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

Accomplishments Since June 2003 DateTopic/Title#RolesSites Dec ’03Phidisa Training ~100 for 2 wks All Feb ‘04CSW & Leadership14DMCOC Mar, Apr, May ‘04 In-post training4 2 MDs 2 nurses Umtata & 3Mil June ‘04SAS4Data MngrDMCOC June ‘04NIH 2 Week5MD DMCOC,Umtata, 1Mil, 2Mil, 3Mil June ‘04UNISA: How to present papers 7DMCOC Draft training policy Interim budget proposal

Guiding Principles 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

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

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

Goals: Capacity Building 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 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

Budget: Capacity Building 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.

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)

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.

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

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

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

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

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!

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

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

Budget: Professional Development

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

Goals: beyond July ‘05 Performance Review Exit Interviews

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