.NHTC Introduction
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Transcript of .NHTC Introduction
d=k=If]lqo :jf:Yo tflnd s]Gb|, ;'v]{tNational Health Policy 1991
• Technically competent human resources will be developed for all health facilities. Training Centers and academic institutions will be strengthen to produce competent human resources.
• NHTC was established in 2050 BS
d=k=If]lqo :jf:Yo tflnd s]Gb|, ;'v]{tSecond Long Term Health Plan 1997-2017
• To provide technically competent and socially responsible health personnel in appropriate numbers for quality health care throughout the country, particularly in under-served areas.
• To improve the management and organization of the public health sector and to increase the efficiency and effectiveness of the health care system.
d=k=If]lqo :jf:Yo tflnd s]Gb|, ;'v]{t
NHTC Vision
To develop a training system, capable of responding
to training requirements of all stakeholders being
involved in health care to all population so that they
could enjoy better healthy and productive life style.
d=k=If]lqo :jf:Yo tflnd s]Gb|, ;'v]{t
GOAL
The overall goal of NHTC is to produce/prepare efficient health service providers by means of training to contribute to deliver quality health services.
d=k=If]lqo :jf:Yo tflnd s]Gb|, ;'v]{t
Objectives:
• Assess training requirements & prepare training plans based on the programs requirement;
• Develop/update training curricula & training materials for training health workers;
• Establish TIMS for the quality recording and reporting systems of all training programs;
• Supervise, monitor, follow-up & evaluate the training activities;
d=k=If]lqo :jf:Yo tflnd s]Gb|, ;'v]{t
Objectives…• Orient on various programs to the newly recruited
health workers.
• Develop/improve capacity of trainers to deliver quality training at different levels;
• Certification & accreditation of health related trainings.
• Collaborate with various training agencies and programs.
d=k=If]lqo :jf:Yo tflnd s]Gb|, ;'v]{tTraining NetworkNational Health Training Centre
Dhankuta RHTC
Pathlaiya RHTC
Pokhara RHTC
Surkhet RHTC
Dhangadi RHTC
Sapahi Sub-RHTC
District Level - 7 District
District Level - 8 District
District Level - 6 District
District Level - 3 District
District Level - 3 District
HP Level - 2 HP Level - 3 HP Level - 4 HP Level - 3 HP Level - 2
d=k=If]lqo :jf:Yo tflnd s]Gb|, ;'v]{t
Capacity:
NHTCConference Hall -1 Training Hall-2Hostel-1 (15 beds)
RHTC (5)Training Hall-3Hostel-2 (50 beds)
Sub RHTC/Dis.Training Hall-2Hostel-1 (20 beds)
HP levelTraining Hall -2Hostel-1 (20 beds)
d=k=If]lqo :jf:Yo tflnd s]Gb|, ;'v]{tCompetency based-Training Sites
1 SBA 212 AA 53 Infection Prevention onsite4 USG 45 Medico Legal 26 SAS 127 Family planning 108 MLP 119 Paed. Nursing Care 110 Recanalization Proposed
d=k=If]lqo :jf:Yo tflnd s]Gb|, ;'v]{t
Major Activities 1.Training :NHTC provides following arrays of training program:
•Initial and Basic Training: •Upgrading Training: •Special Training: •In-service/Refresher Training
•Orientation Program
d=k=If]lqo :jf:Yo tflnd s]Gb|, ;'v]{t
2. Certification and Accreditation
3. Institutional Development
4. Health Training Program Development and Coordination
d=k=If]lqo :jf:Yo tflnd s]Gb|, ;'v]{t
Rationale of performance gaps
• Provision of automatic time bound promotion (Two level upgrading according to the health act, without any other criteria)
• Shift in roles and responsibilities (JD);
• Medical science demands the continual medical education (CME),
• Shifting of demography, disease pattern, morbidity trend, mortality causes, and priorities.
d=k=If]lqo :jf:Yo tflnd s]Gb|, ;'v]{tRationale contd..
• Upgrading of SHP into HP and PHC (1500 SHP already upgraded and rest 1600 are in process)
• Acute shortage HR has created the multiple responsibilities to the available limited workforce (ASBA, USG, Lab, Anaesthesia assistant, Radiography, etc)
• Changing public health concepts and technologies;
• Changed political and social life and increased expectation.
d=k=If]lqo :jf:Yo tflnd s]Gb|, ;'v]{tRationale contd..
• One door training strategy;
• Post recruitment training in health sector is not in practice;
• Increased management problem in all levels;
• The quality of the public sector service is always questioned (limited trust especially in urban areas).
• Unaware in their JD and current MoHP plan and policies in all levels.
• Limited use of collected information and limited innovations.
d=k=If]lqo :jf:Yo tflnd s]Gb|, ;'v]{t
Challenge ahead• All the division and centers are engaged in training;
• Too many trainings;
• Uncoordinated training;
• Recording, Accreditation, quality;
• Un-integrated training within the program;
• Piecemeal training;
• Training without performance need analysis;
• Trainings as incentives.
d=k=If]lqo :jf:Yo tflnd s]Gb|, ;'v]{tWay Forward..
• Need based few trainings which will save time and money;
• Integrated or scheduled training will decreased the absenteeism in the health institutions;
• One door managed training will up date training information and records;
• Program division will have adequate time for monitoring and program management;
• Carrier developments of the health workers.
• Accreditation and certification
d=k=If]lqo :jf:Yo tflnd s]Gb|, ;'v]{t
Major Activities:• Policy development
• Training need analysis
• Planning and budgeting
• Coordination of training activities
• Curriculum design
• Contracting out of training
• Accreditation and certification
• Delivering training and quality assurence
• Follow up and research
• Data base information system