Final Report. Ministry of Communications, Science and Technology. Department of Research, Science and Technology

Transcription

1 Ministry of Communications, Science and Technology Department of Research, Science and Technology Consultancy on the Development of the Science and Technology Human Resource Strategy Final Report May 2009

2 Table Of Contents Contents TABLE OF TABLES... IV ACRONYMS AND ABBREVIATIONS... V EXECUTIVE SUMMARY... VIII 1 INTRODUCTION AND BACKGROUND Purpose and context of the project Report Outline The need for an S&T HRD strategy Botswana in Transition Transition Model Supporting National Policies, Strategies, Initiatives and Projects Vision Draft National Development Plan 10 (NDP 10) Draft of MCST Draft NDP 10 Projects BEAC Strategy Science and Technology Policy Tertiary Education Policy The Formulation Study on the development of the National Human Resource Development Strategy (NHRDS) BNRST Plan Botswana International University of Science and Technology (BIUST) Private Sector Development Strategy (PSDS) Intellectual Property Rights METHODOLOGY Tools and Methodologies On-line Web Based Survey Paper-based Questionnaire and Structured Interviews Review of Current S&T HRD Policies and Strategies Comparator Countries SWOT and Problem Tree Analysis Database Review Workshop and Reference Group Meetings SUMMARY FINDINGS FROM THE SITUATIONAL AND NEEDS ANALYSES ii

3 3.1 Findings from Situational Analysis Policy and Institutional Framework Online Survey Stakeholder Interviews and Research Funding Review of the Current Database Findings from the Needs Analysis S&T skills in short supply impact eight critical sectors of the economy Funding strategies RST Human Resource Development Benchmarked strategies Recommended Solutions PROPOSED S&T HRD STRATEGY Introduction Strategy to drive the S&T HRD vision Table 6: Linkage between goals and strategic projects Relevance and Alignment of Goals IMPLEMENTATION AND PROJECTED COSTS MONITORING AND EVALUATION RECOMMENDATIONS AND CONCLUSION APPENDIX I: TERMS OF REFERENCE APPENDIX 2: LIST OF CONSULTED DOCUMENTS APPENDIX 3: MEMBERS OF THE REFERENCE GROUP APPENDIX 4: LIST OF STAKEHOLDERS APPENDIX 5: ON-LINE SURVEY QUESTIONNAIRE APPENDIX 6: STAKEHOLDER INTERVIEW QUESTIONNAIRE APPENDIX 7: EMPLOYMENT OPPORTUNITIES FOR S&T GRADUATES 99 APPENDIX 8: PRACTICAL IMPACT OF THE S&T STRATEGY APPENDIX 9: STRATEGIC PROJECTS OUTLINE APPENDIX 10: COST BREAKDOWN PER STRATEGIC PROJECT APPENDIX 11: TERMS OF REFERENCE COMPLIANCE MATRIX iii

4 Table of Tables Table No: Description: Page No: 1 Summary of Benchmarked Countries 5 2 Key Flaws and Associated Risks of Traditional Manpower Plans 10 3 The Key Benefits & Strengths Associated with Human Resource 11 Development Planning 4 Complementaries between S&T HRD strategy and BIUST 25 5 Skills that are in Short Supply Categories by Sector 37 6 How Strategic Projects link to Goals 51 7 Relevance of Proposed S&T HRD Strategy to National Policies, 56 Strategies, Initiatives and Projects 8 Supporting Action Points contained in the BEAC Strategy 56 9 Phases and Timeframes for the Establishment of HRD Sectoral 59 Committees 10 Strategic Goals by Implementation Phase Proposed Costs for Strategic Projects Indicators of Strategic Goals 66 iv

5 Acronyms and Abbreviations AIDS A*STAR BEAC BEC BEDIA BIDPA BIH BIUST BNRST BOCCIM BOTEC BRC BRSTFA COI COT DPSM DRST DST EDB EU FDI FRST FT FTE GCI GDP GICO HC HDI HIV HRC HRD HRDSST Acquired Immune Deficiency Syndrome Agency for Science, Technology and Research Botswana Economic Advisory Council Botswana Examinations Council Botswana Export Development and Investment Authority Botswana Institute for Development Policy Analysis Botswana Innovation Hub Botswana International University of Science and Technology Botswana National Research Science and Technology Plan Botswana Confederation of Commerce, Industry and Manpower Botswana Technology Centre Business Research Centre Botswana Research, Science and Technology Funding Agency Centres of Innovation Commercialisation of Technology Directorate of Public Service Management The Department of Research Science and Technology Department of Science & Technology Economic Development Board European Union Foreign Direct Investment Foundation for Research, Science & Technology Full Time Full Time Enrolment Global Competitiveness Index Gross Domestic Product Government Implementation and Coordination Office Head Count Human Development Index Human Immunodeficiency Virus Health Research Council Human Resource Development Human Resource Development Strategy for Science and Technology v

6 HSRC ICT IF ISF IFSC ITP ISM KEI LFA LMO MCST MEMBOT MFDP MOE MRC MoRST MSc MTI NDP NEC NEMIC NIC NRF ODL OECD PhD PMO PPP PRI PSDS PT R&D RFID RI RIEC RIPCO RISC RSNZ RST RSTI Human Sciences Research Council Information & Communication Technology Innovation Fund International Science Foundation International Financial Services Centre Institutes of Technology and Polytechnics Institute of Supply Management Knowledge Economic Index Logical Framework Approach Labour Market Observatory Ministry of Communications, Science and Technology MacroEconomic Model of Botswana Ministry of Finance and Development Planning Ministry of Education Mauritius Research Council Ministry of Research, Science and Technology Master of Science Ministry of Trade and Industry National Development Plan Not Elsewhere Classified National Employment, Manpower and Incomes Council National Innovation Capability National Research Fund Outside Distance Learning Organisation for Economic Co-operation and Development Doctor of Philosophy Project Management Office Public Private Partnership Public Research Institutions Private Sector Development Strategy Part Time Research and Development Radio Frequency Identification Research Institutions Research, Innovation and Enterprise Council Rural Industries Promotion Company Research Incentive Scheme for Companies Royal Society of New Zealand Research Science and Technology Research Science and Technology Institution vi

7 SANAP SARCI Sitra S&T STAF SWOT TE TEC Tekes THRIP TLL ToR TRIPS TWAS UB US VB VTT WUSC South African National Antarctic Program South African Research Chairs Initiative The Finnish National Fund for Research and Development Science and Technology Science and Technology Agreements Fund Strengths, Weaknesses, Opportunities and Threats Tertiary Education Tertiary Education Council National Technology Agency (Finland) Technology for Human Resources for Industry Temasek Life Sciences Laboratories Terms of Reference Trade Related Aspects of Intellectual Property Rights Third World Academy of Science University of Botswana United States Visual Basics Technical Research Centre of Finland World University Service of Canada vii

8 Executive Summary 1 This final report submission follows the approval of the inception, situational assessment and needs analysis reports. 2 The key objective of the study was to design a human resource capability development strategy that will focus on developing skills that will give new and existing S&T professionals greater ability to be effective in roles that will aid the economic diversification of Botswana. 3 The study used a variety of surveys including on-line web based, paper based, and structured interviews. Desk reviews were conducted on S&T and HRD related policies. Deloitte Global Research Centre conducted a comparator review of 6 countries policies and strategies including New Zealand, Finland, Malaysia, Singapore, Mauritius and South Africa and these were used to inform the development of this strategy. A SWOT and Problem Tree approach were used to help identify solutions. Two stakeholder workshops and several reference group meetings provided critical stakeholder input. 4. The on-line survey was publicised through the print media, internet advertising, posters and direct contact with some of the major employers of RST professionals. The result was a total of 820 responses from 29 countries. 85% of these respondents are currently living in Botswana, and of the remaining 15% who live elsewhere, 97% would consider returning to Botswana. Of the respondents, 29% are not currently working in an RST field for various reasons; the main reason for this was reported to be that individuals were unable to find employment in their respective fields of specialisation. The excellent news is that 95 % would consider returning to the S&T field. Also of great importance is that 85 % of respondents intended undertaking further professional development. 5. The survey has provided current data that has allowed the consultants to design a strategy that will help attract citizen S&T professionals back to Botswana and to keep them in the S&T field. In addition this survey will allow key projects such as the Innovation Hub, BIUST and new investors to have sector specific details on available skills and enable direct contact with those professionals. 6. The data that has been gathered from the on line survey can be uploaded onto the Department s current database. However this is not seen as an ideal option in that the data base is not configured in a way that will allow web access from S&T professionals and other stakeholders to keep the information up to date. This is viii

9 absolutely critical to measuring and monitoring progress against the future S&T HRD strategy and helping MCST make informed decisions around funding HRD. It is therefore important that consideration should be given to the development of a new web based database. 7. Following stakeholder interviews and research the following S&T skills were deemed in short supply locally: engineering (mining, water, civil, environmental, bioengineering, metallurgy, mineral processing); geology (hydrogeology, rock mechanics); ICT (software development, hardware development); database administrators, security specialists (ICT), forensic specialists (ICT), software developers, project managers (ICT) and system analysts; biotechnology (molecular biology, microbiology, medical biotechnology, biochemistry, organic chemistry, molecular physical chemistry, genetics); medical specialists (Pharmacists; Dentists, Surgeons, etc); professional engineers; animal science especially in livestock breeding, dairy science, reproduction physiology and nutrition; food science and technology; bio-informatics; and forensic scientists and pathologists. 8. In reviewing S&T skills that are in global short supply it was found that ICT - Information and Communication Technology will be high on demand as the world moves towards a technology driven state, the primary industries of construction, mining and oil & gas will also see significant demand. Within ICT, software engineers and networking engineers are forecast to be of greatest demand. 9. Several mid-level and leader-level roles are also projected to be needed to manage and run the different initiatives especially in the developing economies. Developed economies of US and Europe indicate a demand for engineering skills while developing economies indicate an additional demand for managerial skills. Irrespective of the state of economy, the health sector is in need for skills across the care continuum from physicians to radiologists to nurses and nurse aides. 10. The analysis of various reports and the responses from interviews and questionnaires has identified scarce S&T skills across eight sectors of the economy. The skills are classified across a range of occupations between critical, medium, and low level skills in short supply. The most critical skills in short supply are in the following occupations; engineers, agronomists, medical doctors, and veterinarians. These projected needs require further verification from stakeholders given the limitations of some of the source data. This should be provided through the HRD sector committees that will be established in 2009 as part of the implementation of the National HRD plan. ix

10 11. A review of policies related to HRD has found that the right policy foundations have been put in place to support S&T HRD. The TE Policy and the National Human Resource Development Strategy (NHRDS), have laid the cornerstone for the overarching strategy and structure which the S&T HRD strategy and plan will link to. 12. Six comparator countries were chosen to benchmark strategies. These were South Africa, Mauritius, New Zealand, Malaysia, Finland and Singapore. Botswana is currently ranked 83 rd in competitiveness and is in transition between the factor stage and the efficiency stage, as defined in the Global Competitiveness Report ( ). Policies that propelled the transition from the efficiency driven stage to the innovation driven stage include these key themes; well planned S&T policies, objective based R&D funding systems, and dedicated central agencies to develop research human capital, R&D and innovation. 13. A problem tree was utilised to identify the causes and effects of problems impacting on HRD development within the S&T sector. This information was gathered from the stakeholder interviews. Areas of concern with regard to RST human resource development identified were: i. Weak institutional coordination has caused a silo approach to science and technology HRD; ii. Better career development opportunities and remuneration in other fields has caused S&T professionals to migrate to those fields; iii. RST institutions do not base their research on industry needs resulting in limited impact of research on economic development; iv. Acquisition of inappropriate skills has caused graduate unemployment in some ICT fields; v. Limited funding for post graduate studies has resulted in dependence on expatriates in key RST fields; vi. A limited number of S&T Tertiary Institutions has resulted in a dependence on expensive external training. 14. The overarching problem that was identified was that the potential for S&T to drive economic diversification is not optimally exploited due to a lack of effective coordination and funding for S&T HRD. 15. To address these problems a series of key recommendations were made: i. The Vision, Mission and Values as stated in the strategy chapter (4) will be adopted for the Science and Technology Human Development Strategy. ii. That a programme office be established within MCST to coordinate the implementation of the 10 strategic projects. x

11 iii. That a budget of BWP 100 million be provided to finance the implementation of the strategic projects. iv. That the level of expenditure on Research and Development should be increased to at least 1% of GDP by the end of NDP 10. v. That the Botswana Research, Science, and Technology Investment Agency (BRSTIA) or its equivalent should be set up as a matter of urgency. In keeping with cabinet s recent approval (January, 2009) of a single agency approach to HR development via the Human Resource Development Council, consideration should be given for MCST to have a similar single agency. This agency would allow the MCST to focus on strategy and policy whilst operational areas such as innovation, research and funding would be dealt with via the agency. Consequently BRSTIA could form part of this new agency. vi. That funding for post-graduate training in S&T fields should be increased appreciably hence forth to address the shortage of skills at managerial and policy level across the economy. Such training must when combined with learnerships and bridging schemes seek to address the significant levels of unemployed graduates. vii. That an E-learning platform be established that will provide short term managerial, leadership and entrepreneurial courses to S&T graduates from world class institutions. The platform will also address S&T skills courses in such critical areas as research, ethics and grant funding. viii. That the skills registry developed on this project continues as an on-line system for S&T graduates to be linked to HRD opportunities in the country. ix. That effective institutional mechanisms (planned and prospective) should be put in place to address the current silo approach to Science and Technology Human Resources Development and allow for appropriate interfacing with the planned National HR Development plan x. That a sub-committe of BOCCIM be established to drive entrepreneurial development in the S&T sector. xi. That the progress of the implementation of the strategy be reviewed every 3 years. xii. That 8 % of S&T graduates should proceed to post graduate S&T studies by the end of NDP 10. xiii. That the capacity of the patent office should be enhanced to enable it to effectively undertake advocacy measures to create awareness about intellectual property rights and the need to protect them, 16. The proposed vision for the S&T HRD strategy is that: By 2026 Botswana will have transitioned into a stage two efficiency driven economy and be well positioned to emerge as a stage three innovation (knowledge) based economy where the HRD opportunities for Science and Technology graduates and professionals will be xi

12 acknowledged as the best in the region as measured by professional levels attained and excellent retention within the S&T field 17. The proposed mission of the S&T HRD strategy will be: Botswana s national human resources development mission for science and technology will enable each citizen with aspirations in science and technology to realise their full potential so that they can make meaningful contributions to their community, society and the world and aid the economic diversification of Botswana. 18. The Vision and Mission will be supported by five key values: Access & Equity, Benefit Realisation, Accountability, Quality and Relevance, and Partnerships. 19. Six strategic goals have been developed in order to implement the recommendations. They are: i. The roles and coordination of S&T HRD will be rationalised to allow for interfacing with the National HRD Strategy and plan. ii. Introduction of easily accessible and affordable leadership, supervisory and entrepreneurial skills programmes for all S&T professionals and graduates. iii. Implementation of an attraction, reverse migration and retention strategy for S&T professionals including a cultural change process that repositions the attractiveness of careers within the S&T sector. This will be coupled with a deliberate programme for exporting S&T skills in a controlled process to fast track skills development iv. Increase the number and quality of S&T post graduate students. v. Implement bridging and learnership programmes to increase S&T graduate employment and self employment vi. The innovation based economy (stage 3) will be led in Botswana by a new generation of S&T trained entrepreneurs whose aspirations and HRD gives them the skills and resources needed to lead the change 20. Ten strategic projects have been identified which together will drive the different goals. The strategic projects are: i. Promote the development of a S&T professional forum ii. Leadership, supervisory and entrepreneurial HRD development of S&T professionals via a specialised E-learning platform. iii. Use the skills registry for (i) immediate identification of S&T graduates for additional post graduate studies and (ii) further development to help with the future identification of HRD training requirements and supplying resources to major national projects iv. Establish as part of integration with the NHRDS, an S&T HRD Enabling committee with a clear mandate as well as measurable deliverables. Conduct a feasibility study xii

13 for the formation of a single agency reporting into MCST and responsible for the operational issues of research, funding and innovation (similar in concept to the approved Human Resource Development Council) Develop and implement a reverse migration plan that will help to attract Batswana professionals working abroad to return v. Develop an effective career awareness programme for S&T students at all levels vi. Develop and implement an attraction and retention strategy for S&T professionals vii. Undertake a policy review to make it more attractive for the private sector to invest in R&D that will benefit the HRD of S&T professionals viii. Develop, pilot and launch bridging and learnership schemes for graduate students that are appropriate to the S&T sector. This will use a similar approach to the successful IFSC graduate placement programme. ix. Develop, pilot and launch an S&T HRD impact assessment process for all new S&T firms investing in Botswana as per the recommendations of the National HRD Strategy. xiii

14 1 Introduction and Background 1.1 Purpose and context of the project Scientific and technological activities play a vital role in the economic, social and physical development of any country. Scientific and technological research needs huge investments and calls for a reliable supply of S&T professionals made up of a steady stream of high quality graduates mentored and developed by a cadre of motivated and dedicated experienced professionals. Botswana is in a state of transition from a resource based economy to a knowledge based economy as part of a broader plan of economic diversification. Innovation, science and technology can improve the use and value of natural resources and thus contribute to overall socio economic development. Competitiveness requires improvement in the capacity of personnel in terms of skills and the acquisition of new knowledge through continuous research. The BNRST has established that the problem of limited innovation in Botswana is a result of a lack of access to technology, finance, and the absence of organizational capacity which could improve output in some areas, as well as limited human resources and scientific infrastructure. The Science and Technology policy of 1998 aims to achieve sustainable social and economic development through the coordinated and integrated application of science and technology for the upliftment of the standard and quality of life of Batswana through, amongst others, creating knowledge and awareness, improving and developing the scientific and technological culture of Batswana; developing and raising the national productive capacity; and improving competitiveness through the application of modern and evolving technologies. The Government is committed to developing a strong S&T capability as reflected in the Tertiary Education Policy (Towards a Knowledge Society), as well as the National Human Resources Development Strategy (Realizing Our Potentials). The latter emphasizes the need for a focused, integrated and long term approach towards skills development. It is against this background that the Department of Research, Science and Technology would like decided to develop a strategy that will address both the broad aspects of attracting and retaining S&T professionals and the specific detail of how S&T HRD should be best undertaken to meet specific needs within the country. The strategy will therefore be

15 particularly useful as a tool for linking S&T human resource requirements within the broader context of national policies and initiatives. 1.2 Report Outline As a final report this constitutes a summary of the inception, situational analysis and needs analysis reports. It goes further and outlines key recommendations, the strategy and its proposed implementation and required budget. Excluded from this report, but made available to DRST is a hard and soft copy of the on-line survey which will provide a critical means to identifying specific S&T skills shortages within the different sectors of the economy for HRD opportunities. Included in this deliverable is an analysis by sector of specific individuals who could be considered for HRD opportunities. It was not included in this report due to the confidentiality of information provided. This deliverable will allow the department to effectively identify suitable S&T professionals who are based overseas for possible return to Botswana as part of the proposed reverse migration project. 1.3 The need for an S&T HRD strategy The main objective of the consultancy according to the Terms of Reference is to design a human resource capability strategy for the development of skills and capacity of S&T professionals within the country. The terms of reference (Appendix 1) have amply identified the objectives of this study, the main objectives are to: Equip Batswana with strategic and scarce skills which can drive Botswana to achieving the goals of Vision 2016, especially the goal of a prosperous, productive and innovative nation Build a strong S&T knowledge resource necessary to improve Botswana s economic development and thus position the country to compete effectively in the global arena Improve the standard of living and the quality of life of Batswana Develop capacity to conduct cutting edge research and to improve innovation and technology diffusion Provide adequate research leadership and strong research competencies, as well as opportunities for professional development, and access to appropriate facilities and knowledge sources Ensure that the development of human resources is undertaken in a strategic, focused and directed manner Use the strategy as a tool for linking S&T human resource requirements with wider S&T funding and policy issues 2

16 Develop strategies to fast track human resource development and capability building through provision of, amongst others, training opportunities for Batswana in the fields related to research, science and technology Identify capacity development needs and strategies required to advance S&T research leadership in all sectors in an efficient and effective manner The need to develop an S&T Human Resource Strategy for Botswana is informed by the widespread acceptance in the economic development literature that science and technology are key components of modern economic development, and therefore that no modern state can achieve or maintain prosperity without embracing science and technology. It is apparent that S&T will be an enabler to all the different economic hubs planned for Botswana. Developed countries as well as the Asian Tigers have managed to maintain high and sustainable economic growth rates due to, amongst others, the fact that they spend substantial resources on educational and scientific infrastructure, as well as on research and development. In addition, their tertiary institutions assign highest priority to stimulate and nurture scientific and technical talent. They further have high enrolments rates in science, mathematics and computer sciences. Because of these, there is a close positive correlation between growth in educational expenditures and economic growth. The situation in developing countries on the other hand is characterised by inadequate scientific infrastructure, low expenditures on research and development, low tertiary enrolments in science, mathematics and computer sciences, a lack of appreciation of the importance of science as an essential ingredient of economic and social development, and in some cases a lack of national science and technology policies. In addition to the above dichotomy between developed and developing countries in relation to harnessing science and technology for development, experience from other countries including the comparators for this study, shows that there are certain key policy measures and factors that are critical for ensuring that science and technology plays a pivotal role in socio-economic development. These include: ensuring that adequate scientific infrastructure is in place; encouraging consultations; linkages and networking among all key S&T players; putting in place measures to motivate scientists so that they are retained in their countries; continued and increased government support for S&T; ensuring that the private sector contributes to the funding of research and development; ensuring that S&T policies are integrated into the socio-economic development plans; establishment of stable and effective S&T institutions; ensuring that S&T policies focus on a few critical issues that will have a multiplier effect on the economy; putting in place measures to inculcate a science culture in the community, especially the youth; 3

17 recognition that a good educational system is an essential prerequisite to a country s technological progress; and accepting that funding scientific enterprises is a vital long term investment. Table 1 below highlights some of the findings from comparator countries done as part of the situational analysis. These are from selected countries that are pertinent to the strategy in that they reflect countries that are transitioning into or are already classified as stage three innovation based economies. 4

18 Table 1: Summary of Benchmarked Countries Country What Why How Relevance to Botswana New Zealand Foundation for RST Was set up as a funding body primarily aimed at research directly applicable to industry. Vote RST The outcome based and competitive funding gives weight to the objectives of research and ensures that it is focused towards the overall S&T as well as national policy. The proposed BRSTFA is expected to deal with issues of competitive funding as does the New Zealand Foundation for RST. Focus on Leverage the international International Networking Strategy, International Networking in order to International talent pool, help technology science arrangements, other leverage of the international talent Networking exchange and also in part to government initiatives, and funding pool and to help technology meet the demand for S&T mechanisms exchange, as well as to meet the professionals and researchers demand for S&T professionals in the being created in the country country, is currently taking place in a limited fashion at RSTI s, but it is not coordinated at a national level. Crown Research Set up central agencies that Derives funding through purchaser- BNRST Plan aims to ensure the Institutes promote R&D in the country. provider model. prioritisation of research in terms of They also ensure that the R&D Object driven programs. national needs as does the Crown undertaken is in context with The agency collaborates with various Research Institute. the overall policy entities in the innovation system to promote R&D.

19 Country What Why How Relevance to Botswana Focus on developing strength in areas of biology, agriculture, horticulture, environmental science etc Build S&T capabilities in areas which further strengthen the key industry i.e. Agriculture. This ensured effective utilisation and appropriate channelling of scarce human capital resource Developed a policy framework and identified key focus areas early on. Each organisation in the innovation system including the tertiary education network was aligned to these focus areas With regard to building S&T capabilities in areas which further strengthen key industries, the BNRST Plan has identified core areas of research but there is no direct mechanism to influence Tertiary Education Institutions to put in place the appropriate courses. It is anticipated that TEC will use their funding model to influence educational courses in the future. Finland The National Central funding agency to monitor R&D Grants for applied research and As mentioned above, the BRSTFA is Technology Agency development in priority areas and funding based on objective expected to address the issue of (Tekes) ensure context and industry applicability of research Grants allocated to Programmes planned in collaboration with firms and research institutions competitive funding; however Finland identifies a further opportunity of planning programmes in collaboration with firms and research institutions. The Finnish National Fund for Research Foster innovation-in order to develop the innovation know how of individuals and Foster innovation-to fill the need on the public side to have an With regard to fostering innovation in order to develop the innovation know how and Development organisations. instrument by which to of both individuals and organisations, in (Sitra) experiment and start new Botswana, this would form part of the activities without the budgetary mandate of the Botswana Innovation delays and political Hub. 6

20 Country What Why How Relevance to Botswana commitments of government to carry them out immediately on a broad front Finland Committee of the To fill the need for longer-term Assesses the social impact of The Vision 2016 Council should play the Future orientation and consensus building and technological development and role of a Committee of the Future. the development of sustainable serving as the Parliamentary knowledge based economy-to anticipate and prepare for future body responsible for assessing technological development and its consequences for society Singapore Five year National S&T Plan To provide a step by step and planned approach to S&T and human capital development Each five year plan, starting 1991, had laid down goals to be achieved in order to contribute to the evolution of the S&T sector Many of the RSTI s in Botswana currently operate on a 6 year funding plan. However, the sectoral plans, as proposed in the NHRDS, should feed into the National HRD Plan to achieve some cohesion on a national level. Agency for Science, To fill the need for an agency that plays Four organisational units were An Agency for RST would be an Technology and a central role in setting the thematic established to help advance the advantage to manage the intellectual Research (A*STAR) priorities for public research, developing development of Human, property and technology transfer within the national base of postgraduate research manpower, investing in major physical research infrastructure, and Intellectual and Industrial Capital Tow research councils, A*STAR Graduate Academy and Exploit Botswana, through the coordination of existing institutions to accomplish the same. catalysing the commercialisation of IP Technologies Pte Ltd (to 7