CIMMYT E-News, vol 3 no. 11, November 2006

Ethiopia’s highland maize farmers now have a reason to smile—two reasons, as a matter of fact. Argene and Hora, recently released highland maize varieties, are spurring renewed hope for the country’s agricultural productivity.

Speaking at a farmer field day held in Bu’i, Oromiya, to showcase the new varieties’ performance, Economic Advisor to the Prime Minister, Neway Gebre-Ab, termed the new varieties “a great breakthrough in research,” and said the future for highland farmers looked bright. “There is great enthusiasm; the farmers told us they were expecting a bumper harvest of 7 to 8 tons per hectare this season,” said CIMMYT maize breeder and coordinator of the Highland Maize Project, Twumasi Afriyie.

For several decades now smallholders cropping the highlands of Ethiopia have wanted new, higher-yielding maize varieties. The cool, wet climate is ideal for the crop, yet varieties released in the 1970s and 80s did not fully exploit the benign climate. Indeed, the older varieties have been giving lower and lower yields in successive seasons. The old varieties also take a long time to mature. Today, many farmers here consume their entire crop green, leaving nothing to mature in the field, and thus risking their long-term food security. This long maturity period also means that farmers can grow only one crop each year.

Since 1998 CIMMYT and partners have been working to develop new, high-yielding maize varieties for the highlands. Thousands of parent lines have been tested and bred in a systematic collaboration with researchers in eastern and central Africa, with the work in Ethiopia being achieved in partnership with scientists at the Ambo National Plant Protection Research Center of the Ethiopian Institute of Agricultural Research (EIAR).

Argene and Hora have also been bred to withstand the important pests and diseases in the highlands. The new varieties mature in fewer days, and are stockier than traditional ones, which easily fall over (lodge) during storms or in strong winds.

Afriyie says Oromiya was a logical first home for the improved highland maize. The expansive state spans parts of western, central and southern Ethiopia, and is home to 26 million people. Nearly 90% are rural folk who depend on agriculture.

Higher maize production can make a real difference to the farmers in the region: The versatile crop can be eaten fresh off the cob or dried and pounded into flour to make different dishes. Poorer households are increasingly adding some maize meal to their injera batter (Ethiopia’s best-loved staple, injera is a spongy, fermented flatbread made from teff flour). This is due to teff’s high price. Surplus maize can be dried and stored for later, or sold for cash.

The farmers who are growing the new varieties plan to capitalize fully on the early maturity. “We can practice relay cropping and get two harvests in a season,” said one woman farmer—another double benefit from the new highland maize.

For more information, Twumasi Afriyie (t.afriyie@cgiar.org)

CIMMYT E-News, vol 2 no. 10, October 2005

In Mexico, the wheat of the conquistadors helps scientists in their battle against drought.

Wheat first came to the Western hemisphere with the arrival of the Spanish conquistadors about 500 years ago. Since then, generations of Mexican farmers have tended their wheat fields with traditional varieties that differ little from their forebears by virtue of wheat’s self-pollinating nature. Today, these time-tested wheats represent a new source of genetic diversity that could improve yields in drought-ridden areas by as much as 30 percent.

CIMMYT scientists and their Mexican collaborators have gathered thousands of traditional wheat varieties, called landraces, from diverse locations in Mexico. Farmer and natural selection over five centuries have combined to screen these wheats for drought tolerance under often severe conditions. Researchers are looking to capture the drought adaptive traits of these hearty old-timers and breed them into modern, higher yielding varieties. Of the original 2,100 varietal samples collected, nine are very promising.

“What we found was that the best of these landraces show considerably higher expression for certain drought and heat adaptive traits than common wheat,” says CIMMYT wheat physiologist Matthew Reynolds. “Heat and drought stress often go hand in hand. Hot conditions exacerbate drought by evaporating more moisture from the soil, and when plants are dry their temperature rises. But with these traits, we might be able to increase the potential for yield under drought.” Drought plagues more than half of the wheat area in the developing world and so is a high priority for CIMMYT’s Rainfed Wheat Program.

There is a range of traits that can help wheat plants cope with dry conditions. Early in the season, many of the landraces showed an increased ability to accumulate carbohydrates in their stem, reserves that can be used later when the season gets drier for grain growth or to send roots deeper into the soil in search of water. A vigorous and rapidly growing leaf canopy can shade surrounding soil from the sun’s drying rays, thereby conserving soil moisture. Under stress conditions, the wheat spike can contribute to photosynthesis, which in turn promotes better development of the grain. While all of wheat’s organs can play an important role in producing grain in the face of drought, the root system is probably the most vital.

At a depth of 60-90cm below the soil, landraces had a more extensive root system and thus were able to extract more water out of the soil than common wheat. Not only did the landraces find more water, but they also used it more efficiently. “We found an association in these landraces between increased yield and root length density,” Reynolds says. Where there is a more extensive root system, the wheat is able to draw more water and nutrients out of the soil, increasing grain. Tallied up, the potential yield gain from these landraces may be considerable for farmers in dry areas.

“The next step is introducing these traits into the CIMMYT wheat breeding program,” says Reynolds. “Breeding and physiology work very closely to translate new information like this into useful products as quickly as possible by combining new drought adaptive traits with other traits such as disease resistance, good height, and time to maturity.”

For further information, contact Matthew Reynolds (m.reynolds@cgiar.org).

April, 2004

Although CGIAR centers share common human resources problems, do they communicate with each other and share successful solutions? Now five of them do just that, as partners in the Strategic Advisory Service for Human Resources (SAS-HR), says SAS-HR Director N.P. Rajasekharan.

Representatives from CIAT, CIMMYT, IPGRI, IWMI, and WorldFish attended the first business meeting of the Advisory Group for the SAS-HR from 14–16 April at CIMMYT-Mexico. These five centers and the CGIAR Secretariat are part of an initiative to develop a CGIAR human resources framework and meet management needs. The ultimate goal is to achieve each center’s vision through the development of high caliber, committed, and motivated staff.

“In talking about those common problems we did find a big convergence,” says conference participant Koen Geerts, IPGRI’s Director of Finance and Administration. “Why not exchange information rather than re-inventing wheels…and sometimes the wrong wheels?”

Geerts thinks it was a big accomplishment for the centers to come together and discuss shared problems. He also thinks the SAS-HR will benefit other centers, which may want to join after the group makes progress and produces results.

Sharing Best Practices

A highlight of the conference’s first day was a best practice showcase, where each center presented its most successful human resources strategies. IMWI focused on its implementation of the OneStaff approach, which was also mentioned as one of IPGRI’s strengths; WorldFish explained its job evaluation system; and CIAT presented its use of the Internet for recruitment, occupational health program, and Social Welfare Fund. CIMMYT described its national staff administration, corporate policies, and management of a recent downsizing.

“I think CIAT has got a very sound policy and practice in place covering occupational health and safety,” says conference participant Doug Dunstan in giving an example of how the centers can learn from each other’s best practices. “We can build on their learning and implement many of these things without having to invest huge amounts of time.”

Dunstan, the Associate Director General for Corporate Services at WorldFish, thinks the SAS-HR will help introduce a higher level of equity in the CG system and show that staff members are valuable resources that need to be looked after.

“The main thrust will be one of harmonization and drawing out some very important themes that must permeate all of the CG system,” says Dunstan. He thinks the meeting was productive in defining project focuses and establishing a plan with detailed milestones. The openness and professionalism among participants impressed him, particularly while discussing sensitive issues.

Off to a Rapid Start

Rajasekharan is optimistic that the SAS-HR will help centers attract, motivate, develop, and retain the people who will accomplish center and CGIAR missions. “We want to foster more teamwork, transparency, and inclusiveness within the CGIAR,” he says. “We started looking at strategic issues and common concerns for the centers last December.”

Participating centers save time and costs by sharing ideas, strategies, and solutions. Using staff and management input, they are already defining human resources needs, developing strategies that recognize center diversity and autonomy, creating solutions, and establishing an e-community of HR professionals.

“The advisory group for SAS-HR is on track to address my main expectations,” says CIAT Director General Joachim Voss. “I hope they will help us to create sensible, effective, and cost-saving changes.”

More Effectives and Equity for CGIAR Center Staff

To ensure CGIAR success, centers must display not only excellence in science but also organizational effectiveness, according to CIMMYT Director General Masa Iwanaga, who opened the meeting. Other speakers included the World Bank’s Eric Schlesinger, who talked about 360-degree appraisal, and CGIAR Director Francisco Reifschneider with Ravi Tadvalkar, who addressed developments in the first CGIAR system-wide compensation survey via video.

“People are the foundation of our knowledge-based CGIAR system,” said Reifschneider. He endorsed the “OneStaff” initiative, which aims to create an inclusive and equitable environment for all staff members regardless of employment contract differences. The initiative will promote transparency by providing equal opportunities and clearly explaining benefit differences to staff. It could facilitate movement from National to Regional to International staff categories by clearly defining what is needed for advancement.

Reifschneider observed that OneStaff will “further develop and support the vision and values that SAS-HR participating Centers have for their staff.” He noted that “the concept behind OneStaff requires a gradual transition in the organizations, part of the evolution of the CGIAR System as a whole.”

Many staff members inquire about “what is going on” within an organization, and management has the challenge of finding the best ways to communicate clearly with everyone, says WorldFish Director General Stephen Hall. “We have to work hard to make it clear where the organization is going and what it is trying to do,” says Hall. He also advocates a transparent framework with open terms for compensation and recognition that bases differentiations not on place of birth or recruitment but rather on what people do for the organization.

If staff members want to voice opinions, they can take advantage of another SAS-HR project: a shared website named PeoplePower that has internal and public components. This tool will improve communication among staff members and management at the five centers. The public site will list vacancy postings and CV postings along with explanations of human resource practices and other features. The internal site will help staff share information, make suggestions, post events, and implement on-line processes such as training and opinion surveys. The website’s prototype, which was introduced at the meeting, includes a database for center policies, e-learning tools, and a virtual resource center.

Planning for Change

Although developing new ideas and approaches will not be difficult, says Geerts, the challenge lies in getting people to accept change. He says clinging to an established way of working is a human reaction, and people will only permit change if they believe it is positive.

Dunstan agrees. “Change is a concept which is not readily understood or accepted by a large body of people,” he says. “It’s human nature not to accept initiatives because they are in fact a change from the status quo.”

Geerts sees many best practices emerging from this effort, and he thinks it is vital to think ahead and plan for centers’ needs in five or ten years. “There’s a whole range of crucial HR-related matters on which we need to make progress,” he says. “This is only a start.”

Other meeting participants included Jesús Antonio Cuellar, Carlos Meneses, and Gustavo Peralta from CIAT; Coen Kramer, Martin van Weerdenburg, Marisa De la O, Georgina Becerra, and Patricia Villaseñor from CIMMYT; Khar Hoay Tan from WorldFish; and Griselda Marquez from SAS-HR.

What’s Next?

The next SAS-HR meeting is scheduled for 6-8 June in Colombo, Sri Lanka, at IWMI. IWMI has been working on the OneStaff concept and on the reformation of policies and practices, according to Director General Frank Rijsberman. He believes that the CGIAR can improve impacts in the areas where it works and also its position in the labor market by reforming HR policies

The June meeting will include presentations about the PeoplePower website, mainstreaming Gender and Diversity and knowledge management, results of a CGIAR-wide compensation survey, and a review of the projects. Human resources professionals from non-participating centers are invited to attend. The next SAS-HR Advisory Group meeting will be 25 October in Mexico during the Annual General Meeting.

To foster wider learning within the CGIAR, many SAS-HR meetings and initiatives will be open to all centers. For more information, contact N.P. Rajasekharan.

CIMMYT E-News, vol 3 no. 11, November 2006

A CIMMYT scientist is working to see if instead of replacing old varieties with “new and improved”, it is possible to combine the best of the new while retaining the old.

In the village of Tumbadero, Mexico, adjacent to CIMMYT’s Agua Fría maize research station, the farmers place a very high value on their traditional varieties. The maize they grow has small ears so it does not yield much. What makes each ear special is a long husk that dwarfs it. The village is close to a major transportation route and traders pay a premium for the husks, which are used to wrap one of Mexico’s most famous foods, the tamale. “We make more money selling the husks than we do selling the grain” says Ruben López, a farmer in the village. But he and the other villagers have a problem: storing the ears without their husks is an open invitation to insects to feast on the maize. With so little yield, saving every grain possible for food is extremely important.

Less than a hundred kilometers from Tumbadero is another village—Cañada Rica. It is well off the beaten track and far from traders. Farmers like Eva Cruz care much more about the cooking quality of the maize flour than they do about the husks, which they cannot sell. Eva uses husks as kindling for the fire on which she cooks tortillas each morning. “Our maize makes the best tortillas,” she says. “They are thick and filling, much better than ones you make with maize flour from the store.” But Eva Cruz’s maize is not without problems either. Storage pests attack her harvest regularly, just as they do the maize in Tumbadero.

Clearly the traditional varieties grown by the farmers of these two villages are very different and have been bred by them to meet specific needs. Each variety is also well-adapted to its local environment. Farmers have no desire to abandon those traits, but also need maize that yields, stores, and tolerates stress better than their traditional varieties. That conundrum became a challenge for Dave Bergvinson, a CIMMYT entomologist who specializes in maize pests. “What if, instead of breeding whole new varieties on a mass scale, you gave the farmers themselves a chance to breed their own?” asks Bergvinson. “You take their best and combine it with our best and then let them do the rest.” To test the idea, he is working with farmers in isolated, economically disadvantaged regions in Mexico. He takes seed from farmers to a CIMMYT research site, like the station at Agua Fría, where he can cross it with CIMMYT maize that has the characteristics missing in the farmers’ varieties. Each cross is specific to a particular village or farmer. After one season of crossing, Bergvinson selects the progeny that perform the best and most closely match farmer preferences for husk, grain type, adaptation, and other traits. Finally, he returns seed of the improved local variety to the farmers. From then on each farmer has what is basically his traditional variety, but with certain improved characteristics.

According to Bergvinson, CIMMYT lacks the resources to carry out such work on a global scale. “It’s not a mass, large-scale solution,” says Bergvinson. “But it is a way of getting to the small pockets of deep poverty and giving those farmers a chance.” It also provides another way for breeders to get a true sense of what end-users of breeding products—the farmer and consumer—consider important.

The pilot project is only in it’s fourth season and there is much analysis to be done, but farmers like Eva Cruz and Ruben López have grown their new seed and can see the improvement. They also see that the traits they value so much in their maze have not been lost.

For more information, David Bergvinson (d.bergvinson@cgiar.org)

May, 2005

CIMMYT-Peru maize, Marginal 28, outstrips expectations for farmers in Peru

On a hillside that abuts more than 3,000 kilometers of Amazonian expanse beginning in Peru and reaching clear across Brazil to the Atlantic, farmer Virgilio Medina Bautista weeds his maize field under the stifling equatorial sun. He and his wife Sabina Bardales typically arise before dawn to cook a meal for their field workers, and will work all day until bedtime, around 9 p.m. “We come to the field with the food for brunch and ready to work,” Medina says. “It’s a hard life, but there’s no other way, for someone without an education.”

Like 90% of the farmers in this region of Peru—the lowland zones east of the Andes known as the “jungle”—as well as many on the coastal plains or in inter-Andean valleys, Medina sows Marginal 28. This open-pollinated maize variety, developed in the 1980s by Peru and CIMMYT, is popular for its high yields and broad adaptation. It provides two or three times the average yield of the local variety it replaced, and grows well in diverse environments. “Private companies have been trying to introduce maize hybrids here, but they yield only six tons per hectare,” says Edison Hidalgo, maize researcher from the National Institute of Agricultural Research (INIA) “El Porvenir” experiment station, whose staff help spread productive farming practices throughout the region. “Marginal 28 gives that or more, under similar management, and because it’s an open-pollinated variety, farmers don’t have to purchase new seed every season.”

Luis Narro, CIMMYT maize researcher in South America and a native of Peru who helped develop Marginal 28, says the cultivar’s adaptation and uses have far outstripped expectations. “This variety is sown most widely in jungle zones—truly marginal, lowland areas characterized by poor soils, heavy weeds, and frequent drought, to name a few constraints,” Narro says. “But I was just at a station in Ayacucho, at over 2,700 meters in the Andes, and saw seed production fields of Marginal 28 where the yields were probably going to hit seven tons per hectare.” Farmers in jungle areas use it chiefly in animal feeds or for export to the coast. Coastal farmers grow Marginal 28 because the seed is relatively cheap and yields high-quality forage for their dairy cattle. In the Andes, the grain goes for food and snacks.

Its adaptability may be explained in part by its genetically diverse pedigree, which even includes as a parent an internationally recognized variety from Thailand. “This suggests part of the value of a global organization like CIMMYT, which can combine contributions from around the world to develop a useful product for small-scale farmers,” Narro says.

Can Poor Farmers Stop Chopping Down Jungles?

Despite the clear benefits of Marginal 28, Peruvian farmers are still struggling as markets shift, production costs rise, and maize prices remain low. Farmer Jorge Dávila Dávila, of Fundo San Carlos, in Picota Province, in the Amazon region of Peru, grows maize, cotton, banana, and beans on his 10-hectare homestead. Because he is relatively far from the trans-Andean highways leading to the coast, where maize is in heavy demand for use in poultry feed, middlemen pay him only US $70 per ton of maize grain—well below world market prices. “Maize is a losing proposition; that’s why so many farmers here are in debt,” he says. “They can’t take their maize to local companies for a better price, because they already owe it to the middlemen who provide inputs.”

Unlike most peers, Dávila makes ends meet through hard work and what he calls “an orderly approach” to farming. Many in the region slash and burn new brushland, cropping it for two or three seasons till fertility falls off, and then they move to new land. Dávila has stayed put for eight years on the same fields. “I tell my neighbors not to cut down their jungle,” he says. “I’ve seen that leaving it brings me rain.” With support from INIA researchers like Hidalgo, Dávila is testing conservation agriculture practices. For example, on one plot he plans to keep maize residues on the soil surface and seed the next crop directly into the soil without plowing. Research by CIMMYT and others has shown that this practice can cut production costs, trap and conserve moisture, and improve soil quality.

For further information, contact Luis Narro (l.narro@cgiar.org)