CSA Report PDF

CONTENTS
List of Figures.......................................................................................................................................... 3
List of Tables............................................................................................................................................ 4
ACKNOWLEDGMENT.......................................................................................................................... 5
FOREWORD........................................................................................................................................... 6
CONTENTS............................................................................................................................................. 5
ABBREVIATIONS.................................................................................................................................. 8
OPERATIONAL DEFINITION OF KEY TERMS............................................................................... 11
EXECUTIVE SUMMARY.................................................................................................................... 12
1.BACKGROUND................................................................................................................................ 14
2.THE NATURE OF COMPREHENSIVE SKILLS AUDIT................................................................ 15
3.METHODOLOGY AND SETUP OF SKILLS AUDIT STUDY....................................................... 16
3.1.Study Setup...................................................................................................................................... 19
3.1.1.Target Population and Groups....................................................................................................... 19
3.1.2.Sampling Procedure...................................................................................................................... 20
3.1.3.Research Instruments.................................................................................................................... 20
3.1.4.Pilot Study..................................................................................................................................... 21
3.1.5.Data Collection Procedure............................................................................................................ 21
3.1.6.Data Analysis Procedure............................................................................................................... 21
4.ANALYSIS OF EXISTING AND REQUIRED SKILLS.................................................................. 23
4.1.Power Generation, Transmission and Interconnectivity.................................................................. 22
4.1.1.Number of People with Specific Skills......................................................................................... 24
4.1.2.Skills Analysis............................................................................................................................... 25
4.1.3.Interpretation of Results................................................................................................................ 27
4.1.4.Strategies....................................................................................................................................... 28
4.2.Geothermal Development................................................................................................................ 28
4.2.2.Skills Analysis............................................................................................................................... 32
4.2.4.Strategies....................................................................................................................................... 35
4.3.Petroleum (Oil and Gas): Upstream, Midstream and Downstream................................................. 35
4.3.2.Skills Analysis............................................................................................................................... 42
4.3.4.Strategies....................................................................................................................................... 45
4.4.Land and Hydrographic Survey and Mapping................................................................................. 45
4.4.2.Skills Analysis............................................................................................................................... 52
4.4.4.Strategies....................................................................................................................................... 55
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4.5.Land, Property Valuation and Physical Planning............................................................................. 55
4.5.2.Skills Analysis............................................................................................................................... 62
4.5.4.Strategies....................................................................................................................................... 65
4.6.ICT................................................................................................................................................... 65
4.6.2.Skills Analysis............................................................................................................................... 69
4.6.4.Strategies....................................................................................................................................... 72
4.7.Airspace Management..................................................................................................................... 73
4.7.2.Skills Analysis............................................................................................................................... 80
4.7.3.Interpretation................................................................................................................................. 82
4.7.4.Strategies....................................................................................................................................... 82
4.8.Maritime Transport and Shipping Logistics.................................................................................... 83
4.8.2.Skills Analysis............................................................................................................................... 93
4.8.4.Strategies....................................................................................................................................... 96
4.9.Trade, Immigration and Tourism..................................................................................................... 97
4.9.2.Skills Analysis............................................................................................................................. 100
4.9.3.Interpretation of Results.............................................................................................................. 102
4.9.4.Strategies..................................................................................................................................... 102
5.CORE COMPETENCIES................................................................................................................. 103
6.CROSS-CUTTING ISSUES ON THE SKILLS AUDIT................................................................. 104
7.CROSS-CUTTING STRATEGIES.................................................................................................. 105
8.CONCLUSION................................................................................................................................. 105
REFERENCES.................................................................................................................................... 106
Appendix 1: Research Instrument....................................................................................................... 111
Appendix 2: List of Respondents......................................................................................................... 124
Appendix 3: Country Specific Data..................................................................................................... 135
8.1.Power Generation, Transmission and Interconnectivity................................................................ 135
8.1.1.Uganda........................................................................................................................................ 135
8.1.2.Kenya.......................................................................................................................................... 136
8.1.3.Rwanda....................................................................................................................................... 138
8.1.4.South Sudan................................................................................................................................ 140
8.2.Geothermal Development.............................................................................................................. 142
8.2.1.Uganda........................................................................................................................................ 142
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8.2.2.Kenya.......................................................................................................................................... 143
8.2.3.Rwanda....................................................................................................................................... 144
8.3.Petroleum (Oil and Gas): Upstream, Midstream and Downstream............................................... 145
8.3.1.Uganda........................................................................................................................................ 145
8.3.2.Kenya.......................................................................................................................................... 149
8.3.3.Rwanda....................................................................................................................................... 153
8.3.4.South Sudan................................................................................................................................ 157
8.4.Land and Hydrographic Survey and Mapping............................................................................... 160
8.4.1.Uganda........................................................................................................................................ 160
8.4.2.Kenya.......................................................................................................................................... 163
8.4.3.Rwanda....................................................................................................................................... 165
8.4.4.South Sudan................................................................................................................................ 167
8.5.Land, Property Valuation and Physical Planning........................................................................... 170
8.5.1.Uganda........................................................................................................................................ 170
8.5.2.Kenya.......................................................................................................................................... 172
8.5.3.Rwanda....................................................................................................................................... 174
8.5.4.South Sudan................................................................................................................................ 176
8.6.ICT................................................................................................................................................. 179
8.6.1.Uganda........................................................................................................................................ 179
8.6.2.Kenya.......................................................................................................................................... 182
8.6.3.Rwanda....................................................................................................................................... 184
8.6.4.South Sudan................................................................................................................................ 184
8.7.Airspace Management................................................................................................................... 187
8.7.1.Uganda........................................................................................................................................ 187
8.7.2.Kenya.......................................................................................................................................... 190
8.7.3.Rwanda....................................................................................................................................... 193
8.8.Maritime Transport and Shipping Logistics.................................................................................. 195
8.8.1.Uganda........................................................................................................................................ 195
8.8.2.Kenya.......................................................................................................................................... 201
8.8.3.Rwanda....................................................................................................................................... 205
8.9.Trade, Immigration and Tourism................................................................................................... 210
8.9.1.Kenya.......................................................................................................................................... 210
8.9.2.Rwanda....................................................................................................................................... 213
8.9.3.South Sudan................................................................................................................................ 215
Appendix 4: Project Team for the NCIP Skills Audit.......................................................................... 219
List of Figures
Figure 1: Conceptual framework for skills analysis process................................................................. 18
Figure 2: The land four-way training model (Mwenda et al., 2014)..................................................... 64
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List of Tables
Table 1: Overall Regional Number of Skills..........................................................................................12
Table 2: Wide Range of Required Skills................................................................................................22
Table 3: Number of Specialists in the Power Generation, Transmission and Interconnectivity............24
Table 4: Specialists Requirements in the Power Generation, Transmission and Interconnectivity.......26
Table 6: Specialists Required in the Geothermal Development Sub-sector..........................................32
Table 7: Skills Gaps in the Geothermal Development Sub-sector.........................................................33
Table 9: Number of Specialists in the Petroleum (Oil and Gas) Sub-sector..........................................40
Table 10: Skills Gaps in the Petroleum (Oil and Gas) Sub-sector.........................................................42
Table 11: Wide Range of Required Skills..............................................................................................47
Table 12: Number of Specialists in the Land and Hydrographic Survey & Mapping Sub-sector.........49
Table 13: Skills Gaps in the Land and Hydrographic Survey & Mapping Sub-sector..........................51
Table 15: Number of Specialists in the Land, Property Valuation and Physical Planning....................58
Table 16: Skills Gaps in the Land, Property Valuation and Physical Planning Sub-sector...................61
Table 18: Number of Specialists Required in the ICT Sub-sector.........................................................67
Table 19: Skills Gaps in the ICT Sub-sector..........................................................................................69
Table 21: Number of Specialists in the Airspace Management Sub-sector...........................................78
Table 22: Skills Gaps in the Airspace Management Sub-sector............................................................80
Table 24: Number of Specialists in the Maritime Transport and Shipping Logistics Sub-sector..........89
Table 25: Skills Gaps in the Maritime Transport and Shipping Logistics Sub-sector...........................92
Table 27: Number of Specialists in the Trade, Immigration and Tourism Sub-sector...........................98
Table 28: Skills Gaps in the Trade, Immigration and Tourism Sub-sector..........................................100
Table 29: Core Competencies across NCIP Sub-sectors......................................................................102
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ACKNOWLEDGMENT
The Consortium of four regional universities namely; Jomo Kenyatta University of Agriculture and
Technology in Kenya, Makerere University in Uganda, University of Rwanda in Rwanda, and University
of Juba in South Sudan managed to successfully conduct the skills audit for other projects. The project
team members of the Consortium are listed in Appendix 4.
The Consortium appreciates support received from the four NCIP Partner States.
The Consortium specifically wishes to acknowledge support received from the Chair of the NCIP Human
Resource Capacity Building (HRCB) Cluster, the Cabinet Secretary, Ministry of Education (Kenya).
The Consortium also appreciates support from the Ministers of the respective Ministries of Education of
the other NCIP Partner States.
The Consortium also acknowledges support received from the Principal Secretary, Ministry of Education
(Kenya), State Department for University Education. The Consortium also appreciates support from the
other Principal/Permanent Secretaries of the respective Ministries of Education and/or the equivalent
ministries from NCIP Partner States.
The Consortium appreciates feedback and support received from the Technical Oversight Committee for
the NCIP Skills Audit for Other Projects.
The Consortium also appreciates support and technical input received from respective line ministries,
government agencies, NCIP Centres of Excellence, other training institutions, and other respondents to
this skills audit as seen in Appendix 2.
Prof. Mabel Imbuga
VICE CHANCELLOR
Jomo Kenyatta University of Agriculture and Technology
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FOREWORD
Investment in human capital and the implementation of capacity building strategies have become critical
for development of many countries today for achieving the Sustainable Development Goals (SDGs),
and the Northern Corridor partner states - Kenya, Rwanda, South Sudan, and Uganda are no exceptions.
However, a wide range of skills are substantially lacking, including technical, soft and managerial skills,
with particularly acute shortages in technical occupations.
In order to bridge the skills gaps within the region, a Consortium of universities drawn from the
Northern Corridor partner states was tasked to conduct a skills audit for Northern Corridor Integration
Projects (NCIP). The universities in the Consortium were Jomo Kenyatta University of Agriculture
and Technology (JKUAT) from Kenya, Makerere University from Uganda, University of Rwanda from
Rwanda, and University of Juba from South Sudan.
The skills audit was a directive by the Heads of State of the Northern Corridor States, for skills gaps,
challenges and opportunities in the region to be identified. The skills audit targeted: Power Generation,
Transmission and Interconnectivity; Petroleum (oil and gas); Geothermal Development; Land and
Hydrographic Survey and Mapping; Land, Property Valuation and Physical Planning; ICT; Air Space
Management; Maritime Transport and Shipping Logistics; and Trade, Immigration and Tourism.
Low and middle income countries cannot accelerate growth and competitiveness to catch up with
the developed countries if human capacity is not strengthened. Likewise, NCIP partner states
cannot transform their natural resources into assets for growth, development and well-being of their
populations and thus own their development processes.
The Consortium undertook a Comprehensive Skills Audit (CSA) and used it to develop a Human
Resource Capacity Building (HRCB) Strategy for the region. The successful implementation of such
a strategy depends on the good will and commitment of all stakeholders. Capacity development is
therefore imperative for development in the region and needs to be put at the core of activities of
development by stakeholders, including partner states, development partners, the private sector as
well as the civil society and community at large.
It is expected that this CSA report will contribute towards the bridging of skills gaps, and the exploitation
of skills opportunities and possibilities within the partner states.
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Prof. Mabel Imbuga
VICE CHANCELLOR
Jomo Kenyatta University of Agriculture and Technology
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ABBREVIATIONS
AAK: Architectural Association of Kenya
AIS: Aeronautical Information Services
ANS: Aeronautical Navigation services
AVSEC: Aviation Security
BIMCO: Baltic and International Maritime Council
BORAQS: Board of Registration of Architects and Quantity Surveyors
CAD: Computer Aided Design
CBET: Competency Based Education and Training
CCNA: Cisco Certified Network Associate
CCNP: Cisco Certified Network Professional
CESB: Capacity Development & Employment Services Board
CGIS: Centre for Geographic Information Systems and Remote Sensing (University of Rwanda)
CNS: Communication Navigation Surveillance
COE: Centers of Excellence
CPD: Continuous Professional Development
CSA: Comprehensive Skills Audit
CST: College of Science and Technology
CSUDP: Civil Society Urban Development Platform
DGPS: Differential Global Positioning System
DSRS: Department of Resource Surveys and Remote Sensing (DRSRS)
ESRI: Environmental Systems Research Institute
GDP: Gross Domestic
GIS: Geographic information systems
GMDSS: Global Maritime Distress and Safety System
GPS: Global Positioning System
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HRCB: Human Resource Capacity Building
ICS: International Chamber of Shipping
ICT: Information and Communication Technology
ILO: International Labour Organization
iOS: iPhone Operating System
IoT: Internet of Things
IP: Internet Protocol
IPRC: Integrated Polytechnic Regional Centre Kigali
ISCED: International Standard Classification of Education
ISCO: International Standard Classification of Occupations
ISK: Institute of Surveyors of Kenya
ISM: International Safety Management
IT: Information Technology
JKUAT: Jomo Kenyatta University of Agriculture and Technology
KEBS: Kenya Bureau of Statistics
KIM: University formerly Kigali Institute of management
KIP: Kenya Institute of Planners
KISIM: The Kenya Institute of Survey and Mapping
KPI: Key Performance Indicators
LiDAR: Light Detection and Ranging
LIS: Land Information System
LPI: Land Policy Initiative
LSCC: Local Surveying and Construction Corporation Ltd.
MCSE DP: Microsoft Certified Solutions Expert Data Platform
MCSE SI: Microsoft Certified Solutions Expert Server Infrastructure
MININFRA: Ministry of Infrastructure (Rwanda)
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MINIRENA: Ministry of Natural Resources (Rwanda)
MoEP: Ministry of Energy and Petroleum
NCA: National Construction Authority
NLC: National Land Commission
NOCK: National Oil Corporation of Kenya
O&G: Oil and Gas
OCA: Oracle Certified Associate
OCP: Oracle Certified Program
PANSOP: Procedures for Air Navigation Operations
RCMRD: Regional Centre for Mapping of Resources for Development
RLMUA: Rwanda Land Management and Use Authority
RWAFA: Rwanda Water and Forestry Authority
SCADA: Supervisory Control and Data Acquisition
SDGs: Sustainable Development Goals
SGR: Standard Gauge Railway
SOK: Survey of Kenya
TCPAK: Town and County Planners Association of Kenya
TUK: Technical University of Kenya
TVET: Technical and Vocational Education and Training
TVETA: Technical and Vocational Education and Training Authority
ULK: Kigali Independent University
UN-HABITAT: United Nations Human Settlements Programme
UNILAK: University of Lay Adventists of Kigali
UR: University of Rwanda
VRB: Valuers Registration Board
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OPERATIONAL DEFINITION OF KEY TERMS
Competence: Ability to perform activities within an occupation or function to the standards expected in
employment. Competence is, therefore, the state or quality of being adequately or well qualified, having
the ability to perform a specific role.
Competencies: A cluster of related abilities, commitments, knowledge, and skills that enable a person
(or a sub-sector) to act effectively in a job.
Competency framework: A structure that sets out and defines each individual competency required
by individuals working in a sub-sector. It is a model that provides a measurement instrument by which
competencies can be expressed and assessed.
Competency: Capability to apply or use a set of related knowledge, skills, and abilities required to
successfully perform “critical work functions” or tasks in a defined work setting.
Core / Generic Competencies: Skills, behavior and work related attributes which are considered
essential for all the staff regardless of their function or level within the entire sub-sector.
Custody Transfer: Transactions involving transporting physical substance from one operator to another.
This includes the transferring of raw and refined petroleum between tanks and tankers; tankers and ships
and other transactions.
General Competencies: Are the motives, traits, cross-cutting operational skills an attributes that
shape behavior and reflect how one applies knowledge and skill in order to achieve results. They are
broader and apply to different jobs.
Geo-Technicians: Civil engineering scientists who study the earth’s crust to determine the natural
resources of the area or to locate building materials for large constructions.
GIS expert: Specialist is an individual that works with geographic information systems (GIS) to solve
problems, present data, and store information.
Skill: An ability and capacity acquired through a deliberate, systematic and sustained effort to smoothly
and adaptively carryout complex activities or job functions involving ideas (cognitive skill), things
(technical skills) and / or people (interpersonal skills).
Specific Category Competency: Skills, behavior and work related attributes that apply to a specific job
category or level within the sub-sector.
Technical or Functional Competencies: Refer to specific skills, behavior and work related attributes
which are considered essential to perform any job within a defined technical or functional area of work
within the sub-sector. This includes: academic level; professional skills; technical qualifications; requisite
or valid experience; and required professional registration.
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EXECUTIVE SUMMARY
Following a resolution by the Regional Ministerial Meeting on the Northern Corridor Integration
Projects (NCIP) Human Resource Capacity Building (HRCB) Cluster, the Consortium of four regional
universities namely; Jomo Kenyatta University of Agriculture and Technology in Kenya, Makerere
University in Uganda, University of Rwanda in Rwanda, and University of Juba in South Sudan, was
tasked to conduct and fast-track the regional skills audit for nine sub-sectors. The Consortium conducted
a skills analysis, a skills audit and a skills gap analysis for all the listed sub-sectors.
In general, the total number of skilled people in post, the total number of skilled people required currently,
the total number of skilled people required in five years, the total number of skilled people required in
ten years in the region for each sub-sector is summarized in Table 1.
Table 1: Overall Regional Number of Skills

Total Total Skilled Total Skilled Total Skilled
Skilled People People People
NCIP Sub-sector
People In Required Required in Required in
Post Currently 5 Years 10 Years
Power Generation, Transmission and

Interconnectivity
7,632 8,620 3,8131 4,686
Geothermal Development 880 1,748 2,249 2,585
Petroleum (Oil and Gas) 2,725 2,074 9,313 8,383
Land and Hydrographic Survey and
Mapping 9,607 25,554 37,017 53,521
Land, Property Valuation and Physical
Planning 7,117 10,023 14,918 28,162
ICT 8,252 11,973 18,712 30,577
Airspace Management 11,136 14,018 15,098 16,335
Maritime Transport and Shipping
Logistics 4,458 7,274 10,669 15,459
Trade, Immigration and Tourism 9,221 13,057 4,464 4,904
According to the findings of the report, Power Generation, Transmission and Interconnectivity sub-sector
requires many specialized professionals but has a shortage of experienced and registered engineers to
work in the large infrastructure projects in the region. Geothermal development sub-sector has current
critical skills gaps of safety engineers, planning engineers, reservoir engineers and drilling engineers.
Petroleum (Oil and Gas) sub-sector has critical skills gaps of geoscientists, reservoir engineers, control
centre operators, drilling machine operators, environmental engineers, geological engineers, GIS experts,
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and chemical engineers. There is a shortage of experienced and registered technical staff to work in the
large infrastructure projects in the Land and Hydrographic Survey and Mapping sub-sector. Critical
skills gaps were identified in the area of Land Information Infrastructure Management, where capacity
building various professionals who are critical for the generation and management of built and natural
environment datasets in the Land, Property Valuation and Physical Planning sub-sector. Findings from the
report revealed that emerging areas in ICT such as Internet of Things, Smart grid, smart homes and cities,
machine learning, analytics, data science, business intelligence, knowledge engineering, game designers
and developers, knowledge management, computer forensics, cloud computing and business continuity,
the skills shortage is extremely high. Airspace Management sub-sector is experiencing skills gaps
especially for: instrument checker engineers, course developers, aeronautical communication operations
personnel, aerodrome inspectors, aviation lawyers, instrument checker technicians, instructors, and air
incident and accident investigators. There is an acute shortage of experienced and skilled officers in
many skills areas to work in the Maritime Transport and Shipping Logistics sub-sector. According to the
data collected in this report, organizations in the Trade, Tourism and Immigration sub-sector reported
challenges in recruiting and retaining staff with advanced technical skills. This is because a significant
percentage of tourism services are offered by the private sector.
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1. BACKGROUND
The 4th Northern Corridor Integration Projects (NCIP) Heads of States Summit held at Munyonyo,
Kampala on 20th February, 2014 directed the Partner States to identify priority skills needed for integration
projects and develop strategies to address the gaps and ensure that there are adequate and skilled human
resources needed to implement the following Northern Corridor integration projects:
a. Standard Gauge Railway Development
b. Refined Oil Pipeline Development
c. Crude Oil Pipeline Development
d. Oil Refinery Development
e. Power Generation and Transmission
f. Information and Communication Technology
g. Air Space Management and Connectivity
h. Immigration, Tourism, Trade, Labour and Services
i. Commodities Exchange
j. Single Customs Territory
The NCIP Human Resource Capacity Building (HRCB) Cluster has identified priority skills areas for
development for the period 2014-2018 which has necessitated an urgent need to carry out a skills audit,
to find out the available skills, the required skills (both current and futuristic, and both quantity and
quality), and the gaps and then develop strategies to fill the gaps.
The Regional Ministerial Meeting on the NCIP HRCB cluster held in Kampala, Uganda, on 1st August
2015, passed a resolution that the four regional universities namely Jomo Kenyatta University of
Agriculture and Technology (JKUAT) in Kenya, Makerere University in Uganda, University of Rwanda
in Rwanda, and University of Juba in South Sudan be tasked to conduct and fast-track the regional skills
audit for the following sub-sectors under the NCIP:
a. Power Generation, Transmission and Interconnectivity.

b. Geothermal Development
c. Petroleum (Oil and Gas): Upstream, Midstream and Downstream
d. Land and Hydrographic Survey and Mapping
e. Land, Property Valuation and Physical Planning
f. ICT
g. Airspace Management
h. Maritime Transport and Shipping Logistics
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2015 also passed a resolution that JKUAT will lead the process and coordinate the three other regional
universities in the setting up of a Consortium to undertake the regional skills audit. The task would
involve conducting a Comprehensive Skills Audit (CSA) and developing the HRCB Strategy. The
Consortium has subsequently noted that the CSA and HRCB Strategy for the Standard Gauge Railway
(SGR) Development has been fast-tracked under another consultant and therefore, in consultation with
the Regional Technical Oversight Committee, introduced a sub-sector named Trade, Immigration and
Tourism which includes Immigration, Tourism, Trade, Commodities, Customs, Labour and Services.
The scope of the project will therefore be the conducting of the CSA and the development of a HRCB
Strategy for the following nine NCIP sub-sectors:
1. Power Generation, Transmission and Interconnectivity
2. Geothermal Development
3. Petroleum (Oil and Gas): Upstream, Midstream and Downstream
4. Land and Hydrographic Survey and Mapping
5. Land, Property Valuation and Physical Planning
6. ICT
7. Airspace Management
8. Maritime Transport and Shipping Logistics
9. Trade, Immigration and Tourism (also including Commodities, Customs, Labour and Services)
This report describes the Comprehensive Skills Audit.
2. THE NATURE OF COMPREHENSIVE SKILLS AUDIT
In essence the conduct of the CSA is both current and futuristic; current in the review of the status quo and
futuristic in the review of the skills requirements for the success of the respective NCIP projects. A skills
audit identifies the skills held, whereas a skills analysis identifies the adequacy in terms of competence
and numbers of human resource holding the skills required to undertake a specific assignment/job.
The Consortium, which is henceforth referred to as the Consultant, thus carried out three tasks to
accomplish the CSA assignment, namely:
1. A skills analysis – a systematic process to identify the current and futuristic skills or
competencies required for each of the NCIP projects.
2. A skills audit – a systematic process to identify the skills or competencies already existing in
the region for each of the NCIP projects.
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3. Skills gap analysis – a comparative analysis of the skills required for the success of the NCIP
projects (from skills analysis) and the existing skills against each project (from skills audit).
The skills gap analysis is therefore inherent in the skills analysis and the skills audit. Consequently, this
CSA report will present, the skills analysis for the NCIP projects capturing the skills that will support the
success for each of the projects, skills audit capturing the current status of the skills, and the identified
skills gap. In undertaking the assignment, the Consultant has involved a team of subject specialists in
the NCIP sub-sectors.
3. METHODOLOGY AND SETUP OF SKILLS AUDIT STUDY
The Consultant has adopted a consultative and participatory approach enlisting full and continuous
participation of stakeholders, including selected public and private organizations as employers and
employee representatives.
Data was obtained from primary and secondary sources as follows. Secondary data was sourced through
literature review, whereas primary data was sourced through data gathering/collection.
The Consultant has already conducted a detailed literature review (NCIP Consortium of Universities,
2017). The literature review task was primarily a situational analysis based on what has been reported in
existing literature and organization records. It specifically sought to determine:
• Skills status in the NCIP sub-sectors: statistics on skills in the NCIP sub-sectors (key training
institutions, key employers, supply of ‘graduates’ vs. demand, etc.), human resource challenges
in the NCIP sub-sectors, human resource opportunities in the NCIP sub-sectors, etc. for any of
the Northern Corridor countries (Kenya, Uganda, Rwanda, South Sudan) or the region.
• Skills trends and future in the NCIP sub-sectors for any of the Northern Corridor countries or the
region.
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• Any human resource capacity building policies, strategies and/or plans reported/documented
for any of the Northern Corridor countries, the region for the NCIP sub-sectors or elsewhere for
benchmarking purposes.
• Any other useful outcomes of skills audit, studies, research, etc. in the NCIP sub-sectors ever
done for any of the Northern Corridor countries, the region for the NCIP sub-sectors or elsewhere
for benchmarking purposes.
As for data collection, the study took on a pragmatic philosophical paradigm since it sought to contribute
to finding a solution to the skills gaps in specific sub-sectors in NCIP partner states. To achieve that,
the study used descriptive research design. The study adopted triangulation where both qualitative and
quantitative approaches were used. In particular, the following data collection methods were used:
1. Questionnaires
2. Interviews and focus group discussions
These methods support a mixed methods approach. The adopted approach also ensured that:
1. Instruments for data collection were developed, validated, refined and utilized.
2. Data was collected, stored and analyzed.
3. Appropriate reports were generated with comprehensive guides and recommendations to
address skills needs/gaps.
The consultant analyzed the collected data related to skills profiles and training and extracted the key
aspects as outlined in the terms of reference and use these as guidelines to inform a Human Resource
Capacity Building (HRCB) strategy.
In keeping with best practice Education, Training and Development it was necessary to base the
measurement of individual capacity through the skills audit on the combination of qualifications,
experience and leadership / managerial, functional and generic competences required for a job. To be
able to do the measurements, it was necessary to develop competence profiles. The consultants also
analyzed information from the sector specific organizations and other countries to determine the best
practices. The process followed essentially consisted of three stages. The first stage was to determine
what skills each employee required. The second stage was to determine which of the required skills each
employee had. The third stage was to analyze the results and determine skills development needs/gaps.
The outcome of the skills audit process was a Comprehensive Skills Audit (CSA) and a corresponding
Human Resource Capacity Building (HRCB) strategy. The CSA presents, the skills analysis for the NCIP
projects capturing the skills that will support the success for Northern Corridor projects, skills audit
capturing the current status of the skills, and the identified skills gaps/needs. The conceptual framework
for the skills analysis process can be seen in Figure 1.
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Understand the Employer, Employee and
Training Institution Structures focusing on
Human Capital Capacities
Data Collection
Determine Current and

Inventory & Evaluation of
Future Competency
Training Requirements
Needs
Determine Gaps in Training, Ability, Skills,

Knowledge & Attitudes for Effective and
Efficient Service Delivery
Recommendations & Action Plan
Figure 1: Conceptual framework for skills analysis process
The HRCB strategy seeks to address:

• Goals of the respective NCIP Projects.
• Alignment of the HRCB strategy with development agenda for the Northern Corridor States in
each sub-sector, national and regional level.
• Key challenges that have informed the new strategy, and overview of the context of HRCB in
the respective NCIP projects.
• Highlighting the skills gaps in the CSA and strategies to bridge the respective skills gaps,
• Ten-year strategic implementation framework and a five-year medium-term strategic imple

mentation framework: strategic priorities with indicators and broad targets.
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• The role of stakeholders in implementing the strategy (including the role of governments of
partner states, NCIP Centres of Excellence, community, private sector in relation to the strategy).
• Monitoring & Evaluation of the strategy (including coordination, integration and institutional
arrangements for implementation of the HRCB Strategy, and accountability, and reporting.
3.1 Study Setup

This section describes the setup for the development, validation, refinement and deployment of the data
collection instruments for primary data, namely: questionnaires, interviews and focus group discussions.
3.1.1 Target Population and Groups

The target population for this audit comprised public and private service providers in the following NCIP
sub-sectors:
6. ICT
9. Trade, Immigration and Tourism (also including Commodities, Customs, Labour and Services)
The following key stakeholders were targeted for data collection:
• Line ministries and state departments (especially corresponding to the sub-sectors)
• Labour ministries
• NCIP Centres of Excellence e.g.
o for Kenya: Bandari College, Kenya Institute of Survey and Mapping, East African School
of Aviation, GDC Geothermal Centre of Excellence, Kenya Power Institute of Energy
Studies and Research, Kenya Pipeline Morendat Training Institute, Jomo Kenyatta
University of Agriculture and Technology (JKUAT)
o for Rwanda: University of Rwanda, Carnegie Mellon University-Rwanda
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o for South Sudan: University of Juba
o for Uganda: Makerere University, Uganda Technical Institute Kichwamba, Petroleum

Institute Kigumba, Soroti Flying School, Institute of Survey & Land Management
• Other learning and training institutions
• Education and sub-sector regulators
• Professional bodies
• Professional associations
• Public Service Commissions and Salary Commissions
• Relevant companies
• Consultants in the respective sub-sector
• Trade unions
• Civil societies
• Informal sector stakeholders e.g. Kenya’s National Industrial Training Authority (NITA)-
Industrial training centres
The list of the stakeholders who actually responded can be seen in Appendix 2.
3.1.2 Sampling Procedure

The sample scheme comprised a stratified random sample from formal public, informal, private and non-
formal employers and employees, training and educational institutions as seen in the list of stakeholders.
Stratified random sampling was applied since the target population embraces a number of distinct
categories such that the frame can be organized into separate “strata.” Each stratum is then sampled as
an independent sub-population, out of which individual elements can be randomly selected.
3.1.3 Research Instruments

The research instruments used in this skills audit were: questionnaires, interview and focus group
discussions. The instruments were developed based on the objectives of the NCIP skills audit. They
therefore had questions for capturing:
• Enlisting and reviewing skills for each sub-sector
• Determining existing and required numbers of people with specific skills for each sub-sector.
This is where for each skill in the respective sub-sector, the respondent indicated:
20
o Wide range of required skills
o Number of people currently existing (in post) with the specific skill
o Number of people required currently for the specific skill
o Number of people required in 5 years for the specific skill
o Number of people required in 10 years for the specific skill
• Existing and recommended strategies, policies, plans (at any level: organization, sub-sector,
national, regional, etc) that might bridge skills gaps in the short-term, medium-term and long-
term.
The instruments were validated by the Consultant. The Consultant conducted a pilot study as described
in the next section. A sample of the realized research instrument for the Land, Property Valuation and
Physical Planning sub-sector can be seen in Appendix 1.
3.1.4 Pilot Study

Prior to embarking on the actual data collection of primary data, the Consultant carried out a pilot study
in order to:
1. Determine if the drafted data collection instruments needed to be improved.
2. Establish if the instrument administration processes were realistic and would work well in the
field.
3. Identify and address problems which might occur during data collection.
The pilot study involved at least two key stakeholders per NCIP sub-sector, including NCIP centres of
excellence in the Northern Corridor partner states.
3.1.5 Data Collection Procedure

Four teams each from each of the NCIP partner states were used for the actual data collection. All
personal information and organizational information collected was treated with confidentiality and used
for the Northern Corridor skills audit purpose only.
3.1.6 Data Analysis Procedure

Both quantitative and qualitative data was analyzed using SPSS.
21
4. ANALYSIS OF EXISTING AND REQUIRED SKILLS
In the following sub-sections are detailed descriptions of the current skills status, current skills requirements
and projected skills requirements for each of the sub-sectors for the entire Northern Corridor region1.
4.1 Power Generation, Transmission and Interconnectivity

Under the Northern Corridor Integration Projects (NCIP), energy is a critical component. The Power
Generation, Transmission and Interconnectivity Cluster is mandated to spearhead, inter alia, energy
generation, transmission and power interconnection across NCIP partner states.
The NCIP partner states have ambitious programmes to increase power production to meet the domestic
demand, generate sufficient power for use in identified projects like the Standard Gauge Railway,
pipelines and ICT as well as bring down the cost of energy to boost production.
The ILO defines Skill Level as a function of the complexity of tasks to be performed, as well as the range
of these tasks. The ILO’s ISCO-08 classification, identifies four broad skill levels (International Labour
Organization, 2012). Skills identified for the Power Generation, Transmission and Interconnectivity sub-
sector are as illustrated in Table 2Error! Reference source not found..
Table 2: Wide Range of Required Skills

ISCO SKILL LEVEL REQUIREMENTS SKILL AREA
Engineers: (ISCO Skill Level 4: Obtained as a result of study at a higher Electrical Design Engineers
Professional Skills) education institution for a period of 3-6
Electrical Construction Engineers
years leading to the award of a higher
degree or higher qualification Electrical Power Generation Engineers
Engineering Project Engineers
Maintenance Engineers
Power System Protection Engineers
Telecommunications Engineers
Instrumentation and Control Engineers
Power System Control Engineers
Customer Service Engineers
Business Development Engineers
Electrical Power Transmission Engineers
Power Distribution Engineers
Research and Development Engineers
High Voltage Design Engineers
Power System, Planning and Development Engineers
Energy Engineers
Mechanical Engineers
Civil Engineers
Environmental Engineers
1 Details specific to each of the NCIP partner states can be seen in Appendix 3.
22
Technicians (ISCO Skill Level 3) Skills attained as a result of study at a Electrical Engineering Technicians
higher education institution for a period
of 1-3 years following completion of Electronics Engineering Technician
secondary school. Telecommunication Engineering Technician
Mechanical Engineering Technicians
Civil Engineering Technicians

Artisans, Craftsmen and Attained through specialized vocational Electrical Line Installer
Oprators (ISCO Skill Level 2 education and/or on the job training
after completion of secondary education Electrical Fitter
Craft and Related Trade
Electrical generator fitter
Workers)
Electric cable jointer
Welders and Flame Cutters
Power Production Plant Operators
Hydroelectric power plant operator
Power system operator
It is reported in (MOE&P, 2014) and (AfDB, 2011) that organizations within the energy sub-sector face
challenges regarding governance issues, lack of a research institute, funding constraints and inadequate
human resource capacity. In hydro power generation, there are still challenges in acquiring the right
skills and resources required to enable full implementation of a SCADA based generation monitoring
and control systems. According to (AfDB, 2011) a number of countries in East Africa and Africa have
insufficient financial and technical capacity to design, implement and maintain sound regional operation
projects, especially in complicated corridor based investment projects.
According to a study carried out by PwC, despite the positive outlook for jobs, the research showed that
sixty-three percent (63%) of CEOs admitted that the availability of key skills is the biggest threat to their
organization’s growth. CEOs in Africa (96%), the South East nations (90%) and South Africa (87%)
were most concerned about the lack of skills. It is reported that technology and engineering firms were
struggling the most with the shortage of skilled employees (PWC, 2016), and this includes the Power
Generation, Transmission and Interconnectivity sub-sector too.
In another survey conducted by the Manpower Group on Talent Shortage in the world in 2013, the
following important outcomes which are also applicable to the Power Generation, Transmission and
Interconnectivity sub-sector were noted (Manpower Group, 2013):
1. Employers in the Americas reported the most difficulty filling technician posts.
2. Employers in Europe, Middle East and Africa (EMEA) reported the greatest difficulty sourcing
skilled trades’ talent.
3. Lack of candidates with technical competencies such as professional qualifications and skilled
trades experience are the most common explanations for talent shortages in both EMEA and
23
the Americas. However, Asia Pacific employers cited lack of available candidates as the most
pressing challenge.
Worldwide, the most difficult-to-fill vacancies in 2013 were for skilled trades’ workers. This skills
category had topped the rankings in five of the past six years, with the only exception being 2011,
when it was placed third. The job categories in second, third and fourth places were engineers, sales
representatives and technicians, respectively but these remained unchanged year-over-year. To determine
the skills gaps in this sector, reference was made to, among others: (Kashorda and Waema (2016);
UNEP (2015); annual reports, policy documents and strategic plans from line ministries and companies
including KenGen, KPLC, KETRACO, etc. Primary data was collected from line ministries, government
energy agencies and commissions, and companies. The data was collected by use of questionnaires and
face-to face interviews.
4.1.1 Number of People with Specific Skills

The following table shows, for each skill in the sub-sector, the number of skilled people currently existing
(in post), skilled people required currently, skilled people required in 5 years, and skilled people required
in 10 years in the NCIP region. The skills projections based on staff growth factor as per organizations
strategic plans and establishments, staff loss by natural attrition, and GDP growth.
Table 3: Number of Specialists in the Power Generation, Transmission and

Interconnectivity Sub-sector
Wide Range of Required HR Skills Total In Total Total Total
Post Required Required in Required in
Currently 5 Years 10 Years
Geoinformatics Technician 4 36 38 232

Industrial Chemistry/Chemical Technician 6 14 15 18
Transmission Engineers 20 46 39 29
Environmental Protection Engineers/Professionals 9 20 23 32
Chemical & Process, Energy & Agricultural 18 33 25 22
Engineers
Environment Technician 17 27 22 29
Plant Professionals 9 14 23 33
Research And Development Engineers 13 19 22 36
High Voltage Line Designer And Installation 37 54 41 51
Engineers
Telecommunications Engineers 27 39 26 27
Systems Control Engineers 25 36 24 25
24
Analytical Chemistry Technician 64 92 49 41
Protection Engineers 80 107 57 55
Electrical Engineers 121 158 122 153
Generation Engineers 87 112 69 59
Project Engineers 100 127 66 59
Customer Service Engineers 34 43 26 30
Maintenance Engineers 108 136 75 78
Business Development Engineers 31 39 35 49
Technicians (Mechanical) 326 408 222 282
Design Engineers 248 306 156 172
Plant Technicians 38 46 71 109
Mechanical Engineers 82 99 58 95
Distribution Design And Construction Engineers 239 284 156 184
Surveyors 45 52 17 24
Instrumentation & Control Engineers (Including 39 45 29 38
Metering & Billing)
Surveyor Technician/GIS Technicians 33 38 21 26
Technicians (Civil) 104 117 36 37
Civil Engineers And Supervisors 76 83 44 57
Technicians (Electrical) 1768 1918 730 916
Craftsmen/Artisans 3116 3340 1021 1142
Low Voltage Line Engineer 29 31 36 41
Power Plant & System Operators 155 162 111 159
Operators (Substation, Distribution, Transmission 327 337 193 357
Line & System)
Machine Operators 181 186 95 173
Power System, Planning & Development 16 16 20 25
(Integration Engineers)
4.1.2 Skills Analysis

In order to analyse the skills gaps, the following table shows for each skill in the sub-sector, the percentage
of skilled people required currently, required in 5 years, and required in 10 years in the NCIP region. The
information is presented in descending order such that skills with relatively high skills gaps appear first.
25
Table 4: Specialists Requirements in the Power Generation, Transmission and
Interconnectivity
Wide Range of Required HR Skills %Required %Required %Required
Currently in 5 Years in 10 Years
Geoinformatics Technician 89%3 89% 4
83%5
Generation Engineers 57% 60% 67%
Transmission Engineers 57% 49% 31%
Environment Technician 55% 61% 72%
Industrial Chemistry/Chemical Technician 45% 28% 18%
Low Voltage Line Engineer 37% 23% 41%
Craftsmen/Artisans 36% 61% 73%
Research & Development Engineers 32% 41% 64%
Environmental Protection Engineers/Professionals 31% 10% 27%
Telecommunications Engineers 31% -4% 0%
Systems Control Engineers 31% -4% 0%
High Voltage Line Designer & Installation Engineers 30% -31% -56%
Protection Engineers 25% -40% -45%
Analytical Chemistry Technician 23% 1% 21%
Electrical Engineers 22% -26% -47%
Project Engineers 21% -52% -69%
Customer Service Engineers 21% -31% -13%
Maintenance Engineers 21% -44% -38%
Business Development Engineers 21% 11% 37%
Technicians (Mechanical) 20% -47% -16%
Design Engineers 19% -59% -44%
Power System, Planning & Development (Integration 17% 46% 65%
Engineers)
Mechanical Engineers 17% -41% 14%
Distribution Design & Construction Engineers 16% -53% -30%
Surveyors 13% -165% -88%
Instrumentation & Control Engineers (Including 13% -34% -3%
Metering & Billing)
Environment Technician 13% -57% -27%
Technicians (Civil) 11% -189% -181%
Plant Professionals 8% -73% -33%
26
Technicians (Electrical) 8% -142% -93%
Civil Engineers & Supervisors 7% -205% -173%
Chemical & Process, Energy & Agricultural Engineers 6% 19% 29%
Operators (Substation, Distribution, Transmission Line 4% -40% 3%
& System)
Surveyor Technician/GIS Technicians 3% -69% 8%
Machine Operators 3% -91% -5%

Power Plant & System Operators 0% 20% 36%
4.1.3 Interpretation of Results

As can be seen from the above tables, there is a shortage of experienced and registered engineers to work
in the large infrastructure projects in the Northern Corridor. This is also supported by literature such as
(Cannon, 2016; Business Daily, 2013; Wanzala, 2017; Muchira, 2013). During the data collection, some
organizations reported that they have been unable to fill certain positions due to shortage of registered
professional engineers.
As a result of the shortage of engineers, the countries in the region have had to award contracts for
major projects to foreign companies (Muchira, 2013). The Power Generation and Transmission sub-
sector requires many specialized professionals, including but not limited to: Transmission Engineers,
Instrumentation and Control Technicians, Building Technicians, Surveyor Technicians, Environment
Technicians, Low Voltage Line Engineers, etc. Engineers need to be trained in such specialty areas and
to work in the Northern Corridor Infrastructure Projects. Some of the specific skills requirements may
have experienced major shifts in the recent years with the advent of automation. This explains why some
numbers are reducing or remaining stagnant (with regards to future projections).
Engineers
There are 1336 engineers employed currently in the Power Generation, Transmission and Interconnectivity
sub-sector in the region. Of these, about 80% are Electrical Engineers, 16% are Mechanical Engineers,
and about 4% are Civil Engineers. Currently, there is a deficit of 288 professionals in this category
of skilled people. Based on the sector players and GDP, projections show that 769 new engineers are
required in the next five years (2017 – 2022) (32.14% increase), and an additional 797 will be required
between 2022 and 2027(25% increase). There is a shortage of professional engineers skilled in the
specialty areas of electrical power transmission, high voltage line design and installation, engineering
project management, power generation, power system control, engineering design and distribution.
These skills gaps need to be filled urgently to support the ambitious projects initiated by the partner
states such as the standard Gauge railway, pipelines and ICT.
27
Technicians
There are 2326 technicians currently in post in the Power Generation, Transmission and Interconnectivity
sub-sector in the region. Currently, there is a deficit of 296 technicians. Based on the sector players and
GDP, projections show that 1057 new technicians are required in the next five years (2017 – 2022)
(40.3% increase), and an additional 1274 will be required between 2022 and 2027(34.6% increase).
The technicians mostly in demand are Electrical Technicians, Mechanical Technicians, Geoinformatics
Technicians and Environmental Technicians. Kenya has the greatest shortfall of electrical technicians,
needing 463 electrical technicians in the next 5 years and an additional 438 between 2022 and 2027.
Artisans, Craftsmen and Operators
There are a total of 3735 Artisans, Craftsmen and Operators in the Power Generation, Transmission
and Interconnectivity sub-sector in the region. Currently there is a deficit of 221 skilled people in this
category. It is projected that 1178 new skilled people in this category will be required between 2017 and
2022 (29.8% increase) and 1670 new skilled people between 2022 and 2027 (32.5% increase).
4.1.4 Strategies
The following strategies are consequently proposed to fill the skill gaps in the sub-sector.
• Improving facilities, resources, research and funding to Engineering Tertiary Training

Institutions (ETTIs)
• Expanding workplace training to fill existing skills gaps
• Establishment of School of Engineering to streamline professional registration
4.2 Geothermal Development

Renewable energy is being expanded globally as an integral part of a diverse power generation mix.
Geothermal power is a clean source of energy and can provide a reliable base load power in countries
and regions where the resource is available. As an indigenous renewable source of energy, geothermal
has environmental benefits, and can also serve as a natural hedge against price volatility in fossil fuel
commodities thus stabilizing generation costs. The worldwide geothermal power potential generation
is estimated to be in the order of 70 GW (Bertani, 2010). However, only about 12 GW of this total
potential is being exploited today and many substantial geothermal prospects are still waiting to be
developed. Geothermal power was online in at least 24 countries in the year 2013 (Matek, 2014). The
global geothermal power market hence continues to grow with new opportunities arising around the
globe (GEA, 2013). It has further been noted that the international geothermal power market is growing
at a sustained rate of 4% to 5% (Matek, 2014). Geothermal power generation is therefore expected to
move from marginal to mainstream.
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The Northern Corridor region is experiencing a period of growth hence in need of optimally exploiting
its energy resources. A number of developers have built up critical levels of skill and confidence to be
able to make geothermal investments as part of a broad portfolio of energy projects. Additionally, the
geothermal industry in the region is very vibrant involving surface exploration, exploration drilling and
power development planning actively undertaken by a number of commercial entities. According to
UNEP (2015), Kenya in 2015 had the largest number of geoscientists, engineers and technicians followed
by Ethiopia and Djibouti while the rest of the countries had limited or no geoscientists and engineers.
Majority of the workforce was aged between 30 and 40 years while the least was aged between 50 and
60 years. Although this might not pose any immediate risks regarding massive retirement that might
threaten the implementation of the respective strategic plan, a long term plan of transferring experiences
from the older to the young staff as well retaining them in the industry ought to be in place (UNEP,
2015). In order to fast track the development of geothermal resource in the Northern Corridor region in
a sustainable manner, a large number of experts are required in the region. Experts are required in all
aspects of geothermal development including pre-feasibility, feasibility, and development and utilization
phases.
The current skills gap analysis will update the study and incorporate requirements of experts for fast
tracking growth in the geothermal industry in the Northern Corridor region. The objective of the report
is to prepare a skills action plan and recommend possible implementation of the plan for providing the
projected level of technical and scientific skills required in the geothermal industry. This addresses the
current and future growth of the Northern Corridor geothermal industry along with a survey of current
and future projected staffing levels in the geothermal industry. This in turn will help to design a plan
to carry out relevant types of geothermal training and research programmes in order to meet strategic
objective of development of the resource projected in 5 years intervals.
In this report, the skills in the Geothermal Power Development sub-sector are categorised based on
project phases as illustrated in Table 5.
29
PHASE ACTIVITIES SKILLS

Exploration Geologists
Hydrogeologists
Exploration Geophysicists
Explorational Geochemists
1. Reconnaissance Survey
GIS Analyst
Enviromentalists
Safety Engineers
Geoscience Technicians
Exploration Geologists
Hydrogeologists
Exploration Geophysicists
PRE FEASIBILITY
Explorational Geochemists
2. Detailed surface study
GIS Analyst
Enviromentalists
Safety Engineers
Geoscience Technicians
Drilling, Safety & Reservoir Engineers
Borehole Geologists
Reservoir Geochemists
3. Exploratory Drilling
GIS Analysts
Enviromentalists
Geoscience, Reservoir & Drilling Technicians
Borehole Geologists
1. Appraisal Drilling
GIS Analysts
Enviromentalists
Safety & Reservoir Engineers
2. Reservoir Evaluation
FEASIBILITY Enviromentalists
Geoscience & Reservoir Technicians
Safety,Project & Reservoir Engineers
Borehole Geologists
3. Feasibility Study Borehole Geophycisists
Enviromentalists
Finance experts
30
Borehole Geologists
1. Production Drilling Reservoir Geophysicists
DEVELOPMENT Safety & Reservoir Engineers
2. Well Testing Reservoir Geochemists
Geoscience & Reservoir Technicians
Reservoir, power plant & safety Engineers
3. Detailed Design Surveyors
Reservoir, planning & power plant Engineers
Legal Experts
1. Procurement
Procurement experts
Finance experts
2. Project management Electrical, Civil & Mechanical Engineers
(Steam field & power plant) Reservoir, Direct use & Safety Engineers
Surveyors
Environmentalists
UTILIZATION
3. Commissioning Reservoir, Safety & power plant Engineers
(Steam field & power plant) Electrical, Civil & Mechanical Engineers
Surveyors
Environmentalists
4. Direct use Application Direct use Engineers
Geophysicists (Seismologist)
5. Operations &
Plant & Safety Engineers
Maintenance
Power plant Technicians
Face-to-face interviews and a detailed questionnaire were administered to experts/focal points working
in geothermal related line ministries, government agencies, industries and training institutions. In
addition, a wide range of skills required was presented to stakeholders in geothermal industry to provide
the necessary information required. Respondents/participants were asked to quantify their current
establishment of employees and strategic projections in each of specific skills identified for the sub-sector.
Projections for the skilled people required were formulated from the number required per prospect for a
particular skill at any developmental stage. Follow-up phone calls were made to ensure that respondents
were familiar with what the questionnaire intended to achieve and clarification made where applicable.

in 10 years in the NCIP region. The key sub-sectoral stakeholders provided the projections, which are
31
based on their staff establishment, strategic plans, and project prospects in the region.
Table 6: Specialists Required in the Geothermal Development Sub-sector

Post Required Required in Required in
Finance Experts 0 7 19 47
Legal Experts 0 6 14 27
Safety Engineers 23 354 358 360
Environmentalists 8 48 51 31
Planning Engineers 1 5 6 6
Explorational Geochemists 15 47 29 23
Borehole Geophysicists 4 12 31 42
Exploration Geophysicists 19 57 41 27
Reservoir Engineers 23 68 56 57
Power Plant Technicians 120 340 670 900
Hydrogeologists 10 22 23 17
GIS Analyst 6 13 14 9
Drilling Technicians 52 108 206 225
Geophysics Technicians 48 92 58 49
Drilling Engineer 32 57 100 110
Geochemist Technicians 49 82 44 41
Reservoir Technicians 82 128 190 192
Reservoir Geochemists 22 32 36 39
Exploration Geologists 28 39 33 16
Geoscientists 60 75 42 28
Borehole Geologists 18 21 38 43
Surveyors 7 5 25 41
Geoscience Technicians 150 1066 62 48
Power Plant Engineers 25 8 25 53
Civil Engineers 23 6 20 49
Electrical Engineer 26 6 36 58

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Table 7: Skills Gaps in the Geothermal Development Sub-sector
Wide Range of Required HR Skills %Required %Required in 5 %Required in
Currently Years 10 Years
Finance Experts 100% 100% 100%
Legal Experts 100% 100% 100%
Safety Engineers 94% 94% 94%
Environmentalists 83% 84% 74%
Planning Engineers 80% 83% 83%
Explorational Geochemists 68% 48% 35%
Borehole Geophysicists 67% 87% 90%
Exploration Geophysicists 67% 54% 30%
Reservoir Engineers 66% 59% 60%
Power Plant Technicians 65% 82% 87%
Hydrogeologists 55% 57% 41%
Gis Analyst 54% 57% 33%
Drilling Technicians 52% 75% 77%
Geophysics Technicians 48% 17% 2%
Drilling Engineer 44% 68% 71%
Geochemist Technicians 40% -11% -20%
Reservoir Technicians 36% 57% 57%

Reservoir Geochemists 31% 39% 44%
Exploration Geologists 28% 15% -75%
Geoscientists 20% -43% -114%

Borehole Geologists 14% 53% 58%
Surveyors -40% 72% 83%
Geoscience Technicians -42% -142% -213%
Power Plant Engineers -213% 0% 53%
Civil Engineers -283% -15% 53%

Electrical Engineer -333% 28% 55%
Mechanical Engineers -625% -32% 38%

Geoscientists comprise geophysicists, geochemists, geologists, environmentalists, GIS specialists and
33
hydro geologists. Geoscience technicians are trained in geology, geophysics and geochemistry and they
assist the geoscientists either in the field or in the labs. In utilization stage geophysicist specialized in
seismology is a required skill to monitor micro-seism activities related to the reservoir. Geoscience
technicians comprise the larger number of staff currently working in the geothermal industry in the
region. This is explained by the fact that pre-feasibility and feasibility studies are the major phases
currently being undertaken in geothermal power development in some of the Northern Corridor countries
such as Kenya.
Some of the skills where there are critical skills gaps in the region include: finance experts, legal experts,
procurement experts, safety engineers, environmentalists, etc.
Moreover, it is projected that the demand for more skilled geoscientists will be on a downward trend
for the period between the next 5 to 10 years. This is because the current prospects which are under pre-
feasibility stage of geothermal power development will have advanced to feasibility and development
stages.
The pre-feasibility and feasibility studies are the major phases currently being undertaken in geothermal
power development in some of the Northern Corridor countries. This is why the sub-sector needs more
skilled staff to undertake advanced to feasibility and development stages.
Engineers
There are 158 engineers currently employed (in post) while 508 engineering skills are required. This
represents 69% deficit in the current work force in this range of skills. This is why this sector needs
more skilled engineers. From Table 4 it is clearly seen that the critical skills currently needed are safety
engineers, planning engineers, reservoir engineers and drilling engineers with a deficit of 94%, 80%,
66% and 44%, respectively.
Technicians
There are 449 technicians currently employed (in post) while 300 more technicians are required. This
represents 40% deficit in the current work force of technicians. The most critical technicians required
are: power plant technicians, drilling technicians, geophysics technicans, and reservoir technicians,
with a deficit of 64%, 52%, 48%, 36%, respectively. The geoscience technicians are trained in geology,
geophysics and geochemistry and they assist the geoscientists either in the field or in the labs.
Geoscientists
Geoscientists comprise the larger number of staff currently working in the geothermal industry in
the region. Geoscientists comprise geophysicists, geochemists, geologists, environmentalists, GIS
specialists and hydro geologists. In utilization stage geophysicist specialized in seismology is a required
skill to monitor micro-seism activities related to the reservoir. There are 191 geoscientists currently
employed while 312 are required, representing 39% deficit in the current work force in this range of
34
skills. From Table 4, it is seen that the most critical skills currently required in the sub-sector are the
environmentalists, exploration geochemists, exploration geophysicists and hydrogelogists with a deficit
of 83%, 68%, 67% and 55%, respectively.
4.2.4 Strategies
The following strategies are consequently proposed for bridging the skills gaps in the sub-sector:
• Offering geothermal related courses in local universities & colleges to fill existing skills gaps
• Collaboration between Geothermal companies and universities & colleges
4.2.5 Setroleum (Oil and Gas): Upstream, Midstream and Downstream

The Oil and Gas sub-sector is a potentially life transforming component under the Northern Corridor
Integration Projects (NCIP). Hydrocarbons are a strategic commodity that influences the economy of
every nation. The Northern Corridor region has become an energy hot spot. To properly manage the
resources and the revenues, good governance has to be a critical feature of the region’s policy. The best
strategy for obtaining sustainable development in this sub-sector is one that supports the ambition of
improving the quality of life of present and future generations. The important approach must be to enable
the region to avoid the Dutch Disease and the oil curse as well as manage expectations.
Hydrocarbons resources are finite. They may last for a few generations but they will never last forever.
For Kenyans and the entire East African region to benefit, a few things must be done right; get the
legislation and institutional structure right, maximize economic returns to the states, increase public
trust and manage public expectations, enable actors to perform their roles, ensure national oil companies
participation in the development of the resources, increase accountability and build capacity and be
commitment to education within and outside the sector.
Globally the oil and gas industry is facing an increasing shortage of skilled workers as the demand
for the hydrocarbons heightens. Mehran (2015) identified an ageing workforce, increased salaries and
wages, training and safety & health among the top challenges facing the oil industry that also contribute
to the global skills shortage. According to a study carried out by the Society of Petroleum Engineers, the
majority of the respondents indicated that appropriate training was critical to employees’ development.
In particular, approximately 60% of the respondents indicated that technical training is the most vital
training needed in the oil and gas industry, followed by management/finance training, and soft-skills
development training (SPE Research, 2012). As a result, oil companies have increased the percentage
of their budget spent on training and development programs in order to retain and reward most qualified
employees. Moreover, global discovery of and demand for crude oil and natural gas have increased
in recent years, leading to a surge in investments and, consequently, increasing shortages of qualified
human capacity. According to the International Energy Agency, global energy demand is in fact expected
to increase by 35 per cent from 2010 to 2035 (IEA, 2014).
35
At a global level, in order to address the skills challenges, a number of the international oil companies
have developed in house training in order to be able to train their employees based on the occupational
competencies required. Baker Hughes and Schlumberger both oil field companies recruit fresh science
and Engineering graduates and enroll them on a hands on and class room training for a period of three
years. In industry terms the fresh graduates are considered to be qualified but are only become competent
after they have undergone the mandatory three year training and if successful they are referred to as
competent persons. Oil industry values competencies and such most workers in the industry need to
be internationally certified. The requirement of international certification gave birth to a new form of
industry based training and certifications that offers workers the competencies that are required by
industry. The most prominent international certifying bodies include: OPITO, NEBOSH, ISO, and API
among others.
The Northern Corridor and Southern African regions, including Kenya, Ethiopia, Mozambique, Somalia,
South Sudan, Tanzania, Uganda, Rwanda and Zambia, which have shown high hydrocarbon potential,
collectively have over 45,000 oil and gas jobs up for grabs (Kiarie, 2013). Currently, Ghanaians and
Nigerians account for a high percentage of staff in most oil and gas exploration companies presently
operating in Kenya and the regions (Kiarie, 2013). This is because only few locals have the required
skills to serve in the highly sensitive sub-sector. Some of the key human resource challenges in this
sub-sector in the region include: inadequate supply of relevantly trained skills from training institutions,
aging workforce, workforce attrition, regional geo-politics, political instability, regulatory environment
(including non-tariff barriers), changing technological requirements, interest in the oil and gas industry,
tough working conditions/environments, relocation requirements, competition (especially trucking), and
terrorism.
With this industry set to have significant impact on the economies and outlook of the Northern Corridor,
it is critical for the locals to be armed with the essential core qualifications of working in the growing
industry. For this reason, the Summit of the Heads of States of the Northern Corridor Integration Projects
(NCIP) directed the Partner States to identify priority skills needed for integration projects and develop
strategies to address skills gaps. Skills identified in the Petroleum (Oil and Gas) sub-sector are ISCO
Skill Level 4, Skill Level 3 and Skill Level 2 and Skill Level 1 as illustrated in Table 8.
36
ISCO SKILL LEVEL MODE OF CAPACITY SKILL
BUILDING
ISO Skill Lecel 4 Obtained as a result of Earth Science and Engineering Professionals
study at a higher education • Geologists (geophysicists, geochemists)
Professional Skills institution for a period of
3-6 years leading to the • Petroleum Geologist
award of a higher degree or • Civil Engineers
higher qualification
• Petroleum engineers
• Chemical engineers
• Environmental engineers
• Mechanical engineers
• Drilling engineers
• Material sciences engineers
• Processing engineers
• Production Engineers
• Reservoir Engineers
• Safety Engineers
• Design Engineers
• Drilling Engineers
• Civil Supervisors
• Instrumentation Engineers (including metering
and billing)
• Maintenance Engineers
• Oil rig drilling and production engineers
• Pipeline O&G operation engineers
• Pipeline SCADA engineers
• Pipeline Leak detection and monitoring
engineers
• Pipeline corrosion control engineers
• Electrical engineers
• Pipeline Project engineers
37
ISCO Skill Level 3 Skills attained as a result of Earth Science and Engineering Technicians &
study at a higher education Associate Professionals
Te c h n i c i a n s
institution for a period
and Associate • Technicians for line and substation construction
of 1-3 years following
Professionals
completion of secondary • Skilled technicians for line construction and
school. maintenance
• Control and operation experts
• Drilling technicians
• Geo-Technicians
• Production technologists
• Welders
• Maintenance technicians
• Design technicians
• Instrumentation and Control technicians
• Please complete as highlighted
• Oil rig drilling and production technicians
• Pipeline O&G operation technicians
• Pipeline SCADA technicians
• Pipeline Leak detection and monitoring

technicians
• Pipeline corrosion control technicians
• Electrical technicians
• GIS Expert
38
ISCO Skill Level 2 Attained through Plant and Machine Operators
specialized vocational
Craft and Related • Pipeline corrosion control technicians
education and/or on the job
Trade Workers
training after completion of • Drilling Machine Operators
secondary education
• Petroleum Plant Operators
• Oil & gas storage facility Operators/

maintenance
• Pipeline Managers & Operators
• Oil & gas and pipe line Operators
• Oil and Gas truck loading operators
• Oil and gas depot operators
• Oil and gas pump station operators
• Oil and gas custody metering operators
• Oil and gas tank farm operators
• Oil and gas jetty operators
• Oil and gas pump over operators
• Oil rig operators
ISCO Skill Level 1 Comprises of workers who Construction artisans

may have attained basic
Elementary • Mining and Construction Laborers
(first stage) education and/
Occupations
or a short period of on the • Manufacturing & processing Laborers
job training
• Transport and Storage Laborers
39
in 10 years in the NCIP region. The key sub-sectoral players provided the projections, which are based
on their staff establishment, strategic plans, and project prospects in the region.
Table 9: Number of Specialists in the Petroleum (Oil and Gas) Sub-sector

Wide Range of Required HR Skills Total Total Total Total
In Post Required Required in Required in
Control Centre Operations 0 150 150 150
Mechanical Technicians 0 80 845 835
Material Sciences Engineers 0 4 13 29
Surveyors 0 3 12 12
Drilling Machine Operators 0 200 600 0
Environmental Engineers 1 23 48 94
Maintenance Engineers 3 13 137 36
Processing Engineers 1 4 9 21
GIS Expert 1 4 5 10
Communications Experts 3 10 16 21
Petroleum Economists 5 13 13 21
Cemmenting Engineer 5 10 60 100
Production Engineers 17 28 52 100

Petroleum Engineers 63 96 197 200
Drilling Engineers 11 16 91 130
Welders 38 53 1338 154
Chemical Engineers 108 127 168 208
Civil Engineers 177 197 307 293
Geological Engineer 142 152 159 164
Petroleum Geophysicists 36 36 151 181
40
Plant Electrician/Technician 22 22 72 142
Pipeline O&G Operation Engineers 26 26 78 104
Pipeline Corrosion Control Engineers 26 26 65 78
Pipe Fitters 42 42 60 0
Cemmeting Technicians 30 30 40 60
Natural Sciences 10 10 12 0
Health And Safety Technicians 100 100 100 100
Petroleum Geochemists 20 17 81 91
Civil Supervisors 41 28 39 52
Pipeline Corrosion Control Technicians 39 26 78 104

Pipeline Leak Detection & Monitoring 5 3 13 26
Technicians
Pipeline Leak Detection & Monitoring 5 3 13 18
Engineers
Health & Safety Specialists 141 79 196 409
Pipeline Project Engineers 26 13 52 65
Electrical Technicians 65 31 404 430

Pipeline SCADA Engineers 18 8 39 52
Oil And Gas Pump Station Operators 65 26 104 130

Plant And Machine Operators 52 16 84 103
Instrumentation Engineers (Including 71 20 130 169

Metering & Billing)
Environmental Protection Professionals 25 7 41 55
Pipeline O&G Operation Technicians 156 39 221 260
ICT Specialists 148 33 199 242
Oil And Gas Truck Loading Operators 117 26 156 182

Geo-Technicians 50 10 113 118
Oil And Gas Jetty Operators 26 5 39 52
Instrumentation & Control Technicians 135 23 666 698
Oil And Gas Tank Farm Operators 52 8 65 78
Health & Safety Managers 15 2 28 39
41
Oil And Gas Depot Operators 104 13 130 156
Oil And Gas Pump Over Operators 26 3 39 52
Oil And Gas Custody Metering Operators 39 3 52 65
Production Technologists 0 0 150 250

Pipeline Wayleave Management 0 0 26 39
Logistics & Supply Chain Management 0 0 350 0

Pipeline Project Management 8 0 13 26
Pipeline SCADA Technicians 26 0 39 52
Product Financial Account 130 0 156 182
Oil & Gas Pipe Line Operators 130 0 143 156
The skills of Civil and Building Engineering Technicians, Civil Engineering Technicians, Civil/
Structural Engineering Operators, Control and Operation Experts, Design Technicians, Electrical
Engineering Technicians, Geotechnical Engineer Operator, Mechanical Engineering Technicians, Oil
and Gas Storage Facility Operators, Oil Rig Drilling and Production Technicians, Oil Rig Operators,
Operators/Maintenance, Petroleum Geologist Operator, Petroleum Plant Operators, Pipeline Managers
and Operators, Plumbers, Product Account Project Management for Expansive Projects, Scaffolders,
Construction Technicians, and Technicians for Line and Substation Construction have no recorded
specialists/experts/technicians/operators in the partner states.

Table 10: Skills Gaps in the Petroleum (Oil and Gas) Sub-sector
Control Centre Operations 100% 100% 100%
Mechanical Technicians 100% 100% 100%
Material Sciences Engineers 100% 100% 100%
Surveyors 100% 100% 100%
Drilling Machine Operators 100% 100%
Environmental Engineers 96% 98% 99%
Reservoir Engineers 87% 94% 96%
42
Maintenance Engineers 77% 98% 92%
Processing Engineers 75% 89% 95%
GIS Expert 75% 80% 90%
Communications Experts 70% 81% 86%
Petroleum Economists 62% 62% 76%
Cemmenting Engineer 50% 92% 95%
Design Engineers 40% 33% 67%
Production Engineers 39% 67% 83%
Safety Engineers 38% 68% 84%
Mechanical Engineers 36% 78% 80%
Petroleum Engineers 34% 68% 69%
Drilling Engineers 31% 88% 92%
Welders 28% 97% 75%
Chemical Engineers 15% 36% 48%
Civil Engineers 10% 42% 40%
Geological Engineer 7% 11% 13%
Petroleum Geophysicists 0% 76% 80%
Plant Electrician/Technician 0% 69% 85%
Pipeline O&G Operation Engineers 0% 67% 75%
Pipeline Corrosion Control Engineers 0% 60% 67%
Pipe Fitters 0% 30%
Cemmeting Technicians 0% 25% 50%
Natural Sciences 0% 17%
Health And Safety Technicians 0% 0% 0%
Petroleum Geochemists -18% 75% 78%
Civil Supervisors -46% -5% 21%
Pipeline Corrosion Control Technicians -50% 50% 63%
Pipeline Leak Detection And Monitoring Technicians -67% 62% 81%
Pipeline Leak Detection And Monitoring Engineers -67% 62% 72%
Health & Safety Specialists -78% 28% 66%
Pipeline Project Engineers -100% 50% 60%
Electrical Technicians -110% 84% 85%
Pipeline SCADA Engineers -125% 54% 65%
Oil & Gas Pump Station Operators -150% 38% 50%
Electrical Engineers -200% 51% 61%
Plant And Machine Operators -225% 38% 50%
Instrumentation Engineers (Including Metering & -255% 45% 58%
Billing)
Environmental Protection Professionals -257% 39% 55%
Pipeline O&G Operation Technicians -300% 29% 40%
ICT Specialists -348% 26% 39%
Oil & Gas Truck Loading Operators -350% 25% 36%
43
Geo-Technicians -400% 56% 58%
Oil & Gas Jetty Operators -420% 33% 50%
Instrumentation & Control Technicians -487% 80% 81%
Oil & Gas Tank Farm Operators -550% 20% 33%
Health & Safety Managers -650% 46% 62%
Oil & Gas Depot Operators -700% 20% 33%
Oil & Gas Pump Over Operators -767% 33% 50%
Oil & Gas Custody Metering Operators -1200% 25% 40%
Drilling Technicians 100% 100%
Production Technologists 100% 100%
Pipeline Wayleave Management 100% 100%
Logistics & Supply Chain Management 100%
Pipeline Project Management 38% 69%
Pipeline SCADA Technicians 33% 50%
Product Financial Account 17% 29%
Oil & Gas & Pipe Line Operators 9% 17%

Some of the skills where there are critical skills gaps in the region include: Geoscientists, Reservoir
Engineers, Control Centre Operators, Drilling Machine Operators, Environmental engineers, Geological
engineers, GIS experts, and Chemical engineers.
Engineers
There are 802 engineers and geoscientists employed currently (in post) while 950 more of these skilled
people are required. This is 85% deficit in the current work force in this category of skilled people. Based
on the sector players’ projections, this category also shows the largest growth in demand going forward.
About 1,356 (169% increase) engineers and geoscientists will be required in five years while about 367
(17% increase) will be required in ten years’ time.
The engineering specializations that are in high demand include; Mechanical Engineers, Chemical
Engineers, Civil Engineers, Petroleum engineers, Civil Supervisors and Pipeline Corrosion Control
Engineers. The same professionals show increasing demand into the future. Apart from these,
Instrumentation Engineers (including metering and billing), Safety Officers, Pipeline O & G Operation
Engineers, Electrical Engineers and Pipeline Project Engineers will also be in great demand in the next
five to ten years.
The countries that show the greatest shortfall in engineering skills are South Sudan and Kenya. In South
Sudan there are 39 oil and gas engineers in post while 138 are currently required representing 353%
skills gap. Kenya has 296 oil and gas in post and requires 370 which is 125% skills gap.
44
Technicians
There are 644 technicians in post currently but, an extra 395 are required. In the next five years, the
Oil and Gas sector will require 4217 technicians, which will call for a 554% increase in the number.
However, in ten years, the sector will need 3303 technicians which will be 22% reduction in demand.
The technical skills that are in high demand include; Instrumentation and Control, Pipeline O&G
operation, Pipeline corrosion control and Electrical. According to the sector stakeholders interviewed
there will be increased demand for these same skills five to ten years on. On the other hand the skills that
are not currently in demand include; line and substation construction, Control and operation, Drilling
technicians, Production technologists, Maintenance, Oil rig drilling and production.
Uganda and Rwanda have shown the greatest shortfall of technician skills. Uganda has 195 technicians
and requires 180 more, this represents 95% deficit. While Rwanda has no identified technicians but
requires 85. This is 85% deficit for the skill.
4.3.4 Strategies
The following strategies are consequently proposed for bridging the skills gaps in the sub-sector:
1. Establishment of CBET/TVET training programs for Oil and Gas (O&G) and establish vocational/
middle level training colleges
2. Enhancing and strengthening academia-industry collaboration to provide internships and on-job
training for oil and gas trainees
4.4. Land and Hydrographic Survey and Mapping

Surveying facilitates the exploitation of land and natural resources, their administration (valuation and
settlement of land disputes, maintenance of land cadastre) and management. The need for mapping
infrastructure development and resource exploitation coupled with rapid technological advance has
hasted the growth of the survey profession to specialized expertise such as: Geodetic surveys, land
survey, astronomy, international boundary surveys, photogrammetry, remote sensing, cartography,
photolithography, geomatic engineering, hydrographic survey, engineering surveying, topographic
surveying, geospatial data management, GIS and LIS, land valuation, land planning and estate
management (UN-HABITAT and RCMRD, 2001).
The successful exploitation of land resources requires accurate survey measurements in order to map
natural and artificial features in their correct horizontal and vertical positions with respect to established
common reference system. In addition, quality control, quality assurance and compatibility of geospatial
data are prerequisites for exploiting geospatial information for large scale mapping and environmental
management and planning.
On the other hand, hydrographic surveying plays a key role in the exploitation of sea resources and is
directed at navigation safety, construction of artificial island, structures and installation at sea, construction
45
of ports and post installation and determining baselines for measuring territorial seas. Hence it facilitates
mapping of water body features and their characteristics, and the underwater navigation for possible
exploration and exploitation of marine resources (seabed area and its subsoil) and their environment. In
order to maximize its benefits and contribution, there is need to synergize hydrographic activities with
relevant disciplines such as oceanography, geology, marine engineering among others (Hasjim Djalal,
2010).
Under the Northern Corridor Integration Projects (NCIP), land and hydrographic survey and mapping is
a crucial component under the Land Cluster. It is mandated to coordinate land acquisition activities for
all NCIP projects with a view to fast tracking the processes and harmonise the different infrastructure
projects into one corridor for effective and efficient implementation.
To determine the skills gaps in this sub-sector, reference was made to, among others: (IRA, 2012; MYAS,
2011-2012; Ngau et al., 2014; UNEP, 2015; Akinyemi and Uweyezu, 2011; Dearden, 2014; Gupta et al.,
2008; Georgiadou and Stoter, 2009; Homburg, 2008; IFUSE, 2014; MIFOTRA, 2007; MIFOTRA and
NCBS, 2013; MINIRENA 2013, 2009, 2008; Murage et al., 2008, Mwenda et al., 2014; REMA, 2010a,
2010b; RHA, 2015; Republic of Rwanda, 2013, 2012, 2008, 2007, 2005; RIWSP, 2012; Rurangwa, 2002;
Rydén, 2011 ; Sagashya and English, 2009 ; Van Oosterom et al., 2002 ; Marongwe, 2013; SOU, 2015).
For instance, a research carried out in Kenya in 2011 pointed out the need for holistic and comprehensive
nation-wide review of the training and human capacity assessment in the land sector, particularly survey
and mapping, as a precursor to the design of training and human capacity development programs
for the effective implementation of new land policies and implementation of major land reforms and
engineering projects (Ngau et al., 2014). The research pointed above was intended to result in a human
capacity development (training) program to facilitate the implementation of the National Land Policy
in Kenya which clearly identifies target groups, required competencies, training providers, types of
training and accreditation, cost of training programs and other related issues. According to the study
done by RIWSP (2012), hydrological data are useful and utilized for decision-making in Integrated
Water Management in Rwanda. In addition, the same study stated that data quality improvement and
public investments in water resources assessment will depend on the extent to which decision-making
(e.g. irrigation, water supply, and pollution control activities) relies on scientific data. However, serious
gaps have been observed in the areas of data management, including acquisition, collection, analysis,
reporting and informing to influence existing decision-making processes (RIWSP, 2012). In land sector,
such as land registration, land management, and housing development, staff in Rwanda needed more
training in GIS, Remote Sensing applied to land administration and management, advanced GIS and
Remote sensing, and other techniques applied in land surveying and land management, 3D mapping, use
of total stations, DGPS, advanced images processing for the automated cadastral data collection using
aerial photography, and suitability analysis, etc. Other needs were trainings in land administration, land
laws, land governance, and design and management of land information system (IFUSE, 2014; Dearden,
2014).
46
Skills identified in the Land, Hydrographic Survey and Mapping sub-sector are ISCO Skill Level 4 and
Skill Level 3 as illustrated in Table 11.

ISCO SKILL MODE OF CAPACITY SKILL
LEVEL BUILDING
ISCO Skill Obtained as a result of • Geoscience software engineer

Level 4 study at a higher education • Urban and Regional planning
institution for a period of • Electricians/Equipment Calibration
Professional technologists
3-6 years leading to the
Skills • Photogrammetrist
award of a higher degree or
higher qualification • Navigation Engineers
• LiDAR Analyst Engineer
• Engineering surveyors
• Property management/Real property/Estate
agents
• Cartographers
• Geodetic and Engineering control surveying
• Data & Visualisation specialist
• Hydrographic surveyors
• Database/data managers
• Hydrologists and Water Resources Managers
• Resource mapping / exploration mapping
• Survey Records Management Officers
• Natural Resource managers
• GIS Database developers
• Photolithographer
• Mechanical Engineers
• Remote sensing/Photogrammetrist
• Legal and Governance Skills
• Physical planning engineers
• Geomatic Engineers
• Land surveyors
• Land administration/Land adjudication
• Project management for expansive projects
• Environmental Geoscientist
• General Project Management skills
47
ISCO Skill Skills attained as a result of • Geophysicist technologist
Level 3 study at a higher education
• Physical science aide Field engineering aide
institution for a period
Technicians
of 1-3 years following • Geotechnical/Civil engineering technician
and Associate
completion of secondary Researcher
Professionals
school.
• Marine technologists
• System Analyst technologist
• Map reproduction technologist
• Land Resource and Land Use Planners

technologists
• ICT
• GIS analysts/technologists
• Geologist technologist
• Geodesist technologist
• Space Technologist
• Cartographer technologist
• Exploratory resource technologist
• GIS Analyst technologist
• Sonar supervisor technologist
• Smart technologies and mobile mapping

technologist
• Hydrographer/oceanographer technician
Primary data was collected from line ministries, government commissions, professional bodies and
associations, RCMRD, ESRI East Africa, companies, NCIP centres of excellence and other training
institutions. The data was collected by use of questionnaires and face-to face interviews.
48
4.4.1. Number of People with Specific Skills
in 10 years in the NCIP region. The skills projections are based on GDP growth.
Table 12: Number of Specialists in the Land and Hydrographic Survey & Mapping
Sub-sector
Wide Range Of Required HR Skills Total In Total Total Total
Post Required Required Required
Currently in 5 Years in 10
Years
Geoscience Software Engineer 0 37 57 90
Geophysicist Technologist 0 65 96 142
Geotechnical/Civil Engineering Technician 0 34 50 74

Researcher
Physical Science Aide Field Engineering Aide 0 18 27 40
Marine Technologists 2 129 188 276
Electricians/Equipment Calibration Technologists 21 500 726 1064
Urban & Regional Planning 26 566 821 1202

Photogrammetrist 77 1518 2196 3227
Navigation Engineers 3 41 58 83
System Analyst Technologist 9 112 163 240
Lidar Analyst Engineer 5 56 84 122
Engineering Surveyors 93 834 1211 1725

Map Reproduction Technologist 38 294 470 757
Property Management/Real Property/Estate 124 926 1340 1971

Agents
Geodetic & Engineering Control Surveying 7 46 68 93
Land Resource And Land Use Planners 66 422 610 895
Technologists
Data & Visualisation Specialist 88 517 751 1100
Hydrologists & Water Resources Managers 125 652 935 1250
49
Hydrographic Surveyors 44 221 325 468
Resource Mapping / Exploration Mapping 31 142 208 300
Database/Data Managers 82 352 506 717

Geodesist Technologist 20 80 128 179
Geologist Technologist 17 67 98 142
GIS Analysts/Technologists 415 1599 2317 3332
Survey Records Management Officers 32 120 174 256
Space Technologist 10 37 54 79
Cartographer Technologist 221 815 1176 1711
Natural Resource Managers 76 276 400 589

Exploratory Resource Technologist 146 503 728 1071
GIS Analyst Technologist 197 659 939 1368
Photolithographer 325 1055 1527 2243
GIS Database Developers 52 168 242 336
Remote Sensing/Photogrammetrist 182 540 784 1123

Cartographers 130 383 548 743
Sonar Supervisor Technologist 26 75 109 161
Legal And Governance Skills 24 69 101 143
Smart Technologies & Mobile Mapping 10 28 43 61

Technologist
Hydrographer/Oceanographer Technician 178 374 543 797
Physical Planning Engineers 95 195 283 417
Geomatic Engineers 938 1704 2475 3540
Land Administration/Land Adjudication 646 1152 1643 2258
Land Surveyors 1581 2717 3938 5688

Project Management for Expansive Projects 28 48 68 96
Environmental Geoscientist 117 194 281 411
Survey Technologist 1519 2490 3587 5249
50
GPS/DGPS Operators/Analysts 543 836 1224 1745
CAD Technicians 562 785 1142 1663

General Project Management Skills 163 192 279 406
Land Adjudication & Settlement Assistants 400 424 614 903
The partner states have no reported Optical Calibration Expert.
4.4.2. Skills Analysis

Table 13: Skills Gaps in the Land and Hydrographic Survey & Mapping Sub-sector
Wide Range of Required HR Skills %Required %Required in %Required
Currently 5 Years in 10 Years
Geophysicist Technologist 100% 100% 100%
Geoscience Software Engineer 100% 100% 100%
Geotechnical/Civil Engineering Technician 100% 100% 100%
Researcher
Physical Science Aide Field Engineering Aide 100% 100% 100%
Marine Technologists 98% 99% 99%
Electricians/Equipment Calibration 96% 97% 98%
Technologists
Urban And Regional Planning 95% 97% 98%
Photogrammetrist 95% 96% 98%
Navigation Engineers 93% 95% 96%
System Analyst Technologist 92% 94% 96%
Lidar Analyst Engineer 91% 94% 96%
Engineering Surveyors 89% 92% 95%
Map Reproduction Technologist 87% 92% 95%
Property Management/Real Property/Estate 87% 91% 94%
Agents
Geodetic And Engineering Control Surveying 85% 90% 92%
Land Resource & Land Use Planners 84% 89% 93%
Technologists
Data & Visualisation Specialist 83% 88% 92%
Hydrologists & Water Resources Managers 81% 87% 90%
51
ICT Specialists 81% 86% 90%
Hydrographic Surveyors 80% 86% 91%
Resource Mapping / Exploration Mapping 78% 85% 90%
Database/Data Managers 77% 84% 89%
Geodesist Technologist 75% 84% 89%
Geologist Technologist 75% 83% 88%

GIS Analysts/Technologists 74% 82% 88%
Survey Records Management Officers 73% 82% 88%

Space Technologist 73% 81% 87%
Cartographer Technologist 73% 81% 87%
Natural Resource Managers 72% 81% 87%

Exploratory Resource Technologist 71% 80% 86%
GIS Analyst Technologist 70% 79% 86%

Photolithographer 69% 79% 86%
GIS Database Developers 69% 79% 85%
Remote Sensing/Photogrammetrist 66% 77% 84%
Cartographers 66% 76% 83%
Sonar Supervisor Technologist 65% 76% 84%

Legal & Governance Skills 65% 76% 83%
Smart Technologies & Mobile Mapping 64% 77% 84%
Technologist
Hydrographer/Oceanographer Technician 52% 67% 78%
Physical Planning Engineers 51% 66% 77%

Geomatic Engineers 45% 62% 74%
Land Administration/Land Adjudication 44% 61% 71%
Land Surveyors 42% 60% 72%
Project Management For Expansive Projects 42% 59% 71%
Environmental Geoscientist 40% 58% 72%

Survey Technologist 39% 58% 71%
GPS/DGPS Operators/Analysts 35% 56% 69%
52
CAD Technicians 28% 51% 66%
General Project Management Skills 15% 42% 60%
Land Adjudication & Settlement Assistants 6% 35% 56%
4.4.3. Interpretation of Results

According to the findings of this report, organizations in the Land and Hydrographic Survey and
Mapping sub-sector did not report difficulties in filling entry-level technical positions. This is also
supported by existing literature (Kiplagat, 2013; Mutua and Mwaniki, 2017; Mwenda et al., 2014;
Ngau et al., 2014)”publisher-place”:”Kuala Lumpur, Malaysia”,”event”:”FIG Congress 2014”,”event-
place”:”Kuala Lumpur, Malaysia”,”URL”:”https://www.fig.net/resources/proceedings/fig_proceedings/
fig2014/papers/ts02i/TS02I_mwenda_ngau_7271.pdf”,”author”:[{“family”:”Mwenda”,”given”:”J
asper N.”},{“family”:”Ngau”,”given”:”Peter M.”},{“family”:”Mattingly”,”given”:”Michael”}],”is
sued”:{“date-parts”:[[“2014”,6,16]]}}},{“id”:2255,”uris”:[“http://zotero.org/users/1362645/items/
CV92V9FS”],”uri”:[“http://zotero.org/users/1362645/items/CV92V9FS”],”itemData”:{“id”:2255,
”type”:”speech”,”title”:”Human Capacity Requirements for Land Reform at Country Level: Some
Reflections from Kenya”,”publisher-place”:”RCMRD, Nairobi”,”event-place”:”RCMRD, Nairobi”,”
author”:[{“family”:”Ngau”,”given”:”Peter M.”},{“family”:”Mwenda”,”given”:”Jasper N.”},{“famil
y”:”Mattingly”,”given”:”Michael”}],”issued”:{“date-parts”:[[“2014”]]}}}],”schema”:”https://github.
com/citation-style-language/schema/raw/master/csl-citation.json”} . However, as can be seen from
the foregoing tables, there is a shortage of experienced and registered technical staff to work in the
large infrastructure projects in the Northern Corridor. The Land and Hydrographic Survey and Mapping
sub-sector requires many specialized technical professionals, including but not limited to: Geoscience
software engineers, Geophysicist technologists, Physical science aides/Field engineering aides, Marine
technologists, Urban and Regional planners, Photogrammetrists, Navigation Engineers, etc.
Professionals
Critical skills need gaps were identified in the professions that will facilitate the adoption and uptake
of new skills and technology in the sub-sector such as Geoscience software engineers, LiDAR Analyst
Engineers, Geodetic and Engineering control surveyors, Data and Visualisation specialists and database/
data managers. Missing skills also include are Marine Technologists and hydrographic surveyors, who
support the survey and mapping of the blue economy.
Technicians and Associate Professionals
There is a shortage of Technicians and Associate Professionals, with major shortages in the following
technical skills across the region: - Geophysicist technologist, Physical science aides, Field engineering
aides, Geotechnical/Civil engineering technicians, Marine technologists, Electricians/Equipment
Calibration technologists and System Analyst technologists.
53
Recommendations
It is recommended that programs aimed at building HR Capacity of Professionals, Technicians and

Associate Professionals are developed hand in hand with investment in the continuous upgrade of
equipment and technology, and Continuous Professional Development of and training of Trainers (TOT).
This can be done through equipping the relevant Centers of Excellence and other Training Institutions,
as well as through collaborative and agreements between institutions that promote the sharing of staff,
facilities and technology.
4.4.4. Strategies
The following strategies are therefore proposed to fill the skill gaps in the Land and Hydrographic
Survey and Mapping sub-sector:
• Training of geospatial experts and enhance vocational training through equipment provision
• Capacity building through in-service training of current technologies of data acquisition and
processing among geospatial experts
• Curriculum development in hydrographic surveying and navigation systems
• Strengthening collaborations between training institutions and employers, and securing
scholarships
4.5. Land, Property Valuation and Physical Planning

Under the Northern Corridor Integration Projects (NCIP), land is a vital component in the realization
of the infrastructure corridor. Its acquisition, development and management is critical in order to
achieve the proposed NCIP projects, namely the Standard Gauge Railway (SGR), power generation and
transmission, the development of ICT Infrastructure, the crude oil pipeline, oil refineries, airports, ports
and tourist destinations.
Land administration comprises the systems and process that are used to govern the possession and use of
land. Different nations have to deal with the four functions of land tenure, land value, land use and land
development in their process of land administration. Global variations in the emphasis given by different
countries to these for functions this land administration model are dictated by a country’s cultural basis
and level of (economic) development. In establishing an efficient land market, and ensuring effective
land use management, the social, economic and environmental context must be considered. In addition
to management of land, land administration also entails the management of an array of built environment
and natural environment data sets (Enemark & Van der Molen, 2008). The process of land administration
entails identification of land for development, establishment of land tenure and land ownership, securing
rights to the land (through titles or any other legal means), controlling development (through policies and
spatial planning), developing the land for the intended/desired purpose and regulating the implementation
of desired projects.
54
In 2014, AfDB reported that there was a shortage of professionals and skilled, semi-skilled labour in the
sub-sector in Uganda (AfDB, 2014). Reports show University enrollment in Uganda has been higher in
social sciences courses since 2007 at about 75%, but only 10% enroll in natural science courses where
this sub-sector falls.
The land sector strategic plan 2009/10 – 2013/14 indicated shortage of skilled human resource as one
of the major challenges in the land sub-sector in Rwanda (MINELA, 2010).The same challenge is still
highlighted in the land sub-sector strategic plan 2013/14 – 2017/18 (MINIRENA, 2015). The land
sub-sector requires technical skills but they are still scarce in Rwanda. Although capacity in this sub-
sector is being built since the challenge was identified in the previous strategic plan, the number that
possesses the required skills is still low (MINIRENA, 2015). According to Seburikoko (2012), the scarce
critical human resources in the Environment and Natural Resources sector in Rwanda include, among
others, land surveyors, land valuers, land administration experts, GIS specialists, photogrammetrists;
cartographers, surveying technicians; valuation technicians, and mining engineers.
Skills identified in the Land, Property Valuation and Physical Planning sub-sector are ISCO Skill Level
4, Skill Level 3 and Skill Level 2 and Skill Level 1 as illustrated in Table 14.
Table 14: Wide Range of Required skills

ISCO SKILL MODE OF SKILL
LEVEL CAPACITY
BUILDING
ISCO Skill Level 4 Obtained as a result Professionals for Land Tenure
Professional Skills of study at a higher • Land Surveyors/Geomatic Engineers
education institution • Cartographers
for a period of 3-6 • Photogrammetrists
years leading to the • Land Registrars/Land Registration Officers,
award of a higher • Land Administrators/Land Administration
degree or higher Officers,
qualification • Lawyers/Legal Officers
• Land Adjudication & Settlement Officers
Professionals for Land Value
• Land Valuers
Land Use Professionals
• Physical Planners
• Urban Planners/Urban Designers
• Infrastructure Planners (services, roads,
airports)
55
• Professionals for Land Development
• (Architects, Architects
• Landscape Architects
• Quantity Surveyors
• Optical Engineer
• Water Engineers
• Electrical Engineers
• Structural Engineers
• Building Surveyors
• Estate Agents/Property Managers
• Building Superintendents
Professionals for Sustainable Development Support
• Architects
• Optical Engineer
• Water Engineers
• Electrical Engineers
• Structural Engineers
• Building Surveyors
• Estate Agents/Property Managers
• Building Superintendents
Professionals for Land Information Infrastructure

Support
• Land Information Systems/GIS Data
Management Officers
• Plan Records Officers
• Survey Records Officers
• Records Management Officers
56
ISCO Skill Level 3 Skills attained as • Land Survey Assistants
T e c h n i c i a n s a result of study at • Photogrammetry Assistants
and Associate a higher education • Cartography Assistants
Professionals institution for a
• Photolithographic Assistant
period of 1-3 years
• Land Adjudication & Settlement Assistants
following completion
of secondary school. • Assistant Land Registration Officers
• Land Assistants
• Valuation Assistants
• Physical Planning Assistants
• Technicians - Electrical
• Technicians - Electronics
• Technicians - Mechanical
• Quantity Survey Assistants
• Draughtsmen
• Architectural Assistants
• Structural Assistants
• GIS Data Management Assistants
• Assistant Plan Records Officers
ISCO Skill Level 2Attained through • Builders/Artisans/Craftsmen*

Craft and Related specialized vocational • Plant Operators
Trade Workers education and/or
on the job training
after completion of
Plant and Machine
secondary education
Operators
ISCO Skill Level 1 Comprises of workers

E l e m e n t a r y who may have attained
Occupations basic (first stage)
education and/or a
short period of on the
job training
Primary data was collected from, among others, the respective line ministries, government agencies
and commissions, national land policies, national spatial strategic plans, central and decentralized
governments’ acts, consultants, civil societies, registration statistics from professional registration
57
bodies and professional associations, and NCIP Centres of Excellence. The data was collected through
the administration of questionnaires, interviews, and focus group discussions.

in 10 years in the NCIP region. The skills projections are based on the average GDP growth over the five
year period from (2012-2016).
Table 15: Number of Specialists in the Land, Property Valuation and Physical
Planning
Sub-sector
In Post Required Required in Required
Currently 5 Years in 10
Years
Survey Records Officers 0 121 158 207
Photogrammetrists 0 44 58 78
Graphic Designers/Graphich Design Assistants 0 32 42 55
Assistant Plan Records Officers 0 28 37 48
Landscape Architecture Technicians 0 10 15 20
Construction Project Management Technicians 0 6 12 20
Estate Agent Technicians 0 4 6 10
Plan Records Officers 0 4 5 7
Environmental Design Technicians 0 3 6 10
Optical Engineer 0 2 3 3
Cartography Assistants 10 121 158 207
Technicians - Electronics 2 24 31 41
Water Engineers 48 540 772 1010
Landscape Architects 8 79 94 114
Valuation Assistants 4 39 59 88
Physical Planning Assistants 8 78 103 147
Architectural Assistants 9 62 81 106
Draughtsman Craftsmen 5 30 60 60
ICT Officers 19 109 144 192
Infrastructure Planners (Services, Roads, Airports) 10 51 67 91
Building Superintendents 11 47 61 80
Quantity Survey Assistants 12 41 53 70
Technicians - Mechanical 24 79 105 136
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Quantity Surveyors 97 309 431 1863
Structural Assistants 36 112 149 207
Plant and Machine Operators 5 15 27 39
Lithographer 20 55 120 300
Environment and Natural Resource Planners/ 277 730 1039 1357
Officers
Land Lawyers/Legal Officers 23 60 76 99
Draughtsmen 28 71 182 244
Estate Agents/Property Managers 89 225 296 387
Technicians - Electrical 35 83 107 148
Land Valuers 339 721 1183 1656
Structural Engineers 69 133 174 227
Architects 311 589 794 5660
Building Surveyors 50 94 113 155
Records Management Officers 66 123 169 260
Land Registrars/Land Registration Officers 111 201 397 1355
GIS Data Management Assistants 49 86 108 143
Physical Planners 324 551 888 1134
Photogrammetry Assistants 60 96 125 164
Land Survey Assistants 224 355 460 606
Urban Planners/Urban Designers 81 125 283 672
Photolithographic Assistant 73 112 146 191
Land Assistants 17 26 34 44
Land Adjudication & Settlement Officers 132 197 257 337
Photolithographic Professional 73 100 200 300
Builders/Artisans/Craftsmen 86 109 142 186
Land Administrators/Land Administration Officers 610 730 1107 1662
Assistant Land Registration Officers 125 140 183 239
Land Adjudication & Settlement Assistants 400 424 554 724
Social Planners 152 106 306 481
Investment/Economic Planners/Economists 579 278 939 1455
Land Surveyors/Geomatic Engineers 2158 939 864 1110
Land Information Systems/GIS Data Management 13 0 25 33
Officers
Agricultural Officers & Agricultural Assistants 12 0 16 20
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The ILO defines Skill Level as a function of the complexity of tasks to be performed, as well as the range
of these tasks (ILO, 2012). Skills identified in Land Property Valuation and Physical Planning are ISCO
Skill Level 4, Skill a 3 and Skill Level 2 and Skill Level 1.
Skill level 4 is obtained as a result of study at a higher education institution for a period of 3-6 years leading
to the award of a higher degree or higher qualification, and comprises of the following professionals:
Professional Skills (ISCO Skill Level 4):
• Professionals for Land Tenure (Land Surveyors/Geomatic Engineers, Cartographers,

Photogrammetrists, Land Registrars/Land Registration Officers, Land Administrators/Land
Administration Officers, Lawyers/Legal Officers, Land Adjudication & Settlement Officers)
• Land Value (Land Valuers)
• Land Use Planners (Physical, Infrastructure – services, roads, airports, Economic, Social,
Environment and Natural Resource, Urban)
• Land Development (Architects, Landscape Architects, Quantity Surveyors, Engineers (Optical,

Water, Mechanical, Electrical, Structural),Building Surveyors, Estate Agents/Property Managers)
• Sustainable Development Support (Investment/ Economic Planners/Economists, Social Planners,

Environment and Natural Resource Planners/Officers, Agricultural Officers & Agricultural
Assistants)
• Land Information Infrastructure Support (Information Systems/GIS Data Management Officers,

Plan Records Officers, Survey Records Officers, Records Management Officers)
ISCO Skill Level 3 are attained as a result of study at a higher education institution for a period of 1-3 years
following completion of secondary school. Technicians and Associate Professionals (ISCO Skill Level
3) for Land, Property Valuation and Physical Planning include Land Survey Assistants, Photogrammetry
Assistants, Cartography, Assistants, Photolithographic Assistant, Land Adjudication & Settlement
Assistants, Assistant Land Registration Officers, Land Assistants, Valuation Assistants, Physical Planning
Assistants , Building Superintendents, Technicians – Electrical, Technicians – Electronics, Technicians
– Mechanical, Quantity Survey Assistants, Draughtsmen, Architectural Assistants, Structural Assistants,
GIS Data Management Assistants and Assistant Plan Records Officers.
ISCO Skill level 2 is attained through specialized vocational education and/or on the job training after
completion of secondary education, while ISCO Skill level 1 comprises of workers who may have
attained basic (first stage) education and/or a short period of on the job training. Craft and related Trade
Workers (ISCO Level 2 and Level 1) in the sub-sector are Builders, Artisans, Craftsmen and Plant
Operators.
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Table 16: Skills Gaps in the Land, Property Valuation and Physical Planning Sub-
sector
Survey Records Officers 100% 100% 100%
Photogrammetrists 100% 100% 100%
Graphic Designers/Graphich Design Assistants 100% 100% 100%
Assistant Plan Records Officers 100% 100% 100%
Landscape Architecture Technicians 100% 100% 100%
Construction Project Management Technicians 100% 100% 100%
Estate Agent Technicians 100% 100% 100%
Plan Records Officers 100% 100% 100%
Environmental Design Technicians 100% 100% 100%
Optical Engineer 100% 100% 100%
Cartography Assistants 92% 94% 95%
Technicians - Electronics 92% 94% 95%
Water Engineers 91% 94% 95%
Landscape Architects 90% 91% 93%
Valuation Assistants 90% 93% 95%
Physical Planning Assistants 90% 92% 95%
Architectural Assistants 85% 89% 92%
Draughtsman Craftsmen 83% 92% 92%
ICT Officers 83% 87% 90%
Infrastructure Planners (Services, Roads, Airports) 80% 85% 89%
Building Superintendents 77% 82% 86%
Quantity Survey Assistants 71% 77% 83%
Technicians - Mechanical 70% 77% 82%
Quantity Surveyors 69% 78% 95%
Structural Assistants 68% 76% 83%
Plant and Machine Operators 67% 81% 87%
Lithographer 64% 83% 93%
Cartographers 63% 78% 91%
Environment and Natural Resource Planners/Officers 62% 73% 80%
Land Lawyers/Legal Officers 62% 70% 77%
Draughtsmen 61% 85% 89%
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Estate Agents/Property Managers 60% 70% 77%
Technicians - Electrical 58% 67% 76%
Land Valuers 53% 71% 80%
Structural Engineers 48% 60% 70%
Architects 47% 61% 95%
Building Surveyors 47% 56% 68%
Records Management Officers 46% 61% 75%
Electrical Engineers 45% 58% 68%
Land Registrars/Land Registration Officers 45% 72% 92%
GIS Data Management Assistants 43% 55% 66%
Physical Planners 41% 64% 71%
Photogrammetry Assistants 38% 52% 63%
Land Survey Assistants 37% 51% 63%
Urban Planners/Urban Designers 35% 71% 88%
Photolithographic Assistant 35% 50% 62%
Land Assistants 35% 50% 62%
Land Adjudication & Settlement Officers 33% 49% 61%
Photolithographic Professional 27% 64% 76%
Builders/Artisans/Craftsmen 21% 40% 54%
Land Administrators/Land Administration Officers 16% 45% 63%
Assistant Land Registration Officers 11% 32% 48%
Land Adjudication & Settlement Assistants 6% 28% 45%
Social Planners -43% 50% 68%
Investment/Economic Planners/Economists -108% 38% 60%
Land Surveyors/Geomatic Engineers -130% -150% -94%
Land Information Systems/GIS Data Management Officers 49% 61%
Agricultural Officers & Agricultural Assistants 23% 41%

Critical skills need gaps were identified in the area of Land Information Infrastructure Management,
where capacity building for the following professionals which are critical for the generation and
management of built and natural environment data sets, with current and future HR capacity needs of
over 80% (Photogrammetrists, Plan Records Officers, Survey Records Officers and ICT Officers), as
well as their respective Technicians and Associate Professionals. There is also the need to upscale skills
and competencies of those currently in-post (Land Information Systems/GIS Data Management Officers
and Record Management Officers) to ensure that they are adept at handling current data and record
management technologies.
In addition to Physical Planners, there is evidence of emerging specialisations in the Planning Profession
from the wide array of Planners needed (Infrastructure Planners, Environment and Natural Resource
Planners, Social Planners, Urban Planners/Designers), whose supply falls short of the industry’s demand.
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These planners largely operate at the local level (National Government and County/Local Government),
and there is need to upscale them to be able to plan large scale trans-boundary projects. There is also
need to build capacity in emerging professions in land development, namely Landscape Architects and
Construction Project Managers.
The findings of this report illuminate the over-arching shortfall in the supply of Technicians and Associate
Professionals that support all Professions in the Land, Property Valuation and Physical Planning sub-
sector (Assistant Plan Records Officers, Estate Agent Technicians, Landscape Architecture Technicians,
Construction Project Management Technicians, Environmental Design Technicians, Cartography
Assistants, Valuation Assistants, Physical Planning Assistants, Architectural Assistants, Technicians –
Electronics) across all countries in the 4 partner states. It is therefore critical to strengthen and support
the Centers of Excellence and TVET Institutions that offer tertiary training for the sub-sector. In order to
build HR capacity in the sub-sector, in the wide range of skills levels above, is proposed that we adopt
the land sector four-way training model Figure 2.
Figure 2: The land four-way training model (Mwenda et al., 2014).
This training model will be adapted as follows:
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• Diversify Professional Training: 1-6 year degree and advanced training courses to be offered in-
country and off-country to various Professionals in ISCO Skill level 4. This training will supply
the new professionals demanded in the sub-sector, provide opportunities for training of emerging
specializations and impart the necessary skills needed for the execution of large, trans-boundary
planning projects, .
• Enhance Technical Training: 6 month -3 year in-country and off-country training to be offered
to Technicians and Associate Professionals operating at ISCO Skill levels 1, 2 and 3 in TVET
and CBET Training Institutions and NCIP Centers of Excellence. This training will offer the
necessary skills development and multi-skilling of the Technicians and Associate Professionals
currently in-post, as well as develop new, market driven curricula.
• Develop relevant Long Courses: 3 week to 5 month courses to be offered in-country and off
country across all ISCO Skills Levels at NCIP Centers of Excellence and facilitate exchange
programs for the same at different Line Ministries and private sector organisations involved in
the sub-sector for the same.
• Develop Short Courses/Seminars: 2 day to 2 week courses to be offered in-country and off
country across all ISCO Skills Levels as CPD courses offered by relevant Registration bodies
and Professional Associations, exchange visits between collaborating organisations and
benchmarking trips.
4.5.4 Strategies
The following are consequently the recommended strategies:
• Equipping planners with the requisite skills to undertake large trans-boundary projects.
• Establishing and nurturing strategic partnerships among Training Institutions, Research
Institutions, Professional Associations and Practitioners.
• Building capacity in Land Information Infrastructure personnel to support the establishment of
an Integrated Land Management System.
• Building capacity in Land Information Infrastructure personnel to support a regional data
observatory.
4.6. ICT
Information and Communications Technology (ICT) Infrastructure was included as one of the NCIP
Clusters because of the strategic relevance of ICT in facilitating integration within the region. Moreover,
knowledge and information have become the most important currency for productivity, competitiveness,
and increased wealth and prosperity. Nations have therefore placed great priority on developing their
ICT human capital.
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In 2010, eTransform Africa recommended that African countries should invest in education to improve
ICT worker skills levels especially for Business Process Outsourcing (BPOs). This is especially so
for BPO skills, capabilities, and BPO certifications (eTransform Africa, 2010). In South Africa, the
Johannesburg Centre for Software Engineering (JCSE) conducted an ICT skills survey in 2016 (Schofield,
2016). This is a continuation of an activity that they have conducted over the past years. The JCSE
report alludes to the capacity to absorb ICT human capital in Europe, America, and South Africa. In
particular business skills, management-level experience, and technical ability would be needed to fill the
available vacancies. The JCSE report identifies the following as scarce skills: Digital designers, Systems
engineers, Forensic/ Fraud/Security specialists, Business analyst, Digital forensic analyst/investigator,
Mobile & Digital specialist, and Systems integrator/ systems architect. The JCSE report also identifies
the following as critical skills: IT governance, Network skills, ERP technical knowledge, Database
planning development, IT risk, Network support, Specific systems training, and IT operations. The
report however notes that due to uncoordinated data in the ICT sub-sector, it is not possible to provide
exhaustive lists. The survey by Schofield (2016) also identified the following as the leading priority areas
for employers: information security, network infrastructure, software as a service (cloud computing),
database development, application development, and business intelligence/ knowledge management.
Primary data was collected from line ministries, government agencies, banks, telecommunications
companies, systems and software development companies, and other players in the manufacturing and
service sectors. The data was collected via questionnaires and face to face interviews. Skills identified in
the ICT sub-sector are as illustrated in Table 17.

Systems Engineering, Software Engineering & Application Development
Systems and/or Business Analysts
Systems engineers
Software Testers & Evaluators
Software Architects and Integrators
Database Designers & Developers
Application Developers
Android Developers
iOS Developers
Cross Platform Mobile Application Developers
Front-end Web developers
Backend web developers
Full-stack Web developers
Enterprise Architect
Game designers and developers
Graphic designers
Industrial designers
Multimedia specialist
65
Project Management, Networks, Telecommunications, Storage Management & IT Support
IT Project Managers
Database Administrator
Database managers
Network Engineers
Systems Administrators
Network Administrators
Fiber engineers
IP Network Engineer
Radio Frequency Planning Specialist
Radio Transmission Specialist
Telecommunication Network Performance Optimization Specialist
Telecommunication network switching specialist
Linux System Specialists
Windows Systems Specialists
ICT Help Desk Support Officers
Cloud Computing Specialists
Data center specialists
Wireless Network Engineers
Webmaster
IT Technician
Computer Security, Forensics, and Business Continuity
Network Security specialists
Information Security
Cyber Security
Information Systems Auditors
Computer forensics
Business Continuity & Management specialists
Information Security Manager
Wireless & Transmission Security specialists
Smart and Intelligent System Development
Internet of Things (IoT) specialists
Smart Grid Specialists
Smart Building, Home, Office Developers
Knowledge Engineers
Data Scientists
Data Analytics
Machine Learning specialists
Knowledge Management specialists
Business intelligence specialists
Other Specialties
Online work skills
Business Process Outsourcing specialist
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The following table shows, for each skill in the sub-sector, the number of skilled people currently
existing (in post), skilled people required currently, and skilled people required in 5 years, and skilled
people required in 10 years in the NCIP region. The 5-year and 10-year skills projections are based on
estimates obtained from the respondents, which are primarily based on the respondents’ organizations
strategic plans and establishments.
Table 18: Number of Specialists Required in the ICT Sub-sector

Wide Range Of Required HR Skills Total In Total Total Total
Currently in 5 in 10
Years Years
Game Designers & Developers 0 23 45 95
Machine Learning Specialists 0 21 57 181
Smart Building, Home, Office Developers 0 21 54 286
General Website Developers 0 17 34 40
Industrial Designers 0 19 51 67
Smart Grid Specialists 0 18 39 105
Internet Of Things (IOT) Specialists 0 17 85 371
IT Risk Specialists 0 6 22 30
Publishing Systems Specialists 1 18 27 45
Broadcast Systems Specialists 1 15 28 48
Knowledge Engineers 4 48 89 140
Computer Forensics Specialists 6 64 106 161
Online Work Skills 32 278 804 3851
Cloud Computing Specialists 9 52 148 323
Knowledge Management Specialists 5 28 70 186
Business Continuity & Management Specialists 6 32 88 148
IT Project Managers 39 193 331 449
Data Analytics 8 33 112 370
Business Intelligence Specialists 9 34 75 183
Cross Platform Mobile Application Developers 9 34 71 154
Business Systems Manager 2 7 13 22
Broadcast Manager 2 7 13 19
Multimedia Specialist 11 38 64 127
iOS Developers 5 17 41 82
Wireless & Transmission Security Specialists 13 44 134 434
Network Security Specialists 39 129 202 294
Information Systems Auditors 19 60 110 176
Graphic Designers 9 27 55 107
67
Telecommunication Network Performance 43 125 217 256
Optimization Specialist
Enterprise Architect 18 52 97 190
Data Center Specialists 28 74 156 257
Radio Frequency Planning Specialist 33 76 139 216
Fiber Engineers 27 62 144 532
Business Process Outsourcing Specialist 33 75 187 301
Radio Transmission Specialist 48 103 217 315
Cyber Security Specialists 30 60 142 459
Information Security Specialists 67 132 208 318
Linux System Specialists 110 210 321 431
Database Designers & Developers 179 337 493 740
Software Testers & Evaluators 50 94 213 354
Backend Web Developers 156 288 390 524
Database Managers 352 647 907 1108
Full-Stack Web Developers 152 274 414 523
IP Network Engineer 128 230 324 452
Network Administrators 209 375 607 746
Network Engineers 378 669 904 1173
Software Architects And Integrators 55 97 209 544
Android Developers 164 286 395 547
Database Administrator 197 343 518 661
Application Developers 215 371 486 685
Systems and/or Business Analysts 143 246 406 636
Wireless Network Engineers 143 246 353 500
Front-End Web Developers 1080 1853 2450 3218
Systems Engineers 129 216 369 547
Systems Administrators 345 576 800 1029
Telecommunication Network Switching Specialist 58 96 147 205
Webmaster 262 380 510 695
IT Technician 1052 1510 1989 2626
Data Scientists 23 28 67 147
Windows Systems Specialists 600 207 354 421
ICT Help Desk Support Officers 1516 335 611 727

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Table 19: Skills Gaps in the ICT Sub-sector
Wide Range Of Required HR Skills % R e q u i r e d %Required in %Required in

Game Designers & Developers 100% 100% 100%
Machine Learning Specialists 100% 100% 100%
Smart Building, Home, Office Developers 100% 100% 100%
General Website Developers 100% 100% 100%
Industrial Designers 100% 100% 100%
Smart Grid Specialists 100% 100% 100%
Internet of Things (IOT) Specialists 100% 100% 100%
IT Risk Specialists 100% 100% 100%
Publishing Systems Specialists 94% 96% 98%
Broadcast Systems Specialists 93% 96% 98%
Knowledge Engineers 92% 96% 97%
Computer Forensics Specialists 91% 94% 96%
Online Work Skills 88% 96% 99%
Cloud Computing Specialists 83% 94% 97%
Knowledge Management Specialists 82% 93% 97%
Business Continuity & Management 81% 93% 96%
Specialists
It Project Managers 80% 88% 91%
Data Analytics 76% 93% 98%
Business Intelligence Specialists 74% 88% 95%
Cross Platform Mobile Application 74% 87% 94%
Developers
Business Systems Manager 71% 85% 91%
Broadcast Manager 71% 85% 89%
Multimedia Specialist 71% 83% 91%
iOS Developers 71% 88% 94%
Wireless & Transmission Security 70% 90% 97%
Specialists
Network Security Specialists 70% 81% 87%
Information Systems Auditors 68% 83% 89%
Graphic Designers 67% 84% 92%
Telecommunication Network Performance 66% 80% 83%
Optimization Specialist
Enterprise Architect 65% 81% 91%
Data Center Specialists 62% 82% 89%
Radio Frequency Planning Specialist 57% 76% 85%
Fiber Engineers 56% 81% 95%
Business Process Outsourcing Specialist 56% 82% 89%
Radio Transmission Specialist 53% 78% 85%
69
Cyber Security Specialists 50% 79% 93%
Information Security Specialists 49% 68% 79%
Linux System Specialists 48% 66% 74%
Database Designers & Developers 47% 64% 76%
Software Testers & Evaluators 47% 77% 86%
Backend Web Developers 46% 60% 70%
Database Managers 46% 61% 68%
Full-Stack Web Developers 45% 63% 71%
IP Network Engineer 44% 60% 72%
Network Administrators 44% 66% 72%
Network Engineers 43% 58% 68%
Software Architects And Integrators 43% 74% 90%
Android Developers 43% 58% 70%
Database Administrator 43% 62% 70%
Application Developers 42% 56% 69%
Systems and/or Business Analysts 42% 65% 78%
Wireless Network Engineers 42% 59% 71%
Front-End Web Developers 42% 56% 66%
Systems Engineers 40% 65% 76%
Systems Administrators 40% 57% 66%
Telecommunication Network Switching 40% 61% 72%
Specialist
Webmaster 31% 49% 62%
IT Technician 30% 47% 60%
Data Scientists 18% 66% 84%
Windows Systems Specialists -190% -69% -43%
ICT Help Desk Support Officers -353% -148% -109%

As a new but rapidly growing field, ICT generally has several skills gaps in nearly all areas in terms of
sufficient numbers of specialists. The most critical gaps are registered in skills for emerging areas such
as Internet of Things with 100%, Game designing and Development with 100%, cloud computing with
81%, computer forensics with 90%; IT Risk management with 100%; Smart Grid specialists with 100%,
to mention a few.
Based on the findings of this report, companies and practitioners in the ICT sub-sector reported challenges
in finding qualified personnel of at least 30% in more than 75% of the wide range of required skills in
ICT. In emerging areas in ICT such as Internet of Things, Smart grid, smart homes and cities, machine
learning, analytics, data science, business intelligence, knowledge engineering, games designers and
developers, knowledge management, computer forensics, cloud computing and business continuity, the
skills shortage is extremely high. The findings highlighted above are in line with existing literature as
70
per (NCIP 2017). For instance, in Kenya, the ICT Masterplan 2014-2017 (ICTA, 2014) noted that there
is little investment in human resources required to design, develop, and operate ICT infrastructure and
associated e-applications. Similarly, in South Africa, Johannesburg Center for Software Engineering
(JCSE) determined that business skills, management level experience, and technical ability are needed to
fill available ICT vacancies in leading priority areas such as information security, network infrastructure,
cloud computing, database development, application development, and business intelligence (Schofield,
2016). In Rwanda, the National Commission on Science and Technology (NCST) identified network
security, wireless and transmission security, application security, systems administrators, network
administrators, IP network engineers, voice engineers, database administrators, web masters, software
developers, and online work skills as ICT skills to be developed (NCST, 2105). The same pattern in
ICT skills gap can be observed in the 5-year and 10-year projections. This requires that strategies be
developed to bridge the ICT skills gap over the next 10 years.
According to the data collected in this report, organizations in the trade, tourism and immigration
sectors reported challenges in recruiting and retaining staff with advanced technical skills. The analysis
on findings has brought out some key skills which are lacking in large quantities across the sub-sector.
Shortage of current skills in risk management accounts for 84%, 92% for 5years, and 96% for 10 years.
Other categories with significant current as well as future skills needs include negotiation, second
language, diplomacy and citizenship, and customs and immigration.
The analysis concludes that there is need for long term investment in key skills that span across the
whole spectrum of services in the trade, immigration and tourism sectors. The analysis also concludes
that there is need to continually review and update the emerging trends in the trade, immigration and
tourism sectors to ensure that sector participants update their skills in line with environmental changes.
4.6.4. Strategies
The following strategies are therefore proposed to fill the skills gaps in the ICT sub-sector:
• Establishing ICT skills standard and an accreditation body to enforce standards

• Conducting curriculum development and review
• Developing and conducting short courses addressing specific competencies
• Establishing ICT innovation and technology transfer centres
71
4.7. Airspace Management
The Heads of State of Kenya, Rwanda and Uganda, signed a Memorandum of Understanding in 2014
based upon the principle of mutual benefit to enable the establishment, Implementation and operation
of the Northern Corridor Airspace Block (NCAB) that is technically and procedurally interoperable
universally safe and in procedurally interoperable, universally safe. NCAB refers to an airspace block
based on operational requirements and established regardless of Northern Corridor State boundaries,
where the provision of air navigation services and related functions are performance-driven and
optimized with a view to introducing, in each functional airspace block, enhanced cooperation among
air navigation service providers or, where appropriate, an integrated provider.
The NCAB share common strategic objectives:
1. To provide harmonisation thus leading to seamlessness Air space operations in Air Traffic
Management, Communication Navigation Surveillance/Air Traffic Management (CNS/ATM)
and Aeronautical Information Management (AIM) across regions.
2. To facilitate interoperability of different technologies and uniform level of safety across all
region and States.
3. To build a truly regional and neighbour to neighbour collaboration and coordination with other
airspace users.
4. To develop air services resulting in lower fares for travelers, greater numbers of people travelling,
greater choice of airlines and routes and improved service levels.
5. To enhance Human Resources and Manpower Development through Training, and Expertise
Exchange
The Airspace Management sub-sector is a field, in which the trainings in individual companies have
a major impact on the proper functioning of the entire industry. The properly prepared market of the
educational services can significantly contribute to increasing the competence of the workers and
the positive impact on the labour market, providing the employers of the aeronautical industry with
adequately trained crews.
In recent years, workplace efficiency has become a priority for the employers worldwide due to global
recession and the cost cutting measures that have been implemented as a result. Completing a skills gap
analysis allows organisation to stay on top of employ development, channel their resources effectively
and adopt to future skills demands.
There is often a discussion of whether there really is a skills shortage in the sub-sector or whether the
current system is incapable of generating the right people in the right numbers with the right skills and
attributes. However, while there is a flow of people coming forward, and that some people can and will
still self-fund their own training where available, there is still a lack of training opportunities for all those
aspiring to enter or progress within the sub-sector. This is indeed causing a severe skills shortage and
is undermining growth in the sub-sector and affects their ability to increase the knowledge necessary to
support the operating industry.
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Most of the intellectual property around training needs and skills now resides with the manufacturers or
sits within the airline. Therefore, Air Navigation service providers are increasingly unable to create career
pathways, develop training programs and to deliver them, airlines and operators have started to train their
own staff or, in some cases, rely on partnerships with a few large training providers. So although jobs are
readily available on the aerospace side, and although the sub-sector has posts at all levels and in most
areas, the career or progression options for people wishing to become involved on the operating side
of the industry have become increasingly polarised - to the extent that young people increasingly view
the industry as inaccessible (RAS, 2013). This is in stark contrast to the pure manufacturing, repair and
overhaul roles in aerospace where pathways and options are much better defined and where successful
training provider/manufacturer relationships, including joint ventures, have opened up a wider range of
prospective avenues. A young person may still stare at an aircraft in the sky, gaze over the fence at an
airport and develop an unimpaired enthusiasm for a career in the aviation operating sector, but access
to information, advice and guidance and then to find the entry points which are available and accessible
has become very difficult. A straw poll among those about seek entry to the industry yields a widespread
view that getting a start in their dream field is all but impossible. Admittedly, people continue to find
innovative and very credible pathways on their own to achieve their dream; but, for the most part, this
will never fully generate the numbers of people industry needs. Individuals are taking up educational
routes to get to a job that will pay for their training with no intention of staying in the sub-sector long-
term.
A pilot shortage has already arisen in many regions of the world. Airlines across the globe are expanding
their fleets and flight schedules to meet surging demand in emerging markets. Asia in particular is
experiencing delays and operational interruptions due to pilot scheduling constraints. The region
continues to present the largest projected growth in pilot demand, with a requirement for 185,600 new
pilots by 2031. China has the largest demand within the region, with a need for 71,300 pilots, North
America 69,000, Latin America 42,000, the Middle East 36,100, Africa 14,500, and the CIS 11,900.
The 2012 Boeing Pilot & Technician Outlook (Boeing, 2012) also predicted a need for approximately
601,000 maintenance technicians by 2031. In Europe, the number of engineering and maintenance staff
to support new aircraft will have to grow by at least 140,200 people. Yet some aviation organisations
state that the industry is losing recent graduates to the banking, energy, power and automotive industries.
Maintenance, Repair and Overhaul Organisations (MROs) are similarly concerned about the possible
effects of a skilled worker shortage. Skills shortages are therefore not just one nation’s or regional
problem but a global one. In March 2012 the US Aeronautical Repair Station Association (ARSA)
revealed that in a survey of ARSA members, skilled worker shortages tie for second place with high fuel
prices as the most serious long-term threat to aviation maintenance. Fifty-seven percent of the ARSA
members indicated that they have had difficulty filling technical positions in the previous two years. In
fact, operators compete for talent and skills in meeting the shortage of pilots, engineers, cabin crew, and
air traffic controllers (RAS, 2013).
73
Organisations in Australia have warned of the need to ensure that training and educational institutions
are able to equip people to meet the needs of the industry. Management and long-term planning has been
deemed to be fundamental to the future of the industry in Australia (RAS, 2013).
As new-generation aircraft come to dominate the fleet over the next 20 years, aircraft reliability will
improve and maintenance check intervals will lengthen. Although this trend will moderate demand
growth, the requirement for maintenance personnel will continue to expand with the size of the global
fleet. Emerging markets that currently recruit maintenance technicians from outside the region will have
to develop a foundation for training qualified technical personnel from within the local workforce (RAS,
2013).
According to Ratajczak (2014), the airline industry is associated with modernity and progress. 44 years
after the first flight of the Wright brothers the airplane crossed the sound barrier (1947). 14 years later, in
1961 a man flew into space for the first time, in order to land on the moon 8 years later. The old pilots’
saying states that the airline regulations are written with human blood. Most trainings in the airline sector
were developed to ensure the highest level of security. There is no difference between the training of the
pilots, the airline mechanics, the workers of the airports and the navigation services. The trainings are
to improve traffic operations, save time and provide convenience of the passengers. However, safety is
always the priority.
The world has a proud aviation heritage of design, manufacture and operation of aircraft. The workforce
of this industry was originally drawn from, and heavily dependent on a readily available, wide-ranging
and well-educated pool of people from which it was able to grow, train and develop its own staff
eventually to meet the needs of the whole spectrum of aviation. There is often a discussion of whether
there really is a skills shortage in the sub-sector or whether the current system is incapable of generating
the right people in the right numbers with the right skills and attributes. However, while there is a flow
of people coming forward, and that some people can and will still self-fund their own training where
available, there is still a lack of training opportunities for all those aspiring to enter or progress within the
sub-sector. This is indeed causing a severe skills shortage and is undermining growth in the sub-sector
(RAS, 2013).
The number of aircraft in service is expected to double by 2030. As global economies expand and airlines
take delivery of tens of thousands of new commercial jetliners over the next 20 years, the demand
for personnel to fly, support and maintain those aircraft will be unprecedented. Meeting this demand
will require aircraft manufacturers and the commercial aviation industry to rely more heavily on new
digital technology, including online and mobile computing, to meet the learning requirements of a new
generation. The growing diversity of aviation personnel also demands highly qualified, motivated, and
knowledgeable instructors with cross-cultural and cross-generational skills. Training programmes will
need to focus on enabling airline operators to gain optimum advantage of the innovative features of the
latest generation of aircraft (RAS, 2013).
74
The implications of this in terms of skills needs can be seen in the 2012 Boeing Pilot & Technician
Outlook (Boeing, 2012) which projects a need for approximately 460,000 new commercial airline pilots
worldwide by 2031. Europe alone will require 100,900 pilots. A pilot shortage has already arisen in
many regions of the world. Airlines across the globe are expanding their fleets and flight schedules to
meet surging demand in emerging markets. Asia in particular is experiencing delays and operational
interruptions due to pilot scheduling constraints. The region continues to present the largest projected
growth in pilot demand, with a requirement for 185,600 new pilots by 2031. China has the largest
demand within the region, with a need for 71,300 pilots, North America 69,000, Latin America 42,000,
the Middle East 36,100, Africa 14,500 and the CIS 11,900 (Boeing, 2012).
The South African aviation sector is facing an unprecedented loss of skills, as highly trained technical
and air crew leave the country for more lucrative employment in Australia, and the Middle and Far East.
General aviation has always been the training ground for the whole of aviation, resulting in general
aviation remaining under increasing pressure to replace the losses. Skills shortages are indeed predicted
across most of the key aviation disciplines and any plan designed to rectify this situation should be
comprehensive, and not limited to pilots and engineers (RAS, 2013). While the issue is a global problem,
the region needs urgently to address its shortfall if it is to remain internationally competitive.
To determine the skills gaps in this sector, reference was made to, amongst others: ICAO, IATA,
respective national policy documents, staff establishments and strategic plans. Moreover, existing
literature including (SA, 1997; Yamoussoukro, 2012; EASA, 2013) was referred to. Primary data was
collected from: the respective line ministries, civil aviation authorities, airports authorities, airlines
(including Kenya Airways and RwandAir), Skylink Aviation, NCIP centres of excellence and other
training institutions in the region.
In this report, skills identified in the Airspace Management sub-sector are categorised as illustrated in
Table 20.
75
ON-BOARD CREW
Air Transport Pilot Licence (ATPL)
Commercial Pilot Licence (CPL)
Private Pilot Licence (PPL)
Student Pilot Licence (SPL)
Cabin Crew Member Certificate (CMC)
Aircraft Maintenance Engineers (AMEL)
AIR TRAFFIC MANAGERS CNS
Air Traffic Controllers (ATC/ATM)
Aeronautical Information Service personnel (AIS/AIM)
Aeronautical Communication Operations personnel (COM/OPS)
Aviation Security Personnel (AVSEC)
AIRPORT OPERATORS
Licensed Flight Dispatchers and Marshals
Refueling crew
Aircraft cleaners
ENGINEERS
Designer Engineers
Structural Engineers
Electrical Engineers
Avionics Engineers
Power Plant Engineers
Navigation Engineers
Maintenance planners-Engineers
Instrument checkers-Engineers
TECHNICIANS
76
Air Traffic Safety Electronics Personnel (ATSEP)
Air Transport Regulatory Officers
Airframe and Engines, Electrical Technicians
Instrument checkers-Technicians
Technical Personnel-Regulators
Mechanical Technicians
REGULATORS
Aircraft certification personnel
Crew certification personnel (type rating)
Aerodrome Inspectors
Legislation and Enforcement Officers
AIS/ Map, PANSOPS
Air Traffic Mgt. $ Search & Rescue (ATM)
Aerodromes & Grounds Aids (AGA)
AVSEC Regulators
Flight Operation Inspectors
Type Rating Examiners
AIR ACCIDENT INVESTIGATORS
Air incident and accident investigators (Varied skills: ATC, Medical, Engineering, Legal,
Meteorology)

METEOROLOGY
ANS Meteorology

SUPPORT
Flight schedulers
Aviation lawyers
Aviation doctors
ICAO Qualified Course Developers (IQCDs)
ICAO Expert Standardized Training Package (STP) Course Validators
ICAO Senior Instructors
ICAO STP Instructor
Primary data was collected by use of questionnaires and face-to-face interviews.
77
The following table shows for each skill in the sub-sector, the number of skilled people currently existing
(in post), skilled people required currently, and skilled people required in 5 years, and skilled people
required in 10 years in the NCIP region. The skills projections are based on organizations’ establishments,
and GDP growth, and statistical data on passenger and aircraft movements.
Table 21: Number of Specialists in the Airspace Management Sub-sector

Post Required Required Required in
Currently in 5 Years 10 Years
Instrument Checkers-Engineers 0 3 5 8
ICAO STP Instructor 8 64 68 72
ICAO Qualified Course Developers 8 56 68 72
(IQCDs)
Aeronautical Communication 17 77 77 80
Operations personnel (COM/OPS)
AIS/ Map, PANSOPS 1 4 5 5
Aerodrome Inspectors 7 27 34 41
Aviation Lawyers 7 21 111 120
Instrument Checkers-Technicians 1 3 5 8
Air Incident & Accident Investigators 6 17 23 28
(Varied Skills: ATC, Medical,
Engineering, Legal, Meteorology)
Legislation and Enforcement Officers 5 13 13 15
Air Traffic Management, Search & 7 17 19 26
Rescue (ATM)
Aircraft Cleaners 4 9 15 25
Air Transport Regulatory Officers 10 21 23 20
Aviation Security Personnel (AVSEC) 12 24 28 38
ANS Meteorology 21 40 47 52
Crew Certification Personnel (Type 16 29 34 41
Rating)
Aircraft Maintenance Engineers 761 1377 1432 1604
(AMEL)
Airframe & Engines, Electrical 698 1208 1288 1373
Technicians
Aircraft Certification Personnel 28 44 46 54
Mechanical Technicians 15 23 30 40
78
Flight Operation Inspectors 12 18 22 29
Power Plant Engineers 34 49 72 90
AVSEC Regulators 7 10 12 12
Commercial Pilot Licence (CPL) 1563 2100 2226 2360
Air Traffic Controllers (ATC/ATM) 207 272 282 315
Avionics Engineers 36 47 74 92
Maintenance Planners-Engineers 24 31 55 102
Air Traffic Safety Electronics 73 91 95 102
Personnel (ATSEP)
Air Transport Pilot Licence (ATPL) 1109 1345 1435 1541
Student Pilot Licence (SPL) 2543 3000 3180 3371
Aeronautical Information Service 72 76 79 90
Personnel (AIS/AIM)
Cabin Crew Member Certificate 1945 2002 2123 2256
(CMC)
Licensed Flight Dispatchers & 220 226 243 265
Marshals
Refueling crew 174 176 189 208
Aerodromes & Grounds Aids (AGA) 6 6 10 15
Airport Managers 33 33 47 47
Aviation Doctors 13 13 14 17
Private Pilot Licence (PPL) 1255 1255 1330 1411
Flight Schedulers 73 73 74 78
Technical Personnel-Regulators 29 29 29 35
Type Rating Examiners 2 2 2 2
Designer Engineers 0 0 15 20
Required in the Airspace Sub-sector
The region needs at least 16 IQCDs at the ratio of 2.1.1 (2 IQCD, 1 Validator, 1 instructor).

79
Table 22: Skills Gaps in the Airspace Management Sub-sector
Instrument Checkers-Engineers 100% 100% 100%
ICAO STP Instructor 88% 88% 89%
ICAO Qualified Course Developers (IQCDs) 86% 88% 89%
Aeronautical Communication Operations personnel 78% 78% 79%
(COM/OPS)
AIS/ Map, PANSOPS 75% 80% 80%
Aerodrome Inspectors 74% 79% 83%
Aviation Lawyers 67% 94% 94%
Instrument Checkers-Technicians 67% 80% 88%
Air Incident & Accident Investigators (Varied Skills: 65% 74% 79%
ATC, Medical, Engineering, Legal, Meteorology)
Legislation and Enforcement Officers 62% 62% 67%
Air Traffic Management, Search & Rescue (ATM) 59% 63% 73%
Aircraft Cleaners 56% 73% 84%
Air Transport Regulatory Officers 52% 57% 50%
Aviation Security Personnel (AVSEC) 50% 57% 68%
ANS Meteorology 48% 55% 60%
Crew Certification Personnel (Type Rating) 45% 53% 61%
Aircraft Maintenance Engineers (AMEL) 45% 47% 53%
Airframe & Engines, Electrical Technicians 42% 46% 49%
Aircraft Certification Personnel 36% 39% 48%
Mechanical Technicians 35% 50% 63%
Flight Operation Inspectors 33% 45% 59%
Electrical Engineers 32% 56% 66%
Power Plant Engineers 31% 53% 62%
AVSEC Regulators 30% 42% 42%
Commercial Pilot Licence (CPL) 26% 30% 34%
Air Traffic Controllers (ATC/ATM) 24% 27% 34%
Avionics Engineers 23% 51% 61%
Maintenance Planners-Engineers 23% 56% 76%
Air Traffic Safety Electronics Personnel (ATSEP) 20% 23% 28%
Air Transport Pilot Licence (ATPL) 18% 23% 28%
Student Pilot Licence (SPL) 15% 20% 25%
Navigation Engineers 8% 20% 36%
Aeronautical Information Service Personnel (AIS/ 5% 9% 20%
AIM)
Cabin Crew Member Certificate (CMC) 3% 8% 14%
Licensed Flight Dispatchers & Marshals 3% 9% 17%
80
Refueling crew 1% 8% 16%
Aerodromes & Grounds Aids (AGA) 0% 40% 60%
Airport Managers 0% 30% 30%
Aviation Doctors 0% 7% 24%
Private Pilot Licence (PPL) 0% 6% 11%
Flight Schedulers 0% 1% 6%
Technical Personnel-Regulators 0% 0% 17%
Type Rating Examiners 0% 0% 0%
Designer Engineers 100% 100%
4.7.3. Interpretation
The Airspace sub-sector is a heavily regulated sector, and subsequently, where skills gaps exist, foreign
manpower has to be engaged. The sub-sector is experiencing skills gaps especially for: Instrument
Checkers (Engineers), Course Developers, Aeronautical Communication Operations personnel (COM/
OPS), Aerodrome Inspectors, Aviation Lawyers, Instrument checkers-Technicians, Civil Engineers,
Instructors, Air incident and Accident Investigators.
4.7.4. Strategies
Specific strategies for the sub-sector therefore include:
• Modernizing the training facilities and continuous update of skills to march with new technologies.
• Increasing the number of trainers and competency-based course developers.
• Proper remuneration of personnel in the sector to curb the outflow of highly skilled personnel
• Continuous recruitment of trainers and officers
81
4.8. Maritime Transport and Shipping Logistics
Under the Northern Corridor Integration Projects (NCIP), maritime sub-sector is very crucial for the
exploitation of the natural resources in the blue economy and the in-land waters. Maritime transport and
logistics becomes very critical in connecting the NCIP member states. All the goods for both export and
import will have to be transported through both the railways and the Northern corridor. The efficiency
of clearing, forwarding and warehousing of the goods will play a very critical part. The member states
will be striving to ensure that this process takes the shortest possible time and hence reduce the cost of
doing business in the region.
It is worth noting that the East Africa region is endowed with a vast ocean and inland water ways with
blue economy resources that has not been fully exploited for the benefit of the region. This is partly due
to lack of well-trained and skilled manpower to take charge of the resource in the blue economy and also
inadequate number of education and research institutions specializing in these areas. There is also huge
demand for the seafarers’ worldwide with demand of seafarers worldwide shortfall of 150,000 officers
by the 2025 according to the BIMCO /ICS manpower report of 2016 with projected annual demand of
16,500 officers.
The range of economic investment opportunities in the Blue Economy – maritime sector include but is
not limited to - fishing, aquaculture, tourism, ship building and repair, education and training, marine
cargo handling, maritime law, safety and security, marine salvage, international shipping, tourism,
transport, energy, bio-prospecting, offshore mining, marine bio-technology, blue data, aqua-business,
cargo consolidation, freight forwarding, bunker supplies, ship-handling, port agency, port services,
sports fishing, marine governance. The region also has huge potential in inland waterway fishing,
shallow and deep sea fishing, seaweed farming, maritime transport services, marine engineering, marine
biomedicine and cosmetic industry, marine chemical industry, marine electric power industry, marine
salt industry, ship building and repair industry among others requires urgent need for development of
the Blue Economy infrastructure. Development of the sector also requires a secure maritime domain and
adequate human resource capacity.
The Blue Economy is thus an important sector with huge potential for significant contribution to the
social, cultural and economic development of the region. Development of the Blue Economy coupled
with skills audit and human resource capacity building strategy has a huge potential to spur the riparian
community economy and hence create job opportunities for the large number of educated but unemployed
youth in the region. Further, the sector has the potential to contribute significantly to poverty reduction
through food and nutrition security, income generation, revenue generation, foreign exchange earnings
and employment creation directly and indirectly along the value chains in other sectors. The Northern
Corridor partner states have prioritized the exploitation of the blue economy. The NCIP partner states
have ambitious programmes to exploit the blue economy for the benefit of the region and expand the
Maritime transport and logistics within the corridor.
82
Generally, the existing and emerging trends in the supply and demand of skills in the maritime sub-sector
are influenced by:
(i) The state of the global shipping industry with focus on imports and exports in Africa, as well
as well as the global maritime shift in trade routes.
(ii) The capacity and the quality of training offered by maritime education and training institutions.
There are few institutions offering marine related courses in East Africa. Moreover, most of the institutions
do not have qualified trainers and facilities to offer the courses.
Recruiting sufficiently qualified and experienced staff in Maritime Education and Training (MET)
institutions is an enormous challenge. Froholdt and Hansen (2011) point out that there is a lot of
incompetency of MET teachers and assessors. There are instances when MET institutions employ
practitioners who are incapable of teaching and in worse scenarios, poor practitioners are assigned
teaching roles. There is a challenge to establish which cadre makes better teachers between practitioners,
academics and researchers.
A number of global desktop research have been conducted which covered both seafaring and non-
seafaring skills. However, inadequacies exist in the data available globally for non-seafaring skills.
Within the maritime sub-sector, shipping is a crucial industry and is the backbone of international trade
and the economy. In spite of its fundamental role and contribution to the world economy, shipping is
one of the sectors of the global transport infrastructure that has debatably the lowest profile and the least
representative public image (IMO, 2006).
A number of trends and pertinent issues can be noted globally across international maritime skills studies.
Some of these include (SAMSA, 2011):
i) Global deficit of seafarers
ii) Increasing aggregate age of maritime professionals
iii) Challenges of retaining skills within the sub-sector
iv) Decreasing or stagnating numbers of recruits to the sub-sector.
v) Limited management skills
vi) Poor quality of shipping services delivered by personnel with no seafaring experience
vii) Impact of global innovation
Skills identified in the Maritime Transport and Shipping Logistics sub-sector are ISCO Skill Level 4,
Skill Level 3 and Skill Level 2 and Skill Level 1 as illustrated in Table 23.
83
LEVEL BUILDING
ISCO Skill Level 4 Obtained as a result Professionals for Maritime Shipping, Ports,
Professional Skills of study at a higher Transport and Logistics
education institution for • Nautical Officers ( Captains/Pilots)
a period of 3-6 years • Marine Engineer Officers
leading to the award of a
• Ship Surveyors
higher degree or higher
• Marine Hydrographic Surveyors
qualification
• Oceanographers
• Marine Ecologist
• Marine Accident Investigators
• Port State Inspector
• Marine Communication Officers
• Port Planners
• Port Managers
• Marine Meteorologist
• Marine Electricians/Electro-Technical
Officers
• Maritime Project Managers
• Registrar of Ships
• Registrar of Seafarers
• Basic Safety Trainers
• Small craft surveyors / inspectors
• ISM code auditors
• Cargo Surveyors
• Import and Export Officers
• Maritime emergency preparedness and
response Officers
84
• Training, Research and Innovation
Personnel
• Marine Insurer
• Safety Officers
• Maritime Course Developers
• Project Engineers
• Operator Skills trainers/ examiners
Professionals for Vessel Construction and
Repairs
• Naval Architects ( Ship Designers)
• Production Engineers
• Electronic Engineers
• Maintenance and Repair Engineers
• Ship Building Inspectors
• Pollution Control Officers
• Training, Research and Innovation
Personnel
Professionals Offshore Oil and Gas
• Geologists/Geophysicists
• Chemical Engineers,
• Geotechnical Engineer
• Drilling Engineers
• Structural Engineers,
• Marine Engineers officers
• Sub-sea engineers
Professionals for Fishing and Aquaculture
• Marine pollution Officers
• Aqua culturist
• Hospitality Officers (Stewards)
85
Professionals for Commercial Services
• Marine and Environmental Lawyers;
• Maritime Economists;
• Marine Financiers/Underwriters
• Maritime Lawyers
• Crisis Officers
• Stress and Conflict Officers
• ICT (System administrator, Database
management)
• Environment Officers
• Bunkering Operators and Managers
• Harbor Officers
• Commercial Ship Monitoring Officers
• Custom Warehouse Officers
• Marine Insurer
• Maritime Law and Shipping contracts
• Sales and Marketing Agents
• Marine purchasing and Supply Chain
Officers
• Ship Chartering
• Commercial Procurement Officers
• Maritime disputes and arbitration Officers
• Vessel Valuers
• Ship and Port agency
86
ISCO Skill Level 3 Skills attained as a result • Port Operators
Technicians of study at a higher • Search and rescue Operators
and Associate education institution for • Tug master
Professionals a period of 1-3 years
• Cargo Coordinator
following completion of
• Radio Inspectors
secondary school.
• Marine Radio Radar Operators
• Cargo Security Officers
• Ship Building Electricians
• Safety Technician
• Exploration and Production logisticians
• Marine Cartographers
• Container Controllers
• Navigation aid inspectors
• Navigation aid technicians
• Marine communication technicians
• Ship Intermediaries
• Inter-modalism agent
• Freight Forwarding agents
• Cargo Coordinator
• Transport and Logistics Agents
• Logistic and Freight Agents
• Cargo Clearing Agents
• Marine Billing Officers
• Maritime Technologist
• Safety Technician
87
ISCO Skill Level 2 Attained through • Cargo Handlers
Craft and Related specialized vocational • Divers
Trade Workers education and/or on • Welders
the job training after
• Plumbers
completion of secondary
Plant and Machine • Metal Fabricators
education
Operators • Dockers
• Boiler Makers
ISCO Skill Level 1 Comprises of workers
• Boat Builders
Elementary who may have attained
basic (first stage) • Boat drivers and Boatswains
Occupations
education and/or a short • Sailor
period of on the job • Hospitality Officers (Cooks)
training • Dive Videographers/photographers
• Engine and Deck Ratings
• Firefighters
• GMDSS Equipment Operators
• Container terminal operators
• Compass Adjustors
• Port and Terminal Security Officers
• Defence Personnel
• Coast Guards
The level of training attained was not established, hence the categorisation of Builders, Artisans and
Craftsmen at Skill Level 1 and 2.
To determine the skills gaps in this sub-sector, reference was made to existing literature and primary data.
Primary data was collected from respective line ministries, ports authorities, maritime authorities, ferries
services, professional bodies and associations, the NCIP Centre of Excellence (Bandari College), and
other training institutions. The data was collected by use of questionnaires and face-to face interviews.

in 10 years in the NCIP region. The skills projections are based on the GDP growth rate at the present
and the next 5 and 10 years.
88
Table 24: Number of Specialists in the Maritime Transport and Shipping Logistics Sub-sector

Marine Technicians ( Marine Engineer Iv) 0 34 53 79
Ship Surveyors 0 17 25 30
Coast Guards 0 15 23 34
Marine Radio Radar Operators 0 12 18 27
Port Planners 0 11 19 27
Marine Meteorologist 0 11 18 27
Marine Hydrographic Surveyors 0 7 12 18
Compass Adjustors 0 7 11 17
Marine & Environmental Lawyers 0 5 9 14
Ramp Controllers 0 5 8 12
Surveyors of Off-Shore Floating Units 0 5 8 12
Commercial Procurement Officer 0 5 8 12
Maritime Disputes & Arbitration Experts 0 5 8 12
Programmable Logistic Controllers 0 4 6 9
Dock Masters 0 3 5 8
Naval Architects (Ship Designers) 1 30 47 66
Small Craft Surveyors/Inspectors 1 16 24 36
Plumbers 1 15 18 27
Maritime Emergency Preparedness & Response 1 13 20 30
Officers
Marine Ecologist 1 13 20 29
Custom Warehouse Officers 1 11 17 25
Boiler Makers 1 11 17 25
Safety Officers 2 22 33 49
Maritime Technologist 1 10 16 24
ISM Code Auditors 1 10 15 23
Dive Videographers/Photographers 1 9 14 21
Crowd Control Managers 2 17 26 39
Chemical Engineers, 1 8 12 18
Marine Electricians/Electro-Technical Officers 5 34 51 75
Commercial Ship Monitoring Officers 1 6 9 14
Registrar of Ships 1 6 9 14
Registrar of Seafarers 1 6 9 14
Dry-Docking Planners 1 6 9 14
Marine Cartographers 1 6 9 14
Ship Intermediaries 1 6 9 14
89
Safety Technician 1 6 9 14
Ship Building Electricians 2 12 18 27
Marine Insurer 3 18 27 40
Cargo Surveyors 2 11 17 25
Aqua Culturist 2 11 17 25
Engine & Deck Ratings 178 954 1415 2082
Geotechnical Engineer 1 5 8 12
Sub-Sea Engineers 1 5 8 12
Navigation Aid Inspectors 2 10 15 23
Boat Builders 2 10 15 23
Geologists/Geophysicists 2 10 15 23
Public Relations Officer (Oil Spills) 2 10 15 23
Vessel Valuers 2 10 15 23
Maritime Project Managers 3 14 21 31
Crew Managers And Agency 4 18 36 56
Electronic Engineers 3 13 20 30
Maritime Insurance Brokers 3 13 20 30
Nautical Officers (Captains/Pilots) 11 47 73 109
ICT (System Administrator, Database 5 20 30 45
Management)
Metal Fabricators 5 20 30 45
Exploration & Production Logisticians 1 4 6 9
Crisis Officers 9 36 43 56
Sea Watch And Rescue Operators 4 15 24 36
Small Vessel Inspectors 4 15 23 34
Marine Billing Officers 4 15 23 34
Stress And Conflict Officers 13 48 63 82
Oil Terminal Operators 3 11 17 25
Oceanographers 2 7 11 17
Radio Inspectors 2 7 11 17
Training, Research And Innovation Personnel 2 7 11 17
Marine Pollution Officers 2 7 11 17
Marine Conservation Officers 2 7 11 17
Navigation Aid Technicians 3 10 15 23
Cargo Managers 1 3 5 8
Riggers 3 9 14 21
Welders 5 15 23 34
Import And Export Officers 4 12 18 27
GMDSS Equipment Operators 8 23 34 50
Coxswains 73 208 309 461
90
Divers 6 16 24 36
Port Operators 5 13 25 37
Marine Communication Technicians 5 13 20 30
Firefighters 91 223 325 463
Vessel Traffic Officers 12 28 42 62
Environment Officers 13 30 45 67
Vessel Berth Planners 4 9 14 21
Maritime Course Developers 4 9 14 21
Pollution Control Officers 23 50 74 109
Harbor Officers 6 13 20 30
Marine Communication Officers 6 13 20 30
Container Terminal Operators 15 31 46 68
Basic Safety Trainers 5 10 15 23
Marine Financiers/Underwriters 5 10 15 23
Port & Terminal Security Officers 10 20 30 45
Container Controllers 6 12 18 27
Tug Master 17 32 52 77
Defence Personnel 18 33 75 145
Mooring Officers 81 141 209 308
Bunkering Operators And Managers 7 12 18 27
Boat Drivers And Boatswains 15 25 37 55
Dockers 534 831 1229 1808
Port Managers 15 22 38 57
Sailor 30 40 60 89
Cargo Coordinator 22 28 41 59
Hospitality Officers (Cooks) 49 60 89 131
Inter-Modalism Agent 99 119 176 259
Maintenance And Repair Engineers 5 6 10 15
Freight Forwarding Agents 636 763 1051 1444
Cargo Handlers 203 243 360 530
Logistic And Freight Agents 389 444 648 922
Import And Export Clerks 172 192 284 418
Transport And Logistics Agents 458 509 748 1081
Ship Building Technicians 20 22 33 49
Maritime Economists 70 77 115 168
Cargo Clearing Agents 750 810 1107 1493
Harbor Masters 1 1 2 3
Ship Chartering 9 9 14 21
Hospitality Officers (Stewards) 9 9 14 21
Cargo Security Officers 2 2 3 5
91
Maritime Law And Shipping Contracts 2 2 3 5
Sales And Marketing Agents 2 2 3 5
Marine Purchasing & Supply Chain Officers 2 2 3 5
Ship & Port Agency 203 203 301 443

Table 25: Skills Gaps in the Maritime Transport and Shipping Logistics Sub-sector
Marine Technicians ( Marine Engineer Iv) 100% 100% 100%
Ship Surveyors 100% 100% 100%
Project Engineers 100% 100% 100%
Coast Guards 100% 100% 100%
Marine Radio Radar Operators 100% 100% 100%
Port Planners 100% 100% 100%
Marine Meteorologist 100% 100% 100%
Marine Hydrographic Surveyors 100% 100% 100%
Compass Adjustors 100% 100% 100%
Marine & Environmental Lawyers 100% 100% 100%
Ramp Controllers 100% 100% 100%
Surveyors of Off-Shore Floating Units 100% 100% 100%
Commercial Procurement Officer 100% 100% 100%
Maritime Disputes & Arbitration Experts 100% 100% 100%
Programmable Logistic Controllers 100% 100% 100%
Dock Masters 100% 100% 100%
Naval Architects (Ship Designers) 97% 98% 98%
Small Craft Surveyors/Inspectors 94% 96% 97%
Plumbers 93% 94% 96%
Maritime Emergency Preparedness & Response 92% 95% 97%
Officers
Marine Ecologist 92% 95% 97%
Custom Warehouse Officers 91% 94% 96%
Boiler Makers 91% 94% 96%
Safety Officers 91% 94% 96%
Maritime Technologist 90% 94% 96%
ISM Code Auditors 90% 93% 96%
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Dive Videographers/Photographers 89% 93% 95%
Crowd Control Managers 88% 92% 95%
Chemical Engineers, 88% 92% 94%
Marine Electricians/Electro-Technical Officers 85% 90% 93%
Commercial Ship Monitoring Officers 83% 89% 93%
Registrar of Ships 83% 89% 93%
Registrar of Seafarers 83% 89% 93%
Dry-Docking Planners 83% 89% 93%
Marine Cartographers 83% 89% 93%
Ship Intermediaries 83% 89% 93%
Safety Technician 83% 89% 93%
Ship Building Electricians 83% 89% 93%
Marine Insurer 83% 89% 93%
Cargo Surveyors 82% 88% 92%
Aqua Culturist 82% 88% 92%
Engine & Deck Ratings 81% 87% 91%
Geotechnical Engineer 80% 88% 92%
Sub-Sea Engineers 80% 88% 92%
Navigation Aid Inspectors 80% 87% 91%
Boat Builders 80% 87% 91%
Geologists/Geophysicists 80% 87% 91%
Public Relations Officer (Oil Spills) 80% 87% 91%
Vessel Valuers 80% 87% 91%
Maritime Project Managers 79% 86% 90%
Crew Managers And Agency 78% 89% 93%
Electronic Engineers 77% 85% 90%
Maritime Insurance Brokers 77% 85% 90%
Nautical Officers (Captains/Pilots) 77% 85% 90%
ICT (System Administrator, Database Management) 75% 83% 89%
Metal Fabricators 75% 83% 89%
Exploration & Production Logisticians 75% 83% 89%
Crisis Officers 75% 79% 84%
Sea Watch And Rescue Operators 73% 83% 89%
Small Vessel Inspectors 73% 83% 88%
Marine Billing Officers 73% 83% 88%
Stress And Conflict Officers 73% 79% 84%
Oil Terminal Operators 73% 82% 88%
Oceanographers 71% 82% 88%
Radio Inspectors 71% 82% 88%
Training, Research And Innovation Personnel 71% 82% 88%
Marine Pollution Officers 71% 82% 88%
Marine Conservation Officers 71% 82% 88%
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Navigation Aid Technicians 70% 80% 87%
Cargo Managers 67% 80% 88%
Riggers 67% 79% 86%
Welders 67% 78% 85%
Drilling Engineers 67% 78% 86%
Import And Export Officers 67% 78% 85%
GMDSS Equipment Operators 65% 76% 84%
Coxswains 65% 76% 84%
Divers 63% 75% 83%
Port Operators 62% 80% 86%
Marine Communication Technicians 62% 75% 83%
Firefighters 59% 72% 80%
Vessel Traffic Officers 57% 71% 81%
Environment Officers 57% 71% 81%
Vessel Berth Planners 56% 71% 81%
Maritime Course Developers 56% 71% 81%
Pollution Control Officers 54% 69% 79%
Harbor Officers 54% 70% 80%
Marine Communication Officers 54% 70% 80%
Container Terminal Operators 52% 67% 78%
Basic Safety Trainers 50% 67% 78%
Production Engineers 50% 67% 78%
Marine Financiers/Underwriters 50% 67% 78%
Port & Terminal Security Officers 50% 67% 78%
Container Controllers 50% 67% 78%
Tug Master 47% 67% 78%
Defence Personnel 45% 76% 88%
Mooring Officers 43% 61% 74%
Bunkering Operators And Managers 42% 61% 74%
Boat Drivers And Boatswains 40% 59% 73%
Dockers 36% 57% 70%
Port Managers 32% 61% 74%
Sailor 25% 50% 66%
Cargo Coordinator 21% 46% 63%
Hospitality Officers (Cooks) 18% 45% 63%
Inter-Modalism Agent 17% 44% 62%
Maintenance & Repair Engineers 17% 50% 67%
Freight Forwarding Agents 17% 39% 56%
Cargo Handlers 16% 44% 62%
Logistic & Freight Agents 12% 40% 58%
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Import & Export Clerks 10% 39% 59%
Transport & Logistics Agents 10% 39% 58%
Ship Building Technicians 9% 39% 59%
Maritime Economists 9% 39% 58%
Cargo Clearing Agents 7% 32% 50%
Harbor Masters 0% 50% 67%
Ship Chartering 0% 36% 57%
Hospitality Officers (Stewards) 0% 36% 57%
Cargo Security Officers 0% 33% 60%
Maritime Law And Shipping Contracts 0% 33% 60%
Sales & Marketing Agents 0% 33% 60%
Marine Purchasing & Supply Chain Officers 0% 33% 60%
Ship & Port Agency 0% 33% 54%

The maritime sector in the NCIP has shown a lot of potential in the blue economy. Our region is endowed
with a vast resources that have not been fully exploitation to the benefit of the region. This has been
attributed to the lack of the necessary skills set to spur the economy. Companies in the maritime sub-sector
noted that there is scarcity of experienced and skilled manpower for the sector. This is also supported
by the survey carried out by the sector regulator, Kenya Maritime Authority in 2016. The report noted
that the number of active seafarers in the region are about 287 persons with about 62% being the engine
and deck ratings. This are basically the low cadre staff in the sector. The number of the nautical officers,
marine engineering officers, marine technicians, Naval architects, Engine and Deck ratings, Marine
/ Ship surveyors, Marine hydrographic Surveyors, Port Planner, Project Managers, Metal fabricators,
Plumber, Small Crafts Surveyors/inspectors, Marine Cartographers are noted to be very scarce in the
region. From the foregoing results, it can be seen that there exist acute shortage of experienced and
skilled officers in many skills areas to work in the maritime sub-sector within the Northern Corridor. The
projection was done based on the regions country’s GDP growth rate.
4.8.4 Strategies
The following strategies are consequently proposed to fill the skill gaps in this sub-sector.
• Establishing a regional maritime competency framework

• Capacity building through in-service training and knowledge based training
• Collaboration with international maritime institution for sponsorship program
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4.9. Trade, Immigration and Tourism
The World Trade report 2015, states that trade costs are high, especially in low-income economies. The
very essence of the Northern Corridor Integration Projects (NCIP) is to improve economic development
of the regional economies in general and to unlock all the sectors of the partner state economies. It is
envisaged that infrastructural inter-connectivity in the corridor would lead to reduced cost of production
and increased business and trading opportunities that could become an ingredient for creation of wealth
and the reduction of poverty in the region. The main objective of the NCIP is to expedite the movement
of goods in international trade (imports and exports) and between countries and in the process, increase
economic integration and synergy for the social and economic wellbeing of their citizens. NCIP is
expected to unlock the sub-sector.
Skills identified in the Trade, Immigration and Tourism sub-sector are ISCO Skill Level 4, and Skill
Level 3 as illustrated in Table 26.

LEVEL BUILDING
ISCO Skill Level 4 Obtained as a result of study at • Economists and fiscal policy
Professional Skills a higher education institution for specialists
a period of 3-6 years leading to • Statisticians (International
the award of a higher degree or merchandise trade, services)
higher qualification • Foreign Direct Investment reporting
and management
• Business management
• Monetary policy specialists
• Policy development, analysis, and
review
• Trade negotiations and advisory
Services
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Occupations at this skill level • Enforcement of International Trade
generally require extended Laws, Regulations and Agreements
levels of literacy and numeracy, • Customs and immigration
sometimes at a high level, • Diplomacy and citizenship
and written material and
• Commodity management, transport,
communicated excellent
storage and distribution specialists
interpersonal communication
• Financial management and banking
skills. These skills usually
skills
include the ability to understand
complex written material and • Advertising, marketing and public
communicate complex ideas in relations
media such as books, images, • Infrastructure, standards monitoring
performances, reports and oral and regulation
presentations (ILO, 2012) • Cultural heritage and documentation
specialists
• Human behavior and performance
• Wildlife and natural resource
management
• Law and Governance
• Project management and planning
• Language, communication &
negotiation
• Leadership, problem solving and
networking
ISCO Skill Level 3 Skills attained as a result of study • Hospitality and welfare
T e c h n i c i a n s at a higher education institution • Sales and customer service
and Associate for a period of 1-3 years following • Public Safety and Security
Professionals completion of secondary school.
• Tour guides
• Health care professionals
• ICT
To understand the current state of skills requirements in the region, data has been collected from various
institutions engaged in the trade, immigration and tourism also includes commodities, customs, labour
and services. This is an expansive sub-sector in which there are many and diverse players in the public
and private sector with about 90% of the labour force being in the private sector. The data, results and
results presented in this document are reflective of the responsive institutions and not necessarily a
census of the entire sub-sector. Data on the staffing was collected from the respective line ministries
97
(including Trade, Tourism, Immigration, and Labour), government agencies, Export Promotion Council,
Kenya Bureau of Standards, private companies, etc. Data was collected by use of questionnaires and
face-to face interviews with the representatives of these institutions.

in 10 years in the NCIP region.
Table 27: Number of Specialists in the Trade, Immigration and Tourism Sub-sector
In Post Required Required Required
Receptionists in Trade 0 11 11 11
Event Managers 0 5 10 25
Branding Officers 0 8 40 80
Clinical Officers 0 5 15 15
Risk Managers 7 45 90 122
Trade Trainers 34 168 168 168
First Aiders 9 43 90 122
Fire Marshall 9 43 90 122
Weights & Measures Officers 20 67 67 67
Photographer 1 3 3 3
Public Safety & Security Specialists 244 716 0 0
Trade Negotiation Officers 30 83 0 0
Planning Officers 11 30 50 85
Enforcement of International Trade Laws, 9 24 34 42
Regulations & Agreements Officers
Health Care Professionals 98 250 450 0
Advertising, Marketing & Public Relations 844 1990 0 0
Officers
Telephone Operators in Trade 6 14 14 14
Commodity Management, Transport, Storage & 21 45 63 81
Distribution Specialists
Diplomacy & Citizenship Officers 27 48 67 86
Project Managers 184 320 0 0
Trade Advisory Services Officers 221 333 73 94
Trade Officers 189 281 281 281
Accountants & Finance Officers 15 20 20 20
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Customs and Immigration Officers 119 149 209 268
Financial Managers 240 300 420 540
Banking Specialists 240 300 420 540
Sales & Customer Service Officers 4988 6057 0 0
Policy Development, Analysis & Review Specialists 69 76 106 137
Intelligence Officers 4 4 56 40
Nurses 3 3 10 15
Investigators 10 10 25 25
Lab Technologists 3 3 5 4
Lawyers 10 10 16 10
Economists & Fiscal Policy Specialists 320 320 448 576
Statisticians (International Merchandise Trade, 40 40 56 72
Services)
Business Development Managers 446 446 624 803
Foreign Direct Investment Reporting & 28 28 39 50
Management Officers
Monetary Policy Specialists 21 21 29 38
Passenger Profilers 25 25 30 25
Administrators 146 122 180 180
Human Resource Officers 28 23 31 19
Clerks in Trade 33 27 27 27
Tourism Officers 31 25 25 25
Records Managers 9 5 5 5
Telephone Operators in Tourism 13 6 6 6
Tourism Clerks 83 33 33 33
Accounting Technicians 28 11 11 11
Tourism Receptionists 3 1 1 1
The following skills have no reported specialists in the partner states hospitality and welfare stewards,
infrastructure, standards monitoring and regulation officers, cultural heritage and documentation
specialists, wildlife and natural resource management officers, tour guides, and law and governance
experts. This is not to mean that such skills are not in the industry but they could be unreported or in the
unreported segment of private sector – 90% of skills in this sub-sector are considered to be in the private
sector.

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Table 28: Skills Gaps in the Trade, Immigration and Tourism Sub-sector
Receptionists in Trade 100% 100% 100%
Event Managers 100% 100% 100%
Branding Officers 100% 100% 100%
Clinical Officers 100% 100% 100%
Risk Managers 84% 92% 94%
Trade Trainers 80% 80% 80%
First Aiders 79% 90% 93%
Fire Marshall 79% 90% 93%
Weights & Measures Officers 70% 70% 70%
Photographer 67% 67% 67%
Public Safety & Security Specialists 66%
Trade Negotiation Officers 64%
Planning Officers 63% 78% 87%
Enforcement of International Trade Laws, Regulations & 63% 74% 79%
Agreements Officers
Health Care Professionals 61% 78%
Advertising, Marketing & Public Relations Officers 58%
Telephone Operators in Trade 57% 57% 57%
Commodity Management, Transport, Storage & 53% 67% 74%
Distribution Specialists
Diplomacy & Citizenship Officers 44% 60% 69%
Project Managers 43%
ICT Specialists 35% -2860% -2860%
Trade Advisory Services Officers 34% -203% -135%
Trade Officers 33% 33% 33%
Accountants & Finance Officers 25% 25% 25%
Customs and Immigration Officers 20% 43% 56%
Financial Managers 20% 43% 56%
Banking Specialists 20% 43% 56%
Sales & Customer Service Officers 18%
Policy Development, Analysis & Review Specialists 9% 35% 50%
Intelligence Officers 0% 93% 90%
Nurses 0% 70% 80%
Investigators 0% 60% 60%
Lab Technologists 0% 40% 25%
Lawyers 0% 38% 0%
Economists & Fiscal Policy Specialists 0% 29% 44%
Statisticians (International Merchandise Trade, Services) 0% 29% 44%
Business Development Managers 0% 29% 44%
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Foreign Direct Investment Reporting & Management 0% 28% 44%
Officers
Monetary Policy Specialists 0% 28% 45%
Passenger Profilers 0% 17% 0%
ICT Specialists 0% 0% 0%
Administrators -20% 19% 19%
Human Resource Officers -22% 10% -47%
Clerks in Trade -22% -22% -22%
Tourism Officers -24% -24% -24%
Records Managers -80% -80% -80%
Telephone Operators in Tourism -117% -117% -117%
Tourism Clerks -152% -152% -152%
Accounting Technicians -155% -155% -155%
Tourism Receptionists -200% -200% -200%

Employment data in the Trade, Immigration and Tourism (also including Commodities, Customs, Labour
and Services) is challenged by a number of issues including:
• The number of employees hired (in both public and private sector) are a function of mandate (of
institution), budget, office/business space, short-term projections (especially tourism) - they all have an
issue on how to effectively project the figures.
• Trade and Tourism services have been devolved in some of the NCIP partner states, making it
even more difficult to get a central overview of staff numbers.
• Over 90% of tourism services are offered by the private sector. Whereas the Tourism Authority
has a list of all occupations, the numbers are not known from the varied players in the sector. The
acceptable staff/guest ratio is 1:1 for the below one star going to 1:4 for the higher stars.
According to the data collected in this report, organizations in the trade, tourism and immigration sectors
reported challenges in recruiting and retaining staff with advanced technical skills. As is evident from
the tables above, there is a shortage of skills in over 70% of the job categories identified. This analysis
concludes that there is need for long term investment in key skills that span across the whole spectrum
of services in the trade, immigration and tourism sectors. The analysis also concludes that there is need
to continually review and update the emerging trends in the trade, immigration and tourism sectors to
ensure that sector participants update their skills in line with environmental changes.
4.9.4. Strategies
The following strategies are therefore proposed in this sub-sector:
• Establishing harmonized service delivery standards
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• Sectoral integration and alignment of Human Resources
• Adopting competency based skills training
• Government Programs Target Training
5. CORE COMPETENCIES
The following core competencies are critical to the functions and apply to all the nine NCIP sub-sectors.
Table 29: Core Competencies across NCIP Sub-sectors

Wide Range of Required Total In Total Required Total Required in Total Required
HR Skills Post Currently 5 Years in 10 Years
Accountants, Auditors & 161 163 221 281
Finance Officers
Commercial Procurement 0 5 8 12
Communication Specialists 18 34 68 172
Communication Skills 49 58 76 101
Communications 3 10 16 21
Conflict Resolution 2 14 29 52
Drivers 331 373 512 722
Entrepreneurial Skills 2 17 51 102
Specialists
Finance Experts 0 7 19 47
General Project Management 162 190 275 401
Skills
Guidance & Counselling 1 2 8 40
Specialists
Interpersonal Skills 44 8 90 122
Specialists
Legal & Governance Skills 400 327 584 866
Librarians 3 12 17 24
Library & Records Keepers 3 3 0 0
Logistics & Supply Chain 2000 8 370 46
Management Officers
Managers 773 1486 1598 1620
Merchant Bankers 0 5 8 12
Negotiation Officers 3 13 65 102
Photographers 86 124 205 257
Presentation Officers 6 41 81 116
Problem Solving Specialists 8 0 20 56
Public Communications/ 2 14 18 24
Public Relations Officers
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Wide Range of Required Total In Total Required Total Required in Total Required
HR Skills Post Currently 5 Years in 10 Years
Records Management 60 107 151 232
Officers
Report Writing Specialists 5 43 86 116
Research Specialists 62 16 13 17
Risk Management 7 45 90 122
Security Officers 36 114 173 330
Social & Welfare Stewards 2 2 0 0
Supply Chain Managers 37 13 19 28
Support Staff (Cleaners, 406 270 391 576
Messengers)
Training, Research & 2 7 11 17
Innovation Personnel
6. CROSS-CUTTING ISSUES ON THE SKILLS AUDIT

The comprehensive skills audit identified some important cross-cutting issues that need to be
acknowledged in the review and the consumption of the skills audit report. Some of the cross-cutting
issues are highlighted in the paragraphs below.
Some skills cut across several sectors. These skills are maintained in the respective sector in realization
of the context of practice in that sector. For instance, an electrical technician practices differently in the
power generation sub-sector from the way an electrical technician operates in the ICT or marine sub-
sector. The basic fundamentals are similar but the specialized skills in practice depend on the context of
the respective sub-sector.
Outsourcing of skills is an emergence cross-cutting issue. Some sub-sectors have outsourced a number
of works and services to local and foreign institutions. Some of the outsourced services are short-lived
and therefore not needed in the longer term. Some of the outsourced skills are gaps that need to be
accounted for in the HRCB Strategy.
The ratio of specialists per core practitioner or sub-sector is different. For instance, the number of
technicians for every engineer is quoted as five technicians for every engineer. This does not apply in the
ICT sub-sector or the trade, immigration and tourism sub-sector. Whereas reference has been made to
the existing standards, some skills areas are not clear. Therefore the basis for projections and ratios are
either cited or determined by the Consortium on the basis of discussions with stakeholders in the course
of the comprehensive skills analysis.
There are other emerging trends driven by technology and globalization that have an effect on the skills
analysis. Some areas that required a substantial number of specialists and technicians in the earlier
years have increasing changed. Automated remote monitoring of industrial plants, the use of drones and
103
computer aided design among others. These trends explain the diminishing projections for specialists in
some sub-sectors.
Some institutions in various sub-sectors apply rotational management of staff. A staff employed as a
specialist engineer in one department such as systems control being rotated to another department as a
maintenance engineer. The institution has specific human resource management reasons for the rotations.
Identification of the absolute skill is thus difficult.
Some skills identified in certain sub-sectors such as finance experts, procurement experts, legal experts,
drivers, librarians were considered support skills to the respective sub-sectors. They were however
retained in circumstances where they were deemed sufficiently specialized to the sub-sector and where
removal would have substantial impact on the sub-sector.
7. CROSS-CUTTING STRATEGIES
In order to address the skills gaps, various strategies specific to sub-sectors have been recommended
and aforementioned. It is however worth pointing out that this study also recommended the following
strategies which apply to all the sub-sectors:
• Strengthening Centres of Excellence to fill the skills gaps

• Establishing a Labour Market Information System (LMIS) framework
• Enhancing human resource capacity in land administration and surveying
• Developing and/or harmonising relevant regional sub-sector frameworks
8. CONCLUSION
2015, passed a resolution that the Consortium of universities be tasked to conduct and fast-track the
regional skills audit. This Comprehensive Skills Audit report has described the approach that was
followed in order to carry out the skills audit. The report has described for each sub-sector:
• The wide range of relevant skills.
• The number of people: currently existing (in post) for each specific skill, number of people
required at present, number of people required in 5 years, and number of people required in 10
years for the specific skill.
• Skills gaps at present, in 5 years, and in 10 years.
The report has also consequently highlighted both sub-sector specific and cross-cutting strategies toward
bridging the identified skills gaps.
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(SPE) Research. December 2012.
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(Nairobi: United Nations Centre for Human Settlements).
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July2012/yde.pdf (accessed on 20/10/2016)
109
APPENDIX 1: RESEARCH INSTRUMENT
NORTHERN CORRIDOR INTEGRATION PROJECTS (NCIP)
HUMAN RESOURCE CAPACITY BUILDING CLUSTER
CONSORTIUM OF UNIVERSITIES
NCIP SKILLS AUDIT FOR OTHER PROJECTS
Research Instrument
July 2017
110
INTRODUCTION
The Northern Corridor Integration Projects (NCIP), in collaboration with the Consortium of Universities
(comprising JKUAT, Makerere University, University of Rwanda and University of Juba), is conducting
a regional skills gaps analysis and developing a Human Resource Capacity Strategy for the Northern
Corridor sub-sectors. This research instrument is aimed at obtaining information from the sub-sector
specific stakeholders to guide the task.
The study results will be pooled. Individual, personal and organization information will remain absolutely
confidential and anonymous. In case you have any questions or concerns regarding the study, do not
hesitate to contact us using this email address: director@scit.jkuat.ac.ke
111
PART A: HUMAN RESOURCE DEPARTMENT/SUBSECTOR SPECIALISTS
Section 1: Background information
Name of organization: ___________________________________________________________
Location of the organization (i.e. country): __________________________________________
Northern Corridor sub-sector: Kindly tick
• Power Generation, Transmission and Interconnectivity
• Geothermal Development
• Petroleum (Oil and Gas): Upstream, Midstream and Downstream
• Land and Hydrographic Survey and Mapping
• Land, Property Valuation and Physical Planning
• ICT
• Airspace Management
• Maritime Transport and Shipping Logistics
• Trade, Immigration & Tourism (also including Commodities, Customs, Labour & Services)
112
Section 2: The process of Land Administration
Kindly review the following flowchart and corresponding skills table and:
a) Add any critical step in the flow chart that you think has been omitted in the process of land
administration.
b) Correct or modify the corresponding listed skill/competence as grouped under the each step of
land administration.
The Process of Land Administration
Figure 1: A global Land Administration perspective (Enemark & Van der Molen, 2008)
113
Current Skills for Land, Property Valuation and Physical Planning
LAND TENURE LAND VALUE LAND USE L A N D

DEVELOPMENT
• Identification • Assessment of • Policies and • Construction

of land for Land Value Spatial Planning Planning and
development • Collection of • Control of Land Permits
• Titles property tax Use • Regulation and
• Mortgages and Implementation
Activity
Easements
• Secure Land Rights
• Ministry of Lands • Ministry of Lands • Ministry of Lands • Ministry of
and Physical and Physical and Physical Transport,
Planning Planning Planning Infrastructure,
• National Land • County • County Housing
Commission Governments Governments and Urban
• ______________ • ______________ • ______________ Development
• ______________ • ______________ • ______________ • County
Governments
• Private Sector
Institution
• ______________
• ______________
• Surveyors/Geomatic • Valuers • Planners • Architects

Engineers • ______________ • ______________ • Landscape
• Lawyers • ______________ • ______________ Architects
• ______________ • Quantity
• ______________ Surveyors
• Engineers
• Estate Agents
• Property
Managers
• Project Managers
Core Professional
• Landscape
Architects
• Contractors
• ______________
• ______________
114
• Cartographers • ______________ • ______________ • Draughtsmen
Technician
• Paralegals • ______________ • ______________ • Artisans and

• ______________ skilled craftsmen
• ______________ • ______________
• ______________ • ______________ • ______________ • Environmental

• ______________ • ______________ • ______________ Impact
Assessment
Development)
Experts
(Sustainable
• ______________
Support
• ______________
•
•
•
Support (Land
Information)
•
•
•
115
Section 3: Enlisting Skills in the Sub-sector
Kindly review the following skills table and:
c) Add any missing skill/competence along the empty bullets at the end of each list.
d) Indicate whether it is a new profession/skill (N) or an upgrade of existing knowledge through
training (T)
Wide Range of Required HR Existing HR Skills HR Skills Gaps

Skills
LAND TENURE
• Physical Planners • Surveyors/Geomatic Engi- • Transport Planners
• Economic Planners neers • Infrastructure Planners
• Transport Planners • Lawyers • Airport Planners
• Infrastructure Planners • Trans-boundary/Regional
• Airport Planners Planners (expansive projects)
• Surveyors/Geomatic Engineers • Advanced Training in Con-
• Land Registrars veyancy
• Conveyancy Lawyers in • ___________________(N/T)*

County Government • ___________________(N/T)*
• ___________________(N/T)*
*Where:
• N = new profession/skill
• T = upgrade of existing
knowledge through training
LAND VALUE
• Socio-cultural Specialists • Land valuers • Social anthropologists spe-
• Indigenous Knowledge Spe- • Surveyors/Geomatic Engi- cialising in land and property
cialists neers matters
• Registered Surveyors • Land Surveying
• ___________________(N/T)*
• ___________________(N/T)*
• ___________________(N/T)*
*Where:
116
LAND USE
• Trans-boundary /Regional • Planners • Pilots and equipment for aerial
Planners surveys and mapping
• Large Scale Surveying • Digital mapping for Environ-
• Urban Design Skills mental Planners
• Infrastructure Engineering • Social Impact Assessment
• Environmental Planning Experts
• Environmental Health and • ___________________(N/T)*

Safety Professionals • ___________________(N/T)*
• Social Impact Assessors • ___________________(N/T)*
*Where:
Skills
LAND DEVELOPMENT • Architects • Infrastructure management
• Infrastructure Management • Landscape Architects training not available in Ke-
• Infrastructure Maintenance • Quantity Surveyors nya
(roads, railway, buildings, • Engineers • ___________________(N/T)*
dams, pipelines) • ___________________(N/T)*
• Estate Agents
• Facilities managers • ___________________(N/T)*
• Property Managers
• Project Managers *Where:
• Landscape Architects • N = new profession/skill
• Contractors • T = upgrade of existing

117
S U S T A I N A B L E • Demographers
DEVELOPMENT (Economic, • Feasibility studies/ project
Social & Environmental) modelling
• Demographers • Cultural planners to identify
• Community /Cultural Experts and interpret cultural aspects
• Local Community of land tenure and indigenous
• Human Settlements/Housing knowledge systems
Experts • Agricultural/rural planners
• Anthropologists/heritage ex- • Absence of physical demarca-
perts tion
• Agricultural Planners • Environmental audits for large
• Environmental Planners scale projects
• Environmental Conservation • Environmental Health and

Experts: Safety
• Marine Ecologists • Financial Engineering
• Rangeland Managers • Social Impact Assessment
• Environmental Health and • Environmental audits for large

Safety Professionals scale projects
• Geologists • Environmental Health and

Safety
• Feasibility expert/ project
modelling • ___________________(N/T)*
• Financial Engineering • ___________________(N/T)*
• Social Impact Assessors • ___________________(N/T)*
• Environmental Auditors *Where:

118
LAND INFORMATION • ICT skills for land record
INFRASTRUCTURE (Built keeping
& Natural Environment Data • ICT skills for land mapping
Sets) and management
• Digital mapping skills • Digital mapping for Environ-
• Skills in Information Manage- mental Planners
ment Systems • ___________________(N/T)*
• ICT skills for land record • ___________________(N/T)*
keeping
• ___________________(N/T)*
• ICT skills for land mapping
*Where:
and management
T = upgrade of existing
Skills
TECHNICIANS • Cartographers • Technical skills for aerial
mapping
• __________________ • Paralegals
• ___________________(N/T)*
• __________________ • Draughtsmen
• ___________________(N/T)*
• __________________ • Artisans and skilled crafts-
men • ___________________(N/T)*
• __________________
*Gaps in existing skills *Where:
• __________________
captured in Section 2 above
Section 4: Existing and Required Numbers of People in your Organization
For each skill/competence, kindly indicate the number of employees in your organization who have that
skill/competence, and the numbers required by your organization (inside the respective columns for each
skill/competence).
119
Wide Range of Required Skills Number of Number of Number Number of
employees employees of employees
currently required employees required in
existing (in currently required 10 years
post) in 5 years
PROFESSIONALS
• Surveyors/Geomatic Engineers
• Lawyers
• Land valuers
• Surveyors/Geomatic Engineers
• Planners
• Architects
• Engineers
• Estate Agents
• Property Managers
• Project Managers
• Contractors
• __________________
• __________________
• __________________
• __________________
Wide Range of Required Skills Number of Number of Number Number of

employees employees of employees
currently required employees required in
existing (in currently required 10 years
post) in 5 years
120
TECHNICIANS
• Cartographers
• Paralegals
• Draughtsmen
• Artisans and skilled craftsmen
• __________________
• __________________
• __________________
• __________________
• __________________
SUPPORT
• __________________
• __________________
• __________________
• __________________
• __________________
Section 4: Strategies for Bridging the Skills Gaps in the Sub-sector
1. __________________________________________________________________________
2. __________________________________________________________________________
3. __________________________________________________________________________
4. __________________________________________________________________________
5. __________________________________________________________________________
121
PART B: TRAINING INSTITUTION(S)
Kindly provide the numbers of students enrolled and graduating over time in your training institution(s)
for courses relevant to the sub-sector.
Section 1: Student Enrolment Statistics
Institution Level (Certificate, Course/Programme 2014/2015 2015/2016 2016/2017

Diploma, Bachelor,
Master, etc)
Section 2: Student Graduation Statistics
Institution Level (Certificate, Course/ 2014/2015 2015/2016 2016/2017

Diploma, Bachelor, Programme
Master, etc)
PART C: ANY OTHER RELEVANT DOCUMENTED INFORMATION
Kindly share any other documented information, studies, reports on skills and competencies in the
country or region pertaining to the sub-sector.
122
Appendix 2: List of Respondents

Kenya
• Ministry of Energy and Petroleum

• Kenya Power and Lighting Company (KPLC)
• Kenya Power Institute of Energy Studies and Research (IESR)
• Kenya Electricity Generating Company (KenGen)
• Kenya Electricity Transmission Company (KETRACO)
• Rural Electrification Authority (REA)
Rwanda
• MININFRA (Ministry of Infrastructure)

• EDCL/REG
• EUCL/REG, RURA
• RURA (Rwanda Utilities Regulation Authority)
• Ministry of Education (MINEDUC)
• University of Rwanda - College of Science and Technology
• Institute of Engineers of Rwanda ( IER )
• Ngali Energy Limited
• ERP Limited
• Prime Energy Limited
• Energy Private Developers ( EPD)
South Sudan
• South Sudan Electricity Corporation (SSEC)
Uganda
• Uganda Electricity Generation Company Limited

• Uganda Electricity Transmission Company Limited
• Eskom Uganda Limited
• O& M Bujagali
• Kasese Cobalt Company Limited (Mubuku III hydro power plant)
• Kakira Thermal Power station
• Kyambogo University
• Uganda Technical Colleges – Elgon
123
• Nile Vocational Training Institutes
• Nakawa Vocational Training Institute
• Electricity Regulatory Authority, Uganda
• Federation of Uganda Employers
• Uganda Electricity Allied Workers Union
Kenya
• Geothermal Development Company

• Kenya Electricity Generating Company (KenGen)
• Ministry of Energy and Petroleum
• Dedan Kimathi University of Technology
Rwanda
• MININFRA
• EDCL/REG
• RURA (Rwanda Utilities Regulation Authority
• UR-School of Mining and Geology, College of Science and Technology NCBS (National
Capacity Building Secretariat)
NCST (National Commission of Science and Technology)
• Energy Private Developers (EPD)
• Ngali Mining
• Ngali Energy
Uganda
• Ministry of Energy and Mineral Development (Electricity Regulatory Authority)

• Geothermal Resources Department
• Makerere University (CEDAT)
• Geological Society of Uganda
• Cozumel Energy (U) Limited
• AAE Systems Inc.
• Spencon (U) Limited
• Gids Consult Limited
• Kapex Limited
124
Kenya
• Ministry of Energy and Petroleum (MoEP)

• The National Oil Corporation of Kenya (NOCK)
• Ministry of Mining (MoM)
• National Environmental Management Authority (NEMA)
• Kenya Pipeline Company (KPC)
Rwanda
• MINEDUC (Ministry of Education)

• MININFRA
• Rwanda Mines
• Petroleum and Gas Board
• REG or EDCL
• CESB (Capacity Development and Employment Services Board)
• RURA (Rwanda Utilities Regulation Authority)
• University of Rwanda (UR), Integrated Polytechnic Regional Center (IPRC-Kigali)
• Ngali Mining
Uganda
• Ministry of Energy and Mineral Development

• Uganda Petroleum Authority
• Uganda National Oil Company
• National Planning Authority
• Tallow Uganda
• CNOOC Uganda
• Total E and P
• Spedag Interfreight Limited
• Uganda Petroleum Institute Kigumba
• Uganda Technology And Management University
• Nkumba University
• Makerere University - College of Natural Resources
• Makerere University - College of Engineering Art and Design
• Uganda Technical College Kicwamba
125
• Chamber Of Mines and Petroleum Uganda
• Baker Hughes
• Schlumberger
• UIPE
• Joadah Consult
• ACODE

Kenya
• Kenya Institute of Surveying and Mapping (KISM)

• Regional Centre for Mapping of Resources for Development (RCMRD)
• Ministry of lands and Physical planning
• Survey of Kenya (SOK)
• National Land Commission (NLC)
• Institution of Surveyors of Kenya
• Department of Resource Surveys and Remote Sensing (DRSRS)
• Geotech Mapping Solutions Ltd
• ESRI Kenya
• Ramani Geosystems
• Oakar Services
Rwanda
• Ministry of Natural Resources (MINIRENA)

• Ministry of Infrastructure (MININFRA)
• Rwanda Land Management and Use Authority (RLMUA)
• Rwanda Water and Forestry Authority (RWAFA)
• City of Kigali
• University of Rwanda (Centre for Geographic Information Systems and Remote Sensing -
CGIS)
• Geoinfo Africa Ltd.
• Land Policy Initiative (LPI)
• Local Surveying and Construction Corporation (LSCC LTD)
• Independent Consultant, Mr. Serge Rwamasirabo
Uganda
• Ministry of Lands, Housing and Urban Development

• Ministry of Works and Transport
126
• Uganda Land Commission
• National Land Information Centre
• Standard Gauge Railway
• Institute of Surveys and Land Management
• Uganda Investment Authority
• Uganda Bureau of Statistics
• IGNFI/IGN France Consortium
• ZOA Uganda
Kenya
• Ministry of Lands & Physical Planning

• Ministry of Transport, Infrastructure, Housing & Urban Development
• National Land Commission
• County Government of Kiambu
• Board of Registration of Architects and Quantity Surveyors (BORAQS)
• Valuers Registration Board (VRB)
• National Construction Authority (NCA)
• Architectural Association of Kenya (AAK)
• Kenya Institute of Planners (KIP)
• Town and County Planners Association of Kenya (TCPAK)
• Institute of Surveyors of Kenya (ISK)
• Jomo Kenyatta University of Agriculture and Technology (JKUAT)
• Kenya Institute of Survey and Mapping (KISIM)
• Technical University of Kenya (TUK)
• GIBB International Limited
• Research Solutions Africa
• Ramani Designs
• Arch-Link International Limited
• Dr. Munyua Mwaura (Planner)
• Dr. Romanus Opiyo (Planner)
• Moses Moreka (Planner)
• James Shikuku (Surveyor)
• Ann Kinyua (Valuer)
• Eco-build Africa
• Civil Society Urban Development Platform (CSUDP)
• ESRC - Hakijamii
127
Rwanda

• Ministry of Natural Resources (MINIRENA)
• Rwanda Housing Authority (RHA)
• University of Rwanda, department of Estate Management and Valuation
• University of Rwanda, Centre for Geographic Information Systems and Remote Sensing
(CGIS)
• Institute of Real Property Valuers (IRPV)
• Regulatory Council of Real Property Valuers
• Geoinfo Africa
• Baobab
• Haguruka
Uganda
• Ministry of Lands Housing and Urban Development

• Entebbe Institute of Surveys and Mapping
• Surveyors Registration Board
• Architects Registration Board
• Uganda Sociological and Anthropological Association
• Uganda National Bureau of Statistics (UBOS)
• Uganda Institute of Physical Planners (UIPP)
• Makerere University - College of Engineering Design and Technology
• Makerere University - College Of Business and Management Science
• Kyambogo University - Engineering Department
• Cities Alliance - Future Cities Africa Program
• Uganda Land Commission
• Uganda Land Alliance
6. ICT
Kenya
• ICT Authority
• Seven Seas Technologies Limited
• AmTech
• JKUAT
• Litemore
• Savannah Informatics
• KCB
128
• KEBS
• Kenya Airports Authority
• Innova
• Technology Assocites Limited
• Express Automation Limited
• Computech Limited
• I &M Bank
• National Construction Authority
• Telcom Limited
• iway Limited
• The Standard Group Limited
• Commercial Bank of Africa
• Sony Sugar
• Simbanet
• CoreTec Systems
• Kosmerc Systems
• Workpoint Limited
• KENET
Rwanda
• Ministry of Youth and ICT (MYICT)
• Higher Education Council (HEC)
• Rwanda Utility Regulatory Agency (RURA)
• Broadband Systems Corporation ltd. (BSC)
• Rwanda Development Board (RDB)
• National Commission for Science and Technology (NCST)
• Capacity Development and Employment Services Board (CESB)
• National Institute of Statistics Rwanda (NISR)
• MTN
• TIGO
• Bank of Kigali (BK)
• I & M Bank
• University of Rwanda - College of Science and Technology
• Carnegie Mellon University
• Kigali Independent University (ULK)
• IPRC - Kigali
129
Uganda
• Ministry of ICT
• ICTA
• NITA
• Uganda Communications Commission
• POSTA Uganda
• UICT
• Uganda Broadcasting Corporation
Kenya
• Kenya Civil Aviation Authority (KCAA)

• East African School of Aviation (EASA)
• Kenya Airports Authority (KAA)
• Ministry of Transport
• Kenya Aeronautical College (KAC)
• Skylink Aviation
• Kenya Association of Air Operators
• Kenya Airways
Rwanda
• Rwanda Civil Aviation Authority

• RwandAir
South Sudan
• South Sudan Civil Aviation Authority
Uganda
• Civil Aviation Authority Uganda

• MAF
• ENHAS
• NOTU
• East African Civil Aviation Academy, Soroti
130
Kenya
• Kenya Ports Authority
• Kenya Ferries Services
• Kenya Maritime Authority
• Sun Fire & Safety Supplies Ltd
• Kenya National Shipping Line
• Bandari College
• Kenya Ship Agent Association
• Port Management Association of Eastern and Southern Africa
• Jomo Kenyatta University of Agriculture and Technology
• Ministry of Transport, Infrastructure, Housing and Urban Development, State Department
for Maritime and Shipping Affairs
• Institute of Chartered Shipbrokers ( Kenyan Chapter)
• Kenya International Freight & Warehousing Association (KIFWA)
• National Industrial Training Authority (NITA)
Rwanda

• RTDA
• Rwanda Utilities Regulatory Authority (RURA)
• ADR/RWAFFA
• BRALIRWA
• BOLLORE AFRICA
• PETROCOM
• JACAJU
• PANACHE Limited
• Trans Africa Container Transport
• AMI Rwanda
• Africa Direct
South Sudan
Uganda
131
9. Trade, Immigration and Tourism
Kenya
• Kenya Bureau of Standards

• Export Promotion Council
• Ministry of Trade
• Ministry of Tourism
• Ministry of East Africa Community, Labour and Social Protection
• National Industrial Training Authority (NITA)
Rwanda
• Immigration and Emigration
• Ministry of Trade, Industry and East African Community Affairs (MINEACOM)
• Rwanda Development Board (RDB)
• Ministry of Education (MINEDUC)
• Workforce Development Agency (WDA)
• IPRC/Kigali
• SAFINTRA
• Inyange Industries
• TIGO
• DHL
• Civil Society Platform
• Chamber of Tourism
• Ministry of Public Service and Labour
• Capacity Development and Employment Services Board
South Sudan
• Ministry of Labour, Public Service and Human Resource Development

• University of Juba
Uganda
• National Planning Authority

• Bolloire Logistic Company
• Uganda Manufacturers’ Association
• KASITA
• Glory Summit Hotel Hoima
• Imperial Royale Hotel
• Kitara Institute of Commerce, Hoima
132
• The Hotel and Tourism Training Institute, Jinja
• Middle East Consultants
• Policy and Development Research Institute
• YMCA Comprehensive Institute
• Uganda Revenue Authority
• Uganda Bankers’ Association
• Kalerwe Trader
• Ministry of Trade, Industry and Cooperatives
• Directorate of Immigration
• Makerere University (Jinja Campus)
• MTN
• CIVIL SOCIETY BUDGET ADVOCACY GROUP
• KCCA
133
Appendix 3: Country Specific Data
8.1. Power Generation, Transmission and Interconnectivity
8.1.1. Uganda
Number of Skilled People % of Skills Gaps

Wide Range of Number Number Number Number % % %
Required HR Skills In Post Required Required Required Required Required Required
Currently In 5 Years In 10 Currently In 5 Years In 10
Years Years
High Voltage 3 10 10 10 70% 70% 70%
Line Designer &
Installation Engineers
Environmental 3 6 6 6 50% 50% 50%
Protection Engineers/
Professionals
Protection Engineers 2 4 4 4 50% 50% 50%
Low Voltage Line 3 5 5 5 40% 40% 40%
Engineer
Technicians 19 29 29 29 34% 34% 34%
(Electrical)
Maintenance 5 7 7 7 29% 29% 29%
Engineers
Technicians 19 21 21 21 10% 10% 10%
(Mechanical)
Civil Engineers & 2 2 2 2 0% 0% 0%
Supervisors
Power System, 2 2 2 2 0% 0% 0%
Planning &
Development
(Integration
Engineers)
Technicians (Civil) 3 3 3 3 0% 0% 0%
Project Engineers 4 3 3 3 -33% -33% -33%
Instrumentation & 4 0 0 0
Control Engineers
(Including Metering
& Billing)
Business 0 0 0 0
Development
Engineers
Geoinformatics 0 0 0 0
Technician
134
Research & 0 0 0 0
Development
Engineers
Telecommunications 0 0 0 0
Engineers
Transmission 0 0 0 0
Engineers
Analytical Chemistry 0 0 0 0
Technician
Chemical & 0 0 0 0
Process, Energy
& Agricultural
Engineers
Customer Service 0 0 0 0
Engineers
Distribution Design 0 0 0 0
& Construction
Engineers
Environment 0 0 0 0
Technician
Generation Engineers 0 0 0 0
Industrial Chemistry/ 0 0 0 0
Chemical Technician
Mechanical 0 0 0 0
Engineers
Surveyor Technician/ 0 0 0 0
GIS Technicians
Surveyors 0 0 0 0
Systems Control 0 0 0 0
Engineers
8.1.2. Kenya

Currently In 5 Years In 10 Currently In 5 Years In 10
Years Years
Geoinformatics 4 31 28 8 87% 86% 50%
Technician
Mechanical 6 18 12 12 67% 50% 50%
Engineers
135
Transmission 18 39 27 12 54% 33% -50%
Engineers
Environment 7 12 7 4 42% 0% -75%
Technician
Electrical Engineers 52 84 50 50 38% -4% -4%
Surveyors 10 16 10 6 38% 0% -67%
Chemical & 18 28 15 7 36% -20% -157%
Process, Energy
& Agricultural
Engineers
High Voltage 10 15 10 5 33% 0% -100%
Line Designer
& Installation
Engineers
Industrial Chemistry/ 6 9 5 3 33% -20% -100%
Chemical Technician
Technicians 201 279 132 86 28% -52% -134%
(Mechanical)
Generation Engineers 65 90 42 27 28% -55% -141%
Analytical Chemistry 64 87 39 26 26% -64% -146%
Technician
Instrumentation & 20 27 13 9 26% -54% -122%
Control Engineers
(Including Metering
& Billing)
Business 16 21 10 7 24% -60% -129%
Development
Engineers
Distribution Design 133 171 74 53 22% -80% -151%
& Construction
Engineers
Telecommunications 26 33 15 11 21% -73% -136%
Engineers
Project Engineers 91 113 47 35 19% -94% -160%
Systems Control 25 31 14 10 19% -79% -150%
Engineers
Maintenance 84 103 42 32 18% -100% -163%
Engineers
Technicians (Civil) 37 45 18 14 18% -106% -164%
Protection Engineers 76 91 36 29 16% -111% -162%
Design Engineers 219 261 98 81 16% -123% -170%
Customer Service 30 34 12 11 12% -150% -173%
Engineers
Research & 9 10 5 4 10% -80% -125%
Development
Engineers
136
Technicians 1265 1405 463 438 10% -173% -189%
(Electrical)
Civil Engineers & 11 11 10 10 0% -10% -10%
Supervisors
Power System, 11 11 10 10 0% -10% -10%
Planning &
Development
(Integration
Engineers)
Surveyor Technician/ 30 30 9 9 0% -233% -233%
GIS Technicians
Low Voltage Line 0 0 0 0
Engineer
Environmental 0 0 0 0
Protection Engineers/
Professionals
8.1.3. Rwanda

Required HR Skills in Post Required Required Required Required Required Required
Currently In 5 In 10 Currently In 5 Years In 10
Years Years Years
Research & 3 3 5 8 0% 40% 63%
Development
Engineers
Plant Professionals 9 9 13 18 0% 31% 50%
Business 15 15 17 29 0% 12% 48%
Development
Engineers
Electrical Engineers 33 33 26 52 0% -27% 37%
Technicians 98 98 57 161 0% -72% 39%
(Mechanical)
Environmental 6 6 3 6 0% -100% 0%
Protection
Engineers/
Professionals
Instrumentation & 12 12 6 11 0% -100% -9%
Control Engineers
(Including Metering
& Billing)
Maintenance 15 15 7 14 0% -114% -7%
Engineers
137
High Voltage 22 22 10 19 0% -120% -16%
Line Designer
& Installation
Engineers
Distribution Design 80 80 35 69 0% -129% -16%
& Construction
Engineers
Technicians 469 469 202 404 0% -132% -16%
(Electrical)
Mechanical 64 64 24 56 0% -167% -14%
Engineers
Civil Engineers & 63 63 20 28 0% -215% -125%
Supervisors
Technicians (Civil) 64 64 5 5 0% -1180% -1180%
Surveyors 35 35 2 8 0% -1650% -338%
Environment 10 10 5 10 0% -100% 0%
Technician
Analytical 0 0 0 0
Chemistry
Technician
Chemical & 0 0 0 0
Process, Energy
& Agricultural
Engineers
Customer Service 0 0 0 0
Engineers
Generation 0 0 0 0
Engineers
Geoinformatics 0 0 0 0
Technician
Industrial 0 0 0 0
Chemistry/Chemical
Technician
Low Voltage Line 0 0 0 0
Engineer
Power System, 0 0 0 0
Planning &
Development
(Integration
Engineers)
Protection Engineers 0 0 0 0
Surveyor 0 0 0 0
Technician/GIS
Technicians
Systems Control 0 0 0 0
Engineers
138
Telecommunications 0 0 0 0
Engineers
Transmission 0 0 0 0
Engineers
8.1.4. South Sudan


Currently In 5 Years In 10 Currently In 5 In 10
Years Years Years
Plant Professionals 0 5 10 15 100% 100%
Analytical 0 5 10 15 100% 100% 100%
Chemistry
Technician
Business 0 3 8 13 100% 100% 100%
Development
Engineers
Chemical & 0 5 10 15 100% 100% 100%
Process, Energy
& Agricultural
Engineers
Civil Engineers & 0 7 12 17 100% 100% 100%
Supervisors
Environment 0 5 10 15 100% 100% 100%
Technician
Environmental 0 8 14 20 100% 100% 100%
Protection
Engineers/
Professionals
Systems Control 0 5 10 15 100% 100% 100%
Engineers
Technicians (Civil) 0 5 10 15 100% 100% 100%
Industrial 0 5 10 15 100% 100% 100%
Chemistry/Chemical
Technician
Surveyors 0 1 5 10 100% 100% 100%
Geoinformatics 0 5 10 15 100% 100% 100%
Technician
Research & 1 6 12 24 83% 92%
Development
Engineers
Telecommunications 1 6 11 16 83% 91% 96%
Engineers
Protection Engineers 2 12 17 22 83% 88% 94%
139
Transmission 2 7 12 17 71% 83% 91%
Engineers
High Voltage 2 7 11 17 71% 82% 88%
Line Designer
& Installation
Engineers
Design Engineers 8 24 48 72 67% 83% 89%
Maintenance 4 11 19 25 64% 79% 89%
Engineers
Surveyor 3 8 12 17 63% 75%
Technician/GIS
Technicians
Customer Service 4 9 14 19 56% 71% 79%
Engineers
Project Engineers 5 11 16 21 55% 69%
Instrumentation & 3 6 10 18 50% 70% 76%
Control Engineers
(Including Metering
& Billing)
Mechanical 12 17 22 27 29% 45%
Engineers
Distribution Design 26 33 47 62 21% 45% 58%
& Construction
Engineers
Technicians 8 10 12 14 20% 33% 58%
(Mechanical)
Electrical Engineers 36 41 46 51 12% 22% 29%
Power System, 3 3 8 13 0% 63% 29%
Planning &
Development
(Integration
Engineers)
Technicians 15 15 36 45 0% 58% 77%
(Electrical)
Generation 22 22 27 32 0% 19%
Engineers
Low Voltage Line 26 26 31 36 0% 16%
Engineer
140
8.2. Geothermal Development
8.2.1. Uganda

Years Years Years
Finance Experts 0 3 6 8 100% 100% 100%
Legal Experts 0 3 7 7 100% 100% 100%
Planning Engineers 0 3 5 5 100% 100% 100%
Procurement 0 3 7 7 100% 100% 100%
Experts
Safety Engineers 0 2 4 6 100% 100% 100%
Environmentalists 1 3 5 7 67% 80% 86%
Geochemist 1 2 4 5 50% 75% 80%
Technicians
GIS Analyst 1 2 4 3 50% 75% 67%
Exploration 4 8 16 5 50% 75% 20%
Geophysicists
Geophysics 2 4 6 5 50% 67% 60%
Technicians
Exploration 6 8 12 6 25% 50% 0%
Geologists
Explorational 4 4 8 5 0% 50% 20%
Geochemists
Surveyors 2 1 8 2 -100% 75% 0%
Borehole 0 0 6 3 100% 100%
Geophysicists
Electrical Engineer 0 0 17 17 100% 100%
Hydrogeologists 0 0 8 6 100% 100%
Mechanical 0 0 5 7 100% 100%
Engineers
Power Plant 0 0 8 12 100% 100%
Engineers
Power Plant 0 0 10 10 100% 100%
Technicians
Reservoir 0 0 6 8 100% 100%
Technicians
Reservoir 0 0 6 9 100% 100%
Geochemists
Civil Engineers 1 0 7 10 86% 90%
Reservoir 1 0 6 8 83% 88%
Engineers
141
Drilling 1 0 4 5 75% 80%
Technicians
Borehole 3 0 8 3 63% 0%
Geologists
Drilling Engineer 0 0 0 0
Geoscience 0 0 0 0
Technicians
8.2.2. Kenya

Number Number %
Number % %
Wide Range of Number Required Required Required
Required Required Required
Required HR Skills In Post In 5 In 10 In 10
Currently Currently In 5 Years
Years Years Years
Legal Experts 0 2 6 19 100% 100% 100%
Procurement
0 4 12 38 100% 100% 100%
Experts
Finance Experts 0 4 12 38 100% 100% 100%
Explorational
9 40 18 18 78% 50% 50%
Geochemists
Exploration
11 44 22 22 75% 50% 50%
Geophysicists
Reservoir
19 64 48 48 70% 60% 60%
Engineers
Borehole
4 12 24 38 67% 83% 89%
Geophysicists
Power Plant
120 340 660 880 65% 82% 86%
Technicians
GIS Analyst 4 10 6 6 60% 33% 33%
Hydrogeologists 10 22 11 11 55% 9% 9%
Drilling
51 108 198 216 53% 74% 76%
Technicians
Geophysics
46 88 44 44 48% -5% -5%
Technicians
Drilling Engineer 30 54 99 108 44% 70% 72%
Geochemist
48 80 36 36 40% -33% -33%
Technicians
Reservoir
82 128 182 182 36% 55% 55%
Technicians
142
Reservoir
22 32 28 28 31% 21% 21%
Geochemists
Borehole
14 20 28 38 30% 50% 63%
Geologists
Exploration
20 28 18 10 29% -11% -100%
Geologists
Geoscientists 60 75 42 28 20% -43% -114%
Surveyors 5 4 16 38 -25% 69% 87%
Geoscience
150 106 62 48 -42% -142% -213%
Technicians
Power Plant
25 8 16 38 -213% -56% 34%
Engineers
Civil Engineers 20 4 12 38 -400% -67% 47%
Electrical Engineer 24 4 16 38 -500% -50% 37%
Mechanical
28 4 16 38 -600% -75% 26%
Engineers
Planning Engineers 0 0 0 0
8.2.3. Rwanda

Required HR In Post Required Required Required Required Required Required
Skills Currently In 5 Years In 10 Currently In 5 Years In 10
Years Years
Legal Experts 0 1 1 1 100% 100% 100%
Procurement 0 1 1 1 100% 100% 100%
Experts
Planning 1 2 1 1 50% 0% 0%
Engineers
Exploration 2 3 3 0 33% 33%
Geologists
Explorational 2 3 3 0 33% 33%
Geochemists
Drilling Engineer 2 3 1 2 33% -100% 0%
Reservoir 3 4 2 1 25% -50% -200%
Engineers
Exploration 4 5 3 0 20% -33%
Geophysicists
Gis Analyst 1 1 4 0 0% 75%
Borehole 1 1 2 2 0% 50% 50%
Geologists
143
Electrical 2 2 3 3 0% 33% 33%
Engineer
Civil Engineers 2 2 1 1 0% -100% -100%
Borehole 0 0 1 1 100% 100%
Geophysicists
Drilling 0 0 4 4 100% 100%
Technicians
Finance Experts 0 0 1 1 100% 100%
Power Plant 0 0 1 3 100% 100%
Engineers
Reservoir 0 0 2 2 100% 100%
Technicians
Reservoir 0 0 2 2 100% 100%
Geochemists
Safety Engineers 0 0 2 2 100% 100%
Surveyors 0 0 1 1 100% 100%
Geochemist 0 0 4 0 100%
Technicians
Geophysics 0 0 8 0 100%
Technicians
Hydrogeologists 0 0 4 0 100%
Mechanical 1 0 1 2 0% 50%
Engineers
Power Plant 0 0 0 10 100%
Technicians
Geoscience 0 0 0 0
Technicians
8.3. Petroleum (Oil and Gas): Upstream, Midstream and Downstream
8.3.1. Uganda

Currently In 5 In 10 Currently In 5 In 10
Years Years Years Years
Geo-Technicians 50 10 100 100 -400% 50% 50%
Chemical Engineers 65 65 65 65 0% 0% 0%
Geological Engineer 120 120 120 120 0% 0% 0%
Health & Safety 100 100 100 100 0% 0% 0%
Technicians
144
Health & Safety 50 50 50 200 0% 0% 75%
Specialists
Cementing 30 30 40 60 0% 25% 50%
Technicians
Civil Engineers 150 150 220 150 0% 32% 0%
Petroleum Engineers 50 50 100 50 0% 50% 0%
Drilling Engineers 10 10 60 60 0% 83% 83%
Mechanical 15 15 160 160 0% 91% 91%
Engineers
Cementing Engineer 5 10 60 100 50% 92% 95%
Welders 15 40 1230 50 63% 99% 70%
Control Centre 0 150 150 150 100% 100% 100%
Operations
Drilling Machine 0 200 600 0 100% 100%
Operators
Petroleum 20 0 65 70 69% 71%
Geophysicists
Petroleum 10 0 35 30 71% 67%
Geochemists
Drilling Technicians 0 0 200 200 100% 100%
Electrical 0 0 300 300 100% 100%
Technicians
Instrumentation & 0 0 500 500 100% 100%
Control Technicians
Mechanical 0 0 750 750 100% 100%
Technicians
Production 0 0 150 250 100% 100%
Technologists
Logistics & Supply 0 0 350 0 100%
Chain Management
Maintenance 0 0 103 0 100%
Engineers
Civil & Building 0 0 0 0
Engineering
Technicians
Civil Engineering 0 0 0 0
Technicians
Civil/Structural 0 0 0 0
Engineering
Operators
Experts
Construction 0 0 0 0
Technicians
145
Control & Operation 0 0 0 0
Experts
Design Technicians 0 0 0 0
Electrical 0 0 0 0
Engineering
Technicians
Engineers
Protection
Professionals
General Project 0 0 0 0
Management Skills
Geotechnical 0 0 0 0
Engineer Operator
GIS Expert 0 0 0 0
Health & Safety 0 0 0 0
Managers
Instrumentation 0 0 0 0
Engineers (Including
Metering & Billing)
Material Sciences 0 0 0 0
Engineers
Mechanical 0 0 0 0
Engineering
Technicians
Oil & Gas & Pipe 0 0 0 0
Line Operators
Oil & Gas Storage 0 0 0 0
Facility Operators
Oil & Gas Custody 0 0 0 0
Metering Operators
Oil & Gas Depot 0 0 0 0
Operators
Oil & Gas Jetty 0 0 0 0
Operators
Oil & Gas Pump 0 0 0 0
Over Operators
Station Operators
Oil & Gas Tank 0 0 0 0
Farm Operators
146
Oil & Gas Truck 0 0 0 0
Loading Operators
Oil Rig Drilling 0 0 0 0
& Production
Technicians
Oil Rig Operators 0 0 0 0
Operators/ 0 0 0 0
Maintenance
Petroleum 0 0 0 0
Economists
Petroleum Geologist 0 0 0 0
Operator
Petroleum Plant 0 0 0 0
Operators
Pipeline Corrosion 0 0 0 0
Control Engineers
Control Technicians
Pipeline Leak 0 0 0 0
Detection &
Monitoring
Engineers
Detection
Monitoring
Technicians
Pipeline Managers 0 0 0 0
& Operators
Pipeline O&G 0 0 0 0
Operation Engineers
Operation
Technicians
Pipeline Project 0 0 0 0
Engineers
Management
Pipeline SCADA 0 0 0 0
Engineers
Pipeline SCADA 0 0 0 0
Technicians
Pipeline Wayleave 0 0 0 0
Management
Plant & Machine 0 0 0 0
Operators
Plumbers 0 0 0 0
147
Processing 0 0 0 0
Engineers
Product Account 0 0 0 0
Product Financial 0 0 0 0
Account
Production 0 0 0 0
Engineers
Project Management 0 0 0 0
for Expansive
Projects
Scaffolders 0 0 0 0
Surveyors 0 0 0 0
Technicians for 0 0 0 0
Line & Substation
Construction
8.3.2. Kenya

Years Years Years
Environmental 0 18 31 49 100% 100% 100%
Engineers
GIS Expert 0 3 5 10 100% 100% 100%
Reservoir Engineers 0 5 13 18 100% 100% 100%
Communications 3 10 16 21 70% 81% 86%
Experts
Petroleum 5 13 13 21 62% 62% 76%
Economists
Civil Engineers 23 39 57 83 41% 60% 72%
Petroleum 3 5 16 21 40% 81% 86%
Geochemists
Mechanical 39 65 78 91 40% 50% 57%
Engineers
Petroleum 10 16 26 31 38% 62% 68%
Geophysicists
Geological Engineer 21 31 39 44 32% 46% 52%
148
Pipeline O&G 26 26 78 104 0% 67% 75%
Operation Engineers
Pipeline Corrosion 26 26 65 78 0% 60% 67%
Control Engineers
Production 3 3 4 6 0% 25% 50%
Engineers
Pipeline Corrosion 39 26 78 104 -50% 50% 63%
Control Technicians
Civil Supervisors 39 26 39 52 -50% 0% 25%
Pipeline Leak 5 3 13 26 -67% 62% 81%
Detection &
Monitoring
Technicians
Pipeline Leak 5 3 13 18 -67% 62% 72%
Detection &
Monitoring
Engineers
Welders 23 13 78 104 -77% 71% 78%
Pipeline Project 26 13 52 65 -100% 50% 60%
Engineers
Pipeline SCADA 18 8 39 52 -125% 54% 65%
Engineers
Electrical 65 26 104 130 -150% 38% 50%
Technicians
Oil & Gas Pump 65 26 104 130 -150% 38% 50%
Station Operators
Electrical Engineers 39 13 65 78 -200% 40% 50%
Health & Safety 91 26 130 182 -250% 30% 50%
Specialists
Plant & Machine 52 13 78 91 -300% 33% 43%
Operators
Pipeline O&G 156 39 221 260 -300% 29% 40%
Operation
Technicians
Oil & Gas Truck 117 26 156 182 -350% 25% 36%
Loading Operators
Oil & Gas Jetty 26 5 39 52 -420% 33% 50%
Operators
Instrumentation & 135 23 166 198 -487% 19% 32%
Control Technicians
ICT Specialists 135 21 169 200 -543% 20% 33%
Oil & Gas Tank 52 8 65 78 -550% 20% 33%
Farm Operators
Oil & Gas Depot 104 13 130 156 -700% 20% 33%
Operators
149
Instrumentation 65 8 86 104 -713% 24% 38%
Engineers
(Including Metering
& Billing)
Oil & Gas Pump 26 3 39 52 -767% 33% 50%
Over Operators
Oil & Gas Custody 39 3 52 65 -1200% 25% 40%
Metering Operators
Drilling Engineers 0 0 14 34 100% 100%
Drilling Technicians 0 0 10 16 100% 100%
Geo-Technicians 0 0 13 18 100% 100%
Material Sciences 0 0 5 13 100% 100%
Engineers
Pipeline Wayleave 0 0 26 39 100% 100%
Management
Environmental 13 0 36 55 64% 76%
Protection
Professionals
Health & Safety 13 0 26 39 50% 67%
Managers
Pipeline Project 8 0 13 26 38% 69%
Management
Pipeline Scada 26 0 39 52 33% 50%
Technicians
Product Financial 130 0 156 182 17% 29%
Account
Oil & Gas & Pipe 130 0 143 156 9% 17%
Line Operators
Cementing Engineer 0 0 0 0
Cementing 0 0 0 0
Technicians
Engineering
Technicians
Experts
Drilling Machine 0 0 0 0
Operators
Management Skills
Engineer Operator
Maintenance 3 3 4 6
Engineers
150
Mechanical 0 0 0 0
Engineering
Technicians
& Operators
Processing 0 0 0 0
Engineers
Surveyors 0 0 0 0
Technicians For 0 0 0 0
Line & Substation
Construction
Technicians
Technicians
Operator
Plumbers 0 0 0 0
Scaffolders 0 0 0 0
Engineering
Operators
Control Centre 0 0 0 0
Operations
Electrical 0 0 0 0
Engineering
Technicians
Technicians
Logistics & Supply 0 0 0 0
Chain Management
Mechanical 0 0 0 0
Technicians
Facility Operators
& Production
Technicians
Operators/ - - - -
Maintenance
Operators
151
Production 0 0 0 0
Technologists
For Expansive
Projects
8.3.3. Rwanda

Mechanical 0 80 95 85 100% 100% 100%
Technicians
Electrical 0 5 0 0 100%
Technicians
Petroleum 2 2 20 40 0% 90% 95%
Engineers
Environmental 1 1 7 15 0% 86% 93%
Engineers
Mechanical 3 3 15 25 0% 80% 88%
Engineers
Petroleum 2 2 9 0 0% 78%
Geochemists
Civil Engineers 4 4 15 30 0% 73% 87%
Plant Electrician/ 22 22 72 142 0% 69% 85%
Technician
Pipe Fitters 42 42 60 0 0% 30%
Production 3 3 4 6 0% 25% 50%
Engineers
Natural Sciences 10 10 12 0 0% 17%
Civil Supervisors 2 2 0 0 0%
Environmental 2 2 0 0 0%
Protection
Professionals
Geological 1 1 0 0 0%
Engineer
Gis Expert 1 1 0 0 0%
Health & Safety 1 1 0 0 0%
Managers
ICT Specialists 2 2 0 0 0%
Chemical Engineers 0 0 8 15 100% 100%
152
Drilling Engineers 0 0 5 12 100% 100%
Health & Safety 0 0 10 15 100% 100%
Specialists
Instrumentation 0 0 20 15 100% 100%
Engineers
(Including Metering
& Billing)
Processing 0 0 1 5 100% 100%
Engineers
Maintenance 0 0 10 0 100%
Engineers
Petroleum 0 0 21 0 100%
Geophysicists
Surveyors 0 0 6 0 100%
Welders 0 0 30 0 100%
Reservoir Engineers 0 0 0 4 100%
Safety Engineers 0 0 0 10 100%
Cementing 0 0 0 0
Engineer
Cementing 0 0 0 0
Technicians
Engineering
Technicians
Technicians
Engineering
Operators
Experts
Technicians
Control & 0 0 0 0
Operation Experts
Operations
Operators
Electrical 0 0 0 0
Engineering
Technicians
Management Skills
153
Engineer Operator
Technicians
Control Technicians
Chain Management
Material Sciences 0 0 0 0
Engineers
Mechanical 0 0 0 0
Engineering
Technicians
Oil & Gas Pipe 0 0 0 0
Line Operators
Facility Operators
Metering Operators
Operators
Operators
Over Operators
Station Operators
Farm Operators
Loading Operators
& Production
Technicians
Operators/ 0 0 0 0
Maintenance
Petroleum 0 0 0 0
Economists
Petroleum 0 0 0 0
Geologist Operator
Operators
Control Engineers
154
Control Technicians
Detection &
Monitoring
Engineers
Detection &
Monitoring
Technicians
& Operators
Operation
Engineers
Operation
Technicians
Engineers
Management
Pipeline Scada 0 0 0 0
Engineers
Technicians
Management
Operators
Plumbers 0 0 0 0
Account
Production 0 0 0 0
Technologists
Project 0 0 0 0
Management For
Expansive Projects
Scaffolders 0 0 0 0
Line & Substation
Construction
155
8.3.4. South Sudan

Civil Engineers 0 4 15 30 100% 100% 100%
Design Engineers 0 4 8 16 100% 100% 100%
Environmental 0 4 10 30 100% 100% 100%
Engineers
Health & Safety 0 3 6 12 100% 100% 100%
Specialists
Maintenance 0 10 20 30 100% 100% 100%
Engineers
Material Sciences 0 4 8 16 100% 100% 100%
Engineers
Plant & Machine 0 3 6 12 100% 100% 100%
Operators
Surveyors 0 3 6 12 100% 100% 100%
Reservoir Engineers 2 10 20 30 80% 90% 93%
Processing 1 4 8 16 75% 88% 94%
Engineers
Petroleum 6 20 39 80 70% 85% 93%
Geophysicists
Mechanical 6 15 30 45 60% 80% 87%
Engineers
Petroleum 5 10 21 40 50% 76% 88%
Geochemists
Instrumentation 6 12 24 50 50% 75% 88%
Engineers (Including
Metering & Billing)
Production 11 22 44 88 50% 75% 88%
Engineers
Health & Safety 1 1 2 0 0% 50%
Managers
ICT Specialists 11 10 30 42 -10% 63% 74%
Environmental 10 5 5 0 -100% -100%
Protection
Professionals
Cementing Engineer 0 0 0 0
156
Cementing 0 0 0 0
Technicians
Engineering
Technicians
Technicians
Engineering
Operators
Experts
Technicians
Experts
Operations
Operators
Electrical 0 0 0 0
Engineering
Technicians
Electrical 0 0 0 0
Technicians
Management Skills
Geological Engineer 0 0 0 0
Engineer Operator
Gis Expert 0 0 0 0
Technicians
Control Technicians
Chain Management
Mechanical 0 0 0 0
Engineering
Technicians
157
Mechanical 0 0 0 0
Technicians
Facility Operators
Metering Operators
Operators
Operators
Over Operators
Station Operators
Farm Operators
Loading Operators
& Production
Technicians
Operators/ 0 0 0 0
Maintenance
Petroleum 0 0 0 0
Economists
Operator
Operators
Control Engineers
Control Technicians
Detection &
Monitoring
Engineers
Detection &
Monitoring
Technicians
Pipeline Managers & 0 0 0 0
Operators
158
Operation Engineers
Operation
Technicians
Engineers
Management
Engineers
Technicians
Management
Plant Electrician/ 0 0 0 0
Technician
Plumbers 0 0 0 0
Account
Production 0 0 0 0
Technologists
For Expansive
Projects
Scaffolders 0 0 0 0
Line & Substation
Construction
Welders 0 0 0 0
8.4. Land and Hydrographic Survey and Mapping
8.4.1. Uganda

Wide Range of Required Number Number Number Number % % %
HR Skills in Post Required Required Required Required Required Required
Hydrographic 0 5 10 10 100% 100% 100%
Surveyors
Lidar Analyst Engineer 0 2 5 5 100% 100% 100%
159
Geoscience Software 0 5 10 20 100% 100% 100%
Engineer
Geodesist Technologist 0 20 40 50 100% 100% 100%
Hydrographer/ 0 2 4 4 100% 100% 100%
Oceanographer
Technician
Smart Technologies 0 3 6 6 100% 100% 100%
& Mobile Mapping
Technologist
Electricians/ 0 4 8 8 100% 100% 100%
Equipment Calibration
Technologists
Remote Sensing/ 1 30 45 60 97% 98% 98%
Photogrammetrist
Photolithographer 1 4 6 6 75% 83% 83%
Database/Data 10 30 40 50 67% 75% 80%
Managers
Project Management 3 8 10 10 63% 70% 70%
For Expansive Projects
Data & Visualisation 2 5 10 10 60% 80% 80%
Specialist
Map Reproduction 3 7 8 8 57% 63% 63%
Technologist
Geomatic Engineers 100 200 300 400 50% 67% 75%
Land Surveyors 100 200 300 400 50% 67% 75%
Legal & Governance 10 20 30 40 50% 67% 75%
Skills
GIS Database 15 30 40 45 50% 63% 67%
Developers
Survey Technologist 40 80 100 120 50% 60% 67%
GPS/DGPS Operators/ 8 15 20 35 47% 60% 77%
Analysts
Engineering Surveyors 50 80 120 120 38% 58% 58%
Cartographer 19 30 40 40 37% 53% 53%
Technologist
General Project 4 6 8 8 33% 50% 50%
Management Skills
Gis Analysts/ 30 45 50 60 33% 40% 50%
Technologists
GIS Analyst 30 45 50 60 33% 40% 50%
Technologist
Geodetic & 7 10 15 15 30% 53% 53%
Engineering Control
Surveying
Land Administration/ 25 35 35 35 29% 29% 29%
Land Adjudication
160
Cad Technicians 15 20 35 35 25% 57% 57%
Ict 47 58 60 60 19% 22% 22%
Cartographers 50 60 80 80 17% 38% 38%
Property Management/ 0 0 0 0
Real Property/Estate
Agents
Urban & Regional 0 0 0 0
Planning
Resource Mapping / 0 0 0 0
Exploration Mapping
Hydrologists & Water 0 0 0 0
Resources Managers
Physical Planning 0 0 0 0
Engineers
Optical Calibration 0 0 0 0
Expert
Natural Resource 0 0 0 0
Managers
Geoscientist
Geologist Technologist 0 0 0 0
Geophysicist 0 0 0 0
Technologist
Physical Science Aide 0 0 0 0
Field Engineering Aide
Geotechnical/Civil 0 0 0 0
Engineering Technician
Researcher
Sonar Supervisor 0 0 0 0
Technologist
Exploratory Resource 0 0 0 0
Technologist
System Analyst 0 0 0 0
Technologist
Land Resource & 0 0 0 0
Land Use Planners
Technologists
Survey Records 0 0 0 0
Management Officers
Land Adjudication & 0 0 0 0
Settlement Assistants
161
8.4.2. Kenya

Geodetic & 0 36 53 78 100% 100% 100%
Engineering Control
Surveying
Optical Calibration 0 4 6 9 100% 100% 100%
Expert
Geoscience Software 0 32 47 70 100% 100% 100%
Engineer
Geophysicist 0 65 95 140 100% 100% 100%
Technologist
Physical Science Aide 0 18 27 40 100% 100% 100%
Geotechnical/Civil 0 34 50 74 100% 100% 100%
Researcher
Marine Technologists 2 128 186 274 98% 99% 99%
Urban & Regional 18 536 776 1142 97% 98% 98%
Planning
Electricians/ 21 496 718 1056 96% 97% 98%
Technologists
Photogrammetrist 72 1508 2182 3209 95% 97% 98%
Navigation Engineers 2 36 53 78 94% 96% 97%
Engineering Surveyors 43 754 1091 1605 94% 96% 97%
ICT 22 302 437 643 93% 95% 97%
Cartographers 16 210 304 448 92% 95% 96%
System Analyst 9 112 163 240 92% 94% 96%
Technologist
Lidar Analyst Engineer 5 54 79 117 91% 94% 96%
Technologist
Property Management/ 124 926 1340 1971 87% 91% 94%
Agents
Land Resource & 58 408 591 870 86% 90% 93%
Land Use Planners
Technologists
Database/Data 42 260 377 555 84% 89% 92%
Managers
162
Data & Visualisation 86 512 741 1090 83% 88% 92%
Specialist
Hydrographic 34 186 270 398 82% 87% 91%
Surveyors
GIS Analysts/ 234 1252 1812 2665 81% 87% 91%
Technologists
Geologist Technologist 12 56 82 121 79% 85% 90%
Resource Mapping / 26 112 163 240 77% 84% 89%
Exploration Mapping
Land Adjudication
Space Technologist 8 32 47 70 75% 83% 89%
GIS Database 27 108 157 231 75% 83% 88%
Developers
Cartographer 202 785 1136 1671 74% 82% 88%
Technologist
Skills
GIS Analyst 160 612 886 1303 74% 82% 88%
Technologist
Survey Records 32 120 174 256 73% 82% 88%
Management Officers
Natural Resource 76 276 400 589 72% 81% 87%
Managers
Exploratory Resource 146 503 728 1071 71% 80% 86%
Technologist
Photolithographer 324 1051 1521 2237 69% 79% 86%
Mechanical Engineers 43 126 183 270 66% 77% 84%
Sonar Supervisor 26 75 109 161 65% 76% 84%
Technologist
Remote Sensing/ 151 408 591 870 63% 74% 83%
Photogrammetrist
Smart Technologies 10 25 37 55 60% 73% 82%
& Mobile Mapping
Technologist
Physical Planning 80 195 283 417 59% 72% 81%
Engineers
Hydrographer/ 178 372 539 793 52% 67% 78%
Oceanographer
Technician
Land Surveyors 1264 2234 3233 4755 43% 61% 73%
Environmental 112 184 267 393 39% 58% 72%
Geoscientist
163
Project Management 25 40 58 86 38% 57% 71%
Hydrologists & Water 78 112 163 240 30% 52% 68%
Resources Managers
Cad Technicians 547 765 1107 1628 28% 51% 66%
Analysts
General Project 158 184 267 393 14% 41% 60%
Management Skills
Land Adjudication & 400 424 614 903 6% 35% 56%
8.4.3. Rwanda

Hydrologists & Water 47 540 772 1010 91% 94% 95%
Resources Managers
Resource Mapping / 5 30 45 60 83% 89% 92%
Exploration Mapping
Navigation Engineers 1 5 5 5 80% 80% 80%
Urban & Regional 8 30 45 60 73% 82% 87%
Planning
Remote Sensing/ 30 100 143 186 70% 79% 84%
Photogrammetrist
Hydrographic 10 30 45 60 67% 78% 83%
Surveyors
GIS Database 10 30 45 60 67% 78% 83%
Developers
Technologist
Space Technologist 2 5 7 9 60% 71% 78%
Database/Data 29 60 86 112 52% 66% 74%
Managers
GIS Analysts/ 150 300 450 600 50% 67% 75%
Technologists
Analysts
Land Resource & 6 12 17 22 50% 65% 73%
Land Use Planners
Technologists
164
Environmental 5 10 14 18 50% 64% 72%
Geoscientist
Photogrammetrist 5 10 14 18 50% 64% 72%
Cartographers 64 111 161 211 42% 60% 70%
Land Surveyors 216 281 402 523 23% 46% 59%
Land Adjudication
Agents
Geodetic & 0 0 0 0
Engineering Control
Surveying
Engineers
Expert
Managers
Data & Visualisation 0 0 0 0
Specialist
Geoscience Software 0 0 0 0
Engineer
Survey Technologist 0 0 0 0
Geophysicist 0 0 0 0
Technologist
Researcher
Technologist
Hydrographer/ 0 0 0 0
Oceanographer
Technician
Cartographer 0 0 0 0
Technologist
GIS Analyst 0 0 0 0
Technologist
165
Technologist
Smart Technologies 0 0 0 0
& Mobile Mapping
Technologist
Cad Technicians 0 0 0 0
Electricians/ 0 0 0 0
Technologists
Technologist
Legal & Governance 0 0 0 0
Skills
Management Skills
Management Officers
8.4.4. South Sudan


Wide Range of Required Number Number Number Number % % %
HR Skills in Post Required Required Required Required Required Required
Remote Sensing/ 0 2 5 7 100% 100% 100%
Photogrammetrist
Cartographers 0 2 3 4 100% 100% 100%
Marine Technologists 0 1 2 2 100% 100% 100%
Gis Analysts/ 1 2 5 7 50% 80% 86%
Technologists
General Project 1 2 4 5 50% 75% 80%
Management Skills
Land Surveyors 1 2 3 10 50% 67% 90%
Database/Data 1 2 3 0 50% 67%
Managers
166
Skills
Ict 1 1 2 2 0% 50% 50%
Land Resource & 2 2 2 3 0% 0% 33%
Land Use Planners
Technologists
GIS Analyst 7 2 3 5 -250% -133% -40%
Technologist
GPS/DGPS Operators/ 7 1 1 2 -600% -600% -250%
Analysts
Geophysicist 0 0 1 2 100% 100%
Technologist
Geomatic Engineers 0 0 0 0
Hydrographic 0 0 0 0
Surveyors
Agents
Land Administration/ 0 0 0 0
Land Adjudication
Urban & Regional 0 0 0 0
Planning
Geodetic & Engineering 0 0 0 0
Control Surveying
Resource Mapping / 0 0 0 0
Exploration Mapping
Hydrologists & Water 0 0 0 0
Resources Managers
Engineers
Expert
Managers
Geoscientist
Data & Visualisation 0 0 0 0
Specialist
GIS Database 0 0 0 0
Developers
167
Geoscience Software 0 0 0 0
Engineer
Researcher
Technologist
Hydrographer/ 0 0 0 0
Oceanographer
Technician
Cartographer 0 0 0 0
Technologist
Technologist
Smart Technologies 0 0 0 0
& Mobile Mapping
Technologist
Cad Technicians 0 0 0 0
Electricians/ 0 0 0 0
Technologists
Technologist
Map Reproduction 0 0 0 0
Technologist
Management Officers
168
8.5. Land, Property Valuation and Physical Planning
8.5.1. Uganda

Draughtsman 0 5 10 10 100% 100% 100%
Craftsmen
Plant & Machine 0 2 5 5 100% 100% 100%
Operators
Lithographer 0 5 10 20 100% 100% 100%
Draughtsmen 0 20 40 50 100% 100% 100%
Quantity Surveyors 0 2 4 4 100% 100% 100%
Land Administrators/ 0 3 6 6 100% 100% 100%
Land Administration
Officers
Land Registrars/Land 0 4 8 8 100% 100% 100%
Registration Officers
Architects 1 30 45 60 97% 98% 98%
Urban Planners/Urban 1 4 6 6 75% 83% 83%
Designers
Photolithographic 10 30 40 50 67% 75% 80%
Professional
Cartographers 3 8 10 10 63% 70% 70%
Land Valuers 2 5 10 10 60% 80% 80%
Records Management 3 7 8 8 57% 63% 63%
Officers
Social Planners 100 200 300 400 50% 67% 75%
Investment/Economic 100 200 300 400 50% 67% 75%
Planners/Economists
Land Surveyors/ 10 20 30 40 50% 67% 75%
Geomatic Engineers
Physical Planners 15 30 40 45 50% 63% 67%
Agricultural Officers & 40 80 100 120 50% 60% 67%
Agricultural Assistants
Architectural 8 15 20 35 47% 60% 77%
Assistants
Assistant Land 50 80 120 120 38% 58% 58%
Assistant Plan Records 19 30 40 40 37% 53% 53%
Officers
169
Builders/Artisans/ 4 6 8 8 33% 50% 50%
Craftsmen
Building 30 45 50 60 33% 40% 50%
Superintendents
Building Surveyors 30 45 50 60 33% 40% 50%
Cartography Assistants 7 10 15 15 30% 53% 53%
Electrical Engineers 25 35 35 35 29% 29% 29%
Environment & 15 20 35 35 25% 57% 57%
Natural Resource
Planners/Officers
Estate Agents/Property 47 58 60 60 19% 22% 22%
Managers
Gis Data Management 50 60 80 80 17% 38% 38%
Assistants
Graphic Designers/ 0 0 0 0
Graphich Design
Assistants
Infrastructure Planners 0 0 0 0
(Services, Roads,
Airports)
Settlement Officers
Land Information 0 0 0 0
Systems/Gis Data
Management Officers
Land Lawyers/Legal 0 0 0 0
Officers
Photogrammetry 0 0 0 0
Assistants
Photolithographic 0 0 0 0
Assistant
Assistants
170
Quantity Survey 0 0 0 0
Assistants
Officers
Technicians - 0 0 0 0
Electronics
Technicians - 0 5 10 10 100% 100% 100%
Mechanical
Valuation Assistants 0 2 5 5 100% 100% 100%
Water Engineers 0 5 10 20 100% 100% 100%
8.5.2. Kenya

Assistant Plan Records 0 28 36.59 48 100% 100% 100%
Officers
Building Surveyors 20 29 37.9 50 31% 47% 60%
Cartographers 30 200 261.4 342 85% 89% 91%
Draughtsmen 0 11 14.38 19 100% 100% 100%
Graphic Designers/ 0 32 41.82 55 100% 100% 100%
Graphich Design
Assistants
Optical Engineer 0 2 2.614 3.4 100% 100% 100%
Photogrammetrists 0 40 52.28 68 100% 100% 100%
Plan Records Officers 0 4 5.228 6.8 100% 100% 100%
Survey Records 0 121 158.1 207 100% 100% 100%
Officers
Landscape Architects 1 49 64.04 84 98% 98% 99%
Social Planners 2 30 39.21 51 93% 95% 96%
Cartography Assistants 10 121 158.1 207 92% 94% 95%
Technicians - 2 24 31.37 41 92% 94% 95%
Electronics
Environment & 2 14 18.3 24 86% 89% 92%
Natural Resource
Planners/Officers
171
Architectural 9 62 81.03 106 85% 89% 92%
Assistants
Physical Planning 8 54 70.58 92 85% 89% 91%
Assistants
Valuation Assistants 4 27 35.29 46 85% 89% 91%
ICT Officers 16 95 124.2 162 83% 87% 90%
Technicians - 14 69 90.18 118 80% 84% 88%
Mechanical
Quantity Survey 6 29 37.9 50 79% 84% 88%
Assistants
Infrastructure Planners 10 45 58.81 77 78% 83% 87%
(Services, Roads,
Airports)
Building 11 47 61.43 80 77% 82% 86%
Superintendents
Structural Assistants 15 57 74.5 97 74% 80% 85%
Land Lawyers/Legal 17 52 67.96 89 67% 75% 81%
Officers
Mechanical Engineers 43 126 164.7 215 66% 74% 80%
Urban Planners/Urban 10 26 33.98 44 62% 71% 77%
Designers
Physical Planners 43 109 142.5 186 61% 70% 77%
Estate Agents/Property 89 216 282.3 369 59% 68% 76%
Managers
Records Management 32 77 100.6 132 58% 68% 76%
Officers
Quantity Surveyors 46 105 137.2 179 56% 66% 74%
Technicians - Electrical 29 63 82.34 108 54% 65% 73%
Structural Engineers 69 133 173.8 227 48% 60% 70%
Land Surveyors/ 160 299 390.8 511 46% 59% 69%
Geomatic Engineers
Land Administrators/ 99 184 240.5 314 46% 59% 69%
Land Administration
Officers
Electrical Engineers 39 71 92.79 121 45% 58% 68%
Land Registrars/Land 98 169 220.9 289 42% 56% 66%
Architects 69 115 150.3 196 40% 54% 65%
Plant & Machine 3 5 6.535 8.5 40% 54% 65%
Operators
Photogrammetry 60 96 125.5 164 38% 52% 63%
Assistants
Land Survey Assistants 218 343 448.3 586 36% 51% 63%
Photolithographic 73 112 146.4 191 35% 50% 62%
Assistant
172
Land Assistants 17 26 33.98 44 35% 50% 62%
Gis Data Management 20 30 39.21 51 33% 49% 61%
Assistants
Land Adjudication & 132 197 257.5 337 33% 49% 61%
Settlement Officers
Land Valuers 65 97 126.8 166 33% 49% 61%
Investment/Economic 19 25 32.67 43 24% 42% 56%
Planners/Economists
Builders/Artisans/ 86 109 142.5 186 21% 40% 54%
Craftsmen
Assistant Land 125 140 183 239 11% 32% 48%
Land Adjudication & 400 424 554.2 724 6% 28% 45%
Land Information 13 0 25.31 33 49% 61%
Systems/Gis Data
Management Officers
Agricultural Officers & 12 0 15.68 20 23% 41%
Professional
Draughtsman 0 0 0 0
Craftsmen
8.5.3. Rwanda

Water Engineers 47 540 772 1010 91% 94% 95%
Landscape Architects 7 30 30 30 77% 77% 77%
Land Valuers 112 420 600 780 73% 81% 86%
Architects 65 204 294 384 68% 78% 83%
Environment & 274 690 985 1280 60% 72% 79%
Natural Resource
Planners/Officers
Cartographers 64 111 161 211 42% 60% 70%
Land Surveyors/ 216 281 402 523 23% 46% 59%
Geomatic Engineers
173
Land Administrators/ 506 536 767 998 6% 34% 49%
Land Administration
Officers
Assistants
Designers
Land Lawyers/Legal 6 6 6 6 0% 0% 0%
Officers
Agricultural Officers & 0 0 0 0
Architectural 0 0 0 0
Assistants
Assistant Land 0 0 0 0
Assistant Plan Records 0 0 0 0
Officers
Builders/Artisans/ 0 0 0 0
Craftsmen
Building 0 0 0 0
Superintendents
Building Surveyors 10 20 25 35
Draughtsmen 0 0 0 0
Estate Agents/Property 0 0 0 0
Managers
Graphich Design
Assistants
Infrastructure Planners 0 0 0 0
(Services, Roads,
Airports)
Investment/Economic 0 0 0 0
Planners/Economists
Settlement Officers
Systems/Gis Data
Management Officers
174
Land Registrars/Land 0 0 0 0
Assistants
Assistant
Assistants
Operators
Quantity Survey 0 0 0 0
Assistants
Records Management 0 0 0 0
Officers
Social Planners 0 0 0 0
Officers
Electronics
Mechanical
Valuation Assistants 0 0 0 0
Professional
Draughtsman 0 0 0 0
Craftsmen
8.5.4. South Sudan


Building Surveyors 0 20 20 20 100% 100% 100%
175
Estate Agents/Property 0 9 14 18 100% 100% 100%
Managers
Assistants
Infrastructure Planners 0 6 8 14 100% 100% 100%
(Services, Roads,
Airports)
Investment/Economic 0 3 6 12 100% 100% 100%
Planners/Economists
Land Registrars/Land 0 12 16 16 100% 100% 100%
Land Valuers 0 4 6 10 100% 100% 100%
Land Lawyers/Legal 0 2 2 4 100% 100% 100%
Officers
Photogrammetrists 0 4 6 10 100% 100% 100%
Physical Planning 0 24 32 55 100% 100% 100%
Assistants
Social Planners 0 8 17 30 100% 100% 100%
Valuation Assistants 0 12 24 42 100% 100% 100%
Environment & 1 26 36 53 96% 97% 98%
Natural Resource
Planners/Officers
ICT Officers 3 14 20 30 79% 85% 90%
Technicians - Electrical 6 20 25 40 70% 76% 85%
Records Management 6 16 18 28 63% 67% 79%
Officers
Structural Assistants 21 55 75 110 62% 72% 81%
Designers
Quantity Survey 6 12 15 20 50% 60% 70%
Assistants
Land Survey Assistants 6 12 12 20 50% 50% 70%
Land Surveyors/ 33 59 71 76 44% 54% 57%
Geomatic Engineers
Draughtsmen 6 10 18 25 40% 67% 76%
Technicians - 10 10 15 18 0% 33% 44%
Mechanical
Agricultural Officers & 0 0 0 0
Architects 0 0 0 0
Architectural 0 0 0 0
Assistants
176
Assistant Land 0 0 0 0
Assistant Plan Records 0 0 0 0
Officers
Builders/Artisans/ 0 0 0 0
Craftsmen
Building 0 0 0 0
Superintendents
Graphich Design
Assistants
Settlement Officers
Land Administrators/ 0 0 0 0
Land Administration
Officers
Systems/Gis Data
Management Officers
Assistants
Assistant
Operators
Officers
Electronics
Professional
Draughtsman 0 0 0 0
Craftsmen
177
8.6. ICT
8.6.1. Uganda

Years Years Years
General Website 0 17 34 40 100% 100% 100%
Developers
Wireless & 0 15 38 60 100% 100% 100%
Transmission
Security Specialists
Game Designers & 0 10 25 31 100% 100% 100%
Developers
Industrial 0 14 33 40 100% 100% 100%
Designers
Fiber Engineers 0 12 24 50 100% 100% 100%
Radio Frequency 0 30 60 76 100% 100% 100%
Planning Specialist
Computer 0 18 36 56 100% 100% 100%
Forensics
Specialists
Business 0 8 33 52 100% 100% 100%
Continuity &
Management
Specialists
It Risk Specialists 0 5 19 25 100% 100% 100%
Internet Of Things 0 5 13 23 100% 100% 100%
(Iot) Specialists
Smart Grid 0 8 12 17 100% 100% 100%
Specialists
Smart Building, 0 7 19 30 100% 100% 100%
Home, Office
Developers
Knowledge 0 6 22 38 100% 100% 100%
Engineers
Data Scientists 19 5 12 19 -280% -58% 0%
Machine Learning 0 5 11 50 100% 100% 100%
Specialists
Online Work Skills 0 10 18 40 100% 100% 100%
Broadcast Systems 0 12 19 31 100% 100% 100%
Specialists
178
Publishing Systems 0 15 18 28 100% 100% 100%
Specialists
Network Security 2 30 60 90 93% 97% 98%
Specialists
Cloud Computing 2 25 50 89 92% 96% 98%
Specialists
Radio Transmission 5 56 112 124 91% 96% 96%
Specialist
Knowledge 1 9 21 61 89% 95% 98%
Management
Specialists
Multimedia 2 15 32 48 87% 94% 96%
Specialist
Telecommunication 10 67 134 140 85% 93% 93%
Network
Performance
Optimization
Specialist
Information 4 25 50 80 84% 92% 95%
Systems Auditors
Business Systems 1 5 10 18 80% 90% 94%
Manager
Broadcast Manager 1 5 10 15 80% 90% 93%
Data Analytics 2 9 23 50 78% 91% 96%
Data Center 8 33 66 100 76% 88% 92%
Specialists
Cross Platform 2 8 25 46 75% 92% 96%
Mobile Application
Developers
Business 2 8 20 50 75% 90% 96%
Intelligence
Specialists
It Project Managers 20 78 156 187 74% 87% 89%
Database Managers 25 90 180 121 72% 86% 79%
iOS Developers 2 7 20 34 71% 90% 94%
Graphic Designers 3 10 29 33 70% 90% 91%
Software Testers & 5 15 90 160 67% 94% 97%
Evaluators
Android 5 15 45 66 67% 89% 92%
Developers
Enterprise Architect 5 14 30 67 64% 83% 93%
Network Engineers 25 67 134 130 63% 81% 81%
IP Network 10 25 50 67 60% 80% 85%
Engineer
Linux System 19 45 90 100 58% 79% 81%
Specialists
179
Information 12 28 56 95 57% 79% 87%
Front-End Web 65 150 306 350 57% 79% 81%
Developers
ICT Help Desk 80 180 360 370 56% 78% 78%
Support Officers
Database Designers 58 125 202 323 54% 71% 82%
& Developers
Software Architects 14 30 66 123 53% 79% 89%
& Integrators
Application 38 77 99 149 51% 62% 74%
Developers
Backend Web 38 77 98 121 51% 61% 69%
Developers
Systems Engineers 10 20 98 156 50% 90% 94%
Systems and/or 32 64 135 230 50% 76% 86%
Business Analysts
Network Switching
Specialist
Wireless Network 18 36 72 108 50% 75% 83%
Engineers
Full-Stack Web 35 69 144 151 49% 76% 77%
Developers
Network 81 150 300 321 46% 73% 75%
Administrators
Business Process 12 22 52 98 45% 77% 88%
Outsourcing
Specialist
Cyber Security 9 15 30 45 40% 70% 80%
Specialists
Database 50 79 158 160 37% 68% 69%
Administrator
Systems 58 77 154 146 25% 62% 60%
Administrators
Windows Systems 99 100 200 214 1% 51% 54%
Specialists
Webmaster 56 28 56 87 -100% 0% 36%
IT Technician 199 84 168 190 -137% -18% -5%
180
8.6.2. Kenya

Years Years Years
Industrial Designers 0 1 3 5 100% 100% 100%
It Risk Specialists 0 1 3 5 100% 100% 100%
(Iot) Specialists
Smart Grid 0 2 12 28 100% 100% 100%
Specialists
Smart Building, 0 6 20 46 100% 100% 100%
Home, Office
Developers
Specialists
Data Scientists 4 14 37 66 71% 89% 94%
Broadcast Systems 1 3 9 17 67% 89% 94%
Specialists
Publishing Systems 1 3 9 17 67% 89% 94%
Specialists
Knowledge 4 11 34 65 64% 88% 94%
Management
Specialists
Data Analytics 6 16 34 60 63% 82% 90%
Information 8 21 40 67 62% 80% 88%
Systems Auditors
Specialists
Business 7 18 40 73 61% 83% 90%
Intelligence
Specialists
Cloud Computing 7 18 38 69 61% 82% 90%
Specialists
IP Network 6 15 34 65 60% 82% 91%
Engineer
Database 17 42 79 125 60% 78% 86%
Administrator
Systems 25 61 96 151 59% 74% 83%
Administrators
181
Backend Web 12 29 61 94 59% 80% 87%
Developers
Business Continuity 6 14 30 51 57% 80% 88%
& Management
Specialists
Cyber Security 10 23 33 44 57% 70% 77%
Specialists
Information 16 36 65 105 56% 75% 85%
Database Designers 13 29 58 103 55% 78% 87%
& Developers
Network 18 40 72 110 55% 75% 84%
Administrators
Fiber Engineers 5 11 27 54 55% 81% 91%
Wireless & 5 11 21 34 55% 76% 85%
Transmission
Front-End Web 12 26 46 70 54% 74% 83%
Developers
Outsourcing
Specialist
ICT Help Desk 65 135 223 320 52% 71% 80%
Support Officers
Knowledge 4 8 21 40 50% 81% 90%
Engineers
Computer Forensics 6 12 24 45 50% 75% 87%
Specialists
Linux System 26 52 86 135 50% 70% 81%
Specialists
Broadcast Manager 1 2 3 4 50% 67% 75%
Business Systems 1 2 3 4 50% 67% 75%
Manager
Windows Systems 46 92 131 175 50% 65% 74%
Specialists
iOS Developers 3 6 8 13 50% 63% 77%
IT Technician 38 74 130 183 49% 71% 79%
Webmaster 9 17 33 46 47% 73% 80%
Data Center 15 28 56 94 46% 73% 84%
Specialists
Engineers
182
Evaluators
Android Developers 9 15 27 49 40% 67% 82%
Full-Stack Web 11 18 34 58 39% 68% 81%
Developers
Network
Performance
Optimization
Specialist
Application 25 40 64 104 38% 61% 76%
Developers
Cross Platform 7 11 23 41 36% 70% 83%
Mobile Application
Developers
Systems and/or 45 70 130 215 36% 65% 79%
Business Analysts
Software Architects 25 37 57 89 32% 56% 72%
& Integrators
Network Switching
Specialist
Multimedia 4 5 7 9 20% 43% 56%
Specialist
Radio Frequency 14 15 19 25 7% 26% 44%
Planning Specialist
Specialist
Game Designers & 0 0 1 2 100% 100%
Developers
General Website 0 0 0 0
Developers
8.6.3. Rwanda
8.6.4. South Sudan

Number of Skilled
People
Years Years Years
Evaluators
183
Software Architects & 0 3 5 8 100% 100% 100%
Integrators
Android Developers 0 6 10 15 100% 100% 100%
iOS Developers 0 4 8 15 100% 100% 100%
Cross Platform 0 5 10 15 100% 100% 100%
Mobile Application
Developers
Backend Web 0 5 10 15 100% 100% 100%
Developers
Full-Stack Web 0 10 15 20 100% 100% 100%
Developers
Game Designers & 0 3 6 10 100% 100% 100%
Developers
Industrial Designers 0 4 10 15 100% 100% 100%
Multimedia Specialist 0 10 15 20 100% 100% 100%
Database 0 5 10 15 100% 100% 100%
Administrator
Network Performance
Optimization
Specialist
Linux System 0 5 10 15 100% 100% 100%
Specialists
Windows Systems 0 5 10 15 100% 100% 100%
Specialists
Cloud Computing 0 4 10 15 100% 100% 100%
Specialists
Data Center Specialists 0 5 10 15 100% 100% 100%
Specialists
Information Security 0 3 6 10 100% 100% 100%
Specialists
Cyber Security 0 4 7 10 100% 100% 100%
Specialists
Information Systems 0 2 5 10 100% 100% 100%
Auditors
Computer Forensics 0 4 8 10 100% 100% 100%
Specialists
Business Continuity 0 5 10 15 100% 100% 100%
& Management
Specialists
184
Wireless & 0 5 10 15 100% 100% 100%
Transmission Security
Specialists
(Iot) Specialists
Smart Grid Specialists 0 3 5 10 100% 100% 100%
Smart Building, Home, 0 3 5 10 100% 100% 100%
Office Developers
Knowledge Engineers 0 4 8 12 100% 100% 100%
Data Scientists 0 4 8 12 100% 100% 100%
Data Analytics 0 3 5 10 100% 100% 100%
Specialists
Knowledge 0 3 5 10 100% 100% 100%
Management
Specialists
Business Intelligence 0 3 5 10 100% 100% 100%
Specialists
Outsourcing Specialist
Webmaster 2 10 15 20 80% 87% 90%
Systems and/or 1 4 6 10 75% 83% 90%
Business Analysts
Front-End Web 3 10 15 20 70% 80% 85%
Developers
Database Designers & 2 6 12 20 67% 83% 90%
Developers
Fiber Engineers 2 6 10 15 67% 80% 87%
Network 2 5 10 15 60% 80% 87%
Administrators
Systems 2 5 8 10 60% 75% 80%
Administrators
IP Network Engineer 4 10 15 20 60% 73% 80%
Application 2 4 10 15 50% 80% 87%
Developers
Engineers
Specialist
ICT Help Desk 6 10 15 20 40% 60% 70%
Support Officers
Radio Frequency 4 6 10 15 33% 60% 73%
Planning Specialist
185
Network Switching
Specialist
IT Technician 13 15 20 25 13% 35% 48%
General Website 0 0 0 0
Developers
Broadcast Manager 0 0 0 0
Business Systems 0 0 0 0
Manager
It Risk Specialists 0 0 0 0
Broadcast Systems 0 0 0 0
Specialists
Publishing Systems 0 0 0 0
Specialists
8.7. Airspace Management
8.7.1. Uganda

Required HR in Post Required Required Required Required Required Required
Skills Currently In 5 Years In 10 Currently In 5 In 10
Years Years Years
Air Traffic Safety 0 4 8 12 100% 100% 100%
Electronics
Personnel
(ATSEP)
Electrical 1 5 8 12 80% 88% 92%
Engineers
Aircraft Cleaners 4 9 15 25 56% 73% 84%
Maintenance 4 9 13 21 56% 69% 81%
Planners-
Engineers
Airframe & 4 8 16 24 50% 75% 83%
Engines, Electrical
Technicians
Aircraft 3 6 6 6 50% 50% 50%
Certification
Personnel
Refueling Crew 4 6 8 16 33% 50% 75%
Air Transport Pilot 7 9 13 17 22% 46% 59%
Licence (ATPL)
186
Crew Certification 2 2 2 2 0% 0% 0%
Personnel (Type
Rating)
Type Rating 2 2 2 2 0% 0% 0%
Examiners
Aviation Lawyers 4 4 4 4 0% 0% 0%
Airport Managers 2 2 2 2 0% 0% 0%
Aviation Doctors 2 2 2 2 0% 0% 0%
Avionics 4 2 2 2 -100% -100% -100%
Engineers
Commercial Pilot 0 0 0 0
Licence (CPL)
Private Pilot 0 0 0 0
Licence (PPL)
Student Pilot 0 0 0 0
Licence (SPL)
Cabin Crew 0 0 0 0
Member
Certificate (CMC)
Aircraft 0 0 0 0
Maintenance
Engineers
(AMEL)
Air Traffic 0 0 0 0
Controllers (ATC/
ATM)
Aeronautical 0 0 0 0
Information
Service Personnel
(AIS/AIM)
Communication
Operations
Personnel (COM/
OPS)
Aviation Security 0 0 0 0
Personnel
(AVSEC)
Licensed Flight 0 0 0 0
Dispatchers &
Marshals
Designer 0 0 0 0
Engineers
Structural 0 0 0 0
Engineers
Power Plant 0 0 0 0
Engineers
187
Navigation 0 0 0 0
Engineers
Instrument 0 0 0 0
Checkers-
Engineers
Air Transport 0 0 0 0
Regulatory
Officers
Instrument 0 0 0 0
Checkers-
Technicians
Technical 0 0 0 0
Personnel-
Regulators
Mechanical 0 0 0 0
Technicians
Aerodrome 0 0 0 0
Inspectors
Legislation & 0 0 0 0
Enforcement
Officers
AIS/Map, 0 0 0 0
PANSOPS
Air Traffic 0 0 0 0
Management,
Search & Rescue
(ATM)
Aerodromes & 0 0 0 0
Grounds Aids
(AGA)
AVSEC 0 0 0 0
Regulators
Flight Operation 0 0 0 0
Inspectors
Air Incident 0 0 0 0
& Accident
Investigators
(Varied Skills:
ATC, Medical,
Engineering,
Legal,
Meteorology)
ANS Meteorology 0 0 0 0
Airline Managers 0 0 0 0
188
ICAO Qualified 0 0 0 0
Course
Developers
(IQCDs)
ICAO STP 0 0 0 0
Instructor
8.7.2. Kenya

Years Years Years
Instrument 0 3 5 8 100% 100% 100%
Checkers-
Engineers
ICAO STP 8 64 68 72 88% 88% 89%
Instructor
ICAO Qualified 8 56 68 72 86% 88% 89%
Course Developers
(IQCDs)
Aeronautical 17 77 77 80 78% 78% 79%
Communication
Operations
Personnel (COM/
OPS)
AIS/Map, 1 4 5 5 75% 80% 80%
PANSOPS
Aerodrome 4 13 20 25 69% 80% 84%
Inspectors
Instrument 1 3 5 8 67% 80% 88%
Checkers-
Technicians
Air Incident 6 17 23 28 65% 74% 79%
& Accident
Investigators
(Varied Skills:
ATC, Medical,
Engineering,
Legal,
Meteorology)
Legislation & 5 13 13 15 62% 62% 67%
Enforcement
Officers
189
Air Traffic 2 5 5 10 60% 60% 80%
Management,
Search & Rescue
(ATM)
Air Transport 8 17 17 20 53% 53% 60%
Regulatory
Officers
Aviation Security 7 14 14 20 50% 50% 65%
Personnel
(AVSEC)
Crew Certification 11 20 20 25 45% 45% 56%
Personnel (Type
Rating)
Aircraft 694 1200 1272 1349 42% 45% 49%
Maintenance
Engineers
(AMEL)
Airframe & 694 1200 1272 1349 42% 45% 49%
Engines, Electrical
Technicians
AVSEC 7 10 12 12 30% 42% 42%
Regulators
Aircraft 22 30 30 35 27% 27% 37%
Certification
Personnel
Commercial Pilot 1563 2100 2226 2360 26% 30% 34%
Licence (CPL)
Air Traffic 177 222 222 240 20% 20% 26%
Controllers (ATC/
ATM)
Air Traffic Safety 73 87 87 90 16% 16% 19%
Electronics
Personnel
(ATSEP)
Student Pilot 2543 3000 3180 3371 15% 20% 25%
Licence (SPL)
ANS Meteorology 7 8 9 10 13% 22% 30%
Air Transport Pilot 1062 1200 1272 1349 12% 17% 21%
Licence (ATPL)
Cabin Crew 1942 1990 2109 2236 2% 8% 13%
Member
Certificate (CMC)
Maintenance 17 17 35 72 0% 51% 76%
Planners-
Engineers
Avionics 15 15 27 35 0% 44% 57%
Engineers
190
Aerodromes & 6 6 10 15 0% 40% 60%
Grounds Aids
(AGA)
Electrical 18 18 30 35 0% 40% 49%
Engineers
Structural 16 16 25 36 0% 36% 56%
Engineers
Airport Managers 31 31 45 45 0% 31% 31%
Power Plant 19 19 27 35 0% 30% 46%
Engineers
Flight Operation 8 8 10 15 0% 20% 47%
Inspectors
Aviation Doctors 11 11 12 15 0% 8% 27%
Refueling Crew 170 170 181 192 0% 6% 11%
Licensed Flight 208 208 221 235 0% 6% 11%
Dispatchers &
Marshals
Private Pilot 1255 1255 1330 1411 0% 6% 11%
Licence (PPL)
Flight Schedulers 73 73 74 78 0% 1% 6%
Technical 29 29 29 35 0% 0% 17%
Personnel-
Regulators
Aeronautical 67 63 63 70 -6% -6% 4%
Information
Service Personnel
(AIS/AIM)
Navigation 24 22 24 30 -9% 0% 20%
Engineers
Designer 0 0 15 20 100% 100%
Engineers
Mechanical 0 0 0 0
Technicians
Type Rating 0 0 0 0
Examiners
191
8.7.3. Rwanda

Required HR in Post Required Required Required Required Required Required
Skills Currently In 5 Years In 10 Currently In 5 In 10
Years Years Years
Aerodrome 3 14 14 16 79% 79% 81%
Inspectors
Electrical 2 8 10 14 75% 80% 86%
Engineers
Cabin Crew 3 12 14 20 75% 79% 85%
Member
Certificate
(CMC)
Air Transport 40 136 150 175 71% 73% 77%
Pilot Licence
(ATPL)
Aircraft 3 8 10 13 63% 70% 77%
Certification
Personnel
Aircraft 67 177 160 255 62% 58% 74%
Maintenance
Engineers
(AMEL)
Aeronautical 5 13 16 20 62% 69% 75%
Information
Service Personnel
(AIS/AIM)
Flight Operation 4 10 12 14 60% 67% 71%
Inspectors
Air Traffic 5 12 14 16 58% 64% 69%
Management,
Search & Rescue
(ATM)
Crew 3 7 12 14 57% 75% 79%
Certification
Personnel (Type
Rating)
ANS 14 32 38 42 56% 63% 67%
Meteorology
Air Transport 2 4 6 0 50% 67%
Regulatory
Officers
Power Plant 15 30 45 55 50% 67% 73%
Engineers
192
Aviation Security 5 10 14 18 50% 64% 72%
Personnel
(AVSEC)
Avionics 17 30 45 55 43% 62% 69%
Engineers
Maintenance 3 5 7 9 40% 57% 67%
Planners-
Engineers
Air Traffic 30 50 60 75 40% 50% 60%
Controllers
(ATC/ATM)
Mechanical 15 23 30 40 35% 50% 63%
Technicians
Licensed Flight 12 18 22 30 33% 45% 60%
Dispatchers &
Marshals
Navigation 13 18 22 28 28% 41% 54%
Engineers
ICAO Qualified 0 0 0 0
Course
Developers
(IQCDs)
Commercial Pilot 0 0 0 0
Licence (CPL)
Private Pilot 0 0 0 0
Licence (PPL)
Student Pilot 0 0 0 0
Licence (SPL)
Communication
Operations
Personnel (COM/
OPS)
Refueling Crew 0 0 0 0
Designer 0 0 0 0
Engineers
Structural 0 0 0 0
Engineers
Instrument 0 0 0 0
Checkers-
Engineers
Air Traffic Safety 0 0 0 0
Electronics
Personnel
(ATSEP)
193
Airframe 0 0 0 0
& Engines,
Electrical
Technicians
Instrument 0 0 0 0
Checkers-
Technicians
Technical 0 0 0 0
Personnel-
Regulators
Legislation & 0 0 0 0
Enforcement
Officers
AIS/Map, 0 0 0 0
PANSOPS
Aerodromes & 0 0 0 0
Grounds Aids
(AGA)
AVSEC 0 0 0 0
Regulators
Type Rating 0 0 0 0
Examiners
Air Incident 0 0 0 0
& Accident
Investigators
(Varied Skills:
ATC, Medical,
Engineering,
Legal,
Meteorology)
Airport Managers 0 0 0 0
Aviation Doctors 0 0 0 0
ICAO STP 0 0 0 0
Instructor
8.8. Maritime Transport and Shipping Logistics
8.8.1. Uganda
194
Operator Skills 0 5 5 5 100% 100% 100%
Trainers/ Examiners
Maritime Lawyers 0 5 5 0 100% 100%
Ship Building 0 10 5 0 100% 100%
Inspectors
Ship Surveyors 0 5 5 0 100% 100%
Port State Inspectors 0 10 0 5 100% 100%
Marine Accident 0 10 0 5 100% 100%
Investigators
Marine Engineer 0 0 0 0
Officers
Crisis Officers 0 0 0 0
Stress & Conflict 0 0 0 0
Officers
Maintenance & 0 0 0 0
Repair Engineers
Ship Building 0 0 0 0
Technicians
Freight Forwarding 0 0 0 0
Agents
Cargo Coordinator 0 0 0 0
Transport & Logistics 0 0 0 0
Agents
Logistic & 0 0 0 0
Freight Agents
Cargo Clearing Agents 0 0 0 0
Firefighters 0 0 0 0
Coxswains 0 0 0 0
Engine & Deck 0 0 0 0
Ratings
Nautical Officers 0 0 0 0
(Captains/Pilots)
Navigation Aid 0 0 0 0
Inspectors
Small Vessel 0 0 0 0
Inspectors
Marine Billing 0 0 0 0
Officers
195
Marine 0 0 0 0
Communication
Technicians
ICT (System 0 0 0 0
Administrator,
Database
Management)
Riggers 0 0 0 0
Technicians
Hospitality Officers 0 0 0 0
(Cooks)
Bunkering Operators 0 0 0 0
& Managers
Marine 0 0 0 0
Communication
Officers
Boat Drivers & 0 0 0 0
Boatswains
GMDSS Equipment 0 0 0 0
Operators
Pollution Control 0 0 0 0
Officers
Tug Master 0 0 0 0
Sailor 0 0 0 0
Marine Hydrographic 0 0 0 0
Surveyors
Maritime Technologist 0 0 0 0
Marine Ecologist 0 0 0 0
Port Planners 0 0 0 0
Port Managers 0 0 0 0
Port Operators 0 0 0 0
Marine Meteorologist 0 0 0 0
Crew Managers & 0 0 0 0
Agency
196
Marine Electricians/ 0 0 0 0
Electro-Technical
Officers
Maritime Project 0 0 0 0
Managers
Sea Watch & Rescue 0 0 0 0
Operators
Commercial Ship 0 0 0 0
Monitoring Officers
Registrar Of Ships 0 0 0 0
Registrar Of Seafarers 0 0 0 0
Container Terminal 0 0 0 0
Operators
Programmable 0 0 0 0
Logistic Controllers
Crowd Control 0 0 0 0
Managers
Divers 0 0 0 0
Custom Warehouse 0 0 0 0
Officers
Small Craft Surveyors 0 0 0 0
/ Inspectors
Ism Code Auditors 0 0 0 0
Import & Export 0 0 0 0
Clerks
Officers
Maritime Emergency 0 0 0 0
Preparedness &
Response Officers
197
Surveyors Of Off- 0 0 0 0
Shore Floating Units
Welders 0 0 0 0
Plumbers 0 0 0 0
Marine Technicians( 0 0 0 0
Marine Engineer Iv)
Marine Radio Radar 0 0 0 0
Operators
Cargo Security 0 0 0 0
Officers
Dockers 0 0 0 0
Naval Architects(Ship 0 0 0 0
Designers)
Ship Buiding 0 0 0 0
Electricians
Geologists/ 0 0 0 0
Geophysicists
Structural Engineers, 0 0 0 0
Oil Terminal 0 0 0 0
Operators
Exploration 0 0 0 0
& Production
Logisticians
198
Marine Pollution 0 0 0 0
Officers
Marine & 0 0 0 0
Environmental
Lawyers
Maritime Economists 0 0 0 0
Marine Financiers/ 0 0 0 0
Underwriters
Maritime Insurance 0 0 0 0
Brokers
Public Relations 0 0 0 0
Officer (Oil Spills)
Commercial 0 0 0 0
Procurement Officer
Maritime Disputes & 0 0 0 0
Arbitration
Maritime Law & 0 0 0 0
Shipping Contracts
Sales & Marketing 0 0 0 0
Agents
Marine Purchasing & 0 0 0 0
Supply Chain Officers
Ship Chartering 0 0 0 0
(Stewards)
Marine Conservation 0 0 0 0
Officers
Dive Videographers/ 0 0 0 0
Photographers
Defence Personnel 0 0 0 0
Coast Guards 0 0 0 0
Safety Technician 0 0 0 0
Port & Terminal 0 0 0 0
Security Officers
Maritime Course 0 0 0 0
Developers
199
8.8.2. Kenya

Ship Surveyors 0 8 12 18 100% 100% 100%
Marine Hydrographic 0 5 8 12 100% 100% 100%
Surveyors
Port Planners 0 7 11 17 100% 100% 100%
Marine Meteorologist 0 9 14 21 100% 100% 100%
Ramp Controllers 0 5 8 12 100% 100% 100%
Programmable Logistic 0 4 6 9 100% 100% 100%
Controllers
Compass Adjustors 0 7 11 17 100% 100% 100%
Surveyors Of Off- 0 5 8 12 100% 100% 100%
Marine Technicians( 0 30 45 67 100% 100% 100%
Marine Engineer Iv)
Project Engineers 0 15 23 34 100% 100% 100%
Marine Radio Radar 0 12 18 27 100% 100% 100%
Operators
Dock Masters 0 3 5 8 100% 100% 100%
Marine & 0 3 5 8 100% 100% 100%
Environmental
Lawyers
Commercial 0 5 8 12 100% 100% 100%
Procurement Officer
Maritime Disputes & 0 5 8 12 100% 100% 100%
Arbitration
Coast Guards 0 15 23 34 100% 100% 100%
Naval Architects (Ship 1 26 39 58 96% 97% 98%
Designers)
Small Craft Surveyors 1 16 24 36 94% 96% 97%
/ Inspectors
Maritime Emergency 1 13 20 30 92% 95% 97%
Preparedness &
Response Officers
Custom Warehouse 1 11 17 25 91% 94% 96%
Officers
Boiler Makers 1 11 17 25 91% 94% 96%
Safety Officers 2 22 33 49 91% 94% 96%
Ism Code Auditors 1 10 15 23 90% 93% 96%
Marine Ecologist 1 9 14 21 89% 93% 95%
200
Dive Videographers/ 1 9 14 21 89% 93% 95%
Photographers
Port State Inspectors 2 17 26 39 88% 92% 95%
Crowd Control 2 17 26 39 88% 92% 95%
Managers
Stress & Conflict 2 17 26 39 88% 92% 95%
Officers
Maritime Technologist 1 8 12 18 88% 92% 94%
Chemical Engineers, 1 8 12 18 88% 92% 94%
Operator Skills 2 15 23 34 87% 91% 94%
Trainers/ Examiners
Marine Cartographers 1 6 9 14 83% 89% 93%
Commercial Ship 1 6 9 14 83% 89% 93%
Monitoring Officers
Registrar Of Ships 1 6 9 14 83% 89% 93%
Registrar Of Seafarers 1 6 9 14 83% 89% 93%
Dry-Docking Planners 1 6 9 14 83% 89% 93%
Ship Intermediaries 1 6 9 14 83% 89% 93%
Safety Technician 1 6 9 14 83% 89% 93%
Ship Buiding 2 12 18 27 83% 89% 93%
Electricians
Marine Electricians/ 5 30 45 67 83% 89% 93%
Electro-Technical
Officers
Marine Insurer 3 18 27 40 83% 89% 93%
Cargo Surveyors 2 11 17 25 82% 88% 92%
Aqua Culturist 2 11 17 25 82% 88% 92%
Engine & Deck 178 950 1405 2067 81% 87% 91%
Ratings
Geotechnical Engineer 1 5 8 12 80% 88% 92%
Sub-Sea Engineers 1 5 8 12 80% 88% 92%
Navigation Aid 2 10 15 23 80% 87% 91%
Inspectors
Boat Builders 2 10 15 23 80% 87% 91%
Geologists/ 2 10 15 23 80% 87% 91%
Geophysicists
Public Relations 2 10 15 23 80% 87% 91%
Vessel Valuers 2 10 15 23 80% 87% 91%
Electronic Engineers 3 13 20 30 77% 85% 90%
Maritime Insurance 3 13 20 30 77% 85% 90%
Brokers
Nautical Officers 11 45 67 99 76% 84% 89%
(Captains/Pilots)
Metal Fabricators 5 20 30 45 75% 83% 89%
201
Plumbers 3 12 18 27 75% 83% 89%
ICT (System 5 20 30 45 75% 83% 89%
Administrator,
Database Management)
Exploration 1 4 6 9 75% 83% 89%
& Production
Logisticians
Small Vessel Inspectors 4 15 23 34 73% 83% 88%
Marine Billing Officers 4 15 23 34 73% 83% 88%
Oil Terminal Operators 3 11 17 25 73% 82% 88%
Defence Personnel 9 32 71 139 72% 87% 94%
Ship Building 2 7 11 17 71% 82% 88%
Inspectors
Crisis Officers 2 7 11 17 71% 82% 88%
Oceanographers 2 7 11 17 71% 82% 88%
Radio Inspectors 2 7 11 17 71% 82% 88%
Training, Research & 2 7 11 17 71% 82% 88%
Marine Pollution 2 7 11 17 71% 82% 88%
Officers
Marine Conservation 2 7 11 17 71% 82% 88%
Officers
Crew Managers & 4 14 21 31 71% 81% 87%
Agency
Navigation Aid 3 10 15 23 70% 80% 87%
Technicians
Maritime Project 3 10 15 23 70% 80% 87%
Managers
Sea Watch & Rescue 4 13 20 30 69% 80% 87%
Operators
Cargo Managers 1 3 5 8 67% 80% 88%
Riggers 3 9 14 21 67% 79% 86%
Welders 5 15 23 34 67% 78% 85%
Structural Engineers, 5 15 23 34 67% 78% 85%
Import & Export 4 12 18 27 67% 78% 85%
Officers
Coxswains 68 200 296 436 66% 77% 84%
GMDSS Equipment 8 23 34 50 65% 76% 84%
Operators
Divers 6 16 24 36 63% 75% 83%
Marine 5 13 20 30 62% 75% 83%
Communication
Technicians
202
Vessel Traffic Officers 12 28 42 62 57% 71% 81%
Environment Officers 13 30 45 67 57% 71% 81%
Vessel Berth Planners 4 9 14 21 56% 71% 81%
Maritime Course 4 9 14 21 56% 71% 81%
Developers
Port Operators 5 11 17 25 55% 71% 80%
Pollution Control 23 50 74 109 54% 69% 79%
Officers
Harbor Officers 6 13 20 30 54% 70% 80%
Marine 6 13 20 30 54% 70% 80%
Communication
Officers
Container Terminal 15 31 46 68 52% 67% 78%
Operators
Firefighters 79 163 241 355 52% 67% 78%
Production Engineers 5 10 15 23 50% 67% 78%
Basic Safety Trainers 5 10 15 23 50% 67% 78%
Marine Financiers/ 5 10 15 23 50% 67% 78%
Underwriters
Container Controllers 6 12 18 27 50% 67% 78%
Port & Terminal 10 20 30 45 50% 67% 78%
Security Officers
Marine Engineer 15 30 45 67 50% 67% 78%
Officers
Tug Master 17 32 48 71 47% 65% 76%
Mooring Officers 81 141 209 308 43% 61% 74%
Bunkering Operators 7 12 18 27 42% 61% 74%
& Managers
Boat Drivers & 15 25 37 55 40% 59% 73%
Boatswains
Dockers 534 831 1229 1808 36% 57% 70%
Maritime Lawyers 10 15 23 34 33% 57% 71%
Port Managers 15 20 30 45 25% 50% 67%
Sailor 30 40 60 89 25% 50% 66%
Cargo Coordinator 20 25 37 55 20% 46% 64%
Hospitality Officers 49 60 89 131 18% 45% 63%
(Cooks)
Inter-Modalism Agent 99 119 176 259 17% 44% 62%
Cargo Handlers 203 243 360 530 16% 44% 62%
Import & Export 172 192 284 418 10% 39% 59%
Clerks
Ship Building 20 22 33 49 9% 39% 59%
Technicians
Maritime Economists 70 75 111 164 7% 37% 57%
203
Freight Forwarding 386 406 601 884 5% 36% 56%
Agents
Transport & Logistics 420 435 644 948 3% 35% 56%
Agents
Cargo Clearing Agents 400 410 607 893 2% 34% 55%
Logistic & 320 325 481 708 2% 33% 55%
Freight Agents
Harbor Masters 1 1 2 3 0% 50% 67%
Maintenance & 5 5 8 12 0% 38% 58%
Repair Engineers
Ship Chartering 9 9 14 21 0% 36% 57%
Hospitality Officers 9 9 14 21 0% 36% 57%
(Stewards)
Marine Accident 2 2 3 5 0% 33% 60%
Investigators
Cargo Security Officers 2 2 3 5 0% 33% 60%
Maritime Law & 2 2 3 5 0% 33% 60%
Shipping Contracts
Sales & Marketing 2 2 3 5 0% 33% 60%
Agents
Marine Purchasing & 2 2 3 5 0% 33% 60%
Supply Chain Officers
Ship & Port Agency 203 203 301 443 0% 33% 54%
8.8.3. Rwanda

Ship Surveyors 0 4 8 12 100% 100% 100%
Engine & Deck 0 4 10 15 100% 100% 100%
Ratings
(Captains/Pilots)
Surveyors
Port Planners 0 4 8 10 100% 100% 100%
Port Managers 0 2 8 12 100% 100% 100%
Port Operators 0 2 8 12 100% 100% 100%
204
Crew Managers & 0 4 15 25 100% 100% 100%
Agency
Electro-Technical
Officers
Managers
Sea Watch & Rescue 0 2 4 6 100% 100% 100%
Operators
Naval Architects(Ship 0 4 8 8 100% 100% 100%
Designers)
Marine & 0 2 4 6 100% 100% 100%
Environmental
Lawyers
Engine & Deck 0 4 10 15 100% 100% 100%
Ratings
(Captains/Pilots)
Surveyors
Port Planners 0 4 8 10 100% 100% 100%
Port Managers 0 2 8 12 100% 100% 100%
Port Operators 0 2 8 12 100% 100% 100%
Crew Managers & 0 4 15 25 100% 100% 100%
Agency
Electro-Technical
Officers
Managers
Sea Watch & Rescue 0 2 4 6 100% 100% 100%
Operators
Marine Technicians( 0 4 8 12 100% 100% 100%
Marine Engineer Iv)
Naval Architects(Ship 0 4 8 8 100% 100% 100%
Designers)
Marine & 0 2 4 6 100% 100% 100%
Environmental
Lawyers
Firefighters 12 60 84 108 80% 86% 89%
205
Agents
Agents
Logistic & 69 119 167 214 42% 59% 68%
Freight Agents
Logistic & 69 119 167 214 42% 59% 68%
Freight Agents
Coxswains 5 8 13 25 38% 62% 80%
Freight Forwarding 250 357 450 560 30% 44% 55%
Agents
Tug Master 0 0 4 6 100% 100%
Inspectors
Small Vessel 0 0 0 0
Inspectors
Marine Billing Officers 0 0 0 0
Marine 0 0 0 0
Communication
Technicians
ICT (System 0 0 0 0
Administrator,
Database
Management)
Riggers 0 0 0 0
Technicians
(Cooks)
Bunkering Operators 0 0 0 0
& Managers
Marine 0 0 0 0
Communication
Officers
Boat Drivers & 0 0 0 0
Boatswains
GMDSS Equipment 0 0 0 0
Operators
206
Pollution Control 0 0 0 0
Officers
Sailor 0 0 0 0
Commercial Ship 0 0 0 0
Monitoring Officers
Registrar Of Ships 0 0 0 0
Registrar Of Seafarers 0 0 0 0
Container Terminal 0 0 0 0
Operators
Programmable 0 0 0 0
Logistic Controllers
Crowd Control 0 0 0 0
Managers
Divers 0 0 0 0
Custom Warehouse 0 0 0 0
Officers
Small Craft Surveyors 0 0 0 0
/ Inspectors
Ism Code Auditors 0 0 0 0
Clerks
Officers
Maritime Emergency 0 0 0 0
Preparedness &
Response Officers
Surveyors Of Off- 0 0 0 0
Welders 0 0 0 0
Plumbers 0 0 0 0
207
Marine Radio Radar 0 0 0 0
Operators
Cargo Security 0 0 0 0
Officers
Dockers 0 0 0 0
Ship Buiding 0 0 0 0
Electricians
Geologists/ 0 0 0 0
Geophysicists
Structural Engineers, 0 0 0 0
Oil Terminal Operators 0 0 0 0
Exploration 0 0 0 0
& Production
Logisticians
Marine Pollution 0 0 0 0
Officers
Marine Financiers/ 0 0 0 0
Underwriters
Maritime Insurance 0 0 0 0
Brokers
Public Relations 0 0 0 0
Commercial 0 0 0 0
Procurement Officer
Maritime Disputes & 0 0 0 0
Arbitration
208
Maritime Law & 0 0 0 0
Shipping Contracts
Sales & Marketing 0 0 0 0
Agents
8.9. Trade, Immigration and Tourism
8.9.1. Kenya
Number %
Number Number % %
Wide Range of Required Required
Required Required Required Required
Required HR Skills Number In 10 In 10
Currently In 5 Years Currently In 5 Years
in Post Years Years
Branding Officers 0 8 40 80 100% 100% 100%
Event Managers 0 5 10 25 100% 100% 100%
Receptionists In
0 11 11 11 100% 100% 100%
Trade
Risk Managers 7 45 90 122 84% 92% 94%
Trade Trainers 34 168 168 168 80% 80% 80%
Fire Marshall 9 43 90 122 79% 90% 93%
First Aiders 9 43 90 122 79% 90% 93%
Weights &
20 67 67 67 70% 70% 70%
Measures Officers
Photographer 1 3 3 3 67% 67% 67%
Planning Officers 11 30 50 85 63% 78% 87%
Telephone
6 14 14 14 57% 57% 57%
Operators In Trade
ICT Specialists 6 10 10 10 40% 40% 40%
Trade Advisory
189 281 0 0 33%
Services Officers
Trade Officers 189 281 281 281 33% 33% 33%
Accountants &
15 20 20 20 25% 25% 25%
Finance Officers
ICT Specialists 6 6 6 6 0% 0% 0%
Administrators 146 122 180 180 -20% 19% 19%
Clerks In Trade 33 27 27 27 -22% -22% -22%
Tourism Officers 31 25 25 25 -24% -24% -24%
209
Human Resource
16 11 11 11 -45% -45% -45%
Officers
Records Managers 9 5 5 5 -80% -80% -80%
Telephone
Operators In 13 6 6 6 -117% -117% -117%
Tourism
Tourism Clerks 83 33 33 33 -152% -152% -152%
Accounting
28 11 11 11 -155% -155% -155%
Technicians
Tourism
3 1 1 1 -200% -200% -200%
Receptionists
Advertising,
Marketing & Public 0 0 0 0
Relations Officers
Business
Development 0 0 0 0
Managers
Commodity
Management,
Transport, Storage 0 0 0 0
& Distribution
Specialists
Cultural Heritage
& Documentation 0 0 0 0
Specialists
Customs &
Immigration 0 0 0 0
Officers
Diplomacy &
0 0 0 0
Citizenship Officers
Economists &
Fiscal Policy 0 0 0 0
Specialists
Enforcement Of
International Trade
Laws, Regulations 0 0 0 0
& Agreements
Officers
210
Foreign Direct
Investment
Reporting & 0 0 0 0
Management
Officers
Hospitality &
0 0 0 0
Welfare Stewards
Infrastructure,
Standards
0 0 0 0
Monitoring &
Regulation Officers
Law & Governance
0 0 0 0
Experts
Lawyers 0 0 0 0
Monetary Policy
0 0 0 0
Specialists
Nurses 0 0 0 0
Policy
Development,
0 0 0 0
Analysis, & Review
Specialists
Public Safety &
0 0 0 0
Sales & Customer
0 0 0 0
Service Officers
Statisticians
(International
0 0 0 0
Merchandise Trade,
Services)
Tour Guides 0 0 0 0
Trade Negotiation
0 0 0 0
Officers
Wildlife &
Natural Resource
0 0 0 0
Management
Officers
Health Care
0 0 450 0
Professionals
211
8.9.2. Rwanda
Number % %
Number Number %
Wide Range of Required Required Required
Required HR Skills Number In 10 In 5 In 10
Currently In 5 Years Currently
in Post Years Years Years
Public Safety &
244 66%
Security Specialists 716 0 0
Trade Negotiation
30 64%
Officers 83 0 0
Enforcement Of
International Trade
9 63% 74% 79%
Laws, Regulations &
Agreements Officers 24 34 42
Health Care
98 61%
Professionals 250 0 0
Advertising,
Marketing & Public 844 58%
Relations Officers 1990 0 0
Commodity
Management,
Transport, Storage 21 53% 67% 74%
& Distribution
Specialists 45 63 81
Diplomacy &
27 44% 60% 69%
Citizenship Officers 48 67 86
Project Managers 184 320 0 0 43%
Trade Advisory
32 38% 56% 66%
Services Officers 52 73 94
ICT Specialists 290 444 0 0 35%
Customs &
119 20% 43% 56%
Immigration Officers 149 209 268
Financial Managers 240 300 420 540 20% 43% 56%
Banking Specialists 240 300 420 540 20% 43% 56%
Sales & Customer
4988 18%
Service Officers 6057 0 0
Policy Development,
Analysis, & Review 69 9% 35% 50%
Economists & Fiscal
320 0% 29% 44%
Policy Specialists 320 448 576
212
Statisticians
(International
40 0% 29% 44%
Merchandise Trade,
Services) 40 56 72
Business
Development 446 0% 29% 44%
Managers 446 624 803
Foreign Direct
Investment
Reporting & 28 0% 28% 44%
Management
Officers 28 39 50
Monetary Policy
21 0% 28% 45%
Hospitality &
0
Welfare Stewards 0 0 0
Infrastructure,
Standards
0
Monitoring &
Regulation Officers 0 0 0
Cultural Heritage
& Documentation 0
Specialists 0 0 0
Wildlife &
Natural Resource
0
Management
Officers 0 0 0
Tour Guides 0 0 0 0
Law & Governance
0
Experts 0 0 0
Weights & Measures
0
Officers 0 0 0
Accountants &
0
Finance Officers 0 0 0
Telephone Operators
0
In Trade 0 0 0
Receptionists In
0
Trade 0 0 0
Clerks In Trade 0 0 0 0
Accounting
0
Technicians 0 0 0
213
Telephone Operators
0
In Tourism 0 0 0
Tourism
0
Receptionists 0 0 0
Human Resource
0
Officers 0 0 0
Lawyers 0 0 0 0
Nurses 0 0 0 0
8.9.3. South Sudan

Number % %
Number Number %
Wide Range of Number Required Required Required
Required HR Skills in Post In 10 In 5 In 10
Currently In 5 Years Currently
Years Years Years
Clinical Officers 0 5 15 15 1 100% 100%
Intelligence Officers 4 4 56 40 0 93% 90%
Nurses 3 3 10 15 0 70% 80%
Investigators 10 10 25 25 0 60% 60%
Lab Technologists 3 3 5 4 0 40% 25%
Human Resource
0 40% -50%
Officers 12 12 20 8
Lawyers 10 10 16 10 0 38% 0%
Passenger Profilers 25 25 30 25 0 17% 0%
214
Economists &
Fiscal Policy
Specialists 0 0 0 0
Statisticians
(International

Merchandise Trade,
Services) 0 0 0 0
Foreign Direct
Investment
Reporting &
Management
Officers 0 0 0 0
Business
Development
Managers 0 0 0 0
Monetary Policy

Specialists 0 0 0 0
Policy
Development,

Analysis, & Review
Specialists 0 0 0 0
Trade Advisory

Services Officers 0 0 0 0
Enforcement Of
International Trade
Laws, Regulations
& Agreements
Officers 0 0 0 0
Customs &
Immigration
Officers 0 0 0 0
Diplomacy &

Citizenship Officers 0 0 0 0
Commodity
Management,
Transport, Storage
& Distribution
Specialists 0 0 0 0
Advertising,
Marketing & Public
Relations Officers 0 0 0 0
Hospitality &

Welfare Stewards 0 0 0 0
215
Infrastructure,
Standards

Monitoring &
Regulation Officers 0 0 0 0
Cultural Heritage
& Documentation
Specialists 0 0 0 0
Sales & Customer

Service Officers 0 0 0 0
Public Safety &

Security Specialists 0 0 0 0
Wildlife &
Natural Resource

Management
Officers 0 0 0 0
Tour Guides 0 0 0 0
Law & Governance

Experts 0 0 0 0
Trade Negotiation

Officers 0 0 0 0
Health Care

Professionals 0 0 0 0
Weights &

Measures Officers 0 0 0 0
Accountants &

Finance Officers 0 0 0 0
Telephone

Operators In Trade 0 0 0 0
Receptionists In

Trade 0 0 0 0
Clerks In Trade 0 0 0 0
Accounting

Technicians 0 0 0 0
Telephone
Operators In
Tourism 0 0 0 0
Tourism

Receptionists 0 0 0 0
216
217
Appendix 4: Project Team for the NCIP Skills Audit
Focal Point Officers
1. Prof. Stephen Kimani (Project Leader), Director, School of Computing and Information Technology,
JKUAT
2. Prof. Joseph Y.T. Mugisha, Principal, College of Natural Sciences, Makerere University
3. Mr. Pudence Rubingisa, Deputy Vice Chancellor (Finance and Administration), University of
Rwanda
4. Mr. Onesimo Yabang Lo-Lujo, University of Juba
Core Team Members
1. Prof. Juma Kasozi, Dean, School of Physical Sciences, Makerere University
2. Dr. Bullen Bo, University of Juba

3. Prof. Joseph Wafula, JKUAT
4. Dr. Gaspard Rwanyiziri, Director of GIS Center, College of Science and Technology, University of
Rwanda
5. Prof. Bernard Moirongo, Deputy Vice Chancellor (Finance), JKUAT
6. Mr. Justin Tata, University of Juba
7. Prof. Wilson Cheruiyot, Director, JKUAT Kigali Campus

8. Dr. Donart Ngarambe, ICT, University of Rwanda
9. Dr. Florence Nakayiwa Mayega, Director, Planning, Makerere University
10. Mr. Mwirigi Kiula, ICT Director, JKUAT
11. Dr. Abraham Owino, School of Statistics and Planning, Makerere University
12. Dr. Elie Marvin Mbassana and Mr. Richard Kabanda, University of Rwanda
13. Dr. Bruno Yawe, Senior Lecturer, School of Economics, Makerere University
14. Dr. James Osuru, University of Juba
15. Dr. Valentine Uwamariya, Department of Chemistry, College of Science and Technology, University
of Rwanda
218
Human Resource Management Expert
Dr. Esther Waiganjo (Kenya)
Strategic Management Expert
Prof. Margaret Oloko (Kenya)
Sub-sector Specialists and Research Assistants

Sub-sectors Specialists Research Assistants
10. Power Generation, • Prof. Stanley Kamau (Kenya) • Mr. Linus Alwal Aloo (Kenya)
Transmission and
• Mr. Andrew Lumbuye (Uganda) • Mr. Philla Katende (Uganda)
Interconnectivity
• Mr. Higaniro Taylor (Rwanda) • Mr. Innocent Nkurikiyimfura
(Rwanda)
• Jacob Manyuon Deng (South
Sudan)
11. Geothermal Devel- • Dr. John Gitonga Githiri (Kenya) • Mr. Hillary Kipkoech Korir
opment (Kenya)
• Isa Lugayizi (Uganda)
• Mr. Ssegujja Julian A.R. (Uganda)
• Mrs. Uwera Rutagarama
(Rwanda) • Mr. Elisee Gashugi (Rwanda)
12. Petroleum (Oil and • Prof. Bernard Rop (Kenya) • Mr. Seroni Anyona (Kenya)
Gas): Upstream,
• Edgar B. Tusingwire (Uganda) • Mr. Ainebyona Thomas (Uganda)
Midstream and
Downstream • Ms. Irenee Nizere (Rwanda) • Mr. Umereweneza Daniel
(Rwanda)
13. Land and Hydro- • Dr. Thomas Ngigi and Dr. Mercy • Mr. Onyango Mbani (Kenya)
graphic Survey Mwaniki (Kenya)
• Mr. Nicholas Ndawula (Uganda)
and Mapping
• Mr. Richard Oput (Uganda)
• Singirankabo Uwacu Alban
• Mr. Didier Milindi Rugema (Rwanda)
(Rwanda)
• Edward Andrew Ashiek Okeyg
(South Sudan)
219
14. Land, Property • Dr. Bernard Njuguna Mugwima • Ms. Josephine Wacera Muchogu
Valuation and (Kenya) (Kenya)
Physical Planning
• Mr. Kaganzi Emmanuel Bita • Mr. Raymond Magayino
(Uganda) (Uganda)
• Mr. Leonard Kayonga (Rwanda) • Mr. John Mugisha (Rwanda)

• Dr. Gyavira Taban-Wani (South
Sudan)
15. ICT • Dr. George Okeyo (Kenya) • Mr. Philip Oyier (Kenya)
• Mr. Kenneth Bagarukayo • Mr. Yassin Sewanyana (Uganda)

(Uganda)
• Mr. Placide Rwego Mucyo
• Dr. Ignace Gatare (Rwanda) (Rwanda)
16. Airspace Manage- • Mr. Anthony Muchiri (Kenya) • Mr. Mathew Ndeto Kyalo (Kenya)
ment
• Eng. Pascal R. Gakyaro (Uganda) • Mr. Mark Kashaija (Uganda)
• Mr. Kizito Ngabo Bongayi • Mr. Mpagaze Anthony (Rwanda)

(Rwanda)
17. Maritime Trans- • Dr. Robert Kiplimo (Kenya) • Mr. Fredrick Irungu Njuguna
port and Shipping (Kenya)
• Mr. George Rukara (Uganda)
Logistics
• Mr. Henry Ategeka (Uganda)
• Mr. Vincent Safari (Rwanda)
• Mr. Pascal Nyiringango (Rwanda)
18. Trade, Immigra- • Evans Kamiti (Kenya) • Eva Ngigi (Kenya)
tion and Tourism
• Dr. John Bosco Nnyanzi (Uganda) • Mr. Peter Babyenda (Uganda)
(also including
Commodities, • Mrs. Lucie Kabatesi (Rwanda) • Mr. Mike Kirenga (Rwanda)
Customs, Labor
and Services)
Secretariat
1. Dr. Lilly Mokamba (Kenya)
2. Ms. Monica Kahura (Kenya)
3. Mr. Michael Waititu (Kenya)
220
(Footnotes)
1 These numbers are decreasing due to factors such as automation and planned/phased projects.
2 The numbers projected here and in other possible subsequent instances, are decreasing due to
factors such as automation and planned/phased projects.
3 This percentage is computed based on (Total Required Currently-Total In Post)/(Total

Required Currently)
4 This percentage is computed based on (Total Required in 5 Years-Total In Post)/(Total

Required in 5 Years)
5 This percentage is computed based on (Total Required in 10 Years-Total In Post)/(Total

Required in 10 Years)
6 In this and other possible similar instance(s), the number of skilled people actually required
currently is less than the number of skilled people currently in post. This however does not
necessarily imply that the projections for 5 years or 10 years automatically follow a similar trend.
221
222

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CONTENTS

Prof. Mabel Imbuga

Jomo Kenyatta University of Agriculture and Technology

Jomo Kenyatta University of Agriculture and Technology

AAK: Architectural Association of Kenya

AIS: Aeronautical Information Services

ANS: Aeronautical Navigation services

AVSEC: Aviation Security

BIMCO: Baltic and International Maritime Council

BORAQS: Board of Registration of Architects and Quantity Surveyors

CAD: Computer Aided Design

CBET: Competency Based Education and Training

CCNA: Cisco Certified Network Associate

CCNP: Cisco Certified Network Professional

CESB: Capacity Development & Employment Services Board

CNS: Communication Navigation Surveillance

COE: Centers of Excellence

CPD: Continuous Professional Development

CSA: Comprehensive Skills Audit

CST: College of Science and Technology

CSUDP: Civil Society Urban Development Platform

DGPS: Differential Global Positioning System

DSRS: Department of Resource Surveys and Remote Sensing (DRSRS)

ESRI: Environmental Systems Research Institute

GDP: Gross Domestic

GIS: Geographic information systems

GMDSS: Global Maritime Distress and Safety System

GPS: Global Positioning System

ICS: International Chamber of Shipping

ICT: Information and Communication Technology

ILO: International Labour Organization

iOS: iPhone Operating System

IoT: Internet of Things

IP: Internet Protocol

IPRC: Integrated Polytechnic Regional Centre Kigali

ISCED: International Standard Classification of Education

ISCO: International Standard Classification of Occupations

ISK: Institute of Surveyors of Kenya

ISM: International Safety Management

IT: Information Technology

JKUAT: Jomo Kenyatta University of Agriculture and Technology

KEBS: Kenya Bureau of Statistics

KIM: University formerly Kigali Institute of management

KIP: Kenya Institute of Planners

KISIM: The Kenya Institute of Survey and Mapping

KPI: Key Performance Indicators

LiDAR: Light Detection and Ranging

LIS: Land Information System

LPI: Land Policy Initiative

LSCC: Local Surveying and Construction Corporation Ltd.

MCSE DP: Microsoft Certified Solutions Expert Data Platform

MCSE SI: Microsoft Certified Solutions Expert Server Infrastructure

MININFRA: Ministry of Infrastructure (Rwanda)

MoEP: Ministry of Energy and Petroleum

NCA: National Construction Authority

NLC: National Land Commission

NOCK: National Oil Corporation of Kenya

O&G: Oil and Gas

OCA: Oracle Certified Associate

OCP: Oracle Certified Program

PANSOP: Procedures for Air Navigation Operations

RCMRD: Regional Centre for Mapping of Resources for Development

RLMUA: Rwanda Land Management and Use Authority