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

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1 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 of To develop a policy for the movement of incorporated within the Single Market and Economy Credentialed/registered move freely across the Region INDICATORS Domestic regulations for recruiting and retaining CSME implemented in Member States by Models of managed migration for the recruitment and retention of care developed in 3 by the end of OPPORTUNITIES FOR JOINT ACTION Development of Regional Health Professions Registration database.

2 To develop information systems and mechanisms to facilitate and support the movement of incorporated within the Single Market and Economy Credentialed/registered available for strategic vision of for member states. Protocols and policies for the registration of, specifically nurses and physicians developed by Protocols and policies for registration of the allied developed by Regional Health Human Resource Policy and Action Plans To develop the strategic plan for human resources Regional transectoral human resource policies developed and incorporated within the Single Market and Economy to Regional strategic plan for human resources developed and finalized Harmonized public sector policies including the sectors of labour, education, finance and to ensure planning for an adequate, qualified pool of within the sector Regional Strategic Plan for Health Human Resources developed by Harmonized public sector policies developed to facilitate sustained and effective human Models and frameworks of transectoral policies and protocols for planning.

3 support and to facilitate national-level human resource policies. To review legislation and policy frameworks to support primary care and in countries incorporating ongoing and social sector reform efforts. Health human resources legislative and policy frameworks developed for primary care and public incorporating ongoing and social sector reforms. resources planning and implementation in five by Core indicators for supply, demand and projections compiled and disseminated to by Transectoral team assembled by to identify existing policies and legislative frameworks for primary care and public. Core indicators for primary care and public projections including supply and demand compiled and

4 disseminated to by To support the and implementation of a information system on distribution in both the public and private sectors. Monitoring and evaluation systems developed (specially using key data and indicators for distribution) to support planning relevant to the service needs of countries and communities. Adequate, qualified pool of available within the sector At least 70% of will be monitoring their primary care and public by 2012 using agreed-upon common core indicators. Health human resources legislative and policy frameworks for the primary care and ( with a focus on and social sector reform efforts) developed in at least seven by 2010

5 Regional electronic information system of care provider distribution developed and implemented using five pilot countries by Strengthening the primary care To develop and improve the skills and competencies in the work force in primary care with an emphasis on primary and secondary prevention, quality and care. Regionally accepted competencies in the work force for primary and secondary prevention, quality and care Initiatives and By, at least 7 countries will use information from the information system provider distribution database for planning and monitoring. Regional mechanisms established to incorporate training in chronic disease prevention and management for service in at least 8 member states by

6 To improve the skills and competencies of the to effectively manage chronic diseases. strategies developed to support the expansion of residency training programs that focus on primary care and chronic disease prevention and management. Training in chronic disease management and prevention as a requirement for non- trained physician registration in at least 6 countries by To identify and promote existing trans-disciplinary primary care models in the region in support of and social sector reform initiatives. Continuing education curriculum on chronic disease prevention and management within the context of developed in partnership with training institutions by the end of based transdisciplinary models (including community heath

7 workers, nurse practitioners, primary care physicians. nurses) identified, documented and disseminated for the region by the end of Accredited expansions of curriculum and other training components of family medicine residency training programs for geriatric care and chronic disease management by. Strengthening training institutions To support the and implementation of distance education initiatives for improvements in skills and competencies of the Accredited training programs developed in partnership with academic and other training institutions to support vision of member states. Protocols developed by to update, create and sustain sub regulation mechanisms for continuing education for

8 of both public and private sectors. To support the and dissemination of -based training programs in human resource planning. Accredited programs developed in partnerships with member states ministries of and education and academic institutions to improve and national capacity for planning Regional academic institutions providing evidence to guide human resources planning, monitoring and evaluation professions at the level. Regional stakeholder team developed by the start of 2012 to develop guidelines and protocols for academicgovernment partnerships for human resource planning. Strengthened capacity of academic institutions to contribute to evidence base for human resource planning, monitoring and evaluation. Accredited curriculum in both distance and classroom formats developed and based within academic institutions by to expand and strengthen

9 infrastructure and capacity for training in human resource planning, monitoring and evaluation. Building a to promote and for To review current capacity and infrastructure for training in public practice and leadership. To strengthen leadership in public and initiatives. To promote the of the care management in public care institutions. Regionally accepted competencies in the public to support primary and secondary prevention. Increased capacity of sub- academic institutions to train a public that meets the vision of and for the region. Initiatives and strategies developed to achieve accreditation of public and care management program components ( education, epidemiology, policy, services Regional working team developed by the start of 2012 to assess infrastructure and capacity for training and. Report of assessment of infrastructure and capacity for training and by Transectoral policies developed by to sustain

10 administration) to support prevention and primary care strategies. New initiatives and programs of transdisciplinary models (veterinary public, medicine, nursing, pharmacy, community workers, social workers, emergency preparedness) for training the public. sub- regulation mechanisms for education for the. Harmonization of transectoral polices to link the to the and national level agendas developed for at least 5 member states by. Curriculum and training programs developed in at least 2 academic public programs by to support new trans-disciplinary initiatives for training the. Accredited curriculum and

11 training programs developed in at least two academic institutions by to support the training of care managers and to facilitate ongoing sector reform efforts. Accredited training programs in leadership and practice developed and piloted in at least eight member states by

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