PSP Master Training of Trainers Workshop. Hargeisa, Somaliland 3-20 February 2020
WORKSHOP REPORT
Master Training of Trainers Workshop on
PSP VSLA for SomReP, Somaliland
World Vision, Somaliland.
Ambassador Hotel - Hargeisa, Somaliland.
3 - 20 February 2020
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PSP Master Training of Trainers Workshop. Hargeisa, Somaliland 3-20 February 2020
Table of Contents
ACRONYMS.................................................................................................................................. 3
SUMMARY.................................................................................................................................... 4
BACKGROUND ............................................................................................................................ 5
PARTICIPANTS ............................................................................................................................ 7
METHODOLOGY ......................................................................................................................... 7
TRAINING CONTENT.................................................................................................................. 7
WORKSHOP PROCEEDINGS REPORT ..................................................................................... 8
WEEK ONE – PREPARATORY AND FA PHASES ............................................................... 8
WEEK TWO- PSP PHASE ...................................................................................................... 25
WEEK THREE: NETWORKING PHASE .............................................................................. 51
WORKSHOP CHALLENGES..................................................................................................... 71
WORKSHOP RECCOMMENDATIONS.................................................................................... 71
CONSULTANCY PLANS ........................................................................................................... 72
ANNEXES.................................................................................................................................... 73
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PSP Master Training of Trainers Workshop. Hargeisa, Somaliland 3-20 February 2020
ACRONYMS Action Against Hunger
Adventist Development Relief Agency
ACF Accumulative Savings and Credit Associations
ADRA CARE International
ASCA Danish Refugee Council
CARE European Union
DRC Field Agent
EU Focused Group Discussions
FA German Cooperation
FGD Micro Enterprise and Financial Inclusion Associates
GIZ Management Information System
MEFI Private Service Provider
MIS Rotating Savings and Credit Associations
PSP Small Enterprise Education and Promotion Network
ROSCA Online MIS System
SEEP Savings Groups
SAVIX Swedish International Development Agency
SG Somali Resilience Program
SIDA Training of Trainers
SomReP Village Savings and Loans Associations
TOT World Vision International
VSLA
WVI
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PSP Master Training of Trainers Workshop. Hargeisa, Somaliland 3-20 February 2020
SUMMARY
This report presents an account of the capacity building workshop on the PSP VSLA Program
organized by World Vision for the SomReP implementing partners in Somaliland. The workshop
took place from 3-20 February 2020, at Ambassador Hotel in Hargeisa and was attended by 12
participants (See Appendix 1).
The training covered workshop presentations on the preparatory, FA, PSP and Network phases
of the PSP methodology. It also involved a one day field visit to gauge the quality of VSLAs
being trained by partner organizations and their level of preparedness for PSP methodology.
The workshop was successful and other trainings for the Field Agent, PSP and Network phases
are being rolled out. It was also good to hear from VSLA group members that were visited that
they were ready for the fee for service methodology.
Workshop evaluation showed that participants met most of their objectives. This was achieved
however with a few challenges some of which were:
o Fatigue due to long three weeks block trainings.
o Limited knowledge on VSLA principles and procedures for many staff attending the
training.
o Lateness as many staff reported when the trainings were already going on.
These challenges were overcome through slight modifications to presentations to ensure
everybody was at par.
The facilitators are convinced the Master TOTs are now equipped with the necessary skills and
knowledge to undertake PSP implementation. The following recommendations will help improve
the process and should be adhered to:
o While PSPs earn income from their work with VSLAs, they should not be exclusively
motivated by money. They should just be as concerned about helping their friends,
family, and neighbors; and about cultivating a good reputation in their communities and
market areas. Project staff should therefore ensure that during initial stakeholders and
awareness creation meetings, this is emphasized so that FAs selected to become PSPs
have the right motivations.
o Community leaders can help PSPs promote VSLA in their communities, in addition to
helping them resolve VSLAs’ internal conflicts. Project staff and FAs should involve
them at the initial stages (Preparatory phase) of the process so as to get them as involved
as possible.
o It was realized during the training that most staff had limited knowledge on VSLA
principles and procedures. Since they have been now trained on the same, it is important
that they incorporate the same to current existing groups so as to make them proper
learning grounds for the FAs they are going to select.
o Staff were also trained on offline MIS. The same should be incorporated in every
organization. It is also recommended that training on SAVIX MIS be done as soon as
possible so that every organization can up-grade to the cloud technology as it simplifies
data collection and data is also kept safe.
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PSP Master Training of Trainers Workshop. Hargeisa, Somaliland 3-20 February 2020
o Supervision of the PSP process is very important. The Livelihood expert and M&E
Manager should ensure that organizations stick to the action plans developed and that the
work is given priority. This is because all projects are integrated and the same staff that
are to implement PSP process are also involved in other project work.
BACKGROUND
Building resilience is a priority in Somalia. 2017’s drought had a massive negative impact on the
country; while rainfall improved in 2018, flash floods and strong winds caused additional shocks in
the north and south of the country. In order to contribute to the resilience of already vulnerable
households and communities in Northern Somalia, the SomReP consortium members and local
partner Shaqodoon propose a joint strategy to address the specific needs and constraints of pastoral,
agro-pastoral and peri-urban communities through the EU-Restore and SIDA phase II projects. The
specific objective of the EU-Restore and SIDA Phase II projects is to sustainably improve food
security and livelihoods and build resilience of the targeted communities in Somaliland and
Puntland. To achieve this, over the next three years SomReP will work towards the following 4
intermediary outcomes:
1. Enhanced risk management and disaster preparedness through community action and contingency
planning in villages across Somaliland and Puntland
2. Enhanced food security and capacity to meet social needs through sustainable cash-based
assistance mechanisms and improved access to social capital targeting HH in the targeted villages
3. Enhanced livelihood diversification for women, men, and youth in targeted villages through the
restoration and protection of productive assets, value chains and the uptake and adoption of
agricultural technology
4. Enhanced management and governance of natural resources, including soil and water systems to
support sustainable pastoral livelihoods in target villages
1.1 Thus one of the key interventions under objective/outcome 2 is establishment of the
VSLAs[1] in the communities to ensure that households accumulate savings in the convenience of
their own communities that they can use to accumulate productive assets and smooth their
consumption in the face of both idiosyncratic shocks and other less pervasive common covariate
shocks[2]. VSLAs are an alternative, informal mechanism for savings and borrowing that do not
require external capital or ongoing financial or administrative support from a founding
organization[3]. The VSLAs allow the households to easily access small and flexible loans at a
modest interest rates[4] and with the loans they are able to absorb the effects of shocks which would
otherwise not be possible with their own income[5]. To maximize benefits from VSLAs, VSLA
groups often time the pay-out of their funds to coincide with a period during which most members
need money for one of these purposes. Positive Deviance study[6] showed that VSLA had tangible
effects on household and community resilience in SomReP singling out behaviours such as
livelihood diversification, entrepreneurialism and collective action, including hosting and helping
the neediest as key behaviours observed among VLSA participants that contributed significantly to
building resilience. The study however noted that VSLA interventions did not reach the most
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PSP Master Training of Trainers Workshop. Hargeisa, Somaliland 3-20 February 2020
vulnerable in program targeted communities as only those households who could afford to save
sought membership. Considering the multiplier effects that come with VSLAs in building resilience
and improving the livelihoods of vulnerable people in fragile context, SomReP through EU-
RESTORE and SIDA projects would like to scale up this intervention in the project impact area
using the private service provider (PSP) model approach.
Consultancy Description:
The purpose of the consultancy is to provide hands-on training to project and government staff on
the PSP model. The training shall cover all phases of the PSP model which include preparatory
phase, probation phase, Field Agent phase and PSP phases. It is expected that the trained staff and
government officers will facilitate the implementation of PSP model in their respective project
impact areas under the supervision of the consultant supported by the SomReP Peri Urban Technical
Advisor.
2.1 Specific tasks for the Consultant
The consultant understands that he will undertake a number of tasks in order to plan,
implement capacity building training sessions:
To train project staff on how they can identify FAs in their impact area which is a key initial
step in operationalization of the PSP model.
To train the project staff on FA induction training [10] and conduct hands on training on how
project staff can facilitate FA induction training and follow up refresher trainings.
Train project staff on how they can determine the stipend value and deploy FAs to field
Train the project staff on how they can supervise and support the FAs to facilitate their
transition to become PSPs.
To train project staff on how they can select suitable FAs, and certify the most deserving to
become PSPs.
2.2 Key Deliverables and Expected Output
An Inception report: Upon selection, the consultants shall prepare an inception report, within two
days of the assignment. This report will consist of a realistic work plan that will operationalize and
direct the exercise. The inception report will articulate how the consultant will undertake the
assignment and articulate their methodology. The inception report will address the following
elements:
Methodology content, conclusions,
Work schedule with deliverables by date
Training curriculum and materials developed for VSLA PSP.
Facilitate the workshop through participatory methodologies.
Training report for the training documenting the process,
recommendations and post-training action plans.
The Final Report- A final report consolidating the entire assignment shall be prepared with
deliverables.
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PSP Master Training of Trainers Workshop. Hargeisa, Somaliland 3-20 February 2020
PARTICIPANTS
There were 10 participants attending the workshop, representing World Vision, CARE, Danish
Refugee Council, ADDRA and ACF organizations. Most of the participants had a working
experience and practical background in VSLA training.
The Lead Trainer for the workshop was Silvester Kobare of Microenterprise and Financial Inclusion
Associates (MEFI) from Nairobi, Kenya.
METHODOLOGY
The actual TOT training delivery took fifteen days to implement and focused on transfer and
building of knowledge and skills to WVI and partner staff (TOTs) on the PSP VSLA methodology.
The course involved an in depth training on the rationale and objectives of PSP model, training
modules for the three phases of implementation, implementation strategies, and implementation
tools.
During the training, participatory training methodologies were adapted and included focused group
discussions, video shows and brainstorming. Other participatory techniques to be used include:
o Group work
o Plenary presentations
o Buzz groups
o Structured discussions
o Questions and answers in a focused and mature manner among others.
Also undertaken was the adaptation of the methodology using the staff’s knowledge and experience
with the IDP communities and youths.
TRAINING CONTENT
Overall Objective: To build the knowledge and skills of SomReP staff and partners on PSP model
and its implementation strategies
Areas covered:
Three trainings will be covered from 3 - 20, February 2020. The trainings are:
1. Training on PSP preparatory and training phases
2. Training on PSP certification process
3. Training on PSP Network formation and management
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PSP Master Training of Trainers Workshop. Hargeisa, Somaliland 3-20 February 2020
WORKSHOP PROCEEDINGS REPORT
WEEK ONE – PREPARATORY AND FA PHASES
WK1, DAY ONE – 3rd February 2020
Session 1: Preliminaries
The workshop started with the normal preliminaries of ice breaking and introduction of
participants followed by setting ground rules and responsibilities. This was followed by a brief
levelling of expectations and workshop objectives in order to enable participants and the
facilitators begin on a common understanding of the training.
The SomReP M&E Coordinator, Mr Abel Kavuta opened the workshop with a word of advice to
the participants on the rationale and objectives of the PSP methodology which is to ensure the
sustainability of the VSLA program. He emphasized that it is also meant to empower
communities to generate income. The training he informed the participants will be a 15 day
block training covering three phases of PSP instead of the more costly sequential training as was
envisaged due to financial constraints. He also said the training expected participation of 13
people, DRC-3, ACF-2, CARE-2, WVI-2 and ADDRA-1. The participants will act as PSP
champions and TOTs in their various organizations.He emphasized the role VSLAs programme
play in the bigger Somaliland five year strategy.
Session 2: Summary of Participant’s Expectations NO of responses
4
Expectation
Gain knowledge and skills on PSP methodology and 3
implementation sustainability 1
Share experiences on VSLA implantation/methodology 1
Differences between PSP and VSLA 1
Learn about tools for implementing PSP/VSLA
Learn how to change VSLA members perception on program
sustainability
Most of the participant’s expectations were in line with the content of the planned workshop and
were addressed accordingly. However, more learning on the methodology needs to be arranged
through exchange visits and interactions among the partners over time in order to harmonize the
methodology amongst implementing partners.
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PSP Master Training of Trainers Workshop. Hargeisa, Somaliland 3-20 February 2020
Session 3: Session Objectives
Participants were provided with training schedule and the facilitator took them through the three
weeks training period. It was explained that the block training was due to budgetary constraints
which couldn’t allow for sequential training.
Session 4: Training Pre-Test
Participants were taken through pre-test exam instructions. They then took 20 minutes to do the
exam.
Instructions:
o Write your name on your pre-test.
o Multiple-choice questions
o Check one or several answers
o You will win a point for each correct answer
o You will lose a point for each incorrect answer
o “Choose the column” tables
o For each row, check one column only
o “Sequence” tables
o Put the letters in the correct order (e.g. 1C, 2F, 3A, etc.)
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PSP Master Training of Trainers Workshop. Hargeisa, Somaliland 3-20 February 2020
Session 5: Introduction to PSP VSLA Model
Participants were taken through an introduction to the PSP model. Areas covered included:
o Difference between ROSCAs and ASCAs
o How VSLA works
o History of VSLA and current worldwide outreach levels
o VSLA and the future
o A market systems approach to VSLA
o Introduction to PSP model
The PSP model was described using the diagram below:
It was explained that given the huge demand for VSLA outreach, there is simply no prospect of
enough donor funding to continue the current model of paying FAs to form, train and support
groups if un-served or underserved populations are to be reached. If the SG system is to truly
reach scale, it is necessary to find a way to achieve sustainability; that is, the capability of the SG
system not to simply ‘stay’ at its existing level but to develop and grow by itself to offer more
benefits, to more poor people.
The best model is a sustainable and functional ‘fee for service’ model which is referred to as the
PSP model.
Session 6: Group Work-VSLA Market Analysis
Participants were introduced to how a market system works and the role of facilitators. This was
then related to VSLA market system. The following points were noted:
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o Market systems approach is the most effective way to develop a sustainable well-
functioning SG system at scale.
o A market system consists of market functions and market actors that perform these
functions.
Functions of a market were given as:
o Core: transactions between supply and demand
o Supporting functions: functions that shape, inform and enable transactions
o Rules: formal rules that shape the market, and informal norms and practices that shape
the behavior of market actors
Market Actors:
o Market actors are permanent players in the market system and include private sector,
public sector and civil society.
o A combination of different types of actors are required for a system to function well and
to be inclusive.
Facilitation
o Refers to playing a temporary role encouraging and assisting market actors to take on,
and pay for, key functions.
o Facilitating change requires a clear vision of how the market system will function in the
future without development actors—that is, who will perform and who will pay for key
market functions on an ongoing basis.
o This requires identifying the relevant market functions, who currently performs these
functions and who currently pays for (or resources) these functions. If development
actors are performing or paying for market functions, identifying which market actors
have the incentives and capacity to do so in the future is necessary. In doing so, a future
direction is established, supporting decision-making by facilitators and providing a
starting point for operationalizing sustainability.
Session 7: Group Work
Participants then went into two groups to analyze current VSLA market system. Participants
were then taken through discussions on their findings. The table below was used for the analysis:
Market Analysis – VSLA Implementation WHO DOES WHO PAYS
FUNCTION (NOW) Members
CORE Demand-Member;
Savings/Credit/Social Fund Supply-VSLAs
SUPPORTING FUNCTIONS
Group Formation and Training
Group supplies (Pass books, ledgers pens, boxes
etc)
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Operational support (norms and standards such as
bookkeeping, share-out, dispute resolution,
accessing external services, etc.
Financial Education
Technology development
Data collection/Management
Information on linking to formal financial
institutions
RULES
Group operating norms/standards
Industry standards
Group Work Results
Session 8: VSLA Methodology
Participants were taken through a power point presentation on the VSLA methodology,
principles and the supervisory period. Contents covered are listed below.
1. VSLA Principles
VSLA Principle – Objective
The purpose of a VSLA is to allow its members to save, to borrow and to get help
with emergencies.
VSLA Principles – Membership
A VSLA has between 15 and 30 members.
Both men and women can participate.
Members self-select.
VSLA Principles – Management
VSLA are self-managed.
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VSLAs are made up by a General Assembly and a Management Committee.
Each VSLA develops its own constitution to guide its activities.
VSLA Principles – Functioning
VSLAs meet weekly.
VSLAs keep written records.
All transactions happen during meetings, in front of all members.
Between meetings, the group’s money and records are kept in a box closed with 3
padlocks.
VSLA Principles – Savings
Each member saves at every meeting, between a minimum amount and a
maximum amount decided by the group.
Member savings are the only source of credit for the group.
VSLA Principles – Credit
The VSLA sets the length and conditions for loans.
The amount of a loan is linked to the borrower’s total savings.
Interest is charged on loans and falls due every 4 weeks.
VSLA Principles – Social Fund
VSLAs establish a social fund to help members who are facing challenging
situations.
Members contribute to the social fund at every meeting.
VSLA Principles – Cycles and Share-out
The activities of VSLA groups fall into annual cycles.
At the end of each cycle, the VSLA shares out all of its loan fund, and each
member gets back her/his savings plus a portion of profit, according to individual
savings.
The group then starts a new cycle.
VSLA Principle – Autonomy
VSLA groups should become independent and autonomous after their first cycle.
2. Supervisory Phase
The delivery system is made up of a Training Phase and 3-Stage Follow-up Phase and
finally a Graduation/ Action Audit.
o Training Phase - 5 Modules in One Week
1. Groups, leadership & elections
2. Social fund, savings & credit policies
3. Governance/Constitution
4. Group Record Keeping
5. Meeting Procedures
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o Supervision Phase
1. Intensive (3 months)
2. Development (3 months)
3. Maturity: (3 months)
4. Action-audit (Share out)
3. VSLAs – Platform for development
o Food Security
o Health /Nutrition
o WASH
o Housing
o Education
o Humanitarian Assistance
4. VSLA Global Trends
o Digitization of records
o Business skills trainings/BDS
o Financial Education
o Linkages to FSPs
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DAY TWO – 4th February 2020
Session 1: Recap
Participants were taken through a recall session on what they learnt the previous day. All participants
participated in naming at least one thing they learnt and the facilitator led the team in expounding on the
topics mentioned.
Session 2: PSP Timeline
Participants were taken through PSP timeline which was described in short using the diagram below:
It was explained that The project has three main phases:
o Preparation Phase: The first 3 months are devoted to project preparation,
including: geographic mapping; community sensitization on the PSP-VSLA
approach; and agent identification and training, with the objective of deploying
field agents (FA) in the field no later than the 4th month of the project.
o The FA Phase lasts between 7 and 9 months (depending on agent readiness to be
certified), with the objective of certifying all FAs as PSPs no later than the 12th
month of the project.
o The remaining project time (approximately 12 months) is considered the PSP
Phase and is devoted to helping PSPs establish themselves in their markets, with
project support. It is during this period that PSP networks are established, and
the apprenticeship system put in place.
Session 3: Preparatory Phase – Area Mapping
Participants were taken through the rationale for mapping and how to practically do it. It was explained
that areas that have already benefited from any VSLA program are not suitable for PSP-VSLA scale-up,
since those communities have already been exposed to an VSLA methodology. Furthermore, the PSP
approach can be initially less attractive to communities where other SG practitioners are offering free
training and/or equipment (cashboxes or complete kits). It becomes an added challenge for PSPs to
establish themselves in a crowded market, offering a similar service, at a fee. In turn, this hampers the
income and productivity of the PSPs, and the project’s outreach targets.
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Therefore, PSP-VSLA projects should be launched in “virgin areas” that have not been covered by other
SG programs. If an area has recently benefited from previous VSLA projects using the FA model (project-
paid or volunteer), and if the area is not yet saturated, the PSP retrofit approach should be used to leverage
the skills and portfolios of those agents.
The size of the project area ultimately depends on the number of agents deployed, and it therefore depends
on available resources.
Session 4: Practical- Area Mapping
Using the principles of agent deployment, the implementing partner maps the project area, to determine
specifically from which communities to recruit FAs, using the following steps:
1. Create a detailed map of the project area that shows all villages and communities, roads, and physical
barriers to movement. There are several ways to do this: download a Google map and use markers, use
an existing physical map, or draw a map based on local knowledge.
2. Show the distance (kilometers) and estimated travel time (given FA transportation means) between
villages.
3. Overlay a grid of FA operating areas, each with a radius of about 15 kilometers.
4. Each operating area should be centered around a relatively large village/town (the largest one in the
operating area), from where the FA will be recruited. This results in a larger pool of potential
candidates, and transport to the other villages in the operating area will be easier.
The participants went into group work and came up with area mapping for their specific implementation
regions.
Presentation on Mapping
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Group Work On Mapping
Session 5: FA Recruitment
The facilitator through Question and Answer method took participants the recruitment process and
qualifications of an ideal candidate.
After determining the number and geographic placement of FAs and finalizing the FA terms of
engagement (stipend, targets), the project can proceed with recruitment in each of the villages that have
been targeted for recruitment.
Recruitment objectives and approach
The careful selection of FAs is critical, since the project will be investing heavily in their training and
support (both technical and financial) leading up to certification as PSPs. The objective of the FA
recruitment process is to identify individuals with the right skills and motivation, who will be accepted by
the community and supported by community leaders. There are two complementary components to
recruitment; each project can decide on the appropriate importance of each component in its context.
1 Advertising: Communicating the opportunity widely, such that all interested and qualified
individuals learn about the opportunity and have a fair chance to apply.
2 Head-hunting: Involving local leaders to recommend and vet candidates, given their local
knowledge (however, to avoid bias and favoritism, it is important to triangulate their
recommendations).
Regardless of the approach chosen (a combination of advertising and head-hunting is recommended),
agent recruitment is a multi-step process, as shown in Figure 8 below, with a list of steps following.
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The process was summarized in the diagram below:
Field Agent Recruitment Process
1. Consult with local leaders in the selected village.
2. Proceed with advertising and/or head-hunting.
3. After advertising and/or head-hunting, a number of applicants will come forward.
4. Applicants are screened, resulting in a smaller number of candidates.
5. Candidates are interviewed, resulting in an even small number of finalists.
6. Finalists participate in the training and are assessed.
7. Finally, the desired number of FAs is selected and deployed to the field.
Qualifications of an FA
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Session 6: Field Visit Preparation
Participants were taken through field visit objectives and issues that are to be observed as well as the tools
to be used during the visit.
Activity
-Visit to VSL Groups conducting savings and loan meeting
Objective
-The objective is to test assessment tools in assessing the performance of existing groups in terms of
quality and financial performance
-Make observations that will help implementing partners improve service delivery and performance.
Field Visit Instructions
The participants in the workshop will visit two groups doing VSLA at Arabsiyo town, 40 km from
Hargeisa. The study team will prepare for the trip as follows:
1. Appoint a leader
2. Appoint a reporter who will be preparing the presentation to be made to the plenary session.
3. Prepare a list of questions that they would like the group they are meeting to answer
4. The process to be followed in the field is as follows:
When you arrive at the group meeting your leader will introduce the group
The leader will tell the VSLA that the team will not be interrupting their meeting, but will watch,
silently, throughout the meeting. Do not break this rule, no matter how curious you might be
When the meeting is over, the leader will ask team members to ask their prepared questions. The
person asking the question will note down the response from the group
Once the prepared questions have been answered, the team will be free to ask any other questions
that have arisen as a result of the meeting
Once the questions have been answered the leader will ask the group if they have any questions for
the team
Once the questions have been asked, the leader will thank the group and the team will leave
5. Once the meeting is over, the participants will meet with the Field Officers to ask them questions and
then return to the workshop.
6. Immediately after the trip, convene and do the following
Agree on a score for the groups, after discussion
Answer the questions at the bottom of the assessment sheet
Prepare a Power Point presentation, to last no more than 5 minutes for presentation
After the meeting and on return to the workshop venue, the study team will do the following:
1. Score the group using the form above, scores should be collected and averaged for each of the 12 listed
elements
2 Create a Power Point report, organized into the following sections:
a. Target group description (age, gender, education, access to productive assets)
b. Economic environment (Market environment, road infrastructure, harassment by local authorities or
not)
c. Access to other types of financial services
d. Group quality (as the per form above)
e. Sustainability of the group
f. Sustainability of service delivery (i.e. the training system)
g. Observations that the visitors would offer the implementing agency/trainers
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WK1, DAY THREE – 5th February 2020
Field Visit
Participants observed two VSLA groups during their meeting and also interviewed a Field Agent. The
groups were trained by WVI in Arabsiyo town.
Barwafo VSLA Group Midnimo VSLA Group
Field Visit- Participants interviewing Adnan, a WVI VSLA FA
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Break during Field Visit
Session 2: Group Presentations
Participants went into three groups to discuss and put together field visit findings.
Group One: Presented on Barwafo VSLA group
Group Two: Presnted on Midnimo VSLA group
Group Three: Presented on the FA
WK1, DAY 4: 6th February 2020
Session 1: Recap
The facilitator took the participants through recap of field visit activities and what they learnt through the
field visit.
Session 2: Overview of PSP Preparatory Phase
The facilitator using power points reviewed the preparatory phase of the PSP methodology as follows:
This is a planning and FA recruitment phases. Activities to be conducted during this period are
summarized below:
o Determine project timeline
o Determine PSP implementation area
o Staffing and equipment
o Agents- FA recruitment strategy
o Determining outreach levels
o FA operating areas (Mapping)
o FA stipends determination
o Budget- Transport costs (training, monitoring, certification), FA trainings, PSP launches,
Communications, trainings/workshops, Overhead costs
Session 3: Strategy of Seeding Groups
Participants were taken through three propositions for marketing purposes:
A: I am offering a new course on how to manage money. You’ll have to attend a weekly class for one
year, and the course is free. Who is interested?
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B: I am offering a new course on how to manage money. You’ll have to attend a weekly class for one
year, and there is a monthly tuition fee. Who is interested?
C: I am offering a new course on how to manage money. You’ll have to attend a weekly class for one
year, and there is a monthly tuition fee. Your neighbor took the course last year, and there is a new Prado
in his compound. Who is interested?
Dealing with Barriers
A: New Product barrier [overcome with project support]
B: New Product barrier and Price barrier [avoid]
C: Price barrier only, there is demand for the product [seed the area]
Seeding Strategy:
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Session 4: FA Phase – FA Induction Training
o FA Induction Training
o FA Appointment
o Cash boxes
o Observation checklist
o Refresher Training 1
o Refresher Training 2
Session 5: Adult Learning/Facilitaion Presentation
The facilitator took the participants through participation skills. Using power point, narrations and other
participatory methods the facilitator explained:
Adult Learning:
Part of being an effective facilitator involves understanding how adults learn best. Compared to children
and teens, adults have special needs and requirements as learners. Some of these are:
1. Adults are autonomous and self-directed.
Free to direct themselves
Involve them in the learning process
Guide them to learn rather than giving them facts.
Show them how the training will help them reach their goals.
2. Adults have accumulated a foundation of life experiences and knowledge.
Connect learning to this knowledge/experience base.
Draw out participants' experience and knowledge which is relevant to the topic.
3. Adults are goal-oriented.
Facilitators must show participants how the training will help them attain their goals
4. Adults are relevancy-oriented.
They must see a reason for learning something.
Learning has to be applicable to their work or other responsibilities to be of value to them.
5. As do all learners, adults need to be shown respect.
Adults should be treated as equals in experience and knowledge and allowed to voice their
opinions freely in class.
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Facilitation Skills
Participants were taken through a facilitation presentation and the following areas were covered:
Difference between teaching and facilitating.
The role of a facilitator and identify qualities and skills of a good facilitator.
Skills in facilitating discussions
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WEEK TWO- PSP PHASE 1 h 30minutes 8 :30 – 10 :00
15 minutes 10 :00 – 10 :15
Training Schedule 20 minutes 10 :15 – 10 :35
2h 30m 10 :35 – 13 :05
Day 1 1 hour 13 :05 – 14 :05
Recap of Preparatory Training 2 h 30m 14 :05 – 16 :35
Second refresher training 30 minutes 16 :35 – 17 :05
Break 30 minutes 17 :05 – 17 :35
Loan Fund Share out Calculation
Lunch 1 hour 8 :30 – 9 :30
Module 9 1 h 30minutes 9 :30 – 11 :00
FA-to-PSP Transition 20 minutes 11 :00 – 11 :20
The “4 Ps of Marketing” 2h 15 minutes 11 :20 – 13 :35
1 hour 13 :35 – 14 :35
Day 2 2 h 30minutes 14 :35 – 17 :05
Products / Services
People / Customers 45 minutes 8 :30 – 9 :15
Break 1 hour 9 :15 – 10 :15
Price 30 minutes 10 :15 – 10 :45
Lunch 20 minutes 10 :45 – 11 :05
Promotion / Communication 2 hours 11 :05 – 13 :05
1 hour 13 :05 – 14 :05
Day 3 2 hours 14 :05 – 16 :05
PSP Action Plans
Partner Preparation 2 hours 8 :30 – 10 :30
Certification Overview 20 minutes 10 :30 – 10 :50
Break 3 hours 10 :50 – 13 :50
Tool – Focus Group Discussion 1 hour 13 :50 – 14 :50
Lunch 30 minutes 14 :50 – 15 :20
FGD Practical 1h 15 minutes 15 :20 – 16 :35
Day 4 2 hours 8 :30 – 10 :30
Tool – Portfolio Review 20 minutes 10 :30 – 10 :50
Break 3 hours 10 :50 – 13 :50
Tool – Oral Exam 1 hour 13 :50 – 14 :50
Lunch
Preparation for Certification
Day 5
Action Plans
Break
Workshop close
Lunch
WK2, DAY ONE – 9th February 2020
Session 1: Recap of first week learning
Recap of previous week’s activities was done in a participatory manner using Q/A method.
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Session 2: Preparatory/FA Phase Tools – FA Screening Tool
Participants were practically taken through FA screening tool.
1. Applicant name
2. Gender
3. Residence (village, next administrative levels)
4. Age
5. Marital status
6. Number of children
7. Highest education reached
8. Languages spoken
9. Languages read
10. Languages written
11. Length of residency (years)
12. Current occupations/ livelihoods
13. Motivation for becoming a VSLA agent
14. Relevant experience
15. Applicant recommended by
16. Date application received
Session 3: Preparatory/FA Phase Tools- FA Candidate Interview Tool
FA CANDIDATE INTERVIEW TOOL
Name of candidate:
Name of interviewer:
Interview date:
1. Welcome and introduction of panel members.
2. Give a brief overview of the project (how VSLA groups work; training program for FAs
under project support; PSP exam; once certified as PSP, no longer supported by the project
but charging groups for services).
3. Confirm the facts in questions 1-10 of the Screening Tool,
4. Ask the open questions below and indicate N (does not meet expectations), M (meets
expectations) or E (exceeds expectations). Do not read aloud the expectations [in brackets
and italics]. These are indicative questions only, and the panel should not hesitate to probe as
much as necessary to understand the candidate’s experiences and expectations.
Question NM E
1. How long have you lived in this community? When did you move here?
Where does the rest of your family live?
[Expectation is a long-standing, permanent resident in community. This
must be confirmed by local leader in writing.]
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2. What are your current income-generating activities? What else have you
done in the past to earn money? How much money do you currently earn
per month, on average.
[Expectation is to find someone whose activities are compatible with VSLA
work, who is not making so much money that PSP income would not be
interesting.]
3. How much time can you devote to VSLA work? What will happen with your
other activities while you work on VSLA?
[Expectation is to find someone who is prepared to become a half-time to full-
time PSP. Beware of someone who might want to spend most of his/her time
on other activities or cannot miss his/her other work or have it covered.]
4. What experience do you have starting or operating a business? What
experience do you have selling goods or services?
[Expectation is to find an entrepreneurial or sales person who can sell a
service/ training to community members.]
5. Have you ever tried doing something completely new? What happened?
[Expectation is to find a candidate who will be able to take a chance on
something new and persevere when there are challenges.]
6. What experience do you have with community mobilization or training?
[Expectation is find a candidate who can mobilize groups and train adults.
Having taught children is not a problem; however, it is not an advantage.]
. What experience do you have with as a microfinance staff (as MFI staff or
project agent) or a microfinance user (MFI client, savings group member)?
[Expectation is to find someone who will be eager to work with savings
groups; microfinance experience is an advantage, but not necessary. Beware
of someone who favors credit over savings.]
8. Have you ever worked for development projects? What kind of project, what
were your responsibilities, how much were you paid? [Expectation is to find
someone who wants to work to develop the community. Beware of someone
who expects a permanent, salaried position or is expecting to earn an income
far above that of a typical PSP.]
9. Carefully explain the FA conditions (how much the FA will be paid at the
beginning, how much s/he will be paid per group, how many groups s/he is
expected to form as FA and as PSP; the short-term replacement trigger).
What are your reactions to these conditions as FA?
[Expectation is to find someone who is excited about the opportunity.
Beware of someone who has reservations about the FA terms.]
10. To become a PSP, you will need to pass an exam after 7 to 9 months. After
that, the project will no longer support you financially, and you will charge
groups for your services. What are your reactions?
[Expectation is to find someone who is excited about the opportunity.
Beware of someone who has reservations about fee-for-services as a
livelihood.]
11. Why do you think you would be successful as a PSP?
[Expectation is someone who is self-confident, compelling and gives answers
that make sense.]
12. How will you benefit from being a PSP?
[Expectation is someone who can speak of financial, social or personal
motivation in a genuine way.]
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13. Are you willing to go form groups in nearby communities? Can you ride a
bicycle? How else can you travel between villages?
[Beware of candidates who will not expand beyond their home community.]
14. Can you be available for an [x]-day training starting on [date]?
[Expectation is someone who will available on the scheduled dates.]
15. What questions or comments do you have for us?
16. Overall appreciation of candidate’s attitude, enthusiasm and confidence
TOTALS FOR EACH COLUMN:
Session 4: Preparatory/FA Phase Tools- Data Collection Form for New VSLA Group
Form submitted by Date of submission
Supervisor who approved the group Date of approval
# Item/Category Field
Data
1. Group name
2. Group formed by (name)
3. Date when group was formed
(Module 1)
4. Latitude (optional)
5. Longitude (optional)
6. Number of members at the
time of group formation
(end of Module 3)
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Session 5: Preparatory/FA Phase Tools-VSLA Data Collection Form
Participants were taken through VSLA Data collection form. It was later translated into Somali
language.
VSLA DATA COLLECTION FORM
(Fill out at the end of the meeting.) Share-out meeting?
Name of agent monitoring the group:
Supervisor:
CYCLE DATA No. of Value of loans
member outstanding
1. Group name 1
2
2. Group number/ID as in MIS 3
4
3. Cycle (e.g ., 1, 2 or 3) 5
6
4. Date savings started this cycle
7
5. Group status (circle as appropriate) Supervised Graduated
8
6. Registered members when cycle sav-
ings started 9
10
7. Amount of seed capital 11
(initial lump-sum savings) 12
13
8. Purchase price of Group Property held
at the start of cycle 14
15
MEETING DATA
16
9. Date of data collection 17
18
10. Number of registered members now 19
20
11. Number of registered women now 21
22
12. Number of members attending this
meeting 23
24
13. Number of dropouts this cycle 25
TOTAL
14. Value of savings this cycle including
seed capital
15. Value of loans outstanding
16. Number of loans outstanding
17. Value of loan write-off this cycle
18. Loan Fund cash in box
19. Bank balance
20. Balance in Social Fund and other funds
21. Purchase price of Group
Property held now
22. Value of external debts
23. Village
24. Amount paid to PSP this period
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Row 15 (Value of loans outstanding) + Row 18 (Loan Fund cash in
A box) + Row 19 (Bank balance) + Row 21 (Purchase price of group
property held now)
Row 8 (Purchase price of Group Property held at the start of the
B cycle) + Row 14 (Savings including seed capital) + Row 22 (Value of
external debts)
A–B=
If result (A-B) is negative, check the data. If it’s still negative, find out what has
happened to the missing money.
Practical Session-Group Work
Participants divided into three groups and worked as a group to enter data into the data collection
form.
Faduma Hassan and Sagel VSLA
Sagel VSLA group meets in Las Anod. The group was trained by Field Agent Faduma Hassan;
she trained on the first module on 15 September 2019. By the time the group completed the third
module, 21 members were registered.
Faduma Hassan submitted the Data Collection Form for the new VSLA group to her supervisor,
Mahad Mohamed, on 8 November 2019. Abel went to meet the group to confirm its existence
and approved the group for entry in the MIS on 10 December 2019. The group was assigned the
number 0002 by the system.
Faduma Hassan continued training the group on the VSLA modules, and the group had its first
saving meeting on 1 December 2019. By that time, the group had 25 members. The group did
not allow members to make a large initial investment (seed capital), and the group did not own
property on that day.
Today is 6 January 2020, and Faduma Hassan finds out the following information at the end of
the meeting. She uses the information to fill out the Data Collection Forms.
The members tell her that one member has left the group since the start of the
cycle, but that member has been replaced by her daughter.
In the register, she sees that 15 of the members currently registered are women.
The number of members absent that day was 5.
Collectively, members have saved Shs 840,000 since the start of the cycle.
The following members have outstanding loans:
• Members 10, 15 and 16 have borrowed Shs 50,000 each.
• Members 1 and 18 have borrowed Shs 100,000 each.
• Member 2 has borrowed Shs 20,000.
• Member 8 has borrowed Shs 150,000.
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• Member 3 borrowed Shs 30,000.
The group has not written off any loans.
At the end of the meeting, Shs65,000 remained in the Social Fund.
At the end of the meeting, Shs300,100 remained in the Loan Fund.
The group is not keeping any of its money in a bank and has not borrowed from
anyone.
The group has not bought any property.
Session 6: Preparatory/FA Phase Tools-
The facilitator gave the participants group data and they went into groups to enter the data in the
story into the data collection form:
Session 7: Offline Excel MIS Software
The participants were taken through overview of offline MIS software:
MIS software set-up
Creation of User defined sheets
FO/Incentive staff pages set up
Group creation
Group data entry
Comparison of performances
Programme reports.
How to set up an aggregator and how to aggregate data from different MIS software
MIS Set Up
The facilitator discussed the VSLA MIS information flows and mentioned that everything starts
with good data collection.
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Session 8: SEEP Ratios
Participants were taken through the SEEP ratios for measuring performance of SGs. These ratios
are summarized as follows:
Ratio Ratio name Formula Purpose Page
No.
Category 1: Member satisfaction ratios
R1 Attendance rate No. of members attending meetings / Indicates short-term relevance and value of
No. of active members services and appropriateness of methodology
R2 Retention rate
No. of active members / Indicates long-term relevance and value of
R3 Membership (No. of active members + No. of dropouts) services
growth rate
(No. of active members – No. of members at Indicates long-term relevance and value of
start / services
No. of members at start
Category 2: Financial performance ratios
Average savings Cumulative net value of savings / Indicates level of confidence in VSLA system;
R4 per member No. of active members may be compared to alternative and similar
savings opportunities
mobilized to date
R5 Annualized return (Net profit/loss / (Cumulative value of savings A measure that allows for comparison of the
on savings / 2)) x efficiency with which different VSLAs
generate profits
(52 / Average age of VSLAs, in weeks)
R6 Average member (Total assets – Total liabilities) / Indicates retained individual investment
investment No. of active members (savings + earnings)
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R7 Average Value of loans outstanding now / Indicates changing debt capacity of members
outstanding loan No. of loans outstanding now
R8 size Measures amount of nominal default risk; may
Portfolio at risk Value of loans past due / not be reliable indicator of loan losses
R9 Value of loans outstanding now
Loan losses Indicates extent of uncollectable loans
R10 Value of loan write-offs / compared to the simple average value of loans
Ratio Risk-coverage ratio ((Value of loans outstanding at start of period outstanding over a given period
No.
+ Value of loans outstanding now)/2)) Indicates degree to which current yields cover
potential maximum losses
Net profit-loss /
Value of loans past due
Ratio name Formula Purpose
Category 3: Operating efficiency ratios
R11 %of members with No. of borrowers / Indicates degree to which loan access is equitable
loans outstanding No. of active members Indicates level of credit demand
R12 Fund utilization Value of loans outstanding /
rate (Total assets – (Fixed assets + Other funds))
Category 4: Implementing organization operating efficiency ratios
R13 Caseload: VSLAs No. of VSLAs being supervised / Indicates operational efficiency of total field staff
per field staff No. of field staff (including supervisors) Indicates effective efficiency of total field staff
R14 Caseload: No. of active members /
Members per field No. of field staff (including supervisors)
staff
No. of field staff (including supervisors) / Indicates level of organizational efficiency
R15 Ratio of field staff No. of all staff
to total staff Measures how much it costs to provide VSLA services to
Total program costs to date / individual clients
R16 Cost per member (No. of active members + No. of graduated
assisted
members)
Category 5: External debt ratios
ER1 External portfolio Value of external borrowing past due / Measures the amount of default risk on external loans to
at risk Value of external borrowing outstanding VSLA; a reliable indicator of default
ER2 External Value of external borrowing outstanding / Indicates the degree to which VSLAs are able to leverage
borrowing (Total assets of VSLAs borrowing externally – external funds
liabilities)
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WK2, DAY TWO -10th February 2020
Recap of Day One
Participants recapped on the previous day’s activities and in a participatory manner.
Session 2: Simulation Exercise Preparation – VSLA Meeting Procedures
Participants were divided into two groups for simulation exercise preparation. Each group was to
prepare as follows:
o Choose chairperson, record keeper, treasurer and two money counters.
o Discuss for 15 minutes how you would follow meeting procedures
o Prepare for a simulation exercise with other participants of the workshop being group
members.
Session 3: Simulation Exercises/Video Presentation on Meeting Procedures
The two groups did simulation exercises on meeting procedures.
o Group One: Savings only meeting
o Group Two: Savings and Loans meeting
Conducting a savings meeting
Facilitator informed participants that they will conduct another real savings meeting where the
Secretary will fill in the Passbook. This time, they will add more parts. “Practice makes perfect”
so it is important to practice savings meetings several times. He continued to coach the
Management Committee the following parts:
o Part 1 (Meeting Opening)
o Part 2 (Verification of Social Fund Opening Balance)
o Part 3 (Social Fund Transactions)
o Part 4 (Verification of Loan Fund Opening Balance)
o Part 5 (Payment of Outstanding Fines)
o Part 6 (Savings)
o Part 7 (Group Expenses)
o Part 8 (Verification of Loan Fund Closing Balance)
o Part 9 (Meeting Close)
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Savings and Loans Meeting
o Part 1 (Meeting Opening)
o Part 2 (Verification of Social Fund Opening Balance)
o Part 3 (Social Fund Transactions)
o Part 4 (Verification of Loan Fund Opening Balance)
o Part 5 (Payment of Outstanding Fines)
o Part 6 (Savings)
o Part 7 (Loan repayment)
o Part 8 (loan fund disbursement)
o Part 9 (Group Expenses)
o Part 10 (Verification of Loan Fund Closing Balance)
o Part 11 (Meeting Close)
Participants were taken through a video presentation on Meeting Procedures.
Session 4: Simulation Exercises-Community Awareness PSP Awareness Meetings
Participants divided into two groups and practiced on PSP messaging to:
Group A- Community members
Group B- VSLA Groups
The following were the core messages that needed to come out from the presentations:
o The project is requesting permission to operate in the community, as well as support for
its activities.
o In particular, support from community leaders is needed to identify the right individual(s)
for the FA training program. If the community does not put forward strong candidates,
the project could fail.
o The responsibilities of a field agent are to mobilize the community into groups, train
them on the VSLA methodology, and support their meetings during their first year.
o Strong candidates are well-established and well-known local residents, with at least some
secondary education, who speak the local language. They must have an entrepreneurial
attitude and a current livelihood that gives them time flexibility18
o The project is requesting permission to operate in the community, as well as support for
its activities.
o In particular, support from community leaders is needed to identify the right individual(s)
for the FA training program. If the community does not put forward strong candidates,
the project could fail.
o The responsibilities of a field agent are to mobilize the community into groups, train
them on the VSLA methodology, and support their meetings during their first year.
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o Strong candidates are well-established and well-known local residents, with at least some
secondary education, who speak the local language. They must have an entrepreneurial
attitude and a current livelihood that gives them time flexibility18
Session 5: Deployment of FAs
Participants were taken through deployment activities and tools used. The following points were
explained and discussed:
Each FA receives an assignment letter that specifies the conditions of their participation
in the project.
The assignment letter is not an employment contract and must not imply an employment
relationship in the context of the country’s labor laws.
The assignment letter must allow the implementing partner to separate from the FA in the
event of low performance or inappropriate conduct.
The assignment letter must clearly specify the following:
Performance targets (groups formed)
Agent stipend during the probation period
Formula for calculating performance-based stipends
Conditions under which the FA might be let go from the training program
FAs must also sign and commit to respecting the VSLA Field Agent Code of Conduct.
The Code of Conduct specifies the behavior expected of FAs, and in particular forbids
FAs from belonging to/borrowing from VSLA groups. In order for the FA Code of
Conduct to be meaningful, it should be used in the following way:
o One copy is given to the FA.
o One copy is kept in the FA’s file at the implementing partner’s office.
o It is referenced during community sensitization and promotion, to set correct
community expectations about the FA.
o It is used during refresher trainings for FAs to reflect on their own behavior.
Implementing partners must also administer the Agent Intake Survey for the selected
FAs. This multiple-choice questionnaire captures the profile, experience and social
networks of each FA.
By analyzing this data over time and across multiple projects, the implementing partners
can better understand whether some agent characteristics are predictive of success, low
performance or dropouts, and can fine-tune the recruitment process accordingly.
Finally, implementing partners fill in the Agent Management Table
Session 6: Review of Tools
Participants were also taken through summary of tools used during the FA Phase which are:
o Pre/Post-Training Test
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PSP Master Training of Trainers Workshop. Hargeisa, Somaliland 3-20 February 2020
o Group Registration Form-New VSLAs
o VSLA Data Collection Form
o Trainee Behavior/Attitude Scoring
o VSLA Field Agent Code of Conduct
o VSLA Agent Intake Tool
o VSLA Monitoring Checklist
o FA Service Agreement
WK2, DAY THREE -11th February 2020
Recap of Day Five
Participants recapped on the learning of the previous day from the simulation exercises.
Session 1: FA Training Schedules
Participants were taken through the training schedule for FA Induction and two follow-up
trainings.
FA INDUCTION TRAINING
Objectives:
1. Equip FAs with the knowledge, skills and attitudes to create, train and support quality
VSLA groups.
2. Ensure FAs understand the conditions of their assignment as FAs and the process through
which they will become PSPs.
3. (make the final FA selection and create a reserve of agents)
Content:
Workshop opening
(Speech – Introductions – Expectations – Agenda – Rules)
PSP-VSLA Overview
(History / statistics / success / video)
Project Overview
(simplified)
Project Structure and Responsibilities
(simplified)
VSLA Principles
How Adults Learn
(simplified)
Presentation of the FA Guide
Practice of Meeting A
Practice of Meeting B
Promotion messages
Demonstration of modules 1-8
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Facilitation techniques
Practice of modules 1-8
Demonstration of module 9
Strategy of Seeding Groups
FA targets
Agent Stipends
Timeline and Certification
Operating area mapping
Mapping
Work terms
Service Provider Contract
Code of Conduct
Data Collection Form
Post-test
Workshop Close
(expectations – evaluations
FA TOT CONTENT AND PROGRAM
DAY 1 Time
Workshop opening 1h
Administration and Logistics 15m
Pre-test 45m
PSP-VSLA Overview 1h 15m
Project Overview 45m
Project Structures and Responsibilities 45m
VSLA Principles 45m
How Adults Learn 45m
Presentation of the FA Guide 30 m
DAY 2 1h 30m
Practice of sensitization Meeting A 30Min
Door to Door Mobilization 1h 30m
Practice of Meeting B 4h
Demonstration of modules Meetings A and B
Facilitation techniques
DAY 3 7h
Demonstration of modules 1 -3
Practice of modules 1-3
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Module1-Individual Self-Screening
Module 2- Groups, Group Formation and
Governance
Module 3 – Member Responsibilities, Management
Committee, elections
DAY 4 7h
Demonstration of modules 4-5
Practice of modules 4-5
Module 4 –VSLA Constitution, Savings, Safety of
Group Assets
Module 5 – Loan Fund Policies, Social Fund
Policies
DAY 5 7h
Demonstration of modules 6-7
Practice of modules 6-7
Module 6 – Meetings and Constitution Finalization
Module 7 – Written Record-Keeping and VSLA
Meeting Procedures I
DAY 6 5h Session 2: FA
Demonstration of modules 8 5h Monitoring
Day 7 Tool- VSLA
FA Deployment , mentoring and monitoring Monitoring
Checklist
Participants discussed this tool, how to enter data and how to calculate the Group and FA
variances.
Session 3: PSP Marketing Strategies
Participants discussed the 4-Ps of marketing and how they relate to PSPs and VSLA
implementation.
Product -VSLA
It is important that your product is fulfilling the customers demand. The product must have the
right quality and maybe also the right design. For some products it is important to have good
service available.
Price of Extension services
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PSP Master Training of Trainers Workshop. Hargeisa, Somaliland 3-20 February 2020
The price is always important when a customer decides to buy from you. Many factors are
important eg the products availability, quality, design etc.
Place
Mapping to determine where you will sell VSLA.
Promotion
Even an excellent product can improve sales with good promotion! Some advertisement can
make your business known in the market and speed up initial sales. An effective method is to
talk to as many people as possible, letting them know that you will start your business and sell
your products at a place.
Session 4: Share Out Calculation-Group Exercise
Participants were given hypothetical data of a group about to graduate and asked to calculate
share out amounts for each person.
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PSP Master Training of Trainers Workshop. Hargeisa, Somaliland 3-20 February 2020
WK2, DAY FOUR – 12th February 2020
Session 1: Recap of day seven activities
Meeting started with a recap of day two activities using a Q/A method
Session 2: PSP Phase- Certification Exam Presentation/FGD
Participants learnt the purpose and value of certification. They were taken through the
certification exam process and implementation of FGD.
Purpose:
Comprehensively assess the quality of their work as FAs, and
Validate the readiness of the FAs to operate independently as PSPs.
Value:
Communicate to the market the independent status of the PSP, and
Enhance the marketability of the PSP in the area of operation.
The Certification Exam consists of three distinct activities:
o Two focus group discussions (FGD) with VSLA group members
o Portfolio review
o Oral exam
A certification panel conducts all the Certification Exam activities. The panel should:
o Have a minimum of three members, who should not be directly related to the FA under
examination for purposes of objectivity (for example:
o One implementing organization staff
o One project officer and one field supervisor not supervising the FA in question) should
participate in the certifications for the entire first cohort of FAs and participate in at least
the first few certifications for the second cohort.
Before beginning with certification, it is recommended that implementing organization
staff provide the implementing partner with a one-day training on the tools, including:
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Review of the logic, content and scoring system for each tool.
Role-play of the FGDs and oral exam, including terminology translation as needed.
It is recommended to illustrate some poor questioning practices (closed questions, lack of
probing, leading questions that suggest the answers) as a teaching tool.
Focus Group Discussion: Member satisfaction
Purpose: The purpose of conducting FGDs with a sample of the FA’s groups is to understand
the satisfaction of members with the services delivered by the FA.
Parameters for tool administration
o Two members of the certification panel will visit a sample of two groups from the
portfolio of the FA and use a member satisfaction focus group discussion to document
findings.
o Select 2 groups for each candidate. The first group should have been formed in the
candidate’s first 3 months (randomly chosen). The second group should have completed
the training and then have been meeting for at least one month (randomly chosen).
o Each FGD should be held with 6-10 members of a VSLA group, with at least 3
management committee members and some members of the general assembly.
o For each FGD, one panelist will act as facilitator while the other panelist will act as
primary note-taker.
o Each FGD will take about one hour to administer and about 15 minutes to score.
o The FGD should be held in a quiet, private place where the conversation will not be
interrupted.
o Participants should be seated in a semi-circle such that they can see and talk with the
facilitator, and see and talk with one another.
o The facilitator should make sure everyone speaks and participates in the discussion.
o Since the FGD seeks to assess candidate performance, if participants begin discussing the
VSLA methodology and its benefits, redirect the conversation toward the candidate. If
participants begin discussing challenges outside of their VSLA group, refocus the
conversation.
Session 3: PSP Phase- Certification Exam-FGD Tools
The discussion guide asks questions on five core themes:
FA services
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PSP Master Training of Trainers Workshop. Hargeisa, Somaliland 3-20 February 2020
Group difficulties
VSLA promotion
Referrals of the FA for other community members
Recommendations for improvement
Each question is scored from 0 to the maximum allowable (e.g., _0_/3; _1_/3; _3_/3)
For the questions that ask about performance problems, check the box that says “deduct
1” if there are issues. If there are no issues, do not check the box.
The facilitator should give opportunities for the candidate to earn points by asking several
members for answers, probing and following up. If the facilitator only takes one or two
short answers, the candidate might not earn many points.
To get the final score, the facilitator and the note taker should agree on the appropriate
scoring for each question and deduct points when boxes were checked, then add up to
obtain the total score, for a maximum of 20 points per FGD.
Session 4: PSP Phase- Certification FGD Presentation
The facilitator took the participants through PSP certification process and objectives of the same.
The Certification Exam consists of three distinct activities:
o Two focus group discussions (FGD) with VSLA group members
o Portfolio review
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PSP Master Training of Trainers Workshop. Hargeisa, Somaliland 3-20 February 2020
o Oral exam
A certification panel conducts all the Certification Exam activities. The panel should:
Have a minimum of three members, who should not be directly related to the FA under
examination for purposes of objectivity (for example:
One implementing organization staff
One project officer and one field supervisor not supervising the FA in question) should
participate in the certifications for the entire first cohort of FAs and participate in at least
the first few certifications for the second cohort.
Before beginning with certification, it is recommended that implementing organization
staff provide the implementing partner with a one-day training on the tools, including:
Review of the logic, content and scoring system for each tool.
Role-play of the FGDs and oral exam, including terminology translation as needed.
It is recommended to illustrate some poor questioning practices (closed questions, lack of
probing, leading questions that suggest the answers) as a teaching tool.
Session 5: PSP Phase- Certification FGD
Focus Group Discussion: Member satisfaction
Purpose: The purpose of conducting FGDs with a sample of the FA’s groups is to understand
the satisfaction of members with the services delivered by the FA.
Parameters for tool administration:
Two members of the certification panel will visit a sample of two groups from the
portfolio of the FA and use a member satisfaction focus group discussion to document
findings.
Select 2 groups for each candidate. The first group should have been formed in the
candidate’s first 3 months (randomly chosen). The second group should have completed
the training and then have been meeting for at least one month (randomly chosen).
Each FGD should be held with 6-10 members of a VSLA group, with at least 3
management committee members and some members of the general assembly.
For each FGD, one panelist will act as facilitator while the other panelist will act as
primary note-taker.
Each FGD will take about one hour to administer and about 15 minutes to score.
The FGD should be held in a quiet, private place where the conversation will not be
interrupted.
Participants should be seated in a semi-circle such that they can see and talk with the
facilitator, and see and talk with one another.
44 | P a g e
PSP Master Training of Trainers Workshop. Hargeisa, Somaliland 3-20 February 2020
The facilitator should make sure everyone speaks and participates in the discussion.
Since the FGD seeks to assess candidate performance, if participants begin discussing the
VSLA methodology and its benefits, redirect the conversation toward the candidate. If
participants begin discussing challenges outside of their VSLA group, refocus the
conversation.
Tool overview and scoring:
Each FGD will take about one hour to administer and about 15 minutes to score.
The FGD should be held in a quiet, private place where the conversation will not be
interrupted.
Participants should be seated in a semi-circle such that they can see and talk with the
facilitator, and see and talk with one another.
The facilitator should make sure everyone speaks and participates in the discussion.
Since the FGD seeks to assess candidate performance, if participants begin discussing the
VSLA methodology and its benefits, redirect the conversation toward the candidate. If
participants begin discussing challenges outside of their VSLA group, refocus the
conversation.
The facilitator should give opportunities for the candidate to earn points by asking several
members for answers, probing and following up. If the facilitator only takes one or two short
answers, the candidate might not earn many points.
To get the final score, the facilitator and the note taker should agree on the appropriate
scoring for each question and deduct points when boxes were checked, then add up to obtain
the total score, for a maximum of 20 points per FGD.
Session 6: Portfolio review: FA Productivity and Group Quality
Purpose: The purpose of reviewing the portfolio of the FA is to measure her/his
o Productivity and to assess the quality of the groups formed to date.
Parameters for tool administration:
The certification panel should gather the most recent Data Collection Forms submitted
for each of the groups formed by the FA.
The calculations should be performed twice to prevent any transcription of calculation
error.
The calculations can be performed for each FA in about 30 minutes.
Tool overview and scoring
The Portfolio Review tool calculates seven indicators:
45 | P a g e
PSP Master Training of Trainers Workshop. Hargeisa, Somaliland 3-20 February 2020
Total number of groups created
Total registered members
Dropout rate
Attendance rate
Loan distribution (% of members with loans)
Loan fund utilization rate (share of group liquid assets on loan)
Return on savings (ROS)
The Portfolio Review tool calculates seven indicators:
Total number of groups created
Total registered members
Dropout rate
Attendance rate
Loan distribution (% of members with loans)
Loan fund utilization rate (share of group liquid assets on loan)
Return on savings (ROS)
WK2, DAY FIVE – 13th February 2020
Session 1: Recap of day eight activities
The session started with a recap of what was learnt in day four.
Session 2: PSP Phase- Certification Exam Presentation/FGD
Participants learnt the purpose and value of certification. They were taken through the
certification exam process and implementation of FGD.
Purpose:
Comprehensively assess the quality of their work as FAs, and
Validate the readiness of the FAs to operate independently as PSPs.
Value:
Communicate to the market the independent status of the PSP, and
Enhance the marketability of the PSP in the area of operation.
The Certification Exam consists of three distinct activities:
o Two focus group discussions (FGD) with VSLA group members
o Portfolio review
46 | P a g e
PSP Master Training of Trainers Workshop. Hargeisa, Somaliland 3-20 February 2020
o Oral exam
A certification panel conducts all the Certification Exam activities. The panel should:
o Have a minimum of three members, who should not be directly related to the FA under
examination for purposes of objectivity (for example:
o One implementing organization staff
o One project officer and one field supervisor not supervising the FA in question) should
participate in the certifications for the entire first cohort of FAs and participate in at least
the first few certifications for the second cohort.
Before beginning with certification, it is recommended that implementing organization
staff provide the implementing partner with a one-day training on the tools, including:
Review of the logic, content and scoring system for each tool.
Role-play of the FGDs and oral exam, including terminology translation as needed.
It is recommended to illustrate some poor questioning practices (closed questions, lack of
probing, leading questions that suggest the answers) as a teaching tool.
Focus Group Discussion: Member satisfaction
Purpose: The purpose of conducting FGDs with a sample of the FA’s groups is to understand
the satisfaction of members with the services delivered by the FA.
Parameters for tool administration
o Two members of the certification panel will visit a sample of two groups from the
portfolio of the FA and use a member satisfaction focus group discussion to document
findings.
o Select 2 groups for each candidate. The first group should have been formed in the
candidate’s first 3 months (randomly chosen). The second group should have completed
the training and then have been meeting for at least one month (randomly chosen).
o Each FGD should be held with 6-10 members of a VSLA group, with at least 3
management committee members and some members of the general assembly.
o For each FGD, one panelist will act as facilitator while the other panelist will act as
primary note-taker.
o Each FGD will take about one hour to administer and about 15 minutes to score.
o The FGD should be held in a quiet, private place where the conversation will not be
interrupted.
47 | P a g e
PSP Master Training of Trainers Workshop. Hargeisa, Somaliland 3-20 February 2020
o Participants should be seated in a semi-circle such that they can see and talk with the
facilitator, and see and talk with one another.
o The facilitator should make sure everyone speaks and participates in the discussion.
o Since the FGD seeks to assess candidate performance, if participants begin discussing the
VSLA methodology and its benefits, redirect the conversation toward the candidate. If
participants begin discussing challenges outside of their VSLA group, refocus the
conversation.
Session 3: PSP Phase- Certification Exam-FGD Tools
The discussion guide asks questions on five core themes:
FA services
Group difficulties
VSLA promotion
Referrals of the FA for other community members
Recommendations for improvement
Each question is scored from 0 to the maximum allowable (e.g., _0_/3; _1_/3; _3_/3)
For the questions that ask about performance problems, check the box that says “deduct
1” if there are issues. If there are no issues, do not check the box.
The facilitator should give opportunities for the candidate to earn points by asking several
members for answers, probing and following up. If the facilitator only takes one or two
short answers, the candidate might not earn many points.
To get the final score, the facilitator and the note taker should agree on the appropriate
scoring for each question and deduct points when boxes were checked, then add up to
obtain the total score, for a maximum of 20 points per FGD.
Session 4: PSP Phase- Certification FGD Presentation
Purpose: The purpose of conducting FGDs with a sample of the FA’s groups is to understand
the satisfaction of members with the services delivered by the FA.
Parameters for tool administration
o Two members of the certification panel will visit a sample of two groups from the
portfolio of the FA and use a member satisfaction focus group discussion to document
findings.
48 | P a g e
PSP Master Training of Trainers Workshop. Hargeisa, Somaliland 3-20 February 2020
o Select 2 groups for each candidate. The first group should have been formed in the
candidate’s first 3 months (randomly chosen). The second group should have completed
the training and then have been meeting for at least one month (randomly chosen).
o Each FGD should be held with 6-10 members of a VSLA group, with at least 3
management committee members and some members of the general assembly.
o For each FGD, one panelist will act as facilitator while the other panelist will act as
primary note-taker.
o Each FGD will take about one hour to administer and about 15 minutes to score.
o The FGD should be held in a quiet, private place where the conversation will not be
interrupted.
o Participants should be seated in a semi-circle such that they can see and talk with the
facilitator, and see and talk with one another.
o The facilitator should make sure everyone speaks and participates in the discussion.
o Since the FGD seeks to assess candidate performance, if participants begin discussing the
VSLA methodology and its benefits, redirect the conversation toward the candidate. If
participants begin discussing challenges outside of their VSLA group, refocus the
conversation.
Tool overview and scoring
The discussion guide asks questions on five core themes:
FA services
Group difficulties
VSLA promotion
Referrals of the FA for other community members
Recommendations for improvement
Each question is scored from 0 to the maximum allowable (e.g., _0_/3; _1_/3; _3_/3)
For the questions that ask about performance problems, check the box that says “deduct
1” if there are issues. If there are no issues, do not check the box.
The facilitator should give opportunities for the candidate to earn points by asking several
members for answers, probing and following up. If the facilitator only takes one or two
short answers, the candidate might not earn many points.
To get the final score, the facilitator and the note taker should agree on the appropriate
scoring for each question and deduct points when boxes were checked, then add up to
obtain the total score, for a maximum of 20 points per FGD.
49 | P a g e
PSP Master Training of Trainers Workshop. Hargeisa, Somaliland 3-20 February 2020
Session 5: Portfolio review: FA Productivity and Group Quality
Purpose: The purpose of reviewing the portfolio of the FA is to measure her/his
Productivity and to assess the quality of the groups formed to date.
Parameters for tool administration:
The certification panel should gather the most recent Data Collection Forms submitted
for each of the groups formed by the FA.
The calculations should be performed twice to prevent any transcription of calculation
error.
The calculations can be performed for each FA in about 30 minutes.
Tool overview and scoring
The Portfolio Review tool calculates seven indicators:
Total number of groups created
Total registered members
Dropout rate
Attendance rate
Loan distribution (% of members with loans)
Loan fund utilization rate (share of group liquid assets on loan)
Return on savings (ROS)
The indicators are tabulated manually, which helps the panel appreciate the calculation
and meaning of each indicator.
The indicators are scored according to pre-specified benchmarks.
The 7 indicators are calculated using the entire FA portfolio, except for the ROS
indicators that exclude groups that have been saving for less than 2 months, since they
risk artificially dragging down the ROS indicator.
50 | P a g e
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