25maynotes6
Strategy Discussion 25 May 2012 Group 6 discussion notes Notes by Evelyn Katingi
Attendants
- Hulda Mogaka
- Lucy Macharia
- Loyce Mbwaya
- Nell Owano
- Simon Mugatha
- Francis Onono
- Evelyn Katingi
- John Kirika
Group 6 was divided into 2 groups, below are the response to the discussion items for each group
Discussion item 1
What would success for ILRI look like in 10 years?
Group 1
- An institution whose research has impact to be felt strongly on the ground, where ground here includes the local host country farmers and citizens
- An institution whose research impact can be felt by the staff themselves, an example was for staff to be able to have reference points/persons in case they wanted animal feeds for their livestock since the institution has animal feed experts
- The development of a strong funding base / resource mobilization office
- Capacity building for the resource mobilization office
Group 2
Success for the institution would mean different things for different stakeholders;
Donors
- An institution that carries out science that has an impact of the ground
- Quality of the papers published Farmers
- Actual products delivered to farmers
- Providing solutions to farmers Internal processes which focus on
- Inclusivity
- Development of staff
- Staff empowerment
- Accountability on performance Policies and government
- ILRI to influence more policy based on evidence and play more advocacy roles CGIAR Consortium
- To have more strategic partnerships and joint projects Discussion 2
In terms of research
| Keep | Change |
| Identity as a research institute | Re-brand our research position titles e.g. research technician who are not comfortable with their titles |
| Quality of science | Enhance/expand our communication target |
| Wide scope of research in livestock | Un-streamlined research projects |
| Leadership in technology and infrastructure | Increase the involvement in advocacy and policy |
| Cross cutting competence | Research that has no impact on the ground |
| Partnerships across the world and increase them |
Workplace
| Keep | change |
| Facilities: farm and laboratories | Manual systems to more automated ones |
| International outlook and diversity | Organization culture from top-bottom to have a one staff system |
| Capacity development and building programs | Junior scientific staff to be allowed room to enhance their careers |
| Competencies in the science department | A more deliberate career development plan |
| Infrastructure for science support e.g. engineers who can maintain lab equipment etc. | A clearer and well disseminated organization values |
