Approx. value of the contract (in UDS): 65,000
Assignment location
Within the country: Arusha, Dar-es-Salaam and all 16 National Parks
Duration of the Assignment (Months) 9 July 2009 to March 2010
Name of Client: Tanzania National Parks (TANAPA)
Professional Staff provided by your Organization:
No. of Staff: 2

No. of Person-Months 4
Start Date
May 2009
Completion Date
June 2010

Name of associated consultants, if any:  NONE
No. of Person-Months of Professional Staff provided by associated Consultants:
Name of Senior Staff (Project Director/Coordinator, team Leader) Involved and Functions Performed:
Prof. Romanus C. Ishengoma Team Leader
Detailed narrative Description of the Project:
The overall task was to prepare a training programme, for tailor made training schemes designed to meet the needs of staff at all levels.  The Training programe prioritize areas of focus, intended trainees and expected outcomes (both in terms of knowledge and skills), and identify associated training modules and budgetary requirements.

1. Identified key staff involved in implementation of the TANAPA activities at all levels;
2. Listed key tasks and responsibilities of these staff
3. Carried out training needs assessment;  The Consultant examined the desired level of competency, and compares it to the existing skill level.  The key steps for conducting a training needs assessment and how such an assessment and preparation of training program included to:-
(a)  Determine who should be trained, how and when they should be trained, and the required level of the ne knowledge, skills or attitudes, in order to overcome shortfalls recognized in the performance of the organization.
(b) Identify gaps of learning in the areas where training ill meet that need.
(c) Identify and analyze training needs at the organizational level to determine the type and amount of training that is required in an organization by means of:
Forecasting shortages or surpluses in a range of occupations in an organization
Specification of training requirements and modules; and
If training is not the solution due to poor organizational performance the consultant explored and suggested other options
(d) Carrying out training needs assessment at the occupational level.  Following sources were utilized
Discussion with supervisors and managers;
Feedback from clients;
Performance appraisal;;
Questionnaires to employees; and
Observation on field visits.
(e) Develop training specification description and learning objectives and identify appropriate training interventions.  This included:
Developing content (what should be taught);
Specifying methodology (how employees will learn and practice)
Identifying participants (who the trainees or employees will be);
Identification of expected outcome (how to get feedback on effectiveness of leaning interventions).
4. Developed course structure with different modules
5. Prepared a budget, to make the training programme operational
Detailed Description on the Actual Services Provided by your Staff:
A training programme that suits the needs of different categories of staff within TANAPA (managerial, professionals, technical, administrative, accounting, financial management, procurement etc) was prepared and approved;