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Needs Assessment:

Vocational Training and Job Market in Lusaka




              Kirsi Koivuporras
                      &
              Chilufya Chisenga




         Kanyama Youth Programme 2011
Contents

 1. Introduction ............................................................................................................................................... 1
 2. General Characteristics of the Zambian Economy and Labor Market....................................................... 2
 3. Challenge: Low Economical Activity and Unemployment among Youth .................................................. 4
 4. Current Vocational Training....................................................................................................................... 7
 5. Informal Sector and Entrepreneurship .................................................................................................... 10
 6. Employers’ Needs for Vocational Training .............................................................................................. 14
 7. Young People’s Perspectives for Vocational Training ............................................................................. 20
 8. Community Perspectives and Needs for Training ................................................................................... 22
 9. Conclusion ............................................................................................................................................... 23
 10. Life after SYL Funding: Suggestions for Kanyama Youth Programme ................................................... 24



 Biblioraphy
 List of Interviews
1. Introduction

This study was requested by the Kanyama Youth Programme to help the institution to plan its activities in
the future. Kanyama Youth Programme (KYP) is a vocational training center graded by TEVETA located
along the Los Angeles Road in Lusaka. It is a community based NGO funded by the Kanyama residents in
late 1980’s. KYP is currently funded by SYL, National Union of University Students in Finland. The
cooperation is coming to an end by the end of 2011.

The mission of KYP is to enhance the employment opportunities of the vulnerable youth trough vocational
training. Currently KYP trains young people in five different vocations: Automotive Mechanics, Automotive
Electrical, Power Electrical, Hotel & Catering, and Tailoring & Designing.

The study was started as a cooperation of Information and Communication Office Mr. Chilufya Chisenga,
and ETVO-volunteer Ms. Kirsi Koivuporras, currently working at KYP. The study was planned together and
the responsibility of the interviews was shared among the above mentioned persons.

The main objectives of this study are to discuss about the relevance of the current vocational training to the
job market in Lusaka, to bring out the characteristics of the current job market, and to see the needs that
the different stakeholders have for vocational training.

To be able to fulfill this objective we wanted to find out the needs that the employers have for vocational
training and what they would want to improve. We wanted to see the job market from the perspective of
the people living in the Kanyama and surrounding compounds, and to see what kind of needs the
community members have for vocational training. We also wanted to get the youth perspective for
vocational training and the labor market.

The study is based on semi-structured interviews. Three main target groups were the employers in Lusaka,
the community members living in the compounds close to KYP, and young people about to finish their
school in Kanyama.

Total amount of company representatives interviewed was 18. We targeted formal companies acting on
the same industries that KYP is training its youth for. The total amount of community members interviewed
was 34. We also held two focus group meetings in two high schools in Kanyama that were held at Lady
Diana Education Center and Chinika High School. In total 67 pupils participated in the focus group meetings.

We also had a meeting with CISEP, Center for Informal Sector Employment Promotion, to get more
information about the informal sector. In this session two people from CISEP were present.

Other important sources have been especially the ILO Decent Work Agenda in Africa 2007-2015, Labor
Force Survey done by the Ministry of Labor and Security, TEVETA’s Technical Education, Vocational and
Entrepreneurship Training Policy, and, TEVET Statistic Digest done by the Ministry of Science Technology
and Vocational Training. There are also several other written sources that are listed in the bibliography.

The study itself was finalized by Ms. Koivuporras as Mr. Chisenga moved to different job after the
interviews were made. This means that the gathered material is analyzed and the report is written by Ms.
Koivuporras.


1
2. General Characteristics of the Zambian Economy and Labor Market

Zambia is a landlocked nation in Southern Africa with a population of 13 million people.1 Zambia’s economy
is booming as it has been growing with more than 6 percent for the previous years and the growth is
expected to continue with 6.5 percent in 2011. Economy is based on services that cover 49.5 percent of the
GDP. Industries cover 31.3 percent and agriculture 20.9 percent (including forestry, fishing and hunting).
Traditionally manufacturing has been about 10 percent of the GDP.2

However it is important to point out that only a small percentage of the work force is working on the two
main sectors. The service sector employs 9 percent and the industries 6 percent of the total work force.
Most of the people in Zambia live on agriculture. Agricultural activities bring living for 73 to 85 percent of
the population depending on the different statistics. According to the Labor Force Survey the percentage
was 73 in 2005. Small proportion of the agricultural activities is commercial, and vast majority of the people
living in the rural areas are dependent on subsistence farming. 3

Despite the economical growth and the positive economical forecasts, Zambia is still one of the less
developed countries in the world. Zambia’s ranking is 150th in the Human Development Index (2010) out of
169 ranked countries. About 64 percent of Zambians live with less than 1 US Dollar per a day.4 It can be
easily stated that the economical growth hasn’t been benefiting people equally.

Poverty is concentrated on the country side where about 85 percent of the people live under the poverty
line. In the urban areas the equivalent percentage is 34. Majority of the Zambians still live on the country
side although Zambia is one of the most urbanized countries in Southern Africa. The current population
census shows that 61 percent of the population is living in the rural areas and 39 percent in the urban
areas.5

Lusaka as a capital has currently a population of 2.2 million – and the amount is growing. According to the
official poverty estimates published by the government in 2004 almost half of the Lusaka city dwellers, 48
percent were considered to be poor. At that time the poverty rate for the whole nation was 68 percent.6

When talking about the Zambian labor market the most striking characteristic is the size of the informal
sector. Out of the current Zambian workforce that is 6.2 million people only 11.3 percent of are formally
employed as the rest are working on the informal sector or are unemployed.7



1
  The exact population is 13,046,508. Zambia 2010 Census of Population and Housing:
http://www.scribd.com/doc/47739810/Zambia-2010-Census-of-Population-and-Housing.
2
  African Economic Outlook: www.africaneconomicoutlook.org; Economy Watch: www.economywatch.com; CIA
World Fact book: www.cia.gov/library/publications/the-world-factbook/index.html.
3
  Economy Watch: www.economywatch.com; CIA World Fact book: www.cia.gov/library/publications/the-world-
factbook/index.html; Ministry of Labor and Social Security: Labor Force Survey 2005.
4
  African Economic Outlook: www.africaneconomicoutlook.org; Human Development Index 2010, UNDP.
5
  African Economic Outlook: www.africaneconomicoutlook.org; Zambia 2010 Census of Population and Housing:
http://www.scribd.com/doc/47739810/Zambia-2010-Census-of-Population-and-Housing.
6
  Zambia 2010 Census of Population and Housing; Valerie Kozel: BBL Poverty Impact Analysis, Monitoring and
Evaluation 2006, World Bank.
7
  ILO: Zambia Decent Work Country Profile 2007-2011.

2
According to the statistics in the latest and the second Labor Force Survey that have ever been done, the
unemployment rate was 16 percent in 2005.8 However the concept of being unemployed is not that clear
as most of the people don’t have formal jobs but are carrying different economical activities to cover their
daily livelihood. For this reason the terms “economically active” and “economically inactive” seem to
describe the labor market better.

The Labor Force Survey divides the employed people into following groups that follow the concept of
“economically active” as a synonym for “employed”: of the total number of employed persons in Zambia 43
percent were self-employed, 17 percent were paid employees and 38 percent were unpaid family workers.
The remaining 1 percent consists of employers.9

Zambia’s situation is not an exception among African states. According to ILO Decent Work Agenda in Africa
2007-2015 the informal economy, comprising the self-employed, micro- and small enterprises and workers
who find themselves in informal contractual arrangements, accounts for a significant percentage of
economical activity in Africa, both in rural and urban areas.10

It is estimated that around three-quarters of activities in the urban economies are informal in nature. The
report is also giving a very careful estimate that it might be that only one out of ten people have jobs in the
formal economy in Africa.11

In general home-based workers and street vendors make up the largest groups of informal workers in
urban areas in Africa. Many workers are also employed in small workshops often doing small-scale
manufacturing and assembly work. Often the business unit is the family with more than one generation
working together and pooling earnings.12

The informal sectors is constantly reshaping: businesses born and die rather quickly. It is also common that
the position of the people is changed many times – today a person can be employed working for an
informal employer, next year he or she can be self-employed and on the next year working again for
someone else.13

According to CISEP (Center for Informal Sector Employment Promotion) the biggest sector of the informal
work in Lusaka is trading. Next on the list are manufacturing, then services and agricultural activities.14

The large informal sector and the decline of manufacturing have their roots in the 1990s. World Bank
economist Valerie Kozel points out that as a result of reforms and stabilization measures in the 1990s, the
urban workforce shifted out of mining and manufacturing into trade and services, and also into agriculture.
At the same time the informal sector in urban areas started to grow.15

One important factor of the job market is the education level that is in general rather low in Zambia.
According to the Labor Force Survey only 3.1 percent have a university degree, 19.7 percent have lower

8
  Ministry of Labor and Social Security: Labor Force Survey 2005.
9
  Ministry of Labor and Social Security: Labor Force Survey 2005.
10
   ILO: Decent Work Agenda in Africa 2007-2015.
11
   ILO: Decent Work Agenda in Africa 2007-2015.
12
   ILO: Decent Work Agenda in Africa 2007-2015.
13
   ILO: Decent Work Agenda in Africa 2007-2015.
14
   Interview with CISEP, Center for Informal Sector Employment Promotion, representatives Dickson Moyo (Manager)
Phillip Phiri (Officer).
15
   Valerie Kozel: BBL Poverty Impact Analysis, Monitoring and Evaluation 2006, World Bank.

3
secondary education and 19 percent higher secondary education. In 2005 a bit less than 60 percent of the
Zambians had finalized their primary education.16

Education level of individuals correlates with their status on a job market. Most of the literate persons are
self-employed when illiterate are mainly unpaid family workers. In other words persons with no education
tend to be unpaid family workers. Majority of the people with tertiary education were paid employees.
People with primary education were either paid employees or unpaid family workers.17

What comes to gender, men are slightly more active economically than women. About 51 percent of the
employed persons are men and about 48 percent are female. There are however some important
differences that need to be pointed out. There are more women working in agriculture than men, and
women do more part-time work than men. There are also more women on the informal sector than men.
In general the level of education among women is lower than among men. Girls have a higher risk to drop
out of school. 18 On other words women are more vulnerable on the job markets and have poorer
opportunities to education, formal work and permanent work.

One problem on the Zambian job market seems to be the fact that most of the Zambians are
underemployed. According to the Labor Force Survey about 83 percent of the economically active people
said they are underemployed. The weight of subsistence farming plays a major role in this because about
the same percentage said that the reason for their underemployment is the seasonal nature of their
working. This however brings out the vulnerable situation of the majority of the Zambians.19

3. Challenge: Low Economical Activity and Unemployment among Youth

As young people are the main beneficiaries of the Kanyama Youth Programme it is important to look the
youth unemployment in a more detailed way. Youth unemployment is also one of the big challenges that
the African countries are facing.

ILO’s Decent Work Agenda in Africa 2007-2015 points out that the number of unemployed young people
(those available and looking for work) grew almost by 30 percent between 1995 and 2005. In 2005 the
youth unemployment rate in Africa reached to 19.5 percent.20

In Zambia the age group of 40-44 years has the highest employment rate against the population ratio (91
percent). The lowest is in the age group of 15-19 years; 28 percent of this group was unemployed in 2005.
The majority of the employed persons were found in the age groups of 20-24 and 25-29 years. However
these age groups are also among the biggest in Zambia.21

One reason behind the youth unemployment is the population growth. Africa’s population is among the
world’s youngest. The youth population is expected to grow by an additional 46 million between 2005 and



16
   Ministry of Labor and Social Security: Labor Force Survey 2005.
17
   Ministry of Labor and Social Security: Labor Force Survey 2005.
18
   Ministry of Labor and Social Security: Labor Force Survey 2005; TEVETA: Technical Education, Vocational and
Entrepreneurship Training Policy, 1996.
19
   Ministry of Labor and Social Security: Labor Force Survey 2005.
20
   ILO: Decent Work Agenda in Africa 2007-2015.
21
   Ministry of Labor and Social Security: Labor Force Survey 2005.

4
2015 and the youth labor force by 22 million. Already the young people between the ages of 15 and 24 find
it very difficult to find work because the current economies are unable to absorb the newcomers.22

Unfortunately getting employment doesn’t either guarantee decent living. The ILO estimates that in 2005
as many as 44 million young people in Africa, or 48.7 per cent of all employed young people did not earn
enough to lift themselves and their families above the 1 US Dollar per a day poverty limit. Africa is the only
region where the number of young working poor has increased since 1995.23

Young people often lack work experience, job searching know-how and access to social networks that
provide job information. Many of the young people also lack the skills that are required on the job market.
And the more crucial problem is that getting the skills does not guarantee a job. 24

ILO agenda also states that gender discrimination and cultural norms worsen the situation for young
women. Women are less likely to be employed than men. Being left outside the job market is also mentally
heavy. Discouraged young people may start to feel useless and alienated from society what makes entering
the labor force even more difficult.25

This happens in a context where young people really cannot afford to be unemployed. Survival forces the
majority to enter the informal economy where they generally work long hours without no security and at a
very low pay.26

Some of the aspects discussed above also came up during the interviews that were made for this study. The
fact that a vocational training certificate doesn’t guarantee much on the job market was proved to be true
through the interviews of the company representatives.

Most of the 18 interviewees were saying that they do ask for papers, and the minimum requirement to get
employment in the formal sector is the certificate level. However when we were talking more about the
topic it came obvious that the employers don’t put so much emphasis on the formal education but they are
more or less highlighting the practical experience that a job seeker has.

In this sense an educated young person seems to stand on the same line with a person that has no
education but has some amount of working experience. Traditional apprenticeship, learning while working
seems to still be quite common, and this was stated also in the ILO’s Decent Work in Africa Agenda. What is
considered “experienced” varied according to the interviewee. The scale varied from 6 months to several
years.

This shouldn’t however be understood wrongly because the company representatives do value the
technical and practical skills and the knowledge that the training can give. There were also few companies
like for example the Lusaka Hotel and Garden House Hotel that emphasized training. The training also gives
the individual a chance for career development that is much harder without any education.




22
   ILO: Decent Work Agenda in Africa 2007-2015.
23
   ILO: Decent Work Agenda in Africa 2007-2015.
24
   ILO: Decent Work Agenda in Africa 2007-2015.
25
   ILO: Decent Work Agenda in Africa 2007-2015.
26
   ILO: Decent Work Agenda in Africa 2007-2015.

5
However the reason for not putting so much value on certificates, is the fact that almost all the
interviewees said that people on the job market are not skilled enough, and many times those people with
certificates don’t perform any better that people without education.27

Through the answers of 67 high school pupils in two separate focus group meetings we can also conclude
that the young people lack knowledge of job market and of vocational training. We held one focus group
meeting at a public school, Chinika High School, and another at a private high school, Lady Diana Education
Centre in Kanyama.

In first assignment we asked the pupils to list profession they know and companies where these
professionals can work. This assignment was done in groups at Chinika High School and individually at Lady
Diana Education Center as there were limited amount of time that could be used.

The lists of vocations that the students made were quite limited at both schools. The professions that the
pupils of the Chinika High School listed concentrated on the most commonly known like doctors, teachers,
lawyers, and accountants, and to those professionals that are visible in the respondents own environment,
like people working with catering, auto mechanics, electricians, and carpenters.

Pupils of the Lady Diana Education Center listed mainly the following: teacher, doctor, economist, lawyer,
accountant, and engineer. There were same professionals on the lists, but the most obvious difference
between the public and the private high school was the fact that the public school pupils didn’t mention
many academic professions while the private schools pupils mainly named academic professions and left
out the blue collar work.

There were also two questions that all the pupils answered individually. The questions were: What sources
do you use to gain information about vocational training? What kind of challenges you face in finding
information about vocational training?

These answers differed between the private and the public high school. What came out clearly in the
answers of the pupils of Chinika High School was the fact that young people seek personal contacts when
they are searching for information. Many said that it is very difficult to get any information of a profession
or vocational training if you don’t know anyone who you could ask. Other means to find information like
internet were mentioned in minority of the answers, and it was also stated that using the internet requires
funds what is a problem.

The financial problems were stated in almost all of the answers. The idea is that already getting the
information requires money. For information seeking the pupils did point out the possibility to go and visit
the training institution but there are few problems relating to this: long distances that create travel costs,
and lack of knowledge where to find the institutions. Many had the wrong idea that there are not many
vocational training institutions when only in Lusaka there are 91 TEVETA registered training institutions.28

Interesting viewpoint was the idea that one needs to have good marks to even get some information about
the further training. On some level the pupils did confuse the original question and described the
challenges one faces when studying, but on the other hand many said that it is difficult to find information
if you don’t have good enough marks or if you don’t succeed for example in mathematics. This is hinting
27
   Company interviews made between the 20.4.2011 and 16.6.2011. Find the full list of interviewees as attached with
this report.
28
   TEVET Registered Training Institutions, TEVETA.

6
about the gate keeping role of the teachers that may have helped to put this idea in the pupils head: “You
cannot study if you don’t succeed in your final exams”. This is very much true, but not the whole truth.

Many also said that there is nepotism that makes it difficult to find information. Many stated that there are
people who only want to help their family members and relatives and are refusing to give the information
to others. This is very much connected to the fact that the pupils really seek a person to be the source of
information.

On the other hand the answers of the pupils at Lady Diana Education Center draw a bit different picture of
the situation. Issues like nepotism and lack of funds weren’t mentioned in the answers. Two main
challenges of finding information about the vocational training were lack of available information and
transport issues.29

The lack of working experience among youth becomes visible when looking at the current students at
Kanyama Youth Programme. This is the matter especially among women. Very few of them have been
working before or currently have a part-time job. Among the men there are number of students that either
have some working experience or that are currently working besides studying, and then there are those
that don’t have any. About 80 percent of the current students didn’t have a CV, and had none or very little
experience in job seeking.30

4. Current Vocational Training

An educated and competent workforce is an important factor of economic growth: it facilitates the move
away from traditional production models towards more sophisticated and high value-added products,
commodities and services for global markets31.

This conclusion is from the ILO Decent Work Report and it states out quite well the meaning of the good
quality vocational training. In Technical Education, Vocational and Entrepreneurship Training (TEVET) Policy
the skilled labor force is defined in a following way:

A skilled labor force is efficient and enhances the quality of its products and improves production32.

However it is confessed also in the TEVETA Policy that the employers haven’t been totally happy about the
quality of the labor force coming to the labor market. It is further stated that the failure to generate
employment opportunities has also been worsened by the lack of financial and institutional structures to
support self-employment for those that are skilled but cannot find work on the formal sector. It is also said
that the institutions established after the beginning of the 1990’s and the era of privatization, have not
been contributing significantly in generating employment opportunities.33

The TEVETA Policy was written in 1996, since many things have changed but many seem to be remaining. In
the Policy it is stated that the existing institutions that provide technical education and vocational training


29
   The focus group meetings were held at a public high school, Chinika High School, and at a private high school, Lady
Diana Education Center, in Kanyama. More information about the school is found as an attachment.
30
   This chapter is based on the notifications during the communication lessons at KYP. We have been dealing the job
seeking, job application matters and have been processing a CV to everybody.
31
   ILO: Decent Work Agenda in Africa 2007-2015.
32
   TEVETA: Technical Education, Vocational and Entrepreneurship Training Policy, 1996.
33
   TEVETA: Technical Education, Vocational and Entrepreneurship Training Policy, 1996.

7
and those that promote the generation of employment do not have the ability and resources to adequately
offer skills to the large number of unemployed to enable them to enter the productive sector. 34 This seems
to be roughly the existing problem even today that really raises the question: What should be done for the
matter and what is TEVETA’s role in that? How to change the situation?

TEVETA Policy emphasizes that the imperative is to satisfy the labor market, socio-economic concerns and
resources based opportunities in the economy. There are three core objectives:

        To balance the supply of skilled labor at all levels with the demands of the economy
        To act as a vehicle for improved productivity and income generation
        To be an instrument for the minimization of inequalities among the people35

It is also stated that the policy’s aim is to improve technical education and vocational training and link it
to the requirements of the employment sector. It is not however identified how these objectives are
planned to be reached.

The employer side was criticizing the fact that it is too easy to start a vocational training institution and few
commented that there is not enough supervision and regulations what comes to vocational training. For
example Mr. Rossi, the manager of the Garden House Hotel, said that there is not enough will to control
the training institutions and to see that the curriculums are actually followed.36

The Manager of the Kwik-Fit, Mr. Mhango, weren’t neither happy what comes to supervising the vocational
training. He said that there is a need for an organization that would monitor the quality of the training,
because currently it is very easy to start an institution and there are too many schools with low quality.
Same said Mr. Sambwa from the TS Tyre Services; the professional field should be monitored and
controlled better by the authorities.37

Based on the 18 interviews of the company representatives it also seems that interaction between the
training organizer, training authorities and the companies is missing. Toyota Zambia was the only company
that told that they have been negotiating with TEVETA as they wanted to establish their own training for
Automotive Mechanics.

There seems to be a need for enhancing the interaction between the training institutions and the
companies to gain benefits through cooperation and to improve vocational training to match better with
the needs of the employers. This would also improve the understanding of the challenges that the training
institutions have. Companies could be willing to cooperate if they could also benefit and their needs would
be taken into account.

Need for cooperation and information sharing came up also in the interviews of the community members.
In total 34 people living in John Laing, Kanyama (along Los Angeles Road), Kanyama Masauko, Makeni
Simoson, Kanyama Garden House, and Kanyama Mutanda Bantuwere were interviewed. Almost all the
interviewees were highlighting that they wish the training institutions to interact with the employers and


34
   TEVETA: Technical Education, Vocational and Entrepreneurship Training Policy, 1996.
35
   TEVETA: Technical Education, Vocational and Entrepreneurship Training Policy, 1996.
36
   Interview of Mr. David Rossi, 3.5.2011.
37
   Interview of Mr. Michael Mhango, 7.6.2011; Interview of Mr. Brian Sambwa 17.5.2011.

8
also with the community members in order to provide training that meets the requirements of the current
job market.38

Vocational training however looks different when we turn the viewpoint and look the matter from the
community perspective. All together 16 of the community respondents have a certificate or a craft level
vocational training. The general conclusion than can be made based on these 16 answers is the fact that
people are more or less happy for their studies. They told that the training had helped them to gain
livelihood, and the money paid for studies has paid off. These interviewees were mainly working in the
informal sector and were either self-employed or have a small business.39

The informal sector in the compounds kind of establishes its own parallel job market that is quite different
than the formal one. Vocational training obviously helps people in their lives to create a living and this fact
needs cannot be undervalued. On the other hand there is a great gap between the formal economy and
informal economy what comes to expectations of the skills level and required qualities.

One could conclude that current vocational training is good in that sense that it enhances people’s
possibilities to make a living. From the economical and developmental viewpoints the vocational training
needs to be improved as it doesn’t meet the requirements of the current labor market. Development is
blocked if the education and the competencies of the workforce remain on the low level.

The matter of improving vocational training was pointed out also in the ILO Decent Work Agenda in Africa.
The report states that reform of vocational training systems is crucial in order to address the challenge of
providing young people with the skills that meet labor market requirements.40

If we then move to look at the structure of the Zambian vocational training there are first of all quite a
number of vocational training institutions in Zambia, although most of them are small as the number of
students admitted in TEVET System in 2004 was 26,642. The number is based on a latest survey done by the
Ministry of Science Technology and Vocational Training that could be found in public sources.41

The Ministry runs 23 training institutions nationwide. In Lusaka there are currently 91 TEVETA graded
training institutions that is over 30 percent of all of the training institutions in Zambia. Above this number
come the training institutions that do exist but do not have TEVETA grading.42

Most of the institutions offering vocational training are private. The proportion for privately owned
institutions was 43 percent in 2004, government owns 34 percent. In that same year NGOs were running 18
percent of the vocational training institutions.43

The gender balance in vocational training is quite good as of the total number of students 46.6 percent
were female in 2004. It is interesting that Lusaka was one of the provinces where there were more female
than male students in vocational training, 54.3 percent. Although female participation was high even in

38
   Interviews of the community members, 1.5.-30.6.2011.
39
   Interviews of the community members, 1.5.-30.6.2011.
40
   ILO: Decent Work Agenda in Africa 2007-2015.
41
   Ministry of Science Technology and Vocational Training, TEVET Statistic Digest, 2005.
42
   Ministry of Science Technology and Vocational Training, TEVET Statistic Digest, 2005; TEVETA website.
43
   Ministry of Science Technology and Vocational Training, TEVET Statistic Digest, 2005.

9
general, gender disparities still remain in Engineering and Construction Programmes. On the other hand
male participation in Textile and Design, Hospitality and Paramedical Science Programmes were low.44

About half of the students are studying for the lowest qualification that is the Certificate or the Craft
Level. One fifth of the admitted students were studying for the Trade Test Level. Although the gender
balance is quite good in vocational training in general, the inequality between men and women grows
bigger when looking at the Technician and Technologist Levels where majority of the admitted
students are men.45

What comes to teachers in vocational training, most of the lecturers have a Certificate or a Diploma Level
qualification. The diploma holders establish a majority with 39 percent. For this reason it is stated in the
MSTV survey that there is a need to upgrade training of lecturers.46

This is however a challenge as education in general is very expensive in Zambia. This could be an area were
TEVETA could offer more support for training institutions by organizing if not free then affordable training
for the lecturers accredited by TEVETA and working for a TEVETA graded training institutions.

5. Informal Sector and Entrepreneurship

As the informal sector is so dominating in Zambia, it is clear that the characteristics of both, the informal
and the formal job market, should be taken into account when preparing students for working life. This is
also stated in the TEVET Policy47 and has been already acknowledged by KYP.

It can also be stated that there is a need to enhance the skills on the informal sector in accordance to
develop the working conditions and to increase those people’s well being who end up working in the
informal sector.

There is a also a need to look more into informal sector as a big portion of the KYP graduates find their
employment on this sector. In the follow ups that have been made about the former students and their
placement on the job market, the division between the informal and formal sector have not been taken
directly into account.

However as the majority of the Zambians do work on the informal sector, and basically all the self-
employed people are working on the informal sector, it is possible to create some guidelines that are based
on these figures.

According to the study that the former ETVO-volunteer Tero Heiska did in 2005, altogether 77 percent of
the 58 former students that were interviewed got employment. However it is good to take into account
that the proportion of the students that studied Automotive Electrical, Power Electrical and Tailoring and
Designing was very small in this study.48




44
   Ministry of Science Technology and Vocational Training, TEVET Statistic Digest, 2005.
45
   Ministry of Science Technology and Vocational Training, TEVET Statistic Digest, 2005.
46
   Ministry of Science Technology and Vocational Training, TEVET Statistic Digest, 2005.
47
   TEVETA: Technical Education, Vocational and Entrepreneurship Training Policy, 1996.
48
   Tero Heiska, 2005.

10
Heiska was further commenting that the employment rate for Hotel and Catering was 76 percent and for
the Automotive Mechanics it was 47 percent. These were the most accurate numbers as the proportion of
the interviewed students was big enough.49

In the Mid-Term Review of the SYL project done by the 3C consulting company 119 former students from all
the courses were interviewed. According to the report 32.8 percent of the former students are self
employed, 16 percent are employed part-time, and 33.6 percent have full time employment. Self-
employment is most common among tailors as 95 percent of the former tailoring students are self-
employed.50
According to this study the majority of the former students, 82 percent, are engaged in some income
generating activity (self employment, part-time employment or full-time employment).51
Hotel and Catering seems to be the industry where the students have the best opportunity to find formal
employment. According to the lecturer Lucky Kapambwe’s rough estimate, about 40 percent of the former
students are employed on the informal sector and about 60 percent get formal employment.

If we look at the issue from the opposite viewpoint, Tailoring and Designing is the industry where it is most
difficult to find formal employment and almost all end up being self-employed.

Although the informal sector is offering working opportunities for those that cannot be absorbed into the
formal economy, there are also some negative sides on the informal sector that should be taken into
account. As it is stated in the ILO Decent Work Agenda, not all the workers on the informal economy are
poor, but many are, or live with the constant risk that some event may push them to poverty. Life is
insecure and things change rapidly.52

As the CISEP representatives Mr. Moyo and Mr. Phiri said, the businesses are established and driven down
quite quickly. The informal sector itself consists of different forms of work, and the question remains that
how many of the people working on the informal sector have decent jobs?53

Access to finance is a vital concern for workers in the informal economy. Often people need to relay on
money lenders or family help. To some extend there is funding available for small businesses. The
government based Citizen Economic Empowerment Fund allocates small funds for applicants for business
purposes.54

However Mr. Moyo was saying that the demand is so high that the funds available are not sufficient.
Another aspect is that there are no public statistics or other information about the number of people that
have received funding from this source, so it is very hard to estimate the effectiveness of the small funds of
Citizen Economic Empowerment Fund.55


49
   Tero Heiska, 2005
50
   3C: Kanyama Youth Project, Mid-Term Review 2010.
51
   3C: Kanyama Youth Project, Mid-Term Review 2010.
52
   ILO: Decent Work Agenda in Africa 2007-2015.
53
   Interview with CISEP, Center for Informal Sector Employment Promotion, representatives Dickson Moyo (Manager)
Phillip Phiri (Officer).
54
   ILO: Decent Work Agenda in Africa 2007-2015; Interview with CISEP, Center for Informal Sector Employment
Promotion, representatives Dickson Moyo (Manager) Phillip Phiri (Officer).
55
   Interview with CISEP, Center for Informal Sector Employment Promotion, representatives Dickson Moyo (Manager)
Phillip Phiri (Officer).

11
Government is also giving small loans for special interest groups like women’s groups, youth, disabled and
people living with HIV/Aids. There are also some micro-credit institutions and money lenders that are giving
loans to small and informal entrepreneurs. Mr. Moyo is however quite critical what comes to these loans as
the interest rates are many times as high as 12 to 15 percent. People also need to start paying back
immediately when their business is running.56

Another challenge on the informal sector is the lack of business management skills. The ILO report
emphasizes that for small enterprises adequate management skills to survive and to grow are vital. At the
moment there are still many actors on the informal sector who lack necessary skills to run their businesses
in profitable way.57

What comes to Africa in general the ILO states that cost-effective and sustainable business development
services, such as management training, access to finance, information on technologies, export and
domestic market access and inter-firm linkages should be developed.58

CISEP’s core activity is to offer business management training, counseling and advisory services to micro
and small enterprises working on the informal sector. Mr. Moyo and Mr. Phiri were stating that what CISEP
basically does is putting the technical skills together with the business management skills. As the job market
is still lacking of people that would have both of the mentioned skills, there would be a great need for
combining technical skills with business skills and vice versa.59

To be an entrepreneur requires quite a lot of skills that many the people are still lacking. During the
interview Mr. Moyo was however emphasizing the fact that people are generally unwilling to invest in
training. The way of thinking is that it’s waste of money to go to school if one can start working and earning
instead. Another factor is that an education doesn’t guarantee a job. Because of this many invest their
small money in starting a business rather enhancing their skills first.60

On the other hand big majority of the interviewed community members that have vocational training were
really happy for the fact that they had studied. Vocational skills were valued and the respondents were
telling that the skills have been benefiting them.61

In Lusaka trading is the largest activity on the informal sector. It is easy to enter to this sector, but there is
also a lot of competition. Manufacturing, as stated earlier, has traditionally been 10 percent of GDP, and to
develop the manufacturing sector has been on the government’s agenda. However looking the matter from
the viewpoint of the informal sector actors in Lusaka, the manufacturing sector is not doing well.62




56
   Interview with CISEP, Center for Informal Sector Employment Promotion, representatives Dickson Moyo (Manager)
Phillip Phiri (Officer).
57
   ILO: Decent Work Agenda in Africa 2007-2015.
58
   ILO: Decent Work Agenda in Africa 2007-2015.
59
   Interview with CISEP, Center for Informal Sector Employment Promotion, representatives Dickson Moyo (Manager)
Phillip Phiri (Officer).
60
   Interview with CISEP, Center for Informal Sector Employment Promotion, representatives Dickson Moyo (Manager)
Phillip Phiri (Officer).
61
   Interviews of the community members, 1.5.-30.6.2011.
62
   Interview with CISEP, Center for Informal Sector Employment Promotion, representatives Dickson Moyo (Manager)
Phillip Phiri (Officer).

12
In the interview Mr. Moyo was saying that “This country is not doing well in manufacturing. There is not
much manufacturing left and the competition is high as a lot of cheap products are imported to the
markets. Even agricultural products are cheaper to import from South Africa.”63

Although manufacturing doesn’t get very encouraging comments it is the second biggest sector on the
informal sector. Informal manufacturing is concentrating on areas like carpentry, tailoring and textile
production, and metal fabrication. These are also areas that have to face the import of cheaper products,
like especially Chinese clothing that are challenging the textile industry and tailors.64

After trading and manufacturing come services and agricultural activities. There are a lot of small
businesses offering different services like food and beverage or mechanical services without companies
being formally registered.65 What comes to KYP graduates, they will most likely take part into activities on
the manufacturing or services sector.

Entrepreneurship skills are also highlighted in the TEVET Policy. TEVET Policy’s economic objectives are to
improve the productivity of labor force, and to promote entrepreneurship and economic participation in
both the formal and informal sectors. To provide qualitative training for imparting appropriate vocational
skills relevant to the socio-economic development needs in Zambia, and to empower women economically
are also among the economical objectives.66

As the majority of the work force is acting on the informal sector, it is stated that the TEVET Policy should
aim at creating conditions for the development of an entrepreneurial culture and its related skills in
response for the following concerns: unexploited business opportunities in the economy, under-
employment in the informal sector, unemployment of the youth, women and retrenches, rural-urban
migration, poverty.67

How the mentioned policy guidelines should be carried out is a much more difficult question. What can be
said in favor of TEVETA is that it does offer a material package including concrete lesson plans for the
entrepreneurship training. This Entrepreneurship Development, Manual for Trainers/Instructors is
downloadable on TEVETA website and it includes also modules for practical business planning and
management.

What comes to entrepreneurship skills and emphasizing the importance of entrepreneurship ILO reminds
that the development of entrepreneurship among young people is important, but not a “miracle medicine”
in and by itself. It is stated in the report that specific entrepreneurship programmes are more likely to be
effective if they are embedded in an enabling policy and a regulatory environment that is conducive to
youth entrepreneurship.68




63
   Interview with CISEP, Center for Informal Sector Employment Promotion, representatives Dickson Moyo (Manager)
Phillip Phiri (Officer).
64
   Interview with CISEP, Center for Informal Sector Employment Promotion, representatives Dickson Moyo (Manager)
Phillip Phiri (Officer); discussion with the ILO Associate Expert Johanna Silvander.
65
   Interview with CISEP, Center for Informal Sector Employment Promotion, representatives Dickson Moyo (Manager)
Phillip Phiri (Officer).
66
   TEVETA: Technical Education, Vocational and Entrepreneurship Training Policy, 1996.
67
   TEVETA: Technical Education, Vocational and Entrepreneurship Training Policy, 1996.
68
   ILO: Decent Work Agenda in Africa 2007-2015.

13
The Decent Work Agenda also reminds that substantial resources need to be allocated to programmes for
young people that provide access to credit, training and business development services, including sustained
mentorship. Cooperative and community-based enterprises are also an important means of promoting
decent jobs for young people and can provide an opportunity to learn how to become an entrepreneur and
collectively accumulate the financial, social and human resources necessary to create employment.69

What would then be the areas where entrepreneurship activities would have potential? Agriculture and
rural development were pointed out by CISEP representatives and the ILO Decent Work Agenda.

The ILO Agenda says that specific strategies for rural development could include promoting the rural non-
farm sector, agricultural credit schemes for young people, improving agricultural infrastructure such as
irrigation systems and rural road networks, as well as social facilities that would make rural areas attractive
to young people and, on the supply side, adapting educational curricula so that they address the needs of
rural young people and enhance their skills, and in general make the young aware of employment
opportunities in this sector.70

Although Lusaka is the capital of Zambia and people live in urbanized environment, the agricultural
activities are still practiced. Mr. Moyo from CISEP says that agricultural activities would offer better output
and more security than many of the areas people are concentrating now on the informal sector. He says
that there is always a request for food, and when people have land they could also put on a life stock.71

The problem that comes into question with agriculture is the access to land. The land still remains quite
difficult to access although traditional land would be available. Mr. Moyo is saying that there is available
land for example on the outskirts of Lusaka. The transport however becomes an issue, as most of the
people don’t have much to invest.72

However, there have also been arguments against the potentiality of agriculture to create jobs. For
example Harrington Shibanda (the chair of the federation of Zambia’s employers) says that agriculture
doesn’t have that big potential in job creation because agriculture is mainly subsistence farming.73

According to the ILO report other potential sectors include tourism, construction and information and
communications technology.74

6. Employers’ Needs for Vocational Training

The focus in the company interviews was to find out what kind of training the formal employers expect
their employees to have, how they see the skill level of the work force and the quality of the current
vocational training, and how would they improve the training if necessary. We were also discussing about
the general state of each industry and the general skills that are needed on the current job market on top
of the purely professional skills.

69
   ILO: Decent Work Agenda in Africa 2007-2015.
70
   Discussion with the ILO Associate Expert Johanna Silvander.
71
   Interview with CISEP, Center for Informal Sector Employment Promotion, representatives Dickson Moyo (Manager)
Phillip Phiri (Officer).
72
   Interview with CISEP, Center for Informal Sector Employment Promotion, representatives Dickson Moyo (Manager)
Phillip Phiri (Officer).
73
   Discussion with the ILO Associate Expert Johanna Silvander.
74
   ILO: Decent Work Agenda in Africa 2007-2015.

14
As stated earlier, in total 18 company representatives were interviewed for this study. The industries were
selected according to the training that KYP is currently offering that is courses in Automotive Mechanics
and Electrical, Hotel & Catering, Power Electrical, and Tailoring & Designing.

As an overall notice it can be said that the answers were maybe even surprisingly similar to one other. It
seems that certain problems are well acknowledged on the job market and among certain industries.

As discussed before the common critics that almost all of the company representatives brought up is the
fact that the workforce in total is not skilled enough. Most of the companies told that they are arranging in-
house training for the new workers. Many said they are testing the abilities first and then see what the
need for further training is. Some, like Toyota Zambia, are training all the new people they employ.

There were also similar qualities that most of the employers want. They want employers to be able to work
independently. They also want motivated workers who are willing to learn more and develop their skills.
Flexibility and the ability for multi-tasking were also seen positive. People should also be motivated enough
to do their work properly.

 Almost all of the respondents said that computer skills are essential in the current job market. Most of
them were also highlighting communication skills and the ability to get along with people. Also on the
technical side the customer service skills are required in many working places.

Majority of the respondents were also highlighting the practical skills. Employers want people who are
already able to perform the tasks that are given to them. This puts more weight on the practicals and the
industrial attachment that are the ways to improve practical skills. It seems that the vocational training is
currently leaning a bit too much on a theoretical side. There were employers who namely wished more
practical training in the curriculums. It is also important to guide the students to put the theory in practice,
to show how the learned knowledge works in a real situation.

Good practical skills and at least some work experience are also crucial for graduates to get employment as
although they have the formal qualifications they still need to compete against the people who have
experience but no qualifications. Many employers said that experience is still more important than papers
although they were also stating that they do ask for formal qualifications.75

Automotive Mechanics and Electrical

For the Automotive Mechanics and Electrical representatives from the following eight companies were
interviewed: Auto Brakes, Auto World, Toyota Zambia, Kwik-Fit, Auto Sport Center, Bosch, Max T-Solutions,
and TS Tyre Services. Most of the companies are relatively big and known employers like Auto World, TS
Tyre Services and Toyota Zambia. Majority of these companies do all car types and general repairs, and in
many cases there were a shop for spares within the fitment center.

There were however also specialization: Toyota Zambia does only Toyotas what comes to private cars, but
fixes also Subarus and Dahazus in trucks and busses. Auto Brakes is concentrating only in fixing brakes.
Kwik-Fit’s core business is in automotive part replacement that includes tyres, batteries and exhausts. The
company is concentrating on certain labels: Continental (tyres), Yokohama (batteries) and Boso (exhausts).


75
  Interviews made between the 20.4.2011 and 16.6.2011. Find the full list of interviewees as attached with this
report.

15
Max T-Solutions is concentrating on maintenance in their fitment center including activities like changing
tyres and doing suspension. The company however has a separate fitment center for its own vehicles
where full repairs are done for the company’s transport vehicles.

In general there is more work for mechanics. For example TS Tyre has 20 mechanics and 4 electricians and
Auto World has 40 mechanics and 3 electricians (working in the branches were the interviews were made).
However there is also a demand for the electricians, especially good ones, as it was stated that it is harder
to find an electrician than a mechanic.

In-house training is quite common as the employers are not totally happy with the skills of the new
employers. For example Auto World’s Mr. Shane and Auto Sport Center’s Ms. Bhandhair told that they do
test the skills of the applicants and new employees.

The critics given to training institutions target also the equipment level that the current institutions have.
As techniques are developing fast are the institutions dragging behind because they don’t have the means
or the funds to update the equipment so quickly. Also the course books tend to be old. The newest
information would be available online, so this problem could be helped by internet training and an internet
connection.

As stated before, the employers would also like to add the amount of practical training in the institutions.
Many also said that the current training is too short. Many referred to the past when the vocational training
use to be two full years. What is positive is that almost all of the companies said that they do take people
for attachment. There was only Auto World that said they are not taking any trainees.

We also discussed about the state of the industry with the interviewees. In general the current situation,
and the future of the industry looks good as the vehicle strain is growing in Zambia. On the other hand
there are quite a number of new mechanics and electricians, especially mechanics graduating all the time
as the courses are short. Industry is competitive, also on the informal side.

Quite many of the employers were also bringing up the “suit case” companies, individuals who repair cars
on the street for a cheap price. These informal entrepreneurs are not seen in a positive light by the formal
sector.

Tailoring & Designing

For Tailoring & Designing the two factories in Lusaka, the City Clothing Factory and Lusaka Clothing Factory
were contacted. These two are the biggest and basically only clothing factories in Lusaka. The City Clothing
Factory is privately owned family business when the Lusaka Clothing Factory is run by the council of Lusaka.

Both of the companies are concentrating on school uniforms and protective ware. The City Clothing Factory
produces also shirts, jackets, trousers, blouses and coats. The Lusaka Clothing factory employs 10 tailors
and the City Clothing Factory 40.

Mr. Vaghela from the City Clothing Factory pointed out that school uniforms are a very seasonal product.
Beginning of the year is normally very busy, but May and June are very quiet. For this reason company
cannot survive if it would concentrate only on school uniforms.

Both of the interviewees Mr. Vaghela and Mr. Sichlya were not totally happy with the skills of the work
force. Mr. Vaghela said that is a “hit or miss” situation to get a skilled person. Mr. Sichlya says that most of

16
the people seeking work have a certificate level training that is not giving them enough skills. In his opinion
it would be better if the job seekers would have a diploma level qualification. He also said that the training
institutions are not following the development of the industry very well, and there would be a need to
freshen the courses.

Mr. Vaghela says that new employees should be able to do standard clothing, like trousers, skirts and
overalls. What both of the interviewees said was that most of the tailors are not able to do more
demanding outfits. Mr. Sichlya said that it is hard to find people who would be able to do men’s suits. Mr.
Vaghela also mentioned cloths like jackets that are harder to manufacture and added also designing and
fitting skills on this list.

Most of the people on the job market have learned tailoring and designing in the job. What is missing
according to Mr. Vaghela is a good quality training center where it would be easier for an employer to find
skilled tailors.

He was also saying that it would be good if TEVETA would contact the employers in the industry and to find
out the current needs. It would be also welcomed if the training institutions would cooperate with the
companies.

In general the clothing industry is very competitive at the moment because of the import of cheap Chinese
clothes and Salaula. On the other hand it seems that the traditional chitenge clothes are also selling in the
compounds. For example the lecturer for Tailoring, Ms. Banda who used to work as an entrepreneur for a
long time says that chitenge outfits are selling well among the schools uniforms and the curtains, and other
textiles for interior design.

There was also one person among the people interviewed in the community that has a Trade Certificate in
Tailoring. She also said that chitenge suits are the products that people are mainly asking for.

Hotel & Catering

For Hotel & Catering six representatives from different hotels and restaurants were interviewed. The
companies were: Lusaka Hotel, Garden House Hotel, Carern Restaurant & Take Away, Chwama Fast Food,
Harriet’s Bakery and Coffee, and Nandos.

Among these companies there are big employers like Lusaka Hotel that employ 93 full time employees. On
the other hand it was important to also hear smaller companies that produce traditional meals and fast
food, like Carern Restaurant & Take Away.

What use to be typical for the hotel & catering industry is that the employees learnt by working. Traditional
apprenticeship was the way to enter the industry. The younger generations however start to have training
and formal qualifications. Still there are quite a big number of people without any formal qualification. Mr.
Prosper, the Human Resource Manager of Lusaka Hotel, estimated that 65 percent of the current workers
within the industry do not have education for their vocation.

What the managers highlighted were good customer service and communication skills. In the hospitality
industry it is essential that the employees know how to get along with people and understand the concept
of customer service. As Mr. Mudeida, manager in Nando’s put it:



17
“Basically people are only trained to deliver the services, and they are doing only the minimum. But
customer care is about quality, it should be efficient. Without passion for your work you cannot do it.”

Respondents of the hotel and catering industry were either happy with the skill level of the current job
seekers. Mr. Rossi from the Garden House Hotel says that there are not enough skilled people on the job
market because there are too many new schools that provide low-quality education.

Mr. Rossi also criticizes the fact that the training institutions have become businesses and the commercial
nature of training has been lowering the quality of the education because the main point is to do money.
When I asked what makes training to be quality training, Mr. Rossi said that quality itself starts from the
qualified lectures. Same said Mr. Prosper who pointed out that bad lectures are bringing the quality of the
workers down.

Another issue is decent equipments. Mr. Rossi says that the training institutions are not well equipped to
do practicals. Institutions seem to concentrate on theory only and leave the practicals for the attachment
period. Mr. Rossi however says that the three month period is not enough for practical training: future
employees should already know how to do the basic when they come to attachment.

Same said Ms. Redorts, the manager of the Carern Restaurant & Take Away. She was saying that a
certificate is not a guarantee for employee’s skills. Many times people with certificates are not able to
perform in practical tasks and she was highlighting the need to add more practicals in training.

Mr. Mulemna, the manager of the Harriet’s Bakery and Café, on the other hand is happy with the current
work force. He was saying that there are a lot of skilled young people available, and people are getting
more educated than before. Harriet’s Bakery and Café concentrates on certain institutions when they
recruit new people. Mr. Mulemna was listing the following: Silver Catering, Fair View Hotel, Evelyn Hone
College, Nipa College, and Lusaka City College.

Nando’s on the other hand differs from the rest as the company has its own training school. The company
is taking people without any qualifications. What is the basic requirement is ability to read and write and to
be fluent in English.

What all the interviewees more or less agreed on was the fact that the hotel & catering Industry is very
competitive at the moment. New hotels and lodges are established continuously. There is also a lot of
available work force that is seeking for employment. Most of the people have the basic qualifications and in
this position the competition between the job seekers is the highest.

Because of the competition there is a request for knowledgeable and competent people that would be able
to bring something for the company. For example Lusaka Hotel has been struggling to get someone good
enough to coordinate their banqueting department.

Power Electrical

To find out more about the power electrical industry two company representatives from Zamefa and
Electrical Maintenance were interviewed. I also tried to get an interview from ZESCO but they never got
back with the request.




18
Head of Sales and Marketing in Zamefa, Mr. Zulu, who himself is an engineer, says that the basic
qualification to get employment in the industry would be a Craft Certificate. However he is saying that the
G5 Certificate is a good start offering the basic introduction to electrical engineering, but he would
recommend people to continue to craft level as it includes more practical skills.

Mr. Zulu is also saying that when we talk about electrics we should remember that there are many different
departments on the field. The certificate level offers only the general picture of the profession, after that
one needs to specialize.

The specialization has traditionally happened while working, Mr. Zulu confesses that these days it is a bit
hard for the newcomers. Some People are taken straight from school, but not so many. One can also get
stuck on the starting level without a chance to develop their skills while working.

The representative for Electrical Maintenance, Mr. Perera is coming from Sri Lanka, where he used to work
within the same industry. In Sri Lanka the basic training for electricians is three years. Mr. Perera pointed
out that the new employees should know how to do basics, like wiring electricity for a house, but people
within the industry are not always able to do the basics.

According to Mr. Perera, the employees’ biggest problem is however their attitude:

“Electrical work is also construction. Sometimes you need to take walls down. Electricians don’t want to do
this; they don’t want to get their hands dirty. Most of the people just want to do things quickly and they
lack motivation to work hard.”

Both of the interviewees would add practicals to curriculum. Mr. Perera says that vocational training should
be the place to get the basic skills, and these skills should also be developed further after the basic training.
Mr. Zulu says that the practicals should be concentrated on the specific areas because there are quite big
differences between the house wiring and the industrial wiring.

What comes to other skills, Mr. Perera and Mr. Zulu are also both highlighting the computer skills. Mr. Zulu
says that “The first thing to be asked when one comes in will be, that are you computer literate? Students
should be told about this.”

Market Niche for Carpentry and Tailoring Products

Among the job market and vocational training questions the company representatives were asked about
their opinion of buying products from a training institution and what kind of products they might need. The
questions were concentrated on carpentry and tailoring products as KYP has a Tailoring Workshop and it
has been planning to start running a Carpentry Workshop as there are majority of the tools already
available at the campus.

In general the respondents were taking the idea of buying products from a training institution very
positively. They said that it doesn’t matter that the producer is a vocational school as long as it is able to
offer quality products. Quality and the price are most important factors when the companies are deciding
where to buy. Some of the companies were also saying that they would like to support local production.


19
Most of the companies already have a steady producer for their carpentry and tailoring related products,
but there is always a chance to make an offer. Ms. Redorts (Carern Restaurant & Take Away) said that she
might be interested in quality office furniture. Same said Mr. Hussein (Max T-Solution). Mr. Mhango (Kwit-
Fit) was saying that he would order for example a repair for a broken door from a training institution. Also
Toyota Zambia might need carpentry services on their maintenance section and office equipment might be
needed.

TS Tyre orders the company overalls from a private producer and Mr. Sambwa said that they could also
order from a technical training institution if the quality of the products is good enough. TS Tyre might also
be interested on the office furniture. Garden House Hotel again has fixed size beds where they order sheets
from local producers. Mr. Rossi said that they would well buy the work from a training institution as well if
the offer is good enough.76

7. Young People’s Perspectives for Vocational Training

Through the two focus group meetings at two different high schools, a private Lady Diana Education
Center, and a public Chinika High School, we wanted to know how much young people know about
vocational training, where they get their information from, what challenges they face in seeking
information and what kind of skills they see would be beneficial for them to get a job.

What came quite clear during the two focus group meetings is the fact that young people lack knowledge
about vocational training. All the respondents indentified some challenges they meet in finding information
about vocational.

The reasons however differed between the private school, Lady Diana Education Center, and the public
school, Chinika High School. As pupils from Chinika were highlighting the financial problems and nepotism
the Lady Diana pupils pointed out transport problems and the general lack on information.

We also asked students to list vocations that they know and tell where these professionals could work. The
lists of vocations that the students gave out were quite limited at both schools. The professions that the
pupils of the Chinika High School listed concentrated on the most commonly known like doctors, teachers,
lawyers, and accountants, and to those professionals that are visible in the respondents own environment,
like people working with catering, auto mechanics, electricians, and carpenters.

Pupils of the Lady Diana Education Center listed mainly the following: teacher, doctor, economist, lawyer,
accountant, and engineer. There were same professionals on the lists, but the most obvious difference
between the public and the private high schools was the fact that pupils the public school pupils didn’t
mention many academic professions while the private schools pupils mainly named academic professions
and left out the blue collar work.

What is interesting is that there were also professions that should be known missing from the lists. These
are vocations like baker, plumber, housekeeping, maintenance, cashier, hairdresser, salesperson, butcher,
construction worker, office worker and secretary, few to be mentioned.




76
  All the information in this chapter is based on the company interviews made between the 20.4.2011 and 16.6.2011.
Find the full list of interviewees as attached with this report.

20
All the professionals listed found a working place as the pupils were able to name companies or places
where people with these skills could be employed. What is important to note, are the following details in
the answers between the private and the public school. The pupils at Chinika were clearly considering
entrepreneurship as an option for getting work. They mentioned self-employment as an option. In the
answers of the Lady Diana, different ministries as possible employer were highly emphasized.
Entrepreneurship however didn’t come up.

In general it looks strongly like the young people would need (more) guidance for vocational training and
knowledge about different professions before they graduate from high school. Although they know
vocations and employers the picture of the job market is rather narrow and the pupils would earn to know
more. This would also be a place for different training institutions to act and establish ties with local
schools. KYP itself could create ties that would benefit the institution as well.

The possibilities for getting employment after school were taken quite realistically. Young people know that
it is not an easy task to get employment. For the question that which skills are useful in getting
employment, many answered by listing different vocations like tailoring or mechanics. Some were however
also analyzing the matter a bit by saying that there are a lot of chances in health care, but slim
opportunities in economics.

Teaching, banking and engineering were also seen as highly competitive industries, and chances to get
employment as mechanic was seen moderate. On the other hand teaching and economics were seen as a
good professions as well as some said that it will give 100 percent guarantee for a job if one becomes a
teacher, and another stated that as the Zambia is gaining more investments all the time there is a need for
economists.

In the pupils’ lives, skills also meant requirements that need to meat for enrollment. They were not really
thinking of qualities needed in performing the profession itself but were rather listing what they need to
study to be able to be enrolled in training. This would be on need to enhance the knowledge of what kind
of qualities certain professions require from an individual. How would one know what is a suitable vocation
for him or her?77

Based on my own teaching experience at KYP I would also state that young people need stronger working
life skills. It would be a good idea to include knowledge about their rights as workers and the basics of
making contracts in their curriculum. It would also be important to know where to seek help and guidance
when needed as there seems to be quite a lot of problems what comes to for example making written
contracts. Also job seeking skills would be included to support the life after the training institution.

I would also say that the students would need more practice-oriented entrepreneurship skills. As the
lecturers said themselves the current entrepreneurship training is mainly concentrating on giving an idea
for the young people that they have a chance of starting their own business.

Entrepreneurship however needs skills that would be good to practice while still studying. Basic book
keeping, budgeting, and marketing should be practiced, and the students should also get the instructions
how to make a full business plan. Also some guidance of financial matters should be included. As stated
before it is quite hard to find funding to get started but the scarce sources should be anyway presented.


77
     Focus group meetings: Chinika High School 8.6.2011, Lady Diana Education Center 23.6.2011.

21
What the young people in all cases need after the training is the ability to act independently. This should be
taken into account through the training.

8. Community Perspectives and Needs for Training

The main target for the community interviews were to find out what kind of needs the community
members have for vocational training, how much they know about the possibilities to get training, and how
they in general value vocational training. We also wanted to know how people living in the compounds
surrounding KYP are seeing the job market and the current needs in it.

In total 34 people living in John Laing, Kanyama (along Los Angeles Road), Kanyama Masauko, Makeni
Simoson, Kanyama Garden House, and Kanyama Mutanda Bantuwere were interviewed for this study. The
gender distribution was 20 female and 14 male, and the ages varied from 18 to 49.

The education level of the interviewees varies from Grade 9 Certificate to diploma level. Out of 34 people
16 have certificate or craft level vocational training. Six of the respondents have Grade 9 Certificate and five
are holding the Grade 12 Certificate. There were also two interviewees who had stopped in the middle of
the high school, either on grade 10 or 11. Five respondents either got a diploma level education or they
were studying for a diploma. There were no degree holders among the interviewees.

Community representatives were able to name one or more vocational training institutions in Lusaka and
they seem to have reasonable knowledge about the vocational training. The same training institutions were
repeated in the answers, especially Chilence Trades, Dzithandizeni, Chwama Youth Project, Makeni
Ecumenical Center, and Lusaka Trades came up in almost all of the answers. Also KYP was among the best
known in the community.

What is interesting is the fact that although KYP would be the closest institute to study for many of the
community members, there were only two persons who had done their education at KYP and both studied
Tailoring & Designing. There were also on who considered starting Automotive Mechanics, and one
respondent whose son did his Automotive Mechanics at KYP. It seems quite strongly that the institution
cannot attract its “own people”, and this is something that should be discussed further.

If we try to see why people don’t consider KYP as a serious study option, the one answer is found in the
state of the campus. Very clear was the fact that the people don’t like places that are dirty. A training
institution that has dirty yard gives an unprofessional and unorganized image. If the place is messy people
will not believe that the place could actually offer quality training. This critics hits straight to the core of KYP
as the campus is very dirty and the training institution is swallowed by the rentals and the marketers
outside the campus.

Also Computer skills are seen very important among the community members and many of the
respondents stated that they would like learn computer skills and these skills should be part of vocational
training. This means that there would be a high request for computer courses in these communities.

As discussed before all the people with vocational training were valuing their skills. Many said that the
professional skills are the way to make a living as even though it would be impossible to find a job, a skilled
person can become self-employed.




22
What received some critics from the people were the teachers in vocational training institutions. There
were few respondents who said that the commitment of the lecturers could be better as sometimes they
don’t show up to the working place. Some respondents were also saying that the training institutions
should offer the courses as full as advertised, hinting that the quality is not as high as it is promised to be.

From the viewpoint of the community members the current job market needs people with practical skills.
The following professions were listed: hair dressing, body make up, carpentry, mechanics, tailoring,
welding, cookery, driving, electrical work, brick laying, construction, social work

But how many hairdressers, carpenters or tailors can successfully work in one community? People were
also a bit careful in estimating these needs as they said many times that “it seems to be like this”, but there
were not strong evidence or knowledge they could have based their opinion on. Many said that this is an
issue that should be studied.

It could be said that these are the professionals that people can see around them in ever day life and the
opinion is at least partly based on the idea of who is doing well. Some were also basing their opinion on
observation by saying that there are many new hotels being built or that there are more vehicles coming in
and this is the reason why people with catering skills and mechanical skills are needed.

What the Community Buys?

To find out more about the community’s consuming habits people were also asked about the items they
buy. The answers were varied because many answered according to their own businesses or professions.
What should be highlighted is the need for school uniforms. Many of the interviewees working on the field
of teaching said that their schools are offering a lot of uniforms every year.

One interviewee also said that she buys the interior design materials like curtains. One interviewee who is
running a bar was also stating that she is buying furniture and decorative items to her business. There were
also two interviewees who are involved with grocery stores and they buy baking products like scones to the
shops. One of the interviewees is working as a bus driver and he says that they buy new seat covers quite
often.

There was also one respondent whose sister has an events management business. This sister is looking for
places to hire for the events she is arranging.78

9. Conclusion

Zambia’s economical views are positive as the economy has been growing through the previous years and
the growth is forecasted to continue. However despite the economical growth Zambia hasn’t been able to
cut down its poverty levels which still remain high. In total 64 percent of the population live under the 1 US
Dollar per a day poverty line.

The service sector and the industrial sector bring in the majority of the GDP. However the most productive
sectors are employing only low percentage of the total workforce. Vast majority of the Zambians are
making their living on the informal sector as only 11.3 percent are formally employed.


78
     All the information is based on the community interviews made between 1.5.2011 and 30.6.2011.


23
In practice this means that Zambian job market is divided into two parallel job markets. According to the
findings of this study it seems that the current vocational training, the certificate level, qualifies people
mainly on the informal sector. Formal employers are not happy with the skills of the people graduating
from the vocational training institutions. Employers want especially more practice oriented training. In
many cases the companies arrange in-house training for the fresh employees.

It is possible to get a job on a formal sector with a basic vocational qualification. However certificate level
education is not very competitive on the formal sector. At least the fresh graduates need to start from
informal sector to gain experience through they can prove themselves for the formal employers.

The situation also varies according to the industry in question. In Tailoring & Designing the formal market is
very limited and almost all the options for work are on the informal sector. In Hotel & Catering on the other
hand, there are greater opportunities to find employment as a small majority have been able to find a job
from the previous students of KYP.

On the informal sector the vocational training seems to be an advantage. People working on the informal
sector are happy with their education saying that the vocational skills they have obtained have helped
them to earn a living. In this light it is well justified to say that it is possible to enhance opportunities for
employment (self-employment) through vocational training.

Getting the vocational education is still however the very first step that doesn’t guarantee anything yet.
People need to know how to use their skills. If it not possible to find employment, how is it possible to
become self-employed? What it really requires to be an entrepreneur? Young people need more skills like
computer skills, job seeking skills, information seeking skills, entrepreneurship skill, and strong practical
know-how to be able to cope on the job market.

The job market on the informal sector seems also to concentrate on certain professions that make the
competition harder. Young people also seem to have quite narrow idea of possible vocations available.
Their knowledge of vocational training is also limited. Youth in the community would need more
information and more guidance when considering their options after school. None should drop out only
because they didn’t know what the possibilities are.

From the individual perspectives there are also well known obstacles. Lack of funding is the big barrier
between the young people and any kind of education. Nepotism is also common cultural phenomenon that
makes it even harder for those without the connections to try to reach for better life.

Women would deserve special attention as they are more vulnerable on the job markets and have poorer
opportunities to education, formal work, and permanent work. Female students at KYP especially need
more information about the job market as there are very few that have been working before.

The current field of vocational training in Lusaka and in Zambia in general is scattered. There are a lot of
institutions with very varied quality of training. TEVETA received a lot of critics of the lack of supervision
and direction in vocational training. There is a need to control the vocational training better.

10. Life after SYL Funding: Suggestions for Kanyama Youth Programme

There is a lot of potential that can be seen in the Kanyama Youth Programme. KYP has been able to provide
a vocation for more than a 100 young people per a year. KYP’s former students have found employment

24
well and this tells that the quality of the education is quite good. It doesn’t however mean that KYP would
stand untouched by the comments of the employers or. There is always aspects that could be learned and
the training should be developed further as otherwise the quality is soon gone.

Kanyama Youth Programme is also located in one of the most populated compounds in Lusaka and it has
the advantage of being close to transport facilities, the City Market and the Kulima Tower. In the
surrounding neighborhoods there are a lot of people that the institution could benefit. KYP would have a
chance to be a much bigger community actor that it currently is.

In this section some ideas of how to enable KYP’s activities after the funding of SYL is finishing and how to
develop the institution further are presented. They are based on the results of the needs assessment and
my own experience while working within KYP.

There has been different ideas and discussion about the future of the KYP. The last opinion presented has
been to ask the Ministry of Youth to take KYP over. Also an idea about getting the lecturers under the
government pay roll has been presented. This would solve the funding problems as the KYP currently
doesn’t have a base for sustainable finances.

This option would also change the institution fundamentally as it would not be a community based NGO
anymore. On the other hand there a few important questions that should be asked about KYP role in the
community when having this discussion:

        Why KYP should be a community based institution?
        How KYP is serving and benefiting the community?
        How many of the community members are currently involved with KYP activities?
        Where is the ownership, do the community members feel like that KYP is “theirs”?


As came up in the community interviews, people do know about KYP but only two of the interviewees have
had their vocational training at it. KYP would have a chance to be the training provider of the area, but it
may need to think its relationship with the community members again, and try to get the people in. I might
be wrong but this is the impression I’ve got.

As for developing the institution there would be one more crucial question I would ask from all the actors
involved with the institution. And this question would be:

        Why does KYP exist, and why it should exist?


As if there is no common goal it is hard to try to lead to institution to any direction. The roles of different
actors should also be indentified clear enough that there cannot be any misunderstandings in them. For
this reason it might be a good idea to have a workshop facilitated by an external person, as have been
discussed some time before.

With workshop activities there would be a possibility to strengthen the funding of KYP. This however means
that a lot of genuine effort is put in planning and running these workshops. The importance of proper
planning shouldn’t be neglected. For the carpentry workshop an external funder will be needed as starting
the production requires more capital than KYP can invest. It would be also essential to consult an
experienced carpenter and plan the production together with him/her.

25
I would also consider that would the carpentry be the best option? The company representatives were
saying that there could be some request for especially office furniture. KYP could offer desks and shelves
and repair services for these items. As we asked around when planning the application for the carpentry
workshop we also found out, that items for interior design, especially curtain rods and coffee tables etc.
could sell well.

If thinking of establishing the carpentry workshop it would be ideal if it would cooperate with the tailoring
workshop. This would be the way to offer full services for the customers for decorating and furnishing their
offices and businesses. The tailoring workshop would produce the curtains and table cloths while the
carpentry workshop would do the curtain rods and coffee tables.

What talks against the carpentry workshop is the amount of capital that is needed in order to start the
production. KYP is also lacking the skills to run the workshop and it would need to hire a carpenter with
strong business skills. There is also a lot of competition what comes to carpentry, as the idea is nothing but
new. For this reason KYP should really think how to differentiate form the others and find the market niche
for its products.

What comes to tailoring workshop it would have potential if it would have the right person running it. I
would recommend that Ms. Banda would be considered as she has over 20 years of experience as an
entrepreneur and established connections within the community. As came up in the community interviews,
the local schools do order uniforms and there could also be a request for interior design items. This would
mean hard work to get the orders, but it would be very much possible with a right person.

IT-education is definitely an area that KYP should put its effort for. It came out quite clearly in the
community interviews that there is an interest and request for computer courses. IT-sector is also one of
the sectors that have growing potential. The courses should however be priced so that the community
members can afford them. For the courses at least two rather more computers should be fixed, and would
be even better if new computers could be purchased.

KYP has already delivered an application to the Ministry of Youth to fund the computer education. This
application however has got stuck in the decision making organs. However an additional amount of K450
000 of the money received for internet education can be used to fix few computers that would enable to
start the courses. Once again I would say that there should also be a long term financial plan and a work
plan for these courses.

Mr. Leonard Salati, the current training manager would be able to run the courses until KYP would be able
to hire someone to teach IT-skills as a teacher for this subject is anyway needed when the ETVO-volunteers
are gone.

The discussion would be that would it be reasonable for KYP to run all these activities or choose some, or
not to run the workshops at all?

There has also been a discussion about commercializing the other campus in the Kanyama center. It would
be an option to KYP to run this center as commercial basis and continue with the current education
activities at the main campus. This would mean that KYP don’t have to give up the other campus but the
institution would run commercial activities beside social activities. This would also be a chance to maintain
the original mission of KYP to provide vocational training to vulnerable youth and to enhance their
possibilities for employment.

26
What kind of courses the commercialized center could offer? It could be Kanyama Adult Education Center
where courses enhancing people’s business skills and computer skills and giving them a chance to finalize
their basic education could be offered.

As it comes out in the needs assessment, many of the community members have finished their training at
grade 9. There seems to be also a group that did not manage to finish their high school but dropped out in
the middle. According to research the education level correlates with the changes of getting employment.
People with higher educational background are more likely to get employment when the most uneducated
remain as unpaid family workers.

There are also many self-employed people and people that run very small businesses in the communities
around the KYP campuses. As it came out in the needs assessment there would be a need to enhance basic
business skills on the informal sector in accordance to improve people’s well being. With better business
management skills people could earn more and would be able to develop their businesses further.

The Kanyama Adult Education Center could offer practical business courses combined with computer skills.
This would mean that the students would also practice skills like budgeting, book keeping, and marketing.
This would be easy to integrate with IT-education to give people the skills that they are going to need.

The Kanyama Adult Education Center could also give the adult population a chance to finish their
education. On other words the center could offer high school courses arranged on the evening and
Saturdays to enable the working people to attend. Business skills and IT-skills would be also integrated to
these courses.

This education center could be started as a project; however it would need an external funder as KYP would
need to hire more staff and to fix the computer situation. To use the idea would also need a lot of careful
planning and consultation with the education officials. Linking up with other NGO’s and institutions could
be also recommend as for example CISEP is offering business education and has long experience on the
field.

What comes to short courses there has been a request especially for baking. KYP could concentrate on food
production in these courses and to market them especially to small entrepreneurs and to other NGOs that
are paying the course fees for their participants. Instead of reopening a restaurant KYP could also consider
of producing bakery products and conserved products like jams and sauces that could be sold to local
groceries. These products could be made by the students for example each Friday.

The future of the current courses: If we think of the results of the needs assessment the first thing to do
would to think how the quality could be improved and what it takes to achieve the wanted improvements?
The study environment needs cleaning, repairing and more modern equipments (especially the technical
subjects). It could be also considered that could KYP add more practical within the general curriculum as
the practical skills were highlighted by the employers.

According to the results of the needs assessment it could be stated that course like Hotel & Catering,
Automotive Mechanics, Automotive Electrical, and Power Electrical will do okay. Zambian economy is
based on services and although this sector still formally employs only a small percentage of the workforce,
it could be seen that this sector will remain big, and could be producing more formal jobs in the future. The
most vulnerable is the Tailoring and Designing as it faces a lot of competition and there is not much textile
manufacturing left in the country.

27
On the other hand there are several vocational training institutions training exactly the same courses that
KYP is training. So there is also competition between the training institutions. And above all, although there
is no research based info, I would have managed to find, it really looks like that the training is quite heavily
concentrating in certain areas.

If we think that to become a mechanic takes 6 to 12 months, we can easily state that the flow of new
mechanics on the job market is quite strong. Is the market growing with the same speed? And as the
managers of the Hotel & Catering Industry said, the competition is already quite stiff.

There has been discussion to abolish Automotive Electrical and Power Electrical as these courses are not
attracting many students. On the other hand few of the interviewed company representatives said that
they would appreciate employees that would have both, mechanical and electrical skills. To arrange
Automotive Electrical Up-dating Training for employed auto mechanics could be a product that would have
buyers within the companies.

If KYP would wish to replace some of the courses with a new one, one option could be to open Business
and Administration Training concentrating on the basic skills that will enable graduates to act as a cashier
or a sales person or an office worker.

The question of the tenants should be solved. As the tenants are participating very much in making the
campus dirty but are not paying the rents so well, it would be reasonable to empty at least half of the
rented houses and centralize their activities on the other side of the campus. The whole front area should
be cleaned and kept clean.

KYP could also try to market the two halls more powerfully for other NGOs that need venues for their
activities. It could be considered also to cooperate with other NGOs in arranging trainings at KYP. The halls
could also be used in arranging for example exercising courses as the hall would be a good venue for
example for zumba or dancing classes. These kinds of classes could attract locals if the prices are affordable
enough and KYP would be able to do a deal with a physical educator.

With motivation, good planning, good budgeting and financial management, I could see that KYP could
survive by itself and could be developed. This however would need a lot of work and determination. One or
two people are not able to do it alone, but the whole management and the board should be behind the
common goal. On the other hand handing the institution over to the government could guarantee the
continuation of the vocational training in the community, and could be the best option if there is no
capacity to run the institution otherwise (in the case that the government is willing to take the institution
under its control).

What comes to external funding, if KYP decides to try to look for another funder. I would suggest that the
institution would make a decision between the ideas and concentrate on making one feasible project idea.
One possibility would also be to ally with one or two other NGO based training institutions to come up with
a common project idea. This could open more donor possibilities for all the parties.

Whatever the decision for the future will be, it would be good if it could be done as soon as possible.




28
Bibliography:

        African Economic Outlook: Zambia 2011. The Document is available at:
         www.africaneconomicoutlook.org

        3C, Development Management & Entrepreneurship Experts: Kanyama Youth Programme, Mid-
         Term Evaluation 2010.

        CIA World Fact book: www.cia.gov/library/publications/the-world-factbook/index.html.

        Economy Watch: www.economywatch.com.

        Heiska, Tero: Follow Up Study of the Graduated Students of KYP, 2005.

        Human Development Index 2010.

        ILO Decent Work Agenda in Africa 2007-2015, Eleventh African Regional Meeting in Addis Ababa,
         April 2007, International Labor Office Geneva. The document is available at:
         www.ilo.org/public/english/standards/relm/rgmeet/africa.htm

        ILO Zambia Decent Work Country Programme 2007-2011. The document is available at:
         http://www.ilo.org/public/english/bureau/program/dwcp/countries/index.htm

        Ministry of Labor and Security: Labor Force Survey 2005.

        Ministry of Science Technology and Vocational Training: TEVET Statistics Digest 2005.

        Ministry of Science Technology and Vocational Training: Technical Education, Vocational and
         Entrepreneurship Training Policy, 1996.

        TEVETA Course List 2011

        TEVETA List of Registered Institutions 2011

        TEVETA Entrepreneurship Development, Manual for Trainers/Instructors.

        The Unique Face of Poverty in ZAMBIA, Presentation by Valerie Kozel, BBL Poverty Impact Analysis,
         Monitoring and Evaluation 2006, World Bank. The document is available at:
         http://www.docstoc.com/docs/52447337/The-Unique-Face-of-Poverty-in-ZAMBIA

        Zambia 2010 Census of Population and Housing (preliminary results). The document is available at:
         http://www.scribd.com/doc/47739810/Zambia-2010-Census-of-Population-and-Housing.




29
Needs assessment
Needs assessment
Needs assessment

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Needs assessment

  • 1. Needs Assessment: Vocational Training and Job Market in Lusaka Kirsi Koivuporras & Chilufya Chisenga Kanyama Youth Programme 2011
  • 2. Contents 1. Introduction ............................................................................................................................................... 1 2. General Characteristics of the Zambian Economy and Labor Market....................................................... 2 3. Challenge: Low Economical Activity and Unemployment among Youth .................................................. 4 4. Current Vocational Training....................................................................................................................... 7 5. Informal Sector and Entrepreneurship .................................................................................................... 10 6. Employers’ Needs for Vocational Training .............................................................................................. 14 7. Young People’s Perspectives for Vocational Training ............................................................................. 20 8. Community Perspectives and Needs for Training ................................................................................... 22 9. Conclusion ............................................................................................................................................... 23 10. Life after SYL Funding: Suggestions for Kanyama Youth Programme ................................................... 24 Biblioraphy List of Interviews
  • 3. 1. Introduction This study was requested by the Kanyama Youth Programme to help the institution to plan its activities in the future. Kanyama Youth Programme (KYP) is a vocational training center graded by TEVETA located along the Los Angeles Road in Lusaka. It is a community based NGO funded by the Kanyama residents in late 1980’s. KYP is currently funded by SYL, National Union of University Students in Finland. The cooperation is coming to an end by the end of 2011. The mission of KYP is to enhance the employment opportunities of the vulnerable youth trough vocational training. Currently KYP trains young people in five different vocations: Automotive Mechanics, Automotive Electrical, Power Electrical, Hotel & Catering, and Tailoring & Designing. The study was started as a cooperation of Information and Communication Office Mr. Chilufya Chisenga, and ETVO-volunteer Ms. Kirsi Koivuporras, currently working at KYP. The study was planned together and the responsibility of the interviews was shared among the above mentioned persons. The main objectives of this study are to discuss about the relevance of the current vocational training to the job market in Lusaka, to bring out the characteristics of the current job market, and to see the needs that the different stakeholders have for vocational training. To be able to fulfill this objective we wanted to find out the needs that the employers have for vocational training and what they would want to improve. We wanted to see the job market from the perspective of the people living in the Kanyama and surrounding compounds, and to see what kind of needs the community members have for vocational training. We also wanted to get the youth perspective for vocational training and the labor market. The study is based on semi-structured interviews. Three main target groups were the employers in Lusaka, the community members living in the compounds close to KYP, and young people about to finish their school in Kanyama. Total amount of company representatives interviewed was 18. We targeted formal companies acting on the same industries that KYP is training its youth for. The total amount of community members interviewed was 34. We also held two focus group meetings in two high schools in Kanyama that were held at Lady Diana Education Center and Chinika High School. In total 67 pupils participated in the focus group meetings. We also had a meeting with CISEP, Center for Informal Sector Employment Promotion, to get more information about the informal sector. In this session two people from CISEP were present. Other important sources have been especially the ILO Decent Work Agenda in Africa 2007-2015, Labor Force Survey done by the Ministry of Labor and Security, TEVETA’s Technical Education, Vocational and Entrepreneurship Training Policy, and, TEVET Statistic Digest done by the Ministry of Science Technology and Vocational Training. There are also several other written sources that are listed in the bibliography. The study itself was finalized by Ms. Koivuporras as Mr. Chisenga moved to different job after the interviews were made. This means that the gathered material is analyzed and the report is written by Ms. Koivuporras. 1
  • 4. 2. General Characteristics of the Zambian Economy and Labor Market Zambia is a landlocked nation in Southern Africa with a population of 13 million people.1 Zambia’s economy is booming as it has been growing with more than 6 percent for the previous years and the growth is expected to continue with 6.5 percent in 2011. Economy is based on services that cover 49.5 percent of the GDP. Industries cover 31.3 percent and agriculture 20.9 percent (including forestry, fishing and hunting). Traditionally manufacturing has been about 10 percent of the GDP.2 However it is important to point out that only a small percentage of the work force is working on the two main sectors. The service sector employs 9 percent and the industries 6 percent of the total work force. Most of the people in Zambia live on agriculture. Agricultural activities bring living for 73 to 85 percent of the population depending on the different statistics. According to the Labor Force Survey the percentage was 73 in 2005. Small proportion of the agricultural activities is commercial, and vast majority of the people living in the rural areas are dependent on subsistence farming. 3 Despite the economical growth and the positive economical forecasts, Zambia is still one of the less developed countries in the world. Zambia’s ranking is 150th in the Human Development Index (2010) out of 169 ranked countries. About 64 percent of Zambians live with less than 1 US Dollar per a day.4 It can be easily stated that the economical growth hasn’t been benefiting people equally. Poverty is concentrated on the country side where about 85 percent of the people live under the poverty line. In the urban areas the equivalent percentage is 34. Majority of the Zambians still live on the country side although Zambia is one of the most urbanized countries in Southern Africa. The current population census shows that 61 percent of the population is living in the rural areas and 39 percent in the urban areas.5 Lusaka as a capital has currently a population of 2.2 million – and the amount is growing. According to the official poverty estimates published by the government in 2004 almost half of the Lusaka city dwellers, 48 percent were considered to be poor. At that time the poverty rate for the whole nation was 68 percent.6 When talking about the Zambian labor market the most striking characteristic is the size of the informal sector. Out of the current Zambian workforce that is 6.2 million people only 11.3 percent of are formally employed as the rest are working on the informal sector or are unemployed.7 1 The exact population is 13,046,508. Zambia 2010 Census of Population and Housing: http://www.scribd.com/doc/47739810/Zambia-2010-Census-of-Population-and-Housing. 2 African Economic Outlook: www.africaneconomicoutlook.org; Economy Watch: www.economywatch.com; CIA World Fact book: www.cia.gov/library/publications/the-world-factbook/index.html. 3 Economy Watch: www.economywatch.com; CIA World Fact book: www.cia.gov/library/publications/the-world- factbook/index.html; Ministry of Labor and Social Security: Labor Force Survey 2005. 4 African Economic Outlook: www.africaneconomicoutlook.org; Human Development Index 2010, UNDP. 5 African Economic Outlook: www.africaneconomicoutlook.org; Zambia 2010 Census of Population and Housing: http://www.scribd.com/doc/47739810/Zambia-2010-Census-of-Population-and-Housing. 6 Zambia 2010 Census of Population and Housing; Valerie Kozel: BBL Poverty Impact Analysis, Monitoring and Evaluation 2006, World Bank. 7 ILO: Zambia Decent Work Country Profile 2007-2011. 2
  • 5. According to the statistics in the latest and the second Labor Force Survey that have ever been done, the unemployment rate was 16 percent in 2005.8 However the concept of being unemployed is not that clear as most of the people don’t have formal jobs but are carrying different economical activities to cover their daily livelihood. For this reason the terms “economically active” and “economically inactive” seem to describe the labor market better. The Labor Force Survey divides the employed people into following groups that follow the concept of “economically active” as a synonym for “employed”: of the total number of employed persons in Zambia 43 percent were self-employed, 17 percent were paid employees and 38 percent were unpaid family workers. The remaining 1 percent consists of employers.9 Zambia’s situation is not an exception among African states. According to ILO Decent Work Agenda in Africa 2007-2015 the informal economy, comprising the self-employed, micro- and small enterprises and workers who find themselves in informal contractual arrangements, accounts for a significant percentage of economical activity in Africa, both in rural and urban areas.10 It is estimated that around three-quarters of activities in the urban economies are informal in nature. The report is also giving a very careful estimate that it might be that only one out of ten people have jobs in the formal economy in Africa.11 In general home-based workers and street vendors make up the largest groups of informal workers in urban areas in Africa. Many workers are also employed in small workshops often doing small-scale manufacturing and assembly work. Often the business unit is the family with more than one generation working together and pooling earnings.12 The informal sectors is constantly reshaping: businesses born and die rather quickly. It is also common that the position of the people is changed many times – today a person can be employed working for an informal employer, next year he or she can be self-employed and on the next year working again for someone else.13 According to CISEP (Center for Informal Sector Employment Promotion) the biggest sector of the informal work in Lusaka is trading. Next on the list are manufacturing, then services and agricultural activities.14 The large informal sector and the decline of manufacturing have their roots in the 1990s. World Bank economist Valerie Kozel points out that as a result of reforms and stabilization measures in the 1990s, the urban workforce shifted out of mining and manufacturing into trade and services, and also into agriculture. At the same time the informal sector in urban areas started to grow.15 One important factor of the job market is the education level that is in general rather low in Zambia. According to the Labor Force Survey only 3.1 percent have a university degree, 19.7 percent have lower 8 Ministry of Labor and Social Security: Labor Force Survey 2005. 9 Ministry of Labor and Social Security: Labor Force Survey 2005. 10 ILO: Decent Work Agenda in Africa 2007-2015. 11 ILO: Decent Work Agenda in Africa 2007-2015. 12 ILO: Decent Work Agenda in Africa 2007-2015. 13 ILO: Decent Work Agenda in Africa 2007-2015. 14 Interview with CISEP, Center for Informal Sector Employment Promotion, representatives Dickson Moyo (Manager) Phillip Phiri (Officer). 15 Valerie Kozel: BBL Poverty Impact Analysis, Monitoring and Evaluation 2006, World Bank. 3
  • 6. secondary education and 19 percent higher secondary education. In 2005 a bit less than 60 percent of the Zambians had finalized their primary education.16 Education level of individuals correlates with their status on a job market. Most of the literate persons are self-employed when illiterate are mainly unpaid family workers. In other words persons with no education tend to be unpaid family workers. Majority of the people with tertiary education were paid employees. People with primary education were either paid employees or unpaid family workers.17 What comes to gender, men are slightly more active economically than women. About 51 percent of the employed persons are men and about 48 percent are female. There are however some important differences that need to be pointed out. There are more women working in agriculture than men, and women do more part-time work than men. There are also more women on the informal sector than men. In general the level of education among women is lower than among men. Girls have a higher risk to drop out of school. 18 On other words women are more vulnerable on the job markets and have poorer opportunities to education, formal work and permanent work. One problem on the Zambian job market seems to be the fact that most of the Zambians are underemployed. According to the Labor Force Survey about 83 percent of the economically active people said they are underemployed. The weight of subsistence farming plays a major role in this because about the same percentage said that the reason for their underemployment is the seasonal nature of their working. This however brings out the vulnerable situation of the majority of the Zambians.19 3. Challenge: Low Economical Activity and Unemployment among Youth As young people are the main beneficiaries of the Kanyama Youth Programme it is important to look the youth unemployment in a more detailed way. Youth unemployment is also one of the big challenges that the African countries are facing. ILO’s Decent Work Agenda in Africa 2007-2015 points out that the number of unemployed young people (those available and looking for work) grew almost by 30 percent between 1995 and 2005. In 2005 the youth unemployment rate in Africa reached to 19.5 percent.20 In Zambia the age group of 40-44 years has the highest employment rate against the population ratio (91 percent). The lowest is in the age group of 15-19 years; 28 percent of this group was unemployed in 2005. The majority of the employed persons were found in the age groups of 20-24 and 25-29 years. However these age groups are also among the biggest in Zambia.21 One reason behind the youth unemployment is the population growth. Africa’s population is among the world’s youngest. The youth population is expected to grow by an additional 46 million between 2005 and 16 Ministry of Labor and Social Security: Labor Force Survey 2005. 17 Ministry of Labor and Social Security: Labor Force Survey 2005. 18 Ministry of Labor and Social Security: Labor Force Survey 2005; TEVETA: Technical Education, Vocational and Entrepreneurship Training Policy, 1996. 19 Ministry of Labor and Social Security: Labor Force Survey 2005. 20 ILO: Decent Work Agenda in Africa 2007-2015. 21 Ministry of Labor and Social Security: Labor Force Survey 2005. 4
  • 7. 2015 and the youth labor force by 22 million. Already the young people between the ages of 15 and 24 find it very difficult to find work because the current economies are unable to absorb the newcomers.22 Unfortunately getting employment doesn’t either guarantee decent living. The ILO estimates that in 2005 as many as 44 million young people in Africa, or 48.7 per cent of all employed young people did not earn enough to lift themselves and their families above the 1 US Dollar per a day poverty limit. Africa is the only region where the number of young working poor has increased since 1995.23 Young people often lack work experience, job searching know-how and access to social networks that provide job information. Many of the young people also lack the skills that are required on the job market. And the more crucial problem is that getting the skills does not guarantee a job. 24 ILO agenda also states that gender discrimination and cultural norms worsen the situation for young women. Women are less likely to be employed than men. Being left outside the job market is also mentally heavy. Discouraged young people may start to feel useless and alienated from society what makes entering the labor force even more difficult.25 This happens in a context where young people really cannot afford to be unemployed. Survival forces the majority to enter the informal economy where they generally work long hours without no security and at a very low pay.26 Some of the aspects discussed above also came up during the interviews that were made for this study. The fact that a vocational training certificate doesn’t guarantee much on the job market was proved to be true through the interviews of the company representatives. Most of the 18 interviewees were saying that they do ask for papers, and the minimum requirement to get employment in the formal sector is the certificate level. However when we were talking more about the topic it came obvious that the employers don’t put so much emphasis on the formal education but they are more or less highlighting the practical experience that a job seeker has. In this sense an educated young person seems to stand on the same line with a person that has no education but has some amount of working experience. Traditional apprenticeship, learning while working seems to still be quite common, and this was stated also in the ILO’s Decent Work in Africa Agenda. What is considered “experienced” varied according to the interviewee. The scale varied from 6 months to several years. This shouldn’t however be understood wrongly because the company representatives do value the technical and practical skills and the knowledge that the training can give. There were also few companies like for example the Lusaka Hotel and Garden House Hotel that emphasized training. The training also gives the individual a chance for career development that is much harder without any education. 22 ILO: Decent Work Agenda in Africa 2007-2015. 23 ILO: Decent Work Agenda in Africa 2007-2015. 24 ILO: Decent Work Agenda in Africa 2007-2015. 25 ILO: Decent Work Agenda in Africa 2007-2015. 26 ILO: Decent Work Agenda in Africa 2007-2015. 5
  • 8. However the reason for not putting so much value on certificates, is the fact that almost all the interviewees said that people on the job market are not skilled enough, and many times those people with certificates don’t perform any better that people without education.27 Through the answers of 67 high school pupils in two separate focus group meetings we can also conclude that the young people lack knowledge of job market and of vocational training. We held one focus group meeting at a public school, Chinika High School, and another at a private high school, Lady Diana Education Centre in Kanyama. In first assignment we asked the pupils to list profession they know and companies where these professionals can work. This assignment was done in groups at Chinika High School and individually at Lady Diana Education Center as there were limited amount of time that could be used. The lists of vocations that the students made were quite limited at both schools. The professions that the pupils of the Chinika High School listed concentrated on the most commonly known like doctors, teachers, lawyers, and accountants, and to those professionals that are visible in the respondents own environment, like people working with catering, auto mechanics, electricians, and carpenters. Pupils of the Lady Diana Education Center listed mainly the following: teacher, doctor, economist, lawyer, accountant, and engineer. There were same professionals on the lists, but the most obvious difference between the public and the private high school was the fact that the public school pupils didn’t mention many academic professions while the private schools pupils mainly named academic professions and left out the blue collar work. There were also two questions that all the pupils answered individually. The questions were: What sources do you use to gain information about vocational training? What kind of challenges you face in finding information about vocational training? These answers differed between the private and the public high school. What came out clearly in the answers of the pupils of Chinika High School was the fact that young people seek personal contacts when they are searching for information. Many said that it is very difficult to get any information of a profession or vocational training if you don’t know anyone who you could ask. Other means to find information like internet were mentioned in minority of the answers, and it was also stated that using the internet requires funds what is a problem. The financial problems were stated in almost all of the answers. The idea is that already getting the information requires money. For information seeking the pupils did point out the possibility to go and visit the training institution but there are few problems relating to this: long distances that create travel costs, and lack of knowledge where to find the institutions. Many had the wrong idea that there are not many vocational training institutions when only in Lusaka there are 91 TEVETA registered training institutions.28 Interesting viewpoint was the idea that one needs to have good marks to even get some information about the further training. On some level the pupils did confuse the original question and described the challenges one faces when studying, but on the other hand many said that it is difficult to find information if you don’t have good enough marks or if you don’t succeed for example in mathematics. This is hinting 27 Company interviews made between the 20.4.2011 and 16.6.2011. Find the full list of interviewees as attached with this report. 28 TEVET Registered Training Institutions, TEVETA. 6
  • 9. about the gate keeping role of the teachers that may have helped to put this idea in the pupils head: “You cannot study if you don’t succeed in your final exams”. This is very much true, but not the whole truth. Many also said that there is nepotism that makes it difficult to find information. Many stated that there are people who only want to help their family members and relatives and are refusing to give the information to others. This is very much connected to the fact that the pupils really seek a person to be the source of information. On the other hand the answers of the pupils at Lady Diana Education Center draw a bit different picture of the situation. Issues like nepotism and lack of funds weren’t mentioned in the answers. Two main challenges of finding information about the vocational training were lack of available information and transport issues.29 The lack of working experience among youth becomes visible when looking at the current students at Kanyama Youth Programme. This is the matter especially among women. Very few of them have been working before or currently have a part-time job. Among the men there are number of students that either have some working experience or that are currently working besides studying, and then there are those that don’t have any. About 80 percent of the current students didn’t have a CV, and had none or very little experience in job seeking.30 4. Current Vocational Training An educated and competent workforce is an important factor of economic growth: it facilitates the move away from traditional production models towards more sophisticated and high value-added products, commodities and services for global markets31. This conclusion is from the ILO Decent Work Report and it states out quite well the meaning of the good quality vocational training. In Technical Education, Vocational and Entrepreneurship Training (TEVET) Policy the skilled labor force is defined in a following way: A skilled labor force is efficient and enhances the quality of its products and improves production32. However it is confessed also in the TEVETA Policy that the employers haven’t been totally happy about the quality of the labor force coming to the labor market. It is further stated that the failure to generate employment opportunities has also been worsened by the lack of financial and institutional structures to support self-employment for those that are skilled but cannot find work on the formal sector. It is also said that the institutions established after the beginning of the 1990’s and the era of privatization, have not been contributing significantly in generating employment opportunities.33 The TEVETA Policy was written in 1996, since many things have changed but many seem to be remaining. In the Policy it is stated that the existing institutions that provide technical education and vocational training 29 The focus group meetings were held at a public high school, Chinika High School, and at a private high school, Lady Diana Education Center, in Kanyama. More information about the school is found as an attachment. 30 This chapter is based on the notifications during the communication lessons at KYP. We have been dealing the job seeking, job application matters and have been processing a CV to everybody. 31 ILO: Decent Work Agenda in Africa 2007-2015. 32 TEVETA: Technical Education, Vocational and Entrepreneurship Training Policy, 1996. 33 TEVETA: Technical Education, Vocational and Entrepreneurship Training Policy, 1996. 7
  • 10. and those that promote the generation of employment do not have the ability and resources to adequately offer skills to the large number of unemployed to enable them to enter the productive sector. 34 This seems to be roughly the existing problem even today that really raises the question: What should be done for the matter and what is TEVETA’s role in that? How to change the situation? TEVETA Policy emphasizes that the imperative is to satisfy the labor market, socio-economic concerns and resources based opportunities in the economy. There are three core objectives:  To balance the supply of skilled labor at all levels with the demands of the economy  To act as a vehicle for improved productivity and income generation  To be an instrument for the minimization of inequalities among the people35 It is also stated that the policy’s aim is to improve technical education and vocational training and link it to the requirements of the employment sector. It is not however identified how these objectives are planned to be reached. The employer side was criticizing the fact that it is too easy to start a vocational training institution and few commented that there is not enough supervision and regulations what comes to vocational training. For example Mr. Rossi, the manager of the Garden House Hotel, said that there is not enough will to control the training institutions and to see that the curriculums are actually followed.36 The Manager of the Kwik-Fit, Mr. Mhango, weren’t neither happy what comes to supervising the vocational training. He said that there is a need for an organization that would monitor the quality of the training, because currently it is very easy to start an institution and there are too many schools with low quality. Same said Mr. Sambwa from the TS Tyre Services; the professional field should be monitored and controlled better by the authorities.37 Based on the 18 interviews of the company representatives it also seems that interaction between the training organizer, training authorities and the companies is missing. Toyota Zambia was the only company that told that they have been negotiating with TEVETA as they wanted to establish their own training for Automotive Mechanics. There seems to be a need for enhancing the interaction between the training institutions and the companies to gain benefits through cooperation and to improve vocational training to match better with the needs of the employers. This would also improve the understanding of the challenges that the training institutions have. Companies could be willing to cooperate if they could also benefit and their needs would be taken into account. Need for cooperation and information sharing came up also in the interviews of the community members. In total 34 people living in John Laing, Kanyama (along Los Angeles Road), Kanyama Masauko, Makeni Simoson, Kanyama Garden House, and Kanyama Mutanda Bantuwere were interviewed. Almost all the interviewees were highlighting that they wish the training institutions to interact with the employers and 34 TEVETA: Technical Education, Vocational and Entrepreneurship Training Policy, 1996. 35 TEVETA: Technical Education, Vocational and Entrepreneurship Training Policy, 1996. 36 Interview of Mr. David Rossi, 3.5.2011. 37 Interview of Mr. Michael Mhango, 7.6.2011; Interview of Mr. Brian Sambwa 17.5.2011. 8
  • 11. also with the community members in order to provide training that meets the requirements of the current job market.38 Vocational training however looks different when we turn the viewpoint and look the matter from the community perspective. All together 16 of the community respondents have a certificate or a craft level vocational training. The general conclusion than can be made based on these 16 answers is the fact that people are more or less happy for their studies. They told that the training had helped them to gain livelihood, and the money paid for studies has paid off. These interviewees were mainly working in the informal sector and were either self-employed or have a small business.39 The informal sector in the compounds kind of establishes its own parallel job market that is quite different than the formal one. Vocational training obviously helps people in their lives to create a living and this fact needs cannot be undervalued. On the other hand there is a great gap between the formal economy and informal economy what comes to expectations of the skills level and required qualities. One could conclude that current vocational training is good in that sense that it enhances people’s possibilities to make a living. From the economical and developmental viewpoints the vocational training needs to be improved as it doesn’t meet the requirements of the current labor market. Development is blocked if the education and the competencies of the workforce remain on the low level. The matter of improving vocational training was pointed out also in the ILO Decent Work Agenda in Africa. The report states that reform of vocational training systems is crucial in order to address the challenge of providing young people with the skills that meet labor market requirements.40 If we then move to look at the structure of the Zambian vocational training there are first of all quite a number of vocational training institutions in Zambia, although most of them are small as the number of students admitted in TEVET System in 2004 was 26,642. The number is based on a latest survey done by the Ministry of Science Technology and Vocational Training that could be found in public sources.41 The Ministry runs 23 training institutions nationwide. In Lusaka there are currently 91 TEVETA graded training institutions that is over 30 percent of all of the training institutions in Zambia. Above this number come the training institutions that do exist but do not have TEVETA grading.42 Most of the institutions offering vocational training are private. The proportion for privately owned institutions was 43 percent in 2004, government owns 34 percent. In that same year NGOs were running 18 percent of the vocational training institutions.43 The gender balance in vocational training is quite good as of the total number of students 46.6 percent were female in 2004. It is interesting that Lusaka was one of the provinces where there were more female than male students in vocational training, 54.3 percent. Although female participation was high even in 38 Interviews of the community members, 1.5.-30.6.2011. 39 Interviews of the community members, 1.5.-30.6.2011. 40 ILO: Decent Work Agenda in Africa 2007-2015. 41 Ministry of Science Technology and Vocational Training, TEVET Statistic Digest, 2005. 42 Ministry of Science Technology and Vocational Training, TEVET Statistic Digest, 2005; TEVETA website. 43 Ministry of Science Technology and Vocational Training, TEVET Statistic Digest, 2005. 9
  • 12. general, gender disparities still remain in Engineering and Construction Programmes. On the other hand male participation in Textile and Design, Hospitality and Paramedical Science Programmes were low.44 About half of the students are studying for the lowest qualification that is the Certificate or the Craft Level. One fifth of the admitted students were studying for the Trade Test Level. Although the gender balance is quite good in vocational training in general, the inequality between men and women grows bigger when looking at the Technician and Technologist Levels where majority of the admitted students are men.45 What comes to teachers in vocational training, most of the lecturers have a Certificate or a Diploma Level qualification. The diploma holders establish a majority with 39 percent. For this reason it is stated in the MSTV survey that there is a need to upgrade training of lecturers.46 This is however a challenge as education in general is very expensive in Zambia. This could be an area were TEVETA could offer more support for training institutions by organizing if not free then affordable training for the lecturers accredited by TEVETA and working for a TEVETA graded training institutions. 5. Informal Sector and Entrepreneurship As the informal sector is so dominating in Zambia, it is clear that the characteristics of both, the informal and the formal job market, should be taken into account when preparing students for working life. This is also stated in the TEVET Policy47 and has been already acknowledged by KYP. It can also be stated that there is a need to enhance the skills on the informal sector in accordance to develop the working conditions and to increase those people’s well being who end up working in the informal sector. There is a also a need to look more into informal sector as a big portion of the KYP graduates find their employment on this sector. In the follow ups that have been made about the former students and their placement on the job market, the division between the informal and formal sector have not been taken directly into account. However as the majority of the Zambians do work on the informal sector, and basically all the self- employed people are working on the informal sector, it is possible to create some guidelines that are based on these figures. According to the study that the former ETVO-volunteer Tero Heiska did in 2005, altogether 77 percent of the 58 former students that were interviewed got employment. However it is good to take into account that the proportion of the students that studied Automotive Electrical, Power Electrical and Tailoring and Designing was very small in this study.48 44 Ministry of Science Technology and Vocational Training, TEVET Statistic Digest, 2005. 45 Ministry of Science Technology and Vocational Training, TEVET Statistic Digest, 2005. 46 Ministry of Science Technology and Vocational Training, TEVET Statistic Digest, 2005. 47 TEVETA: Technical Education, Vocational and Entrepreneurship Training Policy, 1996. 48 Tero Heiska, 2005. 10
  • 13. Heiska was further commenting that the employment rate for Hotel and Catering was 76 percent and for the Automotive Mechanics it was 47 percent. These were the most accurate numbers as the proportion of the interviewed students was big enough.49 In the Mid-Term Review of the SYL project done by the 3C consulting company 119 former students from all the courses were interviewed. According to the report 32.8 percent of the former students are self employed, 16 percent are employed part-time, and 33.6 percent have full time employment. Self- employment is most common among tailors as 95 percent of the former tailoring students are self- employed.50 According to this study the majority of the former students, 82 percent, are engaged in some income generating activity (self employment, part-time employment or full-time employment).51 Hotel and Catering seems to be the industry where the students have the best opportunity to find formal employment. According to the lecturer Lucky Kapambwe’s rough estimate, about 40 percent of the former students are employed on the informal sector and about 60 percent get formal employment. If we look at the issue from the opposite viewpoint, Tailoring and Designing is the industry where it is most difficult to find formal employment and almost all end up being self-employed. Although the informal sector is offering working opportunities for those that cannot be absorbed into the formal economy, there are also some negative sides on the informal sector that should be taken into account. As it is stated in the ILO Decent Work Agenda, not all the workers on the informal economy are poor, but many are, or live with the constant risk that some event may push them to poverty. Life is insecure and things change rapidly.52 As the CISEP representatives Mr. Moyo and Mr. Phiri said, the businesses are established and driven down quite quickly. The informal sector itself consists of different forms of work, and the question remains that how many of the people working on the informal sector have decent jobs?53 Access to finance is a vital concern for workers in the informal economy. Often people need to relay on money lenders or family help. To some extend there is funding available for small businesses. The government based Citizen Economic Empowerment Fund allocates small funds for applicants for business purposes.54 However Mr. Moyo was saying that the demand is so high that the funds available are not sufficient. Another aspect is that there are no public statistics or other information about the number of people that have received funding from this source, so it is very hard to estimate the effectiveness of the small funds of Citizen Economic Empowerment Fund.55 49 Tero Heiska, 2005 50 3C: Kanyama Youth Project, Mid-Term Review 2010. 51 3C: Kanyama Youth Project, Mid-Term Review 2010. 52 ILO: Decent Work Agenda in Africa 2007-2015. 53 Interview with CISEP, Center for Informal Sector Employment Promotion, representatives Dickson Moyo (Manager) Phillip Phiri (Officer). 54 ILO: Decent Work Agenda in Africa 2007-2015; Interview with CISEP, Center for Informal Sector Employment Promotion, representatives Dickson Moyo (Manager) Phillip Phiri (Officer). 55 Interview with CISEP, Center for Informal Sector Employment Promotion, representatives Dickson Moyo (Manager) Phillip Phiri (Officer). 11
  • 14. Government is also giving small loans for special interest groups like women’s groups, youth, disabled and people living with HIV/Aids. There are also some micro-credit institutions and money lenders that are giving loans to small and informal entrepreneurs. Mr. Moyo is however quite critical what comes to these loans as the interest rates are many times as high as 12 to 15 percent. People also need to start paying back immediately when their business is running.56 Another challenge on the informal sector is the lack of business management skills. The ILO report emphasizes that for small enterprises adequate management skills to survive and to grow are vital. At the moment there are still many actors on the informal sector who lack necessary skills to run their businesses in profitable way.57 What comes to Africa in general the ILO states that cost-effective and sustainable business development services, such as management training, access to finance, information on technologies, export and domestic market access and inter-firm linkages should be developed.58 CISEP’s core activity is to offer business management training, counseling and advisory services to micro and small enterprises working on the informal sector. Mr. Moyo and Mr. Phiri were stating that what CISEP basically does is putting the technical skills together with the business management skills. As the job market is still lacking of people that would have both of the mentioned skills, there would be a great need for combining technical skills with business skills and vice versa.59 To be an entrepreneur requires quite a lot of skills that many the people are still lacking. During the interview Mr. Moyo was however emphasizing the fact that people are generally unwilling to invest in training. The way of thinking is that it’s waste of money to go to school if one can start working and earning instead. Another factor is that an education doesn’t guarantee a job. Because of this many invest their small money in starting a business rather enhancing their skills first.60 On the other hand big majority of the interviewed community members that have vocational training were really happy for the fact that they had studied. Vocational skills were valued and the respondents were telling that the skills have been benefiting them.61 In Lusaka trading is the largest activity on the informal sector. It is easy to enter to this sector, but there is also a lot of competition. Manufacturing, as stated earlier, has traditionally been 10 percent of GDP, and to develop the manufacturing sector has been on the government’s agenda. However looking the matter from the viewpoint of the informal sector actors in Lusaka, the manufacturing sector is not doing well.62 56 Interview with CISEP, Center for Informal Sector Employment Promotion, representatives Dickson Moyo (Manager) Phillip Phiri (Officer). 57 ILO: Decent Work Agenda in Africa 2007-2015. 58 ILO: Decent Work Agenda in Africa 2007-2015. 59 Interview with CISEP, Center for Informal Sector Employment Promotion, representatives Dickson Moyo (Manager) Phillip Phiri (Officer). 60 Interview with CISEP, Center for Informal Sector Employment Promotion, representatives Dickson Moyo (Manager) Phillip Phiri (Officer). 61 Interviews of the community members, 1.5.-30.6.2011. 62 Interview with CISEP, Center for Informal Sector Employment Promotion, representatives Dickson Moyo (Manager) Phillip Phiri (Officer). 12
  • 15. In the interview Mr. Moyo was saying that “This country is not doing well in manufacturing. There is not much manufacturing left and the competition is high as a lot of cheap products are imported to the markets. Even agricultural products are cheaper to import from South Africa.”63 Although manufacturing doesn’t get very encouraging comments it is the second biggest sector on the informal sector. Informal manufacturing is concentrating on areas like carpentry, tailoring and textile production, and metal fabrication. These are also areas that have to face the import of cheaper products, like especially Chinese clothing that are challenging the textile industry and tailors.64 After trading and manufacturing come services and agricultural activities. There are a lot of small businesses offering different services like food and beverage or mechanical services without companies being formally registered.65 What comes to KYP graduates, they will most likely take part into activities on the manufacturing or services sector. Entrepreneurship skills are also highlighted in the TEVET Policy. TEVET Policy’s economic objectives are to improve the productivity of labor force, and to promote entrepreneurship and economic participation in both the formal and informal sectors. To provide qualitative training for imparting appropriate vocational skills relevant to the socio-economic development needs in Zambia, and to empower women economically are also among the economical objectives.66 As the majority of the work force is acting on the informal sector, it is stated that the TEVET Policy should aim at creating conditions for the development of an entrepreneurial culture and its related skills in response for the following concerns: unexploited business opportunities in the economy, under- employment in the informal sector, unemployment of the youth, women and retrenches, rural-urban migration, poverty.67 How the mentioned policy guidelines should be carried out is a much more difficult question. What can be said in favor of TEVETA is that it does offer a material package including concrete lesson plans for the entrepreneurship training. This Entrepreneurship Development, Manual for Trainers/Instructors is downloadable on TEVETA website and it includes also modules for practical business planning and management. What comes to entrepreneurship skills and emphasizing the importance of entrepreneurship ILO reminds that the development of entrepreneurship among young people is important, but not a “miracle medicine” in and by itself. It is stated in the report that specific entrepreneurship programmes are more likely to be effective if they are embedded in an enabling policy and a regulatory environment that is conducive to youth entrepreneurship.68 63 Interview with CISEP, Center for Informal Sector Employment Promotion, representatives Dickson Moyo (Manager) Phillip Phiri (Officer). 64 Interview with CISEP, Center for Informal Sector Employment Promotion, representatives Dickson Moyo (Manager) Phillip Phiri (Officer); discussion with the ILO Associate Expert Johanna Silvander. 65 Interview with CISEP, Center for Informal Sector Employment Promotion, representatives Dickson Moyo (Manager) Phillip Phiri (Officer). 66 TEVETA: Technical Education, Vocational and Entrepreneurship Training Policy, 1996. 67 TEVETA: Technical Education, Vocational and Entrepreneurship Training Policy, 1996. 68 ILO: Decent Work Agenda in Africa 2007-2015. 13
  • 16. The Decent Work Agenda also reminds that substantial resources need to be allocated to programmes for young people that provide access to credit, training and business development services, including sustained mentorship. Cooperative and community-based enterprises are also an important means of promoting decent jobs for young people and can provide an opportunity to learn how to become an entrepreneur and collectively accumulate the financial, social and human resources necessary to create employment.69 What would then be the areas where entrepreneurship activities would have potential? Agriculture and rural development were pointed out by CISEP representatives and the ILO Decent Work Agenda. The ILO Agenda says that specific strategies for rural development could include promoting the rural non- farm sector, agricultural credit schemes for young people, improving agricultural infrastructure such as irrigation systems and rural road networks, as well as social facilities that would make rural areas attractive to young people and, on the supply side, adapting educational curricula so that they address the needs of rural young people and enhance their skills, and in general make the young aware of employment opportunities in this sector.70 Although Lusaka is the capital of Zambia and people live in urbanized environment, the agricultural activities are still practiced. Mr. Moyo from CISEP says that agricultural activities would offer better output and more security than many of the areas people are concentrating now on the informal sector. He says that there is always a request for food, and when people have land they could also put on a life stock.71 The problem that comes into question with agriculture is the access to land. The land still remains quite difficult to access although traditional land would be available. Mr. Moyo is saying that there is available land for example on the outskirts of Lusaka. The transport however becomes an issue, as most of the people don’t have much to invest.72 However, there have also been arguments against the potentiality of agriculture to create jobs. For example Harrington Shibanda (the chair of the federation of Zambia’s employers) says that agriculture doesn’t have that big potential in job creation because agriculture is mainly subsistence farming.73 According to the ILO report other potential sectors include tourism, construction and information and communications technology.74 6. Employers’ Needs for Vocational Training The focus in the company interviews was to find out what kind of training the formal employers expect their employees to have, how they see the skill level of the work force and the quality of the current vocational training, and how would they improve the training if necessary. We were also discussing about the general state of each industry and the general skills that are needed on the current job market on top of the purely professional skills. 69 ILO: Decent Work Agenda in Africa 2007-2015. 70 Discussion with the ILO Associate Expert Johanna Silvander. 71 Interview with CISEP, Center for Informal Sector Employment Promotion, representatives Dickson Moyo (Manager) Phillip Phiri (Officer). 72 Interview with CISEP, Center for Informal Sector Employment Promotion, representatives Dickson Moyo (Manager) Phillip Phiri (Officer). 73 Discussion with the ILO Associate Expert Johanna Silvander. 74 ILO: Decent Work Agenda in Africa 2007-2015. 14
  • 17. As stated earlier, in total 18 company representatives were interviewed for this study. The industries were selected according to the training that KYP is currently offering that is courses in Automotive Mechanics and Electrical, Hotel & Catering, Power Electrical, and Tailoring & Designing. As an overall notice it can be said that the answers were maybe even surprisingly similar to one other. It seems that certain problems are well acknowledged on the job market and among certain industries. As discussed before the common critics that almost all of the company representatives brought up is the fact that the workforce in total is not skilled enough. Most of the companies told that they are arranging in- house training for the new workers. Many said they are testing the abilities first and then see what the need for further training is. Some, like Toyota Zambia, are training all the new people they employ. There were also similar qualities that most of the employers want. They want employers to be able to work independently. They also want motivated workers who are willing to learn more and develop their skills. Flexibility and the ability for multi-tasking were also seen positive. People should also be motivated enough to do their work properly. Almost all of the respondents said that computer skills are essential in the current job market. Most of them were also highlighting communication skills and the ability to get along with people. Also on the technical side the customer service skills are required in many working places. Majority of the respondents were also highlighting the practical skills. Employers want people who are already able to perform the tasks that are given to them. This puts more weight on the practicals and the industrial attachment that are the ways to improve practical skills. It seems that the vocational training is currently leaning a bit too much on a theoretical side. There were employers who namely wished more practical training in the curriculums. It is also important to guide the students to put the theory in practice, to show how the learned knowledge works in a real situation. Good practical skills and at least some work experience are also crucial for graduates to get employment as although they have the formal qualifications they still need to compete against the people who have experience but no qualifications. Many employers said that experience is still more important than papers although they were also stating that they do ask for formal qualifications.75 Automotive Mechanics and Electrical For the Automotive Mechanics and Electrical representatives from the following eight companies were interviewed: Auto Brakes, Auto World, Toyota Zambia, Kwik-Fit, Auto Sport Center, Bosch, Max T-Solutions, and TS Tyre Services. Most of the companies are relatively big and known employers like Auto World, TS Tyre Services and Toyota Zambia. Majority of these companies do all car types and general repairs, and in many cases there were a shop for spares within the fitment center. There were however also specialization: Toyota Zambia does only Toyotas what comes to private cars, but fixes also Subarus and Dahazus in trucks and busses. Auto Brakes is concentrating only in fixing brakes. Kwik-Fit’s core business is in automotive part replacement that includes tyres, batteries and exhausts. The company is concentrating on certain labels: Continental (tyres), Yokohama (batteries) and Boso (exhausts). 75 Interviews made between the 20.4.2011 and 16.6.2011. Find the full list of interviewees as attached with this report. 15
  • 18. Max T-Solutions is concentrating on maintenance in their fitment center including activities like changing tyres and doing suspension. The company however has a separate fitment center for its own vehicles where full repairs are done for the company’s transport vehicles. In general there is more work for mechanics. For example TS Tyre has 20 mechanics and 4 electricians and Auto World has 40 mechanics and 3 electricians (working in the branches were the interviews were made). However there is also a demand for the electricians, especially good ones, as it was stated that it is harder to find an electrician than a mechanic. In-house training is quite common as the employers are not totally happy with the skills of the new employers. For example Auto World’s Mr. Shane and Auto Sport Center’s Ms. Bhandhair told that they do test the skills of the applicants and new employees. The critics given to training institutions target also the equipment level that the current institutions have. As techniques are developing fast are the institutions dragging behind because they don’t have the means or the funds to update the equipment so quickly. Also the course books tend to be old. The newest information would be available online, so this problem could be helped by internet training and an internet connection. As stated before, the employers would also like to add the amount of practical training in the institutions. Many also said that the current training is too short. Many referred to the past when the vocational training use to be two full years. What is positive is that almost all of the companies said that they do take people for attachment. There was only Auto World that said they are not taking any trainees. We also discussed about the state of the industry with the interviewees. In general the current situation, and the future of the industry looks good as the vehicle strain is growing in Zambia. On the other hand there are quite a number of new mechanics and electricians, especially mechanics graduating all the time as the courses are short. Industry is competitive, also on the informal side. Quite many of the employers were also bringing up the “suit case” companies, individuals who repair cars on the street for a cheap price. These informal entrepreneurs are not seen in a positive light by the formal sector. Tailoring & Designing For Tailoring & Designing the two factories in Lusaka, the City Clothing Factory and Lusaka Clothing Factory were contacted. These two are the biggest and basically only clothing factories in Lusaka. The City Clothing Factory is privately owned family business when the Lusaka Clothing Factory is run by the council of Lusaka. Both of the companies are concentrating on school uniforms and protective ware. The City Clothing Factory produces also shirts, jackets, trousers, blouses and coats. The Lusaka Clothing factory employs 10 tailors and the City Clothing Factory 40. Mr. Vaghela from the City Clothing Factory pointed out that school uniforms are a very seasonal product. Beginning of the year is normally very busy, but May and June are very quiet. For this reason company cannot survive if it would concentrate only on school uniforms. Both of the interviewees Mr. Vaghela and Mr. Sichlya were not totally happy with the skills of the work force. Mr. Vaghela said that is a “hit or miss” situation to get a skilled person. Mr. Sichlya says that most of 16
  • 19. the people seeking work have a certificate level training that is not giving them enough skills. In his opinion it would be better if the job seekers would have a diploma level qualification. He also said that the training institutions are not following the development of the industry very well, and there would be a need to freshen the courses. Mr. Vaghela says that new employees should be able to do standard clothing, like trousers, skirts and overalls. What both of the interviewees said was that most of the tailors are not able to do more demanding outfits. Mr. Sichlya said that it is hard to find people who would be able to do men’s suits. Mr. Vaghela also mentioned cloths like jackets that are harder to manufacture and added also designing and fitting skills on this list. Most of the people on the job market have learned tailoring and designing in the job. What is missing according to Mr. Vaghela is a good quality training center where it would be easier for an employer to find skilled tailors. He was also saying that it would be good if TEVETA would contact the employers in the industry and to find out the current needs. It would be also welcomed if the training institutions would cooperate with the companies. In general the clothing industry is very competitive at the moment because of the import of cheap Chinese clothes and Salaula. On the other hand it seems that the traditional chitenge clothes are also selling in the compounds. For example the lecturer for Tailoring, Ms. Banda who used to work as an entrepreneur for a long time says that chitenge outfits are selling well among the schools uniforms and the curtains, and other textiles for interior design. There was also one person among the people interviewed in the community that has a Trade Certificate in Tailoring. She also said that chitenge suits are the products that people are mainly asking for. Hotel & Catering For Hotel & Catering six representatives from different hotels and restaurants were interviewed. The companies were: Lusaka Hotel, Garden House Hotel, Carern Restaurant & Take Away, Chwama Fast Food, Harriet’s Bakery and Coffee, and Nandos. Among these companies there are big employers like Lusaka Hotel that employ 93 full time employees. On the other hand it was important to also hear smaller companies that produce traditional meals and fast food, like Carern Restaurant & Take Away. What use to be typical for the hotel & catering industry is that the employees learnt by working. Traditional apprenticeship was the way to enter the industry. The younger generations however start to have training and formal qualifications. Still there are quite a big number of people without any formal qualification. Mr. Prosper, the Human Resource Manager of Lusaka Hotel, estimated that 65 percent of the current workers within the industry do not have education for their vocation. What the managers highlighted were good customer service and communication skills. In the hospitality industry it is essential that the employees know how to get along with people and understand the concept of customer service. As Mr. Mudeida, manager in Nando’s put it: 17
  • 20. “Basically people are only trained to deliver the services, and they are doing only the minimum. But customer care is about quality, it should be efficient. Without passion for your work you cannot do it.” Respondents of the hotel and catering industry were either happy with the skill level of the current job seekers. Mr. Rossi from the Garden House Hotel says that there are not enough skilled people on the job market because there are too many new schools that provide low-quality education. Mr. Rossi also criticizes the fact that the training institutions have become businesses and the commercial nature of training has been lowering the quality of the education because the main point is to do money. When I asked what makes training to be quality training, Mr. Rossi said that quality itself starts from the qualified lectures. Same said Mr. Prosper who pointed out that bad lectures are bringing the quality of the workers down. Another issue is decent equipments. Mr. Rossi says that the training institutions are not well equipped to do practicals. Institutions seem to concentrate on theory only and leave the practicals for the attachment period. Mr. Rossi however says that the three month period is not enough for practical training: future employees should already know how to do the basic when they come to attachment. Same said Ms. Redorts, the manager of the Carern Restaurant & Take Away. She was saying that a certificate is not a guarantee for employee’s skills. Many times people with certificates are not able to perform in practical tasks and she was highlighting the need to add more practicals in training. Mr. Mulemna, the manager of the Harriet’s Bakery and Café, on the other hand is happy with the current work force. He was saying that there are a lot of skilled young people available, and people are getting more educated than before. Harriet’s Bakery and Café concentrates on certain institutions when they recruit new people. Mr. Mulemna was listing the following: Silver Catering, Fair View Hotel, Evelyn Hone College, Nipa College, and Lusaka City College. Nando’s on the other hand differs from the rest as the company has its own training school. The company is taking people without any qualifications. What is the basic requirement is ability to read and write and to be fluent in English. What all the interviewees more or less agreed on was the fact that the hotel & catering Industry is very competitive at the moment. New hotels and lodges are established continuously. There is also a lot of available work force that is seeking for employment. Most of the people have the basic qualifications and in this position the competition between the job seekers is the highest. Because of the competition there is a request for knowledgeable and competent people that would be able to bring something for the company. For example Lusaka Hotel has been struggling to get someone good enough to coordinate their banqueting department. Power Electrical To find out more about the power electrical industry two company representatives from Zamefa and Electrical Maintenance were interviewed. I also tried to get an interview from ZESCO but they never got back with the request. 18
  • 21. Head of Sales and Marketing in Zamefa, Mr. Zulu, who himself is an engineer, says that the basic qualification to get employment in the industry would be a Craft Certificate. However he is saying that the G5 Certificate is a good start offering the basic introduction to electrical engineering, but he would recommend people to continue to craft level as it includes more practical skills. Mr. Zulu is also saying that when we talk about electrics we should remember that there are many different departments on the field. The certificate level offers only the general picture of the profession, after that one needs to specialize. The specialization has traditionally happened while working, Mr. Zulu confesses that these days it is a bit hard for the newcomers. Some People are taken straight from school, but not so many. One can also get stuck on the starting level without a chance to develop their skills while working. The representative for Electrical Maintenance, Mr. Perera is coming from Sri Lanka, where he used to work within the same industry. In Sri Lanka the basic training for electricians is three years. Mr. Perera pointed out that the new employees should know how to do basics, like wiring electricity for a house, but people within the industry are not always able to do the basics. According to Mr. Perera, the employees’ biggest problem is however their attitude: “Electrical work is also construction. Sometimes you need to take walls down. Electricians don’t want to do this; they don’t want to get their hands dirty. Most of the people just want to do things quickly and they lack motivation to work hard.” Both of the interviewees would add practicals to curriculum. Mr. Perera says that vocational training should be the place to get the basic skills, and these skills should also be developed further after the basic training. Mr. Zulu says that the practicals should be concentrated on the specific areas because there are quite big differences between the house wiring and the industrial wiring. What comes to other skills, Mr. Perera and Mr. Zulu are also both highlighting the computer skills. Mr. Zulu says that “The first thing to be asked when one comes in will be, that are you computer literate? Students should be told about this.” Market Niche for Carpentry and Tailoring Products Among the job market and vocational training questions the company representatives were asked about their opinion of buying products from a training institution and what kind of products they might need. The questions were concentrated on carpentry and tailoring products as KYP has a Tailoring Workshop and it has been planning to start running a Carpentry Workshop as there are majority of the tools already available at the campus. In general the respondents were taking the idea of buying products from a training institution very positively. They said that it doesn’t matter that the producer is a vocational school as long as it is able to offer quality products. Quality and the price are most important factors when the companies are deciding where to buy. Some of the companies were also saying that they would like to support local production. 19
  • 22. Most of the companies already have a steady producer for their carpentry and tailoring related products, but there is always a chance to make an offer. Ms. Redorts (Carern Restaurant & Take Away) said that she might be interested in quality office furniture. Same said Mr. Hussein (Max T-Solution). Mr. Mhango (Kwit- Fit) was saying that he would order for example a repair for a broken door from a training institution. Also Toyota Zambia might need carpentry services on their maintenance section and office equipment might be needed. TS Tyre orders the company overalls from a private producer and Mr. Sambwa said that they could also order from a technical training institution if the quality of the products is good enough. TS Tyre might also be interested on the office furniture. Garden House Hotel again has fixed size beds where they order sheets from local producers. Mr. Rossi said that they would well buy the work from a training institution as well if the offer is good enough.76 7. Young People’s Perspectives for Vocational Training Through the two focus group meetings at two different high schools, a private Lady Diana Education Center, and a public Chinika High School, we wanted to know how much young people know about vocational training, where they get their information from, what challenges they face in seeking information and what kind of skills they see would be beneficial for them to get a job. What came quite clear during the two focus group meetings is the fact that young people lack knowledge about vocational training. All the respondents indentified some challenges they meet in finding information about vocational. The reasons however differed between the private school, Lady Diana Education Center, and the public school, Chinika High School. As pupils from Chinika were highlighting the financial problems and nepotism the Lady Diana pupils pointed out transport problems and the general lack on information. We also asked students to list vocations that they know and tell where these professionals could work. The lists of vocations that the students gave out were quite limited at both schools. The professions that the pupils of the Chinika High School listed concentrated on the most commonly known like doctors, teachers, lawyers, and accountants, and to those professionals that are visible in the respondents own environment, like people working with catering, auto mechanics, electricians, and carpenters. Pupils of the Lady Diana Education Center listed mainly the following: teacher, doctor, economist, lawyer, accountant, and engineer. There were same professionals on the lists, but the most obvious difference between the public and the private high schools was the fact that pupils the public school pupils didn’t mention many academic professions while the private schools pupils mainly named academic professions and left out the blue collar work. What is interesting is that there were also professions that should be known missing from the lists. These are vocations like baker, plumber, housekeeping, maintenance, cashier, hairdresser, salesperson, butcher, construction worker, office worker and secretary, few to be mentioned. 76 All the information in this chapter is based on the company interviews made between the 20.4.2011 and 16.6.2011. Find the full list of interviewees as attached with this report. 20
  • 23. All the professionals listed found a working place as the pupils were able to name companies or places where people with these skills could be employed. What is important to note, are the following details in the answers between the private and the public school. The pupils at Chinika were clearly considering entrepreneurship as an option for getting work. They mentioned self-employment as an option. In the answers of the Lady Diana, different ministries as possible employer were highly emphasized. Entrepreneurship however didn’t come up. In general it looks strongly like the young people would need (more) guidance for vocational training and knowledge about different professions before they graduate from high school. Although they know vocations and employers the picture of the job market is rather narrow and the pupils would earn to know more. This would also be a place for different training institutions to act and establish ties with local schools. KYP itself could create ties that would benefit the institution as well. The possibilities for getting employment after school were taken quite realistically. Young people know that it is not an easy task to get employment. For the question that which skills are useful in getting employment, many answered by listing different vocations like tailoring or mechanics. Some were however also analyzing the matter a bit by saying that there are a lot of chances in health care, but slim opportunities in economics. Teaching, banking and engineering were also seen as highly competitive industries, and chances to get employment as mechanic was seen moderate. On the other hand teaching and economics were seen as a good professions as well as some said that it will give 100 percent guarantee for a job if one becomes a teacher, and another stated that as the Zambia is gaining more investments all the time there is a need for economists. In the pupils’ lives, skills also meant requirements that need to meat for enrollment. They were not really thinking of qualities needed in performing the profession itself but were rather listing what they need to study to be able to be enrolled in training. This would be on need to enhance the knowledge of what kind of qualities certain professions require from an individual. How would one know what is a suitable vocation for him or her?77 Based on my own teaching experience at KYP I would also state that young people need stronger working life skills. It would be a good idea to include knowledge about their rights as workers and the basics of making contracts in their curriculum. It would also be important to know where to seek help and guidance when needed as there seems to be quite a lot of problems what comes to for example making written contracts. Also job seeking skills would be included to support the life after the training institution. I would also say that the students would need more practice-oriented entrepreneurship skills. As the lecturers said themselves the current entrepreneurship training is mainly concentrating on giving an idea for the young people that they have a chance of starting their own business. Entrepreneurship however needs skills that would be good to practice while still studying. Basic book keeping, budgeting, and marketing should be practiced, and the students should also get the instructions how to make a full business plan. Also some guidance of financial matters should be included. As stated before it is quite hard to find funding to get started but the scarce sources should be anyway presented. 77 Focus group meetings: Chinika High School 8.6.2011, Lady Diana Education Center 23.6.2011. 21
  • 24. What the young people in all cases need after the training is the ability to act independently. This should be taken into account through the training. 8. Community Perspectives and Needs for Training The main target for the community interviews were to find out what kind of needs the community members have for vocational training, how much they know about the possibilities to get training, and how they in general value vocational training. We also wanted to know how people living in the compounds surrounding KYP are seeing the job market and the current needs in it. In total 34 people living in John Laing, Kanyama (along Los Angeles Road), Kanyama Masauko, Makeni Simoson, Kanyama Garden House, and Kanyama Mutanda Bantuwere were interviewed for this study. The gender distribution was 20 female and 14 male, and the ages varied from 18 to 49. The education level of the interviewees varies from Grade 9 Certificate to diploma level. Out of 34 people 16 have certificate or craft level vocational training. Six of the respondents have Grade 9 Certificate and five are holding the Grade 12 Certificate. There were also two interviewees who had stopped in the middle of the high school, either on grade 10 or 11. Five respondents either got a diploma level education or they were studying for a diploma. There were no degree holders among the interviewees. Community representatives were able to name one or more vocational training institutions in Lusaka and they seem to have reasonable knowledge about the vocational training. The same training institutions were repeated in the answers, especially Chilence Trades, Dzithandizeni, Chwama Youth Project, Makeni Ecumenical Center, and Lusaka Trades came up in almost all of the answers. Also KYP was among the best known in the community. What is interesting is the fact that although KYP would be the closest institute to study for many of the community members, there were only two persons who had done their education at KYP and both studied Tailoring & Designing. There were also on who considered starting Automotive Mechanics, and one respondent whose son did his Automotive Mechanics at KYP. It seems quite strongly that the institution cannot attract its “own people”, and this is something that should be discussed further. If we try to see why people don’t consider KYP as a serious study option, the one answer is found in the state of the campus. Very clear was the fact that the people don’t like places that are dirty. A training institution that has dirty yard gives an unprofessional and unorganized image. If the place is messy people will not believe that the place could actually offer quality training. This critics hits straight to the core of KYP as the campus is very dirty and the training institution is swallowed by the rentals and the marketers outside the campus. Also Computer skills are seen very important among the community members and many of the respondents stated that they would like learn computer skills and these skills should be part of vocational training. This means that there would be a high request for computer courses in these communities. As discussed before all the people with vocational training were valuing their skills. Many said that the professional skills are the way to make a living as even though it would be impossible to find a job, a skilled person can become self-employed. 22
  • 25. What received some critics from the people were the teachers in vocational training institutions. There were few respondents who said that the commitment of the lecturers could be better as sometimes they don’t show up to the working place. Some respondents were also saying that the training institutions should offer the courses as full as advertised, hinting that the quality is not as high as it is promised to be. From the viewpoint of the community members the current job market needs people with practical skills. The following professions were listed: hair dressing, body make up, carpentry, mechanics, tailoring, welding, cookery, driving, electrical work, brick laying, construction, social work But how many hairdressers, carpenters or tailors can successfully work in one community? People were also a bit careful in estimating these needs as they said many times that “it seems to be like this”, but there were not strong evidence or knowledge they could have based their opinion on. Many said that this is an issue that should be studied. It could be said that these are the professionals that people can see around them in ever day life and the opinion is at least partly based on the idea of who is doing well. Some were also basing their opinion on observation by saying that there are many new hotels being built or that there are more vehicles coming in and this is the reason why people with catering skills and mechanical skills are needed. What the Community Buys? To find out more about the community’s consuming habits people were also asked about the items they buy. The answers were varied because many answered according to their own businesses or professions. What should be highlighted is the need for school uniforms. Many of the interviewees working on the field of teaching said that their schools are offering a lot of uniforms every year. One interviewee also said that she buys the interior design materials like curtains. One interviewee who is running a bar was also stating that she is buying furniture and decorative items to her business. There were also two interviewees who are involved with grocery stores and they buy baking products like scones to the shops. One of the interviewees is working as a bus driver and he says that they buy new seat covers quite often. There was also one respondent whose sister has an events management business. This sister is looking for places to hire for the events she is arranging.78 9. Conclusion Zambia’s economical views are positive as the economy has been growing through the previous years and the growth is forecasted to continue. However despite the economical growth Zambia hasn’t been able to cut down its poverty levels which still remain high. In total 64 percent of the population live under the 1 US Dollar per a day poverty line. The service sector and the industrial sector bring in the majority of the GDP. However the most productive sectors are employing only low percentage of the total workforce. Vast majority of the Zambians are making their living on the informal sector as only 11.3 percent are formally employed. 78 All the information is based on the community interviews made between 1.5.2011 and 30.6.2011. 23
  • 26. In practice this means that Zambian job market is divided into two parallel job markets. According to the findings of this study it seems that the current vocational training, the certificate level, qualifies people mainly on the informal sector. Formal employers are not happy with the skills of the people graduating from the vocational training institutions. Employers want especially more practice oriented training. In many cases the companies arrange in-house training for the fresh employees. It is possible to get a job on a formal sector with a basic vocational qualification. However certificate level education is not very competitive on the formal sector. At least the fresh graduates need to start from informal sector to gain experience through they can prove themselves for the formal employers. The situation also varies according to the industry in question. In Tailoring & Designing the formal market is very limited and almost all the options for work are on the informal sector. In Hotel & Catering on the other hand, there are greater opportunities to find employment as a small majority have been able to find a job from the previous students of KYP. On the informal sector the vocational training seems to be an advantage. People working on the informal sector are happy with their education saying that the vocational skills they have obtained have helped them to earn a living. In this light it is well justified to say that it is possible to enhance opportunities for employment (self-employment) through vocational training. Getting the vocational education is still however the very first step that doesn’t guarantee anything yet. People need to know how to use their skills. If it not possible to find employment, how is it possible to become self-employed? What it really requires to be an entrepreneur? Young people need more skills like computer skills, job seeking skills, information seeking skills, entrepreneurship skill, and strong practical know-how to be able to cope on the job market. The job market on the informal sector seems also to concentrate on certain professions that make the competition harder. Young people also seem to have quite narrow idea of possible vocations available. Their knowledge of vocational training is also limited. Youth in the community would need more information and more guidance when considering their options after school. None should drop out only because they didn’t know what the possibilities are. From the individual perspectives there are also well known obstacles. Lack of funding is the big barrier between the young people and any kind of education. Nepotism is also common cultural phenomenon that makes it even harder for those without the connections to try to reach for better life. Women would deserve special attention as they are more vulnerable on the job markets and have poorer opportunities to education, formal work, and permanent work. Female students at KYP especially need more information about the job market as there are very few that have been working before. The current field of vocational training in Lusaka and in Zambia in general is scattered. There are a lot of institutions with very varied quality of training. TEVETA received a lot of critics of the lack of supervision and direction in vocational training. There is a need to control the vocational training better. 10. Life after SYL Funding: Suggestions for Kanyama Youth Programme There is a lot of potential that can be seen in the Kanyama Youth Programme. KYP has been able to provide a vocation for more than a 100 young people per a year. KYP’s former students have found employment 24
  • 27. well and this tells that the quality of the education is quite good. It doesn’t however mean that KYP would stand untouched by the comments of the employers or. There is always aspects that could be learned and the training should be developed further as otherwise the quality is soon gone. Kanyama Youth Programme is also located in one of the most populated compounds in Lusaka and it has the advantage of being close to transport facilities, the City Market and the Kulima Tower. In the surrounding neighborhoods there are a lot of people that the institution could benefit. KYP would have a chance to be a much bigger community actor that it currently is. In this section some ideas of how to enable KYP’s activities after the funding of SYL is finishing and how to develop the institution further are presented. They are based on the results of the needs assessment and my own experience while working within KYP. There has been different ideas and discussion about the future of the KYP. The last opinion presented has been to ask the Ministry of Youth to take KYP over. Also an idea about getting the lecturers under the government pay roll has been presented. This would solve the funding problems as the KYP currently doesn’t have a base for sustainable finances. This option would also change the institution fundamentally as it would not be a community based NGO anymore. On the other hand there a few important questions that should be asked about KYP role in the community when having this discussion:  Why KYP should be a community based institution?  How KYP is serving and benefiting the community?  How many of the community members are currently involved with KYP activities?  Where is the ownership, do the community members feel like that KYP is “theirs”? As came up in the community interviews, people do know about KYP but only two of the interviewees have had their vocational training at it. KYP would have a chance to be the training provider of the area, but it may need to think its relationship with the community members again, and try to get the people in. I might be wrong but this is the impression I’ve got. As for developing the institution there would be one more crucial question I would ask from all the actors involved with the institution. And this question would be:  Why does KYP exist, and why it should exist? As if there is no common goal it is hard to try to lead to institution to any direction. The roles of different actors should also be indentified clear enough that there cannot be any misunderstandings in them. For this reason it might be a good idea to have a workshop facilitated by an external person, as have been discussed some time before. With workshop activities there would be a possibility to strengthen the funding of KYP. This however means that a lot of genuine effort is put in planning and running these workshops. The importance of proper planning shouldn’t be neglected. For the carpentry workshop an external funder will be needed as starting the production requires more capital than KYP can invest. It would be also essential to consult an experienced carpenter and plan the production together with him/her. 25
  • 28. I would also consider that would the carpentry be the best option? The company representatives were saying that there could be some request for especially office furniture. KYP could offer desks and shelves and repair services for these items. As we asked around when planning the application for the carpentry workshop we also found out, that items for interior design, especially curtain rods and coffee tables etc. could sell well. If thinking of establishing the carpentry workshop it would be ideal if it would cooperate with the tailoring workshop. This would be the way to offer full services for the customers for decorating and furnishing their offices and businesses. The tailoring workshop would produce the curtains and table cloths while the carpentry workshop would do the curtain rods and coffee tables. What talks against the carpentry workshop is the amount of capital that is needed in order to start the production. KYP is also lacking the skills to run the workshop and it would need to hire a carpenter with strong business skills. There is also a lot of competition what comes to carpentry, as the idea is nothing but new. For this reason KYP should really think how to differentiate form the others and find the market niche for its products. What comes to tailoring workshop it would have potential if it would have the right person running it. I would recommend that Ms. Banda would be considered as she has over 20 years of experience as an entrepreneur and established connections within the community. As came up in the community interviews, the local schools do order uniforms and there could also be a request for interior design items. This would mean hard work to get the orders, but it would be very much possible with a right person. IT-education is definitely an area that KYP should put its effort for. It came out quite clearly in the community interviews that there is an interest and request for computer courses. IT-sector is also one of the sectors that have growing potential. The courses should however be priced so that the community members can afford them. For the courses at least two rather more computers should be fixed, and would be even better if new computers could be purchased. KYP has already delivered an application to the Ministry of Youth to fund the computer education. This application however has got stuck in the decision making organs. However an additional amount of K450 000 of the money received for internet education can be used to fix few computers that would enable to start the courses. Once again I would say that there should also be a long term financial plan and a work plan for these courses. Mr. Leonard Salati, the current training manager would be able to run the courses until KYP would be able to hire someone to teach IT-skills as a teacher for this subject is anyway needed when the ETVO-volunteers are gone. The discussion would be that would it be reasonable for KYP to run all these activities or choose some, or not to run the workshops at all? There has also been a discussion about commercializing the other campus in the Kanyama center. It would be an option to KYP to run this center as commercial basis and continue with the current education activities at the main campus. This would mean that KYP don’t have to give up the other campus but the institution would run commercial activities beside social activities. This would also be a chance to maintain the original mission of KYP to provide vocational training to vulnerable youth and to enhance their possibilities for employment. 26
  • 29. What kind of courses the commercialized center could offer? It could be Kanyama Adult Education Center where courses enhancing people’s business skills and computer skills and giving them a chance to finalize their basic education could be offered. As it comes out in the needs assessment, many of the community members have finished their training at grade 9. There seems to be also a group that did not manage to finish their high school but dropped out in the middle. According to research the education level correlates with the changes of getting employment. People with higher educational background are more likely to get employment when the most uneducated remain as unpaid family workers. There are also many self-employed people and people that run very small businesses in the communities around the KYP campuses. As it came out in the needs assessment there would be a need to enhance basic business skills on the informal sector in accordance to improve people’s well being. With better business management skills people could earn more and would be able to develop their businesses further. The Kanyama Adult Education Center could offer practical business courses combined with computer skills. This would mean that the students would also practice skills like budgeting, book keeping, and marketing. This would be easy to integrate with IT-education to give people the skills that they are going to need. The Kanyama Adult Education Center could also give the adult population a chance to finish their education. On other words the center could offer high school courses arranged on the evening and Saturdays to enable the working people to attend. Business skills and IT-skills would be also integrated to these courses. This education center could be started as a project; however it would need an external funder as KYP would need to hire more staff and to fix the computer situation. To use the idea would also need a lot of careful planning and consultation with the education officials. Linking up with other NGO’s and institutions could be also recommend as for example CISEP is offering business education and has long experience on the field. What comes to short courses there has been a request especially for baking. KYP could concentrate on food production in these courses and to market them especially to small entrepreneurs and to other NGOs that are paying the course fees for their participants. Instead of reopening a restaurant KYP could also consider of producing bakery products and conserved products like jams and sauces that could be sold to local groceries. These products could be made by the students for example each Friday. The future of the current courses: If we think of the results of the needs assessment the first thing to do would to think how the quality could be improved and what it takes to achieve the wanted improvements? The study environment needs cleaning, repairing and more modern equipments (especially the technical subjects). It could be also considered that could KYP add more practical within the general curriculum as the practical skills were highlighted by the employers. According to the results of the needs assessment it could be stated that course like Hotel & Catering, Automotive Mechanics, Automotive Electrical, and Power Electrical will do okay. Zambian economy is based on services and although this sector still formally employs only a small percentage of the workforce, it could be seen that this sector will remain big, and could be producing more formal jobs in the future. The most vulnerable is the Tailoring and Designing as it faces a lot of competition and there is not much textile manufacturing left in the country. 27
  • 30. On the other hand there are several vocational training institutions training exactly the same courses that KYP is training. So there is also competition between the training institutions. And above all, although there is no research based info, I would have managed to find, it really looks like that the training is quite heavily concentrating in certain areas. If we think that to become a mechanic takes 6 to 12 months, we can easily state that the flow of new mechanics on the job market is quite strong. Is the market growing with the same speed? And as the managers of the Hotel & Catering Industry said, the competition is already quite stiff. There has been discussion to abolish Automotive Electrical and Power Electrical as these courses are not attracting many students. On the other hand few of the interviewed company representatives said that they would appreciate employees that would have both, mechanical and electrical skills. To arrange Automotive Electrical Up-dating Training for employed auto mechanics could be a product that would have buyers within the companies. If KYP would wish to replace some of the courses with a new one, one option could be to open Business and Administration Training concentrating on the basic skills that will enable graduates to act as a cashier or a sales person or an office worker. The question of the tenants should be solved. As the tenants are participating very much in making the campus dirty but are not paying the rents so well, it would be reasonable to empty at least half of the rented houses and centralize their activities on the other side of the campus. The whole front area should be cleaned and kept clean. KYP could also try to market the two halls more powerfully for other NGOs that need venues for their activities. It could be considered also to cooperate with other NGOs in arranging trainings at KYP. The halls could also be used in arranging for example exercising courses as the hall would be a good venue for example for zumba or dancing classes. These kinds of classes could attract locals if the prices are affordable enough and KYP would be able to do a deal with a physical educator. With motivation, good planning, good budgeting and financial management, I could see that KYP could survive by itself and could be developed. This however would need a lot of work and determination. One or two people are not able to do it alone, but the whole management and the board should be behind the common goal. On the other hand handing the institution over to the government could guarantee the continuation of the vocational training in the community, and could be the best option if there is no capacity to run the institution otherwise (in the case that the government is willing to take the institution under its control). What comes to external funding, if KYP decides to try to look for another funder. I would suggest that the institution would make a decision between the ideas and concentrate on making one feasible project idea. One possibility would also be to ally with one or two other NGO based training institutions to come up with a common project idea. This could open more donor possibilities for all the parties. Whatever the decision for the future will be, it would be good if it could be done as soon as possible. 28
  • 31. Bibliography:  African Economic Outlook: Zambia 2011. The Document is available at: www.africaneconomicoutlook.org  3C, Development Management & Entrepreneurship Experts: Kanyama Youth Programme, Mid- Term Evaluation 2010.  CIA World Fact book: www.cia.gov/library/publications/the-world-factbook/index.html.  Economy Watch: www.economywatch.com.  Heiska, Tero: Follow Up Study of the Graduated Students of KYP, 2005.  Human Development Index 2010.  ILO Decent Work Agenda in Africa 2007-2015, Eleventh African Regional Meeting in Addis Ababa, April 2007, International Labor Office Geneva. The document is available at: www.ilo.org/public/english/standards/relm/rgmeet/africa.htm  ILO Zambia Decent Work Country Programme 2007-2011. The document is available at: http://www.ilo.org/public/english/bureau/program/dwcp/countries/index.htm  Ministry of Labor and Security: Labor Force Survey 2005.  Ministry of Science Technology and Vocational Training: TEVET Statistics Digest 2005.  Ministry of Science Technology and Vocational Training: Technical Education, Vocational and Entrepreneurship Training Policy, 1996.  TEVETA Course List 2011  TEVETA List of Registered Institutions 2011  TEVETA Entrepreneurship Development, Manual for Trainers/Instructors.  The Unique Face of Poverty in ZAMBIA, Presentation by Valerie Kozel, BBL Poverty Impact Analysis, Monitoring and Evaluation 2006, World Bank. The document is available at: http://www.docstoc.com/docs/52447337/The-Unique-Face-of-Poverty-in-ZAMBIA  Zambia 2010 Census of Population and Housing (preliminary results). The document is available at: http://www.scribd.com/doc/47739810/Zambia-2010-Census-of-Population-and-Housing. 29