1. Assuring program quality Supervision Capacity building The organizational chart Training Preparing a budget MCH in Developing Countries February 2, 2012

2. The ultimate aim of international development: capacity building Levels of capacity: 1.Individual behaviors and skills 2.Organization al 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

3. What are some of the problems of human resource capacity development described in the readings? - Clinical health workers - Traditional birth attendants

4. Program Manager MCH Program Officer Health Promotion Program Officer Administrator/Office Manager Technical Advisor Organizational Head Bookkeeper Drivers Community health workers Health Unit staff The Organizational Chart

5. Organizational Chart September 2011 MNC & FP Officer Paul HP Comm Coor Bernardo/Akit o Filomena Victoria Yovita Melania D r i v e r s Sergio Austroberto/Abito Rui Joao Beth Elson C Director Anto MNC FP Tra.Coor Evy MNC FP Prog.Coor Marissa M&E Manager Suzie Accountant Henrique Office Manager Agus M&E Assistant Maria Chang Asala Olinda Paulino Juliao HP Officer Julio Head of Driver/Log Alvaro Admin Asst. Acazy Cleaner VACANT Program Manager

6. Training: is it needed….?

7. 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)

8. 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)

9. The program budget Typical line items: 1.Personnel including benefits 2.Travel and per diems 3.Supplies and equipment 4.Training 5.Monitoring and evaluation 6.Subgrants 7.Other direct costs (rent, vehicle maintenance, printing and postage) 8.Indirect costs @ x% 9.Total

10. Appendices 1)Key roles of supervision 2)Steps in designing a training program 3)The training plan 4)Training evaluation

11. 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

12. 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

13. What is a training plan? What should be included?