Human resources: training and staffing

1
Human resources training and staffing

• MDR training workshop
• Cairo, 25-29 November 2007
• Dr. Samiha Baghdadi
• MO-STB, WHO-EMRO

2
General considerations

• To manage DR-TB, there is a need for careful
  planning of HR, and ongoing management.
• It is not a simple addition to the duties of the
  already available staff who are implementing
  DOTS. Careful training with clear TOR is
  essential.

3
General considerations

• Ensuring sufficient staff for long term at all
  levels and categories is also critical.
• The staff needed should be competent and
  motivated

4
HRD plan for DR-TB

• Additional staff is usually needed at central
  level.
• NTP manager should estimate staff requirements at
  all levels, and for all aspects of the programme.
• The WP should part of general HRD plan to ensure
  sustainability

5
HRD plan for DR-TB

• The basis of the work plan are
• Realistic projection based on task analysis.
• Revision of job description.
• Estimation of workload (prolonged DOT, HW visits,
  social support, clinical care, laboratory
  services)

6
Objectives of HRD plan

• The objectives of the work plan are
• To ensure that there is sufficient staff at all
  levels and for all management aspects.
• To ensure that the staff is competent and
  motivated

7
Two arms of the plan

• Quantity
• At central level/POV level
• Managerial MDR focal point
• Clinical MDR specialist
• Laboratory TB Laboratory specialist.
• Social social supporter
• Statistical MDR statistician
• At district/POV levels
• DM drugs management focal point
• DOT DOT provider
• Nurses
• Clerks

• Quality
• Plan for training
• Plan for ME
• Plan for supervision

8
Steps for HRD plan

• Assign training focal point.
• Assess the HR needs (clinical, managerial,
  laboratory, pharmaceutical)
• Define tasks for each level.
• Assign tasks to each staff category
• Assess the time needed for the tasks.
• Assess how many staff of the respective category
  are needed.

9
Steps for HRD plan

• Assess the current staffing situation in the NTP
  at different level and for each category.
• Assess the gap in terms of quantity and quality.
• Prepare short and long term plans to ensure
  adequate staffing.
• training (initial training, re-training, on the
  job training, continuing training)
• Coordination with other institutes

10
Steps for HRD plan

• Develop training programmes.
• Develop monitoring and evaluation mechanisms.
• Ensure supervision.
• Carry out regular training, monitoring and
  evaluation.

11
Two arms of the plan-1

• Quantity
• At central level/POV level
• Managerial MDR focal point 1 At each level
• Clinical MDR specialist 1 -3 at each level
• Laboratory TB Laboratory specialist.2 in the
  country
• Social social supporter 1 at each level (multi
  purpose)
• Statistical MDR statistician
• Infection control expert at central level
• At district/POV levels
• DM drugs management focal point (central,
  provinces)
• DOT DOT provider at peripheral level
• Nurses at hospital and peripheral level
• Clerks at hospital and peripheral level

12
Two arms of the plan

• Quality
• Plan for training (initial, on job, continuous,
  specific, refreshing)
• Plan for ME (during training, after training)
• Plan for supervision within the context of NTP

13
Training materials

• Clinical case identification, diagnosis, SLDs,
  treatment, follow up
• Managerial planning, setting norms and
  regulations, organizing, drug management,
  surveillance.
• LAB Culture, DST, New diagnostics, EQA
• Infection control

14
ME

• Course evaluation
• Pre and post tests
• Supervision reports
• Indicators analysis implementation rate of
  training and staffing.
• Other indictors?