Ministry of Health HUMAN RESOURCES FOR HEALTH BI-ANNUAL REPORT Improving HRH Evidence for Decision Making April 2012 September 2012 October 2012
Contents Acknowledgements... iii 1. INTRODUCTION... 1 1.1 The Context... 1 1.2 Health Facility inventory... 1 1.3 National level Staffing... 3 1.4 National referral hospitals... 4 1.4 Selected Health Professional staff... 4 2. PROPORTION OF APPROVED POSITIONS FILLED BY VARIOUS HEALTH PROFESSIONALS BY FACILITY LEVEL... 5 2.1 Health Professional staff by Health Facility level... 5 Table 2.1: Regional Referral Hospitals... 5 Table 2.2: District Health officers... 6 Table 2.3: General Hospitals... 6 Table 2.4: Health Center IV staffing... 7 Table 2.5: IIIs & II staffing... 7 3. SELECTED CADRES PER HEALTH FACILITY LEVEL... 9 3.1 Selected cadres per health facility level... 9 Table 3.1: Anesthetic Officers... 9 Table 3.2: Clinical Officers... 9 Table 3.3: Laboratory Assistants... 9 Table 3.4: Laboratory Technicians... 10 Table 3.5: Midwives... 10 Table 3.6: Nurses... 10 Table 3.7: Dispensers... 11 Table 3.8: Doctors... 11 Table 3.9: Public Health Dental Officers... 11 Table 3.10: Dental Surgeons... 11 Table 3.11: Health Educators... 12 Table 3.12: Health Inspectors... 12 Table 3.13: Laboratory Technologists... 12 i
Table 3.14: Occupational Therapist... 12 Table 3.15: Orthopedic Officers... 13 Table 3.16: Pharmacists... 13 Table 3.17: Physiotherapist... 13 Table 3.18: Medical Radiographers... 13 3.2 Summary of staffing by cadre in GoU Health Institutions (RRH, GH and Health Centres only) March 2012... 14 3.3 Density of Nurses, midwives, clinical officers, laboratory assistants & doctors... 15 4. Financial implications of filling existing vacancies... 17 5. HRIS UPDATE IN UGANDA AS AT SEPTEMBER 2012... 19 5.1 Districts with Computerized HRIS... 19 5.2 Rolling out HRIS to 74 districts... 20 6. Private Not-for profit (PNFP) as at March 2011... 26 7. Assessment of Functionality of the District Service Commissions... 26 7.1 Key findings of the assessment... 26 Annex 1: SUMMARY OFVACANCIES FOR SELECTED CADRES IN DISTRICTS... 39 ii
Acknowledgements This is a Human Resources for Health Report which is an analysis of the data provided by the Ministry of Health of the Republic of Uganda with funding and technical support from the USAID funded Uganda Capacity program (UCP) covering the period April to September 2012. The Ministry of Health recognizes the invaluable contribution of UCP in providing both technical and financial support for HRH interventions. Thanks to UMDPC, UNMC, AHPC and PCU for useful data that is updated from time to time and for embracing HRIS that provides updated data on human resources in Uganda. We thank the PNFP umbrella organizations UPMB, UCMB and UMMB for providing the much needed information concerning the health facilities and HRH working in the PNFP subsector. We thank the local governments for participating in data collection, analysis and reporting. Finally, we thank the editorial team Mr. Francis Ntalazi and Mr.Kibwika-Muyinda (MoH), Dr. Charles Matsiko, Dr. Vincent Oketcho, Dr. Grace Namaganda, Ms Sarah Murungi and Mr.Isaac Kagimu (UCP) for working long and beyond the call of duty to work out the required numbers for inclusion in this report. Management recognizes the efforts of both technical and non technical staff in the health sector both in central and local governments that have given a hand in the production of this bi-annual report. Ministry of Health; P.O Box 7272; Kampala. iii
1. INTRODUCTION This is Human Resources for Health Bi-annual Report covering the period April 1, 2012 to September 30, 2012. The Health Sector Strategic and Investment Plan (HSSIP) target for human resource investment is to attain a minimum of 75% of the approved staffing norms by 2014. The HSSIP is cognisant of the fact that attaining this target is a challenge. As such, improvements in staff numbers are staggered across the years. This report provides information on the changes in staffing that has taken place during this period. 1.1 The Context The HRH situation in Uganda continues to be characterized by inadequate number and necessary skills to effectively respond to the health needs in the country. The critical shortage is further aggravated by gross mal-distribution of the scarce human resources, low staff productivity, low staff morale and poor attraction and retention especially in rural and hard to reach local governments. To further compound the HRH challenges is a complex and fragmented HRH management systems. Underlying the current HRH challenges is weak leadership at all levels of the health delivery system. This manifests as lack of individuals in responsible positions to; provide direction, align people, mobilize resources to achieve goals and to tackle the severe under-staffing of health units. The sector has inadequate consistent champions and advocates for HRH as high priority for resource allocation and support; has weak mechanisms for multi-stakeholder engagement to ensure that complex HRH issues are resolved at all levels; leadership is not linked to performance in service delivery, but strong in safeguards for due process and bureaucratic system and capacity for HRH is inadequate. A deeper analysis of the training of the current health leaders and managers reveals that their basic training did not cover HR leadership and management yet they manage the human resource on a daily basis. 1.2 Health Facility inventory Uganda has about 5,229 health facilities owned by Government of Uganda, PNFP and Private practitioners. All these health facilities have staffing implications. Government is planning to upgrade most of the health centre II to health centre III level. Table 1.1 shows a summary of the total health facilities in the country. 1
Table 1.1: Health facility inventory GoU GoU Gou PNFP Private Total NRH RRH Local Govt Hospitals 2 14 48 65 23 152 IV 170 15 8 193 III 937 272 70 1,279 II 1,696 522 1,387 3,605 Total 2 14 2,851 874 1,488 5,229 Source: Health Facility inventory, July 2012 2
1.3 National level Staffing At the national level, we did not collect new information during this period. The team working on the bi-annual re-analyzed the previous data that was available as at March 2012 and did not find any significant changes apart from the number of health facilities. The analysis is as presented in table 1.1 Table 1.2: National Level Staffing Summary as at March 2012 No Cost Centre No. of Units Total Norms Filled Vacant % Filled % Vacant 1 Mulago Hospital 1 2,801 2,423 378 87% 13% 2 Butabika Hospital 1 434 384 50 88% 7% 3 Regional Referral Hosp 14 4,331 3,121 1,210 72% 18% 4 General Hospitals 47 7,600 4,751 2,849 63% 37% 5 DHOs Offices 112 1,232 698 534 57% 43% 6 IV 166 7,920 4,768 3,152 60% 40% 7 III 962 5,634 3,363 2,271 60% 40% 8 II 1321 4,905 2,197 2,708 45% 55% 9 Urban Authorities 155 20,216 10,083 10,133 50% 50% 2,779 55,073 31,788 23,285 58% 42% 3
1.4 National referral hospitals Table 1.3: Mulago Hospital as at March 2012 Cadre of staff/post Norms Filled Vacancy Excess % Filled Executive Director and Deputy 2 2 0 0 100 Medical Consultants 55 40 15 0 73 Medical officers 167 112 55 0 67 Pharmacists and other Pharmacy Professionals 46 38 8 0 83 Nurses 945 964 0 19 102 Midwives 157 157 0 0 100 Allied Health Professionals 367 403 0 37 110 Administrative staff 562 330 232 0 59 Support Staff 500 377 123 0 75 TOTAL 2801 2423 378 56 86 Table 1.4: Butabika Hospital as at March 2012 % Cadre of staff Norms Filled vacant Excess filled Director 2 2 0 0 100 Medical officers 17 12 5 0 71 Consultants 6 3 3 0 50 Pharmacy 11 11 0 0 100 Nursing 156 149 7 0 96 Allied Health Professionals 35 37 0 2 106 Administrative 32 23 9 0 72 Support Staff 165 156 9 0 95 TOTAL 424 393 33 2 93 1.4 Selected Health Professional staff This HRH biannual presents data of approved positions filled for a selected number of cadres at each of the health facility levels from Regional Referral Hospitals down to IIs. The cadres include: laboratory technicians; nurses; laboratory assistants; clinical officers; midwives; anesthetic officers, dental surgeons; dispensers; doctors; health educators; health inspectors; laboratory technologists; occupational therapist; orthopedic officers; pharmacists; physiotherapists; public health dental officers and radiographer. The results are based on secondary analysis of the 2010 and 2011 biannual reports. 4
2. PROPORTION OF APPROVED POSITIONS FILLED BY VARIOUS HEALTH PROFESSIONALS BY FACILITY LEVEL 2.1 Health Professional staff by Health Facility level In this section, staffing levels for selected cadres are presented by level starting with the RRHs up to IIs. The section is intended to provide an overall picture of the staffing available in the country by health facility level. Table 2.1: Regional Referral Hospitals 13 Regional Referral Hospitals Cadre Total norm Total filled Vacancies % filled Orthopedic Officers 182 156 26 86% PHDOs 126 104 22 83% Midwives 770 632 138 82% Nurses 1,386 1,128 258 81% Dental Surgeons 252 194 58 77% Occupational Therapist 378 283 95 75% Physiotherapist 70 51 19 72% Clinical Officers 336 237 99 71% Laboratory Assistant 56 39 17 69% Radiographers 56 39 17 69% Anesthetic Officer 70 47 23 68% Laboratory Technicians 42 27 15 64% Pharmacists 42 25 17 59% Laboratory Technologists 56 32 24 58% Dispenser 70 36 34 51% Doctors 350 173 177 50% Consultants 224 81 143 36% From the table above, we note that the key staffing shortage at RRH is among the Medical Consultants, Doctors (Medical Officers special grade and general medical officers), dispensers, laboratory technologists and pharmacists and to lesser extent laboratory technicians. 5
Table 2.2: District Health officers No. Job Title Approved Norm Total filled Vacancies % filled 1 District Health Officer 112 78 34 70% 2 Assistant DHO (Environ. Health) 112 15 97 13% 3 Assistant DHO (MCH/Nursing) 112 15 97 13% Total 336 108 228 32% Overall there is an acute shortage of Assistant DHOs (maternal health and environmental health) with 97 districts lacking at least one of these cadres. In addition, 34 districts do not have a DHO. To full staff the districts with one DHO, one Assistant DHO Maternal Health and one Assistant DHO environmental there would be need to recruit 34 DHOs and 194 ADHOs. The additional wage required to accomplish this would be 5.4 billion shillings. This as illustrated in table 2.3. Table 2.2 (b): District Health offers No. Job Title Vacancies Wage required 1 District Health Officer 34 857,383,688 2 Assistant DHO (Environ. Health) 97 2,290,089,895 3 Assistant DHO (MCH/Nursing) 97 2,290,089,895 Total 228 5,437,563,478 Data was analyzed for a total of 47 general hospitals in the country. The filled and vacant positions for professional health workers were isolated. Information from this secondly analysis is summarized in table 2.3 below. Table 2.3: General Hospitals General Hospitals Cadre Total Norm Filled Vacant % filled Laboratory Assistant 47 47-100% Clinical Officers 376 338 38 90% Dental Surgeons 47 38 9 80% Orthopedic Officers 94 75 19 80% Health Inspectors 47 33 14 70% Laboratory Technicians 94 61 33 65% Public Health Dental Officers 94 56 38 60% Midwives 1,316 776 541 59% Dispenser 94 49 45 52% Physiotherapist 47 24 24 50% Nurses 3,431 1,684 1,747 49% Anesthetic Officer 141 62 79 44% Radiographer 94 38 56 40% Doctors 517 165 353 32% Laboratory Technologists 94 29 65 31% 6
Health Educators 94 28 66 30% Occupational Therapist 47 14 33 30% Pharmacist 47 2 47 4% General hospitals are relatively well staffed with laboratory assistants, clinical officers, dental surgeons and orthopedic officers. On the other hand however the following cadres are in shortage when compared to the staffing norms: Pharmacists, occupational therapists, health educators, laboratory technologists, doctors, radiographers, anesthetic officers, nurses, physiotherapists and midwives. At the IV, some cadres such as the laboratory assistants and midwives seem to be present as indicated in table 2.4. Table 2.4: Health Center IV staffing IV Cadre Total Norm Filled Vacant % filled Midwives 664 601 63 91% Laboratory Assistant 166 149 17 90% Laboratory Technician 166 121 45 73% Clinical Officers 498 363 135 73% Public Heath Dental Officer 166 119 47 72% Nurses 1,328 849 479 64% Health Inspectors 332 169 163 51% Medical Officers 332 117 215 35% Health Educators 166 52 114 31% Anesthetic Officer 166 37 129 22% Dispensers 166 35 131 21% In IVs although the proportion of approved norms for midwives is at 90%, workload studies show that the midwives at this level still face high work pressures. The norm for midwives at IV is 4 and these are expected to run the maternity ward 24 hours a day and run the busy ANC clinics providing routine ANC, PMTCT and child health services. Workload studies have shown that at least 8 midwives are required at a IV level to manage the workload appropriately and for quality health service delivery. As noted in the table, there is an acute shortage of dispensers, anesthetic officers, health educators, doctors at the IVs. Table 2.5: IIIs & II staffing 111s Cadre Total norm Total filled Vacancies % filled Midwives 1924 1,366 558 71% Clinical Officers 1924 1125 798 59% Laboratory Assistant 962 510 452 53% Nurses 3848 1606 2241 42% Lab technician 962 164 798 17% 7
11s Cadre Total norm Total filled Vacancies % filled Nurses 1,321 911 410 69% Midwives 1,321 396 925 30% Like in IVs, the staffing for midwives when compared to the norms seems high. However workload studies show that IIIs need at least 4 midwives to accomplish the work they experience versus the 2 provided for in the norm. IIIs have a shortage of laboratory cadres and nurses as noted on the table above. There is also a shortage of midwives in IIs with 70% of the IIs having no midwife. 8
3. SELECTED CADRES PER HEALTH FACILITY LEVEL 3.1 Selected cadres per health facility level In this section, the staffing levels for selected cadres are presented by cadre across the health facility levels to demonstrate how the cadres are distributed across the health facility levels. Table 3.1: Anesthetic Officers Anesthetic Officers Health Unit Level Total Norm Filled Vacant % filled Regional Referral Hospitals 70 47 23 68% General Hospitals 141 62 79 44% IV 166 37 129 22% Total 377 146 231 39% Overall staffing level for anesthetic officers is 39%. The distribution is as has been reported in other HRH studies where the RRHs have the highest proportion of filled positions and the IVs having the least. There are 231 vacancies for anesthetic officers (IV 129, general hospitals 79 and RRHs 23) Table 3.2: Clinical Officers Clinical Officers Health Unit Level Total Norm Filled Vacant % filled General Hospitals 376 338 38 90% IV 498 363 135 73% III 1924 1125 798 59% RRH 336 237 99 71% Total 3,134 2,064 1,070 66% On average 66% of the approved clinical officer positions are filled. The proportion of filled positions filled is highest for general hospitals (90%) and lowest for IIIs (59%). To fill all the clinical officer positions, there is need for an additional 1,070 clinical officer s majority of whom would be for IVs and IIIs. Table 3.3: Laboratory Assistants Laboratory Assistants Health Unit Level Total Norm Filled Vacant % filled Regional Referral Hospitals 56 39 17 69% General Hospitals 47 47-100% IV 166 149 17 90% III 962 510 452 53% Total 1,231 745 486 61% Laboratory assistants are staffed at 61%. Total vacancies are 486 with majority of these being in IIIs. 9
Table 3.4: Laboratory Technicians Laboratory Technicians Health Unit Level Total Norm Filled Vacant % filled RRH 42 27 15 64% General Hospitals 94 61 33 65% IV 166 121 45 73% Total 260 182 78 70% Staffing for laboratory technicians is 70%. However 78 vacancies still remain unfilled. Table 3.5: Midwives Midwives Health Unit Level Total Norm Filled Vacant % filled General Hospitals 1,316 776 541 59% IV 664 601 63 91% III 1924 1,366 558 71% II 1,321 396 925 30% RRH 770 632 138 82% Total 5,995 3,771 2,224 63% Overall the proportion of approved midwife positions filled is 63%. There are 2,224 midwife positions not filled and majority of these are in IIs, IIIs and hospitals. Table 3.6: Nurses Nurses Health Unit Level Total Norm Filled Vacant % filled Regional Referral Hostpitals 1,386 1,128 258 81% General Hospitals 3,431 1,684 1,747 49% IV 1,328 849 479 64% III 3848 1606 2241 42% II 1,321 911 410 69% Total 9,928 5,050 4,878 51% The staffing level for nurses is at 51%. The health facilities with the highest staffing levels were RRHs and IIs. But findings from workload studies show that the staffing norms for nurses in IIIs, IVs and IIs are low compared to the workload they experienced. Workload studies show that IVs require on average 12 nurses versus the 8 provided for in the norm, IIIs require on average 7 nurses versus the 4 provided for in the norm. 4,878 nurse vacancies remain unfilled majority of the vacancies are in general hospitals. 10
Table 3.7: Dispensers Dispensers Health Unit Level Total Norm Filled Vacant % filled General Hospitals 94 49 45 52% IV 166 35 131 21% RRH 70 36 34 51% Total 330 119 211 36% The staffing level for dispensers was found to be 36%. IVs in particular have an acute shortage of dispensers having only 21% of the approved filled. 211 positions remain unfilled 131 of these in IVs. Table 3.8: Doctors Doctors Health Unit Level Total Norm Filled Vacant % filled General Hospitals 517 165 353 32% IV 332 117 215 35% RRH 350 173 177 50% Total 1,199 455 744 38% With an overall staffing level of 38% there is an acute shortage of doctors in the health sector. This shortage is wide spread affecting all levels of facility levels. There is need to recruit 744 doctors for the hospitals and IVs. Table 3.9: Public Health Dental Officers Public Health Dental Officers Health Unit Level Total Norm Filled Vacant % filled General Hospitals 94 56 38 60% IV 166 119 47 72% RRH 126 104 22 83% Total 386 280 106 72% Overall 72% of the approved norms for PHDOs are filled with the RRHs having the highest number of this cadre. Table 3.10: Dental Surgeons Dental Surgeons Health Unit Level Total Norm Filled Vacant % filled General Hospitals 47 38 9 80% RRH 252 194 58 77% Total 299 231 68 77% Overall 77% of the approved norms for dental surgeons are filled with the highest filling rate being in general hospitals. 11
Table 3.11: Health Educators Health Educators Health Unit Level Total Norm Filled Vacant % filled General Hospitals 94 28 66 30% IV 166 52 114 31% Total 260 80 180 31% As noted in the table above, there is an acute shortage of health educators in hospitals and IVs. A total of 180 positions of health educators remain vacant. Table 3.12: Health Inspectors Health Inspectors Health Unit Level Total Norm Filled Vacant % filled General Hospitals 47 33 14 70% IV 332 169 163 51% Total 379 202 177 53% Overall 53% of the approved norms for health inspectors are filled with the highest filling rate being in general hospitals. A total of 177 positions remain vacant. Table 3.13: Laboratory Technologists Laboratory Technologists Health Unit Level Total Norm Filled Vacant % filled General Hospitals 94 29 65 31% RRH 56 32 24 58% Total 150 61 89 41% Generally there is a shortage of laboratory technologists. The shortage affects the general hospitals more than RRHs. Table 3.14: Occupational Therapist Occupational Therapist Health Unit Level Total Norm Filled Vacant % filled General Hospitals 47 14 33 30% RRH 378 283 95 75% Total 425 297 128 70% There is a shortage of occupational therapists in general hospitals which have on 30% of approved positions filled. 12
Table 3.15: Orthopedic Officers Orthopedic Officers Health Unit Level Total Norm Filled Vacant % filled General Hospitals 94 75 19 80% RRH 182 156 26 86% Total 276 231 45 84% Orthopedic officers are generally more available in the hospitals (overall average is 84%). 45 positions remain unfilled. Table 3.16: Pharmacists Pharmacists Health Unit Level Total Norm Filled Vacant % filled General Hospitals 47 2 47 4% RRH 42 25 17 59% Total 89 27 64 30% The shortage of pharmacists is critical especially in general hospitals. Overall only 30% of the approved positions for pharmacists are filled leaving 64 vacancies. Table 3.17: Physiotherapist Physiotherapist Health Unit Level Total Norm Filled Vacant % filled General Hospitals 47 24 24 50% RRH 70 51 19 72% Total 117 74 43 63% Overall the staffing level of physiotherapists was 63% with the vacancy rate of 37%. Table 3.18: Medical Radiographers Radiographers Health Unit Level Total Norm Filled Vacant % filled General Hospitals 94 38 56 40% RRH 56 39 17 69% Total 150 76 74 51% Overall the staffing level of Medical Radiographers was 51% with the vacancy rate of 49%. 13
3.2 Summary of staffing by cadre in GoU Health Institutions (RRH, GH and Health Centres only) March 2012 Table 3.19: Filled and vacant positions in GoU Health Insstitutions Cadre % filled Vacancies Pharmacist 30% 64 Health Educators 31% 180 Dispenser 36% 211 Medical Officer 38% 744 Anesthetic Officer 39% 231 Laboratory Technologists 41% 89 Nurses 51% 4,878 Radiographer 51% 51 Health Inspectors 53% 177 Laboratory Assistant 61% 486 Midwives 63% 2,224 Physiotherapist 63% 43 Clinical Officers 66% 1,070 Laboratory Technicians 70% 78 Occupational Therapist 70% 128 Public Health Dental Officers 72% 106 Dental Surgeons 77% 68 Orthopedic Officers 84% 45 Average/Total 55% 10,873 Overall the staffing level for the selected health professionals is 5 5% with a total of 10,873 vacancies. In descending order of shortage, pharmacist, health educators, dispensers, doctors, anesthetic officers, laboratory technologists, nurses and radiographers are the cadres in critical shortage. 14
3.3 Density of Nurses, midwives, clinical officers, laboratory assistants & doctors Analysis was done of the nurses, midwives, clinical officers, laboratory assistants and doctors. The results of this analysis are presented in Figure 1 below: Figure 1 Number of selected clinical and diagnostic staff in GoU health institutions 15
Figure 2: Occupational therapists, PHDOs, health inspectors, anesthetic officers, dispensers, dental surgeons and orthopedic officers 16
4. Financial implications of filling existing vacancies Cadre % filled Vacancies Total annual salary & allowances Total wage required Pharmacist 30% 64 13,738,107 879,238,848 Dispenser 36% 211 9,431,401 1,990,025,704 Doctors 38% 744 13,738,107 10,221,151,608 Anesthetic Officer 39% 231 9,431,401 2,178,653,733 Laboratory Technologists 41% 89 9,431,401 839,394,728 Nurses 51% 4,878 5,952,471 29,036,151,372 Radiographer 51% 51 9,431,401 481,001,473 Laboratory Assistant 61% 486 5,952,471 2,892,900,690 Midwives 63% 2,224 5,952,471 13,238,294,517 Physiotherapist 63% 43 9,431,401 405,550,262 Clinical Officers 66% 1,070 9,431,401 10,091,599,541 Laboratory Technicians 70% 78 9,431,401 735,649,312 Occupational Therapist 70% 128 9,431,401 1,207,219,384 Public Health Dental Officers 72% 106 9,431,401 999,728,553 Dental Surgeons 77% 68 13,738,107 934,191,276 Orthopedic Officers 84% 45 9,431,401 424,413,065 Health Educators 31% 180 9,431,401 1,697,652,259 Health Inspectors 53% 177 9,431,401 1,669,358,055 Average/Total 55% 10,873 79,922,174,380 Source of salary data is 2012/13 salary structure To fill the norms for the above selected cadres would require a total of 79.9 billion shillings. 17
Figure 1: Laboratory technicians, health educators, laboratory technologist, radiographers, physiotherapists and pharmacists 18
5. HRIS UPDATE IN UGANDA AS AT SEPTEMBER 2012 5.1 Districts with Computerized HRIS This Map shows (In green) the Districts (74) with Computerized HRIS to date. The districts are not at the same level of HRIS implementation. Training of data managers and mentoring is ongoing. During the period under review, the districts where HRIS is established were given extensive technical support directly through coaching visits or online trouble shooting in collaboration with USAID funded Uganda Capacity Program. The interns and HRIS resource persons at the centre and at the regional level played a pivotal role in this support as a way of further building their capacity in the management of the HRIS. Key areas of support included retraining data users and managers in cases where there were staff movements and as a refresher to those who were trained earlier. The data managers were further coached on how to keep the system up to date and how to generate different reports from the system. The coaching visits were also used as an opportunity to discuss in detail with users the different reports and gain a deeper understanding of the unique needs. In total 372 staff were trained majority of whom were in districts. 19
5.2 Rolling out HRIS to 74 districts The roll out of HRIS to 74 districts has been a collaborative venture. The MoH supported by USAID funded Uganda Capacity Program has worked with the school of computing Makerere University and other development partners to further build capacity for HRIS. The students of Makerere University join the IT team on attachment for industrial training over a period of 6 months. In addition to internship, UCP has supported the training of 8 lecturers in HRIS. As a result of this collaboration, all the databases have been kept functional throughout this period. Below is a map showing the geographical roll-out of HRIS in 74 districts by various partners and year of establishment. Key: Below are the names of the districts matching the numbers displayed on the map above 20
Id Name HRIS Supported Established Id Name HRIS Supported Established 1 KAMPALA No 57 MPIGI Yes UCP 2011 2 ADJUMANI Yes UCP 2011 58 MUBENDE Yes WHO 2010 3 ARUA Yes UCP 2011 59 MUKONO Yes UCP 2009 4 BUNDIBUGYO Yes Baylor 2011 60 MITYANA Yes WHO 2010 5 BUSIA Yes WHO 2010 61 NAKASEKE No 6 BUTALEJA Yes UCP 2011 62 NAKASONGOLA Yes UCP 2011 7 KABALE Yes UCP 2010 63 RAKAI Yes UCP 2011 8 KANUNGU Yes UCP 2011 64 SSEMBABULE Yes UCP 2011 9 KASESE Yes Baylor 2011 65 WAKISO Yes Capacity 2009 10 KISORO Yes UCP 2010 66 HOIMA Yes WHO 2010 11 KOBOKO Yes UCP 2011 67 KIBAALE Yes UCP 2011 12 MANAFWA Yes UCP 2011 68 MASINDI Yes UCP 2011 13 MBALE Yes WHO 2010 69 BULIISA No 14 MOYO Yes UCP 2011 70 AMURIA No Baylor 2012 15 NEBBI Yes UCP 2011 71 BUKEDEA Yes Baylor 2012 16 PALLISA Yes UCP 2011 72 KABERAMAIDO No Baylor 2012 17 BUDAKA Yes UCP 2011 73 KUMI Yes UCP 2011 18 RUKUNGIRI Yes UCP 2011 74 SOROTI Yes UCP 2011 19 SIRONKO Yes UCP 2011 75 KATAKWI No Baylor 2012 20 TORORO Yes WHO 2010 76 KABAROLE Yes Capacity 2009 21 YUMBE No 77 KAMWENGE Yes Baylor 2011 22 ABIM No 78 KYENJOJO Yes WHO 2010 23 KAABONG No 79 BUDUDA Yes UCP 2011 24 KOTIDO No 80 AMUDAT No 25 NAKAPIRIPIRIT No 81 BUIKWE No 26 MOROTO No 82 BUYENDE No 27 BUKWA Yes Baylor 2012 83 KYEGEGWA Yes Baylor 2011 28 KAPCHORWA Yes UCP 2011 84 LAMWO No 29 AMOLATAR Yes Capacity 2009 85 OTUKE No 30 APAC Yes UCP 2011 86 ZOMBO No 31 LIRA Yes Capacity 2009 87 ALEBTONG No 32 OYAM Yes Capacity 2009 88 BULAMBULI Yes Baylor 2012 33 DOKOLO Yes UCP 2011 89 BUVUMA No 34 GULU Yes NUMAT 2009 90 GOMBA No 35 AMURU No 91 KIRYANDONGO No 36 PADER Yes NUMAT 2009 92 KYANKWANZI No 37 KITGUM Yes NUMAT 2009 93 LUUKA No 38 BUGIRI Yes UCP 2011 94 NAMAYINGO No 39 IGANGA Yes UCP 2011 95 NTOROKO Yes Baylor 2011 40 JINJA Yes UCP 2010 96 SERERE No Baylor 2012 41 MAYUGE Yes UCP 2011 97 KALUNGU No 42 KALIRO Yes UCP 2011 98 BUKOMANSIMBI No 43 NAMUTUMBA Yes UCP 2011 99 BUTAMBALA Yes UCP 2011 44 KAMULI Yes UCP 2011 100 LWENGO No 45 MBARARA Yes WHO 2010 101 MITOOMA No 21
Id Name HRIS Supported Established Id Name HRIS Supported Established 46 BUSHENYI Yes WHO 2010 102 RUBIRIZI No 47 NTUNGAMO Yes UCP 2011 103 SHEEMA No 48 IBANDA Yes WHO 2010 104 BUHWEJU No 49 ISINGIRO Yes UCP 2011 105 NGORA No Baylor 2012 50 KIRUHURA Yes UCP 2011 106 NAPAK No 51 KAYUNGA Yes UCP 2011 107 KIBUKU Yes Baylor 2012 52 KALANGALA Yes UCP 2011 108 NWOYA No 53 KIBOGA No 109 KOLE No 54 LUWERO Yes UCP 2010 110 AGAGO No 55 LYANTONDE No 111 MARACHA No 56 MASAKA No 112 KWEEN Yes Baylor 2012 22
Map of Uganda showing the geographical roll-out of HRIS according to year of Establishment 23
Map of Uganda showing the geographical location of HRIS and Partner support 24
Hris Website at MoH: http://hris.health.go.ug Health workers Registration and Licensure Status http://hris.health.go.ug/reports You can also send SMS type doctor <space> full names of doctor and send to 8198 25
6. Private Not-for profit (PNFP) as at March 2011 In the Private-Not-for profit (PNFP) health facilities there were only 12,383 health workers in all the three umbrella organizations namely Uganda Catholic Medical Bureau (UCMB), Uganda Protestant Medical bureau (UPMB) and Uganda Moslem Medical Bureau (UMMB) as of June 30, 2011. Of these 7,488 were in the UCMB network, 3,856 in the UPMB network and 1,039 in the UMMB network. UCMB alone as of June 30 th 2011 there were 225 doctors, 2011 nurses, and 2825midwives (all calibers put together) out of the total workforce of 7,488 in its network. However, the country needs about twice this number of professional health workers in order to address the current health needs. Table 6.1 Cadres of health workers in the UCMB Network Cadre # of Staff Doctors 225 Nurses 2,011 Midwives 2,825 All others 2,427 Total 7,488 7. Assessment of Functionality of the District Service Commissions District Service commissions in Uganda were assessed to find out their functionality to address human resource needs. The assessment was conducted using a questionnaire which was administered to representatives of various DSCs. The questionnaire required the respondents to describe the situation pertaining to their individual service commissions. The results were analyzed using a simple excel sheet. 7.1 Key findings of the assessment The assessment findings indicate that the DSCs are at differing levels of functionality as per the assessment conducted. Some few are well equipped to handle the planned recruitment while the rest shall need support in order to prepare them adequately to handle recruitment of staff in local governments. Results of the analysis are summarized table 7.1 below. 26
Table 7.1 Summary of the findings of the 104 DSCs Assessed Indicator Total DSCs fully constituted with a chairperson and 4 members 26 DSCs without quorum (less than 3 members) 11 DSCs with less than 3 members inducted 44 DSCs about to expire in 3 months and below 9 DSCs which have not handled a recruitment in the last one year 23 DSCs with no Substantive Secretary appointed 63 DSCs with SPO and PO in addition to SEC DSC (Hoima) 1 DSCs with a PO in addition to the SEC DSC 15 DSCs without a computer 36 According to the set standards, a functional DSC is expected to have a substantive Secretary to the Commission at the level of Principal Personnel Officer, a Personnel Officer, a Records Assistant, a Stenographer / Copy typist and an Office Assistant. It should also have a substantive Chairperson and four Commission Members. In the table above we note that not all the DSCs meet these criteria. DSCs fully constituted with a chairperson and four members. DSCs were asked to mention whether they were fully constituted or not. The information obtained was analyzed to establish if there was a substantive chairperson and other four members. Results out of this analysis are presented in table 7.2 below. 7.2 The list of districts with chairpersons and other 4 members by region S/ No. District Service Commission Region Chairperson # Members Term of office for quorum # Inducted 1 Abim Northern 1 4 4 years 0 2 Arua Northern 1 4 4 years 5 3 Buikwe Central 1 4 42 months 5 4 Bukedea Eastern 1 4 3 Years 5 5 Bundibugyo Western 1 4 40 months 5 6 Bushenyi Western 1 4 4 years 5 7 Dokolo Northern 1 4 26 months 5 8 Gomba Central 1 4 38 months 5 9 Gulu Northern 1 4 4 Years 5 10 Hoima Western 1 4 4 years 5 27
11 Ibanda Western 1 4 26 months 3 12 Iganga Eastern 1 4 3 years 0 13 Kasese Western 1 4 3 Years 3 14 Katakwi Eastern 1 4 2 years 2 15 Koboko Northern 1 4 3 Years 5 16 Kyenjojo Western 1 4 3 years 5 17 Lira Northern 1 4 2 years 5 18 Mbarara Western 1 4 4 years 5 19 Mityana Central 1 4 3 years 5 20 Mpigi Central 1 4 4 years 2 21 Mubende Central 1 4 4 years 4 22 Nakasongola Central 1 4 17 months 3 23 Namutumba Eastern 1 4 4 years 0 24 Otuke Northern 1 4 4 years 3 25 Serere Eastern 1 4 36 months 3 26 Zombo Northern 1 4 4 years 0 Out of the 104 DSCs assessed only 26 have all the positions for the Commission members filled. These DSCs have an advantage that they can appropriately handle large volumes of applicants when it comes to interviewing. The DSC in this category can easily split into several interview panels when need arises. A service commission with less members would take longer time to interview large numbers of applicants compared to the one which is fully constituted. DSCs with no required membership to form a quorum for transacting business Further analysis of the data collected indicated that some DSCs did not have the required number of members to transact business. This is a requirement under the laws of Uganda particularly the Local Government Act. Findings out of this analysis are summarized in table 7.3 below. 28
Table 7.3: The DSCs which do not form a quorum S/ No. District Service Commission Region Chairperson # Members Tot. Members 1 Amudat Northern 0 0 0 2 Busia Eastern 0 1 1 3 Kabale Western 1 1 2 4 Kabarole Western 0 0 0 5 Kalungu Central 0 0 0 6 Kotido Northern 0 2 2 7 Kyankwanzi Central 1 1 2 8 Luuka Eastern 1 1 2 9 Luwero Central 1 1 2 10 Nakaseke Central 1 1 2 11 Soroti Eastern 1 1 2 From the table above, some districts have 1 member and others have 2 members of DSC out the total 5 required. For any service commission to conduct usual business there is a requirement to have at least three members on the commission. In the absence of that requirement the commission cannot transact any business whatsoever. There are 11 DSCs which do not fulfill this requirement at the moment and this means that if their districts are to recruit health workers as planned they cannot rely on their service commissions. As an alternative the law provides that these districts have to liaise with neighbouring DSCs to lend them a hand to enable them recruit the needed workers. DSCs with less than three commission members inducted. DSCs were asked as to whether their members were inducted according to standard when they were recruited. Some of them indicated that they were inducted but others were not inducted according to the set standards. Findings out of this analysis are summarized in table 7.3 below. 29
Table 7.4: The DSCs whose members were not properly inducted S/ No. District Service Commission Region Chairperson Term of office for quorum # Members Tot. Members # Inducted 1 Abim Northern 1 4 5 4 years 0 2 Adjumani Northern 0 3 3 4 years 1 3 Apac Northern 1 2 3 4 years 0 4 Bududa Eastern 0 4 4 48 months 0 5 Bugiri Eastern 1 2 3 26 months 2 6 Bukwo Eastern 1 2 3 4 years 1 7 Buliisa Western 1 3 4 41 months 0 8 Busia Eastern 0 1 1 6 months 0 9 Buyende Eastern 1 2 3 3 years 0 10 Iganga Eastern 1 4 5 3 years 0 11 Jinja Eastern 1 2 3 26 months 0 12 Kabale Western 1 1 2 4 years 0 13 Kabarole Western 0 0 0 0 14 Kaliro Eastern 1 3 4 28 months 1 15 Kalungu Central 0 0 0 0 16 Kamuli Eastern 1 2 3 4 years 0 17 Katakwi Eastern 1 4 5 2 years 2 18 Kayunga Central 1 2 3 3 Years 2 19 Kibuku Eastern 1 3 4 2 Years 0 20 Kisoro Western 1 2 3 3 months 2 21 Kotido Northern 0 2 2 4 years 1 22 Kween Eastern 1 2 3 26 months 0 23 Kyankwanzi Central 1 1 2 2 months 2 24 Luuka Eastern 1 1 2 48 months 0 25 Luwero Central 1 1 2 4 years 2 26 Lyantonde Central 0 3 3 4 years 0 27 Masaka Central 1 3 4 2 years 1 28 Mayuge Eastern 1 2 3 26 months 0 29 Mbale Eastern 1 3 4 4 years 1 30 Moroto Eastern 1 3 4 9 months 0 31 Moyo Northern 1 2 3 41 months 0 32 Mpigi Central 1 4 5 4 years 2 33 Nakaseke Central 1 1 2 4 years 0 34 Namayingo Eastern 1 2 3 43 months 0 35 Namutumba Eastern 1 4 5 4 years 0 36 Nebbi Northern 1 3 4 4 years 1 37 Ngora Eastern 1 3 4 36 months 0 38 Ntoroko Western 1 2 3 4 years 2 30
39 Pader Northern 1 3 4 8 months 2 40 Pallisa Eastern 0 4 4 4 Years 0 41 Soroti Eastern 1 1 2 1 year 2 42 Wakiso Central 0 3 3 21 months 1 43 Yumbe Northern 1 3 4 4 years 0 44 Zombo Northern 1 4 5 4 years 0 The induction for new members of a commission is very crucial in preparing them to undertake the tasks ahead of them. When new members are not inducted properly they face challenges in making decisions, more so when the commission has to break into sub panels in order to handle large numbers of interviewees. This may affect their functionality and they may end up making inappropriate decisions in the course of their daily work. There are 44 district service commissions which fall in this category which is 39% of the total districts. DSCs about to expire in three months time and less The validity of the contract time for the members of a service commission is paramount because it affects their legality in conducting commission business. Given the time urgency of the planned recruitment there are 9 DSCs whose service time may expire before they bring the planned recruitment of health workers to a logical conclusion. These need urgent attention to ensure that the exercise runs smoothly without undue interruptions. This includes districts without commissions in place as well (category of less than 3 commission members). Here below are the DSCs affected. Table 7.5 gives details of these districts. Table 7.5 DSC about to expire in 3 months time or less S/ No. District Service Commission Region Chairperson # Members Tot. Members Term of office for quorum 1 Amudat Northern 0 0 0 2 Budaka Eastern 0 3 3 3 Months 3 Kaabong Eastern 1 3 4 2 months 4 Kabarole Western 0 0 0 5 Kalungu Central 0 0 0 6 Kapchorwa Eastern 1 3 4 3 months 7 Kisoro Western 1 2 3 3 months 8 Kole Northern 1 3 4 9 Kyankwanzi Central 1 1 2 2 months 31
DSCs which have not handled a recruitment in the last one year period This particular indicator relates to the acquired experience by a DSC to deal with recruitments. At this time we expect district service commissions to receive numerous applications which will require innovations from the DSC members on how to go about the whole process. Further analysis indicated that a number of districts have not handled a recruitment in the last one year. Findings of this analysis are indicated in table 7.6. Table 7.6 DSC that have not recruited in the last one year S/ No. District Service Commission Region Date of last recruitment handled 1 Adjumani Northern July 2011 2 Amudat Northern 3 Arua Northern 4 Buikwe Central December 2011 5 Buliisa Western 6 Busia Eastern November 2010 7 Kabale Western 8 Kabarole Western 9 Kalungu Central 10 Kamwenge Western May 2009 11 Kapchorwa Eastern June 2011 12 Kasese Western June 2011 13 Kotido Northern October 2011 14 Kumi Eastern April 2011 15 Luuka Eastern 16 Lyantonde Central 0 17 Mpigi Central April 2011 18 Mukono Central June 2011 19 Nakaseke Central December 2011 20 Namayingo Eastern 21 Nebbi Northern December 2011 22 Oyam Northern 2010 23 Sembabule Central July 2011 As indicated in the table above, a total of 23 DSCs did not handle any recruitment in the last one year. This implies that the DSCs may need some technical assistance in 32
handling the planned recruitment for health workers. This group is critical because it has 9 members who do not appear to have handled any recruitment at all in the past. These are Amudat, Arua, Buliisa, Kabale, Kabarole, Kalungu, Luuka, Lyantonde and Namayingo. DSCs with no substantively appointed secretary to the commission Members of the DSC were asked as to whether they have substantively appointed secretaries to their commissions. The presence of a substantively appointed secretary to the commission at the appropriate level of principal personnel officer translates into appropriate interpretation of the legal requirements and proper functioning of the DSC. The list below indicates 63 DCSs which have not confirmed the appointments of the incumbents in the position of secretary to the DSC. Table 7.7 Districts with no substantively appointed Secretaries S/ No. District Service Commission Region (Sec DSC) Appointment Level (PPO, etc) Other Assisgnments 1 Abim Northern Acting SAS SAS / ACAO 2 Agago Northern Acting SAS Clerk to Council 3 Alebtong Northern Acting PO 4 Amolatar Northern Acting SPO 5 Amudat Northern Acting SPO 6 Apac Northern Acting SPO 7 Bududa Eastern Acting SAS Sec District land board 8 Bugiri Eastern Acting SAS SAS Sub county 9 Buhweju Western Acting Dist. Env. Officer 10 Buikwe Central Acting Sports Officer 11 Bukedea Eastern Acting SPO Clerk to Council 12 Bukomansimbi Central Acting SPO 13 Bukwo Eastern Acting SPO 14 Butaleja Eastern Acting PO 15 Butambala Central Acting SPO 16 Buvuma Central Acting PO 17 Buyende Eastern Acting SPO 18 Dokolo Northern Acting PO 19 Ibanda Western Acting PO 20 Iganga Eastern Acting Ass. CAO ACAO 21 Isingiro Western Acting PO 22 Kaabong Eastern Acting SAS ACAO 33
S/ No. District Service Commission Region (Sec DSC) Appointment Level (PPO, etc) Other Assisgnments 23 Kabarole Western Acting PO Payroll management 24 Kalangala Central Acting PAS ACAO 25 Kaliro Eastern Acting PO 26 Kalungu Central Acting SPO 27 Kamuli Eastern Acting PPO 28 Kanungu Western Acting SPO 29 Kasese Western Acting PO 30 Katakwi Eastern Acting ARO 31 Kiruhura Western Acting PO 32 Kitgum Northern Acting PO PO - Kitgum Hospital 33 Kotido Northern Acting PO 34 Kween Eastern Acting SAS 35 Kyankwanzi Central Acting PO 36 Lira Northern Acting PO 37 Luuka Eastern Acting PO 38 Luwero Central Acting PPO Clerk to Council 39 Lwengo Central Acting SAS SAS 40 Masaka Central Acting SPO CAO's Office 41 Mitooma Western Acting PO 42 Mityana Central Acting PAS 43 Moroto Eastern Acting SPO PO - Moroto Hospital 44 Moyo Northern Acting PO 45 Nakasongola Central Acting SPO 46 Namayingo Eastern Acting SPO 47 Namutumba Eastern Acting SAS 48 Napak Eastern Acting PPO Clerk to Council 49 Nebbi Northern Acting SAS 50 Ngora Eastern Acting PO 51 Ntoroko Western Acting PO 52 Ntungamo Western Acting SPO 53 Nwoya Northern Acting SPO Clerk to Council 54 Otuke Northern Acting SAS ACAO 55 Oyam Northern Acting SPO Subcounty chief 56 Pader Northern Acting SAS Town Clerk 57 Pallisa Eastern Acting PO 58 Rubirizi Western Acting SAS ACAO 59 Sheema Western Acting SAS 60 Sironko Eastern Acting PO 61 Wakiso Central Acting SPO Deputy Town Clerk 62 Yumbe Northern Acting SPO 34
District Service (Sec DSC) S/ No. Commission Region Appointment Level (PPO, etc) Other Assisgnments 63 Zombo Northern Acting SAS Town Clerk Results indicate that many of the DSCs are below the recommended level of PPO while others are at the same time committed to other assignments within the district; meaning that they cannot give full time dedication to the affairs of the DSC. Most outstanding are the secretaries for Buhweju DSC (District environment officer), Buikwe (Sports officer), Iganga (ACAO) and Katakwi (Assistant Records Officer) who may not have the requisite technical skills for handling DSC affairs. DSCs with at least a personnel officer in addition to the DSC Secretary In order for the incumbent Secretary to the DSC to appropriately carry out their functions there is need for a technical back up of the appropriate cadres. DSCs were asked as to whether there is at least a personnel officer in addition to the Secretary of the DSC. Results are as indicated in table 7.8 Table 7.8 Districts with at least a personnel officer in addition to the DSC secretary S/ No. District Service Commission Region Technical back up cadres SPO 1 Budaka Eastern 1 2 Bugiri Eastern 1 3 Butambala Central 1 4 Buvuma Central 1 5 Hoima Western 1 1 6 Kaberamaido Eastern 1 7 Kotido Northern 1 8 Mubende Central 1 9 Mukono Central 1 10 Nakasongola Central 1 11 Namayingo Eastern 1 12 Namutumba Eastern 1 13 Nebbi Northern 1 14 Otuke Northern 1 15 Wakiso Central 1 PO 35
Findings indicate that many DSCs are operating without this technical back up and it affects the way they conduct business especially where the incumbent secretary to the DSC is not of the appropriate level. There is a total of only 15 DSCs with the appropriate technical back up to support the secretary of the DSC. It should be noted that it is only Hoima DSC which has all the required numbers of Commission members and technical support cadres. 36
DSCs with no computers to conduct business S/ No. In order for the DSC to conduct business smoothly there is need for equipment such as computers and printers which are used in the process of generating short lists for candidates and communicating with the candidates. DSCs were asked as to whether they had computers and printers to help them work efficiently and effectively. Findings out of this analysis are as indicated in table 7.9 Table 7.9: DSCs with no computers to conduct business District Service Commission Region # Computers # working # scanners # printers # Photocopiers # telephones 1 Abim Northern 3 0 1 No 2 Adjumani Northern No 3 Agago Northern No 4 Alebtong Northern No 5 Amolatar Northern 1 0 No 6 Amudat Northern No 7 Apac Northern 1 0 No 8 Buhweju Western No 9 Buikwe Central Yes 10 Bukomansimbi Central yes 11 Buliisa Western No 12 Butambala Central No 13 Buvuma Central Yes 14 Buyende Eastern No 15 Gomba Central No 16 Kaabong Eastern 1 0 No 17 Kabarole* Western No 18 Kalungu Central 19 Kamwenge Western 1 0 1 No 20 Katakwi Eastern No 21 Kibaale Western 1 0 1 No 22 Kole Northern 23 Kween Eastern No 24 Kyankwanzi Central No 25 Kyegegwa Western No 26 Luuka Eastern No 27 Lwengo Central No 28 Maracha * Northern No 29 Masindi Western 1 No 30 Napak Eastern No 37 Access to Internet
S/ No. District Service Commission Region # Computers # working # scanners # printers # Photocopiers # telephones 31 Ngora Eastern No 32 Ntoroko Western No 33 Nwoya Northern Yes 34 Otuke Northern No 35 Pader Northern No 36 Serere Eastern No 37 Tororo Eastern Yes 38 Zombo Northern No Access to Internet A total of 38 DSCs indicated that they did not have access to computers to enable them conduct business in an efficient manner implying that the majority of them did not have access to internet services. However, further analysis indicated that some districts such as Kasese were supported by UCP with computers. 38
Annex 1: SUMMARY OFVACANCIES FOR SELECTED CADRES IN DISTRICTS No. 1 Abim District DHO 111 11 3 Medical Officer U4U 0 3 0 0 0 3 4 Clinical Officer U5U 0 1 0 0 0 1 5 Nursing Officer (Nursing) U5U 0 7 0 1 0 8 6 Nursing Officer (Midwifery) U5U 0 1 0 0 0 1 7 Laboratory Technologist U5U 0 1 0 0 0 1 8 Laboratory Technician U5U 0 1 0 3 0 4 9 Dispenser U5U 0 1 0 0 0 1 10 Anesthetic Officer U5U 0 3 0 0 0 3 11 Laboratory Assistant U7U 0 0 0 3 0 3 12 Enrolled Nurse U7U 0 31 0 8 5 44 13 Enrolled Midwife U7U 0 18 0 4 12 34 14 Anesthetic Attendant U8U 0 1 0 0 0 1 Sub-total Abim District 2 68 0 19 17 106 2 Adjumani District DHO 111 11 1 District Health Officer U1EU 1 0 0 0 0 1 2 Medical Officer U4U 0 0 1 0 0 1 3 Clinical Officer U5U 0 0 1 0 0 1 4 Nursing Officer (Nursing) U5U 0 6 1 1 0 8 5 Nursing Officer (Midwifery) U5U 0 1 1 0 0 2 6 Laboratory Technologist U5U 0 1 0 0 0 1 7 Laboratory Technician U5U 0 0 1 6 0 7 8 Dispenser U5U 0 1 1 0 0 2 9 Anesthetic Officer U5U 0 2 1 0 0 3 10 Laboratory Assistant U7U 0 0 0 1 0 1 11 Enrolled Nurse U7U 0 15 2 2 3 22 12 Enrolled Midwife U7U 0 14 2 5 18 39 13 Records Assistant/H. Inf. Asst. U7U 0 1 0 1 0 2 14 Nursing Assistant U8U 0 3 4 9 19 35 15 Anesthetic Attendant U8U 0 2 0 0 0 2 Sub-total Adjumani District 1 46 15 25 40 127 39
No. 3 Agago District DHO 111 11 1 District Health Officer U1EU 1 0 0 0 0 1 2 Assistant DHO (Environ. Health) U2U 1 0 0 0 0 1 3 Assistant DHO (MCH/Nursing) U2U 1 0 0 0 0 1 4 Clinical Officer U5U 0 0 0 3 0 3 5 Nursing Officer (Nursing) U5U 0 0 0 5 0 5 6 Laboratory Technician U5U 0 0 0 5 0 5 7 Laboratory Assistant U7U 0 0 0 4 0 4 8 Enrolled Nurse U7U 0 0 0 19 5 24 9 Enrolled Midwife U7U 0 0 0 12 4 16 10 Nursing Assistant U8U 0 0 0 4 1 5 Sub-total Agago District 3 0 0 52 10 65 4 Alebtong District DHO 111 11 1 District Health Officer U1EU 1 0 0 0 0 1 2 Assistant DHO (Environ. Health) U2U 1 0 0 0 0 1 3 Assistant DHO (MCH/Nursing) U2U 1 0 0 0 0 1 4 Clinical Officer U5U 0 0 0 1 0 1 5 Nursing Officer (Nursing) U5U 0 0 1 0 0 1 6 Laboratory Technician U5U 0 0 0 2 0 2 7 Dispenser U5U 0 0 1 0 0 1 8 Anesthetic Officer U5U 0 0 1 0 0 1 9 Enrolled Nurse U7U 0 0 1 2 3 6 10 Enrolled Midwife U7U 0 0 1 0 6 7 11 Records Assistant/H. Inf. Asst. U7U 0 0 0 1 0 1 12 Nursing Assistant U8U 0 0 1 0 7 8 Sub-total Alebtong District 3 0 6 6 16 31 40
5 Amolatar District DHO 111 11 1 District Health Officer U1EU 1 0 0 0 0 1 2 Assistant DHO (Environ. Health) U2U 1 0 0 0 0 1 3 Assistant DHO (MCH/Nursing) U2U 1 0 0 0 0 1 4 Nursing Officer (Nursing) U5U 0 0 0 3 0 3 5 Nursing Officer (Midwifery) U5U 0 0 1 0 0 1 6 Laboratory Technician U5U 0 0 0 3 0 3 7 Dispenser U5U 0 0 1 0 0 1 8 Laboratory Assistant U7U 0 0 1 2 0 3 9 Enrolled Midwife U7U 0 0 0 2 6 8 10 Records Assistant/H. Inf. Asst. U7U 0 0 1 3 0 4 11 Nursing Assistant U8U 0 0 0 0 4 4 Sub-total Amolatar District 3 0 4 13 10 30 6 Amudat District DHO 111 11 1 District Health Officer U1EU 1 0 0 0 0 1 2 Assistant DHO (Environ. Health) U2U 1 0 0 0 0 1 3 Assistant DHO (MCH/Nursing) U2U 1 0 0 0 0 1 4 Clinical Officer U5U 0 0 1 0 0 1 5 Nursing Officer (Nursing) U5U 0 0 1 1 0 2 6 Laboratory Technician U5U 0 0 0 1 0 1 7 Dispenser U5U 0 0 1 0 0 1 8 Anesthetic Officer U5U 0 0 1 0 0 1 9 Laboratory Assistant U7U 0 0 0 1 0 1 10 Enrolled Nurse U7U 0 0 1 3 1 5 11 Enrolled Midwife U7U 0 0 3 2 2 7 12 Records Assistant/H. Inf. Asst. U7U 0 0 1 1 0 2 13 Nursing Assistant U8U 0 0 4 2 2 8 Sub-total Amudat District 3 0 13 11 5 32 41
7 Amuria District DHO 111 11 3 Medical Officer U4U 0 0 2 0 0 2 4 Clinical Officer U5U 0 0 2 7 0 9 5 Nursing Officer (Nursing) U5U 0 0 0 5 0 5 6 Laboratory Technician U5U 0 0 1 2 0 3 7 Dispenser U5U 0 0 2 0 0 2 8 Anesthetic Officer U5U 0 0 2 0 0 2 9 Enrolled Nurse U7U 0 0 2 10 17 29 10 Enrolled Midwife U7U 0 0 1 2 17 20 11 Nursing Assistant U8U 0 0 0 1 8 9 Sub-total Amuria District 2 0 12 27 42 83 8 Amuru District DHO 111 11 Sub-total 3 Medical Officer U4U 0 0 1 0 0 1 4 Nursing Officer (Midwifery) U5U 0 0 1 0 0 1 5 Laboratory Technician U5U 0 0 1 3 0 4 6 Dispenser U5U 0 0 1 0 0 1 7 Anesthetic Officer U5U 0 0 1 0 0 1 8 Enrolled Nurse U7U 0 0 3 7 5 15 9 Enrolled Midwife U7U 0 0 3 4 10 17 10 Records Assistant/H. Inf. Asst. U7U 0 0 0 2 0 2 Sub-total Amuru District 2 0 11 16 15 44 42