MSINGI - Gatsby Charitable Foundation

MSINGI
O P P O RT U N I T Y B R I E F A N D P O S I T I O N S P E C I F I C AT I O N
SEEKING A HIGHLY AMBITIOUS AND SUCCESSFUL CEO FOR A NEW,
INNOVATIVE INSTITUTION LOOKING TO PUSH THE BOUNDARIES OF
ECONOMIC DEVELOPMENT IN EAST AFRICA
March 2015
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T H E O P P O RT U N I T Y
MISSION & VISION
Msingi is an ambitious and innovative new initiative, looking to
deliver structural transformation of East African economies by
catalysing the growth and increased competitiveness of new
and existing high-potential industries.
Delivering this mission and vision will require an exceptional
management team headed by a Chief Executive Officer
who has a demonstrable level of achievement and success
operating in such a role for a major company in the region.
This is an opportunity for the CEO to make a step-change in
what he/she has achieved to date and to have a fundamental
impact on delivering a model - new to the region - for driving
economic development through a commercially-focused,
standalone organisation.
JOB PURPOSE
The CEO will be responsible for leading the development
and execution of Msingi’s long-term strategy, with ultimate
responsibility for all day-to-day management decisions.
As the first CEO and employee of Msingi, this full-time
role will focus on setting up and building an organisation to
achieve Msingi’s mission and vision.
Note: the name ‘Msingi’ has been used in the concept stage, but this is a working title open to change.
I am tremendously grateful to John
and all those who have supported him
in producing this excellent report.
Funders will be highly engaged in governance. Gatsby will, for
example, provide highly engaged board representation, working
closely with the CEO, Chair and board as the new institution is
developed. DFID will also have representation on the board.
Msingi will be a long-term institution with a minimum of $100m
funding over 10 years. An initial budget of $50m for the first 5
years will be provided by Gatsby and the UK Department for
International Development.
Msingi will be strongly resourced to have the highest calibre staff with
excellent commercial skills and experience. Over time it will aim to
develop partnership relationships with governments.
• Supporting the overall environment for innovation in East Africa
– over the long-term Msingi will work more broadly on initiatives
such as deepening financial services and investment markets, or
supporting technology research & development systems.
In my 2007 review of science and
innovation policies for the previous
government, I identified actions
required on a number of fronts which
I considered essential if the UK was to
remain economically competitive in the
coming decades. In the review’s final
report, ‘The Race to the Top’, I noted
the widespread consensus – across
both the public and private sectors –
that the career guidance on offer in this
country was severely lacking. It was
considered insufficient, of dubious quality,
and often provided too late to meet the
needs of the majority of young people.
THE NEED TO TAKE
SUSTAINED ACTION TO
IMPROVE CAREER GUIDANCE
IS MORE PRESSING
THAN EVER
It was against this background that,
last year, my charitable foundation,
Gatsby, commissioned Sir John Holman
to examine what pragmatic actions could
be taken to improve career guidance
in England’s secondary schools. From
our first meeting to discuss the project,
John and I were in agreement that, rather
than add to the pile of reports criticising
the current system, what was needed
was work which would identify good
practice in career guidance – both
here and abroad – and then point
the way to embedding such practice
in all of our schools. John set about
this challenge with typical tenacity.
His reflective insight and thoughtfulness
have resulted in a report which offers
practical steps that schools, employers
and government working collaboratively
can take to improve career guidance.
• Making industry-wide interventions to supplement firm-level
support – for example enabling the uptake of technologies and
skills more widely, and positively influencing the industry’s policy
and regulatory environment.
• Supporting pioneering and strategic businesses in focus
industries – by triggering innovation through technology transfer,
capability building and access to investment capital. Other
financiers will be crowded in where possible, but Msingi will
invest itself when required. Msingi’s primary focus will be on this
firm-level support.
What is viable
in the
marketplace
I am tremendously grateful to J
and all those who have suppor
in producing this excellent rep
I commend it to everyone co
to ensuring that all young peop
country are supported in maki
choices about their future. If th
of this report are followed, I a
that collaborative action by ke
can, for the first time in a gene
address current deficiencies an
world-class career guidance sy
schools that is both effective a
INNOVATION
• Working in the public interest but with a private sector-focused
approach and commercial tools, Msingi will aim to support growth,
increase competitiveness and create jobs in high potential industries
across East Africa. It will identify industries in the region that have
potential comparative advantage and catalyse their development by
working at three interrelated levels:
That John found no ‘magic bullet’ or
panacea will come as no surprise to
anyone who has examined this area.
But his call for all schools to be supported
in embedding clear, stable, long-term
programmes of activities which are
understood by teachers, pupils, parents
and employers alike, is compelling.
What is desirable
to users
Numerous other reports, issued
before and since mine, have been heavily
critical of career guidance provision in this
country. Yet the situation has certainly not
improved and, with employers reporting
difficulties in filling skilled job vacancies
at a time when high levels of youth
unemployment persist, the need to
take sustained action to improve career
guidance is more pressing than ever. But
blame for the undoubted shortcomings
in career guidance cannot be laid at the
feet of the current government alone.
Over the last 30 years governments
of every hue, while reorganising and
renaming the system, have spectacularly
failed to take the actions necessary to
improve the quality and consistency of
career guidance provision for all young
people. It is an appalling history which
reflects well on no-one.
nst this background that,
y charitable foundation,
mmissioned Sir John Holman
CREATING
THE
NEED TONEW,
TAKE
•
SUSTAINABLE
JOBSTO
SUSTAINED
ACTION
AND
INCREASED
IMPROVE
CAREER
GUIDANCE
•
INCOMES
IN
IS MORE
PRESSING
EAST
AFRICA’S
THAN
EVER
INDUSTRIES
•
OF THE FUTURE
03
What is
possible
with
technology
• The Gatsby Foundation and the UK Department for International
Development are establishing Msingi to catalyse the development
and increased competitiveness of new and existing sectors across
East Africa. Msingi is envisioned to be a multi-decade East African
organisation, working towards the structural transformation of the
region’s economies over the long-term.
C ATA LY S I N G T H E G RO W T H A N D I N C R E A S E D C O M P E T I T I V E N E S S O F
N E W A N D E X I S T I N G H I G H - P OT E N T I A L I N D U S T R I E S
ABOUT MSINGI
David Sainsbury
Settlor
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THE CORE FUNDERS
G AT S B Y F O U N DAT I O N
DFID
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G AT S B Y F O U N DAT I O N
• David Sainsbury established the Gatsby Charitable Foundation
as an endowed grant-making trust in 1967. He has since given it
over £1billion to distribute to charitable causes. Gatsby acts as the
enabler for projects across a small number of areas, mostly focused
on economic development and science and innovation.
• Gatsby has funded and implemented programmes in Africa
since 1985. It has a strong history in technology transfer and
agricultural development. More recently it has focused its
portfolio around a series of ambitious sector development
programmes across East Africa.
• Gatsby targets high potential sectors where growth could benefit
large numbers of the people and where the pre-conditions for
change - such as private sector momentum, political support and
local champions - are in place. It partners with key private sector
players and relevant public institutions to identify and tackle the
constraints across the whole sector - including in supportive markets
and the policy environment - which are holding it back. Across East
Africa, Gatsby has set up, funded and run programmes in the cotton,
textiles, forestry and tea sectors.
• Gatsby has a strongly private sector-oriented skillset and culture.
It takes an analytical, business-like approach, while also remaining
pragmatic, thinking long-term and seeking ambitious levels of
change. Gatsby benefits from political understanding and extensive
local networks and experience on the ground, having founded six
independent institutions in Africa over the past two decades.
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L O R D S A I N S B U RY
• David Sainsbury began his professional career when he joined the
UK retailer J Sainsbury plc in 1963. He was Finance Director from
1973-1990 and Chairman from 1992-1998.
• In October 1997 he was made a life peer, becoming Lord
Sainsbury of Turville.
• He left J Sainsbury in 1998 after being appointed as Minister
of Science and Innovation in the UK Government. He had
responsibility for the Office of Science and Technology, Innovation,
Space, the Bioscience and Chemical Industries, and the Patent Office.
• In November 2006 he left government to concentrate on
his business interests and philanthropy, playing an increasingly
engaged role with African presidents and ministers over Gatsby’s
programmes in Africa.
• In 2007 he produced a review of the UK Government’s science and
innovation policies: “The Race To The Top.” In 2013 he published
“Progressive Capitalism: How to Achieve Economic Growth, Liberty
and Social Justice”.
• He was elected Chancellor of the University of Cambridge in 2011
and is the founder and chair of the UK’s Institute for Government.
He has also served as Chairman of the Governing Body of the
London Business School (from 1991-1998) and a member of the
IPPR Commission on Public Policy and British Business (1995-1997).
• He read History and Psychology at King’s College, Cambridge and
gained an M.B.A. from the Columbia Graduate School of Business in
New York in 1971.
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D E PA RT M E N T F O R
I N T E R N AT I O N A L D E V E L O P M E N T
• The Department for International Development (DFID) is a UK
government department responsible for administering overseas
aid. Its goal is “to promote sustainable development and eliminate
world poverty”.
• DFID is responsible for:
– honouring the UK’s international commitments and taking action
to achieve the Millennium Development Goals;
– making British aid more effective by improving transparency,
openness and value for money;
– targeting British international development policy on economic
growth and wealth creation;
– improving the coherence and performance of British
international development policy in fragile and conflict-affected
countries;
– improving the lives of girls and women through better education
and a greater choice on family planning;
– preventing violence against girls and women in the developing
world;
– helping to prevent climate change and encouraging adaptation
and low-carbon growth in developing countries.
• In 2013-14, DFID made economic development a key priority: it
published the Economic Development Strategic Framework and
used a wider array of instruments to stimulate investment that
reduces poverty through jobs – raising incomes for individuals
through employment, and providing tax receipts for governments
to fund services such as health and education research.
• Gatsby and DFID have worked together a number of times, including
on programmes to develop the Tanzanian cotton and forestry
sectors, and to set-up an independent institution in Kenya dedicated
to local sector development. Gatsby and DFID are currently
working together on aiding a major greenfield investment in the
Tanzanian tea sector by a multinational company.
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POSITION
S P E C I F I C AT I O N
ROLE & RESPONSIBILITIES
EXPERIENCES & COMPETENCIES
D E S I R E D P E R S O N A L Q UA L I T I E S
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ROLE &
RESPONSIBILITIES
KEY AREAS OF RESPONSIBILITY WILL
INCLUDE BUT NOT BE LIMITED TO:
STRATEGY FORMULATION & IMPLEMENTATION
• Lead the development and refinement of Msingi’s strategy.
• Prioritise and identify Msingi’s focus industries and develop requisite strategies.
• Develop annual budgets and long-range plans to deliver on Msingi’s mission,
vision and values.
OPERATIONS & ADMINISTRATION
• Ensure Msingi is prudently managed with strong financial management in place.
• Ensure all appropriate operational processes and procedures are developed and
implemented – including appropriate risk management.
• Provide the financial and impact reporting required by the Board.
PEOPLE LEADERSHIP
• Determine staffing requirements and lead the recruitment and selection of staff.
• Establish a positive, supportive and inspiring work environment.
BOARD MANAGEMENT
• Consult closely with the Board to develop and approve strategy, and work with them
to implement Msingi’s operational development.
• Ensure the effective operation of the Board and Board committees to deliver on the
key strategic decisions relating to industry prioritisation and investment decisions.
• Provide on-going management reports to the Board on activities and achievements.
FUNDING
• Maintain a strong and highly aligned relationship with the core stakeholders –
Gatsby and DFID.
• Lead the development of relationships with potential additional co-funders in
conjunction with the Chair and core stakeholders.
EXTERNAL STAKEHOLDER ENGAGEMENT
• Establish excellent working relationships and collaborative arrangements with all
stakeholders, including Msingi’s funders, governments, key industry players, and
other organisations.
• Alongside the Chair of the Board, act as a spokesperson for Msingi.
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EXPERIENCES &
COMPETENCIES
INDUSTRY KNOWLEDGE
• A minimum of 20 years’ relevant experience, primarily within industry in East Africa
(preferably in manufacturing or agri-business) with at least 5 years as CEO of a major
East African business. In particular, the candidate should have:
• An outstanding and demonstrable track record of achievement in driving the
profitable growth of a business;
• Ideally, experience in an innovative or high growth industry;
• Ideally, experience of leading the adoption of new innovation and technologies
within East Africa.
COMMERCIAL MANAGEMENT EXPERIENCE
• Successful experience in managing rapid growth within a business.
• Experience of developing operating processes and procedures that enable success, and
evolving these as the organisation grows.
• Experience of building a high calibre and successful team, and nurturing and building
organisational capabilities.
• Experience of ensuring robust financial management, tax and legal compliance, and risk
mitigation processes are in place.
MARKET DEVELOPMENT
• Market development experience – this may include working to support the
overall development of a particular industry or to support economic development
more generally.
BOARD ENGAGEMENT
• Experience of working as a board member or with reporting to high calibre boards.
EAST AFRICAN AND INTERNATIONAL NETWORKS
• Well-developed networks across East Africa and beyond among industry leaders and
in government.
• Networks to key international industries in manufacturing and/or agro-business
also preferred.
AN EAST AFRICAN BACKGROUND
• Fluency in English and Swahili.
• East African nationals, with a commitment to the region as a whole, are very strongly
preferred for both the CEO and Chair positions.
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DESIRED
P E R S O N A L Q UA L I T I E S
COMMERCIAL ACUMEN
• Ability to view situations from a commercial perspective, bringing an understanding of
the business opportunities they create.
STRATEGIC ORIENTATION
• Ability to make a major contribution to the strategic direction of Msingi and to
deliver on the desired strategic destination while retaining commitment to the highest
standards of integrity, professionalism, governance and reporting. At home with
complexity and ambiguity.
RESULTS ORIENTATION
• Strong bias for action, results and impact. Driving for success and continuous improvement
by translating ambitious strategic goals into practical and implementable actions.
TEAM BUILDER
• A proven track record of successfully sourcing developing, nurturing and inspiring
management teams to deliver the tangible results set out in the strategy, long range
plans and budgets.
LEARNING & ADAPTABILITY
• A demonstrable ability to manage highly complex working dynamics and challenges.
Able to adapt rapidly to new technical areas and management challenges.
INNOVATION & RISK
• Flair for innovation and comfort with calculated risks.
VALUES DRIVEN
• Strongly ethical; integrity beyond question; aligned with Msingi’s mission.
COLLABORATIVE
• Team player at ease working with others towards a common vision.
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G AT S B Y & D F I D
EXECUTIVE SEARCH TEAM
JUSTIN HIGHSTEAD
ANDREW SMITH
R O B E RT J E N K I N S
RICHARD R. KISANG’
TIM LAMONT
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G AT S B Y & D F I D
EXECUTIVE SEARCH TEAM
JUSTIN HIGHSTEAD
GATSBY AFRICA – EXECUTIVE DIRECTOR
Justin has been with Gatsby for seven years, building and leading the Africa team and
restructuring the portfolio. He previously spent five years with DFID as a Private
Sector Development (PSD) Advisor working on economic growth – largely focused
on approaches to catalysing innovation and sector development. Justin also spent five
years with Accenture in the UK including work with private sector and government on
restructuring markets to benefit consumers. He has worked across Africa and Asia.
ANDREW SMITH
GATSBY AFRICA – MSINGI PROGRAMME DIRECTOR
Andrew is the Gatsby Africa Programme Director responsible for the design, set up and
incubation of Msingi. Prior to joining Gatsby, Andrew had a 14-year career working with
PricewaterhouseCoopers (PwC) focused on PSD – work in Africa included value chain
projects for Coca-Cola, SABMiller and the global tea industry, and supporting aid agencies
to deliver PSD projects, including acting as Deputy Director for DFID’s Business Innovation
Facility. Andrew also spent 6 months as a management advisor in the Ethiopian civil service.
ROBERT JENKINS
GATSBY AFRICA – INVESTMENT DIRECTOR
Robert joined Gatsby in 2014 to give investment advice across the portfolio. He has 30
years’ private equity experience as a founding partner of Phildrew Ventures, which invested
over 1 billion dollars across five funds and was acquired by UBS in 2000. Over the last
10 years Robert has: worked as a Director of Bridgepoint Capital; assisted Jacana, a subSaharan African venture capital business, as a mentor and Investment Director in East Africa;
and secured an MSc in Development Economics from SOAS.
RICHARD R. KISANG’
GATSBY AFRICA – MSINGI INSTITUTIONAL DEVELOPMENT LEAD
Richard leads on issues including Msingi’s governance and organisation design. Prior to
joining the team in 2014, Richard spent four years with PwC as a management consultant,
working mainly with governments and international development agencies and leading
institutional development projects for DFID, USAID and DANIDA among others. He
also spent four years with Deloitte as a risk and governance consultant. He has extensive
experience working in East and Southern Africa.
TIM LAMONT
DFID – SENIOR GROWTH, TRADE & INVESTMENT ADVISER
Tim has been with DFID for 12 years and is currently based in Dar es Salaam as Africa
Regional Department’s senior adviser on trade and regional economic integration issues.
He sits on the apex governance body of TradeMark East Africa, and also covers DFID’s
support to the regional food markets (FoodTrade) and financial sector deepening (FSD
Africa) programmes. During his career in both DFID and private consultancy, Tim has spent
over 19 years based in East Africa working on growth and economic development.
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EXECUTIVE SEARCH
C O N S U LTA N T S
SUSAN GITHUKU
CHRISTINE NJAMBI
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S E A R C H C O N S U LTA N T S
SUSAN GITHUKU
FOUNDER & CEO OF HUMAN PERFORMANCE DYNAMICS AFRICA
HPD Africa offers innovative “21st century” organisational and people solutions across the
continent and the Middle East. Susan leads Executive Recruitment, Executive Coaching
Organisational Effectiveness solutions for clients. Before establishing HPD Africa, Susan worked
at the Coca-Cola Company and was until December 2008 the Eurasia & Africa Group
Director for Coca-Cola University. Prior to this role, she served as the Coca-Cola Africa
Group HR Director. She sits on the Boards of East Africa Breweries and UAP Insurance.
Email Address: [email protected] - Cell: +254 716 624 932 | +254 716 584 611
CHRISTINE NJAMBI
MANAGEMENT CONSULTANT & HEAD OF RECRUITMENT, HPD AFRICA
Christine is a seasoned HR practitioner with experience spanning over ten years in Talent
Acquisition, Executive Sourcing, HR Outsourcing and Relationship Management. She
previously worked at Preferred Personnel Africa, a Human Resource consulting firm as a
Senior Recruitment Officer. Through integration of best practices and effective recruitment
and selection tools and methodologies, she has over the years successfully delivered on
recruitment assignments from entry to executive level positions for global brands. Email Address: [email protected] - Cell: +254 716 624 932 | +254 716 584 611
Applicants who are confident they meet the
selection criteria should contact Susan Githuku
Email Address: [email protected]
Cell: +254 716 624 932 | +254 716 584 611
HUMAN PERFORMANCE DYNAMICS AFRICA
214 Eaton Place- Village Market -United Nations Crescent
Po Box 1516 - 00621 Nairobi, KENYA
General Telephone Line: + 254 20 514 7033/34 Cell: +254 716 624 932 | +254 716 584 611
Email: [email protected]