Assuring program quality

• Supervision• Capacity building• The organizational

chart • Training • Preparing a budget

MCH in Developing Countries February 2, 2012

The ultimate aim of international development: capacity building

Levels of capacity:

1. Individual behaviors and skills

2. Organizational level

3. Institutional level

Accomplished by:

• Training, supportive supervision

• Strengthen management systems

• Strengthen health policies and structures

- Community health promotion

- Support community groups

- Promote antipoverty measures

What are some of the problems of human resource capacity development described in the readings?

- Clinical health workers - Traditional birth attendants

Program Manager

MCH Program Officer

Health Promotion Program Officer

Administrator/Office Manager

Technical Advisor

Organizational Head

BookkeeperDriversCommunity health

workers

Health Unit staff

The Organizational Chart

Organizational ChartSeptember 2011

MNC & FP Officer

Paul HP Comm

Coor

Bernardo/Akito

Filomena

VictoriaYovita

Melania

D r i v e r s

SergioAustroberto/Abito

Rui

Joao

Beth ElsonC Director

AntoMNC FP Tra.Coor

EvyMNC FP

Prog.Coor

MarissaM&E Manager

SuzieAccountant

HenriqueOffice Manager

AgusM&E AssistantMaria Chang

Asala Olinda

PaulinoJuliao

HP Officer

JulioHead of

Driver/Log

AlvaroAdmin Asst.

AcazyCleaner

VACANTProgram Manager

Training: is it needed….?

Questions to ask before you train:

• Is training really what is needed?• If yes – for what skills?• How long will it take?• Who should conduct the training? Where?• What methods are appropriate for this group?• How will you know if you are successful? (need

behavioral objectives, evaluation methods)

Budgeting...• Needs to be an early activity when developing a new project• Start with the total budget, and costs you know:• indirect cost rate (overhead)• required staff @ salary level• office costs • equipment, supplies• program costs (e.g., training; production

costs, travel and per diems)

The program budget

Typical line items:1. Personnel including benefits2. Travel and per diems3. Supplies and equipment4. Training5. Monitoring and evaluation6. Subgrants 7. Other direct costs (rent, vehicle maintenance,

printing and postage)8. Indirect costs @ x%9. Total

Appendices

1) Key roles of supervision2) Steps in designing a training program3) The training plan4) Training evaluation

Supervision:What are the key roles of supervisors?

• Legitimation, protecting role integrity• Motivation• Education and guidance• Helping solve problems• Technical assistance• Linkage• Monitoring and control• Evaluation

Some ideas for overcoming obstacles to effective supervison

• Change from idea of one-way ‘supervision’ to that of a two-way exchange - ‘support’

• Model it!• Build supervision into a routine -- re-

evaluate the mechanisms available• Involve effective trainers in supervision• Establish health system commitment to field

support

What is a training plan? What should be included?