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IMPLEMENTATION FRAMEWORK FOR THE DOH RETOOLING AND RETRAINING PLAN

IMPLEMENTATION FRAMEWORK FOR THE DOH RETOOLING AND RETRAINING PLAN. Professor Soleded Hernando HR Consultant Asian Development Bank. RATIONALE:. Health Sector Reform Agenda Executive Order 102 Fourmula One For Health. OBJECTIVE:.

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IMPLEMENTATION FRAMEWORK FOR THE DOH RETOOLING AND RETRAINING PLAN

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  1. IMPLEMENTATION FRAMEWORK FOR THE DOH RETOOLING AND RETRAINING PLAN Professor Soleded Hernando HR Consultant Asian Development Bank

  2. RATIONALE: • Health Sector Reform Agenda • Executive Order 102 • Fourmula One For Health OBJECTIVE: • provide HRH with the competencies and strategies for health services to be better delivered, governed, financed and regulated.

  3. Learning System Framework • ENVIRONMENT • challenges • changes Health Sector DOH Fourmula One ORGANIZATION V M O S HHR/DOH – new roles and new tasks TARGET POPULATION JOB STANDARDS (validated) JOB STANDARDS GAPS EXISTING LEVELS OF COMPETENCIES • CBJA • Core competencies • Technical competencies • Training Policy • Training Management • Training Curriculum Required KSAs LEARNING AND DEVELOPMENT INTERVENTION • Pre Testing • Implementation • Evaluation • Redesign

  4. Target Population – Staff of Regulatory Offices • Upgrading and harmonizing/streamlining of processes • Seal of approval in the context of ASEAN harmonization BFAD, BHFS, BHDT, BQHIS, PMU 50

  5. TRAINING PACKAGES • Health Systems Reform Introductory Course • Module I : Economics and Health • Module II: Governance • Module III: Health Care System • II.Flagship Course on Health Sector Reform and • Sustainable Financing

  6. TRAINING PACKAGES • III. Competency Courses • Block I - training needs common among offices, various positions and discipline e.g. basic computer • Block II - training needs specific to office staff or a category of staff, of various positions, discipline e.g. HRM Diploma Program for HHRDB staff or Supervisory Development Program for Division Chiefs • Block lll - training needs of specific staff in performing highly specialized tasks/job e.g. bio-medical engineering, vaccine production

  7. DRAFT DOH HOSPITAL HUMAN RESOURCE ASSESSMENT REPORT

  8. Hospital Self Superior's Baguio General Hospital D D Region I Medical Center C C Jose Fabella Memorial D C Tondo Medical Center D D Veteran's Regional D D Jose Lingad Memorial D D Bataan General Hospital D D Dr. Paulino Garcia Memorial D D Rizal Medical Center C C Quirino Memorial Medical Center C B Ilocos Training and Regional D D Gov. Celestino Gallares D D Northern Mindanao MC D D Jose B. Reyes Memorial C C Batangas Regional Hospital D D Cagayan Valley Medical Center C C Western Visayas Medical C C Eastern Visayas Regional D D TOTAL AVE D D RESPONDENTS 1691 1689 Comparison of Total Self And Superior's Rating in Core Competencies

  9. Hospital Self Superior's Baguio General Hospital C D Region I Medical Center C C Jose Fabella Memorial C C Tondo Medical Center D C Veteran's Regional D D Jose Lingad Memorial D D Bataan General Hospital C D Dr. Paulino Garcia Memorial D D Rizal Medical Center C C Quirino Memorial Medical Center C C Ilocos Training and Regional D D Gov. Celestino Gallares D D Northern Mindanao MC D D Jose B. Reyes Memorial C C Batangas Regional Hospital D C Cagayan Valley Medical Center C C Western Visayas Medical C D Eastern Visayas Regional D C Bicol Medical Center C Bicol Regional Teaching C Davao Medical Center C Davao Regional Hospital D TOTAL AVERAGE C C RESPONDENTS 1806 1689 Comparison of Total Self And Superior's Rating in Professional Competencies

  10. CORE COMPETENCY LEVEL - SELF ASSESSMENT

  11. DIVISION CHIEFS

  12. MARAMING SALAMAT POMAGANDANG HAPON SA INYONG LAHAT

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