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HUMAN RESOURCE FOR HEALTH

HUMAN RESOURCE FOR HEALTH. POLICIES AND STRATEGIES 2007-2011 HEALTH SUMMIT – 17 th April 2007. Development Process. A technical team was constituted by the Hon. Minister to review the 2002-2006 HR policy document.

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HUMAN RESOURCE FOR HEALTH

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  1. HUMAN RESOURCE FOR HEALTH POLICIES AND STRATEGIES 2007-2011 HEALTH SUMMIT – 17th April 2007

  2. Development Process • A technical team was constituted by the Hon. Minister to review the 2002-2006 HR policy document. • The team brought together representatives of the various agencies and development partners. • Series of meetings, consultations and workshops held

  3. Agencies And Persons Involved • Lead Consultant from QHP (USAID) • WHO (Ghana and Afro) • HRH Technical Team Members • Ministry of Health • Ghana Health Service • Teaching Hospitals • CHAG • Quasi Health Institutions • Private Sector • Health Training Institutions • Universities and statistical services

  4. Chapter One:Introduction • Global Health Workforce • National Development Goals • Health sector vision, mission and objectives • Five year Health sector goals • HRH vision and goals • Purpose of the document

  5. Chapter two;HRH situation • Projected population of the country (Up to 2011) • Present Health facilities • Present numbers and composition • Health Workforce distribution by agency • Health workforce distribution by category/gender/age • Current staff per pop. ratios for selected professions • HRH financing • HRH attrition • Training (pre-service & in- service) • Current staffing standards • Summary of HRH Challenges

  6. Distribution by category

  7. Distribution by category cont.

  8. Distribution by category cont.

  9. Distribution by category cont.

  10. Distribution by category cont.

  11. Geographical Distribution

  12. Attrition

  13. Attrition

  14. Chapter three;HRH projections • Service delivery goals • Planned expansion of facilities • Health Intervention strategies • HRH training projections, indicating intake and dropout rates as well as output figures per year for both private and public training Institutions

  15. HRH Supply Projections • Number at post per category • Number required based on staffing norm • Attrition rate • Annual production from Training Institutions • Other sources of recruitments (e.g.. Contracts, re-engagements, expatriates) • HRH Gap

  16. Chapter four;HRH policies and strategies • Key HR policy questions • Policies on HRH planning and strategies • Policies on HRH management and strategies • Policies on HRH development and strategies

  17. Chapter five; Implementation plan (Short – medium term plans) Key Results areas: • Increased availability of staff at all levels (geographical and institutional) • Enhanced competencies and skills. • Improved workforce productivity

  18. Critical success factors • Appropriate stakeholder engagements. Multi-sector contributions including NGO,s patient groups, professional associations and volunteers. • Commitment by government to support actions which contribute to a sustainable health workforce • Clear understanding of roles, responsibilities and accountability

  19. Critical Success factors • Adequate resource allocation • Initiatives outlined in this document are carried forth by the country and not donor driven. • Strong Leadership, providing direction • learning organization. • HRH strategies are harmonized with relevance components of the health system example, monitoring and evaluation, supply, production and Finance

  20. 16 broad objectives with planned activities & milestones • To train and deploy Professionals, ensuring requisite HR skill mix • To integrate non –allopathic providers (Herbalists and traditional) into service delivery • To generate evidence for health workers and client satisfaction and improve corporate image. • To increase production of health workers focusing on middle level cadres

  21. Program objectives • To increase home and community based care components of existing programs like HIV/AIDS, roll back malaria and community IMCI • To ensure multi stakeholder involvement in HRH through HRH observatory • To mainstream gender into service delivery • To improve on Health and safety issues and reduce work place

  22. Program objectives • To ensure continuing professional development of health workers • To implement and sustain comprehensive conditions of service for all health workers • To improve and decentralize HRH management functions • To improve performance management with corresponding rewards and sanctions systems for increased productivity

  23. Program objectives • To promote and enforce effective legislation and regulation. • To implement strategies to retain health care providers. • To implement strategies for equitable distribution of staff • To improve on Human Resource information systems

  24. Budget • Personnel Emolument • Non monetary incentive for people working in deprived areas. • Fellowships • In-service training • Pre-service training • Regulation and Coordination • Support the work of National HRH consultative/Observatory • Monitoring and Evaluation

  25. Special initiatives • Car revolving fund • Housing schemes

  26. The End! • Thank you! • Me da mo ase! • Merci! • Gracias! • Asante sana! • Salamat po! • Xie xie (谢谢!)!

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