(A0kp)02
BIDP
NOTES OF BIDP BREAKFAST MEETING HELD AT RIVERWALK WIMPY ON 1ST AUGUST, 2006
Present:	D Young	
	Edward Mazhani	
	Bernard Hyde	
	S Kentshitswe	
	G Vlug	

BIDP PPADB policy consideration: categorising of consulting firms
DY noted that some bodies are running on the following premises: Can not do it if you have not done it. Can not get it if you have not got it.
Architects:	Generally not to be boxed in
	Define practical scaling changes.
	Agree realistic processing rates per professional person/technical person.
Quantity Surveyors:	
Engineers:	From prior remark of D Nkala Arup might favour categorizing.
Basis of categorizing:	5 year staff levels?
	Turnover value

Profiles rather than categories (ie information, not prescription)
Principles
Consultants:
Firms can scale up on appointment.
Staff levels over a period can be given for information
Turnover levels over a period can be given for information.
Acknowledgement that project categories do not exclude new work in other categories
Network of persons and firms applied to the particular project
Professional Indemnity insurance relating to projects.
Contractor grading:
Turnover
List and members of equipment
Successful completions; not presently assessed
Personnel
BIDP statement
B Hyde notes:
Ethical base
Protect the public
Promote development of Republic of Botswana citizen, local preference, inclusive, diverse, flexible
More forthright on environment
Looking at the best for Botswana
Looking at how to help government/societies of Botswana policy.
Not big is beautiful
Skills base
Exchange of data ( open, harmonised)
Large (firms) less flexible, less efficient, ending foreign owned
Procurement system by tenders:
Completion between big and small firms: current system favours large firms.
B Hyde note on self-selection as a way of picking items to bid
Categorise by ability to call on requisite word legally required skills
Client advisory service/BIDP as a procurer
Large firms: staff turnover, long term responsibility of individuals on short contracts.
Cost of employing inexperienced person could be balanced by ie PI insurance.
Information on past performance
What is PI charge for different levels of experience
Appropriate levels of PI insurance, levels for each and every claim, own contribution: surety or guarantee.
Value for money: failures in system in other countries.
Transparency: awards reasons for awards required by act but not published.
David Young	
Secretary, BIDP	
		Fax	Email
Cc:	E T Mazhani - President		
	D Young - Secretary		
	B Hyde - Vice President	392 7764	bhyde@mega.bw
	G Vlug - Treasurer	533 7249	vlug@mega.bw
	S Kentshitswe	397 1710	zmckbot@info.bw
	T Rantshilo	395 8033	archcollabo@mega.bw
	L Hutchings	318 2016	randyb@info.bw
	A Chiwila	318 2073	acconsult@mega.bw
	B Bale	393 5353	keboife@yahoo.com
	P Shah	397 3203	
	File

2006-08-28T09:53:03