NICKY M BITA CURRICULUM VITAE (CV)

NICKY M BITA CURRICULUM VITAE


Full Names: Nicky M. Bita
Nationality: Kenyan
Cell phone: +254723932658
E -mail address: nickymutuku@yahoo.co.uk
Permanent address: P O Box 23-90137 Kibwezi

Career Objective

Holder of a Bachelor of Arts Degree in community development with creative leadership, organizational and problem solving skills, extensive participatory, life skills and interactive approaches in community interactive and involvement in problem solving, now seeking a challenging role in management, community development, and administration where my skills will be utilized with utmost integrity while contributing to the growth of the organization to work with.

Key competences

 Strong problem solving, intuitive and analytical capabilities
 Ability to multitask and prioritize while attending to detail thus being effective in high-pressure situations and dealing with group dynamics
 Effective communication skills (oral and written)
 Consensus and team building skills
 Competence skills in behavioral communication
 Organization and mobilizations of communities
 life skill planning and HIV/AIDS facilitation
 Highly proficiency in using Microsoft Office (word, excel, publisher, PowerPoint, Access) to analyze, organize and present information

Education

January ‘2007 Daystar University Kenya
Fourth year student majoring in community development

Feb.2001-Nov 2004 Kenya Certificate of Secondary Education.
Kalulini Secondary school

Jan1993 -Nov 2000 Kenya Certificate of primary Education.
Kalulini primary school
.
Work experience /employment

January 2008 Up to date Managing and fundraising for Environmental programs with
Kamwe self help group (community based organization in Kibwezi constituency.
July 2005 Up to date Volunteer liaison officer of Ndiwa women group (kisayani) projected funded by a USA Organization (Watoto Wa Dunia) and Kenya Voluntaary Development Organization (KVDA). Involved with projects planning, administration and monitoring activation


June - August 2009 Worked as Intern with ActNow Health Program as a peer Educator
(Project funded by German Agro Action)

April – October 2006 worked with ActNow as a peer educator
(Project funded by German Agro Action)

April ‘2004-Oct ’2006 Coordinator- Rescue team for HIV/AIDS (Kalulini)
(Volunteer in their project funded by Advantage Africa)

April ‘2003-May ’2004 Secretary General- united peers youth group in
Hope Worldwide youth center Kibwezi
(Volunteer in their project funded by CDC)


Languages English Fluent in writing and speaking
Kiswahili Fluent in writing and speaking
Kamba Fluent in writing and speaking

Awards and Recognition

Jan 2007 Awarded scholarships to attend higher education at Daystar University by an American committee in Portland USA

Seminars and Conferences Attended


July 10th-31st July 2006 Attended a camp at Ndiwa Women Group organized by
Kenya Voluntary Development Association.
(Certificate)

March 27th –31st and
Dec 13th-17th, 2006 Trainer of trainees training in peer education
by Hope Worldwide
(Certificate)

October14th-16th, 2005 Participatory educative theatre training by hope worldwide
(Certificate)

October 24th –28th, 2005 Participatory and experiential peer education training
By hope worldwide (certificate)


October 19th, 2004 Trained as a model peer facilitator By Sanaa Arts Promotions
(Certificate)

2002-2004 Participated on various environmental issues in Kibwezi


Interests
Playing Scrabble, participating in community, charity work, reading magazines and newspapers.

BARRIERS TO EXTENSION EDUCATION

INTRODUCTION
Extension education plays a very important role in development. In a broad perspective, it contains all aspects of improvement in the quality of both urban and rural life. It is through training that people get awareness hence move into action so as to better their lives. However, there are factors that pose a constraint to extension education limiting the effectiveness of interventions introduced through programs. These barriers include:
I. ILLITERACY
Although the right of education is acknowledged as one of the basic rights of children, many developing countries have not succeeded in bringing this about. Africa reports an illiteracy rate of fifty four percent of which the rate of illiterate women is higher than that of men. Most of the people are still illiterate and it is a difficult task to train a large number of people, for example, ten thousand individuals living in about six villages. For such population, extension methods like demonstration, individual approaches, exhibitions, group meetings, and training classes require thousands of extension workers which is not possible particularly in developing countries.
In addition, illiteracy can impede the communication of improved technology hence hindering extension education; for example, assume an extension worker wants to train cattle farmers in West Pokot District on better methods of breeding and raising their animals where majority of the people have never been in class. In such a case, an interpreter may be required who can understand both the clients and the change agent’s language and in the process, the message can be distorted leading to difficulties in understanding the innovation the change agent wants to introduce. Education is therefore very important for success of any extension-training program.

II. INADEQUATE NUMBERS AND QUALIFICATION OF STAFF
Extension organizations in developing countries face the major problems of professional incompetence and lack of motivation among their employees. In addition, many of the agricultural extension departments of these countries do not have a well-defined system of human resource management. Proper planning and management of human resources within extension organizations is essential to increase the capabilities, motivation, and overall effectiveness of extension personnel.

Extension organizations in developing countries do not have clearly defined job descriptions or job specifications for extension personnel. Actual utility of job descriptions in these organizations is complicated by factors such as work overload, seasonality of extension, the range of cropping systems, and distribution of extension service over a large area. Studies analyzing the role of extension agents reveal that they face work-related problems such as role ambiguity and lack of job authority, expertise, and accountability leading to ineffectiveness in extension work. In Tanzania for example, the lower yields of tobacco in Urambo Scheme in comparison with those of Tumbi scheme are often attributed to a shortage of extension staff at Urambo.Reports by officials in Urambo argue that the staffing constraint made it difficult to supervise new farmers and to continue to encourage and help the old farmers of Urambo in maintaining the improved methods of production (Uma Lele, pp.69).
The administrative and technical quality of the available staff has also been poor, restricting the scope of expansion services. In Ethiopia, for example, even the substantial training of field staff being carried out by programs such as Extension and Project Implementation Department and by the additional nationally run training centers has not been adequate relative to manpower needs. The supply of trained extension staff remains one of the major constraints to expansion of even the very modest level of services that the Minimum Package Programs aims to provide. Low levels of technical competence among the field staff and poor incentive systems remain an equally severe constraint to improved performance in Kenya and Tanzania.
III. POOR INFRASTRUCTURE
Infrastructure particularly the condition of transport, communication, and market facilities affects both farmers and extension. The capacity to move people, inputs, and produce and to send and receive information influences extension activities and capacity. Market infrastructure itself may be lacking or inadequate.
 Transportation: In developing countries, there are areas that cannot be reached by road due to the poor condition of the roads, for example, most areas of North Eastern province in Kenya. On the other hand, transport vehicles for extension workers may be in short supply. In either case, farmers under these conditions are difficult to reach with improved technology, and they will have problems of transporting inputs and farm produce.
For example, input supply outlets in most developing countries are far apart and excessive transport distances make it difficult or impossible for traditional farmers to adopt new technology. Extension workers may be willing to help such people but due to inadequate transport systems, it becomes practically impossible.
 Communication: Communication is a force for change. Information targeted at rural farmers can help them increase the quantity and improve the quality of food they produce. Just as important is the information collected from them. Transfer of technical information from the source to the desired audience requires appropriate channels of communication. This process of information transmission is used in agricultural extension to enhance the adoption of new technologies.

Communication infrastructure however, can impose additional constraints for extension organizations. Rural farmer’s access to mass media such as publications, radios, or television may be limited or lacking thus reducing the options available to extension for communicating its messages. Here in Africa for example, rural farmers experience a lot of problems, as they have no access to information on improved agricultural inputs and techniques. At the same time, extension itself may have little or no access to telephone and radio services for long-range communications. This severely hampers its ability to organize and carry out field operations.
Two aspects of a country’s media organizations both print and audio-visual affect the flow of extension messages to farmers. One is the attitudes and subject interests of media managers responsible for programming for rural audiences and the other one is organizational climate especially morale.
Messages for rural farmers should be framed in a relatively simple manner for easy understanding. For example, when communicating to Kikuyu people on a certain innovation, one can use a local station like inooro fm for the people to understand. In addition, the communicator should be enthusiastic to attract the interest of the audience. Unfortunately, in developing countries the opposite has been happening, for example, very complex messages that are difficult to understand leading to failure in extension education.
IV. LACK OF RESEARCH OR KNOWLEDGE OF TRAINING NEEDS
Agricultural research organizations are extension’s closest institutional partners in technology generation and transfer. The way research is structured and organized and the planning and management of research extension linkages can limit or enhance extension’s effectiveness.
Agricultural research organizations in developing countries confront many problems. These include lack of financial resources, acute shortages of well-trained scientists, lack of farmer’s feedback to ensure relevance of research results, and inadequate research facilities and equipment. Few of these can be addressed by extension managers, but they can impede the generation of technology resulting in fewer research outputs for extension to transfer.
Poor linkages between research and extension are major constraints in technology flow in many developing countries. The linkage problems are of two basic types, those affecting feedback from farmers to research and extension and those relating to co-ordination and co-operation between research and extension. In both cases, the problem is due to lack of proper strategies and adequate resources for linkage tasks

Farmer organizations, particulary grass root organizations are part of the utilization component. They offer an effective channel for extension contact with large number of farmers, as well as opportunities for participatory interaction with extension organizations. Feedback on farmer needs, production problems, and the results of adoption from such groups will be increasingly important considerations.
V. SOCIO-CULTURAL FACTORS
In many developing countries, socio-cultural factors are leading constraints to the effectiveness of extension. Language differences and some cultural practices can impede the communication of improved technology unless they are taken into account. The division of labor between the sexes can differ along cultural lines and influences the nature of farming systems in different regions.
In many developing countries, the men are employed off-farm leaving the farm operations to women. In extension organizations, under-representation of women on the extension force means that the production responsibilities and needs of women at the farm level may not be adequately addressed.
Cultural differences among farmers as well as differences in their resource endowments also need to be taken into account. In particular, these are reflected in land use strategies. Pastoral herders for example will require different types of subject matter expertise, and extension will need to use different strategies to transfer technology to them than to permanent field agriculturalists.
The resource endowments of different categories of farmers also affect technology adoption levels. Subsistence farmers adopt mainly low-cost technologies. For this reason, extension work that focuses on cultural practices and affordable technologies may be more appropriate in countries with resources poor farmers.
Extension workers in addition experience difficulties in transferring their messages due to some cultural practices. For example, in some communities, the young people cannot mix with the old people and in others; men and women cannot sit or work together. In such communities, the extension workers experience a lot of difficulties especially when they have an innovation that involves everybody in the community. They may therefore require a lot of time to communicate their messages to different groups, which may not be possible due to their limited time frame, and the many activities they have.
Other communities, for example maasai, value some practices like female genital mutilation as they believe it controls sex practices among the women and they don’t allow family planning because they value children especially boys. To such people, extension workers experience a lot of difficulties, as they require very careful handling and highly risked workers who have knowledge of things, “how change takes place.”
There is also a problem of a gap between cultural and extension work. In many cases, the lack of relevance of agricultural education to the rural world is a problem for students graduating from the agricultural institutions. The gap between the methods and content taught and the rural socio-cultural context causes difficulties for graduates in establishing good communication with producers. This is especially serious for those with an urban background who go into extension work.
This situation calls for more interaction among academic staff of institutions of higher education in agriculture and members of the farming community, which does not happen. The development of mechanisms and channels of communication, which institutionalize the process of developing, transferring, and utilizing knowledge is of vital importance to extension workers. There should be ensured that there will not be a “cultural gap”, between extension workers and ultimate beneficiaries of the knowledge base of farmers and rural dwellers.
VI. GOVERNMENT POLICIES
The policy component of an agricultural technology system can enable or limit extension in ways beyond the reach of extension managers. The endowment levels for public agricultural extension are set by government policy and planning bodies and imposes limits on expenditures. This can hamper extension efforts in basic ways. The operating as compared to salary budget amounts is often inadequate, with negative effects. For example, a lack of money to buy vehicles and fuel undermines the mobility of extensionists. In addition, if salaries are too low, which is often the case in developing countries, extension cannot attract or hold qualified staff and this leads to ineffective extension services.
Commodity prices influenced by government policy act as incentives or disincentives for farmer production. If there is no profit incentive for production of a specific crop, there is little point in developing or transferring improved technology related to that crop. For example, policies that favor the import of cereal grains at concessionary prices on the international market discourage in country production of these crops. Technology generation and transfer outputs that focus on such crops are not likely to interest farmers thus limiting extension education. The examination of the policy context is important and allows organizations to avoid wasted effort and resources.
VII. INSTITUTIONAL ATTACK
Public sector extension has been and still is under attack from a wide spectrum of politicians and economists over its costs and financing. Public sector extension worldwide has been cricized for not doing enough, not doing it well, and for not being relevant. Extension is criticized for insufficient impact, ineffectiveness, inefficiency, and sometimes for not pursuing programs that foster equity.
In addition, there is system model controversy. The fact of differing system models in different countries attests to the variety and complexity of extension education. Extension mean different things in different places. Accordingly, system model is a major source of controversy raising both political and technical issues.
VIII. NEGLECT OF WOMEN IN AGRICULTURAL EXTENSION
Associated with the failure of many programs to reach the majority of smallholders is the tendency of agricultural extension services to focus their attention on male farmers. Agricultural extension programs ensure that information on new technologies, plant varieties, and cultural practices reaches farmers. However, in the developing world it is a common practice to direct extension and training services primarily towards men.
A recent FAO survey showed that female farmers receive only five percent of all agricultural extension services worldwide and that only fifteen percent of the world’s extension agents are women. In Egypt, for example, women account for fifty three percent of agricultural labor but only one percent of Egyptian extension officers are women. The resulting lack of information undermines women’s productivity as well as their ability to safeguard the environment by using natural resources in a sustainable way.
A study of extension in Africa found several commonly held beliefs which asserted that women are not really significant contributors to agricultural production, they arte always tied down with household chores and children, they are shy, difficult to reach, and resist innovations. However, women often contribute a major proportion of the family farm labour, usually to the production of crops and to specific tasks such as weeding. Perhaps an even more important indication of the women’s role in agriculture is the fact that women head a large percent of rural households.

Extension programs therefore rarely identify women as integral part of the target audience. If they did, the benefits would be considerable. In Kenya, for example, following a nationwide information campaign that targeted at women under a national extension project, yields of corn increased by twenty eight percent, beans by eighty percent, and potatoes by eighty four percent. Therefore, as women are a vital link in agricultural development, it is essential that they take their place alongside men as full participants in and beneficiaries of extension programmes other than being ignored.
IX. AGRO-ECOLOGICAL FACTORS
Due to the fact the natural environment strongly influences extension planning and operations, extension should respond to the technological needs of farmers in different agro-ecological zones. The variation represented by agro-ecological zones in a given country can be substantial. Differences in temperature, rainfall, soil types and others are reflected in the diversity of farming conditions and production systems found.

Extension planners face some difficult choices because of the need to respond to the diverse technology and information needs of farmers from many different zones, and at the same time to satisfy a requirement for extensive countrywide coverage of the rural population. For example, extension resource investments can be determined by farmer population concentrations, potential productivity of selected agro ecological zones, or a combination of both.
X. POLITICAL-ECONOMIC FACTORS
The political and economic environment affects extension in many ways. One of the most significant factors is a country’s stage of economic development. Another is the level of government investment in public sector extension. This is influenced by the presence or the absence of a structural adjustment programme, the degree of economic dependence on agriculture, and the proportion of the population economically active in agriculture as opposed to industry. The percentage of resource-poor smallholder farmers influences the type of technology to be transferred particularly if the government is concerned with the equitable coverage of all categories of farmers.
Politics has another infrequently identified impact on public extension organizations. Political shifts at the national level often result in changes in extension personnel, management, and programmes. High turnover of top managers undermines management experience and continuity in leadership. In addition, political unrest and war often make extension impossible.

XI. IGNORANCE AND RESISTANCE TO CHANGE
Extension education focuses on people from different communities and in the real sense, community people are very difficult to work with due to the fact that they possess different characteristics. A traditional society with old ways and practices may refuse to take risk unless it sees the results. Because change creates insecurity and uncertainty, there is resistance of innovations in many areas and extension workers experience difficulties in dealing with such people.
Other people just ignore the trainings because they don’t find them relevant. For example, an extension worker can take a youth training on risks of premarital sex practices on an urban setting like Majengo, and the youths because they are used to such practices can ignore it As a result, it becomes very difficult for the extensionists to convince such people for a change.
XII. RELIGIOUS DIFFERENCES
Religion can be a major hindrance of extension education. In developing countries, people possess different faiths and beliefs. There are some religions that don’t allow, for example, people to go to hospital or take medicine when they are sick. To such people, it becomes hard for an extension worker to train them on topics like how you can survive with HIV by taking ARVs or reduce infant mortality by taking the sick children to hospital, though there might be victims of the same. In addition, it can be a difficult task especially for a Christian worker to introduce an innovation to Muslims because they reject Christian messages.
Religious differences therefore, in many developing countries become a barrier to extension education.
XIII. LACK OF PEOPLE’S PARTICIPATION
Participation is very essential in extension work. No development can take place without people’s participation. Through participation, community people contribute their resources towards the programs, develop ownership of the project and eventually sustain it because they are part of it and they feel appreciated.
However, in many developing countries, people often fail to participate in extension programmes due to different factors leading to failure in the projects introduced. For example, the remote living conditions of people serve as a constraint to involving them more in planning of extension activities, and the lack of knowledge and interest hinders their involvement.
Failure of people to participate is a major hindrance to extension education because change is of the people, for the people, and by the people and without them; extension work can come to a standstill. For example, some change agents went to a community in Murang’a District and identified that the people were suffering due to few numbers of dispensaries in the area. As a result, they decided to build a Health center for the community without consulting them and started to bring materials to put up the project. Unfortunately the following day, they found that all the materials have been stolen and they were very frustrated. When they asked the community people, the youths said that all they needed was a football pitch but not a hospital and the change agents had to reverse the whole idea after wasting all the resources.
People’s involvement is therefore very important for success of any extension program. The change agents should entice people to participate in projects.
CONCLUSION
In conclusion, we find that there are many problems being faced by extension workers to an extent of hindering their work. The citizens, government, and the private sector should therefore take an action to improve the condition of extension work and traditional practices that hinder the adoption of new technology, which increases production, should be broken down.



REFERENCE LIST

Http: //www.krishiworld.com/htm/agri-extension-edu4.html


Haq Khadija, (1989, pp.226-244), Development for People, North South Roundtable Publishers


Nsereko Joseph, (1979, pp.26-44), Agricultural Problems, Kenya Literature Bureau Publishers
Rural welfare manual

Uma Lele, (1976, pp.62-78), The Design of Rural Development, The Johns Hopkins University Publishers


Bita Nicky

HUMAN RESOURCE MANAGEMENT

Introduction
If I am to go by the phrase that “Employment has changed from normal contract of employment to performance contract of employment,” then I would content that the world and Kenya in particular is undergoing a series of revolutions in its system of administration owing to the fact that just some two months ago the judges were and are still debating whether they should or not sign performance contracts. My paper will basically deal with the reasons why performance contracts are of great needs highlighting some of the reasons why not only judges but any employee should sign this types of contracts. Bearing in mind the recent resistances in signing of performance contracts by judges I will further explore this notion and show why performance contracts should be introduced in the judicial sector because as the Oxford dictionary contents them to be tools which will help in measuring the judges output both qualitatively and quantitatively.

Basis of Performance contracts/ Definition of terms
Much debate has been in existence about the goodness and badness of performance contract as many employees are not for the idea of signing the performance contracts but to start my argument I would like first to explore what really a contract is. According to Oxford English dictionary a contract is said to be an agreement between two or more parties for doing or not doing something. Contracts can come in many forms; they can be oral or written, implied or expressed, and legally enforceable or not. The strongest contract, in terms of enforceability, has an offer, acceptance, consideration for the exchange clearly sets out the terms of the agreement without ambiguity, and is signed by the parties involved with proper capacity to enter into the contract. Verbal agreements or contracts drawn up by parties in direct violation of state or federal laws are said to be Weaker contracts (Mathias and Jackson, 2000).
According to the website http://www.wisegeek.com/what-is-a-contract.htm the most common type of contract is actually an oral contract. In fact, we pretty much enter into at least one or more oral contracts every day. For example, a lecturer might tell his or her students that they will get rewards if they behave properly at a certain event organized in the campus. If the students agree, then this becomes a type of oral contract that isn't legally binding. Contracts can be implied or express. That is, the entire contract, or one or more of its terms, can be implied or expressed. Typically, when we think of contracts we think of express contracts. For example, in a contract for a monetary loan, you will likely promise to pay a certain monthly rate at a certain interest rate until the loan is paid off. In addition, you probably will agree to late payment fees as well.
Armstrong, 2001 says that a performance contract is a written agreement between an employer and an employee stipulating what should be achieved while Armstrong and Boron, 1995 claims that performance contract aims at improving the performance of the people working in an organization by developing their capabilities. Sometimes, however, a performance contract term or the entire contract itself is implied. For example, when you order food at a restaurant you are entering into an implied, oral contract. The basic elements of a contract are said to be; an offer, acceptance of the offer, and consideration for the exchange. Offer and acceptance, sometimes also called “meeting of the minds” and it is a fundamental part to a contract. Without it, we might bind people to get into contracts that they did not want or intend to be party to the contract.
Our recent Daily Nation newspaper dated 15th July featured an article on contracts as the debate of the judges story was hot and the article contend that contracts may be enforceable by law or they may not. Quoting a relevant example of the agreement between the lecturer and the students would not be enforceable by law whereas the agreement for a loan likely would be enforceable by law. Therefore whether a contract is enforceable by law depends on number of factors, the key factor being whether the parties to contract intended the contract to be legally binding or legally enforceable.
On the other a contract may not be legally enforceable for a variety of factors; Problems on the face of the contract can make it void. If one of the parties to the contract has low capacity in meeting the contracts demands whether due to age or mental condition the contract will most likely be unenforceable. Fraud, alteration or misrepresentation by a party to a contract can make it null and void.
Why judges should say performance contracts
In reference to a daily nation of Tuesday September 16, 2008, it was reported that Mr. Justice Gicheru the chief justice had declared that judges would not sign the performance contracts unless the Constitution was amended to conform to their terms and conditions of service while on the same column of the daily nation the Kenyan Justice, National Cohesion and Constitutional Affairs minister Martha Karua, however, maintained that the judges must sign the contracts as the Judiciary’s performance had to be measured. She argued that Judiciary must be innovative and develop a model suitable for its operations, instead of waiting for constitutional changes.
Meanwhile on another daily nation of Thursday September 18, 2008 it seemed that Judges developed and adopted a softer stance on the signing of performance contracts but they asserted that the signing should not affect their independence. Chief Justice Evan Gicheru on Thursday claimed that judges were not opposed to the measurement of judicial output by signing performance contracts, but was on the stand that signing of the performance contracts should not erode the independence of the Judiciary functioning and systems. Quoted by the nation media group “Nobody is against the idea, but we have to be consulted on how such parameters can be introduced,” he said. Gicheru also went ahead to say, “We have our own way of measuring performance and if it is in agreement with other performance contracts instituted by the Executive, we will go along with them.’’
According to the chief justice its seen that the signing of the performance contracts is no threat since they have been evaluating their performance in accordance to their job but it seems on the centrally that if the policies in the performance contract will be not agree with their own evaluation measure then they will have to take a constitutional step. The chief justice also said, “I do agree heartedly with the signing of the contracts but since this is a judicial body their has to be a section in our constitution allowing the actions too” We are an office appointed under the Constitution and if the Executive does not agree with our terms, then we shall have to abide by the Constitution.”
Philip Mwakio and Beauttah Omanga in a Kenyan Standard newspaper of Thursday, 18th September 2008 quoted the Acting Finance Minister John Michuki voice to the simmering row pitting Judiciary against Executive over performance contracts for judges. Michuki said judges should sign the documents, insisting they were not an exception. “So long as judges and the Judiciary draw their salaries from tax payers’ money, they ought to be included in performance contracts,’’ he said.
MP Paul Muite and the Law Society of Kenya urged the Prime Minister to lead Parliament to amend the Constitution to make judges more accountable. Muite went ahead to claim that although there was need to make judges deliver, contracts alone would not succeed. He suggested that a retired judge be mandated to vet the performance of judges. “Forcing the judges to sign performance contracts will amount to merely treating syndromes. The main problem is how those judges are appointed,” said Muite. On the other hand Justice Minister Martha Karua insisted that the contracts would not interfere with their independence, the Chief Justice maintained that they would not accept any unconstitutional interference. Speaking during the official opening of the Kenya Judiciary Training Institute Ms Karua pointed out that the contracts had been successful in other countries.
Advantages of performance contracts
The use of Performance Contracts has been claimed to be an effective and promising means of improving the performance of public enterprises, on governmental organization companies as well as government departments. Performance Contract is an agreement between an employee and an employer either a government, a company or an organization which establishes general goals for the employees, sets targets for measuring performance and provides incentives for achieving these targets. The success of performance Contracts in countries like France, Pakistan, South Korea, Malaysia and India has sparked a great deal of interest in this policy around the world. A large number of governments and international organizations are currently implementing policies using this method to improve the performance of employee and public enterprises in their countries. Nyambegera, 2005 argues that performance Contracts represent a state tool for improving public sector performance. They are now considered an essential tool for enhancing good governance and accountability for results in the public sector through enforcement to the employee’s to sign them but in Kenya it’s taking another dimension where the judges have been on the front line to disguise the idea of signing performance contracts.
According to Mathias and Jackson, 2000 I believe in improving the performance of these civil servants performance contract will be a key tool so they should not be against signing this contract. Signing performance contract will increase the efficiency of the service delivery and reduce further drain on the country’s treasury resulting from their losses. An uncompromising performance contract exercise give a clear picture of the costs and benefits associated with companies or government sectors of which the employer belong to. Similarly, the Performance Contracts with government departments ensure improvement of delivery of public services and effectiveness of government machinery. Many countries have had success in improving the performance of their own public sector by designing Performance Contracts after carefully examining and adapting to their particular needs...

Key Benefits of a Performance Contract
Making reference to an article dated October 30th, 2008 in Africa News. I want to believe that by signing the performance contracts, the Judges would simply be submitting their expected outputs to the public without shedding their independence. They owe this to the public just as much as we vouch for their independence.
As it stands now, the public do not know the time frame by which to expect judgment in any given case. Once a case has been filed, even simple cases can drag on for ever. I bet the public ought to have some time frame and this can form part of the performance contracts. If the Judges are subjected to scrutiny, these cases that drag on without closure for ever will save the public the high costs of such long periods.
In my opinion, time frame for which a case should be determined facilitate four things, first by signing the performance contracts judges will reduce the kind of congestion that we currently have at the Judiciary, make the cost of Justice affordable, make litigants know when to expect Judgment in any given case filed and more effectiveness of lawyers will be seen.
Time frame which according to Armstrong, 2006 is necessary in performance management and will help say goodbye to laziness at the Judiciary for judges will be alert and on top of issues. With such alertness, the Judiciary will dispense justice on time and we will have no more back log of cases. With a clear time frame, the lawyers will charge on the merit of the case in question and more so as per their billing schedules. This will make the best lawyers have as many clients while the funny ones will be weeded out on their own incompetence.
With performance contracts, the public would know the output of each Judge as their independence remains respected so long as they dispense justice based on the law. This will also not reduce their guard against abuse of power by the ruling elite. But as things stand now, we cannot pretend that the Chief Justice is not held hostage by the Presidency, his appointing authority.
Desler,2003 points outs clearly that commitment of employee as if they own the organization they work for helps improve the organizations output and as the owner of an organizations is eager to know what his money is making then the public as the tax payer need to know what they pay the Judges for. We can only see this output in the number of cases dispensed with on a daily basis competently and the time taken for the specific cases to be done with.
Disadvantages of signing performance contracts
Basing my argument on a text of report by Jibril Adan and Martin Mutua entitled "Judges defy Prime Minister" published by Kenyan privately-owned newspaper Daily Nation website on 20 August; shows that Judges have rejected a proposal by Prime Minister Raila Odinga to introduce performance contracts, saying it would reduce the independence of the judiciary as guaranteed by the constitution. I tend to agree with the judges and point out that if the judges have to sign the contracts then the constitutional reforms must come before they sign in order to make it a law of the country since judiciary its been an in depended body as I second the chief justices words “we hold constitutional offices and until the law is amended, performance contracts for judges would be illegal," Though Justice and Constitutional Affairs Minister Martha Karua, says : "It is time for reforms and when the prime minister calls for reforms, they must come." .Recommendations
I do not believe that the Kenyan Judiciary as it stands now is truly transparent and accountable. It could be transparent and accountable to all those who are working day and night on defeating the course of justice. How would you say it is transparent and accountable when the poor and down trodden are denied justice on account of their social stations, while thieves, pimps and conmen make merry all day long?
It is my considered view that something is not adding up at the Judiciary. Judges drone as they pass judgment which most litigants do not hear nor understand. Is it a crime for our Judges to talk loudly and clearly for the benefit of all in court? Or is it a crime to dispense with straight forward cases out rightly?
When a Judge gives a suspect ruling, it does not matter that peer review comes down the line vide the Court of Appeal. The damage has been done and despite the requisite compensation given out 10 years down the line by the Court of Appeal, the damage has been done. You cannot claim back the lost time.
What must come down with this the review is appropriate punishment to the Judges who miscarry justice to the clients. They must be made to meet the full gravity of the law and pay the person whom they caused delayed justice. His act could have been intentional at the time, or for short term gains. Letting him free is not the best way out because it would encourages other Judges to similarly abort justice to many other suspects.
In conclusion I still hold to my stern position that judges should sign the performance contracts to make Kenya a country with equality where every citizen will feel the worthiness of the tax he/she pays to the government.

Reference
Armstrong, M. (2006). A handbook of Human Resource Management Practice. Kogan Publishers; London.
Nyambegera, S. (2005). Human resource Management a biblical Perspective. Uzima publishing House, Nairobi, Kenya
Mathias, R., and Jackson, J. (2000).Human resource management. South western college publishing House, Ohio, USA
BBC Monitoring Africa. (2008, August 20, September 23) Judges should sign performance contracts
Daily Nation. (2008, July 15).debate on judges signing of performance contract gets hot. Daily nation paper.
The standard. (2008, September 18) judges should sign performance contracts.
http://www.chevronenergy.com/performance_contracts/
http://www.bide.com/Workshop%20II/Workshop2-04.html

http://www.wisegeek.com/what-is-a-contract.htm
NICKY BITA

DRUG ABUSE

INTRODUCTION

Drug Abuse Campaigns are the campaigns that are carried out towards the public with an aim of educating, preventing and intervening, on Drug Abuse related problems.
The campaigns are as a result of the increasing need to address issues to do with drug abuse that are affecting our society today. This paper will primarily focus on drug abuse campaigns geared towards the youth and more so in learning institutions. Campaigns in such forums (learning institutions) are referred to as: School Based Drug Abuse Prevention, Education and Intervention programs. These programs have three main components:
• Programs based on the guiding principles for school based education for drug abuse prevention- using the curriculum to equip young people with information about drugs, life skills necessary to enable the to deal with different situations without having to turn to drugs and the ability to resist pressure to use drugs
• A safe and supportive school environment- this is made possible by a set of clearly communicated policies and procedures that provide care, counseling, and support of all students and ensures co-operation from staff , fellow students, parents and related authorities.
• Policies for dealing with drug incidents- by having plans for initial and long-term responses to incidents, employment of professional help from agencies, support for students involved in these incidents from the society at large.

OUTLINE OF HOW DRUG ABUSE CAMPAIGNS ARE CARRIED OUT
Drug Abuse campaigns are carried out in a systematic way that involves several steps to ensure their effectiveness. These include:
• Research on the different types of drugs and their effects, both on an individual and the society at large. These include:
-The names of the specific drugs.
-Their description and how they are taken.
-Their accessibility and availability.
-The effects it has on a person.
• Understand drug abuse and why do young people use them. This is done by taking into consideration the risk factors involved. They are:
Personal factors – They include; gender, age, individual needs of that person for example homelessness or joblessness and the ability of the individual to understand and make sound decisions regarding drug use.
Environmental factors- they include; the family one is brought up in, the company they keep, the availability of drugs due to lack of stringent laws and regulations pertaining to the same, the society one is brought up in if it supports the use of drugs either for cultural or religious values.
(A practical handbook for Youth Drug Prevention Programs, 2003, pp 8-18)



THE DIFFERENT SOURCES OF INFORMATION
There are different sources of information on drug abuse that contribute to the campaigns effectiveness and influence. This paper covers only two of this sources and primarily the secondary source.
The first source is the primary source-this comprises of the professional drug abuse campaigners especially organizations, for example, The National Agency of Campaigns Against Drug Abuse (NACADA) and Students Campaigns Against Drug Abuse (SCAD), which are the primary source for learning institutions in the urban areas of Kenya..
The secondary source comprises of those who have been taught by the primary source and are under the obligation to pass on the information to others in the society, in the case of this paper, the students who have participated in these campaigns and are to pass the information to their fellow students who were not present.











PRINCIPLES THAT GUIDE THE PRIMARY SOURCE
1. They should put emphasis on learning out comes, environmental factors and collaborative partnerships vital for the success of their campaigns.
2. Their learning outcomes should be addressed in the context of health or other appropriate learning areas that can provide sequence, progression, continuity and links that impact student lives.
3. The environment they are teaching at should be conducive to achieving educational outcomes and building productive partnerships.
4. Collaborative partnerships should be developed for decision-making
5. Teaching and learning should be interactive
6. Educational programs for the prevention of drug abuse should be responsive and inclusive.
7. Training the institutions teachers or counselors in drug abuse prevention education enhances the impact and sustainability of drug abuse prevention programs.
8. Drug abuse programs and their outcomes should be evaluated regularly to provide evidence of their worth and to improve the designs of future programs.
9. Policies for managing drug related incidents at institutions should be collaboratively developed and widely publicized to elicit a positive response.
(School based education for drug abuse prevention, 2004, pp 16-18).

SHORT COMINGS OF THE PRIMARY SOURCE.
Primary source shortcomings come as a result of not following of the principles and the proper approaches to running campaigns. Some of these shortcomings are:
• Some of them do not do a background check so as to establish the best approach for a specific institution.
• There methods are not interactive, for example, in schools where they hold daylong programs, you find that students sit for long hours just listening to speakers and are only given a few minutes for questions at the end of the session. their questions sometimes are not fully answered due to time restrictions.
• They do not make collaborative decisions with both the students and administration thus causing strife between the two as students are the most likely to be excluded.
• They do not do proper advertising or convincing to prompt more students to attend their sessions and to take it seriously.
• They don’t regularly review or revisit an institution to monitor the results and progress resulting from their campaigns, or maintain correspondence with those who need intervention in an already existing problem.
• They use conservative methods of teaching and don’t explore methods that in this day and age are the most effective among the youth. An example of the methods they should, “employ is the use of Internet, which is quick, fun and interactive easy to use with a little practice and some patience.”
(Internet: using the internet for drug abuse prevention, p 6)
THE SECONDARY SOURCE
This is the recipient of the information from the primary source. This source has the obligation of spreading the word to more people by word of mouth in their day-to-day interactions with their peers. Though this source can be instrumental in campaigning against drug abuse, they fall short of the expectation due to certain shortcomings.

SHORT COMINGS OF THE SECONDARY SOURCE

There are a number of factors that contribute to these source’s failure, they can be divided in two main categories. These are:
1. Personal factors-they are:
• Relation-Most young people develop shallow relationships whereby they do not get to a level where they can talk about or advice their ’friends ’on issues pertaining to their personal life. Most of them just stand by as they watch their friends engaging in deviant behavior, in this case drug abuse, that they know will lead to their friend’s downfall.
•Laxity-Young people do not like being confronted on their wrong doing, even though they know they are wrong. As a result they also do not see the need to meddle in other peoples affairs when they dislike the same happening to them. Another aspect could be that they feel it’s a lot of work and effort that could be done by someone else other than them.
•Ignorance-There is the assumption by the youth that everyone else must know what he or she knows and so there is no need for repetition. They also do not see the situation around them as a result of drugs entering their society and thus keep the information to themselves instead of taking initiative to try and save or at least salvage the situation at hand.
2. Professional factors, which are mainly two
•Methodology-The approach that is taken in a bid to spread their knowledge on drug abuse prevention or intervention is not often the right one, you cannot force someone to listen to you and actually do what u say. An example is their approach to try and help someone to stop using drugs. From a trainer in (S.C.A.D) Student campaigns against drug abuse, ”drug addicts cannot be helped unless they individual ask for help.”
(D.Ayo, personal interview, March 23, 2006)
•Lack of skill-This is the major set back affecting this source. “Most secondary source attempts fail because most of those who may want to take part do not know how to, they also lack a guideline to follow to assure their success and effectiveness in this endeavor.”
(Brian. A, personal interview, March 23, 2006)

THE PROBLEM’S SOLUTION
The solution to all these problems is the employing of Peer-to-Peer Education Programs (P.P.E.P), which eliminate the probability of the failure of the secondary source. This will be discussed fully in the next sub topic.
THE PEER-TO-PEER EDUCATION PROGRAM
These are programs that train young people in a peer group on :
-Drug abuse
-Counseling with people already involved in drug abuse
-Treatment and rehabilitation
-Outreach and alternative action
“Key elements of these programs include efficiency, effectiveness, relevancy, ethical consideration, impact and sustainability. PPEP is very important as it uses a community-based approach and it works with people who are affected or at risk.”
(Kasirye .R, 2002, P. 3)
The elements have specific meanings, which are:
• Efficiency- the program should lead to optimum outputs from invested resources.
• Effectiveness- the program practice has to be able to meet the intended objectives of promoting education and prevention.
• Relevancy- actions to reduce drugs must be in accordance with the needs of the affected groups and individuals or the problems they are faced with.
• Ethical consideration-the program should not violate the dignity and confidentiality of its clients.
• Impact- the program should bring positive change to the well being of the people being assisted.
• Sustainability-the programs practices should be sustainable or replicable.
The main workers in the education program are the trainers, also called peer educators, who train their peers , who after training , become trainers to other trainees and the sequence goes on and on. The peer educator’s role involves;
Planning on how to train
Data collection to ensure that they have up to date information on Drug abuse.
Basic counseling and how best it is to be done
Organizing various forums, for example, sports, talks, seminars, dance and drama
through which they educate their peers.
The allocation of responsibilities among peer educators depends on their interests, adaptability, age, marital status and their flexibility.

Their activities include talks, films, recreational, referral, volunteerism, vocational skills placement, relapse prevention and role modeling. Most activates are school based and mainly in urban areas. The Student Campaign Against Drug Abuse (SCAD) based in Nairobi, for instance, trains youth who have completed their O-level examinations to join their program. They also have various programs daily in different high schools in conjunction with the drug free clubs based in these schools.






BENEFITS OF PEER-TO-PEER PROGRAMS
They sustain and properly deliver the message among the youth.
They are very reliable as they live in the same community and are available all the time.
They provide easy group problem solving.
They inspire trust and ensure confidentiality.
They give direct and immediate advice and counsel.
They have bridged the gap between the youth and the adult drug abuse campaigners by giving them an alternative and more receptive program that is just right for them.
They reach many youth who make up a large percentage of communities that are threatened by drug abuse related problems therefore nearly eliminating the problem permanently as the programs nip the problem in the bud.
They provide job opportunities and experience for those involved in the programs












CONCLUSION
Peer-to-Peer education programs are the best solution to the drug abuse problem we are facing and in order to win the fight against drug abuse, we should consider employing the programs. They fill all the gaps created by other programs and empower our youth to be more productive people in society and as a result pave way for further development of our society today.
















BIBLIOGRAPHY

Kasive.R (2002) A Study of Basic practices in Peer-To-Peer Prevention Programs1.5-24.
United Nations Office On Drugs and Crime (2004, November) Schools: School Based Education for Drug Abuse Prevention (pp.12-40). Austria
United Nations Office On Drugs and Crime (2003, April) Internet: Using The Internet for Drug Abuse Prevention (p. 1). Austria
United Nations Office For Drug and Crime Prevention (2003, February

NICKY BITA

WOMEN AND HAVOCS IN THE SOCIETY

Introduction

Through out history most societies have held women in an inferior status compared to that of men. This situation was often justified as being the natural result of biological differences between the sexes.In many societies for example, people believed women to be more naturally emotional and less decisive than men. Women were also to be less intelligent and less creative by nature.
But research shows that women and men have the same range of emotional, intellectual and creative characteristics. Many social workers have fond that women culture has taught girls to behave according to negative stereotypes (image) of femininity, thus keeping alive the idea that women are naturally inferior.
It is often suggested that women’s role in production becomes progressively less central and important during capitalist industrialization in developing countries. Women have happened to be in the employment marginalization by being prevented to enter some certain types of employment, usually on the ground of physical weakness, moral danger, or lack of facilities for women workers.
Women also differ physically from men by being on average smaller and less powerfully muscled. These physical differences helped to define certain physically demanding or dangerous jobs “men work”. Women continued to face barriers to entering many occupations.
Before women’s movements emerged, women began to form many kinds of groups based on common interests. After French Revolution, for example various women political clubs took shape in both France and greet Britain. In United States women formed temperance societies which some campaigned to abolish alcoholic beverages, and since then many groups have been formed basing on deferent issues regarding their needs.
In the present era of increasing inflation and spiraling prices, when the family size has preferred to be restricted, the pressure to have a male child increases and hence the keenness on sex determination ultrasound and hence the justification for abortion. However, women have always made a very significant contribution to their societies, but patriarchal conspiracy has prevented their contribution from receiving its due recognition.
Of late, the women question has attracted the attention of many social workers who find plenty of area still unexplored for research. Women and their problems have acquired growing importance in our societies today. Thus after realizing the significant role of women, it is desirable that a greater emphasis should be given for her all round development and as such imparting education and providing employment to this vast segment of population becomes prime need of hour.
This paper is meant to show how we can go about forming a group of poor unemployed single mothers in our communities. In fact women are vulnerable to many problems including economic, psychological, health wise, and many other social hardships. It is my believe that if women are empowered are taken out of their vulnerable situations especially through group methodologies are going to do wonders within this universe. It is my aim to show that if positive attitudes and actions of these poor unemployed single women are going to be boosted in their community, also demonstrated their powers or abilities, responsibilities to envision a better future they are going to overcome the obstacles that confronted them.

Understand different terms

Social work;
Social work can be defined as an art a science, or profession that helps people to
.solve personal, group especially he family and the community problems and attain satisfied relationship in groups through practice which include case work, group work, community work and research. Also as defined by Reichert, is organized work intended to advance the social conditions of a community, and especially of the disadvantaged, by providing psychological counseling, guidance, and assistance, especially in the form of social services.
Social workers;
are concerned with social problems, their causes, their solutions and their human impacts. Social workers work with individuals, families, groups, organizations and communities, as members of a profession which is committed to social justice and human rights, although Reichert points out that social workers can not define social justice (Reichert, 2003). Their approach is to consider the whole individual (including their biological, psychological, sociological, familial, cultural, and spiritual subsystems) within the context of their current situation.



Poor and unemployed;
We can simply say that, a poor person is one without resources of necessities (basic needs are scarce), more to that he or she wants get things but she can not. Where by unemployment can be a situation of being willing and able to work but you can’t get job, a person who is not on employment and has no regular pay for a job done, or with any employment benefit.
Single women;
Are women who are either not yet married, widowed, or divorced, that is they do not have husbands legally or customarily.

Forming a group

The poor unemployed Single-women group that I’m going to form, is generally
a therapeutic group which not only aims to treat the emotional and behavioral disorders but having a broad purpose to increase these women knowledge of themselves and others, assisting them to clarify the changes they most want to make in their life, and giving them some of the tools necessary to make these desired change.
As leader I have already spend my time thinking of which kind of group I want to form, for I’m aware that when clearly one states his or her expectations, the better will be able to plan and the more meaningful will be the experience for the participants. In fact the lack of careful thought and planning will show up later in a variety of problems that lead to confusion and unnecessary floundering of the participants.
See the draft of my proposal.
The type of the group
The group is a self help group because it serves the critical need for these poor unemployed single women. Also because it is composed of people with the common interest, and it aims to provide support system that helps reduced psychological stress and gives the members the incentives to begin changing in their life.
The goals for this group are
(1)Create opportunities for networking and empowerment for women
(2) Encourage Creativity and career development
(3) Encourage and support women throughout the society and within the modern community
The need for group
This group is especially at this time very much needed than ever before firstly in order to help women cope with the changing world. Throughout history most societies have held women in an inferior status compared to that of men. Poor single women have always been piled up with others many problems, so this group will be the center for these women relief.
Number of the people
The group is going to be operating District after district. So in the first district there 37 recruited poor unemployed women. These will later on play a role of educating others within the district. To recruit these people I had to meet first the community leaders including church leaders to inform them of my plans and to ask for their assistance. I posted the announcements in different places to insure many people get information on the program. I also used the local radio and television station to publish the program.
Structures necessary to make them participate and feel excited,
i. I will let them choose leaders among themselves to co-work with me,
ii. Their will be trainings in various life skills subjects
iii. There will be experience sharing
iv. I will involve them in creating economic and development activities, such as agricultural, livestock, handcraft works.
Evaluation
This will be the on going process. After each step of engagement I shall be evaluating what happens, both within individual members and among the members. Also to think about what interventions might be used next with the group. These also will include; making follow-ups, monitoring, referring and other evaluation needed.
The following will be the indicators for positive progress of the group; Positive mind, Decision-making, ability to handle issues, being employed, integrity, royalty, creativity, increased voice (say) in deferent affairs.

The program profile for the group

Women constitute a sizable section of the poor, the unemployed and the economically and socially disadvantaged Group in our society. They feel more confident and can articulate their skills, increase employment potential and income when grouped together. Financial needs of these women are too small to be entertained by formal financial institutions. Poor women are dependent on local money lenders for their frequent financial needs who charge a very high interest rate.
Being aware of the above situation of women around the world me as social worker I found it important to start Non Government organization group of poor unemployed single women who have been struggling and surviving within this community.
The mission and purpose of the group
To improve the lives of the poor unemployed single women in my community
The goals of this group
(1)Create opportunities for networking and empowerment for women
(2) Encourage Creativity and career development
(3) Encourage and support women throughout the society and within the modern community
The general objectives of the group
i. To see more joy among the women in this community
ii. To see poor and unemployed single women get out of their states and get employment
iii. To provide support system that helps reduce psychological stress and gives the members the incentives to begin changing in their life.
iv. To help women say out their voices and become decisive on the issues pertaining their affairs.
v. To help these women examine their abilities and powers to envision a better future
vi. To let the community realize the role of these women
Group program managerial
• The top leader
• The co-leader
• Educators


Conclusion

Women have for long time faced discrimination regarding employment this is because in traditional societies the role of women was child bearing, child rearing and taking care of their husbands. After education it became so hard for the society to accept that women were also capable of doing what man could do. In fact thou women were given jobs they were underpaid because the men still did not accept that they could compete with them. On other cases women have been denied jobs opportunities believed to that of men for example pilots, engineers.
It is not uncommon for women in most developing countries to come mothers at an early age. It has been argued that this create number of serious problems, both at individual and national levels. Firstly, such young mothers and their infants are disadvantaged in many ways; adolescence is terminated precociously, opportunities for further education and improved-social economic circumstances are blocked, and children born to women in these age groups have higher morbidity and mortality rates. Secondly, it tends to keep family and national fertility rates high and, at the same time, puts a heavy burden on a developing country’s health and social-economic infrastructures.
There is no question that considerable interest has been stimulated in the subject of women’s involvement in development. It is now generally recognized that women are an essential component of the development process, which take place only if both men and women are included. Enhancing women’s ability to participate actively without treating them as a segregated population requires an extremely delicate balance. Integrating women into development process is not just a matter of benevolent attitudes. It is essentially at technical and analytical problems requiring the ability to disentangle the densely-woven patterns of human lives.
Today women have tried to come out and joined their forces to claim for their rights. Many women groups have been formed recently depending on their needs and interest. The poor unemployed group I have formed is one of the women groups that shows how if women are supported and empowered can do big things in their societies.
Forming a group the leaders should help members in the group to identify and express their feelings. Leader should find the techniques to help the members open up of sometimes buried feelings and to enable members to work through some emotion barriers. For our group for example help the single women understand psychologically their positions. Apart from dealing with feeling we also need to help the thinking dimension. Regarding the earlier decisions they made for themselves and other. For example these women were supposed to be help to think about the decision they made that might had contributed to their situations today. Feeling and thinking are very important components in therapeutic process, but also we need to do big part with the factor of behavior. Meaning, apart from all the things these women were informed and educated; it could results nothing if no actions would be involved in the process of help. Doing is the way of bringing thoughts and feeling together by applying them to real-life situations. Lastly women groups are very important in our today societies especially in overcoming the on going challenges of the world.


Reference list
Adams, G.R, (1985) understanding research methods. New York: Longman
Laximi, D. (1998) Women empowerment and societal improvement India: Anmol

PRACTICUMS ARE LEARNING EXPERIENCES

Chapter One:

Introduction and field placement background:

I carried out my practicum in Uganda, Rakai District, and Kakuuto County. Rakai District is found in South Western Uganda with a population of 506,304 people projected from the 2002 housing and population census using annual growth rate of 1.78%. Of these 42% are males and 58% are females. The District has 4 Counties, 23 sub counties and four town councils, 126 parishes and 916 villages. A range percentage (96%) of the district population is rural based and agriculture oriented

Kakuuto is one of the four Counties in Rakai District lying between longitude 31 degrees East 32 degrees longitude 0 degrees South and 1 degree south of the equator. It boarders the republic of Tanzania in the South, and is about 200km from Kampala the Uganda’s Capital City .Rakai -Kakuuto ADP covers 5 sub counties of Kifamba, Kyebe, Kasasa, Kibanda, and Kakuuto. (Rakai District HIV/Aids Strategic Plan P: 10)

Most parts of Kakuuto display a fair distribution of rainfall throughout the year. There is a relatively short dry season around January and February and another in June to August. The largest population rely on farming as their lively-hood followed by cattle keeping and lastly fishing by a few, who are found near Kasensero landing site.

The first two cases of HIV in Uganda were detected in Rakai in 1982 at Kasensero landing site found in Keybe Sub County. This was followed by increasing death rates with increased numbers of orphans in every corner of the county up to date. In Rakai district, up to 18% of all children aged 1-18 have lost one or both parents because of the Aids scourge. In some areas of the district, this reaches 33% while in extended families and traditionally the care for the children, the financial burden placed on these families makes the task of caring for, supporting and educating these children almost impossible.


Organization/Agency background:
World Vision in Uganda was established in 1986, before World Vision Rakai Kakuuto ADP, there was “Rakai Birugngi Byokka” and it was located in Kyotera County in Rakai District. By then very many people such as Farmers, Business men ,were dying seriously before the existence of World Vision for example at Kasensero landing site, people complained to have been bewitched. In the 1980’s, the first victim of HIV/AIDS was established. World Vision came in as Rakai Birungi Byokka, but it could not reach to all people. Hence World Vision Rakai Kakuuto ADP.ADP Kakuuto was established in 1998 to mitigate the impact of HIV and AIDS, and poverty to the Kakuuto community

Rakai Kakuuto Area Development Program (ADP) was started in the 1998 as a break away from the main Rakai Birungi Byokka program, which used to cover the whole district. This came as a result of the complexity of the project, growing needs of the people and the geographical location of the beneficiaries. Currently, the program under Kakuuto ADP is carrying out five broad projects namely Agriculture, Sponsorship, Health, Education and HIV/AIDS. All these projects work together towards the over all project goal. (Rakai-Kakuuto Area Development Proposal: P 6)

Mission statement of World Vision
To follow our Lord and Savour Jesus Christ in working with the poor and oppressed to promote human transformation, seek justice, and bear witness to the good news of the kingdom of God.
Project Vision- ‘‘Our Vision for every child, life in all its fullness; Our prayer for every heart; the will to make it so’’
Project overall Goal:
The overall goal of the ADP is to improve sustainable social-economic wellbeing of 10,000 children and 8000 families in Rakai- Kakuuto ADP through provision of material support, training and skills development for productive activities and community development by the year 2007 ( Rakai –Kakuuto Area Development Program Proposal Extract:1999: P6-7)
However, each project above has its own goal contributing to the program’s overall goal as follows:-
Sect oral overall goals:
HIV and Aids project whose goal is to mitigate the impact of HIV/Aids among children and adults in the community through.
Agriculture overall goal- to improve the lively hood security households and child nutrition by increasing food production, availability, through sustainable agricultural practices
Sponsorship goal- strengthening the capacity of staff to improve child and sponsor relationships, spirituality among children and advocate for children’s rights.
Education goal- to improve the learning environment of at least 30000 children through infrastructural development increased enrolment, staff and school management capacity enhancement by 2012
Health over all goal- to prevent and control morbidity and mortality rates, minimise the social effects of economic losses attributable to malaria as well as increased access to safe drinking water and environmental sanitation in 12000 families by 2010
Christian nurture- the goal is to promote spiritual support to communities in collaboration with churches, Para church organisations and life style evangelism in Rakai- Kakuuto ADP


Organization Objectives:
 To increase Agricultural production of at least 3500 families through provision of agricultural inputs and skills enhancement in Rakai Kakuuto ADP by the year 2007.
 To improve accessibility of credit facilities and skill enhancement for micro-enterprise development in Rakai Kakuuto ADP by the year 2007.
 To provide better healthy services to the community.
 Eradication of poverty through provision of IGAs



Projects’ activities:

Health- the following are the activities under health,
 Community healthy workers have been trained
 Provision of surgical gloves to health units
 Oversees construction of health facilities
 Facilitate doctors to visit health centres
 Mosquito nets are provided to families to prevent malaria
 Shelter construction for the needy families.
 Nutrition support and awareness to the community.
 Support construction of boreholes to mitigate the impact of water bone diseases.
 Health, hygiene and sanitation campaigns.
 Anti-malaria drugs, awareness, trainings on malaria and providing mosquito nets.

Agricultural sector:

 Assisting families to grow quick and high yielding coronal coffee
 Families are assisted to rear exotic diary cows on zero grazing basis
 Model farmers have been trained in modern farming methods and are provided with improved varieties of beans, maize, groundnuts and Soya beans.
 Local female goats were provided to CIPs families and other vulnerable children and other CIPs received piglets, rabbits and chicken for rearing.

Education project:
 Provision of scholastic materials and Uniforms.
 Support school construction and finishing with local contribution.
 Support construction of Laboratory, equipping them with facilities including computers to promote science based education.
 Support training of school management committees
 Provision of school fees to children in both secondary and higher institutions.

Child sponsorship (CRS)

 Create awareness together with the staff on sponsorship programmes.
 Organises for the selection of child monitors by the parish development committees.
 Advocate for child rights including treatment, education, parentage, shelter to mention but a few (child protection)
 Maintaining effective relationship between children, community and sponsors.

HIV/AIDS
Under this programme, the response to the HIV/AIDS crisis in recognition of the dimensions of HIV/AIDS the activities have been divided into three tracks that is, prevention, care, and Advocacy:

Prevention:
 Training of children aged 5-15 years in value based life skills education.
 Prevention of mother to child transmission of HIV through linkages with government and other agencies.
 Programmes targeting “high risk” groups such as fishermen, sex workers, bar maids out of school youth etc. as identified in the local ADP partner community on awareness about HIV/AIDS

Care:
 Facilitation of care and support for OVC and people living with HIV through mobilising and strengthening community care coalitions.(CCCs)
 Facilitation of psychosocial support through interpersonal psychosocial therapy for groups. (IPTG)
 Implementation of the HIV/AIDS work place policy.
 Economic support to house holds infected and affected by HIV/AIDS.
 Facilitation, care and support for people living with HIV/AIDS and affected house holds through nutritional support, treatment of opportunistic infections and strengthening home based care systems.
 Church and FBO partnerships. Mobilising positive congregational responses to HIV/AIDS through changing attitudes of religious leaders from stigma and discrimination to active care and support using the channel of hope model.
Advocacy:

 Addressing stigma and discrimination.
 Increasing access to treatment for people living with HIV including ART. ( HIV/Aids Advocacy Strategy: P1-4)
Christian nurture-
 Organise and facilitate inter-denominational church leaders workshop annually
 Link 500 children with correspondence bible courses.
 Avail Christian literature to children
 Facilitate Sunday school teachers workshop
 Hold quarterly staff retreats
 Facilitate children’s Christmas and Easter celebrations
 Facilitate Christian film shows in primary schools and communities

Methods of implementing the programs

Community participation- each program intervention is implemented under the direct supervision and coordination of a staff member. The community development facilitators mobilize communities for all activities and train the committees to raise local resources and manage the projects at village and sub-county levels.
Committees of four sub-counties already exist at village, parish and sub-county levels. The S/C committees meet and elect ADP committee. The committees are elected after 2 years. Parish and S/C committees continue to be deeply involved in beneficiary identification, community staff recruitment as well as community mobilization and implementation of program activities.
The community at grass root level- (beneficiary) in identifying, planning, implementing and monitoring of their priority needs and projects.

Management and coordination- the program finances are managed through a project book keeper. Other project support staffs include the secretary, driver, and day guard to provide back-up support. The customer relations services are handled by the customer Relations Service Coordinator. The program ensures that the CRS activities are integrated in the entire development activities. The overall direction and day to day management is provided by the project manager who is the leader of the ADP field operations.

The program seeks to hire technical staff for the implementation of Health, agriculture and micro-enterprise sectors. However technical assistance is sought from the government departments mainly for provision of training personnel. The protocols at the communities and district are secured. This involves signing memorandum of understanding with District to reach understanding on actual operation procedures.

Management systems are adopted from the World Vision Uganda Ministry Standards for management systems. These include accounting, procurement, inventory control, personnel as well as the overall program management under the new management system. All the necessary assets required for the implementation of the activities are procured.

Credit management- The credit staffs are responsible for implementation of the credit program and are working closely with the development committees for effectiveness. The micro-enterprise coordinator provides overall coordination services. The organisation structure in implementing the scheme is incorporated in existing World Vision organization structure in the ADP.

The overall controller of the scheme is the project manager assisted by Micro-Enterprise Coordinator at the zone office. Credit field officers (Micro-Enterprise Assistants) deployed at sub-county level will continue to deal directly with credit village groups. The village credit groups consists of a maximum of 15 members selected form the village credit groups.

The credit officer after full scrutiny forwards the forms to a zonal facilitator when the information is satisfactory. The zonal Facilitator may then approve. The rejected applications are returned to the individuals who are free to apply for credit after satisfying the queries. The processes of approving loans do not take more than three weeks.

Agriculture- the program workers notably the PDCCWs as well as sub-county CDFs liaises with government extension workers of agriculture to ensure that appropriate government extension officers whom World Vision facilitates with transportation and training are done at the farms so that the foster family farmers may see the benefits of adopting particular innovations.

In this project, workers collaborate with G.E.O to foster family farmers of one parish to mobilize classes of 30-40 members to make it easy for the extension officer to travel from home to home. Sharing of experiences and across visits amongst members should be facilitative in the diffusion of innovations. A time table is made to cover the different skills on a rotational basis of the farmers’ gardens.
The support constitutes provision of improved seeds, animal breeds and planting materials from agricultural research stations at subsidized costs and provision of extension services as well as market information. Emphasis is on commercial (business) farming as opposed to subsistence farming.
Education- tuition support is given out to qualifying 9,000 children in post primary over the project area. The children are encouraged to pursue the education from schools within the district as first priority. The purpose of this is to assist children attain higher education for personal development and sustainability. Children are assisted in Secondary schools, Teachers’ Colleges and Vocational institutions.

PDCCWs
network with their committees and LCs to identify and register qualifying orphans within their specific areas. The lists are made and recommendations from the sub-county level committee confirmation of the resources to be given are made by the main project committee, which also develop criteria for giving out tuition support.

Organization/ agency policies

World vision as an organization has got many policies such as salary Administrative policy: World vision Uganda, will pay what is fair and equitable recognizing difference in job requirements and performance stating basic pay based on duties and qualifications, experience and responsibilities required in each job as determined by the job description.

Public relations
A world Vision employee is considered as a representative for the organization and is therefore expected to be discreet and tactful about what is said concerning World Vision on and off premises.

Employment Policy
Recruitment in case of need for additional staff, a particular position identified by the responsible division heads and liaison with the human renouncement and approved by national director will instruct the human resource manager to select/ hire, then induction and orientation, then probation appointment is granted then medical examination, if it is a successful completion of probation of six months then in one or two weeks time the applicant is confirmed
.
Conflict and interest policy
This deals Majory with people who can be outside or inside employment manner of dressings highly coded, visitors are to be handled without discrimination.

Compassionate leave policy
This is given to an employee who has gone through a personal or traumatizing situation For example, death of biological child is given fourteen days, and of sister or brothers is given five days.


Sick leave policy
A total of sixty days sick leave will be allowed to staff per year. A medical practitioner who will be treating the staff will grant Sick leave in certification


Maternity leave policy
Maternity leave consists of sixty consecutive days with full pay effective fifteen days before a child’s birth

Study leave policy
When undertaking a long course of study, a staff member can apply for study leave for a period not exceeding one year at a time.

Vehicle first user’s policy
Division Directors will have access to official cars. These will however be pulled whenever need arises and will be allocated at the discretion of the national Director
(Rakai-Kakuuto Area Development Proposal Extract: p20-33)














Chapter Two:
Introduction

I reported to the field work place on 20th /05/2007, where by the project coordinator allocated me to the department of HIV/Aids. However, she allowed me to carry out my consultations, research and any form of assistance across all the project’s departments. I started working officially on 22nd /05/2007 until 10th /08/2007 as the journal of activities will clearly show. Before and while in the field, I designed a number of objectives for the field placement as follows:

Objectives of the field work study:
To acquire skills in Organization management.
To find out the level of community’s participation in the project
To find out how sustainability has been achieved in the project activities
To learn how to work in rural communities
To help me gain practical experience in the area of work expected to render services in the future after completion of the degree course
To enable myself interpret theories and put into practice knowledge I have learnt in lectures and the books.
To discover and develop personal strength, gifts, interest and talents in the work area
To learn about the main activities of the problem solving process and learn how to get involved as a professional development workers.







Presentation of activities performed during the Field work place:

Participated in the coordination meetings
While at the field work place, I participated in the co-ordination meetings, which were carried out once every month. The meetings were compulsory to every staff member of Kakuuto ADP. The meetings were organized in such a way that, every department was supposed to chair the meeting .For example, HIV/AIDS department chaired on 14/06/2007. The purposes of these meetings were to find out how far different departments have gone with the implementation of activities, achievements, introduction of new members, Challenges and to find a way forward. During this meeting, the project coordinator introduced new members including my-self; it was strongly emphasized that the staff should keep time and also encouraged the staff to develop the spirit of teamwork. I participated in listening and learning from various issues raised by the different departments.


CRS Department:
This department handles child correspondences particularly letters to and from sponsors and this involves opening and sealing of documentation.
I learnt that there is a relationship between sponsors and their sponsored children relevant to the development of children and the community they are living in generally.
The activities I was involved in were locating of children’s gifts and communicating to community Assistants to help these children respond to mails and gifts from their sponsors.

Participated in devotions/Christian nurture dept.
During my stay in Rakai- Kakuuto ADP, I participated in reading and sharing of the scriptures from the bible. This is one the activities in the Christian nurture commitments.
For example, on the 7th /06/07 I shared from Isaiah 10:20-34 and I went on to interpret the scripture to the staff members about the remnant of Israel.
.
Participated in organizing different meetings by HIV/AIDS department.
When I was in HIV/AIDS department, we called for different meetings for example, on 12/06/2007; we called a meeting for all the life skills teachers, which I chaired. I also participated in the writing of letters inviting these teachers to our offices. The purpose of the invitation was to find out how far the life skills teachers have gone with implementation of the activities they had been assigned for in the previous trainings on sensitizing children about HIV/Aids at school, talk to orphans, to encourage girl child at school and the challenges they face in implementation of such activities. During this meeting, the life skills teachers pointed out the success or achievements for example drop out rate has reduced in schools, pregnancy rates by girl child has also reduced in schools they also pointed out challenges they face during their activities. These included: limited materials such as masking tape, manila cards, markers, reams of papers, they also complained about their headmasters being a problem to their implementation. We as the staff of HIV/AIDS department, we solved these problems by giving each life skills teacher from one schools, 1 ream of papers, 1 packet of markers, 10 manila cards, 1 masking tape.

Furthermore, I participated in typing and sending letters calling religious leaders for a meeting, which was scheduled on 18/06/2007. I chaired this meeting and mobilized the leaders so as to participate fully in it. This meeting was called purposely to find out those religious leaders who were trained and those who were not trained in order to train them to sensitize the community. Since the meeting was organized by the department of HIV/Aids, I participated in organizing transport refund for the participants and serving Sodas to the participants who came from the different sub-counties including Kyebe, Kibanda, Kasasa, Kakuuto and Kifamba.

Still under HIV/AIDS department, I participated in developing of log frame for the years 2007, 2008, 2009, 2010 and this log flame was to act as a guide for proper budgeting, evaluation and monitoring of the project. HIV/Aids department has various activities, of both tangible and intangible.

World Vision procurement process is yet another activity my agency supervisor took me through. The purpose of this was to appreciate World Vision procurement process. I also participated in updating the project OVC’s lists for creation of OVC database. All these took place in HIV department.

Participated in the training of psychosocial group on SYB/IYB
This was carried out at Kibanda sub-county one of the world Vision area of operation in Rakai District, it took three days, training, I participated in overseeing the activities, taking of participants photos, standing in the gap of HIV/Aids department and distributing materials such as pens, papers, masking tape, markers. The participants were trained in leadership skills, business skills, self-management and poverty assessment. This was done because some people who are psychologically tortured and have no hope in life and depressed would came back to normal understanding. This training involved counseling and guidance to these people that they can also do productive work in the community.

During this training, the participants were taught leadership skills which included the qualities of a good leader such as, being honest, exemplary, keeping time during the meetings etc.
The facilitator called Mr. Kisawuzi Remmy, trained the psychosocial group to be hard working in their community. He cited the example of planting trees, bananas, mangoes, oranges, coffee etc. Which may help the participant at old age. The participants were also told to encourage their children to go to school as an investment. This training revealed that health is not only being free from diseases but also being free from psychosocial torture.

I was also ngaged in budgetary exercise, writing invitation letters, writing proposal budget in HIV/Aids department. While in the office of HIV/Aids, my agency supervisor assigned me the task of writing invitation letters to the local leaders, L.C.II and L.C.III Vice chairperson who are in charge of children’s rights. The purpose of writing to these people was to sensitize them about the rights of children and making sure that local leaders uphold the rights of children in Sub-counties of Kyebe, Kibanda, Kasasa, Kakuuto, Kifamba.
After writing invitation letters, the agency supervisor told me to budget for how much transport refund each sub-county would get after the sensitization. Here, I budgeted in the following ways: Kibanda sub-county would take 20,000/=, Kyebe 20,000, Kasasa would get 8,000/= and Kakuuto sub-county would get 6,000/= still following the number of people who were supposed to come, I budgeted for lunch at 1,500/= each plate of food according to the number of people who were supposed to come. Not forgetting the facilitator, I budgeted 30,000 for one day’s facilitation, I did these through guideline given to e by the agency supervisor. I also calculated the figures very well and I continued and wrote a proposed budgets for sensitization of local leaders about the rights of children to the program coordinator for approval, later I had t o type t he work.

Participated in analysis of the OVC Policy
When in the office of HIV/Aids department, my supervisor assigned me the task of analyzing OVC policy and cites strengths, weaknesses of the policy and recommendations. I read the policy and came out with some strength such as encouraging community participation and mobilization from different levels. This could bring development in this policy. Corruption as a weakness brings about under development in different parts of the world, which was not mentioned anywhere, Therefore, I participated in analyzing the policy page by page and I got a number of strengths and weaknesses which were not mentioned in the above.

Participated in workshops
During the training, the trainee participated in workshops, which were organized by, the HIV/Aids department among which included the following: Faith Based Organization (FBO) in leadership Development. This training took place at Serona Hotel Hall at Kyotera Town. It took two days. The purpose of this training was to empower FBO leaders to become self-sustainable. Create development and reduce poverty. The facilitators trained the participants on the importance of working in groups, or clubs. Reasons which make the organisation to stand and reasons for downfall of the organization. The participants were also trained on how to bank money, the importance of banking money and the disadvantage of keeping money in the house. I also participated in answering some of the questions, which were asked by the facilitators like “what causes organization to fail?” I gave points like, corruption, absence of meeting, segregation, poor keeping of records.
As a trainee, I participated in many activities such as distributing the pens, books, to the participants, and also distributing masking tape, manila cards, markers to the facilitators and also overseer of the whole activities. On the second day of training, I participated in distributing transport refund to the participants according to each sub-county that participated.
There was also channels of hope mobilization which took place at Motel Highway Hotel in Kyotera town. This took 3 days from morning up to evening. These trainings would begin by devotions, and sharing from the Bible. After this, the real training could begin. The purpose of this training was to facilitate participants to develop congregational HIV/Aids situations. The facilitators, sensitized the participants on how HIV/Aids is transmitted, what can spread or transit HIV and what can not transmit HIV, like sharing clothes, eating together, and trained the participants on how to live positively and negatively, how to treat HIV people in the community,
During this training a HIV positive woman from Kakuuto was brought and was given chance to share her experiences with people. This was encouraged as it motivates others to go for testing and counseling services so that they start ARVS to at least prolong their life. Opportunities injections such as cough, swollen glands, and mouth infections should be treated immediately. In this workshop I participated in the facilitating of small groups discussions, overseeing the whole activity and distributing materials to facilitate the activities such as books, pens, papers, masking tape. Drawings of pictures were used to make participants understand. Refer to photo number 2


Participated in the celebration of the day of African Child.
The celebration of the day of African child is so much valued by the World Vision as a Christian organization. The HIV/Aids department in collaboration with compassion international organization staff, who is neighbor, organized this celebration. This function took place at Kakuuto Central primary school and the purpose was to fight and uphold children’s rights and stop child exploitation or trafficking L.C.III Kakuuto was invited as the guest of honor, band were used.

During this celebration, I participated in a number of activities as it was organized by our department of HIV/Aids. I participated in matching and directing children. After matching, there were football and netball competitions of which the winners were given cups and 10 pairs of shoes. Therefore, I participated in giving trophies to the winners both net and football matches, distributing of glucose, T-shirts and monitoring the whole activities with assistance from some members of compassion and some members of World Vision. Refer to photo number 3 and 4



Chapter Three:
Fieldwork Findings:

Communication skills
Communication refers to the process through which managerial functions are carried out which include controlling, organizing, coordinating among others. There was both top-bottom and bottom-top communication. Information from the top came from the program coordinator to all the staff of Kakuuto World Vision. There was a notice board to pin some information so that all the staff could be always be aware. For example list of people to lead in devotion were pined on the reception notice board by administrative assistants Birungi Jackie even staffs were free to communicate to their manager to say bottom-top communication existed in the organization. This is so because of effective communication to be realized, there must be feedback in that the receiver has to reply.

When I was in the HIV/AIDS department, clients could come with different problems like transport to the medical center, money for taking care of admitted people. . Therefore there was exchange communication flowing between clients and me. As a development mentalist, the communication skills were found out to be equally important in the day to day running of the organization.

Interpersonal skills
This refers to how one interacts or relates with one another while at work. For example, interacting with clients and colleagues. I managed this through respecting my self-first and then my colleagues. This as a result, made other colleagues to respect me. It was found out that isolating your self from others during lunchtime or when there is no work at that particular period of time is not good. I could chart with people around me and those I came across to and I could handle every one the way he/she was. In case of differences, keeping a low profile is the best way of solving differences since it avoids prolonging the matter.

On the side of the clients, I could just receive them in the office without giving them hard time like leaving them to stand while am sited, I could give them seats, great them and ask for the problem.

Also when the client is explaining the situation, I did not discourage them immediately but just listen as I think of what to tell them, I could advice one client to stop giving birth if children are unmanageable. Hence if workers relates well with clients and colleagues then she/he will be like at work place.

Decision making practice
Decision-making is not something you wake up from the blue and do it. The trainee tried to listen first especially during the time when the clients came in the office of HIV/Aids department, In a situation whereby the client has come to request for transport and money for up keep at the hospital, here I could not decide and write anything for the clients before informing t he CCF about it. I could tell them to come later or wait for the CCF to sign the requisition voucher.

With decision making, one need t o be so keen before making a final decision because if one take a wrong decision, then it may lead you into a serious problem that is why in HIV/Aids office I could tell clients to come back later. For that matter I did not take a final decision since the time for filed work was short.

Motivation practice
Motivation refers to the way of making one to perform to his/her level best. Motivation is a very important determination to the performance of an organization. It was found out that one is motivated when there is some refund. For example this was seen during the monthly coordination meetings. Staffs who stay in far sub-counties such as Kasasa, Kyebe, Kifamba, Kakuuto were given transport refund, breakfast and lunch. This could motivate them to participate in meetings without fail and perform their duties to the expectation of the organization. Another area of motivation was seen in those who were sent to various workshops. They go while willing since there is always transport refund lunch it is also seen in medical refund and breakfast.

However, if there is no motivation to the workers, the organization cannot perform well, because people would be demoralized and always no clear output done by the organization. Therefore motivation as a topic I did in Human Resource management in lecture room became very meaningful during my practicum. So top management should always g et ways of motivating subordinates through providing them with transport allowances, medical and early salary payments as World Vision is doing. This will make subordinates to perform to their level best.
Management functions
Management refers to the process of working with and through others to efficiently achieve organizational objectives by using the limited resources in a changing environment. Management function includes the following, planning, organizing, leading, controlling and staffing.

During the devotion, I participated in leading more especially when it was my day of reading the scriptures and preaching to the staff. Even during workshop, For FBO leaders in leadership Dept. participated in heading by giving the definition of the constitution in leadership development
During my time in HIV office, I participated in organizing invitation letters students report for tuition payment. Inviting religious leaders for meeting, I also participated in organizing meeting. For life skills teachers of which I involved in writing the minutes. As a result of which meeting, material were supposed to be given to the teacher for easy facilitation of their activities such as file. This was a sign of good management.

Performance enhancement
Performance can mean achievement or an action of any organisation. There was use of attendance book in which every one was to register every daytime of reporting at the workplace and departure. Devotions would start immediately at 8.00 am and every one was expected in time since it is the organisation policy, attendance lists were used especially in meeting and workshops.

The program coordinator could sometimes during the coordination meeting, about late coming at the work place this was experienced during Mondays and also comment early departure from the work place more especially on Fridays. She could adverse to keep time and respect their duties. Therefore, it was found out that, the organisation should use evaluation forms. However, this would make the staff fear to report late at the work place.


Writing and study skills
While at the Fieldwork placement, I participated in writing invitation letters for example I wrote the letters inviting the local leaders for sensitization about children’s right, I also participated in writing proposal budget for the training of local leaders about children’s rights. I was also given the responsibility of writing minutes during quarterly review meeting with the life skills teachers. Writing and study skills from classroom or lecture because very important during my practical activities. Here, it was found that without writing and study skills one cannot re-
Change activities assigned to him or her.

Development skills
Development can mean different thing to different people. In this context, development can mean a change from certain level to another level, during the Field work placement, it was found out that the organisation encourages development in different in different areas for example, education given to students, medical treatment given to people with HIV/Aids, Agricultural practices all these could bring about development.


Spiritual development skills
It was found out that participating in morning devotions can help us to improve on our spirituality as the children of God. Praising and worshipping, sharing experiences was good as it deeply developed y spiritual way of life and also working for the poor community without discrimination. During the devotions, I could use the knowledge of Old Testament and New Testament to interpret various scriptures.



The target was 10,000 children and 8,000 families as direct beneficiaries within the community in the four sub-counties just as it is indicated in the project goal. The indirect beneficiaries will include other children and the population of the area who will have their schools built and community members trained. The guiding principle is the plight of the child and reasonable probability that project intervention has created a positive impact to the wellbeing of the child.
The criteria as to who benefits from the project are refined following extensive dialogue with community leaders.




Analysis of the project impact on the lives of the community

Health improvement- this is being looked at in the area of health, water and sanitation. And the improved health practices in the area include sanitation, hygiene and delivery of services in the project area. Through sensitization programs there has been an observation of incidences of disease reduction for example, malaria, and sexually transmitted diseases like HIV/Aids. This has been possible through training of the community members to reach out to others on HIV/Aids awareness and its dangers. More so, there has been behavioural change in the community where by they are thinking positively to adopting better health practices and also change positively from being pitiful to love, care and understanding.
Improvement of agricultural practices- out of 8,000 families, about 4,000 families have increased the quantity and quality of agriculture products (crop and animal) both for food and sale, which also improve on the nutrition habits of the community. Such families have acquired modern farming skills through training programs besides the other cost effective methods of farming.
The community has adopted other agricultural practices for instance; zero grazing, banana pruning, mulching and use of organic manure, animal rearing, rain catchments among others. Besides, some the community members have adopted commercial agriculture with improved record keeping and marketing.
Micro- Enterprise Development- the target groups have acquired knowledge and skills to initiate, develop and strengthen their income generating projects. A number of the target families have been reported to increase incomes and therefore they are able to meet their basic needs. This has been possible through conducting trainings of the local leaders and village representatives on Start and Improve your own Business and Resource mobilization. And therefore there has an increased demand for micro credit from the community.

Education and skills development- hundreds of children in this area have been reported to acquire bachelor degrees and certificates in well-established institutions and colleges across the world. Am proud to be part of the above benefits!
There has been a reduction in the redundancy among the youth and this has helped them use their time profitably instead of getting them selves involved in risky behaviours and more so become self reliant.
Further still, the Kakuuto Area Development Program has constructed a number of schools and this has promoted at the same time improving on the quality of education in the area.

Sustainability- At least 70% of the total population in the community has participated in the election of the local communities.
There has been CIPs, who have been recruited in the program and such CIPs stand in a better position to run world vision activities with more knowledge on how the ADP operates.
More women are empowered and this has increased their involvement in decision making; a step to women emancipation. There has been improved literacy and marketable skills for personal development.
The majority of the community representatives have been taken through various trainings on start and improve on your Business. These people have continued to train and facilitate others on the same.










Chapter Four

The organization’s own evaluation of its weaknesses and strengths:

Organization’s strengths:

Trained staff- the agency noted a number of trained staff members ranging from certificates, Diplomas, Bachelors degree and Masters as its staff.

Audit- our willingness to submit to the audit process and willingness to accept the out comes out of it.

Enough budgets- the agency claims enough budget gotten, which can finance and facilitate most of its projects. This is another key element in carrying its economic activities.

Govt partnership- there has been net working programs especially with the government projects whereby some programs can be officially introduced by the ADp and left to the government agencies to run them.


Organization’s weaknesses:


At times it takes long to come up with new policies and procedures that help the organization to function better. The agency still relies on the old yet out fashioned policies, which lead to such difficulties like bureaucracy in the organization.

At the beginning, there was a problem of community mobilization and participation, which is a problem up to date. The founders of the ADP laid a foundation based on doing development for the people rather than development by the people, which still a hard nut to track by the agency staffs.

The agency is still hesitant and slow to react to the current needs of the people in the communities, reason being that there is still old ways of solving problems as designed by the first people in the development industry. This causes a number of the real problems of the people to be left out.



The problems uncounted by the Agency and possible solutions:
1. Even though the infection rates have reduced to about 12.3% in the ADP area, many people still die of Aids orphans left behind need support to continue with education, access health-care, protection, shelter, micro income projects and Christian nurture
2. Increasing number of children living on their own as a result of AIDS Children as young as 11nyears now head families. In Rakai district, by September 2002, there were 943 families with about 3000 children living in families whose heads are aged 15 and below. For instance in October 2004 we have had three 3 child headed families come up.
3. Increasing number of overburdened or overstretched families. That is, households increased number of orphans. Some families have as many as 17 orphans. The financial burden place on these families makes the task of caring for supporting and educating these children almost impossible.
4. Increased number of families headed by very old vulnerable grand parents. In most cases, the orphans are collected at their grand parents’ homes after the death of their parents. The old people are thus over-stretched with the heavy responsibility of bringing up children
5. Increases despair and psychosocial problems especially among children and adults who have lost their loved ones
6. The most productive age has died because of AIDS; there are many unmet needs in terms of health, education, Christian nurture and nutrition especially for the children in communities


Organization/agency’s solutions and recommendations for its challenges:


i. Food security for children on their own through training; maintain ace of food gardens and provision of improved seeds and other agricultural in puts
ii. Provision of shelter for OVC living in deplorable conditions.
iii. To prevent the spread of HIV/AIDS/STDs especially among the 5-24 age group.
iv. To improve and community’s institutional ability to assess their needs, identify development priorities and manage their development activities
v. Vocational skills training and post-training support (tools) to youths.
vi. Facilitation of PLWAs With treatment and improved nutrition to boost their immunity.
vii. Provision of agriculture and animal husbandly inputs to families to families at subsidised costs.
viii. Reduction in occurrence of water born diseases in families through provision of rain catchments tanks.
ix. Christian Witness ministry to give 5500 children and their families opportunities to respond positively to the Good News of the Kingdom of God.

Student’s evaluation of the organization strengths and weaknesses:

Strengths:
The organization has been severally seen carrying out networking activities with other development agencies and this helps to strengthen its existence in the future. For example, during the celebration of the Day of the African child which we scheduled on 29th/06/2007, the HIV/Aids department carried out activity with the Compassion for Children an NGO located in Kakuuto whereby they networked in the resource mobilization, campaigns, and awareness as well as organizing the whole event. During our coordination meetings, the PC has been stressing the issue of the projects fazing out in 20011. Therefore, to my observation, this will help the agency to handle some of its activities to other development agencies in the same to be monitored and evaluated as a way of projects’ sustainability.

The ability of the organization to carry out coordination meetings monthly strengthens its existence. During these meetings the various departments, CDFs, PC, CRS and the CAs of various communities, are presenting monthly reports. In these reports, a number of issues are looked at for example, completed activities in the previous month, pending activities, challenges faced while implementing the activities and finally a way forward is designed by the staff all together.

The agency conducts different trainings for its staff on various issues arising as the organization continues to function. This prepares its staff to face and handle new challenges in the development world. For instance, formerly there used not to exist such terminologies like sustainability and community participation. And if they existed were not key issues in development of late. Therefore, if an organization or agency conducts on the job training, new terminologies like the above are being introduced to them.

Ability of the ADP to reach out to most of its target groups. According to the Rakai Kakuuto,overview, 700, household in the ADP have been reached with preventive Healthcare massages, to date 10,000 children have been supported to access Primary and post primary education.”

The agency carries out auditing of every after three months to check on its weak points and look for the way forward. This puts pressure to the staff but at the end of it all they perform eefectively.

The agency has emphasized the importance of employing trained and qualified personnel rather than using know who kind of selection and recruitment of the personnel. This has helped the agency to operate with a number of professionals in its development activities.


Weaknesses:
However, despite all the above strengths there still can be organization weaknesses that can be mentioned below:

Community participation is one of the key aspects in the world development. Today, an organization or agency will be quantified to be successful it observed that necessary aspect. It is equally important to note that, even though world vision Rakai Kakuuto ADP has carried out vast projects to a larger number of people in their communities, still the community has not yet fully owned the these projects. This is manifested in the way helped children are still called “world vision children” as well as world vision projects by the communities.

The majority of the qualified personnel the agency currently owns are from other fields like Education, Urban planning, plus a few fields related to community development. This is come as a result of development and most of its related terminologies being newly introduced here in Africa and therefore, there are still a few personnel trained in carrying out specifically community development in the development world. This is so because in development it is believed that people are the greatest resource in the community and therefore should be treasured. And this is not somewhat the case in the ADP.

There can be noted severally an element of bureaucracy in the ADP through the various stages and steps documents under go through before the PC approves. There have been emergency cases like children being chased out school for late payments, sick people requesting for transport to access medical services. But because the PC is not in place nothing can be accomplished in her absence. And even when in place sometimes it takes more than the necessary time for some issues to be completed.


Student’s evaluation of the challenges
World Vision Rakai – Kakuuto ADP has got several challenges as registered from different departments such as Health, Agriculture, CRS, HIV/AIDS, Education and Accounts department:
1. The organisation faces a lot of operational costs escalated by power problems. Being remotely located, there is no sufficient source of power like hydro electric power hence the organisation depends on solar and a generator which increases the cost of operation yet there is limited funding.

2. Vast Area is being seen as the problem of the organisation. The World vision Rakai Kakuuto ADP operates in 5 sub counties of Kyebe, Kifamba, Kasasa, Kibanda and Kakuuto. These areas are too large to be covered by the organisation. And yet the world vision united states of America gives fund which comes from the heart and as organisation has no force to make them increase or decrease.
3. There is increased number of children, who drop out school partly due to lack of awareness and attitude towards education has not been very positive hence this limits the organisations effectiveness.
4. The organisation also face the challenge of poor transport system for example for field workers at both sub county and Parish levels faces the problem of floods more especially during the rain seasons, potholes which spoils motorcycles within a fortnight and which needs them to be taken to be serviced almost once every week and is costly.
5. There is a challenge of aid syndrome most especially in the community, people are used in getting free things from world vision and this makes them think that they will be given forever. This is a challenge to the organisation in that it affects the idea of sustainability development
6. Unpredictable weather changes is also a challenge to organisation. For example the organisation gives out seeds (beans, coffee beans, maize) when it is raining and after a short period it over shines and the crops dries up, hence wating the resources
7. The HIV/AIDS prevalence rate in Rakai has been persistent which could mean that people have become complacent to HIV/AIDS prevention message and danger posed by the epidemic. The organisation face a challenge in that, during the sensitisation exercises many people seems not to have interest in this exercise because of stress of loosing their dear relatives.

Solutions for the above:
1 There should be the introduction of labour-based road construction, which are cheap. This will help many roads with potholes be filled up with stones locally. The local government LC III,LC IV should mobilise the construction of feeder roads as the way of helping the organisation to operate its activities in various Sub-Counties of Kifamba, Kyebe, Kibanda, Kasasa and Kakuuto.

2. Since the organisation works in partinership with the government state,should help the organisation to solve the challenge of hydro-electricity power by extending the wires from kyotera to Mutukula boarder. AS a result, Kakuuto world vision will be in position to extend the power to the organisation base.
3. Sustainability being the problem, the organisation should put much emphasis on long term investment, which will live to help the community even though the organisation phase out. The organisation should put more emphasis on training of local community with various skills such as agricultural skills, channel of hope, leadership skills among others.
Student’s Recommendations/ opportunities for development
Christian nurture commitment is an opportunity for the organisation to better it’s performance, in that, various local churches are involved which helps the organisation to implement it’s activities such as distributing Bibles to local churches and teaching the local people on how to read the Bible are done by the religious leaders, organizing crusade. All t he denominations are embraced with t he organisation since they are the witness of Christ. For example Pentecostal churches organizes crusade which would have been done by the WV so this is an opportunity for the organisation to better its performance. Many people can read and write due to education programs. This implies Christian literature that W.V. give and understand more about the kingdom of God.

Education is also an opportunity for the organisation to better it’s performance, in that, through education students in different levels of education such as sending them vocational institution university level, and also supporting them with all the necessary requirements such as provision of fees, scholastic materials like books, uniforms, pens. This will motivate the students to concentrates on their studies. As a result, they in future become self-esteem. And as t hey already educated, they become self reliant. Hence providing for themselves all that is necessary for life. As graduate, the educated people also come back and help the organisation to mobilize the community and participating in helping for example other orphans which the organization can’t extent the needs to hence education being the greatest opportunity for the organization.

Furthermore, the organization trains people in other areas such as Agricultural whereby people are able to acquire skills of monitoring t heir agricultural inputs, people are trained on which seed to plant and how to use fertilizers. As a result on training them, they are able to start their own businesses and also train others on their communities
Still the agency provides people with tools such as hoes, pangs, which are used in cultivation of land for planting. As a result, people are able to cultivate land and grow crops. As a result, the cut put for example it one planted maize; beans are sold to the market and get income, which raise the people’s standard of living.

The children in programs are treated and people living with HIV/AIDS are given transport to go and get ARVs in different hospital and clinics and if it is serious diseases they are given transport to Uganda cares for treatment, they are also facilitated with food, money etc.. As a result, they become health and participate in productive activities which brings about development
Through channelsof hope in HIV/Aids department, the church leaders and faith-based organisation (FBO) are playing a very important role in nurturing the spiritual, emotional life of the community. The churches are now spearheading the fight against HIV/Aids. The organization programs are implemented in an integrated manner, which has better enhanced holistic development to say all sectors are given considerable assistance. The communities accept the implementation of the organisation activities, for example the local people through mobilization by L.Cs. they help the organisation in various ways such as construction schools, constructing houses for the children in program. Religious leaders accept to uphold the rights of children. Hence an opportunity for the organisation to better its performance.

Chapter Five:

Lessons learnt from the organization and practicum
During the time of placement, numbers of lessons were learnt and they include the following:
• I learnt how to work with communities of different categories of people, these literate and illiterates through direct interaction.
• I also learnt that, there is need to know many local languages when dealing with the communities of different categories.
• Office management: The period I spent in the fieldwork placement, made me to learn how different offices are managed and the order of distributing organization properties outside to the communities, still I learnt how to write a proposed budget to the programmer coordinator-requesting funds for the facilitation of different activities. This was for example done in HIV/AIDS department.
• Furthermore, I got to learn how communication skills are used in the organisation. When carrying out training I interacted with people of different categories. I also managed to find out that communication is a two-way and a process; there is communication from the boss to the subordinates (top to bottom) and subordinate to the boss (bottom to top). As a result of communication skill, I also gained the skill of listening. As a develop mentalist, communication skills is very important in spear heading any development in communities.
• It was found out that motivation is very important in any organisation if effectiveness of employees is to be realized. Motivation can avoid being reluctant by the employees. This was seen during the coordination meetings when all members could come for the meeting since they knew there was breakfast, lunch and transport refund. Secondly there was retreats, which took place away from the organization’ location. It involved going out to eat, chart and share with the rest of the staff members. The idea was very friendly from what the comments received from the staff members who attended the retreat.


• I gained knowledge on how to write reports and minutes, when I participated in writing minutes during quarterly review meetings, I gained the skills of writing the minutes and report.

• Devotions: This was very important in my life as it could bind us together, there was no segregation of denominations that is to say, Catholics, Protestants, and Moslems all were valued in devotions. And this helps all the workers stick to the mission of the Organization.

• Teamwork was a necessary key to success. This was noticed severally when all the staff members decided to work together, they always excelled in whatever they had agreed upon unlike at times when some of them decided to do what was viewed as pleasant to them selves.

• It was noted that bottom up rather than a top down from of communication is a necessary factor if development activities are to be strengthened. People at the bottom have a vast information and knowledge on how to do certain development activities therefore should not usually be left out.


Summary:
Practicum is really an important field experience that I would recommend all students to carry out before graduation. It opens our world of interactions, new environments, experiences and it introduces us to the real world of development people undergo through in the field.

Though I faced a number of difficulties like long distances to field places, language barrier, dusty and muddy places, it is still a nice experience because it taught me a number of lessons that may not have been tacked in this paper but are still vital to my life in general.

I was happy to learn that, a number of problems and challenges that were identified in the field can further be handled by the different development personnel like us in the future since development is a process we cannot hesitate to come in and help to change the old fashions; attitudes and mind sets that the first development workers had.

Conclusion:
World vision Rakai Kakuuto ADP is an NGO operating on the foundation of good Samaritans who saw the need to help people suffering around the globe. And therefore, we cannot sit back and watch its vision perish because of one reason or the other. Am one of the world vision CIPs that would wish to take this opportunity to call upon all the people around the globe pursuing different development pursuits to come up with new methodologies, policies and systems aimed at helping the communities realize their dreams and full potentials. Rakai Kakuuto ADP is performing well in terms development activities, however, if new methods and systems can be adopted, it strengthen its good will.


Nick