1. Human Resources for Health Objective In terms of quality and quantity, the human resources of the relevant health facilities have been improved. Indicators: The number of staff members in health services, who have successfully completed a further training in one of the Zonal Training Centers, is increased by 20 % every year A minimum of three members of the district management teams in the relevant regions (currently 25) have successfully participated in minimum two modules of the recently developed diploma courses. Reduction of vacancies in Lindi and Mtwara by 20%.

2. Ongoing activities 1.Continued support for Master Course 2.Continued in-service training and coaching 3.Modular Diploma Course (InWEnt) 4.Support to ZHTI in Mtwara and Mbeya 5.Participation in MoHSWs Task Force on HRH

3. 1.To day 23 participants have been supported by TGPSH, 20 DMOs in the 28 Districts of Lindi, Mtwara, Tanga and Mbeya are holder of a MPH degree 2.In the different components many trainings focusing on district level continue to be supported, care is taken not to disturb unduly routine service activities 3.Altogether 91 participants have been enrolled into the modular course, 69 of them being members of CHMTs Achievements so far (1)

4. 4.Mtwara and Mbeya have been supported to develop business plans, financial agreements have been concluded to fund priority activities, the jointly with USG funded Center for Infectious Disease has been finished and handed over and forms part of the ZHTI in Mbeya 5.HRH features with high importance in the HSSP 3, the most important strategic elements are contained in the relevant chapters and in the specific HRH Strategy Achievements so far (2)

5. Challenges Few MPH students go to and remain in difficult to serve regions Strategic plan developed but implementation very slow Too many trainings are seen as income generating mechanisms duplication of efforts (NETT, i-tech) Improvement of ZHTI very slow, Slow take up of modular course by CHMTs Crisis persists

6. Questions 1.What can we do to further improve the efficiency of our support to ZHTI and the take up of the diploma course? 2.Would it be meaningful to support one region (e.g. Lindi) with action research on HRH management to get deeper insight in the implementation of the HRH strategy and for development of innovative tools in HRH management?