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 �ve 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 QuestionWhat 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
ProfessionalizeSCM
Tool Purpose
Supply Chain Pro�le 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 �ndings from focus groups and pro�le
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 AnswerDeveloped 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 certi�cate
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 ceC certi�cr ate
SC included in degree programs
degree needed for employment
SC as professional role
SC cadres as
SC curriculum
SCSC performancemanagmanagementement tooltoolss
Staff developmentffplansplans
SC cadre retention incentives
supervision guidelines
oup nship between SCM mmodity availability
M HR Champion
HR strategic plan
Organization structucturere
HR policies
HR budgetallocation-national onal
HR buHR buddget allocallocationation-lowe-lower levels
SC cadres payscale
Colored“Petals”: HRComponents
Level 4 (100%):HR Dimension is Fully Developed
Level 0:HR DimensionDoes Not Exist
HRDimensions
SpaceSeparating
Components
SC Job de
SC training unit
SC training strategy
SC preservice training
SC inC in se-service traininingng
ability for local SC training ning
Comp 1 - Powerful Constituencies
Comp 2 - Policies and Plans
Comp 3 - WorkWW fkk off rce Development
SC curriculum
If a petal is fully colored in then the
HR componentis 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