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Introduction

Introduction. An overview of SACI Examples of application of SACI in some countries Africa HRH agenda. What is SACI?. Southern Africa Capacity Initiative is a framework designed to assist nations in southern Africa to deal with capacity Challenges in the context of increasing HIV

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Introduction

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  1. UNDP – SACI, Nov 2005

  2. Introduction • An overview of SACI • Examples of application of SACI in some countries • Africa HRH agenda UNDP – SACI, Nov 2005

  3. What is SACI? Southern Africa Capacity Initiative is a framework designed to assist nations in southern Africa to deal with capacity Challenges in the context of increasing HIV and AIDS, poverty, recurring disasters Governance challenges and brain drain. UNDP – SACI, Nov 2005

  4. Why SACI?

  5. SACI Challenges Framework 100% 40 % 0 % Increasing Demand for Services - Complexity - Quantity Low/Simpledemand High/Complex demand H I V P R E V A L E N C E Disasters P O V E R T Y Low (0%) HUMAN CAPACITY High (100%) 0% Deaths due to Other causes Brain-drain Training Retirement Policy UNDP – SACI, Nov 2005

  6. Challenges of HRH in Africa: • Plans & strategies exist though issues not necessarily prioritized, but low implementation • Fragmented management of HRH between Ministries • Supervision & mentoring, and management weak • HRH affected by: Brain drain/circulation, HIV/AIDS, poor incentives, poor HRH management (succession plans?), inadequate funding • Maldistribution of HR both at country level (rural/urban) & regional eg. Namibia vs Kenya salaries • Training a panacea? Yet, quality is questionable • Governance challenges: ‘corruption & bad governments’ • Link between supply of HRH and the services provided? UNDP – SACI, Nov 2005

  7. How Do we respond?

  8. Quote from Richard Hall 1991 Organizations surround us. We are born in them and usually die in them. Our life space is Filled with them. They are just about impossible to escape. They are as inevitable as death and taxes. Police, Banks, Hospital, Schools, University etc The great social transformation is history have been organizationally based—Roman Empire, British Empire, Shaka’s Kingdom, The Swazi Kingdom, The Mountain Kingdom, UNDP – SACI, Nov 2005

  9. THE OVERALL GOAL THE MAIN CONSTRAINT THE CONTRIBUTING FACTORS SACI Framework Achieving: MDG – NDP – VISION • Policy framework • Legal/Regulatory framework • System Alignment • Accountability framework • Leadership & ownership THE ENABLING ENVIRONMENT EFFECTIVE SERVICE DELIVERY In terms of: n Availability nAccessibility nAcceptability nQuality of Contact • Health • Education • Agriculture • Finance • Public Administration • Other sectors… STRATEGY and MISSION PROCESSES STRUCTURE and CULTURE RESOURCES I NFRA-STRUCTURE HUMAN CAPABILITY Effective Work flow processes? Planning and execution? Effective Management systems & practices? Proper M & E? Appropriate values and standards? Effectively structured and organized? Clearly defined responsibilities? Proper incentives in place? Sufficient and appropriate deployed human resources? Adequate and effectively managed financial resources? Material requirements allocated and managed effectively? (Buildings, offices, vehicles, computers..) Clear defined Vision, Mission and mandate? Adequate strategy and objectives? Defined product/ service/ client outputs? Proper Knowledge, Skills, Values and Attitudes among all staff, at all levels? Coherence between mindset/worldview and mission/Vision? THE ENTITY LEVEL UNDP – SACI, Nov 2005

  10. How is SACI’s response relevant to HRH?

  11. INNOVATION & REORGANIZATION OF SERVICE DELIVERY ENABLING POLICY SUPPORT, LEADERSHIP & ACCOUNTABILITY Transformation of Mindset & Worldview, Values & Attitudes RE-INVENTING TRAINING TO MEET DEMANDS CAPACITY UTILISATION Effective and Efficient delivery of Public Service in all key sectors Private sector & Civil Society involvement in service delivery Achievement of MDGs National Development Plans, National Vision

  12. Service Delivery Coverage Curve Effective service delivery Service delivery gap Desired Operation Curve 4. Quality of Contact People who actually receive quality service Current Operation Curve 3. Acceptability Coverage People who are willing to use the service Dimensions of Service provision 2. Accessibility coverage People who can access the service 1. Availability Coverage People for whom the service is available Number of People in the Community or Country who need this service 0% 100% UNDP – SACI, Nov 2005 Adapted from : Tanashi T (WHO 1978) Health Service Coverage and Its evaluation

  13. Example: Botswana New Standards After Process Mapping – Directorate of Public Service Management UNDP – SACI, Nov 2005

  14. “Organisations are only successful if they are held accountable for objectively measured results. For democratic governments… the bottom line is citizens’ expectations of government service & their assessment of how well government has met these expectations” UNDP – SACI, Nov 2005

  15. Training COMPETENCE MOTIVATION Management OPPORTUNITY Re-Inventing TrainingPerformance vs Competence P Modified from a concept developed by Terry Bell UNDP – SACI, Nov 2005

  16. How can we retain and utilise our national capacities in the short-term? National Volunteer schemes established as short-term intervention at District-level ICT as an enabler – Tele-medicine & Mobile govt Using the UNV-TOKTEN programme to recruit short-term from the Diaspora Use of Private sector and civil society including traditional organisations to deliver services in the short-term (Southern Sudan?) Utilisation of Existing Capacity UNDP – SACI, Nov 2005

  17. What are key systemic & policy Innovations to catalyse the achievement of development (health) outcomes? Strategic conversations, leadership & experiential learning to define the mindset to ‘make things happen’ Scenario-based human resources policies & strategies for future public service or health sector Managing Human Resources central including: Strategic & systems thinking to anticipate change, promote inter-sectoral relations Managing accountability, systems performance & rewards for service; Using assessment and development centres to create succession management pools including for health; Strategic education & training to ensure relevance Enabling Policy Environment UNDP – SACI, Nov 2005

  18. Africa Platform on HRH • Regional Co-convenors of the Steering Committee: NEPAD/AU, WHO/AFRO, ACOSHED, UNDP/SACI + 6 African Govts represented by Health, Finance, Public Service & Education • The vision of the Africa Platform is to “Strengthen human resources for health as a key component of health systems strengthening, and essential action to assist African countries achieve the Millennium Development Goals’ • Functional Areas of the Africa Platform on HRH • Country support and action • Learning and action research • Tracking and coordination • Advocacy and resource mobilization. • Membership of the Global Work Force Alliance UNDP – SACI, Nov 2005

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