WEBVTT

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[MUSIC PLAYING]

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ASSEFA SEME DERESSE:
Finally, let's talk

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about strategies to
maximize human resource

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for health performance.

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What are the strategies used
to maximize the human resource

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for health performance?

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Some of the strategies to
maximize human resource

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for health are as follows--

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recruitment, recruiting new
health workers periodically.

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This helps to avoid
burnout and demotivation.

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Second strategy is to shuffle
health workers periodically.

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Shuffling health workers from
insecure and hard-to-reach

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areas to closest safe places.

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Allocate health workers to
areas based on population size

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and the status of polio to a
low for optimal distribution.

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That is allocating
more health workers

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to areas where we
have more population.

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And the other strategies
to recruit health workers

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from within communities.

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This is so helpful in a way
that the familiarity and sense

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of responsibility increases
intent and productivity,

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as well as allows easy access
to households such as teachers,

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woman's organization,
and religious leaders.

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Some of these strategies
have trade-offs.

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For example, the first
can help with motivation.

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But then you lose context
to specific experience

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and knowledge.

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So the video we
are about to watch

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addresses some of these issues.

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As you are watching
the video, write out

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a list of best
practice or lessons

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learned from these interviews.

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The other strategy that is
used to maximize human resource

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for health is the provision
of refresher training

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to health workers.

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Refresher training
should involve

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more than the same
information again and again.

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They should really draw on
health workers' knowledge.

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We have to avoid complacency.

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We have to keep the
health workers up to date.

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Introduction of supervisory
accountability framework

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is another important
strategy that we

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should take into
account to maximize

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human resource for health.

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Stabilization mechanisms
for periodic feedback,

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such as post-campaign
check-ins and evaluations.

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Combinations of polio programs
activities with other program

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to increase efficiency and
reduce duplicative tasks.

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These are some of the
strategies to use to maximize

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human resource for health.

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A combination of
tasks simplification,

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technological innovations,
and adaptation of strategies

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to fit local circumstance
has allowed the initiative

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to use a wide range of
workers and volunteers

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from both inside and
outside the health sector

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to deliver the polio
vaccine during supplemental

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immunization activities
and to monitor progress

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in virtually every area of
every country, regardless

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of the health infrastructure,
conflict, geography and/or

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culture.

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Supplementary
immunization activities

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are highly labor intensive.

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Oral polio vaccines is
administered to every child,

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regardless of prior
immunization status.

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In many countries,
national immunization days

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have been the largest polio
collectivity ever conducted.

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Task simplification.

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What do we mean by
task simplification?

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The polio eradication
activities were

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led, organized,
supervised, and implemented

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by the existing routine
immunization and surveillance

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staff and structures
in all countries.

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However, the number of
formally trained health workers

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was often insufficient,
particularly

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in areas with high
burden of polio.

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Consequently, Nationwide
eradication efforts

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relied heavily on
the mobilization

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and the management of
an informal or voluntary

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workforce.

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Having recognized that universal
implementation of strategies

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in many areas would rely heavily
on illiterate, unskilled,

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and semi-skilled volunteers,
tasks were adapted or modified

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accordingly.

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Example, favoring the
oral polio vaccine

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over the inactivated
polio vaccine

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as use of needles
and syringes would

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have complicated the
logistics of the campaign

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while putting minimally trained
vaccinators at high risk

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through unsafe
injection practice.

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Monitoring and evaluation were
simplified by the development

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of vaccine vial monitors.

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The task simplification
method is

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on the field tasks were
tailored to local realities.

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In Sudan, for example,
local techniques

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for preserving fresh meat were
used to keep vaccines cold

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in the absence of electricity
and the refrigerators.

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Political advocacy has been
another important mechanism

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for optimizing human resource
for polio eradication,

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intensive political
advocacy to access

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human resource of
other government

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departments and the
communications infrastructure.

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Workers from other
ministries, like the ministry

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of education, ministry of
labor and social affairs,

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have all been used
for polio eradication.

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Utilizing community resources
is other optimizing mechanisms

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where local community
resources were identified

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for almost every task,
ranging for mapping

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and the micro-planning
to vaccine transport.

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Training of trainers
and of supervision

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were given particular attention.

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The non-monetary incentives and
another optimizing mechanism

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where non-monetary incentives
were widely used together

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with reimbursement
of any personal costs

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incurred, such as
provision of transport.

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Another important
optimizing mechanism

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at the community level
for human resource

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is supportive supervision--

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establishing an appropriate
supervisor for community health

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workers so that appropriate
number of supervisor

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be assigned for the
number of health workers

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they are going to supervise
in order to give support.

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Training resource supervisors
to provide meaningful, regular

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and the performance
evaluation and feedback

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for their supervisees.

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Use supervision tools,
data, and the feedback

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to improve quality
for the next activity.

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Remuneration is another
important optimizing mechanism,

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which include resources for
incentives in health system

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resource planning and
provide a financial package

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commensurate with the job
demands, the complexity,

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the number of hours
of training, the roles

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that community health
workers undertake.

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Polio human resources
particularly at the community

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level are important
to support the work.

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These communications from
the recent audit organization

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report are an essential part
of quality service provision

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at the ground level.

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We have to make sure that
we have a contracting

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agreement for the paid care
community health workers,

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establish agreements
specific roles, what

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is expected of them, the
responsibility they have

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to play, the working
conditions, the remuneration,

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and of course the
worker's right.

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Having a career
ladder in position

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is an important optimizing
mechanism, creating pathway

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to other health work
qualifications or community

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health workers role progression
that to retain and motivate

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community health workers
by linking performance

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with opportunities.

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And address regulatory
and legal barriers

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against their career ladder.

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[MUSIC PLAYING]

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