1. Providing Treatment, Restoring Hope Workforce Recruitment and Retention – How do we Address HR Sustainability Pat Bass

2. Slide 2 What are some of the concerns Workload/human resource management Competition Burn-out Need to care for family “Brain-drain” Professional satisfaction Performance and accountability Incorrect/inadequate knowledge Recruiting to rural areas High attrition -> low institutional knowledge

3. Slide 3 Anecdotal Evidence AIDSRelief LPTF staff work longer hours than other hospital staff leading to faster burn out High turnover rate among LPTF SI staff; more competition for skilled workers

4. Slide 4 Addressing Sustainability Transition strategy began the first day of the project CF hires local experts to provide strategic information TA CF provides on the job training and professional development as necessary LPTFs may / may not have resources to hire experts but need training program in place Hire motivated staff with direct interest in program Address the professional needs of staff; essential component necessary to promote change

5. Slide 5 Our Current Strategy Address balance between work and free time Professional satisfaction Work environment Providing the 3M’s (IQSolutions) Opportunity for professional development Provide comprehensive health care for workers including HIV care & treatment / workplace HIV/AIDS policy should be in place Supportive supervision

6. Slide 6 Recruiting barriers; managing employees; and reasons for attrition Employment Training Working conditions HR Management Employee Performance Perceived risks Financial motivation Community & work conditions Management skills/communication Personal development /promotion Appropriate staffing levels Work load balance Staff support Recruitment Qualified staff Rural vs. Urban Financial Attrition Resignation Competition Brain Drain ** Adapted from WHO Treat, Train, Retain (Guerma, 2006)

7. Slide 7 Discussion Questions How do we improve retention of qualified staff at LPTFs? How do we enhance human resource management at both private and public hospitals? What is the budget balance between training (new staff) and improving retention What are some innovative solutions for recruitment and retention?