HUMAN RESOURCE FOR HEALTH

POLICIES AND STRATEGIES2007-2011

HEALTH SUMMIT – 17th April 2007

Development Process

A technical team was constituted by the Hon. Minister to review the 2002-2006 HR policy document.

The team brought together representatives of the various agencies and development partners.

Series of meetings, consultations and workshops held

Agencies And Persons Involved Lead Consultant from QHP (USAID) WHO (Ghana and Afro) HRH Technical Team Members Ministry of Health Ghana Health Service Teaching Hospitals CHAG Quasi Health Institutions Private Sector Health Training Institutions Universities and statistical services

Chapter One:Introduction Global Health Workforce National Development Goals Health sector vision, mission and objectives Five year Health sector goals HRH vision and goals Purpose of the document

Chapter two;HRH situation Projected population of the country (Up to 2011) Present Health facilities Present numbers and composition Health Workforce distribution by agency Health workforce distribution by category/gender/age Current staff per pop. ratios for selected professions HRH financing HRH attrition Training (pre-service & in- service) Current staffing standards Summary of HRH Challenges

Distribution by category

Category of staff Total no. at post

No. req. Gap

Medical Officers 2,026 3,732 1706

Dental Surgeons 31 50 19

Pharmacists 1550 2726 1176

Distribution by category cont.Category of staff Total no.

at postNo. req. Gap

Expatriate Staff (Doctors & Technicians)

200 - -

Professional Nurses 7304 19000 11696

Enrolled Nurses (Health Asst)

2956 7176 4220

Distribution by category cont.Category of staff Total no.

at postNo. req. Gap

Expatriate Staff (Doctors & Technicians)

200 - -

Professional Nurses 7304 19000 11696

Enrolled Nurses (Health Asst)

2956 7176 4220

Traditional Practitioners 21,182 - -

Distribution by category cont.Category of staff Total no.

at post.No. req. Gap

Community health nurses

3246 12934 9688

Registered Midwives 2810 8205 5395

Medical assistants 430 1242 812

Distribution by category cont.Category of staff Total no.

at postNo. req. Gap

Allied Health Professionals

588 2500 1912

Traditional birth Attendants

367 - -

Non Clinical & Clinical support staff

27918 30100 2182

Geographical Distribution

0

200

400

600

800

1000

1200

1400

1600

KATH KBTH GAR ASR VR NR UER UWR BAR ER WR CR

Regional distribution of nurses

G/nurses

EN/CHN

Midwives

Attrition

0

2

4

6

8

10

12

Number

2003 2004 2005 2006

Years

Attrition of Doctors in Komfo Anokye Teaching Hospital

retirements

resignations

vac of post

deaths

dismissals

Attrition

0

100

200

300

400

500

600

Number

2003 2004 2005 2006

Years

Attrition of staff in Ghana Health Service

Retirement

Resignation

Vac of Post

deaths

Chapter three;HRH projections Service delivery goals Planned expansion of facilities Health Intervention strategies HRH training projections, indicating intake

and dropout rates as well as output figures per year for both private and public training Institutions

HRH Supply Projections

Number at post per category Number required based on staffing norm Attrition rate Annual production from Training Institutions Other sources of recruitments (e.g..

Contracts, re-engagements, expatriates) HRH Gap

Chapter four;HRH policies and strategies Key HR policy questions

Policies on HRH planning and strategies

Policies on HRH management and strategies

Policies on HRH development and strategies

Chapter five; Implementation plan (Short – medium term plans)Key Results areas: Increased availability of staff at all levels

(geographical and institutional)

Enhanced competencies and skills.

Improved workforce productivity

Critical success factors

Appropriate stakeholder engagements. Multi-sector contributions including NGO,s patient groups, professional associations and volunteers.

Commitment by government to support actions which contribute to a sustainable health workforce

Clear understanding of roles, responsibilities and accountability

Critical Success factors

Adequate resource allocation

Initiatives outlined in this document are carried forth by the country and not donor driven.

Strong Leadership, providing direction

learning organization.

HRH strategies are harmonized with relevance components of the health system example, monitoring and evaluation, supply, production and Finance

16 broad objectives with planned activities & milestones To train and deploy Professionals, ensuring

requisite HR skill mix To integrate non –allopathic providers

(Herbalists and traditional) into service delivery To generate evidence for health workers and

client satisfaction and improve corporate image. To increase production of health workers

focusing on middle level cadres

Program objectives

To increase home and community based care components of existing programs like HIV/AIDS, roll back malaria and community IMCI

To ensure multi stakeholder involvement in HRH through HRH observatory

To mainstream gender into service delivery To improve on Health and safety issues and reduce

work place

Program objectives

To ensure continuing professional development of health workers

To implement and sustain comprehensive conditions of service for all health workers

To improve and decentralize HRH management functions

To improve performance management with corresponding rewards and sanctions systems for increased productivity

Program objectives

To promote and enforce effective legislation and regulation.

To implement strategies to retain health care providers.

To implement strategies for equitable distribution of staff

To improve on Human Resource information systems

Budget Personnel Emolument Non monetary incentive for people working in

deprived areas. Fellowships In-service training Pre-service training Regulation and Coordination Support the work of National HRH

consultative/Observatory Monitoring and Evaluation

Special initiatives Car revolving fund Housing schemes

Item 2007 2008 2009 2010 2011

P. E

Allowances

The End!

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