NRF Template - University of South Africa

Report
“…innovating for sustainable
equitable development”
By
Robert Kriger
Director: Policy & Strategy
Office of the President and
Chief Executive Officer
National Research Foundation
UNISA LIS Symposium, July 04 2008
1
Science System pre-1994
• Largely complicit with security establishment /
military-industrial complex
• Fragmented & under-resourced
• Exodus / retrenchment of expertise
• Lack of research culture & capacity, esp. at
HDI’s
• Blacks & women under-represented
• Impact of sanctions & academic boycott –
• Minimal international networks & partnerships
• Policy disarray
2
Science Landscape
Level 1
High-Level
Policy
Government
ASSAf
CHE
Level 2
Ministry
NACI
Dept. of
Education
Science &
Technology
Trade &
Industry
Minerals
& Energy
Agricult.
Health
DWAF
DPE
DEAT
DSD
DoL
DOC
Treasury
R&D Tax
offset
Other
Departments …
Level 3
Agency
Level 4
Research &
Innovation
Performers
Higher
Education
Institutions
NRF
IDC
TIA
SEDA
NRF
HSRC
CSIR
Africa
Institute
SA Energy
Res. Inst.
SABS
SANERI
Mintek
Council
Geosci.
NECSA
MRC
ARC
MRC
Water
Res.
Com.
Weather
Service
Business
Enterprises
Mr&CM
SANBI
3
GLOBAL
AFRICA
NRF in the NSI
South African
National System
of Innovation
SCIENCE
COUNCILS
GOVT
DEPTS
NGOs
Human Resources
Development
Interventions
NRF
INDUSTRY
Innovation
Interventions
HIGHER EDUCATION
INSTITUTUIONS
4
5
NRF VISION 2015
World-class research
Transformed society
Sustainable environment
6
NRF MISSION
To contribute to the
knowledge economy in SA by
attaining at least 1% of
global R&D output
by 2015
7
Mandate of the NRF: NRF Act
Promote and support research
through
funding, human resource development and the provision of
core national research facilities
in order to
facilitate the creation of knowledge, innovation and
development in all fields of science and technology, including
indigenous knowledge
and thereby to
contribute to the improvement of the quality of life of all the
people of the Republic
8
RISA: Researcher Profile
Age of South African Journal Article Authors
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
1990
1992
1994
under 30
1996
30-39
40-49
1998
50-59
2000
60+
2002
9
Ph.D. Production Profiles
PhD production rates
250.00
PhD's/year/million of population
221
188
200.00
157
1999
140
150.00
2000
2001
114
2002
100.00
2003
53
43
50.00
23
7
10
0.00
South
Africa
China
India
Japan
South
Korea
Taiwan
UK
USA
Australia
Brazil
10
The Ph.D. Pipeline (National)
Existing
National
graduation
pipeline (2005)
Senior certificate
with endorsement
~ 86 500/yr
HE graduation rates
~ 47 753/ yr
Hons ~ 23 000/yr
Masters ~ 8 000/yr
PhD’s ~ 1 200/yr
Existing
National SET
pipeline (2005)
HG Maths and
Science ~
26 000/yr
Required
National and
SET target
pipeline (2024)
X 5.0 increase
Senior certificate
with
endorsement
~ 432 500 /yr
HG Maths and
Science ~
130 000 /yr
SET graduation
rates ~
15 991/yr
HE graduation
rates ~
602 000/ yr
SET graduation
rates ~
79 955/ yr
Hons ~
3 200/yr
Hons ~
115 000 /yr
Hons ~
16 000 /yr
Masters ~ 2 900/yr
(incl. coursework)
Masters ~
40 000/yr
Masters ~
14 500/yr
PhD’s ~ 561/yr
PhD’s ~ 6000/yr
PhD’s ~ 2805/yr
11
Knowledge Production –
a National Imperative
Knowledge production is intimately linked to
a vision of an economy supported by
science and technology, enhancing the
daily lives of our people.
Minister of Science & Technology, Minister Mosibudi Mangena,
Conference on Human Resource for Knowledge Production,
June 24 2005
12
Core Missions
o
Development of high quality human resources in
substantially increased numbers
o
Generation of high quality knowledge in prioritised areas
that address national & continental development needs/
priorities
o
Utilisation of knowledge, technology transfer and innovation
to ensure tangible benefits to society from the knowledge
created
o
Provision of state-of-the-art infrastructure essential to
facilitate the development of high quality human resources
and a knowledge economy
13
National Facilities Infrastructure
•
Unique position in SA knowledge production (geographical
advantage opportunities; multi-user facilities; at a scale not
affordable by individual institutions)
•
Large and unique science infrastructure for the research community
•
Technology, methods, data pools/collections of international
standard
•
Goals and knowledge diffusion aligned to objectives of NSI
•
Critical mass of equipment, facility centred skills & users
•
Ability to attract international collaborators
•
Provide opportunities of research capacity development to
disadvantaged
•
Platform for science advancement, education & outreach
14
Cross-cutting Strategic Priorities
o
Promoting equity and equality
o
Adherence to quality
o
Internationalising research
o
Focusing on Africa
o
Positioning the NRF within the NSI
o
Organisational transformation:
o Business processes and procedures
o Human resources – race, gender
o Financial
15
Equity & Redress (Number of Grant-holders)
Number of grantholders supported
Summary of RISA redress and equity measures
2500
2000
1375
1500
1104
897
1000
500
207
1481
1327
1067
1617
988
473
308
339
387
Actual
2002/03
Actual
2003/04
Actual
2004/05
1196
1149
1144
1094
1759
1609
470
563
1954
1857
1211
1207
650
743
0
Actual
2001/02
Actual Provisional Projected Projected Projected
2005/06 2006/07 2007/08 2008/09 2009/10
16
Black w omen
Total black
White w omen
Total w hite
Total researchers
NSI Value Chain
NRF
TIA
17
Acting along the Value Chain
SET HUMAN CAPITAL
Desired outcomes
Creation of
critical mass
PROCESSES
Science
Advancement
Knowledge
Generation
Improved
Technology
Quality
of Life!!
Stimulation &
enhancement of
innovation
Stimulation of
enhanced
entrepreneurship
Promotion
Innovation
NRF B/Us’
Programme
SAASTA
NAT. FACILITIES
FA (Education)
Focus Area Programmes
Research Capacity Dev.
Centres of Excellence
National Research Facilities
THRIP
THRIP
Innovation Fund
Enterprise
Development
Innovation Fund
Three Pillars of the NRF
Quality of life
Public S&T outreach
(SAASTA)
Research and
Innovation Support and
Advancement (RISA)
Provision of National
Research Facilities
National Research Foundation
19
Human Resources & Transformation:
Internal Challenges
• Staff recruitment, retention, and succession
planning and salaries to total expenditure
• Appropriate levels of staff qualifications and skills
to achieve goals, e.g. proportion researchers to
total staff
• Organisation development - culture change,
transformation and equity
20
THANK YOU
RISA
21

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