Nation Builders Corps (NABCO) Deployment Strategy
Private employers will be engaged under a unique partnership between the Government of Ghana and private sector. The deployment strategy is module-specific with some points of overlap. Also, there are varied terms and conditions that will apply to companies based on profile and assessment conducted.
Selection / Recruitment
- Identification of jobs for nation builders is demand-driven. Companies create the jobs and submit to the Nation Builders Corp secretariat for approval.
- The request is reviewed against the company’s growth potential (important that absorption rate is high after the 3 years)
- Jobs that are approved are uploaded to the portal and made live to potential nation builders to apply.
- Nation Builders shall have within the scheme opportunities to apply for jobs brought on by private employment providers. Trainees are free to apply to as many as are within their career pursuit interests.
- Employers are also able to take from within applicable module trainees for placement for the three years; under the MOU terms defined earlier on.
- All private sector beneficiaries must submit a clear work plan along with the job description which will be used, by the NABCO secretariat to track progress against monthly reports (see M&E)
Key Deliverables And Key Performance Indicators
- Beneficiary Company
- Job Description – prior to portal opening
- Work plan – prior to portal opening
- NABCO Progress Report and NABCO Evaluation Survey – Every 6 months after Nation Builder is deployed
- Declaration of post-NABCO roles available and retention plans – 6 months prior to the end of the program
- Nation Builder
- Monthly progress reports – beginning the first month after placement begins
Monitoring And Evaluation Arrangements
Ensure a monitoring framework is in place to monitor both the businesses and the Nation Builders
- Monitoring Nation Builders
- Monthly reports from Nation Builders to the District Office signed off by the supervisor
- Frequent (to be decided as per MOU) visits by the District Office to the workplace to assess Nation Builder and company
- ½ yearly report from the business to the NABCO District Office demonstrating the:
- On the job coaching provided
- Formal training opportunities
- Work readiness opportunities provided
- Progress against work plan
- Frequent (as per MOU) visits by the District Office to the workplace to assess Nation Builder and company
- Impact of the programme on NABCO trainees, the company, sector and industry growth, all need to be assessed.
- Company’s should report against key growth metrics as determined by NABCO (perhaps alongside ½ yearly report on NABCO personnel and their commitment to them)
- Written intent, in the MOU that all companies employ 50% of Nation Builders leaving two tracks Nation Builders to take
- Be retained within the company
- Exit and pursue one of two options – entrepreneurship or further employment
- As a first step, company to declare, in writing to NABCO of the number of jobs available, proposed Nation Builders to retain and the detailed job descriptions. After offers being made to the individual personnel, those who are not selected or choose not to be selected can take one of two tracks and design and exit programme accordingly.
- Seeking Entrepreneurship –
- Partnership with COTVET and NEIP to develop exit programmes for the entrepreneurial track providing further training and access to funding/business plan competitions/entrepreneur networks etc.
- Seeking Employment –
- The beneficiary companies produce an ‘exit plan’ that ensures Nation Builders have addressed all the skills they require and if not, have a plan to complete them before their departure
- Centralised NABCO training and support – not known what these might be but training requests could be outside of the scope or willingness of the companies and therefore should be able to be made to NABCO for consideration
- Seeking Entrepreneurship –