NETWORK « VISION TOKYO 2010 »

FOR Human Resources for Health

Development in Africa


SUMMARY OF THE SITUATION ANALYSIS OF HUMAN

RESOURCES FOR HEALTH OF MEMBER COUNTRIES OF THE
NETWORK VISION TOKYO 2010

AUGUST 2017



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Summary
INTRODUCTION ................................................................................................................................. 1
I - GENERAL PROFILE .............................................................. .................................................... 2
II - ORGANISATION OF THE HEALTH SYSTEM AND GOVERNANCE OF HRH............... 4
III - CONDITION OF HUMAN RESOURCES FOR HEALTH IN MEMBER COUNTRIES
OF THE NETWORK .................................................................................................................. 9
IV - ANALYSIS OF THE SITUATION OF HUMAN RESOURCES FOR HEALTH ............... 10
CONCLUSION..................................................................................................................................... 13

List of tables

Table 1 : General Information ofRVT 2010 member states.................................................................... 2

Table 2 : Organisation of health systems in the network ........................................................................ 4
Table 3 : HRH Governance .................................................................................................................... 6
Table 4 : Number of health personnel under MoH from 2012 to 2016 ................................................. 9
Table 5 : Recruitment made over the last five years ........................................................................... 9

Summary of the situaƟŽn analysis of HRH of members countries of the RVT 2010
Introduction
Human resources development for health is an indispensable condition for the improvement
of Health systems. Thus, it is a national and international concern.
The health workforce crisis in Africa remains a reality in many countries. This crisis is, for
the most part, linked to the poor distribution of health personnel, the existence of often
outdated programs, low training and limited opportunities for career development, particularly
in rural areas.

In addition, the demographic dynamics of Africa are generating additional needs in HRH,
fundamental elements to improve the supply and quality of health care for the population.

Furthermore, West Africa population dynamic creates additional needs in human resources
for health, basic elements for improving the supply and quantity of health care services to
populations.
However, the Human Resources for Health management system (HRH) in the sub region is
facing certain blocking factors with the consequences of a deficit, poorly motivated, poorly
distributed and ageing staff, which impacts negatively on their performance.

Thanks to the Japan International Cooperation Agency (JICA) and the National Center for
Global Health and Medicine (NCGM), 16 participants from 8 Francophone African Countries
were trained in Japan in 2010 on the topic of Human Resources management.

The participants decided to create the network called "Tokyo Vision Network 2010" to share
their experiences and visions to develop a common HRH approach and strategy. Currently we
have thirteen (13) Francophone African Countries.

Thus, in light of these considerations, the Tokyo Vision Network 2010 (RVT), which priority
is to act as a bridge between the different countries in order to document and share good
practices for the development of the human resources for health (HRH), has decided to make
the HHR situation across the network space to better understand the constraints and therefore
acting in this field.

The document includes four major parts:

In the first part, generalities on the network space are presented with elements relating to the
historical, geographical, political, demographic and economic context as well as the affiliation
of the different countries were described.
The second part deals with the issue of the Organisation of the health system and governance
of HRH. It informs that the health systems of the network’s member countries have a coherent
and relevant organizational structure with the existence of management structures at all levels,
including at the community level. They are organized into a pyramid at three levels: the
central or national level, the intermediate or regional level and finally the peripheral or
operational level.

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The third part deals with the situation of the HRH network member countries.

Finally, the fourth part deals with the analysis of training, recruitment, deployment and
retention.

I- GENERAL PROFILE

Table 1: General Information of RVT 2010 member states

Country Part of the health

Populati GDP/capi
(year of Area1 Population Density1 sector in the state
on1 ta 2
membership (km²) Growth1 budget3
)
10,000 (/km²) (2016) (2014)
Benin
1,087 114,760 2,8 96.4 789.4 9.6
(2012)
Burkina
Faso 1,865 274,220 2,9 68.2 649.7 11.2
(2012)
Burundi
1,052 27,830 3,1 409.8 285.7 13.2
(2014)
Central
Africa 459 622,980 1,1 7.4 382.2 14.2
(2016)
Cote
d'Ivoire 2,370 322,460 2,5 74.5 1526.2 7.3
(2012)
Gabon
198 267,670 2,5 7.7 7179.3 7.4
(2016)
Guinée
1,240 245,860 2,5 50.4 508.1 9.0
(2014)
Mali
1,799 1,240,190 3 14.7 780.5 7.0
(2012)
Mauritania
430 1,030,700 2.8 4.2 1077.6 6.0
(2014)
Niger
2,067 1,267,000 3.8 16.3 363.2 5.6
(2012)

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 Country Part of the health
Populati GDP/capi
(year of Area1
Population Density1 sector in the state
on1 ta 2
membership (km²) Growth1 budget3
)
10,000 (/km²) (2016) (2014)
RDC
7,874 2,344,860 3.3 34,7 444.5 11.1
(2012)
Sénégal
1,541 1,967,110 2.9 80 958.1 8.0
(2012)
Togo
761 56,790 2.5 139.8 578.5 7.8
(2012)
Total 22,565 9,782,430 㻌 㻌 㻌 㻌
1)http://databank.worldbank.org/data/reports.aspx?source=2&country=BEN,GAB,
BFA,CIV,GIN,MLI,MRT,NER,SEN,TGO,CAF,COD,BDI
2) https://data.worldbank.org/indicator/NY.GDP.PCAP.CD?name_desc=false
3) World Health Statistics 2017 (WHO)

In the current situation, in August 2017, the West African Francophone area covered by the
RVT 2010 covers a large continuous territory in the West, along Senegal Atlantic Ocean and
in the East, in the Sahelian zone, Mauritania, Niger, through Mali and Burkina Faso. In the
South, we have the coastal zone countries of the Gulf of Guinea that are Côte d’Ivoire, Togo,
Gabon and Benin. To that block must be added Democratic Republic of Congo (DRC), large
continental country of Central Africa with an area of more than 2,300,000 km2, with a small
opening of 30 to 40 km on the Atlantic Ocean to the south estuary of Congo River and Central
African Republic. It includes also Burundi which is part of East Africa and this highlights the
diversity within the space.
The space of the network is an integration zone of the Economic Community of West African
States (ECOWAS) which health component is monitored by the West African Health
Organisations (WAHO) stationed in Bobo Dioulasso in Burkina Faso. The presence of DRC
and Central Africa offers a good prospect of openness to new spaces, of which that of Central
African Economic and Monetary Community (CEMAC). However, the reference in terms of
health for CEMAC is Organisation for the Coordination of the Struggle against Endemics in
Central Africa (OCEAC) whose headquarters is in Yaounde, Cameroon. All these countries
are signatories of the Declaration of Paris and endorsed Millennium Development Goals
(MDGs) which after evaluation are aligned to Sustainable Development Goals (SDGs).

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 II- ORGANISATION OF THE HEALTH SYSTEM AND GOVERNANCE OF
HRH

The examination of the different systems organising the health in the network reveals nearly
similarity translated by a health pyramid at three levels. The table below describes the various
levels and the related content.

Table 2: Organisation of health systems in the network

National / central Intermediate / Peripheral / operational

COUNTRY
level regional level level
Cabinet of the Minister, 12 Departmental
Health Zones,
Central and Technical Health Directions
Benin Hospitals for Health
Directions, (DDS),
zone,
University Teaching Departmental
Health Centres
Hospitals Hospitals
70 health districts,
Districts Hospitals,
Central Directorates 13 regional health
Burkina Medical centres with
and related organs, directorates,
chirurgical services,
Faso University Teaching Regional Hospitals
Health and Social
Hospitals Centres
Promotions Centres
Medical Centres
Cabinet of the Minister,
Permanent Secretariat,
46 health districts,
4 General Directorates ,
18 health province 40 District hospitals,
3 Personalised
Burundi offices, 10 other hospitals,
institutions,
3 Regionals 699 health centres of
12 Directions,
Hospitals which 564 public and 135
10 health programs and
accredited
attached services.
4 National hospitals
Cabinet of the Minister
3 General Directorates 35 Health Districts,
Central 36 Central Services, 7 Regional Health
27 District hospitals,
Health program and Directions
Africa Health Centres,
attached structures, 5 Regional Hospital
Health Posts
9 Central Hospitals,
8 Digastric Centres
Cabinet of the Minister, 20 Regional Health 83 Departmental Health
Côte Directions Directorates,
Directorates ,
d’Ivoire Central Services, 68 Regional 1967 health
Health programs, Hospitals Establishments for first

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 National / central Intermediate / Peripheral / operational
COUNTRY
level regional level level
4 University Teaching 17 Regional contact
Hospital Centres,
2 Specialised
Centres
10 regional health
Central directorates directorates,
34 medical centres or 47
including health 9 regional hospitals
departmental hospitals,
programs, institutes and or regional
Gabon district or urban health
organs for cares and hospitals,
centres,
reference diagnostic (4 epidemiology
413 dispensaries,
University Hospital stations established
157 health huts.
Centres recently in chief towns of the
established). region
Guinea NA NA NA

Cabinet of the Minister, 11 regional health

1357 Community health
General Secretariat, directorates,
Mali Centres(CSCom) of
Directorates, 7 Public Hospitals
which 406 CS
Central Services, 64 Reference Health
medicalised
5 Public Hospitals Centres
Mauritania NA NA NA
8 Public Health
Cabinet of the Minister, Regional
72 health districts,
Secretariat General, Directorates,
Niger District Hospitals,
3 General Directorates, 6 Regional Hospital
Integrated Health Centres,
15 National Directorates Centres,
health huts
and 12 Projects and 7 Mother and Child
programs Centres
26 Health medical
inspections,
Cabinet of the Minister 26 Health province
516 Health zones,
DRC of Health, divisions and
General Hospitals,
the Secretariat general, province
Health Centres
Directorates, Coordination units
specialised Programs, of specialised
Programs;
Cabinet of the Minister 14 Medical 75 health districts
Senegal of Health,
Regions, 98 Health Centres,
the Secretariat general,
35 Hospitals 1257 Health Posts
Directorates,

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 National / central Intermediate / Peripheral / operational
COUNTRY
level regional level level
Cabinet of the Minister
of health and social 6 Regional Health 40 Health districts;
protection, Directorates, district reference
Togo Secretariat general, hospitals,
Central directorates, 6 Regional Peripheral health care
University Teaching Hospitals Units
Hospitals

The achievement of HRH strategic plans requires, not only a rational mobilization of HR but
also and mainly good governance centred on following priority lines:
-An information system
-A management system
-An observatory on HRH

In addition, there is a Human Resources Department in the Ministries of Health, in the

majority of countries. Also, all directions are subdivided into sub-directions depending on the
country.

Out of the eleven countries surveyed, six (6) have human resources strategic plans (Burkina
Faso, Burundi, Niger, Senegal, DRC, and Togo); four (4) countries are drafting it (Central
Africa, Cote d’Ivoire, Gabon, and Mali). During the process of developing strategic plan at
country level, exchanging ideas and information was conducted in the Network meetings and
facilitate the country planning process.

As for HRH management tools, all countries have it except Central Africa and this is due to
budget constraint and to the political crisis experienced by the country. Some tools (Job
description template and a guide for health personnel mobility) are drafted during the
Network meetings, shared among member countries and finalized in each country after
adjusting to the country context.

Table 3 : HRH Governance

COUNT HRH COORDINATING

TOOLS FOR HRH GOVERNANCE
RY ORGANIZATIONS
- Traditional framework of the - Manual for HR management
Ministry’s executive committee procedure
- Observatory of HRH - Job description template for health
Benin
- Sectoral Council for Social personnel
Dialogue; National Commission - Nomenclature of professions,
for the Transfer of Health geographic zones,

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COUNT HRH COORDINATING
TOOLS FOR HRH GOVERNANCE
RY ORGANIZATIONS
personnel; - Operational guidebook for career
management,
- Compendium of texts for HR
management,
- HR information management
software

- Priority of the SIGASPE (Integrated

System for Administrative and
Salary Management of the State
Monitoring committee; A steering
Personnel)
Burkina committee of the PNDES(National
- LoGRH (software for the
Faso Plan for Economic and Social
management of the personnel),
Development)
specific to the MoH
- GA-DRHMS, files on the personnel
and archives

- Description of positions and

qualifications of the personnel
- HR development policy;
- Plan for the assignment of the
personnel;
- National Strategy for the training of
National Observatory of HRH of health personnel
Burundi - Operational plan for the training of
Burundi (ONRHSB)
health personnel
- Strategy for the decentralisation of
HR management
- Template for monitoring health
personnel mobility
- Mapping of HRH (2016)

Directory of jobs (on-going)

GIRAFE Software (Integrated
Central National Observatory of HRH (non-
management of Resources of public
Africa operational )
employees et agents)
iRHIS and WISN((on-going)
- Internal consultation framework
within Ministry of Health and
Côte The directory of jobs and reference
Public Hygiene(MSHP)
d’Ivoire books of competences
- Union of professionals and
health associations;

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COUNT HRH COORDINATING
TOOLS FOR HRH GOVERNANCE
RY ORGANIZATIONS
- Platform for discussion MSHP
- Unions of professionals and
Prime Minister
- Framework for discussion of the
MSHP and Donors (PTF)
Central Human Resource HRM procedure manual, job description
Gabon
Directorate (DCRH) template
Guinea NA NA
Health and Social Development
Program(PRODESS) Monitoring Guidebook for the management of
Mali
committee, Thematic Group, the financing health personnel mobility
thematic department
Mauritan
NA NA
ia
The software package for HRM,
- Human resource Directorate
“la Navette”,
(DRH)
Niger job descriptions,
- National Observatory of HRH
quality reference,
(ONRHS)
iHRIS software package
- National Steering Committee of
the Health Sector (CNP-SS) Procedure manual
- Technical Coordination nomenclature of professions
DRC
Committee (CCT) nomenclature of jobs
- HRH Commission and Work directories of HRH
groups in province
- Job descriptions
- the manual of processes and
procedures of the HRD
- Guidebook for the management of
mobility;
- Directory of health professions;
Senegal None
- Social dashboards
- Regional plans for upgrading
training
- Guidebook for social intervention in
health milieu
- Yearly statistical book of HRH

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COUNT HRH COORDINATING
TOOLS FOR HRH GOVERNANCE
RY ORGANIZATIONS
- Procedure manual and management
tools of HRH
Observatory of HRH with a - Document on human resources
Togo technical committee that meets management standards
twice a year - Job description template
- Package software for the
management of HRH (iHRIS)

III- CONDITION OF HUMAN RESOURCES FOR HEALTH IN MEMBER

COUNTRIES OF THE NETWORK

Table 4 : Number of health personnel under MoH from 2012 to 2016

COUNTRY 2012 2013 2014 2015 2016

Benin 13,095 13,064 13,362 14,587 14,532
Burkina Faso ND ND 23,834 25,625 26,712
Burundi 17,116 17,857 18,328 18,165 18,334
Central Africa 2,522 2,410 2,284 2,271 2,068
Côte d’Ivoire 19,993 19,993 23,999 26,871 31,827
Gabon 8,200 8,900 8,900 9,100 9,376
Guinea NA NA NA NA NA
Mali 14,656 15,204 15,636 15,867 16,325
Mauritania 5,294 3,966 4,662 5,022 5,294
Niger 8,910 8,910 8,910 9,640 9,640
DRC 108,432 127,716 ND 147,129 147,129
Senegal 6,630 9,035 12,120 13,044 14,253
Togo 9,982 9,667 10,391 10,249 10,188

Table 5: Recruitment made over the last five years

COUNTRY 2012 2013 2014 2015 2016

Benin NA NA 1154 NA NA
Burkina Faso NA 2,938 2,948 2,887 NA
Burundi 570 385 436 329 0
Central Africa 0 78 0 0 0

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 COUNTRY 2012 2013 2014 2015 2016
Côte d’Ivoire 3,722 ND 4,006 2,808 2,940
Gabon 15 750 15 250 30
Guinea NA NA NA NA NA
Mali 436 411 432 243 231
Mauritania NA NA NA NA NA
Niger 1,728 676 0 0 730
DRC 11,568 7,716 0 19,413 0
Senegal 439 473 1,000 0 950
Togo 0 1,107 0 0 1,049

This table informs us on the condition of health personnel in the Network. Comparing the
previous country profiles by the network in 2013, more member countries reported the trend
in the number of HRH over the recent years. This is a result by the improved HRH data base
system put in place through network activities.
Thus, from 2012 to 2016 we note a fractuation of the number of personnel recruited. If we
refer to Cote d’Ivoire, from 2012 to 2014, there is an increase of 284 persons, that is 3,722
recruited in 2012 and 4,006 recruited in 2013 and 2015 to 2016 the number of personnel has
completely shifted with a decrease of the number of personnel, that is 2,808 recruited in 2015
and 2,940 recruited in 2016.

For example, in case of DRC, we note an important number of recruitment over the last five
years with 19,413 health workers recruited in 2016.
In Central Africa, recruitment is quite non-existent and this is due to budget constraints and to
political instability experienced by the country over the last years.

IV- ANALYSIS OF THE SITUATION OF HUMAN RESOURCES FOR

HEALTH

Under the establishment of harmonised curricula, most countries validated and adopted the
“Licence – Master – Doctor (LMD)” system; in some countries like Burkina and Central
Africa, the establishment of “LMD” is made gradually, through the revision of training
programs of the National Public Health School. It is at the Red Cross Paramedical Training
University institute in Central Africa that the “LMD” system is applied.

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PROBLEMS RELATED TO HRH management:
Followings are common problems across the network member countries.

TRAINING

Production of HRH
- Absence/Non-compliance of accreditation standards of schools and training sites
- Shortage of sites and management of clinical training
- Insufficiency of financial, material, logistic, human and infrastructure resources
- Needs competency-based training curricula
- Lack of qualified teachers (especially in paramedical sections)
- Needs monitoring and support to schools and institutes for students training
- Needs framework for formal discussion between related ministries
- Insufficiency of the production compared to the needs (especially specialists)

Continuous training
- Lack of Policy on continuous training
- Poor management of upgrading training
- Needs institutional supervision of the training
- Lack of identification and planning of real training needs, that is resulted to an
imbalance between the development of staff competences and needs of services.
- Weakness of management process related to the lack of national policy for the
health personnel upgrading training

RECRUITMENT

- Licencing mechanism for health professionals is not established

- Lack of legal framework establishing a national competition for the recruitment of
some health profiles
- Needs future projection of human resources, to reduce unpredictability, irregularity
or non-compliance of health workers
- Needs job description for some levels of the health pyramid
- Delay/limited availability of resources
- Insufficient positions at public sector for newly graduated HRH
- Needs coordination among Ministries or NGOs

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 - Non-respect of texts ruling the recruitment and assignment of the health personnel at
all levels;
- Delay in the planning, in assigning the recruited personnel, in replacing the
withdrawn personnel (due to deaths/retirement)

Others
- Feminization of the health personnel
- Difficulties related to political interferences, social and cultural constraints
- Political and socio-cultural interferences;

DEPLOYMENT/ DISTRIBUTION
- Unequal distribution of the personnel on the whole territory or category, needs
developing health workforce database in order to solve it.
- Difficulty in assigning adequate qualified health personnel to each position
- Needs more supervision activities for deployment of staff.
- Needs documents on ruling the deployment or procedure manual, to avoid frequent
transfer, develop and utilize “the guide of movement”
- Difficulties in remoted areas, deficit of skilled personnel.
- Feminization of the health personnel is one of the reason to make deployment
difficult in the remote area.

ROYALTY/RETENTION

- Needs more incentive measures to compensate or mitigate constraints due to the

exercise of health professions especially in difficult zones
- Needs financial and non-financial motivation for health personnel’s motivation
- Lack of policy for basic salary scheme in rural area, consideration of continuous
professional development, consideration of basic life support in rural area (access,
transport)
- Brain drain (mainly of specialised personnel)

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CONCLUSION

The situation analysis of human resources management (HRM) in the member countries of
the network is a fundamental element to implement a better HRM policy. Political
commitment, strong governance and good collaboration of organizations concerned (inter-
ministerial and partners) are also essential to improve HRM
In fact, RVT 2010 is a framework for exchange and sharing experiences that enables
developing reliable mechanisms, in order to solve all problems related - among others - to the
acquisition, development, rational utilisation of HRH in member countries of the network.
The enhancement and development of HRH are major challenges that all African countries
must take up in order for achieving UHC.

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http:rvt2000.com

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