Developing a Robust Rural Water Workforce

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Access to safe water is a fundamental human right, yet millions of people in rural areas around the world still struggle with inadequate water supply. This scarcity not only affects health and hygiene but also hampers economic development and quality of life. Addressing this critical issue requires the concerted efforts of a dedicated workforce with adequate competencies, experiences, and support. But is this rural water workforce in place?

A recent rural water capacity needs assessment by Global Water Center (GWC), in collaboration with the Centre for Affordable Water and Sanitation Technology (CAWST) and RWSN - Rural Water Supply Network informs us there is work on the horizon!

Filling the Most Critical Roles

The assessment highlights the infrastructure/maintenance technician position as particularly challenging to fill. Technicians are vital for maintaining and repairing WASH infrastructure, ensuring its continued operation and longevity. The limited number of qualified staff, lack of experience, and a general reluctance to work in rural areas contribute to this challenge. Additionally, the creation of positions is not consistently pursued, and the sustainability of businesses may not sufficiently incentivize participation. It is imperative for organizations working to support rural water access, to advocate for the establishment of these roles and to cultivate an environment conducive to the success of local entrepreneurs, thereby developing local talent.

Addressing Competency Gaps in Water Technologies and Quality

Beyond the shortages in qualified professionals working rurally, the assessment revealed that the key competency gaps are in the areas of water supply technologies and water quality & safety management. Respondents emphasized the need for expertise in designing, installing, and maintaining water systems, as well as in monitoring and treating water quality. More specifically, knowledge on the available technologies for a specific context seems to be limited. And this can be considered a knowledge gap for artisans, masons, technicians, as well as community development workers.

Capacity development efforts should focus on these technical areas, using a variety of learning methods. For technical areas, it was found that peer-to-peer learning (such as colleagues, mentoring, (virtual) demonstration, etc.) is used a lot in issue resolution, but detailed guides/ manuals continue to be an essential departure point to ensure quality standards are met.

Enhancing Learning Methods and Technologies

For all areas of work, the assessment found that peer-to-peer interaction and mentoring are used most, with more than half of the respondents relying on colleagues for problem-solving. This is valuable information for capacity development efforts and highlights the importance of integrating peer-to-peer learning and mentorship programs to facilitate knowledge exchange and support networks.

Additionally, the high accessibility to cell phones among our respondents indicates that leveraging mobile technology for learning, while being mindful of data cost challenges, could enhance the reach and effectiveness of capacity development initiatives.

Overcoming Barriers to a Sustainable Workforce

But there is more to address than the shortages, gaps, and learning methods. The assessment identified barriers including job scarcity, limited incentives, inadequate materials, and insufficient personnel. Addressing these barriers requires a holistic approach to capacity development that goes beyond training and addresses capacity development at organizational or enabling environment level (e.g. job creation, improved incentives, and the provision of necessary resources). This requires the international NGOs and development partners to change their current capacity development efforts and focus on a comprehensive approach towards developing a robust rural workforce. Moreover, they should advocate for policies that create more job opportunities in the rural water sector and provide financial and material support to enhance job performance.

However, this is not easy due to a lack of standardized job titles and responsibilities in the rural water sector. There were a wide variety of job titles among respondents, even when they have similar responsibilities, reflecting inconsistencies in role definitions within and across countries.

To understand what and how many jobs (and responsibilities) need to be created, what competencies need to be developed, and advocate and plan for the future of the rural water workforce, there is a need to standardize jobs and responsibilities.

A set of common responsibilities emerged in this assessment. Key ones include technical support for operation and maintenance, community engagement and hygiene promotion, project management, and supervision of construction, operation and maintenance. These responsibilities can be the starting point from which conversations about standardization can start.

Conclusion

The findings of the rural water capacity needs assessment provide a valuable roadmap for strengthening the rural water workforce. By addressing the identified capacity shortages and gaps, standardizing job roles, and addressing broader workforce issues, INGOs and development partners can play a crucial role in ensuring sustainable and safe water access for rural communities. Let's work together to build a robust and capable rural water workforce, equipped to meet the challenges of today and tomorrow.

??Read the Rural Water Capacity Needs Assessment

Thank you to Kirsten de Vette for the design and analysis of the survey and development of the report and Olivier Mills , Boabab Tech for the analysis of survey results through AI.