Difference between pages "Comprehensive Agency Assessment June 2010" and "History of the Peace Corps in Peru"

From Peace Corps Wiki
(Difference between pages)
Jump to: navigation, search
m (1 revision imported)
 
m (added History_of_the_Peace_Corps_by_country template)
 
Line 1: Line 1:
{{Comprehensive Agency Assessment June 2010}}
+
{{History_of_the_Peace_Corps_by_country}}
  
==Table of Contents==
 
  
=== I. EXECUTIVE SUMMARY ===
 
**A. A VISION FOR THE PEACE CORPS AT FIFTY ......... 1
 
**B. THE PEACE CORPS’ MISSION AND THREE GOALS ............. 2
 
**C. THE AGENCY ASSESSMENT........... 2
 
***C.1. Background .................. 2
 
***C.2. Assessment methodology....... 3
 
***C.3. Organization of the report .. 3
 
=== II. VISION ===
 
**A. VISION FOR THE PEACE CORPS AT FIFTY ............................................................... 5
 
**B. THE PEACE CORPS’ MISSION AND THREE GOALS ................................................ 6
 
**C. LESSONS LEARNED: CRITICAL ELEMENTS OF A STRATEGY FOR THE PEACE CORPS.............................................. 6
 
***C.1. Meaningful work.......................... 7
 
***C.2. Partner .......................................... 7
 
***C.3. Niche ............................................ 7
 
***C.4. Volunteers .................................... 7
 
**D. THE PEACE CORPS’ SIX POINT STRATEGY ............................................................. 7
 
**E. NEW STRATEGIES TO MAGNIFY PEACE CORPS’ PRESENCE, IMPACT AND REACH............................................. 8
 
**F. IMPLEMENTATION..................... 16
 
**G. PLAN OF ACTION........................ 16
 
**H. SUMMARY OF FINDINGS, RECOMMENDATIONS, AND STRATEGY FOR IMPLEMENTATION..................... 18
 
  
=== III. BACKGROUND AND ASSESSMENT METHODOLOGY ===
 
**A. THE PEACE CORPS – A BRIEF HISTORY ................................................................. 21
 
***A.1. Introduction ................................ 21
 
***A.2. Volunteer activities by program area .......................................................................... 22
 
**B. THE PEACE CORPS’ RELEVANCE IN TODAY’S WORLD ..................................... 25
 
**C. THE IMPACT OF FUNDING ON THE AGENCY’S OPERATIONS........................... 26
 
**D. THE AGENCY-WIDE ASSESSMENT .......................................................................... 28
 
***D.1. Introduction ................................ 28
 
***D.2. Methodology .............................. 28
 
***D.3. The assessment team .................. 30
 
***D.4. The agency assessment advisory committee ............................................................... 32
 
***D.5. The independent review process  32
 
===IV. ADJUSTING VOLUNTEER PLACEMENT===
 
**A. DESCRIPTION OF THE CURRENT PROCESS ........................................................... 35
 
***A.1. Introduction ................................ 35
 
***A.2. Overview of the decision making process................................................................... 35
 
***A.3. Entry or re-entry into a country.. 36
 
***A.4. Allocating Volunteer and other resources among Peace Corps countries ................... 38
 
***A.5. Country closures and suspensions in the last ten years ............................................... 39
 
***A.6. Reflecting priority United States interests................................................................... 40
 
***A.7. Country need versus Volunteer and other resource allocation .................................... 43
 
***A.8. Meeting country needs – measuring impact................................................................ 45
 
***A.9. Conclusions ................................ 45
 
**B. RECENT CHANGES ..................... 49
 
***B.1. The Office of Global Operations 49
 
***B.2. Improvements to the Integrated Planning and Budgeting System (IPBS)................... 50
 
**C. SUMMARY OF FINDINGS, RECOMMENDATIONS, AND STRATEGY FOR IMPLEMENTATION..................... 50
 
***C.1. Summary of findings and recommendations............................................................... 50
 
***C.2. Strategy for implementation of the recommendations................................................. 52
 
  
===V. STRENGTHENING MANAGEMENT AND INDEPENDENT EVALUATION AND OVERSIGHT===
 
  
====PART A: STRENGTHENING MANAGEMENT ====
+
The Peace Corps first opened a program in Peru in 1962.  Over the next 13 years, some 2,600 Volunteers worked in health and nutrition, city planning, social work, agricultural extension, agricultural cooperatives, savings and loan associations, elementary and secondary education, community development, and earthquake reconstruction (after the severe earthquake and landslide of 1970). The Peace Corps had a main office in Lima and regional offices in Puno, Cuzco, Chimbote, and Arequipa. Peace Corps’ departure from Peru in 1975 was due to political and economic instability.
  
**A. DESCRIPTION OF THE CURRENT PROCESS ........................................................... 55
+
In 2001, then-President Alejandro Toledo invited the Peace Corps to return. As well as seeing Peace Corps as part of his development plan for the country, President Toledo had a personal relationship with the Peace Corps. When he was young, his family had hosted a Volunteer in their home in Chimbote. Volunteers taught him English and were instrumental in his attending college and graduate school in the United States. President Toledo also worked at the Peace Corps training center in California, teaching Spanish while he was going to college.  
***A.1. The agency’s Strategic Planning Process .................................................................... 55
 
***A.2. Resource allocation within the agency ........................................................................ 58
 
***A.3. Human resources management .................................................................................... 61
 
***A.4. Consistency in management practices ......................................................................... 69
 
**B. SUMMARY OF FINDINGS, RECOMMENDATIONS, AND STRATEGY FOR IMPLEMENTATION ...................................................................................................... 71
 
***B.1. Summary of findings and recommendations ............................................................... 71
 
***B.2. Strategy for implementation of the recommendations................................................. 73
 
  
====PART B: THE FIVE-YEAR RULE====
+
Teams from Peace Corps headquarters made assessment visits to Peru in late 2001 and early 2002, and a country agreement was signed in Lima on March 23, 2002. The Peace Corps was represented by its then-director, Gaddi Vasquez. Staff was deployed to Lima in May 2002. The first four Volunteers, third-year transferees from other Latin American countries, arrived in August 2002. They were followed by the first new group of Volunteers, who arrived for training in November and were sworn-in in February 2003. A second group arrived in September 2003. Since then, two new groups of trainees arrive to serve in Peru each year.  
**A. BACKGROUND ............................................................................................................. 77
 
***A.1. Introduction ................................................................................................................. 77
 
***A.2. Legislative history ....................................................................................................... 78
 
***A.3. Benefits and challenges of the five-year rule .............................................................. 79
 
***A.4. Tools available to manage challenges of the five-year rule ........................................ 85
 
**B. RECENT CHANGES ...................................................................................................... 87
 
***B.1. Legislation ................................................................................................................... 87
 
***B.2. Agency efforts to minimize negative impacts ............................................................. 87
 
***B.3. Studies and assessments .............................................................................................. 87
 
***B.4. Changes to implementation of the five-year rule ........................................................ 88
 
*C. SUMMARY OF FINDINGS, RECOMMENDATIONS, AND STRATEGY FOR IMPLEMENTATION ...................................................................................................... 89
 
***C.1. Summary of findings and recommendations ............................................................... 89
 
***C.2. Strategy for implementation of the recommendations................................................. 91
 
  
====PART C: STRENGTHENING EVALUATION AND OVERSIGHT ====
 
**A. DESCRIPTION OF THE CURRENT SYSTEM ............................................................. 95
 
***A.1. Monitoring and evaluation tools .................................................................................. 95
 
***A.2. Offices engaged in project evaluation and oversight ................................................... 98
 
***A.3. The Inspector General’s oversight .............................................................................. 98
 
***A.4. Office of Chief Compliance Officer .......................................................................... 100
 
**B. RECENT CHANGES .................................................................................................... 100
 
**C. SUMMARY OF FINDINGS, RECOMMENDATIONS, AND STRATEGY FOR IMPLEMENTATION .................................................................................................... 101
 
***C.1. Summary of findings and recommendations ............................................................. 101
 
***C.2. Strategy for implementation of recommendations .................................................... 103
 
  
===VI. IMPROVING THE RECRUITMENT AND SELECTION PROCESS===
 
**A. DESCRIPTION OF THE CURRENT PROCESS ......................................................... 105
 
***A.1. Overview of the Volunteer delivery system .............................................................. 105
 
***A.2. Offices involved in the Volunteer delivery system ................................................... 106
 
***A.3. Implementing a new recruitment strategy for skilled and highly skilled Volunteers 108
 
***A.4. Diversity recruitment ................................................................................................. 109
 
***A.5. Marketing .................................................................................................................. 110
 
***A.6. Improving the application and selection process ....................................................... 111
 
***A.7. Recommendation for improving the application process .......................................... 116
 
**B. RECENT CHANGES .................................................................................................... 117
 
***B.1. Sector recruitment specialists .................................................................................... 117
 
***B.2. Field based recruiters ................................................................................................ 117
 
***B.3. Volunteer delivery system modernization and re-design .......................................... 117
 
**C. SUMMARY OF FINDINGS, RECOMMENDATIONS, AND STRATEGY FOR IMPLEMENTATION........... 118
 
***C.1. Summary of findings and recommendations ............................................................. 118
 
***C.2. Strategy for implementation of the recommendations............................................... 119
 
  
===VII. MEDICAL CARE OF VOLUNTEERS ===
+
===History and Future of Peace Corps Programming in Peru ===
**A. DESCRIPTION OF THE CURRENT PROCESS ......................................................... 121
 
***A.1. Providing health care to Volunteers .......................................................................... 121
 
***A.2. The Office of Special Services .................................................................................. 121
 
***A.3. The Office of Medical Services ................................................................................. 122
 
***A.4. In-Country Volunteer Health Program ...................................................................... 123
 
***A.5. Volunteer satisfaction with the health system ........................................................... 123
 
***A.6. Quality of the Volunteer health system ..................................................................... 126
 
**B. RECENT CHANGES .................................................................................................... 127
 
**C. SUMMARY OF FINDINGS, RECOMMENDATIONS, AND STRATEGY FOR IMPLEMENTATION .. 129
 
***C.1. Summary of findings and recommendations ............................................................. 129
 
***C.2. Strategy for implementation of recommendations .................................................... 130
 
====PART A: VOLUNTEER TRAINING ====
 
**A. DESCRIPTION OF THE CURRENT PROCESS ......................................................... 131
 
***A.1. Introduction ............................................................................................................... 131
 
***A.2. Types of training ....................................................................................................... 131
 
***A.3. Training staff ............................................................................................................. 134
 
***A.4. Core technical training across posts .......................................................................... 135
 
***A.5. Providing for quality Volunteer learning .................................................................. 137
 
**B. RECENT CHANGES .................................................................................................... 137
 
***B.1. Training design and evaluation ................................................................................. 137
 
***B.2. Behavior change intervention .................................................................................... 138
 
***B.3. Measuring training effectiveness ............................................................................... 138
 
**C. SUMMARY OF FINDINGS, RECOMMENDATIONS, AND STRATEGY FOR IMPLEMENTATION .. 139
 
***C.1. Summary of findings and recommendations ............................................................. 139
 
***C.2. Strategy for Implementation of the recommendations .............................................. 141
 
====PART B: STAFF TRAINING====
 
**A. DESCRIPTION OF THE CURRENT PROCESS ......................................................... 145
 
***A.1. Structure of overseas staff ......................................................................................... 145
 
***A.2. Overseas training for country directors, program and training staff, and administrative officers ..................... 146
 
***A.3. Staff orientation and development beyond OST ....................................................... 146
 
***A.4. Internal Management Assessment of the Center for Field Assistance and Applied
 
Research .................................................................................................................... 147
 
***A.5. Headquarters staff orientation and training ............................................................... 148
 
**B. RECENT CHANGES .................................................................................................... 148
 
***B.1. Office of Program and Training Support ................................................................... 148
 
***B.2. The continuum of learning ........................................................................................ 149
 
***B.3. The Global Online Village ........................................................................................ 150
 
***B.4. Staff development ..................................................................................................... 151
 
**C. SUMMARY OF FINDINGS, RECOMMENDATIONS, AND STRATEGY FOR IMPLEMENTATION .. 152
 
***C.1. Summary of findings and recommendations ............................................................. 152
 
***C.2. Strategy for implementation of the recommendations............................................... 153
 
  
===IX. COORDINATING WITH INTERNATIONAL AND HOST COUNTRY DEVELOPMENT ORGANIZATIONS===
+
Peru is a poor country with significant development challenges. According to USAID, 48 percent of the population lives below the official poverty line (U.S. $58 per month), with 18 percent living in extreme poverty (under U.S. $32 per month). Peru is plagued by high unemployment (around 10 percent) and underemployment (estimated at 43 percent). Health indicators show that large sectors of the population suffer from nutritional deficiencies (24 percent of children are chronically malnourished), a high infant mortality rate (43 per 1,000 in rural areas), and limited access to basic healthcare services.  
**A. DESCRIPTION OF THE CURRENT PROCESS ......................................................... 155
 
***A.1. Introduction ............................................................................................................... 155
 
***A.2. Types of agreements .................................................................................................. 155
 
***A.3. The Peace Corps’ management of agreements .......................................................... 160
 
**B. RECENT CHANGES .................................................................................................... 163
 
***B.1. A new perspective on partnerships ............................................................................ 163
 
**B.2. The growth task force ................................................................................................ 163
 
***B.3. The Office of Inter-Governmental Affairs ................................................................ 165
 
***B.4. The Office of Overseas Programming and Training Support .................................... 166
 
***B.5. The Office of Public Engagement ............................................................................. 167
 
**C. SUMMARY OF FINDINGS, RECOMMENDATIONS, AND STRATEGY FOR IMPLEMENTATION ... 167
 
***C.1. Summary of findings and recommendations ............................................................. 167
 
***C.2. Strategy for implementation of the recommendations............................................... 169
 
  
===X. LOWERING EARLY TERMINATION RATES ===
+
Although Peruvians take pride in their country’s rich biodiversity, in practice there is little environmental ethic. Few activities are being implemented to preserve natural resources, and in some cases severe degradation is taking place.  
**A. DESCRIPTION OF THE CURRENT PROCESS ......................................................... 171
 
***A.1. Types of early termination ........................................................................................ 171
 
***A.2. Measurement of attrition ........................................................................................... 171
 
***A.3. Differences among the three measures ...................................................................... 172
 
***A.4. Trends in early termination/resignation rates ............................................................ 173
 
***A.5. Volunteer resignations ............................................................................................... 175
 
***A.6. Managing resignations .............................................................................................. 177
 
***A.7. Understanding what resignation rates measure ......................................................... 178
 
***A.8. Resignations and country director and post performance .......................................... 179
 
***A.9. Resignations and Volunteer impact ........................................................................... 179
 
***A.10. Controllable resignation rates .................................................................................... 179
 
***A.11. Previous task force studies on reducing resignation rates ......................................... 180
 
**B. RECENT CHANGES .................................................................................................... 181
 
***B.1. Encouraging extensions ............................................................................................. 181
 
***B.2. Expectations management ......................................................................................... 181
 
**C. SUMMARY OF FINDINGS, RECOMMENDATIONS, AND STRATEGY FOR IMPLEMENTATION .. 182
 
***C.1. Summary of findings and recommendations ............................................................. 182
 
***C.2. Strategy for implementation of the recommendations............................................... 183
 
  
===XI. STRENGTHENING THIRD GOAL ACTIVITIES AND REPORTING MECHANISMS ===
+
Youth are seriously affected by Peru’s economic situation.  Many children are sent to the streets to sell candy or find other ways to earn a few coins a day. Facilities that serve orphaned, abandoned, or abused children provide little more than food and shelter, and the residents become instantly unemployed when they leave at age 18. Even among less disadvantaged low-income youth, there is often a feeling of hopelessness and low self-esteem that can lead to drug abuse and crime.  
  
**A. DESCRIPTION OF CURRENT PROCESS .................................................................. 185
+
Based upon these realities, the Peace Corps program in Peru is focused on four sectors: small business development, community health, youth development, and environmental awareness. All Peace Corps activities are directed toward providing people at the community level with the knowledge, tools, and capacities to help them improve their own lives.  
***A.1. Background ............................................................................................................... 185
 
***A.2. Interpreting the third goal .......................................................................................... 185
 
***A.3. Efforts to achieve the third goal ................................................................................ 187
 
***A.4. Monitoring and reporting of current third goal mechanisms of Volunteers and returned Volunteers ................................................................................................................. 195
 
***A.5. Incentives and awards ............................................................................................... 196
 
**B. RECENT CHANGES .................................................................................................... 197
 
***B.1. Significance of the third goal in the coming years .................................................... 197
 
***B.2. Correspondence Match Program ............................................................................... 198
 
***B.3. Integrated Programming and Budget System (IPBS) Process ................................... 198
 
***B.4. Plans for outreach and enhancement from the Office of Public Engagement ........... 198
 
**C. SUMMARY OF FINDINGS, RECOMMENDATIONS, AND STRATEGY FOR IMPLEMENTATION ... 199
 
***C.1. Summary of findings and recommendations ............................................................. 199
 
***C.2. Strategy for implementation of the recommendations............................................... 201
 
  
Also see: [[Acronyms]]
+
In the small business development project, Volunteers help agricultural associations, artisan groups, and other small business owners improve their net incomes by enhancing their marketing links to urban and export markets, and by strengthening their management and accounting practices.  Volunteers also look for creative ways to integrate information technology into small business management.
==ACRONYM LIST==
 
{|
 
|-
 
|AO
 
|Administrative Officer
 
 
 
|-
 
|APCD
 
|Associate Peace Corps Director
 
 
 
|-
 
|APCMO
 
|Area Peace Corps Medical Officer
 
 
 
|-
 
|CD
 
|Country Director
 
 
 
|-
 
|CDA
 
|Country Desk Assistant
 
 
 
|-
 
|CDU
 
|Country Desk Unit
 
 
 
|-
 
|CHOPS
 
|Chief of Operations
 
 
 
|-
 
|CFO
 
|Chief Financial Officer
 
 
 
|-
 
|CIO
 
|Chief Information Officer
 
 
 
|-
 
|COS
 
|Close of Service
 
 
 
|-
 
|CWWS
 
|Coverdell World Wise Schools (program)
 
 
 
|-
 
|EMA
 
|Europe, Mediterranean, and Asia Region
 
 
 
|-
 
|ET
 
|Early Termination
 
 
 
|-
 
|FSN
 
|Foreign Service National
 
 
 
|-
 
|FY
 
|Fiscal Year
 
  
|-
+
In the community health project, Volunteers promote preventive healthcare practices. They train and work side-by-side with community health promoters, health post staff, parents, and community members. Preventive healthcare practices include basic hygiene, nutrition education (including promoting family gardens), disease prevention, and maternal and infant care.
|GAO
 
|General Accounting Office
 
  
|-
+
In the youth development project, Volunteers work with orphanages, centers for street-children, schools, health posts, and other youth-serving organizations in programs to develop vocational skills, self-esteem, life skills, and components of good citizenship.
|GC
 
|General Counsel
 
  
|-
+
In the environmental awareness project, Volunteers work in small towns and rural communities on environmental education, recycling campaigns, and conservation of protected areas.
|HCN
 
|Host Country National
 
  
|-
+
In all its projects, the Peace Corps works closely with Peruvian counterpart agencies to help the agencies achieve their goals. These agencies include government ministries, local municipalities, and a variety of nongovernmental organizations (NGOs).
|HDI
 
|Human Development Index
 
  
|-
+
==Assignment History==
|HRM
 
|Human Resources Management
 
  
|-
 
|IAP
 
|Inter-America and Pacific region
 
  
 +
{| border="1" cellpadding="5" cellspacing="0"
 
|-
 
|-
|IST
+
| align="center" | '''[[Sector]]''' || '''[[Assignment]]''' || '''[[Beg. Yr]]''' || '''[[End. Yr]]'''
|In-service Training
 
 
 
 
|-
 
|-
|IPA
+
| rowspan="4" align="center"| '''[[Agriculture]]'''
|Intergovernmental Personnel Act
+
| [[Ag Economics]]
 
+
| [[2002]]
 +
| [[2003]]
 
|-
 
|-
|IPBS
+
| [[Ag Extension]]
|Integrated Programming and Budget System
+
| [[2002]]
 
+
| [[2005]]
 
|-
 
|-
|IG
+
| [[Apiculture]]
|Inspector General
+
| [[1973]]
 
+
| [[1973]]
 
|-
 
|-
|IT
+
| [[Crop Extension]]
|Information Technology
+
| [[1962]]
 
+
| [[1974]]
 
|-
 
|-
|JCAHO
+
| rowspan="4" align="center"| '''[[Business]]'''
|Joint Commission on Accreditation of Healthcare Organizations
+
| [[Business Advising]]
 
+
| [[1971]]
 +
| [[2007]]
 
|-
 
|-
|KSA
+
| [[Computer Science]]
|Knowledge, Skills, and Abilities Medevac Medical Evacuation
+
| [[2004]]
 
+
| [[2006]]
 
|-
 
|-
|MI
+
| [[Cooperatives]]
|Master’s International (program)
+
| [[1968]]
 
+
| [[1968]]
 
|-
 
|-
|MOA
+
| [[Urban and Regional Planning]]
|Memorandum of Agreement
+
| [[1964]]
 
+
| [[1964]]
 
|-
 
|-
|MOU
+
| rowspan="4" align="center"| '''[[Education]]'''
|Memorandum of Understanding
+
| [[English Teacher]]
 
+
| [[1966]]
 +
| [[1966]]
 
|-
 
|-
|MS
+
| [[Gen. Construction]]
|Manual Section
+
| [[1964]]
 
+
| [[1964]]
 
|-
 
|-
|NGO
+
| [[Industrial Arts]]
|Nongovernmental Organization
+
| [[1967]]
 
+
| [[1971]]
 
|-
 
|-
|OACM
+
| [[Voc. Trainer]]
|Office of Acquisition and Contract Management
+
| [[1970]]
 
+
| [[1970]]
 
|-
 
|-
|OCFO
+
| rowspan="1" align="center"| '''[[Environment]]'''
|Office of the Chief Financial Officer
+
| [[Environmental Ed.]]
 
+
| [[2005]]
 +
| [[2007]]
 
|-
 
|-
|OCIO
+
| rowspan="4" align="center"| '''[[Health]]'''
|Office of Chief Information Officer
+
| [[Envir. and Water Resource]]
 
+
| [[1974]]
 +
| [[1974]]
 
|-
 
|-
|OGO
+
| [[Health Degreed]]
|Office of Global Operations
+
| [[2002]]
 
+
| [[2007]]
 
|-
 
|-
|OMS
+
| [[Health Extension]]
|Office of Medical Services
+
| [[2002]]
 
+
| [[2007]]
 
|-
 
|-
|OPATS
+
| [[Hygiene Ed/Sanitation]]
|Office of Programming and Training Support
+
| [[2002]]
 
+
| [[2002]]
 
|-
 
|-
|OPE
+
| rowspan="1" align="center"| '''[[Other]]'''
|Office of Public Engagement
+
| [[Flexible App]]
 
+
| [[1970]]
 +
| [[1974]]
 
|-
 
|-
|OPSI
+
| rowspan="3" align="center"| '''[[Youth and Community Development]]'''
|Office of Private Sector Initiatives
+
| [[Commun. Serv/Deg.]]
 
+
| [[1963]]
 +
| [[2007]]
 
|-
 
|-
|OSIRP
+
| [[Road Const/Engin.]]
|Office of Strategic Information, Research, and Planning
+
| [[1973]]
 
+
| [[1973]]
 
|-
 
|-
|OST
+
| [[Youth Development]]
|Overseas Staff Training
+
| [[2004]]
 
+
| [[2007]]
 
|-
 
|-
|PCMO
+
|}
|Peace Corps Medical Officer
 
  
|-
 
|PCR
 
|Peace Corps Response
 
 
|-
 
|PCRV
 
|Peace Corps Response Volunteer
 
 
|-
 
|PCT
 
|Peace Corps Trainee
 
 
|-
 
|PCV
 
|Peace Corps Volunteer
 
 
|-
 
|PCVHS
 
|Peace Corps Volunteer Health System
 
 
|-
 
|PCVL
 
|Peace Corps Volunteer Leader
 
 
|-
 
|PEPFAR
 
|President’s Emergency Plan for AIDS Relief
 
 
|-
 
|PSC
 
|Personal Service Contractor
 
 
|-
 
|PST
 
|Pre-Service Training
 
 
|-
 
|PTO
 
|Programming and Training Officer
 
 
|-
 
|QTRS
 
|Quarterly Trainee Report Summary
 
 
|-
 
|RPCV
 
|Returned Peace Corps Volunteer
 
 
|-
 
|RRO
 
|Regional Recruitment Office
 
 
|-
 
|SPA
 
|Small Project Assistance
 
 
|-
 
|S&S
 
|Safety and Security
 
 
|-
 
|STRAT
 
|Strategic Recruiter
 
 
|-
 
|TDY
 
|Temporary Duty
 
 
|-
 
|TEFL
 
|Teaching English as a Foreign Language
 
 
|-
 
|TESL
 
|Teaching English as a Second Language
 
 
|-
 
|TOT
 
|Training of Trainers
 
 
|-
 
|USAID
 
|U.S. Agency for International Development
 
 
|-
 
|USDH
 
|U.S. Direct Hire
 
 
|-
 
|VAC
 
|Volunteer Advisory Committee
 
 
|-
 
|VAD
 
|Volunteer Assignment Description
 
 
|-
 
|VDS
 
|Volunteer Delivery System
 
 
|-
 
|VRS
 
|Volunteer Recruitment and Selection
 
 
|-
 
|VS
 
|Volunteer Support
 
 
|-
 
|V/T
 
|Volunteer/Trainee
 
 
|}
 
  
[[Category:Comprehensive Agency Assessment June 2010]]
+
[[Category:Peru]]

Revision as of 02:20, 13 March 2009

History of the Peace Corps
vvZFOeV9RWw|250}}
Since 1960, when then Senator John F. Kennedy challenged students at the University of Michigan to serve their country in the cause of peace by living and working in developing countries, more than 182,000 Peace Corps Volunteers have served in 138 countries all over the globe.

See also:



The Peace Corps first opened a program in Peru in 1962. Over the next 13 years, some 2,600 Volunteers worked in health and nutrition, city planning, social work, agricultural extension, agricultural cooperatives, savings and loan associations, elementary and secondary education, community development, and earthquake reconstruction (after the severe earthquake and landslide of 1970). The Peace Corps had a main office in Lima and regional offices in Puno, Cuzco, Chimbote, and Arequipa. Peace Corps’ departure from Peru in 1975 was due to political and economic instability.

In 2001, then-President Alejandro Toledo invited the Peace Corps to return. As well as seeing Peace Corps as part of his development plan for the country, President Toledo had a personal relationship with the Peace Corps. When he was young, his family had hosted a Volunteer in their home in Chimbote. Volunteers taught him English and were instrumental in his attending college and graduate school in the United States. President Toledo also worked at the Peace Corps training center in California, teaching Spanish while he was going to college.

Teams from Peace Corps headquarters made assessment visits to Peru in late 2001 and early 2002, and a country agreement was signed in Lima on March 23, 2002. The Peace Corps was represented by its then-director, Gaddi Vasquez. Staff was deployed to Lima in May 2002. The first four Volunteers, third-year transferees from other Latin American countries, arrived in August 2002. They were followed by the first new group of Volunteers, who arrived for training in November and were sworn-in in February 2003. A second group arrived in September 2003. Since then, two new groups of trainees arrive to serve in Peru each year.


History and Future of Peace Corps Programming in Peru

Peru is a poor country with significant development challenges. According to USAID, 48 percent of the population lives below the official poverty line (U.S. $58 per month), with 18 percent living in extreme poverty (under U.S. $32 per month). Peru is plagued by high unemployment (around 10 percent) and underemployment (estimated at 43 percent). Health indicators show that large sectors of the population suffer from nutritional deficiencies (24 percent of children are chronically malnourished), a high infant mortality rate (43 per 1,000 in rural areas), and limited access to basic healthcare services.

Although Peruvians take pride in their country’s rich biodiversity, in practice there is little environmental ethic. Few activities are being implemented to preserve natural resources, and in some cases severe degradation is taking place.

Youth are seriously affected by Peru’s economic situation. Many children are sent to the streets to sell candy or find other ways to earn a few coins a day. Facilities that serve orphaned, abandoned, or abused children provide little more than food and shelter, and the residents become instantly unemployed when they leave at age 18. Even among less disadvantaged low-income youth, there is often a feeling of hopelessness and low self-esteem that can lead to drug abuse and crime.

Based upon these realities, the Peace Corps program in Peru is focused on four sectors: small business development, community health, youth development, and environmental awareness. All Peace Corps activities are directed toward providing people at the community level with the knowledge, tools, and capacities to help them improve their own lives.

In the small business development project, Volunteers help agricultural associations, artisan groups, and other small business owners improve their net incomes by enhancing their marketing links to urban and export markets, and by strengthening their management and accounting practices. Volunteers also look for creative ways to integrate information technology into small business management.

In the community health project, Volunteers promote preventive healthcare practices. They train and work side-by-side with community health promoters, health post staff, parents, and community members. Preventive healthcare practices include basic hygiene, nutrition education (including promoting family gardens), disease prevention, and maternal and infant care.

In the youth development project, Volunteers work with orphanages, centers for street-children, schools, health posts, and other youth-serving organizations in programs to develop vocational skills, self-esteem, life skills, and components of good citizenship.

In the environmental awareness project, Volunteers work in small towns and rural communities on environmental education, recycling campaigns, and conservation of protected areas.

In all its projects, the Peace Corps works closely with Peruvian counterpart agencies to help the agencies achieve their goals. These agencies include government ministries, local municipalities, and a variety of nongovernmental organizations (NGOs).

Assignment History

Sector Assignment Beg. Yr End. Yr
Agriculture Ag Economics 2002 2003
Ag Extension 2002 2005
Apiculture 1973 1973
Crop Extension 1962 1974
Business Business Advising 1971 2007
Computer Science 2004 2006
Cooperatives 1968 1968
Urban and Regional Planning 1964 1964
Education English Teacher 1966 1966
Gen. Construction 1964 1964
Industrial Arts 1967 1971
Voc. Trainer 1970 1970
Environment Environmental Ed. 2005 2007
Health Envir. and Water Resource 1974 1974
Health Degreed 2002 2007
Health Extension 2002 2007
Hygiene Ed/Sanitation 2002 2002
Other Flexible App 1970 1974
Youth and Community Development Commun. Serv/Deg. 1963 2007
Road Const/Engin. 1973 1973
Youth Development 2004 2007