and document preparation,

Maintain relationship with other facilitators, community leaders, and other stakeholders,

Monitor and evaluate process,

Ensure the quality of technical documents developed by community group,

Prepare and manage documentation on the development process.

Develop conceptual design for communal sanitation system.

4 characteristics with sanitation condition,

Community sanitation survey, including data collection and analysis,

Basic wastewater management system, including wastewater characteristics and estimation,

Components of communal sanitation system

59, its type and

characteristics,

Basic engineering design and drawings of communal facilities,

Operation and maintenance of communal facilities,

Construction and O&M cost estimation,

Content and format oftechnical proposal, and operating procedure documents,


Monitoring and evaluation techniques of the process,

Managing group dynamics,


Develop design for shared sanitation facility.

6

Develop design for small-scale sewer system.

6

Develop design for communal wastewater treatment facility.

6


7


5


312. A Consultant (Technical) for Wastewater System Planning is an individual assigned to provide technical expertise to develop a masterplan for domestic wastewater management of a city or large communities. He/she must have sound technical knowledge and experience in the technical aspects of wastewater management system. A technical consultant is expected to serve as a coordinator of a team (team leader) consisting of other consultants with expertise in wastewater engineering, financial analysis, socio-economics, institution development, legal/regulatory matters.

313. Qualification of a Consultant (Technical) for Wastewater System Planning60 are:

Educational background: University graduate (S-2, at minimum) from the school of environmental engineering.

Work experience: Twelve years (minimum) in the field of wastewater management planning.

Others: Certification for Senior Expert in Environmental Engineering61.

59

Communal sanitation facilities may include shared sanitation facility, sewer network, and communal treatment facility. 60

Adapted from the requirements of personnel involved in wastewater management system master plan (for Team Leader position) by the Directorate General of Human Settlements, Ministry of Public Works, Republic of Indonesia. 61

Certificate of Senior Expert in Environmental Engineering is awarded by the Agency for Construction Service Development (LPJK, or Lembaga Pengembangan Jasa Konstruksi) to an individual with extensive experience in planning, design, and supervision of the construction of any facility related to environmental / sanitary engineering field.


33

314. The following table presents the occupational function and condensed version of the list of core competencies, and need-to-know criteria required from a Consultant (Technical) for Wastewater System Planning(see Attachment9 for the complete version). A wastewater technical consultant requires 12 competency units with a total of 57 competency elements.

Table 10. Expected Competence for a Consultant (Technical) for Wastewater Planning



Coordinate and manage commencement of assignments,

Provide guidance to team members on direction of plans,

Conduct assignments with regard to his/ her area of expertise,

Assess general characteristics and sanitation condition of the target area,

Review and consolidate results from other team members,

Supervise work of other team members,

Finalize master plans of wastewater management system,

Lead technical discussion, meetings, and workshops,

Maintain relationship with stakeholders,

Ensure the quality of work results and deliverables, and

Prepare and manage documentation on the master plan development process.

Comprehend general characteristics of the area

62.

5 Basic wastewater management system, including types and characteristics of services,

Government policies on sanitation and wastewater management development, including PPSP program,

Regulations on wastewater and sludge, e.g. location restrictions, environmental standards,

Wastewater and sludge characteristics,

Principles of wastewater system planning

63,

Wastewater profile mapping,

Types and nature of strategic issues in wastewater development,

Relation between area’s general characteristics with sanitation condition,

Principles, methods, and techniques of a demand assessment, e.g. the Real Demand Survey (RDS), willingness-to-pay,

Components of spatial plan,

Prediction methodologies for demography and land-use,

City/ district strategic development planning, as well as the CSS,

Estimation of wastewater and sludge generation,

Components, types, and characteristics of facilities

64,

Principles of design, construction, and operation of facilities,

Construction and O&M cost estimation,

Program planning, at city/ district level.

Prepare wastewater system profile of the area.

7

Assess demand for wastewater system improvement.

5

Comprehend projections on future characteristics of the area.

5

Formulate basic framework for wastewater system development.

4

Formulate direction for wastewater system development.

5

Determine the most appropriate wastewater system.

4

Develop conceptual design for wastewater treatment facility.

4

Develop conceptual design for sewer network.

4

Develop conceptual design for sludge handling component.

5

Develop conceptual design for communal sanitation facility.

4

Prepare implementation concept for wastewater system development programs.

5

CURRENT CONDITION

General Performance

315. Many share the opinion that performance of sanitation personnel in Indonesiatends to beweak. This opinion is formed from observations of different

62

In the context of a wastewater system technical consultant, area means city. 63

Components of wastewater management profile are infrastructure (services), institutional, regulation and policy, public participation, private sector involvement, and funding. 64

Wastewater facilities include treatment plant, sludge management (collection, treatment, and disposal), sewer system, and communal facility.


34

factors, such as quality of their work results, ability to analyze and solve problems, communication style, presentation techniques, and work habits. Some of the shared opinions are as follows65:

Results: The quality of outputs of planning and design consultants is considered sub-standard, in terms of substance and/or presentation. Very poor results are also produced by operators of final disposal facilities or sewage treatment plants, which have not, to date, met the desired performance standards.

Knowledge: Many feel that technical SANIMAS facilitators do not have sufficient engineering knowledge to help communities determine appropriate communal sanitation facilities. Similarly, technical consultants are not knowledgeable about new technologies or updated methodologies in their respective sectors.

Communication skills: Verbal communication skills are considered poor. Some facilitators and consultants are unable to deliver good presentations. Likewise, operators often have difficulty expressing their views.

Reporting skills: Report writing skills are also weak. Reports in this sector generally are poorly structured, and not well-written (weak style) and not presented well (poor formatting).

Work habits: A common complaint relates to ability of personnel to meet work deadlines. In addition, some feel facilitators are not persuasive enough, especially in convincing communities or government officials to engage in participatory planning. Attendance has also received attention, especially related to consultants not attending project discussions or meetings. However, many parties show appreciation towards the high dedication among sanitation personnel, particularly facilitators.

Working Condition

316. Performance of sanitation personnel is strongly influenced by their level of competence as much as by the situations and settings of the professional environment in which their competencies are exercised. Although not studied in-depth66, these factors are presented here with the intention that future plans and strategies acknowledge their significance, i.e.

Availability of equipment and materials. Most wastewater, solid waste, and drainage facilities do not have enough equipment and materials to allow their operators to work properly. It is a common knowledge that existing equipment are usually old and/or in bad condition. Limited equipment, such as analytic equipment, computers, and software, may also prevent the consultants from producing good quality results.

Availability of funds. Insufficient amount and late disbursement of funds force sanitation personnel to complete their assignment with smaller budget than anticipated. This condition may prevent facilitators from visiting sites, prevent consultants from collecting enough data and information, and prevent operators from running facilities with proper equipment and materials.

Availability of personnel. Many consulting projects do not involve as many personnel as they need, or do not involve qualified personnel as they should. A competent individual might not able to do quality work if he/she does not get good support from qualified team members. Or worse, if he/she does not have

65

Summarized from interviews conducted to the users of sanitation personnel, including government officers in charge of sanitation-related projects, program managers, team leaders and supervisors of projects. 66

The basis for this discussion is largely observations, and results of conversations with various personnel active in sanitation programs.


35

any other team members to work with altogether. Similarly, an operator’s performance is weakened if he/she does not have enough qualified personnel in the team.

Timeframe. In many cases, the late government bidding process and disbursement of funds force consulting teams to complete assignments within a shorter timeframe. As a result, results expected from the consultants are much higher than their competence can deliver.

Availability of data. Generally, data management is very poor in most Indonesian institutions. Reliance on data collection and storage by individuals is still high. As a result, an individual may spend a lot of time to track down data, and when data is not complete, he/she is forced to make analysis and draw conclusions based on insufficient information. The net result is poor outputs (reports, plans, designs, etc). The effect over time is significant, since data and information presented in reports are used by subsequent assignments (projects); compounding the poor reliability of information.

These factors might not be unique to sanitation. However, unless future sanitation activities begin to overcome these obstacles, delivery of outputs will remain sub-standard, and competency improvement efforts will prove futile.

317. Another factor that may influence an individual’s performance, especially on his/her motivation, is the compensation and benefits. Relative to other (competing sectors), sanitation jobs provide lower compensation and minimal benefits. A rough comparison shows that entry-level engineers (S1) in industry (private sector) can receive a monthly base salary of IDR 6 – 10 million, plus full medical and other benefits. As a consultant in sanitation work, a junior engineer (S1) with 1 to 4 years of experience can only get approximately IDR 4.5 - 6 million , and often with only minimum benefits. Similarly, a mid-level engineer in the private sector can get a monthly base salary of IDR 11 – 20 million, while as a consultant the base salary would only be in the range of IDR 6 – 8.5 million. Compared to various types of environmental engineering jobs67, sanitation personnel can be considered to get the lowest compensation. Low compensation reduces the financial ability of an individual to participate in activities that may improve his/her competence, e.g. trainings, seminar, workshops, and networkings (see section on Networking).

Level of Competence

318. An individual’s level of competence, i.e. knowledge, skills, and attitude, will influence his/her work performance. Lack of competence adversely affects performance, while sufficient competence supports good performance. Levelof competence of sanitation personnel, represented by the same four types assessed in the demand assessment, is evaluated relative to the lists of core competencies68. Competencyshortcomings will be used as important inputs in preparing recommendations for future capacity-building activities(see the followings).


319. Policy facilitators for sanitation planning have various education backgrounds which are still meeting the qualification required (par. 304). Most of them, about 36%, have a degree in civil engineering. Among the rest have background in social

67

When compared to billing rates of environmental auditors, there is also a significant gap. Public Works’ rates for mid-level consultant for government contracts are in the range of IDR 10 to 14 million per month, or approximately IDR 500,000 to 700,000 per day. A mid-level environmental auditor conducting audits for private companies can bill around USD 600 to 800 (or IDR 5 to 7 million) per day. 68

Web-based surveys targeting the four types of sanitation personnel was conducted to assess their background, status, level of competence, and willingness to retain in the sanitation sector.


36

sciences (19%), environmental/sanitary engineering (2.4%), and law, management, public health, communications, and economic. Most of the facilitators hold S-1 degree (76%), while 21.6% hold S-2 degree and 2.7% hold S-3 degree.

320. Policy facilitators for sanitation planning are generally confident about their level of competencies, as listed in respective competency units and elements (see Table 7 and Attachment6). These CSS facilitators indicate a high level of confidence on their functional competencies, related to participation process and strategic partnerships. On the substantive competencies, the facilitators are confident mostly in comprehending the current and future condition of the area, as well as in formulating basic framework for sanitation development in the area. Lack of confidence is indicated in determining timeframe, targets, and zoning of sanitation development, as well as selecting criteria of sanitation services to be developed. This lack of competence may be partly attributed to the lack of their knowledge on technical aspects.

Facilitator (Social) for Hygienic Behavior Change Implementation

321. Social facilitators for hygienic behavior have various education backgrounds which meet the qualification required (par. 307). Most of these STBM facilitators, about 50%, have a degree in public health, while the rest have background in civil engineering (16.6%), economics (1.7%), and remainder is other disciplines. Most of the facilitators hold S-1 degree (80%), while 20% hold S-2 degree.

322. Social facilitators for hygienic behavior show a high level of confidence in their competencies. In relation to their list of competencies (see Table 8 and Attachment7), these STBM facilitators are particularly confident about their substantive competencies in assessing sanitation conditions of the community, coordinating community empowerment activities, conducting triggering process for behavior change, and others. They are also confident on their functional competencies as facilitators. Lack of confidence is indicated only in competency related to assessing the general characteristics of the community. The high confidence on their competencies may indicate that the on-the-job training they have undergone is very effective, and/or reflects the fact that district-level facilitators have had field experience (for STBM), where their knowledge and skills are directly put into practice and sharpened.


323. Technical facilitators for communal system have various education backgrounds. Not all of them meet the qualification required (par. 310). Most of these SANIMAS facilitators have a degree in civil engineering. Only a small number of SANIMAS facilitators have a degree in environmental engineering. Most of the facilitators hold S-1 degree (60%), while 40% hold D-3 degree.

324. Technical facilitators for communal system show confidence in describing an area’s physical and socio-economic characteristics, in assessing the sanitation conditions, and in designing simple sewer network, as well as managing the participatory process of developing a communal system. Where this group appears less confident is in developing the conceptual design for the sanitation system, especially related to the sewage treatment system, in estimating construction and operational costs, as well as in preparing the operational guidelines for the units (see Table 9 and Attachment 8). This seems consistent with the fact that most of the facilitators have a degree in civil engineering, where the technical aspects of liquid waste management are not part of the curriculum.


37


325. Technical consultants for wastewater planning have various education backgrounds which are still meeting the qualification required (par. 313). All of these consultants have a degree in environmental/sanitary engineering69, of which 75% are environmental engineering, and 25% are sanitary engineering. Most of the facilitators hold S-1 degree (75%), while 25% hold S-2 degree.

326. Technical consultants for wastewater planning show high proficiency in many competency elements, in fact is the highest compared to the other three groups assessed. In relation to their list of competencies (see Table 10 and Attachment9), the technical consultants only indicate slight confidence in competencies related to funding, private sector involvement, and public participation. Those non-engineering subjects seem to be areas where future capacity building programs can place additional attention.

Gender Perspective

327. The gender distribution among sanitation personnel seems to vary. Among the CSS/PMSS facilitators, there are 14 women in a group of 147 facilitators, or approximately 11%. The survey for CSS/PMSS facilitator group indicates similar pattern with a 9% women.Other results of the survey indicate that more than 60% of STBM facilitators are women,while less than 10% of SANIMAS facilitators are women. Among the technical consultants70, there are 23.5 % women. The survey also captured a more balanced gender ratio among university students studying environmental engineering, i.e. 47% women and 53% men.The figures here only give a rough estimation on the gender balance among sanitation personnel. Further analysis would have to be conducted to determine the actual percentage of women in sanitation jobs across the country.

328. Asuming the results above are considered valid, then the following observations are made:

Currently, the percentage of women active as sanitation personnel is small, i.e. less than 25%, despite the fact there are no gender limitations attached to job opportunities in sanitation.

The high proportion of women involved in STBM activities (as facilitators) may be due to a fact that more womenare interested with the subject, i.e. hygienic behaviour change in rural communities. Most men are interested with a more technical subject, as it is shown in a higher proportion of men to fill the technical consultants or facilitators positions.

The small proportion of womeninvolved as CSS/PMSS and SANIMAS facilitators may due to the fact that both positions require extended assignments outside of hometowns (residence).

In the future, with a good percentage of women in the environmental engineering student body, more women can be expected to work in sanitation. However, what factors will ensure their interest in taking sanitation positions needs to be studied further.

69

Sanitary engineering degree indicates that respondent is a very senior expert, when most universities offered only sanitary engineering programs (not environmental engineering). 70

The number of technical consultants is represented by the LPJK certified engineers registered under IATPI (200 individuals).


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SUPPLY OF COMPETENCE

329. An individual’s competence is formed by a combination of at least five factors (see diagram). In the forefront, formal education and trainings establish a person’s foundation of knowledge and skills. On top of that, an individual’s work experience, self-discovery and personal trial-and-error serve to polish knowledge and skills, as well as shape one’s professional attitude. Through networking, a person gains access to new ideas and new information, further encouraging them to grow professionally. Finally, recognition serves as a motivator for one to continue improving competence. The different factors above are described in the Study, although more analysis is given on the education and training factors. While explanation of other factors are limited to a description of conditions or opportunities that currently exist in Indonesia.

Education

330. Undergraduate education, for D-3 and S-1 degrees71, establishes a foundation of knowledge in a particular discipline. This foundation serves as the basis from which an individual develops further knowledge and skills. In most cases, the knowledge obtained is general and theoretical (explicit knowledge), providing the individual with an analytical tool or viewpoint to utilize when addressing an issue. The minimum qualification for many of the technical positions related to sanitation is S-1 degree in environmental/sanitary engineering. The S-1 degree is called Sarjana Teknik (Bachelors in Engineering), which is seen as a prerequisite for one to have a profession as engineer.

331. Other sanitation positions can be filled by individuals with a wide range of educational backgrounds. No special assessment was done to review universities offering social science, urban planning, public health degrees. The numbers are expected to be high, especially for social sciences.

Capacity

332. Currently in Indonesia, there are a total of 47 universities offering a S-1 degree in environmental/ sanitary engineering, with a maximum capacity of 2,800 students/year and a maximum graduation of 1000 individuals/year. These institutions are spread across the country, with 17 universities located outside of Java, i.e. Nanggroe Aceh Darussalam, Kalimantan, Sulawesi, and Papua (see Attachment 10 for the list of the universities).Besides S-1 degree, there are five universities offering a D-3 diploma in environmental engineering and four universities offering an S-2 degree (see Table 11).

333. Currently, almost all universities show that actual student intake in environmental engineering program is less than the maximum capacity (see Table 11). In STTL Yogyakarta, the average intake per year is 90 students – half of the school’s capacity. In Sekolah Tinggi Teknologi Sapta Taruna, the actual intake per year is 20 – less than 20% of its capacity. Furthermore, with a maximum capacity of

71

D-3 is a six-semester professional education with 110 – 120 semester credit units (credits), while S-1 is an eight-semester academic education with 140 – 160 credits.


39

65 D-3 students annually, Akademi Teknik Tirta Wiyarta has only actual intake of 40 students per year. In Politeknik Muhammadiyah, the actual intake is less than 10 per year. This shows interest in environmental engineering education is quite low, and it is getting worse by years.

Table 11. Environmental Engineering Programs in Indonesia

Item Degree

D-3 S-1 S-2

Number Unit 5 47 4

Acceptance Person/year 49 1,500 81

Graduate Person/year 31 800 – 1,00072

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Capacity Person/year 158 2,800 103

Universities with largest acceptance capacity

Akademi Teknik Tirta Wiyarta, Magelang (65),

Politeknik Muham-madiyah, Magelang (53),

Univ. Pandanaran, Semarang (40 students),

Sekolah Tinggi Teknologi Sapta Taruna, Jakarta,

Universitas Mula-warman, Samarinda.

Sekolah Tinggi Teknik Lingkungan Yogyakarta, STTL (182 students),

Sekolah Tinggi Teknologi Sapta Taruna, Jakarta (150),

Institut Teknologi Sepuluh Nopember, Surabaya (110),

Institut Teknologi Bandung (100).

Institut Teknologi Sepuluh November, Surabaya.

Institut Teknologi Bandung.

Universitas Katolik Soegijapranata, Semarang.

Institut Teknologi Adhi Tama, Surabaya.

Source: Portal Informasi Pendidikan(http://evaluasi.or.id) and websites of Sekolah Teknologi Sapta Taruna (http//:sttsaptataruna.ac.id) and Universitas Mulawarman (http//:unmul.ac.id).

Knowledge Offered

334. Comparisons of the courses and the need-to-know criteria of the SANIMAS technical facilitator and technical consultant for wastewater planning (see Table 9 and Table 10) indicate that the S-1 curriculum of environmental engineering is relatively sufficient in introducing basic science and knowledge for both types of personnel (see Table 12). However, the curriculum does not offer knowledge on current development policies, update technologies, participatory planning process, and facilitation techniques. These program-specific and functional subjects are areas where orientation trainings play a more significant role (see section on Trainings).

335. During sanitary engineering era, undergraduate programs have been geared to producing graduates for the water supply and sanitation sectors. The subjects cover the basics of water supply (transmission, treatment, distribution, and plumbing), wastewater management (treatment and sewer), solid waste management (collection and disposal), drainage, and public health. After it is changed to environmental engineering73, the undergraduate programs have broadened their offerings to meet demand from the industrial sector (manufacturing, oil/gas, mining, plantations). Additional courses include air pollution, hazardous waste, pollution control, occupational health and safety. Most environmental engineering programs now lean towards preparing students for jobs in the private sectorto manage their Environmental, Health, and Safety (EHS) activities (including environmental assessments, wastewater treatment, solid waste management, hazardous waste management, air quality management, etc.).In fact, lecturers also have developed specializations in a wider range of fields than the

72

The portal data is not current; some schools show zero graduating students indicating that the schools are relatively new. The portal shows a number of 827 graduating per year. But likely the number is higher. 73

Institut Teknologi Bandung (ITB) is the first university to shift its program from sanitary engineering to environmental engineering, it was done in 1984.

http://evaluasi.or.id/


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traditional water and sanitation field. As a result, current graduates may have good overview knowledge of the engineering aspects of all three sub-sectors, but they do not have enough in-depth and practical knowledge to immediately work in a technical capacity. At least, compared to the graduates during sanitary engineering era74.

Table 12. Sufficiency of Environmental Engineering Curriculum

Facilitator (Technical) for Communal System


Need-to-Know Criteria Curriculum Need-to-Know Criteria Curriculum

Basic sanitation and public health ++ Basic wastewater system ++

Government policies on sanitation development

- Government policies on sanitation and wastewater development

-

Relation between area’s charac-teristics with sanitation condition

+ Relation between area’s charac-teristics with sanitation condition

+

Community sanitation survey + Regulations on wastewater ++

Basic wastewater management ++ Principles of wastewater planning ++

Components of communal system ++ Wastewater profile mapping +

Basic engineering design and drawings of communal facilities

++ Wastewater and sludge characteristics

++

Operation and maintenance of communal facilities

- Types and nature of strategic issues in wastewater development

+

Construction and O&M cost estimation

+ Principles, methods, and tech-niques of a demand assessment

+

Content and format oftechnical and operating procedure documents

- Prediction methodologies for demography and land-use

+

Principles, methods, and techniques of participatory process, etc.

- Estimation of wastewater and sludge generation

++

Monitoring &evaluation techniques - City/ district strategic planning -

Managing group dynamics - Components, types, and characteristics of facilities

++

Effective communication and presentation skills

+ Principles of design, construction, and operation of facilities

++

Construction and O&M cost estimation

+

Note: (++) = introduced strongly, (+) = introduced mildly, (-) = not introduced

Training

336. Training courses generally cover a specific topic, and either increase knowledge on a technology, program, approach, and/or improve a set of skills needed for a particular task. In the Study, training programs are differentiated into:

Orientation training; Courses that must be attended by individuals as a prerequisite to begin work as a certain type of sanitation personnel. The courses are tailored specifically to meet the needs for a job title in a program, firm, or project.

Continuation training; Courses that must be attended by individuals to continue working as sanitation personnel, with the aim to maintain ori mprovetheir professionalstatus. Participation in the course is part of their requirements as employee/staff, certification holder, and hired professionals.

74

However, there are strong intentions of some universities to modify their S-1 curriculum to put more attention on water supply and sanitation sector. In fact, ITB is in the final preparation stage to open a Water and Sanitation Infrastructure department where the curriculum will more materials on water supply, wastewater, solid waste, and drainage engineering. If approved, it is expected that the S-1 program will be officially opened in 2013.


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Regular training; Courses which are not tied to any work requirement and open to the public on a scheduled basis.

Orientation Training

337. There are a number of orientation trainings available in the sanitation sector, i.e. those related to CSS/PMSS policy facilitator, SANIMAS technical facilitator, and STBM facilitator (see Table 13).The trainings are conducted as part of the recruitment process with an objective to provide program- and job-specific knowledge, skills, and motivation to the candidates. Comparisons to the need-to-know criteria (see Table 5, Table 6, and Table 7) show that most of the orientation training programs have fulfilled almost all requirements. However, there is a need to add more technical materials in the training for technical SANIMAS facilitators, e.g. design engineering and O&M principles of small-scale sewer system.

Regular Training

338. Regular trainings are offered by a number of universities, private firms, and non-governmental organizations (NGOs). The courses include community-based solid waste management, integrated solid waste management, and wastewater treatment plant operations. However, the courses are not offered consistently each year. In fact many classes end up being cancelled due to insufficient participants. This indicates the low demand among the public for sanitation-related courses. A Yogyakarta-based organization, PUSTEKLIM (Pusat Pengembangan Teknologi Tepat Guna Pengolahan Limbah Cair) is known to be active in conducting wastewater-related courses.

Table 13. Orientation Training Programs

Programs Target Group Duration Coverage

Formulation of CSS

75

Candidates of city/provincial CSS facilitators

10 days76

PPSP principles, sanitation policies and institutions, White Book and CSS, sanitation mapping and assessment, monitoring-evaluation, adult-learning methods, facilitation, documents’ quality control.

Preparation of PMSS

77

Candidates of PMSS facilitators

4 days Sanitation policies and institutions, prioritizing and internalizing programs, programing and budgeting, formulating PMSS, studies and technical design, monitoring-evaluation, implementation plan.

STBM Facilitations

78

STBM district facilitators

6 days STBM national strategy and implementation, facilitation techniques, communication, pillars of STBM.

SANIMAS Field Facilitation

79

Candidates of SANIMAS field facilitators

7 days SANIMAS principles and stages, rapid community self-assessment, facilitation principles and techniques, participatory planning, community action plan, options of technologies.

75

Based on the latest CSS facilitation training conducted by the Ministry of Public Works in 5 – 14 December 2011 at Bogor (West Java). The training was attended by 220 candidates of city and provincial facilitators. 76

The Formulation CSS training for facilitators was recently reduced to 10 days duration, from the previous duration of three weeks. 77

Based on the PMSS facilitation training conducted by the Ministry of Public Works on 18-21 July 2011 in Jakarta. The training was attended by 68 candidates of provincial management consultant (Konsultan Manajemen Provinsi, or KMP). 78

Based on TOT for STBM facilitators conducted by the Ministry of Health on 29 November – 4 December 2010 in Lembang, Bandung (West Java). 79

Based on description of training module for SANIMAS facilitators, developed by Badan Sertifikasi DEWATS, Borda Indonesia.


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Providers

339. A number of ministries and government agencies possess training centers which offer sanitation-related courses. Among them are:

Ministry of Public Works: Balai Teknik Air Minum dan Sanitasi Wilayah (BTAMS, or Center for Water and Sanitation Engineering). There are two of such centers, located in Surabaya (East Java) and Bekasi (West Java). The centers offer mainly short-courses, with duration of approximately 3 to 4 days, covering various topics on wastewater, solid waste, drainage, and water supply80. Besides the two centers, Ministry of Public Works has nine other training centers (Balai Pendidikan dan Pelatihan Pekerjaan Umum) and one competence development unit (PUSBINKPK, or Pusat Pembinaan Kompetensi dan Pelatihan Konstruksi) which occasionally conduct sanitation-related trainings. BTAMS is considered as the most established training institutions for sanitation among the other centers.

Ministry of Health: Balai Pelatihan Kesehatan (BAPELKES, or Center for Health Trainings) in Lemah abang (Karawang, West Java) offers courses on basic sanitation technology, public health, and sanitation assessment.

Ministry of Environment: Pusat Sarana Pengendalian Dampak Lingkungan (PUSARPEDAL, or Center for Environmental Impact Management) in Serpong (Banten) offers courses on wastewater, solid waste, and impact assessment.

Most training programs offered by the centers are specifically designed for government officials, especially from local government agencies. However, they are open to cooperate with other institutions, programs, or firms. One example is the cooperation between Pokja AMPL and BTAMS Bekasi to conduct CSS facilitator training courses. In such cases, the centers provide the training venue and staff, while the partner institutions supply trainers, organize participants and prepare training materials. The centers are equipped with full training facilities, laboratory and training equipment, and accommodation. They are allowed to receive payment for services provided to outside parties, known as PNBP (Penerimaan Negara Bukan Pajak).

340. A number of universities offer sanitation-related courses. Amongthe universities are Institut Teknologi Bandung (ITB), Universitas Indonesia, Institut Pertanian Bogor (IPB), Universitas Islam Indonesia (Yogyakarta), and Universitas Gajah Mada (Yogyakarta). A number of NGOs also offer such courses. One of them is a Yogyakarta-based organization, PUSTEKLIM (Pusat Pengembangan Teknologi Tepat Guna Pengolahan Limbah Cair) which is known to be active in conducting wastewater-related courses.

Networking

341. Being part of a professional peer group -- exchanging information and ideas, sharing enthusiasm and aspirations -- also contributes to development of a person’s competence. For active sanitation personnel, being part of a network plays a very significant role in building competence, considering they have limited time to attend training courses. Such knowledge networking can be done through professional associations, groups of peers, business associations, and alumnae groups. Another form is internet-based networking, which has become more and more popular these days.

80

Courses offered by BTAMS Bekasi include Management of Domestic Liquid Waste, Solid Waste Management, Technical Preparations and Management of Drainage Facilities, On-site Management of Solid Waste, Transmission and Distribution Pipe Network, Clean Water Production, Mechanical and Electrical, Project Supervision, and Water-Loss Mitigation.


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342. There are a number of professional associations currently involved in developing competence of sanitation personnel in Indonesia, i.e.

IATPI (Ikatan Ahli Teknik Penyehatan dan Teknik Lingkungan Indonesia, or Indonesian Society for Sanitary and Environmental Engineers):Its members comprise of those who are directly or indirectly involved in the sectors of water, wastewater, solid waste, drainage, industrial pollution control, environmental remediation, environmental assessment, and industrial hygiene. Most of them are graduates of sanitary and environmental engineers. IATPI was founded in 1977, therefore it is considered as the most established sanitation-related professional association in Indonesia. Their activities include a) providing technical inputs to government and other stakeholders, b) conducting trainings, seminars, workshops, conferences, and exhibitions, on various environmental subjects81, c) publishing journals, d) developtechnologies and prototypes,e) promoting competence and capacity of its members,f) developing and awarding formal recognition for various type of environmental professionals, g) providing experts. Its members reach 1,500 individuals, of which 600 are certified engineers82.

HAKLI (Himpunan Ahli Kesehatan Lingkungan Indonesia, or Indonesian Association forEnvironmental Health Experts):Its members comprise of environmental health professionals with various educational backgrounds, positions, role, and specialization. HAKLI aims to enhance capabilities and roles of its members, as well as to provide assistance to the government on environmental and public health issues. HAKLI was established on 1980, as an improvement to the Association of Indonesian Health Controllers (IKKI), founded in 1955. In the public health sector, many HAKLI members are sanitarians, either as implementers, assessors, or instructors.

INTAKINDO (Ikatan Tenaga Ahli Konsultan Indonesia, or Indonesian Society for Consultants): Its members comprise of individuals who are involved as experts in a wide range of consultancy work, including sanitation-related work. INTAKINDO is very active in the certification process, including for engineers involved in construction activities, and experts of environmental impact assessment (AMDAL). It now has almost 2,500 members, most of which are certificate holders. INTAKINDO was established in 2004 by INKINDO (Ikatan Konsultan Indonesia, or Indonesian Society for Consulting Firms)83.

Although one of their missions is to develop and promote competence of their members, all of the above professional associations do not have a comprehensive implementation plan to do so. Most of their activities are responsive to requests or needs from other parties. Lack of manpower and funding is a common obstacle faced by most professional associations.

81

IATPI has supported BAPPENAS and Pokja AMPL in organizing the national conferences on sanitation (KSN 2009 and KASN 2011), supported ITB in conducting international seminar on water and sanitation, and supported environmental agencies by providing resource persons for various trainings. IATPI bi-annually conducts scientific forum for environmental research, namely Forum Ilmiah Lingkungan Tropis. In October 2012, IATPI will conduct an international conference on sanitary landfill. 82

More information are provided in IATPI’s website, www.iatpi.org. 83

More information are provided in INTAKINDOs website, www.intakindo.org.


44

343. There are not many groups currently active in providing and maintaining networks in sanitation sector in Indonesia. Two groups which are quite active:

FORKALIM (Forum Komunikasi Pengelola Air Limbah Permukiman, or Communication Forum for Domestic Wastewater Management):The forum was founded by PERPAMSI84in 2004. Its members are cities with wastewater services, i.e. Medan, Palembang, Banjarmasin, DKI Jakarta, Bandung, Denpasar, Makassar, Surakarta, and Surabaya. FORKALIM has conducted a number of capacity-building activities for its members including seminars, trainings, and workshops on wastewater management.

Jejaring AMPL (Jejaring Air Minum dan Penyehatan Lingkungan, or Network for Drinking Water and Sanitation):The forum was founded in 2002 to improve communications, coordination, and synergy among sanitation stakeholders. The network allows its members to share information, transfer knowledge, create collective ideas, strengthen relationships, and manage shared resources. Jejaring AMPL was founded in 2007, and now has more than 50 members comprising of donor agencies, institutions, programs, universities, professional associations, private firms, NGOs, and others. Jejaring AMPL can be considered as a network with the most diverse membership in the sanitation sector85.

In terms of knowledge management, the two networks have not maximized their full potential. Combining knowledge and other resources of their members, both organizations can contribute more to competency development of sanitation personnel.

344. An increasing number of professions and professional circles in Indonesia are using web-based networks or mailing lists as a means to activate or mobilize a group to contribute to the growth of a sector or discipline. Such networks have a powerful advantage of reducing geographic distances, allowing individuals from all parts of the country to participate. Even passive participants can learn from or be inspired by discussions posted in the network. Currently active mailing lists related to sanitation sector are:

Milis AMPL: Established in May 2005, the AMPL (Air Minum Dan Penyehatan Lingkungan) mailing listallows its members to post new information, promote events and observe common goals and approaches. The mailing list, in fact, serves as a media to forge new partnerships. It provides a forum for individual members to share information and personal opinions, and to debate ideas. Per December 2011, its membership reached more than 1,500 individuals. The AMPL mailing list is managed by the Secretariat of Pokja AMPL.

Milis STBM: Established in May 2010, the STBM (Sanitasi Total Berbasis Masyarakat) mailing list allows its members to share information and knowledge. It contains information on STBM best practices, event announcements, methodologies and tools, etc. The STBM mailing list is managed by the STBM Secretariat. Per December 2011, its membership reached more than 200 individuals.

The potential to expand such a network to become a means for better knowledge management and dissemination is immense, especially for a country as large as Indonesia.

84

PERPAMSI (Persatuan PDAM Seluruh Indonesia) is an association of water supply companies in Indonesia. Wastewater services in many Indonesian cities are still under the management of water supply companies. 85

More information are provided in Jejaring’s website, www.jejaring-ampl.org


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Experiencing

345. Once an individual enters the workforce, a very important competence-building process happens. By performing tasks, doing required research and observations, and by making mistakes, an individual experiences a more profound learning process. Such experience validates personal knowledge, molds professional attitude, and establishes a person’s professional credibility. Building competence through experience and self-learning is difficult to plot, track and design, especially since an individual’s propensity to learn and grow is a major factor, and yet differs from one individual to another. This study does not pursue this factor further, although it recognizes the importance and may recommend some actions in the strategy.

346. Over the past decades, sanitation personnel in Indonesia has had limited opportunities to experience work in this field, due to the low level of sanitation investments, which resulted in the relatively small number of projects. The most extreme example is sewerage. With only eleven cities equipped with a sewerage network (with a small coverage), Indonesia has not developed a substantial professional corps with proven competence in designing, constructing and operating sewerage systems. Compared to water supply, where investments have been relatively high and personnel seem sufficient, sewerage is lagging behind. This is also the case with septage management (septic tank sludge), which has continued to use low technology approaches. Consequently, there is generally low competence in this field. Similarly, the fact that no solid waste disposal site is functioning as a proper sanitary landfill, has hindered development of competent operators for sanitary landfills in the country.

Recognition

347. Recognition of professional competence comes in the form of certification from an accredited certifying organization. The Government has also made certification a prerequisite for various jobs and/or tender proceedings, partly as a means to ensure quality but also to anticipate influx of foreign workers when free-trade agreements become effective. In the sanitation-related fields, professional certification is still limited to a handful of positions, i.e.

Certification for Experts in Environmental Engineering: The certification scheme is run by LPJK (Lembaga Pengembangan Jasa Konstruksi, or the Agency for Construction Service Development)86, which includes a classification for environmental/sanitary engineers. This covers individuals who are involved in the planning, design, and construction of sanitation facilities. More than ten professional associations87 are given the right by LPJK to certify its members with the environmental/sanitary engineering background. Currently, more than 7,400 individuals are listed as senior, mid-level, junior, and entry-level certified engineers under the environmental/sanitary engineering classification.

Certification for Environmental Pollution Control Manager (EPCM): The professional certification scheme is launched by the Ministry of Industry and Ministry of Environment, targeting individual-in-charge of managing wastewater in their facilities. Although it is officially aimed at industries, there are certificate holders from municipal wastewater treatment facilities, commercial buildings

86

LPJK is an independent organization that issues professional certification for a wide range of engineering professions related to construction. This scheme is recognized by the Ministry of Public Works, and is used as pre-requisite for all government construction tenders since 2009. 87

Among them are IATPI, INTAKINDO, Himpunan Profesi Tenaga Konstruksi Indonesia (HIPTASI), Persatuan Insinyur Indonesia (PII), Ikatan Ahli Perencanaan Indonesia (IAP), Perhimpunan Ahli Teknik Indonesia (PATI), Asosiasi Tenaga Teknik Indonesia (ASTTI), Asosiasi Tenaga Ahli Konstruksi Indonesia (ATAKI), Ikatan Ahli Konstruksi Indonesia (IAKI).


46

and housing estates (with effluent characteristics similar to municipal). The certification program is managed by IATPI, since the association was involved in the development of this certification scheme and its standard of competencies. Currently, more than 300 individuals are awarded EPCM certificate.

Recognition so far does not exist for facilitators related to CSS, SANIMAS88, or STBM. If facilitators (in this context) are not considered suitable for professional certification programs, then other forms of recognition must be explored.

348. The two schemes requires a certificate holder to continually improve competence by (a) practicing their competence in relevant activities, (b) participating in training courses, seminar, and workshops. Those who do not comply will not be able to renew their certificates. However, to date, none of the organizations have developed a structured competence building (or continuing education) programs to support this requirement.

DISCUSSION

Gaps of Competence

349. Demand for competence; The assessment draws the following conclusions regarding competence demand:

City-level planning facilitators89 require inter disciplinary competence, combining not only technical and non-technical knowledge, but strong skills in communication and facilitation. The policy facilitator for sanitation planning needs to have 50 competency elements (see Attachment 6).Mid-level personnel from a wide range educational background (engineering, urban planning, public health, public administration or communication)are suitable for these functions.

Rural-level hygienic behaviour facilitators90 can be recruited from a wide range of educational backgrounds (any social sciences or public health) at a S-1 or D-3 level. About 30 competency elements must be fulfilled for this social facilitator (see Attachment 7). Junior and mid-level personnel are eligible for these functions.

Technical facilitators91 for communal sanitation require technical competence specific for these systems, which tend to be simpler than city-wide systems (required of Technical Consultants). The educational pre-requisite is not very high (D-3), so junior personnel can fill this position. The technical facilitator needs to have 44 competency elements (see Attachment 8).

Technical consultants92, especially in the main personnel category, will likely require S-1 or S-2 qualifications from environmental/sanitary engineering or civil engineering, with high level of competence in the particular sanitation facility or service that is being developed. The consultant for wastewater planning requires 57 competency elements (see Attachment 9) that certainly take time and effort to develop. Only senior-level individuals can fill this position.

Operators (both technical and management) are not studied in detail in this study. Qualifications will be a mixture of technical and non-technical at D-3 or S-1 level, but development of operators’ competence will be needed.

88

A number of parties, including BORDA Indonesia, have discussed the possibility of creating certification scheme for SANIMAS facilitators. However, none has been materialized. 89

Represented by the Facilitator (Policy) for Sanitation Development Planning. 90

Represented by Facilitator (Social) Hygienic Behavior Change. 91

Represented by the Facilitator (Technical) for Communal Sanitation System Implementation. 92

Represented by the Consultant (Technical) Wastewater System Planning.


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350. Competence shortcomings; Although there is a concern among many that existing sanitation personnel are not performing well, most active personnel are generally confident about their level of competence. However, the following are some areas where these personnel feel less confident:

Basic technical knowledge: Most CSS policy facilitator does not have enough basic knowledge on sanitation technologies and services. Although he/she is not a technical person, the capacity to describe some basic knowledge is often required in meetings or discussions with stakeholders. STBM facilitators are also often required to be able to assess sanitation conditions of a community.

Knowledge on current sanitation policy: Most technical consultants in sanitation sector are not aware there are PPSP development approaches that they should consider in their plans. They still develop the master plans of sanitations services with a ‘business-as-usual’ approach. Acknowledgement of SANIMAS and STBM approaches are rarely found in wastewater master plans.

Other competency deficiencies, regarding skills and attitudes, are felt by many managers, and are not unique to sanitation personnel. This includes report writing skills, communication skills, and poor work habits (such as attendance, compliance with deadlines).

Education and Training

351. Education;The undergraduate program of environmental engineering offers courses that will provide an individual with basic technical knowledge in the planning and design of wastewater, solid waste, and drainage systems. However, the programs do not have enough time to cover practical knowledge required for field assignments and current approaches in sanitation development. The programs do not put enough attention on the operational aspects of sanitation facilities. A number of trainings are required to overcome this deficiency. Therefore, a combination of formal education and orientation training is sufficient to develop competence of an individual to allow him/her to start a sanitation assignment.

352. Lack of training programs; Competence of sanitation personnel can be enhanced through combination of orientation, continuation, and regular training courses, covering a broad spectrum of tasks and assignments, to expand their respective educational foundation. However, the number and types of trainingcourses currently available is very limited despite the fact that there is a large demand for competent personnel. Only limited training courses (and training providers) on sanitation subjects exist. Moreover, the courses are not designed as a series (e.g. basic, intermediate, advanced) to allow an individual to improve his/her competence in phases.

Performance

353. Performance and competence;Confronted with weak performance in the sector, there is a general perception that there is a serious shortage of competencies among sanitation personnel in Indonesia. However, competence and performance are not synonymous. It should be recognized that competence is only one factor that forms one’s performance. Other factors that play an important role and must be considered including: availability of equipment and materials, sufficient funds and timeframe, availability of other personnel, sufficient data and stakeholders’ support. Without any effort to address these work condition issues, various capacity building programs will not significantly improve the performance of sanitation personnel. Another factor is the relatively low compensation and benefits received by sanitation personnel.


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Networking, Experiencing, and Recognition

354. Networking;Many networking opportunities exist for sanitation personnel in Indonesia. Through professional associations, peer groups, mailing lists, and other web-based networking media, an individual can receive a lot of information to increase and update his/her knowledge. Pokja AMPL is very active in providing information on sanitation development progress. However, there is much room to strengthen and optimize the activities and influence of the existing networks to support competence development in the sanitation sector.

355. Experiencing; Most sanitation projects in Indonesia involve low technologies and are relatively homogeneous across the nation. Types of sanitation projects have basically been the same for the last twenty years. No advancement on technologies used for handling liquid waste, treating septage, and final disposal. This fact affects the range of competence of Indonesian sanitation personnel. There is little chance for an individual to gain new technological experiences that wouldenhance his/herknowledge and skills.

356. Formal recognition;The existing certification programs provide a structure for bench-marking and advancement, and motivate individuals to improve their competence. The programs require certificate holders to participate in training courses, seminars, workshops that will improve his/her knowledge and skills. To some extent, this requirement has made certificate holders participate in various training courses. However, the positive impact of this requirement can be further optimized if the certification agency possesses a professional competence improvement scheme. Such a roadmap will guide individuals in selecting training courses to attend. If managed effectively, this requirement will create high demand for training courses, which at the moment are not available in the market.

Gender Perspective

357. The Study only made quick observationson gender issues related to the capacity of sanitation personnel. The results should be treated only as indicative, for further studies to elaborate. Some of them are:

Involvement of women in sanitation activities is still low, despite the fact that there is never be a gender limitiation to fill sanitation jobs for women.

Involvement of women in sanitation activities is strongly influenced by work subjects, locations, and duration.

Notes

358. Shared competencies; Overall, sanitation personnel share a number of common competency and knowledge requirements. For example, the competency unit of “assess general characteristics of the community” is required for social and technical facilitators, as well as technical consultants. The same applies to the competency unit of “assess sanitation conditions of the community”. Furthermore, all types of facilitators should possess competency units to “develop strategic partnerships” and “facilitate participatory process”. Such commonality makes possible the compilation of a generic set of competency units that can be used in developing (new) competency lists for other sanitation personnel types.


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CONCLUSION

359. There are indications that minor shortcomings in knowledge, skills, and attitude among most sanitation personnel occur as follows:

Basic understanding of sanitation technologies among non-technical facilitators for SANIMAS and city sanitation planning.

Current policies and approaches on sanitation development among technical consultants.

Proper procedure to operate wastewater, solid waste, and drainage facilities among the respective operators.

Writing and communication skills.

Poor work habits (such as attendance, compliance with deadlines).

Orientation and on-the-job training may easily close the knowledge and skill gaps. Improvement of work conditions may improve work habits.

360. The assumption that there is a major competence deficiency among Indonesian sanitation personnel is difficult to prove or disprove. Despite managers’ expressed dissatisfaction on sanitation staff’s work performance, most sanitation personnel feel relatively confident about their competencies. This may indicate there is a discrepancy of understanding on required competence between sanitation personnel and key stakeholders (employers/managers). A mutually agreed competence criteria can reduce this understand in gap. Using the competence criteria, competence assessment of the sanitation personnel will produce more objective results.

361. Competence is only one of many factors that influence a person’s work performance. A competent person will not be able to perform well in his/her position if the working conditions are not conducive to good performance. Among the working conditions that are often lacking in sanitation are the availability and adequacy of equipment and materials, funds and timeframe, other personnel, and data. Consultants, facilitators and operators all need to have supporting work conditions to enable them to make full use of their capabilities. Otherwise, their performance (often misunderstood as competence) will continue to be deemed inadequate.

362. When there is a large demand for competent personnel, one expects to see the emergence of a viable industry providing competence development services. Unfortunately, that is not the case in the sanitation sector. Practically, there is a vacuum in competence development for sanitation professionals. Only limited training courses (and training providers) on sanitation subjects are available. Moreover, existing suite of training courses are not designed in a comprehensive way – one which allows a person to plan a phased training program to fit their professional interests. Sequenced training courses (e.g. basic, intermediate, advanced) are not found anywhere.

363. Other means to develop competence in sanitation sector are available. There are a number of professional associations where sanitation personnel can build and expand their network. However, their roles are not being optimized. Their involvement in sanitation sector is still incidental, and not designed to support current sanitation capacity development. Optimization of their role can start by improving data collection system of members engaged in the field of sanitation, linking job opportunities to members, and managing sanitation knowledge for its member.


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364. The existing sanitation-related professional certification systems require certificate holders to continually improve his/her competence. However, this requirement has not been followed by a concerted effort to encourage certificate holders to improve their competence, say by participating in a structured training program. A link between certification program and training programs would create a demand for specific training courses, and would motivate training institutions to develop new training modules, cooperate with international training institutions (or sanitation institutions), and offer new courses to the public. The side-effect of linking certification programs with training courses is that it motivates professionals to seek new knowledge, and to continue to develop their competence.


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STRATEGYAND ACTION PLAN

Developing capacity of sanitation personnel in Indonesia requires action and decisions from key

players in sanitation, and will only succeed if stakeholders collaborate on a continuous basis. The

strategy presented here includes a short-term action plan and a medium-term strategy. Some

recommendations for further analysis are also presented, especially for aspects that could not be

covered in this study. The strategy is intended for consideration by the Government of Indonesia

in planning future programs and activities.

Closing the Gap

Shortage of Personnel

401. A number of actions to be considered to reduce demand or fill the shortage of sanitation personnel are:

Optimize deployment; Adjust the personneldeployment strategy in existing programs to reduce the number of personnel neededand to optimize the use of available sanitation personnel, especially for facilitators.

Enhance job profile; Introduce breakthroughs to revampprofile of sanitation jobs, which, in turn can increase the number of people interested to work or continue in the sector.

Communicate demand; The high demand for sanitation personnel should be communicated to professional and business associations, universities, vocational and high schools toattract more qualified personnel and inspire anew generation of individuals.

Improve job security; Adjust upwards compensation and benefits for sanitation personnel, as well as improve conditions ofwork agreementsattract and retain qualified individuals.

Recognize the profession; Boost the sense of pride of sanitation personnel by formally recognizing their profession.

Create database; A sanitation personnel database will reduce difficulties in confirming the actual number of and availability of individuals with the right qualification. It would also support further assessment of personnel capacity.

Strategy and Action Plan

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Competence Gap

402. A number of actions to be considered to overcome the competence gap among sanitation personnel:

Acknowledge job titles; A consensus on clearly-defined job titles will form a foundation for future sanitation competence development programs.

Formalize competency standards; A formal lists of required competencies (knowledge, skills, and attitudes)of key sanitation personnel will create a nationalreference for competence development.

Recognize the profession; A formal recognition mechanism would not only to attract more individuals into the sector, it is expected to encourage sanitation personnel to continually improve their competence.

Collaborate roles; Facilitate cooperation among education and training institutions, sanitation-related professional networks, and related government institutions, with common goals to improve competence of sanitation personnel.

Provide teaching materials; Teaching materials covering sanitation policies, approaches, programs, and technologies will overcome the lack of knowledge among university students on recent sanitation activities.

Create competency-basedcourses; Adjust existing training courses to ensure that materials are consistent with the types and levels of competencies required.

Support training providers; Supporttraining institutions to improve their capacity in creating, promoting, conducting, and managing competence-based training courses.

Innovate with competence development programs; Availability of self-learning packages, mentoring, and other innovative competence programs will add opportunities for individuals to learn in a flexible way. Internship and apprenticeship programs will allow individuals to experience working in specific type of sanitation facilities.

Facilitate knowledge sharing;Knowledge and information sharing among sanitation personnel and other stakeholders (project managers, educators, trainers, evaluators, students, investors, and policy makers) will provide opportunities for an individual to tap knowledge from his/her peers.

Provide more resources;Better availability of work resourcesare expected to allow individuals to apply his/her competence optimally and perform satisfactorilyin completing their tasks.

Strategy to Develop Sanitation Capacity

Overall

403. The overarching vision for capacity development in sanitation is all parties collaborate to ensure that sanitation personnel are available in sufficient numbers and with appropriate competence.


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404. The vision is achievable through four strategies (see Table 14).Each strategy is followed by a number of activities to be implemented immediately or in the near-future.

Table 14.Strategy to Develop Capacity of Sanitation Personnel

Strategy Closing the Gaps Activities

1) Improve appeal of sanitation jobs

Enhance job profile

Communicate demand

Improve job security

Provide more resources

a. Advocate the need to improve capacity of sanitation personnel

b. Communicate jobs in sanitation

c. Sanitation promotional visits to education institutions

d. Adjust compensation structure for sanitation personnel

2) Institutionalize competence advancement.

Acknowledge job titles

Recognize the profession

Formalize competency standards

Collaborate roles

a. Consensus on job titles in sanitation

b. Create path for competence advancement in sanitation

c. Develop competency standards for key personnel in sanitation

d. Institutionalize certification mechanism for key personnel in sanitation

3) Revitalize competence development programs

Provide teaching materials to universities

Create competency-based courses

Support training providers

Innovate competence programs

a. Develop competency-based training programs in sanitation

b. Produce self-learning packages in sanitation

c. Disseminate sanitation teaching materials

d. Establish internship programs on sanitation operation

e. Set-up mentoring programs

4) Stimulate knowledge exchange.

Collect and share knowledge

Create database

a. Create Indonesian network for sanitation personnel

b. Set-up network of competence suppliers

c. Enhance knowledge management systems in sanitation

405. It should be noted that the above capacity-related strategies should be accompanied by larger strategies and long-term actions to:

Revise policies; In the long-term, sanitation policies need to be revised to serve as a new engine to propel interest in the field. An example would be policies that affect the structure of the sanitation sector, especially to make the sector more interesting for private investors, thus reducing the dependence on government institutions as implementers of sanitation services. Private sector involvement is expected to create a more professional atmosphere, where sanitation personnel can pursue better careers. Also necessary are policies affecting direction of the sanitation sector, especially with regard to technological advancement. Better (more advanced) technological choices are expected to attract young individuals to consider sanitation- related professions.

Revamp image; To complement changes in technology and sector players, the image of the sanitation sector as a whole needs a boost. The old image of low-technology, informal workers, and unsophisticated work needs to be changed to one where workers are proud and excited, technology is modern and effective, and institutions are credible and professionally-run. A forward-looking image will help the sector continue to appeal to younger generations in the future.


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Strategy 1: Improve Appeal of Sanitation Jobs

406. This strategy aims to create sustained interest amongqualified individuals to join and stay in the sanitation sector. Implementation of this strategy will involve commencement of a series of advocacy and promotional activities to increase awareness of stakeholders on job profiles and opportunities in sanitation sector.

407. A communication strategy should be developed to allow effective delivery of messages to decision-makers, professional communities, and students. Various means of communications should be used to communicate information on tasks and responsibilities of sanitation personnel, present an appealing image of sanitation jobs, inform about the level of demand for competent sanitation personnel, and the need to improve their capacity.

408. A number of activities to be conducted under this strategy are described in the following table.

Table 15. Activities to Improve Appeal of Sanitation Jobs and Opportunities

Activities Decription

a. Advocate the need to improve capacity of sanitation personnel

To advocate the high demand for competent sanitation personnel, a series of presentations and discussions should be conducted to decision-makers and officers in various government institutions, professional associations, development programs, donor agencies, and private firms.

b. Communicate jobs in sanitation

Seminars, exhibitions, competition, and dissemination of promotional materials on sanitation jobs, supported by effective news and article placements in a number of relevant magazines, newspaper, and websites.


Face-to-face interaction with students in relevant universities, academies, vocational schools, and high schools, supported by dissemination of promotional materials to raise their awareness on sanitation jobs and opportunities.

d. Adjust compensation structure of sanitation personnel

A series of discussions with representatives of government institutions, professional associations, programs, and firms to determine the most appropriate fee and benefits for sanitation personnel.

Strategy 2: Institutionalize Competence Advancement

409. This strategy aims to make available a competence advancement path for each key sanitation personnel. The path is expected to: a) provide encouragement and incentive for sanitation personnel to continually improve their competence in a structured manner, b) create framework for competence suppliers to develop and optimize their role in achieving common objectives and goals, and c) trigger training providers to develop and deliver more relevant training courses.

410. For each job title, a competence advancement path (see diagram)describes:(a) levels of professional status, (b) required competencies, (c) outline of competence improvement plans (training and other competence-maintenance activities), and (d) formal recognition system.

411. A number of parties will be involved in preparing suchcompetence advancement path (see the diagram), i.e.

Sponsoring agency; a government institution that will serve as the official agency which owns and manages the scheme.

Training agencies; universities, private firms, and NGOs that will create and conduct mandatory training programs for sanitation personnel.


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Certification body; an independent organization, such as professional association, that will provide formal recognition to sanitation personnel.

Under the path, roles of each competence supplier will be clearly defined.

Elements and Involved Parties in a Competence Advancement Path.Each job title will have its own path describing levels of professional status, required competence, and mechanism to obtain formal recognition.

412. A number of activities to be conducted under this strategy are described in following table.

Table 16. Activities to Institutionalize Competence Advancement


a. Consensus on job titles in sanitation

Seminar and workshop involving government institutions, professional associations, sanitation programs, selected sanitation personnel, and academics, to generate a list of job titles in the subsectors of wastewater, solid waste, drainage, and hygienic behavior.


Competence advancement paths for prioritized key personnel are to be developed and approved through a series of assessments, workshops, seminars, and consensus-building involving professional associations, training agencies, practitioners, academics, and government institutions.


A set of competency lists for prioritized key personnel will be formalized into a national competency standard by involving Ministry of Public Works as the sponsoring agency. Support from professional and business associations, academics, and practitioners are instrumental.


Certification mechanism, as a form of formal recognition of competence, will be institutionalized following the requirements from the BNSP

93. Such mechanism will involve a number of parties

to play the roles as certifying body and accredited training agencies.

413. The institutionalization of competence path should be prioritized for a subsector and a type of personnel where the demand is largest, i.e. wastewater and facilitators for communal system.

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BNSP (Badan Nasional Sertifikasi Profesi, or the National Agency for Professional Certification) is an independent body with the authority to formally recognize standards of competence for professionals in various fields, and carry out certification of those personnel.

4

3

2

1

levels ofprofessional

status

required competencies #1




training agencies

project owners

universities

research agencies

proffesional association

certyfyingbody

competency-based trainings

competency-maintenance

activities

formal recognition mechanism

outlines ofcompetence

improvementplans


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Strategy 3: Revitalize Competence Programs

414. This strategy aims toincrease the availability and variation of competence programs to support competence advancement paths for sanitation personnel. It is expected that there will be more competency-based training courses, as well as other type competence programs available in the market. Higher capacity in the competence-building industry is a basic requirement for institutionalizing competence advancement.

415. This strategy will triggertraining providers to develop and deliver more relevant training courses, as well as attract other parties to create innovative competence development programs. In addition to the competency-based trainings, a number of new variants of competence programs will be introduced, i.e. distant learning, mentoring, and internship programs.


Table 17. Activities to Revitalize Competence Programs


a. Developcompetency-based training programs in sanitation

Training agencies are supported to adjust or develop training courses based on requirements from the competence path (especially related to competency standards) for prioritized key personnel. Options are open for the training agencies to select the most appropriate delivery techniques.

b. Produce self-learning packages in sanitation

Self-learning multimedia packages on various subjects will be developed. It will improve access of sanitation personnel to knowledge required in competence path. Self-learning materials will be distributed in the form of compact disk, or be attached to existing sanitation web-sites.


Teaching materials related to current sanitation policies, approaches, and technologies will be developed and disseminated to universities. It is expected that such materials will close or minimize the gap of required knowledge in tertiary education.


In the absence of properly-operated sanitation facilities, specific internship and apprenticeship programs will allow individuals to improve his/her competence by performing tasks, observing others, and following guidance from supervisors in such facilities.

e. Set-up mentoring programs Mentoring programs will provide opportunities for an individual to obtain information and guidance from his/her designated mentor. A mentoring function will be considered to be a requirement for an individual to retain his certification.

Strategy 4: Stimulate Knowledge Exchange

417. This strategy aims to increase access to sanitation knowledge among sanitation personnel and other stakeholders. It will also create opportunities for all parties to share knowledge, information, ideas, enthusiasm and aspirations. It is believed that such knowledge networking will contribute significantly in building competence for those already active in the field.

418. This strategy will create networks for competence suppliers, as well as for individuals interested in sanitation sector (engineers, specialists, managers, educators, trainers, students, investors, and policy makers). Existing web-sites will be reviewed and adjusted to match with expected roles under the competence advancement path.



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Table 18. Activities to Stimulate Knowledge Exchange



An internet-based professional network will be established to provide dynamic and interactive means of communication among sanitation personnel and interested individuals. Such network will allow its member to share information, knowledge, data, and opinion. It may also serve as a database for sanitation personnel, and means to announce job opportunities and events.


Selected universities, private firms, NGOs, and government-owned training centers are invited to form a network of competence suppliers in sanitation. Technical assistance will be provided to improve their capacity, especially on course development, competency of trainers, training management, and access of communication. It may involve commencement of a series of workshops, seminars, and training-of-trainers.


Existing web-sites, mailing lists, and blogs will be enhanced and promoted to optimize their contribution in developing competence of sanitation personnel. Discussion with owners or managers of existing web-sites, mailing lists will be conducted to obtain consensus on their specific roles and ways to improve its knowledge management.

Action Plan

420. Action plan consists of activities to be initiated in the period of 2012 – 2014. Some of those activities are better to be conducted immediately, considering the urgency and the preparedness of such activities (see next section). The following table presents the proposed schedule of activities in that period.

Table 19. Short-Term Action Plan

Activities 2012 2013 2014

1 2 3 4 1 2 3 4 1 2 3 4

1) a. Advocate the need to improve capacity of sanitation personnel

x x x

b. Communicate jobs in sanitation x x x x


x x x x

d. Adjust compensation structure of sanitation personnel

x x x x

2) a. Consensus on job titles in sanitation x x


x x x x x x x x


x x x x x x


x x x x x x x x

3) a. Develop competency-based training programs

x x x x x x

b. Produce self-learning packages x x x x


x x


x x x x

e. Set-up mentoring programs x x x x

4)


x x x


x x


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Activities 2012 2013 2014

1 2 3 4 1 2 3 4 1 2 3 4


x x

Immediate Activities

421. There are at least six activities that can be initiated in the second quarter of 2012. Most of them are activities related to the effort to improve communication among stakeholders of sanitation competence.

Advocate the Need to Improve Capacity of Sanitation Personnel

422. The following table presents steps, output, and timeframe for this activity.

Table 20. Action Plan – Advocate the Need to Improve Capacity of Sanitation Personnel

Steps Output Timeframe

Develop papers and presentation materials on demand and supply of sanitation personnel

Paper on Demand and Supply of Sanitation Personnel (in Bahasa Indonesia).

Standard presentation tool on Demand & Supply of Sanitation Personnel.

Q2 (2012), 2 months

Seminar on demand and supply of sanitation personnel

Seminars on 5 locations. Q2-Q3 (2012)

National workshop on competence development in sanitation

National workshop on one location.

Workplans from each participating party.

Q4 (2012)

423. This activity requires involvement of BAPPENAS, members of Pokja AMPL, professional association, and a work group. It is expected that GoI and donor agency can provide funding for this activity.

Communicate Jobs in Sanitation


Table 21. Action Plan – Communicate Jobs in Sanitation


Develop communication materials jobs in sanitation sector

Booklet and leaflets on jobs in sanitation

Poster on the need of sanitation personnel.

Articles for media.

Q3 (2012), 2 months

Dissemination of communication materials

Booklets and leaflets distributed to government institutions, professional associations, development programs, donor agencies, and private firms.

Coverage in printed media.

Q3 (2012) – Q2 (2013)

Promotional events on jobs in sanitation

Seminars.

Competition on sanitation technologies.

Participation in exhibitions.

Q3 (2012) – Q2 (2013)

425. This activity requires involvement of BAPPENAS, Ministry of Public Works, Ministry of Health, and a work group. It is expected that GoI and donor agency can provide funding for this activity.


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Sanitation Promotional Visits to Education Institutions


Table 22. Action Plan – Sanitation Promotional Visits to Education Institutions


Develop promotion materials jobs in sanitation sector

Booklet and leaflets on jobs in sanitation

Poster on the need of sanitation personnel.

Q3 (2012), 2 months

Dissemination of promotional materials

Booklets and leaflets distributed to universities, academies, vocational schools, and high schools.

Q3 (2012) – Q2 (2013)

Events in universities and schools

Seminars, discussions, and exhibitions on a number of universities, academies, vocational schools, and high schools.

Q3 (2012) – Q2 (2013)

427. This activity requires involvement of BAPPENAS, Ministry of Health, Ministry of Education, and a work group. It is expected that GoI and donor agency can provide funding for this activity.

Consensus on Job Titles in Sanitation


Table 23. Action Plan – Consensus on Job Titles in Sanitation


Develop papers and presentation materials on job titles in sanitation

Paper on Job Titles of Sanitation Personnel (in Bahasa Indonesia).

Standard presentation tool on Job Titles of Sanitation Personnel.

Q2 (2012), 2 months

Seminar on job title in sanitation

Seminars on 5 locations. Q2-Q3 (2012)

National workshop on job title

National workshop on one location.

Consensus on job titles in sanitation

Q4 (2012)

429. This activity requires involvement of professional association, Ministry of Public Works, Ministry of Health, and a work group. It is expected that GoI can provide funding for this activity.

Create Path for Competence Advancement in Sanitation

430. Competence path will be immediately created for wastewater subsector, with special attention for facilitators for communal system where the demand is largest. The following table presents steps, output, and timeframe for this activity.

Table 24. Action Plan – Create Path for Competence Advancement in Sanitation


Formation of stakeholder group.

Stakeholder group for wastewater sub-sector.

Q3 (2012)

Clarifying job titles of personnel

Job titles in in wastewater sub-sector. Q3 (2012), 2 months

Arranging levels of professional status for

Levels of professional status for each job title in wastewater sub-sector, along with descriptions on the scope of works and

Q4 (2012), 2 months


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each job title degree of responsibilities.

Outlining competence improvement plans for each professional status

List of requirements to improve competence (mandatory training programs, additional experience, participation on seminars, etc.).

Q4 (2012), 2 months

Determining requirement for formal recognition for each job title

Type of formal recognition for each job title (e.g. certification on competence (BNSP model), certification on training commencement, etc.).

Q4 (2012), 2 months

431. This activity requires involvement of Ministry of Public Works, Ministry of Health, professional association, training agencies, practitioners, academics, and a work group. It is expected that GoI and donor agency can provide funding for this activity.

432. This activity should be followed by the development of competency standards and institutionalization of certification mechanism for prioritized job title in wastewater sub-sector. It is recommended that any follow-ups should targeting facilitators for communal system.

Create Indonesian Network for Sanitation Personnel

433. The following table presents steps, output, and timeframe for this activity94.

Table 25. Action Plan – Create Indonesian Network for Sanitation Personnel


Review of existing web-based network

Working group

Workplan to improve existing network

Q2 (2012)

Appointing manager of the web-based network

Manager of the network

Supervisory group

Q2 (2012)

Improvement of existing web-based network

Improved network (e.g. more features, access speed, graphic user interface, mobile application, and others).

Q3-Q4 (2012)

Launching & promotion of the web-based network

Promoting the network; Events, internet, participation in exhibition, distributing leaflets, etc.

Q4 (2012)

434. This activity requires involvement of Pokja AMPL, JEJARING network, professional association, and a work group. It is expected that donor agency can provide funding for this activity.

Follow-Up Studies

435. This study focused on a portion of sanitation personnel, and many aspects of capacity among sanitation personnel could not be addressed. Follow-up studies may be necessary to further evaluate various aspects not covered in this study. Among them are the following:

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This activity will use the website developed for conducting survey in this Study as a starting point (www.leherangsa.com). In its development, the website has been designed using asocial network template. Therefore, it does need a lot of effort to modify it into a professional network. It is expected that the professional network can also serve as an integrated database for sanitation personnel, performance assessment tools, event and job promotion media, discussion forums, etc. An organization should be appointed to be in-charge in managing and improving the network. The network must be promoted to increase its members, including by having its official launching.


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Assess current capacity and required competence of personnel involved in operations of sanitation facilities (sewerage systems, septage treatment plants, final disposal sites, etc);

Assess gender preferences related to sanitation jobs, to answer the question why not more women are involved in sanitation programs;

Assess current capacity and required competence of local government staff, and identify means to develop their capacity.

Assess the potential and capacity of vocational schools (secondary) to offer sanitation-related programs, to produce personnel who support operations of municipal facilities and/or who support design and construction of communal sanitation facilities.


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ATTACHMENTS

1. Job Titles in Selected Sanitation Activities.

2. Roadmap of PPSP Program (2010 – 2014).

3. Projection of the Next PPSP Program (2015 – 2019).

4. Level of Demand for Sanitation Personnel.

5. Level of Supply of Sanitation Personnel.

6. List of Core Competencies: Facilitator (Policy) for Sanitation Development Planning.

7. List of Core Competencies: Facilitator (Social) for Hygienic Behavior Change.

8. List of Core Competencies: Facilitator (Technical) for Communal Sanitation Implementation.

9. List of Core Competencies: Consultant (Technical) for Wastewater System Planning.

10. List of Universities with Environmental Engineering.

11. References


1 ‐ 1

ATTACHMENT 1 JOB TITTLES IN SELECTED SANITATION ACTIVITIES

Activity Job Title Background Level

PREPARATION OF STRATEGY AND IMPLEMENTATION PLAN

Preparation of City Sanitation Strategy

1 Facilitator (Policy) for Sanitation Development Planning ‐ Province

Various Mid‐Level

2 Facilitator (Policy) for Sanitation Development Planning

Various Mid‐Level

3 Facilitator (Technical) for Sanitation Development Planning ‐ Province

Environmental Engineering Mid‐Level

4 Facilitator (Technical) for Sanitation Development Planning


5 Facilitator (Financial) for Sanitation Development Planning

Financials Mid‐Level

Preparation of PMSS 6 Facilitator (Policy) for Sanitation Development Planning

Various Mid‐Level

IMPLEMENTATION OF HYGIENIC BEHAVIOR IMPROVEMENT

Implementation of STBM program

7 Facilitator (Social) for Hygienic Behavior Change

Various Junior

IMPLEMENTATION OF COMMUNAL SANITATION SYSTEM

Implementation of SANIMAS Program

8 Facilitator (Technical) for Communal Sanitation System Implementation

Environmental Engineering Entry‐Level

9 Facilitator (Social) for Communal Sanitation System Implementation

Various Junior

DEVELOPMENT OF DOMESTIC WASTEWATER SERVICES

Completion of master plan for wastewater services

10 Consultant (Technical) for Wastewater System Planning

Environmental Engineering Senior

11 Consultant (Technical) for Sewerage System Engineering Design


12 Consultant (Urban Planning) for Wastewater System Planning

Urban Planning Mid‐Level

13 Consultant (Socio‐Economic) for Wastewater System Planning

Social Sciences Mid‐Level

14 Consultant (Financial) for Wastewater System Planning


15 Consultant (Institutional) for Wastewater System Planning

Institutionals Mid‐Level

16 Consultant (Legal/Regulatory) for Wastewater System Planning

Law Mid‐Level

17 Consultant (Community Development) for Wastewater System Planning


18 Consultant (Business) for Wastewater System Planning

Business Study Mid‐Level

19 Consultant (Communication) for Wastewater System Planning

Communications Mid‐Level

20 Consultant (Environmental Management) for Wastewater System Planning

Environmental Sciences Mid‐Level

Engineering design of sewerage system



Attachment 1

1 ‐ 2

22 Consultant (Technical) for Wastewater Treatment Plant Engineering Design


23 Consultant (Civil Works) for Sewerage System Engineering Design

Civil Engineering Mid‐Level

24 Consultant (Mechanical Works) for Sewerage System Engineering Design

Mechanical Engineering Mid‐Level

25 Consultant (Electrical Works) for Sewerage System Engineering Design

Electrical Engineering Mid‐Level

26 Consultant (Soil Works) for Sewerage System Engineering Design

Soil Study Mid‐Level

27 Consultant (Project Management) for Sewerage System Engineering Design

Management Mid‐Level

28 Consultant (Cost Estimation) for Sewerage System Engineering Design


29 Consultant (Environmental Management) for Sewerage System Engineering Design


Engineering design of sludge treatment facility

30 Consultant (Technical) for Sludge Treatment Facility Engineering Design


31 Consultant (Civil Works) for Sludge Treatment Facility Engineering Design


32 Consultant (Mechanical Works) for Sludge Treatment Facility Engineering Design


33 Consultant (Electrical Works) for Sludge Treatment Facility Engineering Design


34 Consultant (Project Management) for Sludge Treatment Facility Engineering Design


35 Consultant (Cost Estimation) for Sludge Treatment Facility Engineering Design

Non specific Mid‐Level

36 Consultant (Environmental Management) for Sludge Treatment Facility Engineering Design


DEVELOPMENT OF SOLID WASTE SERVICES

Completion of master plan for solid waste services

37 Consultant (Technical) for Solid Waste System Planning


38 Consultant (Technical) for Sanitary Landfill Engineering Design


39 Consultant (Urban Planning) for Solid Waste System Planning


40 Consultant (Transportation) for Solid Waste System Planning


41 Consultant (Socio‐Economic) for Solid Waste System Planning


42 Consultant (Financial) for Solid Waste System Planning


43 Consultant (Institutional) for Solid Waste System Planning


44 Consultant (Legal/Regulatory) for Solid Waste System Planning

Law Mid‐Level

45 Consultant (Community Development) for Solid Waste System Planning


46 Consultant (Business) for Solid Waste Business Mid‐Level


1 ‐ 3

System Planning

47 Consultant (Communication) for Solid Waste System Planning


48 Consultant (Environmental Management) for Solid Waste System Planning


Engineering design of final disposal facility





51 Consultant (Soil Works) for Sanitary Landfill Engineering Design


52 Consultant (Civil Works) for Sanitary Landfill Engineering Design


53 Consultant (Mechanical Works) for Sanitary Landfill Engineering Design


54 Consultant (Electrical Works) for Sanitary Landfill Engineering Design


55 Consultant (Transportation) for Sanitary Landfill Engineering Design


56 Consultant (Geohydrology) for Sanitary Landfill Engineering Design

Geohydrology Mid‐Level

57 Consultant (Project Management) for Sanitary Landfill Engineering Design

Project Management Mid‐Level

58 Consultant (Cost Estimation) for Sanitary Landfill Engineering Design

Various Mid‐Level

59 Consultant (Environmental Management) for Sanitary Landfill Engineering Design


DEVELOPMENT OF DRAINAGE SERVICES

Completion of master plan for drainage services

60 Consultant (Technical) for Drainage System Planning

Environmental/ Civil Engineering

Senior

61 Consultant (Soil Works) for Drainage System Engineering Design


Mid‐Level

62 Consultant (Urban Planning) for Drainage System Planning


63 Consultant (Socio‐Economic) for Drainage System Planning


64 Consultant (Financial) for Drainage System Planning


65 Consultant (Institutional) for Drainage System Planning


66 Consultant (Legal/Regulatory) for Drainage System Planning

Law Mid‐Level

67 Consultant (Civil Works) for Drainage System Planning


68 Consultant (Mechanical Works) for Drainage System Planning


69 Consultant (Communication) for Drainage System Planning


70 Consultant (Environmental Management) for Drainage System Planning


Engineering design of drainage system

71 Consultant (Technical) for Drainage System Engineering Design


Senior

Attachment 1

1 ‐ 4



73 Consultant (Mechanical Works) for Drainage System Engineering Design


74 Consultant (Civil Works) for Drainage System Engineering Design


75 Consultant (Electrical Works) for Drainage System Engineering Design


76 Consultant (Project Management) for Drainage System Engineering Design

Project Management Mid‐Level

77 Consultant (Cost Estimation) for Drainage System Engineering Design

Various Mid‐Level

78 Consultant (Environmental Management) for Drainage System Engineering Design


OPERATION & MAINTENANCE

Operation & maintenance of sewer network operation

79 Operator (Technical) for Sewer Network Operation

Environmental/ Mechanical Engineering

Mid‐Level

80 Operator (Management) for Sewer Network Operation


81 Operator (Financial) for Sewer Network Operation

Financials Junior

82 Operator (Safety) for Sewer Network Operation

Safety Junior

Operation & maintenance of sewage treatment plant

83 Operator (Technical) for Sewage Treatment plant


84 Operator (Management) for Sewage Treatment Plant


85 Operator (Financial) for Sewage Treatment Plant

Financials Junior

86 Operator (Safety) for Sewage Treatment Plant

Safety Junior

Operation of sludge treatment facility

87 Operator (Technical) for Sludge Treatment Facility


Mid‐Level

88 Operator (Management) for Sludge Treatment Facility


89 Operator (Financial) for Sludge Treatment Facility

Financials Junior

90 Operator (Safety) for Sudge Treatment Facility

Safety Junior

Operation & maintenance of final disposal site

91 Operator (Technical) for Final Disposal Site Operation


Mid‐Level

92 Operator (Management) for Final Disposal Site Operation


93 Operator (Financial) for Final Disposal Site Operation

Financials Junior

94 Operator (Safety) for Final Disposal Site Operation

Safety Junior

Note: Main personnel are in bold letters.


2 ‐ 1

ATTACHMENT 2 ROADMAP OF PPSP PROGRAM (2010 – 2014)

Plans

Stages 2010 2011 2012 2013 2014

A Campaign, education, advocacy, and guidance 49 62 72 82 100

B Institutional and regulation development 63 72 82 62 100

C Formulation of City/District Sanitation Strategy 41 63 72 82 62

D Preparation of Program Memorandum 21 35 45 56 65

E Implementation 3 24 59 104 160

F Monitoring and evaluation 41 49 62 72 82

Progress (per December 2011)

Stages 2010 2011 2012 2013 2014

A Campaign, education, advocacy, and guidance 58 103 117 n/a n/a

B Institutional and regulation development 58 103 117 n/a n/a

C Formulation of City/District Sanitation Strategy (29) 42 58 117 n/a n/a

D Preparation of Program Memorandum 13 41 67 n/a n/a

E Implementation 3 24 59 n/a n/a

F Monitoring and evaluation n/a n/a n/a n/a n/a

Note: The number of Implementation is accumulative, while the rest is additional. The number in bracket is 2009.

Attachment 2

2



3 ‐ 1

ATTACHMENT 3 PROJECTION OF THE NEXT PPSP PROGRAM (2015 – 2019)

Stages 2015 2016 2017 2018 2019

A Campaign, education, advocacy, and guidance 100 0 0 0 0

B Institutional and regulation development 100 40 0 0 0

C Formulation of City/District Sanitation Strategy 130 120 140 60 50

D Preparation of Program Memorandum 100 130 120 140 60

E Implementation 60 60 70 70 80

F Monitoring and evaluation 70 80 80 90 100

Assumption:

• End of 2017: 500 cities/districts will have CSS, • End of 2018: 500 cities/districts will complete PMSS • End of 2019: 500 cities/districts will initiate the implementation stage. • Cities/districts must renew its CSS in 5‐year cycle, meaning the number in stage C representing the total number of

cities/districts renewing their CSS (developed in previous PPSP cycle) with new cities/district who have CSS for the first time. Same case with the number in stage D.

• The number of Implementation is accumulative, while the rest is addition.

Attachment 3

2



4 ‐ 1

ATTACHMENT 4 LEVEL OF DEMAND FOR SANITATION PERSONNEL

The attachment contains tables of:

• Estimated Number of Activities (Short‐Term and Medium‐Term) • Estimated Number of Job Opportunities (Short‐Term and Medium‐Term) • Estimated Number of Personnel Required (Short‐Term and Medium‐Term) • Summary of Main Personnel • Overall Summary

Numbers of activities are projected based on:

• Short‐term: Current PPSP program roadmap (see Attachment 2) and other targets in the RPJMN, i.e. by end of 2014: 340 cities/districts with CSS, 240 cities/districts with PMSS, and 240 cities/districts initiate implementation. SANIMAS programs: 2,000 areas per year.

• Medium‐term: Preliminary projections of the next PPSP program cycle (see Attachment 3) with the targets: 500 cities/districts with CSS by end of 2017, with PMSS by end of 2018, and initiate implementation by end of 2019. STBM and SANIMAS programs with the same rate of implementation.

Numbers of job opportunities are estimated using this formula:

Ji = (Ai) x (Ri,i)

Where,

‐ Ji: Number of jobs opportunities (for a particular job title).

‐ Ai: Frequency of activity (requiring a particular job title).

‐ Ri,i: Involvement ratio, i.e. number of individual (of a particular job title) required in an activity (see Table 2). Example, an STBM technical facilitator has an Ri,i of 0.1, which means one facilitator is involved in ten location of STBM implementation.

Numbers of individuals required are estimated using this formula:

Pi = f(Ji, Fc,i)

Where,

‐ Pi: Number of individuals (of a particular type of personnel) required.

‐ Ji: Number of jobs available (for a particular type of personnel).

‐ Fc,i: Continuity factor, i.e. proportion of individuals to continue working in the same job in the subsequent period. For example, a Fc,i = 0.7 of a social facilitator means that 70% of the individuals will continue to work as a social facilitator in the program’s next period. The smaller the factor, the fewer individuals stay in the same job.

Attachment 4

4 ‐ 2

TABLE 4‐1. Estimated Number of Activities (Short‐Term)

Activity Unit

Number of Activities

Past Short‐term

2010 2011 2012 2013 2014 Sum

1 Preparation of City Sanitation Strategies1

cities/ districts

40 60 100 60 50 210

2 Preparation of PMSS2 cities/ districts

10 30 60 60 70 190

3 Implementation of STBM program3

Villages ‐ ‐ 6,000 7,000 7,000 20,000

4 Implementation of SANIMAS program4

Areas 1,500 1,500 1,500 1,500 1,500 4,500

5 Completion of master plans for wastewater services 5

cities/ districts

10 10 40 40 60 140

6 Engineering design of sewerage system6

cities/ districts

‐ ‐ 5 5 5 15

7 Engineering design of sludge treatment facility7

cities/ districts

10 10 20 20 40 80

8 Completion of master plan for solid waste services8

cities/ districts

10 10 40 40 60 140

9 Engineering design of final disposal facility 9

cities/ districts

50 50 50 50 50 150

10 Completion of master plan for drainage system10

cities/ districts

10 10 40 40 60 140

11 Engineering design of cities/ ‐ 10 10 40 40 90

1 Source: Road‐map of the PPSP (Percepatan Pembangunan Sanitasi Permukiman) program, 2010 – 2014 (see Appendix 2) and its progress. Note: The PPSP total target is 330 cities/districts have completed CSS at the end of 2014. Per 2011, around 120 cities/ districts have done so. Therefore, it is expected that 210 more cities/districts must prepare their CSSs in the next three years. The figures are presented as rounded numbers. 2 Source: Road‐map of the PPSP program, 2010 – 2014 (see Appendix 2). Note: The PPSP total target is 230 cities/districts have prepared the Program Memorandum of Sanitation Sector at the end of 2014. Per 2011, around 50 cities/ districts have done so. Therefore, it is expected that 180 cities/districts will prepare the program memorandum for the next three years. The figures are presented as rounded numbers. 3 Source: STBM Program Secretariat, Ministry of Health. Note: The upcoming STBM program is still focus on its first pillar, i.e. Stop Open Defecation. 4 Source: Directorate for Environmental Sanitation, Directorate General of Human Settlements, Ministry of Public Works. Note: The annual target until the end of 2014 is around 1,500 SANIMAS facilities constructed. There will be 2 (two) types of SANIMAS implementation programs, according to the funding source, i.e. 1) SANIMAS Reguler, funded by national government and city/ district local government, and 2) SANIMAS USRI, funded by the Asian Development Bank through Urban Sanitation and Rural Initiative (USRI) for Program Nasional Pemberdayaan Masyarakat (PNPM). It is expected that the local governments and private sectors will also participate to implement of SANIMAS programs. 5 Source: Road‐map of PPSP program, 2010 – 2014. It is assumed that all cities/districts pursuing the Implementation phase (in PPSP program roadmap) will prepare wastewater service master plans (see Appendix 2). Note: In 2011, the national government (Ministry of Public Works) is only able to develop wastewater management master plans for 12 cities/ district. It is expected that a number of master plans will be made directly by the local governments, in addition to those developed by the Ministry of Public Works. 6 Source: The National Medium‐Term Development Plan (RPJMN) 2010 – 2015. Note: It is planned that by 2014, Indonesia will have 16 cities with sewerage systems. The works will include improvement of existing systems in 11 cities (Balikpapan, Banjarmasin, Bandung, Cirebon, Jakarta, Medan, Prapat, Surakarta, Tangerang, Yogyakarta, and Denpasar) and development of new systems in five cities. 7 It is assumed that city/ district will prepare the engineering design of sludge treatment facility in the following year after wastewater service master plan is completed. 8 It is assumed that all cities/districts pursuing the Implementation phase (in PPSP program roadmap) will also prepare solid waste management master plans. 9 Source: The National Medium‐Term Development Plan (RPJMN) 2010 – 2015. Note: By 2014, around 240 solid waste final disposal areas in Indonesian cities must be improved to meet sanitary landfill specification and performance standards. It is assumed in the next three years, there are still 150 landfill engineering designs to be completed, or 50 designs a year. 10 Source: The National Medium‐Term Development Plan (RPJMN) 2010 – 2015. Note: By 2014, around drainage systems in 100 strategic locations must be improved to prevent them from flooding. It is assumed then that each year 20 master plans of urban drainage systems must be produced.


4 ‐ 3

drainage system11 districts

12 Operation of sewer system12 cities/ districts

‐ ‐ ‐ 5 5 10

13 Operation of sewage treatment plant13

cities/ districts

‐ ‐ ‐ 5 5 10

14 Operation of sludge treatment facility14

cities/ districts

‐ ‐ 10 10 20 40

15 Operation of final disposal facility15

cities/ districts

‐ ‐ 50 50 50 150

11 It is assumed that the engineering design of drainage system must be prepared in the following year after drainage system master plan is completed. 12 The number is only for the new and improved sewer systems. It is assumed only ten sewer systems can be developed in the current PPSP out of 16 targeted. 13 Same assumption as the sewer system since the sewage treatment plant and sewer system are parts of a sewerage system. 14 At least two year time is required to construct a sludge treatment facility following the completion of its engineering design. 15 At least two year time is required to construct a final disposal facility following the completion of its engineering design.

Attachment 4

4 ‐ 4

TABLE 4‐2. Estimated Number of Activities (Medium‐Term)

Activity Unit Number of Activities

2015 2016 2017 2018 2019 Sum

1 Preparation of City Sanitation Strategies16

cities/ districts

130 120 140 60 50 ‐‐‐

2 Preparation of Program Memorandum of Sanitation Sector17

cities/ districts

100 130 120 140 60 ‐‐

3 Implementation of STBM program18

Villages 7,000 7,000 7,000 7,000 7,000 35,000

4 Implementation of SANIMAS Program19

Areas 2,000 2,000 2,000 2,000 2,000 10,000

5 Completion of master plans for wastewater services20

cities/ districts

60 60 70 70 80 340

6 Engineering design of sewerage system21

cities/ districts

10 10 10 10 10 50

7 Engineering design of sludge treatment facility22

cities/ districts

80 80 80 80 80 400

8 Completion of master plan for solid waste services23

cities/ districts

60 60 70 70 80 340

9 Engineering design of final disposal facility24

cities/ districts

50 50 50 50 50 250

10 Completion of master plan for drainage system25

cities/ districts

80 80 80 80 80 400


cities/ districts

80 80 80 80 80 400

12 Operation of sewer system cities/ districts

5 5 10 10 10 40


cities/ districts

10 10 20 20 20 80


cities/ districts

20 40 80 80 80 300


cities/ districts

50 50 50 50 50 250

16Cities/districts (total of 330) which have prepared their CSS in 2010‐2014 are expected to update their CSS for the 2015‐2019 development cycle. In addition, 170 more cities/districts will prepare CSS during 2015 – 2017 period. Therefore, by end of 2017, a grand total of 500 cities/districts will have CSSs. The 2015 – 2017 figures are comprised of cities/districts preparing CSS updates plus new CSS. 17 It is targeted that by end of 2018, all 500 cities/districts will complete their PMSS. The 2015 – 2018 figures include some cities/districts from the previous PPSP program cycle, which have not finished preparing the program memorandum by end of 2014. 18 The same STBM implementation rate from the 2012‐2014 period is used. However, villages are expected to progress to the second pillar (and further) during the next development cycle. By end of 2019, it expected that 35,000 villages will be in STBM program. 19 The same SANIMAS implementation rate from the 2012‐2014 period is used, i.e. 2,000 per year. Therefore, it expected that 10,000 SANIMAS facilities will be completed by end of 2019. 20 It is assumed that all 500 cities/districts in the end of 2019 must possess master plans for wastewater services, solid waste services, and drainage system. Prior to that Program Memorandum must be prepared. 21 It is assumed that 50 more sewerage systems will be built in medium‐to‐large cities during the 2014 – 2019 development period. 22 At the end of 2019, 400 more of sludge treatment designs are completed. Therefore, all 500 cities/districts will have the designs. 23 At the end of 2019, 340 more of solid waste master plans are completed. Therefore, all 500 cities/districts will have the master plans. 24 At the end of 2019, 250 more of final disposal designs are completed. Therefore, all 500 cities/districts will have the designs. 25 At the end of 2019, 400 more of drainage system master plans are completed. Therefore, all 500 cities/districts will have the master plans. Same assumption for the drainage engineering designs.


4 ‐ 5

TABLE 4‐3. Estimated Number of Job Opportunities (Short‐Term)

Job Title Ratio

(person/ activity)


2010 2011 2012 2013 2014 Sum


na ‐ ‐ 26 26 26 78


1 10 30 60 60 70 190


na ‐ ‐ 26 26 26 78


1 40 60 100 60 50 210


na ‐ ‐ 26 26 26 78


1 10 30 60 60 70 190


0.1 ‐ ‐ 600 700 700 2,000


1 1,500 1,500 1,500 1,500 1,500 4,500


1 1,500 1,500 1,500 1,500 1,500 4,500


1 10 10 40 40 60 140


1 10 10 40 40 60 140


1 10 10 40 40 60 140


1 10 10 40 40 60 140


1 10 10 40 40 60 140


1 10 10 40 40 60 140


1 10 10 40 40 60 140


1 10 10 40 40 60 140


1 10 10 40 40 60 140


1 10 10 40 40 60 140


1 10 10 40 40 60 140


1 ‐ ‐ 5 5 5 15


1 ‐ ‐ 5 5 5 15


1 ‐ ‐ 5 5 5 15


1 ‐ ‐ 5 5 5 15


1 ‐ ‐ 5 5 5 15


1 ‐ ‐ 5 5 5 15


1 ‐ ‐ 5 5 5 15


1 ‐ ‐ 5 5 5 15

29 Consultant (Environmental Management) 1 ‐ ‐ 5 5 5 15

Attachment 4

4 ‐ 6

for Sewerage System Engineering Design 30 Consultant (Technical) for Sludge Treatment

Facility Engineering Design 1 10 10 20 20 40 80


1 10 10 20 20 40 80


1 10 10 20 20 40 80


1 10 10 20 20 40 80


1 10 10 20 20 40 80


1 10 10 20 20 40 80


1 10 10 20 20 40 80


1 10 10 40 40 60 140


1 10 10 40 40 60 140


1 10 10 40 40 60 140


1 10 10 40 40 60 140


1 10 10 40 40 60 140


1 10 10 40 40 60 140


1 10 10 40 40 60 140


1 10

10 40 40 60 140


1 10 10 40 40 60 140

46 Consultant (Business) for Solid Waste System Planning

1 10 10 40 40 60 140


1 10 10 40 40 60 140


1 10 10 40 40 60 140


1 50 50 50 50 50 150


1 50 50 50 50 50 150


1 50 50 50 50 50 150


1 50 50 50 50 50 150


1 50 50 50 50 50 150


1 50 50 50 50 50 150


1 50 50 50 50

50 150


1 50 50 50 50 50 150


1 50 50 50 50 50 150


1 50 50 50 50 50 150

59 Consultant (Environmental Management) 1 50 50 50 50 50 150


4 ‐ 7

for Sanitary Landfill Engineering Design 60 Consultant (Technical) for Drainage System

Planning 1 10 10 40 40 60 140


1 10 10 40 40 60 140


1 10 10 40 40 60 140


1 10 10 40 40 60 140


1 10 10 40 40 60 140


1 10 10 40 40 60 140


1 10 10 40 40 60 140


1 10 10 40 40 60 140


1 10 10 40 40 60 140


1 10 10 40 40 60 140


1 10 10 40 40 60 140


1 ‐ 10 10 40 40 90


1 ‐ 10 10 40 40 90


1 ‐ 10 10 40 40 90


1 ‐ 10 10 40 40 90


1 ‐ 10 10 40 40 90


1 ‐ 10 10 40 40 90


1 ‐ 10 10 40 40 90


1 ‐ 10 10 40 40 90


2 ‐ ‐ ‐ 10 10 20


1 ‐ ‐ ‐ 5 5 10


1 ‐ ‐ ‐ 5 5 10


1 ‐ ‐ ‐ 5 5 10


2 ‐ ‐ ‐ 10 10 20


1 ‐ ‐ ‐ 5 5 10


1 ‐ ‐ ‐ 5 5 10


1 ‐ ‐ ‐ 5 5 10


2 ‐ ‐ 20 20 40 80


1 ‐ ‐ 10 10 20 40


1 ‐ ‐ 10 10 20 40

Attachment 4

4 ‐ 8


1 ‐ ‐ 10 10 20 40


2 ‐ ‐ 100 100 100 300


1 ‐ ‐ 50 50 50 150


1 ‐ ‐ 50 50 50 150


1 ‐ ‐ 50 50 50 150

TOTAL 20,699


4 ‐ 9

TABLE 4‐4. Estimated Number of Job Opportunities (Medium‐Term)

Job Title Ratio

(person/ activity)


2015 2016 2017 2018 2019 Sum


na 33 33 33 33 33 165


1 100 130 120 140 60 550


na 33 33 33 33 33 165


1 130 120 140 60 50 500


na 33 33 33 33 33 165


1 100 130 120 140 60 550


0.1 700 700 700 700 700 3,500


1 1,500 1,500 1,500 1,500 1,500 7,500


1 1,500 1,500 1,500 1,500 1,500 7,500


1 60 60 70 70 80 340


1 60 60 70 70 80 340


1 60 60 70 70 80 340


1 60 60 70 70 80 340


1 60 60 70 70 80 340


1 60 60 70 70 80 340


1 60 60 70 70 80 340


1 60 60 70 70 80 340


1 60 60 70 70 80 340


1 60 60 70 70 80 340


1 60 60 70 70 80 340


1 10 10 10 10 10 50


1 10 10 10 10 10 50


1 10 10 10 10 10 50


1 10 10 10 10 10 50


1 10 10 10 10 10 50


1 10 10 10 10 10 50


1 10 10 10 10 10 50


1 10 10 10 10 10 50

Attachment 4

4 ‐ 10


1 10 10 10 10 10 50


1 80 80 80 80 80 400


1 80 80 80 80 80 400


1 80 80 80 80 80 400


1 80 80 80 80 80 400


1 80 80 80 80 80 400


1 80 80 80 80 80 400


1 80 80 80 80 80 400


1 60 60 70 70 80 340


1 60 60 70 70 80 340


1 60 60 70 70 80 340


1 60 60 70 70 80 340


1 60 60 70 70 80 340


1 60 60 70 70 80 340


1 60 60 70 70 80 340


1 60 60 70 70 80 340


1 60 60 70 70 80 340


1 60 60 70 70 80 340


1 60 60 70 70 80 340


1 60 60 70 70 80 340


1 50 50 50 50 50 250


1 50 50 50 50 50 250


1 50 50 50 50 50 250


1 50 50 50 50 50 250


1 50 50 50 50 50 250


1 50 50 50 50 50 250


1 50 50 50 50 50 250


1 50 50 50 50 50 250


1 50 50 50 50 50 250


1 50 50 50 50 50 250


4 ‐ 11


1 50 50 50 50 50 250


1 60 60 70 70 80 340


1 60 60 70 70 80 340


1 60 60 70 70 80 340


1 60 60 70 70 80 340


1 60 60 70 70 80 340


1 60 60 70 70 80 340


1 60 60 70 70 80 340


1 60 60 70 70 80 340


1 60 60 70 70 80 340


1 60 60 70 70 80 340


1 60 60 70 70 80 340


1 60 60 60 70 70 320


1 60 60 60 70 70 320


1 60 60 60 70 70 320


1 60 60 60 70 70 320


1 60 60 60 70 70 320


1 60 60 60 70 70 320


1 60 60 60 70 70 320


1 60 60 60 70 70 320


2 10 20 20 20 20 90


1 5 10 10 10 10 45


1 5 10 10 10 10 45


1 5 10 10 10 10 45


2 10 20 20 20 20 90


1 5 10 10 10 10 45


1 5 10 10 10 10 45


1 5 10 10 10 10 45


2 40 80 160 160 160 600


1 20 40 80 80 80 300

89 Operator (Financial) for Sludge Treatment 1 20 40 80 80 80 300

Attachment 4

4 ‐ 12

Facility 90 Operator (Safety) for Sudge Treatment

Facility 1 20 40 80 80 80 300


2 100 100 100 100 100 500


1 50 50 50 50 50 250


1 50 50 50 50 50 250


1 50 50 50 50 50 250

TOTAL 43,915


4 ‐ 13

TABLE 4‐5. Estimated Number of Individuals Required (Short‐Term)

Job Title Work

Duration (years)

Continuity Ratio

Number of Individuals

2012 2013 2014 Sum


2 0.7 86 86 36 208


2 0.7 126 86 (12) 200


2 0.7 26 26 8 60


1 0.7 60 18 28 106


2 0.5 600 700 400 1,700


2 0.5 1,500 1,500 750 3,750


2 0.5 1,500 1,500 750 3,750


2 0.8 40 40 28 108


2 0.8 40 40 28 108


1 0.8 40 8 28 76


1 0.8 40 8 28 76


1 0.8 40 8 28 76


1 0.8 40 8 28 76


1 0.8 40 8 28 76


1 0.8 40 8 28 76


1 0.8 40 8 28 76


1 0.8 40 8 28 76


1 0.8 40 8 28 76


1 0.8 5 1 1 7


1 0.8 5 1 1 7


1 0.8 5 1 1 7


1 0.8 5 1 1 7


1 0.8 5 1 1 7


1 0.8 5 1 1 7


1 0.8 5 1 1 7

Attachment 4

4 ‐ 14


1 0.8 5 1 1 7


1 0.8 5 1 1 7


1 0.8 20 4 24 48


1 0.8 20 4 24 48


1 0.8 20 4 24 48


1 0.8 20 4 24 48


1 0.8 20 4 24 48


1 0.8 20 4 24 48


1 0.8 20 4 24 48


2 0.8 40 40 28 108


2 0.8 40 40 28 108


1 0.8 40 8 28 76


1 0.8 40 8 28 76


1 0.8 40 8 28 76


1 0.8 40 8 28 76


1 0.8 40 8 28 76


1 0.8 40 8 28 76


1 0.8 40 8 28 76


1 0.8 40 8 28 76


1 0.8 40 8 28 76


1 0.8 40 8 28 76


2 0.8 50 10 10 70


1 0.8 50 10 10 70


1 0.8 50 10 10 70


1 0.8 50 10 10 70


1 0.8 50 10 10 70


4 ‐ 15


1 0.8 50 10 10 70


1 0.8 50 10 10 70


1 0.8 50 10 10 70


1 0.8 50 10 10 70


1 0.8 50 10 10 70


1 0.8 50 10 10 70


2 0.8 40 40 28 108


1 0.8 40 8 28 76


1 0.8 40 8 28 76


1 0.8 40 8 28 76


1 0.8 40 8 28 76


1 0.8 40 8 28 76


1 0.8 40 8 28 76


1 0.8 40 8 28 76


1 0.8 40 8 28 76


1 0.8 40 8 28 76


1 0.8 40 8 28 76


2 0.8 10 32 8 50


1 0.8 10 32 8 50


1 0.8 10 32 8 50


1 0.8 10 32 8 50


1 0.8 10 32 8 50


1 0.8 10 32 8 50


1 0.8 10 32 8 50


1 0.8 10 32 8 50


1 ‐ 10 10 20


1 ‐ 5 5 10

Attachment 4

4 ‐ 16


1 ‐ 5 5 10


1 ‐ 5 5 10


1 ‐ 10 10 20


1 ‐ 5 5 10


1 ‐ 5 5 10


1 ‐ 5 5 10


1 20 20 40 80


1 10 10 20 40


1 10 10 20 40


1 10 10 20 40


1 100 100 100 300


1 50 50 50 150


1 50 50 50 150


1 50 50 50 150

TOTAL 15,136


4 ‐ 17

TABLE 4‐6. Estimated Number of Individuals Required (Medium‐Term)

Job Title Work

Duration (years)

Continuity Ratio

Number of Individuals

2015 2016 2017 2018 2019 Sum


2 0.7 73 96 60 59 (14) 273


2 0.7 103 100 59 (14) (38) 209


2 0.7 15 15 10 10 10 59


1 0.7 51 60 29 56 (38) 158


2 0.5 350 350 350 350 350 1,750


2 0.5 750 750 750 750 750 3,750


2 0.5 750 750 750 750 750 3,750


2 0.8 28 12 22 22 24 108


2 0.8 28 12 22 22 24 108


1 0.8 12 12 22 14 24 84


1 0.8 12 12 22 14 24 84


1 0.8 12 12 22 14 24 84


1 0.8 12 12 22 14 24 84


1 0.8 12 12 22 14 24 84


1 0.8 12 12 22 14 24 84


1 0.8 12 12 22 14 24 84


1 0.8 12 12 22 14 24 84


1 0.8 12 12 22 14 24 84


1 0.8 6 2 2 2 2 14


1 0.8 6 2 2 2 2 14


1 0.8 6 2 2 2 2 14


1 0.8 6 2 2 2 2 14

Attachment 4

4 ‐ 18


1 0.8 6 2 2 2 2 14


1 0.8 6 2 2 2 2 14


1 0.8 6 2 2 2 2 14


1 0.8 6 2 2 2 2 14


1 0.8 6 2 2 2 2 14


1 0.8 48 16 16 16 16 112


1 0.8 48 16 16 16 16 112


1 0.8 48 16 16 16 16 112


1 0.8 48 16 16 16 16 112


1 0.8 48 16 16 16 16 112


1 0.8 48 16 16 16 16 112


1 0.8 48 16 16 16 16 112


2 0.8 28 12 22 22 24 108


2 0.8 28 12 22 22 24 108


1 0.8 12 12 22 14 24 84


1 0.8 12 12 22 14 24 84


1 0.8 12 12 22 14 24 84


1 0.8 12 12 22 14 24 84


1 0.8 12 12 22 14 24 84


1 0.8 12 12 22 14 24 84


1 0.8 12 12 22 14 24 84


1 0.8 12 12 22 14 24 84


1 0.8 12 12 22 14 24 84


4 ‐ 19


1 0.8 12 12 22 14 24 84


2 0.8 10 10 10 10 10 50


1 0.8 10 10 10 10 10 50


1 0.8 10 10 10 10 10 50


1 0.8 10 10 10 10 10 50


1 0.8 10 10 10 10 10 50


1 0.8 10 10 10 10 10 50


1 0.8 10 10 10 10 10 50


1 0.8 10 10 10 10 10 50


1 0.8 10 10 10 10 10 50


1 0.8 10 10 10 10 10 50


1 0.8 10 10 10 10 10 50


2 0.8 28 12 22 22 24 108


1 0.8 12 12 22 14 24 84


1 0.8 12 12 22 14 24 84


1 0.8 12 12 22 14 24 84


1 0.8 12 12 22 14 24 84


1 0.8 12 12 22 14 24 84


1 0.8 12 12 22 14 24 84


1 0.8 12 12 22 14 24 84


1 0.8 12 12 22 14 24 84


1 0.8 12 12 22 14 24 84


1 0.8 12 12 22 14 24 84

Attachment 4

4 ‐ 20


2 0.8 28 12 12 22 14 88


1 0.8 28 12 12 22 14 88


1 0.8 28 12 12 22 14 88


1 0.8 28 12 12 22 14 88


1 0.8 28 12 12 22 14 88


1 0.8 28 12 12 22 14 88


1 0.8 28 12 12 22 14 88


1 0.8 28 12 12 22 14 88


1 10 20 20 20 20 90


1 5 10 10 10 10 45


1 5 10 10 10 10 45


1 5 10 10 10 10 45


1 10 20 20 20 20 90


1 5 10 10 10 10 45


1 5 10 10 10 10 45


1 5 10 10 10 10 45


1 40 80 160 160 160 600


1 20 40 80 80 80 300


1 20 40 80 80 80 300


1 20 40 80 80 80 300


1 100 100 100 100 100 500


1 50 50 50 50 50 250


1 50 50 50 50 50 250


1 50 50 50 50 50 250

TOTAL 18,290


4 ‐ 21

TABLE 4‐7. Summary of Demand for Main Personnel

Main Personnel

Job Opportunities Required Individuals

Short‐Term Medium‐Term F Short‐Term Medium‐

Term


268 715 0.7 208 273


288 665 0.7 200 209


190 550 0.7 106 158


2,000 3,500 0.5 1,700 1,750


4,500 7,500 0.5 3,750 3,750


4,500 7,500 0.5 3,750 3,750


140 340 0.8 108 108

Consultant (Technical) for Sewerage System Engineering Design

15 50 0.8 7 14

Consultant (Technical) for Sludge Treatment Facility Engineering Design

80 400 0.8 48 112


140 340 0.8 108 108


150 250 0.8 70 50


140 340 0.8 108 108

Consultant (Technical) for Drainage System Engineering Design

90 320 0.8 50 88

Operator (Technical) for Sewer Network Operation

20 90 1.0 20 90

Operator (Management) for Sewer Network Operation

10 45 1.0 10 45

Operator (Technical) for Sewage Treatment plant

20 90 1.0 20 90

Operator (Management) for Sewage Treatment Plant

10 45 1.0 10 45

Operator (Technical) for Sludge Treatment Facility

80 600 1.0 80 600

Operator (Management) for Sludge Treatment Facility

40 300 1.0 40 300

Operator (Technical) for Final Disposal Site Operation

300 500 1.0 300 500

Operator (Management) for Final Disposal Site Operation

150 250 1.0 150 250

TOTAL 13,131 24,390 10,843 12,399

Attachment 4

4 ‐ 22

TABLE 4‐8. Level of Demand for Sanitary Personnel

Category Short Term Medium‐Term

Amount % Amount %

Total All Personnel 15,140 18,290

Main Personnel 10,845 72 12,400 68

Role All Personnel

Facilitator 9,780 65 9,950 54

Consultant 4,310 28 5,140 28

Operator 1,050 7 3,200 17

Main Personnel

Facilitator 9,710 89 9,890 80


Operator 630 6 1,920 15

Field / Education

All Personnel

Technical 5,240 35 6,190 34

Facilitator 3,950 26 3,960 22


Operator 420 3 1,280 7

Non‐Technical 9,900 65 12,100 66

Main Personnel

Technical 4,870 45 5,830 47

Facilitator 3,950 36 3,960 32


Operator 420 4 1,289 10

Non‐Technical 5,975 55 6,570 55

Experience All Personnel

Senior 500 3 590 3

Mid‐Level 5,020 33 7,175 39

Junior 5,870 39 6,780 37

Entry‐Level 3,750 25 3,750 21

Main Personnel

Senior 500 5 590 5

Mid‐Level 1,145 11 2,560 21

Junior 5,450 50 5,500 44

Entry‐Level 3,750 35 3,750 30

Note: Percentages of categories under the all personnel are proportional to the total number of all personnel. While, percentages of categories under the main personnel are proportional to the total number of main personnel.


5 ‐ 1

ATTACHMENT 5 LEVEL OF SUPPLY OF SANITATION PERSONNEL

The attachment contains tables of:

• Estimated Supply of Eligible Individuals • Estimated Supply of Individuals from the Potential Group

Numbers of eligible are projected from (see Table 9‐1): • Facilitator (Policy) for Sanitation Planning: Individuals who currently are CSS/PMSS facilitators, and who have been

trained.

• Facilitator (Social) for Hygienic Behavior: Individuals who have participated in CLTS or STBM programs, and who have been trained.

• Facilitators (Technical) for Communal System: Individuals who have been prepared and involved in previous or on‐going SANIMAS programs.

• Consultant (Technical) for Wastewater Planning: Number of senior and some mid‐level LPJK‐certified engineers, of which 17% are wastewater expert, 16% are solid waste expert, 8% are (drainage expert, and 59% are water supply expert.

• Operators of various sanitation facilities: Number of facilities currently operating in Indonesia.

Numbers of potential individuals (technical personnel only) are projected from (see Table 9‐2): • Technical with senior experience: Tapped from senior certified experts (Ahli Utama) with strong water supply

background.

• Technical with mid‐level experience: Obtained from two sources, i.e. a) mid‐level certified experts (Ahli Madya) with a strong water supply background, and b) environmental engineering alumni with 5 – 10 years of experience.

• Technical with junior experience: Obtained from two sources, a) junior‐level certified environmental engineers (Ahli Muda), and b) environmental engineering alumni with 2 – 4 years of experience.

• Technical with entry‐level experience: Obtain from environmental engineers with less than 2 years of experience.

Attachment 5

5 ‐ 2

TABLE 9‐1. Estimated Supply of Eligible

Job Titles Supply of Eligibles

Short‐Term Demand Delta Note

FACILITATORS Facilitator (Policy) for Sanitation Development Planning

321 314 7 Sufficient


129 200 (71) Insufficient


1,378 1,700 (322) Insufficient





CONSULTANTS Consultant (Technical) for Wastewater System Planning



115 7 60 Sufficient

Consultant (Technical) for Sludge Treatment Facility Engineering Design

48 Insufficient







Consultant (Technical) for Drainage System Engineering Design

54 50 4 Sufficient

OPERATORS Operator (Technical) for Sewer Network Operation


Operator (Management) for Sewer Network Operation

11 10 1 Sufficient

Operator (Technical) for Sewage Treatment plant


Operator (Management) for Sewage Treatment Plant

11 10 1 Sufficient

Operator (Technical) for Sludge Treatment Facility


Operator (Management) for Sludge Treatment Facility


Operator (Technical) for Final Disposal Site Operation


Operator (Management) for Final Disposal Site Operation


TOTAL 9,086 10,843 (1,756)


5 ‐ 3

TABLE 9‐2. Estimated Supply of Individuals from the Potential Group

Technical Level

Job Titles (Technical Only)

Potential Individuals

Medium‐Term Demand Note

Senior Consultant (Technical) for Wastewater System Planning

99 324 Insufficient

Consultant (Technical) for Solid Waste System Planning Consultant (Technical) for Drainage System Planning

Mid‐Level Facilitator (Technical) for Sanitation Development Planning

402 209 Insufficient


264

Consultant (Technical) for Sludge Treatment Facility Engineering Design Consultant (Technical) for Sanitary Landfill Engineering Design Consultant (Technical) for Drainage System Engineering Design Operator (Technical) for Sewer Network Operation

620 1,280 Insufficient

Operator (Technical) for Sewage Treatment plant Operator (Technical) for Sludge Treatment Facility Operator (Technical) for Final Disposal Site Operation

Junior ‐‐ 2,277 3,750 Insufficient

‐‐ 372

Entry Level Facilitator (Technical) for Communal Sanitation System Implementation

248

TOTAL 4,018 5,827 Insufficient

Attachment 5

5 ‐ 4



6 ‐ 1

ATTACHMENT 6 LIST OF CORE COMPETENCIES: FACILITATOR (POLICY) FOR SANITATION DEVELOPMENT PLANNING

Units of Competency Elements of Competency Need‐to‐Know Criteria

1.0 Comprehend general characteristics of the area

1.1 Evaluate information on physical conditions of the area

• Basic sanitation issues

• Relation between information on area’s general characteristics with sanitation condition, especially characteristics of:

• Physical conditions, i.e. topography, climate, water bodies, geomorphology, geology, hydrology,

• Demography, i.e. population density, growth rate, gender distribution,

• Land‐use, i.e. land‐use types, composition, development trends,

• Socio‐economic condition; average income, jobs and livelihoods,

• Existing infrastructure; road network, electricity, water supply.

1.2 Evaluate information on demographic characteristics

1.3 Evaluate information on land‐use characteristic

1.4 Evaluate information on socio‐economic condition

1.5 Evaluate information on existing infrastructure

2.0 Assess sanitation conditions of the communities

2.1 Assess community sanitation behavior

• Basic understanding of community sanitation behavior and health issues

• Principles of community sanitation condition survey

• Sanitation indicators for households level

• Survey data collection and analysis techniques

• Assessing and summarizing of community sanitation condition

• PPSP concept and approaches

• Format of Environmental Health Risk Assessment (EHRA) report as guided by PPSP

• Relation of EHRA with Sanitation White Book and CSS.

2.2 Assess access of communities to safe water sources

2.3 Assess access of communities to sanitation facilities

2.4 Assess level of cleanliness of communities

2.5 Assess environmental health risks of communities

3.0 Prepare sanitation profile of the area

3.1 Evaluate information on available sanitation services

• Basic understanding of sanitation issues, at the community and city levels

• Public health issues related to sanitation condition

• Components of sanitation profile

• Principles of sanitation profile mapping

• Type and characteristics of sanitation services

• Data collection and analysis techniques


• Format of the Sanitation White Book as guided by PPSP.

• Relation between Sanitation White Book with EHRA and CSS.

3.2 Evaluate information on sanitation institutional aspect

3.3 Evaluate information on sanitation regulation and policy aspect

3.4 Evaluate information on involvement of sanitation stakeholders

3.5 Evaluate information on sanitation financing

3.6 Identify issues and opportunities in sanitation development

4.0 Comprehend projections on future characteristics of the area

4.1 Evaluate information on future physical conditions of the area


• Principles of prediction methodologies for demography and land‐use development


• Physical conditions, i.e. topography, climate, water bodies, geomorphology,

4.2 Evaluate information on future demographic characteristics

4.3 Evaluate information on future land‐use characteristic

4.4 Evaluate information on future

Attachment 6

6 ‐ 2

socio‐economic conditions geology, hydrology,

• Demography, i.e. population, growth rate, gender,

• Land‐use, i.e. land‐use types, composition, trend of developments,



• Components of city/ district spatial plan

4.5 Evaluate information on future infrastructure

5.0 Formulate basic framework for sanitation development in the area

5.1 Formulate the desired state of sanitation conditions


• Government policies on sanitation development

• Components of sanitation profile, i.e. infrastructure (services), institutional, regulation and policy, public participation, private sector involvement, funding

• National, provincial, and city/ district medium‐ and long‐term strategic development planning


• Components of city/ district sanitation strategic plans

• Basic principles in making vision and mission statements

• Types and nature of strategic issues in sanitation development

• Format of the CSS document as guided by PPSP

• Relation between CSS with Sanitation White Book and EHRA.

5.2 Formulate tasks and functions for development of the sanitation sector

5.3 Identify strategic issues of sanitation development in the area

5.4 Determine scope of sanitation development in the area

6.0 Formulate direction for sanitation development

6.1 Determine timeframe for development of sanitation services


• Government policies on sanitation development, including those related to the basic framework


• City/ district medium‐ and long‐term strategic development planning




• Understanding EHRA document and Sanitation White Book

• Zoning of sanitation services

• Access to sanitation services


• Relation between CSS with Sanitation White Book, EHRA, and sanitation development action plans

6.2 Determine targets for access to sanitation services

6.3 Determine criteria for zoning of sanitation services

6.4 Determine criteria for selection of type of sanitation services to be developed

7.0 Prepare general proposal for sanitation development programs

7.1 Prepare general proposal for sanitation infrastructure development programs


• Principles of program planning

• Government policies on sanitation development, including those related to its basic framework and direction.

7.2 Prepare general proposal for sanitation institutional capacity building programs


6 ‐ 3

7.3 Prepare general proposal for sanitation regulation and policy development programs


• Understanding of city/ district development planning process

• Principles of sanitation program planning, covering infrastructure, institutional capacity, regulation and policy, public participation, private sector, and funding issues



• Content and format of a general proposal for sanitation programs


7.4 Prepare general proposal for public participation improvement programs

7.5 Prepare general proposal for private sector improvement programs

7.6 Prepare general proposal for improvement of funding mechanism

8.0 Prepare implementation concept for sanitation development

8.1 Recommend prioritization of sanitation development programs




• Decision making process of sanitation development proposals

• Funding mechanism for sanitation development programs

• Involvement of sanitation development stakeholders

• Preparation of Sanitation Development Program Memorandum

• Principles of monitoring and evaluation for sanitation development

8.2 Prepare implementation schedule for sanitation development programs

8.3 Define tasks and responsibilities of program implementors

8.4 Develop concept for sanitation development program funding

8.5 Develop monitoring and evaluation concept for sanitation development implementation

9.0 Develop strategic partnerships

9.1 Identify and assess capacity of relevant parties



• Sanitation stakeholders at the national, provincial, and local/ district levels

• Buy‐in methods and tactics

• Assessment technique for institutional and individual capacity

• Program and project management

• Managing group dynamics

• Organizing workshops, meetings, trainings, and discussions

• Training and coaching technique

• Effective communication and presentation skills

• Information and data documentation

9.2 Improve awareness and knowledge of relevant parties

9.3 Develop role and responsibilities of relevant parties

9.4 Consolidate workplan of relevant parties

9.5 Develop communication channels among relevant parties

10.0 Facilitate participatory

10.1 Explain participatory process and objectives



• Principles and methods of participatory process


• Facilitation principles, methods, and techniques

10.2 Facilitate discussions and meetings

10.3 Provide inputs to participatory process

10.4 Monitor and evaluate participatory process

Attachment 6

6 ‐ 4

10.5 Summarize results of participatory process

• Adult learning principles and design





• Monitoring and evaluation techniques of the process



7 ‐ 1

ATTACHMENT 7 LIST OF CORE COMPETENCIES: FACILITATOR (POLICY) FOR SANITATION DEVELOPMENT PLANNING















2.0 Assess sanitation conditions of the communities






• Assessing and summarizing of community sanitation condition


• Format of Environmental Health Risk Assessment (EHRA) report as guided by PPSP

• Relation of EHRA with Sanitation White Book and CSS.





3.0 Prepare sanitation profile of the area

3.1 Evaluate information on available sanitation services

• Basic understanding of sanitation issues, at the community and city levels


• Components of sanitation profile

• Principles of sanitation profile mapping




• Format of the Sanitation White Book as guided by PPSP.

• Relation between Sanitation White Book with EHRA and CSS.

3.2 Evaluate information on sanitation institutional aspect

3.3 Evaluate information on sanitation regulation and policy aspect

3.4 Evaluate information on involvement of sanitation stakeholders

3.5 Evaluate information on sanitation financing

3.6 Identify issues and opportunities in sanitation development

4.0 Comprehend projections on future characteristics of the area





• Physical conditions, i.e. topography, climate, water bodies, geomorphology,



4.4 Evaluate information on future

Attachment 7

7 ‐ 2

socio‐economic conditions geology, hydrology,







5.0 Formulate basic framework for sanitation development in the area

5.1 Formulate the desired state of sanitation conditions


• Government policies on sanitation development


• National, provincial, and city/ district medium‐ and long‐term strategic development planning


• Components of city/ district sanitation strategic plans

• Basic principles in making vision and mission statements



• Relation between CSS with Sanitation White Book and EHRA.

5.2 Formulate tasks and functions for development of the sanitation sector

5.3 Identify strategic issues of sanitation development in the area

5.4 Determine scope of sanitation development in the area

6.0 Formulate direction for sanitation development

6.1 Determine timeframe for development of sanitation services


• Government policies on sanitation development, including those related to the basic framework






• Understanding EHRA document and Sanitation White Book

• Zoning of sanitation services

• Access to sanitation services



6.2 Determine targets for access to sanitation services

6.3 Determine criteria for zoning of sanitation services

6.4 Determine criteria for selection of type of sanitation services to be developed

7.0 Prepare general proposal for sanitation development

7.1 Prepare general proposal for sanitation infrastructure development programs



• Government policies on sanitation development, including those related to its 7.2 Prepare general proposal for


7 ‐ 3

programs sanitation institutional capacity building programs

basic framework and direction.



• Principles of sanitation program planning, covering infrastructure, institutional capacity, regulation and policy, public participation, private sector, and funding issues



• Content and format of a general proposal for sanitation programs


7.3 Prepare general proposal for sanitation regulation and policy development programs

7.4 Prepare general proposal for public participation improvement programs

7.5 Prepare general proposal for private sector improvement programs

7.6 Prepare general proposal for improvement of funding mechanism

8.0 Prepare implementation concept for sanitation development

8.1 Recommend prioritization of sanitation development programs




• Decision making process of sanitation development proposals

• Funding mechanism for sanitation development programs

• Involvement of sanitation development stakeholders

• Preparation of Sanitation Development Program Memorandum

• Principles of monitoring and evaluation for sanitation development

8.2 Prepare implementation schedule for sanitation development programs

8.3 Define tasks and responsibilities of program implementors

8.4 Develop concept for sanitation development program funding

8.5 Develop monitoring and evaluation concept for sanitation development implementation

9.0 Develop strategic partnerships

9.1 Identify and assess capacity of relevant parties



• Sanitation stakeholders at the national, provincial, and local/ district levels













10.0 Facilitate participatory










Attachment 7

7 ‐ 4










8 ‐ 1

ATTACHMENT 8 LIST OF CORE COMPETENCIES: FACILITATOR (TECHNICAL) FOR COMMUNAL SANITATION IMPLEMENTATION


1.0 Assess general characteristics of the community

1.1 Assess the physical conditions of the area








1.2 Assess demographic characteristics

1.3 Assess land‐use characteristic

1.4 Assess socio‐economic condition

1.5 Assess availability and condition of existing infrastructure

2.0 Assess sanitation conditions of the community


• Basic sanitation behavior and health issues




• Analysis techniques to determine community sanitation condition

• Format of the report





3.0 Develop conceptual design for communal sanitation system

3.1 Determine type and capacity of communal sanitation system

• Basic wastewater management system and sanitation


• Government policies and regulation on sanitation and wastewater management

• Components of communal sanitation system, its type and characteristics

• Wastewater characteristics

• Estimation of wastewater generation loads

• Criteria for location selection of communal sanitation facilities

• Selection criteria for types of communal sanitation facilities

• Basic engineering of communal sanitation facilities

• Operation of communal sanitation facilities

3.2 Determine location for communal sanitation system

3.3 Prepare basic design for communal sanitation system

3.4 Prepare strategy to manage communal sanitation system

4.0 Develop design for shared sanitation facility

4.1 Select types and model of shared sanitation facility

• Types and model of shared sanitation facility

• Design engineering of shared sanitation facility

• Plumbing and pumping

• Basic technical drawings of shared sanitation

4.2 Calculate dimensions of shared sanitation facility

4.3 Prepare layout and technical

Attachment 8

8 ‐ 2

drawings of the shared sanitation facility

facility

• Operation and maintenance of shared sanitation facility

• Construction and O&M cost estimation 4.4 Prepare technical description and

specifications for the shared sanitation facility

4.5 Prepare operating procedures for small‐scale sewer system

4.6 Estimate construction and operational costs for the shared sanitation facility

5.0 Develop design for small‐scale sewer system

5.1 Select types and model of small‐scale sewer system

• Basic wastewater management system

• Government policies and regulation on wastewater management, construction, and environmental


• Basic hydraulics

• Plumbing and pumping

• Components of sewer system

• Types and characteristics of sewer system

• Design engineering of sewer system

• Basic technical drawings of sewer system

• Operation and maintenance of shared sanitation facility

• Operation and maintenance of sewer system

• Construction and O&M cost estimation

5.2 Calculate dimensions for small‐scale sewer system

5.3 Prepare layout and technical drawings for small‐scale sewer system

5.4 Prepare technical description and specifications for small‐scale sewer system

5.5 Prepare operating procedures for small‐scale sewer system

5.6 Estimate construction and operations cost for the small‐scale sewer system

6.0 Develop design for communal wastewater treatment facility

6.1 Determine type and model for communal wastewater treatment facility


• Government policies and regulation on wastewater management, construction, and environmental management


• Regulations on wastewater treatment, e.g. location restrictions and effluent standards

• Components of simple wastewater treatment facility

• Basic engineering of simple wastewater treatment facility

• Types and characteristics of wastewater treatment units

• Determination of treatment plant efficiency and capacity

• Principles of simple wastewater treatment facility design

• Basic operation and maintenance of simple wastewater treatment facility

• Construction and O&M cost estimation

6.2 Calculate dimensions for communal treatment facility

6.3 Prepare layout and technical drawings for communal wastewater treatment facility

6.4 Prepare technical description and specifications for communal wastewater treatment facility

6.5 Prepare operating procedures for communal wastewater treatment facility

6.6 Estimate construction and operations cost for communal wastewater treatment facility

7.0 Develop strategic 7.1 Identify and assess capacity of relevant parties


• Sanitation stakeholders at the local/ district levels









8 ‐ 3



• Training and coaching techniques



8.0 Facilitate participatory process









• Training and coaching techniques








Attachment 8

8 ‐ 4



9 ‐ 1

ATTACHMENT 9 LIST OF CORE COMPETENCIES: CONSULTANT (TECHNICAL) FOR WASTEWATER SYSTEM PLANNING















2.0 Prepare wastewater management system profile of the area

2.1 Evaluate information on community access to wastewater management facilities



• Components of wastewater management profile

• Principles of wastewater management profile mapping

• Type and characteristics of wastewater management services


2.2 Evaluate information on available wastewater management services

2.3 Evaluate information on wastewater management institutional aspect

2.4 Evaluate information on wastewater management regulation and policy aspect

2.5 Evaluate information on stakeholder involvement in wastewater management

2.6 Evaluate information on wastewater management financing

2.7 Identify issues and opportunities in wastewater management system improvement

3.0 Assess demand for wastewater management system improvement

3.1 Identify target for demand assessment

• Basic wastewater management system and sanitation



• Principles, methods, and techniques of a demand assessment survey, e.g. the Real Demand Survey (RDS) for sanitation services



• Analysis techniques for level‐of‐demand and willingness‐to‐pay, for sanitation services.

3.2 Define scope and prepare the demand assessment

3.3 Assess the condition and access to basic health and wastewater services

3.4 Assess the level of demand and priority of the community towards wastewater management service

3.5 Assess the willingness‐to‐pay of the community for wastewater management service

4.0 Comprehend projections on future



Attachment 9

9 ‐ 2

characteristics of the area











4.4 Evaluate information on future socio‐economic conditions


5.0 Formulate basic framework for wastewater system development

5.1 Formulate desired state of wastewater management conditions


• Government policies on sanitation and wastewater management development


• National, provincial, and city/ district medium‐ and long‐term strategic development planning, as well as the City/ District Sanitation Strategy

• Components of wastewater management profile, i.e. infrastructure (services), institutional, regulation and policy, public participation, private sector involvement, funding

• Basic principles of developing vision and mission statements

• Types and nature of strategic issues in wastewater management development

5.2 Formulate tasks and functions for development of wastewater management system

5.3 Identify strategic issues of wastewater management development in the area

5.4 Determine scope of wastewater management development in the area

6.0 Formulate direction for wastewater system development

6.1 Determine timeframe for development of wastewater management system



• Components of wastewater management system, i.e. infrastructure (services), institutional, regulation and policy, public participation, private sector involvement, funding


• Spatial plans/ zoning regulations

• Types and nature of strategic issues in wastewater management


• Principles and techniques of zoning for wastewater management services

• Wastewater management indicators

• Access to wastewater management services


• Estimation of wastewater generation loads

6.2 Determine targets for access to wastewater management services

6.3 Determine criteria for zoning of wastewater management services

6.4 Determine criteria to selection appropriate type of wastewater management services

6.5 Estimate quality and quantity of wastewater to be managed by system

7.0 Determine the most appropriate wastewater system

7.1 Create zonation for wastewater management services



• Components of wastewater management 7.2 Select most appropriate type of

wastewater management service


9 ‐ 3

7.3 Prepare design criteria for each component of wastewater management service

system, i.e. infrastructure (services), institutional, regulation and policy, public participation, private sector involvement, funding

• Types and nature of strategic issues in wastewater management


• Principles and techniques of zoning for wastewater management services

• Selection criteria for types of wastewater management services

• Basic engineering of wastewater management services

7.4 Define supporting aspects that need to be developed

8.0 Develop conceptual design for wastewater treatment facility

8.1 Determine treatment plant capacity and performance


• Government policies on wastewater management


• Regulations on wastewater treatment, e.g. location restrictions and effluent standards

• Components of wastewater treatment system

• Basic engineering of wastewater treatment facility

• Types and characteristics of wastewater treatment units


• Principles of wastewater treatment facility design

• Basic operation and maintenance of wastewater treatment facility

• Construction and operational cost estimation

8.2 Determine treatment plant location

8.3 Prepare basic design for treatment plant

8.4 Prepare operation strategy for treatment plant

9.0 Develop conceptual design for sewer network

9.1 Determine sewer capacity and criteria




• Spatial plans/ zoning regulations

• Basic hydraulics

• Components of sewer system

• Types and characteristics of sewer system

• Basic engineering of sewer system

• Principles of sewer system design

• Basic operation and maintenance of sewer system


9.2 Prepare basic design for the sewer network

9.3 Determine location for sewer network

9.4 Prepare operation strategy for sewer network

10.0 Develop conceptual design for sludge handling component

10.1 Determine sludge handling capacity and performance



• Regulations on sludge handling

• Wastewater and sludge characteristics

• Components of sludge management

• Sludge collection system

• Types and characteristics of sludge collection trucks

• Basic engineering of sludge treatment facility

• Types and characteristics of sludge treatment

10.2 Determine location for sludge handling facility

10.3 Calculate number of sludge collection vehicles needed

10.4 Prepare basic design for the sludge treatment facility

10.5 Prepare operation strategy for sludge treatment facility

Attachment 9

9 ‐ 4

units

• Determination of sludge treatment plant efficiency and capacity

• Principles of sludge treatment facility design

• Basic operation and maintenance of sludge treatment facility


11.0 Develop conceptual design for communal sanitation facility

11.1 Determine type and capacity of communal sanitation facility




• Regulations on communal sanitation facility, e.g. location restriction and effluent standards

• Principles of participatory planning process

• Components of communal sanitation facility

• Basic engineering of wastewater treatment facility

• Types and characteristics of communal sanitation facility


• Principles of communal sanitation facility design

• Basic operation and maintenance of communal sanitation facility


11.2 Determine location for communal sanitation facility

11.3 Prepare basic design for communal sanitation facility

11.4 Prepare strategy to manage communal sanitation facility

12.0 Prepare implementation concept for wastewater management system development programs

12.1 Prepare general proposal for wastewater infrastructure development programs



• Government policies on wastewater management system development, including those related to the basic framework and direction.

• Components of wastewater management system, i.e. infrastructure (services), institutional, regulation and policy, public participation, private sector involvement, funding


• Principles of wastewater management system planning, covering infrastructure, institutional capacity, regulation and policy, public participation, private sector, and funding issues

• PPSP concept and approaches, especially regarding to CSS

• Content and format of a general proposal for wastewater development programs

12.2 Prepare general proposal for wastewater management institutional capacity building programs

12.3 Prepare general proposal for wastewater regulation and policy development programs

12.4 Prepare general proposal for public participation improvement programs in wastewater management sector

12.5 Prepare general proposal for private sector improvement programs in wastewater management sector


10 ‐ 1

ATTACHMENT 10 LIST OF UNIVERSITIES WITH ENVIRONMENTAL ENGINEERING

No. University City Degree Acceptance Graduate Capacity Faculty

S‐2 PROGRAM

1. Institut Teknologi Bandung

Bandung S‐2 37 25 37 Environmental Engineering

2. Institut Teknologi Sepuluh November

Surabaya S‐2 39 22 39 Environmental Engineering

3. Institut Teknologi Adhi Tama


Total 103 81 51

S‐1 PROGRAM

1. Universitas Indonesia Jakarta S‐1 50 26 50 Civil Engineering

2. Institut Teknologi Bandung

Bandung S‐1 65 15 100 Civil and Environmental Engineering

3. Institut Teknologi Sepuluh Nopember

Surabaya S‐1 110 60 110 Civil Engineering and Planning

4. Universitas Diponegoro Semarang S‐1 66 63 75 Engineering

5. Universitas Gajah Mada Yogyakarta S‐1 87 0 93 Faculty of Geography and Environmental Science

6. Universitas Mulawarman Samarinda S‐1 55 0 76 Engineering

7. Universitas Andalas Padang S‐1 36 42 40 Engineering

8. Universitas Lambung Mangkurat

Banjarmasin S‐1 53 0 60 Engineering

9. Universitas Sriwijaya Palembang S‐1 25 25 25 Civil Engineering

10. Universitas Islam Indonesia

Yogyakarta S‐1 55 49 150 Civil Engineering and Planning

11. Institut Sains & Teknologi AKPRIND

Yogyakarta S‐1 10 5 45 Applied Science

12. Universitas Pembangunan Nasional ‘Veteran’

Yogyakarta S‐1 93 10 92 Mineral Technology

13. Sekolah Tinggi Teknik Lingkungan 'Yayasan Lingkungan Hidup'

Yogyakarta S‐1 90 150 182 Environmental Engineering

14. Universitas Islam Sultan Agung

Semarang S‐1 5 1 65 Engineering

15. Universitas Kristen Surakarta

Surakarta S‐1 4 6 40 Environmental Engineering

16. Universitas Winaya Mukti Sumedang S‐1 24 16 50 Fakultas Teknik

17. Institut Teknologi Nasional

Bandung S‐1 41 27 60 Civil Engineering and Planning

18. Universitas Kebangsaan Bandung S‐1 21 9 46 Civil Engineering and Planning

Attachment 10

10 ‐ 2

19. Universitas Pasundan Bandung S‐1 33 19 52 Engineering

20. Universitas Trisakti Jakarta S‐1 29 28 75 Landscape Architecture and Environmental Engineering

21. Universitas Batanghari Jambi S‐1 20 11 51 Engineering

22. Universitas Malahayati Bandar Lampung

S‐1 24 7 57 Engineering

23. Universitas Satya Negara Jakarta S‐1 9 14 66 Engineering

24. Universitas Sahid Jakarta S‐1 14 95 27 Engineering

25. Sekolah Tinggi Teknologi Sapta Taruna

Jakarta S‐1 20 5 150 Civil Engineering and Environmental Engineering

26. Institut Teknologi Nasional

Malang S‐1 29 23 64 Civil Engineering and Planning

27. Universitas Airlangga Surabaya S‐1 46 0 40 Environmental Science and Technology

28. Universitas Riau Pekanbaru S‐1 0 0 0 Environmental Engineering

29. Universitas Tanjungpura, Pontianak S‐1 50 0 45 Environmental Engineering

30. Universitas Serambi Mekah

Banda Aceh S‐1 16 1 73 Environmental Engineering

31. Institut Teknologi Sains Bandung S‐1 3 1 32 Environmental Engineering

32. Sekolah Tinggi Teknologi Banten Jaya

Serang S‐1 12 2 96 Environmental Engineering

33. Sekolah Tinggi Teknologi Nasional

Bandung S‐1 7 3 60 Environmental Engineering

34. Sekolah Tinggi Teknik Pelita Bangsa

Bekasi S‐1 15 0 60 Environmental Engineering

35. Universitas PGRI Adi Buana


36. Universitas Pembangunan Nasional Veteran Jatim


37. Universitas Cakrawala Madiun S‐1 0 0 0 Environmental Engineering

38. Institut Teknologi Pembangunan

Surabaya S‐1 0 0 0 Environmental Engineering & Studies

39. Institut Teknologi Adhi Tama


40. Sekolah Tinggi Teknik Lingkungan

Mataram S‐1 47 7 70 Environmental Engineering

41. Sekolah Tinggi Teknik Bima S‐1 0 0 0 Environmental Engineering

42. Universitas Muhammadiyah

Kendari S‐1 25 12 41 Environmental Engineering

43. Universitas Teknologi Sulawesi

Makassar S‐1 9 0 15 Environmental Engineering


10 ‐ 3

44. Universitas Teknologi Sulawesi Utara

Manado S‐1 0 0 0 Environmental Engineering

45. Sekolah Tinggi Teknologi Nusantara Indonesia

Makassar S‐1 21 0 93 Environmental Engineering

46. Sekolah Tinggi Teknologi Industri

Padang S‐1 19 6 88 Environmental Engineering

47. Universitas Sains & Teknologi

Jayapura S‐1 59 4 66 Environmental Engineering

Total 2,853 1,494 827

D‐3 PROGRAM

1. Universitas Pandanaran Semarang D‐3 2 4 40 Engineering

2. Akademi Teknik Tirta Wiyarta

Magelang D‐3 40 22 65 Engineering

3. Politeknik Muhammadiyah

Magelang D‐3 7 5 53 Environmental Engineering

Total 158 49 31

Attachment 10

10 ‐ 4



11 ‐ 1

ATTACHMENT 11 REFERENCES

Asian Development Bank. 2010. Republic of Indonesia: Urban sanitation and Rural Infrastructure Support to PNPM Mandiri Project. Asian Development Bank.

Association of Boards of Certification (ABC). 2008. ABC Need‐to‐Know Criteria for Wastewater Treatment Operators. Association of Boards of Certification (ABC), Iowa.

Association of Boards of Certification (ABC). 2003. Water Treatment Operator “Need‐to‐Know” Criteria. Association of Boards of Certification (ABC).

Australia Indonesia Partnership. 2011. Prakarsa Compendium : Highlights from the Journal of the Indonesia Infrastructure Initiative, 2010‐2011. Indonesia Infrastructure Initiative, Jakarta.

Australia Indonesia Partnership. 2010. Dokumen Desain Program Komponen Penyediaan Air Minum Dan Sanitasi Perkotaan, Prakarsa Air Minum Dan Sanitasi ‐ Indonesia. Indonesia Infrastructure Initiative, Jakarta.

Bond, Matthew., Paul Tyndale‐Biscoe and Michelle Whalen. 2009. Human Resources Capacity in the Water, Sanitation and Hygiene Sector in East Timor. FHD Designs.Timor Lorosae.

Cities Development Initiative for Asia. 2010. CDIA Capacity Development Strategy and Action Plan 2010 – 2012. Cities Development Initiative for Asia. Philippines.

Florian Bemmerlein‐Lux. 2006.Capacity Development Strategy: Guidelines for Awareness Building and Skills Training Programmes.A Publication Of The Indo‐German Bilateral Project “Strengthening Local Administration For Rural Water Supply And Minor Irrigation In Himachal Pradesh”. WASH AND GTZ. India.

GEO.1996. Capacity Building Strategy.GEO.

Human Development Sector Unit and Regional Water & Sanitation Group. 2011. Implementation Completion And Results Report On A Specific Investment Loan In The Amount Of Ida Credit Xdr 57.8 Million And Aud 11.13 Million To The Government Of Indonesia For A Second Water & Sanitation For Low Income Communities Project. World Bank.

Indonesian Infrastructure Initiative (INDII).Term of Reference for Wastewater Investment Master Plans Package I: Surabaya and Bogor. Indonesian Infrastructure Initiative (INDII).

Indonesian Infrastructure Initiative (INDII).Term of Reference for Wastewater Investment Master Plans Package II: Palembang, Bandar Lampung and Batam. Indonesian Infrastructure Initiative (INDII).

Morgan, Peter. 1998. Capacity And Capacity Development ‐ Some Strategies. CIDA.

National Community Water and Sanitation Training Institute (NCWSTI). 2002. Development Of Generic And Sectoral Competencies In The Water Supply And Sanitation Training Sector Report To Water Research Commission. National Community Water and Sanitation Training Institute (NCWSTI).Sovenga.

Office of Drinking Water Virginia Department of Health. 2008. The Efficacy of Virginia’s Capacity Development Strategy.Office of Drinking Water Virginia Department of Health. Virginia.

Standar Kompetensi Kerja Nasional Indonesia (SKKNI). 2009. Ahli Perencana Pengelolaan Sampah. Departemen Pekerjaan Umum. Jakarta

Standar Kompetensi Kerja Nasional Indonesia (SKKNI). Ahli Perencana Sistem Sanitasi Lingkungan: Air Limbah Permukiman (draft). Departemen Pekerjaan Umum. Jakarta

Standar Kompetensi Keahlian (SKK). Perencanaan Sistem Drainase Perkotaan Klasifikasi Tingkat Muda.

Standar Kompetensi Kerja Nasional Indonesia (SKKNI). Pelaksana Konstruksi Bangunan Unit SPAM(draft). Departemen Pekerjaan Umum. Jakarta

Attachment 11

11 ‐ 2

Standar Kompetensi Kerja Nasional Indonesia (SKKNI).Tim Leader Konsultan Supervisi Skala Besar Pada Pekerjaan Konstruksi. Departemen Pekerjaan Umum. Jakarta

Tim Teknis Pembangunan Sanitasi. 2009. Percepatan Pembangunan Sanitasi Perkotaan (PPSP): Upaya Mengejar Ketertinggalan. Tim Teknis Pembangunan Sanitasi. Jakarta.

Tim Teknis Pembangunan Sanitasi. 2010. Pedoman Penyiapan Kegiatan Kelembagaan dan Indikasi Kegiatan Percepatan Pembangunan Sanitasi Permukiman di Daerah. Tim Teknis Pembangunan Sanitasi. Jakarta.

Ulleberg, Inger. 2009. Incentive Structures as a Capacity Development Strategy in Public Service Delivery. International Instituted for Educational Planning. Paris.

Water and Sanitation Program (WSP). 2010. Gender in Water and Sanitation.World Bank.Kenya

Second Water & Sanitation for Low Income Communities Project. Borrower’s Completion Report(Draft). Government of Indonesia Ministry of Health Directorate General for Disease Control & Environmental Health. Jakarta

Water and Sanitation Program (WSP), 2011. Lessons in Urban Sanitation Development: Indonesia Sanitation Sector Development Program 2006‐2010. World Bank.Indonesia

www.ampl.or.id

www.jejaring‐ampl.or.id

www.sanitasi.or.id

www.sanitasibersih.blogspot.com

www.sanitasipermukiman.blogspot.com

sanitation personnel. capacity development strategy

Health & Medicine