Priority Areas in Human Resources for Health Research in Sudan

Size: px
Start display at page:

Download "Priority Areas in Human Resources for Health Research in Sudan"

Transcription

1 Priority Areas in Human Resources for Health Research in Sudan Dr. Amel Abdu Abdalla Research and Publications Department-NHRHO October-2009 Page 1

2 Table of Contents: Item Page Executive Summary 3 Introduction: - Situation of HRH Research in Sudan 5 - Objectives 6 Methodology: - Approach &Priority Setting Process 7 - Methodologies Taken Towards Prioritization 8 Result: - HRH Concerns & Problems Current Situation of HRH Research 14 - Research Priority Issues 14 Conclusion 19 References 20 Annexes 21 Page 2

3 Executive Summary: Introduction: Human resources for health are the main asset for the health system. In Sudan with it is huge land and diversity of health problems and low resources; it became a nessacity to have evidence-based policies, plans and means of management. HRH research is believed to be of great importance and will have a crucial role in improving the overall HRH picture in the country. A lot of unresolved questions are there and this document was designed to facilitate pritorization of these questions and to figure the HRH concerns and obstacles to proper HRH research. Methodology: The main goal of the paper was to develop a list of HRH research priorities, and to achieve that we follow three stages. The first was to identify the HRH stakeholders and key informants and their priority unresolved HRH research questions beside the concerns and main problems from their point of view that facing HRH. The second was to identify the gap and the obstacles that hinder the proper HRH research. The third stage was to develop a list of HRH research priority issues. A questionnaire was developed to gather the information from the key stakeholders and informants. Besides, literature was revised to identify the research done. Results: A list of twenty-eight priority HRH research issues was materialized from the key stakeholders and informants. They were also put in broad categories that represent the HRH domains. Number of concerns and problems in regard to health workforce were also identified including the weak policies and management systems; issues of production and quality and skill mix problems; issues related to distribution of the health workers between rural/urban and public/private sectors; and the health workers performance and the factors affecting the best practice. Page 3

4 By reviewing the literature and the current situation of HRH research; it was evident that the HRH research is a neglected and weak area. A few studies were conducted addressing issues that related mainly to that institute and add little if ever to the HRH concerns. Poor research capacity and low funds were mentioned as the main barriers to best research practice. Back to the list of priorities, after ranking, the top ranked HRH research issue was the health workforce migration, and the role of the unions and professional associations in the development of the health workforce was at the bottom of the list. Conclusion: By pritorizing the HRH research issues we aim at increasing and raising the awareness towards research in regard to health workforce issues to provide the evidence that help improving the policy, planning and decision making. This list was emerged from those really concerned of HRH issues at the different levels, and domains. And we hope that, this list will be used as guidance for what research should be conducted and for donors support. Page 4

5 Introduction: Human resources for health research is a largely ignored but increasingly important component of the overall sustainable strategy to improve the quality, quantity and stability of human resources for health in developing countries and a key component of successful sustainable health system improvement 1. The last years witness an increasing concern regarding human resources for health in Sudan that brought it strongly to the decision and policy-makers agenda. In spite of that; still there are gaps and shortages considering the availability of clear priority issues and human resources for health research list; the capacity and personnel needed to conduct such researches; and the defiantly allocation and/or mobilization of resources for funding and conduct these researches. Regarding the area of human resources for health research (HRHR), prioritization is as important as conducting the research it self. So taking in account the scarcity fund, it is important that the health workforce research to be based on a rational priority setting process to identify the priority issues that will make the greatest contribution to the development and stabilization of human resources for health and consequently improving the community health. Situation of HRH Research in Sudan: In Sudan as in many other developing countries the health sector research is very limited and few in contrast to its useful benefits due to the poor funding. The majority of the research studies conducted is largely skewed to quantitative research focusing on disease control and clinical medicine. Focus on health system research, especially in its qualitative domain is largely missing in the country. Within this context, it is not surprising to learn that human resources for health area is still virgin in terms of investigations and research. Most of the current impressions about the health workforce were based on personal impressions and not supported by evidence e. g. research findings or solid data. These issues include among others, distribution of health workforce and reasons of preference to work in urban areas versus rural areas; dominance of female, role of financial incentives in retaining the health workforce, reasons behind migration, issues of skill mix, and quality of health workforce education and training. Page 5

6 Following on that, one would find it difficult to define priorities for HRH research in the country given the pressing need for evidence in all components of HRH. However, it would also be a good chance to set the broad agenda for HRH research and try to propose a sequencing process to go about addressing the huge HRH research gap in the country. Objectives: By prioritizing the issues in human resources for health we aim at the following: 1. Better understanding of the problems facing the human resources for health in Sudan and identify the concerns and research priorities of the key stakeholders; 2. Identify the gaps and the unresolved questions in regard to human resources for health research issues; and 3. Develop a national human resources for health research priorities; Page 6

7 Methodology: To achieve our objectives three main stages were taken (Figure-1): - Identify the key stakeholders and informants in regards to the different HRH issues; - Situation analysis for the HRH research in the country and identify the gaps and unresolved questions; and - Develop a list of HRH research priorities by making use of the findings of the previous two steps. Figure-1: Priority setting process Stage-1 Identify the HRH stakeholders and the key informants and their concern. Stage-2: situation analysis of the current HRH research and identify the gaps Stage-3; Develop list of priority HRH research questions. Out puts Policy makers Areas with the Ranking of Final main unresolved the HRH approved HRH related bodies questions. research document. questions. National Expertise's Researchers and academicians. Approach for Prioritization & Priority Setting Process: We are guided by the concept of Essential National Health Research (ENHR) which was advanced by the Commission on Health Research for Development in It is a systematic approach for organizing and managing the country-specific and global health research in order to promote health and development on the basis of equity and social justice 2. Page 7

8 The main principles of this approach are: 1. Involvement of stakeholders (decision-makers at various levels, health services providers, researchers and donors), and 2. Multidisciplinary approach. 3. Defining the criteria for selecting the research questions, and we apply the following criteria: i. Magnitude of the problem and expected impact of the research; ii. iii. iv. Feasibility of doing the research and avoidance of duplication; Focused; Add to knowledge and bridging of information gap; and v. Politically and ethically acceptability. Methodologies taken towards prioritizing include: The steps taken to wards developing the final document include the following: 1. Identification of the key stakeholders and the key informants: In Sudan the human resources for health are managed by various stakeholders in regards to the different domains (Table-1) shows the HRH stakeholders and their roles and responsibilities. Table-1: HRH stakeholders in Sudan Stakeholder Current role in HRH Federal Ministry of Health (FMOH) - HRH policy and planning - HRH mass training (chances and funding) - (training paramedics) - HRH management - HRH data and information Ministry of Health, Government of Southern Sudan (MOH- GOSS) (since 2005 responsible for health sector governance of the 10 states in the geographical area of Southern Sudan) - HRH policy and planning for the ten States in the South within the framework of National policy - Monitoring and supervision of the 10 state Ministries of Health in the South. - HRH training (availability varies from State to State) - (training paramedics) - HRH management down to the locality of staff, Page 8

9 Stakeholder Current role in HRH including the deployment of staff to locality health facilities - HRH data and information collection and storage State ministries of Health (SMOHs) - HRH policy and planning at the State level and within the framework of National policy - HRH training (availability varies from State to State) - (training paramedics) - HRH management down to the locality of staff, including the deployment of staff to locality health facilities - HRH data and information collection and storage Ministry of Higher Education (MOHE) - policies on production of HRH - licensing, monitoring and supervision of medical and health training institutions - teaching staff development and training - data and information on admissions, enrollment, graduates and staff Ministry of Labor (MOL) Chamber of Civil Service (CCS) - employment and condition of service for health staff - salary structure and promotion of health workers - approval and funding of health workforce training National Council For Training (NCT) Ministry of Finance (MOF) - provision of salaries for public sector staff - regulating the range of incentives for health staff - funding the allowances and incentive packages for staff placement Sudan Medical Council (SMC) - licensing and registration of physicians, dentists and pharmacists - accreditation of medical, dental and pharmacy schools - ensuring safety of practice by doctors and dealing with related public complaints Council for Allied Health Professions (CAHP) Sudan Medical Specialization Board (SMSB) - licensing and registration of nurses, technicians and paramedical staff - postgraduate training for doctors, dentists and pharmacists - CPD for doctors Page 9

10 Stakeholder Army Medical Corps (AMC) Current role in HRH - employment of HRH on military terms - planning, distribution, management and training of affiliated staff Police Health Services - employment of HRH on Police forces terms - planning, distribution, management and training of affiliated staff - provision of basic medical and health cadre education Health Insurance Fund - top-ups for health staff providing insurance services - employment and management of some staff categories Sudan Doctors Union (SDU) Sudan Health and Social Professions Trade Union (SHSPTU) Sudanese Technicians Association (STA) - Professional development for doctors (conferences, etc ) - support for doctors in condition of work and some general services - condition of services and trade union activities for all health workers (with a focus on nursing and paramedics) - professional development of technical staff - condition of work and scope of practice for technicians Private sector - production of HRH (basic and postgraduate training) - employment and management of staff - toppings for public sector staff working on part-time basis International agencies and donors - technical support in HRH policy and management - training and CPD chances - toppings for public sector staff Beside those stakeholders another group of key informants were identified. This group includes some researchers and national expertise in the area of human resources for health and health system and operational research. 2. Identification of the stakeholders concerns and HRH priority research questions: Each and every stakeholder institute has it concerns and problems in regards to health workforce that related strongly to its mandates and objectives and defiantly its roles and Page 10

11 responsibilities towards health workers. To collect their opinions and define their priority unsolved research questions in this domain; a self filled questionnaire was developed and distributed among all the key persons identified as key stakeholders/informants. The questionnaire is attached as an annex and it covers the following: - The main HRH concerns and problems facing the stakeholders institutes and the country from their point of view; - The situation of HRH research at the level of stakeholders institutes; - HRH research priorities. 3. Situation Analysis of the current HRH research: A situation analysis was done to highlight the problems and shortcomings in HRH different areas and domains. In this regards a literature review including documents from the government, federal ministry of health (FMOH), WHO reports and documents were visited. Also the general situation of health workforce was reviewed including: - Number and types of health workforce. - Trends of distribution and densities. - Availability of policies and level of implementation and constrains. - Training and training capacities. - Motivation of health workforce. - Managerial system and principles. To assess the current situation of HRH research, part of the questionnaire was designed to satisfy this issue, and it investigates the following: - HRH research conducted; - The benefits gained from the research results and its uses; - The funds for the research; and - Availability of partners and future plans for HRH research. 4. Reviewing the Literature: The literature was reviewed including published and non published documents in order to figure out the current level of health workforce research conducted, and to evaluate to what Page 11

12 level they satisfy the priorities defined by the key stakeholders/informants. Unfortunately, our review was limited to those published only because it was difficult to gather those drafted or not published. 5. Approval Workshop: The final document will be presented in a workshop for consensus building and approval. The attendees of this workshop will be the higher authorizes of the health sector, the HRH stakeholders' institutes representatives, HRH related bodies' representatives, national expertise, and researchers. Page 12

13 Results: HRH Problems and Concerns: Certain health workforce concerns and problems were rose by the different stakeholders' institutes and HRH related bodies. These concerns include: HRH policy and management capacity: Improve the HR functions at the decentralized levels (states, localities). Lack/weak HR management system and policies and poor advocacy for them at the different levels. Coordination between the different HRH related bodies. HRH supply and production: Low supply of certain categories of health workers (skill mix problems). Issues related to migration and emigration. Retention of health workforce. HRH performance: Quality of health workers training and lack of continuous professional development programs. Incentives (financial and non-financial) and performance and the relation to promotion. Work environment problems (vertical and inter-personal relations). HRH distribution: Health workforce misdistribution (rural/urban, public/private). Gender issues and relation to misdistribution of health workforce. Absence of rules and regulation that control the practice in the nongovernmental sectors and dual practice. These concerns were rose across the different stakeholders' institutes and the HRH related bodies. And as mentioned before there are different federal bodies involved in the overall Page 13

14 HRH management; and that raise the issue of coordination between those partners as an important mean for collaboration and efficient use of resources. The National HRH Observatory is expected to play an important role in this regard; it s a platform for coordination between those stakeholders. Current Situation of HRH Research: The HRH research is a neglected area and received little attention across the different stakeholders' institutes. It appears that a few studies were conducted but still not satisfying the major concerns. Financial shortage and limited resources and poor research capacity were the main obstacles facing the conduct of proper HRH research. Most of those researches done were extremely limited to internal issues of the specific institute but added nothing to the overall picture of HRH policy, planning and management. On the other hand there are no future plans for HRH research, but some institutes and academia started a partnerships and collaboration with an international institutes including issues of research that benefit the HRH concerns and problems. Research Priority Issues: According to the analysis of the questionnaire and ranking priorities expressed by the key informants; and with application of selective criteria mentioned before for the HRH research questions; the priority HRH research issues include: 1. Health workforce migration issues. 2. Evaluation and development of human resources for health policies in Sudan. 3. Study the HR information systems problems and related issues. 4. Problems of in-service training and lack of continuous professional development programmes. 5. Lack of strategic planning and HR projections plans with the health system. 6. Work environment and it effects on performance of health workers. 7. Issues of higher studying and specialization in the different specialties for the different cadres. Page 14

15 8. Relation between the medical and health training outcome and the health sector needs and the labor market. 9. Problems of deployment and retaining of the health workforce. 10. Salaries and incentives and rewording systems for the health workforce. 11. Health workforce and decentralization of the health system. 12. Health workforce misdistribution issues and related problems. 13. Policies for financing training and health workforce development. 14. Assessment and development of health training curricula and improve of the institutional capacity of the medical/health training institutes. 15. Assessment and evaluation of the country experience of medical education and health professions training. 16. The skill mix of the health team and the provision of better health services. 17. Training needs assessment for the different categories of the health workforce. 18. Productivity and quality of the health workforce for the health system. 19. Problems and related issues of coordination between the different HRH stakeholders and the HR related bodies. 20. Assessment of the accreditation system and recognition standards for the medical/health training institutes. 21. Evaluation and assessment of the institutional and management capacity of the human resources for health in the country. 22. Health workforce problems at the hospital and health facility level. 23. Issues of job description and performance of the health workers within the health system. 24. Increase number of females at the medical/health training institutes intake and dominance of female in the health workforce and the effects on the health system and health services provision. 25. Evaluation of the effect of training programmes on the health workforce performance. 26. Role of external financial support and technical expertise in improving the health workforce in Sudan. Page 15

16 27. Role of the private sector in improving and developing the health workforce and chances for collaboration between the public and private sectors. 28. The role of the unions and professional associations in the development of the health workforce. If we divided them into domains without considering the ranking the list will take the following frame: HRH Policy: Evaluation of the current implemented policies: Carrier Pathway Policy which was implemented three years ago to identify the positive and negative impacts, constrains and difficulties for proper implementation. Reasons and constrains behind immature policy making process in the area of human resources for health in Sudan. Production of health workforce in Sudan, is there a clear policy? Evaluation of the current policies. HRH Management: Capacity of central and state health authorities to manage the workforce. Importance of information system and human resources for health data bases in management current problems its role in policy making and planning for HRH Inequitable distribution of health workforce in Sudan, reasons behind and predisposing factors, the resulting problems and impact on health services utilities Effects and impact of decentralization on HRH management What impact do the changing policy environment and other pressures have on the mechanism by which health authorities exercise Page 16

17 supervision and control? Effects of fragmentation of authorities on health workforce stability. Incentives and motivation of health workforce in Sudan evaluation of current principles used the link between health workforce stability and types of incentives problems resulting as a consequence of low motivation Brain drain of health workforce in Sudan the reasons and causes, the effects on health workforce availability on health services on future planning for HRH Effects and impact of increasing number of females in the health workforce on the managerial roles regarding HRH HRH Development: Training of human resources for health in Sudan the capacities and role in the production of qualified personnel the past, present and future prospects Need/production relationship How to make use of the health personnel trained out side Sudan Evaluation of Malaysia experience outcome Do we need continuous/in-job training?? Do the current health workforce qualifications meet our health system needs?? Role of working environment and working conditions on health workforce performance Page 17

18 Conclusion: Health workforce in Sudan faces a serious concerns and problems, including issues related to policy formulation and management capacity at the different levels. The HRH research is still weak area though it's important for better use of resources and needs more attention and support from the different parties involved and collaboration in the first place between the main HR stakeholders. Weakness of the research capacity was a major concern -beside poor funding for research- that hinder the improvement of this area. A list of twenty-eight priority research issues was expressed by the main stakeholders as the unresolved questions that need to be addressed in the coming future. This list needs to be endorsed and approve by the higher authorities and after that it could be used with donors for funds and grants. Page 18

19 References: 1. Ijsselmuiden, C. The key to successful sustainable health system improvement: Human resources for health research. MMS Bulletin 104/ Commission on Health Research Development (1990) Health Research: Essential link to equity in development. Oxford University Press: New York, USA. 3. Badr, E. The HRH Strategic Plan Sudan. Not approved. Page 19

DRAFT. A Report for the World Health Organization (WHO) and the Federal Ministry of Health (FMOH)/Sudan

DRAFT. A Report for the World Health Organization (WHO) and the Federal Ministry of Health (FMOH)/Sudan Human Resources for Health (HRH) Strategic Work Plan for Sudan (2008-2012) A Report for the World Health Organization (WHO) and the Federal Ministry of Health (FMOH)/Sudan By Dr. Elsheikh Badr MBBS, DPH,

More information

IFMSA Policy Statement Human Resources for Health

IFMSA Policy Statement Human Resources for Health IFMSA Policy Statement Human Resources for Health Location: Taipei, Taiwan. Date of Adoption: August 9 th 2014. Date of Expiry: August 9 th 2017. Summary We, the International Federation of Medical Students

More information

Human Resources Policy

Human Resources Policy Islamic Republic of Afghanistan Ministry of Public Health Human Resources Policy Kabul 2006 National Human Resources Policy Page 1 Contents Pages Glossary of Terms 3 List of Acronyms 3 Background to HR

More information

Government of Sudan Federal Ministry of Health Directorate General of Human Resources for Health Development

Government of Sudan Federal Ministry of Health Directorate General of Human Resources for Health Development Government of Sudan Federal Ministry of Health Directorate General of Human Resources for Health Development National Human Resources for Health Strategic Plan for Sudan, 2012-2016 January 2011 1 List

More information

Swiss Contributions to Human Resources for Health Development in Low- and Middle- Income Countries

Swiss Contributions to Human Resources for Health Development in Low- and Middle- Income Countries Swiss Contributions to Human Resources for Health Development in Low- and Middle- Income Countries Swiss TPH / SCIH Swiss Contributions to HRH Development in Low- and Middle- Income Countries Editorial

More information

HUMAN RESOURCES FOR HEALTH A KEY PRIORITY FOR THE MINISTRY OF HEALTH

HUMAN RESOURCES FOR HEALTH A KEY PRIORITY FOR THE MINISTRY OF HEALTH HUMAN RESOURCES FOR HEALTH A KEY PRIORITY FOR THE MINISTRY OF HEALTH BACKGROUND In line with a global awakening of the imminent crisis in human resources for health, the WHO country office has reflected

More information

HUMAN RESOURCES FOR HEALTH - Identified Policy Gaps

HUMAN RESOURCES FOR HEALTH - Identified Policy Gaps The Evidence Issue 2: 2January 2012 HUMAN RESOURCES FOR HEALTH - Identified Policy Gaps In this issue: Words from an international collaborator Situation of HRH in Sudan, FMOH Spotlight on HRH strategy

More information

Continuing Medical Education in Eritrea : Need for a System

Continuing Medical Education in Eritrea : Need for a System Original Articles Continuing Medical Education in Eritrea : Need for a System Abdullahi M. Ahmed 1, Besrat Hagos 2 1. International Centre for Health Management, Istituto Superiore di Sanita, ` Rome, Italy

More information

Excerpt from: The Future of Nursing: Leading Change, Advancing Health http://www.nap.edu/catalog.php?record_id=12956

Excerpt from: The Future of Nursing: Leading Change, Advancing Health http://www.nap.edu/catalog.php?record_id=12956 Excerpt from: The Future of Nursing: Leading Change, Advancing Health http://www.nap.edu/catalog.php?record_id=12956 THE ROLE OF NURSES IN REALIZING A TRANSFORMED HEALTH CARE SYSTEM By virtue of its numbers

More information

The WHO Global CODE of Practice on the International Recruitment of Health Personnel

The WHO Global CODE of Practice on the International Recruitment of Health Personnel The WHO Global CODE of Practice on the International Recruitment of Health Personnel WHO Global Code of Practice on the International Recruitment of Health Personnel Sixty-third World Health Assembly -

More information

WHO Global Code of Practice on the International Recruitment of Health Personnel

WHO Global Code of Practice on the International Recruitment of Health Personnel WHO Global Code of Practice on the International Recruitment of Health Personnel Preamble The Member States of the World Health Organization, Recalling resolution WHA57.19 in which the World Health Assembly

More information

National Health Research Policy

National Health Research Policy National Health Research Policy The establishment of a Department of Health Research (DHR) in the Ministry of Health is recognition by the GOI of the key role that health research should play in the nation.

More information

Health Workforce Strategic Plan 2012-2017. Ministry of Health. Myanmar

Health Workforce Strategic Plan 2012-2017. Ministry of Health. Myanmar Annexure XI Health Workforce Strategic Plan (2012-2017) Health Workforce Strategic Plan 2012-2017 Ministry of Health Myanmar Table of Contents Foreword... Error! Bookmark not defined. Acronyms... 3 1.

More information

TORONTO CALL TO ACTION. 2006-2015 Towards a decade of Human Resources in Health for the Americas

TORONTO CALL TO ACTION. 2006-2015 Towards a decade of Human Resources in Health for the Americas TORONTO CALL TO ACTION 2006-2015 Towards a decade of Human Resources in Health for the Americas Regional Meeting of the Observatory of Human Resources in Health 4-7 October, 2005 TOWARDS A DECADE OF HUMAN

More information

Mouhanad Hammami, MD. DIFI International Seminar Doha, Qatar, 2013

Mouhanad Hammami, MD. DIFI International Seminar Doha, Qatar, 2013 Mouhanad Hammami, MD DIFI International Seminar Doha, Qatar, 2013 Defined as people engaged in actions whose primary intent is to enhance health. doctors, nurses, midwives, pharmacists, laboratory technicians;

More information

The EU role in global health

The EU role in global health The EU role in global health Contribution of Dominique Kerouedan, MD, MPH, PHD Independent Expert International Health QUESTIONNAIRE: Question 1: In your opinion, does the proposed concept global health

More information

DRUG SAFETY AND HUMAN RESOURCES SUBSECTORS ANALYSIS

DRUG SAFETY AND HUMAN RESOURCES SUBSECTORS ANALYSIS Additional Financing of Fourth Health Sector Development Project (RRP MON 41243) DRUG SAFETY AND HUMAN RESOURCES SUBSECTORS ANALYSIS I. Drug Safety Subsector A. Drug Safety Issues 1. Lack of coordination.

More information

Subtitle B Innovations in the Health Care Workforce

Subtitle B Innovations in the Health Care Workforce H. R. 3590 474 (B) licensed registered nurses who will receive a graduate or equivalent degree or training to become an advanced education nurse as defined by section 811(b). ; and (2) by adding at the

More information

Section 3 Module 5 Human Resources for Health. Module 5

Section 3 Module 5 Human Resources for Health. Module 5 Section 3 Module 5 Human Resources for Health 207 Module 5 Human Resources for Health This module presents a framework for human resources for health and outlines specific indicators to measure to understand

More information

CCH III. Domestic regulations for recruiting and retaining CSME. implemented in Member States by 2011

CCH III. Domestic regulations for recruiting and retaining CSME. implemented in Member States by 2011 CCH III REGIONAL PROGRAMME AREA: HUMAN RESOURCE DEVELOPMENT GOAL: Human resources within the sector developed to respond to the needs of the people PRIORITIES OBJECTIVES NATIONAL EXPECTED RESULTS Movement

More information

Components of Geonomics and Bio-Informatics

Components of Geonomics and Bio-Informatics Components of Geonomics and Bio-Informatics Shankar Srinivasan, PhD Department of Health Informatics University of Medicine and Dentistry of New Jersey Newark, New Jersey World Health Organization (WHO)

More information

Healthcare Workforce Challenges in Saudi Arabia (A Brief Overview)

Healthcare Workforce Challenges in Saudi Arabia (A Brief Overview) Healthcare Workforce Challenges in Saudi Arabia (A Brief Overview) Introduction The government of Saudi Arabia has given high priority to the development of health care services at all levels: primary,

More information

EPOC Taxonomy topics list

EPOC Taxonomy topics list EPOC Taxonomy topics list Delivery Arrangements Changes in how, when and where healthcare is organized and delivered, and who delivers healthcare. How and when care is delivered Group versus individual

More information

National Human Resources for Health Strategic Plan for Sudan,

National Human Resources for Health Strategic Plan for Sudan, Government of Sudan Federal Ministry of Health Directorate General of Human Resources for Health Development National Human Resources for Health Strategic Plan for Sudan, 2012-2016 Table of Contents: Table

More information

Dear Colleagues, Best Regards, Pamela L. Quinones, RDH, BS

Dear Colleagues, Best Regards, Pamela L. Quinones, RDH, BS A Letter from the 2011-2012 ADHA President Dear Colleagues, Partnering with ADEA to develop the Core Competencies for Graduate Dental Hygiene Education was a very positive and rewarding experience for

More information

Diversity of Cultural Expressions INTERGOVERNMENTAL COMMITTEE FOR THE PROTECTION AND PROMOTION OF THE DIVERSITY OF CULTURAL EXPRESSIONS

Diversity of Cultural Expressions INTERGOVERNMENTAL COMMITTEE FOR THE PROTECTION AND PROMOTION OF THE DIVERSITY OF CULTURAL EXPRESSIONS Diversity of Cultural Expressions 1.EXT.IGC Distribution limited CE/08/1.EXT.IGC/Dec. Rev. 2 Paris, 20 August 2008 Original: English / French INTERGOVERNMENTAL COMMITTEE FOR THE PROTECTION AND PROMOTION

More information

The Philippine HRH Master Plan (2005-2030)

The Philippine HRH Master Plan (2005-2030) The Philippine HRH Master Plan (25-23) F. Marilyn E. Lorenzo DrPH College of Public Health University of the Philippines, Manila First GHWA Conference Kampala, Uganda March 5,28 HRH Master Plan Goal Develop

More information

Phase I of Alberta Nursing Education Strategy Report and Working Document

Phase I of Alberta Nursing Education Strategy Report and Working Document Phase I of Alberta Nursing Education Strategy Report and Working Document Results of a Key Stakeholder Forum November 9, 2005 Funding provided by Alberta Health and Wellness Alberta Nursing Education Administrators

More information

Knowledge Management policy for Health - Service, Education and Research

Knowledge Management policy for Health - Service, Education and Research Knowledge Management policy for Health - Service, Education and Research (Final Draft Document) 1 Knowledge Management policy for Health - Service, Education and Research Department of Health Research

More information

TRAINING AND QUALIFICATIONS FOR OCCUPATIONAL HEALTH NURSES

TRAINING AND QUALIFICATIONS FOR OCCUPATIONAL HEALTH NURSES TRAINING AND QUALIFICATIONS FOR OCCUPATIONAL HEALTH NURSES Summary The Council for Work and Health is concerned that the current system of training and qualifications for occupational health nurses in

More information

Graduate. scholars to. developing. meet the. scholarly learning. The inten establish. curriculum 1. programs. There are concisely

Graduate. scholars to. developing. meet the. scholarly learning. The inten establish. curriculum 1. programs. There are concisely Note: This document was developed as a collaboration between ADEA and the American Dental Hygienists Association. Introduction ADEA Core Competencies for Graduate Dental Hygiene Education (As approved

More information

A FRAMEWORK FOR NATIONAL HEALTH POLICIES, STRATEGIES AND PLANS

A FRAMEWORK FOR NATIONAL HEALTH POLICIES, STRATEGIES AND PLANS A FRAMEWORK FOR NATIONAL HEALTH POLICIES, STRATEGIES AND PLANS June 2010 A FRAMEWORK FOR NATIONAL HEALTH POLICIES, STRATEGIES AND PLANS June 2010 This paper reviews current practice in and the potential

More information

5.4 Country case study: Kenya

5.4 Country case study: Kenya 5.4 Country case study: Kenya Authors Grace N. Thoithi, Dean, gnthoithi@yahoo.com; and Faith A. Okalebo, Lecturer, okalebof@yahoo.com; School of Pharmacy, University of Nairobi. P. O. Box 19676-00202 Nairobi.

More information

Is nursing research informing health policy in the EMR. Dr Sawsan Majali Member Advisory Committee for Health Research WHO- EMR

Is nursing research informing health policy in the EMR. Dr Sawsan Majali Member Advisory Committee for Health Research WHO- EMR Is nursing research informing health policy in the EMR Dr Sawsan Majali Member Advisory Committee for Health Research WHO- EMR 2 Before these recent developments of the Arab spring, most countries in the

More information

Position Statement on Physician Assistants

Position Statement on Physician Assistants Position Statement on Physician Assistants Team-based models of medical care that are characterised by responsiveness to local needs, mutual reliance and flexibility have always been a part of rural and

More information

National Healthcare Workforce Commission

National Healthcare Workforce Commission National Healthcare Workforce Commission Summary: Establishes a national commission tasked with reviewing health care workforce and projected workforce needs. The overall goal of the Commission is to provide

More information

STATEMENT ON MANAGED PUBLIC HEALTH NETWORKS

STATEMENT ON MANAGED PUBLIC HEALTH NETWORKS Faculty of Public Health Medicine PUBLIC HEALTH AND Health Development Agency PRIMARY CARE GROUP STATEMENT ON MANAGED PUBLIC HEALTH NETWORKS Public health programmes within a public health service supported

More information

EAR AND HEARING CARE SITUATION ANALYSIS TOOL (EHCSAT)

EAR AND HEARING CARE SITUATION ANALYSIS TOOL (EHCSAT) EAR AND HEARING CARE SITUATION ANALYSIS TOOL (EHCSAT) Dr Suneela Garg Director Professor and Head, Department of Community Medicine, Maulana Azad Medical College,New Delhi, India Secretory General Sound

More information

Post Graduate Diploma in Public Mental Health

Post Graduate Diploma in Public Mental Health Post Graduate Diploma in Public Mental Health The Centre for Public Mental Health (CPMH) is a joint initiative of the Department of Psychology at Stellenbosch University (SU) and The Department of Psychiatry

More information

CT Allied Health Workforce Policy Board

CT Allied Health Workforce Policy Board CT Allied Health Workforce Policy Board Presentation to Sustinet Workforce Taskforce February 22, 2010 Dr. Alice Pritchard, Executive Director, CT Women s Education and Legal Fund The Connecticut Allied

More information

Developing an Operational Plan

Developing an Operational Plan ASAP Regional Training on Strategic and Operational Planning in HIV & AIDS Developing an Operational Plan Eltayeb M. Mansour Learning Objectives To understand the key process and issues in developing an

More information

Gavi supply chain strategy: HR in SCM

Gavi supply chain strategy: HR in SCM Gavi supply chain strategy: HR in SCM IAPHL online discussion Jan. 13 to Feb. 4, 2015 Moderator: Micaela Neumann, MA IAPHL online discussion Jan. 13 to Feb. 4, 2015 Gavi supply chain strategy: HR in SCM

More information

NO HEALTH WITHOUT A WORKFORCE

NO HEALTH WITHOUT A WORKFORCE EXECUTIVE SUMMARY A UNIVERSAL TRUTH: NO HEALTH WITHOUT A WORKFORCE + EXECUTIVE SUMMARY Purpose This report is intended to inform proceedings at the Third Global Forum on Human Resources for Health and

More information

NURSING IN EGYPT. Age. Female. Male EGYPT DEMOGRAPHICS PROFILE AGENDA. Net migration rate: -0.21 migrant(s)/1,000 population (2009 est.

NURSING IN EGYPT. Age. Female. Male EGYPT DEMOGRAPHICS PROFILE AGENDA. Net migration rate: -0.21 migrant(s)/1,000 population (2009 est. AGENDA Egyptian Society Demographics Major Problems in Egypt NURSING IN EGYPT Egyptian System facilities Human resources for health Prof. Dr. Effat El-Karmalawy 2010 Egyptian Education System Education

More information

Session 2: Lessons from the evolution of competence based approaches to regulatory function

Session 2: Lessons from the evolution of competence based approaches to regulatory function World Health Professions Regulation Conference 2014 Crowne Plaza Hotel, Geneva, Switzerland 17 & 18 May 2014 Session 2: Lessons from the evolution of competence based approaches to regulatory function

More information

THE UNIVERSITY OF MANCHESTER PARTICULARS OF APPOINTMENT

THE UNIVERSITY OF MANCHESTER PARTICULARS OF APPOINTMENT THE UNIVERSITY OF MANCHESTER PARTICULARS OF APPOINTMENT FACULTY OF MEDICAL & HUMAN SCIENCES MANCHESTER PHARMACY SCHOOL CENTRE FOR PHARMACY POSTGRADUATE EDUCATION Lead Pharmacy Technician, Learning Development

More information

A proposal for measures under Norwegian foreign and international development policy to combat the global health workforce crisis

A proposal for measures under Norwegian foreign and international development policy to combat the global health workforce crisis A proposal for measures under Norwegian foreign and international development policy to combat the global health workforce crisis Report by the workgroup headed by the Ministry of Foreign Affairs, with

More information

Hong Kong Perspective on Nursing Workforce Planning, Development and Education. Dr Eric Chan (chanels@ha.org.hk) 8 May 2012

Hong Kong Perspective on Nursing Workforce Planning, Development and Education. Dr Eric Chan (chanels@ha.org.hk) 8 May 2012 Hong Kong Perspective on Nursing Workforce Planning, Development and Education Dr Eric Chan (chanels@ha.org.hk) 8 May 2012 1 Topics to be Covered Global health workforce issues Health/Nursing workforce

More information

MEDICAL EDUCATION AND ACCREDITATION STATUS IN PAPUA NEW GUINEA

MEDICAL EDUCATION AND ACCREDITATION STATUS IN PAPUA NEW GUINEA MEDICAL EDUCATION AND ACCREDITATION STATUS IN PAPUA NEW GUINEA DR PAUL MARTIN SALI DEPUTY EXECUTIVE DEAN SCHOOL OF MEDICINE AND HEALTH SCIENCES UNIVERSITY OF PAPUA NEW GUINEA 2013 PNG ESTIMATES PNG Total

More information

The Impact of E-Learning in Postgraduate Health Education: Experience from Palestine

The Impact of E-Learning in Postgraduate Health Education: Experience from Palestine The Impact of E-Learning in Postgraduate Health Education: Experience from Palestine Malik Zaben*, Ahmad Abu Tayeh*, Maher Khdour*, Adel Shtiwi, Mahdi Abu Salameh*, * Sajeda Ajawi*, Kholoud Hardan*, Asma

More information

Pharmaceutical Sales Certificate

Pharmaceutical Sales Certificate Pharmaceutical Sales Certificate Target Audience Medical representatives Objective The objective of this program is to provide the necessary skills and knowledge needed to succeed as medical representatives.

More information

HUMAN RESOURCES DEVELOPMENT IN INDONESIA ( Indonesia s Country Paper )

HUMAN RESOURCES DEVELOPMENT IN INDONESIA ( Indonesia s Country Paper ) HUMAN RESOURCES DEVELOPMENT IN INDONESIA ( Indonesia s Country Paper ) I. INTRODUCTION Human Resources Development (HRD) is one of priority concern of The Government of Indonesia as well as The Parliament.

More information

International Dialogue on Migration

International Dialogue on Migration International Dialogue on Migration Summary Report Migration and Human Resources for Health: From Awareness To Action May 2006 Introduction 2 The migration of health care workers is not a new phenomenon,

More information

Technical guidance note for Global Fund HIV proposals in Round 11

Technical guidance note for Global Fund HIV proposals in Round 11 Technical guidance note for Global Fund HIV proposals in Round 11 UNAIDS I World Health Organization I August 2011 Rationale for including the development of a system in the proposal With the global momentum

More information

Addressing educational needs of health workers in Ghana using distance education

Addressing educational needs of health workers in Ghana using distance education Addressing educational needs of health workers in Ghana using distance education Authors names: Joseph A. Mensah adiajoe@yahoo.com Edward Badu (Prof) Collins Osei (Dr.) ABSTRACT Centre for Distance and

More information

IFMSA Policy Statement Global Policy on Medical Education

IFMSA Policy Statement Global Policy on Medical Education IFMSA Policy Statement Global Policy on Medical Education Location: Taipei, Taiwan. Date of Adoption: August 9 th 2014. Date of Expiry: August 9 th 2017. Summary The International Federation of Medical

More information

National Commission for Academic Accreditation & Assessment. Standards for Quality Assurance and Accreditation of Higher Education Programs

National Commission for Academic Accreditation & Assessment. Standards for Quality Assurance and Accreditation of Higher Education Programs National Commission for Academic Accreditation & Assessment Standards for Quality Assurance and Accreditation of Higher Education Programs November 2009 Standards for Quality Assurance and Accreditation

More information

Capacity Building and Strengthening Framework

Capacity Building and Strengthening Framework FY 2012 The President s Emergency Plan for AIDS Relief (PEPFAR) Capacity Building and Strengthening Framework Version 2.0-1 - Table of Contents 1 Background... 3 2 Purpose... 4 2.1 How to Use the Capacity

More information

ETUCE Policy Paper on School Leadership

ETUCE Policy Paper on School Leadership ETUCE Policy Paper on School Leadership Submitted for adoption by the ETUCE Committee to the ETUCE Conference, the Regional Conference of Education International, meeting in Budapest on 26-28 November

More information

National Steering Committees and National Working Groups for Health-Care Waste Management Policy Development and Planning

National Steering Committees and National Working Groups for Health-Care Waste Management Policy Development and Planning National Steering Committees and National Working Groups for Health-Care Waste Management Policy Development and Planning The WHO policy paper Safe health-care waste management (August 2004) calls on countries

More information

I-TECH Ethiopia Clinical Mentoring Program: Field-Based Team Model

I-TECH Ethiopia Clinical Mentoring Program: Field-Based Team Model a I - T E C H P R O J E C T P R O F I L E I-TECH Ethiopia Clinical Mentoring Program: Field-Based Team Model Background In 2003, the Centers for Disease Control s Ethiopia Global AIDS Program (CDC GAP)

More information

Country Case Study E T H I O P I A S H U M A N R E S O U R C E S F O R H E A L T H P R O G R A M M E

Country Case Study E T H I O P I A S H U M A N R E S O U R C E S F O R H E A L T H P R O G R A M M E Country Case Study E T H I O P I A S H U M A N R E S O U R C E S F O R H E A L T H P R O G R A M M E GHWA Task Force on Scaling Up Education and Training for Health Workers S U M M A R Y Ethiopia suffers

More information

A national framework for the development of decision-making tools for nursing and midwifery practice

A national framework for the development of decision-making tools for nursing and midwifery practice A national framework for the development of decision-making tools for nursing and midwifery practice Introduction The Nursing and Midwifery Board of Australia The Nursing and Midwifery Board of Australia

More information

Commission on Peer Review and Accreditation

Commission on Peer Review and Accreditation Commission on Peer Review and Accreditation Network of Schools of Public Policy, Affairs, and Administration ACCREDITATION STANDARDS For Master s degree programs Adopted October 16, 2009 at the NASPAA

More information

Coaching Scotland 2011-2015 A framework for sports coaching in Scotland

Coaching Scotland 2011-2015 A framework for sports coaching in Scotland Coaching Scotland 2011-2015 A framework for sports coaching in Scotland Introduction Welcome to Coaching Scotland 2011-2015 a framework for sports coaching in Scotland. This framework builds upon our previous

More information

Job Description. Radiography Services Manager

Job Description. Radiography Services Manager Job Description Radiography Services Manager Professionally accountable to: Head of Nursing and Clinical Services Key working relationships: Key reporting relationships: All Radiographers, Consultant Radiologists,

More information

Post-Conflict Health System Assessment: The Case of Libya

Post-Conflict Health System Assessment: The Case of Libya Post-Conflict Health System Assessment: The Case of Libya Department of Primary Care & Public Health School of Public Health, Faculty of Medicine Imperial College London, Charing Cross Campus 25 th September

More information

AMC DIRECTORS REPORT THE MELBOURNE MEDICAL SCHOOL, FACULTY OF MEDICINE, DENTISTRY AND HEALTH SCIENCES, THE UNIVERSITY OF MELBOURNE EXECUTIVE SUMMARY

AMC DIRECTORS REPORT THE MELBOURNE MEDICAL SCHOOL, FACULTY OF MEDICINE, DENTISTRY AND HEALTH SCIENCES, THE UNIVERSITY OF MELBOURNE EXECUTIVE SUMMARY AMC DIRECTORS REPORT THE MELBOURNE MEDICAL SCHOOL, FACULTY OF MEDICINE, DENTISTRY AND HEALTH SCIENCES, THE UNIVERSITY OF MELBOURNE EXECUTIVE SUMMARY 2010 The AMC s Assessment and Accreditation of Medical

More information

Quality Assurance for doctoral education

Quality Assurance for doctoral education Quality Assurance for doctoral education modified from A.Mleczko, modified Jadwiga Mirecka Bologna Expert Warsaw 17-18 June 2010 1 A demand for Quality Assurance in Doctoral (PhD) studies derives from

More information

SCOPE OF WORK. Social Work Organizational Development Specialist OVERVIEW OF VOLUNTEER ASSIGNMENT

SCOPE OF WORK. Social Work Organizational Development Specialist OVERVIEW OF VOLUNTEER ASSIGNMENT SCOPE OF WORK Country: Host Site: Partner Organization: Assignment title: Length of assignment: Lusaka, Zambia Social Workers Association of Zambia Zambia Rising Project Social Work Organizational Development

More information

Results of the survey of health education members

Results of the survey of health education members August 2015 University and College Union To From For Subject Health Education Joint Liaison Committee Jenny Lennox, UCU Bargaining and Negotiations Official Report Results of the survey of health education

More information

Health Human Resources Action Plan

Health Human Resources Action Plan December 2005 Message from the Minister and Deputy Minister of Health Angus MacIsaac, Minister Cheryl Doiron, Deputy Minister In Nova Scotia, we are fortunate to have more than 30,000 dedicated and talented

More information

Future Policy Options for HRH Production in the Ministry of Public Health, Thailand. Nonthaburi 11000, Thailand

Future Policy Options for HRH Production in the Ministry of Public Health, Thailand. Nonthaburi 11000, Thailand Original article Future Policy Options for HRH Production in the Ministry of Public Health, Thailand Amphon Jindawatana (1), Ugrid Milintangkul (1), Benjaporn Rajataramya (1), Paichit Pengpaiboon (2) (1)

More information

By the end of the MPH program, students in the Health Promotion and Community Health concentration program should be able to:

By the end of the MPH program, students in the Health Promotion and Community Health concentration program should be able to: Faculty of Health Sciences Graduate Public Health Program Master of Public Health (MPH) Health Promotion and Community Health () Learning Objectives mapped to Competencies May 2012 Each MPH concentration

More information

Throughout history, periods of acceleration in health have been sparked by popular mobilization of workers in society. 1

Throughout history, periods of acceleration in health have been sparked by popular mobilization of workers in society. 1 Search: your location : home > key issues > health systems > health care workers Share Health Systems The Importance Global View Health Care Workers Public Private Sector Interventions Health Care Workers

More information

Program Competency & Learning Objectives Rubric (Student Version)

Program Competency & Learning Objectives Rubric (Student Version) Program Competency & Learning Objectives Rubric (Student Version) Program Competency #1 Prepare Community Data for Public Health Analyses and Assessments - Student 1A1. Identifies the health status of

More information

NATIONAL MEDICAL TRAINING ADVISORY NETWORK CONSULTATION SUBMITTING YOUR FEEDBACK

NATIONAL MEDICAL TRAINING ADVISORY NETWORK CONSULTATION SUBMITTING YOUR FEEDBACK NATIONAL MEDICAL TRAINING ADVISORY NETWORK CONSULTATION SUBMITTING YOUR FEEDBACK Please review the discussion paper (available as a pdf on the HWA website www.hwaconnect.net.au/nmtan) and provide your

More information

Review of the Affordable Health Choices Act (Kennedy Bill)

Review of the Affordable Health Choices Act (Kennedy Bill) Review of the Affordable Health Choices Act (Kennedy Bill) Below is a review of those measures contained in the Affordable Health Choices Act introduced by Senator Edward Kennedy (D-MA) via the Senate

More information

EDUCATING AND TRAINING HEALTH WORKFORCE TO CONSOLIDATE A UNIVERSAL HEALTH SYSTEM. Marcia Bassit Vice-Minister of Health

EDUCATING AND TRAINING HEALTH WORKFORCE TO CONSOLIDATE A UNIVERSAL HEALTH SYSTEM. Marcia Bassit Vice-Minister of Health EDUCATING AND TRAINING HEALTH WORKFORCE TO CONSOLIDATE A UNIVERSAL HEALTH SYSTEM Marcia Bassit Vice-Minister of Health Some information about Brazil Multicultural 186 million inhabitants (half of them

More information

Nursing Leadership: Do We Have a Global Social Responsibility?

Nursing Leadership: Do We Have a Global Social Responsibility? Nursing Leadership: Do We Have a Global Social Responsibility? Executive Summary Canadian Nurses Association www.cna-aiic.ca June 2008 This report has been prepared by CNA to provide an overview of conference

More information

Bottleneck Vacancies in Finland

Bottleneck Vacancies in Finland Bottleneck Vacancies in Finland The health care sector is most affected by recruitment bottlenecks Main bottlenecks appear within the health care sector. Demand for qualified professionals is acute for

More information

US Dept. of Health & Human Services HRSA Healthcare Workforce Planning Grant. HRSA Healthcare Workforce Planning Grant

US Dept. of Health & Human Services HRSA Healthcare Workforce Planning Grant. HRSA Healthcare Workforce Planning Grant US Dept. of Health & Human Services HRSA Healthcare Workforce Planning Grant Lynn Reed, Executive Director GOVERNOR S S WORKFORCE INVESTMENT BOARD HRSA Healthcare Workforce Planning Grant Awarded to GWIB

More information

Human Resources. Pharmacy Management: Human Resources Positions 447

Human Resources. Pharmacy Management: Human Resources Positions 447 Pharmacy Management: Human Resources Positions 447 Human Resources Credentialing, Privileging, and Competency Assessment (1415) To support the use of post-licensure credentialing, privileging, and competency

More information

DR.C.Y.KNIGHT MEMORIAL HOSPITAL INTERNATIONAL MEDICAL MISSIONARY CENTRE STAFF FLOW CHART

DR.C.Y.KNIGHT MEMORIAL HOSPITAL INTERNATIONAL MEDICAL MISSIONARY CENTRE STAFF FLOW CHART DR.C.Y.KNIGHT MEMORIAL HOSPITAL INTERNATIONAL MEDICAL MISSIONARY CENTRE STAFF FLOW CHART DENTAL SURGEON / DENTAL ASSISTANT COORDINATOR CLERK GARDENER / WATCHMAN CLEANER PROPRIETOR HOSPITAL ADMINISTRATOR

More information

The Principles and Framework for Interdisciplinary Collaboration in Primary Health Care

The Principles and Framework for Interdisciplinary Collaboration in Primary Health Care The Principles and Framework for Interdisciplinary Collaboration in Primary Health Care Introduction The work of the Enhancing Interdisciplinary Collaboration in Primary Health Care (EICP) Initiative

More information

The EU role in global health QUESTIONNAIRE: Question 1 Question 2 Question 3: Question 4: Question 5:

The EU role in global health QUESTIONNAIRE: Question 1 Question 2 Question 3: Question 4: Question 5: The EU role in global health QUESTIONNAIRE: Question 1: In your opinion, does the proposed concept global health cover the most relevant dimensions? If not, which other essential factors would you suggest?

More information

Formative Evaluation of the Midwifery Education Programme. Terms of Reference

Formative Evaluation of the Midwifery Education Programme. Terms of Reference Formative Evaluation of the Midwifery Education Programme Terms of Reference 1.0 BACKGROUND Investment in midwifery is crucial for national development and is of international interest. It has strong links

More information

Federal Reform-Related Funding for the Health Care Workforce (May 2010)

Federal Reform-Related Funding for the Health Care Workforce (May 2010) Highlights of HRSA Stimulus Related (ARRA) for the Health Care Workforce ARRA includes $500 million for health workforce programs. $200 million is directed to scholarships, loans and loan repayment and

More information

CONTINUING PROFESSIONAL DEVELOPMENT (CPD) POLICY FOR HEALTH PROFESSIONAL COUNCILS IN RWANDA

CONTINUING PROFESSIONAL DEVELOPMENT (CPD) POLICY FOR HEALTH PROFESSIONAL COUNCILS IN RWANDA CONTINUING PROFESSIONAL DEVELOPMENT (CPD) POLICY FOR HEALTH PROFESSIONAL COUNCILS IN RWANDA August 2013 CONTENTS ACKNOWLEDGEMENT.4 FOREWORD.5 ACRONYMS 6 1. INTRODUCTION/BACKGROUND... 6 2. POLICY FOR CPD...

More information

Statement by Union Minister for Education at the Conference on Development Policy Options

Statement by Union Minister for Education at the Conference on Development Policy Options Statement by Union Minister for Education at the Conference on Development Policy Options Draft with Special Reference to Education and Health in Myanmar (14-2-2012, MICC, Nay Pyi Taw) Excellencies, Union

More information

LETTER OF INTENT DOCTOR OF PHILOSOPHY IN HEALTH SERVICES POLICY AND PRACTICE UNIVERSITY AT BUFFALO

LETTER OF INTENT DOCTOR OF PHILOSOPHY IN HEALTH SERVICES POLICY AND PRACTICE UNIVERSITY AT BUFFALO LETTER OF INTENT DOCTOR OF PHILOSOPHY IN HEALTH SERVICES POLICY AND PRACTICE UNIVERSITY AT BUFFALO A. Program Identity and Abstract 1. Proposed title: Health Services Policy and Practice 2. Proposed award:

More information

Contents Part 1 Cross-professional mandatory standards...2 Future considerations...4 Part 2 Profession-specific responses...5 Dental standards...

Contents Part 1 Cross-professional mandatory standards...2 Future considerations...4 Part 2 Profession-specific responses...5 Dental standards... Contents Part 1 Cross-professional mandatory standards...2 Future considerations...4 Part 2 Profession-specific responses...5 Dental standards...5 CPD and recency of practice...5 Scope of practice standard...5

More information

Executive Master of Healthcare Leadership (EMHCL)

Executive Master of Healthcare Leadership (EMHCL) 368 Executive Master of Healthcare Leadership (EMHCL) Executive Master of Healthcare Leadership (EMHCL) Program Director: Kassak, Kassem The Executive Master of Healthcare Leadership (EMHCL) is designed

More information

Issues paper: The EU role in global health Comments from the Institute for Global Health, University College London 9 December 2009

Issues paper: The EU role in global health Comments from the Institute for Global Health, University College London 9 December 2009 Issues paper: The EU role in global health Comments from the Institute for Global Health, 9 December 2009 IGH is submitting answers to 14 of the questions posed in the consultation document. Question 3:

More information

Social Work. A 21st Century Profession

Social Work. A 21st Century Profession SOCIAL WORK A 21st CENTURY PROFESSION Background In February 2006 the report and recommendations of the 21st Century Social Work Review 1 were published. The report represents a watershed in social work

More information

Rationale: Increasing the supply of RNs in Texas is of paramount importance. Although both enrollment and completion rates have been

Rationale: Increasing the supply of RNs in Texas is of paramount importance. Although both enrollment and completion rates have been Comprehensive Strategic Action Plan to Increase Supply of Registered Nurses and Nurse Graduates to Meet Healthcare Demands in Texas Recommended by Texas Center for Nursing Workforce Studies and Texas Center

More information

Stakeholder Engagement and Insight for Education, Employment and Practice. CASN Nursing Research Conference 2012

Stakeholder Engagement and Insight for Education, Employment and Practice. CASN Nursing Research Conference 2012 Stakeholder Engagement and Insight for Education, Employment and Practice CASN Nursing Research Conference 2012 Irene Koren, Oxana Mian, Ellen Rukholm Stakeholder Engagement Key points: A continuous process

More information

ACN Federal Budget Submission 2014-2015. Funding priorities. 1. A National Transition Framework for nurses

ACN Federal Budget Submission 2014-2015. Funding priorities. 1. A National Transition Framework for nurses ACN Federal Budget Submission 2014-2015 Funding priorities 1. A National Transition Framework for nurses Recommendation: That resources be provided for a National Transition Framework designed to support

More information

State of Washington. Guide to Developing Strategic Workforce Plans. Updated December 2008

State of Washington. Guide to Developing Strategic Workforce Plans. Updated December 2008 State of Washington Guide to Developing Strategic Workforce Plans Updated December 2008 Table of Contents Introduction... 3 What Is Workforce Planning?... 3 Workforce Planning Strategy Areas... 4 Strategic

More information