Environmental controls Document N° 5.1, part 5: facility upgrade and reorganization TB Infection Control Training for Managers at national and subnational level

Unit 9. Human resourcedevelopment forTB infection control TB Infection Control Training forManagersat National and Subnational Level

Objectives

After this unit, the participant will be able to:

•List the goals of human resourcesdevelopment (HRD)

•Describe guiding principles for training

•Access technical assistance, tools andmodules for HRD in infection control

Outline

•Definitions and goals for humanresource development (HRD)

•WHO strategic approach to supportcountries in HRD

•Training

•HRD resources

Human resource developmentmeans:

•Getting the right people

•With the right skills and motivation

•In the right place

•At the right time

Human resource developmentis the process of:

•Planning

•Managing

•Supporting the health workforceinvolved in the delivery of TB controlservices

•Within overall health workforcedevelopment

Strong and sustainable TB ICefforts depend on:

Timely, adequate, and ongoing

•Hiring

•Training

•Deployment

•Motivation

•Management of health workers

•Health workers at different levels of thehealth system have the skills, knowledge,and attitudes (professional competence)

•A sufficient number of health workers ofall categories involved in comprehensiveTB control is available at all levels of thehealth system.

HRD goals

•the professional ability required to carryout certain functions

•a potential which is realized at themoment of performance

Competence is:

•Organize ongoing in-service training for allhealth workers involved in TB infection control

•Monitor and supervise health workerperformance

•Strengthen pre-service, basic training for

–physicians

–nurses

–laboratory technicians

–other health workers

HRD strategies for IC (1)

•Engage in strategic partnerships for healthworkforce development with

–Professional associations

–Private sector including NGOs

–Civil sector and prisons

–Employers

•Contribute to integrated personnel managementsystem to foster adequate workforce planning,recruitment, hiring, deployment and retention

•Contribute to overall workforce planning, policydevelopment and leadership

HRD strategies for IC (2)

•Provide strategic guidance andsupport to regions, countries andpartners

•Provide technical and financial supportto WHO Regional Offices andindividual countries in developmentand implementation

•Collaborate and coordinate with otherWHO programmes and UNdepartments

Role of WHO Stop TBDepartment in HRD

•Develop and update evidence-based HRDapproaches

•Develop generic tools for competencedevelopment, including HR management

−Training modules

−Manuals and guidelines

−Checklists and assessment tools

•Organize courses and other learningopportunities at regional, inter-country levelfor key staff in National TB ControlProgrammes

•Advocate for HRD in global meetings

WHO Stop TB Departmentstrategies for HRD

•Competency based

•Learner centred

•Task and level-specific (based on analysis ofthe tasks performed under a specific jobdescription)

•Technically correct

•Assumes most persons who will deliver trainingcourses have limited skills in facilitation andeducational planning. All essential informationshould be contained in the training modules

•Based on sound educational principles (nextslide)

Guiding principles for training

•Has measurable learning objectives (derivedfrom the job description)

•Uses methods that actively involve theparticipant (to increase learning and thelikelihood of transfer to the work setting)

•Enables the trainer (or facilitator) to assesswhether the participant is learning and to giveindividual help as needed

•Includes objective evaluation to determine theextent to which the objectives have beenattained

Sound educational principles forcompetency-based learning

•Who should be trained?

•What should they be trained on?

•Who provides the training?

•How will the training be provided?

•What does it cost and who pays?

•Was the training effective last time?

•What needs to be done to increaseeffectiveness?

Questions to ask whendeveloping training

•Implementers (doctors, nurses, laboratorystaff, epidemiologists)

•Trainers

•Management

•Policy and decision makers

•Infection control program staff

Who needs to be trained

By facility types

•MDR-TB wards

•Hospital TB wards, referral hospitals

•HIV/AIDS care settings

•Outpatient clinics

•Congregate settings

By community, depending on:

•Burden

•Risk

Prioritization of training needs

•Country adaptation of generic trainingmaterials

•Curriculum development

•Training of trainers (TOT)

•Training of implementers

•Monitoring and evaluation

•Adjustment of training plan based onassessment of effectiveness

Steps in the training process--the country level

•Training of trainers (TOT) approach

•In-service or pre-service training

•Vertical (stand alone training oninfection control) or integrated (addedas part of another training on infectioncontrol or TB)

•Supervision and support

•Commitment  funding and staff

•Staff retention schemes

Scale-up of HR capacity for TBIC

•Current TA capacity is very limited

•Competence – support countries in:

-Prioritizing TB infection control measures

-Developing policies and action plans

-Undergoing facility assessments

-Developing partnerships, raising political will

-Planning and budgeting

-Addressing human resource issues

-Monitoring, evaluation, supervision, qualityassurance

Technical assistance needs

•Training for health care workers

•Generic training materials on TB infectioncontrol for managers at the national andsubnational levels

•Technical assistance to support country leveltraining

•Courses for programme managers on scalingup infection control

•Courses that build ventilation expertise

•New WHO policy on TB infection control

Available courses and materials

Summary

•The goal of HRD is to haveprofessionally competent healthworkers in sufficient numbers at alllevels of the health system

•Training should be task and level-specific, based on analysis of thetasks performed under a specific jobdescription.