Applicants are encouraged to fill in all 5 sections of this application form with as much detail as possible. There is no space limit for section 1 to 4. The maximum space for section 5 is limited to 1 page.

Note that if your country is selected as an AAAH Priority Countries, it does not guarantee that the activities listed in section 3 will be automatically supported by the AAAH. Each Priority Country is required to work with the AAAH Secretariat to submit detail workplan and budget for further approval.

The information provided will be used in the selection process by the AAAH Steering Committee. Please submit the application form electronically to the AAAH Secretariat at secretariat@aaahrh.org by March 9, 2007.  The selection results will be emailed to all AAAH Focal Points and will be published in the AAAH Newsletter.

Please do not hesitate to contact the AAAH Secretariat should you have any questions.

AAAH Priority Country

Application Form

1. Applicant Information:

2. Current National Health Workforce Planning & Management Projects:

To the best of your knowledge, please describe all existing projects or movements related to health workforce planning, management, or development in your country. Please include the name of the responsible organization(s) and timeline of each project.

3. List of proposed activities and timelines

Please indicate all activities that you, your organizations, and/or your partners plan to carry out if your country is selected as an AAAH Priority Country and how these activities will contribute to the success in National HRH Strategic Plan development and implementation.

Technical Assistance will be required to:

1. Analyse the existing HR information systems including the WHO HRH Minimum Data set including the guidelines used by the WPRO and AAAHRH countries and HRH Framework and under take a scoping exercise to    determine the HR information  requirements for the health sector and make recommendation on the appropriate HRIS for the health sector.

2.  Develop methodologies for undertaking work value studies for all the cadres of health workers in the country and how the results of these work value can be integrated into an appropriate HR system.

3.  Conduct training on workforce planning.

4.  Conduct training on the system managements and proper tabulation of data and the dissemination of information especially on human resources.

5. Work towards developing a 15 year Health Work force Plan.

4. List of Partners

Please list all the partners who have agreed to work with you or your organizations on the activities indicated in part 3 of this application form.

BUDGET PROPOSAL

COMPONENTS                                 DESCRIPTION                                  BUDGET EST.

1. Analysis the existing HR information systems

and undertake scoping to determine the HR information

requirements in the health sector                                                     $5,000.00

2.                Develop methodologies for undertaking work value studies for

all cadres of    health workers and how results from these work

value studies be integrated into a one HR system.                                      $ 2,500.00

3.                Conduct training on workforce planning                                           $8,000.00

4.                Conduct training on HR system management and dissemination       $5,000.00

of information on workforce

5.                Work towards developing a 15 year Health Workforce Plan               $5,000.00

TOTAL BUDGET                    $25,000.00

5. Additional Information for AAAH Steering Committee

In the space below (maximum 1 page) please indicate why your country should be selected as a AAAH Priority Country. You may include additional information that you believe would be helpful for the decision of the AAAH Steering Committee.

Papua New Guinea  has a population of 6.480  million (2008 projections), is very diverse and geographically terrain.  The Population is very diverse in culture with 800 languages and eighty five percent of the population living in the rural sector.

From the imformation on the national head counts of the health workforce, when compared with the population, it is seen the population has increased over the years however the workforce has not grown instead has declined over the last decade.

Other matters has made it difficult for the Health system has been the result of the reforms such as; public sector reforms on downsizing, structural adjustments where the PNG currency was floated and reduced its value in the world and the decentralization.

The social indicators place it as the last in the Western Pacific Region.  The country now encounters HIV/AIDS epidemic in the Pacific Region with threat of avian flu which is just on the boarder.

Other factors that make it to be considered are; the low literacy rate, the gender issues and the social and political issues that put together with above points give weight to the reason for Papua New Guinea been considered as the priority country for the AAAH Steering Committee to assist.

• Health Delivery system in PNG is complicated by legislation
  through the decentralisation and the Organic Law on Provincial &Local
  Level Governments
• Although PNG has one Public Service, administratively
  public services including health workers in the provinces come under
  different levels of administration ie Provincial and District Administrations.
• Health services in PNG is also split between hospitals
  and rural health services under different managements.
• Absence of a HR Policy has also contributed the imbalance
  in the distribution of health workforce

• Current National Health Plan not fully implemented.

• PNG is introducing reforms in the health sector through
  the Provincial Health Authority Act (PHA Act) which will address the
  equitable distribution of health workers.

• Health workers in the hospitals and provincial rural
  health services will come under one CEO who will be able to allocate
  health workers in the provinces to areas that need additional staff.

• The reform under the PHA Act will address the management
  of health workforce within each of the provinces.

NDOH is currently working on a HR Policy which will help
address this in equitable distribution for health staff. NDOH is currently
working on the new NHP 2011 – 2020 which will address the inequitable
distribution of health staff. .. Currently through the Decentralization
has led to this challenges and with the latest public sector reforms of
the devolution the powers to Secretary,s of line agencies and provincial
Administrations to address the HR management issues. Implementation of
the PHA Act in 3 provinces then go to other provinces once they are ready
The guidelines under the PSMA will need to be reinforced by heads of the
Department . Agreements under the PHA Act between Governors, Minister
for Health, and Provincial Administrator to transfer powers over Public
servants in the provinces will be part of the reform under the PHA Act.
Devolution of powers under the Public Service management Act and the General
Orders will facilitate the management of health staff in the provinces
complimented by the PHA Act. NDOH is currently working on the HR Policy.
Work on the Base Line data which will be provided as information to new
NHP 2011-2020. Further, the analysis of the baseline data will better
inform the development of the HRH Policy document and finally the preparation
for the Workforce Plan will also address the inequitable distribution
of health workers. 2. Discuss and Refine set Draft
Recommendations initiated by WHO     See paper attached presented
by the Executive Manager, Corporate Division, National Department of Health
on HRH Strategy, 2006-2015.         3. Learn Experiences from other
countries/continents   Bring back documentation on
this so you can share with the rest of the HR Staff and SEM including
other stake holders. Retention Strategy through eg.
Guidelines of the International Code of Conduct on Recruitment, improve
service delivery through addressing retention by addressing the workplace
environment, motivation and productivity through addressing HR systems
and such as the financial and non-financial for the well being of the
workforce etc’         4. Foster networking and capacity
building of institutions, researchers and policy-makers in the area of
Human Resources for health among partners  

• World Bank and other Development partners including
  regional organisations are ,coming to support NDOH and training institutions
  in the area of HR.,

Compiled by:

Mary Roroi (Mrs) ‘’’’’’’’’’\/’/11/2009

Focal Point PNG.

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This paper provides information about the number, gender and age of the health workforce. The ageing of the workforce needs immediate strategies to be put in place as well as long term planning to ensure a sustainable workforce for the future.

2. NUMBER AND PERCENTAGE OF WORKERS

In May 2008 there were 11,142 health workers in Provincial health services and hospital. The majority of the workforce comprises Community Health Workers and Nursing Officers.

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This paper shows the number of workers by cadre per 1,000 population separated by Provincial services and hospital services. The purpose of the paper is to show the maldistribution of workers within cadres across the Provinces and between hospital and Provincial services. The next step is to look at the health outcomes of the population by Province to see level and skill mix of workers in the areas that are achieving improved health outcomes.

2. METHODOLOGY

The data on workforce numbers for the following hospitals was aligned to a Province to enable comparisons between Provincial services and hospital services. The table below shows which hospital was allocated to the corresponding Province. The Port Moresby General Hospital was allocated to the country.

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1. PRIORITY HEALTH SERVICE DEMAND

a. CHILDREN

Figure 1 below shows the percentage of children under 1 year who have received three doses of Triple Antigen vaccine. While there has been an increase, there still needs to be improvement.

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