WHO Technical Briefing seminar Geneva, 31 October – 04 November 2011.

1. WHO Technical Briefing seminar Geneva, 31 October – 04 November 2011. Pharmaceutical Workforce situation analysisCountry cases studies MrsHelen Tata (WHO/EMP) Dr Ogori Taylor (WHO/Nigeria)

2. Overview • Context • Objective • The tool • Case study findings • Nigeria • Ghana

3. Context (1) • A well functioning pharmaceutical system needs personnel with adequate skills and skill mix • The public sector in most developing countries is often the hardest hit from the pharmaceutical personnel crisis. • Information on total workforce in the pharmaceutical sector in most developing countries is scanty and in some cases unavailable. Research concentrates on other categories of health personnel • The lack of comprehensive data on pharmaceutical personnel forms a gap in national capacity for planning for the human resources in the pharmaceutical sector. • Thus the generation of evidence to support pharmaceutical human resources planning strategies is vital.

4. Context (2) • An important area of work for the EC-WHO joint programme of action on Pharmaceutical Policies and Programmes in ACP countries is the strengthening of HR capacity for the pharmaceutical sector in order to improve access to medicines • Development of a framework for HR planning for the pharmaceutical sector forms the basis for strengthening this sector. • Against this background, some countries in Africa planned in 2008 to strengthen the pharmaceutical human resources capacity in their countries. • As a first step, an assessment to determine the capacity mix in the pharmaceutical sectors of their countries was planned • WHO has provided support in the development of tools that have been used for these assessments.

5. Objectives • General Objective of the assessment • To determine human resources availability in the pharmaceutical sector in selected African countries. • Specific Objectives to determine: • the number of health workers currently providing pharmaceutical services in both private and public formal sectors. • the distribution of pharmaceutical personnel in both public and private sectors. • types of pharmaceutical training programs offered in countries • current production capacity of pharmaceutical personnel in schools in each country • what categories of health workers other than pharmaceutical personnel provide pharmaceutical services. • the job satisfaction of pharmaceutical personnel both in the public and private sectors. were also determined

6. Tool: Level III Indicators Number of facilities offering pharmaceutical services by type and sector Density of pharmaceutical human resources per 10,000 population by cadre Proportion of females for each pharmaceutical cadre Proportion of each pharmaceutical cadre by facility type and sector Density of each pharmaceutical cadre per 10,000 population by region/district Description of salary ranges by setting and level

7. Tool: Level III Indicators List of education programs offered by education level Total enrolment capacity of education providers by cadre trained Total academic faculty workforce by type of cadre trained Number of students enrolled in post-graduate programs by education level Correlation between types of pharmaceutical services provided and cadres employed Proportion of facilities with non-pharmaceutical cadres providing pharmaceutical services

8. The Tool The tool is on WHO website http://apps.who.int/medicinedocs/en/m/abstract/Js17397e/ Provides the methodology Indicators etc

9. Countries involved • The following ACP countries used the WHO tool for the assessment: • Ghana • Nigeria • Sudan • Tanzania

10. Nigeria Case Study Results Dr Ogori Taylor WHO County office, Abuja, Nigeria

11. REGISTERED PHARMACIES (PCN)

12. Pharmaceutical HR 2006 – 2008

13. Where pharmacists work (PCN)

14. Gender Distribution by sector • Males are more likely to work in the manufacturing sector and private retail and wholesale than women

15. Zonal distribution of pharmacists and pharmaceutical premises

16. Monthly Salaries ranges of Pharmacists by facility type

17. Employment status by facility type

18. Permanent versus temporary pharmacists’ salaries

19. Roles performed by personnel in health facilities

20. Details of schools of pharmacy

21. Pharmacy degree applicants and enrolments 2006 - 2008

22. Current/future challenges

23. MIGRATION CHARACTERISTICS Migration outside - Professional learning opportunities - Salary considerations Migration within - Generous salary - Professional growth - Extra benefits

24. 53% of respondents had seriously considered moving abroad in the past five year

25. 55% had seriously considered leaving for multilateral/bilateral donor or NGO in the last 5years

26. Proportion of surveyed facilities with vacancies

27. LABOUR MARKET FOR PHARMACISTS

28. RECOMMENDATIONS (1) Improve data management at the PCN Accurate data on entry and exit from the pharmaceutical workforce Data on pharmacy technicians maintained in order to help with human resources planning and development in the country. Plan adequate production of pharmacists and pharmacy technicians on a needs based strategy.

29. RECOMMENDATIONS (2) Schools of pharmacy Adequate infrastructure Adequate staffing Increased intake Improve distribution to underserved areas Financial and Non financial incentives Adequate training for nurses and CHEWS

30. RECOMMENDATIONS (3) Improve conditions of service of pharmacists in both private and public sectors Attract pharmacists outside the workforce Reduce attrition through emigration High use of temporary staff should be further investigated and the level to conform national and international labour laws. Improve working conditions of pharmaceutical workforce Optimal productivity Improved job satisfaction.

31. Development of Pharmaceutical Human Resources Framework in four countries

32. HR Consultations Consultative meetings held in four countries with key stakeholders (HRH, regulatory, insurance, poison's board etc.) Results of assessments informed discussions around: Key issues affecting HR planning, management and development Key policy objectives to address each issue identified Policy actions needed in short term and long term to achieve policy objectives Structures needed to achieve policy objectives Key stakeholders and their roles 32

33. Outcome of consultations Framework for pharmaceutical human resources development Framework will serve as a reference document for development of a costed pharmaceutical human resources plan. Draft pharmaceutical human resources plans available for 2 countries (Ghana and Tanzania) Pharmaceutical Human Resources plan to feed into the HRplan for the Ministry of Health. 33