Evaluation of the Government of Jamaica/USAID : energy sector assistance project

Special evaluation covers the period 9/81-5/83 and is based on document review and interviews with GOJ personnel. The project, delayed for 8 months by organizational and staffing problems, is now proceeding relatively rapidly. Future success is threatened, however, by a serious lack of capable, experienced personnel due to inadequate salaries for professional staff (averaging 63% below those paid by private sector and statutory organizations), absence of a career path, and failure to delegate authority to midlevel managers. These problems have led to a constant staff turnover (almost 90% of project trainees have said they intend to leave). Moreover, choice of trainees has been haphazard, and overlapping authority between the GOJ Energy Division (ED) and the Project Implementation Unit has caused intense friction, which has been exacerbated by the disparity in remuneration between the two units. It is vital that ED acquire the stature and capability to deal with major energy policy issues. Data collection for energy planning (completion of sectoral energy demand surveys and monitoring of the petroleum price structure) is proceeding well, but a stronger analytical thrust is needed. Good progress has been made in both EC and AE, but prioritization of activities is badly needed and both components may be threatened by a funding shortfall. In EC, 23 audit contracts (18 completed) and 6 retrofitting contracts have been let, a cadre of qualified auditors is being developed, and national EC planning has begun. In AE, solar water heaters have been designed, installation has begun, and 20 installers have been trained; the GOJ has not yet removed the tax on solar water heaters - a condition precedent to Phase II. Other AE elements - development of standards, establishment of the AE Demonstraton Center and the Solar Energy Institute, the forestry program, and the assessment of other indigenous AE sources are all actively underway. Numerous detailed recommendations, key among them that A.I.D. "top-up" ED salaries, address above-noted areas as well as budgeting, training, and TA needs.