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

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Presentation on theme: "HUMAN RESOURCE FOR HEALTH POLICIES AND STRATEGIES 2007-2011 HEALTH SUMMIT – 17 th April 2007."— Presentation transcript:

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

2 Development Process A technical team was constituted by the Hon. Minister to review the 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 Category of staffTotal no. at post No. req.Gap Medical Officers2,0263, Dental Surgeons Pharmacists

7 Distribution by category cont. Category of staffTotal no. at post No. req.Gap Expatriate Staff (Doctors & Technicians) Professional Nurses Enrolled Nurses (Health Asst)

8 Distribution by category cont. Category of staffTotal no. at post No. req.Gap Expatriate Staff (Doctors & Technicians) Professional Nurses Enrolled Nurses (Health Asst) Traditional Practitioners21,182--

9 Distribution by category cont. Category of staffTotal no. at post. No. req.Gap Community health nurses Registered Midwives Medical assistants

10 Distribution by category cont. Category of staffTotal no. at post No. req.Gap Allied Health Professionals Traditional birth Attendants Non Clinical & Clinical support staff

11 Geographical Distribution

12 Attrition

13

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 Item P. E Allowances

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


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