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[DATE][SPEAKERS NAMES]
The 6th Global Health Supply Chain Summit
November 18 -20, 2013Addis Ababa, Ethiopia
Supply Chain Professionals are Essential to Meeting the MDGs: Strengthening
the People that Deliver Medicines and VaccinesAndrew Brown BPharm, PhD, Executive Manager PtD
People that Deliver
Strategic Plan 2013-2018
The 6th Global Health Supply Chain Summit
Addis Ababa, Ethiopia November 2013
Overview of the session
1. Why focus on HR for SCM?
2. The People that Deliver Initiative
3. HR for SCM assessment tool
Global Shortage of Health Workers
Shortage of 4.3 million health workers globally 2.4 million doctors, nurses
and midwives
1.9 million management and support workers, including
health administrators, managers, and logisticians
57 countries with critical shortages
‘Imagine’ health worker video: http://www.youtube.com/watch?v=tCSmIYmPOi4
Strain on national supply chain systems and workers
Source: : WHO/IVB, Apr. 2010 (based on Chad data)
24-fold increase in the value of new
vaccines introduced into a country…
… resulted in a 5-fold increase in the workload for supply chain management.
A change in approach is needed
Underper-forming health programs and unachieved health goals
Poor availability of health
commodities at facilities, wasted
resources
Underqualified & disempowered staff managing public health supply chains
Supply chains poorly
managed and insufficiently resourced
"When you use a nurse or a physician as a logistician, you lose the nurse or physician and
you don't get a good logistician!" Prof. Saracino, former Minister of Health, Côte d'Ivoire
CharacteristicsShort-term focusSignificant expenditureRequires extensive external assistance Limited long-term progress in human capacityLimited sustainability or institutionalization
Lack of professional status and
performance
HR for SCM current paradigm
CharacteristicsLong term focusRequires reform of perceptions, policies and practicesConverts existing expenditures into investmentCapacity benefits accumulate over timeInherently sustainable and country-driven
Elevated status for SCM and
SCM workforce
HR for SCM desired paradigm
Improving health outcomes by promoting sustainable workforce excellence in health
supply chain management
70+member organizations
country governments international agencies Academic institutions implementing partners nongovernmental organizations private companies
Current Board
country governments international agencies academic institutions implementing partners nongovernmental organizations private companies
Assessment guide and tool•Reference document review•Supply chain profile•Diagnostic dashboard•Supplemental surveys
Document state of HR capacity
Identify opportunities to build HR
Direct limited funding
Connect HR with supply chain
Build capacity of SC personnel
Detailed HR analysis
Supply chain HR strategy
Implementa-tion roadmap
OutputsDeliverables
HR Capacity Assessment Tool
Purpose Approach
Build ownership
Adapt tool
Adjust surveys for respondents
Slide courtesy of USAID | DELIVER PROJECT
Components & Dimensions
HR Component HR Dimension (Sample)
Powerful Constituencies SCM HR Champion, Commodity Security Group
Policies & Plans HRIS, SCM SOPs, HR Policies
Workforce Development SCM Pre-Service Training, IST, SCM job descriptions
Workforce Effectiveness Retention and Performance Incentives, Supervision
Professionalization SC certification, professional associations, etc.
Diagnostic Tool Dashboard
Sample Display: Fully Developed Supply Chain Human Resource System
HR Dimensions
Colored “Petals:”HR Components
Slide courtesy of USAID | DELIVER PROJECT
• Previous iterations of the tool have been adapted & used by PtD focus countries* (baseline)
• Four other countries have implemented tool with support from USAID | DELIVER PROJECT, SCMS, and CapacityPlus
• Assessment results only move into action with commitment to implement and fund strategic and operational plans
Use of the Assessment Tool
• Burkina Faso*• Dominican
Republic*• Ethiopia*• Guatemala• Indonesia*• Liberia*• Namibia*• Nicaragua• Rwanda• Zimbabwe
Supply Chain Workforce Situation Analysis in Dominican Republic
Efforts to Professionalize Public Health Supply Chain Management
56.3%
12.5%
25%
6.3%
0
10
20
30
40
50
60
1 2 3 4
Porce
ntaje
Evaluacion
Evaluación General de la Profesionalización de la GCS en Salud Publica
1.811.81
• Lack of competencies among employees
• Few opportunities for PSE or IST in supply chain management
• Salary inequality• Lack of job descriptions• Duplication of roles and
chain of command
Results Achieved to Date in DR• Restructuring and formalization of new organogram, creating
new promotion opportunities and strategic functions;• Advocacy based on dissemination of results from supply chain
workforce situation analysis to stakeholders & government decision-makers;
• Development of job descriptions and supervision manual for supply chain workers;
• Institutionalization of diploma course in National Institute for Public Administration
• Inclusion of supply chain workers in performance management system
“At last, someone has recognized the work of the supply chain team, because [our] superiors never do.”
- Yesenia Aguirre de Barahona Paracentral Region Warehouse El Salvador
Key messages
• There is a need to focus on HR for SCM to improve public health supply chains.
• HR for SCM is more than training, requiring a systematic focus on five key building blocks.
• A HR or SCM assessment tool is available for immediate use by countries and organisations
• Results of any assessment need to be used as a basis for strategic and operational plans supported by all SCM stakeholders for sustainable results.
Engaging with PtD
Become a PtD member Join a PtD working group
For more information contact the Secretariat: info@peoplethatdeliver.org the Executive Manager: executivemanagerptd@unicef.org
PtD Side Meeting
4.30pm-5pm Tuesday 19th
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