HUMAN RESOURCES FOR HEALTH - School of Public Health … · Human Resources for Health Knowledge Hub of the School ... Aid post or basic clinic ... supervision checklist teams and

Maternal, neonatal &

reproductive health

www.hrhhub.unsw.edu.au

Angela Dawson, Tara Howes, Dr Ponndara Ith, Natalie Gray and Elissa Kennedy

HUMAN RESOURCES FORHEALTH KNOWLEDGE HUB

Cambodia

HUMAN RESOURCES

FOR HEALTHin maternal, neonatal and reproductive

health at community level

A profile of Cambodia

© 2011 Human Resources for Health Hub and Burnet Institute

on behalf of the Women’s and Children’s Health Knowledge Hub

Suggested citation:

Dawson, A, Howes, T, Ith, P, Gray, N and Kennedy, E 2011, Human resources for health in maternal, neonatal and reproductive health at community level: A profile of Cambodia, Human Resources for Health

Knowledge Hub and Burnet Institute, Sydney, Australia.

National Library of Australia Cataloguing-in-Publication entry

Dawson, Angela

Human resources for health in maternal, neonatal and reproductive health

at community level: A profile of Cambodia / Angela Dawson ... [et al.]

9780733429743 (pbk.)

Maternal health services--Cambodia--Personnel management.

Community health services--Cambodia--Personnel management.

Howes, Tara.

Ith, Ponndara.

University of New South Wales. Human Resources for Health.

Gray, Natalie.

Kennedy, Elissa.

Burnet Institute. Women and Children’s Health Knowledge Hub.

362.198200596

Published by the Human Resources for Health Knowledge Hub

of the School of Public Health and Community Medicine at the University

of New South Wales.

Level 2, Samuels Building, School of Public Health and Community

Medicine, Faculty of Medicine, The University of New South Wales,

Sydney, NSW, 2052, Australia

Telephone: +61 2 9385 8464

Facsimile: +61 2 9385 1104

[email protected]


Please contact us for additional copies of this publication, or send us your

email address and be the first to receive copies of our latest publications

in Adobe Acrobat PDF.

Design by Gigglemedia, Sydney, Australia.

The Human Resources for Health Knowledge HubThis technical report series has been produced by the Human Resources for Health Knowledge Hub of the School of Public Health and Community Medicine at the University of New South Wales.

Hub publications report on a number of significant issues in human resources for health (HRH), currently under the following themes:

� leadership and management issues, especially at district level

� maternal, neonatal and reproductive health workforce at the community level

� intranational and international mobility of health workers

� HRH issues in public health emergencies.

The HRH Hub welcomes your feedback and any questions you may have for its research staff. For further information on these topics as well as a list of the latest reports, summaries and contact details of our researchers, please visit www.hrhhub.unsw.edu.au or email [email protected]

1MNRH at community level: A profile of Cambodia Dawson et al.

CoNTENTS

2 Acronyms

3 Executive summary

4 Cambodia: selected HRH and MNRH indicators

5 Key background information

6 Overview of maternal, neonatal and reproductive health

6 Services and cadres at community level

7 Coverage and distribution

7 Supervision and scope of practice

7 Team work

8 Education and training

8 Country registration

8 Human resource for health policy and plans

8 Maternal, neonatal and reproductive health policy and plans

9 Key issues or barriers

9 Initiatives at community level

10 References

11 Appendix 1: Pre- and in-service education and training in Cambodia

11 Appendix 2: Country registration in Cambodia

12 Appendix 3: Country HRH and MNRH policies in Cambodia

LIST of TAbLES

5 Table 1. Key statistics

6 Table 2. Cadres involved in maternal, neonatal and reproductive health at community level in Cambodia

7 Table 3. Health worker distribution in Cambodia


ACRoNyMS

A note about the use of acronyms in this publication

Acronyms are used in both the singular and the plural, e.g. MDG (singular) and MDGs (plural). Acronyms are also used throughout the references and citations to shorten some organisations with long names.

ANMC Australian Nursing and Midwifery Council

HRH human resources for health

MDG Millennium Development Goal

MNRH maternal, neonatal and reproductive health

MoH Ministry of Health

RACHA Reproductive and Child Health Alliance

UNDESA United Nations Department of Economic and Social Affairs

USD$ United States dollars

WHo World Health Organization

WPRo Western Pacific Office of the World Health Organization


Accurate and accessible information about the providers of maternal, neonatal and reproductive health (MNRH) services at the community level (how they are performing, managed, trained and supported) is central to workforce planning, personnel administration, performance management and policy making.

Data on human resources for health (HRH) is also essential to ensure and monitor quality service delivery. Yet, despite the importance of such information, there is a paucity of available knowledge for decision making. This highlights a particular challenge to determining the workforce required to deliver evidence-based interventions at community level to achieve Millennium Development Goal (MDG) 5 targets.

This profile summarises the available information on the cadres working at community level in Cambodia; their diversity, distribution, supervisory structures, education and training, as well as the policy and regulations that govern their practice. The profile provides baseline information that can inform policy and program planning by donors, multilateral agencies, non-government organisations and international health practitioners.

Ministry of Health staff may also find the information from other countries useful in planning their own HRH initiatives. The information was collected through a desk review and strengthened by input from key experts and practitioners in the country.

Selected findings are summarised in the diagram on page 4. There are significant gaps in the collated information which may point to the need for consensus regarding what HRH indicators should be routinely collected, and how such collection should take place at community level.

EXECUTIVE SUMMARy

This profile provides baseline information that can inform policy and program planning by donors, multilateral agencies, non-government organisations and international health practitioners.


CAMboDIA: SELECTED HRH AND MNRH INDICAToRS

Maternal, neonatal and reproductive health policy reference to community

level HRH in MNRH

yES

Maternal mortality ratio in 2008

290 deaths per 100,000 live births

9 nurses and/or midwivesper 10,000 people

2.5 doctors per 10,000 people

29% Government spending on health as a percentage of

total expenditure on health (2007)

Human resources for health policy reference to community

level HRH in MNRH

yES

Neonatal mortality ratio in 2009

30 deaths per 1,000 live births

Skilled birth attendance:

44% of births attended by a skilled

birth attendant (2005-2009)

Key to acronyms

HRH human resources for healthMNRH maternal, neonatal and reproductive health (Adapted from MoH Cambodia 2006a, 2006b, 2006d; UNICEF 2010; WHO 2010)


Key to acronyms

GDP gross domestic productMDG Millennium Development Goal

A note on health expenditureGovernment health expenditure has increased, but private spending on health is decreasing from 77.5% in 2005 to 71% in 2007.

KEy bACKGRoUND INfoRMATIoN

TAbLE 1. KEy STATISTICS

(Adapted from Hogan et al. 2010; UNDESA 2005; UNICEF 2010; WHO 2010)

PoPULATIoN

Total thousands (2008) 14,562

Annual growth rate (1998–2008) 1.7%

HEALTH EXPENDITURE (2007)

Total expenditure on health as a percentage of GDP 5.9%

General government expenditure on health as a percentage of total expenditure on health 29%

Private expenditure on health as a percentage of total expenditure on health 71%

MDG 5 STATUS Possible to achieve

MoRTALITy RATIo

Number of maternal deaths for every 100,000 live births:

UNICEF 2010

Hogan et al. 2010

290

266 (171–398)

Number of neonatal deaths for every 1,000 live births (in the first 28 days of life; 2009) 30

SKILLED bIRTH ATTENDANCE (2005–2009)

Percentage of births covered by a skilled birth attendant 44%


Contraceptive prevalence has increased from 19% (in 2000) to 40% (in 2009). The proportion of women attending one antenatal care appointment is 69%, and the unmet need for family planning is 25.1%.

The infant and under-five mortality rates have decreased from 80 to 70 for every 1,000 live births and 107 to 91 for every

1,000 live births respectively from 2000 to 2007, but these rates are still the highest among countries in the Western-Pacific region (WPRO 2009).

The maternal mortality ratio is 540 per 100,000 live births and in order for Cambodia to reach MDG 5 a number of changes are necessary (UNDESA 2005).

oVERVIEW of MATERNAL, NEoNATAL AND REPRoDUCTIVE HEALTH

SERVICES AND CADRES AT CoMMUNITy LEVEL

TAbLE 2. CADRES INVoLVED IN MNRH AT THE CoMMUNITy LEVEL IN CAMboDIA

bASE oR PLACESTAff INVoLVED

(NAME of CADRE)PoSSIbLE SERVICE IN THE CoMMUNITy

Home-based Traditional birth attendant Delivery, referral, community support, traditional birth attendant,

health centre

Village health support group or village

health volunteer, Health Centre

Management Committee

The roles and responsibilities are in the process of development

(briefing on Community Participation Policy for Health (Section

Meeting on 3–4 July 2008))

Mother support group Nutrition (breastfeeding community initiative)

Outreach centre Nurse, midwife, medical assistant or doctor at each health centre

Provides outreach activities i.e. expanded program of immunisation, health promotion, family planning and birth spacing, breastfeeding promotion, provides essential commodities (micronutrients, mebendazole, oral rehydration therapy), maintains links between health centres and community, home visits

Aid post or basic clinic

Not applicable

Key to acronyms in Table 2

MDG Millennium Development GoalMNRH maternal, neonatal and reproductive health


Table 3 describes the distribution of the workforce who may be engaged in MNRH at community level.

CoVERAGE AND DISTRIbUTIoN

TAbLE 3. HEALTH WoRKER DISTRIbUTIoN IN CAMboDIA

(Adapted from WPRO 2009)

CADRE NUMbER RATIo To EVERy 1,000 PEoPLE

Community health workers 1,638 0.13

Registered nurse 8,491 0.63

Midwife 3,245 0.24

Doctor 3,393 0.25

SUPERVISIoN AND SCoPE of PRACTICE

Health centres are overseen by district integrated supervision checklist teams and provincial and district hospitals. Operational district offices are overseen by integrated supervision checklist teams from the provincial health department.

This quality-assurance activity includes assessment of performance in a number of areas including administration (structure, infrastructure, HRH), accounting issues, technical issues and drug management (training, needs assessment, maternal health, infectious diseases and surgery).

The integrated supervision-checklist team is comprised of two groups who have specialised skills. Supervision is conducted monthly and is funded by the Asian Development Bank. Supervision teams report on the weaknesses and strengths of health service implementation.

Health centre staff are mid-level practitioners (practise at a level between that of a nurse or midwife and that of a doctor). They are required to diagnose and treat within well-established limits in the form of protocols (Herem 2000).

TEAMWoRK

At health centres staff members work in teams, especially during childbirth. Staff members who conduct outreach activities often work alone. At the community level, each health centre has one health centre management committee (7–11 members) and each village contains two village health support groups. A Community Participation Policy for Health was introduced in July 2008 and involves the interaction of three components (Ui et al. 2010). These are as follows:

1. Community participation structures � Village health support groups, Health Centre Management Committee, commune councils and other structures (memberships, roles and responsibilities).

2. A community health package � Package of services, health information systems, provision of essential commodities.

3. Supportive mechanisms for community participation policy structures � Capacity building/training, local supportive mechanism (health centre and commune councils), linkages between key community participation structures, coordination, benefit/reward system for village health support groups, financing mechanism etc.

� Mother support groups provide nutrition advice and education (breastfeeding community initiative).


There are five regional training schools which offer a one- or three-year Diploma in Nursing. A Diploma of Midwifery is obtained upon completion of an additional year of study (ANMC 2009).

For more information, please see Appendix 1.

CoUNTRy REGISTRATIoN

Health workers are considered registered upon completion of training at Ministry of Health training institutions (ANMC 2009).

HRH PoLICy AND PLANS

The Health Workforce Plan 2006–2015 This plan is based heavily on MDGs that have been developed specifically for Cambodia as the universal MDGs are thought to be too ambitious for the country. A number of key problems are identified including poor coverage of services (especially maternal and obstetric services), limited staff capacity and uneven distribution of staff.

Human resources development is identified as one of the six major areas of work, with the aims of increasing the number and capacity of midwives, strengthening human resource planning and increasing management skills of Ministry of Health staff (MoH Cambodia 2006a).

HRH Strategy, National Health Plan 2008–2015 This strategy aims to improve the skills and motivation of Cambodia’s health workforce in order to achieve quality care.

The components of the strategy are improving skills and competency, professionalism, ethics and quality of care, staff distribution and retention and salaries, remuneration and performance incentives (MoH Cambodia 2006b).

National Strategy for Reproductive and Sexual Health in Cambodia 2006–2010As part of measures to increase availability and strengthen delivery of reproductive and sexual health services, this strategy aims to increase the availability of trained staff.

One particular objective is to improve the retention of qualified staff and their deployment to rural areas. The strategy aims to have 60% of health centres serviced by at least two trained midwives (MoH Cambodia 2006d).

National family Planning Commodity Security Strategy and Action Plan 2007–2011 The aim of this strategy is to ensure a secure supply of quality contraception and reproductive health commodities to meet the needs of the population. Included in this strategy are measures to assess the training needs of health professionals engaged in the provision of contraceptive services and training service providers in counselling and service provision.

MNRH is also included in the National Health Strategic Plan (MoH Cambodia 2006c).

For more information, please refer to Appendix 3.

EDUCATIoN AND TRAINING

MNRH PoLICy AND PLANS

The National Strategy for Reproductive and Sexual Health in Cambodia aims to improve the retention of qualified staff and their deployment to rural areas.


There is a lack of knowledge and understanding concerning the danger signs and complications in pregnancy and prompt care-seeking behaviour.

KEy ISSUES oR bARRIERS

KEy INITIATIVES AT CoMMUNITy LEVEL

There are an insufficient number of qualified midwives and skilled birth attendants in rural areas due to the lack of graduated midwives and the movement of midwives from the public to the private sector as a result of low remuneration. Little attention has been paid to the potential role of other skilled attendants such as secondary nurses.

The midwifery skills of private practitioners in rural areas are weak. Traditional birth attendants also have very limited skills and knowledge in the provision of midwifery care. Skilled birth attendant capacity in emergency obstetric care is limited.

Community participation poses a challenge. The role of community has played a large factor in successful integrated management of childhood illness implementation. However, there is a lack of knowledge and understanding concerning the danger signs and complications in pregnancy and prompt care-seeking behaviour.

Reproductive and Child Health Alliance (RACHA), Lifesaving Skills Training Program and Maternal Health InitiativesRACHA has been running training for village midwives on emergency obstetric care. As part of this initiative, midwives are paid a one-off payment of USD$20 as an incentive to work in rural areas and also are paid according to performance, with USD$5–15 given for deliveries carried out according to national guidelines.

Community volunteers are also paid a small amount for referring pregnant women to health facilities (Chatterjee 2005; RACHA 2009).


REfERENCES

ANMC 2009, Country Profile - Cambodia, accessed 1 December 2009, <http://www.anmc.org.au/cambodia>.

Cambodia Women Health Organization 2006, Cambodia Women Health Organization website, accessed 3 February 2010, <http://c-who.org/services.htm>.

Chatterjee, P 2005, ‘Cambodia Tackles High Maternal Mortality’, The Lancet, vol. 366, pp. 281–2.

Herem, AM 2000, Curriculum Analysis for the Midwife Curriculum Development Group, consultancy report for GTZ.

Hogan, MC, Foreman, KJ, Naghavi, M, Ahn, SY, Wang, M, Makela, SM, Lopez, AD, Lozano, R and Murray, CJL 2010, ‘Maternal mortality for 181 countries, 1980–2008: a systematic analysis of progress towards Millennium Development Goal 5’, Lancet, vol. 375, no. 9726, pp. 1609–1623.

MoH Cambodia 2006a, Health Workforce Plan 2006–2015, Ministry of Health, Royal Government of Cambodia, Phnom Penh.

MoH Cambodia 2006b, National Health Plan 2008–2015, Ministry of Health, Royal Government of Cambodia, Phnom Penh.

MoH Cambodia 2006c, National RHCS Strategy for Commodity Security 2007–2011, National Reproductive Health Programme, Ministry of Health Cambodia, Royal Government of Cambodia, Phnom Penh.

MoH Cambodia 2006d, National Strategy for Reproductive and Sexual Health in Cambodia 2006–2010, National Reproductive Health Programme, Ministry of Health Cambodia, Royal Government of Cambodia, Phnom Penh.

RACHA 2009, RACHA Resource Centre, Reproductive and Child Health Alliance, accessed 3 December 2009, <http://rc.racha.org.kh/default.asp>.

Ui, S, Heng, L, Yatsuya, H, Kawaguichi, L, Akashi, H and Aoyana, A 2010, ‘Strengthening community participation at health centers in rural Cambodia: role of local non-governmental organizations (NGOs)’, Critical Public Health, vol. 20, no. 1, pp. 97–115.

UNDESA 2005, The Millennium Development Goals Report, United Nations Department of Economic and Social Affairs, New York.

UNICEF (2008) Cambodia: Statistics, accessed 5 May 2011, <http://www.unicef.org/infobycountry/cambodia.html>.

WHO 2010, World Health Statistics 2010, World Health Organization, Geneva.

WPRO 2009, Cambodia Country Health Information Profile, accessed 1 December 2009, <http://www.wpro.who.int/countries/countries.html>.

z3345195

Cross-Out

z3345195

Replacement Text

2010,


APPE

ND

IX 1

PRE-

AN

D IN

-SER

VICE

ED

UCA

TIo

N A

ND

TR

AIN

ING

IN C

AMb

oD

IA

INS

TITU

TIo

N/o

RG

AN

ISAT

IoN

QU

ALI

fIC

ATIo

NLE

NG

TH o

f S

TUD

y

PR

E S

ER

VIC

E

Nur

sing

/Mid

wife

ry5

regi

onal

trai

ning

sch

ools

(AN

MC

200

9)

Prim

ary

Nur

se D

iplo

ma

1 ye

ar

Reg

iste

red

Nur

se D

iplo

ma

3 ye

ars

Mid

wife

ry D

iplo

ma

(add

ition

al)

1 ye

ar

Hea

d N

urse

1 ye

ar (

afte

r at

leas

t fou

r-ye

ars

expe

rienc

e)

IN-S

ER

VIC

E

Cam

bodi

a W

omen

Hea

lth O

rgan

izat

ion

(Cam

bodi

a W

omen

Hea

lth O

rgan

izat

ion

2006

)

Wor

ksho

p co

verin

g th

e su

bjec

ts o

f: an

atom

y,

preg

nanc

y an

d pr

enat

al c

are,

phy

sica

l

exam

inat

ion

durin

g pr

egna

ncy,

bre

astfe

edin

g,

prog

ress

of n

orm

al la

bour

, pel

vic

exam

inat

ion

durin

g la

bour

, nor

mal

del

iver

y of

bab

y an

d

plac

enta

and

abn

orm

al la

bour

and

del

iver

y

2-da

y w

orks

hop

APPE

ND

IX 2

CoU

NTR

y R

EGIS

TRAT

IoN

IN C

AMb

oD

IA

CA

DR

ELE

GIS

LATI

oN

RE

SP

oN

SIb

ILIT

y fo

R R

EG

ISTR

ATIo

NE

LIG

IbIL

ITy

RE

QU

IRE

ME

NTS

fo

R R

EG

ISTR

ATIo

N

Ther

e is

cur

rent

ly n

o re

gist

ratio

n bo

ard.

Stu

dent

s ar

e

cons

ider

ed r

egis

tere

d on

gra

duat

ion

from

Min

istr

y of

Hea

lth tr

aini

ng s

choo

ls

The

Cam

bodi

an N

ursi

ng C

ounc

il an

d C

ambo

dian

Mid

wife

ry C

ounc

il ar

e cu

rren

tly b

eing

dev

elop

ed

Succ

essf

ul c

ompl

etio

n fr

om M

inis

try

of H

ealth

trai

ning

inst

itutio

n


APPE

ND

IX 3

CoU

NTR

y H

RH

AN

D M

NR

H P

oLI

CIES

IN C

AMb

oD

IA

NA

ME

of

Po

LIC

yR

ELE

VAN

T IN

foR

MAT

IoN

fo

R M

NR

H A

T C

oM

MU

NIT

y LE

VEL

HR

H P

oLI

Cy

Hea

lth W

orkf

orce

Pla

n 20

06–2

015

This

pla

n is

bas

ed h

eavi

ly o

n th

e M

DG

s, w

ith th

e cr

eatio

n of

MD

Gs

spec

ifica

lly fo

r C

ambo

dia

as th

e un

iver

sal M

DG

s ar

e th

ough

t to

be

too

ambi

tious

for

the

coun

try.

Pro

blem

s id

entifi

ed a

re b

ad c

over

age

of s

ervi

ces,

esp

ecia

lly m

ater

nal a

nd o

bste

tric

ser

vice

s, li

mite

d st

aff

capa

city

and

une

ven

dist

ribut

ion

of s

taff.

Hum

an r

esou

rce

deve

lopm

ent i

s id

entifi

ed a

s on

e of

the

six

key

area

s of

wor

k, w

ith a

ims

such

as in

crea

sing

the

num

ber

and

capa

city

of m

idw

ives

, str

engt

heni

ng h

uman

res

ourc

e pl

anni

ng a

nd in

crea

sing

man

agem

ent s

kills

of

Min

istr

y of

Hea

lth s

taff

(MoH

Cam

bodi

a 20

06a)

.

HR

H S

trat

egy

incl

uded

in N

atio

nal H

ealth

Stra

tegi

c P

lan

2008

–201

5

This

str

ateg

y ai

ms

to im

prov

e th

e ab

ility

and

mot

ivat

ion

of C

ambo

dia’

s he

alth

wor

kfor

ce in

ord

er to

ach

ieve

qua

lity

care

. The

com

pone

nts

of th

e st

rate

gy a

re im

prov

ing

skill

s an

d co

mpe

tenc

y, p

rofe

ssio

nalis

m, e

thic

s an

d qu

ality

of c

are,

sta

ff di

strib

utio

n an

d re

tent

ion

and

sala

ries,

rem

uner

atin

g an

d pe

rfor

man

ce in

cent

ives

(M

oH C

ambo

dia

2006

b).

MN

RH

Po

LIC

y

Incl

uded

in N

atio

nal H

ealth

Str

ateg

ic P

lan

2008

–201

5

This

pla

n in

clud

es m

easu

res

for

trai

ning

of H

RH

for

MN

RH

. Thi

s is

see

n pa

rtic

ular

ly u

nder

sec

tion

HR

H 1

.5: ‘

Incr

ease

bas

ic tr

aini

ng

prov

isio

n fo

r ne

w m

idw

ives

(pr

omot

e ac

tive

loca

l rec

ruitm

ent o

f tra

inee

s) a

nd s

tren

gthe

n th

e ca

paci

ty a

nd s

kills

of m

idw

ives

alre

ady

trai

ned

thro

ugh

cont

inui

ng e

duca

tion

(impl

emen

tatio

n of

mid

wife

ry r

evie

w r

ecom

men

datio

ns).

’ (M

oH C

ambo

dia

2006

b)

Nat

iona

l Str

ateg

y fo

r R

epro

duct

ive

and

Sexu

al

Hea

lth in

Cam

bodi

a 20

06–2

010

As

part

of m

easu

res

to in

crea

se a

vaila

bilit

y an

d st

reng

then

del

iver

y of

rep

rodu

ctiv

e an

d se

xual

hea

lth s

ervi

ces,

this

str

ateg

y ai

ms

to

incr

ease

the

avai

labi

lity

of tr

aine

d st

aff.

One

par

ticul

ar a

im is

to im

prov

e th

e re

tent

ion

of q

ualifi

ed s

taff

and

thei

r de

ploy

men

t to

rura

l

area

s. T

he a

im is

to h

ave

60%

of h

ealth

cen

tres

ser

vice

d by

at l

east

two

trai

ned

mid

wiv

es (

MoH

Cam

bodi

a 20

06d)

.

Nat

iona

l Fam

ily P

lann

ing

Com

mod

ity S

ecur

ity

Stra

tegy

and

Act

ion

Pla

n 20

06–2

011

The

aim

of t

his

stra

tegy

is to

ens

ure

a se

cure

sup

ply

of q

ualit

y co

ntra

cept

ion

and

repr

oduc

tive

heal

th c

omm

oditi

es to

mee

t eve

ry

pers

on’s

nee

d. In

clud

ed in

this

str

ateg

y ar

e m

easu

res

to a

sses

s th

e tr

aini

ng n

eeds

of h

ealth

pro

fess

iona

ls e

ngag

ed in

the

prov

isio

n of

cont

race

ptiv

e se

rvic

es a

nd tr

aini

ng s

ervi

ce p

rovi

ders

in c

ouns

ellin

g an

d se

rvic

e pr

ovis

ion

(MoH

Cam

bodi

a 20

06c)

.

THE KNoWLEDGE HUbS foR HEALTH INITIATIVE

The Human Resources for Health Knowledge

Hub is one of four hubs established by

AusAID in 2008 as part of the Australian

Government’s commitment to meeting the

Millennium Development Goals and improving

health in the Asia and Pacific regions.

All four Hubs share the common goal of

expanding the expertise and knowledge

base in order to help inform and guide

health policy.

Human Resource for Health Knowledge Hub, University of New South Wales

Some of the key thematic areas for this Hub include governance, leadership and management; maternal, neonatal and reproductive health workforce; public health emergencies; and migration. www.hrhhub.unsw.edu.au

Health Information Systems Knowledge Hub, University of Queensland

Aims to facilitate the development and integration of health information systems in the broader health system strengthening agenda as well as increase local capacity to ensure that cost-effective, timely, reliable and relevant information is available, and used, to better inform health development policies. www.uq.edu.au/hishub

Health finance and Health Policy Knowledge Hub, The Nossal Institute for Global Health (University of Melbourne)

Aims to support regional, national and international partners to develop effective evidence-informed national policy-making, particularly in the field of health finance and health systems. Key thematic areas for this Hub include comparative analysis of health finance interventions and health system outcomes; the role of non-state providers of health care; and health policy development in the Pacific. www.ni.unimelb.edu.au

Compass: Women’s and Children’s Health Knowledge Hub, Compass is a partnership between the Centre for International Child Health, University of Melbourne, Menzies School of Health Research and Burnet Institute’s Centre for International Health.

Aims to enhance the quality and effectiveness of WCH interventions and focuses on supporting the Millennium Development Goals 4 and 5 – improved maternal and child health and universal access to reproductive health. Key thematic areas for this Hub include regional strategies for child survival; strengthening health systems for maternal and newborn health; adolescent reproductive health; and nutrition. www.wchknowledgehub.com.au

HRH Hub @ UNSW School of Public Health and Community Medicine Samuels Building, Level 2, Room 209The University of New South WalesSydney, NSW, 2052Australia

T +61 2 9385 8464F +61 2 9385 1104 [email protected]


HUMAN RESOURCES FORHEALTH KNOWLEDGE HUB

Human Resources for Health HubSend us your email and be the first to receive copies of future publications. We also welcome your questions and feedback.

Documents

HUMAN RESOURCES FOR HEALTH - School of Public Health … · Human Resources for Health Knowledge Hub of the School ... Aid post or basic clinic ... supervision checklist teams and