Transcript Slide 1
and WHO Global Health Workforce Alliance (GWHA) WHY the Global Health Workforce Alliance (GHWA)? A comprehensive response to the global human resources for health (HRH) crisis Prompted by 3 consecutive WHA- generated resolutions (2004, 2005, 2006) to address various HRH issues Helps accelerate the achievement of 2015 MDG Goals specifically MDGs 4 and 5 The Global Health Workforce Alliance (GHWA) 2006 GHWA launched 2008 1st Global Forum 2010 Global CHW consultation 2011 2nd Global Forum May 2006 GHWA launched • a convener • an open partnership • not a funding entity • board and a secretariat • litmus test of GHWA efforts: evidence Human security approach to CHW Top-down approach Protection Central government Local government training, supervision & oversight, authorization, financing , logistics Community Health Committee participation OWNERSHIP motivation career advancement training mobilization Communities management, supervision & oversight Bottom-up approach Empowerment selection of CHWs, identification of priorities Global CHW consultation in Montreus, Switzerland April 2010 Objectives 1. Review the recommendations of the global systematic reviews and 8 country case studies. 2. Share experiences. 3. Develop a broad agreement on key messages for countries to integrate CHWs into their national health workforce. I. Global systematic review II. Case studies of country CHW Programs and program review in 8 countries (Pakistan, Bangladesh, Thailand, Ethiopia, Uganda, Mozambique, Brazil, Haiti) applied HCI’s CHW assessment functionality tool visited countries to interview key personnel overseeing the program compiled information and reviews on programs (description, job descriptions, CHW roles) including evaluation reports and outcomes assessments 13 Key Messages I. Planning, Production and Deployment (5) 1. Integrate CHWs fully into national HRH plans and health systems. 2. Involve key stakeholders in the decision-making process. 3. Ensure effective and robust monitoring and evaluation throughout the policy and implementation process or the scale-up of CHWs. 4. Any scale-up of CHWs has adequate support including training, supervision, equipment and supplies, transport. 5. Existing health system should provide enabling environment for CHW policies and planned interventions. II. Attraction and Retention (5) 6. Prepare and engage the community throughout the process. 7. Ensure a regular and sustainable stipend and, if possible, complement it with other rewards. 8. Ensure a positive practice environment. 9. Establish selection criteria, training duration, and scope of tasks that are clearly stated, publicized and respected by all stakeholders. 10. Provide an ongoing continuing education for CHWs and, where possible, support opportunities for career advancement. III. Performance Management (3) 11. Governments should take responsibility for the quality assurance of CHWs, even if CHWs are trained and managed by civil society or private not-for-profit groups. 12. Performance management should be based on a minimum set of need-based skills. 13. The management and supervision of CHWs should be team-based and development-focused, and integrated with that of other health workers. Summary and Key Points CHWs are integral to health systems strengthening and overall global health; Increasing services considered to be effective at the community level; Global health initiative emphasizes linking CHWs to overall health system; and Pressure is on governments and NGOs to provide support to CHWs in key areas, including incentives, supervision, standardized training, supplies. Source: Crigler L. Global Trends in CHW Programs. USAID-funded HCI Project 2010