PhidisaTraining Section Report July, 2004

1. PhidisaTraining Section ReportJuly, 2004 Chair: Capt. Johanna Motaung Co-Chair: Judy Zuckerman Operational Group Members: Cpln. Mashinini Cpln. Mhlongo Col. Harrison Lt. Col. Bosch Lt. Col. Engelbrecht

2. Accomplishments Since June 2003 • Draft training policy • Interim budget proposal

3. Equity: There should be equal opportunity for obtaining required competencies & professional development across roles and job sites. Integration with SAMHS and SANDF Opportunity = Responsibility Empowerment of Phidisa staff Mentorship Transparency Teamwork Guiding Principles

4. To develop a training program, in accordance with national guidelines, that enables the staff of Phidisa to obtain the goals of Phidisa. Goals: Mission

5. Capacity Building: training necessary to meet expectations of position descriptions Professional Development Training outside of Phidisa Goals: General

6. To assure that every Phidisa staff member has completed the following training by October 2004: Induction Training Masibambisane (role specific + general) Basic computer skills and outlook training Training section to coordinate with existing mechanisms Goals: Capacity Building

7. To develop a training matrix that describes essential knowledge sets and skills for each position description by Oct ’04. Training section Note: this includes new hire competencies To develop a training plan(s) for each skill-set identified in the training matrix by Jan ‘05. Training Section To ensure that each Phidisa staff member has a personal development plan based on their own competencies compared to the training matrix and create a consolidated matrix of staff and training needs by Jan ’05. Phidisa site leadership – ie. PIs Each Phidisa staff member will have obtained all competencies listed in their personal capacity development plan by July ‘05 Goals: Capacity Building

8. Goals: Capacity Building

9. Utilize SAMHS, SANDF, Clindev/Holisizwe, & Phidisa staff and infrastructure at minimal additional cost. (mentorship, empowerment, teamwork) Includes rotation of staff thru sites Re-evaluate budget once needs assessment is completed. Budget: Capacity Building

10. Professional Development Opportunities Equity: • ≤ 2 opportunities / person / year • ≤ 3 people / site / event • ≤ 2 people / role group / site / event Integration with SAMHS, SANDF & Phidisa • Only granted if unavailable through above mechanisms • OC & Phidisa supervisor approvals required • Career manager notification required (for long term training)

11. Professional Development Opportunities Opportunity = Responsibility, Mentorship & Teamwork: • Presentation at site or for role group • EduFlash! article published • Report • Payback 1:1 Empowerment • Application process is staff responsibility, including approvals & notifications.

12. Professional Development Opportunities Transparency • Published process • Criteria • Phidisa Relevant (HIV/AIDS, Clinical Research etc) • Role Relevant • Unavailable via SAMHS or other mechanism • Meet procedure timelines, approvals, and procedures

13. Goals: Professional Development Application process by October ’04. Training Section • Conferences • Opportunities published by Oct ’04 Training Section • Must have abstract accepted • Note: abstract must be accepted by abstract review committee prior to submission (committee role is review/approval, suggestions, submission suggestions) • Counter-Intelligence • Epidemiologist • Biostistician • Regulatory/Ethics • Content Specialists • EC

14. Goals: Professional Development Application process by October ’04 (continued) • Training (outsourced) • Per stated criteria, process & form • Opportunities published by Jan ’05 Training Section • Nominated Professional Development • Accept nomination 2x/year • Recommendations required • Committee select 8 candidates each half year for professional development opportunity such as large (relevant) professional conference in South Africa. • Regulatory Oversight Manager • DMCOC Director • Training Section Coordinator • Role OC/ Supervisors of candidates • SAMHS Functional Director

15. Goals: Professional Development Training at NIH – opportunity for all • 3 times per year • Rotation by role groups (1 per site) • Medical Officer • Nurses • Psycho-social & dietician • 1-2 Pharmacist per training • MOs ID’d by DMCOC Clinical Director • Phamacist ID’d by DMCOC Pharmacy Director • All others identified by site PIs

16. Goals: Professional Development Phidisa Scholarships • Training section role is facilitation • Identify & publish selection criteria, application process & deadlines (Oct ’04) • Facilitate mentorship in application process • Provide stipend • Applicant Role • Assure qualifications • Complete application • Assure appropriate approvals and coverage • Sign contract which includes 1:1 Phidisa payback • If you get coverage (approvals) and accepted to program  CONGRATS, no further selection process!

17. Goals: Professional Development Phidisa Mentors Program • Mentor Request by Oct ’04 Training Section • Requests submitted by Jan ’05 Site Leaders • EduFlash! to begin Sept ‘04 • Authors requested by Training Section, payback, or voluntary • Mentor/Phidisa staff work together for assigned deadline • Distribution to SAMHS (inc Phidisa) via SAMHS mechanisms • At least 24 editions/year

18. Budget: Professional Development Conferences: 2 International travel & reg.+ 10 domestic travel & reg Training (Outsourced): 1 class per Phidisa staff + rotating experiences Nominations: 16 for domestic conferences NIH Training: 21 Phidisa Scholarships (stipend): 2 EduFlash!: 24 issues

19. Budget: Professional Development

20. Goals: Other • Develop a training tracking system by Jan ’05 • Develop as needed training materials & procedures for non-Phidisa staff in collaboration with site development team • Business cards • Information sheets

21. Goals: beyond July ‘05 • Performance Review • Exit Interviews

22. Resources • Johanna, Thandeka, Judy, Scott • Active members: continue to collaborate monthly