1. Improvement of the Business Environment by Streamlining EIA procedures
Task 7: Provide advisory support to improve the capacity of BEAPA
Gaborone, 2nd May, 2014

2. Contents a
BEAPA certification instruments and procedures and training programs
Develop a standards and ethics program for the BEAPA b
Develop a sustainability model including a business plan for BEAPA c
Develop an operational manual for BEAPA d e
Analyse possibilities for a common EIA certification process in the SADC region

3. a.1 Certification instruments, procedures and training programs
Employment record: Ask more focussed questions: e.g.“specific responsibilities (specify % of time)” instead of “title of position held”.
Competencies: Indicate to applicants approximately how much they should write. Give the candidate more guidance on what information is required from them.
Experience in EIA: Elicit “person-days of input“ rather than “duration of input”
Core competencies: Referees should therefore be asked to comment specifically on core competencies. Give candidates more guidance regarding how to describe their core competencies
Education vs experience: Adequate relative weight.

4. a.2 Certification instruments, procedures and training programs
EMP vs EIA: continue giving more weight to EIA.
References: Written references from employers are the best way to obtain independent accreditation of experience. They should be focused on the areas that are of interest to BEAPA
Definition of “environment”: lack of definition of what “environment” means, which is a problem for the certification process, because no one can be excluded. Examples provided.
Specialists: Specialists are defined as those who have in-depth knowledge in a particular area, which makes their contributions valuable, but do not necessarily have a broad knowledge of the EIA process. Specialists are permitted to contribute to EIA without being registered practitioners as long as their contribution is limited to their specialist area, and as long as the overall EIA is directed by a registered practitioner.

5. a.3 Certification instruments, procedures and training programs
Disaccreditation - reasons for disaccreditation of professionals should include: Fact-based evidence, based on a formal review methodology, that the reports of a particular practitioner have been, on repeated occasions, deficient in quality. Maintenance by DEA of a scoring system to score the quality of reports received.
Fees: it would not be correct for BEAPA also to set minimum fees for what is in effect a captive market. o In general, practitioners should be free to charge the fees they consider fit. Limits on daily rates are in reality difficult to enforce.
Continuing professional development: Requirements should include continuing hands on involvement in carrying out EIAs.
Practitioners vs reviewers: certify DEA staff with insufficient experience as Trainee EAPs. A specific training course in EIA review should be required, or a defined period under the specific guidance of an experienced EIA assessor

6. Standards and ethics programb
Standards and ethics program
Examples of codes of conduct provided.
Comparison of codes of conduct. Items classified in four categories: Environmental protection, Honesty, Comptence and Other
BEAPA´s code of conduct places the most emphasis on honesty, while CIWEM´s places the most emphasis on environmental protection.
It is not clear why EAPs should not review the work of other EAPs. It would seem to be necessary at times. It will be DEA who gives the final opinion of the quality of the work.
IAIA: “To acknowledge the sources I have used in my analysis and the preparation of reports.” This should appear in BEAPA´s code of conduct.

7. Sustainability model for BEAPAc
Sustainability model for BEAPA
SWOT analysis carried out (see report)
Two business models explored
Current business model, focused on accreditation of EA Professionals and improving the quality of their professional performance
Alternative model, BEAPA as an association with wider membership and objectives, including activities needed to make BEAPA evolve into an association with wider membership and objectives.
Proposals made to current business model: on contacts with the government, promoting innovation and competitiveness, providing information, others.
Analysis of alternative model. Advantages and disadvantages, possible members, conditions necessary, effects on the EA process
Other possible ways of enlarging BEAPA’s mandate: major supplier of training, contacts with other counterpart organizations, review reports, …

8. d Operational manual Preamble, mission, vision, values, definitions.
1. INTRODUCTION
2. ORGANIGRAM AND JOB DESCRIPTIONS
3. BUDGETING
4. FINANCE CONTROL
5. EMPLOYMENT
6. CONFIDENTIALITY
7. GENERAL CONDUCT AND DISCIPLINE
8. EMPLOYEE BENEFITS AND COMPENSATION
9. LEAVE ADMINISTRATION
10. SEXUAL HARASSMENT
11. COMMUNCATIONS
12. ADMINISTRATIVE OFFICE PROCEDURES

9. e Common EIA certification process in the SADC region
Review of EA legislation in SADC countries
Summary of EA administrative structures in SADC countries
EA procedures
Advantages and disadvantages of a common accreditation scheme
“The consultants consider that given the difficulties identified above, a common certification scheme is not practical at present”
Alternatives proposed: temporary recognition of consultants for particular projects (transboundary projects; with potential for knowledge transfer).

10. Thank you!
Comments?

11. Contact information
LIMIA & MARTIN
Muelle Tomás Olabarri 3, 2º dcha
48930 Getxo, Bizkaia, Basque Country, Spain
Tel:
Imanol Martin
Iñigo Esanola
Tom Smith