BIGD’s staff  are drawn from the social science disciplines with excellent credentials.As a key institute working on governance and development in Bangladesh, BIGD attracts and employs a good number of qualified people who are working in different departments of the institute. To retain staffs and to enhance the quality of work from the staffs, the institute understands that staff capacity building should be a core area of its concentration. BIGD is aware of the fact that that enhancement of staff capacity in not a ‘one-time’ solution rather it is subject to continuous attention and effort. That is why considerable attention and resources are devoted to staff capacity building at BIGD.

Being the core activity, research receives highest attention at the institutes and it devotes highest attention to build the research capacity of young researchers. Researchers at BIGD are guided and groomed properly to enhance their skills in researches and encouraged to carry out research publications through diverse range of trainings/workshops/certificate courses in Bangladesh and abroad. The capacity building happens in three stages; through mentoring, through training and through exposing. Mentoring plays a primary role in building the research capacity of the young researchers at the Institute. From the very beginning BIGD has been following a system where individual team members received mentoring from senior researchers and other staff of the Institute as well as from renowned researchers and professionals from BRAC University and other public universities while they were working on their respective research projects especially in the two flagship publications namely the State of Governance and State of Cities research along with other research projects. Another important aspect of mentoring comes from the fact that researches are highly encouraged to come up with research ideas of their interest and to pursue research on those themes either individually or in small teams. The individual papers are thoroughly reviewed and once approved, comes under the BIGD working paper series.

The second component of capacity building is training. Based on individual needs and interest along with institutional interest, BIGD sends young staff to attend trainings of different duration in both inside and outside of Bangladesh. The trainings include a variety of subjects including basic research methodology and writing training to sophisticated statistical software training. At the same time, staff are highly encouraged to apply the new skills and knowledge they gained from respective trainings so that they can ensure the maximum use of their time and knowledge.

The next component of capacity building comes from staff’s exposure to different forums both nationally and internationally. BIGD encourage its researchers to present their research works in different conferences and policy meetings as well as to represent BIGD in different stakeholder meetings. Through this, the researchers gain a certain degree of confidence and also can compare their work with that of the others. This helps them to improve their quality of work as well.  

The attention is not only limited to research staff rather it is inclusive to all other staff members as well. BIGD’s admin, finance and communication staffs also receive relevant training to sharpen their skills. Different software training has been attended by the finance staff whereas communication staffs are more exposed to the media linkage and other policy linkage trainings.

-------------