Transcript STRATEGIES OF THE NATIONAL EMPLOYMENT POLICY

By
1
Pateh Jah & Mansata M. Darboe
TURKEY, SEPTEMBER 2016
EVIDENCE
BASED
POLICY
FORMATION
AND
IMPLEMENTATION
OF
PUBLIC
EMPLOYMENT
SERVICES: THE GAMBIAN CASE WITH PARTICULAR
REFERENCE TO LABOUR MARKET DATA AND
STATISTICS
OUTLINE OF PRESENTATION
Introduction
 The Underlying Principle for the National
Employment Policy
 The National Employment Policy and Strategies
 What Really is the GLMIS?
 Challenges to GLMIS
 Institutional Arrangements for Better
Coordination
 Key LIMI Producers
 Conclusion

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INTRODUCTION
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GEOGRAPHY
 The Gambia is located midway on the bulge of West
Africa coast and stretches over 400 kilometers inland
from west to east on either side of the River Gambia,
 The country is bound to north, south and east by the
Atlantic Ocean.
 Land area of 10,689 square kilometers almost equally
into two halves: the South Bank and North Bank
(Gambia Bureau of Statistics [GBoS], 2007).
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INTRODUCTION (CONT)
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ECONOMY
 The Gambia has a market-based economy characterized
by traditional subsistence agriculture and a significant
tourism industry.
 The World Bank estimate the 2012 gross domestic
product (GDP) in The Gambia at $944 million (current
prices) and $ 707 million (constant prices).
 The service sector continues to be the leading contributor
to the GDP.
 Agriculture accounted for roughly 22 percent of the GDP
in 2012 and 2013, and this sector employs about 70
percent of the labour force.
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INTRODUCTION(CONT)
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POPULATION
 The 2013 census estimated it at 1.9 million, an annual
growth rate of 3.3 percent (GBoS, 2013).
 According to the 2003 census, 50 percent of the
country’s residents live in rural areas, and women
constitute 51 percent of the total population.
 The total fertility rate is 5.4 births per woman. The high
fertility level has resulted in a very youthful population
structure. Forty-two percent of the country’s residents are
below 5, and about 22 percent are between age 15 and
24.
 Average life expectancy at birth is 63.4 years (62.5 years
for males and 65 years for females) (GBoS).
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THE UNDERLYING PRINCIPLE FOR THE
NATIONAL EMPLOYEMENT POLICY
The Gambia has a high population growth rate of 2.5
percent, with an employment level of 27 percent,
 63.6 percent of the country’s population are youth which
constitute of more than half of the workforce. Therefore
the need for an employment generation and promotion
policy is clearly evident.
 The level of the problem of unemployment, particularly
the educated youth, makes the pursuit of a national
employment policy imperative.
 Gambia Bureau of Statistics (GBOS) estimated that the
employment level for youths with the age group 16-30
years is estimated to have declined between 2003 and
2008 by 7%
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THEUNDERLYING PRINCIPLE FOR THE
NATIONAL EMPLOYEMENT POLICY (CONT)
Employment level has increased by 12% in the age group
25-30 years
 The estimated rate of unemployment among the youths is
recorded to be three times higher than among other
adults.
 The problems of unemployed young women are
particularly acute.
 Employment figures for 2008 shows that more males
were employed and the percentage increase was much
higher (31%) than females (18%).
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THE NATIONAL EMPLOYMENT POLICY AND
STRATEGIES
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Policy Goals
 The overriding policy goal is to promote full employment as a
priority in national, economic and social policy and to enable
the economically active population to attain and secure
sustainable livelihood through full productive and freely
chosen employment and work by the year 2020.
Objectives
 To stimulate economic growth and development, reduce the
coincidence of poverty and improve the levels of living by
minimising the rates of unemployment and underemployment;
unemployment to be reduced at least by 5% per annum through
the planning period to include sustainable livelihoods and
informal sector employment.
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THE NATIONAL EMPLOYMENT POLICY AND
STRATEGIES (CONT)
To promote a well educated, trained, skilled versatile,
self-reliant and enterprising labour force with a view to
increasing employment. Further to promote the
development of relevant manpower/human resources that
will continually meet the needs of the nation.
 To pursue poverty reduction policies through labour
intensive programs and improvement of the labour
environment.
 To improve and strengthen the existing labour
administrative system for promotion of decent work,
worker participation in decision and an efficient
industrial conflict resolution mechanism in the labour
market.
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STRATEGIES OF THE NATIONAL
EMPLOYMENT POLICY
1.
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2.
Enabling macro and sectoral policy environment
Accelerating growth and development of the private sector
especially MSME as strategy for employment creation.
Skills and entrepreneurship development and training
related issues.
• To equip the youths with skills that will improve their
employability in more productive and decent work.
• To provide more skilled workers that are relevant to private
sector needs.
• To ensure that TVET is linked to market demands through
collaboration between vocational training institutions,
private sector and the NTA.
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STRATEGIES OF THE NATIONAL
EMPLOYMENT POLICY (CONT)
•
•
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•
To ensure that vocational training institutions/centres
are located in the rural areas to provide demand
driven and community based training for employment
generation.
Introduce technical and vocational training into
entrepreneurial development and ensure that national
policy on vocational training is revised to incorporate
entrepreneurship development in all vocational and
technical institutions.
Introduced a more structured industrial attachment
and apprenticeship programme; the industrial
attachments which vary from 3-6 months, will be
replaced by a National Apprenticeship Scheme and
trade testing programme/scheme.
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STRATEGIES OF THE NATIONAL
EMPLOYMENT POLICY (CONT.)
3.
Promotion of labour intensive technologies in public work programme
to create employment and sustainable livelihoods targeting urban and
rural youths and women.
Labour intensive feeder roads repairs and construction programmes.
•
To develop labour intensive schemes in collaboration with
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•
municipalities and local government authorities particularly in the area
of solid waste collection and disposal.
•
To enhance the capacity of the youths and increase income earnings and
small enterprises opportunities.
•
Create a labour market intermediation centre to match demand and
supply of labour.
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STRATEGIES OF THE NATIONAL
EMPLOYMENT POLICY (CONT.)
3.
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Improving and strengthening the legal and institutional
framework for labour administration and employment
policy implementation.
• Promote collection of comprehensive and reliable
employment statistics and labour market information
through the conduct of surveys.
• Government shall ensure the collection and dissemination
of gender and age desegregated employment statistics and
other labour market information
• To reflect the full extent of the work of women and their
contributions to the national economy.
• To facilitate the design of focus programmes and activities
consistent with the identified needs of vulnerable groups.
• A Labour Market Information System (LMIS) established
to monitor the regular collection, analysis and appropriate
dissemination of required information.
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WHAT REALLY IS THE
GLMIS?
Data Collection
Analysis
Dissemination
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LMI
PRODUCERS
LMI
USERS
The GLMIS is a network where LMI producers
& users interact
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CHALLENGES TO GLMIS
Inadequate financial and human resources (Limited funding
for surveys, technological developments)
 Poor response rate from partner institutions to supply
necessary data
 Limted recognition of the importance of LMI
 Survey Fatigue and Expensive
 Users are unaware of all the LMIS available data that they can
use
 Inadequate co-operation and collaboration between producers
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INSTITUTIONAL ARRANGEMENTS FOR
BETTER COORDINATION

Accountant Generals’ Department

National Accreditation and Quality Assurance Authority
(NAQAA),

Ministry of Basic and Secondary Education (MoBSE),
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MoTIE acts as the coordinating agency that manage the flow of
information between LMI producers and users.
GLMIS Committee Members
 Personnel Management Office (PMO),
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INSTITUTIONAL ARRANGEMENTS FOR
BETTER COORDINATION (CONT)
Ministry of Youth and Sports (MoYS),

Gambia Tourism Board (GT Board),

Department of Labour (DoL)

Ministry of Agriculture (MoA),

Social Security and Housing Finance Corporation
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
(SSHFC),

Gambia Bureau of Statistics (Gbos)
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KEY LMI PRODUCERS

Industrial Relations
 Occupational Safety & Health
 Employment Services
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
Gambia Bureau of Statistics (GBoS)
• Conducts studies like Population & Housing Census, Integrated
Household Survey, Multiple Indicator cluster survey,
Establishment survey, Labour Force Surveys (LFS)
• Produce
Key LMI indicators such as labour force,
employment & unemployment rates, Skills, Safe work, poverty,
productivity
• Information is disaggregated by Gender, Age, Occupation,
Industry etc.
Labour Department Produce
Key LMI indicators such as
occupational injuries, wages, etc

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KEY LMI PRODUCERS (CONT)

Personnel Management Office
Employees in the civil service
Social Security & Housing Finance Corporation
 Social Security Information for the private sector and
parastatals
 Ministry of Education and Training Institutions


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
Education Statistics
Research Agencies
 University of the Gambia
 Private research firms
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CONCLUSION
The employment policy is aimed at the promotion of
more rapid growth of the productive employment
sectors.
 It is expected to achieve more employment intensive
economic growth through a more appropriate macroeconomic policy environment,
 Support for more labour intensive and labour absorbing
economic sectors, particularly agriculture, fisheries,
tourism, construction and the informal sector through
greater support and incentives for the private sector, and
access to credit for productive investment.
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CONCLUSION (CONT)
Linking education and training for employment,
 To pursue more appropriate strategies for employment
promotion, mainstreaming youths and women,
 To ımprove working conditions and environment,
 To strengthen, and better coordinate institutional
framework for the promotion of employment and
sustainable livelihoods
 To improved employment statistics and labour market
information system.

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