Human Resource Development for TB control main challenges and recommendations Liesbeth Oey

Main challenges High staff turnover – Public and private facilities – At various levels; – For several reasons (geographical, working conditions, TB work, short-term contracts); Lack of structural and continuous attention to all human resources for TB control – Vague/topical job descriptions and no monitoring of HR – Training standardization & planning – Minimal supportive supervision (once a year) 5th Joint Monitoring Mission Thailand

training supervision Retention schemes Training materials & facilitators Training materials & facilitators Checklist & supervisors Checklist & supervisors Attractive packages

Recommendations Plan, budget and organize annual basic TB training for all new staff that will work in TB Develop standardized training materials for all levels, with priority to basic TB training and PMDT Intensify supportive supervision to at least twice a year and link to training follow up and previous supervision findings Develop (review/revise) job descriptions with clear responsibilities and tasks per level and staff category Develop a simple tool to monitor staff to identify new staff and staff that has not been trained Develop staff retention mechanisms to reduce staff turnover 5th Joint Monitoring Mission Thailand