The International Water Association has been trying to address the intrinsic interest from various entities to know the human resources requirements to meet the Millennium Development Goals (MDG) for water, sanitation and hygiene (WASH) in the same that the World Health Organisation (WHO) and the United Nations Educational and Scientific and Cultural Organization (UNESCO) have done for health and education in 2006 and 2008, respectively. The assessment is aimed at determining the required numbers of staff, qualifications and their practical experience. The exercise that was carried out in Mozambique followed a methodology that was developed after a piloting period and process in five countries (Bangladesh, Mali, South Africa, Timor-Leste and Zambia) and it is aimed at: (a) assessing the current and future demand for human resources, competences in water and sanitation in Mozambique to meet a) MDG goals and b) universal access; (b) reviewing the competences (skills and knowledge) being made available through existing project specific training, technical colleges and universities and colleges, NGOs and through any other means; and (c) proposing capacity development recommendations (or strategy) to meet demand for qualified and competent personnel in the short and medium term, and propose ideas to meet the existing short term supply and ‘human resource gap’. The study covered six main areas interlinked among themselves: 1) A calculation of existing (2010) and future populations (2015) mainly based on data projected from the national census (INE, 2007) using the official statistics; 2) A calculation of existing and future coverage and requirements for WATSAN facilities based on targets established by the GOM for meeting the MDG and the assessments made (2009/2010) about the achievement of such targets; 3) Estimating existing and future human resource (HR) demand on the basis of HR required to perform the various WASH functions in relation to units of 10,000 people; 4) Establishment of existing HR capacity in the sector based on a sample of the HR structure characterizing the three main organizations, i.e. NGOs/CBOs, private and public; 5) Assessment of the supply of HR using the data from education and training institutions that provide capacity building to WASH personnel; 6) Quantifying the shortages and assessing the gaps as a result of combining all the data used in previous areas of study.