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1. CLICK TO ADD TITLE The 6th Global Health Supply Chain Summit November 18 -20, 2013Addis Ababa, Ethiopia Supply Chain Professionals are Essential to Meeting the MDGs: Strengthening the People that Deliver Medicines and Vaccines Andrew Brown BPharm, PhD, Executive Manager PtD [SPEAKERS NAMES] [DATE]

2. People that Deliver Strategic Plan 2013-2018 The 6th Global Health Supply Chain Summit Addis Ababa, Ethiopia November 2013

3. Overview of the session 1. Why focus on HR for SCM? 2. The People that Deliver Initiative 3. HR for SCM assessment tool

4. HRH within health system strengthening WHO building blocks

5. Global Shortage of Health Workers • Shortage of 4.3 million health workers globally • 2.4 million doctors, nurses and midwives • 1.9 million management and support workers, including health administrators, managers, and logisticians • 57 countries with critical shortages ‘Imagine’ health worker video: http://www.youtube.com/watch?v=tCSmIYmPOi4

6. Strain on national supply chain systems and workers • 24-fold increase in the value of new vaccines introduced into a country… • … resulted in a 5-fold increase in the workload for supply chain management. • Source: : WHO/IVB, Apr. 2010 (based on Chad data)

7. A change in approach is needed Underqualified & disempowered staff managing public health supply chains Poor availability of health commodities at facilities, wasted resources Underper-forming health programs and unachieved health goals Supply chains poorly managed and insufficiently resourced "When you use a nurse or a physician as a logistician, you lose the nurse or physician and you don't get a good logistician!" Prof. Saracino, former Minister of Health, Côte d'Ivoire

8. HR for SCM current paradigm Characteristics • Short-term focus • Significant expenditure • Requires extensive external assistance • Limited long-term progress in human capacity • Limited sustainability or institutionalization Lack of professional status and performance

9. HR for SCM desired paradigm Characteristics • Long term focus • Requires reform of perceptions, policies and practices • Converts existing expenditures into investment • Capacity benefits accumulate over time • Inherently sustainable and country-driven Elevated status for SCM and SCM workforce

10. Improving health outcomes by promoting sustainable workforce excellence in health supply chain management 70+member organizations • country governments • international agencies • Academic institutions • implementing partners • nongovernmental organizations • private companies

11. Current Board • country governments • international agencies • academic institutions • implementing partners • nongovernmental organizations • private companies

12. PtDfocus countries Dominican Republic Indonesia Ethiopia Burkina Faso Liberia Mozambique Namibia

13. Assessment guide and tool • Reference document review • Supply chain profile • Diagnostic dashboard • Supplemental surveys

14. HR Capacity Assessment Tool Deliverables Outputs Purpose Approach Document state of HR capacity Identify opportunities to build HR Detailed HR analysis Supply chain HR strategy Implementa-tion roadmap Direct limited funding Connect HR with supply chain Build capacity of SC personnel Build ownership Adapt tool Adjust surveys for respondents Slide courtesy of USAID | DELIVER PROJECT

15. HRH Building Blocks for SCM

16. Components & Dimensions

17. Diagnostic Tool Dashboard Colored “Petals:” HR Components HR Dimensions Sample Display: Fully Developed Supply Chain Human Resource System Slide courtesy of USAID | DELIVER PROJECT

18. HR for SCM Comparisons: Country-by-Country Slide courtesy of USAID | DELIVER PROJECT

19. Use of the Assessment Tool • Previous iterations of the tool have been adapted & used by PtD focus countries* (baseline) • Four other countries have implemented tool with support from USAID | DELIVER PROJECT, SCMS, andCapacityPlus • Assessment results only move into action with commitment to implement and fund strategic and operational plans • Burkina Faso* • Dominican Republic* • Ethiopia* • Guatemala • Indonesia* • Liberia* • Namibia* • Nicaragua • Rwanda • Zimbabwe

20. Dominican Republic

21. Supply Chain Workforce Situation Analysis in Dominican Republic Efforts to Professionalize Public Health Supply Chain Management • Lack of competencies among employees • Few opportunities for PSE or IST in supply chain management • Salary inequality • Lack of job descriptions • Duplication of roles and chain of command 1.81

22. Results Achieved to Date in DR • Restructuring and formalization of new organogram, creating new promotion opportunities and strategic functions; • Advocacy based on dissemination of results from supply chain workforce situation analysis to stakeholders & government decision-makers; • Development of job descriptions and supervision manual for supply chain workers; • Institutionalization of diploma course in National Institute for Public Administration • Inclusion of supply chain workers in performance management system

23. “At last, someone has recognized the work of the supply chain team, because [our] superiors never do.”- Yesenia Aguirre de Barahona Paracentral Region Warehouse El Salvador

24. Key messages • There is a need to focus on HR for SCM to improve public health supply chains. • HR for SCM is more than training, requiring a systematic focus on five key building blocks. • A HR or SCM assessment tool is available for immediate use by countries and organisations • Results of any assessment need to be used as a basis for strategic and operational plans supported by all SCM stakeholders for sustainable results.

25. Engaging with PtD • Become a PtD member • Join a PtD working group • For more information contact • the Secretariat:info@peoplethatdeliver.org • the Executive Manager:executivemanagerptd@unicef.org PtD Side Meeting 4.30pm-5pm Tuesday 19th

26. Andrew N BROWN, BPharm PhDExecutive Manager – People that Deliver UNICEF Supply Division, Copenhagen, Denmarkexecutivemanagerptd@unicef.org | +4535273177 | Mob: +4529657496 Skype: Andrew.Brown.UC