This section details the methodology applied to estimate the financial impact of the roadmap implementation in terms of human resources, considering the type of skills required, for how long they are needed, their location or the level of experience.

• Produce an estimate of HR needs, solution by solution, as well as cross-cutting HR needs supporting the implementation of the roadmap, such as a position of “Programme Manager, environment and sustainability”.
  
  This includes going through different questions:
  
  • Is this resource needed one-off (to create new policies or make technical assessments for instance) or recurring (e.g. for maintenance of solar panels)?
  • Is this resource located in headquarters, in regional hubs or on the field?
  • Is this a junior or senior position?

• Perform an analysis of the best way to staff the identified needs:
  • “Build”: the additional workload linked to climate solutions implementation can be managed within the current staffing structure. There are no new recruitments, but there may be a need for some training (and associated costs).
  • “Bridge”: additional workload cannot be managed within the current staffing structure, but it is possible to redeploy existing employees towards new tasks and responsibilities. Similarly, there are no new recruitments. There is most likely a need for training (and associated costs).
  • “Borrow”: there is a short-term need which cannot be filled within the existing staffing structure, either due to workload or absence of specific skills. Organisations can recruit consultants or short-term contracts for instance.
  • “Buy”: the new tasks and responsibilities are long-term or ongoing and cannot be filled by existing employees. There is a need to invest in new positions.