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Applications and Outputs Systematic Assessment and Planning of the Supply Chain Workforce • Detailed Human Resource Analysis • Stakeholder Review • Supply Chain HR Strategy Implementation Roadmap • Guide and tool must be adapted to country contexts • Assessment results only move into action with commitment to implement and fund strategic and operational plans • Assessment is an opportunity for MOH HR directors and HR for health partners to be introduced to supply chain workforce challenges • Assessment presents an opportunity to incorporate SC workforce into HR for health strategy and information systems Access the Assessment Guide & Tool here! www.deliver.jsi.com/dhome/whatwedo/capbuilding/cbhrscm Assessment Building Blocks • By nurturing the five human resources for health building blocks, supply chain personnel are sourced, developed, and professionalized to support sustained supply chain performance. • Each building block is a component of the assessment and includes a series of dimensions that are individually assessed. • Identify where and how to improve supply chain performance through the effective human resource management of supply chain personnel. The Question What is the state of my program’s overall human resources (HR) for public health supply chain management? Methodology Lessons Learned Three Phases = Preparation Implementation Analyze and Report • Led to creation of logistics management unit • Helped determine number of SC staff required for logistics unit • Opened door to larger supply chain strategy conversations Key Outputs BLOCK 1 Build Powerful Constituencies BLOCK 2 Optimize Policies & Plans BLOCK 3 Workforce Development BLOCK 4 Performance Management BLOCK 5 Professionalize SCM Tool Purpose Supply Chain Profile Complete a ratings-based assessment on different HR building blocks for the supply chain Focus Groups Develop an accurate understanding of the current state of human resources in supply chain for each HR building block Interviews Clarify and validate findings from focus groups and profile Burkina Faso*, Dominican Republic*, El Salvador, Ethiopia*, Ghana, Guatemala, Indonesia*, Liberia*, Mozambique*, Namibia*, Nicaragua, Rwanda, Tanzania, Zimbabwe Diagnostic Dashboard Used in 14 Countries Sample Results The Answer Developed by the USAID | DELIVER PROJECT in collaboration with People that Deliver, The Human Resource Capacity Development in Public Health Supply Chain Management: Assessment Guide & Toolkit assists public health supply chain managers in resource-limited settings to complete a rapid, comprehensive assessment of the capacity of the human resource support system for a country’s supply chain. Authors: Erin Hasselberg, John Snow, Inc.; Moto Eomba, USAID | DELIVER PROJECT, John Snow, Inc. 0% 25% 50% 75% 100% SCM as MOH Priority SC personnel as contributors CS stakeholder group Relationship between SCM and commodity availability SCM HR Champion HR strategic plan Organization structure HR policies HR budget allocation-national HR budget allocation-lower levels SC cadres payscale SCM procedures HR information system SCM workforce planning SCM succession planning recruiting policies & tools SC cadre recruiting practices SC core competencies SC cadres career path SC Job descriptions SC training unit SC training strategy SC preservice training SC in-service training ability for local SC training SC curriculum SC performance management tools Staff development plans SC cadre retention incentives supervision guidelines mentoring & coaching SC license SC certificate SC included in degree programs degree needed for employment SC as professional role SC cadres associations Comp 1 - Powerful Constituencies Comp 2 - Policies and Plans Comp 3 - Workforce Development Comp 4 - Performance Management Comp 5 - Professionalization mentoring & coaching SC license SC ce C certific r ate SC included in degree programs degree needed for employment SC as professional role SC cadres as SC curriculum SC SC performance manag management ement tool tools s Sta f f development f f plans plans SC cadre retention incentives supervision guidelines oup nship between SCM mmodity availability M HR Champion HR strategic plan Organization structu cture re HR policies HR budget allocation-national onal HR bu HR bud dget alloc llocation ation-lowe -lower levels SC cadres payscale Colored “Petals”: HR Components Level 4 (100%): HR Dimension is Fully Developed Level 0: HR Dimension Does Not Exist HR Dimensions Space Separating Components SC Job de SC training unit SC training strategy SC preservice training SC in C in se -service traini ning ng ability for local SC training ning Comp 1 - P o w erful Constituencies Comp 2 - P olicies and Plans Comp 3 - W ork W W f o r ce D e v elopment SC curriculum If a petal is fully colored in then the HR component is fully developed No Workforce. No Product. No Program. *Previous iterations of the tool have been adapted and used by seven People that Deliver focus countries
