iHRIS: Open Source Health Workforce Information Systems
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Transcript of iHRIS: Open Source Health Workforce Information Systems
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iHRIS: Open Source Health Workforce Information Systems
NameEvent
Location - Date
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WHY IS HRIS IMPORTANT?The need for strong health workforce information systems
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Good Health Worker Data is Needed for…• Education and Training – to
make sound decisions about education and training, quantity and type
• Registration – to ensure qualified supply
• Deployment – to meet needs
• Management – of personnel; tracking movements
• Planning – right person, right place, right skills, right time
Training
Registration
DeploymentManagement
Planning
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The Big Picture…
Ministry of Health (plus other relevant Ministries: Education,
Public Service, etc)
Local Government Trai
ning
Ins
tituti
ons
Professional Councils
Public Service
HRISHMIS National Health
Workforce RegistryFBO
FBO Assoc
NGO Assoc
For Profit Assoc
FP
FBO NGO FP
FBO NGO FP
NGOHRIS HRIS HRIS
Facilities & Service Providers
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FBO
National/Local, Public/Private
Ministry of Health
Local Government Trai
ning
Ins
tituti
ons FBO
AssocNGO Assoc
For Profit Assoc
Professional Councils
Public Service
HRISHMIS National Health
Workforce Registry…
FBO NGO FP
FBO NGO FP
HRIS HRIS HRIS
Facilities & Service Providers
Private SectorNational
Local
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ALL ABOUT Open source health workforce information software
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iHRIS Manage is for health service delivery
iHRIS Qualify is for health professional councils
iHRIS Plan is for workforce planning and modeling
iHRIS Retain helps plan and cost retention interventions
iHRIS Train tracks pre-service and in-service training
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Local Innovation!
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Eighteen countries actively using iHRIS + one in the pipeline
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All 19 iHRIS Countries (Details)
CountryUSAID Project
Start Year
Health Workers
SupportedNigeria
CapacityPlus
2011 280,000Botswana 2009 36,180Rwanda 2006 37,943Ghana 2009 9,144Mali 2011 3,715
Tanzania Tanzania HR Project 2008 347,141*
UgandaUganda Capacity Project
2006 125,888
India Multiple 2010 112,000
Kenya Capacity Kenya 2007 59,693
Lesotho HRAA 2007 4,174Liberia RBHS 2013 8,082
NamibiaNamibia HIV/AIDS Project
2012 733
Guatemala CAMCAP 2012 40,000Malawi SSDI 2014 29,732
SenegalMNCH/FP/ Malaria Project
2013 400
CountryDonor & Partner
Start Year
Health Workers
Supported
Togo WHOFSD 2011 9,980
Sierra Leone
WHOUniversity of Dar es Salaam
2011 1,756
Chad WHOFSD 2012 371
DRC DFIDIMA 2012 TBD
Total: 1,106,932
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iHRIS global community [email protected]
• 150 active participants in open source community
• Nearly 300 issues raised, addressed and resolved in one year of operation
• Six donors– USAID– CDC– Canada– DFID – WHO– World Bank
• Seven implementers– IntraHealth– Abt– Baylor– FSD– IMA– JSI– MSH
• All supporting over over a million health worker records
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iHRIS Implementation Toolkit
• Country ownership & stakeholder leadership
• Assessment tools and procedures
• Data quality• Capacity-building
– technical– data demand and use
• Sustainability and continuous improvement strategies
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EXAMPLES OF IHRIS USEIf there is time and interest…
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Countries are now using iHRIS to…
• improve governance and accountability• improve the efficiency of health worker
support systems• save money and other resources • help increase the quantity and quality of the
health workforce• increase awareness of gender discrimination
and related issues
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Some specific examples…
• Save money – 187 ghost doctors identified at $1100 a month each is $2,468,400 a year back into health services
• Address deployment issues – one country discovered that 60% of their facilities didn’t have OB/GYN specialists. They are now:– Recruiting more specialists– Offering incentives for rural and hard-to-reach facilities– Training Medical Officers in EMOC.
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2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 20110
500
1000
1500
2000
2500
11 6 20 21 48 55183
1146
842
1303
2190
UMDPC license renewals (2001-2011)
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Southern Africa
34%
Europe 22%
Unspecified 16%
East Africa 11%
Others 7%Australia 6%
Canada 4%
UMDPC National Attrition by Destination (2011)
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13256; 76%
4270; 24%
Gender Mix of Nurses & Midwives (n=17,526)Female Male
Average Years to Promotion0
2
4
6
8
10
12
14
16
Average Years to Promotion
Year
s to
Prom
otion
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A B C D E F G H J K L M N P Q R S T0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Percentage of men and women by pay group
MaleFemale
Pay Group (lowest to highest)
% o
f men
& w
omen
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NEW PROJECTS BUILDING ON IHRISIf there is time and interest…
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Matriculation Graduation Post-
Graduation
Recruitment / Retention
• Rural/Urban background
• Intent
• Career plans • Location• Employment
Quality of Education
• Feedback • Feedback
GrantsPoliciesCurriculumAlumni Giving
MOH/Medical Councils
Medical School
Workforce PlanningPhysician QualityEmergency Response
MEPI Graduate Tracker
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Community Health Worker RegistryPlanned Functionalities
• District-level counting exercise of CHWs using iHRIS
• Build Capacity: Improve capacity of HRH managers to manage CHWs
District by District Counting
• National CHW tracking platform for workforce analytics (e.g., # of CHWs, contact info, payment status, training status, etc.)
• Promote Global Standards: Use WHO Minimum Data Elements as backbone
National HRH Analytics Platform
• Real-time monitoring of health workforce via mobile phone applications
• Enhance Interoperability: Aggregate data from mobile systems + existing country e-Health architectures
Integration with m-/e- Health Systems
Phase 1
Medic Mobile Demo Dashboard
Promote systematic integration of CHWs into wider health workforce and national health system
http://1millionhealthworkers.org/operations-room-map/
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A Provider Registry is the central authority for unique identities of & basic information on all health workers within the country.
Provider Registry
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PEPFAR HRIS Assessment Framework
HRIS Function Level 1 Level 2 Level 3 Level 4 Level 5
Function 1: Pre-service training Information
Data from public and private training institutions collected and reported using HRIS (transition from manually to electronic).
(1) Expected HW graduate data are managed using HRIS at the national level and sub-national levels. (2) Automated reports are disaggregated by (i) key* cadres (ii) region (iii) public or private training institution.
National or international data standards are applied as recommended in the WHO HRH MDS (e.g. ISCO codes used for job disciplines)
(1) Protocols for data quality assurance (DQA) are documented and routinely applied to HW graduate data in HRIS at the training institutions and national level. (2) Host government and training institutions oversee DQA procedures.
Evidence of use of data on newly graduating HWs by host Government and training institutions for HRH planning, forecasting, review of training policies, etc.
No. of HW intake, pipeline and expected to graduate from Medical, Nursing, and Public Health schools and other health training institutions. Disaggregated by cadre
Score
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THANK YOU VERY MUCH!
For more information visit www.ihris.org or contact:[email protected] -- +1.919.313.9100