GLOBAL HEALTH TECHNICAL PROFESSIONALS

GLOBAL HEALTH TECHNICAL PROFESSIONALS Annual Report for Program Year Two

November 10, 2020

1 | USAID – GHTP ANNUAL REPORT FOR PROGRAM YEAR TWO USAID.GOV

TABLE OF CONTENTS ACRONYMS 2

EXECUTIVE SUMMARY 4

INTRODUCTION 5

OVERVIEW OF ACTIVITIES 5 FINANCIAL POSITION 14

ANNEX A – PROJECT MONITORING AND EVALUATION PLAN 16 RA 1: IDENTIFY, RECRUIT, PLACE, AND SUPPORT TECHNICAL PROFESSIONALS 16 CROSS CUTTING ACTIVITIES 23 RA 2: OVERSEE AND SUPPORT THE PROFESSIONAL AND CAREER DEVELOPMENT OF THE TPS 25 RA 3: CONDUCT DIVERSITY INITIATIVE OUTREACH EVENTS AND EXCHANGES TO SERVE ALL GH HIRING MECHANISMS 28

ANNEX B – PY3 PLANNED ACTIVITIES 31 PLANNED ACTIVITIES AND EVENTS FOR THE NEXT PERFORMANCE PERIOD SEPTEMBER 27, 2020– SEPTEMBER 26, 2021 31

ANNEX C – TP ROSTER AS OF SEPTEMBER 26, 2020 37


ACRONYMS ACB Adult Clinical Branch AFR Bureau for Africa AMS Administrative and Management Support AWP Annual Work Plan ASIA Bureau for Asia ATS Applicant Tracking System BHA Bureau of Humanitarian Assistance CII Center for Innovation and Impact CBP Capacity Building and Partnerships Branch CO Contracting Officer COR Contracting Officer’s Representative COP Country Operational Plan CSL Commodity Security and Logistics DCHA Democracy, Conflict, and Humanitarian Assistance DoD Department of Defense EOP End of Project ERG Employee Resource Groups ETD Emerging Threats Division FAC Facility Access Clearance FACT Foreign Affairs Counter Threat FFP Office of Food for Peace FGHL Future Global Health Leaders GH Global Health GHFP-II Global Health Fellows Program II GHSI-III Global Health Support Initiative III GHSA Global Health Security Agenda GHSD Global Health Security in Development GHTP Global Health Technical Professionals GS General Schedule HBCU Historically Black Colleges and Universities HHS Health and Human Services HM Hiring Manager HRSA Health Resources and Services Administration iCIMS Internet Collaborative Information Management Systems ID Infectious Diseases ILTP Individual Learning and Training Plan IT Information Technology KPR Key Populations and Rights Branch MAL Malaria MCHN Maternal Child Health and Nutrition MEL Monitoring, Evaluation, and Learning MSI Minority Serving Institution NEH Nutrition and Environmental Health NEO New Employee Orientation NTD Neglected Tropical Diseases OAA Office of Acquisitions and Assistance OCS Office of Country Support OFDA Office of U.S. Foreign Disaster Assistance OGAC Office of Global AIDS Coordinator


OHA Office of HIV/AIDS OHS Office of Health Systems OSM Onsite Manager OVC Orphans and Vulnerable Children P3 Office of Policy, Programs, and Planning PCT Prevention, Care, and Treatment Division PD Professional Development PDMS Professional Development and Management Services PEC Policy, Evaluation, and Communication PHI Public Health Institute PMEP Performance Monitoring and Evaluation Plan POC Point of Contact PPIR Priority Populations, Integration, and Rights PRH Population and Reproductive Health PTC Performance and Transition Coordinator PY Program Year RA Results Area RES Research RFS Bureau for Resilience and Food Security ROD Recruitment, Outreach, and Diversity RP Research and Policy Division RTU Research, Technology, and Utilization SAEO Strategy, Analysis, Evaluation, and Outreach SCC Strategic Coordination and Communication SCH Supply Chain for Health SD Office of Sustainable Development SEC Office of Security SID-W Society for International Development – Washington, D.C. SIEI Strategic Information, Evaluation, and Informatics SPS Systems and Program Sustainability STAR Sustaining Technical and Analytic Resources TAG Technical Assistance Group TB Tuberculosis TDY Temporary Duty TP Technical Professional TMC Travel Management Company TS Office of Technical Services USAID United States Agency for International Development USAID GH USAID Global Health Bureau VAC Vaccine Branch WASH Water, Sanitation, and Hygiene


EXECUTIVE SUMMARY During the reporting period (September 27, 2019 – September 26, 2020) of Program Year 2 on the Global Health Technical Professionals project, activities proceeded as expected, but then, due to the unprecedented circumstances of the COVID-19 pandemic—activities shifted from refining processes to reimagining them for remote implementation. Noteworthy activities during this period include:

• Recruitment: Recruitment activity increased from PY1, with GHTP staff recruiting for 111 new positions, including 16 reclassifications during the performance period. Highlights included finalizing and piloting a blind recruitment process and an improved recruitment and hiring timeline of 14.5 days and 12.1 days respectively.

• Travel Support: Prior to the suspension of all travel due to COVID-19, GHTP staff were able to support 143 travel events for TPs. GHTP staff rolled out a new expense reporting system, Concur, which has streamlined the expense reimbursement process. GHTP staff also rolled out revisions to the current travel policy designed to improve efficiency and reduce airfare cost increases for TDYs. GHTP staff also conducted and completed a search for a new travel management company, which will be introduced to TPs in PY3. Finally, as a result of the pandemic, GHTP staff supported the evacuation of four TPs and their dependents.

• Performance Management, Professional Development, and Mentoring: GHTP staff rolled out TP performance evaluations in PY2 with a 100% response rate. GHTP staff implemented a new performance management system, PRISM, during the performance period. Check-ins with TPs and their Points of Contact (POCs) to coordinate training plans, evaluations, and professional development (PD) continue, albeit remotely due to the global pandemic. Mentorship activity increased dramatically from PY1, with 49 mentorship pairs established in the reporting period.

• Outreach, Diversity, and Inclusion: GHTP staff initiated the Future Global Health Leaders webinar series during the performance period, with over 400 total attendees attending live and recorded sessions. Outreach event activity continued, inclusive of other USAID/GH staffing mechanisms. while COVID-19 resulted in some cancelled events, others were conducted remotely. 54 outreach events were conducted (exceeding the performance indicator of 40), reaching 35,816 people (with a performance target of 1,250). 19 of these events were targeting diverse audiences specifically.

• COVID-19: At the time of this report, USAID, as well as all GHTP Technical Professionals (TPs) and support staff, remain in mostly remote teleworking status due to the COVID-19 pandemic, with no clear date to resume a regular in-office schedule. GHTP staff and TPs adjusted to the circumstances, with most project activities continuing remotely. GHTP staff subsequently increased the frequency of TP check-ins to mitigate any disconnection or isolation the TPs might experience due to the completely virtual workflows developed to support the Agency’s work.

• Move to New Office Space: As the project shifted from startup to implementation, the program office also transitioned from its temporary setting near USAID at Freedom Plaza to L’Enfant Plaza, near the new annex housing the Global Health Bureau. At the request of the Office of HIV/AIDS (OHA), cubicles for 18 staff were included in the new space. The large conference room hosted six meetings for various USAID offices of up to 30 attendees each, while the smaller conference room and enclosed offices provided space for a number of candidate interviews for GHTP and its colleagues at the Sustaining Technical and Analytic Resources (STAR) project. As of this writing, the GHTP project remains closed due to the COVID-19 pandemic.


INTRODUCTION The Global Health Technical Professionals (GHTP) project was designed by USAID to offer early- to mid-career global health and other technical professionals (TPs) the opportunity to advance their careers supporting the USAID Global Health Bureau (GH), Missions, and other USAID Bureaus and Offices. GHTP helps USAID improve global health, international development, and humanitarian assistance outcomes in communities around the world through building a new generation of TPs who reflect the diversity of the American people.

TP positions under the GHTP mechanism are contractor positions. All GHTP contractors are employees of Credence Management Solutions, LLC (Credence) or its partner, Public Health Institute (PHI). The early- to mid-career (GS-11, -12, -13 equivalent) TPs have varying years of public health, global health, or other relevant experience and are either U.S. citizens or permanent residents. Recognizing the importance of continuous professional and career development for the success of the next generation of TPs, GHTP staff provide tailored resources, information, and opportunities throughout the TPs’ tenure serving USAID under the GHTP contract.

As defined in the GHTP contract, the GHTP annual report details and describes progress made on the annual workplan activities. The workplan activities are represented in the tables throughout the report with a status on each activity. Each table is followed by a summary describing those activities and their status. In addition to the required status of workplan activities, the report provides detailed information on the project’s Performance Monitoring and Evaluation Plan (PMEP) indicators (Annex A) as approved by USAID. The PMEP is divided into three results areas (RAs). Within each of the results sections, the report displays progress made on each, followed by narrative to address the overall progress in the RA. In addition to the PMEP indicators and RAs, the report includes discussion on accomplishments in other areas, such as supporting TP travel and a summary of contract financials. The report includes information on accomplishments toward the PMEP in Program Year 2 (PY2) (Annex A). A display of PY3 workplan activities as approved by USAID is presented in Annex B. Finally, Annex C includes a complete roster of TPs as of the end of PY2.

OVERVIEW OF ACTIVITIES

WORKPLAN ACTIVITIES IN RA 1: IDENTIFY, RECRUIT, PLACE AND SUPPORT TECHNICAL PROFESSIONALS

Table 1: Workplan Activities Related to Recruitment

ID ACTIVITY START DATE

END DATE CURRENT STATUS/NOTES

A1 Enhance recruitment database In progress Ongoing Transitioned to iCIMS applicant tracking system in March 2020 which enhanced the ability to track applicants and maintain information from application to hire.

A2 Finalize job descriptions for each position (development and approval) As received Day 6 of

receipt All job description requests received from USAID were completed and approved. The average time from receipt to approval was 2 days.

A3 Finalize the application packages, including submission and approval Day 7 Day 33

All application packages were completed and submitted to the COR within the required timeframe.

A4 Implement onboarding process for each participant Day 33

Within 1st week of starting at USAID

Completed all onboarding processes in the specified time period.




A5 Manage the reclassification process updates in positions descriptions Ongoing Ongoing

Each reclassification followed the GHTP reclassification process. In addition, with the help of USAID, we identified reclassifications from other mechanisms and communicated with them for a smooth transition to GHTP throughout PY2.

A7 Implement Blind Recruitment for GS-11 Recruitment Q2 FY20 Q3 FY20

Blind recruitment process and documentation was finalized. The implementation was delayed to Q4 due to not receiving a GS-11 equivalent position until Q4.

IMPLEMENTATION OF NEW RECRUITMENT DATABASE

In PY2, the project implemented enhancements to recruitment database. GHTP now utilizes Credence’s applicant tracking system, Internet Collaborative Information Management Systems (iCIMS). iCIMS has made it easier to post jobs openings on the companies’ websites and on multiple job boards that are aggregated through the system. iCIMS has also made it easier to distribute job openings via social media. iCIMS automates postings to popular and niche job boards, ultimately allowing GHTP staff to reach more qualified candidates, and it will more easily support USAID’s request for applicant demographic information during the recruitment process.

TIMELINE OF RECEIPT OF JDS AND FINALIZATION WITH POC

GHTP staff recruited for 117 positions (including 22 reclassifications) from September 27, 2019 – September 26, 2020. The average number of days for review and finalization of new position descriptions was two days.

RECLASSIFICATIONS

From September 27, 2019 – September 26, 2020, GHTP received a total of 16 reclassifications. Eleven reclassifications were requested by USAID for positions within GHTP and another five reclassifcations were positions previously on the Global Health Support Initiative III (GHSI-III). All reclassified positions were posted and accepted applications via the applicant tracking system (ATS).

BLIND RECRUITMENT

The blind recruitment process was finalized in March 2020. It is based on literature reviews and incorporates another GH mechanism’s practice so there will be similarity across GH mechanisms for USAID POCs. Although originally planned for launch in Q3, the blind recruitment process was rolled out for GS-11 beginning in Q4, due to the timing of receipt for GS-11 equivalent positions. The GS 11 equivalent positions were selected to be blinded as a pilot to make sure that our process was efficient before rolling it out project-wide in PY3.

ORIENTATION OF NEW TPS

The GHTP orientation was designed to provide an introduction to GHTP and USAID and to ensure that each TP has the tools she or he needs to successfully support USAID’s technical work. GHTP staff conducted 32 orientations with 61 TPs in attendance. Each orientation was completed within the first to third day of hire. For those TPs who had previously worked at USAID and did not require the USAID New Employee Orientation (NEO), the orientation was held on the first day of hire. Those TPs who were required to attend NEO received the GHTP orientation on the third day of hire as NEO was conducted on day one and two of employment. A total of 20 TPs responded to a survey upon completion of the GHTP orientation. Nineteen respondents were either very satisfied or satisfied overall with the orientation session. For a full list of TPs as of September 26, 2020, please see Annex C.


PIPELINE AND TIMELINE FOR ALL GHTP POSITIONS REQUESTED AND RECRUITED FOR FROM SEPTEMBER 27, 2019 – SEPTEMBER 26, 2020

The pipeline and timeline for all position for which GHTP recruited can be found in Annex A.

PIPELINE OF CURRENTLY OPEN GHTP POSITIONS

Open TP positions that are in the active recruitment stage as of September 26, 2020 can be found in Annex B.

TP DEPARTURES

Table 2: TPs Who Departed the GHTP Project between September 27, 2019 to September 26, 2020

NAME BUREAU/OFFICE SUPPORTED DATE OF DEPARTURE

TRANSITIONED TO WHAT POSITION?

Evans, Darin GH/ID/NTD September 27, 2019 Higher level position under GHSI-III

Milner, Erin GH/MCHN/NEH November 11, 2019 Position under STAR

Yansaneh, Aisha GH/OHA/RES November 12, 2019 Higher level position under GHSI-III

Ornstein, Tara GH/OHA/SCC November 27, 2019 Position under STAR

Scales, Tiffani AFR/SD December 3, 2019 USAID Foreign Service Limited

Jankowski, Karlan USAID Zambia Mission January 16, 2020 Higher level position under GHSI-III

Weis, Julianne GH/PRH/RTU January 17 2020 USAID Foreign Service Limited

Nichols, Catherine GH/OHA/SIEI January 24, 2020 Position under STAR

Vij, Ashley GH/OHA/RES February 11, 2020 Higher level position under GHSI-III

Kimmel, Allison GH/OHA/SCC/RA February 16, 2020 Position in STAR

Schowen, Ryan GH/OHA/SCC/RA February 17, 2020 Higher level position under GHSI-III

Igodan, Oghogho GH/OHA/SCC/RA May 25, 2020 Position in USAID’s E3 Bureau

Gregoire, Kyla DCHA/FFP June 12, 2020 USAID Implementing Partner

Patel, Elijah USAID Indonesia Mission July 1, 2020 USAID Foreign Service

Mohamed, Ayan ID/Front Office July 2, 2020 USAID/GH Direct Hire

Jadhav, Apoorva GH/PRH/PEC July 10, 2020 Higher level position under GHSI-III

Consavage, Kate GH/MCHN/NEH July 17, 2020 Enrolled in PhD program

Abdur-Rahman, Afeefa GH/PRH/PEC August 3, 2020 Higher level position under GHSI-III

Selim, Michelle GH/OHA/RES/VAC August 30, 2020 Direct hire at OGAC

Goodwin, Ashley GH/OHA/SCC/RA September 18, 2020 Direct Hire at Health and Human Services (HHS)

Anson, Meghan RFS September 25, 2020 USAID Foreign Service Limited

*Definitions of acronyms can be found in the acronym list on page 2


ADMINISTRATIVE AND LOGISTICAL SUPPORT

Table 3: Workplan Activities Related to IT/Admin/Finance

ID ACTIVITIES START DATE END DATE CURRENT STATUS/NOTES

H1 ADMIN - Provide and manage office and meeting space for participants and staff as requested by USAID

Ongoing Ongoing

Upon return to the project office, demand for meeting space at the new GHTP project office will be continuously monitored to determine if increased resources need to be devoted to managing requests efficiently and as approved by USAID.

I1 FINANCE - Ensure the required and ad hoc financial reports are correct and submitted in a timely manner

Start of each quarter and upon USAID request

30 days after the end of each quarter and upon USAID request

All financial reporting has been submitted as required or requested during the performance period.

I2 FINANCE - Communicate and answer questions on monthly actual and forecasts to USAID budget contacts in offices and missions

Ongoing Ongoing Regular reports and ad hoc reports have been and will continue to be provided in a timely manner.

LOGISTICS AND TRAVEL

During the performance period, travel was supported by GHTP staff at a higher rate than during PY1 until COVID-19 affected travel plans. Surge support, particularly during USAID’s Country Operational Plan (COP) season, was supplemented by Credence back office staff. GHTP staff also supported the orientation of all newly onboarding TPs with background on travel policies and procedures, and logistical support for TPs to attend the State Department’s Foreign Affairs Counter Threat (FACT) training in its previous and new locations.

GHTP staff supported the relocation of two individuals and one dependent from the United States to work at the Zambian Mission in Lusaka, Zambia. The relocations were coordinated with Credence’s relocation support provider. Additionally, GHTP supported the international onboarding of another TP already located in Zambia. GHTP staff worked with USAID and the Zambian Mission to ensure that all necessary action items, including medical and security clearances, employment permits, entry visas, travel approvals, country clearances, orientations, and mission-specific paperwork were completed in advance of relocation abroad and onboarding. This resulted in a smooth transition for the TPs into their positions abroad, with each starting on the date agreed upon with the Mission. GHTP staff also began the onboarding process for a fourth international TP already located in Zambia.

Additionally, during this reporting period GHTP staff supported the repatriation of one individual back to the United States from Lusaka, Zambia at the completion of her time working for USAID/Zambia abroad.

The COVID-19 pandemic not only halted TDY travel for TPs, but also triggered evacuations of four overseas TPs and dependents to the United States, which GHTP staff supported as well. Each evacuation consisted of a unique set of circumstances, requiring tailored solutions. Engagement and coordination with Missions was critical, and GHTP staff communicated and coordinated with the USAID POCs to receive approval for authorized evacuations, which resulted in GHTP’s ability to execute the evacuations effectively and as quickly as possible. Additionally, in all evacuations, GHTP staff across multiple teams worked together to coordinate the internal and back office support from both Credence and PHI that was necessary to ensure that evacuated TPs were supported to the best of the project’s ability.


Finally, during this reporting period, GHTP made several changes designed to improve travel processes and efficiencies. GHTP successfully rolled out Concur expense reporting for all TPs, streamlining and improving the expense reimbursement process. Despite limited travel during this period, TPs have already begun to use and familiarize themselves with Concur expense, primarily for PD and Office-approved expenses. Furthermore, in response to air ticket price increases experienced during the peak summer travel season in PY1, GHTP staff rolled out a travel approval process change in PY2 that is designed to shrink the amount of time it takes to book air tickets after they have been placed on hold. During this reporting period, GHTP staff also conducted and completed a search for a new travel management company (TMC). Rollout and transition from the existing TMC will occur in PY3.

STATISTICS

Travel events: TPs undertook 143 travel events involving 61 unique travelers. Of these, 125 of the travel events were outside of the United States. Eighteen were within the US. Sixteen travel events were cancelled or postponed trips that have not yet been rescheduled (12 were cancelled due to COVID-19). GHTP staff undertook 10 domestic trips related to outreach.

Advance booking: There were 540 records of individual trips (this number represents how the GHTP travel agency treats each ticketed travel event – GHTP’s travel statistics, as referenced above, treat each travel event based on how it was proposed by the TP and approved by the COR). Trips booked at least 14 days in advance account for 50.19 percent of all trips booked during this period. Of these individual trips:

• 61 were booked 0 – 2 days in advance, or 11.30 percent • 68 were booked 3 – 6 days in advance, or 12.59 percent • 140 were booked 7 – 13 days in advance, or 25.93 percent • 96 were booked 14 – 20 days in advance, or 17.78 percent • 175 were booked 20+ days in advance, or 32.41 percent

WORKPLAN ACTIVITIES IN RA 2: OVERSEE AND SUPPORT THE PROFESSIONAL AND CAREER DEVELOPMENT OF THE TPS

Table 4: Workplan Activities Related to Performance Management and Professional Development


END DATE STATUS/NOTES

D1 Refine Individual Learning and Training Plan (ILTP) templates and processes incorporating feedback from TPs and USAID

Ongoing Ongoing The ILTP was introduced to new TPs at orientation. Individual emails were sent with the ILTP template after orientation and TPs can also accessed the template on the GHTP SharePoint site.

D2 Orient, develop and finalize ILTPs with each participant

TPs start date 90 days PD team met with each TP prior to due date of

ILTP.

D3 Enhance and refine tools for presenting and communicating professional development opportunities via e-mail and GHTP website

Ongoing Ongoing Regular e-mail updates with recommended PD activities were sent to each TP on a weekly basis. A list of PD resources was developed and shared on the GHTP SharePoint site.

D4 Review, authorize and track TPs' individual professional development activities and expenses

Completion of ILTP Ongoing PD activities and expenses were tracked by

PD team on an ongoing basis.

D5 Conduct quarterly check-ins with each participant Quarterly Ongoing Quarterly check-ins occurred with each TP.




D6 Refine and enhance the Professional Development Participant Database Ongoing Ongoing

GHTP staff developed a PD portal to integrate into the GHTP website. Due to IT staff departures and other competing priorities, the timeline for implementation has been moved to PY3.

D7 Coordinate with POCs to proactively address performance concerns

September 27, 2019 Ongoing

GHTP staff monitored performance concerns through GHTP’s regular communications with the POCs. Performance evaluations were also conducted in the 1st quarter of PY2 and the PD team followed up with POCs to address performance concerns documented in the evaluations.

D8 Orient, develop and finalize Annual Work Plan (AWP) in coordination with POCs and TPs

TPs start date 90 days

The AWP is introduced to new TPs at orientation. Individual emails are sent with the AWP template after orientation and TPs can also access the template on the GHTP SharePoint site.

In PY2, GHTP staff introduced performance management/professional development concepts with new TPs during orientation. They discussed the AWP and ILTP, both of which are due within 90 days of a TP’s start date. GHTP staff scheduled check-ins with TPs prior to the due date to discuss progress on these documents These check-ins also included discussions about achieving performance and professional development goals, maintaining a relationship with the TP’s POC, and clarifying employment expectations.

Each TP was allocated $3000 in professional development funds for activities related to their short- and long-term career goals. To access these funds, TPs were required to complete an ILTP and a PD request form for each unique PD activity. GHTP staff reviewed, tracked, and authorized individual PD activities and monitored each TP’s PD budget. GHTP staff disseminated weekly PD opportunities to TPs via email to provide ideas and resources for using the professional development stipend. The staff also maintained a repository of PD opportunities on the GHTP professional development portal. Due to COVID, many organizations canceled conferences and other PD events or moved them to a virtual platform. Many TPs comments that they could not find time to spend their PD funds before the end of the calendar year. GHTP offered the option to apply PY2 PD funds towards a future activity if approval was obtained before the funds expired.

GHTP staff hosted a Professional Development Brown Bag in the last quarter of PY2. Topics included professional development resources available through GHTP and USAID, common uses of PD funds amongst GHTP participants, and three breakout groups to discuss professional development resources in specific technical areas. Approximately 25 TPs participated in the event and post-event feedback indicated that 89 percent of respondents though the event was ‘excellent,’ ‘very good,’ or ‘good.’ These types of events will continue in PY3.

GHTP staff continued to meet with TPs through a quarterly check-in process. These check-ins included in-depth conversations with TPs about program processes and policies, including reclassifications, travel, and expenses, and the team used the feedback to make process and communication improvements whenever possible.

GHTP staff rolled out TP performance evaluations in the first quarter of PY2. The performance evaluation included a feedback on performance objectives, competencies related to USAID’s Backstop 50 and leadership characteristics. In consultation with the project COR, the evaluations informed decisions on USAID’s expectations for step increase determinations. GHTP staff also responded to TP and POC questions regarding step increase determinations and eligibility for step increases based on start date. 


Table 5: Workplan Activities Related to Mentoring

ID ACTIVITY START DATE END DATE STATUS/NOTES

E1 Coordinate with USAID to better understand the current agency mentorship program and identify potential areas of collaboration


GHTP staff continued to work with other mechanisms to recruit mentors and refine mentorship resources.

E2 Refine Mentorship Program framework, tools and systems to promote and track mentoring interactions


GHTP recruited over 40 new mid- to senior-level mentors and refined mentor and mentee resources and surveys. A workshop was also held in mid-July for mentors and mentees.

In the first quarter of PY2, GHTP officially launched the second iteration of the GHTP Mentorship Program. While PY1 focused almost exclusively on a peer-to-peer mentorship model, PY2 focused exclusively on a traditional mentorship model with more senior professionals mentoring more junior. GHTP staff recruited and vetted a diverse group of senior-level mentors, representing multiple sectors, including government, non-profit, academia and private industry. As a result, GHTP staff matched 98 individuals in 49 mentorship pairs, which involved 49 TPs participating as mentees and six senior-level TPs participating as mentors. Based on a closeout survey for PY2, a high percentage of mentorship participants reported satisfaction with their mentorship matches and the mentorship program. GHTP staff also met with staff from the STAR mechanism to discuss opportunities for mentorship collaboration. This partnership would allow for more seasoned TPs to serve as mentors to more junior GH professionals and senior staff from the other mechanism to mentor TPs. This collaboration is still in development and will be rolled out in PY3.

Due to the COVID-19 pandemic, the mentorship program effectively pivoted the implementation of its mentorship strategy in the second and third quarters of 2020 to plan and implement a virtual Summer Mentorship Workshop. The virtual workshop was an overwhelming success with 30 mentorship participants attending the virtual workshop. Attendees noted that the interactive sessions and breakout conversations on mentorship best practices were useful in generating innovative ideas and quality discussions.

WORKPLAN ACTIVITIES IN RA 3: CONDUCT DIVERSITY INITIATIVE OUTREACH EVENTS AND EXCHANGES TO SERVE ALL GH HIRING MECHANISMS

Table 6: Workplan Activities Related to Outreach

ID ACTIVITIES START DATE


F1 Expand GHTP Future Global Health Leaders program – establish GHTP with current MSI network as part of outreach strategy

In progress Ongoing Executed 44 information sessions for educational institutions with 15 institutions designated as MSIs.

F2 Expand and maintain outreach database In progress Ongoing Continued to build listserv membership through social media, website, information sessions, and FGHL activities.

F3 Update and share external outreach schedule In progress Ongoing External outreach schedule was maintained with all outreach events included on the globalhealthtp.org website as each event was confirmed.




F4 Plan and conduct internal meetings to support GH/non-direct hiring mechanisms

Ad hoc based on PDMS needs

Ongoing Met with GH and other GH mechanisms seven times over the course of PY2, including two partners meetings held by USAID.

F5 Engage specifically with USAID employee resource groups (ERGs) to promote GH employment and support further events that diversify the hiring pool.

In progress Ongoing Engaged with ERGs to share job opportunities and other related content.

F6 Maintain and update website, social media and listserv In progress Ongoing

Continue to build listserv membership through social media, website, information sessions, and FGHL activities.

GHTP FUTURE GLOBAL HEALTH LEADERS (FGHL)

In January 2020, GHTP staff held the inaugural FGHL webinar, “Envision Yourself in Global Health,” as part of its quarterly webinar series. Nearly 200 undergraduates, graduates, and postgraduates registered for the live webinar, and 131 people have viewed the webinar recording since January. In April 2020, the second FGHL webinar, “When Should I Pursue Graduate School,” was held with 50 live attendees and an additional 56 individuals viewing the recording. The final PY2 webinar, “International Experiences and Internships,” was held in July and engaged 80 live attendees and supported another 81 individuals who watched the recording. All webinar recordings are available on the GHTP website. GHTP staff held virtual and in-person events targeted specifically to the FGHL audience, including the Minority Serving Institution (MSI) network. To enhance the project’s reach beyond virtual information sessions, in the first half of PY2, GHTP staff conducted in-person events. In selecting in-person events, GHTP staff tried to plan multiple school visits with other events in the same area. Examples of in-person visits and success include: As part of the focus on MSIs and engaging people with diverse backgrounds, GHTP staff attended the annual Biomedical Research Conference for Minority Students in Anaheim, California. GHTP staff chose this event because it targets students from diverse backgrounds in STEM fields along the way to graduate level training in 12 scientific disciplines. Of the 4,300 attendees who attended the event, half were undergraduate students, the target audience for FGHL. In addition to the annual conference, GHTP staff traveled to University of California, Los Angeles and California State University, Long Beach to hold information sessions with 84 students, maximizing the in-person presence and establishing relationships with the universities. Due to scheduling issues, Charles Drew University was not an in-person event, but the POC from the global health department reached out to GHTP staff to include our toolkit and other resources into its global health curriculum during the university’s winter session 2020.

In February 2020, GHTP staff visited Boston, a major public health program hub and an area where GHTP had successful virtual sessions with several schools. GHTP staff attended a career fair and successfully delivered information sessions at two other schools. Project staff connected with Boston University, Tufts University, and University of Massachusetts Boston (an MSI). In March 2020, GHTP staff visited Chicago which also houses several public health academic institutions. GHTP staff had the first in-person session with undergraduate students at DePaul University, followed by a meeting with faculty which provided excellent feedback on the project’s approach with undergraduates and how to bolster FGHL content. That same day, GHTP staff met with University of Illinois at Chicago (an MSI) faculty and staff, including the Associate Dean for Diversity and Inclusion and Dean of the Global Health Program. The staff meeting was followed by an information session with a mix of graduate and undergraduate students. These in-person sessions facilitated important connections to faculty, students, and staff, enhancing future sessions. Due to the COVID-19 pandemic, GHTP program staff did not conduct in-person events in Q3 and Q4 of PY2. At the end of Q2, “office hours” were implemented where students, alum, and job seekers could request 30-minute Zoom video call to discuss job applications, how GH mechanisms work, resume review, etc. In six months, GHTP program staff received 49 requested office hour sessions.


FEEDBACK ON “OFFICE HOURS” SESSION

“The session helped me gain a better understanding of the global health landscape and ways in which I can leverage on different networks and professional contacts to advance my career in this dynamic field. I now understand how to tailor my resume and experiences to different opportunities in the field.”

OUTREACH DATABASE

At the start of PY2, the GHTP outreach database consisted of approximately 1,000 contacts (listserv sign-ups, current TPs, and academic institution contacts). As of September 26, 2020, the outreach database includes 2,097 (1,823 listserv and 274 university contacts). Due to the COVID-19 pandemic, in-person events were suspended for the second half of the PY which has proved to be a contributor to new listserv members.

EXTERNAL SCHEDULE OF EVENTS

The external outreach schedule has been live on the GHTP website since July 2019. It is maintained and updated daily as events are scheduled and confirmed. The outreach schedule can be found at https://globalhealthtp.org/event-directory/.

COLLABORATION WITH OTHER GH MECHANISMS

GHTP leadership participated in two Partners Meeting hosted by USAID. In addition, GHTP staff coordinated with GHSI-III and STAR on multiple events, shared best practices and lessons learned, and discussed other programmatic collaboration throughout the period of performance.

USAID EMPLOYEE RESOURCE GROUP ENGAGEMENT

At the start of the program year, GHTP staff engaged in the USAID ERG led process of revamping the agency’s Diversity and Inclusion Strategic Plan. GHTP staff volunteered to revise three strategic goals with other members of various ERGs over the course of several months. The proposed objectives were presented to the agency’s Executive Diversity Council. Once these strategic objectives are finalized, they will be shared with the broader Agency for comment. As of the end of PY2, per the Executive Order, any training focused on diversity and inclusion under GHTP is halted until further notice. In the second half of PY2, GHTP engaged with individual ERGs to share information about GHTP positions through organizational listservs and/or virtual webinars.

UPDATES ON WEBSITE, SOCIAL MEDIA, AND LISTSERV

The GHTP website was launched in PY1. In PY2, GHTP program staff continued maintain the website with relevant information. In Q3 and Q4, GHTP staff revised the design and content of the website and plan to update the website in PY3, Q1. The GHTP listserv was discussed in the above sections. In PY2, a key component of increased programmatic outreach efforts included the enhancement of the GHTP social media plan. GHTP has a presence on LinkedIn, Twitter, and Facebook. During PY2, monthly views of the GHTP LinkedIn page received an average of 196 views per month, an increase of 11percent per month throughout PY2. This number does not include individual team members who share the posts (including job openings and global health news). On Twitter, GHTP staff have tweeted for a total of 146 tweets in PY2, an 86 percent increase from PY1. There has been an 81 percent increase in followers from PY1 and a total of 57,862 tweet impressions throughout PY2. Finally, on Facebook, our posts have been viewed 55,000 times. GHTP staff continue to enhance the project’s social media presence to reach the global health community.

https://globalhealthtp.org/event-directory/

https://globalhealthtp.org/event-directory/


CROSS-CUTTING ACTIVITIES

PROJECT STAFFING

Due to the COVID-19 pandemic, GHTP has delayed filling the Support Specialist and IT Specialist vacancies.

POSITION NAME

Project Director David Godsted

Deputy Director/Head of Professional Development Jennifer Kirk

Director of Recruitment, Outreach, and Diversity Tiera Kendle

Finance Director Ate Etim-Edet

Diversity and Inclusion Manager Stacy Terrell

Senior Recruiter Messaye Kefle

Professional Development Coordinator Nathan Karrel

Program Specialist Marisa Rieger

Program Support Specialist TBD

MONITORING, EVALUATION, AND LEARNING (MEL)

The GHTP staff reviewed active indicators in the PMEP and proposed modifications to add clarity to some participant-related indicators. After submission to and review by USAID, these changes were accepted and are reflected in the 2020 GHTP Participant Survey. These specific modifications to the PMEP indicators are noted in Annex A of the report and provide further detail about the revisions in the PY2 PMEP.

FINANCIAL POSITION

In PY2, there were no cost overruns or high unit costs to report. Table 7 represents actual expenditures for FY19 and FY20 to date. The remainder of FY20 and FY21 are presented as forecasts.

SUMMARY OF FINANCIAL POSITION Table 7: Summary of GHTP Financial Position from FY19 – FY21

OFFICE/MISSION FY19 TOTAL FY20 TOTAL FY21 TOTAL GRAND TOTAL

Africa Bureau Sustainable Development

$ 324,042.88 $ 421,632.73 $ 566,247.04 $ 1,311,922.65

Asia Bureau Technical Support

$ 244,877.70 $ 451,418.71 $ 445,915.06 $ 1,142,211.47

Bureau for Food Security

$ 204,433.43 $ 637,747.20 $ 472,454.79 $ 1,314,635.42

Cross-Bureau $ 363,271.68 $ 701,784.14 $ 877,674.13 $ 1,942,729.95


OFFICE/MISSION FY19 TOTAL FY20 TOTAL FY21 TOTAL GRAND TOTAL

DCHA 1 $ 321,162.10 $ 483,579.01 $ 334,849.49 $ 1,139,590.60

DCHA 2 $ 154,593.91 $ 301,270.23 $ 458,169.28 $ 914,033.42

Family Planning and Reproductive Health

$ 465,999.79 $ 719,713.84 $ 1,360,932.91 $ 2,546,646.54

Ghana $ 1,360.99 $ 1,360.99

GHSA $ 92,516.23 $ 92,516.23

Global Dev Lab $ 244,376.75 $ 434,175.81 $ 678,552.56

Global Health Security in Development (GHSD)

$ 75,056.37 $ 209,286.93 $ 284,343.29

HIV/AIDS $ 1,199,014.78 $ 6,857,114.99 $ 10,177,823.63 $ 18,233,953.41

Malaria $ 286,426.76 $ 572,612.65 $ 1,131,880.08 $ 1,990,919.49

Maternal and Child Health

$ 22,959.82 $ 129,557.44 $ 152,517.26

Mozambique $ 2,145.00 $ 2,145.00

Nutrition $ 604,765.50 $ 614,562.88 $ 510,571.50 $ 1,729,899.88

OCS $ 236,968.30 $ 519,802.88 $ 756,771.18

OHS $ 54,684.34 $ 165,642.08 $ 220,326.42

Other Public Health Threats

$ 415,844.29 $ 386,126.07 $ 430,064.55 $ 1,232,034.91

Philippines $ 3,373.00 $ 3,373.00

PMO-Staff $ 1,311,429.23 $ 1,780,313.95 $ 1,949,037.30 $ 5,040,780.49

Tajikistan $ 3,871.01 $ 3,871.01

Tuberculosis $ 116,039.98 $ 286,524.61 $ 441,782.84 $ 844,347.42

Ukraine $ 10,700.00 $ 10,700.00

USAID/Indonesia $ 153,631.00 $ 201,304.23 $ 20,982.75 $ 375,917.99

USAID/ZAMBIA $ 574,465.41 $ 1,104,198.16 $ 1,591,459.93 $ 3,270,123.50

Grand Total $ 6,739,998.45 $ 16,267,915.20 $ 22,228,310.41 $ 45,236,224.07


ANNEX A – PROJECT MONITORING AND EVALUATION PLAN

RA 1: IDENTIFY, RECRUIT, PLACE, AND SUPPORT TECHNICAL PROFESSIONALS

RECRUITMENT OF NEW TPS

Table 8: PMEP Indicators Related to Recruitment

INDICATOR BENCHMARK/END OF PROJECT (EOP) TARGETS

STATUS (AS OF SEPTEMBER 26, 2020)

1.1.1 Average number of days for recruiting appropriate candidates and hiring

Annual:

Recruiting: 32 days

Hiring: 22 days

Recruiting:14.25 days on average

Hiring: 12.1 days on average

1.1.2 HMs rate their satisfaction with the quality of GHTP’s candidates as ‘satisfied’ or ‘very satisfied’ Annual: 85 percent 82 percent

1.1.3 Percent of HMs who describe their satisfaction with GHTP’s recruitment process as ‘satisfied’ or ‘very satisfied’

Annual: 85 percent 82 percent

1.1.1 AVERAGE NUMBER OF DAYS FOR RECRUITING APPROPRIATE CANDIDATES AND HIRING?

Table 9: Pipeline of GHTP Positions in Recruitment Process during PY2

POSITION NAME DEPARTMENT RECRUITMENT TIMELINE

HIRING TIMELINE COMMENTS/DATE HIRED

Tuberculosis Data Systems Advisor GH/ID/TB Ongoing Ongoing Recruitment Underway

Nutrition Data Advisor RFS Ongoing Ongoing Recruitment Underway

Tuberculosis Lab and Diagnostic Network Advisor

GH/ID/TB Ongoing Ongoing Recruitment Underway

Data Visualization Technical Advisor (Reclassification)

GH/OHA/KPR 7 11 Start date scheduled for September 28, 2020

Gender Technical Advisor GH/OHA/PPIR 12 Ongoing Selection Process Underway

Budget Analyst GH/OHA/SCH 12 Ongoing Selection Process Underway

Performance and Transition Coordinator (Backfill)

GH/OHA/SCC 2 Ongoing Selection Process Underway

Safe and Accountable Program Advisor

Bureau of Humanitarian Assistance (BHA)

12 Ongoing Selection Process Underway

Program and Data Quality Advisor GH/OHA/SIEI 10 Ongoing Selection Process Underway




Health Economics Advisor OHA/SPS Ongoing Ongoing Recruitment Underway

Policy Advisor GH/PPP 11 Ongoing Selection Process Underway

Tuberculosis Strategic Information (SI) Technical Advisor

GH/ID 11 9 Clearance Process Underway

Program Coordinator NPI GH/OCS 10 16 Clearance Process Underway

Malaria Technical Advisor (Reclassification-PHI)

AFR/SD 13 2 Start date was August 15, 2020

Program Analyst GH/PRH 20 Ongoing Selection Process Underway

Malaria Technical Advisor GH/ID/MAL 11 7 Clearance Process Underway

Data Scientist GH/MCHN/RP 13 14 Clearance Process Underway

DREAMS Coordinator-Zambia USAID Mission-Zambia

9 11 Clearance Process Underway

Supply Chain M&E Advisor (GHSI-III Reclass)

GH/PRH/CSL 9 10 Start date was August 17, 2020

Program Analyst (GHSI-III Reclass) GH/PRH 8 12 Start date was August 3, 2020

Program Analyst (GHSI-III Reclass) GH/PRH 10 8 Start date was August 13, 2020

Data Analysis Advisor #0240 GH/OHA/SIEI 13 13 Start date was August 5, 2020

Communications Advisor (Backfill) GH/MCHN 9 Ongoing Selection Process Underway

Data Engineer GH/PPP 12 Ongoing Selection Process Underway

Data Scientist GH/PPP 12 Ongoing Selection Process Underway

Performance and Transition Coordinator (Backfill)

GH/OHA/SCC 10 13 Clearance Process Underway

Differentiated Care & Multi-month Dispensing Advisor

GH/OHA/PCT/ACB 13 16 Clearance Process Underway

Private Sector Service Delivery Technical Advisor

GH/PRH 8 10 Start date will be October 26, 2020

Budget Analyst GH/P3 8 13 Clearance Process Underway

Biomedical Research Advisor GH/PRH 10 16 Clearance Process Underway




Data Analysis Advisor #0280 GH/OHA/SIEI 7 9 Start date was July 6, 2020

Innovative Financing and Market Access Advisor

GH/CII 8 15 Clearance Process Underway

Data Analysis Advisor #0238 GH/OHA/SIEI/EA 6 17 Start date was September 14, 2020

Nutrition Social and Behavior Change Advisor (Reclassification)

GH/MCHN/NEH 7 4 Start date was April 29, 2020

Key Populations Technical Advisor (Reclassification-GHSI) #0098

GH/OHA/PPIR 2 9 Start date was April 20, 2020

Supply Chain Risk Management Advisor (Reclassification-GHSI) #0220

GH/OHA/SCH 12 18 Clearance Process Underway

Data Analysis Advisor #0283 (Reclassification)

GH/OHA/SIEI 6 7 Start date was April 4, 2020

Supply Chain Advisor-PRH GH/PRH 11 5 Clearance Process Underway

Family Planning and Reproductive Health Technical Advisor (Reclassification)

GH/PRH 6 6 Start date was April 4, 2020

Communications Advisor-PRH GH/PRH 17 7 Start date was August 3, 2020

Program Advisor for Africa AFR/SD 7 11 Start date was May 18, 2020

Health Workforce Engagement Advisor #0312

GH/OHA/SPS 8 13 Clearance Process Underway

Malaria Technical Advisor GH/ID/MAL 15 13 Start date was May 26, 2020

Communications Advisor-PMI GH/ID/MAL 14 10 Start date was September 14, 2020

Monitoring, Evaluation and Learning Advisor (Reclassification)

GH/PPP 7 8 Start date was April 4, 2020

Malaria Case Management Technical Advisor

GH/ID/MAL 19 11 Start date was July 6, 2020

Strategic Information Technical Advisor #0279

GH/OHA/SIEI 6 11 Start date was July 20, 2020

Geospatial Specialist #0255 GH/OHA/SIEI 10 8 Clearance Process Underway




Data Analyst #0260 GH/OHA/SIEI 10 12 Clearance Process Underway

Data Governance Advisor #0262 GH/OHA/SIEI Ongoing Ongoing Recruitment Underway

Supply Chain Data Scientist GH/ID/MAL 15 12 Start date was June 30, 2020

Malaria Data Visualization Technical Advisor

GH/ID/MAL 28 25 Clearance Process Underway

Performance and Transition Coordinator II

GH/OHA/SCC 9 7 Start date was May 26, 2020

Performance and Transition Coordinator II

GH/OHA/SCC 9 11 Start date was August 31, 2020

Gender Technical Advisor GH/OHA/PPIR 3 10 Start date was March 18, 2020

Africa Regional Malaria Advisor (Reclassification)

AFR/SD 6 4 Start date was March 14, 2020

Nutrition Advisor (Reclassification) GH/MCHN/NEH 10 4 Start date was October 30, 2019

Malaria Technical Advisor (Reclassification)

GH/ID/MAL 5 1 Start date was January 4, 2020

Communications and Nutrition Advisor (Reclassification)

GH/MCHN 6 1 Start date was February 15, 2020

Health Procurement and Supply Chain Systems Advisor (Re-recruitment)

USAID Mission-Zambia

8 10 Start date was July 1, 2020

Systems and Communication Support Advisor (Reclassification)

GH/OCS 10 5 Start date was March 7, 2020

Senior Learning and Evaluation Advisor

Global Development Lab

8 7 Start date was April 1, 2020

Health Information Systems Advisor GH/OHA/SIEI 16 18 Clearance Process Underway

Clinical Services Advisor GH/OHA 18 5 Start date was March 16, 2020

Communications Advisor GH/ID/ETD 11 5 Start date was May 11, 2020

Supply Chain Advisor (Re-recruitment)

GH/OHA/SCH 18 6 Start date was May 26, 2020

Public Affairs Advisor GH/OHA/SCC 17 8 Start date was March 30, 2020




Program Analyst GH/OHA/SIEI 16 5 Start date was April 27, 2020

Local Partner Transition Advisor GH/OHA/SPS 22 3 Start date was July 6, 2020

Tuberculosis Diagnostics Technical Advisor

GH/ID 18 11 Start date was May 26, 2020

Country Team Coordinator GH/OCS 17 33 Start date was April 20, 2020

Integrated Data Advisor GH/OHA/SIEI 35 38 Clearance Process Underway

Data Analysis Advisor GH/OHA/SIEI 11 21 Start date was March 30, 2020

Data Analysis Advisor GH/OHA/SIEI 35 18 Clearance Process Underway

Biomedical Prevention Advisor GH/OHA/PCT 9 14 Clearance Process Underway

Program Coordinator-Coverage Coordination and GH-TAMS Support

GH/OCS 17 4 Start date was May 11, 2020

Program Coordinator (New Partnerships Initiative)

GH/OCS 17 14 Start date was February 18, 2020

Health Systems Technical Advisor GH/OHS 4 16 Start date was January 13, 2020

Communications Analyst (re-posted on Feb 3, 2020)

GH/MCHN 6 10 Start date was July 20, 2020

Global Health Security Agenda Budget and Program Analyst (GS-11 Equivalent)

GHSA/ID/Front Office

5 8 Start date was November 18, 2019

Data Analyst GH/OHA/SPS 11 11 Start date was April 13, 2020

DOD PEPFAR Public Health Advisor Zambia Mission 7 15 Start date was January 12, 2020

Supply Chain Advisor GH/OHA/SCH 15 17 Start date was March 16, 2020

Data Analyst GH/OHA/SIEI 7 15 Start date was January 6, 2020

Data Analyst GH/OHA/SCH 17 10 Start date was March 30, 2020

Data Analyst GH/OHA/SPS 17 16 Start date was April 13, 2020

Data Analyst GH/OHA/SCH 17 10 Start date was January 21, 2020

Data Analyst GH/OHA/SIEI 15 10 Start date was November 4, 2019

Program Analyst GH/OHA/OVC 10 11 Start date was October 16, 2019




Program Analyst GH/OHA/RES/VAC 10 11 Start date was November 25, 2019

Social and Behavior Change Advisor Zambia Mission 9 21 Start date was January 6, 2020

Technical Advisor for Efficiency and Accountability

GH/OHA/SIEI 11 12 Start date was October 31, 2019

Performance and Transition Coordinator*

GH/OHA/SCC 47 16 Start date was January 6, 2020


GH/OHA/SCC 15 15 Start date was October 11, 2019

Performance and Transition Coordinator

GH/OHA/SCC 12 12 Start date was December 9, 2019














GH/OHA/SCC 73 11 Start date was December 9, 2019


GH/OHA/SCC 32 21 Start date was November 12, 2019












Innovations Advisor Global Development Lab

22 10 Start date was January 13, 2020

Key Populations Data and Visualization Analyst

GH/OHA 3 10 Start date was October 30, 2019

Nutrition Associate Advisor RFS 15 3 Start date was January 6, 2020

Humanitarian health advisor DCHA/OFDA 32 15 Start date was April 27, 2020

Average Number of Days 14.25 days 12.1 days

* The Performance Transition Coordinator position descriptions were received at a single point in time; however, the USAID POC wanted to see batches of candidates to determine the exact number of positions needed based on selected individuals’ skill sets and needs of OHA. In a few cases, while the recruitment process timeline appears to have taken much longer than estimated, this was by design and request of USAID.

Definitions of acronyms can be found in the acronym list on page 2

Under the GHTP project and per the PMEP, the recruitment timeline includes the number of days from position announcement until the GHTP recruiter sends the USAID hiring manager a short list of qualified candidates for review. Qualified candidate are defined as candidates possessing the required knowledge, skills, and abilities as stated in the approved position description. The hiring timeline includes the time from finalist selection to acceptance of offer letter. The average number of days was calculated for those positons that had completed each step. For example, if recruitment had been completed in 32 days and the hiring process was not completed by September 26, 2020, only the average recruitment would be included for the position as there is no definitive number of days for hiring. For the reporting period, the average recruitment timeline was 14.25 days and the average hiring timeline was 12.1 days.

1.1.2 HIRING MANAGERS (HMS) RATE THEIR SATISFACTION WITH THE QUALITY OF GHTP’S CANDIDATES AS ‘SATISFIED’ OR ‘VERY SATISFIED’

We received 11 responses to our request for feedback on GHTP’s quality of candidates. Of the respondents, 64 percent were very satisfied, 18 percent were satisfied, and 18 percent were very dissatisfied. The survey is anonymous so that respondents can respond honestly and with the opportunity to provide comments/additional feedback. Unfortunately, there were no comments included that reflected what the respondent(s) were dissatisfied with in the process so that we could address issues directly with them or overall in our processes.

We received one comment on the survey which is included below:

“Highly skilled and talented candidate. Brings solid experience in project management and is an excellent addition to the team.”

1.1.3 PERCENT OF HMS WHO DESCRIBE THEIR SATISFACTION WITH GHTP’S RECRUITMENT PROCESS AS ‘SATISFIED’ OR ‘VERY SATISFIED’

We received 11 responses to our request for feedback on GHTP’s recruitment process. Of the respondents, 76 percent were very satisified, six percent were satisfied and 18 percent were dissatisified. The survey is


anonymous so that respondents can respond honestly and with the opportunity to provide comments/additional feedback. Unfortunately, there were no comments included that reflected what the respondent(s) were dissatisfied with in the process so that we could address issues directly with them or overall in our processes.

We have included all HM comments from survey below: “This was a tricky recruitment given we needed the right skills AND personality for effective work with existing comms team members. GHTP did a great job working with me—including administering the needed skills test as part of the hiring process.” “Excellent support for multiple rounds of this recruitment.” “Recruitment was handled very professionally and efficiently by GHTP. The whole process went very smoothly.”

CROSS CUTTING ACTIVITIES

GHTP TP AND POC SUPPORT

Table 10: PMEP Indicators Related to GHTP TP and POC Support

1.2.2 PERCENT OF TPS WHO DESCRIBE THEIR OVERALL SATISFACTION WITH GHTP SERVICES AS ‘SATISFIED’ OR ‘VERY SATISFIED’

The GHTP TP Survey had a response rate of 57 percent with 50 of 88 TPs providing feedback. The survey sought TPs’ insights on a wide range of topics including services, professional development, learning activities and career advancement. Responses about the level of satisfaction across GHTP support services were high. Ninety-four percent of respondents said they were ‘satisfied’ or ‘very satisfied’ with work planning/performance planning support as well as professional development support. Eighty percent of respondents indicated that they were ‘satisfied’ or ‘very satisfied’ with operational support, which includes travel, IT, security, benefits, allowances, and expense processing.

Travel support, benefits, and IT support were mentioned as areas for improvement. Comments noted concerns about the types of laptops being issued, administrative time spent on travel procedures and employer benefits GHTP has allowed for POCs to approve smaller models of laptops upon request. Additionally, the implementation of Concur for travel and expense processing should reduce the amount of time TPs spend on administrative procedures. Individual conversations occurred between the TPs and the respective legal supervisor to discuss employer specific benefits questions and concerns.

INDICATOR BENCHMARK/EOP TARGETS STATUS (AS OF SEPTEMEBER 26, 2020)

1.2.2 Percent of TPs who describe their overall satisfaction with GHTP services as ‘satisfied’ or ‘very satisfied’

Annual: 85 percent GHTP exceeded this indicator with 88 percent of respondents saying they were ‘satisfied’ or ‘very satisfied’ with GHTP services.

1.2.3 Percent of POCs who were ‘satisfied’ or ‘very satisfied’ with the value and responsiveness of GHTP support provided to the POC

Annual: 90 percent GHTP received slightly less than the benchmark with 85 percent of POCs responding they were ‘satisfied’ or ‘very satisfied’ with GHTP support provided.

1.3.1 Percent of TPs who rate their overall professional GHTP including day to day technical work and professional development participation as contributing ‘positively’ or ‘very positively’ to their careers

Annual: 80 percent GHTP met this indicator at 80 percent of respondents indicating their overall technical work and professional development contributed ‘positively’ or ‘very positively’ to their careers.


1.2.3 PERCENT OF POCS WHO WERE ‘SATISFIED’ OR ‘VERY SATISFIED’ WITH THE VALUE AND RESPONSIVENESS OF GHTP SUPPORT PROVIDED TO THE POC

Twenty-one POCs responded to a survey to gauge their satisfaction with the support they received from GHTP. Eighty-five percent reported being either very satisfied or satisfied. POCs engaged with GHTP on a wide range of topics including recruitment, performance management, travel, and logistics. GHTP will consider ways to engage the POCs virtually during this period of remote work as suggested by some survey respondents.

1.3.1 PERCENT OF TPS WHO RATE THEIR OVERALL GHTP EXPERIENCE, INCLUDING DAY TO DAY TECHNICAL WORK AND PROFESSIONAL DEVELOPMENT PARTICIPATION, AS CONTRIBUTING ‘POSITIVELY’ OR ‘VERY POSITIVELY’ TO THEIR CAREERS

Eighty percent of TPs who responded to the Participant Survey said their professional GHTP experience contributed “positively” or “very positively” to their careers. In PY2, GHTP staff updated the wording of this indicator in the PMEP to more specifically define the participant’s ‘overall GHTP experience.’ These changes resulted in less confusion among the respondents as evidenced by their comments. A few responses indicate that participants view their day to day technical work as separate from GHTP services.


RA 2: OVERSEE AND SUPPORT THE PROFESSIONAL AND CAREER DEVELOPMENT OF THE TPS

PERFORMANCE MANAGEMENT AND PROFESSIONAL DEVELOPMENT

Table 11: PMEP Indicators Related to Performance Management and Professional Development

INDICATOR BENCHMARK/EOP TARGETS STATUS

2.1.1 Percent of TPs who report being ‘satisfied’ or ‘very satisfied’ with GHTP orientation Annual: 80 percent

GHTP exceeded this indicator, with 19 of 20 respondents to the orientations survey indicating they were ‘satisfied’ or ‘very satisfied’ with the orientation provided to them by the project.

2.1.2 Percent of TPs who report being ‘satisfied” or ‘very satisfied’ with the applicability of at least one USAID sponsored or external learning event to their professional and career development

Annual: 70 percent GHTP exceeded this indicator. Ninety-six percent of respondents indicated they were ‘satisfied’ or ‘very satisfied’ with the applicability of one USAID sponsored or external learning event.

2.2.1 Percent of new GHTP participants who complete an Individual Learning and Training Plan (ILTP) in their first six months

PY2: 85 percent Eighty-three percent of new TPs completed their ILTP within the first six months of starting their position. This number is slightly lower than the target set for the year.

2.2.2 Percent of TPs who report being ‘satisfied’ or ‘very satisfied’ with the professional development resources and support provided by GHTP

Annual: 80 percent GHTP exceeded this indicator with 88 percent of respondents indicating they were ‘satisfied’ or ‘very satisfied’ with the professional development resources and support.

2.2.3 Percent of TPs who ‘agree’ or ‘strongly agree’ that they are pursuing professional development to advance their career in global health

Annual: 80 percent Eighty-eight percent of respondents indicated they ‘agree’ or ‘strong agree’ they are pursuing professional development to advance their career in global health.

2.2.4 Percent of TPs who complete at least one professional development activity during the programming year in support of their ILTP

Annual: 100 percent Indicator will be tracked in the TP performance evaluation that will be initiated in October 2020, and will be reported in the next semi-annual report.

2.2.5 Percent of TPs demonstrating competency in two key areas, as seen in reviews of ‘agree’ or ‘strongly agree’ by their POC. These may include: a) technical competence in their health-related area; b) knowledge of USAID systems and practices; and c) leadership

Annual: 80 percent Indicator will be tracked in the TP performance evaluation that will be initiated in October 2020, and will be reported in the next semi-annual report.

2.3.1 Percent of TPs who demonstrate established mentorship relationships by participating in at least two activities or conversations with their mentor/mentee

PY1: Establishment of mentoring program – 30 percent

PY2: 40 percent

PY3-5: TBD

GHTP surpassed the 40 percent benchmark with more than 90 percent of TPs meeting with their mentorship partner at least two times.

2.1.1 PERCENT OF TPS WHO REPORT BEING ‘SATISFIED’ OR ‘VERY SATISFIED’ WITH GHTP ORIENTATION

GHTP staff conducted 32 orientations with 61 TPs in attendance. Each orientation was completed within the first to third day of hire. For those TPs who had previously worked at USAID and did not require the USAID NEO, the orientation was held on the first day of hire. Those TPs who were required to attend NEO received the GHTP orientation on the third day of hire as NEO was conducted on day one and two of employment.

The orientation survey is sent out no later than one week after orientation and feedback is reviewed on an on-going basis. A total of 20 TPs responded to a survey upon completion of the GHTP orientation. Nineteen respondents were either very satisfied or satisfied overall with the orientation session.


2.1.2 PERCENT OF TPS WHO REPORT BEING ‘SATISFIED” OR ‘VERY SATISFIED’ WITH THE APPLICABILITY OF AT LEAST ONE USAID SPONSORED OR EXTERNAL LEARNING EVENT TO THEIR PROFESSIONAL AND CAREER DEVELOPMENT

This indicator was modified slightly from PY1to clarify that GHTP was seeking feedback from participants about USAID and/or external PD activities in which they participated. In the PY1 Participant Survey, participants indicated confusion because they thought that the question was asking about GHTP-led professional development activities and trainings, which is outside of the GHTP scope The PY2 survey question regarding this indicator was also modified to include the name of the specific activity in which a TP participated, which provided GHTP with useful information about which specific PD activities participants found the most valuable.

2.2.1 PERCENT OF NEW GHTP PARTICIPANTS WHO COMPLETE AN ILTP IN THEIR FIRST SIX MONTHS

In consultation with the GHTP staff and USAID POCs, each TP was required to complete an ILTP within 90 days of their start date, which includes their professional development goals for the performance period. Eighty-three percent of new TPs completed their ILTP within six months of starting their position, slightly under the 85 percent target. GHTP staff sent out multiple reminders and scheduled meetings to discuss the ILTP prior to the due date. Competing responsibilities and the challenges of transitioning into a new role in a virtual environment led to a slight decrease in the completion rate. GHTP staff will discuss ways to meet this indicator in PY3.

2.2.2 PERCENT OF TPS WHO COMPLETE AT LEAST ONE PROFESSIONAL DEVELOPMENT RESOURCES AND SUPPORT PROVIDED BY GHTP

Eighty-eight percent of respondents indicated they were ‘satisfied’ or ‘very satisfied’ with the PD resources and support provided by GHTP. They commented that they were appreciative of the weekly PD opportunities that are sent to TPs via e-mail and the overall support the team provides. Some respondents asked for flexibility to extend PD funds due to COVID so GHTP is allowing the PD fund balance from year two to be used on activities beyond 2020 as long as POC concurrence and GHTP approval is obtained by December 31, 2020. Respondents also asked for more specific PD opportunities related to IT/data and paths to becoming higher-level professionals. GHTP will take this feedback into consideration moving forward and diversify communications accordingly.

2.2.3 PERCENT OF TPS WHO ‘AGREE’ OR ‘STRONGLY AGREE’ THAT THEY ARE PURSUING PROFESSIONAL DEVELOPMENT TO ADVANCE THEIR CAREER IN GLOBAL HEALTH

Eighty-three percent of TPs who responded ‘agree’ or ‘strongly agree’ that they are pursuing professional development to advance their career in global health. TPs overwhelmingly expressed an interest in participating in professional development activities and appreciate that the mechanism offers professional development resources and support. Some comments focused on the limited ability to participate in in-person activities due to COVID or the ability to fit in professional development around full-time job responsibilities.

2.2.4 PERCENT OF TPS WHO COMPLETE AT LEAST ONE PROFESSIONAL DEVELOPMENT ACTIVITY DURING THE PROGRAMMING YEAR IN SUPPORT OF THEIR ILTP

While the ILTPs documents professional development goals for the performance period, they do not track the completion of these activities. To track the completion of PD activities, TPs are required to document PD activities in their performance evaluation. This data collection method allows TPs to report the PD activities they participated in at the end of the performance period. GHTP staff will collect this data in the first quarter of PY3 and report on it in the semi-annual report.


2.2.5 PERCENT OF TPS DEMONSTRATING COMPETENCY IN TWO KEY AREAS, AS SEEN IN REVIEWS OF ‘AGREE’ OR ‘STRONGLY AGREE’ BY THEIR POC. THESE MAY INCLUDE: A) TECHNICAL COMPETENCE IN THEIR HEALTH-RELATED AREA; B) KNOWLEDGE OF USAID SYSTEMS AND PRACTICES; AND C) LEADERSHIP

The GHTP annual performance evaluation includes a summary of the performance objectives established in the AWP, progress towards achieving these objectives, and an assessment by the POC of the TPs’ competencies related to USAID’s backstop 50 and leadership characteristics. GHTP staff considered the best way to measure this indicator and determined the performance evaluation was the most logical place to do so. The performance evaluations were initiated in the last quarter of the calendar year, so data collection and reporting will occur in the first quarter of PY3.

2.3.1 PERCENT OF TPS WHO DEMONSTRATE ESTABLISHED MENTORSHIP RELATIONSHIPS BY PARTICIPATING IN AT LEAST TWO ACTIVITIES OR CONVERSATIONS WITH THEIR MENTOR/MENTEE

At project launch, GHTP staff originally set this target of meeting twice with a mentor/mentee at 30 percent due the fact that the mentorship framework needed to be developed and external mentors recruited. We also wanted to ensure that our mentorship was not duplicative of any mentorship programs within USAID. In PY2 GHTP surpassed the 40 percent benchmark with more than 90 percent of TPs meeting with their mentorship partner at least two times. The majority of mentorship pairs reported meeting and/or setting up an initial meeting with their mentorship partner within the first month, while a small minority reported delays in setting up an initial meeting due to work-related requirements. GHTP staff initiated an open enrollment period quarterly throughout the calendar year to provide TPs not participating in the mentorship program an opportunity to opt into the program. This especially focused on recently oriented TPs or TPs that explicitly expressed interest in participating in the program. Due to the overwhelming success of the program, we far exceeded these initial indicators in PY2 and will look to adjust them for PY3, with approval from USAID. GHTP staff will continue to build on the momentum of the successful workshop in PY2 by carrying out more interactive virtual workshops in PY3. These workshops will use participant-vetted prompts and mentorship resources prior to each workshop based on solicited feedback and input from mentorship participants. Moreover, the mentorship program will continue to adapt and remain flexible to ongoing participant feedback and the ever-changing dynamics related to the COVID-19 pandemic.

Additionally, GHTP staff will maintain routine and frequent check-ins with the mentorship programs' participants while continuing to provide mentorship resources through monthly e-mail communications and posting mentorship resources on GHTP’s website. GHTP staff will further sustain its engagement with USAID and its partners to share best practices, as well as pursue windows of opportunity to expand the impact of GHTP’s mentorship program within the Agency.

FEEDBACK FROM TPS IN THE GHTP MENTORSHIP PROGRAM:

“My mentor was helpful in providing an external perspective of my possible career paths, and how to navigate competing priorities.”

“My mentor is open, approachable, offers good advice, and challenges me to think about things in a new way.”

“I appreciate all the resources that are regularly shared by GHTP—they are varied and interesting.”

“My mentor was a great sounding board to talk about the structure of [my USAID office], domestic and international paths, nuances of government contracting, consulting vs partner or agency employment, and better understanding how to navigate complex professional situations (e.g. communicating deadlines on competing tasks and work burden with supervisor).”


RA 3: CONDUCT DIVERSITY INITIATIVE OUTREACH EVENTS AND EXCHANGES TO SERVE ALL GH HIRING MECHANISMS

OUTREACH

Table 12: PMEP Indicators Related to Outreach

INDICATOR BENCHMARK/EOP TARGETS

STATUS (AS OF SEPTEMEBER 26, 2020)

3.1.1 Number of outreach events conducted to recruit global health professionals, including from diverse backgrounds 40 events Completed 54 outreach events during

PY2.

3.1.2 Number of people reached at events and activities conducted to recruit global health professionals, including from diverse backgrounds

1,250 people Reached 35,816 people through outreach events and activities.

3.1.3 Conduct meetings to support GH/non-direct hiring mechanisms with outreach efforts focusing on diverse audiences 2

Participated in two USAID coordinated cross mechanism events (February and June 2020); coordinated and conducted four meetings with other USAID mechanisms.

3.1.1 NUMBER OF OUTREACH EVENTS CONDUCTED TO RECRUIT GLOBAL HEALTH PROFESSIONALS, INCLUDING FROM DIVERSE BACKGROUNDS

In PY2, 54 in-person and virtual events were conducted, of which 19 events were targeting diverse audiences. Of the 54 events, 36 were virtuals events and six were local, which allowed the total cost of events to be very low, at $7,295 for the program year.

FEEDBACK FROM GHTP VIRTUAL INFORMATION SESSION

“I felt very heard and understood in today’s discussion. It was nice to see some of my passions in action.”

All PY2 events are listed in the table below. Events with a diversity focus are shaded in gray and marked with an asterisk.

STAR Intern Panel & Networking Session

Eastern Virginia Medical School Information Session

University of Maryland Public Health Career Expo*

Johns Hopkins University SPH Information Session

Annual Biomedical Research Conference for Minority Students*

Boston University Information Session

Clark University Information Session

California State University Long Beach Information Session*

University of Miami Information Session

UCLA Information Session

Touro University Professional Development Day

Xavier University Information Session*

Future Global Health Leaders Webinar 1

University of Massachusetts Boston Information Session*

Brandeis University Information Session

San Diego State University*

University of Southern California Information Session

Temple University Information Session

Drexel University Information Session*

Purdue University Information Session


American Public Health Association Conference

Boston University Public Health Career Fair

Brandeis University—DC Visit

Washington University at St. Louis Information Session

University of Washington Information Session

DePaul University Information Session

JHU Bloomberg SPH Career Fair

University of Illinois at Chicago Information Session*

NYU Global Public Health Career Expo

Pittsburgh SPH Information Session

SID-W Career Fair Tufts University Information Session

Washington University at St. Louis Brown School Virtual Class Visit

Virtual Public Health Career Fair

PhD & Master’s Virtual Career Fair

Rutgers University Information Session*

Mercer University Information Session

Future Global Health Leaders Webinar 2*

Devex Global Development Career Forum

George Mason University Information Session*

University of Michigan Information Session

University of Maryland Global Public Health Scholars Information Session*

Washington University at St. Louis Virtual Information Session

Florida International Virtual Information Session*

University of Maryland Global Public Health Scholars Site Visit*

Columbia University Mailman SPH Information Session

Rollins SPH – Emory University Career Fair USF Career Fair

Future Global Health Leaders Webinar 3*

Florida International University Employer Virtual Career*

University of Notre Dame Virtual Information Session

Charles Drew University Information Session*

Korbel School – University of Denver Alumni Career Panel

Charles Drew University MD Student Information Session*

3.1.2 NUMBER OF PEOPLE REACHED AT EVENTS AND ACTIVITIES CONDUCTED TO RECRUIT GLOBAL HEALTH PROFESSIONALS, INCLUDING FROM DIVERSE BACKGROUNDS

As a part of our outreach strategy we count events targeting a diverse audience as those which fall into these categories below:

• Events at Universities that are Minority Serving Institutions (or conferences targeting MSIs) • Events at Universities and/or Schools of Public Health with 50 percent for more populations

underrepresented in public health • Events at Universities which primarily serve people living with disabilities (or conferences targeting this

population) • Events targeting LGBTQ+ people • Events targeting Veterans

We include our Future Global Health Leaders activities in this category since we are specifically targeting students at MSIs. Fifty percent of our events target diverse populations, therefore our message is applicable to all.

In PY2, GHTP reached 35,816 people through 54 outreach events. Of the total people reached, 5,305 were reached at the 20 events targeting diverse audiences.


FEEDBACK FROM GHTP VIRTUAL INFORMATION SESSION

“I thought the presentation was excellent. Clear, concise and you demystified a lot around the intricacies of what is often a thorough and in-depth application process.”

3.1.3 CONDUCT MEETINGS TO SUPPORT GH/NON-DIRECT HIRING MECHANISMS WITH OUTREACH EFFORTS FOCUSING ON DIVERSE AUDIENCES

GHTP program staff met with both GHSI-III and STAR program staff throughout the year to discuss recruitment tracking, recruitment efforts, outreach, mentorship, and performance evaluations. In PY2, GHTP leadership also met with USAID and other GH mechanisms at the GH Partners Meetings hosted by Professional Development and Management Services (PDMS) and Office of Acquisitions and Assistance (OAA) which occurred in February and June 2020.


ANNEX B – PY3 PLANNED ACTIVITIES

PLANNED ACTIVITIES AND EVENTS FOR THE NEXT PERFORMANCE PERIOD SEPTEMBER 27, 2020– SEPTEMBER 26, 2021

Below are the workplan activities, dates, and notes as approved by USAID for PY3.

RECRUITMENT

Table 13: Workplan Activities Related to Recruitment



A1 Enhance recruitment database In progress Ongoing Continue to expand recruitment database through outreach efforts, referrals, and targeted recruitment efforts.

A2 Finalize job descriptions for each position (development and approval) As received Day 6 of

receipt Finalize job descriptions, communicate and finalize PD in first five days of receipt

A3 Finalize the application packages, including submission and approval Day 7 Day 33

Submit application packages in standardized format for all necessary information for COR review and CO approval.

A4 Implement onboarding process for each participant Day 33

within 1st week of starting at USAID

Complete all company processes within first week of accepting contingent offer, including submitting clearance paperwork to Administrative and Management Support (AMS) or Mission.

A5 Manage the reclassification process updates in PDs Ongoing Ongoing

Continue to work with POCs on any reclassification process from one position description to another as well as advertising and providing candidates for reclassified positions.

A6 Implement orientation for incoming TPs TP's start dates Ongoing

Orientation will continue on day 1-3 of employment to include GHTP orientation, NEO (if needed), and employer orientation.

A7 Implement Blind Recruitment for all positions Q1 end of Q4 All candidates sent to POCs for first round of resume reviews will be blinded as of September 27, 2020.

A8 Provide demographics (race/ethnicity, sex, and disability) on semi-annual basis to USAID Q1 and Q3

Semi- and Annual Report

Continue to work with USAID and other GH mechanisms to provide demographic information of applicants to hire in uniform format.


Table 14: Current Active Recruitment Pipeline (as of September 26, 2020) for Program Year 3 (PY3)

DEPARTMENT POSITION NAME

Tuberculosis Data Systems Advisor GH/ID/TB

Nutrition Data Advisor RFS/CN

Tuberculosis Lab and Diagnostic Network Advisor GH/ID/TB

Gender Technical Advisor GH/OHA/PPIR

Budget Analyst GH/OHA/SCH

Performance and Transition Coordinator GH/OHA/SCC

Safe and Accountable Program Advisor BHA

Program and Data Quality Advisor GH/OHA/SIEI

Health Economics Advisor OHA/SPS

Policy Advisor GH/PPP

Tuberculosis Strategic Information (SI) Technical Advisor GH/ID

NPI Program Coordinator GH/OCS

Malaria Technical Advisor AFR/SD

Program Analyst GH/PRH

Malaria Technical Advisor GH/ID/MAL

Data Scientist GH/MCHN/RP

DREAMS Coordinator-Zambia USAID Mission-Zambia

Communications Advisor GH/MCHN

Data Engineer GH/PPP

Data Scientist GH/PPP

Performance and Transition Coordinator GH/OHA/SCC

Differentiated Care & Multi-month Dispensing Advisor GH/OHA/PCT/ACB

Budget Analyst GH/P3

Biomedical Research Advisor GH/PRH

Innovative Financing and Market Access Advisor GH/CII

Nutrition Social and Behavior Change Advisor GH/MCHN/NEH

Supply Chain Risk Management Advisor GH/OHA/SCH

Supply Chain Advisor GH/PRH


DEPARTMENT POSITION NAME

Health Workforce Engagement Advisor GH/OHA/SPS

Sustained Epidemic Control (SEC) Advisor GH/OHA/SPS

Geospatial Specialist GH/OHA/SIEI

Data Analyst GH/OHA/SIEI

Data Governance Advisor GH/OHA/SIEI

Malaria Data Visualization Technical Advisor GH/ID/MAL

Health Information Systems Advisor GH/OHA/SIEI

Integrated Data Advisor GH/OHA/SIEI

Data Analysis Advisor GH/OHA/SIEI

Biomedical Prevention Advisor GH/OHA/PCT

Communications Advisor GH/ID/ETD

* Definitions of acronyms can be found in the acronym list on page 2

TP AND POC SUPPORT

Table 15: Workplan Activities Related to Cross Cutting Activities


G1 Complete internal PY3 M&E plan, including timeline and overview of survey instrument All teams September 27,

2021 In progress; to be completed by the end of PY3 Q1.

G2 Administer survey for PMEP – recruitment Recruitment In progress Survey will be administered within week of TP starting or last TP starting from a batch recruitment. 

G3 Administer survey for PMEP – POCs

Recruitment, Outreach, and Diversity (ROD)/PD

September 1, 2021

Survey will be administered in September 2021.

G4 Administer survey for PMEP – TPs ROD/PD September 1, 2021


G5 Administer orientation survey One week after orientation completed

Results will be continuously monitored so that TP orientation can refined on an ongoing basis. 

G6 Administer mentorship survey September 1, 2021


H1 Manage GHTP office and meeting space for staff, participants, and others as requested by USAID – maintain efficient network infrastructure to support on-site activities

Ongoing Ongoing

Demand for meeting space at the new GHTP project office will be continuously monitored in order to determine if increased resources need to be devoted to managing requests efficiently, and as approved by USAID.



I1 Ensure the required and ad hoc financial reports are correct and submitted in a timely manner

Start of each quarter and upon USAID request

30 days after the end of each quarter and upon USAID request

GHTP staff will continue to refine the Power BI financial reporting software in order to meet the evolving needs of the COR and financial POCs in all of the USAID offices and missions that host TPs.

I2 Communicate and answer questions on monthly actuals and forecasts to USAID budget contacts in Offices and Missions

Ongoing Ongoing Regular reports will be provided and ad hoc reports will be provided in a timely manner.

CROSS CUTTING ACTIVITIES

Table 16: Workplan Activities Related TP and POC Support



B1

TRAVEL – Support TP travel needs by implementing, providing, and continuously improving responsive logistical services - provide learning opportunities to participants to enhance their understanding of travel guidance

Ongoing Ongoing

GHTP staff will conduct semi-regular sessions that introduce new TPs to travel policies, as well as refreshers for current TPs as policies are updated, or when GHTP staff note any trends where TPs broadly share confusion about policies.

In response to TP feedback, and in coordination with the COR, new expense reimbursement software was implemented during the first half of PY2. A new travel management company was hired during the second half of PY2.

B2

IT – Develop, implement, support, and continuously improve technologies that enhance the performance of participants and support staff, including hardware, software, and virtual workspaces

Ongoing Ongoing

During PY3, GHTP staff will focus on supporting the technological needs of the occupants of the project space. Ongoing refinement of the PD and performance management database will take place throughout.

B3

SEC – Work directly with USAID to process all facility access, secret clearances, and mission security paperwork to ensure all TPs and support staff, as appropriate, receive timely badges and access as needed to perform work under GHTP contract

Ongoing Ongoing

The Facility Security Officer and Security team will continue to coordinate closely with USAID GH AMS in order to support the timely granting of clearances for new TPs, as well as the renewal of clearances as needed.

C1 Enhance and refine the systems for communicating with TPs and POC Ongoing Ongoing

Based on POC feedback, the GHTP project team will increased the frequency of POC communications, particularly around the orientation of POCs and the performance management of TPs.


PERFORMANCE MANAGEMENT AND PROFESSIONAL DEVELOPMENT

Table 17: Workplan Activities Related to Performance Management and Professional Development



D3 Enhance and refine tools for presenting and communicating professional development opportunities via email and GHTP website

Ongoing Ongoing Based on feedback from the PY1 participant survey, GHTP sent weekly PD recommendations and hosted a brown bag about locating PD opportunities.

D6 Refine and enhance the Professional Development Participant Database Ongoing Ongoing

In collaboration with Credence IT, a comprehensive database for tracking the performance and professional development of TPs was nearing completion at the end of PY2, with an expected launch during Q1 of PY3.

D7 Coordinate with POCs to proactively address performance concerns Ongoing Ongoing

GHTP engaged POCs about performance management on a regular basis. Program information and orientation phone calls were conducted with new POCs to ensure POCs knew about the performance management support available to them through GHTP.

E1 Coordinate with USAID and other staffing mechanisms to continue to identify potential areas of collaboration

Ongoing Ongoing GHTP staff will establish relationships with other USAID mechanisms and partners to recruit mentors, refine mentorship resources, and determine other areas of collaboration.

E2 Refine framework, tools, and systems to promote and track mentoring interactions Ongoing Ongoing

GHTP staff will enhance the mentorship program by providing additional mentorship pairing opportunities across USAID, including the USAID GH Mentoring Program, USAID’s Culture of Leadership, USAID Mentorship Program, GHSI-III, and STAR.

OUTREACH

Table 18: Workplan Activities Related to Outreach



F1 Expand GHTP Future Global Health Leaders program – increase subscribers by 25% and conduct 4 new webinars, and school specific information sessions (as part of 40 events)

In progress Ongoing Will continue to increase communication with educational institutions and host webinars which help build a long-term global health pipeline.

F2 Expand and maintain outreach database In progress Ongoing Will continue to add to the GHTP listserv.

F3 Conduct a minimum of 40 outreach events, to include 25% of events with MSIs and/or 50% of events conducted with diverse audiences

Q1 Ongoing Outreach schedule is updated in real time on the GHTP website, once new event is confirmed.

F4 Update and share external outreach schedule Ad hoc based on PDMS needs

Ongoing Continue to meet to discuss ways to work together to support USAID GH.




F5 Gather recruitment data from GH Mechanisms (GHTP, GHSI, STAR) to examine correlation of event to application to GH Mechanism.

Q1 Ongoing Continue to engage with USAID working groups.

F6 Conduct and/or participate in internal meetings to support GH/non-direct hiring mechanisms In progress Ongoing Continue to enhance GHTP website and

social media content.

F7 Engage specifically with USAID ERGs to promote GH employment and support further events that diversify the hiring pool.

In progress Ongoing Maintain and strengthen communication with ERGs to include application opportunities and other areas as appropriate.

F8 Maintain and update website, social media and listserv In progress Ongoing

Continue to build listserv membership through social media, website, information sessions, and FGHL activities.

The PY3 events confirmed as of September 26, 2020 are:

Georgetown and DC Consortium Information Session

London School of Economics Information Session

Georgia State University Information Session*

Heller School Brandeis University Information Session

American University Public Health Career Fair

FGHL Webinar 4* American Public Health Association Annual Conference

Spelman College Information Session*

University of Pittsburgh Information Session

UMD Public Health Career Fair*

Brandeis University Heller Career Fair

University of Texas San Antonio Information Session*


ANNEX C – TP ROSTER AS OF SEPTEMBER 26, 2020 Table 19: Roster of Technical Professionals Active During the Performance Period

TP NAME TITLE OFFICE DATE OF HIRE

Abdur-Rahman, Afeefa Level II Technical Professional – C: Gender Advisor GH/PRH/PEC February 11, 2019

Arthur, Micaela Level II Technical Professional – C: Special Populations Health Advisor ASIA/TS February 11,

2019

Burns, Jordan Level I Technical Professional – C: Africa Regional Malaria Advisor AFR/SD February 11,

2019

Buschur, Anna Level I Technical Professional – A: Health Information Advisor GH/OHA/SIEI February 11,

2019

Cunningham, Marc Level II Technical Professional – A: Monitoring, Evaluation and Learning Advisor GH/P3/SAEO February 11,

2019

Halbach, Katherine (Ellen) Level I Technical Professional – C: Program Cycle Advisor GH/OCS February 11, 2019

Lemke, Clerisse Level I Technical Professional – C: Malaria Technical Advisor GH/ID/MAL February 11,

2019

Mattingly, Meghan Level II Technical Professional – C: HIV Policy Advisor GH/OHA/PPIR February 11, 2019

Myer, Kathleen Level II Technical Professional – C: Public Health and Humanitarian Assistance Advisor DCHA/OFDA/TAG February 11,

2019

Swatdisuk, Ploi Level I Technical Professional – C: Neglected Tropical Diseases Advisor GH/ID/NTD February 11,

2019

Van Abel, Nicole Level II Technical Professional – C: Water, Sanitation and Hygiene (WASH) and Social and Behavior Change Advisor DCHA/FFP February 11,

2019

Wucinski, Jason Level II Technical Professional – C: Information Systems Advisor GH/P3/SAEO February 11,

2019

Marqusee, Hannah Level II Technical Professional – A: Health Economics Advisor GH/OHA/SPS February 18,

2019



Yevstigneyeva, Violetta Level I Technical Professional – A: Monitoring, Evaluation and Information Advisor GH/ID/NTD February 18,

2019

Christman, Caitlin* Level II Technical Professional – C: Technical Advisor GH/ID/MAL February 25, 2019

Davis, Joshua Level II Technical Professional – C: Strategic Data Analysis Advisor GH/OHA/SIEI February 25,

2019

Dunlap, Erin* Level II Technical Professional – C: Resource Tracking and Costing Advisor GH/OHA/SIEI February 25,

2019

Illingworth, Sarah Level II Technical Professional – A: Senior DREAMS Zambia Advisor USAID/Zambia February 25,

2019

Itzkowitz, Laura Level II Technical Professional – A: Nutrition Social and Behavior Change Advisor GH/MCHN/NEH February 25,

2019

Jadhav, Apoorva Level II Technical Professional – A: Demography and Health Technical Advisor GH/PRH/PEC February 25,

2019

Ohito, Rhoda Level II Technical Professional – A: HIV Financing Advisor USAID/Zambia February 25, 2019

Patel, Rajeev (Elijah) Level II Technical Professional – C: Drug Quality and Logistics Advisor USAID/Indonesia February 25,

2019

Saxena, Sweta Level I Technical Professional – C: Health Systems Advisor ASIA/TS February 25, 2019

Thistle, Caitlin Level II Technical Professional – C: Family Planning and Reproductive Health Research Advisor GH/PRH/RTU February 25,

2019

Gregoire, Kyla Level II Technical Professional – C: WASH Advisor DCHA/FFP March 6, 2019

Shen, Kaiser Level I Technical Professional – A: Tuberculosis Lab and Diagnostic Network Advisor GH/ID/TB March 6, 2019

Alvey, Jeniece Level II Technical Professional – C: Nutrition Advisor GH/MCHN/NEH March 11, 2019



Consavage, Katherine Level I Technical Professional – A: Nutrition Communications and Knowledge Management Advisor GH/MCHN/NEH March 11, 2019

Linn, Anne Level I Technical Professional – C: Malaria Technical Advisor AFR/SD March 11, 2019

Nichols, Catherine Level II Technical Professional – C: Data Analysis Advisor GH/OHA/SIEI March 11, 2019

Schelar, Erin Level I Technical Professional – C: Data Analysis Advisor GH/OHA/SIEI March 11, 2019

Anson, Meghan Level I Technical Professional – A: Nutrition Advisor RFS March 18, 2019

Hanks, Qwamel Nutrition Associate Advisor RFS June 10, 2019

Ojo, Williams Vector Control Data Analyst GH/ID/MAL August 8, 2019

Igodan, Oghogho Technical Professional Level I – C: PTC GH/OHA/SCC/ Regional Advisors Branch

August 7, 2019

Soybel, Geoffrey Technical Professional Level II – C: PTC GH/OHA August 13, 2019

Haile, Seghen Level II Technical Professional – Health Information Systems Technical Advisor GH/OHA August 13, 2019

Towers, Steven Technical Professional Level II – C: PTC GH/OHA August 13, 2019

Schowen, Ryan Technical Professional Level II – C: PTC GH/OHA/SCC/ Regional Advisors Branch

August 21, 2019

Pedersen, Sarah Nutrition Advisor RFS August 22, 2019

Goodwin, Ashley Technical Professional Level II – C: PTC GH/OHA August 26, 2019



Demeke, Sarah Technical Professional Level II – C: PTC GH/OHA/SCC/ Regional Advisors Branch

September 6, 2019

Wittenbrink, Brittney Technical Professional Level I – C: PTC GH/OHA/SCC/ Regional Advisors Branch

September 18, 2019

Desai, Shreya Technical Professional Level I – C: PTC GH/OHA/SCC/ Regional Advisors Branch

September 18, 2019

Wittenbrink, Brittney Technical Professional Level I – C: PTC GH/OHA/SCC/ Regional Advisors Branch

September 18, 2019

Ramos, Stephanie Technical Professional Level II – C: PTC GH/OHA/SCC/ Regional Advisors Branch

September 27, 2019

Betz, Bourke Technical Professional Level II – C: Key Populations Data and Visualization Analyst GH/OHA September 30,

2019

Ficht, Allison Technical Professional Level II – C: PTC GH/OHA/SCC/ Regional Advisors Branch

October 11, 2019

Liddell, Emily Technical Professional Level I – C: PTC GH/OHA/SCC/ Regional Advisors Branch

October 15, 2019

Murdock, Megan Technical Professional Level I – C: Program Analyst OHA/PPIR/OVC October 16, 2019

Bradley, Konrad Technical Professional Level II – C: PTC GH/OHA/SCC/ Regional Advisors Branch

October 21, 2019

Gerken, Annika Technical Professional Level I – C: PTC GH/OHA/SCC October 21, 2019

Johnson, Audrey Technical Professional Level I – C: PTC GH/OHA/SCC/ Regional Advisors Branch

October 21, 2019

Dunlap, Erin Technical Professional Level II – C: Technical Advisor for Efficiency and Accountability GH/OHA/SIEI October 31,

2019

McDavid, Nashiva Technical Professional Level II – C: Data Analyst GH/OHA/SIEI November 1, 2019



Sharifi, Sheena Technical Professional Level II – C: PTC GH/OHA/SCC/ Regional Advisors Branch

November 4, 2019

Selim, Michelle Technical Professional Level I – C: Program Analyst GH/OHA/RES/VAC November 12, 2019

Bochnowicz, Melissa Technical Professional Level I – C: PTC GH/OHA/SCC/ Regional Advisors Branch

November 14, 2019

Hession, Rebecca Technical Professional Level II – C: PTC GH/OHA/SCC/ Regional Advisors Branch

November 14, 2019

Mohamed, Ayan Technical Professional Level I – C: Global Health Security Agenda Budget and Program Analyst ID/Front Office November 18,

2019

Barrios-Wilson, Tisa Technical Professional Level I – C: PTC GH/OHA/SCC/ Regional Advisors Branch

November 25, 2019

Hart, Lisa Technical Professional Level I – C: PTC GH/OHA/SCC/ Regional Advisors Branch

December 9, 2019

Adelson, Cody Technical Professional Level I – C: Data Analyst GH/OHA/SIEI January 6, 2020

Coombs, Alexandra Technical Professional Level I – C: PTC GH/OHA/SCC/ Regional Advisors Branch

January 6, 2020

Groft, Ariel Technical Professional Level I – C: PTC GH/OHA/SCC/ Regional Advisors Branch

January 6, 2020

Hooyman, Christine Technical Professional Level I – C: PTC GH/OHA/SCC/ Regional Advisors Branch

January 6, 2020

Paulson, Margot Technical Professional Level II – C: Social and Behavior Change Advisor USAID/Zambia January 6, 2020

Thielker, Matthew Technical Professional Level I – C: Nutrition Associate Advisor RFS January 6, 2020

Rodriguez, Jesus Technical Professional Level II – A: DoD PEPFAR Senior Public Health Advisor USAID/Zambia January 12, 2020



Christman, Caitlin Technical Professional Level II – C: Innovations Advisor Global Development Lab January 13, 2020

Lugten, Liz Technical Professional Level II – A: Health System Technical Advisor GH/OHS January 13, 2020

Hartig, Miriam Technical Professional Level II – C: Data Analyst GH/OHA/SIEI/SCH January 13, 2020

Mirza, Zema Technical Professional Level II – C: Program Coordinator OCS February 17, 2020

Abuelgasim, Khalda Technical Professional Level II – C: Clinical Services Advisor GH/OHA March 16, 2020

Payne, Katelyn Technical Professional Level I – C: Supply Chain Advisor GH/OHA/SCH March 16, 2020

Reitenauer, Emily Technical Professional Level III – C: Gender Technical Advisor GH/OHA/PPIR March 18, 2020

Dorisca, Christian Technical Professional Level II: Gender Technical Advisor GH/OHA/PPIR March 18, 2020

Flores, Juan Technical Professional Level II: Public Affairs Advisor GH/OHA/SCC March 30, 2020

Kasdan, Benjamin Technical Professional Level II: Data Analyst GH/OHA/SCH March 30, 2020

Amick, Joseph Technical Professional Level I: Data Analysis Advisor GH/OHA/SIEI March 30, 2020

Avery, Latham Technical Professional Levell III: Senior Learning and Evaluation Advisor LAB April 1, 2020

Hoover, Jerilyn Technical Professional Level I: Data Analyst GH/OHA/SPS April 13, 2020

Pelz, Lizzie Technical Professional Level II: Country Team Coordinator GH/OCS April 20, 2020



Yeiser, Sarah Technical Professional Level II: Key Populations Technical Advisor GH/OHA/PPIR April 20, 2020

Haile, Liya Technical Professional Level I: Program Analyst GH/OHA/SIEI/ April 27, 2020

Harnish, Lindsay Technical Professional Level II: Humanitarian Health Advisor BHA April 27, 2020

Rossi, Aaron Technical Professional Level II: Communications Advisor GH/ID/ETD May 11, 2020

Thompson, Crystal Technical Professional Level II: Program Coordinator-Coverage Coordination GH/OCS May 11, 2020

Rhodes, Rachel Technical Professional II: Program Advisor AFR/SD May 18, 2020

Greve, Ashley Technical Professional Level II: Supply Chain Advisor GH/OHA/SCH May 26, 2020

Santos-DaSilva, Samantha Technical Professional Level II: Performance and Transition Coordinator GH/OHA/SCC May 26, 2020

Mann, Jonathan Technical Professional Level II: Malaria Technical Advisor GH/ID/MAL May 26, 2020

Durena, Alex Technical Professional Level II: Tuberculosis Diagnostics Technical Advisor GH/ID/TB May 26, 2020

Lemke, Clerisse Technical Professional Level II: Supply Chain Data Scientist GH/ID/MAL June 30, 2020

Malpass, Ashley Technical Professional I: Malaria Case Management Technical Advisor GH/ID/MAL July 6, 2020

Sayre, Michael Technical Professional Level II: Local Partner Transition Advisor GH/OHA/SPS/CBP July 6, 2020

Watson, Lakeshia Technical Professional Level II: Data Analysis Advisor GH/OHA/SIEI July 6, 2020



Kingston, Wendy Technical Professional II: Health Procurement and Supply Chain Systems Advisor USAID/Zambia July 20, 2020

Noykhovich, Katya Technical Professional Level II: Strategic Information Technical Advisor GH/OHA/SIEI July 20, 2020

Perlotto, Sydney Technical Professional I: Communications Analyst GH/MCHN July 20, 2020

Gaith, Smita Technical Professional II: Communications Advisor GH/PRH August 3, 2020

Dam, Anita Technical Professional I: Program Analyst GH/PRH August 5, 2020

Montes, Jairo Technical Professional I: Data Analyst Advisor GH/OHA/SIEI/EA August 5, 2020

Snyder, Megan Technical Professional I: Program Analyst GH/PRH/RTU August 12, 2020

Munthali, Wezi Technical Professional II: Supply Chain Monitoring & Evaluation Advisor GH/PRH/CSL August 17, 2020

Demery, Leanne Technical Professional II: Performance & Transition Coordinator GH/OHA/SCC August 31,2020

Schmale, Allison Technical Professional II: Data Analysis Advisor GH/OHA/SIEI/ EA September 14, 2020

Abate, Ayida Technical Professional Level II: Communications Advisor-PMI GH/ID/MAL September 14,

2020

*Caitlin Christman – Technical Professional Level II: Innovations Advisor, Global Development Lab, January 13,2020. Please note that Caitlin took a position on a completely different team outside of GH. Her previous rolewas with GH/MAL.

*Erin Dunlap – Shifted to Level II Technical Professional – Technical Advisor for Efficiency and Accountability,GH/OHA/SIEI, October 31, 2019.

Definitions of acronyms can be found in the acronym list on page 2

GLOBAL HEALTH TECHNICAL PROFESSIONALS

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