HUMAN RESOURCES PLANING AND MANAGEMENT Sub-regional Experience Central America and Dominican Republic. Mónica Padilla HR ADVISOR PAHO/ WHO

Transcription

1 HUMAN RESOURCES PLANING AND MANAGEMENT Sub-regional Experience Central America and Dominican Republic Mónica Padilla HR ADVISOR PAHO/ WHO

2 There are shortages of health workers worldwide Distribution of the global health workforce Source: WHO (2006). The World Health Report 2006 Working Together for Health. Geneva, World Health Organization 2 Global Perspectives on the Health Workforce

3 What must be done to lower maternal mortality? Maternal mortality ratio per live births in 2000 Source: WHO (2005). The World Health Report 2005 Make Every Mother and Child Count. Geneva, World Health Organization 3 Global Perspectives on the Health Workforce

4 Health workers save lives but we need enough of them High Maternal Survival Probability of survival Child Survival Infant Survival Low Low Proportion of health workers per population High Source: WHO (2006). The World Health Report 2006 Working Together for Health. Geneva, World Health Organization 4 Global Perspectives on the Health Workforce

5 HUMAN RESOURCES PLANING AND MANAGEMENT - Social Political Context - Health Care system - organization services - Citizen rights - HRH Action Framework - Information and knowledge for better decisions - Common Agenda

6 Framework of action of health systems FUNDAMENTAL ELEMENTS OF THE SYSTEM DELIVERY OF SERVICES HEALTH WORKFORCE /HR What is the situation and Process in Belize? INFORMATION DRUGS AND TECHNOLOGY BETTER HEALTH FOR THE POPULATION FINANCING HR AS A CORNERSTONE OF HEALTH SYSTEMS LEADERSHIP/GOVERNANCE

7 HRH Action Framework tools for an effective and sustainable health workforce Preparation & Planning Critical Success Factors country specific context including labour market Situation analysis Policy Leadership H R M Systems Partnership Finance Education Implementation Improved Health Workforce Outcomes BETTER HEALTH SERVICES Equity Effectiveness Efficiency Accessibility BETTER HEALTH OUTCOMES M & E other health system components Go to CD-Rom / Internet [ 7 Global Perspectives on the Health Workforce

8 Information and knowledge for better decisions ENTRY: Preparing the workforce Planning Education Recruitment EXIT: Managing attrition WORKFORCE: Enhancing worker performance Supervision Compensation Systems support Lifelong learning WORKFORCE PERFORMANCE Availability Competence Responsiveness Productivity Migration Career choice Health and safety Retirement Do we have integrated national data? Source: WHO (2006). The World Health Report 2006 Working Together for Health. Geneva, World Health Organization

9 Human Resources Unit Health Systems Strengthening Area

10 Toronto Call To Action: Answers the Challenges Human Resources Unit Health Systems Strengthening Area

11 COMMON AGENDA: A SUB REGIONAL APROACH INTEGRATION PROCESSES BETWEEN COUNTRIES SICA CARICOM CAN MERCOSUR PAHO HR TECHNICAL COOPERATION 2005

12 Central America and Dominican Republic Human Resources Development Agenda 8 COUNTRY TEAMS - SICA /COMISCA - PAHO IMPLEMENTATION 26 AUGUST 2010 HR TECHNICAL COMISSION COMMON AGENDA Country Teams working.. BASED ON NATIONAL PRIORITIES PARTICIPATIVE PROCESS BUILD ON A CONSENSUS LED BY THE NATIONAL HEALTH AUTHORITIES COMMON AGENDA

13 Central America and Dominican Republic Human Resources Development Agenda 8 COUNTRY TEAMS - SICA /COMISCA - PAHO COMMON AGENDA 2011 Establish team and a joint working mechanism Establish a Baseline of Regional HR Goals in the Sub region 2012 Implement national observatories based RHUS Regional Observatory Strengthening the production of information and knowledge in HRS Professional migration in CA and DOR regional study - Health education and training 2013 Integrated Panel of Information HR International Diploma for HRH Managers II measurement Regional Goals HR Program Evaluation HR Global Forum Brasil HR Development Plan CA / DOR N A C I O N A L A G E N D A

14 1 THE PROCESS.. BASE LINE REGIONAL RH GOALS NATIONAL TEAMS Ministry of Health Social Security PAHO SUBREGIONAL GOAL Step 1: Start monitoring Invitation Step 2: Standardization Step 3: Verification of information sources Step 4: Data collection, calculation of indicators, state balance measuring and preparation of the Baseline Step 5: Presentation and discussion of the measurement of goals Step 6: Planning and preparing action plans Step 7: Balance measurement RHUS Regional Goals Step 8: Presentation of Regional Baseline to Health Ministries / COMISCA To become a team that produces results

15 2 HR OBSERVATORY SUBREGIONAL AND NATIONAL NETWORK NATIONAL TEAMS MOH : HR Direction / Technology and computers Social Security University PAHO COACHING PROCESS SUBREGIONAL GOAL To become units with the best and most updated HRS information on each country A G E N D A N A C I O N A L

16 Challenge: lack of technology, technical capability, the fragmentation of the HR data sources /hrh_login.asp

17 THE HRH OBSERVATORY Political conditions Advocacy Priority Technical basis HR MEETING, BARGAINING, AGREEMENT + EVIDENCE

18 EVIDENCE FOR DECISION MAKING THE HRH OBSERVATORY National Interinstitution Intersector Group HRH Core Data Set Comparative studies Case Studies Cooperation between countries Information Clearinghouse Training Institutional Development Direct Technical Cooperation HRH STEWARDSHIP HRH POLICIES PLANNING REGULATION EDUCATION HRH MANAGEMENT ANALYSIS BARGAINING AGREEMENT HRH STRATEGIC INTERVENTIONS

19 HRH observatories development coaching process: CA / March 27 th - Jun 15 th 2012

20 OBJECTIVES AND PRODUCTS UNIT OBJECTIVE PRODUCTS Observatories structure and functions Identify functions and Structures required Functions discussed Commissions convened Installation and management of HRS web sites Identify requirements of networking and virtual communication technology Regional and national web portals designed and operating Teams trained in DRUPAL CMS Generating strategic information National teams update information systems RHS Feeding and use online software to process data (health education and measurement of regional goals HRS) Regional and national core data defined Teams trained in HR information systems HR Observatory software (Regional Goals / Health Education) in use

21 Coaching material: GROUP 1: Guatemala, Nicaragua, Honduras y Costa Rica GROUP 2: República Dominicana, Panamá, Belice y El Salvador 8 Virtual sessions 3 H 1 final meeting No homework. Need for political support as a requirement for participation in the sub regional closing meeting

22 1. HR OBSERVATORIES ESTRUCTURE AND OPERACIÓN EQUIPOS DE PAÍS National commissions Institutionalization Network BELICE Nicaragua

23 2. Regional and national web portals designed and operating Multisite System / CMS Drupal Observatorio Centroamericano MOH Social Security University HR professionals Computer and technology professionals PAHO/ country Each country manages its own portal Leadership of the health authority decentralized management responsibility

24 Nacional Observatories

25 Observatorios Nacionales

26 3. Strategic Information Generation production integrated information panel En desarrollo

27 Software available on line on page RHUS Observatory for the use of countries in the region of the Americas (need to translate into English)

28 Each country can record and graph information from training institutions, geographic distribution, offering cadres. Can offer a national data of enrollments and graduates

29 Call and commitment to the institutions of each country to report the information annually Example agreement signed by the deans of medical schools in Ecuador

30 Challenges for a National Plan and Agenda Mechanism to work together (Network) Select priority problems to address Produce relevant useful information and knowledge Monitoring actions and evaluating results

31 SAN SALVADOR SAN SALVADOR LA LIBERTAD LA LIBERTAD PAÍS PAÍS SAN MIGUEL SAN MIGUEL SANTA ANA SANTA ANA USULUTAN USULUTAN SONSONATE SONSONATE CHALATENANGO CHALATENANGO SAN VICENTE SAN VICENTE AHUACHAPAN AHUACHAPAN CUSCATLAN CUSCATLAN LA PAZ LA PAZ CABAÑAS CABAÑAS LA UNION LA UNION MORAZAN MORAZAN 5 0 Densidad de Recursos Humanos Médicos y Enfermeras por 10,000 habitantes. El Salvador

32 URBAN - RURAL DISTRIBUTION Physician Density Latin American countries N ICARAGUA BOLIVIA PERU COLOMBIA ARGENTINA PARAGUAY URBAN DENSITY RURAL DENSITY

33 Colombia Cuando se comparan las tareas que realiza el personal en la actualidad con los currículos académicos de su formación se observa la NO PERTINENCIA del mismo. Se muestra el caso de medicina Clinical Teorical - Practical Escenario of practice 0.07 Fuente: Cálculo CENDEX

34 Subsecretaría de Innovación y Calidad Dirección General de Calidad y Educación en Salud Dirección de Políticas y Desarrollos Educativos en Salud 3,500 3,000 Especialidad de pediatría y oferta laboral de pediatras. Correlación ( ) proyección 2010 Demanda de inscripción al ENARM Tendencia en la demanda de inscripción al ENARM Oferta de becas para la especialidad de pediatría Tendencia de la oferta de becas para la especialidad de pediatría Oferta Laboral para Médicos Pediatras Tendencia de la oferta Laboral para Médicos Pediatras Población de 0 a 15 años CONAPO Población de 0 a 15 años1 (millones) ,500 2,000 1,500 1, Sumatoria 19,070 Sumatoria 6,230 Sumatoria 2, Fuente: Comisión Interinstitucional para la Formación de Recursos Humanos en Salud. Boletín de Información Estadística (Recursos y Servicios) de la DGEI. Proyecciones de población CONAPO Censo 2000.

35 Mapa proporcional de la distribución de enfermeras Fuente:

36 Mapa proporcional de la distribución de médicos Fuente: /216.png

37 Decitions..

38 SOCIAL RURAL SERVICE IN PERU TRANFORMATION HEALTH FACILITIES WITH SOCIAL SERVICE PROFESIONALS SERUMS 2005

39 SOCIAL RURAL SERVICE IN PERU TRANFORMATION HEALTH FACILITIES WITH SOCIAL SERVICE PROFESIONALS SERUMS ebfiles/informacion/reubraoct2011/per_moscoso &suarez.pdf

40 Human Resources Observatory CA / DOR Muchas Gracias!!!