WHO

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and
WHO
Global Health Workforce Alliance (GWHA)
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WHY the Global Health Workforce Alliance (GHWA)?

• A comprehensive response to the global human
  resources for health (HRH) crisis
• Prompted by 3 consecutive WHA- generated
  resolutions (2004, 2005, 2006) to address various
  HRH issues
• Helps accelerate the achievement of 2015 MDG
  Goals specifically MDGs 4 and 5

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The Global Health Workforce Alliance(GHWA)
2006
2008
2010
2011
1st Global Forum
GHWA launched
2nd Global Forum
Global CHW consultation
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May 2006
GHWA launched

• a convener
• an open partnership
• not a funding entity
• board and a secretariat
• litmus test of GHWA efforts evidence

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Human security approach to CHW
Central government
Top-down approach Protection
Local government
training, supervision oversight, authorization,
financing , logistics
Community Health Committee
selection of CHWs, identification of priorities
Bottom-up approach Empowerment
management, supervision oversight
participation
OWNERSHIP
motivation career advancement training
mobilization
Communities
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April 2010
Global CHW consultation in Montreus,
Switzerland

• Objectives
• 1. Review the recommendations of the global
  systematic reviews and 8 country case studies.
• Share experiences.
• Develop a broad agreement on key messages for
  countries to integrate CHWs into their national
  health workforce.

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• Global systematic review
• II. Case studies of country CHW Programs and
  program review in 8 countries (Pakistan,
  Bangladesh, Thailand, Ethiopia, Uganda,
  Mozambique, Brazil, Haiti)
• applied HCIs CHW assessment functionality tool
• visited countries to interview key personnel
• overseeing the program
• compiled information and reviews on programs
• (description, job descriptions, CHW roles)
  including
• evaluation reports and outcomes assessments

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13 Key Messages
I. Planning, Production and Deployment (5)

• 1. Integrate CHWs fully into national HRH
  plans and health systems.
• 2. Involve key stakeholders in the
  decision-making process.
• 3. Ensure effective and robust monitoring and
  evaluation throughout the policy and
  implementation process or the scale-up of CHWs.
  
• 4. Any scale-up of CHWs has adequate support
  including training, supervision, equipment and
  supplies, transport.
• 5. Existing health system should provide
  enabling environment for CHW policies and
  planned interventions.

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II. Attraction and Retention (5)

• 6. Prepare and engage the community throughout
  the process.
• 7. Ensure a regular and sustainable stipend and,
  if possible, complement it with other rewards.
• 8. Ensure a positive practice environment.
• 9. Establish selection criteria, training
  duration, and scope of tasks that are clearly
  stated, publicized and respected by all
  stakeholders.
• 10. Provide an ongoing continuing education for
  CHWs and, where possible, support opportunities
  for career advancement.

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III. Performance Management (3)

• 11. Governments should take responsibility for
  the quality assurance of CHWs, even if CHWs are
  trained and managed by civil society or private
  not-for-profit groups.
• 12. Performance management should be based on a
  minimum set of need-based skills.
• 13. The management and supervision of CHWs
  should be team-based and development-focused, and
  integrated with that of other health workers.

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Summary and Key Points

• CHWs are integral to health systems strengthening
  and overall global health
• Increasing services considered to be effective at
  the community level
• Global health initiative emphasizes linking CHWs
  to overall health system and
• Pressure is on governments and NGOs to provide
  support to CHWs in key areas, including
  incentives, supervision, standardized training,
  supplies.
• Source Crigler L. Global Trends in CHW
  Programs. USAID-funded HCI Project 2010